Face Your Fear and NETWORK!

"Networking:  Do I have to?" asks the reluctant job seeker.

      Yes you do if you want to find a better job quicker!

If you dread the idea of going up to strangers whose paths you cross and striking up a conversation, you are far from alone.  Many, if not most folks - if the truth were told - dread the idea.  They’d rather have a root canal.

However, the truth is that many, if not most, opportunities are found through networking.  These wonderful positions never see the light of an advertisement.  If they do, it is often late in the process, meaning many suitable candidates have already made the hiring employer aware of them and their capabilities.

The Hidden Market
 These unadvertised (or late-in-the-game advertised) positions are found in what is called -- and aptly so --  the Hidden Market.  It is the employment market that is accessed through people and it is the market where some of the best positions reside.

Networking opens the door to the Hidden Market.
Networking opens the door.  Positions are found on the Hidden Market by talking and connecting with folks who work for a firm and know of needs or open jobs, or by talking to folks who know some folks who know of opportunities  . . .  You get the idea!

It gets easier 
Networking can be a little intimidating when you first begin.  But, as many of my clients tell me, it gets easier as they network more and more.  A bonus is meeting new and interesting people, as well as reconnecting with past contacts, and that increases your own valuable network. 

The Open Market - A slow process
Sure, it is still possible to find a job by sitting at your computer for hours, if not days, on end, applying for 100's if not 1000's of jobs that you find on the Open Market and hoping one of them will get back to you.  It is an avenue to a new job, but it is a choice that generally results in a long, long, long search.  It is a slow process.

Or you can choose to network.  Networking speeds things up.  Adding networking to your daily routine uncovers positions faster  --  before they are openly advertised, or in many cases, never openly advertised.

Face your fear and NETWORK! 
So, if networking is a scary thing, face your fear, bite the bullet, and do it anyway.  There are many benefits to be gained from networking, and it just might help you find your dream job!

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website, including:

• Networking at Events and Large Meetings: How do I do it?

• Networking in Small 1-to-1 Conversations: How do I do it?

 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Nancy Gober

Managing a Job Search is Like Managing a Project

Managing an effective job search is akin to managing any important project. Whether you are beginning a new search or seeking to revitalize an ongoing search,  plan to employ the project management skills you would use on any important project in order to successfully and effectively achieve your goal.

Prepare:
Preparation is key to succeed at finding the job you want.  Jumping out of the frying pan and into the fire, or firing off resumes at any and every opening that comes along, termed "shotgunning"is usually an exercise in frustration in the long run.

Learning the steps involved and preparing a "job search strategy" is the first step. As you begin your search, or take a step back to regroup an ongoing search, figure out your goal as follows:

• Identify the type of job, or expanded role, you are seeking and write it down.

Plan: 
Continue your planning with market research.

• Gain information and knowledge about the need and market for the type of work you want to do. 
• Identify what industries and locales hire your skill set.

Acquire:
Acquire the project management tools you’ll need to get organized and perform the work of the project.

• Establish your workspace.  If finding a job is a job . . . .  and it is . . . . set up your work space or office.  You'll need office tools to conduct and manage your search, so take the time to organize your office, computer, phone, files, etc.  

• Create, or revise, your marketing tools:  Resume, marketing plan, "L"vator speech, networking plan, business cards, annotated reference list, bio, and portfolio.

• Your resume needs to be focused on acquiring a specific type of job. Your other marketing materials - "L:vator speech, cover letters, bio, etc - also need to be similarly focused.
• Focus, revise, and update your marketing materials to align with and support achievement of your goal.  The skills, knowledge, experience, and accomplishments you list should show that you can do the job and be an asset to the hiring firm.
• If your resume doesn't present information that shows you have the necessary skills, knowledge, experience, and accomplishments to do the job, rewrite it.
•  If you are searching for 2 different types of jobs, such as grant writing and public relations, or engineering and business development, develop two sets of marketing tools (i.e., resume, “L”vator speech, bio, etc.).        

Market and Execute: 
With your goal clearly in mind, your work space or office organized, and your marketing materials focused on your goal, set off on your search in earnest.  Execute your search by marketing yourself and your capabilities.

• Organize your work day to include time for research, networking, attending events, and eventually interviewing for ideal jobs and then negotiating your offerS!

So begin at the beginning.
Invest the time up front to get organized and plan a strategic job search.  The investment will speed you on your way and pay off in conducting a more focused, faster, and rewarding search.

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.
 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Nancy Gober

Lern to tell stories

Interviewing?  Learn to tell stories.  People remember them long after a resistation of facts and figures is forgotten.

Telling a good story about an accomplishment, an achievement, a problem solved, a sticky situation handled, etc. will be remembered by an interviewer long after a resitation of a list of your strengths or dates of promotions etc.

And, as a savvy job seeker, your goal is to be remembered by a prospective employer.

Interviewing: The Most Frequently Asked Interview Question

Tell me about yourself!

And so the interview begins.  The interviewer asks this "ice breaker" question as much to start a conversation as to actually learn about the candidate sitting in front of him or her.

The question: "So why don’t you tell me a little about yourself?” is generally considered the most frequently asked interview question.  Not a particularly good question by a long shot, nevertheless is is most commonly asked in order to get the conversation - the interview - going.

And while appearing on the surface to be a simple question to answer, in fact, it not only throws many candidates but throws them right out of the competition!  Why?  Because an unprepared candidate can sound like this.

“Umm, well I grew up in Florida , lived there most of my life, went to Florida State University, majored in philosophy, and then I took a year off to help my Dad out in his printing business.  My first job was in 1972 when I was hired as a  clerk in . . . ."

The interviewer listens patiently, acts interested, but is secretly thinking: “What does this have to do with the job he's applying for as a business analyst?  Get to the point."

The interviewee continues to rattle on,  clears his throat a time or two, and continues their monologue that goes on way, way too long! 

Sound familiar?
If you have ever sat in the interviewee's seat and experienced the situation just described, you are not alone.  In fact, many, if not most job seekers, have had a similar experience. You know what we want to say about yourself your job-related experience; you can can’t seem to say it!

Make a good first impression
In an interview, any job seeker wants to make a good first impression.  You want to convey that you are the right candidate for the job and that you can get the job done!  You want to appear motivated and capable. You want to show that you are qualified to perform the duties of the job and then some.  You just can’t seem to say it as well as you would like.

Why not?  What goes wrong?  What’s missing? 
Generally when a job seeker stammers, and hems and haws at the beginning of an interview, or is just too wordy, what is missing is a prepared and practiced short presentation that "tells the interviewer about yourself."  This short, precise presentation, highlighting relevant experience, qualifications, and skills, is -- by another name  -- an "L"vator speech!

What is an “L”vator speech?
An "L"vator speech is a professional self-description that can be said in 30 seconds or less.. Theoretically, it can be said in the time you travel in an elevator from the 1st to the 14th floor. . . .hence, the term "L"vator speech!  AND, when you're done, your listener has a pretty good  idea of what you do and do well.

In other words, your “L”vator speech is a short, concise, prepared in advance, and well-practiced description of your expertise, abilities, skills, and accomplishments that are relevant to the job you are interviewing for.

How do you do it? . . .  With this 5-Step Model
It can be a bit mystifying to try to figure out how to describe the essence of your experience in less than 30 seconds.  So, here's a method to do just that.  Below is a 5-Step Model for preparing your “L”vator speech.  The model allows you to tell the listener, in 30 seconds or less, what you do and what you are expert at.  It helps you showcase your skills, and highlight relevant accomplishments.  It provides you a way to ask for your desired outcome from the discussion.  So, . . . take out a pencil and paper and begin to craft your "L"vator speech --  your answer to the #1 interview question:  "So why don't you tell me a little about yourself?"

5-Step Model to craft your "L"vator speech
Step 1. Start with your profession.  State what you do in a couple of words?
    I am a ________________________________    
    I’m an electronics engineer.   I’m a manager.  I’m an administrative assistant.

Step 2.  Identify your area(s) of expertise. What makes you stand out from the crowd?
    I'm a ____________,with in-depth experience or expertise in ________________
    I’m an electronics engineer, with extensive experience in designing systems that . . . 
    I’m a manager who consistently runs departments that function like clockwork.
    I’m an administrative assistant who never misses a deadline.

Step 3.  Identify your areas of skill that are relevant to the job your are seeking.
    I’m particularly skilled in______________,  or I’m adept at _____________________
    I am skilled in helping the customer implement new systems with no downtime.
    I’m really effective at planning and budgeting so that the programs I manage come in on time and within budget.
    I’m current in the latest office computer software so I’ll be productive right off the bat!

Step 4.  Identify knowledge, strengths, and unique attributes that are relevant to the position.
    I am certified in__________, or, I am trained in__________, or I was awarded the__________
    I hold a Master's degree in advanced electronics engineering.
    I am a certified Program Manager.
    I was recognized as the “Employee of the Year” by my previous employer and earned a cash award.

Step 5. Ask for what you want.  What are you trying to achieve?
    I am looking for__________, or, I am seeking __________, or I hope to__________
    I am looking for a Systems Engineering position that uses_____________
    I am hoping you can refer me to a person in your network who is familiar with ___________________
    I am seeking an opportunity to _________________

Using the 5-Step Model will help you craft an “L”vator speech that gets to the point and accomplishes your objective of “telling the listener about you." 
For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.
 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Nancy Gober

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Illustrations of questions per the 6 categories

5 Categories of Questions

The 5 categories of questions that interviews probe are listed below.

1.  Your background, skills, and experience = Can you do the job?

Questions in this category or area are aimed at one thing:  Can you do the job?  Interviewers probe your experience, skills, certifications, background, to find out if you have:
    - Hands-on experience in each of the key performance areas?
    - Managed the key performance areas (if the job is managerial in nature)
    - Managed subordinates, teams, or colleagues at designated experience levels, educational levels, salary levels
    - how handle employees who can’t perform, or misfit

This question also gets at salary level.  Experience tells experienced and “compensation-knowledgeable” recruiters what your level of experience pays in the marketplace.  This is a concept that often surprises job seekers; companies employ teams of “compensation experts” whose role it is to constantly survey their industry to ascertain what skills and experience pay in the marketplace and in various geographic areas of the marketplace.


2.  Your goals and objectives
Questions in this category or area gauge if your goals are appropriate for the job, the program (in the federal contracting arena), the department, the company, the corporate culture.

This area of questioning probes motivations for wanting the job.  Are you under-motivated for a “cracker-jack” company culture; or are you aims too high or aggressive for a more laid-back organization.

If you’re not in sync you will make folks in the company uncomfortable initially, irritated later.  And, you’ll feel like a fish out of water?

How much do you want the job?
Hint: There is only one answer to the question: “Are you open to relocation?”


3.  Your education and training
Questions in this area seek to determine if you have the right amount of education and training,

This area of questioning probes goals/motivation:  Are you under-educated or are you over-educated?

or if you are amenable to getting the right amount.

Hint: There is only one answer to the question: “Are you open to going back to school?”


4.  Your weaknesses and potential problems = Potential land mines!
Questions in this area uncover “landmines” which the company would prefer to uncover before they step on one.

In the words of a employment manager colleague of mine, “I don’t need to hire another problem; I’ve already got enough problem walking around here.”

5.  Sensitive issues or areas
Questions in this area

Answer the following two questions for each category:

    (1)  What do you think the interviewer is looking for when probing this category?

    (2)  What would your best strategy be to make the most of the opportunity in answering the question?

Interviewing: What's Your Greatest Strength?

"What's your greatest strength?" asks the interviewer.
     "Well, mmmm. . . , I would say I'm . . .  un . . . ." stumbles the interviewee.
A missed opportunity to succinctly and reasonably tell your interviewer a couple of your key attributes that make you stand out from the crowd and why hiring you would be a good thing!

"What's your greatest strength?"
This frequently asked interview question throws a lot of interviewees as much as its closely related cousin:  What's your greatest weakness?  On the surface, it shouldn't. It seems it should be the easier of the two questions.  But, it throws a lot of job seekers anyway.  It seems that saying "good things" about yourself and your job performance is not as easy or as comfortable as it might seem.

So, in answering this question . . . 

1. Consider what you want interviewers and networking contacts to know about your job performance, and   
2. Plan what you want to say as carefully as you do in answering the flip-side question:  What's your greatest weakness?

Almost all interviewers will ask:  What's your greatest strength?
Almost all interviewers will ask this question.  They want to know what you bring to the table.  In other words, they want to know: 

1. How can hiring you, benefit them? 
2.  But, they also ask it to see how you handle this question and what it reveals about you in terms of how you see yourself.   It tells them a lot.

