Interview Tips Archives - Page 2 of 4

15Jul

2013

Interview Best Practices: First impressions to hire GREAT talent

First Impressions – are you interviewing with a GREAT employer

I have focused most of the thoughts in this blog on interview best practices for job seekers and advice to get offers of employment, but I also want to encourage and develop employers to better understand how they can recruit, hire and retain top talent. Truth be told, there is not a surplus of GREAT manager candidates in our industry and we are starting to see separation from those GREAT employers who are intentional about selecting GREAT managers and those that will settle for the GOOD managers. The outcomes for the employers who can find, recruit , hire and retain those GREAT managers is obvious. These employers are becoming the leaders in the industry while others are just sustaining.

While working with many employers, one development opportunity that we see as integral for the recruitment of GREAT Managers is developing interview best practices. One interview best practice for employers is to be intentional about creating a great first impression for candidates. It is said that a hiring decision is usually made in the first 5 minutes of an interview and I believe the same goes for top talent decided if an employer is GREAT. If a hiring manager is able to well develop rapport within the first part of the interview process, the candidate is much more likely to want to work for that employer. The GREAT employers we work with get this and go to great lengths to ensure their professionalism, courtesy and communication is impeccable from the start. We are in the people business and those employers that understand how to treat people to make them really love their brand are gaining a great competitive advantage, maximizing the opportunity to make GREAT hires and increase profitability through best leveraging their human capital. KUDOS to our clients for being GREAT employers!

If you are an employer, a hiring manager or aspire to be one, please chime in and let us know how you set the stage to recruit and hire GREAT talent. We want to all learn from each other’s interview best practices to redefine and develop on how to best handle hiring trends.

25Sep

2012

Interview Tips

Say What? Let’s Talk about Your Unprofessional Voicemail Instructions!

Why Do You Have Unprofessional Voicemail Instructions?

Right now, if a recruiter or hiring manager were to dial your phone number and be instructed to leave you a voicemail, what would be heard? If you are using any one of these examples below, let’s talk about it:

“Hey, you know what to do!” BEEP
“I’m not at home right now, but…(321 words later).” BEEP
Loud Music Only; (heavy metal, country, hip-hop, orchestra, etc.) BEEP
Celebrity Voice; “Here’s an Offer You Can’t Refuse – leave me your number, or else!” BEEP
Cartoon Voice; “Helluuuuu, boys and girls! Leave me a message!” BEEP
Multiple Family-Member Voices; “Hi, this is Jen, and this is Matt, and this is…(list continues down through the sounds of the baby gurgling)..” BEEP
“This is Bob, I’m not a slob, I want a job, don’t be a snob; leave a message!” BEEP
Profanity; “#+&$68%@1##” BEEP

When you’re a job seeker, your voicemail instructions must be professional. This goes in conjunction with having a professional email address and answering the phone in a professional manner. This is part of the three-pronged strategy that you need to balance the entire “professional you.” It will take a conscience effort to make sure that you are increasing the odds in your favor, and not being “passed over” simply because of any negative first impressions.

These are two examples of a professional voicemail message:

“Hello. You have reached Sarah at 555.555.5555. I’m sorry that I am missing your call. Please leave me a detailed message, and I’ll be sure to return you call as soon as I can. Thank you.”

“Hello. You have reached 555.555.5555. Your call is important to me, so please leave me a detailed message so I can return your call. Thank you.”

The two main points of your voicemail instruction message is 1) to help the caller confirm that the correct number was dialed, and 2) that they only have to wait just a few seconds to hear the BEEP that will prompt them to leave a voicemail.

Keep it simple, quick, and precise. Pay attention to how your voice will sound to the caller. Are you speaking too fast, too slurred, or too incoherent? Decide on three sentences you will say on your voicemail instruction and practice speaking it until it sounds professional and like a natural speech pattern. Remember: the voicemail instruction isn’t to display how cute or clever you are – the purpose is to invite others to leave a voicemail so you can call them back. If you are hearing more hang-up-clicks when you retrieve your voicemail rather than actual voicemails, then that could be the hint you need to consider why that is happening.

