When you go to an interview, it could be hard to imagine what kind of questions you may be asked, right? Well maybe. There are some questions that are almost always asked. The questions are really not trade secrets, but how you answer them may make the difference.
1) Are you sure you want to move here? Not only should you be ready for that question in how you answer it, but have you asked your spouse and family? Have you researched the necessary community facilities that are critical to your family? Be sure that you have done some research on the community before the interview.
2) Tell me about yourself? Have you thought about that? In just how much detail do you want to go in? Tell them about your background as far as it may relate to the necessary skills and experiences to the position. You may also want to add some of your outside of work activities, such as coaching duties, or industry association responsibilities. Those may show some good initiative and work ethic. This is a good practice question to go over with your Ag 1 Source recruiting consultant in your interview preparation.
3) So, how did you accomplish that sales growth? Or, save the company money as you indicate on your resume? You should be prepared to back up what you say on your resume. Know just what all steps you took to achieve what you indicate that you have done.
4) What are your weaknesses? This one will catch most interviewees just about every time. You are well prepared to answer how much you have accomplished, and talk about all the good things. Now, how do you explain that you’re not good in some area? Think about that beforehand.
5) So, what salary are you seeking? This is a hard one and really shouldn’t be asked by a hiring manager, however they sometimes do. Answer too high and you possibly eliminate yourself. Answer too low and maybe you passed up some salary that you could have had. The best answer here is: “I tell you what, when you decide that you want to hire me, then I’ll consider your best offer.” That leaves room for some negotiation. You both get a chance to evaluate the value of your potential contribution.
Remember that the key thing that you must convey in your interview is your potential value contribution to the company. The interviewer must see that you have the ability to attain the results, and be that person that can do that better than any other applicant they are interviewing. Proper preparation for your interview should help limit you from stumbling on a question. An ounce of preparation is worth a pound of cure!
Monday, March 8, 2010
Wednesday, February 10, 2010
Write a Business Plan
Whether you are an employee, a candidate for an employee spot, or an employer, this applies to you. Do you have a business plan? Well that can make sense for a business, but does it make sense for an employee to have a business plan? You bet.
What do you think would happen if you were interviewing for a job and you went in for your final interview with a business plan? Let’s look at the main components in a business plan? There are usually these main components:
1. Objectives
2. Resources
3. SWOT – Strengths, Weaknesses, Opportunities, Threats
4. Financials
5. Expected Results
Suppose you are a candidate interviewing and you go in with an idea of how you would handle the proposed job. You review the job’s OBJECTIVES. Then you confirm with the hiring manager the RESOURCES that would be at your disposal. You discuss your own STRENGTHS, your admitted WEAKER areas, the OPPORTUNITIES you can see that you will seek to tackle, and the THREATS to your success that you will need to mitigate. Then you discuss what your proposed success could be, i.e. FINANCIALLY what would it be worth in terms of a return to the company if you sold what you expected? The EXPECTED RESULTS – you probably impressed the hiring manager that, either you got that job, or you’ll be invited back for another position. Why? Because most other applicants did not take the time to build a plan!
Suppose you are the employer. What would you think if either one of your existing employees or one that you are interviewing came to you with a plan? Wouldn’t you be listening? Certainly it needs to be a well thought out or researched plan, but most any plan shows strong initiative and a serious interest in the job. A plan that shows good realistic financial returns will be getting to the real heart of the purpose of most jobs. Think about it. This is business. We’re in business to make a return on investment. The employees or prospective employees that can make the best return on investment are the ones that are going to get or retain the job and maybe more.
So you say that your job does not involve a return on investment? To borrow a slogan, then have a plan to be the best you can be. Getting or keeping your job is not simply being able to qualify for the minimum. It is about being the best choice from among all of the applicants. Put your plan together and you will most certainly improve your odds.
What do you think would happen if you were interviewing for a job and you went in for your final interview with a business plan? Let’s look at the main components in a business plan? There are usually these main components:
1. Objectives
2. Resources
3. SWOT – Strengths, Weaknesses, Opportunities, Threats
4. Financials
5. Expected Results
Suppose you are a candidate interviewing and you go in with an idea of how you would handle the proposed job. You review the job’s OBJECTIVES. Then you confirm with the hiring manager the RESOURCES that would be at your disposal. You discuss your own STRENGTHS, your admitted WEAKER areas, the OPPORTUNITIES you can see that you will seek to tackle, and the THREATS to your success that you will need to mitigate. Then you discuss what your proposed success could be, i.e. FINANCIALLY what would it be worth in terms of a return to the company if you sold what you expected? The EXPECTED RESULTS – you probably impressed the hiring manager that, either you got that job, or you’ll be invited back for another position. Why? Because most other applicants did not take the time to build a plan!
