A Day In the Life

A colleague of mine called me this morning to ask for some insight as a Corporate Recruiter.  On what?  On LinkedIn and how we (corporate recruiters) see a candidate's profile.  She wanted my insight since she comes from the Agency Recruiting side -- a WHOLE different ballgame over there.

She asked.  I answered.


Q:  What do you look for in a candidate's profile?
A:  I am looking for completeness.  I want to see a full name, where you are located, what industry you're in.  I want to see accurate dates of employment, where you are/were employed, and what you did/do at your place of work.  I want to see a picture; I want to see a human face behind these words that are on their profile.  Above all, I want to see a story.  I want to know how they got to where they are today.

Q:  Anything else you look for?
A:  Oh yeah.  I want to see recommendations from colleagues, managers, people who have interacted with them.  If their LinkedIn network is small, I tend to second guess my reaching out to them - at least via that medium.  Their college degree(s).

Q:  What pet peeves do you have about some LinkedIn profiles?
A:  Where do I start?  Why do people think that by hiding their names, they're doing themselves any good?  I guess, unless they don't want to be found.  But professionally speaking, why wouldn't you want to be headhunted?  Also, I understand why one might refuse to disclose their current company's name, but why must all the companies in your profile be anonymous?  What is the point of that?  All job titles and no job duties.  This doesn't help me!  Help me, help you.

Q:  What do you think about LinkedIn Groups for networking?
A:  They're a GREAT networking tool.  I don't know why more people don't participate in them.  Not just to be members, but to be contributing members.  Engage with the folks in the group.  Ask questions.  "Networking" isn't just handshakes anymore!

Q:  How many resumes do you review daily that come in from your ATS (Applicant Tracking System)?
A:  30-ish per position, daily.

Q:  How many positions do you normally hire for at any given time?
A:  On average, anywhere between 8-15.

Q:  That's a lot of resumes.  How many profiles do you review on a daily basis via channels like LinkedIn, Twitter, Facebook, etc?
A:  I'll look at about 500 daily, in addition to whatever resumes came in that day.

Q:  How do you have time to read all those resumes??
A:  Read?  I skim.  I'm scanning for the most important pieces of information that I need to make this person qualified for the role.  If it's not on their profile/resume, I'm moving on.  Definitely under 30 seconds per profile/resume.  So, if they want to be "seen", they have to make sure they have the information we're (recruiters) are looking for.

Q:  Isn't that unfair?
A:  No, I don't think so.  Nature of the beast, I guess.  Dog eat dog world.  If you want it, make it happen.


I find that a lot of "job seekers" lackadaisically go about their job search.  They tirelessly send resumes and are upset when they don't hear back.  They want to be headhunted, but their online presence is minimal.  A little fine tuning will do wonders!  I have faith in you.

Good luck!  And as always... I'm all ears!

What I Would Tell My 20-Year-Old Self...

I often think back to my college days and whether my choices may, or may not, have directed me to where I am today.  And the answer is a resounding YES.

The beginning of my college career was interesting.  I started off as pre-med / pre-pharmacy, and I KNEW I didn't want to pursue a career in healthcare.  Why I did it, you ask?  Because my parents wanted me to.  Not that they wouldn't have been happy with me having a career in business, but because in their generation, a career in healthcare meant stability and job security.  I struggled for nearly two years to tell them I didn't want to pursue their dream.  All the while, I was still taking courses I had absolutely no interest in.

Once I broke the news to my parents, I realized I was on my own now.  They knew nothing about any industry outside of healthcare.  I was left to navigate the rest of my adult life... by myself.  Scary!  

Over the second half of my college years, I found a major that was broad and useful in many aspects of "business".  I had two minors where I explored interests I had - like real estate, property management, and language skills.  In that time, I took internships in the hours I wasn't working or in school.  Some of those internships were absolute disasters; I'd go home hating my life and dreading the next 2 hour day I had to work.  Some of those internships really piqued my interest, and I continued searching for positions in the same category.

In the end, my decisions absolutely led me to where I am today.  What I didn't realize when I was 20, I realize now.  They say "hindsight is 20/20", and that couldn't be closer to the truth.

• Things are going to be hard.  Sometimes, very very hard... and both physically and emotionally draining.  And when you think you're going to give up.  Don't.  You have the capability to push through any tough phase because that's all it is - a phase.

• Don't study/pursue something just because someone else "wants" you to, or tells you to.  Your interests are your own.  You are a unique individual, and no one can tell you what you'd be good at.  Figure that out on your own.

