South African Employers - Beware of The Interview Process When Hiring

Beware of the Interview Process When Hiring
The South African labour market is as competitive as ever, with a slower economy and a wave of new graduates seeking work throughout the country. Employers are faced with hundreds of CV's every time they place an advert. Unfortunately for employers, certain job seekers are not as straightforward as they should be when compiling their CVs - here are several real examples of questionable CVs which were received during the past year:

• A CV was sent with a covering letter addressed to another company for a different job advert.
• The CV was updated on the same day the applicant was suing his ex-boss at the Commission for Conciliation Mediation and Arbitration (CCMA). The applicant sent his CV to the CCMA and his CCMA forms to his prospective employer!
• An applicant used a friend's CV, but kept the original person's photo on the document. The CV also stated two different names for one applicant.
• In many cases, applicants are not qualified for the position, but persist in sending applications and CVs.
Though these incidents may seem ridiculous, they are based on true experiences.
What should be worrying for employers is the fact that applicants are prepared to falsify their CVs and apply for positions which they are unqualified for.

Recently South Africans read in the press of a senior government official who was appointed without anyone discovering that he did not have the Masters or the Doctorate he mentioned in his CV. The Durban Municipality discovered that 20% of their traffic officers did not have legal driving licences.

Protecting Yourself as an Employer
Employers should double check all qualifications and work experience listed on an applicant's CV. Recognized universities and colleges will be happy to verify qualifications, which past work experience should be carefully examined to make sure that the companies listed are legitimate and that the applicant has stated his or her previous position accurately.

With millions of refugees applying for jobs with qualifications in non English languages, it is sometimes difficult to work out what dependence one should place on a Certificate. In such cases insist that the prospective employee has the South African Qualifications Authority verify and grade the qualification.
If you are in any doubt about a candidate, you may ask him or her to fill in an assessment test after the job interview. You may also take on a member of staff on probation to ensure that he or she has the necessary skills to do the job.

We remember the recent case in which Woolworths appointed a new staff member who announced that she was pregnant on her second day of work and demanded six months paid leave.
By applying probation rules, an employer can provide an added layer of protection should they appoint a problem worker.

Article Source: EzineArticles.com/

The Best Interview Dress Code

As you can see in life, how you look is more important than you might think. Apart from the fact that it is human nature to be evaluated immediately by how you dress, how you look take advantage of someone in the first 30 seconds of appearance even if you feel awkward inside. if you look good, you radiate confidence and self-esteem beliefs without you knowing it.

My advice is to take the company to which you want work and try studying it. If you like, you can visit their offices and take a look at what everyone else is using. Some companies expect a formal dress, in such companies you can wear formal, especially law firms or accounting firms. But other firms may not really put much importance on formal dressing.

Make sure you use the right colour that suits you that you are comfortable in, at least a little bit. One thing about dressing is that you may not be too comfortable about your dressing, but you still look good.
Some organization will not mind if you dress casual for interview, but most will. And the reverse is the case. Formal dressing is accepted by all companies especially when coming for an interview. Your prospective employer think you are responsible and well coordinated when you dress formal especially when you have lots of people competing for the jobs are equally qualified.

The old saying is still true today, dress how you want to be addressed.
(1) Wear a solid color conservative suit with a tidy shirt or blouse
(2) Don't over wear perfume, makeup, cologne etc
(3) Make sure your hair is well groomed and not hurriedly done. Take the time to fix your best hair
(3) Wear modest shoes
(4) Minimum Jewelry use is better
(5) Try and do a dress rehearsal before the day before the interview to see how people see you. You just rush off on that day if you have not selected what to wear
(6) It is better to be overdressed than under-dressed. So in all you do make sure you look your best and practice a nice smile to march.

Now some one will say that they must be comfortably dress to act appropriately. The question for determination which you should ask yourself is whether you want to get employed or you want to dress to please yourself. The interview is just going to be for a few hours so you should as bear a little discomfort to look great for your interview engagement before loosening up.

