Q. I have had a number of interviews for which I know I am qualified, yet I still haven’t been offered a job. Just what do companies mean when they ask for qualified people?
There are actually two different qualifications required, the hard skills; experience, education, past accomplishments, years of experience and so on. The soft skills are the second component of being qualified; communication, demeanor, cultural fit, appearance, likability and so on. The primary issue around your question is that candidates generally focus on the hard skills and companies focus on the soft skills. This means the priorities in the interview are different. There is probably no doubt that you have the hard skills or it is doubtful they would have even interviewed you. My sense is that you are not showing them the soft skills qualifications during the interview.
Since few candidates have a lot of coaching and practice for interviewing most just show up and start answering questions. Soft skills interviewing is an art and, like most things, takes practice and preparation. If I were coaching you, I would start with an in-depth interview to see how you interview. I would have you write out answers to the commonly asked questions. I would also video record you so you can see yourself the way the interviewer views you. You would then hear for yourself how and if you answer the question. Finally, you would see your mannerism and body language. I read somewhere that non-verbal communication is 70% of how we communicate. Have you reviewed your non-verbal communication?
I have video recorded many candidates and many agree after watching themselves for the first time, that they wouldn’t hire themselves.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
I welcome your thoughts and comments.
Brad Remillard
Q. Last year I came in second too many times. I seem to get interviews and get asked back for additional interviews, but always end up the bridesmaid. I would like to change that in the new year, what do you suggest?
The good news is that a lot of things are working in your job search. Your resume is getting you in the door, you are uncovering openings, and companies want to talk with you. Getting up to bat is key to getting a job. Things are falling apart at the interviewing stage. It might even be that you are not in second place after the first interview, but being asked back just to be compared to other candidates. So I recommend spending a lot of time honing your interviewing skills in the new year.
Reflect on the interviews you’ve had and start by identifying some of the same questions asked in each interview, make a list of the standard questions asked in most interviews and develop a list of questions around your specific function that are often asked. After you have these lists write out answers to the questions. Yes, you must write them out. This is rarely done, but this exercise brings great clarity to how you answer questions. It forces you to stay focused, helps ensure you are actually answering the questions, and begins to make sure you are prepared for just about anything. Then practice answering these as if you are in an interview. However, make sure you don’t come across as if you are reading a script.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
I welcome your thoughts and comments.
Brad Remillard
Recent surveys and news stories are addressing the issue of how many people are changing careers due to the recession. For many this is turning out to be a very positive experience. For some it is an opportunity to do something they have wanted to do for years, but never had the chance. Regardless of your reason for wanting to do something different, it should start with an assessment of your skills and which of these skills is transferable.
Jumping into a career change is tough enough, but not knowing what skills you bring to the party and how you can leverage these skills will make the transition even tougher. Many candidates believe that just because they have a skill it makes them marketable. This is not necessarily true. You are only marketable if a need exists for that skill. You can’t assume that there is a market, and that the market is willing to pay what you are asking.
Also, others may have the same skill, and some additional experience using that skill, that makes them more desirable.
A suggestion would be to first conduct a skills assessment. We suggest that you do this, but also that others do it for you as well. Those that know you the best will see your skills from a different perspective.
Once you know what skills you have rank them. The ranking should not only be based on how strong a skill this is for you, but also if it is a skill you really enjoy using. Just because you have a skill and are good at it doesn’t mean you enjoy it. For example, you may have a skill that allows you to really get into details, quickly grasp the issue, and come to a conclusion. However, if you hate getting down into the details, have dreaded it every time you have had to do it, it may be a strong skill, but not a skill you want to base a career change on.
Next you will have to determine if there is a market for these skills, where the market is, and the value of these skills in the market. More specifically not the value as a whole, but as it relates specifically for you. You can’t forget others that have these same skills. If they have some additional or unique experiences that you don’t, then your market and value in that market is decreased.
You can do some of the market research on the Internet. Go to the job boards and search open positions seeking these skills. This will give you an indication of market size and value. For example, if 100+ job openings appear and the compensation is in line with your expectations, you are more likely to be able to make that career change than if there were only one or two openings.
Don’t ignore the colleges and universities that have majors in the functional area in which your skills align.You might even discover some additional education you need to be successful.
Finally, I believe too often candidates don’t even explore the opportunities to buy a business or start a business. I would recommend contacting a business broker and at least having a conversation with them to discover if this is a viable option for you.
Making a career change isn’t easy, it takes time, planning, and the right set of transferable skills to be successful.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self-Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
I welcome your thoughts and comments.
Brad Remillard
A job search is much like a cable news show, you have to get your point across in sound bites. You often don’t have time to give a detailed answer. Candidates need to get comfortable with doing this.
Think about all the times during your job search when you are required to give the famous, “30 second talk.” Many times during the interview process you have a short period of time to answer the question or give your introduction, you use bullet points on your resume and even your business card, and all of these require you to express yourself in just a few words.
This is one reason why a job search is so difficult. Not only is it very difficult to speak in sound bites, but most candidates are not prepared on how to do it. This technique takes practice. This is not a case where you can just wing it. How many times have you left a meeting, only to realize you didn’t give a great answer to a question, didn’t get your point across as well as you would have liked to or thought, “OOPS I forgot to say ___.” This happens mainly because the candidate hasn’t taken the time to really get prepared.
A job search is not the time for on-the-job training.
It is our experience that candidates wait too long to understand this point. You can’t wait and hope you will do just fine. First off, “just fine” in this economy doesn’t cut it. Secondly, in this economy, there may not be a second chance for months.
As part of our job search coaching programs, we spend a lot of time preparing candidates for these short sound bites. Although frustrating for candidates, we have seen these sound bites pay off so many times, and we have to continually reassure the candidates of the need to prepare for them.
Candidates need to spend more time preparing and less time running to networking meetings, coffees, and one-on-ones until they are completely prepared. We find that candidates waste excellent opportunities because they were not prepared on how to communicate in sound bites. I get calls weekly asking how best to do a do-over because the candidate believes they missed an opportunity.
There are rarely do-overs in a job search.
To learn how to speak in sound bites consider:
- Write out what you want to say. Then wordsmith it until it is less than one minute.
- Get help. This is a difficult task that takes experience. Don’t be afraid to invest in some professional help.
- Take the known items and the comments or questions, such as your introduction, elevator talk, the question,”Tell me about yourself,” or “So, what do you do?” Most of you know these, since you have been asked them many times during your search, and convert them into short sentences that get the point out in less than one minute.
- Practice them. Go to people in your network and test them. This is like any marketing campaign.
- Once you have the answers for these then add one more set of comments and answers. Having two different sound bites is always a good thing.
Take some time to step back and get prepared. I know every candidate wants to jump into a job search as soon as possible. The problem is this jump is often in the wrong direction.
Like most things in life, if you do the ground work, get prepared, and do some planning things go a lot better.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
I welcome your thoughts and comments.
Brad Remillard
Our job search coaching and facilitation programs for candidates take us down many different paths. Every program has to be unique to the needs of the candidate. No two job searches are alike and there is never a one-size-fits-all approach to a job search. Customizing our coaching programs is the hallmark of our success.
One example of this happened towards the end of the process with one of our sales and marketing executives.
The candidate had been interviewing with a small, very entrepreneurial company for a VP Sales and Marketing position. We had been working together, all along the way, to ensure he was properly preparing for every interview. It was now down to the final two candidates and the company asked each candidate to put together a short presentation on how they would market and sell the products to new customers. Nothing elaborate, just a half hour presentation.
Some background information is important. The CEO and founder of the company was a cigar chewer, speak your mind, no B.S. type of person. Some might say very rough around the edges. He wore as a badge of honor that he never graduated from high school and still had built a very successful business from scratch. The company was a plastic injection molding company that made custom plastic parts for a variety of industries. The CEO may not have graduated from high school and was rough around the edges, but he had a lot of common sense.
The other candidate was from Xerox and put together a very nice PowerPoint presentation that identified markets, market shares, potential customers in a 30 mile radius with charts/graphs and a lot of detail. I was later told it was a very polished presentation.
In discussions with our candidate, we talked about the company’s culture, the personality of the CEO, and the other people on the management team. Many on the team were well educated and from well know companies. However, as we discussed these issues, it became clear they all really liked working with the CEO for the simple reason that he was blunt, called it like it was, wasn’t one for a lot of staff meetings, liked blunt and direct people, and most said he was a very, “get to the point type person.” The candidate was told by the team if he wanted to be successful, he needed to be able to work in that culture.
