Conducting thorough research on a company prior to a job interview can prove highly beneficial. It does not only equip you with an in-depth understanding of the organization but also offers you a competitive edge over other candidates who may not have invested in understanding the nuances of the role or the company's culture. Usually, interviewers will ask you about what you know about their company. So, a knowledge of the company will give you an advantage when answering questions. Products and services This is the most obvious thing you should know - what their business is all about. To gather this information, consider exploring the company's official website, blog posts, and online whitepapers. Identifying the industry in which the company operates, be it pharmaceuticals, information technology, food & beverage, telecommunications, or any other sector, can provide valuable context for their products and services, thereby deepening your knowledge and preparedness. Company culture, mission, vision and values Company culture refers to the behaviors and beliefs of the employees and the management. The mission defines the purpose of the organization. Values – the core ethics and principles. Vision pertains to long term objectives. You can know these through their advertisement, website or social media. Knowing these three things can help you decide and plan how your own values will align with the company. Key players These are the most important people or things involved in the founding of the company. They could be the founder, co-founders, planners, and initial investors. For things, they could be the ideas, products or any tangibles and intangibles that are precursors of the business. Knowing them can help you understand the history, vision and mission of the company. Dress code Not all organizations have the same dress policies for their applicants. Some are lax while others are strict. Usually, if you don’t know the dress code, it’s safe to wear business casual rather than appearing for an interview wearing pajamas, shorts and a sleeveless t-shirt (you get what I mean). Likewise, it’s not a wise choice to show up for interviews in streetwear. Some IT companies aren’t strict on dress codes as long as you wear decent and clean attire. Boardroom Attire Men: Coat, tie, three-piece suits, crisp white dress Women: Blouses, collared dress shirts, skirts. Avoid very short or revealing dresses. Heels and black tights Industry: Most large companies involved in hospitality (hotels), airlines, banking, marketing and human resources. This is usually worn by executives who held higher positions. Traditional Business Attire Men: Patterned undershirts and ties plus coat. Subtly patterned dark suits. Dark brown and navy-blue oxfords Women: Professional blouses and shirts or suits. Closed and tight toe heels Industry: Banking and finance, media (newscasting), hospitality, marketing, airline, food and beverage (wait staff) Executive Casual Men: Sportscoats & jackets, patterned coats and ties, slacks. Monk-strapped shoes Women: Well-kempt hair, Bright colored fabric, blouse, slacks, pantyhose. Closed-toes shoes or high heels Industry: Most companies Smart Casual Men: Neat hairstyle, long-sleeve and formal polo. Slacks. Black shoe Women: Nice skirts or slacks, collared dress or dressy top matched to a pair of dark jeans Industry: Most companies Business Casual Men: Collared polo shirt, black, blue or brown trousers. Built and optional tie. Leather shoes Women: Cotton or twill pants or skirts. Solid color polo or knit skirts. Open toe shoes Industry: Most companies in the IT industry and business deal with logistics. Source: Business Insider Additional tips: Avoid revealing or scantily-clad dresses such as very short skirts or shorts. Always wear well-kempt hair that is combed and neatly. Trim nails and make sure they have no dirt. Avoid wearing excessive make-up or perfume. Experiences and skills Job ads detail the requirements for the job such as education, experience level and skills. Knowing them can help you assess whether you have the qualifications and formulate your answers for the interview. This preliminary groundwork not only showcases your interest and dedication to prospective employers but also allows you to make informed decisions about your potential fit within the company.

