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Ready for Your Next Interview? How AI for Interview Preparation Can Help

January 3, 2024 by Taylor Leonard

Are you leveraging the power of AI for interview preparation? In the competitive job market, Artificial Intelligence (AI) is becoming a pivotal tool for candidates. Offering personalized, data-driven insights, AI revolutionizes traditional interview prep methods. AI tools analyze extensive interview data, guide speech patterns, and simulate real interview scenarios, thus providing invaluable feedback. Consequently, this approach equips job seekers with sophisticated strategies, previously only accessible through extensive coaching.

However, the utility of AI in interview preparation isn’t without its challenges. Concerns include the depth of AI’s understanding of human nuances, the risk of overdependence on technology, and potential biases in AI algorithms. As we explore AI's role in reshaping interview prep, balancing its benefits with an awareness of its limitations is key. This post aims to give a holistic view of AI for interview preparation, emphasizing the importance of blending AI’s advanced capabilities with the irreplaceable insights of human interaction.

Understanding AI's Role in Interview Preparation: Why AI for Interview Prep?

The integration of AI into interview preparation marks a significant shift from traditional methods. AI tools are designed to analyze vast arrays of interview data, providing insights into frequently asked questions, desirable response formats, and key industry-specific skills. Moreover, this data-driven approach uniquely equips job seekers to practice and refine their interviewing skills based on real-world scenarios and feedback.

For example, tools like My Interview Practice and Pramp utilize AI to provide insights into frequently asked questions and response formats, making them invaluable assets for modern job preparation strategies. These platforms use sophisticated machine learning algorithms to dissect and interpret thousands of successful job interviews. Therefore, they help you understand not just what questions might be asked, but also how best to structure your responses for maximum impact.

Infographic showing benefits of AI for interview prep, including mock interviews for practice, speech and body language analysis, and personalized feedback.

How to Tailor Your Interview Practice with AI

The unique advantage of AI-enabled interview coaching lies in its personalized approach. For instance, imagine a coach that adapts to your unique strengths and weaknesses, offering targeted advice on improving your responses. AI-driven interview platforms can analyze your speech patterns, body language, and responses to provide constructive feedback, much like a personal tutor.

Platforms like InterviewBuddy take this to the next level by offering AI-driven feedback on speech patterns and body language. They analyze elements like your tone, pace, and facial expressions, giving you a comprehensive review of your performance. This level of customization ensures that your practice sessions are focused, relevant, and impactful. It's a dynamic way to turn your weaknesses into strengths and capitalize on your natural communication style.

AI-Powered Mock Interviews and Real-Time Feedback

One of the most innovative applications of AI for interview preparation is the creation of realistic mock interview environments. AI algorithms can simulate various interview scenarios, from behavioral questions to technical discussions, providing a safe space for candidates to practice and receive real-time feedback.

This immediate, actionable insight is invaluable in fine-tuning your interview technique and boosting confidence. Tools like Big Interview and Orai are at the forefront of this innovation. Big Interview, for example, offers a wide range of mock interviews for different industries and roles, complete with AI feedback on your answers. Orai focuses more on the delivery aspect, helping you improve how you communicate your responses, ensuring you sound confident and clear.

The Challenges of AI for Interview Preparation

While AI offers immense benefits, it's important to be aware of its limitations. Over-reliance on AI tools can sometimes lead to a mechanical approach to interviews. As highlighted in a Harvard Business Review article, automated interviews can sometimes fall short in evaluating a candidate's emotional intelligence and other nuanced aspects of human interaction. The article points out that, while AI can effectively assess certain skills and competencies, it may not fully capture the depth of a candidate's interpersonal skills or cultural fit. Therefore, balancing AI practice with human interaction and feedback is essential for a well-rounded interview preparation strategy.

For those seeking a more personalized touch, our sister company, Resume and Career Services, offers expert guidance and a human approach to interview preparation. Their team of professionals can provide the nuanced feedback and personal interaction that AI tools may lack.

Furthermore, ethical considerations such as data privacy and the potential for algorithmic bias need to be addressed to ensure a fair and effective preparation process. To complement your AI-enhanced preparation, check out Resume and Career Services' YouTube channel, which is full of educational courses and resources on interview preparation. These resources can offer insights and tips to refine your interviewing skills further, ensuring you’re well-prepared for any interview scenario.

How Will AI Shape the Future of Interview Preparation?

In conclusion, AI for interview preparation is not just a technological trend; it's a transformative tool that's reshaping how job seekers approach one of the most crucial stages of their career journey. By embracing AI-powered tools, you can gain a competitive edge, refine your interviewing skills, and approach your next job interview with newfound confidence and insight.

However, it's equally important to remain aware of the challenges AI presents. While AI provides unparalleled advantages, being mindful of its potential biases and limitations ensures a balanced approach to your preparation. As the job market continues to evolve, AI stands as a powerful ally, but it should be used in conjunction with critical thinking and human judgment. This dual approach will guide you towards success in your career aspirations, helping you navigate the complexities of modern job interviews with both technology and wisdom at your side.

Work with Resume and Career Services

Ready to take your career journey to the next level? Resume and Career Services is here to help. Our expert team offers personalized guidance and support, ensuring you present your best self to potential employers. They specialize in crafting standout resumes, providing impactful career coaching, and delivering practical advice for every step of your job search. By combining our human expertise with the latest industry insights, we empower you to achieve your career goals with confidence. Don't let the complexities of the job market hold you back. Reach out to Resume and Career Services today and embark on your path to career success. Let's make your professional aspirations a reality!