After all of this, we decided to take a completely different approach. The candidate scrapped the PowerPoint and instead simply started researching the market for potential customers and why the company would be a potential target. The day of the presentation my candidate walked in with a stack of magazines, business journals and trade publications. Every publication was dog eared, had stickers on pages and highlights on different pages. The candidate sat in front of the CEO and for his presentation all he did was start opening each periodical to a page and said, “see the company here, this should be our customer, here is why, here is how I would approach them, and here is how we can benefit them.” He did this for almost 20 minutes. That was his marketing and sales plan.
Which one do you think adapted to the company’s culture and the CEO’s style?
Needless to say, if the candidate we were working with didn’t get the job, I wouldn’t have written this article. Although the person from Xerox did a great job, he didn’t adapt to the style of the company. My candidate took all of this into consideration before going in. He also demonstrated to the CEO that he understood how to adjust to the unique styles and cultures of the customer. One type of sales pitch doesn’t work for every customer.
Have you ever had a situation where you could have adapted?
Never forget the importance of the company’s culture and management style you are interviewing with. The better you can adapt to their style and culture, the better you will fit in during the hiring process and after going to work for the company.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
I welcome your comments and thoughts.
Brad Remillard
People are surprised (even some recruiters) when I tell them that I have had over 10,000 interviews in my life. I don’t understand why, since I’ve been a recruiter for the last 30+ years and that is what I do. Recruiters meet and interview people. Just about every candidate I meet is an interview from my perspective. The candidate may think it is just a networking meeting to get to know each other, but not to me. I’m always thinking, would I represent this candidate, what would a company think when they meet this person, would I be comfortable referring this candidate or would a company screen them right out for a variety of reasons?
I typically meet every candidate I represent on a retained search. I know many recruiters don’t do this, but I always have. I can’t imagine asking a client to meet a person I have not met first. For me that is just too risky. Heck, I have been burned even after I have met them, liked them, and believed they were highly qualified, only to have the client call me back and ask me why I wasted their time with this candidate. It is what I refer to as the, Dr. Jekyll and Mr. Hyde syndrome.
Our interview is a dress rehearsal of how you will interview when you meet my client. Every meeting, regardless of how informal it might appear, is an interview and candidates should treat them as such. There are rarely do overs.
The following are just a few of the basics that I’m observing when I meet a candidate. If you don’t pass these, then we will have a nice meeting, but I’m moving on. As I have stated many times in previous articles, that doesn’t mean you are not a qualified person. It just means that I believe I can find a better candidate for my client, who is evaluating me and the candidate during the interview.
1. Presence is important. Since most of my recruiting is at the senior level, I want a person that has a strong presence. This is someone who will have the respect of the people working for them, their boss, and their boss’s boss. It may start with the introduction and continue on throughout the interview.
2. Arrogance. Again, since most of my recruiting is at the senior level I meet a lot of very arrogant executives. For some reason many feel they are above the process. Their attitude is that my resume speaks for itself and I shouldn’t have to answer your questions. That’s not good if you want to meet my client.
3. Communication. Do they listen to the question and actually answer the question “I” ask, and not the one they want to answer? This is not a political interview on Fox or CNN. I’m not the pundit that asks a question to have the politician not answer the question, but give a robot reply with some canned predetermined answer. Or worse, they just don’t know what to say so they say everything. I envision what my client will say to me if they answer their questions the same way. There is nothing worse than spending an hour with someone and still wondering exactly what they do.
4. Succinct. This is closely related to #3 above. Does the candidate get to the point and hit the high points? It is the old story, if I ask for the time, I don’t want to know how to build the watch. Most executives need to know how to condense a lot of information into a short period of time. They need to do this in executive sessions, board meetings, management letters, reports, and so on. Many executives, especially entrepreneurs, have the attention span of an ant and don’t want to be buried in detail.
5. Attitude. Is the candidate friendly, affable, easy to speak to, able to carry on some small talk, and will the client be able to relate to their personality? This is a tough one. What works for one client may not work for another. It is a tough call, but one all recruiters have to make. So for me it is about whether or not I am seeing the real person in front of me or if this person is putting on a show for me. Hard to determine, but that is why we get the big bucks as the saying goes.
