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You are listening to trinity employments, a player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter.
Hi and welcome to the a player matchmakers. I’m here with Ethan Mae and we are doing a podcast today over great interviewing techniques. Um, we’re always trying to find different ways to add value to job seekers and employers and this particular topic is going to be more gauged towards the employers, however, people who are employees, um, they’ll, there’ll be able to learn a little bit about, uh, interviewing techniques and just what to expect. And so if you’re a manager and you’re struggling trying to just hone in on the right person, it might be your interviewing technique. And so you can, you can really improve by learning about different techniques and beginning to hone in and get really great at what it is that you do. Before we get started though, we want to, uh, invite you. You can see all of our content now on our website, on our, uh, dropdown menu on our podcast, we have over 50 podcasts to help you with our Tulsa Medical Staffing.
Now we have a lot of other information on our website. So we’d like to invite you to go there. And then if you know of someone who’s struggling with interviewing or struggling to find the right job, a lot of this, a lot of what we go over here, we’ll likely be able to help them. We’re not trying to make any money at this, we’re just trying to help people out. So we’d love to have you refer people over. Um, and so we’re going to have, uh, our next topics talking about the strategies of effective interviewing. So it’s going to be kind of a segment of this, but we want to go ahead and get started. Ethan, start us out with some stats. Sure. So with the interview process, we talk details about a lot, but, uh, Forbes did a study recently that says the average interview process is about 40 minutes long.
Um, that’s a decently long time. If you think about, um, how nervous most people feel when they’re in interview. So imagine being that nervous and then hitting the, the crest of that heightened nervousness. And you’re sitting there for 40 long minutes. Well and thinking about this, you’re saying 40 long minutes, but I’m sitting there going, all right, you’re getting ready to invest. I mean, as an employer, you’re investing in employee, you know, or the employees like, listen, I’m getting ready to give you my life for the next. So, however long and we’re both going to be, um, to making a decision based on 40 minutes of a dialogue, just 40 minutes. It’s, and so, yeah, it’s long, but in, in a, in a way that’s like really short amount of time but also quick. Yeah. So it’s, yeah, it’s a short amount of time for employers, that’s, that’s not a lot of time to really get a full gauge on how someone is who someone is and what kind of worker there’ll be coming from our Tulsa Medical Staffing perspective.
And on the flip side, as an employee, someone who’s interviewing, that’s not a lot of time to really showcase who you are. And if you’re spending too much time being really nervous or overthinking it, that’s gonna waste your potential. And if you’re an interviewer, if you’re not prepared for the interview very well, or if you’re not, you know, set up in, in the row way for the interview, then you’re going to waste a lot of your opportunity as well. Um, so 40 minutes, it may seem like a lot of first, but really it’s not. Yeah. So if we’ve only got 40 minutes of time, it just, it to me, it, uh, it really, uh, creates the real meaning for this topic. And that’s like, you want to be very, very wise with your time and be intentional. And the reality of it is, is that most people are there, they’re busy and so they really haven’t taken time to become experts at this companies a lot of time do not spend enough time training on becoming an expert in this.
And so if you’re a manager, um, it’s kind of up to you to come up with an effective strategy. And so, you know, this, this is kind of what we’re going over this. Yeah, definitely. We got one more step for you as well about the interviewing process. Glass door conducted research in six different co, six different countries, US, UK, Canada, Australia, France and Germany. To find out kind of the average difficulty for what they consider to be a beneficial interview. Um, they said that out of like scale of one to five, um, the average interview is four out of five and the level of difficulty and they find that to be optimal. Um, for whatever reason for the v revealing whether candidates going to be good and revealing whether or not the interview is well prepared enough where the interviewee feels confident. So meaning that everyone leaving feels as though the difficulty was a four out of five as a four out of five and they felt like that was beneficial. You will love this whole process for which you can work with the best Tulsa Medical Staffing!
