When and how you ask those questions, however, can have a huge impact on their interest in you as a candidate!

Timing Is Everything

Too often, candidates ask those questions in a first interview, or long before a potential offer is even being considered.

A job seeker may think… “If the salary and benefits don’t meet my requirements, it’s not worth spending more time in this process!”  However, if those questions are asked at an inappropriate time, the process may end sooner than you hope, even if you like the answers.

Benefits of Following Through to the End of the Interviewing Process

It is always good to follow any interview/hiring process through to the end. There are multiple benefits to do so, even if you don’t like the job…

• The more live interviews you can take, the better you get with each one. What better way to get practice that helps you be your best when the right opportunity comes along?
• It’s not unusual that, at the end of an interview process, an employer lets you know of another position that may be much more attractive to you. You would not have found out about it if you didn’t continue in the process.
• If an employer is interested enough in you, salary and benefits might be sweetened to get you, or they may find other ways to make up the difference.

Wait Until the End of the Interviewing Process

If you are asking questions about compensation and benefits before consideration is being given to hiring you at all, the impressions you create are…

• This person is more concerned about what they will get than what’s best for their career.
• You are more focused on what you want than what you can contribute.
• It’s all about you… versus being of value to the organization.
• You’re more interested in vacation/time away than what you will do while you’re here.
• The value of the job/organization is secondary to how much you can squeeze the most out of us.

Those and other impressions quickly diminish whatever interest they may have had in you for the role.

Generally, it’s best to wait until an offer is presented to get all those kinds of questions answered… unless they specifically present that information to you in advance and ask what questions you may have.

If you find that the terms are not acceptable and you’re not able to negotiate something that is, you’ve at least gained valuable interview experience and learned all you can about the opportunity and organization. You are never obligated to accept an offer, and a polite and respectful “No thank you” is appropriate.

Bottom Line

Be careful not to hurt your chances at an opportunity too soon. Wait until the appropriate time to ask for details on compensation and benefits.  Always consider the process from the employer’s point of view!

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post How Employers View Your Questions About Benefits appeared first on Job-Hunt.

Most people are not professional job seekers, and that’s a good thing! Because most people are working in jobs and not looking for a job.

When people do need to look for a job, many tasks are uncomfortable to do because they haven’t done them before, so they feel awkward. As a result, a great many job seekers primarily do those tasks that are easier for them, and avoid the ones that are more difficult. Not productive!

To succeed now, decide to do what’s necessary to land a job!

Comfort Zone Time Wasters

Job seekers primarily do those things are within their comfort zone, like these…

• Endlessly searching for and applying to job postings online. 
  Instead: Find contacts with the employer, and ask for referrals.
• Applying for a position, and then waiting for a call back. 
  Instead: Proactively follow up the application with professional persistence to be sure you’re being considered for the role.
• Sending out dozens of generic resumes.
  Instead: Figure out what each job requires most, and then customize the resume to emphasize relevant experience and skills.
• Randomly spending your days and weeks jumping from one task to another without a plan.
  Instead: Schedule your week with specific blocked out times to accomplish objectives.

…and many other similar examples.

The Harder (More Productive) Things

The biggest obstacle most people face in doing the “hard” things is their own resistance, and, thus, they procrastinate in doing those hard things. The best thing many people can do is to take the time to consciously, and deliberately answer the question:

Am I only willing to do those things that are in my comfort zone, or am I willing to do whatever is necessary to land a new job in this market?

Wrestling with that question, and, hopefully, coming to the conclusion and conscious decision that you are willing to do what’s necessary, will greatly help you overcome the resistance. Whenever resistance arises within you, you can recall your commitment, decide to honor it, and move forward.

Most people haven’t made that intentional commitment to themselves, and so evading the “hard” things is not a problem for them, except for the lack of results.

Taking on a “job-search mindset”, and committing to do the things that are most effective whether they are easy or not, will dramatically improve the results from your efforts.

