5 Fatal Job Search Errors

by: Liz Ryan

The other day I received a resume attached to an email message. The email message itself was lovely, but the attached document was labeled "BrittneyRoxYall.doc." Evidently young Brittney (let's hope Brittney is young) forgot what she'd titled her resume and sent it off as an attachment, without changing the document's name.
It is fantastic to see that Brittney has healthy self-esteem. That's a big plus for Brittney in her job search. However, I couldn't consider Brittney a candidate for the job I was filling, once she'd made that unfortunate clerical error. Little items like a mislabeled resume can hurt a job seeker, so take note of these five fatal job-search errors:
Mislabeling Your Resume
Brittney learned the hard way that a resume on your hard drive must be labeled BrittneyJonesResume.doc or some other simple and obvious name when it's sent to employers via email. Even better is to label each resume with your name and the name of the employer it's going to, a la BrittneyJonesResumeAbbottLabs.doc. That way, if you tweak your resume for different job openings (and I hope you do) you'll always know which version of your resume you've sent to each employer.
The Shotgun Approach
A resume that starts out "Objective: to make a contribution to my next employer in any Marketing, PR, Product Management or Operations role" is bound for the trash bin, whether the job in question is a Marketing, PR, Product Management or Operations job. These days, you don't go to the print shop and order resumes in boxes of 100 anymore. You can and must customize your resume as often as needed, and very possibly for every job you pursue. So why would a prospective employer want to know about your qualifications for jobs you're not applying for? Take out the extra roles and focus your resume on just the job you're applying for today.
Ignoring the Job-Ad Instructions
I wrote a job ad that said, "Please send me an email message that answers these three questions." Then, I listed three questions that job applicants should answer in a paragraph or two. Oh dear! Of 95 applicants, only a handful answered the questions. That's an easy way for employers to screen out candidates, so it's worth your time to read and re-read the job ad carefully, and respond to it in the way the ad specifies. No sense being dropped out of the pipeline before you've had a chance to shine!
Failing to Customize
When a job opening gives you a chance to write a cover letter, write a good one! Take 15 or 20 minutes to research the employer online (visiting the company's own website and news sites, for starters) in order to say something company-specific in your cover letter. "I am interested in the job because it sounds interesting" doesn't cut it in this job market. Try, "Given your recent acquisition of Sun Microsystems, I'm guessing that the IT Integration Specialists you're seeking now should be folks who've been through data-integration projects in the past, as I have. At IBM, I ..." and so forth.
Drowning in Boilerplate
A good 2009 resume or cover letter is strong and human-sounding, not dry and full of corporate-speak fluff. Take out the "strong team orientation," "results-oriented professional," and "bottom line focus" before you send another resume into the market. Replace that awful stuff with mini-stories that point out your best qualities, like "At ABC Graphics, our team won the President's Award for on-time delivery."
Don't let a basic job-search error slow down your job search!

Liz Ryan is a 25-year HR veteran, former Fortune 500 VP and an internationally recognized expert on careers and the new millennium workplace. Connect with her at www.asklizryan.com.
The opinions expressed in this column are solely the author's.

Questions to ask the Interviewer

Interview Questions to Ask

· How would you describe the responsibilities of the position?

· How would you describe a typical week/day in this position?

· Is this a new position? If not, what did the previous employee go on to do?

· What is the company's management style?

· Who does this position report to? If I am offered the position, can I meet him/her?

· How many people work in this office/department?

· How much travel is expected?

· Is relocation a possibility?

· What is the typical work week? Is overtime expected?

· What are the prospects for growth and advancement?

· How does one advance in the company?

· Are there any examples?

· What do you like about working here?

· What don't you like about working here and what would you change?

· Would you like a list of references?

· If I am extended a job offer, how soon would you like me to start?

· What can I tell you about my qualifications?

· When can I expect to hear from you?

· Are there any other questions I can answer for you?

Interview Questions NOT to Ask

· What does this company do? (Do your research ahead of time!)

· If I get the job when can I take time off for vacation? (Wait until you get the offer to mention prior commitments)

· Can I change my schedule if I get the job? (If you need to figure out the logistics of getting to work don't mention it now...)

· Did I get the job? (Don't be impatient. They'll let you know.)

Job Search Mistakes

Desperation, and six other mistakes job-seekers should avoid

Economists call it the labor market, but for job hunters competing with almost 15 million unemployed workers, it probably feels more like a labor jungle.


And many economists expect the current 9.5% unemployment rate to get worse before it gets better, possibly topping 10% -- a situation not seen since the early 1980s, when for a 10-month period the jobless rate hovered between 10% and 10.8%, according to the Bureau of Labor Statistics.

In times like these, bad news isn't hard to find. But jobs are -- and job seekers are all too aware of it. That alone can have negative ramifications, some experts say.

"Job hunters, because they are so fearful and full of anxiety, the way they are approaching job hunting is more off base than ever," said Andrea Kay, a career consultant and author of "Work's a Bitch and Then You Make It Work."

They're "not taking time to think about strategy," Kay said. "They're merely reacting."


Hide Your Desperation

When asked about the biggest mistakes job seekers are making, the three most-cited problems were "too desperate/willing to take anything," "poor interview preparation" and "weak resumes," according to a survey of 500 executive recruiters conducted for TheLadders.com, a career site for executives.

In this job market it's not surprising people are "willing to take anything." Still, career experts say it's important to spend time digging up information on jobs that are well suited to you, rather than applying to any open position.

"It's not about how many jobs you apply to; it's applying to the right one," said Alex Douzet, president and co-founder of TheLadders.com. "The skill and preparation is in narrowing down the right job for you."

The right strategy is not complicated, Kay said. "A good job hunter has two jobs: They should be discovering the problems that employers have for which they need help and then they should be presenting themselves as the solution."

Is the company struggling to stay in business? Developing a new product? "What are their issues that I as an IT person or a marketing person or a customer-service person can help them with?" Kay said.

Others agreed that in job hunting, strategy is all-important. "Even during good times, there are still people competing for virtually every job listing," said Richard Bolles, author of "The Job-Hunter's Survival Guide" and "What Color Is Parachute?"

"During hard times, you have to have better job-hunting skills to compete," he said.

Developing a strategy can help you focus your search and, ideally, help you overcome that sense of desperation. Also, consider these other mistakes to avoid when job-hunting:

1. Relying Solely on Ads and Online Job Sites

Jobs often are not advertised, and the only way to find them is by networking. "Many employers prefer not to advertise on the Internet. They prefer to fill vacancies in more personal ways. Job hunters who go on the Internet, typically only 10% or less" are successful, Bolles said.

That means finding and contacting companies that can use your skills, Kay said. "Find a live human being there that you can connect to so you're not just another resume coming in the door."

Contact that person via email or telephone, and say, for instance, "I understand you're in the process of rolling out a new product. I would like to talk to you about how I can support you in this," Kay said. Also send your resume and a letter "packed with reasons for them to want to talk to you."

At small to mid-size firms, try simply walking in the door, resume in hand -- but keep in mind that not all employers appreciate this.

"I'm a fan of physically going to the company," said Robert Hosking, executive director of OfficeTeam, a temporary staffing agency for administrative professionals and unit of Robert Half International.

"Get yourself looking professional. Walk into reception. 'I understand you posted an ad for this. I know it said to email the resume. I personally wanted to drop one off,'" Hosking said. "It shows tremendous initiative to be able to do that. It sets you apart from 90% of job seekers out there, and it gets your resume to the top of the pile in hardcopy."

Still, at a larger company, you'll likely need to find somebody to drop off your resume for you, Bolles said. In that case, your network, as well as online sites such as LinkedIn can be invaluable for making connections.

2. Don't Make Your Resume a List of Activities

Job seekers often think their resume is for listing "everything I've ever done in my life," TheLadders.com's Douzet said. "No, no, no. This is a marketing vehicle. This is your company brochure. It's your brand statement. It's got to tell your story."

Focus on detailing your achievements, not listing what you've done. Quantify your successes, whether in dollars or time saved for your previous company, or in customers retained, experts said.

Also, your resume should be tailored to fit the company's job description so it catches the eye of the person doing the initial resume sorting. Also, your resume's story should parallel what you say in the interview. "When I meet with you and I've read your story on paper," Douzet said, "there shouldn't be a disconnect."

More resume rules: Two pages maximum, and no colored paper or cute graphics, Hosking said. If you drop off your resume, use a slightly heavier paper so it stands out from the stack the company printed out from emails.

