The Bagg Group Blog

In a recent blog, we wrote of how Erin Abraham’s optimism won us over, and contributed to her being selected as the recipient of The Bagg Group sponsored Human Resources Professionals Association (HRPA) scholarship.  This scholarship is awarded to a student enrolled full-time or part-time in HRPA academic courses.

At The Bagg Group, we have interviewed hundreds of thousands of candidates over the past forty-plus years to place more than 57, 000 happy people in positions that are right for them.

Just about all those who were hired for full-time positions, contract work, or temporary placements projected an optimistic attitude in interviews.

Pessimism doesn’t give you a competitive edge.  But optimism does.   And you never need optimism more than when seeking work.  

A job search is just that – a search.  Typically, any hunt involves time and a few dead ends before you finally find what you were looking for.  And during this time, you simply can’t afford to let frustration, despair, or anger get the better of you. If you do, you will inevitably turn off important contacts.

The management consultant firm Accenture surveyed 500 senior executives in 20 countries and found that 71% rated an employee’s ability to view difficulties as opportunities as extremely important to them.  They said employees who have this trait would be retained over others who lack it.

In other words, they don’t want pessimists on their team.  The dictionary defines as pessimists as those who “lack hope or confidence in the future.”

It has often been said that optimism and pessimism are innate personality traits:  You’re either a glass half-full kind of person, or you’re a glass half-empty type. 

But renowned psychologist Martin Seligman has been studying optimists and pessimists for 25 years and disagrees with that viewpoint.  He says you can learn to be positive, even if your natural inclination is to be on the gloomy side.

In his popular book, Learned Optimism, How to Change Your Mind and Your Life, Dr. Seligman emphasizes that optimism isn’t about being unrealistic — or in other words, seeing rainbows where other people see pink slips.

Instead, Dr. Seligman says optimism is about recognizing that life comes with tough challenges, and you don’t have control over all situations –  but you do retain control over how you interpret and deal with them.

With that in mind, if you didn’t get the job you interviewed for, The Bagg Group recruiters offer these two pieces of advice to fuel your optimism:

1)  Ask yourself, what could you do better next time?

2) Tell yourself,  “Next time!” And make the choice to believe there will be a next time.   Those who give up don’t get the job.  Those who keep strategizing and searching will land a position in time.

As psychologist Sherrie Bourg Carter, author of High Octane Women, writes, “The truth is that disappointments and challenges are an inevitable part of life. So why not view them as opportunities to learn, grow, and improve? If you do, you’re on the road to resilience and that’s exactly where you want to be during tough times.”

Oops!   It can happen to anyone.  The interviewer asks a question, and without thinking, you blurt out the worst possible answer.  For example, the hiring manager asks why you’d like the job, and you reply with a chuckle,  “One word – debt. I’m in debt up to my eyeballs.”   Then you kick yourself. 

Or you blank on a question and throw out an excuse, “Sorry, I’m exhausted. With four kids, one or another is always sick, I haven’t slept in months.”   On the elevator ride down, you realize you just positioned yourself as the candidate most likely to doze on the job before leaving early for doctors’ appointments. 

At The Bagg Group, we have placed more than 57,000 people successfully over 40-plus years.  Our recruiters have interviewed many more thousands for full-time positions, contract work and temporary placement with the best companies in the GTA. 

We have heard more than our share of interview blunders, and we have coached candidates on what not to say. 

Recently, CareerBuilder in the US released its annual list of “dumb things” people have said in interviews.  Here are four blunders from the list with tips from the experts at The Bagg Group on how to avoid putting your foot in your mouth.

“I’m in anger management because I hit a former co-worker.” 

That was one candidate’s response when asked why he wanted a job working from home.   Sure, he was being honest, but he was also leaving the interviewer nervous about how he’d cope with stress moving forward.

Tip:   If you have a short fuse, it’s important to know your triggers in the workplace and have fail-proof strategies to control your temper.   That said, if asked, you can identify situations in the workplace which you find especially challenging. This will help you and the interviewer determine whether the company is the right fit for your temperament.  In any case, focus on positive steps you take to deal with difficult events, and avoid talking about your past melt-downs.

“Oh that’s because I just took a Xanax.”

In response to an interviewer’s concern that the candidate was having a medical problem, the interviewee explained her slow speech was nothing to worry about.  She said it was just a side-effect of an anti-anxiety pill she took to calm herself before presentations or meetings.

