Speed Interviews Feb 2016
After, the initial screening interview, if we determine that the candidate might be a good fit for either that position, or another position in our company, then we will invite them to take our behavior assessment and come to the office for a second interview. Getting in front of as many potential candidates is critical and the screening interview helps us do that efficiently.
We have found that while we get hundreds of resumes a month, we may do screening interviews with only 20% of those, and then less than half of those candidates will make it to round two. Because of our incredibly high standards and uniquely fast-paced, results-oriented organization we need to get in front of a lot of people in order to bring only the best of the best into our world. Sounds like a tall order for our hiring managers, right?
The Federal Reserve estimates that the unemployment rate is going to be 3.5% by 2019, and we’re already at 3.8%. What does that mean for growing companies? It means that the pool of people actively searching for jobs is smaller. Top talent is already out in the workforce kicking ass. It means that employers need to be even more aggressive and diligent about sharing their mission and vision and attracting talent to them (which sometimes means selling them on the maple syrup and mountains too). In fact, now more than ever, you’ve got to be a corporate talent scout. Professional sports teams spend billions of dollars and many, many years on scouting for and building a bench of talent (sometimes as early as middle school!). Are you that committed to talent acquisition for your organization? At our company, we have one of our best people (my Chief of Staff, Hallie Warner), constantly screening, recruiting, networking, connecting, building relationships, and building a bench of talent for current positions, as well as for positions we’ll need to fill 3-5 years from now. We are deeply committed to building a pipeline of talented people and keeping our foot on the gas in order to grow the business through others. This also means that while we’re out hunting and fishing for talent, we have to be cognizant of where the top people are hanging out. It’s not enough to just go fishing for talent, you’ve to got fish from the highest level talent pool you can think of.
It’s Summer in Vermont. Yes, I know we’re known more for being a quintessential Winter Wonderland. And, yes, winter does pretty much last for six months. But have you seen Vermont in Summer? That is when Vermont really shines. The days are long and hot. Nature becomes our playground – from kayaking and swimming in the lake, to hiking and biking in the mountains, to exploring farmer’s markets and vineyards during the day, to tasting craft brews and listening to live music in sprawling fields at night. Vermont is where people come to live, work, and play. We’ve got the live and play thing on lock (and the media tends to focus on that). But we’ve got the whole work thing down too. Vermont is full of nationally renowned employers, global enterprises, entrepreneurs, and small business owners. The innovation is real. So is the war for talent.
Why the screening interview? It’s a great way to save time and identify the top talent to take through the rest of the hiring process. It’s a efficient way to review their resume and their track record of success. It’s a place to evaluate their communication skills and their email etiquette (usually while scheduling the phone interview).
What has your job search been like so far?
This is particularly tricky question to answer – especially as an opener. It can be difficult to fathom what exactly your interviewer is trying to figure out; are you a desperate no-hoper that nobody else will touch? Are you in high-demand from other organisations? Or are they trying to decipher how flexible they can be with their potential offer?
The truth is, there’s not really a right or wrong answer to this – it depends on your circumstances and the company’s circumstances, such as how quickly they need someone to fill the position or how quickly you need to get a paycheque. But what’s certain is that companies are not trying to trip you up with this question – especially in a speed interview setting where the likelihood is they need staff quickly.
“The question is beneficial to both the employer and the candidate,” says HR guru Joe Humphries. “It’s important for recruiters to know how quickly they need to move, especially if you’re a strong candidate”.
Answer: “I’m interviewing, but your company is among my top choices; how soon would you like someone to start?”
As certain professional and technical skills start to become scarce in corporate America, the speed interview has emerged as a way to screen a large number of candidates quickly. Companies using this technique realize it allows them to assess not just how well the candidate matches up against the required job skills, but also if there is a good corporate culture fit. Hiring managers often need to fill gaps quickly in their organizations, and human resource departments have reacted to this need by using the speed interview technique. This approach allows them to sift through dozens of applicants in a single afternoon. The swiftness of this process not only involves the initial job interview itself, but also typically results in an immediate decision to bring the candidate back for a second interview. Job applicants also benefit from this process, since speed interviews are frequently held with multiple hiring companies during the same session. This allows the candidate to compare and contrast a relatively large set of potential employers.
One of the weaknesses of this technique is the increased risk of making a poor hiring choice, which can lead to higher than desired turnover rates. Job candidates are also forced to make quick decisions, which can result in misunderstandings about the candidates role in the organization, as well as their ability to cope with the demands of the companys culture.
One of the latest techniques to hit the job market is the speed interview. The method, much like speed dating, allows both the interviewee and hiring company to assess the potential match of candidate to corporation. It also exposes the applicant to a large number of hiring companies in a short timeframe, thereby maximizing the chance of finding a job and speeding up the employee turnover process. In this article, were going to explain why companies are increasingly using speed interviews. Were also going to explain how theyre structured and conducted. Finally, well provide some hints and tips on how to prepare for this type of meeting.
This last point is an important one because developing a good elevator speech may take some practice. A good elevator speech will tell the listener why youre a uniquely qualified applicant. It should also convey to the employer the benefits youll bring to their company. Finally, practicing the speech will not only result in greater confidence, and create the opportunity to improve the story, but also allow the speech to sound more natural.
Speed interview sessions are usually held during career fairs or during college recruitment events such as career days. Recruiters may also choose to conduct telephone interviews as part of a pre-screening process. Oftentimes, pre-screening of candidates is reserved for more senior-level positions. Depending on the size of the event, the number of participating companies can range from a dozen recruiters to over 100. Hiring companies can expect to interview over 100 job candidates in a single day. The total length of the interview will only be 5 to 15 minutes in length, and candidates can expect the interview questions to be challenging. Even more so than traditional interviews, speed interviewing favors extroverted candidates since there is very little time for introverts to gain the comfort they normally need to communicate effectively with strangers. If the dialog is successful, candidates are usually offered the option of participating in a more traditional full-length interview.
How are you selecting your next company or position? What’s important to you?
When companies ask this question, they’re trying to find out if your values align with theirs, and if as a result you would be a good fit for them. To answer it successfully, explain your goals in relation to the position you are applying for.
You should prepare for this in advance, by going through the requirements and specifications of the job listing and seeing how they are applicable to what you are looking for. For example, if the role is quite autonomous and requires you to work alone, you can say that you are seeking more responsibility to challenge yourself. Be sincere, and consider how your goals can benefit the company.
Answer: “I want to work for a company that has a commitment to sustainability, and I know this is something you consider in every project you undertake. Working here would allow me to satisfy my interest in growing sustainability efforts, and my experience developing metrics can be useful to propel the company’s efforts forward”.
FAQ
How do you ace a speed interview?
- Re-write your resume. Edit your resume for the kind of read it will receive in 1-2 minutes of scanning. …
- Come well-stocked. …
- Dress mindfully. …
- Review your resume. …
- Warm up.
What are 10 good interview questions?
- Tell Me About Yourself. …
- Why Are You the Best Person for the Job? …
- Why Do You Want This Job? …
- How Has Your Experience Prepared You for This Role? …
- Why Are You Leaving (or Have Left) Your Job? …
- What Is Your Greatest Strength? …
- What Is Your Greatest Weakness?
What happens in speed interview?
What are the 5 hardest interview questions?
- What is your greatest weakness?
- Why should we hire you?
- What’s something that you didn’t like about your last job?
- Why do you want this job?
- How do you deal with conflict with a co-worker?
- Here’s an answer for you.
