What Hiring Managers Really Look For
By Steve Tobak | September 12, 2011
Interviewing for a job is a lot like giving a presentation. It’s hard to imagine your career going anywhere unless you learn how to do it effectively. Unfortunately, you probably weren’t born with the interview gene. For most people, interviewing is a real struggle.
So what do you do? Get online and search for tips. Unfortunately, the vast majority of that stuff is written by self-proclaimed experts who’ve never been hiring managers and didn’t learn how to do it right from a Fortune 500 company that depends on hiring young up-and-comers and promoting from within.
In other words, they really have no idea what they’re talking about.
The truth is that, when you’re on a job hunt, the absolute worst thing you can do is get yourself all worked up by reading laundry lists of interview questions and horror stories, worrying about stuff you can’t do anything about, and filling your head with useless advice.
All that does is keep you from being yourself and doing what matters most in a job interview: demonstrating you’re the right person for the job.
The best way to do that is the first lesson in interviewing for a job, which just so happens to be the same first lesson in giving an effective presentation: find out what matters most to the audience. More specifically, find out what matters most to hiring managers.
Fortunately, I happen to know all about that sort of thing. You see, as a young manager at Texas Instruments, I volunteered to lead the recruiting effort for my entire department. And since TI is very big on hiring up-and-comers and grooming them for senior management, they train their managers on how to find the right people for the right job.
Since then, I’ve interviewed and hired countless people at every organizational level, from individual contributors to VPs, from engineers to marketers. I’ve worked with some very successful HR executives and recruiters. Not only that, I’ve interviewed with more than a few successful CEOs and tough VCs myself.
I guess you can say I’m battle-tested on both sides of the equation. So, not only is this What Hiring Managers Really Look For, but if you’re a hiring manager and this isn’t what you look for in a job interview, you might want to reconsider that strategy:
Initial gut feeling. What can I tell you; it’s not scientific but it is the truth. Good managers and executives learn to trust their gut instincts and, sure enough, that’s pretty darn subjective. The best thing to do is be yourself, be genuine, be nice, be open, and relax. Look him right in the eye, smile, and remember, he’s just a flesh and blood person, just like you. Chemistry is all about making a connection and it starts with first impressions.
Do you meet the job spec? If gut feeling is highly subjective, this is the opposite. Right or wrong, there’s a written job spec and the hiring manager wants to find out if you meet it or not. That includes everything from functional capability and previous experience to communication skills and personal characteristics. Since you’ve presumably read the spec, this is your window into what they’re looking for.
Are you who you represent yourself to be? They bring you in based on a virtual piece of paper - your resume - and maybe a phone screen, so they want to see if that’s really you or a bunch of BS. Hopefully, you’re better in person than on paper. My favorite analogy is this: you want to look at least as good naked as you do in clothes. It’s the same thing when you’re interviewing. You don’t want to be a letdown in the flesh. Think about that when you’re embellishing your resume.
Your experience. This is huge, but not in the way you think. Get this. What they’re really looking for are specific anecdotes that resonate with their current situation, concerns, and priorities for the position. If you can find out what that is and satisfy that criteria, I doubt if the number of years you’ve been doing something matters much. Example: if they’re trying to grow a new business, they want to hear exactly how you’ve done that in the past.
Are you smart? You can gain wisdom, get experience, and learn skills, but by the time you interview for a professional job, the smarts are pretty much baked in. The hiring manager wants to know how you think and problem solve. That’s what all those weird questions you always hear about are for. But the thing is, reading laundry lists of weird questions won’t change how you handle them because it doesn’t change how you think or problem solve? Make sense?
What’s your personality like? What kind of person are you? What are your strengths and weaknesses: positive characteristics and attributes that you need to work on, and are you aware of the latter? Do you have a can-do attitude and a strong work ethic or a sense of entitlement? How do you carry yourself? Are you confident and self-assured or overconfident and full of yourself? Are you grounded, self-driven? Can you handle responsibility and will you hold yourself accountable?
Do you get along with others? Are you better on your own or as a team player? Are you so thin-skinned that everything rubs you the wrong way or so insular that you’re completely oblivious to the needs and wants of others? How well do you actually listen? Are you aggressive and set in your ways or calm and flexible? Reference checks are also part of this, but they’ll still want to get a read of you in person.
Are you like-minded? I know, I know. We shouldn’t, and it’s not logical, but we do. We look for ourselves, or at least people who have some of the same characteristics we value in ourselves. It’s human nature. That’s why, when you - the candidate - ask a question, it might resonate and it might not. It’s highly subjective. If it’s the same sort of question she would have asked, she’ll like that. If she thinks it’s dopey, not so much. My advice here: listen hard for clues and otherwise be very open-minded, neutral, non-controversial, and non-confrontational.
Bottom line. Look, if you find it entertaining to read about weird interview questions or horror stories, knock yourself out. But if you want to get hired for a good job, now you know the inside scoop on what good hiring managers look for.
If I had to offer just one piece of advice to improve your chance of getting hired, it’s this. Find out as much as you can about what they’re looking for, think about your knowledge and experience, find the intersection points, and deliver a couple of hard-hitting anecdotes that demonstrate you’re the one who can do what they need done. Otherwise, relax and be yourself.
MY THOUGHTS
Hey, this is good. Really good. All jub hunters should read this.
Like the author I've interviewed thousands, hired hundreds and rejected more people than I hired. It's true that over the years, you get to develop a sixth sense about the applicant. I hate to say this but the first few minutes of an interview is very crucial. Most of us, interviewers actually know, during the fist couple of minutes, if an applicant can be a candidate or not. Of course, I've already checked on the job fir through the paper screening. Otherwise the aplicant will not even be called for an interview. Still, they have to prove that what they claim on paper is actually true. But that would come after the chemistry issue. However, I don't think chemistry is something that an applicant can prepare for. If it's not there' it's not there. And why would hire someone I will have difficulty liking.
Wednesday, September 14, 2011
Thursday, March 17, 2011
OUTSIDE PRESSURE IN HIRING
OUTSIDE PRESSURE IN HIRING
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
Is There Outside Pressure?
No hiring manager operates in a vacuum. All of us have outside forces that influence us at work every day. The manager has a boss that he/she has to keep happy. The position the manager is trying to fill probably will interact with other departments in the company. The manager of the other department may have preferences for the skills that department wants in the new hire. Human Resources (HR) is concerned that company and government rules and regulations regarding hiring practices be followed. If hiring you is going to cause any problems with any of the outside influences you are less likely to be hired because it will make the manager's job more difficult.
The hiring manager is going to rank all the candidates for the job based on whether hiring them will cause any problems with any of the other departments:
* Will hiring you cause any problems with the hiring manager's boss?
* What other departments will you work with and do any of them have preferences that you don't meet?
* Is hiring you going to cause any problems with the company's hiring practices that will take time or effort on the manager's part to explain or justify?
* Will hiring you cause any problems with government rules or regulations that the company will have to deal with and the hiring manager will have to spend time to support?
Bottom Line
A hiring manager is going to hire the candidate who he or she believes will do the most to make his or her job easier. Every manager today has more work than they have time for and while they recognize that recruiting, screening, and hiring new employees is a critically important part of their job, they will always opt for the candidate who will do the most to help them out by making their job easier in all its different aspects.
MY THOUGHTS
this is especially true when hiring for support units. the functions and results of the support groups are heavily linked with those of the other departments. this means that other departments would have a lot of say in the hiring and selection for the support group.
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
Is There Outside Pressure?
No hiring manager operates in a vacuum. All of us have outside forces that influence us at work every day. The manager has a boss that he/she has to keep happy. The position the manager is trying to fill probably will interact with other departments in the company. The manager of the other department may have preferences for the skills that department wants in the new hire. Human Resources (HR) is concerned that company and government rules and regulations regarding hiring practices be followed. If hiring you is going to cause any problems with any of the outside influences you are less likely to be hired because it will make the manager's job more difficult.
The hiring manager is going to rank all the candidates for the job based on whether hiring them will cause any problems with any of the other departments:
* Will hiring you cause any problems with the hiring manager's boss?
* What other departments will you work with and do any of them have preferences that you don't meet?
* Is hiring you going to cause any problems with the company's hiring practices that will take time or effort on the manager's part to explain or justify?
* Will hiring you cause any problems with government rules or regulations that the company will have to deal with and the hiring manager will have to spend time to support?
Bottom Line
A hiring manager is going to hire the candidate who he or she believes will do the most to make his or her job easier. Every manager today has more work than they have time for and while they recognize that recruiting, screening, and hiring new employees is a critically important part of their job, they will always opt for the candidate who will do the most to help them out by making their job easier in all its different aspects.
MY THOUGHTS
this is especially true when hiring for support units. the functions and results of the support groups are heavily linked with those of the other departments. this means that other departments would have a lot of say in the hiring and selection for the support group.
WHAT WILL YOU COST?
WHAT WILL YOU COST?
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
What Will You Cost?
