Tag Archives: interviews

guest blogger, Interviews, Project Management Interviews

How to Assemble an Effective Interview

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There’s no “one size fits all” mold for conducting job interviews. Every industry and every job within those industries has its own qualifications and requirements. Still, there are a few ways to ensure your interview process contains the elements needed to separate strong and weak candidates.

Trust the interviewer

One often overlooked aspect of an interview is whether or not the person conducting it is qualified. This isn’t to say that you need to start interviewing you interviewers. Rather, assembling a panel of workers who offer diverse perspectives can lead to a broader understanding of whether or not a candidate is right for the opening.

For example, a wholesale makeup distributor is looking for a new warehouse manager because the old manager is transferring. The problem is the person in charge of hiring decisions deals much more with the product and customer side of the business than the behind-the-scenes dirty work. Therefore, this person might ask the previous warehouse manager as well as someone in HR to sit in on the interview and perhaps participate.

Each person on the panel can then judge each interviewee based on their own knowledge and experience with the company, making for a more informed decision. The HR manager may love a candidate’s people skills, but the previous warehouse manager thinks a lack of forklift experience could lead to problems. Second and even third opinions can offer insight that might not be apparent with a one-on-one interview.

Throw out some curveballs

If nailing the interview is the most important part of landing a job, then you shouldn’t make it too easy for candidates to supply formulaic and often rehearsed answers. That’s why it’s important to include a few questions aimed at taking the interviewee out of his or her comfort zone. Asking an out of place question allows the interviewer to see how a candidate is able to improvise, which is often an important part of any job.

If you’d prefer not to ask a random question to keep candidates on their toes, putting through a creative test or exercise might help you reach the candid response you are looking for. For instance, the makeup company looking for someone to work in sales might put candidates through an improvisation selling exercise. But because job seekers will be prepared to talk about the key product, in this case makeup, it would be wise to choose something out of the ordinary.

Give your interviewee a child’s toy or a bag of trail mix and then ask for their pitch. These kinds of tests, which have no “right” answers, put candidates on the spot and display the candidate’s problem solving skills.

Offer interview training

Just as there are strategies to impressing your interviewer, there are also ways to improve the way you interview. You might find it advantageous to require those making hiring decisions to read interview books in preparation or attend training sessions led by HR professionals or consultants.

Hiring Manager, Project Management Certification, Transferable Skills

Project Management Frustrations – PINO

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An interesting and often frustrating subject when carrying out project management recruitment has to be buzzwords – over the years I have discussed employers’ requirements for project management jobs and been asked the dreaded qualifications question. Now I believe in a balanced and proactive approach to gaining experience and qualifications in project management. After all, a true professional should be keeping abreast of effective methods and as part of their continuous professional development (CPD) training and studying is expected. However in most organisations, a pragmatic approach to implementing and following PM structures is common place – which is how the methods are anticipated for use by the authors and bodies. There are many PM badges available and those who are successful in the PM field tend to dip in and out of a number of methods for delivery and supporting project delivery.

When an employer is looking for a new project management professional they will usually create a job description which includes a number of core competencies and required experience – however for years now a great deal of these employers will ask for PRINCE2. When asked if they use this structure they often say no, but they want someone who has the certification as this means they are qualified. I have pushed back on this preconception dozens of times and only on a few occasional have the hiring managers or HR actually understood that experience counts for more than just a certificate. I have dealt with hundreds of candidates who have no PM experience but have taken their PRINCE2 qualification in the hope of getting a job in project management. Equally I have spoken with hundreds of project professionals who have a great deal of demonstrable experience in delivering / supporting often complex projects and programmes but have no PM related qualifications. I know which I would rather have responsible for my expensive projects.

Don't follow sheepWhy is PRINCE2 so commonly asked for from employers who do not use the method?

Because it is a buzzword – PRINCE2 has been very well marketed over the years, and as such it has gained popularity within the PM field. Just like MP3 players are referred to as iPods, not all are actually the genuine article but the fantastic marketing of Apple has ensured iPod is a household name for personal music playing devices. Therefore if you look up project management on search engines – you guessed it, PRINCE2 pops up straight away. I can understand to a point why employers will then assume that this is the standard for PM professionals but more education is required for the hiring managers to ensure they are not losing out on exceptional candidates just because they don’t tick that box. The use of PINO (Prince In Name Only) needs to be addressed after years of use and a better understanding of what structures are used (and required) still needs clarifying when writing job descriptions.

There are a number of project management specific recruitment agencies available in the UK – if you are an employer who is looking for a new project management professional to join the team, it is well worth talking to one or more as a sounding board and to assist you in understanding your actual needs.

 

Careers Advice, guest blogger, Interviews

How Body Language Makes or Breaks an Interview

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We may think that what we say in an interview is most important, but how we say it is what really counts. A famous study, known as the 7-38-55 rule, states that 7% of a message is conveyed through words, 38% is through tone of voice, and a whopping 55% is conveyed by body language (Wisebread.com). How you move your hands or hold your posture can therefore be deciding factors in whether you get the job. Here are three pointers to keep in mind during your next interview.

Handshake

Our first impressions really do count. According to Wisebread.com, studies show that many employers can spot the right candidate in the first 30 seconds! The way you introduce yourself is, therefore, pivotal. Everyone knows to make eye contact and not to shake hands limply, but research shows that the most important factor is, in fact, making palm-to-palm contact, not necessarily firmness. According to Patti Wood, author of SNAP: Making the Most of First Impressions, people who shake with only their fingers (not the full palm), are perceived as trying to hide something (Money.USNews.com).

Shake hands

Mind your Head

Although agreeing with what your interviewer has to say is recommended, excessive nodding is not. Studies show that over-enthusiastic head bobbing comes across as too eager to please, and even weak. What’s more, if you’re just blindly nodding the whole time, your interviewer could catch you off-guard by asking you to explain why you agree with a particular point. If you haven’t been listening, you’ll look like a moron. According to Forbes, you should only nod once or twice in agreement, while adding a smile. Remain centred and focused on what’s being said at all times.

Mirror on the Wall

According to Wood, an easy way to subliminally convince your interviewer that you’re The One is to mirror what they do. The key is not to imitate everything (that would be weird), but to just subtly copy them. For example, lean slightly in the same direction or smile when they do. Wood also suggests that you start mirroring right at the beginning of the interview, as this will put your interviewer at ease and make them feel comfortable with you. They should get to like you, right off the bat (Money.USNews.com).

When preparing for an interview, not only is it vital to think about what you’re going to say, but it’s also important to practice how you’ll come across. Sometimes it’s hard to be aware of our body language, as most of it is unconscious. So, it’s advisable to look at your actions in front of a mirror, or do a practice round with a friend. Most importantly, try to remain calm, and, hopefully, put your best foot forward.

Written by Ang Lloyd on behalf of Dynamics Careers, a niche job board that specialises in Microsoft Dynamics jobs.

guest blogger, Hiring Manager, Interviews

Interview Tips for the Employer

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Being on the employer side of business instead of the one searching for a job can make it seem as though you’ve got all the advantages.

However, finding the right employee for your organisation is a tricky proposition. Not only will you have to carefully read between the lines of your prospect’s CV, you’ll have to determine if he or she is a correct fit for your organization.

What’s more, each applicant will have to be evaluated as to their potential longevity with the company. The last thing you want to do is spend a large amount of time screening a pool of applicants, painstakingly select the perfect one, train them for months, and then have them leave you within a short period of time.

Once you’ve determined the unique needs and requirements of the position and your strategy for selecting the ideal candidate, it’s time to focus on the interview process. While there are many interview guides for job candidates, employers as well can suffer from lack of knowledge regarding interview techniques and etiquette. Many executives actually become quite nervous at the idea of meeting and greeting a candidate.

Assuming you’ve screened candidates properly, and are awaiting a meeting with an excellent prospect, there are several tips to follow for a great interview.

Make a Good First Impression

Remember that the candidate is also screening your company for an appropriate fit. Be sure to have a tidy, clean space for receiving your candidate. Organise any loose papers neatly in lever arch files to eliminate clutter, and offer water or coffee. Dress in professional clothing (appropriate to your industry) and introduce yourself in a friendly manner, stating your full name and title. You may chat a bit about the weather or other neutral subjects but try to keep small talk to a minimum.

Prepare in Advance

A good candidate will arrive well-prepared for the interview and you should do the same. Take the time to become acquainted with his or her CV and make notes to yourself about which points you’d like to learn more about. Being prepared with a lever arch file of carefully listed questions will help reduce any anxiety you may have about the meeting as well.

Interviews

Ask Smart Questions

Your questions should help you relate your candidate’s knowledge, skills and abilities to the requirements of the position. Asking open-ended questions will allow him or her to expand upon certain subjects. It is fine to ask about past failures and how they were handled, or ask about why he or she is seeking a new job, but don’t try to trap them or test them under pressure. Record answers carefully and file them (along with your candidate’s CV) in a lever arch file for quick reference.

End on a Positive Note

Each and every candidate should be treated kindly and respectfully even if you know from the beginning you won’t be offering them the job. Thank him or her for their time, and advise them as to where you are in the hiring process so they’ll know when to expect a response from you. Once you’ve selected a candidate for a job offer, be sure to contact each person you interviewed to let them know that the position has been filled. You may also provide feedback, upon request, to those not selected.