Cracking The JOB RECRUITMENT Code

Companies want to know who you are and what makes you tick red and white bakers twine. They interview to find out if they can accept you as a new member of the team. An interview is an opportunity for us to evaluate your potential contribution to our company and determine if we should offer you a job. The interviewer needs complete confidence that the person being interviewed will succeed, so the candidate’s readiness is essential not only for their own sake but also for ours.

The way in which we gather information about potential candidates during interviews, as well as the meaning of this information and its effect on decisions, varies from company to company.

1. Interviewing is a team activity which brings the interviewer and interviewee together. All interviews are conducted by a group of people. This group may include members of other departments, juniors, supervisors or even HR people.

2. Broadly speaking there are four approaches to interviewing: structured, unstructured, behavioral and relationship-based; interviewers have different preferences for each approach.

3. Large numbers of candidates are interviewed in fast-paced teams that respond to a fixed set of questions from a short list of guidelines or templates which include some open-ended questions so that the interviewer can explore areas which are relevant to the job for which the candidate is being interviewed for (example: ‘Why do you want this job?’). This can be done in a number of ways.

4. Another way of doing this is to use the “heads down” interview where candidates are interviewed without their knowing who the interviewer is and without them communicating with co-workers during the interview process.

5. In small businesses with just a few employees, the interviewers work on their own and often make decisions for their individual team using a variety of approaches, depending on what they feel is right for them and their company.

6. In many companies the whole decision-making process involves a panel of interviewers.

7. To decide whom to hire, employers tend to rely on interviewers’ assessment of the candidate, rather than on objective measures like the candidate’s skills, performance or intelligence.

8. Good candidates get offered jobs. It is difficult to predict who will offer a job and who won’t because in many cases it is more a matter of who gives you the best chance rather than who you are and what you have done.

9. Employees often walk into jobs thanks to personal contacts and through recommendations from friends or relatives rather than through interviews where they have to sell themselves to potential employers

10. It is one thing to have the most skills and qualifications to be able to do a job well. It is another thing entirely to get the employers’ trust and make them believe you are a valuable addition to the company. This can be achieved only if you already have some success in your field or you have worked for an organization where you were given opportunities which others may not have had.

11. It is common for employers to use questions during interviews which are based on the type of job for which they are hiring rather than on technical skills or knowledge about what we do at our company and what it takes us tick

12. In many cases, applicants are required to be interviewed in person and no other alternative is provided. If for any reason this arrangement is not possible, the employer should consider a video interview instead or a telephone interview

13. The most important thing for the candidate to keep in mind during an interview is that the interviewer wants to offer you a job because of your potential value and usefulness to their organization.

14. Also candidates should remember that employers want them to succeed because they know that if they do so it will be good for the company too as well as good for themselves as an individual

15. In most cases employers need to assess the candidate’s background before they can decide whether they are suitable for the job. The information they gather is usually more important than any specific knowledge that you may have gained in your field, although it is important to be well-informed to give yourself a great chance of being selected. This information may include education, where and when you worked, part of your job description at your previous or current organization and your personal qualification data but does not include age and gender.

16. While your experience is an important part of the assessment, it is not the only thing that employers are looking for and taking note of. They also want to find out about other aspects of you that give them a good chance of being successful at their job.

17. An interviewer’s task is to assess your potential contribution to their organization and evaluate whether you are a good fit for their company.

18. Interviewers tend to be more interested in what you know than how you learn  because many people spend so much time on the job that it takes time away from learning new things and developing new skills which tend to have a more lasting effect on performance than experience does.