Every hiring manager has a budget. This budget has to cover the salary and benefits of the new hire, but also any adjustments to salaries of other team members that may be needed as a result. If the hiring manager can hire you at the targeted salary or below he/she can stay within budget and won't have to spend any time making adjustments. If you request a salary above the target the hiring manager may be able to accommodate that salary, but he/she will have to spend some time making adjustments. Are you requesting any benefits that are outside the company norm, like an extra week of vacation? Even if the hiring manager can arrange that, he or she is going to have to spend time and effort making the necessary arrangements. This doesn't mean you should not ask for the salary and benefits you feel you deserve, just that they may make the hiring manager's work load increase. The hiring manager may decide you are worth the cost, but it will impact the hiring decision.
The hiring manager is going to rank all the candidates for the job based on what they will cost, in both time and money:
* Are your salary requirements at or below the target for the position?
* Are you requesting any benefits beyond the company's norm?
* Will hiring you require the hiring manager make adjustments to any other team member's salary?
* Will hiring you require any additional effort on the hiring manager's part to justify any additional expense?
* Does the hiring manager believe you are worth the additional cost?
MY THOUGHTS
the issue of pay is something that you need to think about very, very carefully. how much you're getting now or how much you used to get in terms of pay should not be your first decIding factor. the company size, the industry, current market forces must be considered first when you quote your asking price.
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
What Will You Cost?
Every hiring manager has a budget. This budget has to cover the salary and benefits of the new hire, but also any adjustments to salaries of other team members that may be needed as a result. If the hiring manager can hire you at the targeted salary or below he/she can stay within budget and won't have to spend any time making adjustments. If you request a salary above the target the hiring manager may be able to accommodate that salary, but he/she will have to spend some time making adjustments. Are you requesting any benefits that are outside the company norm, like an extra week of vacation? Even if the hiring manager can arrange that, he or she is going to have to spend time and effort making the necessary arrangements. This doesn't mean you should not ask for the salary and benefits you feel you deserve, just that they may make the hiring manager's work load increase. The hiring manager may decide you are worth the cost, but it will impact the hiring decision.
The hiring manager is going to rank all the candidates for the job based on what they will cost, in both time and money:
* Are your salary requirements at or below the target for the position?
* Are you requesting any benefits beyond the company's norm?
* Will hiring you require the hiring manager make adjustments to any other team member's salary?
* Will hiring you require any additional effort on the hiring manager's part to justify any additional expense?
* Does the hiring manager believe you are worth the additional cost?
MY THOUGHTS
the issue of pay is something that you need to think about very, very carefully. how much you're getting now or how much you used to get in terms of pay should not be your first decIding factor. the company size, the industry, current market forces must be considered first when you quote your asking price.
Monday, March 14, 2011
WILL YOU FIT THE TEAM?
WILL YOU FIT THE TEAM?
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
Will You Fit The Team?
Generally, the better you fit with the team and the company culture the more likely you are to be hired. The hiring manager knows that if you fit with the rest of the team he/she will not have to spend time resolving inter-personal conflicts between you and the other members of the team. If you fit well with the rest of the team you are more likely to fit into established patterns and procedures and improve the team's production rather than require a period of adjustment with reduced productivity.
The exception to this is when the manager sees your lack of fit as a good thing. For example, with a very young team, the manager may hire a more experienced candidate to bring a more structured approach to the team.
The hiring manager is going to rank all the candidates for the job based on how well they fit the team and the company culture:
* Are you a good fit with the team?
* Will you fit with existing procedures and practices?
* How quickly will you be able to get up to full productivity?
* Do you have personal traits that don't fit the team, but are desirable?
* Are you a good fit with the overall company culture?
MY THOUGHTS
this is one area where hiring managers need to be trained. hiring managers tend to focus so much on whether the applicant can do the job. and because they are pressed to hire for their production, they are more likely to overlook the 'fit' issue.
and this is where HR should come in. first,of course,is to train the hiring managers.then come-up with assessment tools to help the hiring managers make wise decisions. it's still best for HR to do the assessments first and recommend only the best choices to the hiring manager.
from the article "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
Will You Fit The Team?
Generally, the better you fit with the team and the company culture the more likely you are to be hired. The hiring manager knows that if you fit with the rest of the team he/she will not have to spend time resolving inter-personal conflicts between you and the other members of the team. If you fit well with the rest of the team you are more likely to fit into established patterns and procedures and improve the team's production rather than require a period of adjustment with reduced productivity.
The exception to this is when the manager sees your lack of fit as a good thing. For example, with a very young team, the manager may hire a more experienced candidate to bring a more structured approach to the team.
The hiring manager is going to rank all the candidates for the job based on how well they fit the team and the company culture:
* Are you a good fit with the team?
* Will you fit with existing procedures and practices?
* How quickly will you be able to get up to full productivity?
* Do you have personal traits that don't fit the team, but are desirable?
* Are you a good fit with the overall company culture?
MY THOUGHTS
this is one area where hiring managers need to be trained. hiring managers tend to focus so much on whether the applicant can do the job. and because they are pressed to hire for their production, they are more likely to overlook the 'fit' issue.
and this is where HR should come in. first,of course,is to train the hiring managers.then come-up with assessment tools to help the hiring managers make wise decisions. it's still best for HR to do the assessments first and recommend only the best choices to the hiring manager.
CAN YOU DO THE JOB?
from the "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
You will hear and read a lot of information about what factors influence how the hiring decision is made. In reality, it all comes down to one thing - will hiring you make the hiring manager's job easier. The takes many things into consideration, but the person who gets hired is the one the hiring manager perceives will do the most to make his or her job easier.
Can You Do The Job?
Clearly this is a major consideration. The better you can do the job the easier the manager's job will be. The more skilled you are the less time the manager will have to spend managing you and directing your work. You will need less training if you are already good at the job. This saves the manager time and saves money in his/her budget.
The manager is going to rank all the candidates for the job based on how well they can do the job:
* Do you have the basic skills required for the job?
* How much experience have you had doing the work required by this job?
* What advanced skills do you have that are relevant to this job?
* How much training will you need?
* Will quickly will you be able to work independently?
* Will you be able to help or train others?
MY THOUGHTS
most assessments focus on your capabilities and abilities that will help you do the job. however, this is just one of the considerations.
other considerations would be:
Will You Fit The Team?
What Will You Cost?
Is There Outside Pressure?
from the "Insiders Guide To The Hiring Decision"
How The Hiring Decision Is Really Made
By F. John Reh, About.com Guide
You will hear and read a lot of information about what factors influence how the hiring decision is made. In reality, it all comes down to one thing - will hiring you make the hiring manager's job easier. The takes many things into consideration, but the person who gets hired is the one the hiring manager perceives will do the most to make his or her job easier.
Can You Do The Job?
Clearly this is a major consideration. The better you can do the job the easier the manager's job will be. The more skilled you are the less time the manager will have to spend managing you and directing your work. You will need less training if you are already good at the job. This saves the manager time and saves money in his/her budget.
The manager is going to rank all the candidates for the job based on how well they can do the job:
* Do you have the basic skills required for the job?
* How much experience have you had doing the work required by this job?
* What advanced skills do you have that are relevant to this job?
* How much training will you need?
* Will quickly will you be able to work independently?
* Will you be able to help or train others?
MY THOUGHTS
most assessments focus on your capabilities and abilities that will help you do the job. however, this is just one of the considerations.
other considerations would be:
Will You Fit The Team?
What Will You Cost?
Is There Outside Pressure?
Monday, March 7, 2011
The Most Common-- and Annoying--Interview Question
By BNET Contributors | February 10, 2011
By Alana Horowitz, Business Insider
What is your biggest weakness?
It’s an age-old question you never know how to prepare for before the big interview. Chances are, it might not come up, but if it does, you need to be ready.
You have to provide an answer that’s honest without making you look incompetent. Not an easy task, explains Harvard Business Review, but not impossible either.
If you’re lobbed the question, follow these simple tips:
1. Have an answer ready. Suggest a quality that can be improved, or one that will not affect your job too much– like how you went to a great school in California, but no one out East seems to have heard of it. And don’t be like Michael Scott from NBC’s The Office: “I work too hard, I care too much and sometimes I can be too invested in my job.” No one’s buying that.
2. Get a second opinion. Ask your most critical friends for feedback to make sure it sounds reasonable.
3. Change the topic - and quickly. End your answer by posing a question to the interviewer, so that the attention is deflected away from your answer.
MY THOUGHTS
No,no! I wouldn't recommend No. 3. Some of us, hardcore interviewers, will not see that as a good sign. As the interviewer, I prefer that you be honest. No one is perfect. People who answer "none" are just plain ego trippers. Those who say "I don't know" may be lacking in maturity. Either way won't help you land that job.
By BNET Contributors | February 10, 2011
By Alana Horowitz, Business Insider
What is your biggest weakness?
It’s an age-old question you never know how to prepare for before the big interview. Chances are, it might not come up, but if it does, you need to be ready.
You have to provide an answer that’s honest without making you look incompetent. Not an easy task, explains Harvard Business Review, but not impossible either.
