You got called for a job interview and you think it went well. Now you’re being called back for a second interview. It’s a promising next step, but you’re not hired yet. You’ll have to perform well in this second round and it all depends on how you prepare.
The second interview is different from the first interview
In the first interview you probably met via telephone, SKYPE or in person with a recruiter for about 30 minutes. In this second interview, you’ll most likely meet with the hiring manager or several senior managers and you might even meet with some of your potential colleagues. Ask your human resources contact for the roles of the people with whom you will be meeting and ask for their names so you can research them on LinkedIn.
Interviewers are impressed when job candidates have researched both the company and the background of those interviewing them.
Ask them how they define the company culture, how they came to work for the organization and what it takes to be a success
Interview #1: a screening; Interview #2: the “real deal”
Prepare for your second interview by expecting a series of questions to identify your technical skills, how you’d add value and relate your experience to the new position, as well as behavioral or Continue reading
Summer and holidays are a time when most people sit back, relax and do their best not to think about work but, for many, it’s a time to contemplate a new career altogether.
These breaks in your regular routine provide an opportunity to take stock and reflect on your working life and consider taking a big leap to do something different.
As part of that decision, you will need to have a strategy.
For beginners, Avoid these 5 common pitfalls.
- Don’t jump into a new career before some serious reflection
You might be miserable or unfulfilled but make sure you don’t just make the change to escape your current situation. Take the time to complete some self and career assessments as well as researching a “day in the life of” that profession you have interest in pursuing. A good resource is www.Onetonline.org, especially when combined with connecting with someone already in the job so you can ask candid questions.
- Don’t chase what is popular; make sure you see yourself in it for awhile
Research the forecasted workforce needs of your newly discovered interest to make sure you don’t make the change to only discover the job soon becomes obsolete due to technology or lack of Continue reading
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”
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
Emotional Intelligence often is the “final” factor
If you are like most job seekers, when you read “strong people skills” and “strong technical skills” in a job posting, you may tend to gloss over the first to focus on selling your technical talent and experience to the prospective employer. In fact, we often refer to people skills as the “soft” skills and that sounds secondary to anything else we might possess. WRONG!
More and more companies hire for attitude because they have been burned when hiring purely for technical skills and knowledge. What seemed like a dream candidate turned out, occasionally, to be a problem employee who was not successful.
Hired or Not?
Organizations often use behavioral interview questions which are founded on Emotional Intelligence, referred to as the “Other Kind of Smart” like Harvey Deutschendorf and Daniel Goleman. The latter wrote a book, Emotional Intelligence: Why It Can Matter More than IQ which soared to the top of the New York Times bestseller list for a year. Additionally, some companies use Continue reading
Though I look forward to and enjoy networking events, it was not always the case. I remember feeling like a fish out of water or a stranger in a foreign land when attending a job fair or professional networking event and not knowing how to act, what to say and even how to stand.
Networking may not appear to be a natural thing; it can seem contrived and less than authentic. But that doesn’t have to be true. Let’s take a step back and think about WHY we are attending the event, whether it be a career fair or your first meeting at a professional organization.
- Know your audience
- Know your purpose
- Anticipate conversations or questions
Don’t Worry; Everyone Has These Strange Thoughts
Don’t let the Thought Gremlins invade and distract. And they can get to anyone. A client of mine, with an outstanding sense of humor, shared some of the thoughts she had during her recent job search. Continue reading
There’s a lot of talk about finding your life’s passion. Webinars and books abound but everyone has a different path to finding a career passion.
How about you?
Should you pursue your passion?
Do you KNOW your passion?
Are you experiencing the joy of using your strengths daily in your work and knowing the exhilaration that comes from knowing you are doing what you are meant to do?
For those of you who don’t relate, I understand. I didn’t truly discover what I was best at and what my passion was until 5 years ago, some twenty five years into a career that was successful by most peoples’ standards.
Nobody should wait that long.
And that’s why I do what I do as a career coach.
In discovering your best career options and what to do in your next career chapter, you need to answer these questions:
How many others are competing for that job to which you applied?
Though research numbers vary, many workforce planning pundits estimate that there are 300 – 500 applicants for every position filled. The job market is fiercely competitive. You know that. The internet is mostly to blame. It is just too easy to submit resumes in response to job postings on the big job boards. Sadly, many applicants do not meet the job requirements and qualifications spelled out in the job posting but it is just so easy to click that “submit” button. The rule of thumb – meet at least 80% of the qualifications before you apply. That’s step 1. Step 2 is: Stand out!
So what must you do to stand out? If you have visited your local bookstore or amazon.com recently and reviewed the management/leadership section, you may have noticed lots of business titles on “branding”.
Now, make the mental leap of associating yourself as a brand. This may be a new concept for you but, as a job seeker, you will be more successful if adopting a marketing strategy to sell your talents and strengths.
Your job search is about more than skills and experience – it’s brand.
Let’s say you are a territory sales manager and pursuing a promotional position as Regional Vice Continue reading
You or the BMW?
The Employer’s Dilemma: The Ultimate Driving Machine or You?
One of the better career websites,TheLadders.com, recently asked me to offer some job search advice to young professionals and I am delighted to do so; however, I hope the information is relevant to all job seekers, regardless of their level or industry. I have interviewed many job candidates, during my career, and I offer you these suggestions based on that experience. While the selection process seems like a huge mystery, it is quite simple. You, as a job seeker, need to understand the “why’s” behind the interview process and I am also offering you some “how’s” which will give you a competitive advantage. So back to that BMW………………….
Consider the average cost of selecting a new employee:
- entry level professional = slightly used BMW 128
- mid level manager = new BMW 320i
- senior executive = brand new BMW 500 – 700 series
You may be surprised at the high cost of hiring and selection. Studies show that the cost of interviewing, selection and training replacement employees costs between 30% and 80% of the employee’s annual salary.
In my last post, Why only three interview questions count, I explained why the hiring manager’s interview questions are simply designed to answer the following:
- Can you do the job?
- Will you do the job?
- Will we like to work with you?
The first two, designed to identify if job seekers have the education and experience, as well as Continue reading