Do you have other professional voicemail instruction ideas that you are using that you would like to share? We’re interested in hearing about them! Comment on this post, or email us at recruitment@agimanagement.com .

TAGS: hiring manager, job seeker, recruiter

18Sep

2012

Interview Tips, Resume Tips

Be Ready and Professional When You are Answering the Phone; TOP FIVE Strategies

Answer the Phone Professionally

Mark’s phone rings. It wakes him up from a cozy deep nap in the middle of the day. He’s not quick-minded yet, but he answers his phone anyway.

Mark: (groggy voice) Hello, uh, hello? Yeah?

Caller: Hello, is this Mark Smith?

Mark: Ah, yeah, it’s me, uh, Mark. Smith, Mark Smith.

Caller: This is Bob Jones with 123HireMe. Is this a good time to talk, or did I catch you at a bad time?

Mark: Uh, no, man. This is a good time. I just woke up, so I’m, uh, hold on a minute…

Caller: Sure.

Mark: (noises, coughing, dog barking in the background) Okay. Who is this again?

Caller: Bob Jones with 123HireMe. I am looking at your resume, and I wanted to talk to you about the opportunity that…

Mark: (interrupting) What? You got my resume?

Caller: Yes. I see that you have experiences in…

Mark: (interrupting again) Where?

Caller: Pardon?

Mark: Where did you get my resume?

Caller: Well, you posted it on GetaJobNow.

Mark: Oh. Man, that was a while ago. Uh, what do you need?

Caller: It sounds like I’ve caught you at an inconvenient time today. I can call you back, if you’d like.

Mark: Well, okay. Or I can call you? Hold on a minute. (more sounds, irritable phone static, mumbling) Just looking for something to write with here. Uh, hold on, okay?

Caller: No rush on that, Mark. I’ll just call you back at a better time.

Mark: Well, if you want.

Caller: Thanks, Mark. Bye now.

Comical, isn’t it? More like a sad comedy, because chances are the Caller will probably not make it a priority to call Mark back any time soon. Mark already made his very first impression when he answered the phone and attempted to communicate. The Caller is left with the assumption that Mark isn’t really a serious job seeker. Of course, Mark could be a very serious job seeker; but if so, Mark would have decided ahead of time to allow the call to go into his voicemail so he could return the call when he was wide awake and ready to talk about a job opportunity.

Anna is out with her friends eating lunch, and her phone rings. She answers it.

Anna: Hello? Shhh… you guys! Hello?

Caller: Is this Anna Sanders?

Anna: Yes, this is Anna. Shhh… hey, you guys… I’m on the phone, be quiet!

Caller: This is Bob Jones with 123HireMe. Is this a good time to talk a little bit about your resume?

Anna: Yes, it is! I’m just eating lunch with my friends. Go ahead.

Caller: Sounds like you’re busy. I’d like to call you back if I could.

Anna: No, no, no. It’s fine. Go ahead. Shh… give me a pen, somebody! (sounds of giggles and more sushing from Anna’s friends)

Caller: Okay. Your resume indicates that you’re interested in…

Anna: (interrupts) I didn’t hear you. Can you repeat that? Hello, are you there?

Caller: Yes, I’m here. Anna, I think I’ll call you back.

Anna: No, really, go ahead. I can hear you now.

What do you think the Caller did next? Speak louder? Speak slower? Unintentionally hit the call-end button? If you were the Caller, what would be your first impression of Anna?

Take to heart this wisdom nugget: When you are a serious job seeker, it is vital that you answer your phone from a recruiter or potential hiring manager when you are in the best situation possible to communicate effectively. You cannot do that when you are suddenly awakened, when the dog is barking or the baby is crying, when you are driving, or when you are in a very noisy place. It’s best to decide ahead of time to allow such important calls to go into your voicemail and not risk making a bad first impression. It is a gamble to answer the phone when something is competing for your complete attention. The Caller can tell if you are “connected” to the conversation or not. Of course, if you are qualified enough for that job and the Caller really wants to talk to you no matter what, it’s your decision if you are willing to roll the dice and answer regardless of where you are or what you are doing.

