Global Consultings’ Post

Job Interviews: A Two-Way Street Job interviews are a significant investment of time and effort for candidates. They prepare extensively—researching the organization, crafting answers, and ensuring they present their best selves—often while balancing other responsibilities. But what happens when this preparation is met with irrelevant or unstructured interview questions? An interview should not leave a candidate feeling irritated, aggravated, or scared because of how questions were framed or delivered. While some organizations aim to assess how candidates perform under pressure, it’s worth considering: if the process is so overwhelming that it hinders candidates from showcasing their skills, is it truly effective? What’s worse is when this experience is followed by complete silence from the organization. Failing to communicate after an interview not only reflects poorly on the organization but also leaves candidates questioning their worth. Here’s what organizations can do to improve the interview experience and maintain professionalism: 1️⃣ Post-Interview Communication: Always inform candidates of the outcome, whether positive or negative. A well-crafted rejection email or letter provides closure and leaves candidates with a positive impression of your organization. 2️⃣ Honest Feedback: Whenever possible, share constructive feedback. Simple insights like, “We were impressed with X but needed more experience in Y,” can help candidates grow and understand the decision was based on tangible criteria. 3️⃣ Transparency with Internal Hires: If internal candidates are being considered, state this in the job posting. This sets realistic expectations and shows respect for external applicants’ time. 4️⃣ Impact on Candidates: Rejection can lead candidates to doubt their abilities. Emphasizing that a decision is about alignment with the role—rather than their worth—can help them stay confident. 5️⃣ Improved Interview Practices: Interviewers should be well-prepared to ask relevant, thoughtful questions and provide clear information about the role and organization. If internal hiring is likely, being upfront builds trust. Rejection is part of the job search process, but how it’s communicated can make all the difference. By prioritizing respect, transparency, and professionalism, organizations can ensure candidates leave with their dignity intact—even when the answer is “no.” Let’s work together to make interviews a fair and growth-oriented experience for everyone.

The 3 Most Surprising Mistakes People Make in Job Interviews Job interviews can be nerve-wracking, and many candidates prepare extensively to impress potential employers. However, in my experience interviewing 100’s of candidates over the years and now as a coach helping individuals prepare for critical job interviews, I have seen that even the most diligent interviewees can make some unexpected mistakes. Here are three of the more surprising pitfalls that can derail an otherwise promising interview. 1. Lack of Company Research One of the most common missteps candidates make is failing to thoroughly research the company or organization with which they’re interviewing. It’s surprising how many people walk into an interview without understanding the organization's mission, values, or recent developments. Interviewers often look for candidates who demonstrate genuine interest and alignment with the company’s goals. By not doing your homework, you miss the chance to connect your skills and experiences to the company’s specific needs. Take time to explore the company’s website, read recent news articles, and check their social media presence to come prepared with insights and questions that you can tie directly to both the role and the company. 2. Over-Preparation Leading to Robotic Responses Many candidates practice their responses to common interview questions so much that they end up sounding scripted and mechanical. This can create a disconnect with the interviewer. Interviewers prefer a more natural and engaging conversation. Instead of memorizing answers, focus on understanding the key elements of your experiences and how they relate to the job. In preparing, you can capture those in bullet points rather than writing out the full answer. That should help you recall what you want to say as well as speak more naturally plus you can adapt your responses based on the flow of the conversation. 3. Neglecting to Ask Questions Another surprising mistake is not asking questions during the interview. Many candidates focus solely on answering questions, forgetting that interviews are a two-way street. Failing to engage the interviewer with thoughtful questions can signal a lack of interest in the role or the company. Prepare a few insightful questions that reflect your curiosity about the team dynamics, company culture, or the challenges the organization faces. This not only demonstrates your enthusiasm but also helps you assess if the company is the right fit for you. Conclusion Job interviews are not just about showcasing your qualifications; they also provide an opportunity to engage with potential employers. By avoiding these surprising mistakes—neglecting company research, sounding robotic due to over-preparation, and failing to ask questions—you can enhance your interview performance and increase your chances of landing the job. Remember, authenticity and genuine interest can set you apart in a competitive job market. Happy interviewing!

