Past Five

Interviewing Advice

At our firm, The LaSalle Network, we make a priority of spending time, 30-60 minutes, with our candidates prior to their interview with a client. We attempt to cover the basics: get there early, wear a conservative suit, no perfume, etc. etc....to the more in-depth...how to explain gaps in work history, what they are looking for, why they are leaving positions, etc. etc. It always amazes me when people don't want this help.

I have seen it with recent college graduates in their 20s, and I have seen it with senior managers in their 40s and 50s. To begin with, if you already know it...it's a good refresher. In addition, you may not remember every little thing. Lastly, if you are so wonderful, you would get an offer for every position you interviewed for. We tell everyone of our internal employees, if you take away one thing from an educational meeting or seminar...you are that much better off!

If you recently graduated from college, you need every tool you can get your hands on because the market is so competitive. If you are an experienced worker, you need the help, because the market is always changing. The fact is if you are unwilling to accept help in this area, how willing will you be as an employee? Interviewing is tough...take advantage of every opportunity you can!

Interviewing Tips for the Entrepreneur

I've written about interview tips for candidates, but now it's the entreprenuer's turn. I recently spoke with Karen Klein over at BusinessWeek about how to conduct a job interview. Below is the podcast Karen put together, and to hear more of her interviews, check out the Smart Answers section of BusinessWeek.

What To Ask and What Not to Ask

I've interviewed a lot of candidates, and I often get asked about the best questions to ask during a job interview, and about  the worst questions to ask. Last week, I mapped out what I think are the five best questions to ask, and three questions you should always steer clear of for the WGN Morning News team. Here they are:

TOP FIVE QUESTIONS TO ASK DURING AN INTERVIEW

1) Do you have any concerns about me fulfilling the job responsibilities?

If you don't ask this question, employers are more than likely going to keep objections unvoiced and you lose any chance of counteracting the interviewer's doubts about you.

2) What are the most important things I can do to help the company within the first 30, 60, 90 days?

This question lets the interviewer envision you in the position, and shows them that you are more interested in what you can offer them, rather then what they can offer you.

3) If I were to get this position, how can I prepare ahead of time to hit the ground running on my first day?

Every employer wants to hire someone who is willing and eager to dive right in and this question demonstrates that.

4) What type of employee is successful at your company?

This question demonstrates that you're eager to excel, interested in career growth and willing to commit to the company and your role within it.

5) How would you describe the company culture?

It's important to uncover if you'll be a good fit for the company and vice versa, so asking about the company culture is imperative.

TOP THREE QUESTIONS NOT TO ASK DURING AN INTERVIEW

1) Can I see the break room?

By asking this question, you're asking the interviewer to envision you chowing down on your frozen burrito in the break room and complaining about all the work you have to do.

2) How many sick days do I get?

Employers want to hire someone who is going to be present at work, so don't ask a question that implies you want to take a good deal of time off.

3) Do you trace Internet traffic on company computers?

I know someone who was interviewing a candidate for a law firm, and the candidate wanted to know what happens to employees who click on restricted sites, because he had gotten fired at his last job for looking at porn. You don't want your potential employer to envision you pushing off work to look at porn sites, so don't ask this question!

The one thing to always remember is to ALWAYS ASK QUESTIONS. A candidate who doesn't ask questions is no longer a candidate.

The Interview

My company is currently on a hiring binge and we're looking to add 24 people before the end of the year. In doing this, I have interviewed a ton of candidates, many of whom are recruiters. We are a recruiting firm, so we interview people all the time anyway, however on this front, I'm surprised by how many of the people I interview can't demonstrate their motivation.

I find great irony in hearing people state obvious answers without examples. For example, I ask people what they want out of their careers, and so often the response is "to be happy." I always reply that I have yet to meet someone who tells me they want to be miserable!

I realize that people right out of college may not know exactly what they want out of their careers yet. However I usually get, "I want to be in management." Although it's generic and basic, at least it's a tangible goal.

