ASHIF HAMZOOTTY’s Post

Three men go for a job interview. The first candidate goes in and gives the best job interview he has ever given. At the end on the interview the interviewer says, “You have shown yourself to be a great candidate, but can I ask you, have you noticed anything about me?” The candidate says, “Yes, you don’t have any ears!” The interviewer replies, “I’m sorry, I’m very conscious of my lack of ears therefore I don’t think you are the right person for the job.” With that the candidate leave the office still jobless. The next candidate goes in and gives the interview of his life, even negotiating a salary for more than the advertised rate. As the interview comes to a close, the interviewer asks the second candidate the same question as the first, “Do you notice anything about me?” Without hesitation the second candidate answers straight away, “Yes, you don’t have any ears!” Again the interviewer responds, “I’m very sensitive about my lack of ears, therefore I do not think you are the right person for the position.” And with that the second candidate leaves. As the final applicant gets ready to go in to the office, the man leaving says to him, “Good luck with the interview, but a word of advice, don’t say anything about the lack of ears.” And with that the final candidate enters the office. After a great interview, the same question is asked to the third candidate, “Do you notice anything about me?” The candidate pauses, thinks for a moment and says, “Yes, you wear contact lenses.” The manager smiles and says, “Yes, I do, but how could you possibly know that?” The candidate replies, “Well you sure as hell can’t wear glasses…” ****** Interview techniques can be crucial when applying for a job. GLA’s employment brokers can help with the skills needed to get that job, be that though an updated CV, interview techniques and general do’s and donts’s. GLA are committed to finding jobs for ex-offenders and this is just one way in which we can help. We are always on the look out for partners to help with this challenge and will always listen to fresh ideas. Or to put it another way….. We’re all ears….

Interview Prep Goes Both Ways ABC Company used to put interview preparation solely on candidates - they expected applicants to impress the interviewers but didn't think much about their own role. This one-sided perspective changed when they interviewed a star candidate named Michael for a sales manager opening. From the moment Michael arrived, he carefully observed office interactions, the environment, and ABC Company's employer branding. During the interview, he asked thoughtful questions about management style, growth plans, and organization culture. Later, Michael admitted these factors would heavily influence his decision if ABC Company extended an offer. He had scrutinized the full experience, not just his answers to their questions. This opened ABC Company's eyes to the two-way nature of interviews. Candidates evaluate everything around the process - from scheduling coordination to parking logistics to the vibe of front desk staff. Their employer assessment starts immediately. ABC Company realized to attract top talent like Michael, they needed to meticulously prepare the experience from the candidate perspective. Now they ensure the office sparkles, provide interview agendas, give behind-the-scenes tours, and share compelling materials on culture and mission. The more warmly and thoughtfully you welcome candidates, the more likely preferred applicants will accept offers. Michael taught ABC Company that interviews are a critical recruiting experience, not just an evaluation. They saw how preparation and polish on the company side is equally essential when vying for great talent.

Common Lies Candidates Tell During Interviews and How to Catch Them Interviews are crucial for assessing potential employees, but some candidates may resort to dishonesty to secure a position. Here are some common lies told during interviews and strategies to uncover the truth: 1. Exaggerating Skills and Experience The Lie: Candidates may claim proficiency in skills they barely possess or exaggerate their role in previous projects. How to Catch It: a.) Ask for specific examples of how they've applied these skills in past roles. b.) Request a brief demonstration or test of critical skills during the interview process. c.) Use behavioral interview questions to delve into their actual experiences. 2. Fabricating or Embellishing Employment History The Lie: Some candidates may invent jobs, extend employment dates, or claim false job titles. How to Catch It: a.) Conduct thorough background checks and employment verifications. b.) Ask detailed questions about their responsibilities, team structure, and specific projects at each role. c.) Pay attention to inconsistencies in their timeline or vague responses about past employers. 3. Dishonesty About Education The Lie: Candidates might claim degrees they haven't earned or exaggerate their academic achievements. How to Catch It: a.) Require official transcripts or degree verifications. b.) Ask specific questions about coursework, projects, or thesis topics related to their claimed degree. 4. False Reasons for Leaving Previous Jobs The Lie: Candidates often sugarcoat their reasons for leaving previous positions, especially if they were fired or left on bad terms. How to Catch It: a.) Ask follow-up questions about their relationships with previous employers and coworkers. b.) Pay attention to nonverbal cues when discussing past employment. c.) Consider contacting previous employers (with the candidate's permission) for more insight. 5. Inflating Salary History The Lie: Some candidates may inflate their previous salary to negotiate a higher offer. How to Catch It: a.) Request W-2 forms or pay stubs if salary history is a factor in your hiring decision. b.) Research industry standards for similar roles and experience levels. By being aware of these common deceptions and employing strategic questioning and verification techniques, interviewers can more effectively separate fact from fiction and make informed hiring decisions.