If you’re lobbed the question, follow these simple tips:
1. Have an answer ready. Suggest a quality that can be improved, or one that will not affect your job too much– like how you went to a great school in California, but no one out East seems to have heard of it. And don’t be like Michael Scott from NBC’s The Office: “I work too hard, I care too much and sometimes I can be too invested in my job.” No one’s buying that.
2. Get a second opinion. Ask your most critical friends for feedback to make sure it sounds reasonable.
3. Change the topic - and quickly. End your answer by posing a question to the interviewer, so that the attention is deflected away from your answer.
MY THOUGHTS
No,no! I wouldn't recommend No. 3. Some of us, hardcore interviewers, will not see that as a good sign. As the interviewer, I prefer that you be honest. No one is perfect. People who answer "none" are just plain ego trippers. Those who say "I don't know" may be lacking in maturity. Either way won't help you land that job.
Saturday, February 12, 2011
HOW TO WRITE A RESUME
How to Write a Resume: Dos and Don’ts
By Suzanne Lucas | February 2, 2011
www.bnet.com
Many people feel overwhelmed at the idea of writing their resume. How can you possibly describe your entire career in a page or two? But that’s thinking about the resume in the wrong way.
Remember this and commit it to memory: Resumes are marketing documents. They aren’t your life/work history. They aren’t required to show your failures and short coming. Their purpose is to quickly tell a recruiter/hiring manager that you have the qualifications to do this work.
Here are 5 Dos and 5 Don’ts for Resume Writing:
Do
* Put your jobs in reverse chronological order. Your last/current relevant job goes first. (You can choose to leave off an irrelevant, short term job.) Some people write “functional resumes“, but many HR managers view these as attempts to hide something unpleasant.
* Move your education to the end of the page. I know you’re proud of your school, but unless you’re a new grad, your degree in Economics and minor in Sociology should go after your work experience.
* Turn accomplishments into numbers. Some departments have 1 person, and some have 350. Quantify yours. “Managed a department of 12 analysts” is a lot stronger than “Managed a department.” Did you have budget responsibilities? “Managed a $2.3 Million budget” is very different from “Managed a $75,000 budget.” How many clients did you juggle? 1, 2, 25? Quantify.
* Identify your strengths. What skills keep popping up in job after job? Those are your strongest assets. Make sure to highlight them in your resume by placing them directly under the job title.
* Write out your description of each skill/accomplishment. People typically agonize over this stage. Should they write full sentences? Use bullet points? Arrows? Use a period at the end of each line, or perhaps a semi-colon or nothing? Truly, it doesn’t matter. Just be consistent.
Don’t
* Write paragraphs. A resume should be scannable. People like white space on resumes. Recruiters want to be able to glance at the resume and get the gist. Blocks of solid text require more attention.
* Make the recruiter guess what your actual job was. Put your titles in bold. Translate strange titles into descriptive ones. For example, if your title was “Community Rock Star,” write: Community Rock Star (Public Relations Specialist).
* Share Too Much Information. No birthdate, religion, hobbies, weight, social security number, marital status, links to Facebook or personal blogs, children, sexual orientation or life mission statements.
* Make your resume too long. 1-2 pages is the generally accepted length. Anything longer will likely get overlooked.
* Forget to proofread. Get your friend, your neighbor, your mother-in-law (she won’t be afraid to criticize) to look at it. You want them to look for spelling, grammar, and consistency. Does it make sense?
For further reading:
* 8 Simple Ways to Customize Your Resume
* How to Write a Resume: 6 Steps to Take Before You Write
MY THOUGHTS
i hardly ever look at the educational attainment. unless of course if i'm screening for a highly technical jobs that requires engineers or CPAs. otherwise, i review the work experience.
spend time on your resume. this is the paper that will get you an interview.
By Suzanne Lucas | February 2, 2011
www.bnet.com
Many people feel overwhelmed at the idea of writing their resume. How can you possibly describe your entire career in a page or two? But that’s thinking about the resume in the wrong way.
Remember this and commit it to memory: Resumes are marketing documents. They aren’t your life/work history. They aren’t required to show your failures and short coming. Their purpose is to quickly tell a recruiter/hiring manager that you have the qualifications to do this work.
Here are 5 Dos and 5 Don’ts for Resume Writing:
Do
* Put your jobs in reverse chronological order. Your last/current relevant job goes first. (You can choose to leave off an irrelevant, short term job.) Some people write “functional resumes“, but many HR managers view these as attempts to hide something unpleasant.
* Move your education to the end of the page. I know you’re proud of your school, but unless you’re a new grad, your degree in Economics and minor in Sociology should go after your work experience.
* Turn accomplishments into numbers. Some departments have 1 person, and some have 350. Quantify yours. “Managed a department of 12 analysts” is a lot stronger than “Managed a department.” Did you have budget responsibilities? “Managed a $2.3 Million budget” is very different from “Managed a $75,000 budget.” How many clients did you juggle? 1, 2, 25? Quantify.
* Identify your strengths. What skills keep popping up in job after job? Those are your strongest assets. Make sure to highlight them in your resume by placing them directly under the job title.
* Write out your description of each skill/accomplishment. People typically agonize over this stage. Should they write full sentences? Use bullet points? Arrows? Use a period at the end of each line, or perhaps a semi-colon or nothing? Truly, it doesn’t matter. Just be consistent.
Don’t
* Write paragraphs. A resume should be scannable. People like white space on resumes. Recruiters want to be able to glance at the resume and get the gist. Blocks of solid text require more attention.
* Make the recruiter guess what your actual job was. Put your titles in bold. Translate strange titles into descriptive ones. For example, if your title was “Community Rock Star,” write: Community Rock Star (Public Relations Specialist).
* Share Too Much Information. No birthdate, religion, hobbies, weight, social security number, marital status, links to Facebook or personal blogs, children, sexual orientation or life mission statements.
* Make your resume too long. 1-2 pages is the generally accepted length. Anything longer will likely get overlooked.
* Forget to proofread. Get your friend, your neighbor, your mother-in-law (she won’t be afraid to criticize) to look at it. You want them to look for spelling, grammar, and consistency. Does it make sense?
For further reading:
* 8 Simple Ways to Customize Your Resume
* How to Write a Resume: 6 Steps to Take Before You Write
MY THOUGHTS
i hardly ever look at the educational attainment. unless of course if i'm screening for a highly technical jobs that requires engineers or CPAs. otherwise, i review the work experience.
spend time on your resume. this is the paper that will get you an interview.
Friday, January 28, 2011
VOLUNTEER TO GET A JOB?
Get a Job by Volunteering
By Farnoosh Torabi | Aug 26, 2010
With the average unemployment period now lasting eight-and-a-half months, many job seekers are grappling with ways to meaningfully bridge the gap between being out of work and getting hired, especially young adults who may lack experience. For some, the solution is volunteering. There may be no paycheck, but in some cases it’s proving to be a means to a gainfully employed end.
When Jocelyn Jackson, 24, lost her communications job in 2009 she continued to volunteer at The Studio Museum in Harlem where she had been helping out since 2008. Suddenly without a 9-to-5, Jackson began to see the unpaid position as more than just a fun pastime activity. She saw it as a way to enhance her creative skills, such as photography, and maybe even use her experience to transition to a new career. “I started to consider how my association with the Studio Museum could evolve into something more,” she says, from expanding her knowledge about art and photography to learning how to be a teacher and educator.
There are many professional advantages to volunteering, say career experts. “It gives you a great working experience while you’re out of a job and allows you to meet people who may help you with your job search,” says Barbara Safani, a career strategist and President of Career Solvers. “If you are in a volunteer situation, people share information. These are leads that will not be put on a job board…It’s really a piece of your networking strategy.”
If your goal is to volunteer and boost your chances of getting a job, your approach needs to be strategic, says Safani. In addition to the obvious advantages of choosing volunteer work that’s relevant to your career, her tips include:
1. Take a Leadership Position
Whether you sit on a committee or lead a group of volunteers on a field project, having a leadership role is great for your resume. If a hiring manager asks if you’ve ever managed a staff before you can describe your leadership experiences as a volunteer.
2. Raise Your Profile
While you’re at it, boost your visibility within the organization. “It may be as simple as being the person who sits at the registration desk,” says Safani. “With this role you get a sense of who’s coming by and what they do.”
3. Don’t Volunteer-Hop
Being authentic, consistent and visible at one volunteering organization can increase your chances of getting a job either within the non-profit world or beyond, as people regularly notice your hard efforts and passion. Don’t stretch yourself thin by volunteering at 5 different places. “People have to remember you. You don’t want it to be, ‘Who’s that person?’” says Safani.
Jackson now receives a paycheck from the Studio Museum, as her volunteer efforts transitioned into a freelance education program coordinator. “I think volunteering is extremely important, whether you are gainfully employed or not, she says. “It’s not about simply volunteering to volunteer. It is about finding a place that really speaks to the person you are and your present and future desires. Find your cause and follow it.”
MY THOUGHTS
not a bad idea. not all. but i believe (strongly) it has to be something you want to do to really help. not just a means to an end.
