I have read and continue to read the endless dribble of social media being the end all and be all of the job search.  Simply said – it is true and not true.  All be told, it is an emerging foundational aspect of the job search process that cannot be ignored.  However with all of the new technologies and networks, where does one spend their time and effort to ensure success and best use of their time.  How can one person manage all of this?

Well, lets take a look at a few of the basics:

1. LinkedIn – the base of all professional networking when it comes to business.  Solid, free, easy to use and professional only – this network brings to light what people need most.  Names and contacts at companies you want to work for.  Sign up ASAP.
2. Facebook – I do not use it personally but the momentum this network has is undeniable.  However the mix of both professional and personal aspects make me think it is not a must have.
3. MySpace – forget it, no need.  Most companies if they are picking one of the majors, Facebook is the one.
4. Niche Networks – find the ones that match your career goals and objectives.  Some are distinct to specific business segments and connect people that are in your industry making them a MUST have, especially if your niche is small.  Keep abreast of what your sector uses most and get involved.
5. User groups, physical and internet based – great for networking as they are the closest involved in what you do and what you work with.  They also tend to be smaller and geographically focused making them quick launch pads for your job search networking.

Credit reports are coming under high scrutiny recently with the rising number of the unemployed.  Unless you have not applied for a job recently, you are certain to have heard of the screening tool that many companies throughout the US are using – your Credit Report.  Why – is the first and most popular question raised by many.  If you are not handling money or working in finance, why would it be important to know about my credit.  The reasons are many.

The argument is essentially simple.  If you cannot keep your own house in order, then you cannot manage a job at an employer.  People that tend to have higher credit scores provide a stability factor that employers want to see more of.  The argument has been made that people with better scores are better employees.  Now all of this is suspect, as the data is limited as the practice is new.  However, there is a large momentum to the movement and more than 40% of all US based companies use the report during the hiring process.

Well that might be changing!  HR 3149 is something we will following and my suggestion is you might want to as well.  Here are the details from the most recent press report.

By Learned Foote- Talk Radio News Service

House Democrats on Tuesday introduced H.R. 3149, otherwise known as the “Equal Employment For All Act,” which aims to reduce the burden of unemployment on individuals with poor credit scores.

The bill would prohibit employers from using credit reports to guide hiring decisions and from asking applicants to voluntarily provide this information.

Rep. Steve Cohen (D-Tenn.), who wrote the legislation, said that 43% of employers use credit checks during the hiring process.

Rep. Luis Gutiérrez (D-Ill.), a co-sponsor of the bill, called such credit checks “unnecessary barriers to employment.” Rep. Cohen cited a study by the American Psychological Society, and said that unless the job “involves significant financial responsibility,” these credit reports have “no relevance to a person’s qualifications or ability to do jobs.”

Some employers would be exempt from the legislation, including financial institutions and some governmental agencies.

The congressmen argued that bad credit reports often result from factors that cannot be controlled by the individuals in question, including medical issues and job loss during troubled economic times. Rep. Cohen cited studies emphasizing that racial minorities often have worse credit report ratings than whites. “We shouldn’t allow for credit reports that don’t help employers, but only aggravate circumstances in parts of the communities most hurt,” he said.

Rep. Gutiérrez said that “too many Americans are caught in the preventible cycle of debt.” He said that “they’ve fallen into bad credit and as a result they cannot do the one thing that would enable them to climb out: get a job, work hard, and earn a better score.”

The bill has 31 cosponsors, most of whom are members of the Congressional Progressive Caucus.

This could change a great deal of employers habits and actually remove the obstacle from employees that have, at no fault of their own, bad credit.  Is it fair?  Either way, frankly it is bothersome.  People need to use common sense and get back to knowing people instead of hard data reports.  If the credit report is poor to medical bills that happened during an emergency – that is understandable.  But if someone shows a compelling pattern of running of credit cards and not paying – I think an employer should be able to know that.  But with this legislation and this new government poking their noses everywhere – companies might be placed at a disadvantage, flying blind not knowing what someone is all about.  But for some, it just might be the break they are looking for.

I never ceased at the amazement of the impact of the in person interview.  The phone, email, txt, conf call, and all the technology never can replace that human contact which people crave and ultimately make their decisions on.  I read more and more books on making decisions with smaller amounts of information.  Those bits of information rely more in intuition and human calls then statistical narratives that people continue to drown themselves in.

With that being said, all comes down to the in person meeting.  How does one do when you are across the desk from the person that will decide to offer the job or not.  Who knows?  Sometimes you will be on your game, sometimes not…but there are some foundational pieces that are universal and cannot be discounted.

I say all this due to a recent scenario where the person did not show up and demanded a phone interview in place of an in person meeting due to location.  The result was a good interview, however the client proceeded with the other person since they came in person.  The client stated “that they were unable to come to the level of comfort with the candidate that an in person meeting would have provided”.  Simply put, if he would have shown up – it would have been him.  But the bottom line is people want to know who they are hiring, regardless of contract or perm roles.  Place a face with the name, voice, etc.

