How to Get Selected For Interview

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We speak with so many applicants on a daily basis and screen through hundreds of resumes weekly on behalf of our clients. We have a lot of successes through choosing candidates that responded correctly, acted appropriately and were able to sell their skills and experience to win the job. What about those that didn’t make the cut?

What went wrong?

Based on our experiences in the market there are some specific things that stood out to prevent a candidate from proceeding further to the interview stage and we would like to share them to help you improve your chances. The first thing is being honest with yourself and asking if you meet the criteria of the role advertised. Secondly, get feedback from those that are close to you and ask them to be honest in their appraisal of not just your application but how you come across. Here is our list for you to reflect on:

  • Submitting a low quality resume – What we mean by this is an out of date resume, no contact details, poor spelling and grammar, poor formatting, big gaps in your employment history, scanned documents with scribbled phone numbers on them, inappropriate pictures
  • No cover letter – The best way to think of a cover letter is that it introduces you, your intentions, why you are applying and your skills and experience relative to the role. If you are coming from interstate it is a good idea to state this and your lead time before commencing
  • Not meeting the criteria advertised – If you don’t have a cover letter supporting your application we just have a resume to go on – if we can’t see anything that fits, you’re out. A lot of people wish to change careers and we understand this. If it is more of an entry level role, you may have a shot if you outline why you would suit this new opportunity in a cover letter
  • Being aggressive or forceful in your nature – at the end of the day, we are your first line of call. Every interaction either electronic, verbal or in person is part of a screening/interview process. Nobody likes to be treated disrespectfully even if the conversation isn’t going your way – it’s just an immediate no.
  • Going missing – From time to time we have candidates that just don’t turn up for interview, then can’t be contacted via email or their mobile even though we only spoke to them the day before – it’s 2016, we know you love your phone and it’s in your pocket – just answer it – this is an immediate no and future no, it also goes into our CRM for the next time you apply… and you will
  • Social presence – We all love social media and there’s heaps of debate about whether you should judge someone for a job based on what they posted on their personal page but guess what, it matters – you just can’t un-see something. If you posted a picture of you sitting there half naked smoking a joint and decide that you want to keep your Facebook page “Public” it may come back to bite you – it’s as simple as that, you are out

You have to remember that these are things that are all picked up before we even decide to bring you in for interview and can have an impact on your chances at moving to the next stage. If you find that you need to clean up your Facebook page a bit, improve your resume or start incorporating a cover letter into your applications, it may just give you the help you need to get over the line and be on the path to obtain what could be your dream job or career.

If you need help or clarification on any of the points above, always feel free to contact our office on 1300 558 979 to discuss how we can help or even represent you in the market.

You just said what?

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I had a candidate sitting in our reception this week that made the decision to ruin their chances for a role prior to sitting down with me for interview. “You have a lot of Asians in this building” the applicant called out as I was preparing before coming out to see them. I nearly fell over with disbelief and had to refrain a bit before responding to them with my calculated response and a tone that showed my disapproval. The conversation ended abruptly and there was an uncomfortable silence before I stepped out to see them for a very short interview.

Interesting things that people say and do

Whilst it was a first for me to have someone ruin their chances that close to an interview, we often come across some really interesting (dumb) things that people say and do during the process. From our point of view a lot of the time it’s not about being nervous, it’s actually about self-awareness, something that a few people are lacking. To help our clients, we have shielded you from some interesting thoughts and activities from candidates during interviews such as the following:

  • During an off site interview over a coffee, the candidate decided to order some toast to go with it and ate breakfast (at 11:30am) whilst we tried to discuss a role. He didn’t go much further but enjoyed his breakfast
  • We asked a candidate what they knew about the company and they asked “what role is it for again?”
  • “I don’t really want this particular job but….” – I missed the rest of what they said during that interview
  • “I’m retiring at the end of next year and just want a role now where I can sit back a bit and do what I have to do” – thank you for kindly for letting us know that now
  • When a candidate has ‘Professionally presented’ stated on their resume – take that with a grain of salt. We have seen some very interesting interpretations of this

We have also had candidates talk themselves out of the job, bad-mouth their last employer (or every employer they have ever had) and also have high demands on what they want rather than what they can give to their prospective employer. It’s an interesting business being in recruitment as we meet some great candidates and also the ones that you don’t ever want to meet. We would enjoy hearing your stories on some of your ‘interesting’ interviews.