By Farnoosh Torabi | Aug 26, 2010
With the average unemployment period now lasting eight-and-a-half months, many job seekers are grappling with ways to meaningfully bridge the gap between being out of work and getting hired, especially young adults who may lack experience. For some, the solution is volunteering. There may be no paycheck, but in some cases it’s proving to be a means to a gainfully employed end.
When Jocelyn Jackson, 24, lost her communications job in 2009 she continued to volunteer at The Studio Museum in Harlem where she had been helping out since 2008. Suddenly without a 9-to-5, Jackson began to see the unpaid position as more than just a fun pastime activity. She saw it as a way to enhance her creative skills, such as photography, and maybe even use her experience to transition to a new career. “I started to consider how my association with the Studio Museum could evolve into something more,” she says, from expanding her knowledge about art and photography to learning how to be a teacher and educator.
There are many professional advantages to volunteering, say career experts. “It gives you a great working experience while you’re out of a job and allows you to meet people who may help you with your job search,” says Barbara Safani, a career strategist and President of Career Solvers. “If you are in a volunteer situation, people share information. These are leads that will not be put on a job board…It’s really a piece of your networking strategy.”
If your goal is to volunteer and boost your chances of getting a job, your approach needs to be strategic, says Safani. In addition to the obvious advantages of choosing volunteer work that’s relevant to your career, her tips include:
1. Take a Leadership Position
Whether you sit on a committee or lead a group of volunteers on a field project, having a leadership role is great for your resume. If a hiring manager asks if you’ve ever managed a staff before you can describe your leadership experiences as a volunteer.
2. Raise Your Profile
While you’re at it, boost your visibility within the organization. “It may be as simple as being the person who sits at the registration desk,” says Safani. “With this role you get a sense of who’s coming by and what they do.”
3. Don’t Volunteer-Hop
Being authentic, consistent and visible at one volunteering organization can increase your chances of getting a job either within the non-profit world or beyond, as people regularly notice your hard efforts and passion. Don’t stretch yourself thin by volunteering at 5 different places. “People have to remember you. You don’t want it to be, ‘Who’s that person?’” says Safani.
Jackson now receives a paycheck from the Studio Museum, as her volunteer efforts transitioned into a freelance education program coordinator. “I think volunteering is extremely important, whether you are gainfully employed or not, she says. “It’s not about simply volunteering to volunteer. It is about finding a place that really speaks to the person you are and your present and future desires. Find your cause and follow it.”
MY THOUGHTS
not a bad idea. not all. but i believe (strongly) it has to be something you want to do to really help. not just a means to an end.
Thursday, January 27, 2011
USE SOCIAL NETWORKING IN YOUR JOB SEARCH
How social networking tools can help in your job search
By Connie Thompson
Story Published: Jan 20, 2011 at 9:55 AM PST
More than ever, if you're looking for a job, social networking holds the key. But it's a lot more involved than tweeting to your followers, or posting a notice on Facebook.
Even as the economy picks up, a recent survey by employment researchers at Challenger, Gray & Christmas, shows one in 6 job seekers expects to spend more than a year trying to land a new job. Career counselors say to shorten that time, maximize your social networking.
Nationally recognized career coach Robin Ryan helps employers select top candidates. She also helps job hunters land work. Which websites does she recommend to job seekers?
"We want to go to websites like Indeed.com," she said.
Indeed.com is not a social network site. It's a sweep site that scours job openings from employers sites, newspapers, and other job listings across the country. You can find out about job trends and openings in your area.
"Another great tool on the Internet, too, is called LinkedIn. Now this is the social media you should be using, not Facebook and definitely not Twitter," Ryan said.
A lot of people know about LinkedIn. But Ryan says many people who use this professional networking site are missing opportunities. Experts say the most successful job hunters routinely expand their contacts, research potential employers, get insider leads from their connections, and track down former colleagues and bosses.
"I've had people that were clients, land a new job, because they went on LinkedIn, found old bosses, connected with them, and they either hired them at their new company, or connected them to someone who had an opening and got hired that way," she said.
They key is to find contacts who know someone in the field you're looking for and get your resume in the hands of someone who works at a company where you want to be. But don't live online just sending out resumes. Your computer is only one tool. A big part of the networking formula is connecting in face to face- something many job seekers fail to do.
Employment experts say many job hunters also make the mistake of being too general about what they're looking for.
"Employers do not hire people to work at their company. They hire people to do a specific job. So when somebody says, 'Well, what kind of job are you looking for?' a response like 'Something in management.' is way too broad," said Ryan.
As an example, Ryan suggests a preferable response: "'In my last position I was a supervisor in the customer service call center.' Now that's more specific. You do customer service. You've done a call center. You've been a supervisor. So now you've told us the three things that are important about you."
Employers want specifics: the job title, the duties and what you bring to the table.
Spread that message to everyone on your contact list, and continually expand your list both online and in person.
MY THOUGHTS
yes, employers want specifics. but they want specifics that an applicant can back up by credentials. i remember coaching someone who's looking for a job. he was very specific. he wanted a post in marketing. not just marketing, mind you. he wanted a management post in marketing. a graduate in human resources who worked 2 years in a small family business won't be able to back that up. so, go ahead. be specific. but be realistic, too. i doubt you'd get seriously hired for a position you have no preparation for. not even in school. unless it's a call center. or your dad has the job opening.
By Connie Thompson
Story Published: Jan 20, 2011 at 9:55 AM PST
More than ever, if you're looking for a job, social networking holds the key. But it's a lot more involved than tweeting to your followers, or posting a notice on Facebook.
Even as the economy picks up, a recent survey by employment researchers at Challenger, Gray & Christmas, shows one in 6 job seekers expects to spend more than a year trying to land a new job. Career counselors say to shorten that time, maximize your social networking.
Nationally recognized career coach Robin Ryan helps employers select top candidates. She also helps job hunters land work. Which websites does she recommend to job seekers?
"We want to go to websites like Indeed.com," she said.
Indeed.com is not a social network site. It's a sweep site that scours job openings from employers sites, newspapers, and other job listings across the country. You can find out about job trends and openings in your area.
"Another great tool on the Internet, too, is called LinkedIn. Now this is the social media you should be using, not Facebook and definitely not Twitter," Ryan said.
A lot of people know about LinkedIn. But Ryan says many people who use this professional networking site are missing opportunities. Experts say the most successful job hunters routinely expand their contacts, research potential employers, get insider leads from their connections, and track down former colleagues and bosses.
"I've had people that were clients, land a new job, because they went on LinkedIn, found old bosses, connected with them, and they either hired them at their new company, or connected them to someone who had an opening and got hired that way," she said.
They key is to find contacts who know someone in the field you're looking for and get your resume in the hands of someone who works at a company where you want to be. But don't live online just sending out resumes. Your computer is only one tool. A big part of the networking formula is connecting in face to face- something many job seekers fail to do.
Employment experts say many job hunters also make the mistake of being too general about what they're looking for.
"Employers do not hire people to work at their company. They hire people to do a specific job. So when somebody says, 'Well, what kind of job are you looking for?' a response like 'Something in management.' is way too broad," said Ryan.
As an example, Ryan suggests a preferable response: "'In my last position I was a supervisor in the customer service call center.' Now that's more specific. You do customer service. You've done a call center. You've been a supervisor. So now you've told us the three things that are important about you."
Employers want specifics: the job title, the duties and what you bring to the table.
Spread that message to everyone on your contact list, and continually expand your list both online and in person.
MY THOUGHTS
yes, employers want specifics. but they want specifics that an applicant can back up by credentials. i remember coaching someone who's looking for a job. he was very specific. he wanted a post in marketing. not just marketing, mind you. he wanted a management post in marketing. a graduate in human resources who worked 2 years in a small family business won't be able to back that up. so, go ahead. be specific. but be realistic, too. i doubt you'd get seriously hired for a position you have no preparation for. not even in school. unless it's a call center. or your dad has the job opening.
Tuesday, January 25, 2011
Job Search Tips 2011
Best Job Search Tips 2011
Here are Bizzable’s Job Search Tips for 2011.
1. Set goals and map out your day.
How many emails? How many phone calls? How much time networking online? Face to Face?
2. Research the companies that you want to work for, don’t be afraid to propose a position that can help them.
It’s a gutsy move but a well thought out, attainable and lucrative business plan will intrigue an prospective employer.
3. Write a targeted resume for each company, each position.
Never send a blanket resume and cover letter to every employer. It shows through and gets passed up in a nano second.
4. Look under free hidden rocks.
Bizzable’s staff searches 24/7 for hidden jobs and gives you centralized access in the free job search section.
5. Network, network, network.
Don’t underestimate the power of social media, the phone and face to face.
6. If you are not employed, volunteer at companies so that you retain a professional presence. Get out of the house every day.
7. Stay on track and don’t give up.Don’t expect results immediately.
8. Be prepared for the call back.
Many a job is lost by the poorly prepared. Give out the right contact info, answer your phone, walk with a cheat sheet on your strengths, be ready for an impromptu video conference call. Step outside if the dog is barking. Turn the TV off.
MY THOUGHTS
if you're not looking for a job, forward this to someone who is. I don't understand why you need to get out of the house everyday. i guess, maybe you might like it too much you'd want to remain unemployed for life.
Here are Bizzable’s Job Search Tips for 2011.
1. Set goals and map out your day.
How many emails? How many phone calls? How much time networking online? Face to Face?
2. Research the companies that you want to work for, don’t be afraid to propose a position that can help them.
It’s a gutsy move but a well thought out, attainable and lucrative business plan will intrigue an prospective employer.
3. Write a targeted resume for each company, each position.
Never send a blanket resume and cover letter to every employer. It shows through and gets passed up in a nano second.
4. Look under free hidden rocks.
Bizzable’s staff searches 24/7 for hidden jobs and gives you centralized access in the free job search section.
5. Network, network, network.
Don’t underestimate the power of social media, the phone and face to face.
6. If you are not employed, volunteer at companies so that you retain a professional presence. Get out of the house every day.
7. Stay on track and don’t give up.Don’t expect results immediately.
8. Be prepared for the call back.
Many a job is lost by the poorly prepared. Give out the right contact info, answer your phone, walk with a cheat sheet on your strengths, be ready for an impromptu video conference call. Step outside if the dog is barking. Turn the TV off.
MY THOUGHTS
if you're not looking for a job, forward this to someone who is. I don't understand why you need to get out of the house everyday. i guess, maybe you might like it too much you'd want to remain unemployed for life.
Monday, January 24, 2011
Job Hunting in Secret
Job Hunting in Secret: 6 Smart Tips
By Farnoosh Torabi | Jan 12, 2011
After two years of wage cuts, slashed bonuses and watching co-workers get laid off, American workers have finally built up enough frustration to tell their bosses, “I quit.” According to a survey last month by Right Management, 84% of workers plan to actively seek a new position in 2011, up from 60% in 2008. That might explain the dozen or so LinkedIn requests I received this week alone.
Job hunting now is certainly an ambitious task, especially after last week’s underwhelming jobs report. And as the saying goes, it’s often easier to find a job when you already have one - so don’t start packing up your cubicle just yet. Meanwhile, you want to be discreet. Here are some suggestions on how to secretly hunt for a new job as you dream of the day you hand in your two weeks’ notice.
1. Keep Communication Private
Printing out your resume at work and faxing it to another company’s HR department is like playing with fire. Avoid potentially compromising situations by keeping all job hunting-related communication away from your 9 to 5; if you don’t have a printer at home, find a friend with one, or use a nearby Kinko’s. Keep email discussions with prospective employers on a personal account. And if you must take a call from a prospective employer during work hours, do it on your cell and outside the building where you can speak freely.
2. Submit Your Online Resume Carefully
If you submit your resume to a public site, be careful. Your boss could come across it since many times your resume gets blasted to hundreds of companies, perhaps even your own. Instead, post on job sites where you have the option of keeping your company name and contact information hidden. Monster.com, CareerBuilder.com and SimplyHired are a few major job listing sites that offer confidential resume postings.
3. Watch What You Wear
Got a lunchtime meeting with a prospective boss? Unless everyone at your job wears suits, that interview suit will give you away. Men, if your attire is typically business casual, keep your interview tie in the car. Women, think about adding a jacket over a dress or keeping a pair of heels in your purse (or both) to take your outfit up a notch professionally.
4. Take Vacation or Personal Days for Interviews
Avoid taking sick days to interview. What happens if you actually do get the flu and need time off? Instead, take personal time off or a vacation day to schedule interviews. Book several in one day to maximize your time off and still have vacation time left for relaxing.
5. Video-Interview from Home
If a potential new job is out of town or out of state and you can’t take time off for the initial interview, ask if you can meet via a webcam-enabled service like Skype. A growing number of companies are doing this to save money and time. Make the appointment during a time when you are home - early, before you head into the office, or at lunch time or after work. My friend is actually going to a “speed interviewing” session one night this month, where she’ll meet a dozen or so prospective employers in an hour. They group is holding the session via Skype: It’s not only convenient, but it eliminates the risk of running into a co-worker.
6. Interview After Hours
Don’t be hesitant to suggest a time to meet beyond the 9 to 5 schedule. Meeting up after work or on the weekends is not unusual if you have a current job. Suggest a nice bookstore or coffee shop that is convenient for the interviewer.
MY THOUGHTS
i call this professional job hunting. don't you get amazed with those guys who are finding ways to leave the company but using the same company's resources? doesn't say much about them, right?
By Farnoosh Torabi | Jan 12, 2011
After two years of wage cuts, slashed bonuses and watching co-workers get laid off, American workers have finally built up enough frustration to tell their bosses, “I quit.” According to a survey last month by Right Management, 84% of workers plan to actively seek a new position in 2011, up from 60% in 2008. That might explain the dozen or so LinkedIn requests I received this week alone.
Job hunting now is certainly an ambitious task, especially after last week’s underwhelming jobs report. And as the saying goes, it’s often easier to find a job when you already have one - so don’t start packing up your cubicle just yet. Meanwhile, you want to be discreet. Here are some suggestions on how to secretly hunt for a new job as you dream of the day you hand in your two weeks’ notice.
1. Keep Communication Private
Printing out your resume at work and faxing it to another company’s HR department is like playing with fire. Avoid potentially compromising situations by keeping all job hunting-related communication away from your 9 to 5; if you don’t have a printer at home, find a friend with one, or use a nearby Kinko’s. Keep email discussions with prospective employers on a personal account. And if you must take a call from a prospective employer during work hours, do it on your cell and outside the building where you can speak freely.
2. Submit Your Online Resume Carefully
If you submit your resume to a public site, be careful. Your boss could come across it since many times your resume gets blasted to hundreds of companies, perhaps even your own. Instead, post on job sites where you have the option of keeping your company name and contact information hidden. Monster.com, CareerBuilder.com and SimplyHired are a few major job listing sites that offer confidential resume postings.
3. Watch What You Wear
Got a lunchtime meeting with a prospective boss? Unless everyone at your job wears suits, that interview suit will give you away. Men, if your attire is typically business casual, keep your interview tie in the car. Women, think about adding a jacket over a dress or keeping a pair of heels in your purse (or both) to take your outfit up a notch professionally.
4. Take Vacation or Personal Days for Interviews
Avoid taking sick days to interview. What happens if you actually do get the flu and need time off? Instead, take personal time off or a vacation day to schedule interviews. Book several in one day to maximize your time off and still have vacation time left for relaxing.
5. Video-Interview from Home
If a potential new job is out of town or out of state and you can’t take time off for the initial interview, ask if you can meet via a webcam-enabled service like Skype. A growing number of companies are doing this to save money and time. Make the appointment during a time when you are home - early, before you head into the office, or at lunch time or after work. My friend is actually going to a “speed interviewing” session one night this month, where she’ll meet a dozen or so prospective employers in an hour. They group is holding the session via Skype: It’s not only convenient, but it eliminates the risk of running into a co-worker.
6. Interview After Hours
Don’t be hesitant to suggest a time to meet beyond the 9 to 5 schedule. Meeting up after work or on the weekends is not unusual if you have a current job. Suggest a nice bookstore or coffee shop that is convenient for the interviewer.
MY THOUGHTS
i call this professional job hunting. don't you get amazed with those guys who are finding ways to leave the company but using the same company's resources? doesn't say much about them, right?
Wednesday, January 19, 2011
Job Interview Questions
Job Interview Questions to Ask
By F. John Reh, About.com Guide
When the screening of the candidates is done, you will bring the top two or three in for an interview. What questions should you ask them? What answers should you be looking for? How will you know which one to hire? Whether you work for a large company with a Human Resources department and volumes of procedures or are a small business owner with a few employees, the questions you want to ask are the same.
The Questions to Ask
You want to ask questions that, in increasing order of importance, tell you 1) whether the person has the skills to do the job, 2) how they function under pressure, and 3) how well they will fit into the team.
Can They Do the Job
These are perhaps the easiest questions. You have seen the person's resume so you know they claim to have the necessary skills. Ask a few questions to verify what they claim.
* "I see you managed the payroll for three subsidiaries. What was the most difficult part of integrating all of them?"
* "When you were the Marketing Manager for ABC company what were the steps you took when planning the annual marketing budget?"
* "I see you program in (whatever language). How would you link an indexed field variable to display on mouseover?"
Notice these questions ask how or what. They can not be answered yes or no. Listen to the answer to see how quickly they answer, how complete/correct their answer is, and whether they actually answer what you asked or go off to something with which they are more familiar.
How Well Do They Function Under Pressure
This may be the area where most managers have trouble asking good questions, but they are more important than the job competency questions above. We are reluctant to be the "bad guy", to put someone under pressure. However, there are very few jobs, and certainly none that report to you, that don't place the employee under stress from time to time. Anybody can do well in calm times. You want people who can function well when things get confusing or difficult. To identify which candidate will perform best under pressure, ask tough, stressful questions.
* "What makes you think you are better for this job than all the other candidates?"
* "Tell me about a stressful situation that occurred repeatedly on your last job and how you handled it."
* "Which co-worker at your last job did you get along with least well? What did you do about it?"
