Employees at Vans have expressed their opinions on the issue of visible tattoos and their perception of workplace discrimination. Some operators are comfortable with hand tattoos, while others follow strict dress codes, such as American Airlines, which prioritize tidiness and uniformity. However, some employees have seen visible tattoos in casual offices, and it is unclear if there are hidden biases.
In the United States, there is no employment law against workplace or hiring discrimination based on visible tattoos, meaning employers can legally refuse to hire or fire people for displaying visible tattoos. However, this does not mean that there are no consequences. Visible tattoos have often been considered a workplace taboo, and research has shown that having tattoos might affect hiring decisions.
Some employees have had colleagues with visible tattoos and piercings hired, but some have experienced less success. Tattooed applicants were less likely to be hired, especially if they had extreme visible tattoos, and were offered lower salaries. Visible tattoos were no longer rejected if they were not discriminatory, racist, sexist, sectarian, homophobic, violent, intimidating, or offensive.
Some employers now allow tattoos if they are not visible, allow covering them during work hours, or even consider employees with small visible tattoos. A visible tattoo is fine as long as it is tasteful.
In general, trucking companies are generally not going to care about tattoos, as some employees have seen some gnarly looking individuals at Prime. The decision to allow visible tattoos depends on the individual’s personal preferences and the company’s overall culture.
| Article | Description | Site |
|---|---|---|
| Is vans okay with piercings? | Yes, we had several employees with piercings and tattoos. There is no formal work uniform except you MUST wear VANS shoes and you cannot wear apparel with … | indeed.com |
| I just got hired at vans, whats dress code like? can i wear … | yes you are! you can wear any vans merchandise, or you can wear another shirt with designs as long as the brand of those shirts aren’t visible! | reddit.com |
| Vans “manager” Reviews | It’s sort of okay to have one or two people with tattoos as long as they’re not on the neck or hands. The leadership actively tries to avoid hiring tattooed … | glassdoor.com |
📹 What Jobs Can You Have With Tattoos #shorts #tattoos #tattooed #inked #tattoolover #tattoolife
Are Tattoos Allowed In The Workplace?
Tattoos are becoming increasingly accepted across various industries, although the acceptance can vary significantly depending on company policies and the specific workplace environment. Employers generally tolerate tattoos as long as they do not come off as offensive, unprofessional, or distracting. However, certain professions may still impose restrictions on visible tattoos, particularly in fields like the military, politics, and aviation, where appearance standards are more stringent.
Legally, the landscape surrounding workplace tattoo discrimination is complex. Currently, Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on race, color, religion, sex, and national origin, but it does not extend to tattoos. Despite this, a notable percentage of people believe tattoos and piercings reflect poorly on employers, and many view visible tattoos as always inappropriate in professional settings.
The acceptability of tattoos in the workplace largely hinges on factors such as industry norms, company culture, and individual employer preferences. For example, a fine dining restaurant might have stricter rules regarding visible tattoos compared to a more casual workplace. Even in environments that are tolerant of body art, employees with visible tattoos may still face judgement or bias from customers or colleagues.
Employers retain the legal right to restrict visible tattoos, often implementing policies that prevent tattoos on the hands, neck, or face, and banning any explicit, violent, or potentially offensive imagery. While companies can enforce such guidelines, they must do so consistently and be ready to handle accommodation requests.
In summary, while tattoos are gaining acceptance in the workplace, much depends on the specific context of the job, and employers can legally set their own policies regarding visible body art. Given the evolving nature of workplace culture, it is crucial for employees to be aware of their organization's stance on tattoos.
Do Companies Care About Visible Tattoos?
Tattoos in the workplace are increasingly accepted, provided they are not seen as offensive, unprofessional, or distracting. While many companies, including Disney, UPS, and Virgin Atlantic, have relaxed restrictions on visible tattoos in response to changing societal attitudes and labor market demands, certain professions—such as law, healthcare, and finance—still frown upon them.
Despite the general acceptance of tattoos, U. S. employment law does not prohibit discrimination based on visible body art. Consequently, employers retain the right to refuse employment or terminate individuals due to visible tattoos, which can vary depending on the hiring manager's perspective. Some may be indifferent to tattoos, while others may regard them unfavorably.