 

Interview No-Shows – Not Very Cool

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From time to time we can all relate to scheduling in an interview with a candidate and then have them not attend, or in today’s case, reschedule and then not attend anyway. In most cases the person vanishes from the face of the earth. You do the follow up call and/or text just in case they are running late or forgot but of course you get no response. Yes, we feel your pain and it’s not very cool on their behalf. The trouble for that candidate is that they don’t understand they will most likely be out of luck if they apply for another opportunity down the track – the Gold Coast is a small place.

Professional courtesy

From our experience we have had some really great candidates that have pulled out of interview due to another job offer, family matter or other reasons however, have notified us in advance and extended a professional courtesy. That is all that is expected, it’s really easy to do. In a few cases, we have placed some of those candidates in future roles as they showed professionalism and a respect for business. They were remembered for the right reasons and have shown good character. The great thing about a candidate that doesn’t show up and extend this courtesy is that they have done you a good service – you don’t have to deal with them as an employee.

Your time is valuable

In the case of being a recruitment agency we can factor a no-show into our day as this is what we do – recruitment and this is just part of one of the processes in how we make our money. We have a lot of screening activities we can continue with and have also mentally built this into our expectations with particular roles. To be honest, no-shows are generally a rare occurrence and when they do happen, we process it for a moment and then move on. In the case of a business though, if you are directly recruiting and looking at a number of candidates, you have set time aside, possibly even before or after hours or around other meetings to schedule interviews and have an expectation that they will all show up. When a candidate doesn’t show up it can have a negative impact on your business that may have taken you away from money making activities that you could have been doing. It can also affect the rest of your day – that person is going to be in your thoughts, they just will be.

Good news

From our experience, we have so far (knocking on wood at the moment) had a 100% show up rate for candidate interviews that were scheduled in with our clients. Yes, we have had people pull out due to job offers however they have given us the courtesy of knowing prior to the interview. You can look at what we do as the initial interview and screening process to pick up these type of traits and get a gut feel for who a candidate is. You as our client are the second interview for candidates that have already been vetted and are genuinely interested in your role, minimising the risk of lost time for your business. It also creates a positive recruitment experience for you.

Your time is valuable in business and should be acknowledged. Thanks for reading.

Best regards,

 

David Ford.

 

 

Free Personality Testing and Other Resources

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This week we have compiled a list of links to free resources on the web for your business including a personality test that is very simple for candidates to take and delivers results that can assist your hiring decision. We often speak with small businesses that get stuck somewhere in the hiring process and also managing performing and under-performing staff during their tenure. The links that we have outlined provide forms, templates and guidance to help you in your business.

Personality Testing

We often get asked about personality tests and what is the best one, do we do them and how much do they cost. The best answer is that there are quite a few of them, they all claim to be the best and the cost varies considerably. Why not try a free test at: 16Personalities  they have recently updated their website and it has a really good interface for anyone to use. We recently used it as a tool for two hires and found them to deliver accurate results based on our pre-assumed thoughts from the interview stage. The best idea with any personality test is to try it on yourself first and see how the results relate to who you are, then you can try it out on others. Our agency uses personality tests as a tool in the reference checking stage for any ‘red flags’ that appeared rather than basing it solely on a hiring decision.

Tools, Templates and Guides for your Business

We also get asked about various resources such as templates for letters of offer, forms and guides for performance management or counselling of staff and recruitment tools including reference checking. there are a lot of places on the internet to go to however it is all about being current and compliant to protect your business. Whilst probably not as creative as other sources, the Fair Work Ombudsman ‘Templates & Guides’ web page has a page specifically designed to provide a good number of tools to use. The reason for sending you there is simple – if you do find yourself in trouble with an employee and they decide to take it further, what better way to back yourself and the company by showing evidence that you followed the Fair Work Ombudsman’s guide?

Business Management and Growth 

Another handy resource is the Government’s Business and Industry Portal which has a lot of information for starting up, running and growing your business. Jump onto the site and it will give you access to a very broad range of information including tendering, grants and other resources available to you as well as general tools for the day to day management of your business.

 

We believe that the resources outlined can help your business when used correctly and if you get stuck or have any questions, always feel free to make contact with us to help you find a solution.

 

Do They Have Open Plan Offices?

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Does their workplace have open plan offices or closed work spaces?

I heard this a few months ago from a candidate and didn’t think too much of it until recently when I have started hearing it again during interviews. It’s an interesting question and it makes me wonder what the future office holds and how it is going to affect you when hiring good and productive staff?