Um, to the interviewing process. They say any easier than that, you’re kind of shortchanging yourself. And if it’s five out of five, then you’re, you’re a little too hard. Um, but uh, that’s kind of what it’s kind of like the class door study conducted. So in glass doors thinking deep, deep, my man, I like that. You know, it’s, it’s going to be a difficult interview if you want the best out of it. And so I’m preparing well for difficult, difficult interview, um, that could get you the job. So yeah, we’re going to jump into some action items right here. The, the very first one to some extent, I think it’s just like a pretty common sense like a homer Simpson, you know, top action item here. But I also want to add some layers to this. The first thing is that the environment matters. So, um, you know, in this article that we got that, uh, we’re, we’re reading from here, um, the environment matters and so they’re, their point is find somewhere quiet where you can speak without losing focus on a conversation.
And so, um, everyone else in the room is like, well, Duh, of course you should do that. However, when you are working in a huge, large company, um, and I’ve had this happen to me before actually where they didn’t have a place interview me. And so Susie’s like, will Susie, do you want to do it in your office or no, sir. Uh, Jane, we can do it in the conference room. Let’s go to the conference room. Okay, let’s go to the conference room. So then we go to conference room, uh, Bill’s in the conference room with, with the it teams. And so then we walked back to Mary’s office. Well, I don’t have a chair. Do you have two chairs? Well, let’s go. Oh, and bill took much here. And so it was, I know that that sounds kind of ridiculous, but I just described what happened in media and endless in it. Do not wait another moment to work with the best Tulsa Medical Staffing company!
It wasn’t a bad thing. I didn’t, I didn’t hate on the people that were, that were doing that, but it gave me a clear understanding that they, they were unprepared or they were not really that excited about meeting me and I didn’t get that job. So maybe, maybe I wasn’t leading. I don’t know. Maybe they weren’t that interested in it. Yeah. You know, this one’s always interested in me. We have specific rooms just for interviews and there’s little tiny rooms for people to sit at a little table there and we talk. Um, but I, we did staffing for a company and I hired a guy in, um, for them. And it was a high paying position. It was one of their management positions and where the owner of the company wanted to do the interview was a Starbucks. That’s what he wanted. And so they went to the Starbucks and then met up and that’s where they chatted.
And then they did a second interview with another one of the higher ups of the company and they met at Starbucks again. Well, I’m hired you and I’ve talked about it where there are a lot of, uh, you know, some of the big time businessmen, you’ll have a couple of more billionaires saying, I don’t want to meet them in my office. I want to meet him at a remote location for our Tulsa Medical Staffing. I will tell you this. Listen, I started this company because I had nowhere else to meet people. And I’d be like, so you want to meet at Starbucks?
And I got, I got to get out of the office today. It wasn’t, you don’t have an office. My first placement, we met them at Starbucks cause I didn’t, I didn’t have anywhere else to go. So maybe that’s where that guy was, maybe, you know, but that was something that they enjoyed, you know, and so, but even then, that was a specific place where he said, I want to meet them at Starbucks because I want to get to know him as a person and want to be a little bit more casual than like a formal come in, we’ll sit across from her desk and do that. And so they had a specific environment set out for their interview and they stuck to it and they liked it and that guy still working there and they love him. So apparently it’s model that works. Yeah. Remember that, a model that, and it was some, some huge fortune 500 company CEO that I was reading about and they, they wanted to take them into are into a, a neutral place.
And so they chose a restaurant but they went into the restaurant beforehand and they, they paid the waitress or waiter, um, extra to mess up their meal so they could see heads up that the candidates meal that thank you. Thank you. Yeah. They, they messed up the candidates meal just to see how they were going to react and I him saying he didn’t want them to um, to just take it. Yeah. He wanted him. They, he, you know, the ideal thing for this person was he wanted them to correct it, but he wanted them to do it in a plot weight and he wanted to see how he, how this person was going to treat people beneath them. Cause that was going to be an indicator of how they were going to reflect on the employees. So interesting. It is interesting, but we have one in here that we’re getting ready to talk about where people are asking some crazy questions like tell me that your favorite fruit and wine.
Yeah. So it’s weird, but it works. But I think yeah, just having like a set environment is important. Whatever that environment be. Number two interviews are two way thing. Um, of course, you know, as an interviewer you hold probably a majority of the cards, but remember that your candidate is searching for the right fit to this is a two way street. Um, you need to remember that you’re an ambassador for, for your company. So it’s best to not roll out your vision of, you know, of it being the sure thing. Um, but it’s really, it’s really good for you to also say why you like this position. Um, it’s saying to make sure that it’s a two way thing. I got a little bit off track because you need to make sure that it’s a good dialogue and it gives both parties a, an opportunity to assess one another.