Companies intending to embrace a tattoo-inclusive culture may benefit from establishing a clear tattoo policy that outlines expectations and guidelines. Such policies should be ethical and inclusive to mitigate potential issues, such as complaints regarding offensive images or allegations of discrimination. For instance, employers may allow visible tattoos as long as they do not feature profane language or graphic imagery.
Research indicates that having a visible tattoo is generally no longer a significant detriment to job prospects. A study led by Michael T. French of the University of Miami surveyed over 2, 000 individuals and found shifting perceptions regarding body art in the labor market. While having a tattoo won't necessarily enhance job opportunities, it does suggest that candidates are not as penalized for their visible tattoos as they previously were.
In contemporary workplaces, the possibility remains that a visible tattoo could pose disadvantages, particularly in jobs where client perception is critical. Furthermore, military branches typically allow some tattoos as long as they are not visible when in uniform, while prohibiting tattoos on the neck and face.
Overall, a more relaxed attitude towards workplace tattoos exists today, but individual employer preferences and professional norms still play a significant role in determining what is acceptable. It’s essential to recognize the balance between personal expression and professional image in such decisions.
Do Vans Employees Get Free Shoes?
Working at Vans offers numerous benefits to employees, highlighting its commitment to employee satisfaction. Upon being hired, new employees receive a complimentary pair of Vans shoes and three free t-shirts, which helps to kickstart their uniform without additional costs. Additionally, employees are entitled to a generous discount of 50% off full-price items and 30% off sale items. Those who achieve Employee of the Month even earn a higher discount of 70% for that month.
Over time, employees have the opportunity to receive up to two pairs of shoes annually, along with additional discounts that extend to other brands owned by VF Outdoor. A notable benefit is that if employees attend events like Warped Tour, they can receive free gear by simply presenting a pay stub.
Vans’ employee perks also include paid time off (PTO) and a supportive working environment, often highlighted as a positive aspect of employment there. The strong community among coworkers, coupled with the various discounts and free merchandise, contributes to a fulfilling workplace culture.
While employees typically use their discounts to purchase work-appropriate attire, they are provided with items to begin their journey at the company. Overall, the combination of free shoes, substantial discounts, and a vibrant team atmosphere enhances the appeal of working at Vans, making it an excellent starting point for anyone looking for a retail career in a fun and active environment.
What Jobs Require You To Cover Tattoos?
Hotels, restaurants, and service-oriented businesses catering to luxury clientele often impose strict dress codes and appearance guidelines requiring employees to cover visible tattoos or eliminate hard-to-conceal placements. These policies vary significantly depending on the organization; some allow tattoos and piercings, while others demand they be covered. Employees, especially in roles like airline service professionals, may have to comply with stringent dress codes, thus requiring them to take action to cover tattoos or piercings.
A considerable number of people today have tattoos, yet many workplaces still enforce policies that require these markings to be hidden. If you are considering a job with visible tattoos, it is crucial to understand your potential employer’s stance on dress codes. Certain roles, such as virtual assistants, may offer flexibility since many of these positions can be performed remotely without direct customer interaction. However, in more traditional or conservative professions, covering tattoos may be necessary to ensure career progression.
Currently, the protections offered by Title VII of the Civil Rights Act of 1964 do not extend to issues surrounding tattoos, meaning employers can impose restrictions. Certain educational programs may also enforce rules requiring long sleeves or the removal of facial piercings during classes. For those with tattoos wishing to navigate these limitations, options exist, including investing in clear or skin-tone piercings.
Some professions are more accommodating to tattoos; for instance, roles like baristas, photographers, retail sales associates, bartenders, and musicians often have looser appearance requirements. Conversely, traditional professions within law, medicine, and clergy tend to frown upon visible tattoos. The job market remains divided on this issue, with some sectors viewing ink as unprofessional, while others embrace it.
