It’s Not Too Early

Now is the time that some people in their senior year of college are beginning to think about applying for jobs. These are the people who are likely to do better than their fellow students who haven’t yet thought about what comes next. While some college students have a resume that they have been maintaining and updating, others have not. If you are a college student and don’t have a resume I hope you will consider developing one, regardless of where you are in your college career.

Some college students have held jobs, paid or otherwise, and can talk to their accomplishments on those jobs. Others have not been employed. However, as a college student, you have many opportunities to demonstrate your capabilities and you can document them in your notes for your resume.

Think about the classes you have taken and the assignments that you have completed. Have you done research and presented your findings? Have you worked with others on a class project? Have you done other things while in school that you would like to do more of? And perhaps get paid for? Whether you have an idea of what you would like to do once you graduate or not, you have accomplished some things that showcase who you are and what you can do for a potential employer.

Getting started doesn’t have to be difficult. Begin by making notes on what you enjoy doing. You may want to include activities unrelated to school. You may want to do this over a period of time. But don’t take too long before you start.

As you begin your list remember it is not a resume so make it as long as you want. You may decide that something you listed earlier no longer interests you. That is fine, you can delete it from your list.

The next step after you list things that you enjoy doing is to list what you have accomplished that is related to those activities you have listed. For example, maybe you did a research paper on a topic that you found interesting. List that you wrote the paper and also list any positive comments the instructor made about what you wrote. Perhaps you participated in a team activity? Here is where you can document the specific things that you did that contributed to the successful outcome of the project.

As you begin to consider the types of roles you would like to do after graduation you can go online and look at job descriptions for those roles. Review what they want entry-level people to do. Are these things you want to do? Are these things you can do? Remember as an entry-level person it is likely you will learn a lot on the job. But you do need to have certain capabilities and these are listed in job descriptions. You can also find sample resumes of people who are in the roles you are thinking about.

Of course you want to speak to your professors and advisors and get their advice too. However the key point is that isn’t too early to begin thinking about a resume while you are in college. And of course, by beginning to document your accomplishments you will hopefully find it a relatively easy task to complete that job-winning resume.

Good luck and if you have any questions please comment.

 

Returning after a long absence

Many people find that they need, or want, to return to work after an extended absence. In some cases people have kept up with their fields, in other cases they have not. Those who have kept up with advances and changes in their fields may or may not have an advantage. Everyone returning to work after an absence will be facing challenges. With companies starting up and going out of business it may not be easy to find people you have worked with to give you references. Perhaps you didn’t plan to return to work but your circumstances have changed and you now need or want to find employment. Whatever the reason for your absence or whatever your plan to return is, there are ways to prepare.

If you have been out of work for whatever circumstance and not kept up with your field that doesn’t mean you can’t find a way to learn what has been happening and also find references. Today social media allows you to look for people you haven’t been in contact with for many years. You may want to search for people you worked for or with in the past. These people won’t be able to give you a current reference, but they will be able to speak to the type of worker you are. For example how you completed your deliverables on time, how you worked well in a team environment, how you helped others, or how you went the extra mile when you didn’t need to. There are many other aspects of how you perform job responsibilities that can be covered by prior employees and colleagues.

You can also ask for references from people you are currently interacting with. Working doesn’t always mean working for a salary in a business or other commercial environment. Do you currently work on projects related to your children? Have you volunteered to be a parent who chaperons field trips, helps with planning and running events, hosts learning or social events? Are you an active member of a PTA or other organization? Have you organized events such as a trip for a group of friends? Maybe you planned a wedding. Did you research information for yourself about vacations, local places to visit for fun or learning? Any of these types of activities can require the same skills and knowledge that might be needed for a new job role. Think of all the skills and expertise needed to complete these activities that could translate to work situations.

Hopefully, you can add some more types of work you have done that can be the same or similar to what would be needed for a job role you are interested in obtaining. Basically, I believe the first thing you need to do when thinking about how to present yourself after being out of work for a while is to answer a few questions so that you can plan how to best to proceed.

