The channel has helped a lot already. Since applying a few tips from you, I've been getting interviews non-stop, at least two a day, and most have been great. I'm getting a lot of positive feedback.
@@n.m.3760 That's a very good question. I know I don't. I have worked for companies in the past that were, but they did not specify that they were fast paced in their job announcements and interviews. I like that they specify it nowadays. Consider it an advanced warning if they do.
Here's a hint for all the "head hunters", "hiring managers" and other HR personnel out there. Job seekers are tired of the double speak games. Say what you mean at the interview, you'll find better candidates that way.
The issue is, most of the time people don't know how it will play out. Behind every recruiter and job posting is 5-10 people with a say on every candidate. Plus, people get combative or get litigious when people plainly state - you don't have the productivity, experience, or compensation that the company is looking for.
When I had my own software company before the company I hired an agency to do my recruitment. To put it short, they did a SHIT job. Two months passed and nada, so I fired them because the skillset I was looking for was quite common, I just did not have the time to do it myself. Eventually I did it myself and surprise and miracles, it took me a week to fill all 4 positions that I had left.
@@ForgottenKnight1 Thanks for your reply and congratulations on successful recruitment. The issues with some recruitment agencies offering a poor quality service could also apply to some corporate employers and HR with regard to understanding skillsets and this is a potential area for their training and development.
@@atomiccritter6492 when an employer doesn’t value their staff by paying a wage commiserate with other companies in the same industry they should not complain about not getting good help. There are other companies willing to hire at competitive wages.
@@ForgottenKnight1 That's not a bit surprising. 3rd party recruiters do not truly have the interest of the employer in mind, and they DEFINITELY don't care about the job seeker. It's all about commission - filling a space. They simply don't understand the actual needs and requirements of the company (or don't want to), and misrepresent those needs to job seekers with their "great fit" unsolicited e-mails and LinkedIn messages. The even disregard geographics. I feel they're the telemarketers of the new century, who just need to die away and let the companies handle recruiting internally.
I cut it short when I get recruiters calling me with the "perfect" job. I ask what the salary is as the first question. Saves me a lot of time. In my experience the salary tells the whole story.
@@WolfPhoenix0 well the reason is that they do not want you to apply direct to the company or they will possibly lose commission ...maybe even a breach of their contract with their client the employer
The double-standard with knowledge is astounding. A recruiter who hasn't seen my resume until the time of the interview expects me to know all about the company and role, or else that is a huge red flag on my part. To my credit, I always do my research before every interview but it is annoying while they sit and take time going through the resume, while I just need to sit like "oh yeah, no problem that you're completely unprepared!" I have also never been late for an interview, while the majority of recruiters I have spoken to have been at least 5 mins if not 10 mins late.
When interviewing candidates I never ask them what they know about the company, because why should I expect them to care about it. I've been through the job hunt, too. I know they've applied to dozens of companies had many many interviews, and have no specific interest in this job. If we find they're a candidate we like then it's OUR job to sell the company to them.
Thank you...also, there's not much you can really find out from a company's website. As a programmer, I usually don't give a shit if they're selling aircraft or video games, I care about what languages and technologies they use and what kind of organisation and management they have.
I think your comments depend on the industries too. For some reason, it seems like 95% of those talking and commenting about job markets on the internet are in IT, and specifically mostly in the USA - so what comes out is a very biased take on things
@@ALifeAfterLayoff It's frustrating for some of us, because interviewing is a skill that has nothing to do with how effective the person will actually be in the job. So no matter how hard you may have worked or how optimal a result you achieved, it won't matter if you don't have the interviewing skill.
Almost anyone with the basic specific training, a degree of interest in the position and normal intelligence can learn the skills. Good attitude, character and integrity, on the other hand, is a different story.
@@asadb1990 I agree with you, and I have experienced that too. But I'm a former small business owner, and I can tell you, those are the qualities that I was looking for. And when I start my business again, those will definitely be the qualities that I'm seeking out. Those really are the people that make you the most money. People without those qualities destroy a business over time. I've seen that happen many times also.
Don't agree. People have natural talent and character traits that cant be learned. One person can be precise and work structured and organised. Good fit for certain jobs. Other people are less organised but can work under stress and make better prioritisation. Some people are introverts. Nothing wrong with that but.you don't make an introvert a sales manager. I'm not saying some people are good and some are bad. But you need to make a match between a job and a person. Then there are skills that are required take time to develop. You might need to get 3 years work experience to learn them. That means at the moment you are not fit for the job.
@@Edwinschuur We’re not in disagreement, but once you’re past the minimum personality fit and basic training/education the greatest indicator of success is attitude. I’ve seen it too many times that someone with somewhat inferior skills and personality match but with the right attitude trumps others with a tighter “on paper” fit but with poorer attitude. I’ll take the attitude edge every single time if given the choice simply because it’s a better indicator of success.
Another area to watch for is if they don't discuss compensation but still move you forward. I found this to be a red flag of keeping me in the process as nothing more than a courtesy interview knowing they were ultimately going to fill the requisition with an internal candidate.
Excellent point. I had a job I was very interested in, but with 4 follow up calls the recruiter never put a salary, start date, and other details in writing, and didn't even verbalize it. I ultimately declined. Then weirdly got an email from the employee I interviewed with who was sad I didn't take the job. A clear disconnect between recruitment, the company, and the team I would have worked with.
@@alexcorll90 I would've used that opportunity to sidestep the recruiter and be honest with why you didn't accept the job. If voiced, the employer may have given the compensation amount and perhaps it would've been enough for you to join. If not, then you had already made up your mind anyways to not work for them so you're not losing anything by asking.
At my last company, one of my coworkers and I were both looking for jobs at the same time in 2019 because the company was trying to go through a sales process (didn't go well), and all of the other corporate people aside from she and I were looking to retire. She told me about one position where she got to the third interview and they're still trying to do the personality tests and "culture fit" crap, and she brought up "At some point before we move forward we should start talking about compensation, right?", and apparently that was the biggest faux pas. What a waste of her time.
I had a somewhat spur of the moment interview a while back. Company called me several months after I applied and asked if I'd be willing to do a phone screen. Said sure thinking they would schedule one, but they meant right there. Just went with it, and they rejected me because I didn't know enough about their company. The real icing on the cake is the interviewer asked me how many years of experience I had in the field. It was literally in bold towards the top of my resume, she hadn't even read it lol.
I will not be nice to them anymore I will not if you have an excuse to hire a lazy person then I will not be nice to you fed up with them they don't even work for the company
These are great to know, but what is the point!? I mean, just say "Based on this interview, I don't think you will be a good fit for this position." I had one recruiter tell me just that and I very much respected him for it. Why play the gambling game? Why not just show some respect and honesty? I seriously hate playing this game.
The responsibility for ones emotions does not belong to the recruiter. A simple "Have a good day" ends the conversation if someone gets out of hand. Favorite tricks of receptions. ;)
I applied for an internal position at my workplace a couple of weeks ago. My interviewer at the time, now my boss, and I ended the interview with banter of what we should do to build the position, and he sent me invitations to several digital forensics webinars held by the corporate entity because, quote, "I would probably be interested in them." I knew immediately that this was a good sign, and being the only one from my local entity in these webinars was an even better sign. Fast-forward a couple weeks later, and I got the job. So yeah, I guess it's always a good sign when you're just talking banter with your interviewer.
In my experience as a candidate, always favor working with a headhunter over a corporate recruiter. The headhunter generally is very straight forward, no BS, tells you right away about the company's culture, dynamics, the pay. It is more of a two way conversation with a headhunter generally. The corporate recruiter typically is rigid, not forthcoming with information, rarely ever provides feedback and always paints every aspect of the company as positive.
I beg to differ. Headhunters in general are desperate, intentionally vague, always asking you for resume and other info, and many times still don't say a WORD about the supposed companies that they just told you you'd be a "great fit" for. They don't even care about the realities of geography - sending you "great opportunities" halfway across the country. And this is because of the nature of headhunters - they're incentivized to fill a position REGARDLESS of who fills it, and how many people's time it wastes.
I good headhunter is worth his weight in gold. They have been able to get me in the door with some great companies! If you find a good one; keep the relation strong! At the same time I've also worked with quite a few douchebags who only care for their fee and recommend ridiculous jobs/companies and get angry when you refuse a role.
I don’t know why this is such esoteric knowledge. Why not tell someone directly if they’re not a fit so they can move on? What purpose does it serve to string people along? Thank God I’m no longer jumping through hoops!
1. Your first assumption/question is wrong. As a professional, I could care less about your company. I care about the specifics of the project and team that I might be working with. In fact in 10+ years of career, I never cared once about whatever company I was working with. 2. If you look at a CV and you don't see all mandatory skills, why do you even do the call? It's a waste of time. The interview might very well end right here, at this point. But no, it gets better. 3. That is actually a decent approach. 4. This is the first useful tip of the video. Also, I expect the times when at least a mandatory range must be put on every job offer. It would solve a lot of low balls. 5. If you need 5 to 7 minutes, why do you make a 30 minute interview? It's a waste of my time. 6. This is the second tip, but not always. They might try to low ball your offer later before signing the contract. It actually happened to me. Some advice to interviewers: If you have a job offer with mandatory skills, list all of them and make sure you don't do a shit job screening people. Put a salary range on the job description, because you definitely have one set before going public on the market with the offer. If a person is not a fit, learn to stop the interview properly so you don't waste people's time and money with useless interviews.
