I came across this article posted by a staffing firm, Recruiting Division. While it was written for recruiters, I thought it would be helpful to share with candidates in preparation for an interview. My interview style is more of a conversation, I usually get the answers to these questions throughout the conversation. Enjoy!
"Once a hiring manager or recruiter has screened resumes and applicants and identified quality candidates, it’s time to get to know them better though a behavioral interview process. Whether the candidates come in to the interviewer’s location or interview through recorded video or video conference, the quality of the questions asked will determine the quality of the information the recruiter gets.
Typical interviews include questions about the candidate’s work history, training and education, and career interests and aspirations. Let’s take a look at how behavioral interviews, also called S.T.A.R. interviews, work, and how asking great behavioral interview questions can yield a better crop of candidates.
The S.T.A.R. interview format involves asking candidates about work-related Situations and the Tasks, Actions, and Results achieved. An interviewer might ask a candidate to talk about a situation at work and the tasks involved, the actions taken to achieve the tasks, and the results or outcomes. Great behavioral interview questions reveal candidate skill levels, work ethic, competence, attitudes, and work style.
Tell Me About How You Worked Effectively Under Pressure
One of the top behavioral interview questions is “Tell me about how you worked effectively under pressure.” It’s designed to reveal what kind of challenging work situations the candidate has been in and how the candidate defines work pressure. Companion questions to this include questions about how the candidate felt when working under pressure, asking for examples of situations in which the candidate had problems working under pressure, and how and when the candidate decided to ask for assistance when under pressure.
Have You Ever Made a Mistake at Work? What Happened and What Did You Do About it?
Another one of the top behavioral interview questions is “Have you ever made a mistake at work? What happened, and what did you do about it?” Everyone makes mistakes, but what’s important is how they handle them. This question gives the candidate the opportunity to be honest and explain what was learned by making a mistake. It reveals a candidate’s ability to admit fault, take responsibility, and be humble when faced with the consequences of an error.
Give an Example of a Goal You Reached and How You Achieved It
The ability to set and meet goals and understand expectations is very important in any candidate. Effective behavioral interview questions include “Give an example of a goal you reached at work and how you achieved it.” Understanding expectations and goals and working within timeframes and deadlines are important in project work and teamwork, as well as in departments and small workgroups. Companion questions to this one include asking for situations in which the candidate worked on and achieved multiple goals; situations in which
the candidate was not able to achieve a work goal that was set by a manager; or situations in which the candidate had to depend on others to help achieve a goal.
More Great Behavioral Interview Questions
Behavioral interview questions reveal more in-depth information about how a candidate thinks and feels and what type of experience the candidate has from previous jobs. “Tell me about yourself” is a common interview question, but is very general and almost vague. “Tell me about a time when your work was so enjoyable it didn’t feel like work” or “Tell me what kind of person you are and what your work style is” are both questions that let the interviewer know more intellectual, emotional, and personal information about the candidate regarding work and work experience.
More great behavioral interview questions:
o Tell me about a decision you made at work that wasn't popular and how you handled it.
o Describe a team you worked on and your role.
o Has there been a time at work when you disagreed with someone? What did you do about it?
o Tell me about a time you motivated employees or co-workers.
o Have you ever gone above and beyond your work expectations, and if so, why and how?
o What was the most uncomfortable, embarrassing, or difficult thing you’ve had to do at work?
The best interview questions relate to the work the candidate would be doing in the position, and can be tailored for the opening. For example, if you’re interviewing software programmers, ask questions about when they made a coding mistake and how they handled it and if they missed a programming project goal and what they did about it. Use behavioral interview questions to elicit real information about how candidate’s work, how they feel about work, and what their work styles are to get the best match for your openings."
Tuesday, May 13, 2014
Wednesday, May 7, 2014
4 Ways to Make Interviewing a 2-Way Street
So much information is thrown at job seekers on how to interview: here is how to dress; here is what to say; this is the answer to the million-dollar salary question; be sure to send a thank-you letter, etc. Then there are the horrid interview stories that everyone consistently shares with one another and laughs at: the girl who brought her cat into an interview, the recent college graduate who mid-way through the interview takes a call on his cell phone, the gentleman who shows up dressed in shorts — just to name a few recruiting water cooler stories.
Yet, hardly if ever does anyone, especially recruiters, HR professionals or hiring managers stop to look at themselves and analyze their own behavior.
In fact, the majority of hiring professionals act as if they are riding on a high horse, and job seekers should be at their mercy. Ironically, today as I am writing this blog — in my email box appeared an article written by Jerome Ternynck, CEO of SmartRecruiters, on the topic of Crafting a High-Performance Culture. Ternynck talks about hiring the best, and that “A” players hire “A” players and that “B” players hire “C” and “D” players.
Whether you are a recruiter, an HR professional, or a hiring manager — you should know that an interview is a two way street. It is a middle meeting where you as the hiring professional have the opportunity to meet a potential employee and find out who they are and what they have experienced and accomplished. But it is not only about you, as this is also the time for a prospective employee to find out about you and what you are about, what challenges you are facing in the company or in your department, and also, very importantly … if they like you. In your capacity as a hiring/interviewing authority, you too have to be prepared, on time, articulate, and professional. So just as we advise job seekers with do and do not tips, here are some great tips for all recruiters, HR pros, and hiring managers alike:
- Be on time – yes, I already know you are busy and short staffed and everything else that everyone else is as well. Regardless, this is the first impression of you and perhaps how working with you will be. More than likely the interview has been on your calendar for a few days already, so ensure you are on time and not rushing around like a mad person.
- Be prepared – be sure to have reviewed the candidate’s resume prior to the meeting. Perhaps you can connect with them via LinkedIn, and even better, perhaps you can have some probing and intelligent questions prepared to ask. Questions that are strategic and can give you a good idea on this person’s skill set and experience. Please don’t shoot from the hip and ask random questions that are rudimentary and tell the interviewee that you are unprepared.
- Pay attention – the emphasis of good eye contact is not only for the interviewee. If you are consistently gazing out the window or watching people pass by outside in the hall or checking your phone … then more than likely you are not paying attention. Moreover, that story that keeps making the rounds about the new college grad answering his cell phone in the middle of an interview? Well hiring managers do it to; it has happened to me and it has happened to others. No kidding: right in the middle of an interview the lady says, “Hold on” and takes a cell phone call of non-importance. Guess who she was: the head of talent acquisition. I knew I would have no further interest in the role nor even think about accepting a position from her and the company she works for.
- Be courteous – communication is a two-way street. Interviewees are advised to send thank-you letters post interview, and whether you receive a thank-you letter via email or via snail mail — an acknowledgement of receipt should be provided. If one says thank you, the reply should be that you are welcome. It takes two seconds to respond to an email.
I cannot stress enough how important the candidate experience piece is. Some organizations will spend hundreds of thousands of dollars on career sites, consultants, technology, and employment branding all in the name of building this super “candidate experience.” Yet, the majority of companies fail to ensure proper candidate communications, hiring manager training, and proper face-to-face interaction. It’s not hard to do, nor is it rocket science. It is a simple recipe of common sense, courtesy, and relationship building.
If I was given a quarter from every hiring manager, recruiter, or HR pro who says they can’t find good talent, but then who behaves outside of the four points I described above ,I wouldn’t be writing this article. I would be retired in some tropical island. So heed my advice and if you are riding a high horse, step down and remember than an interview is a two-way street and that just as you are making a decision on whether to hire an individual, they too are making a decision as to whether you are one they will ultimately want to work with.
Full Article Here: http://www.ere.net/2014/05/07/4-ways-to-make-interviewing-a-2-way-street/
Thursday, October 31, 2013
35 Surefire Ways to Stand Out During Your Job Search
By Daily Muse - link at bottom of article
When you’re applying for a job, you don’t just want to get noticed, you want to stand out as the best applicant the hiring committee has ever seen. You know you’re the perfect person for the job — and you want them to know that, too.
But how, exactly, do you do that? We pulled together a roundup of our all-time best job search advice, from getting noticed before you apply to acing the interview, plus tips from our favorite career experts — to bring you 35 ways to put yourself ahead of the pack.