• Take a personal finance course.  Once you realize you don't have the financial support of anyone else but yourself, you have to know how to best utilize your assets.

• Take a social etiquette course, where ever you can find one.  You may think it's ridiculous to learn how to fold your napkin when you walk away from a table, but you will likely have many business dinners in your future where this will come in handy.  

• Take a course in interviewing / resume writing.  Believe it or not, interviewing is a skill that can be taught.  And just as you learned how to write essays in middle-school, it's time you learn how to draw up a great resume.

• Start networking.  And never stop networking.  You never know when the person you are talking to in your 20s, will be the next-big-thing's CEO.  

• If there is only one thing you take away, make it this.  This is a marathon, and not a sprint.  You are not going to accomplish what you want without a few bumps along the way.  But each speed bump is just a reminder to keep yourself motivated, and to keep pushing forward.

The Importance of Candidate Experience

Lately, there has been a lot of focus on the importance of candidate experience.  The value that candidate experience brings to a company is extremely powerful.  A poor candidate experience can ruin an otherwise great company and employment opportunity.  On the other hand, a great candidate experience has the power to give a company that competitive advantage in the hiring market place.

I have come to realize that there are just not enough “positive” candidate experiences out there.  In my own past job searches, I can’t even begin to count the lack of communication, lack of answers, and lack of genuine “care” for my candidacy.  Any offers I received, my preference almost always went to the company that provided me with the best overall interview experience – the one where the recruiter was responsive and kept me informed, where the managers were very informative and interactive, and where I felt I was being treated like a human being rather than a “just another resume”.

When I began my own interview process at SuccessFactors, I was overjoyed to find that my recruiter cared and made my interview experience fantastic.  I could not have asked for more.  As a company, SuccessFactors has always preached that we should “drink our own champagne”.  And, so here I am, as a SuccessFactors Recruiter, sharing how I hope to provide you with a great candidate experience.

SuccessFactors strives to keep as connected as possible with candidates through Twitter, Facebook, LinkedIn andGoogle+!

To me, the definition of candidate experience is how a company (and its recruiters) approach the recruiting process – how they interact with the candidate, how the candidate feels throughout the process, and ultimately how that all affects the candidate’s decision making process.  I firmly believe that recruiters have the power to influence an applicant’s attitude towards the company.  They are, after all, the first “face” of the company an applicant comes in contact with.

1)     Be warm and knowledgeable.  Answering all candidate questions with warmth and enthusiasm seems to matter heavily in the eyes of the applicant.

2)     You can never over-communicate.  “No news is good news” does not apply in recruiting.  As a recruiter, I try to let my candidates know of their application status weekly and will send them an email even if just to say “I don’t have an update for you yet”.  This goes a long way.  Be honest and keep the candidate as informed as possible – even if they are no longer being considered for the position.

3)     Offer feedback.  The interviewing candidate thought he was a good fit for the role, which is why he got to interview with the manager.  Offer to provide any feedback on why they did not get the job, where their weaknesses were, and/or how they can do better next time.  This falls under the “communication” category (see #2).

4)     Be reachable.  Whether it is by phone, email, or text messages, I try to make myself available to my candidates at all times.  I will answer promptly when they have questions about the interview process, interview preparation, or candidacy updates.  How many times have you felt your recruiter fell off the face of the earth?  Not with me.  I’m at your disposal for any question, big or small. On Twitter or LinkedIn.

In the end, when a candidate has a positive experience, whether they were offered the position or not, they are more likely to recommend the company to a colleague or another candidate, or return again in the future for a new opportunity.

That said, we promise to try to provide you with a great candidate experience.  And, if we’re not, please let us know so we can fix it!  We appreciate your interest and look forward to working with you.

** This blog appeared here on the SuccessFactors Blog

What Happens When You Assume...

I oftentimes get asked by friends to make edits to their resumes.  I actually really enjoy doing this.  It allows me to do a few things:

• Sharpen my own skills
• See where "the norm" is for resume writing
• Realize where a lot of people go wrong

By example, I recently was helping a friend edit their resume.  The resume went back and forth with some edits, both on formatting and content.  My friend's final draft came back with a note saying, "I took your edits and am using them as a guideline for interview questions, and I have answers prepared for them."  The suggested edits were not in the resume. 

I cannot emphasize this enough - DO NOT ASSUME.  Do not assume anything.  Do not assume you will GET that interview to tell the interviewer your answers to the questions he wants to hear.  Do not assume that the recruiter knows what you are talking about when you say "Displayed great communication skills" (what does that even mean??).  

