How to alienate a recruiter..

Recruiters should be a candidate’s friend? After all there are no fees if they can’t fill the jobs. So they should treasure you and be delighted to hear from you on any occasion.  And what a recruiter thinks of you can make a significant difference to your career prospects, so why do candidates fail to build successful relationships with recruiters? What are the pitfalls of building a positive relationship with recruiters. How do candidates alientate  recruiters?

1. 1.       Don’t read the information provided. Many adverts include weblinks to further details.  Just calling up the recruiter without reading those details first makes you look idle.. you are soaking up the recruiters time when you could have answered the questions without bothering them.
2. 2.       Talk more than you listen. When you do speak to a recruiter about a vacancy, ask questions and listen to the answers. Yes,  you want to impress them but when candidates get onto ‘broadcast news’ and don’t listen, it can just suggest your ego is rather larger than you emotional intelligence.
3. 3.       Send a previously constructed CV and supporting material. Sometimes people send the wrong version and their paperwork has the name of the wrong organisation on it. This makes you look sloppy.  Or they send the same paperwork for every job they apply for.   This makes you look like a serial applicant and desperate rather than a ‘hot property’. Read any instructions about how to apply, follow them and tailor your application, carefully.
4. 4.       Applying for everything. Well clearly you are desperate if you do that and you are not thinking realistically about your  marketability in this current climate. It is fine to be ambitious but being overly ambitious is being foolhardy.
5. 5.       Fail to turn up for the interview. Well just failing to show needs no further comment.  But ringing the office on the morning of the interview and saying you are too busy is also a poor show.  Try at least to re-arrange.
6. 6.       Not doing your preparation. The job market is a generally still crowded. In the private sector there are skills shortages but in the public sector senior roles are over subscribed and there are lots of well experienced candidates, so showing up at an interview without having really done your preparation and researching the organisation will put you at a disadvantage and let your recruiter – who ahs recommended you be seen – down.
7. 7.       Being critical of the client/employer. However badly the employer has treated you, which you don’t deserve, the recruiter will want to have an enduring relationship  with that client. So sounding off, sending letters of complaints or claims for the ‘time wasted’ on the interview may make you feel better it will not improve the relationship between the client and the recruiter. And that will knock on to you.
8. 8.       Turning down an offer. Whilst I often say to coachees ‘you don’t have to accept it’ (and you don’t) turning down an offer will not endear you to the recruiter. Their job is to present a great short list, part of their ‘due diligence’ is to make sure you are a solid and firm candidate. So rejecting an offer for no good reason (and the only good ones are another offer or failing to agree terms with them) you will upset your recruiter.
9. 9.       Pester the recruiter to find you a job. Executive search consultants  make their money from the clients and to make more money they need to get more clients not candidates. Once you are in their database and their brain then let them get on with finding more clients to put you in front of rather than making weekly calls to ‘catch up’.

No doubt when you have been reading thinking… I would never do this… great.. build great rapport with your recruiters and be a fabulous candidate! And have  a great career!

Answering predictable interview questions - So why do you want this job?

Answering predictable interview questions - So why  do you want this job?

 Four key steps to winning interview performance 

 

Answering that question (why do you want the job) should be really easy! Often the answers we hear when recruiting are:  well I want a job..I need a job,  I want to work.. I want to pay the mortgage or the  rent….  Or I want a promotion, it’s a bigger job. Or I hate the job I’m in, I need to do something different. My family are moving so I need to change jobs. I got made redundant, I’m a bit bored,  I like the sound of it.. I could go on.

The difficulty with all of those answers is that they may well be true and they may well explain why you have applied for a new job but they do not tell the interviewer any good reason why you should have the job. When you are going for an interview or applying for a job you need to give the interview compelling reasons for giving you the job and that starts with the basic question…  why do you want it…

So how do you give them that compelling reason? By treating this question as an opportunity for your sales pitch. By thinking about what it is that the interviewer wants in a candidate and what it is that they need to hear.