2. Recruiters spend countless hours scouring LinkedIn in search of the high performers. Knowing this, you’ll serve yourself well to market yourself as a high performer, through your verbiage (think action words, accomplishments) and by having multiple endorsements. Want some? Start endorsing others — they’re bound to return the favor. Jenny Foss, @jobjenny
3. Create a winning online portfolio, showcasing samples of your work. Better yet, if you’re applying for a specific position, pay particular attention to the skills advertised in the job description, then use that information to help guide you on what to put front and center on your portfolio. For instance, if you’re applying to a health care company, make sure the work you’ve done for other healthcare clients is easily accessible — more so than, say, your fashion, sports and media work. Danny Groner, @dannygroner
4. Ask a few key people to write a LinkedIn recommendation for you, and be specific: Tell the person precisely what you’d love showcased and offer specific examples. Recruiters often send their own clients (the companies doing the hiring) right to a job seeker’s LinkedIn page if the recommendations look good, so taking the time to solicit a few great ones can pay serious dividends. Jenny Foss, @jobjenny
5. A very unique way to get the time and attention of startup leaders is to offer a suggestion for the company or present an interesting perspective of the business that they hadn’t thought of before. As Aaron White, CTO and co-founder of Boundless told me, “Coffee is cheap. Ask to meet with me over coffee, and then provide value to me by offering some sort of valuable feedback on my product. I’ll gladly give you my time.” Marie Burns, @marieburns
6. I’ve had a candidate come in for an informational interview (not even a proper job interview) and have a printed, bound, 15-page presentation on ideas for my company. That sort of initiative is hard to ignore, especially when the ideas are spot on. Alex Cavoulacos, @acavoulacos
8. When you’re writing your cover letter, remember that the hiring manager is likely going to be reading a lot of them (and she probably doesn’t really enjoy reading them much more than you like writing them). So, while you want to make the letter professional, you also want to put some of your own personality in it. Crafting an engaging letter with some color will catch people’s eyes and make them think, “Wow, this would be a fun person to work with.” Erin Greenawald, @erinaceously
9. Recruiters appreciate candidates who prepare and can demonstrate that they’ve read up on the company and understand the organization’s problems and concerns — also known as “pain points.” Make a clear connection between with the company needs and your specific skills and accomplishments, and you’ll be a head above the other candidates. Miriam Salpeter, @keppie_careers
10. One of the most important ways to show you’re the right person for the job is to spell out how you would fit in to the position and the company’s goals. Giving a few examples of how your past experience is transferrable shows that you’ve thought through how you would fit in to the organization — and makes things crystal clear for the hiring manager, too. Kristin Flink Kranias, @flinkranias
11. I’ve seen graphic designers turn their resumes into beautifully designed, infographic-style works of art, and marketing and communications professionals create ad campaigns with a tagline on how their skills match the open position. Check out these stunningly creative resumes from 1st Web Desiger or Alyson Shontell’s “23 Cool Resumes We Found on Instagram” for everything from graphic art to word clouds to even origami. Ashley Faus, @ashleyfaus
12. Doing extra credit like a video (even if it’s an unedited webcam clip) can go a long way in distinguishing yourself from other candidates. Steffi Wu, @steffiwu
13. For a high-level marketing position I had my eye on, I managed to land an interview by sending in three campaign ideas, complete with ad mock-ups, target segments and a financial forecast. My interviewer told me the company was impressed with my research, attention to detail and willingness to start solving problems for the organization — before they’d even called me back! Ashley Faus, @ashleyfaus
14. It’s better to address a cover letter or pitch email to a specific person rather than just saying “Dear hiring manager.” And not just any person, but the right person — the person who could choose you for the job. (Need help finding that email address? We’ve got you covered.) Alexis Grant, @alexisgrant
15.
17. A Fortune 500 CEO once said that when he had to choose between two candidates with similar qualifications, he gave the position to the candidate with the better handshake. Extreme? Perhaps, but he’s actually not alone in his judgment. Check out these video instructions for the perfect handshake. Olivia Fox Cabone
18. Dress for success — but that doesn’t always mean a suit. Find out how company regulars dress on a daily basis, and then step it up just a notch for that first meeting (e.g., if everyone wears jeans, don a pair of pressed khakis). You’ll easily prove that you can fit right in. Katie Douthwaite, @kdouth
19. Introduce yourself by making eye contact, smiling, stating your first and last name, and giving a firm but brief handshake. Then, listen for the other person’s name (believe me, it’s easy to miss when you’re nervous), then use it two times while you’re speaking. This will not only help you remember his or her name, but also appear sincere and interested in the conversation. Laura Katen, @katenconsulting
20. Imitating certain behaviors and attitudes of your interviewer can help make a fast connection between you and the stranger on the other side of the table (it’s called mirroring, and it works). For example, if your interviewer has high energy and gestures while he or she talks, strive to express that high level of liveliness. And vice versa: If your questioner is calm and serious, tame your energy down a bit. Katie Douthwaite, @kdouth
21. Pay attention to what your body language is communicating. “Once you’ve done this for a while, you have an ability to read people by their behavior,” says Deb Niezer, COO of AALCO Distributing. “You look at body language, the way they speak, and the way they present themselves to show the whole picture. If they say, ‘I’m open to new ideas,’ but then sit with their arms and legs crossed, it’s questionable. If they say they have management skills but don’t carry themselves like leaders, it’s hard to trust that assertion. The details make the difference.” LearnVest, @LearnVest
23. Take your portfolio to a job interview, and refer to the items inside while discussing your work experience. Saying “I planned a fundraising event from beginning to end” is one thing — showing the event invitation, program, budget and volunteer guidelines you put together is completely another. Chrissy Scivicque, @EatYourCareer
24. Don’t forget about the numbers! Finding some numbers, percentages, increases or quotas you can use when talking about your responsibilities and accomplishments really sweetens the deal and helps you tell a hiring manager why you’re so awesome without feeling like you’re bragging. Don’t just say, “I increased sales” — try “I boosted our sales numbers 75%,” and you’re sure to be remembered. Ryan Kahn, @hired
25.
26. When responding to interview questions, use the S-T-A-R method. Set up the situation and the task that you were required to complete to provide the interviewer with background context, but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 5%.” Nicole Lindsay, @MBAminority
27. When you’re presented with a complicated question, don’t be afraid to answer it with more questions. What the interviewer is really looking for is that you can think through the information you’ll need to reach a solution, and then ask for it — or explain how you’d seek it out — in a structured, logical way. Suki Shah, @SukiShah
28. Show them that you’ve made your mark in your past positions and didn’t just follow your predecessor’s checklist, whether it was at an internship, your last job, a college club, or a team-building event you organized to boost company morale. Earned your division more money than the person before you? Share that monetary difference. Reeled in more vendors than your peers did to participate in a fundraiser? Show that outstanding work with something no one can argue with — math. Megan Broussard, @ProfessionGal
29. When you start listening to your interviewer’s responses, you can determine what kind of of answers he or she is looking for. Does your interviewer go into a lot of elaboration? Does he or she use data sources as examples? Model your responses the same way: If your interviewer consistently mentions percentages and numbers, make sure to weave those into your answers, clearly indicating that you decreased your department’s case backlog by 65%, or that you exceeded your fundraising goal by $1,500 last quarter. Katie Douthwaite, @kdouth
30. If you know someone in the company, find ways to bring it up naturally during the course of the interview. Think: “John told me about your yearly company BBQs with a dodgeball tournament — that sounds like my kind of fun.” Erin Greenawald, @erinaceously
31. It’s awesome when people skip the typical, broad “day-in-the-life” and “company culture” questions and dig much deeper into what we do, how we do it, and what we’re looking for.” Steffi Wu, @steffiwu
32. Studies show that the highest rated interviewees are those who seem positive, interested, and engaged (P-I-E) in the conversation. But it’s hard to pull off this trifecta when you’re obsessing over what question might be coming next and then scrambling to recall how you’re supposed to answer it. Focus more on being a thoughtful participant in the conversation than on trying to predict what’s coming next and how you’re going to respond. Jenny Foss, @jobjenny
34. After the director of a marketing agency told me I didn’t have enough experience for the gig, I sent over a thank-you note, plus some ready-to-use language for their soon-to-be-re-launched website, as if I was already part of the team. By keeping my follow-up note short and sweet — and by including a surprising burst of generosity — I caught the director’s attention, big time. It was a simple a-ha! that forever changed the way I ask for favors, pitch ideas and tease out opportunities. Alexandra Franzen, @alex_franzen
35. I’ve met with a number of great candidates, but one who stood out was a designer who came in and blew everyone away. She did so much research on the company, the role and the gaps she could see filling, and she asked really smart questions. She also did her research on the interviewers so she knew her audience and connected with each of them in a personal way. It was almost like she was already part of the team. And if that wasn’t enough, she followed up with a handwritten note attached to a dozen amazing cupcakes! Amy Knapp, @amoodyknapp
Have something to add to this story? Share it in the comments.
Image: Flickr, World Relief Spokane
When you’re applying for a job, you don’t just want to get noticed, you want to stand out as the best applicant the hiring committee has ever seen. You know you’re the perfect person for the job — and you want them to know that, too.
But how, exactly, do you do that? We pulled together a roundup of our all-time best job search advice, from getting noticed before you apply to acing the interview, plus tips from our favorite career experts — to bring you 35 ways to put yourself ahead of the pack.
