Latest news with #AngelaBeatty
Time of India
11-05-2025
- Business
- Time of India
'Do you even want this job': HR expert reveals the common interview mistake that can cost you the job before you know it
In the high-stakes world of job interviews, most candidates worry about saying the wrong thing. But according to Angela Beatty, Accenture 's Chief Leadership and Human Resources Officer, it's what you don't say — or more precisely, what you don't know — that could cost you the role before you even realize it. #Operation Sindoor India responds to Pak's ceasefire violation; All that happened India-Pakistan ceasefire reactions: Who said what Punjab's hopes for normalcy dimmed by fresh violations According to report from CNBC Make it, Bratty revealed that there's one red flag that continues to stand out: candidates who show up without a clear understanding of the role they've applied for. 'It seems basic,' Beatty admits, 'but it happens more often than you'd think.' The result? It makes the applicant look like they're 'blanketly applying' to any open job without a moment's pause to reflect on whether it's a good fit — for them or the employer. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Join new Free to Play WWII MMO War Thunder War Thunder Play Now Undo More Than Just a Resume In today's competitive job market, showing up unprepared can no longer be brushed off as a casual oversight. When Beatty asks candidates what they can bring to a role, she expects more than generic answers. A failure to connect personal experience to the role's expectations signals a deeper issue: lack of genuine interest. 'If they haven't thought about how they'll contribute, it becomes hard to believe they'll care once they're in the job,' she says. And it's not just about securing a paycheck — hiring managers want to see candidates who are as invested in the mission as they are in the money. You Might Also Like: Boss says Yes, HR says No: In this battle, employee loses his paid leaves in strange WFH struggle This applies to resumes, too. Beatty advises avoiding unexplained short stints in your employment history, which can raise doubts about your ability to stay long enough to make a difference. Instead, she recommends highlighting how you've grown and learned over time — whether through professional roles or outside projects. It's Not the 90s — Do Your Homework In an era where company websites, Glassdoor reviews, LinkedIn profiles, and even employee blogs are just a click away, showing up uninformed is no longer excusable. Beatty calls it 'an easy pitfall to avoid,' especially when the tools are literally at your fingertips. It's not about memorizing a company's founding date or CEO's name. It's about making the connection between who you are and what they need . Read the job description closely. Look up your interviewers. Think critically about how your experience can meet — or even exceed — the demands of the role. 'Spending a little time doing some homework in advance really will pay off,' Beatty insists. You Might Also Like: 100% attendance? How a HR manager fooled a tech company of Rs 20 crore More Than Just a Job — It's a Match Ultimately, Beatty isn't alone in her thinking. Jolen Anderson, Chief People and Community Officer at BetterUp , agrees that a lack of research suggests the company is a 'backup or second choice.' And no one wants to be someone's plan B — especially when they're looking for long-term commitment. So next time you're prepping for an interview, ask yourself the real question: Why do I want this job? Because if you don't know — or worse, haven't even thought about it — chances are the interviewer will figure that out before you open your mouth. And when that happens, your dream role might just slip away before it ever had a chance to begin.
CNBC
09-05-2025
- Business
- CNBC
The No. 1 question this HR exec loves to ask in a job interview: It's ‘the most important thing'
When job candidates come in for an interview, chief leadership and human resources officer at professional services company Accenture Angela Beatty likes to see they've prepared. Her No. 1 red flag is finding out they know nothing about the role they're interviewing for. You want to see that "they've thought about how they're going to be able to contribute," she says. Otherwise, it looks like they're "blanketly applying" to anything without caring much where they end up. When it comes to green flags in a job interview, Beatty likes to see candidates' natural curiosity and hunger for knowledge. That's why the No. 1 question she likes to ask in an interview is, "what have you learned recently?" Learning is key for growth in the workplace, especially at a time when so much of how work gets done is getting upended. Generative AI is "sort of superpowering us as humans," says Beatty, adding that "it's hard to think of any job or place where we're not going to use it." That's why being eager to learn is so critical. People who continually want to learn can embrace the challenge of figuring out how this new tech works and become better both at using it and at what they do. The characteristic is indicative of potential success down the line as companies and industries adopt AI. When Beatty asks people what they've learned, she's not looking for any specific arena in which their curiosity played out to see if they have this attribute. It can be illustrated through courses taken in or outside the workplace, "it can be that I learned [data platforms] Snowflake or Databricks or prompt engineering," she says. "But it could also be that I'm learning how to cross-country ski." The point is less to see how this characteristic plays out in the workplace and more to simply see if candidates "have that mindset about learning, that curiosity," she says. In these everchanging times, a natural desire to gain new skills and knowledge is "the most important thing."
