The Many Faces of Job Interviews – Part 2 of 2

Posted on March 31, 2011 | Posted in Articles

 

 

Approval: A series of sequential interviews, sometimes formal and sometimes informal (such as over lunch), conducted by team members, peers, or colleagues in departments with whom you, as the applicant, would interact. Getting to this stage assumes that the hiring manager liked you, and “passed you along” for the team’s approval. If everyone on the team gives you the “thumbs up,” you’ll have a very good chance of getting the offer.

Group: A more formal and structured interview conducted by a panel of 3 or more peers and the hiring manager (at the same time) to narrow the field of candidates. Sometimes, this involves behavioral interview methods, hands-on tasks, or an assignment to work on a real-time problem the group is facing. A conference call or videophone format may be used in long-distance situations.

Offer: Hiring manager or Human Resource person formally offers the job to the top candidate. Their focus is now to provide you, their top candidate, with information you need to make a decision and to enter into a win-win negotiation process. This will result in the best possible deal for both YOU and the company you just hired as your NEW EMPLOYER!

Conclusion

Remember: No matter which kind of interview you’re faced with, there is one and only one key to success: PREPARATION. By practicing the interview skills that are necessary for all these types of interviews, you’ll dramatically increase your chances of getting the offer!

 

To read the entire article, click here.

 

The Many Faces of Job Interviews – Part 1 of 2

Posted on March 29, 2011 | Posted in Articles

 

Introduction

Let’s assume that you’ve done your strategic networking, gotten some names and numbers, leveraged recruiters, and gotten referred to the right people in the right places. Now it’s time to learn some important details about the interviewing process.

What follows is an outline of the different types of interviews, how they work, and what you can expect during each of these interview situations. At some companies, you will actually be taken through all these interview steps before a hiring decision will be made. In other cases, you may bypass some of the intermediary stages.

Types of Interviews

Informational: No specific job under discussion. Purpose is learning about industry, company, people, skills required, cultural fit – and perhaps gathering additional research or generating more people to contact.

Screening: Used as the first step to narrow the field of candidates who are being considered for employment. Screening may be done by an outside recruiter or in-house Human Resource person. Usually done over the phone.

Hiring Manager: Usually conducted by the individual for whom you would be working, this type of interview provides an in-depth look at an applicant to confirm desired requirements and/or technical abilities, motivation, and overall personal and cultural “fit” with the organization.

To read the entire article, click here.

 

Follow-up Steps after the Interview – Part 2 of 2

Posted on March 24, 2011 | Posted in Articles

 

3. Don’t rush toward an offer. Offers for professional-level job offers are almost NEVER made at the first interview. So, don’t rush the process! The purpose of your initial interview is not to get an offer, but to get invited back for a second meeting – most likely with a higher-level individual at the company. Use every interview to ask more questions and uncover the employer’s primary needs and problems. The more of these challenges you uncover, the better prepared you will be to submit your “proposal for service” at the appropriate time.

4. Confirm next steps. At the end of each meeting, be sure to plan and confirm next steps. Remember, an interview (or ANY meeting, for that matter) is only as good as the follow-up actions that it generates. Don’t settle for “We’ll let you know” or similar comments that place you in a passive position. Assume a more active role, and get a commitment from the employer for “what comes next!”

5. Follow-up promptly and compellingly. Now that your interview is over, be sure to send your thank-you letters as soon as possible. These should be personalized to each individual (not generic), and must include specific references to each person with whom you met (something they said or contributed). Be sure your correspondence is as professional and clear as it can be, whether via e-mail or “snail mail.” If you promised to send the employer additional documents or information, do so promptly.

6. Use every follow-up contact as a chance to build your value. After the interview, carefully review your notes, which highlight the company’s most pressing needs, problems and challenges. Identify specific areas where you have successfully addressed similar issues in your career. In your thank-you letter, include brief synopses of these accomplishments, tying them directly to the company’s stated challenges (usually in a side-by-side chart format). You can even support your “claims” by sending the employer actual samples of your work. Most companies want employees who are true problem-solvers, so this will prove that “you have what it takes” and that you can bring your special value to this organization.

