Hey everybody.
It is Andy.
It is 11:00.
It's Thursday, 11:00 Central Time, Thursday in the US, and you found my YouTube channel
and my live office hours, and I am giving free career and job search advice, and with
a wonderful heart and a little bit of a sad face, this is the fifth of five programs in
my mini series for the summer.
We're going out with a bang.
We're going to talk about how to prepare for a job interview, and it's really ... I'm going
to give you 10 great items, a really nice checklist to make sure you're ready.
But before we get into that, I just want to introduce myself for the folks who are coming
in who don't know me.
My name's Andy LaCivita.
I'm the founder of milewalk and milewalk Academy, and award-winning author of "The Hiring Prophecies"
and "Interview Intervention," and I have for a very long time been helping people succeed
in their careers.
I've done that through my search for milewalk, which I founded in 2004.
More recently, I launched the milewalk Academy in 2016, which is my training site where I
teach on all things career and personal development related for individuals, and I teach on hiring
for organizations.
Now, all of that information, my contact information, my blog, the training site, all the links
to my social sites, that platform, are in the description and also in the description
are four or five really nice giveaways.
I want to announce them now so you know that they're there.
You can get them later, and I'm going to refer to them throughout this session because they
have places in these 10 steps I'm going to talk about.
I've got a free resume webinar.
It's about an hour.
It talks about how to get your resume noticed.
I've got free resume templates for college students and professionals.
I've got a great job interviewing webinar that's one solid hour of everything you want
to know about how to answer and ask questions in a job interview.
That's called Three Keys To Ace Any Job Interview.
I've also got a great eBook called "Ace Your Job Interview."
It has 14 of the most effective job interview questions.
It's got variations of those questions, why the employer asks them, what the employer
is looking for, and the very best responses.
Those aids should really help you as you get ready for your job interviews.
Now, one of the things that ... I want to level set us today.
I mentioned about the checklist and the 10 steps and all that good stuff.
I don't look at this as me giving you a checklist.
I don't look at this as trying to get you to enroll in one of my courses.
This is about, and I'm putting everything I've got into giving you the tools to change
your future.
That's the future that you want and the job you want or the career you want or with the
organization or the business you want to run, whatever it is.
I want you to think about, as we go through all these points, how pivotal these points
can be to changing your future.
It's really, really a big deal.
Your outlook, your attitude, how you see things is going to have a lot to do with your success.
I don't think that you can see this.
This is my 65-point inspection checklist for when I would go into an interview.
I've got to go through all 65 of these, but I am going to give you 10 great points, but
I want you to know there's an awful lot that you need to be mindful of as you go into these
interviews.
Let's talk about some of these things.
Number one, and by the way you don't need to do them in this order.
I outlined the 10 steps in the order that I would think through kind of going from top
down in research to role to personal to so on, but you can do these in whatever order
you want.
But number one is you've got to review the corporate website.
You're probably laughing, thinking, "Hey Andy, duh.
It's the first thing I would look at."
Actually, it's the first thing 95% of you look at, but what you look at is not the same
as what you see.
If you and I look at the website, we might see different things, and it's very important
what you see.
It's very important the questions you ask yourself when you look at something because
that will change what you see.
When you look at the corporate website, how are you feeling?
What image does it portray?
Can you clearly see the products, the services, the news related to this organization, where
they are in their space?
Are they a leader?
How do they feel about their employees?
Is there information for their customers and their employees?
Does it look attractive?
Would I want to sell that product?
Would I want to market that product?
Would I want to account for that product?
Would I want to build or maintain that product?
Whatever it might be, think about all the questions that you could ask when you look
at that website, and think about 10 years ago, when you'd look at a website.
I would say to my job candidates, "Hey, you're not your resume.
They really need to talk to you to figure out who you are and what you're about."
I'd say, "Yeah, you know, my clients, those companies that are hiring, they're not really
their website."
But today, there's absolutely no excuse not to have an awesome website.
It's inexpensive.
A lot of times you can just do it in house.
You can outsource it for very little money to come up with something very cool.
There's absolutely no excuse for any great company not to have a great website.
That's like you going to a job interview not caring what you're wearing and not caring
whether you comb your hair or not.
I want you to understand that that sends a message to you.
It sends many messages, and the questions you ask are going to make the difference,
so that's number one.
The second thing is actually an extension of number one because I would also take a
very, very good look at their career portal.
You can tell an awful lot by what the career portal has.
Is it just a list of jobs?
Is it "Click here.
Click your location.
Here's the openings," and so on?
Or, are there employee testimonials?
Is there recruitment news?
Is there videos and advertising around what it's like to work there?
What are the benefits of working there?
Why would somebody want to work there?
Is there demonstrations of employees who have grown within the organization or testimonials
about what attracted people to the organization?
There's loads of things that you should look for when you look at these career portals,
but the career portals send subliminal messages to you.
One of the things you should do as you are preparing, as we're talking about, and there's
many things related to the job, but when you start to look at the career portal in aggregate,
not just for your job description, we'll get to that one later, but when you look at the
career portal, what do you see?
Do you see a lot of openings for a particular position?
Is that growth?
If you go into a job interview and you made a mental note there were 100 open sales positions
and you asked the company, "How big were you last year?
How many people?" and they say, "200," and you say, "Well how many people do you have
this year?" and they say, "205," alarm bells should be going off in your head because they've
got a lot of open positions which means there's a lot of turnover.
They aren't growing at the rate that you would think that they would be, at 20 or 30% or
whatever you would expect.
There's an awful lot you can glean from the career portal.
Take a look at that, and companies who care about their employees will spend extra time
in that section of the website.
That's the second thing that I would look at.
All right, number three.
Number three is two things at once.
It's the corporate social sites and the corporate review sites.
Think in terms of social, social media.
