Employers and Candidates Need to Be Prepared for the Interview

Friday, January 25, 2013

It almost goes without saying that job candidates should be well prepared for a job interview. Every job coach, placement counselor, and well intended parent emphasizes the importance of researching any prospective employer and industry. An inappropriate choice on the part of a job candidate can lead to months or even years in an unrewarding and even a career-stunting period of employment. But how well prepared should the interviewer be? After all, the interviewer has the potential to offer a job to a mismatched candidate who could have an equally negative impact on the organization or at least a department.

A study by Integrity Search Inc., a Philadelphia-based executive search and consulting firm, found that many candidates perceived their interviewer to be unprepared.

• 38.9% Interviewer not prepared/focused.

• 37.7% Lack of feedback/status.

• 27% No concrete or inconsistent position description.

• 23.8% Being kept waiting an unreasonable period of time.

• 23.3% Next step is unclear.

• 17% Process too long and complicated.

• 14% Interviewed by two or more people at same time.

• .5% Little/no opportunity to ask questions.

Some of the conclusions derived from the study were:

• Interview process is an indicator of how the company operates.

• Interview provides a window into what the job will be like.

• Candidates withdraw from a hiring process due to negative impressions in the interview.

• The # 1 frustration for candidates — interviewers are not prepared or focused.

An interviewer should put as much effort into being prepared as they would as if they were sitting on the other side of the table.

• Do you have an updated job/position description?

• Can you provide examples of actual work duties?

• Can you provide examples of actual co-worker interactions?

• Can you provide examples of actual customer interactions?

• Can you describe the physical work environment?

• Can you describe when and how often travel may be required?

• Is there a career path for this job?

• How much exposure will this position have with upper management?

• Can you explain how and when performance will be evaluated?

• Can you explain how and when pay, bonuses, and rewards will be determined?

• Can you explain your organization’s benefits?

• Can you answer the question why you took the job you have?

• Can you answer the question what you like about working for this company?

• Can you answer the question what you DO NOT like about working for this company?

Remember, if you are trying to hire top talent, their questions may be as challenging for you as those you are asking of them. A well prepared job candidate may know more about your organization than you do. So be prepared!