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Candidate Handbook
SUBJECTS:
Index
Page 1
Resume Basics
Page 2
Covering Cover Letters
Page 5
Regarding References
Page 9
The Secrets of Networking
Page 12
How To Master Telephone Interviews
Page 13
Dress For Success
Page 15
13 Interview Mistakes To Avoid
Page 17
Tips For Writing Thank You Letters
Page 18
11 Commandments For Smart Negotiating
Page 20
If you find this information helpful, please pass along to your friends and colleagues. We are
always looking to work with top talent, and if you refer us to someone that we place, we pay a
very generous referral fee!
Good luck!!
Brad McKouen
President/Founder
Delta Staffing LLC
All material in this document is the property of Delta Staffing LLC, please regard as Private and Confidential
Resume Basics
Knowing what you want your resume to convey and writing it so that it conveys what you want can sometimes feel
like an insurmountable hurdle. "I know what I want to say, I just don't know *how* to say it!" laments the struggling
resume writer. Lament no longer, good friend, this is easier (and more difficult) than you think.
Structure is the easy part, and this article will give you some direction you can really use. The hard part, however,
comes before you set even the first word to paper (or screen). You need to know what you want. You need to
*really* know what you want. Then, you need to know what *they* want, the hiring managers holding the keys to the
positions you're targeting.
Deciding what you want may be more difficult than you first imagine. Not only do you need to decide what you'd like
to do, today, but it's in your best interest to decide what you'd like to do five years from now. Why? Because
knowing where you'd like your career to take you helps you to make better decisions regarding the jobs you accept
today. Being offered a job isn't always the end of the job search, and an immediate "Yes!" isn't always the best
response to every offer. Select the positions you accept as carefully as you select any of the commitments in your
life.
Knowing what the hiring manager of the minute wants doesn't mean you have to be a mind reader, but it does
mean accepting that in that brilliant mind of yours you already have at least half the answers. You already know
what it takes to do a job (almost any job) well. Don't believe me? Well, try this; think of any job in the world for which
you have little or no experience. Let's say, "Brain Surgeon." I bet you can give me a dozen pieces of key criteria
that will determine whether a brain surgeon is successful in his or her career, or not. What personal and
professional characteristics would you want a brain surgeon to possess if it was your head they'd be working on?
The hiring manager is no different. They have a position to fill, and with that position they have some established
criteria they believe a candidate needs to possess in order to do the job well. You already know at least half the
criteria. If you're responding to an ad, you'll know a few more.
Your second opportunity to learn the criteria of the position is at the interview. You're not there to simply answer
questions. You are not the only one being interviewed. If you fail to interview the hiring manager, take the
opportunity to fully learn the position's criteria and accountability, the company's missions and goals, the working
environment's structure, etc., you can't make the kind of informed decision that will allow you to give a "Yes!"
response with real confidence. Why do so many people end up in jobs they hate? Because they fail to see beyond
the smiles and good intentions and ask the questions. While you're asking yourself, "What characteristics, both
personally and professionally, do I possess that will allow me to do this job well?" ask yourself, also, "What criteria
do I need in my employment situation for me to succeed to my full potential?"
But interviewing comes after the resume, and the resume is what we're heading for here, so. . . let's get to it.
CONTACT INFORMATION
What's the most important information on your resume? Is it the great contribution you made to the production
efforts of ABC Company last year? Is it the shiny new MBA you recently achieved, with honors? Is it your
exceptional communication skills and winning presentational presence? Nope. It's your contact information. Who
you are and how your reader can reach you is, when all is said and done, the most important information in your
entire document.
See, this is getting easier. You know who you are, you know where you live, you know your phone number and email address. You already know the most important information in your entire document!
OBJECTIVE STATEMENT
That done, the next piece of information to include (or not include) is your "objective statement." Do you need one?
Well, let's take a look at your career history, first. Is your background consistently (and clearly) in line with the
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position you're currently targeting? Without an objective, will the reader know your career direction and recognize
the position for which you're applying? If your background is in operational management, and the three most recent
positions you've listed on your resume are "Operational Manager," and the position for which you're submitting a
resume is Operational Manager, is there any real need to say you want to be an operational manager?
Objective statements are most useful when:
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The resume is being submitted for a specific position (To obtain the position of Operations Manager for
ABC Company),
The candidate is changing career paths (To use my extensive background in sales, marketing, and
personnel management for the benefit of ABC Company's operational efforts),
The candidate is a recent graduate with little hands-on experience,
Any time when the career history alone does not present an easily identifiable "fit" for the position being
targeted.
At all times in writing your resume you have to remember your audience. You want to make this easy on your
reader. Don't write an objective that is vague, or tells the reader what *you* want, but rather what you're offering
*them.*
PROFESSIONAL SUMMARY, PROFILE, or SYNOPSIS
A summary is not simply a brief listing of what you've done, but what you can do. It's a package of personal and
professional characteristics that you offer a company ~ that which allows you to provide exemplary work. Example:
"Senior Operations Manager offering an impressive background in ____________."
Remember that criteria you already know? Remember what special skills you'd like your brain surgeon to have?
Well, what makes a top-notch operations manager? What skills, talents, achievements, and focus would you like
this individual to possess if it were your job to hire them? That information goes in the summary. It gives your
reader a quick list of criteria that establishes a "fit" for the position, the benefits that can be enjoyed through hiring
the individual, and impresses a level of quality of work and background.
Perhaps it's important that a good operations manager understand the particular industry for which the position in
question is held. Perhaps they should possess outstanding problem solving skills, with an ability to develop
effective solutions that will positively impact: production, efficiencies, and/or costs. Perhaps they should have good
communication and interpersonal skills, so that they can develop a cohesive team structure between various
departments. The summary is the place to list these skills, and identify them in a manner that will be appreciated
*by the reader.* You want your reader to envision you providing these great services for *their* company. So, it's
not just what you've *done* that's important, but what you *can* do that counts here.
