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Reflecting on Your Job Interview

Most people feel a huge sense of relief after coming out of a job interview. You've done it! The pressure is over, you've done the best you can and the rest is out of your hands. But before you put your feet up, take some time to reflect on your interview. How did you come across? More importantly, how did the company come across…? Your Interview Performance Reflecting on how you answered the interview questions and thinking about how you carried yourself is an important part of the process. Introspection can help you improve for future interviews and help you judge how likely you are to get the job. How long did the interview last? Traditional wisdom has it that if your job interview was over an hour long, that's a good thing. But it varies by job and by business. Try and get an idea of how long the interview should take from your recruiter to best judge this. The longer is always the better. Remember, hiring managers are extremely busy people, so if they are happy to invest time in you at the interview, chances are they like you. Was there a sense of engagement from the interviewer? Were you having a conversation, or were you giving prescript answers to expected questions? A natural conversation with your interviewer is a sign that you have built up a successful rapport with them. Not only does this demonstrate your interpersonal skills, it again helps the interviewer foresee you working for them. Body language is another dead giveaway. Your recruiter should have given you some guidance on how to appear open and engaging, so turn that knowledge on your interviewer. Body language gives a lot away about the feel of an interview. Movements including leaning forwards, smiling, nodding in agreement or uncrossed arms are all a sign that the hiring manager is feeling positive towards you. How did the interview end? What closing questions were you asked when the interview came to a close? Questions about future interviews coming up, your potential commute and your notice period are positive. They show that your interviewer is interested in your immediate future. How much of the workplace did the interviewer show you on the way in or out? If the interviewer is interested in you, they may give you a tour of your new workspace! As the conversation comes to a close, you may be informed of what the next stage would be. This instantly shows that you are in with a chance and your hiring manager does not want you to lose interest. The Company's Performance Being offered a job is exciting, but before you make a snap decision, take some time to reflect on the company and how they presented themselves. It can tell you a lot about what they are like to work with. Culture match is so important to successful hiring, and that works both ways. Does the company culture suit you? Before the interview, your recruiter will have ascertained your ideal fit in terms of values, culture and job role. This is to make sure that the company you interview for shares those values. It can be tricky to get a feel for a company’s culture in one interview, but try to think back to how the interviewer described the business and team. They might have used words such as “close knit” or “sociable”, giving an indication of the dynamic you would be walking into. When thinking back on your interview, ask yourself whether you agree with the culture the business presented. Did you buy into their vision, and feel passionate about working here? How did they sell the job? What drew you to the role in the first place? You may have been attracted to the scope for progression, and the diversity of the work involved. Now you have been to the interview and found out more, can you honestly say this opportunity would push you to your full potential? How does it fit in with the career plan and objectives you first set out when you embarked upon your job search? Did the interviewer cover all the aspects of the job you care most about? Anything that is glossed over is likely to not be of importance to them, which might not align well with your personal needs. It may be the case that during the interview you realised the role was different from what you expected. While your recruiter will endeavour to make sure you're the right fit, the only way to know for sure is to speak to the interviewer directly. What does your gut say? Trust your intuition. If it feels right, it probably is right. If you walked away from this interview feeling more excited than when you walked in, even though certain boxes in your “perfect job” criteria remained unchecked, that’s your instincts telling you that you can make this a perfect job in time. Remember, a job interview isn't everything, but if it feels right, take the plunge! Having considered all of the above, you should now be feeling clearer on whether you truly want to accept this offer or not. If you do, be sure to confirm that you are still interested in the role with your recruiter, and ask them to pass this message on via a thank you email to the interviewer. Once you've done that, all you have to do is cross your fingers and get ready to start a brand new journey!

