Latest news with #jobinterview
Forbes
3 days ago
- Business
- Forbes
How To Practice For High-Pressure Job Interviews, According To Science
Practice job interviews on video using a smartphone. Graduates from the class of 2025 are entering a tough job market as employers slow their hiring plans. While experts blame everything from economic uncertainty to the rise of AI, there's no question that young grads are facing an 'employment crisis' according to the Wall Street Journal. Recruiters say jobs are still available, but with more people vying for fewer openings, hiring managers are more selective and draw out the hiring process. So if you do land a coveted face-to-face job interview, you must take steps to be different, stand out, and rise above the competition. If you want to be the job candidate no employer can refuse, you'll have to be ready to perform your best when the stakes are high and the pressure is on. The good news is that you can meet the moment if you train like high-performance athletes get ready for big games. They don't just study game plans. They simulate the real thing. Cognitive psychologists call stress exposure training (SET) a proven method to help people perform under pressure. It involves exposing people to increased levels of stress during practice. Although stress exposure is typically used to train athletes, pilots, military and law enforcement professionals, it's an excellent strategy to alleviate anxiety and build confidence for presentations and job interviews. The goal is to mirror real-world conditions during practice. Don't confuse practice with preparation. Preparing for a job interview is what you do when you research the company, the role, and what the company is looking for. Preparation also includes identifying potential questions and developing the strongest answers. Once you've prepared, though, it's time to practice the right way. Recite the answers you've created for potential questions. Ahead of job interviews, most people think about what they'll say, but when they open their mouth they don't sound as good as they did in their head. It's like playing golf. In my head, I'm Tiger Woods…until I step up to the tee. How do your answers sound when you transfer them from your head to your mouth? There's only one way to find out, and it's out loud. Start adding a little pressure to your practice sessions. One way to crank up the nerves slightly is to use your phone to record your answers on video. As you watch your recording, you'll likely catch a few problems that are easy to fix. For example, you might be using too many filler words like 'uh,' 'um,' or 'you know?' Too many filler words can become an annoying distraction and diminish your ability to come across as competent and confidence. Catch them early. Turn up the pressure by asking a friend or peer to play the role of interviewer. Hand them the questions you expect to be asked in the real interview. Direct your friend to mix up the questions every time and to interrupt you from time to time. Give your friend permission to challenge you and make the interview as unpredictable as possible. Ask your friend to ask some tough questions, especially ones that you'd prefer to avoid. For example, 'Tell me more about the gap in your work experience' or 'Can you explain this poor performance review on your record?' Even if you know the hard questions that might be coming, your brain and body will respond as if they're under threat. Get in the habit of keeping your cool. Although I'd recommend that you practice for at least ten sessions, some studies find that just four to seven high-quality and thorough practice sessions can significantly boost your confidence and alleviate your anxiety. Mirror real-world conditions in practice and your body, voice, and mind will be ready to shine when it's time to perform for real.
New York Times
7 days ago
- Politics
- New York Times
Wait, People Are Bringing Their Whole Family to Job Interviews?
Too Much Emotional Support I am at a loss. We recently had a job candidate come in to give a presentation as part of the interview process and bring family members with them — their spouse and several children. This included a 1-year-old who the candidate carried around and interacted with, repeatedly interrupting their own presentation. The candidate also kicked off their shoes and walked around barefoot during the presentation. No one from H.R. was at the presentation (not unusual), but I did mention it to H.R. staff after the fact. The H.R. representative said that it is a generational difference and many candidates are showing up at interviews with parents, spouses, children or other family members in tow. This does not seem professional to me. Have I lost my mind? Does H.R. need to make a 'no-family policy' for interviews? — Anonymous I'm at a loss as well. A spouse? Several children? Including a baby! Full disclosure: I can't tell if I picked this question to answer because it's so amazingly bananas or because I want to try to figure out if this may, indeed, be a 'thing.' So let's back up. No, you have not lost your mind. A job candidate's bringing family members to an interview or presentation does not seem professional to you because in most cases it probably isn't. And don't get me started on the shoes. I can't think of many reasons that family members would accompany a job candidate to an interview. Frazzled nerves are not enough; emotional support can be offered elsewhere. (Beforehand, of course.) Children can stay with a babysitter or, in this case, be looked after by a spouse. I can really think of only two situations in which a job applicant's being accompanied by a family member or spouse makes sense. One: The candidate has mobility issues and needs assistance. Two: The candidate has other disabilities and needs assistance with communicating. If family members must come along to an interview, this should be signaled by the candidate in advance and a request for accommodations made. Want all of The Times? Subscribe.
