LinkedMinnesota Subgroups Launch Party (like it was 1999)

Thanks to everyone who made it to the LinkedMinnesota Subgroups Launch Party tonight! It was great to meet everyone (and do that thing called “networking”).   We love social media and LinkedIn – but nothing beats what “breathing the same air” with someone brings you.

For those of you local to Minneapolis, a reminder the Looking for Opportunities Subgroup Monthly meetings (held on the 3rd Thursday of the month) begins in October.   So come join us on October 18th for the inaugural meeting.   It’s a chance to network with peers, hiring managers and staffing professionals in the Twin Cites as well learn and share all aspects of the “looking for opportunities” lifecycle (even if you’re not looking right now).

Thanks also to Joule for hosting and  and Leeann Chinn for sponsoring (and catering some awesome food).

iPad Job Search Tips | Take You With You (Part 3)

I love to tell the (all true) story of being introduced to a room full of conservative peers for the first time.  Of course, I was there taking notes on my iPad (v1) – since I am all about employing emerging solutions. 

When my name was called and I stood up – I fat fingered my Home Button and My Music came on at full VOLUME with Lady Ga-Ga getting busy with Judas.   The 17 seconds (that seemed like 17 minutes) it took me to unlock the iPad with my code was a great way to kick off the meeting. I made an impression for sure.  I’m just glad it wasn’t Darling Nikki.

I retell that fable since it is a reminder as the final Chapter of “iPad Job Search Tips | Take You with You” is here (where we’ve been talking about bringing you – and your body of work on your iPad - into an interview).  However, taking your iPad into “the room” is not like curling up under a blanket at Starbucks.  A measure of prudence and planning (and common sense) is needed before strapping on you iPad for your next interview.

And the ring at the end of my nose makes me look rather pretty

Some quick review items (I hope that you already know): 

• Clean your Home  Review your Home Screen(s) for apps that might not be a good companion on your interview.  If your apps consist of only Angry Bird type games and iNap at Work- and nothing that indicates you might read a book from time to time – here’s your sign.  You Apps are definitely a reflection of you – but remember we want just the part of you companies are willing to hire for pay.
• And the ring at the end of my nose makes me look rather pretty  Check your photo library.  Pictures (or worse videos) of you on the couch in a wife beater or your wife in a bikini at a Holiday Inn swimming pool is also something to remove from your iPad.  I know you put your work examples in one Album and Spring Break 2009 photos in another – but (as the Duke once said) I wouldn’t want to live on the difference of you fat fingering Photos (and showing “all of you”).  
• Wallpaper (See guidelines above)
• You and yours  Ethics.  Remember – take your iPad to an interview, not your company issued one.  There’s a wrong vibe in doing (like putting your work email on your resume).  Also make sure there is no client or company confidential information on there as well.
• I didn’t know someone could go to McDonald’s that many times in a day  Personal confidential items (consumer apps with “save password”) are other things to review.  You don’t need someone surfing your US Bank account.
• Turn your passcode off  You don’t want you to you resume to close on someone – or not be able to quickly dispatch with something like the aforementioned Ga-Ga incident.
• Cloudless  Have an offline plan.  Some interview locales may be impervious to even LTE.  Don’t assume you can show them things online.  And before you fire up Safari - remember to close the tabs in your browser.  You may not want the last 4 websites you visited to come up.
• Fight the (lack of) Power! Make sure your iPad (and all the accessories you bring with you) are all powered up.

In other words (that was 637 words to say),  “plan and ahead and be smart”.  Don’t bring anything into the room that could submarine your changes.

Related and not so related links:
Judas (Lady Ga-Ga)
iPad Job Search Tips
Venus & Mars/Rock Show (Wings)
My Rifle, My Pony and Me (Rio Bravo)
Fight The Power (Public Enemy)

iPad Job Search Tips | Take You With You (Part 2)

In Part 1 of Take You With You, I opined about ditching the paper resume and bringing it with you inside of your iPad.  It is an engaging way to change the interview from the back and forth volley of a Q&A to a more tactile and interactive conversation.

But let’s not limit it to the resume – why not take all of you (at least the professional you) into the room.

The following program is brought to in living color

Portfolios, sample work product and other “leave-behinds” have been strewn across the desks of interviewers infinitas infinitio.  However, digital and “moving pictures” were not so easy to display (unless you had your own 3DBB). Stopping an interview in its tracks by setting up a projector (and littering the room with the vibe of a stale drive-in movie hot dog) was not a good idea. 

But in the tablet era – you are able to bring those nice bright colors of your life to life without jarring the interview off the rails.

Phrasing in tribute of Dick Clark’s recent passing, let me describe to you the things you would find on my iPad during an interview:

• A picture (shown to the left) of a project network diagramming session
• A series of pictures from a field study I conducted with a client for a Service Cloud implementation for their field service techs
• A diagram about governance and Salesforce.com (to illustrate the importance of the product manager mindset that you need to adopt with your social enterprise tools).
• The books I am reading (great conversation starter)
• A Home screen bookmark to this blog as well as other Apps that are a fit for that interview (e.g. The Chatter app or CloudOn).
• Pictures of the Big Boot (yes – I have worked it into an interview answer)

Of course – if you have access to “the interwebs” – you can show even more of your work.   Heck -  I can even show you my personal Facebook site (without giving you my password).

Never do I want to hear another word…show me

Whatever it is that makes you a most valuable candidate to a potential employer – show them.  Online, offline or how you drive results to the bottom line – bring all of that with you to the interview to help “digitally enhance” the picture of you that create in the interview.

Up next, in the final chapter of the “Take You With You” trilogy, I mention some “safety tips” when bringing your iPad to an interview (i.e. pants on, ethics and Lady Ga-Ga).

 

Related and not so related links:
iPad Job Search Tips
All of Me (Billie Holiday)
NBC Network ID (1968)
Tennessee Tuxedo - The Bridge Builders
It’s Time for a tasty and refreshing snack (Drive in Move Intermission film)
Kodachrome (Paul Simon)
Salesforce.com explains the Social Enterprise (Forbes)
Best Winner’s Circle Ever (25,000 Pyramid Billy Crystal)
Show Me (Audrey Hepburn)

iPad Job Search Tips | Take You With You (Part 1)

As you’ll hear here – and on the likes of 60 Minutes - the hardcopy resume is swimming towards the top of the dead pool.  It is on the same trajectory as the Blackberry: stolid corporations still love it - but consumers and progressive companies loathe it. 

But until the world catches up  – you still need to have a resume along with all your social media derivations (at least a Linked In Profile for  professionals – other sites depending on your industry and job). 

But now is the time for you to show the world – and your perspective employer – that you’re ahead of the curve.  You need to show them you’re not doing your homework on the back of a shovel with Honest Abe and that you are relevant in the digital and social age.

It’s a thousand pages give or take a few

Earlier this year, on my trek along the job search process, I decided to go paperless and also green.  For certain interviews, I printed zero copies of my resume and simply loaded a PDF of it onto my iPad. 

As often happens, a number of interviewers would come to the meeting empty handed and ask, “do you have a copy of your resume”?

With one tap of the Home button, I closed whatever app I was using to take notes, opened my Kindle for iPad (with my resume already loaded), and flipped the iPad around and handed it to them and said, “here you go”.  

Better still – you can click to your Linked In profile and show them a recommendation that underlines a point you had just been making in the interview.   At that point – like the iPad itself, the interview becomes interactive and tactile.  You can show them you are relevant online by showing them you online.

