Interview Questions

April 10, 2019 by Amy Shanks Leave a Comment

EMPLOYERS WANT TO HIRE YOU IF YOU HAVE SOFT SKILLS

Interview, soft skills, job interview — Are you a team player?

Employers are looking for job candidates with “soft skills”. Yes, it’s true. Over the past decade, the way people work has drastically changed. Now employers are looking for candidates who have more than the necessary technical skills and experience for the job. Furthermore, they want employees to have the ability to adapt quickly and to work across multiple teams and projects. Having “soft skills” means you are flexible and versatile.

Employers want you to have soft skills

Soft skills are interpersonal ones that are vital to the success of employers because most jobs require employee interaction with co-workers and clients. Soft skills include abilities like communication, critical thinking, time management, problem-solving, and networking. Candidates with soft skills are very adaptable, and an asset to employers as those skills are transferable regardless of the type of job.

Soft skills, now considered as important as hard skills, can be hard to access. The main difference is that hard skills are job-specific and can be taught. Soft skills, based on the characteristics of the job candidate, are not easily taught.

Employers believe communication is key at the workplace — Employers love soft skills – these will help you land your next job

Tell a soft skill story to your employer

Highlighting your soft skills to potential employers is essential. Begin by identifying the soft skills you have that are relevant to the position you are applying for. Include those skills in your resume or include them in your cover letter. During your interview, mention how you have displayed soft skills in past jobs. Finally, you can even demonstrate your soft skills by the way you interact with the interviewer. Also, paying attention to the interviewer while he or she is talking, will showcase your listening skills. Overall, soft skills will lead you to opportunities and help you grow as a professional. Most importantly, soft skills will help you land the job.

If you are ready to take the next step to advance your career, call us today! For decades, Strategic Recruitment Solutions has been instrumental in helping job seekers find their dream jobs. We are your one-stop shop for information, guidance, and insight into the legal and IT markets. Furthermore, we have the keys to help you land your dream job. To get started, search our current opportunities or submit your resume today.

November 30, 2018 by Amy Shanks Leave a Comment

ENOUGH POINTS TO SCORE ON YOUR SECOND INTERVIEW

Utilize your second interview to stand out from the pack

The key to landing your dream job is to score high in points on your second interview. There are those who play the game and those who win. Which one are you? Competition remains high for great jobs so be prepared to impress on your second interview. These five statements will set you apart and help you score:

1. “Please” and “Thank You” – Automatic points.

Showing respect and gratitude are similar to adding the Point After Touchdown in a football game. They should be automatic and are easy ways to score points.

2. Show you prepared for the game.

Let your interviewer know that you took the time to research the company before your interview. This will reveal your ability to plan ahead. Be sure to mention a specific way in which you see yourself as a good fit for the organization.

3. Go for the 2 point conversion to score.

Everyone’s a sucker for a genuine compliment. If there’s something you particularly liked (the people, the corporate mission, the interviewer’s punctuality), say so. Way to add a point conversion instead of an extra point.

4. Show them you came to play and ask, “When can I start?”.

Sometimes you have to try for the field goal from the 50-yard line Eto check the win. Chances are you will not see the immediate results of asking this question, but it still could translate to points on the board. Asking this type of bold question, merely lets your interviewer know you are very interested in the job. That puts you ahead of other candidates who will take the “wait and see” approach.

5. Sealing the win.

Finally, when your interviewer instructs you to do something such as send in references or work samples, make sure you follow up with the task immediately.

If you are a top performing professional looking to forge a new career path, consider partnering with Strategic Recruitment Solutions. We work with most of the law firms and technology companies in the Louisiana Gulf Coast region, as well as top companies throughout the nation. Furthermore, we can provide access to positions in the Legal and IT fields that may not be advertised on job boards or a company’s website. Search our current opportunities or submit your resume to get started!

June 5, 2018 by Amy Shanks Leave a Comment

PREPARE FOR THESE 5 INTERVIEW ANSWERS IN ADVANCE

Job Interview — Prepare For Your Next Interview

Interview questions are not trick questions. Although no one can predict which questions will be asked, one or more of these top five questions usually make the list. After preparing and rehearsing your answers, you will gain the confidence you need to impress your interviewer. Interviewing is a learned skill, and there are no second chances once you land that interview.

PREPARING FOR YOUR INTERVIEW

Do not make the mistake of being unprepared. Learn as much as possible about your prospective employer before the interview. Reviewing the company website is the bare minimum. With so many social media tools at your disposal, why not take the time to review your prospective employer’s Facebook page or LinkedIn profile? By doing your due diligence, you will be able to show how your skills and experience make you the perfect candidate for the job.

QUESTION # 1 – TELL ME ABOUT YOURSELF?

It is important that you do not let this question take you down the path of your personal life by disclosing information an interviewer cannot ask such as the number of dependents, religious affiliations, sexual orientation, etc. What your interviewer wants when asking this question is a summary of your career highlights and key accomplishments. This is a great opportunity to sell yourself. Remember to keep your answers relevant to the position you are interviewing for. While you are answering this question, your interviewer is accessing your confidence level and listening for an indication of how your past roles and responsibilities match the position offered. Be sure to include information about your goals for the future. Companies want to hire people who strive for ways to improve.

QUESTION #2 WHAT IS ONE OF YOUR BIGGEST ACHIEVEMENTS?

Interviewers ask this question because they want to see how confident you are in your abilities. The example that you choose will reveal a lot about you. First, it provides a clue into what you value. Second, it will help the interviewer envision you at your best. When you speak of an accomplishment, emphasize your best thinking and contributions. You want the interviewer to see you as someone who has a great track record of producing results.

QUESTION #3. TELL ME ABOUT A TIME WHEN?

Fill in the blank with situations relevant to the position. This is a behavioral question and should be answered using the STAR approach. STAR (Situation, Task, Approach, Results) will help you focus on the key details so that your story is authentic, memorable, and concise. Start by briefly describing the situation, then walk through your key actions in addressing the problem and finish with concrete details that reveal your pride in accomplishment. You may be asked a number of versions of this question. The questions range from asking about a time when you had to take the initiative, deal with a difficult customer or respond to a crisis. Be prepared to answer each one of them.

QUESTION #4. WHY DO YOU THINK YOU ARE A GOOD FIT FOR THIS JOB?

To answer this question, you should be prepared to explain how your past experiences and skills put you in a position to excel. Prepare a concise summary to show that:

You can do the work and will deliver exceptional results.
You will be a great addition to the team.
Your unique combination of skills and experience make you stand out from the crowd.

Finally, anyone can rattle off the bullet points listed in the job description. Make sure you answer is unique, in your own voice and reveals your specific strengths.

QUESTION #5. DESCRIBE YOUR GREATEST WEAKNESS?

Many candidates find this question difficult to answer. After all, you prepared to come to the interview ready to describe all of your great qualities. The best way to answer this question is to tell a story that describes a genuine weakness and then explain how you overcame the weakness. Everyone loves a happy ending.

If you are ready NOW to take the next step to advancing your career, call us today. At Strategic Recruitment Solutions, we make the job search process a candidate friendly experience. So why not send us your confidential résumé today? SRS will help you put your best foot forward and guide you through the interview process from beginning to end. Contact us about your future today! Give us a call today at 888-366-6508.

January 31, 2013 by Amy Shanks 3 Comments

EMOTIONAL INTELLIGENCE IN THE JOB INTERVIEW

Newsflash from SRS –

No one will pay you for being JUST book smart!!! Let’s talk about Emotional Intelligence.

There is, in fact, a kind of smart which can pay off in the job market, and it has nothing to do with IQ (a measure of a person’s ability to learn which – stays the same throughout life). That kind of smart is called Emotional Intelligence (a flexible skill set which can be improved with practice). The whole of a person is made up of Intelligence Quotient, Emotional Intelligence and personality. Which of these is the strongest predictor of performance in the work world? Emotional Intelligence or E I, many psychologists say, is responsible for 58% of success. It is seen as the strongest driver of leadership and personal excellence. In fact, a high degree of E I is reported to be responsible for a person earning an average of $29,000/year more than those with a low E I. This is true of all industries, at all levels, and in all parts of the country.

