October 28th, 2008
We have
7 days until we go to the polls and my biggest concern is that many people have done little to no
research on either of the two candidates. Obama and McCain are the only two people we can select as the next President of the United States. What have you done as a hiring manager to determine which candidate is the best person for the job as Commander-in-Chief?
This weekend I took the time to watch an old black and white movie, 12 Angry Men with Henry Fonda and Jack Glugman. This is an old movie about a group of men, selected as jurors. The movie is about the deliberation to determine whether the young man on trial was guilty or not guilty. If he was convicted he would be charged with murder in the first degree and would be sentenced to death. As the deliberations began, the initial vote to convict was 11 to 1. Eleven men were for convicting him and one was against it, (Henry Fonda’s character). Why did Henry Fonda’s character go against the tide of angry men in the jury room? Because the others wanted to quickly settle the issue of guilt or innocence and go home without asking any questions and witouth discussing any of the evidence. By the time Henry Fonda was done explaining why he was the only holdout - he was able to convince a few people that they did not have enough information to make a clear decision of guilt or innocence of the defendant.
On the surface, you may think that my movie selection this weekend has no relevancy to the upcoming election. I beg to differ. As I watched the movie I began to see parallels with the upcoming election. So many people want to blame President Bush for all of the woes we are experiencing in our cornor of the world - in the U.S. By no means do I want to imply that President Bush doesn’t have some culpabilty for where we are as a nation, however, there are others on the landscape involved with the decisions that have led to our current “state of the union”.
The movie 12 Angry Men, made me think about how many people seemingly have superficial reasons for wanting to vote for a particular candidate, however, not a lot of substance. For many people, race is the primary reason they want to vote for one candidate over another. Others connect one candidate to Bush and as a result, that is their reason for voting for or against him. But, I wonder how many of you have actually taken some time to do personal research on these candidates. To determine for yourself what these men actually believe and whether they will be best for this country.
It is not about the race or gender of the candidate. It is also not about the running mate, though I do believe that we should consider the running mate, if for no other reason than to have some level of comfort with their ability to lead this country. I don’t need to list the issues this country is facing. Each of us have us as citizens have our personal concerns and convictions about what is important to us.
As Election Day approaches I want to recommend that you take some time to review the record of each candidate, what their convictions are, what their voting records are and what you hear them saying about how they will run this country. Don’t let the media be your sole resource for information on these candidates. The internet is full of accurate and inaccurate information. Do your homework before you go into the voting booth next Tuesday. If you can’t articulate why you are voting for a particular candidate, then you have work to do.
Image Credit: Ontheissues.org
Tags: Obama, McCain, Interview Chatter, 12 Angry Men, Commander-in-Chief, Vote, Presidential Election, Race, Gender, On the Issues, State of the Union, US, Election, Hiring Manager, Candidate
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By Darlene McDaniel -- 1 comment
October 26th, 2008
Here are a few blogs I enjoyed reading this week.
Ask A Manager on “Stupid candidate behavior: Not checking email.”
Evil HR Lady gives advice to some poor dude who was fired while waiting for an offer for a new job.
Punk Rock HR answers a reader question on “Corporate Manscaping.”
Manpower Blog talks about The Death of the Performance Review. this is a great blog for free legal advice on employement law
Great Leadership by Dan offers an Eight Step Guide To Developing Your Leadership Skills.
Tags: interview-chatter, job interviews
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By Gina -- 1 comment
October 25th, 2008
“I don’t know” can’t possibly be an acceptable answer for an interview question and yet people use it everyday. So why is it that someone would use it? My answer to that question: “I don’t know.” I just know for a fact it is used. Wrong answer! The problem is people actually use it when they don’t know how to respond to a tough interview question. And then they wonder why they didn’t get the job.
One of my recommendations to job seekers is to ask for feedback whenever possible. Some organizations are willing to share reasons why you were not selected. But can you imagine asking “why didn’t you select me for the position?” And the hiring manager’s response is: “I don’t know.” How does that sound? “I don’t know.”
If you haven’t figured it out yet, I am trying to make a point - your in ability to come up with an appropriate answer may be the difference between you moving forward in the hiring process and/or getting a job offer - “I don’t know.” What I do know is there is a better answer to the question when you don’t know, other than “I don’t know.”
Here are two options that can be re-worded to fit just about any question you are asked:
1. Can we skip that question and come back to it later in the interview?
2. I have not had an opportuity to learn “that” (whatever “that is”), however I appreciate the opportunity to learn with your organization.
3. I don’t have an answer for your question, however I am happy to get back to you within the next 24-48 hours.
Usage of “don’t” is more common in the speech of the less educated than that of the educated. That has to be the biggest reason for you to be prepared. You will face questions you are not prepared to answer in an interview. It will happen, but at least prepare how you would like to answer rather than choosing “I don’t know.” One thing that sets apart job seekers who are successful navigating the hiring process with those who are not as successful is that those who are successful come to the table as problem solvers.