Tip: Companies need people who project confidence and positive attitude. It’s critical to make sure you have the right attitude and mindset before you start interviewing for jobs.   If you have serious performance anxiety, the best thing you can do for a successful job hunt is put in the time to learn a strategy for managing the jitters—one that doesn’t have interviewers ready to call an ambulance.

“My old boss was a monster, and it really scarred me emotionally.”

Tip:  It doesn’t matter if your boss was Dracula, avoid insulting others at all costs. When you put someone down, interviewers will automatically wonder if you might be the problem – they may think you’re hyper-sensitive or hyper-critical. You can talk about difficult situations and how you managed them, but you don’t want to come off as a victim.  If you are viewed as scarred, bitter, or angry, you will be the “downer” candidate – who is much like a miserable party guest that people wish well, but wish they’d leave.

“My apologies for being late. My husband and I were fighting.  It happens all the time.”

Tip:  Check your personal problems at the door.  If you bring your problems into the interview, you’ll be pegged as the “candidate with problems.”  No matter how friendly an interviewer is, they aren’t your friend, or a shoulder to cry on.  If you couldn’t help being late, call in advance, apologize and make sure the reason is about legitimate logistics, not lost tempers. 

Just about every blunder comes down to this:  TMI (Too Much Information).  Don’t spill your guts. Interviewers don’t need to hear your back stories, they only need to know information about you and your skills that is pertinent to the job.  

But if you have an oops moments, and you blurt out something “dumb”, don’t elaborate and give more details to try and explain yourself.  In other words, don’t dig the hole deeper.  Instead, immediately regain your footing by moving quickly to talk about what you can contribute to the company.

Finally, don’t beat yourself up, one oops moment doesn’t mean you are a disaster at interviews.  In fact, the good news is that when you have experienced a mortifying blunder once, you stay on guard to avoid another.  So cut yourself some slack, and get back in the saddle.

“No man ever listened himself out of a job.”  That’s for sure! All recruiters at The Bagg Group can vouch for the ongoing truism of this statement made by US President Calvin Coolidge in the 1920s.

There’s no doubt about it, listening is one of the most valuable business skills you can have.

However, when candidates interview for a job, many stop listening to what the interviewer is saying and focus instead on what they want to tell the interviewer.

This is understandable.  The interview is your time to pitch your experience and skills.  But if you don’t concentrate on listening, you won’t hear what the interviewer actually wants and needs. And that can lead to a missed opportunity.

Just about everyone senses at an intuitive level if you’re listening or simply paying polite lip service.

As Alfred Benjamin wrote in his book, The Helping Interview, “Genuine listening is hard work; there is little about it that is mechanical… We hear with our ears, but we listen with our eyes and mind and heart … and gut.”

At The Bagg Group, we have interviewed hundreds of thousands of candidates and clients over 40+ years of business.  We can confirm people will talk openly about workplace issues, challenges, and needs when they feel someone is genuinely paying attention.

That’s why we urge candidates to concentrate on what the interviewer is saying.  And it’s why as recruiters at The Bagg Group we live the art of listening – it is how we learn about our candidates and clients so we can make the right match.

To prove that listening works, we can point to the 58,000 happy people we have placed in full-time work, contract position, and temporary placements over the decades.

And recently we were thrilled to receive even more proof. For the third year in a row, our candidates voted us to the Inavero Best of Staffing Candidate List. This award is presented in partnership with CareerBuilder.

It’s the staffing industry’s equivalent to the Oscar.  Fewer than 1% of staffing firms across North America make the list.

How did The Bagg Group make it?  In an independent survey, our candidates gave us top scores for how we communicate, for listening and respecting them, and always working with integrity and professionalism.

And we won the same honour from our clients who also gave us an extraordinary 9 or 10 out of 10 rating for client satisfaction  – that is more than double the North American average for our industry.

Because we listen, we don’t simply match a candidate’s skills to a client’s need.  Instead, we’re able to match a person to a company –whether that person is looking for a full-time position, contract work, or a temporary placement.  There is no way we could do that if we didn’t focus all our attention on what people are saying to us.

All of us at The Bagg Group thank our candidates and clients for giving us the great thrill of winning these awards and for speaking with us, candidly and openly, so we can be the best match-makers possible.

