In an interview, the interviewer may try to determine whether the job candidate is a fit for the team that's currently in place. According to Dr. John Sullivan on ERE.net, there is "little evidence that untrained managers can accurately assess "fit" in 60 minutes."
Depending on how the interview is going, you might consider asking the manager to describe the current team. What makes them work well together? What characteristics do team members have in common? What would the manager do to get the team through a tough project?
The answers may provide information about how the manager interacts with the team. You might learn a lot about the manager who talks about the team but uses the word "I" instead of "we" or even "they" when referring to the team.
This question also may provide for you an opportunity to address characteristics you possess that may make you a good "fit" for the team. But don't press it too hard. Listen and learn and if the opportunity presents itself, show yourself to advantage through the course of the conversation.
Wednesday, February 8, 2012
Monday, February 6, 2012
Should you participate in an exit interview?
I believe the exit interview is not in the best interests of the exiting employee, so my answer to this question is always no. Bear in mind that I'm not a lawyer and I don't pretend to give legal advice. Having said that, I also caution against signing anything.
Human Resources may invite you to participate or may issue something that sounds more like a command, but you do not have to participate in the exit interview. The most basic theory is that HR wants to you to reveal issues they may not know about. Further, the hope is that HR will do something about the problems inherent in (let's face it) any organization.
But an exiting employee has announced their disinterest in working further with an organization and no longer has a personal interest in seeing the company change. So HR may discount any "bad news" delivered during an exit interview as sour grapes on the part of the departing employee. If they want to improve the organization, they might be better served to ask employees who are still committed to the organization.
Also, everything you say or any survey answers you reveal during an exit interview will be noted and kept in a file. If there is any desire on the part of either party to litigate, everything you say can and will be used against you if it will strengthen their case. Again, I'm not a lawyer.
You may think that not attending an exit interview will reflect poorly on you and that may be the case. You can burn bridges by attending and by not attending. The decision is up to you. But as I see in interviews in my office, it is difficult to hide anger, resentment and bitterness, especially when those feelings are fresh.
If you do attend an exit interview, keep your comments short, sweet and simple. Above all, keep everything positive. Don't give in to the desire to tell them just how poorly they treat people, how bad management is, what awful policies they have in place or any other issue that is burning on the tip of your tongue.
The success of the organization doesn't actually rest in your hands.
Human Resources may invite you to participate or may issue something that sounds more like a command, but you do not have to participate in the exit interview. The most basic theory is that HR wants to you to reveal issues they may not know about. Further, the hope is that HR will do something about the problems inherent in (let's face it) any organization.
But an exiting employee has announced their disinterest in working further with an organization and no longer has a personal interest in seeing the company change. So HR may discount any "bad news" delivered during an exit interview as sour grapes on the part of the departing employee. If they want to improve the organization, they might be better served to ask employees who are still committed to the organization.
Also, everything you say or any survey answers you reveal during an exit interview will be noted and kept in a file. If there is any desire on the part of either party to litigate, everything you say can and will be used against you if it will strengthen their case. Again, I'm not a lawyer.
You may think that not attending an exit interview will reflect poorly on you and that may be the case. You can burn bridges by attending and by not attending. The decision is up to you. But as I see in interviews in my office, it is difficult to hide anger, resentment and bitterness, especially when those feelings are fresh.
If you do attend an exit interview, keep your comments short, sweet and simple. Above all, keep everything positive. Don't give in to the desire to tell them just how poorly they treat people, how bad management is, what awful policies they have in place or any other issue that is burning on the tip of your tongue.
The success of the organization doesn't actually rest in your hands.
Thursday, February 2, 2012
Do you, like, know what I mean?
We all have little sayings we fall in love with and sprinkle liberally throughout our conversations. We get into the, like, you know, groove of our train of thought and we, um, forget that the listener is keeping, oh...what's the word? Track. Right. They're keeping track.
I was talking to a candidate who said the same two phrases so many times that I could now kick myself for not counting them for the duration of our time together. In answering questions, he said, "If you know what I mean" and after making an explanation, he said, "If that makes sense."
Before you can break this habit, you need to know what it is you say too frequently. While I think most of us have an idea of what sort of habits we have in this area, just to be certain you're on the path, you should ask someone who will tell you honestly what you're saying that no longer needs to be said. Ask your best friend or your parents. Be careful not to put the wrong person on the spot. You may want to ask a couple people, but you need for them to be honest. You'll want to choose people who want to help you succeed.
