Week 7 – November 15, 2004

Hiring and PersonnelResumes, Interviews, and Follow-up

FM20731 – Executive Leadership

FM20731 – Executive Leadership 2

Presentations• Must be PowerPoint!• Bring in on Zip, Thumb Drive, CD-ROM

– No floppies!

• At least 5 minutes• No more than 20 minutes• Grading

– How the content is delivered• PowerPoint effectiveness• Comfort with topic• Not on the content itself!

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PowerPoint Pointers 1• Simple layout

– Black text on white or off-white background

• Simple or no animations

• No audio– Often Distracting– Can’t count on having speakers

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PowerPoint Pointers 2

• Visual aid - supports what you say – Doesn’t duplicate!– Don’t read if at all possible

• Provide talking points– No longer than one line, unless a quote

• No text smaller than 20 point, 24-32 best– Even 20 point can be hard to read– 16 point is worse– 12 point – forget it!

Hiring

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Sources of Jobs

• Want ads

• Websites

• Recruiters

• Employment Agencies

• Headhunters

• Networking

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Networking• How most people get their jobs• “Informational Interview”• Why preferred?

– Fast!– It works!

• Whom to ask– Present employees– Other business people

• Prepare to reciprocate

– Family members?• NO!

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Want Ads• Named ads

– Everything is identified

• Blind ads– Company name, and more, withheld– Avoids phone calls & drop-ins– Keeps competitors in the dark

• Hide behind law firm, agency

– May be to test employees• To see who applies from own company• “Our employees know about this”• This is illegal!

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Want Ads – Compliance Ads

• Job already filled

• Must post to fulfill requirement– Union– Policy

• Don’t take rejection personally

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Employment Agencies

• Assist companies in filling jobs• Keep a “stable” of talent available

– “We just filled that job…but come in”

• May send you just to appease company• Fees

– Never paid in advance– When low unemployment: “Fee paid”– When high unemployment: 50/50 contract

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Headhunters

• Specialize in filling top jobs

• Only want currently employed people

• Agree not to solicit same person– Within certain timeframe– Can be worked around

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Outplacement Consultants

• Hired in downsizing/merger

• Get employees new jobs

• Place to use as “office” when looking

• Firms specialize in this service– Challenger, Gray & Christmas– Haldane Associates

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Online sites

• Monster.com

• Careerbuilder.com

• Yahoo! HotJobs

• allretailjobs.com

• Many more

• Better for line jobs

• Not as good for management

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Employment Contractors• “Temp” agencies• On contract

– Daily– Weekly– Monthly

• Advantages to employer– Greater flexibility– No benefits/social security– True “independent contractor”?

• No – IRS can force into full time

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Employment Laws• Civil Rights Act, Title 7 (1964)

– Equal Employment Opportunity– Race– Religion– Color– Sex

• National origin• Age Discrimination Employment Act, 1967

– No discrimination of employees over 40– No forced retirement before age 70

• Except for pilots

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Employment Laws II

• Americans with Disabilities Act (1990)– Protects disabled from discrimination– Employers must accommodate– Vague

• Family Medical Leave Act (1993)– Up to 12 work weeks of unpaid leave w/in year– Birth, Adoption, Family Illness– Applies to both sexes– Must return to same or equivalent position

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Employment Laws III

• Fair Labor Standards Act, 1938– Minimum wage– 40 hours maximum /week without overtime– Overtime at least 1.5 normal rate– Child labor– Exemptions

• “White Collar”• Commissioned Sales Employees• Others

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Resumes

• Jack Falvey– After College: The Business of Getting Jobs– “From first job to the president’s chair, the

resume is the document that does the most damage and the least good.”

– Network– Only use resume when you have to– After you’re sure it’s the right job

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Resumes II

• “Cold, Tired, Hungry” Test– Would you still read it if you’re cold, tired, hungry?

– Why throw out a resume?• Any reason!

• Recommendations– No objectives!

– No skill list!

– Emphasize best things

– List results, not responsibilities

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Cover Letters

• Fill in gaps in resume– “I was recommended by…”– “I know about your company”– “I really, really want the job”– Why you’re the right candidate– Interview limitations

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Paper

• 60-pound cover stock

• “Resume Kit” w/matching envelopes

• Same paper for resume and letter

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Interviews• Purpose for them: Not to make a mistake• Purpose for you?• Most of all – do they want to work with you?• Interview kit

– Notepad/holder• Question list

– Professional-looking pen– Suitable reading material

• Assume everyone is part of the interview

– NO gum or cigarettes

• Arrive 10 minutes early – no more, no less• Lunch/Tour: See you with guard down

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Two-Stage Interview Process

• 1st: Human Resources/Screening– Do you fit our image of employee?

• 2nd: Department Head you’ll work for

• Rule: He/she who hires, fires

• H.R. people important through career

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Typical Interview Questions• Tell me about yourself• Why did you leave your last job?• Why are you interested in this job?• What are your strengths?• What are your weaknesses?• Why should we hire you?• Top accomplishments in your last job?• Are you willing to travel?• Where do you see yourself in 5 years?• What are your salary requirements

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Salary requirements

• You must know what you’re worth

• Add 10-15%– Room to negotiate– Scare them away? No!– They assume you’re worth it? Yes (probably)!– Best time to get a raise?

• When you get the job

• Not limited by company raise structure

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Ending the Interview

• What you say last make a difference!• Express great interest in job• “When may I expect to hear from you?”

– Don’t leave it up to them

• Follow-up:– Short note: “Thanks for your time – I really

want the job!”

• If you don’t hear anything– Follow up with HR person

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Rest of the Quarter• November 22

– Compensation Issues

• November 29– QVC Trip

• December 6– Presentations– Self-Promotion– Executive Etiquette

• December 13– Final Exam– Final Discussion/Exercises