5 things hiring managers will not acquaint you0

 

Boy, wouldn't the ability to read minds come in handy during the job interview? At the risk of stating the obvious, who wouldn't love to know what hiring managers really think about your qualifications or what they consider the perfect answer to a certain question? Armed with this information, you'd be a step ahead of other job applicants.

Bing: Are you ready for that phone interview?

Unfortunately, none of us have this skill. But you can get a peek into the minds of most hiring managers. Read on to find out what they're likely thinking but won't admit.

1) 'I haven't had time to prepare.'

Chances are you aren't the only person with which the potential employer will be meeting. The hiring manager may have a dozen or more interviews lined up. And between those meetings, he or she has everyday job duties to tackle, too.

The truth is the hiring manager may not have had time to review your résumé in great depth before sitting down with you. He or she might not even have a copy handy. That means you should bring extra copies with you, printed on high-quality paper.

Also, make sure you are familiar with your résumé. When was the last time you looked at it? This is especially important if you've sent different versions of your résumé to various employers. If necessary, you want to be able to summarize your work experience and main qualifications within 30 seconds to help guide the interviewer.

2) 'What you wear matters to me.'

First impressions count, and the way you dress significantly impacts how you come across to the hiring manager. Show up wearing a T-shirt and jeans, and the person will likely wonder about your professionalism and true desire to land the job. Make the best impression by donning a clean, well-fitted suit or similar outfit.

3) 'I've heard that one before.'

Saying that your greatest weakness is that you "work too hard" or "can't help but be a perfectionist" can set off warning bells to a hiring manager, because these types of responses are clichéd. Not only will you come across as insincere, you run the risk of being quickly forgotten thanks to your generic answer.

Before the interview, consider how you will answer routine questions such as, "What's your greatest weakness?" and practice with a friend to help hone your responses. You don't want to be so forthright – "I've never met a deadline I could keep!" – that you harm your chances of landing the job, but you do want to seem genuine. Cite a real weakness that won't cause the employer to question your ability to do the job, and note the steps you are taking to overcome it.

4) 'I may try to make you uncomfortable.'

Hiring managers know all the tricks in the book. And they use them to make you uneasy. The reason? Not to torment you. Rather, they're hopeful that being knocked off your game a little will help elicit more insight into how you handle challenging situations.

So, what can you expect? Off-the-wall interview questions, for one. If you're asked how many Ping-Pongballs it would take to fill a jumbo jet or why manhole covers are round, don't panic. Take a moment, and walk the interviewer through your thought process. He or she wants to see if you can think on your feet.

Another tactic hiring managers use is to stretch out the pauses between questions. We all know how awkward they can be. Resist the temptation to fill the dead air. If you're satisfied with the answer you gave, wait for the employer to make the next move. Over-answering is a great way to put your foot in your mouth.

5) 'I'd like to impress you.'

Job seekers often forget that they aren't the only ones on display during the interview. This meeting is also a chance for the hiring manager to convince you that joining his or her firm is the right choice for your career.

When given the opportunity, ask questions that will allow the employer to open up about the company and his or her time there. For example, you might inquire about the person's own career progression. This can yield valuable information about the growth potential at the firm.

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Types of interview0

                    The interview is a core part of the recruitment process for all organisations and is a two-way exchange between you and each interviewer. Interviewers assess your suitability for the role by asking questions which give you the opportunity to demonstrate your abilities and personality. In turn you can ask questions of your interviewers and assess whether the organisation and job is the right match for you.

Interview format

Informal interviews are often used as the first part of a multi-stage recruitment process. For less senior jobs this may be the only selection method used. The format tends to be a general chat about you and your interests. Be aware that it is still an assessment of you. In structured interviews, all candidates are asked the same set of questions in a structured format. Typically they begin with a brief chronological review of your overall career to date.

    Competency/criteria-based interviews - these are structured to reflect the competencies or qualities required by the job. The interviewers are looking for evidence of your skills and abilities and expect you to support your answers with examples of your experience from your life to date.

    Technical interviews - if you have applied for a job that requires technical knowledge, it is likely that you will be asked technical questions or have a separate technical interview. Questions may focus on your final year project or on real or hypothetical technical problems. Don’t worry if you don’t know the exact answer - interviewers are interested in your thought process and logic.

    Portfolio-based interviews - if the role is within the creative, media or communications sectors, you may be asked to bring a portfolio of your work to the interview and to have an in-depth discussion about the pieces you have chosen to include.

    Case study interviews - in these you may be presented with a hypothetical or real business problem. You will be evaluated on your analysis of the problem, how you identify the key issues, how you pursue a particular line of thinking and how you organise your thoughts.

Specific types of interview

Some recruiters use a single interview to decide whether to hire you. Many will use a sequence of interviews to inform their decision. In sequential interviews you will be interviewed by a number of different interviewers or panels in turn. You may find that the questions asked get more difficult each time. Alternatively you may be interviewed by a more senior member of the organisation each time or be asked about a different set of competencies. Answer every question fully even if you feel you have been asked it previously.

    Face-to-face interviews - this is the most common method. One interviewer or two or a panel of interviewers will conduct the interview. The one-to-one method is the least preferred due to ethical issues around equality and transparency but is sometimes used for informal pre-screening interviews as part of a multi-stage recruitment process. Two person interviews ideally have an interviewer of each gender. Panel interviews generally contain a spread of gender and expertise and are often chaired by the person to whom you will report, should you get the job.

    Group interviews - several candidates are present and will be asked questions in turn by two or more interviewers. A group discussion around a specific topic may be encouraged and you may be invited to put questions to the other candidates and/or to the panel.

    Telephone interviews - telephone interviews are increasingly used by companies as part of the recruitment process, often at an early stage of selection, especially by overseas recruiters. Prepare in the same way that you would for a face-to-face interview. Make sure you choose a suitable time and date, in a place where you will be free to chat in a quiet place without any interruptions. Make sure your mobile is charged if you are using it. Remember to keep any necessary documents, like your CV and the job advert, to hand throughout the phone call.

Professionalism

Employers are noting your level of professionalism at each stage of the recruitment process. Use a formal style for every communication whether it’s an email, letter or telephone call. It is courteous to respond in a timely manner to offers of an interview and job offers, even if you have decided not to accept. Even more importantly, demonstrating total professionalism leaves the employer with a good memory of you - essential should you decide to apply for any future position with them.

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