While some candidates for positions overdo it with self-serving comments that come across as "bragging," this question really allows candidates to 

What is to be gained from answering this question well?  Lots!
1.  It begins the sale - your sale of you to the hiring company, or to a network contact who - if impressed - will refer you.
2.  It makes the sale.  If your strengths -- abilities, aptitudes, attitudes, skills, knowledge, education, job history & interpersonal skills -- impress and convince the hiring manager that you are what he or she needs to solve problems or attain growth, you're hired!

A particularly good interview question
Unlike its close cousin (What’s Your Biggest Weakness?) which is not a particularly good question, “What’s Your Greatest Strength?” is a particularly good question; in fact, it’s a great question!  
It allows candidates to:

(1) State their case for hiring them, and 
(2) Move their cause forward.  
A well thought-out fact-based answer, can convince the HR interviewer, the hiring manager, and other members of the interviewing panel that hiring you is a good thing!

A strategy
As with its close cousin, this question can work against you if you are not prepared.  Without a strategy, some job seekers provide a foot-in-mouth answer that knocks them out of the competition entirely.

Below is a strategy to follow that delivers a thoughtful fact-based answer:

• Step 1.  Choose a strength, or 2 or 3 strengths, that relate to key requirements of the job. 

• Step 2.  Review your professional accomplishments and select one (or better 2 or 3) that demonstrate how you used the strengths you've chosen in performing work.  Since these should be stated as Accomplishment Statements (i.e., bulleted points on your resume), they should be easy to find.

• Step 3.  Practice telling the story of each Accomplishment Statement.  State (1)  the situation, challenge, or problem you faced; (2) the actions you took; and (3) the result you achieved.

A triple win
Using the strategy just described above, you score a TRIPLE WIN!
1.  You provide a fact-based response, backed up by your story.
2.  You show self-awareness.
3.  You not only talk about but demonstrate how you used your strength(s) to achieve a successful outcome to a problem you tackled or situation you encountered.  

In summary, effective interviewing is not easy, but it's not rocket science either! While there are 1000s of interview questions being asked, many are common and frequently asked questions.  Do some homework.  Learn what these frequently asked questions are, plan credible responses in advance, and sail through your interview!

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.  View Nancy's Nine Cardinal Rules of Interviewing for more advice.
___________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Strategy: Be Cautious When - and Where and What - You Post

Looking for a job?  Seeking a career transition?  Be very cautious about what you post.  It can -- and does - come back to you haunt you!  Take action now to prevent career casualties down the road.

Recent events in the news about ill-advised photos posted on-line make the point, once again, that the on-line world is not a private place.  This has happened time and time again, and while there is public outrage now, it will be short-lived and folks will go about posting more private messages and comments until it happens again.  It's a cycle.  

Photos, comments, articles, rants, . . . that are posted are there to stay and for all to see, including prospective employers, potential business partners, and network contacts.  Ill-advised postings ruin reputations and along with it chances for new career opportunities.

Reputations ruined; careers de-railed
It’s a topic worth carefully thinking about and considering your future actions.  If you are seeking new career opportunities, don't let postings, comments, and photos that show you in a negative light ruin your chances in the short-run and even de-rail your career long-term.  Ask yourself:  Is a momentary rant worth a long-term consequence?

Your social media presence is out there for ALL to see.  All means potential employers, recruiters, prospective business partners, network contacts, educational institutions, and potential professional and business associations you desire to join.  They will all review your on-line presence in social media as they seek to know who you are and if they want you on their team.

Take steps to secure your professional future
So, job seekers, take some steps now to secure your professional future:

1. Review each social media site on which you participate.  
2. Decide if it is in your best interest professionally to continue to use that site.  Close down accounts that don't enhance your standing in your professional community -  . . . YES, that means even those personal sites that you use to chat with friends and think "no one else will ever see."
3. Check your postings on every social media and networking site on which you decide to keep the account open and continue to use.  Delete any material - comments, photos, rants - that does not enhance your professional reputation, including sites you consider personal such as Facebook.
4. Read every word of your Linked In profile.  Revise and update it.  Employers with almost 100% certainty will visit this site and view your profile before hiring external candidates, and before promoting, expanding the duties of, or championing for high-potential its internal candidates.
5. Clean up your e-mail accounts and delete e-mails that you don't want seen --accidentally.  
6. Review your e-mail address book, and eliminate potential trouble spots.
7. Close down e-mail accounts that are NOT useful to you.  Keep open only those e-mail accounts that you use and monitor regularly!
8. Use the STOP rule before sending any e-mails, texts, or comments when you're angry or in an emotional state:
1. S - stop and take a breath before you touch that keyboard!
1. Don't post a "cute" photo of you that with a clearer head you realize is questionable at best.
2. Don't respond too quickly to any comment or article you read on any social media site.
3. Don't respond immediately to any e-mail that makes you mad.
2. T - take a time-out.  
1. Walk around your office, the building, down the street in order to give your emotions some time to settle down and yourself some time to think.
3. O - opt for writing your message on a medium that can't be sent anywhere.  

