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DOWNLOA Six ways to shoot yourself in the foot during an IT job interview

By JodyGilbert ·

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That should do it

by Tony Hopkinson In reply to I'd say probably say the ...

Do the birds in reception ....

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actually in reception

by jck In reply to That should do it

if the receptionist is really hot...start telling her what you want to do to her in the stairwell after the interview.

At worst, you don't get the job and get rejected.

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Nothing new here

by cln In reply to DOWNLOAD: Six ways to sho ...

I didn't gain anything new or read anything that isn't simply common sense, from this article, although I know strange and unexpected things do occur in interviews. Answering a cell phone? That would definitely put someone OFF!
As far as thank you/follow up notes, I received one once, and didn't quite know what to make of it. It seems almost like "sucking up" to me. Being polite is very important, however I don't see a thank you note as necessary or helpful. Of course the person took the time to interview you, they're trying to fill the position! Anyone else - are you influenced by thank you notes?

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We're hiring and its been interesting

by Lwood In reply to DOWNLOAD: Six ways to sho ...

The job market remains tough.

What I see - we have many many people applying for a PC/POS technician that are way over qualified. Of course they will get no attention from me simply because there will always be the fear that the person will move on at the earliest opportunity. Other things I see are those that think their going to get big bucks early in their IT career. Give me a break - why would we pay you 40k+ or more when the very experienced will work for that. Look for career growth through the technology and size of environment you'd be working with-if the future isn't open at our company then we have no qualms about you moving on in 24-36 months. In the interim, you would be exposed to a large enterprise network, which speaks volumes on your resume as opposed to...MCSE. Now if you had the MCSE and worked for us for three would be ready for Admin level III in no time.

Happily employed and hoping not to play musical chairs anytime soon....LL

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by apotheon In reply to We're hiring and its been ...

I'm a little disappointed to see yet another hiring manager turn down applicants for being "overqualified". The way to handle highly qualified people is not to turn them away, consigning them to the bread lines because they know more than the pimply-faced dishwasher you'll hire today and fire next week for sleeping on the job. Rather than mistreating the highly experienced in this manner, try hiring them with the idea in mind that they may prove a valuable resource later on when you have need of such a person somewhere else within the company.

Do you really intend only to hire people who will be content to work a $15k/yr job for the next twenty years with no ambition, no desire to learn more, and no enthusiasm for the field? Someone that learns quickly and advances is filling roles in the company in exactly the same manner as someone that already knows what is needed to move up in the company. Unless your intent is to hire someone you can keep oppressed in a low-paying scutwork dead-end job for the next decade without having to worry that they'll grow a spine and leave, you should take another look at those "overqualified" candidates that have a lot to offer your company. If mistreating your employees is what you intend to do, though, you're doing them a favor by not hiring them. I only wish you'd do the inexperienced guys the same favor: they don't deserve to be treated like fecal discharge any more than experienced, knowledgeable professionals do.

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Magoo Level Myopia

by Tony Hopkinson In reply to We're hiring and its been ...

A common affliction in management.
Why don't you ask them why they are applying ?
They've gone to a lot of trouble, shouldn't you at least do them that courtesy ?
They'll fit in better, they are less of a gamble. They have bucket loads of experience to pass on to the up and comings. They'll increase your productivity dramatically. Your only qualm is that they might want to move on, but would you employ a more junior candidate who did not IF they worked out ?
A solid experienced pro who is happy to stay at the level they are at is an enormous bonus in a team.
I've been a senior/lead developer for the last ten years. I've no desire to become a manager, as I like getting my hands dirty. This doesn't mean I have no ambition, but that it is simply task as opposed to promotion oriented.

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Good Responses - Tony & Apotheon

by j.lupo In reply to Magoo Level Myopia

There are times that someone very experienced was promoted to management and found that it wasn't for them. They might want to go back "down the ladder" instead of up. An IT manager should (in my humble opinion) never exclude someone because they appear "overqualified".

I was actually asked about that in an interview I had a few years ago. The manager felt I would be bored with the position, I gave specific reasons why 1. I was interested in the position, 2. why that company, and 3. what would keep me motivated. I got the job and it was great until the company was sold.

The point is, give the candidate a chance. Observer their body language and their answer carefully, then decide.

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Guy got right up my nose

by Tony Hopkinson In reply to Good Responses - Tony & A ...

But I've trained myself to be tactful for the odd occasion when they make a 'mistake' and interview me anyway.
Slave over your cv, research the company and some supercillious twit bins your cv without even the courtesy of exercising a minimum number of brain cells on what's meant to be an important part of their job.
Hmmm guess he won't be considering employing me now.
Big Loss

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by apotheon In reply to Good Responses - Tony & A ...

I do try.

That discussion of dismissing "overqualified" applicants out of hand just "got up my nose", as Tony put it. It ranks right up there with someone that thinks damaged credit ratings are equivalent to a security risk, or that three years experience is "entry level". There are a great many very asinine myths held sacred by HR personnel the world over that seriously need to be deflated and expunged.

This sort of thing is the reason that most knowledgeable advice-givers for jobhunting always recommend that you go over the HR people's heads when possible.

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Right On, Apotheon

by chaos_disorder In reply to thanks

To Tony and Apotheon, you guys nailed it. The HR guy who posted about immediately dismissing overqualified candidates would never work for me, and if he did, he wouldn't last long. Fact is, there is no more company loyalty these days, in either direction. People have to do what's best for their families because companies will show you the door the minute you're no longer necessary or affecting the bigwigs' bottom line. As you stated, you never know how a candidate can contribute in ways other than what is outlined in the job description. In fact, in my cover letter, there's a paragraph where I specifically state what skills I have outside of what the job calls for, and state that although they're not necessary for that particular job, they may be very useful to that company in the future. It's frustrating seeing so many talented colleagues and friends struggle to find even the most basic IT work when outdated, archaic HR people like "Mr. Overqualified" still hold power over hiring.

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