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.

Mistakes to Avoid in Resumes and Cover Letters

• Incorrect spelling of the company name 
• In addition to the Dos & Don’ts, a CV should be modified every time the candidate applies for a position in order to match the job Criteria. That makes it easier for the recruiter. When it comes to the CV it should not be a history book. According to me, it should not more than 3 pages. 
• Sending one generic resume to the potential opening could also be a mistake. You need to tailor your resume to the job specification keeping in view the relevance to the job you are applying for. 
• Avoid having a very personal email address on your resume (for example: hotbabe@yahoo.com) - first initial, last name emails or a professional email address presents better:) 
• Candidates should always include months and years next to their companies of previous employment. I often only see years on CVs and think the candidate is trying to hide gaps in their experience. 
• Candidates should make sure that if they use cover letters, they send the appropriate one to the employer. I see cover letters from candidates stating they are trying to get a job that is completely different from the one they are applying for. It makes them look unorganized. 
• If you have more than 30 years experience, it is not necessary to list details/description that date back to when you delivered papers. Format your resume so the jobs fit nicely onto 3 pages max and near the end just list company name and your title. It helps the recruiters greatly. 

After focusing my hiring efforts on recent graduates for the past four years, the biggest error I note is that they are often not familiar with the resume they sent me. If I ask you to point out the position where you did X or let me know which of the positions listed on your resume prepared you best for Y a job candidate should be able to quickly point me in the right direction.It is frustrating when the prospect can't use the resume they submitted as a support tool during the interview because of their ignorance. Review your resume prior to a scheduled interview.

The biggest consistent mistake I see individuals make when writing their own resumes is that they do not communicate the value they bring to an organization. In a recent survey of HR professionals, 89% of respondents said accomplishments were the most important element. You have to show them how you can help the company by demonstrating examples of how you have saved companies money, made companies money, streamlined operations, made work easier, etc.

Does Your Credit Score Determine Your Chance to Get a Job?

Interestingly enough, some studies have shown no correlation between credit scores and fiduciary responsibility. Most people's credit scores tank due to events like very high medical bills (40% of bankruptcies), being underwater on their mortgages (around half of all US mortgages), and unemployment (now running at about 9%, though this is a falsely low figure because it excludes those who are underemployed and who have given up looking for work).

A credit score doesn't "determine your chance to get a job." A credit check is typically part of a background investigation that takes place after an offer is made. It's usually done in conjunction with a drug test and verification of criminal, education and employment histories. Also, adverse information on a credit check doesn't typically weigh against a candidate as heavily as a failed drug test, criminal record, past firing, lying about education, etc. I understand why people don't like credit checks, I'm not fond of them myself. It is, however, understandable why companies feel they are necessary.

Is your Linkedin profile now more important to you than your CV?

It is becoming more important for professionals, and is definitely a more versatile tool. But until employers begin to request a link to your LinkedIn profile and not a resume/CV and cover letter, the resume is still that initial introduction and hand shake that puts the hiring process in motion. They are both important. LinkedIn provides an opportunity for potential new employers to get a glimpse of your professionalism. It is more of a living document than a resume.

I believe it is transforming the way people seek and find talent. At the very least, it is providing an important first step for quickly and efficiently evaluating candidates. Conversely, as a candidate, it is providing members with a great marketing tool to present their capabilities and talent to a broader pool of opportunities, often bypassing the traditional recruiting channels and filters. It is a great tool.

In my opinion it is neither more or less important; it is a compliment to your careers achievements. Just like your playbill, your LinkedIn profile provides organizations and connections a consolidated overview of who you are and where your are in your career.  Life has evolved! Our parents used to end their studies, grab their diplomas, got a job and practically stayed there for life…

Today life is the opposite. Each one must be a multitask, multidisciplinary person and specially be on the “radar”. Being on the “radar” means that you have a LinkedIn profile at least, where all the headhunters or companies try to find the best person for their new job offers. Now, not being on the web having a CV profile, also represents the equivalent of not existing on this planet and therefore, not being up-to-date in what regards professional availability and the knowledge to understand a global community – the world is really so small, that you have to move on! You can even be the best there is for the job inquiry, but no one knows you exist…

How far back do you list volunteer/community service work?

SCS says:• Do you feel that your volunteer experience adds to your resume? or Does it fill space. Your profile says that you have twenty years of experience in your industry. Do you want to highlight your career/work experience or volunteer experience?

You should view volunteer experience as complementary to work experience. It can show breadth and depth. It can sometimes supplement bits of missing work experiences. Having said that, I suggest that people consider
1. How the experiences adds to the resume or rounds out your experience
2. The relevance to the responsibilities of position being applied for
3. How you would answer this question, "When did you do this and why is it relevant to this position now?"

Photos With Resumes: Legal or Illegal

Question: What is the definitive legality regarding a company asking for an accompany photo with a candidate's resume? Can anyone give a concrete yea or nay reason? I am seeing an increase in job postings asking for candidates to send in a photo along with a resume, and I feel that is just setting up companies for potential discrimination lawsuits.

