Bosses and workers reveal those job interview gaffes that won’t get you on the payroll

We all know there are a million ways to make sure your job interview runs smoothly: Turn up on time, dress smartly, and be polite to the interviewers. But there are just as many ways to wreck your chances as well.

A nationwide workplace law consultancy has asked both managers and employees about the mistakes they’ve witnessed that guaranteed the interview would end badly, and was shocked at the ways even well-qualified candidates managed to ruin their chances.

Yorkshire-based Protecting.co.uk heard a tidal wave of tales of rude and over-confident interviewees, bizarre behaviour, as well as questions that bordered on the offensive.

“A job interview is a huge moment in a person’s life, and it’s only natural that nerves get the better of some,” says Protecting spokesperson Mark Hall. “But that doesn’t even come close to the shocking behaviour displayed by job hopefuls we’ve heard running this survey.”

Protecting.co.uk spoke in confidence to both managers who had interviewed prospective job candidates, as well as employees who had experienced cringeworthy moments in their own interviews. Here are ten of the best:

• “I asked the traditional ‘Would you like a drink of water?’ question to start things off, and he took this as the cue to start eating his packed lunch. He was civil enough to offer me a crisp, which I politely declined.”

• “We were interviewing for a senior sales post, and I genuinely had to ask one cocky guy if he’d brought enough chewing gum for the whole interview panel. It turns out he had.”

• “It’s an old favourite, but candidates still ask how much sick leave they’re allowed in a year. That immediately puts the word ‘skiver’ into my head. Don’t ask, unless you’re going to be open and honest about a long-term illness.”

• “I was going for a whole load of jobs at the same time. I sat down in front of the boss and asked ‘Which one are you again?’ He said ‘If you don’t know, you’re in the wrong place’, and that was the end of that.”

• “Seriously, don’t bring your parents along to the interview, no matter how junior the position. You’re a grown-up now, and you’re going to have to speak for yourself. And if you think I’m joking, this has happened on at least three occasions while I’ve been on a board.”

• “I managed to insult the company’s main trading partners in my interview by calling them ‘rank amateurs and con merchants’, something I would have known if I had done the tiniest bit of research first. The worst part was that I was trying to join the sales department, and I would have dealt with them every single day. Do your research!”

• “Here’s a few tips from your future boss. Don’t call me ‘mate’, and don’t try to fist-bump me when I offer my hand.”

• “Don’t lie about your expertise. We’re the experts, and we’ll find you out in about five seconds flat if you’re lying. As a manager, I’d much rather take on somebody who’s honest about not knowing everything but is willing to learn. I’d never take on a liar.”

• One of the standard questions is ‘Where do you see yourself in a year’s time?’ One young lady said ‘Marrying my manager’. I was flattered, but my current wife would not have been impressed.”

• “I started an argument about politics in a job interview. So here’s my tip: Never start an argument when you go for an interview, as they’ve got big scary security guards to escort you out of the building. They also seemed to have a panic button – not the best day of my life.”

Protecting.co.uk ‘s Mark Hall says that these job interview horror stories can easily be avoided with a little bit of research and a little bit of common sense. However, while poor behaviour in the interview room usually ends with a rejection letter, there’s a growing fear that spurned candidates may try to follow this up through legal channels if they think they’ve been treated unfairly.

“Managers live in fear of being accused of discrimination when interviewing for a new employee, to the point that some even record the occasion just in case there’s any comeback,” says Hall.

He says that while most companies take steps to avoid this outcome, it’s nearly impossible to filter out all prospective claimants, no matter how careful and diligent they are.

“The nightmare job interview is now seen as one of life’s hazards when it comes to managing people,” Hall says, “The best thing is for both parties to laugh it off and learn from their mistakes.”

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‘Work your proper hours day’ falls on February 26thand is a day to encourage workers who regularly work unpaid overtime to take a full lunch break and leave on time, giving them a chance to reflect on their work-life balance.

