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If you want to find work soon, pay careful attention to your words.    Your behavior can swiftly sway the interview the wrong way.

1) I don’t want to move.

What you should say:

Although I would prefer to stay in (Dallas), I’d like to hear more about the job.

2) I don’t want to drive that far.

What you should say:

I’d really like to work for your company, but the distance might be a problem.  Let’s see what develops.

If the job is fantastic, you might be able to work from home when they see your work ethics and productivity.  Do not ask to work remote until you know whether the opportunity excites you, as you might be able negotiate flex time during less traffic or work remote several days a week.  Why mention this at all until you discern whether this is your dream job?

3) I can’t start for another six months.

What you should say:

I’m on a project which I truly enjoy, but it won’t end for six months.  Please tell me more about your opening as it would be difficult to leave in the middle of this commitment.

Sometimes loyalty interferes with good judgment.  Is your company stable?  Companies base their layoffs on business situations, not personalities.  If the opportunity tantalizes you, take the time to explore it.  You’ll learn about the company and its culture in the process.  Companies ordinarily won’t wait more than six weeks for any candidate, unless they are looking for a new grad in the next semester.

4)  I’m not sure I have the background for this job.

What you should say:

Let’s talk more about the job requirements and duties before we move forward.

Don’t squelch the opportunity before you hear the details.  Time is money.  Take adequate time to explore the requirements.  Perhaps another job opening in the company would fit you better.  Or maybe they see your potential better than you do!

5)  I never share my last/current salary on the first contact.

Many, many recruiters will move quickly to the next candidate, if you won’t share your salary.   Not sharing your salary is irresponsible.  Outplacement consultants teach you to provide a salary range but recruiters need the specifics.  I could write an entire article about this topic.

6)  I can’t talk right now; my child needs to go to soccer practice.

What you should say:

I need to contact you at a better time.  May I call you in about an hour or tomorrow at 10:00 a.m.?

Be specific.  Better yet, take the call and be late to soccer.  Do you want a new job or not?  Perhaps the screaming child could wait in the next room with the door closed briefly.  Reaching a recruiter is often very challenging.

7) I can only work 20 hours per week.

What you should say:

Let’s talk about the job duties and responsibilities.  My experience would be an excellent match.  I was really looking for part time but maybe this is an opportunity which could work for us.

8)  I don’t have my references ready.

What you should say:

I haven’t reached one of my critical references yet, as he’s out of town.  I’ll send you the two confirmed references.

Complete your reference list at the very beginning of your search.  Notify your references each time they will be called.  Be sure your references know what the job is so they can concentrate on relevant information about you.

9) I can only work from home.

What you should say:

I’d like to hear more about the job.  Since we live in an electronic age, I’m hoping to find work, where I can affect the bottom line, while working from my home office after we become better acquainted.

Not many companies hire virtual employees before on site training.  Be flexible.

10)  I can’t talk right now; I’m watching the Cowboys play.

What you should say:

I’m very sorry I can’t talk at the moment.  I’d like to return your call at 4:00 p.m.

Maybe you need to see if the Cowboys have any job openings.  They seem to need a bit of new talent.  You are not a serious job seeker unless it’s the World Series in the last of the 9^th inning, in which case the recruiter should not have called.

Other show stoppers:

• Talking too much, rambling, giving too much detail.
• Talking too much about dress code, time off, stock option, sports, etc.
• Not being specific enough or not providing enough detail.
• Hygiene and attire: you’d think everyone would look good and smell clean.
• Answering your cell phone during an interview; turn it OFF!  Or leave it in the car.
• Trying to negotiate higher salary too soon, if at all; the economy is not robust yet.
• Responding without enough research.
• Criticizing former managers and co-workers.
• Overly friendly; too much personal information.
• Late to the interview.

Summary

Be prepared.  Do your research about the company and its people.  Show enthusiasm.  Be sure to know what the next step is in the process.  Ask good questions (but not too many).  It’s a little like playing ball or getting married.  You just never know what curve ball may be thrown at you but adequate preparation and awareness of each of these items will help you score a touchdown or find a new business family.

Ruth Glover owns Career Consultations, an engineering recruiting agency in the Dallas area.  She is the author of MORE than a Paycheck: Inspiration and Tools for Career Change. She can be reached at careers@hotcareers.com.

