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  • Bad Interview—Everybody Loses

    shutterstock_238324393During a recent presentation to a job search networking group, I told the audience that 5 out of 10 interviewers do a bad job; 3 do an acceptable job; and the remaining 2 do a very good job. The audience agreed with me, even though many in attendance were in leadership positions themselves and had conducted job candidate interviews for their companies. The vast majority of people who said they’d conducted such interviews admitted that they had never taken any preparatory courses in the subject of interviewing, yet they had interviewed many job seekers. They also admitted that they had conducted those interviews on gut feelings by using methods and questions similar to those they themselves had experienced when being interviewed in the past. This state of affairs is a shame, considering the extraordinarily high cost of turnover caused primarily by poor interviewing skills on the parts of interviewers.

    Interviewing is an art and a science combined. The objective behind every interview question is to be able to predict to what extent the candidate’s past performance and accomplishments match the company’s future needs. And even though the hiring manager’s opinion is important, so is the input of others—such as team members and the customers they support—because a diversity of opinions generates a better outcome.

    The four main things interviewers look for are:

    • Great communication skills
    • Outstanding technical competency
    • Pertinent cultural fit
    • High level of motivation

    All four components are important, and if even one of them is missing—even though the candidate may be very strong in the other three—the end result will most likely not be favorable for the candidate.

    Typically, companies call back the top candidates for further selection. That second interview’s objectives are (1) to gain more knowledge about the candidate’s motivation, (2) to probe in more depth the candidate’s ability to gain the trust of colleagues and customers, and (3) to become able to predict the candidate’s future behavior. In some cases, there are three or even more sets of interviews.

    Companies should invest in improving interviewing skills

    The investment of time and effort in a structured and thorough interview process yields rewarding results. A structured interview includes a consensus meeting of members of the interviewing team—a very important segment of the entire interview process. That meeting brings the entire interview process into focus and enables members of the interviewing team to interpret individually for the rest of the team what they heard during their interview of the candidate.

    Employee turnover costs companies 10 to 30 percent of a new employee’s yearly salary—without mentioning the loss of productivity and the internal turmoil that results. Besides the cost of hiring the wrong job candidate, such a decision can be detrimental to the entire team or organization. You probably know the adage “One bad apple can spoil the whole bunch.” And how true that is in terms of hiring.

    I am a Career Coach and my specialty is Interview Preparation. I'm known as "The Landing Expert." My clients are 90% job seekers in transition and 10% those who contemplate a career change. CLIENTS BENEFIT FROM MY SERVICES AS FOLLOWS: • Most clients land, on average, within 5 months. • In-office clients are videotaped in an interview simulation followed by a lively discussion. • Clients get "straight-talk" coaching. This "tough-love" approach pinpoints their weaknesses quickly and lets them make real-time corrections (improvements) in performance. • Interview preparation techniques are customized for a wide range of professional backgrounds, age groups and learning styles. • Clients are trained to analyze an interviewer's question then provide a focused response. • Clients are exposed to a variety of interview questions from across many industries. • Audio/Video and screen collaboration sessions can be recorded for future viewing. • Clients have on-demand access to "in-transition" support. SPECIAL ADVANTAGES FOR CLIENTS INCLUDE: • Interview preparation includes both verbal and non-verbal communication (i.e., body language and voice). • Based on 12 years of experience with 750 clients worldwide, new clients are taught how to confront and survive the most challenging interview scenarios. • Clients have immediate access to my network of 29,950+ Level 1 LinkedIn connections. • Clients and non-clients alike have access via my website www.landingexpert.com to my directory of job search/networking groups throughout NY, NJ, PA, CT, DE and GA. • To provide the greatest possible reach, I have communication skills in five (5) different languages and offer unlimited e-mail & phone support. Get customized interview preparation and access to my 29,950+ Level 1 LinkedIn connections! Go to http://www.landingexpert.com/ then SERVICES and FEES for detailed information. Contact info: alex@landingexpert.com or ✆ 609.333.8866 EST

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