Turn Up Your Listening Skills During the Job Interview

It's In The Ears

If you thought interviewing was only about answering questions, you've been missing the point. You've also been missing an opportunity to gather valuable information. Listening is one of the skills most underutilized by candidates. Most people go into the interview thinking and worrying about how they will answer the questions, and they forget that they are there to find out about the job and the company. They forget to listen, observe and read between the lines.

Ready to Answer Questions

The first candidate, Reena sat answering questions and waiting for her turn. When asked, "Do you have any questions?" she was ready and took out her list of questions.

Sounds like she did everything perfectly. Right? Not quite. She forgot one thing, and that was to listen. If she had been listening, she would have heard the emphasis placed on retention. There were at least three questions asked about her plans for the future; how long she planned to stay with the company; why she had only stayed with her last company two years. If she had been listening, she might have been struck by the focus of these questions.

"I've heard some concerns about retention in the questions you've asked me. Could you tell me the turnover rate for this department/company?"

If she had asked that question she might have found out the turnover rate was quite high. In fact, that was a big problem for the company. If she had been listening, her next question should have been, "Is there a specific reason employees leave?" She may, or may not, have a gotten a forthright answer, but she would have been able to make her own judgment, and observe the interviewer for signs of discomfort with the question. Observing is another way of "listening" or taking in information.

Turn up your Intuitive

Another candidate, Jerry, listened when he interviewed, and picked up the thread of questions pertaining to stress and long hours.

He asked, "On a scale of one to ten, with ten being high, how would you rate the stress and pressure levels in this department?" And then, "Is this the norm, or a seasonal level workload?"

He had already worked in a "sweat shop" where he was expected to work 60 plus hours a week. He isn't about to walk into that situation again. He noticed the two interviewers look at each other when he asked this question, and they agreed it was a six. Jerry figured that must mean an eight or ten, and continued to ask more questions about the subject. He listened carefully - reading between the lines. He gathered information he wouldn't have gotten had he not been on their wave-length - tuned in and listening. He now had enough information to make a decision as to whether he wanted to work for this company, in this department.

Rewards of Listening

When all you can think of is the answers that you will be giving, you miss a premium opportunity to garner information about the situation you are about to enter, if you take the job. The bonus of listening is that you impress the interviewer by the fact that you have heard what was said, and sometimes what was not said. The best questions you can ask come as a result of listening. Turn up your listening and intuitive skills. Read between the lines! You'll be surprised at what you hear.

Copyright (c) 2007 Carole Martin, The Interview Coach

Carole Martin is a celebrated author, trainer, and mentor. Carole can give you interviewing tips like no one else can. Try her practice interview and pick up a copy of her FREE 9-part "Interview Success Tips" report by visiting Carole on the web at The Interview Coach

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Internet Presence and Resume Writing - Skills and Strategy to Help Your Job Search

Your resume writing ability and your personal Internet presence are critical to reducing the amount of time it takes to land a career opportunity. Some say it takes on average 1-month for every $10,000 of annual income you earn to find your next job when you are out of work. I'm not so sure I agree with the correlation, but I do agree that as you move up the corporate food chain it can take longer to land that next assignment. For some executives it can take longer than they can financially stand to wait.

What's worse is to a certain degree hiring is also somewhat seasonal. It probably won't shock anyone to learn summer is typically the slowest hiring season of the year. This can be extremely tough on a job seeker's moral - especially if they aren't aware of the seasonality associated with hiring. If you aren't landing that next opportunity during the summer months, it doesn't necessarily have anything to do with your employability.

A better question is: How can I shorten the time it takes to find a job?

Do you find yourself (or know someone) in a situation where you need or want to conduct a proactive job search campaign?

Regardless of your reasons, need, or desire to engage in a proactive job search, conducting a proactive job search can be one of the most frustrating challenges for anyone at any level and at any point in their career. Why? Because the outcome is often a function of timing, and has nothing to do with how marketable you are. That said, increasing your marketability and exposure to opportunity only improves your ability to capitalize on being in the right place at the right time to take that next step in your career.

With the right strategy and approach not only can your increase your exposure to more opportunity, you can also increase your exposure to better opportunities.

