Exit interviews have long been recognized as a valuable tool in understanding the reasons behind employee departures. According to the Society for Human Resource Management (SHRM), they provide valuable feedback to improve recruitment processes. They’re also crucial to employee engagement and in turn, employer branding.

Exit interviews uncover issues, help adapt to change, and gauge candidate fit. They serve as a mirror for self-reflection, leading to improvements for the benefit of the team and customers.

This procedure may be conducted with ready questionnaires and one-on-one virtual or physical meetings.

Focus on key values

By focusing on key values such as communication, work culture, compensation, manager communication, learning and development, self-development, and cross-department relationships, HR professionals can delve into various aspects of the employee’s tenure and gather candid feedback.

Key values:

• Communication
• Work culture
• Compensation
• Manager communication
• Learning and development
• Self-development
• Cross-department relationships

Exit interviews are conducted to understand why employees are leaving and gain insights into factors affecting retention. By providing a platform for departing employees to express their thoughts and concerns openly, HR professionals can identify patterns and issues.

The feedback obtained during exit interviews helps improve the employee experience and drives positive change within the organization. Additionally, regular engagement surveys are conducted to gauge satisfaction, identify potential problems, and measure overall engagement levels.

These surveys allow HR departments to address concerns proactively and create a positive work environment that promotes employee loyalty.

Making the right questions

]In order to examine the above topics you need to ask the right questions so you can make the right decisions later. Keep it simple and avoid asking different questions to each candidate as this practice will make it impossible for you to extract valuable outcomes.

At Workable, we have created an easy-to-use exit interview template to help you select the appropriate questions. Here are some examples:

• How would you describe your overall experience working here?
• Could you provide some insights into your decision to leave?
• What aspects of working here did you enjoy the most?
• How would you characterize the treatment you received from your supervisor and coworkers?
• Did you feel that your work was adequately recognized and appreciated?
• Were you provided with sufficient training and assistance to perform your job effectively?
• Are there any things you wish you had known earlier during your time here?
• Did you feel that your work aligned with your personal goals?
• In your opinion, what could be done to make this company a better place to work?
• What tools, resources, or training do you believe would have helped you perform better in your role?

From the above questions, you can easily understand the major topics of discussion that align to a great extent with the guidelines of an exit interview.

Let’s explore each one in more detail:

How would you describe your overall experience working here?

This question provides a broad starting point for employees to share their overall perspective on their time with the company. It encourages them to reflect on their experience and provides an opportunity to uncover both positive aspects and areas for improvement.

Could you provide some insights into your decision to leave?

Understanding the reasons behind an employee’s departure is crucial for identifying potential issues within the organization. This question encourages departing employees to openly express their motives, whether it’s related to career growth, work-life balance, management issues, or any other factors that influenced their decision to leave.

What aspects of working here did you enjoy the most?

By asking this question, HR professionals can gain insights into the positive aspects of the employee’s experience. It helps identify the strengths of the company, such as a supportive work culture, opportunities for learning and development, or effective communication channels that contributed to employee satisfaction.

How would you characterize the treatment you received from your supervisor and coworkers?

This question focuses on the employee’s relationship with their immediate supervisor and colleagues. It helps gauge the level of support, respect, and collaboration they experienced, which can significantly impact their overall job satisfaction and engagement.

Did you feel that your work was adequately recognized and appreciated?

Recognizing and appreciating employees’ contributions is essential for fostering a positive work environment. By asking this question, HR professionals can assess whether the departing employee felt valued and acknowledged for their efforts, or if there were any gaps in recognition practices.

Were you provided with sufficient training and assistance to perform your job effectively?

Offering employees the necessary resources and support to excel in their roles is vital for their professional growth and job satisfaction. This question helps identify any gaps in training programs, mentorship opportunities, or support systems that may have impacted the departing employee’s ability to perform their job effectively.

Are there any things you wish you had known earlier during your time here?

This question allows employees to reflect on their onboarding experience and identify any information or insights they believe would have been beneficial to know earlier. It helps identify areas for improvement in the onboarding process and ensures that future employees have a smoother transition into the company.

Did you feel that your work aligned with your personal goals?

Understanding the alignment between an employee’s personal goals and their work can shed light on their level of motivation and fulfillment. This question provides insights into whether the departing employee felt their work was meaningful and whether it contributed to their professional aspirations.

In your opinion, what could be done to make this company a better place to work?

This open-ended question encourages departing employees to provide constructive feedback and suggestions for improvement. It allows them to share their perspectives on how the company can enhance the employee experience, address any challenges, and create a better workplace environment.

What tools, resources, or training do you believe would have helped you perform better in your role?

This question focuses on the specific tools, resources, or training that departing employees believe would have enhanced their performance and productivity. Their insights can help identify areas where additional support or improvements can be made to enable future employees to excel in their roles.

Save time and money

As you bid farewell to departing employees, remember that their exit is not just an end but also an opportunity for growth and improvement. Embrace the chance to understand the reasons behind their departure, identify areas for enhancement, and prevent future challenges.

With this in mind, you can reduce turnover costs and the time it takes for new employees to ramp, enabling you to focus solely on the growth opportunities of your organization.

Spend more time on exit interviews and employee surveys, and save time to suggest improvements before it’s too late.

The post Why to conduct an exit interview and how to do it appeared first on Recruiting Resources: How to Recruit and Hire Better.

Exit interviews play a crucial role in gaining valuable insights into employee turnover, helping organizations improve their retention strategies and foster a positive workplace culture.

However, traditional methods of analyzing exit interview data can be time-consuming, subjective, and limited in scope.

Let’s explore how ChatGPT, an AI-powered language model, can support your exit interview efforts by creating engaging reports for your manager.

Why to use ChatGPT for your exit interview reports?

Using ChatGPT for creating reports based on exit interviews data can greatly benefit HR professionals.

ChatGPT’s capabilities in data analysis, natural language understanding, and summarization allow it to efficiently process and interpret the data, saving valuable time and effort.

By leveraging ChatGPT’s abilities to identify patterns, trends, and key insights, HR professionals can gain a deeper understanding of employee sentiments, reasons for departure, and areas for improvement.

The generated reports can be concise, yet comprehensive, providing a valuable overview of the exit interviews data.

This, in turn, empowers HR professionals to make data-driven decisions, develop targeted retention strategies, and drive improvements in employee satisfaction and engagement.

Ultimately, ChatGPT’s support in report creation based on exit interviews data enhances the HR professional’s ability to extract meaningful insights and take informed actions to strengthen the organization’s workforce.

Related: Exit interview questions and answers

Analyzing Exit Interview Data

Conducting numerous exit interviews can be daunting when it comes to analyzing them. Fortunately, it is easier than ever to write down your notes and transform them into effective reports.

There are many tools available to help you with this. Microsoft Office and Google Docs, for example, can assist you in taking notes and providing reports to your managers. However, you need to be proficient with these software programs to take full advantage of all the available options they offer.

In addition, you can use online tools easier to manage like SurveyMonkey or Google Forms to do your work in less time.

If you are looking for something quick and almost effortless, you can use AI tools to extract your outcomes and take action immediately.

Workable’s new AI features, for example, can help you by suggesting questions and taking automated notes during exit interviews. All you need to do is fit them to your own tone, and use them to create efficient results.

Using ChatGPT for exit interviews analysis

Here, we are going to use ChatGPT to show you how easy you can build a report based on the feedback from exit interviews.

First gather all the answers (notes or transcripts) given to the same question for all participants in a Google doc or your preferred desktop app. Go to ChatGPT and use this prompt before adding your text:

The below transcripts contain answers to` [interview question]. Could you please create a bullet list of similarities and differences for me?

Check the answer and copy the information contained as they are important for your report.

If you want to delve deeper, you can incorporate details about their salary, role, and department, even without cleaning properly your data, and request ChatGPT to generate a table for you containing concise responses to all your inquiries.

For example you can use this prompt:

Can you build a table for me based on the given data containing employee names, their department, their role, their wage, their years at the company, the reason of leave (between 1-6 words), overall experience (1-6 words) Training satisfaction (yes or no), what satisfied them the most (1-6 words), treatment by supervisor (1-6 words), and recognition of work (1-6 words)?

And voilà…

You can adjust your query depending on your company needs.

Building reports from exit interviews

Now you have all the critical information for your record. If your manager wants to build a report and email them, you can continue using ChatGPT:

Could you please build a report for my HR manager summarizing the reasons for leave and including points for improvement based on the above data? My name is Anna Morrison, I’m an HR assistant, my company name is System Force, and my HR manager is named Nick Smith.

Based on our sample data we received this answer.

Subject: Exit Interview Analysis
System Force, HR Department
Date: June 21

Dear Nick Smith,

I am writing to provide you with an analysis of employee exit interview based on the reasons for leave obtained from exit interviews. This report aims to highlight the primary reasons employees have chosen to leave the company and suggest points of improvement to enhance employee retention.

Reasons for Leave:

• Personal relocation: One employee mentioned leaving due to personal relocation. While such circumstances may be beyond the company’s control, it is essential to explore options for supporting employees during significant life changes to retain valuable talent.
• Career growth opportunities: Two employees cited the lack of career growth as a reason for leaving. It is crucial to provide clear career paths, offer regular performance evaluations, and identify opportunities for advancement within the organization. Promoting internal mobility and professional development programs can help address these concerns.
• New job opportunity: One employee mentioned leaving for a new job opportunity. Conducting stay interviews with employees and actively identifying their career aspirations can help identify and address any potential flight risks proactively.
• Work-life balance: One employee cited the need for better work-life balance. Promoting and fostering a healthy work-life balance, such as implementing flexible work arrangements or offering employee wellness programs, can contribute to improved job satisfaction and retention.
• Unhealthy work environment: One employee cited an unhealthy work environment as the reason for leaving. It is crucial to assess and address any issues related to workplace culture, communication, and employee well-being to ensure a positive and inclusive work environment for all employees.

Points of Improvement:

Based on the analysis, here are some suggested points of improvement to enhance employee retention:

• Enhance career development opportunities: Create clear career paths, provide regular feedback and performance evaluations, and offer training and development programs to support employees’ professional growth.
• Promote work-life balance: Implement policies and programs that support work-life balance, such as flexible work arrangements, wellness initiatives, and promoting a healthy work environment.
• Foster a positive work culture: Encourage open communication, collaboration, and recognition to create a supportive and inclusive work environment.
• Conduct stay interviews: Regularly engage with employees to understand their aspirations, concerns, and needs, and address any potential flight risks proactively.
• Strengthen talent retention strategies: Implement programs and initiatives to recognize and reward employees’ contributions, provide competitive compensation and benefits, and foster a positive employee experience.

By addressing these areas of improvement, we can enhance employee satisfaction, engagement, and ultimately improve employee retention within the organization.

Please let me know if you require any further information or assistance in implementing these suggestions.

Thank you for your attention to this matter.

Sincerely,

Anna Morisson
HR Assistant

You can edit this report based on your experience, knowledge, and the needs of your organization.

Briefly, we saw that ChatGPT can assist you in writing a comprehensive report for your manager by instantly providing the most useful data such as participation rates, main reasons for exiting, areas of improvement, and ideas for conducting comparative research, if necessary, to compare your employee exit data with industry benchmarks.

Additionally, ChatGPT can help you continue your analysis by providing information on employee retention rates, engagement levels, and turnover costs based on the data you will share.

In short, save time creating a detailed and valuable exit interview report using ChatGPT, focus on how you and your organization can act to boost retention and reduce staff turnover. Take the feedback seriously and start working on a better future for your company and its culture.

The post Create exit interview reports in minutes using ChatGPT appeared first on Recruiting Resources: How to Recruit and Hire Better.

ChatGPT offers multiple ways in which it can offer assistance, such as aiding in the exploration of data, making predictions and suggestions, and conducting sentiment analysis.

In this article, we will help you discover the possibilities of taking away solid tips for improving your company and increasing employee retention.

Benefits of using ChatGPT for exit interviews

ChatGPT offers several benefits to HR professionals conducting exit interviews and analyzing the collected data. Here are the key advantages of using ChatGPT for exit interviews analysis:

1. Quick access to information

ChatGPT provides instant access to relevant HR resources, including guidelines, best practices, and documentation.

HR professionals can quickly find answers to their questions, explanations of concepts, and receive guidance on conducting effective exit interviews.

2. On-demand support

HR professionals can rely on ChatGPT as an on-demand support system. They can seek clarification, guidance, and tips on various HR topics related to exit interviews.

ChatGPT offers immediate responses, helping professionals overcome challenges and gain valuable insights without depending on others for assistance.

3. Streamlined data analysis

ChatGPT assists HR professionals in efficiently analyzing exit interview data. It provides recommendations on data preprocessing techniques, handling missing values, and addressing data quality issues specific to exit interview data.

This streamlines the analysis process and ensures accurate and reliable insights.

4. Improved decision-making

ChatGPT offers guidance on interpreting exit interview data and deriving meaningful insights. HR professionals can make data-driven decisions based on the analysis results, leading to improvements in retention strategies and employee satisfaction.

With data-driven insights at your fingertips, you can make informed choices, develop targeted strategies, and enhance employee satisfaction and retention.

The flexibility and continuous learning capabilities of ChatGPT ensure that your analysis remains relevant and adaptable to evolving workforce dynamics.

Now, let’s learn how to use ChatGPT to gain insights for your offboarding employees.

ChatGPT prompts for exit interview outcomes

Depending on the data that you wish to share with ChatGPT, you can use relevant prompts to assist you in achieving your desired outcomes. We recommend importing data such as names, salaries, department, exit interview notes containing reasons for leaving, and satisfaction levels regarding various aspects such as rapport with managers, benefits, learning and development processes, and communication between departments. Additionally, you can ask for areas of improvement and gather useful feedback for your ChatGPT data analysis.

The more detailed your dataset is, the more detailed your outcome will be.

Let’s see a few prompts you can easily use below:

Prompt: “What are the common reasons cited by employees during exit interviews?”

This prompt can help HR professionals analyze the recurring themes and factors leading to employee turnover within the organization.

Prompt: “Identify any patterns or trends in the exit interview data.”

This prompt encourages ChatGPT to analyze the data and provide insights into any noticeable patterns or trends regarding employee departures.

Prompt: “Highlight the most frequently mentioned areas for improvement based on exit interviews.”

By using this prompt, HR professionals can identify the key areas that need attention and improvement within the organization, as expressed by departing employees.

Prompt: “Provide suggestions for enhancing employee satisfaction and reducing turnover based on exit interview feedback.”

This prompt prompts ChatGPT to generate actionable recommendations based on the feedback gathered during exit interviews, helping HR professionals address employee concerns and increase job satisfaction.

