The Many Faces of Job Interviews – Part 2 of 2
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!
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The Many Faces of Job Interviews – Part 1 of 2
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.
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.
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Working With Executive Recruiters – Part 2 of 2
Contingency-Fee Recruiters
Contingency Recruiters tend to handle the low-to-mid level opportunities, with salaries generally below $75,000. They are paid a percentage of the candidate’s salary – but only if they actually place a candidate. They are generally not paid anything unless a position is filled, and thus their primary business strategy is volume – to handle many assignments, refer as many candidates as possible to potential employers, and place as many people as they can in jobs. Think of contingency recruiters as working “strictly on commission,” and competing directly with other contingency recruiters who are trying to fill the same spots. Therefore, contingency recruiters usually will not work closely with you to ensure the job is the best possible fit for you.
You must take full responsibility for judging, filtering, and sorting the opportunities suggested by contingency recruiters.
Retained Executive Search Firms
Retained Executive Search Firms tend to handle the higher-level executive opportunities, with salaries between $75,000 and $500,000 or more. These are the classic “headhunters,” who are granted an exclusive right to conduct a search on behalf of their client company and are paid their fee (or at least some of it) even if the search is unsuccessful. They are called “retained” because they work on retainer, much like a management consulting firm. Executive Search Consultants usually receive between 20% and 33% of the candidate’s first year’s salary. These types of Search Consultants generally play a more active and selective role in helping to frame job requirements, pre-screen candidates, conduct background and reference checks, and facilitate negotiations. They work very closely with the senior management over a period of years, getting to know the culture, preferences and staffing needs of their client companies.
It is in the retained search firm’s best interests to make sure a candidate really is an excellent fit for the industry, the company, and the specific position – because successful placements ensure that the firm will get additional search contracts from the same employer.
General Guidelines
When working with any type of executive search firm or recruiter, you must maintain control of them and their activities. In fact, even though the search firm is not working for you, I tell my clients to “supervise” the work of recruiters as though they were managing a group of employees. This means following some important guidelines:
- Be careful and selective in choosing which recruiters you want to work with, and politely decline to work with those who don’t appeal to you or are inappropriate for your situation.
- The best resource for finding and selecting search firms is the Directory of Executive Recruiters, published by Kennedy Information (www.kennedyinformation.com). This book is also available at many large libraries.
- When speaking with your search firms, be totally honest and direct about your job objectives, past compensation, desired salary, geographical preferences and other details.
- Never pay any sort of “registration fee” or any other money – for anything! All the search firm’s fees should be paid by the employer.
- When interviewing, make sure that the job is exactly what the recruiter described. Confirm (and re-confirm, if necessary) the important job details, responsibilities, and compensation.
- Remember that you are the source of the recruiter’s income (indirectly). You are entitled to courtesy and respect, as well as honest and prompt answers to your questions.
- Do not sign any contract or make any agreement that obligates you to work exclusively with one agency, or that requires you to pay any fee. Have all forms from the search firms reviewed by an employment attorney.
- Ask that your resume and other information not be forwarded to any prospective employer without your prior approval.
- Be sure that the recruiter does not edit your resume or any other documents without your permission.
- Work closely only with a handful of carefully selected search firms, not an unlimited number of agencies.
- At the point of negotiating your compensation for a new position, do not rely on the recruiter. You must either conduct the negotiations yourself, or at least be actively involved in the negotiation process.
- Focus only 5% or 10% of your job-search energies on recruiters. Remember that most of your time should be spent on more productive activities, such as professional networking.
Some Executive Search Consultants will also provide vital information about such things as industry conditions and local business trends, as well as insightful feedback about your campaign strategy, your compensation level, etc. However, never confuse Executive Search Consultants with Career Consultants – they play very different roles.
Large, national search firms may have offices in many cities, and these offices generally share online resources. If you get into their database in one office, your profile will come-up in another city’s database if an opportunity arises that matches your credentials. This may be helpful if you are willing to relocate. Smaller search firms may also have excellent reputations in their own geographical areas, and certainly should not be overlooked.
If you have a basic understanding of how the search industry works, and follow the guidelines above, you will find that search firms and recruiters can serve an important role in your successful job search or career transition!
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Working With Executive Recruiters – Part 1 of 2
Let’s make one thing clear right from the start – executive search firms, recruiters, and employment agencies are not in business to help you land a job. The recruiter is not your advocate, your friend, or your agent. Recruiters, employment agencies, and search firms are merely channels through which you may secure an opportunity for an interview!
