How to Get a Job When Times Are Tough

I think this is pretty funny. Job searches are hard and can be discouraging. Maybe Pepsi can help us laugh again.

Quick Interview Tips

#1) Prepare a 1-2 minute statement about yourself to answer the initial "Tell me about yourself question."
Too many interviewers think they can wing this question, when in actuality, it can be one of the most challenging questions to answer. Keep it relevant. We don't want to know about your last scuba trip, how you are "such a people person, I just love people!" or how you worked job 1, job 2, job 3, job 4, . . . "So yeah, that's me!" Instead, remember that anything you tell about yourself should be purposeful. I recommend adding a personal/memorable touch to your professional background by relating your background, where you are now, and why you are a good fit/interested in this position.

#2)Be specific and give examples that demonstrate results for each question.
Everyone says they are hardworking. SHOW, don't just tell them you are hardworking. Instead, paint a picture about a specific time you demonstrated that ability. Give examples even on questions that do not specifically ask for one. Show results, show how you have performed in the past. Make it clear to the employer that you will obviously offer similar performance for them if given the opportunity. Help them see the connection of "What's in it for me if I hire this person?"

#3)Pause and think before you answer questions.
Too many individuals think that silence is awkward and fill in the gaps with less than desirable alternatives. Replacing, "um, uh, hmm, well" with a 5-10 second pause can actually add credibility and will also give you time to think about a solid answer. This also helps reduce rambling and fillers.

#4) Don't leave the "What is your greatest weakness?" question for the fly.
Prepare to discuss your weakness for every interview. Leaving it for a quick thinking response is risky as many people do not realize the liabilities they suggest about themselves. Even something that sounds innocent on the spot may in fact draw the red flag from an employer. While it is important to be honest, many people are a little too honest and choose their worst weaknesses, "I talk too much instead of doing my job." "I pretend to listen, but then do my own thing anyway." "I am always late."
Also avoid cliches. According to most interviews I have conducted, at least 90% of the population are perfectionists. It's simply not true; it's insincere; and it's overdone. Use something unique or something that requires some sincere thought.

#5)"Why should we hire you" is the most important question.
SHOW why they should hire you. Offer results, bold statements. Make it clear what is in it for them. Do not simply tell them a long list about how you are "hardworking, love people, and dependable." Guess what? Everyone is saying those same things. Instead, tell them about your passion to make an impact; or the difference you made for your last employer and how clearly you will offer a similar result. Make it memorable so when they are discussing the candidates they will remember you. Lists are not memorable.

#6) Prepare questions to ask.
Asking questions shows interest in the position and company, as well as preparation. Avoid salary and benefit questions--let them bring it up. Salary will never be a surprise when you are hired. Ask questions that show you would like to see how you would fit into the company. Ask questions that help you determine if you would actually want the job. Ask questions that reflect knowledge of the company and its objectives.

#7)Send a thank you note.
Send a thank you note as soon as possible to all members of the committee. Use this as an opportunity to reiterate your strengths and interest in the company/position.

*Oh, and be sure to always go with the suit! Better to be safe than sorry. I know hiring managers who refuse to hire anyone who does not wear one. Being overdressed is the safer possibility--it shows professionalism, pride, interest and respect.

What if you never hear back from an employer?

I received the following email from a client:

"I interviewed with them on the [date]. Employer 1 who was supposed
to interview me couldnt make it, so I interviewed with a guy named
Employer 2. He said he would get back to me by Thursday. On Friday I
sent an email to Employer 1. The following Tuesday, I called to talk to
Employer 1 but he was out at their other facility. I asked if I could talk
to Employer 2 but the secretary said that for hiring inquiries, it would
be better to talk to Employer 3. She had left for the day so I was
transfered to her voice mail. I left her a brief message explaining
what was going on and my call back number. She never called me back.
Its been over two weeks and I havent heard anything from anyone. I
thought I had a pretty good interview. What should I do?"

Interviews create a lot of anxiety, especially when it is for a position one really wants. Waiting to hear back can be excruciating, much like the way I remember feeling after taking the ACT or GRE. After all that effort, you want to know the results right away, not sit at home and wait for the answer to finally arrive, wondering if your assumptions of your performance were at all accurate.