Prompt: “Analyze the sentiments expressed in exit interview comments.”

By analyzing the sentiments expressed by departing employees, HR professionals can gain an understanding of the overall sentiment and emotional experiences associated with leaving the organization.

Prompt: “Compare the exit interview feedback across different departments or teams.”

This prompt enables HR professionals to compare and contrast the exit interview feedback received from different departments or teams, helping identify any specific challenges or areas of improvement within each unit.

Prompt: “Identify any recurring issues or concerns raised by employees leaving for competitor organizations.”

By using this prompt, HR professionals can gain insights into the specific factors that may be attracting employees to competitor organizations, enabling them to take appropriate actions to retain talent.

Prompt: “Provide an analysis of the most commonly mentioned career development opportunities in exit interviews.”

This prompt prompts ChatGPT to analyze the feedback related to career development and growth opportunities mentioned by departing employees, helping HR professionals understand how to enhance these offerings.

Taking action

We used ChatGPT based on random data to show you how it works.

We generated random data of:

• Names
• Salaries
• Departments
• Years at the company
• Reason for leaving
• Overall experience
• Training satisfaction
• Manager communication
• Recognition of work

Now let’s see the discussion and the feedback we received.

Prompt: “What is the main reason for leaving?”

ChatGPT replied:

Based on the provided exit interview data, it appears that the main reasons for employees exiting the company can be categorized into several key factors:

• Lack of career growth opportunities: Employees like Michel, the Financial Analyst, expressed feeling stagnant in their positions and not seeing clear paths for advancement within the company. Limited opportunities for growth can contribute to employee dissatisfaction and prompt them to seek new opportunities elsewhere.
• Workload and work-life balance: Sarah, the Marketing Manager, mentioned difficulties in maintaining work-life balance due to high workloads. This factor can lead to burnout and negatively impact employee well-being, prompting them to leave in search of a better balance.
• Poor company culture and values alignment: Jasmine, the Human Resources Generalist, highlighted a misalignment between the company’s culture and her personal values and goals. When employees feel that their values are not respected or aligned with the organization’s, it can lead to disengagement and a desire to find a better cultural fit elsewhere.
• Communication and coordination challenges: Emily, the Customer Support Specialist, mentioned poor communication between teams, causing delays and confusion. Ineffective communication can hinder productivity and collaboration, leading to frustration and ultimately contributing to an employee’s decision to leave.
• Lack of recognition and appreciation: Mark, the Sales Representative, expressed a lack of recognition for his contributions, despite meeting and exceeding sales targets. When employees feel undervalued and unappreciated, it can impact their motivation and job satisfaction, making them more likely to seek opportunities where their efforts are recognized.

Prompt: “What changes can we make to prevent resignations and increase employee retention?”

ChatGPT replied:

To address the identified reasons for employee exits and prevent them from occurring, organizations can consider implementing the following changes:

• Provide clear career development paths: Create transparent career advancement opportunities and development plans for employees. This can include training programs, mentorship initiatives, and regular performance reviews to help employees see a clear path for growth within the organization.
• Promote work-life balance: Encourage a healthy work-life balance by implementing policies that support flexible work arrangements, offering employee assistance programs, and promoting time management and stress reduction techniques. Prioritize employee well-being to prevent burnout and increase job satisfaction.
• Cultivate a positive company culture: Develop and communicate a strong company culture that aligns with the organization’s values and promotes inclusivity, respect, and open communication. Regularly assess the culture and make necessary changes to ensure it remains supportive and engaging for employees.
• Improve communication and coordination: Enhance interdepartmental communication channels, promote collaboration tools, and establish clear lines of communication to minimize delays and confusion. Foster a culture of effective communication and encourage teamwork to improve coordination across teams.
• Recognize and appreciate employee contributions: Implement a robust recognition and rewards program that acknowledges and appreciates employee achievements. This can include performance-based incentives, public recognition, and opportunities for career advancement tied to exceptional performance.
• Enhance leadership and management practices: Train managers and leaders to adopt a supportive and empowering leadership style. Encourage transparent decision-making, solicit employee feedback, and involve employees in decision-making processes when appropriate. Create an environment where employees feel valued and heard.
• Foster diversity and inclusion: Implement diversity and inclusion initiatives that promote a welcoming and inclusive work environment. Train employees on unconscious bias, address any issues related to discrimination or microaggressions, and establish diverse hiring practices to ensure a diverse and inclusive workforce.
• Invest in employee training and development: Provide comprehensive training programs and professional development opportunities to enhance employees’ skills and knowledge. Support employees’ career aspirations by offering resources for acquiring new skills, attending conferences, and pursuing certifications.

Based on the data you have shared with ChatGPT, you can proceed with more in-depth questions. For instance, if you take notes on the benefits or communication flow within the organization, you can request GPT to provide you with more specific and focused information.

In a more complex scenario you may want to create a dataset with details such as employee participation in the exit interview process or the sentiment of leave which will affect your employer branding. You shall repeat the above procedure and modify your questions.

As you can easily conclude, ChatGPT can be an insightful assistant for your HR efforts in terms of retention and organizational improvements.

As an expert, you must confirm that the chatbot’s answers are aligned with the given data and your questions before preparing a comprehensive report for your manager.

Feel free to add your data and start automating this procedure in order to save time for implementation.

The post Exit interviews: ChatGPT prompts for valuable insights appeared first on Recruiting Resources: How to Recruit and Hire Better.

How to answer confidentiality interview questions

When posing their questions, the interviewer will not directly ask how you handle confidential information. Instead, they’ll present you with scenarios. Your approach to these situations will show them that you have experience dealing with sensitive issues and know when to be discreet. To get an idea of what employers are looking for in a response, click here.

Q: A member of your team asks for information on a coworker’s salary. What do you do?

In the US, the National Labor Relations Board states that employees have the  right to communicate with other employees about wages, whether through face-to-face conversations or social media. However, employers are not compelled to disclose this sensitive information, so make sure your answer is in the best interests of the company.

Sample answer: “I would invite my team member to speak with HR so we can find the root cause of their concerns. If they’re worried they’re not paid enough, we can re-evaluate their salary structure and do a performance review to see what can be done.”

Q: You accidentally receive an email addressed to the HR Manager that contains confidential company information. How would you react?

A data breach is a serious event so effective communication is critical when one occurs. Interviewers want to see that you act quickly and decisively in this type of situation.

Sample answer: “I would immediately notify the sender that the email was sent to me in error. I wouldn’t open any attachments nor would I copy or forward the email. To maintain confidentiality, I’d delete it from both my inbox and trash.”

Q: A potential client asks for a detailed roadmap of one of your company’s products. How do you respond?

A product roadmap is a visual take on the workings of a product, the inspiration for it, and its future developments. As you can imagine, these are company secrets that shouldn’t be made public. The trick is to maintain your discretion without losing a customer.

Sample answer: “I would thank the customer for their interest in our product and let them know that I will forward their questions to our product development team for in-depth answers. I would also be happy to arrange a meeting with a representative of the development team if the client would prefer to have a direct conversation.”

Q: How can you ensure the security of digital document sharing?

In a world of cyber-attacks and data breaches, the last thing you need is your company’s intellectual property being leaked. Explain what type of security measures you would use to prevent this from happening.

Sample answer: “I would first recommend creating a policy for handling confidential documents so all employees know what procedures to follow. This includes items such as password protection and changing passwords regularly, as well as not using public or unsecured Wi-Fi when working remotely. Only certain employees would be able to access confidential documents through a rights management tool, and all transmitted data would need to be encrypted. I would also track and record when and by whom sensitive data is accessed.”

Final thoughts

With the advent of digital workspaces and social media, it’s become increasingly difficult to maintain confidentiality. Employers are looking for employees they can trust to protect their information and work ethically and discreetly. Now that you’ve mastered answering interview questions regarding confidentiality, check out our values-based questions and answers here.

The post 4 examples of confidentiality interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Answer option 1: Tell them about your typical day

Explain to the hiring manager how you manage your daily workload. Are you a digital person or a paper-based person? Either way, demonstrate that you can succeed without supervision and be well organized. Hiring managers want to know that you put a lot of thought into your daily routine and take it seriously.

You might say this:

“I work best when I have a daily to-do list. At the beginning of each workday, I write down the tasks that need to be done and rank them from highest to lowest priority. Not only does this help my workflow, but it also ensures that I am making progress on the most important tasks of the day.”

Answer option 2: Talk about how you prioritize under pressure

At work, it’s not uncommon to start with one project and then focus on another when it calls for your attention. Sometimes it’s an emergency; sometimes, it’s a task your boss gives you. It’s not ideal but switching tasks is part of the job in most companies. It’s important to keep the larger priorities of a company in mind when working through changes. There’s no point in creating the most detailed spreadsheet or task list if you don’t align with your department’s goals.

You might say this:

“Recently, I had a situation where I had to adjust to an office crisis quickly. I had kept the morning free to work on budgets, but my colleague asked me to help with a presentation because the client’s requirements had changed on short notice. We worked on it together, and I decided to sit in on the meeting to provide additional support. I worked on the budget from home the next day, so I had no interruptions and could complete the work on time.”

Answer option 3: Talk about how you maintain a work/life balance

Setting expectations requires a delicate balance. You should set realistic goals for yourself and your employer. Telling them you’ll work 14 hours a day is not a good idea. Hiring managers want to see that you can identify what needs to be done and that you can follow through when your schedule needs to be changed.

You might say this:

“I check in with my supervisors and colleagues throughout the day and week. If I’m working on something that will take a while, I let my team know about it. If I feel like my workload is unmanageable, I talk to my boss to see what tasks can be moved down the priority list and what deadlines can be rescheduled.”

Final thoughts

When it comes to prioritizing and dealing with competing priorities, it’s best to use a systematic approach while staying calm and logical. You will satisfy the interviewer if you give an example or describe how you do this. The interviewer is interested in how you handle conflicting priorities. You may have a number of examples to choose from, but the interviewer will be most impressed if you can give an answer that relates to the job you are applying for.

The post How to answer the job interview question “How do you prioritize your work?” appeared first on Recruiting Resources: How to Recruit and Hire Better.

A thoughtful company will inform you of the types of questions you can expect at  your interview. Take full advantage of this courtesy by preparing real-life examples that relate to the role you’re applying for and align with the values of the company. Here are a few examples of competency-based questions and answers.

Q: Can you describe a time when your supervisor couldn’t solve a problem and asked you to find a solution? How did you go about doing so?

In answering this question, be careful not to say anything negative about your supervisor or appear too arrogant about succeeding where they couldn’t. Use it as an opportunity to shine a light on your problem-solving skills.

Sample answer: “At a shoot, my boss was told that our lighting technician had called in sick. With other issues to see to, he asked me to make a plan. At first, I was stumped as we were in a remote location, two hours from the nearest town. Then I remembered that one of our interns had been part of the AV club in high school so I brought him in to handle the lights. He wasn’t confident at first but I did my best to encourage him and we ended up shooting images that made it to the cover of our December magazine issue.”

Q: What have you done to increase revenue at companies you’ve worked for?

Stay away from generic answers – it’s a huge red flag for interviewers. Even if you didn’t make a big difference to your company’s bottom line, your interviewer is more interested in how you think and apply your skills. Don’t leave out any details!

Sample answer: “When I joined Company XYZ, I noticed that the production line used a process that could be improved thanks to recent developments in technology. I researched the cost of installing new machinery and the training that would be needed and checked it against the time and cost-saving factors. I presented this data to the board of directors and the change was implemented, resulting in an 8% increase in profit.”

Q: How have you incorporated your latest training into your work?

Here, your interviewer wants to see if you’re able to learn new skills and apply them practically to your job. This type of question may be broached in a one-on-one interview or it could be included in your written application form.

Sample answer: “In leading my team, I realized that I lacked the ability to mentor them in a meaningful way. I requested a course in coaching which I completed four months ago. Since then, I’ve been able to motivate my team and help them hone their specific talents with on-the-job training and extra courses.”

Q: Tell us how you managed a major project from start to finish.

Your organizational skills are under the spotlight here. So avoid anything that might call into question your good coordination, such as narrowly missing deadlines or overspending.

Sample answer: “As a community initiative, we decided to build houses in an underprivileged area. I created smaller tasks that were assigned to various teams with a leader on  each team. Every day I met with these leaders to establish what tasks needed to be completed, then checked in later to get a sense of the status. I regularly visited the teams and made note of their progress on a Trello board so I could keep track of our schedule.”

Final thoughts

These tips for competency-based interview questions will ease your nervousness in your upcoming interview as will this inside info on what employers are looking for. Once you’ve gone through the most common competency-based questions, have a look at some of the best interview questions you could be asked.

The post 4 ways to answer competency-based questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

1. Who Raised the change?
2. What’s the Reason for the change?
3. What Return is required from the change?
4. What are the Risks involved in the change?
5. What Resources are required to deliver the change?
6. Who is Responsible for building, testing, and implementing the change?
7. What is the Relationship between this change and other changes?

In preparation for your interview, look at our change management interview questions and answers.

Common change management interview questions

During the interview, the hiring manager wants to see the following:

• Can you recognize when change needs to take place?
• Are you able to create plans with realistic tasks and appropriate metrics?
• Do you know how to handle those opposed to change?
• If needed, how do you manage corrective actions?

Make sure your real-life examples answer these questions to provide a well-rounded picture of how you handle change. Get insight into what employers are looking for with our change management interview guide.

Q: How would you communicate the need for an immediate change of a process to your team?

This question speaks to your great communication skills and ability to lead a team. If you are methodical and logical in such situations, you will reduce the negative impact of the change. 

Sample answer: “I would first explain the current situation to my team to show them why the change is necessary. I’d use open and honest communication with them to outline how the change would affect them and what the process would be to implement the change. I’d assign individual tasks to get the ball rolling and then open the floor to questions and concerns.”

Q: Tell us about a time when you identified that a change needed to take place and how you went about implementing it.

Are you able to spot inefficiencies and streamline processes? Employers want employees who can proactively improve operations and mitigate future risks.

Sample answer: “I was a supervisor in a manufacturing plant when I realized that we could increase our profit margin by 13% if we eliminated two process steps, with only a slight change in the final product. I presented the data to the management team on the reduction in expenses, the cost to remove the extra steps, and the differences in the output. The change was successful and even reduced errors by 4%.”

Q: When assessing risks, what metrics do you employ?

Metrics are a crucial part of change management because the results show areas for improvement and the difference in performance due to the change. Demonstrate that you are measuring results regularly and comprehensively. 

Sample answer: “In evaluating risks, I first identify the risks I expect to occur and then consider those that actually do occur. I measure the impact of the risks on the business and the costs involved. Finally, I note the frequency of the risks and how effective the solutions in place are.”

