Your status while in transition is that of a consultant, especially when you’re interviewing for a job. The would-be employer needs you because you might be able to solve certain company problems. To prove that you can, you must stay on top of things and demonstrate that you’re knowledgeable about the employer’s industry in general, about the sector the company is in in particular, and even about the most current issues and developments in the hiring manager’s field. So, how do you do that?
I’m a career coach helping people in transition every day. I, too, must demonstrate to clients that I’m on top of my industry. To achieve that, at least one hour a day seven days a week I read about general subjects in daily papers (mostly online), about business subjects in several business magazines I subscribe to, and about current events via the Internet when such news flashes onto my screen. Naturally, I focus more on issues that pertain to jobs and the like by reading articles by people I follow on Twitter.
I find an equally important source of information at various networking forums by meeting and chatting with people in attendance. For example, the other day I was the presenter at a job search networking group, but because of the inclement weather, the turnout was significantly smaller than expected. The situation allowed the presentation to turn into more of a focus group chat, which was even more appropriate because the presentation was called How to Be Effective When Networking. Most of the attendees had basic familiarity with job search networking, but they had special interest in the comparison between classical, or traditional, networking and social networking.
People in transition should learn, embrace, and actively participate in social networking. This is admittedly a totally new, up-and-coming element in the job search armamentarium, and those who master it benefit the most.
On another subject during that meeting—but an especially pertinent part of the group’s learning—a participant recounted an interview situation he’d recently experienced. The interview was with a human resources representative half his age, who blatantly and repeatedly violated the age discrimination law. Frustrated and furious, the job seeker ended the interview, later reporting the experience to higher-ups in the company. The interviewer was fired three days later and dared to call the candidate on the phone to complain to him. For me, this certainly sounded like a learning experience.
Alex Freund is the founder of Landing Expert–Career Coaching. His Web site includes a current and comprehensive list of job search networking groups in New Jersey, Pennsylvania, Connecticut, and the city of New York, and the site is visited by thousands of people every month. Landing Expert is a premier career-coaching service with the objective of preparing job seekers for interviews. Alex’s clients are gaining knowledge, receiving marketing material, and acquiring the know-how to beat the competition.
Alex can be reached at:
609-333-8866
Career planning is challenging. It can be very difficult to figure out what you want to do. There are so many choices, and a wrong turn can really set you back. Of course, it can also provide for a very valuable learning experience. When considering what you want to pursue conduct a self assessment to understand your skills, interests, and drivers. Speak to friends and family members to get some ideas. Knowledge is power; and a sure fire way to narrow things down is to engage in discussions with others to understand options. Attending career fairs is a good way to get information from a number of people that are situated in one place. Collect literature and do some research. If an internship is something that you can do, it is probably time well spent to understand the intricacies of an industry.
Consider the following:
1. What do you enjoy spending your time doing? Keep a list of these things to allow you to incorporate these interests in your career pursuits.
2. What motivates you? If you understand what your motivations are, you are more likely to remain happy and engaged.
3. What skills would you like to develop? Consider taking a class to improve in an area where you know you need some help.
4. Do you know yourself? If you recognize that you really enjoy working in a team environment, you will likely want to pursue an opportunity that will have a strong component of interaction with others.
5. What are your goals? You will need to make decisions that result in actions to meet short- and long-term objectives. Establishing your goals will allow you to understand and identify the training you will need for success.
Once you have determined a career path through exploring your options, and gaining awareness of industries and opportunities you will need to prepare for your job search.
Skills and tools for an effective job search are the following:
1. A compelling and results oriented résumé and cover letter to help you stand out from the crowd.
2. Leveraging social networking to gain exposure to people and situations where ongoing communication can help you.
3. Training in effective interviewing to ensure you deliver and maintain a positive personal brand throughout the job search process.
4. Conducting effective salary negotiations to ensure that you are properly compensated for your professional efforts.
The career planning process is one that continues through the entire career lifecycle. Exploring and understanding your options, communicating your value, and applying the tools and skills to navigate a successful career path will help you realize your goals. Explore your options, research industries and potential positions to facilitate a successful search and selection process.
Debra Wheatman, CPRW, CPCC is the founder and Chief Career Strategist of CareersDoneWrite, a premier career services provider focused on developing highly personalized career roadmaps for senior leaders and executives across all verticals and industries.
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DWheatman@ResumesDoneWrite.com
ResumesDoneWrite.Blogspot.com
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As promised, I am enclosing a sample thank you letter that I have crafted and utilized repeatedly. It is short, succinct and direct. It synthesizes your appreciation to the interviewer(s) considering your candidacy while expressing your sincere enthusiasm and interest in the company and the position. Just as important, this is your final opportunity to reiterate why you are the best candidate for the job and to address any potential concerns or reservations raised by the interviewer during your meeting regarding your qualifications and ability to perform at a high level. Ultimately, this is your chance to emphasize your confidence in your ability to add value and make a strong contribution to the company. I would also suggest that you make reference to specific conversation topics that resonated in a positive manner with the interviewer as well. Feel free to utilize as much or as little as you deem fit, as I hope that it serves you as well as it has served me.