Does the company display, do they display events, messages, articles from key employees,
any employees for that matter?
Are they sharing their knowledge?
Are they creating a community whether it's of their own employees, customers, partners,
people that have bought their service or their product or whatever it might be?
It's not difficult to maintain the social sites these days, and a lot of really good
companies have somebody dedicated to keeping that up.
There's an awful lot you can glean from there, and even if it's just more about how you feel
about the organization, what messages they're sending, what they're sharing.
Are they philanthropic?
Whatever it might be.
The other place you want to look, is part of number three, is the corporate review sites:
Glassdoor, Wetfeet, Vault.
There's a bunch of them.
Go out there.
See what the employees are saying.
Take it with a grain of salt.
One thing I want to caution you when you start reading corporate review sites is you often
times get a lot of unhappy employees who are more than happy to go out and write bad reviews
on their former employer.
But just remember, they're not you, and things change at light speed these days so a lot
could have changed.
There might be some grain of truth to what they're saying, but I would rather you go
and investigate it for yourself and make that determination.
That's number three.
Number four: the job interviewers.
Most of the time, not all of the time, you will have some advanced notice of who you're
going to meet with.
If you do have advanced notice, then there is absolutely no excuse for you not to find
out everything you can possibly find out about him, her, them, or whatever.
Go out in to cyberspace, Google them.
Look on the website.
Look on LinkedIn.
Look on any of the social sites.
It is not stalking.
This is due diligence.
You are you looking to better understand in advance this person.
Is this person knowledgeable in a particular area?
Have they written something that's been published?
Are they a columnist?
A contributor?
Are their organization's spokesperson on something?
Whatever it might be, because that will breed great questions from you where you can dig
into something a little bit more to something that's personal for them.
I'm not going to go into how to ask all your questions.
I've got a whole webinar on that, but it really will help you and it will spawn some questions
or at least data that you might want to have in your hip pocket about that particular person,
what resonates with them, what might they find interesting, what do they speak passionately
about, all that good stuff.
You will be amazed at what's out there.
Number five: the job description.
I've shot many videos on how to use the job description.
The one thing that I really want you to do is I want you to really study the job description.
Make sure that you know it.
Make sure that you understand it.
Generate some questions from it.
Make sure you've got a good feel for what you think the job entails because you're going
to get some clarifications of that during the session.
But here's the other thing.
When you look at that career portal and you see your job description and the one that
you are interviewing for, assuming you know that that's the position that they're recruiting
for or you're interviewing for, look at all the positions related to it.
You want to look above.
Look at is there a more senior position?
Is there a one step down, a junior position?
You want to know what those positions are because in the job interview, you may fall
short of expectations or experience in which case the next lower position might be appropriate
for you, or you might have more than enough qualifications to reach above.
You also want to see if they are interacting with other positions.
We work with engineers, and some of these system engineers or network engineers or whatever
they might be, might work with a sales person on a sales pursuit.
Maybe you're a technology company and you're introducing your product or your service to
a potential customer.
It's usually a team effort.
If it indicates that whatever you position is is likely to interact with other positions,
then you want to look for those positions and see if they have openings and what those
job duties look like, or you might want to actually look at people who are holding those
positions.
You can use LinkedIn and go search for them.
Just put the title in to LinkedIn, put the company name, and you're likely to find who
those people are and look at their backgrounds, and just try to get a feel.
All of this insight is great homework to do.
It will help spawn some additional questions about the interactions.
It'll get you ready in case you need to step up or step down into the positions.
It's very, very common that that happens, based on the interviewer's assessment.
You want to know in advance, when they say, "Hey you might actually be good for this or
that or that."
Then you know what they're talking about instead of trying to imagine.
That's really doing homework.
It's not just the job description.
It's all the footnotes in the job description.
It's all the relationships from the job description.
It's thoroughly understanding the job description, and it's physically bringing the job description
in with you, and you might want to bring those other job descriptions in with you as well
just in case you have to glance at them
All right, number six.
Now, we're talking about them.
We're talking about all the stuff you can do.
Look at the company, look at their reports, look at their websites, look at the people.
What about you?
Your requirements.
For those of you that are avid followers of me, you know I go into great lengths to talk
about self awareness exercises and making sure you know your needs, your why, your requirements,
your strengths.
That is what sets you up for success because knowing all of that and what drives you and
your happiness also allows you to generate questions to investigate that, so have your
list of requirements with you.
It is amazing how quickly I could make you forget your requirements by distracting you
with the walls of the office or the people going by or what I'm saying.
When you're in hand-to-hand combat, so to speak, I know these job interviews are hand-to-hand
combat, although they might feel like that sometimes, but when you're doing that and
you're under duress, you forget what's important to you.
Don't lose sight of it, and the other thing that you want to do is number seven.
You actually want to make sure that you bring your questions in that are in alignment with
your requirements.
That's the most important aspect for you personally.
I'm not going to go into great detail about this.
There's corporate level questions because you have to ask whether or not the organization
is healthy financially, if it's growing, if it's a leader, what the culture's like, and
all that good stuff.
You're just investigating whether or not it's a solid company, but the answer you are really
trying to get when you're asking your question isn't whether this is a good company.
It's whether this is a good company for me, and your requirements allow you to assess
that, so if you have your requirements, you can generate your list of questions and have
them both with you so that you can walk through that when you're given an opportunity to ask
your questions.
That's number seven.
Now, to help you with that, I mentioned earlier that I have a job interviewing webinar called
Three Keys to Ace Any Job Interview.
It's a doozy.
7,000 people have been through this in the last five months, and it is really helping
a lot of people on how to answer and ask their job interview questions.
In that webinar, in that Three Keys To Ace Any Job Interview webinar, the attendees get
a couple of great free eBooks.
One of them is how to interview the employer, 75 great questions to ask before you take
any job.