Ever been turned down for a job because you did not sound very enthusiastic? Been told that they were not sure if you really wanted it…  It is actually a pathetic bit of feedback to give someone. Surely the correct logic is that they offer and if you don’t want it , you turn it down. If you are the best person for the job they should offer, but it happens so you need to make sure that it does not apply to you.  This is your chance to sound enthusiastic, if not actually passionate.. but how do you do that without sounding gushing and false?

Here are 4 key steps to selling yourself into that job!

When you are asked about why you have applied for this role, why you want it etc… start with:

Step 1.

‘This is a great company /organisation because…….’  Everyone likes to be flattered, so tell them why you think they are a good company, what it is you like about the company….

Step 2.

Describe the challenges of the role, even if it is a job that is pretty routine, what are the issues they face  in getting someone to do the role well….

Step 3.

Tell them that these are the things that float your boat, these are the things you have just been doing, these are the challenges  your really enjoy… give some brief examples…..

Step 4.

Think about why they might not want to hire you and refute their logic.

So if I was going for a job in my local Co-op shop I might say:

I think the co-op is a great organisation, I admire their ethical stance and I was very impressed when they had no issues over horse meat. That’s the sort of company I’d like to be in. I know you need staff who can work shifts, who are good with customers and who will make sure that the shelves are kept stocked and tidy. I really enjoy working with customers, helping them find things, explaining the difference between products and I hate untidy shops. It’s really important to me to be polite and friendly, when I worked in the garage I tried to get every customer to smile before they left!  It has been a while since I have done shop work but I don’t think you lose the passion to please the customer and make sure they always come back – I haven’t.

Remember this is your sales pitch and this is where you can bring together your knowledge of them and your enthusiasm. It is all about why they are great to work for not why you need the job.

Mary Hope Career Success supports people to get paid more, promoted faster and feel more satisfied at work. Go to  www.maryhopecareersuccess.com for more great resources and advice.

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Power up your networking skills - workshop

 (Photo credit: Wikipedia)

If your resolution is to get out more....

If you need to develop your confidence as a networker...

 

Are you a networking virgin?
Do you loath the thought of it?
Are you keen to start but not sure how?
What is networking?
How do successful networkers do it?
Is it critical to career success?
Are you just wishing you did not have to?

If you are asking those questions but don't have the answers then this workshop is for you!
22 January, Central London, afternoon and at a bargain price.

By the end of the session you will have a strategy which will be comfortable to you, you will have

• developed your own unique approach to extending your network- not everyone subscribes to the philosophy of 'Never Eat Alone'  - work out what will work for you
• planned your strategy on how to extend your contact list - the more 'weak ties' you have the better your chances of finding the information or opportunities you want
• developed and practised your elevator pitch - in other words know what it is you want others to know and how to say it
• learned how to change your mindset, what's holding you back? how can you develop a positive mindset towards this strategy?
• integrated social media into your strategy- does one have to tweet? blog? poke? put oneself onto the www?

Come and learn these techniques and find new confidence in your strategy.
A special half day workshop for networking innocents or the reluctant networker. Only  £125

contact me on www.maryhopecareersuccess.com/contact/

 

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Top 10 irritating things on a cv

Let’s face it, Recruiters and HR Managers get a hard time.  The industry battles with bad press and a perception that it’s all about fees for recruiters or handing out tissues for the HR teams. Not exactly! It’s more like a plate-spinning marathon, especially when you’re juggling a deluge of candidate applications against a vacancy wish list.  Some of these candidate CVs and applications can range from entertaining to frustrating to downright baffling.

ISV Software asked the Recruitment and HR industry to share the most irritating things you see on CVs. Here are the Top 10 responses:

1.       Spelling and Grammar Errors – this shows lack of attention and time spent on the document. Favourites include a candidate who had worked at ‘Goldman Sucks’ and another who interacted well with ‘steakholders’. Although it’s worth mentioning that a few spelling errors crept into the responses. Whether intentionally or not we should perhaps check ourselves before pointing the finger.