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    Filed Under: Career Advice Tagged With: AI Coaching, AI Interview Prep, AI Tools, artificial intelligence, Career Advancement, Career Coaching, Career Counseling, Career Development, Employment Opportunities, hiring trends, Interview Practice, interview skills, Interview Strategies, Interview Techniques, Job Interview Tips, job market insights, Job Search Strategies, Mock Interviews, Personalized Learning, Professional Growth, Professional Networking, recruitment technology, Resume Optimization, Technology in Hiring

    Top 5 Hiring Trends in 2022

    February 11, 2022 by Aylish DeVore

    Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

    2022 Hiring Trends

    1. Candidates Want More Than a Paycheck

    No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

    Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

    2. Remote/Hybrid Work is Here to Stay

    Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

    These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

    Remote vs. Hybrid Workers

    3. DEI Initiatives Now a Must-Have

    As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

    Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Hiring trends have also proven that 35% of an employee’s emotional investment in their work, and 20% of their desire to stay at their organization, is linked to feelings of inclusion. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

    Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

    4. Close the Skill Gap; Invest in Existing Employees

    Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

    By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

    It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

    5. Advanced Technology and Automated Practices

    As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

    As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

    Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

    Filed Under: Blog Posts, Recruiter Tips Tagged With: 2022 hiring trends, 2022 trends, AI, artificial intelligence, automation, best recruiting firms, business owner, CEO, Cloud Computing, company branding, DEI, DEI initiatives, Digital Branding, Digital Marketing, Diverisity, employee benefits, employee education, Executive Recruiters, hiring manager, hiring trends, Hybrid Work, Inclusion, interview skills, interview tips, job market, job search, leadership, Machine learning, recruiter, recruiting, remote work, Skill gap, skillset, social media, training, Upskilling

    Winning the War for Talent in 2021

    June 17, 2021 by Aylish DeVore

    As the competition heats up among industries to snag the best of the best to fill open roles, it’s becoming more clear we are experiencing a “War for Talent.” The phrase “War for Talent” is not a new term in the recruiting industry, as it was first coined in 1997 by Steven Hankin of McKinsey. In their 2001 book The War for Talent, authors Ed Michaels, Helen Handfield-Jones, and Beth Axelrod predicted that “the make-or-break for firms in the next two decades would be the ability to attract, develop, and retain talent.” In 2021, we’re in the thick of that battle, struggling to beat out the competition and win over top talent. Though there is an uptick in hiring across the board, with a closer look you’ll see just how small the market is when targeting top-tiered talent with niche skills and specialties. With over 7 million jobs recently posted online, the industry is experiencing an abundance of open roles and a lack of qualified candidates to fill them. In light of this sudden and increasing need for talent, job seekers are left with the upper hand. In today’s market, when it comes to winning the war for talent, employers need to take meaningful action by offering unique benefits, remaining flexible, improving branding, and focusing on retention post-hire. 

    War for Talent: 4 Steps

    Roll Out the Red Carpet

    The current job market is in the hands of the job seekers — so it’s important to get to know your audience. Millennials for example, (who in just five short years will comprise almost 50% of the workforce) have different expectations for jobs than their predecessors did. 86% of Millennials put values, like respect for peers, before salary and 82% prefer to work from home at least one day a week. Now more than ever, hiring managers and companies need to be rolling out the red carpet and concede to the demands of those on the job hunt. Large, leading tech companies such as Amazon, Google, Microsoft, and Facebook have been perfect examples of this in the past as we’ve seen them building, buying, or rehabbing office spaces to make them attractive and appealing to workers. However, today’s climate calls for a little more creativity as the majority of companies and candidates are switching to the work from home model, making fancy office spaces obsolete. Companies are now branching out, offering new incentives like Peloton bikes, paid time off for mental health, additional vacation days, raises, and bonuses to keep their employees motivated and happy. Unfortunately, if you’re not doing your homework to find out what benefits your employees actually care about, you’ll be taking a shot in the dark. 

    Poaching and persuading top talent isn’t an altogether new concept but with today’s market, it’s now become a crucial part of everyone’s talent search. The rule of thumb when recruiting for top talent while competing in any industry is to assume there is always another offer on the table. Whether the candidate is actively interviewing for other roles or gets offered a promotion/raise by their current employer when handing in their notice - push your boundaries and dive deep to find what you can offer that no one else will. 

    Be Flexible & Act Fast 

    With so many competing offers and employers incentivizing candidates to stay where they are - quick decisions in the hiring process are crucial. Just imagine, while a hiring manager is contemplating possible,  better candidates, the perfect candidate they let go cold is accepting another offer. With the majority of talent currently working from home, the process of taking an interview during the day has become a breeze. Candidates can resign from their current position and start a new one with the simple act of shipping back one laptop and receiving another in its place. This simplified and fast-acting turnover is exactly why it is imperative to remain flexible, open, and decisive when recruiting top talent. 

    The flexibility shouldn’t stop there. Being open to offering a flexible schedule in today’s market is another “must-have” on a majority of applicants’ lists. It’s been reported that “up to half of employees might quit their jobs if remote or hybrid work arrangements are not provided post-pandemic.” Due to this new norm, industries across the board are now competing on a national scale rather than with their local markets. By choosing not to employ remote workers, you are actively limiting your candidate pool. Offering a flexible work schedule is becoming non-negotiable when keeping up with the competition. With job seekers in the driver’s seat and in a position to make demands, hiring managers need to be listening. 

