January 29, 2019 Leave a Comment

How to Handle Speed Job Interviews like a Pro

Large companies continue to modernize their recruiting processes to screen candidates faster. Traditionally, face-to-face and panel interviews were the standard. In recent years, telephone, online video, and group interviews have become more commonplace. Now employers are using speed interviews to sort through many qualified candidates quickly.

What is a speed interview?

Speed interviewing gives employers the ability to meet with multiple candidates briefly in an organized and controlled way. Ten to 15 candidates attend a speed interview. One person interviews each candidate individually anywhere from five to 15 minutes. This pre-screens candidates for selection for in-depth full interviews.

The article, Need to hire quickly? Try speed interviewing, describes how one startup company used speed interviewing to hire an account manager. This company publicized this hiring event on social media then reached out to qualified candidates to attend a speed interview event. During a five-minute interview, the interviewer asked four or five typical interview questions. Each candidate then moved on to three other rounds with different individuals.

After the interviews were all completed, candidates had a tour of the office. The interviewers met shortly afterwards to discuss their impressions and identify those candidates they regarded as “most promising”. The selected candidates had an in-depth second interview. This enabled the company to make a quick decision, resulting in hiring a new account manager within 48 hours of the speed-interviewing event.

This example gives you an idea of how speed interviews work. Depending on the employer and the sector, the format and character of speed interviews will vary. Small companies and startups seem to favour this technique. You may also run across speed interviewing when recruiters or retail companies, for example, need to pre-screening candidates for multiple positions. Speed interviews give employers a chance to compare candidates and watch how they perform under pressure.

Preparing for a speed interview

If you have ever had a pre-screening interview, or answered employer questions at a job fair, then you’ve had a taste of what a speed interview has in store.

Preparing for a speed interview is similar to preparing for any other interview. The difference is being able to respond quickly and succinctly. The more prepared you are, the better you will perform.

Preparation and practice makes perfect

Prepare, then practice with a friend, or in front of a mirror.

Review the job posting and make sure you know it well, especially the requirements for and the description of the job.
Research the company. Review their website, understand their priorities and mission.
Know your resume well. Describe your work history fluently and clearly. Be ready to answer how this job fits with your career goals.
Think through why you are a good match for the job. Be prepared to market yourself as the best candidate.
Think of examples in your work history when you accomplished or performed activities that are specifically relevant to this job.
Practice your answers, especially common questions like, Tell me about yourself. Why should we hire you? What weaknesses and strengths do you bring to the job? What are your career goals?
Prepare questions to ask each interviewer.
Have your references ready.
PRACTICE again!

During the speed interview

Dress professionally but comfortably. You may be moving through various interview stations.
Bring a folder with everything you need: five copies of your resume, the job posting, your company research, your questions and answers, your reference list, paper and a pen.
Arrive early. You’ll be more relaxed if you’re not rushing.
Put your phone on silent and place it out of sight.
Bring a bottle of water and carry tissues.
Be ready to shake hands enthusiastically, make eye contact, smile, and speak clearly no matter how nervous you feel. Be prepared for a noisy interview room.
Collect business cards from each interviewer, or write down their name and email address for post-interview thank you notes.

After the interview

Write a brief thank you email to each interviewer separately after the interview.
Contact your references with the position you’ve applied for.
Be patient. Decisions take time. If you haven’t heard anything after a couple of weeks, follow up with a brief email to your main contact, asking when you can expect a decision.

Remember, this is just another type of interview. The only difference is that you need to make a great first impression quickly with each interviewer. Good preparation and organization will give you confidence and that will lead to a great first impression!

December 10, 2018 4 Comments

The Best Questions to Ask at a Job Interview

You’re in a job interview. You’ve done well so far – smiling, making eye contact, and answering questions confidently. The interview is ending, and you start feeling that sense of relief that comes when a grueling task is over. Then the interviewer says, “Do you have any questions for us?” This can be a make or break moment. Be prepared to take this opportunity to ask questions.

What asking questions tells the interviewer

Many candidates ask questions in interviews simply because it’s expected. However, interviews are a two-way process. Both you and the employer have a decision to make. It is worth your time to think about what you’d like to know about the company in order to make the best decision when an offer is made.

This can include the company structure, services and culture; and job challenges, opportunities and expectations. You may want to highlight your expertise and areas of interest that fit with this role.

Questions that make the best impression

During an interview make a strong impression by preparing to ask questions like this:

What personality would be ideal for this position?
What are the challenges facing this position right now?
How would you describe the company culture?
What are the primary priorities for the company right now?
How do my qualifications compare to the ideal requirements for this position?
What do you think is missing from my resume for this position?

Check out this blog post for more on this topic.

Be prepared

Prepare more questions than you need. Consider having five questions prepared and select two or three of the most suitable questions to ask based on information you’ve learned from the interview. Bring a copy of the questions with you. Trying to memorize them in advance will just add more stress before the interview. Take notes during the interview and form questions based the notes if needed.

Timing is everything

Take the initiative to ask questions during the interview. This can make the interview more conversational. Take cues from the interviewer. For example, if the interviewer is very formal and is progressing through their questions without an opportunity for you to speak beyond providing a response, save your questions until the end.

Carefully chosen, well-informed and appropriately timed questions can have a competitive advantage in an interview, leaving a positive impression that can go a long way to influencing the final decision of a potential employer.

October 15, 2018 4 Comments

How do I deal with the lack of Canadian work experience during a job interview?

The lack of Canadian experience is the most commonly identified barrier identified by newcomers as they pursue meaningful work in their new country; many report that they continue to face this challenge even after two or more years of living in Canada. In response to complaints about these demands from job seekers, in 2013 the Ontario Human Rights Commission (OHRC) added requirements for Canadian experience to the Ontario Human Rights Code as a discriminatory practice. The Code covers a range of hiring practices, including asking about race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.

The Commission require employers to make hiring decisions without violating the Ontario Human Rights Code. In their publication, Human Rights at Work , under Interviewing and Making Hiring Decisions the OHRC details what employers should avoid asking; this includes questions based on:

Presence or absence of Canadian experience
Landed immigrant status, permanent residency, naturalization or refugee status
Place of birth
Affiliation with a particular “community” or where the applicant “comes from”
Membership in organizations such as cultural or ethnic associations
Name and/or the applicant’s appearance
Name and location of schools attended

What should I do if asked a question that is discriminatory in nature?

Job seekers facing this question in an interview can consider these options:

Answer the question – Weigh the pros and cons of this approach and the risk of it affecting your chances of being hired. It is your right to disclose whatever information you want to the employer.
Refuse to answer – This option could create tension between you and the interviewer. Decide if this is an important principle to you. If so, would you want to work for an employer that asks such questions?
Inform the interviewer that the question they asked does not comply with the Ontario Human Rights Code – The interviewer may not be aware of this fact, have improperly phrased their question, or are concerned about your availability or ability to do the job.

Keep in mind that how you answer a question will make a big difference to the employer’s decision to keep the interview going. Using the right tone of voice and phrasing can also keep the interview moving in a positive direction.

Start by giving the employer the “benefit of the doubt” and they didn’t realize that their question could be perceived as discrimination. Try something like : “You might not know this, but that question violates the Ontario Human Rights Code. I am sure you’ will understand if I prefer not to answer it. I can assure you, though, that my (health/family situation/life circumstances) will not impact on my ability to do the job. You are welcome to speak to my references who can speak to my high work ethic and dedication.”

When the lack of Canadian work experience comes up in the interview, consider:

Preparing for the interview by researching this type of position in Canada and local industry terms, acronyms and related protocols that are typically used. Use these terms during the interview.
Reassuring employers that you have the skills and abilities described in the job posting. Offer examples of how you’ve used such skills in past positions.
Ask the employer about the kind of experience they are looking and describe job tasks that you have that address demonstrate this experience.
Show an openness and willingness to learn for any areas where you have limited experience.

