Interview Performance: In Transition Candidate Versus The Employed Candidate

Have you ever wondered if being in-transition makes you less attractive in an interview?  The answer may be “Yes”, but not for the reasons you may think.

My colleague Marcia Ballinger from Keystone Search and I were having coffee and we got on the topic of interviewing.  She shared some amazing insight into how in-transition candidates effectively derail their chances during the interview.

Marcia has submitted many in-transition candidates for her clients’ consideration because they have the right skills and experiences that make them attractive to a client – regardless of their employment status.  Also, Marcia’s firm has sat in interviews as an observer for the past five years, so she has seen both types of candidates in action.

She noted distinct patterns of behavior from the in-transition candidates derailed their chances for the role because they made themselves an ‘outlier’ compared other candidates – but in the wrong direction.

Much like that old joke about when you and buddy are being chased by a bear, you don’t have to run faster than the bear, just your buddy.  When it comes to hiring, the candidate selected is not the best at everything, they are simply better than the other candidates. 

Here are the traits that Marcia has seen from in-transition candidates are going to get you caught by the bear.

• ·         They talk more and listen less. 
• ·         They are very quickly convinced that an opportunity is “perfect” for them, even when they don’t have all the facts.   Marcia said that she frequently has in-transition candidates proclaim that they are ‘perfect’ for a position, even before they have seen a job description.  (Writer comment: For an executive position, these can be literally ‘million dollar’ decisions given the potential impact of the executive on a business.  Who makes million dollar decisions with no information?) 
• 
  
• ·       They lean forward.
• ·         They don’t always wait for the speaker to finish answering the question.
• ·         They are glib, surface, and less “thoughtful.”
• ·         They talk faster, as though they are trying to “squeeze” more in.
• ·         They seek to persuade, not to understand.

Having interviewed during my own transition, I’ll admit to being guilty of these behaviors.  At the time I felt as though I was displaying my eagerness and interest, but now I see it was my anxious feelings shining through.  

How does someone with a job behave during an interview?  Here’s what Marcia has observed:

·         These people are picky.  They are choosey.

·         Instead of trying to convince, they are waiting to be convinced.

·         They are genuinely interested in learning more and investigating whether the opportunity could be a fit.  But, they do not come in convinced that it IS a fit.

·         There tends to be more mutuality in the discussions with employed candidates.  Employed candidates see themselves as ‘peers’, so the interview is more like two business people having a meeting.

·         For the hiring executive, it feels more like a regular meeting between a boss and a staff member, and less like an outsider, or a “salesperson.”

For you and me, these types of ‘insider’ insights are pure gold since its behavior from fellow candidates – both what’s working and what’s not.  However, Marcia made another point which I think is more relevant: The in-transition candidates’ behaviors arise from their circumstances and build over time; therefore, they need to work harder to suppress these behaviors.

The employed candidate comes into the interview with the ability to walk away, which gives them a position of strength.  They feel less overall risk and certainty no reason to push or persuade.  This is why the discussion is more relaxed and interactive.

Can an in-transition candidate give themselves the walk away power?  While perhaps not at the same level of the employed candidate, you can get close if you go into an interview with this mindset: I don’t want to be interviewing a year from now; therefore, I need to be sure this is a job where I can truly succeed and will be retained.

If this approach helps you avoid being back in-transition in the near term, it’s a powerful motivation to help you make sure this is the right position.  (If you are at the point, either financially or emotionally, that you to just get into a role please see: The Art of Settling for Less).

My thanks to Marcia for sharing this amazing insight that will help all of us get the most out of our interviews.

Good luck today!

Mark

http://TwitJobs.net The Career Community

What I Believe, What I Need to Believe - After Reading Your Resume

As a CFO/Finance executive, I’ve looked at and/or produced a couple hundred business cases. To determine the validity of a business case, I’ve developed a simple system to figure out where to ask more questions. I ask myself “What do I believe and what do I need to believe”.

For example, if our company was expanding an existing product line. I would believe they can do that. If they are going to sell it to an entirely new customer set. I would say I need to believe it. So I would spend trying to determine if we understood the new customers’ needs, if the product fit, etc.

Now take your resume and ask the same questions of believe and need to believe, but from a prospective recruiter, HR, or hiring manager viewpoint (or chair).

Most people who read a resume can figure out by a title and company size if the bullet points generally fit the role a person had. They can establish the ‘what they believe’ based on your resume and knowledge of the industry, profession and role.

Generally, what they ‘need to believe’ are the results claimed (e.g. ‘Saved $5 million annually from ….), because unless they were at the same firm, it is tough to validate. But just imagine the power those statements would have if they were validated.

So whether through your referrals, non-confidential copies of past work, 3rd party references, awards, etc. try to line up as much of what needs to be believed as possible. Actions do speak louder than words, so help prove it!