    Step Up Digital Branding & Awareness

    Enticing a candidate to join a new company goes beyond what’s written on an offer. Most potential hires are conducting their own research on companies they’re looking to join, digitally. With the internet as the new marketplace, it is absolutely crucial to have a stellar online reputation and top-notch digital branding in place. As a simple fact of life, first impressions are everything - and more often than not, that introduction doesn’t come straight from a company email. 

    When a candidate is deciding if they should apply to a company, their first instinct will be to dig up some background information and see if they can picture themselves at the company. Ensuring consistent, clean, and up-to-date branding across all platforms positions you as a well-oiled machine, and instills a sense of confidence - which will result in more applicants. 

    Beyond consistency and aesthetics in branding, companies should be going above and beyond to create buzz in their industries. PR initiatives and posting exciting company news online can get job seekers’ attention and spark a good impression before they even land on your website/social channels. Another common way candidates look into a potential employer is through their online reviews and testimonials. This goes without saying, but poor reviews are one of the most passive reasons top talent will walk away from a job offer or even an initial interview. Open the door to communication by conducting exit interviews with employees leaving the company to uncover and address issues before they affect your incoming talent. Better yet, encourage satisfied customers to leave a positive review about their experience.

    Invest in Training

    With the added competition of today’s recruiting market, it’s important to remember that your job isn’t done when a new hire is made. In some cases, this is when the real work begins as your focus shifts to retaining that hire. One of the best ways to ensure retention of new hires is training, training, training! Investing in thorough and continued training programs is crucial in today’s market when the act of making the initial hire is already such an uphill battle. Hiring professionals agree that “in every industry and sector, among companies large and small, a new conversation must occur as upskilling and reskilling become the new norm.” Employers need to be more proactive by providing employees with the resources and time needed to learn the material and skills. Companies can focus on creating their own internal training that’s specific to their processes by including real on-the-job examples. The biggest mistake you can make after landing a top talent hire is to go into their employment blindly. Do your research and leverage tried and true methods to make sure you retain that expertise in-house. 

    With the intensity of today’s job market, offering unique benefits, remaining flexible and fast-acting, and ensuring retention after a hire is made can give your company the edge it needs to land top talent. Just like this job market overall, the way recruiting is conducted is changing at unprecedented speeds. If you’re feeling overwhelmed, Blue Signal can help. We’re experts in this realm and most importantly, we have the dedicated time to complete the open job searches you need filled. A significant benefit in working with a recruiting firm such as Blue Signal is the ability to target passive candidates, which is a game-changer in this climate. The days of waiting around for candidates to come to you and apply to your job posting on their own are over. According to a LinkedIn study, only 15% of employees say they are completely satisfied with their jobs and would not be open to a change. In the midst of this “War for Talent,” you want to be working with the best. If you’re ready to start a conversation about how you can better target and retain top talent in your field, reach out to us today. 

    Filed Under: Blog Posts, Recruiter Tips Tagged With: amazon, benefits, Branding, Digital Branding, digital recruitment, employee benefits, employee retention, facebook, google, interview skills, job seekers, Mental Health, Microsoft, millennials, recruiter, remote workforce, Talent Acquisition, Top Recruiter, top talent, war for talent, Workforce

    HOW TO SCORE YOUR NEXT GIG WITH A THANK YOU NOTE

    June 17, 2020 by Lacey Walters

    The interview process can be extensive, with multiple interview sessions, required personality and skill assessments, and delayed response times. Several candidates never hear back from interviewers, leaving many to wonder what they could have done differently to set them apart. While not required, thank you notes are a guaranteed way to leave a lasting impression on your interviewer and put you ahead of the rest. 

    According to CareerBuilder, 57% of job seekers don’t send a thank you message after an interview. A thank you email is one of the biggest closers in the interview process, allowing you to review discussed items and show your excitement. This is also another opportunity to emphasize your qualifications, mention anything you forgot, and keep your name at the top of the list throughout the decision process. 

     

    Be Prepared

    Sending a thank you note should be your first step after any interview. A quick email is a great way to show appreciation for the interviewer's time and consideration, plus it’s just polite. Just as you would prepare for an interview, you should be ready to send a follow up memo as soon as you’re able. In order to make your message relevant, it’s helpful to take notes during your interview so that you don’t have to worry about forgetting something. Make sure to mention that you are taking notes, as that shows you are focused and genuinely interested in retaining the information they are providing. Make your notes quick and short so that you are still engaged in the conversation and not falling behind. If you feel that they are supplying a lot of important information or you’re confused, ask them to reiterate in your thank you email or find your own answers by doing some research on their website. The more engaged you appear in the interview, the more prepared you can be in your follow up. 

     

    Timing Matters

    Hiring managers come across hundreds of resumes in the interview process, making it difficult to remember every single person they speak to. This means that timing is everything. Thank you messages should be sent within 24 hours of the initial conversation, keeping your name higher up in their inbox and at top of mind. Ask interviewers for a business card or way to connect with them at the end of the meeting, and ensure you have the correct spelling and contact information. If you forget to do this, don’t stress! Reach out to your recruiter or do some digging online.