The commitment can cause you to:

• Be willing to connect to a stream of new people you’ve never talked to before. Always asking for additional referrals that would be worthwhile to talk to about your search.
• Find contacts through LinkedIn or other networking connections at companies you’re interested or have applied to and proactively call and talk to people professionally introducing yourself and expressing interest rather than waiting and hoping for a call back on your application.
• Make the effort to customize your resume each time you present it to a new company, emphasizing the most relevant skills and experience they are likely to be interested in.
• Deliberately planning your days and weeks in order to be more productive each day rather than figuring out what to do next from hour to hour
• Thoroughly prepare and practice interview questions and behavioral interview scenarios. Doing the work of solid preparation rather than winging it.
• Be bold! Find new and creative ways to connect to the right people, introduce yourself more effectively to companies, and be pleasantly, professionally, persistent.

Bottom Line

Once you ask yourself the question of: Am I willing to do what’s necessary? And make a commitment that you are, everything else becomes easier and your search becomes far more effective!

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post Doing What Is Necessary to Land a New Job Today appeared first on Job-Hunt.

In their quest for sending out their daily or weekly quota, however, the quality of the fit of the targeted positions becomes a secondary consideration for the job seekers.

They generally don’t consider what happens on the receiving end, and are surprised and discouraged when they get no response!

It’s not unusual to hear complaints like… “I’ve sent my resume to 200 companies, and haven’t gotten a single call for an interview!”

They are not alone!

Sending out scores of resumes in the hopes that something has to “stick” eventually is not at all uncommon.

As a result, employers are receiving applicants for open positions in record numbers. Yet very few of the applicants are genuinely qualified. Unfortunately, often they are not even remotely qualified.

When employers consider applicants who are either currently, or have most recently, worked in exactly the same kind of role they are trying to fill compared to someone who has little or no applicable experience, it’s not hard to figure out which candidates the employer will call for interviews.

Applying to jobs that are a marginal fit for you, and hoping for a call is a losing strategy.

Simply sending a resume will not work!

So… does that mean you should never apply to jobs if you don’t have the exact experience specified? No!

What Does Work

Since you’re likely competing with someone who does have the experience, you will have to approach the opportunity with more than a resume.

Diligent networking, referrals, directs contact, and being professionally and pleasantly persistent are critical!

How do you do that?

• Use LinkedIn to find people who work for that employer… anyone.
  Connecting with someone in another department than you’re pursuing is fine. They can point you to someone closer to the position you want.
• Ask!
  Ask friends who they may know at that employer. Ask people at networking groups. Ask some of your first level LinkedIn connections. Ask!
• Call the main number at the company, and ask for the contact you’ve found.
  You don’t need a direct phone number if you have a name.
• Be prepared.
  Prepare a script for yourself to keep your conversation on track without rambling, and create a second script for possibly leaving a voicemail.
• Research.
  Google to find email addresses at the company, and connect with people directly by email if you can’t reach them by phone.
• Don’t rely on one contact.
  Find multiple people, and talk to as many as you can!

It’s not always the best qualified person who gets the job. Rather, it’s the person who is perceived to be able to be most successful in the role and in the organization.

Personal skills, professionalism, and culture fit are factors that carry a great deal of weight and are best demonstrated through personal contact.

A resume alone gives an employer no reason to call if it doesn’t match the position as well as other applicants. A person who has connected with them, shown professionalism, competence, and persistence beyond most applicants they’ve seen is much more likely to gain interest even if the resume seems to be a marginal fit.

Bottom Line

Don’t rely on your resume alone, even when you are a great fit. Reaching out and connecting with an employer directly is likely to improve your results dramatically!

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post When Submitting Your Resume Doesn’t Work appeared first on Job-Hunt.

Somebody will be well-prepared; make sure it’s you!

Where employers might have interviewed only 2 or 3 candidates in the past, employers now generally have an opportunity to interview a large number of potential candidates. In this competitive job market, they may be interviewing 5 to 10 candidates to find the one they think will be the best match.

