Category Archives: General Advice by Michael Farley

General Job Advice by Michael Farley

Interviewing is a Two-Way Street

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So many of us focus so intently on preparing to answer interview questions that we often neglect to prepare a strong set of questions for the interviewer.  This is a major mistake.  To simply not ask any questions during an interview is unforgivable and fortunately most candidates do not commit this job-search sin.  But, how many candidates take the time and energy to prepare in advance a strong set of questions to ask the interviewer?  As a candidate, it is your obligation to interview the interviewer by asking appropriate questions.  We sometimes forget that interviewing is a two-way street.  You need to determine if this hiring manager and company are a good fit for you.

You want to learn as much as you can about the company, the position and the hiring manager.  You do this by asking open-ended questions.  You cannot elicit the information you need to learn by asking closed-ended, yes or no questions.  I have attached a list of twenty interview questions that I rely upon for interviews (click the enclosed link). Questions to ask the Interviewer.  I have broken them into three distinct categories:  1) Company-specific questions, 2) Position-specific questions, and 3) Manager-specific questions.  I have asked each of these questions during interviews many times, but NEVER during the same interview.  You want to be very careful that you do not overwhelm the interviewer, as you do not want to appear to be conducting a more thorough interview than the interviewer.  Let’s face it…no one really likes an inquisition.  I suggest that you pick 5 – 10 questions that suit your preference and which you would ultimately like answered.  I would encourage you to select a healthy mix of all three categories. 

By asking thoughtful and inquisitive questions, you will demonstrate both your seriousness and preparation.  The information you gain from these questions could very well determine whether or not you want to work for the hiring manager and ultimately the company.  In this regard, this information is invaluable.  For example, I simply cannot bear to work for someone who is a micro-manager.  To make this determination, I simply ask the hiring manager to describe his or her management style.  I also want to know if the company fosters work-life balance.  Therefore, I ask the interviewer to describe company’s culture.  I feel that it is imperative that candidates know what they are potentially getting themselves into; which can be determined simply by asking what the most immediate challenges of the position are that need to be addressed in the first three months of hire.  If you are as curious as I am to know about the merit system for bonus incentives, then you want to ask about the reward system for top performance.  I’ll bet you are interested to know what the company’s future might look like; which is why you would want to ask where the company is going in the next 3 – 5 years.

To determine the timeframe of the hiring process and ultimately next steps, you need to ask.  This is VERY important information.  If you are looking for an opportunity to overcome unspoken concerns or objections by the interviewer, then the interview is the best time to ask.  You will not get a second chance to address objections, which could simply be a misunderstanding or disconnect by the interviewer.  Don’t leave anything to chance…ASK!

What are some of your go-to interview questions?

How to find me:

My blog: http://yourtopshelf.wordpress.com/
LinkedIn Profile: http://www.linkedin.com/in/michaeltfarley
E-mail: mtfarley@msn.com

What’s on your Top Shelf?

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Do you know what’s on your top shelf?  No, I am not talking about your liquor cabinet.  Are you prepared to discuss the very best that you have to offer as a candidate?  In other words, what are your top skills, abilities, results, achievements and accomplishments?  Better yet, what stories can you share with the interviewer to demonstrate what’s on your top shelf that relate directly to the questions being asked?  With that said, are you ready to discuss the best you have to offer?

I have participated in many interviews, both as a candidate and as the interviewer, and I have NEVER been asked about my top shelf in the literal sense.  Let’s change the nomenclature…have you ever been asked about what you bring to the table during an interview?  I have.  It is not a question for which you want to be unprepared.  To be clear, it is not common to be asked this question.  What’s more, I am not a strong proponent of preparing to answer specific questions simply because you have no way of knowing what questions you will be asked. 

With a few notable exceptions (e.g., What do you know about the company?), I strongly endorse that you prepare for an interview by becoming an expert on you.  Not only do you need to know exactly what’s on your top shelf, but you have to be prepared to sell it.  Remember, this should be your premium stuff; the best of what you have to offer a company as a candidate.  One of the most effective ways to articulate and share your top shelf with an interviewer is to tell anecdotal stories to answer questions.  It is one thing to spout off facts and figures, and while potentially impressive, remember that stories are what captivate and engage human beings.  This is how we engage.

Anecdotal stories that are woven around and incorporate your top shelf will supercharge your candidacy.  They help us to see the forest through the trees.  Stories allow us to relate and connect and feel.  So, which stories should you prepare in advance?  Well, they should relate back to both the position description and especially the requirements.  These stories should demonstrate the best of what you have to offer in a manner that clearly and convincingly illustrates your ability to generate positive results.  I would suggest preparing 3 – 4 solid examples in advance. For extroverted personality types, this should be an easy assignment.  For introverted personality types, this may require you to step outside of your comfort zone. 

While this may not come naturally to everyone, it is absolutely essential if you intend to advance through the hiring process and ultimately land an offer.  As I often reiterate, no one can do a better job of selling you than you.  You do not have to memorize your stories word for word, but know what the problems and challenges are,  know the facts and deliver the solutions that generated positive results.   Anecdotal stories from your top shelf that display and showcase the very best of what you have to offer—what you bring to the table—will give you the edge you need to win over the interviewer.

How to find me:

My blog: http://yourtopshelf.wordpress.com/
LinkedIn Profile: http://www.linkedin.com/in/michaeltfarley
E-mail: mtfarley@msn.com

Sample Thank You Letter

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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!

Sample Thank You Letter

How to find me:

My blog: http://yourtopshelf.wordpress.com/
LinkedIn Profile: http://www.linkedin.com/in/michaeltfarley
E-mail: mtfarley@msn.com

What is your Post-Interview follow-up strategy?

