July 2010
Monthly Archive
Ditch the Résumé Objective
Your résumé is spit shined, polished, lightly buffed and glistening in all its glory. You’ve run it through key word tests, tailored it to specific employers, focused on results you’ve achieved, and even printed it on coffee-scented paper stock (one can never be too prepared, right?).
But when it comes to that darn objective, you’re never sure what to write. Will you sound too generic? If you get too creative, will it turn the employer off? Yet the truth is that objectives — at least in the traditional sense — are dead.
Ready to take its well-worn place is something far more important — a stark assessment of who you are through the eyes of your potential employer. Maybe your past experience is solid, and the results speak for themselves — but can employers truly relate to your experience in their world? Are you helping them see your potential through a lens they understand?
Potential is in the eyes of the beholder
Many job seekers get so focused on presenting themselves to a potential employer using the traditional “here’s what I want to accomplish” objective, that they overlook another, more critical component — the valuable skill set they already possess.
But why so important? Heck, it’s results that count, right? Sure — but only to a point. When faced with the choice of picking someone who blew past their sales targets but left a trail littered with upset co-workers and frustrated clients in their wake, and someone who can show equivalent results, demonstrating they delivered using a forward-thinking and (here’s the important part) team-oriented approach — you can likely guess which one a hiring manager will go for.
Yes, employers want to see results. But they also want to see how you achieved those results. An objective will give them an idea of how you’d go about it for their company … so show them! Why waste your time, and theirs, with an objective that speaks nothing to this?
Understand your potential
Before you can hope to sell a future employer on your potential, you need to understand it yourself. Anyone can say they’ve got “tons of potential” or use phrases like “out of the box” or “dedicated” but how can you quantify and describe this to an employer in a way they can relate to? It’s simple. You need to understand yourself.
Not in the vaguely new age kind of way, but in the brass tacks, nuts and bolts of knowing your own work styles and competencies kind of way.
And there’s the problem. Most of the objective methods used in the past to help us understand ourselves and our natural competency potential are not an ideal way for illustrating this to an employer. Your hiring manager might get a kick out of it (they’ve probably had similar experiences), but it’s not likely to help you win out against other candidates.
Instead, assess yourself using one of the many tools that employers use to identify competency potential. These assessments provide very accurate, objective, and useful measures of your natural styles and competencies in the workplace. They can help you put your past accomplishments into context — and better yet, will help you explain how you achieved your results in language that employers can directly relate to.
(You’ll also learn a thing or two about yourself along the way too, but don’t let that stop you … )
The end result will make a big difference in how you present yourself — and how an employer will see you. For example:
Skilled sale professional with a 15-year track record of meeting/exceeding sales targets: two-year winner of top performer award, exceeded annual revenue targets by 50 percent or more in 2008 and 2009.
Turns into:
Skilled sales leader with a 15-year track record of exceeding sales goals using a highly adaptable and persuasive selling style. Exceeded annual revenue targets by 50 percent or more in 2008 and 2009 by building on strong organizational and goal-oriented skills.
An overly-simplified example perhaps, but this new version answers a number of questions an employer is bound to ask about how you accomplished all those things on your résumé.
Still stumped on where to begin? Visit sites such as http://www.onet.net/ or http://www.shldirect.com/ (free to use!) to assess yourself. Or use recruiters or outplacement firms like Teneo Talent (http://www.teneotalent.com/) that offer proven competency and motivation assessments. Added bonus? These firms can also connect you with a career coach to help you further identify and understand your potential.
Crafting a résumé certainly isn’t a one-size-fits-all approach, but this much is clear: the old rules no longer apply. So throw out that objective, and replace it with something that matters — a statement about your true potential.
6 Questions You Should Never Ask at the Interview
Candidates who ask these questions remain candidates.
What were they thinking? Whenever I talk to an HR professional or recruiter, I always ask them to tell me the worst question they were ever asked on a job interview. How could any applicant actually believe questions like these are in their interests?
Unfortunately, job seekers continue to ask dumb questions every day. These questions demonstrate very poor judgment and effectively ensure their rejection.
It’s hard to generalize about such stunningly bad interview questions, but they all are forms of “Me” questions. These are questions that appear to put your needs before those of the employer. The best interview questions focus on what the applicant can do for the company, not what the company can do for applicant.
Be certain that the question you ask doesn’t raise barriers or objections. For example, don’t ask, “Is relocation a necessary part of the job?”
The very question raises doubts about your willingness to relocate. Even if the person selected for the position is not tracked for relocation, the negativity of the question makes the hiring manager wonder whether you are resistant in other areas as well.
If the issue of relocation is important to you, by all means ask, but go with a phrasing that reinforces your flexibility, not challenges it. A good response: “I’m aware that relocation is often required in a career and I am prepared to relocate for the good of the company as necessary. Could you tell me how often I might be asked to relocate in a five- or ten-year period?”
Here are five more bad questions you might be tempted to ask and what hiring managers will hear:
What you ask: Is job-sharing a possibility?
What they hear: Possibly, but does this mean you can’t give us a commitment for full-time work?
What you ask: Can you tell me whether you have considered the incredible benefits of telecommuting for this position?
What they hear: Why do you want to get out of the office before you have even seen it?
What you ask: I understand that employee paychecks are electronically deposited. Can I get my paycheck in the old-fashioned way?
What they hear: You are already asking for exceptions. What’s next? And are you afraid of technology?
What you ask: I won’t have to work for someone with less education than I have, will I?
What they hear: You clearly have a chip on your shoulder. Why should we take a chance that you don’t have other interpersonal issues?
What you ask: The job description mentions weekend work. Are you serious?
What they hear: We’re serious about the job description. We’re suddenly less serious about you.
John Kador is the author of 301 Best Questions to Ask on Your Interview (McGraw-Hill, 2010) and other business books. He can be reached at jkador@jkador.com
Coming Out on Top of Salary Negotiations
While some employment opportunities clearly state in black and white what wage an applicant can expect if hired, other positions are grayer in terms of salary. Talking about money with a potential employer might feel a bit awkward, but coming to terms that leave both sides content is crucial. Below, experts offer suggestions on how to prepare for salary negotiations.
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Re-Hired After a Layoff
In 2007, Bentley Wolfe was laid off from his position as senior technical support engineer for Adobe Systems, where he had worked for more than 20 years.
“I was actually out of town at the time. I had occasion to check my e-mail, and I noticed a lot of ‘thanks, goodbye’ messages. My cell had not rung, and I didn’t see anything directly related to me. But something was definitely going on,” he recalls. (more…)
Are You Shooting Too Low in Your Job Search?
Does your application secretly have the words “overqualified,” “desperate” and “likely to be bored stiff within a month” written all over it? If you are aiming too low in your job search, chances are employers will read between the lines and notice — and move on to someone else.
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Get Flustered During Interviews?
7 Ways to Stop “Um-ing” and “Ah-ing” Through Your Job Interview
After months of seeking out jobs, hundreds of revisions to your résumé, and going to every networking event you can, you’ve finally landed an interview. After brief small talk about how bad the traffic was or how slow the elevators are, the interviewer switches gears and begins her formal line of questioning.
“I see you currently work for our main competitor. What makes our company a more appealing choice for you?”
It’s not a difficult question to answer. But suddenly you’re tongue-tied and your answer comes out as: “Well, actually, it’s like, um, you know.”
What happened? This scenario is all too familiar to many job seekers. In stressful situations such as speaking in front of a group or interviewing for a job, people often revert to filler words such as “like,” “you know,” “basically” or “actually,” and even sounds such as whistling, snorting, or giggling to patch over pauses before collecting their train of thought.
We’re all guilty of throwing in one or two of these utterances during normal conversation, but the danger lies in how often they are repeated throughout your entire discourse. Sadly, it’s when you rely on these interruptions as substitutions for actual words in order to express your thoughts that you diminish your image as an intelligent professional and viable job candidate. Subsequently, you may be perceived as an individual who has trouble focusing, or as someone who has difficulty organizing his or her ideas — deficiencies that potential employers interpret as hindering your work performance.
Self-awareness is a fundamental step toward correcting such habitual speech patterns which disrupt the flow of conversation, so here are seven ways to pick up on when you’re about to trip up.
Here are seven ways to eliminate common speech hurdles and increase your verbal fluency:
1. Evaluate your verbal communication skills by audio-and/or videotape yourself as part of a mock interview, suggests Leah Ross-Kugler, MS, CCC-SLP, a certified speech-language pathologist. This way you can go back and listen for where you stumble.
2. Prepare talking points about yourself and keep them tucked inside your writing portfolio. Discreetly refer to your points in order to keep the flow of conversation moving seamlessly.
3. Focus on your breathing by taking replenishing breaths between phrases so you can use complete words instead of sounds. Ross-Kugler explains this helps slow down your speech and allows you concentrate on what you’re going to say next.
4. Modify a distracting behavior such as giggling by smiling. By using an action considered to be positive and engaging, you not only patch over a potential gaffes but also improve your connection with the hiring manager.
5. Designate a ring or a watch to a hand that is not routinely assigned to such accessories. They serve as reminders for avoiding nervous laughter during an interview, proposes Ross-Kugler.
6. Join a speaker’s group such as the National Speaker’s Association or Toastmasters International to practice and improve your verbal communication skills.
7. Keep an empty “filler sound jar” along with lots of pennies handy. Monitor your own number of filler sounds or enlist a friend or family member to do so. Similar to keeping a “swear jar,” throw a penny inside the jar each time you use a word filler, snort, giggle or do anything that interrupts your flow of speech.
When you want to get the right message across, it’s best to let the words flow. While you may not catch every ‘um’ or ‘ah’ at the next interview, you’ll certainly reduce the number you say and come off as the clear, intelligent candidate you are.
Lizandra Vega is the author of “The Image of Success: Make a Great Impression and Land The Job You Want” (AMACOM 2010). Cofounder and Managing Partner of Manhattan-based boutique staffing firm Perennial Resources International (PRI), she is also a Certified Image Coach. www.lizandravega.com
4 Ways to Get a Hiring Manager’s Attention
You’ve done everything right in your job hunt: You’ve built your professional network, your résumé is error-free, and your online reputation is spotless. You feel you’ve done a good job of marketing your skills and experience to prospective employers. But, despite your best efforts, you’re still searching.
How can you increase your chances of landing an interview and, ultimately, a new job in this competitive environment? Following are some suggestions to help you get noticed and distinguish yourself from the crowd of other applicants:
Become a subject matter expert
One way to gain the attention of potential employers is to make a name for yourself in your field. Easier said than done, right? Not necessarily. Building a reputation as an expert in your chosen niche might take less effort than you think. The key is to start small. Consider contributing to blogs that are targeted to individuals in your profession. If you’re an administrative professional, for instance, you might comment on a post about Microsoft Excel shortcuts or one on best practices for negotiating with office supply vendors. You also could contribute articles to a local professional association’s newsletter or speak at a group’s upcoming chapter meeting. Look at avenues that align with your strengths and comforts. Over time, you may find that you’re able to build a reputation as a trusted expert in your field of choice.
An added benefit of your efforts is that you can often direct hiring managers to materials that help illustrate your expertise. For example, you might include a copy of a recent article you authored on .NET programming with your résumé or list links to guest posts you contributed to a well-known blog frequented by IT professionals in your cover letter.
Optimize your social networking profile
Many hiring managers search for potential hires through social networking forums. Your profile on these websites can, in essence, serve as an online résumé, available for any prospective employer to see. If you have a presence on LinkedIn or similar websites, make sure your work history is thorough and up-to-date. Integrate keywords that describe your skills, specialties and positions of interest. For example, if you’re an accountant, you might include terms like “certified public accountant,” “International Financial Reporting Standards” or “tax accounting.” Treat your online profile with the same care as you would your official résumé — make sure it is free of typos and grammatical mistakes, and ask a trusted friend to review it to confirm it is clear, concise and easy to understand. A good last step is to obtain recommendations from former colleagues and supervisors to post on your personal page.
Go old school
In an age of electronic communication, sometimes using pen and paper can help you stand out from a crowded field of job candidates. If you submit your résumé to an online job board or company’s website, consider following up by sending the employer a printed copy of your résumé prepared on high-quality stationery. Or, after meeting with a hiring manager in person, send a handwritten thank-you note instead of an e-mail. In many cases, yours will be the only hard-copy document that a hiring manager receives.
Work with a recruiter
A recruiter can be an excellent partner in a job search because these individuals work with hiring managers all day, every day. That means they have existing relationships with — and inside access to — the people you are hoping to reach. Simply put, a recruiter can get your résumé read by a potential employer. Best of all, it costs you nothing to access a recruiter’s expertise. When choosing the right recruiter, identify one who specializes in your field and has experience assisting job seekers like yourself.
Robert Half International is the world’s first and largest specialized staffing firm with a global network of 360 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.
5 Tips for Quitting With Class
It seems like the unofficial employment motto of the past two years has been “any job is a good job.” But with the job market finally starting to show signs of a recovery, more workers are finding themselves ready to leave their current positions in favor of something better suited to their skills and career goals. In fact, The Wall Street Journal recently reported, “In February, the number of employees voluntarily quitting surpassed the number being fired or discharged for the first time since October 2008, according to the Bureau of Labor Statistics.”
However, even if you’ve been stuck in a job you’ve disliked for years, or have been counting down the days until you could tender your resignation, quitting a job should always be handled in a professional manner, to ensure you leave your employer with your network and professional reputation intact.
Here are five tips to ensure you quit with class.
Work hard until the end
If you have a new job lined up, it might be tempting to spend your last few weeks in your current position nodding off at your desk or ignoring e-mails from your soon-to-be ex-boss. “Don’t slack off or ‘check out’ because you know a new opportunity is coming up,” says Mark Newman, CEO of HireVue. This will ensure that you leave a lasting, positive impression at your old company.
Be gracious
Regardless of how ready you were to move on to a new job, it’s still important to show your appreciation for your old employer. “Be grateful and appreciative of the opportunity [your employer] gave you,” says Newman, who suggests thanking co-workers and managers with handwritten notes.
No matter what, acting like you’re better than your co-workers because you got a new job is a sure-fire way to make enemies. Much of the success that enabled you to land a new position probably couldn’t have been accomplished without the help of your co-workers. “I once watched someone act like ‘see ya later — don’t need you anymore — I’m out of here!’ when the exact opposite was true,” Newman says. Remember — you’re likely to cross paths with people in your industry over and over again — and you never know where your old co-workers will show up. Be nice.
