Job Search… The Salary question

AUTHOR: David M. Young

 

What salary are you seeking?  What was your salary at your last employer?    Or if worded how it can sometimes feel “Tell me your deepest and darkest secret.”   No, that is not what is being asked, but people are so private with their income and salary, it can feel like a deep dark secret being shared.

 

So why share your salary…or really when is the right time to provide this for a future employer.

 

First off, never be the one who brings up salary.  This also goes for benefits, vacation, time off, bonus, work hours, or overtime.  If you are in an interview and it is not brought up, then don’t bring it up.  This is something that will come up prior to an offer, our possibly during an offer discussion.  At large companies, the interviewer may not be able to discuss it and woudl refer you to Human Resources.  Discussing time off, work hours, overtime, or vacation can also be perceived as someone who is not a hard worker.  Yes, these are critical details that would help you decide if you want to work at that company, but you want them to want you to work there before you are giving them reasons to think you are more concerned about your time away from the office.

 

But, when it comes up, be intentional in HOW you answer the question.  I encourage people to not just give a specific number.  What salary are you seeking?  Answer with a range, with the higher number first.  For example…if mowing yards (a good generic example) and someone asked what do you charge for my yard.  I would answer (for purpose of this example…in real life I’d probably just give a specific number) “My fee ranges from $35 down to $20 for each time it is mowed depending on the size of your yard and any extras you would like included such as edging and bagging.”   Now in real life you may not answer a mowing question like that, but it gives you perspective on the salary question.  You might answer “$100,000 down to $85,000 depending on the other benefits and career opportunity.”  If you say “$85,000 up to $100,000”…most likely the other person only heard or will remember the $85,000.  You very likely might get an offer right at the lower number.  Instead, you want the other person to know you have some flexibility, but that is based on the total compensation which can include bonus, benefits, or other non base pay items. Additionally, companies will often have a target range.  If you give your dream number, you may price yourself out of the job.

 

On job applications, they will ask for salary at a previous employer as well as sometimes ask for desired salary.  Be honest, but again, it is not inappropriate to provide a base number plus a total take home that could include your annual or Christmas bonus.  If you have been making $50,000, but believe the market is paying $70,000, don’t just ask for $70,000.  Be transparent with the future employer that you have been at $50,000 but that is why you are looking for a new opportunity and you believe the market is paying $X up to $X.  You could also answer with a range and comment “depending on benefits and bonus”.

Before you make a hiring decision, you will want to know benefits, bonus, leave, vacation, etc….When asked for salary, just give your number as discussed above.  Once given, you can ask for benefit details and if an offer is made, that will assist you in understanding the total opportunity.
If handled poorly, the salary question can be tricky.  But if handled correctly, it will assist the future employer in understanding your desire and make sure you are rewarded financially accordingly.

Job Search….References

AUTHOR: David M. Young

 

References…sometimes they are not asked for, other times they could really matter in your search and future employment.

 

NEVER put references on your resume.  I’ve seen people have a reference page that is the last page of their resume and unintentionally send it along with their resume.  References should be very important to you and you should manage who has them and when they are utilized.  Often times, a company would like a minimum of 3 references.  Generally they are seeking a past supervisor, peer (or peers), and possibly a subordinate where applicable.

 

As a general rule, I encourage people to have 5 references.  You should have the personas name, title, phone number, and email address listed on a document.  Additoinally, i encourage people to list when you worked with them as well as your professional relationship (supervisor, peer, etc…)

 

Your references should fulfill the following:

