The Pre-Interview Most Miss…and How to Pass it Every Time – Part 2 of 2 (guest blogger Lorena Stanley)
Now that I’ve spent some time demystifying what is happening behind the scenes, it’s time for you to understand what the Pre-Interview Test typically looks like. Keep in mind, this really isn’t an identifiable “test”, rather it is a process that most companies follow in some form that I’ll describe.
As a result of the sheer number of responses to openings, Companies are now typically sending out a Pre-Interview Test that comes in the form of an email or voicemail that could say something like:
“Thank you for your Resume submittal. We are currently reviewing your information and would like to ask you a few follow up questions.
1. Do you have experience with ______________?
2. Have you ever ________________?
3. When is the last time you ________________?
4. Write a short paragraph of why you want to work for us.
Please provide us with the answers to these questions and please do the following:
- Reply back with a Word version of your Resume attached.
- The subject line of your email should read: Answers To ______ Questions
- Reply back to: abc@xyzco.com
- Please call (555) 555-5555 and leave a brief message with:
a. your name
b. your number
c. the position you applied to
d. the date you replied back
e. good days and times for us to get back in touch with you
Thank you and we look forward to your reply.
If you are at all interested in the opportunity, PAY CLOSE ATTENTION to all the requests they’re asking of you. Each layered request is a test. Do not be fooled by the simplicity in what they are asking for. Here are some HINTS on how to best respond to the various questions and requests.
1. HINT: Don’t answer with a yes or no. Please understand you are being evaluated. Don’t show you are lazy or in a hurry with a one word answer. Be concise, to the point, but give a solid answer showing your experience.
2. HINT: Again, don’t just answer with a yes or no. Respond and then tell them when.
3. HINT: When answer something like this, don’t stop at the date, but tell them the results. Remember, you are selling yourself as a candidate.
4. HINT: This is important! Make sure you have a well written paragraph that shows you have done your research and give real reasons why you would want to work for this company. Don’t be generic and just respond with how much the industry interest you, make sure you are being specific to their company when you give your answer. You are being judged on your written communication; as well as content of your response.
5. HINT: Vista is not compatible with earlier versions of Microsoft. I suggest playing it safe and send a Word (97-2003) version. If you want to include a .pdf that’s fine, but make sure it is in addition to not instead of the Word version they asked for.
6. HINT: This is huge! Most people just hit reply and never change the original subject line of the email. This shows the employer you were not following directions.
7. HINT: Again, this is huge. The person who originally sent the email may not necessarily be the one that needs these responses. Make sure you are following their instructions very specifically.
8. HINT: They are testing your phone presence, your energy level, and your verbal communication skills. They are listening to make sure you answered all the questions they asked, and quite honestly, they are listening for if they like you.
As you can see, this is not rocket science, but it is easily dismissed as not being important.
If you are not completely following each step, even just missing one thing, you’re going into the “not a fit” pile. I’m very serious. No matter how qualified you may be, a filtering mechanism is needed and although it may not be perfect, it does weed out a high percentage of “prima donnas”, “non detail oriented”, and “really were never interested in the position in the first place” candidates.
These tests are purely a simple set of questions or actions for you to follow; precisely, as a pre-screening tool. Pay attention to the details and follow any instructions you are given during the interview process! Here’s what’s interesting: About 70-80% of applicants get eliminated right away because of their inability to follow simple instructions such as the ones in my example.
HINT: I routinely use these tests for my own internal Hiring and I can attest to 80% of the applicants are filtered out right away. It’s always so alarming to see. Follow my simple tips and you will be part of the 20% that’s still going to move forward through the process.
Want to learn more? Lorena is not only this week’s guest blogger, but my Subject Matter Expert (SME) Webinar for the Career Mastermind Group on December 15th. Her topic – “You’ve Got the Interview – Now What?” Read more about how you can join this call and the Mastermind Group for free.
