Top Behavioural Interview Techniques

Behavioural interviews can be the most daunting part of the job search process, particularly for those of us who don’t interview often!

As with most things in life, the better prepared you are the more confident you will be, so this week’s blog is dedicated to top tips for behavioural interviewing!

What is a Behavioral Interview?
A behavioral interview is a structured interview that is used to collect information about past behavior. Because past performance is a predictor of future behavior, a behavioral interview attempts to uncover your past performance by asking open-ended questions. Each question helps the interviewer learn about your past performance in a key skill area that is critical to success in the position for which you are interviewing. The interview will be conducted face-to-face whenever possible.

Using the STAR Technique
In a behavioral interview, the interviewer will ask questions about your past experiences. A useful way to prepare for this style of questioning is to use the STAR technique. The STAR technique is a way to frame the answers to each question in an organized manner that will give the interviewer the most information about your past experience. As you prepare to answer each question, consider organizing your response by answering each of the following components of the STAR technique:

• What was the Situation in which you were involved?
• What was the Task you needed to accomplish?
• What Action(s) did you take?
• What Results did you achieve?

Preparation Tips
What’s the best way to stay relaxed and calm during an interview? Be prepared. Here are some tips:

• Research the business unit or department.
• Become familiar with the products, services, structure, competitors, reputation, and any recent significant changes.
• Review the job description to understand the skills required.
• Do “research” on yourself as well.
• Know why you want the job.
• Review your resume.
• Identify transferable skills, key accomplishments, work style, and personal and professional
  strengths. Remind yourself of specific experiences that exemplify these skills and strengths.
• Be able to express the unique marketable skills you have to offer.
• Prepare a list of four or five questions about the department or position.
• Get a good nights’ rest.
• Know the exact place and time of the meeting.
• Allow plenty of time to get to the interview and plan to arrive early.

Interview Tips

• Listen carefully, and feel free to ask for clarification before answering a question.
• Take a moment to formulate your answers before you speak.
• Project energy and enthusiasm. Be honest while focusing on communicating your professional achievements.
• Bring extra resumes, a notepad, and a pen.
• Be polite to everyone you meet at the interview.
• Do not chew gum, swear, or use slang.
• Thank the interviewer for their time. Within a day, send a written thank you note via e-mail or
  regular mail.

If the interview is face-to-face:

• Look your professional best.
• Be conservative in your use of fragrance, cosmetics, and jewelry.
• Make eye contact with the interviewer.
• Be aware of the interviewer’s body language and other non-verbal cues.

Sample Behavioral Interview Questions
Need more help? Here’s a list of some sample behavioral interview questions:

• Tell me about a time when you were on a team, and one of the members wasn’t doing his or her share.
• Tell me about a time when you felt a need to update your skills or knowledge in order to keep up with the changes in technology. How did you approach that?
• Describe a time when a customer got angry with you. How did you react? How did you resolve the situation?
• Please give me an example of a time when you took the initiative to improve a specific work process.
• Give me an example of a time when you surpassed a customer’s expectations.
• Tell me about a time when a customer requested special treatment that was out of the scope of normal procedures. What was the situation and how did you handle it?
• Describe a time when you had to use logic and good judgement to solve a problem.
• Tell me about a time when you had to cope with a stressful situation.
• Give me an example of a time when you had to make a split second decision.
• Give me an example of a time when you used your fact-finding skills to solve a problem.
• Describe a time when you put your needs aside to help a co-worker understand a task. How did you assist them? What was the result?

Clicks Contractor of the Week – final winners!

Congratulations to Michael Lane from GlaxoSmithKline and Steve Murray from Worksafe Victoria, our final winners in the June iPad Promotion!

In his nomination, Michael’s manager described him as a central pillar to the development group, that his dedication to duty is fantastic, and he is prepared to do whatever it takes to meet deadlines.

Steve’s manager nominated him, saying that Steve is “always ready to help, puts in extra effort when needed, and volunteers to tasks at the drop of a hat”.

Well done Michael and Steve, we hope you both enjoy your new iPad!

We have had a great response to this promotion, with over 400 nominations and lots of positive feedback for our contractors.

We would like to thank all managers for taking the time to write and submit nominations for their contractors, we know they appreciate your efforts and kind words!

The Truth About Counteroffers

You’ve interviewed for a position with a new company. The company likes you!-and makes you an offer. You analyze everything: career development, growth potential, salary, benefits, and intangibles. After some thought, you decide to accept the offer.

You attempt to resign from your current company. Oops! It doesn’t go as smoothly as you planned. Your boss is upset about losing you and presents you with a counteroffer. A counteroffer is an attempt by your current company to persuade you to stay.