EMPLOYMENT HISTORY / CAREER BACKGROUND
The biggest error many resume writers make is in telling a "story." I don't mean writing fiction, but writing their
history as if it were a conversation, a tale of sorts. With lots of "I" statements and "Responsible for's." Their resume
begins reading like a dialogue. If you had to bring your history down to its most basic form it would be: Problem,
Solution, Results. Every job is held in order to problem solve, from the receptionist to the company president. Work
is generated because there is a problem that needs addressing, the actual work is the solution, and the outcome of
that work is the result (positive or negative).
Let me give you an example: The receptionist. The receptionist is hired to solve the problems of: ringing phones,
client questions, schedules of meetings and appointments, paperwork management, etc. Those are otherwise
known as her "responsibilities." Her solution is to: answer the phones, provide information to clients, organize a
logical and workable schedule of appointments and meetings, and coordinate paperwork so that it's easily retrieved
on demand. The results of her work (if positive) are: the phones are answered in a timely and efficient manner
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(clients are happy, bosses are happy), information provided to clients is accurate and helpful, schedules and
meetings are workable and productive, paperwork is managed and maintained so that important information is
easily accessed and understood.
How might this information be listed on her resume?
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Manage office operations and procedures for leading advertising firm.
Schedule and coordinate client meetings and corporate appointments for Senior Advertising Director and
Marketing Manager, assuring workable and productive daily schedules and activities are maintained.
Manage multiple-line telephone system, providing fast and efficient service to inquiries of both established
and potential clients. Position requires a detailed understanding of industry and client needs.
Coordinate and maintain database and paperwork management, assuring records and schedules are
accurate and consistently maintained. Created and implemented a logical system for quick information
access and long-term records management, improving inquiry response time and accuracy of information
by 70%.
Isn't this an improvement over: "I am responsible for phones, appointment scheduling, and paperwork"? or, worse
yet, "I'm just a secretary"?! Each position is important, each individual who holds that position provides value.
Recognizing, fully, what services you provide and appreciating their resulting value will enable your reader to
appreciate them, too.
EDUCATION
If your education is the most recent accomplishment in your career, or if it holds the greatest proof of your credibility
for the position, list it first. If you've held positions in your field of choice, since achieving your education, list your
work, first. Your reader is most interested in that information which is most current and that information which most
clearly establishes your level of fit for the position. If you feel that your education is a trump card, list it twice; once
in your summary, and once again in its own section.
Only list the dates of educational achievements if they are current, within the last 10 years, or so. It matters less
*when* you achieved your degree or education as it matters that you achieved it, successfully.
OTHER INFORMATION OF INTEREST
List any associations or professional organizations for which you're a member IF they hold some value to the
position for which you're applying.
List hobbies and outside activities ONLY IF they are directly relevant to the position for which you're targeting.
List all volunteer work, that is directly RELEVANT to the position you're targeting, the same as you list any other
work on your document. Being paid for your work is not an issue, ~ gaining skills of benefit and value to your next
position that your reader can appreciate is the issue, financially compensated, or not.
DO NOT list personal information, such as: marital status, physical health, height, weight, number of dependents,
pending lawsuits (never a good idea to make it known that you are suing your previous employer), religious
affiliation, race, or what you had for breakfast on this document. It is illegal for an interviewer to determine your
employability by these issues ~ for a reason!
DO NOT include a picture of yourself with your resume, unless you're in the entertainment industry, no matter how
good Olan Mills made you look.
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Covering Cover Letters
Why A Cover Letter is More Than Just A Dust Jacket
"Do I really need a cover letter?" We're asked this question a few times every month. We get the impression that
people are hoping we'll say, "No! You don't need a cover letter. Your résumé's great, it can stand on its own." After
putting so much time and effort into their résumé, it's easy to understand why people might think the cover letter is
nothing more than a "dust jacket" for the real article. Just one more piece of wasted paper that delays getting to the
good stuff. What do most cover letters say, after all, but, "You've got a job, I've got a resume. Hope to hear from
you soon."
But the cover letter is more than a way to dress up your résumé. It has a beneficial purpose. If written well (focusing
on how and why your particular skills, experience, achievements and personality can benefit a specific position and
company), your cover letter can encourage your reader to turn to your résumé with genuine interest.
What the Cover Letter Does that the Résumé Doesn't
While your cover letter acts as an introduction, it can also take your résumé's information one step further by
showing your reader how your history and past achievements can be applied to meet the needs, concerns,
missions, and goals of the company you're targeting. In this way, your cover letter not only confirms your
qualifications for the position, but also indicates that you are the right person for this company.
In order to present your qualifications in a meaningful way to your specific reader, you need to do some homework
on the company you're targeting. Learning all that you can about a company, knowing what they're trying to
achieve, what their products or services are, who comprises their customers or clientele, what their strengths and
weaknesses are, what their concerns are, who their competitors are, and how well they're achieving their goals, will
not only help you identify ways in which your skills can be directly applied for the company's benefit, but can also
help you determine if this is a company where you want to work.
In doing your company homework, you may discover an area where your skills or background can make a
substantial, positive difference for the company you're targeting. Nothing will advance your opportunities faster than
finding a couple of flaws or deficits in the way a company manages its operations and showing how your particular
area of expertise can solve this problem in a cost-effective manner ~ just be careful how you present these flaws.
No one wants to hear that they're not doing a terrific job, but everyone likes to hear, "I have some ideas that could
really make this particular effort fly, and I'd like to talk to you about them."
Knowing that you have something valuable to offer is a great incentive for a recruiter to want to meet you in person
to learn more (the interview).
Getting information on companies of interest has never been easier. The Internet has opened the doors to
information access, from the comfort of your own home (please, don't do this research on your current employer's
computer). Since most companies have Web sites these days (and, by the way, many of these company sites also
post job opportunities), the opportunity to learn what a company is doing, who their leadership is, who their clientele
is, what their products or services are, and what they're hoping to achieve in the future is just few mouse clicks
away. And resource sites such as Hoover's (www.1st-impact.com/tools.htm) allow you to gain additional
information, regardless of whether or not a company has its own Web site.
