I Get Tons of Job Interviews, but Never an Offer! Why?

I don't think this interview is going well... (iStockphoto.com/imtmphoto)

As the old saying goes, "Always the bridesmaid, never the bride."

You have no problem getting job interviews. Tons of employers want to meet you. In fact, you're having trouble inventing new reasons to leave work early – your boss is getting suspicious of all these so-called doctor's appointments, funerals, and parent-teacher conferences.

You've been courted by more hiring managers than you can remember, and filled out scads of employment applications. But you can never seem to close the deal; you get those automated "Thank you for interviewing" notes informing you they've decided to keep looking.

What's going wrong?

It's time to take a look at how you approach the job search and interview process.

The good news first. Employers are noticing you, which means your resume and/or your LinkedIn profile are doing what they are supposed to do, generating interest with employers by highlighting your skills, accomplishments, and experience.

The bad news? Something is breaking down in the process after you get the call for the interview that's influencing employers not to hire you. Employers tend to be risk averse, and I once knew a manager who said very plainly about hiring decisions: "If it isn't yes, it's no." In other words, there's not much middle ground here - it doesn't take much to sink your chances.

Here is a checklist of things to consider.

• How's your interview style? Are you approachable? Friendly? Engaging? Positive? Don't underestimate the value employers place on personality. They want to hire employees they enjoy working with every day. A grumpy, curt, not-so-personable interviewee is a turn-off. Also, arrogance doesn't play well; yes, the company wanted to meet you, but they also want you to convince them that you're right for the role – and that you really want the role.

• Do you appear professional? Did you wear a suit to the interview? As in, a clean suit, without a ketchup stain on the lapel? Is your hair brushed? Are your fingernails clean? Did you remember to wear deodorant? How about brush your teeth? Also, even if you hear that the whole company wears jeans every day, wear a suit to the interview unless the Recruiter specifically tells you to wear something else; if you work in a business casual environment, and need to leave directly from work for an interview, keep a clean suit in your car and find somewhere to change into it before taking your first step into the interview.

• How did you answer the interview questions? Did you give smart, well thought out answers to the interview questions? For technical questions, were you able to explain effectively how you would solve the problem with sufficient detail to demonstrate that you know what you're talking about? If they asked you a behavioral interview question (i.e., "Tell me about a time when you had to..."), could you tell a story which explains how you overcame adversity? People are visual by nature, they want to have things explained to them clearly so that they can picture the situation.

• How were your manners? Did you show up on time? Did you remember to say "Please" and "Thank you?" How about answering questions when asked, and not interrupting? What about sending a "Thank You" note to all the interviewers afterward? The list of potential infractions goes on and on, but your mommy spent a lot of time teaching you how to behave for a reason.

• Did you oversell yourself in your resume? There's a temptation to really sell the heck out of yourself in your resume, and you should – so long as it accurately captures what can do and have done. But if you've exaggerated (or straight out lied) about your skills and experience in your resume, it will become apparent as soon as interviewers start asking in-depth questions about some of your stated accomplishments and you can't provide the essential details and knowledge to back up your braggadocio. If your answers don't feel right to an interviewer, you'll be knocked out of contention.

• How did you handle the compensation question? Companies want to know how much money it will take to get you into the job. It's a tricky discussion, loaded with traps and if the conversation goes poorly, it can end the interview on the spot. Learn more about the process here.

• Is there something funky on your background check? When you filled out an employer's application, you also completed an authorization for that employer to run a background check on you. So long as they have your signature on the background check authorization, the employer doesn't need any more approval or provide you with any notice to run it. And there could things showing up on there which give them pause; maybe there's a criminal offense you didn't disclose which pops up, or the dates of employment you provided on the application and the resume don't align with what came back in the check. Prior to extending an offer, here's a list of some of the ways employers might investigate you.

So what can you do to be sure that you'll be more successful in your interviews going forward? Here are a few strategies:

1. Practice interviewing. Interviewing is a learned skill, and you can get better at it. Engaging somebody to provide you with another perspective of your interview performance and presentation through mock interviewing – either a career coach or a very honest friend – can be highly beneficial. They'll be able to see things in the way you present yourself that you can't. Can you answer questions well? Are you being polite? Do you fidget?

2. Look the part. Think about upgrading your presentation with a modern, professional interviewing suit. Get your hair done. And make sure your shoes are polished. Practice good grooming. Don't give anybody a reason to knock you out due to your appearance.

