Happy Labor Day in the USA

For those of us who labor and those looking for employment, a good rememberance for Labor Day.

 

God, grant me the serenity to accept the things I cannot change,

The courage to change the things I can,

And the wisdom to know the difference.

Resumes that Win Interviews: 4 Secrets from Mr. Resume

I met Don Bauder (aka “Mr. Resume”) at an employment networking event last month. When someone gets introduced as “Mr. Resume” I’m thinking he better be good (mildly cynical). Don’s presentation earned him the title. I found myself taking notes and wanted to share a few nuggets of his extensive resume wisdom with you.

If you haven’t updated your resume in a few years...everything has changed. Here are four of Mr. Resume’s secrets in creating a winning resume that leads to an interview.

Secret #1: Skip the career objective at the top of the page. Bauder explained, “Objectives focus on what YOU (the job seeker) wants to do. In this competitive environment you have to stand out and create value for the employer.” He says what you want to do is to explain in this resume what you bring to the table. You have to set yourself apart by communicating your BRAND.

Secret #2: Tell a story. In the past we did a chronological data dump. With bullet points define your brand so your career makes sense to the reader. Examples of your results show what a job seeker can accomplish. According to Bauder, sometimes our experience doesn’t seem consistent for the job we are applying for and it is our job in the resume to tie it together for the reader.

Secret #3: Understand keywords: Computers screen today’s resumes, not people. The computer searches for keywords. Bauder explains that job-seekers have to do their homework and look for potential keywords in the job posting. If the person has that experience, put it in the resume. This is also the point he tells job seekers to never lie on their resume. “It is the worse thing you can do,” says Bauder.

Secret #4: Customize every resume you send out. Bauder explained that each resume has to position your brand a little differently depending on what the employer is looking for. The keywords are going to be different for each posting. He cautions if you use the same resume for your job search, you will be eliminated early in the search.

You can reach Mr. Resume via e-mail at: don_bauder@hotmail.com

Here are other links to blog posts with information related to resumes:

Successful Online Job Searches for Experienced Workers:

http://workinglater.blogspot.com/2011/08/successful-online-job-search-tips-for.html

Turbocharge Your Career with Social Media

http://workinglater.blogspot.com/2011/10/turbocharge-your-career-with-social.html

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

Five September Career Tips

Fall is my favorite time of the year. I love the cooler weather, dining al fresco wearing a sweater and the kaleidoscope of colors courtesy of the trees in Indiana. Even though it isn’t officially here yet, here are a few autumn career housekeeping reminders. I recently read an article that said people spend more time planning their summer vacations than they do their careers. You can change that.

If you are currently working:

(1)   Review your performance appraisal from last year. Are you happy with your performance assessment for 2010? Are you likely to be assessed the same or higher for 2011? Schedule time in September for a face-to-face meeting with whoever writes your review. What is their perception of your work this year? Let them know you want to improve your rating. It shows two things: (1) that you are planning for the future & (2) that you care about your appraisal. One of the issue workers in their 50s and 60s face is managers begin to think you are less engaged because you are thinking of retirement.

(2)  It’s Employee Benefit Time! It is a time of year near and dear to my heart from years of working with my team to have a smooth annual benefit enrollment. From the employee perspective, that pesky information is staring you in the face AGAIN. I can tell you from experience, you never truly appreciate your company-paid employee benefits until you don’t have any. Take the time to look at the package from the benefits department and call the 800# if you have questions. Paying attention to your benefit choices and options can put more money in your packet (and who doesn’t need more $$)? Benefits like your Flexible Spending Account and Child Care Accounts cannot roll over from year-to-year and have to be updated annually. So think about 2012— need new glasses? Daycare having a tuition increase? Wisdom teeth out for those older kids?

(3)  Since you are already in benefit mode, it is probably a good idea to check the website of your 401(k) or 403(b) provider. Yes, it is (pick one) SCARY, DEPRESSING, HORRIFYING,  USELESS, but it is a part of your retirement nest egg. During my years in the employee benefits world, our 401(k) provider recommended employees increase their contributions at merit increase (aka, raise) time, so it would be a less noticeable in your pay. I know some companies are delaying or freezing merit increases, but if you still do receive one, it is good advice.

