UK Alumni Career Q & A - Interview Follow Up Etiquette & Difference Between a Resume/CV

Q: I interviewed for a job a few weeks ago and still have not heard back from the employer? Should I follow up or is this too pushy?

A: This is a common question we receive from our alumni in career transition. Yes, you should follow up. First, try placing a phone call to the head of the search committee or the person that seemed to be the lead interviewer. Simply state that you are still very interested in the position, felt that you were a good fit, wanted to see where they are in the search process, and if you are still being considered. This will give you peace of mind to know if you are still in the running or if it’s time to move on. If you are not being considered, use this follow up call to facilitate dialogue about future openings and experience that you may have lacked for this job. This strategy is a great way of tapping the hidden job market. If you are still being considered, offer to follow up with any additional materials that may support your relevant skills. Also, ask if they have any concerns about your background or experience. Then you can clarify or share additional experience, skills or training that would strengthen your candidacy. You could even prepare a case statement on a problem the company may be facing and how you could help. Additionally, your references could go ahead and send the committee a short email of support. If you are not able to make contact by phone, the same information can be sent by email. Ideally, before leaving an interview, be sure to ask how soon the selection committee will be making their decision, will you be notified, and who will be the point of contact if you have additional questions.

Q: What is the difference between a Resume and a Curriculum Vitae (CV)?

A: If you’ve ever wondered about the difference between a resume and CV, you are not alone. Though resumes and CVs have a similar purpose, they do have distinctions. Both documents serve as a marketing tool to display your individual skills, experience, knowledge, and qualifications. However, there are a few things that clearly differentiate the two.

1.)   When to use a CV: Commonly used when applying for a position in academia, science, or research. Additionally, some graduate programs, fellowships, or grant applications may request a CV upon application. A CV aims to showcase your full academic and professional history.

2.)   Length: Resumes are typically two pages maximum. On a resume, you will choose your most recent/relevant experience and qualifications that pertain to the target position and employer. CVs have no length limit and can be as long as necessary.

3.)   Typical sections found on a CV: Teaching Experience, Research Experience, Grants, Presentations, Publications, Dissertation, References. We encourage you to organize the sections based on pertinence to your audience.

4.)   Emphasis: CVs focus on marketing academic and scholarly achievements. Resumes focus on professional experiences, job-related skills and accomplishments.

Tailor both a resume and CV towards your specific industry and audience. The ultimate goal of both documents is to prove that you are the best fit for a position of interest.

Quick Interview Preparation

As career counselors, we often get excited, yet panicked, phone calls from UK alumni who have been invited for an interview and given little notice. When this happens, we focus our one-hour Alumni Career Services counseling session on the interview bookends preparation method.

The interview bookends preparation session concentrates on three essential parts of any interview:

1)   Being able to answer the “Tell Me About Yourself” question

2)   Understanding the STAR behavioral interview method

3)   Ending with a strong closing statement

Tell Me About Yourself Interview Opener

Some version of the “Tell Me About Yourself” question typically happens at the beginning of the interview. Unfortunately for many who answer this question poorly, the interview goes straight downhill from there.  Fortunately, you can prepare for this question in advance.  Begin your response by sharing a little about your past work experience or education that is relevant for the target position. Then share what you are currently doing that is relevant. Lastly, share why you are excited about this position and what you can offer that will help them. With a response of only a few minutes, your goal is to clearly convey how you are uniquely qualified for the position.

STAR Behavior Technique

Most candidates will be faced with behavioral or situation interview questions. The interview team uses this type of question to gain an idea of how you would respond in a possible work related situation. Remember the acronym STAR – Situation/Task, Action, and Result. Using the STAR response format, give a very specific example of when you did something similar, quantifying your results or outcome whenever possible (#, $, %).

Closing Statement

Sometimes you will get the specific question, “Is there anything else you would like for us to know about you?” If you are not asked a question like this when the interview is coming to a close, be prepared to make a closing statement where you would simply thank the committee for the opportunity to interview and leave them with three reasons why you are a good candidate for the job.

In addition to the bookends quick interview preparation method, alumni clients need to conduct as much company research as possible prior to an interview. Use your company and industry knowledge to make your interview responses as relevant to the target company as possible, and prove to the employer that you want to be a part of their team.

Alumni Career Services is a benefit of the UK Alumni Association membership. To schedule an appointment with an alumni career counselor, contact the UK Alumni Association at 1-888-9UKCATS (852287).

February 'Best Picks' Career Articles

Job Club facilitators read dozens of career blogs and publications each week.  Attached is a compilation of  their 'best picks' for the month of February.