Article Source:EzineArticles.com

Tips For Surviving a Panel Job Interview

Congratulations! Your persistence and well crafted resume has opened the corporate doors for an initial job interview with a representative from the Human Resources department. You have already performed your research and due diligence on the company and now prepared to allow your personality, confidence, and experience help you to impress your interviewer.
After a highly positive and encouraging initial screening process, you receive an invitation for a follow-up interview to meet several members of the company. You're jubilant and ecstatic over the exceptional news. Your hard work and diligence is beginning to pay off!
You now have the opportunity that you've been preparing for; to inspire the interviewer with the innate skills, talent, and resourcefulness that will help make a successful company even more successful! It is your shining moment!
A Disarming Revelation
You arrive in advance of your scheduled time, well groomed, portfolio in-hand, ready to meet your interviewer. After a few minutes, you are cordially greeted by a company representative and subsequently escorted into a spacious corporate conference room. You are advised that you will be participating in a 'panel' interview with six or eight employees representing several relevant multi-disciplinary sectors from within the corporation.
As a candidate, you had no visibility that you were entering an environment where you will be barraged and grilled by a myriad of employees with diverse personalities and roles for your follow-up interview. Stunned, stressed, and intimidated, this is not the type of intimate one-on-one interview you expected. Your choice is either to compose yourself and embrace the challenge at hand or, remain anxious and negatively convey your stress and dazed emotional state to members of the team. The prudent and professional course is to adapt, gain control of the situation, and forge ahead with confidence.
Why a 'Panel' Interview?
Today's challenging economic climate demands a high degree of agility, composure, and straightforward thinking at all levels. Corporate openings are thin, consequently, companies are far more discriminating today when screening and interviewing potential candidates. Companies scrutinize, and place significant importance on the ability of an individual to effectively interface with other team members as a potential trustworthy and professional colleague.
Employers want to hire candidates who are positive, enthusiastic, strong communicators who inspire their colleagues. Additionally, employers seek candidates who can effectively confront stressful situations (such as a panel interview) with self-confidence, poise, exhibiting a well balance demeanor and level temperament. Although the situation is somewhat disarming, if you were well prepared for the personal, 'one-on-one' interview, you will rise to this new challenge.
The Benefits for the Candidate
Although weighted in the company's favor, the panel interview is also of significant benefit for the interviewee. Prior to all participants settling in, you have a unique opportunity to introduce yourself and be greeted by each of your future team members. Representing a cross section of selected departments from within the company, you will gain insight into the caliber, demeanor, and attributes of the employee the company recruits.
Intuitively, you also gain a first-hand assessment as to how the team interacts with each other, and more importantly, how you will fit into the team. During this introductory phase, you may even encounter one or two 'coaches' on the team who may tactfully share helpful and inspiring tips to place you at ease. Invariably, several participants may also have been subjected to a similar gauntlet. An added benefit for the candidate is that a key decision maker is typically present. As such, you have a platform to impress this individual with your research, expertise, and thoughtful questions.
The Corporate Benefits
From a corporate perspective, time is a precious commodity in a tough economic climate when staffing is thin. Meeting concurrently with multiple staff members (and potential colleagues), is a big time-saver for everybody. It is far more cost effective as opposed to organizing multiple meetings and interview visits. It's also easier to gain general consensus on a candidate with one interview session as opposed to multiple individual sessions.
The panel interview is an excellent litmus test to determine how well the candidate will conduct himself or herself under a stressful environment. Unlike a standard interview, a group questioning forum can engender a level of stress that reveals hidden characteristics and idiosyncrasies which may not emerge in a typical one-on-one setting (comparable to Captain Queeg in the Herman Wouk novel - "The Caine Mutiny"). Employers are also interested and curious if you possess the requisite skills, disposition, and spirit to mesh and execute your responsibilities with other team members under varying business climates.
Getting Through a Panel Interview
It is difficult to build rapport with each member during a panel interview; especially in a large conference room that is neither warm nor friendly. Consequently, introductions are vital to creating the right first impression. The following are a few helpful pointers to help get you through a panel interview:
Know Your Interviewers - Record the name of each panel member, their seating position, title, and area of responsibility (especially the most senior representative).
Your 'Elevator' Speech - Regardless of the type of interview, always be prepared to provide a brief synopsis of yourself to an interviewer. This includes your experience, specific areas of expertise, key achievements, growth, and accolades.
Take Notes - Always be prepared to take notes, recording key elements or comments to respond to later in the meeting if appropriate. It's also an excellent 'delay' tactic should you elect to respond to a specific or tough question later in the interview.
One Question at a Time - Remain calm, concentrate, and answer each question (one-at-a-time), from the individual panel member in a thoroughly focused and thoughtful manner; as though you were participating in a 'one-on-one' interview. As such, you help maintain the decorum for the interview.
Maintain Eye Contact - Help establish a rapport with the panel member asking you the question with solid 'eye contact', and by referencing their name. Feel free to momentarily glance at other members when responding, however, always return with full eye contact to the member asking the question.
The 'Group Instinct' - Try not to let your guard down. As a member of a group, interviewers tend to be more direct and forthright. There's a natural curiosity to uncover what kind of person you really are (beyond your expertise). Never get too personal about yourself and your shortcomings!
Ask Relevant, Thoughtful Questions - Candidates are often judged as much by the relevance and intelligence of their questions as by their responses to the various inquiries from the panel members. Your questions should reflect the due diligence and research which you have performed on the company. Try to ask at least one introspective question for each panel member. It's your turn to gain insight into the company and specific impressions from the panel.
Closing the Panel Interview - Toward the end of the interview, typically the most senior representative will thank you for your time and for being so patient and tolerant during a rather stressful session. At this moment, you should inquire to determine if there's any additional information that the team requires. Scan each member for a response. If no further information is required, express your gratitude for their time and for considering you for the position.
Don't' Forget a Follow-up 'Thank You' Note to each team member. Do not send out a 'generic' note to each member.

