Onboarding Your New Hires
After you hire your new salesperson, make sure you onboard them effectively.
Our comprehensive eBook above includes a summary of onboarding best practices, but for a deep dive check out our eBook dedicated to onboarding.
You’ll discover horror stories from onboarding , as well as a guide to avoid being your new hire’s horror story.
The CFS Sales Onboarding Process
Mental Reinstatement Of Context
Interviewers use the mental reinstatement of context to help the interviewee picture events. For instance, the leading party may ask the subject to visualize where the event happened, including the lighting, the position of objects, and their perspective as the event unfolded. Interviewers might also ask the person to describe their state of mind during the event. Through this exercise, the interviewee can recollect the exact sequence of events that occurred before and after a specific incident.
Interviewee Strategies And Behaviors
While preparing for an interview, prospective employees usually look at what the job posting or job description says in order to get a better understanding of what is expected of them should they get hired. Exceptionally good interviewees look at the wants and needs of a job posting and show off how good they are at those abilities during the interview to impress the interviewer and increase their chances of getting a job.
Researching the company itself is also a good way for interviewees to impress lots of people during an interview. It shows the interviewer that the interviewee is not only knowledgeable about the company’s goals and objectives, but also that the interviewee has done their homework and that they make a great effort when they are given an assignment. Researching about the company makes sure that employees are not entirely clueless about the company they are applying for, and at the end of the interview, the interviewee might ask some questions to the interviewer about the company, either to learn more information or to clarify some points that they might have found during their research. In any case, it impresses the interviewer and it shows that the interviewee is willing to learn more about the company.
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Stack Overflows Competitive Advantage
Beyond its three physical office locations, Stack Overflow staffs remote workers in over 10 countries! .
With the number of remote workers Stack Overflow hires, in-person interviews are actually a rare occurrence. Almost all interviews are conducted online through Google Hangouts. The online format means a bigger reach to more talent, but it also means that there must be a solid interview process in place in order to make the online format successful.
So, how do they do it? There are 6 stages to their technical interview process:
Problem Solving Tests Can Be More Or Less Similar To Consulting Cases
So, what are the companies looking for specifically in these tests? Well, admittedly a little bit dissatisfying, we found the most common answer to be “it depends”. On one hand, those tests are designed to cover one or more personality characteristics and on the other hand, the tests cover specific skills pertinent to consulting .
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Dependence On The Interviewee
As the memory recall process relies on the subject, it may be difficult to remember if they aren’t ready to recall what happened. This implies that there is no guarantee that the subject may recall the information accurately, even after using this method. There’s also no way of verifying whether a person is telling the truth during their testimony.
D Interpret Results Correctly
There are a number of background check red flags you can find after you get the results of a test. Some might justify an immediate disqualification, such as if you learn that a candidate for a role as an accountant has been convicted of fraud or embezzlement.
But other results might not be as serious. For example, one candidate might have lied about where they went to school. You might decide that lying is enough to disqualify them, but thats not necessarily the case. In these instances, it might be useful to have an open conversation with a candidate and see if they regret lying, or if they had a reason to do so. The report might even be inaccurate, so it will be fair to hear the candidates side of the story.
With that in mind, its important to understand that employment background checks should be used as one of many employee selection tools they alone shouldnt make the hiring decision for you. Background screening shouldnt be used as a way to disqualify someone or reduce the number of applicants for a position. Checks are meant to reinforce a hiring decision and ensure candidates who have been selected for a job are suitable.
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Talent Assessment Or Personality Type Quizzes
After going through the above stages of a job interview, youre likely hoping for an answer on whether you have been successful in your application or not. Some companies will conduct personality type or talent assessment quizzes at this stage. Unless it is for a certain level of aptitude required for the role, such as bilingual fluency or financial acumen, these tests are less about how smart you are, but more about uncovering the way you work and what type of environment you thrive in. It helps hiring managers see if you will fit into the culture of the team and organisation you are applying for.
A Consider Legal Aspects Of Background Checks
First, some background checks are mandated by law in certain industries or roles depending on location. For example, in some jurisdictions, working in substance abuse facilities or daycare centers requires passing a criminal record check. So make sure you know the applicable regulations to order background checks as necessary.
