Anthony Sharp’s Post

This is so true! I've had some candidates who were rude or came off as over confident and those candidates don't get represented to my clients. Some of the candidate blunders in the article can be prevented with solid interview preparation chats. Sometimes however, it doesn't matter how much you prepare someone, they go off the rails. I like the Iguana in the interview in this article ha-ha! Do you have any good interview blunders you or another candidate have been involved with to share?? I'd love to hear them! #staffingsolutions #staffingindustry #staffingservices #staffingandrecruiting #staffingagency #staffing #recruiting #recruitingagency #recruitingtrends #recruitingfirm #recruitingpartner #jobmarkettrends #jobmarketinsights #jobmarket #jobtrends #industrytrends #industryinsights #worktrends #workforcetrends #markettrends #labortrends #labormarket #interviews #interviewing https://lnkd.in/gD2trA_n

Gone are the days when job interviewers and recruiters were held in awe, and interview questions were kept in hush secret among HR managers and the hiring teams. (That was during the era of the baby boomers, the Gen Xers and perhaps to a lesser degree, some early Gen Yers included.) In today’s market, giving job interviewees some pertinent interview questions in advance is a fair proposition. This practice could help interviewees reduce anxiety and interviewers gain insights into interviewees’ skills, attributes and experiences. Being transparent in the interview process shows you as a fair, empathetic and professional organisation, worth ‘fighting’ for. Don’t you think going for a job interview is similar to being invited to a business or staff meeting? You, the host, or interviewer, needs to submit an agenda, and the attendee (or interviewee) needs to prepare data and input for a productive meeting. Hence, the value of having the interview questions in advance, and engaging in healthy dialogues with spot-on candidates who could potentially be your future employees. It’s a Win-Win situation!

🤔 I'm intrigued to hear what others think about this... John Lewis are revealing their interview questions to candidates. Would you do the same? On one hand, I can certainly see the benefits. Interviews are a skill and being good or bad at them, doesn't necessarily correlate with whether a person is good or bad at their role. Nerves play a factor (huge for some!) whilst some roles mean no other experience in the day-to-day resembles anything like an interview. Recruitment processes are somewhat baffling too when you think about it! You spend just a few hours trying your best to get to know someone, their experiences and their personality in an adversarial setting, whilst comparing all those that take part. It's little wonder that candidates find them difficult and may not perform at their best. In this context, it makes sense to provide people with every opportunity to thrive. After all, it's in your best interests to hire the right person. On the flip side though, how will interviewers know how genuine an answer is? With the questions available beforehand candidates can commit answers to memory, embellish or even use services like ChatGPT to create them. Does this format simply favour memory recall over interview technique as a skill? Is it simply fixing one flaw with another? Whilst there's a lot to be said for making candidates comfortable, there are also many roles that require employees to work under pressure, in situations they may not be able to prepare for. I don't like companies that spring surprises on candidates, like weird tasks not related to the role, but many people have been in a difficult meeting before, where you get questions you weren't expecting. It's certainly not unusual. Personally, I think the answer is somewhere in the middle. I like that John Lewis & Partners are doing something different to address a difficult recruitment market, but I think you can have the best of both worlds here. Perhaps have some standard questions across all candidates that are shared in advance, combined with specific CV related questions, to get a good mix. What do people think? Article: https://lnkd.in/dsTsEdVy --- Robyn and Lauren particularly keen to hear your thoughts as two recruitment/HR people I've worked with over the years!

The retail giant John Lewis hopes to make its interview process fairer by giving applicants the interview questions ahead of the interview. I'm thinking this a great way of interviewing candidates for job types that require consideration, rather than assuming the role needs the applicant to think on their feet, but should it be used for all roles? With the rehearsing of questions already common place for interviews are they really doing anything that is deemed to hinder the screening process? Is this a positive in helping nervous candidates and making the process more inclusive, or is this just aiding those who are already rehearsed in answering stock questions to churn out the same old blurb thus failing to uncover the true personality, skills, attributes etc of the candidates. As a recruiter I'm really interested to hear what my connections think. Questions in advance or save them for the interview? Pro's and con's? #interviewprocess #recruiting #diversityandinclusion