• Be professional references, not social/personal.
• Be aware that you are using them as a reference and have a current copy of your resume.
• Be someone who will be a positive reference, not just a confirmation of employment.  If in doubt, don’t use them.  Some companies do not allow their employees to give references but can only confirm dates of employment.  Don’t take this personally, just move on to another reference.
• Be aware that they will be contacted.  And as a safe practice, I’d follow up with them after they are contacted so you are aware what was asked and get their insight on the reference confirmation.
• I would prepare them.  Talk with them about your strengths, possible weaknesses, and help them feel comfortable answering in your best interest.  If you have to “coach” them very much, they may not be a strong reference for you.  They should already know you.  But you want them to feel free to be glowingly honest.  Key word here is Glowingly!
• If you have not talked with a reference in a couple of years, they should be removed from your list.  They won’t remember or could be fuzzy.  I have had references not be sure about who the person giving them as a reference was.  This is always a bad sign.
• The worst thing is a bad reference, or one who remembers an issue with you.  At some point, everyone has had some sort of disagreement professionally.  If that has occurred, you need to be the one to discus it and how you have grown.  Do not leave it to a reference to speak about.
• References can be from the overall course of your career, but if you have been working for several years, you most likely have grown in your career, and as a result, you should have individuals listed as references who can speak to your most current capabilities, not capabilities from 15 years ago.
• If you have skeletons in your closet, …. pause.  It is ok to ask the person checking references not to contact a given company from your past.  Most likely, you may not want your current employer to know you are interviewing.  If that is the case, then just ask the future employer not to contact your current employer.  The best way to provide comfort for them is to give them more references than they are asking for from a previous employer.  But…if you have only worked for a single organization throughout your career, then ask your friends who you trust to keep the reference confidential to be the ones that could be contacted.  People generally want to help others.  You may also be able to return the favor at a later time.

Be aware, invariably it is a small world.  As long as you are prepared with your references, and you have given the professional courtesy to the references that they may be contacted, you will serve to maintain your professional network and references will serve your job search well.

Job Offer Anxiety….waiting on the offer

AUTHOR: David M. Young

 

The interview wraps up.  What next?

 

At the end of the interview, one of your final questions is to ask for next steps.

 

Most of the time you will not be told that a decision on making an offer will occur in 24 hours (or some other time period.)  Although, that seems to be an assumption with almost every candidate I work with, it rarely occurs.  What you will be told most of the time is that the next step will be to…and then fill in the blank.  It may be to come back and meet with others, it may be the company will step back from the meetings and then look to make a decision, it may be there is another interview scheduled and “we will follow up with you after we have concluded interviews.”  Yes, the ole “we will follow up with you” seems to be the most prevalent response.

 

As the one seeking the job opportunity, this is the only thing on your mind.  You really like to opportunity and want to move forward.  But not hearing back in 24 hours does not mean a thing.  When you are on the hiring side of the table, there are many other things that are taking your attention during the day.  There may be multiple individuals who are wrapped into the decision or approving a possible offer.  Some things for you to do while you wait after your interview include:

