Tag Archives: interviewing

3 things to consider when an interviewer asks, “Why should we hire you?”

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For many job seekers, “Why should we hire you?” is one of the most difficult interview questions to answer. Don’t take it from me – take it from my clients, who list this as one of the hardest questions presented by interviewers.

group-interview-2

I understand their concerns. To answer this question, you have to articulate what the interviewer is trying to ascertain. In addition, you have to make your answer relevant to the job at hand and demonstrate the value you’ll bring to the company.

In other words, you can’t use a canned answer for every employer with whom you interview.

The secret to answering this question is that you must address the three things employers look for in their employees. The first is that you can do the job, the second is that you will do the job, and the third is that you will fit in.

1. You Can Do the Job

Having the technical know-how is essential to performing the job and advancing in your career. That includes software and hardware proficiency, specialized knowledge, etc. However, transferable skills can be just as important, if not more important.

It’s imperative that you understand the job extremely well and can address the technical and transferable skills. You do not have to address every single skill in your answer, as that will take too long. Begin your answer with something similar to the following:

“I have a thorough understanding of the role and am confident I can meet the challenges it presents. For example, you require excellent leadership abilities, which I’ve demonstrated in every position I’ve had. You also need someone who can improve the visibility of your organization …”

You can cite additional examples. Just don’t belabor the point.

2. You Will Do the Job

The interview will also want to know if you’re in love with the responsibilities of the role and the mission of the organization. Will you work until the job is finished? Will you overcome obstacles?

Why you want to work for the company is another concern they’ll have. I tell my clients that no company wants someone who’s just looking for any job they can get.

Here’s an example of how you might address your motivation to do the job:

“This position presents an exciting opportunity to take on new challenges that I will embrace. I’ve always stood up to obstacles and worked to overcome them. In addition, I’ve researched this organization and am truly impressed with the product you produce and your mission of helping special groups.”

3. You Will Fit In

Whether or not you’ll be a good fit is a major concern many employers have, and it’s also a tough thing for you to prove. It’s all about your personality. A company doesn’t want to hire someone it will have to let go because the hire couldn’t get along with their coworkers.

Of the three components employers look for in their employees, this might be the most important. There are plenty of talented people out there who can hit the ground running, but not everyone can play well with their colleagues.

Your fit is difficult to prove without data or good recommendations from your references, but try to provide as much hard proof as possible:

“In my performance reviews, I’ve always scored high on interpersonal skills. I know the clients you serve; it will require excellent teamwork in order to serve them effectively. If you ask my former colleagues and supervisors, I’m sure they’ll tell you how I’ve pitched in when needed and without being asked.”

Tying It All Together

Explain how you’ll exceed the employer’s needs based not only on being able to meet the three major components, but also by emphasizing how you will be integral to the success of the company. Going into the interview, know how important your role to the organization is:

“The next marketing specialist you hire will be crucial in creating a strong presence in the direct community and beyond. I can assure you, based on my experience with doing this, I am your person. This is ultimately why you should hire me.”

Learn how to answer other tough questions like:

“What is your greatest weakness?”
“Tell me about yourself.”

This post originally appeared in recruiter.com.

Photo: Flickr, Enri Endrian

7 steps to successful salary negotiations

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The interview went extremely well. So well, in fact, that the hiring manager has offered you the position and then says, “What I need to know now is what is your salary requirement?”

negotiating-salary

Wow, you think. You were fairly sure you’d be offered the job, and that’s a good thing. However, you aren’t ready to have the salary conversation just yet. But the interviewer is looking at you with expectation. Surely you have a salary in mind.

All too often, people freeze when asked about salary expectations, or they quickly throw out a figure. This can lead to candidates asking for too much and pricing themselves out of consideration or asking for too little and settling for an unsatisfactory salarie.

If you want to ensure you get a fair salary and benefits package, follow these steps:

1. Start off on the right note

You probably think your résumé is the first contact you have with an employer, and that is usually the case. You submit a strong résumé that shows the value you’ll bring to the employer. It is loaded with relevant accomplish statements and tailored to that particular job.

But here’s a better first-contact scenario: You find a contact within the company who can lead you to a decision-maker. You and the decision-maker have a few very productive conversations during which you’re able to sell yourself face to face. Eventually, a position becomes available. By then, you are already considered a shoo-in for the role.

2. Do your homework

First, you must determine the salary you’re able to live on. Next, you determine what you’d consider your “dream salary.” For example, maybe you can live on $80,000, but you’d be ecstatic with $90,000.

It is important to be realistic about your value in the labor market. There are tools out there that can help you with this, such as Salary.com.

The second piece of your homework requires determining the employer’s budget, or what it can pay. Networking with people within the company will play a huge part in understanding what the employer can pay. However, if you can’t do this, Glassdoor can be of some assistance.

3. Sell yourself during the interview

So you’ve set the stage by networking and having a series of meetings with the hiring decision-maker, or you’ve submitted a strong, tailored resume. Congratulations – you landed an interview! It doesn’t end here, though.

You will continue to sell your value throughout the interview process. Your job of selling yourself will be easier if you understand the employer’s pain points. Are there lagging sales? Inefficient processes? Poor communication within departments? Enormous waste? Hint: during the first stage of the process, you should ask the right questions to determine their pain point.

Loaded with this information, address these pain points whenever you can during the interview, thereby showing you understand the needs of the employer and that you can meet them.

 4. Ask for the employer’s range

Now that you’ve determined your needs and the employer’s budget, you are at a stronger vantage point for the salary negotiation. But before you engage in a negotiation, it’s important to realize two things: one, employers expect you to negotiate; and two, you are the one they want – and for this reason, you have more leverage.

The first step in responding to the employer’s query regarding your salary expectations is to ask for the employer’s range. Employers will generally disclose their ranges, but keep in mind that the numbers they offer are usually within their first or second quartiles.

For example, if the employer provides a range of $80,000 to $90,000, chances are the real range is $80,000 to $100,000. Based on your research of the company, the employer’s range should be approximately the range you expected.

Your next step is to offer a range of your own. Your range should exceed the range given by the employer. You might give $92,500 to $94,500, for example. The lower figure would be your anchor. An anchor is a number that focuses the other negotiator’s attention and expectations, so make sure it’s a salary you’d be happy with.

Note: Some active job seekers might feel uncomfortable going beyond the employer’s high end, for fear of not getting the job. I still advise stating a range beginning within their range and ending beyond their highest figure. An example might be $88,000 to $92,000.

5. Back up your expectations

You aren’t justified in asking for a salary higher than the employer’s offer unless you back your request up with facts and figures. Focus on the pain points and illustrate how you can alleviate them.

You may reply with, “First, I’d like to tell you that this job interests me very much. I will be committed to it and the company, if we can be closer to the $92,500 to $94,500 range. I know your sales department needs someone to infuse motivation into it. I want to remind you that I was able to increase sales by at least 85 percent at my last three companies. Further, I will bring in four times the salary you’re offering. I’ve also contributed to my previous positions by presenting at the AA-ISP’s Inside Sales conference. I can bring more visibility to the company. Are we on the same page?”

6. Remember the Benefits Package

You may come to a standstill during salary negotiations. When this happens, the best recourse is to divert to benefits. Many people don’t realize that benefits, such as vacation, flex time, and stock options, can be negotiated. Remember, it’s not all about salary.

For example, “I understand there are budget constraints, so I’d like to talk about vacation time. Where I last worked, I accumulated five weeks of vacation. You’re offering two weeks. If we could agree on four and a half weeks of vacation, I’d be happy accepting your offer.”

7. Ask for time to consider the offer

Congratulations, you negotiated the salary you wanted, but they weren’t as generous with the vacation you wanted. Tell the employer you’re happy that you’ve come to a satisfactory figure, but would like some time to think or talk with your spouse about the whole package. Assure them that you’ll call them within 24 hours.

Perhaps the employer wouldn’t budge on the salary but can offer you the additional two and a half weeks of vacation you asked for. Again, ask for time to think about the whole package.

This is normal procedure with most job offers. Employers want you to be certain that you’ll take the job. But there are two reasons why you ask for time. First, this is a huge step; you want to make sure you’re making the right decision. Second, this will give the employer time to reconsider (it worked for me).

When you call the employer take the time to ask them how they came to their decision and ask if you can revisit the salary or benefits. Hopefully they’ll be amenable to your request, but if not, give them your answer.

Negotiating salary can be stressful. It’s important that you view it as a business transaction, not a confrontation. Always keep a level head and try to smile during the process. And if one company can’t meet you where you want to be, remember that there will be other offers from employers who will be able to accommodate your needs.

Photo, Flickr, bm_adverts

Don’t Take the Telephone Interview Lightly; Be Prepared for 4 Potential Problem Areas

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Plus additional advice from LinkedIn members.

Recently a former customer of mine told me he was offered an engineering position. He was extremely happy about getting the job and thought he’d enjoy working for the company. I noticed some hesitation in his voice.

man-on-phone

It took five interviews before he was offered the job. These interviews were all conducted over the phone—he never had a face-to-face. This is why he seemed ambivalent about his new position.

If you think a telephone interview isn’t a real interview, you’re sadly mistaken. Telephone interviews are generally thought of as a screening device, but they carry a lot of weight and, in some cases, they’re full-fledged interviews. Often times job seekers don’t take the telephone interview seriously, and this is a huge mistake.

This is the type of response I sometimes get from my workshop attendees when they tell me they have a telephone interview, “It’s just a telephone interview. I hope I get a face-to-face.” I tell them to prepare as hard as they would for a personal interview and not get caught off guard.

Yes, the face-to-face is the next step, but you can’t get there without impressing the interviewer on the other end of the phone, whether she’s a recruiter, hiring manager, HR, or even the owner of a company.

Generally the interviewer is trying to obtain four bits of information from you, areas to which you can respond well or fail.

1. Do you have the skills and experience to do the job?

The first of the interviewer’s interests is one of the easiest to meet. This is a public relations manager position you’re applying for, and it’s “perfect” for you.

You have experience and accomplishments required of a strong public relations manager. Your communications skills are above reproach, demonstrated by excellent rapport with the media, business partners, and customers.

In addition, you’ve written press releases, customer success stories, and assisted with white papers. You’ve added content to the company’s website that even project managers couldn’t supply. One of your greatest accomplishments was placing more than 50 articles in leading trade magazines.

2. Are you motivated and well-liked?

Your former colleagues describe you as amiable, extremely goal-oriented, and one who exudes enthusiasm. The last quality shows motivation and will carry over nicely to your work for the next company. You’ve done your research and have decided that this is the company you want to work for; it’s on your “A” list.

When the interviewer asks why you want to work for the company, you gush with excitement and feel a bit awkward telling her you love the responsibilities set forth in the job description.

Further, through your networking you’ve learned about the corporate culture, including the management team. You tell her it sounds a lot like your former company and will be a great fit.

3. Why did you leave your last company?

This one is tough for you because even though you were laid off, you feel a bit insecure and wonder if you were to blame. But of the three reasons; you were laid off, you were let go, or you quit; this is the easiest to explain.

Your company was acquired and there would be duplication with the marketing department that exists for the company that bought yours. You keep this answer brief, 15 seconds and there are no follow-up questions. You’re doing great so far.

4. What is your salary expectation?

“So Bill, what are your needs?” The question hits you like a brick. “Excuse me,” you say. “What do you expect for salary? What will it take to get you to the next step?” the interviewer says. Your mind goes blank. You’ve been instructed to handle the question in this order:

  1. Try to deflect the question.
  2. If this doesn’t work, ask for their range.
  3. And if this doesn’t work, give them your range.
  4. When all else fails, you cite an exact figure based on your online research and networking.

You’ve forgotten everything your job coach told you and blurt out, “At my last job I made $72,000.” But this isn’t the question asked. The interviewer wants you to tell her what you expect for salary, not what you made at your last company. “Is this what you had in mind?” you timidly say.

There’s a pause at the other end, and finally the voice thanks you for your time. She tells you if you’re suitable for an interview at the company, you’ll be notified within a week. She says it looks promising for you…

But you know right then that the position hangs in the balance. You’ve spoken first and within 10 seconds said something you can’t take back. You were prepared, but not prepared enough. You didn’t think this interview counted; you’d do better at the face-to-face if you get there.

The additional advice

Recently I shared a popular long post on LinkedIn about telephone interviews, in which many LinkedIn members added additional concerns. You’ll note that a common theme is prepare for telephone interviews. Here are some of them:

Madeline Mann: The phone calls are difficult because they are often short – 30 min or less. So many of my hiring managers reject candidates because they rambled and didn’t articulate their value concisely and clearly enough. Make sure your answer to “Tell me about yourself” is tight and fits into 1 maybe 2 minutes.

Laura Smith-Proulx: It’s a good idea to record yourself (both audio and video) responding to common behavioral interview questions. I believe most people would be surprised to hear what is conveyed in tone of voice and cadence.

Adrienne Tom: If for some reason they call you out of the blue and want to talk on the spot – ask the recruiter/interviewer if you can book a time to reconnect soon. Be gracious and polite, but it is ok to ask for time. The call is too important to rush into.

Virginia Franco: I agree the phone interview has become more important than ever Bob McIntosh, CPRW. This is the stage where people are assessing you skills and aptitude (where the face to face is focused more on assessing cultural fit). Be sure to have examples that address as many points as possible from the job description!

Paula Christensen: Not taking the phone interview seriously is a personal pet peeve held over from my recruiting days. You are competing against others who DO take phone interviews just as seriously as face-to-face interviews, and this could cost you. Be prepared to concisely talk about what makes you different and the unique skills you bring to the table.

Marcy Depew….And a reminder – phone interviews are usually scheduled for a half-hour – make sure the interviewer gets as many of their questions answered about you as possible – keep your answers concise and to the point.

Phil Kasieki: If anything, I’m more concerned with the phone interview than going on-site. Because phone interviews are almost always the first step nowadays – I can probably count on one hand the number of companies with which I didn’t have one before going on-site – one would be wise to not gloss over it.

Lorie Comacho: One of the best ways to prepare for a phone interview is to practice phone networking by calling people regularly (especially if this is a pet peeve of yours) and skyping with contacts when possible to discuss your job search.

Sarah Styles: One more thing, you may not be told that it is an interview. A recruiter calls and says, “Do you have 5 minutes? I just want to ask a few questions.” This is a screening interview and you may or may not get an in-person based on your performance in this call!

Lezlie Garr: My advice to jobseekers is to treat a phone interview almost exactly like an in-person interview: 1) Use open body language, even if they can’t see you; 2) Smile, because you will sound happier; 3) Be animated (if that fits your personality); 4) Be as true to your in-person self as possible;  5) Finally, use headphones, so your hands are free, just like you would be in person! (I would advise against using speakerphone, though.)

Fiona Bryan: More and more hiring managers are simplifying their schedules and work lives by starting with a telephone interview, Skype/Zoom. Yet they really are more complicated, as there is less of an energy connection… And as people hiring people, we still HIRE people we “like”/can work with! Everyone has to prep for interviews. No one should wing them nor expect the call/meeting to be “just a chat.” PREPARE and understand [interviewers] can ask you anything. It really is an interview. You don’t get a second chance to make a good first impression.

Photo: Flickr, Dwight Anthony

3 major Skype interview tips Job Seekers should heed

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One of my clients was supposed to have a face-to-face interview, but it was scheduled for a day of a Nor Easter. With the interview an impossibility, what would be a plausible alternative? The answer is simple: the company could conduct a Skype interview. And that is what happened.

for skype

The future of job interviewing may include increasingly more Skype interviews. If you’re a job seeker and haven’t had a Skype interview yet, chances are you’ll have one soon.

Following are important facts and tips concerning this form of interviewing.

Why do companies conduct Skype interviews?

One reason companies use Skype is because it saves time and money. Instead of having job candidates come in for in-person interviews, companies can put the candidates through the drill over computers, tablets, and even smart phones.

An interviewer can see the candidate’s nonverbal clues, such as body language and facial expressions. Does the person come across as relaxed or nervous? Do they maintain eye contact? Do they look and sound enthusiastic? More so than a telephone interview, Skype is more personal.

One of my close connections, Angela Roberge, recruiter and owner of Accurate Staffing, says this about Skype interviews: “We are in the people ‘business,’ so face-to-face interviews (including Skype) can help you assess the candidate on their ability to present themselves.”

A negative aspect of Skype interviews is its use for discriminating against candidates based on their appearance, including age, race, nationality, etc. Unfortunately the isms exists. On the other hand, interviewers are naturally curious and simply want to see a person before inviting them in for an in-person interview.