Wow. I'm a professional recruiter and you sound like you are a terrible interview. The first question is so important because if a candidate can't be bothered to take 5 minutes on the internet to Research the company they are interviewing with, I don't want to put someone that silly in front of my management team.
@@katr.2666 Don't get me wrong. I will read about your company because I don't like going in like a bloody amateur, I just don't care about your "vision". I'm here for the project and the tech, the rest is PR fluff and I'll leave that to the HR department and the management to sell to their clients.
@@katr.2666 9 out of 10 times, the goal of the individual employee and the goal of the company, have no impact on each-other what so ever. What the code I'm writing is used for, has no impact on: 'what/how I'm writing', 'who I'm working with while writing' and ,and this one might surprise recruiters but no-one with on-the-floor experience, 'the mentality or approach of anyone on the team' Yes we will read the 'to-customer sales-pitch' prior to the interview, not because it's relevant for the job itself, but because it is a requirement for the recruitment process. (assuming the job isn't in sales/marketing.... obviously) I'm good at my job, I'm terrible at yours. (I'd be freelancing for double-or-more pay if I could do your job as well as my own) What do you need from me? (I can probably deliver, answer this question and we'll both know in less than a minute. And no, this question wasn't as antagonistic as you probably decided it sounded. Obviously I can't say the same for the _'probably decided'_ in that previous sentence) The thing I disagree with @ForgottenKnight1 here is, 'first useful tip'. 1. is a useful tip, yes the base assumption is incorrect. This however is a mistake nearly every recruiter, most managers of any kind, half of hr-people make. And 'we' have to deal with 'people like you' to get in a position to actually do the thing you need us for. (I mean, from the rest it's clear this tip is understood and used) case-in-point: That list was, though worded for efficiency over 'making friends', a really useful, clear, point-by-point criticism of the 'this is what recruiters do' video. The direct response was, 'I'm a recruiter, and you're terrible at the interview for refusing to adapt to *my* way of working'
I asked for clarification on a question as was told "we cant clarify the question". Unspecific Questions = Unspecific Answers. Mid sentence was told "we only have 30 minutes for this interview, can you speed this up". Mind you we started 45 minutes late because they gave me the wrong access code to dial in. Called me to apologize and proceeded to give me the wrong code two more times. Just cant make this stuff up.
I had a 30 minute interview once that was supposed to the be the final interview. I was told prior to the interview, that all I had to do was to not screw it up. The interviewer called about 7 minutes late, then proceeded to talk about herself for almost 20 minutes. She then asked me about myself and if I had any questions. After the second question, she told me that she was up against a hard stop and had to end the call. The feedback that I was later able to get was that I did not seem interested enough in the position as I only asked one question. When this type of stuff occurs, the fix is obviously in and that interviewer for whatever reason has already decided that they are not going to sign off on you, but have to go through the motions. Rather than come out and say that to their people, they come up with a ruse like this instead. Given that many companies use a gate technique where you have to pass each interview to keep moving forward, this is pretty much the end of the line for you and there is nothing that you can do about it. You just have to keep in mind that if they do this, working there can be far worse than not getting the job.
@@subscriber-rm6fb Don't know why, but this was not random idiot in some random company. Even though I had never crossed paths with her, I would not be surprised if I meet up with her again someday , somewhere else. She is a person who is actually pretty prominent in my industry. Looking at her LinkedIn profile she is one of those people who for whatever reason always seems to end up in well known companies in a very senior position and then off to the next one after a year or two.
@@kennethsouthard6042 sounds like a bullshot artist to me. A lot of these LinkedIn "celebrities" are. It's all about them and their image. It takes their employers a few months to realise that these people are full of it, that's why they hop from one place to the next.
Thanks for the info about the circling back to the same question. I always knew that's a bad sign, but now I can be better prepared for that situation. A point you didn't mention are the verbal ticks an interview gives off that mean doom for you. I always know I'm not moving forward when the interviewer says "Well, I have everything I need here." What's mind-boggling to me is if I know I've been crossed off the list, the interviewer still asks if I have any questions. But I have noticed that 15 minutes interviews always means I'm not moving on to the second stage.
No wonder I have a hard time with interviews. I'm on the spectrum and indirect mind games communication is difficult for me to navigate. Yet, I score high and excel in many areas of academics and production of work. It'd be cooler if recruiters and others in positions of power were more direct. Tactful, but direct. 😬
These actually don't seem that bad on that factor. the "what do you know about the company" question is stupid,but it's one thing you can learn to prepare for. The rest is mostly just taking the hint that they don't like you. If you miss those clues it's no big deal, the interview isn't something you can turn around at that point
Dude, I REALLY appreciate your channel. In the process of getting out there looking for a pivot in career direction after 20 years of having jobs handed to me (easy career field with easy progression so now I have to get out there and work) and your info has been amazing. Thanks so much. This really helps!!!
I had an interview last Friday The recruiter told me what the job was for and I immediately knew it wasn't for me. 10 person team of engineers, one "me" position (software development, front end/back end and they only needed one front end guy). It was a start up company too. I told the guy that I had worked in a position where I was the only one doing the front end of development and making all the decisions and I don't want to go back to that. I told him I prefer being on a team of developers. The recruiter kept trying to get me interested in the job. He kept asking me to reconsider. I have 6 years experience so I think I might have been his 'top' candidate? Probably not. The indeed job had over 400 applicants. I felt bad for declining to proceed, but the recruiter still said "if you change your mind, i'm sending you over an email now, just email me back..." I'm not going to change my mind though. I know these start ups require someone to be their lap dog 24/7 for any of their needs and if you're the only one in that position, you're gonna be worked to death. I don't want that. I just thought it was odd that he kept trying to talk me into moving forward.
The 'rephrase + longwinded' part is the part I consider an issue. (Lets be clear here, I'm not trying to 'shoot the messenger' here) For 'sales-like' positions I get the 'what I'm saying and what I'm actually asking are 2 different things, can you work with that?'-check. That's an integral part of a sales-job. For non-sales positions though........ not so much. If I'm not answering the question you're implying.... *ask it*. Again, I understand (disagree on principle and practical reasons, but understand) the 'recruitment-process' is 'a sales track', regardless of the position the recruitment is for. Therefore everyone, regardless of (intended) position, needs to speak 'sales'
@@petelee2477 same here. That's (in part) where my 'disagree, both 'on principle ' and 'for practical reasons' ' comes from. I agree that the recruitment process *shouldn't be* a sales-track. Unfortunately it *is* one. What this video (if not, the entire channel) does, is (attempt to) mitigate the damage, done by that fault.
some of these job postings now are like what the hell are you going to get. 20 years in cloud computing software 30 years in Software Robotics for an entry role. I talked to a recruiter about this and they told me a lot of applicants are willing to sign up for this role. I said no one is capable of this role and the recruiter just told me we just look at resumes and put it through our system and talk to the manager. Sigh no wonder why we have so many incompetent leaders out in the field right now.
Yeah, I love those job postings that have contradictory requirements that no single person could actually fit. That probably gives some idea of what the job would turn out to be like.
I have been on both sides of the job interview, and the biggest turnoff coming from any side is people who don't know when to stop talking. Some interviewers go on and on and on about the position and give you a lecture, and some candidates give too long stories when asked a question.
I was interviewed by Horton Grand hotel by the HR everything was going in the right directions at the end she asked me do you have questions... I started asking questions she said for each question “I don’t know”. I was shocked she being a recruiter had no industry knowledge and when I followed up after a week she writes an email that we will not be moving forward. I was totally competent, engaged and highly motivated. I just can’t believe all she said is I don’t know 🤷♂️. Wow!
The only thing I can think of with something like that is that something may have suddenly turned her off? People are funny. It’s also like dating. The date (or interview) could be going along fine and then you smile the wrong way and next thing you know, you’re out. 😞
From my experience what i have learnt they dont like people who ask too many questions also it depends on the person. No company is bad its just your reporting manager behaviour should well aware if your mgr is willing too look for new ways to solve problems only than propose If your mgr is working just for a pay check speak less and do the required work
Honestly if I go into an interview and I know they are using these kinds of slimy tactics I usually do not accept the offer. Companies that treat potential employees like they are doing them a favor by giving them an interview are almost always a bad place to work IMO.
When it comes to salary, SOME companies are known for _not_ talking about salary on the first or even second round interview. I recently interviewed for a large company that everyone in my field knows the job fair or info presentation like 'lunch and learn' on a college campus _is actually the first screening process._ If they ask for a resume but don't schedule the first round interview it's a 'No.' I talked to the hiring manager online (thanks, covid) for ~25 minutes of a tight 30 scheduled. Honestly, it was mostly HIM talking, not me. He asked "Do you have questions?" I asked, he replied "At this point, you're golden and the next step is a site visit so we'll get back to you within a month or so." I've heard it can be as long as 6 weeks.
Had an interesting interaction with a corporate recruiter. They told me right from the start that I looked like a great fit and they were excited to talk to me. Probably spent more time talking about the fact that he went to the same high school as my wife than we did about me. He put me on the hiring manager's calendar then and there. We talked about salary expectations and they aligned. It was a quick call and that was it. The video interview with the hiring manager was "interesting". She was 15 minutes late and then had pets visiting her during the interview. Fine with me - I get really nervous about interviews but this made it seem a whole lot less formal. It went well I guess because she scheduled me for a followup panel interview with her and some colleagues. Seems like a great sign to me.