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For some reason, job candidates often over-think and over-analyze their post-interview follow-up strategy. Regardless of the type of interview (e.g., phone interview, panel interview, HR interview, etc.), a thank you letter is not optional. Skip this step at your own peril. A simple of rule of thumb…strive to send your thank you letter within 24 hours of the interview, as this will maximize its potential impact. As to the type of thank you letter, that really is a matter of preference. If you happen to know that the person you interviewed with has a preference or fondness for hand-written notes, then the debate is settled. Absent this first-hand knowledge–which is the most likely scenario–and you can choose from the following options: 1) Handwrite the letter or note and send by way of snail mail, 2) Type the letter and send by way of snail mail, or 3) Type the letter and send by way of e-mail as an attachment with the text pasted inside the body of the e-mail. My preference is option 3, as this allows me to stay top-of-mind with the interviewer. However, what matters most is that you write and send a thank you note. Remember to proof-read it multiple times to ensure your spelling and grammar are error-free. In addition, I would recommend having a friend or peer proof-read the letter for you.

In order to take this important step, you need to have the interviewer’s contact information. I strongly suggest that you ask the person you are interviewing with for his or her business card prior to commencement of the interview. Consider this step to be an important best practice. Usually, the interviewer will offer you his or her business card, as is proper business etiquette, but this does not always occur. This is something I do not only when I interview, but when I go on a sales call. You literally cannot follow-up without the person’s contact information. By asking for it up front, you no longer have to remember to ask for a business card at the end of the interview; which is when you are more likely to forget. For phone interviews, simply ask for the person’s contact information up-front so that you can follow-up with any questions you may have post-interview.

Referring back to conversation topics of interest or importance to the interviewer within your thank you letter is a good way to set yourself apart from the competition. If you discussed part of your work-folio (i.e., handouts that you can share with the interviewer that demonstrate your achievements, qualifications and/or credentials), then you may want to consider including a select piece from your work-folio as an enclosure. Remember, your primary goal is to make a positive first impression and make it to the next interview round. This crucial step will help you accomplish this goal.

Finally, be sure to inquire about next steps in the interview process along with the expected timeframe. The interviewer will communicate to you when they expect to inform candidates regarding next steps in the interview process. Take note of when you should expect to hear back from the company. If you do not hear back from the company within the timeframe quoted by the interviewer, then you have earned the right to follow-up with that person by phone or e-mail and inquire about the process and next steps. A word of caution is warranted. Do not, under any circumstances, contact the interviewer before the timeframe has expired. To do so demonstrates your inability to listen and follow simple instructions, not to mention impatience on your part. Do not give the interviewer a reason to screen you out of the running.

In my next posting, I will submit and share a sample thank you letter.

How to find me:

My blog: http://yourtopshelf.wordpress.com/
LinkedIn Profile: http://www.linkedin.com/in/michaeltfarley
E-mail: mtfarley@msn.com

When is the right time to inquire about compensation?

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Have you ever received a job offer with a starting salary that was well below your expectations? If you have, then you know how frustrating this experience is. You just spent countless hours of your time and resources preparing and planning for multiple interviews; you had to schedule time away from work and/or home to actually go on these interviews in addition to expenses incurred. And then, to reward you for your time and trouble, you receive an offer that is below your expectations and leaves your jaw agape. Well, this happened to me about 5-6 ago. I was offered the job, but at a salary discount that would have provided me with significant salary decrease. I literally could not afford to take such a pay cut.

I could not believe that I had just wasted so much time, energy, effort and resources. I made a promise to myself to NEVER repeat this mistake again. So, how do you avoid making such a wasteful misstep? You would be surprised to learn that it is pretty easy. I suspect that there a number of professionals out there who may disagree with my suggestion, but if you value your time and resources along with that of the hiring company, then continue reading. Before scheduling the first interview, simply state the following: “To ensure that we are on the same page, and to avoid wasting any of your time and resources along with that of my own, do you mind sharing with me the salary range for this position?” The interviewer may ask you what you currently make. You then respond as follows: “My salary, not including incentives and bonus, is in the [insert low-, mid-, or upper- range of your salary level].”

I have an important caveat to share…if you are out of work and/or job searching for a position whereby compensation is not one of your top priorities, I would not implement this strategy. Again, I want to emphasize the following: If your primary focus is to find new employment due to job loss, if you are underemployed and/or you are experiencing an adverse job situation with your current employer, then I would not focus on the issue of compensation at all.

Otherwise, I do this for EVERY company for which I interview. And you know what? Each and every time I ask this question, the person I ask completely understands why I am asking the question and actually appreciates that I have respect for their time and limited schedule. And best of all, they ALWAYS answer my question in a straightforward manner. I have never lost out on an opportunity because of this tactic, nor has an interviewer found it to be intrusive or overly aggressive. As I said before, some people, especially the so-called “Professionals” will completely disagree with me. I say let them.

My results always speak louder than the pundits. Since that lesson-learning experience, I have never wasted an interviewer’s time or my own due to starting-salary questions or concerns. The professionals think this takes away your leverage and ability to negotiate. This is nonsense. First of all, the hiring company will inquire about and confirm your past salary history by way of your completion of a job application. Second, almost everything in a job offer can be negotiated, although not always to your satisfaction. Third, why would you want leverage if the job offer is significantly below what you consider to be acceptable? Getting on the same page with a company regarding salary upfront will only benefit you. This will not compromise your ability to negotiate a forthcoming job offer.

As is often the case, the hardest lessons often make for the best teachers.

How to find me:

My blog: http://yourtopshelf.wordpress.com/
LinkedIn Profile: http://www.linkedin.com/in/michaeltfarley
E-mail: mtfarley@msn.com