Hi everyone – Happy October……. as we roll into the fall season I’ll be passing along tips on how to network over the holiday season (many opportunities with parties, get togethers, etc) but for today I saw this article that jumped out at me – Hope you like it!
LinkedIn article had some great information and bears repeating. What are the “big guys” looking for when hiring? What separates you from everyone else? Here are a few tips.
Thomas L. Friedman’s piece for The New York Times, “How to Get a Job at Google,” references an interview between Adam Bryant of the Times and Laszlo Bock, the senior vice president of people operations for Google. Bock spills the beans on what Google looks for when hiring new employees, and it isn’t just coding and good grades:
1. Agile learning. Bock says one of the most important skills to hire for is the ability to make sense out of random pieces of data on the fly, which Google tests for through behavioral interviewing. It can be difficult to show this on your résumé, but certainly not impossible. Tell a STAR story: Think about a time you were forced to make a decision based on lots of data or changing information. Now, break your story into four parts: Situation, Task, Actions and Results. You can wow recruiters by using a specific story during your conversation and by including an abbreviated version in your LinkedIn profile.
2. Emergent leadership. When faced with a problem as part of a team, how do you react? Have you ever been on a team where no one offers solutions to the problem or steps up to try and fix it? According to Bock, Google looks for leaders who come forward with solutions when things go wrong. Holding a powerful position or traditional leadership roles aren’t enough. Emergent leadership is when a team member comes forward to intervene during a crisis and easily steps back into his or her team role again. A great way to prove your leadership qualities is to get recommendations on LinkedIn from peers and supervisors that speak to your ability to step forward.
3. Intellectual humility. Do you take ownership of your work and ideas, yet know when to back down to better ideas? Intellectual humility means you don’t let your ego get in the way. Bock describes intellectual humility as the ability to fight for ideas adamantly, but when new information is introduced, having the ability to embrace the new direction that evolves. Humility is also the ability to do whatever it takes to get a job done. There is nothing too far below you – in fact, taking out the trash can be great exercise.
4. Being inquisitive and loving to learn trump expertise. Bock noted that employees who possess the desire to learn and an inquisitive nature sometimes come to the same conclusions that an expert would. Even more fascinating is that the nonexpert can come up with a completely new idea or solution because they don’t have the expertise or historical perspective. This can lead to innovative solutions and new directions. Depending on the industry you intend to work in, innovation may not be the most valued element of the corporate culture. Learn and appreciate which industries are adamant about expertise, and know when to showcase your love of learning.
Truth Be Told
Will putting “team player, innovative and strong leadership” on your résumé get you the interview? Probably not. Résumés are reviewed for technical skills, and it isn’t until the interview process that soft skills can be assessed adequately. So why is it that hiring managers screen résumés for technical skills when employers value soft skills most? Is there a breakdown in communication? Is it because technology can’t screen for the soft skills? Or is it because too few employers can quantify, measure or label the performance associated with these soft skills? Let’s hope that’s where the next great advancement in recruiting happens.
I participated in a very good Webinar on this topic – They provided many tips and resources. The presentation includes views of the employer, nonprofits, and the volunteer. There are some very important dos and don’t.
LinkedIn provided some interesting statistics regarding volunteering – and has added an interests section that includes “Volunteer and Causes”.
• 42% hiring managers consider volunteer experience same as volunteered for experience
• 1/5 hired because of volunteer experience
• Employers surveyed feel volunteering is a core asset to professional identity and many job seekers understate experience.
Dave Ramsey is a financial guru on talk radio – helping many people with his books/programs – his Human Resource team has some great information on interviewing – hope you glean something from them!
Source: daveramsey.com
So you nailed the interview. Does that mean you are a lock for employment?
Not quite, says Dave Ramsey’s human resources director, Rick Perry. You can still make a good impression look bad if you are not careful. On the other hand, you can put some icing on the cake with good follow-up techniques.
“I like emails as interview follow-ups,” Rick says. “Just something simple that says thank you, along with a question or two that you might have. Once you’ve sent the email or handwritten letter, it’s good to give the human resources team a week to get back to you. Typically an employer is interviewing eight to 10 other people. If they haven’t followed up with you in that time, it’s fine to call them and follow up.”
Note that time frame—a week. Rick says more than once, a potential team member has interviewed in the morning and followed up with a phone call that afternoon.
“One candidate interviewed and then, for the next four days, repeatedly called to see if I was available. If I wasn’t, he would hang up without leaving a message and call right back. He’d do it again and again. That’s not persistent—that’s obnoxious,” Rick says.
What if the company finishes the interview and gives you some paperwork to fill out or asks you to take a test online when you get home?
