Telephone Interview Strategies

The initial telephone interview serves great purpose for the employer. Not only does it cut down on the time and expense of bringing a candidate on-site and gathering a selection committee, but it is also a tool to narrow down the pool of applicants. I have had several clients lately who are getting initial telephone interviews. These can be quite intimidating if adequate preparation and role playing has not taken place. This blog will highlight telephone interview tips that we can be utilizing with our clients. First, we want to encourage our clients that during a job search they should never answer a call from an unfamiliar number. There is nothing worse than taking a call from a potential employer and not remembering the job details or having background noise. Ideally, clients should let the call go to voice mail and then quickly respond from a land line once they have reviewed their records of the specific job for which they applied and are in a quiet environment.  As for any interview, review common interview questions, know your strengths, relevant skills and experience, and have a copy of your resume handy.

The following are some common telephone interview questions that we can role play with our clients.

·         How did you learn about this position and why are you interested?

·         What do you know about our company?

·         What skills make you particularly qualified for this position?

·         What was your most recent salary? What is your salary expectation?

·         Why are you leaving your job or are no longer with your last employer?

Additional strategies would be to make sure clients have a glass of water, pen and paper, and a list of their accomplishments close.  Encourage clients to speak slowly and smile during the call. Studies show this helps project a more positive voice tone. The goal of any telephone interview is to set up a face-to-face interview. At the close of the interview, clients can certainly ask for a face-to-face meeting to further share their qualifications. Lastly, be sure clients get the name and contact information of the interviewer and send a thank you note. The coaching our clients for telephone interviews, they will be best prepared and more likely to secure face-to-face interviews.

Successful Job Search Strategies

Job Search Strategies
What advice would I give to alumni who have lost their jobs or who may be gearing up for a job search? Through the years, I have observed that alumni who make successful career transitions tend to have a few things in common.

·         They network constantly and effectively.

·         They can sell themselves and clearly articulate how they can help a future employer.

·         They use social networking tools (e.g. LinkedIn, Facebook, Twitter) to connect with people in their industry and to build their credibility.

·         They read career and professional development books, blogs, and articles. They attend professional development and career related workshops and seminars.

·         They act quickly and with urgency to gain an edge over other candidates.

·         They take care of themselves physically, emotionally, and intellectually so that they can put their best foot forward. Attitude is everything.

·         They revise and improve their job search self-marketing pieces (e.g. resume, cover letter, LinkedIn profile).

·         They remain flexible and look at all opportunities.

·         They are conscious of projecting a professional image.

·         They practice interviewing skills.

·         They can confidently answer why they are no longer employed or looking for a new opportunity with a positive spin.

 
Below are some helpful articles and links.

• Job Seekers: Stop Kidding Yourself

http://www.careerhubblog.com/main/2010/07/job-searchers-stop-kidding-yourself.html

• 18 Things Your Mama Never Told You about Looking for Work, According to Those Looking For it

http://www.careerhubblog.com/main/2009/09/18-things-your-mama-never-told-you-about-looking-for-work-according-to-those-looking-for-it.html

• Job Seekers: 10 Questions to Ask Yourself

http://www.careerhubblog.com/main/2010/10/job-seekers-10-questions-to-ask-yourself.html

• Job Seekers: Rituals and Habits to Speed Up Your search

http://www.careerhubblog.com/main/2010/10/job-seekers-rituals-and-habits-to-speed-up-your-search.html

 

Capitalize on the Holidays!

 

Are you thinking about taking the holidays off and starting your job search again in January? We strongly encourage you to reconsider! Networking is more than 80 percent effective when it comes to landing a job. Even if you are not actively job searching, networking is a key contributor to successful career management. About 70-80 percent of positions that are currently available are not advertised. They are filled through word of mouth. The more networking you do, the more you will learn about these hidden positions.

Use this month to reconnect and build relationships not only with recruiters, but with previous managers, colleagues and clients. Send a simple email or card to family, friends and professional contacts expressing gratitude for their previous business, support or friendship. There is a myth that no one hires in December or that December is the worst month of the year to be job seeking. Based on the volume of employers with open positions and the number of alumni who have been calling and emailing about interview tips and salary negotiation strategies, this couldn’t be farther from the truth.

