Sending Right Signals in Interviews

When hiring managers are asked about boneheaded mistakes they have seen jobseekers make during an interview, the most common, they say, are the subtle mistakes or omissions that can cause one candidate to lose out to another, according to an article in The New York Times. But if one person is sending out the right signals and behaving in the right way through each step of the process, the article noted, he or she has a much better chance to land the job.

Keep in mind, though, that there is no single set of rules in the hiring process. While certain standards of courtesy always apply (be punctual, treat everyone you meet with respect), your success may indeed depend on the company’s culture and the preferences of the people doing the hiring. Your ability to sense, and to act on, these factors could make a big difference, the article pointed out.

When Susan L. Hodas, director of talent management at NERA Economic Consulting, is hiring, for example, she looks for the right cultural fit as much as the right experience. To some degree she goes with her instincts, but she can also identify certain preferences. Here is one: “They should come in a suit,” she said.

Body language is also important, Hodas told the newspaper. She looks for an assured but not overly casual demeanor, along with good eye contact. She also looks for people who can enunciate their words (mumblers beware) and who can communicate their thoughts and ideas clearly. Overall, she said, she looks for people who are “confident, but not cocky.”

She added that she and her colleagues also typically apply “the airport test” to candidates. They ask themselves: “Would I want to be stuck in the airport for 12 hours with this person if my flight was delayed?”

It seems that just being yourself—albeit a formal, polite, alert and attentive version of yourself—is the best way to behave during interviews. You don’t want to do such a great job of faking it that when the company discovers the real you, it comes to regret ever hiring you. That said, there are certain things you can do—both during the interview and afterward—to give yourself an advantage, according to the article.

First and foremost, you should always research the company thoroughly (easy to do on the Internet), and be prepared to give specific examples of how your experience relates to the job. Also be able to describe as concretely as possible how you made a difference in your previous jobs.

Researching the company will also help when the interviewer asks whether you have any questions, said David Santos, executive director of human resources for Interbrand, a brand management firm. Not having any shows lack of interest and preparation, he added.

You should also make sure your questions show knowledge of the company and your interest in contributing to its success, the article pointed out. You’d be surprised how many people focus on themselves, not the company, by asking right off about things like salary, benefits and bonuses, said Annie Shanklin Jones, who manages United States recruitment for I.B.M.

Try to establish common ground with your interviewer so you stand out, Shanklin Jones added. Maybe you went to the same college or you pull for the same sports team. During the interview, “leverage your referrals,” she said, finding ways to highlight the people you know within the company.

Depending on the job you apply for, you may be called back for an interview several times. How you follow up after each interview is crucial. Not following up at all shows a lack of interest. Following up too much, or in the wrong way, could take you out of the running.

Santos told the newspaper that she looks for prompt follow-up by e-mail that shows the applicant was listening attentively, that mentions names of people the candidate met, and that reaffirms the candidate’s work experience and understanding of the company. Much less impressive is a generic e-mail that could be sent to any company, he said.

Should you use paper or e-mail in correspondence? Santos’ preference shows how tricky this can be. He said that for a company like his, which is more digitally focused, it would show a lack of awareness to send a traditional thank you note through the mail. On the other hand, he does expect candidates to show up for interviews with printed copies of their résumés.

Indeed, given that all companies and hiring managers are different, getting through the interview process can seem like walking a tightrope, the article pointed out. But common courtesy, combined with common sense, plenty of research and a dose of intuition can go along way toward bringing you safely to the other side.

Finding a Job When You’re Over 55

If you’re over 55 and looking for a job for the first time in many years, there’s clearly the possibility that potential employers may be leery of hiring you because of your age. But older workers can take a proactive approach to overcoming employers’ possible concerns by staying focused on long-term objectives in both their résumés and in interview conversations. In the following Q&A from The New York Times, careers columnist Eileen Zimmerman offered the following insight and perspective on the topic.

