Getting Past the Phone Screen

It’s Tuesday morning; you are driving to work and your phone rings.   “Hi, it’s Mary from ‘Your Dream Company,’ do you have a few minutes?”  Oh, the dreaded phone screen!  It’s great news that they’re calling, but it’s been a few weeks since you applied, and you’ve been caught completely off guard.  So, now what?

Make sure you are ready before automatically saying yes.  Check your physical space.  Are you in a private, distraction-free area where you can focus without feeling rushed or being interrupted?  Is your calendar clear for the next 30 minutes?  Do you have a good cell phone signal?  Most importantly, do you feel prepared for this call?  If you answer no to any of these questions, it’s probably best to schedule the call for another time.

If you think it’s best to reschedule the call, keep in mind that the recruiter calling is also reaching out to other candidates for phone screens as well.  They’re interested in moving forward to fill this position, so try to make yourself available for a time either the same day or within the 48 hours, so you don’t get passed by.

Why Phone Screens?

Phone screens are becoming more typical as one of the first steps in the hiring process.  Phone screens happen after you’ve applied for the position and made it through the Applicant Tracking System (ATS) which ranks your resume based on keywords.  Usually, an internal recruiter or HR partner will go through the resumes and identify 10-15 promising candidates for the position.  This list of candidates becomes the phone screen pool.  From there, the recruiter or HR partner connects with the hiring manager to review the candidates and notes from the screen, and they select the interview pool.

What will they ask?

Once you’ve applied to a position, it will help to start thinking about your answers to the questions below.  I recommend using a spreadsheet to track your application status and capture notes on the positions to help keep track of the job search.  Store this spreadsheet somewhere you can access it quickly.

  • Why are you interested in the job/the company etc.?

    If it’s been a while since you’ve applied for the position, you might not recall the specifics of the job they’re calling about and answering this question could be a challenge.  Since job postings come and go, be sure to save a copy of the position description while you’re applying.  Tell the person if you’ve got a strong personal connection with the mission of the organization too.  Passion isn’t a skill that can be taught and can trump experience in two similar candidates.

  • Walk me through your Resume / Tell me about yourself.

    The infamous elevator pitch.  Focus on three main categories related to this position: education, experience, and training (if relevant). At this point in the process, try to be concise, and highlight why your background aligns to this role in 90 seconds or less. Check tips on the most common traditional interview questions for more suggestions on how to answer this one.

  • What are your salary expectations?

    The number one reason recruiters are asking this question is to make sure you are in alignment.  If the position budget is only for $50k, but you’re looking for a job that pays $100k, you’re probably not going to accept the role, and going through the interview process will be a waste of time for all involved.  Alternatively, if you’re looking for a salary that’s far under the budget, recruiters and hiring managers may worry that you’re underqualified for the position.  There’s a lot of advice out there telling people to give vague non-answers to this question and honestly, I’m not a fan of that method.  I prefer my clients to provide a range, typically within $20k, based on research and their targeted salary.   It’s okay to mention that you’re flexible and that meaningful work is the highest priority, as long as you provide that range.

  • Why are you looking for a new position?

    Please don’t speak ill of your current employer.  An interview or phone screen is not the place to air your dirty laundry or talk about the toxicity of your current work culture.  Talk about your career ambitions or goals or why the company you’re talking to is so awesome.  Maybe you’re looking for more development or an opportunity to try something different.  Whatever it is, be sure to keep it positive.

  • phone screen interviewWhat is your experience in X?

    Here they’re trying to gauge technical skills and expertise.  Traditionally, it’s always a safe bet to talk about how much experience you have with a specific technical ability by mentioning training, projects, and other hands-on experience.  For areas where your work experience might be light, consider bringing in volunteer or other community involvement as well.  Additionally, storytelling is compelling.  If possible, work in a brief anecdote to show them how you used the skill they’re looking for.

  • Timeline questions

    How soon could you start if you were offered a position or When can you come in for an interview?  Recruiters know that you’ll typically need to give two weeks’ notice to your current employer, so this is trying to gauge your availability.  Do you have any planned time away for conferences or vacation?  Are there any big projects that you feel obligated to see through with your current employer?  Be sure to provide a realistic timeline.  Focus on the next month but save that family reunion that’s three months away until you get to the offer stage.  Chances are, if they’re ready to make an offer, the hiring manager will be more likely to work out an arrangement for your planned vacation.

  • Do you have any questions for me?

    Now it’s your opportunity to ask questions about the position, the process and almost anything else you’d like to cover.  Be sure to have at least a couple of questions prepared.  Having questions shows the company that you’re interested in the position and the company.  A few of my favorite questions for a phone screen are:  What are the next steps in the process?  What do you love about working at <company name>? 

If you’re still nervous about the phone screen and interviewing in general, we can help you prepare with one on one interview coaching.  We focus our services on traditional and behavioral interview coaching.  We can make sure you’re prepared and help you find the confidence to excel.  Email us at info@soundinterview.com for more information.

Job Search Tips: Networking 101

Networking to find a jobSearching for a new job can be intimidating, especially if it’s been a while since you’ve been in the market. I often hear about how overwhelming it can be, and it is hard to know where to even begin!  One approach the job search like any other internet search – type some keywords into Indeed or LinkedIn and see what happens.  From there, you can spend hours studying job descriptions until finding the perfect job or applying to everything that maybe, possibly, potentially could fit, and seeing what happens.

While applying online can work, we know networking leads to faster job placement, higher wages, and longer employment duration (Source).  So, if networking is so great, why aren’t more people doing it?  In a lot of cases, people don’t know how, or where to start.  Anxiety and imposter syndrome can also sneak in and make it difficult for people to reach out.  Sometimes, clients are afraid to ask for ‘favors’ from others.

Imposter Syndrome

Networking - Overcoming Imposter Syndrome

As in, “I’ve been successful in my career, but most of that has been a result of being in the right place at the right time.   Someday they’re going to find out I’m not as good as they think I am.”  If you’ve ever thought something along these lines, you might be suffering from Imposter Syndrome.  It can be tough to recognize the potential that others see in you and own it.  The hard part about networking and job seeking, in general, is that if you aren’t confident that you can do the work, employers won’t be convinced either.  Don’t let your fear get in the way of a new job.  It might seem silly, but power poses and having a mantra to repeat can help build confidence.  Check your body language: shoulders back, head up, take a deep breath and go! Remember, you’ve got this.  You could be the perfect person to take on that stretch job.

Asking for Help

NetworkingRepeat after me: “Asking for help is not a weakness.”  Asking for help can build a stronger bond with you and another person.  When you ask someone for help, that person feels useful, and that you trust them.  Asking for help can be a powerful tool to strengthen all kinds of different relationships, so spread the love around.  It’s always better to get a warm introduction to a possible employer than reaching out blindly.   Here’s the catch.   When you ask someone for help, be willing to return the favor.  Try not to rely on the same person consistently, our you might burn them out.  Also, be sure to thank them for the connection, even if nothing comes of it.  A simple handwritten note or even freshly baked cookies can go a long way in building those relationships.

Getting Started

So now that we’ve overcome a couple of common obstacles to networking, where the heck do you start?!  There are a few ways you can get started.  First, find out who you know.  You can use social media or look through your phonebook.  One underutilized method of networking is to send out an email to your contacts just letting them know you’re in the job market.  Be selective about who you’re sending this to, especially if your employer doesn’t know you’re looking for a new opportunity.

Networking Sample Email - Sound Interview Professionals

 

If that’s not quite your style, help recruiters find you on LinkedIn by setting up your job notifications.  This tool will help recruiters find you more easily and match you to potential positions that fit within your expectations.  You can set preferences about the types of work you’re interested in, company size, industry and more.  Don’t forget to double-check that your profile is up to date and reflects your most recent positions.

Creating your Top 10 list

Networking top 10Need more help narrowing it down? When you build a targeted list of companies you want to work at, you can see progress as your search progresses.  First, do your research – what is it about the company that makes you want to work there?  Awesome culture? Cool products? Stability and benefits? Great!  Check out this spreadsheet to start brainstorming (hint: download a copy so you can make edits).  If you feel like you’re stuck in your job search, this is a great tool to help you get unstuck.

Each week pick 3-4 companies and do something to build a network there.  It could be setting up job notifications on their website, engaging with their social media pages, setting up informational interviews or even contacting a recruiter.  Then, write it down and give yourself credit for the work you’ve done.  By tracking your progress, you can see what strategies work as your networking progresses.

If you’re overwhelmed with where to start and need some help building a networking strategy or getting your job search kicked off, let us know.  We can help with your resume, LinkedIn profile, cover letter reviews, and overall job search strategy.

 

Summer Internships

Dear college students welcome back to class.  Hopefully, you’re finally unpacked, getting into a rhythm and hitting the books.  Oh, and by the way, have you started thinking about your summer internships yet?  I know, it feels like you just got back and finally settled in.  You might not even be sure which classes you’re taking next quarter, let alone when you’re going to start applying for an internship.

Surprise! Apply for summer internships in the fall

Boeing, Hershey, Expedia, and Google all have internships posted for this summer internships already, and there’s more to come.  All of my college recruiter friends are on the road through November trying to fill their positions.  We all know that college internships carry a lot of weight on a resume and can lead to future job offers.  Get started now, so you will be able to relax this spring during the second round of recruiting.

Campus Visits

A lot of prominent organizations send recruiters on campus to meet students.  It helps to make friends with the people who coordinate these visits.  Visit the career center often.  Ask them to help you update your resume and write a cover letter.  Get to know the people who work there, because they can have a lot of pull.  They’re the people who companies tend to work with when scheduling the on-site visits.  If you build a relationship with them, they can and sometimes do put in a good word for you with the companies coming to visit.

Companies tend to do two types of campus recruiting.  The first approach is info sessions and the second is the On-site Interviews.  With the info sessions, recruiters come on campus and give a presentation about life at their office, what their internship program looks like and sometimes even offer free food.  At these events, they might take resumes and spend a bit of time networking with students.  They might have a job posting(s) for you to apply.  Attend these!  First of all, what college student doesn’t want free food?  Second, you get face to face time with the people who are influencing hiring decisions, why wouldn’t you go!

On-Site Interviews

On-site interviewstutor-606091_1920 are usually combined with an info session and or career fair.  This type of event is fast and furious for the recruiters.  They’re reviewing resumes, filling interview slots and interacting with students all in a brief period.  Sometimes they’ll work with the college directly to fill some select particular spots before they show up with students that come highly recommended or through pre-selects. Once they’re on campus, the businesses spots fill up quickly.  Stay on top who’s coming to town by checking in with the career center weekly.

Occasionally, a company will do on-site interviews at a  target school without being associated with a career fair or info session.  These tend to be much less publicized, and the schedules are set before they visit the school.  They may leave one or two slots open for recommended students upon their arrival, but mostly the candidates have already applied online.

Internship Applications

Don’t fret if your dream company isn’t coming to your school.  There’s a ton of colleges out there, and an excellent way to can’t make it to each one.  Applying for the internship is a step that everyone has to take, regardless.  Again, set up your notifications early for the companies you are interested in.  If your school doesn’t have a lot of on-campus visits, you might have to cast a broader net to land an internship.  When you are applying, attention to detail is one of the best skills you can demonstrate.  Avoid spelling and grammar errors by enlisting a friend to proofread.  If the application allows for a cover letter, don’t skip it, and be sure to customize it for the particular internship.

If recruiters aren’t coming to your school, use LinkedIn to find them and let them know you’re interested. I ran this post past an experienced college recruiter for a large company, and she added:

“Reaching out to recruiters directly on LinkedIn is a great way to let a company know you are interested in internships with them.   So if a company you are interested in is not coming to your campus, apply online and find a recruiter from that company on LinkedIn and reach out directly, expressing your interest.  You only need to do this once, and they will follow-up if they are interested.” 

How to Prepare

Head back over to the career center to get started.  Find out which companies typically come on campus each year and do some research. student-happy-1280962_1920 Figure out if you want to stay close to home for an internship, or spend the summer in another state.  Once you’ve narrowed it down, pick 5-10 companies offering summer internships that you’d love to work for and set up job notifications on their websites.  Then, follow them on Social Media – Twitter/Facebook/Instagram/LinkedIn.  Some of them have targeted college recruiting accounts, so keep an eye out.  They’ll post events for the schools that you’re visiting.

When the jobs come up, customize your resume to match the position.  Write a cover letter that demonstrates you know what the company does and highlighting how your skills match their needs.  You can use the career center for help with your resume and cover letter.  Look for opportunities to get feedback on your interview skills too.  Do some research on behavioral interview questions or technical coding questions and practice as much as you can.

If you see their events on Facebook, be sure to RSVP and don’t flake for Taco Tuesday. Dress as if you are going to an interview.  Depending on the company, this could look different, but it still should be professional (clean, wrinkle-free and no sweats).  For Banking and Finance wear formal business attire. At high-tech & startup companies wear nice slacks and a button up or blouse.  This lets the recruiters know that you’re serious, and you aren’t just there for the free food

Was this helpful? Feel free to pass it along.  I wish you all the best of luck in finding summer internships.  Leave a comment or send me a note if you have questions.  amie@soundinterview.com

The Worst Interview Questions to Ask

Imagine you’re on a first date, and things are going pretty well. You feel the chemistry and are getting excited about a second date. Your partner stares deep into your eyes and asks, “Do you have any concerns about me that I can address?” or better yet, “How do I measure up against the other people you’ve met?”   Lately, I’ve had several clients come to me asking if I recommend asking this question.  My honest answer:  It’s one of the worst interview questions to ask.

Interview questions to ask

The logic behind the question is that by asking it, you show the hiring manager that you’re open to feedback and it allows you to address any concerns that they have.  Unfortunately, there’s a lot wrong here.  First, asking a hiring manager if they have any concerns about you as a candidate, will more often than not, call attention to red flags that they may not have come to mind.  You are literally asking them to think of your flaws, in an interview.

Your shortcomings are the last thing you want a hiring manager to focus on, especially at the end of an interview.  Remember, once the conversation is over, they’re going to compare you to all of the other candidates, and if you leave them thinking about your concerns, that’s what is going to be freshest in their mind.

I’ve been in interviews where this question has been asked and it’s rarely gone well for the candidate.  Most of those candidates didn’t end up getting the job. Putting the interviewer on the spot like that can make them uncomfortable and puts them in an awkward position. Often they are interviewing other candidates and still aren’t sure about who they’re going to hire.  In an interview setting, hiring managers tend to be conflict-averse.  They have a candidate slate of 5-6 people for this position, and rather than engage in an uncomfortable dialogue; it’s much easier for them to give a candidate a non-answer than provide critical or potentially negative feedback.

Interview Questions to Ask

Here’s my go-to list of interview questions to ask the hiring manager.

  1.  What are the next steps in the process? If they’ve already answered this during the interview, go ahead and skip this question.
  2. What are the biggest challenges for this position?  Show the hiring manager that you’re not afraid of a challenge, and ask about the problems early on in the question series.
  3.  What would success look like for me?/What would you like to see me accomplish in the first <time-period>?  Helps the hiring manager visualize you being successful in the position
  4.  What do you enjoy the most about <the company/job/team/etc.>?  End your question series on a high note.  Remember, once you walk out of the room, they’re going to rate you.  Keep it positive.

How to Get Interview Feedback:

Getting constructive feedback on your performance during an interview can be invaluable, and I completely understand that it’s hard to come by.  While you might be tempted to ask the hiring manager in the interview, it’s not the time or the place.  Instead, ask for feedback in your thank you note.  By asking in a thank you note, you’re showing the hiring manager that you are open to feedback, but not putting them in an uncomfortable position.

Alternatively, if you are seeking honest, unbiased opinions on your interview performance, consider hiring an interview coach.  We’ll partner with you and give you direct and immediate interview feedback you can use to improve your interviewing skills.

 

Top 10 Tips: Getting into ManagementGetting Into Management

Have you thought about where you’d like to see your career go in the next five years?  A lot of people I work with tell me they want to be a manager in the future, but they’re not quite sure how to get there.  If you have your sights set on getting into management,  these things can help make the transition easier.

#1: Ask Yourself Why 

First, do a gut check to make sure that management is really where you want to be.  The workforce needs managers who want the job because they like working with people, believe they can make the company better, and care about their team.  It’s a hard job and comes with a lot of challenges that non-managers don’t have to face.  If you end up becoming a manager but not enjoying the job, it can be a pretty uncomfortable conversation to have with your boss.

#2: Volunteer for Assignments

There are two types of assignments that you should take on.  First are the jobs that are not fun, but need to get done.  Second are assignments that will stretch you out of your comfort zone or have high visibility.  Try to volunteer for a  balance between these opportunities. Once you have the job, be sure to take it seriously and follow through.  If it’s a stretch assignment, be resourceful and don’t be afraid to ask for help if you get stuck.  Taking on both kinds of projects will show leaders that you are reliable and not afraid of a challenge.

#3: Lead a Group

There’s no substitute for having the hands-on experience of influencing people. Look for opportunities to get experience leading others.  It could be signing up to run the next committee at work, or volunteering to lead a group at a local non-profit.  Hands-on experience will make it much easier to talk about your leadership skills during an interview.

Mentor - Management

#4: Ask!

Make the most of your development conversations with your manager.   You are your own best advocate, and you shouldn’t wait for management to ask you.  Have the conversation with your boss and tell them about your goals. Ask them what areas they’d like you to develop to get there.   Being open to the constructive feedback you might receive is essential.

#5: Find a Mentor

Look for a leader outside of your chain of command who can be a mentor.  Make the most of the time you have by being prepared with topics and questions.  If you build a good relationship, your mentor will be one of your strongest advocates with other leaders.  Having an advocate during those closed-door leadership meetings will help accelerate getting into management

#6 Make Friends with HR

Talk to your HR team and see what resources and classes the company has to offer.  HR is one of the first departments to know about job openings and can have a lot of influence on the hiring process.  Get to know how the hiring process at your company works.  Find out if there are rules about how long you need to stay in a position and how to apply internally.

getting into management: Be kind#7: Be Kind

People don’t want to work for jerks. Remember to treat everyone with respect in the workplace and build strong relationships.  Being able to disagree with someone and still have a respectful relationship is a skill that every leader should have.  You don’t have to be friends with everyone, but keep it professional and stay away from the office gossip.

#8: Build Trust

Strong leaders are trustworthy and often spend more time listening to their team than talking.  Start laying the groundwork and building a reputation of trustworthiness now.  Ask curious questions and follow up.  If you have trouble remembering details, write things down and set reminders to check in with people.  Trust will go a long way in building strong relationships.

#9: Drink the Kool-Aid

Yep, I said it.  If you’re not already, get on-board with the company mission, vision, and values.  Leaders want to hire managers who believe in the company and will work to help the company succeed.  If you’re struggling here, getting into management at that company may not be the best choice, and it might be time to start updating your resume.

getting into management: Prepare for the interview#10: Prepare for the Interview

Remember to interview for the position you want, not the job that you have been doing.  If you’re serious about getting into management, interview like a manager.  Get familiar with the company is looking for in a leader and preparing stories showcasing your experience in that light.  If you’re looking for help practicing your interview skills, I’d be happy to help.

 

The Seven Most Common Interview Questions

Most Common Interview Questions

How nice would it be to go into an interview already knowing all of the questions you were going to be asked?  Unfortunately, most employers won’t give you the interview questions in advance.  Today we’re going to break down seven of the most common interview questions that hiring managers ask.

Now, here’s the deal, we don’t recommend memorizing canned answers to these questions.  The hiring manager can tell when you’re giving them a script and it comes across as insincere.  Instead, use these interview questions as prompts to help you prepare.  Keep notes on the topics you’d like to cover and practice talking about your accomplishments. Today we’re focusing on traditional interview questions, and next week we’ll concentrate on behavioral interview questions.

Tell me about yourself (Why should we hire you for this job)

notepad-691250_1920There are a lot of ways hiring managers can ask this question.  It’s a great first question because it gives you the chance to focus the interview on the areas you want to highlight.  Think about this question like your executive summary.  Focus your answer on work history, education, and training or certifications.  Assume that the hiring manager or interview panel hasn’t had a lot of time to review your resume, so give them the rundown on who you are.  Keep your responses professional and avoid providing a lot of personal details.

I got a Bachelors of Science in Accounting and Finance from UCLA and then went on to finish my MBA there as well.  Once I graduated, I started my career working in accounts payable at GE.  While I was there, I was recruited to participate in an accelerated employee development rotation program where I had the opportunity to rotate through four different organizations as a finance specialist.  After the program finished, I was placed as a  manager and received extensive leadership training.  I worked at GE for two more years before I moved to Deloitte.  I’ve worked at Deloitte for four years and had the opportunity to work in various leadership roles.  

Why do you want to work here?

Here’s where doing your research on the company will pay off.  Try to avoid the canned responses that applicants tend to give and come up with something creative.  It’s an excellent opportunity to demonstrate your passion and talk about how you connect to the brand or company values.

I want to work here because I’m passionate about the outdoors and the environment.  I’m an avid cyclist, and I’ve been skiing since I was six years old.  Working at this company will allow me to use my technical skills as a developer while also supporting an industry that I love.  Additionally one of the things that I appreciate most about this company is their approach to environmental stewardship and sustainability.  I’m an active volunteer for the Nature Conservancy, and I want to work at an organization that aligns with my values.

What is your biggest strength?

