Welcome to the latest edition of our Work/Life newsletter! This month, we're sharing the four types of questions to ask in your next interview, how “block scheduling” can help break up (and break down) your day, and how one family of three uses a week’s worth of groceries. Keep reading, and subscribe on our page for more ideas, advice, and inspiration in your inbox every month.
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I terminated this interview after 7 minutes. Am I The A-hole? “What do you think of our website?” I asked the candidate. “I’ve not looked at it.” I maintained my poker face but frowned on the inside. Not good, especially for a dev. “What's the name of your company?” he asked. My eyebrow went up of its own accord. “You can’t remember, or you didn’t know?” “I didn’t know. Is that a problem?” He was genuinely puzzled. “Do you know what we do?” “No.” “Ok, thanks for your time.” This was pre-COVID, pre-remote working days, and experienced developers were in really short supply in the North-West of the UK. Perhaps he knew how much we needed him. Whatever. Call me old fashioned but when I were a lad… interview prep meant knowing the company inside out, its history, its values etc etc. Also, an incisive question or three ready for the bit at the end when they say “Do you have anything to ask us?" Anyway... He was shocked when I ended the conversation, and relayed his displeasure to the recruitment consultants. I still have no remorse in ending it there and then. But it’s a vivid reminder, even today, of how someone’s values can be light years removed from your own. Something that's so alien I couldn't have imagined it before seeing it with my own eyes. Yet to them, it’s as natural as the birds and the bees. What would you have done? Is this a generational thing (he was 26, me 40)? Am I out of touch to expect candidates to care about where they’re going to work? PS. When has someone done or said something that made you question reality?
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𝗔𝗰𝗲 𝗬𝗼𝘂𝗿 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗪𝗶𝘁𝗵 𝗧𝗵𝗲𝘀𝗲 𝗠𝗲𝘁𝗵𝗼𝗱𝘀 𝟰. 𝗔𝗻𝘀𝘄𝗲𝗿 𝘄𝗶𝘁𝗵 𝗜𝗺𝗽𝗮𝗰𝘁 Learn how to deliver answers that highlight your skills and leave a lasting impression on the interviewee. Read more: https://lnkd.in/gmxcURt #virtualinterview #videointerview #interviewtips #virtualinterviewtips #jobinterview #jobinterviewtips #SynergisticIT
Do's and Don'ts for Virtual Interviews
https://www.synergisticit.com
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A positive interview culture isn't about: - Fanciful office perks - Tricky brain teasers - Wearing a suit just to fit in - Impressing with jargon A positive interview culture is: - Got an appointment? Take the time you need. No need to seek permission. - Need a break? I won't turn down your request. Even if it's today. - Family commitments? Absolutely fine. We'll make accommodations so you can still contribute. - Woke up on the wrong side of the bed? We've got your back. It's not about the superficial stuff. It's about respect, flexibility, and recognizing that life happens. Let's break the mold of traditional interviews and create an atmosphere where authenticity and real-life considerations take centre stage.🚀 #InterviewCulture #BreakTheMold #AuthenticityMatters
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If you’re holding an interview via Zoom and you want to get the best out of it so you can find your ideal new employee, here are some useful tips to help you to get the most out of them. https://lnkd.in/euXyHHE #AkkenCloud
4 Tips For Conduction Video Interview For Employers
https://www.akkencloud.com
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Reflecting on a recent pre-interview experience I had, I felt compelled to share some observations that left me pondering. As I joined the virtual session, I was eager to learn more about the company culture – after all, it's a vital part of any workplace. However, the presentation seemed to focus solely on this aspect, leaving little room for discussions about other important factors like diversity, benefits, and the role itself. There also seemed to be some confusion about the interview process, which understandably left many of us feeling uncertain about what to expect next. Clarity and communication are so important in these situations. And there was a little 'hint' of requirement for employees to attend daily early morning briefings (mind you, it's very, very early), which raised questions about work-life balance and flexibility – something that's incredibly important to many of us. I share these thoughts not to criticize, but to spark a conversation about the importance of transparency and communication in the hiring process. After all, it's through these discussions that we can learn and grow together. Let's ensure that we're transparent and upfront with candidates about the interview process, expectations, and company culture. Clear communication can help build trust and rapport from the start.
