Your Body Language During an Interview SPEAKS LOUDLY!

We all want to impress the Hiring Manger.

We all speak what the Hiring Manager would like to hear and would impress enough to give the job. We all are scared if any one of our answer annoys the Hiring Manager. As we are so much confused between what we have to say and what would be the idle answer an employher would like; behaving natural is tough but again it is the solution too.

No panic, No mistakes. Just be yourself!! Be attentive, speak truth and show your willingness to do every thing.

Ask SCS:What Do You Think Of The "Informational Interview"? What Is Your Experience With It?

I am seeing more of a trend on the "informational interview" and wanted to see how everyone felt about it now and what their personal experiences have been from it.People have different connotations when they hear the term "informational interview." A real informational interview is a great way for someone to learn about an organization or an industry - for example, finding out about the organization's corporate culture or learning about how to successfully enter a particular industry. It can also serve as a way to increase an individual's professional network; the individual conducting the interview can ask if there are other people that they might be able to talk with to learn about a particular industry.

Using an informational interview as a guide to ask someone for a job, however, can be a big mistake. It can leave people feeling put on the spot, leading them to try to end the meeting as soon as possible. If the meeting is used appropriately, it can be a valuable part of a job search. If the "interviewer" presents her/himself well in the meeting, s/he can become part of someone's mental rolodex. This means that if an appropriate position becomes available, the person s/he met is likely to remember her/him and pass her/his name onto the hiring manager or be first to let her/him know about an opportunity they might not otherwise hear about.

Ask SCS:Why you should always match the job to the person, never the person to the job

There are many factors to consider when hiring talent but first we need to define talent unless "hiring talent" means "hiring employees."

Everyone wants to hire for talent but if we can't answer the five questions below with specificity, we can't hire for talent.

1. How do you define talent?
2. How do you measure talent?
3. How do you know a candidate’s talent?
4. How do you know what talent is required for each job?
5. How do you match a candidate’s talent to the talent demanded by the job?

Every job demands required competencies and talent from an applicant. A person may have basic competency / talent which can be supplemented by education, on job training or external training to make him/her successful in the job.

Talent is what we bring to the job, not what the job does to us. Talent without training is like an uncut and unpolished diamond and can create value.  If training improves a talent, then the talent is really a skill.

If we assume that talent is the same as skills, we will continue to hire far too many job applicants who will fail to become successful employees.

Ask SCS: What are your thoughts about companies who demand that you give them your SS number, DL number and DOB on a job application? Is the only option to just pass?

Asking for an applicant's date of birth is prohibited. PERIOD. It leaves you wide open for an age discrimination suit. Using a social security number as an employee identifier is illegal. Yes, you can segregate the information request, but I believe you cannot make it mandatory until an offer of employment is made. Driver's License # is not required unless driving is part of the job. All a company has to do is make the offer of employment contingent upon a positive background check and negative drug test if required.

If it is mandatory, you have 3 options. If you were sent by a recruiter, speak to that
person and tell them how uncomfortable you are about providing the information - especially your date of birth. A company should not be asking when you graduated from college, let alone when you were born. If not, then think about the culture of the company that would do things that are illegal or not appropriate. If you are unemployed and receiving unemployment benefits, then talk to someone at that office.

I had one company ask for my date of birth and I explained to them when they were able to ask me for that information. At that point, I knew I could not work for that company. They were either so far behind the times or they didn't care. Either way, I didn't want to be there.

The SSN# and DOB should never be given on an employment application. It should only be given after a candidate is hired. I am surprised that some companies just don't get it.  Any company which is involved is requesting this information is clearly not aware of the laws and regulations or the impact and exposure those questions represent.

What is your primary reason for seeking a new role?

My boss offered me a cup of coffee during the interview.I wished it to come after my interview was over but it just arrived so soon. I have got the job but want a tip for future. Should i have drunk it with him or drink after the interview ended or should have just left it ignoring.

Drink 2 or 3 small portions WITHOUT MAKING NOISE when the interviewer is talking. But keep eye contact with him/her and make the movement of picking the cup and putting it down smooth, natural and firm. No spilling please.

Your Body Language During an Interview SPEAKS LOUDLY!

Be attentive. Genuine simple smile. Don't lean forward or backward. Legs firm on the ground and stand still (except for simple natural movement). Body facing the interviewer at a slight angle. Keep eye contact without staring. Move hands occasionally with mild movements to help explain an idea, otherwise keep them stand still on the chair arm or on the thigh. Do not cross legs.

Advice needed please: Is it illegal to withdraw a job offer because you find out someone is going through IVF? This is the scenario: Candidate A is intending going through IVF, they interview for and are offer a job in writing, they tell the employer that they want to accept but need to let them know that they will be going through IVF at sometime in the future, so occasionally will need a day off (booked in advance). Employer then withdraws the offer. Is this legal?

Looks like the company may be exposed to a gender discrimination lawsuit. IVF appears to be protected under Title VII.

Hi, Sometimes candidates do ask for the feedback in the interview room like how did they perform in the interview, what are the chances of getting selected. How to tackle this situation. Please help.

I have found that honesty goes a long way. I am very candid with candidates about how they did during the interview with me. Of course, this will take a great deal of tact in the delivery of the information. If there are things the candidate needs to work on for future interviews whether it be with my organization or another, the candidate needs to know "what they did wrong", in order to be successful in future interviews. Recruitment does not stop at us hiring talent, it continues with career coaching. I hope this helps.

Ask SCS: I am going to a career fair on Wednesday, and I am an English graduate student who wants to work in Human Resources. What are some good things to say?

Do homework on the companies that will be at career fair before you attend. You want to have a well written resume with you and dress professionally. You'll want to introduce yourself with a good handshake and eye contact (sounds easy but do a little research and practice). Be confident. Choose a few companies from your "homework" to target instead of trying to hit every booth. Talk to the individual (typically someone from HR or recruiting) about your major and the desire to transition into HR. Ask about internship opportunities and if there are any particular classes they suggest you take during the spring semester. I don't recommend mentioning part time. The companies at career fairs are larger companies and most likely looking for full time future employees. You can ask about job sharing opportunities or flex schedules. I'm not sure where you live so those topics might be a turn off if sharing and flex time are not popular in your region. Companies want confident, bright, and go - getter. Asking about part time, flex, or work sharing as a student might be a negative unless you have a unique situation such as having to take care of an ill parent, child, etc.

The goal is to approach the company... and get another meeting.

Ask SCS: 

What is your opinion on how best to answer the salary question posed in the on line application form?

Job seekers who apply on line reach the point where this question gets asked and an answer is mandatory in order to proceed further. The dilemma becomes a question of under-selling vs. over-selling. My advice is to avoid applying on line as a first approach to the application process but that's not always possible, so what is the best way to answer the question?

Answer:

My both sides of the coin 

With many online applications, the salary question is very straight forward and unavoidable. Additionally,   if you don’t answer it, you can’t move forward int he application process. Another note, many online applications even request your salary history.
My recommendations below all depends on the situations of each individual; if they are unemployed and for how long, if they have a job and looking to make a move to make more money, if there are changing careers and need a job to break into their new field, if they are taking the job for family medical coverage since their spouse’s company doesn’t offer it and there are dozens of other situations like these.
There is no one set recommendation that works for all except everyone needs to do their homework and research on current salaries and employment trends so you don’t undervalue or over value yourself.

1. If you are asked for your salary history, you need to be truthful when you enter it. There are many methods companies have to check if you are being accurate. Today many companies are even asking for a copy of your W2 for salary proof. But remember when you enter your salary history you need to add in all extras; commissions, bonuses and profit sharing when applicable. Additionally, employers complete background checks any untruths on an application including salary history will end the hiring offer.

2. If you are asked for your salary requirements in a range, I would take your total salary with all extra’s and add about 10% and have that be your starting range then add about 20% to your arrive at your ending range and again this depends on your current situation.

3. If you are asked for a single direct number as your salary requirement then use your current or last total salary and add a % that best fits your needs and situation.(normally 10-15)

4. If you are not asked about salary requirements, I always recommended putting off this conversation as long as possible until you can fully demonstrate your value to them and you can understand their full compensation offerings so both sides have a the full picture of value and worth.

Bottom line: your resume, cover letter, LinkedIn profile and over all interviewing skills need to show how valuable you are, so you can get the best starting salary from your new opportunity and the company feels they are getting a great value in hiring you. You also need to use some common sense if the job you are applying to has a normal range of 60-70K and you are looking to get 130K, you are most likely wasting everyone’s time.

The sad news is that over the past 4-6 years, many companies have taken advantage of the unemployment situations and have been lowering starting salaries and also have been freezing their current employees pay. Many of my working clients haven’t seen a pay increase in 4 plus years.