Personal Development

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UNDERSTANDING Interview Process

Your Career CompassEvery step in the job search process is aimed at obtaining interviews.  It is at that point, a potential hiring manager decides if you are right for the job, and, just as important, it is your time to evaluate whether the job is right for you. Most interviews follow a predictable format, with steps that both the interviewer and applicant follow to decide if both will benefit from working together.

THIS Week’s Session, Thursday, March 7th… Closing The Deal I, an exploration of interview strategies, including MoneySpeak and PRE-Offer negotiation

bob-maher-4587-editThe best interviews are ones in which both participants are equal and can have a mutually beneficial, interactive conversation regarding the opportunity at hand.

Think of an interview as the natural extension, the successful result of your effective networking.  Many networking conversations actually become screening interviews, where influential contacts are assessing your qualifications, skill sets and experience relative to an opportunity at hand.  “Perfect practice” of the basics builds the confidence necessary to perform well in formal job interviews.

Let’s break down the basics into four areas…

  1. pre-contact preparation/ research,
  2. greeting and rapport,
  3. questions/answers, and …
  4. meeting closure.

All four stages are equally important and deserve your consideration and preparation.

The Three Phases of Every Interview

 There are three things that must be discussed in every interview:  First, the Candidate, a discussion usually conducted in the past tense to assess experience, knowledge, and skills… do they meet the potential employer’s REQUIREMENTS?

Second, the job itself.  Beyond meeting requirements, each Candidate must be judged for their potential to meet EXPECTATIONS.  As important, will the Candidate “fit in” on the team and Company culture?  This discussion occurs in the future tense… very obvious transition in a “good” interview.

Last, but certainly not least, is the quality of FIT.  While this is the most subjective and dysfunctional part of the process, it is where both sides must come together for a desired outcome.  When both sides like and find the other to be attractive, a “right” employment opportunity can result.  This is also where the QandA can become more defensive in nature.

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WAVE TWO: Networking IN To A Company of Interest

JigSaw-partnershipWhat is the most critical skill to one’s  CAREER success – yet also the most elusive? Time management? Discipline?  Professionalism?  Reliability?  Yes, these are all desired personal traits and work habits, but rarely SEARCHED for.

How about the more functionally significant skills, like Strategic thinking? Decision making? Business acumen or intuitive ability to forecast and budget effectively?

This week’s Session, Thursday, February 14th… Turning Opportunities Into INTERVIEWS: Networking IN to a targeted organization

bob-maher-4587-editNo. While these are all important, they pale in comparison to communication skills, BOTH personal and professional: Attentive listening, asking relevant questions, showing empathy, and knowing how to handle difficult communications are the most critical to career success.  They are vital to building healthy relationships, exchanging ideas, sharing feelings, gaining buy-in, setting clear expectations, and working collaboratively.

The lack of these skills is at the root of most conflicts, employee performance issues, failed projects, and lost opportunities…JOBS????

You can be a subject matter expert, but if you can’t communicate your ideas, your ideas are of little value. You can have a great value proposition, branding, for the future, but if you can’t get people to buy into it, your vision doesn’t matter. You can be a masterful manager, but if you can’t reassure or empathize with your clients, they will seek help elsewhere.

You might have a skill set/experience to sell, but if you can’t articulate a compelling value proposition, you won’t find many takers. Your ability to communicate determines your success at work or home.

How do you rate your current communication’s skills?  And, more importantly, how do you improve them to enhance job search or career transition SUCCESS?

A famous coach, of Green Bay Packer fame, spoke frankly when he said, “Perfect practice makes perfect.” Mr. Lombardi’s intent was CLEAR. He wanted his players to concentrate on PRACTICE, drilling on the “little things”, the basics, so that they became instinct during the heat of real life.

Such is productive mindset during any career transition, specifically related to your ability to relate your well positioned “story” to others, answer questions effectively, conduct productive negotiations, and, fine tune your personal marketing skills.

