Interviews - The Advance Group

Get back out there! Rejoining the work force and restarting the job search

Raza Rauf on December 29, 2011

If you’ve been out of the workforce for a period of time, either by choice or as a result of an unexpected lapse in employment, then you may be facing the daunting task of getting back out there to rejoin the rest of the working world. It’s natural for anyone to feel intimidated, especially if you have not been working outside the home for a while. This is a tough one for parents who have chosen to stop working to raise children, and even for those who have retired but need to go back to work now.

Take heart that this can be done and you can be successful with your job search, if you create a strategy for job search success. Here are some tips from Advance to get you back out there in the workforce sooner.

Create a killer resume – The very first step in any successful job search is to create an effective resume and cover letter. You will spend a lot of time applying for jobs and sending email inquiries to companies, so make sure this time counts with a resume that captures your skills and attributes.
Start networking – As the old saying goes, you often need to be “in the right place at the right time”, so networking should be a the top of your list. By networking on popular social media sites, business networks and forums, and community networking groups – you can put yourself in the right place. Let others know you are actively seeking employment and get ready for the referrals.
Research companies – This is your job search for the perfect career, so you want to work for the best employers. Take the time to research the types of companies that best match your unique skills and needs. Find companies that offer excellent compensation packages and other perks. Focus on companies that have the values you hold dear. Never settle for anything less.
Get a new look – If you’ve been out of the workforce for a number of years, you will want to give yourself a makeover so you can look great for upcoming interviews. Pick out a new hairstyle, get yourself a “power outfit “and you’ll be able to walk into any interview with 100% confidence and a great attitude that will earn you more job offers.
Take temp assignments – Many good companies rely on the services of temporary agencies to find suitable candidates for unadvertised assignments. This means you can be in a better position to get onboard with a highly respected company by taking on temp assignments as often as possible. You may even be able to learn a few new skills along the way, which will further make you a prime candidate for a new job.

Ready to take the leap and land the perfect job? Contact the recruitment specialists at Advance Staffing Solutions today and get noticed by the right employers now.

What is an Interviewer REALLY Asking When They Say “Tell me About Yourself”?

Raza Rauf on November 27, 2011

You are in an important interview for a job you really want at a company that gets you really excited about your career. As you sit across from the potential employer, you smile and know things are going well. Then, they ask the question, “Tell me about yourself?” What do you say to that?

The common answer that interviewees give is about their work experience. Some will discuss their personal lives. Others will answer with comments about what they like to do and what they did last night. None of these answers is the right one from the perspective of the person giving the interview.

What’s He Really Saying?

When heading to an interview, realize that the person asking you questions is not always going to be looking for the answer to that question. In other words, he or she may ask one question but is probing for a completely different one. It is up to you to understand the true meaning of any question prior to answering it. This is not always an easy process, though.

In order to know what the interviewer is really saying, you need to do two big things: listen to the entire question and notice any cues he is giving you. If you can do those things, you will be able to answer any question, including this one accurately.

What Is the Interviewer Looking for in Those Questions?

In most situations, a job interviewer is looking for the best candidate to fill a specific position. To learn if the person sitting across from them at the desk is that person, he needs to find the answers to some very specific questions, including these.

Can you do the job? Will you do the job?
What special skills do you have that others do not have that makes you a better choice?
What experiences do you have that makes you a better choice over other applicants?
What do you have to offer to me that is something the company is lacking?

Knowing what information the interviewer is after, you can provide a better answer to the question asked to you. Ask yourself, how you can answer these questions in a way that provides the information the interviewer is really looking for you to provide.

Know the Cues

Secondly, notice any cues that the interviewer is putting out there. These can be key indications of what information is necessary and what may not be. More so, the cues are often signals to you as to how you should answer questions. For example, the following are some cues you may see.

The interviewer is distracted by something else in the room.
The interviewer is interrupting your replies, which shows he or she is impatient.
He keeps looking at the wall.
He is slouching.
He is listening intently to what you are saying.

If the interviewer seems distracted, he or she may be annoyed with how long your answers are. If he is interrupting, you may not be answering in the right manner.

Tell Me About Yourself

Keeping all of this in mind, the answer to this question comes down to just a few things. Can you communicate well with others? Do you have the ability to set goals and to stay on track? Can you handle rejections? In other words, are you able to answer these questions in a way that delivers the responses he or she needs?

