by Mitch Byers :: August 24th, 2008 :: Posted in News & Events |
To help publicize the various career-centric topics I have presented, I have join a great local group call SpeakersCoop.com. The site is billed as a one-stop resource for speaker coordinators.
InterviewRX was featured in Carnival of Careers #7 this week, hosted by Eric Folgate. Carnival of Careers presents the “best and brightest articles and blog posts from some of the most talent career and small business blog authors.” Thanks to Eric for choosing my “Law of Six” post for this week’s Carnival.
If you are in job transition, this is a GREAT place to visit. Every week, you can expect a dozen or more tips, tactics and tidbits that will help you tackle the interview and put you over the top. In the most recent edition, there were three posts that caught my interest.
by Mitch Byers :: July 3rd, 2008 :: Posted in News & Events |
Today, I met with Katheryn Smith from Career Jump-Start and agreed to provide a series of talks to their members. Their mission is assist job seekers through the entire hiring process. Generally when I give talks, I focus on strategies to deliver powerful career stores based on job-specific competencies. New material will be added for the upcoming 4-week session. Creating targeted resumes, industry research, gaining insight into the hiring-manager’s background, and must-do post interview activities will be covered. The last session will include strategies for the critical first 90 days on the job.
Over the next two to three weeks, I will be pulling material together for the series. Please send your specific questions or areas of concern. The four sessions will be tape and made available later this year.
Thanks for your participation, Mitch
A recent article from Dr. John Sullivan discusses up an emerging trend – speed interviewing. Speed Interviewing takes its name from the once popular, Speed Dating. Speed Interviewing severely compresses the interviewing process. Compare cooking popcorn the old fashion way – heating up oil in a deep pan and adding a shallow layer of popcorn to today’s fast and easy microwave popcorn. The popcorn today is ready in jiffy with no mess or cleanup. Speed interviewing hopes to achieve the same results: faster and easier without all the messy protocols of a traditional interview. The slimmed down version is making inroads because traditional interviews has several problems:
The article supports the point of psychologist John Gottman, whose research in the dynamics of snap decisions and first impressions is discussed in Malcom Gladwell’s best-seller Blink. Gladwell explains how “thin slicing” videotaped interactions between married couples provided Gottman the ability to predict, with 95% accuracy, the long-term outcome of the marriage.
While Gottman is able to rationalize a relationship in a matter of seconds, Dr. Sullivan’s approach is more akin to speed dating, and suggests setting a time limit between 5 and 15 minutes for the interview. This caught my interest, because when I was conducting research for InterviewRX I found a study that concluded most hiring decisions are made between 4 and 10 minutes into the interview. This coalescing research suggests speed interviewing may be valid for some companies.
Sullivan points to several advantages of speed interviewing:
While speed interviewing is not yet fully embraced in HR and recruiting circles, there are enough companies using or experimenting with the concept to rethink your interview approach. From the hiring perspective, committing to a hiring decision after a ten-minute conversation is pretty gutsy, but one most of us do internally, even if we don’t make our decision “public” that soon.
Sullivan mentions that IBM, Abbott Labs and Texas Instruments are using Speed Interviewing, though no specifics are given. My personal opinion is that companies will be reluctant to embrace a snap judgment platform, but may follow the pattern used by Tower Consultants. An employee from Tower shares the company speaks with as many as fifty prospective candidates in a day, allotting about 5 minutes with each one. The speed interviewing is the first step. A more rigorous technical and behavioral interview follows before a hiring decision is made. In my own experience, initial phone interviews have become considerably shorter over the years. Today, I allow 5 to 7 minutes to capture essential qualifying information. From there, face-to-face interviews are scheduled.
The bottom line for Tower and a growing number of companies is that the “speed interviewing works” and I believe it will be a trend more and more people in job transition will experience.
by Mitch Byers :: April 25th, 2007 :: Posted in News & Events |
Last fall, Katherine Smith, invited me to speak to her Career Jump Start job transition support group. At the time, she was going through her own job transition. Through persistent networking, she landed a position with Visible Technologies, headquartered in Seattle. They help companies “advance and protect their brands online.”
Katherine continues her passion for helping others in defining or redefining themselves as they move forward in their career. Being that we share common ground, we got our heads together to explore the idea of providing an interview boot-camp. The forum will be a three week mini-series.
Over the years, I have found that introducing too many topics in one presentation either confuses or frustrates the audience. Usually both. Rather than trying to cover as many topics as possible, the goal of the boot-camp will be to provide more in-depth information on a few high impact topics. While a dozen different topics come to mind, I’ll have to spend some time narrowing it down to a few that compliment and build on each other. The mini-series will begin in late August and be on consecutive Wednesday nights over a three week period. Additional information will follow. Suggestions are welcome, or if I can answer a question, just ASK MITCH.
The DiSC assessment measures one’s bias in the four temperaments:
D – Dominant. A High ‘D’ is extroverted, hot-tempered, quick thinking, active, practical, strong-willed, and easily person. Archie Bunker, Lee Iacocca
I – Influencing. The High ‘I’ is an extroverted, fun-loving, activity-prone, entertaining, persuasive, and optimistic person. Lucille Ball, Robin Williams
S – Steadiness. The High ‘S’ is an introverted, calm, unemotional, easygoing, never-get-upset, person. Mr. Rogers, Jimmy Carter
C – Competence. The High ‘C’ is an introverted, logical, analytical, factual, private, depression-prone, let’s-do-it-right person. Spock, Albert Einstein
While looking at each temperament independently is a good starting point, it becomes even more interesting when we look at the natural combinations we have. The assessment provides a dominant temperament and a secondary temperament. That is not to say that the other two temperaments are excluded from our personality. In fact, we each have, at least some, of each of the four temperaments. Our particular personalities will determine the final blend.
The DiSC is primarily suited for increasing self-awareness in a setting where the individual can decide how to use the information to build relations with others. Understanding your own bias is a good beginning to self-awareness. If we can successful make passage through the Self Awareness door, then many other doors related to interpersonal skills and success will be available to us.
by Mitch Byers :: June 8th, 2006 :: Posted in News & Events |
Today, 20 copies of the new version of INTERVIEW RX arrived from the publisher, Nearline Publishers, Inc. These 20 copies will be sent to other published authors in the career and self-help space for comments. Their comments will grace the back cover and inside first page. Look for the latest version of INTERVIEW RX later this summer!
by Mitch Byers :: May 13th, 2006 :: Posted in News & Events |