Even the candidate can be conscious of these visible signs.
With Amanda it was none of the above. It was Blotching:

blotch (blch)
n.
1. A spot or blot; a splotch.
2. A discoloration on the skin; a blemish.

In an interview it's the slow creeping of redness that spreads over the candidate's Neck, Face and/or Arms.

Now don't get the wrong idea; I have never failed to offer a person the job because they went Blotchy. I have hired some terrific Blotchers in my time at the desk. Many of them went on to higher positions of Leadership and Success. My observation is to make sure that you consider this question before the interview. Are you a Blotcher?

Let's say you are. How do you know? Was there someone who cared enough about you to tell you at some point and time? You may have found this out by simply looking in the mirror during or after a stressful situation. It has to do with what's called your "sympathetic nervous system", which over reacts when you're in an anxious situation.

How do you fix this reaction?

There is quite a bit of information on the web for ways to combat this condition. Some Medical Forums will even suggest a form of medical treatment called, ETS (Endoscopic Transthoracic Sympathicotomy). I don't recommend you go this far in order to "get the job".

There are books and articles you can read for tips. I suggest "Coping with Blushing" by Dr Robert Edelmann (Sheldon Press).

Easiest tip I can give you is to wear clothing that does not reveal as much of your skin - cover your arms and make sure your shirts go up to your neckline (turtlenecks are not necessarily suggested).

When a candidate starts turning color in one of my interviews I don't feel uncomfortable anymore, but the truth is that there are some Staffing and Employment Professionals that do get uncomfortable when a candidate starts to Blotch.

Amanda is most likely going to be offered the position. Her skills are strong, she has a great work history and her personality is positive and pleasant. A good interviewer will get past the nervous reaction ...but you should probably cover up just in case!

See you next time,

After The Interview

Good Grades Do Count


CANDIDATE: Jeff
POSITION: Financial Analyst

I see it way too often now. I have just completed another dynamic interview with a "newly graduated" college student. His interview was very strong on the following areas:

• Great Communication Skills


• Eye to Eye Contact


• Clear Goals and Plans


• Understands the Industry he is pursuing


• Has Real World Experience
  
  

...so what's the problem?

It's Simple: GRADES

For all of the positions that directly use the Accounting and Finance Skills obtained in College, the hiring manager requires a copy of the candidate's Transcripts.

Why?

For one open position in this area I will receive as many as 50 Resumes for consideration. Using the 10-3-1 Formula of the Recruiter, that means that I will interview 16 of the 50 candidates and then end up hiring 1 of the 16 interviewed. What it boils down to is a Skill-to-Skill comparison for the final 16. Basically when all things are equal the manager will compare the grades obtained for the related Accounting and Finance Classes.

Do I believe that this is the best way to determine the right candidate?

The truth is that the candidate with the "Best Grades" is not always the best candidate. I personally can never put myself in this category; but, I have to be honest in telling you that I have not received job offers in the past due to my grades in school.

Bottom Line: It is a factor. I have argued with the hiring manager many times to never use the candidate's grades as a "litmus test", but I can't deny that when all of the qualifications are on the table and a manager has to make a decision the overall grade point average of a candidate can be the "tie breaker" or the talent that makes the decision.

Keep up the Good Grades!!

See you back here again, After The Interview

copyright 2007 Human Dimensions of Michigan