I am honored and so very happy to start tomorrow a new Workshop on behalf of a truly broad-minded client-company. Here is the Workshop’s objective and purpose:
Tag Archives: Candidate
WORKSHOP: “3 Employment Interview Simulations”
3 Volunteers. 3 different Professional Backgrounds. 3 disparate Job Descriptions. 3 distinct Job Interview Simulations. This is our agenda for the Workshop to be held on April 10, 2016.
I thus invite you to participate as ‘silent observers’ in the three simulation interviews!Continue reading
WORKSHOP: “The Job Seeker’s Guide”
Why am I looking for a job?
I am Jobless …
I am unhappy at my current job …
- with the present job scope or the mid-term perspectives
- with the company (the company as such, the direct manager, the team dynamics, etc.) | I anticipate changes in the company, which will also have an undesired impact on me
- with the salary (financial package)
- out of personal reasons …
Counteroffers
Statistics confirm the fact that more than 80% of the employees who decided to accept a counteroffer are not with their company six months later!Continue reading
Salary Expectations
Another controversial article is making internet rounds and debatable waves these days. The CEO of a career consulting company speaks strongly against the right of employers to ask candidates about their current salary or financial package. She advises job applicants to refuse divulging their present salary and to insist on firmly stating salary expectations only. Moreover, she urges candidates to become quite verbally aggressive toward potential employers if they ‘dare’ asking such questions (?!).
Subsequently, I have read a variety of comments related to the above mentioned article. In my professional opinion however, I would say that the author of the article did rather a disservice to potential job seekers. Therefore, as much as my input will not be a ‘popular’ argumentation, I will herewith state my point of view on this subject.
“Do you have any questions?”
Most professional employment interviews end with the part when the recruiter asks the candidate if he has any questions to ask.
Your questions may change the outcome of the interview! The more intelligent you phrase the questions, the more odds you have to enhance your employment chances!
Questions are meant both for you to demonstrate how much you know about the organization and to enable you and the recruiter to assess the company, lifestyle, business & people acumen, suitability for the role and in the team, ‘chemistry’, etc. It is moreover your turn to find out if the employer offers what you are seeking!Continue reading
Development Feedback
More and more candidates complain about the lack of feedback from interviewers. The complaints go against both interviewers of recruitment companies and internal recruiters of employing companies.
Feedback after an interview is the most basic form of respect that an interviewer should pay to an interviewed candidate! Even negative feedback is better than none!
Nobody really expects an interviewer to provide instant feedback (although this might happen as well and, constructively given, there is considerable value in learning from this prompt assessment); however everybody expects to have a comeback on the interview in a reasonable time frame.Continue reading
Confidentiality – a Must in Executive Search
It is often said that ‘Information is Power’. In our business, nothing is more valuable to our clients and candidates than quality information that is accurate and 100% confidential.
Our company subscribes to a code of ethics that states that the relationships to clients and candidates should be characterized by honesty, objectivity, accuracy and respect for confidentiality.
Full Image | Copyright / Artist: Daniel Balanescu & Aiurart