The great idea

Many of us were pushed into open plan office scenario because it just seemed like a great idea at the time and would bring creativity, collaboration and a really cool looking workplace. It definitely did for some companies however for others it just doesn’t cut it. They have some great benefits for the organisation including lower fit-out costs and the promise of more creativity and collaboration but have they actually achieved it?

The problem

Noise, privacy, colleagues that sing and the ability to do quiet productive work are some of the responses that were raised by candidates during interview. A Web Designer does not want to sit near a hardcore Sales Rep – thousands of dollars can be in play for both of them but one requires concentration and the other requires freedom to talk. From my experience in an open plan office, it looked like everyone was collaborating however when they you approached the desk or cubicle, the conversation was generally not about this month’s sales targets. Improved collaboration? Not really sure about that. High creativity and productivity, not really. A social workplace – yes!

How do you stay appealing?

What we found from some of our clients that have created successful workplaces through a combination of proper offices (not break out rooms) and open plan areas. The offices are not about seniority but about work function and the needs of the worker to undertake productive work. Managers did not necessarily require offices whereas ‘creatives’ did. Sales teams were grouped together as they like to compete and bounce off each other’s energy and those in administrative functions were also grouped together in their own work space. Their workplace looks great with a lot of colour and highly appealing to anyone walking in for the first time.

It doesn’t matter what you think

Maybe this appeals to you and maybe it doesn’t however the real question is whether a new employee that you really want to get on board likes what you present to them as their next potential workplace. If you take the lead and mix it up to offer an attractive workspace, it could be just the right move to get a person that adds a lot of value to your organisation.

We have moved, new website and new services

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Things are moving!

Hey, it’s David from New Point Recruitment. We have had a busy month at our agency with an office relocation, a new website, new staff and also an addition to our services. Not only that, we have seen an increase in vacancies over the past 6 months including good sentiment with employers across the Gold Coast and Northern NSW markets.

New office

We have relocated from our last place of over 3 years to our new premises at Suite 10A, Level 1 at 47 Ashmore road Bundall. A big thanks to my lovely wife who painted whilst I worked on filling some vital roles. We are loving the new space and it already feels like home. There is also ample free parking on site for clients and a cafe downstairs “Cafe 47” that serves very, very good coffee and refreshments.

New website

We have launched a new look website that has improved functionality, is easy to follow and has a live integrated job board for candidates to view current vacancies. Visit www.newpointrecruitment.com.au to have a look. We are always interested in feedback or suggestions/improvements that we could action to improve the user experience.

New services

To provide a holistic service to our clients beyond recruitment, we have full HR services as well as business consulting and business improvement services. In conversations with our clients, we have always spoken at a deeper level due to our interest in business and as such, have expanded our services to help clients improve their business. Visit our Employer Services page to find out more about what we do and how we can help you further.

New staff

Brian Vadas has joined our team as a Business Consultant. He brings a lot of experience to the team and is a really personable guy that thinks outside the square. He continues to work with start-ups right through to multi-national clients.

Thanks for reading. We are also firing up our Blog again after a long break to bring you some interesting reads, insights into the market and hopefully a few laughs to go with it.

Regards,

David Ford.

what are you worth in the market?

What are you worth in the market?

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You work hard, build your career, gain the skills, experience and training required and deservedly increase your salary and worth in the process. When it comes to applying for the next opportunity in your career, what are you worth to the next employer? What do they perceive you are worth and what is the new role in their company actually worth to them?

This is generally one of the hardest and biggest sticking points when looking to jump from your role to another – how do you answer the salary/remuneration question that always has to come up at some point “What salary range are you seeking?” There are many ways to answer this question and a lot of them can make or break whether you progress to the next stage. You just don’t get a second chance on this.

You need to do some research first before applying for any role, especially if it is a step up from where you currently are – talk to recruiters, study similar roles on job boards and talk to people in your industry. Your current employer may be paying you well above the market, in the middle or well below. If the role was advertised on a job board for example, you need to do some research first to evaluate where you sit in the market and where the role sits in the salary slider on the job board. At least 70% of roles advertised do not overtly advertise the salary band however every role that we enter onto a job board must have a salary band applied for us to load the job. Do a search on the type of role you are seeking, get your results and then use the salary slider function on the  job board to find out where the role that you are interested in lies. If it disappears from the salary range results you entered, it may not fit your criteria. On some occasions, you can  narrow this search to within $5000 increments.

