10 Tips for Interviewing Global Mobility Talent

Job interviews, key to selecting the best candidate for the job, require preparation for both the employer and candidate. At Signature Source, we have a list of the top 10 questions hiring managers use when hiring global mobility talent, all crafted to gain insight into a prospect’s personality and ability, and to determine if the applicant is a good fit for the job and the culture of the company.

Since the cost of a bad hire is steep, even an $8 an hour employee can end up costing a company $3,500 in turnover costs – it’s important to make every interview count.

1. 1. Tell me about yourself. Good candidates will begin with a clear positioning statement that boils down the story of their resume, touching on general goals, skills and background.

1. 1. What do you know about our company? Candidates need to do research before any interview, and should be acquainted with the products, size, income, reputation, image, goals, problems, management talent and styles, the people in the company, their skills, and the firm’s history and philosophy. This question should also elicit questions from the candidate about the company’s course and department goals.

1. 1. Why do you want to work for us? Employers listen carefully to this answer, because ultimately they want candidates to talk about how they can make a contribution to specific company goals instead of what the candidate wants.

1. 1. What would you do for us? What can you do for us that someone else can’t? Candidates should be prepared to relate past successes in solving previous employer problems, which may be similar to those of the prospective employer.

1. 1. What about our position do you find the most attractive? Least attractive? Applicants should be able to come up with at least three factors they find attractive about the position, and limit themselves to one minor unattractive factor.

1. 1. What do you look for in a job? This answer should be concise, simply touching on three main points: An opportunity to use skills, perform and be recognized.

1. 1. Please give me your definition of a … (the job for which you are being interviewed). Employers are looking for an action-driven and results-oriented answer.

1. 1. How long would it take you to make a meaningful contribution to our firm? Successful candidates emphasize that they will quickly become valuable employees after a little orientation and a brief period of adjustment on the learning curve.

1. 1. How long would you stay with us? A simple, concise answer is best: As long as we both feel I’m contributing, achieving and growing.

1. 1. What is your compensation requirement? This is a critical piece of the process and usually the most difficult question for candidates to manage effectively. If candidates state a number immediately, they risk having the opportunity to move on to the next phase of the interview process. Here are four suggestions:

1. 1. • Based upon your interview with me and my experience, where do you feel that I would fit in your compensation program?
      • What is the range for the position and how do my skills and experience align with it?
      • Could you please share with me the range for the position?
      • What are other talented professionals with my skill sets and experience earning in the organization?

For more information, contact Signature Source at 888-613-4179.