It isn't complicated, but it can be a lot of hard work and it's critical you have access to the right tools to get the job done.

The first thing to realize when embarking on a proactive job search campaign is that it all starts with your resume writing skills if you are going outside of your immediate "friends & family" business contact network.

Most executives fall into the trap of trivializing the importance of having the best possible resume by saying, "I communicate my value and the substance of my career best in an interview."

If your resume isn't -pin sharp- in its ability to concisely articulate your unique differentiated career value proposition by quantifying the scope and scale of responsibility you've held and the business impact your efforts have produced in a -measurable- way for each position you've held in your career, you are dead before you even start. You will simply get lost in the pile of resumes that end up in electronic or physical recycle bins without a second thought - let alone without an interview.

You really need to understand the quality, content and format of your resume (especially for an executive) is a strong reflection of your capabilities and focus.

Executives are given a -measurable- scope and scale of responsibility, and they are paid to produce -measurable- business impact. Nobody is paid to simply produce effort.

It is amazing how many executive resumes fail to articulate this -measurable- information. Most resumes contain nothing more than unquantified statements of effort that beg the question: "That's nice, so what did that effort produce in the form of any -measurable- business impact?"

Don't fall into the trap of poor resume writing that fails to articulate your -measurable- scope and scale of responsibility, and the -measurable- business impact you've driven in your resume.

Also give serious thought to abandoning the traditional 1-2 page resume format. Constraining yourself to a traditional 1-2 page resume format is the equivalent of committing job search suicide. Instead, focus on devoting enough physical space to adequately differentiate your career. Why? Because if you try to jam your career value proposition into a 1-2 page resume, you risk being lost in a sea of 1-2 page vanilla resumes.

Some may think this is heresy, but it is simply common sense.

If you are trying to differentiate yourself, it probably isn't a good idea to have a resume that looks like everybody else's.

Want to see how -everybody- else looks? Just look at the -AFTER- "Samples" that e-Resume (examples), Career-Resumes (examples), and even Monster's Resume Center (examples) touts as massively differentiating "Stellar" resumes to see how -EVERYBODY- looks when they constrain themselves to this 1-2 page criteria.

If your goal is to conform and look like EVERYBODY else - and as a result - compete head-to-head in today's job market, then by all means follow their advice. If you want to change the game in your favor and get interviews that others with the same vanilla resumes won't - then don't follow their advice. Simply ask yourself if you want to work for someone that believes the length of someone's resume is a valid hiring criterion, and make your own decision.

Be very careful in reacting to feedback that "Your resume is too long." Why? Because the -only- person you should listen to that comments on the length of your resume is someone that can actually benefit by hiring you. Any other feedback is coming from someone that does not need to hire you, and as such can't benefit from the information that is actually in your resume (i.e., the feedback is totally out of context).

Don't put your success in the hands of a "professional resume writer". Why? Just ask yourself, who knows better what the value of your career accomplishments are - you or someone else that hasn't even come close to having a career like yours? Would you leave the execution of your career responsibilities up to your secretary? Of course not. Then why would you consider depending on someone else's resume writing skills by letting someone else represent/articulate your career accomplishments and value proposition by letting them write your resume?

Resume Advice - If you're not landing a job in a timely manner it is for one of two reasons:

1. Your career isn't a strong fit for the roles you are exposed to.

2. Your resume isn't a strong fit for the roles you are exposed to.

Are you willing to bet it's because your career isn't a strong fit? Are you willing to bet your resume couldn't be improved?

The only thing standing between you and being able to write a -pin sharp- resume that differentiates your career value proposition - is having access to the right tools.

Where can you identify the tools and techniques?

I wrote an article about 3 years ago called: Conducting a Job Search Campaign That's a pretty good place to start. It discusses many things a job seeker can do to increase their coverage and exposure to possible employment opportunities.

Conducting a Job Search Campaign provides job search advice on topics such as resume writing, how to approach recruiters, to how to build a personal Internet presence so someone can actually find you in Google and much more.

