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!
Showing posts with label interview technique. Show all posts
Showing posts with label interview technique. Show all posts
Sunday, 10 August 2008
Have you ever lived for a day at the office of a potential employer?
Beth asks: I've been reading The Simplicity Survival Handbook by Bill Jensen for his tips on how to do less and achieve more. One unexpected suggestion was that when looking for a new job, if the potential employer is still interested after the first or second interview, ask to spend a day at the office and attend specific types of meetings that are real exhibits of how they make decisions, assign work, problem solve, etc. Then you can judge how your style and theirs will fit. Basically you're giving your potential employer a situational interview.
Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?
In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.
From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.
As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.
We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.
If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.
Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?
In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.
From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.
As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.
We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.
If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.
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!
Would you mention your online profile on your CV/Resume?
Jermina asks: Would you mention your linkedin profile url on your resume?
In answer:
Simply - what additional value does it add? If the recruiter or HR person is engaged by your skills and experience actually written on your CV/Resume, then you have made it to interview stage. If not - then it just gets filled in the "thanks but no thanks" pile. During the initial sift process, most HR/Recruiters don't have time to do much more than read the first half page of your application - if you have made no impact in that piece of paper, then your out.
Hence from experience, it makes no sense in adding it. There are many things you should mention on your CV/Resume before your LI profile to get you to interview stage. Once you are at the interview, or ideally on the initial telephone engagement, then it can be used to add value and show your experience and abilities, particularly in developing new business and personal career management.
Good Luck, and if I can help further please - just ask!
In answer:
Simply - what additional value does it add? If the recruiter or HR person is engaged by your skills and experience actually written on your CV/Resume, then you have made it to interview stage. If not - then it just gets filled in the "thanks but no thanks" pile. During the initial sift process, most HR/Recruiters don't have time to do much more than read the first half page of your application - if you have made no impact in that piece of paper, then your out.
Hence from experience, it makes no sense in adding it. There are many things you should mention on your CV/Resume before your LI profile to get you to interview stage. Once you are at the interview, or ideally on the initial telephone engagement, then it can be used to add value and show your experience and abilities, particularly in developing new business and personal career management.
Good Luck, and if I can help further please - just ask!
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!
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