I read this story this morning with some horror. Not only does it show how the financial barriers to access drugs are becoming lower - 20p a hit is around the same price as a cigarette; plus the tragic loss of life. It also shows how "accepted and normal" the whole drug taking culture has become amongst the young: this woman had taken it as far as a mail-order business.
When I worked with Dow Chemicals in the 1990's, the worlds second largest chemical company, there was a standard form you had to sign even as a contractor when visiting any of their sites, be they production locations or offices. Effectively it said in the interests of Health and Safety, you could as a visitor be taken aside at any point and tested for drugs, or be ejected from site for no apparent reason at any point, and may be banned for life. Having agreed to always be accompanied by a safety trained Dow employee, it also said that if the site blew up, you accepted it wasn't necessarily their fault, but you could elect to leave an address where your remains when they became accessible could be sent. I didn't have a problem signing the form, as I was clean of drugs, never drank before going onsite, and had signed similar but less dramatic forms when entering sites for both BP, Shell and Unilever. The form came in a five page copy pack, and you got one of the copies as a co-signatory, and on one occasion my father - who was the addressed person my remains were to be sent to - happened to see his name on the copy and read it. After gulping a bit at legalise, he asked "is this legal, and necessary?"
As a contractor/visitor, it was freely your choice to enter these sites, and if you disagreed with these rules you were free to say no - and subsequently not do business with them. However, as an employee, do you have to abide by the same rules; and as an employer, when is it reasonable to ask employees to accept testing for drugs?
Lets take the employer first. The biggest leverage for drug testing is pre-employment - its one of the reasons that pre-employment medical screening is increasing. However, should a trace test prove positive for something, where does it become reasonable to refuse employment? This is not a legal commentary, and as legislation and case law changes continually, it is always recommended that you take advice on such matters from a suitably qualified HR lawyer. But, in summary, in the case of the young lady above, GBL is a legal drug - and hence it would seem over zealous to stop employment in such cases; however, if large traces of alchol were found, and the job required skilled machine operation or driving, a reasonable no employment case could be constructed. Illegal drugs are a different case, and even if your normal work doesn't involve chemical handling, a heavy cocaine user would seem a brave choice. However, in all positive cases whether the element found be legal or illegal, my personal feeling is to offer the candidate a second chance - that way, if they know they are a regular user, most likely they will withdraw their application over forcing you as the employer to send them a legal "no thanks because" letter.
What about employees in employment? Once past the trial period, then the case has to be handled via the disciplinary procedure. Whatever the outcome, it should be pointed out that most charities which support the rehabilitation and recovery of both drug takers and alcohol abusers, supported by many employers groups, can show that in the cases where employers provide support systems to aid employee recovery that previously good employees after recovery return to be great employee's. So, its not always a case of sack them being the best or most economic answer.
In the case of the employee or candidate applicant, be aware that many more employers are applying compulsory pre-employment medical screening. If you take drugs or like to party on alcohol - lets be honest, when you are young who doesn't drink excessively at times; then I suggest that if you are planning a period of job seeking that you lay totally off the drugs and keep the alcohol consumption down for at least a month before your first interview. If you want a mental check level, then ask yourself could you legally drive a car at this moment - that's the level a modern trace element tester can test for, over a six month history period. The potential employer should make you aware of their application and employment process, and every modern application process will have either a compulsory or optional "at our discretion, we may ask for your medical records or for you to attend a medical check" clause in the application document. If you have existing medical conditions, then do yourself a favour and state them - once you have put them on the application form, you can't be excluded from the applications process under the Disability Discrimination laws
Now, lets say like 99% of people, you pass the employment process and are employed. But, like most you suffer some form of incident, and happen to start over em-biding on drugs or alcohol. Unfortunately, this de-gradates your performance, and your boss notices, and asks for a meeting where he suggests you take a company sponsored drugs test - what can you do? Firstly, unless its a Health and Safety matter in the care and undertaking of your job - in which case, often medical checks are a regular and routine/periodic matter - ask them to put the request in writing. Take that letter to an employment solicitor, and ask for advice - please, be totally honest with your legal representative, they can help you. Normally you will be asked subsequently by the HR Department to a formal interview, where legally you can ask a friend to attend with you - make that your legal representative. You may not be able to keep your job, but you may be able to exit with a relatively clean reference on your performance up to the incident; or may be able to negotiate a period of suspension where by your problem can be address through an agreed and employer monitored program.
