Wendy Doulton knows what it takes to land a job. In her 15 years of experience as a recruiter, she has led talent acquisition teams at Yahoo Media Group, DreamWorks and Google, and now serves as the principal of her own firm, Los Angeles-based Katalyst Career Group.
The most recent addition to her résumé? Star of Bravo's television special "The Headhuntress," in which she gives struggling job seekers tough-love advice and ultimately helps them triumph.
We asked Doulton for her secrets to success for the job seekers she helps: what they need to be doing, what they need to stop doing, and how they can figure out what they want to be doing. Her guidance, in her now-famous candid fashion, below.
CareerBuilder: What's the No. 1 thing a job seeker can do to wow a potential employer in an interview?
Wendy Doulton: "When I interview people, I'm always really impressed by those who can give me really good examples of why they're right for the job. They know themselves and they can tell me why they've been successful and why people have hired them. They can tell me the types of bosses they'd like to work for and the impact they've had on previous companies.
"This is as important for a receptionist as it is for a CEO. A good assistant can tell you how she makes her boss's life better: She can tell you she makes him seem accessible even when he's not and she can tell you how she does it. She can tell you that she saved $100,000 on the travel bill because she was able to change vendors and negotiate a better deal. Those people know why they're good, and people want to hire people that can prove they get results. Know your stuff. Know what you bring to the party."
CareerBuilder: How does this affect the way candidates should prepare for interviews?
WD: "The interview is what makes or breaks the deal. I think a lot of candidates prepare for the interview in the wrong way. They need to be able to articulate why someone should hire them. I think that is so important. It's impressive to sit there and hear somebody talk about why they're good at something. It doesn't have to be earth-shattering; they just need to be able to clearly explain why someone should pay them a salary to show up every day.
"I think a lot of people focus outside of themselves instead of focusing internally and getting very clear about why somebody should hire them. That's the area candidates really need to focus on."
Complete article: http://msn.careerbuilder.com/Article/MSN-2738-Interviewing-Master-the-interview-basics/?sc_extcmp=JS_2738_advice&SiteId=cbmsn42738&catid=IV
Calvin
Thursday, February 2, 2012
A day in the life of a job seeker (Careerbuilder article)
"Looking for a job is a full-time job." It's a phrase we've all heard, and, for the most part, it's true. Searching for a job that you like, going on interviews, waiting for the call back. It's some of the most emotionally draining and time-consuming work you'll have to do.
One of the most important things one can do while hunting for a new job is to set a schedule and stick with it. For those who are employed in a job that they hate, it can be frustrating to go home and then spend more time trying to find a new job. All you do is go to work and then go home to do more work. But those without a job can find it even more frustrating, because of the endless time spent waiting -- and the diminishing bank balance.
So we asked job seekers for their tips on how they've dealt with the job search and what they've done to provide structure to their day. Here's what they had to say:
•The early bird gets the worm: Don't waste your days sleeping. Get up early and set "office hours." By acting as if you're going to work, you're actually getting into a mindset that will put you on task.
•Set the scene: Be sure to remove yourself from all distractions when doing your job search. It's one thing to go to a coffee shop to do your research, but when you start to write your cover letters and résumés, you need to concentrate on the task at hand. Don't be afraid to write in the morning and then revise in the afternoon -- give yourself some time to edit and craft the messages you're sending to potential employers.
•Get specific: The "scattershot" method of applying for anything and everything usually leaves no one feeling good. Be specific about what kind of job you are looking for, what areas you want to focus on, what skills you have and what skills you want to develop in a new job. Learn about companies in your area that have these jobs, see what opportunities they may have, and connect with recruiters or experts in the field through resources such as LinkedIn.
•Follow up: For many job seekers, the concern is the résumé black hole. Because employers receive so many applications for each job opening, it helps to set follow-up calendar reminders so you know when to reach out to a company you've applied to if you haven't heard back. That way, you'll know where they are in the process or if the position was filled.
•Set output goals: How many résumés do you want to send out per week? Make a number and stick to it, but be realistic. Don't say 250, because you will only make yourself miserable. Focus on a manageable goal.
•Practice your introduction/elevator pitch: It's always important to sell your skills and your desired career opportunity in under a minute. Instead of focusing on day-to-day abilities, think big picture and sell your value.
•Research: If you spend more time doing homework on companies you want to work for, you'll spend less time applying for jobs in which you may not have a real interest. Remember that a job description only tells you so much. Your job could be perfect, but the company's values could be in direct opposition to your personal values. Get to know the company via social media and through its corporate website.
Complete article: http://msn.careerbuilder.com/Article/MSN-2889-Job-Search-A-day-in-the-life-of-a-job-seeker/?sc_extcmp=JS_2889_advice&SiteId=cbmsn42889&catid=JS
Calvin
One of the most important things one can do while hunting for a new job is to set a schedule and stick with it. For those who are employed in a job that they hate, it can be frustrating to go home and then spend more time trying to find a new job. All you do is go to work and then go home to do more work. But those without a job can find it even more frustrating, because of the endless time spent waiting -- and the diminishing bank balance.
So we asked job seekers for their tips on how they've dealt with the job search and what they've done to provide structure to their day. Here's what they had to say:
•The early bird gets the worm: Don't waste your days sleeping. Get up early and set "office hours." By acting as if you're going to work, you're actually getting into a mindset that will put you on task.
•Set the scene: Be sure to remove yourself from all distractions when doing your job search. It's one thing to go to a coffee shop to do your research, but when you start to write your cover letters and résumés, you need to concentrate on the task at hand. Don't be afraid to write in the morning and then revise in the afternoon -- give yourself some time to edit and craft the messages you're sending to potential employers.
•Get specific: The "scattershot" method of applying for anything and everything usually leaves no one feeling good. Be specific about what kind of job you are looking for, what areas you want to focus on, what skills you have and what skills you want to develop in a new job. Learn about companies in your area that have these jobs, see what opportunities they may have, and connect with recruiters or experts in the field through resources such as LinkedIn.
