December 15, 2014

How to Build Rapport in Your Job Interview

Establishing Fit and Getting the Job Offer

Shaking hands

Eye on the Prize

 

The best outcome of an interview is a job offer at a great company, with good colleagues, in a challenging role, with satisfying remuneration. How do you get there? If you’ve been invited to the interview, most likely you are qualified, or at least pre-qualified for the position.

 

But getting to the offer and getting the offer you’d like means you’ve got to demonstrate your value as well as your ability to fit in with the team and jump right into the work. This can only be achieved if you can build rapport with your interviewers.

 

Two-Way Communication

 

An interview is an interactive dialogue not just a Q&A session that rephrases and reiterates the contents of your resume. And the interviewing goes both ways: Does the hiring manager and team think you are a good fit? Do you think the company, team and opportunity fit your objectives?

 

Convey Your Passion

 

This time to meet is all about communicating your passion and potential for the opportunity at hand. Show your true enthusiasm and appreciation for the position for which you are interviewing, the company’s new technology or market strategy, the leadership’s past record, the latest news the company has publicized. Make it abundantly clear that you can’t wait to get started, share ideas that you have and goals that you’d like to meet.

 

Your Interviewer is a Person too

 

Be prepared for the personal side of things not just the sales numbers or the coding test. Ask your recruiter or others who have interviewed with the company or work there about the interviewer’s style, personality, objectives and anything else you can learn in advance.

 

Pay attention to conversational cues and follow the interviewer’s lead. Listen attentively so that you understand not only the literal information that you are being but also can pick up on the emotional cues and gain insights into the interviewer’s points of pride, or particular challenges, his greatest need in this hire.

 

Research the People

 

Research the people you will be meeting with so you know and understand their backgrounds, and any connections you may share. Ask questions about how their own path led to where they are, what they learned along the way, and what their goals are. Complement the interviewer on his or her accomplishments, and find a natural way to mention your own accomplishments and career goals.

 

Be Passionate and Informed

 

Research the company before the interview and note recent initiatives, products or campaigns the company has rolled out or its future objectives it has announced. Complement the interviewer on the company’s accomplishments and targets. Ask about what the interviewer would like you to accomplish in the first 3-6-12 months on the job, and about upcoming projects or challenges you’d get to be involved in.

 

Connecting

 

Throughout, find points of connection. This may be past or present colleagues, alumni from past schools or clubs, shared travel and hobbies, mutual places you’ve lived. Use humor to create a light and relaxed atmosphere. Show your genuine warmth and personality, be respectful and appreciative.

 

In short, if you can be likeable, communicate your skills and accomplishments, and show you really want this job, while making a personal connection, you will build the rapport with the interviewer that distinguishes you from other candidates. This rapport will give the interviewer confidence that you are an easy person to communicate with, who will fit in with the team, and who is passionate about the opportunity.

 

About the Author:

Anna Mathieu, Marketing Communications Manager, brings together in-the-trenches recruiting experience as well as years of marketing and sales success in a variety of industries from software to real estate development. She thrives on evangelizing the Redfish brand and communicating Redfish’s expert recruiting services, to drive bottom line results.

Redfish Technology

Building Growth-Mode Tech Companies with Hand-Picked Talent

Founded in Silicon Valley in 1996, Redfish Technology is a leading provider of high tech professional and executive talent. Partnering with growth mode companies, small and large, Redfish staffs executive functions and builds out the teams below. Redfish experts provide advice and perspective on hiring, career building, and job search – check us out on the web: www.redfishtech.com

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December 1, 2014

Do I Have to Disclose My Salary?

Filed under: Interview,Redfish Speaks,Salary — Tags: , , — Jon Piggins @ 6:30 AM
Jon Piggins, IT Recruiter

Jon Piggins – IT Recruiter, Sales & Marketing

By Jon Piggins, Executive Recruiter, IT Sales & Marketing

 

Salary Disclosure Questions Pre-Interview Process

There are a lot of opinions on salary negotiations and salary disclosure: Should you tell your current salary or just your desired salary? Should you give this up front if asked, or save it until you are at an offer stage? In our experience, most all companies are going to want to know both your current salary and your desired before investing in the interview process, some will even want your full salary history.

 

Reasons for the Salary Question

From the point of view of a recruiter working with primarily growth-mode tech companies, there are compelling reasons for the salary question. (more…)

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November 3, 2014

Soft Skills: Easy to Feel Out, Harder to Test

While hard skills are fairly easy to evaluate, soft skills are harder.

Soft-Skills-Definition

The soft skills are rather intangible: communication, leadership, critical thinking, creativity, team collaboration, attitude, common sense, and relationships, amongst others.

Coding and problem-solving tests are fairly straightforward ways to gauge hard skill level, but how do you measure a candidate’s soft skills?

Evaluating Soft Skills

 

Social Media

Almost everyone in the United States has at least one social networking profile at this point, so researching a candidate’s online presence is fairly easy. Social media and websites provide an interesting window into a person’s soft skills. Of interest is everything from how thoroughly and professionally people present themselves, to the content and comments that they choose to post on online media.

Video Interviewing

Some companies solicit video responses as a filtering mechanism that quickly gives a sense of a person’s soft skills. A company may ask candidates to answer a few questions in a video format to be submitted along with a resume or as the next step in the pre-interview process. There are obviously a lot of efficiencies gained by getting a peek at talent, although some people are fairly shy of performing in front of a somewhat anonymous audience. (more…)

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January 27, 2014

Getting Yourself Geared Up for the Executive Job Hunt

Getting-Yourself Geared Up for the Executive Job Hunt

The U.S. Bureau of Labor Statistics expects jobs for executives to increase only 5 percent through 2020. That’s significantly lower than the average growth rate of most positions. With fewer executive positions to compete for, you’ll need to have the right resume, the right image and the right answers for critical interview questions. Get yourself prepared with these suggestions to keep yourself in the game. (more…)

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December 16, 2013

How to Dress the Part of the Next CEO: Dressing Right for the Interview

Filed under: Candidate / Job Seeker,Career Building,Interview — Tags: , , — Redfish Technology @ 6:00 AM

How to Dress the Part of the Next CEODressing Right for the Interview

Dressing Right for the Interview

 

Looks can be deceiving, but there is one area where this rule may not apply – the job interview. What a person wears and how they look can instantly convey their appropriateness for a company, whether done consciously or subconsciously.

 

Establishing rapport and sharing past accomplishments are important, especially when applying for leadership positions. Often, higher-level positions require multiple interviews with different parts of an organization. But this also creates increased pressure for candidates to dress appropriately. (more…)

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