How to Deal With Job Interview Anxiety

How to Deal With Job Interview AnxietyHow to Deal With Job Interview AnxietyScoring a job interview is super excitinglike catching a fish. It confirms that your bait is tantalizing and the fish are biting. Its hard to restrain yourself from getting geeked up on the adrenalin rushyour life could change drastically, and soon.You want to have a bit of that adrenaline to help you do your best, but you also need to keep your emotions in check so that you feel comfortable and in control. This is especially important if you are new to the interview scene. Interviews are valuable professional experiencesAn interview can have several positive outcomes If its a fit on both sides it can yield a new job, which can be wonderful. On the other hand, it may notlagelage turn into an offer but it will give you interviewing experience, which is always helpful. A job interview can also teach you about opportunities you dont wantyou may find that the organization or the job itself wont suit you. All of t hese are outcomes that support your aim of trying to find the right job and the right organization for yourself. So keep an open mindthere are a number of ways that this can go well. Try not to emotionally inflate the situation The people talking with you about your potential fit for their open position are not judging your worth as a human being. They are just trying to see if you might be a good fit on their team. Sometimes anxiety and nervousness can cause us to emotionally inflate situations and make them seen scarier than they actually are, and then we dont perform as well because we feel uncomfortable. Yes, you need a job and yes these folks have one to give. So it seems like the power dynamic is weighted in their favor, but thats not really true. Its hard to have an open position on the team. Usually that means someone is burning the candle at both ends trying to get extra work done. And probably they are eagerly trying to find someone to help carry that extra weight. The int erviewer needs to make a good hire just as much as you need to find a good job. So there is really no weighted power dynamic here. You are both in need. Its helpful to boil the interviewers agenda down to its bare bonesthey are trying to see if you have the skills to do this job, if you will be easy to train, if you will fit into the culture and if you seem like you are likely to stick around for a while. That is all they are measuring about you. Practice Formulate responses to interview questions like you would prepare answers to essay questions on an exam. You want to think this through in advance so that your responses are thorough and you feel composed, confident and prepared when you are in the situation. Simply Hired has a bank of interview questions for your review. Practice with someone whose professional opinion you respect. These tips for interviewing the interviewermay also help you prepare. Remember to formulate answers that reflect your true thoughts and your authentic voice. Dont just say what you think interviewers want to hear. You need to know if you can really do this job and work with people. Relax. Get comfortable, and be yourself. Handle the logistics Preparation curbs anxiety. In this case, over-prepare. Know exactly how to get to your meeting. Make sure you factor in construction or traffic volume issues. You shouldnt be late, so aim to be parking your car 15-20 minutes early, and checking in for your interview 5-10 minutes early. Make sure you have professional attire that makes you feel cool and confident. Then get everything ready the night before. Remember, things have a way of working out how they are intended to. All you can do is set yourself up for success, be present in the moment and then pat yourself on the back for putting forth your best effort.