 2.       Clichéd phrases that add nothing of value – how many candidates have “excellent interpersonal skills”, are “people-friendly” or “work well on their own and as part of a team”? Righty-ho, them and everyone else I’m afraid.

 3.       Too much personal information – Views on the inclusion of date of birth, marital status, religious beliefs etc. varied across cultures. Certainly in the UK, Canada and the US it is illegal to ask for this information. Candidates however, may be unaware of the legislation and it is the norm in some countries to include personal information, even detailing their height and weight. It’s worth bearing in mind that the candidate’s cultural background will influence what they do and don’t include  on their CV. From a recruitment consultant’s point of view though, it’s all information that needs deleting before the CV can be submitted to the client.

Keeping personal information in mind, another big bug-bear is the weird and wonderful email addresses that candidates think it’s appropriate to include!

 4.       Obscure formatting – different fonts, large blocks of text, varied line spacing… Not only does this make the CV look like a ‘cut and paste’ job, it makes it difficult to extract the relevant information.

 5.       Irrelevant information or experience – an engineer applying for a procurement role, a graduate applying to be Head of Department… why? If there are relevant skills, the CV should be tailored to highlight these. Instead you’re often left searching for the information.

 6.       Dear Sir - or Mr when you’re a woman and vice versa. This was even more contentious when the candidate has access to your name. Even worse when the application mentions the wrong role or incorrect company name.

 7.       Photos – again, this varied depending on global location but photos are a definite no-no for UK recruiters. Particularly candidate’s holiday snaps, provocative pictures or group photos including the family pet!

 8.       Churn out that job spec - candidates who solely list their duties without adding quantifiable achievements or their contribution make the job so much harder.

 9.       Generic cover notes – a template cover letter or email taken from the internet. You’ve seen them before and they get pretty tiresome. Plus they sometimes make you wonder if the candidate has read the job spec at all!

 10.   Keep it short – lengthy CVs are a real turn off especially since there is so much guidance outlining that  2 pages is ideal. The extreme mentioned was a 7 page CV followed by a series of voicemails and social media requests. There’s persistent and then there’s stalking!

Honourable mention should also go to hobbies that are irrelevant (reading, socialising, watching their child’s football team) and personal statements that incorporate much of the above especially from the candidate that is ‘perfect for the job’. If only it were that simple!

Thanks to Amanda Davies at ISV for compiling the list!

If you want help to make sure that your CV avoids these errors and hits the correct spot, makes the right impression and communicates your achievements and skills contact Mary Hope.. www.maryhopecareersuccess.com

Principles of Success

MBI: Patrick W. Jordan (Photo credit: Cedim News)

Patrick W Jordan has distilled the essence of 200 self help books into one short and readable little book! And here they are the five steps to achievement, happiness and fulfillment.

1. Take responsibility - only you are responsible form your life - don't blame others
2. Set goals - know what you want and set out to get there
3. Be positive- surround yourself with optimism and be positive
4. Persevere intelligently - don't give up at the first obstacle but do give up the unrealistic
5. Connect with others - empathise, treat others well, forgive and learn form others
   
   Sounds really easy? And all this is achievable - get the book, get a coach and you can find achievement, happiness and fulfillment.

Life and career coaching is available from www.maryhopecareersuccess.com and from www.patrickwjordan.com

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How to be interviewed.. 8 different types of interview

In the rich and varied  tapestry that is my life,  as well as career coaching, I do recruitment interviewing and experience what it is like to interview job applicants. And often what I experience is a real mismatch between what people appear to have done (on their CV etc) and how they perform in interview.

I wonder how they prepare for their interview and what they actually think the purpose of the exchange is.

First you need to understand what kind of interview you are having. Ask if it is not clear from the invitation. this is a guide to the main interview types you might encounter. They may be one on one, they may have two or three people interviewing at the same time. 

If it is a competence based interview or a behavioural interview you need to be able to describe your achievements and the way that you have overcome challenges and difficulties in detail. You will be asked to 'tell me about a time when...' The interviewer wants to hear about what you do, about how you achieve things. They want to hear about the way you operate. So your preparation needs to focus on unpicking the things  you do, making those things you 'just do' explicit. You need to understand how you influence others, manage your team and achieve results.

