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Questions every job seeker should be prepared for BEFORE the interview.

Wednesday, March 3rd, 2010

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Be Prepared and Practice for the Interview

Here are a few examples of skill sets and some behavioral-based interview questions associated with these skills.

Decision Making and Problem Solving
Describe a situation in which you used good judgment and logic in solving a problem.
Give me an example of a time when you had to be quick in coming to a decision.

Leadership
Have you ever had trouble getting others to agree with your ideas? How did you deal with the situation, and were you successful?
Describe the most challenging group from which you’ve had to gain cooperation.

Motivation
Tell me about a time when you went above and beyond the call of duty.
Give me an example of a situation in which you positively influenced the actions of others.

Communication
Describe a situation in which you were able to successfully communicate with another individual who did not personally like you (or vice versa).
Give me an example of a time you had to use written communication to convey an important argument or idea.

Interpersonal Skills
Give me examples of what you’ve done in the past to contribute to a teamwork environment.
Give an example of an unpopular decision you’ve made, what the result was, and how you managed it.

Planning and Organization
When scheduling your time, what method do you use to decide which items are priorities?
Describe how you’ve handled a sudden interruption to your schedule.

Once you’ve determined which behavioral-based questions you might be asked during an interview, look back on your past experiences and develop stories to answer those questions. Your stories should be detailed, yet succinct, and should always include the following three elements:

A description of a specific, real-life situation or challenge you encountered.
A description of the tasks and actions you took to overcome that challenge.
A summary of the results of those actions. (Try to quantify these results whenever possible.)

Here is a sample answer to a behavioral interview question that incorporates each of these elements.

Question: Give an example of a goal you reached, and tell me how you achieved it.
Answer: Due to cuts in funding to our adult continuing education program, we faced the daunting goal of drastically reducing our promotional budget without sacrificing our media presence in the community. As Program Director, I researched alternatives to the effective, yet costly, course brochure, which was produced and distributed biannually to an average of 60,000 residents in our service region. I was able to successfully negotiate with two local newspapers to produce and distribute a new course brochure that increased distribution by 33% to 80,000 residents and decreased costs by 50%.

Familiarizing yourself with the behavioral interview style, crafting and practicing your stories, and doing some homework on the position you seek will ensure that you won’t be caught off guard should you encounter a behavioral interview.

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This is just one of the 110 tips in a new eBook called “101 Tips Every Job Seeker Should Know”. For more about the job search and career development process, including mistakes to avoid on resumes, the most important interview questions, appropriate interview attire and creating your online presence head over to the store and get 101 Tips That Every Job Seeker Should Know today!

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How to Develop All Star Job References

Thursday, February 25th, 2010

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Every job seeker knows that when applying for a new job, great references are almost as important as a stellar resume. It’s generally the first thing a hiring manager will ask for in an interview, so you’ll have to be prepared.

What’s the best way to develop your references? Can you just write down a few names and contact information of people who’ll say you’re a good employee who won’t run off with the office supplies? Not exactly.

How to Develop All-Star References

Developing great, usable references does require some work, but it’s not impossible! Here are a few tips to help you create an all-star list of references.

Who Makes the Cut?

When compiling your reference sheet, the first question you should ask yourself is the most logical one: who’s on the list? Your first instinct might be to choose someone in your company with an executive job title or strong name recognition to people outside of the organization. But, the last thing you want is for a recruiter or hiring manager to make a phone call to this higher-up and hear a response like “Joe who?” For this reason, director supervisors and others who have day-to-day knowledge of your work performance make the best references.

Are They Competition?
While your references should be someone you’ve worked closely with, they shouldn’t be someone who could end up being your competition. They need to have strong knowledge of your work performance, but, for this competitive reason, they should be in a different functional line of work.

Ask Permission
You’ve done your investigative work and have your VIP list of strong, knowledgeable references. But, do they want to be on that list? Maybe not. It’s vital that you get the permission of each and every one of your references before handing their contact information to a recruiter or hiring manager. Once they’ve accepted your request, you’ll need to double check their contact information and find out how they’d like to be contacted – via phone or email. Make sure to also ask when they prefer to be contacted, so they aren’t caught off guard when a recruiter calls.

Find References’ References
Recruiters and hiring managers know that anyone you reference is going to say good things about you. Of course, right? You certainly wouldn’t list a reference who would speak poorly of you. This is why hiring professionals often ask most references: “Who, other than you, has direct knowledge of Joe’s work performance? Can you give me their number or email?”

So, be sure to ask each of your references the same question “Who would you recommend as a reference for me?” If they name someone who might not give you a glowing report, take the opportunity to steer them away and suggest an alternate person.

Get it in Writing
What’s even better than email or phone references? Letters of recommendation. Written references will save you the time and energy that organizing phone references requires. Save yourself even more time by saving every “pat on the back” you get from your supervisor or colleagues throughout the years. When it’s time to job search, these saved accolades will prove invaluable.

Proper Presentation
References should only be provided during the interview. Never include them in your resume or send them in with job applications. When you’re called in for an interview, however, it’s best to have the prepared document to present to the hiring manager.

Keep it Professional
Your references should be strictly professional – choose colleagues or peers who have direct knowledge of your work performance. The “character reference” from an executive’s friend or family member generally isn’t very helpful for the hiring manager, so including one is unnecessary.

After you’ve landed your new job, it’s always a great idea to send each reference a thank you note to show that you appreciate their help in getting you there.