7. Be punctual and persistent. It shouldn’t even be necessary to mention this “strategy,” but some candidates sabotage their chances for the offer by arriving late to the interview, or by “dropping the ball” in the middle of the process. So, always call when you say you’re going to call and do what you say you’re going to do! Be meticulous in your business etiquette, which includes consistent, regular follow-ups by phone and e-mail. Be persistent in expressing your sincere interest in the opportunity, but don’t be a pest.

8. Leverage outside resources. If you have contacts and connections with anyone who might influence the hiring decision, or who actually knows the interviewer, ask them to “put in a good word for you” after the initial interview. But do this advisedly – this can be a sensitive or highly-political matter at times. At the very least, send the employer some letters of recommendation, written by respected professionals in your business community.

9. Accept rejection gracefully. Assuming you’ve done everything you can reasonably do to win the offer, you must accept whatever decision the employer makes. If you get the message (directly or indirectly) that the company is not interested in you, or if they actually reject you, then all you can do is move on. You can’t “force” the interviewer to make you an offer, no matter how “perfect” you may have thought the job was for you.

10. Turn defeat into victory. After being rejected, the first thing you should do (ironically) is to send a thank-you letter. You can really distinguish yourself from the other rejected applicants if you send this sort of polite, professional letter “after the fact.” Express your sincere appreciation for having been considered for the position, and wish the new employee every success. State that you would be happy to be considered for the position again, should the selected candidate not work-out for any reason. (You would be surprised how many times the “new hire” does NOT work-out). When the employer needs to find a quick replacement, there will be a high likelihood that YOU will be at the top of their list. In some cases, the employer may even be so impressed with your grace and professionalism, that they will offer you a different position at the company as soon as a vacancy occurs! If you genuinely liked the company, stay in touch with them over the long-term. Other opportunities will open-up, so make it easy for the employer to contact and eventually hire you.

By employing these follow-up strategies after the interview, you will improve your chances of getting more offers, and you will also feel more empowered and effective throughout the hiring process!


To read the entire article, click here.

Follow-up Steps after the Interview – Part 1 of 2

Posted on March 22, 2011 | Posted in Articles

 

 

Strategies to Help You Get the Offer

 

My clients often express frustration after they’ve completed their interviews for a position they want. The common complaints include, “Why doesn’t the company call me back?” or “I feel like I have no power; all I can do is wait for an answer,” or “Can’t I do anything to make the employer say YES?”

After working as a top-level Career Consultant for many years, and helping thousands of clients through the “interview maze,” here is what I can tell you: There is no “secret trick” or “magic bullet” that will get the employer to offer you the job! In fact, you’re probably already doing most of the right things in this process.

You’ll be happy to know, however, that there are some strategies you can use to INFLUENCE the employer’s decision and FINESSE the process. Changing many of your small actions and approaches can actually make a big difference in the outcome of your interviews.

Here are ten suggestions for navigating through the interview process and following-up:

1. Set the stage for effective follow-up. The first strategy is to have a structured follow-up system in the first place (which most candidates do NOT). You should have a plan in place before you even get to the interview! This way, you’ll be able to “put the wheels in motion” immediately, and you won’t have to think about it! This step alone will relieve the pressure and decrease your anxiety. Plus, you’ll feel prepared, pro-active and more in control. Developing your follow-up strategy BEFORE the interview will even enhance your behavior DURING the interview.

2. Act more like a consultant than an applicant. When you’re at the interview, don’t spend all your time trying to “sell” yourself. Focus instead on asking intelligent, probing questions about the employer’s business needs, problems and concerns (like a good consultant would). These questions should be based on the preparation and study you’ve done beforehand. Write-down the interviewer’s answers, which will become the foundation for your follow-up steps. Whenever possible, give specific examples (Accomplishment Stories) from your work history that are directly relevant to the interviewer’s stated challenges.

