Candidate

One of the most rewarding things about doing what we do for so long is that many of the people we placed in staff level positions years ago are now decision makers, having been promoted to management. There are few events more gratifying than for us to see an individual and his/her family, not to mention a client, who has been enriched through availing themselves of our services. It’s also quite pleasing when they come back to us to fill a position that they have for their department.

Closing the interview is a very important part of the process. This is where you can clarify information and where the questions that you need to ask are presented.

Employers often use psychological evaluation as part of their assessment procedures, both for selection of staff and for development and counselling. Psychological evaluations can help you:

There are lots of styles of interview just as there are lots of levels of experience in conducting interviews.

Again, this might sound rather fundamental, but be on time. Don’t be too early.

There is often a period of time between your interview and feedback being provided. This is not unusual as the process can be complex.

The first step is polishing your resume so that your qualifications shine. Take a look at your resume and make sure you have these basics covered.

We all know that first impressions count. Believe it, they really do. However, they are not the “be all and end all” as the interview process has many aspects. It is, however, highly advisable to start off on the right foot from the start.