Your local library is also a great resource. Tell the Librarian what you're trying to achieve and you may be surprised
by the number of resources available. A few resource guides worth mentioning are: Corporate Jobs Outlook,
Corporate Technology Directory, Directory of Corporate Affiliations, Directory of Leading Private Companies, and
The Almanac of American Employers. Doing a search on the library computer may turn up additional articles, press
releases, or annual reports, all great indicators of what a company is trying to achieve and how well they're doing.
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Once you have a solid understanding of your target, you need to identify how your skills, experiences, education,
achievements, and personal characteristics will meet the needs of the particular company. One easy way of
determining this is by considering what it is about the company that (after having learned all you can about them)
makes you want to work for them. What do you envision yourself doing for them, for their benefit? How do you see
yourself making a difference?
When in my Cover Letter or Résumé Should I State What I'm Hoping to Gain from Employment?
Never.
The simple truth is, at this stage of the game your reader doesn't care about what you want or what you're hoping
to gain from being employed at their company. Right now your reader only cares about what you can do for them.
You want your reader to act (hopefully by calling you to discuss the position and establish an interview date ~ or at
least to be willing to accept a call you've indicated you'll be making). Later, during the interview phase, you'll have
an opportunity to address how the position fits your needs, but at this point every effort you make needs to be
focused on the needs of the reader, the position, and the company in question.
The Two Types Of Cover Letters.
There are basically two types of cover letters. One is used in submission to an ad or known position opening,
commonly known as the "standard" cover letter. This type of cover letter is easier to write for an obvious reason some of the criteria of the position is being made known through advertisements or network contacts, thus aiding
the writer in knowing what specific criteria and needs the reader wants addressed. This is also the type of cover
letter used when someone is referring you to a company, "John Doe suggested I contact you regarding. . ." or "It is
by John Doe's recommendation that. . ."
The second kind of cover letter is commonly called a "broadcast" cover letter. This type of cover letter is used when
targeting companies of interest but when no known position opening is being made public (or may not even, at the
present time, exist). Although some companies frown on unsolicited résumé submissions, some position openings
are often known long before the position is announced (someone has just turned in their resignation, a new position
is being developed for an emerging need, someone is going to be retiring, someone is going to be or has just been
fired). This is part of what's called the "hidden job market." Waiting for a position to be advertised simply assures
that your résumé will be placed in competition with hundreds of other equally eager candidates.
Understanding your reader, the position you're targeting, and the company in question is important in all of your
cover letter and résumé submissions, but it's particularly important in the broadcast cover letter. At least in the
standard submission, when applying to an ad or known position opening, you have a sense of what the reader
wants and that they're willing to receive your material. In the unsolicited submission, it's even more important to
make your reader feel that what you have to say and what you have to offer is worthy of their time and attention.
The Basic Elements of the Cover Letter.
First of all, the layout of your cover letter is as important as the layout of your résumé. Keep in mind that the first
thing your reader will see is your cover letter (okay, it's actually the second thing they'll see, following your envelope
~ we recommend using a 9x12 white envelope). Your cover letter should complement your résumé in style, layout,
letterhead, print and paper quality. It shouldn't look like it was simply added to the submission at the last moment,
but that it's an integral part of the presentation.
Cover letters normally follow this general outline:
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Your contact information (letterhead): Make certain this is easy to read. When all is said and done, your
contact information is the most important information in the letter.
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Date: It's important to give your reader a submission date, indicating the information's date and relevant
value.
Name of contact and their title: Get the exact name and correct spelling whenever you can ~ it will always
have a greater impact than an anonymous recipient greeting. Follow this with the name of company, street
address, city, state, and zip code.
Job title or reference number: Re: ________.
Dear: Use either exact contact name, Mr./Ms. _____, or Director of Human Resources for Name of
Company. Never use "Dear Sir or Madam," or, worse, "To Whom It May Concern."
Opening paragraph: Although you may be tempted to come up with an interesting opening sentence,
there's value for your reader in identifying for them the ad or position to which you're applying at the onset
of your letter. Your reader may be screening résumés for several positions, and including a reference to the
position title and location puts the reader on the right track. Keep this introductory sentence to the point and
brief.
The second line in your cover letter should be attention grabbing, but avoid gimmicks. Although you're
trying to "sell" your qualifications for the position, you don't want to come across as an advertisement. This
is a professional correspondence. So, instead, consider the second line a summary of what the letter's
purpose is: "My background in _____, _____, and _______ appears to be a solid fit for the position of
_________. It is with genuine interest that I enclose my résumé for your review and offer a brief summary
of how my skills may benefit {Name of Company}'s _______ efforts."
The second paragraph: highlights not only those qualifications listed in your résumé, but also the extended
skills and characteristics you possess that will be of additional value to your reader and the position and
company you're targeting. This second paragraph also addresses the particular needs, concerns, missions
and goals of the company (as you know them) and how your potential contribution will benefit and promote
these goals (from the company's point of view). This is where you establish what sets you apart from all
other candidates with similar skills sets ~ why you are the right person for this job at this company.
Ultimately, you want your reader to be able to envision you working for their company and producing
valuable results.
Closing paragraph: This is the only place in the cover letter where you indicate what you're hoping to gain
from this submission: a call and an interview. Avoid using gimmicks or threats. We've seen cover letters
that sound desperate and nearly threatening, "If I don't hear from you by {date} I'm going to call you." This
kind of statement, even from the most worthy of candidates, can make your reader jump to the secretarial
desk and request that "If Joe Smith calls, take a message and throw it away." When you call a potential
employer, without a stated date, time, or invitation, you may simply end up irritating them by disrupting their
work. Instead, you want to make your reader feel comfortable in contacting you by your indication that
you're interested and available for contact, at the reader's convenience. It's perfectly fine to indicate that,
with your reader's permission, you'd like to call them on such-and-such a date at a such-and-such a time to
discuss the position, with the added note that if this time is inconvenient they may leave a message with
the receptionist indicating a time that would be preferable. Make this easy for your reader.