Job Search Strategies

3 Reasons Employers Give Good References for Fired Employees

http://www.avidcareerist.com/2014/01/16/references-fired/

6 Habits of Remarkably Likeable People

http://www.inc.com/jeff-haden/6-habits-of-remarkably-likeable-people.html

One Small Communication Change That Could Help You Land The Job

http://www.thedailymuse.com/job-search/one-small-communication-change-that-could-help-you-land-the-job/

Surprise! You Shouldn’t Answer the Phone When Recruiters Call

http://jobmob.co.il/blog/dont-answer-when-recruiters-call/#axzz2rySmRtkE

15 Things You Should Know About Job Searching

http://jobsearch.about.com/od/best-tips/fl/15-things-you-should-know-about-job-searching.htm

Companies Hiring Unemployed Workers 
http://jobsearch.about.com/od/jobsearchtips/fl/companies-hiring-unemployed-workers.htm

Job Search Dos and Don’ts

http://jobsearch.about.com/b/2014/02/02/job-search-dos-and-donts.htm

Laid Off at 60: What to do Next 
http://www.nextavenue.org/article/2012-05/laid-60-what-do-next

Resume

6 Overused Resume Statements to Nix

http://money.usnews.com/money/careers/slideshows/6-overused-resume-statements-to-nix

This Resume Tip is Almost Too Easy 
http://ezinearticles.com/?This-Resume-Tip-Is-Almost-Too-Easy&id=8291653

Networking

6 Habits of Great Connectors

http://www.inc.com/ilan-mochari/6-habits-connectors.html
 

7 Steps to Delivering a Powerful Elevator Pitch

http://www.businessinsider.com/7-steps-to-delivering-a-powerful-elevator-pitch-2014-1

LinkedIn and Social Media

How Recruiters Fine Top Talent on LinkedIn

http://www.vault.com/blog/networking/how-recruiters-find-top-talent-on-linkedin?utm_source=WCU_Letter&utm_medium=Newsletter&utm_campaign=1_23_2014&referer_ID=7778&utm_source=WCN012314&utm_medium=email&utm_campaign=86264
 

10 Steps Toward a Successful LinkedIn Plan (Part 2)

http://thingscareerrelated.com/2014/01/14/10-steps-toward-a-successful-linkedin-plan-part-2/

LinkedIn Activity Feed: Optimizing Your Exposure to Stay Top of Mind

http://chameleonresumes.com/2014/01/14/linkedin-activity-feed/?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+ChameleonResumes+%28Chameleon+Resumes+|+Reinvent+Yourself!%29

Random Social Media Thoughts for #Jobseekers

http://recruitinginferno.com/2013/05/07/random-social-media-thoughts-for-jobseekers/

Interviewing/Salary Negotiation

Why Would I Hire You?

http://www.linkedin.com/today/post/article/20140123120812-32175171-why-would-i-hire-you?trk=tod-posts-post7-ptlt
 

How to Negotiate a Job Offer

http://www.forbes.com/sites/lizryan/2014/01/27/how-to-negotiate-a-job-offer/

9 Stept to Countering a Lousy Loball Job Offer

http://www.avidcareerist.com/2010/06/06/9-steps-lowball-job-offer/

Career Management/Professional Development/Continuing Education

10 Things to Think About Before Going Back to College

http://www.cbsnews.com/news/10-things-to-think-about-before-going-back-to-college-again/
 

Resignation Letter Samples

http://jobsearch.about.com/od/resignationletters/a/resignationlet.htm

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.

Questions to Ask in an Interview

When preparing for interviews, alumni are often confused about appropriate questions to ask the interviewer. Always be prepared with at least 5-8 questions that could not be answered by basic web research. Lack of questions may imply minimal preparation or that you are just uninterested in the position. Shy away from salary questions in the first interview unless initiated by the employer.

The following list may give you some ideas as you prepare for your next interview:

What would you add to the list?

Position Description

• Can you tell me about the primary people with whom I would be interacting?
• Are support services are available to carry out the responsibilities of this position?
• To whom would I be reporting? Will I have management responsibilities?
• How and when would my performance be evaluated?
• Could you describe a typical day?

Career Paths

• Are you willing to describe the career path this position offers?
• How does this position fit into the organization chart?
• Could you tell me about the people who have preceded me in this position and in the department? Where are they now, and what are they doing?
• How are promotions or transfers determined within the company?
• Does advancement to upper management usually require an advanced degree?