To read the entire article, click here.

 

 

Acing The Interview – Part 2 of 2

Posted on March 17, 2011 | Posted in Articles

 

What other companies/opportunities are you looking at now?
As I’m sure you can appreciate, I’m not at liberty to say as I am still in discussions with these companies. I need to protect their privacy, as I would for your company under similar circumstances.

What are your short and long term goals?
Short range: To secure an appropriate new position where I can apply my skills and experience to increase the company’s productivity and profitability.
Long range: Assume more responsibility and make greater contributions over time for my employer.

What motivates you?
Focus the answer on your core values, and also on the values and priorities of the company you are interviewing with (which you should have identified through your preliminary research).

What have you done to improve yourself during the last year?
Talk about professional development, training programs, educational curricula, study in your field, on-the-job training, skill-building, relevant books you’ve read, etc.

How do you spend your spare time?
Say something inoffensive, apolitical and innocuous. (reading, exercise, travel, home projects, gardening, family activities, home projects, etc.)

Tell me about your health.
My health is excellent.

If you could re-live your last 15 years, what changes would you make?
Nothing is perfect, but overall I would say that I’m quite satisfied with the way my life and career have developed – so I wouldn’t make any significant changes.

Tell me about your greatest achievement/disappointment in your life.
Give one personal example (like meeting your spouse and getting married; putting yourself through college and graduate school; or saving-up to buy your first house, etc.). Then give your best professional accomplishment story. As for the disappointment, give an answer similar to the one above, implying that “overall, I would say that I’m quite satisfied with the way my life and career have been developing, so I really can’t think of any major disappointments.”

What did you like best/least about your last job?
TRAP QUESTION. Never state anything negative! Explain what you liked best. Then say that while every job has its challenges, you have been fortunate enough to learn and grow professionally in each of the positions you have held.

In your last position, how much of the work did you do on your own, and how much as part of a team? Which did you enjoy more?
Talk in terms of your flexibility and adaptability – your ability to work in whatever mode seems appropriate to the situation. Make it clear that you have been equally effective in teams or working independently, as each case demanded. You enjoy both; it’s more about what will work best for the project and the company at that time.

What are some of the more difficult problems you have encountered in your past jobs? How did you solve them?
Tell two or more pre-prepared accomplishment stories. Keep it POSITIVE!

Did you ever make suggestions to senior management? What happened?
Say “yes.” Tell some accomplishment stories and results, in which you positively influenced senior management.

At your previous job(s), what did you think management could have done to make you function more effectively as an employee?
TRAP QUESTION. Never state anything negative! Say that the employer was very good in providing resources and support to your position, and that you have no complaints about this.

What has kept you from progressing faster and farther in your career?
TRAP QUESTION. Never state anything negative! State: “I don’t know what could have given you the impression that I am dissatisfied with the progress and pace of my career. I am quite satisfied with where my career is at this point in my life. However, I am ready to take on greater challenges.”

What else should we know about you?
Tell one or two more of your best accomplishment stories. You can also repeat how well-suited you think you are for the opportunity, and how interested you are in the job.

Tell me about the best/worst boss you’ve ever had.
TRAP QUESTION: Never state anything negative! Say that while every boss has been different, you have worked productively with, and learned something from, each one. (Be prepared to give some examples of what you have learned.)

Everybody likes to criticize. What do people criticize about you?
TRAP QUESTION. Never state anything negative! Say that you can’t think of any criticisms you have received from colleagues on the job. Of course, there have been areas for development – such as when your supervisors would have given you your “employee review,” and they might have made a suggestion for improvement. State that you have always taken these kinds of suggestions seriously and have taken steps to make the improvements that were requested, and that this has made you stronger as a professional. (State at least one example).

