11 blunders to avoid at job interviews

A job interview is often exciting as well as frightening. It is very easy to slobber all over or make a
mistake that might unwittingly close the doors of that company on you forever.Vikas Shirodkar of
General Motors tells us what these mistakes are and how you must work towards avoiding them at
all costs.
**Job interviews can be stressful

Wearing something inappropriate to the occasion

Whether we like it or not, the first impression we have of the candidate usually becomes critical in
the recruitment decision. So it is crucial to pay attention to what you are planning to wear to the
interview.Sometimes people walk in wearing a pair of sports shoes or jeans.
This is certainly not business attire so it is a no-no. You must understand that a job interview is a
professional commitment and you need to recognise the importance of neatness and grooming in
such situations.Wear a pair of proper leather shoes. You need not be in a tie and a jacket every time
but pay attention to your clothes.
I remember interviewing a candidate who walked in wearing proper shirt and trousers but carried a
jhola! This isn't acceptable formal attire for a corporate interview.
He could have gone for a plastic file or folder to carry the things he chose a jhola for. Or he could've
kept it at the reception.
**You can't carry a jhola to a corporate job interview

Not doing your home work

There are occasions when people walk into the room not knowing anything about the company.
This doesn't leave a good impression on your interviewer because it suggests the lack of effort and
seriousness on your part to find out about the company.
Today there is no excuse to not have this information. Most companies have websites and
information about the divisions, businesses, turnover etc is readily available.
Before you go for the interview, make sure you have sufficient information about the company.
**Even if you have to burn midnight oil make sure you do your homework

Not knowing the job you are applying for

Reading the job description carefully is as crucial as the research you do on the company because if you've read it, you
will be able to project yourself in the right way.

Let us for instance assume that the position you are applying for is that of a design engineer. You can tell the
interviewer(s) why you are interested in design studies, which can further prompt a related question.
If you've read the job description it can also help you weed out the details about your career that are not relevant to the job
and be able to focus on those that are.
A good interview is like telling a good story. You are presenting your case, your story, yourself and by doing your
homework, it is possible to guide the interviewer to ask you the questions you want.

Image: You may be excited about an offer but not knowing your JD leaves a poor impression

Going on an on about your family

Typically in most interviews, the first thing interviewers ask you is to tell them something about yourself.
The idea of this question is to help you settle down and give you a familiar and comfortable ground before you can move
on to other questions.
When you are asked to speak about yourself you are expected to speak something about your upbringing and education
but much more about your professional experience.
I have often seen people getting lost on this point. They will talk about the siblings and how one of them is married etc.
That tends to put off interviewers.
You are the one who is being interviewed not your family. So stick to maybe a line or two about your family, perhaps a little
more about your education and then quickly move on to your professional experience because that is what your
interviewer is interested in.

Image: Your recruiters don't want to know what your siblings do. Leave them out of the job interview

Straying away from the point

This is related to the previous point. By meandering and not answering to the point you are wasting your interviewer's
crucial time.
When you go ad infinitum about something, you are depriving the interviewer from asking the next question.
Give crisp and pointed answers. Learn where to stop.
Always remember that in an interview, the interviewer is the initiator.
You are supposed to respond. Put your point across; say firmly what you have to say and let the interviewer decide how
much time s/he wants to spend on what areas and when s/he wants to move on.

Image: Learn where to stop. Really.

Not watching out for non-verbal cues

You interviewer is also human and will give out non-verbal cues. Learn to pick them up.
Make eye contact. There are occasions when interviewees look away from the interviewer or look at their own shoes or
take out a paper and look at that!
The idea of an interview is to engage the other person. Pick up on his/her body language and respond to them. If s/you
notice that s/he is getting bored, stop. If you see him/her getting interested in what you are saying, say something more
about it.
Some of us like to perceive a job interview as a war situation where you take a machine gun, fire away and walk out.
A job interview should be a conversation where the other person should get a chance to understand what you are talking
about and the kind of person you are.

