ORourke Strategy’s Post

𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗶𝗽 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗱𝗮𝘆! Falling in the category of being overqualified for a job position can present challenges, as employers may worry that you will become dissatisfied or seek higher-level positions. However, there are ways to use being overqualified to your advantage. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿: 1. 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀: During the interview, proactively address the employer's concerns about your overqualification. Emphasize your genuine interest in the role and explain why you are willing to take a position below your experience level. Assure the hiring manager that you are committed to contributing to the company's success and that you see the position as an opportunity for growth and development. 2. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗦𝗸𝗶𝗹𝗹𝘀: Focus on the skills and experiences directly applicable to the job. Emphasize how your expertise can benefit the company and contribute to its success and show how your qualifications make you an asset rather than a liability. By highlighting your relevant skills, you can demonstrate that you bring added value to the position. 3. 𝗕𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲: 𝗪𝗵𝗲𝗻 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗻𝗴 𝘀𝗮𝗹𝗮𝗿𝘆 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀: be open and flexible. Avoid giving the impression that the position is beneath you. Let the hiring manager know that you are willing to negotiate and that you understand the company's budget constraints. Being flexible can help alleviate concerns about your salary expectations 4. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: If you have connections within the company or know someone who knows the interviewer, use that to your advantage. Networking can help you establish a personal connection and potentially overcome any reservations about your overqualification. It may also provide insights into the company culture and help you navigate the hiring process more effectively. 5. 𝗧𝗮𝗶𝗹𝗼𝗿 𝗬𝗼𝘂𝗿 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Customize your resume and cover letter to highlight your relevant skills and experiences. Use the summary or objective sections to explain your transition goals and why you are interested in the position. Tailoring your application materials can help you present yourself as a strong candidate despite being overqualified. 6. 𝗦𝗵𝗼𝘄 𝗘𝗻𝘁𝗵𝘂𝘀𝗶𝗮𝘀𝗺: Demonstrate genuine enthusiasm for the role and the company. Express your passion for the work and your eagerness to contribute. Hiring managers appreciate candidates who are genuinely interested and motivated, regardless of their level of qualification 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿, 𝗲𝘃𝗲𝗿𝘆 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘂𝗻𝗶𝗾𝘂𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗼𝗻𝗲 𝗽𝗲𝗿𝘀𝗼𝗻 𝗺𝗮𝘆 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗮𝗻𝗼𝘁𝗵𝗲𝗿. 𝗜𝘁'𝘀 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗼 𝗮𝘀𝘀𝗲𝘀𝘀 𝘁𝗵𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗰𝗶𝗿𝗰𝘂𝗺𝘀𝘁𝗮𝗻𝗰𝗲𝘀 𝗮𝗻𝗱 𝘁𝗮𝗶𝗹𝗼𝗿 𝘆𝗼𝘂𝗿 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗮𝗰𝗰𝗼𝗿𝗱𝗶𝗻𝗴𝗹𝘆.

𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗶𝗽 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗱𝗮𝘆! Falling in the category of being overqualified for a job position can present challenges, as employers may worry that you will become dissatisfied or seek higher-level positions. However, there are ways to use being overqualified to your advantage. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿: 1. 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀: During the interview, proactively address the employer's concerns about your overqualification. Emphasize your genuine interest in the role and explain why you are willing to take a position below your experience level. Assure the hiring manager that you are committed to contributing to the company's success and that you see the position as an opportunity for growth and development. 2. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗦𝗸𝗶𝗹𝗹𝘀: Focus on the skills and experiences directly applicable to the job. Emphasize how your expertise can benefit the company and contribute to its success and show how your qualifications make you an asset rather than a liability. By highlighting your relevant skills, you can demonstrate that you bring added value to the position. 3. 𝗕𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲: 𝗪𝗵𝗲𝗻 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗻𝗴 𝘀𝗮𝗹𝗮𝗿𝘆 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀: be open and flexible. Avoid giving the impression that the position is beneath you. Let the hiring manager know that you are willing to negotiate and that you understand the company's budget constraints. Being flexible can help alleviate concerns about your salary expectations 4. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: If you have connections within the company or know someone who knows the interviewer, use that to your advantage. Networking can help you establish a personal connection and potentially overcome any reservations about your overqualification. It may also provide insights into the company culture and help you navigate the hiring process more effectively. 5. 𝗧𝗮𝗶𝗹𝗼𝗿 𝗬𝗼𝘂𝗿 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Customize your resume and cover letter to highlight your relevant skills and experiences. Use the summary or objective sections to explain your transition goals and why you are interested in the position. Tailoring your application materials can help you present yourself as a strong candidate despite being overqualified. 6. 𝗦𝗵𝗼𝘄 𝗘𝗻𝘁𝗵𝘂𝘀𝗶𝗮𝘀𝗺: Demonstrate genuine enthusiasm for the role and the company. Express your passion for the work and your eagerness to contribute. Hiring managers appreciate candidates who are genuinely interested and motivated, regardless of their level of qualification 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿, 𝗲𝘃𝗲𝗿𝘆 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘂𝗻𝗶𝗾𝘂𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗼𝗻𝗲 𝗽𝗲𝗿𝘀𝗼𝗻 𝗺𝗮𝘆 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗮𝗻𝗼𝘁𝗵𝗲𝗿. 𝗜𝘁'𝘀 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗼 𝗮𝘀𝘀𝗲𝘀𝘀 𝘁𝗵𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗰𝗶𝗿𝗰𝘂𝗺𝘀𝘁𝗮𝗻𝗰𝗲𝘀 𝗮𝗻𝗱 𝘁𝗮𝗶𝗹𝗼𝗿 𝘆𝗼𝘂𝗿 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗮𝗰𝗰𝗼𝗿𝗱𝗶𝗻𝗴𝗹𝘆.

