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.

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.

Ask the Employment Specialist: Negotiating a Salary

Dear Joanna,

I am so excited to report that I received a job offer for a Project Manager position with a large IT consulting firm.

But I am afraid to negotiate the salary, although I do think it is lower than the market rate by about 10 thousand dollars! I don’t want to jeopardize the success of my new position or the offer. I have spent countless months on this job search, and I just want a job. I don’t want to make my new employer angry and renege on the job offer.

I am even tempted to just accept the offer. However, I am concerned that I might be resentful after a while on the job given the salary is below my expectations. Please could you advise me on how to negotiate my salary in a professional and secure manner.

Thanks so much.

Signed: Happy to have a job offer (HHJO)

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Image courtesy of Nokhoog Buchachon / FreeDigitalPhotos.net

Dear HHJO,

Congratulations on your new job. Indeed, this is exciting news.

There are many perspectives on negotiating the salary in the job offer.

Cynthia Shapiro, in What Does Somebody Have to Do to Get a Job Around Here?: 44 Insider Secrets That Will Get You Hired (2008), cautions that failing to negotiate your salary could cost you more than just money. She describes it as one of the biggest and most common mistakes new hires make. This could shake confidence within the company about your abilities before you even start, she adds.

According to the author, the company wants you, needs you and has chosen you, and this is the one time you can ask for money and benefits that you desire and have the greatest chance of getting. Negotiating will show the company that you know that you are worth it and are not afraid to ask. This will help you enter your new position from a point of strength, solid ground, setting you up for success with key decision makers behind you.

Here are some of Shapiro’s tips to help you with your negotiation process to obtain your deserved salary.

1. Make sure you know the market rate for you in this position. Remember that the salary you can command varies, based on where you live and your skills, experience and education.
2. Express your appreciation to the hiring manager for supporting your higher compensation package offer, before asking to negotiate further; consider ending off the conversation with “I’m thrilled about the additional ten percent; but I was really hoping for $x; is there anything else we can do here?”
3. Prioritize. Determine the top one to three things you will be asking for and go back to the negotiating table no more than twice; negotiate each individual item before moving on to the next.
4. Don’t rush. Keep calm and in control. The hiring manager might try to pressure you to make a quick decision, but take time to consider your options and make a decision you can live with.
5. Be flexible. If you were not able to get the salary you were asking for, ask for extra vacation time or another priority on your list by saying something like “Would it be possible to make up the difference in the signing bonus?” You should also be aware when the negotiations are over, the hiring manager’s tone will change. At this point you must decide if you wish to accept the offer.

In Canada Living Magazine, career expert Alan Kearns concedes that while it is true that negotiating the salary package is difficult, the negotiation process could be a great opportunity for you to show that you can remain professional and clear-minded in a high stakes environment. Plus, your pre-negotiation preparation could be the best investment you will ever make. So use these negotiation techniques and get the salary you really deserve.

For a more in-depth exploration of negotiating tips and advice, there is an abundance of information on the Internet. Perhaps you can start the ball rolling by reading Cynthia Shapiro and visiting Alan Kearns’ article in Canadian Living.

I wish you lots of success with your salary negotiations.

Signed,

Joanna

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

 

 

Ask the Employment Specialist: following up after the interview

Dear Joanna

I returned home, exhausted from a two-hour interview with a panel of three hiring managers,  for a position as a Social Service Worker at a local non-profit organization. The group did ask me for my references, which I understand is a good sign!

But, I am still unsure as to whether or not to send a follow-up thank you email as I have been advised in the interview skills workshop at JVS Toronto. If I do follow-up, should I call the interviewers? After all, they gave me their business card. Should I write an email with a thank you note in an attachment? Should I just leave it alone and wait for the hiring people to get back to me? Perhaps I should shoot off a little thank you message in the body of the email?

Please let me know what the protocol is.

Thanks so much.

Signed: Peter

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Dear Peter,

According to the Employment Counsellors here at JVS, as soon as possible after the interview you should write down the questions that were asked and make any notes that may help you prepare for another interview.

The best practice is to write a thank-you letter within 24 hours of the interview and hand-deliver or email it. I usually recommend to include it in the body of the email, though some of my colleagues suggest you write a letter and attach it, so it can be printed/saved and added to your resume and cover letter on their record. Most importantly, this is a chance for you to tell the interviewer any additional information that might increase your chance of being selected for the position — something you may have omitted during the stress of the actual interview.