I’m on the phone with a potential candidate whom I’ve sent a LinkedIn request to call me.  The email or InMail I sent provides my name and telephone number.  I’m not allowed to put my website within the correspondence in some instances, but if the individual goes to my LinkedIn profile or has my email address, he or she can visit my website where the job is usually posted.  But frequently the candidate says, when he calls, “I’d like for you to send me the ad.”

Recruiters usually have limited time to fill positions.  They work fast and want you to look at the ad on your own.  Is this candidate so unfamiliar with social media, like LinkedIn, that he cannot click on my profile and then click on the spot for my website?  Next the candidate must determine that the “hot careers” tab is where the jobs are listed.  Is this difficult?  Most of my candidates are very, very bright engineers, many with advanced degrees, yet I am asked regularly to send ads, which are posted on my website.

Rarely would I be searching for the perfect candidate without posting an advertisement with the requirements, even if it’s a “confidential” search.  Doing your research before you ever connect endears you quickly to the recruiter.

Basically there are three or maybe four parts to the phone interview with the recruiter, but in order to “ace” the interview, you need to adequately prepare.

Research and Preparation

Let’s say the recruiter calls you out of the blue for a job you applied for several weeks ago.  You cannot recall the details but you want the job and ask, if you can answer the questions immediately.  Bad idea!  You need to find the ad, research the company before you take the call, if possible.  Research the recruiter’s name, too.  You may have mutual acquaintances or have attended the same university or worked in the same companies.  These are talking points which may help.  Ask to schedule a convenient time to assure no barking dog, no screaming children and a good phone connection.  I have had people want to do the phone screen while driving.  You need pen and paper to take notes.  The recruiter certainly doesn’t want to hear wailing sirens or listen to you crash into the car in front of you!

During your conversation, try to assess the personality of the interviewer.  Is he quick with short answers?  Is she very detailed?  That gives you a clue that your answers need to be quick or very detailed as some recruiters like details and others would rather move quickly to the next question.

Background, experience, personal qualities

The recruiter will undoubtedly ask your reason for leaving or interest in the new job.  Be prepared.  Practice the answer and do not be negative about the previous or current situation.  Red flags arise.  You need to be truthful if you were terminated but you can use terminology that keeps you on track rather than creates an opportunity for the recruiter to request unpleasant information.  You could simply say, “There was a re-organization and I no longer fit what was needed.  I’m excited about hearing more your group as it sounds like it would be an excellent opportunity for new challenges,”  or something similar.

If the job requires relocation, try to be open-minded.  The economy is awful.  If the job sounds good and you think you can sell your house, it may be the chance of a life time.  Please don’t waste your time or the recruiter’s.  You don’t want to leave a bad taste in everyone’s mouth by interviewing in Chicago with no intention of moving.

You will probably be asked about your accomplishments, as well as duties.  What did you do that makes you a star?  You will probably be questioned about career progression and why you left some of your other jobs.  Some recruiters are very thorough and others, not so much. You must know how to talk, not only about your technical skills, but your strengths, such as organizational skills, ability to thrive in chaos and other notable attributes.  The initial phone screen is less likely to be technical as most recruiters do not understand the intricacies of all the jobs they recruit.  The technical skills would be ascertained in a second phone interview with someone more technical in the company or maybe not until the face to face interview.

Specific Skills

If you’ve reviewed the job description, this should be a “walk in the park” as you can address every one of the requirements with a specific story about how you’ve used the skills.  Be prepared for unexpected questions.  Some recruiters have been known to ask “trick” questions, so listen carefully.

Be prepared to ask a few good questions about the job, such as, “Is this a new position?”  Or maybe, “How soon do you expect to start interviewing?”  If you are told you will be actually interviewing on site, it is perfectly all right to ask who will be interviewing you.  You might not receive an answer but you may be given titles which can help, by researching LinkedIn for people in that company.  You can ask what you should wear to an interview and how long you will probably be on site.

Closing the Loop

Be sure to summarize the reasons why you feel you are qualified.  If you don’t want the job, gracefully withdraw.  Your attitude needs to demonstrate your interest.  Enthusiasm and sincere interest will help you, both on the phone and in that next step. Telling the interviewer you want the job is important.  Even if you are missing a few critical skills, you may be able to move to the next step with your stories of success and motivated demeanor.

Don’t forget to say “thanks” and if possible, quickly send a thank you note.  Now ACE the phone screen!  Preparation pays the bills.

By subscribing, you will be notified when Ruth Glover posts new articles for hiring managers and job seekers.  She is the author of MORE than a Paycheck: Inspiration and Tools for Career Change.