There are tactics you can use to help you break the habit. You can go cold turkey, you can put a rubber band around your wrist and snap it every time you say the offending words, you can start charging yourself a quarter every time you catch yourself saying it or you can pay someone a quarter every time they catch you...whatever works for you.
During an interview, you have only a short period of time to make a good impression, so while these little phrases and words might be okay with friends and family, you want to put your best foot forward from the very beginning of each interview.
If you know what I mean.
I was talking to a candidate who said the same two phrases so many times that I could now kick myself for not counting them for the duration of our time together. In answering questions, he said, "If you know what I mean" and after making an explanation, he said, "If that makes sense."
Before you can break this habit, you need to know what it is you say too frequently. While I think most of us have an idea of what sort of habits we have in this area, just to be certain you're on the path, you should ask someone who will tell you honestly what you're saying that no longer needs to be said. Ask your best friend or your parents. Be careful not to put the wrong person on the spot. You may want to ask a couple people, but you need for them to be honest. You'll want to choose people who want to help you succeed.
There are tactics you can use to help you break the habit. You can go cold turkey, you can put a rubber band around your wrist and snap it every time you say the offending words, you can start charging yourself a quarter every time you catch yourself saying it or you can pay someone a quarter every time they catch you...whatever works for you.
During an interview, you have only a short period of time to make a good impression, so while these little phrases and words might be okay with friends and family, you want to put your best foot forward from the very beginning of each interview.
If you know what I mean.
Tuesday, January 31, 2012
He that can have patience can have what he will. ~ Benjamin Franklin
One of my candidates recently took a new job. When I first met him, he said he wanted more in a job. He wanted to learn more, be challenged more. He had been in his current job for years and felt that, although he liked his employer and his work, that he wasn't growing or moving forward.
I introduced him via email to a manager, who interviewed him. That manager introduced him to a client. The client met with him and then, over the course of several months, scheduled a series of interviews. Everyone seemed to like each other and through many interviews, he moved with glacial speed through the organization's hierarchy, meeting people and telling his story to someone new each time.
At each step of the way, I talked to him about the most recent interview and his impressions of his progress. He was confident about his skills and patient about the process. These characteristics speak well for the candidate during the interview process, coming across as respect for the organization's need to move slowly, process information and possibly the need to include a large number of people in the interview process.
Finally, a last meeting was scheduled and the offer was presented in person. The candidate countered for more money and the manager couldn't respond immediately. Waiting a little longer, the response was positive! He was given the salary he wanted, but maybe more importantly, he gets a return on his investment from knowing the organization better than many candidates who are hired after only one or two interviews.
I'm not suggesting that everyone should go through such a lengthy process, nor am I saying this is the only way to get to know a candidate or a company. Unfortunately, I've had candidates go through several interviews only to be turned down.
The takeaway is this: Taking your time, remaining confident and patient and showing respect for the organization's needs are great characteristics to develop regardless of how long it takes to get the job.
I introduced him via email to a manager, who interviewed him. That manager introduced him to a client. The client met with him and then, over the course of several months, scheduled a series of interviews. Everyone seemed to like each other and through many interviews, he moved with glacial speed through the organization's hierarchy, meeting people and telling his story to someone new each time.
At each step of the way, I talked to him about the most recent interview and his impressions of his progress. He was confident about his skills and patient about the process. These characteristics speak well for the candidate during the interview process, coming across as respect for the organization's need to move slowly, process information and possibly the need to include a large number of people in the interview process.
Finally, a last meeting was scheduled and the offer was presented in person. The candidate countered for more money and the manager couldn't respond immediately. Waiting a little longer, the response was positive! He was given the salary he wanted, but maybe more importantly, he gets a return on his investment from knowing the organization better than many candidates who are hired after only one or two interviews.
I'm not suggesting that everyone should go through such a lengthy process, nor am I saying this is the only way to get to know a candidate or a company. Unfortunately, I've had candidates go through several interviews only to be turned down.
The takeaway is this: Taking your time, remaining confident and patient and showing respect for the organization's needs are great characteristics to develop regardless of how long it takes to get the job.
Friday, January 27, 2012
Cold! If the thermometer had been an inch longer we'd all have frozen to death ~Mark Twain
An interview tip I recommend is to be prepared to open the conversation with something neutral and easy going...like the weather. I had a candidate in my office and by way of chit chat, he was asked how long he had been in Iowa.