1. Getting the feelings out is OK if you do it in a medium that can't hurt you.  
2. Write the old fashioned way with paper & pencil on a tablet, or type if you must but type your thoughts in a Word document that you type and file away.  
4. P - pause any actions you want to take for 24 hours.  
1. A day later, the situation might look very differently, and you'll be glad you STOPPED an action that could have held professional consequences for you and your career.

A Valuable Tool . . .  IF . . You Manage it well
Social media, including the various networking sites and your e-mail accounts, can be a very positive tool for a job seeker who manages it well.  It can speed up your search, enable you to make new contacts, allow you to do research with the click of a key, promote your professional skills and competencies, enhance your professional image, and allow faster communication.

However, as we have seen, it can also have the opposite, or negative, effect.  Take action now to prevent career casualties down the road.

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.  
___________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Interviewing: What's Your Biggest Weakness?

"What's your biggest weakness?" asks the interviewer.
     "Well, um, I guess it would be . . . ." stumbles the interviewee.
And, the rest, as they say, is history.  A history of missed opportunities due to lack of a credible and reasonable response to one of the most frequently asked interview questions:  What's your biggest weakness?

"What's your biggest weakness?"
A lot of interviewers ask this not particularly good interview question.  They ask it as much to see how you handle this question as to actually hear your response.

A not particularly good interview question
A not particularly good question, responses to it have ranged from irrelevant to the embarrassing to bordering on the illegal.  Some candidates, feeling helpless and without a strategy, provide a foot-in-mouth answer that knocks them out of the competition entirely.  Some even respond with a weakness that turns out to be a primary job function and . . . . .  it goes without saying how that turns out!


So, what's a job seeker to do? 
The question feels like a "Catch 22:"  Answer honestly and you may be out of the competition.  Answer with a “I don’t have any weaknesses!” and that answer comes across as a “smart alec-y” or “full-of-yourself” type of answer, AND also indicates a lack of self-awareness - neither of which are qualities interviewers are seeking in new employees. 

A lot has been written about the best way to handle this question.  Strategies job seekers have used include:

-  A non-response:  Some candidates simply say they have "none."  

• The problem with this response is that since no one is perfect, the answer is not seen as credible.  It can even be as cocky or smart alec-y.  Either way it doesn't enhance your standing in the interviewer's eyes.

-  An opportunity-killing response:  Citing a weakness that is considered key to performance of the job.

•  The problem with this response is obvious - you are telling the interviewer you can not perform the job. 

 - A cliche response:  Responses that cite "strengths" or admirable qualities disguised as a weakness -

1.  "I tend to work too hard."
2.  "I drive my employees too hard."
3.  "I'm a workaholic."   

• The problem with this type of response is that interviewers are on to you!  These answers have become trite and cliche.  They've been written about, taught in interview training, practiced pre-interviews, and over-delivered. They don't ring true and savvy interviewers often follow-up by asking the interviewee to cite a second weakness!

In fairness, while some of these strategies listed above may work, and have worked, in some circumstances or in rare situations, generally they don't work and result in a job seeker being eliminated from the competition.

A better way
Below is a strategy to follow that delivers a plausible response in most situations.  Here’s a better tack to take:

• Step 1.  Choose a weakness  --  or in better terms an area in which you could improve – that is not a key requirement of the job.  For instance, if you are applying for a “Communications Director” position, you wouldn’t say “I’m a poor communicator.”  In that case you would certainly be out of the running, and quite frankly, deserve to be.  A job seeker shouldn’t be applying for a job where they can’t handle the main function!

• Step 2.  Select a weakness (i.e. areas that are not among your greatest strengths) that is not such a key function that it would prevent you from doing the job.  For example, a communications director might choose budgeting.

• Step 3.  Now, and THIS IS KEY:  State that while you are an excellent communications representative in terms of the key functions (name them), budgeting WAS (i.e., past tense) not your strongest area.  However, recognizing this, you have taken actions (name them) to improve in that area.  And, while you will never be a "finance person," YOU ARE COMPETENT in developing your communications' budgets.

