Friday, 17 November 2017

10 Tips for Interview Success.

It’s an awesome feeling when you get the call that you’ve progressed to the interview for a job. Make sure you’re ready to put your best foot forward with Oxygen Recruitment’s top tips for success. You’ve got this!

  • 1.  Dissect the job description.

    Go through the job description and make a list of the key duties and responsibilities and then write down at least one way you can address each of those. Ask your recruiter if you’re having trouble understanding anything in the job description.

    2.  Do your homework on the organisation.

    Go to the company’s website and find out how they work, from organisational structure through to corporate values. Do an Internet search on the organisation and their CEO and read any media updates so you’re across current developments. Have a look at ways you can work your knowledge into interview answers. You could even use company news as an ice breaker in the introduction, letting the panel know you have been reading about their exciting new expansion plans.

    3.  Do your homework on the interview panel.

    Find out exactly who will be interviewing you and search for them on the organisation’s website. Take note of their position and key responsibilities within the company. Check out their LinkedIn profile and do an Internet search to find out about their professional achievements. However, be sure to not pry into personal information, which means no Facebook stalking. No one wants to hear that you have been looking at his or her personal social media profiles.

    4.  Think about how you will present yourself. 

    Through your progression in the application process and your research you should have a good feel for the organisation’s dress standards. If other employees always wear suits, go for a suit. If you’re unsure it’s best to opt for formal presentation over casual dress. Neat and tidy is always a winner as it allows the interview panel to concentrate on what you’re saying, not what you’re wearing.

    5.  Assess your communication skills.

    Be honest with yourself about the areas of your verbal and non-verbal communication that could use some work. Do you say um a lot? Do you have a tendency to touch your hair when you’re nervous? Ask a friend or your recruiter for an assessment of your communication weaknesses and make a plan to address them. Sometimes simply being aware of our nervous tics can be all we need to make sure we don’t overdo them. If you know verbal communication is not your strong point practice interviews can be of enormous benefit.

    6.  Review your CV.

    Go back over your CV and think about your key achievements. You will need to be ready to expand on examples of professional projects you have completed and milestones you have achieved in recent roles. If you can, have technical examples and facts and figures at the ready to support your achievement claims. You can take supporting information into the interview if you need it there as a backup but be careful not to read directly from reports or refer to it too much.

    7.  Be ready to talk behaviour.

    Employers are really interested in hearing about how you have responded to difficult situations, for example, how you managed negative stakeholder feedback. Think about behavioural-based interview questions you could be asked and plan appropriate responses. Your response should cover how you implemented positive impact behaviours in previous roles and the success that resulted.

    8.  Keep your responses timely.

    One of the most successful skills in an interview is to strike a balance between answers not being too short and those that waffle on for too long. Your responses need to provide direct answers to questions, backed by personal examples. Write out responses to questions, go over them and omit any superfluous information. It might be interesting, and even impressive, that your organisational skills extend to teaching your dog to collect and sort your mail, but it’s not really that relevant to a prospective employer, is it? You want to demonstrate your enthusiasm but be careful not to be too jovial. If you haven’t interviewed for some time get a friend to do a mock interview with you. 

    9.  Be prepared to answer some tricky questions
    We’ve all been there. That interview when a question comes your way and you want to run out the door. You stumble over the answer and then kick yourself three hours later when you think of the perfect response. Be prepared to answer tough questions by having a think about any difficult or challenging aspects of the position you are interviewing for. Think about how you will approach questions around remuneration, start dates, hours, conditions and referees. And be prepared to provide an honest explanation of why you’re looking to move on from your current position.

    10. Punctuality is priceless.

    It sounds obvious but being on time is something that can be easily overlooked in the interview process. No one wants to be that person phoning reception to say they will be 10 minutes late because… Well, it doesn’t really matter why. If you’re late, you’re late, and it won’t leave a great impression. Don’t book any appointments before your interview and allow yourself plenty of travel time. Aim to be at the reception desk at least five minutes early so you have time to sit and settle in the waiting room. If you can, give yourself a few minutes outside the building, take a few deep breaths, relax and remind yourself how well prepared and qualified you are for this position. 

    Looking for more interview advice, or want to connect with some fantastic job opportunities? Feel free to get in touch with us.

    Top 3 Reasons to Use a Recruiter

    If you’re responsible for the hiring in your organisation, bringing in an independent recruiter to fill job vacancies could be one of the smartest business decisions you’ll make. Recruiters who get it right not only find the best person for the position but can also save you a lot of time and money.

    By James Rennie

    1.  Recruiters save time

    Recruiting for an existing or new position can add a lot of unnecessary pressure to a manger’s already full schedule.

    Before you jump in to recruiting for your organisation think about all the tasks that need to be done as part of the process.
    ·         Refining position descriptions
    ·         Placing advertisements
    ·         Fielding enquiries
    ·         Assessing resumes
    ·         Screening candidates
    ·         Interviewing and checking references
    ·         Offers and negotiation

    These tasks all add up to a lot of time and energy for something you probably do intermittently. And when you consider it can take more than 65 days to fill a position, that’s a lot of time you’re going to need to carve out if you’re the one doing the recruiting.

