Conducting research into the company’s sector and competitors gives you information on several aspects:

• Ranking
  How do they measure against their peers? Are they a market leader? Are they the biggest in terms of assets under management, or do they stand out as an innovator?
• How they differ
  What is unique about the company? What do they do well, and where could they improve?
• News and articles
  What challenges or opportunities do you identify from reading company communications? This will help you prepare thoughtful and insightful questions.
• Other cultures
  What do online reviews, such as on Glassdoor and LinkedIn, tell you about the strengths and weaknesses of the company’s competition?

• preferences
• details on previous hires
• culture and personalities of the interviewer(s)

Your consultant should also know which aspects of the job description are most important and what interview styles will be used.

How to provide answers using the STAR method

The STAR (situation, task, action, result) method is the standard that most interviewers will look for when asking an open question or requiring you to provide a detailed answer. STAR principles are designed to allow you to structure your answer in a way that sets the scene – remember, it is harder for someone to understand without being there. The structure will enable you to break down your answer, highlighting what was done and, most importantly, the result.

But before launching into your STAR scenario, ensure you listen attentively to the question and carefully consider an event. Take a moment to consider if you’ve chosen the most suitable example possible. Don’t feel rushed; allow yourself the time to think it through.

1. Situation
   Describe a specific event or situation you were in – the who, what, where, when, and why.
2. Task
   Explain the task you had to complete, highlighting any specific challenges or constraints, such as deadlines, issues, or costs.
3. Action
   Describe the specific actions that you took to complete the task. These should highlight desirable traits the interviewer is looking for.
4. Result
   Close with the result of your efforts. Include figures to quantify the result if possible..

Navigating the face-to-face (FTF) interviewing process

Different interview styles include Zoom, Teams, in-office, casual coffee and more. From a recent Coopman poll, we know that the trend of the past year is that candidates prioritise flexibility over anything else and highlight its significance when searching for opportunities.

• Plan your route if the interview is F2F
  Remarkably, several candidates still arrive late for their interviews. It’s extremely difficult to win an interviewer over when you’ve already made them wait. Phoning well in advance to warn them will help, but lateness should be avoided overall. Find out where the venue is, how to get there, how long it takes, and allow for delays.
• Be conscious of your body language
  Fidgeting and involuntary body movements can show a lack of confidence. Focus on your body language to avoid these behaviours. Remember to maintain eye contact with your interviewers and keep your hands steady and calm.
• Communicate effectively
  A warm and sincere smile, firm handshake and eye contact is critical. This demonstrates confidence and trustworthiness.
• Have questions prepared
  Have a couple of open questions lined up before going in, which will engage your interviewer.
• Dress appropriately
  Opt for smart attire for an in-person interview. This choice reflects your commitment to securing the position and can boost your confidence and readiness for the interview.

Navigating digital interviews

Many employers are selecting staff through remote or virtual interviews. For those looking to make a bigger move, interviewing remotely opens the talent pool for different countries and locations.

However, there are downsides to not being able to interact in person. Interviewers may find it challenging to assess body language and appearance, which can hinder effective communication. Unlike F2F interviews, it can be harder to make a good first impression virtually, and it can be more challenging to build rapport with the hiring team. It can also be difficult to get an understanding of the culture and environment of the company. Consider the following when preparing for a digital interview:

• Check your device
  Ensure your sound and camera are working by doing a trial run, and ensure the lighting, background and internet connection are to a good standard. This will influence your preparedness and the employer’s first impression of you.
• Be aware of your background
  If the setting is inappropriate for the role, use a blurred background. Alternatively, use an available background or one that showcases your industry of choice.
• Use names
  If there is more than one interviewer, showing your interest in all attending the call can be difficult. By using their names directly, it shows a more personable and attentive approach to communication.
• Mirror and match
  By subtly mirroring the interviewer’s tone, body language and communication style, you demonstrate empathy and allow for connection and mutual understanding regardless of the digital distance. For example, if the interviewer has a direct tone, ensure to give concise and direct answers. It’s important to carry this out naturally and not to mimic any negative behaviours.
• Be enthusiastic and engaged
  Remote interviews can create a sense of distance, so develop a more comfortable space by adopting a positive attitude and showing enthusiasm.
• Treat it as a formal job interview
  Wear appropriate uniform and use confident and open body language.