Give appropriate notice
While “two weeks’ notice” may seem standard, the actual amount of notice preferred will vary by employer. ”Go with the norms of the company,” Newman advises. “I am shocked at how many companies show people the door the minute they say they are leaving while others work through a transition period. Offer up the ability to stay as long as necessary for an effective transition and let the company react.”
“It’s me, not you”
When you have the initial “I quit” conversation with your boss or HR, make sure you emphasize that your decision was made based on what is best for you, and not because you weren’t happy with the company. “Never make the discussion about why you are leaving about how much you hate your job or the place you work in any way,” Newman says. “Thank them for the opportunity and come up with a number of reasons about why the next job is to further develop your skills, expand your horizons, enhance your career, is more convenient etc.” Taking the high road, even if you disliked the job, will ensure your colleagues support your move. “Act like a jerk and that is exactly how you will be remembered forever,” Newman says.
Tie up loose ends
Finally, when you’re on your way out, make sure that the transition is as easy as possible for those you’re leaving behind. If someone has been hired to take your place, offer to train the person for a few days before you leave. If not, write down important notes, locations of files, and the contact information of important people, to make the changeover easier for your successor. Finish all projects, and let your clients and vendors know about the switch to avoid any confusion.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.
Job Hunting Strategies Important Even After the Search Ends
For many professionals, there are two states of being: employed or unemployed. Those without a job spend a great deal of effort trying to secure one by writing résumés, tracking down job leads and preparing for a promising interview. Those on the job focus on keeping it — and usually put aside the activities that helped them find it.
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Would You Sacrifice Pay for Passion?
Kelly Global Workforce Index Reveals United States Employees Desire Meaningful Work
Despite the ever-changing conditions of the global economy, many employees are willing to sacrifice both pay and prestige in order to attain more meaningful positions, as they hope to use their talents and skill sets in a constructive manner — by positively impacting the world and those who live within it. (more…)
Great Employee … Or Do You Just Think You Are?
It’s easy to think you’re a good worker. At least, you would like to think so.You show up on time.
You get your work done. You go home. Not much to it, right?
But have you ever stopped to consider that just because you’re following the rules, doesn’t mean you’re doing a good job?
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5 Ways to Rehab Your Résumé
Just in case you haven’t heard it enough: It’s tough to get a job these days. So tough, in fact, that it’s not unlikely for a job seeker to spend six months or longer looking for a job before actually getting one. Although it’s common for today’s job search to take a while, there are ways to increase your chances of getting noticed quickly. So, if you’re starting to get frustrated with just how long it’s taking to find a job, you may want revamp your job search, starting with that all-important document: your résumé.
Although most job seekers feel that they’ve done all they can with their résumé — included great “action” words, checked spelling and grammar, ensured consistent formatting — there is almost always room for improvement. Chances are, your résumé can benefit from one of the following points:
1. Make sure your objective has an outward focus
If you choose to include an objective on your résumé, make sure it addresses the employer’s needs. “Don’t emphasize what you’re looking for in a job, but rather what skills and talents you offer an employer,” says Rick Saia, a certified professional résumé writer for Pongo Résumé.
For example, an objective statement like: “To find a position in public relations that will allow me to further my communications career and develop my skill set,” is all about what you want out of your job search. In order to increase your chances of engaging a hiring manager, change your objective to instead reflect what you have to offer, i.e., “To benefit a company through my extensive network of press contacts, 10 years of copywriting experience, and demonstrated ability to successfully pitch stories to the media.”
2. List accomplishments, not duties
“Does the résumé emphasize what you accomplished in your current or previous job? That’s what should stand out; not merely what duties you performed, but what differences you made in your role for your employer,” says Saia. “For example, ‘served as project manager for replacement of 1,000 desktop computers’ is a duty. Saying ‘managed replacement of 1,000 desktop computers in half the allotted time’ tells the employer you can take on a big job and meet a critical deadline. That’s an accomplishment, and it made a difference.”
Most duties can be turned into accomplishments through quantifying them or stating how you met or surpassed the goal of the assignment.
3. Don’t list out-of-date or irrelevant skills
At your entry-level job, you may have spent a lot of time on administrative work, like filing documents into a comprehensive system of folders and filing cabinets. But that was 10 years ago. Today, companies rarely even keep physical records, so most likely the “administrative skills” you listed on your résumé won’t be applicable at your next job. If you haven’t done something in 10 years, chances are things have changed, and it’s best to leave the skill off your résumé.
Although entry-level job seekers sometimes include a section of “interests” on their résumé, the space-filler has no place on the résumé of older workers. Even if you spend every second you’re not working thinking about baseball and you’ve scored the most homeruns in your recreational league, a hiring manager has no real use for — or interest in — this information. Anything you list on your résumé should have a professional tie-in.
4. Make sure your résumé is search engine optimized
Since much of the initial job application process is done online, recruiters often use software programs to scan submitted résumés for important words and job functions. If your résumé doesn’t include these keywords, there’s little chance that your application will ever reach the desk of a hiring manager.