Tips for Keeping It Positive During a Job Interview

Tips for Keeping It Positive During a Job InterviewTips for Keeping It Positive During a Job InterviewThere are a number of reasons why you might be in a bad mood during an interview. Maybe youre frustrated with your job search, or dont really believe the job for which youre interviewing is a great fit. Maybe you simply had a bad morning or youre just feeling down because youre afraid you wont get the job. It can be difficult to stay positive for your job interview. Its okay to be in a bad mood, but no matter how negative you are feeling on the day of your interview, it is important leid to let it show. A positive, friendly attitude goes a long way in impressing an employer. Employers want to hire people that appear upbeat and likely to get along with their bosses, coworkers, and clients. Even if you are well qualified for a position, a negative attitude can hurt your chances of getting the job. Here are tips for conveying a positive attitude during an interview even if youre not ac tually feeling that positive. How to Keep It Positive During a Job Interview Dress the Part When you look good, you feel good. Keep this in mind whenselecting your interview outfit. Take the time to iron your shirt and slacks, polish your shoes, get your hair cut whatever will make you feel confident walking into the interview. Knowing you look your best may improve how you feel. Be sure to dress correctly for the interview business attire is best.Think Positive If you go into an interview thinking that you wont get the job, or that youll get hired and be miserable, it will be hard for you to convince the employer otherwise. Therefore, before you walk into the employers office, take a few minutes to remember a time when you were successful whether it was a time when you got a job you wanted, successfully ran a volunteer event, or simply played a great round of golf. Walking into the interview with a positive image of yourself will help you to convey a confident attitude to th e employer. Hopefully, once you are involved in a conversation with your interviewer, youll hit your stride and answer the questions with confidence. Focus on Posture Posture is an importantnonverbal form of communicationthat conveys how you feel about yourself. If you slouch, avoid eye contact or turn your body away from the interviewer, you may come across as apathetic or lacking in confidence. Instead, stand up straight (or sit straight) with your shoulders back, and look the employer in the eye. This posture will make you appear confident even before you say a word.Be an Active Listener If youre feeling negative during an interview, you might become so bogged down in negative thoughts that you struggle to focus. Practiceactive listeningto make sure you stay focused on the interviewer and understand what she is saying. Look the interviewer in the eye while she is speaking, ask clarifying questions, and rephrase what she says to ensure understanding (So, what youre saying is). Act ive listening demonstrates that you are engaged and interested in the job. Convey a Can-Do Attitude Even If you feel like you are not a perfect fit for a job, you do not want to emphasize that during the interview. Before the interview, draw up a list of yourqualities and experiences that relate to the job requirementsas stated in the job listing. This way, if the interviewer asks why youre a good fit for the job, you have a number of reasons and examples handy. Even if the interviewer asks you if you have experience with a task of which you know nothing, admit your lack of experience, but emphasize your interest and enthusiasm in learning something new. While having the skills necessary for a job is important, a positive, can-do attitude goes a long way. Smile Smiling, even when youre not feeling happy, can actually brighten your mood. So even if you are feeling disheartened about your job search, walk into and out of the office with a smile. It will put both you and your interview er in a good mood.Dont Overdo It Of course, being aggressively friendly can also be off-putting for an interviewer. The interviewer wants to see that you are a real person and real people do not smileallof the time. If you use this advice in moderation, you will come across as positive and confident, without being overwhelming. Pretending to be in a good mood might be a little easier if youre well prepared for your interview. Take some time to research the company so youll have a few questions to ask your interviewer.

7 Traits That Make You a Great Candidate

7 Traits That Make You a Great Candidate7 Traits That Make You a Great CandidateThis post originally appeared on YouTern.I often get asked often what do you look for in a potential new hire or intern that doesnt have years and years of experience on their resume?Admittedly, my answer often depends on what were looking for most at that particular moment. However, behauptung seven traits consistently come to mind, regardless of the role1. Willing to ignore job descriptionsIve been a big fan of this trait since I reada post by Jeff Haden in Inc. The fact is that as companies are expected to do more with less, and expect the same from team members, this is pure gold. To be the first to answer the all hands on deck call or just to jump in when others might really need your help is truly a good sign of an exceptional employee (regardless of workforce experience).However to ignore the job description before you get the job and the failure to adapt your cover letter, resume and interview exactly to the requirements of the job description means doom to your candidacy. Live and breathe the job description until you get the jobthen forget all about itYour job now is to demonstrate you are all in as a team member.2. Infinitely coachableCoachability the art of being able to listen and then adapt to what youve learned is at the top of my list for new hires and one of the first characteristics I look for during the interview. Part of this highly sought after quality is the willingness to occasionally be wrong, andbe willing to learn from the mistakes made. Exceptional employees (and managers) are able to set ego aside, listen to other team members and mentors, and ultimately come up with the best solution for the challenge theyre facing.3. An entrepreneurial spiritTodays talent is driven by so much more entrepreneurial zeal than previous generations. Without being asked, they accept responsibility for process improvement. They take the extra step to make a customer hap py. They solve problems the existing team might not have recognized. They approach their jobs in a wholly entrepreneurial fashion wherenothing gets in the way of finding a solution, or a better way. To compete well, an entry-level employee or intern must exhibit this trait to be considered a Top 5 candidate.4. Can articulate what makes them uniqueThe working world and the chair on the other side of the interview desk is far too populated with me-too clones (cloned personalities, cloned clothing, cloned levels of effort) seemingly afraid to be a little different. Dont be afraid to show a little personality and some youthful exuberance.Be unique, tell a good story about why you care about life and your work and have a little fun5. Passionate about life and workExceptional employees simply dont allow themselves (or just havent been around long enough, perhaps) to become jaded by personalities, office politics and problems. They retain their passion for the project, the company miss ion and their team members. Most important, no matter what else is happening around them, they genuinely care about the customer experience. From the first interview on,they understand that passion is infectious(and so is negativity).6. A competitive natureExceptional employees detest losing. They will innovate until their eyes go blurry, create solutions well outside the proverbial packung and work the hours necessary to win. Not with the win at all costs mindset, of course and not without keeping other qualities mentioned here in mind. But through self-motivation and humble confidence, they understand that going through the motions while pretending to be busy just isnt an option.The best new employees put themselves in a position to compete well every day.7. High emotional intelligenceEmotional Intelligence(EQ) is a term most often used in business by HR and talent managers. Effectively, a person with high EQ is capable of processing emotions both theirs and those of the other members of their team in a productive manner. Whats important here is that new employees young employees, specifically arent yet expected to lead by example with high EQ. Those who do and are able to show this quality during the interview process oftenbecome epic employees.Having two or more of these seven skills and/or attitudes puts you well ahead of most job seekers competing for the same job or internship as you. Having four or more makes you, from my perspective, a candidate worth pursuing right nowHow many do you have? And what is your plan for adding even more to your value proposition?CEO and Founder of YouTern, Mark Babbitt is a serial mentor who has been quoted in the Wall Street Journal, Mashable and Forbes regarding job search, career development, internships and higher educations role in preparing emerging talent for the workforce. A keynote speaker and blogger, Marks contributions include Huffington Post, Bloomberg News, Switch and Shift, and Under30CEO.