6. First impression. Since the first impression often drives the interview, and often sets the tone for the interview, this is very important. A strong, friendly welcome is important. Does the candidate make me (and therefore my client) feel comfortable from the start? This ability to relax right from the start is important.
7. Control. An interview is often about control. Good or bad, right or wrong, that is the reality. Who is in control during the interview? The hiring manager or the candidate? Top candidates know how to be in control, and gather the information they need, without appearing to be in control.
8. Initiative/Leadership. Again, most of the people I meet are managers so leadership and initiative are critical. My clients want these behavioral skills.
9. So I don’t receive a lot of comments, yes I care about qualifications, ability to do the job, accomplishments, etc. That is a given.
These 9 things are some of what separate or differentiate the candidates that I meet (interview). They are some of the traits that I know are going to make my client a raving fan and retain me for future searches.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
If you liked this article, please send it to others so they will benefit too. Post it to your Facebook page, Tweet it, or submit it to your LinkedIn groups.
I welcome your thoughts and comments.
Brad Remillard
In Part 1, I discussed the need for getting an accountability partner and what an accountability partner is. This article will be about what an accountability partner should do to help you.
A good accountability partner can make a major difference in one’s job search. I have seen people spend months looking, but once they engage an accountability partner their search takes off. You can call this coincidence if you want, I did for a while until I saw it happening over and over, and the people using the accountability partner were giving them the credit for their success.
So what should an accountability partner do? Here are some of my thoughts, and please add your thoughts and experiences in the comment section so others will benefit.
1) Accountability. Sounds obvious doesn’t it, but this is the main goal. A good accountability partner will hold your feet to the fire. First and foremost, they will hold you accountable to do what you say you are going to do.
2) No Excuses. They will listen intently to your excuses and then hold you accountable to what you say. A good accountability partner knows the difference between excuses and real road blocks.
3) Empathy Not Sympathy. Accountability partners understand the emotional ups and downs. They understand your feelings but don’t become emotionally involved or attached. They can separate their feelings from yours, which allows them to stay objective.
4) Listen Well. They know when to let you blow off frustration and vent. They recognize this is part of the process. However, they don’t let that get you off your plan or off track. They will still bring you back and hold you accountable to what you say you need to do.
5) Help and Guidance. Most job searches get stalled at some point. An accountability partner has the experience and knowledge to help you redirect your search. They have the experience to recognize opportunities that you, the candidate, may never have thought of or when you are just not doing something effectively.
6) Tough Love. A good accountability partner is not there to be your friend. Get a dog if that is what you want. They are there to give you tough love when needed. Sometimes even make you angry or embarrassed if you aren’t delivering what you said you promised to do. They call it as they see it. Would you really want anything less?
7) Willing to Meet Regularly. They will meet you at least weekly to discuss progress and lay out a plan for the following week and month. If your plan is weak, they will push you to improve it. They keep you on schedule and on track. They will take your calls and reply to your emails. Yes, it is a lot of work and time.
These are some of the key functions of an accountability partner. It is not by any means a complete list. If you get these in an accountability partner, you will be off to a great start in 2012.
Please add other key functions that you think are important or have benefited from in the comment section. We welcome and encourage your thoughts, comments and input.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
If this was helpful, then please help others by forwarding it on to your network, posting it on your Facebook page, Tweeting with the link, posting to your Linkedin groups or status update. Let’s all do everything we can to help those looking for employment.
I welcome your comments.
Brad Remillard
As the new year starts, many will be either restarting or launching a job search. One thing missing from so many in the job hunting mode is accountability.
We see this all the time in our job search coaching practice. Most candidates go it alone. If 2011 was a go it alone year for you, I might suggest that 2012 be get a partner year. Not just any partner but an accountability partner.
Let’s look at what an accountability partner is and is not:
1. It is not your spouse or close friend. I know they hold you accountable in many ways, but this is not the right person. They are too close to the situation and not objective.
2. They will support you. Not financially. Rather emotionally, spiritually and intellectually. You trust them and they will listen to you.
3. They don’t feel your pain. They understand your pain. There is a big difference. Understanding, rather than feeling, keeps them objective and they don’t become emotionally attached.