I believe the best managers have great empathy for their teams and staff, and then try different styles and techniques to find the potential of their players. Job seekers need to bring empathy into an interview and think about what a manager wants from an employee. I'm not implying that a candidate should lie or say what they think someone wants to hear, however they should attempt to understand what the interviewer is looking for, see if they're a match and respond to that. When asked what you want out of a career, a unique response may be:

"While I am not sure the exact destination of my career at this point, what I am looking for today from a company and position is the opportunity to seek out new challenges, have the opportunity to be rewarded with responsibility and compensation, and work in an environment where individual efforts are acknowledged as part of the team's accomplishments. So as I work harder than my peers, I can rise up and take on more and become a leader in the eyes of senior management."

Now if you don't want those things, that's okay, too. It's fine to say you are looking for a career where you can come in and excel for eight hours a day, and that your desire is to be the best at that position without the ambition to move up. It says a lot about your ability to manage expectations by saying you realize that too much pressure isn't healthy for your lifestyle, however you can excel in this job without the added pressure to get promoted.

The problem many people have is they think they know all the answers, but never really ask themselves the difficult questions. For the most part, the reason is people don't want to acknowledge they are in the wrong career path because it's a lot easier to be "unhappy" in a given field or position. They can say they are leaving to find a place where they can be "happy." Otherwise, you have to admit your made a poor choice in a career path, which means in order to find true happiness you may have to start over.

It's tough because it's the truth. 

Downsizing...To Tell The Truth

I was interviewing a candidate last week and she had told me she was downsized from her company.  I was familiar with the company and was fairly certain they weren't having any financial problems so I was curious as to why they would downsize her.  I will get to more of the details of my interview in a bit...however the reason for leaving a job...or looking for another one...is really what I want to address.

For as long as people have had to work...they have had to find work.  Employers always want to know why you are looking for a different job...and why you left your last one.  Whether it be lack of humility, embarrassment or stupidity, job seekers have been lying about the reason for their search for as long as there have been searches.  People are embarrassed to admit they have been fired.  I get it!  No one wants to admit they were rejected...it's like saying you were dumped by your significant other...it's a very humbling experience.  The fact of the matter is, if you can't be honest with yourself about why you were let go, you are going to have a tougher time convincing others of it.  I have found that when employees rationally look at why they were let go, it isn't because they were "bad," it is because they weren't in the right position.  In fact, unless they were dishonest or morally corrupt, it is usually the only reason they were let go.  People need to be in a job they like, that they are qualified for, that they WANT to do!

As far as lying about why you were let go...it is really a two sided coin.  The employers are to blame as much as the employee.  Rather than actually tell an employee they weren't good, it is easier to say we're downsizing you. It's a mistake because many times the employee will find out there from friends still at the company that there was a replacement hired, and oftentimes the employee believes their skills and abilities are better than they are.  Why do employers do it?  A few reasons:  1.  Most people don't like confrontation---lying is easier emotionally.  2.  Legal reasons---employers are afraid of wrongful termination law suits.  3.  Use your imagination.

Back to my original story.  I asked the individual who said she was downsized what her severance package was.  She looked at me like a deer in headlights, and said, "I don't know, why that is important or relevant."  I responded by saying that when an employee is really good and there is a strategic or financial reason to let them go, rather than a performance issue, many companies will give a severance.  If it is a performance issue and the employee wasn't giving their all, there isn't usually severance with a termination.  At this point the individual admitted that she was really let go because she had repeatedly not been able to handle a certain part of her position.  There was no severance. 

I have had this conversation with many hiring and HR managers as well - some of who agreed with this theory and some who had never thought of asking about a severance - to both the job seeker and the employer.  Whenever I have had to let an employee go, I say, and believe, that I didn't fire anyone, the employee fired themselves.  All of us, as workers, need to put ourselves in a position we like and can grasp and can succeed in.  If we are in one that we don't fit in, then we should admit it and work to identify another role. 

It is always best to tell the truth about why you are no longer working for a company and have reasons as to why you failed in the role and what you are really good it.  It is a humbling exercise, however the end result is very satisfying.