| The Human Resources interview is often the first step | | | | going to ensure you will fit within the organization. If you |
| in the job interview process. | | | | can't answer questions about yourself, why you want |
| It's also one of the steps that job searchers tend to | | | | to join the company and other HR-type questions why |
| look at as being unimportant. Job searchers who treat | | | | would they hire you? The questions may seem trivial |
| the HR interview as being unimportant risk losing out | | | | to you but they aren't to the HR person interviewing |
| on jobs. | | | | you, trust me. |
| I've lost count of how many times I've been helping a | | | | 3. Understand how Human Resources can help you |
| job candidate prepare for a job interview and have | | | | get the job. |
| had to convince them that the Human Resources | | | | I've seen some HR reps who tell me on the phone that |
| interview that they are preparing for is one that they | | | | they particularly like one candidate over another and |
| actually need to take seriously. | | | | basically tell me that they are going to try to steer the |
| Many people seem to think that they are smarter than | | | | hiring manager towards that candidate and away from |
| the HR person they are going to interview with and | | | | the one they don't like as much. They aren't |
| think that they can confuse them with technical jargon | | | | necessarily playing favorites, they've simply decided |
| and bluff their way past HR to get to the hiring | | | | that one candidate suits the company better than |
| manager. | | | | another. HR can be your advocate if you take them |
| If you are not making it past the HR interview stage | | | | seriously. |
| for various jobs you are applying for, you need to | | | | 4. People hire people who they like. |
| understand the differences between interviewing with | | | | All things being equal, a company will someone they |
| an HR interviewer and the hiring manager. | | | | like over someone who they don't like as much. When |
| HR is brought into the interview process to represent | | | | two candidates are equal in all areas, a company will |
| the company and to determine whether or not you | | | | hire the person that they feel will be a better fit in their |
| are a fit for the organization. | | | | organization. It's really that simple. Performing well |
| Here are some things you should consider when | | | | during the Human Resources interview can only help |
| preparing for a Human Resources interview. | | | | your chances at getting the job. |
| 1. Human Resources can prevent you from getting | | | | 5. Don't assume the HR rep doesn't know what you |
| hired. | | | | know. |
| I've seen cases where the HR representative | | | | Unless you know the Human Resources person |
| prevents the hiring manager from hiring someone who | | | | interviewing you or unless you've seen a copy of their |
| the hiring manager wanted. HR can have significant | | | | resume, how you can tell what they know and what |
| input into the hiring process in some companies and in | | | | they don't know? Don't assume that they won't |
| some cases can be the final say as to whether or not | | | | understand your business or profession or that you'll |
| you get hired regardless of whether you interview with | | | | confuse them by using technical jargon. For all you |
| them first or last and regardless of how badly the | | | | know, they may have done your job in the past and |
| hiring manager wants you. | | | | be very familiar with your job. They may interview |
| 2. The Human Resources interview will assess your | | | | people with your skills regularly so believing that you |
| suitability to join the company. | | | | can confuse them by mentioning technical terms and |
| Before a company invests potentially tens of | | | | phrases might end up costing you when they see right |
| thousands of dollars (or more) by hiring you, they are | | | | through it. |