 

Epilogue: Let’s make this clear about these posts on the iPad and job searching:  You do not need an iPad to get a job.  If there is any reason that cash is king for you and your family, then be smart.  But if it makes sense for you – and is a differentiator in your industry - it’s another tool in the bag.  In other words, have style. There are always other ways to demonstrate your prowess during an interview.

Further – we all know results vary.  Make sure you know the person on the other end of the table will appreciate this tactic (“you never open your mouth until you know what the shot is”). 

 

Related and not so related links:
iPad Job Search Tips | Every Move a Picture (3Minus3)
3Minus3 Facebook site
”The resume will become an obsolete tool” (Trapped in Unemployment-60 Minutes)
”Style ain't the jeep U bought when U know your broke ass got bills” (Prince)
Paperback Writer (The Beatles)

iPad Job Search Tips | Every Move a Picture

I mentioned the other day that I recently went through an interview cycle on the way to a new gig with an awesome company.  During this process, it is easy to see (what you should already know) how smart phones and social media are increasingly intertwined with the interview/job search process in big and small ways.

Here’s one small way: documenting what you wear to an interview.

Tryin' hard to look like Gary Cooper

Ok.  Guys have it easier on this front.  2 suits, a sports jacket, a few shirts and a few more ties and you’re ready for 3-4 rounds of interviews at a number of companies.

But for every gift there is a down-side.  Most dudes are not normally fashion conscious.  Unless our favorite sports teams have given us the Garanimals head-start (e.g. Patriots Nautical Blue suit with a white shirt and red tie), we may be challenged.  It is such a blind-spot for some guys that I have a recruiter buddy who escorts charges to the first meet to ensure they are dressed like an adult.

Snap, Snap!  Grin, Grin!

Enter the iPad camera.   Snap a quick self-pic on the way out the door and then tag the photo when you get home (e.g. Job x, Interview 2). 

Eureka! 

You’ve got a pictorial catalog of how much variety you are mixing into your wardrobe that you can store right next to your “customized for that job resume” you did (because you did – right?).  This “scrapbook” can be especially valuable given the extended sales cycles of most jobs in this market (interviewing with more people over and extended period of time).

Any interesting ways you are using your iPad or social media in your job search you care to share?

Related and not so related links:
“Every move a picture” (Jerry Lewis)
Putting on the Ritz (Taco)
Nudge, Nudge (Monty Python)

Facebook Strip Search

Having just successfully completed a job interviewing cycle, and having gone through more than my share of background checks for employers/clients (that required me to hand over my fingertips or a bottle of pale yellow liquid from time to time), I’m all for qualifying candidates.  I have often used “the Google”, Linked In or other tools on the “interwebs” during my hiring process (as have people that I have worked for – I know because they often have mentioned this blog during an interview).

Cutting to the chase, given the hue and cry in the news, I’m pretty sure I would think twice before giving my login credentials to my Facebook account during an interview. 

Let me be clear – I have nothing to hide on Facebook (which has mostly an open profile).  I assume that anything on my Facebook page is public – or may be  (“the web is forever”).   Therefore – sorry ladies – there’s no pictures of me shirtless on Facebook.  As my Facebook friends can tell you – my posts are mostly “tame” (and more often than not – much like this blog - obtuse and random).

The Right to Chose 

My pause to produce my Facebook passwords during an interview is based on – like the Bozo Interview Question – I don’t know why you care or what you intend to learn from my timeline?  Do you want me to dig up my high school yearbook so you can see what folks wrote in there (other than “stay gold”)?

How I look at it - unless I am applying for a job that requires top level clearance (TSA) or the job as your Social Media Director – it is likely not germane.  That being said – let that be a choice between me and the person interviewing me.  If you REALLY want to ask me for my password and I REALLY want the job – then you may get lucky and see pictures of my cats (who by the way – also have Facebook pages of their own).

Trying to write a law (Bill Would Put Facebook Off Limits To Employers) is silly and not needed. To quote my good friend Joe – “the marketplace is brutally efficient” and will take care of this hiring manager.  Companies will properly screen many candidates this way – which is to run away.

p.s. Max (the cat) said he’d also give his credentials to you for the right opportunity (such as Cat Food Quality Control Engineer).

Job Search: Matchmaking is not paper-based

I just go crazy when I read blog posts like Seven Reasons Why IT Recruiters Instantly Reject Resumes.  I’ve seen so many of these types of articles the past two years.   With a scolding tone up front in the mix, they are written by (what sounds like) weary recruiters complaining about how candidates resumes are making their life difficult and getting in the way of their payday.  

This latest post is littered with pandering prose:

If a company is going to pay a recruiter a significant retainer fee, they expect a perfect match…

If candidate is in medical software development and the job is in financial development - the recruiter will not be calling...

Any good recruiter can find a candidate with that current familiarity…

Companies are not paying recruiters to help candidates transfer their skills from one field to another…

Although these statements are based in truths (you never want to give anyone a reason to reject your resume) – it is just looking at the problem the wrong way and it diminishes the extreme value that top staffing professionals provide the customer and the candidates.  

Even in tighter job markets like today – talented talent-finders remain as busy as ever.

Analog solution in a digital world

It’s no all about the resume.  Here’s 7 of my own points on the subject.

1. Let’s get something straight up front: Companies are not paying a “significant retainer fee” to someone to sift through a pile of resumes.  For that skillset – they get an intern.  I can search Linked In, too.
2. The most successful recruiters I have employed are relationship based for the long-term.  They maintain these relationships from job-to-job (town to town, up down the dial) with people.  They get to know both the hiring manager and candidates very well.  It’s those relationships (and not a bullet in a resume) that allows them to make the perfect match. 
3. Recruiters know their market.  They know which companies are hiring for what kinds of skills and who and where people that can do it are (or want to be).   If I need a UEX maven with Dreamweaver experience  – I know who to call today that knows where one is.
4. Successful recruiters rarely have carpal tunnel.  More time at Starbucks and less time in their cube or on the “interwebs” is how they roll.  They are constantly networking with candidates and hiring mangers alike (attending user groups, professionals association meetings, or breakfast meetups).  It’s all about eye-balling people more than resumes.
5. Good recruiters are creative and do not stick to absolutes.  They often (with great success) match companies and candidates that may not seem a fit on paper to one another.  We know culture/team fit can be as (if not more) important than some industry/technical experience (obviously to a certain point).  Numerous times – I’ve interviewed and hired candidates based on the recruiters recommendation that I “must meet Jill – she’s a perfect fit for your team”.
6. As with any service business,  if you are focused solely on cost - and not value to all sides of the transaction - you’ve already lost.    Even when I have worked at companies that had internal recruiters and had policies against “agency fees”, I still have employed outside recruiters for key positions if needed.  I say it all the time to staffing pros I work with:  find me the right person, and I will make the case to get the fee.  Finding the right people fast is a such a competitive edge that the ROI is an easy sell.
7. Top recruiters value both candidates and companies.  Why?  Well today’s hiring manager is tomorrow’s candidate and visa-versa.  If my candidate experience with you feels shopping at Walmart, I’m probably not going to employ you to find candidates for me (and worse yet – your candidates will not refer future hiring managers and candidates your way). 

Tweaks and small steps can take you far

My buddy @ReidCarlberg talks about how tweaks beat resolutions in a post today.  Loved it.  Reid has set a goal for himself to do my morning reading of the Internets at the gym instead of while drinking coffee at home.  No mention of when he is going to ingest his oatmeal (but that’s another story).

