Ever wonder what the average Human Resource professional notices in an interview when they glance across the hiring desk?
As a job seeker, this could be some very valuable insight to have – a clear advantage over other candidates who are oblivious to the mistakes they make in the interviewing hot seat.
Some people think that HR pros are calculating or hyper-analytical when engaged in an interview. While they are trained to conduct interviews in a strategic manner, human resource and recruitment professionals are actually just trying to match the right job with the right candidate.
However, there is one thing to be said about HR professionals with a few years under their belts. They’ve probably seen and heard it all when dealing with interviews. And some of the crazy things they’ve seen could cause you to think twice as a candidate.
To help you avoid making a serious snafu at the next job interview you participate in, here are some of the biggest interview mistakes in the history of human resources (to avoid at all costs).
Employers may think they hold all the cards when it comes to interviewing job candidates, but they too can do things that will scare off would-be workers.
That may not matter if it’s a low-level position the company is seeking to fill, but if its top talent the company is after, then interviewers have to tread carefully during the interview process.
“Employers scare off candidates probably more often than they realize,” says Crystal Miller, a strategist at Branded Strategies, the recruitment and brand strategy company. “Everything is geared toward what the candidate should and shouldn’t do. Many employers don’t realize it’s an audition for them too.”
The job market may be tight, but when it comes to sought-after skills, companies are increasingly competing for top talent. The worst thing a company wants to do is lose a potentially great employee because of bad behavior on the part of the interviewer. From being unprepared to saying inappropriate things, here’s a look at seven behaviors that will send potential employees running for the hills.
The way to connect with the one thing every candidate owns–a cell phone–is with SMS recruitment.
Almost everyone owns a mobile phone, but SMS (Short Message Service) in recruitment is amazingly underutilized. SMS recruitment is an untapped market, one that saves money and time, something which can clearly be appealing for any organization.
The advantage of SMS recruitment is that it saves administration costs. Bulk SMS communication takes only seconds to send, where individual phone calls take hours or days.
Everyone carries cell phones–including candidates
In a recent study,80 percent of mobile phone owners carry their phones all the time. Text messages have become the most reliable form of contact.
Consequently, SMS is also an effective way to get the right person for a job.
Common advice among job seekers is that when you attend an interview, you need to interview the employer right back. After all, you’re the one who will potentially fill the position. You need to know if it’s going to be a good fit, right?
While salary ranges, benefits and schedule flexibility are important details you deserve answers to, hiring managers don’t appreciate questions like those until at least your second interview (or maybe even after they make you an offer).
During your first interview, the “impress me” dance is still in full swing. When a potential employer asks if you have any questions, she doesn’t want inquiries about parking validation; she wants to see if you’re prepared, educated and inquisitive.
Here are six questions to ask at the end of your interview that will help you master the twisted tango of getting hired:
Resumes and cover letters may be a good start in the hiring process, but the behavioral interview can get to the heart of the matter! Four behavioral interview tips, to learn if you have the perfect candidate!
Resumes and cover letters determine which candidates deserve a closer look; they show which ones are worth more of your time.
However, without the interview, it is impossible to find the best talent.
Literally, an interviewer can ask hundreds of questions. Asking everything could take hours, and you just do not have the time. Even then, a marathon meeting—filled with meaningless questions—leaves no guarantees that you will find the right fit for your company. The best interview tips are to choose only a select few pertinent questions.
Behavioral interviewing learns which candidates will work the best in a particular corporate culture. One of the best ways to be truly effective is to trim down the list of questions to only what is relevant. Stick to the a few interview tips, and it will soon get down to exactly what you need to know to make a hiring decision.