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interview tips

21 Awesome Interview Tips, Stupid

  1. If your resume is more than 2 pages long, it better be in hard cover and authored by Dan Brown or James Patterson!
  2. Please don’t fill your resume with fluffy sales revenue numbers. If I don’t know your industry, I don’t care. If I know your industry, then I’m not impressed.
  3. Writing a paragraph about your “qualifications” that aren’t licenses or certifications is the same as using 26 font and a half page title when you wrote papers in 11th grade English class… and it reads the same way!
  4. Adjectives are not Key Words.
  5. When you tell me you are a “relationship builder,” you are really telling me that you don’t like to prospect.
  6. When you tell me how much of a “closer” you are, you are really telling me that you don’t like to prospect.
  7. If you use Social Media as a replacement to cold calling, you are lazy. If you don’t use Social Media as a supplement to cold calling, you are stupid.
  8. If you no-call, no-show for an interview, you are not only wasting my time but you are taking someone else’s opportunity from them. Karma’s a b***h. Just sayin’.  
  9. If you are going to be late to an interview, just keep driving and be really early for your next one because you aren’t getting this job!
  10. Your boy band called, they want their 5 o’clock shadow back. Shave for an interview!
  11. If I’m not important enough to bring your resume to a job interview, then you are not important enough for me to care what’s on it.
  12. If you don’t bring your resume to a job interview, I am just going to make stuff up.
  13. Unless that phone call is the job offer you really wanted, then leave your phone in the car because you won’t be getting this job!
  14. If you put your phone or car keys on my desk I am just going to assume they are mine and begin to thumb through your photos.
  15. Name dropping on an interview is a great way to help me remember later that I didn’t like you.
  16. If you don’t wear a tie to a job interview I am just going to assume that’s a noose around your neck because you just hung yourself.
  17. When asked what you are looking for, let’s just assume that I know you want a “Stable company with growth opportunity.” It pretty much goes without saying that you don’t want a big glass ceiling at a company that will probably go out of business and fail to pay you commissions.
  18. We don’t hire managers. We promote them.
  19. Ladies, I’ll never assume to know how to tell a woman to dress but if you wear it to a club, don’t wear it to an interview.
  20. If more than 3 girls in the office will stare daggers at you when you walk in, don’t wear it to an interview.
  21. If your first question to me is “What is the salary?” then the answer will be NOTHING because you aren’t getting hired.  

– Nick Klingensmith, Director of Sales & Personnel Development
Follow me @theBGexperience

Click Here for more information on Careers with BlueGrace Logistics.

The BG Experience: Hire People, Not Resumes

I read several hundred resumes per week and effectively get my fiction fix from there. Well, science fiction, really. Resumes, especially sales resumes are portraits of creative writing containing lots of unverifiable accomplishments and vast numbers that are not really quantifiable or relevant to anything. Resumes should really be nothing more than talking points for interviews. They tell you little about a person’s work history and even less about them as a person. What has allowed us to be successful in our hiring practices and building the exciting, fun, and largely successful organization that we have is by hiring people, not resumes. Find the right person and then train them how to do the job.

In my recent Blogs, Awesomeness and , I discuss the types of individuals we look to drive and promote our culture. We hire who we want to be. We use multiple people to interview or interact with candidates and are looking for people with the following personal characteristics:

  • Caring
  • Smart
  • bluegrace employees | hiring tips | interview tipsFun
  • Internal Locus
  • Humble
  • Confident
  • Passionate
  • Competitive
  • Not Afraid
  • Growth Driven
  • Tad Bit Odd
  • Pack minded
  • Communicates Well
  • Tolerant

So how can you identify these qualities in a person? Ask us for “theBGexperience&rdquo interview questions & techniques. Decide upon your mission, your vision, your values and the company culture you want. Then look for the individuals to help you accomplish this end. We strive for things such as innovation and speed to market. We strive to offer OMG Customer Service. We want to make money. We want to dominate the globe. While of course we operate with the end in mind, we hire people at the core for who they are and treat them as the very foundation of everything we want to be. You are only as good as the people you surround yourself with.

– Nick Klingensmith, Director of Sales Development

Choosing the Candidate that Best Fits Your Company

Filling an open position in a company is not simply a matter of identifying someone with the right educational degree or technical ability.  Less obvious are things like social skills, workplace demeanor and communication style.  In the long run, character and chemistry are just as important as capability in building a successful team.  The bottom line is finding the right combination of skills and sensibility to deliver results while collaborating on larger collective challenges

-Jerry Morris, Human Resources 

choosing candidates | hiring tips | human resources