Drugs are personally not my thing, but when employers are faced with a shortage or skilled talent and more competition for good people, an acceptance of modern drug culture and an adult address of usage in both applicants and employee's can bring about a more enthused and encompassing group culture if problems are tackled sympathetically. Employees but particularly applicants should be aware of modern processes and procedures with regards employment, ceasing their drug taking and monitoring their alcohol intake during the employment process - its your life, your career and hence your choice: but if you really want that job, you now know the price.
Showing posts with label interview. Show all posts
Showing posts with label interview. Show all posts
Monday, 11 August 2008
Sunday, 10 August 2008
Would you interview for a job if you were on crutches?
Patty, a job seeker, asks: I am not quite sure how to approach this situation. I broke my foot and will be having surgery this week. I will be on crutches for 6 weeks Should I suspend my job search, until I am on solid ground? Or try and push any interviews back? How will a company view my candidacy if I arrive for the interview on crutches?
In answer:
If it won't have a negative impact on your long term health, absolutely 100% YES!
A second invitation to interview may not happen. Secondly, a candidate that does not allow a broken foot to be an obstacle shows an employer that you are indeed a serious professional who will persevere in the face of challenge. Breaking your foot may have a silver lining for you.
Although your mobility is negatively affected, your intelligence, skills, unique competences and ability to communicate effectively remain intact and so should be your willingness of looking for a new job. Plus it shows the potential employer your determination and ability to handle diverse and challenging situations - employers love people who can do that!
Assuming that you will have an interview during your time of convalescence, make sure you explain the situation before hand and check that the interview is held in an easily accessible location. I am sure that the interviewer who could be your next employer, will understand that you have suffered from an accident where you have broken your foot, and will be comprehensive enough to recognize positively the courage that you have had and the effort that you have done in attending a scheduled interview.
Its the "how its handled" gain which is your silver lining here. Of course, this advice is not comprehensive to all such ailments or situations - appearing with a cold let alone thinking of doing so with flu would have a wholly negative effect; and appearing on a stretcher would be considered over zealous. Arriving late is not recommended, but pre-communication of that and management of the situation in extenuating circumstances - like during power cuts or in case of accidents - is acceptable.
Good Luck!
In answer:
If it won't have a negative impact on your long term health, absolutely 100% YES!
A second invitation to interview may not happen. Secondly, a candidate that does not allow a broken foot to be an obstacle shows an employer that you are indeed a serious professional who will persevere in the face of challenge. Breaking your foot may have a silver lining for you.
Although your mobility is negatively affected, your intelligence, skills, unique competences and ability to communicate effectively remain intact and so should be your willingness of looking for a new job. Plus it shows the potential employer your determination and ability to handle diverse and challenging situations - employers love people who can do that!
Assuming that you will have an interview during your time of convalescence, make sure you explain the situation before hand and check that the interview is held in an easily accessible location. I am sure that the interviewer who could be your next employer, will understand that you have suffered from an accident where you have broken your foot, and will be comprehensive enough to recognize positively the courage that you have had and the effort that you have done in attending a scheduled interview.
Its the "how its handled" gain which is your silver lining here. Of course, this advice is not comprehensive to all such ailments or situations - appearing with a cold let alone thinking of doing so with flu would have a wholly negative effect; and appearing on a stretcher would be considered over zealous. Arriving late is not recommended, but pre-communication of that and management of the situation in extenuating circumstances - like during power cuts or in case of accidents - is acceptable.
