Top Notch Interviews

Tips, Tricks, and Techniques from the First Call to Getting the Job You Want

Brian Davis

• Publisher: Career Press
• Year: 2010
• ISBN:
  9781601637437
• Topic: Personal Development
• Subtopic: Careers

Few of us have ever experienced anything like the current job market. Millions of jobs have disappeared, and everyone from experienced executives to newly minted college graduates are facing the toughest environment in decades. Which is why top-notch interview skills are more important than ever. Top Notch Interviews teaches job seekers at any level, from all industries and professions, the author's proven technique to increase interview success. Even if you are the most qualified candidate, have the perfect resume, and possess the perfect background, you may still lose the job if you lack interviewing skills. Top Notch Interviews is organized in easy-to-digest segments that will show you:
Tips for confidently answering questions with an easy-to remember method.
How to identify the phases of the interview and formulate your responses accordingly.
How to avoid common pitfalls that eliminate the majority of candidates.
How to navigate through the pursuit phase including thank-you notes, follow-up, negotiations, and acceptance.Dramatically boost your chances of winning your next interview and get the job you want using Top Notch Interviews.

CHAPTER 1
Career Transition Preparation

When you are looking for a new career or position, your number-one priority should be your job search. This is the focus we mentioned in the foreword that separated the thousands of scratch golfers from the few we see on television. If you are not focused, your results will be varied at best. I am not so naive as to expect you to put your life completely on hold while you look for a job, but I do challenge you to ask yourself just how serious you really are.

Prioritizing your values and goals is a critical step in your career transition process that will help you identify careers that would be appealing to you. The following categories are guidelines that will help you determine where your career search will take you. Remember, we will not cover in detail the methods you will need to use in order to get to the interviews. However, we will help you make sure that the interviews you choose are ones you can win.

You should begin the process of prioritizing your values and goals by answering the following three questions. Your responses do not have to be any of the ones included in the lists; they are only there to help point you in the right direction. Nor is this exercise a personality profile—it is a tool to help you see just how focused you really are.

What Is Most Important to Me in a Job?

We all have different motivations as to our professional careers. By understanding what really drives your decisions, you can select companies that will allow and help you to achieve your professional goals. For example, if your professional goal is to be the chief financial officer for a global logistics company, and you have very limited international or financial experience, you might want to focus on professional development rather than security.

• Prestige: status in society, public recognition, company name recognition.

• Advancement: opportunity to move up or get promoted.

• Security: job stability, comfort.

• Success: incremental goal achievement, sense of accomplishment.

• Professional Development: formalized program, mentorship.

• Helping Others: helping people, benefiting society.

Your personal goals and values differ from your professional ones because they are decisions that are centered on the time you will spend away from work. Often, job seekers neglect to include these when they take on a new position or career, only to discover six months later that their personal values cannot be met with their newly undertaken responsibilities. I can tell you countless stories of candidates that indicated they were “Money Motivated,” but lacked the work ethic to support their compensation expectations. Know your limits and be honest with yourself.

• Money: salary, benefits, perks.

• Family: spending adequate time with family.

• Commute: limits, stress tolerance, fuel or public transportation costs.

• Leisure: personal time, vacations, activities.

• Travel: amount of time you are willing to be away from home.

Your work role is how you see yourself functioning in your new career or position. If you know that you cannot take direction and need to freely express your ideas in a non-time sensitive environment, then why would you interview for a Project Manager position? Because it is in the right place for the right salary? Wrong answer. You would only be setting yourself up for confrontation and frustration that would later result in a period on your resume that will be tough to explain in future interviews.

• Variety: doing different things at work or performing similar tasks frequently.

• Independence: freedom to do things your way, on your time.

• Power: authority and influence on what happens.

• Enjoyment: the degree to which you enjoy your job.

• Task-oriented: you need someone else to set your tasks and goals.

What Is the Ideal Corporate Culture in
Which You Would Thrive?

Over the years, I have seen many definitions of corporate culture, but this one from dictionary.bnet.com seems to sum it up best: the combined beliefs, values, ethics, procedures, and atmosphere of an organization. Many job seekers confuse the environment with the culture because of their limited exposure to the office, plant, or people. The environment is a component of the corporate culture, but can often mask the true inner workings and “personality” of a company. We will cover more on culture later, but take time now to jot down your ideas for an ideal culture.

• Atmosphere/environment: friendly and open or stuffy and rigid.

• Teamwork: work together or more individually.

• Competition: big fish in little pond or climb the corporate ladder.

• Work pace: self-directed or deadline-oriented.

• Values based: Are values defined and discussed? Is that important to you?

How Important Is Geography to Me?

This question is always at the top of my list when talking to candidates. You would be surprised to learn how many candidates have not gone through the exercise of determining their geographical boundaries. These could be cities or regions for those willing to relocate for the right career position. For most, however, the limitations should be a predetermined commutable distance that you know you can tolerate. I have seen countless candidates extend their commutable distance only to become frustrated a few months later once they realize how much time they are spending in the car and away from their family or free-time activities. With the exception of a very few virtual careers, where you want to live will determine where you work, or vice-versa. If you are geographically restricted to a certain area, know that your job search will be harder than someone else who is open to any market. I do not say this to scare you or attempt to force you into opening up your boundaries, but rather to put into perspective the time that it may take you to find your next career. Geographic restrictions are fine—you just need to be sure you account for this in your search.

