Win at Job Interviews - For High Achievers!

Psychometric Testing

An "employers market" has emerged as a result of the current economic situation, which means that those looking for work can choose from a pool of qualified candidates who are competing for their attention. As a result, employers will use more comprehensive measures and assessments in order to find the best employees.

Using psychometrics in recruitment is nothing new; in fact, over 70% of large companies will make candidates take some form of Psychometric testing.

Today, companies use this type of testing to collect critical information from both new and existing workers. As a result, this is an exam for which you should be well-prepared and confident in your abilities to pass this type of testing.

Psychometric tests may measure:

· Aptitude - how people differ in their ability carry out tasks.

· Interests - how people vary in their motivation and in their values and opinions.

· Personality - how people differ in the way they interact with their environment and other people.

When taking psychometric tests remember:

· Time your practices and try to improve

· Stay calm and measured

· Make sure you are somewhere quiet where you won’t be interrupted.

· Above all, PRACTICE!

What you should know about ability assessments

Aptitude exams or aptitude assessments analyze your intellectual abilities, problem-solving skills, and capacity to grasp new material in a short period of time. The following are the most common tests:

• Deductive reasoning (which assesses your ability to solve problems using written materials)

• Quantitative reasoning (which assesses your ability to problem solve using numbers)

How to Prepare for a Capability Evaluation

While it is impossible to study for aptitude tests, there are some things you may do to prepare for them, such as:

• determining ahead of time which tests will be given and in what format they will be given

• taking several practice tests online

• a wide range of reading

• doing crossword puzzles, word games, and brainteasers

On assessment day:

• Pay close attention to the directions.

• Answer as many questions as you can

• Don't devote too much attention to an one question.

• If a question appears to be too difficult, make a guess or move on to the next question, returning to it later if time allows.

• If you finish early, go back and double-check your answers.

How to Get Ready for a Personality Test

• being well-informed and prepared

• maintaining an optimistic outlook

• ensuring that you are sufficiently rested before to the test

• giving yourself enough time to complete the test

• making an attempt to answer all of the questions

You may want to check out websites that allow you to practice Psychometric tests.

In dynamic and competitive work environments, it’s important that a business can keep up with innovations and changing demands from customers.

Employers look for candidates who possess strong critical thinking skills and decision-making skills.

Behavioral Question testing Critical Thinking Skills "Tell Me About a Time You Had To Make a Decision Without Complete Information"

What Is the Definition of Negotiation?

Negotiating is when two or more parties try to reach a mutually beneficial agreement on an issue while avoiding unnecessary conflict.

We must be able to create relationships, communicate effectively, listen, solve problems, make decisions, assert ourselves, and influence others in order to complete the process. So, whether you're negotiating the conditions of a new job or arguing what to do with your family on the weekend, being able to properly bargain is a vital talent to have.

According to a poll conducted by CareerBuilder, nearly half of employees accept the first job offer they receive. Women and younger candidates, according to study, are the least inclined to try negotiation. Concern of rejection, insecurity, and the fear that employers may withdraw their offers are all reasons why people do not negotiate.

Many employers, expect to bargain  if you can make a compelling case and the business has some wiggle room.

As a result, think of these conversations as both an essential part of the application process to not only be offered a great job but also to get the job offer you deserve.

Why Should You Engage in Bargaining?

Compensation is the most crucial issue to consider when considering whether or not to negotiate the parameters of a job offer. If you accept a job that does not appropriately compensate your skills and experience, you may feel bitter in the near run.

You will most likely be dissatisfied, and you will likely earn much less over the course of your career, receive lower bonuses, and retire with a smaller pension account.

Money, on the other hand, may not be the most significant consideration. If your line of work has a high rate of unemployment, for example, labor market conditions may have to dictate your decisions. Bargaining, on the other hand, is undeniably advantageous.

Don't undervalue the importance of likeability.

This may seem self-evident, but it is crucial: only if others like you will they fight for you. Any action you do during a negotiation that makes you appear unlikable diminishes the likelihood that the other party will work to obtain you a better bargain. This is about managing some natural conflicts in negotiating, such as asking for what you deserve without being greedy, pointing out problems in the offer without seeming petty, and being persistent without becoming obnoxious.

Make it apparent to them why you are deserving of your request.

Always describe the story behind your proposal rather than letting it speak for itself. Explain why your request (a 15% raise for example) is justified. Keep in mind the underlying tension between being likable and demonstrating why you deserve more.