Sample Resumes for Technology Executives

Sample Resumes for Technology ExecutivesSample Resumes for Technology ExecutivesA tech pros resume has to match the speed of this fast-changing industry.IT pros, polish those resumes Technology staffing firms and recruiters say hiring is finally growing at a steady pace again.IT is becoming stronger and stronger each month, said Dave Willmer, executive director of IT staffing firm Robert Half Technology (RHI). Willmer in mid-July had just returned from Microsofts Worldwide Partner Conference, wzu siche businesses heading into the third fiscal quarter reported they plan to staff up for new projects, including Windows 7 deployments.In fact, RHI has witnessed healthier application-development hiring in the first half of the year, and now the firm is seeing more interest in infrastructure skills - just the type of hiring youd expect in a business environment overdue for Windows 7 rollouts, Willmer said.Before technology professionals tackle the reawakening job market, they should take t he time to look at what distinguishes a well-done IT resume from its generic brethren. Technologys an animal unto itself. Its fast pace means musty resumes wont pass muster. In addition, the project-based nature of most IT organizations means special handling of the documents work-history section. IT workers have to portray both technical and functional skills. We checked in with IT staffing pros, and what follows is their advice on how to do an IT resume right.Be specificShana Westerman is a recruiter and resume expert at IT staffing firm Sapphire Technologies. She finds hiring managers with whom she works look for two things in an IT resume specifics and consistent experience.IT pros must spell out whatever skill set is specifically relevant to a given position. Even if some skills might seem self-evident, they mucksmuschenstill need to be listed, Westerman said.Even if skill sets are mundane for the role, people still want to know that job candidates are doing them, she said, and how far back their experience goes, as well as their ability to integrate technology components. That creates its own dynamic.Heres an example Basic job duties for a business analyst include meeting with users, gathering project requirements and documenting the requirements.A lot of people might think, ?Well, youre a business analyst, of course youre going to do that. But some companies might structure job duties differently, and some of those responsibilities might fall to another person, Westerman said. Its important to highlight those skills. Just because you do it at Company A, you cant assume somebody did it at Company B. Hiring managers arent going to assume that just because you have the job title there, you have the skill set they need.Dont delugePour on the specifics, but dont bury the most important items. You want to be specific and list every skill relevant to the job, not every skill youve ever exercised, and dont date your resume with out-of-date skill sets, RHIs Will mer said.Be sure to highlight the most sought-after skills that are tough to find, he said, such as SharePoint development ASP.NET and C++ (not new, but still important). Then resist the temptation to list 13 others that everyone else has. Youve used Outlook and roger and pretty basic things. You dont list them all, he said. One common mistake, especially with a very tenured person, is to list out every thing youve done skill-wise. The most important is, what do you have thats most current? Less is more, especially when it relates to skills that are relevant to a targeted job.ProjectsTo deal with the project-based nature of IT work, Westerman typically tells job candidates to write a summary of the project in a paragraph form comprising five to six lines that detailThe projects end resultThe technologies involvedDay-to-day project tasks (underneath, in a bulleted responsibility section)Highlight one or another component depending on where the project intersects with a targeted job d escription. One focus might be whether the project came in under budget, if the team was rewarded for on-time delivery, or specifically what you were accountable for within the project. Alternatively, focus on the project being Web-based, internal, or external and rolled out to clients, if thats how it will complement the targeted job, Westerman said.Listing quantifiablesTechnology professionals can represent a big investment for a hiring company, whether its project-based contract work or full-time, Willmer said. That makes it particularly important for a resume to demonstrate a candidates return on investment The financial impact of his or her being on staff or on a project.That means a resume should show not just, for example, C++ experience, but that use of the skill generated 200 thousand additional hits in four months, with a bottom-line revenue increase of $4 million.RHI is constantly working with candidates on how to spell out this kind of ROI. Its not so easy. From an IT pe rspective, your financial value, somebody doesnt know that, Willmer said. Somebody doesnt bump into you in the hall and say, ?Hey, nice work on that site, it generated $4 million for us. You might have to do some homework with supervisors and peers if its not shown to you. Anything relating to direct impact on revenue or productivity is very important.Resume lengthWith multiple projects per job and lots of skills to list, it shouldnt come as a surprise that IT resumes tend to be longer than those of the typical job seeker. Westerman said that five to seven years of experience on a three to four page resume is typical, with more senior positions going a little longer.Technical peoples resumes also run slighter longer than functional workers. You can trim some length if you write a brief summary of projects (three lines each), summarizing multiple projects and then providing a detailed, concise bulleted responsibility section of day-to-day tasks.

