What’s the Next Big Thing in Recruiting?

by SHARLYN LAUBY on OCTOBER 28, 2014

(Editor’s Note: Today’s post is brought to you by our friends at iCIMS, a leading provider of Software-as-a-Service (SaaS) talent acquisition solutions. The iCIMS Talent Platform was recognized as a 2014 Cloud Computing Excellence Award winner by Cloud Computing Magazine. Very well deserved! Enjoy the post.)

Sometimes I wonder if waiting for the “Next Big Thing” has become a new sport. Earlier this month at the HR Technology Conference, I felt like people were waiting for this clear signal of “Next Big Thing” in recruiting.

Whenever I feel that way, I have a tendency to start at the basics. Like with a definition. Even when I know the definition. It helps me focus. So, recruiting is defined as the activity of enrolling, hiring, and/or engaging a person either in an organization or as a supporter.

After three plus days of educational sessions and expo hall conversations, know what I realized? We all hold the key to the “Next Big Thing”. Instead of looking for it to happen, we need to make it happen ourselves.

1. Refocus our recruiting goals and strategies. The fundamental goal of recruiting doesn’t change. It’s to hire the best people in the most effective and efficient way possible. The first part of the sentence doesn’t change. We will always be looking for the best talent. But the second part – effective and efficient – is always changing. That’s why we have to find solutions to scale our efforts. Including recruiting technology solutions as part of organizational goals sends the message that talent is a “Big” deal within the company.

2. Rework the use of tools such as mobile, social and video in the recruitment process. By now, we understand that video, social and mobile are not fads or trends du jour. It doesn’t matter how much we personally use them. Our recruiting strategy must include them. HR departments have a real opportunity to usher in the “Next Big” wave of engagement with mobile recruiting, social sharing, and video interviews.

3. Revise our hiring policies and practices. If we’re going to refocus our strategy and rework the tools, then it’s obvious we have to revise our policies and practices. With the help of an applicant tracking system (ATS), we can streamline the hiring process. We can also create a more collaborative hiring environment. Building high performing recruiting teams will be “Next” on the minds of senior leaders as the search for talent continues to get tougher.

4. Refine the candidate experience. There’s lots of talk these days about the candidate experience – and with good reason. The candidate experience impacts the bottom-line of the organization. What candidates think of your organization impacts who applies, who gets hired, who takes care of the customer, and therefore how well the company performs. The candidate experience isn’t a “set it and forget it” strategy. Smart organizations will build talent networks to keep a constant pulse on what’s “Next” with talent.

5. Redefine employment metrics and data. I had a boss who always said, “What gets measured gets done.” It’s a slight variation of the famous Peter Drucker quote. We have to make sure our methods are successful. Using data from our recruiting technology allows us to establish the metrics we will use to define success, evaluate our progress, and make adjustments as necessary. Technology takes the excuse “It’s impossible to determine those numbers.” off the table.

What’s great about this approach is we can do one of these, all of them or a combination to create the “Next Big Thing” for our organizations. If your organization already has recruitment technology in place, then it becomes a question of stepping up your game.

Find the RIGHT Talent with eQ’s Top 20 Interview Questions

Posted by:

Joe Mechlinski

Last week I talked about the importance of finding candidates with Heart, Hustle, and Humility; and I promised I’d share some proven secrets on HOW to drill deeper during an interview to find out which candidates have those characteristics.

I’ll start with the question we hear over and over from our clients: What is the VERY best interview question to ask a candidate to REALLY see if they have the “it” factor and what sets them apart from all of the other candidates interested?

But of course; these people are looking for a job after all—so no matter what question you ask, it’s their job to sell themselves, so it’s tough to gauge who these folks really are… And if they are good at selling themselves, you need a bulletproof approach for methodically asking questions to really understand if this person fits your company, your culture, and the open job opportunity. More importantly, does the person have the heart, hustle and humility to be successful?

Hiring decisions are among the most important that any organization makes… and the toughest. Let’s be honest, hiring a candidate after a few short interviews is like getting married after only a few dates. That’s why organizations, large and small, owe it to themselves and their stakeholders to do their due diligence by asking the RIGHT questions versus basing the decision on surface level answers that give zero insight into the candidate’s capabilities.

We tell our clients: You should leave the interview process confident about the answers to two questions: CAN the candidate do the job and WILL they do the job?

The question: Can they do the job, relates to the ABILITY a candidate has to apply his or her skills and attributes to the new situation, job, and environment.

Will they do the job, is a question of MOTIVATION and MINDSET. Does the candidate have the Heart, Hustle, and Humility?

Leadership IQ found that 46% of all new hires fail within their first 18 months. But here’s the real shocker: 89% of them fail for attitudinal reasons—not skills. Similarly, Hireology.comreports that 80% of turnover is a result of hiring and interviewing mistakes.

Hundreds of other studies reveal the profound limitations of traditional interview styles (think games and right/wrong answers) and traditional interview questions (3 biggest strengths, 3 biggest weaknesses)—these interviews favor candidates who are attractive, sociable, articulate, etc., but they aren’t taking into consideration that surface attributes (being attractive, sociable, articulate, etc.) are easy to fake—people with these qualities are just good at selling themselves. So, the issue many companies face when using traditional interview methods is that the interview process favors manipulative candidates, or ones who know how to make a positive impression even in a brief interview.

After interviewing thousands of people and knowing what we do about the current market, eQ knows that finding out who the person is, their attributes, character, and how they relate to others in terms of work ethic, mindset, and aspirations (think Heart, Hustle, and Humility here) is far more important than their current skills and experience.

Before we dig into the best questions, it’s important to note a few things about interviewing:

• Interviews should always be conversational: PLEASE do not read straight through this list in your next interview—if you do, the interview will feel like it starts and stops and won’t paint you in the best light for the candidate.

• The first question you should ask is: Why do you want to work here? The answer to this question will help you decide if you should spend even one more minute with this candidate. If someone doesn’t have a good answer; he either: hasn’t researched your company or is just looking for a paycheck.

• Find the opportunity to give the candidate critical feedback whether it’s on her resume, what she says, or on a story she tells. The candidate’s response will tell you how coachable she is. For example, during an interview for a position at eQ, I asked a candidate to describe her relationship with her past manager. She used words that didn’t paint this gentleman in a very nice light. I gave her feedback that this was unfair to her boss in that he wasn’t here to defend himself and her perspective is one-sided AND it is an interview best practice not to ever say anything negative about a past employer. EVER. This particular candidate took a deep breath and paused for a moment to follow-up with a “thank you” for the feedback. She was obviously VERY coachable which is still true today!

• Be sure to watch the non-verbal body language. For example, if a candidate is telling you a story and is shaking his head “no”, there may be something about that story that is untrue. Or the candidate may not be confident in what he is saying.

Now that we have the basics covered, let’s talk about HOW you’re going to drill into a candidate and find out if they have what it takes (Heart, Hustle, and Humility) to help your company succeed. We all know the traditional questions—“What is your biggest strength/weakness,” “Where do you see yourself in five years,” and, “Tell me about yourself.” But these questions only graze the surface in terms of finding out who a person is and what makes them tick. In order to really understand someone (in a very short amount of time) and figure out if they meet your specific needs, you need to focus on their mindset and behaviors.

So, to cut to the chase, here are the 20 VERY BEST INTERVIEW QUESTIONS (divided between mindset and behavior) based not only eQ’s experience, but also the latest research in social science, behavioral economics, neuroscience, and psychology:

Mindset Questions: Mindset questions are critical to hiring the RIGHT people—these questions will help you dive deeper into who the candidate really is and help you decide if he or she will fit your culture and help drive the overall mission and vision of your company. When asked correctly, these questions will give you the best sense of a candidate’s work ethic by focusing on their overall mindset and outlook on life. Be sure to look for: how they describe things, experiences, and words. Is it with a negative tone or positive? Is the candidate’s outlook “glass half full” or “glass half empty”?

Here are eQ’s top 10 Mindset Questions to Ask:

1. What’s most important to you about your next position? You are looking to see if what they say matches up with what you are offering.

2. What would you do if you didn’t need money? Will tell you what their true passion is.

3. How do you define success? Gives you insight into their standards for success.

4. What does a company owe its employees? Gives you insight into what you are going to be on the hook for to retain him/her.

5. If you were to be hired, what do you think would be a reason you may not stay in this position or with the company? Mindset: what would make them quit?

6. What’s most important to you about your relationship with your boss/manager and what type of management style works best for you? This is normally a great opportunity for coaching.

7. What are you most proud of? Again, you are looking for their standards. Also, have they done anything they are proud of?

8. What are the 3 boxes that must be checked for you to accept a position? Their answer should give you a sense of what they are motivated by and what’s most important to them. If they are interviewing for a sales position and money isn’t in the top 3, pass on them.

9. Describe the perfect company culture for you and why? Their description needs to work with your culture, but doesn’t need to be the exact same.

10. Who are you outside of work? Less about what it is, more about what their answer means. Are they passionate? Do their eyes light up?

Behavior Questions: Behavior questions are also critical to hiring the RIGHT people—simply put, they help you predict future success by looking into past behavior. These questions allow you to look at previous behavior (not potential behavior) and use that as in an indicator for future behavior. For example, if you start a question with, “What would you do if…” you’re leading candidates to say what they think you want to hear, instead, try, “Tell me about a time when…” This gives them the opportunity to give you a real-life example that provides insight into their personality and work ethic. Past that, it’s very difficult to make up stories about past experiences on the fly.

Here are eQ’s top 10 Behavior Questions to Ask:

1. Tell me about a time when you overcame a significant challenge? Looking for what they think is “significant”.

2. Tell me about a time when you were recognized by your peers for your hard work? Get a perspective of how they feel others view them.

3. Tell me about a time when you worked with difficult people? These are normally my favorite, as most people try to take a middle of the road approach and not give an actual example.

4. Tell me about a time when you failed, but learned an invaluable lesson? What’s their view on failure?

5. Tell me about a time when you were wrong in front of a lot of people? Are they humble and do they have humility?

6. Tell me about a time when you helped someone win, but did not get the credit? How much of a team player are they?

7. Tell me about a time when you worked really hard, but missed your goals? Look for excuse-making.

8. Tell me about a time when you hit your goals without working hard? What comes easy or natural to them? Or how much structure/process they need in place to be successful?

9. Tell me about a time when you read a book you loved and couldn’t put it down, why? Who are they as a human being?

10. Tell me about a time when read a book and did not finish it, why? Look for excuse making and how they make decisions to not finish something they started.

If you already ask these questions—great, I’m sure you have hired some rock stars. If you don’t ask these questions, start and see how they impact your decisions. Again, the goal is to identify those who CAN do the job and more importantly, those that WILL do the job. There’s a lot of people who fall somewhere in between and those are the people you are trying to weed out. Getting good at interviewing is just like getting in shape—it takes a lot of repetition and discipline.

How to Ask Great Behavioral Interview Questions

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."

4 Ways to Make Interviewing a 2-Way Street

by 
Morgan Hoogvelt
 May 7, 2014, 12:06 am ET

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:

1. 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.
2. 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.
3. 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.
4. 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/

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.

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, @marieburns
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

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 Michalenko
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.

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, @kdouth
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

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, @marieburns
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.

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, @revolutionsclub
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

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This article originally published at The Daily Musehere

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:

• 10 Things Recruiter Won’t Tell You (But I Will)
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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!

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.

I also write for Inc.com:

• 5 Questions Great Job Candidates Ask
• Best Interview Technique You Never Use
• 14 Revealing Interview Questions

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