• Immediately write a thank you note.  Don’t wait, this will keep you in front of the person you met with.  Hopefully you got a business card with an email address.  If the person is not an executive and reads their own email, it is entirely appropriate to write a thank you via email.  If a more formal role, an executive, or a more personal touch is appropriate, then write a handwritten note and put it in regular mail as soon as you get home.
• Go into “sleuth” mode.  Further research the company.  Look for other people on LinkedIn who work at the company and find out if you have any other personal relationships with someone inside their walls.  If so, reach out to that person and let them know you interviewed for a job at their company.  See what they know and learn what you can.  Possibly, they can be an internal advocate if you don’t already have one.
• Continue to look for a job.  Don’t put all your eggs in this one basket.  Even though you have a good feeling, you never know what other factors will impact their ability to offer a position or could have a bearing on the timing of an offer. I have numerous examples of someone looking for a job and not having any traction for a long period, and then as soon as a single opportunity pops up, it seems that one or two other opportunities also pop up.  Let this happen to you.  But the only way it does is if you continue to look for an opportunity.  You can share that you had a good interview.
• Don’t quit your current position.  By this I mean exactly what it says.  You feel great about the role, they liked you, it is going to happen.  BUT…remember, you don’t have a job until you have a formal written offer.  And even then, you need to make sure you have a start date and everything is in order.  If all is in order, then it is time to give your “two weeks” notice.
• Don’t negotiate with your current employer.  We will discuss this in more detail, but i have seen many bridges burned because someone had an offer, and then suddenly the current  employer decided to express their desire to keep them.  Remember that there is a reason you were looking.  Short term fixes with a current employer will only prolong your end date with them.  They will see you as someone who might move, and you can lose favor with the current employer.  Rather, once you have an offer that you are accepting, then resign cleanly.
• Don’t pester the person or company you interviewed with.  It is appropriate to follow up with them up to 3 times.  The first is your thank you immediately after the interview.  The second time to touch base with them is the agreed upon period they had indicated  when you asked for next steps.  Say they said they hoped to have feedback in the next week.  Then wait a week, and a day after the week expires, touch base with your company contact to inquire if they had been able to make any progress towards a hiring decision or next steps.  Don’t be pushy…they do not owe you anything.  But rather politely touch base and reaffirm your interest and ask for a time period when they may have a decision.  The third time to touch base only occurs if you leave a message and get no response.  This would be double the period you were first given.  i.e. if told a week, then this would be 2 weeks later, if told 2 weeks, then it would be a month after the first meeting.  But, if they give you a response, the clock resets.  You want to be interested, but not desperate.  If you receive another offer, then that would also be a time to touch base with the company and let them know that you have a time frame when you need to make a decision.  If they do not get back with you, then your decision is made for you.  The exception to this…if you are working with a recruiter.  A recruiter is on your team.  touch base with them…seek their guidance…make sure you are at the front of their mind.  But here again, don’t come across as desperate and wear out your welcome.  Even though they are on your team, you want to keep them on their team.  If they give you a time frame, honor it.  If they don’t ask them when you can call them back. and then call back accordingly.

 

The overriding rule, make yourself wanted, not a nuisance.

The interview is over, you are interested….what next?

AUTHOR: David M. Young

The interview wraps up.  What next?

At the end of the interview, one of your final questions is to ask for next steps.

If a phone interview:

• Send your contact an immediate thank you via email, let them know you are interested, and look forward to hearing from them for next steps.
• Pull out paper and write down questions you have that were not asked, write down concerns, write down notes from what you learned in the discussion. (These will be building blocks for your preparation and discussion in the face to face interview, or in the next phone interview)
• Wait…:-)

If a face to face interview:

• Leave the location of the interview and find a place where you stop for a few minutes to write down the following… (if on company property, wait until you are off site)
  • Write down questions you have that were not discussed
  • write down any immediate concerns
  • write down positives of the position
  • summarize what you learned (responsibilities, supervisor and organizational structure, expectations)
  • Determine if offered, what would keep you from accepting the position and write this down.  This will be a key area for you to explore further before accepting an offer.
  • If working with a recruiter, call them.  If they know your thoughts before they talk with the company, it will expedite the process.  You may be able to ask them questions you have and they may know the answer.  If not, and if your questions are around benefits or other details that the human resource contact can answer, you will be in process of getting those answered before you have to ask the company.  bottom line, the recruiter is on your team and you want your team in synchronization with your thoughts on the position you just interviewed for.
• When you get home, write a thank you note to each person you spoke with.  If you have emails, it is acceptable to write this electronically.  If you do not have emails, call the primary point of contact and ask for their email.  If you do not have emails, send a handwritten note to the people you spoke with at the company’s address.  If you spoke with the CEO or senior executive, err on the side of formality and always make this a handwritten note you send via snail mail.  This will ensure they are the one who sees it and not their assistant.
• Now wait.

Wait? that is the worst part!  But yes, even though you are ready to move forward, you never know what else is on the interviewers “to do” list.  You don’t want to be over zealous.  You want to have a balance of the company wanting you combined with you wanting the company.  As a general rule, write your thank  you notes and then give them 5 days.  If at the end of 1 week from the interview and you have not heard from them, it is appropriate to touch base and ask for any updates or feedback.  “The wait” will be discussed in more detail, but be ready for the process to take some time.  That is why it is of benefit to document your thoughts immediately so that when they do call a week or two weeks later, you will still have fresh thoughts in front of you.
When they call, you will learn the next steps, or you may learn that an offer is coming.  Be ready, and you will be rewarded.