Dental Hygienist Job Description

Dental Hygienist Job DescriptionDental Hygienist Job DescriptionDental Hygienist Job DescriptionThis dental hygienist sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Dental Hygienist Job Description ResponsibilitiesPromotes dental health by completing dental prophylaxis providing oral cancer screening and radiographic studies charting conditions of decay and disease performing procedures in compliance with the dental practice act.Dental Hygienist Job DutiesPrepares treatment room for patient by adhering to prescribed procedures and protocols.Prepares patient for dental hygiene treatment by welcoming, soothing, seating, and draping patient.Provides information to patients and employees by answering questions and requests.Maintains instrumentation for dental hygiene treatment by sharpening, sterilizing, and selecting instruments.Selects materials and equipment for dental hygiene visit by evaluating patients oral health.Completes dental prophylaxis by cleaning deposits and stains from teeth and from beneath gum margins.Detects disease by completing oral cancer screening feeling and visually examining gums using probes to locate periodontal disease and to assess levels of recession exposing and developing radiographic studies.Arrests dental decay by applying fluorides and other cavity- preventing agents.Maintains patient appearance and ability to masticate by fabricating temporary restorations cleaning and polishing removable appliances placing, carving, and feinschliff amalgam restorations removing cement from crowns and bridges.Helps dentist manage dental and medical emergencies by maintaining cpr certification, emergency drugs and oxygen supply, and directory of emergency numbers.Educates patients by giving oral hygiene and plaque control instructions and postoperative instructions pr oviding reminders of time of next dental hygiene visit.Documents dental hygiene services by recording vital signs and medical and dental histories charting in patient records.Maintains patient confidence and protects operations by keeping information confidential.Maintains safe and clean working environment by complying with procedures, rules, and regulations.Protects patients and employees by adhering to infection-control policies and protocols.Ensures operation of dental equipment by completing preventive maintenance requirements following manufacturers instructions troubleshooting malfunctions calling for repairs maintaining equipment inventories evaluating new equipment and techniques.Maintains dental supplies inventory by checking stock to determine inventory level anticipating needed supplies placing and expediting orders for supplies verifying receipt of supplies.Conserves dental resources by using equipment and supplies as needed to accomplish job results.Maintains professio nal and technical knowledge by attending educational workshops reviewing professional publications establishing personal networks participating in professional societies.Contributes to team effort by accomplishing related results as needed.Dental Hygienist Skills and QualificationsUse of Dental Technology, Dental Health Maintenance, Infection Control, Health Promotion and Maintenance, Bedside Manner, Creating a Safe, Effective Environment, Listening, Teamwork, Administering Medication, Thoroughness, Self-DevelopmentEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Dental Hygienist Jobs and apply on now. Learn more about how to interviewAre You Guilty of these vorstellungsgesprch Mistakes?How to Interview Like a ProfessionalHow to Interview for In Demand Jobs

