By: Maureen E. Harrop

You never have a second chance to make a first impression. This simple slogan was one of the most valuable lessons I learned early in my career, and I have never forgotten it. It is fitting for the topic at hand.

During my sixteen years of recruitment and training in the hospitality industry, I interviewed hundreds of people, most of whom were wonderful. There was never a shortage, however, of interview blunders.

A young man appeared at my door one day wearing flip-flops and a tank top; had dirty hair, a 2-day-old beard, and bloodshot eyes; and he hadn’t showered or brushed his teeth for a day or two. With a limp handshake, he greeted me with “Hey, what’s up?!” He explained later that he thought the shaggy look was “cool.” Perhaps for a week at the beach or a pool party, but not for a job interview. Not “cool” at all.

Another applicant shook my hand so hard, I thought she was going to pull my arm out of its socket! She then proceeded to explain that she’d left her last job because she didn’t get along with her boss. However, she had stated on her application that she’d been in a car accident. Which was it, I inquired? She responded, “Well, actually, the truth of the matter is I was a druggie for many years, and lost my last job because I was arrested and convicted of cocaine use; but, I’m okay now and I want to start over.” As much as I empathized with her plight, she had lied on her application and to me. No job offer.

My all-time favorite was an applicant who waltzed into my office one day stating that she’d been hired by the Director of Front Office Operations for a manager’s job and was here to discuss the benefits of the job (not the job responsibilities). Worst of all, she wasn’t even qualified for the job, and reversing this situation was prickly. Going through the proper channels is essential. This is called “back door hiring.” I realize it’s done all the time, but the drawback to conducting business in this manner is the human resource department’s credibility is diminished from the moment the employee is hired.

Although these may seem like extreme cases, they each exhibit behaviors that you, as an applicant, want to prevent by preparing yourself for the interview. The following is a list of simple techniques to help prepare yourself for the big day.

Application/Resume. If the company requires you to complete a paper application, print neatly and spell correctly. Handwriting neatness may be important in the job for which you’re applying, and correct spelling is always important. If the company requires that you sign the application, ensure that you answer the questions truthfully. By signing the application, you are swearing that everything contained therein is true, and you can be fired if that is not the case. One way or another, the human resource office will learn of an applicant’s falsehood. The most common way is during a reference check. The same goes for resumes.

Appearance. The first example I cited is a great example of what not to do. The manner in which you present yourself does matter. However, there is no need to spend a lot of money on clothes, unless you’re interviewing for a job in the fashion industry. With today’s styles, you can look sharp without being uncomfortable. It goes without saying that you need to take a shower, brush your teeth and wash your hair. I realize it’s now fashionable for men to wear a stubble, but I’m old-fashioned and I think it’s unprofessional in a business environment.

The Fear Factor. If you are not anxious about going through an interview, you’re in the minority. The #1 fear in America is public speaking. Death is #4. I truly believe the #2 fear should be the fear of being interviewed. Managing that fear is easier said than done, but there are a few techniques that may help you deal with your anxiety.

Experts agree that preparation is the key to alleviating most of your fears. One way to prepare is to role play answering some standard interview questions with a friend, such as, “What are your strong/weak points?” “Tell me about a challenging situation you handled.” “Who was your favorite/least favorite boss and why?” Also practice answering a difficult question like, “Why did you leave job “x.” This could be a job from which you were fired. Experts agree the best way to respond is to simply say, “It was a difficult situation” and move on. If the interviewer persists, it’s best to be as honest as you can without being negative. Personality conflicts occur and most human resource professionals understand that.

Another way is to practice asking the interviewer questions about the company, the job responsibilities, and the reporting structure. Deep breathing and visualization are also useful techniques for some applicants.

Good Manners Matter. Good manners are rare these days. Courtesy and politeness are noticed when they occur, but practiced by few. Every company is different, but if you are required to call for an interview, the first person with whom you speak is the “gatekeeper.” This is usually the secretary of the department, and her/his job is to screen all calls before passing them along to the managers. If this person is trained properly, she/he will listen closely to how you treat him/her over the telephone. If you are arrogant, aggressive or abusive, your call may not be forwarded to the appropriate person. Put yourself in the gatekeeper’s shoes. How would you like to be treated? Remember, you never have a second chance…

Proper Channels. When arranging for the interview, ensure that you go through the proper channels for that particular company. Do not circumvent the system, as did the applicant in the third example. It is not a good way to begin a new job. Most organizations require that you undergo a screening interview with a member of the human resource department, or a member of management, before being forwarded to the department head - if you meet the basic qualifications. As seen in the example above, there are reasons for abiding by the policies of each organization.

Punctuality. Arrive 10-15 minutes early. When scheduling the interview, write down the name of the person(s) with whom you will be meeting, the interview time and location. Download a map of the location from your computer. To avoid anxiety on the day of the interview, many applicants do a “test run” the day before so they know exactly where they’re going and the travel time. While waiting, be polite to those around you; and some people find bringing a good book to read takes their mind off their jitters. And, turn off your cell phone before entering the building.

Research the Company. Spend some quality time on the internet learning as much as you can about the company and the job itself. It will provide you with discussion topics and questions during the interview, as well as helping you decide whether you are a good fit for this company.

Research Yourself. What do you want in a job? What skills can you offer this company? What weaknesses do you need to improve upon? Why do you want this job? By answering questions like these, you are helping organize your mind for the interview and enhance your self esteem.

In my next article, I will discuss ideas concerning an applicant’s conduct during and after an interview, i.e., how to greet the interviewer, what to do during and after the interview, what to say/not say, how to answer interview questions, etc.

For more information regarding the interview process, visit the following sites:

http://www.joanlloyd.com/articles/open.asp?art=422.htm

http://www.ctdol.state.ct.us/progsupt/jobsrvce/intervie.htm

http://projects.edtech.sandi.net/staffdev/tpss99/processguides/interviewing.html

Maureen Harrop is President of Claridis, Inc., a training and consulting company, specializing in the Latino/Hispanic workforce. Claridis has produced Telly Award-winning videos in Spanish, utilizing Latino actors. These films are unique because they are not dubbed or subtitled. They were designed for use by training and human resource professionals for their bilingual and Spanish-speaking employees. English versions are also available. Maureen has a Master’s Degree in Education and has been in the human resource/training field for 27 years. Customer service training is an additional area of expertise for Maureen.

For more information, visit her web site: www.claridis.com or e-mail her at maureen@claridis.com or call (888) 701-2879