    Hiring a recruiter is an outsourcing decision that will instantly deliver you the resource of time, so you can use it effectively to drive business development and produce outcomes.

    And if there’s one thing we all want more of in our business roles, it’s time.


    Recruitment costs. There’s no getting around the fact.

    But successful recruitment can save your organisation big dollars in the long run.

    Using in-house resources to recruit for a mid-level position can cost companies upward of $10,000. And that’s before you factor in the loss of productivity costs, which quickly add up while positions remain vacant.

    But did you know, the single biggest cost to organisations in the recruitment arena is not having the right people in the right jobs?

    Hiring mistakes – which often result in a person leaving a position in less than 12 months ­– can cost up to one and a half times the position’s annual salary. For the majority of employers that means more than $100,000 per bad hire.

    Recent research from PwC and LinkedIn has revealed not having the right people in the right jobs is costing Australia $3.8 billion in lost productivity. And the same report found that not matching the right person to the right job led to $385 million in avoidable recruitment costs last year.

    It really does add up to hire a professional recruiter to take care of this important part of your business.

    3.  Recruiters make the magic happen

    Saving time and money are great motivators to outsource recruitment but as a professional recruiter the biggest asset I can bring to your organisation is the ability to get the right person for your unique needs.

    As a recruiter I am essentially looking for a successful outcome for two parties who can have very different requirements – the employer and the employee.

    When you think about it, the odds of finding the perfect person to fill a role can be a bit like looking for a needle in a haystack.

    On one end you’ve got managers, supervisors and co-workers who all have different expectations of the position in question. And then there’s the candidate, who brings another set of varying human qualities to the table.

    It’s my job to take all these variables and find the best outcome. And because of my extensive industry experience, I’ve already been through that haystack numerous times and can quickly navigate the contingent nature of finding that person whose skillset is going to match your brief.

    Successful recruitment delivers satisfaction all round. Every time I place a candidate I stake my reputation on it and am immensely proud of my high success rate.

    At Oxygen Recruitment we are so confident we can get you the right result we back our service with a money-back guarantee on the placement.

    To find the right person for the job contact James on 0422660094.

    How to get the most out of working with a recruiter

    Working with a great recruiter takes the “work” out of finding the right person for the job. But there are still a few things you can do to get maximum value out of the service and ensure you get the results you want.
    By Alicia Rennie

    1.  Be clear about what you’re looking for.

    As the person responsible for filling this position you are going to have the best knowledge of what is required. Take a few minutes to assess what it is you need from your ideal candidate. Think about the job and flesh out that position description. This is the groundwork for having a successful briefing session with your recruiter. When you’re prepared, the brief is much more likely to deliver the results you want.

    2.  Get your internal approvals ticked off.

    Are the reporting lines for the position clear? Has the salary level been approved? Is the position open to flexible working arrangements? What will the interview process look like and who will be involved? Work through your internal logistics for the position and make sure everything is approved, so you’re ready to go when the perfect candidate walks through the door.

    3.  Make sure your internal process is complete.

    You don’t want to get half way through the recruitment process and have a candidate from another department make a late application. Make sure internal applications have definitely closed off before you engage a recruiter. Or, if it’s something out of your control, let your recruiter know about any internal influences that need to be factored into the process.

    4.  Define your communication preferences.

    Talk to your recruiter openly about the best way to communicate regarding the position. Your recruiter knows you are busy but is also focused on getting the position filled for you so will want to be in touch regularly to move the process forward. Let your recruiter know your preferred method of contact ­– whether you like to take calls first thing each morning or you’re someone who relies on email as your primary form of communication. And don’t forget to brief your recruiter on alternate communication channels if you are going to be out of the office for a period of time during the recruitment process.

    5.  Be open to interviewing outside the box.

    It’s important you have a clear picture of your ideal candidate but it’s also important to remain open minded to candidates that might not tick all your boxes on paper. Recruiters have a sharp eye for potential and a good recruiter will deliver candidates beyond the here and now checklist.

    6.  Keep the process flowing.

    When the ball’s in your court don’t take too long to return it or you could loose a perfect candidate. Remember, great employees are highly sought after and you don’t want to miss out on the right person because resumes sat unread for two weeks or the interview panel wasn’t available for a month. When information comes in from your recruiter try to respond quickly to keep the process moving forward. And if there are any roadblocks, such as a key decision maker going overseas for a week, keep your recruiter in the loop so they can reassure candidates and let them know they are still in the running.

    7.  Be a strong finisher.

    Your recruiter will be keen to tie up loose ends as quickly as possibly once you have selected your ideal candidate. Issue that offer letter promptly and set up a thorough induction program. You’ve worked hard to secure the right person for the job; don’t abandon them at the end of the process. 

    Looking for top talent in the Sydney area? Get in touch.

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