This section of our web site contains information that will be useful to
prospective candidates.
It is in your best interest to work with a recruiter who knows, and is
known, in your industry. This not only provides you with the best
opportunities, it also affords you the comfort of knowing that your recruiter
will not be contacting subsidiaries of your own company. He/she should be
aware of who has working relationships with whom and where it is not a wise
idea to introduce your resume.
Work with an experienced recruiter; someone who has been in the industry
for more than 3 years. Recruitment is a high turn-over business and
it does take time to become good at it. It takes time to build trusting
relationships with hiring authorities and to understand what is truly
important to a company. This person will also have had sufficient time
to become a Certified Personnel Consultant, CPC indicating a high level
of competence and knowledge. Ask a recruiter how long he or she has been
a recruiter, and if they have passed the CPC requirements. If they have
been in the business for more than 4 years and have not attained CPC status, I
would wonder why they haven't.
A professional recruiter will be interested in knowing about your
background, but more importantly, he/she will be interested in learning what
is important to you. Seek someone who inquires about what YOU
perceive as an opportunity rather than what SHE/HE thinks is an opportunity.
A recruiter will ask certain things from you. A resume, references,
likes & dislikes, long-term goals, strengths & weakness, current
compensation, a list of achievements/accomplishments, transcripts, to name a
few. However, most importantly, a recruiter will expect honesty from
you, just as you expect the same from your recruiter. If all you are
seeking is for your company to pay you more, and you want to use an offer from
another company to accomplish that, please do not use a recruiter. Most
are paid only if they place a person and I am sure that you would not
appreciate it if your company tricked you into working and not getting paid
for it.
You can expect an experienced recruiter to be able to give you
information about the company, the interviewing team, what they look for in a
candidate, questions to ask, suggestions as to how to handle questions asked
of you, etc. It's our role to assist you in preparing for this
interview and to be your agent through the entire process. The task we
have is to feel confident that this is a beneficial situation for you, both in
the short term and the long run. Naturally, you will never be100% sure
of that and as this process goes on, you can expect your anxiety to
increase. An experienced recruiter will assist you and your spouse in
identifying ways to deal with this normal condition of being human.
Remember, what the human beast fears the most is change.
The recruiter is in a unique position in that he/she an agent for both
parties. It is the recruiter's goal to help both parties reach an
agreement that will provide a win-win situation. The recruiter will
handle all negotiations in order to assure that this is accomplished. Of
course, you provide the direction and the parameters for what is acceptable.
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WHAT INTERVIEWERS LOOK FOR - Besides
technical skills.....
Ability to communicate.
This includes verbal communication (correct usage of English, the ability to
get your point across, organization of thoughts, not just yes/no), and
non-verbal communication (eye contact, facial expressions, showing interest,
ability to listen, energy level).
Physical bearing, poise,
neatness, enthusiasm. Will you be a good company
representative?
Integrity, ethics,
honesty, responsibility, dependability, trust. Are you the type of
person they can trust and rely on?
Teamwork ability.
You need to show that you are the type of person who can work well with
others; that you can give and receive; ability to listen well.
Personality.
It is better to be positive and upbeat rather than too "laid
back".
Ability to "think
on your feet". When stuck, answer a question with a question.
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JOB
INTERVIEW "MUSTS"
You MUST prove and sell
your capabilities - writing them on a resume is not proof.
You MUST be enthusiastic
- More and more, hiring authorities want people they see as team players.
You MUST ask logical
questions - You communicate much about yourself by the questions you
ask. Asking about salary, fringe benefits, etc. does not convey a
positive picture.
You MUST prepare a list
of points you want to get across to the interviewer - such as technical
skills, personality, drive, so you can prepare how to do so.
You MUST rehearse
responses to general or anticipated questions - so you don't stumble and
look incompetent or be perceived as a poor communicator.
"tell me about yourself"
"why are you looking to change jobs"
"what are your long term goals"
"tell me about a problem you had to overcome"
"why should we hire you"
You MUST highlight
achievements - not just functions - at prior positions so they can see
how you will be of benefit to them. Bring FAB Sheet
You MUST prove how past
experience helped your prior companies.