For job seekers with tattoos, it is advisable to assess the culture of a potential employer and be prepared to follow company policies. Despite the increasing acceptance of tattoos in society, applicants should weigh their choices carefully, particularly when seeking employment in environments where conservative presentation is emphasized. Understanding the nuanced nature of dress codes will enable individuals to make informed decisions about their body art in professional settings.
Can You Be Fired For Displaying Visible Tattoos?
In the United States, there is no existing employment law that prohibits discrimination against visible tattoos in the workplace. Consequently, employers have the legal right to refuse hiring or even terminate employees based on their visible tattoos. Employees with tattoos or piercings may question whether they can be dismissed or required to cover them while at work. Companies often establish dress codes that may restrict visible tattoos, except for earrings on women, as employers aim to shape the public image of their workforce. Though employers can mandate that all employees cover visible tattoos, any enforcement must be applied equally and not target particular genders or ethnicities.
The reality is that having a tattoo does not place an individual in a protected class, allowing at-will employers to dismiss employees for reasons including visible tattoos. If an employee is terminated due to their tattoos, legal recourse may be limited. Most employees in the U. S. are at-will, meaning they can be let go at any time for almost any reason. An employer can completely ban visible tattoos, but targeting specific tattoos could cross legal boundaries, especially if they are tied to religious beliefs or traditions.
While there is no federal prohibition against firing someone due to their tattoos, certain states, such as California, may impose regulations. Employers choosing to enforce a tattoo ban must do so uniformly. If a policy disallows visible tattoos, the consequences for non-compliance could range from disciplinary action to immediate termination, although enforcement practices must be fair and consistent. Employers should be cautious when using an individual's tattoo status as a basis for dismissal, considering changing societal attitudes towards tattoos.
What Are The Benefits Of Working At Vans?
Vans offers a range of benefits to its employees, including health insurance, dental insurance, life insurance, accidental death and dismemberment insurance, and both Disability Insurance and flexible spending accounts (FSA). Employees have access to health care on-site, health savings accounts (HSA), and generous paid time off (PTO), which generally provides about 15-20 days off per year. One of the prominent perks noted by employees is the employee discount, which is 50% off full-price items and 30% off sale items.
The work environment at Vans is frequently described as flexible and enjoyable, with employees highlighting a positive culture. According to Glassdoor reviews, Vans holds an overall rating of 3. 8 out of 5 stars, based on 3, 080 anonymous reviews. Approximately 72% of employees would recommend the company to a friend, and nearly half feel positively about the company's future. Employees particularly appreciate the balance of work-life, with a rating of 3. 7 out of 5.
Vans also supports family needs with perks related to family and parenting, along with incentives and uniforms for special events like Christmas and Vans Checkerboard Day. Additionally, the company offers a 401(k) retirement plan, vacation and sick leave, and employee assistance programs.
The company employs many part-time staff, often providing less than a week's notice for shifts. Despite these challenges, employees feel respected by their managers. The overall sentiment is that Vans is a good place to work, particularly for those seeking additional income through retail, while enjoying various beneficial perks and a fun work atmosphere.
What Counts As A Visible Tattoo?
Visible tattoos are those that are easily noticed due to being on exposed skin, particularly on forearms, wrists, hands, neck, face, or head. Tattoos located in intimate areas do not count as visible tattoos. The perception of visibility is largely influenced by workplace dress codes and uniform requirements. For instance, in many professional settings, tattoos must be entirely covered; non-compliance can lead to consequences ranging from mild annoyance to job loss. This is particularly enforced in institutions like The Catholic University of the Philippines, where tattoos are expressly banned according to the student handbook.
While many companies—including various airlines like Virgin Atlantic, American Airlines, and Southwest Airlines—have strict policies against visible tattoos, breaking from the general trend, some creative fields and freelance jobs tend to be more accepting of body art. Public perception shows that approximately half of individuals in the 18-25 and 26-40 age brackets possess tattoos, revealing a societal shift toward normalization, particularly in less formal industries where self-expression is encouraged.