Why Companies Make Counteroffers
Some companies never make counteroffers. In others, it’s a fairly common practice. Consider what happens when an employee (like you) resigns:

First, morale is likely to suffer, particularly among your closest coworkers. Management will notice, and your resignation may be perceived as an unfavorable reflection on your boss. Your absence could jeopardize the progress of a big project, lead to increased workloads for colleagues who remain behind, and even mess up vacation schedules! Furthermore, it could be expensive (in terms of time, energy and money) to replace you.

A cheaper “solution” for the company is to make you a counteroffer. This may consist of a raise, a promotion, change in title or job description, or a combination of these factors. It may even be just a promise of change to come.

Be aware that this “solution” may actually be a stalling technique. By buying you back, the company has bought itself some time, perhaps to finish that big project, reorganize other team members, or search for a suitable replacement for you.

What Does a Counteroffer Sound Like?
Because your company wants to attract you to stay, a counteroffer will usually come cloaked in flattery. It may sound something like this:

• “But you know we’re right in the middle of a big project! And you’re much too valuable to the team to desert us now!”
• “We didn’t want to tell you until next quarter, but we were just about to give you a raise/promotion to show you how much we appreciate your work. Why don’t we make it effective immediately instead of having you wait any longer?”
• “Why, we had no idea you were unhappy with anything here. Let’s discuss this further before you make some rash decision. Whatever it is, we can work it out.”
• “You know we have great plans for you here! But the company you’re going to work for? What can they do for you?”

Counteroffers can be tempting and ego-inflating. You also may detect an underlying threat that by not accepting the counteroffer, you’ll be throwing away your entire career, future, life.

Why Counteroffers Don’t Work
It’s true: counteroffers very, very rarely work. There are several reasons for this:

• Trust. No matter what the company says, you will forever be a “marked” employee. You have demonstrated your lack of loyalty by considering another opportunity. People will feel jilted, even if you accept a counteroffer and stay. Trust and acceptance among your immediate colleagues may be irrevocably lost. Managers, too, have long memories, and won’t forget your lapse in loyalty –no matter how brief it may have been.
• Most likely, your basic reason(s) for thinking of leaving will eventually resurface. There are a myriad of reasons why you may have considered a change: perhaps something in particular bothered you about your position, or maybe you were presented with an irresistible opportunity. In any case, changes made as a result of a counteroffer may appease you in the short term, but rarely last for the long run. Statistics show that if you accept a counteroffer, it’s still extremely likely that you’ll voluntarily leave or be terminated within 6 months to a year.
• While it may be true that your current company values your work, your interests and career will always be secondary to your boss’s career and way down on the totem pole compared to the company’s profit or survival. Reconsider the flattery that makes up a counteroffer: is it really about you??
• If your counteroffer involves an increase in money, consider the source of the raise. Is this just your next raise, granted early? In that case, will the counteroffer simply prolong your review cycle? Remember that all companies have budgets which include strict wage and salary guidelines.

What You Can Do
Rather than setting yourself up for the feelings of confusion and guilt that may arise when a counteroffer is presented, be prepared.

When resigning…

• Avoid any possible misunderstanding by submitting your resignation in writing.
• Focus on the positive opportunity you’ve been offered with your new company. At your resignation meeting, don’t feel pressured into giving reasons for resigning. Simply state that you’ve been presented with an opportunity that you cannot pass up.
• Handle your resignation right the first time you do it. Be professional and courteous, not disgruntled or weak. Offer to help during the transition time, then follow up with your best effort.

Then, after you’ve done all that you can, move forward! Look ahead to your new opportunity, complete with fresh challenges and all the excitement that goes with the start of any journey.

Good luck!

Clicks Contractor of the Week!

Congratulations to Kerrie Monzo and Jayanti Mathur, both winners in our June iPad Promotion.

Jayanti is currently contracting for one of our Federal Government clients in Canberra, and won our first iPad.

Kerrie Monzo is contracting at RTA in New South Wales, and won last week’s iPad.

Photos of the happy winners and their iPads coming soon!

We have had an amazing response to this promotion, with over 300 nominations received so far! Many of these nominations were accompanied by detailed explanations as to why they felt the nomination was deserved, so congratulations to all those who were nominated. It’s always nice to get a pat on the back!

For more details on our iPad Promotion, click here.

We look forward to announcing next week’s winner. Good luck everyone!

Top Reasons to go Permanent

It can be difficult to make a decision as to whether to contract or take a permanent role.