Janice Haddon, MD of Morgan Redwood and Thrive in Life 360, is a qualified coach with over 25 years’ experience in strategic and operational human resources and management consultancy. She commented: “According to analysis by the TUC, in 2014 employees completed nearly 32 billion pound’s worth of free work thanks to unpaid overtime. That’s a staggering statistic, and one that just goes to highlight how many of us are often putting more into our working life than we’re taking out of it. I am an advocate of successful business and high performance and some of us enjoy putting in the extra time. If you are doing it because you are stressed out or too scared not to then it is time to reconsider. It’s essential that we strike the right balance if we’re to live life to the full and keep a healthy hold on our wellbeing.”

Janice’s top tips on how to establish the right work-life balance are…

1. Be fully present with the task/person at hand. Too much time thinking about other things is when thinking and decision making loses clarity and focus.
2. Develop communication and engagement skills. A lack of interest in people, will cause relationship breakdown.
3. Write a ‘to do list’. Holding it all in your head overloads the brain and depletes resources needed for clear thinking.
4. Be organised and develop time management skills. Check emails at certain times. Dipping in and out of your inbox is distracting and increases work timescales.
5. Exercise. A brisk walk at lunchtime will raise endorphin levels, the body’s natural happy hormones, and will help counter balance any stress chemicals.
6. Drink water and eat a healthy balanced diet. Caffeine and sugar provide an instant energy surge followed by a crash. Replace the chocolate bars and coffee with a handful of nuts and herbal or green tea. Everything in moderation is key!
7. Make time for family and friends, laughter and fun. Find hobbies and interests to help with switching off from the ‘to do list’.
8. Rest and relaxation are essential for us to recharge. The body heals and regenerates when we sleep so make sure to get 7 to 8 hours in a night.

Janice Haddon concluded: “The steps to take are simple ones, but sticking to them is essential. If making changes in all of those areas feels overwhelming, then go for  one or two to help improve some aspects of your life. When you have those nailed you can work on other aspects. If you want to see genuine change, follow the tips and you’ll reap the wellbeing rewards.”

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London, UK – February 8, 2016: Thirty per cent of HR experts believe improvement is needed to better align learning and development (L&D) with business objectives, a new survey from Rosetta Stone and the CPD Standards Office reveals. It shows that while 90 per cent of businesses recognise the need for professional development and training, it’s not always provided; 27 per cent of HR decision makers admit they don’t offer it but acknowledge that they should.

The survey of 100 UK HR experts, conducted for Rosetta Stone and the CPD Standards Office by Vanson Bourne, discovered that 87 per cent of respondents believe that one benefit of a structured training programme is skills development for employees, and 71 per cent of respondents believe employees feel more confident about their work. In response to the increasing globalisation of business, 60 per cent of respondents whose organisations offer professional development and training also offer language training with over a third (35 per cent) offering it as a CPD discipline.

Donavan Whyte, Rosetta Stone’s VP EMEA Enterprise & Education says: “In order for businesses to succeed and grow, HR departments need to make informed decisions on the optimal way to support development within their organisations. This means evaluating the skills gap and strategically aligning training with business objectives. Our survey results show that there is clear support for structured and strategically aligned training.”

On-the-job experiential learning has gathered support in recent years with the 70:20:10 concept for training suggesting that 70 per cent of learning comes through experience, 20 per cent from social learning and only 10 per cent through formal learning approaches. Valuable though on-the-job learning is, these survey results challenge training approaches that rely heavily on unstructured training methods and reveal strong backing for structured training. This can be as part of a hybrid method of training techniques that include digital-based learning.
In previous research, Rosetta Stone found that two-thirds of executives agreed the future of language training lies in e-learning with 82 per cent using a blended learning method of training delivery in their workplace.

Amanda Rosewarne, Director of CPD Accreditation and Research at the CPD Standards Office adds: “A CPD led approach to language learning can improve an individual’s career prospects, provide greater work engagement and create a wider scope of learning possibilities. Language learning will continue to become a cornerstone within organisations’ training budgets, as well as formally recognised CPD activities within regulatory environments.”