𝗨𝘀𝗶𝗻𝗴 𝗕𝗲𝗶𝗻𝗴 𝗢𝘃𝗲𝗿𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱 𝗳𝗼𝗿 𝗮 𝗝𝗼𝗯 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 Being overqualified for a job position can present challenges, as employers may worry that you will become dissatisfied or seek higher-level positions. However, there are ways to use being overqualified to your advantage. Here are some strategies to consider: 1. 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀: During the interview, proactively address the employer's concerns about your overqualification. Emphasize your genuine interest in the role and explain why you are willing to take a position below your experience level. Assure the hiring manager that you are committed to contributing to the company's success and that you see the position as an opportunity for growth and development 2. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗦𝗸𝗶𝗹𝗹𝘀: Focus on the skills and experiences that are directly applicable to the job. Emphasize how your expertise can benefit the company and contribute to its success. Show how your qualifications make you an asset rather than a liability. By highlighting your relevant skills, you can demonstrate that you bring added value to the position 3. 𝗕𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲: When discussing salary requirements, be open and flexible. Avoid giving the impression that the position is beneath you. Let the hiring manager know that you are willing to negotiate and that you understand the company's budget constraints. Being flexible can help alleviate concerns about your salary expectations 4. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: If you have connections within the company or know someone who knows the interviewer, use that to your advantage. Networking can help you establish a personal connection and potentially overcome any reservations about your overqualification. It may also provide insights into the company culture and help you navigate the hiring process more effectively 5. 𝗧𝗮𝗶𝗹𝗼𝗿 𝗬𝗼𝘂𝗿 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Customize your resume and cover letter to highlight your relevant skills and experiences. Use the summary or objective sections to explain your transition goals and why you are interested in the position. Tailoring your application materials can help you present yourself as a strong candidate despite being overqualified 6. 𝗦𝗵𝗼𝘄 𝗘𝗻𝘁𝗵𝘂𝘀𝗶𝗮𝘀𝗺: Demonstrate genuine enthusiasm for the role and the company. Express your passion for the work and your eagerness to contribute. Hiring managers appreciate candidates who are genuinely interested and motivated, regardless of their level of qualification 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿, 𝗲𝘃𝗲𝗿𝘆 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘂𝗻𝗶𝗾𝘂𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗼𝗻𝗲 𝗽𝗲𝗿𝘀𝗼𝗻 𝗺𝗮𝘆 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗮𝗻𝗼𝘁𝗵𝗲𝗿.

𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗶𝗻𝗴 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝘀! 𝗨𝘀𝗶𝗻𝗴 𝗕𝗲𝗶𝗻𝗴 𝗢𝘃𝗲𝗿𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱 𝗳𝗼𝗿 𝗮 𝗝𝗼𝗯 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 Being overqualified for a job position can present challenges, as employers may worry that you will become dissatisfied or seek higher-level positions. However, there are ways to use being overqualified to your advantage. Here are some strategies to consider: 1. 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀: During the interview, proactively address the employer's concerns about your overqualification. Emphasize your genuine interest in the role and explain why you are willing to take a position below your experience level. Assure the hiring manager that you are committed to contributing to the company's success and that you see the position as an opportunity for growth and development 2. 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗦𝗸𝗶𝗹𝗹𝘀: Focus on the skills and experiences directly applicable to the job. Emphasize how your expertise can benefit the company and contribute to its success. Show how your qualifications make you an asset rather than a liability. By highlighting your relevant skills, you can demonstrate that you bring added value to the position 3. 𝗕𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲: 𝗪𝗵𝗲𝗻 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗻𝗴 𝘀𝗮𝗹𝗮𝗿𝘆 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀: Be open and flexible. Avoid giving the impression that the position is beneath you. Let the hiring manager know that you are willing to negotiate and that you understand the company's budget constraints. Being flexible can help alleviate concerns about your salary expectations 4. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: If you have connections or know someone who knows the interviewer, use that to your advantage. Networking can help you establish a personal connection and potentially overcome any reservations about your overqualification situation. It may also provide insights into the company culture and help you navigate the hiring process more effectively 5. 𝗧𝗮𝗶𝗹𝗼𝗿 𝗬𝗼𝘂𝗿 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻: 𝗖𝘂𝘀𝘁𝗼𝗺𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗺𝗲 𝗮𝗻𝗱 𝗰𝗼𝘃𝗲𝗿 𝗹𝗲𝘁𝘁𝗲𝗿 𝘁𝗼 𝗵𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝘆𝗼𝘂𝗿 𝗿𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀: Use the summary or objective sections to explain your transition goals and why you are interested in the position. Tailoring your application materials can help you present yourself as a strong candidate despite being overqualified 6. 𝗦𝗵𝗼𝘄 𝗘𝗻𝘁𝗵𝘂𝘀𝗶𝗮𝘀𝗺: Demonstrate genuine enthusiasm for the role and the company. Express your passion for the work and your eagerness to contribute. Hiring managers appreciate candidates who are genuinely interested and motivated, regardless of their level of qualification Addressing concerns, highlighting relevant skills, and demonstrating enthusiasm can increase your chances of successfully navigating the hiring process when you are overqualified for a job. Every situation is unique!

#jobinterviewtips [SHARE NOW] One of the most common mistake of candidate when going for interview is sharing negative thought during the interview. For example: 1. I resign from my previous company because the management changes and it not suit to my preference. 2. I resign because I want better salary than my previous company 3. I find that my previous company not performing well, so I escape before being terminated 4. I would prefer not doing any shift or OT in my job. 5. my previous company is micromanaging their employee. Why these kind of answer and statement give negative thought? Because it indicate that you badmouthing your previous/current company to your potential employer and that's not a good attitude reflected on you. How to make a positive spin on this? 1. I want to challenge myself for more competitive environment which I hope to find in your company. 2. Because of my experience and skill that I acquire in my previous company, I hoping for improvement in my remuneration because it might benefits my future employer 3. I find that I can growth in your company and hoping that I able to contribute for your company growth too. 4. I will always prioritize to accomplish my task within the working hour. And only if needed, I will put some extra time and efforts as long it is justifiable. 5. I love to explore a different environment and hoping to perform well to achieve my target without my employer to worry about my KPI. Feel free to share some negative thought/answer in comment section that you know of and I will try my best to make a positive spin of it. [not always working, but I will try] ps: If you looking out, feel free to browse my vacancy list in this link https://lnkd.in/gHxg-TPK or submit your resume to career@quessglobal.my

Sharing an unexpected setback. Our company identified a opportunity and initiated a month-long interview process to fill a crucial position. Following careful evaluations, a suitable candidate was selected. After extending an official offer, the candidate accepted by returning the signed offer letter. The company then began meticulous preparations for onboarding, aligning project timelines and client communications with the agreed-upon start date, considering the candidate's one-month notice period. The candidate confirmed acceptance by physically visiting the office, raising expectations for a smooth transition. However, after merely two days on the job, the candidate unexpectedly resigned just by sending a text message. Consequently, this departure disrupted ongoing projects, client expectations, and the company's workflow. The sudden events like this raises concerns about professionalism and ethical conduct. The company now finds itself back at the initial stages of recruitment, facing challenges in finding a suitable candidate. This not only results in delays but also potential setbacks in project timelines and client relationships.