Q. How common is age discrimination and what are the major concerns of hiring a candidate over 55?

Although it’s illegal to exclude an older candidate based on age, there is still plenty of age discrimination in the job market, said Robert P. Riordan, a partner in the labor and employment practice of law firm Alston & Bird in Atlanta. And while most hiring managers know enough not to ask about age, their concerns about energy level, technological ability and retirement still exist, he pointed out.

Q. Should you be direct about your age on your résumé, or is it likely to knock you out of contention?

Never lie about your age. At the same time, you can take steps to minimize attention to it. Your goal is to use your résumé to get an interview, because that’s where you will have an opportunity to show that your age is not an issue.

One strategy is to revise descriptions of your previous jobs so that the terms being used are current, said Genia Spencer of Randstad, a staffing agency in Atlanta. “If 15 years ago you were head of the personnel office, that should be changed to human resources” she told the newspaper.

Also, don’t list the years when you graduated from college or graduate school, advised Michael Neece of PongoResume, an online career advice and résumé-writing service in Northborough, Mass. “Leaving off the date might raise a red flag, but usually it doesn’t,” he said. “When a résumé is screened, they are looking for specific things like degrees and the minimum experience requirements, not dates.”

You can show your level of energy by adding a section on your activities or hobbies. If you are an avid runner or recreational cyclist, say so, Neece said. To demonstrate your ability to work with people of all ages, include any mentoring you have done, either at previous jobs or in your community thorough volunteer work, Spencer added.

Q. Many employers worry that older workers can’t keep up with changing technology. How can you reassure them?

It’s critical to let potential employers know you are comfortable with technology and can adapt easily. Join social networks like LinkedIn and Facebook, Spencer said. Then put your LinkedIn and/or Facebook URL on your résumé with your name and address. “I would also recommend creating a Web site—get it professionally done—with a résumé and samples of your work, and include that Web site link on your résumé too,” she told the newspaper.

Q. If you get an interview, how do you handle issues that you won’t be asked about directly but that feel like the elephants in the room—like your health, energy level or when you plan to retire?

If you sense there is concern about your age, ask about it, said Judi Perkins, president of Find Your Perfect Job, a career coaching firm in Bethal, Conn. If you plan to keep working for a long time, you can say something like: “I have had a strong career in marketing and am still very creative. I love the work and as I get older I find I don’t want to move from company to company. I want to stay here for the next decade,” Perkins said.

Make sure you also mention any recent courses taken that relate to your field, like an updated management or accounting practices class. This will show that you are still learning and intend to be working in your industry for a long time, pointed out Joseph Scalice, president of RW Consulting Group in Holmdel, N.J. And if you enjoy taking bike rides on weekends, playing tennis and doing volunteer work, slip in a comment about them, too.

Q. Many companies welcome older workers because of the breadth of their experience and knowledge. Is there a way to capitalize on your age and use it to your advantage?

Rather than combing the large job boards for openings, you might start with job boards that cater to older workers, like retireworkforce.com, primecb.com and Retirementjobs.com

Research companies before you apply, looking for those with a diversity of age and experience in their workforce. Also take the same approach when you work with staffing agencies and recruiters, Spencer told the newspaper. That way, you will stop seeing your age as a liability and will be in a position to confidently convey the major professional advantages that your age—and the experience that goes with it—has conferred on you.

As the business world continues to evolve, it’s critical that your career tactics evolve with it to stay competitive and move ahead. With that in mind, here from a CareerBuilder.com article are eight need-to-know workplace and employee-centered trends that are shaping the new corporate culture. They provide insight and perspective into where employers are placing their priorities today and what they are expecting from their workers.

Trend No. 1: Professionalism and teamwork

First, being cordial isn’t enough anymore to succeed in the workplace. Employers want employees who can work in interdisciplinary teams to achieve common corporate goals, the article pointed out. They are also big on professionalism, high energy and confidence. Universum, a Stockholm-based employer-branding firm that does extensive annual surveys, found that these are the top three personality traits employers are looking for in candidates, as reported in a 2012 Forbes article.

