"How Long Does It Take To Make a Decision?"

How Long Does It Take?

The most nerve-wrecking part of the whole interview process for an applicant is the waiting.  I understand.  I've been there too.  I know what it's like to really want the job and the phone doesn't ring and you just wait.  You have no control over the situation.  If only the HR Manager would get to it!  You think, "Just make a decision, will ya?"

The Other Angle...

Yes, it's frustrating for the applicant.  But consider looking at it from another angle.  The HR Manager is one person; who happens to have your resume with 80-100 others.  In addition to interviewing and hiring, that HR Manager also has a full-time HR job to do.  So, cut him/her a little slack. 

My advice to you is this:  Give it about a week and a half.  Then if you've not heard anything back, simply follow up with an email (on the premise you were just "checking in on the status of the opening.")  It's a little too soon to do so if it's only been a week.  But an HR Manager should be able to review resumes and start scheduling initial interviews within a week and a half. 

Be a Little Assertive if You're Still in the Dark!

If you still don't hear anything, you can send a second email, or leave a pleasant voicemail message on the HR Manager's line.  Never lose your cool.  Show that you are professional and patient, but be able to be assertive.  I've had some rare occasions whereby I never received the applicant's resume and we caught it when the applicant inquired about the status.  I've rarely encountered a company that makes a decision on the fly and hires so quickly it would make your head spin.  It SHOULD take a little time, but not generally longer than 2 weeks to schedule interviews! 

Summary: 

Patience is a virtue, but assertiveness kicks patience to the curb when it comes to pursuing a position.  Give the hiring manager a friendly, "Just checking in" if you've not heard anything back after a week and a half.  If nothing else, your persistence may make the hiring manager remember your name (for what it's worth).

Kathleen Lapekas - PHR

Action HR Consulting

"For Personal Attention to Personnel Matters..."

http://www.actionhrconsultant.com/ 

Sir, Yes, Sir! Advice When Transferring from Military to Private Sector

I recently conversed with an old friend regarding employment challenges for recently discharged military personnel.  When it comes to making the transition, some former military applicants may find it a bit challenging being able to find a competitive and challenging position.  It’s certainly not a result of lack of real world experience.  Nothing could be further from the truth.

“So, Kathleen,” you ask, “Why is it tough for me to get a job in the private sector with all of this great training and experience I gained from my time in the service?”

It's All In How You Say It

Here’s my opinion:  I think it’s sometimes a challenge for HR folks, who have not been in the military service, to be able to feasibly understand how your skills and experience can translate to their needs.  So, you have to help them with the translation.

Some tips for you:

• Take some time to communicate your work skills.  Don’t assume that titles easily translate for the average HR person, with no time or exposure to the military.  You have to “dumb it down” for us.

• Focus on the things you have learned from your military tenure.  Things such as:  Responsibility, Tenacity/Perserverence, Ability to follow directions, Teamwork, Decision-making, Planning, Preparation, Leadership.  Any company, in their right mind, should want to snatch you up because you’ve learned these things already in the line of fire, and these qualities cannot be taught!

• Remember that an interview is just as much about chemistry as it is about qualifications.  Do yourself a favor and show how you have personality and drive and initiative.  As an interviewer, I want to see these qualities come through when I meet with you — don’t assume that I will see these things through your record.  The interviewer also wants to see your humility and gratitude for what you have been given by the military experience.  Make sure you shine proudly upon your service, and speak highly of your experiences in the military. 

• When interviewing, spell things out – avoid using abbreviations — to describe your work, your training and your experience.  The military is chocked-full of abbreviations, like many organizations, but you want the HR person to understand what you did.  

• Take a copy of your DD214 with you to your interview.  The HR Manager will likely need it anyways, and it shows you were prepared and able to produce this document right away.  It distiguishes you from your other former military contemporaries who don’t think about offering it.

• When you interview, think of it as you would sitting in your service review board.  Dress professionally, sit up straight, offer good eye contact, but don’t forget to smile, and be engaging. 

Summary: 
As an HR Manager, I want to understand that you know more than how to rebuild an M16 in 30 seconds.  You have to overcome some ignorance on my part, and convey to me that you are the type of ideal employee that I would be a fool to let you out of my “line of sight!”


