Posts Tagged ‘job interview’
Lastest Job Interview Videos auctions
Some recent Job Interview Videos auctions on eBay:
1,2,3 You're Hired Job Interview Training & Prep Video | US $19.99 End Date: Wednesday Feb-08-2012 8:12:55 PST Buy It Now for only: US $19.99 Buy it now | Add to watch list |
Next Step after first Executive Job Interview
From a Yahoo Answers question about executive job interviews:
My dad applied for a job at alcon and he passed all the tests and they promised him a second interview.?
Does that mean he got the job?
Well, here are my thoughts for you, from 20 years of giving executive job interview tips:
Corporate recruiters have a process to follow, and that includes several steps that are done iteratively per candidate and concurrently with other candidates who are in the same process for the same job. This makes it a numbers game in many cases — similar to a sales funnel. They need to push X number of candidates through the first screening step to produce X number for the second screening step and so on.
Having said that, this process of recruiting is highly influenced by the humans who are running the process, including their personal preferences (often called their "gut feel"), their inside knowledge of the hiring manager's personal preferences, and the overall corp
What many people on the outside don't know: recruiting is as much an art as a science. There are really no cut and dried formulas (though some HR software vendors would have you think so) in determining the perfect candidate for a job. In one company, the process may depend heavily on skills tests or a combination of skills and personality tests. In another company, decisions may be made on statistics: GPA, number of sales, number of years of C# experience, or even number of connections in Linkedin! Other firms may screen on intellectual agility in a high-stress group interview. And still others may lean heavily towards team fit.
So, if one person inside a recruiting function tells an executive job interview candidate that they would get a second interview, it could mean different things:
- on to a second screen in a series of X more steps
- on to someone else who will review the first screener's notes and ask more questions
- on to the first round of panel interviews
- on to a final interview with the decision maker
So, if your father passed the first round, you/he may never know exactly why he passed, unless the recruiter tells him specifically.
Tell your father that, at the end of any interview, it is fine to ask what the exact next step will be, and with whom — especially if it is an executive job interview.
I might also add some unfortunate truisms that we find in this economy: job seekers tend to read a smiling comment about next steps as a promise, and internal recruiters tend toward making candidates feel good when they leave an interview. So tell him not to be disappointed if he actually never gets a call back. This economy, as you know, has more great executives vying for job interviews than at any other time in my recollection. And if internal recruiting is a numbers game, then so should your plan be as a candidate!
How to Get the Executive Job Interview
“Just get me in front of the CEO!” says Josh Furman, one of my executive job search clients. Josh has been laid off his lucrative Vice President position at a local high tech company, and has no patience with learning the art of keyword populating, or search engine scouring. He just wants to get in front of as many hiring authorities as possible. Why? Because he is positive that he can talk his way into a job if he can just get the face-to-face executive job interview.
Well. There is a lot to say regarding this theory in today’s hiring climate. Yes, it used to be true that executives could network their way onto the CEO’s schedule – a golf foursome, a chance meeting at the local Starbuck’s on Saturday, comp tickets to a Mariner’s game, a coincidental airport introduction – all schemes that used to work. That was before CEOs were saddled with the long, iterative “best practices” for hiring that now include reams of due diligence, behavioral interviewing processes, corporate culture match screening, background checks, and all sorts of rules for the actual executive job interview that will take place after all candidates have been properly vetted.
So, as an out-of-work candidate seeking that executive job interview in today’s market, what are your options for jumping right into that face-to-face meeting?
- Ignore the new hiring realities and keep trying the old ways to get in the chair across the desk from the CEO.
- Seek out a Recruiter who will market you into the CEOs
- Be proactive and provide the CEOs with all that best practices data they need upfront in order to qualify you for an executive job interview sooner.
Selection 1. is simply an approach that is no longer effective in today’s hiring market.
Selection 2. has its problems since professional recruiters don’t market candidates out to CEOs. They make their money by obtaining a specific assignment from a company to fill a specific job within that company. The company pays the Recruiter for presenting only the exact matches for that position. However, on occasion, you will find a Recruiter who offers to “market you” to several companies, but beware of this. If a Recruiter sends your resume to several companies hoping for some interest, and any of those companies have a policy not to pay recruiter fees, then you will be ignored for the next 6 months as a candidate for any position within those companies – since your hiring would now be associated with a headhunter fee. IF you choose to use a recruiter, make sure they will only “market you” to companies with whom they have a written fee agreement. And even then, you’ll have to consider that companies in this economy may prefer non-fee-bearing candidates.