Problem solvers are people who can take any situation, issue, process or person and move past obstacles to a viable solution. Interviews are obstacles in your way to landing a great job opportunity. “I don’t know” about you, but as a coach, your coach if you spend time here at Interview Chatter, “I don’t know” should be deleted from your vocabulary.
If “you don’t know,” than find out - get an answer
If “you don’t know,” then get creative
If “you don’t know,” then get an education
If “you don’t know”, then “I don’t know,” but what “I do know” is the next job seeker they interview will know the answer and you will still be home trying to figure out what “you don’t know”.
Tags: Interview Chatter, I don’t know, If you don’t know, job seeker, job opportunity, Interview, Problem solvers, Coach
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By Darlene McDaniel -- 0 comments
October 25th, 2008
Ok, it’s your day off today - if you are actively looking for a job, take a break and visit the Sports Channel here at b5medai. In celebration of the Breeder’s Cup, the b5media Sports Channel is having a contest. You can win $200 Gift Certificate to Amazon to buy ever you like. Contest entry is very easy. All you have to do is leave a comment on any five blogs listed below. You can choose which posts that you want to comment on, but one of them MUST be here at Thoroughbred Fever.
Sports Channel Blogs - Pick 5 to Enter the Contest. One selection must be Thoroughbred Fever:
* All Poker Addicts
* BCS Frenzy
* College Fast Break
* Dejuiced
* Every Morning Quarterback
* Girls Dig Sports
* Green Posse
* Hockey Beat
* Hoops Fantasy
* Jab and Grapple
* Knuckle Curve
* Light the Torch
* NBA Obsessed
* Sneaks ‘N Gear
* Squib Kick
* The Fantasy Kickoff
* The Footie
* Thoroughbred Fever
Contest ends at 9:00am on Monday. On Monday morning, the Sports Channel bloggers will track all the entries and draw a random winner who will be emailed the $200 gift certificate. Make sure you leave a good email address. Have a great weekend!
Image Credit: b5media
Tags: Sports Channel Contest, $200 Gift Certificate, Interview Chatter, b5media, Thoroughbred Fever, Girls Dig Sports, Knuckle Curve, Green Posse, Dejuiced, College Fast Break, NBA Obsessed, job search, Amazon
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By Darlene McDaniel -- 0 comments
October 24th, 2008
I got a phone call last night from a friend who is in Sales. He has a job opportunity that he has been considering and he must make a decision tonight and let them know tomorrow. His question to me, do I take the job? My first response to him was, “good question.” It is a good question given the “Market Meltdown” I heard about on CNN tonight.
Here are some thoughts you should consider before quitting your current job?
1. Is the job opportunity better for you and your family? If not, why bother?
2. What is it about the new opportunity that attracts you to the position, the manager or the organization?
3. What are you running from in your current position? Is it salvageable? Is it worth starting over in a new organization?
4. What is the compensation package? Are you taking less money to get away from something or are you taking more money to do the same job you currently do?
5. Do you want to take the job? Are there things that create pause when you think about taking the job?
For my friend who is considering a new Sales opportunity, I believe that he can make a decision to leave his current Sales organization and make the move to take this new opportunity, however, he is very uneasy about saying “yes” to this new opportunity. That is a huge red flag! He does not feel like this job opportunity is the best for he and his family. My recommendation to him is “no” do not take the job. Peace is underrated. It is critical that every opportunity you consider ultimately makes sense for you and your family. If it doesn’t, there is no way you should consider leaving your current job, no matter how much money they offer you.
Tags: Market Meltdown, CNN, Should you stay or leave?, Thoughts you should consider before quitting your current job, job opportunity, Compensation package, Interview Chatter
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By Darlene McDaniel -- 2 comments
October 23rd, 2008
On Monday I turned 41. Besides feeling pretty darn old, I realized that my job hunt at 41 is totally different from what was 10 years ago. Here’s how…
- I’m more concerned about the stability of the company. Before I assumed that most all companies were stable and successful. Boy, was I wrong.
- I place importance on the “culture” of the organization being in line with my personal values. Working for an organization where most people are polar opposite from me on just about every religious and personal belief has really scarred me.
- I’m concerned about making sure that my personality is a “good fit” for the company, and theirs with mine.
- These days I’m more interested in investing more of my after 9-5 hours into the stuff that I place importance on like friends and family.
- I’m more concerned with making sure that I’ll be working with like-minded people. Sometimes even the most simple conversations turn to social issues and feeling like the odd-man-out can really bring you down.
I can assure you, I did not have the maturity 10 years ago to think of any of these things. But, now that I’m in my 40’s and starting the second half of my professional career, I have different goals that are mostly around how I can find a job where my personal goals are in-line with my professional goals. And although I have no doubt that this is the right path for me, it sure does mean slim pickins on the job front.
Tags: culture, interview-chatter, job interviews, job selection, maturity
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By Gina -- 0 comments
October 18th, 2008
Being fully prepared for an interview is one of the easiest, yet most overlooked aspects of the job hunt, even for yours truly.
Earlier this week I found myself sitting in the Human Resources department trying to complete an application without the data I needed at my fingertips. It made me unnecessarily anxious and I ultimately had to leave a couple of fields blank on my application - that can’t be good!