Good Luck!
Friday, 8 August 2008
Experience with recruiter interview preparation
Eric asks: Having worked with a recruiter, what was your experience with interview preparation? Interview preparation is part of the recruiting process. I am interested to hear your experience about the type and amount of interview preparation you received from recruiters you have worked with.
Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?
Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).
In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"
In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.
Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.
A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation
If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.
Good Luck!
Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?
Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).
In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"
In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.
Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.
A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation
If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.
Good Luck!
Why are so many people so sloppy in writing their CVs and Resumes?
Dominic, a fellow head hunter asks: As a headhunter I read a lot of CVs. Too many are very badly written, with poor grammar, really appalling use of multiple fonts, bad formatting, and occasionally we get blue CVs. Some CVs talk more of hobbies and interests, sport is particularly bad here, with some people giving the impression that they are sportsmen who occasionally take a break from running, skiing or hitting a ball to drop in to the office. CVs are important, yet many people do not put the effort into preparing a CV that they would to filling in a minor form.
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.
People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.
Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!
When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"
Saturday, 2 August 2008
Commenting on your boss in an interview
Priya asks: When you are interviewing for a position and when asked about your previous manager why do you think the answer should always be a positive one?
In answer:
Simply - people like to hire people that are always a part of the solution, not a part of the problem. How this particular question is answered gives insight into how you perceive the world around you as an individual.
HP people and recruiters wants to know who you are, how do you behave and how do you react. It has to be with you and your mechanism for dealing with handling different stuff. Regarding to your previous former boss, you should have learnt how to deal with this person´s leadership. Bad mouthing your previous manager or even company does not put yourself in a good light - all you are doing is showing your immaturity.
A positive answer would be the one which involves great attitude towards people and work. Even if work environment or your former boss were nightmares. What did you do to fit in? How did you feel about it? Did your emotions interfere? Where was your focus? Bad mouthing your previous manager or even company does not put yourself in a good light.
A strong job candidate is resilient and grows from feedback. While interviewing, I seek answers that demonstrate a candidate's attitude toward past work experiences, how and what he/she learned from such experiences, and how he/she applies those lessons in later examples. Despite clueless, cranky, or even distant bosses, focusing on your individual development gained from these experiences is always positive! It's like that saying about making lemonade with the lemons life handed you... Most of us work with a variety of personalities and it's best to learn from them all.
In answer:
Simply - people like to hire people that are always a part of the solution, not a part of the problem. How this particular question is answered gives insight into how you perceive the world around you as an individual.
HP people and recruiters wants to know who you are, how do you behave and how do you react. It has to be with you and your mechanism for dealing with handling different stuff. Regarding to your previous former boss, you should have learnt how to deal with this person´s leadership. Bad mouthing your previous manager or even company does not put yourself in a good light - all you are doing is showing your immaturity.
A positive answer would be the one which involves great attitude towards people and work. Even if work environment or your former boss were nightmares. What did you do to fit in? How did you feel about it? Did your emotions interfere? Where was your focus? Bad mouthing your previous manager or even company does not put yourself in a good light.
A strong job candidate is resilient and grows from feedback. While interviewing, I seek answers that demonstrate a candidate's attitude toward past work experiences, how and what he/she learned from such experiences, and how he/she applies those lessons in later examples. Despite clueless, cranky, or even distant bosses, focusing on your individual development gained from these experiences is always positive! It's like that saying about making lemonade with the lemons life handed you... Most of us work with a variety of personalities and it's best to learn from them all.
Monday, 28 July 2008
Second interview with the COO
Troy asks: I'm meeting with COO as part of a hiring process - they are not the final decision maker but provide decision input -- suggestions on approach to the interview?
I'm a candidate for a position in which the hiring manager reports to the Chief Operating Officer (COO). While the hiring manager makes the final decision, the COO provides decision input. To that end, I'll be meeting the COO soon and would like help on a few things:
- What kind of questions should I ask the COO?