I’ve been thinking about my exceptional vacation in relationship to my work, which includes recruiting for companies and dealing with candidates, both employed and unemployed.  Based on my experience, it’s the exceptional companies and people that win.  And how does this fit with my recent travels?

My definition?  Companies, including those in the all industries,  must differentiate themselves.  People, too, must understand how they are not average, but exceptional.

I’ll focus on two bed & breakfasts where we stayed, as examples of “exceptional,” two candidates and two companies to emphasize the need to understand that exceptional is the rule, not a rarity in this market.  Your company, your processes, your interview must be exceptional for success.

The first bed and breakfast where we stayed was very different from the next one, but we loved them both and would return to either, should our journeys lead in their directions again.

The Morning Glory Inn

The Morning Glory B&B is located near Cass, West Virginia.  We visited the area for its beauty and to ride an old steam train up and down a mountain.  Finding the place to stay on the Internet was easy as their website enticed us and was one of the few in the area.

Upon arrival, the impressive location and huge porch appealed to us.  The place was more like a small hotel. Our huge room contained a sitting area and desk with immediate Internet connections.  Internet and phone connections in the area are practically non-existent due to a “dead zone” near the train station and National Radio Astronomy Observatory, so we appreciated the attention to WiFi.  The owners understood the hospitality industry, requiring appeal to travelers.

I loved walking up the gravel road beside the Morning Glory as the scenery was spectacular.  The chill in the air, compared to the 100+ degree temperatures in Dallas, was wonderful.

Alas, we left to visit Asheville, North Carolina where we stayed at Louisa’s Porch, one of the many, many places to stay.  I think what caught our online attention is the word “convenient” as we would have only one full day to play in Asheville.  With only two rooms, we knew it would be small.

Lousia’s Porch

Located within three blocks of downtown Asheville in a funky neighborhood of restored homes, we enjoyed the area.  The owner is an IT guy with exceptional business acumen.  He’s hired two people to care for his place when he’s absent who actually are passionate about their work.  The owner joined us for the most wonderful breakfast we’ve had since our trip to Switzerland a number of years ago.  He took the time to show us places we wanted to see on the map.  He suggested a restaurant visited by the locals where we could walk.  Without him our visit would not have been exceptional.  Without the cooks our food would not have been exceptional.  How about blueberry waffles with a nutmeg cream sauce?

Both places proved in different ways their value by being exceptional.  Both demonstrated excellence through their owner’s knowledge and experience by setting themselves apart from the masses.

What does this mean for employed and unemployed people?  Let’s look at some examples of people in transition.

Lennie the Loser (not his real name, of course but a compilation of observed  issues)

Lennie had great skills but he wanted more money than the market suggests.  He was working close to home and the job opening I had available would be farther than he wanted to drive.  His question about telecommuting struck a sour note too soon in the process.  He was friendly and probably qualified but our conversation alerted me that he probably wasn’t a “fit.”  He might have been ok, but not great.

Evelyn, the Exceptional (not her real name and also a compilation of qualities)

Evelyn sent a message expressing interest, asking for details.  Next she sent her resume which explained her accomplishments and focused on the skills listed in the job description.  She mentioned how relevant her recent past would be and why she would be interested in the job.  She exuded confidence in her skills, citing her strengths and enthusiasm for working for another start up.  She was the crème de la crème of the many applicants for the job. She may have been somewhat “overqualified” but she convinced us she could do the mundane tasks as well as establishing the necessary accounting  processes.

Now let’s look at what  company culture says about an organization.  The two examples quickly demonstrate how process can help or hurt.

B. Slowwe Communications Corp (I hope there really isn’t one by this name)

The company was a start up but a well established, well respected company.  Unfortunately as I became acquainted with the team, I found they had no training in interviewing and the hiring manager kept changing the requirements.  They interviewed my candidates and if I got feedback at all, I was told, “not a fit.”  How could I find the right person with no specific feedback?  I dropped them after a few months as I felt my reputation for exceptional recruiting would become tainted if I placed anyone there.

B. Action Communications Corp (same)

When I talked with the CEO about working for this start up, he was able to articulate plans through the end of the year.  He knew what he wanted, emphasizing his desire for the best qualified candidates, AKA “super stars.”  He was open to people with and without degrees with varying numbers of years of experience for specific jobs, as long as they had the right skills and motivation.  He wanted exceptional people to work for his exceptional company with exceptional products.  I jumped at the chance to work for him as his direct reports on the team echoed the same attributes.