The interview is over, and you do not want the job….what next?

AUTHOR: David M. Young

 

You prepared, you thought you wanted to position, you met with the interviewers, and lo and behold, the conversation and interview helped you discern that you are not interested in moving forward.  So what do you do?

 

Remember, we have been discussing that you want to put your best foot forward.  Even in situations where the company may want you, but you are not interested, you still want to put your best foot forward.  You never know what tomorrow holds.  Although you don’t want this role, the company may have other roles in the future.  Your objective has been to make the company want you.  You now realize it is not a fit.  The company may also realize this.  But, they may not.

 

You want to be honest, but make sure you are not making a split decision when one is not required.  Even in cases where it is absolutely obvious, you still want to be graceful and respectful in the interview process.  Don’t tell the company you are not a fit.  At the end of the interview, if not interested, still ask for next steps.  Let the company know they have given you great insight into the position and what they are looking for, and then gracefully leave so you can sleep on it to confirm your thoughts.  Keep in mind you are still building out your professional network.  The person you are meeting with could still further your career in other ways you are not immediately thinking of.

 

Once you have left the interview, jot down your immediate thoughts.  Still have the standard courtesy to write a thank you note.  Without that interview, you might be pursuing a position that may not have worked out after 6 months.  The purpose of the interview is to find the best candidate for the job.  And from your perspective, is to find a job you can enjoy doing.

 

If the company extends an offer in the interview, ask them for time to think about it.  Do not decline on the spot.  If you are not interested based on negotiable items (salary, responsibility, travel, benefits) but are interested in the role otherwise, then wait and explore how you would want to negotiate the position.  You can always ask for salary, travel changes, benefit modifications.  And you never know what a company can change if you don’t ask.

 

But if you are not interested in a role because of a personality, the responsibility is not a fit for your career, or you don’t believe in the company.  Step away from the interview.  Wait one day and then decline.  If you are asked to come back in, gracefully respond back to the company.  I always encourage this to be a verbal conversation.  In that conversation you can let the other person know that after the interview you have had further time to review the opportunity and have decided to “withdraw your name from consideration.”  If they ask why, just let them know your personal circumstances have changed.  You do not need to provide any further details.  If they pry, just indicate you are not comfortable discussing the details but greatly appreciated their time. Yes, you can put this in an email, but the personal respect to talk directly with the company will always leave a positive and lasting impression.

 

So to summarize, wait till the interview is over and you have had a day to reflect.  After a day, contact the company (or recruiter) and let them know you are no longer interested.  Still write thank you notes.  But be brief.  “Thank you for your time, it provided great insight for me.”   If working with a recruiter, you can give them further details as it may assist the recruiter in looking on your behalf.  If you don’t give more details to a recruiter, they may scratch their head and not know what you are looking for in your search.  The recruiter may be able to guide you through your concerns.  Their objective is not to just get you the job, but they have a vested interest to make sure you stay at the job.  Recruiters have to refund a fee if the job does not work out.  They would rather find the job you like and place someone else in the position you did not like.  They are part of your team.

 

Above all else, be honest.  But being honest does not always mean telling every thought you have.  It can also mean being honest in identifying you are not interested and leaving it at that.

Types of Interviews – Other often utilized interview formats/types

AUTHOR: David M. Young

In addition to the Standard or “Personal” interview and the Behavorial interview, there are often several other forms that an interview could take. As a recruiter, over time I have seen all of these utilized, but outside of the Standard and Behavioral interview, the following are used far less often. Even though they are less common, as a candidate, having an understanding of these other types of interviews can assist you as you prepare to meet with the organization.