- What questions should I avoid?
- What are some business topics that would resonate with the COO specifically?
In Answer:
Don't think for a second this guy cannot squash you being hired. Treat the COO as the decision maker - he is higher on the food chain and his input is really a recommendation to the hiring manager!
If you actually want to get hired, instead of to play interview Q & A games, you only have to remember one thing and remember it throughout your meeting: this meeting is NOT about you. It's about the people who are doing the hiring and their problem. They HAVE a problem they cannot solve with their current staff and are now forced to bring someone in from the outside who they think can solve it for them. And since you've gotten this far, it's obvious they believe that person could easily be you. So now your meeting becomes a blind date where the sole purpose of getting together is to see if the there's enough personal chemistry to start forming some sort of a relationship. Your goal of this meeting, then, is to get the COO ("Mr. Bigg") to like you. The goal, and the way you do that is very simple: you get him talking and keeping him talking about whatever he wants to talk about for as long as long as he wants to talk about it.
The way to begin this (after the niceties) is by asking a question or making a statement based upon your knowledge of the company and its situation (the problem you're being hired to solve), then shutting up. These questions should be based upon your research and knowledge about the company and industry,
Results are the province of the COO - determine what point of pain your employment addresses and be prepared to discuss what you are going to do to deliver results in your new role. The goal? Have him speak more than you!
Study the business (read the annual report, and its website), its market and competitors. Find something in the operations or finances of the company you are interviewing with and ask something "I notice you have 12% lower cost of operations than you next closest competitor and 30% less than the number 3 company. Tell me how you did it..."
When you focus the meeting on Mr. Bigg, you will turn a tense interrogation between a supplicant job seeker and an omnipotent employer into a pleasant conversation between two peers.
I'm a candidate for a position in which the hiring manager reports to the Chief Operating Officer (COO). While the hiring manager makes the final decision, the COO provides decision input. To that end, I'll be meeting the COO soon and would like help on a few things:
- What kind of questions should I ask the COO?
- What questions should I avoid?
- What are some business topics that would resonate with the COO specifically?
In Answer:
Don't think for a second this guy cannot squash you being hired. Treat the COO as the decision maker - he is higher on the food chain and his input is really a recommendation to the hiring manager!
If you actually want to get hired, instead of to play interview Q & A games, you only have to remember one thing and remember it throughout your meeting: this meeting is NOT about you. It's about the people who are doing the hiring and their problem. They HAVE a problem they cannot solve with their current staff and are now forced to bring someone in from the outside who they think can solve it for them. And since you've gotten this far, it's obvious they believe that person could easily be you. So now your meeting becomes a blind date where the sole purpose of getting together is to see if the there's enough personal chemistry to start forming some sort of a relationship. Your goal of this meeting, then, is to get the COO ("Mr. Bigg") to like you. The goal, and the way you do that is very simple: you get him talking and keeping him talking about whatever he wants to talk about for as long as long as he wants to talk about it.
The way to begin this (after the niceties) is by asking a question or making a statement based upon your knowledge of the company and its situation (the problem you're being hired to solve), then shutting up. These questions should be based upon your research and knowledge about the company and industry,
Results are the province of the COO - determine what point of pain your employment addresses and be prepared to discuss what you are going to do to deliver results in your new role. The goal? Have him speak more than you!
Study the business (read the annual report, and its website), its market and competitors. Find something in the operations or finances of the company you are interviewing with and ask something "I notice you have 12% lower cost of operations than you next closest competitor and 30% less than the number 3 company. Tell me how you did it..."
When you focus the meeting on Mr. Bigg, you will turn a tense interrogation between a supplicant job seeker and an omnipotent employer into a pleasant conversation between two peers.
Tuesday, 15 July 2008
Portfolio's and interviews
Vinicius asks: I worked last years with in a web-based systems development and now I want to create my portfolio and show if necessary. How is the better way to create and show my Portfolio? Someone has a idea? What's more applicable to this case? Show only links or some more described like screen shots and detailed specs about?
