How to Sell Yourself Effectively in an Interview

It is easy to have a casual attitude towards interviews, particularly if you have attended many in the past. However, you may find this isn’t working anymore. Why?

The jobs market has changed drastically since the recession forcing recruitment to take a new form. Of course, CVs are still the backbone of any job application, but there are also ways in which to stand out amongst other candidates when it comes to your interview. First impressions count and you will get a very small window to show off what you can offer.

This is why it’s important now more than ever to learn how to ‘sell yourself’ as effectively as you can. Think of it as if you were selling a product to a customer in a store. Remember to keep in mind what you are selling, who you are selling to, and what the unique selling point is.

What are you selling?

Remember that in this situation it is yourself that is the product up for grabs. You want to highlight your strengths to maximise the conversion rate, like you would do if you were selling an item on eBay.

So, how do you make yourself look as good as possible? Firstly ensure that you have the correct qualifications needed for the position. It is true that more employers are looking for people with experience, but for many academic careers, a minimum educational level is a must. If you don’t have the formal qualifications to argue that you’re knowledgeable on a topic, why do you think you’d be good for this position? Make sure you have adequate experience to make up for this.

Alternatively, turn to the internet. There is a wealth of free information online, so although you may not have the means to attend an education establishment, it doesn’t mean you can’t advance your knowledge.

In terms of experience, get out there and get some! It’s important to bear in mind that employers will consider your past performances as an indication of your potential future accomplishments.

Phil McCabe of the Forum of Private Business lobby group has stated that the education system doesn’t produce the right level of work-ready young people.

More than one million 16-24 year olds are now unemployed in Britain and study after study has shown that employers would rather hire someone with some work experience under their belts, than a degree.

If you’re new to the jobs market, try some unpaid work experience. The fact that you have sacrificed your time and money to advance your career prospects speaks volumes to an employer. They don’t always want the finished package. They want someone who will develop and grow within a company. If this is you, state it explicitly in an interview. The employer will be impressed at your straightforward approach and willingness to progress.

What’s most important to a company is proven results. Whether you get this from a previous job or from an unpaid internship, it doesn’t matter. Better yourself, not just for the interview, but for you career in the long term.

Who are you selling to?

Make sure you research the market you are looking to enter. The majority of interviews fails due to a lack of preparation or because of nerves. Kill two birds with one stone here by over-preparing. If you are well researched, you will come across as more confident.

Also think about how you match up against their criteria? Is it a small business? If so, they may want someone who can multi-task and take on more responsibilities from the beginning.

If there is a minimum requirement for the position, then it would be necessary to make sure you pay attention. Recruiters prefer when their instructions are followed. Saying this, if you feel you have ways to make up for a lack of experience, for example, make this clear in your covering letter, and it’s worth a shot.

One way to stand out in your interview is through questions. Look through the job description and other company literature to find relevant questions you could ask.

This shows enthusiasm and confidence. If you ask about the company’s plans, it shows you are thinking about long term plans. Furthermore, asking questions in reference to their website, or business strategy, or press they have received, is evidence that you’ve done your home, and makes a fantastic first impression. You’d be amazed how many people don’t research prior to interviews. Make sure you’re not one of them.

What’s the USP?

Put yourself in the position of the interviewee. What is it that you offer that someone else can’t? They might see a large number of candidates in one day, so find a way to be memorable, whilst professional.

When discussing experience, you don’t always have to reference an employment example. Perhaps an unusual hobby of yours has given you some desirable skills for the job.

There are three Ps to think about when it comes to your USP: Performance (what have you achieved so far in your career?), Potential (what are you capable of in the future?), and Perseverance (enthusiasm can speak volumes).

Go through these prior to the interview and think of evidence where you have shown these traits. If you have any documentation or a portfolio to back it up, always bring it with you.

But most of all, relax and be yourself. Just because the situation is formal, doesn’t mean you can’t be cheerful. Most people are so nervous, showing your smiley bubbly side could be the easy solutions to stand out amongst the crowds.

via How to Sell Yourself Effectively in an Interview.

How to Sell Yourself Effectively in an Interview

The State of Hiring Top Talent [INFOGRAPHIC]

Worldwide, recruitment is a $400+ billion industry and in America, hiring managers admit that 1 in 5 hires turn out to be mistakes, costing businesses an average of $25,000 per “bad hire.”

