Branding And Management Archives | POST A RESUME HR Consultancy

20 things to never do in an interview…

Vipul Mali — Thu, 12 Mar 2015 08:01:05 +0000

No matter how impressive a cover letter or CV you carry to an interview, there could be certain last minute changes (decisions) that could change the game for you. The job could be yours, given the precautions you undertake while talking out the nuances of your hiring. We give you a list of the most common blunders to avoid while out there for an interview.
1. Improper research
If you are running short of your research on the company, you might still loose the job despite having the skills for the job in question. Do remember to do your background check when it comes to the company you are going for an interview of…visit their website, check their online details, and you probably would end up having smarter answers when asked about reasons for joining it or your profile and importance for the company’s growth.
2. Lying on your CV
Anything written on your CV could be discussed in the interview and a fabrication of things, experience, job profile, education could damage your reputation in the long run.
3. Turning up late
Unless you have a very good excuse and have informed the respective managers before hand, turning up late for an appointment will not help you right on the first day. And don’t forget, first impression always remains the last impression.
4. Dressing inappropriately
While a smart dressing code is something that’s expected from you, make sure whatever you choose (garment, colour, design) suits the desired business etiquette. Ideally go for a smart suit, or formal trousers and crisp formal shirt, to leave the impression on the hiring manager. Remember your dressing reveals a lot about you as a person. Don’t give the other person any chance to believe that you lack order, discipline and basic dressing sense.
5. Clock watching
Have you ever witnessed or realised that constantly watching clock is something that could be really irritating. DON’T DO IT, especially during an interview. This might also make the interviewer feel that you are probably not that much interested in the job or even something that is happening or being discussed that very moment.
6. Fidgeting with unnecessary props
This can include playing around with your mobile phone, nail files and even chewing gum. Please understand this is surely something that would drive unnecessary attention towards you at the interview table
7. Poor body language
Make eye contact, sit in confident posture, have cheerful demeanour and meet the person in command with a firm handshake. Trust us, all of this is surely going make you notice for the right reasons.
8. Unclear answering and rambling
Take time to think before giving any answer and avoid fumbling when talking something extremely crucial. This will bring things to an uncomfortable halt; it doesn’t inspire confidence. Also, avoid mumbling since the interviewer would not prefer asking you time and again to repeat the answers or even strain himself to hear every word that you’re saying.
9. Speaking negatively about your current employer
Never ever complain, or say bad things about your current employer, manager, colleagues, job or anything in any capacity. Badmouthing is not going to do any god to you or your CV, but it might surely risk your chances of getting some positive feedback from the employer you so wish to get hired by.
10. Don’t Use Clichés
I am a team player, a confident professional, a hard worker, a dedicated employee, a problem-solver, a perfectionist. These all are clichés and trust us, those who have been in the cabin before you have probably said the same set of phrases, which is of no interest to your hiring manger.
11. Not asking questions
In case you have queries about the company or its working practises or for that matter its strategy or long terms goals, you are clearly showing interest. This could also impress the manager since he would be quite happy to see your keen desire of being the part of the organisation. But in case you have no questions, per say, and are simply nodding to anything/everything that the interviewer is saying, might not bring the desired results when it comes to the final round.
12. Getting personal or too familiar
Avoid sharing your family union stories, events, problems and all of that which is personal. The person sitting on the other side of the desk has no concern or interest with what your experiences have been. He is purely interested in your professional expertise and understanding of the subject in question.
13. Too Much Communication
AVOID answering your phone calls between an interview. Though it might sound as an obvious thing to do, but still there are people who do not hesitate to take the calls in the middle of an important communication with the hiring manager. Leave your phones, ipad, and tablets behind or at least turn them off before entering the cabin.
14. Be opinion-free
Don’t go overboard when it comes to being flexible or accommodating about the job in question. Though its good to be excited and show the temptation, but do remember there is a limit to everything and overdoing it would just spoil the chances in the long run. Sure even the companies prefer a less rigid professional – but the one who at least has a sense of who he/she they is.
15. Not bringing along additional CVs
It’s always good to be double sure while making a move from your house for an interview. Carrying some additional copies of your CV could save you from the embarrassment, in case there are more than 1 or 2 interviewers. You need to show to your preparedness for any situation, which once again is an extremely critical ground for any job.
16. Sitting down before invited
As a mark of common courtesy, do not jump on the chair to grab a seat for yourself. In fact, wait to be asked for it and avoid sitting in a haphazard manner. Make sure your posture is right and firm.
17. Discussing money or time off
Wait for the papers to come in and the discussions to start before initiating talks about money, holidays and other perks. It’s advisable to show patience when it comes to such decisive matters.
18. Cursing
No one would appreciate usage of foul or inappropriate language/words. Rather if put put up an act like this, it might show you in the bad light.
19. Don’t say you weren’t looking for a job
There are times when you get calls from recruiters, even if you are not seeking the job opportunities that actively. It’s best suitable if you avoid slamming down the phone on the face. Be polite and appreciate the call. There are better ways to avoid an unwanted offer than being rude or upfront about it. Not just this, many times you might feel the urge to at least go and give it a shot. Avoid going by any such urges since by doing this, you are not only wasting your own time but even that of recruiter’s.