     

    Customize it

    Just as they receive hundreds of resumes, interviewers and hiring managers see their fair share of thank you emails. Customize your message to help set yourself apart, expressing your authentic interest over the role by citing specific examples from your notes that were discussed during the interview. This is also a great time to introduce new material that further validates your qualifications and experience. Use small details you have in common with the interviewer, such as a shared hobby or schooling, to personalize the note to each interviewer and demonstrate your attention to detail. Consider including a link to an online portfolio or shared folder for more work examples.

    Source: CareerBuilder
    Source: CareerBuilder

    Keep It Professional

    Some interviewers are more casual than others, but it’s important to maintain a professional demeanor throughout the process. Always, always, always follow up. Though rare in today’s digital age, some hiring managers may be more old-fashioned and would prefer a mailed thank you letter. If you feel this is the case, still send a thank you message and make it clear that their personalized letter is en route. If you’ve met multiple people during the interview stage, be sure to send thank you notes to all parties involved. This way, you are able to gain more connections in the company you’re applying for, and possibly discover more opportunities in the future. This is a great opportunity to show that you will be able to represent them professionally. Before sending, read over your note several times to eliminate any chances for grammatical issues and spelling errors. 

    Thank you notes should be thought of as a required step in the interview process. There is really no downside to sending a follow-up email. At worst, you’ve wasted 5-10 minutes on advocating for yourself and being polite; at best, it could be the factor that pushes you to the top of the list. Even if you’re not a good fit for the role you are applying for, hiring managers and interviewers may remember you for your professionalism and respect when another opportunity opens up. In order to set yourself apart, you must be prepared, respond in a timely manner, customize your message, and stay professional.

    Filed Under: Blog Posts, Our Company, Recruiter Tips Tagged With: hiring manager, interview preparation, interview process, interview skills, interview tips, thank you notes

    How to Stand Out in your Next Zoom Interview

    June 3, 2020 by Lacey Walters

    Consider the goals of your typical interview: you want to make a good impression, you want to seem prepared and knowledgeable, and you want to stand out among the other candidates in the pipeline. With video interviews, all these goals remain the same, but the strategy for accomplishing them has shifted. Here are some ways that despite the change of setting, you can stand above the rest in your next Zoom interview. 

    1. Plan Ahead

    Download the application you are using for the conference call as soon as you get the invite. Make sure to set up your username, account information, and settings to professional standards - such as using both first and last name in your username so when you appear on the screen, they don’t have to wonder who soccerlover32 is.

    Test out the technology immediately to make sure your camera, microphone, and connection are working properly. Set up a practice interview with a friend, colleague, or your recruiter to see what using the system will be like. Record this first practice run to reference later - and see how your posture, background, eye contact, and other aspects could be improved. Just as professional athletes review old game footage, it would be useful for you to see your areas of improvement beforehand. 

    2. Do your Homework

    Review the job description as well as the company’s website. Familiarize yourself with their products, services, culture, and some of their employee structure. Looking at their LinkedIn page can be a great indicator of who you might be speaking with, who may be on your future team, and what your career progression might look like once you land the job. And, if you do happen to know the names of each of your interviewers, look them up and review their profiles to get a sense of their qualifications, leadership style, and what they might be looking for. If you notice other people on their page with titles similar to the role you are interviewing for, review their profiles to get a sense of what works for the role as far as background, experience, and culture fit. You’ll gain a better sense of what they are looking for by seeing what’s working for them today. 

    3. Be Prepared to Share

    Interviewers may ask to see your portfolio, examples of your work, or other relevant documents you will want to have on hand. Create an updated folder of supporting documents and make sure it is easily accessible. Closeout all other applications, windows, and files, and make sure your background is appropriate. While a picture of you drinking beer with your friends may be a conversation starter, that’s not the conversation you want to start with. 

    The advantage? They will be able to see your shared screen but not your actual desk. Utilize notes in order to keep track of what you would like to highlight. Be careful not to appear distracted, and maintain eye contact to the best of your ability - but use your home-court advantage to the best of your ability. 

    4. Be Present

    Just as candidates are seeking to adjust to new practices with video interviews, so are the interviewers. Without being able to really meet you in person, they will have to rely heavily on your body language and professional presence, but now through a limited view. Continue to dress as you would for an interview. Keep in mind what is behind you - and make sure your background is either a plain wall or something non-distracting. Sit up straight and maintain good posture, just as you would if you were across the desk from them. Make sure to stay engaged with the conversation by nodding, smiling, and maintaining eye contact. Try not to use your hands to speak, don’t fidget with your desk/computer, and never check your phone. Even though they aren’t physically in the room - they can still see you and sense when you are tuning out! 

    With this shift in practice from in-person to virtual interviews, we will certainly have to learn as we adapt. However, if you want to stand out among other contenders, these steps are a good start. Limiting technical difficulties by being prepared, knowing your stuff, and staying engaged will help you accomplish just that! Even if you’ve had hundreds of interviews during the course of your career, there are always ways to improve, especially as the game keeps changing!

    Contact one of our recruiting professionals today at (480) 939-3200 to start working with a career coach that knows how to navigate these changes, and can help you land your dream role! 

    Filed Under: Blog Posts, Career Advice, Recruiter Tips Tagged With: Interview, interview etiquette, interview skills, interview tips, Skype, virtual interview, zoom meeting

    Best Practices for Video Interviews in the Midst of COVID-19

    March 13, 2020 by Lacey Walters

    Amid the recent outbreak of the Coronavirus - also referred to as COVID-19 - many organizations are opting to go remote in order to slow the spread among their employees, students, and travelers. Companies like Twitter, Microsoft, and Apple are heading up the shift. So far, school districts, professional sports leagues, food service companies, and nearly every other industry has been affected. 

