A number of job seekers have called wanting to know the basics of interview- etiquette, for the interviewer as well as the applicant. They asked, they said, because they felt that they weren’t treated fairly by the process.

Here are several different examples they provided.  See what you think:

• “I was kept waiting for more than half an hour.”
• “I was told after arriving at the meeting site that the interview had been canceled.”
• “My interview lasted 20 minutes, and the interviewer spoke for most of it. He didn’t give me an opportunity to describe my accomplishments or abilities and I’ve not been called back.”
• “The interviewer said I’d hear from them within a week and that was a month ago. They haven’t returned my calls.”

For balance and perspective, we called several human resource professionals and invited them to react to these observations and offer a few of their own.
Here’s a summary of their comments:
Waiting time – The HR Professionals we talked to mentioned their regret when they have had to keep applicants waiting more than 15 minutes.  They noted that they are often balancing multiple priorities and sometimes-unforeseen emergencies outside their control.   They also mention that when an applicant exhibits patience, forgiveness, and resilience in situations such as these, they are appreciative.

Call backs – If applicants have been invited to interview and haven’t heard anything regarding their status, either by phone or mail, within two to three weeks, the HR Professionals we contacted suggested that applicants continue to pursue other opportunities.  However, we noted that these same professionals told us that applicants who get the job are those who don’t give up, so we think it is reasonable to contact the organization with which you interviewed and ask for an update.

The lopsided interview – Applicants who complain that the interviewer does all the talking may not realize that some candidates don’t say enough on their own behalf. While it is possible that some interviewers are verbose, most are looking for applicants who as employees can hold their own in an important conversation.

The interviewers also offered several examples of frustrations they experience when working with applicants:

• Individuals who show up without an appointment and expect to get an interview.
• Unsolicited calls from would-be applicants expecting to interview for non-existent positions.
• Applicants who are unclear about what they want or what they can do.
• Misspellings and misinformation included in applications and resumes.
• Unsuitable clothing, physical bearing, and negative attitudes.
  

Don’t forget the importance of spell check and fact checking before submitting any written information.  Also, these interviewers told us that applicants should carefully, neatly, completely, and appropriately fill in each blank in the job application, despite the information possibly appearing on resumes already.  We know from experience that sometimes only part of your application packet gets passed along to the hiring manager.

Applicants should dress to impress, whether stopping by to complete an application or appearing for a formal interview. The right look includes attitude as well as a clean, pressed, fresh appearance. Hiring professionals are looking for employees who are polite, positive, energetic, and well spoken. Most organizations believe that they can provide skills training but they know they can’t instill desire and determination to learn and grow – that, you have to bring yourself.

What’s more important: experience or a solid track record?
Both are valuable, for obvious reasons, but experience isn’t as important as a solid track record. It isn’t realistic to think that an applicant would have the exact and specific experience, but it is realistic to expect an applicant to know how to keep a job and get along with a variety of people and perspectives. It’s not enough to be a specialist or technical wizard. Organizations want people who are self- starters, quick learners, flexible, able to deal with change and have the potential to lead themselves as well as lead others.

What turns off interviewers?
Glib talkers who brag about how they save the day but don’t have the facts to back it up; people with low energy, rude behavior, poor eye contact, who are late to interviews, don’t ask questions, who don’t know anything about the company, and who don’t fully participate in the interview.

Who gets the job?
Those individuals who have what it takes, can articulate it, believe in themselves, and don’t give up.