In that large group of candidates, it’s highly likely that at least one person will be well prepared, and be able to articulate their match to the job and knowledge of the organization better than the others. If you think it is likely that you will be competing against someone who has done their homework and practiced, be sure you do, too, so that you have a better chance to compete.

Preparation says something important about you.

When it is clear that you went above and beyond the other candidates in doing your research, addressing questions well, and presenting yourself professionally, that is an indicator to the employer that you will likely perform well in the position as well.

Someone who takes the extra initiative to succeed in an interview, is also more likely to take extra initiative on the job. That’s attractive to any employer.

Preparation is more than reading the company website.

While it’s good to know what the company says about themselves on their own website, that’s only the minimum amount of work.  And it’s what most candidates will do.

Take these extra steps to stand out from “most” candidates:

• Researching additional information you might find online is important as well. Exploring them through Google, LinkedIn, Glassdoor, finance sites, and other valuable online resources.
• Networking and gaining some knowledge about the company’s culture, track record, and individual jobs is better yet.
• Learning something about the people you will interview is very helpful. Using LinkedIn, or Googling them may help you see where they went to school, their career history, common people you may each know, or awards or other professional recognition they may have received.
• Analyzing their job description to determine their most important requirements and determining how to best convey your most relevant experience and knowledge.
• Deducing the most likely areas of your background they will be exploring and practicing how to best articulate answers to their most likely questions.
• Preparing a long list of insightful questions about the company, their culture, the responsibilities of the position, and their performance expectations. Have many more questions prepared than you will be able to ask, so that based on the things already discussed, you can pick the most relevant questions to ask.

Most people do their preparation only by reviewing the organization’s website and vaguely thinking about how they might address various questions that might arise. They think… “If I’m asked about _______, I’ll talk about _______” without practicing specific answers. The result usually is that they ramble endlessly in their answers until they think they’ve covered it all.

While some people can speak pretty well “off the cuff,” everyone will be much more effective if they write out their answers in advance and practice them. Writing out answers in advance causes you to put answers in complete sentences, and makes you articulate them more concisely. It’s not necessary to memorize the answer word for word. However, the process of writing it out in the first place will enable you to articulate it much better. The vast majority of candidates never go to this effort. You will stand out if you do!

Bottom Line

It’s a competitive job market. Don’t take the opportunity to interview for a position too lightly. Determine to be one of the few who will be well prepared and make the best impression, rather than one of the majority who fumble through!

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post How to Prepare for Job Interview Success appeared first on Job-Hunt.

When organizations get dozens, even hundreds, of applicants for each job opening, it’s hard to get noticed even if you’re a perfect fit.

Important Considerations

Being unique in some way, doing something attention-grabbing, or getting creative is one way to rise to the top. Taking the idea too far, however, can hurt more than it helps.

What is the culture of your field or industry?

Someone putting their picture with a “Hire Me!” appeal on a billboard will get a very different reaction from potential employers if they are pursuing a position as a Funeral Director rather than a job in advertising.

Many fields are characterized by certain levels of professionalism and decorum. When someone does something so far outside the norm it will certainly get noticed and grab people’s attention. However, it is also likely to create more of a negative impression than a positive one.

Pursuing a role in a more creative environment may call for more drastic stunts. It’s important to have a good understanding of the limits in your profession.

What do they really want to see?

Setting yourself apart in ways that emphasize the most important qualities they want to see is imperative. That will vary depending on the type of role you pursue. Certainly functional and technical skills for the role matter greatly. However, other factors are equally important. An organization isn’t just looking for job skills.

They are also looking for:

Distinguishing yourself in those areas, as well as technical and functional competence for a role, will make the difference.

How do you project the right attributes?

Research the field, the industry, and the company you are trying to pursue, and find ways that would make the most positive impact. Be creative based on what unique characteristics you have to offer to a potential employer.

