How to manage the job interview marathon?
1 February 2012
Read by 2332 persons
To avoid mistakes, companies prefer to have several internal opinions rather than two or three. It happens that the best candidates are very timid during an interview due to overconfidence or often fear of disappointing.
Sometimes, some recruitment interviews turn into real marathons for candidates. Two, three, or sometimes even more than five interviews in just one company; candidates are not at the end of their troubles. Bouchaib Serhani, CEO of Gespers Services, considers that "such rigor in the recruitment phases is not insignificant. Companies recruit but can no longer afford to miss the target during the recruitments they carry out. For the latter, it is better to have several internal opinions rather than two or three. Recruitment is very expensive, so it is better to limit the "damage" upstream." Khadija Boughaba, CEO of Invest RH, adds that "these interviews generally aim at the involvement of operational and functional managers in the choice of new employees. In some structures, this can go up to seven interviews." Patience then! How many times do some end up getting tired or losing their verve because of the heavy procedures...
In any case, succeeding in a job interview requires patience and solid preparation.
Whether they are company executives or external consultants, the recruiter's concern is the same: to find out that you are the right profile for the position to be filled. And for good reason, the technical competence mentioned on paper is not enough; a set of other human qualities is needed to convince the interviewer who, in many cases, will try to push you to your limits to gauge your motivation and your willingness to give your best.
Moreover, an interview is carefully prepared. This begins even before the arrival of the candidates. Some recruiters pay attention to the application file or the telephone interview. This observation gives an overview of the personal dimension, motivation, the construction of the professional project, the intellectual curiosity of the candidates. In other words, the study of the file and telephone conversations allow for a first selection.
For those who have the chance to pass this stage, everything can be decided during the first meeting.
It should also be known that candidates are scrutinized thoroughly.
Very often, some overestimate themselves when asked about their main qualities. They often throw you a list of defects and qualities that are supposed to correspond to such and such a profile. For example, they think that a salesperson must be dynamic and organized. There, we feel that these candidates have prepared their answer. And so, this inability to be clear-sighted is lacking in many candidates. These pre-established answers must be forgotten.
Generally, everything is evaluated during an interview. Non-verbal attitudes (gaze, gestures...), handshake, relationship with others, ability to communicate, stress management, coherence of speech, ability to synthesize, clothing...
Apart from psychotechnical tests, candidates may be put in a situation to gauge their behavior. The tests are of the kind how you handle a customer complaint or crisis management in a team, always in relation to a given situation.
Some recruiters prefer informal discussions
Obviously, candidates always try not to talk about their flaws or to mention them briefly without going into detail.
To avoid any unpleasant surprises, you will need to bring a certain number of essential documents: a notepad with something to write on (the notes you take during the interview will be used to prepare others. Moreover, taking notes shows the interest you have in the discussion); a CV identical to the one you sent, the press advertisement text if it exists, a copy of the articles, papers and studies you have published, a diary, pay slips and/or work certificates issued by the previous employer...
Then, before the meeting, you will need to try to focus on the purpose of the interview. The stress it causes is the first opponent of a candidate. Consequently, personal psychological preparation is necessary.
Now come the serious things. It must be remembered that some questions are part of the hiring logic, while others, sometimes disconnected from the subject of the interview, aim to measure the candidate's ability to react to the unexpected or to get out of a deadlock. Nothing should be neglected. Everything is important. So prepare to tell your story without any fear, knowing that all the information you communicate is strictly confidential.
Given the importance of the position, an interview can last several hours and include several chapters.
On the past: the recruiter's questions concern the nature of the training, the place, the level of education, the professional experience... Even if all this information is on the CV, it is always raised at the beginning. Hence the interest in remaining faithful to the first version.
On the current situation: the employer always questions the applicant's availability. Can he join immediately or does he need a more or less long period to free himself? The recruiter also wants clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the proposals received, salary expectations...
On the future: questions very often concern professional objectives, in the short or long term.
On the recruiting organization: the candidate will be invited to explain his choice (why us?), his motivations, his projects for the company.
The most delicate questions, however, relate to the person himself. Delicate, because it is often difficult to openly display one's strengths. However, to sell yourself, you have to go through this. This part is related to skills and personality.
Regarding skills, the following questions can be noted: in what do you feel most competent? In what areas do you need to improve? Why are you the most suitable for this position? Today, mastery of some foreign languages is essential for certain functions. This question will therefore not be passed over in silence.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. And to measure the candidate's level of openness, many recruiters also enjoy discussing national and international news. An executive who ignores everything about his environment loses out as soon as we talk about reactivity.
These points raised are only examples, however. There is no standard questionnaire. It is therefore useless to prepare to recite pre-established answers by heart. Moreover, there are recruiters who prefer, in some cases, less formalized discussions to put the candidate at ease. This is what Mohammed Benouarrek, HRD of Promamec, explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
Brahim Habriche.
