Hunt & Co

This varies and could be between a few days and a few weeks. It depends on market conditions such as time of year and ongoing demand for your skills. In many cases we have jobs on our ‘books’ which we can put you forward for. The rest is down to your interview, market competition and personality/culture fit.

Professional yet casual when meeting a recruiter. When meeting an employer this is dependant on the employer. We’ll brief you on their culture and suitable attire before meeting them.

Ideally, yes. This way you can demonstrate your professional experience in person and attain any documents required.

There are plenty with each employer being different and asking different questions. Here are a few of the most common ones we have heard:

1. What can you tell me about yourself?
   This question is used to not only break the ice but also get a better understanding of who you are, and more importantly your self awareness. It is one of the most common interview questions, so it’s best to have a concise answer describing who you are, your key qualifications, strengths and skills, as relevant to the role.
2. Can you list your strengths?
   Make sure you highlight what you’re good at in relation to the role under consideration. Choose a few key skills, use examples of previous use of this skill and if possible, demonstrate how it would help in the new role. Strengths could include strong problem solving skills, composure under pressure, ability to multi-task, team focus or your ability to work autonomously.
3. What weaknesses do you have?
   Most people dislike this question. The interviewer is trying to gauge your self awareness and tendency to develop personally. Choose an ‘area of development’ and explain how you are working on this trait, or how you ensure that it doesn’t affect your work.
4. Why do you want to work with us?
   Passion and purpose beat skill, every time. For that reason, the interviewer wants to gauge your enthusiasm for the role and company. Make sure you research the company prior to meeting them and use specific examples of why the company and role interests you. And if after doing your research you’re not interested in the company – be honest with yourself and the recruiter to ensure you don’t waste anyone’s time. Yourself included.
5. How do you work under pressure?
   The interviewer wants to see that you have composure, problem solving skills and can stay focused in difficult conditions. It’s straight forward to answer this one – give an example of a time when you were faced with a stressful situation (not caused by you) and how you handled it with poise.
6. What do you know about our company?
   The interviewer wants to know that you have taken the time and interest to research the company, and to what depth you have researched them. You should always do thorough research (2 to 3 hours) before an interview.
7. What are your achievements to date?
   The interviewer wants to know if you’re a high achiever by nature. If you are, you can easily rattle off public or private achievements which you are proud of. To answer this question, identify achievements, what action you took and how this benefitted your organisation, team or self.
8. Where do you see yourself five years from now?
   Employers look for employees with purpose and a sense of direction. Describe where you see yourself and how your goal is to continue to grow, learn, add value and take on new responsibilities in the future that build on the role for which you are applying.
9. What is your salary expectation?
   This is a tough question. It’s best to be honest about your salary expectations. These should have been discussed with the recruiter prior to meeting the client. If you’re unsure, indicate that the range discussed with the recruiter is suitable.
10. Why are you interested in moving on from your previous role/employer?
    It’s a fair question which assesses your character in two ways. Firstly, will you make disparaging remarks about your current employer/workplace? Incase you’re wondering, you must not do it. And secondly, do you have a strong sense of direction in your career which aligns with this role.
11. What motivates you?
    Again this question is designed to test your self awareness and ensure that the intrinsic and extrinsic motivators of the role align to your personal motivators.
12. What makes a good team player?
    Team players know how and why teams work well. In most companies your ability to collaborate and support your fellow colleagues will have a great bearing on departmental success – so it’s important that you are a contributor to this.
13. If you weren’t interviewing for this role, what else would you be interviewing for?
    This question tests your career direction and fit for the role. Companies like to know that the role you’re interviewing for is in your ‘master plan’ not just a stop gap in your career.
14. Is there anything that you would like to ask me?
    It’s important to have some questions about the role, company or interview to demonstrate interest and curiosity – after all, the interview should be a conversation about your suitability, not a one way interrogation. This is a good time to ask questions about company culture, future direction, etc.
15. Tell me about how you do (insert technical task/skill)?
    When interviewing for technical roles it’s quite common for interviewers to ask behaviour based questions on how you would or could perform a certain task. As long as you haven’t oversold yourself, this should be very straight forward.

As professional recruiters our reputation is critical. We have a responsibility to technically understand what you do, clarify when we don’t understand and find you the right role. We will never share your contact details or profile without permission because it’s not our place to.

Without meeting you face-to-face, we can’t be sure that you’re the right fit for our client, and ultimately that’s why we’re engaged by our clients. We only get half of the picture by speaking with you over the phone and seeing your resume. In representing you to our clients we need to ensure there is not only a technical fit, but a personality and culture fit too. Those softer aspects of a job search can only be assessed face-to-face.

Most of our clients want code testing to be completed prior to meeting you. It’s a great way for technical and non-technical managers to ensure you have the skills required. Most will accept previous testing results and you don’t have to do it fresh overtime, so long as the test results aren’t too old.

To prepare for an interview it’s important to review as many company ‘footprints’ as you can. This includes:

• Website
  • Check out the services/products, team, annual documents, etc.
• Social media
  • Check out company page on LinkedIn, past and present employees, and current vacancies.
  • Check out Glassdoor for company reviews to make sure you are prepared with questions about staff experience.
• Being knowledgeable about industry insights will allow you to be better prepared to discuss industry changes.
• Review the Position Description to ensure you are prepared to discuss your experience and how it will align to the role requirements.

We represent digital specialists that have the right attitude and dedication to securing the next step in their digital career. Role types include:
Digital Marketers (Co-ordinators, Managers, SEO, SEM, Social)
Developers (Front End & Full Stack)
UX & UI Designers
UX & UI Developers
Chief Digital Officers
Digital Strategy and  Innovation
Customer Experience Managers
Once we have met with you, we’ll have a frank conversation about representation. In some instances, training or professional development is recommended before we can provide full representation to our clients.

Your details are securely stored with an Australian based database, alongside a company commitment to keeping your details and job search safe.

As recruiters, our value is in finding unique, untapped talent, so if you haven’t set yourself apart from other graduates we will help you develop a strategy and development plan to do so. This may take the form of interview practice and assistance, training suggestions and new job opportunities.

Firstly, not everyone working in digital and IT is a tech guru, so we may have opportunities that suit your experience in another industry. Secondly, where a role does require technical nous, we’re able to communicate your transferable skills and experience to our clients and provide interim training recommendations to assist you with up-skilling and transferring to a digital career. There is no one transition solution to suit everyone, as we’re all individuals and we’ll treat you that way.

One to two recruiters max. Anymore and you won’t receive dedicated recruiter effort to find you your perfect role.

We like to present you with our perspective and that of a past employer to ensure that our clients have a comprehensive understanding of you, your abilities and experience. This is a one-off reference check.

Given the number of external factors such as industry and market conditions, and time of year, this can vary. For represented candidates we’ll endeavour to arrange client interviews within the first 1-2 weeks.

We endeavour to contact every candidate after an interview and provide feedback on how their job search is progressing on a fortnightly basis.