In Answer:
A portfolio is a great idea, and will really show off your capabilities. You need to focus that in showing both learning, development and progression as well as management/control of project as the portfolio develops.
I would start with listing down all the websites you have been involved with - if ever you go for a professional qualification, a good "diary" will be a basic requirement for entry, so you should have one already.
Next, for each site state your position in the project, and then the client brief: focusing on the business gains they wanted, and why they choose you/your company. Finally, through both the graphics (one page per site ideally) as well as some chosen words, show how you met or developed the final product and your role within the team (so that's need, brief, activity, outcome - think about each as a project). If you have numbers (ie - investment versus return). then include those at the end.
Now, pick out the projects in reverse chronological order - going back from your current to first project. See how your skills have developed, and hence pick the ten which best show how your have progressed along the line (ie - learning, development and progression as well as management/control of project). You want to show your development towards this ideal job
Too many portfolio's include the same old/same old story: brief, cool graphics, invoice - as a portfolio for gaining the next job, you want to show progression on the key skills the employer is looking for. And always include a bit of innovation/progression between projects, and don't leave too long a timeline "gap" between projecxts - space them evenly.
This output should be available in A4 sheet format per project, as well as online - clearly your end deliverable is not on paper, but the web! Its just better to rely on paper at an interview
Good Luck, and if I can help further - please just ask!
In Answer:
A portfolio is a great idea, and will really show off your capabilities. You need to focus that in showing both learning, development and progression as well as management/control of project as the portfolio develops.
I would start with listing down all the websites you have been involved with - if ever you go for a professional qualification, a good "diary" will be a basic requirement for entry, so you should have one already.
Next, for each site state your position in the project, and then the client brief: focusing on the business gains they wanted, and why they choose you/your company. Finally, through both the graphics (one page per site ideally) as well as some chosen words, show how you met or developed the final product and your role within the team (so that's need, brief, activity, outcome - think about each as a project). If you have numbers (ie - investment versus return). then include those at the end.
Now, pick out the projects in reverse chronological order - going back from your current to first project. See how your skills have developed, and hence pick the ten which best show how your have progressed along the line (ie - learning, development and progression as well as management/control of project). You want to show your development towards this ideal job
Too many portfolio's include the same old/same old story: brief, cool graphics, invoice - as a portfolio for gaining the next job, you want to show progression on the key skills the employer is looking for. And always include a bit of innovation/progression between projects, and don't leave too long a timeline "gap" between projecxts - space them evenly.
This output should be available in A4 sheet format per project, as well as online - clearly your end deliverable is not on paper, but the web! Its just better to rely on paper at an interview
Good Luck, and if I can help further - please just ask!
Monday, 2 June 2008
Candidate - no follow up, what do I do?
Russ asks: Having been for an interview three weeks ago, and heard nothing, I am getting a bit worried. Do I assume I have not been hired, or is there anything I can do?
In answer:
It's not unusual Russ, but it is rare for companies not to follow up - and its often a legal need. Most often, if you hear within the first few days, you haven't got the job - but not hearing can be equally as distressing. At the end of the interview, you were probably reminded that should you have any follow up question, that you should contact someone from HR. In corporates, there is a good reason for that, as legally they want to protect the corporation. If you feel in any doubt, then do pick up the phone and ask. But, if you really want the job, or have had no answer from the HR people - pick up the phone and speak to the hiring manager, who you met during the interview. This is a risky strategy (except for sales posts), but one which - if you accept the likely hood that you didn't get the job - can work to you advantage. Don't write a letter, call the main switchboard and ask to speak to the hiring manager by name. When they answer, explain who you are and when you were interviewed, and that you have asked HR for an update and have heard nothing. As you had other interviews at the same time and wanted to know what your options were, you thought you would give them a call. Now, pin back your ears, go silent, prepare to be wholly sympathetic to their plight - and just listen! Be fully prepared for the "sorry, but..." and also be prepared for a few additional questions. Good Luck!
