Ask the Employment Specialist: Email Signatures

Dear Joanna,

Every day I receive a flood of emails at work without a complete signature of the sender. Sometimes the person just signs with a name. On occasion, the email signature is missing a telephone number, a job title or location. Because of the nature of the inquiry, I am supposed to call these people, but if I have to start looking up their phone number, chances are that this request will go to the bottom of the pile.

Why do people leave their signature off their emails? This is one of my pet peeves regarding emails. Am I being too picky?

Signed: Picky Professional (PP)

___________________________________________________________________________

Dear PP,

I too share your impatience and annoyance with this poor email communication etiquette at work. It is professional policy and good business writing behaviour to always complete your email with a full signature, whether you are writing an email as part of your job search or in your workplace.

I suggest that emails include a name, job title, department, company name, telephone(s), email and, even LinkedIn and Twitter links. If you wish to be more casual, then you can sign your first name above this full signature. The point is that it is good practice to make the reader’s life and workload as easy as possible. It is a burden on your co-worker to have to start searching for your contact details and what your job is (especially when there are new employees) amidst the tons of emails or cards received and filed away daily. This is obvious and so often overlooked explains, Matthew Levy in his article Enhance Your Job Search by Creating a Professional Email Signature.

Moving this concept into the world of job search, a competent, professional and intelligent email address for personal and professional purposes is highly recommended, adds Levy. Create an email address that is in line with what you would see in a work setting. For example, Firstname-lastname@yahoo.com. Your personal email account is really your work email account and a critical strategy for your job search.

The email signature is important, explains Levy, as this is the time when job seekers need to make an effort to convey a professional image. Lead with your name, consider a larger point size and a simple, user-friendly, with an attractive font and colour so it’s easy to read. Give yourself a job title as you had in your last full-time job and on your calling/business card. Much of the same idea applies as with the calling/business card – make it simple and easy for the recruiters or hiring managers to contact you. The hiring process happens very quickly and if a recruiter has to look you up, chances are that you will not be contacted and lose the opportunity.

Having a phone and email address on every new, forward, or reply email can support the efforts of all professionals, especially a job seekers, and make a difference to their outcome.

Joanna

To submit your questions for this column IN CONFIDENCE, please email dearjoanna@jvstoronto.org.

Dressing for a Job Interview

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The surprising request from an employer regarding interview clothing made me realise how much the world of work has changed over the last couple of decades. A client showed me an email he received from Apple Canada in reply to his application for an in-store sales position, which inviting him to an interview; the email specifically recommended that he dress casually, in a pair of “neat jeans” and a “collared shirt”. This is a sharp contrast to interview dress recommendations I have heard from other, even similar, employers over the years, who often expected a suit and tie, even from the applicants for the most basic entry positions.

While this simply reflects on an increasingly casual culture in many large companies, it also reveals how interviewing is changing. In an attempt to sort through a growing number of applicants for each advertised job, employers are trying a range of creative techniques to get to know their candidates better, including a more chatty, relaxed approach, which encourages candidates to be more honest. But, don’t be fooled, employers still expect a certain standard of dress and behaviour, and may judge candidates harshly if they do not conform.

So, what are the principles of dressing for an interview?

The basic principle for choosing clothes for an interview is that candidates should dress slightly better than the general dress code of the company. They can figure out the dress code in the company by either visiting the location, or speaking to employees in the company (or in similar companies). The bottom line is that job seekers need to know their target sector, and aim to look like insiders.

If candidates are unsure, rather dress too formally than too casually. If candidates realise that they are overdressed in the interview, it’s always possible to disarm the issue by pointing it out in a confident, yet self-effacing way (“I realise now that I’m dressed too formally — I’m quite glad to see that the dress code is more relaxed than I expected!“). Candidates who are too casual risk being regarded as not taking the interview seriously enough.

Different fields have different dress codes: banks and law firms tend to be more conservative and so a suit may be necessary, whereas the more creative fields and non profits may be more casual. But, this isn’t always the case — a fundraising foundation in a hospital setting, for example, can be quite corporate in its appearance.

If the sector is casual, unless indicated by the employers, it may still be better to avoid jeans and sneakers. Also, avoid too much jewellery and don’t use perfume/cologne (some companies have a scent free policy). For more detail, read How to dress for a job interview, in Canadian Living magazine, which offers some good basic recommendations regarding the standard expectations of employers for women. Some good tips for men can be found on Monster.com: Dress Appropriately for Interviews.

