Sunday 31 August 2008

Do I need a cover letter for a McJob?

Nick asks: I was going to write a cover letter for a part-time job at a coffee shop. But then I realized that they probably don't care. Thoughts?

In answer:
Personally, I would drop the CV/Resume and just send a well written Cover Letter.

Imagine you are the coffee shop manager, and from your morning post you open two applications: one includes just a well written two page CV/Resume, which you have to pick the skills out of; the other is a well written one page Cover Letter which addresses the skills requirements, and looks forward for hearing form you to answer any further questions. Which one makes it easier to find the skills, and then pick up the phone to call them?

The purpose of any job application is to get the organisation to pick up the phone and contact you. Your only question - without lying in the process - is which method for a particular application is more likely to make that phone call happen?

Good Luck!

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Should you embolden the important points on a cover letter?

Greg asks: Should I embolden the important points on my cover letter where they relate to the required skills of the job advertisement?

In answer:
The style guru's have two answers to this:

YES - because it shows you have the required skills

NO - because its looks stylisticly awful, and suggests you think the person reading the letter can't pick out these issues

I'll come at this from the angle of - its depends! It is a far, far more accepted practise in North America, where the natural level of sales pressure and resultant acceptance is far higher. In Europe and the Far East, it is far less acceptable.

I therefore suggest that obvious cases for using this style choice would be sales, marketing and artistic posts; cases where this approach should not be used would include all executive, accounting, administration and all government posts. In between, depends where you are and what you are applying for, but it tends to suggest to the reader that you are a pushing/sales based personality.

Good Luck!

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Wednesday 27 August 2008

Job I interviewed for still unfilled, best approach for follow up?

Melissa asks: I interviewed for a position in June (its now August), and did not hear anything. While browsing the company website I see that the position in still posted on their website as unfilled. I realize that there’s a chance that the site was not updated. What is the best way to approach to show that I’m still interested?

In answer:
There could be a whole bunch of internal issues as to why the post is not yet filled, from budget cuts to just a plain and simple external benchmarking exercise.

But in this case, lets just focus on you. Did you hear anything in follow up to your interview, or did you follow-up and then chase the contact (be that HR or a recruiter), for feedback?

Some time has passed now, so lets safely assume you didn't get the job - the only reason to follow up is hence for interview feedback. Write them a nice simple letter, saying that you assume you didn't get the position, but would appreciate as you have not heard from them feedback on both the skill set who did fill the post, and interview feedback for you. That way, if the position is filled, you know who and why - and if not, the possibility exists that you could still be offered another post with that company.

It is always best to follow up post an interview within a week, not by telephone but by letter or eMail. Always say thank you and ask for interview feedback, as that it is neutral and communicative ground for both parties.

Good Luck!

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Tuesday 26 August 2008

What do you think of a CV/Resume that omits graduation and other dates?

Robert asks: What do you think of a resume that omits graduation and other dates? I received an e-mail from someone at a job web site in response to their offer of a free resume critique. One of the things it said was that if you graduated college more than 10 years go you should admit the year. Recruiters and HR People: What do you think of a resume that omits the graduation dates? Similarly, if you are dropping the year of graduation, will it make any difference if you have the dates of employment or indeed, any other dates? I would appreciate hearing your thoughts.

In answer:
The first thing a CV/Resume should answer is - do you have the skills and experience to reach and exceed the job specification? Hence, the fact you have the right base degree counts more than the date you graduated - and the delivered experience since counts more than both of those.

In many countries now, legally there is no need for applicants to include or employers to specifically request certain information, including dates, as they are considered discriminatory to some extent - date of birth, graduation, etc. However, leaving them out and counting a statement which includes a 20+ career comment means they are not that hard to figure out - plus most corporates will at some point use a checking service, so it will come out at some point.

Personally, its up to you - there is no right or wrong generic answer, just what's right for you. If you can show career development with a second degree or more qualifications in a managed career path, then why not - if it happened 20years ago, and you have done little since, best not to.

Good Luck!

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How can I pass a six month review evaluation on my new job?

Pamela asks: How can I ace a six month review evaluation on my new job?

In answer:
By starting six months ago with an agreed set of conditions, skills and targets, which over the past six months at each monthly review you have brought up and agreed progress/or not against.

Any professional manager/reviewer worth their salt - and any of them reviewed by an HR manager - will have been keeping a record of your successes and failures: if they haven't then they need to go on a training course for conducting performance reviews. Therefore, you should also go armed with your own record of your own successes that you can refer to.