Attention **** Human Resources Professionals: **** Are you tired of doing countless interviews, only to find that the people leave after 3 weeks, and now you must restart the process...again? It doesn't have to be this way! Are you tired of scrolling through countless resumes, searching for key words, and still not finding the RIGHT PERSON for the role you are trying to hire for? Trust me, they exist. It's about fishing with the right bait! Are you tired of being tired and getting email after email from your boss asking "why haven't we filled this position" or "can we get someone to replace Sally in finance?" This still might happen, and maybe it is the boss that needs some self-awareness. Or maybe the boss is in the wrong role. There is a way to tell very quickly if this is the case, and strategies to help you solve this that are easier than you might think. Do you believe there is a better way? You are right! There is a better way, and it has saved hundreds of hours, and thousands, sometimes hundreds of thousands of dollars for over 8,000 companies in over 160 countries. HR is the real hero in most organizations, but they get the fun task of being the "complaint department," and often get left out of the decision making process. They do most of the work to get people in, and have to deal with the emotions of letting people go, and get little recognition. It is changing, yes, but what gives, am I right? If you want to save yourself a TON of time, a TON of mental energy, and find the RIGHT people more often, please reach out to me. It's not about recruiting, its about the process of developing a job model, and hiring the PERSON that fits that JOB. Many believe that its about experience. Nope. Some say its about connecting with the person, and they must be connected to someone in the system. Nope (this is the most dangerous). Still others think that you can train anyone to do a job. Yep, but they will leave if they are not a good fit, and you will be doing another 2-7 interviews because you didn't know the most basic information about what drives them as a human being. If you would like to learn more about putting the very best people in your organization, you have arrived at the right place, at the right time. You and your company deserve the best. Send me a message and lets change the game for you, and your entire organization! You will be happy you did!

After sharing yesterday’s post about the compensating candidates for interview tasks, I received an interesting account from a candidate that really got me thinking... They were recently asked to complete a comprehensive marketing plan as part of their interview process. This task (𝐩𝐢𝐜𝐭𝐮𝐫𝐞𝐝 𝐛𝐞𝐥𝐨𝐰) required 15 hours of work and was to be completed within just 48 hours. They met the deadline and presented their work to the CEO and the company's #2 for an hour. Prior to this, they had spent an hour with the recruiter, an hour with the CEO, and another hour with the #2. After the presentation, the company praised the work but then requested the presentation itself. The candidate expressed discomfort with providing their work for free and proposed sharing it only after discussing compensation. The company's response implied that not sharing the work could negatively impact their candidacy, which was disheartening for the candidate. Ultimately, they chose not to share their work. 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐡𝐚𝐝 𝐭𝐨 𝐬𝐚𝐲: "𝘛𝘩𝘦 𝘢𝘴𝘴𝘪𝘨𝘯𝘮𝘦𝘯𝘵 𝘪𝘯𝘷𝘰𝘭𝘷𝘦𝘥 𝘥𝘦𝘵𝘢𝘪𝘭𝘦𝘥 𝘵𝘢𝘴𝘬𝘴 𝘴𝘶𝘤𝘩 𝘢𝘴 𝘴𝘦𝘵𝘵𝘪𝘯𝘨 𝘶𝘱 𝘤𝘢𝘮𝘱𝘢𝘪𝘨𝘯𝘴, 𝘥𝘦𝘧𝘪𝘯𝘪𝘯𝘨 𝘒𝘗𝘐𝘴, 𝘥𝘢𝘵𝘢 𝘮𝘰𝘯𝘪𝘵𝘰𝘳𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘮𝘰𝘳𝘦. 𝘐𝘵 𝘸𝘢𝘴 𝘢 𝘳𝘦𝘢𝘭 𝘱𝘳𝘰𝘫𝘦𝘤𝘵, 𝘯𝘰𝘵 𝘩𝘺𝘱𝘰𝘵𝘩𝘦𝘵𝘪𝘤𝘢𝘭. 𝘐 𝘪𝘯𝘷𝘦𝘴𝘵𝘦𝘥 𝘤𝘰𝘯𝘴𝘪𝘥𝘦𝘳𝘢𝘣𝘭𝘦 𝘵𝘪𝘮𝘦 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘪𝘯𝘨 𝘢 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘺 𝘵𝘩𝘢𝘵 𝘤𝘰𝘶𝘭𝘥 𝘣𝘦 𝘥𝘪𝘳𝘦𝘤𝘵𝘭𝘺 𝘶𝘴𝘦𝘥 𝘣𝘺 𝘵𝘩𝘦 𝘤𝘰𝘮𝘱𝘢𝘯𝘺. 𝘈𝘴𝘬𝘪𝘯𝘨 𝘧𝘰𝘳 𝘵𝘩𝘪𝘴 𝘸𝘰𝘳𝘬 𝘧𝘰𝘳 𝘧𝘳𝘦𝘦 𝘧𝘦𝘭𝘵 𝘭𝘪𝘬𝘦 𝘢 𝘥𝘦𝘷𝘢𝘭𝘶𝘢𝘵𝘪𝘰𝘯 𝘰𝘧 𝘮𝘺 𝘵𝘪𝘮𝘦 𝘢𝘯𝘥 𝘦𝘹𝘱𝘦𝘳𝘵𝘪𝘴𝘦." 𝗪𝐡𝐚𝐭 𝐝𝐨 𝐲𝐨𝐮 𝐭𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞𝐢𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞? 💡 Is it reasonable to request this amount of work within 48 hours? 💡 Did they do the right thing by standing their ground? 💡 What would you have done in this scenario? 💡 Is it reasonable to request payment for substantial tasks completed as part of the interview process? 💡 How would you have responded as the hiring manager? I’d love to hear your thoughts 🤔 🤔 🤔 #recruitment #hiring #jobsearchtips #compensation #fairpay #thehonestrecruiter