Again, the important thing here is how quickly, directly, and completely they answer your questions. If a candidate says he has never been under stress, avoid that person. Either he is lying or he is out of touch with reality. If a candidate says she get along with all her co-workers and never has a conflict with anyone, press for more information. She is either a saint or a doormat.
One question I like to ask here is "What did you think of our website?" It tells me whether the person has taken the time to visit our website to learn about the company, but it also tells me how they will respond to the pressure of being put on the spot.
How Well Will They Fit In
Among equally qualified candidates, this is the most important attribute. You need someone who will fit with the team and be a productive member, someone who will add to the team and not be a distraction. Be careful, though. You aren't looking for the "nicest" person. You are looking for the best fit. In addition to personality, you need to evaluate work habits, a complementary skill set, and where the team needs help.
In a very low key office, a loud, boisterous new hire would probably decrease the team's production, because the team would be so busy staring at the new comer and quietly discussing among themselves why the person is so loud. On the other hand, someone moderately outspoken could be just what the team needs to get them fired up and producing again at top levels.
If everyone in the group comes in between 8:30 and 9, but works until 6 PM or later, it will be difficult for a new hire to fit in if they always come in at 6:30 or 7 so they can leave at 3.
Manage This Issue
When you interview candidates for a job opening, you need to ask questions to be sure they can do the job, but it is even more important to ask questions to make sure they can handle stress and that they will fit in with the team.
MY THOUHTS
a job interview is perhaps one of the scariest experiences one person can ever go through. like public speaking, you cannot help but feel butterflies in your tummy. sometimes in multitudes. and as with giving a speech, being prepared for the event can and will lessen your nerves and give you more confidence. knowing, or at least projecting the type of questions that may crop up, will most definitely be a great help. i have interviewed quite a number of applicants in the course of my career. i agree with the author. i tend to put more weight on the attitude and the character of the person. believe me, skilled and competent interviewers, even if they are not psychologists, can make a fairly good assessment of who you are behind your carefully made-up face and manicured nails. most of us can make a decision to hire or reject during the first 5 minutes of the interview. i'm the type who would scrutinize the resume and literally write down my set of questions although i never follow the usual and most expected questions. i make sure i listen. very carefully. and i follow-up on the responses. yes,i am one mean interviewer. and that has paid off. i think i have 95-99% batting average in my assessments.
By F. John Reh, About.com Guide
When the screening of the candidates is done, you will bring the top two or three in for an interview. What questions should you ask them? What answers should you be looking for? How will you know which one to hire? Whether you work for a large company with a Human Resources department and volumes of procedures or are a small business owner with a few employees, the questions you want to ask are the same.
The Questions to Ask
You want to ask questions that, in increasing order of importance, tell you 1) whether the person has the skills to do the job, 2) how they function under pressure, and 3) how well they will fit into the team.
Can They Do the Job
These are perhaps the easiest questions. You have seen the person's resume so you know they claim to have the necessary skills. Ask a few questions to verify what they claim.
* "I see you managed the payroll for three subsidiaries. What was the most difficult part of integrating all of them?"
* "When you were the Marketing Manager for ABC company what were the steps you took when planning the annual marketing budget?"
* "I see you program in (whatever language). How would you link an indexed field variable to display on mouseover?"
Notice these questions ask how or what. They can not be answered yes or no. Listen to the answer to see how quickly they answer, how complete/correct their answer is, and whether they actually answer what you asked or go off to something with which they are more familiar.
How Well Do They Function Under Pressure
This may be the area where most managers have trouble asking good questions, but they are more important than the job competency questions above. We are reluctant to be the "bad guy", to put someone under pressure. However, there are very few jobs, and certainly none that report to you, that don't place the employee under stress from time to time. Anybody can do well in calm times. You want people who can function well when things get confusing or difficult. To identify which candidate will perform best under pressure, ask tough, stressful questions.
* "What makes you think you are better for this job than all the other candidates?"
* "Tell me about a stressful situation that occurred repeatedly on your last job and how you handled it."
* "Which co-worker at your last job did you get along with least well? What did you do about it?"
Again, the important thing here is how quickly, directly, and completely they answer your questions. If a candidate says he has never been under stress, avoid that person. Either he is lying or he is out of touch with reality. If a candidate says she get along with all her co-workers and never has a conflict with anyone, press for more information. She is either a saint or a doormat.
One question I like to ask here is "What did you think of our website?" It tells me whether the person has taken the time to visit our website to learn about the company, but it also tells me how they will respond to the pressure of being put on the spot.
How Well Will They Fit In
Among equally qualified candidates, this is the most important attribute. You need someone who will fit with the team and be a productive member, someone who will add to the team and not be a distraction. Be careful, though. You aren't looking for the "nicest" person. You are looking for the best fit. In addition to personality, you need to evaluate work habits, a complementary skill set, and where the team needs help.
In a very low key office, a loud, boisterous new hire would probably decrease the team's production, because the team would be so busy staring at the new comer and quietly discussing among themselves why the person is so loud. On the other hand, someone moderately outspoken could be just what the team needs to get them fired up and producing again at top levels.
If everyone in the group comes in between 8:30 and 9, but works until 6 PM or later, it will be difficult for a new hire to fit in if they always come in at 6:30 or 7 so they can leave at 3.
Manage This Issue
When you interview candidates for a job opening, you need to ask questions to be sure they can do the job, but it is even more important to ask questions to make sure they can handle stress and that they will fit in with the team.
MY THOUHTS
a job interview is perhaps one of the scariest experiences one person can ever go through. like public speaking, you cannot help but feel butterflies in your tummy. sometimes in multitudes. and as with giving a speech, being prepared for the event can and will lessen your nerves and give you more confidence. knowing, or at least projecting the type of questions that may crop up, will most definitely be a great help. i have interviewed quite a number of applicants in the course of my career. i agree with the author. i tend to put more weight on the attitude and the character of the person. believe me, skilled and competent interviewers, even if they are not psychologists, can make a fairly good assessment of who you are behind your carefully made-up face and manicured nails. most of us can make a decision to hire or reject during the first 5 minutes of the interview. i'm the type who would scrutinize the resume and literally write down my set of questions although i never follow the usual and most expected questions. i make sure i listen. very carefully. and i follow-up on the responses. yes,i am one mean interviewer. and that has paid off. i think i have 95-99% batting average in my assessments.
Friday, January 14, 2011
Do You Need a New Job?
Think You Need a New Job? You’re Probably Wrong
By Penelope Trunk | January 6, 2011
If landing a new job is on your resolution list, I’m encouraging you to scratch it off. Most people want to change jobs for the wrong reasons-namely, to solve non-work problems. Here’s why that’s faulty thinking:
When it comes to careers, there is not a right answer.
There is not one, certain kind of job that is right for you. There are lots of jobs that are a good fit for your personality, and it’s likely that you are doing one of those jobs already. The problem is that many people think they should be doing something else with their life - people often have an idea of who they should be that is different than who they are. And this is what makes people think they should change careers.
My favorite career guide is Do What Your Are, by Paul Tieger. Tieger is a psychologist who specializes in matching people’s personalities with jobs. He says you should spend the effort figuring out who you really are and what drives you so that you can land a job that let’s you use your strengths. This book taught me that every job is fulfilling to someone; it’s just a matter of proper matching. And what makes a job fulfilling is not about the company you’re at, or the perceived quality of your career path.
I bet you are thinking, “Well, some jobs are definitely bad: coal mining would be too much for me.” That might be true, but the same is true with being a lawyer: Both jobs totally suck. The reason is that you need only three things to make any job good:
* Control over your work environment
* Control over your workload
* Challenging goals you can meet
If you have these three things then your job will not prevent you from being happy. Coal mining does not give you control over your environment, so you constantly fear for your safety. Lawyering does not give you control over your workload, so you have to cater at your client’s whim if you want to keep your income stream.
So why do people continue to talk about the perfect job, the best job, the most successful, and on and on? I think it’s because it’s so hard to turn inward, and to admit our limitations. Isn’t it easier just to chase a new job?
So what will make you happier?
If you’re not married, refocus your search from jobs to a spouse. Sound crazy? It’s not. The biggest factor we can change to improve our lives is our relationships with other adults. I know this is not politically correct, but married people are happier, by a long shot, than unmarried people. Sure, this might be self-fulfilling: people who are happier find a mate; people who are more optimistic get married. But whatever the reason, your happiness will go up significantly if you get married.
If you are married, instead of dumping your job, dump your plans to have kids. I know, I know….but here’s the deal: Kids do not make parents happier. Really. There is research to show this. It’s not that they make you unhappy, but on balance, they take up all your time and energy and make marriage more difficult.
Changing a career is so time consuming and emotionally challenging. Maybe you’ll get a job, maybe you won’t. Maybe you’ll like the new career, maybe you won’t. What about taking all that energy you were going to expend on your work life, and teach yourself to meditate. The research behind meditation is so overwhelmingly positive that meditation is now mandatory for marines. So much of life is playing the odds: I say, gamble on meditation, not your job.
