Learning Your ABCs

by Mitch Byers :: August 20th, 2007 :: Posted in Interviewing to Win |

In InterviewRX, ABC refers to a simple interview strategy. Think of A, B and C as the points of a triangle. When connected, you have a solid triangle – that is, you have a complete career story. Just as each side of the triangle is meaningless without the other two, you cannot develop a successful career story with just one or two parts. You need all three.  Here is an example of the ABC Strategy at work.
Stephanie is fielding an interview question from Thomas. “Stephanie, how has your employer benefited from your contributions?”

Stephanie:
A- The Problem
I support three departments – R&D, Fabrication, and Engineering. I was primarily responsible for defining the documentation procedures and creating work flow diagrams. There was no evident consistency in the style sheets the three departments were using.

B – Your Actions
I reviewed the existing publications of each department. What I tried to do was pull out the best design elements and work them into a master style sheet. Realizing the three departments have different requirements, I worked hard to build in flexibility in the way the templates could be used.

C – Results
We ended up with a procedural template that met the rigid guidelines management was expecting. However, it was user friendly, and there was enough built-in flexibility that the users could customize it to their particular needs. The new style sheets provided a smoother communication path between the departments.

Stephanie connects A (The Problem) to B (Your Action) to C (The results) in a congruent, succinct and logical manner. Stephanie’s response fully answers the question, holds the interviewer’s attention and takes less than a minute to present.

Focused stories highlighting our actions and the results will maximize impact and help differentiate you from the other candidates. Just as important, a great story will help the hiring manager remember you when it comes time to make the hiring decision.

Job Interview Mastery – Three things you can do to improve your interview performance.

by Mitch Byers :: June 11th, 2007 :: Posted in Interviewing to Win |

Job Interview Mastery is not about special tricks, super secret documents, or memorizing answers that someone else made up. It’s about being prepared, being confident, and owning the interview. Being prepared is the key to controlling your nervousness and job interview fears.

It’s amazing how little effort most people make to prepare for the job interview. The quiet ride up on the elevator is the first time they have a clear enough mind to focus on what’s about to happen.  But that is like putting one quarter in a vending machine and expecting to walk away with a candy bar. Input and expected output are out of whack.

I have interviewed well over 3000 people face to face. It becomes evident early in the interview who has taken time to prepare and who is using the shotgun approach, which is a real turn off.  Here are three ideas to help you come across as a pro.

1)    Figure out what the company does well. Figure out how they do it better than their competition. What resources is the company committing that other companies are not? Company websites, trade publications and Google are a good start. Contact someone inside the company through Linked-in and get the real scoop.

2)    Find out why they need you. Ask yourself, if they did not hire someone for this position, what would be the consequence? This will determine the true value of the position. If you determine you are the missing puzzle piece, then move forward with gusto.

3)    Think about career stories you can share that will crystallize how you will fulfill their needs. They are not so interested in your individual skills, but how you have been able to bundle those skills together to solve a problem, invent something new, motivate people or bring efficiencies to your past employers. Concise, compelling stories help the hiring manager “see” you being successful. Sharing three or four relevant stories in the job interview will make their hiring decision very easy.

Get your arms around what is going on in the organization and think through a handful of stories. Following these three ideas will keep you ten paces ahead of your competition.

For more insight on Job Interview Mastery click here: Interviewing to Win

Are You Seeking A New Position?

by Mitch Byers :: May 10th, 2007 :: Posted in Interviewing to Win |

Whether entering the marketplace, moving up the corporate ladder, or changing career paths, successful interviewing is the critical link in gaining meaningful employment. Successful interviewing will help craft your career, impact your personal and family life and influence your social and economic well-being.

Resources for Success

• Free Resources
  • Check out the employment-related articles for tips and advice.
  • Ask Mitch – Ask Mitch a question about interviewing and get your answer fast.
• InterviewRX (the book) – Over 170 pages of interviewing tips and easy-to-follow strategies from the “Guru of the Interview.”

Personalized Career Assistance:

• Interview Preparation – Individualized coaching by the “Guru” to help you ace your interview. Starting at $200.
• Mock Interview – Build your confidence and interview effectiveness in a Mock Interview. Starting at $200.
• Effective Job Resignation – Make a smooth transition into your next job without burning bridges. $50 flat fee.
• Resume Review and Modification – Your resume makes a lasting first impression. Develop one that stands out and gets noticed – quality content and visual appeal. Starting at $125.
• Competency-Based Resumes – Get your resume to the top of the pile fast with a resume that highlights your core competencies. Starting at $175.
• Cover Letter Review – Influence the hiring manager to interview you with a vibrant cover letter. $75 flat fee.

Talk at Remington College: Interviewing 101

by Mitch Byers :: April 24th, 2007 :: Posted in Interviewing to Win |

It is that time of year. College students are wrapping up studies and looking beyond finals to land a job. A dream for many is about to come true.

College students can be a tough audience. On one hand, they are use to taking notes and asking questions. They pay attention and participate in the exercises. By nature, they are an attentive crowd. Arguably, they have been my best audience.

The tough part comes in trying to convey the importance of preparing for the interview and in helping them develop meaningful stories to tell. Generally, they just don’t have much to work with. By the time they reach age 30, they will have plenty of career stories to share and lots of accomplishments to brag about. But for many in college, coming up with appropriate stories can be worst than reading the Iliad.

As I prepare for the talk, I’ll need to pull together strategies to help them cross over the threshold.

