A person who has great sales and negotiation skills will find open doors in lots of companies, in any industry and country. For a Sales Professional a job interview is a real test, because this time it’s not about selling a product or a service. The product that they need to promote to a Hiring Manager is basically themselves, let’s call it “Brand Me”. How well is this salesperson able to emphasize the good points and steer clear of the others? Candidates will have to show right from the start how good their skills, experiences, personality and motivation are.

In a highly competitive corporate world you need to start thinking in a more innovative way, if you want to have an edge over your competitors. If you don’t do it, someone else will do it, it’s just a matter of time! What might be considered as ‘great’ today, might become ordinary and ‘standard’ tomorrow. If that is the case, do you always know what further steps to take in order to keep your leading position?

Hiring Managers believe that past performance is the best indicator of future success. The purpose of the behaviour-based interviewing technique is to assess candidates in an accurate, fair and thorough way. Candidates will be given the opportunity to prove their competencies by giving detailed and specific examples from past work experiences. Let’s have a closer look at the 14 benefits of using a behaviour-based interview technique. 

The fact that we are living in a candidate driven market, in which candidates have high expectations from a future employer, makes the hiring task a real challenge. There is no doubt that also candidates have to perform and fulfill many requirements in order to get the job that also many other candidates are hoping for.

Remember that the goal of a CV is to get you an interview, not the job straight away! Knowing that recruiters spend on average just 9 seconds on a CV before deciding whether you are worth being invited to an interview or not, makes the task even more challenging. First impressions do matter! Having a great strategy in place how to approach the task can save you considerable time in your job hunt. Follow these steps and you will have interviews lined up for you!

Can you actually really motivate other people? I would say “Only to a certain extent.” I do believe that it’s not difficult to get results from highly self-motivated people, because they feel passionate about what they are doing and need very little additional encouragement. They roll up their sleeves, get started and know exactly how good they are. The real art consists in being able to motivate a person who hates their job! But if you have someone like that in your team I would seriously advise you to offer that person another challenge that s/he feels more enthusiastic about (if there is any option). It is therefore crucial to hire people who are self-motivated from Day 1. Believe me, it will save you time, money and mental energy.

Working as a Recruiter can be a challenging job for the person who has great interpersonal skills and is target driven. But if you prefer to just hide yourself behind a computer then I can tell you “It’s not for you!” You need to deal with people and that on a daily basis. Now if tomorrow I would go to a job interview for the position of a Recruiter and they would ask me “What makes a great Recruiter in your opinion?” I would answer like this.

If you are able to find great candidates for your company CONGRATULATIONS! But how would you feel if 50 % of them quit within the first month or are being fired before their probationary period is over? Imagine … the whole process would have to start all over again, investing more time and more money. You and others might even start questioning your real hiring skills. Have you ever asked yourself what habits would allow you to work more effectively and efficiently as a recruiter? Keep reading.

There is no doubt about it: putting candidates through an assessment centre experience will reveal more about them than meeting them in your office face to face. Fact is that often organisations choose this approach mostly for managerial jobs and graduates and not for every single vacancy that they need to fill.

Imagine … you are conducting an interview and you come across Bob, 24, Graduate from a well-established university. You invite him to participate in a technical test in order to find out the level of expertise he has on several programming languages. You notice that he works quickly, pays attention to detail and according to the test result has highly advanced technical skills. You think “This is the one I really need in my team!” The interview process continues and then you meet your last candidate. Her name is Monique, 27, a passionate self-taught web designer who comes across as a very likeable person with good soft skills. Her technical test result was not outstanding, nevertheless it was good. You decide to choose between these two candidates. You invite both to an in-house “Experience Day” hoping that after spending some more time with them you will be able to make up your mind who to hire.