From the article on #hiring for #emotionalintelligence - "The problem is that we struggle to assess EI when hiring (even when we spend a fortune on personality tests and search firms) and we’re never taught how".
To know how to hire for this and other competencies / behaviours, please connect with me to know about my customized #bei workshop #SelectionDiscussion that covers EI and more.
You can read about it here- https://ryanbarretto.blogspot.com/p/recruiting-right-fit.html
Extremely happy to have conducted two sessions on Strengths-based Resume Writing and Interview Preparation for the students of R.A. Podar College in Matunga (E), Mumbai.
Approximately 170 students were covered in two separate three-hour batches conducted over 2 days.
Here is the feedback for both days.
This is where they have stated how they feel about writing their own Strength-based Resume after attending my session.
What they will apply from the sessions-
Extremely grateful to Ruta Vyas and the management at R.A. Podar College for the opportunity.
Do connect with me to conduct such sessions for students.
If you want personalized individual coaching for writing your resume or preparing for interviews, please do write to me at ryanbbarretto@hotmail.com or call on +919820155778 for a discussion.
How to respond to the interview question - Where do you see yourself in Five Years?
It has been one of the most regularly asked interview questions for a very long time (and now outdated) ,so now it's quite ineffective for an interviewer to expect to make an informed hiring choice with this question.
Why? You might ask?
You might even say - it shows me how the candidate plans for his future. In a linear world, this could be true. However, this is a valid but somewhat insufficient thought. Terry Pratchett (one of my favourite authors), said it better than I could:
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What if the candidate asks you what your organization is doing to ensure that it will be around for the next five years?
Of course you can plan the future, you might say.
Reality says - sure, give it your best shot. Show me the crystal ball you are using, and I will show you what happens when the time comes.
The point is - The world we live in is in constant flux, at a high speed, pulling and tempting us in multiple directions at once. Changes in technology are happening so fast that yesterday's knowledge gets redundant faster. What's worse, some of the things we once considered true and sacrosanct are now found to be inaccurate.
Another thing - we tend to base our plans on our past experiences. While that's a fairly normal practice, that's extremely effective in a linear world, we don't realize that those past experiences occurred due to a multitude of factors, including situational factors beyond our control, our own stage of growth and maturity, and our reactions at that time. This means that for our plans to be successful, we need to have the same set of factors occurring in the same degree, and we have to take those same steps. This likelihood is really low.
Now, let's examine this question from the perspective of:
A Candidate, what could be a suitable response to this question? Here's my suggestion -
"I'm building my strengths and skills by undertaking diverse experiences and learning from them. I supplement this with networking for knowledge, and working with a mentor.
I see myself applying my strengths in my future role of influencing or managing people to deliver great results in my chosen field of expertise for the organization, either mine or my employer's, leveraging suitable opportunities that come my way."
Please feel free modify the above so that it suits you, your profile AND sounds like you, and not someone else.
I cover this and other aspects in my Interview Coaching sessions with both junior and senior clients.
An interviewer - my suggestion would be to modify the question as follows:
"As you move ahead in your career, what do you see yourself doing five years from now?"
This could be followed up by - "What have you been doing so far to make this a reality?"
This helps move the interview into a detailed conversation where the candidate gets to share deeper information about themselves and you get more clarity on the candidate's potential capability.
I cover this and other aspects of Behavioural Event Interviewing in my specially designed workshop for organizations, "The Selection Discussion".
Want support to know more? Write to me on +919820155778 or call +919820155778 to schedule a discussion.
Thrilled to share participant feedback and learning for one of my key workshops, "The Selection Discussion", which was conducted for an IT organization.
This program was conducted on Zoom for about 35 very enthusiastic and curious participants from HR Recruiters to Function Heads, who made the workshop more interesting by the participation and interesting questions. My workshop designs always focus on learning and application, not just learning or smiley sheets, and this was no exception. So, since recruitment is a sales role, we spent most of Day one identifying and articulating the selling points of the organization, and how to showcase them to prospective candidates. Day Two was spent in designing BEI questions, assessing responses, role plays,
I used Zoom breakout rooms, Jamboard, and Mentimeter to increase the participant's engagement, and they really worked well, as you will see from the participants learning.
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This is an extremely critical article for all jobseekers.
You should keep this in mind when thinking about leaving a job that you have recently joined.
Here's the article.
My personal thoughts:
1) I have done my best to meet all candidates if their resume matched the job criteria. This has included those candidates who have left jobs frequently - within 3 months to one year of joining and those with career gaps.
2) With candidates who have switched many organizations within a short timeframe, I do my best to understand their reasons. If the switch is due to compensation reasons only and the candidate is being adequately compensated as per market standards, doesn't show anything more than average performance, then I consider such candidate to be motivated by greed first, other factors would be lower down the list. Such candidates are not shortlisted for further interviews. The other candidates are what I call Diamonds among Gems (see my article about this here).
3) A job-hopper who has less that 12-15 months of tenure with an organization will have a challenge in demonstrating how they can contribute to the growth of the organization. It does take time to learn the organization's systems, products, processes and culture, not to mention fitting within the team, and then delivering above average performance. If the external environment wasn't so fast-paced as it has been over the past two decades, then it might be possible to show superlative performance.
4) The points mentioned in the article are definitely on the mind of every recruiter who gets the resume, particularly the one about achieving learning, but no depth of knowledge. Job hoppers may get interview calls if they have niche and high demand skills.
If you have a record as a job-hopper there is hope for you.- if you are able to show how your strengths have delivered value to your previous employers, and can do the same for your current employers too.
Write to me on ryanbbarretto@hotmail.com to know how to do this.
Welcome to the 6th Webinar on this topic.
Register here:- https://www.townscript.com/e/Nov-20-sell-yourself-webinar
The next webinar of "Sell yourself Into your Next Job - A Strengths Based Resume writing and Interview Prep Webinar" is on 15 August 2020.
Here's a few testimonials from previous participants.
This article provides useful insight about how your career path may require you to create a new one.
Enjoy!
https://www.td.org/insights/3-questions-explore-how-your-career-path-may-be-shifting
Contact me if you want to design your career based on your strengths.
This would be about 8-10 coaching sessions of 60-90 minutes duration where you would start by
Happy to get on a call to discuss and answer any questions you may have. I can be reached at +919820155778 or leave a comment here.