By the way, if you can't be at your phone waiting for every call (you may wait a long time), consider purchasing an
answering machine, if you don't already have one, or contacting your phone company for voice mail service on a
temporary basis. If you're unreachable, you cannot be interviewed. Record your message and have a friend call
and critique it for you. You want your message to sound professional, be clear in tone (with no background noise),
offer the appropriate identifying information, and be brief. Something along the lines of the following seems to work
very well: "You have reached Joe Smith at 234-5678. I'm sorry I'm unable to take your call at the moment, but your
call is very important to me. Please leave your name and number and a brief message and I will return your call as
soon as possible. Thank you for calling"
Salary Requirements and Salary History.
Until you interview for a position, chances are you'll have only a limited understanding of the details and
accountabilities of the position. Until you understand the full dimensions and responsibilities of a position, you can't
address appropriate compensation. This lack of information, on both sides, makes salary negotiation ineffective and
premature at this stage of the game.
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While it's tempting to include a salary range or expectation ("It will save me from interviewing for jobs that won't pay
me what I need"), doing so limits your opportunities. Most companies will establish a position budget, but these
budgets can be flexible. If you give a range too high or too low before the interview, however, you've removed your
negotiating leverage and possibly the opportunity itself.
For job ads that say "Only those submissions which include salary requirements will be considered," offer a range
rather than a set figure. This will give you some room for negotiation. For other ads that simply request "salary
requirements" with submission, recognize the question without actually answering it: "Salary is negotiable."
For companies requiring a salary history, create this as a separate document, rather than including the information
in your cover letter or résumé. This document should look the same as your cover letter and résumé in layout and
style, and will follow your résumé's line of information regarding past employment history. For example:
Title ABC Company, City, State Dates of Service Annual Salary
Other options include indicating beginning salary and ending salary (showing growth and advancement), or hourly
wage.
What to Do After the Cover Letter and Résumé Have Been Sent.
It would be wonderful if every résumé and cover letter submission resulted in a telephone call. Unfortunately, we
live in the real world and it's very competitive out there. Be proactive in your job search. Be willing to follow up your
résumé submissions with a phone call or a note that reiterates your interest and offers to provide further information
if necessary. Your reader may receive hundreds of résumés, and hearing from you may move your résumé closer
to the top of the pile. A good time frame to follow is that if you've heard nothing in the two weeks following your
submission, go ahead and follow up with a phone call or note. Don't do this by e-mail.
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Regarding References
References are often the last tool considered in a job hunt.
When you entered this job hunt, you knew you needed a résumé. A cover letter was a very good idea, too, and you
got right on it. You may have even considered creating a follow up "Thank you" note for all those interviews
(because you are very smart). You may have found yourself sitting at your computer late one night writing the
perfect resignation letter (either the most difficult or most fun of compositions), being careful not to burn any
bridges. But what about these references? You know you need them. You know that at some point in the interview
game, if the hiring manager is on top of things, he or she is going to ask for them. But when? And from whom
should these referrals come; past employers, co-workers, colleagues, mentors, professors, friends? Should they be
written, or is it better for the hiring manager to speak to the referral (on the phone)? How far back in time can you
go with your references before they are considered "too old," or no longer quite as valid or valuable?
Your résumé may proudly state that you have them available, "References available," but the truth is that statement
is as far as many job hunters get, before scrambling to put something together at the request of a hiring manager or
potential employer at the last minute.
When should you begin gathering references? You should be gathering these throughout your career life, whether
you have a current need for them or not. Every time you leave a position, for example, you should be collecting
letters, names and contact information from your employer, co-workers and clients who would be willing to express,
either in writing or as a future contact, the level of services and work you have provided, even if the next job has
been secured without them. When you graduate from college, getting letters of recommendation from professors
and mentors should be one of the first things on your "To do" list. It may be a couple of years down the road before
you need these references, but when you need them, when the job you are targeting is perfect and you want the
best opportunity to beat out the other potential candidates for the position. . . good (no, great) references can make
the difference.
Another reason why it is so important to gather these references immediately after graduation or resignation from a
position is because at that moment your accomplishments, talents, skills and achievements are as clear to your
reference as they may ever be. Think about what this reference or contact person may remember about you five
years from now, versus what they know about you today. The achievement that brings such a wide smile of
gratitude so soon after it's been accomplished may dim as the years move forward.
Get your references in writing, even if you have to offer to write the reference letter yourself. And try to get them on
company letterhead if at all possible. Many people don't have the time or inclination to write a lengthy letter, but will
be glad to sign one if the information is accurate and presented well. Written letters of recommendation remain a
strong indication of what you have to offer.
In addition to having written letters of recommendation, you want to be able to provide the potential employer or
hiring manager with names of those who they may contact who know of your work ethics, talents and
achievements. By speaking directly with your references, the hiring manager may have the opportunity to ask
questions specific and relevant to the particular position you're targeting. Because of this, it's important that you
contact these references immediately following an interview, to bring them up-to-speed regarding the position in
question and any particular criteria addressed in the interview. A prepared referral will provide much more
enthusiastic and valuable information than one who is caught off-guard.
The information you provide to a potential employer regarding your reference contacts (in writing) should include:
the referral's full name, their title (President, Owner, Manager, Producer, Program Director, Project Manager, etc.),
the company they work for (ABC Corporation), their relationship to you (supervisor, employer, co-worker, mentor,
professor, etc.) and a phone number or e-mail address where they may be reached.
Your references should be either current, individuals who have worked with you recently or have remained in
contact with you on a regular basis and are familiar with your current career direction and achievements. Every
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employer or hiring manager is most interested in information that is the most current. Therefore, a referral who is
familiar with your work during the most recent few years will be more valuable, from the potential employer's point
of view, than a contact person whose last relevant experience with you was 10 or 15 years ago. This does not
mean that you cannot include referrals who are from 10 in years in the past, but you should also include individuals
who are familiar with your most recent work efforts and achievements.
What makes a good referral? A good referral addresses the personal and professional characteristics you have
demonstrated in past positions or environments (relevant to the positions you are currently targeting), with a focus
on the benefits or values of your contributions and efforts.
Simply put, a good referral encourages a potential employer view you as a valuable hire.
REFERENCE ROULETTE IS A HIGH STAKES GAME
References. Everybody wants 'em, but nobody wants to give them.