Emotional intelligence is an intangible that affects how we manage behavior, navigate social complexities, and make personal decisions in such a way as to achieve positive results. It falls into two primary competencies personal and social. Skills within the personal category are self-awareness and self-management. Is a person able to perceive his/her emotions and keep an awareness of them? Can this awareness be used to keep a person flexible and positive?

Within the Social Competency are the skills of social awareness and relationship management. Is the person able to understand other people’s moods, and behaviors and in doing so improve the quality of relationships? Can he/she manage interactions with coworkers?

This is no news to recruiters and HR professionals!

The interview process is designed to meet the person behind the resume’. In other words, it gives the interviewer an opportunity to separate the achievements on the resume which are largely a product of IQ from Emotional I Q which is difficult to quantify and list. For example, a candidate can have terrific accounting skills and great grades but yet be arrogant, have trouble working with others and be a person who blames others when things go wrong. When competing for the same job a more desirable candidate might have slightly lower grades and a more narrow skill set, yet he/she is polite, works well with others, stays focused and has leadership potential. She/he has the ability to manage emotions, relates well to others, adapts to the work environment, takes criticism and is eager to learn. Who will get the job? Who would you want to work with? It is much harder to train someone to manage his emotions than it is to strengthen his skills and train him for a particular job. Compared to IQ and expertise, emotional intelligence matters twice as much as IQ according to psychologist Daniel Goleman.

Given the huge pool of talent that most companies have to choose from in this competitive job market, doesn’t it make sense that employers will spend time in attempting to hire employees that are emotionally fit?

Job postings increasingly use terms such as mature and resilient as employers are more discerning in what they are looking for beyond skills and accomplishments on the resume’. The online shoe retailer Zappos.com weeds out candidates who don’t have their emotions in check. Christa Foley, senior HR manager at Zappos says “We ask a lot of questions to make sure they’re humble.” Arrogance has no place when talking to potential customers so an often asked question is, “Can you tell me a common perception people have of you?” Answers like, “I always have an opinion on something,” can be a red flag that a person can be arrogant.

Given a choice most employers would prefer to hire someone with limited technical skills (which can be improved) and a high emotional intelligence.

Before an interview, consider possible emotional intelligence interview questions – those that attempt to get information about your personal and social skills, i.e. self-awareness, self-management, social awareness and relationship management. Remember the interviewer is attempting to see the real you – particularly your E I apart from the resume’.

Consider your answer to the following questions:

Tell me about a time when you felt confident in your abilities. What was the situation? Why did you feel confident? How did you know? What was the result?
Think of a situation you faced where you felt angry or frustrated at work (whether you showed it or not). How did you know that you were feeling this way? Why were you frustrated? What did you say or do? What was the impact you had on the other people who were involved?
Everyone is better at some things than others. What is an example of something that isn’t one of your strengths? What have you done in your professional life to accommodate for this?
How would your current or previous co-workers, supervisor and staff describe your communication and interpersonal style? Give me an example or two.
Describe a difficult conversation you faced at work. What was it? What did you do? What was the result?

SPEND SOME TIME REALLY THINKING ABOUT ANSWERS TO QUESTIONS LIKE THESE. PRACTICE A RESPONSE THAT SHOWS YOU HAVE STRONG EMOTIONAL INTELLIGENCE. ENGAGE SOMEONE TO LISTEN TO THE QUESTION AND YOUR RESPONSE – YOUR RECRUITER IS AN EXCELLENT SOURCE/SOUNDING BOARD FOR YOUR POSSIBLE ANSWERS TO THESE AND SIMILAR QUESTIONS – USE THEM.

Remember in the interview to thoughtfully answer all questions. You are not being timed. Thinking through a question and asking for clarification if necessary demonstrates important characteristics of those with a high E I, which are self-awareness and the ability to manage behavior and social interaction.