3. Don't Go to the Interview Unprepared

If the company recently made an acquisition or unveiled a new product, you need to know, and be able to speak intelligently about the company's needs and culture. "Companies loved to be loved, just as much as individuals," Bolles said.

Another way to prepare: Come up with two or three messages you want to get across to hiring managers. Again, tailor these to match the job description, Douzet said. Why? More than one person is going to have to approve hiring you.

"These people are going to get together later and discuss your candidacy," Douzet said. "They have to remember something about you and they have to convince each other that you are the right person to do the job."

If you've presented a coherent story about your achievements and how they fit the job's requirements, you're more likely to be considered as a contender.

4. Don't Confuse 'Networking' With Asking for Work

Networking is about developing relationships, Kay said. Contact people you know to ask for advice; don't ask for work. Tap their expertise about their industry and company, and what advice they have for you on the job hunt.

Also, don't ask chance acquaintances for a reference, but tap them for information on their firm's hiring process, its culture and even the name and number of the person doing the hiring.

Networking "is developing relationships that may not have an immediate payoff tomorrow but certainly in the long run are very helpful," said Judith Applebaum, director of career services at the University of Buffalo.

5. Don't Treat Support Staff Poorly

Sixty-one percent of executives said they considered their assistant's opinion important when evaluating job candidates, according to an OfficeTeam survey. "No matter how stressed you get, keep in mind that if you're not as nice to the front desk person as you could be, that information always gets back," Hosking said.

6. Failing to Tap Resources

Many college career offices offer their services to alumni of all ages, Applebaum said.

"At the University of Buffalo we provide individual assistance through career counseling, we have vacancy listings, resume databases that we offer to employers, job fairs [and] networking opportunities with employers and with alumni," she said.

Also, search for local nonprofit and for-profit career-counseling agencies, she said. Along with networking opportunities, support groups can help job seekers maintain a positive attitude.

Finally, while you're job-hunting, consider volunteering or taking a class at a local college. The experience will keep you connected and may lead to achievements that will serve you well on your resume.

After you have sent in your resume....what next?

You’ve spent the last week sending out your resume to several companies and have yet to hear back. Lack of feedback can make you discouraged but just because they aren't calling doesn't mean they aren't interested. The hiring manager or the HR manager may be on vacation or they could be involved in some other issues the company. It's not uncommon for hiring managers of a company to become so busy that they don’t get screening resumes for a month. So don't let this discourage you.

There are some steps that you can take. That is following up after submitting a your resume. It’s recommended. I believe that most hiring manager expect follow up contact you. Why?
1. Because it demonstrates initiative and interest in a position,
2. You can verify that your resume was received and not lost in a spam filter somewhere.
3. it can help you stand out in the crowd of qualified candidates.


That is following up after submitting a your resume. It’s recommended. I believe that most hiring manager expect follow up contact you. Why?

1. Because it demonstrates initiative and interest in a position,
2. You can verify that your resume was received and not lost in a spam filter somewhere and
3. it can help you stand out in the crowd of qualified candidates.

What's the best way to follow up with prospective employers? There’s no one-size-fits-all formula, but here a couple of pointers:

When should I Check back? Following up too quickly may annoy hiring managers, but letting too much time elapse can cause them to forget about you. Most executives recommend contacting the company within two weeks of sending a resume. That's approximately the length of time hiring managers need to review application materials and get back in touch with candidates.

What is the best way to follow up? E-mail, phone, and a handwritten note all are acceptable forms of communicating with hiring managers.. E-mail can be a useful tool for reminding recruiters that you've applied for the job and for resubmitting your resume without seeming too pushy. Alternatively, if you have the hiring manager's name and phone number, you may have luck with a follow-up phone call. Just make sure to rehearse what you will say beforehand, and call when you think the person is likely to be free. (Early morning and late afternoon are typically good times to phone.)
Keep your conversation brief, and only leave a message if you've gotten the hiring manager's voice mail at least two times. Finally, a personalized note is another way to express genuine interest in the job and to indicate that you're not submitting blanket resumes; just realize you may have to be a bit more patient in receiving a response.

