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when you don't get the job

What You Should Do When You Don’t Get the Job

Even in today’s candidate-driven market, it’s possible to be turned down for a job. Getting passed up for a job opportunity is part of life, and it can be a great learning experience along the way to help you hone your interviewing skills in the future. Almost every job seeker will be denied for a job at some point in their career, and it can really be destructive to your job search if taken the wrong way. If you get that dreadful rejection message in your inbox, here is what you should do when you don’t get the job.

Ask for feedback

The first thing you should do, whether it’s over the phone or through an email response, is to ask for feedback. Sometimes, hiring managers or HR will voluntarily provide feedback on why you didn’t get the job. But more often than not, you will just receive a vague email that goes on the lines of:

“Thank you for your interest in <insert company name> for the <insert job title> position. I am writing you to inform you that we have ultimately selected another candidate that best matches the job requirements for the position. We appreciate your time, and we wish you luck on your future career endeavors.”

Pretty unhelpful, right? This is your opportunity to respond thanking them for the opportunity and asking for feedback. This feedback will be crucial because it can help you change how you prepare for interviews in the future. It can also help you identify what hard skills you should add to your repertoire this year.

Ask to connect with the hiring manager on LinkedIn

While you are requesting interview feedback from the hiring manager, ask if you can connect with them on LinkedIn. Express your interest with the company and let them know that you will be open to other opportunities in the future. Connecting with them on LinkedIn allows you to stay engaged with them and the company, so you stay at the forefront of the hiring manager’s mind when they need to add a new team member.

Keep your chin up – it may not be your fault

When you ask the hiring manager for feedback, you may realize that it may not have been your fault. There are dozens of reasons why you may have been passed up for the job, reasons completely out of your control. They may have promoted an internal employee, or your salary requirements were not within their pay range. Ultimately, it may not be your fault and can sometimes be entirely out of your control. However, you won’t know until you ask!

Work with a recruiter

So, now you know a few things you should do when you don’t get the job. If you really want to take your job search to the next level, partner with an experienced recruiter. Our team of dedicated recruiters at Johnson Service Group will champion you throughout the entire hiring process. We will work with you to find a job that suits your needs and skillsets. Reach out to us today, and let’s find you a new career in 2020.

How To Avoid False-Positive Hiring Decisions

How To Avoid False-Positive Hiring Decisions

There is an art to interviewing, and just because someone has mastered that aspect it doesn’t necessarily mean they are the right person to hire, which is why we want to discuss false-positive hiring. This is when you hire someone who excels during the interview but underperforms on the job once hired. How can you avoid making this fateful mistake? Follow these 3 steps to ensure that you aren’t hiring candidates just because they’re an expert interviewer.

Dig deeper

Many interviews feature the same questions. “Why do you want to work here?” “What are your strengths and weaknesses?” “Why should we hire you?” And while these questions can be an effective initial gauge, it’s crucial to push candidates a little further in order to understand their true personalities and motivations. Always ask candidates to elaborate on their answers and ask further questions based on their responses.

Seek diversity

When sifting through resumes and conducting interviews, be sure to assess a variety of candidates. Seek diversity in gender, age, ethnicity, experience, and more. It’s been proven that teams with more diversity consistently perform better and are overall more successful. Additionally, this will allow you to avoid confirmation bias, wherein you hire someone whom you think would be suitable for the job without actually assessing their skills

Set clear expectations about the job (and follow-through)

When candidates have an idyllic concept of the job they’re interviewing for in their mind, they may just say anything necessary to get the job. To truly understand if someone will be a good fit, explain all aspects of the job, good and bad. Ask behavioral questions centered around the challenges of the position to avoid false-positive hiring. Pry the candidate on how they work on teams, individually, and how they like to be managed. Discuss 30, 60, and 90-day goals and how employees are evaluated at each stage. Be sure to follow through on those evaluations, and don’t be afraid to set high expectations!

Looking for more tips on how to improve your hiring process? Connect with one of our experienced team members today!

Behavioral Interview Questions

Behavioral Interview Questions You Should Be Asking Candidates

Interviewing candidates can be challenging. Not only is it time-consuming, but also there is a lot of pressure to determine precisely if this person will be the right fit for your position, team, and company as a whole. One of the best ways to do this is via behavioral interview questions. In fact, behavioral interviewing is often considered to be the most effective technique across different levels, organizations, and industries.

