Monday, September 16, 2013

What Interviewers Wish They Could Tell Every Job Candidate

I feel like Jeff Hayden was in my head when he read the following article. He hit the nail on the head. At the end of this post, you will see other articles written by Jeff and a link to the original post. Enjoy! 

In the best interviews, job candidates say a lot and interviewers very little – after all, the interview is about the candidate, not the interviewer.
But there are a few things interviewers would like to tell job candidates well before the interview starts.
1. I want you to be likeable.
Obvious? Sure, but also critical. I want to work with people I like and who in turn like me.
So: I want you to smile. I want you to make eye contact, sit forward in your chair, and be enthusiastic. The employer-employee relationship truly is a relationship -- and that relationship starts with the interview (if not before.)
A candidate who makes a great first impression and sparks a real connection instantly becomes a big fish in a very small short-list pond. You may have solid qualifications, but if I don't think I'll enjoy working with you, I'm probably not going to hire you.
Life is too short.
2. I don’t want you to immediately say you want the job.
Oh, I do want you to want the job -- but not before you really know what the job entails. I may need you to work 60-hour weeks, or travel 80% of the time, or report to someone with less experience than you... so sit tight for a bit.
No matter how much research you've done, you can't know you want the job until you know everything possible about the job.
3. I want you to stand out....
A sad truth of interviewing is that later I often don't recall, unless I refer to my notes, a significant amount about some of the candidates. (Unfair? Sure. Reality? Absolutely.)
The more people I interview for a job and the more spread out those interviews, the more likely I am to remember a candidate by impressions rather than by a long list of facts.
So when I meet with staff to discuss potential candidates I might initially refer to someone as, "the guy with the bizarre stainless steel briefcase," or "the woman who does triathlons," or "the gentleman who grew up in Lichtenstein."
In short, I may remember you by "hooks" – whether flattering or unflattering – so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Better yet your hook could be the project you pulled off in half the expected time or the huge sale you made.
Instead of letting me choose, give me one or two notable ways to remember you.
4. ... but not for being negative.
There's no way I can remember everything you say. But I will remember sound bites, especially the negative ones – like the candidates who complain, without prompting, about their current employer, their coworkers, or their customers.
So if for example you hate being micro-managed, instead say you're eager to earn more responsibility and authority. I get there are reasons you want a new job but I want to hear why you want my job instead of why you're desperate to escape your old job.
And keep in mind I'm well aware our interview is like a first date. I know I'm getting the best possible version of "you." So if you whine and complain and grumble now... I know you'll be a real treat to be around in a few months.
5. I want you to ask lots of questions about what really matters to you...
I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.
So I want you to ask lots of questions: What I expect you to accomplish early on, what attributes make our top performers outstanding, what you can do to truly drive results, how you'll be evaluated… all the things that matter to you and to me and my business.
You know what makes work meaningful and enjoyable to you. I don't. There's no other way to really know whether you want the job unless you ask questions.
6. ... but only if the majority of those questions relate to real work.
I know you want a positive work-life balance. Still, save all those questions about vacation sign-up policies and whether it's okay to take an extra half hour at lunch every day if you also stay a half hour late and whether I've considered setting up an in-house childcare facility because that would be really awesome for you and your family.
First let's find out if you're the right person for the job, and whether the tasks, responsibilities, duties, etc. are right for you.
Then we can talk about the rest.
7. I love when you bring a "project."
I expect you to do a little research about my company. That’s a given.
To really impress me, use the research you’ve done to describe how you will hit the ground running and contribute right away – the bigger the impact the better. If you bring a specific skill, show how I can leverage that skill immediately.
Remember how I see it: I have to pay your salary starting day one, so I'd love to see an immediate return on that investment starting day one.
8. At the end I want you to ask for the job... and I want to know why.
By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so and let's figure out how to get what you need to make a decision.
If you don't need more information, do what great salespeople do and ask for the job.
I'll like the fact you asked. I want you to really want the job -- but I also want to know why you want the job. So tell me why: You thrive in an unsupervised role, or you love working with multiple teams, or you like frequent travel.
Ask me for the job and prove to me, objectively, that it's a great fit for you.
9. I want you to follow up... especially if it's genuine.
Every interviewer appreciates a brief follow-up note. If nothing else, saying you enjoyed meeting me and are happy to answer any other questions is nice.
But "nice" may not separate you from the pack.
What I really like – and remember – is when you follow up based on something we discussed. Maybe we talked about data collection techniques and you send me information about a set of tools you strongly recommend. Maybe we talked about quality and you send me a process checklist you developed that I could adapt to use in my company. Or maybe we both like cycling, so you send me a photo of you on your bike in front of the sign at the top of the Col du Tourmalet (and I'm totally jealous.)
The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural and unforced way.
Remember, we're starting a relationship -- and even the most professional of relationships are based on genuine interactions.

