The job market is competitive, so it is never a bad idea to put your best foot forward and go through the interview process as the best version of yourself. At the very least, you can feel good knowing you brought 110 percent to the interview and any result other than a positive next step demonstrates that the company was a bad match for your skill set. Whether you are interviewing for a junior or an executive role, see below for interviewing philosophies to consider during your job search process:
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While the main focus of a job interview is on the position itself and the skills required to be successful, interviewing is not a simple task. Every company has their own unique interviewing style and sometimes, no matter how much research you do, you can’t prepare for every question. Each industry has its oddball questions, and the tech industry is no exception.
You will never know how a choice will play out unless you take the risk. With any new career move, there will be a series of risks you must decide whether to accept or decline. This will happen with an individual at any level in their career. What are the risks you are willing to take to find the next great career move?
Without a doubt, a candidate who asks strong questions during the interview process will have a better chance at landing their job of choice. No employer wants to sit through a one-sided interview. When the candidate asks questions during the interview, it helps to create more of a conversation, allowing both parties to learn more about the other’s motivations, needs and work philosophies. See below for a list of strong questions to look for from candidates during the interview process:
The job market has made a complete 180-degree turn in the past couple years. Following the collapse of the financial market in 2008, the IT job market was a very client-driven industry. Companies had halted hiring and were laying off permanent employees, while also stopping the onboarding of consultants and contractors. It was a challenging time for employees; since there was such a greater supply of candidates than demand, it was difficult finding an opportunity to join the workforce.
Today, employee retention is a very critical issue in the workplace. In 2011, Deloitte released a study called “Talent Edge 2020: Building the Recovery Together: What Talent Expects and How Leaders are Responding.” In this study, research found that the majority of workers want to leave their jobs for better opportunities. However, 53 percent of those employees interested in leaving would reconsider if their employer improved their job advancement and promotion opportunities.
Since the IT sector’s unemployment is at its lowest in almost a decade, it is definitely a seller’s market for professionals with technology skills. However, it is more than merely hard-core technical skills and knowledge that will get job seekers far in IT departments. Though technical experience is incredibly necessary for any IT role, some of the most important indicators of a successful IT career have nothing to do with bytes, bits and coding.
2015 may be a year of continued IT talent success. According to Computerworld’s 2015 Forecast survey, 24 percent of respondents mentioned their companies are planning to add more IT talent to their ranks in the upcoming year, demonstrating the prospects for expansion are strong.
Specifically, the technical skills most sought after are those needed for companies in expansion mode, suggesting that organizations are continuing to invest in their IT infrastructures. Companies are working on large initiatives, therefore needing the best talent to complete the projects.
According to research, 89 percent of hiring failures can be attributed to poor cultural fit. Why is this important to keep in consideration? Each company’s cultures can be drastically different. The meaning of cultural fit can vary greatly between companies as well, whether it determines the clothes employees wear, what employees do in their free time or if employees will go out together after work.