Summary

Are you exceptional?  Do you know how to portray your company as exceptional?  Do you know what makes you different (but not odd)?

Today is Labor Day, as I write, with 14 Million people out of work and an unemployment rate of 9.2% nationwide.  Let’s see what we can do to be exceptional people and companies to put these people back to work.  I loved the comment in the NY Times today:

“Perhaps Labor Day should be a day to consider the struggles of so many Americans eager to work but unable to find jobs. Perhaps it should be a day for parades of the unemployed, to remind us of the dignity of work and the indignity of being out of it.”

Being exceptional is a way to help our country and our people.  Being exceptional is the way to success.

You can subscribe to be notified when Ruth posts new jobs and articles.  She is the owner of Career Consultations and the author of MORE than a Paycheck: Inspiration and Tools for Success.

According to a recent online article The Best Cities for Jobs 2011 by Joel Kotkin and Michael Shires:

“…no place displayed more vibrancy than Texas. The Lone Star State dominated the three size categories, with the No. 1 mid-sized city, El Paso (No. 3 overall, up 22 places from last year) and No.1 large metropolitan area Austin (No. 6 overall), joining Killeen-Temple-Fort Hood (the No. 1 small city) atop their respective lists.

Texas also produced three other of the top 10 smallest regions, including energy-dominated No. 4 Midland, which gained 41 places overall, and No. 10 Odessa, whose economy jumped a remarkable 57 places. It also added two other mid-size cities to its belt: No. 2 Corpus Christi and No. 4 McAllen-Edinburgh-Mission.”

More new jobs exist in Dallas than many other places, but the long term unemployed need their voices heard. Fortunately job seekers in the Dallas-Ft. Worth area can avail themselves of membership in a number of faith based groups which are free and non-denominational. The groups provide career resources at the various churches through excellent speakers, panels, networking, leads and emotional support. Jeff Morris, leader of the group at Christ United Methodist Church in Plano developed an amazing website for the entire area, listing the calendar of events, addresses of the groups, the leadership and other resources.

Watermark Church, a non-denominational Christ centered church in Dallas, is an example of one of the groups with large membership and many different activities to assist job seekers. Dewitte Ray is a facilitator with a cadre of 30 other volunteers. The Tuesday morning main meeting often attracts 70+ in attendance..

When I visited their group last week, I asked the participants if they would share how they would fix the economy, which, if Congress doesn’t stop squabbling soon, will ruin our economy, not just in Texas, but world wide. I promised not to share the names of those who responded to my question. Here are pertinent responses:

From Will Balanz

“I think that credit cards are the root to “most evils”. Therefore, I feel that credit cards should be restricted in that there should be a monthly spending limit imposed for each individual and that nobody should be allowed to carry a balance over from one month to the next – you have to pay your balance in full before you can use it the following month.

This would force people to spend only what they have instead of going beyond their means. I feel this was the beginning of the bank bailouts that occurred in recent years, too. I know many people think they can handle their own money, but statistics prove them wrong. This would also lead to many financial challenges and changes for individuals as well as the credit card companies. In the long run, though, it would provide for a stable economy where people can trust one another.”

From Ima Inarush

“I am in real estate and don’t know why banks are holding back on lending money right now. Something is keeping them overly conservative and ‘scared’ to lend out.

Donna Givhup

“I would encourage employers to keep their employees as long as possible. They could institute 15% pay cuts across the board, rather than lay off a percentage of their talent base.

In both the public and private sectors, there is a lot of waste, fraud and abuse. If there was a greater crackdown on wasteful spending, companies and governmental agencies would have larger amounts of funds to put to good use.

Consumers should continue to spend in accordance with their means, but not hold on to their money too tightly. It takes some spending in the economy to keep everything going.

The tax rates should be adjusted so that small businesses, in particular, are comfortable with hiring additional staff.”

Ann Gree

I am a baby boomer. My group has had it particularly tough time finding work in this recession. Usually we get labeled over qualified. However, just a few short years ago employers were focusing on “top grading” or hiring only the best. Today most employers aren’t hiring the most qualified. Apparently hiring people who are safe and “fit” a certain mold by looking like the hiring manager are preferred over experience and credentials.

Of course, in theory companies should feel pressure from the EEOC not to discriminate based on age or anything else. However, it seems company culture and the need to fit that culture takes priority. Companies claim to want diversity but that doesn’t include seasoned professionals. Minority groups are fine as long as they are under forty.