I talked about resolutions (more as goals and how to reach them) the other day.  This tweaks concept fits into the main thrust that there is a lot that goes into reaching your goal and it usually starts with something small.  Just as (what was all the rage in the late 90’s) Big Hairy Audacious Goals failed for so many companies that tried to adopt it when their culture did not support it, you probably want to start small (and specific) with your goals.

A journey of 1,000 miles started with a single step and a lot of heavy breathing

In that resolutions post, I also spoke of achieving a personal goal of running and completing my first marathon.  That was not something I started in the same year (I didn’t start from being a couch stalagmite to running 40 miles a week).  Instead, it was the result of many small (and yes – some large) tweaks over 3 years that got me home.

Some steps on the path:

• I had to lose 80 pounds. Not with a rapid-loss fad diet or pills – but simple things over a period time (like mixing in a salad).
• Getting back into running shape.  When I picked up running seriously (after a couple of years layoff), I started small.  My first workout was walk 1 min, jog 1 min for 20 minutes.  6 weeks later – I was running a 5K. 
• Adding overall fitness in my life.  Whether it is spending some time with the Wii Fit, or taking the stairs at work (the latter more challenging when you’re hoofing it with a 9” Logger boot) – tweaking to a more active lifestyle helped the mental aspects of this life change.

Start small – but just start

So if you’re on the health kick bandwagon for 2012, find the tweak in your life to get you started.  It may not being going to the club 5 days a week with the other folks who started today and will be gone by Valentines Day.  It can be as simple as committing to walking the dog two blocks twice a day (instead of the one you do today). 

If finding a job (or a new job) in 2012 is in your sights, a goal of having coffee with two people you don’t currently know each month may be your first step.

Whatever your goals (and steps to get there are) – they start with that first one.

Conjunction Junction – make that your function

If I was to sort and group my email Sent folder by Subject text, “30 Second World Famous Introduction” would be one of the most used texts.  I just finished sending another one of these networking “blind dates”.

I talked about this in a longer post in 2009 (20 Job Search Answers You Need To Know | #4 How do I start to network?) but I wanted to hit this specific topic again (because it is so important).

To quote that post (and myself): 

(Connecting people) is something I strongly believe in (and do at least once a week). This is all about hooking-up folks whenever you can - WITH NO STRINGS ATTACHED. Whether you call it pay it forward or Instant Karma (as I prefer to), connecting others in your circle expands your circle, too.  So if you know two people that could benefit from meeting each other – hook them up. 

I often hook-up people with my “Blind Date Introduction” email I am fond of sending (just did it last night). 

The email comes in 4 parts and goes something like this:

• The set-up:  Why I think you two should meet
• Person 1 Bio:  How I know you and why you are special
• Person 2 Bio: How I know the other person and why they are special
• Contact: Provide each others contact info with a note to contact the person (or not) as they both see fit

If you do only one thing in 2011 to grow your network – make connecting people that one thing.

Stop Asking Bozo Interview Questions

Let’s start with an admission: I have asked stupid interview questions.  I’m not proud of it. But now – I’m in bozo recovery.

Before recovery, the bozo question I often asked (that I nicked from another bozo) was, “if you could be on a cover of a magazine, what cover would it be”?  That, of course was before the TMZ, broadcast yourself on social media era). 

After a year of asking that question, I got some good answers (PM Network) and some answers that I didn’t know quite what to do with (Dog Fancy) .  But then -  I just stopped. 

No - I don’t find salvation from some great epiphany (or reading a blog post from a bozo like this one), I stopped because I realized that whatever answer they gave me to that question – it had no bearing on whether I would hire them (there were no obvious screen out answers like I want to be on Hustler magazine).

Hey man, Jaws was never my scene and I don’t like Star Wars

I was reminiscing about those Bozo Questions of Interviews Past after reading the CareerBuilder post Star Wars or Star Trek? Questions you just might hear in the interview .  It was all about bozo interview questions – with one being “which do you like better, Star Wars or Star Trek”?

Really?

In addition to the bozo question of the title – it offered up a few more:

“I was once asked what I would bring if the department had a potluck.” - Amanda L.

“What color is your brain?” - Connie B.

“Which Winnie the Pooh character do you relate with the most and why?” - Celie H.

“If we asked you to wear a bumble bee costume, walk around and hand out candy to employees, would you do it?” - Lisa M.

Oh boy.

I’ll add one of my own (that I witnessed):

“If it was a dark alley at night, and I was a little girl, would you throw rocks at me”

Can I throw them now?

Incoming (Prepare for the bozo, not the question)

The CareerBuilder post went on to offer some more great examples and some good suggestions on preparing (like bolt if they ask you an illegal question).  But really, I don’t think you can prepare for a question a bozo may ask.  You just need to be prepared for the bozo on the other side of the desk. 

That preparation looks like:

1. Prepare for what you can Get your ducks in a row for the questions that are legit (and you are likely to get).  If you’re not sweating “why do you want to work here?”, you’ll have more time to side-step the bucket of confetti when it comes your way.
2. Breathe  When the bozo question hits you – just breathe.  Take a moment to formulate an answer.  Really – the answer shouldn’t matter and probably won’t.  If your job hinges on “I like Star Trek because Tribbles are cute” – it may be best to move on either way.  Answer calmly and as intelligently as you can (just don’t say you like the Cardassians – or heaven forbid that you like The Kardashians).
3. Don’t answer wrong  Don’t miss obvious wrong answers.  If you are asked, “What outdoor activity do you hate the most?” – don’t answer fishing if there is a large, taxidermied carp mounted on a board behind the hiring manager’s desk.  No reason to give a bad answer when other good answers (Lacrosse) are available in that spot.
4. May not be a bozo question Some questions may just appear to be bozo-filled but may be legitimate questions.  If I ask you how would you get out of a stuck elevator, for certain jobs, that type of thinking may be important to know (your McGyverness if you will).  Based on your prep work – you should be able to deduce what they are looking for.

Outgoing (If you have orange hair, a bright red nose, and big floppy shoes and are asking the questions)

For those of you still asking the bozo questions:

1. Stop it Right now.
2. Don’t Be a Shock Jock You have heard it before, right?  I ask off the wall questions to see how people handle stress in their job.  BS.  You ask them because you are a bozo.  That’s artificial stress that likely has no indication of how they will handle real stress, or the real stress in the particular job.  You’re not probing – your dangling people (like Michael Jackson did with Blanket).
3. Don’t Be Lazy Devise your interview question that get you the answer you need.  Using our stress example above, ask some probing questions about how they handled stress.  That looks like this: “talk about a stressful project were you had to resolve the problem…how did you resolve it, be specific…give me an example where a resolution did not go well, be specific….).   That should give you a better idea on how they think more than the “Boo!” approach.
4. You’re not Zappos  Zappos is a very unique, very successful, and has a well-defined company culture.  So when Zappos asks a candidate something like “On a scale of 1-10, how weird are you? Why did you choose that number?” – they can use that information to evaluate candidates (and after reading Tony’s book, I bet the second half of that question is the more important part).  At your company, how weird someone is more likely will determine the size of their cubicle.  That brings us to our next point…
5. Be genuine  If your inquiry is on the edge of a bozo question (but you think it is important in the evaluation) put the candidate at ease.  Loosen the jar (not the one with the pop out snakes) and let them know it is coming.  If you’re not a bozo in the delivery, they won’t freak out and will be able to give you a more telling answer. 
6. Stop it I mean it

Tell us (Shameless plug for Comments)

Have you asked a bozo question?  What made you stop?  What is the oddest question you were ever asked?  What is the weirdest answer you gave?

Please – leave a comment (share the bozoisty).

Start what you (want to) finish

As I finish an awesome first week at the new job, a recent drawing (bottom) from Nicholas Bate’s blog came to mind.  As Nicholas often does, it quickly and simply paints a business reality (in this case - getting stuff done).

As simple as it is, so often folks overlook the reason that they have not finished something yet –– because they haven’t started!  Hello!?!

I had two recent personal projects this year that followed this simple methodology:  running a half marathon and landing a new job opportunity.

Put one foot in front of the other

This year, I decided to finally get serious about my running passion and take the first step (as it were) toward my ultimate goal of completing a (full) marathon by first completing a half-marathon.   There were a lot of excuses to overcome (had gotten WAY out of shape, time crunches, whatever). 

But, I gutted it up (or more accurately dropped the gut) by getting a plan, applying focus (getting up at 3:00 am to run in the dark before work requires focus), making a decision (mix in a salad, big boy), abandoned excuses (it’s too hot, I am tired, I am sore) and got started (as slow,painful and embarrassing as running 1 minute/walking 1 minute in public is).  

Without starting, I would have never reached the finish line (literally) - which I did.

Westbound and down (loaded up and trucking)

This same, simple process was in play for my job search project.  Do you need to find a job?  It starts with a plan (network, network, network), focus (triangulate the search on opportunities that fit your passion, your talents and what there is a market for), a decision (Curtain #1, Curtain #2 or Curtain #3), abandoning all excuses (the economy, too much competition, I hate wearing a suit, change is scary) and then it comes down to just starting (and for those that know me - all my job searches start in the same place).

So – if your next big thing is floundering (your new project, your new program, a new product, going after a new market, starting your own company, getting your MBA, a job hunt, a house hunt, a spouse hunt, writing a blog post, writing a book, cleaning the house or that weight loss plan that keeps losing out to Ladies Night), there’s one thing to do: start by starting. 

You can’t finish, if you don’t start.

20 Job Search Answers You Need To Know | #14 How do I prep my references?

A: By doing their homework for them

First off – let me start by saying I am big fan of taking a shower. I like to indulge in the heavenly waterfall at least once a day (especially on those days I go into the office – my coworkers seem to favor that plan).  Nothing quite like a good shower to reboot your day as either a transition from sleep to work or perhaps from cleaning your gutters to going out to Outback SteakHouse for some Bloomin’ Onions (although showers are optional at Outback from my experience with the clientele). 

Anywho, I am frequently asked to give references for employment. That’s largely because (I think) I have had the pleasure of working with so many talented peers and clients over the years (and I just love the opportunity to shout that out to the world).

Back to our shower, one of the worst references I ever gave (from a presentation standpoint more than content) was nearly ten years ago. I had just stepped out of the shower (literally dripping wet). I was so caught off guard (because I did not know anyone had put forth my name), I didn’t think quick enough to tell the caller, “Hey, can I call you back in 15 minutes”?

So there I was - in a towel (sorry – don’t visualize) sitting on the futon in my home office talking about all the wonderful things I could say about (let’s call him) Derek (because that’s his real name and therefore easier for me to remember) off the top of my head. Not an atmosphere or state of mind conducive for such a phone call.

The good news is that Derek got the job (so either I was good enough or my scantily clad phone call was a non-factor). But since that incident, I have instituted The Derek Rules (because The Dripping Wet Just Out Of The Shower Rules is verbose and sounds icky unless it is Danica in that Go Daddy spot). I also rid myself of the futon (not part of The Derek Rules – but because  even more than Outback Steakhouse, I hate futons).

The Derek Rules

These rules are very simple and something everyone hears when they ask me to do a reference for them:

1. Send me the resume you submitted for this job: We’ve talked about this before, in most cases you are going to alter a resume from job to job. Even if it is just a minor tweak (for some reason you decide to add youR education from Ringling Bros. and Barnum & Bailey Clown College ), you want to make sure the person that calls me and I are on the same page. Of course (if you make the proper inference here), that means you have to save a copy of each resume you send out (but you already do that, right).
2. Give me a copy of the posting for the job: There are a lot of things I know about you. I assume that you want me to skip “Jenny is really crabby when she comes to work hung-over” let alone your Walk of Shame frequency. By providing the job posting, I can see what skills your potential employer is looking for so (just as you did with your cover letter and and resume) I can tailor my answers to fit it. Again (inference time), that means you have to save a copy of each posting you respond to (if you can).
3. Is there anything about your experience you want me to highlight If there is something you stressed in your interview, or some important wants of the hiring manager you discovered during your research (she likes outgoing people), let me know that and I can also tweak my answers towards that. Get this straight, I will never lie for you. So – don’t tell me you told them you piloted a Space Shuttle mission (unless you did, obviously) or that you are an outgoing person (when you and I know you are not). If you are picking the right people to stand up for you – they should able to transpose your experience to fit these buckets.
4. LET ME KNOW WHEN YOU SUBMIT MY NAME. Hello??!! Give me a heads up before you drop my name. That’s important if you don’t want me to have my pants on the ground when they call.  There are two other important reasons for this (as if the pants on were not enough):
   • Where is Waldo? You want to make sure I am not facedown at the blackjack table at The Luxor on a 3 week bender when they call (just using a for instance there – I’ve never been facedown at the Luxor – but we won’t talk about the Tropicana). Further, you want to make sure the fact that my cell phone was repo’d, and/or that I have a new email address does not prevent them from finding me.  So make sure to ask your reference where they would like to be called (or emailed if written) and what times are good for them.  Also – if your buddy gives you his ridemeallday666@sexworld.xxx address, you might want to ask him for one that is more generic (you know, first name/last name at gmail.com).
   • Thinking Time You want to give your reference some time to think of specific things about you (especially now that you have given them all the background downlo we just talked about) ahead of time. You don’t want them hanging up the phone with your new boss and say, “Dang! I forgot to tell them about the time he cured cancer. Oh well…”

The Big Easy

In addition to all the benefits and potential better results by following The Derek Rules, this also makes it easier for the person who is (after all) doing you a favor.  Also remember to “tip the dealer”.  If you get the job, a nice lunch on you is the least you can do.

p.s.  The person that emailed me today asking me to be a reference - that I replied back to you and let you know this post was coming, remember The Derek Rules when the time comes.

Up Next: I haven’t been able to even get an interview – what do I do?

20 Job Search Answers You Need To Know | #13 Who do I use for references?

A: People who think you walk on water and are awesome at articulating it

Over the past decade, I have used one former colleague a number of times as a reference on various employment I was seeking.  I consider him one of my A-List references. Whenever I call him after he has done the deed (to see how the reference call went), his answer is always the same, short response: you walk on water. 

That of course, is followed by a CSI-like probing by me of everything (including cadence and each stressed syllable) that was uttered during the call.

But it is those glowing reviews that you need to have in your reference arsenal. Moreover, it is a two-pronged thrust:

1. Someone who has knowledge of your fantastic, chart-topping deeds
2. Someone who can articulate it professionally and smartly

Hold on Sparky, isn’t this more stating not only the obvious but the really obvious (as we are wont to do)?  Sadly, no.

