I got the interview...now what??

Congratulations, you landed the interview.

Now what?  You haven’t been to a job interview in fifteen years.  What has changed?  What do you need to do differently now with a new generation of hiring managers?  These are all valid concerns for someone who hasn't been actively searching for a job in years.  And unfortunately, seasoned professionals could be hurting their chances of getting hired by not interviewing properly.

While there is a myriad of interview tips on the web, there are just a few items that I want to point out.  Seasoned professionals are most likely going to be interviewing for higher level position, as well as leadership abilities.  Your best bet is giving examples of successes, but successes where you worked with a team and gives proper credit to those who worked with you.

Authority vs. Humility

Experience and skill level are always going to be selling points, but not as far as to get you that dream managerial position.  Showing that you are interdependent on your team and employer will win you big brownie points with the hiring manager.  Having confidence in your skills, as well as answering in a way that says that you are a team player and able to be flexible will get you farther than just throwing your co-workers under the bus.

If you need help learning some new interview tips and tricks, or want to find that person who can fit the bill for your company, contact Connor|Caitlin.

Are we talking about a job, or about a person?

A job description or a person?

Most people would think that these are two totally separate entities.  How could a job be a person?  I know I got confused at first with that statement.  The reality is, when a company is looking to hire, this is the first trap they fall into. 

When thinking about hiring a new person, the first thing a company does is write down the descriptors that seem to fit the position.  These can be the degree required, the number of years of experience, leadership skills, selling skills, and geographical location.  These are all great things to have in mind, but in truth, they are describing a person, not a job. 

If a hiring manager was asked, “In the next six months, what is the largest goal for this position to achieve?”  This will lead into the discussion about what the job will actually do on a day to day basis, not just what the person in the job needs to qualify for the position.  The hiring manager may answer that the position needs to develop a new three year plan for a particular product, so the talent acquisition team can now go forth and find candidates that have planning and product development skills along with their four year degree. 

A generic job description is the downfall of both recruiters and companies alike.  This leads to hiring challenges, such as diversity hiring trials, an artificial skills gap, and the reason why companies are finding it increasingly difficult to find talented people.  However, companies around the world are using generic job responsibilities to attract and screen new employees. 

If you are struggling finding the perfect candidate or the perfect job, contact Connor|Caitlin Talent Solutions.