 Trend No. 2: Social media madness

We live more of our lives online, but many tend to forget that those lives are public. So before you tweet, post something on Facebook or comment on a blog with your real name, ask yourself: “Is this something I would like a potential employer to read?” When looking for a new job, don’t be surprised if a potential employer requests your social media passwords so they can have a complete look at your Facebook profile.

Trend No. 3: Continuing education

In these times of tight corporate budgets, your employer might not always be able to pay for that online MBA or Project Management Professional certificate, but they will still expect you to invest in your own professional development if you want to move up in the company — even if you have to pay for it out of your own pocket. New trends in online education, such as the rising popularity of massive open online courses, may be the answer.

 Trend No. 4: Technology rules

Not having basic tech skills is not acceptable anymore — even for lower-wage jobs or for mature employees who might not have grown up with iPads or netbooks. Employers increasingly expect their employees to either have a company-issued mobile device or use their own device, which means having to be available via email during nights and weekends. Work in virtual teams is also becoming more commonplace, prevalent and expected.

Trend No. 5: Workplace flexibility

The reign of the 9-to-5 workday could clearly be coming to an end. In fact, employers are increasingly recognizing that traditional schedules might not be the best fit for employees trying to combine careers with having children — or for those with long commutes or other challenges. According the CareerBuilder.com article, SHRM expects an increase in workplace flexibility and telework, which could invariably lead to more security and workers’ compensation issues.

Trend No. 6: Collaborative workspaces

In today’s workplace, cube dwellers may have to venture beyond the confines of their homey partitions, as open, collaborative workspaces and communal areas are becoming more commonplace. According to a March 2012 report by The New York Times cited in theCareerBuilder.com article, two-thirds of American office space is now configured in some sort of open arrangement, with the goal of increasing the free flow of ideas and eliminating the office as a status symbol. This may, perhaps, come at the cost of some privacy, though, especially to employees who prefer to work alone.

 

Trend No. 7: Corporate social responsibility

According to SHRM, organizations of all types and sizes are participating in philanthropic activities and devoting more resources to creating environmentally profitable and sustainable practices, the article pointed out. Many organizations even use their social responsibility commitment as a competitive advantage, and participating in social projects can do wonders for employee morale, teamwork and company pride.

Trend No. 8: Rewards and recognition

Companies have realized that workers crave other things besides money to keep them motivated. To that end, employers are offering a variety of rewards and recognition programs. Online retailer Zappos, for example, has built an entire culture around employee recognition, frequently hosting happy hours during which awards are distributed. They also have the “Zollar” (Zappos Dollars) Program, where employees can earn “Zollars” for good performance and teamwork.

As you can see, the article pointed out, this isn’t your parent’s employment world anymore. But while a lot has changed in the workplace, change isn’t always a bad thing — especially if you’re prepared for it and armed with the latest knowledge

Useless and Eye-Catching Resume Words

Many job seekers don’t realize it, but overusing words on their résumés that convey unsupported claims of greatness can easily turn off hiring managers, according to an article from CareerBuilder.com. So instead of being another candidate professing to be a “hard worker,” scan your résumé for empty overused words and replace them with words of action that help describe major accomplishments.

“Generic hyperbole belongs on a cereal boxes,” said Duncan Mathison, a career consultant and co-author of Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times Are Tough.” “If it does not pass that ‘So what, anybody can make that claim test,’ leave it off” your résumé.

Words to try to avoid include: Outstanding, Effective, Strong, Exceptional, Good, Excellent, Driven, Motivated, Seasoned, Energetic.

The nouns following those subjective adjectives can be equally meaningless, the article pointed out. David Cooper, a career couch and author, said: “If you call yourself an ‘excellent manager,’ how do we know?”

