Blogs
Why am I not getting the job? Identify your blindspots and win the interview
10 months ago By Nathan Eshman
Finding a job can be rough. And if you’re a job seeker who’s responded to a number of job listings — or can’t seem to make it through the interview stage — you may have asked yourself, Why am I not getting the job? Now, while some declare it’s a matter of the stars aligning, reality is that stars don’t pay the bills. Jobs pay the bills. What’s more likely… you have a blind spot keeping you from landing a job. In this article, we’ll look at the most common interview blind spots — starting with our findings from surveying our LinkedIn network. Then, we’ll share practical tips for moving forward, so you can win the interview and win the job of your dreams.
BEFORE YOU READ ON: Don’t be nervous about dealing with your blind spots. And don’t get down if you find that a number of blind spots apply to you. Take note of the blind spots, learn the strategies, put them into practice, and you’ll be that much closer to getting a great job offer. You got this! Now let’s read on.
SO, WHY AM I NOT GETTING THE JOB? RESULTS FROM OUR LINKEDIN POLL
To kick off the discussion, we asked our 60k+ LinkedIn followers this question:
What do you think is the biggest deal breaker in a job interview?
Here’s what they said:
What do you think is the biggest deal breaker in a job interview?
Here’s what they said:
- Arriving late – 45%
- Poorly prepared answers – 35%
- Dressing inappropriately – 16%
- Other – 3%
Now, this list of blind spots makes a great conversation starter, but there’s plenty more where they come from. Let’s circle in for a more detailed look at the most likely blind spots holding you back.
ARRIVING LATE FOR A JOB INTERVIEW
As decided by a vast majority (46%) of participants in the poll, arriving late to a job interview is the biggest no-no for job seekers. But hey, life happens. So, be proactive. The moment you realise you’re
running late , contact the interviewer and let them know:
- How late you’re running
- The reason why you’re running late
- You are open to rescheduling if your lateness has caused problems.
Preference a phone call over sending an email or text. Don’t over-explain or lie. Be honest, take ownership. If the interviewer is understanding and the interview proceeds, take a moment to calm yourself upon arrival. It might seem counterintuitive — as every second counts — but taking the time for a few deep breaths to calm yourself is infinitely better than botching an interview due to being flustered with sweaty armpits.
Online interviews
Since COVID, most of the job search process and interview process has become an online affair. That means technical difficulties can be a threat i.e. a lousy internet connection, missing links or links not working. So it’s essential to test your internet and check your settings, times and links before you try logging on to the interview. If anything isn’t right, reach out to the person who set up the interview.
ILL-PREPARED ANSWERS
Answering questions is one of the most vital interview skills you can have. It shows hiring managers — or whoever is interviewing you — you can think on your feet while showcasing your knowledge and experience. Cliché answers that sound like the same fluff an interviewer has heard from every other job applicant make you instantly forgettable. But, unique and well-thought-through answers help keep you at the front of the interviewer's mind. When preparing your answers prior to an interview, think about the background research you've conducted on the company, your skills, your previous experience and how this makes you a great candidate for the advertised role. You should also look over the role's key selection criteria - the qualities, knowledge and skills required for a candidate to perform the particular role. Doing this will help you construct a relevant and well thought-out answer that speaks to your specific and unique attributes.
INAPPROPRIATE ATTIRE
We’ve all heard the phrase “dress for the job you want”. But that doesn’t mean you should show up to an interview for a Construction Labourer position in a T-shirt and shorts — just like you wouldn’t show up in a tux or a gown. How you dress can not only make a positive impression, but it shows the interviewer:
- How familiar you are with the job
- Whether you’ll fit in with the culture
- How serious you are about the job.
So it’s worth thinking about what others in this role typically wear and what message you want to send — Google is a useful resource if you need some inspiration. e.g. try searching: what to wear to a
property manager
job interview. If you can’t decide what to wear, try visiting the workplace to see what others are wearing. Or stick with smart casual or
business attire
.