You MUST demonstrate
that you have some knowledge about the company with which you are
interviewing. Knowledge of customers, competitors, market, key
players within company/department is helpful. Review Web site.
You MUST show respect
for past employers - do not "badmouth" others
You MUST anticipate and
be prepared to explain negative aspects of your past experience.
You MUST be prepared to
show why they should hire you over your competitors.
You MUST ask for the job
- communicate interest in the company/position. Companies want
individuals who want them. People want individuals who go after
things.
These are ways that sharp people increase their value ($$) to a
potential employer.
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PREPARE & BRING FAB SHEET -
FAB = "FABULOUS CANDIDATE"
The FAB Sheet shows them that you are serious, that you know how to prepare, and
makes you stand above your competitors for the job. It provides clear
information about your achievements and the kind of professional you
are. It is a visual aid that will remain with the interviewers after you
leave, and will keep you in the forefront - DO IT!! Employers
provide significantly more positive comments (and therefore better offers)
about candidates who prepare this than about those who do not. It not
only is good for the employer, but helps you be more prepared for your
interview.
The "FAB" sheet is something I strongly suggest you put
together. In essence, it is a feature-benefit form on your product - you.
It goes a step beyond the resume and is designed to be used during the
in-person interview. In some situations, it can be a catalyst for
discussion. In others, a visual aid by which an interviewer will
remember you as doing something extra beyond other candidates. Even if
(for some unknown reason) it is not used, its preparation will assist you
during the interview because it will have helped you think about "what
have I accomplished". However, it is meant to be given to each
interviewer at the beginning or at the end of the interview. This is
critical because companies want achievers.
Doing something like this also will show the company that you are organized
and professional, as well as provide them valuable information about the
quality of your career. I have received very positive feedback from
interviewers regarding people who have done this. Please send me a copy
so I can use it in my negotiations with the company on your behalf. I
also encourage you to bring any "visual aids" you can which will
assist you in describing the kind of products you have worked with, how well
you have worked, or anything you have accomplished. You could include
performance reviews, awards, commendations, etc. This would be in
addition to several copies of your resume.
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TELEPHONE
INTERVIEW -
The objective of the Telephone Interview is to get the In-person
Interview. Therefore, it is important to prepare for it. In
most cases, I will have arranged a specific time during which the employer
will contact you. Not only is this time arranged because it is mutually
convenient, but it allows you the opportunity to be more efficient. Think
of it not as a telephone call but an important meeting.
Remember that you are now a salesperson selling a commodity - yourself!
BEFORE THE TELEPHONE INTERVIEW -
Make sure your family is
aware of what is going to happen so they can behave accordingly. The
ideal situation is where the phone is kept free during the time you expect
their call. Your son/daughter needs to know that she must hang-up
within 5 seconds if the call comes in on call-waiting. Be prepared
yourself to ignore call-waiting signals, or be very brief. Yelling
"DAAADD-PHOONNE" is perceived more as a negative than a
positive. Interrupting you while you're on the phone is not
something that will be accepted.
Arrange a private location,
without television noise, etc. in the background.
Have a notepad and pencil
already available, along with any notes about the company and position you
may have. Also, have your resume handy, or at least notes about your
background and your accomplishments. They will have the profile I
composed or your resume in front of them. Have a glass of cold water
or something else to drink next to you.
Do your homework - learn
about the company! Talk with acquaintances, people who use their
products, distributors you might know. Check to see if they have a web
site or ask me about it.
Prepare for the Telephone
Interview to last about 30 minutes. HOWEVER, I have seen them go 2
hours or 5 minutes.