“Right this minute, recruiters and employers are typing keywords in their search engines to find job candidates to fill openings that match your job objective,” says Susan Ireland, author of “The Complete Idiot’s Guide to The Perfect Résumé.” “So do some research to find 10 or so keywords from job postings and job descriptions that best match your job objective. Then weave those keywords into your résumé statements and/or make lists of keywords in special sections on your résumé, under headings such as Skills, Relevant Skills, Computer Skills, Technical Skills, or some other heading that makes sense for your occupation.”
For example, if your goal is to get a job as an advertising coordinator, you will probably come across the same keywords (i.e. accounts, AdWords, media planning, sales, marketing, tracking, supporting) over and over again in job postings for that kind of position. Figure out how to incorporate these keywords into your résumé for the best chance of being found by a recruiter.
5. Bold your best features
According to a recent study from the U.S. Department of Labor, there are 5.4 applicants for every job opening. With stats like that, you can bet potential employers are up to their eyeballs in applications. Make it easy for hiring managers to skim your résumé for important qualifications by bolding any skills, honors and experiences that support your candidacy.
The strong text should be saved only for your most important qualifications, though, so limit bold items to no more than five. Also, make sure to keep a “plain-text” résumé on hand, in case a job listing calls for an unformatted résumé.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.
10 Hiring Manager Deal Breakers
Everyone has encountered a deal breaker. That one unappealing characteristic — no matter how attractive something initially seems — that completely overrides any positive aspects. For example, you found a great apartment but it’s a mile from the subway or your hot blind date acts like a cast member from “The Jersey Shore”. Like anyone else, hiring managers have deal breakers too — things that a job candidate does or says that immediately gets their application sent to the “no” pile.
Here are some automatic applicant disqualifiers, straight from the recruiter’s mouths:
“I provide personal PR consulting as part of my practice and job interviews have come up recently. In talking with other managers the worst interview blunder that I keep hearing about is young grads using social media speak during conversations, as if LOL is a real word. Most hiring managers are social media savvy, but they want to know that their future employee can carry on professional conversations with all levels of the organizations — using real words.” — Jules Zunich, owner, Z Group PR
“The first thing that comes to mind when I think about deal breakers is the candidate’s online personal brand. I Google candidates and if I find online content that is concerning, it’s an immediate deal breaker. Examples of this include: pictures of the candidate drunk or acting in a promiscuous way or albums of pictures that represent a ‘party animal’ image; blogs or videos that are not in good taste; blogs, articles or any written content with below par writing and grammar skills; lack of professionalism or good conduct in group discussions (i.e. LinkedIn groups); complaints about prior companies and managers; and just a general usage of improper language on any social media venue.” – Jessica Simko, human resource manager and owner, WorkandLifeSolutions.com
“A few of my common no-no’s:
1. Bringing up salary in the initial interview (for an otherwise great interview, I’ll excuse this if it happens during the Q&A at the end).
2. Speaking about scheduling limitations or prospective reasons to leave the position right off the bat.
3. Acting impolitely or speaking down to any person in our office (receptionists or secretaries included).
4. Telling me that dealing with people is your biggest challenge/weakness or least favorite thing. Very few jobs let you work without other people.
5. Consistently answering questions other than those I asked.
In general, it’s often the little things that distinguish a good candidate from a bad candidate, so keeping all of those little things in mind is very important!” — Josh, commenter on TheHiringSite.com
“Deal breakers I have seen include: Having a really immature [cell phone] ringback (I called one girl for an interview and her ringback was some hip hop song). Also, once a candidate didn’t know what company they were applying for. Although the job posting didn’t note the company name, the root domain of my e-mail should give away our web address, and we were looking for someone that was tech savvy for the job. Another time I told a candidate to dress fashionably for the interview because we were a fashion company, but she was a total mess when she came into the interview with loose clothing and really messy hair.” — Danny Wong, hiring manager, Blank Label Clothing
“Lying on a résumé. I had a marketing director e-mail me her old résumé (which I only had a paper copy of) and an updated résumé. The dates of employment on the updated résumé did not match the dates on the previous résumé and the first job listed on the previous résumé did not appear on the new one. When I asked for an explanation she told me that she could not remember the dates of employment at her previous job and that she had removed her previous job from the new résumé because she wanted everything to fit on two pages. When I told her that I could not proceed with her candidacy because of the inaccuracies, she actually got angry at me. The second was a lawyer who, on a new résumé, changed the dates of his previous employments and removed one job completely. The funny thing was that he knew I had the previous résumé. The rule is simple: liars need not apply!” — Bruce Hurwitz, president and CEO, Hurwitz Strategic Staffing
“Arrogance. When a candidate is overly confident, I find them to have a sense of entitlement, which is the last thing any employer wants to deal with. Remember to be gracious to anyone you meet during the job search process. Being humble will get you farther than being conceited.” — Elliott Martimbeau, Recruiting Manager at Sapphire Technologies
“One candidate I met recently came into my client’s office and complained about the sign on the building. She said that it was too high up and was blocked by the trees surrounding it so she was unable to find the company. If you are this negative going into an interview when you’re supposed to be at your best, think about how negative you’ll be when you face challenges as an employee. Another candidate interviewing for a coordinator role asked for directions when I scheduled the interview. These days with Google Maps being so prevalent, candidates should be able to find their own directions, even if they don’t have a GPS. Worse yet, she got lost on the way to the interview, and rather than asking someone in the neighborhood to help her, she called me. It took me five minutes to explain where the building was. Clearly this was not a person who was able to think on her own — a deal breaker for a coordinator role.” — Abby Kohut, former hiring manager and author of “101 Job Search Secrets”
“Internally here when interviewing, we try and be somewhat forgiving as we understand everyone is only human, however when the competition is high, there are things that can immediately remove people from consideration — particularly if it’s something that reflects on skills or attributes relevant to the job.