BORING RESUME AND COVER LETTER
Making a potential employer feel like you really want the job is crucial. One way to do this is by personalising your cover letter and resume. Not taking the time to
customise
your application tells the interviewer or hiring manager:
- You’re lazy; you don’t put in the extra effort when needed
- You don’t know if you truly want the job
- You’re likely pushing the same resume under every door in the city.
Sure, job searching can feel tedious and hopeless at times. Yet, customising helps your application stand out among the ocean of others who didn't put in the same effort. On top of this, make sure your resume and cover letter are clear of grammar and spelling mistakes and look professional. It's not uncommon for job seekers to use professional resume writers to give their applications a more tailored look.
THE JOBS YOU’RE APPLYING FOR ARE OUT OF YOUR LEAGUE
Some might say confidence is most important when going for a job. But don’t be fooled into thinking that’s all you need to get your name on the employee list. Before you apply for a job, read the job description and weigh up your experience, study and skills against it. There’s nothing wrong with aiming high. But there is such a thing as unrealistic expectations.
YOU’RE NOT APPLYING FOR ENOUGH JOBS
Yes, we may have established a no cliché rule in previous chapters — but you can't beat don’t put all your eggs in one basket to illustrate this point. For some, getting the right job is a numbers game. So even if you feel confident,
keep applying for jobs
until you have an offer in hand.
A healthy way forward is to:
- Follow a schedule
- Take an hour lunch break from 12-1 pm
- Set achievable goals
If there aren’t enough jobs in your field, then you might need to get a little creative:
- Do you know someone who works in an organisation who can refer you?
- Are there networking events you can attend?
- What could you say on your cover letter that will get attention?
YOU’RE NOT ASKING QUALITY QUESTIONS
The interviewer is not only judging you by the answers you give. They are weighing up the quality of the questions you ask. Your questions reveal just as much (maybe even more) than any answer you might provide. So when the interviewer asks if you have any questions, make sure you have thought-through and meaningful questions ready to go.
Here are a few questions you might want to ask:
Here are a few questions you might want to ask:
- How can I impress you in the first three months?
- What catches most new employees by surprise?
- How have others failed or succeeded in this role before me?
And… there’s nothing wrong with having a written list of questions.
THE THRILL IS GONE (NO PASSION)
One of the worst things you can do in a job interview is give the impression that you lack passion. So, to see if this is one of your blind spots, film or audio record yourself doing a mock interview. Ask yourself (or someone else) if you seem
excited
enough. At the end of the day, no one wants to work with Debbie Downer. So make sure you respond like a human being who is alive, energetic and desires this job. Alternatively, try not to come on too strong.
There’s such a thing as too much passion. An example might be confessing how you love going above and beyond, working weekends etc. when in reality, you’re pretty protective of your personal time. Go in too hot, and you’ll likely leave the interviewer or hiring manager questioning how authentic you are.
There’s such a thing as too much passion. An example might be confessing how you love going above and beyond, working weekends etc. when in reality, you’re pretty protective of your personal time. Go in too hot, and you’ll likely leave the interviewer or hiring manager questioning how authentic you are.
WEAK REFERENCES
Imagine customising your cover letter, doing all your preparation, and impressing multiple interviewers only to have your references let you down. Any organisation considering offering you a position wants to know how you performed at previous workplaces and the terms on which you left.
Before you include references, make sure:
- They’re reachable — i.e. will they answer their phone?
- They speak well of you
- They add variety to your references.
Above all, never include someone as a reference if you haven’t asked for their blessing first. And where possible, give them a heads up that they’ll be getting a call to provide a reference.
BLINDSPOTS SORTED, LET’S APPLY FOR SOME JOBS!
Now that you’re aware of the most common blind spots and strategies to move past them, it’s only natural that you’re itching to start applying for more jobs.