Personally - I am shocked and surprised when someone asks me to do a reference for them and the only knowledge I have of their existence is utter, and abject bozoness (“ummmm….when they showed up on time, they usually were sober”) or little knowledge of them at all (“I think I remember seeing their name in the employee directory one time”).

So when selecting a reference, some things to keep in mind before you throw some names to your (almost) perspective employer:

• A is for Adore – not Effort First – that they love you and are willing and able to sing your praises is key. They must be a solid (it cain't be "in between"…no half and half romance will do). If you’re not sure your co-worker or crazy, bi-polar, ex- boyfriend that was also your boss will do you right – then DO NOT submit their name to the panel.
  
• Know what you did  They have to be able to make a good accounting for your skills on the job (or whatever capacity in which they know you). Casual interactions for references is not good (you don’t want them to say, “gee I don’t know” a lot to the person calling them).  It has to be more than “Steve was always proficient in his ability to fog a mirror”
  
• Articulate If your reference has trouble putting nouns and verbs together in a sentence - that can reflect poorly on you (worse if it is a written one – riddled with typos and smiley emoticons). There are ways to mitigate this (as we’ll talk about in the next post).  Also - they should be able to speak naturally (and not all Mr. Roboto as if they were reading it off the script you prepared for them).
  
• Fit You want the references to resonate with the person calling. So Boss A may love you – but what she knows about you may not be important for the job you’re applying for. So – think fit (who can best help me land this gig).  Not only do you not want to bring a knife to a gun fight, holstering a rifle to a rock, paper, scissors fight is also bad.
  
• RHIP Having (at least) one high-ranking, C-level sort is good (CEO, CIO, etc). Additionally, clients are always good (that is someone who hired you above and beyond an employer).
  
• Shelf-Life I know your Burger King Manager speaks highly of you – but that was 1984 (and Reagan and A-Ha era references might not do you good).   BTW – Raymond (Assistance Manager at BK# 1591), if you are still out there, call me.

Don’t forget:  Although references are not always checked – assume that they are. References can and will be used against you.

So - take me to the river, and drop me in the water.

 

Up Next: How do I prep my references? (which assumes of course, that you indeed prep them)

20 Job Search Answers You Need To Know | #12 How do I negotiate (it freaks me out!)?

A: By knowing what you are worth (and reducing stress ahead of time)

My pal Dean (a local marketing maven) is fond of saying, “some people get paid what they are worth, and others are paid for what they are able to negotiate”. So true.  Unfortunately – even more true in the new normal (which will only be around until the newer normal sprouts up).

On an island

With a nod to my penchant for sometimes stating the obvious, some people are Top Gun at negotiation and some folks just are not (be it on the candidate or hiring side). Whether we’re talking about getting the TruCoat free on a new car, or dickering with Skeeter to get $25 off the price of the moss covered, three handled, family credenza you found at a yard sale, or how many weeks vacation you are going to get at the new gig - some folks enjoy the process and some folks have panic attacks.

Why?

One thing (for those not comfortable with it) - normally you are all alone. Whereas you can have your wife proof your resume for you, the negotiation is real-time – just you and the hiring manger (or HR) Man-o-Mano with the clock ticking.

It may (at times) seem adversarial – as if the HR flunky is trying to screw every penny out of you. From your perspective, you just want to get paid as much as you can (planes to catch and bills to pay). And quite often, the deadly sin of pride comes into play (as in PAY ME WHAT I AM WORTH! VALIDATE ME!).

It turns out to be a many-to-many relationship (many variables with many options). It’s your skills, your bills, the job market, the competition, and a boatload of intangibles that factor into it.

The simple act of reading a blog post (even the finely crafted variety I humbly spit out) or digesting a bevy of books on the topic is probably not going to improve your skills substantially (these are acquired on the job – so to speak). But let’s talk about some building blocks and other things to help you go all Radio Raheem (fight the power!) on your next interview.

All your life is Channel 13, Sesame Street - what does it mean?

Let’s start by relieving some of the pressure. In most cases, good companies (with good hiring practices) are not out to job you when it comes to compensation. Yes – the market may have lowered the value of your goods and services (buyer’s market), but most companies want to pay you a fair compensation.  They need talent to make their business shine, and don’t want to lose a good prospect.  Yes – there are wiener hiring managers working for wiener companies, but (as my boss is wont to say) the market is brutally efficient.

You knew math was going to come into it

Now that you know the world is not against you (or at least probably not, I don’t know you that well) – the first place to start is determining your worth.

This is done a few ways:

• Research Salary.com and Payscale are two free sites that have a lot of salary data. It can be very specific and broken into the industry and regional factors (crucial metrics for salary). It is updated to the current market. This is the same site many employers use when setting salary ranges (so they know it – and they check it, too).
• X-Factors Determine if there are any mitigating factors either in your favor or count against you (or you are competing with). For example, if you have the technical expertise, but lack the industry or specific system expertise (you know SAP ERP, but not Oracle) – the might lower you. Conversely, if you have niche experience that is beneficial to your suitor, it can be used as leverage.
• TSA-like Full Body Scan Your current compensation is a big factor (as irrelevant as it may be that some just because some dumbass person in the past either way over/under paid you should determine what you get now). The more you can quantify (and document) your total compensation (bonus, benefits, quality of life).
• Use your network When all is right in the world and stars align, you might have an inside source at the company that knows the salary ranges (current and former employees). Combat tactics, Mr. Ryan. Recruiters you know also can help with this.
• Ping your peers (and not just for the alliteration of it) If you’re taking a new job in your current industry – you probably have a good idea of the compensation. But if this a career change (or an unintended step down), talk to folks who are currently employed. Again – I find my recruiter friends helpful here.

What you worth vs. what you’ll settle for

The other stress is often what to do if you receive an offer that is less than you were anticipating. Two things here:

• Given all the research you have done (that we just talked about)  you know your worth
• Before the final negation, determine what your basement is. This is total compensation. You need to determine that to you, right now, Base Salary of x + bonus of y and 5 more days of vacation (because spending time with my family has a value) is more important than Salary Z you thought you were going to get. Only you (and other stakeholders that get a vote like your spouse) can decide this. Sometimes, it’s better to do that at the kitchen table the night before or during your morning run when reason and emotion are in better check.

By doing this – you are deciding what the compensation that is right for you and your family (for this job at this time). It moves to a more place than feeling as though you were forced to settle for something you think is beneath you.

Pride

Last year, I was doing coaching session on negotiation with one my clients (and yes – it was at my favorite locale for such things…Starbucks). Myron was in a good place (in comparison to most folks today).  He currently had a job that was fairly secure but was looking to move to another job for better opportunities (now and in the future). However, the new job paid slightly less (due to the current economy) .

My very first question was, “do you want the job?” (because if the answer is no – nothing else matters)

“Yes”, Myron answered. “But, I don’t want to accept less money than I make now”.

Initially, Myron was hesitant. But we talked pros and cons and tactics to increase the salary (many of the things mentioned above in this blog) and other things that could increase the total compensation. In the end – it was close to a push – with future earning and career opportunities way on the upside with the new gig.

Again – I asked, “do you want the job?”

“Yes”, he said.

“Then get over yourself, and take it!”

Myron did (and negotiated his initial salary offer up) – and is loving the new gig.

Don’t let pride get in the way of doing what you not only want to do, but need to do (sometimes) just to put food on the table.

Also – don’t bluff and don’t lie (e.g. “I also have an offer at  company X for 10% more” when neither half of that is true).  I have seen people do it and win – but when you take another hit on a hard 19 , you’re gonna bust much more often than the dealer.