I'm not saying you got to ask all 75 of them, but they're organized for you.
They're well thought out.
They are very good question, and you can start picking your questions from that eBook.
It's fantastic.
It is one of my most desired eBooks, and you can only get it if you watch my Three Keys
To Ace Any Job Interview webinar, which you can get in the description.
That's a big one, and I want to make sure you're ready for that.
You need to align those questions, those 75 questions or however many you can think of,
to your needs.
Not my needs but your needs, but I gave you plenty to pick from.
All right, we're talking about your questions.
Number eight is your responses.
You need to be able to answer the questions effectively that they ask.
Here again, I've talked about this in the past.
Some of these live office hours sessions ... I think the first one was the Tell Me About
Yourself question.
I think the second one or third one was, "Why do you want to work here?"
We talked at length about how to go about that.
One of the things I also give away, I mentioned this earlier in the introduction to this,
I have a free eBook for anybody who joins my blog.
It's called "Ace Your Job Interview: Master the Best Answers to the 14 Most Effective
Job Interview Questions."
It's a fantastic magazine-style eBook.
It will give you the 14, what I consider to be the most effective, job interview questions.
There's 43 variations in there as well: why the employer asks them, what the employer
is looking for, and the very best responses.
That will get you started in getting your responses ready for those types of questions.
That, in my opinion, will give the employer 85% of what the employer needs to know about
you.
The other 15, 20% that's really critical are your particular skills and for whatever function
you're interviewing for.
If you're an accountant, you better have good accounting skills.
If you're a sales person or a marketer and so on, but that eBook is great.
The other thing is that Three Keys To Ace Any Job Interview webinar teaches you how
to tell your stories and respond most effectively to any job interview question.
Check that out.
I'm really arming you with some great free stuff here.
Okay that was number eight.
Where we at?
Number nine: your resume.
As sad as it is, you got to bring it in with you.
It is an all too often screw up by employers.
They don't read your resume.
They don't bring it in with them.
They're not fully versed on where you been or what you're doing or how awesome you are.
You've got to bring your resume in.
Just bring copies with you.
People are rushed.
They show up late to interviews.
They don't have what they need.
They didn't look at it, or if they did, they glanced at it a week ago when the interview
was set up.
I don't want you to get caught not having a copy of your resume.
Also, back to one of my freebies.
If you have not seen it or watched it, I have a video on YouTube called "How to build the
ultimate professional resume," and I also have one for the college students, "The one
trick to make your college resume stand out."
In this description you can grab templates that go great with those videos.
The videos are easy to find.
I have even a resume tips playlist on my YouTube channel.
You can check that out.
I also have a free resume writing webinar.
Actually it's more about getting the resume noticed.
It's called Three Secrets To Get Your Resume Noticed.
It's about 50 minutes of how somebody looks at your resume, what they're looking for,
the dos and don't, how to make it stand out, all that good stuff, so check that out.
Build a powerful one.
I'm sure that you are in good shape.
If you're interviewing, they must have liked something that they saw, but if you want to
punch it up, check that stuff out.
That's all free.
If you really want deep training, I have paid programs for all this stuff too.
All right, number ten: your dress.
I get this question a lot from my candidates.
"What should I wear to the interview?"
There's nothing wrong with the question, but here's my standard answer to everyone.
Unless you are otherwise instructed, you should wear full business attire.
I realize that very few organizations and industries anymore require you to wear a suit
and tie if you're a man or a full business dress or pant suit or a skirt suit if you
are a lady.
But unless you are otherwise instructed, that's how you should show up.
If they tell you you're welcome to dress business casual, then dress business casual.
But I would take the business casual a step up.
If they say business casual, for me, I would probably through a sport coat on and a button
down shirt that I normally where when actually do these things.
It's polo day today.
But you get what I'm saying.
I would always try to be just a slight tick mark above what they're asking.
If you are unable to wear a suit or a business suit if you're a woman to a job interview
that you're likely having during the middle of the day because you don't want to raise
suspicion with your current employer, then what I suggest is you either figure out a
way to get that tie on and that coat on or you make sure you alert the employer so that
they know it will raise suspicion.
Most of them, all of my clients, many, many of my clients, they're completely okay with
that.
As long as they are notified in advance, there's no problem.
If you just show up that way and start explaining, that usually isn't as good.
I just want to make sure you do that.
It sounds silly but I get asked that all the time.
Just to recap for you folks, the 10 steps that I would take, and obviously there are
subsets of all of these things, but look at the corporate website, look at the career
portal.
Spend some time.
I'm not talking about like glancing at a job description.
Really, really get in there.
Number three, the corporate social sites and the corporate review sites, make sure you
look at those.
Number four, the job interviewers if you know them.
Number five, the job description and any of its cousins and relationships that it has.
Number six, your requirements.
Number seven, your questions.
Number eight, your responses.
Number nine, your resume, and number ten, your dress.
Hope you liked it.
Okay, let's go to the phones so to speak.
Kara, how we doing?
Everything okay?
Everybody can hear me?
Nothing [conked 00:23:55] out?
Just looking at who's here.
Michael [McDevitt 00:24:05] is on and I would hope that everybody wish ... Michael's got
a big interview tomorrow.
Hopefully I'm not embarrassing buddy.
You know I love you.
It's a good one.
Everybody give him a shout out and give him good luck.
It's a big interview.
Kimberly's here.
Love to see you always.
Melanie.
Kara's always with me.
I can't do anything without here.
Hey Elizabeth, my accounting friend.
Ilene.
Olga.
Hey, Olga.
Gloria.
Suzanne, good to see you.
Elanor.
Jackson.
David.
David's here man.
Good to see you.
Victoria.
You guys are great.
Hang on.
Just floating down here.
Just getting caught up with you guys.
Mom is here.
Carl's here.
How great is that?
All right.