Everyone has pet peeves. What are yours?
TRAP QUESTION. Never state anything negative! Turn this question around, by talking about your high professional standards. Your only “pet peeves” are with yourself – pushing yourself hard and not accepting mediocrity, for example – or how you are always striving to reach your full potential on the job, etc.

What is your leadership style?
Talk in terms of your flexibility and adaptability – your ability to lead in whatever mode seems appropriate to the situation. Explain that it’s more about what approach will work best for the project and the company at that time. Give an example or two, demonstrating different leadership styles, using your accomplishment stories.

Are you geographically mobile? (or) Are you willing to put in a lot of extra time?
Ask for clarification – what exactly does the interviewer mean? Then, according to their answer, either say, “that would be no problem at all,” or tell them “you’d like to give it some thought and get back to them within 24 hours.”

You don’t have the experience/background for this position. How could you handle it?
Say you’re confused by their comment, that you’re quite confident that you DO have the experience and background for this position, and that you’re a very strong match for the responsibilities. Ask what specifically concerns them about your background; what’s missing in your experience? (Sometimes the interviewer is just testing you.) Re-state your qualifications as needed, tying your accomplishment stories to the employer’s requirements.

You’re overqualified for this position, aren’t you? (even if you are slightly overqualified)
State: No – I see a lot of challenges in this opportunity, and I’m sure that I would find the work extremely interesting. Give some examples of what you mean, and talk about the new dimensions of experience and skill that you would bring to the position, almost as though you would expand the level of contribution in this job, thus making it more than it is at present.

We have all the information we need. We’ll be in touch.
Take the initiative. Ask such questions as: “Where do I stand? Am I being considered as a strong candidate? When should I expect to hear from you, or would you prefer that I contact you in a day or two? What is your time-frame for making a final decision? Is there anything else I can provide to facilitate the process?” etc. Then re-state your strong interest in the position and your confidence that your background is an ideal match to the job.

In conclusion, I strongly recommend that you prepare for your interviews by studying and practicing these answers. Get someone to help you, by doing a “role play,” in which your friend can be the interviewer and you can play the part of the job candidate. You will reduce your anxiety, boost your confidence and perform much better if you “know your lines” in advance! And remember – never say anything negative in a job interview!


To read the entire article, click here.

Acing The Interview – Part 1 of 2

Posted on March 15, 2011 | Posted in Articles

 

The Positive Approach To Tough Questions

 

As a Career Consultant, I work with clients on all the tools and techniques that are needed to succeed in the job search – including interviewing skills. One thing I have noticed over the years is that candidates often get “trapped” in certain interview questions that are designed to make them say something negative or self-defeating (which generally leads to rejection). Indeed, job-seekers are not even aware of how negative many of their answers sound at interviews! So, I instruct all my clients to “never say anything negative, or anything that could possibly be construed as negative!” Candidates can avoid being disqualified by stating all their answers in positive (or, at least, neutral) terms.

The following are some of the most commonly-asked interview questions, along with suggested approaches for answers. It is important that job candidates practice these responses until they are able to handle all the questions effectively.

Why do you want to work here? How can you help our company? Why should we be interested in you?
Answer is always based on information you’ve researched in advance about the company and their needs.

If you were choosing someone for this job, what kind of person would you select?
Answer is to generally state your own general qualifications, without being too “obvious.” Leave out the details.

If you could have any job which one would you want at this company?
Answer has to do with the most general description of the job – NOT A SPECIFIC TITLE.

What weaknesses do you have for this job?
TRAP QUESTION. Never state anything negative! Answer is to ponder for a while and then state that you can’t think of any weaknesses that would compromise your performance at this job; or negatively impact your performance of the job’s responsibilities.

What do you expect to get in this job that you haven’t gotten in you current/previous job?
TRAP QUESTION. Do not say anything negative. State that your current/previous jobs have met or exceeded your expectations. With the new position you would hope to have broader responsibilities and make greater contributions.