As a job seeker, know your rights that are outlined in the Ontario Human Rights Code, understand the role of the Ontario Human Rights Commission, and what to do if you believe your rights have been violated.

Need more help?

JVS Toronto provides specific employment programs for immigrants and newcomers to Canada to help them navigate the challenges and be successful at securing a job. Find out more: Newcomer Services – Prior to Arriving in Canada

Newcomer Services – after arriving in Canada.

September 3, 2018 Leave a Comment

Impress Employers with Well Prepared Interview Answers

Facing an employer in a job interview is often described as the most stressful and intense moment in the process of finding work. When asked what they fear most about interviews, job searchers often say that they worry that they may get overwhelmed by anxiety and forget what they want to say, or that they may not be able to answer a question properly.

Of course, the only way to deal with this anxiety is by preparing and working on some of the commonly asked questions. In addition to preparing answers to questions, you should be ready to talk about yourself by sharing examples of your achievements from your past jobs. These will serve to demonstrate your skills and prove your competency. It will help the employer to picture you in the workplace. When an interview has concluded, likely, candidates will most likely be remembered by the interesting stories or anecdotes they shared.

To identify your best stories, think back to your past jobs. Think of accomplishments or events which challenged you or which allowed you to demonstrate your abilities. Consider including the feedback you received for these achievements. Keep in mind that stories do not have to portray you as perfect – situations are more likely to be believable and credible if they include times when you made mistakes and learned from them.

Your stories might include a time when you:

lead a project from beginning to completion
identified a problem/gap in service and took initiative to solve it
were given responsibility to represent your company in a public event
dealt with an unhappy or difficult customer
assisted a colleague with a problem
developed and applied expertise in a particular area
went above and beyond the usual demands of your job to contribute to the company
did something really well

Keep in mind that to sustain the listener’s attention and be memorable, you need to plan your stories carefully. Make sure that examples are structured with a beginning, middle, and end:

Begin with a brief context or setup – where and when did the incident/event happen?
Describe what happened and why was it important — what was YOUR role/action?
End off with a description of how the issue was resolved (what was the outcome?)

These stories have to be short but should include enough detail to allow the employer to visualize the situation. Most importantly, make sure they are directly relevant to the position for which you are interviewing.

Write up and practice saying your stories out loud. Ask an employment professional or even a friend for feedback; let their impressions and questions guide you to improve the length, clarity, details and relevance of the story.

Once they are complete, try to figure out which skills each story demonstrates. Each example may demonstrate several skills such as your ability to make decisions, work in a team, solve problems, take initiative, be responsible or flexible, and many other skills. Identify those which you would like to “show off” to employers. A good anecdote can often demonstrate multiple skills or strengths and can be told differently depending on what you are trying to demonstrate. If you can talk in a relaxed and comfortable way, storytelling can become a very effective tool to market yourself. You will be demonstrating your communication skills, as well as having an opportunity to show the best of what you have achieved in your work history.

Read this guide for more ways to develop your storytelling abilities. Make sure to watch the video included in the post for more tips on effective storytelling in interviews.

April 30, 2018 2 Comments

Video interviews: How to impress Canadian Employers

We don’t need to tell you that interviewing for a new job is stressful. The experience of having to sit down in front of an employer and answering unknown questions can raise the anxiety of even the most confident job seeker. Interviewees worry about what they are expected to say, and whether they will mess up and make mistakes. For an already anxious job seeker, online video interviews brings a whole other level of unnerving challenges. CanPrep has assembled a panel of experts who share their advice on how to prepare for video interviews including:

Do’s and don’ts during the interview
What employers focus on during online interviews
The right way to follow-up after an interview
Personal success stories of being hired through online interviews

[Read more…]