4. They understand your history. They must understand your background, strengths, accomplishments, what you’ve done to date in your search, and also what not so obvious talents and strengths you have that might be transferable. They also understand the flip side – where you don’t excel and even your weaknesses.
5. They are not your therapist. If you need a therapist, get one, but that is not the purpose of an accountability partner.
6. They are open, honest and tough. An accountability partner must be capable of telling you exactly what you are and are not doing. Many people can’t be this direct. Sometimes it is necessary to tell someone that they aren’t doing enough or that they need to step it up. This can be even more difficult for candidates that have been looking for some time.
7. They need to be knowledgeable. They should be someone that understands a job search process or methodology. If they aren’t very knowledgeable in helping those in a job search, then helping you might be difficult. This is particularly true if your job search is stalled. You don’t hire a law clerk when you need a lawyer and amateur golf instructors make amateur golfers.
8. Experience. A little different than knowledgeable, in that this is hands-on experience in helping people in a job search. We all thought we knew everything when we graduated from college, but once we had some experience most discovered something different. This is the knowledge versus experience that I’m referring to.
There are others, but when you find these in an accountability partner, you are starting 2012 on the right foot.
Some other things you can do to start on the right foot are:
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.
Part 2 will be about what to expect from an accountability partner.
If this was helpful, then please help others by forwarding it on to your network, posting on your Facebook page, Tweeting with the link, posting to your Linkedin groups or status update. Let’s all do everything we can to help those looking for employment.
I welcome your comments.
Brad Remillard
Q. How important are keywords on the resume?
Most companies don’t have sophisticated resume software to search resumes. Large companies may have this, but most Orange County companies are small and therefore don’t have the software. The issue is with job boards. For companies that search online resume databases, having the right keywords is important. If you are going to post your resume, you should make sure you know the best keywords that will bring up your resume. Often it is title, industry, some functional keywords such as sales, marketing, employee benefits, accounting and so on. I would also include some of the commonly used terms in the function, B2B sales, RFP/RFQ, focus groups, SEC reporting, SAP software, international marketing, social media expert, etc.
One way I have found to identify your best keywords is to ask others what keywords they would use if they were looking for a person in your field. Collect these and embed the ones most often mentioned in your resume.
You can download a free 8-Point Job Search Plan Self-Assessment that will help you evaluate exactly what you need to do to improve your search. CLICK HERE to download.
Is your LinkedIn Profile going to get you noticed? Our FREE LinkedIn Profile Matrix will help you develop an outstanding profile. CLICK HERE to download yours.
Join our LinkedIn Job Search Networking group. Over 4,200 people have joined. CLICK HERE to join.
We realize that not everyone will agree with these answers and that is healthy. So if you don’t agree, or wish to comment, we encourage you to do so. Just click the link below.
Brad Remillard
Question: I have some turnover in my background that makes me look like a job hopper. Most of the turnover resulted from the company either closing or moving, not me leaving. Do you have any recommendations on how to handle this when asked about it in an interview?
Yes, don’t wait to be asked. Regardless of your negative situation you should always address it head on. Bring the issue up before you are even asked. In your case I would say, “From my resume it appears as if I have a lot of turnover. I would like to clarify this as in most cases the company either closed or moved. I never really left the positions.” Candidates often think that because the interviewer didn’t bring up the issue that they are comfortable with it. This just isn’t correct. It is always better to make it appear that you have nothing to hide. I refer to this as making a preemptive strike. This is especially true if you have been let go. It is better to discuss the issue on your terms and get your point of view out, than to let the interviewer jump to an incorrect conclusion.
You can review our Candidate Job Search Workbook for FREE (just pay $5 shipping). You can review the questions, read the multiple chapters on interviewing, and even learn the ten must ask questions in an interview. CLICK HERE to learn how to get your workbook sent to you for just the cost of shipping.
Download our sample cover letter. This will help make sure your resume aligns with the position, and recruiters appreciate this style. It is free. CLICK HERE to get yours.
Finally our LinkedIn Job Search Networking Group is free to join and all are welcome. This group has over 3,800 members and a wealth of articles, job postings and discussions to help you. CLICK HERE to join the group.
I welcome your thoughts and comments. If this was helpful, please pass the link on so others may benefit also.
Brad Remilllard
