With all the advice and learning materials out there, you would think we would all be experts at the interviewing process. But recruiters still note that candidates are missing out on potential job opportunities because they are not preparing for the face to face meeting, i.e. ‘the sell’!

Ian Beattie, founder and Managing Director of Hawke’s Bay recruitment company RIOT Recruitment, says people really need to consider the basics when it comes to interviewing and ensure they have spent time preparing to impress.  

“This includes doing their research on the company, the role and the hiring manager. It still amazes us how little preparation and research some candidates do. Candidates need to understand that the interview is a “sales” situation and they need to prepare accordingly. It is important that they demonstrate their knowledge of the prospective company throughout the interview by asking targeted questions.”

Although the worst of the recession is over, and companies have begun hiring again, the job market still hasn’t recovered to its original state before the world economic crisis. Beattie says they are still seeing large numbers of applicants for advertised positions, literally in their 100s, which means that job seekers need to be really impressive to stay ahead of the competition. 

“Because of this, employers are in the position to be selective, especially when it comes to skills and experience. Also, because of the current economic environment, some employers are far less likely to take a “punt” on candidates, preferring to be more conservative in their approach.”

Interviews haven’t changed because of the recession but because of the sheer number of people still looking for roles, Beattie says candidates need to make sure they take a far more proactive approach for the whole recruitment process, including the interview.

“Demonstrate initiative, ask good questions and use your relationship-building skills to establish a strong rapport with the hiring manager.”

When preparing for your interview, think about some situations you have been in past roles, how you handled them and what the result was. This would include where you have achieved a great outcome, were presented with a problem or faced with an angry customer. 

“Behavioural-based interview questions remain the industry norm. Behavioural based interviewing discovers how the interviewee acted in specific employment-related situations. The logic is that how they behaved in the past will be a strong indicator of how they will behave in the future i.e. past performance predicts future performance” says Beattie.

The right ‘fit’ is so crucial for both the employer and employee so interviews will be focused around seeking an insight to the candidates personality and behaviour in the workplace. Beattie says the questions are likely to drill in on areas such as team-working, leadership style, resilience, energy and stress tolerance.

To really impress in an interview, Beattie says that a consistent and professional approach will go a long way and to also think about extra attributes and skills you can offer the employer.

“Think about how you may bring attributes over and above those detailed in the position description. Most employers will recruit with an eye to the future, so take the opportunity to demonstrate your future development potential.”

As well as doing all the right things, make sure you don’t do anything that could negatively impact on your job prospects.

“It is important that the candidate acts in a consistent manner throughout the recruitment process. Prospective employers do not like any surprises through the process, such as an unexpected increase in remuneration expectation” says Beattie.

And while it is essential to demonstrate you are keen to secure the role, Beattie says being too keen can be a turn-off and it is important to not come across as being desperate.

Job interviewing can often be an exhaustive, lengthy process but it is imperative to go to each interview as though it was your first and prepare for each one individually. Be fresh and energised each new prospective employer that you meet.

And as a final piece of advice for job seekers, Beattie reiterates the need for people to act like a ‘salesperson’ when it comes to proving they are the best candidate for the job. 

“Remember that the interview is a sales situation. The employer has a need. It is your job to understand that need and offer the solution – you!”

Leading towards a goal
Having a goal, or a specific result to reach is something that motivates a lot of people as it gives them a sense of achievement and satisfaction – that what they are doing every day actually means something. So a great way to motivate your team is to make them aware of their goal (or the organisations goals) and keep them on the right track to reach it. Regular staff meetings to discuss the current progress will help them stay motivated and seeing real change will encourage them to continue on their successful path. 
Moving into a position of management is a nerve-wracking time for those who haven’t held that level of responsibility before. But it is also an exciting feeling when you have a team that is willing to work in partnership with you towards achieving great results in whatever you do. Just take your time and don’t be afraid to ask for help. Just because you’re a manager it doesn’t mean you have to know everything. Bowyer offers his final piece of advice for potential and new managers;
“Always look for ways to improve yourself (professional development), be ethical and work hard, and earn respect from those around you (don’t just expect this to come with a new title). Seek a good mentor or someone who can act as sounding board for you as you grow your career, as you will no doubt be faced with new challenges along the way.”

Recent studies in both the UK & Australia* have shown that the cost of making a poor recruitment decision ranges between 110%  - 137.5% of the annual salary. The studies focused on the overt or visible costs associated with the selection then exit of middle managers, who had spent approximately three months in their respective roles. In addition to the overt costs, the covert costs (i.e. litigation or employment relation advice, team morale issues, lost sales opportunities, client dissatisfaction, & impact on brand or reputation) can add significantly to the real cost of poor selection.

