Prepare for your interview

You may have a short phone call with a recruiter for the selection process. The telephone screening assesses basic criteria such as the possibility of joining or the idea of financial remuneration. It is also an opportunity to clarify the expectations of the position itself.

How to prepare for a phone screening:

• Do not answer other people's phone numbers - it seems ridiculous, but there are still those who do not answer other people's numbers for fear of telemarketing. So don't let them miss their chance.
• Eliminate distractions and find a quiet environment to focus on the call if you can't, ask if they can call back later.
• Verify what the recruiter says. Especially if you're not sure, you've understood correctly. "I understand you're asking me about..."
• Make a note of the name of the person you are talking to, their title and their job title. Remember to save the contact information as well.
• Prepare a cue card to keep with you at all times. On it, you can prepare questions you want to ask or important information about the company. That way, you won't be surprised by a phone call.

This is the most common type of interview. Only the recruiter and the candidate can be participants, but it is not uncommon for a supervisor or prospective colleague to attend as well.

You can try a classic interview with the service.

An assessment centre is a special kind of group selection procedure during which you are exposed to several model situations.

The current situation calls for innovative solutions in recruitment as well. Video interviewing saves time and can be an advantage for you as well.

What does it look like? You will receive a link from your employer, through which you log in to the video interview. The difference is that you are there alone. Questions start appearing on the screen and you have a time limit to answer them. Once all the questions are completed, the recording is saved, then goes through analysis. In some companies, this analysis may be done by a trained psychologist, in others it is just a statistical evaluation by computer. Does this sound like science fiction to you? Don't worry; with us it is only a tool for the initial selection of candidates. An interview with a real person follows successful completion. The advantage of a video interview is that, unlike a telephone interview, you can choose a convenient time to complete it.

This is an example of a task that the company routinely tackles. Your task is to suggest how you would handle the issue. This way the employer can check your competence or just the way you think about the task. For you, this can be a demonstration of the job you will be doing.

In some companies, you may encounter testing. The tests used in the selection process can be psychological or vocational. These include personality questionnaires, projective methods (drawing or writing), tests of professional knowledge or tests measuring your performance in areas such as attention, reasoning skills, etc.