As specialists in mid managerial Rising Star talent market, we prepare lots of candidates to interview better.
Here we share with you 5 tips that will help you score better in interviews.
Interviews are no longer about power equations but about empowerment. Today’s discerning candidate needs to have enough information to decide if the professional association can develop into a long term basis. Research is a good starting point to collect this information.
- Company’s website: Read about the founders, the company’s history, vision & motto, check their global presence.
- Annual Reports : Gives you insights on the company’s, growth, sustainability, future plans and financial standing of the company.
- Company newsletters: Gives you insights of the company’s culture and various other aspects that you may not have direct access to before you join the company.
- Social Media platforms: Insights on what employees (current & ex), consumers etc are saying about the company.
- Print and Electronic Media: General perception of the brand in the market
- Prepare Your Questions:
When you ask questions it shows that you’re enthusiasm and keenness for the role and that have done your bit to prepare yourself for the interview
Be prepared to get a clearer understanding of:
- Role: Expectations Support available, Projects, challenges and issues that needs to be resolved, expected progression in the role.
- Company: Plans for the future
- Developmental support like their training & development initiatives etc.
The first impressions make a lasting impression, and this can be said of how you appear at the interview. When in doubt, stick to conservative dressing.
- Choose your ensemble with care to boost your confidence a notch up.
- Decide on the “look” at least a day prior- make sure the dress/accessory are in prime condition.
- Take special care of your personal grooming.
- Plan your Commute:
You definitely don’t want to be late for an interview, being late would mean one negative marking before the interview could even begin.
- A day before the interview, get the exact location of the interview venue, confirm the interview timing, plan the logistics- how long it takes to get there, what is the traffic scenario on the route to the venue.
- Speak to someone who travels or is familiar with that route, take their opinion in your commute plan.
- Make an early start, have breakfast. It is advisable to book a cab, so that you are not worried about the parking issues near the venue and have the commute time to go over your preparation.
It always good to arrive 15 – 20 minutes earlier. You get some time to settle in, refresh after a long journey, calm down and get over the pre interview anxiety.
- Use the time to use the restroom, make sure that you are looking your best, tuck in any fly-away hair, refresh yourself.
- Switch off or put your phone on the silent mode before you enter the interviewer’s cabin.
- And just before you step into the interviewer’s cabin…. Take a deep breath, relax and smile. This will help put you in the right state of mind going in to the interview.
Whether a you are actively looking for a job or a recruiter has approached you with a suitable career opportunity, it’s important how you present yourself to the recruiter. A number of minor issues like grammatical errors, constant follow ups etc or major issues like not showing up at the interview, lying about something etc that could tick off recruiters and could land you on the recruiter’s blacklist.
Unfortunately recruiters are not given their due credit, they are considered mere ‘cv match makers’ or ‘interview coordinators’. However in reality, recruiters play a crucial role in the professional life of individuals. Recruiters today act as the eyes & ears of an individual who wants to keep a tract of his industry – regularly updating them on various hiring and salary trends, talent movements and most importantly they are the ones who may offer you your next big career move.
We have 2 articles on the Antal India Blog titled why It’s a must to have a Recruiter within your professional network and ‘A guide to working with Recruiters’ both these articles highlight the importance of a recruiter to help you achieve your career goals. This time we asked top 5 Antal Recruiters in India which candidate habit annoys them the most and would lead them to blacklist that candidate. Read on to find out…
Rejecting Job Offer for another higher paying career opportunity: Savio Carvalho, Senior Consultant, Antal Mumbai who recruits within Management Consulting industry says, “Many times candidates are offered exactly what they were looking for – job title, remuneration, benefits, team, work culture etc however inspite of this there are a few who decline the offer and join another firm (competitor) if the salary offered by them is higher.” He further says, “such a candidate is considered to be highly unprofessional, unethical and someone who cannot stay committed to his obligation and hence he goes straight to my ‘blacklist’. I would never approach him again and I wouldn’t recommend him to some other recruiter or company as well”
If they were to lie/manipulate/ mislead: “There have been few instances where candidate deliberately chose to hide or give incorrect or exaggerated information about their experience, salary or reasons as to why they quit their previous job- they do this for higher salaries, better positions etc”, says Ganesh Janakiraman, Partner Antal International Chennai. He further adds, “What candidates don’t realize is that the information they give us is what we use to market them to potential employers. Because of being ultra-specialist recruiters, we have our strong connections within our niche and we do somehow find out the truth. Such situations are extremely embarrassing for a recruiter, as his reputation is tarnished. However the candidate is the one who loses on the most, he is then blacklisted and labeled as a liar, unethical and untrustworthy; which may mean no employer would want to hire him and no recruiter would want to work with him again.”