Get Noticed (Before You Even Apply)
1. “The fastest way to an interview is when someone I know makes a referral or recommendation,” says Raj Aggarwal, founder and CEO of Localytics. So, if you have contacts who can refer you to a job or introduce you to a hiring manager, by all means, spend your time and energy there — it will have the greatest payoff! Marie Burns, @marieburns2. Recruiters spend countless hours scouring LinkedIn in search of the high performers. Knowing this, you’ll serve yourself well to market yourself as a high performer, through your verbiage (think action words, accomplishments) and by having multiple endorsements. Want some? Start endorsing others — they’re bound to return the favor. Jenny Foss, @jobjenny
3. Create a winning online portfolio, showcasing samples of your work. Better yet, if you’re applying for a specific position, pay particular attention to the skills advertised in the job description, then use that information to help guide you on what to put front and center on your portfolio. For instance, if you’re applying to a health care company, make sure the work you’ve done for other healthcare clients is easily accessible — more so than, say, your fashion, sports and media work. Danny Groner, @dannygroner
4. Ask a few key people to write a LinkedIn recommendation for you, and be specific: Tell the person precisely what you’d love showcased and offer specific examples. Recruiters often send their own clients (the companies doing the hiring) right to a job seeker’s LinkedIn page if the recommendations look good, so taking the time to solicit a few great ones can pay serious dividends. Jenny Foss, @jobjenny
5. A very unique way to get the time and attention of startup leaders is to offer a suggestion for the company or present an interesting perspective of the business that they hadn’t thought of before. As Aaron White, CTO and co-founder of Boundless told me, “Coffee is cheap. Ask to meet with me over coffee, and then provide value to me by offering some sort of valuable feedback on my product. I’ll gladly give you my time.” Marie Burns, @marieburns
6. I’ve had a candidate come in for an informational interview (not even a proper job interview) and have a printed, bound, 15-page presentation on ideas for my company. That sort of initiative is hard to ignore, especially when the ideas are spot on. Alex Cavoulacos, @acavoulacos
Craft a Winning Resume and Cover Letter
7. Use as many facts, figures and numbers as you can in your resume bullet points. How many people were impacted by your work? By what percentage did you exceed your goals? By quantifying your accomplishments, you really allow the hiring manager to picture the level of work or responsibility you needed to achieve this accomplishment. Amy Michalenko8. When you’re writing your cover letter, remember that the hiring manager is likely going to be reading a lot of them (and she probably doesn’t really enjoy reading them much more than you like writing them). So, while you want to make the letter professional, you also want to put some of your own personality in it. Crafting an engaging letter with some color will catch people’s eyes and make them think, “Wow, this would be a fun person to work with.” Erin Greenawald, @erinaceously
9. Recruiters appreciate candidates who prepare and can demonstrate that they’ve read up on the company and understand the organization’s problems and concerns — also known as “pain points.” Make a clear connection between with the company needs and your specific skills and accomplishments, and you’ll be a head above the other candidates. Miriam Salpeter, @keppie_careers
10. One of the most important ways to show you’re the right person for the job is to spell out how you would fit in to the position and the company’s goals. Giving a few examples of how your past experience is transferrable shows that you’ve thought through how you would fit in to the organization — and makes things crystal clear for the hiring manager, too. Kristin Flink Kranias, @flinkranias
11. I’ve seen graphic designers turn their resumes into beautifully designed, infographic-style works of art, and marketing and communications professionals create ad campaigns with a tagline on how their skills match the open position. Check out these stunningly creative resumes from 1st Web Desiger or Alyson Shontell’s “23 Cool Resumes We Found on Instagram” for everything from graphic art to word clouds to even origami. Ashley Faus, @ashleyfaus
12. Doing extra credit like a video (even if it’s an unedited webcam clip) can go a long way in distinguishing yourself from other candidates. Steffi Wu, @steffiwu
13. For a high-level marketing position I had my eye on, I managed to land an interview by sending in three campaign ideas, complete with ad mock-ups, target segments and a financial forecast. My interviewer told me the company was impressed with my research, attention to detail and willingness to start solving problems for the organization — before they’d even called me back! Ashley Faus, @ashleyfaus
14. It’s better to address a cover letter or pitch email to a specific person rather than just saying “Dear hiring manager.” And not just any person, but the right person — the person who could choose you for the job. (Need help finding that email address? We’ve got you covered.) Alexis Grant, @alexisgrant
15.
Apply on Monday.Apply on Monday. A new study by Bright.com, a job search site, finds that applicants were most likely to advance in the hiring process — as in, to be called in for an interview — if they sent in their resume on a Monday, as opposed to any other day. LearnVest, @LearnVest
Make a Killer First Impression
16. The person at the front desk may not be the hiring manager — but that doesn’t mean his or her impression of you doesn’t matter. In fact, some companies specifically ask their front desk attendants to report back on the demeanor of interviewees who come through the door. Katie Douthwaite, @kdouth17. A Fortune 500 CEO once said that when he had to choose between two candidates with similar qualifications, he gave the position to the candidate with the better handshake. Extreme? Perhaps, but he’s actually not alone in his judgment. Check out these video instructions for the perfect handshake. Olivia Fox Cabone
18. Dress for success — but that doesn’t always mean a suit. Find out how company regulars dress on a daily basis, and then step it up just a notch for that first meeting (e.g., if everyone wears jeans, don a pair of pressed khakis). You’ll easily prove that you can fit right in. Katie Douthwaite, @kdouth
19. Introduce yourself by making eye contact, smiling, stating your first and last name, and giving a firm but brief handshake. Then, listen for the other person’s name (believe me, it’s easy to miss when you’re nervous), then use it two times while you’re speaking. This will not only help you remember his or her name, but also appear sincere and interested in the conversation. Laura Katen, @katenconsulting
20. Imitating certain behaviors and attitudes of your interviewer can help make a fast connection between you and the stranger on the other side of the table (it’s called mirroring, and it works). For example, if your interviewer has high energy and gestures while he or she talks, strive to express that high level of liveliness. And vice versa: If your questioner is calm and serious, tame your energy down a bit. Katie Douthwaite, @kdouth
21. Pay attention to what your body language is communicating. “Once you’ve done this for a while, you have an ability to read people by their behavior,” says Deb Niezer, COO of AALCO Distributing. “You look at body language, the way they speak, and the way they present themselves to show the whole picture. If they say, ‘I’m open to new ideas,’ but then sit with their arms and legs crossed, it’s questionable. If they say they have management skills but don’t carry themselves like leaders, it’s hard to trust that assertion. The details make the difference.” LearnVest, @LearnVest
Ace the Interview
22. Overall, the most impressive candidates are those who genuinely care about the company and job they are interviewing for, have done their research, and are able to sell themselves based on that information. For someone interviewing for my team personally, one particular candidate read all my blogs, followed me on Twitter, and came in fully prepared based on my online advice and killed the interview. Marie Burns, @marieburns23. Take your portfolio to a job interview, and refer to the items inside while discussing your work experience. Saying “I planned a fundraising event from beginning to end” is one thing — showing the event invitation, program, budget and volunteer guidelines you put together is completely another. Chrissy Scivicque, @EatYourCareer
24. Don’t forget about the numbers! Finding some numbers, percentages, increases or quotas you can use when talking about your responsibilities and accomplishments really sweetens the deal and helps you tell a hiring manager why you’re so awesome without feeling like you’re bragging. Don’t just say, “I increased sales” — try “I boosted our sales numbers 75%,” and you’re sure to be remembered. Ryan Kahn, @hired
25.
Be ready with ideas for how you’d like to improve the company in your role.Be ready with ideas for how you’d like to improve the company in your role. What new features would you be most excited to build? How would you engage users (or re-engage existing ones)? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but you can share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job. Alison Johnston Rue, @ajalison
26. When responding to interview questions, use the S-T-A-R method. Set up the situation and the task that you were required to complete to provide the interviewer with background context, but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 5%.” Nicole Lindsay, @MBAminority
27. When you’re presented with a complicated question, don’t be afraid to answer it with more questions. What the interviewer is really looking for is that you can think through the information you’ll need to reach a solution, and then ask for it — or explain how you’d seek it out — in a structured, logical way. Suki Shah, @SukiShah
28. Show them that you’ve made your mark in your past positions and didn’t just follow your predecessor’s checklist, whether it was at an internship, your last job, a college club, or a team-building event you organized to boost company morale. Earned your division more money than the person before you? Share that monetary difference. Reeled in more vendors than your peers did to participate in a fundraiser? Show that outstanding work with something no one can argue with — math. Megan Broussard, @ProfessionGal
29. When you start listening to your interviewer’s responses, you can determine what kind of of answers he or she is looking for. Does your interviewer go into a lot of elaboration? Does he or she use data sources as examples? Model your responses the same way: If your interviewer consistently mentions percentages and numbers, make sure to weave those into your answers, clearly indicating that you decreased your department’s case backlog by 65%, or that you exceeded your fundraising goal by $1,500 last quarter. Katie Douthwaite, @kdouth