Despite increased acceptance in certain sectors, visible tattoos can affect career progression. Many employees with visible tattoos may encounter inquiries about the meaning behind their body art and could find themselves subjected to bias. A study highlighting the impact of visible tattoos suggests they may lead to hasty decision-making, as societal norms often scrutinize those with visible tattoos more critically.
Across various professions, overall acceptance of tattoos can differ substantially. The earlier assumption that visible tattoos might be unprofessional has varied results depending on the industry. Still, a significant portion of the public perceives visible tattoos to be acceptable in non-conventional settings, while reservations linger regarding tattoos on the face and neck. In summary, while the presence of visible tattoos may not infringe upon the legal hiring practices of employers, they remain a point of contention in the workplace, affected by the nature of the job and public perception. Employers retain the ability to enforce appearance policies, creating a landscape where tattoos can serve as both self-expression and potential hindrances to career advancement.
What Is The Dress Code For Vans?
Vans doesn't impose a rigid dress code but advocates for comfort and presentability. Common attire includes t-shirts, jeans, shorts, and sneakers. However, Vans-branded clothing is essential; employees must wear a Vans shirt and Vans shoes. If staff lack Vans apparel, the company provides shirts. While plain clothing is acceptable, any attire featuring other brands is prohibited. Preferred bottoms are Vans pants, though any pants can be worn. Flannels, hoodies, or crew necks are allowed, provided they are Vans-branded. Employees must avoid hats or any socks not bearing the Vans logo.
Cropped shirts are accepted but depend on the manager’s discretion, as long as they are tee-shirt styled and not tank tops or sports bras. Interview attire is also casually oriented; candidates should avoid business formal attire like suits or ties. Instead, they should wear decent clothing, fitting the Vans aesthetic, which can include Vans shoes. For a polished look, candidates can opt for Vans shoes that are slightly dressier.
The general consensus from former employees is that the dress code is quite relaxed, as long as representatives of Vans wear a company shirt and shoes, while avoiding competing brand logos. The guidelines offer flexibility with denim pairings, allowing employees to style their Vans with various outfits, suitable for both casual and formal occasions.
Additionally, for those inquiring about the dress code or looking for advice on appropriate interview attire at Vans, responses suggest aiming for a laid-back yet neat appearance, leaning toward the Vans style. Overall, the theme across employee feedback highlights the brand's emphasis on casual wear that showcases their logo and identity.
In summary, Vans promotes an open and casual dress environment where wearing their brand is paramount, while also allowing employees to express themselves through their preferred styles, materials, and colors, as long as they adhere to the overall requirement of wearing Vans-branded clothing and avoiding other logos.
Are Employers Reluctant To Hire Candidates With Tattoos?
Visible tattoos can lead to biases from hiring managers, impacting a candidate’s hiring prospects. Many employers are hesitant to hire tattooed candidates, making it essential to understand perceptions of tattoos in your industry. Certain careers, especially those with strict dress codes like airlines, enforce "no tattoo" policies as they strive for a specific brand image. For example, American Airlines prohibits visible tattoos for its staff.
Legal discrimination against employees or applicants with tattoos is a grey area. Under Title VII of the Civil Rights Act of 1964, there are protections against discrimination based on race and other characteristics, but tattoos do not fall under those protections. Employers have the right to establish grooming and appearance standards, including refusing to hire individuals based on visible tattoos or piercings. As it stands, rejecting a candidate due to their ink is not illegal, and many employers regard visible tattoos unfavorably.
Research shows that a significant number of hiring managers have discriminated against candidates based on appearance, specifically tattoos. For instance, studies indicate that 51% of hiring managers admitted to discriminating against potential employees because of their looks, with many citing visible tattoos as a reason for not hiring.
While it may be misleading for candidates to conceal tattoos during interviews and reveal them later, this practice is not legally protected against discrimination. In the U. S., tattoos aren’t covered by discrimination laws, allowing companies to decide based on body art. Although some employers with strict policies may be flexible if tattoos are hidden during the hiring process, they risk overlooking talented candidates who have tattoos.
In the UK, no specific legal protections exist regarding tattoos, and most HR professionals express that tattoos can limit a recruit's career potential. Thus, while employers can refuse to hire individuals based on tattoos, particularly if they relate to religious beliefs, the broader context surrounding tattoos in hiring decisions remains complex.
