Second Interview – 5 Questions To Prepare For

Second Interview - 5 Questions To Prepare For

Preparing for this question would also give you an idea whether you see yourself in this company or not. As expert headhunters in Germany, one thing you need to focus on while on the second interview is to prove that you are the right person for this specific role. Share one of your major achievements which are relevant to your current discussion. Talk about the results of your initiatives, feedback received and quantifiable results if possible.  From a top German recruitment agency, here is a list of 7 questions that you need to prepare for in order to crack that second interview:

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Second Interview – 5 Questions To Prepare For

5 Things Recruiters Should Not Say To The Candidates

 

A guide by one of the best Headhunters in Germany

Of all the recruitment articles, one sees, there is a great deal of discussion around do’s and don’ts for the candidate. But there is another important dimension that should not be neglected. As one of the top Headhunters in Germany, we have learnt a great deal regarding what a recruiter should avoid saying to the candidate in an interview.

As someone who has worked in German Recruiting agencies for a long time, we know that  we are all human and are hence as likely to utter something silly as the candidate. So, here are the top 5 things which any recruiter should absolutely avoid saying in an interview:

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  1. “Which Celebrity Would Be Best Suited To Play You In A Movie?”

There could other questions like “In a fight, who do you think would win, a bear or a shark?” It is a humble request to all the recruiters, please do not ask such questions of the candidate. We 100 percent support all the fun and originality you want to bring in the interview, but such obscure questions are nothing short of toe-curling.

Such questions do not help in ascertaining anything valid about the candidate’s ability to think and react in a particular business situation. It does not reveal anything worth knowing about their personality. There are a lot of other means to help youfind out whether a candidate is a cultural fit or not.

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  1. “We’re Looking For A Ninja.”

You might as well be looking for a rockstar as well. Let’s be honest. You are recruiting for an entry level retail job but use this phrase only if you are planning to embarrass your candidate.  Try to step into his shoes and imagine what you would reply to such phrase, “Oh yes sir, I sure am a ninja and would not only do my job but also entertain your clients with some A class ninja stunts.” Injecting a certain level of personality into the interview is fine but not to an extent that it gets ridiculous.

  1. “I Wanted To Reach Out To You.”

This in particular has fast become the recruitment phrase de jour. This in short is a synonym for ‘contact’. But the problem with this phrase is that, it makes the candidate feel that he is in some destitute position from where he needs to be rescued. A word of advice here, ‘Abandon this phrase.’ I am sure, you can come up with something better than this.
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  1. “My Client Implies Business So There Is No Time To Waste.”

This phrase is as pushy as it is harsh. It is someone’s career we are talking about. Being in a hurry may help you save a bit time in your recruitment process but if you really want the market’s best talent, you need to be patient. Treat your candidates like stars. Do not urge them to take any decision in haste.

  1. “Do You Have Experience With ASP.NET?”

It is more or less like asking someone, do you know C hashtag. Always gain enough knowledge around the skill set of the candidate and also the skills you are recruiting for. For this you do not need to be an expert in the field but you should know enough to have an intelligent and healthy discussion with the candidate. This would not only help you understand candidate’s strength in the skill you are looking for but will also make him excited to work with you in future.

5 Things Recruiters Should Not Say To The Candidates

Attributes Sought By Top German Recruiters In Candidates For Key Management Roles

German recruiters

Landing a key management role is a dream cherished by most executives having ample knowledge and expertise in the business environment. However, only a handful of candidates are fortunate enough to get an opportunity to realize this dream and take their organization to newer heights of success. Unknown to most, such candidates possess some key attributes that are sought by German recruiters and hence make them stand apart from the crowd. These attributes are discussed in brief as follows.

Willingness And Enthusiasm To Take Up New Challenges

Given the enhanced level of competition in the modern work environment, it is not unusual for key management professionals today, to face new challenges on a daily basis. As such most recruiters seek candidates who are not only willing to take up these challenges, but do so in an enthusiastic manner. The recruiters feel that professionals having the ability to take a challenge head on, without feeling stressed or burdened are likely to find faster and better solutions to overcome the same.

Ability To Resolve Problems From Diverse Sections

Most organizations today seek a key management candidate having comprehensive problem solving capabilities. This essentially means that the candidates should possess a broad range of business skills enabling them to provide a solution for financial matters with almost the same efficiency as for strategic issues. While most recruiters understand that seeking perfection in every individual field is practically impossible, they do expect the candidate to have the ability to operate at least with a basic competence in all key areas.

Be Aware Of The Level Of Impact They Can Make

Modern business organizations want their headhunter Germany associate to focus on recruiting candidates who are not only aware of the impact they can make within the organization but also spell it out for the recruiters. The candidates should be able to provide the necessary facts and figures about how their efforts proved beneficial for their previous organization and how they will do so for the current organization. This enables the recruiters to access the productivity of the candidates as well as their familiarity with the work environment within the organization. It also displays the motivational power of the managers for building strong teams.

Ability To Make Tough Decisions And Take A Hard Stand

It is extremely important for a candidate being considered for a key management role to have the ability to make some really tough decisions even at the cost of losing their goodwill amongst their subordinates. Many times, the managers are required to take a hard stand on issues that might be hindering the growth and profitability of the organization. In most cases, such decisions are against the popular opinion of the work workforce and the managers need to have the ability to balance both the aspects fairly well.

Understand The Importance Of Being Culturally Compatible

It is quite common for modern business organizations to have a multicultural work force which is why recruiters often prefer candidates who understand the importance of being culturally compatible. The key managers should not only be able to respect the different cultures to which the members of the workforce belong, but should not let it influence their ability to pick out the best players. The cultural bias of its key management professionals is one the biggest reasons behind the downfall of a business organization and hence should be dealt with in a serious manner at the time of recruitment of the candidates itself.

Attributes Sought By Top German Recruiters In Candidates For Key Management Roles