What do you see as your future here?
I would expect to be contributing at higher levels and have increased responsibility over time.

Are you considering other positions at this time?
TRAP QUESTION. Simply say “yes.”

How does this opportunity compare?
From what I’ve heard so far, very favorably … and I would like to learn more.

To read the entire article - click here.

Beating The Sunday Night Blues

Posted on March 9, 2011 | Posted in Articles

It's only Sunday night but already you're thinking about the dreaded event: returning to work on Monday.

If this is the thought that goes through your mind each Sunday night, here are some ideas that can help. I suggest the following six strategies to help overcome those "Sunday night blues" and establish a fresh approach to Monday mornings:

1. Plan out your week on Sunday nights and write down your tasks. This will help break things down into smaller pieces so the work won't seem so overwhelming.

2. Schedule at least one activity every Monday that you truly enjoy. This will give you something positive to look forward to at the beginning of your week.

3. Make Monday "career day." Devote part of every Monday to "career management" activities, such as networking, updating your resume or researching other opportunities.

4. Assess whether you're in the right career or job in the first place! People who truly enjoy their work usually don't get the "Sunday night blues."

5. Change your attitude. If you've been complaining about your job for a long time, you must take full responsibility for your situation and change it for the better.

6. Focus on long-term objectives. When you have meaningful, long-range goals, you won't focus so much on Sunday nights or Mondays!

Sunday nights can be tough for anyone, regardless of how happy they are in their current employment situation. No one wants to leave their family, home and personal activities to go back to work on Monday morning.

However, if your professional and personal goals are not being met — if you're feeling underutilized, overworked or overwhelmed — chances are you're not in the right career to begin with! And no amount of Sunday night planning can improve upon that."

Common Misconceptions About Career Management – Part 2 of 2

Posted on March 3, 2011 | Posted in Articles

 

5. If I just do a good job, my position will be secure.

WRONG! With corporate mergers, downsizings, outsourcing and a shaky economy, NO job is secure. You must take full responsibility for your own career security.

6. My résumé is the only document I need to search for a job.

WRONG! Your résumé is just one of the 10 “tools” you need in your “Job Seeker’s Tool Kit.” In order to land a quality position in today’s market, you’ll also need Accomplishment Stories, Positioning and Departure Statements, a Professional Biography, a Target Company List, and many other vital components.

7. Recruiters will find me a job, so I don't have to search for jobs myself.

WRONG! Although recruiters can be helpful, the most successful way to find a new opportunity in today’s job market is through networking. It’s fine to use Executive Search Firms, but they’re just one vehicle for you to leverage. Only YOU can find you a new job.

8. Employers are responsible for managing my career path.

WRONG! This statement might have been true in our father’s or grandfather’s time. But now, it’s “every man for himself.” Only YOU have the power to take control of your career and manage it for success. So, make the most of it! Get support and guidance from a qualified Career Consultant if you feel that this would be helpful.

9. Networking is only for entrepreneurs and jobseekers – I don’t need to network now.

WRONG! It’s a smart career move to ALWAYS be networking, no matter what’s going in your professional life. If you don’t need help at this time, build-up your networking power by helping others. Consistent, effective networking will always pay big dividends! It’s just a natural part of ongoing career management.

10. Most good jobs are listed on Internet job sites and in newspapers, so they’re easy to identify.

WRONG! Only one percent of job postings that are on the Web or in newspapers are any good! And that’s where you'll be competing against 99% of all the other job seekers! Since these odds are not in your favor, you should spend VERY LITTLE time on this search technique – and instead, focus almost all of your time and energy on networking!

Now that you’re familiar with these deadly career misconceptions, you can easily reverse them to have a very positive impact on your career. The first step is to change your thinking, and then to practice productive new behaviors in a consistent manner!

To read the entire article, click here.

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