A nasty trick an interviewer played on one of my career center customers was turning his camera off, while my customer had to keep hers on. He could see her, but she couldn’t see him. My response to this was that she should have ended the interview immediately.

How seriously should you take Skype Interviews?

Do you take pneumonia seriously? This answers the question. In some cases you could be hired after only being interviewed via phone and Skype, particularly if this precludes the need to fly you to meet with someone at the company.

In essence, treat your Skype interview as you would an in-person interview. This means conducting rigorous research on the position, company, and industry/competition. Make sure you’ve memorized your research, as you don’t want to be caught looking to the side at your notes.

Make sure you’re prepared for the difficult questions. A a telephone interview, when the salary question and a rundown of your qualifications to do the job will take place, will most likely precede a Skype interview.

So during the Skype interview you’ll most likely receive behavioral-based and situation questions that will be more challenging. Your response to the answers will have to be delivered as well as if you were in an in-person interview.

As well, your physical reactions will be gauged by the interviewer in terms of your facial expressions and body language. Will you squirm when answering the weakness questions? Or will you answer it with little emotion? Remember, interviewers are watching you.

Logistics of a Skype Interview?

Along with treating the Skype interview seriously, you must make sure your setting and camera are set up for the best possible conversation. As simple as this may sound, improper lighting, sound, and other logistics could blow the interview.

  • Make sure you’re on time for the interview. Discuss with the interviewer who’ll be calling, them or you, and make sure you’re at your computer.
  • Be certain that you’re dressed as if you are attending an in-person interview. Some say you can dress well from your waist up only, but what if you have to get something during the discussion? The fact that you’re wearing pajama bottoms will not bode well.
  • Make sure the connections is strong. I Skyped with a client in St. Lucia and we had to reconnect a number of times. If you have a weak Internet connection, this could cause problems.
  • Your computer’s camera or webcam needs to be eye level; that’s what you’ll be looking at, not the interviewer’s face. Place your laptop on a platform that makes the camera eye-level.
  • Your background should have very little on the wall. Make sure it’s not cluttered, which can say something about your personality or that you were too “busy” to tidy up. As well, your background shouldn’t be bland. Some books in the background are a nice touch.
  • Sound quality is also important. If you’re in an open room, there may be an echo that is quite noticeable. The more objects in the room the better, as long as they’re not visible to the interviewer.
  • Background noise is a no no, just as it is with a telephone interview. Be free of any distractions to you and the interviewer. Your children playing in the other room can be heard, as well as loud outside noise. Often times fire trucks and ambulances ride by my house, so I warn people with whom I’m Skyping of this.
  • Lighting is perhaps the most overlooked aspect of a Skype interview. Here are some pointers: Have your laptop facing a window, not behind it. Lamps placed below you will cause an eerie appearance.

Watch this outstanding video of the logistics of a Skype Interview. http://tinyurl.com/zby4u6n

As said earlier, Skype interviews are becoming more common; so you need to be prepared. I suggest you take some time two nights before the interview to set up an account and practice Skyping with a close friend or relative to make sure things go smoothly.

Photo: Flickr, Aleta Pardalis

10 reasons why you’re not a fit for the job

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And you’ll never know which one.

“You aren’t the right fit.”

This is the default answer recruiters and hiring managers give job candidates when the hiring manager (HM) doesn’t hire them. But it’s as vague as the answer my son gives me when I asked how school went. “Fine.”

Nervous Candidate

Though you may never know why exactly you weren’t hired, keep in mind that it may not be something you did wrong. You didn’t screw up the interview because you said your greatest weakness is you don’t spell well. Or you couldn’t come up with a story about when you saved a project from failing.

No, there were other reasons why you weren’t “a good fit.” Here are some possibilities:

You’re not a purple squirrel. This is a term to describe a candidate who has 15 out of 15 qualifications for the job, which is nearly impossible. Of if you have all the qualifications, there’s something else you lack.

Perhaps you don’t have the personality the HM is looking for. If this is the reason, the position will remain open forever, or at least until you find your next job.

You’re too old. Sadly, this is a fact of life. Some, not many, HMs look at age as a reason to disqualify candidates from consideration. They’re ignorant to the value of the mature worker.

The major concern is money, or output, or flexibility. You did your best to dispel theses bogus reasons, so move on to employers who value you for your extensive experience, maturity, dependability, etc.

Legitimate reasons. Legitimate reasons such as relocation, compensation, or other financial issues. Hiring a candidate is a business transaction, so if you’re going to put too much of a dent into the company’s pocketbook, there’s only one solution—the company ends the business transaction.

Or you just don’t make the grade. You lack the technical skills needed to hit the ground running be it software, hardware, or industry knowledge—no fault of yours. Trudge on to the next opportunity with lesson learned.

They went with someone inside. It’s not uncommon for a company to advertise a position even when they have an internal hire in mind. But the company wants to make certain that they hire the best possible person, so they test the water and conduct a traditional search.

You’re better qualified but not as well known as their internal candidate. As well, the company is fostering good will among its employees. Unfortunately, some organizations will hold interviews, despite knowing they’ll hire from within.

You’re too good. Many job seekers have told me that the hiring manager who interviewed them was less knowledgeable; that they could do the HM’s job. This was apparent the minute the conversation began.

Understandably the HM felt insecure, harboring “you’ll-take-my-job” feelings and decided to go with a safer, less qualified candidate. Perhaps one of the other candidates the recruiter sent to them for consideration.

Hiring managers are sometimes incompetent interviewers. Many HMs aren’t trained to conduct interviews to capture the most complete candidate. Their priority is usually hiring someone who has the best technical qualifications.

