SAGE ADVICE FOR RESUMES, INTERVIEWING, AND MORE!
- By bruce w clagg
How Do You Handle the First Question in an Interview?
Obviously, your response must be engaging to the interviewer, or your performance is slipping away quickly! No interviewer wants to hear your life story!!
Earning ‘The Offer of Employment’
A great résumé has only a sole purpose – to gain the interview. Only great interviewing will gain ‘The Offer.’ Now, how fair is the Offer? Research based upon job title, industry, and zip code (of where you will be based) is easily accomplished through a simple Internet ‘search.’ You should have done this in advance to be sure the salary and potential bonuses are satisfactory to you before continuing your career search campaign. You’ll surely be asked verbally and/or on the Application for Employment what is your expected salary and yes, you do need to provide a number! (This number is not etched in granite. Travel, bonuses, etc. could cause that initial number to increase, or decrease to be fair to all)
Make 2017 Your Best Year Ever!
About 40 percent of Americans make New Year’s resolutions each year, but most of us don’t make it to February with our goals intact. The good news for folks who are focusing their resolutions on their careers is that there are plenty of opportunities to make small changes at work. You never know what will have a big impact on your career.
I am not suggesting that everyone change their career path, but since more than 70% of executives have their resumes floating on the Internet, it’s apparent that many are open to other opportunities.
Sure, certain things may not be to your liking with your present employer and the grass always appears greener with the prospective employer. In my experience, that may be true however the grass that WAS green with the last employer may be brown with the new employer. You won’t know until you get there and then what?
Asking the best questions to (a) gain as much information as you feel that you need to confidently decide (which most candidates are content/forced into being interrogated in an interview), and (b) be as certain as possible as to why you are changing companies, and/or industries – it’s a whole, new learning experience!
I have coached more than 1,000 clients into an easier and more productive way to interview that provides positive separation between you and those competitors that appear ‘better’ in print. Even pro athletes have a coach! “SELL THE FIT!” Learn how!
I wish all of my readers and ‘followers’ the happiest of New Years!
Personality Tests. What Do They Mean…if anything?
These so-called ‘tests,’ or 'assessments' have been around for years. Many companies utilize them today, along with some possible people ‘certified’ on deciphering the results. Meyers-Briggs, DISC®, 360, and probably a couple of others are the most popular. 25+ available!
Those that swear by the results say they can assess your personality and behavioral traits and instincts that your mother may not know. Like so many other things such as political persuasion, or ideologies regarding anything, if you believe, then you believe. These folks are convinced they know how you will react to just about anything from a 30 to 60-minute test!
I DO NOT!
Are You A ‘Purpose-Oriented’ Professional?
Three Interview Questions to Find Out…
A new study by LinkedIn Talent Solutions and Imperative found that Purpose-Oriented professionals around the world are more satisfied in their jobs and expect to stay in them longer. The study builds on previous research by Imperative with NYU that showed the overwhelming advantages to hiring people who define their careers primarily around impact and fulfillment and status.
Hiring purpose-oriented people is now a clear imperative for high performing teams and organizations. So, how do you screen for purpose in an interview to assess the likelihood that someone is Purpose-Oriented and likely to be a better hire and colleague?
Here are three questions we advise our Certified Purpose Leaders to use to begin to spot people who are oriented to work for the right reasons. No one question is definitive but together they provide a pretty clear understanding of a candidate’s orientation to work and therefore their likely success:
1. If you could retire tomorrow, what would you do?
Purpose-oriented people view work as being about making an impact and don’t just work for money, recognition or status. As a result, they tend to envision retirement as being an opportunity to continue to make an impact and grow as people. If they suddenly didn’t have to work, they would still work in some capacity to challenge themselves and help others.
2. Who are you still close to from each of your previous jobs?
Purpose-oriented people have stronger relationships at work and are more authentic. They tend to see coworkers as friends and value them beyond their transactional value. As a result, they are more likely to stay in touch with them after their leave a job.
3. Walk me through the major decisions you have made in your career and what drove you to make each decision?
Purpose-oriented people tend to make major career decisions (e.g. changing jobs) because they are seeking greater opportunities to make an impact, to have new challenges or build stronger relationships. They are less likely to be motivated to make changes due to money or promotions.
Note: A single negative response to any of these questions is not proof that someone isn’t Purpose-Oriented, but a pattern emerges with most candidates across the three questions which gives you a pretty clear sense for the role of work in their lives.
Hello! I'm Bruce Clagg,
Advanced Career Solutions
Advanced Career Solutions (ACS) is a professional resume writing services firm also providing unique, job interview training, LinkedIn Profile rebuilding, career counseling & coaching from the ONLY certified professional* in Texas. - Bruce Clagg, Rapid Employment & Career Management Coach
*The four Certifications are noted within.