Article source: ezinearticles.com

Job Interviewing - Do's and Dont's - Before, During and After an Interview

Almost all job seekers recognize the importance of preparing for a job interview. And that means more than just showing up with your resume in hand and a smile on your face. You probably know at least some of the things you should do to get ready. However, have you also thought about what you should not do - before, during and after an interview? We've compiled a "Top 10-12" list of Do's and Dont's for the before, during and after stages of any job interview. Follow these and you can be assured you'll be ready to make a success of that interview - and confidently and quickly move to the top of the Hiring Manager's "hiring" list.
Before the job interview - before you arrive at the company

1. Do research the company (and the interviewers, if possible) to learn as much as you can. Don't act cocky during the interview to show off your research
2. Do realize that there are different types of job interviews and find out which type you will be having. Don't walk into a surprise!
3. Do review possible interview questions and prepare your responses. Don't memorize your answers or over rehearse so you won't sound rehearsed at the interview.
4. Do role-play if possible with a family member or friend and ask for feedback on your presentation. Don't ask someone who can't be objective, however.
5. Do take a practice run to the interview location to be sure you know exactly where it is and how long it may take you to arrive. Don't get lost (and if for some crazy reason you do get lost on the way, don't say that to the interviewer).
6. Do plan to arrive 5-10 minutes early. Don't arrive any earlier or you may appear desperate. And if you unexpectedly are running late, Do call the interviewer or other company representative to let them know your expected arrival time.
7. Do understand that your interview begins way before you greet the interviewer(s). It actually begins the moment you begin the trip to that interview. Be alert and courteous at all times. You never know who you may interact with as you head to the interview. Don't lose your cool. Be alert and courteous to everyone!
8. Do ask what a company's dress code is and dress the part. Don't assume you automatically know even if the company is similar to a previous employer.
9. Do focus on hygiene. Brush your teeth prior to the interview. Use a mouthwash or have a breath mint. Don't smoke before - or during - the interview, even if the interviewer smokes and offers you a cigarette, etc.
10. Do turn off your cell phone or pager (or put it in silent vibration) and don't turn it back on until the interview is completed.