Selection 3. brings us to a definitive market advantage that executive candidates can possess. If you put yourself in the shoes of the hiring authority, you’ll realize that they may give preference to a candidate who does most of the due diligence work for them. This is a world of full disclosure now. No longer do you play cat and mouse in the interview process. Hiring companies want to know, and have ways to find out, EVERYTHING about you. For instance, candidates who provide not only a resume, but the results of recent skills tests, assessment tests, or annual reviews will be put in the pile that is further down the line in the process and closer to the actual executive job interview stage than those with only a resume submitted. Providing written references or endorsements pushes your candidacy further, and a professional video interview can actually put you over the top of the uphill climb for position, since it can eliminate the entire first interview phase of the executive job interview process.
In this candidate-rich market, competition is tough enough for those few executive positions that open up. And internal HR and Recruiting departments are swamped with applications, making the hiring process that much longer.
Just get yourself in front of the CEO. Get a jump on the competition. Be first in line. What this means in today’s market is to take the initiative to do the upfront work for the hiring company. Provide a complete package of yourself as a candidate including most of the due diligence that they will need to collect in order to make a decision. Increase your chances of getting that executive job interview. And by that point, you’re practically hired.
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Job Interview Video Data is Crucial Addition to Keyword Search for Candidate Screening
Traditional screening technology has created some obstacles for the Job Seeker that the job interview video just might relieve. Currently candidates with an electronic resume can shoot it off to an electronic job description with an electronic screening set of rules and take their chances that they included the right KEYWORDS.
Job Seekers also gamble that the human who is looking through the “screened” resumes will understand all the jobs on the resume and what that experience could mean to a new employer.
For the infrastructure employee, or those who will perform specific repeatable tasks, this is not a bad way to save time in screening. But a search for anyone who can think outside the box, bring new and interesting solutions to old problems, create new revenue streams by discovering new channels, cut product development time by 50% by revamping the architecture, or structure inventive alliance partnerships to get around old commerce rules… this KEYWORD recognition thing just doesn’t cut the mustard.
Employers are still struggling to find and hire the right candidates… and have been doing so for the past 20+ years.
Let’s look at the real problems in the market. Employers are still struggling to find and hire the right candidates… and have been doing so for the past 20+ years. “No keyword searching tool has solved the iterative process that is inherent in a thorough due diligence process.” A partial answer to this problem that has huge value could be the job interview video.
Whereas Keyword searching provides a good “first pass” at a stack of 200 applicants by narrowing the pool according to “the 3 S’s”:
- Skills (which keyword skills are on the resume, e.g. C++, sales, project management)
- School (which college, degree, and date of graduation)
- Status (employed, unemployed, recently laid off, re-entering the workforce)
…the job interview video can provide tremendous value-add in “the 3 C’s” to a recruiter or hiring manager.
- Composure/Poise
- Communication Skills
- Corporate Culture Match
Granted, the traditional first in-person interview would provide these 3 C’s, but at what cost? Business moves too fast in today’s world to wait days to reach a candidate, and to coordinate the interview team’s schedules for that first meet — or even for that first job interview video conference. And how many times has a candidate been brought in for a day’s worth of team interviews, only to find in the first 10 minutes of the day that the 3 C’s are lacking
There really is a 4th “C” on this list: Convenience.
There really is a 4th “C” on this list: Convenience. Schedules don’t always match up nicely in order to coordinate an in-person interview, or even a Live job interview video. A stored “on-demand” video interview that can be viewed at any time along with the other due diligence (resume, endorsements, etc) can save weeks of time, particularly for executives who travel often.
The convenience afforded to all interview team members by offering a stored job interview video for screening at any time, day or night, (and repeated visits to the same job interview video) offers the freedom of screening at a time when the team member can focus and concentrate on all the factors that may affect a critical quality hire — especially for the executive job interview. Imagine being able to choose “finalist candidates” in a matter of 2 weeks instead of 3 months. And calculate the savings:
- Fewer airline tickets for candidates
- Fewer hotel rooms for interview travel
- Fewer workday hours spent on first interviews by productive team members
- Fewer hours spent on phone screens by recruiting staff
In the spirit of progressive technology solving difficult problems, the job interview video has lots going for it, provided it’s done correctly.
Stay tuned for the next blog installment on this subject…