A better route to take is describing accomplishments and letting the hirer make his own judgement, the CareerBuilder.com article noted. Give specific, and preferably quantifiable, accounts of what you’ve done that makes you an “outstanding salesperson.” Likewise, peruse your performance reviews for quotable material from supervisors that demonstrates why they consider you a “strong leader.” Listing awards or other forms of recognition also can be used as support.

Some words should clearly be avoided because they convey traits that employers consider standard for anybody who wants to be hired. “You’re motivated? Hope so. A good worker? So happy to hear that; I didn’t want to hire a bad worker,” Cooper said. In other words, don’t take up precious résumé space with unnecessary items.

Also, on the don’t side: words that seek to overcome what you might think are your shortcomings. “Using ‘seasoned’ for ‘over 50’ or ‘energetic’ for ‘inexperienced’ looks like spins and smells like spin, Mathison said. Instead, keep the focus on what makes you right for the job.

On the flip side, certain words can make hiring managers do a double take, according to the article. Such words which can light up eyes include: Created, Increased, Reduced, Improved, Developed, Researched, Accomplished, Won, On Time, Under Budget.

“We suggest that résumé writers include action words to describe their jobs,” Susan Ach, a career counselor at Marymount Manhattan College in New York City, told CareerBuilder.com. Verbs project the image of someone who has the background and initiative to get things done. Employers can clearly comprehend what you’ve accomplished and can use that as a basis for envisioning future success with their company.

Think about it: If you were hiring, would you rather take on someone who calls himself a “productive manager” or somebody who states that at his last job he “‘increased company profit by 3 percent,” “reduced employee turnover in his department to the best level in five years” and “improved brand awareness by implementing a new social media strategy”?

Lastly, it can be beneficial to use verbs and nouns that are common to your specific industry, the article noted. This shows your familiarity with the language of your field and optimizes the chances of getting past an automatic scan for keywords. But remember, too, that all companies tend to speak a universal language: money.

“Terms such as ‘on time’ and ‘under budget’ are often good,” Mathison said. “Hiring managers want to know you can get things done with minimum fuss.” Tell them what makes you the most profitable choice for the job and employers will tell you the best word of all: “hired.”

Five Questions for Today’s Job Search

Going into a job interview, most job hunters know the standard questions to expect. Often rising to the top as common interview questions are: “What is your biggest weakness?” “What interests you about this position?” and “Why do you think you’d be a fit for this role?” But while these queries are important to today’s hiring managers and recruiters, according to an article published by CareerBuilder.com, many employers are updating their customary questions to include ones that refer to new trends, address the current economic situation or gauge a candidate’s commitment to the company and position in question.

With that in mind, here are five questions covered in the article that job seekers could be asked in today’s job hunt along with suggested responses:

1. Have you used social media in your current job and, if so, how?

Unless you’ve completely sworn off new technology, you should be very aware by now that social media are a part of the fabric of society and are ingrained in most companies’ communication practices, the article pointed out. Employers asking this question want to know how well you understand social media and how you think companies can benefit from using social networks. Try to give an example of how you have used the communication form in your current job. If you haven’t done much in this area, speak to how your company uses social media and share how you think your prospective employer could benefit from the technology.

2. How have you contributed to your present/most recent company’s success?

You’ve likely heard or read résumé-writing advice stressing the importance of not only sharing your qualifications but also addressing accomplishments. In today’s competitive job market, the article noted, employers don’t want to hire someone who can just complete tasks; they want someone who can make an impact on the bottom line. If you can, answer this question by sharing examples of how you increased revenue, helped a client gain market share or created efficiencies that saved money. Use numbers or percentages, when possible; if you don’t know the numbers off the top of your head, you can provide that information in your follow-up or thank-you note.

3. Why did you leave your last job?

While this may not be a new question, today’s hiring managers understand the answer may have evolved, the article pointed out. If you’ve been laid off, be honest. Employers know that the economy is rough, and they expect that some of the candidates they interview will be unemployed. In this case, briefly talk about what happened and then demonstrate how, in the time you’ve been unemployed, you’ve continued to boost your résumé by volunteering, attending networking events or joining industry organizations. Clearly, employers want to know that you’ve put your time to good use and that you’d be ready on day one to take on the required task.

