Monday, April 28, 2008
Making a Professional Impression with Email and Voicemail
Email Image - I use Janice@WorthingtonResumes.com. And those I want to reach know from where the mail is coming. I realize that some address books are out of control and even with an identifying address, recipients may still be nervous. But for sure I'd delete mail from dhgty8j@beatsme.com without blinking! Also create a header in the subject line that defines the email and again confirms your identity such as "Rsume - John Smith" or "Engineering Manager position."
Voice Mail Problems - The resume finally succeeded but when the Human Resources Manager attempted to extend the interview invitation by phone, what he heard was some digital voice expressing regret that 222-2222 was unavailable. No mention of name and no gracious invitation to leave a message were present. Most important there was no strong, communicative voice that could have served as a positive first impression. The phone call to the next candidate wasn't any better. An adorable but inappropriate message from a 4-year old stating that neither Mommy nor Daddy could come to the phone was certainly a joy to make but less than impressive to the caller attempting to hire a Chief Financial Officer.
Voice Mail Solutions - This is where the cell phone saves the day. For security we needn't breach our commitment to never attaching a name and phone number to a residential location. Better yet, we carry our cell phones with us so employers have a better than average chance of actually connecting. If we are unavailable we can actually acknowledge, in a professional manner, that the employer has indeed reached the intended person and encourage him to leave a message by indicating that his call will be efficiently returned. Don't get so wrapped up in voice mail that you forget to practice the way you answer your phone in real time. Nothing fancy is required; "This is Carl Candidate" is fine if spoken with authority.
Voice Mail Problems - The resume finally succeeded but when the Human Resources Manager attempted to extend the interview invitation by phone, what he heard was some digital voice expressing regret that 222-2222 was unavailable. No mention of name and no gracious invitation to leave a message were present. Most important there was no strong, communicative voice that could have served as a positive first impression. The phone call to the next candidate wasn't any better. An adorable but inappropriate message from a 4-year old stating that neither Mommy nor Daddy could come to the phone was certainly a joy to make but less than impressive to the caller attempting to hire a Chief Financial Officer.
Voice Mail Solutions - This is where the cell phone saves the day. For security we needn't breach our commitment to never attaching a name and phone number to a residential location. Better yet, we carry our cell phones with us so employers have a better than average chance of actually connecting. If we are unavailable we can actually acknowledge, in a professional manner, that the employer has indeed reached the intended person and encourage him to leave a message by indicating that his call will be efficiently returned. Don't get so wrapped up in voice mail that you forget to practice the way you answer your phone in real time. Nothing fancy is required; "This is Carl Candidate" is fine if spoken with authority.
Monday, April 21, 2008
When Interviews Don't Produce Job Offers
Question:
I get to the second or third interview in the hiring process but can't get a job offer. What could I be doing wrong? And how can I "close the sale?"
Answer:
The fact that you're getting interviews is a good sign. It means that your letters and resume are working and that you're making a good first impression. There are at least eight reasons you could be failing:
1. You don't look the part.
Your clothing is out of style. Make sure your clothing, including eyewear and briefcase, is current. Have shirts and blouses professionally cleaned and starched.
2. You lack focus.
You come across as too much of a generalist, as someone who can "do it all"--jack of all trades and master of none. You haven't defined what you want or where you fit, and companies pick that up as lack of direction. Without sharp focus you appear scattered and may come across as a "loose cannon." To combat this, develop strong preferences and be clear about what you want and what you don't want.
3. You're overselling.
In an attempt to "make the sale" you're pushing too hard, or coming across as desperate. You may appear too eager or overanxious. Create a high-impact, accomplishment-oriented resume and let it do most of the selling. In general, listen 75% and talk 25% of the time.
4. Your references are shooting you down.
Who are you using to support your candidacy? Have you asked them what they'll say? Have you prepared guidelines for them? Do they have your resume? Do you brief them before they're called? Be sure to give employers references they can relate to. Engineers like to talk to other engineers, and attorneys prefer other attorneys. Last point: don't overuse your references.
5. You want too much money.
Don't gauge your present worth on your last salary. The market may have changed; people with your skills could be in oversupply. Do a quick salary survey to determine realistically what you should be earning. Ask what the company plans to pay for the position. Then be flexible. You can lose out by seeming to care more about salary and benefits than about making a big contribution.
6. You appear difficult.
In multiple interviews companies have time to uncover weaknesses, character flaws, and problem behaviors, such as being arrogant or losing patience. You must appear co-operative, collaborative, and easy to work with.
7. Someone on the team doesn't like you.
Many companies hire by consensus. That means nearly everyone has to like you. Technical people often feel their track record "speaks for itself," but that's seldom true. In today's team-oriented environment, you need to make a strong effort to be liked by everyone you meet, from entry-level workers to the CEO.
8. You're not the best qualified. There may be others who really do fit the job better. Interviewing is a selling opportunity. It's a relatively short time frame and you're in the spotlight. Even in so-called casual interviews, you're watched and evaluated very closely. You're compared to others and graded. Everything you do, everything you wear, and everything you say is magnified, and either helps or hurts you. You can sell yourself into a job by using closing comments. This is one way to "close the sale!"
I get to the second or third interview in the hiring process but can't get a job offer. What could I be doing wrong? And how can I "close the sale?"