CNBC
07-05-2025
- Business
- CNBC
Avoid this job interview mistake—it can make it look like you don't really care about the role, says HR exec
Land the Job Published Wed, May 7 2025 9:23 AM EDT Angela Beatty has worked in human resources for decades and currently serves as professional services company Accenture's chief leadership and human resources officer. In that time, she's figured out what she likes and doesn't like to see in job candidates. For example, she recommends candidates avoid having unexplained short stints on their resumes. They make her wonder if you can "stay at a place long enough to make an impact." Do include examples of how you've learned and gained new skills over the years — even if they're outside of work. When it comes to job interviews, her No. 1 red flag is "if someone does not understand what the role is," she says. Seems basic, but it happens often enough. Here's why that's crucial and how to avoid it. When Beatty interviews job candidates, she likes to ask what they can bring to the role. If they can't articulate that because they don't know what the role entails, it brings into question their interest. It looks like they're just "blanketly applying to things" without giving much thought to where they're sending their resume, she says. If they don't care about the company when they're applying, how much will they care about the role when they're in it? You want candidates to have considered "it being the right fit for them," she says, and to see that "they've thought about how they're going to be able to contribute." Beatty is far from the only career expert to stress the importance of knowing about the role and company you're interviewing for. If you come in knowing little to nothing, you risk making it seem like that company is a "backup or second choice," chief people and community officer at BetterUp Jolen Anderson previously told Make It. Falling short on this information is "an easy pitfall to avoid," says Beatty. "Just do enough of your homework" that you can answer simple questions like "how you're qualified" and "how you're going to make an impact," she says. The easiest way to do this is to read the job description and figure out how your experience translates to each facet of the role. You can also read through the organization's website and LinkedIn page and even read over LinkedIn pages of your interviewers. "These days, people have access to so much information," says Beatty. "Spending a little time doing some homework in advance really will pay off." Do you want a new career that's higher-paying, more flexible or fulfilling? Take CNBC's new online course How to Change Careers and Be Happier at Work . Expert instructors will teach you strategies to network successfully, revamp your resume and confidently transition into your dream career. Sign up today and use coupon code EARLYBIRD for an introductory discount of 30% off $67 (+taxes and fees) through May 13, 2025. Plus, sign up for CNBC Make It's newsletter to get tips and tricks for success at work, with money and in life.
CNBC
28-04-2025
- Business
- CNBC
Avoid this one resume red flag, says HR exec: 'A pattern' of this behavior looks bad
These days, people's careers can look all sorts of ways, says Angela Beatty, chief leadership and HR officer at Accenture. "We're not in a world anymore where we expect people to be 30 years with a company," she told CNBC Make It at the Uplift conference by BetterUp. It's not surprising to see people in various roles and companies throughout their careers. But when it comes to red flags in a resume, there's one thing that Beatty notices immediately: a series of short stints lasting a year or less. Here's why that raises an eyebrow and what she recommends jobseekers do if that's what their resume looks like. Short-term employment happens, says Beatty. If someone is "straight out of school, I'm not expecting them to have a long stretch or stint somewhere," she says. Maybe they have a couple of internships they were able to do throughout their degree, but they likely won't have years at any given employer. But over the course of, say, 10 years, if "you see a pattern" of short roles, Beatty says, that stands out. It "makes me question if they're able to gain some traction and collaborate and work with others in a way that would enable them to stay at a place long enough to make an impact," she says. She's not alone in this assumption. More than a third, 37% of hiring managers say seeing that a candidate frequently changed jobs could prevent them from moving forward with them, according to an August 2024 LinkedIn survey of 1,024 hiring managers. It makes them think, "if you were only there for nine months, maybe you'll only be here for nine months," LinkedIn career Drew McCaskill previously told Make It. For those professionals whose resumes have numerous short stints on them, Beatty recommends providing context. If you had a series of short jobs at the same company because you got promoted or made some lateral moves, make it clear it was all at the same place. If you're a freelancer or contractor and were working on a few month-long projects, list them as bullets under the relevant freelancer or contractor title. "Identify in a resume if it was specifically designed to be a shorter-term engagement," she says, "so that as a person looking at the resume, I could see that." If it wasn't, your interview could provide an opportunity to explain. "Interviewers appreciate authenticity so, as long as it's not a pattern of short stints," Beatty says, "you can share that the role did not work out as expected and be transparent about why it ended while underscoring an example of the positive impact you made."