If you do not hear from the employer at the time stated for a decision, call to find out if a decision has been made. If no time was given, call about a week or ten days later. This will demonstrate your interest and enthusiasm.

If you are turned down for a position, ask for feedback about the interview or how you might increase your chances for a similar position. Write a note letting the employer know of your continued interest, and asking if you may keep in touch.

The interviewer may know of openings elsewhere, and is now in a position to refer you to assist a colleague who needs a good candidate.

Remember — you did your best, and any mistakes are good lessons for subsequent interviews!

Cynthia Shapiro is adamant in “What Does Somebody Have to Do to Get a Job Around Here?: 44 Insider Secrets That Will Get You Hired“ that calling to follow-up will cost you the job. Once the interview process is over, and the thank-you notes have been sent, “the dreaded waiting game begins, punctuated by long bouts of nerve-wracking silence” (2010, p. 135). Shapiro believes that you need to wait and any call you make after the interview is over will make you appear needy and desperate, and you can lower your chances. She demonstrates that if they want you, they will call you. If they don’t want you, no amount of follow-up will change their minds. Shapiro posits, contrary to popular opinion, that nothing influences the decisions of the interviewers or hiring managers after the interviews are over.

Contrary to her opinion, I have had feedback from employers who were impressed with a follow-up thank you email notes from candidates whom I have referred to for an interview; those candidates who did not send a note were duly noted by the employer too! He noticed this effort, time and dedication of the job seeker.  To go one step further, this email definitely made a difference in their hiring decision.

Hope this helps your decision and I really hope you get that job offer!  If you would like samples of thank you notes, we have some here at JVS Toronto; or visit this site: About Jobsearch — Thank You Letters.

Signed,
Joanna

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

Checklist: prepare for a winning interview

“By failing to prepare, you are preparing to fail.”

— Benjamin Franklin

Image: FreeDigitalPhotos.net

After sending out more resumes than you ever expected, you finally receive that much-anticipated call to an interview. Though this an exciting moment, job searchers often tell me that they worry about being unprepared for this critical step in the job search process.

To help allay your anxiety, we have gathered some tips to help prepare for this important moment:

1. Location – figure out the exact address of the interview and make sure you know how to get there.  It would be best to try and visit the interview location in advance, so you know how to get there and locate the parking or the closest public transit stop.  Otherwise, call and ask the Receptionist for the exact address and directions.

2. Clothes – dress to impress.  Don’t assume the dress is the same across all industries. Your clothes should convey the message that you are a good match to the company. Ideally, visit the office before the interview to check out the dress code. You can also call and ask – explain that you are attending an interview and wanted to know the dress code at the company. Once you have figured out the dress code, take it up a notch and dress a bit better than everyone else, if you can. When staff members see you waiting at the Reception, they should be able to tell that you are there for the interview.

3. Answers – prepare your answers to the interviewer’s questions; be ready to talk about yourself, prepare examples about your work and skills, be ready to discuss difficulties in your work history (such as a bad ending to a job), as well as your weaknesses and strengths. Know how to deal with questions about your salary expectations. Practice answering questions with a friend or job search professional (such as those at our Employment Source Centres).

4. Questions – prepare questions that you will ask an interviewer. Choose questions that present you as someone who is genuinely interested in the job and the employer. For tips on asking questions, check out this article from Monster.ca’s Career Advice site.

5. Portfolio – have a professional binder that showcases your professional background, including examples and evidence of your work, skills, education and accomplishments. For good advice on preparing an effective portfolio, check out the post on Job Hunting Portfolios on our blog.

6. References – bring a list of three references which you can share with employers, if they request it. Also on our blog, you will find excellent tips for Collecting and Presenting References, presented by our Employment Specialist, Joanna.

7. Company research – prepare your research on the company, gathering information about its history, mission and work. You will find information on the Internet, including the company website and newspaper articles, as well as the company’s LinkedIn page (which is my favourite source of company information). Print out the “about us” section of the company website and bring it.

8. Find the original job posting, as well as the resume and cover letter you sent for this position. Read them through with care and make sure to bring them to the interview. I recommend bringing at least 3 copies of your cover letter and resume, to hand out to interviewer(s), if needed.

Organise all the papers neatly in a professional folder, together with a pen, pencil (in case the pen fails) and note paper (if necessary, you can take brief notes during the interview).

