Author: Bruce Powell

So you’re looking to hire a new team member. You (or your HR department) have screened candidates and identified the top players in the industry, and now it’s time to interview. Your mind may drift toward strategies you’ve used in the past, or what you remember from being interviewed: “What are your top 3 strengths and weaknesses” or “tell me about a time…”
Stop. There’s a better way.

A company you’d like to work for has just interviewed you. Now the waiting game begins. As a candidate, the next few days can be stressful as you keep checking your phone or email inbox for any news. But there are things you could do to ease the uncertainty … and they might even help you land the job.

You’re a job candidate being screened over the phone by a recruiter or hiring manager. How do you make a good impression when the only touch point is your voice? Phone interviews can be intimidating but they don’t have to be. As recruiters, we’re on the phone all day long. We’ve heard our share of great phone screenings … along with not-so-great ones. A good recruiter will work with you to make the process smoother.

Preparation breeds success which is why finding employees who fit perfectly with a company’s goals and culture is the largest contributor to a company’s long term success. In this blog I will outline the top questions headhunters should be asking to find the best fit candidate for the job.

With so many search firms of all shapes and sizes out there (global or independent; retained or contingent) selecting a partner to help fill a critical vacancy can be challenging. However, there are simple questions you can ask a potential recruitment partner to help ensure a successful search.

The goal of every job interview is to differentiate yourself from every other candidate and stand out as exceptional. Here are 9 examples of what not to say during your interview that will help you rise above the crowd.

It’s not surprising that an ethical headhunter would be loyal to the client hiring them to perform a search. If you’re a recruiting professional committed to building relationships for the long term, loyalty to your client is essential to long-term success in business and that translates into consistently finding the best quality candidates for a role.

We’ve often heard from our clients that they have HR needs above and beyond just recruitment or that they’re looking for a more efficient on-site recruitment solution. And many can’t afford or choose not to have an additional full-time HR resource. AugmentHR is the solution.

You interviewed for a great job that scores checkmarks all around on your career wish list. So when you get the call that the job is yours, do you simply agree to sign on the dotted line? Or should you negotiate the terms of your contract to see how much more you can improve the offer?