Few key high level points:

1. Professional dress and presentation.  First impressions are the key.  If you start off badly, there is little that can be done to reverse the trend.  Show yourself to be detailed, well presented, and put together.  That tells more about you than clothes.
2. Be prepared.  Know the company, know the job, know yourself.  Practice the interview, understand what people are looking for and why – have answers or ideas prepared to leverage in your answers.  This will come across in your interview.  If you cannot talk to the hot points, you are finished.
3. Be on time.  Does anything say more about the person that comes late to an interview?  It ends the meeting before the meeting ever took place.  What a hard start to overcome?  Know the address, drive to the location the night before, and plan for traffic.  ” Traffic was bad” is not the answer.  Its bad everywhere.

Those should help you avoid the major potholes of the in person meeting.  Good luck!!

Ahhhh, the break time.  Well I have been on hiatus or whatever they call simply doing everything but writing.  Barely been reading any of the normal blogs I do, simply working and expanding of the footprint of the business.  Which I might add is doing very very well.  Consulting has been screaming along and our intention is to leverage that for the establishment of a more formal business development effort with centralized location penetration requirements of our employees.

In any case, glad to be back and sorry been away so long.  Look forward to reading and writing a good deal more about this business we work in.

This is a subject and conversation that I have had with so many people over the years.  With it there comes a lot of strong opinions from all sides stating their perspective on why/why not to do this, or how to approach it.  It surfaced this morning in a discussion about why people will not take certain jobs, and the fact that a high powered engineer we were working with has been turning down job offers in this economy.  Do people do that I was asked……the answer is YES and for good reason.

Turning the interview on its head is what some people call it.  I get a lot of fear when discussing this subject, as most people discuss being uncertain of how they will be perceived when asking serious and in-depth questions surrounding the role.  Logically, I think when people really look at it, there fears are crazy.  Why would anyone go into an interview, discuss their capabilities and really leave there not knowing exactly what the role is.

Now I say this with caution, as the approach and how one is to do this becomes ever more important.  In speaking to some managers, they cannot stand when they feel the candidate is attempting to take over the conversation and really run the entire process.  That is not at all what I saying here and really do not want that to be the point of the message.  The real idea here is to leave with a conscious understanding of the role, with explicit information, without the manager feeling like he got grilled.  And I think there is an easy way to do this.

One of the reasons most people get caught in not know enough information is the format of the interview.  The candidate answers questions, waiting for the 10 second time frame at the end where the manager says “do you have any questions” leaving the candidate not knowing which of the 50 that are going through their mind should be asked first.  The key is to re-format the interview without upsetting the flow.  Create the flow by making the interview conversational and asking questions, or follow ups to certain subjects the interview wishes to discuss – as the interview is progressing.  Doing this will allow you to get details answered without ending the interview with the 2 minute jam as much down the manager’s mouth as I can session.

Interview flow – keep the interview progressing as any conversation.  Asking and answering questions without taking over the conversation.  Ensure to stay on subject, allowing client to get the information they need as well.  They are interviewing you for a role.  Do that and you will find it easier to leave the meeting knowing more, the manager knowing you, and the two of you knowing whether or not to continue the process.

There are a number of articles about this subject floating in cyberspace across a variety of blogs and interview advice forums.  I wait with anticipation the article that I will read that tells of the flip side of this practice.  Unfortunately to date, there is little I read that offers much more than the approval of the practice interview.  The practice interview is defined as an interview in which someone applies for a role in which they are not interested, however qualified, in an attempt to get an interview with the employer for purposes of sharpening their interview skills.

Well let me start with this is a complete waste of time and one of the most annoying practices I am familiar with.  To see someone openly displaying their intent to practice on an unwilling manager, entering the time with an alternative purpose and agenda is wrong.  The manager is looking for someone, has screened countless resumes, and has selected yourself as a potential fit not knowing you will be wasting their time by simply cleaning up your interview game, thus getting the dust off in their office.  I am certain that if the manager did not know, they would not have been open with their schedule to provide you the opportunity.  Consider some of the negatives here:

• Obvious, wasting of the manager time
• Misleading, lying to the manager by submitting your resume thus showing interest in their role when there is none
• Competing against other candidates who might very well want or need the job more than yourself
• Jamming the process if you are the lead candidate, causing the company to spend untold time and effort to convince you to take the position when you could care less

These are some of the fundamental issues with this sort of practice.  Look at the above and one would truly see where this can cause untold damage well after you leave the office.  These issues can lead to more complicated ones, such as searching for a replica of yourself.  They find the perfect candidate (you) and now begin looking for a replica thinking that person exists, and much less would be interested in the role.  Time and money wasted.  Then there is the character part that speaks more to oneself and internal than the others.  You are entering in there, knowing full well there is no interest, only to waste their time.  There is nothing that can be said to turn that around.  Bottom line: WRONG.

