Interviewing From Every Angle

These days, a resume might as well be a super-sized business card. Some are flashy and have a nice feel, but it's still just a piece of paper. The real magic begins when talent and insight are showcased by work history, productivity, and impacts made while in previous teams and positions during an interview.

The tiers of interviewing

It can be easier for job seekers to approach their interview prep by breaking down the process into three guided tiers. Here's a helpful suggestion.

Tier 1: Preparing for the basics

This first tier includes the basic information you must gather before an interview to help you prepare. The "what, when, and where" of a job interview includes:

• Job position
• Date & time
• Location

Tier 2: Preparing for your audience

This second tier of information needed for a job interview is about "who" you'll be interviewing with and the first impression you're trying to give, beginning with:

• Company research
• Questions you may have for clarity on the role and culture
• Materials for more formal presentations
• Decision-making on interview appearance

Tier 3: Preparing for the mode of interviewing

This last tier focuses on how the interview will be conducted so that you can better plan for your interview environment with confidence. Do you know if your interview will be:

• In-person, by phone, or over video
• One-on-one, in a group, or with a panel
• Structured, semi-structured, or more open-ended and unstructured

Read more about these tiers and other interviewing essentials: Are you ready for your job interview?

Behavioral interviews

Sometimes asking questions specifically structured to reveal a candidate's thought process and methodology through professional experiences is the best way to predict a good fit for hire.

Far from a technical test, behavioral interviews are perfect for showcasing highly valued character traits like authenticity and integrity. In this kind of interview setting, even seemingly negative outcomes, challenges, and setbacks are valuable indicators demonstrating determination, resilience, and resourcefulness.

If you're a recruiter looking for the best way to prepare your candidates for this interview style, inform them of the STAR method: responses that recount specific situations, tasks, actions, and results that demonstrate desired skills to match pointed questions with pointed answers.

Share this article on more techniques for answering behavioral questions here: Answering behavioral interview questions

Preparing from the hiring authority's end

The time, money, and resources that go into finding a great hire are costly. So interview processes need optimization for better quality meetings and outcomes.

The same goes to benefit a potential new employee. It's not easy for gainfully employed job seekers to take the day to meet up with hiring managers regarding new opportunities. Companies stay ahead of their competitors by ensuring interviews are worthwhile, engaging, and well-prioritizing.

A positive interview and hire experience can go a long way in attracting and retaining top talent. Those not working with recruiters should consider how a premium service can help streamline these processes. Watch this episode of gpac's The Howl Podcast, where expert recruiter Jerry Beech shares how both candidates and hiring authorities can better prepare for an interview:

For more interview content and articles on mastering talent acquisition, visit gpac's?Knowledge Center .