Carl, Shelley, Kay Flynn.
"Excited to learn.
Second interview coming up."
Kay, good.
I'm not sure if you're a he or she, but great.
Good luck to you.
Michelle.
Hey, Michelle.
Great to see you.
Carol, [Redesa 00:25:03].
Carol: "Again, how would I ask ..." Okay.
Wait.
I think I'm getting into question territory.
Hey Kara, I'm going to ask, Kara, I'm going to answer Carol's question first, and let
me know if I miss anybody and then I'll just keep floating down.
Carol Watson asked, "How would you ask a question if Glassdoor does have negative reviews about
a company?"
That's a fantastic question.
Almost every organization that you guys interview with will likely have negative reviews.
This is the first thing to understand about these corporate sites.
I mentioned Glassdoor.
It's very popular.
It might be the most notable.
Vault is a good one.
Wetfeet is another good one.
If you can get access to Hoover's that's great, but I think that's a paid subscription.
I am a huge fan of looking at that stuff, but I want to caution you.
The first thing is, take everything you read with a grain of salt.
For those of you who were on our private coaching session last night, somebody asked this, and
I used this analogy.
When you go to a restaurant and you love it, you turn to one person and you say, "It was
great.
I loved it.
The service was great.
Food was great."
If you hated the service, or you hated the food, or you hated the people, whatever, you
go on Yelp and you start ranting about it.
You got nine negative reviews to one positive review.
That's just the way the world works.
You're mad.
You're upset, for these employees or whoever they were that didn't gel well with the organization,
so they're more apt to go out.
You're likely to see a heavier dosage of negative reviews, even if the company's awesome.
The first thing is just take it with a grain of salt but look for the patterns.
Are they all talking about the same senior management person or team or unit or does
it look like all of those were from the year before last?
Or are they more recent?
Here again, some context around what those reviews are.
Jot them down.
In your list of questions what you want to do is you want to make sure that you ask the
question, yes, so Carol, the answer to your question is yes, ask it.
But the way you ask it is important because that will yield a different type of response.
It'll be a higher quality response if you say, "You know what Mr. Interviewer Man?
As part of my due diligence, I went through all the corporate review sites.
I noticed on Glassdoor there were some negative reviews in this area, or it seemed to be around
this time.
Here's what they were.
Could you just shed some light on that?
Are you aware of this?
Can you just shed some light on that?"
What you're doing is you're keeping them in an open posture as opposed to putting them
in a defensive posture where if you said, "Hey you know, I looked at your Glassdoor
reviews.
They were kind of bad."
How you tee it up, I think you want to be gentle.
You want to say, "You know, I looked at it.
I realized I know these things work.
I know often times when somebody's unhappy," and what you need to remember is they're not
you.
If you've got a positive outlook, if you're more congenial, if you get along with people
better ... I don't know what the review was, but you need to make sure that you keep it
in context, and when you present your question or your ask your question to the interviewer,
you're asking it in a manner where you're keeping them open and you're saying, "Hey
I get it.
I get it.
Can you just fill me in on that?
What was that?"
Then see what they say.
But that's what I would do.
Hope that helped.
Thomas, great to see you.
Shayna.
From Audrey: "Hi Andy, how can you really learn about a company culture during the interview?"
Shayna, so you must be Audrey's sister?
Maybe?
Okay, so that's awesome.
That is a fantastic question, and folks, just so you know, when I mentioned I wrote an award-winning
book.
My last book was a gold award-winning business, careers, and sales book called "The Hiring
Prophecies: Psychology Behind Recruiting Successful People."
The reason I bring that up is because I have built models and analyzed this stuff day in
and day out for a very long time, and I drew a conclusion.
My conclusion based on statistics and other goodness, stuff, surveys, observation, and
so on, cultural fit is the single greatest indicator of employee retention and recruiting
success.
It's very, very important for both sides to make sure that you are culturally aligned.
I want to spend a minute on what culture is because we all think about culture as it's
the feel of the organization and the personality of the organization, and do I gel with that?
Is it welcoming?
Is it entrepreneurial?
Is it team-oriented?
Is it analytical?
Is it driven?
Is it a meritocracy?
All of these adjectives that go into describing the culture are what defines its culture.
You need to determine if those adjectives and the way in which an organization behaves
culturally is in alignment with you, and do not be fooled into thinking that you will
adapt to the culture.
You will not adapt.
This is a big misnomer.
It's a huge mistake that employers make when they hire an employee and it's a huge mistake
that employees make when they take a job.
They think that they will reposition their personality to fit the organization, so if
you are an adaptable person and you think, "Ah I'm flexible.
I can go with the flow," you're fooling yourself because you will burn out over time because
you will constantly have to adapt every day.
That's not your natural waking state, so Audrey's question and Shayna's question here is really
good because you want to make sure that you can evaluate their culture.
She's asking about during the interview, what would she do.
Do you remember when I kind of glossed over your requirements and I said, "You need to
perform these self awareness exercises up front to make sure that you know your needs,
your interests, your strengths and so on"?
Part of your needs in that list should be the list of cultural characteristics that
you thrive with.
List them out.
If you like a team-oriented environment, if you like a supportive environment, if you
like a fast-paced, a slow-paced, a structured, an unstructured, whatever it is because everybody's
list is different, you want to list that out, and then you want to start generating your
questions to determine ... So if you have your list of requirements and you have your
cultural characteristics, which are your requirements, they're part of your requirements, you should
generate questions that elicit information about whether the organization is team-oriented
or is fast-paced or rewards its employees.
How does it reward its employees?
I would align those questions.
Now, the specific questions that go along with the traits, what I would do is I would
watch my Three Keys To Ace Any Job Interview webinar.
I would get the 75 questions, and I would start looking at those particular questions
and see which ones align to eliciting insight about the traits that are important to you.