No matter what your current employment status, a positive attitude is critical while networking. Put your best foot forward and accept all holiday invitations. Take advantage of holiday open houses and parties. Send LinkedIn invitations to new people you meet at these events. This is the time of year when feelings of peace on earth and goodwill make networking much easier. Social occasions and year end networking can go a long way toward building trust and may help open doors for business opportunities next quarter. The bottom line is, when you spend time with people, you remain fresh in their mind.

Career Counseling: The University of Kentucky Alumni Association is proud to offer Alumni Career Services as a benefit to our members. UK Alumni Association members are eligible for up to four complimentary appointments with an alumni career counselor per year. Call 1-888-9UK-CATS (852287) to schedule an appointment.

Visit www.ukalumni.net/career to learn more about Alumni Career Services.

Wildcat Resume Boosters

In order to make your resume more accomplishment oriented, ask yourself the following questions for each position listed:                                                                                                     

·         Did you initiate anything new?

·         How is this company better off now than when they hired you?

·         What did you do to enhance this position that your predecessor or co-workers didn’t do?

·         Did you volunteer for a project/assignment or were you selected?

·         Did you increase/generate ___________ (i.e. sales, productivity, new accounts or business, etc.)?

·         Did you help to company decrease ___________?

·         Did you save the company money by_________?

·         Did you help the company make money?

·         What problems did you solve?

·         Did you create, design, launch, build, organize or develop any new product, program, system, or process? If so, what were the results?     

·         Did you recommend or implement a better or more efficient way to________?

·         Did you receive any awards or special recognition?

·         Did you exceed goals or quotas? Did your team get recognition for_________?

·         What changes did you make to turn things around, increase productivity etc.?

·         Did you supervise or train others?

·         How was your work used (i.e. manual, annual report, presentation) to help others or the organization?

·         Did direct reports get promoted because of you?

·         Do you have a notable record/reputation of accomplishing your job?

·         Are you known for being especially good at something that distinguishes you from your peers?

·         Have there been particularly challenging situations in which you have excelled?

·         Did you meet an impossible deadline through extra effort?

·         Did you complete a major project under budget? How did you make it happen?

·         Did you take on new responsibilities that were not in your job description?      

·         What are you most proud of accomplishing in this position?

·         Why were you hired, selected, or promoted for a role? Was there a particular challenge the company was facing?

Be sure to quantify (#, $, %) your results whenever possible. Explain the positive benefits this made to your employer.

What Salary Should I Ask For?

What is a fair salary to ask for? This is a question that many job seekers face when job searching.  As career author, Alison Green, puts it in her article How to Determine What Salary to Ask For “At some point in your job search, you’re going to be asked what salary range you’re looking for. You’ve probably read that you should try to avoid naming a number first, but the reality is that employers are going to ask you and you’ll usually have to answer. In fact, many online applications these days won’t even let you apply without naming your salary expectations.”

There is no way around this question, and only one way to prepare for it – Research!  By efficiently preparing for the salary question ahead of time, you can accurately evaluate your market value and provide a confident response. 

We often work with clients who are fearful of two different situations regarding salary in the job search. On one extreme, clients do not want to low-ball themselves. On the other hand, they do not want to price themselves out of the employer’s range. As Goldilocks would say, you want to find a salary range that is “just right” for the target position and company. 

Three strategies to ramp up your salary research:

1.) Salary websites. Research your target position on websites that provide salary information. (NACE Salary Calculator, Salary.com, Glassdoor.com, Payscale.com, CNN’s Cost of Living Calculator.) This can be a good place to start your research, but don’t strictly depend on this strategy. Job titles commonly represent widely different latitudes of responsibility, and salary websites don't always reflect this.

2.) Ask professionals in your target industry. I am not suggesting that you ask others what they make. That can be awkward for both parties involved. Rather, you could say something like this “Based on my research, I have found $ - $ to be a fair range for this position. Given my experience and level of education, would you agree?” Are you about right, too high, too low?

3.) Check out similar positions on online job boards. Some companies will list a salary range with the position. Target similarly sized companies in your desired geographic region to gather additional data.

Do as much research as possible. This will allow you to identify consistent salary patterns in your industry to generate a fair salary range. After you have explored all three forms of salary research, you can provide an informed response based on facts. What strategies would you add?

Keep in mind, salary is just one piece of the compensation package. Though some companies have set ranges that allow little wiggle room, don’t let this discourage you. You’ve still got benefits, bonuses, vacation days, etc. to negotiate! Click here to hear what Dr. Joe Labianca, UK Professor of Economics, has to say about salary negotiation. 

Posted by Kelly Allgeier

HR and Recruiter 2012 Social Recruiting Survey Results

Sometimes clients just need some data or statistics to further convince them of the merits of using social media for their job search. The recent Jobvite's Social Recruiting Survey for 2012, shared some fabulous statistics. They polled more than 800 human resource and recruitment professionals regarding their social recruitment activities. Here are some highlights.

- 92% of U.S. companies are using social networks and media to recruit talent (up from 78% five years ago)
- LinkedIn is still the most popular recruiting network and is used by 93% of the respondents
- Facebook and Twitter have seen significant growth in the past year
- 2/3 of polled companies now use Facebook to recruit
- More than half of polled companies use Twitter to find new talent

As for what employers like to see (or not see).

- Over 75% positively reacted to candidates listing professional organizations and volunteer work
- As could be expected, candidates using profanity in posts and tweets, making reference to drinking and illegal drugs or using poor grammar or misspellings all received negative responses from employers

Recruiters and HR professionals say they like social recruiting because it is inexpensive, they receive a better pool of candidates and it takes less time to hire. Interestly, the survey also found that 2/3 of surveyed companies offer referral bonuses to current employees who make a  successful referral. In summary,all professionals need to actively use social media tools in their career development and job search activities.

You’re Doing What With Your Major?

 

Spotlight on UK Alumnus John Henry

Major: Art

Current Career: Sculptor

Please provide a short summary of your career path from college to present.

Went to University of Kentucky 1961-62, transferred to School of the Art Institute of Chicago graduated in 1969 with honors. 

Professor of Sculpture at University of Iowa, University of Wisconsin and University of Chicago. 

Became an International Artist by 1990 exhibiting and in collections worldwide.

Did you have a mentor? If yes, how was this helpful for you?

Several mentors – Kenneth Campbell famous stone carver, showed me how to work.  Richard Hunt taught me the professional artist regimen.  Steve Urry gave me the principles of freedom to go beyond the boundaries. 

Describe your best boss/supervisor.

My father when I worked for him as a teenager.

What do you do for networking and professional development?

Stay in touch with colleagues and clients who have become friends and supporters.  Networking is probably the most important activity which supports the career day by day.

How would you describe a successful job search strategy?

Have never looked for a job but have hired many.  Go first for a job that you know you can do successfully and then stretch out and work toward things that challenge your abilities. 

When going through the hiring process, what do you look for in a job candidate?

Straight forwardness and honesty, and of course, ability.

What career advice would you give to students and alumni?

There is no substitute for hard work and knowing everything possible about the career you intend to pursue.  Learn the language, the history, the players and the nuances of the matrix of the profession.  No matter how talented you might be don’t try to be a professional artist without having a strong foundation in art history and how the art world functions. 

Career Killers to Avoid

Career Killers to Avoid

According to a survey of top executives and hiring officials conducted by career counselor Robin Ryan and author of What To Do With The Rest Of Your Life, there are some common ways that people tend to sabotage their own careers. Ms. Ryan identified several traits, standards and characteristics that successful leaders seek in developing their workforce. Take the time this year to look closer and focus on goal setting in these strategic areas.

Not producing results or solving company problems. According to top executives, you must not only be good at what you do, but you have to be able to proactively solve company problems, get things done, and produce. When it comes to promotions or avoiding a layoff, these are critical factors. In essence, does your resume contain quantifiable statistics (i.e. #, $, %)?