Perhaps it’s –

• Being more pleasantly and professionally persistent than other applicants in finding, reaching, and talking to multiple contacts in the organization.
• Offering to contribute time and effort on a small project or initiative for free to show how you can be an asset.
• Going above and beyond in researching and finding ways you uniquely can be of value to the organization. Then, sending a concise proposal to contacts you find.
• Sending a coffee mug to someone you’ve been able to determine is the hiring manager, with your resume and a note inside asking if you could bring them coffee for the mug while you chat about the role.

Be creative, appropriate, professional, and a cut above any other applicant they will hear from.

You may get attention, but probably not the kind of attention you want, by:

• Sending your resume with glitter on it (unless the employer works with the “glitterati”)
• Sending your resume saturated with perfume (unless scent is important for that job)
• Emailing your resume with a pink flowery background (unless the business is flowers)
• Dropping off your resume dressed in a mascot costume (unless job is as a mascot job)

If those actions are inappropriate for the employer and industry, they will more likely be fodder for jokes around the company rather than a job offer for you.

Bottom Line

Think outside the box to find ways to stand out from the crowd in your job search.  But, don’t be so far outside the box that you are not taken seriously!

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post Going too Far “Outside the Box” to Attract Attention appeared first on Job-Hunt.

Recruiters, HR departments, and hiring managers use LinkedIn extensively to find people who might fit particular roles. They search Profiles and also look through relevant Group discussions hunting for people who might be worthwhile connecting to.

LinkedIn vs. Facebook

Many job seekers have more experience with Facebook than LinkedIn, and seem to see the two as interchangeable.  This is a big mistake!  While Facebook is primarily a social application, LinkedIn is designed for your professional life.

If it helps, think of Facebook as your neighborhood barbeque and LinkedIn as your office or your job interview. LinkedIn is business; Facebook is usually much less formal.

Your entire online presence is open to being considered by potential employers in the hiring process. A Google search can uncover a great deal of your online activity.  So being careful of everything you post is very wise.

In particular, posting unprofessional and inappropriate material on LinkedIn is extremely unwise. If LinkedIn is the place to find you at your professional best, what is your usual behavior?

LinkedIn Group Participation

LinkedIn Groups are a great place to show your expertise, knowledge, and ability to communicate well with others. They are a place where you can enhance your credibility in your field or your industry. Your reputation can be built up by the way you engage, or it can be destroyed.

Discussion groups on LinkedIn are part of that as much as the Profile is. Creating a powerful LinkedIn Profile page, and then creating an unprofessional image in discussion groups is a sure-fire way to be passed over for further consideration.

LinkedIn Groups are still part of LinkedIn… a professional networking site. LinkedIn Groups may look and feel a bit like Facebook.  But LinkedIn is decidely NOT Facebook, and your participation in it must be much more professional.

That may seem obvious, however, there seems to be a disconnect for some people between their Profile and the image they project in Groups. Their contribution to some Group discussions are anything but professional.

Avoid These Behaviors

There are ample cases of people behaving poorly in LinkedIn Groups:

• Using inappropriate language
• Telling inappropriate stories
• Belittling others
• Using poor grammar or spelling
• Writing incoherently
• Posting irrelevant comments

If these people are not currently looking for a job, it certainly would discourage others from connecting with them, collaborating with them, or taking their advice. And, while they may not be looking for a job now, they may at some point in the future, yet their history is still available for all to see.

If they are currently looking for a job, that kind of interaction on LinkedIn can likely be a death knell to further consideration by employers.

Bottom Line

Employers will often discard a resume with spelling or grammatical errors because the resume is intended to be a candidate’s best presentation of themselves, their abilities, and their professionalism. If their best effort has errors, it’s fair to assume their average effort falls considerably shorter. Behaving poorly in LinkedIn Groups causes employers to have the same reaction. LinkedIn is not Facebook!  Be very conscious of how you present yourself to other professional contacts and to potential employers.

More Information

• Social Media and Job Search
• LinkedIn for Job Search
• Twitter for Job Search

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post Successfully Leverage LinkedIn Groups for Your Job Search appeared first on Job-Hunt.