• Informational interview – Often occurs in more informal settings, or through personal networking. But, it is still an interview because how one performs could open other job opportunities. This interview is used to ask for advice or learn more about a particular job, field, or discipline. In addition to expanding ones network, both parties can walk away from this interview with more insight into your field or passion as well as an understanding on the current state of the market. This is a fact finding meeting that is done during the job search.
• Screening interview – Prepare for a screening interview like it is an open book exam. Have your resume, the job description, references, company information, as well as prepared questions for this interview. The interviewer is most likely fact finding and ensuring a base skill set exists that backs up a resume. This is often times performed by a Human Resources individual, or could be the initial meeting with a recruiter. For recruiters, this is a third primary type of interview, but for organizations, I see this far less often. You don’t win a job during a screening interview, but you can quickly lose the position if you stumble, misrepresent yourself, or are completely disinterested.
• Panel interview (or called a small group or committee interview) – This is a meeting with several decision makers in a single setting. If not prepared, this can be intimidating. Normally, it is not intended to create tension, but every now and then it could intentionally create stress to see how the candidate responds. Multiple indivuals will ask questions and when complete, feedback is collected and standardized towards a hiring decision. As the interviewee, relax and handle it as you would a one on one interview. In this case, create eye contact with each interviewer no matter who asked the question, develop some sort of personal rapport if possible, and try and find out the names and titles of the participants. In larger organizations, there may be others attending via conference call. In this case, speak to them, but make eye contact with those in the room.
• The “Second” interview – You may be asked back for a second interview. They liked you enough that you made the first round of cuts, but they want to know more about you as well as very likely will wrap in others you may not have met. Second interviews often times are much longer. They could last a half day or more, so confirm and plan accordingly so that you are not in a rush. Often times this is the last step before an offer, so be ready to discuss your needs including salary and benefits, but don’t bring this up unless asked or if given an offer. More on salary negotiations will be discussed in depth, for now, be ready if that occurs in a follow up interview.
• The “Case” interview (or presentation, test, or task challenge interview) – As an individual who grew up in the Information Technology discipline, testing was more common place than other disciplines. As part of an interview process, you may be asked to take an online test, have a phone screen that is technical such that you are asked details about technology to assess your true depth of understanding, or you could be given a problem and asked to create or develop a technical solution. In consulting, sales and leadership type of positions, I have seen an organization ask someone to present on a specific item. In this instance, the position may require presenting on a regular basis and they want to gauge your comfort in front of an audience. If you have never presented, let them know, don’t “fake it” because they will figure out very quickly you are not a presenter. As a candidate, I don’t recommend you cram for a testing type of interview. Yes, brush up on terminology that may not be universal, and possibly brush up on rusty skills, but the last thing you want to do is represent expertise in something you may not be an expert and as a result, falsely set expectations before starting a job. It is best to truthfully represent your skills so that you can shine when you take a new position.

Contract Positions – The exception to interviewing can occur if you are engaging in a short term contract (6 months or less). In this case, personality fit is much less of a concern as opposed to the ability to deliver the specific project or effort. But even for these positions, you are adding experience to your resume. Make sure you are comfortable with the opportunity and can deliver accordingly. It is always tough when someone takes a job they don’t like, and in a couple of weeks “it does not work out”. As a result, you do not have good references, and you have to decide how to document that experience on a resume. Save yourself, and make sure even a short term engagement is going to be a positive one.

Organizations will have other types of interviews they may use, but invariably, they are some combination of these mentioned. The overriding rule as you interview is to be yourself. No matter the format, you are also assessing the organization and want to learn as much about them as they are learning about you.   When presented with an offer, you should hopefully have an idea of what the future holds for you with that organization.

Types of Interviews – Behavioral and Standard interviews

AUTHOR: David M. Young

For those who might be control freaks, or want to “anticipate” what an interview will be like, there is only so much you can do. Even though you have invested so much into preparing for the interview before you walk through the door, I have found that organizations rarely train the interviewers. As a result, most of the time, you don’t know what to expect. Invariably, people will interview others in a manner in which they were interviewed. They learn by what they experience. All though there are several different types of interviews, I have found that most interviews focus on either a “behavioral” interview or a “Standard” interview.

