BE PREPARED, NOT SCARED
SEEK reveals how job interviews have evolved since the 20th century
JOBSEEKERS who have not been in the market for a while may find the interview process has changed.
Companies have evolved their hiring processes to find the best candidates in a much more competitive job market than 10, 20 or 30 years ago, and technology now plays an integral role.
EXPECT MORE OF THEM
The interview process is now more involved, Six Degrees Executive founding director and chief executive Paul Hallam says.
“Companies have learned the hard way that choosing the wrong person for the job can be costly, so they are investing more time and energy in the interview process,” he says.
It is likely candidates will be asked to meet more people and attend more interview rounds.
“You may be asked to meet with senior staff and direct reports and other stakeholders, one at a time, or as a panel, so you need to be prepared for a range of scenarios,” he says.
Research each person to tailor responses and build rapport.
EXPECT TO TALK ABOUT YOURSELF
Cultural fit is far more important to employers than ever, Hallam says.
“As such, there is now more of an emphasis on questions about your work style and behaviour, as well as questions about your technical capa- bilities,” he says. Interview styles are now more informal and engaging, so prepare for a mix of behaviour-style questions, which require specific examples of events that demonstrate competence.
Use the STAR acronym – situation, task, action and result – to break down an example and illustrate the experience and skillset held.
EXPECT TO BE ON VIDEO
Not all employers require candidates to send a video or conduct an interview via Skype but it is more common, especially in the early stages of short-listing.
Hallam says to approach it the same as a face-to-face interview, by dressing appropriately and practising answers, but jobseekers also should practise using the equipment. Enlist a friend to call on Skype to practise using the computer device, how to sit and where to be when the interview is conducted, or to hold the device and record the video for you.
EXPECT TO BE ANALYSED
Candidates may be asked to complete a psychometric assessment, which identifies characteristics such as aptitude and personality.
It may seem daunting but it is just part of a broader evaluation to find the best person for the job.
Try completing practice tests online while word games, brainteasers and crossword puzzles can help reenergise those who are rusty.
Hallam urges workers to be honest in personality assessments.
“If you are authentic, this will likely shine through,” he says.
THIS ARTICLE FIRST APPEARED ON SEEK CAREER ADVICE