Consider doing these TOP FIVE strategies as you plan to make your first impression over the phone with your potential new boss:

Make it Rule #1 that you will not answer the phone unless you are in a quiet and stress-free place, and let your family/friends understand that too.
Only answer the phone if you have a solid ten minutes to devote to a surprise unexpected phone interview opportunity.
Answer the phone if you are ready to talk about your job-search goals and what you included in your resume.
If you are in the middle of a bad mood or in the car driving, let the call go into voicemail.
If you are eating with family or friends, excuse yourself to a quiet area before you answer the phone.

Remember: Rewind is NOT an option! You might be given the chance for a Start-Over, but why risk that in the event that you aren’t?

Need some help in this area? We can help you! Email us at recruitment@agimanagement.com with your questions, and we’ll be happy to help you find a solution!

TAGS: hiring manager, Interview, recruiter

06Aug

2012

Interview Tips

What Does it Mean to be the “Best-Fit” for the Job?

Determining Your Best-Fit Job

Once a Hiring Manager selects your resume from among the hundreds or thousands of applicants, conducts a phone interview with you, then invites you to a face-to-face meeting to talk about the job, sometimes your excitement begins to wane when you realize that each next step will either be a chance to make it or break it. Why is all of this necessary when your education, credentials, and job criteria have already been met successfully? You are told that they want to find the best fit for the job. Okay, you agree with that – but what exactly does it mean in their eyes?

Perhaps if we put the best-fit concept within the same mindset that we use when we look for the appropriate pair of shoes, we might gain a deeper understanding of how Hiring Managers view it. After all, one pair of shoes will not suffice for all occasions and purposes. This is why closets overflow with them! We have several pairs because sometimes we dress up, sometimes we play sports, and sometimes we lounge.

Let’s say you need a pair of shoes for a camping vacation. As you walk into the shoe store, you see the large variety of footwear from which you will make your selection. Does the campground environment call for a pair of flip-flops, tennis shoes, or high-heels? If you plan on hiking, will a pair of rain boots be adequate? What about a fuzzy pair of slippers or flat loafers? Why not just go without shoes altogether and go barefoot? If some of these suggestions caused a little chuckle, then that means you are beginning to relate to the verbiage best-fit in a work environment. While we do admit that you can take along more than one type of footwear on a camping trip, we stand by the point that there is basically one specific type of shoe that will work the best in a rugged setting; and that is the hiking boot. Why? It’s because hiking boots support and protect the feet and ankles on uneven terrain, serve as a barrier between you and biting insects, scratchy and poisonous foliage, and surprised snake strikes. Of course, if you are sitting around the campfire, you can change into footwear that is more comfortable; however, for the main purpose of the camping trip, the hiking boot will support you for the majority of each day’s activities.

Hiring Managers want to find the best-fit employee for their company culture. Culture is the thing that is felt when you are there in the physical environment, how people treat each other, and the manner in which the workflow is done. The company culture can be very quiet and slow-paced, very loud and fast-paced, very serious and structured, or very relaxed and non-structured. This is a very short list, as there are countless combinations of elements to company cultures. Each company has its very own uniqueness. Actually, a large corporation could have its company culture defined; yet one location of that corporation can vary from another simply because personalities are distinctively different at every location.

At the stage when you will be evaluated as to whether or not you will be the best-fit for the job, Hiring Managers want to observe and determine if you can become part of their company’s dynamics. If you are very shy and reserved, will you feel comfortable around very strong personalities? If you are on the opposite end of that scale, will your overbearing tendencies be welcomed by the majority of very quiet employees? If the company culture enforces strict policies and regulations, but you are the type of person who needs to be more creative and daring, will you find satisfaction or frustration at the company? If the company is looking for an innovator, and you cannot tell the Hiring Manager about even one way that your idea made an improvement to a process, what will they conclude?

The only way that you can prove you are the best-fit for the company is to show up in-person and be yourself. Hiring Managers already know the kind of employee they need, and they want to see if you are that exact person that will be right for the job. Just like in the footwear examples, if they need hiking boots, they know that slippers will not do the job. If they want flip-flops, they know that high-heels will cause issues that they don’t want.

It’s true that we all want to be the best-fit for the job; but the reality is that we cannot be the best-fit for every job. In the event that you are not selected, you should not take it as personal rejection, but rather, they found another pair of footwear that fits better than you did at this exact point in time. Take it in stride and know that you are the best-fit somewhere – finding it is the challenge.

Image Source: www.freedigitalphotos.net

TAGS: hiring manager, job seeker

30Jul

2012

Interview Tips, Management Tips, Resume Tips

Keep an Eye on Your Online Reputation – You Have One Whether You Realize This or Not

Yes, You Have an Online Reputation!

Are you aware that Hiring Managers are learning about you through your online-presence reputation? Is your online activity conducted in a responsible way that does not smear your professional credentials, education, or personal values? Do you feel comfortable about what they will find if your name is searched on the internet? If you are raising an eyebrow, then it’s likely that you need to read further!

When you are involved as a participant in social media networking outlets such as Facebook, LinkedIn, Google+, and Twitter, you are creating an online reputation that is easily searchable. It can be a positive additional tool that reinforces your effective communication skills, knowledge base, and overview of your general attitude. But on the flip-side of that, your online reputation could direct others to believe that you are insensitive, indignant, and/or irresponsible. If you were a Hiring Manager, what side would you prefer to see? Just as your real-world reputation matters, so does your virtual online reputation count as being an indicator of the type of employee you currently are or could become.

To be able to fairly judge your own online presence, let’s walk through this list of five online reputation guideposts. Afterward, you’ll be better equipped to evaluate how you are viewed online:

Type your name (in its various forms) into more than one search engine and see what results you find. Read about yourself. What kinds of images are attached to your name? Do you appear to be a positive or a negative person based on your social media comments? Are you helpful to others, or hurtful to others in your posts?
Google-Alert your name so you can be emailed about others who are writing about you or using your image via the internet. While you may think that certain things are in your control because you authored them, others can forward them to others without your knowledge. For example, Facebook has a feature where your friends can “tag” your picture and share with others. Your permission is not needed for this, which means that if your fiend Bill sent a picture of your to his friend Bob, then Bob can “tag” that picture with your name on it and pass it around to Jack, Sara, and who-knows-who-else. Your name can be connected to an unfavorable image and passed along where the distribution grows exponentially: 2 x 2 = 4, 4 x 4 = 16, 16 x 16 = 256, 256 x 256 = 65,536, etc. That’s how “viral” happens. This is a good idea when you want this to occur – but when you don’t, it can become a nightmare! Years from now, you might still be judged by what you did last night when Bill took your picture and… (start reading again from the word “Bill”).
Mention your personal values and beliefs in a way that uplifts others without insulting or offending those who see things differently. Avoid cyber-bullying for your own job-seeking sake!
Be the “authentic you” rather than an imposter. If the online-you speaks Shakespearian, but the in-person-you doesn’t know one fact about Shakespeare, then the phony-you is revealed. Interviewers are very good at pulling back the curtain to see who is really there.
Healthy debates are welcomed; but if your online postings ignite agitation and aggression in others, your potential new boss can discern between the occasional playing as the devil’s advocate and unnecessarily causing anxieties.

Start from this point forward to be more mindful about how you appear online. Incorporate the things that will present a more polished online presence, and stop doing the things that are damaging your reputation. Hiring Managers are using your online presence as a factor when considering you for employment, so take charge before you are misjudged by what you say and do online.

If you have a concern about your online reputation and need to repair it, there are several tools and services that can empower you to change some of the negative aspects that have become part of the online-you. Go to a web browser and search for help. These two strings of keywords will launch you in the right direction: “online reputation management services,” and “online presence management.”

Image Source: www.freedigitalphotos.com

TAGS: hiring manager, job seeker

CATEGORY ARCHIVES

INTERVIEW TIPS

Interview Best Practices: First impressions to hire GREAT talent

Say What? Let’s Talk about Your Unprofessional Voicemail Instructions!

Why Do You Have Unprofessional Voicemail Instructions?

Be Ready and Professional When You are Answering the Phone; TOP FIVE Strategies

Answer the Phone Professionally

What Does it Mean to be the “Best-Fit” for the Job?

Determining Your Best-Fit Job

Keep an Eye on Your Online Reputation – You Have One Whether You Realize This or Not

Yes, You Have an Online Reputation!