4. What kind of the work environment or culture do you feel you are most productive and happy in?

To answer this question, make sure you do your research so you know what kind of culture to expect at the company you are interviewing at. If you know a current employee of the company, ask him or her to tell you about their experiences working there. Speak to why that type of environment is a match with your personality and work style. Hiring managers want to hire employees who will thrive in their company’s work environment, not someone who will leave quickly because he wasn’t a fit with the company’s culture.

5. What is your motivation for pursuing this position?

You’ve been unemployed for more than a year and you’re really desperate to get a job. Yes, that’s an honest answer, but it’s also a red flag to an employer that you’re more interested in getting a job versus getting this particular job, according to the article. When asked this or a similar question, speak to why the company at which you’re interviewing is the right company for you, and why the particular role will help you achieve your career goals. Also mention how you see yourself growing at the company as a way to show your commitment to the organization.

GUIDANCE FOR MOVING UP THE LADDER

In the course of a career, the middle rungs of the corporate ladder can feel like a black hole, especially as job opportunities thin at higher levels. But, according to an article published by The Wall Street Journal, managers can rise from the middle, provided they think and act like the leaders above them.

Here from the article is some guidance on the topic from human resources consultant Mary Ann Gontin, who conducts leadership training for midlevel managers:

Think big. Top executives are attracted to “people who lift their heads up from their desks” and understand the impact their assignments might have on other departments – not just their own teams.

Ask for input. Before taking on a new project, go to your boss for suggestions as to which other leaders in the company should be kept in the loop, a move that shows you are thinking about the wider organization and avoiding political dust-ups. Doing so also assures an insecure boss that you aren’t going over their head.

Communicate. Figure out how people up and down the chain prefer to hear from you, be it e-mail, in-person check-ins, or data-heavy summaries. Not sure what approach to take? Just ask, Gontin advised.

Give credit where it is due. Leading a successful project doesn’t mean hogging all the kudos. You should feel confident enough to publicly praise staff, and even bring them along for debriefing sessions with senior executives. To higher-ups, you’ll come across as a team player, not a control freak.

Take control of meetings. Have an agenda and clear expectations when running meetings, and be “obsessive” about the schedule. Should things veer off-course, acknowledge the new topic and promise to return to it later.

Step up. Tenure isn’t enough to land a promotion. Volunteer for big projects, mentor junior staffers—anything that shows you can handle the duties of the next big job. “Most people are already doing the job by the time they get promoted,” Gontin said.

Take stock. Review your résumé annually. If there is nothing substantial to add, then volunteer for more projects or sign up for professional development.

Be realistic. Even outstanding middle managers aren’t guaranteed promotions. If the upper levels of your organization are packed with 40-somethings decades from retirement, start looking elsewhere, Gontin advised.

Ask for a Berman Larson Kane Assessment.  Have a senior member of our staff review you plan, accomplishments and career progression and potential.

Labor Day 2013

We have witnessed a slow down during the summer, but compared to the past 3 summers it was relatively busier.

Areas with the most aggressive hiring schedules remains, Information Technology across many job titles including programming, web developers, data warehousing, data base analysts and business analysis.

The technical sales hiring remains the most competitive environment with aggressive poaching between competing companies.  The business service sector continues to show additional improvements, with real estate development returning to the hiring cycle.  The clinical area has returned to hiring as consolation in the pharm industry has leveled off.  Demand for machinist continues to increase as the aging of this work force segment continues to advance.

So the bottom line that we at Berman Larson Kane continue to remain optimistic for the remainder of 2013.  We so thank our loyal clients for their continuous support and welcome the continuing additions of new clients to our services.

Enjoy  your labor day weekend it is the best market for employment in several years, although plenty of room remains for improvement with still so many struggling to find meaningful employment