Here is a quick synopsis of behavioral interviewing from SHRM:

“Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization.”

So, which behavioral interview questions should you ask in order to compare candidates and determine their qualifications objectively? Let’s jump right into a few of our favorites here at JSG.

Describe your proudest professional accomplishment.

This is a great question to kick off a behavioral interview. It allows the candidate to reference something they’re passionate about and gets them more comfortable right off the bat. When listening to their answer, try to pick up on a couple of cues. Do they give credit to other team members? How significant of an accomplishment was it? Did this accomplishment assist in propelling their career development further?

Tell me about a time you failed. What could you have done to make it better, and how did you move past it?

Everyone has failed at some point in their career. In fact, your best candidates will have experienced plenty of failures. The difference is that they will have learned and grown from each situation. Avoid candidates who dance around giving an actual failure. Don’t take a page out of Michael Scott’s book. This is not the time for a fluffy answer of “I care too much.”

Behavioral Interview Questions

Give me an example of a time when you had to work with someone whose personality was different from yours.

This question can be tricky to answer. You are NOT looking for the candidate to throw a previous coworker under the bus. You should be, however, interested in discovering how they handle conflict in general. Do they address it head-on or look for support from upper management? There isn’t necessarily a right or wrong answer, but the insights you gain can help you understand how to manage this person best.

Describe a time when you were juggling a lot of different projects. How did you prioritize?

The logic behind this question is twofold. First, you’ll be able to understand what the candidate deems as “a lot of projects.” Second, you’ll get an inside peek into their thought process. Everyone gets overwhelmed at times; it’s how we handle it that’s most important.

So, these four behavior interview questions will help you determine if the candidate is a true fit for your team.

phone interview

How to Pull Off Your Next Phone Interview

If you’re hunting for a new job, chances are you’re going to have an upcoming phone interview. Many job seekers tend to brush off the phone interview and think it’s just a simple screening process. That may be partially true, but a phone interview is nothing to take lightly. It’s often your first impression with a hiring manager (aka your potential boss), and you must prepare accordingly. Here are four simple tips to help you successfully pull off your next phone interview.

Have your resume and job description in front of you

Even after doing some thorough research, you want to ensure you have a copy of your resume and the job description in front of you. You obviously know what’s on your resume, but it’s always a good idea to have it next to you so you can answer any questions the interviewer may have. Sometimes, in the heat of the moment, things can slip your mind, so be sure to have it by your side! Also, having the job description in front of you will help guide you through any interview questions to ensure you communicate that you are capable of the key functions of the position.

Be next to your computer or tablet

Additionally, it’s a great idea to be near your computer or laptop. Have a couple of internet tabs open before the phone interview: the company’s website, their “about” page, their social media pages, and any blogs or news releases. You want to have as much information as possible to help you answer (as well as ask) questions intelligently.

A typical phone interview question is, “What do you know about our company?” Having these resources at your hand will help you navigate this question successfully!

Communicate professionally and clearly

This goes for every type of interview, but you always want to ensure you are communicating professionally and clearly on the phone. Now, some of these may be common sense, but it’s still good to remind yourself of these before the interview nerves start kicking in:

  • Don’t chew gum or have anything else in your mouth
  • Speak slowly and clearly
  • Never interrupt your interviewer
  • And speak professionally (no slang)

And don’t forget to smile! It may sound weird, but you can typically tell if an interview is bored or disinterested during a phone interview. So, put on your best smile and let the interviewer hear some of your personality and excitement!

Don’t forget the thank you!             

A lot of candidates brush off a thank you note for a phone interview. However, sending a nice thank you note can really make a difference when employers are discussing each of the candidates. Send a nice thank you note shortly after your phone conversation. Thank them for their time and highlight a few of the things you enjoyed discussing. And if you like what you hear, don’t be afraid to let them know that in your thank you!

Need some help crafting your thank you note? Here are some helpful tips that might help!

streamline your hiring process

How to Streamline Your Hiring Process in 2020

Many companies are slowing down right now. The holidays are just around the corner, and that much-needed time off is directly in your sight. But if you’re a hiring manager, the opposite is likely occurring. You’re figuring out ways to get your critical roles filled and how to do it more efficiently next year. However, this can be challenging if you have an inefficient hiring process. If you’re reflecting on how you and your team can better navigate our tight job market, here’s how to streamline your hiring process in 2020.

