There’s Interviewers and then there’s “those” Interviewers

Interviews should flow easily and painlessly. 

The candidates should leave feeling like they were listened to and feeling positive about the experience.

Practice your interviewing skills, and you will improve your selection capabilities and find the best person for the job. 

Everyone agrees a business is as good as it’s employees. So if hiring the right people is so important… why are most interviewers satisfied with being ordinary? Maybe employers assume the burden of proof and awesomeness is the responsibility of the candidates? – They think it’s their job to impress! Yes this is a bit true, however it’s very short-sighted.

To select the best employees you possibly can, you must be the best interviewer you can possibly be!

Here are some key qualities of thoughtful and skilled interviewers:

Good Interviewers understand the company’s real needs.

While qualifications and experience are important, never forget you’re not hiring a position, you’re hiring a result. So if you are hiring a Sales Consultant, you need someone who will sell. You need someone who can produce on time.

Identify your real business need… determine what successfully meeting that need looks like, because that defines the skills, experience and abilities you’re looking for… think about cultural fit… and tailor the interview (and everything else in your hiring process) to finding the perfect person to solve your critical business need.

Otherwise you’re just wasting everyone’s time and losing valuable $$$$

They ensure candidates can come prepared.

All candidates should know exactly what to expect: When, where, who will be conducting the interview(s)… they should know everything. Great interviewers ensure candidates don’t have to deal with surprises, tricks, or uncertainty.

For example, take the surprise group interview. A group interview can be intimidating for the candidate, especially when it’s unexpected. If the position requires working predominately within a team group interviews can provide a feel for the candidate’s suitability. In that case, tell candidates ahead of time so they can prepare. Otherwise hold individual sessions.

Make the initial interaction an awesome experience – WOM will travel and your company will obtain a get image on how it treats its candidates

Skilled Interviewers do more research on prospective employees than the candidate does on their company.

Every interview guide tells candidates it’s important to research the company. So isn’t it just as important for the interviewer to research the candidate?

Of course, especially since you can’t ask intelligent questions and foster a compelling conversation unless you really know the candidate.

The resume is the first place to start.  Check  not just on jobs and qualifications, but also on what the resume doesn’t say! Are there any Black holes? Question marks?

For example, why did they change roles?  What do changes in responsibilities and duties indicate about their performance?

PLEASE do a quick survey of their social media… interests? Some things may indicate fit in your company’s culture. What does her FB say about her broader goals and professional interests?

The interview is a conversation, not an interrogation.

The best interviews are a great conversation, not a court case. But you can’t have a great conversation with someone you hardly know.  The more you know about the candidate ahead of time, the more you can ask questions that give the candidate room for introspection and self-analysis.

They bring out the best – shy or nervous candidates feel comfortable.

Beware of the confident, charming interviewee! They just may be professional interviewees! Many candidates on the other hand, are shy or nervous and don’t make a great first impression. But an awkward interview doesn’t mean a candidate can’t excel at the job: While some positions do require the ability to instantly establish warm  rapport (like sales), in many others a lack of conversational skills in no way signals a lack of expertise.

It’s easy to help a nervous candidate relax – especially if you’ve done your research. Compliment on their achievements. Ask a question about an outside interest. Take a few minutes to help them gain confidence and relax.

Seasoned Interviewers often go off script.

An interviewer should follow a plan and ask a reasonably specific set of questions, but the best questions are almost always follow-up questions. Follow-up questions take you past the canned responses and into the details, both positive and negative.

When something sparks your interest, talk about it. Ask questions. Who knows where the conversation will go.  Not only will you get past the standard responses, you’ll also learn details—positive and negative—the candidate never planned or would have thought to share. The real superstars show up in the details, and it’s a skilled interviewer’s job to get those details.

And occasionally you’ll find a candidate who may not be right for this one… but might be perfect for a different opening.

Listen 90%  – Talk 10%.

Interviews often turn into monologues delivered, unfortunately, by the interviewer.

Most candidates won’t interrupt or try to restore balance to the interview; after all, they want you to like them. Unfortunately that means your hiring decision is largely based on whether the candidate was a good listener.

They provide clear information and then closure to every candidate.

Failing to follow up is rude and unprofessional. Think about it: Candidates paid your business a massive compliment by wanting to work with you. (Why is that a massive compliment? They’re willing to spend more time with you than they do with their family.)

Plus, when you don’t provide closure, candidates won’t complain to you… but they will complain about you.

Describe next steps, follow through on those steps, contact candidates when the process for some reason gets delayed, and eventually provide closure to every candidate – period.

Want more information on being the Best Interviewer Ever  – check out Jeff Haden See all Jeff’s posts

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What’s your image? What do you want people to say about you? What would a typical business introduction of you actually sound like?

What this pic tells you about the lady with the martini, what would you say? Would you hazard a guess as to her personality?

Sometimes, even without realizing it, our first impressions would have automatically formulated an opinion and a character judgement. That’s usually the norm.

You make mental notes of their actions and behaviors along with both their verbal and non-verbal communication;  they way they dress, their accessories, where and how they are seated, make you think about their personality and you will often automatically stereotype or implant a lasting image that will make it difficult for you to ever change your first opinion.

Many speakers and authors in my field are happy presenting in their jeans and T’s. They may want to “connect” with a particular demographic. They may want to appear casual and relaxed.  However, when I’m seeking to add credibility, I believe I need to look more corporate and knowledgeable.

