The Modern Job Interview... Expectations vs Reality
Sometimes I feel like I exist in this parallel universe where I am this ultra-modern executive... current with trends in fashion, pop-culture and growing digital footprint --- yet battling these EXPECTATIONS I have that somehow appear "old-school" -- especially when it comes to THE INTERVIEW PROCESS.
When I began recruiting -- almost 20 years ago --- the process was simple! I would FAX (yes I said fax) a resume to an Office Manager or Hiring Manager --- schedule an interview, maybe a follow up with HR... and get an offer.
Today, the interview process is an elaborate process consisting of multiple steps. It has become an intricate courtship that often involves multiple "decision makers", multiple visits and a stringent screening process. The ultimate goal being to see beyond the resume --- and somehow ensure a "cultural match".
In every personal and professional situation we enter; it is important to manage our expectations. Having a clear understanding of what you need to do to prepare is essential to your success.
Let's look at some EXPECTATIONS jobseekers have when working with a recruiter. Some of
these can be viewed as perceptions that influence the way they will interact.
- An interview with a recruiter is NOT the same as an interview with an employer and therefore does not require the same preparation or professionalism
- A recruiter will search for the job I want - based on what I describe as my ideal career target
- I can go through different recruiters for opportunities at the same company - as long as it is not for the same exact job
Now, let's look at the EXPECTATIONS and REALITIES as seen through the eyes of a recruiter.
- Recruiters assume the manner in which you conduct yourself with THEM - will be the way you conduct yourself with their clients . If you come in unprepared - with a poor attitude, in unprofessional attire... this is the way WE believe you will present yourself to the employer. Candidates are a reflection of our PROFESSIONALISM and judgement.
- Recruiters like myself are hired by companies to seek out a very specific profile. Our clients pay a significant fee to have us ONLY introduce those candidates that meet their very stringent standards. As a result, Recruiters do not have the ability to seek out your target jobs. If you are qualified for one or more of the searches WE are conducting -- or regularly are engaged for --- we are in business!
- This last one causes many "issues" for jobseekers, employers and recruiters alike. The standard rule for this is if you have been presented to an employer within the past 6 months by a recruitment firm --- it is likely that contractually the firm that made that introduction has "representation rights" for you. It is your responsibility to notify a recruiter if they present an opportunity with an employer you have been presented to previously through another recruitment firm. Although it is annoying for us --- the reality is that the employer frowns upon this and sees the candidate sharing fault --- and could impact their interest in you for current/future opportunities.
Now... let's get back to the INTERVIEW PROCESS in general and how this complicated "dance" gets choreographed by someone like me. After all - a large part part of my role is to manage EXPECTATIONS of both my candidates and clients prior to and throughout this process.
EXPECTATION: There will be clear JOB DESCRIPTION that outlines all of the responsibilities and requirements associated with the role
REALITY: Yes.. the majority of positions I recruit for have some type of JOB DESCRIPTION. However, the JOB DESCRIPTION is often a "wish list" that is conceived early on in a planning process. It has become more common that a "loose" outline be offered that it is understood may "evolve" as the person occupying the role settles in. I have found that descriptions often come to me prematurely - before the hiring manager and department truly understand what they need. Very often, candidates identified in the search - help to 'formalize" many descriptions.
EXPECTATION: There will be 2-3 iinterviews over a 2-3 week period ... that I can schedule before or after work hours.
REALITY: There is no "standard" interview process --- regardless of whether you earn 50K or 250K. However, I can tell you that with all of the concern and emphasis placed on making a "cultural match" --- the interview process has become a HIRING BY COMMITTEE. Most jobseekers with 5+ years of experience can expect to make 3 VISITS to an employer -- over a 3-6 week period. During the course of these visits, you can expect to meet 3-5 people involved in the decision making process. Some may be at a peer level -- some could even be junior. Now... as a result of so many people needing to see you --- the process gets dragged out -- due to vacations, sick days, travel, etc. In addition, companies now try to schedule candidates to meet 2-3 people - in a single visit. This makes BEFORE & AFTER work appointments nearly impossible. So... be prepared to be FLEXIBLE -- PATIENT & be prepared to take a HALF DAY or a SICK DAY to see all the people you need to.
EXPECTATION: Employers have an expectation that you will be able to clearly articulate WHY they should choose you over the several other equally qualified candidates they are considering. They expect that you will come in to interview fully prepared - with a clear understanding of the job you are interviewing for, the company,the industry, competitors, etc. Employers want to see a passion for the work you do, a high level of enthusiasm and a commitment to excellence.