Do Airlines Allow Employees To Have Tattoos?
Most airlines maintain policies prohibiting visible tattoos among their staff, although there are notable exceptions. For instance, United Airlines recently updated its guidelines, permitting employees to display tattoos as long as they are smaller than a work badge and do not contain offensive imagery. While most airlines enforce strict no-visible-tattoo policies, several, including American Airlines, Virgin Atlantic, Easyjet, Southwest, and Delta, allow employees to have tattoos provided they are covered with bandages or makeup while in uniform.
Generally, tattoo policies among airlines vary significantly. While some airlines insist that tattoos must remain concealed while on duty, others may permit discreet tattoos that are not widely visible, such as those on the body, excluding the face, arms, neck, and hands. Customer-facing employees are also finding more leeway; for instance, United Airlines has recently allowed both male and female employees to wear their hair down and express themselves with makeup and certain visible tattoos, although the policy still prohibits tattoos in highly visible areas like the face, neck, hands, and wrists.
Virgin Atlantic stands out for allowing visible tattoos since September 2019, a significant change from their earlier restrictions, which required employees to cover body art. Under the new guidelines, employees can showcase non-offensive tattoos, including Tā Moko. Other international airlines, such as Emirates, Qatar Airways, and Etihad Airways, have similar policies that stipulate tattoos must not be offensive or excessive.
Despite the increasing acceptance of tattoos within the airline industry, many airlines remain conservative, with policies in place to maintain a particular image. Generally, for those considering careers as flight attendants, it is advisable to review individual airline policies, as the acceptance of tattoos can differ widely. The trend towards allowing visible tattoos among crew members reflects changing attitudes in the workplace, balancing personal expression with professional appearance standards.
Does Chick Fil A Hire People With Visible Tattoos?
Chick-fil-A has specific guidelines regarding employee tattoos, which can vary based on individual store operators. Tattoos must not be visible on the face or neck, and visible tattoos are required to be in "good taste." This means they must not contain profanity, be racially offensive, sexually explicit, violent, vulgar, or otherwise offensive to team members or guests. Some Chick-fil-A locations permit visible tattoos, while others maintain a strict no-visible-tattoo policy. Ultimately, it comes down to the discretion of the store operator, leading to inconsistencies across different locations.
The company does not have a formal prohibition against hiring individuals with visible tattoos, but employees with such tattoos are typically required to cover them while on the job. In general, if a restaurant allows visible tattoos, they must adhere to a set of standards that emphasize modesty and appropriateness. These standards ensure that any visible tattoos meet specific criteria regarding their content and placement.
Furthermore, employees are encouraged to engage in what is referred to as "2nd Mile Service," which focuses on exceeding customer service expectations. While this guideline does not explicitly require employees to use the phrase "My Pleasure," it reflects the company's emphasis on excellent service. For any specific questions regarding the tattoo policy, employees are directed to seek answers from Chick-fil-A corporate staff or consult with their local leadership, as rules can differ based on the franchise's management approach. Overall, tattoos at Chick-fil-A must align with the brand's image and the operator's standards to maintain professionalism in the workplace.
Can You Be Denied A Job Because Of Tattoos?
Employers have the legal right to refuse employment for numerous reasons, with certain exceptions based on race, sex, age (40+), religion, national origin, and disability. Disqualification due to having a tattoo is permissible under the current legal framework. In fact, individuals with tattoos are not considered a protected class under the Civil Rights Act of 1964, allowing employers to discriminate against tattooed candidates without it being deemed illegal.
Discrimination based on tattoos is not explicitly covered; unless an applicant has previously experienced job termination related to their tattoos, or it is stated directly by an interviewer, individuals with tattoos may simply be overlooked during recruitment processes.
While it is illegal to choose not to hire someone based on protected characteristics, refusing employment due to body art or piercings is lawful. Employers can enforce policies that require employees to cover tattoos or remove piercings in the workplace without running into legal complications. Tattoos have gained popularity, yet the issue of body modification can still affect job opportunities negatively.