In finding someone who can handle the responsibilities in their sleep, HMs neglect other important aspects of the job—motivation to do the job, and being able to work with other employees.

Hiring managers make decisions based on personal biases. Nepotism is one blatant reason why people are hired for a position. One of my customers was told she was being let go so the owner could hire his cousin. He actually admitted it to her.

And there’s always a candidate’s appearance, attractive or not, that may come in play. I remember working at a company where the HM coincidentally hired beautiful, incompetent women. It was a running joke among the employees.

You’re brought in for the wrong position. Has this happened to you? You applied for a particular position but are surprised to learn that the questions being asked are not ones you prepared for.

Job responsibilities change midstream possibly because the HM is new and has other needs she needs met. This can throw anyone off their game, so don’t sweat it if you don’t do as well as you’d like in the interview.

Sometimes hiring managers don’t have a choice. As a favor to a “friend,” an HM will have to hire someone who most likely isn’t qualified. This is the most bogus reason, in my mind, especially if there are qualified candidates.

Usually this is a strong suggestion from someone higher up in the organization, and there’s not much an HM can do about it, except to argue against hiring someone who isn’t a fit for the position. This comes at great risk to the HM and is probably not worth it.

Okay, you didn’t do too well in the interview. But this doesn’t mean you were wrong for the position. There are times when job candidates are not on their A game, when they don’t answer the tough questions or show enthusiasm for the position or company. It happens.

This can explain being the wrong fit; a poor performance in the interview. It’s time to move on to the next position. (The good news, if you’re dying to work at a particular company, you can apply for other positions, interview with other HMs, and quite possibly get a job.)

What we’re left with after a candidate isn’t hired for one, or many, of these reasons mentioned above is a disheartened job seeker; a recruiter who won’t receive payment for placing you; and an HM who probably hired the wrong person for the job.

There’s only one winner out of the possible hundreds of candidates in the process. I’m not stupid enough to believe telling you the reasons why you didn’t get the job will provide you any solace, but hopefully you’ll understand that you’re not to blame.

Photo: Flickr, bm_adverts

Don’t leave “I” out of your interview answers: Use a 4-step process to answer the questions

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When I ask my workshop attendees to answer an interview question, some of them refuse to talk about their role in a past assignment. An article on Recruiting Blogs details this problem job seekers have, the unwillingness, or inability to describe their role in a situation.

interview with woman

For example, I ask my workshop attendees a question like, “Tell me about a time when your diligence paid off in completing a project on time.” An incorrect answer sounds like this: “We were responsible for putting out the quarterly report that described the success of our training program. We worked diligently gathering the information, writing the report, and sending it to the Department of Labor. We met our deadline and were commended for our efforts.”

Here’s the problem: there’s nothing about the job seeker’s role in the situation. I don’t want to hear about what the team accomplished, nor will employers. I want to hear about a candidate’s contribution to the overall effort.

Note: when appropriate, job candidates need to mention the contributions of those who helped in the process. It is not only about the candidate.

This answer, using the STAR formula, is more satisfying, as it describes the candidate’s specific contribution.

The Situation

As part of a five-member team, we were charged with writing a report necessary to continue funding for an outside program.

My task

I was given the task of gathering information pertaining to participant placement in jobs and then writing a synopsis of their training and jobs they secured.

My actions

I started with noting how I recruited 20 participants for the training program, a number I’m happy to say exceeded previous expectations of 10 participants. This required outreach to junior colleges, vocational schools, and career centers where people desiring training were engaged.

Step two involved writing detailed descriptions of their computer training, which included Lean Six Sigma and Project Management. Then explaining how this training would help them secure employment in their targeted careers. I collaborated with the trainers to get accurate descriptions of the two training programs.

Next, I interviewed each participant to determine their learning level and satisfaction with the program. All but one was extremely satisfied. The person who was not satisfied felt the training was too difficult but wanted to repeat the training. She noted she was very happy with the expertise of our trainer.

As well, I tracked each participant over a period of four months to determine their job placement. Jobs were hard to come by, so at times I approached hiring managers at various manufacturing companies in the area in order to speed up the process. I was responsible for directly finding jobs for four of the twelve people, even though it wasn’t my responsibility.

Finally I took the lead on writing a five-page report on what the members of the team and I had accomplished in the course of  three months. Other members of the team were of great help in making sure all the “is” were dotted and “ts” were crossed and that the report was delivered on time to Boston.

The result

The result was that we delivered the report with time to spare and were able to keep funding for the project for another year. I worked hard and was integral to proving to the DOL that the project was successful, but it took a lot of collaboration to bring project all together.

Certainly there are times when employees don’t work alone and require the assistance of others, but they always have a specific role in the situation.  Prospective employers want to hear about the candidates’ role in the situation, not the teams’ overall role. It is best to answer the question using the STAR formula, which demonstrates the situation, task (your), action, and result.

Allow me to quote directly from the article:  “…after an hour I still don’t quite understand what this person’s involvement was on any of their most recent projects even though they were all delivered successfully, on time and under budget.

“What I did understand involved a whole lot of we, us, and the team, which leaves me to wonder whether they’re a good team player or just a player on a good team.  I don’t have a spot on my team for the latter…”

Photo: Flickr, Renee Bertrand

Don’t swallow the honest pill with these 3 interview questions

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Nevervous Interviewee

Malls drive me nuts. If Dante had another ring of hell to add, it would consist of shoppers aimlessly walking around looking for the nearest exit. I feel this way five minutes after being in one that my daughters drag me to.