"By pride comes nothing but strife, but with the well-advised is wisdom." (Proverbs 13:10). That’s about as old school philosophical as you’ll get me to be.\

Up Next: Who do I use a reference?

20 Job Search Answers You Need To Know | #11 How are phone interviews different?

A: Non-verbal communication takes a back seat (on both sides)

You’ve heard it before, right? Some audacious, unsubstantiated fact that someone flung at you during a sales training meeting or a Crucial Conversation class, “93% of all communication is non-verbal”. That’s hooey (I don’t think cell phones would be as prevalent as they are if that was the case). 

Trying to put such a percentage like that on any specific conversation (or interview) you might have is not only impossible – but wholly irrelevant. What you need to know is that non-verbal communication is a big part of how you communicate and it forces you to concentrate on it during phone interviews (when all you have is the tenor of your words and those of the other person or persons). 

We all know about the phone screen - yes? It’s where the company takes the (adjusted for current economics) 75 outstanding resumes they have separated from the herd (Round 1) and decide which 5 of those people to bring in for in person interviews (Round 2).  Good news, if they call - you’ve made the first cut (nice resume, Sparky) and here are some things to keep in mind during phone interviews:

• Practice, practice, practice (especially if you haven’t done this in awhile or you normally are not known for giving good phone). I know it sounds lame – but record yourself in a mock interview and listen back to it. Something I learned in my radio days, the fact that you listen to your own voice (normally) not only from your ears but from inside the bones of your own head, it sounds a lot different coming out your mouth as others hear it. You’ll be surprised how discombobulated your answers…umm..err…sound. The good news – this practice will also help your in-person interviews (as you hone your self-aware skills)
• This is a pants on event. I know they can’t see you – but wearing your 1995 Nebraska Cornhuskers sweatpants during an interview will get you way too relaxed
• Go to quiet place Find a room in your house where your kids and cats can’t interrupt the interview (I once had that happen – where my cat bellowed while I was interviewing).  If you are not at home (and calling on your cell pone during your lunch break from the McDonald’s parking lot), make sure you are not in a noisy locale (as in trains, planes and automobiles).   Also - make sure not to eat (duh!) or bang away on your computer  keyboard (they may think you are playing Bejeweled)
• Mirror Mirror Another thing you might think is lame, but an old trick from customer services professionals and sales people: a mirror.  People can hear you smile (or as I once told a peer, “I can hear your eyes roll when I am talking to you on the phone”). So put a mirror facing you as you are on the phone
• Cell phone rules If you are using your cell phone (or cordless) – make sure it is charged. On more than one occasion, I have had candidate fall-off mid-sentence (and hey – I can’t call you back since your phone is dead).  Also make sure you have enough bars (“Can you hear me now”?)
• I can’t hear your head nod Not only can they not see you – but obviously you can’t see them.  So make sure you verbalize subtle cues for them (a “yes” or “I have” as they are talking).  From the other side, normally you might get a hint that you are prattling on too long (when they check their watch) or you can see when they LOVE what you are saying (by smiling and nodding their head). Don’t be afraid to ask for clues or stop to let them ask for more from you or move you along (“thanks for reciting the periodic table of elements in descending specific gravity order, but let’s get back to why you left your last job”).

Video Killed The Phone Screen Star

In this day of webcams and YouTube, some companies are doing video interviews (we have done that at my company). It is not widespread – but it is increasing (especially at geeky and remote location jobs).

So although you get some verbal cues back (with the video), some other things to keep in mind.

• Dress as if  Dress as you would for the in-person interview (and yes – pants are preferred even if you don’t pan down)
• Scenery  Like we talked about background sounds for the phone, in the video interview, it can be worse. So don’t let Fluffy knead your tummy while you are on the phone or let your wife walk behind you in the robe she swiped from the Davenport Radisson hotel. I also wouldn’t take your laptop to a public place (where background images of the hotties rollerblading around the lake can take focus away from you).
• Power and Connectivity  Make sure you laptop is charged (or plugged in) and you won’t lose signal (if not hard-wired).

Next Up: How do I negotiate?

20 Job Search Answers You Need To Know | #10 What questions should I ask the interviewer?

A: Questions that show interest and understanding as well those that give you answers you need to make a descison

Before we get to the meat of this post – a little rant: I friggin’ hate stupid interview questions (I know - going way out on limb with a controversial take on topic) and the big, red-floppy-shoes-wearing-bozos that ask them.

You know the kind I am talking about- when a knucklehead hiring manager or some HR neophyte asks you, “Why are manhole covers round?”. The (only) correct answer to give to that obtuse exercise is, “Because you are a douchebag!”.   However, I would not recommend that answer if you still want the job after that question.

I’m not talking about analytic or problem-solving questions so the interviewer can see how smart you are (although – I am not a big fan of those either – like a variation of the worn-out Duel question one of my former peers was so fond of). If you can’t tell if someone is smart during an interview without a quiz – then you are a slappy, too.  The questions I speak of are those “no wrong answers”, “just want to see how you handle being thrown a curve-ball” type of question (as if interviewing with a douchebag like you wasn’t enough stress).

Not only is it the douchebagity (if I may make up a word) of the question, but the real problem is your answer doesn’t give the douchebag asking it any useful data. If I answer “Manhole covers are round because rhombus ones would just be wrong” – are you going to screen me out?

So my hope for the coming year (since we weren’t evolved enough to end them in the 20^th Century) is a pact to banish those types of questions in the interview process (let’s call it 21^st Century-10).

Knowing you, Knowing Me

After that aside-like rant, let’s get back to our topic at hand. In the last post, we talked about what questions not to ask (especially early on) in the interview. That begs the question, what (pray tell) should we ask?

There are two categories of questions to ask during an interview:

• Questions that show you’ve done your homework (learning about the company)
• Questions you need answer to decide if you want to work there ($5,000 less a year might be a okay if you’re going from a Dilbert company to a ROWE type of company)

Note: By stating there are two types, I’ve skipped the whole, “Should I ask question during the interview?” (because that should be obvious). You should also come with a list on paper (some folks disagree with that – but again, I think it shows you are invested in this opportunity).

Also – many times when I am interviewing and get to the part where I say “Are there any questions I can answer for you?” – and the answer is “No – you’ve pretty much covered all the questions I have written down”.  That’s a wrong answer (and I know I talk a lot in the interview – so I am sorry if I ate up your list).  You still need to find some things to ask – and perhaps (even better) ask a question on topic that came up during the interview and have the interviewer elaborate on a fact they have already given you (it shows that you can digest information in real time).

Any hot chick in my department?

In this first set of questions, you are really probing for information about the company that you were not able to obtain in your secondary research based on information you were able to ferret out.  And - these are not questions about which floor the break room is on.

These things include:

• How is the company doing?
• What are its growth plans?
• What differentiates it from its competition?
• Does it have good leadership?

Of course – just like when the interviewer asks you “What was the most bonehead thing you ever did at your last job?”, you’re (hopefully) not going to say “I banged the entire mail room”.

But just like when you are asked questions – you’re hoping their answers reveal a truth in them.

However, you do not want to ask simple questions that should have come up in your research (“When were you founded?”, “What is it that you make?”, “Who runs this company, anyways?”). In fact - by marrying your research and your questions (“there a number of companies in your space - Acme Inc, Manufacturing Is Us – what qualities makes your company as unique and competitive as it is?”).