We have applied these findings to our local market place, to assess how relevant the larger market figures are. We have been conservative in our review & analysis, and have factored in local pricing structures.

In this example we have chosen a “business manager” on $60,000, who resigns after three months in a role. The estimated cost to business at this stage is high, as this manager is unlikely to have made a meaningful contribution to the businesses overall performance (we know that it can take 3+ months for people new to both a role and a business to really perform).

• Recruitment & Advertising costs = $9,400
• Salary & notice period = $20,000
• Management time (selection) = $1,000
• Management time (induction, training) = $5,000
• Administration costs = $1,500
• Delayed “projects” cost** =$25,000
• TOTAL = $61,900 or 103%

In this regard we see that our local market costs are lower than both Australia and the UK (as expected), but still show that this selection error has cost the business approximately a full years salary for the role (before factoring in any covert costs)!

Regardless of your recruitment needs, approach each selection with a great deal of care and due dilligence!

* Sources = CIPD, The People Bulletin (UK), Chandler Macleod, Barrett (Australia)

** Refers to projects, BAU activities that the manager is responsible for, & change initiatives & improvements that this role has direct responsibility for.

It’s best to avoid office politics, says expert…

While you don’t actually get to vote whether to have office politics at your work place, most would say it is mainly a negative side to an organisation. But office politics can also have ‘positive’ repercussions – if it is used in the right way. Knowing how to use it effectively will ensure you get the right outcomes, instead of a dent in your reputation.

Identifying the idioms

Office politics is easy to recognise but hard to define. Is it gossiping? Is it playing favourites with work colleagues? According to some definitions, it is about the use of power and influence outside the normal office processes, and Rohan Bowyer, Director of RIOT Recruitment in the Hawke’s Bay, agrees with those thoughts.

“Office politics can be as simple as participating in common gossip about others in your workplace, or as complex as applying ongoing strategies to either gain personal advantage, or in support of others (or a project or cause).”

Is it normal?

Some people may say that they wouldn’t want to work in a company that has office politics, but the reality is that you would hard pressed to find an organisation that doesn’t have some level of politics, in fact, according to Bowyer it is almost natural human behavior.

“In general terms, when a group of people gather together, they will want to socialise and share information. Some individuals are more driven by this than others, but all workplaces with two or more employees are likely to have a varying degree of office politics. As we are all different, and often workplaces can bring together groups of people that would not normally socialise, this can sometimes lead to natural tension, “social groupings”, and to differences of opinions.”

A sense of Camaraderie?

Although one might not want to see to be involved in ‘gossip’ and cliques, sometimes you may feel you have to put your two cents in to feel a part of the team. Although it could be quite difficult to avoid participating, Bowyer says you do need to do your best to avoid the negative part of office politics. This is advisable for those wanting to advance their career.

“Office politics is an ongoing reality that we will face throughout our working lives. Some fall into the trap of thinking that you need to gossip about others in order to “fit in”. But you will have a far more productive and rewarding career if you avoid this, and focus on doing a great job as well as building strong business networks through positive ongoing working relationships.” says Bowyer

Unhealthy?

Gossip can create an unhealthy atmosphere in a business. Sometimes things talked about aren’t true and can ruin people’s reputations, including your own.

“Certainly office gossip can be seen in a negative light, as it is generally not constructive (such as focused on genuine business needs or even on building positive work relationships). Gossip tends to infer that you are speaking about someone (behind their back), rather than with or to them on a face-to-face basis. In a healthy, positive & open workplace, people will generally work to get along with each other” says Bowyer.

But not all gossip is negative — especially if you act on what you hear rather than spreading it. Use information to do someone a favor, and the good will come back to you later.

How to keep clear of the negative stuff

It’s probably inevitable that at some stage in your career you will have to become involved in some form of office politics or gossip.

“It is important that you avoid meaningless office gossip, as well as anything that could be harmful to others in any way, shape or form. You will not be seen by management in a positive light if you are involved in putting others down to make yourself or close colleagues look better”

Generally, office politics gets a bad write up because people often do it for the wrong reasons; they enjoy the power trip, and compete by trying to paint others in a negative light. But the people who quietly succeed at work are also political operators — they just do it better.

Make the most of your time at work – it may lead to career opportunities in the future, says Erin Boyle.

We all have to work, and while a select few have amazing jobs that they live for, many of us would prefer three day weekends and dream of winning Lotto so we we can give up our daily graft.

But work is a place we spend at least eight hours a day, so why not just make the most of the time you have there!

Nobody likes to be called the "teachers pet", but being an asset to your workplace is  important  for future career development as well as advancement.

