Funny Job-Search and Work Stories – Part 2 of 2

Posted on February 23, 2012 | Posted in Articles

 

  • When I was working at a global career services firm in a senior consulting role, I was charged with the responsibility of recruiting and hiring a new career consultant for our team. I interviewed several candidates, and invited two finalists back for follow-up interviews. As part of the hiring process, the Regional VP asked to see both candidates do a business presentation. This was a reasonable request, since a large part of this job was to serve as a Trainer and Seminar Leader. The senior staff gathered in the conference room to observe the two candidates. The first presentation went fairly well, but the candidate was not as engaging or dynamic as we had hoped. The second candidate, who was actually my “favorite,” did an outstanding job! His presentation was highly professional, polished, and exciting. There was just one problem. About ¾ of the way through his talk, he suddenly got a severe case of the hiccoughs. He was hiccoughing loudly and constantly, and he simply could not stop. At first, this was extremely embarrassing for him and uncomfortable for the rest of us. But then, we all started laughing hysterically! By the way – yes, he did get the job (even though he never completed his presentation)!
  • When I was in charge of business development for a training and consulting company, I invited an out-of-town prospect to visit our facility and meet the management team. Our offices were extremely impressive, so this had always been an effective means of closing new business for my firm. I sent my assistant to pick-up this gentleman at the airport. Naturally, I provided her with the prospect’s name and physical description. She arrived on time and waited at the gate to greet our prospect. When she saw a man who fit the description, she called-out his first name: Richard. He turned, smiled, and walked toward her to shake her hand. The two of them gathered his luggage, and headed to the garage. My assistant later told me that they’d had a lovely conversation all the way back to the office – until the man mentioned that he was “looking forward to upgrading our company’s software systems today.” At first, she thought he was just being funny. But when he started going into great detail about the “installation and software programming,” she realized that something wasn’t right. As the car approached our office building, my assistant asked, “Your name is Richard, right?” He responded, “Yes, of course.” She continued, “Richard Evans – here to consider buying our training and consulting services, right?” He responded, “No, Richard Harrison, here to install a complete software system!” Needless to say, it was a long drive back to the airport.

 

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Interview Questions You Can Ask – Part 2 of 2

Posted on February 16, 2012 | Posted in Articles

 

  • With whom will I be interacting most frequently, and what are their responsibilities? What will be the nature of our interaction?
  • What would the limits of my authority and responsibility be?
  • What particular things about my background, experience, and style interest you?
  • What makes you think I’ll be successful? What causes you concern about my candidacy?
  • What freedom would I have to act and what budget would be available to me for: (a) changes in staffing, promotion, salary increases; (b) use of consultants, requesting or purchasing software and hardware systems, capital for new ideas and approaches; (c) changes within my area regarding policies, procedures, practices, performance, and expectations?
  • How do you like your people to communicate with you? (verbally, in writing, informally, in meetings, by phone, voicemail, e-mail, only when necessary?)
  • What are some of your longer-term objectives?
  • Why did you join this company? Why have you stayed?
  • Now that we’ve had a chance to talk, how does my background measure-up to the requirements of the job? To the other candidates?
  • Am I being seriously considered for this position?
  • Where are you in the process? What’s our next step?
  • If I don’t hear from you within (time period), would it be ok to call you?

Prepare thoroughly for your interviews by studying and practicing both your answers and your questions. The time you invest in this process will definitely pay-off with more – and better – job offers!

 

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Interview Questions You Can Ask – Part 1 of 2

Posted on February 14, 2012 | Posted in Articles

 

The most important questions of your interviews might be the ones you ask. In the interview, don’t think you’re the only one who is “on the spot.” It is perfectly acceptable for you to ask questions of the interviewer and to take notes throughout the meeting (which will help you to formulate your questions). When an interviewer asks, “So, do you have any questions for me?” the worst thing you could possibly say is “Nope.” In some cases, you’ll be judged more on the questions you’re asking than the answers you’re giving.

After all, you might wind-up working for this individual, so it’s important for you to find out as much as you can about how he or she works, thinks, and communicates. Additionally, asking smart questions will help you sound like an articulate, savvy business professional. You’ll seem well-prepared and genuinely interested in working for the organization.

Take a look at these questions that you can ask the interviewer, and then feel free to come-up with even more of your own:

  • Can you give me more detail about the position’s responsibilities?
  • Where do you see this position going in the next few years?
  • What are two or three significant things you would want me to accomplish in my first few months?
  • How often has this position been filled in the past two to five years?
  • What would you like done differently by the next person who fills this position?
  • How can I most quickly become a strong contributor within the organization?
  • How will my performance be evaluated, and at what frequency?
  • What are the most challenging aspects of the job for which I am being considered?
  • How are loyalty and hard work rewarded at this organization?
  • How would you define or describe your own management style?
  • What are the strengths and weaknesses of my prospective subordinates, as you see them?

 

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Your “Target Company List” Builds Focus, Momentum and Productivity – Part 2 of 2

Posted on February 9, 2012 | Posted in Articles

 

Of course, this list will develop and change as you go through the networking process, and as you learn more about the marketplace. But try not to get distracted or sidetracked by other companies that are not on your list. When the job market is tight and the headlines are screaming about dire economic conditions, it may be challenging to focus exclusively on the firms on your Target Company List. While this approach may seem counter-intuitive, that’s exactly how successful people get jobs when no one’s hiring.

