Category: Interviews

Don’t seem desperate in your job search

I see a lot of resumes and do a lot of interviews each week. It is pretty evident who is desperate in their job search. I am not saying it is not OK to feel desperate, just don’t let it show.

I’m open to anything

Many candidate when asked “What are you looking for” or “Why are you interested in this job” answer “I’m open to anything” or “because I have done it before.” Here is a newsflash… that does NOT get an employer interested in you. Think if you were on a first date with someone and you asked them “why did you ask me out?” They answer: “Oh, I’ll date anyone, I am not picky.” Or how about if they answered “because I have dated people of your gender before.” WOW what a winner!

Don’t apply desperate

When you start applying for a position you need to show that you are interested in THAT position and THAT company. Do a little research, find out what makes them unique. It really is not that difficult to do for one position. I will grant you that it can be daunting to do for each and every job you apply for but if you want to be successful in your job search, you need to.

Action is the foundational key to all success.
Pablo Picasso

When you shouldn’t update your resume…

Never! You should always update your resume.

As a recruiter I find it frustrating when I call someone that has applied for an opening only to find out that their resume is not updated. I could understand if I am cold calling them out of the blue or off some old resume I found online but they contacted me! They took the time to upload or paste their resume but they did not take the time to update it. They are either currently at a job that is not on their resume or they already left that job.

First, I get it… No really, I do. Everyone says it is easier to find a job when you are still working and it is. If a recruiter sees that you are out of work they oftentimes wonder why so you just “forget” to update your resume.

I am a forgiving person so if someone sounds like they may be a good match I am willing to allow them one pass. So I ask them to update their resume and to bring an updated one to the face to face interviews. Guess what? They usually don’t, they just bring the old out of date one!

You so idiot!

At this point you will not pass go no matter how great I think you could be in the position. Want to know why? Because you cannot follow directions. I mean, this is the one that matters most, right? Looking for a job is bigger than making a deal, bigger than making a sale, it is bigger than filling out that form correctly for the government that could lose us $1m in sales. So if you won’t take the interview process seriously then why in blue blazes would I let you near my business?

I know you think this is petty but you will until someone at your job affects your paycheck because they forgot to do that thing that you keep telling them to do.

It’s the details that are vital. Little things make big things happen.
John Wooden

Yoda had it wrong…

With all the Star Wars hype going on Yoda is back in the mainstream. I am not sure that he ever left. His famous quote “No! Try not. Do, or do not. There is no try.” has been showing up again. Unfortunately Yoda had it wrong. There is winning and there is LEARNING. Failure is a choice, not an outcome.

We need to look at the job search in the same way. Each time you do not get a position you have learned. But do you take time to figure out WHAT you have learned? One piece of advice that I always give people is to ask one final question at the end of each interview…

I know we have only had about 30 minutes together but do you feel that I am a good match for this position and the company?  And conversely, do you feel that the position and company are a good match for me?

Sure, you may get the old stand by “We have a lot of people we are talking to…” or “There are lots of people involved in the decision…” But maybe, just maybe you will get someone to be honest with you… “No, I don’t.” That brings me to the qualifier for asking that question. Do not ask a question if you can’t handle the answer.

If they say no but do not give you a reason you can politely say “Would you mind telling me why? Based on what I know about the position I feel that there is a good match.” You want to be able to have a short rebuttal, if one is appropriate. If they say “you don’t have as much experience as we would like in…” then you can ask if there is a more suitable position in the company. The main thing is to stay positive and calm. Don’t get argumentative.

You want to figure out what you can learn from each experience then adjust. Always keep in mind that you only need ONE JOB.

Al

The capacity to learn is a gift; The ability to learn is a skill; The willingness to learn is a choice.
Brian Herbert

Oddball Interview Questions… why do companies still use them?

This post started with a tweet from @hiringsocial and @FidelisPartners yesterday: “How to tackle those oddball interview questions.” My first reaction was why in the H-E double hockey sticks do people still ask these questions? I actually tweeted “most interview questions should be job related.” I wanted to explain further and I fully admit that my thought process is usually not protracted but I did feel that 140 characters would not suffice, so I wrote this post.

Many hiring managers surmise that interview performance predicts future performance on the job. While there may be some correlation between interview answers and job performance, I believe that often times interviewers infer causality where there is none.

An example given is asking a candidate what color crayon they would like to be. Even if there is evidence to back up the assumption that wild and passionate people more often times choose red it could also be that the person answering the question read this post. If that is the case they chose red because they are interviewing for a sales position and they know that you want a passionate person in sales. That begs the question, are interviewers measuring what they intend to measure?

