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We know the deal. You’re pressed for time with that upcoming job interview. So pressed, in fact, that you barely have time to get your suit dry cleaned and ready to go but aside from rocking out to your appearance, there’s one area you simply shouldn’t overlook: Research.
If you don’t come prepared, it could be game over before it already began. For starters, what media company would want to hire someone who didn’t do their homework? This is your shot to do some digging, really snoop around in the spirit of not only landing the job but seeing any potential red flags sooner rather than later. Read more
If you have the power to extend an offer or two, there are a few ways you may be self-sabotaging the process without even knowing it.
1. Self-mirroring mirage. What is this, you ask? Well, it refers to someone influential in the hiring process who sees a lot of themselves in the candidate. He points out, “A high ego rationalizes, ‘I’m good in my job; I’m good for this business. Naturally, the best thing I can do for this business is hire people just like me.’” Read more
Have you ever asked an interviewer at the conclusion of the interview for feedback as in, “Hey man, how’d I do?”
Probably not, right? And if you did ask the question, how’d that work out for you?
Okay, we’re in a punchy mood right now but so important as it is to ask questions at the end of each job interview, it’s just as important to steer clear from any questions that are downright inappropriate. They lack tact.
And most of all, some of the questions can be transparent in terms of your priorities as in asking if you resign if you can get paid out for your unused personal time (yes, it has been done and no, that candidate did not get the offer.) Read more
We read this post on ERE and had an a-ha moment to share with you. Having been on the other side of the desk working directly with candidates, we know the feeling of seeing hundreds upon hundreds of resumes stacked up in the applicant tracking system.
But here’s proof that we just have to share. Mike Bailen, head of talent and senior HR manager at the Zappos Family of Companies indicated Zappos received more than 31,000 applicants last year. Read more
If you have one or two typos on your resume that state something like you’re “graduating this Maybe,” listen up.
Per a new Accountemps survey, that’s enough of a reason to be dismissed from the hiring process. That is, 63 percent of senior managers in the survey indicated they would say buh-bye to candidates with typos in their CVs.
As for the good news? The survey shows employers are more lenient than they’ve been in the past. In 2009, 40 percent of survey participants indicated one minor snag on a resume would put it in the slush pile but now that number has decreased to 17 percent. Read more
It’s hard to believe there once was a time when many of us actually searched for a job offline. As in the newspaper!
That’s because a new survey published by Glassdoor reveals 89 percent of job seekers rely on their mobile device to search for a new gig. That’s really no surprise when you think about how convenient it is to search whether you’re sitting on a train for your commute or in the waiting room at a doctor’s office. Whatever the scenario, the numbers keep rising. Read more
Yes, you read that right! The Nashville-based company, TechnologyAdvice, incorporates a friendly game of ping-pong into their hiring process.
After all of the interviews have been finished, a company executive asks each candidate if they are willing to play a game of table tennis because the company is participating in a study. Prior to playing, the candidate completes a questionnaire addressing questions like rating their aggressiveness.
Next, the candidate plays three 11-point games against the company’s data strategy director. As each game proceeds, the director ups his own game and makes it more and more challenging for the job candidate.
Are they looking to assess how well they play? Not exactly.
Bellenfant explains in the piece,
“We’re not looking at people’s ability to play but at their approach. Are they open to trying something new if they haven’t played before, or not in a long time? If they win, how do they celebrate? If they lose, do they take it in a difficult way? How seriously do they take it? Do they take it as a joke, or do they put in a lot of effort? As the games get more difficult, do they adapt? Those are the types of things we’re looking at.”
Interestingly enough, games are recorded on video and then the CEO evaluates each one, along with a statistician and psychologist from Vanderbilt, along with the president of the Nashville Table Tennis Club in an effort to make it “as objective as possible.”
After the three games have been finished, candidates complete yet another questionnaire asking them to rate the experience. Bellenfant says this set of questions could reveal self-introspection. If a candidate rates him or herself a seven prior to playing and then after gives a self-rating of three, perhaps they learned from something. And maybe they originally rated him or herself as a three and then a seven — that shows harsh self-judgment.
He adds, “For a position in sales, we’re looking for someone a little more aggressive. For a job in data or research, we want someone who can think things through.”
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