Get informed so that when you get asked the question you are confident in your worth and also aware of where the role sits for the employer you are targeting.

personality testing

Personality Testing – The First Test

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We are all familiar with personality profiling and testing however the one personality test that is not always considered, well before that, is the interview. We have interviewed many candidates that have the right skills and experience however, personality wise, they just don’t pass the test.

The real world

In reality, we are all different. We like some people, we tolerate some others and then there are those that we just don’t like (I bet you are thinking of someone now). The hiring manager or recruiter’s role is to assess how you fit the actual role, their client base (if any) and the team around you. When you are brought into interview, we have already made a short assessment on your skill base, training and experience, now we would like to discuss what you really know, and ultimately, whether your personality fits.

How do others perceive you?

I am sure that a lot of people don’t know how they come across. Think about yourself for a moment… have you ever asked someone what they really think? (Hopefully they think that you’re great!) Are you opinionated, brash, negative, very passive, or on the other side, overly happy, energetic, or a bit ‘in your face’? Ask someone the truth as some of these traits may come across in interview and not match the profile of the role that you are seeking or match the culture of the organisation that you are seeking work from. Not all of the traits just mentioned are bad; it’s just about how they may fit a particular role. A passive person may be fantastic behind the scenes or be very creative, whereas the person that you personally perceive as ‘in your face’ may be great around your clientele and in a sales environment – everything has its place.

Can you change how you are perceived?

The answer to this question is a tough one – sometimes yes and sometimes no. The better way is to be aware of how you present to others so that you can make small adjustments in the things that you can change. Some of that may be interview training; some of it may be personal changes. I conducted interview training with a person this week that was a great guy personality-wise; however he seemed very indecisive and fluffed around his words, giving the interviewer no faith in his abilities. He had been unsuccessful at interview previously and came to realise that he needed to be direct in what he said. He really knew his stuff however just didn’t know how to relay this to another person properly and be succinct.

There is also a great guy in my circle of friends that is tall, big framed and has a very deep voice – he intimidates people in interviews (not meaning to) and is certain that he has missed selection on a few occasions because of how he presents himself. In reality he’s actually introverted and very intelligent however with his size and deep voice, there is not a lot of movement to change how he is immediately perceived by others. The main thing is that he is aware of it and we decided on a different approach for him. Networking and building a range of contacts in his industry has been the answer. People that are now interviewing him already know who he is and have moved past the ‘damn he’s a big and scary guy’ part. Most importantly, he’s had success from shifting the way he looked for work.

Be aware of yourself and make it work for you!

At the end of the day you are who you are and we often get comfortable with ourselves. I know that you would hire you for the role but it’s not your decision. Think about the role that you missed out on and analyse what you said in the interview and more importantly how you expressed it. You may have been judged on the way you responded. Yes it’s a feeble excuse and you have to accept it, but if there is an opportunity to work on that, the next interview may be a piece of cake – good luck!

character building jobs

Have you ever had a ‘Character Building’ job?

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Would you work in a recycling plant sorting people’s recycling by hand? I did… and yes… I survived! It was definitely one of those character building jobs that made me step far outside my comfort zone and one that I am still glad that I did.

At the time of my move from Sydney to the Gold Coast I was an Office Manager and had just completed my studies in HR. I had just purchased a new place on the Gold Coast, had a new mortgage and bills to pay. I thought (silly me) that I had a new job lined up to fall straight into, however when I arrived, it just wasn’t the case. That means, I had to start looking for work quickly. Through a good number of applications, my ideal role was not coming off and I needed a strategy to get work quickly. This I found, is where we normally draw the line with our pride – what do you choose – lose my house or take a hit to the ego, get a less than perfect role, and keep my house… the choice was very easy.

Answering an ad in the paper for labour hire staff, I turned up at a local recruitment agency and to my surprise, looked a little bit out of place. Me, being from Sydney, turned up in a full suit and tie, not like the other 8 guys who were in a combination of high-vis, king gees and work boots. Basically, because I turned up (and they needed people) I had a job that I could go to. My options were the chicken plant or the recycling plant. Easy decision – the recycling plant. Now, if anyone has actually done this job, it’s hot, dusty and physically demanding – not really suited to an office boy like myself. I definitely take my hat off to the guys that do this work – it’s really hard! In hindsight, I think that the chicken plant was the ideal choice for me but I stuck it out for 6 weeks until I scored the job that I was seeking. Added to this, it was my first Gold Coast summer, it was very hot, I was working day and night shifts, wore a hat, face mask, jeans, long sleeved shirt , glasses, and a lot of dust and debris, which mostly ended up in my car. It was like a dust cloud each time I sat down to drive home. Added to this, I learned that people don’t know what is allowed in a recycling bin. I wish to forget how many dirty nappies, dead animals and waste that I touched but I knew that I was burning my clothes when I was done!

