Shawn was a stubborn client. Though successfully employed as a Sales Manager of a highly recognized Fortune 500 biomedical company, he was eager to be promoted to a Regional Sales Manager and expand his territory as well as his influence and compensation. When we first talked about how I worked with career coach clients, I explained that I could help him stand out in the job search against his competition – potentially hundreds of other candidates who had similar backgrounds as he. Shawn was quick to tell me about his many successes in gaining and retaining new businesses and how well liked and respected he was by customers, colleagues and his manager. But he struggled with the HOW and WHY of his career success on his resume.
A few job seekers can explain how they overcame obstacles, in the work setting, to contribute greatly to the company for which they work. But most can’t really put their finger on why they think they are qualified for a promotion, internally or externally.
“SHOW employers your value – don’t just TELL them”
Most professional job seekers are savvy enough to know that over 90% of recruiters use LinkedIn to source for top talent. And most hiring managers complete their due diligence by Googling job candidates to research additional information. So no problem, right, because you have a profile and it mirrors your resume. Well, not so fast. Just HAVING a LinkedIn profile isn’t enough; it has to be optimized, have the keywords that the recruiter is searching for, showcase your achievements prominently and much more.
Unfortunately, most LinkedIn profiles do not pass the test and, as a result, actually turn off a recruiter or hiring manager and COST otherwise qualified candidates a job interview and job offer.
That is exactly why I quit my Fortune 200 company corporate HR and Talent Management position and started a career coaching practice; I talked to too many professionals who did not communicate their value in an effective, much less a compelling way, on their resumes, networking pitches, or in the interview. They may well have been more qualified than the final candidate, who ultimately was hired, but they just did not market them effectively and strategically. Continue reading
Most job seekers know that the resume format and job search process have changed dramatically over the last few years. To land your ideal career in 2017, you need to know and apply the following in order to attract recruiters and influence hiring managers to determine that you are the most qualified candidate.
This isn’t your Parents’ Resume………………
Savvy job hunters know that an Objective statement is so last century. It not only is dated but may harm your search because the focus of objectives are on you and employers want to hear what you can do for them. Summary statements, similar to the elevator pitch, is a tweet-like reader’s digest version of your resume to describe your expertise and showcase your strongest accomplishments. It is like the book jacket description to entice the reader to continue to read the remainder of your resume. If Continue reading
The Most Qualified Candidate is Hired
That is what you would expect, right? Shouldn’t the candidate with the most relevant education and experience be hired? In a perfect world – yes; however, many candidates do not convey their value in the job search process. That’s exactly what I help people to do in my career coaching practice.
- Do you know and communicate your strengths?
- Does your resume and linked in profile convey your most significant achievements?
- Are you able to provide examples to hiring managers of how you can transfer your past experience and knowledge to their organization?
- How well do you respond to the behavioral interview questions?
- Are you ready for the emotional intelligence-based interview questions?
Even If Not Hired, You Will Be Told Why Not
If you have been in the job market during the past few years, you have not been contacted unless chosen for the interview and or position. If you are not considered qualified, it is likely you will hear nothing from the organization. Even if you go through the multi-stepped interview process, possibly take time off from a current job, incurred the cost of childcare in order to interview, and complete background questionnaires, you may not hear anything unless chosen for the job. And it is even more likely that you will not hear anything from the recruiter or hiring manager about why you were not selected. Continue reading
People often ask me “What do employers look for? What does it take to get hired?” As you know, there have been hundreds of books and thousands of articles written on this topic but I offer you this information based on my 25 years’ experience as a corporate talent management leader for Fortune companies, and for the past 5 years as an executive career coach. I have had vast experience in hiring talent at all levels, including leadership and the C-suite.
What Employers Seek in Top Talent Selection
Most positions, and especially, ones in leadership, require professionals who possess a high acumen in the following 3 areas and, though they may sound like common sense, are not easy to master. In fact, it has been my experience that it is very difficult to find a management or executive candidate who possesses all three of them:
No; I am not talking about having inappropriate postings on FaceBook. Everyone is wise to cleaning up or managing visibility of social media postings which could jeopardize your job search.
Your Online Footprint – Build it and they will come
I am talking about simply NOT having an online presence that is relevant and conducive to your career. Here is the classic example. When I am talking to a potential client, I ask about their LinkedIn profile and usually hear, “Yeah; I have a profile but don’t do much with it.” That is exactly the problem. It is not sufficient to simply have your profile posted, even if LinkedIn gives you an “All Star” status.
The Profile is just the beginning, folks.