How to Be Confident in Job Interviews Confidence plays a crucial role in job interviews, influencing both how candidates perceive themselves and how interviewers perceive them. Here’s a comprehensive guide on how to cultivate and demonstrate confidence during this critical process. Understanding the Importance of Confidence Confidence is not merely a personality trait; it can be strategically developed. In job interviews, confidence allows candidates to articulate their experiences and abilities more effectively. Employers often equate confidence with competence, making it essential for candidates to project self-assurance. However, it’s important to strike a balance; overconfidence can lead to perceptions of insincerity or arrogance. Preparation is Key To build confidence, thorough preparation is vital. Candidates should: Research the Company: Understand its mission, values, culture, and recent developments. Know the Role: Familiarize yourself with the job description and required skills. Practice Common Interview Questions: Prepare answers that highlight your qualifications while keeping them concise—ideally under 90 seconds. Mock interviews can also help identify weaknesses in responses and improve delivery. Identify Personal Barriers Focus on the Conversation Body Language Matters Non-verbal communication significantly impacts perceptions of confidence: Maintain Eye Contact: This shows engagement and sincerity. Strong Handshake: A firm handshake conveys assurance. Posture: Sit or stand up straight but remain relaxed; take up space without appearing rigid. Gestures: Use hand gestures appropriately to emphasize points but avoid fidgeting. Articulate Clearly Speaking clearly and at a moderate pace helps convey confidence. Avoid filler words like “um” or “like,” which can undermine your message. Instead, pause briefly when needed to collect your thoughts before responding. Dress Professionally Your appearance can influence your self-perception as well as how others perceive you. Dressing appropriately for the company culture not only boosts your confidence but also demonstrates respect for the opportunity. Prepare Questions for Your Interviewer Having insightful questions ready shows that you are engaged and interested in the position beyond just securing a job offer. This proactive approach enhances your image as a confident candidate who is genuinely interested in contributing to the organization. Conclusion: Embrace Your Value Ultimately, remember that you bring unique skills and experiences to the table. Embracing this fact will help bolster your confidence during interviews. The goal is not just to get hired but also to find a role where you will thrive professionally.

Is your resume failing to land interviews? Here's why: Your resume must pass two gates (that is, people) to get you that coveted screening interview. Each has different criteria: 1. The HR Recruiter: * Focuses on keywords and job description matches * Looks for "action verbs" and "quantitative results" in the bullets * But, and this is key, they are usually not an expert in the specific job * Generally, if you have done the role and have enough experience, they are unlikely to disqualify you, but they might put your resume at the bottom of the pile. * (The HR recruiter may have some "knockout" criteria as well, such as not having US work authorization or not meeting other location requirements that WILL disqualify you.) 2. The Hiring Manager * Usually an expert on the job itself * Cares much less about keywords - if you can show you're qualified in other ways (i.e., via your bullet points) they can infer you're qualified. * Assesses if you're a good candidate for the job based on whether you made an impact by solving business problems. Q: Between these two stakeholders, who is more important? A: The hiring manager, because they make the decision to interview you. Understanding - and making sure your resumes works for - these two different stakeholders can significantly boost your chances of landing that first interview. And focusing, in particular, on showing the hiring manager you are *worth* interviewing is critical. (Edit: Added a bullet about knockout questions) --- I can help you create a resume that shows your impact - with crystal clarity. I'm not like other "resume writers" who don't understand product management or depend on old resume rules (that never worked anyway). To learn more, book a free resume review call with me, using the "Make your resume amazing!" link in my profile.

New Post: 2024 Top Interview Questions to Ask Job Candidates: Sample Questions for a Successful Job Interview - https://lnkd.in/eRHvNr-5 Top Interview Questions to Ask Job Candidates: Sample Questions for a Successful Job Interviewhttps://lnkd.in/e9DYJy_S  Discover 2024 top interview questions to ask job candidates for a successful job interview.  ask in an interview insight into their experience and potential with this list of questions. Have you ever thought your interview questions could shape your company's future? As we move into 2024, job interviews have become a mix of science and gut feeling. I, as a seasoned hiring manager, have carefully chosen the top questions for hiring new employees. These questions go beyond just testing skills. They aim to show a candidate's true potential. My approach focuses on both checking qualifications and understanding a candidate's behaviors. This helps us see who will fit well in our company and add to our story. Through this, I've developed a set of questions that really get to know a person. These questions aim to reveal their professional heart, aligned with our values.1 In aiming for the best, it's crucial our interview process sheds light on a candidate's work style, how they handle conflicts, and their relationship with others. I ask about their career goals and what they hope to achieve with us. This helps me understand how they may grow with our team. As we look ahead to 2024, we also need to find out what skills and experiences each candidate brings. I ask questions that test their problem-solving and management abilities. The job market is changing, and so are our recruitment methods. We must make sure every person we hire doesn’t just fit today but helps build our future success. Key Takeaways Insight into 15 strategically designed interview questions geared towards 2024's hiring challenges. Integration of behavioral and scenario-based questions to evaluate candidate fit with company culture. Tactics for determining a candidate's potential for professional growth and long-term contribution. How to assess technical skills and problem-solving abilities pertinent to modern job roles. The significance of aligning the interview questions with the company's trajectory and values. Understanding the Essence of a Successful Interview In an effective hiring process, strategic questioning is key. I aim to make the interview a place where candidate engagement flourishes. This approach helps us understand the skills and fit of the interviewees well. Protect Your Business with LegalShield The Role of Strategic Questioning Interview techniques should help us see a candidate's ability to adapt and share our values. Questions about long-te