Here’s a list of things you’ll always want to bring along to the interview so that you don’t get yourself all stressed out over trying to find the phone number of a place you worked at over a decade ago - I’m just sayin!
- 5 copies of your current resume.
- Complete address and phone number of all previous employers.
- Dates and physical addresses of schools you’ve attended.
- Name, address, phone and email contact information for at least 4-5 professional references.
- Name address, phone and email contact information for at least 3-4 personal references.
- List of all the computer programs you know how to use and lists of any other machines or things you know how to use which are applicable to the job you are applying for.
- Something to write with (you’d be surprised how many people forget this!)
- Cash for parking.
- Driver’s license.
- Proof of any relevant certifications (nursing license, etc…)
These things may seem like no-brainers, but forget them and you’ll find yourself a nervous wreck.
Anybody have anything else to add to the list of things you should always bring to the interview?
Tags: interview-chatter, job interviews, what to bring to a job interview
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By Gina -- 3 comments
October 18th, 2008
As I’ve said before, the questions you ask the interviewer are just as important as the answers you give to the questions they ask you. Asking great questions is just another way that you can set yourself apart from other candidates who may exactly equal on skills and education required for the job.
Here are 5 examples of good questions to ask on your next job interview.
- How has the troubled economy effected your business?
- What kind of challenges is the organization facing right now (particularly important if you are interviewing for a management position)?
- What do you think it takes for a person to be very successful in this role?
- Who is the longest tenured employee in the organization and how long have they been here?
- How would you describe the culture of the organization?
Got any great question we can add to the list?
Tags: interview questions, interview-chatter, job interviews
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By Gina -- 5 comments
October 16th, 2008
Given my post a few days ago, I thought I would share some questions that are actually inappropriate for a hiring manager to ask.
Take a look:
1. How old are you?
2. When were you born?
3. Aren’t you a little young or old to be considering this position?
4. Are you married? Single? Divorced? Separated?
5. Why have you never been married?
6. What kind of work does you spouse do?
7. Do you intend to have children?
8. Tell me about your children.
9. What’s your nationality?
10. Were you born in this country?
11. What’s your sexual orientation?
12. Are you a member of any religious groups?
13. Do you have any physical challenges?
14. Do you have any health problems we should know about?
According to Ron Fry’s book, 101 Answers to the Toughest Interview Questions, you have 4 options to consider when asked an inappropriate question. First, you can choose to answer the question, you can answer the question the interviewer is really attempting to ask, you can let the interviewer know that they are delving into a question that does not focus on the job you are there to interview for, and lastly, you can end the interview. Either way, preparation will help you respond respectfully when you come up against an interviewer that attempts to use one of these questions. Don’t be rude, or refuse out right to answer the question. You can redirect the question and say, “I am not comfortable answering your question, however I am more than happy to answer any questions you may have that will allow me to share my skills and abilities. I am very interested in this position. What additional questions do you have for me that will help you assess my skills?” Prepare yourself, find your words, and know what you will say before you find yourself in this situation
Tags: Interview Chatter, Inappropriate questions, Sexual orientation, health problems, Ron Fry, 101 Answers to the Toughest Interview Questions, Preparation, How old are you?.
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By Darlene McDaniel -- 0 comments
October 16th, 2008
I had my long-anticipated job interview this morning and although I feel very confident in my “performance”, some of the comments from the interviewers were quite troubling.
Sometimes we go into interviews so eager for an offer that we don’t pay close attention to the clues that the interviewers give about the kind of job we might be getting ourselves into.
Here are 4 statements that you never want to hear in a job interview. Unfortunately, I heard all 4 of them today…
- We’ve really had trouble keeping this position filled over the past 5 years.
- This department has one of the highest turnover rates in the organization.
- The physicians in this department are extremely involved in the day-to-day operations of the clinic.
- To be successful in this organization, you really need to be thick-skinned.
If you market yourself as a change-agent and you are looking for your next big challange, these kinds of statments may sound very sexy. But, if you are looking to get out of a bad situation and into a good one, it’s extremely important that you listen to the cues from the interviewers since it is the only window into this potential new job you’ll have. In my case, today, my interviewers were so caught up warning me about the scary doctors I’d be working for that they hardly spent any time telling me about the actual functions of the job. This left me with a feeling that the most important function of the job is managing the tyrant physicians, not the day to day operations of their busy clinic. Through their explanations of what their struggles with keeping this position filled, I was able to glean that the physician leadership micro-manages the organization (almost always bad because physicians are good being physicians and really bad at managing) and that their frustration level at times reaches a point of actually yelling at the staff. And although I’m sure it is possible to be successful in this role (these physicians probably just need to have their expectations managed and be able to trust that the job will get done), it will certainly require a person who is extremely patient and willing to brave the turbulence until trust is established.
Have you had a job interview where the interviewer made some “red-flag” comments that you overlooked? How did that translate when you took the job? I’d love to hear about it - maybe your comment will help me reconsider their offer for a second interview.
Tags: interview-chatter, job interviews, red flags
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By Gina -- 2 comments
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