Recognize the person at the other end of the table.

Bargaining with a potential boss is not the same as negotiating with an HR representative, for example. You can ask the latter a lot of questions regarding the offer's details, but you don't want to anger someone who could become your boss with seemingly unimportant requests. HR, on the other hand, may be in responsible of employing ten people and hence be unwilling to deviate from the norm, but your boss, who will gain more directly from your employment, may go to bat for you with a specific, reasonable request.

Recognize the limitations they face.

They might think you're deserving of whatever you want. They may, however, refuse to deliver it to you. Why? Because they may be bound by certain unbreakable limits, such as salary caps, which no amount of arguing can alter. It's up to you to find out where they'll budge and where they won't. The more you know about the limits, the more likely you are to be able to provide solutions that answer all sides' concerns.

Be ready to respond to tough queries.

Prepare for inquiries and situations that will put you on the defensive, make you uncomfortable, or reveal your shortcomings. Your goal is to answer truthfully without coming across as unappealing—and without giving up too much bargaining power. You are unlikely to relinquish one of your goals if you have planned ahead of time how you will answer to challenging questions.

Take a look at the big picture.

Unfortunately, many individuals confuse the terms "negotiating a job offer" and "negotiating a wage."

Take into account the whole worth of the package, including duties, location, travel, work-hour flexibility, possibilities for advancement and promotion, incentives, and support for continuing education.

Negotiate a number of topics at once rather than one at a time.

If you receive an offer and are truly concerned about some components of it, you should normally propose all of your adjustments at the same time. "The wage is a little low," don't say. "Could you do something about it?" "Thank you," she should remark after she's finished working on it. Now, I'd want to ask for two additional things... ” She may assume that if you only ask for one thing at first, she will be more likely to accept the offer (or at least to make a decision). She is unlikely to remain generous or understanding if you keep saying, "and one more thing..."

Keep your place at the table.

Keep in mind that what isn't negotiable now may be tomorrow. Interests and limitations change over time. "No—given how I view the world today," someone says when they say no. After a month, that same person might be able to do something he couldn't previously, like extend an offer deadline or increase your wage. Let's say your desire to work from home on Fridays is turned down by a possible supervisor. This could be due to his unwillingness to change his mind on the matter. However, it's also conceivable that you haven't built up the essential trust to put him at ease with the arrangement. You should be in a better position to persuade him that you will work diligently outside of the office after six months. Encourage others to revisit topics that have gone neglected or unresolved by remaining open to resuming the conversation.

Maintain a professional and courteous demeanor.

Begin by expressing your joy at obtaining the employment offer, even if it falls short of your expectations. Make it clear what you want, but don't threaten; this will risk your job and your connection with your potential employer.

Keep in mind that you may be working with these people in the near future, so maintain a "win-win" mentality in which honesty and transparency are essential for success.

Although you may be tempted to bargain via email, engaging with someone in person or over the phone is preferred. You'll be able to create rapport, limit miscommunication, and prevent unnecessary back-and-forth as a result.

Acknowledge When to Take a Break

If the difference between your expectations and the offer is too wide, negotiations may come to a halt. A small firm may not be able to provide the same level of compensation or perks as a larger corporation. Perhaps a larger corporation is bound in ways that a startup is not.

Know when to walk away and whether to accept the offer or move on to the next opportunity.

In your next job hunt, you can always use what you learnt during your negotiations. Remember to leave your talks with the other party on a pleasant note, because you never know when you'll run into each other again.

Summary

• Determine your worth, but don't discuss money right first.

• Establish an empathic bond with the individual you're negotiating with.

• Recognize what can be bargained in addition to money and prioritize your priorities.

• Do not inflate your qualifications or give ultimatums; instead, make the benefits of choosing you plain from the start.

Up to 50% of candidates who quit will receive a counter-offer, which is a common practice among businesses to retain their talent and avoid the cost of advertising and recruiting a replacement which can be upwards of 3 times the annual salary of the position. So, what should you do in this situation?

There are many people who would urge you to reject the counter-offer. It has been shown that people who accept counteroffers are more likely to leave their current employment within six months, and nine out of ten leave within a year, according to the statistics. However, making a decision is not always straightforward, and you must consider what is best for you in the long run – no matter how enticing the offer may appear to be.

What is a counter-offer, and how does it work?.