REALITY: Jobseekers often fall short in a few areas. Candidates need to do a better job of communicating what experience, qualities, traits and skills truly set them apart. You MUST SELL WHAT AN EMPLOYER IS BUYING. This means you must listen to understand their needs and craft your responses accordingly. What is important to YOU - is not necessarily important to THEM. When it comes to ENERGY - ENTHUSIASM - PASSION --- this is just not something I can coach... and remains the one way to "tip the scales" in an otherwise even competition. Being prepared is the ultimate key to success in the interview process. KNOWLEDGE IS POWER! when you are prepared - you will speak from a position of power and exude confidence. when you can combine this confidence with humility --- you have a winning combination!
EXPECTATION: Jobseekers expect to get FEEDBACK --- in a timely manner ---that will provide details and solid information that relates to an employer's decision making process
REALITY: Recruiters and Jobseekers alike -- are perpetually WAITING for feedback. There are a number of contributing factors for this. For me... I follow up REGULARLY... just below the point of STALKING :)! However, many of my HR contacts are stuck --- sending emails and leaving voicemails for Hiring Managers who are simply unresponsive --- or who are just so busy & overwhelmed -- that feedback is SLOW. I think it is even more difficult for those interviewing on their own --- directly with an employer. Then -- when feedback does finally come --- it is usually AMBIGUOUS at best! The most common feedback get is "We found someone we felt was a better fit . "The other is "We found someone who we just felt was a stronger candidate." Most employers are reluctant to share REAL FEEDBACK --- for fear of some kind of backlash. Frankly, when I get feedback like "Jim is very smart- but frankly he had bad body odor and we found socially awkward" --- it is a TOUGH CALL --- whether I share that. Although people crave the TRUTH... the reality is -- I am certain many do NOT want to hear it.
The take-away from all of this is to really understand that this whole process requires PATIENCE - PREPARATION + A SENSE OF HUMOR. By managing your own EXPECTATIONS of employers, recruiters, interviews, job descriptions, etc --- you can have a more positive experience.
Treat your interactions with recruiters with the same sense of urgency and professionalism that would any prospective employer -- as they are the key to getting you in front of many of the employers you seek opportunities with!
Be PREPARED! Focus on SELLING WHAT AN EMPLOYER IS BUYING. By fine-tuning your resume and interview approach - you will more effectively position yourself as the logical CANDIDATE OF CHOICE!
"The way a team plays as a whole determines its success.
You may have the greatest bunch of individual stars in the world,
but if they don't play together, the club wont be worth a dime."
-Babe Ruth
When I began recruiting -- almost 20 years ago --- the process was simple! I would FAX (yes I said fax) a resume to an Office Manager or Hiring Manager --- schedule an interview, maybe a follow up with HR... and get an offer.
Today, the interview process is an elaborate process consisting of multiple steps. It has become an intricate courtship that often involves multiple "decision makers", multiple visits and a stringent screening process. The ultimate goal being to see beyond the resume --- and somehow ensure a "cultural match".
In every personal and professional situation we enter; it is important to manage our expectations. Having a clear understanding of what you need to do to prepare is essential to your success.
Let's look at some EXPECTATIONS jobseekers have when working with a recruiter. Some of
these can be viewed as perceptions that influence the way they will interact.
- An interview with a recruiter is NOT the same as an interview with an employer and therefore does not require the same preparation or professionalism
- A recruiter will search for the job I want - based on what I describe as my ideal career target
- I can go through different recruiters for opportunities at the same company - as long as it is not for the same exact job
Now, let's look at the EXPECTATIONS and REALITIES as seen through the eyes of a recruiter.
- Recruiters assume the manner in which you conduct yourself with THEM - will be the way you conduct yourself with their clients . If you come in unprepared - with a poor attitude, in unprofessional attire... this is the way WE believe you will present yourself to the employer. Candidates are a reflection of our PROFESSIONALISM and judgement.
- Recruiters like myself are hired by companies to seek out a very specific profile. Our clients pay a significant fee to have us ONLY introduce those candidates that meet their very stringent standards. As a result, Recruiters do not have the ability to seek out your target jobs. If you are qualified for one or more of the searches WE are conducting -- or regularly are engaged for --- we are in business!
- This last one causes many "issues" for jobseekers, employers and recruiters alike. The standard rule for this is if you have been presented to an employer within the past 6 months by a recruitment firm --- it is likely that contractually the firm that made that introduction has "representation rights" for you. It is your responsibility to notify a recruiter if they present an opportunity with an employer you have been presented to previously through another recruitment firm. Although it is annoying for us --- the reality is that the employer frowns upon this and sees the candidate sharing fault --- and could impact their interest in you for current/future opportunities.
