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    Don’t Go Into an Interview Without Doing These Key Steps

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    You might be the perfect candidate, with a perfect resume, and exactly what a company is looking for. But, if you don’t know how to interview well, or conduct yourself in a professional manner don’t expect to land a job. 

    Over the years, the interview process has evolved into a digital landscape with new rules and codes of conduct. Although the platforms have changed, the importance of interviewing has only grown. As a job marketplace, our main focus is to get you hired. While you might think of us mainly as a place where you can find jobs, we are also dedicated to your success and are a resource that strives to help you every step of the way.

    This being the case, we hosted a Job Searching 101 event with recruiters from companies like Expedia, Discover, and CVS Health to identify a list of interview tips and ways to prepare for an interview in 2023.

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    Research Everything About a Job & Company

    First and foremost, before you even apply to a company, research must be done. While knowing all the ins and outs of the position you’re applying for is important, far more research is needed. 

    Learn about the company and its standing in the industry. What are some of the recent goals and expectations that the company has set for itself? Bonus points if you’re familiar with recent events that the company was involved in and you’re able to bring it up naturally in conversation. What are the company values, what is their mission and culture? Do you know their mission statement?

    However, as much as you want to be informed and well-researched going into an interview, you also want the dialogue to flow naturally. You’re not trying to prove your knowledge or solve a problem, so try not to overdo it! As Taiana Hale, a College Recruiter for CVS Health says, “research the company and understand their industry and goals as an organization. However, try not to overdo it. You’re not trying to prove your knowledge. We still want the interview to seem natural.”

    Understanding the Process

    When you get to the interview portion of a job application it is best to familiarize yourself with the process as much as possible. Don’t be afraid to ask your main point of contact, whether it is the recruiter or the employer, what the particular process is like. 

    Is there a behavioral part and a technical part? Is there a case study portion? Ask them what is to be expected and what some good ways to prepare are. Not only will you be able to prepare yourself better for the interview but you’ll demonstrate to the recruiter or employer that you’re taking the time and energy to make sure you do a good job and potentially get the job.

    Another great option is to reach out to someone who works at the company and ask them for tips! While you may not get a response 100% of the time, if you approach someone professionally and authentically they are more likely to help. At the end of the day, all processes are different, so don’t pull your hair out trying to memorize questions or certain steps of an interview.

    Reliable Technology

    The next thing you need to keep in mind when going into an interview is to have reliable technology that you have a firm grasp on. In this virtual age, a large percentage of job applications and interviews are done online through video chat or otherwise. This being the case, candidates need to make sure they have a good web connection, they’re testing the applications or platforms being used for the interview, and no technical difficulties will occur during the interview.

    “I had an interview and the candidate was 12 minutes late because they hadn’t loaded the application and couldn’t get into the system. I hope that they learn from that and take more preparation going into the interview process next time”
    Lane Garnett, Sr. Manager Recruiting Process and Engagement, Discover Financial Services

    You could be the ideal candidate for a company but if you’re lagging on the video interviewing aspect you could get nixed. While in-person interviews have not been done away with entirely, virtual interviews are becoming more and more common. One way or another, having your technology locked in will ensure that you don’t miss out on a job because of a technicality.

    Appearance and Aesthetic

    Your appearance, whether it’s during an in-person interview or a virtual one, is critical. For virtual interviews, you want to make sure your background is neat and orderly and there are no distractions or off-putting stimuli. Adding a blurred filter to your background on a video call may be a good idea to ensure you aren’t showing an unprofessional background.

    Always make sure you check how you look on camera before starting the interview. Glares from lighting, messy clothes in the background, and sound interference will all make you look unprofessional in the eyes of recruiters. So if you have roommates, make sure you let them know you’re going to be on an interview before they barge in asking about happy hour!

    “This one time I was interviewing this one candidate, and they had their background was all set up fine and dandy, but they didn’t tell their roommates they were interviewing this day, and the roommates kind of barged into the room and started talking about “a crazy bender” they had last night, and it was not the best impression.”
    Sean Bea, Early Careers Recruiting Expedia Group

    When it comes to what you wear, the more formal you are the better. However, it’s a great idea to take note of what the aesthetic of a company is before going into an interview. Is everyone buttoned up with a jacket and tie? Or are some people rocking more casual wear with sweaters and shirts? Don’t fake your appearance, but always look professional so the employer will see you as a fit for their company.

    The Question Part

    At the end of your interview, more often than not, the person on the other end will ask if you have any questions yourself. The worst thing you can do in this situation is say no. On the other hand, a well-thought-out and intellectual question will leave a very good impression on the interviewer.

    One great question is to ask the interviewers themselves about their own experience of the company. What do they like and enjoy about working there? What are some of the challenges they face and how can you support and assist them in some of those things? How do you measure success?

    The list of good questions you can say at this moment goes on. Just remember to keep it relevant to the job and to ask something that seems like you’re interested in the longevity of your contributions to the company. You want to show that you have been paying attention and are engaged in the conversation. 

    How Do You Follow Up After an Interview?

    This last interview tip is one that a lot of people tend to forget. Make sure to send the recruiter or whoever interviewed you a follow-up and thank you email. The first 24 hours after an interview is the best time to go ahead with a follow-up. 

    Use it as an opportunity to expand a little bit on what you discussed during the interview and points that resonated with you. If there was something that stood out to you or something you aligned with, whether it was one of the company’s core values, the direction they’re headed, or an attribute of the job, don’t be afraid to share that.

    The more interviews you do, the better you will get. While it may be a time to show yourself off and what you’re capable of, don’t forget to use the interview as a time to see if the employer is a right fit for you.

    The more you think about interviews as a conversation and an exchange of information the more at ease you will feel. Keep up with the WayUp community as we continue to share resume secrets, career tips, and professional information you can’t get anywhere else. 

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    For more career advice and tips on how to find a job, keep up with the WayUp community guide and look out for new Job Searching 101 virtual events! More

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      How Has the Recruitment Process Changed in the New ‘Virtual’ World?

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      It is fair to say that 2020 shook recruitment (along with most other sectors) to its core. Accelerated by the COVID-19 pandemic, changes to the recruitment industry that were expected to take years have happened in mere months.
      But now that we are almost halfway through 2021, are these changes likely to stick around?
      Out of necessity, many employees were forced to work from home for the majority of last year. But this necessity has created new opportunity, with many companies realizing business can carry on, as usual, no matter where their teams are based. Now, many organizations are adopting an increasingly hybrid approach to the workplace.
      As such, the definition of ‘workplace’ has changed dramatically — a lasting change that will undoubtedly continue long after the pandemic is over.
      But what does this momentous shift mean for financial and accountancy recruitment going forward? In short — digitization.
      The rise of hybrid working
      Thanks to the pandemic, the traditional hiring process has been flipped on its head, with many recruiters (and clients and candidates) scrambling to adapt to a fully remote experience. But remote work has become the new norm for many, meaning virtual recruiting is not going anywhere.
      The past year has seen many companies take a haphazard approach to recruitment, attempting to hastily fill talent gaps in a panic. However, digital hiring solutions such as online assessments and video interviewing should not be seen as a short-term patch for the COVID-19 era. Instead, they should form part of a long-term hiring strategy. Virtual recruitment requires just as much care and attention as traditional hiring options, and retention should always be a top priority. The cost of a bad hire is monumental, so it is essential to get recruitment right the first time.
      With hybrid working on the rise, many firms are now also casting the net wider when recruiting new hires. As a result, recruiters must adopt hiring technologies such as artificial intelligence (AI) and automation to enhance the recruitment process and improve efficiency when sifting through a larger candidate pool. For instance, algorithms and AI can automate the CV screening process to ensure all candidates are replied to and even schedule interviews. Candidates expect a smoother experience when applying online, and in 2021, there are no excuses for clunky application processes or not getting back to candidates.
      However, despite advances in technology, it is vital to keep recruitment personal. Attention to candidates makes for a lasting workforce, which is why an effective hiring process should still include people at both ends. Rather than replacing human connection, intelligent automation should supplement the recruitment process by filtering through data quickly, transparently, and without error.
      On-screen talent assessment and selection
      Although the recruitment world has changed dramatically over the past year, the hiring process itself still follows the same steps — albeit with some adjustments to ensure the caliber of hires when recruiting virtually.
      Social media and online job sites have long played a crucial role in sourcing candidates and will be instrumental in remote recruiting, opening up an entirely new world of finance and accounting candidates to consider. For senior positions which may not be advertised due to sensitivity, recruiters can also use social media platforms like LinkedIn to ‘headhunt’ talent, combining their connections and expertise to source the best candidates for the role.
      Given that new hires are now less likely than ever to engage with recruiters face-to-face before onboarding, post-2020 recruitment must also be able to assess and select talent effectively from a distance. As a result, there is a growing demand for online psychometric and aptitude assessments as recruitment tools. When recruiting remotely, it is also important to translate the organization’s culture and values into tests or surveys to determine whether a candidate is a good ‘fit’ and will stay with the company.
      Even with advancements in technology, this screening process can take a long time and requires close attention to detail to ensure only the best candidates with the relevant qualifications and skills for the role are put forward to the client.
      The final hurdle
      With remote hiring becoming the norm, we can expect to see in-person job interviews become a later stage of the recruitment process when both the recruiter and the candidate are sure the role is a good fit.
      It is, therefore, vital for recruiters to maximize new assessment tools available to facilitate virtual recruitment. Unlike email or telephone interviews, video interviews give the recruiter a more comprehensive perspective of potential candidates. With video conferencing now widely accepted, the interaction can still be personalized and used to establish a connection. As there is no travel involved with digital interviews, they are also easier to schedule and can be recorded and shared amongst relevant stakeholders (with the candidate’s permission) to enhance the selection process.
      Plus, everyone’s time is precious. From a candidate’s perspective, it is much easier to find the time for a virtual interview, meaning they can accommodate availability sooner than in person. With the traditional recruitment process, many hybrid candidates would discount themselves due to availability and having to come up with a plausible reason as to why they were not present at work. With virtual recruitment, this is no longer a problem.
      Taking the recruitment process further
      To ensure the quality of new hires, it is imperative that organizations take the time to adapt the traditional hiring process to the new, more digital way of working.
      But why stop once new hires have accepted the job offer? In order to retain these recruits, equal efforts should be put into post-hire talent acquisition as the pre-hire onboarding process.
      When done right, remote recruiting can not only save time, free up resources, lower hiring costs, and provide opportunities to broaden the pool of candidates — but it can also ensure companies RETAIN staff.
      After all, is that not what good recruitment is all about?
      With over 50 years of experience, Howett Thorpe has evolved to become one of the South East’s premier accounting and finance recruitment agencies — offering workforce solutions across multiple specialisms. The agency also has a strong foothold in practice and business support roles, such as office admin and HR.
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      How Recruiters Can Adapt to Major Shifts in Candidate Attitudes

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      This past year has greatly altered the dynamics of the U.S. labor market, including job seekers’ expectations of employers, according to a new 2021 Job Seeker Nation Report from Jobvite. It is predicted that many of the changes experienced will be here to stay, bringing about what many believe to be the rise of the optimized workforce. As a result, talent leaders and recruiters must understand how to adjust efforts for the job market today and into the future.
      Remote work & company culture.
      The pandemic has created profound changes in workplace preferences for job seekers, including the desire for remote work. Per the Job Seeker Nation Report, 35% have declined or would decline a job offer that required them to work full time on location, in an office, or at a worksite, and 100% remote work is preferred by 33% of workers.
      Despite an increasing number of employees working remotely, the importance of company culture in applying for a job has continued to rebound. Nearly half of workers believe company culture is very important in their decision to accept or reject a job – a 21% increase since 2019.
      Employers need to implement a hybrid and culture-centric work environment to lure top-quality talent. Likewise, talent leaders must incorporate these company values into the hiring process. This can be accomplished by implementing a cohesive recruitment marketing strategy that includes social media, as more than 33% of job seekers use social media networks to learn about an employer’s culture.
      Diversity hiring is vital.
      With this year prompting many Americans to reflect on what is important to them, it is fitting that those beliefs and priorities are being brought into the job search. This year’s report found a significant number of workers (42%) would turn down a job if the company lacked diversity in its workforce or had no clear goals for improving diversity in hiring.
      Separately, 49% have inquired about employer’s goals and efforts around improving diversity in the workplace during interviews. Based on these results, it’s evident that recruiters need to embrace diversity initiatives, as it significantly influences workers’ decisions to apply, accept, or even reject a job.
      To do this, recruiters must create employment opportunities for all regardless of race, religion, color, gender, identity, age, ability, location, or creed by mitigating challenges in the job-seeking process due to unconscious bias. This can manifest itself in how a job description is written, how a job opening is marketed, what schools an organization recruits candidates from, how a candidate is interviewed, and much more.
      Balance in today’s always-on workforce.
      The majority of surveyed workers report increased stress levels since the onset of the pandemic. In today’s world of competing priorities and unexpected distractions, remote workers are also struggling to transition between “work time” and “home life.” In 2021, 42% of surveyed workers said they are working longer hours compared to the year before.
      Employers must deliver a more thoughtful approach to helping employees achieve a more balanced life based on workers’ individual needs. Talent leaders can then highlight how the company supports its employees through these practices, both now and into the future. This can be delivered through information and videos on the employer’s career site, which continues to be one of the most powerful recruiting assets.
      Interviewing tactics & preferences.
      Here’s the good news for recruiters. Over the past year, an overwhelming majority of surveyed workers consider their most recent candidate experience to be primarily positive. Excellent communication from recruiters, ease of scheduling, and easy job application process were the top reasons for positive candidate experiences.
      A preference for texting is also on the rise. This year’s report found that a majority of job seekers prefer texting for scheduling interviews in comparison to email or phone. This is especially true for workers with children, as 30% are comfortable participating in an interview via texting. Like consumer behavior, candidates have renewed expectations of their job-seeking experience, especially while on a mobile device.
      However, lack of access to adequate technology or Wi-Fi has negatively impacted 35% of job seekers’ ability to participate in a video interview. Recruiters need to consider how this may affect a candidate’s participation and outline strategies to overcome this challenge, as virtual interviews continue to be leveraged in the recruiting process.
      The Rise of the Optimized Workforce.
      The expectations of job seekers and employees have changed forever. As a result, recruiters need a complete understanding of how to adjust efforts to meet the demands of varied realities for today’s workers. To do this, talent leaders must equip themselves with the right skills, knowledge, and strategies to effectively navigate the current reality and engage high-quality talent.
      Kurt Jones is a Senior Manager of Product Marketing at Jobvite, a leading end-to-end talent acquisition suite provider that serves thousands of customers across a wide range of industries.
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      3 Reasons Why We’ll Continue Remote Interviewing Post Pandemic 

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      Interviewing has gone remote. While some think this is temporary, it’s actually the future.
      When the pandemic began, businesses were focused on putting their heads down and weathering an uncertain economic environment. For many, this meant a temporary freeze on hiring. As things thawed, hiring came back; but this time, it was remote.
      A Gartner poll found that “86% of organizations were incorporating new virtual technology to interview candidates” by the second month of the COVID-19 pandemic. This mad scramble to integrate new interviewing tools was, for some, disorienting; but in tech hiring, it’s been a godsend. While we still appreciate face-to-face interaction, the digital nature of remote interviews comes with so many benefits that we won’t be whiteboarding coding challenges with candidates ever again. Here are three reasons why:
      1. Less Work; More Data
      I work in tech and love data. Tech companies evangelize harvesting data wherever possible, but before the pandemic, interviews were a data dark spot. Most of the information conveyed lived either in the mind of the interviewer or via their notes. Even if there were coding assessments that added a quantitative element to the interview, these were often done on whiteboards or pieces of paper that then needed to be digitally transferred. The result was that interviewers often spent an extra 30 minutes simply capturing what had already transpired.
      Today, the entire process is digital, which means that so much more data is automatically captured, and it’s now being put to use. We have transcription tools and video recordings that make reviewing the interview that much easier. According to HackerEarth’s State of Developer Recruiting 2020, 56.9% of recruiters said a major benefit of remote interviewing came from pair programming with a collaborative code editor, as this automatically captures and assesses a candidate’s coding skill in a collaborative, work-like environment. We even have automatic feedback generators that request performance input after specific questions. These are then compiled into an after-action report that simply needs to be edited rather than written from scratch.
      This means that interviewers spend less time writing and more time carefully weighing a candidate’s skill. Starting digitally puts all the data at our fingertips and allows us to make the most informed decision. Instead of a data dark spot, remote interviews are now richer than a resume.
      2. Geographic Flexibility
      There’s no question that tech has a talent shortage. Only 60% of all tech positions are filled. When we were dependent on in-person interviews, we constrained our talent pipeline even further. With tech roles only becoming more important over time, we can’t think locally about tech hiring anymore.
      The pandemic opened up new talent reserves in geographically diverse locations. We can now hire anyone from anywhere. According to HackerEarth’s State of Developer Recruiting 2020, 50.6% of recruiters say that remote interviews are beneficial due to their logistical flexibility. A further 40.4% said they saved significant time. Remote interviews with built-in features like pair-programming and real-time code editing, which now constitute 11.1% of all remote coding interviews conducted, have basically solved the problem of onboarding the most qualified candidates regardless of location.
      There is now a bigger pool of tech talent that can work from anywhere, and assessing them remotely has never been easier. In fact, 30.7% of recruiters said that remote hiring had actually increased their talent funnel. As the global workforce becomes even more accustomed to remote work, this means that remote interviews will be a feature of the hiring process for years to come.
      3. Reduced Bias
      57.6% of enterprises have placed extra emphasis on hiring for diversity in 2020. But as much as we love meeting candidates face-to-face, first impressions are often clouded by personal biases that can unintentionally limit diversity. Recruiters and hiring managers tend to prefer candidates that mirror their own backgrounds in what has been termed by researchers “Looking Glass Merit.” While interpersonal and other soft skills are absolutely important, face-to-face interviews sometimes overvalue them relative to hard skills.
      Thankfully, remote interviews add a layer of separation that gives interviewers input on things like body language without placing undue influence on them. While 10.2% of recruiters at SMEs say that challenging unconscious bias is still a major pain point, and 13% of recruiters are specifically choosing assessment tools that help eliminate bias in the interviewing process.
      One way to combat this problem is to mask personally identifiable information (PII) during remote interviews so a candidate’s skills can speak for themselves. This means things like their name, gender, academic background, etc. are hidden during the interview itself, so the interviewer’s impression of a candidate is solely based on their skills.
      A Remote Interviewing Future
      Even after a vaccine is widely available and things start to return to ‘normal’, we won’t be looking back at how we used to hire. We may still meet candidates for in-person interviews from time to time, but will certainly continue to use digital interviewing tools for a better interviewing experience. Pair programming is just better on a computer, and we shouldn’t want to go back to the days of whiteboards and hand-written notes.
      Today, tech hiring is more competitive and geographically untethered than ever, so we need to make the interviewing process as convenient and flexible for candidates as possible. In the end, remote interviewing saves the company and the candidate time, and more importantly, allows interviewers to limit bias significantly relative to in-person interviews. These more objective interviews are helping managers create the best tech teams where only skills matter.
      By Sachin Gupta, CEO of HackerEarth.

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