A summary of the key findings follows:
• Thirty per cent of HR experts say learning and development needs to be better aligned with business objectives;
• 63 per cent of organisations offer professional development and training while almost one in three (27 per cent) don’t but realise they should;
• Three-quarters of organisations that offer training and development take a structured approach, offering CPD;
• Smaller organisations are more likely to offer development and training – 83 per cent of organisations with between 501 and 1,000 employees said they do. However when it comes to CPD, medium-sized organisations (1,001-3,000 employees) – which ranked lowest in offering professional development and training in general – came out on top;
• In contrast to the experiential learning ethos of 70:20:10, 100 per cent of those surveyed that offer professional development and training believe that a structured training programme has benefits;
• With the increasing globalisation of business, six out of 10 businesses recognise the importance of languages through training, with just over one-third offering it as a CPD discipline.

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Acorn’s Construction Division has joined forces with Y Prentis to develop ‘In-site’, a forum for future construction skills, and are holding a launch event, supported by the Celtic Manor Resort, which will bring together major industry stakeholders and contractors.

The launch event is being held on 4th February in a bid to highlight challenges within the sector, including spiralling wages and late project delivery. The first forum will provide like-minded construction figures with the opportunity to discuss potential solutions and collaborations.

Marc Jones, Operations Manager of Acorn’s specialist construction, mechanical and electrical division, said: “the skills crisis within the construction industry is already causing some of the UK’s major contractors to decline the opportunity to tender for certain sizeable projects. With nearly a dozen major construction projects on the horizon within South East Wales alone, the potential exists for all of these issues to be exaggerated, affecting the project costs and delivery dates, creating a ‘bidding war’ for skills. This is precisely what Acorn, Y Prentis and The Celtic Manor are committed to working together to avoid.”

Mandy Summers, Y Prentis’ Programme Manager, added: “this is a topic that has been discussed within the construction industry for a while and now is the time to really take action. Without a concentrated effort, the skills gap will only get worse and cause knock-on issues for the economy as a whole.

“There is no shortage of people keen to work in the industry, but we need to make sure that they get the appropriate training and support they need – the launch of In-site is a step in the right direction.”

Speakers at the February event will include Mark Barry, Metro Development Director and Advisor for the Welsh Government and Russell Phillips, Vice President of Facilities & Development at the Celtic Manor Resort. Russell and Mark are both at the forefront of large construction projects in South Wales, which will not only have a major effect on the economy, but will also place additional strain on the already scarce skills available within the construction industry.

Russell Phillips, Vice President of Facilities & Development at the Celtic Manor Resort, said: “Wales needs investment to help it thrive but without qualified construction workers, the investment will dry up, leaving the Welsh economy in a vulnerable position. As a world-class business that is continually investing, we know how important it is that there are no delays in the construction process. I believe that In-site is a step in the right direction to ensuring this widening skills gap is addressed.”

There will also be talks from Mandy Summers, Programme Manager at Y Prentis and Jan Balsdon, Head of Community Partnerships for The Wallich. Mandy and Jan are both involved in delivering innovative solutions to support the skills shortages, producing a talent stream in to the construction industry whilst supporting contractors’ corporate social responsibility agendas.
Acorn was once again recently listed in the UK’s top 1% of all UK recruitment agencies and is the largest recruitment and training provider in Wales; it places up to 6,500 people into the workplace with around 1,200 different clients each week. The group also delivers training to more than 1,000 individuals each month and makes 1,700 permanent placements every year.

Y Prentis is a flagship partnership between Melin Homes and Monmouthshire County Council (CMC²), which is funded by the Construction Industry Training Board (CITB) and Welsh Government. Y Prentis employs apprentices on behalf of the industry and rotates them through hosted placements to enable employers to participate without having to commit to a full two-year term.

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RIDA has just one aim – to assist recruitment businesses owners in growing and developing their own recruitment firms. With a set of personally developed programmes and strategies designed to help fulfil that exact brief, RIDA can help recruitment agencies to expand and grow during this time of high pressure, increasing their own profits and widening their reach within the industry.

Helen Reynolds, Chairman of RIDA, says, “At a time when the UK jobs market appears to be in recovery, recruiters are coming under increased pressure to perform, with plenty more job vacancies for them to fill. Here at RIDA, we can help them to cope with that increased demand. We can assist organisations as they identify their strategy and create the journey map that’s right for the business and its owners – all the while ensuring the business has the tools and support it needs to grow.

