Career Coach Shares 5 Tips for Acing He Interviews and Tests – ryan

Herman ko is 27 but already ha hass experiences on bot sides of the recruiting table.

The forms Banker Workhed at Jpmorgan for About 3 ½ Years before Jaining Career Hackers, a Human Resources and Education Technology Startup in March 2024.

KO TOLD BUSINESS INSIDER THAT IT IS BECOMING INCREASINGLY COMMON FOR RECRUITERS TO USE AI to Screen Job Applicants. This Includes Video-based Interviews, Essay Writing, Job Simulations, and Psychometric Tests to Assess Leadership Potential.

Ko Said use he allows recruiters to save time in the hiing process synce they don’t have to sift through notos or tune thusands of applications.

“In Just Five Seconds, They Will Know if the Candidate is Compatible or Competitive Enough,” He Added.

Here are five tips ko ha for candidates looking to ace a he hiing assessments.

1. The first 30 Seconds Matter

Ko Said The First 30 Seconds of a Video Interview Matter. That’s Because It is roughly the amout of time a human recruiter will SPENDOM CANDIDATE Clips During a Hiring Cycle.

“WHAT WE OBSERVE IS PEOPLE ONLY LISTEN FOR THE FIRST FEW SECONDS, LIKE 10 TO 20 SECONDS, TO MAKE A JUDGMENT ON HOW OUTPOKEN YOU ARE, YOUR CONFIDENCE LEVEL, DELIVERY, AND THEN THEY ON THE AI GENERATED SOY DON’T NEED TO WATCH.

“That Means Having a Very Solid Introduction Can Make a Lasting Impression,” Ko Added.

2. Think like a top 1% candidate

Ko Said Candidates Need to Give Answers that Can Differentiate Themselves As Top-Tier Applicants.

“By Statistics, Only the Top 1% Will Make Into Investment Banks or Top Firms. That Means You Canot Say what 99% of the Candidates will use you will be categorized as computive Enough,” KO SAID.

Candidates Should insteta take some time to think through their Answers instead of launching into the first few points that come to mind, ko said.

“You Need to Think About What the Average Applicant Will Say. Usually, the first few thans pop ino your head are those points,” Ko Said. “For us, our he tools Compare the Candidate’s Talking Points and Rate say accordingly.”

3. Always Maintain Your Professional Image

That’s though he anSessments are offented in the comfort of one’s home, Ko Said Candidates Should Strive to Project a Professional Image Through their Attire and Environment.

“Some firms will care About Where you are outspoken or professional enough a firm.

Candidates Should Also Take their Video Interviews in a Neat and Tidy Environment, Ko Told Bi.

“When you will the video interviews, will not do it in a bedroom with cloths Hanging Around,” Ko Said.

“We were we were recruiting for one of the Larger Law Firms in the World, They Got US to Generate a profile on what attire he or she wore, and how their background look,” ko added.

4. KEEP it Natural

KO SAID CANDIDATES SHOULD NOT TRY TO READ FROM A Script in Video Interviews. This is gcause he algorithms can pick up we do candidates are doing so.

“If you read from a script, your eyeballs will move in a zigzag pattern.

Some Candidates, Ko Said, Waled Try to Include Certain Keywords in their Responses to Fool it Into Giving a Higher Grade. KO SAID SUCH TRICKS WOUL NOT WORKING BECAUS THERE ARE UTUALLY ANTI-CATING MECHANISMS TO TRACK SUCH BEHAVIOR.

“KEEP IT NATURAL. TRY NOTHING TO GO TOO FAST AND ENSURE YOU HAVE A CLEAR PROPERATION. SOMESTEMES, WEND CANDIDATES ARE NEGULY, THEY WILL JUST GIVE RAPID-FIRDS. But the THING IS, IF THEY DO IT TOO FAST or NOT TOO CLEARLY. Accurate Transcript to Analyze, “Ko Said.

“At the Same Time, the Human Assessor Cannot Judge Your Points Based on the Transcript. SO, MAKE SURE TO GE LITTLE BIT SLOWER TO MAKE SEE AI CAPTURE WHAT YOU ARE TALKING ABOUT CLEARLY,” KODED.

5. Will swim use he in interviews

JUST Because Candidates Are Being ASSESSED BY he doesn’t mean they should be tools to prepare for interviews, ko said. He added that Most Assessment platforms have Built-in detection mechanisms to identify AI-GENERATED Responses.

“When you use he, there is a unique language pattern for those he-geened responds,” Ko Said.

“For example, thieve arguments and their examples are all the same.

And there’s Deepfake Technology, Where Candidates Can Get Someone More “Talent” or “Outspoken” to the interview on their behalf, Ko Said.

“But to Tools these days are now addvanced as well. We can Also Catch Candidates using deepfakes, and we also have facial reconition
Tools, ”he Said.

Ultimately, candidates looking to land a jab Need to understand how critical these he hiring assessments are, ko said.

“Some Candidates Are Like, ‘I Will JUST Prepare for the Superday. I Will JUST Prepare for the Group Interviews.’ But if they don’t manage to pass this round, there’s not at the there.