It happens to everyone.  You are mid-way through an interview, and you feel it’s going well.  You’re in control.  You answer every question with ease.  Then suddenly, out of left-field, you’re asked, “What animal would you like to be?”  or “What’s your favourite quote that most defines you as a person?”  

Huh?

You’ve been hit with an oddball question. It can happen to anyone, in any interview, according to a new book by William Poundstone, entitled Are You Smart Enough to Work at Google? The author shares some of the stranger queries Google has tossed out at candidates.  These include,  “How would you weigh your head?”  and,  “You’re in a car with a helium balloon tied to the floor. When you accelerate, what happens to the balloon?”

In the US, a candidate reported that Amazon.com asked, “How would you cure world hunger?” and another job-seeker reported that the company EvaluServe asked, “Name five uses of a stapler without staple pins.”  

Recruiters at The Bagg Group confirm that their clients, the best companies in the GTA, could put you on the spot with a question you may never have imagined, or prepared for. 

But here’s one bizarre but important query that The Bagg Group recruiters want to prepare you for:  “What do you do when you don’t have a clue how to answer a strange question?”

We’ll give you some hints:

Accept that there is no such thing as a stupid question:  Interviewers don’t care about the right answer.  They use the oddball question to understand how you think, what you care about, and how you handle yourself under pressure.  The question may seem bizarre, but there’s purpose to it.

Welcome the unexpected:  The worst thing you can do is blurt out something like, “That’s a ridiculous question.” Similarly, you can hurt your chances by rolling your eyes, smirking, or challenging the interviewer with, “What’s your point?”  Instead, show that you have a natural curiousity by greeting the oddball question with interest and openess. Buy yourself some thinking time by saying, “That’s an interesting question,” or “That’s a unique question, it’s an intriguing one to tackle.”

Think outloud:  Let the interviewer know how you tackle a puzzle by saying something such as, “There are several ways I could approach this question.  Here’s one way I might try …”   

Relate to the job:  Where you can, make a link between the question and the job you are applying for.   For example, if asked as one candidate reportedly was, “If you were a superhero, what special power would you want?” you might answer something such as, “For the purposes of this job, I’d like to see through walls so I could observe how customers handle the product.”  Or in answer to the question, “How would you cure world hunger?” you might respond from the point-of-view of the position for which you are interviewing.  For example, “As a supply chain expert, I would look first at … .”  or, “As a marketer, I would… .”

When hit with a brain cramp, forget specifics and talk big picture:  Recruiters at The Bagg Group know that whether you are interviewing for a full-time position, contract work, or temporary placement, you may be asked an unusual question that you should be able to answer in a snap.  These include, “What’s your favourite movie or book?”  Or, “What famous person is your hero?”  You may well have a hero and a favourite movie, but for some reason you go blank —  nothing comes to mind. 

If that happens, don’t panic.  Instead, give up on madly searching for a specific response, and instead take a bird’s eye view.  You might say something like, “There are so many people I admire, I have been inspired by entrepreneurs, athletes, … .”  In this way, you can talk about qualities that you admire, rather than specific names.

That said, it’s a good idea to think about someone you admire, a movie that speaks to you, and an inspirational quote that motivates you.  Even if you’re never asked about these, it can still be useful to have a little inspiration in our pocket to help us through life’s unexpected moments. 

At The Bagg Group, we have a seasonal message for all job-hunters in the GTA:  Don’t put your search on hold for the holidays.

Many people assume that hiring goes into a deep freeze between Christmas and New Year’s.  It doesn’t.  Some people may be away for a few days, but others are at their desk, using the holiday lull to get though their mail and tackle such tasks as reading resumes for a position to be filled.

At The Bagg Group, recruiters are busy year-round placing candidates in full-time positions, contract work, and temporary placements with the best companies across the GTA.  Our work continues even as the eggnog is poured. 

Here are three tips from our recruiters to help you make the most of your job search this holiday season.

 1.  Lend a hand:  There’s typically increased need for temporary work during the holiday season.  Consider the advantages:  It’s a way to earn money during an expensive time of year, and it’s an opportunity to get a foot in the door at a good company.  

 2. Network: People are in better than average moods during the holiday season so it’s the perfect time to network.  Whatever the occasion, be it a coffee or a party, be sure to keep your chat upbeat and positive.  A networking encounter is never the time to share worries and frustrations about your job hunt.  If you do, you could find yourself standing alone by the buffet table for most of the evening.  Instead, mention that you’re looking forward to an exciting year as you seek new opportunities in your field.

It’s always helpful to remember that the key to networking is to build relationships. This involves showing genuine interest in the other person.  A social encounter is not a job interview. Keep the focus on the person, not on their business card and what they can do for you. And try to remember a few details of the conversation to refer to later in a possible email to the contact you made.

3. Look for volunteer opportunities:  There is always a call for volunteers during this time of year.  We know from more than 40 years of experience in successfully placing candidates that volunteering is great for the spirit. And when candidates feel good about themselves, they do better in interviews. Another benefit of volunteering is that you expand your circle by meeting those who are helping out alongside you.  If you don’t know where to volunteer, check out www.volunteertoronto.ca which posts volunteer positions.

Those who look for work during holiday times are at a competitive advantage since many job hunters take an extended break from mid-December to mid-January.

That said, at The Bagg Group we know that looking for a job is a job in itself, and everyone needs some time off.  Be sure to give yourself a few days holiday to have fun and recharge.  That’s the gift of the season. 

From all of us at The Bagg Group, our very best wishes for the holidays.

When the Stats Canada employment figures dropped like a bombshell in November, the media asked Geoff Bagg, CEO of The Bagg Group, for his advice to help job-hunters weather the bad news. 

From his experience at the helm of The Bagg Group — which has a long history of placing people in the best companies, even during recessions — Geoff was quick to point out that numbers tell only part of the story.  And while it’s disconcerting that Canada’s economy shed 54,000 positions in October, Geoff noted that we are still 226,000 jobs ahead over this time last year.  

For the job-seeker, looking for full-time work, contract work, or a part-time placement in the GTA, the advice of The Bagg Group is don’t worry about statistics.  Instead, focus on proving yourself in an interview. 

Recruiters at The Bagg Group are busy.  Companies still have positions to fill.  However, as Geoff Bagg told Dan Matheson of CTV News, hiring managers are not willing to take risks right now.  They want to know they’re hiring the right person who can step into the position — someone who demonstrates proven ability, rather than someone who demonstrates good potential.

For candidates, this means the key in an interview is to “show, not tell.”   For example, a hiring manager won’t be convinced if you simply claim, “I’m a team-player”.  Instead, you need to offer proof by giving an example of a situation in which you showed collaborative spirit. 

At The Bagg Group, recruiters urge candidates to think SIR when responding to questions.

Situation:  Tell the interviewer of a relevant Situation.

Initiative:   Say what Initiative you took to deal with that situation.

Results:  Conclude with the Results of your initiative.

Remember, don’t waste valuable interview time detailing the situation in-depth.  The interviewer is only interested in the actions you took to resolve it.  By concluding with the results, you offer additional confirmation of your capabilities and knowledge.

Knowing how to reassure a hiring manager that you aren’t a risky hire, but instead a proven asset will set you apart from the competition.  It will require more preparation time to have a SIR at the ready for as many of the skills required as possible, but it’s time well spent.  

From the company’s perspective, hiring an employee is an investment.  Hiring the wrong person costs significantly in lost money and time, and possibly  reputation.  The hiring manager is under a great deal of pressure to make sure their choice of a candidate is certain not to be an expensive misstep.

Anyone can make claims about what they can do. But not everyone can or does substantiate their claims.  Those who do so give interviewers solid reasons to feel secure about their recommendations.

In this day and age of careful spending, proof sells —and now, more than ever, is the time for job-hunters in the GTA to prove what they can do.

To see Geoff Bagg’s interview on CTV about what it takes to stand out from the crowd, click here: 
http://www.youtube.com/watch?v=PCWqM6Xse2c

One of the biggest obstacles when job-hunting is sticking with your plan to keep looking. 

At last count, in the US, there were an estimated 4.9 million workers who have simply given up and stopped looking for employment.  It’s a different story in Canada as our economy did not take as strong a hit as that of our neighbor to the south.  But that doesn’t mean those who are looking to find employment in the GTA don’t get discouraged as well.

If you stop looking for a job, all you’ve got working for you is chance.  It’s possible you’ll get a call out of the blue.  But keeping your fingers-crossed is not really an effective strategy for success.

