Tag: candidates

The Must Have Interview Preparation Checklist

Posted on by Naomi Marshall

Do you have an interview checklist? You can only be so prepared for an interview, especially when you are still working in your current job and you are interviewing for multiple roles. However, every candidate needs to do a little bit of preparation before every interview. It’s not only common sense, it will end up being what sets you apart from the competition!!

So with that in mind, and to keep it simple and easy, I wanted to share with you my Interview Preparation Checklist. These are the absolute MUST DO’s before you go into each and every interview (yes…even with us recruiters)!! You can of course do more than this but these are the basic ones that too often, I see candidates skipping some or all of and then losing out on a great opportunity.

Bookmark this page and come back to it before you go to your next interview!

Interview Preparation Checklist:

  1. Research the company
    Hello Google!! But also, ask around, get some insight from any contacts or friends who work there or have worked there. Ask your recruiter for their insight!
    HINT – Did you know that if you type in the name of a company and then under the Google search bar, click on “news”, the results will bring up all the latest news articles about said company. This is a great way to know what is currently going on in this organisation!
  1. Research your Interviewer
    LinkedIn makes this easy – but also take the same approach as above. Ask around, do some Googling. Know whom you are meeting with and what their background is. (It is even better if you can find some common ground or people you both know).
  1. Review your resume!
    I know, this sounds simple but look it over and make sure you know what you have included and left out!! The better you know your resume, the more confident you will be when talking about your experience and your career to date.
  1. Plan your Answers
    Crazy right, how can you predict what you will be asked? Most interviews include some behavioural based questions (click here to find out more). It is really important you have a list of examples you can give to these questions and don’t try to think them up on the spot.
    Have a handful of really good examples you can call on. Usually one example would suit a variety of questions, you just need to be prepared!
  1. Rehearse your examples out loud!
    Don;t worry about sounding silly! You need to practice articulating your answers and examples of your experience out loud. You don’t want to stumble on your responses (and it is an easy thing to do during an interview). Check out what Nyome had to say about this recently here.
  1. Plan YOUR questions.
    Make sure you are prepared to ask the interviewer questions (more often than not, candidates forget this step). Asking questions is so important in an interview and it is an opportunity to demonstrate your enthusiasm for the role as well as the fact that you have researched the company.
  1. Have your outfit planned
    Make sure your shirts are ironed and clean. Suit up and dress to impress. It is always better to be overdressed for an interview than underdressed.
  1. Triple check the interview details
    You are human, mistakes can happen – trust me I’ve made many. Triple check you know what time your interview is, where you are going and how you are going to get there (on time)! Nothing worse than rocking up to your interview flustered because you got the time wrong or couldn’t find the address, etc.
  1. Tell yourself You ROCK!
    Be confident and believe in yourself. As recruiters, we believe in you, that is why we’ve sent you to our client or called you in to meet with us. Remind yourself of your skills and that you are a valuable team member.

Of course, there are other things you can do for an interview and there are sometimes homework “tasks” you are asked to do before specific interviews. But as a rule of thumb, the above checklist works! Being prepared and demonstrating this during your interview (and believe me, clients and recruiters know if you have prepared) really sets you a part from what most of your competition is doing. So take a little time, the day or night before an interview and go over this checklist.

If you are still not feeling confident or have other questions you want clarity around, contact us at Sprint. We are here to help and will always go over any interview preparation you think you may need.

Why Doesn’t My Temp Rate Reflect My Permanent Salary Expectations?

Posted on by Naomi Marshall

A common misconception that candidates have is that you will receive more money in temp roles because you are working on a casual basis. However, for a number of reasons, temps in the office support/admin space are rarely paid the rate that they would be expecting on a permanent basis (let along rate that exceeds it).

Why?

Consider why companies typically employ office support temps…Many of the temporary assignments that become available are short term. They can be to cover a ½ day of sick leave, a couple of weeks of annual leave or to take care of a temporary overflow of work. In these situations, because of the shorter nature of the assignment, clients tend to only require temps to complete quite mundane tasks. It is inefficient to train somebody on the more senior aspects of a role when the assignment is likely to be near its completion by the time that temp gets handle on those tasks.

So when a client calls us to ask for a temp receptionist to cover their front desk for one week, to literally answer phones, take messages and greet walk ins, we need to pay them a rate in line with the junior tasks and responsibilities of that role. While many people that are looking for temp work are more than over qualified for this assignment, we can’t pay them more money for the experience they have, because the client does not require that extra experience. We can only pay a temp in line with the duties of the role, not in line with their overall level of skill and experience.