A History of Resume Additional Skills Refuted

A History of Resume Additional Skills Refuted Hard skills are quantifiable and frequently learned from school or at work. They are not skills that are hard to learn. Soft skills are the skills that are relevant to every job. Its better to use a mixture of specific industry abilities and other more general soft skills to provide an employer a concept of what you offer. In a situation like this, youre encouraged to resolve the factor of the way to write resume beforehand so that your basics concerning the same get rectified. If you would like to display your organization skills, acquiring a tightly structured resume certainly helps. As stated earlier, assessing soft skills is significantly more difficult. Key skills are work-related skills that you will need to do a job. Some skills might be relevant while others arent. Technical skills are either something youve got or you dont, but theyre always something which you are able to learn. Job-specific skills vary dependent on th e position. Resume Additional Skills - Is it a Scam? The Fiesta Foods Supermarkets job applicationcan be retrieved on the businesss employment site. Each career category comprises a list of the conventional functions, tasks and abilities connected with jobs that fall within the category. fruchtwein jobs require that you have a fundamental comprehension of computer programs including Excel and Microsoft Office, together with skills in internet navigation, social networking sites and email systems. The New Angle On Resume Additional Skills Just Released Its apparent that if youre asking for a work opening then your contact details must be valid. The placement of your skills section is also a rather important point to think about. A Key Skills section, on the flip side, is listed at the very top of a resume. Your skills section stipulates a window into how much capability it is possible to bring to the corporation. As an issue of fact, there are numerous lucrative job profile s and if the identical format is used for making resumes, then, it wont have the ability to fetch suitable outcomes. There are styles of preparing your skills section that may still show you in the ideal light. You just have to remember to tailor your list of skill to a particular role that youre currently applying for. The internet application can only be employed to make an application for in-store positions. The Good, the Bad and Resume Additional Skills Many kinds of roles will need to deliver presentations with the help of PowerPoint, just as many might have to organize data or create financial models using Excel. There are a couple unique varieties of skill sections and formatting alternatives that you ought to consider when crafting your resume. From entry-level to managerial roles, there are a range of chances and job types across a wide collection of industries. Choice of the most suitable style is dependent upon your experience and the form of job applied for. Wha t Resume Additional Skills Is - and What it Is Not Resume writing is the most essential feature of career planning. In business, things can change at a fast pace and you will need to have the ability to adapt quickly to have the business done and assist your teammates. Always remember that hiring managers do not devote a good deal of time perusing a resume. Also, if youre interested in investment banking career, be certain to check investment banking cover letter writing tips. Whispered Resume Additional Skills Secrets Your skills are an overview of what you could do for the possible employer if you were offered the work at the moment. Thus when writing down your job skills take some time to strategize and find out the very best approach to organize them in your resume. You dont have the fundamental computer skills you will need to receive the job that you desire. A good way to determine the most essential software skills for a resume is to peruse the work description. Since many job seekers may list skills in a different section of their resume, in addition, it is important to weave them into descriptions under every one of your prior positions. If you dont have experience, then attempt to obtain an internship whenever possible. Dont make the error of answering each job posting with the exact same generic resume. Ideally, your resume will demonstrate there are lots of facets which make you, the work candidate, a good fit for the position.

10 Signs Your Interview Process is Broken (and How to Fix It)

10 Signs Your Interview Process is Broken (and How to Fix It)You have, what you believe to be, a top-notch bewerbereinstellungsgesprch process. Its thorough, effective, and gets the job done. But does it really? What you see as being thorough is actually long-drawn-out. Whats supposed to be an effective process is resulting in employees who dont stick around long enough to have any real impact on the organization. It gets the job done, in the sense that people are getting hired, but are those people the right people? Finding and hiring great talent requires having a top-of-the-line bewerbungsgesprch process. So, how can you tell if your interview process is in need of some TLC? Here are 10 signs your interview process is broken and how to fix it 1. The resume leads the interview.What this means Candidates could be chosen for the wrong reasons.The resume, while important, should never lead the interview, nor should it be the deciding factor when it comes to the final hiring decision especially when you consider that mora than half of the 2,000 hiring and HR managers surveyed by CareerBuilder have caught a lie on a resume. According to the survey, the fruchtwein common areas around which job seekers lie includeEmbellished skills sets 62 percentEmbellished responsibilities 54 percentDates of employment 39 percentJob titles 31 percentAcademic degrees 28 percent Whats more, the resume focuses largely on the candidates experience. What you really want to hire for, however, is potential and a resume alone wont tell you how much leadership potential a candidate possesses. What it comes down to is what you ask during the interview and how the candidate responds. How to fix it The resume should supplement the interview, not lead it. Instead, use the resume to guide the interview and prompt questions. The interview is your chance to look beyond the resume and get to know who the candidate is, as it relates to the job at hand. Focus primarily on who the candidate is and who they could become over what theyve done in the past. 2. Your interviews arent being standardized.What this means Candidates cant be assessed or compared properly.When youre interviewing multiple candidates all with different backgrounds, experiences, and skill sets the conversation can easily trail off into various directions during the interview. Even so, you shouldnt stray too far from your original interview agenda. In reservierung to properly evaluate and compare candidates, you have to elicit the same general information. In other words, you have to level the playing field as much as possible. A level playing field makes it easier for hiring professionals to determine how one candidate stacks up against another. How to fix it Your goal, as the interviewer, should be to find out the same basic information about each candidate. To do that, you need to ask candidates the same interview questions. That may mean having a written list of questions you bring to each interview or , alternatively, it may mean conducting a one-way video interview.One-way video interviews require candidates to answer a series of text-based or pre-recorded questions, in a pre-determined amount of time, ensuring that each candidate is answering the same set of questions and has the same amount of time to answer.A level playing field makes it easier for hiring professionals to determine candidate fitClick To Tweet3. One rolle is making all of the hiring decisions.What this means Youre not weighing all of your options.Hiring is very rarely a one-man job. After all, does anyone really want to leave the fate of the department in any one persons hands? The new hire will likely be working with multiple people people who should be involved in making the final hiring decision. By getting more people involved in interviewing and evaluating job candidates, you can rest assured youre making the best choice for the position, department, and company. How to fix it The interview should be a c ollaborative process and involve the candidates potential manager, colleagues, etc. Consider using collaboration tools to make the process easier for everyone involved. Video interviews, for instance, can be recorded, shared, and rated or commented on, which makes for easy collaboration. Tips on how to fix the lack of hiring collaborationClick To Tweet4. Your interviewers often disagree on candidates.What this means Youre not all looking for the same thing.Some degree of debate is expected when multiple people are involved in the interview process. The problem occurs when interviewers seem to continuously disagree on who the right person for the job is. In this case, its not an individual issue, but a company one. How to fix it The most likely reason you cant all seem to agree on a candidate is because everyone is interpreting the job expectations differently. To avoid this, set clear role expectations and candidate qualifications. Clear-cut job requirements cant be easily debated. Additionally, take the time to go over the job description before the interview takes place, to be sure that everyone is on the same page in terms of what youre looking for.What should you do if interviewers disagree on who the right person for the job is? InterviewingClick To Tweet5. Candidates are losing interest (and patience).What this means The interview process is too long.And its getting longer. In fact, a recent research report by Glassdoor revealed the overall job interview process takes 22.9 days in the U.S., and an average of four to nine days longer in France, Germany, and the United Kingdom. The report, based on a sample of 344,250 interview reviews worldwide, also found that the average interview process has grown by nearly four days since 2009. Unfortunately, a long interview process could do more harm than good when it comes to attracting and retaining talent.How to fix it Keep