How to face your Job Interview Successfully

Woman during job interview and three elegant members of management

Facing a job interview can be an intimidating prospect. After all, you are being asked to present yourself in the best possible way in a short amount of time. However, by preparing ahead of time and understanding key strategies for success, you can approach the process with confidence. Taking the time to research the company, practice your answers, and plan how you want to present yourself can go a long way towards helping you make a successful impression. By following these simple steps below, you can ensure that you will be fully prepared and ready to face your job interview with confidence.

1. Research the Company: Before the interview, take some time to research the company and the position. Knowing the company and its products, services, and industry will help you understand the job and what the company is looking for in a candidate.

2. Prepare Your Answers: Before the interview, practice answering common job interview questions with a friend or family member, preparing answers that highlight your skills, qualifications, and experience. This will make you feel more confident during the interview.

3. Dress Professionally: Make sure you look professional. Wear a suit and tie, or dress in appropriate business attire with clothes that are clean, pressed and appropriate for the job you are applying for.

4. Be Prepared: Make sure to bring copies of your resume and any additional documents the interviewer may ask for. 

5. Arrive Early: Show up to the interview at least 10 minutes early. This shows you are punctual, reliable and serious about the job.

6. Be Friendly and Confident: Greet the interviewer with a smile and a firm handshake. Speak confidently and clearly with a professional demenor, and make sure to maintain eye contact throughout the interview.

7. Introduce Yourself: To start off, you should always give a good introduction of yourself. Make sure to include your name, educational background, and any relevant skills and experience you have. Make sure to give a clear and concise introduction that is tailored to the job you are interviewing for.

8. Listen Carefully: Listen to the interviewer’s questions and answers thoughtfully. Take notes if needed.  

9. Ask Questions: Asking questions shows that you are engaged, demonstrate your knowledge and interest in the job position.

10. Be Positive: Avoid speaking negatively about your previous employers or colleagues. Keep the conversation positive and focus on your strengths.

11. Be Honest: Be honest and open about your skills, qualifications, and experience. Don’t exaggerate trying to oversell yourself.

12. Remain Calm: Remember to remain calm and composed during the interview. This will show the interviewer that you are capable of handling pressure.

13. Be Polite: Be polite and courteous to the interviewer and everyone else you meet during the interview.

14. Take Your Time: Don’t rush your answers and give yourself enough time to think before you answer.

15. Show Enthusiasm: Show your enthusiasm for the job position and the company by asking intelligent and relevant questions. Demonstrate that you are excited about the opportunity.

16. Demonstrate Your Skills: Demonstrate your skills by providing specific examples of how you have used them in the past.

17. Offer Solutions: Offer solutions to potential problems the company may have. This will show the interviewer that you are thoughtful and creative.

18. Be Prepared to discuss Salary: Be prepared to discuss salary and benefits, expectations and be prepared to negotiate.

19. Make a Good Impression: Make sure to thank the interviewer for their time, maintain eye contact, and leave with a firm handshake.

20. Follow Through: If you promised to provide additional information or follow up with something, make sure you do so. This will show the interviewer that you are dependable and organized.  

21. Stay Positive: Even if the interview doesn’t go as well as you’d hoped, keep a positive attitude. Don’t be discouraged if you don’t get the job; you can use the experience to prepare for future interviews.

22. Evaluate Your Performance: After the interview, take some time to reflect on how it went. Think about what you could have done better and what you did well. Use this feedback to prepare for future job interviews.

23. Stay in Touch: If you don’t hear back from the interviewer, reach out and stay in touch. This will show you’re still interested in the position and keep your name in the running.

24. Network: Use the interview as an opportunity to network. Ask the interviewer if they know of any other positions or contacts that may be helpful in your job search.

25. Learn From Your Experience: Take what you’ve learned from the interview and use it to help you prepare for future interviews. Make sure to take notes and review them before each interview to ensure you’re as prepared as possible.

26. Stay Organized: Keep track of your job search by creating a list of companies and contacts you’ve interviewed with. This can help you stay organized and ensure that you don’t miss any important deadlines or follow up with the wrong person.

27. Follow up: After the interview, follow up with a thank you note to reiterate your interest in the position and express your appreciation for the opportunity.

