INTERVIEWING

Ivan Zy Lim, MSocSc Director / Principal Consultant

What are the 5 Most important criteria when employer decides on a recruitment agency ?

INAVERO STUDY
What is the cost of submitting poor resumes, unqualified and unprepared candidates? What is the cost of failing to deliver quality? The results of this study show that there is a dramatic decrease in the employers wiliness to recommend their primary staffing company with even one low service rating. In other words, employers appear to be very unforgiving and sensitive to service failures. These results are not surprising when you consider all the studies historically conducted in marketing showing the significant cost of irate customers and word of mouth marketing. So what does staffing quality have to do with interviewing? Proper interviewing is a critical step to help ensure candidate quality.

Know the job

Interview the Hiring Manager

Of these responsibilities which are the most important to you, and the organization? What are the typical problems at this job handles? How much autonomy does this job have? Who will this job have to speak to in order to perform its duties? Describe the work environment? What's the most common error committed in this position? How does that impact the company? What kind of education is required in this position? Identify degree, diploma, certification, professional association names and acronyms. How would you prioritize these educational requirements? What kinds of work history with potential candidates come from? Identify job titles, industries, competitors, and so on.

 Company Culture and Soft Skills Ask the hiring manager to describe the culture at work, and within the team. Ask how working there differs from other employers they have worked with? What kind of atmosphere do they create at work? Ask them to describe their own management philosophy and style and so forth. Conduct a site visit

Do employees take their lunch or working through their lunchtime?

HOW TO ASSESS C.V.

Look for gaps and inconsistencies. If in doubt, verify qualifications with relevant institutions. Estimate the average amount of time spent on previous jobs. Is the candidate making logical career movements? Do the style and structure of the C.V indicate an organized candidate

 Structured Vs Unstructured Behavioral Based Interview Competency Based Interview Competency Based Behavioral Interview Cognitive Interview

Interview NOT Interrogation

DEFINITION OF AN INTERVIEW
A conversation with a Purpose. The primary purpose of such a conversation is to provide accurate information to evaluate applicants suitability for employment.

Why did you leave your job I have been in the same position and level for 7 years and it was time for a change. It was a dead end job. I get the sense that you really value career growth in a job. Describe the kind of change you are looking for in your new job.

CONDUCTING THE INTERVIEW

Ask the First Question

Thinking, Judgement, Communication Skill Early Life, Education, Experience, Expectation 80/20 rule
Have you dealt with a dissatisfied customer?

Use Open-Ended Questions, Clarifying Questions and Silence Can you tell me about a time you had to deal with a dissatisfied customer, and how you handled it? Tell me more? And? Whys that? It sounds like there is much more to that story. In what way? How so? Is there anything else I should know? Take Notes Wait 30 secs

5 MOST COMMON INTERVIEWER ERRORS

Halo or Horn Withhold Judgment until after the interview Contrast Error If this was the only person I saw for the job would I hire him The Just Like Me! Syndrome 80/20 rule Primacy/Recency

Dont let the first and last(ing) impression overshadow the rest of the interview

RED FLAGS & WARNING SIGNS

Arriving late for the interview

Treating our staff dismissively and disrespectfully

Not wearing appropriate attire for the position Meet and greet Talking too much

Speaking negatively about past employers or experiences

Asking about money too soon Showing up unprepared Using inappropriate language Being vague in response Exhibiting poor body language Not asking any questions

OPENING STATEMENT
So how do you feel about getting started? Well my role here at LiveN Love Career Epicenter is Principal Consultant, I have been in the IT industry for 25 years and with LiveN Love for 6 months specializing in information technology. As you know today, I am here to interview your for the role of Web Developer for my client, a high profile employer in the Video Game Industry. I would like to spend the first 5 minutes just getting to know you a bit better. I would like to hear more about your background, education and experience. In the next part of the interview, I will ask you some questions to get specific examples of what you have done. To allow me to determine job suitability for my client, I will need you to help me by making sure that you give me specific examples of things that have actually happened. You can take your time when thinking of an example and if you get stuck just let me know and we can skip that question and circle back. If have any questions about the position, I would be glad to answer them at the end of the interview, so I will make sure to leave enough time for that. I will be taking notes during this interview because I am really interested in your background and it will help remind me later of your qualifications

8 SKILLS RECRUITER SHOULD HAVE

1. Strong Sales Skills 2. Ability to cultivate and build relationships 3. Hunters mentality 4. Big-picture thinking

5. Strong follow-up skills

6. Listening 7. Consultative in nature 8. Personable and approachable