You better be because most organizations have learned Emotional Intelligence is the key to identifying which candidates will be successful employees – much more than hiring for knowledge, technical or clinical expertise.
Showcasing your Emotional Intelligence will give you a huge competitive edge
There’s nothing new about the concept of emotional intelligence. The term became a part of the standard business lexicon in 1995 when author and psychologist, Daniel Goleman, analyzed jobs and found that 67 percent of the 181 competencies that distinguish the best performers at work are emotional competencies. In fact, when compared to Intelligence Quotient (IQ) and expertise, EI mattered twice as much! This explains why the interview process is longer and more complex.
Companies are using:
- EQi based assessments as part of the screening process
- Internal recruiters often ask a few EQi questions to decide which candidates are passed on to the hiring manager
- Many companies are training their leaders how to assess EQi by asking interview questions such as the following.
These questions have been carefully researched and validated at identifying the most relevant EQi attributes are critical to the specific position.
Marty was adamant that she was not landing a job interview in her field of technology solutions marketing due to her age. When she called, she told me that she expected me to disagree with her but I didn’t. Silence on the other end of the phone followed when I replied, “Marty, I agree it could be a strong factor why you have not heard from one of the 16 companies you contacted or submitted applications to.” “Oh?, she replied. “Tell me more and how you can help.” So I did.
Yes – job seekers over 50 have a tougher time finding work but there is good news.
The Age Advantage
Both recruiters and hiring managers are changing their attitudes towards older job candidates. Many are impressed by decades of experience and they know the benefits of an older employee include:
- better attendance
- company loyalty
- less drama
In addition, they are appreciated for:
- wisdom in decision-making
- enhanced communication skills
- the ability to mentor younger employees
- strong work ethics
I know this to be true based on my corporate experience managing a recruiting team and also weighing in on selection decisions with hiring managers.
However, expect to encounter these perceptions
Unfortunately, there are negative attitudes towards employees over the age of 50 and these include concerns about them being:
- less tech savvy
- less agile
- resistant to change
- less adaptable
- not as innovative
- not able to work well with younger employees
The good news – you can overcome these biases
- On your resume
- Utilize a progressive format – no objective statement
- Communicate in contemporary verbiage and use current keywords
- Reference experience and knowledge of technology
- Showcase achievements with metrics and data
- Do not list experience or education prior to the year 2000
- In your Linked In Profile
- Your photo – is your clothing and hair style contemporary?
- Do all your connections have gray hair?
- Networking with Gen X and Y keeps you current
- Avoid obsolete or dated language, phrases or words
- In the Interview
- Watch your language – avoid “1980s and 1990s speak”
- Use examples from recent experiences
- Don’t say “Back when I ………” or “It used to be…….”
- Cite references to your current personal development
- Refer to process improvements you have made recently at work
- Share a change you championed or examples of your adaptability
- Demonstrate enthusiasm and commitment to work for the long-term
- If asked about hobbies, refer to those involving vitality, health, exercise
Having done all this, you may still encounter recruiters and hiring managers who assume they can’t afford you because you come with a much higher price tag than a younger candidate. That’s the reality; maybe it is true in your case and maybe it is not. Be prepared to state a salary range which is commensurate with the position, your experience and value and what is fair.
Looking for more strategies to land your dream job, your perfect career? Contact me at Patricia@CareerWisdomCoach.com for a free consult. I’ve reviewed thousands of resumes, interviewed and hired hundreds of professionals and I know what it takes to get hired.
Job seekers over 40 and 50 years old are challenged. Ageism exists and finding a new job can be frustrating. You have two battles to fight:
Recruiter and Hiring Manager Perceptions of You
Your own Perception, Confidence and Job Search Strategy
You will probably hear the dreaded word, “overqualified”, from a recruiter or hiring manager at some point in your job search. Often that term really means:
You require a salary so high that the company either cannot afford you or it can find someone else (stay tuned and read below how you can convince them that you are worth your salary) at a lower salary.
- If you are hired at a lower wage than you used to earn, you won’t be as happy and either start looking for another job or not be as committed to the job.
- Based on your experience, and especially if you have held a management position, you will start trying to change things or tell people how to do their jobs.
- You may not get along with the younger employees or your manager if younger than you.
Much of an older job seeker’s perceptions that they are too old or overqualified are self imposed. Continue reading
Most people agree: the key and foundation of an effective job search is a strong resume. But creating one is easier said than done, as most job seekers know from experience, and it takes a lot more than an impressive career history to catch the eye of the hiring manager.
Three strategies to an interview-worthy resume
- Accomplishments – not Duties
Many resumes resemble job descriptions and nothing can be less compelling, less effective in demonstrating your value to potential employers, and downright boring to read. Your resume needs to grab attention and incent the reader to continue reading.
Hiring managers want to see results.
- What improvements have you made to processes
- Have you increased sales or expanded business
- What cost savings have you contributed
- Have you created new programs
If the answers to the above are “yes”, back up that claim with data and metrics. Numbers and Continue reading
Consider these facts: On any given day, almost 500,000 job applicants apply to the Monster job board in hopes that they will be contacted for an interview. Additionally, an average of 250 resumes are received for each corporate job opening. Finding a job posting that seems a perfect match for you isn’t the answer either because the first resume is received within 200 seconds after a position is posted. (Source: http://www.ere.net)
Now that you understand what you are up against, how do you differentiate yourself from your competition?
Demonstrate your credibility.
Showcase your strengths, reputation and value.
#1 – STORIES
Enhance your job search strategy with Stories. But not just any stories; your storyline must be about WHAT you did for WHOM to produce WHAT RESULT. Throw in the obstacles and challenges you faced and you just made it a story people will remember. Why is the obstacle important?
It invokes emotion in your reader
It creates suspense – the listener will want to know the end of the story
#2 – QUOTES
It may sound overly formal or old school; however, when you receive a compliment that speaks to your differention, your BRAND, ask “May I quote you on that?” Of course, s/he will say yes and humbled that you would want to use their statement of endorsement. Continue reading
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
You found a job posting that really intrigued you, customized your resume and cover letter to match up the keywords and hit the submit button. The telephone screen went well and the two interviews too – or so you thought until you were told by the hiring manager that you were OVERQUALIFIED.
Have you ever been blindsided with those words after spending hours and hours applying and interviewing for what you thought could be your perfect match?
Are you “Over Qualified” or is there another reason you weren’t hired?
Newsflash: you may never know the real reason you weren’t hired. Very often, recruiters and employers tell candidates that they found another candidate who was a better fit. Or you might be told that you were not hired because you are overqualified.
What to do? If you are still in the interview and have an opportunity to respond, here are my suggestions:
- Hit the pause button before responding
- Muster up all your strength to avoid a defensive response
- Seek out clarification
This scenario is a perfect occasion to showcase your emotional intelligence.
Self awareness – identify your emotions and thoughts
Managing your emotions – avoid being defensive!
Reading the other person – his/her communication style, body language and other clues to demonstrate the degree of receptiveness to your questions
Influencing the other person – through authenticity, calmness and honesty, seek to clarify the reason for their conclusion and decision 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: