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5 Keys To Successful Interview Prep

By Jonathan Bogush (@jonathanbti), Director of Connectivity Practice

The process of recruiting top-tier talent for my clients is, in many ways, an arduous and challenging task. Not only do I and my team have to scour a variety of professional landscapes to find professionals that actually fit the jobs we are trying to fill, but we also have to build a fair amount of trust between us and the individuals we recruit in order to learn about who they are and how pursuing our client’s job will actually improve their condition personally and professionally. Once we build that trust, we then have to focus on preparing the individual so that they fully grasp the ins and outs of job in front of them so they can perform well in an interview and have a chance to get a job offer.

bad-impression-at-job-interviewYou’d be surprised how many placements are lost each year by arranging interviews for people who are ill-prepared, poorly dressed, or lacking in the basic interviewing skills required to compete in a tight employment market. Looking at the multitude of daily recruiting activities on my desk – marketing my services, networking for new referrals, and sourcing, vetting, and matching individuals to our clients’ jobs – I sometimes forget that it’s the successful interview that ultimately pays the rent. All too often, interview preparation gets put on the back burner.

I’ve found that I can increase my sendout-to-placement ratio by making certain the individuals I present to my clients are well prepared prior to their interviews. To do so means taking the necessary time to help them understand the fundamentals of a successful interview.

From my experience, the success of an interview ultimately depends on someone’s ability to discover the needs of and then empathize with the interviewer. By establishing empathy between you and the interviewer, you’ll be in a better position to freely exchange ideas and demonstrate your fit to the job. In addition to establishing empathy, here are a few other fundamentals to a successful interview that will influence the way your personality is perceived which will affect the degree of rapport, or personal chemistry you’ll share with the employer:

  • Be Enthusiastic. Leave no doubt as to your level of interest in the job. You may think it’s unnecessary to do this, but employers often choose the more enthusiastic candidate in the case of a two-way tie. Besides, it’s best to keep your options open — wouldn’t you rather be in a position to turn down an offer, than have a prospective job evaporate from your grasp by giving a lethargic interview?
  • Exhibiting Technical Interest. Employers look for people who love what they do; people who get excited by the prospect of tearing into the nitty-gritty of the job.
  • Be Confident. No one likes a braggart, but the person who’s sure of his or her abilities will almost certainly be more favorably received. 
  • Intensity. The last thing you want to do is come across as “flat” in your interview. There’s nothing inherently wrong with being a laid-back person, but sleepwalkers rarely get hired.
  • Using the “Short-Version”. Obviously there are two way to answer a question: the short version and the long version. When facing an open-ended question I suggest saying , “Let me give you the short version and if we need to explore any aspect of my answer more fully, I’d be happy to go into greater detail.” Using this approach allows you to tailor your answer to what the interviewer needs to know without a lot of extraneous explanation.

keep-calm-and-prepare-yourself-1Overall, I can not stress enough the importance of interview preparation. As a recruiter, I am always sure to touch upon the 5 fundamentals above to make sure the individuals I put in front of my clients are able to fully realize their interest in the job as well as connect and empathize with the interviewer.

If you are a Hiring Manager or a professional in the TYGES talent network, feel free to reach out for a brief discussion on successful interviewing and any tricks of the trade that you think I should include in my interview preparation.


I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @jonathanbti  Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at http://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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Goodbye Old School Recruiting

by Tim Saumier, President of TYGES International

Gone are the days of posting and praying. post-and-prayI get these emails from companies trying to sell me postings on their websites. Five years ago, we as a company made the decision to stop posting on the major boards like Monster, CareerBuilder, Indeed, TheLadders, etc. We initially had some nervous sourcers/recruiters who were concerned about their ability to generate a resume pool.

Why did we do it?

1) Our customers do it so why would we expect to get paid for this.  

If we are posting where our customers are posting we are shopping from the same pond. As we all know if someone is applying to the same job posted by two separate entities at the same time, tie goes to the customer first. The runner-up is the fastest recruiter able to get to the person, just in case the customer hasn’t already seen him or her.

2) It creates too much noise in the system.

In the past posting was a tool utilized as a part of our process but it became overwhelming and a waste of time and money. We were beginning to realize that our job is to go find talent, not wait for it to come to us. If you’re a company out there and you want to see what type of recruiter you work with, go online and see if you can find your opening posted by a recruiter. These are the “post and pray” transactional recruiters focused on volume and luck versus creation of value through the art form of headhunting.

3) You are only attracting a very small portion of the qualified market that is available.

Sure, there is a chance a qualified person will apply to the job that you’ve posted, but it is a long shot. This again is where the art form of headhunting comes in to play versus sorting through thousands of unqualified resumes that are in your email inbox.

So where does LinkedIn come in to play. They have the same features: ability to post and ability to send InMail. These are decent tools but you still have to go after people. I see people running stats on the success rates of how to write an InMail. Instead of spending so much time rewriting your email, here’s a pro tip: find out where they work, use google to find the phone number, and call them. Once you get them on the phone then truly great recruiters standout from the rest.

Happy Hunting!


You can also follow me at twitter @timsaumierti  Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at http://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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Sometimes It’s Just Fate

By: Steve Sanders – VP/GM of Industrial Practice

“Once you make a decision, the universe conspires to make it happen.” – Ralph Waldo Emerson

I work with people every day who struggle to make a decision. When I call people, I often get this vibe that they are asking themselves, “Should I stay in my current job where I am secure but less happy or should I explore my options to see if there might be something out there that is better for me?” In my experience, most people tend to opt for the secure but less than ideal choice. I understand self-preservation is really just a key element of human nature. After all, if all of our ancestors had tried to kill woolly mammoths rather than eat berries and such, we might not have survived long as a species. I guess you have to have a certain percentage of risk takers vs. non risk takers in a highly functioning society.

MisteriousMokkeySfingaIt’s funny how sometimes things just seem to happen as if they have been preordained. I call someone who is otherwise not thinking much about a job change, I give them my pitch, the individual thinks it over and decides to pursue the role with my client. Next, we move through the process and things seem to magically fall into place. The next thing I know, the deal is done and the individual is starting a new job.

I’m no mystic but there are a few takeaways from this idea for me. One is that most people really have nothing to lose when it comes to exploring their options. After all, you have the option to step aside at any point so why not at least open the door and see what it looks like inside? I promise I won’t be angry and I’ll still respect you. The second takeaway I have is more useful. The idea that if you’re struggling through the process and it seems like nothing is falling into place along the way then maybe it wasn’t supposed to be and it is time to re-evaluate the decision that led you here. Recruiters call this “killing the deal” and we do it because the fact is that the timing isn’t always going to be right and we owe it to our clients and individuals to pull the plug even when they may not agree.

So, the next time you are struggling with the outcomes of a decision and things don’t feel right, then you need to ask yourself if maybe it’s time to “kill the deal.” The flip side of that is if you find yourself questioning whether or not to ponder a job change, then why not explore a little bit. You might just find that all the pieces fall into place.


Thanks for the support. You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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