In answer:
It's not unusual Russ, but it is rare for companies not to follow up - and its often a legal need. Most often, if you hear within the first few days, you haven't got the job - but not hearing can be equally as distressing. At the end of the interview, you were probably reminded that should you have any follow up question, that you should contact someone from HR. In corporates, there is a good reason for that, as legally they want to protect the corporation. If you feel in any doubt, then do pick up the phone and ask. But, if you really want the job, or have had no answer from the HR people - pick up the phone and speak to the hiring manager, who you met during the interview. This is a risky strategy (except for sales posts), but one which - if you accept the likely hood that you didn't get the job - can work to you advantage. Don't write a letter, call the main switchboard and ask to speak to the hiring manager by name. When they answer, explain who you are and when you were interviewed, and that you have asked HR for an update and have heard nothing. As you had other interviews at the same time and wanted to know what your options were, you thought you would give them a call. Now, pin back your ears, go silent, prepare to be wholly sympathetic to their plight - and just listen! Be fully prepared for the "sorry, but..." and also be prepared for a few additional questions. Good Luck!
Sunday, 1 June 2008
Interview tips - with a presentation....
Jason asks: Following a successful application/CV, I am now looking forward to an interview tomorrow afternoon for a fundraising job. The structure of the interview from their letter is as follows:
*2.55pm Arrive at reception for interview.
*3.00pm Interview begins
*3.45pm Interview ends
The first thing I have to do in the interview is a presentation about raising the profile of the charity and raising more funds. I have ten minutes for this, no more.
Has anyone else experienced this sort of interview? What happens after the first ten minutes? As the job is for a fundraising role I guess we'll talk about fundraising some more, but then I just did that?
In answer:
The standard agenda and timing for this type of interview is......
10mins for presentation
10mins for Q&A on presentation
25mins residual "standard" interview
This interview format more quickly separates for the employer, applicants who have both the required mix of skills/experience AND will fit into the organisation the easiest. This is an interview format that makes it easy to pick out the candidates the employer can say YES to, because it is full of candidate elephant traps. If the applicant is off track from what the employer is looking for from the start of the presentation, the applicant is unlikely to get back on track in the rest of the interview.
A 10min presentation is a maximum of six slides in large print (is that A4, flip-chart or powerpoint? take two extra copies which ever format). Do at least some financial analysis and market analysis, and pick out a quote or two from their own annual report - all on one slide; a SWOT is a common tool for analysing the where to; then an action plan split short/medium term - so that's three slides!
The next 10min section will then flow from that - think the 5W's of history: who, what, where, when, why - and in this case, how? Think questions like: HOW did you research this; WHY did you analyse it that way; WHAT are the alternatives/why did you dismiss them; and WHEN do you think the revenues would flow?
The formal interview will probe your skills against the job description, which will have highlighted the core skills the candidate is expected to have - so the questions will be based around your experience in those areas: "Give me an example of where your have.... (insert core skill)"
One thing you need to do is have at least five questions prepared for them which further probe the role - two will probably be resolved during the interview, and you want at least two for the end of the interview. Standard questions from the candidate which are not one of those five are: what are the next steps; when should I expect to hear from you; when would you expect the chosen candidate to start?
If you have any more questions, drop me a line - Good Luck!
*2.55pm Arrive at reception for interview.
*3.00pm Interview begins
*3.45pm Interview ends
The first thing I have to do in the interview is a presentation about raising the profile of the charity and raising more funds. I have ten minutes for this, no more.
Has anyone else experienced this sort of interview? What happens after the first ten minutes? As the job is for a fundraising role I guess we'll talk about fundraising some more, but then I just did that?
In answer:
The standard agenda and timing for this type of interview is......