The Importance of Seriousness and Punctuality in Job Interviews: A Candidate's Perspective Job interviews can be challenging, and it’s frustrating when they aren't taken seriously by employers. Open walk-in interviews, where many candidates show up at once, often lead to problems that waste candidates' time and money. Here’s why it’s important to choose the right interviews and how to do it. Problems with Open Walk-In Interviews: 1. Poor Organization: Candidates often arrive on time only to find that the interviewers are late, or the process is chaotic. This shows a lack of respect for the candidates’ time. 2. No Proper Screening: With many candidates present, interviewers might not review each resume carefully. This can make candidates feel unimportant. 3. Too Many Candidates: With over 100 candidates, it’s hard for interviewers to give each person enough attention, leading to rushed and superficial interviews. 4. Wasted Time and Money: Candidates spend time and money to attend these interviews. When interviews are disorganized, this investment is wasted. How to Choose the Right Interviews: 1. Check Interview Details: Make sure the interview details are communicated through email and phone calls. Serious companies will provide clear information about the interview schedule and location. 2. Research the Company: Look up the company and read reviews from past candidates and employees. This will help you understand if the company is professional and values its candidates. 3. Ask for Confirmation: Request a formal email confirming the interview details. This shows that the company is organized and serious about the interview. 4. Evaluate Communication: Pay attention to how the company communicates with you. Prompt, clear, and professional communication indicates a serious employer. If responses are delayed or vague, reconsider attending the interview. 5. Focus on Quality: Instead of going to many open walk-in interviews, choose ones where you believe you have a good chance of success. Focus on interviews with employers who respect your time and qualifications. Job seekers deserve respect and proper consideration during interviews. By being selective about the interviews you attend, you can avoid disorganized and insincere hiring processes. Choose interviews with companies that value your time, provide clear communication, and take the interview seriously. This way, you can find a job with an employer who respects and values you as a professional.

How to Be Confident in Job Interviews Confidence plays a crucial role in job interviews, influencing both how candidates perceive themselves and how interviewers perceive them. Here’s a comprehensive guide on how to cultivate and demonstrate confidence during this critical process. Understanding the Importance of Confidence Confidence is not merely a personality trait; it can be strategically developed. In job interviews, confidence allows candidates to articulate their experiences and abilities more effectively. Employers often equate confidence with competence, making it essential for candidates to project self-assurance. However, it’s important to strike a balance; overconfidence can lead to perceptions of insincerity or arrogance. Preparation is Key To build confidence, thorough preparation is vital. Candidates should: Research the Company: Understand its mission, values, culture, and recent developments. Know the Role: Familiarize yourself with the job description and required skills. Practice Common Interview Questions: Prepare answers that highlight your qualifications while keeping them concise—ideally under 90 seconds. Mock interviews can also help identify weaknesses in responses and improve delivery. Identify Personal Barriers Focus on the Conversation Body Language Matters Non-verbal communication significantly impacts perceptions of confidence: Maintain Eye Contact: This shows engagement and sincerity. Strong Handshake: A firm handshake conveys assurance. Posture: Sit or stand up straight but remain relaxed; take up space without appearing rigid. Gestures: Use hand gestures appropriately to emphasize points but avoid fidgeting. Articulate Clearly Speaking clearly and at a moderate pace helps convey confidence. Avoid filler words like “um” or “like,” which can undermine your message. Instead, pause briefly when needed to collect your thoughts before responding. Dress Professionally Your appearance can influence your self-perception as well as how others perceive you. Dressing appropriately for the company culture not only boosts your confidence but also demonstrates respect for the opportunity. Prepare Questions for Your Interviewer Having insightful questions ready shows that you are engaged and interested in the position beyond just securing a job offer. This proactive approach enhances your image as a confident candidate who is genuinely interested in contributing to the organization. Conclusion: Embrace Your Value Ultimately, remember that you bring unique skills and experiences to the table. Embracing this fact will help bolster your confidence during interviews. The goal is not just to get hired but also to find a role where you will thrive professionally.

