I momentarily thought about titling this article “Constructing Your Elevator Speech”, but I’ve heard that term so many times I could just scream. What everyone really wants to know is what to say to people at parties when they’re asked what kinds of positions they’re looking for.
First and foremost, you want it to always be casual. It should never feel too rehearsed, and the person you’re talking to should never get that frightened look in their eye that you’re trying to sell them a used car. You want to have an idea of how to talk about your experience in an interesting, and honestly, an entertaining way that will make you memorable to the listener and make them more open to helping you. This should NEVER feel like a hard-sell-begging-for-a-lead situation.
Second, you want to take a look at the types of things that you enjoy doing in your current—or even some prior jobs. What skills were you happiest doing? Management? Organization? Working with People? Working with Numbers? Solving Complex Problems? Think of it in some broad strokes rather than getting too narrow by mentioning specific positions. Paint a picture for someone of what you’re like to work with so they can envision you at work. All of us remember images better than words, so try to create an image in their mind of the things you do—even specifically. You can talk about some past accomplishments—maybe it’s a large project that you worked on, an account that you won, a difficult computer programming challenge that you figured out. Tell people what you do, and what fields you’re shooting for.
Another way to think about this is to approach it from the “what kinds of problems do you solve?” angle to help you think about some good examples to talk about.
Third, think about the industries you’re interested in. This should further paint a picture in the mind of your listener. It’s appropriate to even do some namedropping of companies that you’re trying to get into with the thought that they may know someone there like a relative or close friend who could help you.
What you don’t want to do is mention everything that you can possibly do in a job. You’re not reading your resume, you’re simply giving a brief—and I mean 30 seconds-brief—snapshot of the position you aspire to. Just the highlights.
Here’s an example:
“I’ve decided it’s time for me to look for a new job. I’ve gotten about as far as I can with this company and it’s time for me to move on. I’m looking for the opportunity to do less direct customer contact, and the ability to use all of the customer information I’ve learned over the years to help companies design new products, or even go into market research. My background is in Marketing, and I’ve got a head full of ideas about how people think and what kinds of questions they ask themselves before making a decision and why they decide on the product they do. I’ve thought about working for Diagio—that liquor manufacturer, or even Neilsen media research in their market research field. I’m known around the office as the “go to” person who can handle a variety of problems without getting ruffled—my current company will really miss me when I leave.”
Notice how I told a little story about why I was looking for the position I was looking for, what my background was in, and what companies I had thought about working for. Also dropped the subtle hint that I’m known as a Jack-of-all-trades around the office to give them a bit of a unique picture that everyone could relate to.
With the job market as tight as it is, it’s easy to be a lot less discriminating when evaluating bosses during your interview. But, keep in mind that you spend WAY more time at a job than with your loved ones—so you really need to love the job to make it work (in a manner of speaking).
Studies have shown that the number one reason why people start to look for a job is because their boss is driving them crazy. But how can you tell if the person you’re supposed to be establishing this great rapport with in the interview is a potential disaster? Here’s what I’ve learned in my career and from coaching others.
My biggest issue is avoiding the Micromanager! I hate micromanagers. I could not be paid enough to work for one, and I’m very honest with myself, and future employers, about it. Truth be told, I have survived 2 of them in my career, and was able to successfully extract them from my backside while keeping my job.
With that being said, if I was to interview for a job today, I would make sure that I brought up the topic of managerial style with the hiring manager. This can be a sticky subject, but I’d broach it during the interview (probably the 2nd interview) by asking them to describe their managerial style is, and no matter what they said, I’d tell them that I do not do my best work when I’m working for a micromanager. If they didn’t describe themselves as a micromanager, then they’ll be happy that you’re on the same page, if they did—well as you read in my example above—they can be reformed, but still need to appreciate your style. I’d then mention that I have more of an entrepreneurial mindset, and one of my former bosses (and a reference) described me as very resourceful. I would go on to say that I completely understand that while I learned the job, we’d be working together closely, but once I’d been there from 3-6 months, I would expect that I’d be up to speed on a number of things and could work independently. Additionally, I’d say something like—I like to run the ball down the field, but am conscious of needing to provide you with status reports, and will always come back to you for advice when I need it so you won’t be left in the dark. For the 2 bosses I had who were micromanagers, this would have worked well for them. Over the course of my working there, they learned to trust me and my instincts, and left me alone, knowing that I’d approach them for help when needed.
However, there’s the more insipid micromanager who simply cannot be eluded—and that’s the kind you’re hoping to avoid by making the above declaration. By clearly articulating what helps you do your best work, you’re just being honest and fair with them. No manager wants to hire someone who won’t do their best work for them, and whom they’ll end up firing or leaving, because you don’t get along. Being honest with yourself and them (politely) will help to ensure that the job is a good fit for you.
People are still doing it today if you can believe it. Giving notice because they found perhaps a better opportunity. There is a professional way to give notice and one that everyone should emulate.
Have a typed out letter stating that you are resigning effective today. You can use this format if it will help. Sample resignation letter. Always give two weeks’ notice which is the right thing to do. NEVER have talks about counteroffers and stringing out your employer. If you were interviewing then you have already made the commitment to leave.
Now there is no legal obligation that I am aware of that requires you to give notice, unless you have a contract that spells it out. If this applies to you, then make sure that you do what is right and fulfill your obligations. Make sure if you’re in sales that you understand how commissions are to be paid to you. Always stay classy and above all do what you would want to be done to you.
Don’t feel intimidated during this transition or let your employer make you feel uncomfortable. Don’t be startled if suddenly your boss tells you that you can’t leave because the company will fall apart without you. RIGHT! All of a sudden the guilt trip starts on how valued you are and what can we do to keep you on board. Trust me when I tell you that your boss is just trying to cover his ass while he replaces you. Never feel guilty that you’re leaving on your terms and what would it be like if the shoe was on the other foot?
Leaving in a professional way will always benefit you and with only two weeks to go you don’t want to jeopardize your future references. You might be thinking hallelujah I am out of here and never to come back, but now is not the time to burn a bridge.
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