Not working at a job you’re passionate about. By discovering your passion and then finding a way to work in that area, you will be not only healthier and happier, but much more successful. Life is too short to waste it on an unfulfilling job

Seeking job security. In today’s world of work, there is no such thing as job security! Each of us must not only constantly build and nurture our network, but we must also consciously develop a portfolio of marketable skills that we take from job to job. The Bureau of Labor Statistics estimates that Americans will make a job change (by choice or not) about every 3.5 years. This equates to twelve or more job or career changes during your working lifetime. What skill or talent do you possess that employers desire?

Thinking that money is everything. Through working with hundreds of career clients, it doesn’t take long to see that money does not buy happiness. Most people are willing to take a salary cut in order to obtain more job satisfaction or a better quality of life. Be cautious of chasing money only.

Waiting for employers to notice you. Too many clients timidly wait for a raise or promotion, and then are disappointed when they are overlooked. Often it takes being much more proactive. Have direct conversations with your supervisor or mentor about your career path and clearly articulate your desire for advancement or other opportunities. This may result in rewriting your job description, taking on additional responsibilities, updating your resume, and testing the job market. 

More Job Search Advice from Fellow Alums

Another alum recently landed a new position and passed along the following advice.

1) "Always be conscious of building and nurturing your network. If I had done this years ago, I would have been in a much better place."

2) "Take time to think about the job and ask if this job will provide career satisfaction."

3) "Join Toastmasters. Even for a small amount of time this can really help you think on your feet and answer interview questions better."

What job searching or career advice would you add or share with fellow alums?

Alumni to Alumni Job Search Advice

From an alumnus who made a major career change

Fail. Fail often, fail fast. Try again.

For all my deep introspection, curiosity, critical thinking, and mindfulness, I find that fear tends to have the upper hand. Not letting fear win takes a lot of hard, difficult work. Cliché as it sounds; it’s going to take time to make a transition. For me, I took the slow road, 5-6 years.  During the last year, however, things did move really quickly. Several years ago, I was lucky to find a friendly, supportive group of people (mostly paid professionals) in my targeted field who had a similar interest in a particular programming language. They’ve encouraged and taught me valuable lessons. I was able to attend regional and national conferences related to this field (on my own time and out of my own pocket).  During this time, I acquired understanding and skills in a field that I had not truly considered to be a viable career option because I thought that I didn’t have the right stuff (limited paid experience, wrong education, confidence). I continued to keep my day job, while I worked on side projects on nights and weekends.  I read books, blogs, biographies, documentaries and listened to podcasts – looking for information and inspiration. The confidence of my business partner saying “it’s time to stay or go, choose, but choose soon” and the death of Steve Jobs both were great inspiration/motivation to make a move. Finding confidence and courage can be really difficult.  I should have tattooed this somewhere – “Decide what to be and go be it” (The Avett Brothers).

From an alumna who recently changed employers
I had a pretty typical interview.  I was asked some standard interview questions, as well as several behavioral questions that were to be answered using the STAR method, which I anticipated, but never seem to be totally prepared for.  I had familiarized myself with many questions before I went.  Of course the behavioral questions weren't exactly what I practiced being that they were more specific for my title and job description.  One of the biggest surprises occurred during the screening call.  I wasn't prepared to answer what I expected (or needed) my salary to be...it just caught me off guard. 

I would tell other alumni to really prepare for an interview.  This includes taking the time to create a good resume.  I didn't realize how outdated my resume (and format) was since the first time I made one.  I think it's very important to be familiar with the company and understand the position you're applying for.  Sometimes the job listings aren't very specific so I felt like it was necessary to reach out to a contact for more information.  Don't be afraid to use them, you want to be as prepared as possible.  Plus it's easier to ask questions when you know more about what you'll be doing.  I think it's important to review sample interview questions.  At least have some scenarios in mind that you can use when they ask those behavioral questions.  Also make sure you can answer them fully using the STAR method.

I know it's hard to move out of your comfort zone and apply for jobs, it took me a very long time. It pays to really take time to work on your resume, brush up on interview skills and make an appointment with your alumni career counselors!