Enjoy your success in the Job Position Interview

By following the above mentioned steps, you can ensure that you will be well-prepared and ready to face your job interview with success. With a positive attitude and proper preparation, you can stand out as a strong candidate and make a lasting impression.

Overall, it is important to remember to remain confident and professional during the job interview. Doing your research, preparing for questions, dressing appropriately, and remaining honest can help you face a job interview successfully. By following these tips, you can make a positive impression and demonstrate why you are the ideal candidate for the job.

Finally, remember to stay positive and be yourself. Show your enthusiasm for the job, your knowledge and experience, and your commitment to the company. Doing so will help you make a strong impression and increase your chances of success in the job interview.


What makes a good employee quit?

Often Jobs fail relationship growth between employees and employer

It is really tough to hold on to good employees, but it’s not impossible to be done. What makes a good employe quit? Many of the mistakes that companies make can easily be avoided. When you do make mistakes, your best employees are the first to go, because they have the most options available. Many jobs fail relationship growth between employees and employer.

If you can’t keep your best employees properly engaged, you can’t keep your best employees. While this should be common sense, it isn’t common enough. When you lose good employees, they don’t disengage all at once. Instead, their interest in their jobs slowly dissipates. Like dying stars, star employees slowly lose their motivation for their jobs.

Losing a good employee is a terrible thing. There’s the expense of finding, on boarding, and training a replacement. There’s the uncertainty of how a new employee will work out. There’s also the hardship on the rest of your staff until the position can be filled.

In order to prevent your best employees quite and to retain top talent, companies and managers must understand what they’re doing that contributes to this slow die away. Those wrong practices are the worst offenders, and they must be abolished if you’re going to hang on to good employees.

  • Over stressed with work.

Some periods of stress and feeling overwhelmed come with most jobs, but nothing burns out great employees faster than overwork. And often it’s the best employees, the most capable and committed; the most trusted who is overloaded with all the work. If they find themselves constantly taking on more and more, especially in the absence of recognition such as promotions and raises, they come to feel they have been taken advantage of or exploited.

  • Not satisfied with compensation.

Nobody will work for free or stay in an organization which doesn’t offer a satisfying remuneration together with a good package of additional benefits. Hence paying your employees in accordance to the amount of work they do is one of the most basic things you should do. Without offering promotions and deserved raises in their salary, you cannot expect high performing employees to stay for the same amount of compensation for long period.

  • Overlook performing employees

When an organization values its bottom line employees more than its performers, the best employees go elsewhere, leaving behind those who are too mediocre or apathetic to find a better position. The result is a culture of underperformance, low morale, and even disciplinary issues. Of course, things like profit, output, turnover, pleasing stakeholders, and productivity are important but success ultimately depends on the best employees who do the work.

  • Not appreciated or recognized

Even the most selfless people want to be recognized and rewarded for a job well done. It is a human nature. When you fail to recognize employees, you’re not only failing to motivate them but also missing out on the most effective way to reinforce great performance. Even if you don’t have the budget for raises or bonus, there are lots of low-cost ways to provide recognition–and a word of appreciation is free. People won’t care if they don’t feel noticed. Some words of praise every now and then are needed, so that employees can feel respected and perform even better at their job.

  • Lack of trust

If employees see their employer or top line dealing unethically with vendors, dishonest to stakeholders, cheating clients, or failing to keep your word, the best and most principled of them will leave. The rest, even worse, will stay behind and follow their top line.

Building a respectful relationship between the employer and the employee is important in order for a successful collaboration to happen. Working in a workplace where the managers are full of doubts about whether you are doing your job and also questioning your performance is not a situation an employee would wish to be in.

  • Lack of motivation and engagement.

Another reason for leaving a job, closely behind the compensation, is the lack of motivation and engagement at the workplace. Employees may have intrinsic motivation and be passionate about the job all the time. However, if managers do not try to do something to provide extra motivation, the employees may feel they are stagnating or even feel bored which is the last thing that should happen. An engaged employee is a happy employee.

  • No growth.

