Prepare for the Candidate Interview (It doesn't take long!)

I recently read a great article written by Ross Clennett that outlines tips for Interview Preparation. Clennett's advice is below.

If we are serious about providing more than a resume-referral service to our clients, then our candidate referrals need to provide a high value-add component and interview preparation is a critical part of doing that.

Thorough preparation is essential prior to conducting interviews, to ensure that the 30 to 60 minutes we spend in an interview is time productively and effectively spent. Here's a preparation for interview list you might wish to use:

1. WHAT? Agreement with the client regarding the 4 or 5, competency-based key selection criteria.

WHY? Unless there is an agreement, you risk assessing the candidate against criteria which the client regards as marginal.

2. WHAT? Prepare behavioural interview questions that request sufficient, specific detail about a candidate's demonstrated capability in the 4 or 5, competency-based key selection criteria.

WHY? Unless you have prepared the questions, you risk asking each candidate different competency questions which makes comparing answers, to assess competency, much more problematic.

3. WHAT? Thoroughly review the resume of each candidate to be clear as to what information provided on the resume you need to validate (eg depth of current responsibilities), and what information not provided on the resume, you need to discover (eg reasons for leaving last 3 positions) during the interview.

WHY? Research on resumes would suggest that between 20% to 40% of resumes contain significant omissions or inaccuracies. It's the job of the interviewer to ensure that the resume they submit to the client is complete and accurate.

4. WHAT? Bring to the interview a copy of the job description and a relevant page or two of information about the client (from the client's website or elsewhere).

WHY? Build credibility with the candidate. What opinion of a real estate agent would you have if they didn't have a floor plan, couldn't tell you when the house was built, what the council rates were etc?

5. WHAT? Have an interview template.

WHY? Such a template greatly enhances your interview structure, ensures you list all the behavioural questions you need to ask, as well as sufficient space to write the answers to those questions .Writing everything on a candidate's resume makes it much harder, and takes a lot longer, to find the relevant information post-interview.

6. WHAT? Ask the candidate to bring in any relevant supporting paperwork (eg. referee names and contact details, originals of visas, degrees, testing etc).

WHY? Saves you chasing it up afterwards and helps you validate the candidate's bona-fides much faster.

7. WHAT? Email the candidate the details of the interview (time, date, place, parking, public transport etc) and then re-confirm by telephone within 24 to 12 hours prior to the interview.

WHY? Candidates may not write things down, may lose the paper they wrote the interview information on, may forget, may get a better sounding interview, or they can't be bothered etc etc.

8. WHAT? Book an interview room.

WHY? You look like a complete amateur if you keep the candidate waiting for an interview room or you have to interview them in an inappropriate place (eg, reception or a café).
The success, or otherwise, of most interviews is highly predictable. The first factor is the interviewer being effectively trained in interviewing and the second is the amount of preparation the interviewer does prior to the candidate arriving in reception.

The good news for you is that if the general standard of recruitment interviews is so low (as the Clicks candidate survey confirms), it doesn't take much for you to stand out from the crowd.

Part 2: How to Tackle Interview Questions

4. Can you work well under pressure? This is a closed question to which you could just reply "Yes"! Even so use the opportunity to give an answer focusing on several clear-cut examples showing your ability to cope under pressure.

5. Where do you see yourself in five years time? Try not to sound overly ambitious by saying: "part of the management team or board of directors within this organisation". The interviewer will be pleased with your desire to progress but be more modest. You could express simply your desire to grow and advance within the company, possibly citing some areas of the business which currently interest you.

6. You don't seem to have achieved great results during your studies.Anytime that you have to deal with a weak element in your application, it is important to avoid being evasive or vague. Meet the question head on. For example "Yes, that is true. I know that I did not get the right balance between my extra-curricular activities and my academic work. Since then I have developed my time management skills and learned to say no to some activities. My results now show what I can achieve." If this is your second interview, you are likely to find some probing into the weaker areas which emerged at first interview.

The most important thing to remember is that you are looking for any opportunity to communicate your skills and abilities, supported by examples of what you have already achieved. Most employers are looking for graduates who are not only capable of, and committed to doing their job but who will fit the corporate culture.

