What are the most effective ways to prepare clients for job interviews?

This is a must! When going for an interview, you need to understand in detail what is the company and the specific role you are applying for. This will allow you to: - Demonstrate how your knowledge and experience can be a great add-on; - Showcase your passion for the company's mission and the impact of the role; - Ask any relevant questions you'd like to clarify so that you can a) demonstrate you've done your research and b) assess for yourself if this is the right position for you; and - Ultimately by demonstrating that you've taken the time to complete research you are straight away showing that you are determined, committed, and have a genuine interest in the position. You want every opportunity you can get to show how great you are!

Do your homework… on the company, the position, the interviewer. Have a clear understanding of what they do and what they are about. Then take it a step further to find something other candidates might not. Use it as an opportunity to stand out. Research common interview questions. Put the job description into Chat GPT and ask it what types of interview questions you might be asked and to give you good answers. Get someone to do practice interviews with you. Google now has an interview preparer, too. Have several questions to ask at the end. Dress better than the job requires and be exactly 15 minutes early. Send a thank you email to everyone who interviewed you within 24 hours, preferably same day, with highlights from the interview.

The most effective ways to prepare clients for job interviews are: 1 - Mock interviews that are related to the specific job the client wants to apply for (other at least a job in the same industry) 2 - Go over every “tricky” interview question that can be asked in the client’s specific case (for example: career gaps, short stay in the last job, lay off, industry change, etc) 3 - Teach them what to do before the job interview, during the job interview and after the interview is over. 4 - After the interview, review what went well and what can be improved, so there’s always learning involved.

Familiarise yourself with the STAR (situation, task , action and result) model and implement this technique to answer competency based questions.

In addition to presenting yourself professionally, think about whether you’re interviewing in person or remotely. Phone and video interviews involve a different set of considerations: 1. Setting - eliminate background noise and distractions 2. Video quality - what’s behind you, how good is the light, what is the camera angle 3. Nonverbals and small talk - fewer cues via phone and video It’s worth practicing with a friend or colleague to find the right “stage” for your remote interview. That way you can shine with confidence on the day of!

Self-assessment: Encourage clients to reflect on their skills, strengths, and weaknesses, and align them with the job requirements. Mock interviews: Conduct practice interviews to build confidence and refine responses to common questions. Behavioural and situational questions: Teach clients how to structure their responses using the STAR (Situation, Task, Action, Result) method. Dress and demeanour: Provide guidance on appropriate attire and professional conduct during interviews. Post-interview follow-up: Instruct clients on sending thank-you notes and the importance of post-interview etiquette. Confidence-building techniques: Offer strategies for managing anxiety and stress before and during the interview.

J'ajouterais que la connaissance de soi est indispensable pour bien "se vendre" en entretien. Connaitre ses compétences, ses forces et savoir les illustrer au moyen d'exemples pertinents est le meilleur moyen d'arriver sereinement en entretien. En tant que candidat, il sera alors plus facile d'adapter ses réponses aux questions du recruteur. Et ne pas avoir peur de poser des questions ! Il est perturbant pour un recruteur de se retrouver face à un candidat qui n'a aucune question : soit on a trop parlé et on a tout dit, soit l'intérêt du candidat pour le poste n'y est pas. Dans les 2 cas, l'expérience n'est pas positive!