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On Tuesday December 8th at 1pm, my students at SUNY Delhi at SCCC in Schenectady will be debating hot issues in human resources.
If you are interested in attending this free event, please contact me at braathrj@delhi.edu.
Five debates will take place, and each will be followed up by questions and answers from the audience and students.
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.
However, in many cases, this is not a reason not to apply for a position with a company. There are so many tools out there in any field (whether it be HR, accounting, presentation tools) that allow you to download a free-trial or low-cost version to test out and try out for yourself. For example, Time Forge, which is a tool I use in my classes for HR, allows a multi-day trial with full-functionality to manage your labor schedule force, payroll and attendance. Zoho.com gives free versions of its products on everything from presentation software to HR systems and project management tools.
So, if next time you go into an interview you don't think you have the qualifications, or get asked "What experience do you have with (insert software here)", have a good back story like "while I don't have experience in an office setting, I have been using a trial version of (insert software here) for 6 months to prepare myself for entering a role using it, and have found it has several advantages and uses which are X, Y and Z." You'll be able to land a role by being creative in your ability to grow into new roles and opportunities.
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.
Likewise, speed interviewing helps the candidate determine how much they like various companies in a short term period, while allowing the company to meet with more candidates in less time.
Some things you can find out about candidates in a short period of time
- How they get along with others - have several people interview at once, but only put enough chairs for maybe 1 or 2 of the 3 to 4 candidates. See how they react
- Give two or three different types of interviews in a short period, and see if answers are consistent
- Determine their level of self-confidence and self-awarness by seeing how they react to many interviews in a short time.
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/
Putting together job descriptions solves a multitude of problems, from the pre-hiring and recruiting process all the way through severance of employment. Many people I talk to can't find exactly what their job description is, and often are surprised at its contents once it is "discovered."
A great tool to determine what to include and what to leave out of the job description is the web site provided by O-Net. This site allows you to look up job descriptions for multitudes of jobs and job titles, and can allow you to see what you do (or what you should have your employees do) in each role critical to your company.
If you don't have job descriptions in place already, this is the place to go to setup your frameworks of job descriptions.
Visit O-Net at
http://online.onetcenter.org/
Q: I was selected for a management training program for a retailer based on my professional background and my interest in working for the company. I made it clear in the interview that my long-term goal was to be in administration with the company. A few months into training, I realize that that is where my heart lies. How do I handle this yet keep my chances solid of pursuing a greater role in this company?
A: I was in a similar situation as you many years ago. How I handled it was to enjoy what I was doing at the time, and making connections with the department I eventually landed myself in. Doing the very best at the role I was in, I made it clear that I was passionate about the company, even if inside I knew my heart was in a different role. Then, based on the relationships I had in the new department, I worked out some opportunities to shadow their operation and get to see if that was what I really wanted to do. Sure enough, in time, it was the right match, and the right opportunity came along.
I would work as hard as possible in the retail setting, and clearly keep the ear of your leaders by keeping in mind what you want to do long-term. It is those dedicated to whatever role they are put in that are the most likely to get the roles that they seek.
Q: I'm working on a contract with my company for a promotion, but they are unwilling to meet my salary demands. I want to continue to work for them, but I feel the compensation package they are offering is not consistent with what others in the area are getting paid. What do you suggest?
A: It's been said in many places that "now's not the time to be greedy." It doesn't sound to me like you are being greedy, but it does sound like there may be other ways for you to be compensated to make up for the perceived difference in pay.
Negotiate for more time off - since it is a salaried position, see if they will work in an extra day or few hours a month off while getting the same salary
Extra service or extra earning opportunities - see if there are ways you can earn extra money with your company by working extra hours or on extra projects from time to time.
Perks - see if there are ways you can take advantage of tuition reimbursement, discounted gym memberships, and the like. You may find the perks are far more valuable and aplenty then you realized.
Lastly, express your needs, and perhaps they will be more receptive to that rather than just comparing what you are making to what others are making.
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