Another issue is that male interviewers are more likely to ask these types of questions than their female counterparts. So I would argue that by asking these questions you are already interviewing with a gender bias. Hmm, I wonder why tech companies have a difficult time hiring women.

I believe that most of the people who ask these questions do so for one of a few misguided reasons:

We have always done it this way: Some people feel that if it was done to them, they get to do it to others. I believe they call this hazing in College.

It uncovers hidden traits: You mean like how your BS meter is a little more sensitive than others? I am no psychologist but you might as well do a Rorschach test with candidates.

You can discover things about people: This hearkens back to older school odd ball things from interviews. Like the Captain who would offer a cigarette to officers who came into his ready room. There were no ash trays. He wanted to see if they planned ahead. Or how about people who salt their food before tasting it? Does that mean they are presumptuous?

How they solve a problem: “How many people are using Facebook in San Francisco at 2:30 PM on a Friday?” It seems that some people at Google have asked this question to see how quickly people think on their feet. It could be valid if people at Google are usually put in a room with someone they have never met when they are asked to solve a problem.

What I believe can improve the interview process is to tell people WHY you are asking questions. For instance: “I would like to see how you work through a problem so I have a situational question for you… How would you estimate the number of M&Ms that could fit in a VW Beetle?” You get better and truer answers from people when they are put at ease. Shouldn’t we treat others as we would like to be treated?

The same rules apply for behavioral interviewing. In behavioral interviews you want candidate’s answer to include the situation or task they were doing, the action they took and the result or outcome. Usually interviewers do not mention this fact and they do not get good answers. Interviews are more predictive of future performance if you let people know what to expect. That is why I tell people what to expect from the interview process.

Interviewers CAN use some “oddball” questions in the interview process if they explain why they are asking the question. When companies ask questions that seem to come out of left field, without context, it does not necessarily tell you if they are a good match for the company or the position. What it probably tells you is that they are very good at interviewing.

Think about it… your best employees… your best co-workers… the ones you can’t do without… where they the best interviews you ever had? Did they have the best looking resumes? I doubt it.

All that said… any candidate, as the Social-Hire post says, should be prepared for the oddball interview question. Or, if you dare, maybe just ask the interviewer “Hey buddy, why don’t you just ask me what you really want to know about me? Why do we have to play this game? How about this… you be honest with me and I will be honest with you. Because I really don’t want to work here unless I can be successful.”

We are called to be bold.
Joshua 1:9

Working on being authentic in the interview

The main difference is the more you practice, the more authentic you will be and the closer the “role” is to the true you the more genuine you seem. Actors practice WHAT they say, HOW they say it and their BODY language. You need to do the same to prepare for an interview.

Think about the sales people you have not liked dealing with… they seem fake. The good sales people plan out and practice their elevator speech / pitch before going on sales calls. They believe in what they are saying / selling. If someone is really good you do not even know you are being sold. You need to get to the same place in your interviewing skills.

If you want to get better it is going to get uncomfortable. I like the saying “The more you sweat in training, the less you bleed in battle.” Would you rather feel the fool while recording your answers or when you are across a desk from a hiring manager? Ask your significant other to play the role of the hiring manager and give you feedback.

A friend of mine in sales said that he had his wife get in their bedroom. He would call her and pitch her like she was a customer. He said it was HORRIBLE but it was the best training he did.

This is another reason that informational interviews are so useful. They get you accustomed to interview settings without actually being in an interview. You are able to practice your professional communication skills in a less stressful environment.

So you need to ask yourself; ARE YOU WILLING TO DO WHAT IT TAKES? Once you have identified what interviewing skills you need to work on are you willing to improve? Many people like the idea of running a marathon as a goal but they are unwilling to get up every morning and train.

You have two choices… do something about it or stop complaining. There is never a reason for whining.
Al

Be authentic in your interviews

One thing that I have heard a lot about lately is authenticity. We want people to be authentic. The interview process is no different. To put it another way, you need others to perceive you as genuine.

As an employer we want people to be authentic, but in a good way. If you are not a nice person then you could justify being mean as “I’m just being authentic.” No bueno. You don’t just want to be yourself, you want to be the best part of yourself. I have rarely met people who do not have a “good side” they could show others, if they choose to. Even Merle Dixon had a good side.

So you ask “how can I do all of the things you talk about in a job search and be authentic?” Fake it till you make it. You can tell when actors seem authentic in a role and you know when they don’t. Think of Tom Hanks in Cast Away vs. The DaVinci Code.

