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skype interview

Skype Interview 101

skype interview
 The interview process along with everything else these days has gone digital. To save on interviewing costs, companies are turning to their computers to conduct long-distance or even international interviews.

 

The countless number of ways to conduct an interview over the phone or internet allows job seekers to speak with an employer when and where it’s convenient for them. You can now easily apply for jobs in another city or country without having to take time off or pay for travel costs.

 

While it’s easy to get caught up in the ease of virtual interviews, there are a few things to keep in mind when you’re getting ready to talk on video chat with a potential employer.

 

Download the software well in advance of the interview

Whether it’s Skype, an instant-messaging client, or another videoconferencing app, download it well in advance and get to grips with the technology. Do some practice calls with your friends/family so you can get a feel for using it and to make sure all the technology is working correctly. Also when setting up the technology, make sure you create a professional username.

 

Choose your background

Whilst you are the focus of the video call, remember that there will be background material that the viewer will see. Think about how your webcam is set up and what can be seen behind you. Try and keep your background as professional as possible. It’s best to sit in front of a blank wall and check that your lighting doesn’t create shadows or throw too harsh a light into your screen. Also make sure that you’re in quite surroundings, don’t have the TV blaring in the background for example. If you’re using a laptop at a desk, your built-in camera may be positioned below your face which can be an unflattering angle. So set your laptop on a couple of books for a face on view.

 

Dress for it

Although you aren’t physically in the same room as the interviewer, you should maintain the same levels of professionalism as if it was a face-to-face interview. This includes dressing appropriately. Wear smart clothes such as a suit, be well groomed, and don’t chew gum.

 

Posted by Julia Purcell, Marketing & Communications Manager Sigmar on 29 November 2017

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

The latest data from Sigmar Recruitment’s Employer Sentiment Report suggests that most companies plan on hiring more contingent labour in order to deal with the extended market turbulence. Having surveyed 1000 Irish based companies, 91% of respondents said they are more likely to hire temps or contractors than before COVID-19. Commenting on the results, Barry Rudden, Director, Sigmar Recruitment says; “This may signify a fundamental shift in how workforces will be constituted moving forward as employers are wary of future market shocks. Whilst demand has rebounded since March, companies just don’t know how the market will react to a possible second wave of infections, topped with Brexit fears, so there are still challenges ahead for organisations and as a result they are hesitant to commit to permanent hires.” One third of all companies surveyed said it was likely or highly likely that they would increase the % of temp/contract staff they already engage. “This is the norm in early stages of an extended recovery. Seeing this trend emerge at polar ends of the labour market is indicative of a new K-Shaped labour market.” says Rudden. He adds; “When viewed, in parallel with the explosion of the gig economy in the last decade, we now see increasing demand for temporary or contract workers in most white-collar industries, not just the traditional area of office/administration roles.” Companies surveyed expected requirements for temp/contract talent to be highest across IT, engineering & life sciences, accountancy, and HR along with office/administration. Hiring on a temporary or contract basis gives organisations an opportunity to ‘try before you buy’ i.e. hiring initially on a temporary basis before converting to permanent. “Given companies’ uncertainty at present, this model is potentially a perfect solution that enables businesses to ramp up and meet demand while the future looks uncertain. At the same time, it enables jobseekers to find work quickly. In our corresponding survey of 3500 candidates, the majority said they were more likely to consider temp or contract work than before the COVID-19 pandemic struck,” says Rudden. Flexible labour in demand at polar ends of the economy; powering growth in recovering sectors and offering interim cover for harder hit sectors 91% of employers plan to expand contingent worker numbers as increasing uncertainty looms 82% of candidates would consider temp or contract positions if given more flexibility, like remote working Further, 82% of candidates said they would be more likely to consider temp or contract work if they were offered flexibility, such as remote working. This is significant change in attitude considering 60% of respondents had not worked in a temporary or contract capacity in the past two years. Rudden adds, “It likely not only reflects the impact of the current crisis in terms of people having lost employment but perhaps a wider acceptance that flexibility may be required as we move forward.” Whilst market uncertainty prevails, what is certain is that we are in the midst of an extended period of transformation in the workplace with blended workforces i.e. a mix of permanent and temp/contract staff perhaps becoming the norm. “Prior to COVID-19 there were already several examples of major multinationals with a significant proportion of staff engaged as agency temps or contractors. We predict an increase in such models being used by other businesses going forward,” says Rudden. For a copy of the report, contact Barry Rudden on +35314744612 or email brudden@sigmar.ie