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.
We saw an alarming rise in candidate experience blunders and candidates being aggressively vocal about these experiences. Therefore, we conducted a survey to study the key factors that contribute towards a great candidate experience as well as the factors that trigger a bad candidate experience and whether this experience then impacts their employer perception towards a company/brand.
Here is the complete survey for your reference: Candidate Experience Survey – Antal International India
This survey appeared in Times of India on July 28, 2017 and here is the online link to the story https://goo.gl/TtkeSp
Today we see 2 types of start-ups evolving on a massive scale – early stage start-ups and tech start-ups. Both these genres of start-ups have one major concern – finding right talent at the right time. The question facing most start-ups is, “How do we set up an organisation which has sustainable growth, has an environment that encourages innovation and attracts the right talent?”
As a niche recruiter within tech start-up space I have realised that ‘a good candidate experience’ plays a key role in attracting the best hire for any organization which in turn drives growth and innovation within the company.
Unfortunately, for most tech start-ups; candidate experience is the least important factor while recruiting. Let me give you an example.
One of the well-funded tech start-ups in India were interviewing for – Engineering Leadership role. The recruiter connected with a senior candidate from the Bay Area with a strong experience in building platforms capable of massive scale catering to millions of consumers. He even ran his own start-up which was acquired by one of the large internet businesses globally. The recruiter did a good job getting the candidate interested to come to the table and got him interested in the organisation. Two rounds of exploratory conversations with the Founders and two weeks later, the candidate was flying to India to meet them.
The first meeting was delayed by almost an hour as the interviewer was running late. The interviewer then met the candidate for just 20 minutes as he has to rush for a product release.
The second meeting was with one of the architects, who questioned the candidate on his ability to build a platform from scratch and asked text book questions on Python and Kafka. Though the candidate answered the questions with utmost ease, he was slightly uncomfortable with the way the meetings were progressing. It turned out that the interviewer did not even refer to the CV that the candidate had painstakingly prepared, covering his expertise and achievement over the years. The rest of the day was spent meeting people from Product/Business/Operations as the founders were away meeting the investors.
After the interview the candidate very politely informed the recruiter of his decision NOT to progress with this opportunity.
What I want to highlight here is, that a candidate who was initially extremely keen on the career opportunity and the organisations and travelled all the way from the US and was simply turned off by the interview process.
Today, providing a positive candidate interview experience is not only the right thing to do, IT’s A MUST. In a candidate driven job market like ours a bad candidate experience can impact the employer brand beyond repair. Experiences during job interviews, whether bad or good have a lasting impact on the candidates perception of the brand and therefore a negative candidate experience can turn the best hires away and possibly tarnish a company’s reputation and growth. Making sure that the candidate has a good experience during the interview is something the recruiters, hiring managers and interviewers need to work together.
A few small steps to a good Candidate Experience:
·Prepare the candidate – share details about the organisation, interviewers, hiring managers
·Send them the schedule for the interview day along with the process and the names and titles of the interviewers. This would help them research on the interviewers background.
·Prep candidate for the interview, the interview styles of the interviewers
·Prep the interviewer for the interview. Share information about the candidate with the interviewer. You would not want to ask “why are you looking to move out of your organisation” to a passive candidate. The candidate would simple reply in the negative and you lose out on a great candidate
·Respect the candidates time, be punctual. If there is a change in your schedule communicate with the recruiter/candidate
·Interview with consistency and transparency.
·Be open with the candidate if asking questions that are outside the job scope.
·Set expectations from the start.
·Go through the candidates profile in detail before the interview.
·Provide constructive feedback irrespective of the outcome of the meeting. Candidates have a right to know the reason why did they weren’t hired
This article is written by Mr. Roger Miranda, Senior Consultant, Antal International Network