Introverts vs. Extroverts in the Workplace

According to many theories of personality, we all sit on a spectrum of introversion and extroversion. But some people are further along one end of the curve than others. It's common in the workplace for these personalities to collide and it can be a challenge to work with or manage introverts and extroverts. Introvert traits Introversion is a major personality trait that is identified in many theories of personalities. People who are introverted tend to be inward turning, or focused more on themselves and their internal thoughts. Rather than seeking out external stimulation, introverts are happy in their own company. Introverts feel drained and tired in big groups of people. They prefer their solitude, being very self-aware and happiest in their own company. Rather than working in groups, introverts value their independence. Tips for working with introverts Introverts like organisation and preparation. Sometimes all it takes is giving advance notice for events and projects, and sticking with a schedule to ease their anxiety. They'll feel more comfortable and appreciate your consideration. Go electronic Because introverts prefer one-on-one conversations over group meetings, it's sometimes beneficial to host some conversations online to avoid unnecessary stress. This allows for introverts to provide their thoughts in a setting that is suited for their social abilities. Whether by email chain or conference call, you can make an introvert feel more comfortable by taking things out of the meeting room. Be patient Don't expect introverts to jump out of their comfort zone to share their ideas right off the bat. It takes time for them to articulate their thoughts and warm up to a group before sharing. When discussing projects with introverts, you're unlikely to get lots of verbal feedback. That doesn't mean they aren't listening or that they have nothing to say. An introvert prefers to take some time to process information and respond in a considered way. Be patient and understanding. Sometimes, the best ideas are born independently over time. Provide airtime Once ready, introverts need a chance to speak, and since they likely won't ask for it, you might need to give them a little push. Reach out to them in private or follow up individually after meetings. Provide them with an opportunity to share their ideas without forcing them to present to the entire team. Traits of extroverts Extroverts are often described as talkative, enthusiastic, sociable, proactive, and out-going. On the other hand, they are sometimes described as attention-seeking and easily distracted. Extroverts tend to have a broad range of interests, work well in groups and enjoy talking about their thoughts and feelings. Extroverts tend to spend more time with other people, spend more time engaged in social activities, and tend to have more friends. Research has also suggested that extroverts tend to be happier than introverts as well as being less prone to certain psychological disorders. On the other hand, extroverts are also more likely to engage in risk-taking behaviours. Tips for working with extroverts Extroverts draw their energy from interactions with the outside world. They enjoy working in large groups and are stimulated by interactions with the people around them. When it comes to things like group meetings, team lunches and brainstorming sessions, they are in their element. Let them speak Extroverts aren't shy about sharing their opinions, but will become frustrated if not given a chance to voice them. Make sure they have a forum to express themselves and share their thoughts and views. Be assertive In order to make an extrovert's outpouring of information constructive, you need to be assertive. Carefully control when they can speak and for how long in order to make sure they don't take over a meeting. You need to allow everyone in a meeting to say their piece, not just the extroverts. Ask questions You can further direct the flow of an extrovert by asking them questions. Extroverts love to share their knowledge, so ask the right questions and you'll be able to glean the most value out of them. Managing a team of different personality types Everyone is different, even those that fall in the same social category. Not all introverts are created equally! A diverse team needs a flexible, unique management style. Managers need to recognise the temperament of every team member and delegate tasks in such a way as to highlight specific members' strengths. Weakness should be shored up by the strengths of others, so everyone supports everyone else. For instance, don't ask a shy employee to make a presentation at a company meeting, and don't ask an extrovert to lead a project that demands a detailed, considered approach. Give each employee tasks that leverage their personal skills and character traits You'll get the most out of an introverted employee by giving them clear expectations and a lot of space. As long as goals and deadlines are understood, there's no need to hover over their shoulders and micromanage. Extroverts are stimulated by things like public praise and accolades. Focus on praising the steps your extroverts take towards success and keep negative feedback to a minimum in front of co-workers. Sometimes, as an employee or a manager, you have to work with people who have completely different personalities to you. The secret is to find a way to work together to achieve positive results. At the end of the day, no matter what your personality, we're all working towards success.

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