Currently, Title VII of the Civil Rights Act only protects against discrimination based on race, color, religion, sex, and national origin, leaving any discriminatory practices regarding tattoos unaddressed.
If an employer maintains an anti-tattoo policy, they are within their rights to enforce it, including potential disciplinary actions or dismissal for displaying tattoos. If someone believes they have experienced discrimination due to tattoos, legal assistance may be sought. In contrast, UK legislation does not provide specific protection for tattoos, although discrimination might arise if the tattoos represent religious beliefs.
Therefore, while employers have broad discretion concerning hiring those with tattoos, community perceptions, the nature of the tattoo, and an individual’s qualifications often play a role in employment outcomes.
To summarize, currently, there are no federal laws prohibiting discrimination against tattooed individuals in the workplace. Dress codes may permit employers to reject candidates with visible tattoos, and such refusals do not typically incur legal penalties. As the legal landscape remains unchanged, workers with tattoos must navigate their employment opportunities with the understanding that body art can influence hiring decisions.
📹 Dirty Hiring Practices HR Doesn’t Want You to Know
HR Manager Spills 6 Dirty Hiring Secrets of the Recruitment Process + Job Search Tips // In this video, you will see the behind the …
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Culture fit is still a thing. Some companies are now calling it “culture add”. I agree that it’s a bias way to incorporate personal thoughts just stating that a candidate isn’t a culture fit. I actually interviewed for a company and they mentioned that their culture is “quirky” and they were seeking another new hire that is the same. It’s kind of weird because everybody shouldn’t all be the same at a job.
Appreciate your insight as always, Madeline! I’ve been following your website since February, attended your masterclass last month (I believe) and thanks to your advice, was able to take the next step in my career from individual contributor to manager at a prominent nonprofit in Arkansas. The pay is never great in this field, but the executive director was so impressed with my experience that she created a BRAND NEW role for me and said I’d be a valuable asset to their organization 🙌
I use to work in HR and there was a lot of drama where two employees would complain about each other. I was in an interview and the hiring manager wasn’t even prepared. The interview was for 30 mins. He was 15 mins late. He didn’t even know which job position I was apply for. Then he brought in another person in the interview and all they did was talk trash and make fun of one of previous employers. My previous employer was in medical and they were making fun of the company that this treatment didn’t work and they ended the interview earlier. He said that even though he was late for the interview if he can be the full interview that would throw off his interviews for that day. He said someone had to sacrifice. This was my worst interview.
The ghosting has been the worst for me. I just think it is so rude. I had one recruiter after I had sent updates to the hiring manager, tell me she sent me an email that they had gone with another candidate, she even gave me a date. I checked my email and my spam folder and there was not an email. Last week I received an email from a hiring manager who wanted me to give her a time we could speak. I emailed her a good time. I heard nothing. I waited a few days and as it happened I wasn’t as open at the end of the week as I thought and what I had told her in the original email. I sent her another message just to let her know that and gave her a few new times. NEVER heard a word. I have so many stories like this with interviewing last 8 months. I don’t get it. Also, I was wondering about your thoughts on age bias. I am 61 years old and I have had the worst time. On the phone is great but as soon as I go in things change. Now, I don’t necessarily look 61 years old but once I go in for the interview or on article I am obviously not in my 20’s, 30’s, or 40’s. I was just wondering if you have seen this.
This was a really helpful article. Seeing the situation from the other point of view helps put things in perspective. It reminds me as a job seeker to watch out for red flags in a company so I don’t end up working somewhere miserable. Just like they want an excellent candidate for their role, I want to work for an excellent company that puts thought and care into all that they do. It reminds me to be a job shopper, as you say.
I am a CNA. My last interview was with a director of nursing at a skilled nursing facility. He was wearing cowboy boots and an outdoorsman’s shirt. I think he was going hunting after our interview. His appearance really confused me. On another note, do you have a article about how employers use Indeed? This same DON told me we were moving forward. 8 hours later I got an email from Indeed that they had not selected me. I emailed him, thanking him for his time and that I had received the rejection notice from Indeed. He said they had to do that or Indeed would charge, and that he would contact HR about next steps.