MY THOUGHTS
sometimes you come across an article that makes you completely speechless. i want to argue. but i have no one to argue with. so, consider me speechless at this time.
By Penelope Trunk | January 6, 2011
If landing a new job is on your resolution list, I’m encouraging you to scratch it off. Most people want to change jobs for the wrong reasons-namely, to solve non-work problems. Here’s why that’s faulty thinking:
When it comes to careers, there is not a right answer.
There is not one, certain kind of job that is right for you. There are lots of jobs that are a good fit for your personality, and it’s likely that you are doing one of those jobs already. The problem is that many people think they should be doing something else with their life - people often have an idea of who they should be that is different than who they are. And this is what makes people think they should change careers.
My favorite career guide is Do What Your Are, by Paul Tieger. Tieger is a psychologist who specializes in matching people’s personalities with jobs. He says you should spend the effort figuring out who you really are and what drives you so that you can land a job that let’s you use your strengths. This book taught me that every job is fulfilling to someone; it’s just a matter of proper matching. And what makes a job fulfilling is not about the company you’re at, or the perceived quality of your career path.
I bet you are thinking, “Well, some jobs are definitely bad: coal mining would be too much for me.” That might be true, but the same is true with being a lawyer: Both jobs totally suck. The reason is that you need only three things to make any job good:
* Control over your work environment
* Control over your workload
* Challenging goals you can meet
If you have these three things then your job will not prevent you from being happy. Coal mining does not give you control over your environment, so you constantly fear for your safety. Lawyering does not give you control over your workload, so you have to cater at your client’s whim if you want to keep your income stream.
So why do people continue to talk about the perfect job, the best job, the most successful, and on and on? I think it’s because it’s so hard to turn inward, and to admit our limitations. Isn’t it easier just to chase a new job?
So what will make you happier?
If you’re not married, refocus your search from jobs to a spouse. Sound crazy? It’s not. The biggest factor we can change to improve our lives is our relationships with other adults. I know this is not politically correct, but married people are happier, by a long shot, than unmarried people. Sure, this might be self-fulfilling: people who are happier find a mate; people who are more optimistic get married. But whatever the reason, your happiness will go up significantly if you get married.
If you are married, instead of dumping your job, dump your plans to have kids. I know, I know….but here’s the deal: Kids do not make parents happier. Really. There is research to show this. It’s not that they make you unhappy, but on balance, they take up all your time and energy and make marriage more difficult.
Changing a career is so time consuming and emotionally challenging. Maybe you’ll get a job, maybe you won’t. Maybe you’ll like the new career, maybe you won’t. What about taking all that energy you were going to expend on your work life, and teach yourself to meditate. The research behind meditation is so overwhelmingly positive that meditation is now mandatory for marines. So much of life is playing the odds: I say, gamble on meditation, not your job.
MY THOUGHTS
sometimes you come across an article that makes you completely speechless. i want to argue. but i have no one to argue with. so, consider me speechless at this time.
Friday, January 7, 2011
First Impressions Matter
First Impressions Matter
Daily Inspiration
By John H. Sklare, Ed.D, LifeScript Personal Coach
Published June 08, 2009
They last less than a minute, but first impressions can impact jobs, relationships and even casual interactions. Are you making a good first impression? Read on to find out. Plus get 5 tips on making a good first impression…
What kind of first impression do you make on people you meet? Think about that for a moment. First impressions are truly important moments in the relationships we build.
A good first impression can open the door to closer and more meaningful contact. Conversely, a bad first impression can instantly shut you out of professional opportunities and personal relationships.
The fact is, these moments come quickly, pass in an instant and matter deeply. How important are first impressions? Here’s an example that just happened to me.
I was sitting in one of my favorite restaurants the other day, having dinner and chatting with the manager whom I’ve come to know. As we were talking, a young woman walked in and sat down.
The manager said to me, “Well, there’s my next job interview. You wouldn’t believe how many college grads are applying here lately.”
As the young lady walked in the door, the manager and I gave each other a look. The reason? She looked a bit disheveled and was dressed in a wrinkled T-shirt, very short shorts and flip flops. And she was there for a job interview!
Needless to say, she did not make a good first impression. I interpreted her dress, unkemptness and manner to mean she really didn’t care if she got this job or not.
Now, I could be totally wrong about her and maybe this job was very important to her. But based on my impression, she was very fortunate that it wasn’t me doing the interviewing. And knowing this manager as I do, I’m guessing that she didn’t get the job.
A Good Impression
On the other hand, a repair man came to my house recently to fix something. He was neatly groomed, dressed in a clean uniform, smiled and immediately greeted me when I opened the door. He even took his shoes off before entering my home. I will definitely call him again. Why? Good first impression!
It only takes a few seconds to make that first impression. In these initial few seconds, the other person forms an opinion about you based on your overall appearance, basic demeanor and sense of self.
I’m reminded of a clay handprint I made in school when I was very young, as I’m sure many of you also did. The teacher provided us with clay, which we then flattened and made an imprint of our hand in. The clay hardened and we were left with a permanent mold of our small hands.
My mother still has mine in a cabinet, and the impression of my hand remains exactly the same. Mental first impressions basically operate under the same principle.
The Science Behind First Impressions
It turns out that we’re hardwired to make first impressions. A study was recently conducted by researchers at New York University and Harvard University. According to a March 2009 report in the journal Nature Neuroscience, they found that certain brain regions are geared to pick up cues about other people on a first impression.
They further found that the reason people judge others so quickly is due to the “innate abilities of various brain regions.”
During a social encounter, our brains “encode” certain basic information, then sort the information based on its significance to us. The value of that information contributes to a total score of sorts – a first impression.
The study's lead author, Daniela Schiller, says that "even when we only briefly encounter others, brain regions that are important in forming evaluations are engaged, resulting in a quick first impression."
In short, first impressions are made without our conscious mind. We can tell ourselves not to judge, but our brains are making evaluations subconsciously – it’s a physiological reaction. This is another strong reason to be mindful of how you present yourself in important first-time introductions.
How to Make a Good First Impression
Whether it’s a social personal encounter or a professional business meeting, you should always approach significant encounters with a clear purpose. And certain rules do apply. Here are five basic suggestions that I believe are critical to making a good first impression.
* Be on time: The worst way to begin a new relationship and the best way to make a bad impression is to begin by saying, “I’m sorry I’m late!” When setting up a meeting or appointment, plan your schedule accordingly and allow plenty of time.
* Dress appropriately: Nothing is worse than showing up unkempt and dressed inappropriately, like the young woman in the restaurant for a job interview.
* Smile: Smiles can definitely be contagious. A warm, sincere and confident smile is a great way to make a good first impression.
Smiles can definitely be contagious. A warm, sincere and confident smile is a great way to make a good first impression.
* Show confidence: Your attitude says a lot about you, so stay positive if you’re nervous or even in the face of criticism. Don’t be cocky or arrogant, but stand tall, give a firm handshake, be friendly, maintain good body posture and make eye contact when you speak.
* Be courteous and polite: Use common courtesy, show appropriate respect, don’t dominate the conversation, listen with interest and turn off any electrical devices you have with you.
These are only a few general suggestions to making the most out of those first few seconds. An awful lot of personal connections and business relationships are made or lost in that important initial moment.
So here’s a small exercise: From 1 to 10 (1 being poor and 10 being great), how would you rate the first impression that you typically give? Do you leave people interested and wanting to know more about you? Or, to the best of your knowledge, do you typically leave them cold, disinterested or unimpressed?
If you didn’t score as high as you would have liked, make today the day you begin paying more attention to this important aspect of human interaction. Strive to become more mindful of these important moments of introduction and be aware of the first impression that you give.
I suggest that you take advantage of this empowering information and begin being more purposeful during initial introductions. As I mentioned earlier, they can play a big role in laying the foundation for your future business and personal relationships. And as the saying goes, you only get one chance to make a first impression. Make it count!
Wishing You Great Health,
Dr. John H. Sklare
www.innerdiet.com
MY THOUGHTS
scaleof 1 to 10? i don't know.i believe in first impressions but i also believe in chemistry. i've met people who smile, who's dressed appropriately, came on time, has the confidence and was courteous and polite but did not leave a dent. so,i guess the same goes the same for me. i'm sure i've left others cold just by being myself.
Daily Inspiration
By John H. Sklare, Ed.D, LifeScript Personal Coach
Published June 08, 2009
They last less than a minute, but first impressions can impact jobs, relationships and even casual interactions. Are you making a good first impression? Read on to find out. Plus get 5 tips on making a good first impression…
What kind of first impression do you make on people you meet? Think about that for a moment. First impressions are truly important moments in the relationships we build.
A good first impression can open the door to closer and more meaningful contact. Conversely, a bad first impression can instantly shut you out of professional opportunities and personal relationships.
The fact is, these moments come quickly, pass in an instant and matter deeply. How important are first impressions? Here’s an example that just happened to me.
I was sitting in one of my favorite restaurants the other day, having dinner and chatting with the manager whom I’ve come to know. As we were talking, a young woman walked in and sat down.
The manager said to me, “Well, there’s my next job interview. You wouldn’t believe how many college grads are applying here lately.”