“Opportunities are usually disguised as hard work, so most people don’t recognize them.”
Ann Landers

Good luck and remember that luck comes in abundance to those that prepare!

“The harder I work, the luckier I get.” Samuel Goldwyn

January 16, 2012 by Amy Shanks Leave a Comment

BEHAVIORAL INTERVIEW QUESTIONS

THEY ARE NOT ILLEGAL OR EVEN IMPROPER BUT THEY SURELY CAN MAKE YOU UNCOMFORTABLE –

BEHAVIORAL INTERVIEW QUESTIONS!!!!

Behavioral Interview Questions are situational and are designed to uncover your skills and talents (competencies). These are questions that make you think and reveal qualities about yourself indirectly – They can make you uncomfortable because you are required to “think on your feet” and decide exactly what personality trait/work habit the interviewer is looking for. How do you answer the question and make yourself appear competent? Some of these questions are in the category of “When did you stop beating your wife?” They have an underlying assumption that you did something wrong – “Tell me about a time you did not properly handle a disagreement with a coworker.”

Does the interviewer want to know that you admit your mistakes and learn from them?

Is he/she looking for a positive attitude? Both would be good guesses.

In answering these, just like any other questions, a helpful hint is to research the company and the position to determine qualities that a useful employee would exhibit. Desirable work traits or competencies are many and varied depending on the position.

Qualities such as integrity, leadership, motivation, sensitivity, tenacity, risk taking,decisiveness, delegation, assertiveness, diplomacy, energy, adaptability – the list is huge and specific for the type of job. If this is a “front desk” position, then you would be expected to have good people skills and positive energy for sure. Answer accordingly. If the position will require negotiation skills, you might be requested to discuss a time when you had to use your powers of persuasion to get someone to do something. TAKE YOUR TIME. ASK FOR CLARIFICATION IF NEEDED. THINK! ESPECIALLY THINK WHAT THE UNDERLYING PURPOSE OF THE QUESTION IS.

Consider the STAR method. S.T.A.R. = SITUATION, TASK, ACTIVITY/ACTION, RESULT. Prepare to include all these areas in your answer. Recommendation – spend no more than 50% of your answer on the S,T, and A and 50% on the R. What did you learn? Details of what exactly happened in the proposed situation are not as important as your result.

Why not practice by looking over sample behavioral questions? Conceptualize possible replies. Discuss possible answers with a trusted person who has had success in the area for which you are applying or with your recruiter. Let us recruiters work for you. Ask for help with specific questions that could be a problem for you. We are always ready to provide help in interview preparation.

Following are some questions to explore and to experiment with answering:

Tell me about a time when you had to deal with two co-workers who didn’t get along with one another.
Tell me about a time when you had to make a difficult decision that affected those with whom you worked. What was the outcome?
Describe a time when a co-worker approached you and criticized your work. How did you handle the situation? What was the outcome?
Tell me about a time when you had to persuade someone to see your point of view. What tactics did you use? What were the outcomes? What did you learn?
Give me an example of a time when you used creativity to complete a project, work with someone else or develop a new idea.
Describe a time when you were assigned a task but were provided little direction about how to complete the task. What steps did you take to complete the task? What was the outcome?
Describe a situation when you had to get a job done in spite of an unforeseen problem.
Give me an example of a time you had to convince others to conform to a policy you didn’t believe in.
Tell me about a time you made a successful presentation to a prospective client.
Give me an example of a time when you failed to meet a goal. What did you fail to do? What were the consequences? What was the outcome?

Just for fun, consider some atypical interview questions which might be used to determine your creativity or ability to think quickly.

If you were a knife, fork, or a spoon, which would you be and why?
Sell me something in this room, anything.
If the tables were turned, how would you interview me?

Good luck. Consider sharing some behavioral interview questions which stumped you at the time but wish you had another chance at. What was the question, how did you respond at the time of the interview and how do you wish you had answered?

PREPARATION IS KEY.

“It’s not the will to win that matters -everyone has that. It’s the will to prepare to win that matters.” Paul “Bear” Bryant

“By failing to prepare you are preparing to fail.” Benjamin Franklin