in-transition boot camp at the rutgers club 9.14.2016
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In Transition Boot Camp
INTERVIEW INTENSIVEwith
Marianne Grady, SPHR,
SHRM-SCP
Rise Above Resources, LLC
STAFFING MANAGEMENT ASSOC. OF NEW JERSEY
9.14.2016
Get The Inside Scoop from Marianne Grady
As VP of HR for a multi-billion private equity firmwith over 18 years of HR experience, herknowledge includes managing all facets of talentacquisition, candidate interviewing and screening.
Marianne offers insights to candidates ondecision-makers' perceptions. She understandsthe processes HR professionals follow todetermine who will get that interview andultimately who will receive the coveted job offer.
Marianne has conducted thousands of interviewsthroughout her career and will share insights fromthe other side of the interviewer's desk. Her yearsof corporate interviewing experience will give youthe knowledge and tools necessary to make youfeel confident and comfortable answering even themost difficult interview questions.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
MINDSET
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Start with a positive mindset – it will help you find a job faster
Keep desperation out of your story
Believe what you have to offer is valuable
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4
Be Positive!
Socialize with Family & FriendsNetworkExercise
NetworkPray
NetworkMedidateNetwork
Focus on the Good – Be GratefulNetwork
TalkNetwork
Join Job Networking GroupsThe contents of this document may not be reproduced or copied in any way without prior written authorization by Marianne Grady 5
SET REALISTIC GOALS & PLAN
YOUR STRATEGY!
DAILY
Research one company per day
WEEKLY
Meet with 3-5 people per week who can help your job search
MONTHLY
Schedule 1 interview per month
CHALLENGE GOALS
Unrelated to job search
YOUR RESUME
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authorization by Marianne Grady 7
HOW CAN YOU STAND OUT?
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Resumé Tips
Keep some white space.
Pass the 6/10 second rule.
Font should be modern (Arial, Cambria, Verdana, or Calibri not Times New Roman).
No fancy formatting or special characters or graphics (unless you are a graphic designer).
Use industry key words.
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The contents of this presentation may not be reproduced or copied in any way without express written permission of Marianne Grady and/or Rise Above Resources, LLC
10
1. Contact Info
Leave out street
address
2. Professional SummaryObjective is obsolete
3. Skills, Highlights or Areas
of Expertise)
4. AccomplishmentsQuantify whenever
possible
5. Work ExperienceDid you save money?
Use Active Verbs
6. Education
Year
GPA
Top XX %
Resumé Tips Part 2
Please be selective and tailor your resumé for each job you apply for.
Resumés in paragraph form or read like auto-biographies will rarely generate interest or trigger hires. Use clear bullet points.
Know your resumé. Be able to speak about EVERYTHING!
When emailing a recruiter or responding to a posting, have a clear subject line.
If you give a recruiter permission to submit your resumé to a client, be prepared to go on an interview. There is nothing more embarrassing to a recruiter than to submit a resumé to a client and then not be able to deliver the candidate for an interview.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
LEVERAGING LINKEDIN IN YOUR JOB SEARCH
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authorization by Marianne Grady 12
Just what is LinkedIn?
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LinkedInThe world’s largest professional network
300 million strong
Establish your professional identity
Allows you to be discovered by recruiters
Learn about business deals & new ventures
91% of Fortune 100 companies use LI Talent Solutions to hire
Show off your expertise by publishing on LI
Stay on top of the latest news
Get inspired and gain insights to be great at what you do
Stay in touch with colleagues and classmates
Discover professional opportunities
There are more than 3M company pages
Learn and shareLinkedIn’s mission is to connect the world’s
professionals to make them more productive and
successful
It’s not the same as Facebook, Twitter, Tumblr and Instagram! It’s a place to express yourself as a professional and be viewed as a professional and/or expert in your field. Ultimately, this
leads to higher paying jobs and a brighter future.
HOW DO YOU START?
This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and www.RiseAboveResources.com
This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and
www.RiseAboveResources.com
Create a Profile
• Connect with reputable people that you know.
• Connect with former and current bosses, coworkers and people who are
familiar with you and your work.
• Connect with people whose profile intrigues you… perhaps in an industry
you aim to be in.
• Connect whose work you admire and respect.
• Connect with people who are introduced to you through common
connections.
• Connect with people who have sent personalized connection requests that
tell you a valid reason for connecting with them.
• When you connect with others, always personalize the request.
Building Your Network
Think of LinkedIn as your online business card… marketing YOU!
Let this mindset drive your profile content.
Customize your
URL
Use a
professional
photo
Create a
Descriptive
Headline
Be sure your profile is rich in ATS keywords
Use keywords that would apply to your ideal job description
Make sure your core competencies are easy to ascertain by looking at your profile
This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and www.RiseAboveResources.com
ATS Key Words are Key
Further Optimize Your Profile
Curate, create and share
information to cast
yourself as a thought
leader
What are you up to? Do you have
anything you want to highlight?
HOW DO RECRUITERS USE LI?
Important tool to find both active and passive candidates
They use:
- Advanced Search
- Reference Checks
- Networking to Source
This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and www.RiseAboveResources.com
This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and www.RiseAboveResources.com
Strive to Stand Out
Strong Summary – Quantification of Achievements –
Recommendations
Contact Information
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LLC 31
Q & A
USING A RECRUITER
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authorization by Marianne Grady 32
About using Recruiters…
A waste of time….
Not worth the effort.
They are middlemen… I’d rather apply directly to the company!
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RECRUITERS DON’T FIND JOBS FOR PEOPLE
RECRUITERS FIND PEOPLE FOR JOBS
RECRUITERS ARE PAID BY THE EMPLOYER
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Why Do Employers Use Recruiters?
The “attraction” upfront sales pitch and subsequent follow up conversations are taken care of.
They save time by identifying qualified candidates.
Recruiters can handle reference checking.
They’ve posted the position and not received responses.
No internal recruiter or HR department or no experience hiring.
They experienced turnover for a particular position and want help identifying candidates.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
Things to think about when working with a recruiter
Working with a recruiter should not be your only job seeking activity.
Recruiters are not career coaches.
You should know your worth and salary requirements prior to talking to the recruiter.
Recruiters match experienced candidates to their clients job descriptions.
Recruiters are not resumé writers.
Your recruiter should negotiate your compensation package for you.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
2 Most Common Types of Recruiting Agreements
CONTINGENCY SEARCH
Pay only when suitable candidate is placed
The recruiter works on many searches simultaneosly
Fee typically a % of employee’s 1st year base salary (15%-30%)
RETAINED SEARCH
Pay up front, guaranteed fee (up to 35% of total comp)
Often used when hiring for high level execs/niche positions
Exclusive
Gives your search priority
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How To Tell The Difference Between Good Recruiters and Bad
Recruiters
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GOOD RECRUITERWill have a very clear understanding of their client’s needs
Will interview you before sending you
Will prep you before your interview
Know your requirements prior your interview
Value your time
Will help you negotiate a fair offer
BAD RECRUITERWill push you to any opening they have (even if its not a fit)
Send you on interviews that clearly do not meet your criteria
Throw as many resumés at a job as they can find
Try to get you to accept whatever is offered
Can damage your rep by sending your info to jobs that do not meet the criteria. Wastes time!
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GET REFERRALS & JUST ASK!
• How many “accountants” have you placed in the past 12 months?
• Tell me about your history with this employer.
• What are the key qualifications the employer is focused on?
• Describe the entire compensation package.
• Tell me about the “reports to” manager for this position.
• If you are a high level exec, you may wish to work with the managing partner of the recruiting company who will most likely be a very experienced recruiter.
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MISTAKE #1HEY, YA GOT SOMETHING FOR ME?
Understand the recruiter relationship.
It is the employer who pays the recruiter their fee.
Recruiters DO NOT spend their time finding a job for you.
Recruiters DO spend their time trying to find a good match to their paying clients’ job descriptions
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
MISTAKE #2CANDIDATES DO NOT TAKE THE RECRUITER INTERVIEW
AS SERIOUSLY AS A REGULAR JOB INTERVIEW
Treat the recruiter as you would treat a hiring manager – be on time, be prepared, dress appropriately.
You should not approach a meeting with a staffing agency as “just meeting another recruiter”.
Candidates represent the reputation of the recruiters.
Recruiters will not want to represent you if they do not trust you to represent them well.
Clients trust that recruiters are presenting them with the best possible candidates, that we have already prescreened.
Your reputation with agencies can follow you to other firms in the area.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
MISTAKE #3
Using an old school resumé
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• Home Address
• Times New Roman font
• Objective
• References Upon Request
• Doesn’t pass the 10 second rule
• Rambles on
• No key words
• Graphics
A spreadsheet
ninja
He balanced our books like a double jointed gymnast… like the kind that bend over backwards while spinning
plates… how do they do that?
He not only raises the bar,
He sets it on FIRE… I mean
FLAMES!
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THERE ARE HUNDREDS OF BOBS IN THE JOB MARKET, WILLING TO DO WHATEVER IT TAKES TO GET NOTICED
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RECRUITERS WANT
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Honest relationships
Candidates with a clean online presence
Candidates to be responsive
Candidates to be prepared
Candidates that give feedback
Candidates that know how to network and use those LI connections for warm intros
Candidates who trust them
Candidates to dress for success and represent them well
Candidates to check in, not nag
Your Resumé Should Help the Recruiter Answer These Questions
from Elisa Sheftic, Managing Partner of Right Executive Search
What are your core competencies?
Do you meet the basic job requirements?
Do you show career progression?
Are you a job-hopper? If not, why do you have short tenures?
What is your educational background?
What insights can be gleaned from your professional and educational experience.
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
The key to successful recruiter relationships, is
you need to make it
EASYfor the recruiter to work
with you!
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com
IN CONCLUSION
FIND A GOOD RECRUITER
UNDERSTAND THE RECRUITER RELATIONSHIP AND HAVE REALISTIC EXPECTATIONS
AVOID COMMON MISTAKES
OPTIMIZE YOUR LINKEDIN PROFILE
MAKE IT EASY FOR THE RECRUITER
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The contents of this presentation may not be reproduced or copied in any way without express written permission of Marianne Grady and/or Rise Above Resources,
LLC 50
Q & A
INTERVIEW SKILLS
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Your Elevator PitchCONVEY YOUR VALUE PROPOSITION
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Can you communicate?
Can you establish rapport?
Are you confident?
With a positive attitude?
Are you dressed for the part?
Are you intelligent?
Are you prepared?
Will you fit in the position?
Will you fit in our organization?
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Interviewers need to find out
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Is it a trick?
3 Types of Interview Questions
General
Basic Questions
Where do you see yourself in 5 yrs?
What did you like best about your job?
What are your greatest strengths?
Situational
Focuses on how you will react to a particular future situation.
Situation presented and you describe how you would handle it.
You will likely face all 3 types of questions in one
interview.
Behavioral
• Refers to previous experiences.
• Can often be identified by “tell me about a time when you” at the beginning of the sentence.
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56
How Do You Stand Out?
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What is the most common interview question?
Tell me about yourself.
Respond with a passion statement, an anecdote and a chronology that brings you up to date for this job.
SMILE
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Learn how to connect the dots for the employer
• Connect your specific
experience to the job
description
• Describe your qualifications
for tasks in the job
description
• Help the employer see you
in the role
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59
Honesty is the best policy
Ask what type of interview it will be
How long it will take
Who will you be interviewing with
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You got the call!
Google and LinkedIn are your friends
Research the company Mission & Vision
Culture
Public Financials
Articles
Competitors
Issues
Active Projects
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Do Your Homework!
Sit up straight
You never have a 2nd
chance to make a 1st
impression
If you don’t have anything nice to say, don’t say anything at all
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Mother Knows Best!
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Good Eye Contact is NOT a
death stare!
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Questions for the Interviewer
Extreme responses can
get you ruled out.
Make sure your
answers are balanced.
The Leaning Tower of Pisa
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Don’t Lean
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ExecuNet reports that it takes 20% longer for a VP over 50 to find work than their 45 year old counterpart.
Show off your techie skills in the interview. Have a strong online presence and know how to use the latest Iphone and latest software used in our industry.
Unless it’s extremely relevant, eliminate experience more than 15 years old.
Take away the years you attended college.
Match your skills to the job description with quantified examples.
Interview skills can be rusty… make sure you practice. If you can, hire a coach to give you a high level of confidence.
Over 50 Job Search – Part 1
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Take some online classes to sharpen your skills.
Identify issues the company is facing and offer your ideas on how to fix/improve the situation. This a point where your experience can shine.
Don’t be defensive about your age, know how to present your experience as an asset.
Focus on your team player image. Be careful not to come across as someone who is set in their ways.
RetirementJobs.com said in a recent study that many employers face problems with turnover.
“Data shows that people who are older stay on the job three times as long as people who are younger,” he said. “If you can be smart about finding companies that are facing problems with turnover, you have a solution for those companies.”
Stay positive and your hard work will pay off. There are jobs out there!
Over 50 Job Search – Part 2
RACE
GENDER
MARITAL STATUS
DISABILITIES
ETHNIC BACKGROUND
COUNTRY OF ORIGIN
SEXUAL PREFERENCE
AGE
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Illegal Interview Questions
I am looking at the entire opportunity, so I’d need to hear more
I am focused more on the opportunity
A range between XXX and XXX would be appropriate based on my research
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The Dreaded Salary Question
THINK VALUE
ADD
KEEP IT SHORT
(AS A RULE, 1
MINUTE OR
LESS)
NO WIIFM -
WHAT’S IN IT
FOR ME?
NO SALARY,
BENEFITS, TIME
OFF QUESTIONS
IN 1ST
INTERVIEW
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Your Answers
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71
Your Body Speaks
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72
First and Last Impressions
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Thank the interviewer for their time and
consideration.
Reiterate your interest for the position.
Ask about the next step.
Ask when you will hear back.
All Good Things Must Come To An End
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LLC 74
Don’t Forget Your Manners!
Ask about the interview on the scheduling call
Prepare your elevator speech
Download and practice answering questions
Dress for success
Arrive Early
Strong greeting
Overcome objections
Think value add, NO WIIFM
Think of the motives behind the questions
Don’t lean to far one way or the other
Ask questions
Thank the interviewer
Ask about the next step
Remember the Thank You note
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LLC 75
Let’s Review!
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LLC 76
Finally, Get The Job!
Do a dry run
Arrive one half-hour
early
All eyes are upon
you
Dress appropriately
Don’t forget the
details
Have several copies
of your resume
Cell phone off
Firm handshake
Listen carefully to
the questions
Stay on topic and
don’t ramble
Be confident
Shake off any
mistakes
Good eye contact
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Final Checklist
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LLC 78
Q & A
Marianne Grady, SPHR,
SHRM-SCP
Email:
marianne@riseaboveresources.com
Website:
www.riseaboveresources.com
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@mariannegrady
www.linkedin.com/in/mariannegrady/en
Contact Me!
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