Ask the Employment Specialist: Body Language in the Job Interview

Dear Joanna,

In my efforts to prepare for an upcoming interview as a Marketing Specialist at a Fortune 500 advertising firm, I met with an Employment Counsellor at JVS Toronto. She gave me feedback that was painful to hear, saying that my body language gave the impression that I was not interested in the position. She said I slouched in my chair, kept fidgeting with my pen and did not smile. I was shocked to hear this feedback.

I thought my countless strengths, in-depth experience and expertise would qualify me for the interview, especially if I was able to answer the questions in a professional and clear manner. Please let me know what you think about body language in an interview.

Signed, Bad Body Language (BBL)
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Dear BBL

Did you know that 87% of messages pertaining to feelings and attitudes is in the words that are spoken,  38% of messages pertaining to feelings and attitudes is paralinguistic (the way that the words are said), and 55% of messages pertaining to feelings and attitudes is in facial expression. Did you know that communication is 7% verbal and 93% non-verbal?

According to Amy Levin-Epstein, in her CBS MoneyWatch article, Job interview posture: Body language power tips, how you present yourself in an interview (how you sit, stand, walk, dress) is as important as what you say, if not more. She quotes Amanda Haddaway, Director of HR for Folcomer Equipment Corporation: “There’s an old adage that communication is 7% verbal and 93% non-verbal. If you’re not projecting confidence and competence through your body language, the interviewer may not feel that you’re the right fit for the position”.

Creating a positive impression on an interview goes beyond what you say: it’s how you say it. Based on research, Dr. Albert Mehrabian’s Communications Model offers tips as to how to create a positive impression, including:

• always smiling when greeting the other person
• using the interviewer’s name
• shaking each person’s hand
• speaking with confidence and enthusiasm in your voice

Your gestures and how you sit at the table can demonstrate confidence; the hiring person will mostly evaluate your performance on this critical non-verbal communication, rather than only on your qualifications. In the end, it’s about building relationships. The interviewer will ask himself/herself – do I want to work with this person or do I want this person on my team?

Amy Levin-Epstein, in her article Job interview posture: Body language power tips, interviews Lisa Panarello, founder of Careers Advance and a finalist in the Toastmasters 2010 World Championship of Public Speaking, and provides these fantastic tips to make sure your body language is at its best on the interview day and that you make a great impression:

1.     Sit and stand up straight and avoid fidgeting. Slumping and fidgeting tells the interviewer that you don’t care about the interview and the  job. To demonstrate professional behaviour, keep your back straight and lean in slightly when spoken to, to demonstrate interest in the speaker.

2.     Practice and prepare. I am impressed that you are practising with your employment counsellor. Take the feedback seriously; your counsellor is correct to tell you the truth, because there is a big difference between how we feel we’re presenting ourselves and reality. Remember that JVS also offers Mock Interviews, where we use a camera to film your performance, so you can judge it for yourself.

3.     Dress appropriately. Make sure you look neat and professional, including making sure you have proper footwear and fitting outfits so it’s easy for you to walk with the interviewer. Stay away from too much jewellery and don’t wear any perfume or aftershave lotion. Many offices have scent-free policies, which you don’t want to contravene.

4.     Show some emotion. Try to remember to smile throughout your conversation; stress can cause you to frown, so be aware of your facial expression. Also, try to maintain eye contact (without staring) with the interviewer. If you are in front of a panel, try to have eye contact with each individual as best as possible. Tell stories as if you are reliving them –that will help the interviewer relive it with you.

5.     Walk with the interviewer. Follow the interviewer to or from the room, and make sure to keep their pace. Don’t fall back behind them or go ahead — but always make sure you leave enough room when walking (you don’t want to be stepping on their heels or tripping them up).

6.     Stand strong. If you find yourself standing for long periods of time, whether it’s presenting during a group interview or introducing yourself to potential co-workers at their desks, keep your footing stable. The best strategy is to be sure to stand on two flat feet. “Do not lean on one hip (too casual) or rock back and forth (this shows nervousness and will be distracting). Also, keep your legs and feet in line with your waist — too close together and you will teeter, too far apart and you will naturally want to cross your arms for balance, and you’ll look overconfident or closed off.”, suggests Panerello.

I would recommend practising again with the counsellor, friends and family to get their feedback. If you follow these tips, I have full confidence that you will do well in the interview and hopefully be closer to the job offer.

