Interviews are not necessarily something candidates or hiring managers eagerly look forward to. Often times we associate the interview with the candidate coming extremely prepared to discuss why they would make a good fit for the position. However, the responsibility of a good interview does not lie solely with the applicant; it depends heavily on the hiring manager engaging the candidate to determine whether their experience is commiserate with the position and if a good cultural fit exists. Although this is easier said than done it is critical that hiring managers make it a priority during the interview process to exercise superior interviewing skills, whether it is for one position or twenty, hiring authorities should ensure that they are prepared to participate in an effective interview. Navigating the interview territory can be tedious for both candidates and hiring authorities, but by avoiding some common pitfalls while leading the interview it will put both individuals at ease and open the door for a more meaningful interview.
If you're a first time interviewer you may be just as nervous as the candidate coming to speak with you, if not more. Not to worry! Although your first time interviewing a candidate may seem intimidating you can easily channel those nerves to host a more productive interview. Prior to interviewing a candidate take some time to meet with members of your organization that have experience interviewing candidates. Schedule time to meet with your boss or colleagues who can provide greater insight on how they lead the interview process.
Remember, you have control over the direction the interview goes. Take this opportunity to reflect back on some of your own interviews, both good and bad, and determine what the interviewer did, what kind of questions did they ask, how did they make you feel, etc. so you may incorporate similar characteristics into your interview.Read More at Industry Articles >>
Body language can send subtle signals of our personality, our mood, and our job abilities, according to Dana Mattioli of CareerJournal.com.
Learning how your body language may be perceived can prevent you from committing body language blunders that can sabotage your career, said Mattioli.
1. Maintain the right amount of eye contact. Using too little or too much eye contact can impact someone’s perception of you. Avoiding eye contact or looking down may suggest dishonesty. Looking to the right or left of the person you are talking to may indicate disinterest or lack of confidence. Instead, alternate looking at their eyes, mouth, and shoulders.
2. Don't fidget. Fidgeting is a telltale sign of nerves, and executives will be expected to handle pressure. Aside from displaying your nervousness, fidgeting is annoying and distracting to others.
Read more at Career Corner >>
No matter how effective you are as a manger, if your employees are not happy then your productivity is not at its highest. Employee satisfaction with their job, manager, and environment are all essential for optimal employee performance. A manager is only as good as his or her team. Therefore, it is crucial for the manager to gain the respect of their employees.
In Ted Pollock’s article, “Effective Managers Do These Things,” he provides 10 ways for management to improve employee morale:
Read more at Management Matters >>
Executive Search Firm Reaction Search International has placed Jeffrey Grayson as Intrawests CIO. The search was conducted by Robert Boroff, a Managing Director at Reaction Search International.Read More RSI Press Releases >>
The RSI Case Studies Section of the News Center was created to keep documentation on the Successful Search Solutions RSI has uniquely provided to it's Clientele.
RSI Case Studies are a record of the extraordinary Search & Recruiting Methodologies that time and time again yield a high R.O.I. for Employers & present high performance Career Opportunities for Candidates.
Our client-- A U.S.-Based Personal Wealth Management Provider-- had a need for an Inside Sales Manager who was qualified and successful in mentoring business development professionals with entrepreneurial acumen, and strong presentation skills.Finance Practice Search & Recruiting Case Study >>
Our client--a rapidly growing international Medical Monitoring manufacturer -- had a need for a Sales Recruitment effort for a qualified and successful International Regional Sales Executive who could speak a foreign language. This person needed to have contacts within medical facilities on an international basis and a sales track record to prove it. They also had to have previous technical knowledge of their products.Medical Device Practice Search & Recruiting Case Study >>