You may want to consider this your current job. Yes, your job is now to work on identifying what you need to do to get a new job. I recommend you begin by looking at postings for jobs that you might like to perform. Note the skill requirements and accomplishments required. Once you have that list, think about what you have done that would show accomplishments that relate to the job requirements. Next think about people who can give you references to show how you have performed these activities.

Perhaps you can’t find references for one reason or another. You may want to volunteer for an organization that requires the skills you have or even the skills you want to learn. You can then request references from these organizations.

There is more to think about and do as you begin the journey toward employment. But, I will stop here, as this should give you a place to start. Questions? Let me know and I will attempt to answer them. Good Luck!

Keeping Up To Date

Just about everyone should have a current (or almost current) resume just in case you want or need to make a move. But getting your resume updated – or developed from scratch – is a major undertaking. Understandably, people tend to put it off or at most add a line item from time to time.

Yet even when you do have a current resume, is it really ready to serve your needs? What I mean is, does your resume present you and what you want to do next as effectively as you’d like it to?

There are lots of places on line, in books, journals and many other places, where resume development advice is given. It seems like there are all sorts of recommendations about how to format and what to include on your resume.

There are, of course, additional steps before you get to adding, revising or beginning a resume from scratch. However, before getting to these steps I believe that you should begin with an assessment of who you are and what you want to do next. But this first step is crucial and that’s why I want to talk about it in this blog. This step will allow you to define your foundation, finding what you what to do next. Once you work through the process for this step it will be much easier for you to develop or add to your resume.

So where to begin? I suggest that you begin with a conversation with yourself. Maybe you don’t know what you want to do next. That is OK but it isn’t a reason to not work on your resume. You can begin by writing a list of the things you like to do. Choose from things you have done before. Do not limit yourself to work-related things. List everything you really like to do. At this point it is even possible that you won’t list any work-related items on this list.

Next look at your list, do you have 5 to 7 unique activities? If you have more than 7 combine some so that you have no more than 7 areas of activities that you enjoy. If you really can’t combine any of them find some that you can drop off the list. It is important to focus on a few areas rather than trying to explore too many roles. If you find you want to you can go through this process again with additional roles.

Now you have a draft list of the things you have done before and would like to do again in a job role. Take each item on the list and write a few words about what you did and when. Also write down why you liked doing what you did. If there are several times when you did this activity in different situations list all of them.

Next identify all of the activities that you did as part of a job or those that could be done in a job role. For those that are left, list a few situations where those activities can be done. Do an Internet search to see if there are places where this is something that can be done as part of a job role.

Now list all the jobs you have held beginning with you most recent role going down to your first role. Next if you have listed activities that you did outside of a job role add where you did them to your jobs list. List it chronologically so that it is listed with your job roles, as these are job roles too. Give them a title that describes where you carried out the activities. For example school, volunteer activity, social event, political, etc.

Now expand each statement. Explain what you did, what the result of what you did was and how it impacted the business or other entity. For the non-job related activities review what you found in your Internet search. Find people to contact for informational interviews or request information from these people about their job roles. Not everyone will respond but usually someone will get back to you. Find people to contact on-line, on LinkedIn or perhaps talking to people who might help you find people in those roles. Tell them what you have done and why you think you could contribute to an organization in this type of role. There are usually organizations hiring people to do what you did even though when and where you did it you were not being paid to do it.

I encourage you to give yourself an opportunity to work and enjoy what you do and also have an income stream that will support you too.

Major Choices – College and Career Decisions

Are you at the point in your education where you need to decide on a major but have so many interests that you can’t nail it down? Perhaps you don’t know enough about different careers to make a decision? Are you concerned that you will make a wrong decision?

https://www.scholarships.com/resources/college-prep/choosing-a-major/10-things-to-consider-before-choosing-your-major/
10 Things to Consider Before Choosing Your Major
What is Your Passion?

“Talk to People who Have Obtained the Major You are Considering
If you already have a major in mind that you think is a good fit for you, you might want to consider chatting with someone who obtained a degree in that field. They can probably answer your more specific questions better than a guidance counselor as they have had first hand experience. Additionally, they can provide information about the curriculum, the workload, and tell you about their experience looking for work after graduation. You might find that different degrees have impacted the graduates very differently when they pursued opportunities after graduation. For some, the degree they chose made finding a position easy, for others their degree was their greatest obstacle.”