But where there are problems, there is innovation. Businesses will continue to hire, and hire smarter.

This SmartRecruiters infographic provides insight into the state of hiring top talent.

Takeaways:

• 77% of businesses plan to hire in 2014.

• Bad hires cost businesses $25,000 in 2013.

• 62% of jobs are posted to niche sites.

via The State of Hiring Top Talent [INFOGRAPHIC].

The State of Hiring Top Talent [INFOGRAPHIC]

Netflix"s Major HR Innovation: Treating Humans Like People

Back in 1997, before it was streaming a billion hours of Internet television a month, Netflix was a startup. They had a fairly standard vacation policy: 10 vacation days, 10 holidays, and a handful of sick days per person. Rather than formally tracking these days, they opted for an honor system, with employees tracking their own off days and informing their managers when appropriate.

Then, in 2002, Netflix went public.

“(O)ur auditors freaked,” former Netflix chief talent officer Patty McCord writes in HBR. They thought that Sarbanes–Oxley, the accounting reform legislation, required that time off was carefully accounted for.

“”Many HR people dislike it when employees talk to recruiters,” McCord says, “but I always told employees to take the call, ask how much, and send me the number–it’s valuable information.”"

Netflix thought about putting an official system into practice–until founder Reed Hastings came up with an intriguing question: “Are companies required to give time off? If not, can’t we just handle it informally and skip the accounting rigmarole?” McCord’s realization: no California law said you had to institute vacation time.

So instead of shifting to a formal system, they went in the opposite direction, McCord says. “Salaried employees were told to take whatever time they felt was appropriate. Bosses and employees were asked to work it out with one another.”

Doing the common sense thing and treating people like adults are at the heart of Netflix’s breakthrough HR policy. McCord believes that most companies fall into a trap of having 97% of their employees doing great work and not needing HR to hold their hands, while 3% of employees absorb HR’s time, money, and energy. Netflix’s approach: they simply don’t hire those people.

While hourly workers have a more structured system, salaried employees are merely guided by HR on how to take time off. For example, accounts are asked not to be out at the beginning or end of the quarter, since those are the busy periods. If employees have to be away for more than 30 days, they would talk it over with HR. And senior staff are encouraged to take vacations since they serve as role models.

Netflix implements similar systems when it comes to their formal travel and expense policies: employees are encouraged to act in Netflix’s best interests. This means they shouldn’t eat at an expensive restaurant with a colleague, but it might make sense in sales. And they don’t need to go through travel agents for flights, so that’s another expense gone.

“(O)verall we found that expense accounts are another area where if you create a clear expectation of responsible behavior, most employees will comply,” McCord says.

Perhaps most radical is their approach toward compensation. For one, Netflix doesn’t distribute performance-based bonuses–they’re unnecessary if you hire the right people. They also emphasize market-based pay. To get an understanding of the rate for their talent, Netflix interviews competitors when given the chance.

“Many HR people dislike it when employees talk to recruiters,” McCord says, “but I always told employees to take the call, ask how much, and send me the number–it’s valuable information.”

via Netflix’s Major HR Innovation: Treating Humans Like People | Fast Company | Business + Innovation.

Netflix"s Major HR Innovation: Treating Humans Like People

How to Create the Perfect Job Posting [INFOGRAPHIC]

This infographic (courtesy of Herd Wisdom) shows how recruiters can create the perfect job posting.

What’s the best job posting you’ve seen?

• There are currently around 5 million jobs posted online – in comparison, there are 13.7 million unemployed people in the US and Canada.

• When creating a job posting – make the title catchy and memorable.

• Make your company appear confident, innovative and competent in the description.

• Job descriptions need to be accurate and strategic – highlight the positives and negatives.

• Use unbiased terms and write everything in the present tense.

via How to Create the Perfect Job Posting [INFOGRAPHIC].

How to Create the Perfect Job Posting [INFOGRAPHIC]

Top 10 Things to Mention in an Interview

The job interview might be the only thing left between you and the position of your dreams. Even when you’re the most qualified candidate with references galore, a poor interview performance can leave a lousy impression on a potential employer.