Kathleen Lapekas – PHR
Action HR Consultant
For Personal Attention to Personnel Matters…
www.actionhrconsultant.com

Interview Question: "So, why are you looking to leave your current job?"

Why Did You Leave?  Why Do You Want To Leave?

When interviewing for a new position, invariably you will be asked why you are looking to leave (or why you left) your previous employers.  This helps the interviewer understand what motivates you, and what drives your decisions. 

• It's Not Just About Money:  Avoid stating your reason for changing jobs was due solely to earning more money.  It's a legitimate reason, but in truth, if you left a job for a .25 cents an hour more, I'm guessing that you'll probably leave MY company as soon as a "bigger and better deal" comes around.  I would be more impressed if you left the company because you found a position with more challenge, more responsibilities and more potential to grow professionally.  

• Never Bad-Mouth A Company:  Also, avoid stating your reason for leaving was because you hated your job.  Again, this may be true, but consider the following story...     

One day, I had an interview with a candidate that really left me scratching my head a bit.  He was applying for a technician position, and came highly qualified.  He had all the requisite skills, experience and credentials.  However, he was probably one of the most miserable people I have EVER interviewed.  In the interview, he was bad-mouthing his current employer to an extreme.  He resented the fact that his company had hired him, and was paying him too much money. 

Now, wearing "golden handcuffs," he realized he couldn't afford to leave this place he had grown to hate so much.  Frustrated, he said to me, now, he wasn't "employable" by other companies (apparently every place he had applied had turned him down).  He reasoned that it was because all of these companies were scared that he would not stay because their pay was lower.  He stated that he felt as if he had "sold his soul to the Devil when he accepted the job there."  

That Little Chip On Your Shoulder

I felt bad for him.  This guy wasn't getting hired not because he was already earning too much...he was not getting hired because of the humongous chip on his shoulder! 

For the record, as a Hiring Manager, I wouldn't bring that sort of behavior into my firm either.  But, to this day, it amazed me.  This bitter young man, with all the potential in the world, had long forgotten where he had come from.  He had lost that sparkle for enjoyment of his work.  He resented the very company that allowed him to provide for his family.  I'm confident his work quality and output reflected this resentment as well. 

The lesson here:  
When you're interviewing for a position, no matter how bad your last employer may have been, you NEVER bad-mouth them.   You wind up only looking like a complete jerk, and no one will want to hire you either. 

What Did You Like Most About Your Last Job?

If the interviewer asks you what you liked about your last job, be prepared to give an answer that speaks positively about the company, such as commenting how you appreciated the company for getting the opportunity to knowledge or skills from there. 

What Did You Like Least About Your Last Job?

If the interviewer asks you what you liked LEAST about your last job, choose wisely what you say....remember, this question is asked to understand what motivates your decisions.  I think answers that suggest that you were under-utilized, and that you were unchallenged are very fair, and would  probably speak to your desire for greater challenge and optimization of your skills/experience. 

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters...

http://www.actionhrconsultant.com/

Confucius Say, "Don't Jump Without A Parachute"

Anyone who's actively looking for work can probably acknowledge that it's much easier to find a job if you have a job.  Why is that?  It seems counter-intuitive that you have to be working, in order for another job to fall into place at the right time.  I have a theory that I'd like to share about that...

Employers Have A Lot To Choose From

Let's acknowledge that the job market is....shall we say....soft.  It's not easy to find a job, especially one that pays what you need it to pay and offers you the flexibility and benefits that you desire.  Employers are struggling with the tight market to remain profitable.  One of the areas they have cut their costs is in labor.  So, as business begins to ramp back up, employers are reluctant still to hire a large workforce again.  They may chose to fill their positions part-time, thus saving on the costs of benefits.  They may chose to fill their positions temporarily -- so that they can weather the storm if it begins to rain again.  They may chose to max out their current team with overloading them with the work previously done by the 5 they had to let go.  I've seen all of these strategies at some point.

If You're Working, You Are "Employable"

But, as an HR Manager, when I have a flood of resumes for a position I'm trying to fill, I've got the opportunity to be selective.  And the ones that rise to the top, generally, are the ones who are qualified and are currently employed (even if they're not doing the same type of work that they are applying for).  Because if you're employed, in the minds of HR-people, then you're EMPLOYABLE.  If you're employed, even if it's a temporary position, it shows that you're still motivated, driven, willing to work and that are a person who can hold and maintain employment.