Your hope – in addition to learning more about the company – is that they give you another opening to more specifically drive home why you are the best candidate.  “Oh. That’s exciting about a new branch in the Uzbekistan; I oversaw our factory build-out in Uzbekistan…”.  I know - you’re not always going to be served up a specific hole-in-one like that (but you get what I mean).

Remember also - these are difficult questions to ask (if you are new to all of this) since they do require a modicum of decorum. You need to chose your words and adjust the tenor of the questions based on the level of the person you are asking and their openness. You want to appear interested and informed but not nosy and creepy (ala Slugworth looking for the secret of the Everlasting Gobstopper).

Things that matter

For the second set of questions, we’re looking for things that will help you decide that if offered a job would you take it?  Again – we assume that salary (and other compensation and benefits) will be addressed in negotiations, however we need to ask questions that put a value on that compensation (when we get there).

For me – I’m looking for those environments that I work best in (and therefore will more likely be successful in):

• Level of ROWE vs. Micromanagement
• Collaborative environment (real collaboration – not that they just installed SharePoint)
• Innovation culture (not just a buzzword they do when they brainstorm once a month– but down to the marrow)
• Flexible work options
• Happy colleagues (tour the work space that you will occupy).

That last bullet (happy) is so import. A friend of mine went on an interview for a Senior IT Architecture posistion once and they would not take him around to see his peers or where they worked (“oh – we don’t do that”). What kind of cube horrors were they trying to hide? Needless to say – he skipped the next round of interviews.

Asking questions like “What are qualities employees that have exceed your expectations in this position share?”- you are  hoping to get to those answers (one way or another – as Blondie would say).

Up Next. A short post with a few points on the phone (or video) interview.

20 Job Search Answers You Need To Know | #9 What questions do I avoid early in the interview process?

A: Questions that make you sound desperate (or clueless)

You often hear blind date analogies to explain the interview process. Like a blind date, it is a gathering where two parties that don’t know each other spend some time together asking each other questions (sometimes even over coffee or dinner) and then based on that, decide to (or not to) go steady. Even though it is proven not be the best way to determine the success of an employee (most recently in Sway: The Irresistible Pull of Irrational Behavior), it is still the most prevalent method used to make hiring decisions (so we’ll go with that).

So like the dating process, you want to be (a little) coy at the start, don’t throw up on your interviewer (“here is everything I have ever done or witnessed from my conception to 10:00 this morning”) and you also do not want to “over bound your steps” (a favorite Stan Laurel malapropism) and jump too far ahead too early (the equivalent of “do you want to meet my parents?” half-way through your first date).

With the assumption that you are not trying to be desperate or clueless, here are two quick things to keep in mind:

• Premature Elicitation After spending 26 minutes illustrating in great detail how smart (and able to get things done) you are, don’t let the first questions you ask when the interviewer yields the remainder of their time to you is, “Do you have dental?”.  Personally, that is probably one of my biggest peeves.

Remember – you don’t have a job offer yet. Your goal (at this stage) is to market ourselves and our abilities. This introduces the what’s in it for me aspect (and start’s the negation phase…and we’re not ready for that).  I also think it makes you sound clueless. Is that the first and most important thing you want to know about your perspective job?  Really?  You don’t want to know what projects your team is working on, or what your typically day will look like, or what exciting new products it that company planning?

Further, if the first question you ask is “How many days vacation do I get?” –  what perception of you do you I think I will conjure?  Perhaps slacker?   Remember if you don’t like them or they don’t like you – whether they serve Coke or Pepsi in the break room won’t matter (so save the banal semantics for the final round).

• Sharing too much too soon We all have (perceived) negatives when we are applying for a job. Maybe I am currently obligated to give 41 days notice at my current job, or you’ve already booked a 3 week vacation to Aruba with your wife and her Aunt Gladys (that would start on your third day on the job). Unless asked about these matters (and you then do need to answer and answer truthfully), there’s no reason to give someone a reason to put someone else ahead of you in their pile of interviewees.  Again - wait until the offer/negotiation stage of the process (when they’ve told you that already like you and want you).

Now that you know what not to ask – we’ll cover what you should ask in our next episode.

Next Up| What questions should I ask the interviewer?

20 Job Search Answers You Need To Know | #8 How do I prepare for an interview?

A: By doing your homework

Time to roll out the cliché wagon and drop the chestnut that the job search process is a marathon (not a sprint). Have you heard that one before (maybe 13-14 times)? But using that hook, I would like to tag on a quote by runner Lauren Fessenden that is a perfect fit for those beating their feet on the job hunt street:

This is not about instant gratification. You have to work hard for it, sweat for it, give up sleeping in on Sunday morning

The work needed to lap your competition for your next job is not about running fartleks at the indoor track at your neighborhood YMCA, but the workout is just as strenuous and just as crucial to your success (although you can do so without strapping on Under Armour® compression gear) .

Your job search workout is broken into two main categories:

1. Getting to know the company better
2. Getting to know (or re-know) yourself

What is it you guys do again?

You want to learn as much about the company and the specific job you are interviewing for.  This is not only so you can determine if it is a good fit for you, but it also gives you the ability to speak intelligently about the company (and their markets).  It also shows interest (as in when you care enough to spend at least 5 minutes on their company website before you walk in the door). 

This is going to be easier for public companies than it is for private companies, but trust me, the information you need is out there for both.  Here are a few areas to spend your time:

• What is their market? Things in this category include what products/services do they sell (and/or make), who they sell them to, what are their differentiators in the marketplace, have they been a part of any big deals lately (acquisitions, landing a major client). The degree to which you need to know this does depend on the job your applying for (VP of Global Sales vs. PT Mail Room Clerk) - but regardless you should know what they do (as in “everyone is in sales”) .
• Who is their competition? Simply - who and where do they compete with folks. This is for two primary reasons:
  • I have been asked directly in an interview “who is our competition”?. “Gee, I don’t know” really sounds painful coming out of your mouth an interview. Again – regardless of level, this is important stuff. If you you want to work at Burger King, you need to know McDonald’s is right ahead of them and Wendy’s is right behind.
  • I certainly did not walk into the interview for my current gig wearing Merrell shoes.  Trust me – that stuff matters
• Work your network One mistaken assumption about the whole networking process is it just to help you find the job. No sir. It can also help you close the deal. Your contacts can be crucial in many ways. They can provide intelligence about the industry (so – as we mentioned- you can talk smart about the space during the interview), about the company (is their press true?), or about the hiring manager specifically (what does she or he look for in a candidate – or are they such a bozo that I wouldn’t want to work there?).  Also – specifically about the job (i.e. not everyone does Project Management the same way).

What I am is what I am (but let’s focus on what will get you the job)

Now that you have done all this research on the company (including the specific hiring manger if you can get it) – it is time to get working on you.

Here are the areas to focus on:

• Fit yourself to the company (and the job) Knowing what you now know about the company – start thinking of things you have done that fit into that puzzle. Remember – we’re looking for smart/get stuff done anecdotes during the interview, so start a (or tweak an existing) list of the items.
• Practice Concise Answers This is a biggie. A long rambling answer to a question in an interview is truly a road to nowhere. I kid you not – I have been on the receiving end of 10+ minute answers to simple questions on so many occasions. About 3 minutes in, not only have I lost interest in your answer (and like you – probably have forgotten my original question) but you’ve just flunked the get stuff done portion of the test.  Remember - to leave the irreverent, specific details (I know the project team worked on the 6th floor of the Arlington office…but that probably is not germane to your answer or my understanding of your greatness).  The more questions you are prepared for the better answers you’ll have at the ready.
• A beginning, a middle and an end Part of the way to be concise is to skinny down your anecdotes. The best stories (as Leonard Nimoy once said in reference to Star Trek V  which did not) have a beginning, middle and end. In the context of an interview questions answers, that translates to a problem (or opportunity), the solution you devised (and how you came about that) and what was the result (how much did we save or did they throw you a parade?).