Let's cut to the chase—if you're missing out on the job offers you want, there's a reason. And I’ve seen it time and again in my 25 years of recruiting in the life sciences, pharmaceutical, and medical device sectors. First up, your resume. It needs to be impeccable. Get someone you trust to give it a once-over, or better yet, invest in professional help to reformat and revise it. Attention to detail is crucial; nothing kills your chances faster than a poorly presented resume. Next, interview preparation is non-negotiable. You must go in armed with the right questions and an understanding of the company and your interviewer. This shows genuine interest and sets a strong first impression. Finally, follow-up is key. Hiring managers are swamped, and a well-timed, thoughtful follow-up demonstrates your eagerness and professionalism without annoying them. Want to turn things around? Consider working with a recruiter. At The Swan Group, my team and I provide candid feedback on your resume and presentation, coach you on interview techniques, and ensure you cover all bases throughout the hiring process. Ready to get serious about landing that next role? Reach out, and let's get you positioned for success. ________________________ Hi, I'm Steve Swan 👋 CEO and Principal of The Swan Group, an Executive Search Firm carving a niche in the Pharma/Biotech industries with a keen focus on IT. Want more posts like this? Click my name + follow + 🔔 The Swan Group is more than a recruitment agency; we're relationship builders, connecting talent, and nurturing careers with joy and pride, prioritizing client and candidate satisfaction. Curious about industry salaries? Drop "Salary Survey" in the comments to receive our FREE 2023 Salary Survey guide, providing valuable industry salary insights. 💼

#Common_HR_Interview_Questions_and_How_to_Answer_Them Questions about Experience and Skills 1_Tell me about yourself: Answer: Start by mentioning your educational background, then move on to your previous work experiences, focusing on the skills and experiences that make you qualified for the job. Briefly conclude with your future career goals. 2_What are your strengths and weaknesses? Answer: Focus on your strengths that relate to the job, such as problem-solving or teamwork. For weaknesses, admit a genuine weakness and explain how you are working to improve it. 3_Why do you want to work for us? Answer: Show interest in the company and its culture, and explain how your skills and interests align with the open position. 4_What are your most significant career accomplishments? Answer: Provide specific examples of your past accomplishments and how they contributed to the success of your previous company. 5_What are your salary expectations? Answer: Do thorough research on average salaries in the field and region, and suggest a realistic figure. You can also mention that you are flexible with salary if you are very interested in the job. Questions about Personality and Fit 6_How do you handle stress and working under tight deadlines? Answer: Provide examples of past situations where you have dealt with pressure, and how you were able to manage your time and deliver work on time. 7_How would you describe yourself as an employee? Answer: Use positive adjectives to describe your personality and skills, such as: hardworking, creative, team player, etc. 8_ What are your long-term career goals? Answer: Discuss your long-term career goals and how they align with the company's vision. 9_ How do you handle criticism? Answer: Show your willingness to accept constructive criticism and how you use it to improve your performance. Behavioral Questions 10 _ Describe a situation where you faced a challenge at work and how you handled it. Answer: Choose a situation that demonstrates your ability to solve problems and make decisions. 11_ Describe a situation where you worked as part of a team, and what your role was. Answer: Demonstrate your ability to work in a team and collaborate with others. 12_Describe a situation where you made an important decision, and what were the results? Answer: Provide an example of a decision you made in the past, and how the results impacted your work. #HR #recruitment #interviews