Answer: Here is some content from the Equal Employment Opportunity Commission (EEOC) office of legal counsel that sheds some light on this topic:

"Under Title VII, it is not illegal for an employer to learn the race, gender or ethnicity of an individual prior to an interview. Of course, Title VII requires that all individuals be provided equal, nondiscriminatory treatment throughout the hiring process. If an employer representative observes a job seeker in a video clip, and either learns or surmises the person's gender, race, or ethnicity, such knowledge could increase the risk of discrimination or the appearance of discrimination. Employers need to take care in training hiring officials and human resources staff about the appropriate responses when gender, race, or ethnicity are disclosed during recruitment. Video clips might be analogized to information on a resume that clearly tells an individuals race, such as, "President, Black Law Students Association." In this situation, as with the video clip, the employer needs to focus on the person's qualifications for the job."

Is a summary of your background something that really should go on your resume?

Absolutely. Professional Summary sells you! 

If you can make it a bulleted list, even better. Employers can scan it more quickly. Additionally, a rambling summary does you no good. Short, sweet and job specific focused if at all possible.  There is always a debate about what goes on the top of a resume, but I strongly advocate for a simple branding statement that describes the key attributes and nature of the person that would set him/her apart from the competition. Not a list of skills, past positions, or responsibilities.

 It is the place for a "meta" statement, to give everything else a context. For a mid-career individual, it should be 2-3 lines in length - maybe a bit more but not by much. A focused summary bringing value to the reader. Informing an employer, that you're a "jack-of-all-trades," no.  A well-written resume will "sell" rather than "tell." You attract attention of potential employers with your resume by emphasizing the benefits and value you have to offer and can bring to their organization. (TIP: It goes beyond a general summary and laundry list of core duties and responsibilities!)

I have officially hit rock bottom on my job search!

SCS Reader says:My job search unfortunately has taken a turn for the worst once again. Two months ago, I had three interviews with major government contractors. A month later, I got rejected by all of them. Two of those contractors decided to cancel the technical writer and business analyst position that I interviewed for because of contract issues. Another company based in Tysons Corner, decided to cancel the solutions writer position because they lost their hiring manager to another company. Therefore, they had to restructure their entire staff and freeze their hiring process.

I really don't know what to do folks. Nothing seems to working out at all, and anytime a bad break occurs, it always happens to me. Therefore, I starting to believe that I had hit rock bottom on my job search.

Do you folks have any suggestions on how should I approach my career search? I am still interested in finding a full time opportunity in technical writing, business analyst, web development proposal writing, and technical analyst positions in the Northern Virginia/ Washington D.C. metro area. I apply to those jobs on every job board website, but it hasn't worked for me at all.

At this point, getting networking contacts via LinkedIn is the best option for me in terms of getting a full time opportunity. Your help and kindly tips will be greatly appreciated.


Answer:You're in a very competitive field, in a cut-throat city. So, when companies are hiring, it's already tough. Take an objective look at yourself. What are your strengths and weaknesses? What makes you a better candidate than the others?

Have you tried tailoring your resume for the position? Instead of sending out mass resumes, pick a few really "perfect" jobs, and tailor your resume. Highlight what skills, experiences, etc. you have that make you a great candidate.

In your resume include keywords and key phrases from the job description that fit your abilities and qualifications. Your geographical location is a competitive area and no doubt not easy to get noticed. 

Don't give up the hunt and good luck.

Top Reasons why employees don't give reasons why they are exiting an organization...

Generally employees don't leave an organization but rather leave their boss....... The prime reasons why the effectiveness of Exit Interviews has vanished is due to the following in my opinion:

1) Unwillingness to spoil rapport with the current company HR and Colleagues mainly your reporting manager

2) Fear of getting a poor review from past employer in a reference check process by the employee's future employer if the future employer is a competitor company

3) No one wants to become a whistle blower and point out reasons like mental harassment and organizational politics and risk a loss of reputation as everyone knows that his/her association with the organization is not for an eternity with any organization in today's times...

What are your reasons?

SCS Reader Says-I would love to make a career change and go into HR. What tips do you have for me to make this transition happen?

Answer:

Finding your passion in life is indeed a blessing! Paying it forward and helping others to blossom is as good as it can ever get. We are all energetically connected and whenever we support another in reaching and achieving their true potential/highest good, we help ourself! Being in service to others is a magnificent feeling, and I believe the secret to raising planetary consciousness!

Transitioning to an HR Career from Another Field

If you have a different academic background from that described, or you have been employed in another profession, a readily transferable, related academic background and related professional experience will help. Experience in general management and an understanding of business processes are vitally important. You may, therefore, wish to consider pursuing either an MBA or an MS graduate degree with a concentration in human resources in order to break into the field of HR.

When there are not sufficient numbers of qualified HR professionals with the preferred experience, employers occasionally hire other professionals who have related experience and who are willing to undertake additional education or training.

Those interested in HR as a profession can take college courses, attend seminars or take self-study courses as a beginning. In such circumstances, professional counselors might find opportunities in employer-sponsored employee assistance programs; teachers may be hired by training departments; or accounting, math and statistics majors could find employment in compensation and employee benefits. Law school graduates or attorneys may be hired to handle legal compliance or employee relations activities. Above-average communications skills are always essential for HR professionals. Since HR professionals handle confidential information, and must be comfortable interacting with employees at all levels, companies often seek people who are mature and experienced professionals—especially for higher-level positions in HR.