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
Cozily hosted in the attic of Incubator 107, we will launch Saturday, 27th of February 2016 the new series of interactive career-related and professional Workshops.Continue reading
“Be yourself; everyone else is already taken.” Oscar Wilde
Interviewing or being interviewed relies not solely on the explicit meaning of words, but most often involves implicit messages expressed through non-verbal behaviors.Continue reading
That awkward moment when … the interviewer throws oddball questions at you:Continue reading
Interviewers have become more and more sophisticated in their quest for finding the most suitable candidates for the jobs. Standard interview questions seem to be rather inconclusive when the selection process requires differentiating candidates with similar working experience, technical knowledge and skills. The differentiators are then narrowed down to intellectual strength, spontaneity, mindset, long-term thinking, strategic approach, sheer intelligence.Continue reading
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.
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
Many of you might have been involved in recruitment processes and eventually rejected with a simple sentence: “You are overqualified for the position”!
As much as this feed-back may be accurate in some cases, most often “overqualified” is just an ‘honorable’ excuse used by recruiters and a more easy way for them to reject candidates, without confronting you with the real situation or issue.
Behind the curtain, “overqualified” can be thus a “synonym” for:Continue reading