Advice for successful interview preparation

• Prepare, but don’t overprepare
  Preparation is essential if you want to be successful in your interview. However, too much rehearsal generally leads to stiff and nervous answers that don’t flow. Above all, you need to be able to talk confidently, not like someone nervously recalling a script.
• Understand the job description
  Go through the job description in detail, coming up with examples of where you have demonstrated each point within the prospective role. Mention these points in the interview.
• Know your story
  Highlight what has shaped your values and experiences. The most effective way to do this is to bring in moments from your life prior to your first working role and use your education, upbringing and life experiences to highlight yourself and your values.
• Speak with your recruitment consultant
  Don’t hesitate to contact them with any queries or concerns you may have. Consider scheduling a practice interview session with your consultant. This allows you to simulate the interview experience and receive constructive feedback on your performance.
• Practice
  This is the best way to prevent being caught off-guard on the day. Confidence is key, and you can try to practice by yourself. If you are working with a recruitment consultant, lean on them to run through some practice Q&A with you and ask for feedback.
• Bring enthusiasm and energy
  Being enthusiastic always helps your chances. You must assume that your interviewer is passionate about the company, the position you’re applying for, and the projects you’ll be working on. You’re less likely to land an offer if you can’t share their enthusiasm.
• Questions, questions, questions
  Like CVs, job descriptions don’t tell the full story about a company, the hiring manager, or the team. It’s important that you prepare relevant questions to help guide you through your decision-making process and suitability for the role and the culture of the firm.
• Remember
  You are interviewing them as well. Make sure to get as much information regarding the role and culture as you need to ensure it is the right fit for you, too.

If you would like to discuss any of the topics mentioned in this update, please reach out to Director William McCoppin via email at william.mccoppin@coopman.uk ,+447311387242, or to Chris Wood at chris.wood@coopman.uk, +44 731 1387 186.

The post Interview preparation: a guide for success in face-to-face and digital settings appeared first on Coopman.

Setting the Scene

As we approach the school holidays, many employees will be taking annual leave for a couple of weeks at a time. This seasonal dynamic affects both clients and hiring managers, making timing a crucial factor. When are hiring managers available? Timing is key to successful recruitment.

Candidate Experience

One persistent issue when hiring over the summer is the lack of feedback and communication with candidates. If you’re recruiting directly, it’s essential to over-communicate to ensure a positive candidate experience. Pre-empting delays and setting expectations during interviews can help manage candidates effectively. Although activities may slow down, they do not come to a halt and can be managed efficiently.

Availability and Communication

During the summer, candidates may postpone their job search until after their holidays. They may also be selective about attending interviews while they are away. This begs the question: are the summer months the best time to hire? Consider the benefits of hiring later in the year. If candidates are committed, set realistic expectations regarding the volume of applications and the timeline for feedback. Otherwise, it’s important to consider the candidates time, or lack thereof for a hiring process, and be more lenient when scheduling meetings.

Market Conversations

Even though fewer candidates are actively seeking roles currently, as confirmed from conversations on the market, it is still possible to have meaningful conversations and gauge their interest in the market and opportunities. Candidates remain open to receiving calls from recruiters to gain insights into the current market trends and available opportunities. Engaging in discussions enables us to identify potential candidates. Establishing clear timelines and scheduling the next steps can help maintain their interest and streamline the recruitment process. Pre-empting the process by creating a clear pipeline, focusing on candidate interest, and managing CV submissions and shortlisting efficiently is crucial.

Onboarding

The onboarding process is also crucial, particularly when the direct manager is back from their annual leave. A strong onboarding experience is vital to ensure new hires feel welcomed and integrated into the company. A vigorous onboarding process can significantly enhance the overall candidate experience.

Advice for Clients

• Streamlining the recruitment process is essential. If your current process involves multiple rounds of interviews, consider consolidating them. Can the number of interviews be reduced?
• If you decide to go to market during the summer months, having a strategic and flexible approach is vital. Schedule interviews at times that accommodate candidates, even if they are on holiday.
• Ensure the candidate experience runs smoothly regardless of availability, wait until the HR manager is back from holidays to start their new role, or until their manager is fully available for a successful onboarding process and integration into the company.
• Speak to a specialist recruiter about sourcing the right candidates, at Coopman we have access to passive and active candidates looking to secure roles for the Q4 and will be eager to understand the opportunities available to them.

In summary, while recruiting during the summer presents unique challenges, strategic timing, clear communication, and a streamlined process can mitigate these issues and allow for a successful hiring process throughout the summer months. Flexibility and a focus on the candidate experience are vital to navigating this tight market successfully.

For guidance on the talent market across risk, compliance and financial crime to discuss resource planning on a permanent or interim basis please contact Consultant Eoin Hurley, on +353 860676377 or at eoin.hurley@coopman.ie

The post Is Recruiting During the Summer Feasible? appeared first on Coopman.

While the economic climate has mad businesses reconsider their costs, employers should always invest in their people, from the attraction of talent right through to retention. Working with specialist recruiters to find the best people for a team, business and company is a great way to start that investment and such a partnership can benefit employers in many ways.

ADVANTAGES OF WORKING WITH A SPECIALIST RECRUITER

Time

It is the responsibility of the professional recruitment partner of high performing corporations to screen, vet and assess the suitability of a candidate for a role. We have heard many times over the past few months of frustrated clients syphering through hundreds of irrelevant CVs and wasting valuable time which could be focused on other important business tasks. Again, a lot of time is often spent interviewing candidates whom on paper fit the criteria of a role, however in person do not match the culture of the company and so, employers find themselves back at the beginning of the process again. Working with a specialist recruiter means that employers can dedicate their time to other company-related activities.

Candidate Experience

From speaking to even more professionals on the market nowadays, job adverts are appearing across multiple online channels which is causing a lot of noise in the market. As a result, occasionally opportunities are missed by people as they haven’t been directly approached by a specialist recruiter. CVs are also being sent to adverts on job boards with no feedback or follow up from companies, while some professionals report that when they see a job has over 50 applicants, they feel deterred from applying for the role.

The recruitment process is an extension of a company’s brand and if managed poorly, it could be detrimental for a business, particularly if it is going through rapid growth. Given the large volume of applications and processes to manage when hiring, bad candidate experiences may unintentionally happen and this can damage a company’s reputation. A common example is a month long wait between interviews with no contact, which may result in a candidate removing themselves from the process and feeling reluctant to apply again for future roles with a company. By using a specialist recruitment firm, regular contact is maintained with professionals and updates provided during the interview period, resulting in a pleasant experience for the candidate.

Positioning the Opportunity

Understanding how to position a company’s vacancy in the market in terms of title, seniority, salary and package is vital. If an employer hasn’t gone to market for a while then things may have changed in terms of expectations – a good example of this is the appetite for hybrid or remote working in the current market. If the vacancy is positioned wrong, then a company may find that it won’t get the right traction with applications and it becomes more difficult to then reposition the role as people are left feeling confused and disinterested. Working with a specialist recruiter means employers get a consultative service and expert advice before going to market, ensuring that the role receives a positive reaction.

Selling the Opportunity

Once a specialist recruiter receives a full briefing from a hiring manager on the type of individual they need, it is their duty to engage with the market and find suitable candidates for the role. Expert recruiters can speak directly to the market, sell the opportunity, explain the culture of the team and talk through the interview process and styles. For both the client and candidate, it can be a seamless and enjoyable process.

A recruiter will also engage the passive market in which they constantly build relationships with those not active on LinkedIn or job boards but who will move companies for the right opportunity. In order for this to happen, passive individuals require professional engagement and relevant information which is where specialist recruiters play their part. Furthermore, it ensures that a company gets a full representation of the market and the best talent available across the board.

Market Feedback

As much as recruiters work with candidates, they also work with employers to keep them updated on how the market is receiving the role and the company, what trends and challenges are out there and ensuring that the people they meet are vetted and prepared to for the interview process. They also guide companies through the hiring process and advise on post-recruitment activity.

Recruitment Strategy

Specialist recruitment firms offer bespoke recruitment strategies for companies, as well as market insights and tailored reports to make clients aware of the talent available to them in a specific market. Working exclusively with a recruitment partner will lead to a mutually successful relationship as they get to know the company, culture and people, and understand the employer’s talent needs, meaning they can identify where gaps may arise, work with the company to meet their targets and find the right professionals for their company.

To Wrap Up

Positioning the role, executing the process itself and securing the best talent are components of hiring that each present their own requirements and challenges – getting these right is critical in a competitive landscape such as financial services and so, working with those who know the market and how to guide both sides ensures that a positive outcome is realised through a consultative and engaging approach.

To find out more about the current market or to discuss your hiring needs, contact us at connect@coopman.ie.

The post 6 Benefits Of Working With A Specialist Recruiter appeared first on Coopman.

One of the most common reasons individuals at all levels of seniority find themselves on the wrong side of an interview decision is that they were not able to convince the interviewer of their expertise and enthusiasm for the role. While there can be a number of factors attributed to this perception such as preparation, energy levels or personality differences, a prominent issue is a lack of detail provided in the presentation of the CV and in answering the competency and technical based questions.

WHAT IS MEANT BY LACK OF DETAIL?

• A CV presentation that highlights only the responsibility of the role listed on the CV
• A high level overview of the roles held to date
• Short responses or vague answers to competency and technical questions

WHAT ARE THE POTENTIAL OUTCOMES?

• Interviewer is left with unanswered questions
• Feels you lack enthusiasm or energy for your work
• May lead them to believe you have not prepared, resulting in a perceived lack of interest

All the while you may be thinking that you have represented yourself to the best of your ability and so cannot understand why you were not successful.

HOW CAN YOU DELIVER MORE DETAIL?

Paint a Picture

Make it easier for the interviewers to picture the environments you have worked in, before going into the elements of your role give them a sense of corporate structure, culture and the reporting lines and stakeholders you were exposed to.

Each organisation is different with different titles and operations so giving this overview will help them see how you may fit into their company. You may have held a title of MD which in another organisation translates to Senior Manager for example.

Talk About HOW

When you read over your CV, start to ask yourself how you performed each duty and you will naturally find that you describe your role in more detail than when you focus on the what?

The how question opens up the use of more descriptive language and requires you to talk about people, systems and processes that assisted you in doing your work.

Stay Relevant

There is always the chance that in trying to be more descriptive and detail orientated in your presentation that you spend time on the wrong areas.

By tailoring your various experience to the job specification of the role you are interviewing for you can ensure to focus on the areas that matter to the interviewers.

Write It Out

Write out examples of how you have demonstrated competencies – focus on your actions and the result of your actions using I language. Again refer to the job specification to get a sense of the competencies required, they put on paper what they want.

Writing out will help with the descriptive process and also will help you commit to memory for recall during the interview.

Talking about yourself is something that the majority of us struggle to do without feeling an overwhelming sense of self promotion. An important takeaway to remember is that the people you are speaking to want to know more about you and what you have done, you are simply promoting yourself as a professional.

We provide one on one interview sessions for professionals at all levels to give you the best opportunity of success, contact us at connect@coopman.ie for more information.

The post Take A Dive Into The Detail… appeared first on Coopman.

PREPARE AND RESEARCH

Research the company, the individuals interviewing you and know what is currently happening in the market. Ask in advance what type of interview it will be, for example, whether it will involve competency-based questions, and prepare your answers accordingly, highlighting clear examples from your past experience. Most importantly, know your CV and cover letter.

DRESS APPROPRIATELY

Whether the company has a casual dress policy or not, dress for a formal interview.

TAKE DEEP BREATHS

This is an important technique to use in preparing for an interview because let’s face it, we all get a few butterflies before an interview. Take a deep breath through your nose so that your diaphragm expands, hold it for five seconds and release the breath through your mouth, then repeat the process at least five times. Using this technique will calm the body.

HAVE A CONVERSATION

Remember that the person speaking to you wants to get to know you. They are not trying to catch you out with trick questions, rather they want to understand your expertise, your experience and who you are as a person.

SMILE AND MAKE EYE CONTACT

Remember to focus on the interview participants, keep eye contact with the individual asking you the questions and most importantly, smile!

DON’T GET THROWN OFF BY OTHER PEOPLE

If you are interviewing with a panel, expect that the participants may take turns asking you questions. Pay attention to the person asking the questions and don’t get distracted by the other panel participants and what they are doing.

GO OLD SCHOOL WITH A PEN AND PAPER

Use a notepad to take notes about the company or to record questions you want to ask at a later stage of the conversation. Do not use note-taking functionality on your device – switching screens can be confusing and depending on the device, the keyboard may be quite loud when typing.

If your interview is happening remotely, below are a few additional tips to help you to succeed. Remote hiring, on-boarding, and working are fast becoming the norm in the business world, as employers recognise the benefits for their business and their employees. So even if your first remote interview feels unusual, with practice it will soon become a natural process.

PRACTICE ZOOM CALLS WITH FRIENDS

If you are not used to using video conferencing technology or you just feel uncomfortable talking through such platforms, ask your friends or family members to join a call or two before the interview. Even if they are casual calls to talk about the football match last night or what your plans are for the weekend, you will quickly adapt to video conferencing.

FIND THE RIGHT SPACE

Select a room, whether it is in your house or somewhere else, that is quiet, has a good Wi-Fi connection and is clean and clutter free. Ensure you will not be disturbed by other individuals in the house and where possible, avoid rooms near busy roads or other distractions.

TEST YOUR EQUIPMENT

Whether it is your own device, or you have borrowed it from a family member or friend, know how to use it. Make sure the battery is fully charged, test the sound, the connection to Wi-Fi and platform through which the interview will take place and be aware of functionality like an automatic lock screen. Don’t forget to charge the battery!

EXAGGERATE YOUR ACTIONS

It can be difficult to gauge engagement through a remote interview, nodding and agreement phrases such as “yes, I see” are not necessarily as obvious. Make sure it is noticeable to the employer that you are listening, that you understand what is being said and get involved by asking questions or sharing your thoughts.

DON’T PANIC IF WI-FI DROPS OFF

If you are doing a remote interview, chances are the interviewers are used to remote working so most likely have experienced this at some stage themselves. Try to re-connect and log back in and if that does not work, have another device nearby with mobile data and the interview login details so that you can quickly get back online. Apologise to the interview participants and politely ask where the conversation was left.

Whether your interview is in-person or remote, just remember to prepare in advance by following our tips above – best of luck!

To understand how Coopman can assist you in preparing for in-person and remote interviews, contact us at connect@coopman.ie

The post How To Successfully Prepare For Your Interview appeared first on Coopman.