Sitting down to discuss your employment opportunities with a recruiter is a bit different than interviewing in a traditional manner with the company itself. A recruiter is generally an outside third party that serves as a manager for the candidate and a sales person to the company. They obtain a commission either from you or the company depending on what type of arrangement you have with the recruiter’s organization.

Keeping in mind that it is their job to get you into a position to obtain their commission, here are a few things that you should be sure to ask when interviewing with a recruiter.
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It is never suggested to falsely state something on your resume document or in an interview; however you must sometimes be creative, prepared, and calm in answering tough interview questions. It is impossible to list or foresee many of the more challenging interview questions one will face during the interview process. However, a few key techniques can assist you in assuring that you breeze through those inquiries unscathed.

• It is not always necessary to say the word “fired.” If you were involuntarily terminated from a position, many times a company will not release that information to a third party under the fear that they will be unlawful in their comments and be at risk for a lawsuit. Therefore, it is reasonable to say something like, “There was a misunderstanding in the application of my duties as per my job description.” Or, “After completing my job duties to the best of my ability, I realized that I was not a good fit for the position.” You have to be prepared to positively explain why you left a position, but you don’t have to say the word “fired” or paint yourself in a negative light during your explanation.

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In rare situations a potential candidate may encounter an interviewer that frankly should not have been assigned to the task. This will generally be found in smaller organizations or in a department that rarely hires. Most managers and Human Resources professionals are well seasoned in this venue and will gently assist an interviewee during the sometimes nerve-racking and anxiety filled process. However, if you find yourself in an interview with an interviewer that does not seem qualified for the process or is being unlawful and/or negligent with their questions, following a few simple suggestions may salvage your interview and possibly your new position.

Be professional and polite at all times. Do not at any time appear aggressive or indicate that you do not like what the interviewer is saying. This person may be simply having a bad day or you could perhaps be their very first interview ever conducted. Regardless of their actions, you must maintain a professional composure during the entire event.
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Whether it was searching for weeks pounding the pavement, networking, or a lucky first try, you have landed yourself an interview. While it can be a stressful experience, we all make the standard preparations to ensure that we present ourselves in the best possible light and assist our chances of landing that great job. What most candidates do not plan for is the bad interview or an uninterested party conducting the interview. This actually happens far more than most people would think.

Generally the HR staff of an organization, who of course are seasoned in the interview process, are not always the ones doing the interviewing. Managers of that particular department are either forced to or may want to take part in the interview process to ensure that the candidate they choose is a good fit for not only the position requirements, but a good fit with the members of that particular team which is just as important. If you find yourself in a position where it is clear to both you and the interviewer that the interview is not going well, take control of the reins and steer that wagon back in the right direction.
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Many times candidates forget that they are taking part in the interview process to make a determination as to whether or not they feel that they would be a good fit for the position for which they are applying. They get so nervous and focused on answering the interviewer’s questions to the best of their ability, that they leave not knowing some key points about the company. Just as you would get to know your in-laws or ask questions before marrying someone; so should you for a new position. The following key questions should be asked in order to obtain information that will not be listed on the job description or in the company’s mission/vision statement. Continue reading →

Panel interviews otherwise known as search committees, can sometimes be an overwhelming experience if you have not prepared correctly for the event. There can be anywhere from 2 to 10 people interviewing you or really any number that the company feels is relevant and necessary to hire for that particular position. The average number is around 4 or 5 team members who will together review the resume and application documents, conduct the interviews, and then cumulatively make the final decision. Following a few simple steps can prepare you for being interviewed by more than one person, different employment levels of staff (i.e. Management to support staff), and varying personality types.

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Going through the interview process can be a nerve racking and stressful time in someone’s career. However, by following a few simple steps, you can give yourself the tools to make the process an enjoyable and perhaps even an exciting experience.

• Make sure that you have plenty of time to arrive. While being very early is almost as unacceptable as being late, at least you can always sit in your car and go over your notes if you arrive more than 10 minutes early. By planning to give yourself plenty of time for arrival, you will avoid a rushed and frazzled feeling which will show in your interview. In addition, there is no longer a reason to have to call and ask for directions. Be proactive and use either the MapQuest or Google applications on-line to find your destination.

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Well you did it! Going on the interview is a major milestone to accomplish on your journey to being hired. You invested all the time and resources that you had available into procuring the actual interview and now it is NOT the time to just sit back and wait. At the conclusion of an interview, both interviewer and interviewee should be fairly certain how the interview went and what possibility there is that the company may move forward with the process for this particular candidate. This is where the “follow up” can be a unique tool and provide an advantage over other candidates should the organization still be in the consideration phase of the process.
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