Also, pre-employment checks are themselves regulated by law. For example, in the U.S., you need to comply with the guidelines set by the Equal Employment Opportunity Commission and the Fair Credit Reporting Act . The UK has its own set of guidelines regarding background checks. Local laws in your area may also require a candidate to have an offer in hand before you can ask permission for a background check.
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What Is A Hiring Process
A hiring process is a step-by-step method to find, recruit and hire new employees. A good hiring process will help you attract and retain high-quality employees who match your brand. The specific elements of a hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.
Keep An Eye On Your Reviews
Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips, and reviews from current and former employees from sites such as Glassdoor. Studies show that 86% of Glassdoor users read company reviews and ratings before deciding to apply for a job. Top candidates may not even apply in the first place if they dont like what they see: 50% of job seekers said they would not take a job with a company that had a bad reputation, even for a pay increase.
Two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. This can improve your employee retention and lead to more positive reviews that will attract quality employees.
Sammi Caramela, Joshua Stowers, Bennett Conlin and Brittney Morgan contributed to the writing and reporting in this article. Some source interviews were conducted for a previous version of this article or related articles.
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Seven Phases Of The Job Interview Process
Job interviews provide opportunities for job applicants to sell themselves to potential employers. Job applicants need to invest their time in preparing for the interview and understanding the interview process. Seven different phases comprise the complete interviewing process. The job applicant should understand the purpose of each interview phase during the interview and know how to make the best impression.
What Should I Consider When Interviewing Candidates With Disabilities
The law obliges companies to treat candidates fairly despite possible mental or physical disabilities. This means that you must:
- State that you will make reasonable accommodations. Let candidates know right from the start that you will help candidates with disabilities who are invited to interviews.
- Be consistent. Make the same accommodations for candidates with the same disabilities to avoid being accused of other kinds of discrimination A company policy will help you establish consistent guidelines.
- Train interviewers to combat biases. This type of training is important to avoid discrimination during the interview process.
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Other Types Of Questions
Other possible types of questions that may be asked alongside structured interview questions or in a separate interview include background questions, job knowledge questions, and puzzle-type questions. A brief explanation of each follows.
- Background questions include a focus on work experience, education, and other qualifications. For instance, an interviewer may ask “What experience have you had with direct sales phone calls?” Interviews composed primarily of these types of questions are often labeled “conventional interviews”.
- Job knowledge questions may ask candidates to describe or demonstrate knowledge, skills, and abilities relevant to the job. These are typically highly specific questions. For example, one question may be “What steps would you take to conduct a manager training session on safety?”
- The puzzle interview was popularized by Microsoft in the 1990s and is now used in other organizations. The most common types of questions either ask the applicant to solve puzzles or brain teasers or to solve unusual problems .
A case interview is an interview form used mostly by management consulting firms and investment banks in which the job applicant is given a question, situation, problem or challenge and asked to resolve the situation. The case problem is often a business situation or a business case that the interviewer has worked on in real life.
Example stress interview questions:
The Client Interview The Three Phases And What To Expect
It is normal to be nervous about a job interview, especially when it is for a role you really want. Knowing what to expect can help reduce interview anxiety.
Most job interviews can be broken down into three phases: Introduction, Getting to Know You, and Closing. Heres what you can expect at each stage:
This phase is where the small talk happens and is typically when the interview provides an overview of topics to be discussed.
The Introduction phase is your opportunity to make a positive first impression: be aware of your non-verbal cues. Remember to turn off your cell phone before stepping into the interview. Do not chew gum or eat candy. Offer a firm handshake and make eye contact. Wait for the interviewer to offer you a seat. Find a comfortable, relaxed sitting position. Lean forward slightly to convey interest, and smile naturally at appropriate times. Convey confidence: keep your arms and legs uncrossed.
Show enthusiasm. Be positive and upbeat.
Appropriate questions for this phase:
- Why are you hiring for this role?
- What is expected of a person in this role?
- What does the day-to-day look like for a person in this role?
II. Getting to Know YouThis is the question and answer phase of the interview. Be prepared to talk about your work experience, skills, education, activities, and interests. You will be evaluated on how well you will perform in the companys environment.
Common questions you can expect at this phase:
Questions you can ask for this phase:
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Answer With The Star Framework
Microsofts interviewing process includes many open-ended and conversational questions. You can answer with clarity, focus, and specificity by responding through the STAR framework.