To recap that answer, list out the adjectives that you would use to describe the environment
or the culture that you thrive in.
Then identify questions that help you know whether or not they meet those, how they demonstrate
those characteristics, and that's how I would do it in an interview.
Glad the Burton ladies are teaming up there.
Oops, sorry.
Let me get back to Shelley.
Shelley Caruso: "Should a resume be written in third person as, 'She has'?"
No, don't write it in third person, and don't write it in first person.
You don't need to use pronouns.
You can actually make your sentences fragments if you want.
It's okay.
Make them as complete as possible, but don't use pronouns at all.
Okay.
Diane.
Hey, good to see you.
Craig Patrick, glad you are with us buddy.
Jackson.
All right let me read this one.
Okay.
I'm going to read this one out loud, and buddy ... Jackson, by the way, if you are not in
my resume course and workshop, you are now.
It's free.
It's on me.
I want you to send me an email to Support@MileWalk.Com, and I will get you set up.
That comes with three additional months of coaching.
You will love it.
Okay.
Jackson asked, "Imagine a situation where the person updated their resume after applying
for a job.
Now at the interview, you are taking a much improved, Andy-tastic resume.
Would this be an issue?"
Absolutely not.
What I would do, Jackson, it's not a problem, if you were going to an interview and you've
made a new resume, it is okay for all of you, don't be bashful.
What I would do is I would email a copy to the Human Resources person or the recruiter,
and I would just say, "As part of my job search, I've been updating my resume, trying just
to make it more effective, tell a better story about myself.
I've got an updated one.
Here it is," and send it to her or him and then they will hopefully distribute that to
the interviewers.
Then what I would do is I would bring the new one in and I would give that one out,
and I would say, "Hey actually, I've got an updated resume.
Here it is."
That's all.
That's cool, and then hopefully they'll go off that one.
All right that's awesome, and I am looking forward to having you in the resume program.
Olga is here.
How are you?
I do already know you are from Europe, so you have a work visa for just one year.
"What would be a convenient answer for question how I see myself in three to five years?
Please share your thoughts on this."
Okay.
I'm going to give you a couple of different thoughts here.
Number one, and here again, only for the people who watch all my stuff, which is basically
nobody, but I know a lot of you follow a lot of stuff that I put out there whether I write
it or shoot it or podcast it or video it.
I cannot stand these three to five year into the future questions because you don't know
where you're going to be in three to five years.
I think it's an unfair question.
I know why employers ask it, but it's a terrible question.
It doesn't tell them anything about, I mean, really.
You might have a vision for yourself, but you also might see something tomorrow that
raises your level of passion for something, and you might change your mind, but I understand
we have to answer these ridiculous questions.
If I'm asked, this is in general, if anybody is asked the three to five year question,
what you should do if you've done your homework is you want to talk about the advancements
that that job description likely will yield in the next three to five years.
Assuming you're following that career path upward, it's the safest answer because they
are looking for somebody who wants to grow in that particular role within their organization
because they want to know you're going to stay for three years or five years.
That's not a terribly long time.
It's a reasonable time for you to be an employee at a particular organization.
They want to know that your interests are in alignment with what they're hiring for.
That is 90% of the time.
90% of the time.
You could add some additional skills and other things related to it, but generally speaking,
figure out what a growth path, or estimate, what a growth path looks like, and then what
you want to do is you want to try to fill it in and say, "I see myself as" up the same
slope.
Now, for you with the work visa issue, I don't know what type of visa you have.
There are different ones that require sponsorship.
Some do, some don't, some the individual will pay for, some the company will pay for, so
if you have a work visa that you're looking for sponsorship, that's a different issue
and something you should be up front about when you let them know.
That's a whole separate issue.
That's a visa issue.
I'm not as well versed in all the different visa types like the H1Bs and all those others,
but they can be expensive to go from a visa to a green card to citizenship so some organizations
are willing to accommodate that.
Melanie, I'm guessing she's wishing Mike.
[Sarrio 00:38:38].
Hey, how are you buddy?
All right, Isis.
Gloria.
[Juicy Garner 00:38:44] Shay Jose.
All right, Gigi's here.
"Good luck."
Diane.
Michael are you seeing all this love, man?
You're going to nail that thing tomorrow.
Okay, Kimberly: "In a panel interviews the phone, how do you convey agreement with panelists
responses to your question for all when they take turns?"
Okay, Kimberly, I think what you meant is you have a phone interview and there's a panel
of interviewers, so you're doing some kind of conference call with more than one person.
What I tend to do is first off, this is just the side opinion that I'm going to give you.
I think it's terrible that you do a group interview over the phone.
I don't mind doing a group interview where you're sitting with a few people and somebody's
on a video conference or somebody's on the speaker phone, but when all of them are on
the speaker phone, that is very, very difficult for you.
First thing is, give yourself a little break.
I hate those.
I don't recommend that any of my clients do them.
I don't have a problem with group interviews where you're all there in person, or at least
you can see each other because then you can maintain eye contact.
What I tend to do when I am trying to let them know that something resonates with me
is I'm overt about it.
I try to paraphrase what they're saying and say, "I agree with that.
That's great," and I would paraphrase, but you need to be specific.
You can only respond to one of them at a time, which is really why I feel that's unfortunate.
I don't know that I'm giving you a great answer, but I think it's a really bad form on the
employer's part.
I tend to be overt.
I try to do what I call "the intent check."
I have an article that I wrote a long time ago about raising your communication intelligence
and your communication intelligence is your ability to exchange insight and information
with the other party where you both walk away with a mutual understanding.
Because if you don't walk away with a mutual understanding, you technically miscommunicated.
In your case, you want to be very clear that you understood them and you agree and it resonated
with you.
One of the best ways to do that is there's an intent check, and the intent check basically
says, "This is what I heard from you," in different words, not their same words, because
you need to use different words because that helps them to know whether or not you understood
it, and then say, "I agree with that.