Joanna

To submit your questions for this column IN CONFIDENCE, please email dearjoanna@jvstoronto.org.

Ask the Employment Specialist: The Secrets of Using Keywords on the Resume

Dear Joanna,

Each day, I’ve been applying to hundreds of jobs in administration, bookkeeping and customer service. Most of my applications are online through websites such as Monster and Workopolis and all of the company websites. I tirelessly post my profile and resumes as requested by the various organizations. I follow the application instructions to the ninth degree.

How come I haven’t received one phone call for an interview? What am I doing wrong? I am completely qualified for the positions, and would at least be grateful for any feedback from those who are reading my resume. Any insights would be greatly appreciated. I’m desperate to find work. Nothing is working.

Signed: Online Applicant

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Dear Online Applicant,

Applying for jobs online is definitely one strategy; although I would strongly recommend that you limit your web surfing and applying for jobs to less than 10 percent of your job search time.

Since you are spending so much time applying for work online, it’s important that you understand how the Internet job boards work, as well as how recruiters review your application through their “Applicant Tracking System” or ATS. This is a software system purchased by large companies and sites such as Monster. Employers use it to manage their job openings and screen incoming resumes from job seekers through keywords that could be qualifications, skills, experience and education required for their position. The problem with the ATS is that if job seeker’s resume is not formatted the right way and doesn’t contain the right keywords and phrases, the ATS will misread it and rank the resume and candidate as a bad match with the job opening, regardless of the candidate’s qualifications, explains Meridith Levinson in “5 Insider Secrets to Beating Applicant Tracking Systems”.

Nix Prabhu, is a Client Relations & Business Operations Specialist at CareerEdge, a national non-profit organisation which describes itself as facilitating “the creation of meaningful work experiences to achieve business objectives and launch careers”, by offering paid internships to diverse communities including people with disabilities and internationally trained newcomers, all through online applications, using ATS. She offers some critical recommendations for all online job seekers.

1. Analyse the job posting: Recruiters will distinguish between “must have” mandatory qualifications and “nice to have” assets. Identify the skills, qualifications, experience, education and requirements in the posting, and count how often those key words appear on your application. The more the word appears, the more likely your resume will be picked up by the ATS software and be sent to the pre-screening team of recruiters.
2. Customizing your resume: Use the exact words and language in the posting. Do not use your own words. Don’t try to be fancy. Save it for the interview. Don’t use synonyms or acronyms, use the same words and phrases from the job posting. For example, if you are applying for a “Business Development Specialist”, and phrases such as “relationship management”, “analytical skills” and a “bachelors degree”, appear in the job description, these are mandatory qualifications. If you have this experience and requirements, then make sure these exact words are in your resume. Don’t substitute “relationship manager” for “account executive” even though the essence of the role is the same. Put in your resume what the recruiters put in their job description. The hiring people have programmed the ATS to pick up those three keywords in their search. And if you want your resume to be considered, then make sure you have all (or at least 90%) of the mandatory qualifications in your resume, or you will be dropped from the competition.
3. Know the buzzwords. All organizations use different words to describe the same position or role. Each bank for example has their own keywords and will call a “teller” something different. So, if you are applying to a teller position at TD Bank – use the words and phrases from the TD posting, but DO NOT try to apply for a teller position at CIBC with the same application. You will NOT get past the ATS, because CIBC uses different and organization specific words in their postings. It is a skill to be able to understand what the keywords are and how they are used by the different companies.

Some other suggestions on how to make sure you leverage your applications online and with the ATS are presented by Levinson in her article. Often resumes are lost because the date was listed before the employer name. The ATS failed to read the educational degrees that the candidate held which was a requirement of the position. Needless to say, the resume never made it to the recruiter. Although there are plenty of weaknesses with the ATS, it does save recruiters lots of initial pre-screening time, especially when the competition is steep within certain industries. It helps the recruiter to narrow down the candidate pool to the top 10 candidates whose resumes the system ranks as the most relevant. Levinson warns that “as long as employers rely on the ATS to screen resumes, qualified job seekers’ only hope for passing through them successfully is to understand exactly how the system works”.

As highly recommended by Karin Lewis, The Editor of this blog and JVS Employment Counsellor and Social Media Specialist, in her recent blog, face to face contact remains the most effective job search activity. If an employer knows a candidate, or they have been referred by someone they know, the likelihood of that candidate being hired is much higher. A recent New York Times article stated that referrals are important both for being called for interviews as well as in making the ultimate hiring decision, suggesting that “Referred candidates are twice as likely to land an interview as other applicants (…) For those who make it to the interview stage, the referred candidates had a 40 percent better chance of being hired than other applicant.”

My advice to you is to limit your online applications, and start increasing your job search efforts by using the plenty of other effective tools out there, as described on this blog.

Joanna

To submit your questions for this column IN CONFIDENCE, please email dearjoanna@jvstoronto.org.

Tapping into the Hidden Job Market

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One of the biggest frustrations expressed by my job-seeking clients is how to convince employers to consider them for jobs for which their experience and skills are not a perfect match (“I know I don’t have every qualification listed on that job posting, but why can’t the employer just give me a chance? I learn quickly and am very motivated!”).  Many talented candidates tell me that trying to match their background to the qualifications listed on jobs posted online is a very frustrating exercise, often resulting in them being either over- or under-qualified for most positions.

Employers also express such a frustration — saying that despite the high unemployment levels and the reports of many highly qualified candidates — they often struggle to fill their open positions with suitably qualified candidates. Last year, the Wall Street Journal reported that as many as 40% of the companies they surveyed struggle to fill positions with suitable candidates. One employer admitted that “In some cases, like an open administrative assistant position, many applicants are overqualified”, expressing reluctance to hire such candidates because he believes they “won’t like the job—at least for very long.”.

In a recent article, Lou Adler, a Headhunter and Author, argued that the job market is divided into two markets — one that is effective at building careers and filling job needs, and one that does not work at all. The ineffective market is the one job seekers often look at first — where jobs are posted and qualifications are listed. The effective job market — the one that works — is hidden. Hidden, but “in plain sight”, he says.

 

What is the Hidden Job Market?

Even in this age of the Internet, when posting jobs on a company website is easy and does not have to cost much, most meaningful career moves happen away from public sight, through what Adler describes as “internal moves and networking”. In fact, he suggests that most candidates (almost 60%) find work through networks and recommendations from people who know them.

This means that job seekers who spend all of their job search reading through online job postings, and submitting their carefully composed cover letters and suitably targeted resumes, are missing out on the most efficient and effective way of finding meaningful work: networking.

The fact is that many jobs become available and are quickly filled, even before getting to the stage of being described and posted online. So much so, that these jobs do not even get counted in unemployment figures (which often rely only on counting advertised positions).

 

Where are these “hidden” jobs?

The truth about the job market is that employers also prefer candidates who are highly motivated and have potential to contribute to their company in the long-term. The problem is, that unless a personal recommendation can be made about these qualities in a candidate, employers do not have any objective way to assess motivation and future potential. The best they can do is ask staff, colleagues or friends if they know someone who might be suitable, based on their past performance.

When a position becomes available in a company, employers tend to go through the following steps, according to Lou Adler:

They start by considering past and present employees. They may informally ask around, to find out if any staff would like to take on the new opportunity, or whether they can recommend someone who might be interested, using “general criteria”, which are not rigid, and may be even be adaptable to the candidate’s fit to the position. If this is unsuccessful, employers will begin to network and ask around for suggested candidates from people whom they trust, still being flexible in terms of the criteria and nature of the job, depending on the potential of the candidate.

Only if the networking is unsuccessful, hiring managers will feel obligated to prepare a formal job description and advertise the job. The process of detailing skills and qualifications forced employers into becoming less flexible in deciding who they will have to hire. It also makes the process cumbersome and expensive, for both the job seeker and the employer.

Most job seekers have already experienced this in their work history. When I survey my clients about their previous jobs, most have stories of finding jobs — often the best, and most important jobs in their work history — informally, or through someone they knew.

 

How to access the ‘Hidden Job Market’

Throughout this blog, we have shared ideas about ways of networking so that job seekers can become known by as many influential people as possible. These include volunteering, as well as using LinkedIn, Facebook and Twitter to meet new potential employment contacts. I have also listed strategies for becoming the person who others think of when they have a job opening.

Most importantly, job seekers need to invest job search time to meet people and build trusting relationships which result in potential employers thinking of them when a job comes their way. This requires an investment of time and effort, and a rethinking of what many job seekers consider the usual ways of looking for work, to favour networking.