Before I discuss these 2 base types of interviews, keep in mind, there are several other types of interviews. These include:

• Informational interview
• Screening interview
• Panel interview (or called a small group or committee interview)
• The “Second” interview
• The “Case” interview (or presentation, test, or task challenge interview)

Stay tuned and we will cover these in much more detail.

The most common interview is the “Standard” or “Personal” interview. This is most common because the interviewer is rarely trained or the meeting is not generally planned in advance. It is a “one-on-one” interview in the organizations offices that will last 30 minutes to an hour. The interviewer meets with the prospect, and based on how the conversation proceeds, makes a decision on moving forward or hiring. In this interview, standard questions include

• “ Tell me about yourself” (or walk me through your background). The interviewer is looking for how you compare to the open position and if you have a history that indicates you can perform as expected for the open position.
• “Where do you see yourself in 5 years”.
• “Why did you leave” employer x.
• “ How do you get along with people”
• Tell me about XXX skillset, or “How did you use XXXX in your last job”.
• “What are you looking for?”

If a 30 minute interview, you will want to be concise and have a high impact with your answers. If 45 minutes to an hour or hour and a half, you will want to go into much more depth and use specific examples to support your generalizations.

As a recruiter, this type of interview is not something that can be measured. At the end of the interview, it ends up being a gut call on the interviewer.

The other often used interview is the “Behavioral” interview. Formally, this is called “Critical Behavior Interviewing” (CBI). The theory behind this type of interview is that past performance in a similar situation is the best predictor of future performance. The interview will probe much deeper than traditional interviewing techniques, and most of the time, the interviewer has been trained on how to interview as well has prepared questions specific to the position that is open. To prepare for this interview, you should think of specific examples that demonstrate your competencies in core behaviors such as communication, conflict, flexibility, teamwork, organizational management, and problem solving skills. Most of the time your examples do not have to be limited to a professional environment, but could be personal. You will want to tell your story. Make sure you answer with the task or problem at hand, what you did or your action taken, and the result or outcome. The more directly you can tie this to the position you are interviewing for, the better you will present yourself. As a candidate, the tough part of this interview is that unless you ask questions, they will learn everything possible about you, but you will gain very little insight on the open position. Make sure you are prepared with questions for the interviewer that will allow you to gain further understanding about the role.

Keep in mind, the best preparation for an interview is real life. Your experiences, your desires, your aspirations, and your skills that you have gained over time professionally. When you interview, you want to put your best foot forward. Your goal when you walk out the door is to get an offer. If that is your focus, you will shine. And in those rare situations where you know the position is not a fit, the last thing you want to do is cut off the interview and burn a bridge. If you have prepared, you will at a minimum, add someone knew to your professional network.

 

 

Interview preparation – Last minute thoughts before you walk into the interview

AUTHOR: David M. Young

What you wear matters as discussed in the previous post. But that is not the only item you should think about before the interview occurs. As you prepare to walk into the interview, you want to present a professional and business minded mentality that will carry over into how you present yourself. Some last minute guidelines to keep in mind as you walk into the interview.