30. If you know someone in the company, find ways to bring it up naturally during the course of the interview. Think: “John told me about your yearly company BBQs with a dodgeball tournament — that sounds like my kind of fun.” Erin Greenawald, @erinaceously
31. It’s awesome when people skip the typical, broad “day-in-the-life” and “company culture” questions and dig much deeper into what we do, how we do it, and what we’re looking for.” Steffi Wu, @steffiwu
32. Studies show that the highest rated interviewees are those who seem positive, interested, and engaged (P-I-E) in the conversation. But it’s hard to pull off this trifecta when you’re obsessing over what question might be coming next and then scrambling to recall how you’re supposed to answer it. Focus more on being a thoughtful participant in the conversation than on trying to predict what’s coming next and how you’re going to respond. Jenny Foss, @jobjenny
Follow Up the Right Way
33. Besides providing thoughtful and succinct answers to the questions asked, I think personal thank-you notes (referencing specific parts of the conversation we had) really nailed home that this person was interested and amazing. Christie Mims, @revolutionsclub34. After the director of a marketing agency told me I didn’t have enough experience for the gig, I sent over a thank-you note, plus some ready-to-use language for their soon-to-be-re-launched website, as if I was already part of the team. By keeping my follow-up note short and sweet — and by including a surprising burst of generosity — I caught the director’s attention, big time. It was a simple a-ha! that forever changed the way I ask for favors, pitch ideas and tease out opportunities. Alexandra Franzen, @alex_franzen
35. I’ve met with a number of great candidates, but one who stood out was a designer who came in and blew everyone away. She did so much research on the company, the role and the gaps she could see filling, and she asked really smart questions. She also did her research on the interviewers so she knew her audience and connected with each of them in a personal way. It was almost like she was already part of the team. And if that wasn’t enough, she followed up with a handwritten note attached to a dozen amazing cupcakes! Amy Knapp, @amoodyknapp
Have something to add to this story? Share it in the comments.
Image: Flickr, World Relief Spokane
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Tuesday, October 8, 2013
Best Way to Have Outstanding References
by: CAREEREALISM’s Founder, J.T. O’Donnell (more info below)
Last week, I thought I had a phone stalker on my cell. I didn't recognize the number and the caller ID had a weird name. Finally, I picked up the phone. It turned out to be the head of HR for a company in NYC doing a reference check on an intern I had 5+ years ago. I was totally caught off-guard. I hadn't heard from this person in over two years, was given no warning I'd be contacted, and didn't even know what position he was applying for. I did my best to give a good recommendation, but I know there was confusion in my voice.
I hung up the phone and thought, "That was annoying." As a career coach, I know the solution is to let the young person know and counsel him to never let that happen again. But, I have to wonder how many references out there might be so annoyed by something like this that they'd just swear to never be a reference again?
Reference Matter!
Now more than ever, hiring managers are checking references. Why? Because they just don't trust all the digital personal branding and subjectivity that goes into it. First, there's the fact that you can make up stuff about yourself. People lie all the time about their experience, their degrees, etc. Second, a lot of job seekers think they are more talented than they really are. Hiring managers want to validate what they are seeing and hearing in interviews to make sure it's not hype.
Tips to Ensure Your References are Top-Notch
Here's what I teach my clients:
1) Ask in advance. Always call (don't email, make an effort!) a person first and ask if they would be willing to be a reference. Some people have very valid reasons for saying "no." You need to make sure you have a list of references that have all personally agreed to speak about you.
2) Explain why you need them. Share with those that agree to be your reference what you are up to in your job search. Describe to them the type of role you are looking for and the kinds of companies you are marketing yourself to. This helps them think about what they might say about you in advance so they can make sure they speak to your strengths.
3) Contact them by email before they get a call. If you are in the interview cycle with a company and get to the point where they say they are going to check references, you should immediately contact your references to give them a "heads-up." Share with them the details of the job and company. Be sure to tell them why you are excited to join the firm. This will get them motivated about being your reference and they'll be more likely to share your enthusiasm for the job as well. You want them to not only say your are worthy of the job, but that they know you are eager to join their team as well.
Finally, (and this last one is the most important):
4) Always follow-up with both a "thank you" and a "final update." You should always send your references a thank you email for taking the time to be your reference. However, even more important is the email you should send once the hiring process is over. Win or lose, you should let them know the outcome. They deserve to know. There is nothing worse than being a reference and never hearing from the candidate. It's downright rude - and it could lead to your reference never helping you again.
