Another day another dig at the graduate generation entering the workplace. This time a great article on how graduates are dismissing soft skills as being of importance http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/05/21/majority-of-graduates-discount-value-of-soft-skills-finds-survey.aspx?utm_medium=email&utm_source=cipd&utm_campaign=pm_daily&utm_term=350523&utm_content=PM%20Daily%20210515-2545-2286--20150521141443-Majority%20of%20graduates%20discount%20value%20of%20soft%20skills%2C%20finds%20survey . There have been countless studies released about Generation Y over the last 5 years and how there may be problems ahead for the leadership of the company in the next twenty years if such skills, such as communication, are not improved and addressed at an early stage in a person's career. All of this of course leads to an emphasis on hiring people with strong communication skills from the get go. So the graduate recruiters are looking for a lot more than how you sound in an interview, they also want this backed up with evidence using competency questions. The growing lack of empathy in this same generation also is a concern highlighted in the article and those with strong emotional intelligence may be on a faster track to success than those without. All of this will need to be demonstrated at the interview stage if you want to get your first step on the corporate ladder. That is where our graduate interview skills training comes into it's own, because not only will you get the latest training in this area you will work with our Graduate Interview Coach who is a specialist in Ireland and has worked with hundreds of graduates to help them get their first step on the corporate ladder.
I came across this interesting article today http://www.bbc.com/capital/story/20150521-why-loreal-wont-hire-introverts and it highlights some of the recent thinking, used by some recognisable companies, to make sure they hire the right people for their company culture. The rise of the group interview, in recent years, is starting to be an accepted and normal part of a graduate interview and after many years in the doldrums it looks like psychometric tests have come back into favour again as a means to establish personality fit, particularly at senior levels. All of this means that if you are attending an interview in the near future there may be more than just a simple CV led and competency interview for you to contend with. Our interview coaching covers trending angles in interviewing, because, just like fashion, interviewers get bored of asking the same old questions and like to keep it fresh and 'on trend'. We keep ahead of the curve by keeping up to date with this and with a wide network of contacts in some of the largest companies in Ireland, we are kept updated and know what new interviewing tactics are being used and ensure you are up to date with the latest interview techniques.
Interview Coaching in Dublin means having to help candidates enter the world of many of the largest tech companies, as Dublin is a mecca for their HQ's. The Google interview process is one that often elicits an eye rolling response from my recruiter peers, as Google are constantly coming up with new, innovative, sometimes questionable ways, to interview candidates. They are also known as pipeline database builders, stocking their massive recruitment management system with people they deem Google targets, even though they are not ready to hire them, when the time comes they can pounce on them fast (if the candidates are still looking!). So what does it take to get through the notorious Google system? Who knows for sure, as they like to keep candidates on their toes but I found this illustration very funny but somewhat accurate too:
Clare Reed is a leading global expert Interview Coach with over 22 years global interviewing and coaching experience.