If you ask most companies what kind of reference they will give on a former employee, they will probably tell you
something that sounds like "name, rank and serial number only." They will verify that you worked for their
organization, provide the dates that you worked there and perhaps notify how much you were making.
Now, if that same company is looking to fill your former position, you can bet they are going to try to get a lot more
information than that when they do a reference check.
Welcome to the game of reference roulette. The very type of information that most companies want and need to
make a good hire is the very stuff that they will not give out to someone else. Reference checking is a crap shoot,
chancy at best. There are people who don't get hired because companies can't get any references on them. Others
don't get hired because of a reference that said too much. Reference checking is a pain in everybody's aspirations,
but it's an absolutely essential and necessary part of the process. Here are some of the things a potential employer
is trying to find out when they do a reference check:
1. Fit. Every company has a culture and a style that is unique to its operations. Facts on a resume, or dates of
employment, don't tell anyone much about how you get along with co-workers and bosses. Do you work better solo
or in a team? Do you handle pressure well?
2. Legal Protection. Hiring someone with a criminal record of violent behavior problems can open a company up
for trouble with customers and co-workers. Lawsuits are also a possibility that can be avoided if these things are
uncovered in the reference check.
3. The Truth, the Whole Truth. The best estimates from resume experts say that 50 percent of all resumes
contain deliberate distortions of schools never attended, degrees never obtained, dates never worked, bosses who
don't exist and work that was never done by the person. References can provide a good way to validate what is
being said on an employment application or in a resume.
4. Say What? Skilled reference checkers and interviewers can read between the lines and get to what is really
meant vs. what is being said. Since many reference givers are either prepped and scripted ahead of time, or worse,
not prepared at all, they can inadvertently reveal as much about a person by what they do not say, as by what they
actually do say. A good reference check will pick up on this information.
Since most companies will not officially divulge this sort of information, where will it come from? Friends, coworkers, former bosses and public agencies are some likely sources. You need to know what these sources are
(and are not) willing to say about you if they are in fact contacted for a reference.
Unfortunately, many job seekers do a lousy job at lining up and preparing their references. They hope or assume
that the reference will say nice things about them if called by a potential employer. Since they are too embarrassed
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to ask what kind of things might be said about them, they leave it to chance that there will be things that will help
them get the job they want. This is a risky gamble. Here is what actually happens.
The potential reference usually doesn't have a clue what to say about you. They may like you and the work they
know you for but that is not enough. In the hands of a good reference checker, they might say all sorts of things that
are irrelevant-if not damaging to your chances of getting a job.
Let each reference know three things:
1. What job and companies you are looking at and who might be calling them for a reference.
2. What are the skills and attributes that you are selling and some of the things that they can speak about that
validates those skills and attributes. Of course, these things must all be true and part of your mutual experience.
3. What areas to avoid if possible. For example: A former boss might think that a person who did a great job at work
while going through a messy divorce deserves special mention in a reference check. The great work part is just
fine. The messy divorce part could give a potential employer all sorts of doubt. It's irrelevant. Tell your reference to
leave it out.
Take great care of yourself-and your career.
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The Secrets of Successful Networking
Looking for a job is a job in itself. We've all heard this. So those on a serious job quest polish their resumes and
dutifully distribute them around town. When I found myself in the job market last year, it was the way I began. Then
I discovered aggressive networking.
For many, the concept of networking conjures thoughts of calling up people they know and having lunch or coffee
with them and talking about opportunities that may exist in that person's company. Aggressive networking carries
this a step further.
First, make a list of people you know that have jobs in your line of work or related to your line of work. Then sit
down and call each person on your list and suggest that you meet for a coffee or something equally brief. There are
two reasons for this. One, you don't want to take up a lot of the other person's time and two, lunches and dinners
get to be expensive if you have many of them to buy.
Take networking seriously. That is, don't spread the meetings with your list of contacts out over a month-long
period. Start on a Monday morning and call everyone to book a get-together for later in the week or at the latest,
early next week.
When you have the meeting, keep it light. Don't show up with your resume and ask, "Do you know of any jobs?"
This is simply a reconnaissance mission. The person you're having coffee with is in the business and knows what's
happening. Ask for this information. Try saying something as simple and straightforward as: "You're plugged into
what's going on around town. Any suggestions on who I can talk to about what might be coming up in the future?"
And here is the secret: Get three names from each contact. If I know the person really well, I out and out asked for
three names of contacts. If I didn't know the person that well, I listened and if they mentioned a company, I asked
something like: "Oh, XYZ Industries. Do you have any suggestions as to whom I could speak to over there?"
By the end of the week, you may have a couple of dozen names of people in the industry. Sit down the next
Monday morning and call them. Introduce yourself, explain where you got their names and ask if you can have 15
minutes of their time. Suggest meeting for a coffee near their office. Often, the person will say something like, "Why
don't you drop in around 3 p.m. We can talk here in my office."
Schedule your week, filling in time slots to meet people. And again, get three names from each of these people.
After a while, you may notice an overlapping of names as your contacts give you names of people you have
already contacted.
Don't ask for a job. Just the same as meeting with your acquaintances, keep it light. Say that you're looking for a
place in the industry and in the meantime, you're making an all-out effort to keep plugged into what's happening.
Ascertain, if possible, what interests the people you meet. Keep a record of whom you met and what their interests
are. This gives you a good opening for re-contacting them if you see an article or hear about something that might
interest them. Keep in gentle contact with them.
You not only get your name spread around town so that when something does come up in your line of work you
hear about it, there are ancillary benefits to this kind of dedicated and aggressive networking. You get to meet a
wide variety of interesting people and your keep your working muscles intact by having a specific task to do each
week: meet more contacts.
Did it work for me? Yes. And in the best possible way. I'd worked in communications previously and as I talked to
more and more people, I began to have small contract jobs come my way. Something would come up at an office
and someone I contacted would remember me and give me call. (Yes, I left business cards with everyone I met.
Nothing fancy. My name, phone number and a line describing the type of work I do). I didn't take a corporate job
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after all because I got so much contract work and discovered that I not only like it better, I make more money at it.