To be authentic you must believe in yourself. I am not trying to get all warm and fuzzy on you but if you don’t believe in yourself why should anyone else? I just read a blog post from Lori Deschene at Tiny Buddha about How to Love Your Authentic Self. The title sounds all tree hugger, otter scrubbing, PETA loving but it has some very good tips:

You are not your mistakes. I have heard “everything happens for a reason.” I believe the follow-up to that… “sometimes the reason bad things happen is that you are stupid and you make bad decisions.” I know I have! In God’s economy nothing is wasted.

You have nothing to prove. This comes into play when people ask about weaknesses or mistakes you have made. You need to own them, tell them what you learned and what you have done and / or are doing to make sure they don’t happen again.

The dark is valuable. You must have the attitude that Spartan Up! does… you either win or you learn. You don’t lose.

You matter. There is a Ted Talk that speaks to this: Our loss of wisdom by Barry Schwartz. He talks about how janitors at hospitals see their value in their jobs. Everyone matters, even you.

Positive feelings and actions breed more. To help yourself, help someone else. It is a scientifically proven fact that if you help someone else it helps you. Often times it helps the giver much more than receiver. You don’t even need to include someone else if you don’t want to. David Steindl-Rast says “Want to be happy? Be grateful.” Many of our problems are 1st world problems.

Get out there and meet the you that you want to introduce to others.

Don’t waste a minute not being happy. If one window closes, run to the next window- or break down a door.
Brooke Shields

P.S. I never thought I would be quoting Brooke Shields 🙂

Always be asking… what do they value?

In a recent Spartan Up! podcast they talked about how any interaction with another person is a two-way streak. You need to ask yourself “what do they value?” This is very important in the interview process. You need to put yourself in the recruiter or hiring manager’s shoes and ask that question.

Some things may be generally valued by most organizations: honesty, timeliness, innovation, attention to detail, etc… How do these play into the interview process?

Honesty

Don’t get caught lying. Even an out of date resume sends up warning flags. If your resume says that you are still currently in your job then you tell me “oh, no. I left there a month ago.” That is no bueno

Timeliness

You’ve heard it: If you’re early, you’re on time. If you’re on time, you’re late. If you’re late, don’t bother showing up. If you are going to be late call BEFORE you are late!

Innovation

Be ready to talk about your creative solution to a problem at work. Or better yet, I like seeing that you have done your research on the company and uncovered some interesting things to ask about. “I see that many of the people in the Sales Development Department, like me, have been sales managers in the past. How do you feel that contributes to their success in their current position?”

Attention to detail

I already mentioned being sure that your resume is up to date. Do your best to remember names. Also be sure to write thank you / follow-up emails to everyone you meet with.

But you ask “What about values that are unique to each company?” One word… GOOGLE. For instance, if want to work at Regions Bank. GOOGLE “Regions Bank Core Values” BOOM!

Things like that can help you tailor your answers to each company. You can also work them into your questions. “I noticed that putting people first is your first core value. How is that displayed in Branch Banking?” Remember, the interview is more about what they want than about what you want. Think of it as a consultative sale.

Al

Education without values, as useful as it is, seems rather to make man a more clever devil.
C. S. Lewis

Let’s talk about compensation…

Many people will tell you “the one who mentions compensation first loses.” This assumes that pay is a zero sum game. Personally, I think it is up to the company to mention pay first. It may not mean that they tell you what the position pays first but they should bring it up and it should be brought up early. I talk about compensation in the first interview.

Yes, I have paid two people differently for doing the same job. Same pay for the same work sounds nice but rarely are two people contributing the exact same to the company. What if one person is not at work for 1/4 of the year off while the other person works for an entire year? Should they be paid the same? Or how about if one person is liked by all and raises everyone’s spirits while the other person is like having Eeyore around? To me compensation is more about your overall contribution to the company and not just your “work.” Not to mention the discussions about high performing and high potential. Sometimes a person with higher potential is paid more than someone who is performing better.

In the interview process discussing compensation often times makes people uneasy. As a candidate you need to know what your bottom line is. If you have a number that is your “must have” number then make it at or near the bottom of the range you give. You don’t just give them ONE number when they ask about pay do you? If someone asks about pay and you don’t know what the company’s pay range is for the position then give them a range. Say something like “I need to be between $45k and $60k depending on benefits, vacation time, bonuses, etc….” You better believe that “benefits” play a big part of the package for most people. I am not just talking about medical and dental…

Here are some of the areas you should consider as “benefits:”

Commute

How long will your commute be? I drive 20 miles and it takes me about 30 minutes. I actually like the “me” time of the commute and I get to make some personal calls so I see some value in the time but it does cost me in real dollars. Here are two articles about how much the commute costs you from Reuters and Lifehacker. Keep in mind that today the IRS standard mileage rate is $.575 per mile. It can add up not to mention the time you are “spending” in your commute.