Yet, you can avoid nearly all interview mishaps if you prepare the right way for your interview. This means always knowing which talking points to bring up — and why these points are important in determining if the position is a good fit for you.

Here are 10 things to always bring up in an interview:

1. The Work

The most fundamental goal of the interview is to determine whether you have the skills to do the job. Still, your interviewer may not even know how to figure out if you have what it takes. You must be ready to do it for them. Be prepared with a list of your top selling points so the interviewer is completely aware of your advantages over others.

2. The Company

In a 2011 survey by AccountTemps, 38 percent of managers said the number one interview mistake they encountered was little or no knowledge about the hiring organization. Don’t let that happen to you. Do your homework ahead of time so you are ready to say why you want to work at that job and for that company.

3. The Culture

The work environment can determine whether you love your job or hate it. Address the work culture with your interviewer to make sure your values align. There’s nothing worse than landing a job only to realize the organization is not a place where you would feel comfortable working.

4. Industry Knowledge

Want to “wow” the interviewer? Show off your knowledge of the industry. Talk about recent newsworthy events or the company’s newest products. Thoroughly understanding your industry proves your passion for the field. In addition, having this knowledge suggests you have a deeper level of expertise than the average candidate.

5. Past Experiences

Your past experiences demonstrate how you would perform if you landed the job. So, you want to be prepared to describe past experiences where you had a big impact. If you have numbers to back up your claims, that’s even more persuasive.

6. Portfolio

A portfolio is a visual representation of your past work. It not only shows off your accomplishments, it also gives you added value. While a portfolio may not be essential for many positions, having physical representations off your work that you can share upon request will make you look good because you went that extra mile.

7. Your Plan For the Position

Your interview needs to show the company what you can do for them. Lay out what you’d do, should you get the job. This plan doesn’t need to be detailed–it just needs to illustrate how you would positively contribute to the position. For instance, presenting how you would reduce customer turnover is an easy, yet beneficial way to show an employer why you would do well.

8. Your Referral (if you have one)

There’s nothing wrong with name-dropping if the person helped you land the interview. If you were referred to the position, be sure to remind the interviewer. This connection may put some legitimacy behind your candidacy, as well as spark a positive conversation between you and the interviewer.

9. Thought-out Questions

Always make sure you have questions at the end of the interview. From queries about the interviewer’s role to thoughts on the history of the position, questions show your desire for the job. They can also give you more insight into the role, which may not have been addressed during the more formal portion of the interview.

10. Next Steps

Understanding the next steps in the interview process is essential. Always ensure you’re aware of what these are. It may be a second interview. It may be giving the company a list of references. It may mean you won’t know the outcome for a few weeks. By asking about these next steps, you’ll know what to expect and gain some peace of mind. You’ll also show your enthusiasm for this position.

As you can see, job interviews can be a much smoother process if you use this checklist. Do your research, emphasize why you are the best candidate for the job, and always leave on a good note. You’ll find the outcome of the interview will be much more positive if you do.

via Top 10 Things to Mention in an Interview.

Top 10 Things to Mention in an Interview

How to Determine Cultural Intangibles

If you’re looking for a candidate’s past experience, their resume or LinkedIn will fill you in. Want to see an engineer’s past work? Look no further than their Github. Want to make sure they are engaged in their space and passionate about the type of work they do? Twitter is a window into what they’re thinking about when not on the clock.

But what about the rest?

As most elite recruiters will tell you, cultural fit and personality are often just as important as individual ability. A talented candidate who can’t get along with the team could ultimately do more harm than good. Yet, sussing out what a candidate will be like to have in the office every day can be frustratingly difficult, especially if you only have a handful of interviews to pull from. There are, however, several practices you can implement to determine cultural fit and prevent the undesirable outcome of having a negative personality in your organization.

All Hands on Deck!

At Entelo, they are loathe to leave interviewees alone on our entryway couches as they wait for an interview. Even employees who share no job functions with the candidate are encouraged to introduce themselves and have a quick chat. Primarily, it creates a welcoming, friendly atmosphere for the candidate. Taking it deeper, though, it can provide some valuable meta-data on them as well. As Malcolm Forbes once said:

“You can easily judge the character of a man by how he treats those who can do nothing for him.”

Try asking your office manager or other administrative employees how they were treated by the candidate. Although it’s likely candidates will have their best foot forward as soon as they step in the door, they may slip out of interview mode when speaking with employees not directly involved in their hiring cycle. Further, your engineering candidate probably won’t be discussing code with your marketing employee, so you can get a sense of how they’ll get along were they to be sharing the same office.

Out of Office Responses

Hosting happy hours or other social events is a great way to interact with many candidates at once in a non-interview setting. Renting out a room at a local bar and encouraging employees to invite professional candidates, while also looping in those in your pipeline, is not only an opportunity to gauge personality, but also to build a genuine relationship with candidates not based on their utility in filling one of your roles. Getting to know candidates’ goals and ambitions over drinks may lead to a high value hire down the line.

Facebook has has unmitigated success through their various Hackathons. For the unfamiliar, Facebook sends recruiters and engineers to cities all over the world and invites dozens of engineers to work on the development issues the company is struggling with. Not only is this a great branding and talent acquisition opportunity, but Facebook can essentially crowd source solutions to their roadblocks and approach problems from a new angle.

Ask the Right Questions

Most obviously and most explicitly, you need to ask the right questions to pinpoint personality. Rather than the open-ended “tell me about yourself” or “what do you do for fun?”, ask questions that give perspective to the candidates’ past. Some of the following questions might be the most illuminating:

• What type of working environment do you thrive in and why?

• What was you favorite job and what was the company culture like there?

• What company culture have you worked in that you didn’t like, and what would have made it better?

via How to Determine Cultural Intangibles.

How to Determine Cultural Intangibles

The 5 WORST Things to Wear in a Job Interview

When you are preparing for a job interview, everyone knows that you don’t just need to prepare yourself mentally; you also have to prepare yourself physically. You want to make a good impression, right from the first moment your interviewer lays his or her eyes on you. Naturally, you will want to look spiffy, smart and well-groomed.

If you would like to make a good impression during your job interview, then here are the 5 things that you should avoid wearing at all costs.

1. Cleavage-Bearing Top:

In general, do not show skin. You are going to an interview, not a date. So if you would like to be taken seriously, skip the push-up bra and the plunging neckline. It will turn off your interviewer, and it will minimize your chances of getting the job, without you even saying one word. If you are male, then button up that shirt! Your interviewer would never want to see your chest hair or lack thereof.

2. Wrinkled Clothes:

Nothing says “unprepared” more than a set of obviously wrinkled clothes. You don’t need to wear designer clothes to your interview, but at least make sure that they are clean and neatly pressed. In general, avoid unkempt clothes. Hem those slacks; don’t let it drag along the floor while you are walking. Make sure your jacket or blazer fits you well. Avoid looking lousy, as if you had no thought or effort at all in going to this interview.

3. Red Lipstick:

Put the seductress act away. You do not want to intimidate your interviewer; you want to show him or her that you are capable. If you want to wear make-up, tone down the lipstick. Again, this is not a date. If you stay clear off the red lipstick, you will even avoid embarrassing yourself by getting red lipstick on your teeth.

4. Sneakers:

Unless you are applying for a creative position, ditch the sneakers. Don’t attempt a GQ model style and wear sneakers with that suit. While it may look stylish and quirky, it does not do much for your interview prospects. It just seems immature and trying too hard when you come to a job interview in sneakers. It also looks lazy, as if you could not be bothered with putting on a nice pair of shoes for this interview. In the same vein, women should try to avoid wearing flat and open-toed sandals. It looks really unkempt, and too casual for a job interview.

5. Unnecessary Accessories:

Keep it simple. If you have several ear piercings, skip wearing a few, just leave a pair on. Even if this is your form of expressing yourself, it can be distracting for your interviewer, and might deviate them from focusing on your capabilities for the company. Skip the bangles as well. While these may be fashionable, it will be extremely distracting and annoying, as it clatters and jangles while you are speaking with your interviewer.

Just avoid these 5 things, and you will be on your way to looking great on your interview!

via The 5 WORST Things to Wear in a Job Interview.

The 5 WORST Things to Wear in a Job Interview