THE BASICS

So what are those basics that will allow you to effectively network to identify appropriate opportunities, and then secure the requisite INTERVIEWS in order to “close the deal?”

  1. “Tell me about yourself.”  Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal personal marketing collaterals!
  2. Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
  3. Practice answering both common and tough questions… including pre-offer negotiation tactics. The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal marketing…
  • A verbal resume… A tightly focused, upbeat telling of “your story” told in a high impact two minute format. With practice, can be easily personalized to your listener.
  • An “elevator pitch”… A succinct summary of your qualifications for a specifically positioned function or opportunity. With practice, can become quite spontaneous.
  • A qualification statement that can be used in introducing yourself

Let’s not forget a couple of additional ‘collaterals’ that will help you round out your ability to ‘get the word out’ and serve as evidence of your qualifications.

  1. Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-perhire…” Used in MSWord, ‘Quick Parts’ can be quite efficient when building high impact correspondence as well.
  2. Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.
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Your Strategic, CAREER Plan That Works Effectively in Job Search

Compass-seaLWhile involved in ‘the challenging waters’ of career transition, the same chaotic, jobless, trying times are very productive times. Don’t waste them by floundering with lack of focus and direction, falling into the dark, depressive attitude of distractions and, worst of all, inaction…

NEXT Week’s Session, Thursday, January 31st… Developing Your Personal Marketing Plan; Being fully prepared to conduct an effective job search

chalk1When we are employed, we tend to function under the guidance of our employer’s business plan, or, more specifically, our job description. Our ‘routine’ is defined by:

  • Personal accountability to a labyrinth of responsibilities, some structured— some not structured at all—but all contributing to productive work activities…
  • We create productivity and efficiency with our sense of time management…
  • And as ‘top talent’ professionals, we often take initiative, make process improvements, and contribute to the Company’s growth.

So, why not recreate all that with OUR OWN PLAN, a Personal Marketing Plan, to move toward job satisfaction, commitment, and appropriate compensation, for the rest of our careers… including any current, short term job search?

If an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

And, employed or not, Modify and improve your Personal Market Plan’s implementation model as needed… As you move through your career transition or ‘job search campaign,’ make adjustments as you would a business model.

Personal Marketing is a contact sport.

Following the first three steps of our 12-Step Process, it may feel like you’re ready to take on the job market… but, THE Careerpilot encourages you to be totally prepared before you do.

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Accountable To Whom And For WHAT?

happynewyearsmalltolargeThe leading cause of long job searches is low marketability or like-ability…Rather it is the lack of ACCOUNTABILITY to appropriate time management and regular implementation of productive activities.  That said, what are YOU going to DO about it?

At the end of the day, the significant developmental issue, here, is to develop your own sense of SELF-Accountability… it really doesn’t matter whether you do this as part of a team, or part of a partnership, or even by yourself if you have the prerequisite knowledge, self awareness, and DISCIPLINE.

This Week’s Session, Thursday, January 3rd at 8:45 AM… UNDERSTANDING The OTHER Job Market…An exploration of why activity in this parallel marketplace is critical to overcoming common challenges of job search in the more traditional marketplace.

This is not for the feint of heart.  Most job-seekers miss the accountability of time management and commitment to specific, result-oriented activities that employers instill in you.

TOP TIPS: Creating EFFECTIVE Accountability

Create a Goals Worksheet/ TEMPLATE… You’ve heard the cliché “What Gets Measured Gets DONE.” Very true for jobseekers who put themselves ‘out there’ on their own.  Work SMART at your job search PLAN…

Specific time and activity goals for each process prep and implementation step. Measurable goals so that progress can be analyzed and diagnosed  Actionable goals that allow you to ‘own’ your job search accomplishments   Realistic goals that are attainable on an average, weekly basis… and keep them Timely.

Have goals that are time-specific to keep you moving FORWARD!