Well, yeah. Any interview we’ve laughed about before, you know, at times I go into an interview and I say, so tell me about yourself. Well, I’m from Tulsa looking for a job and that’s it. And they sit there and stare me in. Oh my gosh. And it feels like a chore getting them to talk, you know. But I mean it’s so important to have a two way interview where you are learning about them and they’re talking as well as they’re learning about you, about the company, about the job, things like that. I think we said that the ideal is was 80% the interviewer is 80% listening, 20% talking during the interview. I try to do that because, I mean it’s my personality. Listen, you and I are a little bit different and then our other recruiters are a little bit different. For me, I know that it, it will be very easy for me to get into a story and get off track and so I have, I, you don’t say, well, you guys know me socially, but on in an interview I, I really, I, I’ve trained myself, stay, stay on track, but I, I go around in a roundabout way and I talk about something that’s completely and totally unrelated to the interview from this amazing Tulsa Medical Staffing.
All I want to do is, is get them comfortable with me for the sole purpose is I want them to be honest with me when I ask a specific question. And so I’m, I will spend 15, 20 minutes waiting to get that rapport and then ask the one question that I’m really concerned about because by the time I’m interviewing them, we’ve already had at least two or three people interviewing them here in our team. So my job is to find out the concerns. Sure. You know, but, um, but to do that, I’ve got to make sure that I’m careful to make it a real dialogue. It’s actually more difficult than what people think. Yeah, definitely. I agree with that. It is difficult, but I’m finding that balance and super important note, knowing the abcs of the candidate CV is number three m a. S some people call it a resume, some people call it, call it a CV there.
Uh, this, this particular topic is calling it a CV. And I’m sure we’ve all done that where we’re just crazy busy. I think this happens more often in other businesses than it does in a staffing firm. If it’s happening in a staff like with us, we study that re resume. We know why we’re bringing them in and we already know the concerns we have. Yeah, it’s our job. That’s what we’re doing in a lot of cases that interviewing is not that person’s job. They’ve got a million other things on their plate and they’re like, oh I’ve got to interview this person. So all of a sudden when they’re sitting down at the table, that might be the very first time that they’re in there reading that resume thoroughly. And that is not the time to do it because you’re not going to be able to really create a good sub set of questions. Call now and be amazed out how this company of Tulsa Medical Staffing can help today.
No, not at all. I mean that’s um, you are already setting yourself back at least five steps. You know, the interviewer, that initial three or four minutes that you’re in that interview, you have to waste that time trying to catch up on stuff that you should have known already. Or when that person starts talking, you aren’t really listening cause you’re looking at their resume too much cause you can’t quite remember. You’ve got to know that you gotta be prepared. We’ve talked about how important it is to be prepared before, but that’s, that’s a must. Number four, explain how the interview will run. Um, I always like to do this so people know what my objective is and I, and I think I catch him off guard. I’ll tell them like, listen, our job in this, in this space we’ve got, we’re going to be in here 20, 30 minutes.
What we want to do is together, we want to see is this a good fit for you and would this be a good fit for me? And if we need to eliminate it as an option, I think we should try to do that together and see if this is a good fit. You know? And, and so I always do that to let them know, hey listen, we’re on a team, you know, here. And just giving people an outline of what’s going to happen, I think puts a lot of people at ease. And that’s really where you’re going to get some truth serum, I guess is clarity. Yeah. I mean, I remember you doing that. Even when you interviewed me for this position. Um, you’re very forward about here. I want to talk with you and see if this is what you want. This is what we want.
This is a part of a good program. You know, you fit as part of the culture. He laid it all out right there at the beginning and it was very helpful. Um, I think one thing as well that, that that also helps is, I mean, just earlier today there was a candidate on the phone who was looking for in a, for for something way different than what we were offering. And so I was just candid with them. I was like, man, listen, I’m not sure if we’ve got what you want. Um, and I say, I just want to be honest with you. I want to be forward with you and I don’t want to, you know, drag you along. And he was so appreciative of that. And I think that what you’re saying is laying out, hey, this is what it’s going to be like.