If this Telephone Interview is with an HR person, the interview is
usually more personality and work history oriented than going into a great
deal about your technical skills. He or she is just trying to get a
feel for you as a potential employee to see if there is a real interest
there, and if the location is acceptable. They will probably try to
assess your communication skills, your energy level, how your aspirations
fit this particular position or company. Normally he/she will also
tell you things about the company as a whole, the location, a brief
description of the position. Usually, I arrange the Telephone
Interview to be with the person you will be reporting to. If this is
the case, this interview could be more technical in nature. However,
remember that the interviewer is trying to just get a feel for you and your
skills. You are both trying to determine if we should go on.
DURING THE TELEPHONE INTERVIEW -
Allow the interviewer to
take the lead as to whether to be general or technical.
You need to show:
communication skills, energy, technical savvy, and enthusiasm, so be able to
discuss the industry in general, the company (for example, "I saw
your booth at SAE show.."), the market.
Do not interrupt - take
notes; you can address issues after the person is finished speaking.
Ask questions -
"What are you trying to accomplish with this position"
"What are the most important factors for success in this
position?"
"Why is this position open"
Be prepared for questions
like -
Why are you looking - "Schauer contacted me about this and from
what he described, it looks like an interesting challenge" Do
not speak negatively about your current situation!
Salary expectations " I don't know enough about the
opportunity"
What can you bring to us? "I have the experience, knowledge,
contacts, potential, etc you're looking for"
Toward the end, communicate
interest and close.
"This looks like it could be a win-win situation."
"I can make myself available to meet in person on either X or
Y."
Communicate interest even if there is none. I will take care
of telling them "no" if that's what you decide.
HINT - most people exhibit more energy over the phone
when they are standing versus sitting
CALL ME IMMEDIATELY AFTER YOUR INTERVIEW
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IN-PERSON INTERVIEW
-
WHEN TO ARRIVE FOR AN INTERVIEW -
Arrive at the
interview about 5-10 minutes early. The worst thing you can do is be
late.
WHAT TO WEAR -
You are usually
better off being over-dressed than underdressed. Unless you are
informed differently, a suit is the appropriate attire.
WHAT TO BRING -
Notebook (with
pertinent questions already written down).
FAB sheets
Resumes (if you have
one)
Pen
Examples of your
work
Third party
testimonials
HUMAN RESOURCES -
Often, interviews start at the HR department. Although they usually
do not make hiring decisions, they do have input. Normally, HR will have
2 objectives. 1) provide you with information about the organization and 2)
get an indication as to what kind of person you are. They will try to
learn more about things like your work habits, communications skills,
drive/ambition, motivators, etc. These are important issues and may be
addressed directly or obliquely.
HR or someone else may ask questions similar to the following:
What do you know
about our company? Do your homework; go to web-site, library,
etc.
What have you
learned from your previous jobs? Be able to give a specific examples
about people skills, communication skills, project management, offer
FAB sheet.
Tell me about
you. "I'd be happy to. Where would you like me to begin",
rather than guess .
What are your major
weaknesses? A good way to respond is "I need more experience
in----" or "I'd like to learn more about......." rather than
"I'm no good at".
How do you spend
your spare time; hobbies? Usually they are looking for something
relating to professional or personal development, community service,
well-roundedness, just some involvement somewhere.
Why should we hire
you? "From what I know about your company, I think it is a place
where I can both contribute and continue to learn & grow".
Respond in terms of how you may benefit this company. Your direct
experience, knowledge of their market, skills with up-to-date philosophies
& techniques, drive to achieve.
Give me an example
of a problem you had to overcome and how you approached it. Looking
for initiative, people sensitivity, leadership, how you respond to this
question.
Where do you want to
be 2 - 5 - 10 years from now? Tells something about goal setting,
planning, achievement orientation. It is also good to say something
about HOW you plan to achieve this goal. Show desire for the
opportunity to take on more responsibility as well as the desire to be a
major contributor.
OF COURSE, YOU KNOW NOT TO.....
Ask about fringe
benefits, salary, vacations, etc.
Bad-mouth past or
present employers
If you go to lunch
or dinner - NO ALCOHOL, NO SMOKING
QUESTIONS TO ASK -
You give as well as get information when you ask questions.