Click here to browse our job listings in construction, real estate, architecture, engineering, and business operations. Or to learn more about applying for jobs,
click here .
Spoiler: “Competitive salary” isn’t the hook you think it is.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Why the way you brief, partner, and align at the top matters more than ever.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
We’ve entered an era where the smartest systems aren’t the loudest. they’re the ones you don’t even notice. Ambient Intelligence (AmI), or “ambient invisible intelligence,” is reshaping how we live and work, not with fanfare, but with subtlety. This is AI that whispers instead of shouts. It learns your habits, senses your environment, and responds without you lifting a finger. It’s the kind of intelligence that anticipates, not interrupts. So… why should tech professionals, recruiters, and business leaders care? What Is Ambient Intelligence (AmI), Really? Ambient intelligence refers to digital systems—AI, sensors, and networks—that are embedded into our environments to support humans quietly and contextually. Think beyond chatbots and flashy dashboards. This is: Smart lighting that adjusts based on mood or weather Healthcare systems that flag early symptoms before patients notice Cybersecurity that auto-defends without alert fatigue Enterprise tools that prioritise tasks based on your unique working patterns. It’s a tech layer that fades into the background. That is, until you realise you couldn’t function without it. A Silent Revolution in the Workplace Here’s the interesting bit: Ambient AI isn’t just for homes and smart cities. It’s quietly infiltrating our workplaces. Talent Platforms that serve candidates content before they search. Meeting Software that understands conversation flow and adjusts transcripts, follow-ups, or even sentiment analysis in real time. Facilities Management tools that adjust airflow, lighting, and noise levels based on occupancy and stress indicators. And all of this happens without user prompts. We’ve moved from “Hey Siri” to “Siri already knows.” Why It Matters for Tech Recruitment Let’s talk talent. As ambient intelligence grows, we’ll see rising demand for: AI/ML engineers with human-centred design experience Data privacy and ethics specialists IoT security experts UX professionals who understand invisible design Integration architects who can make fragmented systems feel cohesive. And here’s the catch: these roles often require cross-functional fluency. Tech meets psychology, meets ethics, meets design. Are we ready for that shift? Ethical Design in the Background There’s power in invisibility. But there’s risk too. When tech becomes ambient, it also becomes less visible to scrutiny. That means: Bias can go unchecked Data privacy can slip through the cracks Users can be nudged without realising it. The question is no longer can we do this? —But should we? Smart businesses will bring in people who can answer that. Invisible, but Intentional The future of AI isn’t a robot in the boardroom. It’s the algorithm silently removing barriers before they appear. Ambient intelligence is already here. You may have just not noticed it. Yet.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Growing a tech team goes a little more in-depth than just getting bums on seats. That is, if you want to scale efficiently. As businesses expand, they often face a common dilemma: should they build an in-house team, buy talent through hiring full-time employees, or partner with external agencies and contractors? Each approach has its pros and cons, and choosing the right one depends on factors like budget, project scope, and long-term business goals. The Build, Buy or Partner Framework When to build (upskill & develop internal talent) Best for: Companies with existing talent that can be developed for long-term growth. Pros: Retains institutional knowledge Fosters a strong company culture Reduces external hiring costs over time. Cons: Takes time and investment in training Can be challenging if internal talent lacks specialised skills. When to choose this approach: When you have a solid foundation of junior-to-mid-level employees who can be trained When you’re looking to promote from within and build long-term loyalty When hiring budgets are tight, but internal development is feasible. When to buy (hire full-time employees directly or through an agency) Best for: Businesses needing stability and long-term expertise in critical roles. Pros: Provides dedicated resources fully committed to company goals Helps establish a strong, cohesive team culture. Cons: Lengthy hiring processes if running a direct process Higher upfront costs (salary, benefits, onboarding, training) Risk of turnover. When to choose this approach: When core business functions require in-house expertise (e.g., software engineers, DevOps, cybersecurity specialists) When long-term stability outweighs short-term cost savings When hiring in a talent-competitive industry where full-time employment is a key attractor. When to