During the interview - from the moment you arrive until you leave

1. Do greet the receptionist with respect. Here is where you can make a great first impression. Don't assume they won't be asked for their input after you leave.
2. Do complete a job application without comment, if you are given one. Don't balk and say your resume has everything on it.
3. Do bring additional resumes and or job skills "sales brochures" and offer to all interviewers. Don't expect everyone to already have a copy.
4. Do greet interviewer(s) by title; e.g., Mr., Mrs., Ms., Dr., and last name. Don't assume you know the pronunciation of a last name. If the least unsure, ask the receptionist before going into the interview.
5. Do shake hands with anyone who offers their hand. Shake their hand firmly. Don't have a limp or clammy handshake; and wait until you are offered a seat before sitting down. And remember that body language often speaks louder than words. Sit upright; be alert and look interested at all times. Make good eye contact with the interview. Don't slouch, fidget, become distracted or stare at the interviewer.
6. Do demonstrate enthusiasm for the company and job; and a high level of energy and confidence. Don't be soft-spoken, overly assertive or appear anxious or desperate to get the job (or just any job to become employed), however.
7. Do sell yourself. Make certain that your accomplishments come across to the interviewer(s) in a way that sincerely speaks directly to their company's needs. Show how you can benefit their company. Don't expect your application or resume to do the sales job for you, and don't offer any negative information about yourself.
8. Do take advantage of your time with the interviewer to evaluate them and their company as a potential employer and your mutual "fit". Don't overlook an opportunity to ask questions as you may appear as though you are not interested.
9. Do answer questions completely. Answer truthfully and succinctly but no "yes" or "no" answers. Offer examples, explanations; showcase your talents, skills, and accomplishments. Don't over-answer, however. Know when to stop.
10. Do be ready for the unexpected questions. To give yourself time to think, repeat the question or ask the interviewer to repeat it. A brief 1-2 second pause is OK. Don't however, fall back on long, uncomfortable pauses or statements such as, "Wow, that's a good one!" which make you appear unprepared.
11. Do attempt to delay any discussion about salary, vacations, bonuses, etc., until after you have an offer. Be prepared for a question about your salary requirements with a generic response. If you know the salary range the company is offering and it is acceptable to you say, "I'm sure we can find agreement within your salary range." Don't initiate the discussion.
12. Do constantly act as if you are determined to get the job and never close the door on an opportunity until you are positive it is not for you. Don't shoot yourself in the foot if you want the opportunity by bringing us personal issues, controversial topics, anything negative about former colleagues and employers, telling jokes, using poor language, chewing gum

Closing the interview and afterwards - your work is not done just because the interview is

1. Do close the interview by expressing your interest in the job. Ask what the next steps are, and when the company will make a hiring decision. If appropriate based on how the interview has gone, close the sale - ask for the job. Don't jump the gun, however.
2. Do ask for business cards from each person you interviewed with. Don't make assumptions about even simple names; get the spelling if you can't get the card.
3. Do capture the highpoints of the interview immediately after. Don't forget crucial details.
4. Do have an action plan in place based on a strong, well-thought out interview follow-up strategy. This can give you a huge competitive advantage over others who interviewed for the job and don't follow-up. Don't let this be a haphazard activity with no structure; just a letter here, a call there. There's no better way to lose an opportunity than to give follow-up little importance. And there's no better tool to use to reinforce the benefits you can bring a company than recognizing and using the real value of follow-up.
5. Do write thank you letters within 24 hours to each person who interviewed you to continue to show your interest and enthusiasm for the company and job, without sounding desperate. Don't fail to send a thank you, even if the job is not a good fit for you.
6. Do focus on the content of the thank you letters, not so much on whether it's hand-written or typed. Show appreciation for the company's interest in you and remind those receiving your thank you letter why you are the uniquely qualified candidate for the position. Don't send the thank you letter through the incorrect medium, however; make sure you know the best way to reach those interviewers - regular mail, email, fax, a phone call., etc. And don't have any errors in your thank you notes.
7. Do alert your references, if you haven't already, that they may receive a call from your prospective employer. Don't forget to brief them on what was said - by you and the interviewers - during the interview.
8. Do continue to follow-up, especially if requested by interviewer(s). Don't go overboard however. There's a huge difference between a squeaky wheel getting the oil, and an annoying pest getting the flyswatter.
9. Do be patient. You must work with the company's timeline. Don't however, stop your job search - even if you're confident you'll get the job. Continue to seek out other opportunities and interview. This can benefit you in at least two ways: a. Should you get the job, you can leverage other offers in your job offer negotiations b. Should you not get the job, you'll have other opportunities to pursue
10. Do turn a negative situation (not getting the job) into a positive (getting a referral). Add the interviewers to your job search network. Nurture this budding relationship so that you can ask them to refer you to other contacts. Don't, in other words, ever burn any of the bridges you build in your job search. Always think of ways to use them - and to reciprocate. Doing so, can benefit you now and in the future - for any other job search needs as well as growing your career.

