Pointers for group interviews

Imagine showing up for a job interview only to discover four or more applicants waiting to speak with the hiring manager at the same time as you. It’s a predicament job seekers are more likely to face as companies streamline the recruitment process. Interviewing multiple candidates at once also provides employers the opportunity to observe how individuals behave when under pressure in a group setting.

A multiple-person interview may seem more nerve-racking than a one-on-one meeting, but it’s a prime opportunity to showcase your strong leadership, communication and teamwork skills. Here are some tips to help you shine:

1. Be ready to strut your stuff

Before any interview, list three characteristics associated with the job description and prepare to demonstrate that you posses them during the session. For example, if you’re interviewing for an event coordinator position, you might recount a conference you helped organize at the last minute to highlight your exceptional time-management and multitasking abilities.

2. Get the lay of the land

A group interview can involve multiple job candidates, as well as multiple hiring managers. So, once the meeting begins, try to read the different personality types in the room. Don’t assume the person who is quietly observing possesses no clout; often, the least talkative person is the ultimate decision maker. You can get a sense of the hierarchy by observing whom your interviewers make eye contact with as they speak; typically, employees will watch for their managers’ reactions to what they are saying. Regardless of who appears to be in charge, show equal respect and professionalism to everyone in the room, including other applicants.

3. Assert yourself

If the interview is structured as an open dialogue, make sure your voice is heard -- but never at the expense of interrupting others, which is a sign of poor sportsmanship. If you have something meaningful to say and someone else is speaking meaningful to say and someone else is speaking, wait your turn. At the same time, avoid dominating the conversation -- another sign of poor team play.

4. Show grace under pressure

Because there are multiple people being interviewed, you may not have much time to formulate your responses to questions posed by an interviewer. If others start chiming in, and you’re still considering your answer, resist the urge to immediately insert your thoughts; a poorly phrased answer can do more damage than saying nothing at all.

5. Expect the unexpected

With more than one person vying for the spotlight, don’t be surprised if someone makes your point first. If this happens, think of a statement that adds to the conversation; this will show the hiring manager you can listen well and think on your feet.

6. Play up your people skills

During a group interview, a hiring manager may split the group into small teams and assign a hypothetical problem or case for each to resolve. In these situations, the interviewer is likely looking to see who takes charge, how well the person delegates tasks and how the other member react to his or her leadership. The hiring manager might also observe how well individuals improvise, use their reasoning powers to win others over, and give and receive criticism.

7. Up the ante

Interviewers often favour candidates who ask meaningful questions because quizzing a prospective employer shows that applicants are genuinely interested shows that applicants are genuinely interested in the organization and have done their research. Posing insightful questions is also an easy way to stand out in a group interview, since some candidates will likely arrive unprepared. To develop thoughtful questions, study the job description and research the company beforehand.

Preparing for a group interview is very similar to getting ready for a traditional one-on-one interview. The key to succeeding, however, is acknowledging the other applicants, and then acting strategically to distinguish yourself as the candidate of choice. If you can do this in a professional and polished way, you may be chosen for a follow-up interview or the job itself.

Tips for getting the recognition you deserve

Employees who receive regular recognition are more productive, rate higher on consumer satisfaction surveys, have increased co-worker engagement, have better safety records and are less likely to leave the organization

Please, not another T-shirt!” “I resent the money that’s spent to purchase doodads. It could be spent much more wisely.”

“Certificates of appreciation? I hate the damn things.”

These are the comments of real employees who say they aren’t receiving enough recognition at work, as told to Cindy Ventrice, in her book, “Make Their Day! Employee Recognition That Works.”

Employee recognition - or lack thereof - is a problem that’s been around forever, but seems to be rising in today’s workplace. Only 40 percent of workers feel adequately rewarded or recognized by their supervisor, according to a national survey by Kepner-Tregoe, a Princeton-based management consulting firm.

“At one end of the spectrum is a workplace where people love to come to work. Employees are energetic, enthusiastic and highly productive,” Ventrice writes. “At the other end, people seem to be going through the motions of their job, doing as little as possible and hating every minute of it.”

Employees who receive regular recognition are more productive, rate higher on consumer satisfaction surveys, have increased co-worker engagement, have better safety records and are less likely to leave the organization, according to a 2004 Gallup poll.