I think that makes the candidate feel like they can trust you and feels like, hey, we’re on the same team. Like I’m not going to try three for any curve balls, not here trickier or whatever. Or make you feel dumb. Like let’s just go through this and get through this together and I want to learn about you and you about me. Yeah. And so, I mean, you know, if you’re, if you’re doing an interview for in your just a mid level manager, you probably don’t have, you know, maybe your employer might not be happy with being that forward, you know, and that’s okay. But you can still give them an outline and do other ways to make sur that they know exactly what’s going to happen. There’s not going to be any surprises. And this is what our goal is here. Um, number five interview goes quickly.
So choose your questions wisely. I think this is very important luck. Luck. When Ethan, since the very beginning, you got basically 40 minutes to make an assessment over, you know, think about it, maybe in the next two to three years of your life. No Man, be wise with it. Be Intentional and put some thought in into the process. I think that it’s very important. It’s something a lot of people kind of go off the whim with. And when you do that, a statistics show that you’re not going to make a make a very good decision. Yeah. In the long run. Yeah, definitely. You know, and it’s good sometimes to replace yes or no questions with more open ended alternatives. You know, it’s important not just to have questions that are, you know, memorization fact based, but situational things are great. Um, but we were kind of laughing earlier, try to keep them at least not crazy and which says, you know, like you said you were in an interview one time, they asked you what kind of fruit would you be if you are fruit.
Oh yeah. Well that, what is that? That wasn’t, that was in, that was in the 90s. And if you know, if you’re not a millennial, oh yeah, here we go. If you’re not, if you’re not a millennial, you probably remember the time where they were trying to come up with these crazy questions and then do a deep analysis on why you would like for me, I said, Hannah asked me, so what’d you say? I said, well, I was an orange. Well, why? I think I said, because orange is tastes crazy. I liked it. I like this, you know, back then they’d be like, Oh, I think this guy might be a little, he might be thinking a little bit too much of himself, you know? And so they would, they would read a psychoanalysis into it and really what statistics showed, not really statistic, but studies they show later, that was pretty much wasted.
Yeah. Number seven, let’s get out of here. Run out of time, analyze your candidates, body language. Um, I think it’s really important. You can’t help but do that anyway. If you’re a candidate, make sure and be careful with your body language. But I watch this, okay, this, this is, this is what a lot of people just won’t tell you. There are some subconscious things that people do. My Dad taught me a long time ago cause he was a hypnotist. If people are, um, they’re, people are lying. If people are lying, the likelihood of their eyes going up into the upper left is really likely. And the reason is because subconsciously they’re going to their creative side of their brain to come up with an answer. And so if you begin to learn some of the signs of nonverbal, you can, you can tell even when they cross their arms, a lot of times when people are uncomfortable answering a question, they’ll cross their arms.
And so for me, if I see somebody crossing their arms, I start digging into whatever it is that I was. It’s things like that that make me think and I’m self conscious. Sometimes I’ll find myself talking to someone, whether it’s an interview or not. I have my arms crossed because it’s comfortable. And I’m sitting there and I’m enjoying the conversation and I’m like, I wonder if this makes me seem really closed off cause I, cause I hear people say things like that and so then I get really nervous. I find myself doing it within a social circles like, oh, I don’t even want to admit this. It’s too late. You have to like if I’m with someone in, I just want to get out of the conversation. Sometimes I’ve noticed that I will cross my arms and like, no, don’t do that. You’re giving them this, you’re giving this.
Then this projection that you just don’t care about the conversational. Even though that might be a little bit true, a lot of times it’s not a hundred percent truth. That’s like 10% of truth into that. Oh Man. Now I’m thinking all the times I was telling you, you know stories about how my weekend went and you got your arms. Oh yeah man. They’re just, there’s wrap around my, listen, if trinity can help you out in any way, shape, or form, man, we would really love to. It’s, we’re honored to be able to help people in the city of Tulsa. You can go to our website@ trinityemployment.com where you’ll find other podcasts like this as well as a lot of great information for candidates seeking employment. Or You could just give us a call at (918) 622-2588.