Making a decision to pursue a career direction is important but it isn’t a life binding decision. Many people find that they want to change directions or find that they didn’t know enough about the career direction they choose. I know of several people who found that, although they thought they wanted to be an attorney or a teacher, found when they actually began to do the work that it wasn’t a good fit. Many of them decided that they needed to branch out into another direction and they did. Without thinking much about it, I can identify three different people in my life who now are in very successful careers but started out with degrees in very different fields.

Also know that you are not alone. There are many college students grappling with the same questions about choosing a major.

https://www.wayup.com/guide/community/7-steps-to-choosing-the-perfect-college-major/
7 Steps to Choosing the Perfect College Major
Kema Christian-Taylor – WayUp Staff

“Choosing your major isn’t a life or death decision. It’s simply a choice that yes, will affect your college experience, but won’t restrict your career choices moving forward.”…
“Think about your favorite courses, your favorite professors, or your favorite projects.”…
“Choosing your major can feel like you’re deciding your fate for the next 3 or 4 years–even the rest of your life, but the important thing to remember is that your major does not define your career path.”

I recommend that you not only think about academic subjects but also think about the things you enjoy in life outside of school. Are there things you enjoy that might also be an area that you could study? Perhaps an area of study is connected to what you enjoy. For example, if you enjoy reading, you might consider whether writing, reviewing, editing, or some other aspect of publishing would be a potential career for you. Or maybe you like playing computer games. If so, there are many IT roles that you might want to explore.

Maybe you like many different activities. In any case there are lots of books in the library, which can give you information about different roles. My recommendation is that you find people who are actually in the different fields you are interested in and ask them if they would be willing to speak with you about what they do. I have found that most people really like to speak about what they do.

In terms of choosing a major and then finding out it isn’t the field that you want to work in, that is fine. What you learned will not go to waste. You may be able to apply it to the career that you want to explore next. I know someone who completed a degree in computer science. She then went into the Peace Corps, a plan she had before completing her degree. When she returned from the foreign country where she completed her year in the Corps she decided to go to medical school. While she didn’t start out thinking about medicine, it ended up being the right decision for her.

Someone else that I know was passionate about getting a degree in culinary science. But, after working in the field for two years, he found that while he loved to cook at home, the work that is done in a restaurant wasn’t what he had hoped it would be. He too went back to school and today he is a successful IT person.

Another example is a young lady that graduated with a degree in fashion. But, after a year she realized she wasn’t feeling fulfilled. She also realized she didn’t know what she wanted to do. She is now at City Year.

https://www.cityyear.org/what-we-do/problem
“At City Year, we partner with most at-risk schools to help bridge the gap between what their students need and what the schools are designed to provide. In doing so, we’re helping students reach their full potential and graduate high school in communities all across America.”

Another way to learn about different careers is to volunteer. Maybe for just a few hours a week while still in college or even after you graduate.

https://bigfuture.collegeboard.org/explore-careers/careers/the-scoop-how-i-got-started-on-my-career-path
The Scoop: How I Got Started on My Career Path
A Q&A with Professionals

“After I graduated, my mom suggested that I volunteer on a political campaign. … Volunteering was really an opportunity to network and meet people in all kinds of businesses. I still didn’t know what type of business I wanted to work in, but I ended up getting interviews at several companies through the people I met. Eventually, I made it to someone who was in real estate development.
—Adam Golden, real estate developer”

Basically there are many ways to find a career that will make you happy. Whether it is before college, during college, or after graduation. The key from my point of view is to explore options by talking to people, research, or volunteering. You may be able to find other ways to learn about options you might like. If you have any good suggestions, please leave them in a comment below!

Interviewing to Hire the Right Talent

While we are not fully sure where the economy is headed, all the signs say things will continue to get better and organizations are actively hiring. It appears that there is a dearth of qualified applicants in many fields and hiring managers are struggling to find the right people for their openings.