“Whether we’re helping to implement new back office solutions, brainstorming a new brand identity or performing a health check on the agency, RIDA has a multitude of consultancy services for recruitment agencies looking to make the most of this busy time.”

The roles that have been most in demand throughout Q3 have been marketing professionals, with advertised roles up an incredible 59%, followed by legal roles at 48% and secretarial support at 41%. Vacancies were up 15% in London and 7% in the North West – and all of the statistics compound the skills shortage that many industries are facing, especially in the worlds of finance and accounting.

RIDA offers a multitude of different services for start-up recruitment agencies and longstanding recruitment providers alike. As well as helping the agencies to blossom with savvy advice from recruitment professionals, RIDA can help directors formulate exit strategies, and can even assist with recruitment agency funding if necessary. A range of creative services are also available to ensure agencies create the right impression, with social media offerings, a dedicated PR team and a web design service that helps optimise recruiters’ online presence.

For more information about RIDA, please visit the website: http://www.ridagroup.co.uk/

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Revealed: The hidden cost of working Women have more job overheads than men, but it’s worse for new starters

British workers spend an average of £5,000 per year just getting to work and buying work-related items, even before they get through the front door of the office or workplace.

That’s the finding of a nationwide health and safety law consultancy that says that expenses for female employees tend to be higher than men, simply because that they are expected to have a more diverse wardrobe than their male counterparts.

The Protecting.co.uk company has also found that the hidden cost of working is a particularly bitter pill for new starters to swallow, especially if they are coming off benefits, or find themselves in part-time work or on a zero-hours contract.

“Nobody tells you how much you’ve got to pay out just to get up to speed with your colleagues,” says Protecting spokesperson Mark Hall. “but grooming, clothes, food, and – most of all – transport all take money out of your pocket.”

According to Protecting.co.uk, the biggest expense faced by workers is transport to work, which can cost up to £5,000 per year in the most extreme cases.

“Commuters into big cities are the hardest hit, with workers paying out hundreds of pounds every month, usually to find themselves standing on a packed peak-hours service, paying peak-hours fares,” says Hall.

But even the average worker can find themselves paying four figures every year just to take the bus in or out of town, and more if they drive.

Female workers paid less, paying out more

It’s in sundry expenses – especially clothing that female workers find themselves further out of pocket than their male colleagues. We asked office workers how much they spent on clothes and found:

• Protecting found that the average male worker can get through a year at work with a couple of suits, half a dozen shirts and a couple of pairs of shoes: Average cost £500

• On the other hand, workplace expectations mean that women spend far more on clothing for office work. The average spend for female office workers came in at £1,500, despite women often being paid less than male colleagues.

Employees echoed our findings:

• Dave, an insurance broker said: “I spend most of my money on my season ticket which comes to a couple of grand a year. I use the same two suits, but jazz them up with different shirts and ties.”

• Ellen, who works for the same company says: “Luckily, I only live a bus ride away, but I always seem to be spending money on clothes and shoes for work. Even dress-down day costs me money.”

Low-paid staff hardest hit

But it’s new starters who find the hidden cost of working a difficult thing with which to cope. Particularly hard hit are people starting a first job, or those coming off benefits who don’t have money behind them to fund those necessary expenses.

“That’s a big hurdle that keeps people out of the world of work, and it’s a difficult one for new employees to come to terms with,” says Protecting.co.uk ‘s Mark Hall.

For example, increasing transport costs take a larger proportion of salary away from people who are in lower-paid jobs, says Protecting.co.uk. And it’s worse for those working on zero-hours contracts which are offered to an increasing number of new employees.

“Can you imagine spending ten pounds to get to work, only to be told there’s nothing for you when you get there?” asks Hall. “It hardly seems fair, yet this hidden cost of trying to hold down a job is reality for far too many people in the UK.”

Protecting.co.uk says even the most trivial costs soon add up for workers. Even tea breaks, car parking and getting your hair cut soon add up for the average worker.

“That’s why – after hearing how much money slips through the fingers of British workers – that we put the average cost of holding down a job as £5,000,” says Hall.

“Some people can afford it, but for others, it’s keeping them out of work.”