Had the second interview today that was supposed to be a panel interview but the other interviewers did not get the invite. At least I had a better chance to connect directly with the hiring manager. Scheduled for 30 minutes, lasted for over 40 minutes and we have a plan to schedule an actual panel interview.
Mate good luck, if you want the job I hope you get it, but something doesn't quite feel right to me. Interviewers running late, not setting up a panel interview properly, not bothering to phone screen. It gives off an unusual vibe.
@@ThePrimeMinisterOfTheBlock wow, quite an honor to hear from the PM of Australia! Interestingly, the parent company of the company I'm interviewing with in the States, is an Australian company. - its a biotech/pharma company. There were some strange vibes for sure. I felt better about it after the 2nd call. We'll see how the panel interview goes next week.
@@egates ah, thanks, but I feel it's important you know that I'm not the prime minister, I'm just a regular Aussie bloke having fun with a silly account name.
I'm so glad i found your channel sir. really appreciate the honesty and real world scenarios you provide in your videos. most recruiter channels seem fake to me and basically tell you to totally submit to the recruiter
Talking with a recruiter during an interview (alongside the whole process of looking for a job) is like dating a woman 😒 What they both say can be different from what they actually mean and you do really have to time and decipher their BS in order to answer their questions correctly while adequately assessing their behavioral patterns. Also, a single mistake or slip can take you of the hiring process while the process itself being convoluted and unnecessarily long for the most part. It’s annoying to be part of this baggage and mind games and I really can’t wait to pay off my mortgage so I can off myself from the corporate world and focus on my businesses…. Thanks for the video and insight, Bryan!
I've come to the conclusion after 30 years that the entire process of employment is very similar to a dating relationship even to the point of engagement. However, there is never a marriage or vows recited (except by the employee) and either side can walk away at anytime. And when it does fall apart, it tends to wreck you the employee much more than it does the employer.
@@subscriber-rm6fb I wouldn’t waste time arguing with him. He seems to be the typical average simp who also lacks any reading comprehension skills. Among all the things I mentioned on my original comment, he chose to get stuck with just a single fraction of what I said and made his own twisted conclusion. The only thing I might have bleeding are my eyes when I read how dumb some people are to the point it concerns me the amount of corporate simps out there. The bottom line is, focus on yourself and use your current jobs as a leverage for something better in the future. That’s it.
I’ve only been on about a half a dozen interviews with my company but one hundred percent of the time, being long-winded and not answering the question is AWKWARD for everyone involved and the biggest turn off 🥴
It's rare but I've interviewed with a couple companies where the recruiting team is very professional, courteous, and doesn't flat out lie. Most company recruiters are @$$holes. External/independent recruiters are usually really good. Not sure why company recruiters tend to be so bad.
It's typically one of the lower paying positions in a company. You typically don't get superstars in recruiting/HR. Basically recruiters and HR are just the gate keepers/screeners and don't make the real decision. They are to bodies in front of the manager.
Headhunters only get paid if their candidate fill the position, so they're motivated to get a good candidate in front of the hiring manager. Corporate recruiters it will depend on how their pay/rating/bonus structure is set up.
if internal recruiters filled positions and knew what they were doing they would get fired becaues the company gets staffed by competent people and there isn't endless openings.
I don't know, most of my gripes are about external headhunters. They don't know the positions well half the time, and odds are they may not even have a relationship with the company, just trying to interject themselves as a middleman after seeing the job posted somewhere else.
Since you touch on interview questions in this video, I’m wondering what your thoughts are on these sort of questions: Give a specific example of a time you dealt with a difficult customer (sometimes it’s coworker) and how you handled it. Or Give an example of a mistake you made and how you handled it. I have recently seen both of these during the application/interview process. I always struggle with specific examples for the first question because the position I was in often had difficult customers and I usually end up talking about deescalation tactics I am trained to use. I never can remember a specific situation. And on top of that, I rarely had irate customers and most of them are difficult (working in collections). Is this a negative because I don’t give a specific example? Because I honestly don’t remember any (and have spent time trying to come up with one in preparation but never can because I tend to move on and not keep an inventory of “bad” customers). Also, the mistake question is another that I have a hard time with a specific answer because (and I know how this sounds), I don’t make a lot of mistakes… I feel like these are cringe questions because what do they expect me to say? I stand up, flip my desk over, and yell screw it?! Of course not. So I end up answering them with a generic answer about how I handle situations. Anyway, I’m curious your thoughts. Are these good questions? I try to prepare but even now I’m sitting here trying to think up specifics, and can’t.