Employees don’t want to think they’re locked into a groove and will come to the same place and do the same thing every day as long as he or she is in this organization. Employees want to feel that they’re still moving forward and growing in their professional life. They want to have something to aspire to. If there’s no career ladder or structure for advancement, they know they’ll need to seek it somewhere else. In the meantime, they’re far more likely to be bored, unhappy, and resentful–things that affect performance and the entire team’s morale.

  • No learning environment.

What employees need at the workplace is the ability to continually learn and upgrade themselves professionally. The ability to grow, climb the career ladder, obtain new skills and be better at what they do over time is what every employee would like. However, some workplaces do not offer them much learning opportunity and because of that, employees lose the motivation to work and do not see any future for themselves in the company they currently work for.

  • Different mindset of coworkers

We may all like our friends more than we like our colleagues, but the truth is that our colleagues are those with whom we spend most of our day. Once someone has chosen to accept a job at a given company, they have automatically and indirectly chosen their colleagues as well. They might love their job, but coping with the different mindset of their coworkers could be an issue that cannot be fixed. By making the right decisions while hiring, you wouldn’t like to see your best employees leave because of the others.

Matter of Concern:

Lastly managers tend to believe turnover is the main problems of everything under the sun while ignoring the root cause of the matter. They should also accept the fact that employees don’t leave jobs; they leave their managers.

There may be many other reasons or mistakes that cause great employees to leave. Please share your thoughts in the comments section below, as this will help me to learn much from you as you do from me.


Career Development : Skill Development

Skill Development means developing yourself and your skill sets to add value for the organization and for your own career development. Fostering an attitude of appreciation for lifelong learning is the key to workplace success. Continuously learning and developing one’s skills requires identifying the skills needed for uplifting your Career, and then successfully seeking out trainings or on-the-job opportunities for developing those skills.

Developing your skills begins with assessing which skills are important for your desired career development. Now how to self access your career skill in an organisation, You can follow these steps :

  1. Identify your career goals: Before you can assess your own career skills, you need to have a clear understanding of your career goals. Think about the type of role you want to have, the type of organization you want to work for, and the areas of expertise you want to develop.
  2. Assess your current skills: Take some time to review your current skills. Think about the areas you excel in and the areas you need to improve. Make a list of your strengths and weaknesses and think about how you can use your skills to help you achieve your career goals.
  3. Seek feedback from colleagues: Ask colleagues or mentors for honest feedback on your skills. Ask them what they think you do well and what areas you need to work on. Use this feedback to help you identify areas you need to improve.
  4. Use online resources: Take advantage of online resources such as online courses and online job postings to get an idea of the type of skills employers are looking for. This can help you identify areas where you need to develop your skills.
  5. Take action: Once you’ve identified your strengths and weaknesses, you need to take action. If there are skills you need to develop, make a plan to write more, take a course, attend workshops, or seek out mentors who can help you hone your skills.

You can also speak with your supervisor or manager and other career mentors to identify the types of skills that will help move you forward in your career.

Your development should follow the 70-20-10 rule:

70% of your development should come from on-the-job activities and action learning. This can include development experiences like managing a project, serving on a cross-functional team, taking on a new task, job shadowing, job rotation, etc.

20% of your development should come from interactions with others. This includes having a mentor, being a mentor, coaching, participating in communities of practice, serving as a leader in a staff organization, etc.

10% of your development should come from training, including classes, seminars, webinars, podcasts, conferences, etc.

Once you have identified the skills you need to develop to achieve your career goals, your next step is identifying how you will develop your skills. The two main avenues for developing your skills are through the following:

1. Education and Training :

Education and training for skill development are essential for individuals to acquire the knowledge and abilities they need to succeed in their chosen career. Education and training can be provided in a variety of ways, including formal and informal settings.

Formal education and training involve taking classes in a structured learning environment, such as a college, university, or technical school. These courses provide students with the skills and knowledge they need to become proficient in their chosen field. In addition to classroom instruction, students may also participate in hands-on learning activities, such as internships or on-the-job training.

Informal education and training involve gaining knowledge and skills through self-directed learning. This type of education and training can involve reading books, taking online courses, attending conferences, and participating in workshops. Learning through self-directed methods can help individuals acquire the skills they need to stay up-to-date with current trends and technologies.