In either case, ask for and provide feedback on your performance. Explain how it could be better, or why its great. Get an understanding of the expectations of your supervisor. You want to leave the evaluation with a clear path of where you're going in your current role, but also any potential future position.

Be honest with yourself before entering the evaluation. If you know you've slacked off in an area, bring it up. Expose it so your manager knows you're aware of the "problem" and that you're addressing it. We all can't be perfect in all areas, 100% of the time.

Good Luck!

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Friday 22 August 2008

Why do companies not follow-up after conducting an interview?

Ari asks: Why do companies not follow-up after conducting an interview? I notice a job ad, pitch myself to the employer, am asked to come in to their office for an interview, meet with senior managers, and am told I will receive a follow-up call or email in x number of days. Time passes without a response. I wait another week for good measure and call/email my interviewer or their assistant to inquire and 9 times out of 10 I never receive a response. I can cite numerous examples of this corporate behavior and I don't understand why. If *I* pitch *you* and you respond to me, that indicates I exhibit enough interest to warrant an hour out of your schedule to meet with me. Then you don't respond. I don't get it. On the extreme, I was invited to meet with a firm last year THREE TIMES and was never told the outcome nor was responded to when I asked for a status. Thoughts?

In answer:
Simply, its horribly unprofessional on behalf of the hiring company. Under EU law, there could be a case for legal duress, so most HR managers are on top of this. But in North America and other parts of the world where there is not so much focus on HR and Human Rights law, then such incidents can be common.

A professional would always close out - how ever badly the interview went, and even if it was clearly obvious to all in the room at the time that it was a "Don't call us, we'll call you" opportunity. Plus, a candidate deserves feedback on an interview, and how they can improve/apply more relevantly next time.

I would change your approach in one area, and review your performance in another. Firstly, the way you describe this situation it seems to be happening very often - so if after the stated time period you have heard nothing, go back with "Look, I am assuming I haven't got the position, but would appreciate your feed back on my application and interview performance." That's a far, far softer approach than a "have I got the job or not" question, and would allow even a wholly negative reaction to be delivered.

Secondly, I would review your choice of posts applied for, or your interview performance. Ask a friend before you apply for any new positions to check your application through for errors; if they think its appropriate and OK, then its probably your interview experience which needs a bit of buffing, so again ask a friend who has been a hiring manager to give you a mock interview, or take some training. Once you have learnt the skills, the situation should not repeat.

Good Luck!

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Are you better than your resume?

Steve asks: Are you better than your resume? How do you overcome this as a manager looking to hire or as a candidate trying to get the job? Maybe you've moved around too many times, even though YOU know you have excellent reasons. Maybe your degree is not in Finance, but rather in Art, but you are the best candidate for that wall street job, and you're certainly better that the guy you are competing with that has 10 stable years at the same position and an MBA in Finance. How do you overcome this as a candidate, or as a hiring manager, are you open to looking past this? To clarify, please assume that the candidate has relevant industry experience that is equivalent to a degree in the chosen field.

In answer:
There are three things to fulfilling any job requirement - skills, experience (delivered), and relevancy. So, you could be the best trained Cha-Cha-Cha dancer in the world, with a part time interest in stocks and shares trading which is how you live and made a fortune on; and now as your championship level professional dancing career comes to an end, applying for a full time finance post on Wall Street.

As a Wall Street HR director, would you take that enthusiastic amateur with some skills in the area where your job exists, that are unproven except in his own bank account - versus a 10 year Wall Street veteran with an MBA? Thought so.... which one would you hire if you were a cruise ship director looking for entertainers?

If you can't as a candidate match and answer skills, experience and relevancy, then by any HR director or Recruiter there will be a gap in your skills versus the job description, which they will read as risk. I took a professional sports person as my example here because every HR director and Recruiter loves to meet a world champion, plus they will also tell you that professional sports people come with a wholly ingrained focus and will to win, which makes career changing for them very easy.

If that truly is the candidates chosen path/goal, then I think only two strategies will work. Firstly, apply for the job anyway and after a written submission make a telephone call follow up - its your enthusiasm which will count and sell you. You may not get that job, but may well be offered a lower position on which to prove yourself against the experience track record you presently lack. The second option is to network in the chosen area - both attending meetings, as well as writing and calling the heads of the various companies, saying why you want to work in that field for them.

Career changing is an accepted part of the modern world, but during and for a period of five years after the transition period, there is a price to pay against the skills, experience and relevancy calculation in any hiring organisations mind - simply, close the gap through your focus, enthusiasm and commitment.