Where do I start my research?

For companies, thanks to the online world, there’s a bevy of lost cost sources of downlo you can comb:

• Have you heard of Google? Had you not known, type Top Fast Food Chains into Google and you’ll get the ranking I mentioned before (#1 McDonald’s, #2 Burger King, #3 Wendy’s…).  This is the best place to start.
• Company Website/Social Media I think by now, most people hit the company website before an interview (if not simply because you had to go there to apply). In addition to the that website, check other social sites (Facebook, Linked In, Twitter) for other places companies talk about themselves and what they do (and what other people say as well).
• As mentioned, your network can be very helpful to you as well. Use them.
• Journals/Professional Associations Publications and groups in the industry of the company you are targeting can be very helpful.
• Libraries A great place to get access to the publications mentioned above. Especially business/reference library (like that James J Hill Reference Library here locally). But if cost and access are an issue for you – your local public library can help as well.

For resaerch on you:,

• Your past resumes and job descriptions. This should provide talking points on what you have done that you can cull for this specific interview.  It easy to forget some things you have done that you currently aren’t using but would be relevant to your job.
• Previous Performance Reviews What have your other bosses said about you? That’s often a direct question during an interview and can also give you more examples of what have done well
• Your portfolio Review samples of your work you’ve done before and have them ready to go in the interview. A great recent story: one of my clients was in any interview recently and asked how she would explain project management to non-IT folks. She whipped out a PPT of a presentation she had done for just that purpose at her current job.  Gooooooooooooooooalllllllllllllllll!
• Work your network. Call up a former peers, clients or managers and tell them about the job you’re applying for and have them think of a story or two about you that would be good to use. Also seek out people in your network that have the same job as the hiring manager. They often can provide great insight into what they might be looking for
• Your own previous interviews Remember bad experiences from previous interviews where you did not perform to your expectations. How would you do it differently?
• Drill  There are a ton of sample tough interview questions online (e.g Commonly Asked Tough Interview Questions ).  Drill yourself over and over on these (you can never be too prepared).  When I was interviewing at a previous job, I printed out the aforementioned tough questions and reviewed them on the plane ride down to the interview.  I can tell you (1) that I was not asked any of the tough questions on the list but (2) but I used some of the answers I had just practiced in the interview and changed softball questions into fantastic answers.  

So sharpen your #2 pencils, purge your job search Chicken Fat, and get ready to cram for an exam (that is the interview).

Next Up: What questions do I avoid early in the interview process?

20 Job Search Answers You Need To Know | #7 What is the purpose of the interview?

A: To get an offer

The lesson here is short and sweet (unlike the preponderance of my posts). Our next milestone is the offer and all our actions are driving to that. Therefore - don’t rush ahead and start the forthcoming milestone (negotiation) with the first question of the first interview.

Coming up

Since we’ve now entered game day of the process (and in these times – you’ve actually scored a sit down), separate posts on interview preparation, topics to avoid in the first round, questions I should ask the interviewer, phone (and now video) screens and some brief thoughts on negotiation are headed to an RSS Reader near you.

20 Job Search Answers You Need To Know | #6 What should be in a resume?

A: Why what you did mattered. 
Note: The judges would also have accepted smart and get stuff done to advance to the bonus round of our game.

Here’s a few of my favorite rants on the topics covering questions I have answered over the years when in comes to resumes:

1. Don’t make me guess what you did

The first rule of a resume is to not make it an Easter Egg hunt for the hiring manager. As a hiring manger, I don’t want to do the math for you. If you are applying (for example) for a project management job, it might be nice if one or both of those words would appear on the front page of your resume (even better if they were side by side at least once). If I can’t tell why you’re qualified for the job in the first ten seconds, I am not going to take even another single second to try and figure it out.  Game over.

That’s why (in addition to the cover letter – since they often get separated) a career or skills summary atop the resume is usually a good idea (and helps set the stage for the rest of your resume). From the first paragraph, the hiring manager should have a mental picture in their head of who you are and what makes you special (and hopefully that does not involve orange hair and big, red floppy shoes).

2. Your Objective is less important to me

One of the most (misguided) resume debates is: Should I have an Objective on my resume? Yes – but we already covered that. Your object is to get an interview. Putting that on a resume would be tacky. This stolid vestigial resume remnant has no place in a post-Eisenhower world.

If you start your resume with (something like) I am looking for a management position where I can effectively utilize my expertise in human resources and project management, and staff recruitment and retention I would say to you go start your own company.

3. Smart and get stuff done

I sound like a broken record on this point. I first nicked smart and get stuff done from Joel On Software for 5 Traits of a Virtuoso BA | Trait #2: Smart, Get Stuff Done.  Again -smart is great. Always hire smart. But I need to be able to see that you can get stuff done or you’ll just frustrate the bejesus out of everyone else (including me).

4. Don’t make me guess why I should give a rip about what you did

I know you spent the last two years of your life working on the MYPPS project (which was a replacement for DITT³ platform). However – with just that description, I don’t know if you developed the next generation ERP platform, the everlasting gobstopper or you’ve just come down with a new-fangled STD.

I know everyone else in Morning Glow, Texas knows that BBSCo is the town’s biggest employer [okay – I made up the company name but the town is real] – but the 308 Million other people in the US (including me) have never heard of it.  So explain what you did (and what the company you did it at did).

Further – I don’t want your job description or a list of your daily tasks (since that’s kind of the same).  I want metrics (and juicy ones at that). 

Resume metrics sound like this:

• I increased sales of x% in a $x revenue company
• Achieved inventory reduction goal of x% in the first three months resulting in $xx,xxx,xxx in additional available cash flow
• Automated billing process resulting in reduction of x FTEs year over year resulting in a saving of $xxx,xxx annually
• Reduced employee attrition by x% in a xx,xxxx employee firm by giving everyone free pop-tarts on their birthday

Not only do these pop out of the resume – they also are great hooks for you during the interview (should you hopefully get that far).

But be careful. You’ll need to answer for the numbers and exaggerated delusions of grandeur that you used:

• If sales did increase 10% - you need to explain what you did to make it happen (and did you sustain it).
• If you use precise figures (e.g. reduced annual operating budget by $2,094.21) – be prepared to show your math, Professor.

5. Words matter

I saved this for last – because a lot of people think I whine to much about this. And yes – content matters over style. But I think your resume should have power verbs lightly sprinkled throughout.

But lighten up Francis – don’t go crazy and use 348 of them in one resume (as to make you sound stilted and stolid). But done with moderation and without repetition – it can add some muscle to the page.

On the flip side, avoid passive words/phrases like acted as (where you in a play?) and participated in (did you get coffee for the group that did the actual work?).

Up Next: What is the purpose of the interview?

Disclaimer: As with all job search advice you receive (from here or elsewhere), results may vary – use at your own risk. You must be the captain of your own career. The last thing I say to all my career coach clients is “ignore what you want, use what make sense to you – and if something works for you – pass it on”.