If you are having a technical interview then the emphasis is less about style and more about knowledge. The interviewer wants to know what you know and what you are able to do. You are likely to get asked about your opinions of 'hot topics', you will be asked 'how you would ensure...'. You will be asked about what you would do. The interviewer may well ask you to substantiate your opinion or the theoretical answer by an example. You need to know your stuff, you need to be able to evidence that you really understand what is happening in your trade and what is coming over the horizon. The difficulty of answering these questions orally means that some organisations, such as Judicial Appointments Commission,  will set written tests to see which candidates have the best knowledge. At a more practical level you may be asked to complete a relevant task or exercise which mimics the job. 

The critical incident interview is a mix of both of the above, you will be given a scenario and asked how you would respond. If the incident is relevant to the job, then your technical knowledge and behaviours are being tested at the same time. So in an HR interview your might be asked what you would do if a manager phoned you and said they had sacked someone they had caught stealing. Your ability to understand the legalities of this and your style in dealing with the manager are being tested. 

The bio-data or biographical  interview is one where the interviewer will take you through your biography and seek to understand your motivations and drivers. they will ask you what you learned, felt and what motivated you to do what you did. Whilst this interview is exploring your experience and precisely what you did, how much responsibility you had, it is seeking to understand what makes you tick.

The stress interview. Another way of testing you out is to deliberately put you under pressure in a stress test. This rather contrived and manipulative way of relating to candidates seeks to see how you will re-act under pressure. 

The phone interview. Phone interviews can be brief or they can be the substitute for a face to face interview. the short version could be a quick interview to see if you meet some key criteria. They may want to check out your ability to travel to the location, your salary expectations and your motivations. Often these interviews are used to screen out candidates who don't have the required interpersonal skills, diction, verbal ability etc. It is so easy to apply for jobs online that employers use this device to check out that you are really interested in the role and do have the relevant experience.

The video interview. This is a recent innovation and is growing in popularity, especially in high volume recruitment where interpersonal skills/appearance matter. You will be invited to submit your videoed response to either standard questions that the computer will give you, or in some cases you may be asked to submit a 60 second video saying why you want the job. You will usually be given an opportunity to practice answering and employers can watch your answers when they choose to. 

The lunch interview or as I call it, trial by knife and fork. An employer may want to give you an opportunity to meet key stakeholders of the role, or the team you will manage or the colleagues you will work with. It is probably not possible to know whether this is part of the formal selection process or not. I have been involved where all participants have had to talk to all guests and then the guests score the candidate or asked for an opinion. On other occasions the guests go away without having an influence on the process. Never do anything but take this sort of occasion as an opportunity to launch the charm offensive. And you do that best by listening.

Whatever type of interview you are having you must prepare and you must, must, must think about what your audience want to hear you talk about. Which experiences, which opinions and what key stories you need to tell them. What will impress? What is most relevant to the audience? the answer to my question, what is the purpose of the exchange is - to convince and persuade the interviewers that you can do their job. So think about what they will want you to do and tell them about similar things that you have already done.. that is what will win you the role.

For more interview tips and techniques visit www.maryhopecareersuccess.com  and discover how to turbo-charge your interview confidence!

LinkedIn may not be the death of the CV? and tips to maximise your use of it

Nederlands: Linked In icon (Photo credit: Wikipedia)

HR professionals and recruitment consultants using LinkedIn to research potential candidates are right to use caution. New research from ICM reveals that two thirds of those who have ever been on LinkedIn do not update their information.
ICM’s research into the user habits of those who are ‘active’ on LinkedIn (i.e. those with an up-to-date profile) indicates that recruiters face challenges beyond identifying potential candidates with an up-to-date record.

The research suggests that the number of connections an individual has isn’t necessarily indicative of how well connected they are. 30% of active LinkedIn users have accepted a connection request from someone they don’t know, and 16% have requested to Linkin with unknown ‘contacts’.
With almost one in 10 (9%) admitting to exaggerating their career achievements on their profile, it also begs the question how much credence can recruiters give to the skills and experiences recorded by LinkedIn users?