I’m content waiting for them while they run off to shop. But all the soft seats outside the stores are usually taken by husbands and fathers who constantly check their watch to see how long they’ve been waiting for their wife and kids.

Malls drive me nuts for another reason. We fathers hear things we don’t want to. My girls love stores like Forever 21, Abercrombie and Fitch, The Gap, and Victoria Secret….

Hold on there, I look at my youngest daughter, Did I hear you right, dear? You went to Victoria Secret?  “Yeah,” my eldest daughter says, “she bought a lacy bra.” TMI

You’re probably wondering what this has to do with interviews. Not much, other than to say that some job candidates seem to, as I bring up in my interview workshops, swallow the honest pill and spill way too much information.

And why do candidates do this? Because they’re unprepared for the tough, yet predictable, questions like: Tell me about one of your greatest weaknesses. One answer I hear often from jobseekers is their claim of being a perfectionist.

Thinking this is an admirable trait, I tell them that employers imagine a scenario that plays out something like this:

The candidate has a two-page addendum that has to be completed by the end of the day. After struggling with the right verbiage the whole day, it’s still not completed. This is something that should have taken half an hour to complete. This answer is the perfect interview killer.

Tell me something about yourself. Here’s another one that provokes too much information from the candidate. This is a pretty straightforward directive, but one for which candidates are not prepared.

What’s required for this question is a 30-second commercial that describes your value to the prospective employer. It’s your value proposition that includes relevant accomplishments. Yet many candidates feel the pressure and say too much about silly stuff.

One candidate I interviewed answered this question by telling me she planned to be married in three years and have kids in five. For me, the interview was already over. This was definitely too much information and demonstrated how unprepared she was for the interview.

Tell me about a time when you failed to communicate effectively. Imagine a candidate answering this directive as such: “I guess it was a time when I had an argument with my boss,” the candidate says.

The interview is intrigued. “Tell us about that, John.”

“Well, I didn’t like the way she criticized my quarterly report. She said it was full of spelling errors, inaccuracies, and grammatical mistakes. Plus, she told me it was too short. So I sort of lost it and yelled at her.”

“What was the result of that argument, John?” says the interviewer.

“It wasn’t too good.”

It wasn’t too good? Wrong example and way too much information.

It’s all fine and well for me to poke fun at job candidates, imaginary and real; although, I’ve heard similar responses from some of my customers. So here’s my advice. BE READY FOR THESE QUESTIONS.

For example, my greatest weakness is how I struggle with spelling. I can string a sentence or two together, but I’d be lost without Spell Check. I’ve done much to improve it, including buying a calendar with the day’s word and definition.

Is this weakness true? Yes. Would it kill me to bring it up at an interview? Probably not, unless I were looking for a teaching job. Right or wrong, I’m ready for the weakness question.

Malls really drive me nuts, especially when I’m there with my anxious son and daughters who share too much TMI.. And it sucks when candidates arrive at interviews unprepared, thereby losing their wits and also give TMI.

Shut up; you’re talking too much

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If that got your attention, good. I don’t know any other way to say it; I hate it when people talk too much. This is a personal issue of mine, a lack of tolerance, perhaps. But incessant talking makes my mind go numb.

Nonstop talking not only drives people like me nuts, it can have a negative effect on your job search and at work. Following are five times when you need to modify your talking.

Networking events: When you’re at a networking event and the person with whom you’re speaking talks only about himself, it goes beyond annoying. It’s downright disrespectful.

I recall once talking with a woman at a business networking event; rather she was talking at me non-stop. I eventually wondered if she needed time to breathe. Nope.

Professional meet ups: Another way talking too much can hurt you in the job search is when you’re at a meet up and you don’t allow the facilitator or the attendees to get their points across. This really inhibits the sharing of information and advice, creating a counterproductive environment.

You can see the irritation spread around the room like a black cloud. People begin to stir in their chairs, roll their eyes, and sigh. This is a clear sign that it’s time to shut up.

Interviews: Talking too much will definitely hurt you at an interview. One of my workshop attendees told the group that an interviewer told him at the conclusion of the interview that he talked too much. He admitted that he had to work on his problem because it hurt him at other interviews. I felt like giving him a hug for his revelation.

I was the victim of a woman who talked too much when I interviewed her. I think she was nervous. Nonetheless, she lost the position five minutes into the interview when she talked without pausing. She was responding to, “Tell me about yourself.”

In the workplace: People who corner you at work are a major annoyance, particularly when you’re trying to get some work done. Take a cue from someone who’s trying to complete a project at the 11th hour. Notice when their eyes drift to their computer and they repeatedly say, “Ah ha, ah ha…” It’s time to take your talkative self  somewhere else, like the water cooler.

Company meetings: The talkative types come out of the woodwork at meetings, don’t they? Their need to be heard can extend meetings way beyond their deadline. Managers notice this and resent those who disrupt the agenda, unless they’re the talkative ones.

When called on it, the offenders become belligerent; their feelings are hurt. I say, “Too bad.” Uber talkers need to know when their talking is a nuisance and curb their words.

To see if verbal verbosity is a psychological disorder, I Googled, “talking too much disorder” and came across a number of people who have various opinions, as well as those who are struggling with this problem. Some attribute it to attention deficit hyperactivity disorder (ADHD), bi-polar disorder, and even “communication disorder.”

Joseph B. Walther, Dept. of Communication, Cornell University, Presented at the annual meeting of the American Psychological Association, Boston, August, 1999.

