The Next Step

Whether you’re a candidate with entry-level skills or a seasoned veteran, you might find yourself in the position of looking for a new job. Even though the market is hot for job seekers, it still helps to remember the ABCs of interviewing and job-hunting etiquette.

For the newcomers to the industry, they come to the interview table with a suitcase of skills and experiences. It’s up to the candidates to ensure they “unpack” the right ones during the interview process to show off their abilities to fit the organization’s profile, said Randi Mays-Knapp, a consultant based in College Station, Texas.

“When you travel, you might pack more than is needed for a particular trip,” she said. “You come prepared for any type of situation. It is your decision what you unpack for a trip. Some items might be better left packed as they are not appropriate for a particular venue.”

The same goes with the interview process, Mays-Knapp said. As interview time is limited, she suggested interviewees consider unpacking those experiences most important for the position for which they are interviewing. This means the candidates did their homework and understand the organization’s needs. Knowing what the customer or, in the case of an interview, the company wants is critical to being able to sell oneself.

“The interviewing process is a sort of courting exercise,” Mays-Knapp said. “The organization determines the skills and experiences they need in a particular role. They develop a job specification detailing what the perfect candidate will need in order to perform the tasks of the job. They might think about what behaviors they would like the candidate to have, such as being self-motivated, a critical thinker, flexible or attentive to detail. They then identify the places where they can find candidates meeting these specifications and what they can do to ‘sell’ their position within their company.”

Most candidates graduating from college with an undergraduate degree will interview for entry-level positions. These entry-level candidates have the same degree as their peers and similar levels of experience, she said, and therefore must find a way to stand out from the crowd – in a positive way. Consider these suggestions:

• Your résumé is typically the first thing an organization’s hiring representative will see, so this first “work product” needs to be perfect – spelling and grammar, for instance. Have someone else review the résumé, as it is difficult to catch your own typos. Entry-level candidates will typically have a 1-page résumé. They should make sure it reflects their unique talents, skills and what they have learned from their experiences. The résumé should be easy to read. Entry-level candidates should include their grade point average. Not revealing this bit of information might suggest they are trying to hide a less-than-stellar academic career. Résumés should include multiple contact details. Email addresses that unpack more than you would like the interviewer to know might be replaced by a more professional one.

• Interviewees should be careful about what they post on Facebook or other Web sites. Recruiters are savvy and know how to access this information.

• Make sure the first impression is positive. Wearing a suit to an interview is always a plus. Make an investment in quality clothing and accessories. Make sure shoes are polished and in good repair. Give the interviewer reasons to hire, not reasons to discontinue the interview process.

• Body language is important. Interviewees should stand tall when they walk into a room, and they should sit comfortably but professionally in the chair. Don’ts include fidgeting and tapping or twirling pens. It helps to have a strong handshake, look the interviewer in the eye and mean it when you say, “Glad to meet you.”

• Do your homework. Know what the organization does. Sell yourself by letting the interviewer know what makes you special for their organization. Talk with people who work for the organization, asking what they like best about the company. Develop a network of people who can give you solid professional advice. Go to the interview prepared with work products that show your ability to perform the tasks required for the position. One of the biggest complaints interviewers have is that many students do not know what their organization does.

Finally, following up the interview with a note of thanks is a good way to stand out. “Timing is important,” she said. “Write the note that day. Invest in stationary that has your name on it. Make sure you write both the interviewer’s and organization’s names correctly. If you use a computer to type notes, make sure you send the correct letter to the company. Consider mentioning something that impressed you about the interview.”

Beyond that, it’s helpful for job hopefuls to understand what happens next in the process and what they can do if the process stalls. There are situations where a candidate’s file might be misplaced and there is no action. It never hurts for them to make a call to follow up on their status and be persistent. But don’t be a pest.

Finally, Mays-Knapp offered general suggestions for success.

“Find ways to improve your interviewing skills,” she said. “Participate in mock interviews. Get feedback from the interviewer if you did not get the position. Don’t take the feedback personally, and work to correct those things you did not do well. Keep your résumé up to date. You never know when you will need to look for another position or will be asked to apply for a position. Like a Scout, be prepared.”

 

Doing it all over again

This can be daunting enough for a 22-year-old college graduate. It can be even worse for an industry veteran who decides it’s time to take the next step in his or her career.

Recruiting firms are working overtime to find candidates for the myriad job openings companies need to fill. Their job isn’t easy. If you can imagine having thousands of names in a database and yet being on a first-name basis with each person, that’s the challenge they face.

Kevin Anderson has been with The Oaks Group in Houston for almost 10 years. He said the current environment is a “candidate’s market,” much like a depressed real estate market might be a “buyer’s market.”

“If someone wants to leave his job, he can pick up the phone and call five companies and probably have three offers,” Anderson said. “They have the choice to go wherever they want.”

Still, it helps to have a recruiting firm behind you in your job quest. For candidates who approach The Oaks Group in their search, there’s a multi-step process involved.

“Once we get the résumé, we look at it, and if the background fits, we look for something we have on file,” Anderson said. “Then we send them a proprietary ‘candidate profile’ to complete.”

This profile is sort of like a casual résumé, asking candidates to describe what they would like to change about their current position to make it more ideal. They’re asked several specific questions about their willingness to relocate, consider contract positions, consider international positions, and more. There are also questions concerning current benefits such as salary, vacation and health care.

At that point, he said, if the candidate is consistent with a position the firm has available, Anderson requests the candidate’s permission to send the résumé to the client. By now the information has been formatted into a template with which the clients are familiar. In addition to the résumé is a note summarizing why the firm thinks the candidate is a strong contender for the position.
At that point it’s up to the client to make the next move, but if the next move is an interview, Anderson is there.

“We stay involved through the whole process,” he said. “We prep the candidate for the interview; we talk to them immediately after the interview; we get their fresh feedback. We do the same thing on the client side, and then the process continues.”

For candidates who have been off the interview merry-go-round for a few years, it helps to have an interview “prep guide” to review. It includes suggestions such as knowing your employer, knowing yourself and effectively communicating as well as simple reminders such as being on time and dressing professionally. While applicants are encouraged not to state a dollar amount when asked how much they hope to make, they’re encouraged to be completely honest about everything else and be prepared to back up what they say.

Anderson continues to work with the candidate through the offer stage and even follows up after the hire to be sure everything is going well.

“From our view, that gives us quality control,” he said. “It gives us a chance to be proactive instead of reactive.”

For those seeking new opportunities, Anderson recommends looking on the Internet, though he cautions against “blasting” résumés because one never knows where they’ll end up. It’s better to identify a recruiting firm or firms that specialize in that person’s niche or even working through a local technical society.

“The biggest benefit in having a recruiter as opposed to doing it on your own is that looking for a job is a full-time job,” he said. “It’s hard to maintain a regular job when you are sending résumés out and going to interviews.”