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As consumers we want to know that the product we are buying is good quality and has a fine reputation. If the purchase is large, like an automobile, knowing the reputation of the dealer takes on even greater importance. When employers make a “purchase”, especially one as important as a new employee, information often makes the difference between a good and a bad hiring decision.
You may hear that employers place little stock in professional references. After all, what applicant provides a “bad” reference? The truth is most employers still value references, so it makes sense to prepare a current, “user friendly” list and have it ready to go as you pursue your job search. Here are some guidelines to follow when compiling your professional references.
Whenever possible, select a management person you reported to. This carries greater weight and relevance since most employers value the insights of professionals who know how you did your job. It also helps the hiring manager determine not only your performance but whether you will fit the new job and corporate culture.
Some supervisors may decline to be your reference because company policy precludes their giving out information, and requests must be channeled through Human Resources. While this may be true, often hiring managers are allowed to give “personal” references in which they speak for themselves and not for the company. So, bottom line, ask. Most managers will try to be helpful if at all possible and references from supervision are still the most compelling.
You may also use people you worked for indirectly, group leaders or project managers, for example. “Internal customers” like managers from other departments who benefited from your work are often happy to speak on your behalf. Happy customers make strong references.
Try to develop a list of several solid references. You then can select three to five from that list that are most relevant, saving the rest for other positions. Next, prepare a Professional Reference sheet separate from your resume and provide it only when the employer asks. List the person’s name, current business title, their current employer, and contact information. Also remember to indicate their relationship with you, how you know them, where you worked with them, etc. And give your references a heads up call or e-mail when you pass their name to a company, so they can expect the contact. Remember to update your reference list periodically. It can save you the embarrassment of having a prospective employer find they cannot reach a reference or, even worse, the party is no longer alive! It happens.
The insights one can obtain from references are valuable and provide a piece to the “puzzle” as employers decide whom to hire. So prepare your list carefully, keep it current, and it will increase your “value” for that serious opportunity and potential employer.
Do you have a current list of professional references? Have you screened them recently? How recently? Norma Sweeny
Here’s how I did.
So I’m sitting in this huge room interviewing with the Cleveland Cavaliers . . . I couldn’t tell you specifically what they asked. Why? Because I was more concerned with landing that job and really didn’t have good responses to answer their questions. I was not prepared for what they were going to ask! Ninety minutes later, I knew that I bombed that interview. My gut told me so. I needed to know from the panel interviewer’s point of view what they thought, so I called Pam and asked for some feedback.
Pam immediately responded – honestly and frankly (which to this day, I so appreciated), “Michelle, you didn’t answer the questions!” I said to her, “what do you mean?” She explained, “when you were posed a question, you went on a tangent…and circled around the response they were looking for…you never came back to answer the question.” “Ah, I see,” I said disappointed. My nervousness, lack of preparation, and not responding and validating that I answered the questions thoroughly took me down the path of losing a missed opportunity.
My advice to those out there – heed it carefully. #1 – Be prepared. #2 – Listen carefully to what they’re asking you. #3 – Validate that you answered their question by saying, “did that answer your question?” Mind you, don’t ask that after every interview question, but keep your answers as succinct as possible. #4 – Think about the end result. Yes, you ultimately want that job, but don’t let pride get in the way of your success. I wanted that job so bad I could taste it and didn’t think that I wouldn’t get it. #5 – Lastly, just because there’s more than one person interviewing you, doesn’t mean you won’t succeed. Be calm, be yourself, and think of “conversing” with the panel. It’s hard not to be nervous, but the right balance of self-confidence (not haughtiness) will get you through to the next round.
I recently asked a recruiter friend to “review” my resume. A review by a professional is an important step in making sure you have an attention-getting document. I have reviewed many resumes during the course of my HR career, so it made sense to ask an HR colleague to take a look at my own. Imagine my surprise when she candidly advised me that it needed a significant overhaul. I will admit that it has been five years since I conducted a serious job search, but some of my accomplishments during the five-year period are seriously absent from my resume. Further, the resume is too lengthy even without some of the more recent information.
Your resume is an important marketing tool and I recommend periodic updates to keep it fresh and current even if you are not actively seeking a new role. This will save valuable time if an intriguing career opportunity presents itself. Your resume should reflect your career progression—anything you accomplish which adds to your skill sets and increases or broadens your experience and/or education.