Thursday, September 12, 2013

10 Things Job-Seekers Must Do to Get a Better Job

... rather than complaining, take some advice from Jim Rohn: “Things will get better for you, when you get better.”

I’ve just agreed with OpenSesame.com (a video-based training company) to prepare a short podcast series for job-seekers based on my book, The Essential Guide for Hiring & Getting Hired. The company wants 10, 4-5 minute mobile-ready videos highlighting everything a person needs to do to get a job. This is no easy task. So rather than attempt the feat alone, I thought I’d summarize the topics below, and host a webcast for job-seekers (here’s the link to sign-up for the Oct 10 event) to get their input. Of course, if you’re a job-seeker feel free to add you viewpoints, questions, frustrations and ideas to the comments below.
As you’re aware, the latest hiring report wasn’t too upbeat, and on Tuesday (September 10, 2013), the Department of Labor reported that the total number of open jobs available hasn’t increased in the past six months. So expect more of the same on the hiring front for the foreseeable future.
Given this state of the economy, the best thing any job-seeker can do to get a better job is to be more thorough, more savvy and more aggressive. The following are some basic guidelines for the thorough and savvy parts. These are not optional. Neither is the aggressive part, but I’ll leave that up to you.
Some Big Ideas Job-seekers Must Follow if They Want to Get a Meaningful Job
  1. Applying directly to job postings should represent no more than 20% of what you do. Getting referred to a job is 5-10X more effective than applying directly. If you’re going to apply, only apply to jobs when you’re a perfect fit for the skills and experience listed on the job description.
  2. Leverage your understanding of the recruiter’s role. Many recruiters are gatekeepers who don’t know the job and will just box-check your skills and experiences. Others are extremely talented, who want to work with the best people to craft great career moves. You must avoid the former and seek out the latter.
  3. Implement a 20/20/60 job-hunting plan. A job hunting plan requires a performance-based resume, an understanding of how recruiters find candidates, and applying through the backdoor. Networking is the key to the backdoor. It must represent 60% of what you need to do.
  4. Focus on the job, not the money. It’s better to be underpaid than overpaid. Getting promoted or obtaining a big compensation increase will only occur after you’ve demonstrated great performance. You need to put yourself into these situations. Ignore anyone who says otherwise.
  5. Present your strengths and weaknesses via short stories. No one believes general statements. You must validate each of your strengths with a specific example of how it was used in a real job situation. In addition, you need to demonstrate how you’ve turned your weaknesses into strengths. Never say you don’t have any weaknesses! It means you’ve stopped growing.
  6. Divide and conquer by asking the universal question. Very early in the interview, or phone screen, you must ask the interviewer to describe the focus of the job, some of the big challenges, and how the new person’s performance will be measured. Pick at least two from this list. Then prove each is a core strength using the SAFW response below.
  7. Practice the universal answer to any question. You need to be able to prove every strength with a specific example. Form your answer using the SAFW two-minute response: Say A Few Words – Statement – Amplify – few Examples – Wrap-up.
  8. Weave the 10 Best Predictors of Job Success into Your SAFW Response. I just wrote a post for interviewers on how to evaluate your answers. Make sure you have an example proving you possess at least three or four of these strengths. Then during the interview ask if these traits are important for on-the-job success. Of course they will be. Then give your example. Note: this is a slam dunk!
  9. Use the phone screen to minimize the impact of a weak first impression. Even if you make a good first impression, it’s important to ask the universal question (see above) early in the phone screen. Answering it correctly will increase the likelihood you’ll be invited to an onsite interview. This will help focus the actual interview on your past performance, instead of box-checking your skills and experience, or judging you on first impressions.
  10. Uncover any concerns before the end of the interview. To determine where you stand, ask the interviewer about next steps. If they’re not specific, you probably won’t be called back. In this case, ask the interviewer what’s the biggest concern he/she has about your background. Then ask how the skill, trait or factor mentioned is used on the job. To overcome the concern, you’ll need to use the SAFW two-minute response to prove you can handle the requirement.
Getting a job is no fun. It’s hard work. But working hard on the wrong things is a waste of time. So rather than complaining, take some advice from Jim Rohn: “Things will get better for you, when you get better.” Learning the ten techniques above is a great way to start.
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Lou Adler (@LouA) is the CEO of The Adler Group, a full-service talent acquisition consulting firm. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), covers the Performance-based Hiring process described in this article in more depth. For instant hiring advice join Lou's LinkedIn group and follow his Wisdom About Work series on Facebook.

