The Interview is Only as Good as the Questions You Ask

The best way to ensure your roster is filled with top candidates is to use the interview to assess what a candidate can bring to your organization. By asking the right questions, you can gain insight into a candidate’s motivations and thoughts.

The Top Interview Questions to Ask Candidates

Why are you leaving your current employer?

A standard and favorite question in the interview repertoire. This question brings insight into a candidate’s motivations for their job search. It also can answer other questions regarding whether they are looking for a new career direction or are open to relocation.

How would your co-workers describe your interaction with them?

This question can provide a look into a candidate’s communication and interpersonal skills. Do they remain positive while they answer this question? Do they badmouth and place blame on co-workers and supervisors? While a simple question, it can give a prospective employer a taste of how the candidate will work with others.

How do you plan on continuing your professional development?

This question can provide insight into a candidate’s drive and passion as well as your future training expenses. Do they plan on pursuing more education, training or certifications? For example, if an employee is planning on finishing a degree or earning certifications, this will affect a prospective employer in two ways. First, if an employer pays for training and education, this cost will need to be factored into company expenses. Second, if a candidate acquires this additional education and training, will it increase their market salary significantly?

What are your professional goals?

When a prospective employer asks this question, it can be revealing. Does the candidate have career aspirations that will quickly outgrow the position you are interviewing for? Do they envision a management role in the future? If a situation exists where you see an employee outgrowing the job quickly, it only means that as an employer, you will be re-staffing the role sooner than expected.

Moving Forward

With record employment, finding talent is getting harder and harder. Thus, it’s essential when you do find a candidate that you ask the right questions. For help finding the right talent for your needs,  consult a professional recruiter. A professional recruiter can find and provide you with top talent in a very competitive market.

The post Critical Questions You Should be Asking in an Interview appeared first on Open Systems Inc..

How Do Employers Feel About Inconsistent Employment?

Hiring is part of doing business. Searching for new talent takes a significant amount of time and money. This investment usually does not pay off until after the first year when the new employee has had the opportunity to learn the ropes in their position and become as productive as they can possibly be. With this in mind, employers will try to make the most practical decision when it comes to extending an employment offer. When employers see a history of rapid job changes on a candidate’s resume, they see an increased risk of the same thing happening at their company.

You Are Always on the Lookout for a Higher Salary

If an employer feels you are only interested in your bottom line, they fear you’ll be whisked away as soon as the next highest bidder comes along. With such a tight employment market, there will always be employers who poach and offer higher compensation, but a history of making repeated hops every time a bigger check comes will raise red flags.

You Can’t Commit

Employers want employees who can commit. They want workers who believe in their work and are willing to stay even when things get challenging. Also, with markets as highly competitive as they are, a non-committed employee may be more likely to take sensitive company information with them and use it elsewhere. While NDAs offer employers some protection, most cases are hard to win in court and by that point, the damage is already done.

You May Have Issues Getting Along With Others

Candidates that have changed jobs frequently can make employers wonder about their ability to work with others. Hiring managers fear candidates who possibly have interpersonal relationship issues coming into their company and causing havoc with negative attitudes. This is due to the fact that unprofessional behavior can cost considerable time and produce many headaches.

Ways for a Candidate to Negate Inconsistent Employment Experience

Above All, Be Positive 

During an interview, display appropriate body language and tone. Remain positive and always be professional. This will prevent employer’s minds from wondering toward possible negative reasons for your inconsistent employment.

Highlight Your Experience and Unique Skills

Turn your inconsistent employment into an asset. Play up the fact that having the experience of numerous employers and situations has given you the opportunity to learn and grow. Talk about the platforms and skills you have been exposed to.

Don’t Badmouth Past Employers or Co-Workers

When interviewing it’s best not to badmouth past employers or co-workers. Don’t tell stories of how colleagues or former supervisors wronged you.

Moving Forward

While inconsistent employment is becoming the norm in some industries, some still see it in a negative light. When employers see inconsistent work experience, it may give them pause before making an offer. The best way to avoid these misconceptions is to remain positive when interviewing and be professional. If you need help presenting your experience in the best light, consult a professional recruiter. They can help you craft your message to show employers how you can be a valuable asset for their organization.

The post What Inconsistent Employment Looks Like to an Employer appeared first on Open Systems Inc..