• “Appreciate me for who I am.”
• “Help me develop to my maximum potential.”
• “Help me explore different functions to find where I’m most fulfilled.”
• “Give me opportunities for growth when I feel I’m ready.”
• “Judge me only by what I do, and not trivial factors like how I look, or how I talk.”
• “Know that no one is perfect, and even though I might fail, people should always get another chance.”
• “Not constrict me with uniform rules or expectations, but let each person do what works best for them.”
• “Pay me what I know I’m worth.”
• “Make me excited to come to work each day.”

While it’s natural to want all these things, and more… frankly, for the most part, the company doesn’t really care!

Is it good for companies to have happy, fulfilled, employees? Of course, and most companies try to do all they can to that end. However, it’s for the purpose of facilitating an environment that will make employees as productive as they can be in order for the company to be as successful and profitable as it can for the benefit of its owners or shareholders.

Companies do not exist for the purpose of providing fulfilling career opportunities for people. They exist to provide a product or service in order to earn a profit. Providing fulfilling career opportunities is a side benefit, and not the reason for being.

So… particularly in this tough and competitive job market… what should you consider in order to land a job?

• What does the company want? Ultimately, the company will hire the kind of person that they want. It’s not their responsibility to figure out what you want and offer it to you. The more you match their vision of an ideal candidate, the greater chance you have of landing the job.
• You’re not the only one. When unemployment rates are high, particularly for new grads, companies have a number of people they can consider for any particular opening. You are competing with several people. The likelihood is that most of them can do the job. It will be additional factors that will make the difference in who gets the job. It’s a buyers’ market!
• Appearance matters. While you may think “I gotta be me”, you are probably competing with people who present themselves in a professional way. Loud tattoos, extraordinary piercings or hairstyles, too casual, or inappropriate clothing may express the image you want to portray to the world. However, a company has every right to expect their employees to appear professional to their customers, other departments, and co-workers.Way outside the box appearance rarely gets rewarded. If they are interviewing multiple candidates, others in that group are likely to fit the image.
• Communication matters. While it may seem like you’re being “real” by speaking very casually, using a lot of slang, emailing with texting abbreviations, or occasionally cussing, it presents a less than professional image in a work environment. Similar to appearance issues, it’s not likely to fit the professional image they are seeking, and they are probably interviewing others that do fit that image.
• Express a willingness to do what it takes. While goals and ambition are good, a willingness to do the things necessary to prove yourself and achieve results before expecting more responsibility or other opportunities is important. Particularly with people early in their career, they often don’t know what they don’t know. They often expect opportunities to take the next step before they are ready, and don’t trust those who know better to decide. A candidate who understands that their own goals will be achieved best by learning all they can and excelling at their current responsibilities is far more attractive than one who only wants to “move up” before they master their current role.
• Know, and be able to articulate what you offer them. Often, candidates are best at expressing what they are looking for. What matters to an employer, however, is how you can solve their problems, get their work done, and help them be more productive. The better you can express what you can accomplish for them, the more attractive a candidate you become.

The more you focus on what a company wants rather than your own desires in a new employer, the greater your chances of landing a position.

More: 4 Tips for New Grads to Land a Job

Furthermore, you’re likely to find that the more you focus on accomplishing the company’s objectives throughout your career, you will much more likely accomplish your own as well. You will be given more opportunities and greater consideration when you’re viewed as someone who can achieve the company’s goals.

Bottom Line

It’s an irony that… once you realize it’s not about you, your own desires are more likely to be realized.

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post New Grads: It’s NOT About You! appeared first on Job-Hunt.

It’s highly likely, in today’s job market, that at some point in the hiring process, a potential employer will look you up on LinkedIn and “Google” your name to see what they find.

What they find can have a tremendous impact on whether they proceed with you further… or not.

An employer’s perception of your online activity is very subjective based on their own biases and preconceptions. While it’s impossible to anticipate, or satisfy, every possible bias, it is good to be aware and thoughtful about what perceptions might be, and manage your online activity with those considerations in mind.

