This confidence game isn’t the same as the scam. This one applies to those who have been hunting with no results and are becoming discouraged. Rapidly.
Let’s go back to how most people search, because that’s where the problem – or problems – are. Your cover letter neglects to tie you to the ad and your resume fails to entice. Or perhaps your cover letter sells and your resume is full of accomplishments, but you’re answering unrealistic ads. Or perhaps you’re targeting ads wisely, but being overly picky, forgetting that ads tell if you want to interview, not if you want to work there.
Most people stick with the job boards, unwilling to do the work necessary for cold approaches and afraid of putting their ego on the line for follow ups. They’re fed up with trying to reach recruiters, generally because they’re doing it in an ineffective manner. Consequently, between the cover letter, the resume, and the search method, nothing much happens. Competition is stiff these days, and only one person reaches the finish line.
Frustration sets in. Discouragement piles up. The shoulders slump. The mouth isn’t smiling. And then the thoughts begin: “Why is no one hiring me?”, “I’ll never get a job!”, “Why doesn’t anyone respond to my resume?”
Discouragement breeds negative thoughts, which breed more discouragement, which breeds more negative thoughts, which are compounded by money worries, or how much you hate your job, or the lousy traffic, or the weather, or whatever. The worse it gets, the more it bleeds into everything else.
Then the phone rings, and someone wants to schedule you for an interview. After a moment of happiness, your discouragement from the lack of response translates into self doubt. If you’re so good, why didn’t all those other companies call you? You hope this one goes well, but you wouldn’t be surprised if it doesn’t.
And guess what happens? It doesn’t go well. Would you be surprised to know you created that outcome? Thoughts are energy, and they influence the results. If you’re thinking negatively, your body language will depict lack of confidence and joy, your tone of voice will be small and hesitant, and your sentences won’t come out with assurance. Instead of sitting up straight and asking discerning questions, you’ll be a less than stellar interview.
You don’t feel confident, so you don’t project confidence, thus you can’t sell yourself. Why would you get hired?
And an overwhelming percentage of the time, the discouragement that perpetuates these negative situations has nothing to do with your capability, skills, or marketability, and everything to do with things that can be changed, which then change the outcome, which then change your perception of yourself, which then brins about more positive results….and it spirals up, instead of down.
If nothing is happening, get help. Find out what the problem is. And in the meantime, be aware of what you’re telling yourself, because 90% of the time it isn’t you, it’s what you’re doing – or not doing. And you’re taking it personally. Contrary to what people think, job finding is a skill that can be improved, thus improving the outcome and your disposition.
One reason why prep and homework are so important is because you remember the contributions you’ve made to your previous employers. This helps to bolster your self confidence, diffusing the uncertainty and fear. When you’re consciously reminding yourself of what you can bring to the table, you think, “I’m good! Someone is going to see that sooner or later, and they’ll get a great employee!” And that’s what comes across instead.
Stay aware of what you’re thinking. Stay aware of what’s taking place with your demeanor. And if you find it going downhill, find a way to boost yourself back up. Because if you don’t, all you do is perpetuate the problem.
One of the most basic rules in economics deals with supply and demand. Today’s job market certainly has a significant supply: 13.9 million people looking for jobs. But demand has been meager for the past several years; it probably will continue to be for the near future; and—at least at this point—it does not show any robustness. The immediate impact of this discord manifests itself by only a few people getting jobs.
In theory, the process of getting a job is simple: human resources department employees, outside recruiters, and hiring managers review multitudes of applicant résumés and eliminate all except outstanding ones. There are many of the latter, and less-than-outstanding résumés get filed in the black hole. A further elimination process is in place via phone or video screenings, with the target objective to request applicants appear for in-person interviews—but typically, no more than three to five of the seemingly best prospects. Ultimately, of course, only one is going to get the congratulatory letter.
In practice, since more and more job seekers know the rules of the game, they’re trying to maximize their chances by getting outside help. There’s been a significant uptick in the trend of job seekers’ hiring professional résumé writers, followed by the trend of working with career coaches to specifically improve interview skills. Both professional résumé writers and people who offer career coaching services appear to be costly. Plus the expense comes at a person’s time of trauma, anguish, and high frustration level, but what is the cost of those things combined with lack of a steady paycheck?