“If the company gives you something to do, do it and don’t wait,” Rick says. He tells of a personal experience when coming to work for Dave.
“I interviewed and told the vice president I would call back the next morning. Well, I got into something the next day and didn’t call until the afternoon. He asked where I had been. He said they almost moved on from me because I didn’t call in the morning like I said I would. If you say you’re going to do something to follow up, do it. If the company gives you something to do after the interview, do it just as they say.”
So what happens if you have done everything and get the dreaded “thanks, but no thanks” email or phone call?
“How you respond to ‘no’ speaks volumes about you and can determine whether you get a shot at another position with the company. An applicant here applied and interviewed for two different positions. He didn’t get either after investing a lot of time and energy into the process. But he maintained a positive attitude through it all. Four months later, we hired him for another position here. Even today, he thinks the people selected for the other two spots are perfect for the positions.”
You might be wondering, These tips will work if I go to work for Dave, but what about other companies? Will they appreciate these things too?
“Being genuinely human, honest, patient and demonstrating a positive attitude through it all is applicable no matter where you go,” Rick says.
It’s that time of year again – no, not holiday season – time for the Southern Regional Workshop of the California Placement Association! (CPA). This event always reminds me why I work in Career Services and it’s a wealth of new information and resources for our students.
We will be attending some break-out sessions on topics, such as basics of LinkedIn (maybe something new?) and job search strategies presented by Celia Howen, Assistant Director/Career Counselor at Westmont College,
Additionally, CPA will be presenting tools to help Veterans: finding jobs, working with hiring managers, local and national resources, connecting and motivating. This Informational session conducted by local Veteran experts and EDD-VET representatives.
And as always – a great portion of the event, the RECRUITER PANEL where we can ask all the questions we need answers to, such as “what are recruiters looking for today?”
Cost is $50.00 for non-members if you would like to attend http://www.calplacement.org for information. We’ll report back next week.
Doesn’t it feel great to be NICE to people? To have them be nice back? Being nice is not difficult, but it needs some polishing for others to realize your effort. A smile on your face makes others smile too. A kind word to someone, or holding a door open to the person who is about to enter, is really easy to do, and in the long run will make even you happy!
I know at work there is a fine line between “being too nice” and being a good manager – I’m speaking in general terms here – for happiness overall; and that, will spill over into our professional lives.
Here are 15 ideas to get you started:
1. Hold the door open for somebody struggling with an armload of stuff. You’ll have to look up from your smartphone to actually see this need.
2. Share something you know with somebody else: show a colleague a shortcut for Excel/Email/your company accounting system, etc.
3. Smile at a stranger.
4. Tell somebody you appreciate their hard work.
5. Keep the snarky comebacks to yourself.
6. Pick up a piece of trash in the hallway.
7. Be overheard saying something nice about somebody else.
8. Pay for the soda of the person in line behind you at the company cafeteria.
8. Say “thank you.” Then find somebody else and say it again.
9. Hold somebody accountable. Yes, this is a form of kindness.
10. End a meeting early.
11. Pick up the office mail for your team and distribute it.
12. Make a fresh pot of coffee.
13. Reload the paper in the copier.
14. Introduce yourself to somebody new.
What will you do today to Be Nice?
Have a great day out there – let’s make a difference
Whether you’re looking for your very first job, switching careers, or re-entering the job market after an extended absence, finding a job requires two main tasks: understanding yourself and understanding the job market. Presuming you’ve already chosen a career and are currently searching for jobs, here are several ways to actually get a job.
Network. The best companies to work for tend to rely heavily (up to 40%) on employee referrals.[1] Make a list of all of your friends, relatives, and acquaintances. Call each one and ask them if they know of any openings that they could recommend you for. Don’t be too humble or apologetic. Tell them what you’ve been looking for, but let them know that you’re flexible and that if they have any suggestions, you’re open to them. This is not the time to be picky about jobs; a connection can often get your foot in the door, and you can negotiate pay or switch positions later once you’ve gained experience and established your good reputation.
Touch base with all of your references. The purpose of this is twofold. You can ask them for leads and you’ll also be refreshing their memory of you in their mind. (Hopefully their memory of you is a good one, or else you shouldn’t be putting them down as a reference.) If a potential employer calls them, they won’t hesitate as much when remembering who you are.
Volunteer. If you aren’t already, start volunteering for an organization that focuses on something that you’re passionate about. You may end up doing boring or easy work in the beginning but as you stick around and demonstrate your commitment, you’ll be given more responsibilities. Not only will you be helping others, but you’ll also be gaining references. You should emphasize your volunteer experience on your resume, as companies that treat their employees well tend to favor candidates who help the community somehow.