Recognition that misses the mark

Thirty-five percent of employees leave their companies because of a lack of recognition, according to a 2005 Salary.com survey. In fact, employees are even leaving because they simply aren’t receiving the kind of recognition they want.

Employers often use awards, certificates, bonuses and prizes as their choice of recognition - but employees are looking for something more meaningful. While a tangible award is nice to have, more often than not, simple words of praise carry more weight.

Employees simply want to be seen and valued, says Ventrice, who is also an employee loyalty consultant. “One employee told me he would be happy if his boss even knew he existed. Another told me how much harder she worked when she had the cubicle outside her boss’s office. She was intimidated, but visible,” she says. “They want to know their work is meaningful.”

While it’s not too much to expect some recognition - at least an acknowledgement that your boss knows you exist - don't expect recognition identical to other employees, Ventrice says. An awards ceremony in your honor may not be your cup of tea, but for your co-worker down the hall, it might be a dream come true.

“If your boss knows what you prefer, you know what performance is required to receive that recognition, you perform to standards and you still don’t get recognized, you need to address this with your manager,” Ventrice says.

Get what you deserve

Feeling like you’re still missing out on the recognition you merit at work? Follow these seven tips to get the appreciation you deserve from your bosses and co-workers.

1. Publicly congratulate your co-workers for their accomplishments. Be sure to point out any accomplishments that might be a little off the manager’s radar, Ventrice suggests. By complimenting others, hopefully one or more of these people will mention your contributions, too. Even if they don’t, Ventrice says, praise them anyway - it will make it more palatable when you praise yourself.

“If it isn’t always about you, people will be more willing to see self-recognition in a positive light.”

2. Tell your boss what you’ve accomplished. Be brief, to the point and do it privately, Ventrice says. Remember to share the credit.

“Most of the time, you didn’t in isolation,” Ventrice says. “Others helped, even if it was by taking up the slack while you got the project done.”

3. Ask for the tough assignments. They will give you visibility while letting you grow, Ventrice says.

“If you’re invisible, you aren’t in the running for promotions, raises or new opportunities.”

4. Ask for feedback. Don’t get defensive when it isn’t all positive, Ventrice says. “Negative feedback can be recognition. If feedback is offered with good intentions and framed as a development tool, most employees appreciate learning the hard lessons,” Ventrice writes in her book. “Thank him or her regardless.”

5. Describe what you learned from an experience. This turns the conversation into a development conversation rather than an opportunity to brag about you.

6. Have a conversation that describes the recognition that you would most like to earn. This way, you aren’t whining about the past, but looking toward the future.

7. Compliment your boss. “Middle managers are the most under-recognized group out there. They are operating at a recognition deficit. Give them a little praise, show them a little appreciation, and they may recognize you and everyone else a little more frequently.”

Career moves for older workers

In today’s ever changing job market, not only have the types of jobs offered changed, but so have the individuals who make up the current workforce. Many older workers are opting to continue working instead of retiring. If you’re one of these seasoned professionals, how do you keep your edge and stay fresh and vibrant in today’s fast paced employment atmosphere?

1. Be trendy

Follow job market trends. Older workers must keep their finger in the pulse of the labor force by asking themselves, ‘What jobs are in demand today?’ and by keeping up with today’s technology, particularly computer technology says Deborah Russell, director of the issues agenda for economic security for AARP, a non-profit organization for people age 50 and over.

2. Get wired

Know your computer. Russell stresses that updating general office skills, especially computer skills, is crucial, “particularly since many employers assume that mature workers lack skills in this area. Having the basic computer skills that allow you to function in the workplace is essential.” That means being comfortable with:
- Navigating the Internet
- E-mail and its applications
- Word processing
- PowerPoint
- Excel spreadsheets

3. Go back to school

Fill in the gaps with education. If you lack in any area of demand, especially computer skills, remember it’s never too late for more education. Many instructional courses are offered at your local community college, library or neighbourhood association. “Lifelong learning is an important aspect of professional growth. Assessing your skills and determining whether there are any gaps will help identify potential areas for additional education,” Russell says.

4. Opportunity knocks

Take advantage of chances to learn all around you. Besides attending classes, a good way to gain new skills is to be on the lookout for learning opportunities right at work. Is someone going on vacation whose job is outside your normal realm of responsibilities? Perhaps you can volunteer to cover for them and learn a little about what they do. Or volunteer for temporary assignments that you wouldn’t normally handle.