So what can you do when you feel like stopping all efforts to find a job and turning on the TV instead?   The recruiters at The Bagg Group recommend using the buddy system.

There is scientific reason why working on a goal, with a partner, helps keep you on track.  According to studies done at the University of Tokyo, it physically reduces stress hormones.  According to studies at the University of Indiana, it increases commitment.   That’s reason enough to give the buddy system a try, and here are some tips from The Bagg Group recruiters on how to do it.  

• Pick a buddy:  It’s ideal if you know someone who is looking for work in a different field than you so you don’t feel you are competing.  But you don’t need to buddy with another job-hunter, anyone who you respect who has a goal they want to meet can be helpful. 
• Set a weekly plan together:  Meet regularly, but stick to an agenda.  This meeting is your opportunity to review what you have done to date to meet your goals, what has been working and what hasn’t, and what you plan to do in the next week. 
• Consider sending each other daily plans:  This is effective for two reasons.

1. It forces you to sit down every morning and make a list of what you would like accomplish by day’s end.  Working for a set list helps keeps you focused and gives you an important sense of achievement.
2. When you send your list to someone, you feel more motivated to do what you said you would.  If you know your buddy will email you at the end of the day to ask if you got through your list, you will be more driven to get things done so you can reply, YES.

 At The Bagg Group, recruiters have placed thousands of people successfully in full-time placements, contract work, and temporary placements.  That’s why we know persistence pays off.  And we also know that sometimes when you are walking a path and the going gets tough, it helps to have someone walking alongside to keep you moving forward no matter what.  

Geoff Bagg, President and CEO of The Bagg Group, recently faced the million dollar question when interviewed on Sun TV. 

What does it take to get a job nowadays?

Geoff’s answer came as a surprise to many.   While most assume you need a great resume to land a job, Geoff emphasized it’s not what is on paper that is the most important thing, it’s what is on your mind.  

To get a job you need the right “mindset” he said.  That’s a fact, based on the experiences of the The Bagg Group, which has placed more than 57, 000 people successfully over 40 years.

In the interview on The Roundtable with host Pat Bolland, Geoff was clear.  Mindset, he said, doesn’t replace a job-search plan.   However, it is what you need to make your job hunt successful.  Without the right mindset, you won’t make the cut, no matter how great your resume.

So what is mindset?   It’s an attitude that determines how you view and respond to situations.  The good news is that the right attitude will give you an advantage over the competition. And the better news is mindset is something that every job-seeker can control.

Before meeting with people, you can take a minute and make a very deliberate decision to project enthusiasm and curiousity, or anger and bitterness, says Stanford University professor Carol Dweck.

A few years ago,  Carol Dweck wrote a popular called Mindset: The New Psychology of Success.  The book identified two types of mindset:

1. The fixed mindset.  You have a fixed mindset if you believe whatever skills or talents you have today are all you will ever have.  Your thoughts are carved in stone. You don’t believe in potential or in change.  What you lack, you think you will always lack.  And you do not hold out hope that your situation, or other people, will truly improve.

2.     The growth mindset.  You have a growth mindset if you believe that you can learn from any situation, good or bad, and that success comes as a result of effort, learning and persistence.  It is within your reach. 

At The Bagg Group, recruiters note that whether you are looking for a full-time position in the GTA, contract work or temporary placement, if you have a growth mindset, you’ll make the right impression.

As Geoff said in speaking with Pat Bolland: “A lot of people don’t realize that almost everyone is out of work at some point.”  Not having a job, he continued, doesn’t mean you are not a successful person, it simply means, for whatever reason, you have come to a time when you need to find a new opportunity for yourself. 

When you recognize you are in a period of growth and learning, you are ready to send out your resume and speak with anyone about your future.

To see the interview with Geoff Bagg on what you need to succeed, click here. 

If at this time of the summer you find it hard to stick to your goal to keep looking for work when all those around you seem to be taking time off, take the two-hour challenge.  Ask yourself, “What would you do if your work day was only two hours long?”

Chances are you wouldn’t waste it on Facebook.  Instead, you’d race the clock to accomplish your top priority for the day. 

Time management experts say the best way to motivate yourself to do work is to set a tight deadline.  As American mystery writer Rita Mae Brown once famously said, “A deadline is negative inspiration.  Still, it’s better than no inspiration at all.” 