I'm very much in favor of that," or, "I see that slightly differently.
While I agree with you, I would add," or something like that.
That is letting them know it's resonating with you.
That is letting them know you heard them correctly and understood it.
Check that out by the way.
It's an article on my blog.
If you just go into the Tips For Working With Blogging-Type Communication Intelligence,
it'll give you the tactics.
[Redesa 00:42:09].
[Alene Berit 00:42:11]: "How do I respond to a question about experience that I don't
have?"
Great question.
Fantastic question, and here's your answer.
For any of you that ever get asked a question about experience that you don't have, a product
you haven't worked with, technology you haven't used, something you've never done before,
the first line of defense is you always, always, always, always you speak about what you are
and not what you're not.
You're welcome to say, "I have yet to work with that" whatever, or, "I've yet to gain
that experience."
One sentence admission.
That's it.
Don't go on.
One sentence.
That's all you get.
Period.
Stop.
That's the first thing.
"I have yet to work with that" whatever.
"I have yet to experience that.
I have yet to do that."
Whatever it is.
That's it.
Stop.
End of that.
Then, you move into what you are.
You want to talk about what you have done that's related to that.
So, "I have yet to work with that technology."
Boom.
Stop.
"But, I have worked with these other analogous things or other analogous processes, or other
analogous experiences.
That's what I have done, and I know that there are parallels between this and this, and they
help me gain these capabilities that would help me come up to speed quickly on this thing
that I have yet to do."
That's the second part of the answer.
The third part of the answer is, "And in my experience, as with anybody who's going through
their professional life, I encounter things I've never done before, so when I encounter
that, here's what I do.
Here's how I educate myself.
Here are the steps that I will take to get up to speed."
What you've said is, "Eh, you know what?
Yeah, I haven't worked with that yet, but I've worked with something similar, and here's
my formula for getting up to speed really quickly, so you don't need to worry about
when I get faced with that."
At the end of the day, you can say to them, "Well what do you do when you're faced with
something you've never done before?"
Everybody experiences that.
If you have a formula, a three-part response, that tells them, "Okay.
I haven't."
Fine.
You admitted it.
You were honest.
"I have yet to do that."
Don't say, "I don't have that experience."
"I have yet to do that."
Don't use the word "no."
Second thing is, "But I've done this that's analogous."
If it's from volunteer work, school, I don't know how old you are, if you're coming out
of school and you only have school projects, part-time projects, maybe you're a savvy vet
and you have experience that you can draw from, but you want to make sure that you're
matching it and this is something candidly, Alene that you can prepare for before you
go into the job interview because you know what the job description entails, and you
likely know what they're going to ask you, where your experience is, that how it aligns
to that.
Where you have those gaps, you can blueprint this response.
As a matter of fact, if you download the "Ace Your Job Interview" eBook, it's item number
10.
"How do you educate yourself?"
I'm giving you the script and it is, "I've yet to do it.
What I have is analogous, and here's how I train myself and get up to speed so you don't
have to worry about it," and the recency is a big deal.
The last thing that you say is what they generally remember, so you end it on a high note.
You end it on two high notes.
That's what I would do.
Hope you liked that.
Gloria: "Is there a particular time of the year that companies set up interviews?"
So Gloria, generally speaking, companies do a lot of hiring in the beginning of the year,
in the first quarter, January, February, March.
Companies hire throughout the entire year.
That's first and foremost, but you see spikes in the early part of the year because there's
new projects, new budgets, new inspirations.
You see people who are also leaving to go to new jobs, so there's this domino effect.
I'm leaving one company; that's creating a vacancy.
Or, I'm building a new project.
I got a new budget.
I need new people for that.
Then what happens is there's still usually good hiring in the second quarter, and then
it kind of tapers down a little bit in the summer into the fall.
Then when October rolls around, you have very little hiring because a lot of companies are
setting up their budgets for the following year.
Then by the time November comes around, or whenever it is, later toward the holidays,
then all of a sudden, they need to start to recruiting again because they need all those
people for January.
That's generally speaking.
However, good companies hire all year round and all companies are victim to some level
of turnover, so there's going to be people that are vacating positions, so they're open.
But generally speaking, there is a pattern to it, which I just gave you.
Hope that helps.
Isis: "Hi Andy, what is the difference between Tell Me About Yourself and Walking Me Through
Your Resume?"
Well, that's a very good question.
It's a really good question.
When they leave you to your own devices to tell them about yourself, they're giving you
the freedom to talk about whatever you want, so you can talk about anything.
By the way, I would highly recommend you watch my Tips For Work And Life video on Tell Me
About Yourself, The Best Way to Respond.
It's on my YouTube channel or in my blog.
As well as, the first live office hours that we did where I talked about Tell Me About
Yourself and I gave you script of how to handle that.
But if they say, "Walk me through your resume," then just start from the beginning and then
walk them through and then let them know what was happening and what you were doing.
Basically they're saying, "I want you to literally walk me through your background."
In one question, there's no structure and you need to create structure.
In the other question, when they say, "Walk me through your resume," they're giving you
the steps they want you to go through or basically the list or the contents that they want you
to discuss.
That's really the difference.
That's all.
Gloria: "In some countries, the summer time is the slowest season."
Gloria, that's right.
In a lot of countries the summer time is the slowest season because a lot of people are
on vacations and they've hired a lot in the first two quarters.
All right, Thomas Seamore.
Oh, sorry.
Thomas, I hope you're doing well.
"Any advice for job seekers with disabilities and also those over 50+?"
Yes, and I would love to point you to my video on How To Overcome Age Discrimination in A
Job Interview.
I would check that out.
It's a hit.
It's a great video that highlights what the biases are and what I would do to overcome
those biases.
