Thomas Edison State College Blog

Top 5 Tips Every Graduate Should Use in a Job Interview

July 11, 2013

Dr. Michael Williams<br />
Dean, School of Business and Management

Dr. Michael Williams
Dean, School of Business and Management

By Dr. Michael Williams
Dean, School of Business and Management

As a college graduate, you are ready to utilize your degree and start (or continue) on the career path of your dreams. So, after sending your resume out to countless prospective employers, you have risen above the competition with however many other candidates, and landed the interview. Congratulations! But of course, the hard work and initiative doesn’t end there. As an educator and dean, I have noticed several productive and unproductive strategies during interviews that leave more questions than answers. And in today’s tough job market, anything you can do to set yourself apart as the right person for the position should come across in your interview.

At the interview stage, there are most likely five or 10 highly qualified candidates, which must then be whittled down to two or three in a second interview, if applicable. During this time, the interviewer is focusing on key candidate details that are most likely not even on your resume. As an expert in human resource management, I’ve compiled five tips that hiring managers are really looking for in an interview, while demonstrating that you are their dream candidate.

  1. Do Your Research. Search online for any articles or awards about the company, review their website, and look them up on any social media platforms to understand who they are and what they do. When you refer to your findings during the interview, this expresses your familiarity with the company and shows the employer how interested and invested you will be in the position, without actually saying it. It will also demonstrate that you can gather information effectively and come prepared every day.
  2. Ask Questions. Always have a list of three or four ready when asked at the end of the interview. It reflects your interest in learning everything you could possibly want to know about the position. Questions should be centered on the company. If hired, you will be spending 40+ hours a week at the organization, so ask about day-to-day responsibilities, the interviewer’s most rewarding project, etc.
  3. Express That You Actually Want the Position. This could be the one little thing that sets you apart from the other candidates. If you are eager for the role, say it. Just be ready to explain why; use this opportunity to give your best sales pitch for a compelling reason.
  4. Send the Right Message. Implement verbal and nonverbal cues. Come up with a list of great buzzwords that you feel really describe you, like creative, team-player, pro-active, innovative, etc. This will help you answer the “tell us about yourself” question with confidence. Most importantly, interviewers are more interested in your composure and thinking process as you answer every question, so coming prepared will help you maintain your cool.
  5. Follow Up After the Interview. Reach out to the hiring manager after your interview; don’t let them think that you disappeared or that you devalue any connection you made. Whether you send a thank you note in writing or email, ensure that what you write adds value. Include what you learned in the interview, your passion for the position and confirm why you would be great for the role.

With the right research and preparation, showing your initiative during an interview can only help you and the hiring manager make a well-informed decision. Whatever the outcome of the interview, stay positive and use the experience as a learning opportunity to cultivate better strategies or to improve yourself. Good luck!

 

Tags: Dean , human resource management , interview advice , job seeking tips , School of Business and Management

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COMMENTS

This is such a lovely Tips. Nice Compilation
Olu Ade 8:38PM 07/21/13
Doing your research is one of the best ways to have a good interview experience, and to at least impress the interviewer. It helps you answer several questions like "What can you do to help the company?" -- since you know their background, you will be able to formulate immediate expectation that you can contribute to them.
AgentCampus.com 9:00AM 07/12/13

Human Capital Management: The New Human Resource Management: An Industry in Transition

June 18, 2013

By Dr. Michael Williams
Dean, School of Business and Management

The role of human resource management in modern corporations is rapidly changing. Over the past decade, business leaders have either eliminated or outsourced human resource management functions that do not enable business-centered, human capital strategies. In response, a paradigm shift is occurring requiring human resource management professionals' to reskill; replacing reactive, low value transactional human resource functions with proactive, high value business enhancing strategic contributions focused on business growth and sustainability. A key component of business growth and sustainability is human capital acquisition and retention. In their seminal article Talentship and the Evolution of Human Resource Management: From Professional Practices To Strategic Talent Decision Making (2004) authors John W Boudreau and Peter M. Ramstad offer "The value and importance of human capital, or talent, is increasingly obvious to business leaders, yet they are increasingly frustrated by the current state of human resource (HR) management." The authors continue "People, intellectual capital and talent are ever more critical to organizational strategic success."

In order to meet the growth and profitability requirements of contemporary business operations, human resource management professionals must understand and incorporate the talent engagement strategies and tactics articulated in the emerging discipline of human capital management. Innovative human capital management concepts and practices, such as decision science, talentship and HRM-based metrics form the new cornerstones for professional reskilling for contemporary human resource management professionals. Central to this reskilling is earning a graduate degree in human resource management offering a curriculum that incorporates the key concepts and practices associated with human capital management.

The Master of Science in Human Resource Management Degree offered through the School of Business and Management of Thomas Edison State College offers an integrated business, human resource management and human capital management curriculum focused on reskilling human resource professionals. Courses including Strategic Recruiting, Retention and Succession Planning, Intellectual Capital and the Workplace Learner and Managing the Human Resources Enterprise provide key theories, models, and practices associated with human capital management that position human resource professionals to survive and thrive in the 21st century global business environment.

Authors Boudreau and Ramstad (2004) observe that the current state of the human resource management industry requires "significant improvements in HR decisions [and] will be revealed not by applying finance and accounting formulas to HR programs and processes, but rather by learning how these fields evolved into the powerful, decision-supporting functions they are today. Their evolution provides a blueprint for what's next for HR."

Increasingly, human resource management practices are incorporating the theories, models and tools associated with human capital management. As the human resource management industry evolves, its transition toward a future state will determine professional effectiveness and acceptance in industry. Human resource management professionals need to anticipate the context and content of this future state and acquire the knowledge, competencies and skills necessary in order to be successful. The Master of Science in Human Resource Management Degree offered through the School of Business and Management of Thomas Edison State College may be the higher education cornerstone supporting professional reskilling and success in this millennium.

Reference:
Boudreau, J. W. and Ramstad, P. M. (2004). Talentship and the Evolution of Human Resource Management: From "Professional Practices" To Strategic Talent Decision Making. Center for Effective Organizations - Marshall School of Business - University of Southern California. CEO PUBLICATION G 04-6 (458).

Thomas Edison State College offers three online graduate degrees including an MBA with four areas of study: Data Analytics, Healthcare Management, Finance, and Marketing; an MS in Management; and MS in Human Resource Management. These business degrees are designed specifically for working professionals enabling them to advance their careers. Undergraduate business degrees include a BS in Business Administration with16 different areas of study, including accounting, computer information systems and entrepreneurship; and a BS in Organizational Leadership.

Explore Thomas Edison State College's Online Business Programs

You can also call Dr. Michael Williams (609) 984-1130, ext. 3202 or email him at [email protected] to learn more about the graduate and undergraduate business program.

Thomas Edison State College offers a corporate tuition rate to EdLink client employees.

 

Tags: , human resource management , MSHRM , School of Business and Management

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