A suitable outfit is a must when you are attending a job interview. It is crucial to be well groomed and have fitting, coordinated, frills-free and somewhat formal attire, especially if you are applying for an executive or managerial position in a corporation which places great emphasis on professional image. It can make or break an employment opportunity. Here are some pointers you should take note of…

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Workplaces run the spectrum from super-strict to extra-lax in terms of staff behaviour. If you move from one place to another with similar standards, you will know what is expected of you, besides essential job knowledge. But culture shock can quickly hit you if you leave a company with a relaxed code of at-work behaviour and join one with rigid rules. It is fine if the rules are set down in black and white, because you will surely be informed about them from the start.

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You’ve looked through your resume for the nth time to make sure it’s presentable and have prepared an impressive portfolio. You’ve also taken pains to dress appropriately and have done extensive research on a company giving you a make-or-break interview. Nothing can go wrong at this meet-the-honchos session. Or can it? You may think you have everything covered – until you find yourself stumped when an interviewer decides to ask you questions you have difficulty answering. But many seemingly tough interview questions only sound challenging because you have not had the chance to think through them. If you could, wouldn’t it make things much easier?

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An acquaintance of mine runs a company that counts big, litigation-happy American corporations among its business partners. He has said that if he discovers any of his employees sending e-mail – even privately – to their co-workers, referring to any of these important partners as “fools” or “idiots”, he will immediately fire those employees. His reason: When all is well, much can be smoothed over; but once business partners fall out and contracts get scrutinized for loopholes that will allow one party to renege on previous agreements, each will dig out everything it can to prove that the other was not a supportive business partner and did not fulfil its end of the bargain. Employee e-mails that indicate contempt of the other company can be forwarded carelessly or dredged up by IT experts years after they have been deleted, and waved about in a court of law by the company’s overpaid lawyers to support that allegation.

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