The sad truth is that the longer a person is unemployed (collecting unemployment) the less and less he/she is likely to be viewed as employable.  I'm not bashing unemployment, or those who have to go on unemployment to temporarily help them in transition.  In this blog, I suppose though, that I'm really trying to reach out to those people who argue that they can make more money collecting unemployment than by taking a lower-paying (or even a minimum-wage) job.  It is scary to think that some people rationalize it that way.  Worse yet, they are actually shooting themselves in the foot, long-term, and will likely wind up having a lower-paying position long-term because they chose unemployment over being employed somewhere.   

Don't Take A Rest...Get Back On The Horse

Unemployment has been extended for 2 years in our state.  So, feasibly, a person who had work skills, experience, drive and motivation, and was caught up in a massive layoff, now can coast for 2 years.  They can sleep in, watch TV, do whatever they want to do, without any restrictions to their schedules.  But, after those 2 years are exhausted, they are not considered desirable employees to hire over those that stayed working.  I suppose there is truth in the phrase, "it's very hard to push a rope."  I find a high number of employers who are extremely reluctant to consider someone who's been out of work for an extended (longer than say 6 months) period of time.  So, time passes, and the chances get slimmer and slimmer. 

Making Lemonade

Typically, preference will be given to those who show that they are driven, and willing to do work (even if they feel it's beneath them for a while).  Funny, but those folks rarely stay down.  Those are the folks that make lemonade (when life's thrown them lemons).  Those are the ones that rise to the top and are quickly snatched up by employers for the better job opportunities.  Those are the folks that quickly seem to get promoted to jobs with greater responsibilities and higher pay.       

The solution:  Get working a soon as you can!  Network with people to stay informed of opportunities out there; work with recruiters whose business is to find people jobs; or go to a temporary staffing company to get working again.  By all means, work on developing your skills, education and such...But try to work while you're doing so.  The busier you are, the better.   

Summary: 

Let me say it once again, it's much easier to find a job when you have a job.  Don't become a statistic.  Don't kick back and collect unemployment.  Get out there and stay employed.  Time flies far too quickly, and the longer you're unemployed, the harder it will be to find a good job.  Those who elect to remain unemployed will be competing for the minimum wage jobs once their unemployment runs out. 

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters...

http://www.actionhrconsultant.com/

Interview Question: "So, Tell Me About Yourself"

Invariably, an interview starts out with the seemingly innocuous question, "So, tell me about yourself."  This is the opening gauntlet question. 

You want to make sure you give the interviewer a powerful response to this, because it somewhat sets the tone for further questions.  This is also, unfortunately, where I find a lot of people trip-wire into revealing information that can be unnecessary and potentially damaging.  Let's unpack this:

"Breaking The Ice"

What the interviewer is looking for is to get you relaxed and talking.  It's based on the premise that you're the subject matter expert in YOU, so it's a technique to get you, as the interviewee, comfortable with opening up and talking.  Far too many times, though, I experience interviewees who are still unprepared for this opening question.  They're not sure what they should talk about.  If this has happened to you, I assure you that you're not alone.

The interviewer wants to have you do a quick (5 minute max) summary of your education, work history, skills, and work-related interests.  This is not the time to talk about your marriage, your kids, where you go to church, your personal interests (like hunting, playing Scrabble, or wine tasting).  All of that is nice, but it really broaches on conversation that shouldn't be included in interviews (primarily because they aren't relevant to the position and therefore, can lead to discrimination).

A Reader's Digest Summary

Be prepared, as you're giving your quick "overview of yourself" that the interviewer may ask questions as you're going through this.  That's great!  The interviewer may want to understand, for example, why you chose, after you finished high school, to go on to college to get your Associate's degree or your Bachelor's degree.  Or, he may want to know what drove your decision to leave a particular company for the next job opportunity.

This is a time to be brief, but give the interviewer what I call a "Reader's Digest" version of your background, skills and experience.  A quick example:

"I earned my Associate's Degree in business from XYZ University and started my career with EFG Company as a Customer Service Representative.  After 2 years there, they promoted me to Customer Service Manager, where I oversaw 4 direct employees and handled company quality complaints.  I spent a total of 5 years at EFG, and then was recruited to take an opportunity with ABC company as a Business Development Manager, developing my background in sales and marketing for outside sales for ABC.  I was caught up in a massive layoff after 4 years there, and I'm currently seeking this opportunity to apply my experience in customer service and business development for your firm." 