Lavieeco.com
Published on December 7, 2012.
Posted online on February 1, 2012.
Sometimes, some recruitment interviews turn into real marathons for candidates. Two, three, or sometimes even more than five interviews in just one company; candidates are not at the end of their troubles. Bouchaib Serhani, CEO of Gespers Services, considers that "such rigor in the recruitment phases is not insignificant. Companies recruit but can no longer afford to miss the target during the recruitments they carry out. For the latter, it is better to have several internal opinions rather than two or three. Recruitment is very expensive, so it is better to limit the "damage" upstream." Khadija Boughaba, CEO of Invest RH, adds that "these interviews generally aim at the involvement of operational and functional managers in the choice of new employees. In some structures, this can go up to seven interviews." Patience then! How many times do some end up getting tired or losing their verve because of the heavy procedures...
In any case, succeeding in a job interview requires patience and solid preparation.
Whether they are company executives or external consultants, the recruiter's concern is the same: to find out that you are the right profile for the position to be filled. And for good reason, the technical competence mentioned on paper is not enough; a set of other human qualities is needed to convince the interviewer who, in many cases, will try to push you to your limits to gauge your motivation and your willingness to give your best.
Moreover, an interview is carefully prepared. This begins even before the arrival of the candidates. Some recruiters pay attention to the application file or the telephone interview. This observation gives an overview of the personal dimension, motivation, the construction of the professional project, the intellectual curiosity of the candidates. In other words, the study of the file and telephone conversations allow for a first selection.
For those who have the chance to pass this stage, everything can be decided during the first meeting.
It should also be known that candidates are scrutinized thoroughly.
Very often, some overestimate themselves when asked about their main qualities. They often throw you a list of defects and qualities that are supposed to correspond to such and such a profile. For example, they think that a salesperson must be dynamic and organized. There, we feel that these candidates have prepared their answer. And so, this inability to be clear-sighted is lacking in many candidates. These pre-established answers must be forgotten.
Generally, everything is evaluated during an interview. Non-verbal attitudes (gaze, gestures...), handshake, relationship with others, ability to communicate, stress management, coherence of speech, ability to synthesize, clothing...
Apart from psychotechnical tests, candidates may be put in a situation to gauge their behavior. The tests are of the kind how you handle a customer complaint or crisis management in a team, always in relation to a given situation.
Some recruiters prefer informal discussions
Obviously, candidates always try not to talk about their flaws or to mention them briefly without going into detail.
To avoid any unpleasant surprises, you will need to bring a certain number of essential documents: a notepad with something to write on (the notes you take during the interview will be used to prepare others. Moreover, taking notes shows the interest you have in the discussion); a CV identical to the one you sent, the press advertisement text if it exists, a copy of the articles, papers and studies you have published, a diary, pay slips and/or work certificates issued by the previous employer...
Then, before the meeting, you will need to try to focus on the purpose of the interview. The stress it causes is the first opponent of a candidate. Consequently, personal psychological preparation is necessary.
Now come the serious things. It must be remembered that some questions are part of the hiring logic, while others, sometimes disconnected from the subject of the interview, aim to measure the candidate's ability to react to the unexpected or to get out of a deadlock. Nothing should be neglected. Everything is important. So prepare to tell your story without any fear, knowing that all the information you communicate is strictly confidential.
Given the importance of the position, an interview can last several hours and include several chapters.
On the past: the recruiter's questions concern the nature of the training, the place, the level of education, the professional experience... Even if all this information is on the CV, it is always raised at the beginning. Hence the interest in remaining faithful to the first version.
On the current situation: the employer always questions the applicant's availability. Can he join immediately or does he need a more or less long period to free himself? The recruiter also wants clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the proposals received, salary expectations...
On the future: questions very often concern professional objectives, in the short or long term.
On the recruiting organization: the candidate will be invited to explain his choice (why us?), his motivations, his projects for the company.
The most delicate questions, however, relate to the person himself. Delicate, because it is often difficult to openly display one's strengths. However, to sell yourself, you have to go through this. This part is related to skills and personality.
Regarding skills, the following questions can be noted: in what do you feel most competent? In what areas do you need to improve? Why are you the most suitable for this position? Today, mastery of some foreign languages is essential for certain functions. This question will therefore not be passed over in silence.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. And to measure the candidate's level of openness, many recruiters also enjoy discussing national and international news. An executive who ignores everything about his environment loses out as soon as we talk about reactivity.
These points raised are only examples, however. There is no standard questionnaire. It is therefore useless to prepare to recite pre-established answers by heart. Moreover, there are recruiters who prefer, in some cases, less formalized discussions to put the candidate at ease. This is what Mohammed Benouarrek, HRD of Promamec, explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
Brahim Habriche.
Lavieeco.com
Published on December 7, 2012.
Posted online on February 1, 2012.