As we noted in a past blog, whether you’re seeking a full-time position, contract work, or temporary placement in the GTA, the end of the summer is as good a time as any to be job hunting. Contrary to popular belief, The Bagg Group recruiters confirm businesses hire year-round.  We know our recruiters are continuing to successfully place people in the best companies in the GTA, even in the weeks before Labour Day.

That’s why The Bagg Group recruiters advise candidates who have trouble staying on task during these last weeks of August to start their day with two dedicated hours of job search activities.   In those two hours, focus on the task that could potentially have the greatest impact.  Reading news about your industry is important as you must stay up-to-date, but writing a covering letter and sending out a resume has a greater chance of making a difference to your life.

One reason the short two-hour deadline works better than a full-day deadline is because it provides the sense of urgency we often need to focus and work efficiently. Productivity experts note that more time you give yourself to do a task, the more time you will likely take to do it.   

Recruiters at The Bagg Group offer these tips for those willing to take the two-hour challenge:

• Make a list of everything you want to accomplish within the two hours.  As soon as you finish one task, draw a line through it.  The satisfaction of accomplishing one item on your list spurs you on to tackle another. 
• Schedule an activity for the two-hour mark, such as a lunch or even a coffee break. This gives you a real reason to work to the clock.  
• Work within your two hour deadline to write your first draft of a resume, covering letter, inquiry letter, etc.  Facing a blank screen is daunting, so if you tell yourself that it has to be done by a certain time no matter what, you’ll force the worrier and perfectionist in you to get out of the way so you can get the job done.   Once you get something on paper, you’ll find it easier to rewrite, edit, change, and improve.    

Those who have taken the challenge know that it comes with a bonus. When you see how much you can accomplish in two hours of dedicated work, you’re inspired to put in another two.  That’s because you launched yourself into a productive state-of-mind.  So this summer, rather than kick back before Labour Day, fire up every morning.   And if some days you don’t do more than two hours, you can still take comfort in the fact that you will still have taken a proactive step forward toward finding the job you want.

Sometimes you have to be cruel to be kind. Here’s some hard-hitting advice to help candidates who meet with recruiters and hiring managers for full-time work, contract work or temporary placement.

Do not treat your interviewer like a therapist.

All Bagg Group recruiters know that every person truly wants to succeed at their work. And we know that it’s hard when you hit twists and turns on your career path.  To be in the wrong job, or without a job, can be very stressful.

But your interviewer is not the person to confide in about your stress, your disappointments, and your struggles.  Although it can seem sometimes as if they are inviting you to share your life story, take our expert advice and don’t do it.

It’s easy to be tempted.  After all, you are in a one-on-one private meeting, with a person who is dedicating their time and attention to finding out about you. The urge to unburden yourself of your fears, financial problems, past mistakes, and injustices can be strong.

Next thing you know, you aren’t talking to the interviewer about your strengths, but about your weaknesses.  Instead of sharing your achievements, you’re sharing your problems. Rather than focus on what you can contribute to their team, you talk about unfairness you suffered on former teams.

When that happens, the interviewer may have reason to sympathize with you, but not reason to hire you. They may genuinely wish you well, but what you want is a job, not good wishes.  

When you look at it from their perspective, you’ll see that it’s difficult to hire someone who comes off as sad or angry.  If you had to choose between two candidates of similar experience and skills, would you pick the one who spent much of the interview detailing their problems and dramas? Or would you go with the upbeat person who talked positively about their experience, and focused on your company and what they could do for you. 

And consider this:  A 2010 study from Harvard University, published in the British Medical Journal, found that happiness and sadness, like the flu bug, is infectious.  But that sadness spreads at a faster rate than happiness.

The study shows that when you’re unhappy, you quickly bring down others. You are not doing the interviewer any favour by bringing your despair or frustration into their office.

Sharing your misery can leave the interviewer feeling unsettled or upset.  That pretty much rules out the likelihood that they will leap to hire you.

On the other hand, those who project a positive feeling energize people.   Psychologist Martin Seligman said when people smile and laugh easily, others get on their “same wave-length which makes them work together more effectively.”

At The Bagg Group, we have placed more than 57,000 people with the best companies in the GTA in the past 40 years.  That’s why we know what we’re talking about when we say if you want to join the ranks of the happy people we’ve placed, leave your worries and anger behind when you walk into your interview.

Your interviewer will enjoy the meeting a lot more, and you may find you do too.