Give 'Em an Outline

Notice, in this example, I didn't go into too much depth, but skimmed the surface about education, work history and reason for talking with the interviewer today.  This "sets the stage" for the interviewer to go back and delve into more details (if he wants).  Or, hopefully, it may have succinctly answered his initial question of why you left your former employers and now the interviewer wants to go through some behavior-based questions (check out my previous blog on Behavior-Based Questions). 

Summary:  Tell the interviewer about your education, your work history, your particular skills and why you're looking to work for his company.  Avoid taking the conversation into the weeds by talking about your golf game and such.

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

How to Handle the "Strengths and Weaknesses" Question...

Deer In The Headlights?

The one question that usually bothers most people when being interviewed is, "What are your strengths and weaknesses?"  Although I've chosen to strike this one from my professional repertoire of interview questions, I understand that this is still commonly asked.  So, let's unpack what's going on with this question.  The truth is, that we all have strengths and we all have weaknesses.  So, don't go in unprepared and have a blank look on your face as you answer, "I can't think of any." 

Come Prepared

Let's go on the assumption that when an interviewer asks this question, it may be in order to have the candidate consider what he may feel he can bring to the table, and what areas he has been told may need some work.  Cite an example (just one) to support your answers on both the strengths / weaknesses.

Strengths: 

The best advice I can give you is to pick one worthy strength that may be poignant for the position.  Some examples may be:

• "I have been told that I exercise extreme attention to detail.  I don't tolerate poor workmanship.  An example of this would be...."
• "I am a stickler for hitting my targets.  Even if I have to work later that expected, I won't let my team down by not pulling through.  An example that comes to mind is when....."
• "I am passionate about the work that I do.  It's because I realize how much I'm affecting others with the type of work we do at XYZ company.  Just the other day, when a customer came in, I showed this passion when I...."
• One last note:  Avoid using the "I'm a perfectionist" as a strength.  For two reasons: 
• It's waaaayyyyy over-used.  
• And perfectionists are generally prone to procrastination....the perfection they seek overwhelms them to the point that they can't ever finish a project until it's absolutely perfect, and they can never get it good enough, so they put it off....

Weakness:  

I generally advise people on this to be very careful not to shoot themselves in the foot.  Be honest, but don't hurt yourself by giving your worst weakness.  The interviewer didn't ask about your worst weakness -- He asked what is a weakness of your's.  Go with one that will not be a deal-breaker. 

Some examples may be:

• "I find that I tend to get frustrated when other people drop the ball.  An example of this...."
• "I sometimes over-communicate when it's not necessary.  I have a tendency to be very thorough, and I want to make sure people are clear with expectations, but sometimes, I can get too detailed.  For example..."
• "Sometimes, when I'm in the middle of a project, I'm working 10 steps ahead of everyone else.  I'm sometimes obsessed when it comes to planning and thinking through all the contingencies or possibilities, and I sometimes find myself working ahead of the group.  An example that comes to mind is...."  

Always Have a Solution:

 I would also strongly advise you include how you've overcome or "mitigated" that weakness you've identified (if you have).  Let me give you an example that I learned about myself. 

I'm from a small mid-western, sleepy town (population 4000) in Michigan.  As a mid-western kid, I was raised fairly sheltered, and was raised basically trusting that people I meet along the way are fairly forthright, honest and truthful.  Side note:  Honesty and truthfulness are not the same, although they're commonly used synonymously.  Honesty is not stealing.  Truthfulness is telling the truth.   

So, as an HR Manager, when I interview people, I basically take what people tell me as forthright, honest and truthful.  That's how I was raised, and you won't be able to change that in me.  But, it's a little bit of a liability (or perhaps a better word is, a "blindspot") that I have when I'm interviewing people.

I'm not gullible, but I generally will give a person the benefit of the doubt when they tell me something.  If they prove me wrong, and had actually lied to me, I'm usually forgiving, but extremely slow to trust them again. 