"Five months," was the reply. The person asking the question, a native, asked how the candidate liked it so far. "I hate it," was the reply. He went on to say that the winter was awful. He was serious and I was taken aback by the bitterness in his voice. He genuinely dislikes Iowa and now he wants me to find him a job? In Iowa?
We who live in Iowa know that the winter we've had this year so far has been a cake walk, but when he said he hated it, we laughed politely and said that anyone's first winter here could be enough to drive them away.
My first winter here almost did. The July day I arrived in town, it was 100 degrees and we couldn't unload the moving van until almost midnight due to the heat. Then winter started in September and two months later, I experienced my first blizzard. I had lived in Chicago and Central Kansas, so I thought I knew about cold and snow. When clients would ask me why I moved to Iowa, I would joke, "For the weather."
In fact, one reason why companies in my neck of the woods will balk at relocating someone, particularly a contractor, is because they get here and don't stay. The winters are cold and the summers are hot. People say they understand, but often when reality hits them, they complain and then they leave. There are jobs in locations with hurricanes, tornadoes, earthquakes, squalls, humidity and what might seem like non-stop rain.
Even with all the curve balls Mother Nature throws at us, weather should be a simple, safe, straightforward, uncomplicated topic. But maybe it does not go without saying, so I'm saying it now: It should be a positive topic as well.
When the topic of weather comes up in an interview, say something positive about it or make an easygoing joke about it.
"Five months," was the reply. The person asking the question, a native, asked how the candidate liked it so far. "I hate it," was the reply. He went on to say that the winter was awful. He was serious and I was taken aback by the bitterness in his voice. He genuinely dislikes Iowa and now he wants me to find him a job? In Iowa?
We who live in Iowa know that the winter we've had this year so far has been a cake walk, but when he said he hated it, we laughed politely and said that anyone's first winter here could be enough to drive them away.
My first winter here almost did. The July day I arrived in town, it was 100 degrees and we couldn't unload the moving van until almost midnight due to the heat. Then winter started in September and two months later, I experienced my first blizzard. I had lived in Chicago and Central Kansas, so I thought I knew about cold and snow. When clients would ask me why I moved to Iowa, I would joke, "For the weather."
In fact, one reason why companies in my neck of the woods will balk at relocating someone, particularly a contractor, is because they get here and don't stay. The winters are cold and the summers are hot. People say they understand, but often when reality hits them, they complain and then they leave. There are jobs in locations with hurricanes, tornadoes, earthquakes, squalls, humidity and what might seem like non-stop rain.
Even with all the curve balls Mother Nature throws at us, weather should be a simple, safe, straightforward, uncomplicated topic. But maybe it does not go without saying, so I'm saying it now: It should be a positive topic as well.
When the topic of weather comes up in an interview, say something positive about it or make an easygoing joke about it.
Wednesday, January 25, 2012
How you just lost my interest in your job search
There are some things candidates do that make recruiters crazy. I recently spoke to a man about a position I believed he might be qualified for, but his resume listed no technologies.
He is a desktop technician, a support analyst, a help desk, configuration, deskside, tech support sort of guy: Let's call him Guy. The job description called out a few technologies such as Windows operating systems, Active Directory and working on PCs in a networked environment. Judging from the companies he has listed, I think he's a likely candidate.
Also, I believe that a bad resume doesn't mean someone isn't qualified, so I called him about the job. I kicked off the conversation with Guy, whom I have met in person once before, by explaining that I needed to verify some technology and oh, by the way, why isn't there any technology on your resume?
He wants to keep his resume to one page. One page! His resume goes back to 1998 and he has had five decent, technology-industry jobs, so that means he has to leave something out. He chooses to leave out technology.
Lesson 1: Don't get so caught up in the "rules" you've heard in the past that you get left behind.
I explained how resumes are read by databases and when a resume like his is searched for keywords that are basic to his experience, his resume will never show up as a search result. To his credit, he seemed concerned about that and I am hoping to get a more appropriate resume from him soon.
I still think he is qualified, so I dive into the job description to cover certain aspects of the job because it is possible he is missing one or two key elements. I'll recap the most baffling parts of the conversation:
Me: Do you have experience with Windows XP and Windows 7?
Guy: I have very little experience with 7. Only three or four of my clients used it.
Me: Do you have experience working on PCs in a networked environment?
Guy: Well, I can't patch networks or configure routers. They need a network administrator.
Me: This is not a network administrator job. They want a first level PC tech.
Guy: I did help convert XYZ Company from token ring to Ethernet.
Me: This job simply calls for someone with experience on PCs that are connected to a LAN.
Guy: I always assume they want someone with middleware experience.
Lesson 2: I can't make you want the job.
I'm not sure if Guy is simply confused or if he doesn't want the job, but at this point, I'm not questioning his skills, I'm questioning how he will do in an interview. Maybe I haven't completely lost interest, but for a level 1 help desk job candidate, I now see that he is going to take a great deal of time and effort on my part and he could still shoot himself in the foot in an interview.
There are many ways you could lose a recruiter and then wonder why they never get in touch with you again. Many recruiters will stop after a contact like the one I'm describing. Carefully consider if you've ever been in Guy's position before.
He is a desktop technician, a support analyst, a help desk, configuration, deskside, tech support sort of guy: Let's call him Guy. The job description called out a few technologies such as Windows operating systems, Active Directory and working on PCs in a networked environment. Judging from the companies he has listed, I think he's a likely candidate.
Also, I believe that a bad resume doesn't mean someone isn't qualified, so I called him about the job. I kicked off the conversation with Guy, whom I have met in person once before, by explaining that I needed to verify some technology and oh, by the way, why isn't there any technology on your resume?
He wants to keep his resume to one page. One page! His resume goes back to 1998 and he has had five decent, technology-industry jobs, so that means he has to leave something out. He chooses to leave out technology.
Lesson 1: Don't get so caught up in the "rules" you've heard in the past that you get left behind.
I explained how resumes are read by databases and when a resume like his is searched for keywords that are basic to his experience, his resume will never show up as a search result. To his credit, he seemed concerned about that and I am hoping to get a more appropriate resume from him soon.
I still think he is qualified, so I dive into the job description to cover certain aspects of the job because it is possible he is missing one or two key elements. I'll recap the most baffling parts of the conversation:
Me: Do you have experience with Windows XP and Windows 7?
Guy: I have very little experience with 7. Only three or four of my clients used it.
Me: Do you have experience working on PCs in a networked environment?
Guy: Well, I can't patch networks or configure routers. They need a network administrator.
Me: This is not a network administrator job. They want a first level PC tech.
Guy: I did help convert XYZ Company from token ring to Ethernet.
Me: This job simply calls for someone with experience on PCs that are connected to a LAN.
Guy: I always assume they want someone with middleware experience.
Lesson 2: I can't make you want the job.
I'm not sure if Guy is simply confused or if he doesn't want the job, but at this point, I'm not questioning his skills, I'm questioning how he will do in an interview. Maybe I haven't completely lost interest, but for a level 1 help desk job candidate, I now see that he is going to take a great deal of time and effort on my part and he could still shoot himself in the foot in an interview.
There are many ways you could lose a recruiter and then wonder why they never get in touch with you again. Many recruiters will stop after a contact like the one I'm describing. Carefully consider if you've ever been in Guy's position before.
Thursday, January 19, 2012
Brace yourself: Listen to those questions carefully
Today I want to ask you to listen to a question carefully before responding. Some questions are answered quickly because the answer is clear and well-known to us. Some questions need thoughtful responses. It's perfectly ok and even wise to give yourself the time to craft your response. Listening carefully to the questions means quieting your mind and tracking what the person is really asking.
I am in a position of having job candidates in my office while several people interview them. So one job candidate may get the same question 3-4 times by different people. I'm always interested in how the responses change as the interviewers change. One person comes off in an aggressive way and most people don't respond well. They answer quickly and give half-replies. Another one of my account managers takes his time asking the same question in a more relaxed manner and he gets more thoughtful and informative answers.
Different, better answers to the same question.
The job candidate is the common denominator. Right before my eyes, I see the person being affected by the person in front of them. Learn to control yourself so you aren't buffeted by the force of the interviewer's personality or their nerves or their style.
Your goal is to give the thoughtful and informative answers no matter what sort of person sits before you.
I am in a position of having job candidates in my office while several people interview them. So one job candidate may get the same question 3-4 times by different people. I'm always interested in how the responses change as the interviewers change. One person comes off in an aggressive way and most people don't respond well. They answer quickly and give half-replies. Another one of my account managers takes his time asking the same question in a more relaxed manner and he gets more thoughtful and informative answers.
Different, better answers to the same question.
The job candidate is the common denominator. Right before my eyes, I see the person being affected by the person in front of them. Learn to control yourself so you aren't buffeted by the force of the interviewer's personality or their nerves or their style.
Your goal is to give the thoughtful and informative answers no matter what sort of person sits before you.
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