Leave nothing to chance.  If you want someone to know, tell them.  You may feel it will sound redundant if/when you get that interview, but at least you have covered your bases.

So, as you are preparing your resume, ask yourself:

• What do I want the reader to know?
• What do I know about my skills/qualifications that the reader does not?
• How can I explain this to a reader who doesn't have a background in what I do?
• How can I show the reader that I am good at what I do?
• How can I make myself stand apart from everyone else?
• What kinds of questions would the reader have for me? How can I best answer them?
• How can I make my resume easy for the reader to pinpoint me as the best candidate?

Good luck!  And, as always... I'm all ears!

Sample Resume Format

After looking at so many hard-to-read resumes, I have a "tried and true" resume template for you to follow.

As you can see below, all dates line up on the far left which makes it easy for me (the recruiter and/or the hiring manager) to know your chronological work history, when you worked at XYZ-Company, how long you were there, what types of positions you held, and where any possible gaps in your resume may be (don't try to hide these gaps, we will find them).

And, as always... I'm all ears for questions and/or comments!  Let me hear ya!

First Name Last Name

Street Address |  Email address |  Best phone #

OBJECTIVE

< Enter a compelling reason why you want to work for this company >

EXPERIENCE

2010 - Present            Company Name                         Company City, State

Title

• Responsibilities (quantify quantify quantify!)
• Responsibilities
• Responsibilities 

2009 - 2010                Company Name                          Company City, State

Title

• Responsibilities
• Responsibilities
• Reponsibilities

EDUCATION

2000                            School Name                               School City, State

Name of major, certification, or degree completed

SKILLS

• Skill
• Skill 
• Skill 

Maintaining Recruiter Relationships

In the world of recruiting, building and keeping relationships are key for both parties.  As a recruiter, it benefits us to “keep tabs” on our best candidates, even if we don’t have an opportunity for them right now.  At some point down the line, we will have the perfect opportunity for you and we will reach back out to you to check your interest.  As a candidate, it is in your best interest to maintain a good/professional relationship with your recruiter since they may have the keys to your dream job… in a couple of months.

I cannot tell you how many times I have cut someone out of my network simply because they called 10 times too many in the course of a week, or how many times candidates lowered their “professional wall” because they were not an active viable candidate.

Maintaining recruiter relationships is good.  Setting expectations and boundaries are better.  Here are some ways to make the most out of your recruiter:

1)     Know your skill set.  I have received a number of emails from a number of candidates expressing interest in any and all job openings posted to our job boards.  Did you read the opening and the requirements?  If you don’t have the skill set we are looking for, you will likely not hear back from us.

2)     Be positive.  “Do you KNOW who I am?? I am ’s #1 sales rep and your email is offensive, rude, and unwanted.  Please take me off your spam list.”  You got it.  Coming off as rude will, almost always, put you immediately into our “trash” file.  We are just doing our jobs, and our jobs are to find the best talent out there for our company.  A “thanks, but no thanks” works wonders, and may work in your benefit down the line.

3)     Network.  Whether you are working with an agency recruiter or an in-house recruiter, it’s likely that you have a network of colleagues (or former colleagues) that they may be interested in.  Making this relationship a mutually beneficial one will help keep you on top of a recruiter’s mind.  On the other end, connect with the recruiter via a social media outlet like Twitter or LinkedIn.  Many recruiters are utilizing Social Media tactics to attract and advertise to new talent.

4)      Mind your manners.  When I was in sales years and years ago, I remember being trained by the renowned motivational/sales trainer, Zig Ziglar.  While the outline of his presentation was “Will + Skill + Refill = Success”, he stressed the importance of etiquette.  Calling four times a day, leaving no messages, “Following up on my follow up” emails are not the way to win anyone.  A call/message and/or an email once a week is fine.  Anything more and you run the risk of making yourself look like a pest.  Sell yourself appropriately.

5)     Express thanks.  Today’s recruiters are very proactive, versus the reactive nature of yesteryear’s.  We are headhunting and talking to candidates who are not actively pursuing other opportunities.  We don’t win over every candidate, but we appreciate your appreciation.  Always.

As a recruiter, I ask you to heed some of the above advice.  In return, we promise to keep you in mind for your dream job, speak great things of you to hiring managers, and to provide you with valuable and constructive feedback.

** This blog appeared here on the SuccessFactors Blog

"15 minutes can save you 15%"

I had to share this.

We had a resume sent to us.  It's unfortunate that he sent us his auto-insurance quote instead.  The good news?  He got the safe-driver's discount.  If that doesn't have "hire me!" written all over it, I don't know what does!

#resumeFAIL

Captain Amazing

Just came across this profile today.  His name?

I'm glad you're amazing.  I sure wish your profile was too. . .

Questions to Ask in an Interview

Interviewer:  Is there anything I can answer for you?
Candidate:  No, I think I know everything I need to know.

Let's face it.  Do you really know EVERYTHING you need to know about the company you're interviewing at?  

You should assume that every interviewer will allow you an opportunity to ask questions of them.  I urge you to ask them!  Engaging the interviewer shows them that you are a part of the conversation, and that you are interviewing them as well.  After all, you will have to be working with them.  On top of looking like you are genuinely interested in the company and the team, it shows you came prepared.  

Below, I list some of the types of questions you can consider asking your potential-future-employer:

• Future of the industry (ie: cloud technology, solar, potato powered cars)
• Growth of the company over the past few years
• Planned future growth of the company
• Company culture
• Team structure / hierarchy 
• Opportunity for growth
• The interviewer's career path

Things you should avoid asking:

• Salary (unless the interviewer brings it up)
• Benefits (unless the interviewer brings it up)
• Soft benefits
• Paid Time Off / PTO
• Sabbaticals
• "Bring your dog to work" day

At the end of the day, remember that an interview is just a conversation.  It should never be question-answer-question-answer.  Make it interactive; make it a give-and-take.  Don't be afraid to ask questions mid-interview.  Don't be afraid to interject if you are confused about the job duties.

Just as much as the company is interviewing you, you are interviewing them.

Resume Tips

“Human being with human interaction skills.”

“Good at staring at a computer screen for hours.”

“Good at phone sales. Native language: American Sign Language.”

“Impeccable atenshion to detail,.”

I always wonder what goes on inside one’s head as they put together a resume.  As a recruiter, I have seen some pretty fantastic, arguably decent, and horridly terrifying resumes.  While I have to admit, the “bad” resumes are highly entertaining, an applicant must realize that they get an estimated 15-20 seconds of a recruiter’s time once they submit their resume.  And while that may not seem like sufficient time, to a recruiter, it is just enough.

That said, here are some of the best ways to improve your resume.

• Font:  Do not use a font size smaller than a 10.   Jamming your resume to fit into one page makes it hard to read.  Two pages is better than one sometimes.
• Header:  Your name should be a couple of font sizes bigger than the rest of your text.  Also, include your full contact information.  This includes address, phone number(s), and email address. 
• While we are on the subject, create a professional email address through one of the many free email domains available.  iWant2Party@hellokitty.com* does not bode well.
• Objective:  Avoid the “obvious”.  Statements like “I’m looking for a job” are assumed if you are submitted a resume.  Instead, customize your objective for each position you apply for. 
• Body:   List positions in reverse chronological order.  Make dates, companies, and titles easily findable.  In addition to listing responsibilities, also include your accomplishments (ie: “Made 135% of quota for 2011. President’s Club 2011. Highest new net business rate of 50 reps.”).  Keep in mind that your accomplishments will stand out more to the recruiter than your responsibilities.
• Explain gaps in employment.  This eliminates the guessing-game.  (ie: 2009-2011 Took a leave to care for an ill family member)
• If you are more than five (5) years out of college, you can omit the jobs you had while in school.  Unless they were relevant to where your career is headed, those positions are better left in the memory bank.
• Customize each resume you send to an employer.  Be sure to include relevant information, key words, and highlights that will showcase your skills.
• Spell check. 
• Spell check.  Again.

*Email address is fictional and is not a functioning email address.

** This blog appeared here on the SuccessFactors Blog

Your Resume: The Basics

Ok.

So you've finally decided to get off your butt and look for your dream job.  Whether you are a "freshie" (coming right out of school) or just someone who has been off the job market for 5, 6, 7, 15 years, the following rules will always apply.

• Make it readable.  6 point font is not okay!  After reading thousands and thousands of resumes, our eyes just aren't what they used to be.  If it is too difficult to read what you've accomplished, we will not read what you've accomplished!  If you are trying to squeeze your resume onto one page, throw that rule out the window; old habits die hard.  

• Tell me where you live and how to contact you.  Does that sound creepy?  It's not meant to.  A lot of positions will require a certain geographic territory.  Whether the office is based in San Francisco and needs an onsite employee, or the sales territory is in Chicago and needs a sales rep who already resides in the area and has a network.  You aren't fooling anyone if you don't put your location on your resume.  Address is not necessary, but City/State are appreciated.  Also, please make sure your email and phone number (the one we can reach you on most reliably) are on there.  And make sure they are correct.

• Make it chronological.  I've seen resumes where applicants list their experience by "relevance", which really confuses the heck out of me.  How did your resume jump from 1999 to 2013, back to 2002, to 2012, back to 2001?  I don't get it.  Again, if it's too difficult to read, we aren't going to read it.  Harsh, but it is the truth.

• Organize.  If you have more than 5 years of work experience after college, your Education section no longer belongs at the top.  Experience is worth more than your degree.  

• Quantify.  This is especially true for anyone in sales.  Quantify, quantify, quantify.  Tell me how much over-quota you did in 2013 Q1, Q2, Q3.  Tell me how much you make your fellow sales reps look like they're lazy!  If you saved your department $100k in licensing fees, tell me that.  If you oversaw 21 customers, tell me that too. 

• List skills.  Fluent in Spanish?  PowerPoint pro?  Excel guru?  While the position you are applying for may not require them, recruiters/managers are always looking for someone that can enhance their team.  What can you do for us?

This is just a short-list of "must haves" for a resume that will get a glance.  Do this, and you are well on your way to dream-job-success!

PS - Don't forget to spell check! 

LinkedIn Fail...

Not a good look for a profile.  Let's be more specific, shall we?

Using Glassdoor in Your Job Search

When job hunting, how many times have you asked yourself:  Where do I start?  How do I know if this company is good for me?  What’s truly entailed in this position?  If you are anything like me, the answer is:  A LOT!  Starting your job search is, not only daunting, but complicated!

A good site that I have utilized in my own job searches in the past is Glassdoor.com.  This site gives access to a ton of job openings, and gives you an insider’s view of what it is like to truly work there.  These are unedited opinions and statements about the corporate culture, salary, benefits, and company reviews. 

Below, I will outline some questions to ask yourself in your job search, and great ways to utilize Glassdoor in helping you find your dream job!

"What kind of role am I looking for?”  Answering this is the first step in your job search.  Narrowing down your specialties and where your passion lies is helpful in determining which direction to steer your job search.   Utilize Glassdoor’s access to job postings by going to the “Jobs” tab on their webpage and start searching for jobs that fit your background/specialty.

“What kind of company do I want to work for?”  The possibilities are endless.  Software, finance, health care, education, government, venture capital backed start-up, established Fortune 500?  Each company has their own “personality”, so to speak.  Figure out what has worked for you in the past, what has challenged you, what continues to challenge you, and what motivates you.  Once you have done some deep digging, narrow down your Glassdoor search to companies that interest you.

How do I know this company is worth applying to?”  I recommend signing up for a free (and anonymous) Glassdoor account so that once you have narrowed down your search, you can read reviews of each company.  Glassdoor will provide you with unedited, unbiased reviews about said-company – from corporate culture to salary, and pros/cons of working there.   While the information can be helpful, take this information with a grain of salt (and not a “deal breaker”) in your job search.  Interviewing with a company is your best bet when it comes to figuring out whether or not it is the right place for you.

How should I prepare for the interview?”  One of my favorite features of Glassdoor is the access to previously used interview questions.  Some companies recycle their interview questions, and while what is depicted on Glassdoor is helpeful, it should be used as a preparation tool rather than a strict guide.  Having questions formerly used in real-life interviews helps to get your wheels turning and thinking outside of the box.  It can also give you some insight as to the type of candidate they are looking for.

What questions should I ask in the interview?”  This is always a tough section of the interview process.  What do you want to know about the company that isn’t already publically available on the website / Google?  Reading through Glassdoor reviews can give you insight to areas of the company you might have questions about, like “What is the management hierarchy like?” or “What does career progression look like if I started in this position?”

Closing the deal.  Another cool feature of Glassdoor is the salary component.  Once you are on a company’s Glassdoor page, there is a salary tab which gives you information on the low, average, and high end of the compensation scale for a particular position you are interested in.  I like this feature because I feel that it not only allows you to gauge the type of talent the company is interested in, but it also gives you the opportunity to inform yourself before an offer comes to the table.  An employer who is fair to their talent, retains their talent.

I wish you the best in your job search.  It’s tough, but with tools like Glassdoor, it can be a tad easier!  Chin up, and carry on!