What should I do if I applied for a job online and there is no contact information?
Do a Google search for the company to identify a name of the HR, recruiting manager or even the department manager of the department manager you believe the job is located , search the company on linkend in, often a vey complete listing of the departmental managers are listed. Or occasionally you can call the company switchboard and ask the receptionist to speak to the person in charge of the job opening for which you applied.

Finally, If no contact information is available, you can at least send a follow-up e-mail to the same address to which you sent your resume.

What points should I communicate? You want to follow up to see that your resume was received and In addition you want to express continued interest in the position, you should reiterate the value they can bring to the organization by citing specific professional accomplishments and in-demand skills they possess. These examples should relate in some way to the requirements of the open position. Often, a short, simple message is enough to prompt a hiring manager to take a closer look at your application materials. If you don't receive a response after all your efforts, at least you can rest easy knowing you did everything in your power to make it happen.

The Ins and Outs of Group Interviews

Group Interviews: How to Deal with Group Interviews




A group interview, sometimes known as a panel interview, is different than a one-on-one interview because it is conducted by a whole group of people. If you know you are facing a group interview or if you think it might be a possibility, learning more about what you can expect from a group interview is a good idea.

Types of Group Interviews
There are two basic types of group interviews:

· A Candidate Group

· A Panel Group

In a candidate group interview, you will most likely be put in a room with other job applicants. In many cases, these applicants will be applying for the same position that you are applying for. During a candidate group interview, you will definitely be asked to listen to information about the company and the position, and you may be asked to answer questions or participate in group exercises.

In a panel group interview, which is much more common than a candidate group interview, you will most likely be interviewed individually by a panel of two or more people. This type of group interview is almost always a question and answer session, but you might also be asked to participate in some type of exercise or test that simulates your potential work environment.

Why Companies Use Group Interviews
An increasing number of companies are using group interviews to screen job applicants. This change could be attributed to the desire to reduce turnover and the fact that teamwork is becoming more critical in the workplace, but the easiest way to explain it is that two heads are almost always better than one. When there is more than one person doing the interviewing, the chances of a bad hiring decision being made are reduced.

What Group Interviewers Look For
Group interviewers look for the same things other interviewers look for. They want to see a strong candidate who knows how to work well with others and behave properly and competently in a work environment. Specific things that group interviewers scrutinize:

· Your Appearance. Attire, hygiene, and anything else that relates to your physical form will be judged. If you wear too much make-up or cologne, at least one of the interviewers will notice. If you forgot to put on deodorant or match your socks, at least one of the interviewers will notice.

· Your Presentation Skills. Interviewers will be paying special attention to how you present yourself. Do you slouch or fidget? Do you make eye contact when you converse? Did you remember to shake hands with everyone in the room?

· Your Communication Skills. No matter what type of job you are applying for, you will need to be able to communicate. Specific skills that group interviewers look for is your ability to listen, follow instructions and get your ideas across.

· Your Interest Level. From the time the interview starts until it ends, interviewers will be trying to assess how interested you are in the job you are applying for. If you seem bored and unengaged during the interview, you will probably be passed by for someone else.

Tips to Help You Ace Your Group Interview
Preparation is the key to success in any interview, but this is especially true for group interviews. If you make any mistakes, at least one of your interviewers is bound to notice. Here are a few tips to that will help you make the best impression possible:

· Greet all of your interviewers individually. Make eye contact, say hello, and if possible shake hands.

· Don't focus on any one individual. You should make an effort to engage everyone in the group when you are asking or answering questions.

· Don't show surprise or annoyance when faced with a group interview.

· Prepare for the group interview by making a list of questions that you may be asked and practicing how you might answer them.

· If you are interviewed with other candidates it is better to lead than to follow. Interviewers may not remember you if you blend into the background.

· Skills you will be expected to demonstrate during group interview exercises include leadership skills, your ability to handle stress and pressure, teamwork skills and how well you take and give criticism. Be sure to keep this in mind when you complete the exercises.

· Thank everyone who interviewed you and remember names and titles so that you can send a written than you note afterwards.