Answer:
The fact that you're getting interviews is a good sign. It means that your letters and resume are working and that you're making a good first impression. There are at least eight reasons you could be failing:
1. You don't look the part.
Your clothing is out of style. Make sure your clothing, including eyewear and briefcase, is current. Have shirts and blouses professionally cleaned and starched.
2. You lack focus.
You come across as too much of a generalist, as someone who can "do it all"--jack of all trades and master of none. You haven't defined what you want or where you fit, and companies pick that up as lack of direction. Without sharp focus you appear scattered and may come across as a "loose cannon." To combat this, develop strong preferences and be clear about what you want and what you don't want.
3. You're overselling.
In an attempt to "make the sale" you're pushing too hard, or coming across as desperate. You may appear too eager or overanxious. Create a high-impact, accomplishment-oriented resume and let it do most of the selling. In general, listen 75% and talk 25% of the time.
4. Your references are shooting you down.
Who are you using to support your candidacy? Have you asked them what they'll say? Have you prepared guidelines for them? Do they have your resume? Do you brief them before they're called? Be sure to give employers references they can relate to. Engineers like to talk to other engineers, and attorneys prefer other attorneys. Last point: don't overuse your references.
5. You want too much money.
Don't gauge your present worth on your last salary. The market may have changed; people with your skills could be in oversupply. Do a quick salary survey to determine realistically what you should be earning. Ask what the company plans to pay for the position. Then be flexible. You can lose out by seeming to care more about salary and benefits than about making a big contribution.
6. You appear difficult.
In multiple interviews companies have time to uncover weaknesses, character flaws, and problem behaviors, such as being arrogant or losing patience. You must appear co-operative, collaborative, and easy to work with.
7. Someone on the team doesn't like you.
Many companies hire by consensus. That means nearly everyone has to like you. Technical people often feel their track record "speaks for itself," but that's seldom true. In today's team-oriented environment, you need to make a strong effort to be liked by everyone you meet, from entry-level workers to the CEO.
8. You're not the best qualified. There may be others who really do fit the job better. Interviewing is a selling opportunity. It's a relatively short time frame and you're in the spotlight. Even in so-called casual interviews, you're watched and evaluated very closely. You're compared to others and graded. Everything you do, everything you wear, and everything you say is magnified, and either helps or hurts you. You can sell yourself into a job by using closing comments. This is one way to "close the sale!"
Tuesday, April 15, 2008
Interview Techniques for 2008
Background Specific Questions - These take aim and require direct explanations specific to the choices you have made. Why are you looking to leave your current employer? Why haven't you been promoted? Why didn't you finish your MBA? It is apparent that these are sometimes directed toward bringing up the most unflattering points in your background so you don't want to be caught off-guard. If you analyze your vulnerabilities and anticipate having to field questions about your decisions, you should be able to formulate responses. Two points to remember: don't lie and don't ever become defensive.
Behavioral Event Questions - Decades ago industrial psychologists developed the behavioral interview, an interviewing technique founded on the premise that a prospective employee's future performance can be most accurately predicted by past performance in similar circumstances. Behavioral event questions can be hypothetical, "What would you do if your boss wanted you to bend company policy?" or historical, "Give me an example of a time when you failed to meet expectations." As you can see many are traps meant to disclose an unflattering time while you are focused on impressing. Hypothetical behaviorals can be used to rehearse response strategies designed to turn negatives into positives. The STAR method (situation, task, action, results) while turning negatives into positive learning experiences is the best method of fielding these questions.
Behavioral Event Questions - Decades ago industrial psychologists developed the behavioral interview, an interviewing technique founded on the premise that a prospective employee's future performance can be most accurately predicted by past performance in similar circumstances. Behavioral event questions can be hypothetical, "What would you do if your boss wanted you to bend company policy?" or historical, "Give me an example of a time when you failed to meet expectations." As you can see many are traps meant to disclose an unflattering time while you are focused on impressing. Hypothetical behaviorals can be used to rehearse response strategies designed to turn negatives into positives. The STAR method (situation, task, action, results) while turning negatives into positive learning experiences is the best method of fielding these questions.
Thursday, April 03, 2008
Building Up Your Job Re-Sale Value
Candidates are traditionally defined by the functions they perform and the environments in which they are performed, i.e., Staff Accountant in a manufacturing setting or Sales Manager in consumer products. If these candidates are good career planners, they change jobs based not necessarily on vertical promotion, i.e. Director of Operations to CEO, but on securing alternative opportunities, perhaps requiring sacrifice, that will ultimately ensure more options. They build value that follows them throughout their careers.
It is never too early or late to configure your recession proofing plan. In advance of any job search, take an inventory of what functions and within which environments you bring to the table. These offerings will appeal to the needs of a perspective employer. Next, make a list of those things critical to increasing your ultimate resale value that you currently don't possess. With this strategy, you will actually know, long-term, why you are accepting a job offer. If the for some reason you go back on the job market after two years with a strategically selected employer, your value will have increased. Wise career planners know that, while the best of jobs may evaporate, no one can ever take away the experience equity they have gained.
It is never too early or late to configure your recession proofing plan. In advance of any job search, take an inventory of what functions and within which environments you bring to the table. These offerings will appeal to the needs of a perspective employer. Next, make a list of those things critical to increasing your ultimate resale value that you currently don't possess. With this strategy, you will actually know, long-term, why you are accepting a job offer. If the for some reason you go back on the job market after two years with a strategically selected employer, your value will have increased. Wise career planners know that, while the best of jobs may evaporate, no one can ever take away the experience equity they have gained.