    The good news? With today’s technology, this doesn’t necessarily have to halt business operations like interviewing and hiring. In order to prepare yourself for the change in scenery, we have compiled some key strategies for video conference interviews. 

    Use a reliable computer, not a mobile device.

    Use a laptop or desktop computer; avoid using phones or tablets for a video conferencing call. Test the internet connection, speakers, microphone, and software. Use a high-quality webcam and a headset, if possible; headsets reduce background noise and improve audibility for both interviewer and candidate.

    Use a Computer, Not a Mobile Device

    Test out the technology.

    Become familiar with the video call software in advance, under the same circumstances as the interview. Companies may use Skype, Google Hangouts, Facetime, or another platform. Download the interviewer’s preferred software and allow plenty of time to practice using it. The username (e.g. jonsmith1), display name (e.g. Jonathan Smith), and profile image should all be simple and professional.

    Skype interview tips

    Skype Icons

    Although the conversation is the most important aspect of the interview, technical issues and poor sound quality can lead interviewers to subconsciously form a negative impression. Use a fast, reliable internet connection. If a technical issue arises during the interview, address it immediately rather than risk a miscommunication.

    Check for software updates and close all other programs.

    Some computers automatically restart when they install updates. Do not chance the computer unexpectedly restarting in the middle of the conversation! Before the interview, install any updates and make sure that no automatic restarts are scheduled. Close every other program other than Skype during the conversation, especially ones that generate noise, pop-ups, or notifications. Candidates should send a clear signal that the interviewer has their undivided attention.

    Do a mock interview.

    Do a Mock Interview

    Practice with a friend or Blue Signal recruiter to gather feedback and make adjustments. Nuances that are otherwise unnoticed can stand out during a video call. Give the friend practice questions to read, and have them evaluate body language, expression, voice, and the content of the response. Check for distracting behaviors, such as staring down at the keyboard, fidgeting, the use of filler words such as “um,” or distracting hand gestures. All of these behaviors are harder to moderate when the audience is on a screen instead of in the room.

    This is also a good time to practice a confident, enthusiastic delivery of responses. Record answers, if possible, and gauge whether they need revision before the interview. The interviewer only has one chance to hear the answer to a question!

    Create a desktop folder of reference documents.

    Some reference documents and notes can help to move the conversation forward. For instance, supporting documents such as sales figures may be handy to have during the conversation. Save documents to a new, dedicated folder on your desktop. During the adrenaline-filled moments of the interview, this will avoid a frantic search to find a key piece of information.

    Use notes.

    Aside from a desktop folder of helpful documents, keep a separate printed set of notes. This includes a resume copy, a quick reference sheet of company research, the job description, and any other key facts. Keep notes organized and easy to read; large blocks of text are difficult to glance through quickly and may result in the candidate frantically shuffling through pages or losing focus as they look for the fact they were trying to find.

    One advantage of Skype interviews is the ability to use notes. Keep them out of view of the webcam and avoid shuffling them or reading off of them during the interview. Conduct the same level of research that would be appropriate for an in-person interview.

    Put the camera at eye-level or higher.

    Looking down into the camera creates an illusion of a double-chin, while looking up into a camera emphasizes confidence and compliments cheekbones and jawlines. If necessary, raise the level of the laptop by placing it on a box or stack of books (make sure they are sturdy, first). Before the videoconference, test out the camera and adjust it to the optimal height, angle, and distance.

    Maintain eye contact with the camera, not the face on the screen. Be certain that the camera is at the top of the laptop to make this more natural. Looking directly at the camera gives the illusion of making eye contact with the interviewer while looking at the screen gives the impression of looking away from the interviewer’s eyes.

    Choose an appropriate background.

    A bare, solid-colored wall makes the best background. No controversial or confidential material should be in view of the camera. The interviewer will want a clear, unobstructed view of the candidate’s face and shoulders. When in doubt, sit farther back.

    During the interview, the goal is for the interviewer to focus on the conversation, not the surroundings. If the background is distracting, it will detract from the content of the conversation. Well-lit rooms are preferable, but avoid very bright lights and sitting close to a window. Sunlight can cause a glare that makes it difficult for the camera to adjust to show the candidate’s face.

    Dress for success.

    Candidates should prepare their appearance as they would for a face-to-face interview. Keep body language neutral and positive, and avoid fidgeting. Body language is more difficult to read over a video call, so smile and engage the interviewer clearly.

    Dress for Success

    Smile, smile, smile.

    Smiling has countless positive benefits. It is scientifically proven to calm nerves and lower stress hormones in the bloodstream. Smiling conveys openness, attentiveness, and interest. Enthusiasm is contagious, and it will encourage the interviewer to engage and show interest in the conversation.

    This market adoption of work-from-home alternatives may signify a shift in the way the world goes to work, and is especially beneficial during the trying times of a health crisis like the Coronavirus. Whether temporarily operating from your home desk - like for an interview - or making your home office your own personal HQ long-term, the above tips are applicable for all WFH situations. Stay healthy out there! And for further professional hygiene checkups, reach out to one of our qualified Blue Signal recruiters. 

    To download further interview tips and information, follow this link to our comprehensive interview guide. 