Friends, current or former bosses, HR professionals and outside agencies can all be sources of interview practice and advice.  With the number of professionals in the field, there are suitable options offering real life scenarios and practice to ensure your success when the real time comes.  In addition, there are groups of job seekers that work together, having mock interviews and allowing for Q&A time – providing a more valued time than a single interview.  These sessions show different styles, success and failure points, from a variety of perspectives.  The experience equals 20 interviews.

Keep it real.  Interview for the jobs you want and have interest in.  Enough said.

Alright finally I am back in the saddle and writing again.  Coming back from some time off, and talking to folks, seems that the spirits are a little higher coming into the 2009 yr.  With that, the discussion of strategy has hit the forefront of almost all conversations. How do I make the difference?  How do I stand out?  What will make me the most marketable and attractive to employers?

I read an article out of the local paper this morning and it spoke of being “an ad” and to be aggressive and flexible.  All suitable for today’s market but with no substance surrounding the approach and what those things mean in looking for a job today.  So lets speak about some of the things that are needed for making your mark in an economy that is changing and uncertain.

1. Presentation.  This is broad but covers a great deal of areas.  From your resume, cover letter, to the way you speak on a phone interview, all to the way you look.  Presentation covers it all and is well accustomed to the number 1 spot on the list.  People, although they want to be judged on substance, are all too often judged on the look and feel that a person gets when they walk in the room.  Presentation is a key component and there are a variety of channels in which your presentation effects the employer.  I will write a post tomorrow discussing this in more detail.
2. Be Prepared.  It is becoming a repeat thing for me these days, but being prepared can NEVER go unheard.  It shows the true depth of character, what you bring to the job, and how much you care about the job.  In addition, he shows signs of respect for the person interviewing you, letting them know you spent time being ready for the meeting and not wasting their time with superficial and basic questions that could have been answered with some basic due diligence.
3. Know what makes you who you are.  One of the questions I ask all the time – “I have had the opportunity to meet with a great deal of qualified people for this role.  What is it that makes you the person we should hire or consider for the project?”.  Unfortunately most times I am met with a blank face, or a simple regurgitation of what their resume says.  Know what makes you who you are, be prepared to speak about it and let the hiring manager know things that are not on the resume.  What you bring to the table and relate it to the business at hand.  Know this before going in.

These are some basics and we will cover this more over the month.  Many people are out looking for new position.  Do not be intimidated.  The job is yours if you want it and are qualified.  Are you ready to go get it – that is the question?

I was reading through my daily blogs today and got hit with the question amongst a short article discussing interview questions.  It was brief, but got me thinking.  What sorts of questions are the best to ask?  We talk often about what not to say, but what questions are appropriate allowing for the most impact in the shortest amount of time?  I think for the most part they are specific open ended questions that allow the manager to open up, discuss obstacles, and give the candidate information to best position him or herself to solve those issues through the answering.

So what does this mean…..well hear are a few I would suggest employing.

“I have had the opportunity to research the company, better understanding the business.  However, can you tell me where the business is facing obstacles and where this position fits into solving them?”

“It appears that this position will be cross functional supporting various aspects of the business.  How would you, if in the role, prioritize the responsibilities?”

“How do you feel that this position impacts the success or failure of the group?”

These are not the end all be all of questions but hopefully you get the idea.  There are basic questions that people ask at the end of the interview, and then there are questions people ask during the interview that make them successful in the process.  Managers want to be engaged and have a conversation, best utilizing their time with people that care about the position in which they are interviewing.  Nothing shows this more than questions that stir real conversation, and best of all – the questions are not written down and do not appear rehearsed. 

We will discuss timing in a future post.  That is the art of when to say these to ensure maximum impact.  But master the questioning process first and you will see a huge jump in the success of your interviews.

I read a great article recently describing the most interesting of subjects…..blogging as an interviewing tool.  A way in which HR and recruiters can learn to know more about you while looking past the resume and learning the real person.  I read with a sense of fragile hope that something like this might work, only to arrive at the conclusion I shared with the author.  NOT GOING TO HAPPEN.  Time is the killer in this equation people and as must as I would enjoy seeing HR people take more than a second to review highly qualified resumes….the idea that they would take minutes, maybe even 10 to review a blog and read some postings…..please.

Blogging is an art and takes for most some dedicated time and attention.  It springs forth some heartfelt words and allows for most the opportunity to share when that forum does not exist otherwise.  With that being said, if someone were to take the time to search for blogs of potential candidates, learning their technical and functional skills and what makes them who they are – how better a way than simply looking at a template resume and trying to determine whether a call is needed for this person.  Blogs are personal.  They evaluate so much more than a simple consolidation of ones working hours.  They are a review of a life in some cases, personalities in others, as well as character traits and countless other pieces of one’s being.  Can a resume compare to that?

