As part of one of the world’s largest recruiting and placement organizations, MRINetwork™,  Management Recruiters of University Circle partners with over 1,100 offices worldwide and utilizes the network’s proprietary Accelerated Recruitment approach to find the key individual who can make a positive impact on an entire team.


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Client Interview Preparation


You may feel that two short interviews and a three page resume are not sufficient for you to make an important hiring decision. Perhaps you should consider the kinds of questions you are asking the candidate in your interviews. Behavioral interviewing is a very good technique to help you identify the right person.

Behavioral interviewing is based on the assumption that a person’s past performance (in previous roles) is an excellent predicator of their future performance.


How to prepare for a behavioral interview

To prepare for a behavioral interview, take the following steps:

  • Make sure you have clearly defined the competencies for the role. General competencies include:
    • Enthusiasm
    • Knowledge/skills
    • Problem solving
    • Team building
    • Personal attributes
    • Leadership
    • Communication
    • Flexibility
    • Decision making

  • Develop a series of questions which will enable you to find out if the candidate has these competencies.

  • Questions might take the form of:
    • Give me an example of how you have...
    • Tell me about a situation where you...
    • In the past, how did you deal with a situation where...
    • Given your past experience, how would you best deal with...
What should you look to evaluate in a behavioral interview?
There are three types of competencies you should look for:
  • Content competencies – which are work/role specific.
  • Functional/transferable skills – which are used generally with people, information or things, regardless of the specific environment.
  • Adaptive or self-management skills – which are personal characteristics.

Why Use a Recruiter?
The services of outside professionals are used by prudent companies for legal, accounting and other special needs. Executive recruiters should be viewed in the same light: as skilled specialists who can identify the best candidates to fill important positions within the company. Recruiters provide strict confidentiality, an extensive network of contacts, objectivity in candidate evaluation, and negotiation experience and expertise.

Recruiters observe strict confidentiality. Organizations with a key opening can be vulnerable. Confidentiality can keep competitors from being tipped off to management shake-ups, new product and market initiatives, and can protect against employee and supplier apprehension. Recruiters value the sensitive information they become aware of during the search process and respect their clientís vulnerability.

Recruiters can tap into a global network of contacts. Most often, the best candidates are already employed, and many of them will deal only with a recruiter. They appreciate the worth of third-party representation, confidentiality and professional mediation. Recruiting superior candidates can be a complex process and is best performed by a professional.

Recruiters are cost effective.The benefit of using a recruiter can be weighed against the cost of preparing and executing an advertisement campaign, screening and qualifying candidates, and operating without a needed employee for an extended length of time, compared to the relative insurance of getting the right person for the job. The use of recruiters is an investment in improving the quality of an organizationís staff. But even beyond that, the risk in not using recruiters can be great. For smaller companies ‚ where one hiring mistake can have disastrous results ‚ using recruiters is sometimes more important that for very large companies.

People are a companyís most important asset.They can make or break the fortunes of a business. Professional recruiters can deliver the right people for todayís highly competitive business environment.