After you're written the best possible resume, then the challenge shifts to your personal Internet presence. In other words, can you be found when someone does a search on your name in Google? Do you have an Internet presence? Execunet surveyed their executive recruiters and found 63% of them Google a candidate before reaching out to them and half make a determination whether or not to reach out to a candidate based on what they do or don't find. The easiest way to create an Internet presence is to join an on-line networking platform that gives you not only the ability to build a profile, but to also create other content such as blogs and articles. A networking site with high traffic combined with constantly changing content will rank high in search engines typically. LinkedIn his a site with high traffic, but all of the content is static. Ecademy is a site with reasonably high traffic, but most of the content is contently changing as a result of all of the blogging and article traffic that the members post. As such, a member profile on Ecademy will typically rank much higher than a corresponding member profile on LinkedIn when doing a search on the member's name in Google.

Essentially, any content you create on an on-line networking site that combines reasonable traffic and more importantly contantly changing content will create a kind of preferential ranking scenario in search engines that you can use to your advantage to build a personal Internet presence.

By leveraging a "search engine" friendly networking platform you can quickly create a visible Internet presence. Combine this with other blogging and article publishing activity and your ready to be found by a recruiter.

So take control of the outcome by getting proactive with your job search.

Happy Networking.

Ron Bates is an expert in mission critical retained executive search. He is a Managing Principal with the retained executive search firm Executive Advantage Group, Inc. He has delivered personal executive coaching projects to former SAP, E&Y, Oracle, and WorldCom Exec's responsible for multi-billion dollar business units, and co-founded http://www.CV-Advantage.com, a self guided job search oriented executive coaching process.

With +27,000 direct contacts on on-line professional networking platforms, Ron has been referred to as "the most connected man on Earth". View Ron’s networking profile on Ecademy.

As a recognized expert in building an on-line personal Internet presence, Ron has been an invited speaker at venues such as the Marketing Executive Networking Group, British America Business Council, Expert Connections, and is a regular guest on Netshare’s “Ask the Coach”.

Ron's blog: Internet Presence – Do you exist? can be found at http://www.search-advantage.com

For more information on Conducting a Job Search Campaign go to http://www.job-search-campaign.com

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Online Typing Jobs - Make the most of your computer skills

If you are still unemployed and have computer skills, these articles give a good news and good news is that computer skills can be used with the help of, because you can do for you online entry job, the better jobs. In this way, the type of work online is very easy for you, such as computer skills to do this job, which is required for. Internet access is also necessary because these jobs are onlinethe connection can be made online via the Internet.

Online writing work, most students preferred by women and the family, because its always easy to do at home these jobs with the help of friends or family, if and when necessary. Since many of the women of the families and students seeking employment obtain this type of internet, it seems that the best way to use your free time. The most interesting thing is that only the necessary investmentsIn these jobs on-line is just a computer or laptop with Internet connections (most people).

There are several types of home typing jobs online how to write an article, job data entry, coding and disposition of the people the ads based on customer needs, which are preferred.

Good typing speed and ability to generate the necessary data are just some of the key factors that make it to harvest the fruit. It 'great whenThey have knowledge of different languages, with good typing speed can easily choose job of typing. It 's the best way to get the best of your ability. In this way, these works are productive for you in every way.

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Interviewing Skills Every Manager Should Have

Introduction:

Whether it can be a big part of your work or unique to a task, interviewing candidates to fill positions very complex, requiring time-consuming process, careful consideration and planning. This section will help you to device a strategy to eliminate many of the problems involved in the survey, so that you gain the best candidate every time. Clear information will help you to take effective action at each stage of the process to form the original definition ofprofessional requirements, the decision about how to recruit in order to implement the various interviews. Common Sense Advisory helps you assess the suitability of a candidate and to implement a follow-up procedures. This section contains brief advice on further important information at a glance.

A Self-Assessment exercise, you can chart your progress and evaluate every conversation you think is available on request. Please contact us if you want it yourselfAssessment.

This month we will: discuss

1) Preparing for an interview

The sub-theme that we will cover in this section:

A) defining the objectives

Preparing for an interview

A job interview rarely lasts longer than an hour, but effects could take years. To identify the most suitable candidates for a job, prepared long in advance.