Write better job descriptions

The first thing you want to do is take a 10,000-foot view of your job descriptions. No matter how great your hiring process is, if your job descriptions stink, you’re not going to get the right resumes on your desk. Many job seekers are only casually browsing, and thus, your job description really needs to stand out at them. Make them concise, engaging, but not too fluffy. Share a little glimpse of your culture and why your company would be an excellent employer. If you’re ever unsure about your descriptions, read one over and ask yourself if you’d apply for the job. If the answer is no, you have some work to do!

Ask for interview feedback

If you are hosting interview after interview with no luck, why not ask your candidates for some feedback? Whether it’s a brief survey you send them or a simple email, it’s never a bad idea to hear how you can improve from those going through your hiring process. If a candidate backs out of the process or declines your job offer, don’t be afraid to ask for some constructive criticism. This can be an invaluable exercise to help improve your hiring process in 2020.

Move it along efficiently

We won’t spend too much time here as we have discussed this topic numerous times throughout the year. Your team must speed up your hiring process. We have a saying in our industry: “time kills all deals.” In this hot market, you will lose out on your candidates if you take too long to interview, onboard them, or fail to provide feedback to your recruiters.

Partner with a recruiting firm

Speaking of recruiters, one of the easiest ways to streamline your hiring process in 2020 is to partner with a recruiting firm, like Johnson Service Group. We will take the leg work out of your recruiting efforts by sourcing, interviewing, and communicating with candidates. If you’re looking to improve your hiring next year, let’s work together and help you find the talent you need.

insightful interview questions

5 Insightful Interview Questions You Should be Asking

If you have an interview coming up, chances are you’ve spent a decent amount of time preparing answers to typical interview questions. And while it’s essential that you are ready for whatever questions are thrown your way, have you thought about the questions you’ll ask? Inevitably at the end of every interview, your interviewer will ask, “So, what questions do you have for us?” Don’t get caught empty-handed! These are just a few insightful interview questions for candidates to ask at the end of an interview that will leave a great impression.

How could I make an immediate impact in this role?

This is a great question to kick off the last part of your interview. Most importantly, it allows the interviewer to picture you in the role. However, it also gives you a significant hint as to how you can be successful if hired. Listen for key indicators of success; do they expect you to hit benchmarks immediately? Or is there an extensive training period that you need to conquer first?

How does this role interact with other team members and departments?

The answer to this question will be valuable in understanding how you would fit into the greater company puzzle. Depending on the response, you will also gain insight into whether it’s a good fit for you personally. It may be a more independent role with limited interaction with other team members, or it could be highly social with interactions on multiple levels.

What excites you most about working for this company?

This question is strategically worded for the interviewer to answer depending on their interpretation. They may talk about all of the things they love about working there. Or, they may delve into some exciting future projects. Either way, feel free to ask a follow-up question to get the other answer!

How would you describe the company culture here?

Hopefully, you did your due diligence before the interview and gained a basic understanding of the company culture. However, asking an interviewer this question can give you insights you can’t get online! Moreover, they may share some insider information about company get-togethers and office comradery.

What are the next steps in the hiring process?

You will find this question on every list we write because it’s arguably the most important! Asking about the next steps shows your interest in continuing with the process. Additionally, it will give you valuable information about when you can follow up without feeling like a pest.

Hopefully, these five insightful interview questions will help you reach success in your next job interview. And if you’re looking for some great answers to common interview questions, here’s our helpful guide.

modern interview questions

How to Answer 5 Modern Interview Questions

Interviewing has changed significantly over the years. From handshake agreements to video conference interviews from halfway around the world, modernization has changed how we find and hire candidates. As a job seeker, this means that you could always encounter something new during the hiring process. Today, we’re covering five modern interview questions and how you should answer so that you can nail your next interview!

What’s something you could teach me?

In today’s modern workforce, there is a large discrepancy in age and, thus, experience. Baby Boomers have years of industry experience that comes with a wealth of valuable knowledge. Likewise, Millennials and Generation Z grew up in the age of tech, which often comes with its own advantages. To answer this question, focus on a unique value that you have acquired throughout your career or experiences. Try not to make assumptions about what the interviewer knows or doesn’t know right off the bat!