Image: The person across the table may be bored to death. Learn to read his/her body language
Image: The person across the table may be bored to death. Learn to read his/her body language

Taking up on the tea/coffee offer

Often an interviewer asks you for tea or a glass of water. My feeling is unless your throat is dry you shouldn't get into this
at all.
As it is you are in a situation where you are nervous. So it is natural that your hand will shake when you're holding the
teacup. What will make you even more uncomfortable is when you see that your interviewer is seeing your hand shaking.
So the ideal answer to this question is 'Thank you. I have just freshened up and would like to carry on with the interview.
But you please carry on'. That way you don't make the interviewer feel guilty if about having his cuppa if he wants it!
Another reason why you shouldn't take up on the offer is that there is a chance that the cup of tea lasts longer than the
interview.
There have been occasions when the interviewer is compelled to keep talking/asking simply because the interviewee
hasn't finished his/her tea!
So you see why it is much better for an interviewee to stay away from the chai offer!

Image: You aren't here to socialise. Avoid the chai/coffee offer during a job interview

I learnt it in my first year of college'

Candidates who have forgotten their basics often give us this response! And this is across the board -- right from
freshers to senior executives.
The fact is that you are being hired for your knowledge in that area so if you are cornered you cannot brush off the
question saying that you learnt it far too long ago to remember it.

Before you appear for any interview, brush up on your basics. And if you still find yourself without an answer it is much
better to say that you don't remember it but are sure of where to look it up. It would also show that you are willing to go
back to the basics if you must.

Image: Brush up on your basics so you aren't caught on the wrong foot

Not carrying a copy of the CV or reading it beforehand

Although usually interviewers have a copy of your CV it helps to carry a copy of it yourself.
It also helps if you read it on your way to the interview or earlier in the day so you are able to refresh on the points you
have highlighted in it. This is often helpful if you have changed a few jobs and have spoken about your roles and
responsibilities in each of them.
When you read your CV it helps you know what you should talk about and what you should avoid.
Besides reading the CV, also make it a point to read your job description on the day of the interview.
Another advantage of carrying a CV is that if the interviewer is unable to locate his/her copy, you can easily hand him/her
yours! It makes you appear to be helpful and prepared.
Under any circumstances don't carry more than two copies of your CV.
Another thing that can be putting off is when you come across files with names like cv_version3.doc or cv_dec_2010.doc!
It gives one the feeling that the only thing the candidate has been doing is updating his/her cv.
The ideal file name in such cases should be cv_ so the recruiter is able to access it easily on the computer drive and you
don't reveal how often you have been updating your CV!

Image: Always carry your CV with you. It also helps you refresh your memory

'I know so-and-so working in your company'

Never volunteer names and information on your own. For instance if you are asked what is your impression of this
company, you can respond by saying that it is good because you happen to have a few friends here.
Leave it at that.
The natural response to this will be 'Who are these friends?' Reveal the names only then.

Image: You may know someone working in the company. It doesn't mean you must reveal their names

No, I don't have any questions'

Most interviews end with the interviewer asking you if you have any questions.
Very often I have noticed that candidates simply say 'No!'

This is entirely avoidable because it doesn't necessarily sound very nice, sometimes even showing disinterest.
Ask the interviewer about the company's future plans or about how they are planning to expand. Make sure the question is
relevant. For a change, after having to listen to candidates all this while, this will also give the interviewer an opportunity to
speak!
Going back to an earlier point, asking questions at the end of the interview becomes easier if you have done your home
work. You can always refer to something you've read on the company's website or a news clipping you've come across in
your research. Questions you ask at the end are as crucial as the answers you give.

Image: When you are asked if you have any questions, make sure to ask pointed and relevant ones

Six skills hiring managers look for in YOU

Always wondered what hiring managers wished you knew?

Vikas Shirodkar, vice-president, Human Resource Development, General Motors, India, spells out the six qualities he
always looks for in prospective candidates.

1. The need for in-depth functional knowledge

Today a lot of young professionals want to be generalists and dabble in everything. The fact of the matter is people who
have in-depth knowledge in specific areas of functioning are bound to last longer and be sought after more than a jack of
all trades.
What any industry today needs is someone who is a specialist in a certain subject and has total in-depth knowledge and
the required skills within that specialisation.
If you are a fresh-out-of-college graduate you need to choose one functional area and own it.
Go in-depth and over a period learn what is there to learn in that area before you move on to another function.
It's only when you have a handful of skill sets under your belt that you can become a generalist.
You cannot be a generalist from day one.

2. The ability to work in teams

Because of the nature of today's organisations, it is not possible to achieve results in isolation. You are always dependent
on someone else.
If you are into Marketing, you will have to depend on the Sales and Operations departments. The folks at Operations fall
back on the guys in the Purchase department and so on.
So the success of an individual's job is dependant on the cooperation and support of other functional areas.