This client approached this situation with maturity and confidence. Contacting the employer the day after the agreed upon follow-up date was completely appropriate. It demonstrated proactivity and continued interest in the position. It is common for companies to become unexpectedly busy, so this client's persistence was a good refresher for the company about this individual's candidacy.

In speaking to a colleague about this situation, she suggested the following,

"This is not that unheard of in busy companies.

If the location where he interviewed is close, he should
1. walk in again with a thank you letter for the person who interviewed him and

2. at the front desk he should request an appointment with the person who will be making the hiring decision. This is not making a nuisance of himself...it is being proactive and professional. He should follow up until he is actually turned down if he really wants this position.

3. If he could make some business cards with his EVP [Employment Value Proposition--why he is the best candidate/what he will do for the company] on it that would be effective and put one in the thank you letter for the interviewer and mail one to the person who makes the hiring decision inside a follow up letter. He should make it clear in the card and in the letter how he can help this busy company -come across as the answer to their concerns.

Professional persistence is 9/10 of the game."

Thanks Sue for the great advice!

"Tell Me About Yourself"

I think I have briefly discussed this point earlier, but as I continually see such lack of preparation and professionalism in regard to this question, I'd like to emphasize it again.

One interview question that can essentially be found in every interview in one form or another is the "Tell me about yourself" question. Because it is the opening of nearly every interview, I am constantly amazed at the lack of preparation and especially the surprise people seem to have when I ask them this standard question. Most people seem to think they can wing it, but in reality, this is one of the most difficult questions as there are so many things someone could say about themself. Most of the time it turns into a directionless ramble.

Some recent examples I've encountered (many on a regular basis):

"Hmm. About myself. . . What would you like to know?"
In the employer's shoes, it is pretty perplexing and annoying to receive this answer. No, an employer does not want to know about your waterskiing successes and that you are a fun-loving individual. This is not a time for a biography. We want to know why you are here; why we are bothering with this interaction in the first place. We want to know your background and credentials.

"Well, I am just a happy, outgoing, bubbly person that just loves to be around people! I just love people!"
This answer is incredibly cliche and almost juvenile. When I received this response the other day, I wanted to roll my eyes--it was just a little too high school cheerleader. Plus, I'd rather figure out that you are a happy, outgoing, bubbly person on my own, through your behavior. You shouldn't have to tell me.

"I am 19 years old. . .married. . .2 kids. . . divorced. . . on welfare. . ."
Remember that this question is still part of the first impression. Plus, age, race, family status, etc. are protected--an employer cannot ask those questions so they cannot use that information against you. When you offer that information voluntarily you may be potentially emphasizing what an employer may see as a liability (i.e. having a baby and leaving; you are too young to be professional; you are so old you will retire soon, etc.).

"I grew up in . . . I like to do this. . . I worked here. . . I worked there. . . I worked somewhere else. . . I worked another place. . . and, uh, yeah. . ."
While this question should focus on background and experience, it should not be a vague list of all the jobs you have ever had or a ramble about your life. Be purposeful and effective.

Instead, one should prepare a 1-2 minute statement, essentially a sales-pitch of themself. It should be to the point, purposeful, and highlight the reasons why the employer should want to continue the interview. It should highlight professional qualifications and experiences, but also show a little bit of personality.

One strategy I have found effective is to 1)talk about your background; 2) discuss where you are now; and 3) how you this new position incorporates into where you want to go.

For example:

"As a sociology student in college, I realized I did not want to spend my time at a computer compiling statistics and surveys, so I began considering my other options. I remembered my high school counselor, the lack of direction and even the discouragement she offered me by telling me that I wasn't smart enough for this class or that college. I wondered, what ever happened to those other kids--the ones that didn't have a supportive family or realize their own potential? I realized I could do so much better with that position--I could help those that didn't have the help elsewhere. So after graduation, I worked as a counselor at a treatment facility with delinquent youth, where I could practice my counseling skills and help young kids see their potential. After nearly two years, I enrolled in graduate school at the University of North Carolina at Chapel Hill and studied school counseling.

While there I had an internship in two different high schools. I began to see a deficit in career planning. Many of my graduating students had no idea what they were doing after high school. They had no plans, they lacked direction, they were confused. I worried they would simply find the first job that came along and inevitably be stuck in a low-paying, directionless job. Career development became my passion and I sought to improve their preparation. I developed a 3 session classroom guidance unit and delivered over 55 class sessions--a feat my classmates and professors said was unheard of because teachers "didn't have time" to let counselors take up their valuable class time.

When I saw this position as a career counselor, I knew this was the perfect match for me. I am excited to apply my passion for career development to older clients and have one last chance to make up the deficit many students experience throughout their teenage and young adult lives. I am confident my experience in behavior-based modification and counseling is just what you are looking for. . ."

This script is not perfect, but I think it is memorable, personal, and genuine. Moreover, it highlights background and experience without superficially and vaguely listing past experiences. Plus, it is purposeful and relevant.

Common Sense: Arrive on Time!

I had a scheduled mock interview today. After waiting 30 minutes, my client finally called to let me know he was almost there and ready to begin the interview. To keep the situation real, I instructed him not to bother making the appointment as I would not seriously consider hiring him. And, with my completely booked day, I simply did not have time to squeeze him into our remaining time.

A little instruction on what should be considered common sense:

• Arrive on-time to interviews (some say if you are not 5 minutes early, you are already late)
• If circumstances prevent you from arriving on time (and the circumstances should be more legitimate than sleeping in or forgetting to put gas in your car), call AHEAD of time
• Leave earlier than you normally would, account for possible traffic delays/parking, and consider finding the location the day before so you do not get lost

"I'll Pass"

During a mock interview the other day, I asked a question my client apparently had no answer for. Rather than take a moment to think about a relevant example, she simply replied, "I'll pass on that question."

I wonder if she has enough common sense to avoid that mistake in a real interview. If I were a real employer, "I'd pass" on hiring her.

The Power of the Handshake

I don't think we actively consider the power of a handshake until we encounter a really bad one. Perhaps it is the one that crushes every bone, the handshake as limp as a dead fish, the one that nearly vibrates our arm off, or the sweaty palm; each is equally uncomfortable and distasteful. In the career world, a strong handshake is vital. The handshake is a bigger deal than it seems like it should be because it is a symbol. A symbol of friendship and acquaintance, a symbol of assertiveness and confidence, essentially, a symbol of power and maturity.

In my experiences, I remember two types of handshakes: the strong, confident ones and the weak handshakes. The handshake is particularly important in networking and interviewing, especially as it is usually an accomplice to one's first impression. How do you want to be remembered? Strong, confident, and competent? Or wimpy, weak, and mousy? It seems like women are particularly uncomfortable with using a strong handshake. This is perhaps a reflection of social norms encouraging women to exude humility and avoid situations of power. However, a strong handshake is an important tool in asserting competence and the general ability to "make it with the boys." Already often considered the "weaker sex," women can make a confident statement about their ability to compete by demonstrating their comfort with using a strong, assertive handshake.

I always assumed the handshake as both a greeting and a farewell was a social norm, and thus a given. However, just last week I encountered a perplexing situation where this was apparently not so. At the conclusion of an interview, our committee arouse, hands extended for the customary "Thank you for the opportunity, it was nice to meet you" handshake. But rather than engage in our formal farewell, the individual simply gathered her belongings and rushed out the door. Let me just say her chances for the position were completely destroyed at that point.

Take a look at the Top Ten Bad Handshakes and see if your handshake is on the list:

http://www.wikijob.co.uk/wiki/Top_ten:_bad_handshakes

Red Flag

I looked over a resume today that from the start looked great. PhD, a lot of relevant experience. However, within 15 seconds I knew that if I were hiring, I would never seriously consider this candidate. Rather than relate skills and qualifications under this person's most recent position, there was a long paragraph relating the reason why this person was looking for another job. This was an entire paragraph summarizing the "injustices" of the current position and the wretchedness of the employer.

Unlike a real employer, I continued reading and found similar reasons for leaving previous positions--things like being unappreciated, working for jerks, being unfairly fired, etc.

It may be true that any logical and reasonable person would agree with how horrible these situations and bosses were, but instead of empathizing with this individual, I saw an unprofessional, tactless "victim" and not a resilient problem solver with interpersonal skills and good judgment.

As a general rule--NEVER badmouth a former employer. It can backfire and cause potential employers to wonder about your own track record, perceptions, and potential to mudsling them. It is always classy and professional to take the upper hand and show respect to former employers, no matter how awful they were.