As I said…blogging would be an awesome way to uncover talent if the time was available.  I see daily the reduced amount of time hiring managers have to make decisions about candidates.  They outsource the process to agencies and HR in the hopes to do their own roles while fitting in a few applicant screenings along the way.  Time to search the web and encounter countless blogs that for the most part will return nothing would not be considered the best use of time.  However, for the one applicant that does appear from those efforts, it is worth more than just the time but hopefully a cultural fit that will allow someone to progress their career and the company far more than a simple employee hire.

We hear consistently the phrase, it is not a conversation when one person is talking.   Heed the advice and see that it is true also for the interview process.  An interview is a conversation if done correctly, offering both parties time to speak and search out questions about each other to determine technical, functional, and cultural fit.  If one person does all of the talking and the other simply remains silent or answers the questions only proposed to them – what does that offer either party.  Interviews are a form of art in the fact that there is no pre-defined template that all must follow.  Each have unique characteristics offering distinct scenarios to form a sense of individualism.  When interviews are boring and laid out, they become repetitive – making the experience and the position less attractive.

Let us start with the employer.  If the employer is engaged in a conversation with a candidate, there is the opportunity to be “engaged”.  Engrossed with a mentally stimulating time where you learn about the potential candidate and can truly determine whether that person is a solid fit for your company.  If the employer does all of the talking – what does he/she learn?  Not much.  Employer comes in the office and fires off questions that they think might be suitable for determining a good match.  They have determined before hand all that they will ask, firing one after another till they have completed their list.  Then asking the candidate….do you have any questions?  WOW…what a waste of time.  When asking a question – the employer needs to be open for discussion on the subject, not simply an answer which offers them a canned response.  Discussion brings about new topics and additional information not offered up in traditional interview formats.  Those additional details are the differing information for the candidate, giving each person the opportunity to distance themselves from the candidate pool.  Do not squander this precious time….encourage it and it will allow for a great meeting.

Candidates – DO NOT DO ALL THE TALKING.  I conduct interviews daily, asking open ended questions sometimes I wish I had never uttered.  With a brief collection of words, I have unleashed a tongue that has never said a word they did not like.  Minutes roll by and turn in half hours, where candidates spill off every qualification that they think makes them a solid fit for the position.  Unfortunately for them and for me, they have forgotten the focus of the question and become so off centered with their response that there is little to take from the answer at all.  Long winded answers do not show your knowledge of a subject, but a lack of self discipline to shut your mouth.  It is imperative to allow the employer to speak as well.  Short concise answers that bring conclusion to the question but also spur additional conversation are the responses to offer.  Such will allow for a conversation, bringing forth a rapport and a development of an informal bond that allows both parties to determine whether this will work or not.

Simply put….talk a little and allow someone else to get a word in.  Employers, remember to encourage discussion and move away from the list of questions that simply are fired at an applicant.  Talk with each other.  The interview should be free flowing, however focused, on the information that is needed to be uncovered.  How that information is uncovered is just as important as ensuring that it is uncovered.  It will tell a great deal about the person and the company.  Take the time to enjoy the meeting and if that means more time – take it.  Hiring is not a simple process but it can be made easier.  Take this simple step and see how things quickly change in your enjoyment level of the interview process.

Off the wall questions are making a come back in the interview field.  All the techies have heard the standard questions that most people would seem to be non-traditional.  However, the rest of the world has caught on and now is coming to the table with some of the craziest questions that I have heard.  If anyone has any, please let me know so we can make a “Hall of Fame” for some of the most infamous questions ever asked in an interview.  Here are some of the weird ones I have heard:

• Why are manholes round?
• If you were a car, what type would you be?
• Tell me about the song that best describes you
• If you had one wish, what would you ask for?
• How would you compare yourself to a tennis ball?

Obviously the preparing for questions and off the ball things like this are impossible so there is no way to prep.  Remember, there is no real right answer, or anything that the interviewer is looking to compare to.  What they are looking for is someone that can take a non formal question and tie it back making a cohesive statement and formidable answer.  When someone asks one of these teasers, be calm and gather your thoughts before opening your mouth. 

TIT.  Tie it Together.  Remember no matter how off the question, tying it together and making it all circle back is important. They are asking the question to get an informal view of who you are….so make sure to offer them some insight.  If someone asked about what kind of car you would be, tell them the car and then compare the car to your characteristics and why you chose that model.  We have discussed making a difference and distinguishing yourself from others.  This is the prime opportunity so keep that in mind.  Everyone is going to answer this question differently, so take advantage and make yourself memorable.