• Don’t park next to the front door. (You don’t want someone seeing you adjust your clothing, throw on your coat, or begin evaluating you by the car your in or how fast you drive. But don’t park so far away that you build up a sweat walking into the interview. You can park in visitor parking near the front if guided to do so, but be ready to exit the car, don’t sit in it and wait.
• Turn off your cell phone (or leave it in your car). If you have an important phone call, text, or message you are expecting, it can wait. If it can’t, then you will appear distracted.
• Bring a portfolio with 3 or 4 copies of your resume, pen, and paper.
• Don’t pass out a current business card. Your contact information is on your resume. (Sales positions sometimes disagree with this…but if in doubt, don’t build business for your existing employer.)
• Sit and observe if you have to wait in the lobby. Don’t “look busy”. Relax, take deep breaths,
• Have good eye contact and maintain it…if the person has some distraction in their eyes, then focus on their nose.   Either way, don’t look off as you talk. This is a sign of someone not telling the truth. Hard core interviewers may feel like you were not crisp.
• Have a firm handshake. Not so firm that you hurt someone, but confident and firm.
• Smile (to everyone, the receptionist, the parking attendant, the assistant, bottom line, present a pleasant image, others will respond in kind). Many times I have asked the receptionist if they liked the person. You would be amazed at what people will tell the receptionist purely because they do not feel like this is part of the interview.
• Sit upright during your interview. (not slouched or so relaxed you seem disinterested.)
• Be energetic and thoughtful.
• Listen (don’t interrupt the interviewer, more on this in a later post)
• Be conscious of your hands (don’t have them on your face, some feel like this is a sign of a lack of honesty….more on this as well in a later post). If nervous, just fold them in your lap. Use them naturally as you talk, but don’t let nervousness come out in body language.
• If meeting in a conference room, and you are the first one with the option of picking a seat, pick a seat with the least distractions. Human nature is to put your back against a wall so you can see the room. In an interview situation, you may put your back to the door, or to the window. You don’t want to allow a distraction catch your eye such that the interviewer thinks you are distracted. Let them be the distracted one.
• Use the restroom before your interview. And when done, make sure everything is in order. I once had a candidate not realize they had not “closed up shop” after using the restroom. They proceeded to cross their legs and did not realize they were sharing more than they would have desired. Don’t be that person….

There are many items on this list….just keep them in mind. The most important thing is to be yourself and relax. But in so doing, make sure you show that you are not only ready for the job you are interviewing for, but that you will be a good representative of the organization for future roles as well.

Interview preparation – What to wear….IT MATTERS

AUTHOR: David M. Young

When I first started recruiting, there was less discussion about what to wear to a professional job interview. By default, the assumption was “business dress”. Or interpreted as a business suit for both men and women. Casual Friday’s were in vogue, and for non-professional environments, the best clothes one had could be worn if not a suit.

But over time, I have found candidates dress for their next job based on the accepted dress at their current employer. People do not seem to buy clothes for an interview like they used to, or really examine their clothing to determine the first impression they are giving. One vivid example of this occurred for a candidate that was interviewing for a director position which reported to a Chief Information Officer of a multi-billion dollar health care system. This person would have 100+ employees reporting in to them and had 25 years of experience. They have been in the professional world and had interviewed numerous candidates. We briefly discussed that they should wear a coat and tie along with other “touch base on the basics” type of items. The candidate humored me and was respectively appreciative. The interview occurred, and the day after the interview I received a call from the CIO. He shared with me that they were not going to move forward with the candidate. The candidate fared fine in the interview, had a few gaps, but some excellent strengths. And then the CIO said “but I just could not get past my first impression”. I asked him to expand, and he said the candidate was not well dressed. I pushed him further and he said the candidate was wearing formal tuxedo pants with a standard dress coat and it appeared strange. He said the pants had a 1 inch line of fabric down the side. (Sounded more like a 1970 tuxedo pant, but the CIO showed his age.) Based on the feedback, I circled back with the candidate. Much like the conversation with the CIO, I led with the candidates strengths as well as the perceived gaps. The candidate confirmed the gaps, but felt like it was an excellent interview. I then shared with him about the comment on his attire. The candidate was puzzled. The candidate wore a suit he wears on a regular basis. He felt like this may be a made up excuse and was appreciative that if this was part of the reasoning for not moving forward, it was better for him. We hung up at that point. But almost first thing the next morning, my phone rang. It was the candidate. The candidate shared with me that as after talking with me, he pulled out his suit and realized the issue. The pants were pants which he had worn many times. Over time, the side seam that was pressed by the cleaners had developed a shine if held in the right light. As a result, it could appear that there was a line of fabric down the side. The candidate expressed his embarrassment and needless to say, will wear not wear heavily worn garments as he continued in the interview process. Kudo’s to the candidate for following up.

So is dress important? Yes it is. In this case, it cost the candidate a shot at continuing in the evaluation, and between you and me, was a strong candidate for this role.