Remember to switch off your cell phone before the interview. Take a big breath, put on your best smile and be ready for success!

Ask the Employment Specialist: Answering Difficult Interview Questions –Salary Expectations

Dear Joanna,

I blew it big time. I was at an interview yesterday for an administrative assistant position with a law firm. The human resources manager asked me what my salary expectations were for this exciting full-time position. Needless to say, the amount was not communicated in the job posting much to my sorrow. I responded by asking a question: “What are you willing to pay me?”. That was it. The interview was over, and so was my candidacy. I felt trapped and I felt tricked.

Please could you give me some advice as to how to respond effectively and appropriately to this difficult question.

Signed: Tricked and Trapped (TAT)

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Dear TAT,

This is definitely a tricky question to answer. It’s almost as if you are damned if you do, and damned if you don’t. If you give a salary which is too high, you may ruin your chances to be considered; if you give a number which is too low, the hiring manager may think you aren’t qualified. Don’t feel so badly. According to Cynthia Shapiro in What Does Somebody Have to Do to Get a Job Around Here?: 44 Insider Secrets That Will Get You Hired (2008),  “gone are the days of the straightforward interview designed to allow you talk about your  skills and qualifications” (p. 74). Today’s interview, she continues, is designed to help the recruiter find out if you can do the job, as well as what kind of person you are and if you have potential to cause the company any problems. Asking a candidate to state their salary expectations is a question which definitely falls under this category.

There are two suggested ways to respond to this question at the interview. The first one is to change the priorities by stating “My priority is to find a growing, successful company where I can make a contribution to and continue to learn and grow and practice my profession. I want to be compensated, but is not the most important thing for me. I am flexible”.

The other (and arguably, better) strategy is to do your research on the internet on current salaries and be prepared to respond with a reasonable range, such as: “I have done my research and I understand that this position as an administrative assistant would pay between $30,000 – $40,000″. The JVS Toronto Employment Counsellors who wrote our Interview Workshop manual recommend that if you wish to show your eagerness for the position, you may add, “But I’m flexible.” Some suggested websites are Payscale, Salary.com and Monster Salary Centre. LinkedIn can also be another source for compensation information. Be careful with the data, because it is not always accurate. Salaries vary in terms of location, time and job, and the ranges are wide. Another suggestion is to locate an employee in the firm and ask about salary range (people won’t want to disclose their salary, but most are willing to share a range).

Last but not least, Employment Counsellor and the editor of this blog, Karin Lewis, has some advice for responding to the salary expectations in the cover letter. “I think job searchers should not specify their expectations in the cover letter because they don’t know enough about the job and what it entails. It means limiting their ability to negotiate in the interview. I suggest clients write: Regarding salary expectations, I am flexible and open to discussing specifics at the Interview“, or  – probably better — propose a wide salary range and express openness to be flexible.”

TAT, I am sure you will get another interview as it seems like your resume is working and you will have plenty of opportunities to prepare an answer to the salary question which the hiring person will want to hear.

Finally, remember not to mention money or salary expectations in the interview unless you are asked by the interviewer!  (It is acceptable, however, to ask about when salary will be discussed, but make sure to keep that question to the end of the interviewing process).

Signed,
Joanna

Ask the Employment Specialist: Answering difficult interview questions — discussing weaknesses

Dear Joanna,

I am an inventory manager with over 10 years experience in purchasing and inventory management in a manufacturing company.

I am happy to report that I am getting lots of interviews for relevant positions, but have always been stumped on the question from the hiring Human Resources staff which requires me to identify and present my weakness. Sometimes I’m asked for a couple of examples even!  It can be asked in numerous ways, but the most popular question I have experienced is “What is your biggest weakness?” or “What would you like to improve about yourself”? But, Joanna – I HAVE NO WEAKNESSES!!! How can I respond to this crazy question so that I won’t look bad in the eyes of the interviewer. I know that I must have an answer ready to go.

Please could you give me suggestions as to how to respond to this question in a professional, yet honest fashion. Thanks so much.

Signed by: Worried about my Weakness (WAW)

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Dear WAW,

Great question. I get asked this all the time from our job seekers at JVS Toronto.

According to Cynthia Shapiro in her fantastic book, What Does Somebody Have to Do to Get a Job Around Here?: 44 Insider Secrets That Will Get You Hired (2008), “interviewers will trick you into sharing information that is not in your best interest”. Gone are the days of the straight-forward interview that allow you to talk about your skills and qualifications, she continues. Shapiro clarifies that for a higher paying position, the interviewer might even ask for your three biggest weaknesses. For your question, I will stick with one weakness question and response which Shapiro defines as a “classic trick question”.