One of the big ones for us is spelling on a résumé, simply because it speaks to a person’s attention to detail. If they can’t check their own résumé over to ensure there are no mistakes, how could we expect them to do it once they get hired by one of our clients? So unless someone is a true superstar or has skills and experience that are in high demand, spelling mistakes are a deal breaker for us. The lesson here then is to make sure you triple check your résumé before applying.
In addition, we’ve heard from a number of our clients about their personal deal breakers as well. While many are the same, we’ve definitely heard some unique ones. One hiring manager eliminated a short-listed candidate because her bra strap was showing. Another because a woman’s skirt was too short. You never know the type of person you’re going to be interviewing with and what type of quirky biases they may have. While some hiring managers’ personal deal breakers might not exactly be fair to candidates, the bottom line is that they can and do eliminate candidates based on these personal judgments. Our best advice would be to err on the conservative or more professional side if you’re ever in doubt.” — Greg Masiewich, manager, IQ Partners Inc.
There you have it, hiring deal breakers straight from the source. It appears that all of the disqualifiers mentioned above were caused by one thing: lack of professionalism. Remember, no detail is too small to be overlooked by a recruiter, so make sure you exude a professional demeanor during your job search — whether it be in the way you dress, your manner of speaking, your online profile or even your cell-phone ringback — recruiters take everything into account.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.
3 Common Career Ruts — and How to Get Out of Them
It’s Monday morning, it’s time for work, and you’re finding it hard to get moving. In fact, building up enough motivation to head to the office is a constant challenge. Although you don’t hate your job, you don’t love it either — a far cry from when you started the position and looked forward to all the opportunities and challenges ahead of you.
It can be easy to fall into a career rut — sometimes, you may not even notice until you’ve been in one for a while — and getting out is often difficult. Following are three common career ruts and strategies for overcoming them:
1. You’re burned out
The recent recession put many workers to the test. “Doing more with less” was the theme at your company, and you were asked to work longer hours and take on additional job responsibilities. Even if you found the challenge rewarding at first, the extra work took its toll eventually. Now, you’re burned out and tired of the constant grind.
Rather than trying to grin and bear it, talk to your boss. Your manager may be just as busy as you are and not even be aware that you’re running on empty. By talking to your supervisor about your workload and solutions for reducing it, you may find that some of your work gets reassigned or postponed and that you leave with advice that helps ease your stress.
2. Your job seems to be going nowhere
You’ve been working in your position for a while but just can’t seem to move up the corporate ladder. You feel you’ve distinguished yourself, but your colleagues are the only ones given high-profile projects and promotions.
In this type of situation, it’s wise to perform a self-assessment to better understand potential roadblocks that may be preventing you from advancing professionally. For example, do you possess the right skills to assume more responsibility, or could you stand to improve certain key abilities? Do you have a positive reputation at the firm, or have there been instances when you failed to meet expectations or clashed with colleagues? Has your manager alerted you to weaknesses in your skill set, and have you taken steps to overcome them?
The answers to these questions can help you figure out the next step. You may also want to meet with your boss to express your interest in advancing and seek tips on what is necessary to do so.
3. Your line of work doesn’t inspire you anymore
You work as an executive assistant and used to love the varied assignments and fast pace. But now, the idea of coding another invoice, distributing even one more memo or taking what seems like the millionth message has you rolling your eyes. When it’s the work itself you no longer enjoy, it can be difficult to know what to do next.
A good place to start is to make a list of the aspects of your job that give you the greatest satisfaction. For instance, if you who love planning events, consider whether there are other opportunities to apply those skills within the company. Getting involved in the organization of the firm’s annual employee picnic, for instance, might boost your spirits and renew your enthusiasm for your career. Also consider volunteer work outside of your employer that taps into your expertise. Applying your talents in new and interesting ways may help you return to the office with a fresh perspective.
Above all, remember that a career rut may not be entirely negative. In fact, reaching a professional plateau can often serve as catalyst for positive change, bringing about greater job satisfaction. By considering your interests and taking action to find more fulfillment in your work, you may even start looking forward to Mondays.