How to Tackle Interview Questions

The current skills shortage can work as an advantage for current graduates as you prepare for the annual recruitment drive. Knowing what to expect during an interview process can benefit graduates as you can be well prepared and show to potential employers that you are capable of filling the numerous job vacancies.

During an interview you could be asked any number of questions so you need to prepare. If you keep focused on the selection criteria for the job, you will then see that all the questions you are asked give you an opportunity to provide evidence.

So how should you tackle the questions you are asked? Here are some hints:
1. Why have you applied for this job?
This is a great chance to sell yourself but don't waste the opportunity by reciting your CV. Describe the skills you can offer which are relevant to the role and express the depth of your interest in the job. You might have developed an early interest in the field, had relevant work experience, or you may have talked to people who are in the profession. Your answer should be enthusiastic and confident and show you have done your research. Leave the interviewer in no doubt that you are the perfect person for the job.

2. What are your weaknesses?
This question usually strikes terror into the hearts of all interviewees. The best way of tackling it is to pick one thing which you know has been a weakness but you have taken some steps to overcome. For example you might say: "I used to be very nervous about giving presentations but I have taken a course and have asked for feedback from others to improve my performance. I am still nervous but now it does not show so much."

3. How do you see yourself fitting into our team?
You will need to illustrate times where you were placed in a new team or group. It doesn't matter how long or short term the role was. Show what steps you took to make sure you fitted in, show how the group was not disrupted by your arrival and, if relevant, describe any positive impact you had.

15 unwise assumptions for recruiters to make

I recently read an article written by Ross Clennett that outlines "15 unwise assumptions for recruiters to make". The article outlines points that are important for recruiters to remember.

1. The client will read my brochureDo you seriously believe ANY client or prospect will read your company brochure? Most recruitment company brochures are boring, filled with motherhood statements and provide little, if any, compelling reason for the client to use that recruiter. Why would a client read it?

2. The candidate will tell me about any other offers they haveNot unless you ask them, they won't.

3. Getting on a PSA is great newsIn my experience, a vast majority of PSAs deliver rewards well below expectations to those recruiters who ‘win' a place on the agreement.

4. My calls will be returnedNot unless you gave the person you were calling a compelling reason to do so, they won't.

5. People possess common senseWhat might be ‘common sense' to an accountant might not be ‘common sense' to a salesperson.

6. The client will mention any internal candidates being considered for the roleNot unless you ask them, they won't.

7. Resumes are a complete and accurate record of a candidate's work historyAs I wrote about earlier this year in InSight 21, US private investigation and security firm, Kroll reported that 49% of requested checks on their clients' employees and prospective employees, uncovered discrepancies in the resume-stated employment history compared to what Kroll's background check revealed. Your job as a recruiter is to validate the resume of any candidate you represent to a client.

8. The client will tell me that they have listed the job with another/other recruiter(s)Some will, some won't. Make sure you find out every time you take a job brief.

9. A candidate's referee will volunteer any relevant less-than-flattering information about the candidate during the reference checkMost referees want to speak well of employees who have worked for them and won't offer any potentially negative information about the candidate unless they are asked a specific question that may reveal this information.

10. People read emails. Some do, some don't. Most people are looking to delete emails as quickly as possible, so if you are emailing important information and you don't get any acknowledgement, then follow up with a telephone call.

11. Candidates will accept a job at the salary stated/advertisedThe closer the candidate gets to the offer the more likely they are to want more money to accept the offer. Keep re-confirming the salary.

12. Candidates will notify me in advance if they are not going to be able to attend a scheduled interviewAlways create a reason to telephone a candidate same-day (or 24 hours at worst) of a scheduled interview to re-confirm the interview details.

13. Clients will ‘be reasonable' and pay my fee without having signed our terms of businessMy experience was that the amount of time it takes for a client to sign your terms is in direct proportion to how uncooperative they will be during the recruitment process.

14. Candidates will tell me if their circumstances change at work or at homeLooking for a new job is a function of many things - things that can change quickly. Touch base with candidates regularly about whether anything has impacted (negatively or positively) on their enthusiasm for a seeking a new job.

15. Other people have the same standards and values as meRecruitment can be a tremendously fulfilling and rewarding career, however, you have to be prepared to experience, forgive and get past, some very strange, rude and inexplicable behavior. Operating as an optimistic cynic (expecting the best, preparing for the worst) worked for me.