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Here are the three biggest issues that, if not addressed, often result in stress and anxiety:
1. Salary and compensation do not equate to what was promised in the interview;
career objectives tied to commissions or bonuses are modified (increased) making
them more difficult to attain.
2. The job title or duties are radically different from what you understood: you wind up
wearing more than one hat and your job responsibilities are much more involved than
you were led to believe.
3. Your decision-making capabilities are less than you were led to believe; you have
less authority than you thought.
It is important to evaluate your performance and reflect on how you
could improve your next opportunity. Here are five questions to reflect
on:
1.
How well did the interview go?
2.
How do you feel that you did in regards to some of the
decisions
you made during the interview and did you take any
risks to distinguish yourself?
3.
How well did you handle the interviewer’s questions and did
you ask and get answers to your most important questions?
4.
What could you have done differently?
5.
Did you accomplish all of your objectives?
Warning!
Make Sure You Heard Right . . .
One of the biggest frustrations career seekers endure is to accept a position
based on a series of perceived promises only to find out that what they
thought they heard the interviewer say or agree to is, in fact, much different
once they start working.
Before you accept any position, do your best to make certain that the
following issues are clearly understood by both parties (even to the extent
of getting them in writing). This may include a written job description and
duties, a clearly defined compensation plan, an organization chart depicting
your role on the team and authority to make decisions.
Keep in mind that while you can never guarantee that your duties,
title, function, or compensation won’t change or be modified in the best
interest of your employer (things move fast these days!); requesting clarification
in the interview process will present you as a serious and professional candidate.
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Section 15 – The Interview Process