These are some great insights, Bryan! You say 'If I ask you if you have a specific skill, and you don't have it...', shouldn't the candidate's resume have had that skill indicated, and that's why they were contacted in the first place?
There's often some skill minutia that don't show up on the job requirements since they aren't strictly required for the position, but will help put you above other candidates if you have it and they don't (since they don't have to train you as much). I was interviewed as a PR2 testing technician a while back, and most of the requirements were technical knowledge and basic engineering skills. However, they also wanted things that weren't listed like forklift driving, Excel skills, and Labview/programming skills. Since I was the only candidate that was able to work Excel and had programming experience, I got the job.
It makes me wish, as I frequently do, that people would just say what they mean, and mean what they say. It would save us all a lot of time and trouble.
"We are looking for immediate joiners" Position has been open for more than 2 years. The company had interviewed & ghosted me an year ago (The headhunter didn't know that). Clearly they aren't in a hurry.
Interviews could be similar to exams in that those good with interviews can pass interviews but not be able to succeed in the job in the same way those who can pass exams may not fully understand the subject and are educated to only pass the exams and not be knowledgeable about the subject.
It's hard to make sense of this. Exams are designed to test your knowledge. If you score poorly, it's an indicator that you don't understand as much as you think you do.
@@ThePrimeMinisterOfTheBlock The issue is that some courses only provide students with enough knowledge to pass exams without a thorough understanding of the broader subject area.
@@ThePrimeMinisterOfTheBlock ur absolutely wrong. I know and have worked with many scholars from big university and high GPA. But when comes to actual work. They don't know how to do anything. Book smart is not the same as street smart.
@@unclejamesx9808 maybe they aren't good at reading your mind, but that's not the same thing as not being 'smart'. I'll bet these people could do the job better than you do.
@@ThePrimeMinisterOfTheBlock Makes perfect sense to me. If there's one thing school taught me, it's how to take and pass tests. And with those years and years of schooling, what do I remember about any of those topics now? Nothing. I remember none of the information, and have no idea how to use any of those skills. However, if you gave me a test to write, and some time to prepare, I'd be able to do well on the test. Because I was trained how to take bullshit tests that test nothing. In the same way you could just silver tongue your way through interviews. If you learn how to play the hiring game and seem appealing. Then have no freaking clue what the hell you're even doing when it comes to actually doing the work.
@@ALifeAfterLayoff I wish unfortunately they called me up and said they do have any openings in the position I applied for and offered me a different position
In my experience, the most reliable sign is how quickly you hear back from them. I always heard back very quickly when they were interested enough to where it would ultimately end up in an offer. Slow means lack of interest.
But what if I got two positive responses (meaning likely that I will be progressing further) and one negative (that Brian suggests to be a 'no-no'), in one interview?? Just happened to me this week in an interview with a major finance company.
I got contacted by a third party recruiter and had my interview last week. Recruiter told me I probably had to move to their city and to be prepared for that question. During the interview we didn't discuss moving or home office at all. Major red flag in hinsight. Got the rejection a few days later...
When I worked as a contractor recruiters to me are the same as used car salespeople. I always asked salary up front. They will tell you what they have to in order to get you hired. Working as an employee with a large defense contractor we have the ability to see the salary range on every job we apply to. Lateral moves rarely get bumps in pay. I just went from one information security position to cyber and the hiring manager actually got me a nice bump in pay. I’m still in the same company simply a different business unit.
If I’m asked about the company I never take the job. As a software developer when I’m looking for a job I might be doing 4-5 job interviews a week. I don’t have time to research the companies. This question shows they aren’t a tech company.
This is very interesting. About half of the recruiters I've spoken with haven't asked me the pay I am looking for, but I think that could be because it's a question they ask on the job application.
The entire existence of this channel does. 'Here's a list of common mistakes in recruitment and how not to get blamed for the mistakes on the other side of the table. If this video isn't enough, I got some courses on the same'
Do you really want to live in a world where interviewers will tell you to your face that you're not getting the job because you don't communicate well enough and you smell a little funky?
@@ThePrimeMinisterOfTheBlock *YES* If *you* want to remain the inconsiderate asshole, - who sends people off to get rejected somewhere else - for reasons you could easily tell them (but won't) - that they could easily fix - despite their response to 'do you have any questions' literally asking for this. For no other reason than, that *you* aren't comfortable with the answer. Sure go ahead, you don't owe us anything (other than the existence of your job) But ffs stop pretending, you're doing anyone other than yourself, a favor by doing so.
A lot of this accords with my own experience. It's usually pretty easy to pick out when they want to progress your application. When you get someone good, you move fast. Interesting that you've already made your mind up when you reach the interview-ending "do you have any questions for me". Advice I see on LinkedIn is to always have some questions to "show interest in the role" or something. "never say no" and so forth. What is your view on this advice. If you're minded to progress a candidate, would you be put off if they didn't have any questions at the end?
