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
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