Dinesh Agarwal’s Post

Ask these 10 questions during every job interview ... yes of course before I proceed/start the selection process with your company I would like to ask a few additional questions to make sure we're not wasting each other's time" 1. I would like to know more about the selection process, how many/what steps in the process do you have, what should I expect and how long does it take? 2. I did some research about the company, but I couldn't find more for the role in question, are you growing the team or replacing a laid off teammate? 3. Tell me more about the company culture, additional social benefits and the team I would work with? 4. How flexible are you with remote or a hybrid work model? 5. What additional resources do you offer for continued career development? 6. What is the median employee retention rate at the company? 7. Do you have a clearly built internal system for goal setting and career growth? 8. How many people are you currently and what are the company's plans until the end of the calendar year? 9. What is the budget for the role I am applying for/you’re trying to attract me for? Oh you can't share, well let's discuss the pay range then. 10. When should I expect feedback? _______________ ✅Not all questions are created equal, but always make sure to ask what is important for you. ♻️Share with others

Congratulations you're Hired! I used to really look forward to hearing this HR statement. I had given 15 interviews last year when I resigned from my last company. Then I understood why I was failing interviews. Here’s Why - - In comparison to their open position, my salary expectations are higher. - Every time I gave an interview, they asked a different question that was completely unfamiliar to me. Then I realize that before giving any interview - - I have to narrow down the companies that will pay me what I expect. in order to avoid wasting time doing sporadic interviews. - Second, in order to meet the company's and my own expectations, I must sharpen my abilities and gain more in-depth knowledge in my industry. Guess what happened when I conducted R&D on companies and refined my skills? I conducted interviews. They are providing me with an offer that exceeds my expectations by more than double that of my previous employer. The scenario concludes with the advice to be specific about your skills before contacting a recruiter for assistance. If you think the recruiter will - Hire you - Train you from scratch  - Guide you Congratulations! You're not getting a job Build your skills, then ask How to get a job. (you might not even have to find any) Follow Prince for more useful Tips! 

Providing job interview feedback is a crucial part of the hiring process. It is the responsibility of hiring managers and recruiters to provide honest and constructive feedback to candidates. Claiming that it could create legal problems is, in my humble opinion, a weak argument. After all, if someone has taken the time to prepare for and attend an interview, they deserve to know how they performed and what they could improve on. #jobinterviewfeedback #hiringprocess #careerdevelopment

Here's a nice little read with some insight into an often asked question.

Hello Connections! This post is to share my interview experience with a top IT firm. Its name is something like....."INFOrmation SYStem". The best part of that interview is it didn't happen at all. I applied for a job in this company on April 15th & the next day I received a confirmation whether I'm willing to take up the interview. I responded "Yes". Then a walk-in interview was scheduled on May 10th. On May 8th, their HR executive called to confirm my availability for the interview & said that I will receive the call letter on May 9th. But shockingly, I didn't receive it. Still, I called their helpdesk and went to the interview venue. Their employee casually said that "Your interview panelists didn't come. That's why you didn't get the invite letter". I asked what they're gonna do about it. They promised that they'll schedule it online in the coming week & gave their mail ID for queries. So, I followed up with them and again my interview was scheduled for May 25th online. Again, another HR executive called me on May 23rd to confirm my availability & said that I'll receive the meeting link on May 24th. I suspected that they might do the same thing again, since I came to know from my network that many people faced the same situation. As I suspected, they didn't send the interview link and I've been waiting for it the whole day and cancelled all my other plans. Dear companies, if you can't conduct the interview then don't pretend like you're hiring. This may showcase your brand in the market but giving false hopes to the candidates damages your reputation badly and makes them lose trust, since they go through lots of preparation and invest time. This is so disheartening, because such a top IT firm does it not just once but twice!! I'd recommend everyone in my network not to apply or join this particular company because they don't keep their word!! #itcompanies #recruitment #hr #technology #hiring #professional

What's your objection when you walk into a meeting? Do you know it? How do you prepare for it? I keep hearing a common objection from people when it comes to their interviewing: They don't want to match my current salary expectations. I like to think of this conversation as really very simple though it can go a few different ways but eventually you get to a number - and you and the person are either in agreement - or you are not. There are multiple factors at play here to decide who has the most leverage and therefore determine how hard you should push. For example, if you're unemployed, is $100k better than $0k? In my opinion, yes, $100k is better than zero k but everyone has to make that decision for themselves. Here's how I hear most people do it though: Interviewer: We're willing to pay $100k for this role. Candidate: I'm looking for $120k Interviewer: We can't meet that, thanks for your time. Candidate: Ok Then candidate says to whoever they talk to, I can't believe blah blah blah wasted my time for blah blah blah over $20k blah blah blah blah blah blah blah....and on and on. If you know what the objection is going to be you can overcome it (or try to) before you have the conversation. It won't work every time but it will work a lot of the time. Try this instead: Interviewer: We're willing to pay $100k for this role. Candidate: I noticed that when I applied to the position and I thought we were close enough in comp to continue the conversation but here's why I'm looking for $120k. At my last employer, I saved them over $1.2M over the last year by executing a strategic pricing study and moving some of our products to more profitable channels. In looking at some of your product portfolio and based on what I've learned from these meetings with your team, I think I could do the same here and I think an investment of $120k for a $1.2m return is reasonable. What do you think? Interviewer: They answer with a yes or no. Candidate: (You either get a yes or a no and you answer accordingly) And this process continues until you either determine they're willing to pay you or they aren't. But don't just say your number, and then shut up, if you know you're X amount over their pay range. Tell them why you're X amount above the range and the value you create that exceeds it. Any thoughts on this? #interviewtips #interviewquestions #interviewing #compensation #money #objections

The main reasons employers do not give feedback after an interview.

The principle of getting back to applicants is close to my heart. In reality its impossible to get back to every applicant personally so standard messages via Linkedin applications is often the only way. However, feedback after interviews is a must. Not for our benefit as suggested in this article but to give the candidate closure. They mustn't be left 'hanging' wondering if they did something wrong. More often than not if candidates have prepared well then they generally do well at interview, the decisive factors are just out of their control i.e. the other candidates. For advice on interview preparation take a look here https://lnkd.in/dj9szHHH #jobhunting #treatotherswell #kindness

🚩🚩🚩🚩🚩 🚨 Using secret challenges to create arbitrary tests for candidates has no place in recruitment. This is not how you identify standout candidates for a role or determine if a candidate will "fit into" the company culture. Recruitment challenges such as this undermine trust, credibility and transparency. It can lead to choosing candidates who pass the leader's "tried and true tests" instead of those who can be successful in the role. Interviews are stressful enough for candidates. They are trying to read the room, come up with articulate responses, make eye contact, smile, demonstrate interest, ask the right questions - the list goes on and on. Interviews should foster trust and respect on both sides as it is a two-way street. 🚩🚩🚩 = 👟👟💨 #Careers #Leadership #HumanResources #JobSeekers https://lnkd.in/gdTfH3GJ

Unmasking Potential: Rethinking Interview Questions Some interview questions are unnecessary. For example, asking a candidate if they can arrive during office hours when the office operates from 9:30 am to 5:30 pm, or inquiring about their difficulties in commuting via public transportation. Questions like "Where do you want to be in the next five or ten years?" and "What are your salary expectations?" can be unproductive. Instead, we should focus on questions that provide insight into the candidate's potential, determination, ability to learn and adapt, rather than solely focusing on their current knowledge and skills. The focus should be on the value they can bring to the table. #interviewing #hiring