Get Ready for Your Close-Up: Interviewing in the Video Age

You say you want a revolution

Well, you know

We all want to change the world.......

                                                        Lyrics from "Revolution" by John Lennon

When it comes to interviewing, the future has arrived. Technologically advanced organizations and some others that would surprise you are already using video interviewing, Skype and video conferencing technology to source candidates. What began as a recruitment tool used by Silicon Valley

companies is now being used in organizations as diverse as the VA Hospitals and non-profit organizations. As the technology becomes more accessible and recruiters become more comfortable with the camera, you can expect to interview via video at some point in your career.
A few years ago I had the opportunity to be part of the selection panel for a non-profit agency seeking a high-level member of their leadership team. Three candidates were in the final round after telephone interviews and the online application process. Of these three potential candidates the final two would come to Indiana for a face-to-face interview that would cost the organization airfare, hotel, meals and ground transportation. In the past few years, I’ve had an opportunity to advise blog readers preparing for their first video interview and participate in additional selection panels.

Here are a few tips from what I experienced:

1.      If you are not going to the company’s local office for the video interview with a remote office—manage your environment. If you are using Skype from home, make sure your surroundings are quiet, lighting is adequate and the background is professional. Don’t set up your laptop in your bedroom! I’m not joking, I heard of someone that did. No crying babies, no barking dogs and no ringing telephones. Hopefully you will be at your recruiter’s office using their professional video conference equipment and they will prepare you, but I’ve known others who have interviewed from home.

2.      Reduce the shine—I’m being a little picky here (and you may say superficial), but image matters. Shiny faces, dirty smeared glasses lens and men with light reflecting off a bald head comes across poorly in an HD video environment. I asked a friend in the television business how to combat this and they suggested you do what the stars do and apply a little powder if your image is gleaming. If you wear glasses, like I do, clean them before the camera starts rolling. Since I’m being superficial—avoid highly patterned dresses or ties. Go with solid colors that make you feel great.

3.      Appear relaxed—the best way to look natural knowing that you’re on camera with people interviewing you from various locations for a great job, you really want is PRACTICE. Ensure your technology works by using your webcam with a relative or friend first. Have your silenced cell phone nearby in case their equipment fails and it becomes a conference call interview. Become comfortable with the microphone, know its range, so you don’t appear to lean forward and speak into it. Also, insure the camera is at eye level so you don’t appear to be looking up at the interviewers or with the desk mounted camera, you don’t want to look down. Looking down gives all of us a double chin (I am being superficial again, sorry).  Remember to smile when appropriate especially during the initial introductions and the sign-off, the interviewers will remember your smile.

4.      Know your Interviewers Names—this is important because video interviews have their limitations. When one interviewer is at the corporate office in Boston and two others are at a field office in San Antonio, you cannot make eye contact with one person specifically. I was particularly impressed with a candidate who occasionally called us by name when answering a question. If it were done too much, it would be annoying, but it is a great way to acknowledge a specific interviewers question and serves as giving them eye contact.

For experienced job candidates, don’t let this technology throw you off your “A” game. This is one area where younger workers and more mature workers are on close to equal footing because video interviewing is new for everyone even the hiring managers. Yes, they are going to see how old you are (even before they ask your birth date to book your flight to come for the face-to-face interview) and the interviewers will also see your maturity, your self-confidence and adaptability to technology.
Get ready for your close-up and your new job!

Job Interview Tips for Experienced Workers

Interviewing for a job in your 40s, 50s, and 60+ is not the same as the interviews of our youth. Part One of this guide is for the elements that are the same, like not bashing your former employer or boss. Part Two focuses on the high tech changes because video interviews are here to stay!  Please read Part One even though it is a refresher, Part Two is video interviewing and will be posted soon. Part two is especially important if you haven’t interviewed in the past five years.

First, congratulate yourself because your resume won you a chance to move to the short list of candidates.

The Basics Are Still Worth Repeating:

1)     Even if someone on the interview team talks badly of your current or former company because they have worked there and know how bad it is, DO NOT speak badly of your boss, the company or senior management. Focus on the job you are interviewing for and how excited you are about this opportunity.

2)    Be on time. Leave early, allow for traffic and plan ahead.  However, if you are at the interview “stalker-like early” just sit in the car nearby until 15 minutes before your appointment. Arriving two hours early and wanting to sit in the lobby or being in the parking lot before the company opens smacks of desperation (and it scares people).

3)    Dress appropriately. Even interviews at health clubs deserve attire you wouldn’t work out in while you are trying to win the job. A man can never go wrong in a suit that fits great. A visit to the tailor for alterations can update an older suit. I always err on the side of conservative dress for women, but NOT the interview suit of the 1980s—remember the navy or black skirted suit with the white shirt with a bow tie? A visit to the free personal shopper at a high-end department can help you put together an ensemble worthy of an interview with C-suite executives.

