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).
#1 – The poor first impression in an interview
Continue reading “7 Biggest Interview Mistakes HR Professionals Encounter”
Most common interview questions don’t get to the heart of the matter — knowing if the candidate is the right person for the job.
The majority of standard interview questions actually discover little about a job seeker. Of course, all interview questions are the same question—why should we hire you?
As for the candidate, they obviously have one mission—to get the job.
However, the average hiring manager is extremely busy, and they often they execute a series of offenses:
- Answering phone calls during interviews
- Not taking notes, acting bored or distracted
- Bad-mouthing their companies
- And the worst of all—asking those “gotcha” questions without a good reason
The cost of asking terrible interview questions can be anything from hiring the wrong people to driving away fully qualified applicants. What can make things even worse; poorly trained hiring managers can leave employers open to legal liability by asking biased questions.
The concepts behind successful interviewing are simple—better interviews lead to better employees. Asking the right questions can get enough information to get the best people for the job.
Avoid these three useless interview questions, and incorporate some few well-worded replacements:
Continue reading “Three Useless, But Common, Interview Questions”
Hiring bias can negatively affect a company at every level, from senior management on down.
When recruiters use emotion in a hiring decision rather than objective facts, it could lead to accusations of hiring bias.
Using “your gut” to select a candidate is simply not the way to get the right talent.
Like cancer, hiring bias could spread through the entire corporate culture—damaging employee morale, efficiency and the company’s reputation.
In 2012, the EEOC received nearly 100,000 cases of discrimination in hiring. This leads to one question: How many more cases of hiring bias are NOT reported?
For job seekers, the interview is an indication of how well you carry yourself.
Preparation is essential, to anticipate some of what will be asked in the interview by an employer or hiring manager.
One fastest ways to wreck an otherwise smooth-running interview is being unnecessarily hung up on a simple question.
This is not to recommend a candidate should appear so rehearsed that answers sound canned, hollow and lack sincerity. It is just that there always should be a reasonably clear response to the most frequently asked interviewer questions.
The single interview question that seems to mix people up is, “Why did you leave (or are looking to leave) your previous employer?”
Seven tips to help you avoid tripping over yourself, so you can give the interviewer a complete, reasonable answer: Continue reading “Smart Interview Answers: “Why You Left Your Last Job?””