•Follow up: For many job seekers, the concern is the résumé black hole. Because employers receive so many applications for each job opening, it helps to set follow-up calendar reminders so you know when to reach out to a company you've applied to if you haven't heard back. That way, you'll know where they are in the process or if the position was filled.
•Set output goals: How many résumés do you want to send out per week? Make a number and stick to it, but be realistic. Don't say 250, because you will only make yourself miserable. Focus on a manageable goal.
•Practice your introduction/elevator pitch: It's always important to sell your skills and your desired career opportunity in under a minute. Instead of focusing on day-to-day abilities, think big picture and sell your value.
•Research: If you spend more time doing homework on companies you want to work for, you'll spend less time applying for jobs in which you may not have a real interest. Remember that a job description only tells you so much. Your job could be perfect, but the company's values could be in direct opposition to your personal values. Get to know the company via social media and through its corporate website.
Complete article: http://msn.careerbuilder.com/Article/MSN-2889-Job-Search-A-day-in-the-life-of-a-job-seeker/?sc_extcmp=JS_2889_advice&SiteId=cbmsn42889&catid=JS
Calvin
10 Tips to Boost Your Interview Skills (Yahoo.com article)
Even the smartest and most qualified job seekers need to prepare for job interviews. Why, you ask? Interviewing is a learned skill, and there are no second chances to make a great first impression. So study these 10 strategies to enhance your interview skills.
Practice Good Nonverbal Communication
It's about demonstrating confidence: standing straight, making eye contact and connecting with a good, firm handshake. That first nonverbal impression can be a great beginning -- or quick ending -- to your interview.
Dress for the Job or Company
Today's casual dress codes do not give you permission to dress as "they" do when you interview. It is important to know what to wear to an interview and to be well-groomed. Whether you wear a suit or something less formal depends on the company culture and the position you are seeking. If possible, call to find out about the company dress code before the interview.
Listen
From the very beginning of the interview, your interviewer is giving you information, either directly or indirectly. If you are not hearing it, you are missing a major opportunity. Good communication skills include listening and letting the person know you heard what was said. Observe your interviewer, and match that style and pace.
Don't Talk Too Much
Telling the interviewer more than he needs to know could be a fatal mistake. When you have not prepared ahead of time, you may ramble when answering interview questions, sometimes talking yourself right out of the job. Prepare for the interview by reading through the job posting, matching your skills with the position's requirements and relating only that information.
Don't Be Too Familiar
The interview is a professional meeting to talk business. This is not about making a new friend. Your level of familiarity should mimic the interviewer's demeanor. It is important to bring energy and enthusiasm to the interview and to ask questions, but do not overstep your place as a candidate looking for a job.
Use Appropriate Language
It's a given that you should use professional language during the interview. Be aware of any inappropriate slang words or references to age, race, religion, politics or sexual orientation -- these topics could send you out the door very quickly.
Don't Be Cocky
Attitude plays a key role in your interview success. There is a fine balance between confidence, professionalism and modesty. Even if you're putting on a performance to demonstrate your ability, overconfidence is as bad, if not worse, as being too reserved.
Take Care to Answer the Questions
When interviewers ask for an example of a time when you did something, they are asking behavioral interview questions, which are designed to elicit a sample of your past behavior. If you fail to relate a specific example, you not only don't answer the question, but you also miss an opportunity to prove your ability and talk about your skills.
Ask Questions
When asked if they have any questions, most candidates answer, "No." Wrong answer. Part of knowing how to interview is being ready to ask questions that demonstrate an interest in what goes on in the company. Asking questions also gives you the opportunity to find out if this is the right place for you. The best questions come from listening to what you're asked during the interview and asking for additional information.
Don't Appear Desperate
When you interview with the "please, please hire me" approach, you appear desperate and less confident. Maintain the three Cs during the interview: cool, calm and confident. You know you can do the job; make sure the interviewer believes you can, too.
http://career-services.monster.com/yahooarticle/boost-your-interview-iq/article.aspx#WT.mc_n=yta_fpt_article_10_tips_improve_interview_skills
Calvin
Practice Good Nonverbal Communication
It's about demonstrating confidence: standing straight, making eye contact and connecting with a good, firm handshake. That first nonverbal impression can be a great beginning -- or quick ending -- to your interview.
Dress for the Job or Company
Today's casual dress codes do not give you permission to dress as "they" do when you interview. It is important to know what to wear to an interview and to be well-groomed. Whether you wear a suit or something less formal depends on the company culture and the position you are seeking. If possible, call to find out about the company dress code before the interview.
Listen
From the very beginning of the interview, your interviewer is giving you information, either directly or indirectly. If you are not hearing it, you are missing a major opportunity. Good communication skills include listening and letting the person know you heard what was said. Observe your interviewer, and match that style and pace.
Don't Talk Too Much
Telling the interviewer more than he needs to know could be a fatal mistake. When you have not prepared ahead of time, you may ramble when answering interview questions, sometimes talking yourself right out of the job. Prepare for the interview by reading through the job posting, matching your skills with the position's requirements and relating only that information.
Don't Be Too Familiar
The interview is a professional meeting to talk business. This is not about making a new friend. Your level of familiarity should mimic the interviewer's demeanor. It is important to bring energy and enthusiasm to the interview and to ask questions, but do not overstep your place as a candidate looking for a job.
Use Appropriate Language
It's a given that you should use professional language during the interview. Be aware of any inappropriate slang words or references to age, race, religion, politics or sexual orientation -- these topics could send you out the door very quickly.
Don't Be Cocky
Attitude plays a key role in your interview success. There is a fine balance between confidence, professionalism and modesty. Even if you're putting on a performance to demonstrate your ability, overconfidence is as bad, if not worse, as being too reserved.
Take Care to Answer the Questions
When interviewers ask for an example of a time when you did something, they are asking behavioral interview questions, which are designed to elicit a sample of your past behavior. If you fail to relate a specific example, you not only don't answer the question, but you also miss an opportunity to prove your ability and talk about your skills.
Ask Questions
When asked if they have any questions, most candidates answer, "No." Wrong answer. Part of knowing how to interview is being ready to ask questions that demonstrate an interest in what goes on in the company. Asking questions also gives you the opportunity to find out if this is the right place for you. The best questions come from listening to what you're asked during the interview and asking for additional information.
Don't Appear Desperate
When you interview with the "please, please hire me" approach, you appear desperate and less confident. Maintain the three Cs during the interview: cool, calm and confident. You know you can do the job; make sure the interviewer believes you can, too.
http://career-services.monster.com/yahooarticle/boost-your-interview-iq/article.aspx#WT.mc_n=yta_fpt_article_10_tips_improve_interview_skills
Calvin
Thursday, January 26, 2012
Four Things that can send your resume into the trash (Monster.com article)
By Charles Purdy, Monster Senior Editor
You may be the perfect fit for a job -- but a hiring manager is never going to find that out if he trashes your resume after a mere glance. Even in this age of online professional networking, a great resume is still the foundation of a successful job search.
It's common knowledge that spelling errors and grammatical bloopers are trash triggers (and these simple mistakes top many recruiters’ lists of resume pet peeves). But is there anything else that job seekers are unwittingly doing wrong? We asked some recruiting managers and career experts about the resume errors that cause them to crumple and toss a resume at first look -- and some of their answers may surprise you.
1. Your Resume Is Badly Formatted
Looks matter. Career expert Abby Kohut lists misaligned indentations and double spaces as a couple of the things that make a resume start to look like it belongs in the garbage. The fix? Use tabs for indents, and search your document for stray double spaces.
Also beware of being too creative. "I don't like it when I receive resumes with funky fonts," says Mona Abdel-Halim, co-founder of the Web-based resume tool Resunate, who echoed other experts we spoke to. "It is not professional and it makes the resume harder to read." When choosing resume fonts, opt ones that are widely used and readable, such as Calibri or Arial, and use no more than two fonts with their associated bold and italic styles.
2. Your Resume Is Immature
Other hiring managers we talked to said they had immediately trashed resumes with pictures on them -- for example, of cartoon character Bart Simpson (in the case of one applicant for a technical writing job) or of a kitten (an applicant for a customer service job). Cute resume additions like these are for kids -- not professionals.
3. Your Resume Is Too Templated
Longtime recruiter Mike Monroe says that unaltered, familiar resume templates from word-processing programs annoy him. "This won't automatically put you in the trash, but it tells me that you have put less thought into your resume than your competition," he says.
Jessica Campbell, an HR manager for talent agency Voices.com, says one of her pet peeves is "when a candidate has used a template resume," but hasn't updated it before sending it. (And if you use Word's Track Changes feature to edit your resume, make sure to accept all changes in the final version before submitting it.)
To prevent your resume from ending up in the trash for this reason, customize your resume for each job you apply for using the language of the job ad and highlighting your most relevant experience.
"When the resume is not tailored to the position, it shows you don't really understand what the employer is looking for and are just hoping your resume fits some of the criteria,” says career expert Heather Huhman, author of Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle. “To avoid this mistake, show the employer how you fit those [criteria] through your previous experience, skills and expertise."
4. Your Resume Is Sneaky
Kohut says she immediately distrusts people whose resumes have no dates on them. “Gaps are not a problem,” she says. “The problem is when you try to be deceptive."
David S. Williams, founder and CEO of salary consultancy SpringRaise, agrees, saying that if you are or have been unemployed, don’t try to hide it. “You may be doing yourself a disservice because you may be a strong candidate for a position, but you tried to hide your current status," he says.
A better tactic is to be straightforward on your resume, and then use your cover letter to tell the story of your career's progress -- including information about how you maximized your time away from the 9-to-5 routine. And do remember to write a cover letter -- not doing so is another guaranteed way to get your resume thrown into the trash, according to the experts.
http://career-services.monster.com/yahooarticle/resume-mistakes-pet-peeves#WT.mc_n=yta_fpt_article_resume_mistakes_trash
You may be the perfect fit for a job -- but a hiring manager is never going to find that out if he trashes your resume after a mere glance. Even in this age of online professional networking, a great resume is still the foundation of a successful job search.
It's common knowledge that spelling errors and grammatical bloopers are trash triggers (and these simple mistakes top many recruiters’ lists of resume pet peeves). But is there anything else that job seekers are unwittingly doing wrong? We asked some recruiting managers and career experts about the resume errors that cause them to crumple and toss a resume at first look -- and some of their answers may surprise you.
1. Your Resume Is Badly Formatted
Looks matter. Career expert Abby Kohut lists misaligned indentations and double spaces as a couple of the things that make a resume start to look like it belongs in the garbage. The fix? Use tabs for indents, and search your document for stray double spaces.
Also beware of being too creative. "I don't like it when I receive resumes with funky fonts," says Mona Abdel-Halim, co-founder of the Web-based resume tool Resunate, who echoed other experts we spoke to. "It is not professional and it makes the resume harder to read." When choosing resume fonts, opt ones that are widely used and readable, such as Calibri or Arial, and use no more than two fonts with their associated bold and italic styles.
2. Your Resume Is Immature
Other hiring managers we talked to said they had immediately trashed resumes with pictures on them -- for example, of cartoon character Bart Simpson (in the case of one applicant for a technical writing job) or of a kitten (an applicant for a customer service job). Cute resume additions like these are for kids -- not professionals.