Ask the Employment Specialist: Dealing with the Receptionist

Dear Joanna,

I went on a job interview yesterday, and as I was instructed at a JVS Job Interview Workshop, I showed up 15 minutes earlier, to stake out the business first. I was greeted by the Receptionist who, quite frankly, was annoying. She kept asking me questions. Who am I here to meet? What was the job I was applying for? She was so nosy. It was none of her business as to my reasons for being at this company yesterday. What business did she have prying into my business?

I was wondering how to handle this situation with the Receptionist should I find myself in another interview with another busy-body Receptionist?

Annoyed Interviewee (AI)

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Dear AI,

That is great that you arrived early to become familiar with the company who was going to interview you. But you made a huge mistake by underestimating the power of the Receptionist in organizations. Receptionists’ opinions are highly valued at companies; often, they act as gatekeeper, and they deliberately assesses the candidate from the beginning. A company’s Receptionist can make or break the hiring decision, based on their experience with the candidate.

Kwoh and Weber (2012) from the Wall Street Journal write a fantastic piece (The Receptionist is Watching You) on this issue. Be nice to the Receptionist, they warn, because the interview begins the moment you walk through the doors of the company. So make sure your best behaviour should start immediately – don’t save it for the interviewers or managers! Do not assume that the receptionist or administrative assistants don’t matter. It’s just the opposite, add Kwoh and Weber; these frontline workers are “sharp observers who can instantly sense whether someone will fit in with the company culture.” Fitting into the company culture is often considered more important than technical skills.

Many bloggers write on this topic. Kwoh and Weber quote one Executive Assistant who explained how a bad first impression can ruin one’s chance of getting past even the front desk. When Hiring Managers are unsure about a candidate, they will ask the Receptionist who often can have the final say in the hiring. In another case, the Receptionist didn’t even pass on the resume to the appropriate managers because she was offended by the candidate who gave her the envelope with an attitude, treating her as if she was his slave. So, beware of your behaviour. Everyone you meet in your efforts to look for work or even after you have a job, deserves to be treated with respect and dignity. It could be the security guard, the office clearer and, in your case, the Receptionist.

Cathy Vandewater, a former Administrative Assistant, responded to Kwoh and Weber’s article in her post Impress the Receptionist: 5 Tips for Your Next Interview, with some useful guidelines for dealing with the receptionist at your next interview:

1. Don’t just be ”kind”; be professional and respectful.  It’s great to be friendly, but remember that the front desk person isn’t just a “hi and bye” character in your prospective working world. Very likely, you’ll need to interact with them every day, and you may need to rely on their support to get your work done. Be collegial and showcase your professionalism too.

2. Remember that the Receptionist is not on your side. Vandewater recalls the many times an interviewee politely greeted her, then, moments later, leaned in and whispered a question about what the boss is really like to work for. This was tactless. Treat the Receptionist just like you would your interviewer.

3. Keep in mind that the Receptionist is watching you. Make sure you dress and act professionally at all times in the office where you are having an interview or even if you are simply dropping off a resume. Pretending office staff is invisible to the point where you’re behaving inappropriately is insulting and damaging to your reputation as a professional.

4. Don’t flirt; it isn’t cute. Sure, you’ll very likely make a fun, light-hearted impression in the moment by complimenting the Receptionist. They might give you their number, but they won’t refer you for the job. While flirting might be fun, sexual harassment or tension in the workplace is not. Don’t cutesy your way out of a job opportunity by forgetting where you are.

5. Don’t let the Receptionist do more work than necessary. If you need help with directions, or dialing in to a conference call, consult with the administrative staff in a patient and respectful manner. Don’t assume they are there to serve you. Be thankful when you get help, and linger to have some light conversation, to show some genuine gratitude.

Remember that the Receptionist is in a powerful position, which — if you are respectful – can serve you well.

All the best with your job search,

Joanna

To submit your questions for this column IN CONFIDENCE, please email dearjoanna@jvstoronto.org.

Using Facebook for Job Search

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Job seekers often tell me that they prefer to avoid Facebook as a job search tool. I hear about fears of compromised privacy and concerns about how would-be employers might interpret the images, comments and postings on their page.

It’s hard to blame them for being cautious, after hearing all the reports media about job seekers who have lost opportunities because of thoughtless Facebook mistakes. 

How popular is Facebook?

In October 2012, social media history was made when Mark Zuckerberg proudly posted the following status update:

While very impressive, 1 billion users only represent 14 percent of the world population; in North America, however, over 52 percent of ALL Canadians and Americans are Facebook users.

This stunning fact is not missed by employers. An increasing number of them are turning to Facebook to actively recruit or, at least, gather information about candidates. As shown on this Infographic, a study conducted by Reppler (an online service that monitors social media) revealed that 76% of recruiters and hiring managers have screened candidates specifically on Facebook.

Isn’t Facebook risky for job search?

The simple answer is YES. 69% of recruiters surveyed by Reppler admitted that they have rejected a candidate based on something they saw on their social media profile.

These include mistakes such as:

• dishonesty or negative comments about previous employers
• inappropriate photos and comments
• references to drugs or alcohol
• poor communication skills (grammar, spelling)
• making discriminatory comments about others.

So, why use Facebook at all?

Employers are more likely to hire a candidate if they can find positive information about them.

In the struggle faced by job seekers to reveal a more complete picture of themselves to potential employers as likeable, interesting and compatible, job seekers who either choose to make their profile totally private, or opt out of using it at all, are at a disadvantage.

This is backed up by the Reppler study, which also revealed that about most (68%) of potential employers chose to hire a candidate, based on characteristics found on their profile.

These include:

• positive personality traits (optimism, sociability)
• professionalism and respectability
• creativity
• strong communication skills
• being “well rounded” (having a range of various interests).

Facebook offers job seekers a unique opportunity to showcase their personality traits, strengths, professional and personal interests that would make them stand out as unique and impressive to potential employers.

This does not mean that all posts should be publicly visible — Facebook allows for users to choose which posts and photos are public and to keep the others private. Job seekers can selectively share a few key posts which demonstrate the characteristics they chose to share. For example, a job seeker who is looking for work as an Architect may choose to post samples of work, or to discuss newspaper articles about new developments in the city, to show interest in the field.

Employers are increasingly interested in hiring people who know how to use social media well.

Many jobs require people to use social media, or at least understand it well. Facebook, in particular, has become an increasingly popular branding tool for many companies, and these employers might expect staff to be able to use and understand it.

Also, as the Reppler study revealed, companies understand that their employees are using Facebook in their personal lives, and they are interested in making sure that they will not represent the company badly. So a candidate who can demonstrate appropriate behaviour on Facebook would be considered an asset.

Facebook tips for job seekers:

DO:

• Use Facebook. Do it with care, balancing private and public posts.
• Be interesting, thoughtful, sociable.
• Use good grammar and spelling.
• Like and interact with company pages on Facebook.
• Share interesting (and interested) posts that reveal your professional interests.
• Share personal achievements, such as sports, volunteering or causes.

BE CAREFUL:

• Don’t get too comfortable; always be on guard for how you and your friends represent you.
• Remember that employers may be watching — even your most private posts could be made visible.
• Don’t do business on Facebook: if you want to connect with someone regarding your career, rather connect via LinkedIn.
• Use your real name and photo – if you plan to be seen by employers.

After LinkedIn: In-person Networking

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Despite all the on-line chatter about the importance of LinkedIn and social media for job seekers, face to face contact remains the most effective job search activity. If an employer knows a candidate, or they have been referred by someone they know, the likelihood of that candidate being hired is much higher. A recent New York Times article stated that referrals are important both for being called for interviews as well as in making the ultimate hiring decision, suggesting that “Referred candidates are twice as likely to land an interview as other applicants (…) For those who make it to the interview stage, the referred candidates had a 40 percent better chance of being hired than other applicants.”

WHY Network in Person

Having hundreds of LinkedIn contacts is just the first step in this process. It isn’t effective to simply inbox one of those contacts (whom you probably have never met in person) and ask for a referral. Most people will not refer a person who they do not know, even if they are connected on a network such as LinkedIn. Referrals occur when the job seeker is known, liked and respected, and when the referring person feels confident that their reputation will not be negatively impacted by the referral.

The challenge for job searchers, then, is to establish a personal connection with those people who are well positioned to refer them. The most effective way to establish such a connection, is to meet in person, leave a positive impression and continue to work on maintaining the relationship on an ongoing basis.

HOW to Network in Person

Ultimately, the only way a job seeker can begin to establish a personal connection is to meet face-to-face, even if it is only briefly. It does not need to be a lengthy meeting, and should be regarded as the first step in a long-term process of forging a meaningful connection. The first meeting is simply an opportunity to gather information and develop rapport, with no pressure for a job.