Hiring managers use many different strategies to select new hires. One of the most common strategies is to find applicants who present as having similar backgrounds and personalities to the interviewer, the manager, or to the culture and personality of the company and the team. Many managers believe that anyone can be taught the technical aspects of the job and therefore personality is the important factor to be considered in making hiring decisions. While making sure someone will blend into the organizational culture is certainly a key factor, it usually isn’t enough to ensure a good match for both the company and the individual looking for a position.

While many hiring managers or members of interview teams know how to conduct interviews that will result in a good match to their openings, some do not. Too often the interviewer doesn’t formally prepare for the interview. They read the resume and then will go into the interview session and wing it. Others will jot down some notes about aspects of the individual’s resume that they want to explore. This is a good start, but there is more preparation needed if the hiring team wants to improve the odds of a good hire.

I agree that it is important to hire people who will fit into the organization’s culture. I believe there are several factors that need to be considered when hiring new employees. An individual’s resume might list subject matter knowledge that is required for the position but it is also important to find out how the individual applies that knowledge. For example, if the position has strict standards that need to be followed and the interviewee has had good luck with improvising in similar situations, that person may not fit even though – on paper – it looks like they do.

It is my belief that hiring decisions need to take several factors into account. Also, each interviewer needs to prepare for the interview. People who will be interviewing candidates should all use the same template to note the responses to the prepared questions but also should have an area to make personal comments. Team members should share any issues they uncover with any of the interview questions as soon as possible so that all interviewers can make adjustments to the common questions. Each interviewer should prepare additional questions specific to their interests and should ask these questions of all the candidates that they interview. There are many good recommendations on-line for interview questions. Here is one example and many more are available:

https://www.thebalance.com/best-interview-questions-for-employers-to-ask-applicants-1918483

It is very important to take notes during the interview, don’t depend on your memory. Also, by taking notes during the interview it allows you to interview several applicants in succession. You can move onto the next applicant and not be concerned about remembering the specifics of each interview.

I strongly recommend against leading questions (e.g., I really like to do XYZ do you agree? Don’t you think that…) as this might indicate the desired answer to the interviewee. The interviewer should allow the applicant to speak without saying anything themselves. It is important to be attentive and to show attentiveness without encouraging or discouraging what the interviewee is saying.

Prior to conducting interviews create a list of specific competencies and knowledge areas that the individual hired will need to have. If several people will be conducting interviews it is a good idea to work as a team to create the list. However, it is best to get the hiring manager’s sign-off on the list of questions to be used.

I recommend the following information be gathered during each interview session:

• Interviewee name
• Area sought, for example: specific standards
• What applicant said to demonstrate evidence they have the requirement
• Comments

Also include summary thoughts

Adding new members to a team is very important to the success of an organization and it is important to take the time to prepare and to review results on your own and with all the people involved in the interviewing process and of course with the individual who will be making the hiring decision.

A New Spring: Development and Retention Programs for the New Economy

It is spring 2010. Flowers are blooming, the weather is warmer and job opportunities are increasing.  Along with the increase in job opportunities, forward thinking human resources organizations are putting plans in place for developing and retaining key talent.

As HR teams look at what needs to be done, many of these teams recognize that the economy is still in a fragile state and that it is likely to be a bumpy recovery.  They know they need to weigh decisions carefully before implementing new initiatives.

Fortunately, there are many excellent strategies to guide decision-making.  Following a systems approach is one that works well in this situation.  This approach begins by looking at the big picture – the entire organization.  It examines how a change in one element will impact the rest of the system.  Another strategy that will serve well in our new environment is to partner with other groups within the larger organization.  Maybe the HR team wants to help the organization break down stovepipes (where functions within an enterprise operate independently and do not share information or knowledge across functions) in order to allow people across the organization to gain experience through working in other groups.  This would give people from outside of the stovepipe the opportunity to add their background and experience to the group while also gaining new knowledge and skills.

For example, if the marketing organization is planning a new campaign to showcase a new product or service, it might create an opportunity for the HR team to help managers in the engineering function.  The engineering function could develop members of their team by having them work on the marketing project where they could develop a better understanding of customer needs.  This type of activity leads to benefits to the two organizations involved as well as to the HR team.

