Acing the Pre-Screening Job Interview

Many employers today perform what are called pre-screening interviews with job candidates. These often are shorter phone or even video chats with applicants to see if it’s worth both the recruiter’s and applicant’s time to bring the candidate in for a longer interview.

Brea jobs

They are becoming the norm, and if you are a job candidate, you should expect to experience one during your employment search at some point.

Take a look below for a few tips on how to make the most of them. Probably the most important thing to know about pre-screening interviews is that you should treat them like any other interview and prepare accordingly.

  1. Do your research

This is basic, common-sense advice that job candidates hear over and over. And yet, some still don’t take the time to research the company they supposedly want to work for. Not doing your homework is a fast way to eliminate yourself from consideration.

If you want to give a compelling answer to the question of why you want the job, you need to know what the job entails, and so you need to study the job description. You need to know basic information about the company, such as when it started, its locations, and mission statement. To impress the interviewer, you can incorporate your knowledge of the company into your answers.

You also should learn as much as you can about the person who will be interviewing you. This is much easier to do now with social media sites such as LinkedIn. Find out about the person’s background – where they were educated, places they worked, what their interests are. This may help you to establish a rapport with the interviewer.

  1. Be ready to talk about salary

The pre-screening interview also presents an opportunity for the interviewer to find out early if you and the company are in the same ballpark with salary. This will save a lot of time and effort if there is an insurmountable gap between you and the company as far as salary expectations.

Again, a little research here will help. Before you begin throwing around figures, you should first find out what jobs like the one you want pay. There are a number of different places you can go to find this information, such as Glassdoor.

You also should provide the interviewer with a salary range, not a definite number.

  1. Show enthusiasm

You need to let the interviewer know how much you want the job, and one way to do so is by showing enthusiasm. You do this by the tone of your voice and the words you use. If you are doing a video interview, you show enthusiasm by the look on your face and the gestures you make.

  1. Put it all together

You have to be able to sell yourself, to show how your skills and experience make you the perfect person for the job. The interviewer is trying to get a sense of who you are and why the job makes sense for you, and you need to help him or her do that.

It helps to practice your pitch in advance with a friend or colleague so it is polished and persuasive.

  1. Have questions

At the end of every interview, the recruiter or hiring manager usually asks, “Do you have any questions for me?” If you want the job, you will have questions. If you don’t, it will look like you aren’t really interested in the position. And you should have questions that show you are thinking about how you can excel in the position. An example would be what skills are needed to be successful in the job, how they measure performance, how the job will evolve in the coming months, and challenges the company is facing.

Then, once you hear the answer, you say something about how X skill you have or experience because of X project fits with the employer’s needs.

  1. Follow up

During the interview you should get contact information from the interviewer and find out what the next steps are. Finally, be sure to send a thank you email.

If you haven’t done so recently, take a look at Helpmates’ current job opportunities. If one or more interests you, follow the application directions. You’re also welcome to contact the branch nearest you to register with us.

Here’s Why Your Colleague Got the Promotion and You Didn’t

You’ve been passed over for a promotion. And maybe not for the first time. It’s baffling. You’re a good worker, you do your job well, exceeding expectations. You feel that you have proven your value to the company. You work well with your colleagues and are generally well liked. Why, you wonder, have you been passed over (again)?

Brea Jobs

To get some idea of why you didn’t get the promotion, you have to put yourself in the place of a supervisor and look at the situation from their perspective. Here is a short guide.

  1. They are looking at the future.

While past performance is certainly important, it is not what management gives the most weight to. They are looking to the future, not the past. What they are concerned about is how the person will perform after being promoted, what kind of value they will be able to offer the company in that future role. In fact, performance reviews really don’t matter that much when management makes promotion decisions. Studies have shown they are often ignored.

Managers often tend to rely on their intuition and relationships when deciding on promotions. That is because jobs higher up the ladder generally deal with information, analysis and more complex decision making. There are more intangibles involved. Managers are often wary of putting too much emphasis on performance reviews because they cannot reveal much about these qualities.

So, you cannot simply assume that technical skills are all that is needed. You need to demonstrate soft skills as well. Are you a person who routinely looks for new challenges? Are you a good communicator, someone who can resolve conflict, motivate people and get them to work together? How resilient are you in the face of failure? Do you take responsibility for it and learn from it? Are you looking ahead, planning how you can use your knowledge and skills to take on roles with more responsibility?

All of these things give some indication of your future value to the company.

  1. They don’t know enough about you.

Again, your performance may have been stellar, but HR experts say that only counts for about 10 percent in the decision making process. It is generally assumed that everyone being considered for a promotion is performing well, or they would not have been nominated for the higher level job to begin with.

The other 90 percent is connected to what management knows about you. How much exposure have you had, and what kind of image do they have of you? These are the things that will really make the difference.

So, if you want a promotion, you need to come up with ways to increase your exposure at your company.

  1. They don’t see you looking at the big picture.

You may be focused on your career goals, but you cannot let that overshadow the goals of the company. If you want to get ahead at the company, you need to be looking at the big picture. What does the company want to achieve? You need to help its managers and executives accomplish those goals, to help the company carry out its mission.

People who are promoted into leadership roles are ones who look beyond the duties and responsibilities of their own job. They look at problems that affect the entire company, attempt to find solutions to those problems and then work to put those solutions into practice.

Have you been passed over for a promotion too many times at your current employer and you want to take your considerable skills and knowledge to new heights? You may need to move to a new employer.

Helpmates can help you in your search. Contact the branch nearest you for more information on our direct-hire opportunities.

 

© Year Helpmates Staffing Services. All Rights Reserved.
Privacy Statement | Site Map | Site Credits.