And the self-imposed discipline of making contacts trained me to be my own boss.
How To Master Telephone Interviews
Don't be afraid to pick up the phone! The telephone interview is by far becoming more and more popular. Many
job hunters still get that adrenalin rush even with the phone interviews. But following the tips and advice in this
article will help you master the phone interview and get you to the next step - the face to face interview.
Often, the first step in the hiring process is the telephone interview.
Companies and the recruiters they employ use the telephone interview to develop a pool of candidates to look at
closer, and to pare down the number of applicants for a job opening.
The advantages to the company are:
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the cost is less.
the list of questions can be standardized.
the interview can be delegated to a lower level (cheaper) employee.
it can be done quickly.
The aims on both sides of the telephone are limited. The caller wants a selection of qualified candidates, and the
process screens out many candidates. If the call is a straightforward screening call, the caller will likely ask about
your experience, availability and salary requirements. Your strategy is to provide facts that support your resume,
with some context about your performance. Try using numbers and facts to be effective, however, you don't want to
volunteer anything that could disqualify you . Make every effort to sound professional but not personal, as this call
is not to establish rapport.
Since you are unlikely to win the job from a telephone interview, your goal is to secure an in-person interview with
the person who has the authority to hire. Approach the call with that attitude.
Managing the Telephone Interview
Try to reschedule surprise interviews. Say that you have a conflict and suggest a time you can call back. When you
call back, be prepared for the call just as you would for a full-dress interview.
Have ready
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pen and paper, a calculator
the job ad and the resume and cover letter which you sent in response to the ad.
a list of your accomplishments which relate to the job you are discussing.
research you have done on the company.
a short list of questions about the job.
your calendar.
The Techniques of a Pro
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Smile - it comes through in your voice.
Speak directly into the phone.
Don't smoke, chew gum, eat or drink anything. It all telegraphs to your listener.
Stand up. Your voice sounds stronger.
Avoid ah, er, hum. This habit is especially noticeable on the telephone. This takes practice. So practice.
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For a winning performance
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Confirm the caller's name and company. Get the caller's telephone number.
Be aware that the caller can't see you - can't see your hand gestures, can't see you taking notes.
Pace the call. Let the caller do most of the talking, without interruptions.
Do use the technique of repeating or re-phrasing questions. It tells the caller that you listened carefully, and
gives you time to think about your answer.
Avoid the simple yes or no; add selling points at every opportunity.
If you need time to think, say so - as in radio, silence during a telephone conversation is dead air time.
Compensation issues come at the end of the interviewing cycle, never at the telephone stage. You can
truthfully say you don't know enough about the job to state a salary figure. And, of course, you would need
a personal interview to really talk with the company. Which is another way to go for the personal interview.
Re-affirm your qualifications, express your interest in the job and the company. Say you would appreciate
the opportunity to talk about the job further - in person.
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Dress For Success
Its true - You Are What You Wear! Especially when it comes to the job interview.
Believe it or not, you are examined from head to toe in all interviews. Not only is your experience and personality
sized up...but also your appearance. The dress code for men and women differ substantially so this article is
broken up into seperate sections for each gender.
Before you go on that job interview, make sure you read these dressing tips! Many people take for granted the
appearance aspect of the job hunting process. The better you are dressed, the more confident you will feel and
exude.
There's no impression like the first impression. Initial decisions made about you in the first three minutes of the job
interview are nearly irreversible.
The purpose of your clothing is to project an image of professionalism. Consider:
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Your clothes should subtly add to your appearance. More importantly, clothing shouldn't detract from your
business persona.
Much as you may want to stand out, wearing the business "uniform" communicates instantly that you are a
mature, stable professional and a member of the team.
Even if the internal dress code is very casual, your interviewing attire should adhere to a conservative
standard.
Dress up - the best you would ever dress when actually employed there.
Here's how to dress for the best possible outcome:
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Research the prospective employer - companies and even industries have definable corporate cultures.
Find out what the corporate uniform is - and wear it.
Select an outfit you have worn before and are comfortable wearing.
Try on the outfit a few days before - enough time to have drying-cleaning and repairs completed.
Check the ensemble for missing buttons, frayed cuffs and other needed repairs.
Everything must be clean, neat and ironed.
No bulging pockets or sagging coat lining.
Hair and nails must be clean and groomed.
Scent should be low-key or absent.
The favorite color of most Americans is blue - it conveys trust, calm and confidence. Blue is a very good
interview color.
The Fine Points
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Shoes should be comfortable and polished. Shoes that are well cared-for signal "Good attention to detail."
Be parsimonious with scent - many people are allergic and too much perfume is an instant interview killer.
Jewelry - real jewelry, if you have it. No jewelry is better than fake. No rhinestones cufflinks, no cloth
watchbands, no novelty tie tacks.
Clean and polish your briefcase or purse; organize the inside.
A winter coat must be cleaned and pressed, particularly since a coat may be the main item your interviewer
first sees.
Your umbrella should be in conservative colors (black, tan, navy, gray) and in working order. Do not leave it
to drip on the company carpet.
Bring a pen and paper; check that the pen works and doesn't leak. Store them in the inside jacket pocket,
where you can easily find them.
Allow time to dress with care and deal with emergencies. Examine the results, front and back, in a mirror.
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Men - Consider These Tips/Advice
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tailored suits in navy, gray, beige. (black is a funeral color, avoid it.)
dark suit, light shirt
natural fabrics - wool/wool blend for the suit, cotton for the shirt, silk for the tie
business shoes and over -the-calf dark socks
matching silk tie in low-key colors
Women - Consider These Tips/Advice
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simple, tailored suit
tailored dress
dress & jacket combination
simple blouse
natural fabrics - wool/wool blend, cotton and silk
conservative colors - blue, gray, beige or black
avoid loud or flashy styles and colors
use makeup sparingly.
low -heeled pumps, flesh colored stockings
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13 Interview Mistakes To Avoid
The wrong move can cost you the job! You've worked hard to get to the interview stage. You passed the cover
letter and resume screening process...maybe even a few telephone interviews.