1.  Identify your target. Remember that an effective referral does not have to come from someone in the Human Resources Department. Often, the best referrals come from the person who does the job you would like to do (i.e. a potential colleague) or a manager. LinkedIn’s company pages, or the contact lists of your contacts maybe can be useful to identify your target person. If you don’t have any connection and cannot get an introduction, try joining those LinkedIn groups whose members may be worth meeting.

2. Connect on LinkedIn, if possible.  Try to connect via LinkedIn with your target person. Make sure to send personalised note with your invitation to connect, and thank them, once they agree. Work on establishing rapport, through commenting on their updates once in a while (not too often).

3. Plan your meeting. Think through what you want to discuss. You might want to look through their profile and think about questions regarding their job, company, education or career. Think through how you will introduce yourself and your career path. Prepare a script of your self introduction.

4. Set up the information interview – by Telephone, Inbox or Email:

• Introduce yourself briefly.
• State the purpose of the phone call (or email) – i.e. you are currently researching careers and would like to set a date for a short meeting.
• Explain your reasons for wanting to meet: to gain information about the person’s occupation and benefit from their insights and advice.  State clearly that you do not expect them to have a job for you or to know of any job openings, rather you want to be in a more informed position before you pursue a career direction.
• Ask for 15-20 minutes of their time within the next week for the interview.
• Set a date, time and location of the meeting. (Should the person decline to meet with you, check if he/she has time for some questions on the phone either now or at a later date and ask for additional names you could contact).

5.  Conduct the Meeting

• Arrive ahead of time, dressed neatly (although it does not need to be quite as formal as an interview).
• Bring a folder containing a list of questions and information you have already gathered.
• Have your business card available (if you have one), as well as a copy of your resume. DON’T offer your resume — you may want to ask for feedback about it, if appropriate, as well as provide it IF they request a copy.
• Express appreciation for their time and remind them that 15-20 minutes is all you expect.
• Re-state the purpose of the meeting – information, advice, no expectation of a job.
• Introduce yourself: describe your background, experience, skills, interests, objective.
• Bring the person up to date on your research so far – concisely so that new information will be added.
• Ask three or four essential questions that you have prepared and take notes.
• Ask for suggestions and other areas to be explored.
• Ask for referrals to other persons in specific occupations in the other areas suggested; ask about their background, and request permission to use the referring person’s name when calling.
• Thank them and express your appreciation for their time.

6. Follow up

Send a thank you letter as soon as possible. In the letter, refer to a point of interest from your discussion. Inform them of your next steps.

In the long term, keep in touch with those with whom you connected. Send a holiday greeting card, comment on LinkedIn and update them about your progress.

Developing a life-long practice of networking is useful for all those involved. Successful networkers know that in addition to the rewarding feeling of making a positive impact on others’ careers, the time and effort spent on helping another person will surely benefit them in the future, in return.

Stand Out in the Group Job Interview

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It may surprise many job seekers to hear that, in this competitive economy, employers continue to struggle to find the best candidates who can meet their specific job requirements. The reasons for this are varied, though probably best summed up by an employer who complained to me recently that finding the most suitable employee these days “is like trying to find a needle in a haystack”.  In their struggle to sort through the hundreds (sometimes thousands) of applicants for advertised jobs, employers try a range of different methods to help them to identify the precious few affordable candidates who can actually do the job reliably and competently, while getting along with their colleagues, managers and customers. One of these methods — probably one of the most challenging for job seekers — is the group interview.

WHAT is a group interview?

Group interviews consist of sessions in which job applicants are invited to participate in small group or individual activities. The activities may include tasks such as preparing presentations, work samples, completing computerised tests or participating in group discussions. They often last 2-3 hours.

WHEN do group interviews happen?

Group interviews are often the first step in a process. Often, group interviews are used to reduce the number of candidates to a smaller group, who will then be interviewed individually.

WHY a group interview?

Employers interview in groups to begin sorting through the many resumes that were received, as well as evaluate the skills which resumes and one-on-one interviews cannot.

Employers may be looking for skills such as:

• communication
• interpersonal abilities
• team work
• leadership
• initiative
• creativity
• problem solving

Employers use the opportunity to assess the candidates in terms of how they perform the tasks, as well as how well and what they produce during the interview.

HOW to prepare for a group interview?

Most importantly, prepare as you would for any interview (we offer tips for preparing for an interview in this post), though be prepared for the possibility that you will not get to talk as much as you would like.