Ace the Interview

Let's say you followed my advice on resumes and cover letters. If it worked, you're very welcome. Or, if you disregarded what I said and wrote a 10-page cover letter and 20-page resume and still got the interview, congratulations and mea culpa. (If I were always right, I'd be filing this post from my own tropical island — not my dining room table-slash-desk.)
In any event, through a combination of skill, perseverance, and luck, you've landed the interview. In short order, you'll be alone in front of a gauntlet of interviewers with no recourse to the backspace key to fix any verbal gaffes. Now what?
Number one, understand that you are applying for a job someone needs doing and they're trying to figure out if you're the person. And to do that, the interviewer will rely on their perceptions and beliefs about interviewing.
For example, I like to know that an employee has a desire to get promoted and move ahead. My reasoning is that an employee who mentions promotion in the interview will work harder on the job.
But other interviewers may have had a bad experience with an employee focusing on advancement to the exclusion of finishing the job they were hired to do. If you're not sensitive to that manager's fears, and continue talking about how you're getting your MBA at night, you won't get that job.
So with that thought in your pocket — that you need to listen and react to the person in the room with you, not slavishly follow any list of rules — I present to you my list of rules for interviewing:1. Dress appropriately. If you're going to Amalgamated Ginormous Finance, Inc., a business suit is appropriate. If you're a man, wear a tie. Even in California.
2. Shut up. Did I tell you about the time someone came and told me his life story for 45 minutes and then allowed me 10 minutes to explain the job? I think you know how that story ends.
3. Listen. The most useful skill in sales is listening — and in an interview, you're selling yourself. If you say, "I think the best computers in the world are PCs and people who use Macs have more style than substance" after the interviewer mentions his iPhone, you could be left with your opinion and no paycheck.
4. Ask questions. You can avoid the problem above by responding to the question, "Do you think we should scrap all the PCs here and buy Macs?" by saying, "That depends on lots of factors. What would your requirements be?"
5. Show interest. This could also be called "sucking up." When an interviewee doesn't ask me anything about myself, she's not just saying "I've got pride in my accomplishments and don't need to pander to you." She's also showing me that she isn't good at showing interest in other people. Which means she's going to have a hard time politically in the company. And since that's going to reflect badly on me...no job for her.
6. Do your research. Some people find being Googled creepy. But if you do it carefully, you can show the hiring manager that you took the time to learn something about them. Feel free to quote what they said in CIO Magazine about the challenges of technology in the office. Just don't mention the size of their swimming pool as viewed through Google Earth.7. Answer the question you wish they'd asked. Robert McNamara said that about dealing with the press, but it's also very good advice for interviewees. How many times have you left an interview thinking, "I never got a chance to tell them about my Nobel Prize in possum research?" Don't wait for the question. Answer "What did you do at your last job?" with "Actually, it was my work on possums two jobs ago that you might find most relevant." (Well, maybe for you it wasn't specifically a Nobel or about possums, but you get the idea.)
What about you? Any horror stories of interviews gone wrong as either the interviewee or interviewer? Any thoughts on how to stand the best chance of success in an interview?

Tell me about yourself.......

Answering the Tell Me About Yourself Question

A Candidate’s Guide to Making a Great First Impression While Interviewing

Let’s face it, interviewing is stressful enough without having to answer stupid interview questions. But unfortunately, many interviewers, because of habit, lack of preparation time, poor training, or yes, even laziness, often ask stupid questions. Of those, one of the most challenging is the oft used “Tell me about yourself” interview opener.

What most candidates ask me about this insipid interview question is: “What do they want to know?” They want to know about you the candidate as a potential employee. They don’t want to know about your family, your last vacation, your hobbies, your religious beliefs, that you like the Cubs, or that you are a proud member of AA. Yes, I have had candidates give each of those responses to the infamous “Tell me about yourself”question. I don’t recall any of them ever getting hired by the employers who interviewed them.

Interviewers also think it is improper, a sign of your lack of preparedness, or even rude, for you to answer their “Tell me about yourself” question with a question of your own like,“What would you like to know?” If you are prepared, and seriously thinking about making a career change, you will have a prepared and thoughtful answer to this question BEFORE you begin interviewing.

Why? I am glad you asked, and I think one example should convince you I am right.

Let me share just one story about this opening interview question that cost a candidate a job she REALLY wanted. It is a perfect illustration to make you understand why you must plan a response for this question whether you are asked it or not. The scenario was this: The candidate was a financial services professional, her recruiter had a financial services client that was looking to fill a VP position for a 125k base + 25k bonus. The candidate had an ideal background and skill set, and the client thought she was a perfect fit. The candidate knew the client and was thrilled to interview with her. The client joked that when the candidate came to the interview the recruiter should send the candidate with an invoice for the fee, because they thought they might make her an offer on the spot.

