“You cannot climb the ladder of success dressed in the costume of failure.”
~ Zig Ziglar ~
Client Bart Asks: I have a couple of job interviews coming up next week. A friend told me I ought to invest in a whole new wardrobe, including an expensive looking watch. I’m a pretty casual, laid-back guy. I’d feel almost like a phony in a three-piece suit and a Rolex watch. What should I do? Can the wrong clothes truly hurt my chances of getting hired?
Coach Joel Answers: It’s an old cliché, but it’s true—you never get a second chance to make a first impression. However, that doesn’t necessarily mean a three piece suit and a Rolex. Let’s talk about how you want to be perceived by your interviewers.
Before a job interview, I advise my clients to write down three adjectives to describe how they want to be perceived. For example, one client listed “professional,” “experienced” and “energetic.”
Everything you say or do during the interview should reinforce the adjectives you choose, including every aspect of your appearance. This includes your shoes, your belt, your haircut. And, yes, even your watch.
When the employer meets you, they are judging the first thing they see and that’s your personal appearance. It’s extremely important that you don’t do anything that would undermine how you are perceived. So before you start planning your wardrobe, you need to consider the company and its culture. For example, many high-tech and entertainment companies pride themselves on a dress code that’s casual and laid back. They have an “almost anything goes” rule. That being said, you should still choose something just a cut above what’s customary for that company. If jeans are the order of the day, choose casual slacks and an open collar shirt. A three piece suit and tie would be overkill and would let the interviewer know you hadn’t done your homework.
On the other hand, if you’re interviewing with a bank or a stock brokerage, wear a suit even if you know your job is going to be in a back room somewhere. It’s always easy to scale down after you have the job, but scaling up after that first impression could be difficult.
As you role play the interview in your mind, here are some tips on how to dress for success during your job interview:
- Start with a smile and a firm handshake. Practice with a friend if you need to.
- Avoid wearing anything that attracts too much attention. No jangling bracelets or day-glo t-shirts.
- Men should consider having a clean shaven face.
- Minimize the amount of skin you’re showing. No tank tops or mini-skirts.
- Eliminate unusual hairstyles. Avoid pink or green hair dyes.
- Cover or remove tattoos and extensive body piercings.
- Leave off cologne or perfume. Many people have allergies to these products and some companies have a policy that prohibits them.
- Make sure your teeth are brushed and your mouth is fresh, but don’t chew gum or candy during an interview.
Remember, when you go for an interview, you’re marketing a product—that’s you. You are expressing your personal brand, telling your prospective employer who you are and what you’ll bring to the company. You may only be there for a few minutes—make them count.
If you’re in the job market you need an interviewing game plan. Before your next interview, put together a couple of outfits that are both low-key and impressive. Borrow accessories from a friend, if you need to. Dress for success!
Talkback: Have you ever been in an interview situation where you felt you could have been better dressed? Do you think it kept you from being hired? What would you do differently next time? Share your story here.
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“Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do that.”
Client Charles Asks: I have a real problem with attrition. I ask my team if there’s anything wrong. They all say everything is fine. But then then resign and leave for another job. The cost of training new hires is just killing me. I have to find out how to retain my employees. Can you help?
Coach Joel Answers: Charlie, I’m pleased that you have several things right. You are aware of the high cost of replacing good workers. Not just the cost of hiring and training, but also the cost of lost productivity while the new employees learn.
And you are looking for a real solution to the problem of employee retention. It’s often hard for employees to feel free to open up about a problem. Here are some reasons workers might not be free to share concerns or problems with the company.
The company culture does not encourage free speaking. It might be that any criticism of the company is met with repression.
- The boss may not really encourage criticism or negativity. If employees have an issue with the leadership style of the boss, it’s unlikely they will be forthcoming with reasons why they are leaving.
- Co-workers or other leaders may be caustic and unhealthy for workers and it’s easier to leave than try to change the system.
Charles, since you have not had success with asking your employees for honest feedback, try asking those that are leaving. Many companies have success with a survey about employee retention after their resignation.
Here are some ways to do that.
1. Create a written survey. First, you want to set a program in place. You can’t just say, “Jack, on your way out the door, do you want to tell me why you’re going?” Talk to HR. Make a list of questions you’d like answered. You want your questions to be easy to answer and to invite an honest response. They might be something like this.
- What motivated you to seek a different job?
- What elements of our company or team could be improved upon?
- What changes might have encouraged you to stay?
- If you had been the manager, what would you have done differently?
- What three (or more) things would you recommend to create happier employees?
2. Hold an exit interview. Second, after the resignation, you need to structure time for an exit interview. I would recommend giving the employee the retention survey before meeting with him.
And I suggest reviewing it and having a little time between seeing the survey and talking to the employee. Criticism is always tough to take. Your initial reaction will likely be defensive. This is not productive.
If you want to solve your retention problem, you need to find out why your employees are resigning. The purpose of this exit interview is to find out more. Do the answers to the survey leave you needing more information?
Suppose Jack says, “Everyone was so negative” Wouldn’t you like to know who “everyone” is and how that negativity was demonstrated?
3. Collate results. Just because Jack says it, doesn’t mean it’s true. But if several of your departing employees mention a problem, you have some answers to your retention problem.
Charles, you will not solve this problem overnight. But if you survey employees about their retention after their resignation, you are more likely to get truthful answers. Even if the results are uncomfortable, you have a starting point to change and improve.
Are you struggling with employee retention? Executive coaching can change organizational dynamics and make great changes in productivity. Contact Joel to see if coaching might be an answer to your team’s attrition.
Talkback: Have you ever used a survey for employees after their resignation? How has it helped you to retain your workers?
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“You have to learn the rules of the game. And then you have to play better than anyone else.”
~ Albert Einstein ~
Want to Get Ahead?
Make the Transition with a Personal Business Coach
Has there ever been a time in your career when someone else got promoted and you wondered what they did to get there? And more importantly, did you ask yourself, “Why wasn’t that person me?”
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