Friday, September 21, 2012

#1 Reason You Get Interviews, But Not Offers


Interviews Not Offers











Why is it that sometimes the candidates who are clearly more qualified and have more relevant experience often don’t get the job? Or, what goes wrong when you make it to the top two and then lose the offer to the other candidate? It is within this place that we often hear candidates talking about age, race, gender, or any other type of discrimination.
As much as we all like to spend most of our energy concentrating on how we will prove we have the most relevant work experience and qualifications, it’s a rare day when hiring managers will choose one candidate over another simply based upon one candidate being more qualified to do the job than the other. In fact, less qualified candidates often get the job offer, leaving the more qualified ones feeling relatively perplexed and distressed.
I am not going to say that no discrimination takes place because it does – as illegal as it is. But that’s not what is going on in most of these cases.
To explain this more clearly, please follow along with this scenario.
Let’s say that you are married and are planning a trip of a lifetime – just you and your spouse. If there is a place in the world you really want to go but you fear you may never get the chance, that’s exactly where you are going. You plan the trip a year in advance and you are staying there for three weeks. Imagine yourself talking about this trip with your friends and family.
As you share the details, picture the excitement that you will have in the tone of your voice (or that will pour out in exclamation marks as you write) and the passion that would exude out of every energy channel in your body. You likely end these conversations with, “I can’t wait!!!”
Now imagine that three months before you leave on your trip, your spouse tells you that he or she wants to separate. This is very unexpected and devastating. However, you realize there is a chance you two could work it out, so you aren’t canceling the trip – yet. Although if you can’t work things out, the trip is off.
You decide that outside of 2-3 very close friends, you are going to keep this under your hat and not talk about any of it. You want to work on things and don’t need the world to know.
In the upcoming days and weeks, many people are asking you about your trip. Of course you doubt that it is still on, but you aren’t saying anything so you just play along in hopes that everything works out.
Just last week, you were talking about and saying things like “Oh yeah! And we are staying three nights in this awesome hotel then going here and staying at this cool place, then we are going to be here where there is a pool off our balcony!! I can’t wait!!”
What does it sound like now?
Probably something like “Ahh… Yea… It’s going to be a lot of fun. It’s coming up soon… really looking forward to it…”
Even though you didn’t tell that person that you may not even be going,  he or she may now become suspicious that something is up just based on you expressing yourself with much less emotion.
And that should help you understand why a person who may be less qualified than you gets a job that you don’t get. It’s all in the presentation. Oftentimes you say all the right things but if your presentation is flat, it will fall on its face. If you don’t really want the job or you aren’t excited about it, it shows even if you say “I want to work here more than any other company.”

Can the Hiring Managers ‘Feel’ Your Words?

Enthusiasm, presence, and passion – these qualities excite hiring mangers and they will always tip the scale in someone else’s favor if you don’t show up with them in your interview.  When you are expressing  those qualities, people can’t help but love you and be engrossed in everything you say.
Most people know these qualities are important and say they have them, but if you don’t really feel excited and are putting on a show, it won’t come off as authentic  - especially when compared to someone else who authentically does have them.
This is especially important to remember when you consider that many hiring managers conduct back to back (or close together) interviews. I cannot express in words how often candidates get tossed out of the candidate pool simply by deficiencies in their overall presentation that only become apparent when running multiple interviews back to back or close together.
There have been many times I have thought a candidate interviewed well and was a good fit for a job – but only up until the next interview where that candidate’s presence blew me away making the previous candidate appear flat.
The truth is, if you don’t come off with a positive attitude exuding with those three qualities, hiring managers don’t even tend to think you have a neutral attitude. They tend to err on the side of caution and assume you might actually have a negative and bad attitude. Never underestimate the power of a positive attitude. Hiring managers will almost always say they would rather train hard skills than try to train an attitude.
People can feel other people’s true passion and excitement and you simply can’t compare to someone who walks in with a ton of passion and excitement if you do not – even if you have more skills and qualifications than that person has.
Be conscious of how you think as you prepare for your job interview (and make sure you really do want to work for the company!) Before your interview, take about 10 minutes to sit quietly and don’t think at all with your head about what you will say or not say.
To help chase your thoughts away, take six slow deep breaths and only concentrate on your breath going in and out. Then, imagine yourself working at this company and experiencing all the good things you think you will experience there. Let yourself truly feel the excitement you would have if you got the job. Visualize it, feel it, and get immersed in it.
Now that you have done this, when you go to your interview and are waiting to be taken in, take some deep breaths and mentally put yourself back in those thoughts and in that place. Focus on staying there and when you get in your interview just start speaking from your heart. There is no excitement, enthusiasm, nor passion that can come out of your head – it all comes from your heart. If hiring managers can feel that energy coming from you (not just hear words) it will give you a huge edge in winning the job offer.


SEPTEMBER 13, 2012 · BY  

Thursday, September 13, 2012

Your Resume Is Great! So, Now What?

Posted on  by Jessica Holbrook Hernandez
Job searching needs to be a diversified effort. You can’t put all your eggs in one basket. Yet many people believe the only way to job search these days is to go online, post their resume to a job board, and spend time searching through the job boards looking for openings.
Yes, this is a piece of the job search puzzle, folks. But it’s not the whole pie. You can’t rely on job boards alone to find a job. That makes your job search a numbers game, and you would have to spend 40 hours a week on every job board you could find applying for every position you are even remotely qualified for—literally applying for hundreds of jobs a week to get a few call-backs and maybe one or two interviews.
Don’t fall into the trap of believing a job board is the only place to find employment. Below are some great ways to diversify your search and open some doors.