Focus on:

1. Gathering detailed information about company, because group activities may require you to use examples from present or past company products or programs. Information can be gathered from LinkedIn, Google, and the company website for information.
2. Preparing intelligent questions about the company.
3. Preparing a brief 1-2 minute “tell me about yourself” introduction of yourself — practice saying it out loud, to make sure you can project your voice loudly and clearly.

During the group interview…

• As for any interview, arrive early, dressed the part and be as well prepared as possible.
• Make sure to be well rested; sleep deprivation can be bad for your memory as well as your ability to handle stress and focus.
• Remember that you are being observed closely from the moment you arrive, so be aware of your nonverbals — smile, face people squarely, make eye contact, shake hands and focus on the speakers (even if they are the other candidates).
• Greet the interviewers and office staff warmly and introduce yourself to them; don’t forget to greet the other candidates!
• Expect the unexpected; try to respond to surprising exercises or questions in an enthusiastic and open manner.
• Listen carefully; if you don’t understand instructions, ask questions or request examples.
• During the activities, find the balance between taking initiative, but not being too bossy; remember that employers want leaders, but they also want team players. When appropriate, let others take initiative and support their leadership.
• Do your best to demonstrate the skills that you know employers are seeking — do your best to come across as someone likeable, competent, calm, focused and open.

Most, importantly, once you have done all the preparing you can, relax and try to enjoy the process. Your ability to be as authentic and relaxed as possible is key to your success, as you face the interview.

After the interview,

Write a thank you letter. Show appreciation for the opportunity and share what you learned or enjoyed from the experience. Express a continued interest in the position.

3 Keys to Updating your Resumé for the Digital Age

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In this age of Google, Facebook and LinkedIn, hyperlinks and email, traditional job search methods are no longer sufficient to catch the attention of electronically savvy employers. In previous blog posts, I have described ways job searchers can integrate digital technologies into all aspects of their work search, including interviews, job boards, pre-employment research and online self marketing.

Despite being a little old fashioned and relatively unchanged over the last decade, resumes remain an expectation of most (though not all) employers. However, new technologies have influenced employers’ expectations regarding the way resumes are written and presented.

Job seekers should expect that:

1. You will be ‘Googled’ by potential employers, and will be expected to have an online presence, such as a LinkedIn profile, which provides more detail about the job information that’s in your resume.

Think of your resume as a brochure — a succinct and targeted summary of the best of what you have to offer employers. The rest of the substance of your experience and skills will be reflected in your LinkedIn profile. It is reasonable to assume that once employers have noticed your resume, they will search for you online, with the expectations will be to find more information about you. If they find inconsistencies between your resume and LinkedIn, such as mismatched job titles and dates, your entire application will be in doubt.

2. Your resume will be read on a computer screen.

Your resume should be written and presented so that it’s easy to read on a computer screen and that it maximises the opportunities offered by being linked to the Internet. This means you should:

• select a good web font that is easy to read on a screen, such as Tahoma, Calibri or Verdana
• include hyperlinks to your LinkedIn profile, email address, the websites of the companies you listed on your resume and any other relevant content such as your blogs or websites
• take care when you name your resume, because the name you give the resume will be seen when the employer is about to click on it; include your name, job title and the type of document (e.g. JSmithMarketingAnalystResume.doc)

3. Your resume might be scanned by a computer program for keywords.

Many employers (such as the City of Toronto) use computer programs to sort, filter and rank resumes. This is a more objective process which can benefit job searchers as well. To make the best of this opportunity, you should:

• make sure you include as many relevant key words as possible, and don’t assume that anything is ‘obvious’ (for example, don’t just write “Microsoft Office”, instead of specifying the programs such as “Word, Excel, PowerPoint and Access”, because the computer program might not ‘know’ that MS Office includes these programs). Identify the keywords demanded by employers in their postings, and make sure these are reflected in your resume.
• don’t include headers, underlining or text boxes which might make electronic reading difficult
• don’t submit PDFs, unless specifically allowed or requested by employers

There are many creative alternatives for online resumes, such as online portfolios, video resumes and slideshows, though they presently don’t have many uses outside of social media and creative marketing fields. One option that some job searchers use is the VisualCV, which is searchable and can be hyperlinked to emails. A favourite of mine is the Vizualize.me, which connects with your LinkedIn profile to create a beautiful Infographic of your resume.

There are a many ways job seekers can showcase their technological know-how and integrate new technologies into traditional resumes. Remember that employers expect you to have the necessary skills to keep up with our changing economy, and you can demonstrate your digital savviness using some of the approaches outlined in this post.