By Wasana Nadeeshani Sellahewa
(Commonwealth) _ You’ve probably heard it before, and we agree: going to an interview process is a lot like going on a less pleasant first date. Let’s be honest: unless you’re a really odd type of person who loves on being evaluated and criticized, a job interview isn’t the most pleasurable experience.
We drew the connection with dating because it might be a useful guide for how to portray and manage yourself in such an interview. On a first date, you want to present the finest version of yourself: you want to sell yourself softly without making it clear that you’re selling yourself. You want to come out as easygoing, natural, engaging, amazingly intriguing, and, most importantly, the right guy and the right time.
In both cases, you may feel worried beforehand since you are basically putting yourself in a highly vulnerable position, exposing yourself to judgment and even rejection. Perhaps the one advantage a job interview has over a date is that you’re doing your homework ahead of time and try to leverage your research to give you an advantage over the competitors.
We can’t help with a potential date’s selection process or criteria, but we can provide some insight on the broad methods your possible employer may have in existence for attracting fresh people.
The more you know, the more prepared you’ll be. Knowing how companies go about locating new applicants will help you prepare for when you meet them. Obviously, all company (like every date!) is unique, and their recruiting methods will be as well. A lot of companies, especially larger ones, will have some details on their recruitment procedure on their website, and researching this should give you an advantage over other candidates who didn’t bother to look it up and will give you an advantage over other candidates who didn’t bother to look it up and will give you an advantage over other candidates who didn’t bother
The planning stage is where a company’s talent center or human resources (HR) team sets out the jobs they need to fill and the quantity of new applicants they wish to employ.
The interview process will commence after a list of possible candidates emerges from all of the aforementioned routes. As you are aware, a person may go through multiple interviews before being granted a job. The amount of interviews you will have varies on the employer and the position. Google apparently forced potential applicants go through 29 interviews before making a job offer! Typically, three to six interviews are conducted.
Consider each interview to be an elimination round in any reality show on TV these days. It’s a method of screening out people who, for whatever reason, may not be a good match for the firm. It may appear harsh, but the more strict a corporation, the better.
The ideal situation is that after all of the preparation, research, evaluations, and interviews, there will be outstanding individuals who are great for the jobs in issue. Companies will seldom issue a job offer unless they reach this level since the commitment (both monetary and in terms of work put into training and nurturing) a company invests in a new recruit is substantial.
An official employment offer will be delivered once those candidates have been selected and salary and start dates have been agreed upon on both parties. Once approved, all parties will undoubtedly breathe a sense of relief!
Online application: Companies are increasingly allowing applicants to submit their applications using an online portal. In most cases, you will be asked to attach a CV, cover letter, academic transcript, and evidence of residency or citizenship.
Web assessment: If you passed stage one, you’ll be sent to an online aptitude test. Keep an eye on your mailbox since this is usually relayed to you by email!
Phone/video interview: Getting to this level implies you’ve made enough of an impact for the company to want to get to know you a bit more. You may be asked further questions about your talents, your interest in the specific function, and your interest in working for the organization. Assessment centers: This way of evaluating potential candidates in large groups.