This week we have listed the top reasons for taking a permanent role:

1. Career Development – Better long-term career development opportunities as organisations are more likely to promote from within.
2. Job Security – The IT market goes up and down- a permanent role is more likely to ensure that you are employed when times are tough in the market as well as when they are good! And if a project gets cancelled you still have a job!
3. Employee Benefits – Such as Annual Leave, Sick Leave, Long-Service Leave, Parental Leave, and Bereavement Leave…
4. Lifestyle – A permanent job allows you to plan for the long term- you know where the money is coming from and makes things like applying for loans easier. There is also less administration- such as timesheets, varied income, accountancy fees…
5. Team Work – It allows you to fully be a part of the team, get involved in the culture and shaping the direction of your organisation- as a contractor you can often be viewed as an ‘outsider’ or have limits to the amount of company knowledge you can access.
6. Training, Certifications, Staff Incentives and Development – Employers are more likely to invest in these things for permanent employees and more importantly this allows you to keep investing in yourself! As soon as you stop investing in these things your ability to develop your skills, and therefore your career will diminish…
7. Better Projects, More Accountability – Permanent employees will often get the pick of the projects/jobs that are available and have more seniority and accountability for things such as budgets and staff management than contracting staff. Employers want to retain/protect their Intellectual Property- you are more likely to be trusted with this as a permanent employee.
8. Tools of the trade – Permanent employees are more likely to be supplied with, or have the costs covered for ‘tools of the trade’ such as phones, laptops, etc…
9. Less Job Searching, Less Interviewing and Higher Job Satisfaction – Its stressful knowing your job might be coming to an end- the process of finding a job can be time-consuming and nerve-wracking! Also you get the satisfaction of staying on to see how your work has impacted and benefited the organisation!
10. Commitment – Being a permanent employee looks good on your resume- shows commitment, stability, progression…

Let us know if you can think of any other reasons why a candidate might decide to contract, or take a permanent role…

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Top Reasons to go Contracting

Job seekers often ask us whether it is better to contract or hold out for a permanent position.

This week, we have listed the top reasons for contracting:

1. Variety – increase your current skills through diversity of exposure and experience – industry / technology / structures / cultures / companies / size / complexity. Enhance your CV.
2. You can experience a company without having to make a long term commitment.
3. Flexibility – work hours, holidays.
4. Lifestyle – you can have blocks of time free for your own projects.
5. Don’t allow yourself to become ‘too comfortable’ within the same organisation, in the same role. Branch out and meet new people, work in different, challenging environments. Keep your skills current.
6. Increased exposure to training program benefits via your agency (Clicks!) as well as other Contractor Care Program Benefits.
7. Financial – Contracting can be financially rewarding with good pay rates and some tax benefits.
8. Be your own boss – take control of your own destiny, your career progression and growth.
9. You can focus on the job without being involved with the politics.
10. You can contract whilst you are looking for that next permanent job.
11. Promote your name – see through one contract at a time and earn yourself an excellent reputation amongst a variety of clients so that you’re well-known throughout the industry.

Next week – top reasons to go permanent!

IT Industry Health Check

The IT industry is looking pretty rosy, if results from our annual Recruitment and Retention report are anything to go by. For the last 5 years, we have asked respondents to indicate how strongly they agree or disagree with 5 statements:

• We can see that for the next 3 years demand for IT services and products will remain strong
• IT is meeting business demands and driving business improvement
• IT budgets are increasing as a % of company revenue
• The supply of IT talent is aligned to the demand for it
• The industry has a reputation for delivering value and results, on time and on budget

The index is currently at its all time highest level, reflecting the gradually improving reputation of the industry following the reputational disasters of Y2K and dotcom.

Great news for job seekers in 2010

We’ve just released our annual Recruitment and Retention Report and the good news is that employers are looking to hire a lot more people.

According our survey 43% of respondents expecting to increase IT staff numbers in 2010 compared with 29% in 2009. 44% expect to increase permanent IT staff numbers and 28% expect to use more IT contractors. The difference between perm and contract can be partly explained by the much more rapid decline in perm hiring during 2009.

While contracting demand held steady during the downturn, perm recruitment levels fell by about 50%. So, there is likely to be more of a bounce back in perm during 2010. With unemployment still at the relatively low level of 5.4% and job vacancies increasing, the pendulum is quickly swinging back towards a candidate shortage.

 This means good candidates will have more job opportunities and offers to consider and salaries which have been steady for 18 months are likely to come under pressure. To be successful in hiring the best people, organisations need to sharpen up their recruitment processes – make sure they are ‘recruitment ready’.