As you gain experience you will want to move from the more task-oriented entries to those that detail actual results. Those accomplishments that add value or further the goals of the organizations you have worked for are key in relating your credentials to the requirements of the jobs you pursue. Employers want to know about your contributions and how you are going to make a significant difference for their company. Even if your qualifications are not a perfect match, being able to demonstrate how they are transferable to the specific requirements gives you a competitive edge over those candidates whose resume content is not as convincing as your own. Make sure, however, that your content does not overstate who you are and what you have done.
Even with the right content, formatting is also an important element in developing your resume. Effective use of space, language and software compatibility are critical in making sure your resume is not passed over for the next one. Recruiters do not have time to work at finding out who you are. My first pass through a stack of resumes is typically designed to quickly screen out the ones I do not wish to review further. A document that is crisp, focused, and results-oriented with an appealing overall visual presentation, will go to my ‘review further’ pile.
Resume refreshing to represent who you currently are and who you plan to be is time and effort well spent whether you are new to the job market or a seasoned professional looking for a change. First impressions do count!
Before embarking on the job search trail you need to be prepared to communicate to any audience at any time, who you are, what distinguishes you in your work, and what type of work or job opportunity you are seeking.
Think about it. In all your search activities, whether preparing a resume, contacting recruiters and hiring managers, or interviewing, you need to be ready to speak confidently about yourself, often in pressured situations when you have only one chance to “make the sale”. For many people this is clearly out of their comfort zone.
What would you say if you stepped onto an elevator in a high rise office building only to find yourself face to face with the corporate executive who had the power to influence your future with an organization that you have been targeting? How would you respond when you hear the question… “Tell me about yourself”. You only have a few moments before the elevator doors open to make a positive impression. This conversation could make the difference between landing the job or not. So, doesn’t it make sense to be prepared?
The great thing about the “elevator speech”, is that once you write one, you can use it in many different circumstances including interviews and it can also be modified and incorporated into your resume.
You should begin by introducing yourself, followed by a brief description of your professional expertise or key competencies, some key accomplishments which distinguish you from others in your field, and the type of work or position that you seek. Finally, close by providing your audience with a snapshot of how you do your job. Remember employers want to know more than what you can do for them. They want to know if you will fit their culture or if you are likely to become a high maintenance employee.
College graduates can modify this model where necessary to incorporate their academic experiences and achievements. Just remember to include an illustration of capabilities that can readily transfer to the corporate environment.
Sounds difficult? It is, if you try to do this cold and under pressure. However, the task becomes a lot easier if you prepare and become so familiar with what you will say that it flows. Be careful. Work on a natural flow. Avoid sounding “rehearsed”. Practice before someone who can give you positive and constructive feedback, and guide you to become more relaxed as you tell your “story”.
Bottom line, don’t be caught tongue tied. Take time for the elevator. It will serve you well.
Are you ready to talk about yourself to a prospective employer? Try it…does it flow or are you stumbling? Let’s work on it together. Norma Sweeny
When looking for a new employer, we all have certain requirements. For example, The size of the company? The number of people it employs? Its location? And the list goes on. Most of this information is easily obtained from the Internet and other sources. There is one factor, however, that is not so easy to determine, yet is most important, “company culture”.
What is a company’s “culture?” It has been defined as its “personality,”and it affects every facet of its employees’ work life. It includes policies, work environment (whether casual or formal), benefits, work hours and development opportunities. The list is almost endless. Company culture covers intangible things that are more difficult to research. It is worth the effort since these factors can have an important impact on your career.
Can you think about a time when you worked for a company that was committed to your career success? Now think about an employer you worked for where you felt there was little if any emphasis on growth and development. How was your career and professional satisfaction affected in each instance?
Here are some practical ways to help you uncover a company’s culture. Begin by being alert to your interactions with an employer right from the start. Pay attention to how you are treated, whether over the phone or in person. Are the people you interact with friendly, and are you treated with respect? If you interview, is the process well organized or do you sense it is a bit out of control or not quite the priority it is for you?
Be alert for clues, especially if you go on site. Do the people you meet make you feel welcome? Do you see smiles on the faces of coworkers as you walk through the work place ? Are you acknowledged as you pass through? Do you see places where employees gather and interact? Are managers accessible or are they in offices removed from the people they supervise?
If you have not been invited for an interview yet, try to find someone you trust who works for the organization and ask them about the environment. They may have some bias but there is usually some useful information to be obtained, and you can test it out when you interview to see if you agree with their assessment.
Finally, and most important, be true to yourself. You must know what is important to you. What are the principles and values that you live by? What are you willing and unwilling to compromise on? If you know yourself, you have the fundamental knowledge you need to determine whether you are likely to be happy in your new professional home.
Have you ever been disqualified from a job because the company felt you did not fit its culture? Did you agree? Let’s talk… Norma Sweeny
Few of us would undertake a vacation trip without planning where we are going and how we will get there. Yet when it comes to our job search, we often don’t have a clearly defined goal or a method to assist us in reaching our goal. Conducting your job search without a marketing plan is like taking a trip without a GPS or map to guide you. If you don’t know where you are going, you will probably end up at the wrong destination or at best it will take you much longer to get to your destination.
In putting together a job search plan, it’s important to define what your goals are regarding the type of position or positions you are targeting; where (geographically) you want to work; what size organization is important; what industries are of interest to you and what the ideal culture would be. Waiting for job openings to appear online is a reactive rather than proactive approach to job search; however, putting together a marketing plan allows you to take more control of the process and be more proactive.
Networking is the best way to find a job, particularly today when the job market is so tight. Statistically, more than 80% of job search candidates indicate they obtained a new position through networking. Networking and getting a referral into a company puts you ahead of other candidates who look good on paper, but who nobody knows.
Using a marketing plan, which includes identified target companies, will help you with the networking process. It makes the process easier for people you know to identify contacts within your targeted companies rather than to try to identify job openings. The plan gives your search more focus and gives you more control of where you land.
If you don’t take the time to do the proper planning, you may end up in Kalamazoo, MI when you were heading to Palm Springs, CA; and that is quite a different end result, especially in the middle of winter.
For help with developing a solid marketing plan, I would be happy to guide you. Contact me at sylvia@jobinterviewcoaching.org.
I remember my first ever panel interview…vivid in my mind to this day, but more vivid on the experience and how I felt and less on the details actually. I had just graduated from college and was home to hit the interview trail. After what seemed like several rounds of interviews with one of the largest PR firms in the state of Ohio, I was chosen out of 30+ candidates to interview with the Cleveland Cavaliers. They were one of the biggest accounts for this firm. So here I am…not sure what to expect. College didn’t prepare you for such a strenuous activity – the dreaded panel! I wanted this job more than anything – mind you, this was way before King James and the crew, but the prestige of being an Account Executive for the CAVS was like a dream come true! Funny thing is…four candidates were chosen; me being one of them. I felt like it was college hoops all over again – The Final Four. Who would be the ultimate winner?
So I donned my best interview suit, had portfolio in hand with questions to ask, and a bundle of nerves that even yoga and deep breathing exercises couldn’t calm! I arrived 10 to 15 minutes early, sat in the most uncomfortable chair in the waiting area, and while I was waiting, I tried feverishly to wipe the sweat from my palms onto my coat. Then the receptionist called me up and led me down this long hallway, anxiousness filling my chest.
I enter into a room that is surrounded by windows on one wall, overlooking downtown Cleveland and Lake Erie. I said, laughing to myself, “whoa, this could all be yours if you pass the interview test…this is it!” What was more intimidating was the 20 foot conference room table with at least 10 chairs on my side, and 10 on the other. They had me sit smack-dab in the middle on one side. And sitting on the other—the INTERVIEW PANEL!!! About five people sat across from me — two from the PR agency, and three representing the CAVS Marketing group. GULP! My mouth immediately became very, very dry. Never before was I nervous like I was nervous that day.
One of the panel interviewers, Pam (who I had networked with while at college) was there, providing me with this subtle encouragement and support from the other side of the table. Thinking to myself, “Let the questions begin…”
How do you think I did?
Tom Terez http://buildabetterworkplace.com/2010/03/05/commonsense/
got me thinking today about rule-making when it comes to finding a job.
My comment to his blog: “Most people follow the ‘rules’ of the game – define your brand, write a resume, submit your resume to jobs in industries that appeal, and wait for the calls. While it may feel like breaking the rules, if you don’t go further than these steps, and get in the habit of sharing your story face-to-face with lots of people, and continue to build on what you cared about most in your career (becoming more compassionate about life in the process), you will be sitting at the traffic light called unemployed or underemployed for a long time. Good article.”