Related articles:
The Interview was Awesome. Now What?

Interviewing Strategy – Clues to Uncover Corporate Culture

The Four Most Important Interview Questions

Send a Value-Added Response After the Interview

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The Interview was Awesome. Now What?

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A panel interview is like any other interview

Wednesday, February 24th, 2010

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A panel interview is like any other interview, but with a larger audience. Don’t be intimidated by the fact that “all eyes are on you.” Instead, try to think of the efficiencies that the panel interview affords you. Candidates who participate in panel interviews generally go through fewer rounds of interviews before the hiring decision is made. A panel interview decreases the likelihood that you will be asked redundant questions by different interviewers and gives you less need to “recycle” your interview strategy at multiple meetings.

About Panel Interviews

Pay extra attention to the details
Arriving late to an interview or showing up with mismatched socks is bad enough during a one-on-one interview. These errors in judgment will certainly be magnified if they are observed by a panel of interviewers at the same point in time.

When you meet each person on the panel, ask for a business card
Before the interview begins, place the cards in front of you and facing in the direction of the appropriate person to help you remember the names of the people you are interviewing with. Refer to each person by name during the conversation to personalize your responses and build rapport with the group.

Don’t assume that the most senior person is the decision maker
Frequently business leaders rely on their team to help make decisions about candidates; be sure to include everyone in the conversation. If one person in the group asks you a question, begin your answer by responding to that person, but then make eye contact with the others to build rapport with everyone in the room.

Try to size up the agenda of everyone in the group
The needs of the marketing, operations, and sales teams will be different, so make sure you can showcase stories of success that will resonate with the different business heads you are interviewing with.

Be cognizant of the group dynamic
The panel interview gives you a better idea of how the group interacts and works as a team. These subtle but important cues are often missed during one on one interviews. Observing the group dynamic during the interview phase may help you make better decisions about the company culture and how well you would fit in with the team.

Send everyone in the group a thank you letter and make sure each letter is unique
The thank you letter is a great tool for reconnecting with the hiring team, but, in order to be seen as authentic, you need to communicate your thanks to each person individually and avoid redundant content. Try to focus on one key point of exchange with each person you interviewed with.

Observe Communication Style When Interviewing

Interviewing Strategy – Clues to Uncover Corporate Culture

The Four Most Important Interview Questions

Send a Value-Added Response After the Interview

For extensive job and career books, visit our career resources page.

At our website we offer:

First Impressions Are Important

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7 Ways Junk Mails Can Help You Write Killer Resumes (and Cover Letters)

Friday, February 19th, 2010

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You don’t have to take the bait on that 12-month, 0% APR credit card offer cluttering your mailbox to appreciate the value of junk mail. That’s because a lot of those letters from insurance companies and coupon brochures to water park resorts have something every job hunter really does want: writing that sells.

So if you want to keep your resume and cover letter out of the circular file, you may want to incorporate some of these golden junk mail tactics to prepare killer resumes and cover letters.

An Enticing Offer

It shouldn’t take long for a job recruiter to get the message of who you are and why you would be valuable. If you apply by email, condense your single biggest selling point into the subject line (example: award-winning graphic designer w/ 5-years experience seeks Sr. Design position). And in the first paragraph of either format, sell your key qualities as you express your intent to apply. Don’t just inform them you want the job, make them want to hire you.

Crisp, Concise Language

Good direct mail wastes no words; neither should your cover letter or resume. Make your sentences short and your points clear. You need to convey confidence and excitement with substance, not flowery verbiage. A recruiter sifting through a stack of applications can see a time-waster a mile away. Get your point across fast and get thanked with an interview.

Be Professional

Good direct mail would never be mistaken for a personal letter—except that junk mail actually designed to trick you into thinking it’s real mail. Annoying, isn’t it? Don’t get too cute and familiar, especially if you’re sending an email. Save the emoticons and LOL’s for your friends. This is especially important on your resume, which should look polished, appealing, and easy to read.

Be Personal

You are still a person. Emotion, connectedness, and shared experience will always have a place in business, and, with the right balance, they can work wonders for your job search. Your cover letter is the ideal place to relate to the reader on a personal (but still professional) level. It’s also an excellent opportunity to reference any colleagues or connections you have to the company.

Highlight the Benefits

Most job applicants list all their qualifications, just rambling on about themselves. The most compelling junk mail pieces, however, don’t just list the features of a product or service—they show how those features will benefit the user. Don’t just say you’re experienced. Tell them your familiarity with their procedures will eliminate the need for training and boost efficiency from day one. Don’t talk about you—talk about what you will do for them.

Reference your Sales Sheet

Don’t use your cover letter to repeat everything on your resume, but do draw attention to the key points (especially if you can show how your ‘features’ will turn to benefits). By asking them to refer to specific points on your resume, you are driving them to further action and engagement with your profile rather than turning to the next candidate.

Invite a Response

Don’t print a coupon on your cover letter (unless you really are that desperate for ideas). But do make it easy to respond. Instead of just saying you look forward to their response, direct them to the best way to reach you. It’s a small touch to repeat your contact information, but you want to close the deal. At the very least, make sure your contact information appears on both your cover letter (or email) and your resume.

What do you think? Do you agree that there is a ‘junk mail tactic’ that we can apply to write killer resumes and cover letters?

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On Unprepared References, Lies

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