Being able to achieve results by working together is a critical skill.

In most organisations processes are fairly well defined and standardised. You cannot go to work every morning and want
to create new processes.
Success lies not so much in re-inventing the wheel but rather in getting everyone to cooperate and achieve a particular
result.
A single person's non-cooperation can delay the achievement of your results. So it becomes important for you to get
everyone to collaborate with you.
Conversely, it is equally important for you to do things for them, which they will expect for the success of their goals.
Unfortunately, most educational institutions today focus on harnessing their students' technical skills rather than enhancing
their ability to develop inter-personal relations.
How one develops an ability to work along with others and achieve organisational goal is another critical skill today.
Image: Being able to achieve results by working together is a critical skill

Go beyond the call of duty

3. The willingness to push the envelope
Most people can and will follow instructions. But the true value of an employee is realised when s/he is willing to go
beyond what is defined.
The ability to breach the boundary is important.
The question you should ask yourself is how you can go beyond what is explicitly mentioned by the company and do
something in a way not necessarily laid out by the organisation but is in its interest.
You should be willing to put the pieces of the jigsaw together and have the willingness to think differently and innovate.
Ask yourself how you can expand the scope of what you were supposed to do and see how you can add value to the
organisation rather than simply follow orders.
Image: The ability to breach the boundary is important

A ship in port is safe, but that's not what ships are built for
4. The willingness to take risks and innovate
Change is the only constant and at various points we must take risks and skate on some thin ice.
Organisations will always be resistant to change, but the truth is that the market is changing and so are customer
demands and support functions.
You must be ready to explore new areas, think of new solutions and be willing to take decisions without waiting for all the
data to come in.

I've often felt that with risk taking comes the readiness to be flexible.
If something isn't working, you must be willing to take a re-look at your decision.
Decisions in themselves are never right or wrong. It is how you implement them that make them successful or
unsuccessful.
So with risk taking comes the readiness to be flexible.
If something isn't working, you must be willing to take a re-look at your decision.
With so much churning happening in the economy today, risk taking and innovation will be critical for success.
Image: At various points we must take risks and skate on some thin ice

Every problem looked at in another way is an opportunity

5. The ablility to research and analyse data
Every organisation is a living entity and problems often have historical information that needs to be collected, collated,
organised and analysed so as to be able to address the problem accordingly.
You cannot have a 'plain vanilla' approach to addressing issues and for this you must be able to back up your solution with
data to support it.
At the same time you must remember that the analysis is not for its own sake but rather for the sake of driving a decision.
A good example of this is (my former company) Johnson & Johnson's foray into skincare.
For at least 10 years there was talk of the need to get into the field. From time to time we would introduce a solitary
product.
It was when we had a new marketing head that things really changed. She conducted extensive research and analysed
the success of the skincare market in the Asia-Pacific region.
One of the main reasons we weren't making a mark was because skincare is always about a bouquet of products and not
a stray lotion here or a shampoo there.
That was how Neutrogena was launched with a big bang. We learnt that it was a research-based product capable of
delivering results.
This wouldn't have been possible had it not been for her research and analysis.
Image: Analysis is not for its own sake but rather for the sake of driving a decision

Saying 'I knew this would happen' isn't acceptable

6. Voicing and being able to stand up for your opinions
Today what you study and how many years of experience you have won't set you apart from others.

What does is the ability to voice and stand up for your opinions.
In India because of the feudal and hierarchical nature of our organisations, many would rather not speak out their minds.
But when I look back, the people whose career has had a good trajectory are those who were not willing to accept the
status quo and were willing to say what they felt.
Of course, there will be resistance but if you have data to show them (this is where your ability to collect and analyse data
comes in) no one will want to resist it because even if your opponent might be in love with his/her original idea s/he too is
bound by results.
If you have an opinion you must be ready to talk about it.
Sitting back, watching the proceedings mutely and when things fail saying 'I knew this would happen' isn't acceptable.

Be a champion of your opinion and advocate it. Don't blame failure on others.
Image: Be a champion of your opinion and advocate it

Crack these 11 common job interview questions!

No job interview questions can be taken lightly. Every answer you give, reveals an aspect of your personality.
Language and communications expert Preeti Shirodkar lists out the 11 most commonly asked questions in any
job interview and how you can tackle them right.

