The
Regency Group, Ltd.
Executive Search and Recruiting
Specializing in Midwest
Please take the time to go through the various items, in order to facilitate a smooth and pleasant experience as you consider various career opportunities.
Do you have any contractual agreements / restrictions that need to be addressed? If so, please let us know, so that we can work through those with you.
Are you prepared / willing to:
Is EVERYTHING on your resume accurate? Inaccuracies detected during the interviewing process will lead to immediate elimination of further consideration by our clients.
Have you made any commitments in the future which require you taking time off? Vacations, etc. If so, please advise us accordingly.
Do you have any special needs or attributes that we should be aware of? If so, please advise us of those. Handicaps or limitations of any sort need to be identified to accommodate you.
Are the people you identified as references, PROFESSIONAL references? Are they prepared to speak openly with us, and do they have FIRST HAND knowledge of your skills, abilities, accomplishments, etc.? If not, please provide additional references.
Please identify in order of importance, what you are seeking in a different career opportunity, that is not present in your current position.
Have you provided us with a complete and up-to-date listing of where you or someone else on your behalf has sent your resume, to avoid duplication and embarrassment? We CANNOT present you to clients who have received your resume from another source for ONE YEAR from the date they first received it.
Have you completed BOTH a Technical and Personal Profile accessible from our Web Site, or transmitted a hard copy to us? If not, please do so at once. We are seriously hampered without this information.
As you consider new career opportunities, make a commitment to energetically approach each interview with an open mind and a keen, optimistic interest.
The interview "process" is basically a fact finding mission, which results in a decision (both on your part, and that of the company hiring official). It is essential that each of you obtain the necessary and accurate information with which to make decisions.
YOUR MAIN RESPONSIBILITY is to ensure the company has the needed information about your background and capabilities to make the decision to hire YOU. Do not let there be any question about your ability to do the job, your growth potential, or your interest in the position. People are most often eliminated when one of those is in question.
Many people have interviewed for one position, but were actually hired for another, more senior position. You never know when you may be considered for another position, so always give it your best. And, don't interview ONLY for a specific position.
People within the same company have different perspectives, knowledge, functions and needs. Do not expect Human Resources people to know the future opportunities, technological plans or upcoming changes planned for the area. You will want to get that information from the Manager. And conversely, do not expect the Manager to accurately recite the details of the Company's benefit program. Address your comments and questions appropriately.
The successful interview will result in the open exchange of information which results in an offer. Then, and only then is it your "turn" to make decisions. Prior to an actual offer, which outlines responsibilities, title, complete compensation package, manager, growth potential, etc., any decision on your part would be premature and based on inaccurate, incomplete information. Fight off the natural tendency to make decisions prematurely.
Make your own decisions, based on first hand information rather than relying on opinions of others, and hearsay. "Beauty is in the eye of the beholder." It's all relative.
Be careful in declining to interview with a company. Situations, personnel, etc. change, just like technology. Make sure your decisions are based on the current situation, personnel, environment, rather than on what was or used to be. Recently a candidate declined to interview with a company because "John Doe" worked there. However, "John" had left over 6 months prior. That almost cost her a Manager position, and a 25% salary increase!
The single and primary goal of an interview is... TO GET AN OFFER.
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