  • Choose your PARTNER or TEAM Members wisely… your sense of accountability is built when you can be open and honest with each other during your scheduled sessions. There’s no room for negativity.
  • Have a set STRUCTURE of what will occur during each session. I encourage each meeting to start with a brief practice of verbal collateral, followed by a reporting of last week’s ‘numbers.’  Identify obstacles to your progress, requesting specific ‘help’ as appropriate.  Commit to next week’s numbers.  Close with an open and frank discussion aimed at removing obstacles… including action plans!
  • Keep your Group’s Membership and attendance consistent. Remember, these sessions can be effective with anywhere from 2 to 10 Members.
  • Create a hard copy binder with a tab for each Member… contents should be everyone’s tracking sheet, current resume, and a business card (several might be useful). Each Member is in this TOGETHER.
  • Generate a sense of TEAMSMANSHIP… Give yourselve’s a NAME. Create some sort of reward system for the week’s most contributive or successful Member.
  • Build EARLY SUCCESS by inviting a skilled and experienced facilitator for your first few meetings… then carry-on with a personal accomplishment of helping each other with resolution and action plans to overcome all obstacles.
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A Little ACCOUNTABILITY Goes a LONG Way!

JigSaw-partnershipA good accountability partner can make a major difference in one’s job search. I have seen many job seekers flounder because they launch their search efforts before they are totally prepared for the unique adventure ahead.  The power of partnering comes in to play when two well prepared job seekers come together to hold each other accountable for the activities and time management involved in productive search efforts.

THIS Week’s Session, Thursday, December 13th… Developing your personal ACCOUNTABILITY partnerships

bob-maher-4587-editYou can call this coincidence if you want, I did for a while until I saw it happening over and over, and the people using the accountability partner were giving them the credit for their success. Or you could call it peer pressure … but whatever you call the ‘fuel.’ The resultant energy cannot be denied… it works.

Too many times, we fall victim to distractions from the job search. The trap of sleeping late, watching TV, and playing on the Web can ensnare us. With no one but ourselves to hold us accountable for our job-search goals and plans, time can just slip away. It’s so easy to lose balance between personal needs and wants and our job search.

The other end of the spectrum is becoming a “job search-aholic.” For many of us, our identity is tied up tightly in our career, while others need a job right away just to make ends meet. No matter how great the need or desire for a new position, conducting a job search 24/7 non-stop can actually be a detriment to a successful campaign.

Once burnout sets in and enthusiasm begins to wane, how can you be at your best when you interview or even network?  The buddy system is an ideal way to protect against burnout while keeping on track!

3 GREAT Reasons You Need An Accountability Partnership

A partnership can be you and one other person, like how we start at DFWCareerpilot…or it could be a group of 3 or more like minded individuals. We start with each grouping being facilitated by a skilled and experienced facilitator.  Having had a lot of experience with facilitating accountability teams and partnerships over the years, I offer the following reasons why such activity will boost your individual job search efforts…

1) Someone to bounce around ideas with… It can be productive when you’re stuck and not sure how to proceed on an idea or maybe with a target organization—or an individual you’re having trouble connecting with.  Sometimes you just need that extra little push. Connecting with someone who does understand is a big deal.

2) Someone to share accomplishments with… Did you research and identify a great opportunity? Land that big interview? Get your first offer?  An accountability partner is the perfect person to share those exciting times with.

As Corporate citizens, we are used to being on productive teams, surrounded by resources, and encouraged to succeed.  However, as job seekers, it is easy to lead a very isolated existence and appropriate resources are not always available.

3) Someone you can stay accountable to

Again, it’s really rewarding to have someone to tell when you have accomplished specific goals and/or tasks. Or on the flip side it’s nice to have someone there if you’re starting to feel overwhelmed and they can bring you back to reality. It’s great to know you have someone there that is counting on you to take action!

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Practice Makes Perfect, Right?

Ready+aim+fireWRONG… but, perfect practice gets you headed in the right direction.  Ever made a mistake?  Ever shoot yourself in the foot because you failed to exercise the READY-AIM components of implementation?  Maybe you did something careless, without proper planning or sufficient attention?