5. Update your résumé

If you are looking to make a change to new position, you need to get current on the latest résumé trends. Like anything else, résumé styles change over time. The résumé is a vital tool in helping any worker articulate the qualifications and experience they can bring to a potential position. Russell says often “employers are more interested in the skills you bring to a job versus how many years you worked for a particular employer. It gives them a snapshot of your capabilities and if you in fact possess the skills they’re looking for.” So make your résumé skill-driven and results-oriented, showcasing your management skills and sales accomplishments, instead of merely providing a litany of dates, titles and responsibilities from past positions.

Tips for starting a side business while working full time

It may be tempting to continue to spend money because it’s regularly coming in, but once you’re no longer an employee, you won’t have that income

If you’re thinking about entrepreneurship, you’ve probably heard that you should start your business before you quit your day job.

It’s good advice, but not always practical. Depending on how many hours you have to put in at work, you may have very little time left for your business. The catch is that if you want to be a full-time business owner, you have to build up your business so that you’ll still be able to pay your bills. It can be hard to give up the security of a regular paycheck to pursue your dream of being an entrepreneur.

How can you balance being an employee while you’re moonlighting?

For one thing, you might not want your boss to know that you have something else on the side. You don’t want to appear to be expendable or less dedicated. Keep your business under wraps as much as possible. That also means you shouldn’t conduct your business at work, no matter how tempted you may be to bring your side business to your workplace. And with computer use monitoring becoming more pervasive in the workplace, you probably won’t have much privacy if you’re using company equipment for personal use.

Moving from employee to entrepreneur

If your goal is to leave your job and run your business, here are some steps you should follow.

1. Pick a date for when you’d like to make the move into running your business full time. Be realistic when you look at the calendar. The date has to feel comfortable and be something that you think you can do.

2. Check your spending. How much money do you need for your business and for personal expenses? It may be tempting to continue to spend money because it’s regularly coming in, but once you’re no longer an employee, you won’t have that income.

3. Start paying down debt if you can. Set up a payment plan for your credit cards. Create a budget for business expenses as well.

4. Get ready to spend more time alone. If your business is home-based, you won’t have the office co-workers around. Start networking now so that you can have a support system before you leave your job.

5. Get a plan together for what you want to accomplish in your business. Whether you use a business plan or a mission statement, have a clear idea of what your business is about and why you’re doing it. It’s not enough to go into business because you don’t want to work for someone else. Know what you’re getting into before you leave your day job.

Keeping your side business on the side

For some people, having a side business is part of a long-term plan, not an interim step. If you aren’t looking to leave your regular job, it’s less about growing your business than maintaining it. Here are some ways than to balance the moonlighting with the “daylighting.”

1. Set boundaries. Your clients may want more of your time, but your priority is your day job. Let them know what your business hours are and stick to them. If you end up working long nights, you won’t have the energy to accomplish what’s required on your job. You don’t want to put your steady paycheck into jeopardy because you’re not getting things done.

2. Be careful about how you use social media. In some cases, employees are doing online. Depending on what type of business you have, promoting your side business on your social media profile may raise red flags. For instance, if what you do on the job is similar to what you’re doing in your business, you don’t what to appear to be in competition.

3. Extra money coming in from a side business can be a great supplement to your income. Resist the temptation to spend more because you’re making more money. Unless your business income is targeted for a specific purpose, you can end up spending it as fast as it comes in. Don’t put yourself in a position where the money is going out faster than it’s coming in -- you have to work harder at work and in your business to keep.

Job-search myths debunked

Myths that people believed about looking for a job are many and persistent. The most common ones are these:

Myths #1: A résumé should be only one page.

Absolutely not! The normal length of a résumé is two to three pages (at most). It is fine to have addendum pages such as a list of references or published articles. A one-page résumé is only appropriate for a recent college grad.

Myth #2: If you go on an interview through a contingency or search firm, you cannot speak directly to the person who interviewed you after the interval.

The person who interviewed you is either a decision-maker or an influencer in the hiring process. Ask him during the interview if he minds if you contact him with any questions you may have later. If he says no, be skeptical about his interest or style. After all, you are the person who was on the interview, not the recruiting professional who set up your interview. The interviewer is also someone you can nurture as a networking contact even if you aren’t hired.

