You are listening to trinity employments, a player Matchmaker Staffing Agency Tulsa podcast starring your host and the cofounder of Trinity Employment Specialists. Cory Minter. Hi, thanks for coming back for
Jus Tin. Impressive Staffing Agency Tulsa questions that you can ask in a job interview. This is the title of this podcast. This is part two. We, we went through questions one through four and we went a little bit long. So we, we broke it up into two parts. And so what we’re always trying to do is add value to job seekers and employers when it comes to topics like interviewing. And we have so many questions all the time, that Ph that our candidates come and ask us, we believe that this is going to be able to help anyone who listens to it. So we’re always trying to bring good content and you can see all of our content on our website. If you go to our website and go to our career center, our podcast is located there. Please invite anyone that you know of that’s looking for a job or that could really use some insight on how to, uh, work on their interviewing skills and become much, much better.
That’s what we’re wanting to do here. Um, so this topic I believe is going to be really important for people because most of the best candidates are not interviewing all the time and learning and understanding impressive questions to ask in a job interview is always a great way to show your intellect, show your interest, um, learn more about the position so you can make a better decision for yourself. Remember, you’re going to be spending like so much more of, more time at this position than you will with your family. And so, I mean, by all means, let’s make sure that this is the right position for you. You’re only going to be able to do that by asking good questions. And so let’s dive into this. Um, we, we talked about some statistics just about general interviewing. Um, let’s go ahead and kick it off with that, Ethan.
Sure. Yeah. Well we talked about last time is, you know, when you’re, when you’re finishing up an interview, almost every interview they’ll ask you, do you have any questions there? The end. And sometimes it seems almost like a throwaway, but it really isn’t. It’s, it’s that last time really capitalize on you gaining knowledge and you showing them that you’re interested in. And when you think about it, you know, glass door did a study and glassdoor.com that said only 2% of applicants will actually be called in for an interview, um, for each job out printing. So when you think about that, you’ve only got, you know, a very, very small number of people actually get a chance to interview for the job. You got to take every chance that’s given you, especially when it’s a very specific type of a job. Um, and you know, it’s very difficult to get called back.
I, when you want to make, take good advantage of any kind of opportunity that you get. Yeah. and.com did a study, it said 62% of employers are looking in an interview for soft skills, people, soft skills. And 93% of those employers said that soft skills are the most essential thing to that job, to that position and therefore then most important in the interview as well. So you really got to take that time to show the interviewer that you care about the job, you care about the company you’re invested. And I really take that last second to impress him with that, it’s really important that you show soft skills and that doesn’t sound like a typical soft skill type of a topic that we’re talking about. However, you either have the ability to show interest or you don’t. You have, you either have the ability to show your intellect and your enthusiasm, your curiosity about the position or you won’t.
The type of questions that you’re going to ask, it’s going to say a whole lot about your, um, your enthusiasm about the job. And that really falls into soft skills. We felt like, Oh yeah, it definitely does. And again, it’s so important. I mean, those stats are pretty staggering when you realize that, you know, 93% of those employers say that it’s, you know, the most important thing they’re looking for in an Staffing Agency Tulsa interview. Um, but it’s super true. One of my favorite quotes, we, we’ve talked about it before, I quoted it last time, it’s by Peter Schulz. It says, higher character and train skill. You can really train people to do almost anything. You know, and when I came into recruiting, I’d never done it before at all. And, um, and, and, and yet they still decided to train me on, there’s a great quote by Lawrence, a Bossidy that says, I am convinced that nothing we do is more important than hiring and developing people.
At the end of the day, you bet on people not on strategies, you know? And there, there was a Harvard business review article that came out and I read it in an, I read it at an airport. I bought a magazine. I’ve never done this before, but I bought a magazine that cost like $21. That’s how much that deck a magazine costs. Well, I knew I was stuck. I wanted to have something interesting to read a book, man. Well, yeah, but somebody, somebody had suggested it to me. I saw the article and it was, it was talking about the future of hiring, of what it was going to do, $21 and it really bothers me to this day I lost the magazine, which is funny. Um, but what it was talking about really changed me in the way that I grew trinity, this, this was many years ago, probably about a six or seven years ago, and it got me to beginning to think that, listen, maybe I don’t need to go find somebody with a large skillset in recruiting or in sales, but rather I need to go find the right person for our culture, train that skill, find the right person that’s truly bought into our culture in what we stand for, and then begin to develop that person.
And it really did change, you know, when people walk into our office, Ethan, we, we hadn’t happen almost, almost weekly. Someone comments about the culture here almost, almost weekly now. We’re not perfect. You certainly know that, you know, but, but I thought you’re going to say you certainly aren’t. Oh Hey. But you can, you might be able to even tell by some of the camaraderie that you and I share on this podcast that there is a, there’s a genuine care for and there’s a genuine, uh, culture in this office that is attractive to a lot of people. The only way that you can do that many companies have figured this out is to hire good character. And one of the only ways that you can really tell that comes from the questions that people ask. And I don’t believe it’s just us that’s looking at this.
Some of the top, you know, top 500 companies that that are around, these are some of the hiring strategies that they are implementing. And so if you’re going to go and get a job at a company that is really well versed in interviewing, um, you better be well versed in this particular skill. And which is why we’re going over this today. So let’s, let’s dive in to question number five. You want to go out and read that up for us is your, yeah, of course. Number five, a really good question to ask at the end of an interview is what are you hoping this person will accomplish in their first six months or in their first year on the job? And that’s great. I mean that question kind of gives you a sense of what, what kind of learning curve you’re expected to have. Um, and as well the pace of the team and the organization.
Nothing is worse than going in somewhere and having no idea what is expected of you. I mean, there’s few things worse, especially when you start a new job and that can be so stressful and that kind of really hinders you as you try to go. So, I mean, if you’re expected to have a major achievements on your belt after only a few months, then that tells you they won’t likely give you a lot of ramp up time. Well, and we’re going to be talking later about employee engagement. Okay. That’s going to come probably in our next podcast. But another study that they did with Harvard Business Review, and I read this a lot because it really has some great information, but one of the number one reasons that employees are disengaged is because they honestly don’t know if they are succeeding or failing. Now the, the, the review times are such at a length that people will go an entire year sometimes without hearing from their manager whether or not they’re succeeding or failing.
And it is really important to the human being psyche to know, am I doing well here or my doing poorly here? Because in general, when you don’t know, this is what happens to the mind, the mind begins to naturally drift towards the negative. And the way it begins to think dictates the way the person feels. And as that rolls, it’s like a snowball effect and it eventually leads what is potentially a really good employee to not know if they’re succeeding. And so they leave so that they can feel better about themselves. And so it’s really important for an a player to be able to answer, to be able to have answers to this question. But again, what does person’s asking for is what equals success and what equals failure with this, with this particular question. I think this helps anyone. Yeah, I agree. All right, let’s move on to the next question.
Um, the next question we got is this, thinking back to people you’ve seen do this work previously, what differentiated the ones who are good from the ones who are good, from the ones who are really great at it. And you know, I mean that’s a question that it, it really it straight to the heart of what the hiring manager is looking for. Hiring managers aren’t interviewing candidates in the hopes of finding someone who would do an average job. Uh, they’re hoping to find someone who will excel at the job, who will be excellent at the job. And this question says that you care about the same thing and that you aren’t there just to be average, that you’re there and already before the jobs even started before even know if you have the job, you are seeking to be the best at it. Well that is very, very true.
But I’ll tell you what, we in sales, I asked this question all the time when we get a new job order, especially from a new Staffing Agency Tulsa client, that we are unfamiliar with them. Um, and I always want to know, listen, what were some of the things that people did before previously where they just crushed it? And let’s, let’s go back and let’s explore and seek to understand the person that was the most successful in this job previous. And let’s try to duplicate that. What was it that you liked? What were some of the things that were great? And when we understand that as recruiters, it helps us to do a much better job that this is a great, great question. It’s one of the things that helps us to win, succeed and, um, and perform well for our clients. Yeah, definitely. The next question we got is, how would you describe the culture here?
What type of people tend to really thrive here and what type? Don’t do as well. Pay attention to their body language. When you ask this question, you need to trust me because no one ever Ethan is going to say, Oh man, we have a terrible culture here. Yeah, no one will ever say that, you know, but it’s so important and it’s something that I know we look for when we’re hiring for this company. I mean, that’s like 90% of what we’re looking for brands. Some are they going to fit in. It’s so important. And we talked about on the last podcast an interview that we had a actually earlier today with someone that was going to become maybe coming and working here at trinity with us and we just did not feel that they were invested or cared very much about the job. And we just knew right off the bat that, that they would not fit in with our culture because they didn’t care about our culture.
And we don’t want to bring someone in like that. Yeah, absolutely. Um, our next question is what do you like about working here? Um, you can pay attention to body language here. Um, and you can tell if someone’s really trying to dig things up or not. Think about it for 10 minutes. You know, one of my favorite questions when people ask really why? Well, because I’m naturally an optimist. I like to, I like to be upbeat and joyful about things. And so when people ask this, I just get to, I get to talk really great things about where I work and it encourages the person who’s looking for a job. And then it also kind of oddly encourages me cause then all of a sudden I’m sitting there and I’m thinking about all the great things about my job that I really enjoy. It’s a nice thing to learn because you want to know those good things going into, you know, going into an interview, you want to know the good things about a company and I’m from the inside, you know, inside perspective.
But also it’s nice kind of turns the interview or on, on like a happy note as well, you know? Yeah. When you dwell, you’ll feel what you dwell on and, and you’re right. I mean just thinking about some good things. I love them days. Yeah, you’re right. Um, number nine, uh, two more left here. Number nine, ask the question you really, really care about some, sometimes people use their turn to ask questions in interview solely as an additional chance to try to impress their interviewer. Asking questions designed to reflect well on them by making them look smart or thoughtful. And if you try to do this and overdo it, it’s going to come across as a little bit of arrogance. And we, we’ve all seen that you don’t want to do that. And that’s what I was mentioning in meaning earlier is that when you ask questions to Jay to genuinely give you more information, you are never going to go wrong with that.
And then that leads us to our last question, which is very important for people, at least for your own sanity I think. And that is what’s your timeline for the next steps so that you know what their timeline is and you don’t have to assume what it is and sit there and wonder the whole time. If it’s been a week and you’re like, oh well they, they probably passed on me. But when their timeline was to make a decision in two weeks, when the boss comes back, you want to know what their outline is and when it’s okay. You might even, I would, I would even go as far as say, when would be a good time for me to check back with you and follow in followup on that. That way, that way you have a timeline yourself. Um, and people need timelines when you’re sitting around just twist in your thumbs and you’re really hopeful.
Um, a lot of times that time goes by really slow and some imaginary things can come up into your mind that might not be true. Definitely. I mean, glass door, again did a study saying the interview process takes an of 22.9 days. So luck, you know, so that’s the average time. Three weeks over three weeks, you know, so, uh, that’s a good question to end on. I think, you know, if you start the interview question, the question questions with that, it kind of seems like that’s all you care about is the healer. Is someone going to hear back? Yeah. And so it’s a good one to kind of finish with because you’ve already asked the other questions you enjoy or that you really were important to you and then you kind of finish with that. It’s a good ending note. Well, and I’ll tell you this and we’re running out of Tom, but I think it’s important to say this before we get out of here.
Um, we just gave you 10 questions. I do not think that she, you should go into an interview expecting to ask all 10 now if you were are looking, we have spent 27 minutes just going through the Staffing Agency Tulsa questions ourselves, um, in, in both parts of this. So pick out these questions, know them all, and based on how the interview goes, um, pick out two to five of these and ask and you can read your interviewer. And when, when it’s, when it’s time to wrap it up. Go ahead and wrap it up, but I think that these can help you. I hope that they did. If Trinity can help you in any way, please give us a call. You can call us at (918) 622-2588 visit us firstname.lastname@example.org we’ve got this podcast, a lot of other information and great stuff. We hope to see you. Thank you so much for listening in.