This interview format more quickly separates for the employer, applicants who have both the required mix of skills/experience AND will fit into the organisation the easiest. This is an interview format that makes it easy to pick out the candidates the employer can say YES to, because it is full of candidate elephant traps. If the applicant is off track from what the employer is looking for from the start of the presentation, the applicant is unlikely to get back on track in the rest of the interview.
A 10min presentation is a maximum of six slides in large print (is that A4, flip-chart or powerpoint? take two extra copies which ever format). Do at least some financial analysis and market analysis, and pick out a quote or two from their own annual report - all on one slide; a SWOT is a common tool for analysing the where to; then an action plan split short/medium term - so that's three slides!
The next 10min section will then flow from that - think the 5W's of history: who, what, where, when, why - and in this case, how? Think questions like: HOW did you research this; WHY did you analyse it that way; WHAT are the alternatives/why did you dismiss them; and WHEN do you think the revenues would flow?
The formal interview will probe your skills against the job description, which will have highlighted the core skills the candidate is expected to have - so the questions will be based around your experience in those areas: "Give me an example of where your have.... (insert core skill)"
One thing you need to do is have at least five questions prepared for them which further probe the role - two will probably be resolved during the interview, and you want at least two for the end of the interview. Standard questions from the candidate which are not one of those five are: what are the next steps; when should I expect to hear from you; when would you expect the chosen candidate to start?
If you have any more questions, drop me a line - Good Luck!
Tuesday, 4 March 2008
Hint - wash before you interview (I am amazed I ever had to write that)
This article from leading sector publication Recruiter magazine from a REC survey got me thinking - who turns up for an interview before washing?
Personal hygiene has been cited as a key problem among job hunters with 47% of recruiters questioned that they had received negative feedback from employers on this, according to a survey by the Recruitment and Employment Confederation (REC). The survey also revealed anecdotes such as a candidate turning up in a ball gown for an interview with a fashion company, another candidate claimed he was very proficient at Sony PlayStation, several candidates tried to charm their interviewer by offering them sweets and one candidate was too vain to wear her glasses at interview and mistook a cupboard for the exit on her way out. Almost all respondents (93%) had received feedback from employers about a job hunter's interview appearance with 16-20 year olds identified as the worst offenders for dressing inappropriately. Casual clothing was an issue according to 63% of recruiters with one-in-four (23%) mentioning inappropriate footwear, one in three (29%) citing revealing clothing and one in five (19%), excessive jewellery.
I think the best I have had so far are the motorcyclist who got wet in his dry suit (lovely wet patch under his £500 suit jacket), and the guy who had just eatten Chinese noddles for the first time in ages - and had splattered sauce all over his shirt, jacket, trousers, hair, shoe's......
And they wonder why I had out an interview preparation sheet before I ever send anyone for interview...... ;)
Personal hygiene has been cited as a key problem among job hunters with 47% of recruiters questioned that they had received negative feedback from employers on this, according to a survey by the Recruitment and Employment Confederation (REC). The survey also revealed anecdotes such as a candidate turning up in a ball gown for an interview with a fashion company, another candidate claimed he was very proficient at Sony PlayStation, several candidates tried to charm their interviewer by offering them sweets and one candidate was too vain to wear her glasses at interview and mistook a cupboard for the exit on her way out. Almost all respondents (93%) had received feedback from employers about a job hunter's interview appearance with 16-20 year olds identified as the worst offenders for dressing inappropriately. Casual clothing was an issue according to 63% of recruiters with one-in-four (23%) mentioning inappropriate footwear, one in three (29%) citing revealing clothing and one in five (19%), excessive jewellery.
I think the best I have had so far are the motorcyclist who got wet in his dry suit (lovely wet patch under his £500 suit jacket), and the guy who had just eatten Chinese noddles for the first time in ages - and had splattered sauce all over his shirt, jacket, trousers, hair, shoe's......
And they wonder why I had out an interview preparation sheet before I ever send anyone for interview...... ;)
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