Good Luck!

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Thursday 21 August 2008

Can a well written CV and cover letter get you to the interview, independently of experience?

Kevin asks: Can a well written CV and cover letter get you to the interview, independently of your experience? Of course, this depends on the position your applying for, and the experience required for it. I am not suggesting writting anything that is not true, just want to know how important these two elements can be, and how to catch the attention of recruiters. Can you help me out on some tips on structuring a very good CV and cover letter? Should these vary from sector to sector (e.g. financial vs. marketing)? Thank you!

In answer:
In summary: if you don't have the minimum skills required for the post, then NO; if you do have the basic skills to do the job, then YES your chances of being interviewed are substantially increased.

You have to think about the job filling process as a horse show jumping event - even before you apply there are a number of decisions made which effect who can apply, because that's where the business and the manager involved define the required skill set mix and location.

Once you enter the process, if you can't jump the first hurdle - that of the basic skill set to do the job - then no matter how great you are, you won't get the job. A CV/Resume can't take a hospital janitor and make them a heart surgeon!

However, let's assume you have the basic skill set, then getting a third party to position your application against the required ideal person to fulfil the job will create better results. That's partly because its a sales and marketing task, and most find it difficult to sell themselves; and secondly because having jumped through a few such processes before, a CV/Resume writer can better understand what the employer is looking for and meet that hurdle with ease - and add a few "unwritten" requirements as well, with added polish. According to the PARW (Professional Association of Resume Writers), a good professionally written CV/Resume results in 750% more interviews and 79% higher salary offers than those people write themselves.

The key to the initial stages of successful application process - getting the interview - is always firstly defined by meeting the minimum job skills requirement. Once you meet that, focusing your skills and personality/approach against those required by the employer are where the sales and marketing task comes in. When 7/10 applications will end up in the waste bin, most often the focused Cover Letter and the first half page of your CV/Resume will determine of you get a phone call for an initial chat.

There are many internet based resources to do this for you, but the difference a professional CV/Resume writer will bring are shown statistically in getting to interview - after that, its up to you! If in doubt, and you really want a job - employ a professional; that's always what the employer is trying to do.

Good Luck!

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Would you put a link to one of your online profiles on your CV/Resume?

Ben asks: Would you put a link to one of your online professional profiles (eg - LinkedIn), on your CV/Resume? If so how would you do it, if not why not?

In answer:
There are hundreds if not thousands of things to put in your CV/Resume before links to off paper items.

The purpose of a CV/Resume is to get you the interview - period. Hence, once you have created enough interest and momentum for the potential employer to pick up the phone for a chat, THEN and only then is it worth to you adding additional elements like your LinkedIn profile to the discussion to further substantiate claims in a CV/Resume that you take issues like professional development, knowledge and networking seriously, and can show that with real evidence that makes a positive difference.

A LinkedIn profile is not a CV/Resume - it is a professional career summary at best focused on networking with like minded people, and not an initial document to get you an interview.

Here's a thought - what happens if you do make space to put it in? You probably have to leave something else out or use a smaller font. If you leave it out, and focus on answering the "get the interview" skills questions, and hence your CV/Resume makes it past the paper shift - then if they are a member of LinkedIn, they can easily find you, right? Then and only then does it add value.

It is your decision at the end of the day, because its your job application - but the balance of opinion professionally at present is no!

Good Luck!

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Wednesday 20 August 2008

Discrimination or restriction? Five years experience actually required to apply for a job?

Jenny asks: OK, call me a pessimist if you will but a manager position with 5 years experience doing X? I don’t understand – help me understand. I have a couple of friends that have been looking for positions and keep bouncing up against the “…at least 5 years experience….for manager (supervisor of others)…” Is this a way to keep cost down? Are they really looking to hire someone with 5 years experience? If you expect managerial excellence can that be obtained with 5 years experience? I am sorry for the repeat but I can’t get that number out of my head. Let me give it some context. A manager position, senior to project managers with anywhere from 1 to 15 years work experience; not only managing but accountable for results, “…develop and execute strategies, driving analysis and facilitation of well defined requirements as part of product development process, in support of strategic methodology. The Manager will also provide alignment and integration across multiple disciplines (Product Development, Merchants, Product Engineering, TRU Asia …) …” Seriously? 5 years experience? Does anyone else find this strange? Just from a salary perspective, I can see where a 5 year experience base would be preferable to a 15 to 20 year base but do they really expect to attain the results that the position description is requiring? Please, don’t get me wrong, I am NOT belittling anyone’s experience or experience level. I just think that expectations are unrealistic for the required experience level. In my very humble personal experience, I do not think that a 5 year experience base is ENOUGH experience to accomplish and excel at the above requirements of the position. I think it is a salary play. At 5 years experience, I sure thought I had enough and could excel but looking back, there was so much I had not experienced and did not know it could have been career crippling to have had that much responsibility at that early a time frame.