The best approach is to share an issue which you have become aware of, one that you’re already began improving. Share how you did it. Your response should show the interviewer that you are willing to accept feedback and criticism, as well as always looking to learn from it. You want to indicate that you are committed to improving your workplace skills. Focus on a skill you have successfully improved; share an example with a happy ending, Shapiro recommends.

Fellow blogger and Employment Counsellor, Karin Lewis and I recommend the following 3-step structure to creating and presenting a response to this question:

Part 1 – identify a specific experience in your past work history and a skill with which you needed help

Example: I’m always looking to improve, learn and grow. About 6 years ago, when I first started working as a job developer at JVS Toronto with people with disabilities, my manager told me that I needed help with organizing my time, to find a balance between my job coaching and job development duties, as well as all the administration work I needed to do. I appreciated my manager telling me about this. Her feedback really helped me.

Part 2 – Explain a concrete solution, strategy or technique which helped you overcome this weakness (i.e. organizational skills or time management – you could use both)

Example: So, after brainstorming solutions with my manager, she recommended that I learn how to use Microsoft Outlook, which is an effective system to organize my time. I learned to input all my activities with the clients. It has been a very useful tool, which has helped me work so much more efficiently.

Part 3 – Describe the impact of the solution (to show a positive ending to the story)

Example:  Now in my work and in any of my future work situations, I know that I can always be organized, and stay on top of my work so that the clients don’t fall between the cracks. I have a lot less stress balancing the different parts of my job.

So, WAW, I strongly advise you to prepare and practice your answers to this and all the other typical general, situational and behavioural questions which interviewers might throw at you in the interview. To practice, ask your employment counsellor for a mock interview.

Good luck with one of the most challenging interview questions in the world!

Best regards,

Joanna

Corresponding with employers — Part 2: writing Thank-you Letters that seal the deal

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If cover letters are about first impressions, then Thank-you Letters can be described as last impressions.  Writing to potential employers after an interview or any other kind of positive interaction can be a powerful way of leaving a memorable mark, which can help when time comes for final hiring decisions to be made.

WHAT are Thank-you Letters?

During the job search process, Thank–you Letters are a type of formal correspondence which aims to express gratitude to someone who assisted you.  Letters are preferable to voice messages – employers are able to keep the letters for future reference, and share them with others, if they want.

WHY send Thank-you Letters?

Besides obvious good manners, it’s important to remember that employers generally expect to hear from you after an interview, and that they will be receiving such correspondence from other interviewees, as well.

More importantly, such letters are an excellent way to confirm your interest in the position and to remind employers about the reasons you are a strong match for the position.

WHEN to send Thank-you Letters?

The sooner you send your Thank-you Letters, the better — preferably within 24 hours. If, however, this is not possible, send it whenever you can, even if it is long after. Better late than never.

In those rare occasions when you leave an interview already knowing that you will not be hired, a good letter can still be very effective.  A brief note, thanking the interviewer for their time, could be a reminder that you are still a strong candidate to be considered for future openings, or in case the person that they have hired does not work out.

To WHOM should Thank-you Letters be sent?

Most commonly, Thank-you Letters are sent by a job searcher to an employer, after an interview.There are, however, many other opportunities to send Thank-you Letters, including thanking a person for referral to a job, introduction to a network contact, an information interview, an internship, a reference or any other help offered, or time spent to help you promote your career.

If you were interviewed by more than one person, make sure to send the letter to each interviewer separately, and address it to them specifically.

HOW to best write and send Thank-you Letters?

To start, make sure you have the correct spelling, email and address of your interviewer; for this purpose, it’s a good idea to pick up business cards from your interviewer(s) upon completing the interview.

1. Use the same font and format of your cover letter, which means the letter should be typed (in most cases, a hand written card is considered too casual).
2. Write a simple, clear and short letter (3-4 paragraphs will do).
3. You can include in the letter:
   1. An expression of gratitude for the opportunity to be interviewed
   2. A mention of something you enjoyed/learned in the interview (e.g. something you didn’t know about the company or position)
   3. A brief summary of the reasons you believe you are a strong candidate for this position
   4. A reminder of your enthusiasm for the job
   5. Letters can be dropped off or attached to an email; it’s preferable not to use traditional mail, as it will take too long to arrive on the employer’s desk. Faxes are not a good idea, as they appear untidy and are more likely to get lost. Also – if using email, make sure to attach a document, rather than writing in the body of the email, that way they are more likely to be printed and/or saved, rather than just deleted.