In one paragraph he writes, “While extraversion and sociability are characteristics which, when exhibited appropriately, confer attributions of credibility and may be pro-social, personal experience, history, and literature are replete with anecdotal accounts of people who talk a great deal to negative extents. Terms such as ‘talk too much,’ verbose, long-winded, gossipy, dominating, etc., all speak to the notion that auditors devalue others who verbalize beyond normative levels, and that lay interpretations of such behavior result in negative attributions.”

Sadly, loquaciousness may be unavoidable, as the author states: “Additionally, talkaholics reported that they had been unable to curtail their talkativeness activities. When asked if they had ever tried to talk less, most indicated they had but many added comments such as ‘Yeah, but I can’t do it.’ ‘I can’t stop talking.’ ‘I am driven to talk.’”

I’m not sure after reading this if I was proud to have discovered it, or suffer from “intolerance disorder” (not a real diagnosis). One thing is for real, talking too much has a negative effect on not only me but others as well. So if you are one who can’t stop talking, the road to the job search and beyond may be a long one.

Photo: Judi May, Flickr

5 ways the introvert succeeds in the job search

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IntrovertExtravert

Do you know an introvert who is an active listener and can also make small talk with the best of them; is enthusiastic about writing and also enjoys speaking in public; and thinks before he acts, yet takes well-timed risks?

This person combines the best of his introvert and extravert traits. When it comes to the job search, this is exactly what the introvert does in order to succeed.  Adopting traits of both dichotomies may be difficult, awkward, and even exhausting; but he must maintain his focus on the endgame.

Here are five crucial areas of the job search and how the introvert combines both traits to succeed in the job search.

1. Being proactive. The introvert is reflective… focused…when it comes to the job search, but thinking too much about the proper ways to make that call to a desired employer can hinder her efforts. Making personal contact can delay the inevitable if she’s unwilling to get outside her comfort zone.

The extravert can teach the introvert a lesson on taking action. She will do her sleuthing (LinkedIn, Google, or a connection within a company) for a hiring manager’s contact info and  pick up the phone to inquire about openings or secure an informational meeting.

Note: A blend of strategic planning and taking the necessary action isthe solution for success. To act without thinking can blow the deal and may cause damage to the introvert’s reputation.

2. Networking. The introvert listens to a potential connection, asks insightful question, and actually retains the other networker’s answers. But have you ever encountered an awkward moment when you’re standing with someone and he’s not saying a word, just staring into his glass of wine? The silence is so loud that you can hear a pin drop.

This is when the extravert’s ability to engage in small talk must be emulated by the introvert to save the day. The extravert will fire up the conversation with talk of current events (not religion or politics), inquiries about her new friend’s family, occupation, or sports, etc.

Note: The introvert makes networking enjoyable because of her ability to listen and engage in small talk. As well, she can utilize her introvert nature by talking in depth.

3. Marketing material. Because the introvert prefers written communications, writing résumés and cover letters should come easy to him. Research is essential in understanding employers’ needs and then describing how he can satisfy those needs. This is right up the introvert’s alley. How the introvert distributes his written material determines the success in getting it to the person that counts.

The introvert can again benefit from the extravert who will use his outgoing nature to distribute a résumé and cover letter in person, at an informational meeting or persuading the right person to hand them to the hiring manager. He will not spend hours a day blasting his written communications into the dark void known as the job boards.

Note: The introvert must ensure that his résumés and cover letters demonstrate value; effective distribution is not enough. Introverts must take appropriate time to complete his marketing materials, not too long.

4. Following up. The introvert understands the importance of following up after a networking event or meeting someone for coffee, and will send an email or even a thank-you card. The correspondence is in the form of written communications, which is comfortable for the introvert, but not always the most effective way to follow up.

The extravert, on the other hand, will pick up the phone and call her new connection the next day at an appropriate time, taking one more step to securing the relationship. She will suggest another time to meet at a convenient time, perhaps for coffee. Email is too slow, in her mind; it doesn’t get immediate results.

Note: Relying on only on email will not seal the deal, so a combination of email and verbal communications is required for the introvert to succeed.

5. The interview. The introvert prepares well for the interview. He has done his research on the position and company, as well as the industry. The difficult questions will not surprise him because of his preparation. He is reflective and this will come through during the interview. However, he may come across as too reflective, not spontaneous enough.

The extravert, on the other hand is all about spontaneity. He is outgoing, gregarious, and feels comfortable making small talk. The introvert can benefit from his extraverted side by adopting these traits. He must also remember to smile and show enthusiasm.

Note: This is the most important stage of the job search; therefore, it’s important that the introvert calls on her extraverted traits. Most interviewers are drawn to outgoing, confident candidates, which come through easily for the extravert.

The introvert/extravert make a good team. For some introverts, all of this is easier said than done. However, she must call upon her extraverted attributes. On the introvert/extravert spectrum, lying closer to the center makes the transitions easier; lying closer to the extreme makes the transitions more difficult.

Photo: Flickr, Ewa Henry

9 major job-search changes for older workers

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One question I ask during my introductory workshops is, “When did you last have to look for work?” Invariably I’ll get answers like “25 years,” “35,” 40,” and so on. On the other hand, others haven’t had to look for work in the past five or ten years, some in the past two years or less. The disparity is great between my customers who have been long-tenured workers and those who are veterans to the job search.

older worker2

The folks new to the job search didn’t have to write a résumé that fits today’s standards, if write one at all. Nor did they have to go through five to 10 rounds of interviews. They might also be new to networking, never used LinkedIn, haven’t engaged in informational meetings, and used other job-search methods. Some tell me, “Companies came to me. I didn’t have to do anything.”

These people have a lost look on their face. It’s as if they have to learn to walk all over again.

Needless to say, there have been changes in the job search in the past decade or two, changes that represent challenges to people who aren’t used to a different job search. Here are eight components of the job search that are new to older workers.

