You know, HR managers really are like you and me, in lots of ways. We work to serve our respective employers in the best ways we can, and we both want a workplace made up of good, competent people. So why not use this common ground to build a bond with HR interviewers?
I’m Cat Miller and this is DiceTV.
It’s HR’s job to source, screen and refer the most qualified candidates to the IT manager. Give them a hand by studying the job description and explaining your technical qualifications in layman’s terms. After all, why should any interviewer put their reputation on the line by endorsing you, if you try to bamboozle them with a lot of technical jargon or show you can’t communicate with non-technical stakeholders?
Yes, HR sometimes asks annoying questions or things like: “Where do you see yourself in five years?” But remember, they’re responsible for minimizing turnover, and making sure that new hires understand performance expectations and are a good match to the company’s culture.
So indulge them by discussing your career goals and work preferences, taking technical tests or personality assessments – and even answering the occasional non-sequitor question. Your answers probably won’t keep you from getting the job, but you won’t overcome a bad attitude.
Finally, show interest and respect for HR’s work by asking how they support the company, and more specifically the IT department. Then build rapport with the interviewer by pointing out the similarities between the mission of IT and HR.
Remember, HR may not make the final hiring decision, but they can keep you from getting the job. If you help interviewers meet their goals, you’ll stand the best chance of achieving your objectives in the process.
I’m Cat Miller, this has been DiceTV, and we now return you to your regular desktop.