Every organization has its own recruiting and interview philosophy, following a methodical process that meets their individual needs. Though each organization’s approach may be unique, the vast majority follow a similar multi-level process.
Job Interview Tips
After resumes have been reviewed and accepted, an organization’s recruiting process begins with the preliminary, screening, or qualifying interview. This interview may be conducted by in-house personnel, consulting firms, or a combination of the two. In most cases, human resource professionals normally complete these first round interviews.
The primary purpose of this interview is to determine if you meet the minimum qualifications for a given position. However, remember that all interviews should be considered behavioral interviews. You will be asked strengths weaknesses questions and tell me about yourself questions.
- Telephone interviews to quickly and economically eliminate unqualified candidates
Phone interview tips
When telephone interviews can be pre-scheduled, select a time where you can be in a location that is both quiet and free of interruption. If you cannot, you must be prepared at all times for “the call”.
Have copies of your resume, application data sheet, job notice, and any research you’ve completed on the organization. This is your life; know who you worked for, when you worked there, and what you did. Where and when you went to school and what you studied. Most people fumble through this exercise and it raises “red flags” as to your ability to act under stress.
- Face-to-face interviews eliminate unqualified candidates through the observation of nonverbal cues and lack interpersonal skills
The next step is the employment interview. You have already demonstrated you meet the minimum qualifications for the position. This interview is to determine if you fit the organization’s profile of a successful employee. Your goal is to demonstrate that you have the skills, behavioral qualities, work experience and achievement to fit within the organization.
This may be a multiple step process, depending on the organization, and include one or more of the following interview types:
- On-on-one interviews with a supervisor, manager, and/or company executive.
- Group interviews where you and other candidates engage in a group discussion format.
- Panel interviews where the candidate answers questions from a group of managers and/or potential peers.
Some organizations will use this round to determine the top two or three candidates. In some instances a final determination has been made; however, the candidate may have to interview with an executive of the organization.
You were asked behavioral interview questions, strengths weaknesses interview questions, and tell me about yourself questions. You got this far because you demonstrated that you are qualified for the job; you fit a profile the organization deems necessary to be successful; you are the same person that is represented in your application, resume documents, and prior interviews.
This is where most failed candidates eliminate themselves from competition. They feel the need to make the “bold move”; however, without realizing it, they are now exhibiting character traits that are contrary to the persona the organization thought they were recruiting. There’s an old sports maxim for teams going to the “big show”. “Don’t forget what got you here!”
WHAT’S THIS MEAN TO ME?
It can sometimes be very difficult to have the discipline to remain focused and consistent when competing against others in the final round of interviews. Over confidence, indifference, doubt, panic, etc., can all make their way into your verbal responses and body language if you are not prepared. The Interview Team builds successful employment campaigns that center around your behavioral traits and skill-sets. Get started now, contact us today.