Interviewing Do’s and Don’ts for Job Seekers
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Interviewing Do’s and Don’ts for Job Seekers

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chave a wide range of insights on what job seekers should and should not do during the job interview process. This poll specifically addresses generally accepted interviewing advice and provides a ...

chave a wide range of insights on what job seekers should and should not do during the job interview process. This poll specifically addresses generally accepted interviewing advice and provides a fresh look on what recruiters are saying make a candidate stand out – both positively and negatively.

Publication date: 11/10/2009

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Interviewing Do’s and Don’ts for Job Seekers Interviewing Do’s and Don’ts for Job Seekers Presentation Transcript

  • September 15 , 2009
    SHRM Poll: Interviewing Do's and Don’ts for Job Seekers
  • Generally speaking, which of the following is the optimal way for a potential job candidate to apply for an open position at your company?
    2
    n = 498
  • Generally speaking, if two job candidates with limited job experience were applying for the same job at your organization, what type of prior experience, of the two options below, would tip the balance in one candidate’s favor?
    3
    n = 440
  • Generally speaking, how long does it take you to make the NOT-to-hire decision when you meet with a job candidate for an interview?
    4
    n= 456
  • Generally speaking, if a job candidate exhibited the following behaviors/ characteristics during the job application process, how detrimental would these behaviors/characteristics be to getting the job?
    5
  • Generally speaking, if a job candidate exhibited the following behaviors/ characteristics during the job application process, how detrimental would these behaviors/characteristics be to getting the job? (continued)
    6
    n = 456 – 462
  • Generally speaking, when is the right time for a job applicant to bring up salary, if not prompted by the interviewer?
    7
    n = 459
    Note: Percentages do not total 100% due to rounding.
  • Which of the following characteristics/behaviors make a job candidate stand out MOST POSITIVELY during the job interview process? (select top two options only)
    8
    n = 468
    Note: Percentages do not total 100% as respondents were allowed multiple choices.
  • After considering the objective qualifications of a job candidate (education, skills, experience, etc.), approximately what percentage of the final decision to HIRE is based on “chemistry”?
    9
    n = 456
  • If you were to give interviewing advice to a job candidate, which of the following statements would you suggest that he or she NOT use in an interview? (select top two only)
    10
    n = 468
    Note: Percentages do not total 100% as respondents were allowed multiple choices.
  • After an interview, what is the optimal way for a job candidate to send a “thank-you” note?
    11
    n = 457
  • How often should a job candidate call/e-mail to check on the status of the job opening for which he or she interviewed?
    12
    n = 457
  • Does your organization use the Internet in any way to look up job candidates on social networking sites (e.g., Facebook, MySpace, Twitter, etc.) before inviting them for an interview?
    13
    n = 429
    Note: Excludes respondents who answered “not sure.”
  • If a job candidate’s social networking profile or tweets showed evidence of unprofessional behavior—for example, drunken party photos, sexually suggestive content, indiscreet comments about a former employer or boss—to what extent would you be less likely to hire the candidate?
    14
    n = 442
  • Generally speaking, how would you describe your experience with Generation Y job candidates (born between 1980 to 2000) entering the workforce or currently in the workforce?
    15
    n = 447
    Note: Excludes respondents who answered ““I haven’t hired/worked with Generation Y candidates.”
  • Which of these classic pieces of job-seeking advice do you think is irrelevant today?
    16
    n = 468
    Note: Percentages do not total 100% as respondents were allowed multiple choices.
  • Demographics: Organization Industry
    17
  • Demographics: Organization Industry (continued)
    18
    n = 455
    * Less than 1%
    Note: Percentages do not total 100% due to rounding.
  • Demographics: Organizational Sector
    19
    n = 453
    Note: Percentages do not total 100% due to rounding.
  • Demographics: Organization Staff Size
    20
    n = 408
  • SHRM Poll: Interviewing Do's and Don'ts for Job Seekers
    Methodology
    Response rate = 22%
    Sample comprised of 498 randomly selected recruiting professionals from SHRM’s membership
    Margin of error is +/- 5
    Survey fielded from September 15, 2009 to September 22, 2009
    21