Final thoughts

Change is inevitable, and employers are looking for candidates who can maintain a positive attitude while implementing what’s best for the company. At the end of your interview, ask questions to express your interest in the position. Along with our change management interview questions, take a look at our adaptability questions and answers to prepare for your interview.

The post How to ace change management questions in an interview appeared first on Recruiting Resources: How to Recruit and Hire Better.

During your interview, there are a few things your prospective employer will be looking out for. Employees who are uneasy about leaving their comfort zones aren’t ideal when it comes to adaptability as well as those with nervous or negative dispositions. Being able to work well in a team is vital, along with an open-minded approach to problems. Read on to learn how to best answer interview questions that determine adaptability.

• How do you adjust to changes you have no control over?

Wherever possible, use real-life examples that highlight your positive attitude and just-keep-swimming approach. This ties in with testing your emotional intelligence.

Sample answer: “With the dynamic industry we work in, I’ve become used to adjusting to fit ever-changing criteria. At my previous company, the budget for a project I was working on was cut by a third just as we were approaching the deadline. I met with the client to discuss the aspects that were most important to them and removed the less important items that could reduce costs. In the end, the client was satisfied even though the outcome differed from the original  expectations.”

• What are the biggest challenges you’ll face when you start a new job?

Your interviewer wants to see how well you’ll adapt to a new work environment where you’re surrounded by virtual strangers and unfamiliar processes. Use  this opportunity to talk about the research you’ve done on the company’s culture.

Sample answer: “I’ve noticed that the culture here is very team-oriented so I think that one of the challenges would be figuring out how to work with several new people with very different personalities. I’d sign up for group events and projects to get to know the team better, which is great as I like meeting new people.”

• Your coworker is averse to adopting a new process. How would you convince them to try a new, more effective method?

Here’s a chance to demonstrate your leadership and negotiation skills. The key here is to show compassion, respect, and persuasiveness.

Sample answer: “I’d ask my colleagues to share their doubts and reservations about the new process and see how we can address their concerns. I’d also show them how the new system can benefit them and give them tips on how to get used to the new procedure such as displaying reminders and task instructions.”

• How did you adapt to being assigned new tasks that are not part of your job description?

Can you pick up the slack if necessary? Are you a team player or do you disengage once you have completed your tasks? Show your interviewer that you’re up for taking on new challenges to achieve the company’s goals.

Sample answer: “At an event for potential clients, half the waitstaff did not pitch. I threw on an apron and grabbed a tray of champagne glasses to hand out to our guests. I used this opportunity as a fun talking point, while showing the team we were pitching to the extent we would go to in providing them a premium service if they hired us.”

Final thoughts

In an increasingly unpredictable world, the ability to adapt and adjust with grace is a precious commodity. Show that you can stretch the limits of your abilities with a smile on your face and a desire to succeed. Get some insight into what interviewers are looking for when they ask adaptability interview questions, along with some of the top questions asked in interviews.

The post Tricks to answering adaptability questions with sample answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

Remember, you are not alone if you’re feeling stumped for an employment gap explanation. In 2021, the Bureau of Labor Statistics reported that nearly 40% of the unemployed had been out of work for more than six months.

Read on for tips on spinning your pandemic career gap and other unemployed periods in your resume.

• Be honest about your unemployment

There’s always the temptation to fudge and lie about the gaps on your resume, when faced with career gap interview questions, but don’t do it. Changing dates or making up a non-existent job is unethical, and once you get caught, there’s no going back.

• Take control of the conversation

If a hiring manager asks you, “Tell me about yourself,” don’t wait for them to ask you about your career gap. Tell them right away that you were laid off and tell them what you learned from it. Keep it short – don’t give more than a minute before moving on to other important details about your career.

If the conversation goes in a direction that makes you uncomfortable, you can always say, “I’d prefer not to go into further detail. However, I’d like to talk more about my work experience.” Then you can share a new anecdote about your work history that qualifies you for the job.

• Explain the context of your job loss

When you share your job loss, make it clear that it is not related to an individual performance problem. It could be a corporate decision that affected many people. If you worked in a large department and were one of 10 team members laid off due to downsizing, you should mention this and point out that nine other people were also affected by this decision.

• Emphasize what you did during your hiatus

Even if you are interviewing with a compassionate person, they will want to know what you did during the shutdown. Ideally, you should have a prepared story to tell. The person interviewing you will not be interested in the lockdown for more than a few minutes. So focus on your skills, the knowledge you gained during your downtime, and any volunteer or freelance work you did.

• Tell your story to explain a gap in employment

Sharing the positive things that happened during your unemployment and the things you learned from the difficult times says a lot about your attitude and personality. Your answer could show that you are a good fit for the company or job.

Be confident. You have experience and skills, and you don’t need to apologize for the gap in your resume. Consider what you have learned in your time away and how you’ve grown professionally and personally. Think about those qualities and skills, identify transferable skills, and build them into your story.

• Turn the gap in your favor

In the interview, say that job quality and fulfillment are important to you, rather than filling the gap with employers who may not be a good fit for you. Then sell yourself by explaining that you have been waiting for the right employers and that, based on your research, you have concluded that the company is a good fit for you.

5 examples of how to answer career gap interview questions

While the pandemic has led to many inevitable gaps in resumes, there are other common situations where you will be asked to explain periods of unemployment in an interview. From taking time off to care for kids, to explaining a sabbatical, here are some employment gap interview answers on how you should handle the question:

• If you took time off to travel:

“I took a six-month sabbatical to immerse myself in a different culture, and as a result, I’ve gained a new perspective and learned some valuable life lessons. I feel much more ready to dive back into my career.”

• If you were sick:

“Due to an illness, I was unable to continue in my previous position. But I’ve since fully recovered and am ready for my next challenge.”

• If you were laid off:

“I was laid off from my previous employment. It could have been due to budget cuts or a first-in, last-out policy. Either way, I am proud of what I accomplished while there, as my previous manager and one of my references can attest.”

• If you were fired:

“I left the company for many reasons, but the main one was that we had different expectations. When I think about what happened, I realize that I could have done some things differently. I learned a lot and look forward to bringing that experience to my new role.”

• If you took time off to raise children:

“I often hear that people want to ‘have it all,’ but I don’t think it’s possible. I chose to put my career on hold to raise my kids, so now I want to get back to work.”

Final thoughts

A gap in your resume is not always a disadvantage – and recruiters agree. You can make steady progress in your job search if you know how to explain your job gap in an interview by managing the situation and having a positive, forward-thinking attitude. 

Whatever the reason for your career hiatus, think about all the successes and career highlights you have and leverage those in each of your applications. Being prepared with the best answer for a career gap in an interview will also help you feel more confident.

The post How to explain a job gap in an interview appeared first on Recruiting Resources: How to Recruit and Hire Better.

In this article, we’ll explain what a job reference is and give you tips on choosing the best references to answer questions from hiring managers as part of your job application process.

What is a job reference?

References are also known as letters of recommendation, referrals, or testimonials. They come from your former managers, supervisors, or colleagues and comment on your work ethic, character, and skills. Usually, recruiters do not ask for them until later in the hiring process. Combined with your qualifications, your references can determine whether or not you receive a job offer.

Professional vs. personal references

Some companies prefer professional references, others personal references. It’s best to submit both. Professional references should feature your work history, accomplishments, and recent positions. Personal references should highlight your moral character, the qualities you have demonstrated, and your relationship with the person providing the reference.

Choosing references: the best tips for making the right choice

When you apply for a job, you should have a list of references ready to give the hiring manager if asked for them. While your references are not a guarantee that you’ll get the job, they can have an impact. Follow these tips to find the best reference:

• Choose your references wisely

Ask for references from people who can speak to the skills, work ethic, and character you might bring to your potential employer. References don’t always have to be from paid positions, either. Consider people you have volunteered with or helped in another professional capacity.

• Decide whether they would be a good fit for the hiring manager

When selecting your references, consider whether they have anything in common with the hiring manager reviewing your application. For example, if the hiring manager and your supervisor went to college together or are from the same city, they have a connection. This may make the recruiter more willing to consider your application because they can feel comfortable asking more candid questions. This can significantly improve your chances of getting the job.

• Your current supervisor: should you ask them to be a reference?

By providing a reference from your previous supervisor, you can show that you have good working relationships with your superiors. If you don’t list your current boss as a reference, it could be because you have not performed well or that your current position is at risk. Let the recruiter know that you will be happy to provide a reference from them once you have received an offer. If you want to avoid this situation, make a list of people outside your current company that you can contact and explain to the recruiter why you are excluding your current employer or colleagues as references.

• Ask for an internal reference

One thing that can help your application stand out is if you know someone at the company you’re applying at. If that’s the case, it might be worth asking that person for a reference. The recruiter is likely to know them and trust what they say about you, increasing the chances of shortlisting your application.

• Ask for references that were part of your training

If you are new to the workforce, it’s always a good idea to get a reference. Who better to speak about your skills and work ethic than an educator who has taught you a relevant subject? Recommendations from professors are beneficial because they can speak about your character and the skills you learned in their classes. Aside from your professor, you can also ask your academic advisor or counselor. If you include the latter as a reference, they can talk about how you have developed over the years.

How to get the most out of your reference choices

If you have someone in mind as a reference for your resume, keep these guidelines in mind:

1. Ask the reference for permission

If there’s someone you’d like to name as a reference, you should get their permission to do so. Even if you feel you have a good relationship with them, they may not feel comfortable giving you a job reference. It is professional and respectful to ask permission, but it also helps them prepare. The better prepared the reference is, the better chance they have of providing a positive referral.

2. Ask for a reference’s contact information

Even if you already know a reference’s contact information, you should ask for confirmation of it. Apart from ensuring that your contact information is accurate, they will also know what communications to check regularly. Have your reference’s full name, current job title, phone number, email address, and work address available if the hiring manager asks for it.

3. Discuss your application with references

As you move forward in the application process, sending your references a copy of your resume and relevant examples from your portfolio may be helpful. You should also make sure they know a bit about the company and the specific job title so they can answer questions from the hiring manager on the front foot.

4. Keep your references updated on the status of your job search

Let them know when you enter the interview stage so they can prepare accordingly. When you know you have landed the job, let them know too. You may need them to be a reference again in the future, so thank them for their help.

Final thoughts

When applying for a job, choose references that can confirm your relevant qualifications for the role in question. For example, if you are applying for a technical position, you should select references that can specifically endorse those skills. However, some references might also speak to other aspects of your personality or work ethic. Overall, make sure your list of references covers your most important qualities, and help them write the best reference letter using this reference guide.

Another way to make your job search easier is to collect a pool of references. Even though employers usually only ask for one or two references, having a broad group of people to call on is essential.

The post How to choose references for your resume appeared first on Recruiting Resources: How to Recruit and Hire Better.

While this is how this question is most commonly asked, your interviewer may approach it in a more specific way. Here are a few examples:

• What are you looking for in your next position?

With this question, companies are checking to see if you share their vision of the role and if your aspirations show that you’re interested in being in the position in the longer term. Do your research and reread the job listing so you can elaborate on your goals that match those of the company.

Sample answer: “The company’s mission talks about making its services accessible to those in less fortunate areas. This is something I feel strongly about and I’m eager to share the skills I developed as a strategist with the Peace Corps to jointly achieve this goal.”

• Do you plan to pursue further education and, if so, in what field?

Here, the hiring manager is testing a few elements: 

1) Are you motivated to learn? 

2) Will your qualification benefit the company?

3) Will you be leaving the position as soon as you’re qualified?

Explain the added value any potential qualification might bring and how you would balance studies with work commitments. 

Sample answer: “To complement my Business Management degree, I’d like to complete my MBA to expand my knowledge base while preparing me to take on more leadership roles. With the availability of part-time classes, I’ll be able to manage both working and studying efficiently.”

• What skills would make you better in your current role?

This question is similar to the previous one, except here the skills you mention must benefit the position you’re applying for. Anything too disconnected from the role may give the impression that you plan to change careers.

Sample answer: “As a manager, there are often opportunities to coach and mentor members of my team. I’d like to develop this skill so I can help my staff see their potential while guiding them on how to reach it.”

• Would you prefer to become an expert in your field or would you consider taking on other disciplines? Why?

Either answer is acceptable, provided you can elaborate on your choice. Becoming an expert will see your stature rise while being a jack-of-all-trades increases your versatility.

Sample answer: “My career began at a start-up where I took on many roles as the business grew. I’ve learned that I’m able to adapt well and that I have a diverse skill set. I’m always eager to learn yet I can also take on leadership roles in several disciplines.”

Final Thoughts

Recruiters look out for red flags in the hiring process – these can include  employees who lack aspirations, making them appear disengaged from their position. Unrealistic career goals may indicate that you don’t understand what a role entails and canned answers sound inauthentic. Click here for more insight into answering “What are your career goals?”, and continue your research and interview preparation with the best interview questions asked.

The post 4 Ways to Answer Interview Questions About Career Goals appeared first on Recruiting Resources: How to Recruit and Hire Better.

However, the employees we surveyed told us that not everyone considers their workplace a safe haven to talk about mental health issues. Men and minorities, in particular, feel they cannot discuss their mental health problems with their supervisors, and overall, one in three workers agree with this sentiment. So what does this mean for potential employees? Is it appropriate to disclose your mental health matters in an interview and will they be received objectively?

What are your rights?

An applicant is not required to disclose any medical conditions during an interview, even if asked. In fact, under the Americans with Disabilities Act (ADA), employers are prohibited from asking questions about physical and mental illnesses during job interviews. This law protects candidates from discrimination based on their disability status. However, it is reasonable for potential employers to ask you about your ability to do your job. For example, they may ask about problems you have had at work in the past. They may also ask about gaps in your resume, which in your case could be due to your illness.

Therefore, you should consider talking about your illness and its treatment during the interview if questions about your ability to handle stress at work come up. This may deter some employers, but there are a few reasons why you should do it anyway.

The benefits of disclosing your mental health in an interview

• At a workplace that knows your history and is willing to give you a chance, you can be sure that your supervisors will be supportive. If the company you are applying to has a proactive approach to mental health, it likely already has policies and programs in place to support employees with mental health conditions – which means the company culture is a good fit for you.

• If you have a mental illness that requires accommodations, you must discuss these with your employer before any can be made. You do not have to disclose the illness during the interview or hiring process, but it’s beneficial to do so before problems arise. This way, the company has more flexibility to structure your work to minimize stress and potential problems.

• Before you go to an interview, consider whether your symptoms or the side effects of your medications might affect your ability to do the job. If there is a possibility that your condition could affect your job performance (or have safety implications), you should tell your potential employer in advance. That way, they can decide if they can accommodate your needs, and you can avoid unpleasant surprises later.