Many temps will plea that they are worth the extra $$$ because they will be able to complete additional tasks, however this is irrelevant for the client. As an agency if we go back to a client with a more senior candidate and mention that they will need to pay a higher rate, more often then not the client will just say “well then find me a junior whose expectations are not higher than that of the role”.

The temporary assignments that require a more senior candidate (and therefore that pay more) are generally the longer term assignments. E.g. If an EA goes on leave for one week most clients tend to either hire a junior to complete the more mundane tasks of the role, or ask an existing employee to cover the role due to their existing knowledge of the company. However the longer the assignment the more likely that the client will require an EA that is of the same skill and experience level of the employee that is away or on leave. In this situation you may have a chance to match your salary, but only if the duties and responsibilities of the role are similar to the level of your experience.

However! While these roles do exist, they are not as common as the shorter, more basic temp assignments. In fact, as an office support recruitment agency that is often inundated with temporary assignments we can usually count on one hand the number of roles paying over $35 p/h each year. Therefore, if you are looking to temp while waiting to find your next permanent role, be warned, that you will have much less chance of gaining temporary work if you will only accept roles paying higher rates.

If you’re wondering why it might be worth it to take on these more basic temp assignments (which we strongly recommend) see my last post “Should I consider a temp role?” Alternatively, give Team Sprint a call on (02) 9271 0011.

 

Entry Level Candidates Rarely Stay in their First Role….

Posted on by Naomi Marshall

Employers take note! A quick explanation as to why entry level candidates rarely stay in their first roles for 2 years anymore….

Young candidates (code for entry level or those who have very little office experience – or none at all) are simply NOT going to sit at your front desk for 2 years as your Receptionist, unpacking dishwashers, organising couriers and filing for months on end waiting for someone to notice them and promote them to their next job. Nor are they going to be in customer service roles with repetitive tasks, nor are they going to handle mundane or routine tasks over and over…and over for years on end.

This doesn’t mean that the days of ‘earning your stripes’ or ‘starting at the bottom’ are over. It’s simply to say that young candidates today CRAVE new tasks, new information and new experiences. They have access to so much more information than we ever did at school. They’re naturally tech savvy and are connected to the world in ways that we never were.

They’re prepared to do their time in the junior roles but they want recognition and attention – and they want it now!

Often clients say to me: “I need a Receptionist to sit on front desk for a minimum of 2 years before I can promote them”. Or, “I don’t want to have to keep re-recruiting that role.” And “Why don’t they stay long term anymore?”

Employers wonder why after 6/7 months she/he has left and found a job at the place down the road with their friend – with a salary increase and with a slightly pumped up job description.

In my opinion, and from my observations and experience, the days of finding a ‘stable’ job out of school or uni, staying in it for years and working your way up are over and gone. If Company A won’t coach/train/promote then guess what? They’ll just go to Company B to find it. Simple as that.

I hear employers crying out “Young people don’t stick at anything, they’re fickle, they’re just chasing the $$$”. And I am sorry, I sympathise, however I’m just here to state the facts from years and years of seeing this pattern (and it’s getting worse).

Now there is the flipside to this of course – Accept it – Don’t fight it – And come up with innovative ways to keep them engaged.

So… To The solution! What can you do?

• Knowing and understanding that they crave new tasks and new experiences, try to add in new tasks every few months (or even weeks if your new starter can handle it).
• Quite simply if they are unpacking dishwashers, running errands, filing and cleaning up the meeting rooms you can hardly expect a young, bright spark to want to do that for years on end. Even 6-12 months can feel like an eternity to a young person when they have a super sharp mind. Maybe that role is best suited to a traveler who can work a maximum of 6 months, maybe the job simply has a ‘lifespan’ of 6 months?
• If the tasks are simple and you’re consistently having turn over maybe you just need to accept that the job is boring and you won’t keep anyone there for longer than 6 months anyway.
• Discuss small salary increases on a quarterly basis, or even a small bonus. It doesn’t have to be massive. At that level every dollar is being watched so if it’s the extra that pays for their weekly travel pass or a few sandwiches in the city each week then trust me, they’ll be appreciative.
• Or consider shopping vouchers, $150-$250 Westfield vouchers can feel like gold to a young employee. They simply do not have access to surplus cash to spend on themselves when they are on minimum wages.

The short end of the story is that Sydney is a very expensive place to live. Travel is costly, food is expense, don’t even get me started on the cost of living out of home when they’re first setting up a flat.

If that young employee is truly a valued member of your team then start working ‘with them’ and not against them otherwise company B, C, D and E will happy snap them up then you’ll be back to square on training the next junior on how to book a courier……

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910
E: naomi@sprintpeople.com.au