Job Candidates

Grab a Pencil – Creating Content for Job Seekers

April 26, 2016 By Marta Goertzen

How does one find interesting things to talk about when building relationships in job search? The answer is easier than you think. Yet most people miss it.

We start with the assumption that asking connections if they know of open jobs is a nonstarter. The answer is almost always “no”. Try it sometime just for kicks!

What is your next step after “no”? You shuffle on down the road.

Instead start a conversation on a topic interesting to the person you are talking to! What a novel idea!

Janell is in job search mode. She wants a career in patient experience, a relatively new field in health care. Information interviews have been wildly successful. Many people including leading subject matter experts have opened their doors when Janell asked for information. They answered all of her questions about this new field.

Next she narrowed her geography and identified target organizations.

Now it is time to network. Instead of asking people if they know of open positions, we suggested Janell start a conversation.

Using what she learned in information interviews and personal experience, Janell put together some “go to” questions about patient experience that seem to get conversations started. Her target people start talking and zappo wammo Janell is on the way to building a relationship. Crazy, right?

Here is the neat part. At a recent networking meeting as the conversation got rolling around one of Janell’s questions, the other person, someone very influential in her field, suggested Janell create a proposal about how she would approach patient experience. This proposal would be a spring board for more concrete discussions about jobs in patient experience.

Imagine the possibilities!

A proposal is a summary of issues with action steps and resulting outcomes. It is “content”. A proposal could be converted into other forms of content that could attract attention and lead to more conversations. The proposal would illustrate what Janell brings to the table, making her more attractive to potential employers.

The proposal could be attached to Janell’s LinkedIn profile. Concepts could be broken down into blog postings, Twitter conversations, LinkedIn Group discussions and articles. Janell could make a SlideShare in LinkedIn or a video for YouTube. All of these are searchable content that lead viewers back to Janell with positive attention.

It starts with an idea or an opinion about some topic you know well that is important in your line of work. A small amount of effort to put your thoughts in writing in different forums attracts attention, improves your credibility, leads to more connections and gives you something to talk about with influential people while networking.

What a great idea! Got a pencil?

Sometimes you just need to Start Over

February 16, 2016 By Marta Goertzen

The first impression is the most important. First impressions are heavily weighted on what you look like with a dash of energy thrown in. Give the wrong impression and you are out. No question about it.

First impressions apply to consultants and coaches too. How will someone trust me to give professional advice if I don’t give a first impression of confidence and competence? I have to look the part to get the gig. Just like a job seeker!

Recently I started a new adventure offering videotaped insights through NEOBizTV targeted to the business community. This is a great opportunity to share my message about the hiring process with more businesses. I was excited to get started!

I arrived at the studio with my comments all organized, several changes of clothes and a big smile. Everything went smooth… until I saw the final product plastered all over YouTube.

Who was this person? And who let her out on videotape in public looking like that! ACKKKKKKK!!!!

I’ve never been so mortified in my life. After calling to have the worst of the segments pulled from sheer embarrassment I sat down to think about what to do.

I want to look pulled together, attractive (because why not), well dressed and well organized so people could focus on my message. I want to make a great first impression.

Clearly I am missing something about the way I present myself. My first impression is lacking something important but I can’t put my finger on it (otherwise I would make a better impression!)

I need a makeover to get a better image. And I need it fast so I can be prepared for the next taping segment. This is war!

I googled “image consultants near me” and got access to a service called “Thumbtack”. I typed in the problem I was trying to solve and four consultants contacted me within 24 hours! Two weren’t right at all but two were very interesting. I selected the consultant who was closest to my age who worked in PR for much of her life. We met yesterday for a makeover.

Linda from Les Concierges put me at ease right away. She did her homework by looking at my website, pictures of me online and she viewed that awful video. She had a plan!

I brought my bag of clothes for her review. “This is awful, that won’t work, ugh”, she gently but clearly communicated. Piece after piece of my wardrobe fell away because, as I saw on the videotape, it just didn’t work. Turns out I need to wear jewel colors like bright blue, Kelly green, and red, not the beige and grey I’ve been wearing. Jewel colors brighten my face and hair and make me feel energetic. The real “me” shines through instead of being brought down by those dull colors.

We did a little shopping and I found bright tops and a cool jacket plus some pretty scarves. I now have two outfits I can mix and match for videotaping and for speaking engagements. I sent a picture to my daughter Marissa and she said, “You look hot! Buy that outfit immediately.” So I did!

Bottom line: We all have to make a good impression. We all want to look good because it makes us feel good. When we feel good we act more confident and make a better impression. Job seekers, consultants and anyone who wants to get ahead need to get a second opinion to make sure you are projecting your best impression.

Get a consultant, get a make-over or a second opinion. Look younger, more energetic and more in tune with today and you will get ahead faster! At least I hope so!! My career depends on it!