It's not really the disability or the age that's the bias, believe it or not.
It is the stigmas and the associations that people make with what goes along with somebody
who's 50 or older.
They think your techniques are outdated.
They think you don't want to learn anything.
They think those kinds of things, so without me going into all of how I would respond,
if you check out that video, you'll have my answers of how to overcome them and what you're
dealing with, so I hope that helps.
All right.
Sarrio: "I have a interview for a few ..." Okay.
You hit me with a double whammy and that's cool.
All right, so Sarrio Mallard: "I have an interview for a few executive management positions in
another country.
How many interviews and types of interviews can I expect?"
That's a great question.
Let's take that one first.
For a lot of you, whenever you're giving me your questions, give me as much context as
you can.
A different country could be across the border.
It could be across the ocean, or it could be around the other side of the globe.
If you are interviewing in another country, there's obviously logistical issues, although
in today's world it's very easy to do these video things.
I would expect probably either some phone interviews or some Skype or video or Google
Hangouts interviews or whatever.
If you are an executive, it depends on the size of the company and how large it is.
I don't know what your industry or the size of the companies are.
MileWalk, my executive [searchroom 00:51:23], we deal with executive level folks.
Some of these interviews take months.
It could take three months depending on the number of people that they have to get lined
up and the schedules of the other executives that they need to meet with, but here's what
I would say that's probably standard.
The best set up for any company who's interviewing an executive is you start out with a very
senior person, preferably whoever your boss will be.
That should be in the front, or it could be some recruiting and HR folks, but basically
you want to get who your boss is going to be.
You don't want to waste a lot of time.
Executive level folks are super busy.
They don't want to waste your time.
They don't want to waste their time, but they want to make sure that you are worth having
an entire process with.
Then what usually happens is you might meet some of the other executives second or third.
You might meet some of your colleagues or some of your other superiors, and along the
way, you might also, I'm highly in favor of you meeting any subordinates that you might
be managing because you want to understand what you team looks like and who's there and
give them a sense of who you are.
Then circling back with Human Resources people as well as the executives again, additional
time with your boss or the senior level folks in the organization.
How long a period of time they take to do that is highly dependent on the organization,
the type it is, how big it is, how difficult the schedules are, so it's very difficult
to tell you it's going to take a week, a month, three months, and so on.
If you're out of the country, they're certainly going to want to package up these time frames
if you have to go and visit them, but my guess is you're going to have a number of these
first live interactions via video and then a trip or two.
It also depends on where that country is.
I hope that helps.
Really, it really depends.
The other question you asked is why do you want this job.
That one, what I'm going to do is I'm going to point you to the live office hours that
I did.
I think it was my second one.
If you just go to my YouTube page, you'll see, it literally says, "Why Do You Want To
Work Here?"
And just go and look at that script.
All right.
By the way folks, I'll say this again at the end, if you like what we're doing, make sure
you subscribe to my channel.
Every Tuesday these things come out.
Actually, at least every Tuesday plus I have other things.
Share this with folks.
Let them know you're enjoying this.
These have been a great hit for a lot of people and I love doing this live, but I'm getting
a lot of folks that are watching this after the fact and if I don't get to any of your
questions, if I don't get to your particular question, you can always ask me in the comment
section because I'm going to clean this up and we're going to post this later tonight,
so I hope you stay with me there.
Elizabeth Chesney.
All right, "In an interview, is it okay to say something like 'If you find that someone
else is the best fit for the position, can I be considered for another position or apply
for other positions?'"
What I would say is ... okay, so the general answer is yes.
The general answer is yes, but I wouldn't package it that way.
What I would say in an interview, and by the way I would only say this to the hiring authority
or the Human Resources official or the recruitment official.
I would not say this to people who are interviewing you who do not have the final say or heavily
contribute to the final say of hiring you, but HR and recruitment folks are the exception
because you want to make sure that they are aware of your thoughts.
What I would say is, "I really enjoy this time we're spending and I love your company.
The most important thing for me would be to work here in some capacity, so if you don't
feel I'm an ideal fit for this role or it doesn't work out, I would love to be considered
for any other role you think I would be a great fit for, because it's more important
for me to join a winning team," and something like that.
I wouldn't bring the other people into it.
I would just kind of stay away from that.
Michael is thanking everybody.
That's awesome.
Alene, you're welcome.
Michelle, oops.
Sorry.
Okay, Michelle Middleton.
I think I got that right.
Okay, "Is it acceptable to correlate what I have done at home in my lab to specific
requirements for the job I am interviewing for?
For example, dynamic routing configurations."
Yes, so you are a technologist, networking person, and you are building a sandbox in
your house.
That is awesome, and I would talk about it and I would advertise it in the interviews,
heck yes.
Karen, hey Karen.
How are you?
"Not every company's fiscal year is aligned with the calendar as well so some companies
hire quite a bit ..." That is totally, totally true.
Karen points out when you're looking at ... This goes back to, oh, I can't remember who's question
it was, but about, maybe it was Gloria.
"Are there particular months or quarters where the hiring is more so than the others?"
That generic answer, but Karen thanks for that clarification, is usually in the beginning
of the fiscal year.
That is important, so you might want to find that out.
You might want to find that out.
Okay.
Let's see.
Carol: "It's me again.
I have two interviews so far.
Not had one for a long time.
How should I have dealt with number one, being told that I was old," oh my goodness, "and
two, interviewers high-fiving each other during my presentation?"
Okay.
We get this a lot.
I work with a lot of people of a variety of ages, and we hear these things.
The first thing, I would say, not to be flip, is "There's no way I'd want to work for that
company."
If that is the behavior of the people that they are willing to put in front of you during
a time that should be the most respectful, cordial, fun, interactive ... if that's the
way they behave, I wouldn't want to work there.
That's what you're getting yourself into.