Most people realize that job seeking has become very competitive in every occupational field. Even most colleges, as part of their applicant-screening process, interview potential incoming students before making final determinations. As a career coach specializing in the interview process, I see more and more such college student applicants who engage my services. Furthermore, many military veterans returning from years of service find themselves unprepared for the next phase in their lives, and they reach out for assistance with job search counseling and interview skills enhancement.
It’s not enough to be able to say you did great things in past; you now need to sell that to someone who’s willing to pay you. Do you know how to do that?
The day for your interview has been scheduled. That means you were among the handful of people selected out of dozens of applicants to continue the competition toward the job offer. Not only do you need this job very badly, but also you studied for it thoroughly by preparing yourself for difficult interview questions and you’re really psyched up. But wait. What will you wear to this coveted interview?
An administrative assistant will usher you into an office or conference room where the interviewer and possibly others are waiting for you. They’ve studied your résumé and are prepared. The door opens and you walk in–energetically and with a big smile. They’re looking at you and noticing your appearance. You’re making an impression, and you want that impression to be excellent. You also know that that first impression is a lasting one. Some of what they see cannot be changed. This is the way you look–whether it’s good or bad. But there’s a lot you can do to improve this first and vital impression.
For men it is to some extent easier. Make sure your appearance is clean. A recent haircut and a close shave are musts; a graying beard or mustache adds years to your age. Typically, a well-tailored suit in a dark color–but not black–is recommended. In summer a nice light color is appropriate but preferably for the follow-up interview, not the first one. However, if the dress code is business casual, the suit may be waived. The shirt–well fitted and in a contemporary style–should complement your attire. Investing in a today’s-fashion tie is smart. A haberdashery sales associate could guide you, or you could look at a few pictures in one of the clothing-store catalogs that get stuffed periodically into your mailbox. A belt, too, should accentuate your positive appearance. Socks should be in a solid color, without any visible pattern, and should match the color of your shoes. Shoes are extremely important, not only to feel comfortable in but also because they, too, speak about you. A well-shined pair of new shoes creates the image you want to present.
The same principles apply to women as well. A hairstyle that enhances appearance is important. Don’t overdo makeup, and my recommendation is to skip the perfume when going for an interview. Your taste in perfumes may not match others’, and the aroma may linger long after you’ve left the office. If you smoke, I suggest you refrain from smoking for at least six hours prior to the interview and that you make sure your interview clothing has been aired out; nonsmokers can detect smokers from far away. Keep jewelry to a minimum, and remember that cleavage and revealing, short skirts might enhance your candidacy in the modeling profession, but if you’re applying for other jobs, consider a more professional, conservative look.
Remember the cliché that “the clothing makes the man,” and if you believe it, then investing in your interview wardrobe to enhance your image and thus your chances for the job offer makes sense.
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
It is a well known fact that using job boards exclusively as you conduct a job search will leave you confounded and frustrated. Sure you might be qualified for the positions for which you are applying – but posting your résumé online is like trying to find a needle in a haystack – a really, really big haystack.
So what exactly is this thing called ‘the hidden job market’? The hidden job market consists of openings that are not directly advertised. More and more companies are relying on their employees and specialized, niche sites to identify qualified candidates. What is the reason for this? With the big job boards, there are a lot of unqualified candidates positing résumés and applying for positions for which they are not qualified. In an effort to cut to the chase, as it were, employers are trying to create a system whereby they can identify a pool of qualified and viable candidates more quickly. It’s very time consuming to sort through hundreds of résumés to find one or two candidates that might be suitable for an opening.
According to recent data from the Labor Department, there are approximately 14 million people unemployed with over five job seekers per available position. The result is people applying for things that they are over qualified for, under qualified for, or not qualified for at all.
Here are some tips to help you tap into the hidden job market:
Networking should be an integral part of any job search. Also consider searching smaller job boards, including those that might be specific to a city or region. Look at sites that are supported by networking groups or associations. As I have mentioned in previous posts, LinkedIn is a great resource that will enable you to identify relevant connections and facilitate your job search. There are also associations on Facebook that you can join that will give you additional access to people and positions.
