There are times when a candidate walks into the interview and as a recruiter; you just know this person is a superstar. I’ve heard that feedback from clients as well, “We just knew he/she was the one!” What a great feeling, right? Landing the best IT jobs can seem easy when you are “the one!”
As a Manager looking for a new employee for your team, you may feel you have the upper hand in the interview process. You get to ask all the questions, make the interviewee want to impress you and ultimately make the final decision. This does not mean, however, that manners and etiquette go out the window.
You’ve gone through the whole interview process – congratulations! But the hard part might not be over. You’ve got it narrowed down to two great candidates who both exhibit the strong qualities you are looking for and have similar work experience. Now you’re in a predicament. How do you pick one great candidate over another?
As technology continues to progress, it only makes sense that the interview process keeps up. More and more organizations are beginning to utilize Skype or other video conferencing tools to conduct interviews. This shift from traditional face to face interviews alleviates many worries for job seekers, such as traffic, flat tires or getting lost trying to find the company’s building. Utilizing video conferencing also benefits organizations because it allows them to cut costs that may occur from paying for transportation and lodging for out of town candidates.
The importance of conducting an interview is to determine if a candidate is qualified to perform the essential functions of the job, while also understanding and avoiding a protected set of topics that you cannot make hiring decisions from. Interviewers are not allowed to ask questions about race, color, gender, religion, health and physical ability, country of origin, sexual preference, age, and marital/family status because they can be viewed as discriminatory. It is easy to make a mistake by asking relevant work related questions the wrong way. Below are some examples of illegal questions and how you can phrase them legally to get the information that you need.
It’s hard to tell an IT professional, “These are the questions you need to be ready to answer in an interview.” After all, there are numerous areas in the IT industry that require different skill sets and experiences. Thus, the interviewing questions are going to be different as well.
But there are probably a select few that you should be prepared for – other than just your run of the mill interview questions. Below we’ve outlined 4 questions that you could quite possibly be asked in a technical interview that you need to be ready to answer:
Technical interviews are not like regular interviews. Sure, the interviewer might ask you the usual "Tell me about yourself" or "Where do you see yourself in 5 years?", but there is so much more to it than that. You have to be ready for those questions, behavioral questions and technical questions!
Tags: Job Interview
1. Know what you’re looking for You need to understand the position you’re trying to fill better than anyone. What are the skills required? What is the dynamic of the team this person is being hired to fill? If you are the hiring manager, what kind of an employee would complement your skills? If you know what you’re looking for going in, it will be easier to evaluate interviewees in real time, and have a sense of where they rank afterwards.
2. Be unexpected After you get over the small-talk, try to avoid the most predictable questions, like, “How would you describe yourself?” Instead frame a question (even as simple as that) to allow the interviewee to talk about their personal experiences, like, “Tell me about an experience that challenged your integrity and how you reacted?” Or, instead of asking, “How do you like working on a team?” ask, “When have you been on a dysfunctional team before? And what did you do to fix it?” If you can get your interview off the beaten path, it will be revealing.
3. Stay within the lines It should go without saying that as a hiring manager or Human Resources professional, you need to be aware of the legal ramifications of interviews: absolutely no asking discriminatory or derogatory questions. Contact your HR partner if you are unsure about these guidelines.
4. Represent your company well Not only does the interview screen potential applicants, it also serves as a potential employee’s first experience with a company. You should aim to be courteous and forthright about the corporate culture and department the interviewee is looking to work for. Being honest is important; if you sugarcoat the job you’re only going to ensure that there will be unhappy employees down the line.
5. Let them turn the tables Allowing time for the interviewee to ask questions is a vital piece of a great interview you don’t want to skip. Not only does it give a chance for the interviewee to have any concerns answered, it also reveals to you what’s on their mind. The questions an interviewee asks could indicate if he or she is over concerned with salary, wary of working in a team, self-absorbed, resistant to authority or perpetually unhappy, among other characteristics.
No two interviews are the same, but if you follow these basic steps you’ll be your way to a great interview.
Need help getting technical for those IT interviews? Learn more about Synergis' services here or schedule a free consultation with us today!
Interviewing can be tough. You're always hearing about things you should do in an interview, but what shouldn't you do?
Manners: We learned them as a kid and one of the first things we were taught was always say “thank you”. As an adult I am consistently surprised at how few candidates follow up their interviews with a simple “thank you”. This is a critical part of the interview process that many candidates unfortunately fail to realize. In 10+ years of recruiting I have witnessed a simple “thank you” being the difference in receiving a job offer or receiving a “no thank you” letter.
A few quick tips include:
· Send a “thank you” within 24 hours of your interview(s).
· We live in an E world, email thank yous are completely acceptable (and a lot easier).
· Thank yous should be sent to each person you met during your interview
· Personalized notes specific to your conversation with individual interviewers is a must!
Thank you messages provide another opportunity in reiterating your sincere interest with an employer. It also provides a second opportunity to highlight how your background and achievements make you a good candidate for their role. Additionally, you now have an opportunity to point out any specific selling points about yourself that may have been neglected during the interview.
If you aren't sure what to write or where to start there are numerous sites online that provide sample thank you messages. Your recruiter should be happy to review your message, provide input, and proofread your “thank you”(if they’re not find another recruiter).
Most importantly it's a kind gesture and the right thing to do! Show potential manager or peers your thoughtfulness, that you appreciated their valuable time and consideration of your candidacy. It WILL set you apart from those candidates who fail to remember their manners.
Tags: Job Interview