Get ready for a great new part time or full time career when you work with Advance Staffing Solutions. Let us help you get ready for those upcoming interviews so you can be successful in your quest for the right job.

Job Offer Letters: What to Include and What to Avoid

Raza Rauf on November 21, 2011

People who enjoy watching horse racing are familiar with horses coming “out of the gate”. This term refers to how smoothly a horse leaves the starting gate, which can give the horse a good starting position in the race. It also helps to contribute to how successful the horse will be.

In a way, this idea can also refer to new employees. Hiring companies and new candidates know that a good start is beneficial to both. A good job offer letter can be the beginning component of this successful start. Here are some elements of what should be included in an offer letter, and what should be left out.

Job offer letters should specifically state the job title and location of the position. Identifying the job title confirms to the candidate what the actual job duties will be. Location is helpful if there are multiple locations for the company. The letter should also mention the start date of the job. These may seem obvious items to express in the letter, but they minimize confusion for new employees not familiar with the company. Effective communication of details sets the tone for good rapport with the company. In addition, a designated contact person needs to be stated on the letter.

Many companies are at will employment agencies. This means they have the ability to hire and fire at will. Some companies in a union environment have an established procedure for the termination of employees. Job offer letters should include information that the business is an at-will company so that new workers are aware of this from day one.

Letters should also clarify the compensation for the position. This may have been addressed in the job announcement and at the interview. For purposes of clarification, pay should be included in writing. This should not be done on basis of annual salary but what it will be per pay period. Knowledge of their compensation helps new workers when they need to make adjustments in their lives with their employment such as added cost of a longer commute.

Some form of feedback should be given by the new employee. This can be in the form of an email confirming receipt of letter and acceptance of employment. Some companies also make it a policy to have the candidate sign, date and return the letter verifying acceptance of the employment offer. Businesses need to make this decision based on their need. Any letter written should be simple, professional and direct.

Avoid making statements regarding job security as anything in writing can become a legal document if problems occur and arbitration is necessary in the future. Nothing should be mentioned regarding the length of employment. Personal statements should be kept out such as “we are sure you will have a long future with us”.

For more information on writing offer letters, be sure to visit our employer resources found at Advance Temporary Services.

Want to work somewhere FUN? Prepare for an interview at an employer with a unique company culture.

Raza Rauf on November 13, 2011

In many companies today there is a focus on providing not only a great salary and benefits package, but also on giving employees a fun atmosphere to work in. This movement started with the first company that decided a casual, fun workplace was more conducive to happy and productive employees—and for good reason. Studies have consistently shown that happy employees lead to higher levels of productivity, which translates to more revenues and greater creativity. This leads to innovation like never before seen. Just think Google and Apple and you get the general idea.

As you start interviewing for new assignments, you may encounter companies that promote this “fun” workplace. In order to put the best foot forward, it’s best to prepare in advance for a different style of interviewing you may experience. Here are some ways to get ready for an interview at the next funhouse company.

Before the interview, review the corporate website and any articles that pertain to the company as a whole. You will generally be able to learn much about a company by reviewing any press that the company has received, including the executive leadership. Try to understand what the company stands for by reading the mission statement. This will come in handy when you are asked to come in personally for an interview.

If you have the opportunity, speak with the direct hiring recruiter to find out what the general corporate culture is like. Ask what the inside of the building is like, what are some of the events that the company has, and what the general population of the existing staff are like. Does the workplace include any on-site perks like a café, coffee shop, exercise center, a skateboard or bike path, entertainment spaces or other aspects of a fun environment?

Check with your staffing agent to find out what the dress code will be for the initial interview, because he or she has been inside the company. If the agent tells you business casual, be prepared to dress smartly for the interview, but not too over the top with a suit and tie, or too casual with jeans and flip flops. If this fun work environment includes ultra-casual attire, wear at least khakis and a collared shirt to avoid appearing too “stuffy”. Dress codes do vary from one fun workplace to another, so don’t assume to know what will be expected of you.

Ask around to see if any of your personal contacts know anyone who works at your target company currently. If you normally associate with people in the particular industry you are trying to get employed in, chances are someone knows a little more about the company than you, or has had a chance to visit there for an interview. Friends within the company can also shed more light on what it’s really like to work in that environment, which can give you more to go on as you interview. You’ll likely get a more accurate picture of what the fun environment is about, rather than a somewhat biased view from a recruiter who is trying to court you for a job there.

Remember, that you only get one chance to make a positive impression, and that the company has one shot to entice you to want to work there. Sometimes what seems like a “fun” environment to others may not be the right environment for you to work in. On the other hand, it may be the perfect place for you to grow in your career.

Why it’s Important to Conduct Background Checks, and How to Do It the Right Way

Raza Rauf on November 4, 2011

There are many good reasons why it’s important to conduct background checks for all potential new hires. For one, people are not always who they say they are in the interview process. People will very often say anything to get a job, especially when there is an average of 10% unemployment rate in the country as of this article. Conducting a background check protects not only the company, but also the existing and future staff at the company, from possible issues such as workplace violence, theft and property damage.

Did you know that in just 2009, there were nearly 572,000 non-fatal crimes that occurred in workplaces around the USA? These figures were released by the Justice Department Bureau of Justice Statistics’ newly released publication, Workplace Violence, 1993-2009. Those figures may seem staggering, but more and more cases of workplace violence and crime are making the news daily. It’s important to reduce the chance of workplace crime by conducting thorough background checks as part of the new hire process.

A best practice for conducting background checks is to use a reputable employment background check company to objectively provide information on candidates before an offer of employment is made. This information can be obtained within a matter of days by a good background check company, but keep in mind that all candidates must give their written consent to this check. Require each candidate to sign a background release form, which gives you permission.

Another best new hire practice is to check employee references, from past employers. Find out if the candidate is being truthful about his or her work titles, duties, dates of employment, and reason(s) for termination. While sometimes a candidate may use an incorrect date or embellish actual work duties on a resume, look for glaring differences in the information provided by the candidate vs. the actual information received by references.

You will also want to require a drug test as part of the background check. You would be surprised at the types of people who are actively engaged in drug usage in this country – an epidemic that has spread to all socio-economic communities. Again, do this before making any offer of employment, and make sure to consistently check all candidates regardless of the job itself.

Lastly, work with a quality staffing company that can conduct background checks for all your candidates. This can save you a great deal of time and money with your recruiting efforts. Any candidates will have already been checked for criminal histories, drug use, false information, and more before they have a check to become part of your corporate environment.

Want more information on how using a staffing agency to conduct your background checks can best work for your company? Consult with the career experts at Advance Temporaries today!

4 Tips for a Long-Distance Job Search that Get Results

Raza Rauf on October 30, 2011

Several areas of the country have faced worse economic conditions than others. Some areas have been so depressed there is little prospect for opportunities for job seekers. As a result, many people have decided to conduct a long-distance job search to try and find employment in other communities. Trying to conduct a long distance job search can be a daunting task. The areas are unfamiliar. Following the right steps can make the job search easier.

Focus On Options

One of the surprising aspects of conducting a job search in another area is the greater competition with other candidates. It can also be a more time consuming process. It is necessary to focus and concentrate on the jobs being sought after in this job search, which may be different depending on the locale. For this reason, start by limiting the number of locations to search in. Take into account your personal situation and apply it to these areas. Look at cost of living, local schools, and quality of life. Many areas try to advertise to people moving to their areas by showing what their areas have to offer. Look into what areas have the best job prospects in your industry. Limit the search to twenty positions get a better idea of prospects in each area.

Access Your Network

Having a well-developed network can help uncover long-distance career opportunities. Friends and family who have relocated can be consulted regarding job opportunities. Professional contacts can also be utilized to learn of new job openings. Use online searches for terms like “telecommute”, “relocation assistance” and “remote” for the best results when looking for a long-distance job. Consider joining a nationwide professional association in your industry. These organizations offer job search assistance to members and direct access to unadvertised openings in different parts of the country within the industry.

Social Media

The use of social media has enhanced the ability to research information and communicate with others remotely. Sites like Facebook and Twitter allow more people to communicate from other parts of the country. Developing a professional profile and a strategic business network through these sites can help enhance job prospects. People very often share information on who is hiring and what kinds of jobs may be available. Sites like Digg and Stumble upon may give news and information about employment in several locations.

Register With Employment Firms

It is a good idea to register with a national staffing firm, like Advance Temporary Services, to access openings across the country. Getting involved with the local office of a national company gives access to resources for openings throughout the country. Representatives should be aware that you are willing to relocate to assist your job search. Contacting recruiters and search firms in the areas of interest can give information about employment markets.

A long-distance job search can be challenging, but not impossible if you follow the above tips. Using the proper resources can make it easier. Get a job start on your long-distance job search by working with the career experts at Advance Temporary Services today.

Pay Attention To Your Body Language: How Non-verbal Communication Can Make Or Break Your Interview

Raza Rauf on October 23, 2011

Did you know that it may be what you don’t say that makes an interview successful? It’s a fact that you can often learn more about a person from what they do not say. How someone expresses themself non-verbally tells a lot about them. Facial features, posture, and eye-contact can reveal much about someone. People may not even realize this as it works on a subconscious level.

Non-verbal communication consists of physical characteristics and behavioral aspects of individuals that are communicated in face-to-face interactions. Perception is based on sensory action. Certain cues and messages can be sent based on how an individual acts without saying anything. This can be especially true when in a job interview situation — the most important part of the hiring process. Decisions on appointments can be made on just a short time in this meeting. Awareness of the proper non-verbal prompts can make an impact.

In some cases, non-verbal actions can be a more reliable indicator of an applicant than verbal conversation. People may not be aware of their posture or demeanor. In a sense they let their guard down with these cues. Facial reactions to questions can tell a lot. A candidate who is slumping in their chair during a lengthy interview can indicate boredom and disinterest. Applicants should not underestimate how powerful non-verbal communication can be.

In order to have the best possible results, it is important to appear professional for the interview. First impressions are important in the interview. Making eye contact and the firmness of the grip in the initial handshake can say much about an applicant. These can be a mark of confidence and self- assurance in a candidate.

Maintaining attention and interest are important aspects in the interview. When sitting during the interview, do not slouch or lean back. This may give the impression of being too relaxed. Sit up straight and lean forward slightly. Smile and nod to responses to show you understand what is being told to you. Listen and maintain interest. Keep hands at your sides and avoid actions that may distract like parting hair or scratching your forehead. Maintain eye contact throughout the interview.

Demeanor in non-verbal communication can be as important as actions. It is important to be calm and patient. Try to avoid perspiring even if you are nervous. Try to mirror the tone and conduct of the interviewer. If your interviewer is friendly and casual, react in the same manner. If the interview feels serious and to the point, act the same way.

There is an old saying that the eyes are mirrors to the soul. The way we act through our actions says as much about us without even realizing it. Recognizing these features can help make an interview a success.

For more tips on successful interviewing, please be sure to visit Advance Temporary’s job seeker’s resources today!

6 Reasons You Might Not Have Gotten a Call After Your Job Interview

Raza Rauf on September 29, 2011

It happens to everyone from time to time. You go on an interview that went spectacularly well, and then no phone call inviting you back ever comes. When you need a job this can be more than disheartening and make you want to give up. Understanding why you never got the call will actually help you in your job hunt. So don’t despair. Pick yourself up, brush it off your shoulder, and learn from the experience.

Reason #1- They hired someone else (unfortunately).

The climate for job-seekers is much different today than it was a decade ago. Unemployment rates are at all-time highs, and the number of people applying for positions is unreal. In most cases you should expect at least 3-4 dozen people applying for every open position. Some positions will have much higher competition. Even if your interview was great there may be someone else who was more qualified. Don’t let this get you down. Be persistent.

Reason #2- They filled the position internally.

Most companies will post open positions internally before they start interviewing applicants outside. However, people can be on vacation or busy with projects that forces them to miss the deadline for the internal posting. This means they go into the open job pool. Companies would prefer to hire within for open positions.

Reason #3- The position was eliminated.

This happens far more often than you may think. A company decides they need to hire someone, then they find a way to cut costs and fill the requirements using other people inside. Hiring freezes may have also gone into effect as a cost saving measure. This is nothing personal, and there’s not much you can do about it.

Reason #4- The job description or need changed.

Similar to reason #3, a lot of companies will end up changing the job description after it was posted. Or the actual needs of the job may have changed after the fact. You may have been a perfect candidate for the original position, but lack the skills necessary for the new description.

