Should you ask about salary, benefits, vacation in an interview?

January 16th, 2013 by Judi

you're not hiredThis isn’t the first time I’ve expressed concern about career advice and those who offer it, but this time I need to make it an example.  It was posted in LinkedIn by a recruiter who, as a recruiter, should know better. 

Toward the end of an interview the interviewer will typically turn to you and ask “Do you have any questions?” It is always good to be prepared for this question and to have good thought out questions to respond with. Things that are always good to ask about are company benefits, pay day schedule, management set-up, what does a typical day in this job look like? – those kinds of questions keep the conversation going and show your interest in the position. 

Can you spot the mistake?   Yes, it’s asking about company benefits and pay schedule. Add vacation and salary to those items.  

The money/benefits/vacation part is a game, but not really.  Some people do make money the priority in their job search, but that puts the cart before the horse.  If you focus on money to the exclusion of factors such as chemistry, company culture, if the job has components that motivate you and make you happy to work there, you might very well find yourself unhappy fairly quickly.  .

Sell yourself to the highest bidder without regard for the other factors and if you’re unhappy, eventually your salary won’t to be enough to compensate you for being unhappy in your job.   And if you were desperate to be employed, once the relief of having a job wears off and reality sets in, that’s what you might discover.

The point of an interview is to find out if both you and the company are right for each other.  Until you each know more about the other party, it’s impossible for either of you to assess the value of the other.  Companies ask about salary early on, but their purpose is to determine if you’re within their range and if you’re realistic about your expectations.    

Value comes with knowing the benefits of having that item and attaching yourself to it.  For instance,    perhaps you’ve decided to buy a car and you’ve capped the price at $30K.  You receive a phone call from someone with a cherry red convertible in perfect condition with a new stereo and white leather seats.  But it’s $37K. 

More than likely you’ll say no, because it has no value to you. But what if you decide to go look at it?  You drive it.  The sun is on your face and the wind is in your hair.  You begin to rationalize why $37K is feasible. 

It’s no different with salary.   Making a decision based on an early salary discussion eliminates discovering the value the company may have to both you and your career.

This doesn’t mean salary is unimportant.  One of my retained clients has an offer for $74K.  In her previous job in slightly different capacity she earned $90K more.  At the onset of her search, she set her bottom line at $80K   But now she’s enthusiastic about both the position and the company and behind the scenes I’m helping her negotiate.  What if she’d learned the salary first and never given herself the chance to learn more?  

Asking the salary at all is not only unimpressive to the company, it’s more than likely to get you withdrawn from consideration.  A company wants someone who wants them for who they are, not for the pay check.  If you’ll join their company for money, you can be hired away for money.   The only companies who don’t follow that are the ones you don’t want to work for.

Are you making these mistakes in your job search?

June 27th, 2012 by Judi

imagesCAYJS1USThis is a great article by Charles Purdy of Monster.   I’ve added some additional thoughts to each of his points.
  Stupid Job Search Mistakes   (The link opens in a new window.)

1.  RESTING ON YOUR PAST ACHIEVEMENTS:  One of the things I teach my clients how to do in their cover letter, their resume, and on the interview is show how their past will benefit the company interviewing them. In order of interview mistakes, here are the greatest to the least. The first two are the most common; number 4 is what you need to do.

2.  GOING OVERBOARD WITH INFORMATION:  I’ve done a few columns on variations of this. 

  • One version is the person who constantly interrupts, saying “Oh, I know what you mean.  When I was….” or “Oh I can do that.  When I was….” and launching into some long story about what they did with a previous employer  that they think ties in to the topic and is relevant, but isn’t.
  • Another is the person who provides endlessly inane details, thinking they’re relevant to the story, but aren’t.  And the lack of awareness not only impacts their story, but their inability to register that the interviewer is getting bored, is restless, and is looking for a place to break into your monologue.

3.  TRYING TO OUTSMART THE RECRUITER:  These include:

  • sending your resume everywhere, then working with a recruiter to get you in somewhere you couldn’t get in on your own
  • trying to find out the company so you can go behind the recruiter’s back, figuring the company would rather hire you if you don’t have a fee attached
  • agreeing to work with one recruiter and their client, then agreeing to work with a second recruiter hoping they’ll do better for you with the same client company
  • not telling them your salary because you think you’ll get undercut
  • play an offer you got on your own off against an offer you got through a recruiter

As a recruiter for 22 years before I became a career coach, the best way to work with your recruiter is to be honest.  About everything.   They’re a partner, not a foe.  Yes, not all of them are good, and many of them don’t “get it.”  But that’s no reason for any of the above – or similar – behaviors.  Here’s what happens when you do that kind of thing:  your file gets marked and no one in the firm will work you for any reason on any search even if you’re perfect for the position.

4.  THINKING YOU’RE TOO IMPRESSIVE TO NEED A DIGITAL PROFILE:  Before there was the internet, companies who were in the news had to manage their reputation.  When there was a problem or something damaging that came out, they had to take steps to control it.  It’s called spin and it means managing your public image, and expressly stated is that you need one.  At the very least, LinkedIn.  These days, no digital image screams OLD more than a degree date that is 1978.

5. NOT ASKING YOUR NETWORK FOR HELP:  Here’s the best way to do that:

  • Remember it’s not always about you.  Pay attention to people and think of ways you can help them by providing information or articles that might be of interest
  • Develop a relationship.  That means take an interest in them.  Take a few notes on things they mention like kids or vacation.  Ask about those things. One of my friends, who also has a sales background, once asked me, “Did you ever notice how many people don’t know how to hold a conversation?”  Yes, I have.  Don’t be one of those.
  • Ask for help.  And make a concerted effort to provide some in return.

Stop interviewing and get hired! Here’s how.

June 11th, 2012 by Judi

cross your fingers Teleseminar Tuesday, June 12

Successful interviews aren’t built on hope.  Nor are they built on researching the company online. 

Mock interviews help some, but what if you’re asked a question not in the mock interview?  Then what? 

A successful interview is built on 2 secrets you haven’t heard about.  And those 2 secrets are why my clients typically get an offer immediately, or very soon after, they’ve learned them.

Kelly, in WA, had been on……50+ interviews?  About 2 weeks ago I helped her prep, and last week she got 2 offers.  Sunday we dicussed which to accept and how to turn the other down.   Two interviews, two buyer positions, two offers. 

This is what I did for 22 years.  Set up 15,000 +/-  interviews.  Make sure both company and candidate met each other’s needs so an offer was extended and accepted.  I had repeat clients and sometimes the first person I sent was the person hired.  And they stayed.  That’s why I had repeat client companies who used me exclusively. 

imagesCAXZ4DS2Now you can be just like Kelly.  But you have to attend – or at least register and get the recording – to learn how.  Tuesday, June 10, one full  hour plus Q & A.

If you want to stop worrying if this time,  maybe this time, you’ll get lucky… and want to be one of the select few that interview 1 – 3 times and then are hired, go here for more information and the link to reserve your spot on the call.
http://bit.ly/O3KgVN

questions?  email me at judi@findtheperfectjob.com

How to get an offer and stop interviewing

June 8th, 2012 by Judi
not hiredYou didn’t get the offer again?
 
I just did some quick research via Google.  I queried
“average number of interviews before getting a job 2011.” 
 
The answer?  17 – 20.

Here’s what the answer should be:  2 – 3    and mostly dependent on 
if  you want them, not vice versa.

I scheduled a phone consultation with Judi to go over my interviewing
skills… To say Judi knew her stuff regarding conducting oneself during
an interview would be an understatement… The interviewer actually
commented on my preparedness…. The job offer and my acceptance
came shortly after. One resume, one interview, one job offer. 
I know I would not have been as successful had I not had Judi’s help. 
~~Bruce K., Las Vegas, NV

How many interviews do you want before you get the offer? If you’d like to be in the second group, I’ll show you how next week
===========>  Tuesday, June 12 <==========
 
 To learn more:  join my community (your info is 100% private!) - right over there at the top –>
and stay on top of what’s happening, including Tuesday’s presentation.  You’ll also get great advice articles, specials, and other fun things that only my community receives.