So as you interview, what is the standard for dress? Dress better than expected by the interviewer. If in doubt, wear business dress (a suit). If you are told to come “business casual”, then it is always appropriate and to ask what “business casual” means in their environment. If slacks and a golf shirt are ok, then wear slacks and a button down. If slacks and a button down are ok, then wear a tie and possibly a coat (depending on the role). If you have to be somewhere that requires less than what is appropriate for the interview, do not tell the interviewer why you are not dressed appropriately and ask for forgiveness. This indicates a lack of service on your part. Instead, either reschedule the interview, or make sure you can change off site so that you are dressed for the interview in a fashion that will make a fantastic first impression.

Not only what type of clothing to wear is important, but also make sure what you wear is not “flashy” such that it will be the first impression as opposed to you being the first impression.  Flashy includes not wearing bright colors.  Wear dark colors or if in doubt, wear a “soothing” color.  Bright colors such as reds, yellows, purples or other “Golf course” colors should be avoided.

But keep in mind, what you wear is not just limited to clothing. Jewelry should be appropriate as well. Do not wear flashy jewelry, or for men, your shirt unbuttoned such that a necklace is visible. For women, your jewelry should be complimentary and not be a focal point.

Make sure there is no “smell” that is either too strong, or distracting. This is not just body odor…but rather applies to cologne and perfume. If in doubt, it is better to not wear cologne or perfume.

And do not wear anything on your head. If it is winter, and you wear a hat, scarf, hood, or other item, remove it during the interview. If a woman wears a covering on her head for religious reasons, make sure this is known before the interview occurs. It can be a distraction if not known.

Bottom line, dress doesn’t just matter, it can make or break the first impression and in turn, you can loe the job before you even shake hands….take the time to make it count.

Interview preparation – Win the job before you interview

AUTHOR: David M. Young

Go “above and beyond” and do what your competition is not doing…WIN THE JOB OFFER BEFORE YOU GET TO THE INTERVIEW BY THOROUGHLY PREPARING.

We have discussed some basics of research for an interview. There are also some basic things you can do prior to the interview that will demonstrate you are prepared, capable, and the best candidate for the job. Some of this is repetitive, but combined with the other items, will make sure you are ready. Will this take time? YES…but this is your career. You don’t walk into a test without studying. If you do, you increase your chance of a low score. Your objective in the interview is to walk away with an offer, or move to the next steps in the interview. You want them saying yes. Only then if you are not interested, would you say no. Never “burn a bridge” in an interview.

 

So what else can you do:

• Have your elevator speech ready – combine personal with professional…don’t just go over your resume. Try to make a connection. Volunteer as much personal info (hobbies, etc.) as you feel comfortable.
• Do company research: Website, 10k, news articles, etc.
• Go over your own resume – helps in standard interview to explain job transitions and chronological history (never, ever bad mouth a former employer.)
• Write down accomplishments and achievements (may come to mind as your going over your work history)…they don’t all have to be within work category. This is one of the only ways to prepare for a behavioral interview.
• Be prepared to provide one failure if asked – state what you learned from it or how you overcame it.
• Write down three or four strengths. (What’s your greatest strength? Why should we hire you? What skills do you bring to the table?) Make sure that you have an example for each one.
• Be prepared with one weakness – Turn it into a positive. Be honest.
• Motivations, Likes, Dislikes, Goals (only time goals are bad are if they’re inconsistent with what company wants.)
• Always brush up on any specific technical skills that may be needed.
• Be prepared to ask questions: They may ask you if you have any (you better if they do!) or there may be an opportunity you can take near the end of the interview.
• Company questions: (have some prepared from your research) Growth plans, culture, mgmt style, questions that show you did your homework.
• Position specific questions: What will I be doing 1 year from now? What does it take to succeed here? What is the career path?
• Interviewer specific questions: What brought you to the company and what has kept you here? What do you like/dislike about company? What made you successful? What’s your mgmt style?