Experience and skills matter to the hiring personnel and your potential employer, but how well you perform on an interview sets your fate whether you’ll step inside the company or not. There are no hard and fast rules or formulas to make an interviewer say yes to your application since situations vary among the companies. Then there’s the mood of a person, the competition and the management. However, these tips can increase your chance of passing an interview.   Assemble and bring all the needed papers Image by Oli Lynch from Pixabay Collect the papers ahead of time to avoid last-minute scrambling. It’s likely you’ll forget a credential or paper by the time you just assemble everything on the day or hours before your interview. What if you left your diploma or took your cousin’s resume instead? Things you’ll need: 1 to 2 pages of a resume (5 copies) Diplomas  Transcript of records Water-proof envelope Identification cards Work portfolio Pen Thank you card Research the company Image by StockSnap from Pixabay Researching the company shows that you did your homework and you’re interested in their culture and the job. You’ll also save money and effort by knowing that the company is Ok for your expectations. It’s likely that HR personnel will ask you questions about the organisational background. So days before your showtime, spend some analysis on the company.  These are company details that might be asked during your interview. Your interviewer might not ask all of these but usually, asks one or two of these questions. Products and services - What they do. Mission - What are the reasons for their founding and their values. Trends - Things about a recent product, services and promotions. Company competitors - These are other companies with similar products and services. Unique selling position - What makes the company and its product or services different from others. Show confidence You might have anxiety but you still can strengthen your faith in yourself that you can pass an interview and get that contract. Confidence boils down on these three things: Correct body language Smart dress Preparedness (Time, Document, answers to questions) Arrive on time Photo by form PxHere Punctuality shows your enthusiasm and seriousness to the interviewer and the company. Employers have busy schedules and have other candidates next in line. To arrive on time, always set the time 30 minutes or 1 hour early. You may never know what lies ahead during your travel. Life is full of surprises and there could be traffic jams, last-minute changes, accidents and bad weather.    What if you’re late  If you’re late in a situation you can’t control (accidents and bad weather), you can mitigate such happenings. Call - Call ahead of time and let the hiring personnel know your Estimated Time of Arrival and you can’t make it on time and if it doesn’t work out, ask for a reschedule. Provide an acceptable reason - Lame excuses such as crazy traffic, a hangover from parties, and your cat scratching your door won’t cut it. Good reasons include such as family emergency, accidents and weather conditions. Regain your composure - Everyone makes a mistake. Show to the interviewer that you’re adaptable by asking for rescheduling that is both Ok for you and the employer.   Dress well Image by Piqsels and Licensed under Creative Commons Dressing well exudes preparedness and confidence. You don’t have to wear tuxedos or formal attire to show up. The dress code depends on the company industry. Dress type Description Industry Business casual Men: Long sleeve shirt, leather shoes and khaki pants Women: Work dress, collared shirt with pants; and pencil skirt Banks Law firms Financial firm Marketing Human resource BPO Some IT companies Business professional Men: Suits, suit jacket, blazer, tie, button-down shirt, formal shoes. Women: Suit jacket, black vest, black pants, formal black skirt or slacks, pantyhose, flats or low-heel shoes. Airline companie Car sales Hotel and resorts Law firms Insurance Banks Marketing  Human resource BPO Casual Men: Long-sleeved shirt, dress shirt, khaki pants and belt, dress shoes. Women: Collared shirt and pants, work dress and pencil skirt. Most IT companies BPO   Exude correct body language Image by Jonathan Alvarez from Pixabay Your body language refers to the non-verbal signals that can be interpreted depending on the country’s culture. Here are some of the postures you should avoid: Avoiding eye contact Crossing arms Doodling (writing random objects) Drumming your fingers on the table Excessive nodding Fidgeting a pen or any object Mismatching facial expression with feeling (expressing passion with a sad face) Not smiling Placing hands on the back Pointing to an interviewer Pursing lips Resting your chin on your arms or hands. Sitting in a cross-legged position Slumping in a seat Staring or ogling Too strong handshake Weak handshake Correct body language Sitting straight in a slight angle Shaking someone’s hand in a firm way Using hand gestures to express a point Maintaining eye contact - You can do this by not staring or ogling that can make the interviewer uncomfortable. Shift your gaze in an inverted triangle by changing from one point to another and stopping for each point for 10 seconds. This isn’t an absolute rule as you can also shift your gaze or eyes away into a side position to convey that you’re thinking Nodding to express understanding - Slightly nod in an upward direction and then coming back to a downward position. This is complemented with verbal words such as Ok, yes, and all right.   