Hi Madeline 😊 I have been perusal your articles and I just used all your techniques in an interview this morning and the interview went soooo well. We had a very natural conversation which helped ease my nerves. The managers were laughing and telling me their stories. I asked questions which I have never done before and they seems to really enjoy that. I feel great about receiving an offer. I am currently preparing my thank you email!! 😊😊
YES, I have been asked the same questions before. But I didn’t mind, because that meant (from my perspective) that if one person liked me, it was (likely) that the others did too. I got a call on my way home and they told me the job was mine if I wanted it. They didn’t need to interview anybody else.
Hell yes! I absolutely have been asked the same questions in interviews. Sometimes by the same person. Eye contact is hella difficult for me. I have a lazy eye (ain’t gonna say which one) that I’ve had since childhood. And three surgeries to fix it. A shit ton of good that did me. And I got bullied for it. Both by my peers and staff. So, yeah … I’m gonna have trouble lookin’ you in the eye. Deal with it.
I used to be in a panel of interviewers. As an entry-level job seeker, I was mortified when I had 2 hours of interviews with 8 people. As an interviewer, I was relieved by this strategy for the same reasons you mentioned. What would typically happen is at the end of the week the 8 of us would gather with our HR to debrief the good and bad, and the hiring decision was made democratically. After my experience with this, I no longer have anxiety about panel interviews compared to 1-on-1. As far as appearance, I encourage people to not wear a button-down shirt that was just purchased without washing it first. I worked with a manager that would look for new fold lines on shirts because they believed this suggested someone might not have dressed with a button-down shirt prior to the interview. I disagree with this, and it was really surprising to hear.
I was told several times after participating in interviews that I was “negative.” I would give my honest feedback but they didn’t want to hear it. I predicted that 3/3 candidates leaving within 3-6 months. It all came true because they failed to listen to the answers to the questions and provide follow-up questions. Let’s just say they had me interviewing candidates and choosing, even though I’m not HR. 😂
I recently had an interview at an amazing company tried to use all of your tips, but they kept on asking me the same question on both sides, like my answer was going to change, at some point I noticed that they had not prepared together to come along with questions for me so I just did very concise and clear answers and focused deeper on the new ones /:
I just had this interview a couples of weeks ago. Was a last minute interview and very short. I noticed that intwrviewers were not taking this seriously, was an online interview. One was greeting other colleagues and even when I tried my best I felt they were just doing the interview because I passed the first test but already had someone in mind
Had an interview recently in a nice room with 4 people sitting around a coffee height table. While the decor and chairs were nice, it was impossible to sit up straight. I’m short 5’4 and to sit up straight would force my legs out straight in front of me and they would not touch the ground. The seat of the chair was way too long. It made me very self conscious which is never good. At least I was leaning in and hopefully I appeared engaged.
The interview I went on felt more of an interrogation than an interview and then to top it off I had a 3 rd interview by a woman I had no idea who she was or why I was even talking to her and made the suggestion that I’d be working for her vs working for the doctor and that was never even mentioned to me ., it seemed she want to intimidate me and let me know she was not to be messed with
One job I had applied to required a detailed resume…only to have a 5-page long online application form with questions that required me to essentially re-type my entire resume. And the interviewers did not even know the job position I was applying for even though it was stated in the application form. Of course I didn’t take that job ☠️
Thank you for your excellent content. Do HR managers value a manager who manages difficult departments or groups of people? I managed tool & die makers (very highly paid, 6 figure guys with attitude) and the daily struggle was palpable. This was not viewed as a notable skill by interviewers. Does this skill matter?
WRT “culture fit”- I interviewed in a midwestern state right across the river from the state I currently lived and grew up in. When asked this, I am tempted to say, “Kansas and Missouri really aren’t that culturally different, notwithstanding the whole civil war thing from the 1860’s….” I know they are talking about the culture of people’s AGE, but I want to play dumb and ignore their bigotry and play it off that I assume they are referring to culture of the general society.