3. Polish up your resume. It your resume accurately capturing you, your skills, and the value you've brought to an employer? While a resume is your platform to brag about your accomplishments, you also need to balance this with an honest approach, and a clear understanding of what you've done for an employer, in what capacity. Don't oversell yourself. Here are some tips for building a good resume. 

4. Learn what's in your background check. In the United States, under the Fair Credit Reporting Act, you have a right to know what an employer finds in your background check that makes them decide not to hire you (disclaimer: I'm not an attorney, this is not legal advice – please consult an attorney for more specifics on FCRA and your rights). I would encourage you to take a proactive approach; if you think there's something adversely affecting you in your background check, it's better to know – hire a background check company to run a check on you so that you know what may be found in your files and be prepared to disclose it and answer questions about it.

5. Remember: There's always somebody out there who may be a better fit. At last count, there are more than 7.4 billion people on this little planet of ours. No matter how outstanding you are in your profession, no matter how likeable you are, no matter how many Nobel Prizes you've won, there is always – ALWAYS – the potential for another job applicant to come along who has a better resume than yours. Or they're slightly more likeable. Or they have better industry experience. Or they're best friends with the CEO's golf caddy. Or whatever. You won't always get the job, even if you're the best there is.

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Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.

6 Common Interview Mistakes - And How To Avoid Them

"So, there I was at Hot Topic checking out the Nickelback t-shirts..." ((iStockphoto.com/ImageegamI)

An interview is all about giving a potential employer the opportunity to evaluate you.

And judge you they do! You're going to be held to a very high standard of performance by your interviewers. Here are some common interview mistakes - and how to avoid them.

1. Showing Up Late. If you arrive after your appointed time, it's pretty likely that you won't get the job - even if the interviewers still agree to meet with you. If you're late, the interview team will elevate their expectations of you that much higher. They will expect you to "wow" them; anything less will be failure because you'll already have a major demerit in your column to overcome.

Solution: Leave early for the interview, allowing plenty of time for traffic snarl-ups, road closures, or other delays. Don't believe Waze, even if it tells you you're going to get there in plenty of time – the unexpected happens; it's better to allow extra time to sit in your car listening to Nickelback on the radio before heading up to the interview rather than cutting it close.

2. Dressing Inappropriately For The Interview. In doing your research about the company culture, you find out that everybody there wears jeans to work every day. You show up to the interview in your dungarees and a polo shirt. When you arrive in the lobby, you spot some other job seekers wearing their finest suits. Whoops.

Solution: Always, always, always wear a suit to the interview. Don't assume that because it's a casual work environment that the interviewers will judge you any less harshly for your unprofessional attire. If you get there and the interviewer tells you take off your jacket and tie, then of course, feel free to shed them. But unless the person setting up your interview specifically tells you not to wear a suit to the interview, dress to impress.

3. Failing to Acknowledge All The Interviewers. You'll likely meet several people during the interview. Directing your attention toward one interviewer and ignoring another could inadvertently send the message that you're playing favorites, and might tick off an interviewer who feels neglected.

Solution: Treat everybody who interviews you (or greets you, for that matter) with the utmost attention and respect. If it's a panel interview (they're all around the table evaluating you), make sure you make eye contact with and speak to everybody. And when you're sending out "thank you" notes afterward, make sure everybody gets one. Even the receptionist.

4. Answering Interview Questions Poorly. Perhaps you don't understand the context of the question, and you give a wrong answer. Or you fail to give enough detail in your response. Or you just don't know what to say, so you wing it. The interviewer is, suffice to say, unimpressed.

Solution: Be prepared, bring a page of notes of topics to discuss. If you don't understand the question, ask for clarification. If you're caught off guard, ask the interviewer for a moment (literally, a few seconds) to gather your thoughts - they'll usually comply and think no less of you. Most importantly, know how to tell a story; interviewers ask behavioral interview questions (which usually start with, "Tell me about a time...") about your past experiences to see how you'll handle similar situations in the future. Be prepared to walk the interviewer through your story using the STAR Interview Model (it's an acronym): Explain the SITUATION you encountered, then the TASK you had to address, the ACTIONS undertook to deal with the situation, and the RESULT of your actions. It's best to give stories that have a happy ending, and if it's not a happy ending, add a LEARNING from the negative situation. And do your research on the company, this is when it'll come in handy.

5. Talking Too Much. You answer the interview question. Then you keep yapping. The interviewer's eyes glaze over. Then he looks at the clock. And then his watch. Trust me, he's grasping for something to say that will end the conversation.