What are some common perceptions of your presence? Here are a few to consider…

You Are Everywhere!

You may be very active online – on Facebook, LinkedIn, multiple additional social media sites, a blog, comments on a large number of other blogs, buying sites, news sites, and other venues.

Perhaps you’ve been diligent about creating and developing a consistent professional image throughout your online activity that can make a very positive impact.

However, it can also raise a “red-flag” about how much time and effort you put into that kind of activity. Does it cut into your work time? Is it a distraction from your other responsibilities? Can you be trusted to not over-use company time and resources to keep your online presence active?

There Is Another Side to You.

Often, people view LinkedIn as their “professional” and public side, and everything else is somehow “private.”

The reality is that through Google, everything online is public. In a Google search, explicit or inappropriate material you may have posted on MySpace is just as visible as the “white shirt and tie” persona you may have created on LinkedIn.

While an employer may be impressed with your image and professional history they may find on LinkedIn, they may be turned-off by a political rant you might have written to the local paper; the way you may have cursed out a company in a review site because you were dissatisfied with a product or service; the explicit discussion you may have had with someone in an online forum; or any number of other possibilities.

While your work may be one important factor of a hiring decision, the entire “package” they are getting is also a major consideration. Seeing another, very unattractive side to your personality can be a very limiting factor.

You Are Careless.

Perhaps you made a very positive impression on your resume and in an interview and so they have a high opinion of you. However, when they find you online, they are surprised to see that you may not live up to what they expected.

Often, people don’t pay attention to the details as much as they do when they are “on stage” in an interview. If your writing online is characterized by misspellings, bad grammar, and poorly thought out arguments and comments, they may form another opinion of you that is not as favorable. They may make judgments about the likely quality of your work based on what they see that you’ve written online.

Sloppy or careless writing or thinking, or use of “texting speak” in written communication will diminish your credibility.

All of these perceptions are very subjective based on the individual reader. Some will be highly influenced, and others not so much. However, if you know that opinions will be formed based on what is found, it’s critical to consider your actions.

Bottom Line on Your Online Presence

Very often, potential employers make decisions not to pursue a candidate further after getting an impression online. You’ll never know why you were rejected. They won’t tell you what contributed to their decision. However, it happens regularly.  Be aware of what’s out there. Google yourself, and see what comes up. (Set up Google Alerts to monitor your online reputation.)  Be careful of what you add, and clean up anything you can that may not create the impression you want. In today’s online world, it’s not only your resume and interview that contribute to a hiring decision!

More Information

• Social Media and Job Search
• LinkedIn for Job Search
• Twitter for Job Search

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post How Employers View Your Online Presence appeared first on Job-Hunt.

“Terminated for cause.”

Maybe it was your first time, or maybe not.

Regardless, being fired doesn’t need to be a “terminal” situation that will prevent you from ever getting another job.

How does a potential employer view a termination?

How can you best overcome any adverse impressions that might make?

If you’re not sure whether you were fired/terminated or laid off/redundant, read Laid Off or Fired? for more information.

If you were fired, some perspectives and strategies to consider…

The Impact Varies From One Person to Another

There are some employers who will never consider someone who has been fired from a previous job. There are others where it has no negative impact at all. And there is every degree of perspective between those extremes.

When the topic comes up in a networking situation or a discussion with a potential employer, the listener’s responses vary between these two extremes:

• “You MUST be a bad apple.”
  One perception an employer may have is that “good people never get fired.” In today’s world, that is certainly not the case. However, you must make the case that your termination was an aberration and is not the norm for you.
• “Everyone has at least one bad experience in their career.” Many employers understand that a bad set of circumstances is not necessarily an indication of future performance. In some fields, like radio hosts, it’s an exception rather than the rule for someone to NOT have been fired. So, this kind of employer has the perspective of a termination as only a small piece of their entire evaluation process.

There are certainly no viewpoints that are held universally on this. It’s a very subjective matter. T

here are, however, things that you can consider and present that can improve your chances of overcoming any objections.

The Reason You Were Fired Matters!

Certainly the reason for the termination has bearing on the situation.

• Tougher to overcome: 
  If someone was terminated for embezzlement, sexual harassment, violence, or other severe reasons, overcoming these issues will be difficult.
• Easier to overcome: 
  If the termination was for under-performance, personality clashes, or some kind of disagreement, these issues are much easier to address.

Address the Situation Effectively

Whether potential employers view a termination as a serious problem or not, they will certainly want to know whether it’s likely to be different the next time around.

They will want to know what has changed in your approach in case there is a next time.

If it can be shown that it was a unique set of circumstances, something you’ve learned from, or something else that has changed that would prevent the same outcome, the incident becomes less important in the overall selection process.

Your Own Attitude and Perspective Matter

A potential employers’ perception of your termination will largely depend on yours, and how you present it.

Responses to Avoid  

You will create a very negative impression and will likely not be considered further if:

• You show bitterness.
• You don’t take appropriate responsibility.
• You don’t appear to have learned anything from the experience.
• You “bash” your previous employer.

Instead, acknowledge your role in the circumstances, you view it as a learning experience, and you can articulate how you would do things differently the next time, it can become a non-issue and perhaps even enhance their opinion of you.

Personal Responsibility Is Impressive  

Certainly many people end up being terminated from a position due to little or no fault of their own. Things happen and, at times, someone really is a victim.

However, presenting your termination as something that was not your fault, even if true, will be received with skepticism.

Someone who takes appropriate ownership of their fate, will always be more highly regarded than someone who tries to point fingers elsewhere. Unfortunately, taking personal responsibility is relatively rare, so when someone does take ownership, it’s noteworthy and attractive.

Self-Improvement Is Appealing and Important  

People make mistakes. Learning from mistakes is key.

Employers don’t expect to hire people that have never made mistakes. They do expect a potential employee to have learned from their mistakes and make different decisions the next time.

Someone who can articulate the lessons they learned – with insight into how they have grown in the process – is a potentially great employee.

Brevity Is a Virtue  

Although all of this could make for a long dissertation in an interview, it is far better to keep the explanation short and direct.

The longer you talk, the more questions your response will cause, and the greater the likelihood that you will say something that will raise red flags.

Knowing that the subject will arise, it’s critical that you create your answer in advance, and practice it until it flows easily and sounds natural. While key points are important, including a great deal of detail will likely do more harm than good.

Hone your explanation to only give the necessary information without providing too much detail.

How to Explain  Being Fired:
A Sample Explanation

As an example, for someone who may have been terminated for under performance, an effective answer to the question of why they were terminated might be…

I was let go for not meeting the expectations of someone in the position. I had struggled with completing the requirements of the role.

I realize I should have gotten help — and the additional training I needed — sooner. It was a mistake I made that I certainly learned from and won’t make again.

Since the position ended, I have enrolled in continuing education courses to gain the extra skills I’ll need to be as successful as I can in my next role. I also understand how important it is to communicate effectively with my manager and be up front about what I’m doing well and where I struggle.

While it’s not pleasant to have been let go, it was something that helped me reevaluate how I handled my work and will make me a better performer in the future.

Can you tell me what you would look for in the first 90 days to determine if someone is successful in the role, or not?

The answer takes less than a minute to articulate, without going into too much detail. For more tips, read How to Explain Being Fired During a Job Interview.

By taking appropriate responsibility without any bitterness or deflecting blame, the job seeker accomplishing 3 things:

1. It shows that they’ve learned from the incident and are doing something so that it doesn’t happen again.
2. It looks forward to the future.
3. It asks a question to move the conversation in a different direction.

The Bottom Line on How Employers View Being Fired

Taking an employers’ perspective into account when pursuing a position after being fired can help you overcome the circumstances and come out on top!

More Tips to Transition from Fired-to-Hired:

• How to Recover From Job Loss
• Laid Off or Fired?
• Recovering From Being Fired
• In a Job Interview, Answering Why You Left When You Were Fired
• Resume Example: Just Fired
• Beating the Job Search Blues

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post How Employers View You Being Fired (Sample Explanation) appeared first on Job-Hunt.

