That phone is going to ring any moment now and the voice at the other end of the line is going to hold my future in his or her hands. What can I say or do to make sure that I get the option to take the next step in my search for the perfect job?

We all have faced the challenge of the telephone interview. Some are one on one, some have a team of people sitting around a conference call listening for the knocking of my knees or the stutter in my voice. It is sheer torment, and I know that there must be a way to prepare myself for this challenge.

How about this? I call it 20 Questions. I put myself into the role of “interviewer “, rather than “interviewee” and write down 20 questions that I might ask if I were interviewing me for this job. After writing those questions down, I then go back and write the answers to those 20 questions.

Two things happen. I have the time, with no pressure, to organize my thoughts and get the answers down in a complete manner, that I want to share with my interviewer or interviewers. And secondly, and most importantly, I get the opportunity to walk away from the list for a while and allow the dynamic of, “wow, I wish I had said that” to occur. In having time for that familiar dynamic, I can then get the list out and add that thought to my answer.

Experience tells me that over 60% of these questions will be asked during the interview. After all, I know what the job entails and I know the skills necessary to win such a position. In knowing that, I know what I would want to know about a prospective candidate. The key is writing these down.

And you know what? Because I did something proactive to prepare, I can take the call in a much more relaxed and confident manner. I sound better, I respond better, and I am going to win this interview.

What other techniques do you use to prepare for a telephone interview?

We are in another state of transition where we are hopefully looking in our rearview mirrors (for now) at the recession of 2008.  Everything is cyclical, and in staffing nothing rings more true.  So, how does a staffing company move forward in providing excellent service and benefit to prospects and clients?  There is more than one answer and always two sides to a coin……..

Businesses are regrouping and retooling internally to best position themselves in the economic upswing.  All companies have clients for their product and utilize many ways to market and sell, but people are a key cog in the wheel.  For example, you have a sales force to push your services but you had to cut back on the number of your team by half last year due to the recession.  You need to get back to meeting the numbers required for your company to be profitable.  Thus, a problem (I like to call it a challenge) arises.

How do you meet these numbers with half the resources? Quite simply, the old adage of “you have to spend money to make money” should be on your radar.  You invest in people and people will bring revenue to your company’s bottom line.  Going in the woods to fight a bear with a wooden pencil is not a recipe for success.  Invest in your sales force and get that revenue stream rolling while landing new clients and satisfying existing ones.

“But I don’t have the budget for additional headcount.”

Your organization began a 2 year implementation of a global ERP system that cost several million dollars.  The project budgeted for X amount of consultants but had to be reduced in headcount, and the timeline to completion has been pushed back 12-18 months.  Along I come, from a staffing company, with the ability to get you the talent and expertise to get your ERP project back on time.  You tell me that you cannot afford to replace the 3 consultants that you scaled back on last year.  Hmmm…..the problem (remember, I like to call it a challenge) is not that you don’t have budget for additional headcount. It’s that the VALUE of the ERP project is not being considered.  Taking an additional 12-18 months to complete will probably cost a lot more than the additional headcount.  If I provide you with the right candidates, and you see that they will bring immediate value to getting the project back on track, THAT is something that can be measured.

Not every situation is the same.  My job is to find new opportunities.  I define opportunity as a situation to be a measurable resource.  If I help a client fill their jobs, that is success.  If I market a candidate to a company, open job/project or not, and the client can utilize this person within their organization, that is success.  Remember, everything is cyclical…….just like life, enjoy the ride!

In today’s business world, where overhead and costs must be controlled in order to remain competitive, Human Resources professionals find themselves constantly short on the resources required to fulfill the broad range of tasks in their job descriptions.

Benefits administration, employment processes, training, college campus recruiting, job analysis and classification, compensation support and analysis, company policies and procedures development, operational analysis, employee assistance and welfare, employee relations and labor relations, EEO and affirmative action policies and procedures are a few of the tasks incumbent in the Human Resources Professionals’ day.

Oh, did I forget one? Recruiting experienced talent to drive profits and performance of the company should be high on the list, but how does one prioritize when the list is long and the hours are short?

The pressures from within, to be an effective recruiter or recruiting organization, are crushing. Operational and strategic managers and officers  must have good, talented folks in order to satisfy   the needs of the business.

HR Pros must make a decision. “Do I concentrate on recruiting and let the other tasks fall where they may, or do I find a way to make my recruiting time efficient? I know how to go to Monster or Dice or Career Builder or LinkedIn or Facebook and find a lot of folks who might fill my needs! But is that the best use of my limited hours? What if I only had to consider the best three candidates from all of those sources? Would that free up more time to take care of the other important tasks in front of me?”

Choosing a Pro Contingent Fee Recruiter provides a partner who spends 100% of his time recruiting for you. That is his only job. He is one who provides those three truly qualified candidates, makes the recruiting process the most efficient that it can be. And I do mean a Pro. Recruiters who fill your inbox with resumes clipped from the job boards are not what the HR Pro needs. Embracing the recruiter as a partner will provide expert consultation on market conditions, salary requirements, and best hiring practices that will guarantee that the company hires the best candidate for the job. All of this for a fee that is not due until the talent is on board and happily working. What a deal! And what efficiency! The partnership cannot be beat.

Episode # 17- George Black, CEO at RSA Corp, explains the steps to take when searching for a new job, tips to ace an interview, and how to ensure success at a new company.

Episode #12 – George Black, CEO at RSA Corp, explains what hiring the right “athlete” means and how they can benefit your company more than just another skilled player.

If you are highly qualified for specific jobs, a recruiter can help you find the best opportunity. For them to do this, however, both you and your recruiter must really trust each other. Working with a recruiter is a two-way street, and if you feel your recruiter is not being up front with you, it might be time to find a new one.