I have already taken into account my rather extroverted, loud personality type, so I may try to “tone” my first impression down. At the same time, I want to differentiate myself and develop my own personal brand to that effect, so I plan to look a certain way. I attempt to dress in line with the company code or the cultural norm. I may want to wear a plain business suit with shiny patent, black shoes. (girls and their shoes eh?) But I always like to add a focal, memorable, yet subtle item to my overall outfit. It may be the addition of a soft scarf,  or a vintage brooch, I may even wear interesting shoes – Yep, that’s as wild as I get!  I always include just a touch of added interest, perhaps an item that could be a topic for small talk during the interview. (not that I ever  It certainly marks my point of difference.

When did you last take a good look at what others may see when they look at your personal brand both online and off?

Give yourself an audit and see if there are any areas that could do with reviewing from the 8 points below.

1.Voice-mail message.

Do you have the same message as everyone else “I’m sorry I’m unable to take your call….” or do you change it regularly depending on what is happening? For instance, if you are at a conference in Toronto, you might say something like “Today I’m listening to Jordan.B.Peterson at a conference for business leaders in Toronto, so I will attend to your message in the next available break….” Do you think the caller will be impressed with your message and at you for taking the time to keep yourself up skilled? I think so. It’s also just more interesting.

Most importantly, when you’re expecting a call back from a job interview, you don’t  want your prospective employer hearing a poorly worded or poor taste message on your voice mail. YOUR VOICE and the way you speak, is an integral aspect of your communication, and helps to form your profile, your voice mail message therefore, needs to reflect the personality and perception that highlights the best in you.

2.Your email signature.

Make it easy for people to get hold of you, so think about including your telephone numbers, your address, your website url, and links to your relevant social channels such as your LinkedIn profile. Some like to include a small head and shoulders photo of themselves, which is particularly useful if/ when you meet for the first time. There’s a face to the name!

3.LinkedIn profile.

Having a link from your email signature to your LinkedIn profile means that you must have a robust profile on show. At the very least, have an up to date photo, a descriptive professional headline, and a great summary of what you do and why someone should use you. Not having a profile up, or only having a half-baked one, will make you look unprofessional, unfinished or like someone who is not adept with technology.

4.Email content

Is your spell check turned on? Sending out an email with spelling mistakes, letters the wrong way round, along with  bad grammar could make you look less intelligent. Always read your email through slowly, and thoroughly before sending it to double check everything is in order. I always add the email address right at the very end so I don’t accidentally send it before I’ve checked it.

5.Email address

myfamily@gmail.com or mail@yourhugelongpersonalname.com all give the impression of a micro business when in fact you are probably not. Use your company domain name email address even if you don’t have a website behind it and make generic email address more personal. Instead of mail or info@ try hello@ or team@. Better yet, use an actual person’s name.

6.Business card.

Does it feel like good quality fabric or cheap and papery? It’s part of your first impression so be confident when you hand them out. Print your name, title, contact details, social media links and anything else you wish to include. Don’t be afraid to use both sides, it’s prime brand real-estate so use it but keep it professional.

7.Your outward appearance

“Always dress just a little bit better” is great advice for any situation. If you are interviewing at a tech company and you know they will all be wearing jeans and T-shirts, then going in a suit and tie might not do you any favours. Instead, dress just a little bit better and wear a great shirt with your crisp jeans and polished footwear. Wear the best footwear you can afford and polish them regularly, people do notice.

8.Car Signage 

Once you drive a sign written vehicle, you have to behave differently if you want to protect your brand. Not only do you need to keep your vehicle clean, but road rage when someone “cuts into you” is a big NO NO.

In summary , there are many more areas that form your personal brand such as the way you interact with others, how you perform at work with your bosses and colleagues and what you share publicly on Facebook, they all add up to formulating “you” and your image. The trick is to remain authentic and whilst being yourself, decide how you want to be seen, how you want to be perceived; what you want to be known for and remembered for,  and plan to move your personal brand in that general direction.  It’s a gathering of all your personal data and information to form a united and uniform impression to the outside world. You will want to align your values so that the combined image you project is the image that others interpret accurately about you. It leaves no room to question your integrity or your intent.

“There are some games you don’t get to play unless you are all in.”
? Jordan B. Peterson

 Who would you say has a great personal brand? What do you do to work on your personal brand? Do you think it even matters?

as long as you’re thinking about it..that’s the first step

#resumes #resumewriter #FIGJAMresumes,

Ivana Agapiou Career and outplacement Advisor 

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Are you enhancing or damaging your image?

We are often asked, “Is what I wear at work really matter?”  In a word, yes. Although we don’t like to think that appearances and body language matter, the fact is that people react to us based on their perceptions. Research shows that people are more likely to hire, promote and recommend us if we look and behave professionally. In fact, managing our personal image is just like managing a great “brand” – it can be a very effective marketing tool!

Others make decisions based on their first and on-going impressions of us, so it’s important to get your personal image packaging right. Learning to visually express who you through good wardrobe decisions, right fit, clean and ironed clothes —can positively impact your future. By the same token, presenting a less than professional image can have a negative affect.

Eather Recruitment and Labour Hire’s policy is to always present professionally, not just in dress, but in manner.   Don’t ever assume no one is watching  and thinking….

Lastly, in job interviews – you never get a second chance to make a great first impression!!

Ivana Agapiou
Eather Recruitment and Labour Hire

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