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Which Interview Steps You Should Be Expecting?

LinkedIn, Kariyer.Net, or Indeed… You have applied through any of them with your CV perfected by Career Adroit. You have been called eventually and included to Recruitment process. Well, what should you expect from this journey? Which interviews, evaluations or steps? We have gathered some generals together for you so you can get prepared for every Recruitment step and get one step closer to your dream job. You should always remember that steps below may not be used for every process, they even may be combined with one another.

Phone Screening

While evaluating, recruiters generally create a shortlisted only by looking at applicants’ CVs. Fort he roles require technical expertise, this shortlist may be sent to technical teams to even make the list shorter. When second list returns to recruiter, now it is time to get in touch.

When you are called, indeed, recruiters would want to get to know you and explain the position in detail. If this phone call is not for a fresh graduate recruitment programme, it may take a little while longer. Questions asked to you may posssess an eliminative character.

Digital Exams

Sometimes as a second phase, sometimes as first, you may encounter these exams. This phase is mostly adopted by big, corporate companies. These exams or tests vary in terms of their functions such as language evaluation, personality tests or general skillsets. You would be sent multiple tests frequently in order to evaluate more than one aspect.

If you are evaluated for a technical role such as computer related ones, you may see an email came from a platform which aims to test your technical skills using multiple-choice methods or an IDE to write your code. Companies which don’t prefer an online platform may send you a case study and give you a deadline to complete it. Your duty here must be adhering to the deadline you are given.

Video Interviews

As we mentioned previously, some companies may use the video interview method in accordance with digital processes to alleviate their calendar intensity. They ask you the questions which would be asked in a face-to-face interview through an online platform by giving you a determined time to think and answer such as TOEFL or IELTS exams. Questions here may be asked in more than one language. Questions here could be to evaluate your strengths and weakness or your motivation to work at the specific company while they are sometimes related with getting to know you better.

First Interview Held as Face to Face

Sometimes first above steps and this, and sometimes this one as a first step, recruitment processes are held. This can vary in accordance with the company’s policy and the nature of the position you’ve applied for. These interviews start with getting to know you better and explaining you the position and company’s culture. In this interview candidates are asked questions using competency-based or behavioral-based methods. Competency-based questions are asked by creating a hypothetical scene or event and understanding you how the dealing process would be held by you. They mostly focus on the actions you would take or the methods you resort to as your first reaction. These questions do not have any true or false answers. They are designed by company’s own culture and its demands.

If you are interviewing for a technical position, the first interview could be with either human resources or technical team. In the technical interview, as befits name, technical details will be asked which will have to be used in that job. Since these interviews are held by the people who are trusted and holding the responsibility to manage the team or unit, some soft skill evaluation is also will be undertaken as probably you will be working on that person’s team.

If that’s a human resources interview, with not leaving the technical context, the HR representative will be asking questions which will evaluate your teamworking skills and the match rate between the position and your career plan in order to decrease the turnover rate. Methods mentioned above will be most certainly used in this interview either.

Reports or Presentations

Mass recruitment programmes are more complicated than others. For instance, it starts with the exams as mentioned above, a training day follows it and then a group case study begins. Day ends with a report writing or presentation held by the candidate. Sometimes companies ask candidates to prepare them on their own offline and present them online or face to face. Banks, audit and recruiting firms and mass-recruiting corporate firms usually adopt this complicated and combined methods to find the best talents while sometimes it is just a matter of a decision made by a small recruitment team for an ordinary job.

Candidates are here required to complete these steps with a significant ambition since these are not information or knowledge evaluations, but ambition, perseverance and representability assessments.

Hiring Manager Interviews

No matter how many interviews you complete, sometimes you may come across companies where managers want to see you as well. The belief that this interview step is only symbolic may not be correct always. Managers have their own criterias determined for people who are going to work for them and wouldn’t be willing to work with candidates who don’t fit those. In the end, managers are the ones who are given the task as a whole and they are the ones who are required to delegate and share the responsibility to make sure these assignments are undertaken.

Even though it is an arguing method in terms of efficiency, this is a preferred way to end the recruitment process. Such that, some companies has made these interviews as an essential phase while digitizing the recruitment process and continuation of it. While it is easy for local and small companies to change such policies, it is highly challenging to do so in companies who serve globally and in a potential violation, managers could face sanctions.

Since these interviews are less structured, subjects may vary but it generally includes getting to know you, measuring your imagination or sometimes evaluation a specific criteria even her employees don’t know.

Meeting the Team

Some companies distribute the responsibility to make the hiring decision by giving voice to the members of the team. They let them be a part of the process to get to know the person which they will be working with. These interviews are less structured or even non-structured. Starts with letting the candidate to explain herself and continuing with talking about the company, and the job.

The recruitment process of your dream job consists of phases above. As we mentioned before, these subjects may not be used as a whole. Some hiring processes are completed in a day while some of them take six months or more. The most important topic here is to be prepared for every one of them. Giving the signals of you having knowledge about the company and the position to hiring reps will carry you to higher spots among your competitors.

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