Here are some resources to begin researching your target companies:

  • Friends, family, colleagues, neighbors who might know the “inside scoop” at some of your target companies
  • Networking to find current or past employees at your target companies, and hearing “firsthand” what the organization is really like
  • Fortune Magazine’s list of 100 Great Places to Work in America, or www.greatplacetowork.com
  • Business articles in your local daily newspaper’s business section
  • Your local edition of American City Business Journals’ “Book of Lists” (www.bizjournals.com)
  • Social networking web sites that connect professionals and offer company information, such as LinkedIn (www.linkedin.com)
  • Your local Chambers of Commerce and trade associations, or industry organizations that your target companies may be a member of
  • Web sites and downloadable annual reports of your target companies
  • Use Google (www.google.com) to do a search on the company and its executives, and see what kinds of articles and stories come-up
  • Fee-based databases that you may access for free at your local public library, including Hoover’s, Dun & Bradstreet’s Million Dollar Directory, Vault.com, ReferenceUSA.com, OneSource.com, etc.

The mere fact that you have a Target Company List demonstrates that you are highly professional and organized, and that you’ve “done your homework.” It also distinguishes you from other job-seekers, because you’re working with a proven system that generates great job search results!

 

 

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Your “Target Company List” Builds Focus, Momentum and Productivity – Part 1 of 2

Posted on February 7, 2012 | Posted in Articles

 

 

When you’re in a job search, it’s important to be crystal clear about the kinds of companies you’d like to work for. Once you have gained this clarity, you’ll want to research and identify the names of the companies that meet your search criteria. Your goal will be to “infiltrate” these companies through your network, and speak to the hiring managers (NOT the Human Resources department). Ultimately, this process will help you decide which company you want to hire as your employer!

Notice that this strategy is the opposite of what most job-seekers do – which is to look for open positions, and apply for any opportunities that seem remotely aligned with their professional background. Creating a Target Company List requires that you have “laser-focus” on the kinds of organizations you most want to join.

Start by selecting broad industry categories where your skills, experiences, and interests would be a good fit. Examples would be Healthcare, Professional Services or Consumer Products. You’ll gather as much information on the selected organizations as you can and network your way in. The sooner you target specific employers, the sooner you’ll get to meet decision makers at these firms (yes, even if they claim they’re not hiring.)

The end product will be a list of 35 to 50 company names on one page, segmented into distinct categories or industries. You should share your Target Company List at every networking meeting (along with your Professional Biography), which will help your networking partner to help you. Reviewing the document together “jogs the memory” of the other person, so he or she will give you names and contact information of people they know within your targeted companies. This means that you’ll have “warm referrals” into your targeted companies, rather than having to rely on “cold calls.”

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Successful Job Search Strategies For Mature Workers – Part 2 of 2

Posted on February 3, 2012 | Posted in Articles

 

3. Personal image. It‘s always important to look your best, and this is especially true when looking for a job. Pay close attention to your appearance. You can make a more positive impression by updating your hairstyle, eyeglasses, shoes and many other personal items. Your wardrobe may also need a “makeover” to look more stylish. Ask friends, family members and younger associates for candid feedback about your personal image, and welcome their comments non-defensively.

4. Company culture. Research the culture of your prospective employer. If everyone at the company is 20 to 30 years old, with rings through their noses and spiked blue hair, then the firm not likely to hire an older candidate like you. On the other hand, there are companies that have a reputation for attracting and hiring mature workers. These firms actually like to have “adult supervision,” and they’ll pay a premium for your greater levels of experience and wisdom. For example, The Week Magazine recently stated, “Aim for a sector that caters to older clientele, such as banking or tourism.”

The CNNMoney article concluded by saying, “Some businesses do see the advantages of hiring older workers. Besides the opportunity to get the experience and lifetime of skills that older workers bring, they are actually more likely to stay put for longer than younger workers, thus reducing job turnover and the costs associated with hiring and training. Some analytical managers have figured this out. Unfortunately for older workers, it's not common knowledge just yet.”

As the old saying goes, “The best defense is a strong offense.” So, follow the suggestion from The Week Magazine’s July 2, 2010 edition, which said, “Instead of hiding your age, go on the offensive and sell yourself as a mature person!”

 

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Successful Job Search Strategies For Mature Workers – Part 1 of 2

Posted on February 2, 2012 | Posted in Articles

 

On July 2, 2010, CNNMoney.com ran an interesting article about older job candidates. Click here to read the article. It stated that “Companies are starting to hire again, but many are turning their backs on older job seekers.” The piece went on to say, “The nationwide unemployment rate for older workers – while lower than that of younger workers – has barely moved since hitting a record high of 7.2% in December of 2009. This rate is currently 7.1%.”

Here at Career Potential, we work with many senior executives who would be considered “mature workers.” When it comes to age discrimination, these older job seekers have more control and recourse than they may think.

You can’t change your chronological age, so don’t waste mental energy thinking about it. But here are four practical strategies that can dramatically increase your chances of landing a great job at any age:

1. Energy level. Even if you’re a mature worker, it’s important to maintain a high level of energy and project real vitality. This allows you to take-on challenging projects, keep-up with the fast pace of business, and get things done quickly. So show-up early, move fast throughout the day, and work hard. It’s essential to get enough sleep, eat a healthy diet and exercise regularly.

2. Technology skills. As an older candidate, you didn’t grow-up in the computer age. But it’s critical that you learn and practice technical skills. Get over your technophobia! Employers are much more likely to hire mature workers who can demonstrate strong computer skills and a comfort level with technology in general. This is a great way to compete effectively with younger candidates.

To read the entire article, click here.

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