There you have it, the top Do's and Don'ts for acing your interview.
For more proven guidance on overcoming job interview weaknesses, telephone interview questions...as well as other powerful job interviewing topics, visit the Job Interview - Best Practices website and put your job interviewing skills into overdrive!

Article Source:EzineArticles.com

Behavioral Interviewing

Have you ever wondered, while interviewing a candidate, how will you suspend your own personal biases during the interview? Well, if you have, you might want to read on and learn how to do just that.
Behavioral interviewing is a relatively new mode of job interviewing. Employers such as AT&T and Accenture (formerly Andersen Consulting) have been using behavioral interviewing for 15 years, and because increasing numbers of employers are using behavior-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill.
What is Behavior Based Interviewing? Behavior-based interviewing focuses on your past experiences, behaviors, attitudes, personal skills and capacities that are job-related. It is based on the belief that past behavior and performance predicts future behavior and performance. You may use work experience, outsides activities, hobbies, volunteer work, school projects, family life as examples of your past behavior. However we suggest to focus on job related performance as much as possible.
Behavioral Interviewing Questions. This is the key to matching behavioral interviewing questions with specific soft sills or competencies. Below is a short list of 22 competencies with their definitions, suggestions for effective interviewing hints and a sample question for each.
1. Conflict Management: Addressing and resolving conflict constructively.
o Listen for proactive identification and resolution of concerns and issues.
o Sample question: "Describe the most difficult conflict you've ever had to manage."
2. Employee Development/Coaching: Facilitating and supporting the professional growth of others.
o Listen for a belief in the potential of others and promoting of learning and development.
o Sample question: "Describe your personal experience with a mentor or coach."
3. Interpersonal Skills: Effectively communicating, building rapport and relating well to all kinds of people.
o Listen for self-awareness, understanding and an ability to communicate effectively with others regardless of differences.
o Sample question: "Describe the most difficult working relationship you've had with an individual."
4. Teamwork: Working effectively and productively with other.
o Listen for a strong commitment and contributions to team members working towards a specific goal.
o Sample question: "Give me an example of one of the most significant contributions you made as a member of a high performing team."
5. Self-Management: Demonstrating self-control and an ability to manage time and priorities.
o Listen for composure, assertiveness and emotional stability.
o Sample question: "Give me an example of when you were able to meet the personal and professional demands in your life, yet still maintained a healthy balance."
6. Empathy: Identifying with and caring about others.
o Listen for genuine caring, compassion and initiative in assisting others without expectations of rewards.
o Sample question: "Give me an example of when you identified with someone else's difficulties at work."
7. Planning/Organizing: Utilizing logical, systematic and orderly procedures to meet objectives.
o Listen for logical, organized and systematic approaches.
o Sample question: " Describe the most complex assignment or project you've worked on."
8. Customer Service: Anticipating, meeting and/or exceeding customer needs, wants and expectations.
o Listen for extraordinary efforts in responding to customer needs and wants to insure satisfaction.
o Sample question: " Give me an example of when you went out of your way for a customer."
9. Written Communication: Writing clearly, succinctly and understandably.
Look for clear and understandable knowledge or written communication.
Sample question: "Give me an example of something you wrote for work that was effective in achieving a communication goal."
10. Presenting: Speaking effectively to small and large groups.
o Listen for awareness, accuracy and composure.
o Sample question: " Describe a situation when you had to give a presentation to a group of people you have never met."
11. Persuasion: Convincing others to change the way they think, believe or behave.
o Listen for persistence, determination and a "never-give-up" attitude in efforts to meet goals.
o Sample question: "Describe a situation where you were able to convince others to your way of thinking."
12. Goal Orientation: Energetically focusing efforts on meeting a goal, mission or objective.
o Listen for the ability to maintain their direction in spite of obstacles in their path.
o Sample question: "Give me an example of the most significant professional goal you have met."
13. Flexibility: Agility in adapting to change.