1) Setting targets

An interview is a formal method ofthe exchange of information between people. The interviewer must be clear about the purpose of exchange, to ensure that the time is used, and to give information that is relevant and instructive.

A) defining the purpose

The recruitment of new employees is one of the most important tasks of a manager wants to take over. Meeting face to face candidate offers the best opportunity to gather information about their qualifications and experience, and finally to match the right personthe job and for the organization.

In preparation for the interview, remember that your purpose is to evaluate not only the candidate but also to accurately describe the job to assess whether it is right for them, can. In addition, you will need for your company in the best possible light to raise good quality candidates represented.

Note:

Rate each vacancy prior to the call for interview

Search for new blood as "one of theus "

Imagine the ideal candidate for a free spot.

B) Evaluation of a vacancy

Before an employer can set out to find a suitable candidate for a job, it is important that it requires to create the skills and experience to work. Start with the reference to the existing job description. Consider whether the work has changed over time, with the introduction of new technologies, for example. Is now require different skills? Ask questionsto decide on the recent workers if there is something new, the task can be bought. Should they suited the job best? Is a similar mixture of skills in a new staff needed?

Note:

Review all job descriptions for your team, if a vacancy arises.

C) Assessment of Job Relationships

An interviewer has to assess, relate like a job, the roles of other employees. Where does it fit into the organizational hierarchy, and what the role of the new work within the existing teams or departments? To whom will the new staff report, and who will notify the new staff?

Note that there is usually room for some flexibility within an organization. Consider, for example, whether a new technology would allow a junior than previously appointed, in order to take the responsibility of a job.

Information Collection

Discuss the requirements for a> Working with the current job-holders and those who work in the same team or department. This may require a redistribution of responsibilities between all roles and a review of skills in a new employee.

Interviewers are provided with valuable information about the work of all those who work closely with the job holder.

D) Rating a role

A new job offers you an opportunity to consider looking closely at a job, their role withinof the company. Set aside time to certain changes that are made in order to improve the value-added jobs for the organization identified.

Start with the objectives of the company. Were there any shift in their goals, and has the task adapted to meet them? Ask other departments, which were their expectations of the job and whether they are satisfied.

Consider the assumptions you have need of the knowledge and skills that you think the job. Can you imagineTake advantage of new knowledge and skills in the company through the new appointment? You also need to think about the communicative skills that are needed to work effectively are: have closer relationships with customers or other departments?

A role redefined

This case study deals with the manner in which has the role of the librarian is affected by information technology. Although the role has been competently carried out by the former owner of a new job candidate shows with updated skills such as the scope of the contract may be extended for the benefit of the organization be improved.

If you would like a case for this material as you subscribe by clicking on the Contact Us link on the menu.

Examining the conditions for

When a job becomes vacant, consider whether you need to fill the job in the same way. If any part of the task is no longer necessary to change due to the structure to examine, for example, a part-time substitute appointment. Use a> Job-sharing system requires work in the role of other skills or retain an employee who wants to part-time. When work occurs only at times, take care, use freelancers or contract workers. Look at your finances: you can expensive of two junior employees, or vice versa replaced?

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Job Skills - Going for a Job

Working culture has seen a big change. The way people to work and the way people work these days have a big difference. There is more work and less time with the people of nothing else than you think. In the race to earn money and be completed in the life, people barely aware of her life. But for those who are just starting their careers, the pressure at work has no meaning. If you are a fresher, or if you are experienced, but in the pursuit of a> Work, then you could always in the details of the job skills that most companies are looking interesting. Job skills are the skills, put it during the search for a job. There are certain areas and areas is divided into any organization.

If you then settled into a good organization, you have the right to be informed about the conditions that seek the most multinational companies must have. The job skills are the set of skills, in which aPerson is comfortable and mastery. Job skills can be developed, however. It is not necessary that all of us have the right job skills. Most of us do not even think about the professional skills if we are chasing the jobs. With the help of a professional coaching, we can learn the job skills that are required to. A good overview of the market is very important for a job. There are a number of people who are searching for the job, but they do not comeSuccess because of lack of skill in the right place.

With the help of professional advice you can depend on the various well-known areas where the companies are looking for people. If your professional skills meet the requirements of an enterprise only then can you be hired.

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