I've never been asked salary expectation in an interview but i write down answers just in case For the record I've done 5 interviews and got offers from two
First youtube video in my entire life of youtube (and I was here when it came out, lol) that Ive ever seen...........with NONE, ZERO, NADA, not one thunbs down on it. Wow!
Hi! Just wanted to clarify something you said about Headhunters which leads to a common misconception in the industry. Headhunters do not get paid a portion of a candidates salary. The company that has outsourced the position to the recruiting firm will pay the firm a fee which is typically 15-25% (depending on difficulty of search) of the candidate's annual salary. So if the company agrees to a fee of 20% and the annual salary is $100k, the fee the company will pay to the recruiting firm is $20k. This isn't taken from the candidate's salary...it is a fee paid to the agency for the search.
So long winded answers that don't answer the question are bad? This describes people that go into politics, so obviously they must have gotten there because they failed the interview process to get a real job.
I find better interviewers from smaller companies, with no recruiters, and the manager him or herself are the one doing the interview, as the manager has to work with this person, so knows who is a good fit.
I interviewed for a Japanese company recently. At one point in the interview (2nd round), the hiring manager asked me this: "do you have any plan to migrate to the US?", and this stunned me for a few seconds. the role is for a position in an english speaking country in South East Asia, so I have no idea where he pulled that question from. Anyway I did express my reservation due to me already having a family here and he rephrased it to: "if you were to work in other countries, what would be your first 2 choices?", so naturally I just said Japan and said country I am interviewing for. The interviewer seems pleased with my answer and I did not think much of it. Do you have any insights to share about this moment?
Headhunters are reluctant to even give out information about the company. I have never been told that my salary range was too high but some recruiters have tried to lowball me from the beginning which is a bad sign of a low quality employer.
these are useful tips, but what you do not say - if during your recruitement process at any stage you are talking to HR people - you are doing something wrong
Interesting to know, thanks for sharing. I've heard a few of the phrases that you say mean "no-pile", and I've heard them into 3rd rounds of interviews. It's weird to me to go through multiple interviews and then not get the job - but is this normal or rare? The industries are administrative assistant/call center, and marketing/copywriting roles (I hover between both... whichever I can get to pay the bills). I've just never experienced multiple rounds of interviews before this year.
3rd interviews for jobs like that might mean a good company. Usually, those outfits just hire anything that breathes, and cull the herd later. My company hires probably 2 or 3 employees for each one that "sticks" for more than a few months. They once lured someone from a job five states away... then kicked them to the curb after a month. They'd gotten a new apartment and uprooted their life....
If your close in salary 5K-10K look at other perks to sign the deal. Sign on bonus, Vacation, Bonus, Perks to make your job easier, Hours, ect. Then talk about possible promotions and how long you have to remain in that title.
I don't like this "double-speak" or "beating-around-the-bush" talk. Just be straight forward with your questions and get to the point. If I'm not qualified, just say so. =/
What are the different types of recruiters that exists in different industries and how you appeal to them? I work in animation and motion graphics and usually the recruiters asks for tests or have specific questions and I thought that that may happen in other industries as well.
I’ve had much more luck when connecting with internal/first-party recruiters. Third party recruiters are very hit or miss. Some are good, but most are just a bunch of lying scumbags.
@@lluewhyn Internal HR/Recruitment departments of companies are really the only people who know the company the best. It’s been more beneficial to me to connect with a small handful of recruiters from different companies. Just because you didn’t get a specific position at those companies doesn’t mean that there won’t be great opportunities in the future. That’s why you need to build the right business relationships with the right people.
I am so tired of the comments section. This guy is handing you the life skills that your parents and teachers didn't. This channel is straight gold, and the majority of people are just gonna bitch and whine about how dumb it is that they have to be capable of communicating? Seriously, y'all can keep having trash interview skills and end up in shit jobs with shit pay, or you can stretch yourself and improve and grow. You're not going to get hired based off of the hope that you're better in real life than you came across in an interview.
I can't count how many recruiters have called me with the latest "awesome opportunity", we exchange info, only to get ghosted. Either the recruiter gets ghosted by the company or the recruiter ghosts directly. This accounts for >95% of the time. Worthless.
My experience: The recruiters are spamming out these "awesome opportunities" and "perfect role" to anyone on their list that has even remotely comparable experience. When you actually do bite on their hook, they'll take a closer look at your resume and skill set and realize it's not lining up the way they want so they don't bother responding. I guess it would be awkward to say "I've got a great role you'd be perfect for....err wait, you are absolutely not qualified for it after all". I used to get *so* many recruiters contacting me on LinkedIn telling me about how great my resume was before I got wise and realized they were saying that to virtually everyone in the field and it's just a numbers game for them.