Work for the UN. The United Nations has a lot of organizations where you can work as an employee, volunteer or you may get an internship with them.
There are many sites to start your job search there:
• UN Job Monster website (http://www.unjobmonster.com)
• The UN Official website (http://www.jobs.un.org)
• UN Jobs website (http://www.unjobs.org)
Develop your personal elevator pitch. Many structured interviews, particularly those at large companies, start with a question like “tell me about yourself.” The interviewer doesn’t really want you to go back to grade school and talk about your childhood. This is a specific question with a specific answer…in two minutes or so, the interviewer wants to get you to relax and loosen out your vocal cords, understand your background, your accomplishments, why you want to work at XYZ company and what your future goals are.
Prepare for a behavioral interview. You might be asked to describe problems you’ve encountered in the past and how you handled them, or you’ll be given a hypothetical situation and asked what you would do. They’ll basically want to know how you’ll perform when faced with obstacles in the position you’re interviewing for. Be able to give honest, detailed examples from your past, even if the question is hypothetical (e.g. “I would contact the customer directly, based on my past experience in a different situation in which the customer was very pleased to receive a phone call from the supervisor”). You might find yourself listing facts–if so, remember that in this kind of interview, you need to tell a story. Some questions you might be asked are:
“Describe a time you had to work with someone you didn’t like.”
“Tell me about a time when you had to stick by a decision you had made, even though it made you very unpopular.”
“Give us an example of something particularly innovative that you have done that made a difference in the workplace.”
“How would you handle an employee who’s consistently late?”
Research the company. Don’t just do an Internet search, memorize their mission, and be done with it. If it’s a retail company, visit a few of their stores, observe the customers, and even strike up a few conversations. Talk to existing employees–ask them what it’s like working there, how long the position has been open, and what you can do to increase your chances of getting it. Become familiar with the history of the company. Who started it? Where? Who runs it now? Be creative, and do the other candidates.
Settle down. If you’ve moved around a lot, be prepared to offer a good reason for it. Otherwise, you’ll need to make a good case for why you want to stick around in the area where the job is located. A company doesn’t want to hire someone with wanderlust who still wants to relocate. Be prepared to outline why you are where you are today, how long you intend to stay there, and why. Give specific reasons like “This county has the best school systems in the entire state, and I have a daughter who might find the cure for cancer” or “I was drawn to this area because it’s at the cutting edge of innovation for this business and I want to be a part of that.” The more details, names, and specifics, the better.
Make a list of work-related skills you’d like to learn. Your employer will be interested in hearing about how you intend to become a better employee. Think about which skills will make you more competent in the position you’re applying for. Public speaking, project management, team leading, and computer programs are usually beneficial. Find some books and upcoming conferences that would significantly improve your abilities. In an interview, tell the employer what you’re reading and learning, and that you’d like to continue doing so. This is a list of the 7 most important job skills, wanted by employers, that a job seeker must have to be sure of landing a good job and just as importantly, keeping it.
• The ability to find relevant information: Research Skill Job seekers should possess the ability to systematically find relevant information through research not because they want a research job, but in order to do effective searches for the data needed by a particular activity.
• Logical thinking: Information Handling. Most businesses regard the ability to handle and organize information to produce effective solutions as one of the top skills employers want. The ability to make sensible solutions regarding a spending proposal or an internal activity is valued.
• IT Skill: Technological Ability Most job openings will require people who are IT or computer literate or know how to operate different machines and office equipment, whether a PC or multi-function copier and scanner. This doesn’t mean that employers need people who are technology graduates. The simple fact that job seekers know the basic principles of using the technology is sufficient.
• Getting your words understood: Communication Skills Employers tend to value and hire people who are able to express their thoughts efficiently through verbal and written communication. People who land a good job easily are usually those who are adept in speaking and writing.
• Efficiency: Organizational Skills Organization is extremely important to maintain a harmonious working relationship in the company and the opposite, disorganization costs money. Hence, most employers want people who know how to arrange their work through methods that maintain orderliness in the workplace.
• Getting on with others: Interpersonal Skill Because the working environment consists of various kinds of personalities and people with different backgrounds, it is essential to possess the skill of communicating and working with people from different walks of life.
• Career Advancement: Professional Growth Employers prefer to hire people who are able to create a plan that will generate maximum personal and career growth. This means that you are willing to improve yourself professionally by learning new skills to keep up with developments in the workplace. These are just some of the top skills employers want. Take note of these skills which demonstrate how to get the job and be successful in your every job seeking endeavor.
Cold call. Locate a specific person who can help you (usually the human resources or hiring manager at a company or organization you’re interested in). Call that person and ask if they are hiring, but do not become discouraged if they are not. Ask what kind of qualifications they look for or if they have apprentice or government sponsored work programs. Ask if you can send your resume indicating what field you want to go into. Indicate whether you would accept a lesser job and work up.
• Reflect after each phone call on what went well and what did not. You may need to write out some standard answers on your list of skills so you can speak fluently. You may need to get some additional training to break into your chosen field. None of this means you cannot get a good job, only that you need to become further prepared to do so.
Change your attitude. There’s a difference between making phone calls and going to interviews thinking “I’m looking for a job” versus “I’m here to do the work you need to have done”.[2] When you’re looking to get a job, you’re expecting someone to give something to you, so you focus on impressing them. Yes, it’s important to make a good impression, but it’s even more important to demonstrate your desire and ability to help. Everything that you write and say should be preceded silently by the statement “This is how I can help your business succeed.”
Fit the job to the skills rather than the other way around. Many people search for jobs, then try to see how they can “tweak” the way they present their own skills and experiences to fit the job description. Instead, try something different. Make a list of all of your skills, determine which kinds of businesses and industries need them most (ask around for advice if you need to) and find businesses that will benefit from having you and your skills around. It’s important the nature of the job fits your personality and salary requirements, otherwise you’ll have spent a significant amount of time to find a day job you dread getting up for every morning.
TIPS
The surest way to obtaining employment is to stop complaining about no work, get off the couch and go knock on doors with resume in hand. If you do that all day, every day, you will then be choosing which job you are willing to take. This tactic is independent of any economic times. They don’t call them go-getters for nothing. Anything less than that and you’re hoping someone feels sorry for you.
• Specify your resume to a specific job offering: Remove items which are less specific to the talents the job calls for
• Realize that you may have to work your way up. For example, if you want to become an apparel buyer, work for a company that manufactures or sells such goods.
• Remember you are doing some HR workers a favor when you present yourself and they do not have to go out and find workers like you. If you get a rude person, be most self-employed or an entrepreneur, in which case your task is not so much to find and get a job, but to create a job. Most people who work for themselves, however, often started off with a “day job” that paid the bills until their preferred income source could take over.
• Be willing to spend some time learning about the job and the people that work there, maybe they like turkey sandwiches, bring them one, you could get a promotion to a better starting position.
• Of course, it’s not everything, but it is best to dress appropriately to create the right impression.
• Use placement agencies. They sometimes keep a good chunk of your income for themselves, but they can get you decent placements, so you can improve that resume. Never go to just one agency. Always go to as many as possible. It is easy and it increases your chances a lot!
• Treat your search as a full time exercise: the job of getting a job. You are employed by yourself as a sales person/marketing person selling the product you.
Our Dean of Computer Information Systems passed this information along to me – and thus, I’m passing it to you! I hope you find this helpful for a step towards your career goals in Computer Information Systems.
CompTIA is looking for digital information management professionals to participate in a beta exam of our revised CDIA+ (Certified Digital Information Architect) certification. Those who pass the exam will become CDIA+ certified at the time the final exam launches in 2013.
The target participant is a records management and/or digital information solutions provider with 24 months of experience in business and workflow analysis, integration of content imaging systems with business applications, project management, and knowledge and design of secure scanning technology infrastructure and capture solutions.
Companies currently hiring CDIA+ certified:
Ricoh, Toshiba America Business Solutions, Canon, Hyland Software
Current jobs specifying CDIA+ certification:
Document Imaging Workflow Architect, Managed Services Sales Specialist, Systems Analyst or Engineer
Beta exam available now
Where: Pearson VUE testing centers
Cost: Free with promo code CDIAENG (Promo code for Japan is CDIAJP)
The exam will be available to only the first 400 people to take it (not just register, but take it). When 400 people have taken the beta exam, it will be turned off and no longer available. In order for CompTIA to get useful beta statistics, it is important that those who take the exam are at the experience level that we’re targeting. If you consider yourself qualified based on the description above, and if you have coleagues who are, we urge you to participate in this CDIA+ beta exam event.
In order to register for the beta exam, you must have an account at VUE. Instructions for setting up a test taker account are here: http://www.pearsonvue.com/reg_guide/capva.
Please Note: Study materials for the new version of the CDIA+ exam will not be available until the live exam launches in 2013.
***Results from the exam will not be available until the live exam launches, midyear 2013. Your results will be sent to you directly at that time, no exceptions.***
If you fit the profile of the target candidate for this we do hope you will consider participating in the beta event.
You may go to http://support.comptia.org if you have questions. You may dial 630-678-8300, option 2, for questions that are not answered on the support site.
AAU Career Assistance Department 