Prepare for Questions Photo by Amtec from Flickr and licensed under Creative Commons You can research interview questions and rehearse them when you do a mockup interview. Tell me about yourself Give your concise employment history and educational background and how it relates to your past and present role. Why should we hire you? Your answer lies on these three points: You can do the job, bring results and that you can fit within the culture and team. What are your strengths? Tell about your specific qualities and illustrate them with your life stories. What are your weaknesses? Tell honestly something that you’re struggling with and that you’re doing something to improve it. Why do you have an employment gap? You could reason that - - You took care of your aging parents and children. - You upskilled by studying online or enrolling in a physical school. - You run a business. - You took a freelance job. When you can start? This depends on your current situation. If you’re unemployed, then you can say as soon as possible. If you’re employed, then you can say that you need a month or a couple of weeks to finish your job in your current employer.   Ask for feedback Asking for feedback gives you an opportunity to know when the company will show results instead of waiting for nothing. Although it doesn’t always work, asking for the result can increase your chances of getting a job. HR personnel can be busy and may not attend to all resumes. So asking for feedback can help you stand out from the crowd. Depending on the job or the organisation, you might get feedback on the same day or in another week, a month and after a holiday. Not all employers use the same hiring process. Most interviewers will say when they will give feedback and how they will tell you (call, email or text). But if they didn’t give a hint of knowing the result, you can: Say thank you - Thank the hiring personnel and that you’re looking forward to hearing for feedback without a demanding tone.             “I really love to put my skills into good use and thank you for giving me an opportunity. May I ask when I’ll know the result? Identify the contact person - This is important as it saves you and the company some time. Ask the company about their method of contact and also, tell them about yours.   “Who should I stay in touch with?” Know when you can get in touch - If they missed the deadline, then you can always follow up unless the interviewer told after the interview that if you haven’t received a response, then your application is most likely rejected.     “If I don’t hear from you from [deadline], when is the best time to follow up?

Red flags for employers are signs that may be seen in an interviewee or candidate. They could be body language, mannerisms, behavior or the resume. Identifying red flags can help you sort out who will get the job offer and who will be rejected. Showing up late in the interview Being late is not a good sign of a serious candidate unless there are legitimate reasons or such candidates maintained his/her composure, honesty, and professionalism. Showing up after 30 minutes or an hour means he/she is not prepared or not eager enough to get the job. On the other hand, some reasons are acceptable, such as: An interviewee called ahead of time (1 day or an hour before a schedule) that he/she won’t make it or will be late because of emergency reasons. The late interviewee took responsibility for being late. Reasons for tardiness that could range from silly excuses (a donkey jaywalked so there was traffic, or my brush went stuck) can be personal things but if such lateness is a chronic issue then that’s a red flag.  Unexplained employment gaps Employment gaps are the periods where there is no formal employment history between the two corporate experiences. A three months employment is Ok as this is the period when a candidate is looking for a job.  Here are some acceptable employment gaps: Freelancing with proof of work or portfolios - Further, probe the candidate why he/she will want to return to the corporate world Assisted the family members in building a business Assisted a parent or relative who is under assisted living Studied an additional course or skill to enhance a career The company went bankrupt or downsized These are the reasons why you shouldn’t ignore applicants with employment gaps. They may have soft skills (Emotional Intelligence). Their technical skills may or might not be affected by the gap They might study to further their skills. They might take a volunteer job to gain more experience. Employment gaps aren’t bad themselves but if the candidate outrightly lies, then that’s a red flag. Job Hopping When an interviewee shows you a resume with lots of short stints or constantly switching jobs within two years, that could be a red flag. Constantly changing jobs may mean job dissatisfaction, fights with coworkers or superiors, being fired, or some other behavioral problems. Frequent job changes raise a question if they would stay in your company for a long time. Badmouthing former employers/bosses An interviewee might tell about his/her former bosses’ bad temper, habits or micromanagement but legitimate or not, bringing their old grudge can be a sign of past grudge, ethical issues, behavioral issues and emotional intelligence issues on the part of the candidate. You would want people who will help you solve a problem and not a complainer. Further badmouthing means: A lack of emotional maturity Unprofessionalism Negative vibe He/she may also do the same when the resignation time comes.   Showing poor body language  Body language is a non-verbal communication that can reveal the true emotions and feelings. It comprises gestures, facial expressions, tone of voice, gaze and posture. What a candidate is telling could be incongruent to what his/her body language. An applicant can detail all the sales figures that (I raised the two consecutive months sales to 5%) but his/her eyes looking downward.  