Education & Training

• What additional training might be necessary for this position?
• Are there training programs available to me so that I can learn and grow professionally?

Judgment Questions for Interviewer

• What kind of personal attributes and qualifications does your company value?
• What skills are necessary to succeed in this position? What do you consider ideal education/experience for this position?
• What is the most significant challenge facing your staff now? Is there anything unusually challenging about this position?
• What have been some of the best results produced by people in this position?
• What are the 30/60/90 day projections for this department/position? (Specify type of projections, e.g. sales, production, products, profits, etc.)
• What are some ways that previous people have had an impact?
• Where do you see your company going in the next 5 years?
• What are your plans for expanding the (research, programming,  etc.) departments?

General Questions for Interviewer

• Are there any additional questions or concerns about my qualifications (resume) that I can answer?
• What are the backgrounds of the leading individuals in my area of interest?
• Are there any other assignments not specifically mentioned in the position description? 
• What do you like most about working for XYZ company?
• When do you expect to make a hiring decision for this position?

Interview Blunders

From time-to-time I see a list of interview blunders. In working with recruiters and human resource professionals they quickly confirm items on the list. Many of the following seem so obvious, yet they continue to be common issues for candidates when interviewing. Review the following and share what you would add.

1) Failing to Prepare - going beyond what is on the official company website
2) Poor Communication Skills - talking too much or too little
3) Inappropriate Dress
4) Failing to Answer the Interview Question or Sketchy Answers
5) Badmouthing Former Bosses or Employers
6) Forgetting to Follow-Up

UK Alumni Career Spotlight

“Savvy job seekers know the paper resume is a dated approach to your job search. Having a professional video profile complete with your traditional resume, personality profile and relevant accomplishments will increase your chance for hire by 30% or more – it just works”.


-David DeCapua, CEO TalentRooster, UK Alumni (1990 BA Communications)

Here in Alumni Career Services we recently learned about emerging video resume technology called TalentRooster. Even better, we learned that TalentRooster was developed by UK alumn David DeCapua. TalentRooster allows job seekers to create a full blown digital video profile, complete with traditional resume, video resume, links to social media sites, a personality profile and much more. Plus it can be posted on all of your favorite social media sites. Employers, staffing agencies, and recruiters are also using TalentRooster to conduct initial candidate screenings and to determine who to invite to the interview. Good Morning America even recently spotlighted this new tool.

David has fond college memories of attending UK basketball games when Pitino was the new coach in town. David’s first job out of college was an account executive with Physician’s Sales and Service where he started a territory from the ground up in North Miami, Florida then moved to central Ohio and replicated this same feat. David went on to join Dawson Resources, an executive search, recruiting and staffing firm in the Columbus, Ohio area that focuses on positions in accounting & finance, call centers, creative, industrial, IT, office and VMS areas. During the economic downturn, it became clear to David that with the advent of social media, the way people job search has drastically changed. He wanted to be a part of that exciting time and developed TalentRooster. David says that while taking a huge financial risk, starting TalentRooster was probably the best career decision he has ever made. In between running two businesses, David is also a city council member and, enjoys spending time with his wife and three young children as well as, studying Civil War history.

David has generously offered a link for any UK alum or student to create a free digital video profile http://talentrooster.s3.amazonaws.com/Misc/TRSite/TRUniversityProgram.htm.

Informational Interviews: Gain Insight and Expand Your Network

Informational interviews are a great way to not only learn about possible career fields, but to expand your professional network. It is a common assumption that informational interviews are conducted solely by students, however that is a myth. This form of interviewing has become a regular component of career exploration for all stages of one’s career. If you are considering a career change, looking to learn more about a given field or company, or just want to grow professionally, consider seeking out a fellow professional to interview. If you do not have a contact in your target industry to interview, search on LinkedIn. Join on-brand groups and discover the leaders in your industry of interest. Be sure to make your intention clear; you are not soliciting a job, just gathering information. We suggest preparing structured interview questions to maximize your time. Show up professionally dressed and organized. Though this is not a job interview, you still want to put your best foot forward. As the interview is coming to an end, be sure to ask for the name and contact information of two other people in the industry that may be helpful for you to contact. This will help grow your professional network in a new field and gain a slightly different perspective.


Steps to a successful informational interview:

1. Identify a professional in your field of interest and contact them, clearly stating your intention.

2. Arrange a meeting (in person, over the phone, or via email.)

3. Arrive early with structured interview questions.

4. Express your appreciation, get a business card, and leave.

5. Follow up with a thank you note.

- Posted by Kelly Higgins

Interviewing Advice From Recruiters

We recently surveyed some regional recruiters and gained their perspective on interview questions. First, we wondered if there were any particular questions that candidates had trouble answering. We also were curious if they had weed out questions. Here were some of the responses.