As the young lady walked in the door, the manager and I gave each other a look. The reason? She looked a bit disheveled and was dressed in a wrinkled T-shirt, very short shorts and flip flops. And she was there for a job interview!
Needless to say, she did not make a good first impression. I interpreted her dress, unkemptness and manner to mean she really didn’t care if she got this job or not.
Now, I could be totally wrong about her and maybe this job was very important to her. But based on my impression, she was very fortunate that it wasn’t me doing the interviewing. And knowing this manager as I do, I’m guessing that she didn’t get the job.
A Good Impression
On the other hand, a repair man came to my house recently to fix something. He was neatly groomed, dressed in a clean uniform, smiled and immediately greeted me when I opened the door. He even took his shoes off before entering my home. I will definitely call him again. Why? Good first impression!
It only takes a few seconds to make that first impression. In these initial few seconds, the other person forms an opinion about you based on your overall appearance, basic demeanor and sense of self.
I’m reminded of a clay handprint I made in school when I was very young, as I’m sure many of you also did. The teacher provided us with clay, which we then flattened and made an imprint of our hand in. The clay hardened and we were left with a permanent mold of our small hands.
My mother still has mine in a cabinet, and the impression of my hand remains exactly the same. Mental first impressions basically operate under the same principle.
The Science Behind First Impressions
It turns out that we’re hardwired to make first impressions. A study was recently conducted by researchers at New York University and Harvard University. According to a March 2009 report in the journal Nature Neuroscience, they found that certain brain regions are geared to pick up cues about other people on a first impression.
They further found that the reason people judge others so quickly is due to the “innate abilities of various brain regions.”
During a social encounter, our brains “encode” certain basic information, then sort the information based on its significance to us. The value of that information contributes to a total score of sorts – a first impression.
The study's lead author, Daniela Schiller, says that "even when we only briefly encounter others, brain regions that are important in forming evaluations are engaged, resulting in a quick first impression."
In short, first impressions are made without our conscious mind. We can tell ourselves not to judge, but our brains are making evaluations subconsciously – it’s a physiological reaction. This is another strong reason to be mindful of how you present yourself in important first-time introductions.
How to Make a Good First Impression
Whether it’s a social personal encounter or a professional business meeting, you should always approach significant encounters with a clear purpose. And certain rules do apply. Here are five basic suggestions that I believe are critical to making a good first impression.
* Be on time: The worst way to begin a new relationship and the best way to make a bad impression is to begin by saying, “I’m sorry I’m late!” When setting up a meeting or appointment, plan your schedule accordingly and allow plenty of time.
* Dress appropriately: Nothing is worse than showing up unkempt and dressed inappropriately, like the young woman in the restaurant for a job interview.
* Smile: Smiles can definitely be contagious. A warm, sincere and confident smile is a great way to make a good first impression.
Smiles can definitely be contagious. A warm, sincere and confident smile is a great way to make a good first impression.
* Show confidence: Your attitude says a lot about you, so stay positive if you’re nervous or even in the face of criticism. Don’t be cocky or arrogant, but stand tall, give a firm handshake, be friendly, maintain good body posture and make eye contact when you speak.
* Be courteous and polite: Use common courtesy, show appropriate respect, don’t dominate the conversation, listen with interest and turn off any electrical devices you have with you.
These are only a few general suggestions to making the most out of those first few seconds. An awful lot of personal connections and business relationships are made or lost in that important initial moment.
So here’s a small exercise: From 1 to 10 (1 being poor and 10 being great), how would you rate the first impression that you typically give? Do you leave people interested and wanting to know more about you? Or, to the best of your knowledge, do you typically leave them cold, disinterested or unimpressed?
If you didn’t score as high as you would have liked, make today the day you begin paying more attention to this important aspect of human interaction. Strive to become more mindful of these important moments of introduction and be aware of the first impression that you give.
I suggest that you take advantage of this empowering information and begin being more purposeful during initial introductions. As I mentioned earlier, they can play a big role in laying the foundation for your future business and personal relationships. And as the saying goes, you only get one chance to make a first impression. Make it count!
Wishing You Great Health,
Dr. John H. Sklare
www.innerdiet.com
MY THOUGHTS
scaleof 1 to 10? i don't know.i believe in first impressions but i also believe in chemistry. i've met people who smile, who's dressed appropriately, came on time, has the confidence and was courteous and polite but did not leave a dent. so,i guess the same goes the same for me. i'm sure i've left others cold just by being myself.
Tuesday, January 4, 2011
Recession Survival Tips
Waiting for the Phone to Ring? Recession Survival Tips
By Steve Tobak | June 16, 2009
After a bit of a drought, I recently got a call from a former CEO who just landed at a new startup and needs my help. I don’t know how long it’ll last, but consulting in a downturn being what it is, it’s all good … until the next time the phone rings.
That’s really the hard part for too many of us these days. Whether you’re looking for a job or in a struggling business that’s seen better days, sometimes it feels like you’re just waiting for the phone to ring. I know that’s not all you’re doing. You sell, market, network, have meetings, whatever. You stay busy. But you know what you’re waiting for, and as Tom Petty said, “The waiting is the hardest part,” although I’m not sure he was referring to business.
Look, I’ve been working for nearly 30 years. I’ve seen booms and busts, bubbles that burst, and recessions that seemed like they would never end. But they always do. Here are a few tips for surviving until then:
Just as every bear market has up days, even in a recession there are good days from time to time. Use them to sustain you, fill up your tanks, so to speak. I’m not just talking about your business or financial tanks; I’m talking about your emotional tanks - that well of inner strength that enables you to persevere through tough times. It’s not bottomless, you know.
Imagine your work-life as a marathon, not a sprint. With any luck, you’ll be around for a long time and the only thing I can guarantee is that you’ll have lots of ups and downs. Settle in for the long haul. Facing obstacles is part of work and business - if you don’t have them, you’re not working. Embrace challenge.
Keep putting one foot in front of the other every day. Call a former boss or associate, meet somebody for lunch, explore a job opportunity, think about a new idea and bounce it off someone you trust. Keep networking - not just social networking, but old school.
Pay attention to the little things: family, friends, pets, the garden, hobbies, whatever works. Take a day, from time to time, go to the park or somewhere to remind yourself there’s a beautiful world out there and you’re alive and in it. It’s called perspective and you need a dose of it every so often to stay positive.
Take care of yourself. Exercise, sleep, and eat right. Really. And try not to drink too much. I know it’s hard, but try.
These are my tips, but you probably have a few of your own to sustain you until the phone rings.
MY THOUGHTS
this is a surprising article. i thought it would be full of advice about finding work. it's more than that. it tells us how to wait. and to wait wisely. it tells us how not to stay in a rut. and rot ourselves away. it tells us that no matter how trying times can be, there's hope. for those who dare to hope. and dream. of better days.
By Steve Tobak | June 16, 2009
After a bit of a drought, I recently got a call from a former CEO who just landed at a new startup and needs my help. I don’t know how long it’ll last, but consulting in a downturn being what it is, it’s all good … until the next time the phone rings.
That’s really the hard part for too many of us these days. Whether you’re looking for a job or in a struggling business that’s seen better days, sometimes it feels like you’re just waiting for the phone to ring. I know that’s not all you’re doing. You sell, market, network, have meetings, whatever. You stay busy. But you know what you’re waiting for, and as Tom Petty said, “The waiting is the hardest part,” although I’m not sure he was referring to business.
Look, I’ve been working for nearly 30 years. I’ve seen booms and busts, bubbles that burst, and recessions that seemed like they would never end. But they always do. Here are a few tips for surviving until then:
Just as every bear market has up days, even in a recession there are good days from time to time. Use them to sustain you, fill up your tanks, so to speak. I’m not just talking about your business or financial tanks; I’m talking about your emotional tanks - that well of inner strength that enables you to persevere through tough times. It’s not bottomless, you know.
Imagine your work-life as a marathon, not a sprint. With any luck, you’ll be around for a long time and the only thing I can guarantee is that you’ll have lots of ups and downs. Settle in for the long haul. Facing obstacles is part of work and business - if you don’t have them, you’re not working. Embrace challenge.
Keep putting one foot in front of the other every day. Call a former boss or associate, meet somebody for lunch, explore a job opportunity, think about a new idea and bounce it off someone you trust. Keep networking - not just social networking, but old school.
Pay attention to the little things: family, friends, pets, the garden, hobbies, whatever works. Take a day, from time to time, go to the park or somewhere to remind yourself there’s a beautiful world out there and you’re alive and in it. It’s called perspective and you need a dose of it every so often to stay positive.
Take care of yourself. Exercise, sleep, and eat right. Really. And try not to drink too much. I know it’s hard, but try.
These are my tips, but you probably have a few of your own to sustain you until the phone rings.
MY THOUGHTS
this is a surprising article. i thought it would be full of advice about finding work. it's more than that. it tells us how to wait. and to wait wisely. it tells us how not to stay in a rut. and rot ourselves away. it tells us that no matter how trying times can be, there's hope. for those who dare to hope. and dream. of better days.
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