I had an interview today with Wealth Enhancement Group and the the recruiter calls me 5 minutes late. She is obviously reading her questions off of a script based on her unnatural and rigid sounding tone of voice. She asked me if I had any professional designations. I'm like, yeah, you see my name in blue 24 point font at the top of the resume? You see those letters right after my name? Then she asks me how I found this opportunity. IT'S LITERALLY IN THE FIRST SENTENCE IN MY COVER LETTER!!! What is it with recruiters? I don't think she is even qualified to assess whether or not I'm suitable for the role to begin with yet she's the gate keeper for candidates 🙄
Hi Brian, you have no idea how much your videos help me with going through interviews at this time. I was wondering if I could ask for your opinion on my today's interview. I've been in contact with this big multinational company (I am in Europe). I did the screening interview online, then a couple days after they asked for an on-site interview with the department manager and I did that. A couple days later I was called for a third and final interview and I did that today. Before the interview I had to fill in a personality test as well. I loved the people that interviewed me during the 1st and 2nd round, but in the 3rd round the lasy looked kind of not interested but straight away, not like in the middle of the interview, but she pretty much already came looking unintersted (online interview). She was biting her nails, twisting her hair on her finger, drinking coffee.... It's true that the interview was in the evening after usual working hours on a Friday, but I don't know if that was the reason of her behaviour. I was thinking that maybe it might have been a test to see my reaction, but I am not sure. She did give off both good signs like the "sales pitch" and complimented my languages level, but she also gave me some not so clear signs. She did ask me about my notice time and salary expectations though. She gave me a clear timeline of when they would come back to me, but did say that the recruitment process was over and that they had a couple of other people to have the same "final" interview with. Do you think based on what I described that I don't have many chances?
My job just offered us a Voluntary Career Transition Program. In it they say that layoffs may be happening in the future, and the severance packages may not be as good. Is this a trap? Are they trying to get us to quit and pay us a lower amount now, to avoid paying us the full amount (whatever that may be?) when they inevitably lay us off? Context: I'm in Georgia, a "right to work" state, so severance isn't legally required. There have been several waves of layoffs since the merger, and they're hiring staff in India and Manila to replace us, so the layoffs are almost certainly going to happen at some point.
Maybe look into unemployment (e.g., the % of your salary, and the number of months you can have it)? Why does the company not want you to file for unemployment (e.g., why is it bad for them, but severance is better; we know they don't have the employees' best interest 👀)? 🤔
Yikes. Just had an interview for a research position with a lab. I was told it would last 30 minutes, but it lasted 18 minutes and the interviewer told me he would send out a letter to everyone in 10 days regardless of selection or not.
After having a interview with a hiring manager I got a response from the recruiter about month later saying that feedback was great and got invited for a interview with a team. I accepted and gave my availability. Just recently another month later the recruiter emails and says “I know it’s been some time I wanted to reach out to see if you’re still interested” . This is a pretty big company in their industry. Is this a red flag on the company? From my research there are mixed reviews about this company…
Yes, you were a backup option, their primary candidate flopped and now they are resorting to plan B, which is you. Unless you already have a job, politely decline them.
@@ThePrimeMinisterOfTheBlock The issue is speed of response. If it takes you 2 months to process one initial HR interview feedback and schedule another, you are slow as a snail and nobody got time for that.
It's a month later now, so I assume they're still stringing you along. I worked at a company who would do that to candidates. Run. This company doesn't know how to hire or retain people
So you say you are going to put an interview on the hiring manager’s calendar..but what if they aren’t interested? Wouldn’t you send the hiring manager the resume and they decide?
The reality is that recruiters typically have only cursory knowledge of the positions they're hiring for (especially in more technical roles) so their questions tend to lean towards box checking skills.
Thats largely accurate. A typical corporate recruiter will work on 100+ jobs in a year so it’s not realistic to know the intimate details of each role.
So I have a question. What would you say if the person interviewing is doing most of the talking? Also, is it bad if they too feel like they are being interviewed?
Have you made a video yet on dealing with 3rd party recruiters? I’m having a time with the ones that are calling me. They are offering opportunities that I have no job experience for. I get the feeling that they are not reading my resume. I think they are just putting in key words in a search engine and sending me a form letter.
They do that, yes. Does it really matter? They're fishing for candidates. A lot of the time they don't have an arrangement with the firm their recruiting for, they're hoping to collect some resumes first and then try to sell them (and themselves) to the form that's hiring
I'm waiting to hear back from a corporate recruiter right now...it feels like they want me but this waiting is for the birds! Lockdown who ya want before they fly away!