Myths #3: If eight people at a company interviewed you, you need to send a thank-you note only to the person you’d report to if you got the job.

Those other seven people took their valuable time to interview you. Of course you should send each one a thank-you note!

Myths #4: You shouldn’t take notes during an interview.

Why not? Nobody has a photographic memory while talking, listening, and processing information. Simply ask the interviewer politely if she minds if you take some notes. Obviously, you should use abbreviations or keywords so that you’re not concentrating too hard on taking notes and not focusing enough on the conversation.

Myths #5: There is no point in conducting a job search during the summer or in December because companies aren’t hiring then.

This is absolutely ridiculous. In fact, during the summer, businesspeople are more casual and “laid back” in their attitudes and approaches. They don’t tend to be as immersed in stressful projects. What a great time to approach people! In December, companies may be focused on bringing someone on board before the new calendar or fiscal year. People are in a much more celebratory mood during this time of year, and December offers lots of opportunities for networking.

Myths #6: The most qualified candidate has the best shot at getting a job offer.

Obviously, for most positions, a company needs someone with specific skills and experiences. It is also true that many companies still lean toward someone who has worked in the same industry. It is more likely that the individual who fits into the company culture is the one who will get the offer. This means that as a candidate you are accountable for finding out and understanding what the culture is -- the values that shape the company, the way people communicate, and the kinds of people who are respected within the organization. You will not find this kind of information on a Web site or in an annual report. You will find it from talking to people: the company’s employees, vendors and ex-employees.

Myths #7: Only certain components of a job offer are negotiable.

The two best times to negotiate with a company are when they ask you to join them, and when they ask you to leave. Anything can be negotiated if you are very clear about what you need and want, and can state the reasons why. You stand the best chance of getting your needs met if you put yourself in the company’s shoes during the negotiation. Not only can compensation be negotiated but also the work itself, the way you will do the work, whom you will report to, and every other aspect of the job.

Job hunting techniques in the Twittersphere

Gaining a great deal of support from career industry professionals, recruiters and human resource specialists worldwide, Twitter is revolutionizing how people hunt for jobs in today’s economy.

How? Susan Britton Whitcomb, co-author of “The Twitter Job Search Guide,” explains: “In the past, you had to go through a maze of gatekeepers to get to the cloistered person in charge of hiring decisions. Now you can have access to them with the click of a Follow button. The ability to level the playing field -- placing you nearly peer-to-peer with influencers, leaders and hiring authorities -- is extremely powerful.”

And that’s not all. “Using Twitter you can find insight, encouragement, connections, job leads and company insiders information in bite-sized messages of 140 characters or less,” co-authors Chandlee Bryan adds. “You can also get advice from some of the world’s most respected career experts on everything from the starting your search to negotiating salary. It’s like fishing for trout at a pond that’s been stocked in advance.”

Whether you’re job hunting via Twitter now or plan to in the future, there are some key guidelines to keep in mind. Following are a few advices for writing high-impact tweets and succeeding in the Twittersphere:

1. “Active participation is essential,” Bryan says. “If you build a community, help will come. Job seekers who get the most out of Twitter use it to expand their networks and achieve a sense of community. They not only ask for help, but also engage with others.”

2. “Be upfront about interests and career objectives,” Whitcomb stresses. “We talked to several job seekers who searched for new positions after being laid off. While their individual approaches varied in terms of when and how they chose to advertise their availability, a common theme emerged: Successful job seekers were specific about what they wanted.”

3. “Acknowledge that the job search is a relationship-building process -- not an ‘I-need-a-job’ transaction,” Dib says. ”The job search is like dating; it takes time to build a relationship. If you ask for a long-term commitment the first time you meet someone, chances are good that you will be disappointed. And so it is with Twitter -- building a strong network that can generate job leads takes time. You may find job listing overnight, but it takes time to grow connections with hiring managers and influencers.”

4. “Be transparent in expressing appreciation and progress,” Bryan advises. “While some job searches require confidentiality, many of the job seekers we spoke with used a very transparent approach. This included posting regular updates on the status of their job search, as well as shout-outs to individuals who had helped them.”

5. “Be clear about your brand,” Dib says. “Successful job seekers have a distinct brand that helps their networking contacts and prospective employers get a quick picture of who they are, how they work and how their talents would bring value to the table.”