4)    Avoid being patronizing to younger people on the interview team or women. Recently, I heard from a female business owner that a 40ish man she was interviewing referred to her as “dear” and “my dear” several times during the interview. He didn’t get the job. I have also seen 40+ interviewees act dismissive toward 20-somethings that are either human resource professionals or members of the interview team. Balance being professional and respectful to administrative staff with being obnoxious. (Note: To the guy who was doing magic tricks for the secretaries; they thought you were a weirdo. If you want to work again, stop the magic tricks.)

5)    Practice Practice Practice! Find someone to role-play with and practice how you will answer the basic behavioral interview questions—the ones that begin with “tell me about a time when you…”  The interviewer is expecting a succinct response to how you solved a work problem in the past. These types of interview questions are asked under the premise that what you’ve done in the past predicts how you handle situations in the future.

6)    Above all else, don’t talk too much—it seems the older we get, the more we enjoy talking. Stay focused. Answer the questions add appropriate SHORT examples, insure you’ve addressed the issue by asking and be quiet. At the end of the interview, “CLOSE” for the job! 

Winning the Interview—Part Two

In Part One, the different types of interviews were highlighted along with interview trends. In this post, I will tackle behavioral interview questions recruiters seem intent on asking along with the illegal questions recruiters are not supposed to ask. The final post of the Winning the Interview series--Part Three, I will address how to handle gaps in employment and other tough questions.

Illegal Questions:

I’ve been asked some of these questions  early in my career and I have answered them and got the job. I’m not saying you should answer illegal interview questions. When you see them, you will notice many of them are focused on younger females (because they are around family planning). One caution in answering illigal questions is they could be a signal of worse situations to come in that work environment. Certainly, corporate-trained hiring managers and recruiters know these questions are off limits and would not put their company at risk:

1.      How old are you? (often disguised as a compliment, it is still inappropriate and illegal)

2.      Were you born in the United States?

3.      Travel is a big part of this job. Will your (boyfriend) or girlfriend be alright with the travel? Do you have a boyfriend (or girlfriend)? Are you married?

4.      I see your ankle is wrapped. How did you hurt yourself?

5.      Do you have children?

6.      Are you planning to have children?

7.      What political party do you belong to?

8.      Do you go to church? What religion are you? Would your religion beliefs allow you to work Sundays?

9.      What’s your race? What country are your parents from? You have a Hispanic-sounding last name, but you look Caucasian-which are you?

10.  What is your sexual orientation? (even if it is couched in a “that’s-okay-here,” we have a GLBT affinity group), like question #1 it is inappropriate and illegal).

Behavioral Interview Questions:

As established career professionals, we’ve lived through the interviews that were straightforward—“What are you strengths and weaknesses?” “Do you like working independently?” And now, behavioral-based interview questions are becoming more prevalent as the economy has tightened. Human resources professionals believe that how you actually reacted in the past will give them a glimpse into how you will handle situations in the future at their company. These are typical behavioral-based questions to prepare for your interview:

1.       Tell me about a time when you were faced with a problem and you initially did not know what to do? What course of action did you take and what was the outcome?

2.      Describe a situation where you had to deal with an angry customer. How did you handle the situation and what was the outcome?

3.      Tell me about a time when you had to make a quick decision and what was your thought process.

When handling behavioral interview questions, be prepared with a quick example or story that addresses the specific situation. Keep it as current as possible—two years ago or less if you can. The interviewer wants to know if you have what it takes to be successful in the job. Behavioral interview questions are less about questions than they are statements asking you to cite a specific example. Remember to give the interviewer the outcome in your story or example. The time the company invests in hiring, training and orienting you into the position is just that—an investment. And, like any investment, the company is looking for a return on investment. That is the intent of the behavioral interview--helping the company make a good investment. Hiring managers want someone who will be productive; someone who will stay with the company for a while-to recoup their initial training investment and someone promotable into the next level or two.

When you read the job description or during your phone interview, try to identify the competencies and attributes considered most important for this job. It can even be one of the questions you ask during the telephone interview. Then, think about your current position and examples or stories you can give from your current work experience that highlight your use of the competencies and attributes. Examples of attributes include:

A strong work ethic (important in sales and positions where you work independently)

A sense of urgency

Emotional intelligence

Good judgment and decision-making skills

Strategic-orientation (the ability to see the big picture)

Resourcefulness

Credibility

Interpersonal Skills

Preparation is critical to interviewing success. Remember you've made it this far, so you definitely are in the inner circle to get the job. Congratulations!

Winning the Job Interview--Part One

Job interviews are often a stressful time. It is not something we do very often (if we are fortunate) and many people have a tough time talking themselves “up” to others because they are concerned about bragging. The job interview is the one place where you must temper your modesty and present yourself and your achievements with confidence and passion.

With 9% unemployment and four generations in the workforce, experienced workers may have to update their interviewing skills to win today’s jobs.  Here are a few insider secrets to help you on your next interview.