• Finally, being able to talk openly about your illness is an important part of coming to terms with how it shapes your identity. This is important because when you are faced with old stress reactions again, it is helpful to have a support network, both in terms of your treatment team and in the workplace. If you feel supported, you will have the space to identify problems early and prevent them from becoming more significant issues.

However, be sure to read the room. Before you talk about mental health issues you have had in the past, it’s essential to assess the level of rapport you have with the person you are talking to. Ensure the conversation is going well and that you connect with this person; otherwise, telling that personal story could be perceived as an overshare. If people feel comfortable talking about mental health as a normal part of the conversation, it will be a positive experience for both parties – so open up if you’re feeling it.

Ok, but what’s the next step? How should you go about disclosing it?

When talking to potential employers about your illness, be brief and direct. There is no need to go into excessive detail or give a complete medical history. Instead, provide the most important information factually. Here is an example of how you can word it:

“I am the ideal candidate for this position because of my excellent skills, relevant experience, and personal qualities. If I become unwell, I have a solid plan in place to manage my illness, and it will not affect my ability to do the job. If necessary, I would expect my employer to make reasonable accommodations, such as flexible work schedules, so that I can continue to work effectively.”

Final thoughts

If you have struggled with a mental health issue and have learned how to manage it, it shows your strength and ability to overcome difficult challenges. Talk about it in your interview, just as you would any other case of learning and growth you have experienced in your professional life. This is a real asset that you can mention alongside your other accomplishments.

You should also keep this in mind. By being open about your condition, you can take on the role of a mental health advocate. This gives you the opportunity to lead by example, break down negative stereotypes and educate others about mental wellness. Your actions and words can provide hope to those struggling and make a real difference in the lives of others.

The post Should you disclose a mental illness in a job interview? appeared first on Recruiting Resources: How to Recruit and Hire Better.

Step 1: Application screening

Hiring managers are increasingly turning to digital tools and software to screen candidates who apply for advertised positions in the employee recruitment process. This saves them time by eliminating those not qualified for the job. As an applicant, they may ask if you have specific skills, such as experience with Excel, or the right to work in the country legally. Some forms they want you to fill out require short yes/no answers – others may be long and quite tedious.

How to prepare for the job application screening process:

If you don’t meet the basic requirements for a job in the recruitment and selection process, the position is not suitable for you. However, if the job ad reveals the name of the company hiring and you are a good fit, it may be worthwhile to email the team at HR and let them know you are looking for a job opportunity. Recruiters are also starting to use gamification as a tool to pre-screen candidates. You can proactively prepare yourself to pass the selection process for some of these jobs. For example, check out Workable’s integrated tool HackerRank to help you practice your coding skills and prepare for interviews if you are looking for a job in development.

Step 2: Resume screening

Once you pass the application stage of the screening process, the recruiter will review your resume – either manually or using software. Since you’ll compete against many other applicants, make sure your resume stands out and connects with the recruiter.

How to prepare your resume for the screening process:

The hiring manager (or bot) will want to know that you have the required qualifications and experience. You can make your resume stand out by doing something as simple as spending time on the layout. For example, if someone is looking for a creative position, pay special attention to the design and formatting of your resume. If you are looking to fill a marketing position, your resume should reflect your ability to describe things briefly and to the point. Recruiters will look for red flags like typos, copy and pasted text, and mismatched dates, so be sure to have your resume proofread. Consider adding things like your volunteer experience that may give you an edge over other candidates and provide explanations for job gaps in your resume. It’s also important to write a suitable cover letter. 

Step 3: Screening call

The screening call or phone interview helps the recruiter determine if an applicant is genuinely interested in the job and competent enough to perform it effectively. They will use this time in the selection process for hiring to cross-check your work and educational background and ask for basic information, such as your current location, salary expectations, or availability.

How to prepare your the screening call:

The hiring manager will also be looking at how well you communicate. It will help you practice common questions that may come up in the interview. If you have applied for a job, make it clear what times you can answer calls – appearing to “ghost” them could knock you off the shortlist. Keep your tone professional and use the screening call to ask questions.

Step 4: Screening assessments

There are many types of tests available to recruiters, but aptitude and personality tests are the most common. Prehire assessments can provide helpful insight when you apply to a company. They can pinpoint how things work in the organization, what is expected, and what traits are most valued. While it can be daunting to take an assessment, it can help you learn more about the company before interviewing.

How to prepare for screening assessments:

Practicing assessments will help you overcome your anxiety and make the process more familiar to you. Research backs this up and shows that practicing assessment tests will help prime you to answer questions more effectively. Ask the recruiter what kind of assessment you can expect. If you are taking a personality test, be honest – it’s in everyone’s interest to make the best job match.

Step 5: An in-person interview

Interviews ensure that the person hiring can make informed decisions and objectively evaluate potential candidates. As part of the selection process for hiring, they will ask a mix of questions, such as behavioral questions to see how you have handled professional challenges and role-specific questions to evaluate your qualifications and abilities.

How to succeed in an interview:

You can practice answering questions that are likely to come up in the interview, such as those testing your leadership skills, career goals, culture fit, or values. In the interview, focus on being confident rather than appearing arrogant, and make sure the interviewer knows you are listening to what they have to say. Most importantly, ensure your answers are consistent with your resume.

Step 6: Background checks

If the hiring manager thinks you are a good fit for the role at this stage of the recruitment and selection process, they will perform a background check on you. They may look for criminal records, driving records, credit information, verify your education certifications, and even scout out your social media accounts.

How to prepare for background checks:

If you don’t want potential employers to see something on your socials, make your accounts private and manage what they can see by deleting or getting rid of the posts.

Step 7: Reference checks

The hiring manager may ask for references to confirm what you have already told them about your experience and abilities. They want to know about potential weaknesses, how you behave in the work environment, and how you use your skills on the job.

How to make reference checks work for you:

Choose suitable references for your resume and tell them when a prospective employer may contact them.

Step 8: Job offer

For most people, the process can take a few days. For some, it can take a few weeks. If more than one person is involved in the hiring decision, the process will be slower for everyone. Ensure that you know what information they need for HR and ask them what information they expect you to provide. This way, when you have a potential offer, there will be no time lost on your end.

Now what? If you’ve passed these eight steps in the recruitment and selection process, they will likely send you an email welcoming you to the company, and they’ll be planning your orientation to make your onboarding as smooth and easy as possible.

The post Succeed at all 8 steps in the job selection process appeared first on Recruiting Resources: How to Recruit and Hire Better.

Before we take a closer look at the common questions you may be asked in an interview, you need to know about online interview preparation.

• Make sure you have a reliable and fast internet connection
• Conduct the interview from a laptop or desktop computer rather than a phone, as this will appear more professional
• Wear headphones to ensure you can hear the interview questions
• Practice using the tools or software the interviewer will use in advance
• Place a light source in front of you – this can be natural light from a window or lamp.
• Turn off notifications
• Find a quiet place to conduct the virtual interview
• Place the webcam at eye level, so the interviewer feels like you are talking to them

Read more here to learn about video interview tips for candidates.

Online interview questions and answers

Q: What inspired you to enter this profession?

The interviewer wants to be sure you are happy with your work and committed to the company for the long term.

How to answer it: It is always impressive to an interviewer to say that you have been interested in your chosen profession from a young age. This shows that you are passionate about your work and have put in a lot of time and effort to learn about it. Perhaps a teacher encouraged you to choose that field, or you read a book that made you want to pursue the same occupation. Whatever the case may be, make sure you mention the primary source of your motivation for your chosen career path.

Q: Do you prefer to work in a team or alone?

When interviewers ask you about your ability to work in a team or independently, they want to see if you are comfortable working either way. There is no wrong answer, but some answers may be more appropriate depending on the type of role you are seeking.

How to answer it: The worst way to answer this question is to pick a side. The employer wants someone outgoing because that helps with meetings, morale, and projects. Likewise, an employer may require you to work unsupervised and show some initiative to meet deadlines. Avoid saying “I prefer”, “I can’t”, or explaining why you don’t like working a certain way. Instead, try to use positive language that shows your willingness to work collaboratively and independently, depending on the situation.

Q: What are your salary expectations?

The way you answer this question can give the hiring manager an indication of whether you are over- or under-qualified for the job. Your salary expectations are usually consistent with your years of experience, so the recruiter can use this information to determine if you fit their ideal candidate profile.

How to answer it: Offer a salary range (based on salary data you have previously researched) with some options for negotiation. Talk about your openness to benefits such as working from home, vacation time, bonuses, or tuition reimbursement.

Q: Why did you apply for this position?

The employer is looking for an enthusiastic and motivated person for this position. Your answer will help them understand why you applied for the job and what attracts you to this opportunity.

How to answer it: Focus on the new position’s opportunities rather than any concerns you have about your current job or company. Keeping the conversation positive will make you appear confident and professional.

Find more sample answers to interview questions

A virtual interview can be a brief screening where the above questions may be asked. If it’s an interview for a job you have already been shortlisted for, you may be asked many more detailed questions to test your leadership, analytical skills, etc. Workable has prepared guides for many of them – check them out here to help you further in your online job interview preparation.

The post How to answer questions in a virtual interview appeared first on Recruiting Resources: How to Recruit and Hire Better.

Common second-interview questions and answers

At this stage, the questions will be more role-specific and focus on your soft skills. Start by gathering all the data you can about the company, from its mission and values to the products or services it offers and how it compares to its competitors. Your research will emphasize your interest in becoming part of the team and cast you in a great light. 

Q: What type of work environment do you prefer?

Previous visits to the company may have given you an idea of the type of work environment you can expect if hired. Otherwise, you can glean that information from employees you know or online resources. Be honest but explain how your preferences will fit in neatly with the company’s.

Sample answer: “As I walked through the building, I noticed that the office has an open-plan setup with free communication and easy collaboration. I thrive in that type of environment. However, I needed to work remotely at my previous company due to the pandemic and I discovered that I’m equally efficient working independently with little supervision.”

Q: Tell us about a time when you had to make a difficult decision.

You need to go into your decision-making process here. Generally, the process involves:- 

• Identifying the decision that needs to be made
• Gathering information 
• Figuring out alternatives 
• Assessing the evidence
• Choosing a course of action
• Executing the solution
• Evaluating the results

Share a real-life example using these steps as a guideline to show how you came to your decision in a methodical and logical way.

Sample answer: “A change in the budget meant that I had to let go of one of my team members from a project we were working on. I interviewed each individual and used the results of these sessions to establish who would benefit more from other projects. I made sure their tasks were equally delegated among the remaining crew and had the team member put in another group where they could excel. The project was completed to the client’s satisfaction and under budget.”

Q: You’ve been assigned several tasks that all have the same deadline. What do you do?

Your organizational and prioritization skills are being assessed here so be clear about how you would approach this situation. It also tests whether you can keep a cool head in stressful situations.

Sample answer: “I’m a big fan of Trello boards. I’d break down each task into smaller sections that need to be completed daily. I would set aside an hour per day per task and monitor the progress of each on a Trello board to make sure I’m on track.”

Q: Do you know who our competitors are and how we differ from them?

This question is closely related to the question “Why do you want to work for us?”. The interviewer wants to see that you’ve done your research and that you’re an advocate of their products or services. Along with analyzing their site, check out customer feedback on Yelp and Better Business Bureau.

Sample answer: “Your biggest competitors are Company ABC and Company XYZ.  While Company ABC has a wider product range with cheaper prices, there have been complaints about the quality of their goods, resulting in consumers turning to (Present Company) for better value for their money. Company XYZ is nearly on par with (Present Company) but, according to Yelp, their after-sales services have left customers angry and disappointed. (Present Company)’s social media accounts show that queries are dealt with quickly and efficiently.”

Final thoughts

If you want to know what interviewers expect from you, check out our second-round interview guide. You’ll see that employers value candidates who come prepared and share their core values and vision. Talk openly about your expectations when it comes to the details of the position, such as salary, incentives, and benefits. And be sure to ask questions in your second-round interview to show how keen you are to join the team.

The post How to answer second-round interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Q: How many hours do you usually work?

Every company has its own way of working and wants to know if your work habits fit into its operating model. Interview questions about how much you work can be difficult to answer because employers ask for this information for various reasons. Some employers want to know if you can manage your time well and get your work done within working hours. Others may want to see if you are willing to work overtime if needed.

Sample answer:

“I have always been able to manage my time efficiently so that I work the same number of hours each week. Of course, if I am working on something particularly important or challenging, I am happy to put in extra hours to do my best work.”

Q: Do you have children?

In many countries, it’s illegal to ask a job applicant about their marital status, whether they have children, or plan to have children. However, that does not always stop employers from asking these questions. Applicants may not want to call out inappropriate questions during an interview because it could hurt their chances of being hired. You can address the subject without offending or jeopardizing your chances of getting a job.

Sample answer:

“Are you wondering if I am dedicated to my work, if I travel frequently, or if I work overtime? I can assure you that I have a very strong work ethic and can contribute a lot to your company, especially in the area of [xyz]. Please tell me more about your goals for xyz.”

Q: What is your biggest weakness?

When an employer asks you about your weaknesses, they want to know if you have the skills and experience required for the job. When considering what to list as a weakness during an interview, it is best to think of a real weakness that is not essential to the job you are applying for. You don’t want to give the interviewer a reason to question your ability to fill the position. Instead, focus on your strengths and be prepared to discuss how you can use them to excel in the role.

Sample answer:

“One of the areas I used to struggle with was public speaking. As a product manager, I have to rely on my soft skills to get things done. A big part of the job is being comfortable communicating in front of large groups. I took an online course in communication that helped me feel more comfortable in those meetings and communicate more effectively.”

Final thoughts

These are some of the most difficult personal questions to answer in an interview, but you may also be asked behavioral and other questions about your personality. It is always best to be honest in any situation. Be positive and focus on what you have accomplished rather than what you see as a weakness if you’re stumped with personal interview questions and answers. This will show that you can turn any negative situation into a positive one.

The post How to deal with personal questions in your job interview appeared first on Recruiting Resources: How to Recruit and Hire Better.

Below are some of the questions you may be asked in an interview when the hiring manager is scoping out the talent for their sales team and why they ask these sales-related interview questions.

Q: Walk me through a successful sales process. What is your role?

A sales process question is a great way to test an applicant’s knowledge. If you cannot name the stages of the process or estimate the approximate duration, it shows that you lack the experience they require.

How to prepare for this question: They are looking for an answer that clearly shows what actions you’ve taken to guide your prospect through the entire sales cycle. It’s important to have the details ready.

Q: What information do you need before communicating with a client?

To be successful in sales, you need to understand how your prospects learn, what they are interested in, and what communication style they prefer. By adapting your strategy to meet these needs, you can increase your chances of success. The interviewer wants to know how you prepare for a sales call, rather than going into every situation with the same approach.

How to prepare for this question: Give an example of customer research you recently did for a customer and how you went about it. For example, read recent news articles about their company and industry and analyze the competition. Explain how an essential piece of knowledge you had helped you when communicating with the customer.

Q: Describe a situation where you failed to reach a sales goal.

This is a simple but important question that is very likely to be asked in a sales interview. Interviewers want to know what happened and what you learned from the experience. They want to know that you are growth-oriented and don’t flounder in the face of challenges.

How to prepare for this question: When deciding which example of failure to address, think carefully about the outcome of the failure and whether it will improve your chances of getting the job. Consider all the factors involved in the story you want to tell because some losses are better kept to yourself. Choose an anecdote that highlights some of your most important qualities relevant to the job you are applying for.

Q: What do you find most rewarding about working in sales?

A hiring manager wants to make sure you are motivated by more than just a paycheck. While it’s understandable that everyone needs to make a living, you should also give other reasons why you want the job. This will show that you are passionate and genuinely interested in the work you would be doing.

How to prepare for this question: There are many reasons to choose a career in sales. Some people enjoy finding new customers and solving problems for them. Others enjoy the personal relationships they can build with their clients. Some even enjoy the thrill of sales itself. Whatever your reason, give an example of how this determines your success in sales.

Q: What’s your attitude towards cold calling?

Most hiring managers are interested in whether or not you have experience with cold calling, especially if the sales position they’re hiring for involves a lot of cold calling as a primary job responsibility.

How to prepare for this question: You can either prepare an answer that explains you’re comfortable with it and then mention your relevant skills and experience (if any), or you can share how you plan to improve in this area. Either way, being honest and upfront about your abilities is the best way to go.

How to prepare for a sales job interview?

The questions asked in a sales job interview may differ depending on the level of responsibility. For example, between an entry-level sales position and a sales account manager. They also vary depending on the industry. We have already covered some common sales interview questions you’ll often be asked in sales job interviews, but you can find more sales interview questions here to help you prepare.

The post How to Answer Sales Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Interviewers want to know how you handle making decisions under pressure – hence this is bound to come up among interview questions about critical thinking. They are looking for signs that you can think critically and use logic and reasoning to make the right decision, even when pressed for time. So tell them about a situation where you had to make a quick decision that turned out well.

Sample answer:

“When I was working on an online advertising campaign for one of our clients, I found that the results varied greatly depending on the time of day. I quickly decided whether to run the campaign, which channels to use, and what price to charge for clicks, all while trying to maximize profits. I spent hours studying analytics data and making constant adjustments to the campaign. In the end, it was a huge success – the client earned twice as much as they spent on the campaign.”

Have you ever had to anticipate problems and apply procedures to prevent them?

Most employers are looking for employees who can identify potential problems and find solutions before they occur. This skill requires good observation and problem-solving skills, essential for critical thinking. Your answer should show that you can identify possible problems and find logical solutions before they become actual problems.

Sample answer:

“In my previous job, I was a scheduler responsible for ensuring that employees were available when needed. I knew that scheduling became more complicated during the vacation season, so I implemented procedures for requesting leave during that time. That way, I could schedule further in advance and avoid productivity interruptions.”

What would you do if your boss made a mistake in the documents they presented?

Interviewers want to know how you would handle a situation with a senior colleague that could be uncomfortable. Your response should show the potential employer that you can act professionally.

Sample answer: 

“If I see a problem with my boss’s work, I would wait to speak with them privately. I would show them the error and offer to help fix the problem. In doing so, I show my respect for their authority. My bosses have appreciated my honesty in the past, and my last boss even had me review all their paperwork before it was finalized.”

Final thoughts

Do you have what it takes to be a leader? Critical thinking skills are essential for any future leader. Recruiters can use the answers to these questions to see if you have the potential for a leadership position. They may also ask problem-solving [LC1] [LC2] or competency-based questions. Learn more about what recruiters look for in their interview questions to test critical thinking and the red flags they’re watching out for in your answers.

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1. The interviewer wants to see that you’ve researched the company

Are you interested enough in the job to have read the company’s mission, vision, and values? Preparing for a job interview starts with researching the company you are interviewing at. In-depth knowledge of their products or services is great, but it’s even better if you have actually used their services. Incorporating positive feedback in your answer will show your enthusiasm and suitability as an advocate for their product.

Sample response: “I’ve been a customer of your mobile app for several years, so I wasn’t surprised when (Company Name) was awarded “Business of the Year” in 2020. The helpful support I received from your customer services department is a testament to your mission to offer excellent customer-focused services across the continent. However, there are a few processes that you can put in place to make your app even more consumer-friendly. The strategy I used at (Previous Company) boosted sales by 24% and would work well here.”

2. Do your core values align with the culture of the company?

Your core values are those intrinsic beliefs that influence your decision-making. Analyze what yours are and see how they match with the values of the company. Also, check out the charity organizations the company supports as insight into what matters to them. Core values can range from fairness to flexibility to family. However, don’t be like one candidate whose familial attachments resulted in him bringing his mom to his interview! 

Sample response: “As I looked into the values of (Company Name), I was struck by the importance placed on equality. I grew up in a culture that has struggled with gender equality. Having witnessed the effects first-hand, I have always spoken out against inequality. I was also impressed by (Company Name)’s support of charities like Girls Who Code in allowing them to use your resources to empower young women.”

3. They want to know if you really want to work for them 

Companies want to hire someone enthusiastic and excited to become part of their team. Pat answers like “I’m looking for a challenge” or “I see a potential for growth” aren’t going to cut it. As stated in this article by Workable CEO Nikos Moraitakis, “Overly polished people with canned interview answers may suggest a good effort on the candidate’s side (a good thing) but also suggest a lack of authenticity and confidence in one’s own personality.” So give them a glimpse into a future with you by explaining what you can do for them and what they can do for you.

Sample response: “I’ve been tracking the forward momentum of (Company Name) for a few years now, and the advances you’ve made in technology have brought me to the edge of my seat. My own innovations have been praised by (Previous Employer) and have triggered further research and development into new areas. I believe (Company Name) can foster my unique concepts while allowing me to work autonomously.”

How to prepare for the question: “Why do you want to join our company?”

1. Do your research 

In our wonderful web-centric world, information is just a few clicks away. Tap into your online resources to get the data you need. Here are a few starting points:

• The company’s website

This seems like a no-brainer but don’t just browse the ‘Home’ page. Click on ‘About Us,’ and you’ll find a wealth of insight into where it began, where it is today, and where it plans to be in the future. Check out the blogs, press releases, and even the ‘Careers’ section for helpful clues. Sign up for their newsletter to keep track of the company’s activities.

• Hit the search button 

Most successful companies have a social media presence. Along with the likes of Facebook and Twitter, you can also read about their events and accolades from news articles. Have a look at customer reviews on sites like Better Business Bureau and Yelp to gauge where the company’s shortfalls are and how they react to negative feedback. Use this information to suggest solutions to these problems in your interview. Feel free to tumble down the rabbit hole with this one to learn about their competitors and industry trends.

• Use your network 

Hit up LinkedIn to find friends and colleagues who have previously worked or currently work at the company. Hiring managers love hearing about their company’s great reputation, so mention your sources when you’re highlighting their positive attributes.

2. Go over the job description

Reread the job posting to make sure you’re clear about the responsibilities entailed and that you meet the requirements. Adjectives used in the ad will show you the type of personality they’re looking for and if you are a good fit. You can only answer the question if you’re sure of the role and what’s expected of you.

3. Make lists, lists, and more lists

Take a moment to write down the qualities you like about the company and the job in question. Match them with your goals, and you’ll quickly see how well-suited you are for the position. Do something similar with core values but start with your own. If you find that you can’t identify with the company’s beliefs, you may be better off applying elsewhere.

Final thoughts

We’ve supplied some good answers for “Why do you want to work here?” so you’ll be prepared for it and other popular interview questions that may come up. Think of it as a chance to show how hard you worked in preparing for the interview and how passionate you are about the job. 

The post How to Answer: Why do you want to work for us? appeared first on Recruiting Resources: How to Recruit and Hire Better.

Be sure to read the job posting thoroughly so you can highlight your qualifications that best fit the position. Questions about your qualifications can be asked in a variety of ways. Check out our article on unique questions for more insight into what interviewers are listening out for.

• Walk me through your resume

The interviewer is not looking for a recital of your resume here. Your response needs to be anecdotal and logically bring you to the point of why the position you’re applying for is the next step in your career path.

Sample answer: “During my marketing studies, I completed an internship at Company X, where I was assigned to the graphic design department. I discovered my love for the visual side of marketing and naturally applied to graphic design jobs. After years of collaborating within a team to deliver unique products to our clients, I’m ready to take on the leadership role of creative director, to manage projects and ensure the overall vision is maintained.”

• Tell me about yourself

Your best bet is to prepare an elevator pitch. This less-than-a-minute speech explains what you’ve done, what you’re doing, and what you plan to do in your career. Be prepared to go into further detail if asked.

Sample answer: “I did an internship at XYZ Company while getting my bachelor’s degree in business administration. After graduation, I was offered a job there and gradually worked up to my current position as Key Account Manager. My experience and education have equipped me well for the Regional Sales Manager position I am pursuing.” 

• How will your experience benefit the company?

The interviewer doesn’t just want to hear about what you can do, they want to hear about what you can do for them. Research the company and pinpoint the areas of improvement or gaps in their market. 

Sample answer: “The research I have done on your company indicates that there’s an opportunity to market your product to a segment of the population that has not been the focus of your advertising. At my previous company, I was able to accomplish this with minor changes to the package design and target marketing. Although this came at some cost, sales increased 27% and made up for the cost.” 

• Tell me about a time when accuracy in a task was of utmost importance

This question speaks to your organizational skills. Avoid answering in a general way – the interviewer wants to hear about specific circumstances when being prepared was key to the success of a project.

Sample answer: “Our client had a strict budget and any overspending would stretch their finances and cost us the client. I set up a committee for this project that was responsible for monitoring and approving expenditures. In this case, we used a Trello board to create tasks and set the budget and deadline for each task. In the end, we came in 15% under budget.” 

Final thoughts

Listen attentively to the questions and take time to deliberate over your answer. The interviewer will understand if you pause to carefully consider what you’d like to say. And don’t be afraid to ask questions – it shows you’re interested and keen to join their team. To add to your research on qualifications interview questions, take a look at the top 10 questions asked in interviews.

The post Sample answers for interview questions that test your qualifications appeared first on Recruiting Resources: How to Recruit and Hire Better.

In preparation for your interview, note the skills you’re most proficient in and for which you have situations to explain how you’ve put them to good use. These skills must relate to the position you’re applying for, so reread the job posting to see what the role requires. The following examples of questions and answers will teach you how to describe your skills in an interview.

• What skills do you bring to this job?

Take this opportunity to combine a description of your hard skills with your soft skills so your interviewer has a comprehensive picture of who you are. Relate your skills to the company’s business model to show how well you’d fit in with their culture.

Sample answer: “After completing my degree in Language Studies, I decided to use my ability to communicate in multiple languages to volunteer in poorer areas overseas. I was impressed by the relief your company provided to distressed communities and feel that my linguistic abilities and determination to give back to society are in line with the company’s mission.”

• What did you like or dislike about your last job?

When answering this question, check your body language and attitude as these are indicators your interviewer will be assessing. Keep your tone positive, even when describing something negative.

Sample answer: “I enjoyed the flexibility my last company offered its employees as it allowed me to work with a degree of autonomy. I did wish that my previous position included more customer interaction that would’ve helped me hone my persuasive speaking skills.”

• What is your idea of the perfect job?

This is not the time to talk about the beach bar you’d love to own on an exotic island somewhere. Your interviewer is assessing what motivates you and whether the company can provide a culture you’d thrive in.

Sample answer: “I’d love to work in an environment where I can put my problem-solving skills to the test by working in collaboration with others who offer innovative and unique perspectives. Brainstorming sessions once inspired me to a point where I was able to streamline a process that increased productivity by 24%.”

• What impact will your experience have on this job?

While companies in today’s climate are reducing the need for extensive work experience, your experience could be the deciding factor between you and another candidate. Use quantifiable data to show how your experience would benefit the company.

Sample answer: “Having worked in a remote area for more than 12 years, I often dealt with problems that required quick thinking with limited resources. After analyzing your public financial records, I believe I could reduce expenditure by up to 35%, thanks to my creative yet thrifty solutions.”

Final thoughts

When you’re tested on your technical skills, an interviewer will want details of situations where you applied those skills and the outcome of projects you’ve worked on. With your soft skills assessment, you’ll be expected to explain scenarios that highlight various personality traits. Along with skills-based interview questions, check out these unique questions you may be asked.

The post Sample Answers to Interview Questions that Test your Abilities appeared first on Recruiting Resources: How to Recruit and Hire Better.

1. Ask: What does a typical day look like?

This will tell you something about the daily tasks of the position and what you can expect from it. If you like what the recruiter says, that’s a good sign that you’ll be happy with the work. While it may clear up some of your uncertainties, it also shows that you’re interested in learning more about the job and taking the initiative to research everything you need to. You’re passionate about succeeding in this role.

2. Ask: What skills and experience are you looking for?

This is a good sign for the hiring manager. It means your curiosity is piqued, and you want to know exactly what skills or knowledge you need to be successful in the position. It also means you’re interested in the post and not just looking for a paycheck. Doing it this way allows you to know precisely what is being sought so you can highlight or demonstrate the skills or experience not mentioned in the job description.

3. Ask: Can you tell me more about the team I will be working with?

Rated as one of the good questions to ask during an interview, it will tell you who you will be working with and your day-to-day responsibilities. Depending on your answer, this may also be an opportunity for you to share your experiences or successes on a similar team. If you can cite examples that show how well you fit into a particular company’s culture, it’s doubly attractive.

4. Ask: What opportunities are there for professional development in this position?

This is one of the top questions to ask during an interview. When you ask a recruiter about opportunities to learn, grow and advance your career, you signal to them that you intend to invest your time at this company and make a long-term contribution. It also allows you to gauge whether the company will open doors for you or if they are just looking for someone to fill a spot and stay there.

5. Ask: Where do you think the company will go in the next five years?

Asking about future plans will give you an idea of how the company is evolving and its position in the market. You may also learn about upcoming major projects, giving you an opportunity to show how you could benefit those projects. Questions about the company’s future show your interest in the company and reaffirms your commitment.

Knowing the right questions to ask an interviewer at the end is one of the preparations you can make if you are invited to interview for a job. You can also research questions you know will be asked, such as questions designed to probe your leadership[LC1]  or analytical skills[LC2] . The better you prepare for an interview, the more confident you will be.

The post 5 questions to ask your interviewer in 2022 appeared first on Recruiting Resources: How to Recruit and Hire Better.

In preparation for your interview, research the core values of the company you’ve applied to, to see what matters most to them. These values influence the investments they make and the types of employees they hire. Then, add some extra preparation by working through these samples of core values interview questions and answers.

• Your team receives negative feedback on a project for a part that was assigned to you. How would you react?

Your interviewer is assessing your accountability and self-awareness here. Employees who show a sense of acknowledgment and responsibility work well in teams and are considered trustworthy and honest. 

Sample answer: “I would firstly acknowledge my role in the project and then ask for clarity on the details of the problem. I’d take steps to correct the issue and then review the case to prevent similar mistakes from happening again.”

• What would you do if you had to work with a person you didn’t get along with?

Collaboration and adaptability are key elements in most work environments. However, it’s impossible to get along with everybody. Your recruiter wants to see that your negative feelings won’t impact project outcomes and the overall vision of the company.

Sample answer: “I consider myself to be a good-natured person, so when faced with someone I don’t get along with, I’d treat them with the same respect I would any other colleague. I’d do my best to get along with them to ensure a comfortable work environment for myself and other coworkers. Making sure to pick my battles carefully, I may feel the need to occasionally take a break from the team”

• Have you ever faced an ethical dilemma at work, and if so, how did you react?

This question is often asked because integrity and honesty are essential core values every employee should have. Use the STAR method to answer this question by describing the Situation, Task, your Approach, and Results. 

Sample answer: “I witnessed a colleague talking to a coworker in a derogatory way. Even though we were friends, I felt it was my duty to approach him and urge him not to speak in that manner. When he didn’t seem to take me seriously, I escalated the issue to Human Resources. My colleague received a warning and was made to apologize to my coworker after she confirmed the incident.”

• How would you react to a customer who enters the store or calls just as your shift ends?

Frontline workers are the face of a company when it comes to clients, so they must be customer-oriented. If you’re applying for a frontline position, recruiters need to see how far you’re willing to go to provide good customer service. 

Sample answer: “As a representative of the company, I need to provide service to that customer. The client is not aware of my shift status, nor should that be a concern of theirs. Part of my role is to ensure customer retention and by refusing service, they might look elsewhere for satisfaction.”

Final thoughts

A company’s values will dictate the types of questions you’ll be asked in an interview, so scour the mission, vision, and ‘About Us’ sections of a potential employer’s website for information. You may also find yourself facing competency and values-based questions in order for interviewers to get a complete profile of you. Along with preparing answers for values-based recruitment questions, get some insight into how candidates are evaluated here.

The post 4 Examples of Values-based Interview Questions and Answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

Questions in a cultural fit interview

Cultural fit questions come in various forms and may seem similar to values-based questions. Besides wanting to see if a potential employee will fit into their organization, employers are also trying to weed out toxic employees before they’re brought on board.

While there’s no right or wrong company culture, when it comes to interview questions on the topic of cultural fit, you must answer honestly to see if you’re a match. In preparation for your interview, take a look at these examples of cultural fit interview questions and answers.

• Describe a work environment in which you are most productive.

If you’re the adaptable sort, keep your answer neutral, showing an openness to different work situations. However, if there’s something you feel strongly about, such as a quiet place to work without distractions, say so. The company may be willing to adjust to your needs.

Sample answer: “In the past, I’ve worked in various work environments so I have no particular preference. I love working in a collaborative atmosphere but I enjoy the independence of autonomous work too.”

• Do you take work home with you?

Some companies want to know that you’re able to complete your work in the allotted time and that you have a good handle on your work-home balance. Others expect their employees to continue their work at home, especially in industries that require after-hours activity.

Sample answer: “Once I start a project, I create a schedule that ensures I’ll be able to meet the deadline. So, my strong organizational skills make it unlikely that I would need to take work home. However, I do check my emails after hours to ensure any client queries are dealt with timeously.”

• Have you ever found a company policy unfair or inefficient? Why and how did you deal with it?

There are a few factors your interviewer is assessing here. Firstly, is the policy you object to one they have in place? Secondly, can you recognize unfair practices and justify why you feel they’re unfair? And lastly, what actions did you take to handle the matter?

Sample answer: “My last company had a policy in place that required the permission of your manager for any transfers between departments. I emailed my manager and asked for a meeting with him and Human Resources as he had denied my request for a transfer. I explained that this policy could stunt the growth of employees causing them to seek career opportunities outside the company.”

• What would make you quit a job in the first month?

Your answer here brings to light the values you live by that would make you want to leave a workplace. Do they conflict with the company’s culture? Interviewers are also testing your flexibility in adjusting to a new work environment with this question.

Sample answer: “Quitting in the first month is a huge decision that I would not take lightly. Some of the reasons I would leave are if the job did not meet expectations or the culture was not conducive to my needs. This would only happen after communicating my issues with my supervisor and no solution was found.”

Final thoughts

Remember, you’re being assessed from the moment you walk into a building. Information about you is gathered from the way you greet the security guard to your interaction with the receptionist. These all give insight to hiring teams on your potential cultural fit within a company.  

If the topic doesn’t come up, feel free to ask questions about the company’s culture – they need to suit you just as much as you need to suit them. Once you’ve prepared your cultural fit answers, follow up your research with these top 10 questions asked in an HR interview.

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Questions about leadership qualities help interviewers get a better picture of how you work. They want to test your soft skills that reflect your leadership style. We created these examples of how to answer leadership questions to demonstrate your skills and show employers how well you handle these tough questions.

10 good Leadership interview questions

1. Tell me about a time when you struggled with work-life balance. Did you manage to solve the problem? How do you achieve work-life balance?
2. How do you monitor the performance of individual team members?
3. What are some specific ways you motivate your team?
4. How would you describe your leadership style?
5. Tell me about a time when you took the lead on a team project. What was the outcome of the project?
6. How do you handle conflict within your team?
7. Can you describe a time when you had to make a difficult decision as a leader?
8. How do you delegate tasks within your team?
9. Can you share an example of a time when you had to lead a team through a significant change?
10. How do you ensure your team meets its objectives?

1. Tell me about a time when you struggled with work-life balance. Did you manage to solve the problem? How do you achieve work-life balance?

This question assesses a candidate’s ability to manage their personal and professional lives effectively, which is crucial for maintaining productivity and preventing burnout.

Sample answer:

“I am a self-starter and love to tackle projects from scratch. However, I am also a perfectionist, which can disrupt my work-life balance. Therefore, I create a schedule for myself with enough time for the project and communicate this to manage expectations. I am very organized and can manage my time well, so I rarely take work home. However, if things change or issues arise, I am always prepared to do so.”

2. How do you monitor the performance of individual team members?

This question evaluates a candidate’s ability to track and improve the performance of their team members, which is essential for achieving team objectives.

Sample answer:

“One solution is to monitor their activities while they are working with software on the computer. If you know what tasks they are performing, you can easily set weekly, monthly, or yearly goals. If an employee has performance issues, I can find out what they did during that time and help them improve their work ethic.”

3. What are some specific ways you motivate your team?

This question explores a candidate’s ability to inspire and motivate their team members, which can boost productivity and morale.

Sample answer:

“As a manager, it’s my job to know my employees well. I need to find out what they are passionate about and enjoy doing. Once I establish these things, I can credit them for their work.”

4. How would you describe your leadership style?

This question provides insight into a candidate’s approach to leading others, which can affect team dynamics and productivity.

Sample answer:

“Leadership is about collaboration and inspiring others to do their best work. I aim to be direct and collaborate with my team members by delegating tasks, leading by example, and making sure they know I care.”

5. Tell me about a time when you took the lead on a team project. What was the outcome of the project?

This question assesses a candidate’s experience with leading projects and their ability to overcome challenges and achieve objectives.

Sample answer:

“My team just completed an annual conference presentation series that I led. I was responsible for assigning presentations to my team, setting deadlines, and editing their materials. We struggled with two missed deadlines, but we pulled together to get the job done. One of our clients said it was the best conference they had attended.”

6. How do you handle conflict within your team?

This question evaluates a candidate’s ability to manage disagreements and maintain a positive team environment.

Sample answer:

“I believe in addressing conflicts directly and constructively. I encourage open communication and facilitate discussions to understand different perspectives and find a resolution that everyone can agree on.”

7. Can you describe a time when you had to make a difficult decision as a leader?

This question explores a candidate’s decision-making skills and their ability to handle challenging situations.

Sample answer:

“I once had to make a difficult decision to let a team member go due to consistent underperformance. It was a tough decision, but it was necessary for the overall productivity and morale of the team.”

8. How do you delegate tasks within your team?

This question assesses a candidate’s ability to distribute work effectively among team members, considering their strengths and workload.

Sample answer:

“I delegate tasks based on my team members’ strengths, interests, and current workload. I ensure that the tasks are clearly defined and that they have the resources and support they need to complete them.”

9. Can you share an example of a time when you had to lead a team through a significant change?

This question evaluates a candidate’s change management skills and their ability to guide their team through transitions.

Sample answer:

“When our company underwent a major restructuring, I led my team through the change by communicating openly about the reasons for the change and how it would affect them. I also provided support and resources to help them adapt to the new structure.”

10. How do you ensure your team meets its objectives?

This question explores a candidate’s ability to set, track, and achieve team objectives.

Sample answer:

“I ensure my team meets its objectives by setting clear and measurable goals, regularly tracking progress, providing feedback and support, and adjusting our strategies as needed.”

The post How to Answer Leadership Skills Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Information to keep in mind when answering these questions:

• Interviewers will hit you with problems related to the industry you’re applying to work in, so research relevant scenarios and solutions. 
• They will analyze the process you use. 
• Coming up with inventive ways to solve problems will show what makes you uniquely fit for this role.
• A positive attitude in dealing with problems is key. The examples you give should show an eagerness to find solutions.
• Can you work well as part of a team when solving problems? And are you able to ask for help if you need it?

Have you ever solved a problem without the advice of your supervisor? If so, what was the result? 

Here, your interviewer wants to see if you can step up and address issues without waiting for instructions. What approach did you take? Are you able to make decisions independently? A self-motivated candidate is ideal in a climate where working remotely has become the norm. Choose an example that lets you go into details about your problem-solving skills.

Sample answer: “With COVID forcing us to be homebound, there were times I wasn’t able to reach my manager for input while a client was waiting for a solution. In one case, the client insisted that their invoice had not been processed correctly. I contacted our accounting department for a full list of transactions which showed that the rep from the client’s company had signed off on a purchase that the client was unaware of. The client was apologetic, and we kept their business.”

Describe a time when you were able to resolve an issue before it became urgent.

Start your answer with the steps you took to anticipate obstacles you might encounter with your project. How did you mitigate those risks? So, if a problem arose, you can show that you were prepared for it and had a Plan B in place. If it was something unexpected, did you act immediately, or did you take the time to analyze the problem before deciding on the right action? Depending on the situation, either answer may be correct.

Sample answer: As an executive assistant, I was tasked with copying and assembling a new contract with a procurement service provider. As I studied the document, I noticed that one of the numbers in the contract had a decimal point omitted. I brought the error to the attention of my boss, and we managed to produce amended contracts before they were signed by the parties involved.”

Has there been an instance when you used your skills to manage a crisis?

Can you keep your cool under pressure? That is what your interviewer is trying to establish here. The logical process you worked through to solve the problem should clarify how you evaluated the situation and acted decisively, leading to a successful outcome. Also, mention whether you reviewed the case to avoid similar crises in the future.

Sample answer: “A passenger complained of dizziness and nausea during a flight. While I was getting the appropriate medication, the passenger collapsed. I assessed the situation using my CPR training and determined that the passenger was still breathing but unconscious. After turning her on her side to help her breathe, I administered 100% oxygen and made her comfortable. I then called a doctor on board, who later determined that the passenger was anemic.” 

When should you attempt to fix a situation on your own, and when should you ask for assistance?

This is an opportunity to demonstrate your initiative, independent thinking, and ability to work as a team. Hiring managers love an applicant who can meet the general challenges of the job without constant supervision. However, an employee should know when to seek help before the problem affects other factors.

Sample answer: “I’m an advocate of the 15-minute rule. I will take at least 15 minutes to try and solve the problem on my own. In that time, I will identify the problem, decide what the ideal result would be, and work out tasks to reach my goal. I’d rule out any options that might not work and consider the consequences of the options I’m left with. If I achieve the desired outcome after applying the best solutions, I will review the process I used. If I’m not able to come up with a workable solution in those 15 minutes, I will consult with a colleague or supervisor.”

Give an example of a time when obstacles prevented you from performing your job and how you adapted.

You can expect to encounter challenges in your job. Depending on how you work around them, your interviewers may find some insights into your strengths and weaknesses. Be honest about how the situation played out, but make sure you choose one with a positive outcome.

Sample answer: “Having been in the accounting industry for many years, it is sometimes hard to keep up with technology that’s meant to streamline our processes. There’s a sense of distrust and insecurity when new technology is used. I had to overcome my own bias of sticking with the old methods as the company evolved and using the new systems became mandatory. I approached my team leader and asked for additional training to build my confidence in adopting the new protocols.”

Ready for your interview? 

If you’re presented with a problem to solve, take the time to analyze the information provided and ask questions if necessary. When discussing examples, make sure you focus on the solution rather than the problem, as this can be interpreted as pessimistic. And, above all, let your positive character traits shine in your prepared interview answers.

The post How to Answer Problem-Solving Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

The following analytical interview questions assess how you:

• Gather data to inform your decisions
• Assess both positive and negative situations to improve your processes
• Are able to develop processes 
• Evaluate information through critical thinking
• Think through problems to find solutions
• Set and achieve goals
• Communicate your findings and decisions to a team

Describe a situation where you needed to solve a problem but did not have all the information you needed to do so. What did you do then?

This question requires you to demonstrate your research skills and problem-solving abilities. Use this opportunity to show what makes you unique and how analytical, organized, and detail-oriented you are by supporting your interview answer with real work experience.

Sample answer: “Sales were down, and I needed to find a solution. I sent out surveys to team members to determine the cause of the problem. It turned out that sales were down because employees were not following up on leads. After I implemented a new project management system, sales increased by 10%.”

How do you weigh the pros and cons before making a decision?

When answering the question, explain how you make decisions, what systems you use, and why you use them. There’s no right or wrong system.

Sample answer: “When I make decisions, I use logic and reasoning and ensure I have gathered all the information I need. I then use the facts to weigh the different options and evaluate the likelihood of each outcome. I make the best decision for my company based on the ideal scenario.”

Your manager wants to buy new software or hardware to increase team productivity and asks you for a recommendation. How would you respond?

Your interviewer has asked you to imagine a job-related scenario. It’s hypothetical, but it will test your ability to think through all the relevant factors. 

Sample answer: “First, I would research which functions are most important to my supervisor and what the budget constraints are. Then I would search for productivity software that would meet current and future needs. Once I compiled a list of 5-10 options, I would narrow it down to three with a top recommendation.”

Explain step-by-step how you troubleshoot [X] problem

You are not expected to solve the problem but rather explain how you approach it.

Sample answer: “I first try to understand the situation. Then I take a step-by-step approach to figure out what caused the problem. If I can’t do it myself, I ask for help. At that point, we should have found something that works. If not, I’ll review to see if there’s another step I have overlooked or contact my managers.”

What metrics do you regularly track (e.g., conversion rates, number of new customers, expenses)? What information do you research, and how do you use it?

Answer this with a metric that you know is relevant to the job you are applying for.

Sample answer: “I currently use analytics software to track where visitors to my website are coming from and their activities while they are there. This helps me understand how successful our current campaigns are and how often we attract new visitors to our site. These statistics assist in determining the next step for the business.”

Do you need to prepare for an analytical skills interview?

For your interview preparation, it’s a good idea to have some answers in mind beforehand to clarify your thoughts. The best way to do this is to practice using these sample questions and answers and adapting them to your role. You can also prepare for an interview by looking at the types of decision-making questions an interviewer might ask.

The post How to Answer Analytical Skills Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

We have compiled a list of the most frequently asked questions in job interviews used to assess your personality. Our sample answers will give you some guidance on how to answer during your next job interview.

How would you describe yourself?

This is one of the most common interview questions, so you’re sure to be asked it as a personality interview question. Even if you know yourself, you need to think about how much of this information you want to share with your interviewer while presenting yourself in a positive light. Focus on your key strengths and give examples of when these qualities have helped you succeed. You can also use this to segue into what interests you about this position.

Sample answer: “I am a driven, ambitious person. I often take the initiative in seeking out new leads, which is why I was promoted to sales manager within two years of joining the department. This is what drew me to this position as I believe my perseverance and dynamism will broaden the scope of the role by introducing new business and revisiting clients that have taken their business elsewhere.” 

Do you work well in a team, or do you prefer to work alone? Why?

There’s really no right or wrong answer. Different jobs and projects require different levels of independence. Ideally, your interviewer wants to see that you can work both ways when challenged – alone or as part of a team. If your strengths lie with one, they want to know this to determine the best fit for the candidate if hired. Review the requirements for which you are applying and include them in your response.

Sample answer: “I have worked on large projects in the past that were broken down into individual projects. So I have experience with both approaches and know the pros and cons of each. I enjoyed brainstorming with my colleagues and making sure we all understood the big picture. But I also appreciated the opportunity to focus on the assignment delegated to me. It’s shown me I’m able to work in both situations.”

Your supervisor has asked you to perform a task that seems impossible. How would you go about completing it?

It’s not an easy question, so they’ll be looking for your ability to stay calm under pressure while responding coherently. If you cite a past experience in your answer, be sure to tangibly explain what you learned from it. 

Sample answer: “I’ve experienced a situation like that. I was six weeks away from completing a project when my supervisor told me that the client needed to bump the deadline up by two weeks. I met with the client to establish their flexibility in either reducing the parameters of the project or dedicating more resources to speed up the process. I then determined which activities urgently needed to be fast-tracked and which could be cut short. I also made sure any changes were correctly incorporated to prevent a negative knock-on effect. While the final product did not match the projected result, the client was still happy with what we managed to achieve within the new time constraints.”

Tell me about a situation when you filled in for someone. How did you feel about that experience, and were you successful?

When explaining a scenario, it’s best to use the STAR format. Describe the Situation you were in and clarify what the Task involved. Disclose the Actions you took, and the Results yielded. Highlight how you managed to stay on track with your own duties while prioritizing the company’s needs.

Sample answer: “Having had contact with someone with COVID, my co-worker was forced to isolate. It was up to me to take over his duties. Initially, I felt overwhelmed. I arranged an online meeting with my supervisor and my colleague to decide what tasks my colleague could perform remotely and which matters were the most urgent. I was able to realign my schedule to fulfill both our commitments.”

https://www.youtube.com/watch?v=WRLF8ULhZmw&ab_channel=HudsonGlobal

If you could change one thing about your personality, what would it be and for what reason?

This is another way of asking, “What are your weaknesses?” Your answer should show that you know what areas you can improve on and what developmental steps you’re taking. Name one shortcoming that isn’t an essential requirement for your prospective role.

Sample answer: “Because of my position as a desk-bound administrator, I don’t often get the opportunity to speak publicly or present in front of large groups. The thought of it makes me feel nervous and intimidated. So to answer your question, I would change my fear of public speaking. I have already taken some steps by attending seminars and participating in coaching sessions.”

Are you ready for your interview?

Don’t reel off answers – make your responses intriguing enough to pique your interviewer’s interest. Show passion and enthusiasm for the job opportunity without exaggerating your achievements. But mostly, show them what makes you a unique fit for the position.

The post How to Answer Personality Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

If you were faced with an ethical issue, how did you handle it, and what was the outcome?

This is where the company tests your values and the parameters of your integrity. Be sure to choose an example that relates to the job you’re applying for. 

Sample answer: “A colleague double-charged a client. After discussing the situation with him, I directed him to correct the error. Within a week, a similar incident occurred with my colleague acting in the same erratic manner. I approached our supervisor, and we discovered that my colleague was working while intoxicated. A rehabilitation process followed, and my colleague got the help he needed.”

Describe a situation where your work was criticized. What was your reaction, and did you learn from the experience?

Watch your body language. If you suddenly lean back in your chair, the interviewer may feel that you’re being defensive. Be sure to take accountability for mistakes you made. 

Sample answer: “In the middle of a project, my client expressed doubts about the processes I had in place. I was using a strategy that I believed the client to be familiar with. I assured them I was happy to run the project through their system and explained the benefits of testing my alternative. The client appreciated the positive results using my model and decided to try my method. I learned to clarify all aspects of the plan with my clients before tackling a task.”

Two of your colleagues have a serious disagreement. How would you resolve the situation?

Conflict management is a perfect way to demonstrate your leadership style along with your mediation skills. Whatever your approach, emphasize the importance of logical thinking, empathy, and putting the needs of the business first.

Sample answer: “I would allow each of my colleagues to express their opinions without interruption and in a calm, private environment. After weighing their points of view, I would direct them towards an acceptable solution, encouraging them to listen respectfully while finding a resolution in the best interest of the company.”

You’ve received a complaint from a client. How do you respond?

The response to this situation depends on the type of job you’re applying for. The complaint could be via social media or a face-to-face meeting. They are looking for an answer that shows your conflict resolution skills. 

Sample answer: “I would invite the customer to meet to allow them to explain the issue to me fully. I’d wait for them to finish their list of objections before taking any other action. No matter how angry they got, I would remain calm and moderate my tone. I’d apologize for the inconvenience caused and repeat the problem back to them to ensure I have understood them fully. Then I’d take the necessary action as mandated by company policy and make sure the customer is satisfied.”

Can you describe a time when you were involved in a conflict with your supervisor? How was the situation resolved?

This is a typical behavioral interview question. Do you have the soft skills to communicate your opinion in a calm, logical manner? When describing the scenario, use a professional example rather than a disagreement over a personal matter. Also, avoid badmouthing your supervisor – especially if they wrote your character reference letter!

Sample answer: “My project manager and I had a solid working relationship, and he often said I was indispensable. So it was a surprise when he chose a colleague to go with him on a trip to lock down a deal with a new client. When he returned, I sent him an email asking for a meeting. I expressed my views that I felt underappreciated and confused as I felt my work merited the privilege of working with him on procuring acquisition. In response, he told me that he believed I was capable of handling clients on my own and had already planned solo trips abroad for me to represent him.” 

Ready for your interview?

Emotional intelligence questions are a company’s way of getting to know you and an opportunity for you to show the company what makes you unique. So avoid generic answers and show them you can handle these questions well. It’s a great sign that you can perform in stressful situations.

The post How to Answer Emotional Intelligence (EQ) Interview Questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Although the interview process can be daunting, preparation is the key to building your confidence and proving that you’re the best candidate. Learn how to ace an interview with 19 steps that will help you stand out and succeed.

Table of contents

Before the interview

1. Research the company
2. Reread the job description
3. Prepare for the typical job interview questions
4. Get your backstory right
5. Prepare smart questions in advance
6. Is your interview remote? Check your equipment and find a quiet place
7. Practice your job interview

The day of the interview

8. Be on time
9. Bring resumes, reference letters and your notepad
10. Dress well
11. Relax, you came prepared

During the interview

12. Smile and be nice
13. Be honest
14. Show interest and passion
15. Demonstrate your expertise
16. Take notes

After the interview

17. Follow up to say thank you
18. Deal with any take-home assignment in a timely manner
19. Follow up on eventual questions that were asked during the interview

Before the interview

1. Research the company

Educating yourself on the company you’re interviewing for serves two important purposes. First, it helps ensure that the company’s mission and culture align with your own interests, career goals, and values. Second, the ability to authentically incorporate this knowledge into an interview shows that you are thoughtful, well-prepared, and truly interested in becoming a member of their team.

Prepare yourself by reading the website thoroughly, following their social media feeds, checking any interesting or relevant results on Google, searching reviews on GlassDoor, and reviewing the LinkedIn profiles of anyone participating in the interview. Take notes to help you formulate questions that demonstrate a genuine interest in the company and what they do.

2. Reread the job description

Take the time to read the job description again carefully prior to your interview. Make a list of the skills, experience, or qualifications you have that prove that you’re a viable candidate, using specific examples or quantifiable metrics as often as possible.

Also, pay attention to the specific adjectives used when they describe the type of candidate they’re seeking in the job listing; look for opportunities to include those words (or synonyms) into your interview answers or relay anecdotes that exhibit those qualities when you’re asked behavioral questions.

3. Prepare for the typical job interview questions

The number-one way to learn how to ace an interview is to come prepared with strong answers to interview questions. While you won’t know exactly what will be asked, you can increase your odds of doing well by researching common job interview questions and coming up with 50- to 100-word answers. Be prepared to answer questions like:

• Why should we hire you?
• What’s your biggest weakness?
• Where do you see yourself in 5 years?
• If I call your current/previous employer, what would he/she say about you?
• Tell me about a challenge you overcame

4. Get your backstory right

Despite being the most knowledgeable party about your own work history, there’s something about being asked to summarize your experience at the beginning of a call that can cause your thoughts to come to a screeching halt.

Take some time before the interview to write down a short outline that sums up your professional life, making sure to highlight any positions or experience that seem particularly relevant to the job. Then practice saying it out loud in a way that feels friendly, natural, and confident — it’s important that you don’t sound like you’re reading or reciting from a list.

5. Prepare smart questions in advance

Remember how you reviewed the job description and researched the company? That particular prep work is about to help prove that you’re interested in this specific position for this exact company — not just someone who stumbled in on a random and indiscriminate job hunt.

At some point during the interview, you’ll most likely be invited to ask your own questions and this is an opportunity that you shouldn’t pass up. Demonstrate that you’re eager to learn, interested in the position and the company, and have a general understanding of what they need and what they do through a series of thoughtful questions. Consider questions like:

• What would a typical day in this position look like?
• What challenges could this position help solve?
• Can you share some examples of the types of projects this position would work on?
• What metrics or KPIs would help quantify the success of this role?
• Are there any specific products or goals that the company is currently focused on?

6. Is your interview remote? Check your equipment and find a quiet place

Phone or video interviews often precede in-person interviews lately. Although everyone is familiar with the frustration of technical difficulties, a bad connection, dim lighting, or a noisy background can distract from the great impression you’re hoping to make.

Ace an interview (even from a distance) with the following remote interview tips:

• Find a clean, uncluttered background.
• Either set up a ring light or face a source of natural light.
• Make sure your webcam is at eye level.
• Try to make sure you’re in a quiet space. If it’s a phone interview, make sure you’re in a spot with good reception.
• Do a practice run with a friend via video to make sure everything goes as planned.

7. Practice your job interview

Confidence is key to crushing an interview. It may feel silly at first, but the best way to work on your interview skills is by rehearsing. Ask a friend or family member to play the role of interviewer or hiring manager and set up a video call or meeting.

Introduce yourself, summarize your work history, answer the questions they ask, and practice asking your own questions.

Work on not only what you say, but also how you say it. Do you sound nervous? What message is your body language conveying?

Are you talking too fast or rambling? Make sure your faux interviewer understands that critical feedback is essential to your success. Ask them open-ended questions about what went well and how you could improve.

The day of the interview

8. Be on time

There are a few aspects of the interview process that you have almost complete control over, and one of those is punctuality. Err on the side of being way too early, especially if it’s an in-person interview and traffic could become a factor — you never know when an accident or detour could become an obstacle.

If it’s a remote interview, be fully dressed and set up to test your equipment well before the interview starts.

9. Bring resumes, reference letters and your notepad

Don’t show up to your interview empty-handed. Even if you submitted your resume and reference letters via email, bring printed copies to your in-person interview — your interviewer may not have those items with them, they could get misplaced in an overloaded inbox, or you may want to refer to that information.

Also, bring a notepad and pen. It can help you write down any questions that may pop up during the interview and allows you to take notes to review later.

10. Dress well

Looking good contributes to feeling confident. Make a positive impression while boosting your self-esteem in clothes that are clean, fit well, and are appropriate for an interview setting.

Get honest opinions from friends and family members if you’re unsure about what to wear and try on your clothes and accessories the night before to eliminate the possibility of any last-minute wardrobe malfunctions.

11. Relax, you came prepared

You’ve done your research. You’ve practiced. You’ve come prepared. You’re early and well dressed. And chances are, you’re nervous. That’s normal. Take advantage of your early arrival and draw your shoulders back and down, unclench your jaw, and take several deep breaths.

Consider the fact that feeling nervous and being excited share a lot of the same physiological symptoms. Try to reframe anxiety as optimistic anticipation. Spend a few quiet moments reviewing any notes you’ve taken, remind yourself that you’ve prepared the best you can, and assume an air of confidence. After all, you’re as ready as you’ll ever be!

During the interview

12. Smile and be nice

No one goes into a job interview with the intent to be unpleasant, but sometimes being nervous makes it hard to act natural. Be the best version of yourself — a prospective employer wants to get to know the real you. Smile, make eye contact, and be personable.

