Candidate Services

In order to better assist you in your search, Compass Search, Inc provides the following expert services

Career Advocacy: Our representatives are committed to confidentiality and take a personalized approach when representing you. Prior to your placement, your representative will advise you on resume development and interview fundamentals.  We strongly recommend meeting at our office so that we can have the opportunity to learn more about your skills, motivations, and direction.


Market Coverage: Matching your background and interests with a select few opportunities out of hundreds will save you time.  Our account managers insist on detailed job descriptions from our clients and maintain a strong fluency in state-of-the-art client server and web-based technologies.  Upon your request, a Compass Search representative will act on your behalf to proactively market your skills to targeted technology groups in your area.  As a matter of strict company policy, we obtain your consent before submitting your resume to a client.


Market Knowledge and Company Insight:  We keep you up-to-date on hiring trends, hot companies, and income expectations. From our direct experience with clients and through candid feedback from consultants, we offer you valuable insight into a company’s history, environment, and expectations.  We meet with each of our clients to gain first-hand knowledge of their industry, products, technologies, current and future projects, personalities, and culture.  Throughout the interview process, we communicate specific client feedback to you allowing you to make an informed career decision.


Follow-up and Problem Resolution: Throughout your project, a representative will periodically check in with you to see how your work is progressing and assist you with any work related matters that may arise.  Should you have questions regarding your paycheck, timesheet,etc., our human resources group is prepared to act quickly on your behalf.


Since the COVID-19 Pandemic, many companies have changed how they handle interviews for positions.  Gone (for now) are the days of going into an office, shaking hands and meeting with managers face-to-face.  Most business professionals are now using programs such as Zoom, GoToMeeting, WebEx, Skype, Google Hangouts and Microsoft Teams to hold interviews.

With such a quick and drastic change in how interviews are held, it is important to keep the following tips in mind as you prepare for your virtual meeting:


Dress to Stand Out:  Just because you are having a video interview doesnt mean you should wear a t-shirt or a hoodie. Dress for the position you want.


Listening and Facial Expressions: This may be one of the toughest things to keep in mind during your interview. It is important to remember that there are no distractions or other places to look while talking to a recruiter or a hiring manager. They will be looking directly at you the whole time. With video chats, you are always “ON”.


Lean in and Speak:  It is key, when answering questions, to lean in a bit when speaking. This helps increase your presence since we have mostly lost the benefit of hand gestures and whole-body presence in a video interview.


For the time being, video interviews are here to stay. What became a sudden necessity during the COVID-19 has completely changed, almost overnight, how job interviews are done. As technology evolves, so too will your interview skills.


As stated earlier, practice a couple of video calls with friends and family, make yourself feel comfortable in your own surroundings and remember that you already have your foot in the door.


There are different techniques that interviewers use in getting the information they want from a prospective employee.  Generally, the interview begins with an exchange of information regarding the company and position you are applying for and a series of questions regarding your professional and personal background.  Following this portion, an interviewer may begin asking more difficult questions designed to obtain information about your work style and personal strengths and weaknesses.  Here are some examples of difficult questions interviewers may ask as well as recommended ways to structure your answers.

How does this job compare with others you have applied for?

Be careful how you answer this question.  It is actually another way of asking “How many other jobs have you applied for and with what companies?” Answer the question, but put the right spin on it. For example, “No two jobs are exactly alike and this job is no exception. It is unlike any other job I have applied for.”


Describe a difficult problem you have had to deal with.

This is a frequently asked question designed to reveal the approach you take to solving problems.  Think about answering the question in two parts.  First describe how you go about solving problems in general (i.e. “I consider all options before I come up with a solution and then I take action.”) and then address a specific problem you encountered and the way in which you solved it.


What are your greatest strengths?

Keep this answer short and to the point.  Mention two or three of your strengths and relate how these strengths will enable you to perform well in the position for which you are applying.


What is your greatest weakness?

One way to answer this question is to mention a weakness you had in a previous job and describe how you overcame it.


During the final segment, the interviewer generally allows you to ask any questions about the job you are applying for and about the company.  Here are some important questions you should ask the interviewer.

  • Is this a new position?  If not, why is it open?
  • Is there a high turnover rate in this position?  If so, what do you attribute this to?
  • How long have you been with the company?
  • Who would my supervisor be? Will I get the opportunity to meet that individual?
  • Is there a written job description?  If so, may I see it?
  • What type of training, if any, is required for this position?
  • Will this position require travel?  If so, how frequently?
  • Are there opportunities for growth within the company? If so, in which areas?
  • How would you describe your “corporate culture?”
  • Who do you think is the company’s biggest competitor?  How does your company compare to that company?
  • Is there a probationary period for this position?  If so, how long is it?
  • Does your company have performance reviews?  If so, how often do they occur and what model is utilized?