Landing a job interview is an exciting milestone in your career journey. It’s your chance to stand out, highlight your skills, and show why you’re the best candidate for the role. But it’s also the stage where preparation and confidence are key to success.

At Elevate Recruitment, one of Queensland’s leading recruitment agencies, we know what it takes to impress potential employers. Director Sean Jeddaoui explains, “This is often the final round before a decision is made, so it’s time to bring your A-game.”

To help you succeed, we’re sharing some common job interview mistakes to avoid and expert advice on how to shine.

Mistake #1: Poor Time Management

Arriving late to an interview can leave a negative impression, even if it’s unintentional.

What to do instead:

• Plan your journey in advance, whether it’s navigating traffic or setting up your virtual interview tech.
• Do a trial run to ensure everything goes smoothly. If something unexpected happens, always call ahead to let the interviewer know, they may prefer to reschedule if you are considerably late.

Mistake #2: Dressing Inappropriately

First impressions matter, and your outfit plays a big role in how you’re perceived.

What to do instead:

• Choose attire that matches the company’s culture, but aim for one step above.
• Pay attention to grooming and personal presentation to show professionalism.

Mistake #3: Lack of Preparation

Walking into an interview without understanding the role, the company, or the industry sends the wrong message.

“If your answers feel forced or vague, it can be hard for the employer to connect with you,” says Jeddaoui.

What to do instead:

• Research the company’s mission, values, and recent achievements.
• Prepare answers to common questions, like Tell me about a time you handled conflict at work or How did you manage multiple priorities under pressure?
• Use the STAR method (Situation, Task, Action, Result) to structure your responses.

Employers appreciate candidates who show genuine interest in their business and come prepared with ideas.

Mistake #4: Rambling or Oversharing

Nerves can lead to talking too much or providing irrelevant details.

What to do instead:

• Keep your answers concise and focused on the question. If you need a moment to gather your thoughts, don’t be afraid to pause.

Mistake #5: Overselling Yourself

Confidence is important, but appearing overly boastful can be off-putting.

“Employers value authenticity and a willingness to learn,” explains Jeddaoui.

What to do instead:

• Be honest about your skills and achievements while showing humility and a desire to grow.

Mistake #6: Speaking Negatively

Criticising previous employers or roles reflects poorly on you as a candidate. Potential employers may wonder if you had something to do with the negative outcome.

What to do instead:

• Highlight the positives, such as what you’ve learned or how challenges you have faced have prepared you for future success.

Mistake #7: Failing to Stand Out

Recruiters and employers may interview several candidates in a day, so it’s crucial to leave a lasting impression.

What to do instead:

• Showcase your personality and unique skills. Share specific examples that demonstrate your value and make you memorable.

Why Work with Recruitment Agencies in Brisbane or the Gold Coast?

Partnering with a recruitment agency like Elevate Recruitment can make all the difference in your job search. Based on the Gold Coast, but looking after roles nationwide, we specialise in matching top talent with leading employers. Our recruiters provide personalized advice, interview coaching, and insider tips to help you succeed.

Whether you’re seeking career opportunities in Queensland, NSW or the Northern Territory, we’re here to support you every step of the way.

Ready to land your dream job? Get in touch with Elevate Recruitment today and take the next step in your career.

August 25, 2024, several significant changes to employment laws have come into effect, reshaping the way businesses and employees interact. The introduction of the “Right to Disconnect” for employees of non-small businesses (that is a business employing 15 or more employees) will apply from today.

Understanding the Right to Disconnect

The Right to Disconnect is designed to help employees better manage their work-life balance by ensuring they have the right to disengage from work-related communications outside of regular working hours. This means that employees are no longer expected to respond to emails, messages, or calls from their employer outside of their normal working hours. The key objectives of this regulation are to reduce burnout, improve mental health, and foster a healthier work environment.

Key Features of the New Employment Laws

1. Right to Disconnect: Employees have the legal right to not engage in work communications outside of their designated working hours, unless the refusal in unreasonable. This regulation applies to all forms of communication, including emails, phone calls, and instant messages. Whether a refusal in unreasonable will depend on the circumstances including the reason for the contact, the level of the employee’s responsibility, how disruptive the contact is to the employee and/or any relevatt pay or compensation they receive for working additional hours or remaining available outside of normal working hours.
2. Clear Boundaries: Employers are required to establish clear policies regarding work hours and communication expectations. The right to disconnect does not prohibit employers contacting their employees, nor does it prevent employees contacting one another, but eligable employees are protected from adverse action. These policies must be communicated effectively to all employees.
3. Enforcement and Compliance: Employees can raise complaints if they believe their right to disconnect is being violated. Employers must ensure they are in compliance with these new regulations to avoid potential legal repercussions.