They should be on their best behavior in the recruitment process if you ask me.
I can't believe that they told you you were old.
That's terrible, but I would save myself, Carol, a lot of grief and chalk it up to that
I wouldn't want to work there, and I would try to erase them from my memory.
I honestly, I can't believe that, but that's what I would do.
That's actually my best suggestion.
It really is.
All right, thank you so much.
Gloria, try to get in here, sorry.
Oh, hang on folks.
I'm just trying to make sure I'm in the right spot.
Thank you so much.
Gloria: "How long do you suggest waiting before checking with HR or the hiring manager about
your resume received?"
Generally speaking folks, rule of thumb, whether it's resume submission, a job interview that
you had, and all that good stuff, when you talk about wait time, seven calendar days
is magical.
That's kind of the rule of thumb.
Here's what I suggest.
If you, Gloria, submit your resume, not everybody is going to respond that they received it.
That's okay.
It's not personal.
Sometimes they get hundreds a day.
Sometimes they get thousands a day.
Sometimes the recruiters are not working on everything every day, so it depends.
I wait seven days.
I send them a message, and I say, "I just wanted to follow up.
I submitted my resume a week ago.
I wanted to know if you have a chance to look at it and if you have any thoughts."
That's my first check in.
That's your second entry point.
You submitted your resume, whether you emailed it or put in the applicant traying system
and now you've sent them an email seven days later.
Then you wait two more weeks.
If they have not gotten back to you in two weeks, then I would send them a similar message
because now you're talking about three weeks.
Then if they don't respond, I let it go.
That's it.
Three strikes.
With an interview, if you interview with somebody, and by the way, you should be sending them
a "thank you" email and I prefer a card too within 24 hours.
If they say, "We're going to get back to you tomorrow or in three days, or in seven days,
or in ten days," you should wait the period that they say, but if they say, "We're going
to get back to you tomorrow," don't email them the next day or the day after and say,
"Well how come you didn't get back to me?"
A million things could have come up.
I would give them a few extra days.
If they say three days, you might want to wait five days before you respond to them.
If they say seven days, you might want to wait ten days to check back in if you haven't
heard from them.
But if they say, "We're going to get back to you tomorrow or the next day at the latest,"
and you haven't heard from them by the fifth or sixth day, then I would email them and
I would ask what's what.
Okay.
All right.
Shay, I love the live interaction as well.
Michelle, you are always welcome.
Carol, thank you.
Oh, "Enjoy your day."
All right, I'm never off, just so you know.
All right.
Good for you.
Go for it, Michael.
Jackson, best of luck.
Jackson, don't forget to email me.
Support@MileWalk.
Okay wait, Kara, am I down to the bottom?
Can you let me know?
Is that it?
Folks, I hope you're enjoying this.
I hope you are grabbing the stuff.
I think we're just about wrapped on time too.
Kara, did I get everybody?
Can you just let me know that?
Folks, do me a favor.
Check out the description.
There's tons of goodies there.
Take them all.
You're welcome to them.
I hope you enjoy ... If you like this, give me a like, a comment, and a share.
It's really, really helpful.
Oh, wait.
I see okay.
I'll take another couple.
I'll take one more.
Gigi: "How would you handle it if the hiring manager says, 'You are too expensive'?"
Folks this is a good one, because I know a lot of you wrestle with this.
There's a couple of ways.
Now, here again, when I talked before about context, if you are really interested in the
role and you're a little too expensive, you have a couple of options.
What you could do is you could say, "I really want this job, or I really want to work with
this company.
Is there anything that you can do to add to the job or job description or role that would
warrant paying me what I currently earn, or what I want to earn?"
So first thing is you want to stay financially where you are or go up, and the first line
of defense is you got to ask them.
They might say no.
That's fine, but ask them.
If you really want the job and are willing to take a pay cut to do it, maybe you're making
a change or maybe you really want to get in that company or whatever, then you need to
share that.
So, "I know I currently earn whatever, $100,000 a year but I would certainly be comfortable
earning less if it gave me the opportunity to work here."
By the way, this depends on your personal situation.
You might be able to take that pay cut, but that's how I would respond it.
"What could we do to the job to warrant paying me what I earn, so I'm contributing that level
of value?"
Or you can go the other way.
"I'm open to a reduced pay from what I currently earn because I really want to get in here."
That's for you to decide, Gigi.
All right, Suzanne, you're welcome.
Carrie: "First time live finally.
I'm reinventing myself for a Human Resources position.
Love it.
Enjoying the knowledge."
You are welcome.
Gloria, great.
You are welcome always.
Leo: "Hey Andrew, I heard that Forth of July and August isn't the best time to apply because
employers and employees are going on vacation.
Is it better to wait or risk having my resume getting lost?"
Leo, that is a fantastic question.
Folks, remember this.
I know you want to increase your odds of getting hired, but this is about you.
It's not about me.
It's not about them.
It is about if you are ready and you are looking, put it in.
Trust me.
We've got these stereotypes about when we're doing certain things just like I gave you
that answer, "Hey they generally hire in the beginning of the year and July and August
is slow," or whatever, it's not 100%, and you don't know that.
Don't try to guess.
Your resume's ready.
You want to roll out there.
You send it.
You don't hear back from somebody, you give them a little extra time because if it's a
holiday they could be on vacation, but you poke in.
Maybe you wait two weeks.
This is about you.
It's not about them.
It's not about me.
It's about you.
Okay, and it won't get lost, and you can always shove it back in their inbox.
All right folks.
I love doing these things, so check me out on the blog.
If you're on my subscription list, which you all should be, Tuesday is new video day on
my YouTube channel and on the Tips For Work And Life blog.
Give me a like, a comment, and a share if you love this, and make sure to grab the goodies
and sign up for the free webinars and all that good stuff.
Until the fall, live-wise, have a great one.
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