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𝗔𝗱𝘃𝗮𝗻𝗰𝗲 𝗬𝗼𝘂𝗿 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝘀𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝟰. 𝗔𝗻𝘀𝘄𝗲𝗿 𝘄𝗶𝘁𝗵 𝗜𝗺𝗽𝗮𝗰𝘁 Discover how to give answers that showcase your skills and leave an enduring impression on the interviewee. Read more: https://buff.ly/3HLml0f #virtualinterview #virtualassistance #virtualassistants #videointerview #VideoInterviewing #interviewprep #interviewtips #SynergisticIT
Do's and Don'ts for Virtual Interviews
https://www.synergisticit.com
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10 RED FLAG INTERVIEW QUESTIONS I'VE DEALT WITH 1. Are you okay with leading a team AND/OR doing the work of an ENTIRE team? 2. Is it okay if we call your references...Doug? We hate learning names so tell them they answer to Doug now. 3. What is your salary range and what percentage of it can be milkshakes? 4. When we hire you, would you rather we add 'brah' or 'dawg' to the end of your Christian name? 5. Of the three interviews you've had so far, which one of us would you Screw, Marry, or Kill? 6. Would you say one of your skills is knowing a good tax attorney that you're like boys with and we could totally bounce some ideas off of? 7. Let's just say, hypothetically, Nabisco is not a company, but actually the name of an ancient space god we appease by human sacrifice spread over Triscuits...would that be a dealbreaker? 8. So what if when we said "Remote" we meant "4 Days Hybrid" and by "Office," we meant "Abandoned Shipping Container" and by "Unlimited PTO" we meant "Unlimited Pet Therapy Offered"? 9. Can you move your camera up and down so we can see what we're working with? 10. On a scale of 1 to 10, what is your interest in staging a bloody coup against the C-Suite as part of your onboarding? (Sam Owens, do you cover all these in your book?)
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Interviewing for a new role and wondering how you can nail the prep? 1️⃣ Research the company thoroughly. Knowing their values, goals, and current projects can help you prepare more effectively 2️⃣ Practice and refine your answers. For common questions such as "Tell me about yourself" and "How would you handle a difficult customer?", have a few answers prepared 3️⃣ Prepare questions for the interviewer. Think of questions that will help you better understand the role and the company culture 4️⃣ Dress appropriately. Avoid anything that is overly casual 5️⃣ Arrive early and take the time to relax. Being punctual and relaxed can help to boost your confidence on the day Good luck! 🤞 0204 541 7944 emma.measey@pavilionrecruitment.com #InterviewTips #InsuranceCareers #PreparingforSuccess
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In this week's episode of "Candidate Experience Gone Wrong": Otherwise cool company torches its brand by bungling the interview process. I recently spoke with an awesome candidate. His resume is a laundry list of standout accomplishments. Any company would be lucky to hire him. When he told me about the last company he interviewed with, I wanted to bang my face against my desk. Nine rounds of interviews, only to be ghosted. *Insert Simon Cowell facepalm here* Let's look past the obviously unethical ghosting behavior. Far more interesting is what the company got wrong that led to such an excessive interview process in the first place. It was clear that the company didn't really know what it was looking for. They started the process by winging it, and they were using each follow up interview to clear up their own confusion. As the old saying goes, this is no way to run a railroad. Here's what the company could have done instead: 1. Clarified the specific business outcomes they wanted to achieve. 2. Conducted a gap analysis to identify the skills and experience they needed to achieve those outcomes. 3. Created an ideal candidate profile based on the required skills and experience. 4. Created evidence-based criteria for evaluating the skills and experience. 5. Built an efficient interview process around the pre-determined evaluation criteria. Then, and only then, should they have started recruiting for the role. Some hiring managers might view this as an annoying time suck. But it's a small upfront investment that saves a ton of time on the backend, increases the odds of making the right hiring decision, and saves you from tarnishing your employer brand. Sounds like a sweet deal if you ask me.
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7 Preventable reasons candidates got eliminated after 1st round video interview. 1) Taking the video interview from the car (a few while driving). -This one has come up several times since Covid started. It’s tough scheduling interviews, especially when you work onsite. When scheduling the interview, give the interviewer a heads up. “I currently work onsite, I’m happy to do a lunch time interview, but it will have to be from my car. Otherwise, I get home from work by 5:30pm and I can do it then.” 2) The candidate held their cat on their lap the whole interview. -I personally would have loved this.. but it can be distracting. Try and find someone to watch your pets during the interview. If that isn’t possible, then acknowledge it and apologize for the distraction. Most people have pets themselves and can relate to when the dogs barking or the cats needy. 3) Playing fetch on video with their dog mid interview. -I had a hard time believing this one when we got the feedback.. please just don’t do this. 4) Wearing a baseball cap. -Although you aren’t in person, dress as though you are in person. Suit coat and a nice button down for Men or a blouse and a blazer for women. No hats of any sort. 5) Eating lunch while doing the interview.. I feel like this is self-explanatory. 6) The candidate had his wife in the video to help him figure out Zoom, they felt he wouldn’t be tech savvy enough for their ERP system. -Do a trial run with Zoom/Teams with a friend/ family member before the interview takes place.. make sure everything is working ok (video, microphone, etc.) 7) Noticeably distracted by other people during the call. -Make sure you’re in a quiet room by yourself when taking a video call. Treat this as if you’re going onsite and sitting in a conference room with the interviewer. Eliminate any distractions. Comment if you have any suggestions/ stories you have on video interviews!
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