Recently in Interviewing Category

In March, I explored a reader's question on Hiring Inexperienced vs Experienced Workers.  Today, I'd like to talk with you about this a bit further.

Many employers seek to bring new ideas and new perspective to their organizations.  This sometimes means there are two experienced seasoned executives or professionals applying for the same job, but from different industries.  Much like I explained with Southwest's hiring strategies, often the job will go to the candidate with experience outside the field to get new perspective; this doesn't mean that the experience someone has isn't relevant or is outdated, it just means that sometimes companies want to bring in a personality type, not the experience.

For example, bringing in someone with a strong retail background into a hospitality business (or vice versa) may bring the leadership experience and perspective in a different background.

Always consider the choice which is not the most convenient, and you may find a better fit.

On Tuesday December 8th at 1pm, my students at SUNY Delhi at SCCC in Schenectady will be debating hot issues in human resources.  

A question I often get asked is "How do I show experience with (insert software here) without actually having a job using that software?"  Often, candidates will disqualify themselves prior to applying for a job just because they don't feel they can compete with those who have the experience already.

I've encountered several situations where former colleagues have sought out positions, only to fall short due to the dreaded "overqualified" or "not the right fit" at the end of the interview process.  In the past, I as well have encountered similar situations when on the job hunt.

It can be easy to look at yourself and say "what's wrong with me?" but more importantly, times like these are ones to really look at what you are looking to do, and why in fact you didn't get offered the job in the first place.

A commonality I've seen in my own shortfalls in the past as well as my colleagues is getting to the stage in the interview process where you meet with the people you will report to or to the people you may work with.  It can be frustrating to go through 4 or 5 interviews, only to then be told you aren't the right fit.

As one of my former leaders once told me when I was turned down for a job for being "too polished",  "sometimes people won't hire you because they know you are more fit than them for their own job, and feel threatened by bringing you on board."

Share your turndown stories at robert@galaconcierge.com

Speed interviewing is a growing trend to not only maximize the time spent with candidates, but also to test candidates coping skills and ability to get along with others.

Another recurring theme from the Saratoga Job Fair was speaking with applicants of selling their personality, their role as a great teammate, and adaptability and flexibility to the situation.

While many applicants brought similar skill sets, the ones who impressed me the most were the ones who focused on selling how well they got along with others, and were able to express that well both to me and in their resume.

In a world where many people are applying for the same or similar jobs, selling you as a brand or as a good ambassador of the companies you work for can be the difference between a job offer and a thanks but no thanks.

I reviewed several resumes this week at the Saratoga Job Fair, and a recurring theme that came up was whether or not to include self-employment on a resume.  A couple candidates had 2-5 year gaps since their last position, and when I asked them why, they said they had been working for themselves on various projects.

I explained how it certainly is valuable to show that you are doing something during gaps in employment.   When I left retail in 2005, even before I left, I founded my consulting business.  This left no gap of employment and allowed me to showcase all the small to large projects I have been working on since then.   Even if some of the opportunities didn't work out, showing the drive to strike out and to fill the gaps with productive activity can make the difference between a job offer and continued unemployment or underemployment

I will be working at the Saratoga Job Fair this Tuesday from 1-4pm, offering free resume critiquing.   This free job fair features a number of great workshops, and if you aren't able to make it between 1 and 4, the fair is open from 10-5 and you can meet with a number of other HR professionals from the area, as well as seek out possible opportunities with several great companies in the area.

Stop by and say hello and have a free resume critique!

http://www.saratogajobfair.org/

It's hard for me to hide my love for the New York Yankees.  And it is also difficult to hide my disdain for most things involving the Boston Red Sox.   Of course, to be unbiased about the Red Sox would probably require me to not be a Yankee fan, so if you are a Red Sox fan, do take my column this week with the knowledge that I am trying my best to be open-minded.

One of the things that frustrates me about the Red Sox is premature celebrations.  In 2003, prior to game 7 of the American League Championship series, the Red Sox grounds crew painted the World Series logo on the field.   The Red Sox and Yankees had yet to play that night, but for some reason the Boston Red Sox organization decided to paint the logo on the field prior to the game being played.  The Yankees went on to win that evening and rendered the logo useless.

How does this apply to HR in business?  Celebrating a promotion, job acceptance, or new opportunity BEFORE you have written confirmation and acceptance of a job could mean doom for your career.   Be sure that until a formal announcement is made of your promotion or acceptance of a new job that you have it in writing and formally accepted the position.   If you celebrate too early (or celebrate in front of others who may be interviewing for the same position), you may end up making enemies you didn't have before.

 

 

Q:  My friend's father is interested in having me join his company as an intern.  I have been interested in his company for a long time, and known him for a long time as well.  How do I approach the application process?

A:  I'd approach it with the same professionalism as you would with any other process; send him your resume, address him formally, and proceed through the process as would any other candidate.  This will demonstrate to the employer that you are not just applying because you know him, but because you really enjoy the company despite the relationship to him.