How to Answer This Interview Question

It is no secret that you should prepare for your interview, especially questions that you may have trouble answering.  One of those “tough” questions always seem to be, “tell me about a mistake you made on the job.”  How should you answer this interview question?  No one likes to talk about their mistakes, especially to someone you are trying to impress.  Yet, you not only need to answer this question, but make sure it shows how you learned from the mistake.



Here are a few tips to help you prepare and answer this tough interview question:

• This question is asked at almost every interview.  It may come in different forms, but the same outlook is expected – the interviewer wants to see how you handle answering a question about something you did wrong, what you learned from it, and how you have moved past it.  This is why, it is important that you prepare for this question.
• As you prepare for this question, it is important to remember that they are looking for self-awareness.  Knowing you made a mistake, and admitting it is part of the process.  As you prepare, keep this in mind.  In addition, the example you give should be powerful to portray the self-awareness, but should also be short enough to not monopolize the entire interview.  Keep your answer to around a minute.
• Make sure that you cover what you learned by making the mistake in your answer.  Depending on how you answer, you may be asked some follow-up questions.  Answer them honestly, but remember to keep your answers to about a minute.

Many hiring managers and recruiters today are looking for candidates that not only can admit when they make a mistake, but learn from the mistake, even grow from it.  As you prepare for your next interview, make sure you dig deep and prepare an answer to this interview question that will show the interviewer you are the right person!

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Why Texting Must Be a Part of Your Recruiting

As a hiring manager or recruiter, you face more technical challenges than in the past.  In addition, it has become more challenging to attract candidates to open positions for a variety of reasons.  One thing is true however, and that is you must learn to adapt, to attract the younger generation workers.  This means, you must use texting as part of your recruiting process.

Whether you want to embrace technology and texting or not, you need to understand that your competition has already done so.  Here are a few ways you can utilize texting to help with your hiring process:

• Text messaging is quickly becoming the sole way to communicate with a potential candidate, during the early stages.  Many hiring managers and recruiters have devised pre-screening questions that can be sent via text message to potential candidates.  This allows the manager to gather information before moving the candidate to the next step.  It is quick, affordable, and most younger candidates appreciate the use of technology.
• Too often the best candidate for a position is passed over, simply because the candidate is a little shy or an introvert.  Texting allows the candidate to be themselves and interact more freely, something they would have trouble doing in a face-to-face encounter.  This gives the hiring manager a better glimpse at the real person!
• Candidates today are looking for good communication within a company.  Texting during the hiring process, shows the candidate that you are not only good at communicating, but are willing to use multiple means to get the message out.

A recent survey showed that job candidates today would prefer their communication via text message.  It is the easiest way to stay in touch, is considered non-intrusive, and shows the company is open to technology and communication.



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Interviewing is Like Dating

When was the last time you went on an interview?  For many, it was probably about the same time they went on a date.  While this analogy may have many scratching or shaking their head, the truth is that interviewing for a new job is very similar to dating in many, many ways.

• Stop and think about the last time you went on a date, you probably had feelings of nervousness, anticipation, and even apprehension.  What feelings did you have the last time you went on an interview?  Most likely, they were the very same feelings.  Think about how you handle your feelings when on a date, and then use them when you are ready for your interview.  You typically will calm once you have met the person and start having a conversation.  An interview is a conversation!
• When you go on a date with someone, the goal is to get to know that person and determine if you want to continue getting to know them.  Interviewing is very similar.  While the company is looking to get to know you better, you must do the same.  Make sure that you ask questions to get to know the company better and determine if you want to work there.  Ask questions that are important to you about company culture, the environment, and any other benefits that are important to your lifestyle.
• At the end of the date, you usually make a determination whether you will call or see this person again, same is true at the end of an interview.  Once you have determined if this company and position will fit in with your overall goals, you will need to follow-up.  If the company is not going to fit, it is important to send a thank you note and state that.  They will like the honesty.

You do not go on a date expecting to marry the person at the end of the date – same is true when you go on an interview.  Do not expect to get the job offer right there.  The interview is the “date” where you both will get to know one another and determine if a further relationship will work!  When you think about your interview as such, it will make it much easier to navigate and get the results you want.


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Onboarding Your New Hires

A new concept has surfaced regarding onboarding new hires.  While some of the concepts have been used for years, the stand out concept is that the entire company must be involved with the onboarding of every new employee.  Creating a sense of belonging on day one is critical to the employee feeling comfortable and learning the company culture.

Many of the elements of your onboarding procedure may seem similar to what you have done in the past, but pay close attention to how the entire company is involved in these steps:

• Just as you have always done, it is important to create a clear timeline of the new employee’s training schedule.  However, it is important to make sure that all departments are included on this timeline, including meet and greets with other departments.  The purpose of the timeline is to focus on acclimating the employee and company together, rather than to focus on performance.  As a result, it will build stronger relationships, which typically will foster a better environment for all.
• Once your new hire has progressed through the acclimation of the company and people, it is time to establish goals and expectations.  It is important to make sure the employee has a clear understanding of each, how to accomplish them, and their role.  Make sure you give the employee all the tools they need, which may include job shadowing, extra training, or more explanation of the position.
• Stress is the number one reason many new hires do not last at their positions.  It is important that you do everything you can to add a personal touch to the onboarding process.  Do not leave your new hire to “fend” for themselves.  Make sure the entire environment is welcoming, and goes above and beyond to make sure the new hire is comfortable!

Creating a welcoming environment for your new hire will benefit everyone in the long run.  Make sure that you pay close attention to your onboarding process and adjust it to include everyone.


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