Job Seeking Zombies - Christopher De Mers Chimes In

Job Seeking Zombies by newresource

Are you a Zombie?
The undead are pretty popular these days. We’re surrounded by tales of the non-living in sultry television shows, movies and webcasts.
Few know however that the Zombie genesis is found in recruiting where countless thousands of erstwhile candidates mindlessly submit resumes and applications without the prerequisite thinking and due diligence.
If you’ve ever violated any of the following you may be a Zombie too.
  • Meet Minimum Qualifications
Every position has a set of minimum criteria. Do you meet them? If not, why are you applying? Chances are the ATS alone will reject your application if you don’t meet the minimums, but if a real person (no Zombie) actually does see your paper you’ll be gone in seven seconds. And they’re gonna be annoyed you wasted their time. Think seven seconds isn’t much? Multiply it by hundreds of Zombies.
  • Follow the Instructions
A simple test for human behavior as opposed to the mindlessness of the undead is whether or not you can follow instructions. Posted jobs frequently ask for collateral information: resume, cover letter and salary history are among the most common. Pay attention though: sometimes employers specifically ask not for resumes or other items. Sometimes a keyword in the subject line. Did you use the requested format for submitting? Did you follow directions? If not, don’t be surprised if you aren’t called. 
  • Check Culture
Research the company culture: it may not be for you. I have a friend in the death industry (pardon the pun): she’s good at what she does. Its not for me though. Are you applying for jobs that you’re a fit for? Know something about the culture, the environment and the work lives of employees. It’s easier than ever to research and understand a little more about what it takes to be successful in a particular firm.  Share that logic in your interview: if things progress and you ultimately join the firm that isn’t the time to realize it’s not the right place for you. 
  • Know the Business
Zombies, if I had a nickel for every time a candidate interviewed with me without displaying the basic knowledge about my firm I could retire and buy a castle in Transylvania. You have to know annual revenue, key products and overall business strategy – most of this information is easily found with a few clicks of the mouse. How can you possibly demonstrate desire and initiative if you don’t at least get the basics? Know your own game for sure – but be prepared with a little knowledge about mine as well. If you want to get in business you have to act in a business-like way.
Zombies aren’t successful in job searches because mindless rote activity is not how jobs are found or won.
If you want to rise above those clamoring in vain for opportunity, act like a real human being. Zombies need not apply.
*This is a fantastic guest post from Christopher De Mers aka @ChristopherInHR on Twitter and from the websiteChristopherInHR.*