Why can’t the EEOC enforce TRUE diversity which would include hiring a quota of older workers? And pressure companies to hire those individuals who have been out of work for the longest amount of time first?  This would be good for the economy including the housing market. After all, do companies hire people based on what they bring to the table or how they fit in?”

Bill Fold

“As one of the leaders for this group, I see the membership as more sophisticated in approach in looking for work than they were several years ago. But we need to find a way to fix the economy as it won’t improve unless employers start hiring the unemployed.”

Why can’t Congress compromise? The polls show the people and the President all agree that they want compromise but the our elected officials seem to have forgotten that they were elected by the people, FOR the people. And the people will certainly suffer more than ever, not just in the United States, but globally. Please urge your elected officials in Washington to show that they are  working for all of us, not just for their political parties. Let’s get people back to work, not create havoc!

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Maybe you’ll think this is a movie review but since I’m a recruiter, not a movie critic, you can understand my desire to comment on the film with Tom Hanks and Julia Roberts.  The movie, titled Larry Crowne, tells us nothing about the content, which is the story of the tribulations of an unemployed guy.  Perhaps this review will help you decide whether to see the movie, as well as give you pause for thought.

Plot

Larry Crowne, happily employed at a pseudo-Walmart, thinks he’s going to receive Employee of the Month at the beginning of the story.  Instead, he’s laid off as he lacks a college degree which thrusts him into the new box on the organizational chart called “no longer fit for the job.”  The HR lady is cold and the employee with the SMU degree leers pompously since he’s staying while Larry is left out in the cold.

Larry needs money.  He sells his house and many of his possessions, moves to a small apartment and goes back to college to further his education and position in life.  Along the way a sweet, young, pretty co-ed helps him dress a little less geeky. He returns the favor by helping her start a retail boutique.  He decides to ride a motor scooter and tries to sell his expensive SUV.  He lands a job as a cook through a friend to help support himself.  He falls for his professor in college.

What’s Right?

Anyone who has heard my presentations for job seekers knows I would approve of Larry’s march towards success.  He down sizes quickly, selling almost all his possessions.  Larry improves his appearance and upgrades his skills through classes to help him advance professionally.  By helping his friend he meets others and has some fun.  Although the scene where he provides his records to the bank to declare bankruptcy might have been sad, the blond actress played her role with the right amount of surprise and disdain, demonstrating the irony of our current, erratic economy.  Larry didn’t hesitate to use his prior cooking skills to support himself, let go of his home and try something new, when he couldn’t find retail management.  He listened and grew from the experience.

What’s Wrong?

The romance in the movie added some humor and a little love in what could have been a very bleak story.  Most of us know that Tom Hanks and Julia Roberts are friends and they probably are making a mountain of money by inserting a bit of fluff which in another movie was called Fatal Attraction.  But the truth is, finding a new partner to play with during job search is not a good idea.  Larry needed to stay focused on the future JOB, not a girlfriend.  Unemployed people need friends but developing a new relationship while grieving for the loss of your business family is not a great idea, as too much change at once can lead a person down a very rocky road.

Larry didn’t seem to have any children, step-children, aged parents or siblings.  So many people today have financial AND family obligations that make returning to school very difficult.  Having to sell your kids’ possessions and move to a homeless shelter was not a part of this fluffy film.  The fear, angst, roller coaster of unemployment was superficial, at best.

Should you see it?

If you love Julia Roberts or Tom Hanks (as I do), you may want to see Larry Crowne.  Laugh a little, commiserate if you’re in transition, but don’t expect this to win any Oscars.

What can we learn?

If you are in Human Resources, you might want to see it as a reminder that if you must lay off people, do so with as much grace as you can muster.  If you appear uncaring and cold, it may haunt you when it happens to you. And it’s rarely easy for anyone concerned.

If you are a job seeker, you may take notice of Larry’s very positive outlook and action, despite the reality of the market place and the need to realize you may be obliged to find a different type of job.

If you are a hiring manager, I urge you to consider hiring the unemployed.  If you only hire employed people, our economy cannot improve.  If you’ve never experienced unemployment, you may not understand how difficult it is not to ever hear a response after an interview or know the extreme effort in preparing the perfect resume.  You are missing a tremendous opportunity if you discriminate against people in transition.  It happens to good people every day.  You could be next.  Let’s get more people back to work!