Or…..if you want to make sure you at least get info about this class, email me here, right now  judi@findtheperfectjob.com and put “I saw it on your blog!” in the subject line and I promise to make sure you get the info.

Are you sabotaging your job search? part 1

May 18th, 2012 by Judi

are you sabotaging your job search?Frank Lloyd Wright, world-famous architect, said, “The thing always happens that you really believe in; and the belief in a thing makes it.”

In other words, we create our own reality by what we think.   For a huge number of people, this is a tough concept to accept, because it means acknowledging responsibility for their circumstances.   Too many people would rather play the victim, preferring to believe they have no control over the events in their lives – like what’s happening in their job search.  And that’s a fallacy.           

We’re all familiar with the Golden Rule, Karma (which is both bad and good), and the saying, “You reap what you sow.” These are simpler and more familiar versions of The Law of Attraction and ones we quote so often we’ve lost the impact of their full meaning.           

Thoughts, intents and verbalizations are energy, and energies tend to group together.  They attract each other. It’s the same concept as social clubs, country clubs, school cliques, and friendships.  Like types attract like types.             

Everything is energy, but let’s focus just on humans and the thought process.  Your thoughts project energy, your words create it, and your moods are suffused with it.           

Do you recognize yourself in any of these automatic statements?  “Pretty good for a Monday.” “It’s going all right…so far.”  “Why do I always lose things!”  “Watch me mess this up.”  “I’ll never find a parking place!”  “I managed to do it – for a change!”  “I hate finding a new job!”  “Interviewing is so difficult!”           

Negative statements of intent float around and find other negative energies, and they attach.  Eventually they come back to you, resulting in parts of your life always seeming to be a mess.  You lose your wallet.  You botch a job interview.  You drive around the parking lot increasingly frustrated.  You receive no invitations to interview.  Lots of interviews, but no offers.  You find yourself saying (frequently) “Why does this always happen to me?”           

So when it comes to thoughts and intent, instead of GIGO (garbage in, garbage out), it’s the reverse: GOGI.            

But you don’t have to accept what you’re getting back.  You have the power of choice and you can choose to change what you’re putting out there.  As Maya Angelou said, “If you don’t like something, change it.  If you can’t change it, change your attitude.”            

Recently I received an email from a Project Manager with 20 years of experience who’s working full time and finishing his Bachelor’s.  He has to find a new job.  He wondered if not having a degree would be held against him and would he get any interviews?   He won’t if he continues to focus on a perceived defect.            

On the other hand, he’s been successful with several companies, is finishing his degree and holding down a job while going to school.  That’s three positives instead of one negative.            

And while he’s at it, he should look for a company that measures results by experience instead of a piece of paper.  Change your viewpoint, change your thinking, change your plan.  Your belief in yourself changes, thus your reality changes.  The domino effect.  Suddenly you’re interviewing with companies who believe success is determined by experience, not a degree, and they’re interested in learning more about you.           

The energy of intent gives you the ability to create your perfect job. Because then your subconscious looks for ways to create what you know is there.   You generate ideas with optimism that before wouldn’t have made it to the surface – or if they had, they’d have been dismissed. You think, “Why not?” instead of “That will never work.”           

And you look for ways to make your perfect job happen.  You do your homework so you know what it is and what it looks like.  You search is pro-active with a laser-like focus.  You know that you’ll find it, because you won’t accept anything less. 

Next time:  how you can learn to change the way you think.

how do you define “employment?”

April 25th, 2012 by Judi

life force energyFrom Abraham & Hicks:
Is employment an opportunity or bondage?  Because what you really want is freedom, many of you equate working for other people as bondage.  But if you would realize that the corporation, as an entity, is not so different from the individual, it might be easier to understand the employer’s decisions.

Long before the building or the workers, the visionary of the corporation had an idea for something that began summoning Energy.  So years later may you are hired as part of that team and, without realizing it, you are now the beneficiary of that continuing flowing Energy.