In answer:
I can hear your frustration and I tend to be sympathetic. But this "experience" criteria is being wiped away, particularly in the European Union and now in many other countries, by discriminatory legislation - ie: if you want that amount of experience, the employer has to justify why

Hence there is a slow but rapidly gathering pace by employers away from citing years of experience for positions (where you could get sued for discrimination), and a corresponding move to define the competencies and standards that are needed. The other driver behind this from Governments allowing the legislation through is the falling birth rate, so getting young people through the system quicker is a way of filling the people gaps.

There are certain skills and trades where either without X amount of experience you can not gain the necessary qualifications to undertake that skill; or the company would not get Health and Safety approval to undertake it. In the EU now, these are the only criteria under which sugest "years of experience" criteria can be used in selection.

Previously in the EU countries, and still in many parts of the world, employers asked for a certain number of years of experience as part of the qualifications for a job is designed to insure that an applicant has a certain level of experience that matches what the job requires. The problem is that most hiring managers and HR folks are not real adept at estimating this.

It is not their fault, however. Years of experience do NOT equal competency, no matter how you slice it. Some individuals will pack an immense amount of excellent experience into that five years and someone else will simply pick up a paycheck during the same period.

Here's a thought: if you think you can do the job, and have the necessary and stated qualifications BUT NOT the required years of experience, apply anyway. What have you or your friends got to lose - at minimum you won't get a job you don't have, and at maximum you will get a job you could have been excluded from. Most likely, you will get a job offer as a trainee or direct report to the position, and an agreed training scheme to get the job you applied for.

Good Luck!

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Measuring the desirability of a job applicant by salary history

Ron, an educator, asks: I would like to know why it's done.

I can think of several very good reasons for salary history to be among the most unreliable measures of employee desirability. Here are a few:

- I worked for a start-up and sacrificed salary for a piece of the action. The company went belly up.
- Some people take time off to raise a family.
- Some people take time off to join the Peace Corps, or work on the mission field.
- Some people try a different career, perhaps a lower-paying one, just to see how it is, or to learn something different.

All that tells me that to use salary history as a measurement of increasing employee responsibility, or competence, or whatever, is bordering on the absurd. I liken it to deciding whether someone is ready for college on the basis of SAT scores alone. I can only see salary history working when taken holistically, and I have never before met anyone who reviews potential employees holistically. LOL

So tell me: why is it done? What is to be gained from it?


In answer:
Salary is one item by which employers reward employees for giving them their time and effort. And much present research shows that employee's consider it less of a reason to stay than other more human reward factors - recognition and development, for instance.

Reward and particularly salary hence in its present research view is more inline with Hertzberg's theory, in that its level indicates an "acceptable" level on behalf of the individual, for undertaking a particular job or piece of work. Hence, the examples you give - start-ups, peace corp's, raising a family, etc - can be seen in concept of a whole rewards system to the individual, over a pure salary reward focus.

With regards to a more standard work progression - from one similar job to another, possibly higher or related - then understanding the reasons for a candidates application/moving are important factors in assessing fit. Package reward is one of those factors - that's in both base salary, as well as benefits. For instance, older applicants are often more focused on the pension system and contributions; some applicants having had recent family or close to them health scares are more focused on healthcare.

However, as every Recruiter and HR professional will tell you - often its the base salary which creates the greatest problems in candidate contract signature, and most likely in sales recruits. Those who see themselves as "progressing" will initially look at OTE, but when it comes down to signing the contract most focus and question base salary. Often, the most motivated candidates are those have left their employers within the first three months of employment, having not assessed their own needs. Recruitment is an expensive process, so hence why recruiters and HR professionals will ask and ascertain salary levels before making an offer - plus, why not try and get best value for your company?

Salary is not and should not be seen as a whole solution/test of progression - its better positioned as part of a whole reward and recognition system. Good recruiters and HR professionals will always ask that question, and good candidates will be clear throughout the recruitment process why they are moving, what they seek and what that whole rewards package looks like.

...............................................................................
Good work, man. Thank You Ian!

Ron

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Tuesday 19 August 2008

The five point "why was I rejected" job application test

Are you getting a bit confused as to why you are continually rejected in your job applications?

Do the words “Thank you for your application for the post of…..” now strike a dark cloud across your entire world, let alone the day?

Are you feeling very rejected and upset, and wondering what you can do to change this?

Well, here’s a little and free five point test to understand why:

1. Print out the first page of your CV/Resume – no need for the rest of it
2. Fold it in half along the long side of the A4 sheet of paper. Now tear it in half, so you have two separate pieces of paper for the top and bottom halves
3. Take the advert for the job you are applying for, and using a highlighter pen mark out the key skill requirements – no more than five, if in doubt the first five they list
4. Take the top half of the first page of your CV/Resume (much like the rest of it – no need for the bottom half) and using the advert as a template, find the same five skills in the top half page of your CV/Resume
5. Now see if you can find your name, telephone number and eMail address on the same marked top half

Hint: if you can’t find the skill requirements from the advert, and can’t find your contact details – then that’s why you are being rejected! The fact you also have a cover letter which doesn’t address these points may mean even that half sheet of paper is never seen by anything more than a temp secretary tasked with reviewing a whole pile of similar applicants, to “find those who meet the job’s basic criteria.” Even if the review process is undertaken by me/any other recruiter or a professional HR manager, then if it doesn't pass that test in our minds - rejected.

When as a professional recruiter I point this out to people, they ask why? They think that the more effort they put into page2, highlighting how skilled they are, will always get them the job. NO – sorry! The person who placed the advert has spent at least 50 times as much time completing the process to the point where the advert was published, and a CV/Resume is only there to get you a job interview – no more, no less. It simply answers the questions:

A. Do you have the basic job description skills requirements? Hence the above test – if not, why read the rest of it…..
B. If you do meet the basic job description requirements, then is there something more to make you part of our team?

Think I am being a bit too tough here? There's an old adage from Madison Avenue which pretty much sums this up:

"If I see the world through John Smith's eyes, I can sell John Smith what John Smith buys."

So, next time BEFORE you write an application out for a job – apply the above test, and reduce the number of “Thank you for your application for the post of…..” letters and dark days of unemployment. You are good enough to do the job, you now know how to get the interview for it to prove that!

Good Luck!

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One semester - worth adding to your CV/Resume?

Bob asks: What's the best way to add one semester of first-year Java programming to a résumé so it sounds impressive?

In answer:
How long ago was this? And at best, that's say two lectures a week for a 12week semester, so 24hours of study maximum?

The first thing on any CV/Resume is not to lie. Putting it on your CV/Resume with any more weight than can be verified - in your own words: "one semester of first-year" - is lying. And remember, most companies now employ checking services, which can delve into almost everything from High School onwards.

Hence, at the foot of the second page of your CV/Resume where you can summarise skills you have covered, its at best a listing there alongside your one semester of Cobol and a couple of years as a youngster on a Sinclair Spectrum or original Apple!

If you go further and insert this "skill" in an embellished style on your Application Form, then its technically a sacking offence at any point during your working for that company.

Good Luck!

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Monday 18 August 2008

Lying on your CV/Resume - is it illegal?

John asks: 1) is it illegal or merely unethical to lie on your resume? (2) Is it an absolute grounds for firing or is does the lie have to be related to the job (e.g. pretend you lied about which high school you attended) (3) Does an employer have to pay the person for the time worked, or is a lie enough for an employer to refuse compensation? Or does it depend on how big the lie was?

In answer:
(1) No, it is not illegal - but its highly unethical, and very stupid considering most corporates now use checking services. Plus, if you attach it to an Application Form, and sign the form - then its illegal, and grounds for firing at any point throughout your working for that company. Hence why all companies use an Application Form to make the act of lying illegal

2) See the answer to (1) above. Best practise would also suggest that you should also investigate the person that hired them: because if the lie was important enough to fire the employee, then it should have been important enough to check before the person was hired.

3) Generally, you have to pay them - although check local law first. As the employer has been duped as much as the employee has lied, most will not seek recompense as long as the employee leaves quickly and quietly!

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Two jobs, one offer: but how do I get a job?

Jim, a salesman asks: I received a good offer for a company (job A) I interviewed with 6 weeks ago, but I have a 2nd interview with a company (job B) I'd really want to work for next week. Any advice on how to handle this situation? It seems foolish to turn down A, when I don't have job B yet, but B is a job I'd love with a great company. The two companies are unrelated and located far apart. Can I tactfully ask job A for more time to consider their offer while waiting on B? I got the offer from job A today, and they want to know soon. HELP!

In answer:
Congratulations Jim: well done!

Your PRIMARY objective is to preserve the offer you already have, so you need to diplomatically negotiate for more time with job A. Most organizations expect you to take a few days to consider an offer, and there's likely something that could be better in the package/contract so find a point to haggle over a bit: never accept the 1st offer because it's usually not their best - just a rule in negotiation.

I suggest that you call company B and explain your situation. Explain that you're not trying to pressure them, but you need to know how quickly they will be able to make a decision if you wait and interview with them. Stress that you're very interested in their position. ... You need to be pretty diplomatic. Don't make them feel that you're trying to pressure them to make a decision before they're ready to.

Then, call company A. Tell them that you're very appreciative of their offer and remain very interested in the position but that - as you explained at the interview - you have been interviewing for other positions. Tell them that you owe it to yourself and your family to see how it plays out, and that you'll let them know but need a one week extension over the date the offer letter states.

It's not unusual for employers to be told this by candidates. While it's possible, it's unlikely that they will have a second candidate waiting in the wings that they'll extend an offer to if you turn them down. Also, if they really want you, then they'll be a little patient, in the hopes that you'll eventually accept their position. ... There's a slight risk that they could tell you they have to know right away or the offer is withdrawn, but if they go that route, then that tells you something about the kind of people they are, doesn't it?

Good Luck!

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What is the best answer when responding to salary requirements for a job?

Barbara asks: This is really puzzling to me as I know what I am worth, I know my work ethic and I know what I need to survive. It is a bit uncomfortable when applying for a position and they request salary requirement. I always put a large enough range stating I am willing to discuss the salary as it is negotiable yet, nothing happens. When asked during the interview what my present salary is, I don't like to say as I am asking more, $5-$10K more than I am making. I took close to $5K less at the job I am at now because I needed a job. Any suggestions on what to do?

In answer:
I just talked a very good friend through this one, so happy to help!

First step - set a minimum on a budget you know you can live off of. Don't apply for jobs where the package is less than that.

Secondly, you will be asked your currently salary at some point - so be honest with the recruiter, and at the point where the employer is considering a job offer ONLY IF THEY ASK! To no one else and no sooner. If your requirements are greater than your current salary, say why you are moving and why your requirements are greater.

Each job is worth X to each employer/market, and that salary range and some package details should be included in the advert - if it is not, ask the question before any form of formalised interview. Where you get a bland answer, don't go any further with the application - to make sure it meets your minimum. Also, undertake some research into similar jobs with different employers - get a feel for what the market price is, and hence know that:

(a) what your minimum is achievable
(b) what the employer is offering is reasonable - ie you are not under paid

In the interview, when asked the question, now simply say: "Well, it is above the minimum I require for my life style, and the stated range seems reasonable but low when compared to the market. I am looking for a whole package, and that from what has been stated to me seems that we can reach an agreement." And then stop! If they ask what the numbers are, just repeat their own advert or as stated in telephone call numbers back to them, and again says "...and that from what has been stated to me seems that we can reach an agreement." If they press again, say "Look, I think we can reach an agreement if the level is as stated, but I would have to review the whole offer that includes salary as part of a package in a written contract form before I could make a final decision."

This way you don't state a number, but are saying that you like them, and if they like you and make you an offer in their stated range, you would highly consider it. In others words, for the sake of saying a number you don't exclude yourself from an offer letter, and show willing but not soft.

This strategy allows for the inevitable "job description creep" in interview of "Oh, we didn't realise you had that skill, so may be we could use that/deploy it" which means you end up doing a bigger job for less pay. It could also mean you play one part of the package later against another - OK, not as much base but better OTE; a better car; more healthcare, etc.

Only you know what's the right salary and package for you, but there are good ways around getting job offers and possibly employed without falling into the pit of stating a number.

Good Luck!
.............................................
Ian,

You are an angel! I thank you so much for going through all you did to help me secure a good response. Please extend my sincere thanks to your friend, I appreciate all your help.

Regards,

Barbara

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The Group Interview - Multiple Interviewers, One Candiate, One Room

Sabine asks: I'm wondering why some employers choose to do group interviews with candidates instead of 1-1's. Is it a matter of efficiency or is there another impetus for conducting an interview in this format? I recently had one where I sat with 3 interviewers at the same time, I wasn't expecting it - it didn't turn out be a problem for me but I could see how it could be a really intimidating experience. So just wondering if anyone had thoughts about why a company might be inclined to go this way - and what advice would you have for candidates walking into this situation.

In answer:
This type of interview is performed to exert pressure on the candidate, to put them into a situation that they were unlikely to anticipate and see how they perform. It also allows more than one pair of eyes to see a candidates capabilities - difficult for one interviewer to achieve wholly.

Essentially it's an old lawyer trick, the ol' wall of flesh. It's designed to intimidate or test the applicant's ability to deal with interviewer responses from different perspectives. It's a good technique to test the composure of an applicant, especially if they are going to have to work with a range of people crossing business, technical and management lines.

Employers like it because it breaks down the scripted response process that many candidates try to get to work from. It lets employers see the real person: flustered? frozen? relaxed? It implies the last person they want to employ is a candidate who cannot comprehend change and isn't able to think on their feet.

Most commonly employed in academic settings, they are also employed commercially when a post holder will report to a large number of stakeholders who will want to see how you fit into the department/team and what you bring with you. They also don't want to have to ask the same set of common questions over and over again, so it saves time for the interviewers and the candidate. With different interviewers involved in the interview process it is easier to ascertain the validity of the skills, team work attitude, competences, knowledge, experience and attitude of a prospective job applicant to fulfil satisfactorily the professional profile required for the open job position.

The panel is made up of three or more briefed/agendaised interviewers: A handles behavioral issues, B handles technical issues and C resolves the differences between the two and gives the deciding vote or opinion. Candidates should always recognize the chairperson or senior of the team and address him/her as the interviewer. Rest should not be ignored, but answered well. Ignoring the chairperson / senior person guarantees rejection.

My advice when faced with this is to remember that only one interviewer will be questioning you at one time, so direct your response to that person and ignore everyone else in the room. (If you get more than one interviewer asking you questions at the same time then that tells you something about the organisation.) Also, take your time to judge the character of each interviewer: what areas concern them in their questions?

Good Luck!

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Why are candidates asked to "list main weaknesses"?

Jane asks: Why are candidates asked to "list main weaknesses"? The question itself is intimidating, instantly puts people on the defensive, and encourages people to lie. Has anybody ever revealed a serious weakness in response to the "weaknesses" question, that was hidden throughout the rest of the interview? It seems that asking people "What are you most proud of" gets more or less the same info - what people struggle with most is usually their weakness - but keeps the tone positive.

In answer:
The question is not meant to be intimidating or place the candidate on the offensive. The question is to assess how honest or self-aware the candidate is of their weeknesses or improvement needs. When asked this most people try to be genuine and it is the type of question that can make you think. Whatever the answer you will gain insight into how the person thinks and that can only be helpful in the assessment process.

Firstly, it allows the interviewer to discover additional weaknesses either in the weakness itself or in the way the weakness is conveyed to the interviewer. So it is not just the weakness itself that is an issue, but how this is conveyed: ie - is it done professionally or reframed appropriately, etc.? This can help the interviews understand who socially aware and groomed a candidate is. Second, it also give the interviewer some insight into how the candidate thinks about his/her weaknesses. What do they consider a weakness? Why do they consider it a weakness?

The candidate who responds "none" is not being honest with the interviewer or themselves. The way most people will answer this question is to turn it into a positive, for example "I'm a perfectionist, I need to review all the details and ensure what I am presenting is the best". This is a way to put a positive twist (which most interviewers are aware of), a good interviewer will dig deeper to determine if this gets in the way of doing their job.

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How do I align myself with a recruiter or firm to best market my skills?

Milton asks: How do I align myself with a recruiter or firm to best market my skills? As the casualty of the economic downturn in the technology sector, I have found myself on the job market. I'm actually excited at the prospect of changing fields, and want to continue using my strengths as a talent developer, coach and strategist for organizational design. There appear to be a lot of recruiters in my market, and it is a daunting task to know where to begin. Are there any thoughts, advice or real-life experiences that anyone can share to help me find clarity?

In answer:
You need a strategy which encapsulates the ability to be found. Now that's not hard, but the question is - do you know what you want to do next (in terms of skills development or extension), and do you know what the market needs?

Start with talking to a few friends who have recently (in the past 12months ideally), found new jobs, and ask how they did it? More often than not, employees are now being found more directly by employers over indirectly via recruiters; but employers now use third party vetting services (ie - fixed fee recruiters who check applicants out), so the process has not really changed just shifted. Your friends should be able to recommend both employers, resume and job finding sites, and reliable recruiters they trust - and those are your three routes to being found and hence employed.