o Listen for a positive attitude towards lots of activity, multi-tasking and change, in general.
o Sample question: "Give me an example of when you were forced to change priorities or direction."
14. Continuous Learning: Taking initiative in learning and implementing new concepts, technologies and/or methods.
o Listen for a positive attitude towards self-improvement, learning and the application of knowledge.
o Sample question: "How do you keep current on what's going on in your field?"
15. Personal Effectiveness: Demonstrating initiative, self-confidence, resiliency and a willingness to take responsibility for personal actions.
o Listen for a strong sense of self, personal responsibility, courage and resilience.
o Sample question: "What do you think has enabled you to meet your goals?"
16. Problem Solving: Anticipating, analyzing, diagnosing and resolving problems.
o Listen for an analytical and disciplined approach to solving problems.
o Sample question: "Describe a situation when you anticipated a problem."
17. Negotiation: Facilitating agreements between two or more parties.
o Listen for seasoned expertise in negotiating "win-win" agreements.
o Sample question: "Give me an example of when you were able to facilitate a "win-win" agreement between two or more adversarial parties."
18. Management: Achieving extraordinary results through effective management of resources, systems and processes.
o Listen for shrewd business sense, understanding of operational issues and an ability to improve the bottom line.
o Sample question: "Describe the largest budget you've ever developed and had responsibility for managing."
19. Leadership: Achieving extraordinary business results through people.
o Listen for an ability to obtain the trust, commitment and motivation of others to achieve goals and objectives.
o Sample question: "If you have held a leadership position in the past, draw the organizational chart above and below your position to illustrate the scope of your leadership responsibilities."
20. Decision Making: Utilizing effective processes to make decisions.
o Listen for an ability to make timely decisions under difficult circumstances.
o Sample question: "Give me an example of when you had to make a quick decision when the risk of making an error was high."
21. Futuristic Thinking: Imagining, envisioning, projecting and/or predicting what has not yet been realized.
o Listen for optimism, predictions and a commitment to future possibilities.
o Sample question: "Describe a situation when you were correct in seeing a future trend that others didn't."
22. Creativity/Innovation: Adapting traditional or devising new approaches, concepts, methods, models, designs, processes, technologies, and/or systems.
o Listen for "out-of-the-box" thinking and unusual approaches.
o Sample question: " Describe a work situation when you adapted a concept, design, process or system to meet a need."
Be sure to probe for as many details and specifics as possible such as names, dates and other verifiable information. Skilled interviewers will also ask candidates for their thoughts or feelings about a situation to gain further insight.
How Can I Prepare for A Behavioral Interview?
o Be familiar with the type of positions for which you're applying.
o Reflect on your own background. What skills do you have that relate to the job you are applying for?
o Think of examples from your past experience where you demonstrated those skills. How can you give an example about your use of particular skills or knowledge?
o Be prepared to provide examples of when results didn't turn out as you planned. What did you do then? In hindsight, what would you do differently?
o Identify two or three of your strengths and determine how you will convey these assets during the interview.
o Once you land your desired position, keep a personal achievement diary to help document demonstrated performance.
How Do I Prepare For a Behavioral Interview If I Am The Interviewer or Company Hiring?
o If the job could talk; what would it say? About:
o The behaviors of the person who will always be able to deliver superior performance?
o The attitudes of the people doing the job?
o The attributes or soft skills needed for superior performance?
o Job Benchmarking with a system such as Trimetrix, reveals why, how and what an individual can contribute to a job.
o It identifies a complete hierarchy of competencies or personal skills. It allows you to clarify any position issues. It prioritizes and validates the competencies required.
o This can be done for any:
o Leadership/Management Exempt position
o Professional Exempt position
o Hourly non-exempt position
o Anytime you need an unbiased opinion about whether someone is right or wrong for the job, the computer will analyze the input of up to ten respondents to identify the importance of the 23 soft skills competencies.
o Where can you do this...through the Internet! Have up to ten respondents identify the importance of the 23 soft skills competencies and then see how your candidate matches up.