Suppose you are the employer. What would you think if either one of your existing employees or one that you are interviewing came to you with a plan? Wouldn’t you be listening? Certainly it needs to be a well thought out or researched plan, but most any plan shows strong initiative and a serious interest in the job. A plan that shows good realistic financial returns will be getting to the real heart of the purpose of most jobs. Think about it. This is business. We’re in business to make a return on investment. The employees or prospective employees that can make the best return on investment are the ones that are going to get or retain the job and maybe more.
So you say that your job does not involve a return on investment? To borrow a slogan, then have a plan to be the best you can be. Getting or keeping your job is not simply being able to qualify for the minimum. It is about being the best choice from among all of the applicants. Put your plan together and you will most certainly improve your odds.
Monday, January 11, 2010
Over 50 and Seeking a New Job? (Part 2 of 2 Part Series)
Certainly as we get older we’ve heard the stories of those that couldn’t find work and companies that are just wanting to hire the new kids on the block. We notice because it is natural to have feelings of insecurity, and it happens that companies sometimes do seek less experienced candidates. While companies cannot legally discriminate against age, there are factors considered in the hiring process that in a roundabout way may cause more experienced candidates to be screened out. What are those and what can you as an older candidate do about it?
Fact - You are selling yourself against all other applicants, young or old. You must sell your advantages. In Part 1 of the series we examined key factors including:
Energy, Relocatability, Cost, Experience, Training, Contacts, Dealing with People, Problem Resolution.
Now, how do you position yourself correctly so that you are selling your advantages, and what should you watch out for, what not to do?
We recommend including the dates of employments and dates of your degrees on your resume. Whether or not you include the dates of your degrees, career experts have varying opinions. In most cases, it is a good idea to include them. If your resume attempts to indicate that you are younger by leaving out graduation dates or eliminating 10 years of early career history, you could run the risk of surprising the interviewer and disqualifying yourself -- not so much because of age, but because you have misled the employer.
Now, how do you position yourself correctly so that you are selling your advantages, and what should you watch out for, what not to do?
We recommend including the dates of employments and dates of your degrees on your resume. Whether or not you include the dates of your degrees, career experts have varying opinions. In most cases, it is a good idea to include them. If your resume attempts to indicate that you are younger by leaving out graduation dates or eliminating 10 years of early career history, you could run the risk of surprising the interviewer and disqualifying yourself -- not so much because of age, but because you have misled the employer.
- One of the most important factors that employers are looking for is length of time in a job and the chronology of your career positions. They are looking for stability in an employee. As a more seasoned candidate, this can be a big advantage for you. Thus, include your dates.
- Employers do not want “job hoppers” and generally, younger candidates have a high tendency to move around a lot early in their career. It isn't difficult to calculate the general age of a candidate. So why make the employer do the math? Leaving out the dates of your degrees may also make it appear that you have something to hide.
- What's more, many employers will verify degrees and will ask you to provide graduation dates, so you might as well provide them.
- During the interview process, avoid the "been there, done that" attitude. Instead, show interest, commitment, enthusiasm and energy. "If you're bored with your profession, you can be sure that comes through in an interview.
- Study your prospective company. Learn about what is going on there. Find people you may know there. You are competing with other candidates in the interview. The more you know about the company and the position, the more advantage you will have. Your recruiter is a great source of information here.
- List your training, skills, certifications, and industry affiliations. It shows your active involvement and desire to be current.
- For professionals who are in their mid-50s and older, it will be harder to overcome potential employer biases. If you are a youthful 55, perhaps you could post a professional photo of yourself on LinkedIn, which most recruiters check these days.
- Get in style – Make sure that what you will wear to the interview is suited well to the company and in style. Learn what is typical attire at that company and for that job. Ten year old suits or worn out business casual wear, clothes that do not fit well, or are just plain out of style may not make the right impression. A small investment here can make a difference between you and the next closest contender.