Whilst this is my story, it’s actually your story that really counts. If you have been made redundant, the business you were working in closes, or you are just let go, are you the type of person that will take a stance and draw the line at jobs that you are too proud to do or are you a person that would suck it up and take it head on to keep the money flowing in? Believe me, these ‘character building’ jobs motivate you even more to get the job you really want and also to be a bit more creative in ways to beat your competition to get the job you want. Ordinarily, most labour hire, contract and temp jobs are equally suitable and can bridge the gap between your next role.

Basically, on a resume and at an interview it is far easier to explain a few months of undertaking labour hire work due to your redundancy or whilst you are looking for your preferred role than it is to explain a large gap in your employment history. One gives the impression (and it is just an impression) that you value work and actually need it, whereas, the other may give the impression that you have done nothing since leaving the last role. We all know that in most cases this is not always the truth however, again, it could be an impression formed by the employer.

It was 12 years ago since I worked in that recycling plant and can now have a laugh at the characters that were there and the situation I was in. I will never forget it. If you are in a rut looking for work and your bank account is getting lower, ground yourself a bit and see what else is out there for the meantime. As they say, the race is only against yourself, not anyone else. Who really cares what they think?

We would love to hear about your ‘fill in’ or ‘character building’ jobs. How did they push you to get the job you really wanted?

recruiting is tough

Recruiting – It’s a tough audience at the moment!

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… and comedians think that they have a tough audience! Lately, the market has been flooded with some great candidates. A lot of them are vying for that one opportunity that’s being advertised and are becoming increasingly frustrated when not getting to the next stage, which to some extent, is understandable. Just the other week, I was on the receiving end of some rather abusive language from a frustrated candidate that I was actually trying to help.

It’s also tough being a job seeker

It’s not easy being a job seeker and sending out a large number of applications for roles that you never hear from – I have never forgotten the struggle that I had to break into a new industry (and that was over 10 years ago). I still recall sending out 83 applications, receiving 2 phone calls and only 1 interview, which actually got me the job. By the end of that process and 8 months of looking for the right role that would launch my career in this industry, I had lost quite a bit of confidence in my actual ability – I knew I could do it but being constantly rejected can take a big toll. What I learned during the process was to really focus on a range of roles that you have the skills in, work hard on your resume and application letters and network hard to get known by people in the industry that you’re targeting. The good news is that we do work with job seekers to update their resume (there are some great people out there that just don’t know how to sell their skills and experience on paper), create engaging cover letters and have better interview skills, so that they can stand above their competitors in a tough job market.

The good news

Whilst everyone is hearing mixed news about the economy, the lack of jobs, redundancies and businesses closing, there are also some really good stories coming through that just aren’t getting reported. We currently work with some great clients that have been growing in this market – that’s right, growing. They’ve broken with tradition, been innovative in their approach and are taking on new staff to build their businesses. Some have been start-ups that had the right business model and others have revisited what they and their competitors do, and have decided to do it differently. The great news in all of this is that they are recruiting additional staff and this means new job opportunities for candidates. By no means are we saying that the economy is fixed and that we are in boom times (I think we all know that it’s a while off yet), what we are saying though is that it’s good to know that amongst all the negative reports out there, we actually have some positivity in our local economy.

Innovation – how can we help?

Just like our clients, we have added additional services for our clients and job seekers so that we can differentiate from our market. With the latest software to track and match candidates like never before, as well as live updates, job boards (within the fortnight) and job matching for candidates registered with us, we are hoping to assist candidates even further in their job search. We are also in the process of implementing some new services to add further value to our clients when selecting staff.

How can you help?

We are always networking, meeting with employers, and speaking with our clients to find out how they are tracking, what projects they have in the pipeline and also what forecasts they have for staffing. We believe that by having this information, we can educate our local community and also give candidates some hope and guidance in their job searching efforts. If you would like to provide any information to us regarding what you know about the current market, we will always welcome your feedback. Working together can make a difference.

Thanks and have a great day.

Best regards,

David Ford.