Friday Humor

Thought this was funny...

ABCs Backwards in Under 5 Seconds...

A resume opener like this is a welcomed break in my day.  I'm glad someone has a sense of humor!

6 Seconds

Click here for article - Is Your Resume 6-Second Worthy?

I will admit it.  Recruiters really do spend only seconds on your resume.  It's not you.  It's your resume.  We scan for pertinent skills, expertise, and related industry exposure.  Make your resume easy to read, easy to grab information from, and draw my eyes to something I want to see.

Entice me.

It's really like dating.  How much time do you spend gazing at someone before you determine s/he is worth a conversation with?  Not long.  In that conversation, how quickly do you determine if you continue talking to this person?  Fairly quickly.

Make your resume intriguing.  Make it your own.  Cookie cutter resumes are boring and a dime-a-dozen.  

Now... tell me about yourself.

Job Search Rules to Break

Click here for article - Ten Job Search Rules to Break

I saw this article posted on LinkedIn this morning.  For the most part, I think it's a great read for those on the job hunt.  There is so much unsolicited advice circulating about "how to look for a job".  In the end, it's all a process... sure.  But, it doesn't mean you have to play by the "rules".

I think the biggest take-away from this article is this:  The job hunt isn't what it used to be (think: social media).  The proactive candidates are the ones getting the jobs.  

The Worst Interview Mistakes & How to Avoid Them

As a recruiter, there have been plenty of situations that I have come across that have left me scratching my head.  I once had a candidate who came in to interview at a very business-formal office.  He arrived wearing sweatpants (not joking), then asked for a bathroom so he could change… into jeans and a t-shirt (also not a joke).  He asked me to take his bag to his car for him so that no one saw anything “suspicious”.  The interview day proceeded to unveil a slew of surprises – he didn’t know the company or position he was applying for, did not bring copies of his resume, did not have any questions prepared, and started using inappropriate language with the interviewer!  Little did he know that just because he was an employee’s son, it did not serve him well to disregard interviewing etiquette.

Below are some of the biggest interview mistakes.

1.       Weak handshake.  A good handshake can really make or break an interview; they help make those first impressions.  A handshake should be firm (but not too firm) and enthusiastic.  Maintain eye contact with the other party, and smile.

2.       Being late, sometimes VERY late, to an interview.  Nothing makes a worst impression on your interviewer.  It shows, not only disregard for their time, but also gives some insight to how you may be as an employee.  Leave absurdly early to ensure you are on time to your interview.  However, beware.  Do not arrive TOO early to your interview site.  “Only fools rush in.”  If you are early, head to the closest coffee shop or restaurant.

3.       Being rude to the receptionist.  Oftentimes, EVERY party involved in the interview process (from recruiter, to receptionist, to managers) take a part in the hiring decision.  If you are rude to the front desk, how will you act towards other colleagues?  Smile, be courteous, and treat them as if they are your employer.

4.       Dressing incorrectly.  The rule of thumb, “don’t judge a book by their cover”, goes completely out the window when it comes to interviews.  A lot of the time, the decision as to whether or not they like you is made within the first few minutes.  The remainder of that interview only helps the interviewer validate their initial judgment.  First impressions count.

5.       Bringing a friend.  We understand that you may have nerves, or that you needed a ride to your interview.  But actions like this scream “dependency” and most employers want someone who is independent and ready to do anything at a whim’s notice.   Leave them outside the building, and especially outside the reception area.

6.       Not doing homework.  Please, please, please.  Do research on the company that you are interviewing with.  Coming to an interview unprepared shows a lack of care and interest.  Learn about the company, the brand, its products/services, and competitors.  Formulate questions around information you find, and around things you did not – like, “what is the culture like?”

7.       Saying negative things about your former employer.  It is a shame you were fired, or that you didn’t get along with your boss, or that you hated the corporate structure.  Leave those feelings at home, and don’t ever badmouth your former workplace.  This will only brand you as a complainer.  Instead, focus on the positive things you took away from the experience and find ways to grow from it.

And finally…

8.       Name dropping.  Your attempts at playing the “I know so-and-so” can backfire terribly.  Many employers will, no doubt, contact these individuals and ask for “backdoor references”, and they may not come back favorably.  A better way to use internal contacts is to have your contact introduce you directly to the appropriate individual.

Bear in mind that these are just guidelines.  But also be aware that as much as you are being interviewed, you are interviewing the company for the best fit for yourself.  So, take an interest in your career path, and take these informative meeting seriously.