Interview Questions: Your Greatest StrengthI’ve seen this question go south for a lot of candidates who weren’t prepared. If you haven’t thought about a response to this question, it can catch you off guard.  When you’re talking about your strengths, be sure to tailor it to the position you’re interviewing.  Hiring managers don’t want to hear that you’re an excellent baker unless it’s connected to the skills you need to do the job.

Another pitfall is balancing humbleness and confidence.  You want to avoid coming across as overly confident or arrogant, but still, give yourself enough credit to recognize the places you excel.  To tackle this question, I recommend focusing on one or two specific strength and selling them well.  Provide a brief example that demonstrates your strength as it applies to the position.

I am analytical and enjoy digging into data.  Several months ago our team was trying to identify ways to improve our customer satisfaction results.  I took the data from our customer surveys and cross-referenced it with the data from our vendors and noticed that the results were lower when customers had opted for a specific component in their product.  When I looked deeper, it appeared that this product had a higher number of warranty claims when it came with this component.  I took this information to leadership with the recommendation that we switch suppliers for this component.  Since making the switch, our customer satisfaction results have increased by 15%.

What is your biggest weakness?

Ok, let’s admit it, everyone hates this interview question.  Hiring managers ask it because they’re looking for people who can acknowledge their shortcomings, and find ways to make up for them.  Prepare for this question, so you don’t just blurt out the first weakness that comes to mind.  Don’t choose a flaw that’s completely unrelated to work, like “I’m a terrible cook.”  The other one hiring managers are sick of hearing is the “I’m a perfectionist” weakness.  Find a real fault that isn’t detrimental to the job and talk about what you do to mitigate it.

Coming from a technical background, I tend to get caught up in the details of a project.  As a manager, I am aware that I need to trust my team and keep focused on the big picture, so I do a couple of different things to help me from getting too caught up in the small details.  First, I’m very open about this with my team, and I ask to bring it to my attention when I get too deep.  Second, Anytime I start working on a project I do my best to remind myself to stay out of the weeds.  It’s something I am continuously reflecting on and trying to improve.  

Why are you looking to leave your current position?Interview Questions: Why are you looking for a new job?

Regardless of how you answer this question do not badmouth your current or past employers.  When a candidate badmouths an employer, it’s a huge red flag for hiring managers.  Even if you’re in the worst possible job and you’re utterly miserable, think of a different approach.  You also don’t want to lie to the hiring manager either.  If you don’t have anything nice to say about your previous employer, you can focus the attention on how great the new position is

I’ve been in my current role for just about two years now, and I’ve had the chance to learn a lot about the industry.  Since my current company is a small organization, my scope has been broad.  Your position offers the opportunity to focus on a specialty within the industry that I find exciting. 

Where do you see yourself in 5 years?

Hiring managers aren’t expecting you to predict the future here, I promise.  This question helps them know that you’re thinking ahead and you have long-term goals. Again, be sure to focus on your professional life and avoid personal details like starting a family or getting married.  It’s illegal for companies to use this information in their selection process, so they’d rather not know.  Instead, tell them what kind of work you’d like to be doing, what problems you would like to have solved and whether you see yourself moving toward a path towards a technical expert or management.

Five years from now I see myself further developing my career as a subject matter expert.  I enjoy the working with people. I want to build more skills as a to grow into a Senior Project Manager role.  By then, I plan to have my Project Manager Certificate, and I would like to have completed the Six Sigma Black Belt certification as well.  I feel like I have a strong grasp on project management and I would like to lead some large cross-functional projects. Finally, I trust my team and acknowledge that mistakes are a part of the process.  By letting go of some of the control, they learn and become stronger employees.  

Do you have any questions for us?

hands-460865_1920At this point, the interview is almost over!  It’s your turn to ask the questions of the panel. This the most important and most common interview question asked, so don’t get caught empty-handed.  Here is where you get to learn about the organizational culture, day-to-day work and most importantly, build rapport with the hiring managers.

Stay away from questions about money and benefits of the position; the interview isn’t the place to discuss those topics.  When you show up for an interview asking about salary, it tells me you’re only interested in compensation.  Asking how you did in the interview is another awkward question that makes interviewers uncomfortable. Instead, ask the hiring manager open-ended questions to get them talking.  A few of those might be:

  • What do you like the most about the company/job/role?
  • What do you see as the biggest challenges for this position?
  • How do you define success?
  • What would you like to see accomplished in the first 90 days?

 

Thanks for taking the time to read through our tips!  If you found this information helpful, we’d love for you to share it with your network.  As always, let us know if you have any questions or thoughts.  If you’re interested in learning more about our customized resume and interview coaching services, please reach out.  Stay tuned for next week’s post about the behavioral and situational interview questions as well.

How To: Answering Salary History QuestionsSalary History

The hardest questions for applicants are around salary history and expectations.   More often, this question is coming up early in the screening process.  At this point in the process, recruiters are checking that your expectations are within the range that they’re able to pay.  Give a number too high, and you disqualify yourself, but give a number too low, and you lack experience for the position.

The Argument against Salary History

Several states and cities have passed legislation to improve pay equity and eliminate bias.  New York City passed an ordinance preventing employers from asking salary history.  In Washington, a similar bill went into effect that states previous wage history is not a defense against pay discrimination, and employers are actively discouraged from asking wage history information.  There’s a lot of concern that asking applicants these types of questions can have a disparate impact and further propagate the wage gap for women and minority candidates.  One of the biggest arguments that supporters of these bills make is that an individual’s past salary shouldn’t have any bearing on what a new company offers.

Salary History versus Salary Expectations

If given a choice between these two, you always want to provide your salary expectations instead of your salary history.  There are a lot of reasons why you might not want to provide your current salary.  Providing salary expectations is more forward thinking and doesn’t take into account any previous biases that may have played into your comp structure.  Alternatively, if you’ve moved from a city with a high cost of living like Manhattan to somewhere much less expensive, you don’t want to be above the range simply because the cost of living is different.

Be Prepared

Most importantly, don’t let this question surprise you.  Expect this question and be ready.  Chances are you’re applying for similar types of positions across multiple companies in your area.  As soon as you apply to a new job, have an idea of what you’d like to be paid.  Use sites like Glassdoor and Payscale to research for your local market, company size and experience level.Salary History

Once you have an idea of what is fair, establish a range.  The bottom of the range should be the minimum that you’d be willing to accept the position.  The top of the range should be around 10 to 15 percent or thousand dollars higher than the minimum, provided it’s still within a reasonable range.  Remember not every company can pay market-leading wages like Amazon or Facebook. Keep the company size and industry in mind when setting your range and take into account your experience as well.

Offer Salary Expectations 

You’re in the middle of the day, and your phone rings out of the blue.  Surprise, it’s a recruiter for the job you applied for last week.  He wants to talk to you about the job, and one of the first questions he asks out of the blue is what you’re currently making.  Don’t let this catch you off guard.  Instead of giving them your current or most recent salary, respond with something along the lines of: “For this position, I’d like to make somewhere between XX and YY.”  This is a nice way of sidestepping the question while still helping the recruiter understand what you’re looking to make.

Don’t Lie

Ultimately if you can’t avoid the question, or it’s a mandatory part of a job application, be honest.  It is always a bad idea to inflate your salary history.  Lying on a job application is grounds for termination in most organizations. Some companies check salary history as part of the background screening process and having a significant difference can lead them to pull a job offer.  If you’re providing your salary to a recruiter, be sure to include bonuses and other perks in the conversation.

Stick to the Range

Once you make it to the salary negotiation phase after the job interview, stick to the range that you provided.  Few things are more frustrating to a hiring manager or recruiter than a candidate who changes their expectations in the middle of the process.  They’ll be making a good faith effort to meet your range, and it will reflect poorly on you as a candidate to change midway through.   Beyond salary, there are other things that you can negotiate like vacation or time off, schedule preferences and other perks.

 Enlist Help

If you’re still unsure how to approach a salary negotiation, you can always ask for help.  It’s better to be proactive and know your general approach before the negotiations even begin.  If you’re job searching and looking for general guidance, interview practice, or help to work through the hiring and onboarding process, we can assist.  Visit our services page to learn more or contact us at info@soundinterview.com

 

 

How to Negotiate Salary

Here are some of our favorite tips on how to negotiate salary.  Negotiations are one of the trickiest parts of the hiring process.  Even if the offer you receive is enticing, it’s always a good idea to have these conversations with a new company.   In a lot of cases, it is much harder to negotiate salary increases when you are moving around within a company.

Woman in salary negotiation

Research the company & understand the market

Before you even begin to have salary discussions know what the market pays for that type of position in your area. You’ll want to research the company as well.  Organizations fall into three categories when it comes to salaries: market leaders, at market and below market.  Google and Amazon tend to pay as market leaders, whereas non-profit organizations tend to pay below market.  Glassdoor and PayScale are great resources to start doing some research.  If you’re considering a job in a different location, be sure to use a cost of living calculator as well to get an understanding of the local area and ensure you’re able to maintain your current lifestyle.

Know your value and bottom line

If you’ve been in your current job for a long time and have been receiving a standard cost of living raises annually (between 1% and 5%), chances are you might be underpaid.  During your salary negotiations, remember to mention additional training, certifications or education that you’ve gained while being employed.  Employers often won’t increase your salary when you obtain certificates or complete a degree, but an outside company usually will take it into account.

Be confident & professional

The salary negotiation is not a win-lose proposition.  These conversations need to be collaborative.  Ultimately, both parties are trying to achieve the same goal; you as an employee.  Work together to find a solution but keep emotions and feelings out of the discussions.  Always assume positive intentions from the other side, but be assertive enough to know you’re boundaries.  Sometimes it’s helpful to practice your negotiation tactics.  Sound Interview Professionals can help with salary negotiation tactics during our interview coaching sessions.

Build a case

As you have these discussions, you need to be able to articulate precisely why you deserve more.  I’ve seen negotiations go poorly when the applicant hasn’t provided a convincing case.  Tell me about the value you add to the company and quantify it.  There have been candidates in the past who try to negotiate based on their expenses, and while we can sympathize, I’m not going to give you a higher salary because you have a large student loan payment.

Provide a range (if asked)

More and more places are making it illegal to ask about past earnings during the hiring process.  Instead, recruiters are asking about salary expectations.  This tends to come early on in the process, sometimes even before the interview.  They are trying to make sure that your expectations are within their approved range for the position.  If you’re asked what your salary requirements are, it’s best to provide a range.  If you’re asked to provide your salary expectations, always give a range.  At the bottom of the range should be at least 5-10% more than you’re currently making and add 10-20% to get the top number.  For example, if you’re bottom is $100,000, the top should be around $115,000.  At the offer stage, you can then negotiate salary within the range that you’ve provided.

Start with the base

It’s in your best interest to negotiate salary before talking about signing bonuses or other allowances.  Companies might try to offer a one-time signing bonus to bump up to your salary expectations.  The base is significant because it makes everything else more valuable.  It’s also the most difficult thing to move on.  While signing bonuses are nice, they don’t compound year over year, and they don’t affect your retirement contributions.  A higher base will lead to increased total compensation.

Salary Negotiation Comparison

Negotiate other benefits

Sometimes hiring managers aren’t able to move as much as you’d like on the salary due to budget constraints.  Be sure to ask for information on healthcare benefits, vacation, sick time, paid holidays, and other benefits before you make a decision.  Our clients are often surprised to learn that vacation time is negotiable.  Organizations usually have policies that outline a set number of paid vacation days based on service, but if you are mid-career, chances are you can negotiate additional days.  Make sure you know about all of the perks that the company offers including modified work schedules,  telecommuting, paid parking, on-site gym or childcare, employee discounts, etc. before making your final decision.  Take all of those things into consideration when you make your decision.

Be prepared to walk away

This one is hard.  Sometimes you aren’t able to agree in the negotiations, and you have to walk away.  Before you begin, know what your limits are and stick with them.  If both parties can’t agree, then the job is not the best fit.  Walking away from a job offer is challenging, and you might feel guilty, but you need to make the best decision for your situation.  Stay positive and be sure not to burn any bridges with the company.

 

Behavioral Interview Examples

Preparing for a behavioral interview

Behavioral interview questions are prevalent in large organizations.  Employers use them because there is a belief that past behaviors are strongly related to how people behave in the future.  So if you were able to drive results in your last job, chances are you’ll do the same in the new position.

Today we’re looking at some of the top behavioral interview questions and how to answer them.  These questions are all about storytelling using the STAR model.  In all of your examples, it’s important to stay positive.  Sometimes the questions can be tricky and occasionally phrased in a way that seems to encourage complaints.  Don’t fall into the trap.  When you talk poorly about your people in an interview, it’s a HUGE RED FLAG for the hiring managers.

Remember that behavioral interview questions are driving towards specific attributes and behaviors that the organization wants.  If you could peek into the hiring manager’s interview packet, you’d usually see a rating scale and maybe even some descriptors on the targeted behaviors they want.

For example, If the hiring manager asks a question about teamwork the book might contain something like this:

  • 1: Did not demonstrate the ability to work as a member of a team.  Hostile, negative or unengaged. The employee did not complete the task.
  • 3: Worked cooperatively as a team member.  The task was completed and met expectations.
  • 5: Went out-of-the-way to help ensure team success.  Put the needs of the team before personal agendas.  Exceeded business goals.

Tell me about a disagreement with a co-worker?

This question is used to gauge how well you can deal with other people.  Ultimately, hiring managers are trying to make sure you’re not going to be toxic in the workplace.  When you think about situations for these questions, try to come up with times where you were able to work out a conflict amicably, and you weren’t the one responsible for creating the conflict or issue.

In my last position, I was a part of a team working toward a significant, high visibility deliverable.  There were four team members including myself, and we all had different responsibilities on the project.  One of my jobs was to complete our weekly scorecard and report status to upper management.  One member of my team was consistently late providing updates, and it was reflecting poorly on the entire team.  

I took him aside and talked to him about the problem.  Initially, he was upset that I approached him.  First I explained to him my concerns about his work and how his delay impacted the deadline.  Then, I asked him if he needed any help and if there was anything I could do.  He said he had a lot of work on his plate and it was overloading him.  We talked about different options and finally settled on one that would help us meet our deadlines and allow him to feel under less pressure.  Ultimately, we were able to meet the deadlines, and the leadership was satisfied with the work the team completed.  I also built a healthy working relationship with him.

Tell me about a time you were spread too thin?

Call it multi-tasking or juggling; most employers want to hear about how you can manage your time.  These questions are looking for prioritization skills, knowing when to ask for help and being able to deliver on critical projects.  One of the most common answers I hear in these examples is, “I worked a lot of overtime and got everything done.”  While sometimes that’s the truth, it’s not the answer an employer wants to hear.

Multitasking questions during a behavioral interviewI was working on two special projects for different business partners in my last role when my boss stopped by my desk with an important assignment.  The Director of our group needed some reports and analysis completed for a high-profile customer meeting scheduled for next week.  I sat down with my manager to make sure I had a solid understanding of the new project requirements and estimated that the project was going to take about 20 hours of my time.  Unfortunately, between the other two projects and my regular statement of work, it quickly became apparent that something was going to have to give.  I reviewed the timelines of the projects

I went over the schedules of the projects and spoke to my business partners about their plans.  We found about a week of flexibility in one of the projects, and I was able to adjust that schedule. The other big project was time sensitive and needed my attention.  I proposed to my manager that this could be an opportunity for a junior employee to take over my daily duties so I could focus on the two big projects.  She was supportive of the plan.  I was able to bring the junior employee up to speed on the daily processes and remained available for questions during the week.  

In the end, I finished the reports, my business partners were taken care of, and both the director and customer were thrilled with the analytics. The company was able to book $150,000 in additional revenue with the client.  

Tell me about a time you had to deal with an upset client?

In any job where you’ll be dealing with customers, you can expect to get a behavioral question around customer satisfaction.  If you come across this question and can’t think of a particular client example, take a broader view of what a customer is.  Maybe you’re in a role that has internal customers.  You can use that as the basis for a story too.  Do your best to avoid stories where you weren’t able to resolve the concern or the client wasn’t happy.

Conflict Behavioral Interview QuestionsI was an account manager for a business selling B2B services, and I had just taken over some new accounts. One day I received a call from an upset customer.  He had made several requests to the previous account manager for changes to her account and had yet to see the updates take effect.  I was still trying to build strong relationships with this client as the new account manager, but I wasn’t familiar with his concerns.  First, I apologized to him for the oversight and told them I would look into it and get back to them later that day.  