partner (contractors and recruitment agencies) Best for: Businesses needing flexibility, speed, or niche expertise. Pros: Faster time-to-hire, especially for specialised roles Cost-effective for short-term projects Access to a broader talent pool. Cons: Cultural integration can be trickier if partners aren’t well-briefed on your values and team dynamics May carry higher long-term costs but manageable with a strong partner who can help you strike the right balance with lasting talent. When to choose this approach: When working on short-term projects that don’t justify full-time hires When needing specialised skills that are difficult to recruit in-house When scaling rapidly and requiring immediate talent solutions When the target talent requires a more strategic brand positioning. Making the Right Hiring Decision Assess business goals: Align hiring strategy with long-term company objectives. Evaluate current team capabilities: Determine whether upskilling is an option before going to market. Consider cost vs. speed: Weigh the urgency of hiring needs against budget constraints. Mix & match approaches: A hybrid approach—combining direct hires with external partners—can offer the best balance of cost, flexibility, and expertise. Scaling a tech team effectively requires a strategic mix of building, buying, and partnering. By understanding the strengths and limitations of each approach, hiring managers can make informed decisions that support both immediate needs and long-term growth. Get in touch with our team to see how we can help set your business up for efficient and effective hiring.
Welcome to Lunch With a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
When it comes to creating a thriving workforce, employee engagement and employee experience are often used interchangeably. However, while they may seem similar on the surface, they are two distinct concepts that are crucial to the overall health and success of an organisation. Understanding the difference between the two—and how they interact—can help employers build a more engaged, satisfied and productive team. What is Employee Engagement? Employee engagement refers to the emotional commitment an employee has to their organisation. It’s the level of enthusiasm and dedication that an employee brings to their role. Engaged employees are motivated, passionate about their work, and actively contribute to the company's success. Engagement is more about the intensity and quality of work rather than job satisfaction alone. In Australia, only 15% of employees are actively engaged in their roles, according to Gallup’s State of the Global Workplace 2022 report. While this is a global statistic, it’s clear that engagement levels remain low. What does this mean for Australian employers? It indicates a significant opportunity to invest in practices that can turn disengaged employees into highly motivated, committed individuals. Key characteristics of engaged employees include: Motivation: They are driven to do their best work every day. Passion: They care deeply about the company’s goals and values. Commitment: They are invested in the long-term success of the company. High productivity: Engaged employees tend to be more productive and efficient. What is Employee Experience? Employee experience, on the other hand, encompasses the entire journey of an employee with a company. From the moment they apply for a job, to their first day on the job, to their interactions with colleagues, and their day-to-day work life, employee experience is shaped by all touchpoints and interactions an employee has within the organisation. It’s more holistic and takes into account every aspect of an employee’s work life, both physical and emotional. In Australia, 73% of HR leaders agree that employee experience plays a critical role in employee engagement, according to The Australian HR Institute (AHRI) . However, it’s not just about the work environment; it’s about creating an experience where employees feel valued, supported and equipped to succeed. As 76% of employees are willing to leave their current employer for one that offers a better experience, the need for organisations to focus on improving the employee experience is more important than ever. Key factors that make up the employee experience include: Work environment: The physical and psychological aspects of the workplace (including flexibility, office design and culture) Onboarding: The process of introducing new employees to the company and setting them up for success. Company culture: The overall atmosphere, values, and norms within the organization. Professional development: Opportunities for growth, learning, and career advancement. Work-life balance: How well an organization supports employees in balancing work responsibilities with personal life. A side by side comparison While engagement focuses on the emotional commitment of an employee, experience covers the broader scope of their time with the company. Here’s how they differ:
All content copyrighted | Privacy Policy | Cookie Policy | T&Cs | Powered with 💙 by Shazamme