Beware of Recruitment Fraud - We have become aware some people have received false employment offers from individuals or organizations posing as Nexus Staffing. Please be aware that Nexus does not send job offers via text, WhatsApp or any social media, and that we will never request money from job seekers, nor request personal information beyond what is required for payroll purposes after hire. All individuals who are successful in gaining an offer of employment from Nexus Staffing are required to go through a formal recruitment process including an interview with a member of our recruitment team. If you have received an employment offer via text, WhatsApp or on Social Media please delete it. We have reported this situation to the Canadian Anti-Fraud Centre.
Interviewing is hard enough as it is! You've got to be prepared for the questions, know your stuff about the company, and ensure you're ready for that big interview moment. But one more thing can make or break an interview: it's not just about what you say (or don't say); it's also about who you're talking to. And when I say 'who,' I'm referring to both the candidate and their interviewer(s).
Interviews are more about the employer than the candidate.
Interviews are more about the employer than the candidate.
When we think of an interview, we often imagine that it's all about finding out whether or not a person has what it takes to do a job. But interviews are also about understanding if you're going to be able to fit well into your new company and vice versa. A great candidate could be perfect for one company but utterly incompatible with another—and if you don't realize this ahead of time, you could end up hiring someone who doesn't work out despite their skillset.
Interviewing is important because it allows both sides of the equation (employer and employee) to get an idea of how they will mesh together before bringing that individual on board for the long term. For example: If a candidate says something during an interview like "I love dogs!" I know beyond any shadow of a doubt that she's going to get along just fine with my dog-loving coworkers and me!
No one gets hired without there being a strong fit for both parties.
5 tips for finding the “real” person behind the candidate in interviews:
- No one gets hired without there being a strong fit for both parties.
- You need to be a good fit for the job, and you also need to make sure that you're a good fit with your potential coworkers and manager.
- Make sure you'll be able to get along with all of these people before accepting an offer!
Employers make hiring decisions based on things like past interviews and references.
- Employers make hiring decisions based on things like past interviews and references.
- Employers look at your resume and cover letter.
- Employers look at your social media accounts, including Facebook, Twitter, Instagram and LinkedIn.
- Employers also consider your education and certifications as part of the candidate screening process.
Test everything and interview only those who seem the best fit.
- Test everything. Test everything from their knowledge of the company and its products to how well they connect with the interviewer. Ask them to bring in a demo or proof of concept for something not currently on your team if you can.
- Interview only those who seem the best fit. When interviewing candidates, do not be afraid to reject someone who seems like a good fit because they have all the right answers but don’t seem enthusiastic about working at your company. There are plenty of other candidates out there who will be excited to join your company if they get an interview!