This past weekend, approached by a family member, with the question of background checks and credit checks.  Most people do not realize that companies have forgone the days of accepting your references as an indicator of your character and are turning towards in depth background checks and credit histories to determine your candidacy.  For the people that have solid histories, this is not a concern but what about people that re-established themselves or gone through a divorce that took a tole on their credit – should that be brought into consideration?  Whether you agree or not, business is looking more into your personal life to make sure they are making the right hire.  Hiring the wrong person has become more costly.  Lawsuits, negligence, time lost and theft are just some of the issues that plague this economy.  Not to mention wasted time and simply not doing their job.  Companies are looking for more and more ways to screen out those possible bad apples and credit is the latest tool.

How do you handle this I was asked?  What happens if they run my credit since I have some issues.  I have always found that heading the issue off and being forthright seems to offer the best possibility of success.  If you have a credit issue and you know the company is going to run a credit history – discuss with them the potential problems upfront.  First and foremost, know before the company knows.  If you have not gotten your hands on a credit report lately – do so now.  There are countless sites out there that will run your history for you and then provide a detailed report discussing your score, possible problems and solutions to increase your overall score and how you look.  There is nothing worse than not knowing.  Company wants to hire you and then receives a negative report – they tell you that you have not received the role but there are no details.  Continuing on without knowing is not the answer.  Know what the company will find out before they ever run the report.

Solving credit issues.  Not all companies run reports currently but it is an increasing number that are using the screening tool.  If there are bumps in your history, look for ways to smooth them out before entering the process.  If there is unpaid bill or a late payment, call the creditor and discuss possible solutions to resolve the matter and clean up your credit.  Sometimes there are just issues that you did not know, like when moving a late tax bill or your last power bill that you never even knew of.  All of these things show on your history if they are pursued.  Some are easy to resolve and some are not, but hit the low hanging fruit first.  There are credit counselors and other services out there that offer professional advice on how to clean your credit.  Look to those services if you are at a dead end.  Professional advice is always a good source.

Your credit will follow you everywhere, so matter if you take a long term or short term approach, resolving the matters are needed for a successful future.  If you are in the midst of the job search and this obstacle is coming up frequently, I suggest staying away from industries that are more likely to run the report such as financial services or any role where handling money is a major responsibility of the position.  Be honest and upfront and know your report.  Head off possible issues before they arise and discuss with the hiring manager once the report becomes part of the process.  Be sure not to bring up the issue during the first interview, as you never know if it will be needed or if you are being considered strongly for the position.  No reason to place a red flag near your name before needed.  Build your value with the hiring manager first.  If the manager really likes you and think there is a good fit, there might be some ability for you to explain the issues and therefore overcome the report results if they are negative.

Interviewing processes vary from company to company.  In most cases the phone interview is part of the process.  However, with the increase of global sourcing and the need for variable resources at differing locations, the phone interview has replaced in person meetings entirely for some company processes.  This is instrumental to understand as the rules of the game change when the screening process is done remotely.

Selecting the next job is tough enough on its own.  Imagine doing that without ever seeing the people you would work with, or knowing more about the company than what you learn on the Internet.  Now flip the page and the company is doing the same thing.  They are investing money, trusting coveted client relationships, and offering benefits to someone that they have never laid their eyes on.  With all of this, something in the process has to change to ensure that both sides are making the correct decision.  That is the phone interview.

The phone interview is a unique way of establishing relations as there is no direct contact with the person on the other side.  When handling the evaluation part of the selection process, the phone interview when used as a tool is different than that of in person interviews in which most people are trained to use body language and other non-verbal factors to establish rapport and show interest.  When those traditional methods are not available, how does one interview, show value and most importantly differentiate him or herself from the others.  Here are some options:

1. Walk around.  One of the things that I find assists most people in the phone interview process is that of standing up, walking during the process which in a natural manner projects their voice.  Voice projection offers an indication of confidence in oneself and then answers they provide.  If you have a soft voice with no confidence, it could be seen as someone that is not truthful or unsure about the answers they are providing.
2. Say what you feel.  Communications are an interesting concept.  One of the things we learn early on in life is to show emotion through various methods.  The least of those normally is voice.  People have facial expressions, sit a certain way, and position their hands all to show a certain emotion or feeling.  Remember, none of that is available and you will need to say what exactly is on your mind.  If you think something does not sound right, ask the question and straighten it out.  If you want the role and it appears like a good match….don’t smile, but tell the person that you are interested and want to move forward.
3. Be prepared technically.  There is a compensation made by most managers when they do not meet someone.  They technically interview them beyond the norm.  They want to ensure that the needs of the project will be met technically as they cannot measure the person from a cultural fit perspective.

Preparation is always a component of the process and will assist you in being successful.  Be yourself, display confidence and secure that next position before they ever even meet you.

“As Lady Macbeth so eloquently put it…”
Scripted answers, although accurate, don’t impress interviewers. Not only do they make you sound rehearsed and stiff, they also prevent you from engaging in a dialogue.
“This is a conversation between a couple humans that are trying to get a good understanding of one another. Act accordingly,” Moran reminds.

This is one of the latest techniques of interview answers that was presented in this article about not getting a job.  Does anyone actually do this?  I have been in the business for more than 10 yrs providing people advice on the interview process and how to best ensure they get the next job.  Why would anyone actually copy what someone else said and then pinpoint who said it?

Well, as logic has probably set in, you know – NEVER do that.  However to incorporate the ideas of other people into your answers is not necessarily all bad.  If there are methods and answers that have worked for other people, customize them to fit the needs of your situation and present them.  This will assist you with using a base answer that applies and you have now made it your own.

I do like how the writer writes about creating rapport.  That this sort of communication does not offer the ability to make a break through with someone, as there is no way to identify with that person.  Rather the interviewer feels like you are not being yourself and therefore does not know who you actually are.  Be yourself, and learn from others, but do not copy them.  Make the answer your own and do not sound rehearsed or memorized.  Remember the presentation of the answer is just as important as the answer itself…..

“Pretend that you are your current boss, what would you do differently?” is poised to you in an interview.  Classic question, imagining to walk in the shoes of the person that has been overseeing you for the recent past.  How many times have you thought during that time that you could do the job better or that you would have gone in a separate direction?  How we go about answering this can dictate a good deal about the interview and how the manager sitting in front of you looks at you moving forward.

This is NOT a time where you elaborate on how you should be in the manager role, were passed over, and if you were in the position how things would be so much better.  If you would like to place yourself in the NEVER TO HIRE file for the company, go ahead and speak like that.  It is sure to do nothing but end the interview early and never get you a phone call back.  The decision on how to answer this will be based on personal feel for the manager that is in front of you now.  Customize what aspects of your boss you like/dislike and form them to address the key areas of concern for this job you are looking at.  For example, if the position requires a great deal of team building, decision making within groups and is a predominately matrixed organization….you can speak to the fact that your current boss makes decisions in a similar fashion, bringing together the team to determine best practices and strategy.  Therefore, there is really not too much that would be different about what you would do in the boss’s shoes since you were part of the decision making process to begin with.

This question offers a savvy interviewer some good insight into possible issues that you might present as an employee.  If you were to speak of numerous changes, that could indicate someone that will stir the pot, offering unbalance to the work group and you could be a management problem.  Balance is key here.  Not everyone like every single thing about their position.  No one expects that every aspect of the job is in exact alignment as you would want it, but they are looking for people that can work well within the technical environments and be productive not disruptive.  Let them know that you being the manager is a tough role, and decisions are based on varying aspects (some of which you were not exposed to) but based on the information you have this is how you would proceed.  This shows your understanding of the trials of mgmt and that you are not aware of all details when making certain decisions.  The person will appreciate your empathy to their position.

Make the answer flow.  You can ever turn the question back to the manager after you answer, asking them if they were in that certain situation…what would they do?  People enjoy speaking about themselves and if the issue was technical in nature, the right person will spill off about their plans and how they would address the issue (especially if they think the solution your current manager used was wrong).  Remember to be understanding and show balance in your answer, allowing the manager to see that you are a team player and someone that can take direction but that you will offer opinions when needed and that you can stand your ground without causing an upheaval.

The manager/worker relationship in many positions has been blurred over the years with increased work hours, friendships formed on the job, and lack of corporate integrity.  Immediate supervisors are more likely to help you and stray away from the appearance of being loyal just to the company.  Keep this in mind when looking for new positions, as one of the best places for information on yourselves and the job market might be with your current boss.

Layoffs in corporate America are seen daily on the news.  All you need to do is pick a news channel to learn about some plant closing or the US sliding into recession.  As companies begin to lay people off, the ability to leverage your current boss is all the more important as they might be losing their position or could be more willing to assist you with your job search.  Not all managers will be open to this, but the ones that are will benefit you more than you think.  First, ask them what they think of you.  They have first hand knowledge of your strengths and weaknesses over the recent past.  They are in a strong situation to tell you candidly about what they like and do not like.  Ask them why they hired you in the first place and if you have grown over the time you have been there.  These aspects are all important factors for upcoming interviews and will give you solid interview answers that will align with reference checks.

Ask your boss to do a practice interview.  Practice makes perfect and most people are not professional interview experts.  Take the time to do some dry runs at the interview process to become more comfortable with doing that again.  This will help clear the air, make you feel better about public speaking and probably make you think about certain Q&A that you simply forgot.  Nothing works better than having a chance to go live so take advantage if your boss is open, as it will definitely assist when it comes time to interview for the job you want.

Get an informal evaluation.  Annual reviews and other reviews are documented in files and tend to be more reserved.  When I speak to a manager, I want to know the truth and there is no better way to get that than a review that is not on file.  Not all managers will do this, but take him/her to lunch and have a prepared list of questions that address your professional work and progression.  Ask them and get them to answer them honestly.  Explain to them why you are doing this and that you want to improve, this will put them more at ease and not on the defensive.