Use a tone which matches that of the employers. For example, a creative job would allow for a more relaxed tone, whereas a banking job might require a more serious and formal approach.  Samples of letters can be found here.

To sum up, for Thank-you Letters to be effective, they should:

1. Be written and sent at any opportunity, to anyone who offered time and resources to help your job search
2. Be sent as soon as possible after the meeting or interview (same day, if possible)
3. Written in a professional manner
4. Be brief and error free
5. Convey enthusiasm for, and interest in the position
6. Be emailed or dropped off

After interviewing a number of candidates, an undecided employer who receives a Thank-you Letter soon after the interview — which is well written, enthusiastic and professional — might just have an easier time making that critical final decision about which candidate to hire.

Ask the Employment Specialist: tackling the challenge of “No Canadian Experience”

Dear Joanna:

I’m an internationally trained professional who is new to Canada and looking to build my career as a Systems Administrator. I have over 10 years experience in my home country and for some strange reason, every time I go on an interview, with recruiters or with direct employers, the feedback is always the same – “You do not have Canadian experience” and this job “needs Canadian experience”. I interpret this as that I do not have the qualifications for the job. Needless to say, I do not get the job offer.

I was wondering what do I need to do to get Canadian experience in IT and as a systems administrator? Should I go back to a local university to achieve another degree in IT? Perhaps I should attend another school to be trained on PHP? Java?

Please could you advise me as to how to receive that job offer of my dreams?

Signed,

Looking for my Dream Job in Canada (LDJC)

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Dear LDJC,

Great question! This is a common concern among many new immigrant job seekers as they go on interviews.

According to Mike van Doorn, Senior Manager, Staffing and Recruitment at Scotiabank, with a non-regulated profession like Information Technology (IT), feedback like this from the interviewer is code that the employer is concerned that the candidate will “fit in”, or it may mean that the employer is concerned that the interviewee does not have the technical skills required for the position.

If you are given the opportunity to follow-up, be specific and ask “Did I have the technical knowledge you were looking for, in terms of the technology I have used and/or experience in your industry?”  Technological experience is often transferable but most industry experience is not (for example, the way technology is employed and the business logic around its development is vastly different in the mining industry than the financial industry). Mike suggests that this often means that the candidate is not communicating (verbally and non-verbally) and responding to the interview questions in the relevant and appropriate way for the job and workplace culture.

How to make sure that you “fit in” to the team is challenging and applies to everyone in the job market, not just newcomers. “Fitting in” is a subjective; but 90% of the hiring decision is made if the interviewer(s) like you and want you to be part of the team.

Here are some suggestions to deal with this obstacle to getting that job offer.

1. Prepare and practice interview responses, for both the phone and face-to-face, especially for behavioural interview type questions. We have discussed interviewing skills in previous blog posts, both in terms of Introducing Yourself, as well as talking about story telling in interviews.
2. Work with an employment counsellor and/or employment specialist who understands your sector, as well as the validity and credibility of your skills, experience and education from your home country and in the sector, especially the IT industry! You will need to learn how to express and articulate your skills, experience and education in a clear, concise manner which is relevant to the position. There are also specialized services aimed at immigrants in Ontario which may be of use.
3. Use language in the job posting and from the company website. You can prepare for the interview by making sure your resume is clear, articulate and concise.
4. Prolific writer, adult educator and WEA Canada VP, Anne McDonagh has some critical suggestions for the job seeker to overcome this employer feedback. She recommends the importance of using “small talk,” as an essential skill during the job search and in the workplace. Further, she stresses the need to understand and use non-verbal communication; for example, “during introductions, shake hands firmly but briefly; keep the correct personal space between yourself and others; maintain eye contact with people you are talking to”.
5. Get your degrees evaluated; visit Settlement.Org for more information. I have learned from recruiters that for the IT sector it is your technical skills which will get your foot in the door, especially the skills where there are shortages like PHP, Web Development and related skills; and then, of course, it’s the interpersonal, communication skills which will seal the deal (assuming you pass the technical test!).
6. Target employers who have been recognized for their efforts to hire immigrants. A list of such employers can be found in Canada’s Best Diversity Employers, published annually in the Globe and Mail’s Report on Business.
7. Consider volunteering to gain local experience, secure a reference, as well as to expand your network and practice English.
8. Make sure to network, and work on expanding your network contacts; join your relevant professional organization, use Social Media (especially LinkedIn), and take any opportunity possible to meet potential employers.
9. Consider taking sector-specific communication courses, (a great way to improve your communication skills in English, learn the language of your profession and meet employers).