1. The most obvious change, being out of work. This comes as a complete shock, especially for those who worked at their last company for 20 or more years. Gone is their routine, the camaraderie they shared with their colleagues, the income they came to rely on. Also gone, for some, is their self-esteem and confidence.

They know they are experienced and valuable workers, but there’s self-doubt and fear that the job search will be long. In the back of their mind they know the longer they’re out of work, the harder it will be to regain it.

Older worker2

2. Longer hiring process. The good news is that employers are hiring. The bad news is that it’s taking them longer to pull the trigger. Depending on the Source, it can take as long as 28-39* days for a company to hire a candidate.

I’m witness to many job seekers who are getting jobs but usually after a longer process than before. It’s not unusual for job candidates to be interviewed multiple times over the telephone and endure additional face-to-face interviews.

One of my customers endured five telephone interviews before being hired. Another was hired after 12 personal interviews—No lie. This goes to show that employers are more cautious than in the past; they don’t want to make hiring mistakes, as it can cost tens of thousand dollars to hire a replacement employee.

3. Résumés have changed in the past decades. Nay, the past five years. Employers want to see accomplishments on résumés, not just duties. I remember applying for positions years ago where I would send résumés that were one-fits-all, didn’t include a Performance Profile, and were written in Currier font.

There are enough articles written on how it’s important to list quantified accomplishment statements. (Read this article that explains 10 important elements of a professional résumé.) But talk has increasingly turned to the importance of appeasing the Applicant Tracking System (ATS). Simply put, this software eliminates approximately 75% of résumés, based on the lack of keywords. Approximately 95% of my customers haven’t heard of the ATS.

4. Networking is imperative. During the days when securing a job took less time and all the jobs were listed in the newspapers, networking wasn’t as important as it is now. This is a tough change for many people who haven’t had to look for work for a couple of decades. Networking was necessary as part of their job. But to find a job? Not so important back then.

Now your business is called Me Inc.; meaning you are your own business and therefore networking is absolutely necessary. And it can be uncomfortable, even scary. (Read this article on getting outside your comfort zone to network.) Anywhere from 60% to 80% of your success can be attributed to personal networking.

older worker5. LinkedIn arrived on the scene. At least 95% of hiring authorities (recruiters/hiring managers/HR) are using LinkedIn to cull talent. Twelve years ago LinkedIn didn’t exist. My customers who haven’t had to look for work since 1988 feel like a confused child when they hear of LinkedIn’s ability to help them find work. Talking about having to learn to walk again.

Some are even afraid of “being on the Internet.” This is an immediate stopgap to LinkedIn. When I hear some of the long-tenure employees say they’re reluctant to disclose too much information, I’m inclined to tell them not to join LinkedIn. (Read this article on how LinkedIn isn’t for everyone.) One cannot be afraid of the Internet if he wants to benefit from LinkedIn.

6. Most jobs are posted online. Older workers are now faced with the prospect of searching for jobs on job boards like Monster.com, Dice.com, Simplyhired.com, and a plethora of others. Because most jobs—75%-80%—are unadvertised, this is time often wasted. In addition, the applications are difficult to fill out for some older workers who aren’t familiar with the computer.

Twenty years ago I remember picking up the Sunday edition of the Boston Globe which was thick with job ads, and the challenges of the Hidden Job Market weren’t as glaring as they are today. More jobs were obtained by using newspapers to locate them, and then we simply sent a generic résumé to land an interview. This speaks to changes in technology, which some older workers struggle with.

7. Telephone interviews are more challenging. This includes telephone interviews which are making the traditional screening process an oxymoron. Yes, employers want to know your salary requirement, but the questions go way beyond that. Telephone interviews are conducted by most employers. They are similar to face-to-face interviews, save for the fact you’re not at the company.

Now, as one former customer told me, the phone interview can consist of behavioral-based questions only. “They’re tough,” I hear. “I wasn’t prepared.” More than one customer told me they were only asked behavioral-based questions, approximately 12 of them. (Read this article on Preparing for behavioral interviews.)

8. The personal interview is tougher. Many of my customers are taken aback by group interviews. Thirty, or so, years ago, group interviews were not common. Rather, companies would conduct one-on-one interviews to size up the job candidates. Group interviews are commonplace these days; they should be expected.

The group interviews aren’t the only challenge candidates are facing. Tough questions, such as behavioral-based and situational, as well as tests to gauge one’s knowledge. Interviewers are asking questions that get to the core of the applicants. One of my customers told me that after a five-person group interview, he felt like he’d gone three rounds with Mike Tyson. He told me this prior to his next interview with the company, and maybe additional interviews henceforth. When do they end?

9. Age discrimination is the white elephant in the room. This is not a myth nor an excuse. Older workers are experiencing it from not only younger interviewers, but older interviewers as well. The reasons range from the demand for higher salaries than younger workers to inability to keep up.

However, the smart employers understand these reasons aren’t necessarily true. As well, older workers have many fine attributes they bring to the table. (Read this article on the 5 strengths of the older worker.) I suggest that my older job seekers explore companies that are older-worker friendly. AARP can be helpful, or simply looking on LinkedIn for companies whose average age exceeds 40 plus can be a find indicator.

These are a few of the changes that have occurred since older workers have had to look for work. Very talented people, who were at the top of their company, are experiencing changes that are hard for them to grapple. But eventually they get into the groove and learn the proper tenets of the job search. Some of the long-tenured workers even see this as a welcomed challenge.

*Jobvite 2017 Recruiting Funnel Benchmark Report. And based on occupation and industry, this figure (39 days) is less or more.