For the Job-Seekers:

(1)   October is the perfect month to find seasonal employment. If you are looking for a full-time job and you have been out of the job market a long time, what do you have to lose? I highly recommend working during the holiday season. There are so many positives to earning money, even if it is minimal. Working gets you out with new people (aka-networking), forces you to put on your happy face and it could lead to something full-time. Employers seem more open to mature workers for seasonal jobs. I understand if you are receiving unemployment benefits that you cannot compromise your benefits with a holiday job. If you are among the long-term unemployed not receiving benefits anyway---retail outlets, shipping services like UPS and Federal Express, entertainment venues, catering companies and call centers generally need more people during the October-January timeframe.

(2)  Job Searchers take heart. 2012 budgets are being created as you read this. And your new job? It is in the budget. Now is the time to position your self for the headcount being added for 2012. Your perfect job is out there.

Age Discrimination: Real & Rising

A participant at a recent workshop asked the guest speaker about overcoming age discrimination during a job search. The speaker explained that age discrimination is less of an issue than in the past. Really?

It was one of those moments when you know you should speak up and say something. Before I could raise my hand to comment; the esteemed guest speaker went on to the next question. The person who asked seemed to disconnect from the presentation at that point. Three weeks later, the brief encounter still gnaws at me. Why didn’t I say something? What should I have said? At the very least, why didn’t I go up to the man after the session to validate his observation? So, the essence of this post is YES—age discrimination is a HUGE issue. It is not going away; it is getting worse. I’ll offer a few tips and ideas about actions you can take on the job and during a job search in this 2-part post on Monday & Tuesday.

Consider this:

• In February 2010 the Bureau of Labor Statistics reported the job search for (>age 55) workers was 35.5 weeks
• Experienced workers (>age 55) faced an average job search of 54.7 weeks in May 2011 according to AARP.

You all know the scenario. The unemployment rate is hovering in the 9% range.  New jobs are not being created fast enough because most corporations are uncertain about the global economy. Not one corporate communicator among you wants to answer the calls following the headline, “XYZ Company Cuts 10% of Workforce.” So companies sit tight and don’t hire. Consumers, on the other hand, are scared witless that they are going to lose their jobs—so they don’t buy anything except necessities (and unless it is really gross, we try generics). According to a December 2010 AARP press release, beginning January 1, 2011 about 7,000 Baby Boomers will turn 65 each day! The same release says 40% of those Baby Boomers “plan to work until they drop.” I’m assuming that means drop dead. If Fidelity Investments, the largest provider of 401(k) accounts, is right and the average account balance is $71,500, as they reported in June—we know why. So, we find ourselves in an employment cycle ripe for age discrimination.

Problem #1 is the applicant tracking system. These automated systems that run large job boards and the smaller versions that run in companies all REQUIRE dates. The company can easily calculate how old you are when you apply. These systems are designed to collect school graduation dates along with dates of employment. Most will not let you move forward in applying online without supplying all of the information. (entering 9999 overrides the dates in a few applicant tracking systems). While the ADEA (the act protecting employees and job applicants 40+) doesn’t specifically prohibit an employer from asking age or date of birth of an applicant, it is supposed to be for a lawful reason and the circumstances are very limited. Most companies train their hiring managers not to discuss age, but they already know anyway from your online application.

Check out the post from August 6 for more information about online job searching:

http://workinglater.blogspot.com/2011/08/successful-online-job-search-tips-for.html

Okay, so let’s say you survive the online applicant tracking system, the telephone screening interview and you are invited for a “live” interview with the hiring manager, other staff and human resources. They want you to have the KSAs-Knowledge, Skills & Abilities. But there is something else they are looking for and it is subjective. It is called, “fit” and no HR professional will admit it to you; but it’s there. How are you going to mesh with the other people in the department? Do you fit into the culture of the organization? And you know what? You want to “fit” too. If you are a square peg and the organization is a round hole- no matter whether you are 25, 55, or 73—this is going to be a stressful bad experience for both you and the organization. Seek opportunities where you see other mature workers. Ask your friends what it is like where they work. Some industries, companies and departments are more accepting of experienced workers than others. It is tough searching for a job, but you want to find a place where you are celebrated—not tolerated.  On Tuesday—in part 2—we’ll focus on the interviewing, image and general information.

Thanks for stopping by. Your comments are appreciated and please forward the post on to someone managing their career@40+.