A good recruiter, who focuses on your sector (that's always rule one) should:
- be honest about you, your skills and ambitions
- say where they think you could be best employed: which might not fit with your view, but at least hear them out - they get paid to do this daily
- be honest about the opportunities they have on their books that fit your skills: the norm is to say "Yes, we have a job that will exactly suit you" but the honest one's will be honest and give it as it is
- be able to tell you how much their company and they individually will gte paid: avoid any who take a fee from the employer up front of more than 20%
- re write your CV/Resume
- be communicative in terms of progress of opportunity
- be wanting and able to meet you at least once during the process!

And finally through the whole process, you should once they place you be able to keep in contact and know when you are looking for your next post be able to go back to a professional.

If you work with a recruiter alongside doing your own direct tactical applications to employers, be sure to keep that activity focused in the same market area (ie - IT/electronics), and be communicative. Try not to register with more than one recruiter, and NEVER go direct to the employers they tell you they know and will put you forward on - you'll lose the job, is the outcome!

Good recruiters know the market, can asses you and will work with you to get a job; and its not all their effort and you just sit back, work with them. A good recruiter should be able to get you placed better, quicker if the job is done right.

Good Luck!

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Do I need a degree?

Zulkifly asks: Peoples without a university degree is less successful compare to those who has it?

In answer:
Success is a measure of achievement against a goal - much like the equally literally abused use, particularly in vehicle and product advertising, of the word "quality:" its conformance to specification NOT and an implied betterness.

Hence, no - either can successfully succeed against their own defined goal: it just depends on what the goal is.

If you mean by success monetary income, then that is a defined goal - and each can be equally rich, as can be seen from the Forbes or in-country measurements like the Sunday Times Rich List.

However, here's a thought........ To read the rest of this post, please visit Degree Education

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Friday 1 August 2008

What qualifies someone as a life coach?

Alon asks: What qualifies someone as a life coach? I have been seeing a lot of "Life Coach" job titles all over the net. What makes someone a qualified as a life coach? Sounds like a serious undertaking, and I can't help but think most people just aren't qualified…

In answer:
I will state from the beginning Alon, that I share your scepticism.

Why? Because if you look back 40 years, where were the Life Coaches? There were mentors, at both a business and a personal level if required, but there were no Life Coaches.

Why was this? I think if you look back 40 years ago, communities were closer and tighter, and any problems were spotted and dealt with at an earlier stage. Such support which Life Coaches now charge for was hence often either in-built within the family or given freely as part of life of living within a community infrastructure. As these close families and communities have broken down, and as individuals have seen quicker results gained from employing highly qualified and experienced professional mentors; the gap in the market has been created for the Life Coach, who often employs new quicker results theories that often encompass NLP.

So am I dismissing Life Coaches? No, but I think personally there are still many options open to someone who wants to improve their life, and engaging a Life Coach could make sense after exhausting these first. Personally these would include: speaking to friends or family, or socially connected members of your community like church elders, etc. Life Coaches often say that it is to your advantage to speak to a third party, but there aren't many things I would exclude from talking to my close friends about first above a paid hand for hire.

Certification is also a present concern. There are clear routes for both qualified business coaches, who find the cache of using the word coach over consultant means they can charge more; and there certificates and stages to becoming a qualified career coach. In both cases I would say the best practitioners are nominally (a) older and (b) experienced in the role in which they practice. Many of the best career coaches are former HR managers, we ourselves use a company run by an ex-accountant for our clients who require career transition coaching, which I would say is useful and money well spent for up to a quarter of our CV or recruitment clients.

But I have not yet seen a nationally recognised qualification for a Life Coach, and I think that that lack of regulation and the possibility of charging someone $10,000+ a year is dragging the nominal delivery of any such services by those who could produce a great result downwards to the detriment of all. Personally, I see far too many sub-25 year olds waving a fresh NLP certificate around for the good of the market - quite what they have experienced in life and how capable they were of communicating it or spotting wider issues would be my concern.

I have some friends who are Life Coaches, and they share the doubt of where their market is presently going: average fee's are now below $500 for 10 sessions, and I am not sure how the practitioner is supposed to live on that, or the quality of delivery to the client.

I would hence say: if you are thinking about employing a Life Coach, try talking to friends, members of your family or community first; but if you do decide to employ one at least get a few references by speaking to their previous clients first - you then might be able to spot a good one.

Good Luck!

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