Prospective Teachers have Homework To Do

by Mitch Byers :: June 11th, 2006 :: Posted in Interviewing to Win |

Kristen Holland has written an insightful article, Prospective Teachers Have Homework To Do in Sunday’s Dallas Morning News (page 18J).

The article emphasizes the need for teachers in the job hunt to ask questions, and a lot of them, before and during the formal interview. Asking questions are equally important for someone just completing their degree and certification or for an experienced instructor.

Holland specifically addresses employment issues facing teachers. However, the information also provides anybody in the job hunt a sturdy framework to follow. Here are a several quoted examples from the article.

THE JOBIt’s vital for candidates to know what’s expected of them. “A lot of people would look at job descriptions – those kind of documents. But they really need to have a firm understanding of the district’s expectations of them.”

Certainly, you will want to review the written job description. Think about (and ask about) how the job is segmented. Maybe it can be segmented into strategic, tactical and interpersonal activities, or maybe by function – such as planning, operations, and administrative. Get clarification on each of the segments and ask what percentage of your time will be spent in each of the areas. There is nothing worse accepting a “strategic” job only to find out only 10% of your week is spent on strategic activities.

ADDITIONAL OPPORTUNITIESWhat particular assignment will be given that school year?

Beyond your day-to-day responsibilities, what special assignments or projects might you get involved in? Be assertive (not aggressive) and get on these special assignments.

THE BOSSWhat kind of reputation does the principal have in terms of leadership?

It has been said that people don’t leave jobs, they leave bosses. A bit of investigation on your part may save you a career mistake. The good news/bad news is that because we are a more mobile work force than in years past, your great boss, or your boss from hell, may not be around in 12 months. Outstanding leaders personally have hired me on two occasions. In both cases, they resigned within 30 days after I started. Ouch!

THE CULTUREFor one, ask if there’s a dress code.

This will say something about the culture. It might also give you an idea of what your dry cleaning bill will be every week. Maybe you can wear jeans on Friday, or are allowed to wear shorts during the summer. Don’t abuse the dress code, ever.

THE PAYIt’s important to ask the dreaded salary question because many schools use one-size-fits-all form contracts.

A discussion of the salary is one of the most important areas to discuss. Because of its importance, I would suggest working through all of your other questions, and then you will have the proper perspective, energy, and interest to focus on salary. Save the best for last!

Teachers – especially new ones – should find out when they can expect their first paychecks and approximately how much they’ll receive.

Some companies pay weekly, biweekly, the 1st and 15th, and monthly. If commissions are involved, you will need to understand when and how commissions are paid. Maybe you are paid weekly, but commissions are paid monthly. Commissions can be paid after the sale or after receipt of the payment. Ask what conditions constitute repayment of commissions?

THE BENEFITSAnother crucial topic of conversation is benefit packages.

Benefits can be valued up to 1/3 of your compensation. Tuition reimbursement may not be important to you if you already have your master’s degree. However, it may be the tipping point if you are on a tight budget and have a desire to complete a degree or go back for a second degree.

EVALUATIONS“You definitely want to know anything and everything you can about what’s expected and who’s evaluating you and what they’re looking for.”

Having a clear idea of what (and what not) is expected of you is crucial to your career success. You can’t throw a dart at a target blindfolded and expect to hit the bull’s eye. Some managers do a marvelous job is laying out the position, expectations, and the evaluations process, but don’t count on it. Ask questions, like “How will I know if I am successful?” Find out how you will be evaluated in three months, six months, and a year. What criteria and how will they weigh individual components of the criteria?

Any teacher will appreciate the personalization of the article. For the rest of us, it is not a difficult leap to customize the question to our own particular profession.

Thanks Kristen for a great list of questions.

Don’t Hang Up If A Recruiter Calls

by Mitch Byers :: June 5th, 2006 :: Posted in Interviewing to Win |

Sunday’s Dallas Morning NewsDon’t hang up if a recruiter calls provides an excellent framework on how to work with recruiters.

Here are highlights from the article:

Why work with Recruiters

• The right recruiter can be in a better position than you to get you a better position
• Companies often hire recruiters to find and qualify candidates for specific positions before making the final decision on hiring.
• Many recruiters have expertise and connections that many corporate HR departments lack in identifying and attracting the best candidates.
• Recruiters can call into a company’s rival and cherry-pick its employees, something few companies would feel comfortable doing openly.

Levels of Service

• Contingency-based recruiters get paid per placement, usually a percentage of the position’s salary. They may work with multiple companies simultaneously and specialize in specific industries.
• Retained search recruiters are paid a portion of their fee upfront, with additional payments from their corporate clients as the job search progresses. Their services are more comprehensive, typically including succession planning and consulting services to help a corporation more specifically define the ideal candidate.
• Retained search recruiters generally target senior positions with correspondingly high salaries, while contingency recruiting focuses on middle and lower-level jobs.
• Companies always pay. If a recruiter hits you up for money, walk away.

Action Plan

• If a recruiter contacts you, give him five minutes, even if you’re not planning to change jobs. It could be a good long-term move for your career.
• Be professional. Return phone calls promptly, show up to interviews on time and listen to your recruiter’s advice.
• You could start the process yourself. It’s possible to call a recruiter directly. Call around and try to find one that specializes in your areas of interest.
• If you’re contacting a recruiter yourself, chat with a real person before sending in your resume or at least research the firm you’re dealing with.

Final Thoughts

• Honesty (from both parties) is essential for a successful recruiting relationship.
• A recruiter’s responsibility is to who is paying them, not to you. Be careful that you understand the process.

What experiences have you had with recruiters? Share the good, the bad, and the ugly.

Happy job searching!