Tuesday, December 8, 2009
Over 50 and Seeking a New Job? (Part 1 of 2 Part Series)
Are you concerned with your age and what a potential employer will think? Have you been advised to leave dates off of your resume? No doubt, some level of age discrimination probably exists in the work place, maybe not outwardly, but certainly for the less than obvious perceived characteristics that are more common in older workers. Don’t despair, though, there are actually quite a few advantages of being older, if you know what to sell yourself on.
While companies cannot legally discriminate against age, there are factors considered in the hiring process that in a roundabout way may cause many more experienced candidates to be screened out and they can easily be associated with age as well. What are those and what can you as an older candidate do about it? Most of these following factors are really what the employer is screening for, commonly perceived to exist in a “younger” candidate.
1) Energy – Many hiring managers are first looking at those that have drive, enthusiasm, self initiative, and just plain energy to work hard and be eager to learn.
2) Relocatability – If the job requires a move to a satellite facility, most times the young bucks are more willing to go. Many do not have as many ties or roots planted as those more established.
3) Cost – Let’s face it, more experience will cost more and sometimes it is just what the company can budget for the position. In the employer’s mind, younger workers haven’t been spoiled yet.
That’s not necessarily a long list, so what do the younger applicants NOT have? What could a worker sell themselves on?
1) Experience – Of course, those that do not have a track record, have not learned how to sell yet, have not managed much, or have not proven themselves, and as such are more of a risk to the hiring company
2) Training – While many may have some quality education behind them, it is the real world training, on the job, experience in dealing with real life and real work problems that is the best training. Many have not yet had opportunities for continuing education. Many also have not had the opportunity to have gone through business or economic cycles, both the ups and the downs. In uncertain economic times, employers may be drawn to the more experienced workers who could join with ready to use skills and a shallow learning curve.
3) Fewer Contacts – Remember the adage, “It’s not what you know, but who you know that counts.” This can be a real disadvantage for the younger ones when it comes to sales, or when in a position that advice from mentors is helpful in solving a tough problem.
4) Experience in dealing with a wide array of people – Let’s face it, how to deal with or manage people can be challenging. It takes time and experience to learn how to deal with people and get the most out of them, whether managing them or just simply collaborating with them.
5) More than one way to do things – Technology and new methods can be great, but what if the new ways don’t bring the solution. Experience in being able to solve problems more than one way can be a real advantage.
So, what is our advice for those of you older workers that are about to seek out new employment? How do you prepare yourself? Let’s face it. You are competing with others out there. Here is a good list that can get you started to differentiate out your advantages over the lesser experienced. If you are missing items on this list, then maybe it’s time to get started.
1) Make sure you know all of your real accomplishments in each of your positions and make sure those are listed on your resume, completely. An example could be: “Built sales in an established territory from $1.2 million to $8.5 million through market share growth.” This is not the time to be humble on your resume.
2) Get Trained – Are you up to speed on computers, software, social networking, the latest industry tools and gadgets? If not, then get trained. Stay well informed and read up. Take some classes or find some time to take in some webinars that show new techniques. Make sure that you know about the latest new technology that is being used in your field.
3) Stay in touch – Haven’t talked to some of your peers for a while? Pick up the phone, Schedule a meeting with a colleague. Attend trade shows. Get involved a little more with social networking such as LinkedIn, Plaxo, Facebook, or Twitter to name a few. Track some blogs in your industry area of interest. It may take time to catch up a bit, but let’s face it, reading the newspaper or watching television is not interactive. The real conversations are happening in the newer media spaces.
4) Get some additional leadership training. How we read and listen to other people is very important. Being able to speak to all styles of people is essential to being able to lead. Learning how to get the most out of your conversations or management is crucial to efficiency.
5) Ask to take on additional responsibilities or projects. Getting experience in handling new problems or opportunities will help you keep your tools sharp and your interest in your work high. Expanding your experience base is one of the very best assets you have. No one can take experiences away from you. Make sure you make the most of your time.
6) Get fit. This may be the hardest one of all in some cases, however, it may also be one of the most important. What are we leading to? Your lack of energy, enthusiasm, attitude, and overall professional appearance may be the single most important reason you could get passed over. You need that competitive advantage that you could have over a younger applicant. For most people, a regular exercise program, while it may be hard to get started with, is one of the most important factors leading to not only feeling good about yourself, but over the long term helping one to have more energy and drive. A more fit appearance tends to provide the image that you are taking care of yourself and thus will take care of business in your new job. Lose the donut.