When it's time to get down to business, usually after some ice-breaking
chit-chat (let the interviewer take the lead here), bring out your
notebook. Normally, the interviewer will be giving you some information
about the company and the position. Take Notes! - the information
he is giving you now may be useful later.
Here are questions proven through years of interviewing experience to be
effective job-getting questions - ASK THEM! It's OK to ask them of
several people, but especially your potential boss.
What are the 3 most
important things you want me to accomplish in the first 6 - 12 months?
Learning what's most important & giving message you're goal oriented.
What kind of hurdles
will I need to overcome to accomplish these goals? Here you are
finding out what their problems are; remember they need a problem solver
What kind of individual
or personality are you looking for? Remember, hires are made
through chemistry & technical ability. This gives you the
opportunity to say "I understand, for example I -----" and
provides info you can use in your Thank You letter.
What are the company's
plans to improve its position in the market? Companies want people
who can see the big picture vs. someone who is narrowly focused.
After I prove my
capabilities & potential here, what might be my opportunities?
Giving message that you are achiever, looking ahead but realize you must
prove yourself.
What is the style and
philosophy of management within the company?
If you were me, at this
stage in my career, and an opportunity like this were offered you, would you
accept it and why? (optional) Changing relationship showing that
you respect him and value his opinion, therefore willing to come to him with
ideas/questions: provides you info. This may also give the interviewer
the chance to share some things with you he/she may not necessarily have the
opportunity to share.
This sounds like a very
good match for both of us and it is something I'm very interested in
pursuing. Do you have any reservations about my ability to do this
job? Is there anything you think I lack? If he has
reservations I want you to be able to deal with them - if none, I want him
to say that to you. Make absolutely sure that you communicate
interest in this opportunity!
SALARY QUESTIONS -
It is not your position to ask about salary, fringe benefits,
vacation, etc., however, they may ask you. If anyone asks "what
kind of salary are you looking for?" - do not respond with a
specific amount. To give an amount weakens our negotiating
position. It is best to say something like:
"I really don't know enough about the situation (or
location, cost of living, etc.) to state any dollar amount, what do you have
in mind?"
" I am currently at XXX and would like to move beyond that"
"I'm sure that if we both decide to go further, we'll be able to
work this out through Dan Schauer".
It is my responsibility to work with you and the company to
negotiate salary and benefits.
TESTING -
Do not be alarmed if some time in the process you will be expected to go
through some form of testing (psychological, physical, or both). This
normally isn't a make/break step and is usually given to people they are
interested in. Be honest about your responses and learn from the
experience.
-- CALL ME IMMEDIATELY AFTER YOUR
INTERVIEW ! --
NOT SENDING A THANK YOU NOTE IS A MAJOR
MISTAKE!!
For some people, the most difficult part of advancing their career has to
do with resigning from their current position. I typically encourage
people to look at this as a business decision. Yes, there are
emotional issues tied to it, but in essence, you are the president of your own
company (your family) and you need to make a business decision as to what is
best for your career and your family. At times, a person is reluctant to
tell his/her boss. Don't forget, your boss has more than likely been in
your very same shoes of advancing his career by taking a new
opportunity. The days of "30 years and a gold watch" are
pretty well long gone. More commonly, the way people get ahead today is
by changing jobs, by learning new ways of doing things, by showing that one is
adaptable, wanted by others and can bring more to a new position than a person
who has been at one place for 18 years.
Accepting a counter-offer generally is not a good thing to do.
Bosses/companies do not like to be fired. The bottom line is that it is
not your best interest that the company is thinking of when they offer you a
counter. Your boss will be thinking how this will affect him, the
company, the department - not what is best for you. That is your
responsibility!. Obviously, when a contributor quits, the organization
is affected. Your leaving might hinder or delay an important project,
cause a greater workload, or foul up a vacation schedule. From a company
point of view, it's never a good time for someone to quit. It is time
consuming and costly to replace you. It is much cheaper to keep you even
at a slightly higher salary. Why is it that a few days ago you were not
as valuable as you are now? And, if you accept that counter, don't you
think that your loyalty will be suspect? That you will have lost a
degree of respect? That the other company, to whom you made a
commitment, will have people wondering about your integrity? This is
especially hazardous in a smaller industry.
Question - If it were in your company's best interest to lay you off, even
though they emotionally would hate to do it, would they do it? Of course
they would! You are merely making a business decision that is best
for your company. A counter-offer can come in the form of matching
money, saying "oh, we were just about to promote you" or "very
positive changes are coming……". If you didn't know about this
previously, isn't it strange that these temptations should come up now?
A company may likely play on human nature realizing that within you is a
human failing - Fear of Change. They know that some people are just
looking for a way out of this anxiety-provoking dilemma. It is natural
and normal for the human beast to fear change, even if their head tells them
that it is best to move forward. It is an age-old struggle. This
fear of change will likely be even more powerful for your spouse. That
person, more than yourself, will be going into a larger unknown. The new
employee has the benefit of being provided a structure, people,
stability. The spouse sees nothing to hold onto in this new environment
and naturally fears this change. However, the reality is that through
change we grow. This is true of both adult and child. You all
will make new friends, learn new things, have new opportunities. This is
a business decision, not an emotional one. That doesn't mean to
disregard someone's feelings - just recognize them, acknowledge them, put them
on the table as a part of the equation. How much weight you put to your
emotions is up to you.
Following is an example of a resignation letter:
NAME DATE COMPANY ADDRESS
Dear ____________
I have decided to resign from _______________ as of Feb. 31, 2001.
My decision does not reflect any dissatisfaction or unhappiness with my
current position with ___________. On the contrary, this job and
company have been helpful to me in my career development.
However, I have accepted an opportunity with another company that I
simply could not turn down. Naturally, I have carefully considered my
decision and do not wish to discuss counter proposals; I would only ask that
you wish me well. I know that you have been in a position of
furthering your own career by changing employers, and I hope that you will
assist me in making this a smooth transition.
I will always speak highly of this company and of you personally.
Thank you.
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This fear of change is present when a person is just changing jobs,
however it is much more significant when a relocation is involved.
Relocating is scary - no doubt about it. Going into anything new evokes
anxiety. However, it also evokes excitement and anticipation. We
fear being alone, not knowing where to go or what to do, losing our present
friends, and many other realistic and unrealistic fears. In essence,
relocating shakes up our comfort level by disrupting our comfortable, accustomed
patterns. This is exactly why companies tell us at PSC (when
searching for candidates for upper level positions) that they want someone who
has relocated at least once. It tells them something about the person -
their confidence, their ability to be flexible, their skill at entering a new
environment and making it work, etc. The fact is that if you can make
friends where you are now, you can make friends at a new location. That
after a short while this too will become familiar and comfortable. Yes, it
is more of a challenge and is a disruption to your comfort level - is that
bad? Remember the turtle who can only make forward progress by sticking
its neck out.
It is also beneficial for children to relocate at least once. It helps
them learn that they can deal with new situations, make new friends, overcome
adversity and be adaptable. It exposes them to different environments and
perhaps different ways of doing things. Over the long run, these
attributes are beneficial for any adult to have.
In looking at a job that entails a relocation, there are more factors to
consider. The atmosphere of the community, the quality of the schools, the
cost of living, the personality of the area, how the company will help, to name
a few. There are resources available for all these issues. The
internet has been beneficial to people in learning about a new community,
finding alumni clubs, special interests, cost of living, salary comparisons,
etc.. A good company will be able to get information for you regarding a
variety of things, set up a realtor for you, provide resources and be willing to
assist you through the process.
Your recruiter should be able to assist you in finding information that you
would like to learn. Of course, you will never be 100% sure when it comes
to a change, relocating or not. The reality is that you just cannot
discover all the facts of a new situation until you live it. You can only
get as much information as is reasonable and make a decision. I have found
that this is a bit more difficult for Engineers than it is for other people.
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