When you are driving for your next job, think bigger, and be willing to take some risks. Motor on through a few red lights, and you’ll really have less stress. In the words of Garr Reynolds in Presentation Zen (and I think he was paraphrasing Brenda Ueland in If You Want to Write), so I’m paraphrasing them both!:
“What matters is to not close yourself down too early in the process of exploration. Failing is fine, necessary in fact. But avoiding experimentation or risk? That will become something that will gnaw at your gut more than any failed interview. A failed interview is in the past; really; it’s done and over. In fact, it doesn’t exist. But worrying about ‘what might be if . . .’ or ‘what might have been if I had . . .’ are pieces of baggage you may carry around for a long time. Take chances and stretch yourself. You’re only on this planet once (unless, I guess, you believe in reincarnation), and for a very short time at that.”
So you are ready to embark on your job search. Do you have a written plan, a strategy? How will you stay on course?
When people find themselves in transition the next emotion after shock is usually panic. While this may be understandable, plunging into a job search without a plan can be disastrous. One key tool that will help insure a successful search is a Marketing Plan.
Yes, marketing plans are most often associated with the business world and there is a reason. They help define a project, lay out and organize the work to be done and serve as a framework to support and guide the entire process.
A personal job search should be viewed in much the same way. It is, or should be, a project with a specific purpose and anticipated result. It should be the means to identifying the right job in the least amount of time. This will take soul searching and research. It is important to determine the type of job and environment you are looking for based upon your experience, training and capabilities. You are looking for the right “fit”, not just any job.
Once the target is clearly defined, it is important to frame a statement that captures your background and clearly expresses your professional strengths and skill sets. This statement should be similar to the Career Summary that introduces your resume (discussed in my previous blogs). The importance of this step cannot be overemphasized. A well thought out statement will not only tie to your resume but will provide essential material that will be useful in future interviews.
The next step in developing a marketing plan is to define the market you are targeting. This includes the geographic location you plan to work in, type and size organization and industry as well as organizational culture.
Last, but not least, list at least fifty prospective employers that you have researched who offer the kind of work environment you need to thrive. There are web sites that can provide names and descriptions of companies and can help you in your search for organizations that meet your most essential requirements.
Once you have completed this exercise, you will have a Marketing Plan that will guide your search efforts and keep you on track as you seek out a job that will be the right fit as well as one that will be exciting and rewarding. Developing a well thought out marketing plan is worth the time and effort and the payoff is great.
Have you identified fifty employers that you will target in your job search? Why did you choose them? Do you have a marketing plan? If not, why not? Let’s talk. Norma Sweeny
Next to a health scare, the specter of being unemployed is one of the most stressful events we can experience during life. Even for those who have tried to “prepare”, the reality of losing a job can trigger an emotional shock wave.
So once unemployed, it is natural to want to get back in the game and launch your job search quickly. Before moving full steam ahead, however, it is critical to take some time to plan where you want to go and how you will get there.
There is value in stepping back, taking a deep breath and working through the emotional tidal wave resulting from a layoff. In fact, leaving a job affords a unique opportunity to stop and look back, assess and plan, and this is important for a successful search campaign.
Every job we hold, every employer we work for, contributes both positive and negative experiences to our careers. Much can be learned from each experience. So, if you become unemployed, take a critical look backwards. It even helps to create a list of the pros and cons of your last job experience and employer. If you are candid with yourself, this exercise will help to reveal what was good and not so good. Use this information to help build the framework for your job search so that you have a profile of your ideal job and work environment to guide your search. It is only once you have assessed your past experience than you can effectively plan for a better experience next time.
Having this information can mean the difference between finding a new opportunity that is satisfying and exciting versus repeating the mistakes of the past. The list should include: size and type of business, location and culture, compensation, work environment, and travel requirements, to name just a few important variables when it comes to identifying the ideal job.
Once armed with a clear picture of what you want (and what you do not want), you can build your marketing plan and start targeting employers and positions that will more closely meet your professional goals. In the end, taking the time to plan and target your job search can mean the difference between success and failure, happiness or disappointment.
What went wrong in your last job, what went right? Do you have a clear picture of what a great job with a good employer would look like for you? How will you plan your job search? I can help you get started. Norma Sweeny