If you need ideas on how to appropriately approach questions about former negative work environments or employers, please contact me.

Illegal Interview Questions

I was furious when one of my friends told me about her latest job interview. These are the questions (and the ONLY questions) the interviewer asked her:

1. "Are you married? How long have you been married? Well, that means you are going to have a baby soon and we don't want someone who will be leaving."

2. "Well, what does your husband do, we need to know he has a stable job and will not relocate in the near future."

She did not get the job.

Both of these questions were illegal, especially as most people would guess she did not get a job offer because she was a young (mid-20s) newlywed. My friend chose to answer the questions honestly, although she sensed the intentions may not have been appropriate. Thus, it is important for individuals to understand their rights before entering interviewing situations.

The following personal information is protected and should not be discussed as part of an interview:
Age
Race/Color/Ethnicity
Sex
Religion
National Origin/Birthplace
Disability
Marital/Family Status

One important thing to recognize about illegal interview questions is that they often occur out of ignorance, rather than malicious prejudice. Often questions have innocent intentions. The following examples are from collegegrad.com

http://www.collegegrad.com/ezine/23illega.shtml

Questions related to location of birthplace, nationality, ancestry, or descent of applicant, applicant's spouse, or parents.
Example: Pasquale--Is that a Spanish name?
Questions related to your sex or marital status.
Example: Is that your maiden name?
Questions related to race or color.
Example: Are you considered to be part of a minority group?
Questions related to religion or religious days observed.
Example: Does your religion prevent you from working weekends or holidays?
Questions related to physical disabilities or handicaps.
Example: Do you have any use of your legs at all?
Questions related to health or medical history.
Example: Do you have any pre-existing health conditions?
Questions related to pregnancy, birth control, and child care.
Example: Are you planning on having children?

Answering illegal questions is up to the judgment of the interviewee, especially as one determines how interested he/she still is in the position and the intent of the interviewer. Often, I recommend the strategy of bi-passing the illegal question's direct answer and answering the intent of the question.

Examples:

Q: Do you plan on having children soon?
A: "My personal life has little to do with my capacity to fulfill the requirements of this position."

Q: You look so young! How old are you?
A: "I assure you, my experience and education qualify me for this position."

For more information on how to appropriately handle illegal interview questions, see the article on monster.

http://career-advice.monster.com/job-interview-practice/Questions-They-Shouldnt-Ask/home.aspx

Mock Interviews

I have conducted approximately 15-20 mock interviews within the past week. I always find it interesting to see the different approaches people take to present themselves. I am often shocked by some individuals' lack of appropriate self-disclosure and lack of judgment. While I admire honesty, sometimes you wonder why people say things that completely discredit themselves.

Examples:
Q: Why should we hire you instead of our other options?
A: "I don't know."

If you do not know why you are qualified for a position, or even if you cannot vocalize why, stop wasting everyone's time! If you cannot believe and express why you should be hired, why should perfect strangers have confidence in you?

Q: Describe one of your greatest weaknesses.
A: "I am a perfectionist. . ."

Although this may not seem like a faux paux, it is terribly overdone and definitely not genuine! Sure, the philosophy seems to be, "Hey, who can blame me for being a perfectionist!" But when 80% of the people interviewed say this trait, I'll definitely hold it against you for lack of creativity and a lack of sincerity. Plus, I simply don't believe you--I have yet to find a workplace where 80% of the workers struggle to control their perfectionistic tendencies.

Q: Tell me about yourself.
A: "I am 21 years old and married. . .I am 55 years old. . . I am a single mom with 2 children at home. . ."

Your age and family status may be incredibly relevant to your personal identity. However, if the interviewer were to ask these question, it would be illegal. And there is a sound reason to that--unfortunately there are people who may make their decision not to hire you based on your age, marital status, whether you have children, race, etc. It seems like many of these questions are unfortunately more destructive to women, as some employers see married women as liabilities. After all, a women could get pregnant and quit or be uncommitted if there are children at home. As for older candidates, if the interview is face-to-face it will be no secret that you are older, but don't spell it out. Instead, focus on experience and if you have to, maturity. Same goes for younger candidates who may lack credibility depending on how young they really look.