The type of education and training needed for skill development varies from individual to individual. For example, someone who wants to become a computer programmer may need to pursue a degree in computer science, while someone who wants to become a web designer may need to take classes in graphic design and coding.

In addition to formal and informal education and training, there are other ways to develop skills. Professional development courses, such as seminars and workshops, can help individuals gain the knowledge and skills they need to succeed.

Networking is also a great way to build skills and make connections within a specific field. Finally, self-directed learning can be a great way to supplement formal education and training. By taking the initiative to stay up-to-date on trends and technologies, individuals can gain valuable skills that improve their job prospects and career advancement.

2. Developmental Experience :

Employees can develop their skills through developmental experiences in an organization. Developmental experiences provide the opportunity to learn and refine the skills necessary to succeed in a particular job or role. These experiences could include on-the-job training, mentoring, job rotations, or attending professional seminars or workshops.

On-the-job training is one of the most common ways to develop skills. This type of training involves working directly with a supervisor or mentor to learn the skills needed for a particular job or role. For example, a supervisor may assign an employee to work on a project that requires specific skills. Through direct instruction and practice, the employee can learn and refine the skills necessary to complete the project.

Mentoring is another way to develop skills. In a mentoring relationship, an experienced mentor provides guidance and advice to a less experienced employee. This type of relationship fosters an environment of learning and personal growth, which can help an employee develop the skills needed to excel in their job.

Job rotations are another type of developmental experience that involve rotating employees between different departments or roles within the organization. This type of experience gives the employee an opportunity to learn different skills and gain a better understanding of how the organization works.


Motivation gets killed at work, How?

Role of Motivation

When employees are motivated, they are excited to show up to work every day and contribute. They’ll help their coworkers when it’s needed. They’ll brainstorm new ideas and routinely go above and beyond. Here career motivation work round the clock for the employees to achive their goals.

When they’re not motivated, it’s a whole different story. Work becomes dreadful, and they only do the bare minimum just so they can keep their jobs.

Successful companies are built on the backs of motivated employees. Conversely, organizations staffed by unmotivated employees likely won’t stick around that much longer. That being the case, let’s take a look at six common factors that kill employee motivation:

A lack of professional development opportunities

Many of today’s workers — especially millennials — are extremely interested in opportunities to grow as professionals and advance in their careers. Yet many employees still believe that their organizations don’t offer adequate opportunities for professional development. If an employee feels like they are stuck in a dead-end job, doing the same routine and tasks day in and day out, they won’t exactly be inspired to take initiative.

Toxic coworkers and a toxic culture

When workers get along with their colleagues and love company culture, they’re happy and engaged. When they hate their coworkers and loathe their company’s toxic culture, they tune out.

Too many unproductive meetings

Are your employees going from one meeting to the next? If your company has a ton of unproductive meetings — and meetings about meetings — there’s a good chance your employees are becoming increasingly unmotivated.

Terrible leadership and management

Employees will work hard when their bosses are great leaders with clear visions and enviable work ethics. When managers are hypocritical and seem to not really know what they’re doing, it’s a whole different story.

Companies cannot be successful if they’re managed by unskilled people who don’t lead by example. When you promote folks who don’t deserve it into managerial roles, employee motivation can disintegrate overnight.

Employee feedback is never requested

Many employees still feels that they are not valued at their job. No matter what kind of worker you are, odds are you like it when people listen to what you’re saying and ask for your input on important decisions. Your employees are no different. They put in as many hours as you do. Because they have different roles, they have different ideas — some of which may be truly game-changing.

If you never ask your employees what they think about new proposals or initiatives, they won’t be encouraged or feel any ownership of what they do every day.

The absence of transparency

If you’ve ever worked for a company which made a major decision that completely blindsided almost everyone, you know how cheated you can feel when an organization lacks transparency. Of course, companies aren’t expected to keep all of their employees in the loop regarding every little thing that’s on the horizon. But when management operates in secrecy and doesn’t keep employees looped in on major decisions, motivation is killed.

If your company is guilty of any of the above, take immediate steps to change the behavior. Otherwise, you won’t be able to reach your full potential. It’s that simple.