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Agile Houston
Interview Techniques
that Produce Offers
2016
by James Del Monte CPC, CERS
JDA Professional Services, Inc.
Agenda
• Overview of JDA
• State of the Market
• Anatomy Of An Interview
• Taking Personal Inventory
• Packaging Your Skills
• Selling Yourself 101
• The Hard Questions
• Questions
What JDA Does. . .JDA Professional Services, Inc. is a Houston-based IT staffing firm
specializing in the recruitment of strategic-technical to executive-level
professionals. We provide staffing solutions through full-time,
contract, and project-based placements. Since 1981, we have been
helping companies build great IT departments while helping IT
professionals find the right career opportunities.
Full-Time Staffing
Contract /
Temporary
Staffing
Special Projects
StaffingJDA
Value of a Professional Organization
• Leadership
• Industry/Business
Knowledge
• Networking
Opportunities
• Friendship
“ . . . Almost 100% of a
manager’s success
comes from hiring and
retaining good people.
Good people don’t make
the difference
- they are the
difference“
-- James Del Monte James Del Monte --CERSCERS
Famous Quote
Law of Supply and Demand
The demand for skilled professionals topped out 4Q13. The current cycle
indicates that we are in sharp decline. In Houston good people are still hard to
find.
Labor Surplus vs. Skill Shortage
1984 1995 2Q01 4Q04
4Q99
Demand
Peaked
Supply
Demand
1989
Demand Bottomed3Q03
Demand Bottomed
4Q07
Demand
Peaked
4Q13
Demand
peaked
3Q 09
Demand Bottomed
3Q10 4Q2015
Top Grading - Talent Repositioning
A Players B Players C Players
25% 50% 25%
Down Turn
Skills Upgrade
Unemployment Rates
1.2016
• National – 5.0%
• Texas – 4.6%
• Houston – 4.9% +.6 from 1 year ago
• IT professionals doubled last 12 months
• IT Professionals to 4% up from 2%
• Degreed Professionals 4%
• Job growth Harris county +.8 down from1.9%
Market Shift
The job market is shifting from an Job Seeker’s Market to a Employer Market.
Candidate
Candidate
Candidate
Position
Position
Position
Position
Candidate
2015 – 20xx 2010 – 2014
68%
6%
26%
Increase
Decrease
No Change
52%
19%
29%
Projected department
spending, year by year
2016 2014
33%
33%
34%
2015
Does your company anticipate a change in
total IT staffing level?
51%
5%
44%
Increase
Decrease
No Change
47%
7%
46%
29%
16%
55%
39%
7%
54%
2016 2015
2014 2013
What do you consider to be the top issue facing your
company's IT department? Year by year.
0 20 40 60
Creating/maintaining a global workforce
BYOD
Utilizing mobile and pad technology
Adapting social media
Cloud technology
IT security
Disaster recovery capabilities
IT service level performance
Increased cost of doing business
Decreased IT budget
Hiring and retaining staff
2016
2015
2014
In your company, what areas are anticipated to have the
largest growth potential over the next few years?
0 10 20 30 40 50 60
Cyber security
Socal media
Business intelligence
Mobile applications
Cloud computing
Change management
Busines process
ERP
Data/database management
Applications development
Internet/intranet development
Helpdesk/end user support
Networking
Does your company plan to increase base salaries for
IT staff in 2016?
59%
41%
0% 10% 20% 30% 40% 50% 60% 70%
Yes
No
By what percentage?
55%
43%
2%
<3% 3-6%
7-10%
Are bonuses included as part of your
company's compensation packages?
79%
21%
0% 20% 40% 60% 80% 100%
Yes
No
If yes, what is the average bonus percentage given
based on salary?
46%
47%
5% 2%
<10%
10-20%
21-30%
>30%
Meet & Greet
• Dress for success
• Good hand shake
• Eye contract
• Note book
• Questions
• Accomplishments
• Examples of work
Research – Company
• What the company does
• What issues/opportunities they face
• Who is at the company
• What the position is
• What challenges are in the position
• What are the requirements
Skills Executives Look ForPersonal Inventory
• Business/Functional
• Project Management
• Communication -written and oral
• Presentation
• Problem Solving
• Critical Thinking
• Leadership
• Organization Skills
• Time Management
• Attention to Detail
• Learning Ability
• Flexibility
Identify Examples For Each
What Makes a Successful Employee
• Showing up on time – ready to work
• Attitude - positive optimistic
• Aptitude - being able to learn
• Ability - being able to perform
• Doing what it takes
• Plays well with others
A faithful employee is as refreshing as a cool day in the hot summertime. Proverbs 26 13
Why You – Research Self
• List 5 reasons why
someone would hire you
• Give an example of
each
• Why would this matter
to me
Direction of Interview
• Tell me something
about yourself
• Discuss details of
position
• Technical drilling
Elevator Speech
Tell me something about yourself?
• 30 second introduction
� 2 line summary of total experience
� 2 lines of career highlights – job focused
� 2 lines of what you want to do next or why you – job focused
Seek to Understand - Needs Analysis
• Seek to understand before being understood
• Ask open ended questions
• Identify the issues
• What really needs to get done
• Where does this position fit in organization
• Critical success factors
• Value drivers
• Why is the position open
• How long have you been looking
• When do you want it filled by
Sell Yourself
• What can I do for you
• Solve the problem with
Examples
• Problem - what you did
- result and benefit
Hard Questions
• RFL – reason for
leaving/looking
• Money
• What’s in it for me
• Asking for the job
Total PackageBesides money what is important to you?
• First review and
history for increases
• Promotions and
career path
• First assignment
• Training and
certifications
• Bonuses and
incentives
• Benefit package –
cost and coverage
• Flexibility
• Location
• Telecommuting
• Access to
management
Compensation Package Components• Base salary
• Signing bonus
• Group bonus
• Project bonus
• Hot skill bonus
• Clothing bonus
• Travel bonus
• Early reviews
• Expense account
• Company car
• Stock or stock options
• Retirement plans
• 401k
• Titles
• Office space
• Parking – bus passes van pools
• Flexible scheduling
• Telecommuting
• Equipment
• Training/tuition
• Out of town trips
• Extra/early vacation
• Family days
• Day care
• Do you have any concerns about my back
ground?
• Is there any reason why you won’t be
making me an offer?
• Summary statement
• What is the next step
• I am interested in working for you
• Will you be making me an offer
Moving the Interview Forward
Asking for the job
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