Most people incorrectly remember Kevin Costner’s famous line as, “If we build it they will come”. In the movie, Field of Dreams, he plays an Iowa corn farmer who hears a voice telling him: “If you build it, he will come.” He interprets this as Continue reading
Whether you haven’t interviewed for a job in a decade or if you interviewed just last week, you may not know the “whys” of interview questions and the selection process most organizations use to hire the best talent.
In a previous post, I shared a little known fact (I don’t believe in keeping secrets) based on my 25 years in Talent Management for top Fortune 200 companies. There are truly only three questions to a typical interview though they may take the form of many and be asked in different ways.
Now I turn your attention to 5 common questions that are asked and are critical to you being seen as a viable contender for the position to which you applied. At this point, your resume has been screened by computer “eyes” as well as a human recruiter. You may have been through a telephone interview, simulation test, behavioral assessment and panel interview. Now you sit across from the person who you hope will be your next manager and you have this one (and only) opportunity to answer these Continue reading
Are you ready to take your career to the next level – manager, director or even the C-suite? If so, you must prove that you are the most compelling candidate and stand out as the clear choice. How?
- Speak to your past accomplishments
- Translate your achievements to fit the needs of the organization
- Be prepared with your vision and strategy
The leadership interview experience is far different from what you have had in the past.
And you thought your prior job interviews were grueling…………
What’s critical for your success?
- Deep knowledge of the industry
- Business acumen
- Analytical skills
- Emotional Intelligence
Beyond these, though, a leader candidate is expected to demonstrate the following:
- Executive Branding
- What are your strengths?
- What are your values?
- What do you do better than anyone else?
- What differentiates you?
- The interview process is longer and more complex
- Day long interview agendas are typical and include interviewing with individuals, panels and over lunch and/or dinner
- Your leadership may be “tested” with problem solving exercises, simulations and case studies – especially if chosen as a finalist
- Be proactive and share your 30-60-90 day plan even if not asked
- Present what you would do the first 30 days, 60 days and 90 days
- This requires a deep understanding of the prospective organization, its challenges and its competition
- Your plan reveals your priorities and your forecast of success milestones
- Research, research, research is essential to be able to answer the interview questions
- The questions you ask will reveal your preparation for the interview as well as your knowledge, creativity and grasp of the position’s role in the organization
Other expectations as you progress up the career ladder:
- Impressive on-line foot print
- What does your Google search look like?
- Do you have leadership presence on LinkedIn?
- Linked in connections – who do you know and who knows you?
- Thought leadership
- Have you shared knowledge and best practices with colleagues in your field or industry?
- Linkedin group discussions
- Linkedin updates
- Are you discoverable in other online searches?
- Organizations and affiliations
- Awards and honors recognizing your contributions
- Emotional Intelligence is often the deciding factor when you face stiff competition and most of the candidates have similar work experience to yours. Employers interview and hire for individuals who are:
- Agile and adaptive to change
- Stress tolerant
Job seekers competing for leadership positions must know and be prepared for a long and arduous process, convey an executive presence and succeed at proving that they are worthy of being selected.
Interested in reading more about job search and career success, career branding, resumes and linked in profiles that get you noticed, and acing interviews? Check out more than 60 articles on http://www.CareerWisdomCoach.com or contact Patricia@CareerWisdomCoach.com
And it is possible to find yours. Meet the Career Match Maker.
Cindy came to me, a burned out high school teacher of honors English students. First a lawyer, then teacher for 12 years, Cindy was practically in tears describing her frustration at still not finding a career that was just right for her. I reassured she was not alone and suggested the Myers Briggs Assessment as a starting point for me to help her with her Career Exploration. Using other career assessments, she identified her key career strengths and interests as well as her preferences. That was almost a year ago. Now, she is a communications specialist working for a large financial services company and is so happy because, as she says, “I am doing what I love to do, in an environment that is just right for me: learning new things, researching and I have just the right amount of people contact – not much.” I heard her giggle as she emphasized the last two words.
Then there is Rafael, who moved to the U.S. from Central America, where he worked as a financial analyst for his family business. When we first talked, he told me he needed help with his resume and linked in profile in order to find a job doing what he loves most – talking to people all day to help them solve problems. Rafael is now a successful real estate account broker for an upscale boutique realtor.
Both Cindy and Rafael’s career changes were made possible, in part, by one of the most popular personality assessments in the world: Myers Briggs or MBTI for short.
Even though the Myers Briggs assessment was not designed exclusively as a Career assessment, is it no surprise that if 1.5 million people take the Myers Briggs assessment each year, and many