Interview Prep Goes Both Ways ABC Company used to put interview preparation solely on candidates - they expected applicants to impress the interviewers but didn't think much about their own role. This one-sided perspective changed when they interviewed a star candidate named Michael for a sales manager opening. From the moment Michael arrived, he carefully observed office interactions, the environment, and ABC Company's employer branding. During the interview, he asked thoughtful questions about management style, growth plans, and organization culture. Later, Michael admitted these factors would heavily influence his decision if ABC Company extended an offer. He had scrutinized the full experience, not just his answers to their questions. This opened ABC Company's eyes to the two-way nature of interviews. Candidates evaluate everything around the process - from scheduling coordination to parking logistics to the vibe of front desk staff. Their employer assessment starts immediately. ABC Company realized to attract top talent like Michael, they needed to meticulously prepare the experience from the candidate perspective. Now they ensure the office sparkles, provide interview agendas, give behind-the-scenes tours, and share compelling materials on culture and mission. The more warmly and thoughtfully you welcome candidates, the more likely preferred applicants will accept offers. Michael taught ABC Company that interviews are a critical recruiting experience, not just an evaluation. They saw how preparation and polish on the company side is equally essential when vying for great talent.

Let's Abandon Interviews! #IanTheHRPro The hiring process in many organizations is becoming the first red flag for toxic workplaces. This is amplified in the public sector because of the need for Unions. Bad employers force employees to form a union. Then, both sides dance around the master agreement that they mutually agreed upon. The article below critiques the UK's public sector recruitment process for senior roles, arguing that traditional interview formats may not effectively identify the best candidates. Typically, candidates are shortlisted and interviewed by a panel, focusing on competency-based questions and presentations. However, this approach has been criticized for being impersonal, lacking depth, and feeling like a "tick box" exercise, contrasting with the private sector's more engaging interview styles. The author, Martin, suggests abandoning the standard 45-minute interview, noting that some candidates may need more time to demonstrate their strengths. He advocates for a conversational interview style, which allows a deeper exploration of candidates’ qualities. Instead of rigid formats, he proposes two discussions with different members of a four-person panel to better assess candidates' interests and potential. The article also highlights bias in interview processes, where panel members may favour candidates who resemble themselves. Martin advises making interviews just one part of a comprehensive selection process. This process should start with an evidence-based review of candidates' past achievements and include pre-interview conversations. He emphasizes flexibility in questioning to assess individual strengths and weaknesses accurately. https://lnkd.in/g6Q5Fwci

