WHY DIDN’T YOU GET THE JOB?

Posted on: January 16th, 2018 by
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There are four fundamental hurdles to move you through each step of the hiring process:

 

  1. Your resume has to be one of the top 10 selected out of 100 or more applicants
  2. You’re one of the top 2 or 3 candidates out of 10 with your telephone/Skype interview
  3. You must be the top candidate after your personal interviews with the decision makers
  4. You must have a mutually satisfactory offer and acceptance

 

If you don’t move to the next step in the hiring process, ask “Why?”. The answer is usually a generic “The fit wasn’t right, but we’ll keep you on file in case the right job comes up”. Don’t hold your breath! Remember: There’s only one winner, and everyone else falls short.

 

Here are some reasons why you didn’t make the cut. Most of them are beyond your control.

 

  1. There were shifting priorities or needs that moved the bar or changed the requirements
  2. The interviewer wasn’t skilled or competent enough to ask you the right questions
  3. You made the hiring manager nervous with your talent and experience
  4. The hiring manager was forced to make a different decision by someone higher

 

  1. You’re under/over qualified, under/over educated or don’t have the technical skills
  2. You blew the interview. Oh well, there’s always next time!

 

Here are some of the things to make “next time” successful:

 

  1. Most resumes describe the activities or responsibilities of the individual, while hiring managers want to hear about your results, how you got them and how you can help with short and long-term issues.
  2. There are a number of skills you need to have in a telephone or Skype interview in order to be more successful than your competitors. The differences will make you more effective. Learn and apply them.
  3. There are 4 basic styles of interviewing that hiring managers use, which if you’re not prepared to handle, can put you at a disadvantage. Learn how to succeed in an interview with each one so you’re more prepared than others.
  4. There are about 50 questions that have a high probability of being asked in an interview. Develop and practice highly successful answers beforehand so you can have targeted solutions, rather than stumbling or mumbling responses.
  5. Most answers to interview questions should be answered effectively in 30 seconds.   Learn how to focus on the issue, action and result that will make you the best candidate.
  6. Responding to an offer is an art and science. Understand what can and cannot be achieved, why, and how to weave the best opportunity for you and the company.

 

Becoming a skilled candidate in the steps of the hiring process increases your chances of accelerating your career. Understand what’s important to the hiring organizations first and then design your strategy around the skills that will help you achieve your goal.

 

For a FREE review of your resume send to:   wkaufmann44@gmail.com


POTENTIAL VERSUS RESULTS

Posted on: January 9th, 2018 by
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Have you ever interviewed for a job knowing that you have the potential to do a great job, but for some reason you didn’t get an offer? Put yourself in the hiring manager’s shoes. Would you be more likely to hire an employee to fill an important position who has the potential to do the job, or someone who has successfully done a similar job somewhere else? Who is most at risk?

 

Part of the answer is driven by the needs of the hiring manager. If the position is critical to the success of the organization, then a candidate who has demonstrated similar results would have a higher potential for success. If, however, the hiring manager wants to train someone in a certain way and immediate results aren’t imperative, then a candidate with potential could work.

 

A candidate who has had success in the same role within a smaller organization or a similar role in a comparable function has greater transferable skills and experiences than others. Since a hiring manager wants to optimize the success level with the new hire, the closer a candidate comes to meeting the requirements and expectations of the position description, the greater their chances of becoming a top candidate for interviewing. There are exceptions, of course.

 

The fact is, the further away a candidate’s skills and experiences are from the job that needs to be done, the greater the risk the hiring manager is taking. If the decision to hire is the wrong one and the new employee falls short of the performance needed, it’s the hiring manager who pays the price. He falls further behind, the job remains open and his boss is not happy.

 

On the other hand, the employee who falls short pays a steeper price: He has a short term exposure, a lack of success, time and effort lost, and a career mistake that can take a long time to recover, if at all.