Solution: Be aware of the length of your answers - if you're spending more than a few minutes answering a complex question, check your interviewer's body language to see if he is actively engaged in the information you're presenting, or looks like he's trying to politely hide his frustration or boredom. As a rule of thumb, if you'representing a detailed story such as in a behavioral question, 3 to 5 minutes should be plenty for you to get the story out and leave time for followup questions.

6. Not Asking Questions. This is a deal killer. Not asking questions during or at the end of an interview tells the interviewer you either don't care, or weren't paying attention. I've seen candidates ace an interview, only to lose the interviewers' interest when they say they've got no questions ready.

Solution: Make sure to get a few questions in. They don't even need to be brilliant. Try, "What does success in this role look like?" or "What are the biggest challenges the company faces in the next year?" Leverage your research on the company to ask a pithy question about their business.

This article appeared on Find My Profession - https://www.findmyprofession.com/career-advice/6-common-interview-mistakes-and-how-to-avoid-them

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.

The Interview Lovefest –OR– Who REALLY Makes The Hiring Decision?

iStock.com

Situations still exist where a hiring manager simply hires who he or she wants for the job. But this has become the exception, rather than the rule. These days, you've got to impress more than just the hiring manager at a potential employer. Hiring has become a group decision, with several interviewers involved.

And the decision to hire a particular person is often consensus-driven; in other words, all interviewers have to agree that the candidate is right for the job. In other words, fail to hit the mark with a single interviewer who has a bee in their bonnet, and they can black ball you. You're out; next candidate, please.

Why is it this way?

A bad hire can be costly to an organization. It costs serious money to pay their salary, to train them, to fix their work, and then to fund their severance package after they've ticked off their coworkers and cost the company a major client.

So, this makes a hiring manager less interested in taking the sole risk and responsibility for a hire. They want other people to play a role in making sure a potential employee fits the culture of the company and technical aspects of the role. They don't want their own career to stall if things don't work out with New Employee X. Conversely, if the individual is a superstar, everybody has a hand in bringing this new gem on board - free margaritas for everyone!

Welcome to the world of hiring by committee. Here are the players you need to impress, and what they want:

• Hiring Manager: That you'll make them look like a genius for hiring you because of the skills you bring; you can take instruction and work independently; you'll reduce their pain by taking over what part of the workload they've been covering. Unless they're really strategic, they want to make sure you won't become their boss anytime soon (though they really should be looking for successors).
• Peers / Coworkers: That you'll take over part of the team's workload, hopefully giving them breathing room and a bit more time to focus on what they want to focus on; you have the business and/or technical skills to keep up with the team; you won't be a threat to their own promotion opportunities; you're not a jerk.
• Human Resources:  That you fit into the salary structure they had planned; you really, really want to work there; you're not an employee relations issue waiting to happen.
• Internal or External Customers: That you have a strong customer-centric orientation; you will listen and respond to their needs; you're not a pain in the butt to deal with.
• Executives: That you are as good as the hiring manager says you are.

As you can see, everybody has a bit of a different motivation during the interview process. It's entirely possible that if an interviewer does or does not like you, they will try to influence the interviewers after them to their way of thinking. And it's much easier to get everybody to agree on "No", than it is to agree on "Yes".

Here are three strategies that should help you maneuver a diverse interview panel:

1. Do your research on the company and the division with which you are meeting. It seems obvious, but it apparently isn't. I've asked candidates, "So, what do you know about us?", and received an incredible number of fudged answers, which reflects very poorly on a candidate. Interviewers think, "We weren't important enough to research? How badly do you actually want to work here?"  Check Google News, Hoovers, and any other sources which can tell you what's going on with your potential employer.
2. Do your research on your interviewers. If you happen to get an agenda in advance, do your research on LinkedIn as to each individual's background. You may wish to Google them as well, see if anything interesting pops up. If one of your interviewers was recently awarded a high-visibility patent, or presented at an industry conference, it can only help to know this.
3. Be respectful to everybody you meet. From the CEO down to the janitor, be friendly, courteous, and helpful to everybody. I, personally, resent candidates who treat the recruiter as a patsy and the hiring manager with reverence - it shows a lack of common decency, and a nasty political side. Anybody who has a bad experience with you will find a way to funnel this information the decision makers.  While we're on the subject, send thank-you notes to all interviewers. Every single one. Email is sufficient. If you aren't able to get business cards for everybody, ask the person who scheduled your interview for email addresses. Send promptly. Interviewers can - and will - talk about who received a thank you card and who did not.

• The hiring manager can't make up her mind? Find out how to get the process moving along here!
• Have the job interview jitters? Here are some techniques to help you feel more confident during the interview.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.