Lorena Stanley founded Lorena’s List in 2008 to help Six Figure Corporate Career Seekers Get Back to Work Faster. She has been In the Executive Recruiting business for over 15 years both as an Executive Recruiter and as an Owner of a World Wide Executive Search firm; which is part of an organization that has 600 Offices and 6,000 plus Executive Recruiters. This allows her access to real life, real time information. This network places 3,000+ candidates a month and connects with conservatively 100,000 Hiring Managers and HR Professionals a month. Lorena’s List information has been time tested and proven to work thousands of times over.
The Pre-Interview Test Most Miss…and How to Pass it Every Time (guest blogger Lorena Stanley)
Does this describe you?
- - You are Employable but not currently Employed.
- - You know you’ve been perfect for the jobs you’ve applied for but never heard back from them.
- - Or, you may hear back but after either a short email exchange, you don’t hear back again. Why? What happened?
These are common scenarios I see daily. The problem may stem from a very simple process that I’ll call the Pre-Interview Test. So let’s talk a little bit about what makes up the Pre-Interview Test that most candidates miss!
Pre-Interview tests are becoming common place for companies to use as another tool to screen applicants. Why? Let me take you through some real life numbers that will shock you.
When a Recruiting Firm places an ad for a Company, specifically in today’s market, regardless of the position, geography, or market niche, they typically get 500 resumes that first day for that one position. By the end of 5 days on average they receive 1,000 to 1,500 resumes for one position. 1,000 to 1,500, for one position! That’s a lot. Now you have some more insight as to the competition you’re up against. Don’t worry; read on, I’m also going to give you some information that if applied, will shatter that competition. But, first I want to really give you some good insider perspective.
Let’s do some quick math. If the person who is screening resumes only spends 2 minutes per resume to quickly scan it, that’s about 33 to 50 hours just looking at resumes. Do you think the person doing this task only has one responsibility? No! They are probably only allotted 4 hours/day at most, to do this task.
After the quick 2 minute scan to decide who is in the “move forward” pile and who’s in the “not a fit” pile, they now need to re-scan the “move forward” pile and dig a little deeper into specifics. This could easily be another 30 plus hours. Calculating to this point, we are 2 weeks in and we are only talking about the 1st week’s worth of resumes. This is pretty enlightening information that I bet you didn’t think about before.
So when you are on some of the social networking sites, or reading articles about submitting your resume, and you see “quote” experts telling you that after 3 or 4 days of you submitting your information, if you haven’t heard back, something must be wrong. Well, I’m here to tell you nothing may be wrong at all, other than they are inundated with responses. That’s the simple truth and the reality of what’s happening in today’s market.
So now you have a better understanding of the sheer volume Recruiters and Companies are getting, you can understand Companies have to find a way to screen OUT applicants.
What’s happening to the “not a fit” pile? Trust me, the last thing on their mind is to put them in some sort of a system to start processing the standard, “thank you for applying, but we are moving forward with other candidate’s” letter. That would require conservatively another 30 to 40 hours of someone’s time. They should (and most do) eventually follow up, but it’s not going to be their first priority.
One more thing to consider, all this work I’ve described is only for one position that they may have open. Most Companies (and Recruiting Firms) are Hiring for multiple positions at a time. Not hearing back from a Company right away doesn’t necessarily mean you’re “not a fit”.
Stay tuned for part 2 of this article where I walk you through what I’ve labeled as the Pre-Interview Test and how to make sure you pass it every time.
Lorena is not only this week’s guest blogger, but our Subject Matter Expert (SME) Webinar for the Career Mastermind Group on December 15th. Her topic – “You’ve Got the Interview – Now What?” Read more about how you can join this call and the Mastermind Group for free.
Lorena Stanley founded Lorena’s List in 2008 to help Six Figure Corporate Career Seekers Get Back to Work Faster. She has been In the Executive Recruiting business for over 15 years both as an Executive Recruiter and as an Owner of a World Wide Executive Search firm; which is part of an organization that has 600 Offices and 6,000 plus Executive Recruiters. This allows her access to real life, real time information. This network places 3,000+ candidates a month and connects with conservatively 100,000 Hiring Managers and HR Professionals a month. Lorena’s List information has been time tested and proven to work thousands of times over.
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