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It’s not scary, it’s just networking!

A few days ago I was talking with one of my favorite clients (if you’re reading this, you’re also my favorite) about her job search. We’ll call her Sherri. Sherri mentioned a former boss that she loved working for, and wished she could find another working relationship like that. I asked Sherri when she last spoke with this manager; she admitted they hadn’t spoken since Sherri left that job.
Considering the title of this post, I’m sure you see where this is going.

Her ‘homework’ this week is to reconnect with this manager via LinkedIn. Why? Maybe there’s a timely opening in this manager’s department. Perhaps this manager knows of opportunities with other companies.
But forget job leads for a moment. I’m sure this manager can offer Sherri career advice, or just be another important advocate in Sherri’s corner. Before I could get any of these reasons out, Sherri audibly balked at the thought of making contact with someone who she hasn’t talked to in a few years. My response? “It’s not scary, it’s just networking.” I used the same tone a parent uses when a kid falls down, and the parent wants to convince the kid she isn’t hurt. I know that many people…probably the majority of people, think networking IS scary. That’s why I’m acclimating Sherri by having her start with people who she truly likes and respects. That way, if she does ‘fall down’ (which she won’t), she won’t be hurt. The conversation she has with her former manager will be genuine, and possibly even easy.
And I’m really hoping that in a few weeks, Sherri will be the one to say, “it’s not scary, it’s just networking!”

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If you’ll be interviewing soon…read this!

I recently spoke with writer, Michele Vrouvas, about job interviews. We discussed insider tips and secrets, things that HR people look for in candidates and some of the ‘unwritten rules’. Our chat became the foundation of this article for Study.com, a site that provides high level learningtools for students and teachers~

 

 

 

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3 Summer Job Search Tips

If you have contacted the ResuMAYDAY office in the past two years, there’s a good chance that you’ve spoken to my lovely assistant, Sz’Moyne. Her favorite part of the job is talking with job seekers and helping them solve their problems whenever and however she can. And it’s with that positive attitude that she approached me with a few ideas to share with our clients about their summer job searches. So without further ado, I’d like to introduce a new segment to the ResuMAYDAY blog: From the Desk of Sz’Moyne Arnwine…

3 Summer Job Search Tips:
Now that summer is here, most job seekers will think that it’s a good idea to place their search on hold until the fall. While it’s true that some companies don’t extend offers until the fall, keep in mind that they interview before the offers…in summer. Here are three reasons not to believe that myth that it’s a waste of time to launch a job search in the summer:

1. Going to a pool party or summer event? You never know when you will run into a hiring manager or an industry professional at a picnic or other summer event. Make sure you have perfected your elevator speech, and drop a few business cards in your beach bag. If you find yourself with some summer free time, spend a few minutes making sure your LinkedIn profile is updated with your current career goal, all the right keywords and a good-looking profile picture. Summer is also a great time to conduct informational interviews with others who also have down time. Remember to think strategically, and act opportunistically.

2. Sometimes no news is good news. We have all been there before. You apply to a position but you don’t hear anything back right away so you assume that you aren’t qualified. Guess what? All bets are off when summer schedules take over. With summer in full swing, HR may be working with a reduced staff or the decision maker may be out of the office. Expect that it’s going to take a little longer to hear from someone. Be patient and don’t assume the worst.

3. Set small, obtainable goals that work with your schedule. Yes, it’s summer. You’ve earned some downtime, so go for it! Just be sure that you are setting aside time to fit in a few job search activities. Set a schedule of days and times that you can commit to your search. If you don’t do this, a week off can quickly turn into a month. Before you know it, the entire season can be behind you, with no job search progress to show for it. Small, obtainable goals will help keep you on track.

In conclusion, be proactive and take advantage of the season. Summer downtime and parties provide great opportunities to network and add momentum to your search. Be prepared! You never know what’s around the corner!

Sz’Moyne Arnwine is the Client Relations Manager at ResuMAYDAY. She loves learning about job search and business strategies, and generously shares them with the ResuMAYDAY community.

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A word or two (or 412) about Interview Techniques

Interviewing well is such an important skill. You could have a great resume but if you can’t close the deal in the interview, your resume really doesn’t matter. So I wanted to take a moment to share some insights with you.

Generally, there are two types of interview questions: Traditional and Behavioral.
Traditional = What is your 5 year plan? What are your weaknesses? Why should we hire an external candidate like you, rather than promoting from within?
Behavioral = Tell me about a time that you failed while on the job. Tell me an unpopular management decision you made and how your team handled it. Tell me about a time that you had to manage conflict between two or more colleagues.

Job seekers have a much better chance of selling their skills and talents to an employer when behavioral questions are asked. Behavioral questions enable the candidate to bring the interviewer (figuratively) into the candidate’s previous work experience to show how they handled a specific workplace event. Traditional questions prompt canned, outdated and predictable answers. This isn’t the right way for an employer to find their next superstar! My advice to employers is ask behavioral-based questions in their interviews. My advice for job seekers is when an employer asks a traditional-based question, answer in a behavioral-based manner.

Example:
Q: “Why should we hire you, an external candidate, rather than promoting from within?”
A: “Well, I think a lot of candidates at this point may say that an outside person will bring a fresh perspective. I don’t agree with that; your employees don’t exist in a vacuum or a protective bubble. So while I don’t know the internal candidates who might be campaigning for a promotion, I can tell you that I have learned everything I can about your company and that I have a strategic plan that can get this department’s sales team to break the $1MM threshold. I’ve done it before for companies who don’t have as strong as an infrastructure as you do. Here’s my plan…”

What you’re doing is bending the conversation to your advantage, without sounding condescending to the interviewer. Afterwards, the interviewer will probably pat him or herself on the back for conducting such a great interview! But you and I will know the credit really goes to you…and the job offer probably will, too.

If you’re a job seeker and you want to improve your interview techniques, give us a call and we’ll set up an interview skills session. We even offer a FREE interview skills assessment!

If you’re an employer, reach out to us to learn more about behavioral interviews and how this technique will vastly improve your hiring results.

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