Daniel Bergmann with Total Quality Logistics shared the following:
- Believe it or not, I’ve found many candidates still struggle with what I would consider to be questions they should know they’re going to be asked. “What do you know about our company? Why are you interested in TQL? Why are you interested in sales?” Too many times I’ll get poorly thought-out responses (e.g. “I’m not really sure what your company does”) or canned answers (e.g. “I like working with people”). A little research and self-reflection can go a long way.

-My favorite weed out question is “what other positions have you been applying to?” If we’re the only sales job, I can safely bet that the candidate isn’t truly passionate about sales, and if they’re all over the map, I can safely bet that they have little idea what they want. Part of my job is identifying whether or not they truly want this job and not just a job.

Molley Ricketts, Recruiting Team Leader with Yoh for GE, Home and Business Solutions, shared the following:
-My favorite question; If you were able to write your ideal job description, how would it read? I find that this is not a 'typical' interview question and candidates don't have a rehearsed response. This allows me to truly get a clear understanding of their communciation skills AND if they don't have a good response, it also weeds them out.

The Art of Negotiation

Q: I just interviewed for a promising job and expect an offer in the near future. Salary negotiation, however, makes me nervous – especially in a tight economy. What tips do you offer?

A: Remember that all job offers are negotiable. In fact, this may be the only time when you have the upper hand - so you have more power than you think. According to Dr. Giuseppe (Joe) Labianca, Ph.D., UK Gatton Endowed Associate Professor of Management, there are many strategies for improving your negotiating ability. “First, never begin a negotiation until you have a firm written offer. Some firms may ask about your bottom line number, expectations, etc. before offering you the job – dodge and deflect. Believe in the value of what you are selling. Emphasize the positive aspects.” Next Dr. Labianca suggests that you must have data in order to negotiate effectively. Conduct extensive on-line research and also talk to a wide variety of people when trying to gauge your value. Then, open aggressively with your highest defensible offer. Dr. Labianca states that, “Most negotiations end at the midpoint, therefore, when giving concessions on that point, try to get concessions that are more valuable to you on other issues (e.g., vacation time, good schedule, travel expenses, tuition reimbursement). While it’s healthy to take a broad view of your interests in a negotiation, don’t assume that you have to trade those interests off for wages and bonuses. Present wages form the basis for all future wages, and giving up on them has a huge cumulative effect over your career. But don’t get hung up entirely on wages, naïve negotiators focus too much (and sometimes exclusively) on wages to the detriment of other issues that can provide more value.” To learn more about Negotiation, watch Dr. Labianca’s recent UK Alumni Association presentation at www.ukalumni.net/career (Career Related Videos).

Interview Questions You Should Be Prepared to Answer

There are certain questions that you are likely to be asked in your next interview. Make the best of your interview preparation time by practicing your responses to the following.

-Tell me about yourself.
-Describe the key responsibilities in your last job.
-What did you like most and least about your last position?
-Describe a problem you had to recently solve.
-What are some of your weaknesses?
-In what ways are you uniquely suited for this position?
-Describe your personality and work style.
-What are your salary expectations?
-Why do you want to work here?

What The Job Seeker Needs to Know about A New Interview Approach

Behavioral based interviews are becoming increasingly popular. The main purpose of such interviews, sometimes called situational interviews, is to document transferable skill sets. Mike Hammond, Group Recruiter with Enterprise Rent-A-Car shares that, “Enterprise uses the behavioral based interview format because we believe that past performance is a direct indication of how one will perform in the future.” To begin the process, interviewers review the pertinent job description and highlight four to five of the most relevant skills. Common skill sets in today’s market may include problem identification, problem solving, being a team player, demonstrating initiative, flexibility or the ability to use a specific computer application or other industry specific tool or skill. Next the interviewer crafts questions that require applicants to tell how they would use that targeted skill or react in a given situation commonly faced in the position.
The interviewer is looking for STARs. STAR is an acronym that stands for the Situation or Task you faced/handled, what Action you took, and what was the Result or outcome. They are seeking short stories that document the skill or how you would handle the situation. It is beneficial to quantify relevant stories by including dollars, numbers, or percentages whenever possible.
Below are some examples of situational interview questions.