3. Your Resume Is Too Templated
Longtime recruiter Mike Monroe says that unaltered, familiar resume templates from word-processing programs annoy him. "This won't automatically put you in the trash, but it tells me that you have put less thought into your resume than your competition," he says.
Jessica Campbell, an HR manager for talent agency Voices.com, says one of her pet peeves is "when a candidate has used a template resume," but hasn't updated it before sending it. (And if you use Word's Track Changes feature to edit your resume, make sure to accept all changes in the final version before submitting it.)
To prevent your resume from ending up in the trash for this reason, customize your resume for each job you apply for using the language of the job ad and highlighting your most relevant experience.
"When the resume is not tailored to the position, it shows you don't really understand what the employer is looking for and are just hoping your resume fits some of the criteria,” says career expert Heather Huhman, author of Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle. “To avoid this mistake, show the employer how you fit those [criteria] through your previous experience, skills and expertise."
4. Your Resume Is Sneaky
Kohut says she immediately distrusts people whose resumes have no dates on them. “Gaps are not a problem,” she says. “The problem is when you try to be deceptive."
David S. Williams, founder and CEO of salary consultancy SpringRaise, agrees, saying that if you are or have been unemployed, don’t try to hide it. “You may be doing yourself a disservice because you may be a strong candidate for a position, but you tried to hide your current status," he says.
A better tactic is to be straightforward on your resume, and then use your cover letter to tell the story of your career's progress -- including information about how you maximized your time away from the 9-to-5 routine. And do remember to write a cover letter -- not doing so is another guaranteed way to get your resume thrown into the trash, according to the experts.
http://career-services.monster.com/yahooarticle/resume-mistakes-pet-peeves#WT.mc_n=yta_fpt_article_resume_mistakes_trash
Friday, January 20, 2012
5 Things I Look for in a Great Job Interview (www.inc.com article)
Here is what separates a good candidate from a great one.
By Matthew Swyers
@TrademarkCo
Jan 16, 2012
In my career I have reviewed thousands of resumes and conducted hundreds of employment interviews for both The Trademark Company and other businesses for which I have worked. In doing so, I got to see the good, the bad, and the downright ugly in terms of resumes, interviewing skills, and the like. For other CEOs looking to hire, here's what I think makes a great candidate stand out from the good ones
Read the entire article here: http://www.inc.com/matthew-swyers/5-things-i-look-for-in-a-jgreat-job-interview.html
Calvin
By Matthew Swyers
@TrademarkCo
Jan 16, 2012
In my career I have reviewed thousands of resumes and conducted hundreds of employment interviews for both The Trademark Company and other businesses for which I have worked. In doing so, I got to see the good, the bad, and the downright ugly in terms of resumes, interviewing skills, and the like. For other CEOs looking to hire, here's what I think makes a great candidate stand out from the good ones
Read the entire article here: http://www.inc.com/matthew-swyers/5-things-i-look-for-in-a-jgreat-job-interview.html
Calvin
Monday, December 12, 2011
10 Predictions for 2012: The Top Trends in Talent Management and Recruiting
By definition, being strategic requires that you look forward — identifying trends, opportunities, and threats. With the December lull looming, now is a great time to plan for the future. I’ve listed the “top 10 talent management trends” I foresee that require your attention.
But you should certainly do your own thinking. I recommend that you start by examining this past year…
2011 Was The Year of Social Media
2011 was a tough year for many in talent management, but despite compressed budgets, organizations continued to hire and develop talent. One factor that seemed to invade nearly every high-level functional discussion was social media. It’s clear that Facebook, LinkedIn, and Twitter will play a dominate role in recruiting and development best practices in years to come.
Not surprisingly, 2011 saw no fewer than 40 new vendors emerge to help organizations use social media to attract referrals. We also started to see early stage tools to use social media in talent assessment (pre/post hire) as well as applicant/candidate/employee experience management. New tools brought much enhanced visibility into talent issues, but most talent-management metrics continue not to resonate with key leaders outside of the HR function.
2012 Will Be “The Year of the Mobile Platform”
By the end of next year, even the skeptics will have to admit that the mobile platform will have become the dominant communications and interaction platform by early-adopting best-practice organizations. The capabilities afforded users of smartphones and tablet devices grows immensely day by day. Long before unified inboxes existed for the desktop, smart device users could see all incoming e-mail, social messaging, text messaging, and voice and video messaging in a single place.
Tablets will become the virtual classroom, and an emerging class of tools will let employees manage almost every aspect of their professional life digitally. During the next year, talent management leaders need to invest heavily supporting execution of talent management initiatives across mobile.
Read the entire article here: http://www.linkedin.com/news?viewArticle=&articleID=959560633&gid=1531417&type=member&item=83761875&articleURL=http%3A%2F%2Fwww%2Eere%2Enet%2F2011%2F12%2F05%2F10-predictions-for-2012-the-top-trends-in-talent-management-and-recruiting%2F&urlhash=XYi8&goback=%2Egmp_1531417%2Egde_1531417_member_83761875
But you should certainly do your own thinking. I recommend that you start by examining this past year…
2011 Was The Year of Social Media
2011 was a tough year for many in talent management, but despite compressed budgets, organizations continued to hire and develop talent. One factor that seemed to invade nearly every high-level functional discussion was social media. It’s clear that Facebook, LinkedIn, and Twitter will play a dominate role in recruiting and development best practices in years to come.
Not surprisingly, 2011 saw no fewer than 40 new vendors emerge to help organizations use social media to attract referrals. We also started to see early stage tools to use social media in talent assessment (pre/post hire) as well as applicant/candidate/employee experience management. New tools brought much enhanced visibility into talent issues, but most talent-management metrics continue not to resonate with key leaders outside of the HR function.
2012 Will Be “The Year of the Mobile Platform”
By the end of next year, even the skeptics will have to admit that the mobile platform will have become the dominant communications and interaction platform by early-adopting best-practice organizations. The capabilities afforded users of smartphones and tablet devices grows immensely day by day. Long before unified inboxes existed for the desktop, smart device users could see all incoming e-mail, social messaging, text messaging, and voice and video messaging in a single place.