Reason #5- Someone else made a better impression.

The way to get the attention of a company is much different today than it was before. Focusing less on what you get out of it and more on what you can bring to the table is the new thinking. If another candidate displayed this more than you they may have been chosen over you. The employer wants to employ people who show enthusiasm.

Reason #6- Talking about money too soon.

Yes, you need a job that will pay you. However, the initial interview isn’t the time to discuss this unless the interviewer brings it up first. If you walk in with demands regarding your salary and benefits you’re showing the interviewer that you’re more interested in money than the actual job.

With this short list you can go back and rethink your interview strategy. Learn to follow up after the interviews to stay fresh in their minds. And above all else, remember to stay positive! There IS an employer out there who wants and needs you, it’s all just a matter of time.

Looking for a great new job opportunity? Check out the career openings at Advance Temporary here.

Don’t Let an Interview Stump You! Prepare for These Difficult Questions You Might be Asked During an Interview

Raza Rauf on September 16, 2011

Source: jscreationzs / FreeDigitalPhotos.net

You’ve sent off your resume and cover letter, anxiously awaiting that elusive call from a company you’ve always wanted to work for. Then the call comes, and you start getting butterflies thinking about the pending interview. Before you start daydreaming about your corner office, be prepared for your interview with answers to the difficult questions you may be asked.

What are your goals five years from now? This is becoming a more commonplace question with interviewers, but it still is a difficult one for most candidates to answer. This is the time to respond with a prepared, yet truthful answer. The best course of action is to let the interviewer know you are hoping to be in a position where you can manage more responsibilities alongside an efficient team, in a company that provides growth opportunities and a modern work environment.

Explain your relationship with your previous boss? While it can seem tempting to start trashing your previous supervisor, ignore the urge and keep things positive instead. No hiring managers want to hear negative things about the people you used to work for. That’s a big red flag and could cost you a great job. Instead, think of several things you enjoyed about working with your old boss and explain how this helped you grow as an individual.

Have you ever been terminated from a job? This can be a real “sticky wicket” as they say, but employers have the right to ask you this question. This question is generally triggered by frequent job changes, a job marked as termination on your application, or if you have recently lost a job. Don’t be afraid to answer with an honest answer here, as most recruiters will appreciate this. However, if you were let go due to violation of company policy, be sure to add in what you have learned from this lesson.

Why do you want to work for our company? While this question may seem a little bold, hiring managers use this to screen out people who are just looking for short-term work, or those who did not take the time to research the company a little before coming in to interview. Learn as much as you can about the company beforehand and respond with some ways you see yourself as a valuable addition to the corporate team.

What do you think is a fair salary for you? Answer with caution, as you can easily eliminate yourself by quoting too high, or lower your perceived value by saying a rate too low. Use your preparation time to research current salaries for the job you are interviewing for, and stick to that range. Make sure to emphasize your unique skills and credentials too.

And remember, breathe and make plenty of positive eye contact while you are interviewing. You’ll easily impress the hiring manager and get offered a great new job!

If you need more support with finding a great career or you want more interview preparation tips, be sure to visit Advance Temporary Services today!

Stop Hiring Quitters: How to Avoid Employees Who Won’t Commit

Raza Rauf on September 7, 2011

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As if dealing with the normal employee turnover and corporate layoff’s isn’t stressful enough for HR departments, here comes candidates who are just looking for the next stepping stone. We’ve all seen them – candidates who seem to be perfect for the job, act enthusiastic about the assignment and seem to be genuinely interested in working for your company. And then, just weeks or months later, they bail without warning. This is enough to make any HR professional want to scream.

So, how do you avoid “job hoppers” or “fly by night” candidates from ruining your numbers and chances of having a productive work environment? Read on to learn some tricks of the trade to avoid the pitfalls of hiring quitters.

Review Career History

The key to finding the best candidates for long-term assignments is to screen candidates carefully from the onset. This means reviewing the resume with the eye of an expert recruiter. A typical job hopper will most likely have several glaring issues, which may indicate a problem with keeping jobs. Look for short-lived assignments previous to 2006, when the economy ok a turn for the worse, because you don’t want to weed out people who have been unemployed through no fault of their own. Also, watch out for dates that overlap, or do not seem consistent with the flow of the candidate’s work progression.