· Describe a time when communication with a customer was strained. Tell me how you handled it.
· Think of a day when you had many things to do and describe how you used the time.
· Sometimes we can identify a small problem and fix it before it becomes a big problem. Tell me about such a time.
· Have you generated any new ideas in your most recent position. Tell me about them.

Situational interviews require that the job applicant be well prepared with specific examples of job relevant and transferable skills. You also need to clearly communicate why you have made past major and career-related decisions. Through careful introspection and research into desirable job skills for the targeted position, you will be able to successfully carry out situational interviews.

Following Up After the Interview

Alumni often wander if they should follow-up after an interview or if it will seem too desperate or aggressive. If you have not heard back by the date the interview committee told you, then by all means follow-up . You really have nothing to lose. Recently an alumni found herself in this situation and contacted me about what to do. After encouraging her to follow-up and even practicing some possible dialogue, she made the call. Fortunately she found out that she was still being considered and the process was just taking longer than they expected. The brief phone call certainly gave her increased confidence.

Salary Negotiation 101

Even in a tough economy, employers usually leave some room to negotiate salary offers. Picture this scenario. You have been out of work for a few months and finally get a genuine offer. However, the offer is a bit lower than you would like. What do you do??? First, always ask for at least 24 hours to think about an offer. Then follow-up to negotiate. Begin by thanking the employer for their time and interest in you as a candidate. Next share that based on your background and experience, you felt the offer was low. Now stay quiet and let them talk. If they seem open to negotiate, reaffirm your immediate value to their organization. Discuss any other relevant skills or experiences that they seemed to want in their ideal candidate and focused on in the prior interviews. Know the market in your area and be prepared to cite relevant salary surveys. We all like to start new jobs feeling valued and good about our acceptance offer.

"Why Should I Hire You?"

Being able to confidently answer this question in your next interview may make the difference between you and another candidate. Bottom line, employers want to know how you can help them save money, solve problems, make something more efficient, or bring in new business. Document a few past examples to add strength to your case. And always end the interview with three reasons why they should hire you.

Little Things that Can Make a Difference

The obvious may not be so obvious. Employers who are in the hiring capacity continue to tell us that it often comes down to the little things when they are putting together their final interview lists. Tops on the list are: candidates who include a cover letter addressed to the right person (Be a detective and do your research); resumes and cover letters that clearly document how your skills are a match for the job (include specific examples); and neat and error free resumes and cover letters. Top interview errors include candidates who have not adequately researched the company and candidates who spend too long answering interview questions.

Portfolios and the Interview

Graphic artists and teachers have long been expected to take a portfolio containing samples of their work to the interview. Now job seekers in other industries have an opportunity to prove their worth by bringing portfolios or “show me” pieces when they interview. Portfolios contain not only work samples, but copies of your resume, brochures that you helped create, promotional material for products you helped launch, pictures of you involved in successful projects especially with a team, testimonials from satisfied customers/clients, past performance evaluations, sales statistics, and copies of credentials or relevant CEU certificates. Portfolios are excellent backup documentation to refer to when answering behavioral or situational interview questions. When using portfolios make sure they are professional in appearance and have sections clearly tabbed for quick reference. Always offer to leave your portfolio behind for a few days for the selection committee to review.

Challenging Interview Questions

I have recently spoken with several professional candidates who have been caught off guard by the basic interview question “Tell me about yourself”. This question is typically presented at the beginning of an interview and often appears to be more conversational in nature. As a word of caution, this is not the time or place to get personal (i.e. number of children, family situation, where you have lived etc.). Seize the opportunity to immediately highlight your relevant education, skills, and experience (especially recent work experience), tailoring it to the position for which you are interviewing. Keep your response to 2 – 3 minutes. To best prepare for an interview, use the internet to research other common interview questions.

Clinching the Interview By Using A Closing Statement

Mike Hammond, Group Recruiter with Enterprise Rent-Car, suggests the following strategy for closing the interview. When asked if you have any questions or as the interview is nearing the end, pose this question to the recruiter, “Based on our initial interview, do you perceive anything that would prevent me from performing well in your organization?” or “Now that you know a little more about my background, education and experience, is there anything that would prevent you from extending an offer or hiring me?” The beauty of this strategy is that it allows you to address any concerns the interviewer may have before you walk out the door.
Another closing strategy suggested by Carla Hunter of Career Span, Inc in Lexington, Kentucky is to ask the interviewer the following “May I have permission to make a closing statement?” Rarely will you be denied. Next thank them for their time and consideration. Then, share three of your most relevant strengths for the position.