20. Not following up
You might not think you’ve performed well in an interview but if you simply put across a courtesy mail, it might just pay off in the long run.

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Branding for Talent

Vipul Mali — Wed, 28 Dec 2011 13:18:49 +0000

Employers today, are facing acute paucity of skilled workforce, and the war for talent is likely to get much fiercer. “Employer branding is an important strategy that helps organisations in attracting as well as retaining talented workforce”, says Mr. Swadesh Behera, Director of Human Resources at Boston Scientific India (BSCI).
Matter of Choice
An effective employer brand is crucial to gain sustained competitive edge in the market. “If you have a better brand or a certain set of attributes associated with you, your ability to attract talent is high”, explains Mr. Prashant Bhatnagar, Director of Human Resources at Sapient India. Candidates identifying with the organisation’s values become employees by choice and not chance, and are likely to be more loyal, delivering higher levels of quality and service. It also helps in checking attrition, as Mr. R Elango, Chief Human Resources Officer at Mphasis puts it, “employees will stay back because they like some aspect about the company, or are getting a particular experience which their peers are not”. So, the branding process is actually aimed at influencing an employee’s decision of joining, being motivated or remaining with a particular organisation. “It is kind of similar to how you purchase a product. You look at multiple choices, and then finally decide to buy that product for its certain peculiar attributes”, elucidates Mr. Elango. Just like how a strong product brand signifies high level of quality/service associated with it, organisations with strong corporate identity evoke certain desirable qualities in the minds of employees, giving them a favourable impression of working there. “An employer brand which stands out and distinguishes you will certainly create the right impact” suggests Mr. Bhatnagar, especially in the wake of the wide range of opportunities available for employees.
Enhancing Job Appeal
Employees usually look for career opportunities, job security, good salary, work-life balance, professional training and development, good organisational values and management, while corporates build brand identities around these same factors. Consider Google: ranked as one of the top most-wanted employers in the world by Universum, a global leader in employer branding, it offers a unique college-like atmosphere where employees can indulge in a range of recreation activities like beach volleyball, football, videogames with other facilities like gourmet restaurants, free wi-fi enabled coaches for transporting employees, reimbursements for hair-cuts, personal concierge, laundry services, on-site physicians and dentists, childcare and notaries. It also has massage rooms and allows pets at work for limited hours. No wonder why, candidates make a beeline to join this ‘happening’ place. Back home, Sapient India that was on a talent-branding drive was quite successful in stirring up much interest in the company. Mr. Bhatnagar recalls, “the entire idea was to showcase Sapient as a place which is fun, young and dynamic, where diversity of views and ideas are bred and encouraged”. However, though a hip-hop, fun-loving work culture may go down well with college graduates, the same may not always hold true for mid-level or senior-level positions. In such a scenario the same organisation can project different brand images for different departments or say, different group of employees. The branding and value proposition of a company vying for an entry-level employee would be essentially different if it were to attract well-experienced professionals.
Branding Process
In essence, an important point stands out while branding an organisation for employment market purposes – Mr. Behera explains, “You may look at what your unique strengths or selling points are while designing the employer brand.” It is, however, important to “marry” these with the long-term vision of your organisation, he explains further, stressing the importance of building the brand image for the longer run. For instance, a leading private Life Insurance player has been developing a long-term customised employee value proposition based on five parameters of wealth, position, respect, development and social status. The aim is to help its present and prospective employees to look beyond mere career or money and assess the organisation on more long-term aspects.
Consistent Values
Building a strong reputation may be difficult; but sustaining the image over time could be even more daunting. Consistency is the key – you need to deliver what you have promised. “Stay true to your proposition” cautions Mr. Behera. Merely creating a strong brand image through advertising, exaggerating the attractiveness of a workplace would just not be enough if your employees do not actually get to live the experience. “It may so happen that over a period of time, your employees may actually turn dismissive of you and even start ridiculing the organisation”, warns Mr. Bhatnagar. Not living up to the promises may leave employees disgruntled and even feel cheated. Moreover, they may start resenting the decision to join the organisation and may start looking for other options.
End Note
With the demand-supply gap of employable talent widening, strategies such as employer branding are growing in importance. With a range of choices available to the best talent, employers would need to differentiate themselves with a strong brand identity. Organisations that build effective employer brands will be able to acquire key sources of talent and retain them over a longer-run.

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