At .31.71 we aim to approach interviews and meetings from a position of strength.

Interview preperation is much more detailed than can be adequately explained here. First and foremost the preparation depends on the reason for the interview, the hiring criteria of the company, the commercial relationship between the recruiter and the decision maker, seniority of the position etc.

Reasons for meetings and details of opportunities are qualified by .31.71 before committing any candidate to beginning the process. Complacency and a lack of attention to detail will cost you the opportunity. No one can afford to do it off the cuff. If we as recruiters send unprepared candidates to meet our clients then we are risking our future business and the relationships we have nurtured over many weeks and months. Be assured, that will not happen. If we doubt the veracity of any of our candidates we will stop the meetings taking place and pull the candidate completely out of the process

The 'golden' rules that apply to all interviews are:

• Arrive on time or early - NEVER late.
• Greet the interviewer with a smile and a firm handshake.
• Do not relax in the interview - especially if the interviewer suggests you do so. One of the main reasons for failing interviews is to mimic the interviewers body language.
• Look the interviewer(s) in the eye at all times.
• Avoid answering questions with a "yes" or "no" answer. Always relate your experience to the question being asked
• Don't lie, always answer truthfully and frankly
• Avoid discussing political or religious subjects

Always remember that the reason for an interview is that the client wants to recruit someone to fill in their organisation not because they want to embarrass you.

 

Throughout the interview the client's objective will be to evaluate your strong and weak points, qualifications, skills and ability to perform in the position they are seeking to fill.

The following points should, therefore, be remembered

• Remember to ensure you make the interviewer realise they need you in their organisation - sell yourself, your abilities and your experience related to the position in hand.
• Be prepared to answer questions such as: - "Tell me about yourself" "What kind of position are you looking for?" "What are your strengths/weaknesses?" "What do you know about our company?" "Why do you want the position?"
• Ensure you do not demean your present company or competition.
• Do not ask about salary, holidays, bonuses etc. at the first interview - always refer the interviewer to your consultant on this subject.
• If you are interested in the position always ask for the next stage in the selection process.
• If you are offered the position and wish to accept - do so immediately. If you wish to think it over, ask for the offer to be made in writing.
• If no offer is made do not be discouraged, often the interviewer may have several candidates to see before a decision is made.
• Ensure you have covered the following before leaving the interview :- Why you are interested in the position and company What you have to offer the company You CAN do and do WANT the job
• Thank the interviewer for their time and for considering you for the position.

Provided you have covered these points you have done all you can. This is all basic and very general information but please remember that this is the first time that the interviewer has met you and you them so all these basics steps apply.

There is one essential tip that we have omitted from our list that is included in our personal interview preparation. The feedback from our clients tells us that this simple technique increases the likelihood of a second interview considerably. Perhaps you have already noted the omission?

In preparing for a second interview then many rules from the first interview apply. So what is different during the second?

• They now know you, and you them.
• The opportunity has been qualified by the company and it now feels real.
• You want the opportunity (why otherwise would you be attending a second meeting)
• They see something in you that they like or can use.
• You should have some clue as to their culture and style.

In our view the most important aspect of the second interview is that the company now has an expectation of the candidate. Invariably a decision maker has put their judgment up for scrutiny by their colleagues and very often superiors. If you perform badly then they will lose face. This means that you need to be thoroughly researched, focused, unstressed and be sure that you want to take this opportunity right through to the end.

• You have to reassert the strengths which got you through the first meeting.
• You need to cover any weaknesses or relative weaknesses, especially those you may have admitted to, which will now be focused on by the interviewer in greater detail.
• You will need to have a salary figure in mind because it may come up in conversation, and you should be ready to justify your figure.
• You will probably see more than one person. Probably two, but often as many as four.
• There may be some form of testing or assessment.

Your consultant should be preparing you thoroughly, taking you back over your motives, your strengths and weaknesses and discussing your fit to the opportunity presented.

Third Interviews and more

A quick word on third and fourth interviews. Prepare each subsequent interview as you did the second but ensuring that all the feedback, areas of concern and issues are all resolved at the end of each meeting. There are no 'Rubber Stamp' meetings. I repeat 'Rubber Stamp' meetings do not exist.

If you want our advice then approach every meeting with prospective and new employers as a first or second interview up to and including the day you actually start work.

Well that's the hard part out of the way. You have negotiated and accepted the written offer and you are so pleased with yourselves that resigning will be a formality.

er...............No !

You are about to tell someone who has trusted you, supported you, fought with you and for you, that you are going to give them a massive problem and break up their successful team.

You are about to unsettle their routine. It may take six months to get a replacement for you.

Not so easy now ..... is it?

It can indeed be a traumatic time.

It may well be that it has taken four to six weeks to reach the resignation stage and you now need to return to the initial discussion you had with the headhunter, as to why you were interested in the opportunity.

Ensure that you resign to your line manager, face to face with a formal letter. Produce copies for HR and other managers if necessary. Be firm in your resignation letter, asking your superior not to try and change your mind, as your decision is final. State clearly the date that you intend to leave and try and obtain recognition of that date quickly so that you may inform your new employers as to your start date.

Notice Period

Once you have persuaded your company that you are leaving then it is worth negotiating your notice period to suit both parties.

Explain to them that it is more productive to have your full co-operation than to have a reluctant member of a team that will only lessen the overall morale.

Be aware that you need a reference from your current employer.

This is the single most difficult part of the whole process. Good people are hard to find. Those of you that recruit will understand that completely. Rather than lose a good person, most companies will counter offer. The company will usually start off with more money, then possibly a new title, better car and then even share options.

However....................

More money: Nothing is for nothing. This will be next years rise or next years bonus or your targets will rise dramatically next year. If you weren't worth the pay rise before why all of a sudden would your employers be happy to be blackmailed into it now. Will the pay rise put you where you would be anyway at the end of year one with your new employer. Probably not. If they offer you, for example, a 20% rise, ask yourself how can the budgets cope with the increase and will it be you who has to explain it at year end.

A new title: Does it actually mean anything better. If they promote you then be assured that they will be looking for your successor as soon as the ink is dry on your new contract. After all your company knows only too well that you can be bought. How can they trust you now. Did you really go through all those meetings for effectively a new business card and a two-month honeymoon period.

A better car: Are you really that shallow that you allow shiny metal objects to affect your future career. Two years ago, we persuaded a young salesman to give up his BMW 318ie for a £4,000 pay rise and a Vectra V6. He was recently promoted and earns £18,000 more than two years ago and now drives a Mercedes.

Share Options: Otherwise known as "Golden Handcuffs". If you accept share options as a reason for staying, then you will be a prisoner till such time you can cash them in. The cost of any options needs to be considered at the initial discussion with your consultant, as it is effectively the same as a bonus.

A word of warning

If you accept a counter offer, then it is unlikely that you will be considered by any recruiter for any future opportunity. If you don't tell a recruiter about a previous counter offer and they find out,then you will be pulled immediately. According to published data from the USA, 80% of those that accept a counter offer leave their current employers within six months.