The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only ten percent predictive.
Good luck with the process of Behavioral Interviewing and Well-Run Concepts encourages you to use the Behavioral Interviewing questions provided in this article to get you started.

Article Source: ezinearticles.com

The 8 Most Critical Job Interview Tips

Have you ever viewed a job listing and said to yourself "That's my next job. This is perfect for me because I am a great fit for this role." Shortly thereafter, you apply for the position. Not long after, you interview for the role and then the hiring manager goes radio silent on you. You think to yourself, "What happened?" You thought you were the perfect match for the position. "What could have possible gone wrong?" This happens all the time.
The results you got had very little to do with your skill set and ability to perform in the role at a high level. Instead, it had EVERYTHING to do with your technique and approach before and during the interview. Your body language, attitude, and overall confidence speaks louder than anything you express verbally during the interview.
At some point, this has more than likely happened to all of us. The key is to learn these simple solutions to ensure you are prepared the next time you interview for another position.
Here are 8 CRITICAL Interviewing Techniques:
Common Courtesy: Do NOT chew gum during the interview. This seems silly to even have to mention but it happens often. Be on time. Arrive no more than 10 minutes before the interview time. Do not be late but being early can also put the hiring manager in a crunch. Do your homework. You should have researched the company, position applying for and even the hiring manager. Respect their time and title by being prepared.
Tone of Voice: Speak with confidence and authority; do not mumble under your breath. Hold your head up high and speak with clarity. Always pronounce words fully and enunciate. Slang and profanity are NEVER an acceptable form of communication.
Eye contact: Do not look away or stare at the wall, especially if you have an international accent eye contact is critical, it is much easier to understand the words when looking directly at someone.
Posture: Do not slouch, sit up straight and push your shoulders back. Sit still do not fidget, tap tour fingers or talk with your hands it is distracting and annoying. Do not shake your legs or put your hands behind your head like you are about to break out into abdominal crunches (this too has happened).
Facial Expression: This is one of my personal favorite tricks of the trade. It works every time, smile as you talk and see how he or she reacts to you, the mood changes!
Optimism vs. Pessimism: Don't talk about how you were laid off or that everyone was fired and no one was happy at company XYZ. Explain things briefly and move on to more positive subjects. See the glass half full, not half empty.
Handshake: Extend a strong firm grip with confidence. Again, this is a key non-verbal expression and great first impression. This is another one of my personal favorites!
Presentation: Make sure you dress accordingly. Most of the time it will be a professional suit but it could be a uniform depending on the job. Just make sure it is clean, pressed and spotless. Shine your shoes, clean your nails, and have breath mints. As Richard Bolles, the famous author of "What Color is your Parachute" wrote (I am paraphrasing) "it was the dragonflies that killed the interview." If you haven't read this book, I highly recommend it. It is a timeless classic for all job-seekers.
If you apply these concepts, you will have the tools that you need and almost immediately see better results when you go for your next interview.

Article Source: EzineArticles.com

What to Expect on a Screening Interview

Large Organizations will usually subject their prospective employees to a two-step interview process. The first one is a screening interview and the 2nd a selection. Screening interviews serve to weed out all the applicants except the truly qualified. These live interviews can take place at the place of employment, a job fair, a college career service or an employment service.
You will notice that more and more companies rely on technology such as telephone or online webcam interviews to screen those applying. This is done as a cost-cutting method to make sure they have the best candidate before investing too much time.
The person handling the screening is usually someone from human resources or even a third-party independent recruiter. He or she will quiz all the applicants and either dismiss them or move them on to the next phase. The individual who makes the final selection is usually the boss or department manager to whom the new employee will report to.
Keep in mind that the screeners are more experienced in the interview process than the selectors since they have normally studied and practiced interviewing strategies. In fact, serious screeners look at their craft as an art form. Their aim is to gather facts from you and to keep out prospects that aren't qualified at all or who are qualified, but have a bad employment history. These screeners are professionals at finding out your weaknesses as well as any reasons why you should be kept out of their company.

But take note that screeners are there to determine whether you have the minimum qualifications for the position or not. They want to have questions answered regarding your job history, your salary history and requirements, whether you can do the job or not, work history gaps. They will quiz you to see any inconsistencies on your resume and find out about your character - what kind of person you are. Are you trustworthy, reliable? Are you a team player. They are usually concerned with one thing, are you qualified? They try to come to this conclusion by reviewing your experience, skills, education and track record.

Screeners are basically gatekeepers who want to avoid being criticized for letting in the wrong person. They are looking for straight facts, so it is wise to keep your answers straightforward and to the point. Save the song and dance bit for the selection interview. As long as you don't give the interviewer huge reasons to show you the door, you should expect to move you right along.

Don't be apprehensive if feel for some reason you and the screener don't see eye to eye on everything. Remember, they are in human resources and as long as you are not vying for a position in that department, you should be safe. You don't have to work with that person directly. Remember, give them just the facts!

Shayne has been writing articles for nearly a year. His newest interest is in children's to

Article Source: ezinearticles.com