Be active, participate.

Employees who are more active around the workplace and participate in company activities (whether social or business orientated) are more likely to be noticed by managers and decision-makers. It’s not about attention seeking behaviour, but positive involvement with your team.  Rohan Bowyer, Director of Hawke’s Bay’s RIOT Recruitment, says getting involved shows you are part of the organisation.

“Being active shows leadership qualities and ideally that’s what companies want to see.  It is part of succession planning, knowing someone can grow with the business.”

Frustrated?

Every company has its faults and things that could be done better. But instead of moaning to your colleagues, or taking a list of complaints to your manager, put your thinking cap on. Put a positive spin on it by being constructive with your criticism (no direct blame) and do the leg work by coming up with ways those problems could be solved. Then ask to meet with your manager – they will most likely appreciate not having to come up with their own solution.

Bored at work?

Feel like you aren’t being challenged enough or finishing all you work by morning tea time? Give yourself a great career boost by approaching your manager, or other senior people in your team to source more tasks. There will be someone swamped with work that will appreciate your helpfulness, and that’s always a great feeling, too. Bowyer sees helping others as a very important part of progressing through the company. “First it’s about doing your own job well, then looking to help others. If you can see someone struggling, by all means, pitch in. You will earn respect and others will see you as an emerging leader”.

All creatures big and small?

This probably describes the people in most companies, and just like you can’t choose your family, neither do you have any control over the team you work with.  Most people are bearable, some are great and some are really irritating. Basically it is in your best interests to be civil and friendly to all (Plus you never know when you may need someone’s help, and if you have always been nice to them, they will be more than obliging!).

Bowyer says you don’t have to be best friends with people but be professional and ensure you get alongside your colleagues. “It means an employee is looking to work towards the common goal or what the business is about. If you are going to progress in the company, you need to be well respected.”

It’s the simple things that make a great employee, so think about ensuring you are always on time and prepared to do the “extra yards” when you need to. Bowyer says it’s also about a willingness to contribute by coming up with new ideas and having a passion for what the business does, buying into the business and what it’s trying to achieve.

Being a good employee isn’t about being a ‘goody two-shoes’ but more about making the most of your work day, not being overlooked for a pay rise or promotion, getting a fantastic reference when you decide to change jobs, and about being a great team player that people like being around. Plus it will probably make those eight hours a lot more enjoyable!

Step 1 – "Fit"…

If you know your core passions, strengths and skill set you will be far better placed to find the "right fit". Look at each opportunity and ask yourself questions – "am I really interested in this"; "do I have the transferrable skills to do this"; "does this fit with my values, beliefs and aspirations". If you come up with a yes or a maybe then start focusing in on the opportunity. If it is a definite no then continue looking at other opportunities. A quick word of caution when looking at any opportunity – don’t actively compromise your beliefs and personal values – this generally won’t build a long rewarding career.

Step 2 – Focus…

For jobseekers the "shotgun" approach can be appealing. "If I apply for as many jobs as possible as this will increase my chance of success, right?" Wrong – if you set goals in life, you have a far greater chance of ongoing success. The same applies when job hunting – if you narrow your focus down to opportunities that really appeal and spend time researching the company/industry and role, writing a quality cover letter and following up after your application you will have a far greater chance of success.

Step 3 – Find out More…

When you apply for an opportunity, and you know the company and industry make sure you do your background checking. The more you know the better. Use the company website as a start point, & search engines such as Google to find more out about the industry.  Ask family & friends what they know about the company and ask for a position description or more details on the role – in general glean as much as you can from wherever you can.

Step 4 – First Impressions…

We have all heard "first impressions count" time and time again, yet we often forget how important this is. Your very first contact with an employer or an agency is crucial – the cover letter, your CV, an email, the first phone call, the first face-to-face interview – all of these make up vital lasting impressions in your hunt for your next career step. Some fundamental tips:

• Write relevant and meaningful cover letters – don’t copy & paste a template as people will generally pick up on a lack of thought and relevance to the opportunity.
• Spell check everything you send!
• Where possible pick up the phone and start talking to someone about the opportunity – this starts rapport building and both parties will get an early sense of "fit".
• Ask meaningful questions – find out as much detail about the role and company as possible.

Step 5 – Follow up…

Too often jobseekers have a "victim" mentality to application follow-up – "why haven’t I heard back" or "no one ever responds to my applications". Take control of this, and pick up the phone. If you are proactive and display a strong sense of eagerness around your application and the opportunity this goes a long way towards lifting your profile above other applicants, and getting you that vital face-to-face interview.

Good luck with your job hunting!