Fast Company
13-06-2025
- Business
- Fast Company
Red flags to look for during a job interview
One of the worst mistakes I ever made applying for a job was ignoring red flags during the job interview process. Looking back, there were several things that made me uneasy. But I was enamored with how the company described its culture, the people, and the role, and so I ignored them. As it turned out, all of those things were poorly defined or a far cry from what was promised. I had left a toxic work environment only to end up in an equally bad situation. Sometimes, as job seekers, we're so desperate to escape our current situations that we forget job interviews are a two-way street. We overfocus on performing well during interviews and forget to ask questions about the company or role (or ask only surface-level questions). But the more you can try to suss out during the interview process, the better shape you'll be in when deciding whether or not to accept or decline an offer. Here are some best practices. Red flags Some companies are not great at writing job descriptions—or they'll write perfect versions of a role that don't reflect reality. When you're talking to the hiring manager, ask about day-to-day responsibilities. The manager should have a crystal clear idea of what you're expected to do, even if the description is, 'You will wear a lot of hats.' I've worked for many small companies where I was expected to adjust to an ever-changing role. That can be fine, as long as you know upfront and your performance is evaluated accordingly. If the company only has a vague idea of what it needs from the role, odds are it won't be possible for you to meet expectations. It's also a red flag if the company asks you to put a significant amount of work into the interview process. During the first interview, you should ask how many additional interviews you can expect. Three half-hour interviews total? Probably fine. Five hour-long interviews, plus a lengthy, unpaid test assignment? That company doesn't value your time, has trouble making decisions, or both. What to ask the interviewer You'll want to ask for details about the team structure and the type of work you'll be doing. These basic questions will help you determine if it's a job you'd enjoy. But a few probing questions can help you learn more about the company itself. 'Why is this role open?' Is the company in growth mode and needs to add to the team? Did the prior person leave because they accepted their dream job? Or has the company experienced a lot of turnover? 'How flexible is the work environment?' If flexibility is important to you, you'll want to ask the right questions. Some companies claim to be flexible when, in reality, they aren't. A good question to ask is whether people work synchronously or asynchronously. If people work synchronously, the company is probably less flexible. You can also ask how many meetings you can expect per week, which will impact your flexibility. 'How is feedback given?' This ties into how well the role is defined. Does the company have a formal review process? If so, how often? You want to make sure you can meet expectations, even if expectations are ever-changing at a small company. Don't end up in the same bad job situation Companies will likely look at your LinkedIn profile and ask for references, trying to determine what kind of an employee you are. You should do the same. Check Glassdoor, but read reviews with a grain of salt. Employees of small companies may be afraid to leave reviews, and sometimes reviews are skewed toward employees who had negative experiences. You can also check LinkedIn. Find former employees and look at how long they were with the company. One employee with a short tenure doesn't say much, but lots of turnover is a red flag. If you're comfortable, you could even send a DM to a former employee and ask about their experience. As a job seeker, it's your version of 'checking references.' Above all, don't ignore your gut. If you get a bad vibe during the interview, it will probably be magnified once you're hired. Unless you're desperate for a new role, it's better to keep looking than to end up in a job you regret. —Anna Burgess Yang
Independent Singapore
08-06-2025
- Business
- Independent Singapore
Job applicant walks out of interview after being asked, 'Do you support your parents?' and other personal questions