LDJC, all the best with your job search.  My experience has shown that with focused effort and perseverance, job searchers such as yourself can be successful in finding their dream jobs.

Regards,

Joanna

Ask the Employment Specialist: Explaining bad job endings to interviewers

We are excited to introduce a brand new feature: Joanna Samuels, our highly experienced Workforce Specialist Team Lead will be collecting questions from job searchers and putting them to our Employment Specialists to give you the best answers possible. Here’s our first installation in Ask an Employment Specialist. We hope you find it useful and would LOVE your feedback and questions (if you would like to ask a question, you will find our contact email at the end of this post).

Dear Employment Specialist,

I was recently fired from my job as a customer service representative/receptionist at a large wholesale supplier company.

I’m still in shock but have to jump back on the horse and overcome my fears of working in another job in my field which I love. So, I’m busy applying for work and started to have both telephone and face-to-face interviews (at least the resume is working!).

When the interviewer inquires about the reason I’m no longer at my last job, I am stumped with a suitable response which will not be used against me and exclude me from being hired! Please could you give me some suggestions.

Signed,
Furiously Fired and Fearful

Dear FFF,

This is an excellent question, which I am often asked.  Coaching job seekers on how answer difficult questions, so to help them eventually get that job offer, is part of what employment specialists do.

From experience, I have found that when answering such a challenging question, honesty is the best policy. You have to figure out an answer which you can share comfortably, and make sure you sound articulate and stay calm, confident and clear. As the old saying goes “it’s not what you say; it’s how you say it“.

We always recommend that interviewees put themselves in the interviewer’s shoes, and read between the lines of the interview questions. When an employer asks “Why did you leave your last job?”, they are probably really thinking: “Are you going to bring me headaches? Do you have trouble getting along with people? Were you fired or did you quit? Did you have difficulties in your last position which may affect your ability to do the job here?”

Considering these concerns of employers, here are some suggested scripts to respond to such questions about your past job:

One helpful suggestion came from Jeannette Mazzocato, one of our experienced JVS Employment Counsellors, who recommended this script: 

“I was at my last job for a long time. I loved the work and the team. However I had a situation and  I recognize that I did some mistakes. I took this as an invaluable opportunity to learn and grow. I acknowledge that I was wrong. The company is a great company and they do great work. I would like to move forward and find work in my field which uses my experience, skills, passions and education, and find a company where I can make a contribution, grow and continue to learn”.

I also consulted with Steffen Allen, a Senior Recruiter at Zylog Systems (Canada) Ltd., a leading IT and Engineering consulting and staffing firm. Steffen is a Subject Matter Expert (SME) in corporate recruitment and consulting for Fortune 500 companies around the world.

Steffen suggests that it is important to keep positive, to “turn a negative into a positive”, and recommends the following possible scripts:

“My job description changed. I was put into a new role which I could not do. I didn’t have the skills or experience to perform the new position. The learning curve was too steep for me. So, both  I and the company parted ways on good terms. I took this as an opportunity to understand what skills I need to learn and have enrolled in a course to gain those skills for future opportunities.”

“The company was bought out and was going in another direction. There was a new management which took over. They had different goals than mine. So we parted ways on good terms.”

“The company’s goals changed and were not aligned with my goals. I parted ways on good terms with the management.”

The bottom line: if you are confronted in an interview with a difficult question about a past job, the best thing you can do is be prepared with an honest and responsible answer. Find a way to describe what happened that does not say anything negative about the former employer, and focuses instead on moving forward.

Good luck with your job search, FFF. I am sure that with some careful preparation, you will succeed in getting back onto the job market soon!

Regards,
Joanna

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References:

Fatt, J. (1999). It’s not what you say, it’s how you say it – Nonverbal communication. Communication World, June-July, 1999

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What do YOU think? We would love to hear your suggestions about how to handle such a question

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If you have a question for our Employment Specialists, email us; your question may be the next one we answer!