I’m glad I saw the show.  It was not whiny, tear jerker, but carries a sincere message of encouragement.  And it’s a reminder that we need to do more to help those in transition find new opportunities.

Note: I’ll be speaking at Watermark Church on Tuesday at 8:00 a.m. on July 19, which is located at 7540 Lyndon B Johnson Freeway, Dallas, TX 75251.  Title of the interactive presentation is Driving Your Job Search to Work.

Location:                  North Carolina or Atlanta

Position number:  84164

Are you ready for change?  Have you thought about wanting to change jobs but don’t want to move?  If you live in places like Raleigh or Charlotte or maybe Atlanta, then continue reading.  Our client needs a motivated Regional Sales Manager who knows the intricacies of Power Management in the semiconductor world.  The client develops, manufactures and sells power conversion components and systems.

Established about 30 years ago and publicly traded, the opportunities are vast for the right person, who would not have to move.  Most of the customers in this region are centered in the Southeast, although the geographic area covers the entire East Coast.  You will be increasing sales and caring for an already established region with fabulous opportunity for growth with the improving economy.   Product knowledge will be coupled with your understanding of market trends and emerging industries to assist the channels and independent sales representatives’ participation in bottom line growth.

Requirements:

• BSEE or equivalent and 7 years or more of successful sales experience with active electronic component sales.
• Knowledge of analog, mixed signal design and support (AD/DA, etc).
• Demonstrated success in managing independent manufacturers’ sales representatives.
• Excellent communication skills, both written and verbal with experience using sales tools for efficiency.
• Ability to travel a minimum of 25%.

The company provides excellent pay, benefits and an opportunity for stock options.  To apply, please send your resume as a Word attachment to careers@hotcareers.com.  Please put the position number and job title in the subject line of your submission.

Anthony Weiner, a formerly esteemed member of Congress, knows about Twitter. But he failed to realize how to stay relevant and not ruin his reputation.  Today you must vigilantly guard your profiles and messages as you never know when you may flip a message to a friend, thinking it is private, but it lands with 1700 of your connections.  Everyone makes mistakes periodically. Whether you are 25 or 55, employed or unemployed, you need to grasp the power and perils of social media practices with extreme care.  Whether it’s an email or a profile, checking it twice or more before post  is imperative.

Social media will continue to evolve. If you don’t have a Linkedin profile, you are missing an excellent opportunity to show the world you are relevant and professional.  If you are a hiring manager, your profile is extremely helpful for candidates.  Knowing where you went to college could engage your candidate quickly.  Your profile needs to be up to date, showing more than just your title and number of years’ experience, along with education.  It is not your resume but a short, concise statement, showing your professional expertise.

What good is a profile if it’s marked “private?”  What good does it do, if you say you are an engineering manager with no details regarding what kind and what products you develop?  Look at someone’s profile you admire or with similar background to find an example to assist you.

Some people are fearful that details will increase internet traffic and phone calls which will interfere with responsibilities.  If that happens, you simply mark the profile, “Not currently accepting InMail.”  I’ve been using Linkedin successfully for approximately four years with no unfortunate incidents.  Some refuse to connect with people they don’t know, which was the original intent, but the tool evolved to assist with electronic communication.  I rarely hear of inappropriate use.

For several years I resisted putting my photo on Linkedin as I didn’t think it added value.  I had a picture of my dog posted briefly before I realized that was a huge mistake: it made me look less than professional.  Facebook is ok for less formal communication with friends and family (and a picture of my dog).  Linkedin is for professional business associates.  Having your picture on Linkedin is almost like putting the fork on the left side of a dinner plate.

Probably before long another business network will become the new “ultimate source.” But for now, using social media effectively is a wonderful way to show you understand the power of technology.  Eventually, lawsuits may cause companies to create a policy to keep you from using it but it is currently the “tool of the day.”

Many older workers are refusing to learn about new methods using social media.  Many younger workers spend hours on end texting and using language which, when they start looking for a new job, may haunt them.  Too many people are wasting time on Farmville and other games, which can be seen by recruiters when they look for work.  “Hmmm!  Maybe that person will continue to play Farmville if I hire her.”  If you are a professional, act like one!

Whether you are 24, 44 or 64, using technology is important.  You may only want SKYPE for to see your grandchildren in Poughkeepsie, New York or you may need it for an interview with your Sales VP in Paris, France.  Keeping up with technology is like keeping your grass cut.  You want to be relevant, not old-fashioned or crass.  Social networking is here to stay in various formats.  You don’t want to act inappropriately or be known as a dinosaur.