A job interview is a professional occasion with a social slant, so be friendly with the interviewer, laugh if the opportunity arises, and show off your personality, but in a more polished way than you might with friends. Remember that they’re looking to fill a job and to form a relationship with a potential new team member.

13. Be honest

Behavioral interview questions can often feel like a trap. For instance, “Tell me about a time that you received critical feedback,” might seem like a question to evade but the reality is that they’re trying to get an idea about your level of self awareness or ability to handle constructive criticism.

Use prior experiences as a way to show that you’re a good fit for their company culture and provide anecdotes that show that you’re genuine and have good communication skills. Authenticity can help you stand out and ace the interview.

Also, if you don’t have an answer for something, it’s okay to say, “I don’t know off the top of my head, but I will follow up after the interview.” Don’t embellish or give superficial answers.

14. Show interest and passion

Enthusiastic people are interesting. Don’t hesitate to share your curiosity or excitement about a subject or project. If possible, provide examples of how the subject matter is relevant to your personal life or professional experience.

Explaining why something is interesting or important to you can make you more memorable.

15. Demonstrate your expertise

Look for opportunities to insert specific examples of your professional experience and expertise into the conversation. Did you improve a process or solve a problem at your current or previous job? Have you read books, attended conferences, or written blog posts that are relevant to the position?

Be humble but be confident about what you know and how it could benefit their company. Try to tack real-world examples onto as many questions as possible.

16. Take notes

Remember that notebook you brought with you? Be sure to put it to good use. Taking notes shows that you’re interested, that you’re listening, and that you care. As an added bonus, it can help ease the nervous urge to fidget and can give you a moment to think before answering. Write down the names of who you’ll be reporting to, answers to questions you have, and information you’d like to research or refer back to later.

After the interview

17. Follow up to say thank you

Good manners never go out of style. Take a moment after the interview to follow up with a thank-you note. Doing so shows that you appreciate their time and the opportunity, and helps you stand out from those who don’t send one.

Think of it as a pop-up notification to remind the hiring manager and interviewers that you’re interested, available, and appreciative.

18. Deal with any take-home assignment in a timely manner

If the interviewer asks you to submit a project after the interview, do your best work but do it quickly. Turning in an assignment promptly shows that you’re invested in the hiring process.

If you and another interviewee are both being seriously considered, submitting quality work with a quick turnaround time could help identify you as the ideal candidate for the job.

19. Follow up on questions asked during the interview

If there was a question that you couldn’t answer on the spot, don’t forget to follow up on your promise to provide an answer after the interview. It may be tempting to assume they’ll forget about it, and they might, but following up shows that you gave the question the consideration that it deserves and gives you an extra opportunity to remind them of your interest.

Looking for more information about how to ace an interview? Check out the questions interviewers might ask and how they evaluate answers.

The post 19 steps to ace any job interview and stand out appeared first on Recruiting Resources: How to Recruit and Hire Better.

He said he was incarcerated. I didn’t know what to say, so I said something like, “Oh, that’s nice,” and continued to ask him about his previous work history. Talk about awkward!

Here’s what I should have done. I should have taken a pause and collected my thoughts. In this situation, you had to have a clean record to work in the department he was applying for. If you were in my shoes, you could say, “I’m sorry, but the position you’re applying for requires passing a background check. We have other positions where this isn’t a requirement. Would you be interested in learning more about these opportunities?”

NOTE: Check out these tips for background check best practices. 

Conversations about compensation

There are also those uncomfortable conversations around compensation, especially if you work for an employer who pays less than market rates. As a hiring manager, you’re not quite sure when to bring this up, and as a candidate, you’re unsure if you should ask questions regarding pay.

Wasting people’s time is no good, which is why I encourage my clients to discuss pay when they’re screening candidates, especially if the person they’re speaking to appears to have significantly more responsibility than the job requires or if they’re coming from a major city and my client is based in a small town.

Hiring managers can start the conversation about pay by asking, “What are you looking for in terms of compensation?” Let’s say a candidate’s salary expectations are slightly higher than what you’ve budgeted for. Probe further to see if there is something else you can offer them, such as a signing bonus, or additional benefits.

Suppose a candidate’s expectations far exceed your salary range. In situations like this, honesty is the best policy. Tell the candidate that it appears you are too far apart in terms of compensation. Ask them if they have any flexibility regarding pay. If they say no, it’s best to thank them for their time and end the interview.

NOTE: Sometimes you do have to navigate other tough questions – check out these other tips to handle tough questions from candidates like a pro.

Conversations about pandemic policy

A new awkward conversation has recently moved into the mainstream for hiring managers, courtesy of the pandemic. The need to address company policies concerning vaccination requirements and back-to-office decisions is unsettling for many.

To avoid legal problems, hiring managers are well-advised to check with their HR departments regarding how to best handle this topic. My suggestion is to state your company policy, including details about whether the role is remote, hybrid, or in person. You can also share information on vaccination policy, masks in the office, and other considerations around COVID-19 workplace safety. Follow this up by asking, “Will this present a problem for you?”

If a candidate takes issue, and your policy is firm, then you’ve reached a standstill. Let the candidate know that your company’s position is firm, and that you’re unable to proceed.

Awkwardness during onboarding

Early in my career, I was being onboarded by a company that walked me around their large facility and failed to mention where the restrooms were. It wasn’t until I absolutely had to go that I mustered up the courage to ask my boss where the bathrooms were located! A checklist, in terms of what should be covered for new hires on an employee’s first day, will prevent you from making the same mistake.

Another avoidable uncomfortable conversation that occurs during the onboarding process is when the employee discovers the job they’ve been hired to do is vastly different from the job described to them during the interview. In my experience, most employees won’t say anything when this first occurs. They’re thinking, “Surely things will get better.” Usually, this is not the case.

How to get ‘unawkward’

In my newest book, Can We Talk? Seven Principles for Managing Difficult Conversations at Work, I write that you have to have the courage of your talent. Make an appointment with your boss. This small step will propel you into action. Then, think about what you’d ultimately like to see happen as a result of your conversation. Knowing this will help you stay on track during the conversation.

Another challenging work conversation that occurs during onboarding happens when one of the parties quickly realizes a hiring mistake has been made. Let’s say you’re the hiring manager, and you promptly conclude you hired the wrong person. If you’ve noticed this, there’s a good chance the employee is feeling the same way.

Honestly, honesty is the best policy. If you’re the manager, pull together examples of why you think this person is a mismatch for the job. When speaking with the employee, allow them to resign, as there is no point in taking this person’s ego down a few notches while taking away their job.

Awkward conversations in the workplace aren’t disappearing any time soon. The sooner you get better at managing these awkward conversations when hiring, the better it will be for those candidates you move through the recruitment process and ultimately, into your workforce.

For more than 25 years, Roberta Matuson, president of Matuson Consulting, has helped leaders in highly regarded companies, including General Motors, New Balance, and Microsoft, and small to medium-size businesses, achieve dramatic growth and market leadership through the maximization of talent.

The post How to manage awkward conversations when hiring appeared first on Recruiting Resources: How to Recruit and Hire Better.

In the end, though, hiring internally has significant benefits of its own. Internal candidates bring institutional knowledge to their new role, and promoting them allows them to broaden and deepen their skills. Training existing employees also makes for a stronger, more reliable resource, not to mention keeping employees engaged and invested in the success of the company at large and motivating them to work hard to earn promotion.

And don’t underestimate the value of retaining highly-skilled and valuable employees who might otherwise be tempted to accept a promotion elsewhere.

If you’re going to hire internally, you’ll need to master the delicate art of the internal interview.

10 good internal interview questions

1. What sets you apart from other applicants for this role?
2. How do you think this role will be different than your current role? How will you adapt to these differences?
3. Describe your leadership style, and give an example of a time when you displayed leadership.
4. What skills have you developed in your career over the last three years?
5. How would your mentor or supervisor describe your work?
6. How have you contributed to the success of your current team?
7. What challenges do you anticipate in this new role and how do you plan to overcome them?
8. How do you handle feedback and criticism in your current role?
9. What do you believe are the most important qualities for this new position?
10. How do you envision your growth in the company over the next few years?

Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.

1. What sets you apart from other applicants for this role?

This question allows the candidate to highlight their unique strengths and experiences within the company, showcasing their value proposition for the new role.

Sample answer:

I have a deep understanding of our company’s processes and culture, having worked here for five years. My experience in both sales and marketing departments gives me a holistic view, making me uniquely positioned for this cross-functional role.

2. How do you think this role will be different than your current role? How will you adapt to these differences?

This question assesses the candidate’s understanding of the new role and their adaptability to potential changes.

Sample answer:

The new role involves more strategic planning and cross-departmental collaboration. I plan to undertake additional training and foster relationships with key stakeholders to ensure a smooth transition.

3. Describe your leadership style, and give an example of a time when you displayed leadership.

This question evaluates the candidate’s leadership qualities and their ability to reflect on their experiences.

Sample answer:

My leadership style is collaborative. I believe in empowering team members. An instance was when I led a project, and instead of dictating tasks, I involved everyone in the decision-making process, leading to a successful project completion.

4. What skills have you developed in your career over the last three years?

Understanding the candidate’s recent professional growth can provide insights into their commitment to self-improvement.

Sample answer:

Over the last three years, I’ve honed my data analytics skills, learned advanced project management techniques, and developed stronger interpersonal communication abilities.

5. How would your mentor or supervisor describe your work?

This question offers insights into the candidate’s self-awareness and their relationship with superiors.

Sample answer:

My supervisor would describe my work as thorough and detail-oriented. She often commends my ability to handle complex projects and my proactive approach to problem-solving.

6. How have you contributed to the success of your current team?

Understanding the candidate’s contributions can highlight their value and potential impact in the new role.

Sample answer:

I introduced a new project management tool that streamlined our processes, leading to a 20% increase in team efficiency. I also mentored junior team members, helping them integrate faster into the team.

7. What challenges do you anticipate in this new role and how do you plan to overcome them?

This question assesses foresight and problem-solving skills.

Sample answer:

I anticipate challenges in aligning multiple teams towards a common goal. I plan to overcome this by facilitating regular inter-departmental meetings and setting clear, measurable objectives.

8. How do you handle feedback and criticism in your current role?

Feedback is crucial for growth. This question evaluates the candidate’s receptiveness to feedback.

Sample answer:

I view feedback as an opportunity for growth. Whenever I receive criticism, I take time to reflect, understand the perspective, and work on areas of improvement.

9. What do you believe are the most important qualities for this new position?

This question assesses the candidate’s understanding of the new role’s requirements.

Sample answer:

For this position, strategic thinking, excellent communication skills, and the ability to manage and lead diverse teams are crucial.

10. How do you envision your growth in the company over the next few years?

Understanding the candidate’s long-term vision can provide insights into their commitment and aspirations.

Sample answer:

I see myself taking on larger strategic roles, contributing to the company’s growth. I also aim to mentor and develop future leaders within the organization.

What to look for during the internal interview process

Before we get to the internal interview questions themselves, you want to first outline what you’re looking for when carrying out the internal evaluation process. When you and your hiring team are aligned on this, you will be better able to identify the ideal candidate for the role.

1. Success in current position

If you’re considering giving someone more authority, you first need to look at whether they are excelling in their current role.

Speak with your candidate’s current supervisor and discuss their performance, attitude, and abilities.

Do they have a growth mindset? Are they capable of managing a team, or do they work best alone? Is the candidate confident that they can handle the extra responsibility they’re looking to take on?

2. Skills that suit the position they are applying for

This can be difficult to puzzle out, as some candidates may be a good fit for a new position because of skills they already possess, but that they are unable to use in their current role. Careful questioning and an assessment of strengths should offer a clearer picture of these skills.

Generally, if someone is looking to move up into a new role, they should display soft skills like hard work, persistence, curiosity, collaboration, and leadership. You can also assess their hard skills at a more advanced, big-picture level, especially if they’re moving into a managerial role in their team or department.

3. Motivation in applying for the new role

It can be difficult to discern someone’s motivations for interviewing for a given position. Are they applying because they feel like they ‘should’, without any real interest in the role? Is there dysfunction on their current team? Do they clash frequently with their current supervisor?

Identifying motivation is key because ideally you want to find someone who will go into a new role with a clear head and a deep understanding of what will be expected of them. If their reasoning for taking on more responsibility is muddled, they won’t have a reliable framework to fall back on when challenges arise.

4. Strengths in comparison to external candidates

In order to find the best possible candidate for a role, it’s important to be as objective as possible when evaluating internal candidates. This means looking at their technical, hard, and soft skills and evaluating whether there are external candidates who are more qualified.

5. Focus on self-improvement and growth

Having a growth mindset as opposed to a fixed mindset is an excellent predictor of success and a person’s ability to rise to meet challenges. Humility, hard work, and a growth mindset are vital to adapting to the challenges of a new position.

These traits also generally go along with being open to thoughtful feedback, another vital characteristic for anyone looking to succeed long-term in an organization. Use questions to evaluate whether your candidate can recognize their growth potential.

6. Flexibility and adaptability

If you’re going to remove a person from their current position, you want to be confident that they possess the skills to adapt to the challenges of the new role. That means evaluating their technical abilities and how they match up with the expectations of the new position.

It also means ensuring that they are a fundamentally flexible person, able to adapt to new challenges while maintaining a high level of professionalism and decorum. Without this adaptability, even the most qualified candidate can fail to thrive in their new environment.

How to assess skills during an internal interview

1. Ask questions about specific experiences

Generally, your best chance at getting accurate information about your candidate’s skills is to be specific in your questions. Ask for concrete examples. If they describe something in vague terms, ask a follow-up question about the skills they used or the context of that experience. It’s a great way to assess the depth of their direct involvement in the examples they’re sharing.

2. Know what you’re looking for

Review the expectations with the hiring team for the position you’re assessing candidates for. You have to understand what you’re looking for yourself in order to gauge another person’s expertise and consequently make the right decisions.

3. Talk to their supervisor beforehand

Ask your candidate’s supervisor how they would assess their skills. What are their strengths and weaknesses? Do they meet the technical requirements of the new position? Hearing their supervisor’s opinion first can give valuable context for the candidate’s answers.

4. Technical assessment

When assessing hard skills rather than soft ones, there’s always the option of a technical assessment. You or another technically qualified person can ask questions about specific skills, or you can use a technical assessment tool to evaluate aptitude.

Often, an internal promotion or transfer can bring more reward than an externally sourced hire. With these internal interview questions, you’re now ready to evaluate internal candidates for that open role. Best of luck in your search!

Olivia Jones is a freelance writer and marketing consultant. She helps companies create compelling content. Learn more about what she does on her website or connect with her on LinkedIn.

The post 10 internal interview questions – and best practices for each appeared first on Recruiting Resources: How to Recruit and Hire Better.

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