Cheers!
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Everyone who’s been fired raise their hand. If your hand is up, (and mine is), we’re in good company. I’m unable to find statistics, but in 25 years of working with candidates, my conservative guess is fifty percent of all people within the workforce have been fired or laid off at some point. Despite this, most job seekers end up on the defensive, afraid of how it will reflect on them come interview time.
And most terminations aren’t because of documentable inappropriate behavior, which leaves a large number of people feeling responsible for an event that wasn’t necessarily their fault.
Here are three real-life examples and how to handle each if you ever find yourself in a similar situation.
INSTANCE #1: One person had a thirty-day review with four members of the company which, it seemed to me, was simply a reason to go through the motion of documentation and procedure prior to the alleged reason for the review. I could tell by what the company said during the review, that the individual hadn’t had a chance. Two weeks later the person was fired over a very petty incident. The reason given was that the person hadn’t made the changes advised in the review.
What to make of it: My assessment is that someone had it in for this person. Examine your relationships with your peers and supervisors, as well as the relationships of the people with whom you work. Were any of them tense? Was there any competitiveness within your department? Did you find yourself constantly justifying yourself to any particular supervisor? Were there any recent management changes?
How to handle it: When you’re asked, “Why did you leave your last job?” say: “I was fired, but I’m not sure why. I’d been at the company for three years, and my reviews had been good. Suddenly, I had a thirty-day review that seemed, in retrospect, to be just formality for what was to come. Two weeks later I was fired for (name petty reason). I believe there was an agenda of which I wasn’t aware.” Say it matter of factly, not defensively, and add nothing negative about your employer. But you need the supporting information of long-term employment with favorable reviews – if it’s true – to spin it in your favor. Otherwise, it can be inferred that the problem was you, not your employer.
INSTANCE #2: An employee was fired for refusing to do something unethical.
What to make of it: Whether the person knew it or not, the request was both a test and an ultimatum. Whatever that instance was indicative of, you can bet there was more of it present.
How to handle it: Straightforwardly. “I was terminated for refusing to do something unethical.” If you’re asked for specifics, simply say you’re not comfortable disclosing that information. The interviewer should respect you for not saying what they were. The specifics aren’t the hiring company’s business, and they shouldn’t ask you for them. Additionally, you don’t need to spill the story to justify your statement.
If you’re not asked back, don’t waste your time wondering why, and don’t take it personally. The company you want is the one that respects you for not telling stories and likes that you stuck to your ethical guns. They’re the ones that will want you back. That’s the kind of place you want to work.
Part 2 March 2nd: My termination!
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It’s probably happened to you a hundred times: you go to a major store, hoping to find that specific item you’re after, and you have to walk away disappointed. Either the item was not available or, most likely, you were looking for something uncommon or unusual that the store didn’t have. Such a scenario often occurs in interview situations: You as a candidate seemed very prepared, and when someone asks you later how the interview went, you reply positively and with confidence. After all, you have every required skill the interviewer was looking for, you have plenty of experience, and you were able to answer smartly all of the interviewer’s questions. So, why didn’t you hear back? What went wrong?
The answers to those questions are repeats of answers to the shopping situation—when you couldn’t find that specific item. Evidently, the interviewer, too, was looking for something specific that you did not surface and demonstrate. In this case, it’s likely the interviewer was looking for something totally unrelated to skills or experience. So, what is that something, and how can the interviewer find out you have it?
It’s all about compatibility, or so-called chemistry, which is a very heavily weighted element in the hirer’s decision-making process. Many call it the fit factor, and it could easily be by far the decisive issue in the entire interview. As a career coach, I work with my clients and prepare them to learn to how to “read” interviewers so they can discern that fit factor.
There are many well-known, documented, and respected studies about types of people. Some of the studies find that if a candidate is unable to align with the interviewer—sometimes an impossibility—then the chances of being considered for the position are minimized. That’s the reason someone else gets the job.
You may have heard of the Myers-Briggs Type Indicator, the DISC assessment, and other personality tests. I’m familiar with another, called MBS, or Management By Strengths. The MBS Survey is a self-assessment that attempts to align relationships and communications between parties. It deals with understanding the decision-making process, whether the process is based on facts or on gut feelings. For more information on the MBS test of personality type, visit www.strengths.com.
In summary, in an interview situation it’s hugely to your benefit if you’re able to “read” the interviewer and adapt to the interviewer’s style, because it’s well-known that hirers like to hire people like themselves.
Alex Freund is the founder of Landing Expert–Career Coaching. His Web site includes a current and comprehensive list of job search networking groups in New Jersey, Pennsylvania, Connecticut, and the city of New York, and the site is visited by thousands of people every month. Landing Expert is a premier career-coaching service with the objective of preparing job seekers for interviews. Alex’s clients are gaining knowledge, receiving marketing material, and acquiring the know-how to beat the competition.
Alex can be reached at:
609-333-8866