Now its time for the face to face interview with the employer itself. Any number of items can go wrong but you have
to be in control and must have confidence. Go into an interview with the feeling that you are going to impress them
so much that they will have to make you an offer. The interview is the most stressful part of the job hunt for many
people because now they can't hide behind the cover letter and resume. The real face to face human connection
between possible employer and job candidate takes place. But for starters if you simply follow these 13 tips below,
you are on your way to interviews with results. A big part of a successful interview is avoiding simple mistakes.
Mistakes are deadly to the job seeker and easy to avoid if you are prepared.
These are the most common interview mistakes - and their antidotes.
1. Arriving late. Get directions from the interviewer - or a map. Wear a watch and leave home early. If the
worst happens and you can't make it on time, call the interviewer and arrange to reschedule.
2. Dressing wrong. You make your greatest impact on the interviewer in the first 17 seconds - an impression
you want to make powerfully positive. Dress right in a conservative suit, subdued colors, little jewelry (but
real gold, or silver, or pearls), low heels (polished) and everything clean and neat. Hygiene includes
combed hair, brushed teeth, deodorant and low-key scent. Check everything the night before, again before
walking out the door and once again in the restroom just before the interview.
3. Play zombie. OK, you're nervous. But you can still smile, right? And make eye contact, yes? Sit up, focus
on the interviewer, and start responding. Enthusiasm is what the interviewer wants to see.
4. No smoking, no gum, no drinking. This is all comfort stuff for you, and none of it helps you here.
Employers are more likely to hire non-smokers. At a lunch or dinner interview, others may order drinks. You
best not.
5. Research failure. The interview is not the time for research. Find out the company's products and
services, annual sales, structure and other key information from the Internet, the public library, professional
magazines or from former employees. Show that you are interested in working for the prospective
employer by demonstrating knowledge about the company.
6. Can't articulate your own strengths and weaknesses. Only you can recognize your most valuable
strengths and most hurtful weaknesses. Be able to specify your major strengths. Your weaknesses, if such
must come up, should only be turned around to positives.
7. Winging the interview. Practice! Get a friend, a list of interview questions and a tape recorder and
conduct an interview rehearsal. Include a presentation or demonstration if that will be part of the real
interview. Start with introducing yourself and go all through an interview to saying good-bye. Write out any
answers you have difficulty with, and practice until your delivery is smooth (but not slick).
8. Talk, Talk, Talk. Rambling, interrupting the interviewer and answering to a simple question with a fifteenminute reply - all of these can be avoided if you've thought through and practiced what you want to
communicate. Good answers are to the point and usually shorter.
9. Failure to connect yourself to the job offered. The job description details the company's needs - you
connect your experiences, your talents and your strengths to the description. It answers the essential
reasons for the interview - "How my education/experience/talents/strengths fit your needs and why I can do
this job for you."
10. Not asking questions - and asking too many. Use your research to develop a set of questions that will
tell you whether this is the job and the company for you. This will help you limit and focus your questions.
But don't overpower the interviewer with questions about details that really won't count in the long run.
11. Bad-mouth anyone. Not just your present employer, or former employer, or the competition. You don't
want to look like a complainer.
12. Asking about compensation and /or benefits too soon. Wait for the interviewer to bring up theses
issues - after the discussion of your qualifications and the company's needs and wants.
13. Failure to ask for the job. When the interviewer indicates the interview is over, convey your interest in the
job and ask what the next step is.
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Tips For Writing Thank You Letters
It is proper business etiquette to send thank you letters, but many people overlook this matter of courtesy. A thank
you letter can make you stand out from the other candidates competing for jobs, and in this tight job market, it is
wise to consider every tool that will give you an advantage.
To be effective, a thank you note should be sent before the hiring decision has been made, so it is best to mail it as
soon as possible after the interview. When you send a thank you letter, you give the interviewer a chance to
remember you (imagine having interviewed 10-15 candidates for a position, and then trying to distinguish each one
after the interviews and trying to remember the specifics about each person). It is your opportunity to mention any
important information you forgot to discuss during the interview.
A thank you letter allows you to explain, restate, or clear up any potential misunderstandings. In addition, you can
redirect your marketing campaign by focusing on something that you learned during the interview and reemphasizing your strengths, accomplishments and skills. Sending a thank you letter shows the interviewer that you
are a professional who is concerned about details. In the end, the thank you letter is your last chance to leave a
good impression!
There are several situations that require a thank you letter:
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After an employment interview
When someone provides you with job search assistance such as referring you to an employer, providing a
network contact, or speaking on your behalf to a prospective employer
After an informational interview, company visit, or other career exploration activity
Try to follow these hints when writing thank you letters:
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Keep your letters short and simple - usually one page is enough.
Help the interviewer remember you by referring to specific points discussed in your interview: show that
you were listening and mention something that will refresh the interviewer's memory of you
Be sure your letters are professional, for example: typed, no errors, on quality paper, etc.
Send your letter within one day - do not put it off!
Emphasize your qualifications, especially those that are most relevant to the position
Provide any information that was overlooked during the interview or that which was specifically requested
by the interviewer
Express your continued interest and enthusiasm for the position
Remember, very few people bother to send thank you letters - this can be your edge!
Generally, your thank you letters should include the following information:
First paragraph:
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Thank the interviewer for taking the time to meet with you (mention the date). Remind him/her of the
position for which you interviewed.
Second paragraph:
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Restate your interest in the position and the company/school/organization. Mention something you learned
from the interview or comment on something of importance that you discussed. Again, emphasize your
strengths, experiences, skills, accomplishments and slant them towards the points that the interviewer
considered the most important for the position.
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Third paragraph:
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Once again, thank the interviewer for his/her time and consideration. If appropriate, close with a suggestion
for further action (if a second interview is a possibility), or mention that you will follow up with a phone call
in a few days. Provide your phone number and the hours you can best be reached.
THANK YOU LETTER - Example
(Modified Block Format)
100 Pine Street
Albany, NY 12200
October 8, 1996
Ms. Janet Jones
Director of Research and Development
ACME Computer Company
1234 Central Avenue
Albany, NY 12204
Dear Ms. Jones:
I wanted to take this opportunity to thank you for interviewing me for the position of Senior Programmer in your
Research and Development department. I enjoyed meeting with you and I learned a great deal about the ACME
Computer Company.
This position sounds very interesting and I am confident that my education and experience have provided me with
the qualifications necessary to work effectively with your team. I am especially pleased to know that you use the
Quadrini programming language, since I completed two courses in it and I have used it extensively during my
internship at General Electric.
Once again, thank you for the opportunity to interview for a position with your company. I am excited about the
prospect of working with such a dedicated team of professionals. If you request any additional information, please
do not hesitate to contact me. Thank you for your time and consideration, and I look forward to hearing from you.
Sincerely,
Sign your name
Type your name
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11 Commandments For Smart Negotiating
The job market is the best it's been in 20 years. The Commerce Department estimates that U.S. businesses will
need to hire one million new computer scientists, engineers, systems analysts and computer programmers by
2005.
Yet graduates with degrees in computer science are being produced at a fraction of the rate needed. The
Information Technology Association of America reports 190,000 current job openings for web experts and other
information-technology specialists, and similar shortages are cropping up in other industries as well.
These market conditions provide a great opportunity to negotiate an excellent compensation package, but only if
you understand how.
There are 11 basic commandments to help you negotiate the best possible deal when changing jobs, whether
internally or with a new company. They are:
1. Be prepared. The more information you have about your market value and the prospective employer, the
greater your likelihood of success. This is the first commandment because it's the most important. There's a
wealth of information available on the Internet, at the public library and through professional associations
and networking groups. Time spent learning how to negotiate and preparing for negotiations may be the
best investment you'll ever make.
2. Recognize that employment negotiations are different. When the negotiations are over, you'll have to
work with the person with whom you're negotiating. Moreover, your future success may depend on that
person. So, while you want to negotiate the best possible deal, you need to do so in a way that doesn't
damage your image. At the same time, the employer's primary concern isn't negotiating the least expensive
compensation package it can get away with. Rather, their focus will be on getting you to accept the job.
3. Understand your needs and those of the employer. To be successful in this type of negotiation, you
need to examine your priorities. What do you really want? Are you comfortable with a low salary and a
large equity stake? Are you able to handle dramatic swings in income from year to year? Understanding
your needs will also help you determine the type of company you want to work for. For example, a familyowned company may be able to offer a competitive salary and a large bonus based on results, but may not
be willing to offer significant equity to a non-family member. A start-up company, on the other hand, may
not be able to offer market salary, but will typically offer stock options. By recognizing what an employer
can and can't do, you'll be able to determine what issues you should press.
4. Understand the dynamics of the particular negotiations. Sometimes you'll have skills that are in great
demand. And sometimes, you may be one of several qualified candidates the company would be happy to
hire. Sizing up the situation and understanding the relative position of each party will help you determine
when to press your advantage and when to back off.
5. Never lie, but use the truth to your advantage. It's not only wrong to lie, but in employment negotiations,
it's ineffective. If you lie during negotiations, sooner or later you're likely to be caught. Once you are, even if
you don't lose the offer, you'll be at a tremendous disadvantage, and your credibility will always be suspect.
On the other hand, total candor won't be rewarded. You're under no obligation to blurt out everything you
know. You can determine what you want to say and how you want to say it, and try to put everything in its
most positive light. One key element of your preparation should be to recognize areas of concern so you
can rehearse how to handle them when they inevitably come up.
6. Understand the role fairness plays in the process. The guiding principle for most employers when
negotiating is fairness. Within the constraints of their budget and organizational structure, employers
usually will agree to anything that's fair and reasonable to hire someone they want. Appeals to fairness are
your most powerful weapon. Thus, you should be able to justify every request you make in terms of
fairness. For example, if other computer programmers in similar companies are being given sign-on
bonuses, you should expect to be treated no differently. Your prospective employer will want you to accept
its offer and feel that you've been treated fairly. Understanding the importance of fairness as a negotiating
principle can make the difference between success and failure.
7. Use uncertainty to your advantage. The more information you convey to a potential employer about your
bottom line, the more likely it will limit what you get. Before making an offer, a company typically tries to
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8.
9.
10.
11.
determine what it will take for you to accept the position. With that information, the prospective employer
will be able to determine the minimum package it needs to offer. While they may not offer you as little as
they can get away with, if you've divulged too much information, they likely won't offer you as much as they
might have otherwise. By not disclosing exactly what your current compensation is or exactly what it would
take to get you to leave your job, you'll force a potential employer to make its best offer.
Be creative. Consider the value of the total package. Look for different ways to achieve your objectives. Be
willing to make tradeoffs to increase the total value of the deal. If you're creative, you can package what
you want in ways that will be acceptable to the company. You'll also be able to find creative "trades" that
allow you to withdraw requests that might be problematic to the company in return for improvements in
areas where the company has more flexibility. That way, you can maximize the value of the package you
negotiate.
Focus on your goals, not on winning. Too often in negotiations, the act of winning becomes more
important than achieving your goals. And it's also important not to make your future boss feel as if he's lost
in the negotiations. You'll have gained little by negotiating a good deal if you alienate your future boss in the
process.
Know when to quit bargaining. The one sure way to lose everything you've obtained is to be greedy.
There comes a point in every negotiation when you've achieved everything you could have reasonably
expected to gain. While most companies will want to treat you fairly and make you happy, few companies
want a to hire a prima donna. Being perceived as greedy or unreasonable may cause the deal to fall apart.
Even if it doesn't, you'll have done immeasurable harm to your career. This brings us to the 11th and most
important commandment:
Never forget that employment is an ongoing relationship. Job negotiations are the starting point for
your career with a company. Get too little and you're disadvantaged throughout your career there; push too
hard and you can sour the relationship before it begins.
Understanding these principles will allow you to effectively negotiate the terms of your new job.
Then do your job well and continually seek out new challenges. As you take on added
responsibilities and learn new skills, there will be opportunities to negotiate further
improvements.
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