Our friends at YEC asked their members this question:
“When seeking a job at your company, what is the biggest ‘no, thank you!’ mistake a candidate can make?”
Here are the answers we can all learn a lot from…
Whether or not it is true, I like to feel as if the candidate has been spending the past few days rehearsing their answers in front of the mirror. I know it is likely they are interviewing at a number of places, but I do not want that to show. It’s important they show excitement and interest where they are interviewing, as opposed to being the next one up on the assembly line.
Acting Like a Know-It-All
We don’t like people who apply to our company who know everything about everything. We want people to know everything, but also be willing to learn more and become even better. If you’re always having to outdo your peers and one-up everyone else in our organization, you won’t make it on our team.
Unable to Work Remotely
Hubstaff helps companies manage freelancers. Our team is 90 percent remote and we want them to use the same software — it integrates with any task management software and has lots of other easy functions. When someone expresses zero willingness to work remotely or has no experience, it doesn’t reflect positively on their fit with our culture or on their ability to be an advocate for what we do.
There are basic preparations any candidate should make prior to interviewing with a company. While the employer should already have a copy, not showing up with a printed résumé in hand is a big mistake. Not knowing with whom you’re interviewing or anything about the company are others. Candidates need to do their research and plan ahead to make a good first impression.
Being a Cultural Misfit
A candidate that shows disrespect or arrogance will not fit in within our culture and therefore will not be considered for the job.
Not Knowing the Company
Take the time to memorize the who, what, when, where and hows of the organization.
Being an Interview “Pleaser”
I like to find authenticity, a character trait Grovo holds paramount and actively recruits. A curveball question like, “When’s the last time you broke down?” goes a long way to sussing this out. Those who squirm or lie, or seek the “right” answer aren’t who I’m looking for. Rather than pleasers, I need doers — direct, honest and unfaltering in the face of the unexpected.
Having No Willingness to Learn
I always ask potential hires what new skill or process they want to learn in the next six months. When someone answers that they haven’t thought about it or are satisfied with the skills they have mastered, I know it’s not a good fit. Having someone join the team who constantly wants to learn and better themselves is a valuable trait and one that is often overlooked.
Asking for Too Much
One of the most memorable (and shocking) things that has happened to me was when we were interviewing to bring on Priori Legal’s first developer. During the interview, the candidate asked for 50 percent of the company!
Bashing Former Employers
Negativity is unbecoming. Anytime someone comes in with a negative story about their former employer, it does two fatal things: It shows us how poorly you treat those who you perceive as having wronged you, and it leaves the interviewer with a negative experience. Tell your story, but in a positive light. We’ll leave with a positive memory of you and we won’t see your negative side.
Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses.