Job Interview: Mistakes to Avoid with a Recruiter
19 October 2010
Read by 2441 persons
Past, current situation, future, skills, personality: the candidate must fully open up.
The first contact with the assistant or receptionist, a revealing sign of the candidate's behavior, is scrutinized by the recruiter.
Honesty is the best asset, because the recruiter can always verify certain information.
You have just landed a job interview. This is already a good point, especially since your application has certainly been selected among hundreds of others. But the battle is far from won. Quite the contrary. You will have to pass the crucial face-to-face stage with the recruiter. And this could be a real obstacle course because you may have to go through several interviews for a single company.
"You have to be vigilant because I have seen candidates "get tired" of a procedure that is too long and abandon the process. And yet, it is also a sign of seriousness to see a company invest so much time in strengthening its team, so you should think twice before giving up," warns Catherine Kozlow, recruitment manager and consultant at Dale Carnegie Maroc. You have just landed a job interview. This is already a good point, especially since your application has certainly been selected among hundreds of others. But the battle is far from won. Quite the contrary. You will have to pass the crucial face-to-face stage with the recruiter. And this could be a real obstacle course because you may have to go through several interviews for a single company.
"You have to be vigilant because I have seen candidates "get tired" of a procedure that is too long and abandon the process. And yet, it is also a sign of seriousness to see a company invest so much time in strengthening its team, so you should think twice before giving up," warns Catherine Kozlow, recruitment manager and consultant at Dale Carnegie Maroc.
To illustrate, she tells how for one of her clients, the recruitment of a CEO took almost a year and that the successful candidate was really very happy to have obtained it!
Succeeding in a job interview requires patience and above all good preparation.
Whether they are a company manager or an external consultant, the recruiter's concern is the same: to find out if you are the profile that best matches the position to be filled. The fact is that the technical skills as described on paper are not enough. Other human qualities are necessary to convince your interviewer. The latter, in many cases, will try to push you to your limits to gauge your level of motivation and your willingness to give your best. In such a context, even the best can sometimes be timid during an interview due to overconfidence or, more often, under the influence of anxiety and fear of disappointing.
A job interview must be conscientiously prepared. For Chantal Aounil, recruitment manager at Bil Consulting, "the smallest details count during an interview. It starts even before the candidates arrive. We are indeed attentive to the application file and the telephone interview. This observation gives us an overview of their personal dimension, their motivation, the construction of their professional project, their intellectual curiosity...," she emphasizes. The study of the file and the recordings of telephone conversations already allow for a first selection.
For those who are lucky enough to pass this stage, everything can be decided during the first meeting. "The first contact is often important in assessing the candidate's profile," explains Ms. Aounil.
To be able to discuss serenely, the candidate must first be punctual. A few minutes late on the agreed time can be costly. It should also be noted that the respect shown to assistants or receptionists is a preferred avenue for firms to understand a candidate's personality.
In addition, the recruiter can get an idea of the candidate's personality from their presentation. Here, we are referring, of course, to physical appearance and clothing. Nothing is worse for a recruiter than to find themselves in front of a poorly dressed or unshaven candidate.
Beware of questions unrelated to the subject of the interview!
To avoid any unpleasant surprises, you will need to bring a number of essential documents: a notepad with something to write with (the notes you take during the interview will be used to prepare others). In addition, the fact of 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, theses and studies you have published, a diary, payslips and/or work certificates issued by the previous employer.
Then, before the meeting, you should try to focus on the outcome. The stress this causes is a candidate's first adversary. Therefore, psychological preparation is highly recommended.
Now come the serious things. It must be remembered that some questions are part of the logic of recruitment, while others, sometimes unrelated to the subject of the interview, aim to measure the candidate's ability to react to the unexpected or get out of a deadlock. Nothing should be neglected. Everything is important. 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 cover several chapters.
First on the past. The recruiter's questions concern the nature of the training, the location, the level of studies, 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 wonders about the applicant's availability. Can they join immediately or do they need a more or less long period to free themselves? The recruiter will also seek clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the offers 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 their choice (why us?), their motivations, their projects for the company.
Some recruiters prefer less formalized discussions
The most delicate questions, however, relate to the person themselves. Delicate, because it is often difficult to openly display one's strengths. However, to sell oneself, one must go through this. This section relates to skills and personality.
Regarding skills, the following questions can be considered: 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 a few foreign languages is essential for certain functions. This question will therefore not be ignored.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. "Too often, candidates mention certain hobbies without actually practicing them. This is a negative attitude," notes Fouad Najeddine, HR director of Centrelec.
However, these activities often reflect a person's ability to manage themselves or blend into a group. The candidate may also be asked about their strengths and weaknesses, their ability to take on responsibilities, the type of boss or colleague they wish to work with, their ability to accept values or interests other than their own. To gauge the candidate's level of openness, many recruiters also enjoy discussing national or international news. A manager who is unaware of their environment loses out as soon as we talk about reactivity.
These points raised are, however, only examples. There is no standard questionnaire. Therefore, it is 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 Fouad Najeddine explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
To illustrate, she tells how for one of her clients, the recruitment of a CEO took almost a year and that the successful candidate was really very happy to have obtained it!
Succeeding in a job interview requires patience and above all good preparation.
Whether they are a company manager or an external consultant, the recruiter's concern is the same: to find out if you are the profile that best matches the position to be filled. The fact is that the technical skills as described on paper are not enough. Other human qualities are necessary to convince your interviewer. The latter, in many cases, will try to push you to your limits to gauge your level of motivation and your willingness to give your best. In such a context, even the best can sometimes be timid during an interview due to overconfidence or, more often, under the influence of anxiety and fear of disappointing.
A job interview must be conscientiously prepared. For Chantal Aounil, recruitment manager at Bil Consulting, "the smallest details count during an interview. It starts even before the candidates arrive. We are indeed attentive to the application file and the telephone interview. This observation gives us an overview of their personal dimension, their motivation, the construction of their professional project, their intellectual curiosity...," she emphasizes. The study of the file and the recordings of telephone conversations already allow for a first selection.
For those who are lucky enough to pass this stage, everything can be decided during the first meeting. "The first contact is often important in assessing the candidate's profile," explains Ms. Aounil.
To be able to discuss serenely, the candidate must first be punctual. A few minutes late on the agreed time can be costly. It should also be noted that the respect shown to assistants or receptionists is a preferred avenue for firms to understand a candidate's personality.
In addition, the recruiter can get an idea of the candidate's personality from their presentation. Here, we are referring, of course, to physical appearance and clothing. Nothing is worse for a recruiter than to find themselves in front of a poorly dressed or unshaven candidate.
Beware of questions unrelated to the subject of the interview!
To avoid any unpleasant surprises, you will need to bring a number of essential documents: a notepad with something to write with (the notes you take during the interview will be used to prepare others). In addition, the fact of 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, theses and studies you have published, a diary, payslips and/or work certificates issued by the previous employer.
Then, before the meeting, you should try to focus on the outcome. The stress this causes is a candidate's first adversary. Therefore, psychological preparation is highly recommended.
Now come the serious things. It must be remembered that some questions are part of the logic of recruitment, while others, sometimes unrelated to the subject of the interview, aim to measure the candidate's ability to react to the unexpected or get out of a deadlock. Nothing should be neglected. Everything is important. 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 cover several chapters.
First on the past. The recruiter's questions concern the nature of the training, the location, the level of studies, 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 wonders about the applicant's availability. Can they join immediately or do they need a more or less long period to free themselves? The recruiter will also seek clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the offers 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 their choice (why us?), their motivations, their projects for the company.
Some recruiters prefer less formalized discussions
The most delicate questions, however, relate to the person themselves. Delicate, because it is often difficult to openly display one's strengths. However, to sell oneself, one must go through this. This section relates to skills and personality.
Regarding skills, the following questions can be considered: 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 a few foreign languages is essential for certain functions. This question will therefore not be ignored.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. "Too often, candidates mention certain hobbies without actually practicing them. This is a negative attitude," notes Fouad Najeddine, HR director of Centrelec.
However, these activities often reflect a person's ability to manage themselves or blend into a group. The candidate may also be asked about their strengths and weaknesses, their ability to take on responsibilities, the type of boss or colleague they wish to work with, their ability to accept values or interests other than their own. To gauge the candidate's level of openness, many recruiters also enjoy discussing national or international news. A manager who is unaware of their environment loses out as soon as we talk about reactivity.
These points raised are, however, only examples. There is no standard questionnaire. Therefore, it is 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 Fouad Najeddine explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
Published October 6, 2010
Posted online October 19, 2010
lavieeco.com
The first contact with the assistant or receptionist, a revealing sign of the candidate's behavior, is scrutinized by the recruiter.
Honesty is the best asset, because the recruiter can always verify certain information.
You have just landed a job interview. This is already a good point, especially since your application has certainly been selected among hundreds of others. But the battle is far from won. Quite the contrary. You will have to pass the crucial face-to-face stage with the recruiter. And this could be a real obstacle course because you may have to go through several interviews for a single company.
"You have to be vigilant because I have seen candidates "get tired" of a procedure that is too long and abandon the process. And yet, it is also a sign of seriousness to see a company invest so much time in strengthening its team, so you should think twice before giving up," warns Catherine Kozlow, recruitment manager and consultant at Dale Carnegie Maroc. You have just landed a job interview. This is already a good point, especially since your application has certainly been selected among hundreds of others. But the battle is far from won. Quite the contrary. You will have to pass the crucial face-to-face stage with the recruiter. And this could be a real obstacle course because you may have to go through several interviews for a single company.
"You have to be vigilant because I have seen candidates "get tired" of a procedure that is too long and abandon the process. And yet, it is also a sign of seriousness to see a company invest so much time in strengthening its team, so you should think twice before giving up," warns Catherine Kozlow, recruitment manager and consultant at Dale Carnegie Maroc.
To illustrate, she tells how for one of her clients, the recruitment of a CEO took almost a year and that the successful candidate was really very happy to have obtained it!
Succeeding in a job interview requires patience and above all good preparation.
Whether they are a company manager or an external consultant, the recruiter's concern is the same: to find out if you are the profile that best matches the position to be filled. The fact is that the technical skills as described on paper are not enough. Other human qualities are necessary to convince your interviewer. The latter, in many cases, will try to push you to your limits to gauge your level of motivation and your willingness to give your best. In such a context, even the best can sometimes be timid during an interview due to overconfidence or, more often, under the influence of anxiety and fear of disappointing.
A job interview must be conscientiously prepared. For Chantal Aounil, recruitment manager at Bil Consulting, "the smallest details count during an interview. It starts even before the candidates arrive. We are indeed attentive to the application file and the telephone interview. This observation gives us an overview of their personal dimension, their motivation, the construction of their professional project, their intellectual curiosity...," she emphasizes. The study of the file and the recordings of telephone conversations already allow for a first selection.
For those who are lucky enough to pass this stage, everything can be decided during the first meeting. "The first contact is often important in assessing the candidate's profile," explains Ms. Aounil.
To be able to discuss serenely, the candidate must first be punctual. A few minutes late on the agreed time can be costly. It should also be noted that the respect shown to assistants or receptionists is a preferred avenue for firms to understand a candidate's personality.
In addition, the recruiter can get an idea of the candidate's personality from their presentation. Here, we are referring, of course, to physical appearance and clothing. Nothing is worse for a recruiter than to find themselves in front of a poorly dressed or unshaven candidate.
Beware of questions unrelated to the subject of the interview!
To avoid any unpleasant surprises, you will need to bring a number of essential documents: a notepad with something to write with (the notes you take during the interview will be used to prepare others). In addition, the fact of 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, theses and studies you have published, a diary, payslips and/or work certificates issued by the previous employer.
Then, before the meeting, you should try to focus on the outcome. The stress this causes is a candidate's first adversary. Therefore, psychological preparation is highly recommended.
Now come the serious things. It must be remembered that some questions are part of the logic of recruitment, while others, sometimes unrelated to the subject of the interview, aim to measure the candidate's ability to react to the unexpected or get out of a deadlock. Nothing should be neglected. Everything is important. 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 cover several chapters.
First on the past. The recruiter's questions concern the nature of the training, the location, the level of studies, 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 wonders about the applicant's availability. Can they join immediately or do they need a more or less long period to free themselves? The recruiter will also seek clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the offers 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 their choice (why us?), their motivations, their projects for the company.
Some recruiters prefer less formalized discussions
The most delicate questions, however, relate to the person themselves. Delicate, because it is often difficult to openly display one's strengths. However, to sell oneself, one must go through this. This section relates to skills and personality.
Regarding skills, the following questions can be considered: 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 a few foreign languages is essential for certain functions. This question will therefore not be ignored.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. "Too often, candidates mention certain hobbies without actually practicing them. This is a negative attitude," notes Fouad Najeddine, HR director of Centrelec.
However, these activities often reflect a person's ability to manage themselves or blend into a group. The candidate may also be asked about their strengths and weaknesses, their ability to take on responsibilities, the type of boss or colleague they wish to work with, their ability to accept values or interests other than their own. To gauge the candidate's level of openness, many recruiters also enjoy discussing national or international news. A manager who is unaware of their environment loses out as soon as we talk about reactivity.
These points raised are, however, only examples. There is no standard questionnaire. Therefore, it is 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 Fouad Najeddine explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
To illustrate, she tells how for one of her clients, the recruitment of a CEO took almost a year and that the successful candidate was really very happy to have obtained it!
Succeeding in a job interview requires patience and above all good preparation.
Whether they are a company manager or an external consultant, the recruiter's concern is the same: to find out if you are the profile that best matches the position to be filled. The fact is that the technical skills as described on paper are not enough. Other human qualities are necessary to convince your interviewer. The latter, in many cases, will try to push you to your limits to gauge your level of motivation and your willingness to give your best. In such a context, even the best can sometimes be timid during an interview due to overconfidence or, more often, under the influence of anxiety and fear of disappointing.
A job interview must be conscientiously prepared. For Chantal Aounil, recruitment manager at Bil Consulting, "the smallest details count during an interview. It starts even before the candidates arrive. We are indeed attentive to the application file and the telephone interview. This observation gives us an overview of their personal dimension, their motivation, the construction of their professional project, their intellectual curiosity...," she emphasizes. The study of the file and the recordings of telephone conversations already allow for a first selection.
For those who are lucky enough to pass this stage, everything can be decided during the first meeting. "The first contact is often important in assessing the candidate's profile," explains Ms. Aounil.
To be able to discuss serenely, the candidate must first be punctual. A few minutes late on the agreed time can be costly. It should also be noted that the respect shown to assistants or receptionists is a preferred avenue for firms to understand a candidate's personality.
In addition, the recruiter can get an idea of the candidate's personality from their presentation. Here, we are referring, of course, to physical appearance and clothing. Nothing is worse for a recruiter than to find themselves in front of a poorly dressed or unshaven candidate.
Beware of questions unrelated to the subject of the interview!
To avoid any unpleasant surprises, you will need to bring a number of essential documents: a notepad with something to write with (the notes you take during the interview will be used to prepare others). In addition, the fact of 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, theses and studies you have published, a diary, payslips and/or work certificates issued by the previous employer.
Then, before the meeting, you should try to focus on the outcome. The stress this causes is a candidate's first adversary. Therefore, psychological preparation is highly recommended.
Now come the serious things. It must be remembered that some questions are part of the logic of recruitment, while others, sometimes unrelated to the subject of the interview, aim to measure the candidate's ability to react to the unexpected or get out of a deadlock. Nothing should be neglected. Everything is important. 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 cover several chapters.
First on the past. The recruiter's questions concern the nature of the training, the location, the level of studies, 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 wonders about the applicant's availability. Can they join immediately or do they need a more or less long period to free themselves? The recruiter will also seek clarification on the number of companies contacted, the duration of unemployment (if the candidate is in this situation), the nature of the offers 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 their choice (why us?), their motivations, their projects for the company.
Some recruiters prefer less formalized discussions
The most delicate questions, however, relate to the person themselves. Delicate, because it is often difficult to openly display one's strengths. However, to sell oneself, one must go through this. This section relates to skills and personality.
Regarding skills, the following questions can be considered: 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 a few foreign languages is essential for certain functions. This question will therefore not be ignored.
As for personality, the recruiter will want to know more about hobbies or extra-professional activities. "Too often, candidates mention certain hobbies without actually practicing them. This is a negative attitude," notes Fouad Najeddine, HR director of Centrelec.
However, these activities often reflect a person's ability to manage themselves or blend into a group. The candidate may also be asked about their strengths and weaknesses, their ability to take on responsibilities, the type of boss or colleague they wish to work with, their ability to accept values or interests other than their own. To gauge the candidate's level of openness, many recruiters also enjoy discussing national or international news. A manager who is unaware of their environment loses out as soon as we talk about reactivity.
These points raised are, however, only examples. There is no standard questionnaire. Therefore, it is 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 Fouad Najeddine explains. The essential thing is to answer frankly and stick to it. Some information can be easily verified.
Published October 6, 2010
Posted online October 19, 2010
lavieeco.com