Most people do this but if you have not, make sure you do.  Future employers will want to speak with past managers for reference checks.  Make sure that your current boss is on that list and is a solid reference that will speak highly to your character and professional ability.  If you can, speak with your boss before the interview, let him/her know why you are looking at other positions and explain to him/her what this new role is you are looking at.  If you have proven yourself as a viable asset to the company you work for, your boss might be upset that you are leaving but should always provide a positive reference about their experience with you.

Career Day is a function for most academic institutions at the high school and university levels to send representatives and entice would be future professionals for possible entry level roles with their company.  This is reserved for the strategic institutions in which the company has aligned itself and found past success in its recruiting efforts.  I am looking for and hoping to have a re-definition of career day.  Career day I believe should be an open house to students as well as experienced professionals to get an under the hood look at your company’s operations in a way that develops intrigue and desire to work for the company.

I have had the luxury of taking part in “campus recruiting”, an afternoon or series of afternoon’s wasting time speaking to students that are being slammed with various stimuli from several companies in an effort to gain their attention.  What if the situation was reversed, where people were coming to your office and only focused on your company.  Very few corporations offer a true under the hood look at their companies for perspective employees.  Due to privacy and the risk of possibly being penetrated by a competitor, most companies remain secretive about their processes and what they do for business excellence in their field.  Imagine a scenario where students and professionals were not only interested but sold on your company for the purposes of their career path.

Take some of the following steps:

• Advertise that you are holding an open house for potential employees and students to look at your company
• Select key institutions where past success has proven positive, plus advertising for the event to experienced professionals
• Develop daily flow through company, interaction and appearances by key personnel, and tour of facility for participants
• Highlight key areas of strength, engineering and IT, where the business is and how they use those functions.  Have someone in the company present to briefly tell what they are doing in that area and generate excitement.  These will be hotbed areas to attract talent and draw them in
• Capture the information.  People that come should register.  Give them a chance to offer feedback, provide information on themselves and what they found interesting during the tour

In a global environment where strategic recruiting is needed, we need to identify possible professionals earlier in the process.  In addition, there needs to be a “sell” of the company.  Most companies have missed this critical component and relied deeply on their branding.  Younger generations are less penetrated with branding and more careful about whom they work for.  They look for excitement, latest technology and the opportunity to make a difference.  Changing the details of career day and making your company stand out will allow for that and certainly develop your pipeline of hard to find talent.

Difference is defined as the state or relation of being different; dissimilarity, or a distinguishing characteristic; distinctive quality, feature, etc.  I prefer this definition – a variation that deviates from the standard or norm.  Difference is something that should be investigated extensively by the candidate previous to going into the interview.  Hiring management see various candidates, all with applicable skills and successful track records.  When the resume is behind them and rehashing of your tenure on the job, educational background and general skills is over – what makes you who you are?  Why is the company wanting to hire you over the other applicants that they have seen?  Not only are these important questions for the company, they are important for the candidate.  If you do not know the answers, you need to better understand yourself so you can present yourself as the solution and not another option.

Option vs. Solution.  This is an area I discuss with candidates before interviews.  How to make themselves different in the interview….making them a clear answer to the problems the company is facing vs. another option the company has seen that might be able to address their needs.  All companies that interview have problems.  What are they?  Who do they effect?  Does the company have a plan to address them?  Where does this position fit in?  These areas are not normally addressed during the interview process directly.  The company is asking questions to determine the candidate ability to address these issues, all the while the candidate is answering questions not really knowing what the company is looking for.  You know the job description, the technical and functional skills that the company “thinks” they need to address the gaps in their IT team.  But is that really what they need.  What they want is for someone to be able to handle the server room migration that has been pushed back three times so far due to lack of preparation and an inadequate DR plan.  How do you uncover these?

Conversation.  Interviews are not one way….they are give and take requiring interaction and back/forth discovery of each other.  I heard one professional say that they will not hire someone that does not sway their emotional being during the discussion, causing them to sit forward and back, generating a reaction based on the conversation.  This, albeit not scientific, is a clear way for a hiring manager to determine who is a good fit and not.  It allows for the inclusion of the gut feel, a way in which a lot of people make the final decision.  Get into the conversation, inquire of what one is looking for and you will find that the company reveals more than you would have thought otherwise.  Once that is accomplished, the process is easy and smooth.   Address the areas that have been disclosed and you are well on your way to differentiating yourself from the competition.

Information is power.  Companies tend not to release much but they want a lot from you.  Level the tables….do not be overbearing but unearth what is important and you can begin to present yourself as the solution to their issues.  When asked what sets you apart….you have all the answers in front of you.  You know what to say, how to say it so it addresses their environment, as well as what not to speak about that could cause concern. 

