IT Consultants In Pune

2019 Strategic Interview Tips

It has been said before that hiring has no exact formula or guidebook. It is an art form, and unfortunately it can be subjective. Managers are more likely to hire a candidate who possesses the same attributes or mannerisms of themselves. This is called the similar-to-me-bias, and it could cause the interviewer to choose a less suitable candidate. The similar-to-me bias is something that is often done subconsciously rather than intentionally.

Monkey see, monkey do- also known as "mirroring"

The HR manager speaks quietly and slowly. You speak quietly and slowly. The HR manager puts one hand close to her mouth while she speaks. You put one hand close to your mouth while you speak. You get the point.

Mirroring can create a rapport with whomever you are imitating. This can subconsciously build trust and help a person feel more connected to you. It is all about finding that commonality.

Do your homework – also known as social media "investigating"

How are you going to find a common ground if you don’t even know who you are meeting with? Thanks to technology, this is a thing of the past. Most hiring managers will at least a LinkedIn account. If you are unable to find them on any type of social media handles, try checking the company website on the "about" page.

If all else fails, try using slogans or key words from the companies website. If a company has core values, subtly bring up in conversation how you exhibit those values.

Complimenting – also known as "brown nosing"

There have been numerous studies conducted that prove the more you praise someone, the better they feel about YOU. The compliment-ee will associate you with positive thoughts and feelings. It may explain why the running joke of "brown nosing" often lands an employee a seat next to the CEO.

Subtly is key here. Try complimenting something you genuinely admire. Nobody likes a fibber.

At the end of the day you can only hope that you will be selected because you are the best candidate for the role. But it doesn’t hurt to use a little psychology to nudge the hiring manager in your favour.

How do you determine if an agency is trust worthy?

Research the company! What kind of presence do they have online? What do their reviews look like? This speaks a lot to what values they exhibit in their everyday work.

Bring forward any questions or concerns you might have during the interview and make your expectations known.

Trusting an agency doesn’t have to be a big step but finding the right agency for you is important!

Here are a few ways the About Staffing team is breaking the stigma of agencies.

The recruiting field is a highly competitive one, amplified by widespread talent shortages across many industries and skill sets. It’s a big challenge to cut through the noise and capture the attention of in-demand candidates being inundated with calls and emails every day. Luckily, there are a number of effective recruiting tools that can help you beat the competition, connect with candidates, and give your own career a boost in the process.

Applicant Tracking Systems

Every recruiter’s best friend, an ATS is home base for anyone in the profession. While the concept of an ATS is nothing new, its sheer number of options and innovations has been rapidly increasing. Outside of better resume screening and mobile options that actually work as advertised, the advancement of artificial intelligence mean the envelope is constantly being pushed to increase productivity for recruiters.

However, an ATS can only be as effective as the recruiter using it. Studies show that 90% of professionals want to hear from a recruiter, but only 36% are actively searching for new opportunities. So how can an ATS help a recruiter capitalize on such a great amount of initial interest? The answer lies in those candidates in the system who have gone quiet and become ignored, in addition to potential "boomerang talent," or the workers who leave an organization only to return at a later date. When a recruiter is able to use an ATS to keep track of and attempt to further conversations with these often-neglected segments, it effectively increases the size of their potential talent pool.

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