You can more or less guess how the story ended. The candidate didn't get the job, but please pay attention as to why, because that is the part of the story that matters most. To start the interview the candidate was asked the dreaded “Tell me about yourself” question. Thinking that it was an inconsequential icebreaker question, she retorted, simply intending to cause an opening chuckle, “Well, as you can obviously see, I am 15-20 pounds overweight.”

She was only joking! Yet, due to the impact this answer had on the client, for all practical purposes the interview was over as soon as she said this. That “amusing” answer to what the candidate viewed as a seemingly innocuous question convinced the employer that this $150k VP had an image or low self-esteem problem. Despite the recruiter’s insistence that it was just a joke, the employer declined to make the candidate an offer. The retort was just a joke! But not really. It was no joke to the candidate who lost the $150k dream job. It was no joke to the recruiter who had invested so much time in finding the employer this ideal candidate. This candidate attempted to humorously break the ice, but the interviewer misinterpreted the response to a stupid question, and became convinced the candidate was not VP material.

This whole fiasco could have been avoided if the candidate had just been taught a very simple formula for answering this question. Sure, we know this question is a stupid and unnecessary one with which to begin an interview. But because interviewers open interviews with this question, candidates need to know how to respond to it intelligently. The formula I’ve learned has worked wonders for hundreds of my candidates, and those of thousands of recruiters I have shared it with over the last half dozen years.

Many, in fact a sad majority, of interviewers open with some form of the “Tell me about yourself” question. It would be an easy question to answer if candidates answered with a prepared and well thought-out initial marketing statement of themselves and their skills, which are applicable for the open job. This sounds pretty straightforward, but few of the thousands of candidates I have interviewed in the last 15 years have EVER been able to answer this question in this intelligent manner. The best candidates typically respond with a narrowing question like: “What would you like to know?” But let’s get one thing straight: It is extremely poor form to answer the opening interview question with another question. Yet, that is how the BEST candidates do typically answer this question, due to its ambiguous nature. Though it seems to be a logical approach, you must prepare to do better.

Candidates must teach themselves to answer this question with a three-part, pre-planned marketing statement that can more or less be reused from interview to interview.

Part one of that three-part marketing statement is always a one-sentence summary of the candidate’s career history. For example, let me share with you a former candidate’s opening sentence:

“I am a five-year veteran of LAN/WAN Admin and Systems Engineering with substantial experience using Novell, NT, Cisco, and Lotus Notes/Domino.”

You get the picture; your whole career needs to be condensed into one pithy sentence that encapsulates the most important aspects of your career, the aspects that you want to leverage in order to make your next career step. Few candidates seem to be able to condense a career into one sentence, but it must, and can be, done. Ask any recruiter for help here, this is what we do.

Part two of the pre-planned marketing statement will be a one-, maybe two-sentence summary of a single accomplishment that you are proud of that will also capture the potential employer’s attention. It immediately follows your initial career summary sentence from above. This accomplishment should be one that the employer will be interested in hearing, one that is easily explained or illustrated, and one that clearly highlights a bottom line impact. When done correctly this will build interviewer intrigue about the accomplishment so that they inquire further, giving you an opportunity to further discuss a significant career success. The above candidate’s accomplishment statement was:

“Recently, as a long-term contract employee at a local regional bank, I learned they were about to install Lotus Notes/Domino and were planning to use outside consultants for the project. I let them know I had done a similar installation at my last assignment, outlined how we could get the job done with in-house staff, and successfully completed the install for $55-65k less than it would have cost with outside consultants.”

Part three, the final piece of the marketing statement, is probably the most fluid piece. It needs to be a one-sentence summary of specifically what you want to do next in your career. The reason this third part is difficult is that it needs to specifically address what you want to do next, AND it needs to change from interview to interview to make sure it matches exactly what the INDIVIDUAL employers will be interviewing you for. Continuing with the above example of one of my past candidates, two of his final sentences, which were used for two different employers, follow:

“For the next step in my career, I would like to move away from contract work and find myself as a direct employee of a large firm where I could join a substantial IT team and be involved with a group that focuses on email and network security applications, while having access to the knowledgebase that would come with a large, diverse IT group.”