The research also looks at the use of personal recommendations, one of the capabilities of the LinkedIn system. 10% of active users have secured a recommendation by offering to write one in return. 8% have written a “flattering” recommendation for someone by way of a “favour”, but also because they felt obliged to do so.

Maurice Fyles, Research Director at ICM, says: “From our interviews with professional recruiters it is evident that they find LinkedIn a useful way of identifying and engaging potential candidates who might previously have remained unknown to them. It also seems that they aware of some of the ways it is being used and misused and approach the information on LinkedIn with a healthy amount of skepticism. Our research confirms they are right to be cautious.”

[Thanks to the HR Review for this research report]

So what is the learning for those who are job searching?

1. Well keep your profile up to date
2. Be alive in Linked in, that will increase your chances of a recruiter choosing to phone you
3. Don't ask for loads of recommendations and avoid doing 'tit for tat' ones
4. Be careful about who you link with, can a recruiter see a community in your contacts or just miscellaneous contacts
5. It is OK to ask to link with people you don't know.. if you have a genuine reason to link with them
6. Make sure that what you say on LI is the same info as on your CV, if you have two different versions it will set hares running.

For more top tips to build your career: www.maryhopecareersuccess.com

The Benefits Of Good Career Management

Careers advice is what you get at school or university  after someone has given you a questionnaire test, chatted to you and then they tell you what job you should do. Or something similar.

But career management? What is that? In this rapidly changing world with organisations and sectors making huge changes and adjustments.. how can you mange a career? And  why should you bother?

I work in the field of career management and coaching so obviously I do believe that people can manage their careers but sadly not enough people do that. They drift, they hop, they jump in what they perceive to be an upwards direction. Sometimes they are pulled by the attractiveness of a new opportunity, sometimes they are pushed by unhappiness in the role or organisation they are in. Few people plan strategically.

Career management is a process by which individuals develop, implement and monitor career goals and strategies. It may be art or it may be a science;  in my book it needs to be a bit of both. Whichever, it delivers huge benefits.  Research shows

·         Having career goals means people outperform those  who do not have goals or who only have a weak commitment to their goals.

·         Those with goals are more optimistic, they are more resilient,

·         Those with goals are more focused , they work harder at job search, are engaged and are more successful at finding new roles.

·         People who engage in career management generate more job interviews and more offers.

·         They obtain higher salary offers and are more realistic about their job expectations.

·         They are more effective in job interviews.

In other words their careers are more successful.

The cornerstone of good career management  is research: research about yourself and research about the world of work. That’s the science part. It is making the decision once you have got the information that leads into the world of art and metaphysics.

Career management is not a one off activity; it is on going throughout life. It is an adaptive process. But it is particularly important to engage in active carer management when you are at career crossroads, when facing the decision on whether to move from a technical to general management role, when your family circumstances change, if you are facing job loss, when you face a set back in your career , when you are offered a dramatic job move, when you feel the dissatisfaction of boredom or frustration with a difficult boss. These are critical time to make the right decision rather jumping into something because of the expectations of others, the opportunity is there or because  you feel  you have no choice.

What does it take to be good at career management?

1. There a six key elements of this iterative, messy process:
2. ·         Know thyself
3. ·         Understand the environment
4. ·         Develop realistic goals
5. ·         Adopt strategies that can deliver your goals
6. ·         Be prepared to adjust those strategies when new information comes to light
7. ·         Learn the skills of finding opportunities and of succeeding in selection exercises

Are you doing all you need to in order to manage your career well?

For a reality check on your approach to career management visit (www.topcareerstrategies.info)

Mary Hope supports people to manage their careers more effectively and get paid more, promoted faster and feel more satisfied. She has over 30 years of experience in business, teaching, HR, headhunting and coaching. She believes passionately that people need to understand their own drivers and needs to find fulfilling careers.