Not answering phone calls: “There are times that after being presented with a job opportunity and explaining the process and every microscopic detail related to the job opportunity the candidate agrees to explore it and share his cv, but after a while the candidate refuses to answer phone calls”, says Hansika Salian, Senior Consultant Antal Mumbai who recruits within FMCG/CD space. She continues, “if a candidate shows interest in a career opportunity and has committed to sending in his cv, he should do so immediately. If the opportunity offered does not match the candidate’s career aspirations, he is free to decline it on the first call itself. We respect candidates who are honest about their career aspirations, infact we prefer working with such candidates because it only helps us find them career opportunities as per their expectations”, she says.
Money is the only motive behind job change: “Money is essential and a key motivating factor that pushes someone to make a career move, however it can’t be the sole factor”, says Rakshanda Abidi, Principal Consultant Antal Lucknow who recruits within Manufacturing. She says that candidates who show more interest in the salary rather than the job profile are the ones who are never happy with what is being offered and often try and negotiate the remuneration. She explains, “Such candidates negotiate a lot and often do not stick to a committed number which was previously discussed with them. This number keeps changing during the hiring process and eventually the candidate is dropped. The minute someone speaks to me about money in the initial conversation and is not keen on the role, responsibilities, career growth – this is a red flag for me and I drop this candidate.”
Speaking adversely about your current employer/Negative Attitude: “Whether it’s personal or professional life, negativity should be kept miles away, I apply this to my life and my recruitment practice as well and keep negative candidates away” says Milind Pandya, Team Manager-Automotive and Engineering, Antal Pune. He says, “People who complain, whine and speak badly about their current employer or colleagues are the ones who will always find something negative in any situation they are. I have noticed that such candidates will never be content with what is offered to them and eventually drop out or be rejected. During my initial conversations if I come across someone who is constantly being negative about his current role, company or manager I usually drop them from my list.”
Tips from our recruiters
- Stick to your commitments
- Be honest about your plans, opinions, decisions
- Do not lie/hide/mislead. Be accurate and honest about any information you provide us with
- Drop a message if you can’t take a call
- Return a call you’ve missed
- Communicate with us regularly, if you have any doubts or concerns speak to us about them
- Don’t apply for random job openings, read the job profile, understand if the job description is in sync with your profile
- Avoid working with too many recruiters at the same time
If you are looking for a career change you can connect with our recruiters on LinkedIn and explore you next career move. To know more about us visit www.antal.com
For more interesting articles on career advice , jobs and franchise opportunities follow our page on LinkedIN
Great organizations are built through exceptional leaders who inspire, motivate, and help grow the business. Today leadership goes beyond the four walls of a cubicle, people are constantly looking for role models whose life, habits they can imitate or learn from. Here, we are not just paraphrasing the stereotypical leader who only discusses business & numbers. These are individuals who inspire their peers to live their passions daily and are able to create enthusiasm, empower others, infuse confidence and push others to DREAM BIG & keep going when the going gets tough!
Antal has been doing just that for over 24 years, mentoring entrepreneurs who today are leaders with inspiring stories about persistence, zeal and determination. Our leaders each have success stories that can inspire people to DREAM BIG and not throw in the towel early!
Learning is serious business at Antal. A core and foundational process training is just a start for learning how to create a sustainable and tenured business. The franchise owners, our leaders come from diverse corporate backgrounds- heading functions. At Antal, they become P&L leaders for their own business. In itself, the transition is dramatic and conflicting priorities try to jostle up in the line of sight.
How does one create a method in this madness. That’s when coaching and mentoring leadership kicks in. As an organization Antal has strived to mentor leaders who inspire, motivate through initiatives such as
- Mentoring programs by Doug Bugie, President Antal International Network and Tony Goodwin Founder & CEO Antal International- Stalwarts of the Antal Network
- Tony, himself an Award Winning Entrepreneur spearheads a Platinum club where he mentors the Top 3 owners in the India network about employee management, scaling up & hindrances in growing the business. Regular trips across the globe give him the insight apart from his vast experience to help owners mould their teams and succeed in achieving targets.
- Doug, one of the Stalwarts of the recruitment business for the last 33 years is always available with scores of advice and ideas to grow the business beyond expectations. Even if not contacted directly, he regularly reaches out to owners through Sector Con calls and Inspirational training.
- Motivational Speakers at Conferences and Meets
- Brian Mayne the creator of Goal Maps, shared his rags to riches story and what circumstances led him to create the one of the most powerful techniques to bring about the future one hopes for. Brian’s story moved many of us to tears and his grit encouraged us all to follow our dreams.