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GMB commented on official data from Department of Work and Pensions which show that twice as many 70-74 year-olds are in employment compared with a decade ago and that one in 10 hold some kind of job. See notes to editors for copy of the story from Press Association.

Keir Greenway, GMB National Pensions Officer, said ” The trend for people to live longer has coincided with the cutting back by private sector employers of pensions for retired staff.

Good pensions have been replaced by glorified saving schemes that deliver not much in the way of pensions.  Just try living on the basic state pension of less than £116 per week for a single person.

With the working poor unable to retire we are entering a new normal of working purgatory until you die.

With State Pension age going up, misleading information about the weekly amount for state pensions and government setting the minimum that employers and employees have to contribute to a workers pension combined at 2% we are seeing a new policy of work until death for lower paid manual workers in the private sector. This is the other side of the coin to the rich getting richer.”

Twice as many 70-74 year-olds are in employment compared with a decade ago.

One in 10 hold some kind of job, according to new figures from the Department for Work and Pensions (DWP).

It’s the highest figure since comparable records began in 1984.

Just over a quarter of million 70-74 year-olds in Britain are currently employed, up from around 100,000 at the start of the century.

The jump is part of a broader rise in the number of people aged 50 and over who are holding jobs.

The DWP said that part of the increase can be explained by demographic changes, but that growth in employment rates show that the number of people over 50 in employment has risen faster than the population over 50.

Around one in seven men of state pension age (65 and over) are currently in employment, up from one in 11 a decade ago.

A lower number of women of pension age are working: roughly one in 14, up from one in 23 in 2005

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The bfa/NatWest Franchise Survey 2013 revealed that women were the sole or main operators of 30% of franchise outlets in the UK. At this time, that is nearly double the proportion of all SMEs in the UK (15.5% according to government figures).

The campaign kicks off with a Women in Franchising conference taking place at Stratford Manor in Warwickshire on 17 November.  A line up of top female speakers from franchising and the business world will provide inspiration through a series of workshops and real-time case studies.  Headlining the conference is television presenter turned entrepreneur Carol Smillie who has successfully created her specialist lingerie business Diary Doll which is now an internationally recognised brand.

The seminars will feature successful female franchisees and franchisors from award-winning brands such as Wilkins Chimney Sweep, Home Instead Senior Care, Molly Maid and TaxAssist Accountants, as well as experts in business growth, marketing, franchise development and coaching.

“For any women who are considering starting their own business, this is a not to be missed event,” said Pip Wilkins, Head of Operations at the bfa. “Many of our top franchisors and franchisees in the UK are female but we want to encourage even more women to consider franchising as a route to self-employment.  Franchising is the perfect way to go into business but with a support network there to help and assist you.”

Someone who is already realising the benefits of franchising is 2015 Female Franchisee of the year Carolyn Sharpe (34) who runs the Puddle Ducks franchise in Newcastle Upon Tyne.  Carolyn, who was named Female Franchisee of the Year at the recent bfa HSBC Franchisee of the Year Awards, was previously an accountant with a global professional services company, but was looking for a better work-life balance and to spend more time with her family. Puddle Ducks is a franchise which teaches babies and children up to the age of 10 to swim ensuring that they have fun whilst learning water-safety skills and a love of swimming for life. Her business started in 2010 and now Carolyn’s team of 20 teaches over 1,000 children every week to swim in over 20 swimming pools across the North East.  She has a turnover approaching half-a-million pounds.  Carolyn was also named Puddle Ducks Franchisee of the Year in 2014 and 2015.

Carolyn said: “I was particularly interested in franchising as it means that you have an established quality product and support when it comes to issues such as safety, insurance and technical aspects of running classes.  My experience with Puddle Ducks has been just brilliant.  It is hard work but you really do get out what you put in and I’m now reaping the rewards, both financially and personally.   Now I am able to take more time out of the business and have a great work-life balance.”

On winning the bfa award she said:  “I’m thrilled! I’m ambitious, I wanted a challenge and a fulfilment in my professional life that also gave me the flexibility I needed in my personal life and that’s exactly what I found in Puddle Ducks. I’m so proud of my business and my team.”

For further details of the conference and to book a place please visit www.thebfa.org/wif

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