An interesting take on the subject of interviews. Could providing interview questions in advance be the future of recruitment? Whilst it’s easy to think this will never catch on, I think there I are plenty of positives. If nothing else, you will have an excuse to standardise the assessment process and enhance the candidate experience. Recruiters and Candidates - what do you think? #interviewing #recruitment #talentacquisition #jobsearch #gethired #candidateexperience

Have you found yourself conducting interviews without any guidance or training on best practice? This blog is for you 🫵 Years ago, I was asked to support with conducting interviews for another area of the business I worked for. I had no understanding of what we were looking for and had never interviewed before. I probably covered every mistake on this list 😣. Did I give the candidate a good experience? Probably not... If you can relate, give our latest blog a read and familiarise yourself with the common mistakes and how to avoid them. #interviews #interviewing #candidateexperience

We recently shared a blog on the five common mistakes that candidates make at interview stage. Now it's time to turn the tables...👀 Are these simple mistakes costing you top talent? 👇 From housekeeping and timekeeping to reducing bias, remember if your candidate is interviewing for multiple companies, they'll be using their experience to help make their final decision. Are candidates turning down your job offers? Take a few minutes from our day to read our latest blog. https://lnkd.in/ed5TMCqM #interview #interviewer #toptips #recruitment #recruiting #candidateexperience

Certain interviewers opt to pose typical and widely-used questions provided by HR. The prevalence of candidates preparing for these interviews, knowing the questions beforehand, could either facilitate or complicate the interviewer's ability to maintain impartial judgment. Conversely, candidates often feel compelled to respond in alignment with the recommended narrative from recruitment platforms and job board articles offering guidance on answering interview questions. A popular trend nowadays is the STAR interview format, which emphasizes storytelling over specific skills and knowledge required for the job performance. Even though this format allows job candidates to showcase their abilities and experiences through real-life examples, and makes their responses more engaging and memorable to interviewers, it is still hard to tell whether it’s actually working to the advantage of employers and employees alike. STAR stands for Situation, Task, Action, and Result, candidates structure their answers in this order. Which emphasized the saying “It’s not the product you sell, it is the story you tell.” This can effectively demonstrate their problem-solving skills, teamwork, leadership, and adaptability, or also allow the candidate to provide the exact answers the interviewer is looking for regardless of whether the candidate actually believes in them or not. Nevertheless, many employers appreciate this approach and find it helpful, as it provides them with a deeper insight into the candidate's capabilities and potential fit within the organization. Interviews can indeed be a challenging experience for both the interviewer and the candidate. The anticipation, nerves, and pressure that come with trying to make a good impression can make the process feel quite daunting. However, it's important to remember that interviews are simply a way for both parties to get to know each other better and see if there is a good fit. By preparing well, staying calm, and focusing on showcasing your skills and personality, you can navigate interviews with confidence. Remember, it's a two-way street - both the interviewer and the candidate have the opportunity to learn and grow from the experience. Need guidance? Reach out [email protected]

When you interview a potential hire, you're not only determining whether they will work out for you; the interviewee is determining if you work out for THEM. ⤵ It's easy to make mistakes, and people with decades of experience interviewing can tell you that. A mistake in an interview can damage a candidate's view of your organization... and draw potential legal consequences. ⚖ There are plentiful resources online teaching people how to ace interviews... but few are from the perspective of the interviewER. Read our blog on common mistakes interviewers may make that can deter excellent candidates. https://lnkd.in/e_Um2vhc A #BerniePortal tip? Send this blog along to your hiring managers, too. Especially those who are newer to the #recruiting aspect of their role. #Interviewing is fraught with #compliance requirements, and a simple slip-up could result in a swift Google search on #EEOC rules. #HRstrategy #interviewskills #interviewingtips #newmanager #HR #recruiters

Concerned that interview questions might be inadvertently screening out reserved yet highly capable candidates, some companies are opting to disclose questions in advance. But will this approach result in better hires, or merely attract candidates who can rehearse scripted responses? https://krnfy.bz/44rbySV #interview #jobsearch #careers