The Intro, the Screen and the Interview - what to expect during the interview process

The Intro, The Screen and The Interview

Every candidate has to go through some sort of selection process before they are awarded a job offer. Some processes may be more arduous than others. Some may involve a separate phone screen, test and  multiple interviews. Others may involve just pone round of interviews but regardless each interview process will follow the same basic principle. The principle involves three parts:

• The Intro
• The Screen
• The Interview

The Intro

Your introduction may come in a variety of formats and becomes more complex the further removed from the decision maker. 

     1. via an Agency recruiter

With an Agency recruiter you would have to pass their own internal screening process which will undoubtedly involve a screening of your resume, communication, presentation and technical skills. You may have to meet this recruiter in their offices, which will take time out of your day, but this step is important because you will be in better position to present yourself in the strongest light. By giving a face to your name, it encourages the recruiter to be more of your advocate and not consider you as just another resume.  

   

2. Corporate Recruiter

The corporate recruiter would be looking for areas of weakness and place emphasis on your level of interest. Their mentality may be more of " why should you work for us" rather than sharing what the organization may offer you. The key is to "turn the interviewer" and make them interested in more than your job history and skill set. Ask relevant questions that will prompt the interviewer to share more on the company, its culture and mission. Turn your interviewer into a conversation partner. When they enjoy the conversation with you then they will be your advocate and champion your candidacy through the process

     3. Hiring Manager

If you are dealing directly with the hiring the manager then they have already, at least on paper, determined that you have the skillset to do the job. In this situation, the hiring manager is looking to see if you have the personality fit to gel with the team and add value to his offerings to the rest of the company. Are you going to make him/her successful? It is important that you share value points that will make the hiring manager comfortable and confident in selecting you for the role.

     4. Referral

If you were introduced through a referral, (someone working or connected to the company recommended you) then this will be the strongest positioning you could have. Someone has already vouched for your abilities which is enormously beneficial. In this instance, it is important that you meet the criteria for which you were recommended. Connect with the person who referred you and learn why they believe you are a good fit for the role. 

The Screen

During this part of the process, it will be determined if you have the basic qualifications to do the job. Do you meet the minimum requirements?
What previous experiences match the needs of the employer? Do you have the required technical education and certification? Make sure you understand what the company does, that you know basic information on the organization and that you understand the job description provided to you. If you have not already received a job description prior to the Screen then make sure you request one. This will help shape answers which have context and are relevant to the needs of the role.

The Interview

This should truly be a conversation. You are sharing your story with an engaged and participating listener. Remember, this is an opportunity to show that you are more than just a resume or,something equally as detrimental, just a "butt in a seat".  This is also the time you learn about the organization and determine if there is chemistry between you and your future team. Turn a your interviewer into a conversation partner.