 

The point is, if you’re hired for a job you can’t do, everyone loses. Other thoughts:

 

  • Check out the top 5 items on the position description. They are the most important skills or experiences that are needed to fill the job. Other items are less so.
  • When you review the position description, if your experiences are less than 75% of the requirements, tread carefully as you don’t want to fall short when you find out the job is much more extensive and complex than you first thought.
  • When interviewing, find out what the key issues are to be solved, the expected time-line for solutions, the resources, budget and other critical factors for success.
  • If your experiences are less than 50%, beware. With an offer, you’re taking a very big risk.

 

Lastly, for the very ambitious, be careful you don’t outpace your competencies or experiences and market yourself beyond your capabilities. Change isn’t kind to the unprepared.

 

For a FREE review of your resume send to:   wkaufmann44@gmail.com


SUCCESSFUL SKYPE INTERVIEWS

Posted on: December 26th, 2017 by
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Which is more effective interviewing for a job, the telephone or Skype? The telephone is less effective in making a positive impression. Why? With Skype, you have more opportunity to present yourself in a positive way: Appearance, demeanor, eye contact and pictorial clues. When you can’t see the interviewer you have no way to gauge your impact: Head nodding, smiles/frowns, blinking or boredom.

 

If you have a choice, pick Skype over the telephone. You’ll be more successful if you know what to do and what not to do:

 

  • Practice Skype interviewing with an experienced friend. Get comfortable with the process of Skype. This is an important skill to learn.
  • Create a comfortable environment. Don’t have a bright light behind you or you’ll look like a shadowy figure. Have a neutral background.

 

  • Keep children, pets and visitors out of the room. Disable the telephone. Put a note on the door, “On a conference call”
  • Dress and act the same as if you were in the interviewer’s office

 

  • Prepare key words on small post-it notes so you don’t forget important items. Place them on the monitor screen. The interviewer can’t see them, but you can, to make sure you cover all the key points. Have your resume handy
  • Keep the red light of the camera at eye level. Assume the camera light is the eye of the interviewer, because in a way it is. Too high or low and your image gets distorted.

 

  • If you write notes on an important point, write one or two words on a pad. You might want to say, “That’s an important point”. Don’t make many or lengthy notes as it would be impolite.
  • Always look at the camera while making a point or when talking. You’ll appear a stronger candidate. Eye contact projects confidence, honesty and self-assured strength.

 

  • Never, ever eat or drink while interviewing. Have a sip of water handy if your mouth gets dry, but make sure your don’t spill it on your lap or short-out the computer.
  • Use the rest room prior to the interview. Some interviews will go over an hour, which means the interviewer is really interested in you. Don’t spoil the moment by having to leave.

 

  • Everything you do is magnified because all eyes are on you. Put a pleasant smile on your face and pay attention at all times. When your eyes drift away or begin to close, it means you’re not interested. Stay focused and engaged.
  • If your interviewing with a group, make sure everyone has a chance to speak. Asking if there are any more questions about each subject shows that you’re a facilitator and are interested in everyone’s input: A team player. Use their names whenever appropriate.

 

Skype interviews are popular and it’s necessary for you to perform well. Show that you’re comfortable with advancing technology as your new job may depend on it.

 

For a FREE resume review, send it to: wkaufmann44@gmail.com


WHEN THE RECRUITER CALLS…

Posted on: December 19th, 2017 by
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Let’s assume you’re doing very well in your current job, then get a phone call from a recruiter who tells you he has the perfect job, with a 30% increase in compensation, a higher title, in a fast growth company within an exciting industry. What do you do? My advice? Take 2 aspirin and think calming thoughts.   What not to do? Do not get excited and call your spouse, family and friends with the great news, nor dream about your new lifestyle and a vacation home.