Social Networking

Facebook: I read a surprising statistic the other day: These days, more people are finding employment on Facebook than they are on LinkedIn. I was shocked. I had to investigate that a little further. But I suppose it isn’t all that far-fetched, considering all the companies that are on Facebook—not to mention the 950 million people there.
My recommendation here: Use Facebook to scout out companies you would like to work for to see if there are any openings listed on its page—and then apply if there are. If there aren’t, do some poking around; you may find a contact name you could send your resume and cover letter to.
Twitter: Twitter, people! Go get your tweet on—or at least get on there and search for openings. Did you know that there are more searches performed on Twitter every day than on the largest search engine? Don’t know who to follow? Follow @GreatResume and check out our followers. I have a lot of recruiters on Twitter who follow me—and that I follow—who post jobs every single day.
LinkedIn: Professional networking is a must! Get on LinkedIn, join groups related to your industry (great place to find jobs and get your foot in the door), and start making connections with people. Don’t just copy and paste your resume—put some time and effort into developing a search engine-optimized profile that will get you noticed.
Recruiters, hiring managers, and companies conduct searches for people on LinkedIn every day to find someone who would be a great match for their organization. Our clients always place high in search results. Need more info on LinkedIn? Check this info out.
Also, one more tip: Make sure your profile is 100% complete. It helps you to place well in search results.

In-Person Networking

Buy some networking cards. Include a link to your LinkedIn profile on your business card, professional blog, online resume, etc. It’s a great way to direct people to find out more about your professional experience and expertise. Don’t hesitate to give one to everyone you meet. Also, find local meetings for professional associations related to your industry/profession. Attend these when and where possible, and start working on your elevator speech.

Good Old-Fashioned Snail Mail

Believe it or not, mail still works. Target companies you want to work for, research the hiring manager’s name, and mail him or her a copy of your resume and cover letter. You would be surprised how you’ll find out about positions you didn’t even know were open and how you’ll get a better response rate than just working the job boards.

Think Outside the Box

Really get out there and think outside the box. Create a job search website that includes your resume and professional background. Consider other means of searching for employment that you’ve never thought of before. In today’s job market (and amidst the dismal unemployment rate) it’s important to BE REMEMBERED. So do something memorable (but professional, people).
And for goodness’ sake, if you’re going to sit on the job boards all day, spend some of that time finding some really awesome NICHE job boards that are right up your alley—or in this case, industry—and post your resume there. It usually costs employers less to post openings on Niche boards, and they know they’ll be getting candidates within only that specified field.

About the Author: A nationally recognized resume expert, Jessica Hernandez is President/CEO of Great Resumes Fast and a former human resources manager and recruiter. With more than ten years’ experience directing hiring practices for Fortune 500 companies, she has developed innovative and proven resume development, and personal branding strategies to generate powerful results for clients. As a global resume authority and trusted media source, Jessica has been featured and quoted on CNN.com, Monster.com, Job Talk America radio, SmartBrief, International Business Times, and more. Jessica has her Bachelor of Science degree in Communications/Public Relations from the University of North Florida. Contact Jessica onTwitter!

Wednesday, September 12, 2012

Best Interview Technique You Never Use


The more questions you ask, the more you learn about a job candidate, right? Wrong. Here's a better strategy.


 
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Eventually, almost every interview turns into a question-and-answer session. You ask a question. The candidate answers as you check a mental tick-box (good answer? bad answer?).
You quickly go to the next question and the next question and the next question, because you only have so much time and there's a lot of ground to cover because you want to evaluate the candidate thoroughly. The more questions you ask, the more you will learn about the candidate.
Or not.
Sometimes, instead of asking questions, the best interviewing technique is to listen slowly.
In Change-Friendly Leadership, management coach Rodger Dean Duncan describes how he learned about listening slowly from PBS NewsHour anchor Jim Lehrer:
Duncan: He urged me to ask a good question, listen attentively to the answer,and then count silently to five before asking another question. At first that suggestion seemed silly. I argued that five seconds would seem like an eternity to wait after someone responds to a question. Then it occurred to me: Of course it would seem like an eternity, because our natural tendency is to fill a void with sound, usually that of our own voice.
Lehrer: If you resist the temptation to respond too quickly to the answer, you'll discover something almost magical. The other person will either expand on what he's already said or he'll go in a different direction. Either way, he's expanding his response, and you get a clear view into his head and heart.
Duncan: Giving other people sufficient psychological breathing room seemed to work wonders. When I bridled my natural impatience to get on with it, they seemed more willing to disclose, explore, and even be a bit vulnerable. When I treated the interview more as a conversation with a purpose than as a sterile interrogation, the tone of the exchange softened. It was now just two people talking...
Listening slowly can turn a Q&A session into more of a conversation. Try listening slowly in your next interviews. (Not after every question, of course: Pausing for five seconds after a strictly factual answer will leave you both feeling really awkward.)
Just pick a few questions that give candidates room for self-analysis or introspection, and after the initial answer, pause. They'll fill the space: with an additional example, a more detailed explanation, a completely different perspective on the question.
Once you give candidates a silent hole to fill, they'll fill it, often in unexpected and surprising ways. A shy candidate may fill the silence by sharing positive information she wouldn't have otherwise shared. A candidate who came prepared with "perfect" answers to typical interview questions may fill the silence with not-so-positive information he never intended to disclose.
And all candidates will open up and speak more freely when they realize you're not just asking questions--you're listening.