Author: Michael Mayher

That’s what it’s all about, getting a decision. None of us can dictate the outcome of an interview although, if we could, we would. But you do have more influence than you may think. I find, however, that in the digital era more than at any other time I can remember, an increasing number of people feel more separated than ever from the process of which they are personally a part. No wonder, with increasing reliance on web-based processes, there is little room for participation until the time you get the call and subsequent interview. So you had better make the most of it, which is why I write my blog, to help people make the most of the limited time spent in the interview process, while engaged in the give-and-take dialogue with hiring managers. Just to frame this conversation,

At face value the title seems a little ridiculous and elementary, but no decision should be made without some forethought, even if only a few minutes' contemplation. This topic sounds so basic some may think, “DUH!” But when the time comes, many don’t know how to react in a manner that will protect their self interest when it's decision time. There are basically two kinds of job offers; a verbal offer and a written offer. Sometimes a person will receive only the written job offer, without previous discussion, but a verbal offer always precedes the written. The verbal offer is really sort of a test balloon presented by an interviewer because often a company wants to ensure you will accept before they put it on paper. No hiring manager wants to go back to their boss with egg on their face

Yes, it may sound like a bit of a cliché, but the mirror is your best starting point. First things first, using a military analogy, I can provide you with all the cool gadgets and gear, the best toys available but, if you don’t know basic soldiering, all that cool stuff is for show and not much GO. In other words, if you don’t know the basics, the other stuff isn’t of much use, and you can’t get more basic than working on the one aspect you can absolutely influence – you. On the surface these things sound lightweight and flimsy. However, I find that three traits are the foundation of all your efforts. Sadly, during the last few years there are many who’ve been beaten down, whether they know it or not, and need to regain their footing in order

In my last blog entry I posed a question: if someone offered expertise and advice about a subject directly related to what you were trying to accomplish, would you not only be interested in hearing what they had to offer, but also be willing to apply their suggestions to a varying degree? Who wouldn’t want to get some advice, right? Most people are glad to receive help with their efforts. But there are those – and we all know someone like this – who will claim one thing but do something else or, worse, do nothing at all. They’ll readily admit they are stuck in a rut and not getting anywhere but will still fight tooth and nail to remain right where they are, all the while complaining about it. I recently spoke with someone who told me she is seriously looking

In recent years there have been increased numbers of people looking for work, such as fresh grads with an earned degree trying to secure work in their chosen field; be they Veterans transitioning from their military service, or perhaps loyal and hard-working folks, who ironically, after turning 50 years old, suddenly find themselves having to start all over again. Plus many others who, for different reasons, are struggling among a lot of people vying for seemingly fewer jobs. At one time or another most people have experienced occasional frustration or a sense of helplessness and feel as though they can’t seem to make much headway under the current circumstances. The availability of good jobs is obviously a big factor and indeed there are some things beyond our control, but we bear some responsibility for our own feelings of insecurity. As

(Cont’d) Take your “win” book with you when you attend a face-to-face interview. It’s up to you when you want to present it; think strategically. You may want to present it in a first interview, or you may not. In my opinion, presenting it to the interviewer at the end of the second interview is the most powerful. Consider for a moment you are meeting for the second time, which means a number of other applicants have been thinned out and the stakes are rising. You’ve referred to your job performance and, to back up your claims, you are offering documentation and, in addition, you are providing written reference letters before your references have even been requested. Presented in a professional way it suggests, “Go ahead and check me out”. This projects a measure of confidence, does it not? If you

Everything I share with readers, and all the advice I suggest, is the culmination of best practices I’ve witnessed, learned and apply during the more than 20 years I’ve been a headhunter. They are all proven techniques, otherwise I wouldn’t exercise them; they may evolve to some degree from time to time, but these methods work. To set this up, here’s a true story. In the past I was involved in a large recruiting effort in which a pharmaceutical company wanted to grow a nationwide (U.S.), 300 person sales force for a new product launch – no small task. They organized regional assessment centers wherein they funneled applicants. Essentially a two-step process, those who made it through the assessment center successfully went to the next interview and then might receive job offers. It was a brief, fast paced and grueling process,

(Cont’d) Taking up where we left off; if you are, for example, a recent college grad you might have a few things to which you can refer and note on your resume. If you maintained a good GPA and held a job, part-time or more, while also pursuing your studies, that’s an accomplishment. Especially since more people are choosing to finance the whole thing; if you successfully managed your studies’ and a job, note it on your resume. For example; I am aware that among companies that require a college degree, some of them have a threshold that an applicant must have maintained a certain level GPA to be considered. However, if they gained their degree while also working during their studies or participated in sports, they could have a slightly lower GPA and still meet the threshold of consideration. This example

I was recently contacted by a reader who said he works in the retail sector unloading trucks and merchandising. He said he had some performance awards and was utilizing them but asked about what kind of accomplishments he could derive from the actual work he does? I admit to being an incurable optimist, who thinks you can derive something useful from even the most mundane of experiences and something positive from unfortunate events. Most people, if they are and have been conscientious employees who want to do more than just show up for work, can find accomplishments in their work history with which they can accentuate and elevate their candidacy when compared to so many others. For whatever reason, be it laziness, ignorance or anything else, most people don’t make extra effort, which is alwaysan opportunity for you to shine just

(Cont’d) Ideally your cover letter should be sent to an individual or a specific department with which you would work. As I noted earlier, if it is generically addressed to Human Resources, or opening with “To whom it may concern” it won’t be taken seriously, won’t have the intended effect and, for all practical purposes, your effort will stall right then and there. So invest in some research into specifically where and to whom you want it to go. For the opening portion, introduce yourself and state your purpose; it should be a few sentences or a short paragraph. Be professionally courteous but get to the point and, now or at the end, don’t dance around it with platitudes by saying something such as, “I am interested in working for XYZ corporation and it would be the highlight of my career…blah, blah…”