Though seldom recognised as such, an interview constitutes an interaction, the flow of which can be directed by the
interviewee and need not be completely left to the discretion of the interviewer.
It is important to understand that as much as the interviewee is in need of a job, the interviewer is looking for an apt
candidate for the post -- one with the right attitude, one capable of blending into the culture of the company and one who
is equipped with the basic skills and knowledge set that is required for the job.
Paradoxically, this person may not be one with the highest qualifications. This is so because most organisations require a
specialised skills-set that no course may necessarily offer. Moreover, it is easier for an organisation to train employees in
deficient skills than attempting to change their attitude.
Considering that an interview is a brief interaction that would serve to direct the course of one's career, it is important to be
well prepared to face it.
Preparation for an interview would involve gathering documents, gathering information, preparing a list of questions,
updating one's knowledge, dressing appropriately, arriving early and carrying oneself with poise.
So too, understanding the objective behind a question can help eliminate redundancy, resulting in a better idea exchange.
Largely an interview covers five major areas personal data, general information, technical information, information about
the company and some tricky questions.

Image: Crack your dream job interview now

Areas Tested: Personal Data

The first question that is usually posed to a candidate is

Question: Could you tell us something about yourself? or Introduce yourself.
Objective: This question proves confusing, as most of what one desires to say is already before them, as a part of one's
resume.
However, this question can direct the course of the interview, since an interviewee can use it to his/her advantage, by
highlighting those areas/ aspects, which s/he desires to be questioned about, since they comprise achievements/core
competencies.
Moreover, it is useful to lay emphasis on those aspects of one's knowledge/skills set and achievements that are likely to
prove most beneficial to the company. For example, if the job that requires extensive travelling, one's familiarity with varied
languages and cultures would prove valuable.
Reply: While introducing oneself, it is important to draw upon and reflect creativity and factuality, without boastfulness or
dishonesty.
A creative introduction arrests the attention of the interviewer.
The areas that one needs to cover are name; final qualification/multiple qualifications (or the penultimate and final
qualification, if they are disparate); work experience, if any; major achievements (including projects, co curricular and
extracurricular activities); languages known (if it would provide an edge in the given situation); one's strengths and
hobbies, though not necessarily in that order.
Don'ts: Abstain from boastfulness; never say 'myself, so and so' -- this is grammatically incorrect; do not begin every
sentence with I; do not reveal family background unless specifically asked or unless it has a specific bearing on the job,
since the family you belong to cannot define your knowledge or skills set; do not show off your contacts, as it can be seen
as an attempt to put unwarranted pressure on the interviewer(s).
Question: The other areas assessed under personal information are projects, work experience, family background
(rarely), expectations from the job/company, plans for the future (Where do you see yourself five years from now?)
Objective: The aim is to assess the skills set acquired, the temperament and achievements of the person and how deeply
the person has thought about his/her future.
Don'ts: Never give a general answer like 'in a higher management position' etc., as this shows a complete lack of
planning and thought. Care should be taken however that one's plans are plausible and not unachievable/mere pipe
dreams.
Areas Tested: General Information
Question: One may be asked numerous questions that can give a feel of a candidate's local/global awareness, i.e. they
reflect the candidate's knowledge of and ability to analyse and comment on current issues.