A quick author aside, I have been tremendously humbled by the success of the Candidates Chair site – with over 20,000 visitors from 75 countries, as it has been fellow candidates sharing with one another that have been a major part of the success. So please know you have my thanks and keeping the sharing.

Good luck this week!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.


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Moving to a smaller firm – getting ready for success

A frequent conversation I have with fellow candidates is the desire to seek employment in a smaller firm due to expected greater, ability to influence the outcome and generally less office politics. (Bonus: If you are in a start-up, you can add the expectations to wear jeans and use an Mac vs. a pc).

Having myself both worked in a 60,000 employee firm and a 4 person firm, there is truth in that you have more influence on the outcome.
To help you get prepared for possible networking/interviews, here’s a few of my lessons.

One: You have to be honest about your strengths and weaknesses. My colleagues learned what I was good at and what I was not in quick fashion, and I did the same with them. The sign of a good team is that you figure out how to compensate for one another.

Two: You do not have a big team to back you up. As CFO, I have gone from designing our chart of accounts to pitching for $2 million of investment in the same afternoon. I’ve also designed pages on our website and developed our initial social media strategy. You just need to be ready to work above, at, below and alongside your title.

Three: You need to think like an owner. In a small firm, business gets down to the bare essentials: Client needs, sales levels, spending and available cash/capital. You have to watch each like a hawk and understand what drives each one.

Four: The good news: A small team that talks often. The bad news: You talk often. You need to keep up your outside network to make sure you get an unbiased opinion of your strategy, etc.

Like all my posts, consider my ideas as a place to start. If you start looking at a smaller firm, sit down with a few colleagues who have made the transition to help you prepare.

Good luck this week.

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.


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Calming the Pre-Interview Nerves

A fellow member of the Candidates Chair LinkedIn group and friend, Lisa Yoon, called me about an article she was writing on this topic and asked what I did in the hour before an interview.

Good or bad, I’ve had a fair amount of practice at this. I kept it to three things to build my confidence.

First, I ignored any thoughts of what I did not know. Just like cramming for a test in school, if you don’t know an hour beforehand, you will not learn it adequately in an hour.

Second, I wrote down the top 3 messages/themes I wanted to deliver. I find that most people recall 2-3 things following an interview. So make your know the most important ones to deliver a few times.

Third, I selected the five questions I felt were most likely to be asked. Then I practiced the answer aloud five times to help me sound more natural and comfortable that I worked my top messages/themes. This was my mantra, with each repeat of the answer, I felt more confident and relaxed.

Confidence in yourself cannot be underestimated when it comes to settling your nerves. If I’ve learned one thing, it’s often as important on ‘how’ you deliver the message, not just its content, that leaves a lasting impression.

Good luck this upcoming week.

Mark

www.candidateschair.com
With two transitions and running a job transition group under my belt, I have put my tools and advice on www.candidateschair.com - the site is all written from a Candidate's viewpoint.

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The Interview Moment of Truth – Learning from my mistakes

After two job searches, I’ve been through loads of interviews. Here’s a few of the big mistakes I made, they may seem obvious, but often this is what we overlook.

One: Too much prep, Too little practice
It’s all in the delivery. I would figure out the key questions I expected to get and write out my answers. That is good. However, I never practiced saying the answers aloud – so when the time came, I just rambled or sounded mechanical. The solution: Practice saying your answers aloud 5 or 6 times. You will feel more confident, cut out the clutter in your answers and sound natural.

Two: Talking to an insider
There are loads of ways to learn about a company, but the best way is to meet a current employee. Spend a coffee with someone and you’ll be amazed at what you did not know. You get a good feel for the culture, common language used and issues facing the firm.

Three: Build the brand in advance
Sometimes it’s not the best skill, but the best brand. The more people that know your story inside a company, the better the chances you advance in the process. Work your network like crazy to either meet people inside the firm or have your network call on your behalf. Don’t try to sell yourself, just reach out to connect.

Four: Let the story build
I felt compelled to share my amazing story in its full glory… well, it seemed amazing to me. Think of your answers like a commercial – short, informative and compelling. If the person interviewing wants to learn more, then they will ask. If they don’t ask, then perhaps they heard enough or it’s not a key decision point for the position. Either way, just be patient and build your story.

Five: Being able to answer “Do You Have Any Questions for Me?”
This is an easy one to miss, because we focus so heavily on what to say about ourselves. It only took me once of answering this question with “Ummm, let’s see…” to know I needed a change. I prepared a written set of questions for every interview and brought copies to share. Many questions got answered during the interview, but there several that did not about the position, business model, peers, current staff, etc. I highly recommend, “201 Best Questions To Ask On Your Interview” by John Kador – a great resource.

As always, hope this helps!

Good luck today!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.




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Embracing the ‘dark’ side – A lesson in pitching one’s self

In 2007, BusinessWeek did a survey asking business people to rank their performance. The result: 90% believed they were in the 10% of performers. (Seems to makes the saying “there’s no room at the top” a load of hogwash.)

If you read 100 resumes, 100% are in the top 1%. The first rule of resume writing is present yourself in the best light. I did, you did, they did, etc.

In 2008, I met some investors from the San Francisco area, who got me to rethink my “top 1%” approach. In seeking advice on how to pitch better, they said “We don’t invest in people who have not been part of a failed company. They cannot recognize problems and fix them”.

My first reaction was “If you eat meat from a mad cow, won’t you get mad cow disease as well?”

Then I thought about some my career’s hard-earned experiences. Most were associated with a disaster of some sort. None were on my resume. Yet all made me a smarter and shaped how I approached business. But how does one go about pitching a disaster?

“Learned valuable lesson by being part of budget with significant cost overruns due to misidentifying client requirements”

Not much of a compelling bullet point. More like taking a bullet.

“Reexamined client requirements to bring project costs in line with budget, saving $10 million in development costs”

I find that during my interviews that if I discuss my key lessons and poke a bit of fun at my mistakes, virtually everyone does the same.

When it comes to making mistakes: I do, you do, they do, etc. – now we are in the 100%!

Good luck today!

Mark Richards
www.candidateschair.com
Job Search from a Candidate's Perspective - Advice and tools for search organization and networking

Candidates Chair LinkedIn Group:
http://www.linkedin.com/groupRegistration?gid=2328268





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Asking Good Questions - Some resources I found useful

Once you land the interview, prepping is key. I found that prep includes both for questions you will receive and those you ask. In my experience, those I asked had as much, if not more influence.

There are loads of good books, but I can share that two that I put to good use during my search (you can get either of these at an on-line book shop).

101 Great Answers to the Toughest Interview Questions - Ron Fry

201 Best Questions To Ask On Your Interview - John Kador

For the questions I would be asked:
I wrote down a few points for each question. Then practiced my answers aloud five times to make the answer sounded good, but also to make it sound natural. Saying the answer is much more powerful than reading to ensure it comes out well.

For the questions I asked:
To prep, I did as much discovery as I could (See "10 Questions to Understand A Company" - under Candidates Tools), then use my questions to help fill in the blanks. No use asking a question that you can get through public sites and networking contacts.

I organize my questions in the following order:
1) Questions about the person I was meeting
2) Questions about the business
3) Questions about the position

I always brought a copy that I openly shared with the people I interviewed - there was not one who did not appreciate the effort and preparation.

http://tinyurl.com/yavsrfw - If you are interested, this is a link back to "Candidates Resources" where I share other books that helped me in my search.

Good luck today!

Mark

www.candidateschair.com

Job Search from a Candidate's Perspective - Advice and tools for search organization and networking
Candidates Chair LinkedIn Group: http://www.linkedin.com/groupRegistration?gid=2328268


http://TwitJobs.co.uk - Jobs Fed Into Your Life

After TwitJobs Gets You In the Door

You’ve applied on TwitJobs and been asked for an interview. Congrats. As a veteran of loads of interviews (on both sides of the table), a few tips to share:

1. Keep on the gas – No matter how strong the fit, phone screen, initial interview, etc. there are dozens of reasons that a position may get delayed or go unfilled. So keep applying and networking. It’s not over until the paperwork is signed.

2. Use your networking to learn more about the company – Reading a company’s website is a good start, but the real workings are found out from talking with people inside the firm. Your goal is to spend more time on discussion versus discovery when you get to the interview

3. Understand the business – You should have a firm handle on what client need is being fulfilled, how they make money, etc. Here’s the 10 questions I used to help prep for interviews and meetings: http://candidateschair.com/?attachment_id=391 The better you know the business, the better you know your skills can help.

4. Make a list of questions – Candidates without prepared questions are candidates with lower interest in the role, as they have not invested the time to get the most out of the interview. Under “Candidate Resources” on my site, I list a couple of books I’ve used – otherwise, just do a search on “Questions to Ask in an interview”

5. Practice your answers aloud – To avoid rambling answers, take the questions you expect to get (usually focused on critical skills and experience for the role) and write out the answers (either bullet points or full answers). Using the written notes as a guide, say your answers aloud at least five times per question. This will help you make the answers more direct and sound more natural when you deliver them.

6. Don’t fall in love with the job – A good friend of mine gives this advice regularly, as those candidates who fall in love tend to come across as desperate in their interviews and thus do not show themselves in their best light.

Good luck today!

Mark Richards
www.candidateschair.com
Job Search Tools and Advice from a Candidate’s Perspective




http://TwitJobs.co.uk - Jobs Fed Into Your Life