Recruitment consultants are great for coaching candidates for job interviews and it’s a crying shame that you can’t pay them to sit the interview for you (or can you…) But their pep talk will skirt around the negative and focus on how to answer that elephant trap question “…and what is your biggest weakness?” I’ve previously offered my wisdom on “how to have great hair, smell real good and shake a hand properly” because they don’t teach you those interview essentials in school, just the boring geography and IT stuff What I haven’t done is touch on the subject everyone wants to forget: what is your worst interview experience, the horror stories that recruitment consultants don’t want you to hear? Maybe you drank a bit too much Dutch courage, swore at the interviewer, shook their hand a bit too enthusiastically and caused them permanent ligament damage; didn’t blink once during the entire interview because someone told you “make sure you maintain good eye contact”; or froze like a frightened rabbit, unable to articulate how you would add value to their brand; or maybe you cried and called the interviewer “mummy” Yes, we’ve all been there - attempting to hone our skills in search of the perfect job, or at least any job Me? Well my early jobs (McDonalds, Asda, door-to-door sales of alarms, and Sainsbury’s) didn’t even require interviews. Just rocked up However I flunked a summer job interview with the local council cafe. They wanted to know where I saw myself in the cafe in 3 years and me telling them “over there as a lawyer, drinking a cuppa” was apparently the wrong answer And I crashed and burned after being asked to present a 30 minute speech on “How can you increase the business of this firm” - but then again why should I give up all of my secrets? The worst experience though was when I signed up to all the local temping agencies and fancied myself in a cushy office job. They immediately put me in front of a computer and told me to take a typing test. 5 excruciating minutes later I was politely informed “maybe you’re best suited to a manual position” and they put me forward for a labouring position in a powder-coating factory What is your horror interview and what tips for interview success do you have?

We spend a lot of time instructing our candidates on how they should best prepare for interviews. An often-overlooked cog in the recruitment wheel is making sure that INTERVIEWERS are equally as prepared. We once worked with a lawyer who, when interviewing for us at a multinational company, told me that the interviewer (a well-known General Counsel) had done zero research into them as a candidate. No idea where they worked, or which area of law they specialised in. No thoughtful questions. A half-hearted, uninspiring run-down of the company and why that candidate should want to work there. That's simply not good enough in a competitive talent market. Interviewers should, at the very least: 💥 Think about what they're looking for. What do they need from a technical perspective? What type of personality would suit the role/team? It's also important to be flexible on this. You can't expect every candidate to fit the bill perfectly. 💥 Spend time reading the candidate's CV. Understand their career history, technical experience, and anything else that might drum up a bit of conversation (do they have any mutual connections? What are the candidate's interests outside of work?). Show the candidate that you've done your research, and you care. 💥 Think of some specific questions they'd like to ask. These can be related to the CV, or general in nature, but they should all serve a purpose. Make those questions relevant. Don't ask lawyers which animal they'd like to be for a day... 💥 Be prepared to SELL. This is the big one. There's still a lot of GC's and Partners out there who need to hear this - not every candidate is dying to work at your company. Times have changed. Candidates have options, and they have standards. You need to be able to SELL to them. What opportunities will they be afforded at your company? What makes you a good manager? Why is this role good for THEM? I'm not suggesting candidates have all the power in this dynamic, but the art of SELLING is crucial in the recruitment process. If you can get those points right, you'll give yourself the best possible chance of attracting top quality lawyers in a competitive market.

Common Lies Candidates Tell During Interviews and How to Catch Them Interviews are crucial for assessing potential employees, but some candidates may resort to dishonesty to secure a position. Here are some common lies told during interviews and strategies to uncover the truth: 1. Exaggerating Skills and Experience The Lie: Candidates may claim proficiency in skills they barely possess or exaggerate their role in previous projects. How to Catch It: a.) Ask for specific examples of how they've applied these skills in past roles. b.) Request a brief demonstration or test of critical skills during the interview process. c.) Use behavioral interview questions to delve into their actual experiences. 2. Fabricating or Embellishing Employment History The Lie: Some candidates may invent jobs, extend employment dates, or claim false job titles. How to Catch It: a.) Conduct thorough background checks and employment verifications. b.) Ask detailed questions about their responsibilities, team structure, and specific projects at each role. c.) Pay attention to inconsistencies in their timeline or vague responses about past employers. 3. Dishonesty About Education The Lie: Candidates might claim degrees they haven't earned or exaggerate their academic achievements. How to Catch It: a.) Require official transcripts or degree verifications. b.) Ask specific questions about coursework, projects, or thesis topics related to their claimed degree. 4. False Reasons for Leaving Previous Jobs The Lie: Candidates often sugarcoat their reasons for leaving previous positions, especially if they were fired or left on bad terms. How to Catch It: a.) Ask follow-up questions about their relationships with previous employers and coworkers. b.) Pay attention to nonverbal cues when discussing past employment. c.) Consider contacting previous employers (with the candidate's permission) for more insight. 5. Inflating Salary History The Lie: Some candidates may inflate their previous salary to negotiate a higher offer. How to Catch It: a.) Request W-2 forms or pay stubs if salary history is a factor in your hiring decision. b.) Research industry standards for similar roles and experience levels. By being aware of these common deceptions and employing strategic questioning and verification techniques, interviewers can more effectively separate fact from fiction and make informed hiring decisions.