You may have conducted a panel interview and upon asking two of the interviewees (Mr.A & Miss B), with the question, “Why are you confident?”,  Mr. A answers with his voice trembling and hands shaking. Miss. B responds with crossed arms. Such poor body language can raise questions about their confidence or manners.   Some negative body languages and meanings:   Category Body Language Meaning Posture Crossing arms Plain bored defensive and closed off   Slouching Low-self confidence, bored and lack of interest   Invading personal space No respect for social boundaries   Checking a phone, watch or clock Lack of interest and bored   Nervous fidgeting and voice trembling Anxiety and lack of confidence       Movements Tapping fingers Bored or distressed   Touching hair, twirling a ring Nervous lacks self-confidence   Close talking Invasion of personal space Facial expressions Staring Can be intimidating, lack of manners   Maintaining eye contact but suddenly shifts gaze and blink rapidly Might mean hiding something or being in stress   Looking downwards Lack of confidence or hiding a truth Voice Tone Trembling Anxiety and lacks confidence   Some positive body language and meanings:   Category Body Language Meaning Posture and Head expressions Sitting straight Confidence, readiness   Leaning Interest    Nodding Attentiveness Movements Offers a firm handshake Shows confidence and readiness for the interview   Using hand gestures Shows confidence Facial Expressions Maintaining eye contact in a triangular fashion (eyes, nose, mouth). Appropriate eye contact instead of the intimidating stare Voice Speaking slowly Maintains composure and confidence   The bottom line   So there you have it. The five red flags for you to watch out if you are a hiring manager or an interviewer. Such red flags or signs can help you sort out if an interviewee would fit your company culture and team. They’ll also aid to streamline your hiring process.  

Just like public speaking, interviews can cause anxiety. A few minutes before you face the hiring supervisor, you may experience palm’s sweating, heart racing, and knees weakening. Your experience is akin to lining up before a vaccine injection or a scheduled dental checkup. He/she would use the question to probe your career history, know your skills, identify your strengths and weaknesses. Most HR personnel are trained in psychology or human behavioral sciences. By observing your mannerisms and using a couple of probing questions, they’ll know if you’re telling the truth and they’ll assess your confidence level. Saying inappropriate things to an interviewer may or might sabotage your chances of getting hired. Remember that companies hire people to solve a problem and such problem solvers only come from positive people, not from pessimistic. Knowing not to say these 7 things in an interview can help you stand out among applicants, decrease anxiety moments and finally get that sweet offer letter. 1. How much is the salary? Asking first about the salary in your first interview is a big No. These are the reasons why asking the salary first is a bad idea. You’re lowering your chances of negotiating the offer. You’re leaving the impression that money is your only motivator. Hiring personnel must know you first and what can you bring to solve a company problem.  Tips: Do this instead: Let the manager bring the salary topic as they will surely ask you about your salary expectations.  Negotiate a salary by knowing first about the challenges and responsibilities of the job, considering the perks and benefits, and being careful after saying no if you really need a job.  Research your industry and the salary range. Use this salary calculator and salary research. 2. I’m sorry, I’m late No matter what are the reasons, unless you’re in an emergency, saying that you have been late because of a traffic jam or your pet spilled your coffee, won’t make a cut. Always give a time allowance to accommodate traffic, walking scenes and delays.  3. I hate my boss - Mr/Miss A and B Badmouthing your ex-company and your boss communicates to the hiring manager that you have some ethical issues on your side or you’re a whiner instead of a problem solver. You might have some legitimate reasons such as your boss’s incompetence or his/her loose cannon temper but saying about your superiors in a bad light can ruin your chances of getting that job. Here are the reasons not to blast your ex-boss: Your may or might-to-be soon-employer could ask about your character references and they might contact the former boss that you are at odds with. The internet has made the world smaller. You may come across as a complainer who has more talk but has fewer actions. Gossips are everywhere. He/She may even be an acquaintance of your ex-boss. Tip: Forgive and move on. You may have valid reasons but you can say about them in private or say your frustration story to your close friend or relatives. 4. I hate my XYZ company  When you feel hating your job and your boss, usually it’s a person or your superior that you're dealing with - and that has nothing to do with the entire company. Speaking ill about your former employer may or might bring these undesirable outcomes. You may end up hurting or offending your innocent former colleagues. You may meet your former colleagues and that they can join your current company as well.  Your hiring manager will also think that you will bad-mouth their company if ever you get hired. The internet made the world smaller. No one likes a complainer. Tip: Forgive & move-on. Think about when you have been given a chance when you have less experience or skills or have been jobless. 5. Is it possible to date a co-worker? Some people get their boyfriends, girlfriends, and spouses through their job but a workplace is not a venue for romantic encounters. Office romance can be a bad idea as most companies are wary of flying kisses between Mr Right and Miss Right. Here’s a survey: The state of office romance. Here are the reasons: Heartbreaks can affect your performance. Gossips are everywhere. It’s not going to be fun working with your ex who might be dating somebody in your team. Working with your ex or former love flame daily is very uncomfortable and awkward. Tip: There are situations that office romance results in success and there’s even a couple that works together. If you can’t resist the urge, take the risk but make sure that your romantic urge is discrete or better if you have options finding your soulmate, you can choose other locations such as interest groups, social media, dating sites and networks, or even at church.  6. How do you promote or soon promote your employees? Asking this question can sound entitled and arrogant similar to asking about the salary first before the HR asks your salary expectations. Instead of asking about promotion ask “I’m interested in staying in your company, what is the typical career path for someone in this role?”. 7. No, I have no questions “No, I have no questions”, can mean you lack of interest. The Hiring manager question - “Do you have questions?” tries to test your knowledge and interest in the company.  Hiring Managers ask this company knowledge question right after the resume/skills/experiences probing questions.  Tip: Ask these questions: What is a typical daily routine? Is this an urgent hiring? When can I expect to hear from you? Would you like a list of references? The bottom line These 7 things not to say in an interview can mean a difference between getting a second interview/job offer or waiting for an empty promise of a second call - “we will inform you and we will call you’’. There are more than these 7 lists but these 7 are the most frequently said during the first or second interviews.   

Hiring traps are pitfalls or mistakes that can sabotage your recruitment process, lose the best talents and hire the wrong people. Hiring the wrong team member can end up wasting your time and your company resources. Hiring based on what you feel or persona Often some hiring managers and human resource personnel hire based on their liking and personality. They tend to find candidates that could mirror their mannerisms or behavioral nuances. Hiring based only on your gut feeling on that day might be inviting because you built rapport but take note that human personality is extremely complex. What works for you may not work on others and vice versa. If you hire those that mirror your persona, you might end up hiring a team of your clones.   Actionable tip: Hire based on a pre-screening process that measures IQ and EQ and industry-standard HR processes.  Focusing more on technical qualifications but not on Emotional Intelligence Emotional Intelligence (EI) skill is also valued as one of the predictors of success. Not everyone has a similar EI and not everyone has strong EI skills. Some can easily go angry when reprimanded while others have self-control and self-awareness. In an interview setting, a candidate with a good EI combo can actively listen, empathize, use appropriate body language and show up early. These are the examples of good EI Empathize with team members Compose oneself even under pressure and highly emotional situations Make informed and careful decisions Resolve conflicts Actionable tips: Watch out for signs of body language that can tell a bad from a good one. These body language signs are not meant to be exhaustive but these are some of the most common signs seen on candidates. Bad Clenching fist Constantly looking at their mobile phones Crossing arms Fidgeting Lack of eye contact Limp handshake Not smiling Rushing speech Slouching Steady eye contact like ogling Trembling voice Good Firm handshake Maintaining eye contact but looking in different facial parts Sitting straight Nodding  Shaking hands Leaning slightly Not treating candidates fairly There are many internet articles telling to treat your candidates well because they are also customers.  It turns out to be true when one of your applicants started badmouthing your company in social media after they had a bad interview experience. Applicants are customers too and one day they will be your customers showing up in your store or branch. While not every one of your applicants will enter your “welcome club” as some will surely be rejected, treating candidates with respect brings benefits. Treating them fairly brings these benefits: Positive work environment impression  Good image brand More opportunitt knowing what to do because your trainer went to his/her vacation can be demotivating during your first day. A well-prepared onboarding process saves time, money and helps new hires get motivated. How to do it: Use the onboarding checklist - Here is the template. Communicate closely by inviting the new employee for lunch or dinner. Conduct a job orientation. Provide employee handbook. Get feedback from the new hire to make sure if there’s room for improvement. Have an experienced or senior employee work beside the new hire. The bottom line  Avoiding hiring traps can save time and money, improve your company image, retain and hire the best talents. Hiring mistakes can be best prevented by having a proper plan and consistently following the best hiring practices. So there we have the four hiring traps. Do you have some more to add?