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Last Tuesday Lamar Binns, Recruiter at St. Jude’s Medical in Plano, presented Get the Offer: Mastering the Interview at the JOB Group at Custer Road United Methodist Church in Plano, Texas.  I participated in a BAD mock interview with Jari Mussotter, as the recruiter, which wasn’t difficult for me, since I’m a recruiter who has witnessed more than a few, awful interviews.  Steve Sinclair and Tom Brown demonstrated a positive mock  interview.  All of us are participants in the JOB Group.

The catalyst for the program evolved from hearing our participants say, “I’ve recently interviewed five times and never received an offer.  I was pleased with the interview, so why didn’t I get the offer?”  Lamar offered practical suggestions such as getting enough sleep and  looking sharp but the main points he emphasized are the following:

• Be prepared: check the website, read other information about the company, make sure you know which requirements you meet and how you will overcome any obstacles.
• Keep your resume beside you and smile into the phone for the pre-screening call. Make sure the dog and children are unavailable for comments in the background.
• Know clearly where the company is located.  You may want to drive the route in advance, if it’s local.
• Provide enough facts to connect with the interviewer but short enough that eyes don’t glaze over.
• Be truthful.  If asked your bad points, share how you overcome the liabilities.
• You are not expected to know answers to 100% of the questions.  Explain how you would find an answer if you don’t know it.
• Explain very specifically to behavioral questions, such as “Tell me about a time you had a difficult boss.”
• Plan the questions you want to pose near the end of the interview to show enthusiasm and reinforce your desire to work for the company.
• Thank you notes are important, as so few thank the interviewing team.
• Prepare your references in advance of any calls from potential employers.

Our priority to stay on time caused us to omit information about closing the interview to assure the offer.   If you have the skills, the experience and the personality, you still  compete with similar individuals.  You must ask “high gain” questions and end the interview with the utmost care.  Asking if the interviewer has any concerns is one way to ascertain whether you need to provide more detail.  You must show confidence and a great desire for the position.  Attitude is more perceptible than you realize.  You have to ooze with the knowledge you can immediately impact their organization positively.  In an article titled How To Get a Job Offer From Every Interview by Dirk Wessels, he mentions not asking a yes or no question, as you want as much information as possible.  A substitute for, “Would it be ok if I call you next week?” would be, “I’m eager to go to the next step.  How soon do you expect to make the decision?  I’d like to contact you for status.”

Closing the interview is as important as the answer to “Tell me about yourself.”  You must clearly tell the interviewer you want the job and would like to work with the team.  Never, ever slink out of the office, but walk tall, with confidence that you did your very best. Your self-assurance, skills and experience will certainly help you get the offer, not just the interview.

A special thanks to Sherri Verner, our photographer at the meeting.

The JOB Group meets every Tuesday evening at 6:30 p.m. at Custer Road UMC, 6601 Custer Road in Plano, Texas 75023.

On Saturday, May 21, I facilitated panel interview and discussion at University of Texas-Dallas for the Project Management Institute (PMI).  When you receive the PMP certification, you must continue your education.  This was a free workshop for members with continuing education credits.  The topic was Career Development and the classroom was filled.

In the morning Sylvia Karmanoff, President of KEMSI, provided a presentation on many aspects of job search.  The panel discussion began the afternoon program.  Paul Bichler, of Experis (a division of Manpower), Jill Frakes of Oxford & Associates, plus Jonathan Beam of Lewis & Fowler comprised the panel. The audience voted for the panelists to concentrate on aspects of networking in job search, difficult questions and other job search resources, since the extensive training in the morning covered resumes and interviewing.  Their answers demonstrate extra power for your job search.

Should you continue to apply to one company?

Yes, although the process is time consuming, one rejection is no reason to ignore the company in the future.

What are some good ways to “network?”

User groups, such as the .NET group, the Java users group and the PMI group are all excellent resources.  Meet-up groups and the faith based groups in Dallas also provide ways to meet people who can provide leads and even present your resume to the hiring manager. Volunteering through professional associations is a great way to find the “hidden job market.”  Involvement in non-profit organizations pays in alternative ways!

Are the social networking sites actually helping recruiters find people?

Yes, all use Linkedin for professional hiring.  You need to understand how your contacts can be useful for you.  Be sure to update your profile regularly. Connecting with your friends and colleagues may be the best way to help you to your next career step.

What do you hate to hear from candidates?