Once in a while I go through interviews. Not to find a better career opportunity but to see and "feel" the recruitment market. To be honest, 8 out of 10 times I am unpleasantly supsrised. And I get why many candidates have bad recruitment experience😥 In my opinion (and how I train junior recruiters), these are the basics in the interview process: 1. Have a structure📃 Introduce yourself (trust me, most of the candidates don't remeber your name from that 1 email you've sent them😁 or, if you work with an international market, a candidate might not know how to pronounce your name correctly). Give a brief on your company, what would be the flow of the conversation. 2. Prepare a brief on the role discussed🖊 How many times a had to guide a recruiter through the interview just to get the basic information on the role! You have to give an overview of the team structure, the manager, responsibilities and main tasks. Without it you offer seems blank. 3. Ask right questions❓ What is important for the role? How can you evaluate the candidate? Criteria should be clear and discussed with the Hiring Manager prior your search. I've had a recruiter ask me what do I do in my free time. My answer was a direct question back: "What do you want to find out about me with this question regarding the role discussed?" 4. Guide the candidate🌟 Answer their questions, highlight next steps and deadlines on feedback. There's nothing worse than sitting around as a candidate and waiting for... What? Feedback? Next interview? When? With whom? 5. Get back to your candidates⏳ It applies for all: -You have a positive feedback from the Hiring Manager -> congrat your candidate, describe next steps or let them know the job offer is coming! -You have a negative feedback from the Hiring Manager -> I am not saying every recruiter has time for detailed feedback for every candidate. But you sure have time to at least send that generic email "Hi! Unfortunately not today and not for this role but we'd like to stay in touch!". I think I can say for most candidates in would be better than absolute silence from the company. -You don't have any feedback from the Hiring Manager -> be honest, reach out to the candidate and ask for more time. This touch point can be crutial for staying on good terms and keeping warm relations. Am I missing something?🤔 What would you say you lacked in your recruitemnt process and collaboration with a recruiter?

Dear Employer Stop ghosting post interview And use these phrases instead Employers should strive to maintain professionalism and transparency when communicating with job candidates, even if they decide not to move forward with their application. Here are some examples of what an employer can say instead of ghosting a job aspirant: "Thank you for taking the time to interview with us and for your interest in joining our team. After careful consideration, we've decided to move forward with other candidates whose qualifications more closely match our current needs. We appreciate your interest in [company name] and wish you the best of luck in your job search." "I wanted to follow up and provide an update regarding your application for the [position title] role at [company name]. While we were impressed with your qualifications and experience, we've decided to pursue other candidates whose skills better align with our requirements at this time. We appreciate your interest in our company and wish you success in your future endeavors." "Thank you for your interest in the [position title] role at [company name]. We've carefully reviewed your application and interviewed several candidates for the position. After thorough consideration, we've decided to move forward with another candidate who we believe is the best fit for the role. We appreciate the time and effort you've invested in the interview process and wish you success in your job search." "I wanted to reach out and provide an update on the status of your application for the [position title] role. While we were impressed with your qualifications and experience, we've ultimately decided to pursue other candidates who we believe are better suited for the position. We sincerely appreciate your interest in [company name] and wish you the best in your future endeavors." "Thank you for your interest in joining our team at [company name]. After careful consideration, we've decided to pursue other candidates for the [position title] role. We appreciate the time you've invested in the interview process and your enthusiasm for the opportunity. We wish you continued success in your job search and hope our paths may cross again in the future." These messages demonstrate professionalism, respect, and consideration for the candidate's time and effort invested in the application and interview process. Providing closure and feedback, even if it's a rejection, helps candidates move forward with their job search and leaves a positive impression of the company's recruitment process. Dr.Shivani Sharma #softskillstrainer