Never forget, references can make or break you getting a job offer. Being a reference is something people do as a favor to you. Do not ruin your references (and your reputation!) by failing to maintain them in the proper fashion.
What other tips can you share about references? I'd love to hear your thoughts below.
P.S. - First time reading my posts? Thanks for taking the time to stop by! Not only do I write for Linkedin, but I'm also the founder of a popular career advice site, CAREEREALISM,and currently run the job search and career development company, CareerHMO. I hope you'll check them both out!
If you enjoyed reading this article, you may also like:
CAREEREALISM’s Founder, J.T. O’Donnell is a nationally syndicated career expert and workplace consultant who helps American workers of all ages find greater professional satisfaction. Her book,CAREEREALISM: The Smart Approach to a Satisfying Career, outlines her highly successful career-coaching methodology. Purchase her e-book of CAREEREALISM for only $9.95 by clicking here!
Last week, I thought I had a phone stalker on my cell. I didn't recognize the number and the caller ID had a weird name. Finally, I picked up the phone. It turned out to be the head of HR for a company in NYC doing a reference check on an intern I had 5+ years ago. I was totally caught off-guard. I hadn't heard from this person in over two years, was given no warning I'd be contacted, and didn't even know what position he was applying for. I did my best to give a good recommendation, but I know there was confusion in my voice.
I hung up the phone and thought, "That was annoying." As a career coach, I know the solution is to let the young person know and counsel him to never let that happen again. But, I have to wonder how many references out there might be so annoyed by something like this that they'd just swear to never be a reference again?
Reference Matter!
Now more than ever, hiring managers are checking references. Why? Because they just don't trust all the digital personal branding and subjectivity that goes into it. First, there's the fact that you can make up stuff about yourself. People lie all the time about their experience, their degrees, etc. Second, a lot of job seekers think they are more talented than they really are. Hiring managers want to validate what they are seeing and hearing in interviews to make sure it's not hype.
Tips to Ensure Your References are Top-Notch
Here's what I teach my clients:
1) Ask in advance. Always call (don't email, make an effort!) a person first and ask if they would be willing to be a reference. Some people have very valid reasons for saying "no." You need to make sure you have a list of references that have all personally agreed to speak about you.
2) Explain why you need them. Share with those that agree to be your reference what you are up to in your job search. Describe to them the type of role you are looking for and the kinds of companies you are marketing yourself to. This helps them think about what they might say about you in advance so they can make sure they speak to your strengths.
3) Contact them by email before they get a call. If you are in the interview cycle with a company and get to the point where they say they are going to check references, you should immediately contact your references to give them a "heads-up." Share with them the details of the job and company. Be sure to tell them why you are excited to join the firm. This will get them motivated about being your reference and they'll be more likely to share your enthusiasm for the job as well. You want them to not only say your are worthy of the job, but that they know you are eager to join their team as well.
Finally, (and this last one is the most important):
4) Always follow-up with both a "thank you" and a "final update." You should always send your references a thank you email for taking the time to be your reference. However, even more important is the email you should send once the hiring process is over. Win or lose, you should let them know the outcome. They deserve to know. There is nothing worse than being a reference and never hearing from the candidate. It's downright rude - and it could lead to your reference never helping you again.
Never forget, references can make or break you getting a job offer. Being a reference is something people do as a favor to you. Do not ruin your references (and your reputation!) by failing to maintain them in the proper fashion.
What other tips can you share about references? I'd love to hear your thoughts below.
P.S. - First time reading my posts? Thanks for taking the time to stop by! Not only do I write for Linkedin, but I'm also the founder of a popular career advice site, CAREEREALISM,and currently run the job search and career development company, CareerHMO. I hope you'll check them both out!
If you enjoyed reading this article, you may also like:
- 10 Things Recruiter Won’t Tell You (But I Will)
- How Four Words Control Your Career Decisions
- Worst LinkedIn Summary Ever
- 10 Reasons Happy People Get More Job Opportunities
- 3 Techniques To Fight Unemployment Stigma
CAREEREALISM’s Founder, J.T. O’Donnell is a nationally syndicated career expert and workplace consultant who helps American workers of all ages find greater professional satisfaction. Her book,CAREEREALISM: The Smart Approach to a Satisfying Career, outlines her highly successful career-coaching methodology. Purchase her e-book of CAREEREALISM for only $9.95 by clicking here!
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.
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.
I also write for Inc.com:
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
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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!
- 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.
- 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.
__________________________________________
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.*
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