And, obviously, in getting the job offer.

Follow-up is one of the things job seekers often seek advice about, and one that many don’t do very well.

As an Executive Recruiter, I often coach candidates I’m working with on how they should be following up with the potential employer, yet it still often doesn’t get handled well. Here are my observations…

Disconnect Between Good Practice, Good Intentions, and Reality

The vast majority of people will tell you to send a thank you note after a job interview.

Yet only around 25% of them ever actually do it!

There’s a very large disconnect between what they say they believe, and what they actually do.

Consequently, by sending your thank you note after an interview, you distinguish yourself from the majority of other candidates.

The Positive Impact of Following Up

A very brief acknowledgement of the contact, written professionally and without typos, signing off with your contact information so they always have it handy, does nothing but make a positive impression.

As a recruiter, seeing how my clients (the employers) choose one candidate over another, the “little” things may tip the scale toward one candidate over another when both seem closely qualified.

After receiving good follow-up, hiring managers frequently tell me —

“This candidate seemed to be more interested. They sent me a thank you note, and the others didn’t.”

“This candidate was persistent, they called and followed up regularly, and were very thorough in the process.”

Rather than simply claiming important skills, you are demonstrating them:

• Your attention to detail.
• Your communications skills (grammar, spelling, email).
• Your follow-through.
• Your understanding of business etiquette.

The most “technically qualified” person is not always the person who receives the job offer. An employer wants to hire the best “complete package.”

Communication, personality, professionalism, and tenacity have as much influence in the selection process as skills.

Common Job Seeker Fears/Excuses

These are the reasons I hear most often for not following up.

•   Fear of Stalking  

  While I agree that it’s a bad idea to hound someone, I find that most job seekers believe they are a stalker LONG before the employer ever feels stalked.

  Most people are too reluctant to be persistent. Being professionally, and pleasantly persistent is key. An employer that receives a call or email from someone that is professional, respectful, brief, to the point, upbeat, and humble will not be put-off.

  Rather, much more likely to be impressed by the interest, and the way the person communicates and presents themselves. They will also notice that the candidate is different from other candidates, because the vast majority of people don’t do it.

•   Oops – I Forgot  

  A common response when I ask someone if they followed up after an interview or some other connection is for them to say they “forgot.”

  In most cases I don’t think it’s their memory that kept them from doing it, but rather that they didn’t know how to do it well, assuming — wrongly — that no follow up is better than saying something in a less than ideal way.

  While it is critical that a note has no spelling errors, terrible grammar, or slang, there are generally no magic words that need to be said. Whether it’s in a phone call or a note… brevity is a virtue.

  A simple “Thank you for your time and consideration” will make a positive impression, while no follow up makes none, leaving you lost in the majority who don’t follow up.

•   Fear of Appearing Desperate  

  The assumption made is that following up and thanking the employer for each contact makes the job seeker look “needy” somehow.

  If each call and email sounds as if you’re practically begging for the role, then I would agree that you sound desperate.

  However, if you follow up with confidence, cheerfulness, and professional determination, you create an impression of someone with resolve rather than desperation. How you do your follow up makes the difference.

Bottom Line

As you go through your job search… making networking contacts and introduction calls, sending resumes, applying online, going to interviews and making other connections… how well do you follow up? Be polite, professional, and consistent. You will see the difference in your results!

More About Interview Follow Up

• Guide to Writing Interview Thank You Notes
• Email Thank You Do’s and Don’ts
• 7 Costly Interview Thank You Note Mistakes
• Turning Rejection into Opportunity with a Thank You Note
• Should You Ask for Feedback After a Job Rejection?

About the author…

Harry Urschel has over 25 years experience as an independent recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @HarryUrschel and on LinkedIn.

The post How to Avoid Common Mistakes in Your Job Search Follow-Up appeared first on Job-Hunt.