Recognizing this "weakness" that I take people at face-value most of the time, I've found that I've best overcome this by having other people involved in the interview process.  It gives me other people with which I can bounce off feedback and calibrate the "read" on a person.  That's been my solution to ensuring that I won't mis-read a candidate.  I get by with a little help from my friends....

Summary:  Be truthful, but be smart about your answers.  Give strengths that may be used as a benefit to the company.  Give weaknesses that don't hurt you, but you can show how you've been able to overcome them.  Cite examples of both. 

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

Handling the Face-to-Face Interview

Congratulations!  You've made it through the gauntlet so far.  You're now invited to come in for a face-to-face interview! 

This is the moment you should look forward to! 

You get the chance to meet your future team.  Naturally, you're nervous, but not scared because you think, "I'll just be me, and if they don't like me, then it's their loss."  Good thinking.  But you also think, "I really hope that they DO like me."

Interviews are a part of the process that we all wish we could skip.  But, I'll give you a little inside scoop on how to muscle your way through an interview.

"Over-Preparation" is essential! 

• In preparing for an interview (as the applicant) I would always sit down and prepare a list of all sorts of questions that the hardest interviewer would ask (of course, I have the advantage of reasonably predicting what sorts of questions will be asked because I know what ones I would ask!) 
• Then I'd map out my answers to each of the questions (including those dreadful, "What are your strengths and weaknesses?" questions...) 
• And then, of course, I would come up with specific examples that support my answers. 

This, by the way, is an excellent technique, because it allows you to already have the answers, and you're not completely talking off the cuff (and rambling on and on unnecessarily).  You're prepared!

The Hot Seat

As an applicant, when you're sitting down in the "hot seat" across the desk, you're stomach has butterflies swarming around in there.  Try to realize that the interviewer is just trying to get a chance to "read" you to see if he likes you and feels comfortable with you. 

EVERYTHING COUNTS! 

EVERYTHING COMMUNICATES SOMETHING... 

• Be yourself -- a professional-version of yourself.  Smile - I've covered this before, but because it's so important, it needs to be mentioned again. 

Ask For Clarification

• If you don't understand the question, or what the interviewer is really asking, then ask for clarification.  Nothing is worse than spending precious time answering a question that was never asked, and not answering the question that was asked.  Plus, (bonus points) the interviewer will realize that you are attentive to the details, and (as a good communicator) you check for understanding before proceeding.

Answer The Question - Then Stop

• Answer the question succinctly and then stop.  Don't ramble on.  Even if the interviewer is taking notes, let a breath out and stop yourself from talking and talking and talking.  Note:  If the interviewer has to interrupt you to move on to the next question, then take the hint and be more succinct on the next question.

Don't Bring Your Portfolio

• Unless you're applying for an artist-type position, don't bring your portfolio of past work in with you on an interview.  I know this sounds strange, and perhaps counter-intuitive...But, I've seen this happen too many times where someone will bring in a binder with all of their certificates, drawings/schematics, pictures of their works, etc.  To tell the truth, the interviewer is not really interested in seeing these things.  You've already proven you're qualified (afterall, you navigated through the resume screening and the phone interview!)  This is a personality/chemistry fit now.  Don't be fooled into thinking it's entirely about your credentials -- although it is the platform by which you and the Company talk in an interview, it's REALLY about assessing how comfortably you would fit in with the team.   

Have Questions to Ask

• Ask questions.  Remember, this is just as much your interview as it is their's.  You are also interviewing them for a good fit to you and your needs.  You want to know that these are the type of people you want to work with and spend time with.  So, ask good, thoughtful questions that show the interviewer that you truly want to understand what's expected and how to be successful at this company.  Also, it may be (depending on the climate) appropriate to talk about wages (hopefully it's initiated by the interviewer); certainly it should be acceptable at this point, however, to inquire about benefits, work schedules, overtime requirements, timing for filling the position, etc.  

Ask About Next Steps...

• Last step, thank the interviewer for the opportunity to interview with the Company.  Inquire how soon will the decision be made, and what are the next steps (if they were interested in moving forward with you).  This helps to manage your expectations, and shows that you are interested.  Follow-up with a thank you email or a handwritten thankyou note to everyone with whom you met. 

Kathleen Lapekas - PHR
Action HR Consultant
For Personal Attention to Personnel Matters....
http://www.actionhrconsultant.com/