7) Flexibility – Are you inflexible about work hours or the ability to move? The more flexible that you are, the more opportunities that you will be able to consider. It’s as simple as that.
8) Cost – You’ve made good money in your previous jobs. Indicating flexibility or that you are willing to take a higher percentage of your compensation in the form of incentive or performance pay may be necessary. However, if you’ve gotten to this point and it really comes down to the fact that you are being passed over for a less expensive applicant, then you may not have done your job in selling yourself in all of the above areas.
While companies cannot legally discriminate against age, there are factors considered in the hiring process that in a roundabout way may cause many more experienced candidates to be screened out and they can easily be associated with age as well. What are those and what can you as an older candidate do about it? Most of these following factors are really what the employer is screening for, commonly perceived to exist in a “younger” candidate.
1) Energy – Many hiring managers are first looking at those that have drive, enthusiasm, self initiative, and just plain energy to work hard and be eager to learn.
2) Relocatability – If the job requires a move to a satellite facility, most times the young bucks are more willing to go. Many do not have as many ties or roots planted as those more established.
3) Cost – Let’s face it, more experience will cost more and sometimes it is just what the company can budget for the position. In the employer’s mind, younger workers haven’t been spoiled yet.
That’s not necessarily a long list, so what do the younger applicants NOT have? What could a worker sell themselves on?
1) Experience – Of course, those that do not have a track record, have not learned how to sell yet, have not managed much, or have not proven themselves, and as such are more of a risk to the hiring company
2) Training – While many may have some quality education behind them, it is the real world training, on the job, experience in dealing with real life and real work problems that is the best training. Many have not yet had opportunities for continuing education. Many also have not had the opportunity to have gone through business or economic cycles, both the ups and the downs. In uncertain economic times, employers may be drawn to the more experienced workers who could join with ready to use skills and a shallow learning curve.
3) Fewer Contacts – Remember the adage, “It’s not what you know, but who you know that counts.” This can be a real disadvantage for the younger ones when it comes to sales, or when in a position that advice from mentors is helpful in solving a tough problem.
4) Experience in dealing with a wide array of people – Let’s face it, how to deal with or manage people can be challenging. It takes time and experience to learn how to deal with people and get the most out of them, whether managing them or just simply collaborating with them.
5) More than one way to do things – Technology and new methods can be great, but what if the new ways don’t bring the solution. Experience in being able to solve problems more than one way can be a real advantage.
So, what is our advice for those of you older workers that are about to seek out new employment? How do you prepare yourself? Let’s face it. You are competing with others out there. Here is a good list that can get you started to differentiate out your advantages over the lesser experienced. If you are missing items on this list, then maybe it’s time to get started.
1) Make sure you know all of your real accomplishments in each of your positions and make sure those are listed on your resume, completely. An example could be: “Built sales in an established territory from $1.2 million to $8.5 million through market share growth.” This is not the time to be humble on your resume.
2) Get Trained – Are you up to speed on computers, software, social networking, the latest industry tools and gadgets? If not, then get trained. Stay well informed and read up. Take some classes or find some time to take in some webinars that show new techniques. Make sure that you know about the latest new technology that is being used in your field.
3) Stay in touch – Haven’t talked to some of your peers for a while? Pick up the phone, Schedule a meeting with a colleague. Attend trade shows. Get involved a little more with social networking such as LinkedIn, Plaxo, Facebook, or Twitter to name a few. Track some blogs in your industry area of interest. It may take time to catch up a bit, but let’s face it, reading the newspaper or watching television is not interactive. The real conversations are happening in the newer media spaces.
4) Get some additional leadership training. How we read and listen to other people is very important. Being able to speak to all styles of people is essential to being able to lead. Learning how to get the most out of your conversations or management is crucial to efficiency.
5) Ask to take on additional responsibilities or projects. Getting experience in handling new problems or opportunities will help you keep your tools sharp and your interest in your work high. Expanding your experience base is one of the very best assets you have. No one can take experiences away from you. Make sure you make the most of your time.
6) Get fit. This may be the hardest one of all in some cases, however, it may also be one of the most important. What are we leading to? Your lack of energy, enthusiasm, attitude, and overall professional appearance may be the single most important reason you could get passed over. You need that competitive advantage that you could have over a younger applicant. For most people, a regular exercise program, while it may be hard to get started with, is one of the most important factors leading to not only feeling good about yourself, but over the long term helping one to have more energy and drive. A more fit appearance tends to provide the image that you are taking care of yourself and thus will take care of business in your new job. Lose the donut.
7) Flexibility – Are you inflexible about work hours or the ability to move? The more flexible that you are, the more opportunities that you will be able to consider. It’s as simple as that.
8) Cost – You’ve made good money in your previous jobs. Indicating flexibility or that you are willing to take a higher percentage of your compensation in the form of incentive or performance pay may be necessary. However, if you’ve gotten to this point and it really comes down to the fact that you are being passed over for a less expensive applicant, then you may not have done your job in selling yourself in all of the above areas.
Friday, November 6, 2009
The Top 6 Things that could prevent you from getting a job
You’ve heard the term, “Hindsight is 20/20.” Sometimes things happen where we wished we could turn back the clock on, and it’s just not possible to do so. Mistakes can happen that can seriously affect a person’s ability to land a good future job. It happens most often when employees are secure in their job, and then the tables turn. Suddenly you’re in a scramble to fix past events.
Let’s look at some career damaging activities that all employees or future candidates should avoid. These are things that can cost a professional that future dream job.
Driving while intoxicated—Understand that it’s not just about driving while intoxicated, but any alcohol related offense (driving under the influence, possession of an open container, underage drinking charges, etc.) is detrimental to your job search. Employees and job applicants with alcohol/drug related charges will not only create the potential for a significant increase in liability insurance cost for the employer, but are assumed to have questionable judgment when making decisions. Retaining this employee or hiring this applicant would be seen as a serious risk to the company. For that reason alone, most employers have a zero tolerance for these types of offenses that can continue for up to 5 years past the actual offence!
The real question that the companies are left with is; If this has happened once, will it happen again? Most employers will take the position that it is “better to be safe, than sorry.”
The best rule to follow – Don’t even think about it, don’t drive after drinking. Appoint a designated driver.
Have Bad Credit? Perception is everything. If you apply for a job and have bad credit, the likely perception of the employer will be “If they can’t manage their own finances, why would we want them to be able to affect ours” Regardless of the position you are applying to, whether it’s loading trucks or managing the accounting division, you make decisions every day that can affect the financial performance and well being of the company.
If you’re not able to manage your own debt, employers may find you more likely to take financial risks, or even make some extra cash or by padding that expense account to compensate for things you can’t buy yourself. A common example that can hurt your credit is not paying your bills on time. In general, any application that asks for a social security number is fair game for potentially impacting your credit score.
There are a few organizations online that will offer you a free credit report once per year. If you have not done so recently, get a report and make sure everything is correct.
Poor Social Networking Practices – A recent industry survey noted that over 35% of employers search social networking sites to screen job applicant. This number is rising fast with less than 20% checking sites like Facebook, Twitter, and MySpace a year ago.
Employers don’t usually search with the hopes of finding something negative about you. In fact, the opposite is true- they’re looking to confirm the information on your resume and hoping to find more proof that you’re a good candidate who really can help their company. However, employers can’t predict how their search will end. Employers in the survey listed these items as reasons they have chosen NOT to pursue the candidate:
Badmouthing - A common mistake that that can be made in conversation, whether that be face-to-face or electronically, can be talking negatively about previous employers. If you are disgruntled about your past experience, that same mistake can easily be made in the interview. We’ve all had or know someone who’s had a weak supervisor or someone they didn’t work well with. Regardless of the situation, candidates should think twice before sharing their opinions publicly. What you say may reflect more negatively on yourself than the person or company you’re talking about. Be very careful when asked about a former employer that you did not really like. Sometimes it’s best to just let it go.
Honesty and Integrity – Being dishonest, cheating, or lying is bound to catch up to the offender, sooner or later. It could turn into a not so flattering reference for you, or a refusal to give a reference other than the required confirmation that you were employed there. Dishonest activity could also cause you to be passed over for a promotion. In some cases, where company policy is violated, it can also result in dismissal.
Certainly there are many things that can affect one’s career. This may be just a short list. In most cases, a dose of “common sense” is all that is needed to avoid one of these pitfalls. As a recruiting agent for our clients, we are asked to “Find the Best”. Certainly, if during interviews or background checks, something damaging to ones career is found, it can seriously affect our ability to refer an otherwise very high quality candidate. For all of our sakes, it’s best to avoid the pitfalls. It may not be your career that’s at risk, but possibly with some of the aforementioned knowledge in hand, you can help a friend or colleague avoid a career damaging pitfall.
Let’s look at some career damaging activities that all employees or future candidates should avoid. These are things that can cost a professional that future dream job.
Driving while intoxicated—Understand that it’s not just about driving while intoxicated, but any alcohol related offense (driving under the influence, possession of an open container, underage drinking charges, etc.) is detrimental to your job search. Employees and job applicants with alcohol/drug related charges will not only create the potential for a significant increase in liability insurance cost for the employer, but are assumed to have questionable judgment when making decisions. Retaining this employee or hiring this applicant would be seen as a serious risk to the company. For that reason alone, most employers have a zero tolerance for these types of offenses that can continue for up to 5 years past the actual offence!
The real question that the companies are left with is; If this has happened once, will it happen again? Most employers will take the position that it is “better to be safe, than sorry.”
The best rule to follow – Don’t even think about it, don’t drive after drinking. Appoint a designated driver.
Have Bad Credit? Perception is everything. If you apply for a job and have bad credit, the likely perception of the employer will be “If they can’t manage their own finances, why would we want them to be able to affect ours” Regardless of the position you are applying to, whether it’s loading trucks or managing the accounting division, you make decisions every day that can affect the financial performance and well being of the company.
If you’re not able to manage your own debt, employers may find you more likely to take financial risks, or even make some extra cash or by padding that expense account to compensate for things you can’t buy yourself. A common example that can hurt your credit is not paying your bills on time. In general, any application that asks for a social security number is fair game for potentially impacting your credit score.
There are a few organizations online that will offer you a free credit report once per year. If you have not done so recently, get a report and make sure everything is correct.
Poor Social Networking Practices – A recent industry survey noted that over 35% of employers search social networking sites to screen job applicant. This number is rising fast with less than 20% checking sites like Facebook, Twitter, and MySpace a year ago.
Employers don’t usually search with the hopes of finding something negative about you. In fact, the opposite is true- they’re looking to confirm the information on your resume and hoping to find more proof that you’re a good candidate who really can help their company. However, employers can’t predict how their search will end. Employers in the survey listed these items as reasons they have chosen NOT to pursue the candidate:
- Information about alcohol or drug use (41% of managers said this was a top concern)
- Inappropriate photos or information posted on a candidate’s page (40%)
- Poor communication skills (29%)
- Bad-mouthing of former employers or fellow employees (28%)
- Inaccurate qualifications (27%)
- Unprofessional screen names (22%)
- Notes showing links to criminal behavior (21%)
- Confidential information about past employers (19%)
Network abuse – Is anyone watching? That not so appropriate email you can send to friends or the 45 minutes you spent shopping online can easily be monitored by your employer. The purpose of your online activities is a big concern to your employer. Most companies do not want to monitor with the expectation that they will catch someone. Rather, they truly do it for protection and record keeping if should something bad should occur. Whether their goal of monitoring is to identify risk for harassment suits, or recognizing employees that “surf the net” instead of taking care of customers, they have the right to know what you are doing with their network – especially when they are paying you to do something else.
Badmouthing - A common mistake that that can be made in conversation, whether that be face-to-face or electronically, can be talking negatively about previous employers. If you are disgruntled about your past experience, that same mistake can easily be made in the interview. We’ve all had or know someone who’s had a weak supervisor or someone they didn’t work well with. Regardless of the situation, candidates should think twice before sharing their opinions publicly. What you say may reflect more negatively on yourself than the person or company you’re talking about. Be very careful when asked about a former employer that you did not really like. Sometimes it’s best to just let it go.
Honesty and Integrity – Being dishonest, cheating, or lying is bound to catch up to the offender, sooner or later. It could turn into a not so flattering reference for you, or a refusal to give a reference other than the required confirmation that you were employed there. Dishonest activity could also cause you to be passed over for a promotion. In some cases, where company policy is violated, it can also result in dismissal.
How would you explain that to a prospective employer? An employer may ask you, “What caused you to change jobs from that company?” Answering that question could be a “lose-lose” proposition. Have you ever thought about the fact that a hiring manager may already know the answer to the question and they just want to see if you will answer it honestly?