Unless you were just born, you surely have. So, the more important question is “are you better off as a result?” As painful as mistakes can be, they can provide great benefit.

NEXT SESSION: Thursday, November 15th at 8:45 AM @ The Egg & I Restaurant in Addison… A PRIMER on Headhunters and Other 3rd Party Recruiters

bob-maher-4587-editThere is no teacher better than adversity. People do their best learning through tough times, mistakes, and failures. Prosperity is great, but not a good teacher. Those who live a privileged, sheltered, and adversity-free life miss life’s education.

In contrast, those who deal with tough bosses, demanding clients, relationship conflicts, and their own bad decisions, learn many valuable lessons. Counter-intuitively, the extent of adversity people have been through is a better determinate of their future success than how much prosperity they have enjoyed.

But adversity is only beneficial if it is properly processed.  When people make a mistake, they have three fundamental choices on how to process it. Two of the choices lead to no benefit and the other to significant benefit.

  • Choice #1 is to be frustrated by or dismissive of the mistake.
  • Choice #2 is to blame others or circumstances.
  • Choice #3 is to reflect on and find the learning in it.

Intellectually, people see choice #3 as the correct choice, yet regularly practice choices #1 and #2. Rather than embrace the opportunity for change, they stay in their comfort zone. Rather than learn what they can and make adjustments, they get frustrated until they “get over it” or worse—blame others or circumstances.

They may be quick to correct others, but unable to see the need for change in themselves. Mistakes are like road signs… you have earned the opportunity to learn from and be better for them. Don’t waste a good mistake.

Studies find that successful and unsuccessful people both have generally the same experiences in life. The key difference is that successful people grow through their experiences, particularly their adversity. They accept responsibility when things don’t go well, reflect on what happened, and make adjustments in how they think and act.

In contrast, unsuccessful people tend to dismiss their role in their misfortunes, blame others, blame circumstances, or simply ignore what happened. Studies also find that professionals’ learning primarily comes from their on-the-job experience (52%) with mentoring, coaching, and reading being second (27%), and formal training (21%) third.

Yet people’s on-the-job-experience only translates into learning if they take time to reflect on their work and learn from it rather than just perform the work. Learning to the fullest extent, whether from normal daily work or from adversity, is an intentional activity.

Whether in your professional or personal life, your future success largely depends on how well you learn from your experience, especially your mistakes. Here are seven principles to follow to get the most benefit from your mistakes:

  1. Acknowledge the mistake. Don’t let the good qualities of being calm, resilient, and forgiving prevent you from seeing that a mistake was made. Confront reality.  Don’t be so positive and forgiving that you foolishly miss the opportunity to see that a mistake worth understanding was made.
  2. Take responsibility. Don’t be quick to fault external influences. There are always contributing circumstances. Rarely is anything all your responsibility.  Whether your role was limited or significant, accept responsibility.
  3. Reflect on the mistake. Consider what happened and your role in it. Assess the root cause. Get to the real issue. Most mistakes are symptoms. Ask “why did this happen?” Again… And again, as needed, until you’ve exhausted the likely root causes that deserve your attention.
  4. Involve others. Seek input from others who can help you objectively think through your assessment. Share your reflections with someone you trust who can help you understand the nuances of your situation.
  5. Record your lessons learned. After assessing the root causes, consider what you can do going forward to mitigate or avoid the mistake in the future. Take note of the thoughts and behaviors you need to adopt and practice.
  6. Process your feelings. It’s alright to be frustrated and even angry just as much as it is to be excited and happy. A mistake doesn’t define you any more than an achievement does. Allow yourself to go through a healthy ‘grief cycle.’
  7. Look forward. Forgive yourself and others. Realize that you are not perfect and its okay. Recover and move on. Embed your lessons learned into your plans, processes, and daily habits. Don’t ruminate any longer.