Job seekers cannot afford to underrate the significance of the formal interview. This is the message that Accsys, as part of its ongoing human resource development awareness campaign, is driving home to businesses within the domestic marketplace.
Teryl Schroenn, CEO at Accsys, a national supplier of payroll, HR, Time & Attendance and Access Control solutions, says the interview has always been regarded as crucial – but in a market undergoing significant change and in which skills are in short supply and employment opportunity is not as abundant as in previous years, this primary phase of the employment process has never been more important.
In addition to the numerous practical and logistical considerations packaged as advice, including dressing appropriately, CV preparation, body language, references, speaking clearly and succinctly, Accsys is consistent in its reiteration of the role of the interview in the formal employment process.
“The interview is where first impressions are made, where defining moments occur in terms of interaction between candidates and prospective employers,” says Schroenn.
“Today, most interviewers expect the candidate to know something about the company prior to attending the interview. Do research, put together some questions about the company and your potential position and this will indicate that you are both interested and proactive,” she adds.
Accsys is well knowing within the HR and payroll fields for its continued emphasis of eLearning and internships as effective channels through which to develop skills and ensure effective recruitment.
Management at Accsys are aware that many job seekers feel apprehensive about the interview, with many candidates pointing out that certain questions only serve to increase levels of discomfort.
“Among the most common complaints in terms of ‘troublesome’ questions is ‘what are your strengths and weaknesses?’, ‘what are your salary expectations?’ and ‘where do you see yourself in five years time?’” says Schroenn. “Prepare answers to these questions, but be ready to adapt your answer to the way the question is posed”.
Another aspect of concern amongst interviewees is the rather grey area of feedback. If one is unsuccessful in an interview, is it appropriate to request feedback on reasoning? and, if so, how? and when?
“Feedback is very important and must not be taken for granted. This information will empower candidates with information that will help them improve and do better in future interviews Should a candidate request feedback, the company ought not to hold back, but the individual providing the feedback should be careful to be constructive when responding,” Schroenn continues.
Irrespective of how individuals approach the interview, how seriously they take the process and to what extent they are prepared, there is no denying that the general desire for a ‘foot in the door’ by current job seekers is exceptionally high.