Age in the workplace is a familiar subject these days, as the generations that have driven the economic forces of the US economy are going through a massive shift to the younger.  The baby boomers, a generation that has nearly 70% control over the US economy and earning power, is aging out of the workforce causing a shortfall of technical talent in the domestic landscape.

How does the aging workforce issues present themselves during the hiring process?  What are the issues involved in combating the subtleties that age can cause while finding a new position?  These are all common complexities in business environment today.  As an aging business professional, one can feel discrimination in a matter of ways during the job search process.  The key in overcoming this is to best understand where situations like this exist, how to address them, and develop rapport with someone that might solve the situation and help navigate the process.

Lets use this as an example:  Corporate environment is smaller in nature only requiring 17 people overall in their IT department.  The majority of them are located in help-desk with a few senior level technical folks making up applications and infrastructure.  3 of these people have less than 5 yrs to reach retirement.  Of the rest, all of them except one, have less then 10 yrs to till their retirement date.  The CEO of the company is looking for a younger manager to help provide some age variety and to build the knowledge base within the IT staff that will stay with the company long term.  Now you are a 52 yr old veteran with the skill sets needed for the position, however you feel that the position is not being offered due to your age….how to address the situation?

There is a legal addressing to this situation that we will not cover now.  My thoughts are that if you are forced to legal ramifications, than this might not be the company you want to work for.  However, if this is something that appears to be holding the dream company from making the dream offer, lets see what we can do to overcome the situation.  First, the key to understanding the age issue is to address it at the core.  The company is fearing that their knowledge base will be eroded over time with an aging workforce.  Try a few of the following:

• Address this by possibly developing a scenario for showing a time-line forecast with the potential retirements. 
• Consider the current employees and do all of them plan on staying till retirement.  If not, there will be time for establishing a younger work force in the future.
• Propose an internship program that will generate interest in the company and plant the seeds for younger employees to consider working at the company
• Cross training for IT employees, managing the risk between the immediate retirement employees with newer employees in an effort to keep the knowledge base whole when certain key people cycle out
• Show how the current work force can benefit from a veteran IT professional vs. someone that might be less experienced

The presentation of this material needs to be addressed in a manner that exemplifies your understanding of their work environment with a firm grasp of the work force age issues that are present in today’s economy.  The company needs to look at you as an over-comer, someone that recognizes the business climate but can address it with a clear solution that benefits the company while addressing their concerns.  Sometimes, these situations are simply educational.  Management has not looked at the situation in this fashion or another, therefore bringing them information and helping them along in the decision making process is beneficial for them and you, developing a relationship that brings both parties closer together. 

Be young and act energetic and your age might not be an issue.  Act burned out and slow, wanting to wait your last years out at someone’ desk….it might not be your age but your attitude that is keeping you away from the dream position.

The combination of the economy, news reports, off-shoring and a whirlwind of other circumstances is placing pressure on the IT workforce nationwide.  Though all of these factors appear negative, there is still a large demand for the right technical skills to implement change and create value.  IT has become an integral part of almost all business unit functions, touching finance, manufacturing,  and supply chain all the same.  It has worked its importance up to the boardroom and everyone sees the value.  With limited resources plus economic pressures, the need for the right people is increasing.  Take advantage of the market conditions by recognizing the areas where you can provide value and exploiting them.  Most IT teams are considered “foreign” to the business people within their company.   They do not understand the premise in which they work or what they do.  Their only contact is a 1 800 number when something does not work.  Take this time to change they way they look at you.

I think that all IT professionals are keenly aware that they need to remain current in their specific fields, making themselves valuable and relevant to the companies or clients they serve.  But that is just part of the battle.  IT professionals need to learn the business, understanding that their IT function is to benefit the business in which they work (selling widgets) and bringing relief or competitive advantage to the folks they serve.  Planning and research will allow for these benefits to manifest themselves showing business users your awareness of the challenges they face and the reasons they need you, as much as you need them. 

Do not be selfish.  Invest time in relationships even if they do not show immediate return.  Investing time and developing rapport with key business users or stakeholders in your company shows a strong understanding of the need for communication.  Without communication, business and careers die and vanish.  Keep yourself available, out there and interacting with the business.  Make your name known and take time to be a part of meetings, issues, etc that effect their needs and not just your own.  You will find that increasing your exposure allows for you to increase the opportunity for you to provide value, bringing your skills to the forefront and increasing business understanding of the IT skills that live within their own walls. 

Building your career does not need to be moving to a new company.  Surviving the market can be something that is increasing within your current company.  This time when pressures are coming from all sides, the need for someone that can step out of the box could be welcome.  IT and business are one, they do not operate apart from one another and need to communicate better.  Step out of the cubicle and make that known, reach out a hand where no one has before. You will find that you can do more than survive, but actually sling-shot your career forward within your current company and taking part in a whole new area of IT challenges you never saw before.