Finding out what other organizations – both within and outside of your industry – are doing will also serve to inform your decision-making.  Professors, others at universities and government agencies are also looking at what the world of work is going to look like as we move forward. They too are adding to the knowledge base available to you as you put plans in place to move forward.

Jobs: A move in the right direction

March payroll employment increased 162,000—the largest gain in three years, and we believe that a string of sizable gains will follow in the coming months. Since the start of the recession in December 2007, payrolls have declined by 5.9 percent, more severe than any recession post World War II. It is not necessarily the case that the end of a recession coincides with the start of a period of sustained job creation. While the National Bureau of Economic Research (NBER) will not call an official end of the latest recession for some time, similar to their practice following previous recessions, we estimate that June 2009 was the trough of economic activity and thus the end of the recession.

Jobs: A move in the right direction

There are many other sources of information, recommendations and strategies, but I’ll end this list for now with the largest, newest and readily accessible resource – namely social media. Social media are today’s most talked about resource for almost everything.  However, as with each and every other resource social media are a resource and not the be-all, end-all to solve all problems.

A first step in the process is to determine what types of development – retention programs are needed and for which populations.  Begin with defining the end result.  For example, if it is determined that a leadership development program is needed, there are many more decisions that need to be made before moving forward with the implementation or the development or even the design.  For example, which population(s) are to be addressed?

Once the desired end result is fully defined one can look at what – if anything – is in place.   Other data to help with decision-making is what other companies are doing for their similar populations.  A good place to begin is to look at social media blogs and tweets and different organization’s websites.  Most on-line sites encourage comments. Readers beware; however, most do not require peer review or other types of review and validation of what is being proposed.  The older research avenues should also be reviewed.  Look at what is being published in the relevant journals and other hardcopy and on-line publications.

Another step is to speak with stakeholders and members of the target population(s).  This also requires some pre-work.  A question protocol is a good way to prepare for a discussion.  Questions that ask people to talk about what they do, what they enjoy, what they want to do next, etc. have worked well for me.  Ask about what issues they are facing, have faced, or that they see others within the organization facing.  My goal when I speak to these populations is not to ask them what they need or want in a development program.  It is my job to identify the development program and its contents.  However, the people being interviewed can tell me about what they do and the opportunities they see and the issues that they face in getting their job done.

Using the information collected from the various resources helps you decide what to include in new initiatives for developing and retaining key talent.  This allows the design of a program that meets organizational needs – and also individual needs to the degree that they map to organizational needs.  With this knowledge in hand, a presentation to the business team can be made.  More than ever before, staff organizations need to make sure that each initiative, training program, intervention, etc. proposed is based on a business opportunity in line with business strategies. A potential for increased revenue generation, retention and development of key talent is also vital.

Enjoy spring and the new beginnings for learning, development and retention programs to help grow the economy, your organization and the overall business you support.

It’s Time to Make the Lemonade

I was laid off 6 months ago.  I’ve been actively seeking a new position daily since that time.  I’ve been reviewing job posting, I’ve been blogging, tweeting, running workshops, delivering presentations, attending networking meetings, and networking, networking, networking.

I’ve been connecting with people I know and also with new contacts that have been identified in my search.  Everyone I’ve spoken to has been very supportive.  However, I am still no closer to being employed than I was when I was first laid off.

At each of the 3 networking meetings I attended last week there were about a third more people than the prior weeks.  Maybe because the quarter just ended, I don’t know.  All I know is that people are continuing to be let go.  That is not to say that people aren’t being hired.  They are.  Maybe it is just the groups I attend, but the people who have been hired have, for the most part been, in the early stages of their careers.

I realize that I might still find employment with an employer.  But, my observation of the situation to date has shown me that people over 40 are not finding employment at the same rate as younger people. Furthermore, not many of them are finding employment at all, and the competition is increasing.

It has dawned on me that no matter how experienced I am, no matter how glowing my references are, no matter the level of expertise I have, I am not likely to be selected for a new position in this economic climate.  What does that mean?  I’m not sure.  All I know is that it is time to stop looking for others to employ me. It is time to stop looking at position postings and thinking,  ‘Well, I have much more than they are looking for, surely they will pick me.’  No they won’t.  They (whoever they are) don’t want people who have all the qualifications and more.  In this climate they are willing to hire and train someone at a lower salary.  The new younger hire likely has more up-to-date training than those of us who are over 40.  They may not care that we are likely to bring more experience and wisdom to the role.  They are willing to gamble.  There is so very much talent out there to choose from, that if they choose wisely, they can find someone that can do the job and also grow into the role if needed.

So now what can I, and others like me, do?  We can give up or we can take the lemons life has handed us and make lemonade.  At this point I need to do something differently.

We all have areas where we can make significant contributions, why are we depending on others?  Let’s see if we can’t work together to develop businesses, services or other offerings that customers or clients will want to purchase.  While there are many of us out of work, there are still many people who are gainfully employed.  Many others are self-employed and able to purchase what we have to offer.

You may say, “I can’t do it alone.” That is O.K., what I’m recommending is that we seek each other out. Find the puzzle you want to complete and then find people who can bring the other pieces to the table. As a team we can complete the puzzle.  Granted, what I’m suggesting isn’t the answer for everyone.  But, it may be the right answer for some of us.

The key is the right lemonade recipe.  What we can do?  How we can make lemonade?

Here are my suggestions. Don’t just think about these questions, but key your responses into a file which is the beginning of your business plan:

• Inventory what you are passionate about doing.  Note: this doesn’t have to be “work” related.  Just make a list of what you really, really want to be doing
• List the equipment or tools needed to do what you want to do
• Define what other knowledge, skills and capabilities are needed to make what you want to do happen (such as accounting, computer, business)
• Who are your target clients or customers?
• Why would someone want to buy your products or services?  What would make what your offer unique?
• Is anyone else offering this service?
• Who is your competition?  There is always competition.  You need to find who it is and compare what you want to offer and plan accordingly
• Why would people want to purchase this product or service?
• Create a list of benefits your business would offer
• Create a survey to see what interest your target population might have in this product.  Note:  Creating surveys requires expertise. I offer this expertise, contact me if you’d like to discuss it, but if not me, do get help in constructing your survey.
• Include questions in your survey about what people are willing to pay for what you want to offer
• Calculate the income you will need to maintain your current standard of living, and also to just survive

Most web sites that offer information on writing business plans recommend starting while you are still employed.  Well, O.K., so it is a bit harder for us, but let’s acknowledge it’s hard and move forward.  These are very different times and we need to keep making lemonade.

Here are a few urls about starting a consulting business, there are many more out there.  I recommend you search recommendations made in 2009 for the most relevant posts, but others also have good advice.

http://www.usnews.com/blogs/outside-voices-small-business/2008/12/10/4-tips-for-starting-your-consulting-business.html

http://www.consulting-business.com/so-you-want-to-be-a-consultant.html

A few sources for general information on starting a small business

http://www.entrepreneur.com/magazine/entrepreneur/2009/february/199706.html

http://sbinfocanada.about.com/cs/startup/a/10startingtips.htm

Good luck, I’m off to make lemonade!!

Preparing for a Job Interview

Candidates for positions need to be as prepared as possible for each interview session. Interviewers ask questions that determine the candidate’s qualifications. The successful candidate needs to answer the questions in a way that demonstrates their expertise. These statements may seem obvious, but keeping them in mind can illustrate effective ways to prepare for your interview. Putting yourself into the interview’s position and trying to determine what questions will be asked can enhance your preparation.

A review of each statement on the job description will allow you to identify the qualifications. This will give you an opportunity to prepare examples of how you meet the requirements and what you can offer. Once you have identified the qualifications, you can develop questions that might be asked and also practice answers to those questions.

Even if the interviewer doesn’t ask questions that lead to your prepared answers, look for an opportunity. Most interviewers will give you an opportunity to ask questions or share additional information. At this point, you can speak about your experience and expertise related to something on the job description that the interviewer didn’t cover.

The Job Description

Most job descriptions list three types of qualifications. Generally, the largest component lists the knowledge a candidate will need. Then there will also be a listing of skills and behaviors needed for the job. Example skills might be the ability to lift 35 pounds or collate and distribute handouts. Skills describe activities the hiring manager wants an applicant to be able to do.

Behaviors, also known as emotional intelligence, show how you will do your job. How you carry out your work and how you interact with others. Interviewers want to know if you will fit into their culture, and whether you will augment or enhance it.

Basically the hiring team is looking for two things:

• Can you do the job? That is, do you have the knowledge and skills to do the work?
• Do you have the emotional intelligence or behaviors that the organization is looking for in this role? The same organization generally will want different behaviors for different roles. Most often, the behaviors a good sales person needs are not the same behaviors a good engineer would display.

During a behavioral interview, the interviewer wants to learn about how you do things. During this type of interview, or segment of an interview, the focus is on how you perform your work.

Example Job Description

Position: File Clerk

Filing and pulling charts, going through papers, stocking, general helping around with the office. Some phone answering.

Need someone who is dependable, pleasant manner, self motivated, presentable and can multi task.

Interview Prep

Deconstruct the job description, identify each requirement, and construct questions related to each. This will give you an idea of the kind of questions the interviewer might ask. Prepare answers to these questions and you will be that much further ahead.

In reviewing the job description, you can identify the needed knowledge and skills and also the needed behaviors.

Knowledge and Skills:
Filing
Pulling Charts
Stocking Supplies
Answering Phones

Behaviors:
Dependable
Pleasant Manner
Self motivated
Multi tasker

In preparing for an interview, develop both the questions you think might be asked and also prepare answers. It is important to be aware that the interviewer may not ask any of these questions. However, in answering the questions that the interviewer does ask, keep the job requirements in mind. Respond to the questions and, where it makes sense, integrate the examples of how you have successfully done something similar to what is being asked.

You can practice by looking at job posting for jobs in your area of expertise. Identify the knowledge, skills and behaviors. Then develop questions and potential responses.

Behavioral Interviews

Some interviewers will ask you “past performance questions.” These questions provide the interviewer with information about how you carried out your job responsibilities previously. Research has shown that if what a person does is successful, they will do things the same way in the future.

During this type of interview, the interviewer will ask you to recount a time when you did something similar to what they will need you to do on the job. The interviewer will be focused on how you did your job.

Prep for a Behavioral Interview

• Review the behaviors listed in job posting
• Keep in mind experiences from within the last year to 18 months which show you demonstrating the desired behavior
  • Think about what you did, said, thought and felt during that time
• In responding to questions, DO NOT talk about what other people did. The interviewer is interested in what you did. You can acknowledge that others were involved with a statement like “there were many people involved in this activity, but here is what I did”
• You will likely be asked to talk about what you:
  • Did
  • Said
  • Thought
  • Felt
• Do NOT talk about what you usually do. They want you to remember what you did in that specific situation. They want to hear specifically about that time and place
• Pick something you remember well. They will ask for details about what you did, said, thought, and felt during that specific experience

“While job interviewing may not come naturally to everyone, the right preparation can make the difference between landing on your feet and hitting the street. Still, even the most experienced professionals often under-perform by overemphasizing their career progression and chronology or projecting only what they know, rather than focusing on the impact that their leadership has had on the organizations they’ve worked for and the lessons they’ve learned over time.

Today, the more senior the position, the more crucial “soft” skills are. Thus, there will be a high degree of probing throughout the evaluation process to gauge your emotional intelligence and social styles — characteristics that help distinguish a good manager from a true leader.

At this level, the most commonly used interview technique is known as behavioral competency. This type of interview focuses not only on your self-awareness but also on what is known as your learning agility — the ability to apply what you’ve learned through past adversity to overcome obstacles in the future.”

How to Master the Art of Executive Interviewing; by Tierney Remick

Summary

Be prepared for an interview, both with examples of what you know and how you applied your knowledge. Be ready to speak to your skills, how you demonstrated them, and your emotional intelligence along with examples of how you behaved in a specific situation.