- Situation: explain the situation and its context
- Task: describe the task you had to complete
- Action: describe the actions and processes you took
- Result: describe the outcome of your actions
- Reflection: reflect on the experience
Microsoft recommends this framework to its applicants. Learn it until it becomes second nature to you.
Telephone Interview With The Talent Acquisition Team
The talent team is part of the company, and they know the company culture and what managers are looking for.
It is another screening process. As Damir Latte, Talent & Recruitment Manager at employee engagement platform Perkbox explains, a complete telephone interview takes between 15 and 20 minutes. We establish parameters early on based upon certain factors, such as salary expectations, notice period and requisite skills to ensure that everyone is on the same page.
At this stage, you dont have to stress about your technical competencies, but you should be prepared to talk about what youve accomplished in your career. Damir says: Candidates are asked specific questions about their experience. The expectation would be that they are able to provide concise examples of highlights, figures and achievements.
If you sound like a great addition to the team, you can be sure the talent team will send you to the next stage, which could be a Skype interview with the manager.
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The 3 Stages Of A Successful Job Interview
- Post authorBy Sophie Deering
Congrats, your resume caught the eye of your target employer! Now the only thing standing between you and the job is the interview, so its essential that you nail the thing!
Its not only the interview itself that will determine your success, however in order to really put yourself in the running, its important that you are fully prepared ahead of the day and leave a lasting impression after the meeting.
This infographic by Doherty Employment outlines the steps you should follow before, during, and after your job interview in order to land the job!
The 5 Typical Interview Process Steps
The hiring process consists of everything from creating a job description to extending the job offer. The typical interview process focuses on the portion of the hiring process devoted to speaking with candidates.
After you source candidates and gather applicant resumes, you need to narrow down your pool. For example, you could receive hundreds of resumes, but you wont interview all those people.
Here are the basic steps of the interview process. You or your client might choose to add more depending on their business needs.
- Telephone screening
- Face-to-face interview
- Reviewing notes and discussing candidates
- Conducting reference checks
Some recruiting agencies and clients have even begun adapting the topgrading interview process. Topgrading is a more extensive and thorough process than a traditional interview. It helps get a more comprehensive picture of each candidate. Topgrading incorporates the traditional interview process.
Take a closer look at each step in the interview procedure to understand your responsibilities.
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How Do I Improve My Phone Screen Interview Skills
Here are some ideas to improve your skills in evaluating candidates through phone screen interviews:
- Prepare well. Read candidates resumes thoroughly and write down your concerns or questions. Put your interview questions in order of increasing difficulty, to help candidates warm up to more complex material.
- Open with a pleasant tone. Candidates cant see you smile or shake your hand over the phone, so employ other techniques to set candidates at ease
- Pay attention. Phone screens are short conversations. Focus on what candidates say and their tone of voice. Also, itd be good to chime in with phrases like Thats interesting, or others, to convey youre listening.
- Encourage candidates to speak. To evaluate candidates over the phone, get them to speak as much as possible. Avoid asking questions they can easily answer with a yes or no, and ask probing questions when answers are unclear.
What Is The Interview Process
The interview process is the multistep practice that companies use to screen and hire new employees. The different stages and requirements involved with this process can highly vary depending on the industry, position and company where you are interviewing.
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Stages Of The Interview
STAGE 1: Introduction
Lasting approximately two to three minutes, you are meeting the interviewers and being escorted to the interview room. It is essential that you start strong, offering a firm handshake, standing confidently, and making good eye contact. Some reports indicate that employers will make their decision to hire a candidate within the first 30 seconds of the interview! Employers may take the time to share information about their organization. Feel free to jot down notes to remember key points for future reference.
STAGE 2: Q& A
The longest portion of the interview, this is when the employer asks you questions and listens to your responses. If the interview is a 30-minute screening interview, this portion is typically about 20 minutes long.
STAGE 3: Your Questions
The employer will ask if you have any questions. This is your chance to demonstrate your knowledge of the organization by asking thoughtful questions. Always come prepared! Bring at least three questions, but also feel free to modify them based on the information you learn during the interview. Be sure to make notes as the interviewer answers your questions.
STAGE 4: Closing
During the last few minutes, take the time to end on a positive note. Reiterate your interest in the position and gather business cards from everyone present. Be sure to thank them for the invitation to interview and offer a firm handshake while making good eye contact.