job interview

November 30, 2018 by Amy Shanks Leave a Comment

ENOUGH POINTS TO SCORE ON YOUR SECOND INTERVIEW

Utilize your second interview to stand out from the pack

The key to landing your dream job is to score high in points on your second interview. There are those who play the game and those who win. Which one are you? Competition remains high for great jobs so be prepared to impress on your second interview. These five statements will set you apart and help you score:

1. “Please” and “Thank You” – Automatic points.

Showing respect and gratitude are similar to adding the Point After Touchdown in a football game. They should be automatic and are easy ways to score points.

2. Show you prepared for the game.

Let your interviewer know that you took the time to research the company before your interview. This will reveal your ability to plan ahead. Be sure to mention a specific way in which you see yourself as a good fit for the organization.

3. Go for the 2 point conversion to score.

Everyone’s a sucker for a genuine compliment. If there’s something you particularly liked (the people, the corporate mission, the interviewer’s punctuality), say so. Way to add a point conversion instead of an extra point.

4. Show them you came to play and ask, “When can I start?”.

Sometimes you have to try for the field goal from the 50-yard line Eto check the win. Chances are you will not see the immediate results of asking this question, but it still could translate to points on the board. Asking this type of bold question, merely lets your interviewer know you are very interested in the job. That puts you ahead of other candidates who will take the “wait and see” approach.

5. Sealing the win.

Finally, when your interviewer instructs you to do something such as send in references or work samples, make sure you follow up with the task immediately.

If you are a top performing professional looking to forge a new career path, consider partnering with Strategic Recruitment Solutions. We work with most of the law firms and technology companies in the Louisiana Gulf Coast region, as well as top companies throughout the nation. Furthermore, we can provide access to positions in the Legal and IT fields that may not be advertised on job boards or a company’s website. Search our current opportunities or submit your resume to get started!

March 22, 2018 by Amy Shanks Leave a Comment

FIVE WAYS TO SECURE GREAT REFERENCES

Good job references can land you the job! — Be organized and have your references ready!

Obtaining good references is essential to seal the deal after your job interview. Strong references will complement your résumé and set you apart from other candidates. Providing a weak reference is like taking the icing off a cake. Although the cake remains, it may seem less appetizing. After you have spent time updating your résumé and spent hours looking your best at job interviews, you should plan for a strong finish and have great references to offer.

Follow these five tips to secure great references:

1. Stay in Contact with Your References

Make sure the contact information for your references is up to date. Reach out to those on your reference list a few times during the year to keep your connection strong.

2. Keep a Portfolio of Reference Letters

Keep your letters of reference and any other accolades, such as employee reviews or awards, in one handy folder. If all your reference letters are printed and in one place, you can easily pick which ones to hand over after the interview.

3. Let Your Reference Know What You Need

Before adding a name to your reference list, take the time to let your reference know what type of job you are looking for. Each reference on your list should highlight one of your skills. For example, one may highlight your “people skills” whereas another may give details regarding your project management skills.

4. Provide an Outline

Do you have a stellar reference that will really help you land the job? If so, make sure you provide him with an outline or list of your key attributes. Because your references are doing you a favor you should make it easy for them. Also, by providing a list of talking points or an outline for written communication, you can ensure your future employer gets laser focused information.

5. Remind Your Reference of Your Timeframe

If you are requesting a written reference, make sure you are clear on when you need it. Give your reference a deadline of two weeks to write the letter and add another week if the letter is being mailed to your potential employer. For a verbal reference, make sure you check in with your contact directly after your interview. That way he will be anticipating the call for the next few days and have your resume or list of talking points handy.

Remember to thank your references! After someone has taken the time to go to bat for you, the least you can do is thank them. Showing you appreciate them by sending a thank you note or email is good business etiquette.

If you are ready NOW to take the next step to advancing your career, call us today. At Strategic Recruitment Solutions, we believe in making the job search process a completely candidate friendly experience. So why not send us your confidential resume today? At Strategic Recruitment Solutions, we are here to give you an honest assessment and let you know how your goals fit into the current market. We will also guide you through the interview process from beginning to end. Let SRS help you put your best foot forward!

January 31, 2013 by Amy Shanks 3 Comments

EMOTIONAL INTELLIGENCE IN THE JOB INTERVIEW

Newsflash from SRS –

No one will pay you for being JUST book smart!!! Let’s talk about Emotional Intelligence.