See Candidates in Action: Is the Perfect Candidate really all that Perfect?

December 22, 2015 By Marta Goertzen

You have a critical vacancy on the team, a position that will make or break your year. The wrong hire would be a disaster. You’ve bitten your finger nails to the quick but that doesn’t seem to help.

You need to know that the person you hire can do the job, will love the job and will get along with the team, right? What if there was a way to test out the candidate before hiring? Heather Richkowski, an Interview Doctor, has a technique that works: work simulation interviews.

Here is how it works. Heather kicks off the process with a short meeting with the hiring team. They outline a scenario the company faces that the candidate would address during the normal course of business.

Heather turns this information into an interview scenario, sort of like a case study.

At the assigned time, the candidate comes to an office space outfitted with business equipment and tools. Heather explains the business scenario and resources available to solve the problem in an allotted amount of time. She provides colleagues’ names and contact information so the candidate can reach out for information or tools the candidate might need. The goal is to see how the candidate solves problems, reacts to interruptions and interacts with colleagues.

Behind the scenes Heather arms each hiring team member with information or tools the candidate might use. Some team members are designated “nudges” to interrupt, annoy and otherwise try to distract the candidate.

At the debrief meeting, the hiring team reviews the solution the candidate submitted along with an evaluation of how much of the available resources the candidate utilized and how the candidate handled the interruptions.

Work simulation interviews recreate a real world working situation to see the candidate in action. No one ever works in a vacuum. In the real world solving problems involves relying on colleagues, building relationships, seeking out information, along with using past experience and your own knowledge to solve problems.

Ingenious, right?

Heather used this tool recently to test the “perfect” candidate. The boss insisted this was the engineer who could change their business. The hiring team wasn’t sure. Heather says, “I suggested that we could confirm the boss’s opinion by seeing the candidate in action. I recommended a Work Simulation Job Interview.” Heather facilitated the planning meeting then created a work simulation interview scenario. She gave the hiring team their assignments as resources or interrupters then invited the candidate to an afternoon-long work simulation interview.

In this case, the “perfect” candidate disappointed. He didn’t utilize the resources, he didn’t call any of the colleagues to ask for more information to help solve the problem and he got distracted by the interrupters who got him to stop what he was doing to chit-chat. Worst of all, the solution he turned in was basic, just scratching the surface of what the company needed to change their business.

Heather says this was a big win. “Even the boss had to admit that work simulation interviewing revealed they would have hired the wrong person. We also learned the kind of competencies and behavior we needed that helped us focus our search to find the right candidates.”

Setting up a work simulation interview for a critical position is not a huge investment. According to Heather, “The Company invested a few hours of my time, compared to the cost of making a bad hire; which in this case would have been over $50,000 in turnover costs plus the delay in implementing their business technology strategy – which could cost millions! A small price to pay for such valuable insight.”

Interested in organizing a work simulation interview for your next critical hire? Heather and The Interview Doctor can help, contact us here or give us a call at 330 495 2337.

Chart a Course for Success

December 1, 2015 By Marta Goertzen

We have been boaters for 21 years at the same marina in Sandusky OH.

The docks are kind of warped from the impact of many cold winters and not being attended to or upgraded. Goose poop piles up on the docks during the week. The Internet is sketchy at best. No one from the marina catches your lines when you come in. The gas dock helpers don’t know too much. Once each weekend the manager walks across the parking lot. He nods at people. Maybe you get a smile with that nod but not much conversation. He is not engaged with his customers.

What do you think has been the impact on the marina? As you might expect the marina is half empty now. The only reason we stay is because we can’t convince our friends to leave.

We’ve been traveling on our boat a lot lately. Recently we had a completely different experience at Osprey Marina south of Myrtle Beach SC. An experienced dockhand caught our lines, filled the tanks with fuel and pumped out the holding tanks all the while chatting and asking questions, friendly as can be.

Because he asked questions to generate conversation, he opened the possibility of us staying at this marina for 2 weeks. He guided us to our spot on clean, new floating docks.

The clubhouse offers donuts in the morning and the high speed Internet covers even the farthest corner. The manager walks out to check on us every day, brushing leaves and goose poop off the docks. We see him walking around talking to everyone he meets. He seems to know everyone too. The facilities are spotless with clean shiny washers and dryers.

What do you think is the impact on the marina? Osprey Marina is completely full with a widespread regional reputation for great service at good prices. Although they are full, they find some way to make room for transient boaters with some creative accommodations. Boaters stream in and out of there with smiles on their faces. Revenue is up and the facilities are fully utilized.

I think the difference between the two marinas is leadership and the expectations for performance that leaders set on the team.

Next summer we have a decision to make about where we want to dock our boat. Will we choose the marina with the crabby employees and deteriorating conditions? Or will we choose a friendly marina with great facilities?

Customers are making choices every day that directly impact your bottom line. As a leader you can influence your customers’ choices by creating a great customer experience. Start by understanding your business issues:

Understand your customer experience. What do customers think about your service? How do you know? Who are they telling? Steps you can take include:

Reward and recognize repeat customers
Customer feedback surveys
Social media ratings

Understand the impact of your employees on your customers. What do your employees think about your service? How do you know? Who are they telling? Are they a positive representation of you?

Measure employee turnover, especially 1^st year turnover
Social media feedback
Employee attitude surveys

Set expectations from the moment you being recruiting. How do your employees know what you expect? Don’t assume. Plan, execute and communicate. Understand the outcome you seek, the positive things that will happen by having that particular employee on your team

Recruit for the behavior you want to see
Set expectations from the beginning that are consistent from recruiting

Reinforce values. How do your employees know what you expect – tasks and behavior? How do you reinforce expectations? Do you walk the talk? How do you grow your employees so they can thrive in your workplace so they stay and nurture your customer?

Onboarding
Performance reviews
360 feedback
Pulsing
Training
Delegate to give your employees development opportunities to grow

Be a little introspective to honestly evaluate your business. Then call The Interview Doctor. We can help you put together and execute a plan to influence your customers’ choices by creating a great customer experience!

Recruiting with LinkedIn is a Puzzlement

November 20, 2015 By Marta Goertzen

As the King said, “It is a puzzlement.” A fellow entrepreneur shared how he added a right hand person as a means of growing his business by leaps and bounds.

I was intrigued by how he grew his business but I was more intrigued by HOW he added a right hand person.

Here is John’s story:

I was really buried in admin work and couldn’t get to the important stuff that makes my business grow. My wife suggested in that subtle way she has that if I continue to be buried I will never get ahead. “You need to delegate those everyday tasks that are keeping you buried.”

She was right. But I was so buried that I couldn’t even put together two minutes to find someone to help. Jane said she would help.

Jane used Advanced Search on LinkedIn to identify the characteristics that she thought I needed: someone who is well organized, entrepreneurial, has administrative experience, is pleasant and a whiz with Microsoft Office living in a 50 mile radius of where we live. She found almost 200 people who fit the bill. She looked at profiles, refining the search until she had about 10 people she liked. She reached out to connect with those folks and started conversations.

After having coffee with a few of these folks she found 3 people who she thought would fit the bill. I met each one and settled on Alma. Within three months Alma had me on my feet again! I can’t believe it. She even started setting my appointments and getting me more speaking engagements. I can’t even remember what life was like without Alma!

Jane would have gotten responses by placing an ad somewhere on a job board. But advertising for jobs these days is no guarantee that the responses will include the right person for the job.

Using LinkedIn, even the basic LinkedIn account like John and Jane, kept Jane in control of the “candidates” she included in her applicant pool. She did not leave to chance that the right person was looking at her ad at the right moment. In fact, Alma was not really looking for a job. She would never have seen the ad and would never have been included in the applicant pool under a traditional search.

Jane and John found the right candidate by using non-traditional methods and reaching out to people in their circle of connections. This doesn’t happen by magic.

Here are some tips to use LinkedIn for recruiting like John and Jane did:

They needed a robust number of connections in order to find almost 200 people who met their criteria. You can’t do this with 100, 200 or even 400 connections. You need a lot of connections to make LinkedIn work for you. Set a monthly goal to increase your LinkedIn connections by a certain percentage then figure out how you can make that happen. I do this every year. This year I’ve already grown my connections 23% with an annual goal of 25%! Setting the goal forces me to figure out how to achieve the goal. Imagine the searches I can do with 2700 first level LinkedIn connections compared to someone with 400 or 500 connections!
Your own profile should be welcoming and interesting, reflecting your personal and professional brand. That way people you reach out to will find you interesting enough to respond to.
Even if you use LinkedIn’s recruiter tool, you should have a significant amount of personal connections (500+) and a nice profile. Otherwise those you reach out to may think you are not up to date with technology and not necessarily someone they want to interact with.
The goal is not the connection. The goal is building a relationship. When you reach out to connect or accept a new connection personalize your message. Include a question or comment that encourages the other person to talk to you. View every connection as a potential link to someone else.
Look for ways to engage. Offer interesting articles that might start a conversation or ask questions that encourage people to connect with you and talk with you. In this way you expand your horizons, using LinkedIn and your connections to learn.

Stop slapping ads out on the job boards and expecting to find the perfect candidate.

Use the technology available to you to find people who are just waiting to meet you. The perfect candidate might be just a click away! NEXT: John and Jane’s story from the candidate’s point of view.