Contrary to popular belief, most executive recruiters do not “hold onto” your resume, look for opportunities that will suit you, and eventually contact you when they find a “perfect match.” The process is much more immediate and transactional than that. If you happen to send your resume to a recruiter right at the time that they’re conducting a search for someone just like you, then you’re in luck and you might get an interview! But if the recruiter does not have an “open order” appropriate to your background at the time when he or she receives your resume, you’ll usually be treated almost like you were “invisible” – and your resume will tend to “disappear.” Unfortunately, you are not the most important thing on the recruiter’s mind, which is why it’s wise to contact your search firms periodically to “check in.”
When recruiters ignore you or reject you, don’t take it personally! This is just the way the business works, and it’s no reflection on you or your qualifications. I have worked with too many clients who get despondent when they don’t hear back from executive recruiters. It’s vitally important that you do not get “emotionally attached” to any recruiter, job opening, or prospective employer.
On the positive side, recruiters and search firms can be quite helpful in your job search, as long as you know how to manage the process! But again, never forget that they work for the organizations that pay them to find candidates – not for you.
In order to gain the most benefit from working with executive search firms, you must first understand the different types of organizations in the search industry:
Placement Agencies that Charge you a Fee
These agencies should be avoided completely. They collect a fee from you, the jobseeker, presumably in exchange for arranging the entire placement process with potential employers. They generally handle lower-level jobs.
Many people have been “burned” by these types of agencies that charge you a fee, losing up to thousands of dollars. These types of companies prey on desperate job-seekers who have little or no other information at their disposal. So, always be sure to read any agreements before signing anything.
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Networking: Your Most Important Career Activity – Part 2 of 2
When it’s done properly, networking is NOT about “taking,” but rather about “giving.” You must always come from an attitude of generosity during the networking process. When a networking conversation has been concluded, the other person should genuinely feel glad that you contacted them, and feel enriched by the experience. So, always seek to offer something of value before asking for something from others.
Networking is a lot simpler (and less scary) than many people think. You do NOT need to be a great “schmoozer” to network effectively. In fact, the best networkers are often great listeners, more than great talkers!
And no matter what, don’t let up on your networking efforts. Remember: If you’re in career transition, networking IS your job.You should be spending at least 85% of your time networking … and 15% on everything else!
If someone is not willing to network with you, you must learn to NOT take it personally. Adopt this powerful formula from the world of sales – SWSWSWN! What does this mean? “Some Will (help you), Some Won’t (help you), So What, Next!” (Move on to the next person). Keep working through your network list, and don’t let the occasional rejection deter you! Just move on to the next person on your list.
I hope you can now see that it’s a smart career move to always be networking, no matter what’s going on for you professionally. If you don’t need help at this time, build up your networking power by helping others. Networking – which is such a vital element of career management – will always pay big dividends in the long run!
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Networking: Your Most Important Career Activity – Part 1 of 2
So, you’ve gotten totally clear on your career goals, prepared your complete “executive portfolio” of self-marketing documents, and developed a detailed strategy for your search.
Now it’s time for “your feet to meet the street” – and that means NETWORKING! You’ll be spending most of your job search time networking with people who can help you reach the hiring managers inside the companies you’ve targeted. You can network over the phone, in person, via e-mail, or even over a cup of coffee or lunch.
The main thing to remember is that, in general, people want to help others. It makes them feel good to connect people with opportunities and information. And, of course, these people really are quite important to your career success! (Just as you may have been very important to the career success of others in the past – and certainly will be again in the future!)
Ninety percent of my clients land great jobs through their networks. It’s not worth risking those odds to NOT be continually networking! It should be the primary focus of everything you do. The quantity and quality of your networking time is directly related to the personal, professional, and financial satisfaction you’ll have in your next job – and your entire career.
Many clients have told me that networking intimidates them. They can’t understand why anyone would actually want to network with them, and they feel like they’re imposing on people – most of whom they don’t even know. Let’s review some of the reasons why someone would actually WANT to talk with you:
- They might (secretly) be looking for a job soon themselves, and they can learn from your approach.
- They might gain new information about their industry or their competition – plus other knowledge or perspective that you bring.
- They like to feel important, have their “ego stroked,” and feel that their advice is valued and respected.
- Many people genuinely WANT to help, and they find it gratifying to be of service.
- They might be bored, and you can provide welcome relief from their “normal routine.”
- They’re happy to do a favor for the person who referred you, by agreeing to network with you.
- They’ve been through a job search or career transition themselves, so they empathize with you.
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Everything is Negotiable
Most job-seekers get into a “locked mindset” about compensation negotiation, with all sorts of assumptions, pre-formed notions and “myths.” The truth is that everything is negotiable. Yes, EVERYTHING! There are four things I know about salary negotiation, from all my years of experience in career consulting:
- The first salary offer the employer makes is usually the LOWEST offer they can mention without feeling embarrassed.
- The employer is fully expecting candidates to negotiate the offer, and will think twice about making you an offer if you DON’T know how to “play the game” of negotiation.