A triple win
Using the strategy just described above, you score a TRIPLE WIN!
1.  You provide an honest response.
2.  You show self-awareness.
3.  You not only show but “demonstrate” a strength:  When you identify a problem, you (1) recognize it and (2) take action.

In summary, effective interviewing is not easy, but it's not rocket science either! While there are 1000s of interview questions being asked, many are common and frequently asked questions.  Do some homework.  Learn what these frequently asked questions are, plan credible responses in advance, and sail through your interview!
For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.  View Nancy's Nine Cardinal Rules of Interviewing for more advice.
___________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Networking is a 2-Way Street

Networking is a 2-Way Street!

Question:  What is one of the most common mistakes job seekers who are new to networking make?

Answer:     Not recognizing that networking is a give-and-take practice, i.e.., a 2-way street!

Setting up 1-to-1 networking meetings to talk with people about your job search a smart thing to do! 
Talking with people in your network in order to seek information and advice is a time-tested technique for finding a new position or enhancing the one you’ve got!       Why?

Because as folks in your network of contacts learn about you, and the needs you can fill in an organization, they begin to think of you in that context.  When they hear of an opening, or a potential one, in their own organization or in the company of a friend or colleague, they think of you and refer you.  That’s a triple win - for you the job seeker, your contact, and the hiring organization.

A 1-to-1 networking meeting, over a cup of coffee in a comfortable spot, allows you to tell your network contact about the good things you can offer a hiring firm, as well as to learn from your contact what they know about organizations in which you could be an asset.  In fact, It is one of the best, if not THE best, way to access the hidden employment market, where well over 80% of the best jobs are found.

GIVE as well as TAKE
However, recognize that when you engage in networking, you have a responsibility to GIVE as

Successful Networkers Give & Take!

well as TAKE.  Sure, you are the one in need of help right now as you search for a new job, but remember to be appreciative and generous with those that help you.  (More in a minute about what that means.)

As you reach out to network contacts, you'll find that most people want to help.  They'll provide information,invite you to stay in touch, and even meet with you a time or two.  But recognize that depending on your response and subsequent actions your relationship could be short-lived or grow and extend over a career if not a lifetime.  Some even evolve into genuine friendships and business relationships.

Appreciative and generous in your response:  Giving
As a job seeker, you're the one in need and, if out of a job, the one with a small bank account.  So how do you show appreciation?  It doesn't have to be expensive.  Following a networking meeting or interaction, in addition to thanking them in person at the end of your meeting, remember to:

1. Thank the contact who is helping you in a meaningful follow-up Thank You note.  In other words, put some thought into it!
2. Keep in touch.  Keep your contact updated on your progress with some e-mails, a phone call or two, even another networking meeting.
3. Look for ways you can be helpful to them.  While buying lunch right now is not in the cards, you can be helpful in less costly ways.  
1. You can forward information on topics you learned in talking is important to them.  
2. You can introduce or refer them to someone in your own network who would be a good contact for them.
3. Offer to serve on a volunteer committee they are chairing.
4. Invite them to attend a professional association meeting where the topic is of interest.  
5. Or, offer your ideas for a work problem or new project they have, etc. . . . . .  You get the idea. 
4.  And, a closing "goes-without-saying" thought: When inviting contacts for a networking meeting over a coffee, please offer to buy the coffee!

It's a Smart Strategy!

Networking is a 2-way street.
Setting up 1-to-1 networking meetings as an integral part of your job search is a smart and effective practice.  As you take information and support from your contact, and give back in kind, you'll find yourself moving closer to achieving your goal.   There just could be a job in it for you!  . . .  .  . It's a Smart Strategy!

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tab of the AJC–Career Strategy website.
 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

What a Company Wants to Know - 6 Kinds of Interview Questions

Take a walk through the business careers section of any bookstore or library, and you will see lots of books on the subject of job search.  And entire books devoted to interview questions  –  1000's of interview questions with 1000's of answers. 

What's a job seeker to do?  Memorize 1000s of answers to 1000s of questions.  Or  --  and it’s a much better alternative  --  understand that there are 6 basic areas in which you’ll be questioned. 

 
The key to answering questions in your interviews is to recognize that all questions asked actually fall into a half dozen general categories.   

