Since there have been changes in hiring in recent years, I always try to stay up to date on what jobseekers need to know to put their best selves forward. Recently, curious to explore the other side’s perspective, I met with four human resources professionals to learn more about their perception regarding personnel selection: Anne-Sophie Frégault, Talent Acquisition Consultant for the Société des alcools du Québec (SAQ); Dominique Vincelli, CHRP and Guidance Counsellor at the Université de Montréal and Monarque; Silvester Taddio, recently retired director of human resources; and Christianne Kaddis, Director of Human Resources at Collège Bois-de-Boulogne.
A common worry among jobseekers is the fear of making a faux pas that would be detrimental to getting the job they want. Therefore, while I was conducting these interviews with the four HR experts, part of my focus was on the issue of red flags. Two red flags in the context of selection interviews were unanimous: the lack of preparation for interviews and the lack of interpersonal skills.
Preparation, preparation, preparation
The duration of an interview is limited. Employers prepare their interview questions. So, it’s expected that candidates are also well prepared. This preparation, which grows from introspection, defines a clear path of the person’s educational and professional background. The path also brings to light the person’s aptitudes, weaknesses and motivation.
As part of their preparation, candidates can identify what links their knowledge, know-how and interpersonal skills to the position and company. This preparation promotes conciseness, clarity and a comprehensive organization of ideas, which employers appreciate in this context.
Dominique and Christianne talked about cohesion, structure and organization of ideas in the presentation of oneself in the CV, cover letter and interview. According to Dominique, it’s important to see the thread running through one’s educational and professional background, to understand how this path would logically lead to this position within this company. In this context, the employer is looking for an alignment between the candidate’s background and the job position. The employer wants to see a clear and strong direction revealing that this position for this company is the candidate’s goal and that he or she intends to stay for the medium to long term. In addition, Christianne emphasizes the importance of conciseness; a lack of it can lead the candidate to deviate from the questions.
“… it’s important to see the thread running through one’s educational and professional background, to understand how this path would logically lead to this position within this company.”
Anne-Sophie notices red flags when a person has a hard time explaining long empty spaces between jobs or when the explanation doesn’t make sense. This is another reason why it is so important for the candidate to pay attention to his or her resume’s weaknesses to answer with clarity when it is needed, and to seize the opportunity to show that what may appear as a weakness is actually a strength.
Soft skills
Soft skills are essential to a career. This is what the interview is largely designed to measure. When called for an interview, it’s partly because the employer is satisfied with the educational and professional background presented in the CV and cover letter. The employer is left wanting to learn: Do the person’s values match those of the company and team? Will the candidate be able to maintain cordial professional relationships with the team? Does their personality align with the position and the company?
Silvester explains that the way the person answers interview questions is as important as the answers themselves. The four HR experts agree that employers assess the candidate’s interpersonal skills by observing their responses to scenarios and interview questions, their non-verbal language, their behaviour and their respect of social norms. Sometimes, they involve psychometric testing.
HR professionals are equipped with a strong set of skills such as analyzing non-verbal language and identifying soft skills, as Dominique points out. For example, they easily sense the tensions emerging from a person talking about their past work teams, the reasons for leaving the current job or other subjects that may be delicate. They perceive and dig into potential areas of concern.
Human resources professionals’ sensitivity to tension is yet another reason why introspection is important, Dominique says, since this reflection also prepares jobseekers for tough questions. This introspective work brings awareness to the candidate’s reasons for leaving their current or previous job, motivations, obstacles, learnings from past experiences and desired areas of growth, for instance. This reflection invites the candidate to formulate adequate answers to interview questions.
In conclusion, the four professionals opened the door to the other side of the selection interview process. They brought to light the importance of preparation and interpersonal skills. I would add that the person’s authenticity and honesty is crucial in this context because the aim of the interview is to evaluate the compatibility between the candidate, the position and the company. Always keep in mind that the interview is a two-way street, as the interview is also an opportunity for the candidate to explore their interest in the position and the company.
