Outstanding Candidates presented by C Level Finance to Clients receive a short bullet points list advising them how to “manage” the interview to emphasize their highly relevant professional experience.
Is not compulsory to follow our advice.
However, we noticed that Candidates presenting themselves using our bullet points list are praised by Clients for their interviewing skills.
Let’s cover the mechanics of successful interviewing:
Performance-based recruiting is based on the idea that traditional recruiting is geared with hiring for Day 1 (the day when the newly hired employee comes to work).
Too many recruiters, candidates, and clients are assessing mainly job descriptions, skills, and salary levels.
A far better approach is to always have “the end in mind”.
This means we need to communicate and find out what exactly the new employee has to accomplish in the new job by the 1st anniversary (after 1st years and beyond).
New hire being able to accomplish these objectives means:
- the recruiter has done a good job,
- the candidate made a relevant career move and
- the client made a successful hire.
But first things first.
We always advise our candidates that they need to move further if the job we recruit for is a career move for them, if and only if the new position is superior compared with what they have right now.
We are not in the business of recruiting for lateral moves and you (as a Candidate) shouldn’t act on a lateral move either.
A career move should bring to you:
stretch (you are leaving your comfort zone)
impact in your new organization
growth in your career
This translates into motivation to do the work and in the end satisfaction.
All these should be taken into account while leaving monetary concerns aside.
On the monetary side we agree with you:
what is the level of compensation for which you would be ready to make the move
we update you on the market trends and salary level for your position, using both our data, Client’s data, and other reputable surveys on the market. Fair & Share :)
If the position we recruit for is not going to be a career move for you then we can still network and keep in touch for further opportunities. Moreover, if the position is not relevant to you, you may know someone for whom the opportunity would be a fit.
All these covered, it’s about time to present yourself in the interview with the hiring manager.
See our next installment (2) on "Preparing your interview with the Hiring Manager"
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C Level Finance is about Finance Recruitment & Accounting Recruitment.
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-email us info@clevelfinance.com or book a call here:
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