Objective: While checking out the interviewee's reading habits, it also evaluates his/her awareness about the fact that
local and global events are bound to impact every institution/organisation.
Don'ts: Desist from engaging in guesswork.
Areas Tested: Technical Information
Question: An important area of evaluation is testing an interviewee's subject knowledge. Testing of this area is directed at
reflecting the knowledge of and ability to analyse and comment on the candidate's area of specialisation and possibly
some other areas, related to the candidate's knowledge and skills set.
Objective: A key area, this is an assessment of the competencies/talent that can be drawn on by the company and the
area(s), where training would be unavoidable.
Don'ts: Don't ignore preparing by brushing up and updating one's knowledge set. It is also important that one does not
have to answer in the negative (I don't know) for these set of questions.
On the other hand, it is equally important not to bluff, as this may be easily caught and would reflect very badly on you.
Moreover, to cover up one lie, one would have to engage in another, resulting in creating a very poor impression of the
self, since it is for one's knowledge and skills that one would essentially be hired.
Areas Tested: Information about the Company
Questions: Though comparatively few, the questions in this area cover the organisation's work area, their USP/ reasons
for their success, their annual turnover, the main people in their organisation, their chief rival(s) etc.
Objective: The idea is to test the candidate's keenness for joining the company.
Don'ts: One should not be unprepared in this area. Information can be gathered through annual reports, publications of
the company, the internet (however it is preferable to validate this information or then stick to their official website) or
interacting with an employee/people from the industry/academia, who are likely to be in the know of things or in a position
to find out authentic information.
Areas Tested: Tricky Questions
Question: Are you/would you be ready to relocate?
Objective: Your willingness to serve at various locations, where the company might benefit the most from your talent.
Reply: 'Yes' if you actually mean it; if you refuse though, always offer a valid justification. In today's context being a
woman, being married etc. are not considered valid reasons.
Don'ts: Never simply say a 'no', without an adequate/valid reason; so also do not say a yes, just to get the job, if you are
likely to refuse a transfer later, simply because it can be held against you.
Question: Are you willing to put in longer hours/work on holidays?

Objective: To assess your interest and commitment.

Reply: It is important to show willingness/interest by answering in the affirmative; however, it is worthwhile adding that one
would maximise one's contribution and fulfil expectations, in the regular working hours, but would be willing to wait and
contribute, if and when unexpected work appears or when things go wrong.
This shows that one is committed to performance and does not equate productivity with the overtime one puts in.
Don'ts: Don't say 'yes' if you mean 'no'.
Question: What salary do you expect?
Objective: To assess your awareness about the industry as well as where you place yourself in the salary bracket that
your profile covers.
Reply: Asking for a thirty percent hike is the general trend. Moreover, your stated expectation should be accompanied by
a brief but pointed explanation as to why you deserve it (on the basis of your knowledge and skills and not merely whims).
Don'ts: Don't quote an astronomical/unjustifiable figure; never quote a blanket figure, rather quote one that is in tune with
one's talents and the industry/company, where a person has applied.
Question: Would you leave the job if you get a better offer/higher salary?
Objective: To assess your commitment to the company and your keenness about the profile/organisation.
Reply: Learning and not money is the primary concern of any professional. So, if I were to be given adequate challenges,
the scope to grow and a fair compensation, there is no reason why I would leave.
Don'ts: Do not say a definitive 'yes', as this shows a lack of commitment to an organisation. On the other hand, a
definitive 'no' is bound to sound untrue.
Question: Are you willing to take up additional responsibility?
Objective: To find out whether you are flexible or are a stickler for a profile.
Reply: Definitely, if it is in keeping with my knowledge/skill set or if it will provide me the scope to learn something useful.
(This would give you the flexibility to refuse unproductive expectations later).
Don'ts: One should not flatly refuse to take up greater challenges. So too, one shouldn't leave the scope for random work
being dumped on oneself.
Question: What are your weaknesses?
Objective: This question attempts to find out how well aware you are about your lacunae and what you are doing about
them. It is thus important to not merely list out one's weaknesses but also what one is doing to address them so as to
either get rid of them or reduce their impact.

Reply: These can be two or three skill or personality deficiencies, but one's which will not majorly hamper one's efficiency
in the profile that is being offered. (Thus while not being able to network/being shy may be an acceptable weakness in a
back office finance employee, it would not do for a marketing/HR professional). This should also be accompanied by an
action plan that one has already undertaken/proposes to undertake, to address these deficiencies.
Don'ts: Never say that you don't have any weaknesses, as nobody is perfect, so the underlying statement appears to be
that you are not aware of them. So too, do not list really flippant/stupid sounding areas of weakness (like I can't get up in
the morning, I am lazy etc.), since they can prove counterproductive. It is also important not to lie about either the
weaknesses or what one is doing to address them.
An interview like any other assessment/examination is a battle of wits and it is thus important to remain calm and
focussed, in order to be able to give one's best.
Essentially, it is imperative to be honest, as a bluff whenever caught will have a highly negative impact and can tarnish
one's reputation in the industry.
One should thus never lie, exaggerate or hide one's inadequacies. More so, it is necessary to provide an
explanation/justification for one's claims, admit to one's inadequacies and provide an action plan, while living up to the
commitment of ironing them out. After all, one spends a great deal longer of one's waking hours and life at one's
workplace, rather than at home.