    Filed Under: Blog Posts, Career Advice, Our Company, Recruiter Tips, Software & Unified Communications Tagged With: Coronavirus, Covid-19, equipment, Interview, interview etiquette, interview myths, interview prep, interview skills, interview tips, interviewing, Meetings, Ringcentral, Skype, technology, Video Interview

    Interview Tips – Downloadable Guide

    February 13, 2020 by Lacey Walters

    Companies often use interviews as the first step in the hiring process. An interviewer’s goal is to determine whether the candidate possesses the technical skills for the position, can speak to the desired qualifications and accomplishments, fits the company culture, and is truly interested in the opportunity. The candidate’s goal is to gather information about the role, company, and hiring manager while also trying to make it to the next step. From the first impression to the negotiation phase, it’s your job as a candidate to make sure you are properly prepared.  

    The best way is to work with a recruiter - like the ones at Blue Signal - to help coach you through the process and give you even further insight into the company, the role, and what they are looking for. Even without this expertise, you can ensure a positive impression by following the interview tips outlined in the following download!

    Download our 2020 Interview Guide
    Interview Guide - 2020

    If you are interested in learning more about what a recruiter can do for you as a candidate in the process, contact one of our experienced and discrete recruiters today to talk about the opportunities available for you. 

    Filed Under: Blog Posts, Career Advice, Our Company, Recruiter Tips, Uncategorized Tagged With: Interview, interview etiquette, interview skills, interview tips, job search, job searching, recruiter, recruiting

    Sales Reps: Ask These Questions in Your Next Sales Interview

    May 11, 2017 by Lacey Walters Leave a Comment


    Many sales reps are great interviewers, since they excel at building relationships and having targeted conversations. One of the best ways a sales rep can stand out from the competition in an interview is by asking great questions. Research the company’s products and brands well ahead of time (try out the products firsthand, if possible), and then spend the interview time asking questions that will help both parties to determine whether the job is a fit.

    These questions are designed to jumpstart conversation about company culture specifics. Listen carefully to what is said, and what is not said. Be ready for a range of possible answers, and have responses to guide the conversation.

     

    “What is the usual progression for top performers in this job?”

    Sales roles often have high turnover, especially at the lower levels. But asking simply about tenure can give a bad impression in an interview. Instead of asking a question that focuses on the worst performers, ask about the best performers. This question does double-duty: it demonstrates a commitment to succeed, and it also uncovers how the company treats its highest-performing salespeople.

    Another variant on this question is, “What do the most successful salespeople do in their first month on the job?” Both variations of the question emphasize that the candidate has every intention of doing a good job.

     

    “If you had an extra 20% added to your budget, how would you spend it?

    An engaged hiring manager will know what they would love to spend more money on – product training, marketing materials, extra reps, prospecting software, or extra incentives, for example.

    There is no right or wrong answer to this question, but it will indicate the top priorities (and possible pain points) of the team’s management. Someone from a technical background may prioritize product knowledge and technical support.  A manager who is actively engaged with their team may focus on skills development. A data-driven manager may invest in analytical software and tracking tools for the team to find out where the problem is. Listen carefully to the “why” in the interviewer’s answer, and think about what was not said as well as what was said.

    “What is the top skill you wish you could improve in your sales team?”

    Every team has weaknesses, and most sales teams struggle with a similar set of challenges across the board. This question gives insight into which weaknesses the manager focuses on. Common answers to this question include: product knowledge, prospecting, actual salesmanship, and better documentation/follow-up. An engaged hiring manager will answer this question in detail because they know where the team’s weaknesses are.

    A sales rep who is interviewing can use this information to guide future questions, especially if they are strong in an area where the rest of the team is weak. It pays to follow up with a question about how the sales department compensates for this weakness—additional training, regular coaching, bigger incentives? It says a lot about the overall approach of the team.

     

    “Which departments does the sales team work with on a regular basis?”

    Some sales teams operate in a bubble and focus purely on selling, selling, selling. Other companies have a more collaborative culture, and their sales teams meet with R&D to brainstorm solutions to common customer complaints, or with marketing to come up with better materials and marketing strategies to help reps sell better. Neither approach is right or wrong, but it says a lot about how the company integrates sales into the rest of its culture.

    “What kind of support personnel does your sales team have?”

    Sales is not an easy line of work, and it gets even harder when reps are bogged down with non-sales work. Support personnel help a sales team to run like clockwork. This includes sales engineers, technical support, customer service, admin, data entry, product managers, and pre-sales/post-sales support coordinators. Even a small number of support personnel can mean a huge difference in a rep’s workload, and that translates to more sales and more commissions.

     

    “What percentage of reps hit their quota each year? How does the top 10% perform?”

    Not all sales departments set realistic quotas for their team. If the annual quota is $5 million, but the average rep only closes $3 million, the target is unrealistic. A very high OTE is great, but only if it is achievable. This question also helps to feel out how in touch a hiring manager is with their team’s numbers.

    It pays to know how the top 10% performs compared to the average rep, to get a realistic idea of how much to expect in sales and commissions.

     

    “What is the sales workflow?”

    This question gives the hiring manager a good opportunity to talk about what tools and procedures the company uses in its sales process. A good sales funnel is straightforward and simple. Beware of a complicated process with unnecessary twists and turns. Another red flag is a high amount of follow-up, which takes a rep’s time away from selling.

    Get an idea of the company’s sales stack. Even the best salesperson can have a hard time selling if the company’s software platform is outdated or difficult to use. On the other hand, a modern fully-loaded CRM shows that the company is serious about investing in its sales team.

