| As an expert in the field of career management, my | | | | candidate is asked to make a presentation as part of |
| job is to help people craft cover letters and | | | | the selection process. Some interviewers find this |
| résumés that showcase the specific | | | | tactic to be a useful predictor of how the candidate will |
| transferable skills that would be a value to all potential | | | | perform under similar on-the-job situations. |
| employers. Nothing makes me sadder than, once | | | | Technical Interviews - These types of interviews |
| having heard that my clients have secured the | | | | focus on problem solving and creativity. Interviewers |
| interview, to find out later that they have been found | | | | expect that this type if interview is a good indicator of |
| guilty of one or more of the cardinal sins related to job | | | | the candidate's knowledge and ability. This type of |
| interviews. | | | | interview may be delivered via computer module and |
| Cardinal Sin #1: Resting on your laurels. Falling into the | | | | use multiple-choice questions to determine proficiency |
| trap of believing that your stellar credential and years | | | | Telephone Interviews - This type of interview is |
| of work experience speak for themselves is | | | | typically used by hiring managers to reduce the |
| disastrous. | | | | number of prospective candidates that will be invited |
| Cardinal Sin #2: Practice interviews are unnecessary. | | | | for a second 'face-to-face interview. |
| Think about the last time you were on the receiving | | | | Cardinal Sin #3: Dropping your guard in front of 'the |
| end of job interview. Although it is likely that the | | | | help'. - Be forewarned that hiring managers will often |
| information required by employers has not changed, it | | | | ask the receptionist for their input on hiring decisions. |
| is highly likely that the employers' method of acquiring | | | | Also be forewarned that in many smaller companies, it |
| that information has. Candidates should be prepared to | | | | would not be uncommon for the person who will be |
| respond to all types of interview styles including the | | | | conducting the interview to place themselves in the |
| following: | | | | receptionist seat to get a first impression of all potential |
| Behavioural Interviews - This type of interview is | | | | candidates. |
| sometimes called a 'competency-based' interview. This | | | | Cardinal Sin # 4: Over-sharing. - While all job-seekers |
| type of interview is based upon the idea that a | | | | should be prepared to address gaps in employment |
| candidate's past behaviour is a good indicator of the | | | | history, these holes in history need to be addressed in |
| candidate's future behaviour. Behavioural interview | | | | a formal manner only after these gaps are brought up |
| questions typically begin with the words, "Tell me about | | | | by the interviewer or hiring manager. |
| a time when....." | | | | Cardinal Sin #5: Using acronyms. - Job-seekers should |
| Stress Interviews - Interviewers and hiring managers | | | | not assume that the interviewer is familiar with the |
| use this interview technique in an effort to intimidate | | | | same acronyms you have used in your current or |
| candidates and to find out how these candidates | | | | previous job. It is not unusual for acronyms to be |
| handle pressure. While most questions will concentrate | | | | organization specific and that these acronyms may |
| on areas related to the job, i.e. work overload, dealing | | | | mean something different for other organizations. If |
| with multiple projects, handling conflict, etc., candidates | | | | you, as a candidate want/need to use a particular |
| may also find themselves responding to an interviewer | | | | acronym, make sure that you take the time to explain |
| who appears to be completely uninterested in the | | | | the acronym to the interviewer. |
| candidate's answers to the point of appearing almost | | | | Cardinal Sin #6: Ringing cell phone - You've got places |
| hostile. Interviewers, who deliver stress interview | | | | to go and people to see - we get it, you're a big deal. |
| questions may, choose to avoid eye contact, roll their | | | | But when an employer has taken the time to meet |
| eyes at the candidate's answers, interrupt the | | | | with you, your undivided attention is a must. Note to |
| candidate's answers, or ask questions in a demeaning | | | | Gen-Yers (and iPhone addicts of all ages): Acing the |
| or challenging style. Candidates should know that the | | | | interview is your primary mission. If you lack the |
| interviewer is playing a role and that the secret to | | | | impulse control to keep your hands off your phone, |
| successfully navigating through this style of interview is | | | | turn it off or leave it behind. |
| to de-personalize the process. Stress interview | | | | Cardinal Sin #7: Talking the employer out of hiring you. |
| questions fall into a number of categories: | | | | - In today's tight job market, job seekers may find |
| Sticky situations - "What would you do if you caught a | | | | themselves accepting interviews for positions that they |
| colleague stealing?" | | | | would normally consider as not taking advantage of |
| Putting you on the spot - "[Interviewer] I believe that | | | | the tremendous number of transferable skills they |
| this interview is going poorly. What do you think?" | | | | have to offer potential employers. Be wise and keep |
| Popping your balloon - "Is that your best answer?" | | | | your option open! Remember that just because an |
| Oddball questions - "How many jelly beans do you | | | | opportunity has been offered, it does not mean that |
| think would fit in a 747?" | | | | you, as a potential new hire, are required to accept the |
| Platform Interviews - During this type of interview, the | | | | position. |