Time off

Take your salary divide it by 52 and that is what each week of vacation is worth to you in real dollars. If the company only offers you three weeks of vacation and you want four, ask if they can bump your base by the weekly amount and let you take a week unpaid if you need it. I encourage doing this because any future raises will be based on you salary, not your vacation. Plus, you may not need the extra time off.

Work from home

If you work from home you save a TON of money. Here is an article from About.com to help you think of the TOTAL cost of working. If you work from home you save on the commute AND your wardrobe. I am not saying that you should fold clothes while you are on a conference call but multi-tasking is an option.

Flexibility

How about when little Timmy has basketball practice at 5:30 two days a week? Will you boss allow you to leave early those days? You don’t want to ask that directly in the first interview but you can find these things out in the interview process.

Culture

Working in a bad environment costs you your happiness. How much is that worth to you? Keep in mind that YOU contribute to the environment you work in. The other day a person was being a Mr/Ms grumpy pants complaining about their job and how other people don’t work as hard as they do. I told them that I had a stack of people at my desk that they could complain to if they want because these people had no job at all. Like I say, if the problem is not with you , then you cannot fix it.

We all need to pay bills so before you start the job search take a look at your expenses and come up with what you need to make. But be sure that you know what your TRUE costs are in case you need to negotiate.

Al

If all of my problems are first world problems, I don’t have problems.
Al

Professional communications, are times changing?

Lee Desser recently wrote a blog post: Are Happy Faces in Professional Communication So Bad? Lee brings up a good point… know your audience.

Places a 🙂 would be no bueno

Cover Letter: You want to be professional. It is much better to be a little too formal with someone than too informal. I find it better if someone says “you can call me Al” (yes, I have heard that song) vs. “I would prefer it if you would call me Mr. Pollard.” It is always easier to become more casual.

Resume: You are stating facts, not getting cute. Be sure you are putting your best foot forward. You never know who is looking at your resume. Better safe than sorry.

Introduction Correspondence: If you are reaching out to someone for the first time, start off more formal. Don’t assume a connection between you two that is not there yet.

Places a 🙂 may be OK or even help

Only someone with whom you have a relationship. But keep in mind, that relationship must be felt by the person on the receiving end. It can especially be helpful in continuing a more casual conversational tone.

Let’s say that during your on-site interviews a manager that you seemed to hit it off with jokes that he takes the closest parking spot because he is first in the office. When you write the thank you email to that manager you could say something like “I hope to have the chance to work with you. Don’t worry, I’ll still let you have the closest spot if I get there first :)”

But use a 🙂 incorrectly and it can be no bueno for you. Personally I would avoid them unless you are 100% sure it will work. It is like sarcasm… when it works, it really works. But when it doesn’t, it pisses everyone off 🙂

Culture eats strategy for breakfast.
Peter Drucker

References, why they matter

Yes, it is true. You can now leave “References available upon request” off of your resume. But you might still need references in case an employer requests them. Many people in HR don’t call references anymore because you usually get name, date and serial number but there still are some and some hiring managers who like them.

I mention this now because I do not think people are taking much care in preparing their references these days. When it was more common nothing was usually gained by calling a reference. But recently I have had some friends in the recruiting field get some interesting feedback from references that their candidate’s provided. My first thought was “what idiot sends a company the name and number of someone without vetting them first?”

So here is the process I would follow….

Identify people who you think would be a good professional reference for you. Ideally they have managed you, been managed by you or they were your customer. Personal references are OK but we want the goods on your work history, not how you acted in Church or at family reunions.

Contact your potential references. Shoot them an email then follow-up with a phone call. This is a great time to renew those old networking contacts. Start with something like “I am pursuing other employment opportunities and would like to know if you would be comfortable being a professional reference for me?” Then when you follow up by phone you could ask them “what would you say is my biggest weakness?” You want to know before a company hears it. You might even decide to not put them on your list.

Contact them again when you actually send their information to a company as a reference. It is usually helpful if they know what position you are applying for so they can tailor their responses accordingly.

Lastly, keep them informed about your job search, especially when it ends. Even if you don’t need or use them be sure to thank them for being willing. Also, stay in touch with these people, odds are you will need them again.

True friends say good things behind your back and bad things to your face.
Unknown