Writing to the Right Person: I know it can be difficult to obtain the name of a person that is responsible for hiring. You can begin by calling the company and asking for the name of the head of a particular department or the head of human resources. At least when you send your letter, it won’t be to “To whom it may concern.” Once you send your written correspondence, you can then call and ask for the person by name. You will be more likely to reach someone before 9:00am or after 5:00pm when other staff who might answer the phone is gone.
Recruiters: Recruiters can be a great source of information – especially now. Do some research regarding recruiters that specialize in your field. Establish and nurture those relationships. Recruiters have their fingers on the pulse of what is going on within the hiring community. Let them help you uncover the right opportunities.
Volunteer your Time: Volunteering can do a couple of things for you. Aside from making you feel good by giving back to a good cause, volunteering will allow you access to new people. Those people know people too! You can create an entirely new network for yourself. You never know what you might uncover.
It boils down to your continued diligence; contact people, establish relationships, and knock on as many doors as you can to generate interest in your background. You never know where a conversation (online or otherwise) might lead!
Comments and feedback are requested and desired; and you are welcome and encouraged to submit questions to thecareerdoctor.
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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An interview is a two-way street. It’s never a good idea to go in without prepared questions and you should be able to easily come up with 15 – 20 first-interview questions to ask.
But these five – in some form – should always be asked. Not only will they help you to ascertain if the job for which you are interviewing meets the criterion of your perfect job, but the answers, when put together, will give you a fairly accurate picture of what’s going on behind the interview
1. WHAT PRIORITIES WILL NEED TO BE ADDRESSED IMMEDIATELY? A title alone tells you nothing. The job description won’t reveal much either, except whether or not you’re capable of doing what’s required functionally on a daily basis. For the same reason that you put your accomplishments on your resume – and not just the job description – here, too, you want to get a sense of the individuality of this job in this company.
Was everything left running smoothly? Is it picking up and continuing normal daily functions? Is there damage control to be done? If so, is there a time line for the repair, and is it achievable considering your capabilities? Is it realistic regardless of who holds the position?
This will begin to clue you in about both the supervisor and the previous employee. If you’ve already been provided with some detail, the answer should track with what you learned earlier.
2. HOW LONG WAS THE PREVIOUS PERSON HERE? If that person was there an oddly short time, you also want to know how long the person before that was there. And you’d be wise to ask under what circumstances they each left.
If the job is in disarray, and the last two people were there a short period of time and were fired, you don’t need to ask any other questions. Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done – regardless of if the stated time frame sounded realistic or not.
3. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that must be kept informed? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?
Obviously he’s not going to come right out and tell you he’s a micro manager! Instead he might say, “I like to keep a very close watch on what’s going on in my department,” or “I visit with each member of my department on a daily basis to make sure they’re staying on track,” or something similar.
You’ll find that the person will be fairly straightforward in sharing their management style with you. What you want to pay attention to is how they word it.
4. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees?
This tells you something about the pervasive culture in the company or department. Generally speaking, companies – or departments – tend to be made up of similar types of people that are in harmony with the company culture and philosophy.
An entrepreneurial person won’t function well in a committee environment. People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style. Those who perform better when they’re told what to do will be adrift in a company that requires its employees to think for themselves.
5. HOW LONG HAVE YOU BEEN HERE? WHY DO YOU STAY?: The answer will give you an indication as to the health of the department or company. It will also give you additional insight into your potential boss, his management style, and what type of people excel there.
These are informational questions, not challenges. Be genuinely interested in the answer, because you’re gaining valuable information that has to do with your future. Match what you’ve learned with what you are looking for.
Pay attention to the interviewer’s body language and facial expressions. Is he relaxed? Does he fill in some of the spaces? Does he speak TO you – or AT you? These, too, are valuable cues, and you’ll need to piece them together with the verbal information you received.
Your perfect job might land in your lap by grace and good fortune. But more likely, you’ll need to look for it. It’s there – but to recognize it, you’ll need to know what it doesn’t look like, as well as what it does.
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