Same set of questions asked in multiple ways, over and over.  That’s why it often feels like you’ve been answering the same question over and over, because — you have!


A Strategy
So, a strategy is to first understand what interviewers are trying to find out in each of these areas.  Here's what they want to know:

6 Categories of Interview Questions

Category 1.  If you can do the job   – Interviewers will ask about your job or work experience. 

• They want to know if you have the experience and skills necessary to perform the functions of the job, and to perform at the right level - senior, mid-level, junior, entry. 
• A job seeker will be asked "technical" questions about their profession.  Sometimes, you'll be asked to provide a presentation on a topic designed to demonstrate that you have the right experience.  (Hint:  Do so, but don't give away the store.)

Category 2.  If you have enough knowledge to do the job -  Interviewers will ask about your education and training.

• They want to know if you have the necessary education to understand the task(s) required by the job.
• They want to know that you have a high or detailed enough understanding to be able to communicate information about the task.

Category 3.  If you have the strengths required to do the job -  Interviewers will ask what strengths you have and how they have facilitated your performance of these job functions in previous jobs.

• They want to know about technical, people interaction/management, communication, leadership, team building, conflict resolution strengths.
•  They want to know if you have actual physical strengths  -  stamina if it is a stressful, demanding job or actual physical strength if the job involves physical activity.

       
Category 4.  If you have weaknesses that will prevent you from doing the job at all, or from doing it well.    Interviewers will ask about and probe your technical expertise and experience and your education and training.

•  They want to know if you have actual - and enough - experience, no experience, experience in the wrong areas, hands-on experience, managerial experience.
•  They want to know if there are "sensitive" areas from your past that will come back to haunt you, and potentially them as your employer.  These can include poor attitudes, problematic temperaments, arrests, crimes, frequent litigation, lies, job hopping.
• They want to know if you have poor people skills, no / too little actual "hands-on" management experience, no/too little experience working with customers.
• They want to know if you have too little education to understand the job or grow the job/department/contract/company.
• They want to know how you handle conflict, turmoil, stress, deadlines, unreasonable deadlines and too-short time frames.

Category 5.  If you can work with people in the way their organization’s culture deems correct to get the job done -  They will ask about how you typically interact with people in and connected to the organization.

• They will ask about how you manage upwards.  How do you communicate, support, and interact with superiors in the organization?
•  They will ask about how you manage downwards.  Is your method of reward and recognition, development of subordinates, and discipline and punishment within the bounds of how the organization does things?
• They will ask about how you interact with and manage relations with those supporting the organization, such as vendors, suppliers, sub-contractors, and public and governmental entities.
• They will ask about how you interact with, communicate with, and manage relations with customers.

Category 6.  If you can fit the organization culture  – Are you a good fit in their day-by-day work-a-day world?

• They will ask about your values and ask for examples of you "living" these values.
• They will ask about your work style.
• They will ask about how performance was rewarded / penalized in previous organizations you worked with and gauge your reaction in describing it. 

Preparation is the Answer
An interview can go on for a couple of hours, multiple times, if a candidate is asked back 2 or 3 or 4 times - sort of a progressive interview.  And a candidate can be asked 100's - often feels like 1000s - of questions.   
Question:  How do you manage to not only make it through the interview but shine?  
Answer:     Preparation.

To prepare for your upcoming interviews, first do some homework.  Think of it as preparing a foundation of facts and work examples (accomplishments) from which you will answer the myriad of questions in each of the 6 areas.  Identify pertinent facts and examples per area that illustrate your strong performance and abilities in each area.  Here's how:
(1)  Think through each of the categories above.  Decide the story you want to tell about you in each of the 6 areas.
(2)  Prepare to talk about each category.  Assemble a foundation of facts about your performance, background, experiences, education and training  in each of the 6 areas.
(3)  Identify examples of you performing in each area, illustrating strengths and accomplishments.

The big Advantage
If winging it is not recommended  --  and IT IS NOT --  and preparation is key, then preparing in the manner suggested here will provide a foundation for you from which to best handle interview questions.  You won't be thrown by an off-the-wall question and you will be able to be consistent in the information you reveal.  YOU will come across as a competent, prepared candidate - even the candidate to beat!

For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tab of the AJC–Career Strategy website.
 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

To Vacation or Not To Vacation? . . . . . The Real Co$t of That Week Away

To Vacation or Not To Vacation . . . . . That Is One Question?  But, not the only one.  The bigger question is what is the real Co$t of that week away?  The article below discusses 3 questions to answer before deciding to go on a vacation.