     

    “Why are you hiring for this role right now?”

    The easy answer to this question is, “We’re growing,” which is what most hiring managers will answer. But instead of stopping there, dig a little deeper. Ask how much they have grown, and how it compares to past growth. Why now? This is also a good opportunity to find out the size of the sales team.

    The other possible answer is that someone left. This is not automatically a bad thing – the hiring process usually moves much faster for replacement roles than for newly created roles. If the role is open because someone resigned, see how the hiring manager responds. If they speak negatively about the employee or air grievances (which tends to be uncommon), take it as a red flag. The best professional response is to briefly explain that the person moved on to other opportunities.

     

    “What is the biggest challenge your team has faced in the last year, and how did your team overcome it?”

    The sales profession is not easy, especially in the roller-coaster market of the past 10 years. Every team has faced challenges. Find out how they responded, and more importantly, how the hiring manager speaks about the difficulties on the job. Some managers ignore or minimize problems, some face them head-on, some like to get their hands dirty on the front lines, and others like to analyze the problem carefully and take a targeted approach. Again, this question is all about getting down to the personality and work culture of the team.


    “Tell me about some of your key metrics.”

    Selling is a numbers game, and a great hiring manager is on top of their team’s metrics. Good metrics to talk about include the cost of acquiring a new customer, conversion rates, and average deal size. For long-cycle sales, be sure to get an estimate of how long deals usually take to close.

    The interviewee should have their own numbers ready to discuss, so that once the hiring manager begins talking about their metrics, the interviewee can respond with how they can improve those metrics. This is a good opportunity to trade stories about big milestones and key successes in the past few years.

     

    “What keeps you motivated and excited to come to work every day?”

    This is an easy one to pull out to break tension or to follow a complex question. People who work in sales are all about motivation and excitement (if not, they are probably in the wrong profession). What they say is less important than how they say it. If their answer is motivating and exciting, they are probably a good match.

     

    Interviewing soon? Read more about how to excel in a sales interview. Find even more interview tips here.


    Filed Under: Blog Posts Tagged With: candidates, career advice, company culture, guide, hiring process, how to, how to interview, interview etiquette, interview skills, interview tips, interviewing, job, job market, sales, salespeople, strategy, tips

    How Successful Hiring Managers Prep for Interviews

    November 18, 2016 by Lacey Walters Leave a Comment

    Many hiring managers think of the in-person interview as a meeting where it is the candidate’s responsibility to impress them. However, an effective hiring cycle is a process that starts with attracting applicants, followed by identification of candidates, evaluation, selection, and acceptance. In a candidate-driven market, a hiring manager must also impress the candidate, because the best candidates do not need to make a move.

     

    Set up a pre-interview call with their recruiter.

    Hiring an employee is a huge investment of money. Most interviews last only an hour or so, which doesn’t give the hiring manager much time to make such an important decision. Never waste time during an interview by asking basic questions that a recruiter can answer. A day or so before the interview, spend time on the phone with the recruiter to gather details about the candidate. Cover all logistical information such as salary expectations, relocation, and potential resignation difficulties.

    Questions to cover during this call:

    • Why do they want to make a move?
    • What are they lacking in their current job?
    • Why this firm?
    • What concerns do they have?
    • What is most important for them to learn?

     

    Look at the physical office space through their eyes.

    What will the candidate see when they walk into the building? Is the space dated or cluttered? Just as a candidate’s outfit should create a professional first impression on the interviewer, the physical office space should create a professional first impression on the candidate. Use the office space to sell the candidate on the job. Reserve the best conference room available, and showcase selling points such as new technology or state-of-the-art workspaces. Make sure that clutter is out of the way and that the office is on its best display.

    Greet them warmly when they arrive.

    Prep all staff to receive the candidate warmly and professionally – few things are more disorienting to a candidate than a receptionist who was not expecting them and has to fumble to figure out where to send them. While some firms ask candidates to fill out forms when they arrive for an interview, try to minimize paperwork, as it eats up valuable interview time. Expect them to arrive 5 to 15 minutes early and be prepared accordingly.

    Hiring managers - interview prepWhen they arrive, offer them bottled water, coffee, or tea. Instead of having the receptionist send them to find the office through an unfamiliar building, walk down to meet them personally. Make pleasant small talk on the way up to the office, and compliment them on something. The interview should be in an office or private conference room, and all devices should be switched off or silenced. Have their resume printed out and a notepad ready for jotting down a few notes.

    It is a nice gesture to give the candidate some printed materials to review after the interview, or even some small company-branded items.

     

    Balance talking and listening.

    In interviews, the person who does the most talking usually has the most positive impression of how the interview went. Aim for a 50/50 balance of talking versus listening.

    Resist making a snap judgement in the first 3 minutes, which is the time that the subconscious usually kicks in to make a “gut decision.” Open with some friendly selling points about the job and the company that the candidate may not have discovered during their research, and avoid the temptation to open with hard-hitting questions. Stay positive, and get a complete understanding of the candidate’s history, work style, and accomplishments. Have a strategy and an outline of which questions to ask.

    Salary is best discussed through the recruiter. Verify the candidate’s current compensation if necessary, but do not negotiate in the early stage. The candidate does not yet know if they want the job. The point of this meeting is to gather information and to make the candidate want the job.