- The World Renowned “Mumbai Dabbawala’s” operating model is a blueprint for how one can build a successful network from scratch. A daily home to office delivery service started with a mere handful of people and is now more than 5,000 associates and has survived the test of time for the past 125 years! Most impressively this network does not have an “Iota of Digital Support”!
- Tony Seager shared indispensable advice on how to hire top talent and ramp up your leadership ability to retain them
- Greg Peake’s useful strategic tips and solutions helped Owners increase their competiveness and leadership in the difficult markets they might face.
- Birender Ahluwalia took a session on increasing productivity at work by nurturing positive people. Aptly titled ‘Converting Yearly Plans into Reality’ it was a highly interactive and energetic session.
- Antal Owners Taking Centre Stage
- Vinu Nair, Managing Partner Antal India conducted a session ‘Leveraging Capability across Offices’ which focuses on offices working in same discipline unifying to pitch and sell Antal as One Multifaceted Entity.
- Anil P Dev spoke about ‘Position Specific Terms or Empanelment’ another great session to build profitable businesses.
- Praveen Dewan, Managing Partner Antal India shared his inputs leadership by re-focusing one’s thoughts.
- Jonathan Edwards, one of the most prolific and dynamic leaders in the global network hosted Ms Shinu Jose for two days in his office in Shanghai and very openly shared secrets of his success and gave open space for interactions into his team. These conversations charted for the India network, career progression of the consultants.
- Mike Ryall, the exceptional leader of Parkside and part of the Operations Board at HQ has coached the Indian leadership in streamlining the internal hiring process to create a performance culture right from hiring.
- Leadership Lessons with our Trainers…
- Tony Jones- The “Rock on which Antal India was built” inculcated the leadership culture in the Antal Network
- Shinu Jose- Antal India’s first employee has been in recruitment for 10 years and she gets practical insights into the business, having worked in a micro niche category herself for 5 years. She believes that the success in this business comes from following the process and brings in her vast experience, continuous learning and humor to motivate and encourage the owners to go for the gold.
- Rob Barklamb- Rob is a highly regarded recruitment trainer with over twenty years’ recruitment experience. He is able to help you reach your goals and leadership dreams.
- And Finally Building on Passions
- Owners like Vinu Nair have motivated people in his team to take cycling by facilitating the infrastructure for it
- Owners like Joseph Devasia and Anil Dev share their passion for biking and have bonded while taking road trips
- Vinu Nair has also motivated Nagesh Joshi to run Marathons and now both of them are regular marathon runners and share notes on their best timings
- Anil Dev is following his passion for Photography
Ever so often, I come across candidates who are finicky about the job title, regardless of the excellent advancement the opportunity provides- more exposure, learning, experience and credibility to their careers.
These candidates become myopic to what their business cards would read and really miss the larger picture.
Don’t get me wrong- I am all for Job Titles- Job titles provide pride, self-respect and admiration amongst peers, friends and family, and are also useful for career progression. Well, let me put it this way, job titles are important but should not become deal breakers.
Job titles are meant to tell people what one does, but today, I ask myself “Have job Titles become an insignia of pride and ego?”
When candidates let go of a great career opportunity they fail to realize that the experience and knowledge they would acquire from this career opportunity could be far more important and valuable than a job title.
Job titles are important at multiple levels, in organisations, it symbolizes what one does, it gives identity for a grade which in turn leads to compensation and benefits structure and clarifies path for career progression. It is what is printed on the business cards, and a senior sounding title is always accorded more respect and authority than others. It also raises the social esteem and standing among peers.
However, at times candidates get carried away and make unreasonable demands of titles that don’t describe what they do but just make them sound important and gives their ego a boost. Such a job title is not helpful to anyone because the roles and responsibilities stay the same.
In the long run when they plan to move jobs again, their job titles could be an exit barrier- consultants may not even approach them as they have a senior sounding title- even though the work they do is relevant for the opportunity the consultant has!
Whereas there has to be market linked realism attached to giving titles to role scopes and corresponding compensation, outlandish titles must be avoided as well.
Current job titles fail the very objective of its existence; for example it’s a trend today for booming start-ups to come up with exaggerated, weird job titles to attract candidates but these titles sound juvenile and lack vision. This trend shows that corporates are now using job titles to attract talent, especially in sectors that lack good talent.
Care should always be taken (by the candidate) to ensure that a job title doesn’t become an exit barrier and (by the employer) to ensure that the job title is not a barrier to attract great talent. It should be JUST RIGHT
And here is some food for thought, “Job titles don’t make someone a leader and real leaders don’t need job titles.”