The Number 1 Thing to Do in an Interview

by Veronica Blatt

Today’s guest blogger is Paulette Steele with Real Resumes located in Queensland, Australia. Real Resumes is educating people from beginning to end on getting a job.  Short videos cover all aspects including: where to look for a job, writing effective resumes, researching and preparing for the interview, and most importantly, mastering the interview itself. Paulette has 15 years of recruitment experience and a vast career in various industries.

What’s the number one thing to do in an interview? It’s so simple and effective! Read the rest of this entry »


Great Interview Questions for Recruiters to Ask

by Veronica Blatt

conference-table-300It seems to me that interviewing skills are all over the table. Sometimes I hear that candidates “don’t interview well,” and I’m sure that’s true. However, I’ve also been through some interviews where it could be fairly said that the INTERVIEWER didn’t interview well either! Since interviews are such a critical component of the hiring process, everyone could stand to improve their interviewing skills – candidates, clients, and recruiters alike. Below are some interview questions for recruiters to ask that will help assess talent more accurately.

From the LinkedIn Talent Blog:

  • Can you share an experience where a project dramatically shifted directions at the last minute? What did you do? Let’s face it, “stuff” happens, and sometimes projects and plans don’t materialize as expected. It’s helpful to understand how candidates react to these situations.
  • Tell me about a time you missed a deadline. What happened? With this question, you might look for responses that indicate the candidate accepts ownership, communicated the missed deadline to higher-ups in an effective manner, took steps to mitigate damage, and/or changed a process to avoid a future recurrence.

Here’s an interview question from Insperity that could be very eye-opening:

  • For managerial candidates, ask if they have had to implement a policy change, structural change, or other significant change that was not very popular. If yes, what was the change, and how did they manage it? You are looking for signs of leadership, and also evidence of the person’s adaptability to change. It’s rare to be in an environment that never changes, so it’s good to see how people handle disruption.
  • On the flip side, ask if the candidate has ever been impacted by an unexpected policy change, structural change, or other significant change. With this question, you may be trying to assess if the candidate is a good team player, or exhibits flexibility under pressure or difficult circumstances.

Lou Adler has two interview questions he uses with great success. The questions lend themselves to other questions and actual performance-related dialogue. They are:

  • Tell me about your most significant accomplishment. If you have specific performance objectives that the candidate will need to meet, it should be fairly simply to ask the candidate for an example of something comparable. The candidate’s answer will allow you to ask further questions that help you determine if that candidate can actually accomplish the things that need to be done in the new role.
  • How would you solve this problem? This question uncovers problem-solving skills, strategy, creativity, planning, and more. It should lead to a back-and-forth conversation that helps you understand how the candidate plans, prioritizes tasks, allocates resources, and other details that indicate success.

Do you have a favorite interview question for recruiters? What’s the WORST question you’ve encountered in an interview? Please share it in the comments!

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UK Job Seekers and Employers Say Interview Process Has Lengthened [INFOGRAPHIC]

by Veronica Blatt

According to data released by Randstad, both job seekers and employers in the UK say the job interview process has lengthened since 2008.

Over the past five years, survey respondents indicated:

  • 23% increase in the time it takes job seekers to secure a new role (10 weeks, 5 days vs. 8 weeks, 5 days)
  • Job interview time has increased by 1.5 hours – measured in actual interview time as well as interview prep
  • More than twice as many jobs requiring pre-employment testing or assessment, which contributes to the slower hiring process
  • More employers requiring multiple interviews

Below is an infographic from CareerBright highlighting the rest of the findings:

infographic about interview process getting longer

These findings mirror reports from US job seekers as well, who cite longer job searches, more multiple interview situations, and an overall slowdown in the hiring process.

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3 Reasons to Conduct Video Interviews

by Veronica Blatt

video-presentationToday’s guest blogger is Anne Downing with Demetrio & Associates, LLC located in greater Phoenix, Arizona. Demetrio & Associates is a boutique recruitment firm that has clients across the US as well as in international locations. The firm places candidates in sales & marketing, advertising, wireless and software positions. Anne is currently serving on NPA’s Board of Directors.

If you are not using video interviews to interview your candidates, or if your clients are not using video interviews, now is the time to start. Video is EVERYWHERE. YouTube has over 1 billion unique visitors EVERY MONTH. People are using video for more reasons than just watching their favorite band perform.

Employers are attracting potential new employees with corporate branding videos and are often using video as part of their hiring process. Sarah White, an industry analyst, conducted a video interviewing usage survey that indicated 38% of the respondents said they use video at some stage of the hiring process. It is safe to assume that this number will increase rapidly over the next couple of years.

There are several reasons why video should be part of the interviewing process, and I will discuss a few below:

Globalization. As recruiters, many of us work with candidates all over the US and the world for that matter. Using video interviews can give us a much better feel for the candidates’ personality and presentation skills. In the long run, this will allow us to present the best possible candidates to our clients.

Speed. Video interviews speed up the hiring process. It is often hard to set up in-person interviews because hiring managers and other members of the interviewing team have scheduling conflicts due to their travel, meetings etc. With video, people can be located anywhere in the world and take part in the video interview. This allows a lot of flexibility on your client’s part to set up the interview. It also can save your client money because this will eliminate some of the travel costs they pay to have candidates come in for an in-person interview.

Remote workers. Many candidates in today’s market work remotely, travel on a regular basis or work from their home offices. Having access to video on their mobile devices allows them to do a video interview from anywhere. One can slip away from “work” and do an interview on their laptop, iPad or mobile phone.

Employers, recruiters and candidates are all ready to engage with each other via the video platform. If you are not using video, now is the time to start!

Image courtesy of renjith krishnan / FreeDigitalPhotos.net