The guy in charge of this blog - husband, Psychologist, former Manager, Blogger, Job Coach, Recruiter and Information Junkie. Yes, I am all that.
admin has written 237 awesome articles for us at FT Careers Blog
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This post branches out from yesterday’s post about phone interviews.
Pete asked the following question:
What if part of their screening process is asking for a salary price? I have heard that withholding that information is more important for negotiation later in the process. Do you feel that’s true?
Personally, I don’t think that withholding this information would be in your best interest, or the company’s.
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A few weeks ago we were discussing resume submision strategies to deal with, probably, the toughest part of the recruitment process.
In my opinion, the most difficult part is getting picked among the thousands of resumes that live in job portals, companies’ databases and social networks.
Once your resume has been screened and selected for a phone interview, you may say that you are formally into a company’s recruitment process and thus, competition decreases from tens or hundreds of candidates to just a handful.
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If you are trying to jump into the steel industry or advance your career within the largest steelmaker in the US, send me an email to fernando.tarnogol [@] myrecruitmentservices.com and don’t forget to attach your resume.
I’m mostly looking for manager level candidates but if you are interested in other types ...
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A few weeks ago we were discussing the importance of making sure you meet the job requirements (I recommend reading that post before you jump into this one) when you submit your resume. Today we are going to take this a step further.
The strategy most widely used by job seekers is the “fire at will strategy”: submitting as many resumes as possible to as many employers and open positions as possible. At first sight it may seem like the best approach; after all, you don’t wanna leave any stone unturned.
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We often talk about how to deliver effective performances, showcasing our skills or taking control of job interviews.
I’ve also said before, that interviews are short and those minutes are all the time that we have to make our point; and all the time the interviewer has to get to know you and your capabilities.
Adding insult to injury, on top of interviews being limited in time, the time it takes an interviewer to make a decision about your viability is even shorter:
But what if you could keep the recruiter or hiring manager thinking about you after the interview is over?
What if you could have yourself working after the fact to pull up from a “failed” interview without moving a finger?
What if you could keep making your case after you are gone from the manager’s office?
Making this possible is today’s tip.
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During the past few months, I’ve had a dozen job interviews and in many of them, most of the session was focused on my last job; what I did, what I didn’t do. A lifetime of experience reduced to one and a half years. Reduced to a narrative that I can pretty much have invented for the sake of finding a job.
Wanna check references? Let me give my f0rmer boss/co-worker/girlfriend/friend a call and ask him/her to lie for me.
Done. I just tricked you into believing I was the most successful CEO in the history BogusCorp.
On the opposite case, where I did not lie durning the interview, I still couldn’t make my case and tell you how good I can be at this or that, because you have circumscribed the interview to a very narrow and brief moment of my life, asking me about things that may not be a good predictor of future performance, specially when you are coming from a different industry.
In these cases, behavioral based interviews are a good option for recruiters, as they propose hypothetical or past situations -that can as well be lies, but would still force the candidate to come up with a solution to the scenario.
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You’ve been blanketing the internet with job applications, joining LinkedIn groups, networking with recruiters and hiring managers but reality keeps slapping you in the face.
But since you are a tenacious and perserverant chap, you keep trying: you join groups on LinkedIn, you keep applying to job boards, you beef up your networking efforts and you may make a stop here every now and then to ckeck if there’s something useful you can take out to enhance your chances of changing you boring job or retiring from unemployment.
And still, Slap!
You come to realize that something is not right: you, you are just not a good candidate as you believed so you commit suicide by shooting yourself in your ego.
Sounds familiar? It’s part of a -pretty much- universal cycle. Successive failures always end up on a negative feedback loop that damages your morale and perception of self.
If you are struggling with these feelings, know one thing: you are not the problem. Your hunting strategy is.
What you need to do first, is understand how recruiters work and what they live by: “know thy enemy”.
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As FT Careers has grown in readership, it’s become home to a vibrant community of professionals, grad students, job seekers and plenty of other readers from all walks of life.
What 3 years ago started as a personal blog, has now turned into a trending blog consisting in a team of 4 writers from across the globe that keeps steadily growing.
Today, we are pleased to announce our newest addittion to the writers’ team, Inez Ponce de Leon.
Inez began her love affairs with debate, writing, and public speaking at an early age. She wrote poems, made up short stories, and soon, shifted her work to writing novels. She holds a BS (cum laude) and a Masters degree, both in molecular biology and biotechnology at the University of the Philippines. While she did love lab work, she knew that she wasn’t cut out for it. Today, Inez holds a PhD in Science Communication from Purdue University.