Question 1:  To Vacation or Not To Vacation?
It's summer-time, and people take vacations --
    - People in companies that you want to meet and network with take vacations.
    - People who delay your interview by 2 or 3 weeks because they are on vacation. 
    - People who want to hire you but the hiring manager is . . . you guessed it . . . on vacation!

What do you as a job seeker do?  Join the club and take a vacation yourself, or keep on plugging away at your search?

Like the December holiday season, summer is a tricky time of year for job seekers.  It can be a challenge to keep your search moving forward when the people inside companies you need to meet are unavailable.

Some job seekers believe it makes sense to stop searching for awhile, and start back up again in the fall.  However there is a cost to doing so.  Job seekers who take time away lose the advantage that job seekers who keep going gain.

The Competitive Advantage
Many of your competitors will choose to slow or stop their search entirely for awhile, making for fewer people competing for positions.  So keep on networking, applying, and attending.  While it may take a little longer to secure those networking meetings or interviews, by staying in the game, the advantage is yours!

Question 2:  The REAL Co$t of that Summer Vacation?
It gets frustrating when it seems everyone you need and try to meet is unavailable.  Everyone you call is  . . . you guessed it . . . on vacation!

So, what's a job seeker to do?  Might as well take a week off and go on vacation too.  After all, it’s only a week!  Right?  
Wrong?
Why?  Because that week off will actually cost you 3 ! 

In reality, that week off  –  and away from your search  –  will actually cost you three!   Yes, that's 3 - weeks away from your search.   And, probably more!
1.  First, there is the week (if not more) before your vacation that you spend getting ready to go on vacation.
2.  Second, there is the week of your vacation.
3.  Third, there is the week after your vacation which you spend trying to get back into the swing of hunting for a new job.

What happens during that 3-week period that slows your search?
1.  You fall out of the productive habits that you painstakingly put into place to organize your job-search-business day.
2.  You begin to fall off their - your network's - radar screen.
3.  Your pipeline begins to dry up.
4.  The biggest cost of all - lost opportunities!
   
The biggest cost of time away can be real $$ that you don't get the opportunity to earn due to missed leads and opportunities while you're away.  Time away slows your search:

• Hinders your networking, and 
• Takes you out of the geographic vicinity if an unexpected interview happens to pop up!  
• Feeding your pipeline, the "life line" to finding that next opportunity, slows or stops altogether!  Remember, you generate leads to jobs and people by your daily - that’s daily  -  job search activity.

So before planning that trip, consider the REAL COST of time away away and decide if time away is worth the cost.

Question 3:  Vacationing Anyway? -  Then Be Smart About It!
     Still not convinced? 
           Determined to take a vacation anyway?

                Then be smart about it.  

If you are determined to take your summer vacation while you are still searching for a job, put into place plans to keep your job search moving forward from a distance.  Here’s how:

1.  Research the area you’ll be visiting.  Identify prospective employers, staffing firms, and network contacts who can be helpful to you in providing leads to opportunities - in either the geographic area of your vacation or back home in your home town via their long-distance contacts.

2.  Keep your search going back home.  Advise hot employment prospects that you will be out of the area for “ __X__” period of time, and attempt to step up your interviews.  Who knows - you might get an offer using this technique, before you vacation (which is the best way to vacation, isn’t it!?).

3.  Network from afar.  With today’s technology, you can network via your computer and phone from whatever corner of the earth you’re on.  So, set aside a part of each vacation day – maybe an hour or two in the early or late hours of the day   – to stay in touch and connected!


The Best Time to Vacation 
We've all experienced it - that freedom you feel during the time between finishing one job and starting the next. 

• Choice 1:  Well, your job search is your job right now.  And, you can experience that same sense of freedom if you delay that vacation until after you have received your next job offer but before you've begun your new job.  And you'll have a lot to celebrate!  

• Choice 2:  But, if you prefer not to delay, or have travel plans that commit you to travel -mid-job search, be smart about advance planning so that you search is still viable when you return from your vacation.  

The choice is your. Whatever you decide, plan and take pains to keep your search momentum moving forward.  Either way - have a great vacation!
For additional information on marketing yourself and your capabilities, please refer to the many articles found under the Articles tabs of the AJC–Career Strategy website.
 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub