The Interview is Done–Will the Phone Ring?

When the phone doesn’t ring within 24 hours of an interview, many job candidates start to assume they didn’t get the job.  The waiting game is worse than the interview itself for some.

Read what to do and NOT do during this stage in process in my latest Job-Hunt.org article:  Post-Interview Waiting Game.

Will I Find You in the Social Mediasphere?

So many job seekers tell me they are doing everything they can to find a job.  But when I ask them how much they’ve done to brand themselves using Social Media, I get a blank stare or a sigh.  Or I hear questions such as:

• Isn’t that a waste of time? Or too much work?
• Isn’t Social Media only useful for finding Web-related jobs?
• Isn’t it just a fad?

Social Media is not a waste of time if you manage it carefully. It absolutely can used to find job, and more importantly, have the hiring team find YOU.  And this world evolves every day, constantly adding more ways to be leveraged.

Last week, I was interviewed by another recruiter on this subject. Stephen Hinton asked me all about Blogging, Facebook, Twitter, and LinkedIn.  For those who are just starting out in branding themselves in Social Media, it may be a good starting point.

Listen to the interview.

 

 

                                  

Can You Go The Distance?

Collaborative, creative, team player.  Self-motivated, quick-learner, top communicator.  Do these terms describe you?  Well, they should because apparently they describe just about everyone based on the resumes I’ve seen.  For certain, these terms are not original.  While discussing your talents within a resume or interview, you need to convey you possess these attributes.  However, job seekers should keep in mind these are not enough.

There is one attribute I don’t hear much about from candidates that I think may be more important than the others: ENDURANCE.  As an avid cyclist, this word comes up often for me, especially around the discussion of long-distance rides and races. 

In the working world, what connotations come to mind?  If an employee has strong “endurance,” he or she typically:

• Do not shy away from tough assignments and gets them done on time
• Is politically savvy and can manage through controversy
• Can set action plans in place that are achievable (often times with limited resources)
• Leverages constructive criticism to make themselves better
• Sticks around for a while and looks to get promoted from within
• Does not get bored easily
• Takes few sick days

I’m sure the list goes on and on.  As employers look to bolster their teams, they want strong contributors.  All the common qualities mentioned at the top are important, but frankly, they are expectations of every candidate.

Endurance is something that is proven and displayed through solid examples.  The best examples relate how an employee rose above the rest to accomplish big things during tough times.  In my opinion, endurance is a differentiator.  It enables you to go the distance.

 

Related posts:

Resume Writers- Keep Your Plate Out of the Boiler

An Interview with Jeff: Answering the Question "Why Should We Hire You?"

Recently, a career coach in Barcelona spoke with me about interviewing and the addressing the question, “Why Should We Hire You?”  Speaking with him reminded me how the process is very similar around the world and we all face similar challenges.  You can learn more about Sergi Mora by clicking this link.  You can also read his blog.

To listen to our discussion on topics covered below, click on this link.

Discussion topics during job interview

• Types of qualifications to be ready to discuss in the interview
• Unwritten qualifications
• “Fit” with hiring company
• Functional Requirements versus Soft Skill Requirements

Expectations of the interviewee in the interview process

• Preparation and taking ownership of the interview
• Creating the checklist of key items to discuss
• How to leverage the checklist during the interview
• Conveying your strong interest in the job
• Direct answer to the question, “Why should we hire you?”

Double Duty for Hiring Managers

My wife has been in China for a week and I’ve been playing the role of Mom AND Dad for our girls.  Stereotypes aside, I’ll just say I’m having to be the good cop and bad cop.  Sweet and sour.  There are many who do this full-time and I admire them.

This situation reminds me that hiring managers have to remember to pull double-duty during the interview process.  A hiring manager should be critical during the interview and ask pertinent, direct questions.  At the same time, the manager needs to realize the (best) candidates are also interviewing them.  Managers must present themselves in a professional manner, but should also let their true personality show.  Being a real person during the interview gives the candidate a chance to evaluate how well they could work with that manager.  Being open to questions about management style, work environment, and expectations is a good start.

A relevant example comes from a friend of mine who was interviewing recently.  She interviewed with a manager who asked all types of off-the-wall questions and pushed hard for more if he thought she was giving “pat answers.”  Later in the interview, he explained why he asked certain questions and gave feedback on her answers.  He went on to say how he is easy to work for, but nonetheless, my friend had a hard time picturing a good working relationship.  Most likely, she was not the right fit for the job.  The right person for the role might have been someone who enjoys frequent debates or a fever pitch work environment.

As a part of being the “good cop” in the process, it is also important to convey the benefits of working for the company.  Even in an economy where there are many candidates available for every posting, managers still have to present their job as a great opportunity.  After all, the best candidates for the job may have other options.  More information on communication strategy for enticing the candidate to work for your company is available in a previous post:  Have You Wooed Lately?

Acting as Mom and Dad boils down to simply being a good parent.  And acting as an interviewer and interviewee during this process is a part of being a good manager.

Got more advice on how to be a good interviewer? Leave a comment below.

There’s No Mystery: The Best Candidates Get Picked

Part of how recruiters earn their fee is by determining who are the best candidates for the client’s job opening.  Some candidates may feel a little put out when they are not selected to be presented to a client. 

Understanding what qualifies as the best candidate for a job may dispel any myths or mysteries about the selection process recruiters use.  An article I’ve written for Job-Hunt.org gives an objective description and some guidelines for job seekers.

Click here to read the article.  Please share your comments/questions using this blog post.

How Much Is Your Resume Worth?

Today I listened to the Recruiting Animal Show as he hosted quite a few Resume Writing Professionals.  One of the key questions raised centered around cost of service and its value.  As a recruiter who often helps his candidates improve their resumes, I know many need help in this area.

Why don’t more job seekers invest in their resume and get professional help making it better?  Especially knowing this is a critical part of the job search process.  It may come down to cost.  Here are two surveys which I hope shed some light on Resume Services.  Please leave your votes and feel free to comment at bottom of this post.

Author’s Note: After posting this article, I’ve had numerous comments submitted below.  Any job seekers questioning the value of professional resume writing assistance (and related services) should read through the comments by the experts below.

A Recruiter’s Poem: Bad Drivers, Bad Managers

While I was recently moving along in my car,

I realized bad drivers and bad managers set the same bar.

Both have things in common that are easy to see,

Read this poem to see if you agree.

 

Bad drivers are constant lane changers,

Inciting all kinds of dangers.

As are some hiring managers who don’t know who to hire,

Who bring in candidates who they later must fire.

 

Bad drivers are poor at following the road rules,

They do their own thing and think us all fools.

Some managers skirt hiring policy with strong defiance,

Making the selection process more an art than a science.

 

Bad drivers step on the gas when the green turns bright,

Only to slam down the brake when they reach the next light.

Bad managers often state they need to hire right away,

But once into the process, making the candidates wait appears OK.

 

The worst drivers act like they are the only one there.

They make their maneuvers with absolutely no care.

Hiring managers can act similarly it would seem,

They need to know they can work with a team.

 

So as you drive down the road or want to hire a new star,

It matters not if you are in an office or car.

You need to throw all the bad habits away,

Be a good manager AND driver starting today.

Are You Keeping It Real?

Recently I was asked for some advice by a job seeker about what to say about being let go from his last job.  He was told by a friend to say he was “caught sending his resume out to recruiters and got canned.”  This was not what happened.

Some folks who are let go start up “consulting agencies” to show activity during the employment gap.  When I ask them how much revenue they have generated, many tell me they don’t even have any clients.

These are tough times.  There are good people who are out of work.  In the past, the “currently employed or passive candidate” might have seemed to be more qualified for a job opening than an out-of-work candidate.  However, in this era of the Great Recession, the “unemployed” label is not necessarily a stigma.  Many good employers know there are good candidates out there who have been victims of times.

With this in mind, job seekers, I implore you to KEEP IT REAL.

Lying or misinformation can often lead you down a bad path.  It is easier than you might think these days to connect with those who can confirm/dispute your past. Even if your “untruths” are not discovered until after being hired, the employer most likely will opt to fire you for this lack of good judgment.  This would only compound your resume detractors.  A very short tenure is even harder to explain, isn’t it?

Present your situation factually, and highlight the positives of your last employment.  If you were fired, you’ll need to share what you’ve learned from the experience and how it has shaped your career decisions going forward.  If it was a bad fit, then explain what a good fit for you looks like (it should be a perfect match if you’re doing your homework).  And if you were laid off, realize this is not uncommon right now.  You might be asked what prompted the layoff and/or why you were included.

Perhaps this is common sense to most.  That’s good.  For those who need the reminder, do your best to present yourself in the best light.  There is something to be said for good character and integrity.

Author’s note: This may be a topic that prompts your own thoughts on the subject.  Feel free to leave a comment for others to learn from.

The Importance of a Consistent Message

Whether you are searching for a job or searching for the best candidate, a consistent message needs to be communicated throughout the entire candidate selection process.  For both parties, the message can center around the Five W’s:

• who you are
• what you seek in an employer or employee
• where you are in your career or hiring process
• when you expect to make a decision
• why you are looking for a job or candidate
• (and even how: how you expect to arrive at a decision)

For example, some who’s and what’s for both:

Candidate:  I am an experienced marketing executive looking to lead a team marketing custom software.

Company:  We are a Fortune1000 software development company looking for a marketing executive with 15+ years software marketing experience, an MBA, and five years experience leading others.

Sounds simple, doesn’t it?  You might be surprised how often both sides veer of the path of delivering a consistent message. 

The Candidate’s Message:

Candidates need to follow the advice I’ve written for interviewing. Specifically, they need to understand what the company is looking for and communicate the experiences and skills that tie directly to those requirements.  An inconsistent message starts to form when a candidate starts layering in all the other things they might be interested in or relating skill sets that the company does not need.  Mentioning all these things dilutes the core message.

Throughout the interview, all the interview responses and examples provided need to tie back to the core message.  By doing so, a candidate will reinforce the impression that has started to form of what they are all about.  The more examples provided, the stronger the message gets.

The Company’s Message:

On the company side, the consistent message can get diluted when there are a series of interviewers who have not been prepared adequately.  Each interviewer should be asking questions tied to the same requirements.  Also, when asked, “what is the company looking for in a candidate,” every interviewer should answer the question almost identically.  Granted, direct reports to the position may have different needs than the supervisor to the position.  However, all these answers should be agreed upon up front.

Another area of concern is the messaging on what the company is all about.  If one employee says the company’s core competence or mission is X and another says Y, what is a candidate to think?

Even little things like “where are you in the process?” can be a tripping point.  If one interviewer says, “we just started looking at candidates” and another says, “we’re close to picking three finalists,” what is the candidate going to think?  Although, both statements could be true, it doesn’t sound very consistent.

Bottom Line:

Just like in traditional marketing, when the message is not consistent across all sources, the receivers of the information lose sight of the intended message.  A little preparation and strategy can go a long way (on both sides) to ensure both clearly communicate what they are looking for and what they are all about.