Things I take care of while taking interviews: - 1). Before I go into the interview, I scan through the Resume of the candidate to understand what projects & technology they have worked on etc. This step is critical for me as I tend to prepare few interview questions on it. Also, need to be clear of what are the Job Requirements and understand if the candidate fits the role! 2). After joining the call, I make sure to start my video and welcome the candidate with a smile. A small gesture goes a long way! Giving Interviews in general is very stressful anyway, I make sure the interview process is like two professionals discussing the problems and finding a solution for the same. 3). I start the interview after HR is done with the interview formalities which might include taking screenshot of the candidate with a Government ID etc but not before pressing the record button. I make sure to record the interview so that if anyone wants to go through it again, they can have that option. Also, it kind of safeguards you as an interviewer as I have seen many cases where the candidate after getting rejected (due to obvious reasons) sometimes comes back to HR saying the interviewer did not ask proper questions! 4). I always start the interview by asking the candidate to introduce themselves in their own words. Here, I am giving a chance to them to showcase their strong points from the start. 5). I try to balance the interview with equal dose of theory questions and coding questions and try to judge the candidate in both of them. Sometimes, a person might be good in coding but lacks detail understanding of the subject or vice-versa. 6). Apart from the technical aspects, it is important to understand if the candidate is able to communicate properly and is in his best professional behavior. This is a must for me as once hired he/she will represent the organization. 7). Sometimes, I would wait for the candidate in the Meeting but there would be "no-show" from their side. I make sure to ask the HR to reschedule the interview and give the candidate another chance as I understand there maybe cases when there might be a genuine reason for the same. 8). There might be a case where the candidate is more knowledgeable than me. Here, I try to learn from them and not take this on my Ego. Remember in IT Industry, we are all learning from each other. The more you learn, the more you will grow. 9). After the interview, I make sure I give detailed feedback to the candidate. Even if he/she is not good, I try to let them know how they can improve and wish them best for the future. 10). Lastly it is important to fill the feedback sheet of the candidate carefully rating them properly so that the HR can take it forward from here. Having been on both sides of the panel, these are some of the ways I try to make this interview process a happy experience for everybody involved!

Four General Tips on Interview preparation - and speaking to your CV. In a market where there are lots of strong candidates for roles, it is important to focus on being across your CV and particularly your most recent experiences for interviews. This is because it is the first source of truth for interviewers. Being able to align your experiences to the provided job description and identifying beforehand where there is alignment can help with preparation. Four general interview tips that can be utilised for jobseekers contracting in the Government space or elsewhere include:   ↗ Asking for any questions to be repeated/ rephrased if not clear. This shows confidence and also an ability to make communications clear, which translates well when working in a team + adjusting to new environment. ↗Any experience interacting with difficult stakeholders and overcoming objections when dealing with stakeholders is a point that is often asked in Government interviews, regardless of seniority. ↗And tying back to the importance of your CV, interviewers want to know what candidates have individually contributed to projects/ or deadlines. Interviewers of course want to know that you can work in a team/ work with different stakeholders but being able to tie your answers back to the STAR Method (Situation, Tasks, Actions and Results) helps to make your answer structured and succinct, which can allow for future elaboration and rapport building.  ↗Lastly, having pre-prepared questions for the end of the interview is important as this helps ascertain the fit between you and the organisation. Being able to adjust these questions/ or create new questions is important to also highlight your engagement within the interview. Leave comments if there are any additional tips you have found useful across interviews.   

Selection Interviews and the Unbalanced Stool! -  Let me tell you a story... A few years ago I was helping a client with selection of candidate for an executive level position.  I had completed initial screening and interviews, and together we had shortlisted four candidates. On the interview panel were me, the CEO and two Board members.  One particular candidate, like the others, had good experience for the role and had answered the initial interview and screening questions well. However, in the panel interview his answers to some of the competency questions were very concerning.  It wasn’t a matter of him being nervous – it was clear he was at ease, and he was communicating clearly and with confidence. But the examples he described raised significant red flags about his leadership and people interactions. Following the interview, I led the discussion to evaluate his answers. I was expecting that the Board members and CEO would chastise me for wasting their time in allowing this person through to this interview stage. To my utter dismay, they raved about him, waxing lyrical about what a great candidate he was and what a good interview it had been. I did my best to hide my surprise and we went through the process of evaluating his interview. Upon close review of the answers provided and weighing it up against the detail in the competencies, all interviewers completely reversed their initial positive impression. This real example illustrates how important it is to have a through interview process. Yet, time and time again we all see people in roles for which they are a poor fit, often in people leadership roles. Frequently this results in conflict, poor performance, turnover or all three. So how does it happen? What is going on that causes us to not see the warning signs? The problem is we can be very easily swayed (or unduly influenced) by one or more of the following when selecting people: ·      Experience/qualifications ·      Verbal communication skills/confidence ·      Motivation Each of these aspects may in their own right be important for the role, but any one aspect on its own is never enough. We can’t afford to lose sight of other critical competencies and skills required for effective performance and alignment with organisational values.   Consider the analogy of a chair or stool; it’s not fit for purpose when it’s missing a leg, no matter how good the other legs are.    To interview well requires thorough analysis of the role, skilful design of interview questions and careful evaluation of the interview content.   Of note also is that the interview is just one part of the selection process - but that’s a topic for another day 😊