Check References Thoroughly

Another way to avoid hiring a job hopper is to actually take the time to request valid job references and letters of reference. Oftentimes, candidates who don’t plan to stick around for long choose to use a “friend” as a fake reference, which misleads recruiters. Instead of taking a chance, request at least 3 employment reference letters from former employers typed on corporate letterhead, complete with phone numbers so you can call to speak with them personally – before hiring a dud.

Interview Focus on Longevity

When inviting the candidate for an interview, emphasize that the assignment is a long-term one and that the person chosen must mesh with the current team. That will set an expectation that you are not looking for someone who is planning on skipping out in a few months, but rather an integral part of the company. Ask the candidate where he or she sees themselves in five to ten years. Get an idea where the person is going career-wise, then ask how this job fits into the equation. It’s not confrontational at all to get this insight before investing time and money into a new hire.

Background and Credit Checks

There has been some controversy surrounding the use of background and credit checks, but in times like these, it’s a good way to eliminate candidates who are not sincere about staying on for the long haul. When a candidate is stable, he or she will most likely have fewer than two residences in a five-year time span, and most debts will be paid on time. While there are some exceptions to this rule, it’s very good to know whether the candidate is under financial strife and is looking for a paycheck vs. a real career. Be sure to follow Fair Credit Reporting Act guidelines when gathering personal background and credit information and by all means get written permission before proceeding.

Hire Through Staffing Agencies

One of the best ways to avoid hiring quitters is to choose to use the services of an expert staffing agency, such as Advance Temporary Services. A quality staffing company will screen all candidates and have some experience with those who are seeking long-term assignments. Staffing agencies can be excellent sources of stable employees who are looking for a great opportunity to grow a career, and they will be accountable to both you and the staffing agency for the first few months on assignment. If they flake out and quit, you’ll have access to a replacement with no time investment on your behalf.

Choose Advance Temporary Staffing for all your long-term recruitment needs.

5 Non-traditional Interview Questions That Can Help You Select the Best Candidates

Raza Rauf on July 16, 2011

If you’ve been interviewing candidates for a few years, you know that the same worn-out interview questions become ineffective over time. That’s because candidates of today are much more prepared and ready to answer with canned responses. In order to take things up a notch, it’s time to employ a few non-traditional interview questions to establish who are the better candidates among the pile of resumes you have on your desk. Here are some fun, non-traditional interview questions that are absolutely legal to use, and will accomplish this task.

“What’s your favorite movie and why?”

This is a great ice-breaker and a non-traditional interview question that most candidates won’t see coming, even the most seasoned job seekers. While asking about the candidate’s personal views on movies are, it can provide you with valuable insight about values if they answer with detail. For example, a job seeker with conservative work values will indicate that they like an old movie, while a more progressive candidate may provide a movie title that falls into a Sci-Fi or Fantasy category. Make sure that you read between the lines when hearing the response.

“If you could be a superhero for a day, who would you be?”

There’s a lot to be said about who our heroes are. When it comes to using this as a non-traditional interview question, you can gain a lot of insight with a candidate by carefully evaluating the response. Most candidates will stay in a safe zone and indicate their preference for a hero like Ghandi, Martin Luther King or someone of social prominence, but it’s the brave few who will say something like “Super Man” or “The Green Hornet”. Those candidates are the adventure seekers who will bring energy and influence into the workplace.

“How do you see yourself in a few years?”

Some hiring managers may see this as too direct of a question, but it’s one that needs to be asked upfront of all candidates. Why? Because there seems to be a movement of candidates who generally lack loyalty and commitment to the companies for whom they work today. It’s not uncommon for candidates to continue their job search whilst accepting a job at your company. In fact, a recent survey conducted by the career board Monster.com indicates that as many as 84% of employed people spend time looking for work while on the job. Find out if what the candidate’s dream of success meshes with your company objectives, before making the job offer.

“What are the first five things you do every morning at work?”

While this may not seem to be a non-traditional interview question, it’s not something that’s regularly asked of job candidates. Yet, the answer to this question can speak volumes about the kind of person you have in front of you. Look for responses akin to dressing for success, making a list of priorities, and being highly organized. These are the types of traits your company needs to stay ahead in a competitive world, so a candidate who answers in a positive way is worth your investment.

“Describe the riskiest thing you have ever done?”

This is a non-traditional interview question that’s based on the standard “are you a risk taker” section of the personality test. However, in this more direct question, you allow the candidate to show you some insight into how he or she handles calculated risks in a job setting. An indicator of a stellar candidate includes someone who is willing to take some risks and take action in order to get ahead in life. Businesses that have successful people are very often those who have employees who lead active lifestyles and have somewhat risky attitudes about work.

Remember, to limit the use of non-traditional interview questions to only those that fall under legal hiring guidelines and protected class statuses. If you need more advice and support with your interviewing processes, be sure to check out the employer resource section on Advance Staffing Solutions today!

5 Types of People Who Might be Interviewing You, and How to Prepare

Raza Rauf on July 9, 2011

If the big interview day is coming up, you are likely preparing to meet the person who may be deciding if you will be a good fit for the company. While this can be a nerve-wracking time, it can also be an opportunity to get inside the minds of the interviewers to gain the best possible advantage. It’s easy to do this when you understand the 5 types of people who might be interviewing you. Let’s review who these people are and how you can prepare.

The Recruiter

Most often, when interviewing for a new job, you will generally meet with a recruiter first. This is either someone who works in an entry level screening position within a large human resources department or someone who has been contracted with to seek out quality job candidates. Recruiters can be intimidating, especially if they are “jaded” by meeting so many people. However, they can also work in your favor if you understand the goals of an interview at this stage in the game.

Even in this initial interview, you can be fairly certain that you’ve been called in for an interview because you meet the minimum requirements of the open assignment. After combing through hundreds of resumes on job boards all day, a recruiter will be pleased to find a handful of people who have the right work skills, employment backgrounds and education level for the job. Win this person over by pointing out how you are the best match for the assignment, and your recruiter will be your biggest cheerleader. This is because recruiter success (and their paycheck) is measured by the number of placements they make.

The Replacement

When you are interviewing for a job with a company that is going through “transitions”, it’s very likely that you will be meeting with the person who you may be replacing or someone who is moving on to bigger things. Tread carefully and present your best side when meeting with someone like this. You will be judged for not only your credentials, but also for how well you may fit in with the rest of the team.

A good way to handle an interviewer with a possible replacement role is to develop report as soon as possible in the conversation. Try to match your body language and your verbal responses with those of the interviewer. Make plenty of direct eye contact and keep the conversation positive with the interviewer. Finding a common ground with this person will help convince him or her that you will be a good addition to the existing network of professionals.

The Gatekeeper

This can be a tough person to impress, because the “gatekeeper” is usually someone who doesn’t appreciate change or new people in general. However, companies oftentimes use gatekeepers to further screen out job candidates during the second or third wave of interviews, or in group interviews as a type of “control” measure.

To succeed in an interview with those who are acting as gatekeepers, use plenty of positive verbal and non-verbal communication skills. Listen very carefully to what is being asked throughout the interview and answer succinctly and professionally, while noticing queues from the interviewer. Make sure to convey how your skills will benefit the company for the best results.

The Department Head

Regardless of what you may think, interviewing with the head of a department is not always as stress-inducing as you may expect. However, don’t let this fool you. The department head is going to try everything possible to get to the bottom of who you are and how your skills can help the company to achieve important goals by hiring you. This is when all the sales skills you have ever learned must be employed.

You can ace this type of interview situation by doing your research about the company before the meeting day. Spend a nice chunk of time on the corporate website, look for industry articles and information about the types of clients the company has. Use this information to answer and ask questions during the interview to really impress the department head.

The Top Chief

Think meeting the big boss is a scary thing? Think again. If you have reached this point in the interview process, even if it’s a casual greeting in the hallway on the way in, you have already met much of the criteria the company is looking for. If you didn’t have what it takes, there’s no way the recruiter or secretary would even let you meet the top chief in the first place. But don’t get too cocky. You still have work to do to impress your future boss.

In order to succeed in an interview with the head of the company, you must be able to demonstrate several things. These include a go-getter attitude, a record of progression in your career history, and an ability to adapt to the needs of the new company. Keep these aspects in mind as you talk with the owner of the company and you will find a common ground, which will help you land a great new job.

Advance Temporary Services helps candidates put their very best foot forward with candidate resources and support. Find out more by visiting our candidate resource center today!