- 80% of the outcome of your negotiation will be determined by your attitude and assumptions about this subject.
- Anyone can learn to negotiate compensation effectively! You just need to learn a specific set of behaviors and phrases.
Items You Can Negotiate:
- SALARY (always finalize this one first!)
- Job Title
- Job Responsibilities
- Insurance (life, medical, dental, disability)
- Vacation Time
- Office Location
- Retirement Plans
- Parking
- Relocation Assistance
- Training Allowances
- Work Space
- Bonuses (sign-on and performance)
- Commission Rates
- Expense Accounts
- Memberships and Dues
- Accelerated Reviews
- Stock Options
- Profit Sharing
- Company Car or Auto Allowance
- Home Purchase or Mortgage Assistance
- Tuition Reimbursement
- Non-Compete agreements
- Outplacement Assistance
- Consultant vs. Employee Status
- Flex-Time
- Commuting
- Job-Sharing
- Free Lunches (meals)
- Company-Sponsored Child Care
- Severance Settlement Package
- Legal, Tax, or Financial Assistance
- Discount on Purchases
- Computer Equipment, Laptop, etc.
- On-premises Health Club
- And whatever else is important to YOU!
Obviously, you would not attempt to negotiate ALL these items – only the ones that are of most importance to you! Most candidates will select 3 to 5 items to negotiate.
The Real Value of an Offer
Before you can begin negotiating the elements of any offer, you must first determine the REAL VALUE of that offer. To make an accurate assessment, don’t forget to factor-in the non-salary dollars that go into a compensation package! Take a look at this sample chart:
At first, the offer above seems to simply be a $50,000 base salary. But when you incorporate all the “extras,” you quickly see that it’s actually a much more attractive offer, totaling $75,000!
Remember to get the whole story before you judge the compensation! There may be much more to the offer than meets the eye.
Once you understand the scope of the entire offer, you can go back to the hiring manager and negotiate those items that are most important to you. Enjoy the process!
Using Phone References and Recommendation Letters – Part 2 of 2
Letters of Recommendation: Guidelines for the Writer
Provide these instructions to your “letter writers:”
- Print the final letter on your company letterhead. If your employer does not permit you to write such letters on company letterhead, then please use your personal letterhead. NOTE: you could create a simple letterhead for them (name, address, phone, e-mail at top of the sheet).
- Do not date the letter, and do not include any salutation (there should be no “Dear _____”). Also, do not write, “To Whom it May Concern,” or “Dear Sir/Madam.”
- Keep the letter fairly brief, and never more than one page.
Also give the following instructions to the people who will be writing your letters of recommendation (adapted to your own name/situation/ background):
1. The first paragraph should say something like:
“I am writing to you on behalf of my former colleague, Sally M. Smith. I had the privilege of working with her from 19XX to 20XX when she was the (title) of (company XYZ).” Use your own words.
2. In the 2nd paragraph, mention some specifics that you recall about me:
“As the (title/company), Sally directed the strategic planning process for our division and led the economic and market forecasting. Her forecasts were instrumental in a number of projects. She actively contributed to the composites industry by doing (A, B and C). Sally consistently demonstrated (words such as leadership, problem-solving, communication, follow-through, analysis, organization are good to use). Throughout her tenure with company XYZ, she proved herself to be _______ and a _________ team player.” (Or something along these lines. Focus your attention on my contributions to the company as much as possible). Again, use your own words.
3. For paragraph 3, you may wish to mention some personal traits/values of mine:
What was it like to work with me, how did I measure-up as a team member compared with others? What contributions was I known for? What was I particularly good at? What positive recollections of working with me do you have? Use whatever adjectives come to mind.
4. The last paragraph should reiterate how you feel about me as a professional:
“I feel strongly that Sally would bring A, B and C to any organization and prove to be a valuable, contributing member,” (or something similar). End with a sentence that says something like, “I would be happy to talk with you if you have any questions about Sally,” or “Please feel free to contact me directly if you would like to know more about Sally’s work.” Use your own words.
Telephone References: Whom to Ask and How to Ask
When you create your list of Professional References, be sure to include the following elements for each individual:
- Name
- Title
- Company
- Street Address
- Phone Number
- E-Mail Address
- The person’s relationship to you (Example: As the Senior Scientist in charge of all research projects, Terry can attest to my technical and analytical skills.)
Also, always use the prefixes Mr., Ms., or Dr. before each name on your list of Professional References.
Conclusion
You’ll need to go through the necessary steps to get these tools together – and it may take some time. But as a result, your “Job Search Portfolio” will be much stronger. When used properly, your Telephone References and Letters of Recommendation will distinguish you from the other candidates, and ensure that you’ll get more offers!
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