If you are open and willing to move for a position, be sure that you fully understand the cultural and demographic differences between locations. Also understand that, depending on the industry you are targeting, job opportunities may be centered around industry hubs.

I once had a candidate interview for and secure a position as a distribution manager for a major national retail outlet. The position was located in rural Georgia and the candidate told me that she would gladly move anywhere to join this well respected company. The day of her final interview, I received a call from the hiring manager who said they loved the candidate and would be drafting an offer for delivery the next day. Obviously, at this point I was excited too, as I was about to make a sale. I then remembered that I should call the candidate to let her know about the forthcoming offer. After exchanging pleasantries, I let her know that she won the interview and we were successful in getting an offer presented. Much to my surprise, she politely told me that she would have to pass on this opportunity. When I asked why she said, “Brian, I just can’t work in a town that doesn’t have a Starbucks!” I could not believe it. I asked her about the company—she loved it; the people—she loved them; the compensation package—more than she was expecting. I even offered to send her Starbucks ground coffee until they put a store in town, but at the end of the day, she just wouldn’t budge. So, understand that your geographic limitations may encompass more than just a dot on a map, and be sure to research before getting in too deep with a potential employer.

Timeline

When you are ready to interview, you should be ready to start your new position or career very soon thereafter. Very few companies interview more than 90 days in advance of their targeted fill date. If you are relocating, most companies will give you a bit more time than the standard two weeks’ notice to start employment, but make sure you have already started the preparations on your end. I have seen numerous accepted offers get rescinded because the candidate could not move out of their house or terminate their lease when they expected. If you’re changing jobs locally, be sure to provide notice to your current employer according to the terms in your employee handbook. If you do not have an employee handbook use the unwritten rule of two weeks’ notice.

When providing notice to your current employer, simply state, “I have accepted another opportunity and am giving you my two weeks’ notice.” I also recommend that you present your manager, supervisor, or human resources department with a signed and dated letter of resignation. Prepare this letter at home and only present it once you have officially accepted your new position. Your resignation will spark a conversation and often the employer will want to know where you are going, how much you are getting paid, and why you are leaving. You are under no obligation to provide any of this information, nor are you required to participate in an exit interview. The exit interview is simply a tool companies use to track reasons for resignations and departures, and to prevent them from any future claims of unfair employment practices on their part. When asked if you would be willing to conduct an exit interview, simply state, “No, thanks!”

If you are in any type of outside sales, be ready to have your employer tell you to finish up much sooner than in two weeks. Typically, companies do not like to keep sales representatives in the field when they have already checked out. Most likely, you will conduct a turnover with your manager the same or next day, and be asked to step aside.

It can take anywhere from two days to six months to get the position you want. It all depends on the industry, the level of the position, the location, and the speed in which the company moves you through the process. Just remember that this is a life-changing process, and sometimes a slower process may work in your favor. If for whatever reason you find yourself in a time sensitive situation (you are out of work and your savings account is running low), know that you may have to sacrifice some of your long-term career goals and values in order to meet your more immediate personal financial obligations by taking a position that is not ideal.

Documentation

Being prepared with all the proper documentation is a clear demonstration to your future employer that you are focused on your search, organized, and goal-oriented. It also comes in handy should the potential employer require that you fill out an internal application form as a part of the interview process.

I once had two candidates interviewing for the same position with the same company. Both candidates emerged through the interview process in neck-and-neck competition for the offer. Candidate A listened to our advice and had the required supporting documentation ready to present upon conclusion of his final interview. Candidate B did not properly plan and exited the interview in a panic, attempting to run around and gather information that could take days or even weeks to assemble in the hopes of getting the offer. Candidate A was presented the offer the next day.

Here are some of the items that you should have ready to hand to an interviewer. I also tell all my candidates to scan each of the following and carry them with you to an interview on a flash drive. That way, if you need copies for additional interviewers or the potential employer asks for them in electronic format, you have them with you and do not create an unnecessary delay in the process by sending them later.

IMPORTANT:

Do not offer any of the following to the interviewer until asked!

Resume

There are plenty of books dedicated solely to resume preparation, so I will not attempt to cover all resume topics. Rather, I will highlight many of the items that interviewers will focus on when scanning your resume. Your resume is a brief snapshot of your professional career to date, and you should update your resume at least every two years, even if you are happily employed. I recommend this practice because it forces you to document your accomplishments and quantify your results.

Keep in mind that most hiring managers spend less than two minutes reading a resume before conducting an interview. While your resume is a key tool in your career search, you should not spend hours on end preparing it. The tips and samples provided in this book should help you develop a concise, articulate document representative of your past performance and future potential.

Types of Resumes

Ninety-five percent of the readers of this book will use either a chronological or combination resume to document their performance. Here are the four main resume types and where they are most commonly used.

• Chronological—The most common resume format lists your work history first, starting with your most recent position and working backwards. Most human resource professionals prefer this format because it allows them to work backwards and follow ...

Table of contents

• Cover Page
• Title Page
• Copyright Page
• Dedication
• Contents
• Foreword
• Chapter 1: Career Transition Preparation
• Chapter 2: Interview Mechanics
• Chapter 3: Phases of the Interview
• Chapter 4: Different Types of Interviews
• Chapter 5: Follow Up
• Appendix: Review
• Index
• About the Author
• Backmatter