What Podcasts do you like to listen to?

According to 2019 statistics, 51% of Americans have listened to a Podcast. If you are part of that group, you probably have a great answer ready to go! If not, we suggest jumping on board. There are thousands of Podcasts available for consumption on anything from industry news to pop culture. Depending on how formal the interview is, you may want to adjust your answer. Although, you never know if a bond over Bachelor-related Podcasts could be what makes you stand out from the rest of the candidates!

Do you keep up with current events? How do you consume your news?

Of course, you should be keeping up with current events daily, but how you are consuming news can be a bit tricky. We’re going to spoil it for you a bit by saying that social media alone is not an acceptable answer. We encourage you to add industry news to your daily email subscriptions. No matter what your specialty is, there are always new advancements and industry trends of which you want to be aware.

Pro tip: check out our blog to stay up-to-date with industry news and the current state of the labor market!

What’s your go-to karaoke song?

Questions like this bring levity to an interview. There is absolutely no right or wrong answer (as long as the song is appropriate)! The interviewer is merely trying to make you feel more comfortable and turn the interview more conversational. Have fun with your answer (and be prepared to follow through if you get hired and invited to employee karaoke night!)

Why are manhole covers round?

This popular modern interview question comes up in interviews with large companies more frequently than you’d think. You may know the answer (click here to find out!), or you may not. What really matters is the thought process behind your answer. With thought-provoking questions like these, feel free to think out loud so that your interviewer can get a glimpse into your thought process.

Keep these five answers in mind when you head into your next interview. And if you are looking for some more interview advice, check out all of our great interview recourses!

Best Time to Find a New Job

Why This is the Best Time to Find a New Job

What’s the best time of year to look for a new job? It’s kind of a loaded question, isn’t it? Various factors play into a successful job search – your industry, location, your experiences… The list goes on. However, this time of year is a fantastic time to look for a new opportunity! Yes, you heard that right. It may seem like a challenging time to nail down a new job opportunity at the end of the year, but this is a great time to explore new job prospects. Here are three reasons why this is the best time to find a new job.

It’s easier to schedule interviews

At this time of year, you’re probably taking some time off for the holidays. So, instead of awkwardly lying to your boss and calling in sick or making up a fake appointment to attend an interview, why not schedule one on your vacation? Most face-to-face interviews are only about an hour-long, and thus, doesn’t take a huge dent out of your holiday. However, if you take a half-day to sneak out of work for an interview, it will more than likely derail your productivity for an entire day.

Hiring managers are budgeting for the new year

Right now, hiring managers are finalizing their budgets for the new year. They are planning how to allocate their budget and how their team is going to grow. This is an excellent time for you to advance your career and get that much-needed raise. As a candidate, it’s a little easier to ask for the money you need to make a move as hiring managers are creating their budgets. If you try to get a job earlier in the year, their budget is likely set in stone, and it may be more challenging to get the money you are after. In other words, employers maybe a little bit more flexible with your salary requirements this time of year!

Time is on your side

Time is always of the essence in the hiring process. When interviewing for new opportunities, employers can’t afford to take their time making hiring decisions at this time of the year. With several holidays and lots of hiring managers/HR taking vacation time, employers have to move quickly to get candidates hired before the end of the year. If you’re looking for a new job and don’t want to be dragged around while employers make hiring decisions, this is a great time to kick off your job search!

Let JSG help find you your next opportunity

So, if you’re convinced that this is the best time to find a new job, let us help you make your next career move. We have hundreds of exciting job opportunities across the U.S. and Canada. Partner with a recruiter that is passionate about helping job seekers find great job opportunities. Contact us today!

behavioral interview questions

Behavioral Interview Questions You Should Be Asking Candidates

Interviewing candidates can be challenging. Not only is it time-consuming, but there’s a lot of pressure to determine precisely if this person will be the right fit for your position, team, and company as a whole. One of the best ways to do this is via behavioral interview questions. In fact, behavioral interviewing is often considered to be the most effective technique across different levels, organizations, and industries. 

Here is a quick synopsis of behavioral interviewing from SHRM

“Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization.”

So, which behavioral interview questions should you ask to compare candidates and determine their qualifications objectively? Let’s jump right into a few of our favorites here at JSG.

Describe your proudest professional accomplishment. 

This is a great question to kick off a behavioral interview. It allows the candidate to reference something they’re passionate about and get comfortable right off the bat. When listening to their answer, try to pick up on a couple of cues. Do they credit other team members? How significant of an accomplishment was it? Did this accomplishment assist in propelling their career development further?

Tell me about a time you failed. What could you have done to make it better, and how did you move past it? 

Everyone has failed at some point in their career. In fact, your best candidates will have experienced plenty of failures. The difference is that they will have learned and grown from each situation. Avoid candidates who dance around, giving an actual failure. This is not the time for a fluffy answer of “I care too much.” You want a real answer that demonstrates that the candidate is self-aware and capable of learning from and moving on from shortcomings.

Give me an example of a time when you had to work with someone whose personality was different from yours. 

This question can be tricky to answer. You are NOT looking for the candidate to throw a previous coworker under the bus. You should be, however, interested in discovering how they handle conflict in general. Do they address it head-on or look for support from upper management? There isn’t necessarily a right or wrong answer, but the insights you gain can help you understand how to manage this person best. 

Describe a time when you were juggling a lot of different projects. How did you prioritize? 

The logic behind this question is two-fold. First, you’ll be able to understand what the candidate deems as “a lot of projects.” Secondly, you’ll get an inside peek into their thought process. Everyone gets overwhelmed at times; it’s how we handle it that’s most important.

Behavioral interview questions are a great technique to determine if a candidate is a right fit for the position and your team. If you want to read some of our other go-to interview advice, check out our blog!

Haunt Your Job Search

Five Things That Will Haunt Your Job Search

Did you know that October is the hottest month for hiring? If you’re interested in taking advantage of today’s 3.5 percent unemployment rate, there are millions of opportunities across the country. However, regardless of the condition of today’s labor market, you still have to be conscious of how you pursue your job search. Here are five things that will haunt your job search, even in today’s tight market.

Not doing your homework

Whether it’s writing your resume or preparing for an interview, you must do your homework on the company. When drafting your resume, take a close look at what’s on the job description. You essentially want your resume to mirror their job description to demonstrate that you’re qualified for the position. And for an interview, you want to take a deep dive online to prepare. Check out their website, social media accounts, and do a quick Google search. Try to gather an idea of their company culture, mission and values, and recent news about the company. These will all help you create talking points during your interview. More and more companies are beginning to ask candidates what they know about their company to see if they came prepared and to evaluate how serious they are about the position.

Apply for too many jobs at the same company

Be careful where you apply. It’s never a good idea to apply for numerous positions at the same company during the same period. It comes across as desperate to hiring managers and human resources professionals. Sure, applying for a couple of jobs is fine if you’re qualified for each of them. However, if you go down the list of open positions and apply for a handful of them, it can spook the company. And if you’re applying for a bunch of jobs, be cautious; it’s easier than you think to apply to the same company multiple times without realizing it. So, don’t scare away your chances of receiving a job before you even get a shot at an interview.

Not dressing appropriately for your interview

If you’re heading into an interview, make sure you dress appropriately. And that doesn’t always mean wearing a suit and tie. If it’s an onsite interview at a manufacturing plant or mining facility, bring your steel-toed boots. If it’s an office setting, you’ll want to dress at least business casual. The key is to dress one step above the company’s typical office attire. If you’re not sure what to wear, ask HR. But when in doubt, always dress for success.

Poor communication

In this candidate-driven market, hiring managers are struggling with being ghosted – candidates who suddenly drop out of the interviewing process. If you stop communicating with hiring managers or HR, they’ll probably assume you’re no longer interested. Strong and clear communication is vital throughout the entire process. If you have any questions, don’t be afraid to ask them. But when a hiring manager reaches out to you, respond appropriately, or they may assume you’re dropping your name out of the race.

Not working with a recruiter

Have you worked with a recruiter before? If you really want to step up your job search game, then team up with a professional recruiter, like one from JSG. We have a talented team of recruiters that specialize in a wide array of industries. We build strong relationships with hiring managers and will help get your resume on the top of their desks instead of it just sitting in a pile on their computer. We’ll walk you through every step to ensure your job search isn’t haunted. Ready to take your career to the next level? Reach out to us today, and we’ll help you find your next opportunity!