When you step into one of those employment positions, Life Force is summoned through you because of the vision of the founder – unless you’re bucking the current.  Most get into that fast moving stream and paddle against the current – and then complain about it being a hard ride – where they could get into their canoe and easily paddle with the fast moving current. 

You can soar and thrive in any environment as long as you are not seeing things that you are using as your reason to paddle against the current.  And so it doesn’t really matter what others are deciding. 

The question is: “As I am choosing to stand here, it’s a way for dollars to f low through me in exchange for the effort I am offering.  Am I predominatley letting the energy flow through me or not?  Am I letting it in?”

What does this mean to you?

Advantages of Alumni Networking in Your Job Search

March 28th, 2012 by Judi

Great post on a forgotten aspect of networking from my friend, Scott Sholtes, of  www.AlumniAgent.com

tnWith the current economic difficulties, many jobseekers have been looking for an edge in the job market. The average job posting on one of the large career sites receives between 400 and 600 resumes. How do you stand out in such a large crowd? While you may think it is impossible, the answer might just be that guy that sat next to you in Biology class back in your college days.

A highly undervalued tool in many jobseekers’ job search strategy is the power of networking. While many people think that they are using networking to the best of their abilities, many have not considered the power of alumni networking. Few connections are as strong as those one shares with their alma mater, so why not use those connections to land your next job?

Studies have shown that employees from the same alma mater often work well together. Employers are also more inclined to hire candidates from their alma mater because they know exactly what kind of educational background they are coming from.

Alumni networking can also help during the interview process. When an alumni employer interviews and alumni jobseeker, they already have something in common and it helps to relieve some of the tension.

Jobseekers can also use alumni networking in many other ways. They can join their local alumni association groups, and meet many new contacts there. These contacts will be connected in a variety of different businesses and industries, and some of them may even be able to recommend you for positions.

Statistically, 75% of jobs are never advertised and are filled through employee recommendations and referrals. Alumni networking can help you to become aware of many of the unadvertised positions and it may even land you your next job. There are also websites dedicated to helping alumni connect in the job market. AlumniAgent.com is a good example of one of these sites, and it is very effective at helping to give jobseekers an edge in the job market.

University alumni associations are also great resources. They have complete lists of alumni in your area, and they can help you to become aware of alumni events in your area. Some alumni associations have job boards where you can find jobs with employers from your alma mater.

Having a connection with a potential employer can create a distinct advantage, and could mean the difference between landing a great job and returning to your job search. Alumni networking is an extremely valuable tool, and can provide access to many jobs you would have never heard about. If you are looking for an edge in the job market, alumni networking could be just the thing to help you find your next career.

Scott Sholtes is a Social Media Specialist for AlumniAgent.com, a career based website. He has been a professional blogger for the past three years and has expert knowledge in the job search field.

Is a job ever worth handing over your social media log-in info?

March 21st, 2012 by Judi

Coercion“Oh brave new world! That has such people in’t!”  In context, this line by Miranda in Shakespeare’s The Tempest (Act V, scene 1), was ironic.  Huxley’s title Brave New World, also ironic.  Let’s visit another literary work:  A Handmaid’s Tale by Margaret Atwood.  A little less facetious and considerably closer to Orwell’s 1984.  

AP recentlyreported that Justin Basset was asked for his FaceBook log in info during an interview so that the company could examine his page because his profile was set to private.  Basset withdrew his application.  (Job seekers getting asked for Facebook passwords)

This egregious request – and expectation that it will be met – isn’t a stand-alone act.  It just happens to be blatant enough that there’s action moving against it.  But the principle is  condoned within the parameters of other invasive acts, some of which we willingly participate in.  So allow me to digress a bit and follow along outside of the job search world for a minute.

  • Want gas or electricity? A phone? Cable service?  Hand over your ss#. 
  • Get savings and gifts!  Just swipe this little tag you carry on your keychain…. (how many of those do you have?)
  • Prevent terrorism!   Millions support the Patriot Act, which allows the FBI to freely search emails,  phone records, and financial records without a court order. 
  • Been “frisked” or searched when you went through the metal detector prior to flying?
  • How much of the world knows who you are, what you’re doing, who and what you like and don’t like, where you live and went to school, when your birthday is…..because you’re all over social media?

This is not an exhaustive list by any means.

Hiring companies have always conducted references.  Government related entities have always done their checking a little more arduously, and in some cases, rightly so.  But then private companies started with the background checks and fingerprinting.  Then drug tests – even if you weren’t operating machinery.  In the last few years credit checks were added to the mix.

As a career coach, I teach job seekers how to  take back control of their career by not doing everything they’re told, showing them why they don’t have to follow rules such as submitting their resume online and teaching them more productive and effective ways.   I’ve long maintained the reason the companies take all the power is because job seekers give it to them.

But this Facebook thing is different.  There’s not a way around it.  You either give it up or go home.  Obviously not everyone is going to be able to go home, like Basset was.    So what do you do if that’s you?  You still go home.

Don’t be cowed into submission or rationalize it by telling yourself you’ve nothing to hide.  A company who will ask you to hand over that information has no respect for boundaries and that will show up elsewhere after they’ve employed you.  Signing yourself in so they can nose around isn’t any more acceptable. 

Acquiescing is the same as condoning.  Letting a company blur your boundaries is no different than being in a relationship where your partner has no respect for your boundaries.  They’re both invasive and abusive.

Nothing is black and white, especially to a private company who wants to rationalize their screening process for hiring, because unacceptable behavior is tough to define.  What is one company’s harmless behavior can be another company’s cause for dismissal.  It’s the principle we’re talking about here, and the principle is controlling others.  It’s coercion.

For the record, note the article says the Dept of Justice regards it as a federal crime to enter a social networking site in violation of the TOS (although they’re not prosecuting for it), and that both MD and IL have proposed legislation making this illegal.

Have enough respect for yourself to leave, just as Bassett did.  Because if too many people don’t, then bit by bit, it becomes acceptable, simply because there are too many complying.

Is it important to learn different interview styles? part 2

March 15th, 2012 by Judi

imagesCAX56528In part 1 I shared why learning the different interviewing styles is a waste of time.  Better to make sure you’ve thoroughly done your interview preparation.   Recognizing a particular style won’t alter how you feel about the interaction between yourself and the interviewer.  In fact, because you’re focusing on the style, it may cause you to rationalize personality traits you should pay attention to.      

For instance, you run into an interviewer who uses a behavioral style and throws a little “stress technique” in there.  He wants to make you sweat. You feel as if you’re under a bright light – he’s grilling you, and you might as well have been fingerprinted. There’s no need to get all worked up (besides, he wants you to).  If that’s his interview style, what do you think it will be like reporting to him?

 The answer to that should calm you down. You won’t care what he thinks, because you probably won’t want to return. Good money? Eventually you’ll hate your boss, then you’ll hate your job, then your life will be hell, because the salary won’t be worth it.  Short drive? Eventually you’ll hate your boss, then you’ll hate your job then your life will be hell, because the drive will still be too long – you won’t want to go where you’re driving. Great advancement promised? After how long? How many people have quit because their boss was a jerk?

If you want to work for a control freak or someone who needs to appear tough and all-knowing, you’ve found the place. If he’s rapid firing questions at you, hoping to trip you up, let him feel important.  Finish the interview and cross the company off your list.

If your first interview is with human resources, sometimes they’re crisply detailed, lofty, and attempt to intimidate you.   Don’t let it throw you. If you know yourself, what you’re looking for, and have done your research on the company, you’re less likely to get flustered.

Others are adept at giving you enough rope to hang yourself, but don’t be lulled into a warm, cozy camaraderie. Watch their visual cues – which can be subtle. Follow your instinct, but follow their lead. They’re screeners, but in that sense, they’re also decision makers.

There are different interview styles, just as there are different types of people. The hiring authority’s interviewing style is usually reflective of his personality.  Stay aware of what’s happening at the moment, what you’re saying, what you’re learning, and how you’re feeling about what’s taking place.

The more you’ve done your homework in accordance with what I’ve suggested, the more relaxed you’ll feel.  The more relaxed you feel, the more confident and in control of your answers you’ll be, and the less likely you’ll be to get flustered by trying to conform to a specific style.

Put effort into making sure you know what your skills are, what gets you excited about going to work, and under what type of management style you flourish.  Know your accomplishments and how they relate to what the company is looking for. Be aware of what motivates you and what turns you off.  Spend time learning about the company with whom you’ll be interviewing instead of trying to prepare for an interview style you can’t possibly anticipate. 

Finding your perfect job is about you being real about who you are, not trying to respond in a favorable manner to some style in hopes that this will endear you to them and give you a better shot at the job.

Because when you’re real about who you are and know what you’re looking for, it doesn’t matter what style you encounter. You’ll be comfortable with any style you meet. And when they want you to come back for another interview, you can decide if you want to….or not.

Like this article?  Share it with your job search networks through the icons on top of my blog!

is it important to learn different interview styles? part 1

March 7th, 2012 by Judi

imagesCAX56528There are those who emphatically advise job seekers to study and learn the interview styles:  The Directive Interview, The Behavioral Interview, The Stress Interview, The Qualifying Interview, The This Interview, The That Interview.   Their articles outline different styles, list typical questions for each and tell you how to prepare for them, as well as suggesting appropriate answers.

 That’s all well and good, but there’s an obvious question that begs to be asked: how do you know which style you’ll encounter? When you phone to schedule the interview, do you ask, “Oh, by the way Mr. Interviewer, what interview style do you use? I’d like to study that one and ignore all the others.”?

Do you study all of the styles? Memorize every question that applies to each style and all the recommended answers to prepare for each one? And when the interview begins, you say to yourself, “Aha! It’s The Abstract Theoretical Look Sideways Style!” and then you know exactly what to say and do. 

Unless of course you missed a style or happen to confuse them, which throws you off and causes you to bomb the interview.

Worrying about interviewing styles is ridiculous. Not only is it too much information to memorize, but it’s also a waste of time. An interview is nerve-wracking as it is without worrying about which style you’re going to encounter.

The interview is about the company and how your presence will benefit them.  The preparation (with the exception of your company research) is about knowing who you are and what you’re looking for.  It’s not about the company or anticipating the hiring authority’s interviewing style.

Interview preparation is an absolute, non-negotiable, unequivocal must, but preparing by learning different styles is not. That’s why your interview preparation needs to be focused on learning about yourself, listing questions to ask, and forming your answers to fundamental interview questions.

You prepare by focusing on yourself because you are seeking your perfect job. You want to have the power to decide if you want to return for another interview instead of giving that power away. You want to be in control of your future.

An interview is a sales process. The product is, essentially, you. And you need to be real about who you are, and be prepared enough to interview well.  Do that properly and the style you encounter is irrelevant.

Interviewing is 85% prep and 15% common sense. Sometimes it does involve a bit of mirroring, but again, some of that is common sense.   Do it without losing your individuality. For instance, if the interviewer is chatty, longer answers are okay. If the interviewer is crisp and serious, keep your answers focused and on the topic.

For instance, one interviewer might leave you thinking “What’s up with this guy?” He seems rather at a loss as to what to ask you. His questions are open ended and don’t seem to have any firm direction or point. Just use common sense. You’ve done your interview prep work – jump in and sell yourself. That doesn’t mean talk non-stop, but you don’t have to sit there and be uncomfortably silent for long periods of time either.

Ease the awkwardness. Help him out. Lots of holes? Gracefully and professionally answer some of the questions you were prepared to answer, even though he hasn’t asked them. He may not know how to interview very well.

No one – except maybe a human resources person – should have a lot of experience interviewing. If they do – they either can’t keep a job….or they can’t keep employees, so he may be an incompetent interviewer, but that doesn’t necessarily mean he’ll be an incompetent boss.  On the other hand, other styles can be a definite warning sign.

Part 2 next week:  A few examples, as well as why styles are irrelevant and what’s much more important to prepare for.