Tablets will become the virtual classroom, and an emerging class of tools will let employees manage almost every aspect of their professional life digitally. During the next year, talent management leaders need to invest heavily supporting execution of talent management initiatives across mobile.
Read the entire article here: http://www.linkedin.com/news?viewArticle=&articleID=959560633&gid=1531417&type=member&item=83761875&articleURL=http%3A%2F%2Fwww%2Eere%2Enet%2F2011%2F12%2F05%2F10-predictions-for-2012-the-top-trends-in-talent-management-and-recruiting%2F&urlhash=XYi8&goback=%2Egmp_1531417%2Egde_1531417_member_83761875
Friday, December 9, 2011
10 Things that Scream, "Don't Hire Me!" (Career Builder Article)
You just don't get it. You've applied to numerous jobs, been to countless interviews and made several new contacts in your network -- yet here you are -- still sitting on the unemployment list. What gives?
Well ... have you ever stopped to consider that what gives might in fact be ... you?
It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to hiring managers that immediately scream, "Don't hire me!" But, it might not be entirely your fault.
"Most companies don't give direct feedback about areas people are weak in while they are employed. They are enabling poor performance and lack of accountability," says Tom Gimbel, president and CEO of The LaSalle Network, an executive recruiting firm in Chicago. "The same mentality exists when people interview. They feel they did 'great' on the interview and never look at themselves for if they feel that the interviewer was looking for something different."
Not sure if you're unknowingly blowing your chances at scoring your dream job? Here are 10 red flags to be wary of during your next job hunt:
Red flag No. 1: You don't have any contact information on your résumé
When you're crafting your résumé, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. But what good is an impressive résumé if hiring managers have no way to get in touch with its owner? If they can't find you, they can't hire you. Always provide a home address, phone number or e-mail address so employers can get in touch with you easily.
Red flag No. 2: You have long gaps between jobs on your résumé
Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Gimbel says. Anytime you have more than a three-month gap of idleness on your résumé, legitimate or otherwise, be prepared to explain yourself.
Red flag No. 3: You aren't prepared for the interview
There are many ways to be unprepared for an interview: You haven't researched the company, you don't have any questions prepared, you didn't bring a copy of your résumé, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.
Red flag No. 4: You didn't provide any references
By omitting references in your application, employers could infer that you don't know anyone who has any positive things to say about you -- when in fact, you just forgot to provide them with people who can vouch for you. No references also shows employers that you aren't prepared for people to call them, Gimbel says. Always make sure the hiring manager has at least one person to contact who can speak on your behalf.
Red flag No. 5: You only have negative things to say about previous employment
We know how tempting it is to want to tell anyone who will listen how much of a (insert expletive word here) your old boss was -- but a hiring manager for a coveted job is not that person.
There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement." Couldn't get along with your co-workers? "I really need to work in an environment where I feel like I'm part of a team and my last position didn't allow for that kind of atmosphere."
Red flag No. 6: You've held seven different jobs -- in the past six months
Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty, Gimbel says. Pick and choose the jobs you include on your résumé or prepare to explain yourself.
Red flag No. 7: You give inconsistent answers in your interview
One tactic hiring managers use during the hiring process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.
Red flag No. 8: You lack flexibility
Most people know what they want in a job as far as benefits, compensation, time-off, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the hiring process and be willing to bend a bit if necessary.
Red flag No. 9: Your application was, in a word -- lazy
Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same résumé and the same cover letter (or none at all) is pure laziness. And as Gimbel points out, if you won't spend extra time on yourself and your application materials, you sure as heck won't do it for a client.
Red flag No. 10: You lack objective or ambition
If you have no long-term goals, then you really have no short-term goals either, Gimbel says. "Long-term goals may change, however you need to have some concept of where you want to go." Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.
Calvin
Well ... have you ever stopped to consider that what gives might in fact be ... you?
It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to hiring managers that immediately scream, "Don't hire me!" But, it might not be entirely your fault.
"Most companies don't give direct feedback about areas people are weak in while they are employed. They are enabling poor performance and lack of accountability," says Tom Gimbel, president and CEO of The LaSalle Network, an executive recruiting firm in Chicago. "The same mentality exists when people interview. They feel they did 'great' on the interview and never look at themselves for if they feel that the interviewer was looking for something different."
Not sure if you're unknowingly blowing your chances at scoring your dream job? Here are 10 red flags to be wary of during your next job hunt:
Red flag No. 1: You don't have any contact information on your résumé
When you're crafting your résumé, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. But what good is an impressive résumé if hiring managers have no way to get in touch with its owner? If they can't find you, they can't hire you. Always provide a home address, phone number or e-mail address so employers can get in touch with you easily.
Red flag No. 2: You have long gaps between jobs on your résumé
Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Gimbel says. Anytime you have more than a three-month gap of idleness on your résumé, legitimate or otherwise, be prepared to explain yourself.
Red flag No. 3: You aren't prepared for the interview
There are many ways to be unprepared for an interview: You haven't researched the company, you don't have any questions prepared, you didn't bring a copy of your résumé, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.
Red flag No. 4: You didn't provide any references
By omitting references in your application, employers could infer that you don't know anyone who has any positive things to say about you -- when in fact, you just forgot to provide them with people who can vouch for you. No references also shows employers that you aren't prepared for people to call them, Gimbel says. Always make sure the hiring manager has at least one person to contact who can speak on your behalf.
Red flag No. 5: You only have negative things to say about previous employment
We know how tempting it is to want to tell anyone who will listen how much of a (insert expletive word here) your old boss was -- but a hiring manager for a coveted job is not that person.
There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement." Couldn't get along with your co-workers? "I really need to work in an environment where I feel like I'm part of a team and my last position didn't allow for that kind of atmosphere."
Red flag No. 6: You've held seven different jobs -- in the past six months
Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty, Gimbel says. Pick and choose the jobs you include on your résumé or prepare to explain yourself.
Red flag No. 7: You give inconsistent answers in your interview
One tactic hiring managers use during the hiring process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.
Red flag No. 8: You lack flexibility
Most people know what they want in a job as far as benefits, compensation, time-off, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the hiring process and be willing to bend a bit if necessary.
Red flag No. 9: Your application was, in a word -- lazy
Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same résumé and the same cover letter (or none at all) is pure laziness. And as Gimbel points out, if you won't spend extra time on yourself and your application materials, you sure as heck won't do it for a client.
Red flag No. 10: You lack objective or ambition
If you have no long-term goals, then you really have no short-term goals either, Gimbel says. "Long-term goals may change, however you need to have some concept of where you want to go." Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.
Calvin
Digital documents: Appearance matters
Sure, playing around with all the fonts and colors available on a computer is cool -- if you are a sixth-grade girl sending a message to a friend. But professionals who want their workplace correspondence and job applications to be taken seriously might want to think twice about Broadway pink before hitting send. Keep presentation from overshadowing content by watching for these digital dangers:
Font faux pas
Think all fonts are created equal? Think again.
Consider the media sensation caused by Dan Gilbert, owner of the Cleveland Cavaliers, when he posted a rant on NBA.com about his team losing star basketball player LeBron James to the Miami Heat. It wasn't the content that got bloggers and newspaper writers irate; it was Gilbert's choice to write in Comic Sans, which many consider to be a cutesy, childish typeface. (The font even has an organized group of haters called Ban Comic Sans.)
In addition to choosing hard-to-read or wild fonts, it usually comes off as unprofessional to use:
-- Excessively large or small font sizes.
-- A nontraditional color for text.
-- Bold background color or wallpaper.
And remember that since typed items do not give expression, a writer needs to be sensitive about possible interpretation. "Putting things in all caps is the same as yelling at someone by email," notes Cynthia Favre, director of career services at Gustavus Adolphus College in St. Peter, Minn. A message completely in boldface can be similarly misinterpreted.
An inappropriate email address
Show your professionalism from the moment your message hits the inbox by choosing a regular email address. Save jerseypartyguy@whatever.com for your social correspondence, and opt for something simple and identifying for the workplace.
Matthew Randall, executive director of the Center for Professional Excellence at York College of Pennsylvania, notes that this is especially important when job hunting. "Dump old email addresses that are funky, childish or risqué, which may cause recruiters to doubt your qualifications. If you find it difficult to secure a personal email address with your name, the next best option is to include the town/city/state in which you reside. For example: juliesmith.syracuse@gmail.com."
Randall also suggests refraining from using your current employer's email address during a job search. "This may give recruiters the perception that you're using company time, instead of personal time, to job hunt -- not the type of impression you want to make toward potential employers."
Social media spillover
Don't make your messages look like graffiti. Emoticons, abbreviations (such as "U R" instead of "you are") and side comments (such as OMG or LOL) may be the norm for text messages and tweets, but they are frowned upon in the workplace. Do your high school English teacher proud and demonstrate your capitalization skills instead of writing in all lowercase.
Signature clutter
Don't blow your professionalism at the end with a flashy email signature. With clarity as the key goal, also refrain from providing a countless list of contact options. Says Randall, "A long listing of all your phone numbers, social media accounts and snail-mail options only confuses a reader as to the best method to reach you. A best practice is to share the primary phone number and physical address where someone can contact you directly."
Randall also cautions leaving readers with parting thoughts that have nothing to do with the communication you sent. "While adding a favorite quote below your workplace signature may seem like a personal touch, oftentimes the intended receiver may be turned off by the message or even the source of the quote. Best to leave these features for your personal email communications. I remember one co-worker who would consistently update her workplace signature email to include a new quote. While I don't recall any of the passages, this constant updating always made me wonder how much company time was wasted finding new quotes."
Failure to proofread
Lastly, proofread important digital documents for appearance just as you would for spelling and grammar. Send a copy of your prized report to yourself first so that you, not your boss, can catch tables that are off a column or editing marks that should have been deleted.
For job seekers, Favre suggests doing a trial run of an electronic résumé on someone you know before sending it to employers. "Sometimes I get résumés with a person's name missing. They put their name in some type of header format that doesn't go through. [If not caught] the employer would get a résumé with no name."
Following these tips will show you know workplace digital etiquette, and you'll be on your way to gaining attention the right way -- with the content of your message.
Font faux pas
Think all fonts are created equal? Think again.
Consider the media sensation caused by Dan Gilbert, owner of the Cleveland Cavaliers, when he posted a rant on NBA.com about his team losing star basketball player LeBron James to the Miami Heat. It wasn't the content that got bloggers and newspaper writers irate; it was Gilbert's choice to write in Comic Sans, which many consider to be a cutesy, childish typeface. (The font even has an organized group of haters called Ban Comic Sans.)
In addition to choosing hard-to-read or wild fonts, it usually comes off as unprofessional to use:
-- Excessively large or small font sizes.
-- A nontraditional color for text.
-- Bold background color or wallpaper.
And remember that since typed items do not give expression, a writer needs to be sensitive about possible interpretation. "Putting things in all caps is the same as yelling at someone by email," notes Cynthia Favre, director of career services at Gustavus Adolphus College in St. Peter, Minn. A message completely in boldface can be similarly misinterpreted.
An inappropriate email address
Show your professionalism from the moment your message hits the inbox by choosing a regular email address. Save jerseypartyguy@whatever.com for your social correspondence, and opt for something simple and identifying for the workplace.
Matthew Randall, executive director of the Center for Professional Excellence at York College of Pennsylvania, notes that this is especially important when job hunting. "Dump old email addresses that are funky, childish or risqué, which may cause recruiters to doubt your qualifications. If you find it difficult to secure a personal email address with your name, the next best option is to include the town/city/state in which you reside. For example: juliesmith.syracuse@gmail.com."
Randall also suggests refraining from using your current employer's email address during a job search. "This may give recruiters the perception that you're using company time, instead of personal time, to job hunt -- not the type of impression you want to make toward potential employers."
Social media spillover
Don't make your messages look like graffiti. Emoticons, abbreviations (such as "U R" instead of "you are") and side comments (such as OMG or LOL) may be the norm for text messages and tweets, but they are frowned upon in the workplace. Do your high school English teacher proud and demonstrate your capitalization skills instead of writing in all lowercase.
Signature clutter
Don't blow your professionalism at the end with a flashy email signature. With clarity as the key goal, also refrain from providing a countless list of contact options. Says Randall, "A long listing of all your phone numbers, social media accounts and snail-mail options only confuses a reader as to the best method to reach you. A best practice is to share the primary phone number and physical address where someone can contact you directly."
Randall also cautions leaving readers with parting thoughts that have nothing to do with the communication you sent. "While adding a favorite quote below your workplace signature may seem like a personal touch, oftentimes the intended receiver may be turned off by the message or even the source of the quote. Best to leave these features for your personal email communications. I remember one co-worker who would consistently update her workplace signature email to include a new quote. While I don't recall any of the passages, this constant updating always made me wonder how much company time was wasted finding new quotes."
Failure to proofread
Lastly, proofread important digital documents for appearance just as you would for spelling and grammar. Send a copy of your prized report to yourself first so that you, not your boss, can catch tables that are off a column or editing marks that should have been deleted.
For job seekers, Favre suggests doing a trial run of an electronic résumé on someone you know before sending it to employers. "Sometimes I get résumés with a person's name missing. They put their name in some type of header format that doesn't go through. [If not caught] the employer would get a résumé with no name."
Following these tips will show you know workplace digital etiquette, and you'll be on your way to gaining attention the right way -- with the content of your message.
Tips for looking good on paper and in person
When Lynn Hazan, president of recruitment firm Lynn Hazan & Associates, found a candidate who had excellent experience on paper, she wanted to learn more about him. As it turned out, he was difficult to work with in person: He missed a scheduled talk with her, sounded annoyed with the staff on the phone and was unresponsive with follow-up materials. Ultimately he was not a good fit for the client.
This situation isn't uncommon. With all of the advice available about résumé and cover letter do's and don'ts, almost anyone can look like the perfect candidate. But just because a job candidate looks good on paper doesn't mean he will be a good fit for the company.
"While education, past work experience, qualifications and skill set will always be a major influence in hiring, there are many other factors that are used to determine if the candidate will be a good fit for the organization," says Samantha Lambert of Blue Fountain Media, a media design company in New York.
"I can immediately tell if a candidate spent time researching us and personalizing his job application as well as if he pumped out his résumé to any job that looked somewhat appealing. You can tell a lot from email correspondence with a candidate, but nothing is as substantial as meeting him in person to gauge his compatibility with the company culture."
Eszter Szikora, marketing communications manager at an information technology recruiting firm in Sunnyvale, Calif., remembers when his company was seeking to hire a senior recruiter.
"The candidate had excellent references and a pitch-perfect résumé with plenty of experience -- all the qualifications we required. On paper, she was the dream candidate to fill this job. However, when our team started to interview her in person, we quickly realized that she did not fit into our energetic, fun, multicultural environment," Szikora says.
"We ended up hiring someone who was not the picture-perfect candidate on paper. She did not have that much industry experience but she had the drive and the personality to succeed. Sometimes it is better to hire someone who really wants the job and has the right attitude than someone who has all the skills you need but simply does not fit the environment."
Ideally, the perfect candidate looks good on paper and in person. To achieve that goal, here are some tips from Lambert and Lynne Sarikas, executive director of the MBA Career Center at Northeastern University in Boston.
Read the full article here: http://msn.careerbuilder.com/Article/MSN-2827-Interviewing-Tips-for-looking-good-on-paper-and-in-person/?sc_extcmp=JS_2827_advice&SiteId=cbmsn42827&catid=iv
Calvin
This situation isn't uncommon. With all of the advice available about résumé and cover letter do's and don'ts, almost anyone can look like the perfect candidate. But just because a job candidate looks good on paper doesn't mean he will be a good fit for the company.
"While education, past work experience, qualifications and skill set will always be a major influence in hiring, there are many other factors that are used to determine if the candidate will be a good fit for the organization," says Samantha Lambert of Blue Fountain Media, a media design company in New York.
"I can immediately tell if a candidate spent time researching us and personalizing his job application as well as if he pumped out his résumé to any job that looked somewhat appealing. You can tell a lot from email correspondence with a candidate, but nothing is as substantial as meeting him in person to gauge his compatibility with the company culture."
Eszter Szikora, marketing communications manager at an information technology recruiting firm in Sunnyvale, Calif., remembers when his company was seeking to hire a senior recruiter.
"The candidate had excellent references and a pitch-perfect résumé with plenty of experience -- all the qualifications we required. On paper, she was the dream candidate to fill this job. However, when our team started to interview her in person, we quickly realized that she did not fit into our energetic, fun, multicultural environment," Szikora says.
"We ended up hiring someone who was not the picture-perfect candidate on paper. She did not have that much industry experience but she had the drive and the personality to succeed. Sometimes it is better to hire someone who really wants the job and has the right attitude than someone who has all the skills you need but simply does not fit the environment."
Ideally, the perfect candidate looks good on paper and in person. To achieve that goal, here are some tips from Lambert and Lynne Sarikas, executive director of the MBA Career Center at Northeastern University in Boston.
Read the full article here: http://msn.careerbuilder.com/Article/MSN-2827-Interviewing-Tips-for-looking-good-on-paper-and-in-person/?sc_extcmp=JS_2827_advice&SiteId=cbmsn42827&catid=iv
Calvin
Friday, December 2, 2011
How Introverts Can Be Better Networkers (Entrepreneur.com article)
Follow these tips to help break the ice in social situations and get on your way to forging lasting business relationships.
A common assumption that isn't necessarily true is that an extroverted "people person" is the best type of networker. While an extroverted person might be better at meeting new people, someone who's more introverted can be better at the second part of business networking -- communicating his or her ideas and forming meaningful relationships.
In my experience, introverted people tend to be better listeners and ask more questions, which are essential factors for getting to know a person and his or her business. But far too often, introverts eliminate themselves from the benefits that come from networking and relationship-building because they aren't comfortable initializing conversations.
Consider me, for example. One evening during a dinner conversation with my wife I mentioned something about my being an extrovert. She looked at me and said, "Um, honey, I hate to break it to you but, you're an introvert."
An introvert? A networker like me? I laughed, but she insisted I was, and she outlined all the ways I have introverted tendencies. So, I went online and took a personality test. It determined I am a "situational extrovert," that I am a loner who is reserved around strangers but outgoing in the right context.
It struck me then that I started the BNI networking organization almost three decades ago because I was naturally uncomfortable meeting new people. I found that the smaller, more intimate approaches to building a network enabled me to meet people in an organized, structured networking environment that did not require that I actually "talk to strangers."
While there are numerous techniques that can help make networking easier for introverts, here are three that can get you meeting new people now and building valuable relationships for the long haul:
1. Be an 'ambassador.'
If you feel uncomfortable approaching strangers at, say, a chamber business mixer, you can volunteer to be an ambassador for that group. In this role, you are in effect a host for the chamber, which makes it easier and more natural for you to greet people and say, "Welcome to our event. My name is [your name]. I'm an ambassador for the chamber and . . ." Before you know it, the ice is broken and you're engaged in conversation.
2. Get involved.
Opportunities to learn the art of networking abound, and often in places you may not have considered. Do you do volunteer work for a cause you feel passionate about? You can help organize committees, recruit other volunteers (on the phone or in person) or help solicit donations for your group's worthy cause. You start off talking about the project and the next thing you know you're chatting about any number of topics.
These can be effective opportunities for meeting new people -- many of whom could be future clients.
3. Be an influencer.
Another way to break the ice is by speaking formally to a group about a specific topic. People have become great networkers by joining a parent-teacher association, where there are opportunities to speak on behalf of the children, or by speaking at a political event for a local or national aspiring candidate. Once you have presented the platform of a political candidate to a group of voters that you can sway with the power of your words, you can present yourself, one-on-one, in an equally engaging manner.
Bottom line: Networking is a skill that can be learned no matter your level of gregariousness. If you remain ill-at-ease in environments where you have to mix and mingle or meet new people one-on-one, you can take steps to interact with people in other ways to help break the ice. You'll find that when you learn ways to handle these situations, you'll become more relaxed and confident in a networking setting.
Calvin
A common assumption that isn't necessarily true is that an extroverted "people person" is the best type of networker. While an extroverted person might be better at meeting new people, someone who's more introverted can be better at the second part of business networking -- communicating his or her ideas and forming meaningful relationships.
In my experience, introverted people tend to be better listeners and ask more questions, which are essential factors for getting to know a person and his or her business. But far too often, introverts eliminate themselves from the benefits that come from networking and relationship-building because they aren't comfortable initializing conversations.
Consider me, for example. One evening during a dinner conversation with my wife I mentioned something about my being an extrovert. She looked at me and said, "Um, honey, I hate to break it to you but, you're an introvert."
An introvert? A networker like me? I laughed, but she insisted I was, and she outlined all the ways I have introverted tendencies. So, I went online and took a personality test. It determined I am a "situational extrovert," that I am a loner who is reserved around strangers but outgoing in the right context.
It struck me then that I started the BNI networking organization almost three decades ago because I was naturally uncomfortable meeting new people. I found that the smaller, more intimate approaches to building a network enabled me to meet people in an organized, structured networking environment that did not require that I actually "talk to strangers."
While there are numerous techniques that can help make networking easier for introverts, here are three that can get you meeting new people now and building valuable relationships for the long haul:
1. Be an 'ambassador.'
If you feel uncomfortable approaching strangers at, say, a chamber business mixer, you can volunteer to be an ambassador for that group. In this role, you are in effect a host for the chamber, which makes it easier and more natural for you to greet people and say, "Welcome to our event. My name is [your name]. I'm an ambassador for the chamber and . . ." Before you know it, the ice is broken and you're engaged in conversation.
2. Get involved.
Opportunities to learn the art of networking abound, and often in places you may not have considered. Do you do volunteer work for a cause you feel passionate about? You can help organize committees, recruit other volunteers (on the phone or in person) or help solicit donations for your group's worthy cause. You start off talking about the project and the next thing you know you're chatting about any number of topics.
These can be effective opportunities for meeting new people -- many of whom could be future clients.
3. Be an influencer.
Another way to break the ice is by speaking formally to a group about a specific topic. People have become great networkers by joining a parent-teacher association, where there are opportunities to speak on behalf of the children, or by speaking at a political event for a local or national aspiring candidate. Once you have presented the platform of a political candidate to a group of voters that you can sway with the power of your words, you can present yourself, one-on-one, in an equally engaging manner.
Bottom line: Networking is a skill that can be learned no matter your level of gregariousness. If you remain ill-at-ease in environments where you have to mix and mingle or meet new people one-on-one, you can take steps to interact with people in other ways to help break the ice. You'll find that when you learn ways to handle these situations, you'll become more relaxed and confident in a networking setting.
Calvin
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