I put my other work aside for the day so that I could focus on this issue.  When I started looking into it, I saw that the requests had been made, but weren’t input correctly.  I spoke with engineering and asked if they could make these changes a priority.  Fortunately, the changes were pretty simple, and engineering was able to implement the change that day.  We worked together to re-run the reports for the customer and later that day when I called the customer back, I provided the updated data.  In the end, the client was very satisfied with the results and how quickly I fixed the problem.  The next month the client called me to add additional services to their account, generating more revenue for the organization.

Describe a complex issue you solved with a single solution?

In every job, you’re going to have to do some form of problem-solving.  This question looks at your ability to think outside of the box to solve problems uniquely.  One of the common pitfalls is when you don’t explain the why the problem was so complicated.

Strategic Behavioral Interview QuestionsOne of my first roles outside of college was to collect and input transactions from a team of 15 people.  I was working with one other person, and 80% of our job was getting them into the system.  The transactions came via email from all 15 people, and they usually didn’t have the information we needed.  We were spending an enormous amount of time going back and forth and searching to find the information we needed.  Since we both received the emails, we also ran the risk of duplicating the inputs in the system

After doing this for about two months, I realized that there had to be a better way to streamline these transactions.  I met with my partner and our manager to propose a process improvement.  I suggested that we develop a file which we could use to input and track the transactions.  After I had received buy-in, I developed an Excel spreadsheet and programmed macros to automate some of the functions.  The partners would input the info into the database and could check the status of their requests.  Initially, I had some pushback from the team.  A few team members were resistant, but once they saw how much more efficient it was, they came on board.  This initiative reduced our time spent tracking down data so much that we were able to focus on different work.  The organization similarly adopted the process as a best practice.

Behavioral Interview Questions: Summary

All of the questions you encounter on a behavioral interview drive towards a particular competency or behavior.  If you pay close attention to the job descriptions and the company values, you can anticipate the subjects that they’ll ask you about during the interview and prepare examples for those areas.  Provide specific examples and be clear about what role you took on in each story.  Stay positive, even if it was a challenging situation and address issues diplomatically.  Finally, practice your stories as much as you can!

If you found this information helpful, please share it!  We’d love to hear from you, so please tell us what you think and or are any topics you’d like us to cover in future blog posts.

 

 

 

What to Bring to an Interview

What to bring to an interview?

Do you ever wonder what to bring to an interview?  It’s always pretty amazing to see what people show up with.  I’ve had ringing cellphones, family photo albums, and even other people. Most HR and hiring managers have seen some rather odd things.  Our interview coaching clients often ask us what to bring to their interviews.


Water:  You’re going to do a lot of talking, and you will probably be thirsty.  It’s nice to have a bottle on hand in case you get a dry cough and need to take a quick drink.  Water is also a useful tool to help buy you a few extra seconds to think about a question before diving into an answer.

Resume:  The hiring manager may not have printed it, or it could be a panel of interviewers who may or may not have seen a copy.  I recommend bringing five copies with you to hand out if needed.  Using a heavier weight neutral resume paper is a good idea, but not a deal breaker.

What to bring to an interview

Notepad and two pens: Write down the interviewer’s names or questions that come to mind.  We recommend taking notes on complicated interview questions too so you can make sure you hit all of the sub-questions they might be asking.  Bring two pens, because one might stop working, and try to avoid the ‘click’ pens if you tend to fidget.

Questions: Don’t get caught at the end of the interview without having questions ready to ask at the end of the interview.  By asking well thought out questions, you can gain more insight into the job and build rapport with the interview panel.  Research the company and prepare a few open-ended questions ahead of time.

Mints: Just to be on the safe side.  Pop a mint while you wait in the lobby and then put them away.  In case you’re wondering, it’s not a good idea to pull them out during the interview and offer them to the interviewers, no matter how much they might need one.

What not to bring to an interview

Almost more important than what to bring to an interview is what NOT to bring.  The last list focused on being prepared for success while this is the list to avoid disasters.

What to bring to an interview

Cellphone:  Please, just leave it behind.  If you absolutely must have it with you, power it down as soon as you step into the lobby.  Yes, turn it all the way off, not just airplane mode.  The interview starts as soon as you walk in the door.  Spend the time observing the office or reviewing your notes. Your body language directly impacts your confidence, so sit up straight instead of curling over a cellphone.

Other people:  I’ve seen parents, boyfriends, and children at job interviews.  While there have been circumstances where it’s okay, those are few and far between.  If you need any accommodations to participate in the interview, let the hiring manager know before the interview.  Otherwise, ask your friends and family to wait away from the office.

Chewing gum: I get it, you want your breath to be fresh, and you promise that you’ll spit it out before the interview starts.  It’s still a bad idea, even in the lobby.  The chewing, snapping, and popping can be distracting, and worse, you have to remember to find a place to get rid of it discreetly before the interview starts.  Spit it out before you walk in the door.

Food:  It is a terrible idea to bring your lunch with you and ask the interviewer if they are okay with you eating because you’re “starving!”.  This one might hit a little close to home for me.  Eating at an interview or in the lobby is a bad idea.

Perfume/Cologne/Scented lotion: There are a lot of people who have allergies to fragrances, and causing an allergic reaction during an interview does not lend to a positive first impression!  Some workplaces are fragrance-free, especially in medical, office and retail environments.  Scents can be too strong, and you want the hiring manager to focus on your skills, not smell.