There is, in fact, a kind of smart which can pay off in the job market, and it has nothing to do with IQ (a measure of a person’s ability to learn which – stays the same throughout life). That kind of smart is called Emotional Intelligence (a flexible skill set which can be improved with practice). The whole of a person is made up of Intelligence Quotient, Emotional Intelligence and personality. Which of these is the strongest predictor of performance in the work world? Emotional Intelligence or E I, many psychologists say, is responsible for 58% of success. It is seen as the strongest driver of leadership and personal excellence. In fact, a high degree of E I is reported to be responsible for a person earning an average of $29,000/year more than those with a low E I. This is true of all industries, at all levels, and in all parts of the country.

Emotional intelligence is an intangible that affects how we manage behavior, navigate social complexities, and make personal decisions in such a way as to achieve positive results. It falls into two primary competencies personal and social. Skills within the personal category are self-awareness and self-management. Is a person able to perceive his/her emotions and keep an awareness of them? Can this awareness be used to keep a person flexible and positive?

Within the Social Competency are the skills of social awareness and relationship management. Is the person able to understand other people’s moods, and behaviors and in doing so improve the quality of relationships? Can he/she manage interactions with coworkers?

This is no news to recruiters and HR professionals!

The interview process is designed to meet the person behind the resume’. In other words, it gives the interviewer an opportunity to separate the achievements on the resume which are largely a product of IQ from Emotional I Q which is difficult to quantify and list. For example, a candidate can have terrific accounting skills and great grades but yet be arrogant, have trouble working with others and be a person who blames others when things go wrong. When competing for the same job a more desirable candidate might have slightly lower grades and a more narrow skill set, yet he/she is polite, works well with others, stays focused and has leadership potential. She/he has the ability to manage emotions, relates well to others, adapts to the work environment, takes criticism and is eager to learn. Who will get the job? Who would you want to work with? It is much harder to train someone to manage his emotions than it is to strengthen his skills and train him for a particular job. Compared to IQ and expertise, emotional intelligence matters twice as much as IQ according to psychologist Daniel Goleman.

Given the huge pool of talent that most companies have to choose from in this competitive job market, doesn’t it make sense that employers will spend time in attempting to hire employees that are emotionally fit?

Job postings increasingly use terms such as mature and resilient as employers are more discerning in what they are looking for beyond skills and accomplishments on the resume’. The online shoe retailer Zappos.com weeds out candidates who don’t have their emotions in check. Christa Foley, senior HR manager at Zappos says “We ask a lot of questions to make sure they’re humble.” Arrogance has no place when talking to potential customers so an often asked question is, “Can you tell me a common perception people have of you?” Answers like, “I always have an opinion on something,” can be a red flag that a person can be arrogant.

Given a choice most employers would prefer to hire someone with limited technical skills (which can be improved) and a high emotional intelligence.

Before an interview, consider possible emotional intelligence interview questions – those that attempt to get information about your personal and social skills, i.e. self-awareness, self-management, social awareness and relationship management. Remember the interviewer is attempting to see the real you – particularly your E I apart from the resume’.

Consider your answer to the following questions:

Tell me about a time when you felt confident in your abilities. What was the situation? Why did you feel confident? How did you know? What was the result?
Think of a situation you faced where you felt angry or frustrated at work (whether you showed it or not). How did you know that you were feeling this way? Why were you frustrated? What did you say or do? What was the impact you had on the other people who were involved?
Everyone is better at some things than others. What is an example of something that isn’t one of your strengths? What have you done in your professional life to accommodate for this?
How would your current or previous co-workers, supervisor and staff describe your communication and interpersonal style? Give me an example or two.
Describe a difficult conversation you faced at work. What was it? What did you do? What was the result?

SPEND SOME TIME REALLY THINKING ABOUT ANSWERS TO QUESTIONS LIKE THESE. PRACTICE A RESPONSE THAT SHOWS YOU HAVE STRONG EMOTIONAL INTELLIGENCE. ENGAGE SOMEONE TO LISTEN TO THE QUESTION AND YOUR RESPONSE – YOUR RECRUITER IS AN EXCELLENT SOURCE/SOUNDING BOARD FOR YOUR POSSIBLE ANSWERS TO THESE AND SIMILAR QUESTIONS – USE THEM.

Remember in the interview to thoughtfully answer all questions. You are not being timed. Thinking through a question and asking for clarification if necessary demonstrates important characteristics of those with a high E I, which are self-awareness and the ability to manage behavior and social interaction.

“Opportunities are usually disguised as hard work, so most people don’t recognize them.”
Ann Landers

Good luck and remember that luck comes in abundance to those that prepare!

“The harder I work, the luckier I get.” Samuel Goldwyn