She has two self-published novels: Sanctuary and The Romantic and she has also been an active participant in National Novel Writing Month, where she cranks out a novel every November and has been winning every year so far.
Inez currently works as a Science and Risk Communications Specialist at Klima Climate Change Center and she has experience working for non-profits as well as the academe. Her experience in working with these two groups will widen the blog’s scope and expand its reach to provide a different perspective for job hunters and those seeking to understand what makes a good job interview in these areas.
Her first post, Pitfalls of Being a Fresh Graduate: Be Confident and Know Your Stuff Before the Interview! will be published on April 2nd; and expect to see more of her writing coming in during the following weeks.
Welcome Inez to the FTC team!
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The time you have to make your case during an interview is somewhat limited: 25 to 60 minutes.
The time it takes a recruiter or hiring manager to assess your viability for a job is shorter: around 10 minutes.
The time it takes for you to make a good impression and start on the right foot is even shorter: 10 seconds.
Still, many interviewers fail to recognize this and waste their 50 or so minutes asking questions that shed no light on the potential performance of a candidate.
When you feel that a job interview is not allowing you to explore and demonstrate your skills and potential because of the interviewer’s style or the protocol used to do the assessment, you need to take action or risk being sidelined.
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Genoveva Grillo is an Organizational Development, Learning and Talent Management Consultant. She is also a trainer who develops and facilitates training activities linked to the development of interpersonal and organizational skills.
She holds a BS in Work Relations from the University of Buenos Aires (AR) and has a Masters Degree in Organizational Studies from the University of San Andrés (AR).
In the past, Genoveva has been an In-Company Education Manager at the Corporate Education Center at the University of San Andrés, in charge of design and implementation of business executive training programs (management, strategy, marketing, HR and leadership among others).
Previously she performed in different functions within the HR field at Movicom Bellsouth and Movistar.
Genoveva is also an Adjunct Teacher at San Andrés University. She teaches HR Management and Organizational Behavior (Masters class). She has also taught the class Theory and Organizational Behavior for the Labor Relationships class at the University of Buenos Aires.
Her MS thesis boarded the problem of Talent Management in high uncertainty environments, which was selected for presentation at the Latin American Council of Administration Schools (CLADEA).
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Last Friday, Jessica Liebman posted The Number One Mistake People I Interview Are Making These Days at Business Insider.
So apparently now (spoilers ahead), not sending a thank you email after an interview is a mistake; and not just any, the one that tops the chart.
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It feels like networking is one of the preferred buzz words these days. If you are used to reading blogs in this niche, there’s not a chance that you haven’t bumped into a “networking” post: network to get a job, network to increase exposure, network to move up the social ladder, network blah…
Truth is that this term is being used in an utilitarist way. It’s always the means to get something out of someone for your own benefit.
Don’t get me wrong, I got nothing against getting benefits for myself, but let me point out why networking done this way is pointless, shallow and can only lead to short term benefits, if any.
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For decades, there was no argument: if you have a job interview, you must wear a suit.
Things change and the dress code is no exception to this natural rule.
A few weeks ago, I promised James -one of our most active patrons- I would do some research and get back with ...
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No wonder why Southwest Airlines is so well rated in customer service (link to airlinequality.com).
Some jobs are so regulated and uptight that anything resembling normal human behavior tends to get forbidden.
I was surprised to find that something so boring, dull and repetitive as a pre-flight safety briefing could be turned into an enjoyable experience, as demonstrated by the flight attendant below.
Sometimes you don’t need to put extra hours, suck up to your boss or be a swiss watch at your job to get recognized and praised.
Sometimes, being yourself, is more than enough.
Cheers to this guy: [video after the jump]
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WTF? -you might be saying- That’s the most stupid, counter intuitive and bizarre piece of advice I’ve read on the internet and BTW, I’m getting out of here in case what this guy says is contagious.
But wait, give me a second to explain myself.
As a full disclaimer, today I’m going totally off script. I’m writing something that I may regret tomorrow. So don’t crucify me for this post. Thank you.
I’ll start this story by telling you why some people become popular, are loved by millions and followed in flocks.
Shocking revelations to follow.
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You know what pisses me? People that label themselves as CEO.
Dictionary.com doesn’t say much: CEO: chief executive officer. Although, I found a more complete definition at BusinessDictionary.com and some funny definitions at urbandictionary.com -if you are in for a quick laugh-.
I also did a quick search on Linkedin to get some grounds to rest my case and these are some of the results I got:
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Yesterday at around 10pm EST we got hacked by Oaddah, a pro Palestinian group.
The blog’s header suffered an extreme makeover and looked like this:
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