Robert Half International is the world’s first and largest specialized staffing firm with a global network of 360 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.
The Best Way to Conduct a Mediocre Job Search
Most of us can pinpoint some form of mediocrity in our lives. For example, I am mediocre in that: I do my own laundry, but I rarely separate my lights and darks. I like to run, but never more than three miles at a time. I watch the History Channel, but only to make up for the brain cells I’ve lost while over-indulging in reality TV. I know that I am mediocre in these areas because I have blue socks that used to be white, I run four days a week but haven’t lost a pound, and I probably know more about the Kardashians than I do about the Kennedys.
If you have been at your job search for a while now, and: A. Haven’t gotten an interview, B. Haven’t gotten a second interview or C. Can’t seem to close the deal and land a job, mediocrity has probably contaminated your job search like a pair of blue jeans in a load of whites.
If you are guilty of one of these mediocre job-search tactics, it’s time to step up your game.
You apply to 10 jobs per day, but don’t send a cover letter
A cover letter can be time consuming. You have to find out the name of the person you are sending it to, and tell that person — in a unique and extraordinary way — why you are exactly what the company is looking for. You may even be able to double the number of applications you send out in a week by not including a cover letter. So you decide to stop sending them altogether. The only way that not sending out a cover letter with your résumé is anything other than mediocre, is if you’re only in the job market for the thrill of the chase. In which case, it is an excellent tactic.
“Hiring managers know that it’s easy to just send in a résumé,” says Monique Honaman, CEO of ISHR Group, a leadership development company. Providing a customized cover letter which targets the specific job opening shows that some extra energy was put into applying for that position, and it also tells the recruiter why you are a good fit for the job, she says.
Basically, if you don’t include a cover letter with your application, you might as well just change your first name to “Lazy” on all of your application materials, because that’s all the recruiter will see anyway.
You land an interview, but don’t research the company beforehand
Would you go to Paris without knowing how to say “where’s the bathroom?” in French? Would you make a chocolate cake without a recipe? Would you go on a blind date without doing an Internet search on the person first? If your answer is yes, you may also be inclined not to research a company before an interview. Although it may seem like you’re saving time initially by winging your interview, in reality, you’re actually wasting time, since your interview will be fruitless if you show up unprepared.
“There is nothing more embarrassing in an interview than being asked a question and not knowing some very basic element about the company and its product or service lines,” Honaman says. “And don’t think that hiring managers don’t have some stock questions in mind to get at the very basics of whether you have done your research. You can’t convey a message of ‘this is the perfect job for me’ if you don’t know the basics about the company.”
Although, research is time consuming, it is also time consuming to go on ten interviews and not get a job offer. In order to rise above mediocrity, remember the five Ps: Prior preparation prevents poor performance.
You do so much research on the company that don’t have any questions for the interviewer
Before your interview, you may spend days researching the company, the industry it’s in and the type of position you’re up for, so by the time the interview rolls around, you may feel like you have all the information you need about the company. When the hiring manager asks “So, do you have any questions for me?” you reply “No, I think I’m all set!” Even if this is true, ask a question anyway.
“Someone who doesn’t ask any questions appears to be disinterested in the position and that apathy shows through” says Honaman.
So, if you want the job, it’s best to ask something (read: anything). “Hopefully, the interview process truly did generate a few questions in your mind,” Honaman says. “If not, be prepared with a few ‘stock’ questions such as, ‘What do you like most about working here?’ or ‘After reviewing my résumé and having this interview, what concerns, if any, do you have about my fit for this role?’”
This lets the interviewer know you were paying attention and are interested.
You have plenty of questions to ask, but you don’t think before you speak
For example, “If you ask about work/life balance, do it without sounding lazy,” says Ed Muzio, owner of GroupHarmonics and author of “Make Work Great.” “One of the best ways I ever heard this put was like this: ‘Every job falls somewhere on a continuum; on one end is people putting in their 40 hours and leaving, on the other end is 90 hour weeks with nothing but work and sleep. Where would you say this job falls?’ One of the worst ways I ever heard it put was like this: ‘Are people expected to work, like, a lot of extra hours?’ Same question, different message,” Muzio says.
If you ask thoughtful questions that reflect both your interests, as well as the employer’s, you’re sure to leave a good impression.
So, like anything else in life, when it comes to a job search, you get out of it what you put into it. A mediocre effort yields mediocre results, and — unless you don’t mind selling yourself short — it’s best to put 100 percent into your job search.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.
Should You Lower Your Salary Expectations?