What This Means for Employers

For employers, the Right to Disconnect represents both a challenge and an opportunity. To align with these new laws, businesses will need to:

• Update Policies: Revise existing policies and create new ones that clearly define working hours and expectations for communication outside of these hours.
• Communicate Changes: Inform all employees about the new policies and the importance of respecting the Right to Disconnect.
• Monitor and Adjust: Implement systems to monitor compliance with the new regulations and make adjustments as needed. This may involve setting up processes for employees to report any violations and addressing them promptly.

Benefits of the Right to Disconnect

The introduction of the Right to Disconnect is a step forward in promoting a more balanced and respectful work culture. By setting clear boundaries, employees can enjoy a clearer separation between their professional and personal lives, leading to increased job satisfaction and overall well-being. For employers, this can translate into improved productivity, reduced turnover, and a more positive workplace environment.

Moving Forward

At Elevate Recruitment, we are here to support you through these changes and help you navigate the evolving landscape. If you have any questions, feel free to reach out to our team.

More reading here.

Great managers can inspire, bring out the best in their team, and lead teams to success. Certain management styles may appear to be better than others, but sometimes it may be necessary to be able to move from one style to another depending on the situation. The way a manager chooses to interact and lead their team can impact the way they:

• hire talent
• develop talent
• delegate tasks (or don’t)
• manage their own time
• create good morale (or don’t)

We take a look at the different management styles and how to get the most out of them.

1. Micro-manager – A micro-manager is focused on the task, not on the team member, it can come from a lack of trust. A micro-manager can be seen as always getting involved in tasks even after delegating them. The approach can be beneficial in certain situations – new team members or less experienced team members may benefit from close attention while they get up to speed.
   • When using this management style – try delegating small tasks first, focus on the outputs or end results, not the way the team members approach the task, and make sure you give feedback on why you’d like a task approached a certain way so the team is aligned.
   • When working for a micro-manager – highlight the outputs (end results) reassure your manager that you’re comfortable with the task, make sure you’re clear on the priorities from your manager, and make sure you communicate any issues that prevent you from completing tasks.
2. Democratic manager – Democratic managers show strong collaboration skills and make decisions based on their team’s input. This can result in slower decision-making as they consult with their team before making a decision and they can be indecisive if the team is split on their opinions. Employees feel heard but the manager has to be able to cut through the different opinions and make the final decision. If they’re not able to do this it can result in conversations going around in circles.
   • When using this management style – focus on problem-solving and the goal of working together towards a common goal, be prepared to make the tough decisions, and use employees expertise to make the decision that is best for the company.
   • When working with a democratic manager – sometimes your ideas may be rejected or not used, remember it’s not personal. Know your strengths and how they fit into the team and make sure you return any trust that your manager shows you but trust them to make the decision that benefits the company.
3. Autocratic manager – An autocratic manager doesn’t consult with their team before making a decision. Sometimes this is a necessary approach such as when time is of the essence or when there isn’t really an alternative, however, it can mean employees feel undervalued and can promote low morale.
   • When using this management style – make sure you tell your employees that you appreciate them and value them, explain why the decision was made that way but be open to suggestions.
   • When working with an autocratic manager – if you believe a decision should be changed provide proof or build a case to present to your manager, ask them to talk you through the decision, if you can understand why a decision has been made this way it can help you be more aligned, and collaborate with your peers – suggestions from a group can be harder to ignore but make sure not to make them feel like you’re ganging up as this may have the opposite effect.
4. Big picture manager – A big picture manager has a strong vision for the future and has clear goals. They are usually good at delegating but they can sometimes lack the skills to make their team see the same vision as they do.
   • When using this management style – be clear on your role and your values, you need your team to help you deliver your vision. Be clear on expectations and make sure your goals are achievable and realistic.
   • When working with a big-picture manager – if you don’t trust the manager you won’t believe in their goals so you either need to have faith in your manager or if you really don’t maybe it’s a red flag that your role is not the right one for you.
5. Mentoring manager – A mentoring manager puts a high focus on bringing out the best in their employees and developing their skills over the long term. They tend to be personable and have great communication skills. This type of management style can take up a lot of energy and time and they may not see short-term results as quickly as other management styles can.
   • When using this management style – Make sure you keep your own skills up, allow for mistakes and build this into any timelines and be patient.
   • When working with a mentoring manager – Don’t be afraid to make mistakes, this type of manager will be happy to offer constructive feedback on how you can do better next time. Make sure you make the most of having this type of manager – use their knowledge and take the opportunity to develop your skills.

While some managers may fit perfectly into one of these management styles many managers show tendencies across a variety of these styles and may adapt their approach according to where the task or company is at the time. Teams, workloads and companies are constantly changing which means management styles need to change too. There is no ‘best’ management style – being flexible is probably the best style of all.