A counter-offer is a counter-offer that is made in response to a previous offer. The attempt by an employer to prevent a high-performing employee from leaving is known as a recruiting bid and is usually done after the employee has given their notice. A counter-offer is designed to persuade you to reconsider your resignation, and it often includes a promise of a raise in income or a position in the company.

Employers are more likely to make counter-offers for the reasons listed below:

· Employees' knowledge about their employer, customers, and processes

· To keep the costs of hiring and training a successor as low as possible.

· To avoid piling on additional work onto the shoulders of the rest of the team.

· To keep staff morale high and team relationships strong.

Consequences of staying in one place.

In your new position, there are a number of compelling reasons why staying with the job offer may be the best option for you.

• The work environment is the primary cause for your departure. If the work atmosphere is not conducive to your success, no amount of salary raises, compensation, or training opportunities will make the effort worthwhile.

• The only thing on the table is a raise in salary. In the end, your long-term professional development is at least as vital as, if not more significant than, your short-term financial gain.

• You and your manager do not have a positive working connection. Even if you decide to stay, your intention to resign may cause animosity and a lack of confidence among your coworkers. If your boss believes that you are not totally committed to a long-term career at the company, you may eventually be passed over for promotions or training opportunities.

• The only reason your company is counter-offering is to save itself the trouble of having to recruit someone to replace you. For those who believe that they are being asked to stay just in order to reduce hiring costs rather than because they value and appreciate them, it may be wise to consider leaving the company.

What to do when you receive a counter-offer.

Whatever your reasons for resigning, you should refrain from accepting or rejecting a counter-offer on the same day. Here are some pointers on how to cope with a counter-offer.

• Speak with your manager about the offer and make sure you understand the details of the offer.

Directly approach your management and inquire as to why they want to keep you on the team. Is it because you are highly regarded, or is it simply to avoid high turnover rates? You are not required to make a decision immediately away; instead, ask for a day or two to consider your options. Take some time to think about their idea so that you can be confident in your decision, whichever way you decide to proceed.

• Contrast the offer with the one you received for your new position.

Check out how strong your opponent's offer is in comparison to the offer from your prospective employer. Take into consideration more than simply the income and benefits. Make a decision about which company will assist you in developing your career over the long run. Where do you have the greatest potential for growth? Which of the following provides more prospects for advancement? Also, think about which firm's values are most compatible with your own; company culture and vision are key considerations because they can influence how engaged, motivated, and happy you are at work.

• Consult with your Human Resources Consultant.

When making a counter-offer, notify your recruiter as soon as possible so that they can make the necessary adjustments. They will have gone through this procedure numerous times with previous candidates and will be able to provide you with their professional judgment on what else you should take into consideration. It is in their best interests to assist you in making the best option because their client will be seeking for individuals who want to stay for the long haul and grow within their organization, rather than applicants who want to leave after a few months and return to their previous work.

• Go over your reasons for leaving again.

The majority of counter-offers include a raise in salary, but money isn't always the primary reason for someone to leave their position. For a variety of reasons, including improved work-life balance, gaining more experience and responsibility, or working in a more dynamic workplace, many people opt for alternative career opportunities. Consider why you were looking for a new job in the first place, and whether or not the counter-offer will provide you with all you require to be happy.

• Pay attention to your inner voice.

The advise to 'trust your gut' or 'go with your intuition' is undoubtedly something you've heard before. This holds true when looking for a new job as well. Keep an open mind while weighing the advantages and disadvantages of retaining your current position against accepting a counter-offer. If there is a nagging sensation that staying isn't the best option, follow your instincts.

Because of the lack of inspirational leadership, the limited number of options available, or subtle office politics, your inner voice was advising you to quit and look for another employment. Ignoring this voice could have serious consequences in the future.

• Make a decision on what to do.

What is the best course of action for you depends on your specific circumstances - anything from your career aspirations to your financial requirements. At the end of the day, you are the only one who understands what is best for you and your career. You should notify your present employer, as well as any Recruiter or potential new employer, as soon as possible after making your decision.

Many corporations actively canvass High performing graduates from top schools as High Potentials for a strong career path. However many high potentials exist in the workplace who also have expertise, experience, managment skills and these are also actively unted by companies with a high potential candidate engagement policy.

If you can show you have the required atributes of a high potential at interview it will improve your chances to get hired especia;lly for high profile and leadership roles.