the interview process short and sweet. Instead of scheduling and putting candidates throug h one round after another, consider first screening candidates using one-way video interviews. Screening via video gives you an opportunity to see and learn more about candidates before bringing them in for an in-person interview, while the one-way nature of it prevents unnecessary scheduling conflicts.6. Youre hiring skilled candidates, but they dont fit your culture.What this means Youre not assessing candidates for cultural fit.The most successful hiring professionals realize the importance of evaluating candidates for cultural fit, in addition to skills, experience, and knowledge. If the new hire fails to see eye-to-eye with colleagues, clashes with management on how things are done, and just cant seem to fit in, its unlikely theyll stick around for long. Considering 27 percent of the 6,000 hiring professionals surveyed by CareerBuilder said a single bad hire cost more than $50,000, its best to evaluate candidates for cultural fit during the interview. How to fix it Ask culture and personality-based questions, to get a better idea of how the candidate will fit within your company culture. Still not sure of the candidates cultural fit? Try meeting with them in an informal environment (e.g. professional development luncheons), look into their social media profiles, or speak to professional references to see what theyre like outside of the interview.7. Your candidates all sound the same.What this means Youre asking run-of-the-mill interview questions that theyve rehearsed their answers to.The point of an interview is to really get to know the candidate and how well they might perform if hired for the role. Asking basic interview questions guarantees equally basic responses responses youve likely heard from previous candidates. How to fix it While you dont want to trick candidates, you do want to occasionally throw them off guard to see how they think on their feet. After all, scripted answers can only tell you so much about a candidate. Throw a few oddball q uestions into the mix, to ensure youre eliciting truly candid responses.Throw a few oddball interviewquestions into the mix to ensure youre eliciting candid responsesClick To Tweet8. Theres a lack of post-interview communication.What this means Youre contributing to a poor candidate experience.The interview process doesnt end after the candidate has come in for their final interview. Until youve informed the candidate of their status, the interview process is still going. Yet, according to CareerBuilders 2015 Candidate Behavior Study, a mere 14 percent of candidates feel companies are responsive to them throughout the entire interview process. How to fix it Stay in touch with candidates after the interview has ended. Not responding to candidate follow-ups and not giving candidates an explanation of why they didnt get the job can reflect poorly on your company. Keeping up communication doesnt just help create a better overall candidate experience during the interview process, it also keeps second and third choice candidates in your pocket for future positions.9. Your interview process looks just as it did five years ago.What this means Youre stuck in the past.The job interview, like any business process, should change and evolve with the times. Advances in technology, especially, have made notoriously tedious interview-related tasks easier than ever before. And yet, some hiring professionals are still relying on outdated, inefficient processes when it comes to the job interview. But the days of sifting through stacks of resumes, conducting phone interviews, and relying on scattered interview notes to evaluate candidates are a thing of the past. We need to take advantage of the latest tools and technologies that are designed to make our lives, as hiring professionals, easier not only for ourselves, but for the newest generation of job seekers who have come to expect it. How to fix it Stay up-to-date on the latest interview tools and technologies and search for ways to incorporate them into your interview process without sacrificing quality. Many of these tools, such as applicant tracking systems (ATS) and video interviewing, are designed to assist traditional interview process not replace them.Is your recruiting process stuck in the past? Heres how to find outClick To Tweet10. Your talent brand has taken a hit.What this means Your interview process is turning candidates away.Talent brand, not to be confused with employer brand, is how talent views and socially brands a company. If your job postings arent receiving the number of applicants you had hoped, your talent brand is likely to blame. And a poor talent brand is usually a result of a less-than-stellar candidate experience.Unfortunately, for employers, a poor talent brand can damage more than just your interview process.In fact, according to the aforementioned CareerBuilder study on candidate behavior, 69 percent of job seekers say they are less likely to buy from a company they had a bad experience with during the interview process. On the other end of the spectrum, 69 percent of job seekers say they are more likely to buy from a company who treated them with respect during the application process.How to fix it Remember that the interview is a two-way street. Just as candidates are expected to impress you, you as the representative of the company are expected to impress candidates. Give them a reason to want to join your team.After the interview has taken place, send out an email asking the candidate how they enjoyed the process. What did they like best about the interview? What could have been done better? This insight will help you create a candidate experience that will attract applicants for days, months, and years to come.What are some other signs your interview process might be broken? What can be done to fix it? Let us know in the comments.