PRE-Screening:

With hundreds or maybe even thousands of applicants for a single opening, HR recruiters have to narrow the field to the most qualified candidates based on the skills they “must” have and the skills it would be “nice to have”. Many larger companies and staffing agencies use an applicant tracking systems to help them find the most qualified candidates to move forward in the interview process. They enter search criteria based on the essential job “musts” for the best candidates to surface. (See the August 6 post, “Successful Online Job Search Techniques”).  

• Larger corporations may have several questions online that you must answer before submitting your resume as their prescreening tool

• Other companies may have a staff member call and ask 7-10 questions related to the position.

• The trend is toward group interviews for more entry level positions. Hiring managers can observe your interpersonal skills, how you get along with others and your social skills in this format. After the group interviews, individual interviews are scheduled.

The Phone Interview:

After surviving the first round of elimination during the pre-screening, now you are ready for the phone interview. Your phone interview is Numero Uno in moving pass the gatekeepers to meet the hiring manager face-to-face. These interviews usually take place with a Human Resources recruiter.  Some of their biggest complaints include candidates giving a phone number that doesn’t work or low batteries on a cell phone that disconnects mid-interview or the candidate who forgot about the interview and the recruiter heard dogs barking a blaring TV & babies crying in the background. Take the telephone interview seriously; many job-seekers take this step too lightly. Remember it is critical to securing that all important face-to-face interview.

• Project an enthusiastic tone over the telephone

• Don’t ramble on & on—keep your answers succinct and relevant

• Keep your examples current, in the last 1-4 years

• Do not mention anything age-related or make a joke about being older

• Have a three well-thought out questions ready for the interviewer

Face-to-Face Interview:

If you’ve made it this far, the job could easily be yours. As you prepare for this stage of the interview process unless you are interviewing for a position with a small business, you should expect a series of interviewers. Make sure you are well-rested and prepared for a long day (which also shows the interviewers your stamina).

• First impressions are key—err on the side of conservatism: being dressed appropriately, firm-but not overbearing handshake, maintain eye contact without have a ‘stare down’ & BE ON TIME!!

• Answer questions directly without getting distracted or going off onto a tangent

• Assure each interviewer that you meet or exceed the required criteria for the role and ask them if they would support you for the role—if not, handle any objection they mention in a non-defensive, non-hostile way

• Send a thank you e-mail to each interviewer and confirm your interest in the position and mention a line about how you will add value to the role

Expert Career Advice for Labor Day 2011

We move into the Labor Day holiday with the Bureau of Labor Statistics reporting unemployment remained at 9.1% during August 2011.

Here’s a number you rarely hear reported:

153.6 million

That’s the number of people in the U.S. Labor Force going to work everyday.

So whether you are looking for a job or attempting to maintain the career you have, I’ve asked four experts to weigh-in with one tip to take you to TOP of your career or job search.

From Peggy McKee— Owner of a medical sales recruiting agency based in Dallas, TX

The one tip is that the JOB SEARCH is a sales process.

When you treat is like a sale, you will be much more successful.

Contact Peggy via LinkedIn or Peggy McKee - Owner/Recruiter. PHCConsulting.com (888.263.5688 ext. 100)

From Michael Scott— Chief Career Officer at Career Velocity LLC in Denver.

My tip for experienced job seekers and career changers is: "The best way to access job opportunities is by tapping into your circle of influence, (friends, family, colleagues and other).... people that know, like and trust you and are willing to advocate for your success."

Contact Michael@ Career Velocity, LLC,

1624 Market Street, #202, Denver, CO 80202

or via LinkedIn

From Anne Akridge- President, Interview Owl, Tampa, FL

"If you are 40+ it's safe to say you probably have at least 20+ years of
professional experience.  When it comes to writing your resume, make sure
you only include detailed experience through the last 15-20 years.  Anything
beyond might not serve you well if a more junior recruiter or HR person is
sorting resumes.  They typically feel comfortable seeing 1990 - 2011 in
experience.  Once you get into the 1980's they may unfortunately see that
experience as irrelevant since it's not in today's economic market.  When
detailing your college degrees, enter your degree, college, city/state -
leave off the year.  This will make you relevant to today's market,
highlighting your most recent experience"

Contact Anne via LinkedIn or http://www.twitter.com/interviewowl http://www.interviewowl.com/

From Vanessa Taylor— Talent Development Consultant, Allentown, PA area

Employers are not only looking for who can do the job but also who will be highly motivated to excel in the role and who will have the competencies to grow with the business.  Often, employers question whether more experienced workers are set in their ways, interested in continually learning and growing or if they have the flexibility and stamina to excel in the role and future roles. It is critical that more senior job seekers demonstrate success using key competencies such as leadership, business acumen, learning agility, action orientation, and the motivation to add value through achieving results.

Contact Vanessa@   vandike@aol.com or via LinkedIn

Enjoy your Labor Day long weekend for our U.S. readers.