Certainly there are many things that can affect one’s career. This may be just a short list. In most cases, a dose of “common sense” is all that is needed to avoid one of these pitfalls. As a recruiting agent for our clients, we are asked to “Find the Best”. Certainly, if during interviews or background checks, something damaging to ones career is found, it can seriously affect our ability to refer an otherwise very high quality candidate. For all of our sakes, it’s best to avoid the pitfalls. It may not be your career that’s at risk, but possibly with some of the aforementioned knowledge in hand, you can help a friend or colleague avoid a career damaging pitfall.
Friday, October 16, 2009
From the Other Side of the Desk-The Interview
Have you thought about what your interview looks like from the other side of the desk? One sure way to see that would be to tape yourself in an interview, but that rarely happens. Let’s think about this a moment. What does the interviewer see, and what are they watching for?
- One of the most obvious is how well you are dressed for the interview? One of the the assumptions can be, that if you have organized yourself, then possibly you could handle organization in the job setting.
- Generally, in all cases, as an interviewee, you should be neatly dressed, but not overly so. A rule of thumb one could use is to dress at the level or one step above the attire that would be appropriate for the everyday attire in that workplace setting. If it is casual, then step up to business casual. Don’t go in over dressed and don’t go in wearing a t-shirt if business casual is the rule of thumb. The objective here is to show respect for the interviewer, but not to look out of place.
- Go in neatly trimmed, a professional look. Ladies don’t overdo the makeup. Men, a neat trim or clean shave. The point here is that considerable attention is paid to eye contact so distractions away from eye to eye contact are a problem.
- Attention forward. Your posture in the interview is important. Don’t slouch and lay back in the chair, and don’t get in the interviewers face. Sit forward and upright with full attention towards the interview.
- Turn cell phones off. What’s most important here?
- Listen carefully. The interviewer is seeking answers to his/her questions. Make sure the question is understood and answer carefully. Take your time to think about a question, but not too much. If you need clarification, ask for it. Some research on the company and the position prior to getting to the interview may help you really prepare for some of the questions and prevent answering poorly.
- They are looking for questions as well. Prepare some of your own questions going in, but never ask what the job pays in the interview. That can be taken care of if and when the company shows interest in you.
- You must know key details of your past performance. The interviewer is really trying to translate your abilities into what kind of value you could bring to the position and company.
- They are looking for signs not just of what you have done in the past, but just what exactly was YOUR responsibility and what leadership and performance did YOU bring to your previous jobs. This is key. They are not interested in hiring your past company, but YOU.
- They are looking for signs of what you can bring to the company in the future. Your resume shows what you have done in the past. What they really want to know is what you can do for them from today forward. You MUST project what you can do for them. This is critical to the success of the interview, not only to getting the job, but to determining also what you are worth to them, i.e. if they want to hire you, what kind of compensation package could be offered.
- They are looking for the cultural fit. Your skills and experience may be a great fit, but if you do not have the personality, the mannerisms, and values, then you may not get the nod. In other words, if the position calls for an eagle, and you are a dove, the fit may not be the correct one.
- Companies make a great investment in their people. They are looking for long term employment. If you are not indicating commitment for the position, you could be knocked out.
- Finally, you must be better than all of the other qualified applicants. It is not enough to be a good fit. You must convince the interviewer, or interview panel that you are the best. Have you prepared yourself for that? Know your competition. Go in prepared. Take the interview seriously. Be sure to thank the interviewer for taking time to meet with you, and ask for the order. That is, tell them that you want the job.
Wednesday, October 7, 2009
Press Release
Minneapolis, MN – Arbita, a provider of recruitment marketing technology, and media planning services, and Ag 1 Source, the largest recruiting firm in the agriculture industry, are pleased to announce they have achieved excellent results from a recent Search Engine Optimization (SEO) initiative led by Arbita Consulting and Education Services (ACES). The goal of the initiative was to increase candidate and client traffic to the Ag 1 Source web site from the organic search results of major search engines like Google, Yahoo and Bing.
“Prior to working with Arbita, we were heavily invested in Internet marketing initiatives such as pay-per-click advertising,” said Mark Esfeld, Recruiting Consultant and Partner, Ag 1 Source Professional Personnel Solutions. “Our approach was somewhat successful, but during 2009 we began to see cost increase and effectiveness decrease. Our challenge was magnified by the fact that we needed our Internet marketing initiatives to attract both potential candidates and clients.”
Ag 1 Source evaluated several organizations before selecting Arbita as their SEO partner. Nicole Bodem, Director of Search Marketing for Arbita, worked closely with the Ag 1 Source team (and a third-party web developer) to improve SEO results. Ms. Bodem leveraged extensive search pattern analysis and competitive intelligence to formulate a key word strategy that would improve results for the most important search phrases used by candidates and clients. She then implemented the key word strategy across the Ag 1 Source web site and provided training on other tactics for improving results including link building and web content modification.
“There is no doubt that Ag 1 Source continues to lead their market segment in innovative approaches to finding the best candidates for their clients,” said Ms. Bodem. “And their SEO strategy also puts them ahead of the pack in terms of finding new clients. I am very pleased to have worked with such a professional team that is clearly so dedicated to recruitment marketing innovation.”
“Nicole was a pleasure to work with,” said Mr. Esfeld. “Everyone on my team felt they were getting access to an expert resource with significant experience and exposure to what works in our market segment. Most important was her dedication to our results. For example, though it wasn’t part of our scope, Nicole drove usability requirements for our web site that help both with SEO results and the overall user experience of our site. And she worked closely with our external web developer to make sure that all her recommendations were implemented without sacrifice.”
Ms. Bodem continues to provide ongoing training and consulting to Ag 1 Source. Since the launch of the SEO initiative, they have experienced an exponential increase in client and candidate visits and inquiries. This has had the dual impact of decreasing marketing costs while improving overall marketing results.
About Arbita
Since 1993, Arbita has been connecting leading employers with the best talent on the Internet, all over the world. Our recruitment marketing technology, media and services have been developed with the belief that every client deserves a partner with their best interests at heart. Arbita is based in Minneapolis, MN and on the Web at www.arbita.net.
About Ag 1 Source
Ag 1 Source is the leading recruiting firm in the agriculture industry. Their recruiting consultants help clients find great candidates for a wide range of market segments including agronomy, seed, grain, energy, equipment and livestock. Founded in 2002, the company works with organizations seeking employees throughout the US, Canada, and Latin America.
“Prior to working with Arbita, we were heavily invested in Internet marketing initiatives such as pay-per-click advertising,” said Mark Esfeld, Recruiting Consultant and Partner, Ag 1 Source Professional Personnel Solutions. “Our approach was somewhat successful, but during 2009 we began to see cost increase and effectiveness decrease. Our challenge was magnified by the fact that we needed our Internet marketing initiatives to attract both potential candidates and clients.”
Ag 1 Source evaluated several organizations before selecting Arbita as their SEO partner. Nicole Bodem, Director of Search Marketing for Arbita, worked closely with the Ag 1 Source team (and a third-party web developer) to improve SEO results. Ms. Bodem leveraged extensive search pattern analysis and competitive intelligence to formulate a key word strategy that would improve results for the most important search phrases used by candidates and clients. She then implemented the key word strategy across the Ag 1 Source web site and provided training on other tactics for improving results including link building and web content modification.
“There is no doubt that Ag 1 Source continues to lead their market segment in innovative approaches to finding the best candidates for their clients,” said Ms. Bodem. “And their SEO strategy also puts them ahead of the pack in terms of finding new clients. I am very pleased to have worked with such a professional team that is clearly so dedicated to recruitment marketing innovation.”
“Nicole was a pleasure to work with,” said Mr. Esfeld. “Everyone on my team felt they were getting access to an expert resource with significant experience and exposure to what works in our market segment. Most important was her dedication to our results. For example, though it wasn’t part of our scope, Nicole drove usability requirements for our web site that help both with SEO results and the overall user experience of our site. And she worked closely with our external web developer to make sure that all her recommendations were implemented without sacrifice.”
Ms. Bodem continues to provide ongoing training and consulting to Ag 1 Source. Since the launch of the SEO initiative, they have experienced an exponential increase in client and candidate visits and inquiries. This has had the dual impact of decreasing marketing costs while improving overall marketing results.
About Arbita
Since 1993, Arbita has been connecting leading employers with the best talent on the Internet, all over the world. Our recruitment marketing technology, media and services have been developed with the belief that every client deserves a partner with their best interests at heart. Arbita is based in Minneapolis, MN and on the Web at www.arbita.net.
About Ag 1 Source
Ag 1 Source is the leading recruiting firm in the agriculture industry. Their recruiting consultants help clients find great candidates for a wide range of market segments including agronomy, seed, grain, energy, equipment and livestock. Founded in 2002, the company works with organizations seeking employees throughout the US, Canada, and Latin America.
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