But for a second employer, this ending was significantly altered because of the candidate’s multiple interests in differing opportunities, to:

“For the next step in my career, I would like to find myself as a direct employee of a small to medium sized firm that was looking to hire an in-house IT generalist so I could continue growing my career by getting exposure to multiple IT areas, such as networking, help desk, security, and application issues for the users of the organization. As the firm’s IT needs grew, I would love to apply my past team project management skills to managing the second or third members of a small but growing IT team.”

These were two very different endings that perfectly matched two very different employer needs. Clearly you can see why the first ending wouldn’t have worked for the second employer or vice versa. With some simple revising, the candidate made sure that each employer heard that they were interested in doing exactly what the employer was interested in hiring them for. That revising is what makes the third piece fluid and sometimes challenging, as candidates don’t always see the need for being this specific from job interview to job interview. Most tend to be generalized, hoping that a shotgun approach will work. But it is the rifle sharpshooters, those who get specific in what they want from interview to interview, who get the best results. With some simple planning BEFORE an interview, you, the candidate, will quickly realize the benefit of a targeted third sentence in these pre-planned opening statements, as employers feel you are perfectly suited to do just the job they are interviewing you for.

If you take the time to prepare this way as a candidate, it will be apparent to an interviewer that you are a prepared and serious candidate right at the beginning of the interview when you answer the “Tell me about yourself” question with this memorized, brief marketing statement, which combines a career summary, an exceptional accomplishment, and employer-specific career goal as in this example:

“I am a five-year veteran of LAN/WAN Admin and Systems Engineering with substantial experience using Novell, NT, Cisco, and Lotus Notes/Domino. Recently, as a long-term contract employee at a local regional bank, I learned they were about to install Lotus Notes/Domino and were planning to use outside consultants for the project. I let them know I had done a similar installation at my last assignment, outlined how we could get the job done with in-house staff, and successfully completed the install for $55-65k less than it would have cost with outside consultants. For the next step in my career, I would like to move away from contract work and find myself as a direct employee of a large firm where I could join a substantial IT team and be involved with a group that focused on email and network security applications, while having access to the knowledgebase that would come with a large, diverse IT group.”

Clearly you can understand how the candidate who opens with this type of prepared response to the “Tell me about yourself” question will make a significantly better first impression than a candidate who responds by answering, “What would you like to know?” or worse yet, “Well, as you can obviously see, I am 15-20 pounds overweight.” Plus candidates who prepare in this manner are typically more confident at the interview’s start, make a substantial and positive verbal first impression, give a clear indication of their interest in making a career move, and force the interviewer to get past the icebreaker questions to the parts of the interview that will help both parties begin the process of seriously determining if this is a solid match. As you can see, there is a great deal of bang for your preparation buck.

Clearly these three simple steps — summarizing what your experience is as candidate, sharing an impressive career accomplishment, and then summarizing what would be an ideal next career step for you, one that matches what the employer is looking to hire—are the keys to beginning your interview with a competitive advantage. Candidates who take the time to do this significantly improve their initial verbal impression, get their interview off to a confident and focused beginning, and more often than not get called back for second interviews, or better yet, for offers of employment with employers who are impressed.

Jeff Skrentny, CPC/CTS, ATMS, began his career in the recruiting industry after graduate school in 1987 with one of Chicago's largest recruiting firms. In 1996 Jeff successfully started his own technical search firm, the Jefferson Group. Since 1987 Jeff has placed more than 1,000 Chicagoland professionals. Jeff also does motivational training for numerous recruiting companies & associations, and publishes a free electronic newsletter for recruiters, the JEFFERSON RECRUITERS REPORT™. He attended Marquette University from 1980-86, where he studied English, Economics and Political Science for his BA and English for his MA work. Jeff is a hopeless Cub fan, a marathon runner, and an award-winning speaker with Toastmasters International.

Any questions, problems, feedback, successes or criticisms you’d like to share can be emailed to him at AskJeff@JeffersonInc.com. He will gladly respond as time allows.

Copyright © 2000-2003, Jeff Skrentny & Jefferson Group Consulting