Everyone has faced a not-so-great interview experience. You put all your time and effort into this interview only for it to not go in your favor. So how do you react and what’s the next step? In this article, we’ll go over a few tips to gaining your momentum post-interview.
Reflect
Before doing anything else, it’s important to take a moment to evaluate your situation and understand what actually went wrong in the interview. This does not mean stay up late obsessing over your flaws, but it means truly and honestly looking at both yours and the interviewers time together. If you are particularly upset about this interview, it might be necessary to take some time to cool off. Giving yourself a break to do something healthy and positive is a good way to do that.
If you notice major issues, write them down and try to understand why they matter, and how to identify them for next time. If you notice minor mishaps you’ve done, don’t stress out over them. Overall, be kind to yourself and understand that an interview is not the most comfortable situation for anyone, and it takes time, patience and support to help yourself get better.
Follow-Up
For any major issues that you’d like to clarify (if it means receiving an offer or not), it would be wise to consider how to go about contacting your interviewer. It’s important to be honest and open about this misunderstanding so you can avoid any more in the future. Perhaps using your follow-up ‘thank you’ message would be best. Keep it brief!
Remember: You never know unless you ask!
Allow Yourself to Learn and Adapt
After a less-than-stellar interview, it can be easy to dwell on your mistakes, but it’s certainly not doing you any favors! Make sure you set yourself up to learn from everything.
A USPTO update clarifies that subject matter eligibility of an invention is not impacted by the employment of AI to aid in its creation, so USPTO examiners are urged not to take AI into account in their analysis.
Work-life balancer or career breaker? Slaughter and May's time-off approach formalizes flexibility, addressing concerns surrounding burnout in BigLaw.
Recruiting the right employees is of high value to any company. An effective strategy to upscale in the legal industry invariably includes recruitment efforts and every company needs to take steps to ensure their recruiting and onboarding top professionals. Among your recruitment goals should be engaging the right stakeholders, controlling the budget, and giving preference to talent and skill. Here are a few practices to help improve the company culture by recruiting the right candidates:
Published weekly on Friday, the Legal.io Newsletter covers the latest in legal, talent & tech.
Cleary Gottlieb announced that it would start naming nonequity partners, following several other top law firms that have started using this classification to retain top associate talent.
Occasionally, a company requires an intermittent employee to complete a certain project or goal.
Excellent leaders understand when and when not to act on what they hear
O'Connor is currently VP of Tech and Information Law and Policy at Northrop Grumman and was GC for the Department of Defense during the Obama administration.