Now... let's get back to the INTERVIEW PROCESS in general and how this complicated "dance" gets choreographed by someone like me. After all - a large part part of my role is to manage EXPECTATIONS of both my candidates and clients prior to and throughout this process.
EXPECTATION: There will be clear JOB DESCRIPTION that outlines all of the responsibilities and requirements associated with the role
REALITY: Yes.. the majority of positions I recruit for have some type of JOB DESCRIPTION. However, the JOB DESCRIPTION is often a "wish list" that is conceived early on in a planning process. It has become more common that a "loose" outline be offered that it is understood may "evolve" as the person occupying the role settles in. I have found that descriptions often come to me prematurely - before the hiring manager and department truly understand what they need. Very often, candidates identified in the search - help to 'formalize" many descriptions.
EXPECTATION: There will be 2-3 iinterviews over a 2-3 week period ... that I can schedule before or after work hours.
REALITY: There is no "standard" interview process --- regardless of whether you earn 50K or 250K. However, I can tell you that with all of the concern and emphasis placed on making a "cultural match" --- the interview process has become a HIRING BY COMMITTEE. Most jobseekers with 5+ years of experience can expect to make 3 VISITS to an employer -- over a 3-6 week period. During the course of these visits, you can expect to meet 3-5 people involved in the decision making process. Some may be at a peer level -- some could even be junior. Now... as a result of so many people needing to see you --- the process gets dragged out -- due to vacations, sick days, travel, etc. In addition, companies now try to schedule candidates to meet 2-3 people - in a single visit. This makes BEFORE & AFTER work appointments nearly impossible. So... be prepared to be FLEXIBLE -- PATIENT & be prepared to take a HALF DAY or a SICK DAY to see all the people you need to.
EXPECTATION: Employers have an expectation that you will be able to clearly articulate WHY they should choose you over the several other equally qualified candidates they are considering. They expect that you will come in to interview fully prepared - with a clear understanding of the job you are interviewing for, the company,the industry, competitors, etc. Employers want to see a passion for the work you do, a high level of enthusiasm and a commitment to excellence.
REALITY: Jobseekers often fall short in a few areas. Candidates need to do a better job of communicating what experience, qualities, traits and skills truly set them apart. You MUST SELL WHAT AN EMPLOYER IS BUYING. This means you must listen to understand their needs and craft your responses accordingly. What is important to YOU - is not necessarily important to THEM. When it comes to ENERGY - ENTHUSIASM - PASSION --- this is just not something I can coach... and remains the one way to "tip the scales" in an otherwise even competition. Being prepared is the ultimate key to success in the interview process. KNOWLEDGE IS POWER! when you are prepared - you will speak from a position of power and exude confidence. when you can combine this confidence with humility --- you have a winning combination!
EXPECTATION: Jobseekers expect to get FEEDBACK --- in a timely manner ---that will provide details and solid information that relates to an employer's decision making process
REALITY: Recruiters and Jobseekers alike -- are perpetually WAITING for feedback. There are a number of contributing factors for this. For me... I follow up REGULARLY... just below the point of STALKING :)! However, many of my HR contacts are stuck --- sending emails and leaving voicemails for Hiring Managers who are simply unresponsive --- or who are just so busy & overwhelmed -- that feedback is SLOW. I think it is even more difficult for those interviewing on their own --- directly with an employer. Then -- when feedback does finally come --- it is usually AMBIGUOUS at best! The most common feedback get is "We found someone we felt was a better fit . "The other is "We found someone who we just felt was a stronger candidate." Most employers are reluctant to share REAL FEEDBACK --- for fear of some kind of backlash. Frankly, when I get feedback like "Jim is very smart- but frankly he had bad body odor and we found socially awkward" --- it is a TOUGH CALL --- whether I share that. Although people crave the TRUTH... the reality is -- I am certain many do NOT want to hear it.
The take-away from all of this is to really understand that this whole process requires PATIENCE - PREPARATION + A SENSE OF HUMOR. By managing your own EXPECTATIONS of employers, recruiters, interviews, job descriptions, etc --- you can have a more positive experience.
Treat your interactions with recruiters with the same sense of urgency and professionalism that would any prospective employer -- as they are the key to getting you in front of many of the employers you seek opportunities with!
Be PREPARED! Focus on SELLING WHAT AN EMPLOYER IS BUYING. By fine-tuning your resume and interview approach - you will more effectively position yourself as the logical CANDIDATE OF CHOICE!
"The way a team plays as a whole determines its success.
You may have the greatest bunch of individual stars in the world,
but if they don't play together, the club wont be worth a dime."
-Babe Ruth