Career advice
Curated writing from operators, recruiters, and HR leaders — written for people building real careers in HK.
Whether you are a recent graduate or a seasoned professional, job interviews can be daunting. A careless or inappropriate comment could cost you the opportunity. Andrew Morris, Managing Director, Greater China, Robert Half International, offers some useful guidance on what not to say to a hiring manager during an interview.
Whether you are a recent graduate or a seasoned professional, job interviews can be daunting. A careless or inappropriate comment could cost you the opportunity. Andrew Morris, Managing Director, Greater China, Robert Half International, offers some useful guidance on what not to say to a hiring manager during an interview.
Hiring managers want to hear your story. They know past behaviour predicts future performance, so they ask for specific examples of times when you navigated office politics or delivered measurable results. The technique is called a behavioural job interview, and you know it is coming when you hear the prompt: “Tell me about a time when you … ” The next phrase can be almost anything: assumed a leadership role, saved your company money, disagreed with a boss, juggled multiple tasks or overcame an obstacle.
An experienced recruiter or headhunter will know within the first five to 10 minutes of an interview whether a candidate is suitable. First impressions are very important in an interview, especially for senior positions. After all, companies expect their key executives to make a good first impression when meeting clients or promoting their services.
Job candidates are regularly advised to “sell themselves” at interviews, but what does this mean in…
Preparation is the key to success in an interview. The better prepared you are, the more relaxed and comfortable you will be. Gather information about the company and try to relate your experience to the specific duties of the job opportunity available. Prepare questions about the position and the company. These can include:“Do you have a detailed job description?”; “Why is the position available?”; “What training and induction will be given?”; and “What prospects are there for professional development?”
Anyone who has applied for a job over the past few years will have noticed an increase in the number of interviews they have to attend. The general consensus from a number of surveys is that the average length of the interview process has risen from 13 days in 2009 to 23 days in 2013.
I recently witnessed two senior candidates interviewing for a China CEO role. Both candidates had great track records and talent – but only one was able to stand out as a leader. The unsuccessful candidate – let’s call him Mr Manager – had plenty of experience in government relations, a key requirement for the job. He had even managed a major government relations crisis for a multinational in China, with noted success.
Following an unsuccessful interview, one of the most frustrating, and unfortunately all-too-common, occurrences is that of not receiving any feedback. The importance of post-interview feedback should not be underestimated.
The word “interview” conjures up feelings of apprehension, nervousness, and in some cases, downright fear. This is exacerbated by the fact that most people tend to find themselves in interview-preparation mode only when they are actively job searching, and so they feel additional pressure to make a positive impact.
Knowing why you weren’t chosen is vital for future interviews, writes Nick Wheatley.
Take a deep breath, collect your thoughts and stay clam, writes Marc Burrage.