 

As a recruiter, it’s very easy to hype an opportunity and get potential candidates excited about a dream job. You need to make the assumption that you’re probably being hyped, until you can validate that your not. Here are some suggestions:

 

  1. Pull out the file you should have created earlier called, “What will it take for me to leave my current job?” This file should have four headings and lists:
    • What are my “Must Haves”? (This list identifies what you will not compromise on)
    • What are my “Nice to Haves”? (These are the “add-ons” to make a change very attractive)
    • What are the things outside the job to be considered? (Family, social, education, relocation)
    • What are the items to avoid at all costs? (These are the knock-outs)

 

  1. Always ask what kind of recruiter your talking to! A company recruiter? An Executive Recruiter (exclusive to the hiring organization?) A Contingent Recruiter (one of many looking to fill the same job)? Or an Agency Recruiter that is paid by you, the candidate?

 

  1. Many times the following questions won’t be answered until you commit to being interviewed by the recruiter, but it’s worth asking anyhow:
    • How did you find me? (Is your current company testing your loyalty?)
    • Why do you think I would be interested in this position? (The answer could save time)
    • Is the hiring company a competitor? (Tread lightly, they may be looking for sensitive data)
    • Why is the organization looking to fill this position? (A new position, replacement or crisis?)
    • To whom does the position report? (To a key decision maker?)
    • How long has the position been open and when does it need to be filled? (A hasty search?)
    • What are the salary range, incentives and benefits? (Is it worth it for you to pursue?)

 

  1. Assuming the #3 questions above will be answered later, here are more immediate questions:
    • What industry is this position in? (High growth, a potential takeover, acquisition bait?)
    • Is the function at a plant, division, sector or corporate level? (Responsibility level?)
    • Where is the position located? (Do you need to move or commute?)

 

Having a good job and a better opportunity is the best combination: Two birds in a hand. However, leaving a good job for a high-risk venture is the worst situation to be considering. Take these moves very cautiously.

 

For a FREE review of your resume, send to:   wkaufmann44@gmail.com


GOING “ALL IN”

Posted on: December 12th, 2017 by
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Some people believe that the best way to present their expertise in a resume is to demonstrate a very broad-based set of experiences in different jobs, functions, or responsibilities. What they may not understand is that hiring organizations are looking for candidates who have specific skills, along with very specific RESULTS, that parallel the position description of a specific job. So if your resume shows your experiences are broad but not very deep, you’ll be at a distinct disadvantage in the marketplace. Why would a hiring manager interview and hire a candidate who doesn’t fit the specifications of the job they need done?

 

The three questions that a hiring manager will ask themselves as they interview you are:

 

  1. Does this candidate have the specific experiences that I need in the short and long term?
  2. Does this candidate have similar results from another company that can be transferred successfully here into my organization?
  3. Will this candidate be compatible with the working group already in place and fit the culture, or will they be disruptive and not be a “team” player

 

So how do you become a finalist candidate? How do you go “all in”?

 

  1. Being “all In” when applying to an open position means you focus on the key elements of the position description and target the specific results that the organization needs
  2. Highlight your experiences and contributions that demonstrate your competence and ability to reach the goals and objectives of the job to be filled. Underscore measureable results.
  3. Emphasize your “team work” attitude and ability to “fit in” with an ongoing group

 

What do you need to do to accomplish a successful “all in” strategy? These are the steps to increase your potential for being a finalist candidate:

 

  1. Analyze the position description of the job you are looking to fill. Summarize, and then compress the key items into 4 or 5 primary and essential responsibilities. These are the key tasks and measurable results for which the organization is looking.
  2. Take each of the key tasks and measurable results required and match them with a key result in your own past experience. Find a comparable equivalent of experience so the hiring agent sees a parallel of what he or she needs in a top candidate and your background.
  3. Quantify the results you’ve achieved in those key result areas. Others may say they have experiences but be unable to corroborate their achievements. You, on the other hand, must validate your results in a measureable way to be the finalist candidate.
  4. Compose a 20 to 30 second response to each of the key responsibilities when asked by the interviewer, “How did you achieve that result”. Tell them what the issue was, what action you took, and what was the outcome.

 

An “all in” strategy means preparing for the ideal job you want. If you’re not prepared for going “all in”, you’ll fall short.

 

For a FREE review of your resume, send it to: wkaufmann44@gmail.com