SINGAPORE: A jobseeker was left shocked and unsettled after a virtual interview with a local IT company took a deeply personal and inappropriate turn, prompting her to exit the session midway. On Friday (June 6), she shared her experience on Reddit's Ask Singapore forum, detailing what she described as 'the worst interview' she's ever encountered. According to her post, the interview was conducted online by someone who identified herself as the company's 'business advisor.' 'It started off alright,' the jobseeker recalled. 'Then came personal questions asking me to speak and describe my family. I did talk about family, gave some brief details, and the follow-up questions were, 'Are your parents working? Do you need to support your parents financially?'' The jobseeker, applying for an account manager role, said she questioned the importance of those personal questions. 'I asked the interviewer what the relevance was to the job scope. And she said, 'I need to know my team well before hiring,'' the jobseeker said. 'After asking for the relevance and expressing to her that I was uncomfortable in answering, the next question was still family-related and personal. Told her I wasn't interested in the job and left the call.' At the end of her post, she asked, 'Anyone has similar experiences with such interview questions?' 'You did the right thing! They should not be allowed to ask these types of questions…' In the discussion thread, many Singaporean Redditors criticised the interviewer's conduct, calling it unprofessional and inappropriate. One said, 'Definitely not relevant and probably discriminatory. If it's the hiring manager, I think that's a bit of a red flag. If you have options, you should report it to HR and imply that you would complain to MOM.' Another wrote, 'Lol. These kinds of questions sound like the company sussing out characteristics to discriminate against employees for.' A third added, 'You did the right thing! They should not be allowed to ask these types of questions; there is a difference between small talk and an invasion of privacy. Anyway, chit-chat is also not very professional. People are hiring for a specific job, not to find a mate. In Europe and in Canada, this type of questioning is not permitted.' Others also shared their own experiences, saying they too had been asked personal questions in interviews that had nothing to do with the job. Some recalled being questioned about their relationship status, religion, family background, or financial responsibilities. One wrote, 'Some hiring managers have no brains. Many years ago, I encountered someone who asked about my religion (admin role in the banking industry). I didn't get shortlisted, dodged a bullet.' Another recounted, 'I had mine ask if I have a BF, and if I will get married. I rejected the job offer as I was not comfortable. I had another question if I'm comfortable dressing up as a manager to meet clients for sales. I retorted rudely, 'What has it got to do with the role?' (not a customer-facing role)? and left immediately.' Interviewers should steer clear of sensitive or discriminatory questions According to the Ministry of Manpower (MOM), interviewers should ask only job-related questions and avoid topics that could be seen as sensitive or discriminatory. To ensure fairness, employers are encouraged to adopt clear, objective, and relevant selection criteria when shortlisting and evaluating applicants. See also How to Scale Your E-commerce Company From Zero to $100M MOM also advises that job application forms should only collect information necessary to assess a candidate's ability to perform the job. This includes qualifications, skills, knowledge, and work experience. Employers should not request details such as age, gender, race, religion, marital status, pregnancy status, number of children, or disabilities, unless there is a valid and job-related reason to do so. If such information is genuinely required, the purpose must be clearly explained to the applicant. Read also: Wife discovers husband secretly spent S$80k on in-game purchases, plunging family into debt Featured image by Depositphotos (for illustration purposes only)
CBS News
06-06-2025
- CBS News
19-year-old driving Mercedes 132 mph told trooper he was late for job interview
A 19-year-old man from Connecticut who was caught driving at 132 mph told officials he didn't stop for troopers because he was running late to a job interview, police said this week. State troopers were conducting motor vehicle enforcement on Interstate 91 in the town of Cromwell when they spotted a Mercedes E300 traveling "faster than the flow of traffic," Connecticut State Police said in a press release. A speed radar confirmed the vehicle was driving 132 mph. When a trooper attempted to conduct a traffic stop with lights and sirens, the driver sped away and wove in and out of traffic while "making unsafe lane changes." However, due to the hazard posed to traffic, the trooper stopped trying to follow the vehicle. State police said they contacted the vehicle's registered owner, who said a family member – later identified as 19-year-old Azmir Djurkovic – was driving the car at the time of the incident. "Troopers obtained a phone number for Djurkovic, who admitted to driving and stated he did not stop because he was late for a job interview," state police said. Djurkovic was later arrested and is facing multiple charges, including reckless driving, engaging police in a pursuit and reckless endangerment. He was released on a bond and is scheduled to appear in court later this month.