     

    Afterwards

    At the end of the interview, clearly articulate the next steps and the timeline. Follow up with the recruiter within an hour of the end of the interview to discuss how it went.

    The overall point of the hiring cycle is to decide whether a candidate is a good fit for the organization, but the goal of an interview is to make the candidate want the job. A hiring manager might get all the information that they need to make a decision, but if the interview turns the candidate off, there is no chance of a hire. Presenting the job in the most positive light will attract the best candidates and encourage a high level of motivation from day one.

     

    Hiring soon? Set up a free consultation with us at info@bluesignal.com.

    Filed Under: Blog Posts Tagged With: candidates, hiring, hiring manager, hiring process, how to, how to interview, interview etiquette, interview prep, interview skills, interview tips, interviewing, recruiters, tips

    3 Reasons Good Candidates Can Give Bad Interviews

    August 4, 2016 by Lacey Walters Leave a Comment

    The cost of a bad hire is substantial, sometimes up to three times the employee’s annual salary. The interview process is one of the only sources of information for an employer during the hiring process. Unfortunately, it is not a foolproof way to judge a candidate’s fit.

    Interviewing and job performance often use totally different skill sets. Sometimes a terrible candidate interviews very well. Good candidates sometimes give bad interviews. It can be difficult to tell the difference. Look for these signs that the candidate may be a good employee who gave a weak interview:

     

    1.  The candidate has not interviewed in years.

    When companies are filling a permanent role, they generally want someone stable with a history of long-term commitment to employers. Committed job candidates can easily go 10 years or more between interviews. Even if they are highly qualified and experienced, their interviewing style may be lackluster or outdated purely due to lack of practice.

    What to do: Keep in mind that a candidate who interviews extremely well could be a serial interviewer. Target specific accomplishments, tasks, action items that the candidate can prove from past roles. Be wary of candidates who love to talk theory and buzzwords but cannot back them up with quantifiable achievements.

    good candidates, bad interviews - candidate is nervous

    2.   Interviewing skills are not the same as job skills.

    For most jobs, interviewing is an entirely different skillset than the skills necessary to do the job. Some candidates have outstanding experience and qualifications, but they may not be able to sell themselves as well as a routine job-hopper/interviewer. In people-oriented or customer-facing jobs, candidates should have strong interviewing and communication skills. People in technical roles with low interaction may have less experience with the complex communication skills that come into play during an interview.

    What to do: Keep in mind that interviewing well is not the same as performing well, especially for roles that are technical in nature. Focus on the actual job qualifications and look for measurable past achievements that demonstrate good job performance.

     

     3.  The candidate is nervous.

    Many interviewees have trouble relaxing and accessing their long-term memory during an interview, even with dedicated preparation ahead of time. A candidate may feel nervous because they are sincerely excited about the job opportunity and want to perform well in the interview.

    Sometimes a candidate may just be having a bad day despite their efforts to put their best foot forward. There may have been terrible traffic on the drive to the interview or a stressful event in their personal life. While it is important for a candidate to put aside their emotions and focus on the job, the reality is that life sometimes throws difficulties in the way.

    What to do: Recognize that an interview is a highly artificial conversation, and that everyone involved has a lot at stake. In the first few minutes of the interview, set the tone of the interview with a few open-ended, easy questions. It is worth spending a few minutes putting a nervous candidate at ease if it means getting excellent answers later in the interview and making the right hire.

     

    True warning signs of a bad employee:

    Analyze poor or bad interviews carefully. Not all interviewing mistakes are due to nervousness. Watch out for these red flags, which indicate pervasive character problems:Blog - good candidates bad interviews - bad mouthing

    Bad-mouthing
    There is no excuse for belittling colleagues, employers, or even company initiatives during an interview.

    Inappropriate or rude jokes
    Candidates who cannot or will not respect professional boundaries are a dangerous liability.

    No goals 
    Some candidates stumble depending on how the question is asked, but if a person cannot give any concrete goals or plans for the future, they likely struggle with motivation.

    Complaining, whining, negativity
    Everyone runs into difficulties and stress at some point in their careers, but if a candidate cannot set aside their past grievances for even an hour while interviewing, they are probably a chronic complainer.

    Playing the victim
    Some people truly have been victimized in past jobs, but be wary of candidates who refuse to take responsibility for past mistakes or failures.

    Selfishness, focused on stuff and benefits
    Money and benefits are important but should not dominate an interview. An interview should focus on whether a candidate and employer are a good fit for each other.

    Defensive or argumentative responses
    This shows a lack of respect for authority and an unwillingness to take criticism.

    Dishonesty and “white lies”
    A candidate who is dishonest during an interview will continue the behavior after getting the job. Do not put the company at risk of a liability issue due to dishonest behavior.

     

    One final tip:

    Ensure that the company’s hiring process is designed to attract top talent. Hiring managers are more likely to make a bad hiring decision when they are rushed, under-prepared, or untrained in interviewing skills. Bad hiring processes lead to bad hires, which are expensive and damaging to morale. The hiring manager guides the interview, not the interviewee. Be prepared.

    After making a hire, give the employee the tools to succeed right away. Managers who leave new hires to fend for themselves will miss the chance to start new employees on the right foot.

     

    For more advice on interviewing effectively, contact us at info@bluesignal.com.

    Filed Under: Blog Posts Tagged With: bad interviews, good employee, hiring, how to interview, interview etiquette, interview skills, interviewing, job candidates, nervous, warning signs

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