One recruiter mentioned that candidates seem so fearful to share information which is needed, mentioning several candidates who didn’t want to share where they worked!   Another recruiter said when she asks, “What is important in your next job?” she doesn’t want to hear “security,” as layoffs occur in both start-ups and long established companies.  They like to meet with candidates, if local, as a phone personality can be very different from a face-to-face interview.  That personal interview can make or break the next step.

How do you determine billing rate for contractors?

Bill rate varies depending on many factors.  Knowing the billing rate has little to do with what you get paid if you are dealing with a reputable agency.  Candidates should only be concerned that they are paid fair market rate for their skills.  The places where you can find salary information are usually six months in arrears of reality.  You can ask the range but be sure you can live with the bottom of the range, which, in this economy, can often be the result.  Do not be afraid to discuss your former pay, even if lower than you want and deserve.  The recruiter wants your salary to be as high as possible.

Are references important in job search?

References are extremely important.  You must keep your reference list up to date and prepare your references about the job you would be doing they are contacted.  You want to know what your reference will say about you.

Does your organization do skills or personality testing?

Some clients require testing but most don’t.  If you are asked to test, you should accommodate the request as refusing may raise a red flag that you cannot perform the job.

Also on the program, Neelov Kar, Project Manager at Dell, presented “Essential Project Manager Experience from a Recruiter’s Perspective.”

Sylvia Karmanoff and Kamalesh Donthula, Vice-President of Marketing for the PMI organization and a Lead Project Lead for Thomson-Reuters deserve recognition for planning the event.  Not only was the day excellently executed but extremely valuable, both for career development and meeting new people in the industry.

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Last week I visited my family in Portland, Oregon.  I attended Charlotte’s eighth birthday party and had great fun with the five year old at the Oregon Museum of Science and Industry (OMSI).  Although many high points occurred while I was there, the soccer game with the little guy demonstrated to me how much we resist change when it can yield fabulous rewards.

Lane played his last soccer game of the season indoors, thank goodness, as Portland is well known for rainy and chilly weather.  His mom had to leave early to meet Charlotte after school, so a neighbor would drive us home.  Since it was the last game, the moms and dads played against the team briefly at the end and then the kids had ice cream and took pictures.  I knew I was supposed to play but thought I’d just wiggle out of it somehow.

You see, I’ve never been good at sports. I give the term “klutz” a new meaning.  I never, ever played soccer in my life, although I was an avid soccer mom during my sons early years. I’m aware players kick the ball to one end of the field or the other.  That’s about it.  As the moms and dads started flooding onto the soccer floor, my little guy came to me, “Grandma, I want you to play, too!”  Oh, dear!  So I turned off my fears of failure from my childhood and joined the group.  And amazingly, I kicked the ball…not once, but THREE times.  I was the proudest Grandma on the field (and quite possibly the only Grandma).  The Mamas and the Papas and Grandma lost the game but it proved the importance of exuding confidence in the face of adversity!

Points to Ponder

1)                  We resist change from the time we are children. Change is harder than the status quo.

2)                  The tapes from our childhood remain in our subconscious forever.  Be careful what you say to your kids.

3)                  When faced with a new challenge, you need to try your best.  You may be pleasantly surprised what you can accomplish.

4)                  Thoughts are things! Clearly visualize your desired goal and think positive!

In my recruiting work I often hear hiring managers and HR professionals say, “That’s the way we’ve always done it.”

The truth is trying a new approach may be better for the team.  Trying new processes can actually improve productivity.  A hiring manager may not have tried team interviewing, preferring to have each team member interview candidates sequentially. However, group interviews could improve productivity.

I hear people say, “I’m too old to get a job offer.”

Attitude is paramount.  If you think you’re too old, that attitude will show unless you exhibit confidence and demonstrate ability to exceed expectations.  Negative thoughts from the past can interfere with the present.  “You’ll never amount to anything” better not surface when you are looking for a new job or career change.

If we are open to change, wonderful opportunities may arise.  Not always, but in the case of my amazing soccer debut, I received a Mother’s Day card from Lane with a big stick person and a little stick person with a circle between the two.  His explanation was, “That’s us playing soccer, Grandma.”  I will use that card as a bookmark for the rest of my life! It clearly illustrates that leaving your comfort zone and taking risks can ultimately bring new confidence and hefty rewards!

(The picture attached to this article is a copy of my valuable new bookmark!)

A special thanks to David Schaer for his editing.