How to handle a bank interview involving HR

So you have a bank maintenance with human resources (HR)? What to expect Is it time to celebrate or worry?

Much will depend on the level of the role and how the employer uses HR in the interview / recruiting process. However, that’s how I would think if I were you.

HR will typically only get involved at the start or end of an interview process. The company will take the middle part.

If this is the first awareness or response you have received from the employer, chances are the contact is from an internal recruiting team that will perform first-level phone screening. This can only be considered a good thing, but it’s nothing to get excited about either. There are still a lot of hoops to go through.

If, however, you’ve passed this stage and met several people in the company, including the hiring manager, and you’re told you need to talk to HR, things are clearly speeding up and that’s a reason. to hope.

In my experience, meeting with HR will generally fall under one of these three types:

The closing interview

More likely it will be someone in talent acquisition and it will be about checking with you your level of motivation (excitement) and extracting the information they need to make an offer. This is also an opportunity for you to ask questions.

The “final approval”

Most often or not, it will be with the HR business partner or the HR director concerned (depending on the size of the company). Either the business owner will have asked them to apply the rule to you, or they will have invited themselves to do the same 🙂 Either way, this should seem semi-formal and a two-way conversation and it will be whether you fit the culture. At this point, I would say the job is yours to lose.

Make it or break it

This type of interview will be friendly but formal. They will have a few competency questions to ask with you, and there will also be a more in-depth dive into culture fit. Chances are, the hiring manager has asked HR (and this could be Talent Acquisition or HR BP) to focus on one or more areas of concern. If you come across this then I would suggest that things are in the balance. You are on a shortlist of applicants that they are still considering (maybe two or three)

So what should you prepare for? The obvious answer is the third and final option, of course. However, the relevant recruiter (internal or external) should also be able to give you more information on what to expect.

Ultimately, if you prepare for the worst, you won’t have to hope for the best and won’t be shocked and disappointed if you are put to the test.

Have a good interview!

Dan Whitehead is the founder of City Career LAB (a career coaching company) and a more than 20 year veteran of recruiting and acquiring corporate talent in financial services.

Do you have a confidential story, tip or comment you would like to share? Contact: in the first place. Whatsapp / Signal / Telegram also available.

Please indulge us if you leave a comment at the bottom of this article: all of our comments are human moderated. Sometimes these humans may be asleep or away from their desks, which may take some time for your comment to appear. Ultimately, it will – unless it’s offensive or defamatory (in which case it won’t.)

photo by Sora Shimazaki of Pexels

Source link