How to tell if you’re being realistic about what you should be earning. Everyone is pinching pennies these days, including employers. Hiring freezes, lower salary offers to new hires and smaller raises for existing employees have become commonplace. (more…)
More Workers Turning to Self-Employment
Recession sparks boom in entrepreneurship
Chris Corradino owns a photography business in New York City — something he never would have thought of doing three years ago, when he worked comfortably in a corporate environment. Yet when the economy started to falter in 2008, Corradino watched as most of his co-workers — many dedicated staff with over 30 years of experience — were coldly sent packing. With his impression of job security completely shattered, Corradino decided to take a leap of faith. (more…)
10 Common Sense Interview Tips Too Many People Flub
When we refer to something as being “common sense,” we usually mean that it is something we think everyone should know. Oftentimes, though, it turns out that what may seem like common sense to one person, isn’t always so to someone else. For example: Veterinarians spend their days around animals, so they might consider it common knowledge that cats sleep about 18 hours per day; hence the reason your vet seems so amused when you bring Muffin in for a checkup, concerned about her inability to stay awake.
Similarly, because human resources professionals constantly screen and interview candidates, what may seem like a common sense interview tip to them, might not have crossed a job seeker’s mind. Following are “common sense” interview tips straight from the experts’ mouths.
1. Be presentable
Wear a suit that fits, and don’t cut corners when it comes to ironing or dry-cleaning, says Monique Honaman, CEO of leadership development company ISHR Group. “I knew one guy who was in such a rush the day of his interview, that he only ironed the front of his shirt. Later, during the course of his interview day, it was hot and he was encouraged to remove his jacket and get more comfortable and it was clear that he had cut corners and only ironed the front! He was very embarrassed,” Honaman says.
Also, while you should always wear deodorant, try to avoid perfumes and colognes. You never know who will be allergic or just downright aversive to your scent. “A hiring manager once told me a story of how he didn’t select an incredibly well qualified candidate for a role because she wore the same perfume as his ex-wife,” says Danielle Beauparlant Moser, a career coach with Blended Learning Team. “He said she walked in the room and his only thought was how to get her out of his office as quickly as possible.”
2. Don’t be too early
While you should always arrive at your interview a few minutes early, try not get there more than 15 minutes before your scheduled interview time, advises Ben Yeargon, a manager at Spherion Staffing. “[Arriving early] will lead to anxiety on the candidate’s part because they have to sit and wait for an extended period of time, and it will lead to frustration on the hiring manager’s part because they will feel rushed with the project that they are trying to accomplish prior to the interview,” he says.
If you find yourself getting to the building earlier than you thought, wait in your car or take a walk around the block until it’s closer to your interview time.
3. Know whom you’re meeting with
“Know the name of the interviewer so that you can ask for that person at the receptionist’s desk,” advises Cheryl Palmer, president of Call to Career, an executive coaching firm. “It’s embarrassing when the receptionist asks, ‘Who are you here to see?’ and you can’t remember. Have this information either in your head or write yourself a note that you refer to prior to arriving in the waiting area,” Palmer says.
4. Remember: You are being interviewed as soon as you walk in the door
“Most people would never think of the receptionist as being an interviewer, but it’s true,” says Palmer. “It’s fairly common that the receptionist will report back to the hiring manager how candidates behaved in the waiting area. Don’t be remembered as the one who ate all the candy out of the candy dish or spoke disrespectfully to the receptionist.”
5. Make proper eye contact
“One of the most obvious mistakes interviewees make is with eye contact, and it costs a lot of people a lot of jobs,” says Barry Maher, who owns a California-based career coaching firm. “Eye contact is simple,” he says. “Any given eye contact should last about five seconds at a time. And if there’s one interviewer, make eye contact with him or her about 40 to 60 percent of the time. More than 60 percent is intimidating. Less than 40 percent comes off as shifty and perhaps insincere, even dishonest.”
6. Eat before the interview, not during it
Duh? Not according to Yeargon, who has experienced interview-snacking firsthand. “I was in an interview, no more than 10 minutes into it, and I got called out for two minutes to answer a question,” he says. “When I returned, the applicant was eating some sort of granola or other snack bar. Needless to say that individual did not get a job with my company.” No matter what the candy bar ads have to say, your hunger can wait.
7. Make sure that what you do eat beforehand does not involve onion or garlic
You want to be remembered for your professionalism and outstanding skill set, not for what you ate for lunch. Advises Palmer, “Don’t eat anything that has a strong odor before the interview.”
8. Don’t look at your watch
Block at least two hours of time for the interview, says Cindy Loftus, co-owner of Loftus O’Meara Staffing. Loftus also advises keeping your schedule relatively clear on the day of the interview, to avoid feeling the need to rush. “Don’t create distractions to your interview,” she says.
9. Tell the interviewer you are interested
Don’t forget to tell the recruiter you want the job! “If you truly feel the position is a fit — let them know and tell them you would like to get to the next round of interviews, and be prepared to tell them why,” Loftus says.
10. Get business cards from your interviewers — and use them
“Ask for the business cards of all of the interviewers that you have met and make sure you take a second or two to read their card,” Loftus says. This will not only be helpful in remembering each person you met with, but will make it easier to send proper thank-you notes and follow up e-mails, which should always be done within 24 hours of leaving the interview.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBforJobSeekers on Twitter.
