In-Transition Boot Camp at the Rutgers Club 9.14.2016

In Transition Boot Camp

INTERVIEW INTENSIVEwith

Marianne Grady, SPHR,

SHRM-SCP

Rise Above Resources, LLC

STAFFING MANAGEMENT ASSOC. OF NEW JERSEY

9.14.2016

Get The Inside Scoop from Marianne Grady

As VP of HR for a multi-billion private equity firmwith over 18 years of HR experience, herknowledge includes managing all facets of talentacquisition, candidate interviewing and screening.

Marianne offers insights to candidates ondecision-makers' perceptions. She understandsthe processes HR professionals follow todetermine who will get that interview andultimately who will receive the coveted job offer.

Marianne has conducted thousands of interviewsthroughout her career and will share insights fromthe other side of the interviewer's desk. Her yearsof corporate interviewing experience will give youthe knowledge and tools necessary to make youfeel confident and comfortable answering even themost difficult interview questions.

This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

MINDSET

The contents of this document may not be reproduced or copied in any way without prior written authorization by Marianne Grady 3

Start with a positive mindset – it will help you find a job faster

Keep desperation out of your story

Believe what you have to offer is valuable

The contents of this presentation may not be reproduced or copied in any way without express written permission of Marianne Grady and/or Rise Above Resources, LLC

4

Be Positive!

Socialize with Family & FriendsNetworkExercise

NetworkPray

NetworkMedidateNetwork

Focus on the Good – Be GratefulNetwork

TalkNetwork

Join Job Networking GroupsThe contents of this document may not be reproduced or copied in any way without prior written authorization by Marianne Grady 5

SET REALISTIC GOALS & PLAN

YOUR STRATEGY!

DAILY

Research one company per day

WEEKLY

Meet with 3-5 people per week who can help your job search

MONTHLY

Schedule 1 interview per month

CHALLENGE GOALS

Unrelated to job search

YOUR RESUME

The contents of this document may not be reproduced or copied in any way without prior written

authorization by Marianne Grady 7

HOW CAN YOU STAND OUT?


Resumé Tips

Keep some white space.

Pass the 6/10 second rule.

Font should be modern (Arial, Cambria, Verdana, or Calibri not Times New Roman).

No fancy formatting or special characters or graphics (unless you are a graphic designer).

Use industry key words.



10

1. Contact Info

Leave out street

address

2. Professional SummaryObjective is obsolete

3. Skills, Highlights or Areas

of Expertise)

4. AccomplishmentsQuantify whenever

possible

5. Work ExperienceDid you save money?

Use Active Verbs

6. Education

Year

GPA

Top XX %

Resumé Tips Part 2

Please be selective and tailor your resumé for each job you apply for.

Resumés in paragraph form or read like auto-biographies will rarely generate interest or trigger hires. Use clear bullet points.

Know your resumé. Be able to speak about EVERYTHING!

When emailing a recruiter or responding to a posting, have a clear subject line.

If you give a recruiter permission to submit your resumé to a client, be prepared to go on an interview. There is nothing more embarrassing to a recruiter than to submit a resumé to a client and then not be able to deliver the candidate for an interview.


LEVERAGING LINKEDIN IN YOUR JOB SEARCH



Just what is LinkedIn?

This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and www.RiseAboveResources.com

LinkedInThe world’s largest professional network

300 million strong

Establish your professional identity

Allows you to be discovered by recruiters

Learn about business deals & new ventures

91% of Fortune 100 companies use LI Talent Solutions to hire

Show off your expertise by publishing on LI

Stay on top of the latest news

Get inspired and gain insights to be great at what you do

Stay in touch with colleagues and classmates

Discover professional opportunities

There are more than 3M company pages

Learn and shareLinkedIn’s mission is to connect the world’s

professionals to make them more productive and

successful

It’s not the same as Facebook, Twitter, Tumblr and Instagram! It’s a place to express yourself as a professional and be viewed as a professional and/or expert in your field. Ultimately, this

leads to higher paying jobs and a brighter future.

HOW DO YOU START?


This presentation can only be used with credit to Marianne Grady, SPHR, SHRM-SCP and

www.RiseAboveResources.com

Create a Profile

• Connect with reputable people that you know.

• Connect with former and current bosses, coworkers and people who are

familiar with you and your work.

• Connect with people whose profile intrigues you… perhaps in an industry

you aim to be in.

• Connect whose work you admire and respect.

• Connect with people who are introduced to you through common

connections.

• Connect with people who have sent personalized connection requests that

tell you a valid reason for connecting with them.

• When you connect with others, always personalize the request.

Building Your Network

LinkedIn on the GoMobile App

Think of LinkedIn as your online business card… marketing YOU!

Let this mindset drive your profile content.

Customize your

URL

Use a

professional

photo

Create a

Descriptive

Headline

Be sure your profile is rich in ATS keywords

Use keywords that would apply to your ideal job description

Make sure your core competencies are easy to ascertain by looking at your profile


ATS Key Words are Key

Further Optimize Your Profile

Curate, create and share

information to cast

yourself as a thought

leader

What are you up to? Do you have

anything you want to highlight?

Give Some Color to Your Experience

Talk about what you

do.

Watch your

security

settings

HOW DO RECRUITERS USE LI?

Important tool to find both active and passive candidates

They use:

- Advanced Search

- Reference Checks

- Networking to Source



Strive to Stand Out

Strong Summary – Quantification of Achievements –

Recommendations

Contact Information

Find new job opportunities

LinkedIn will suggest jobs based on your settings and your current

role.

Connect with your classmates and your professors

Follow companies that interest you

Join GroupsPeople Want to Help!

Relationships MatterIt’s not what you know but who you know!

Social Validation

Get Recommended

Get Endorsed

The contents of this presentation may not be reproduced or copied in any way without express written permission of Marianne Grady and/or Rise Above Resources,

LLC 31

Q & A

USING A RECRUITER



About using Recruiters…

A waste of time….

Not worth the effort.

They are middlemen… I’d rather apply directly to the company!


RECRUITERS DON’T FIND JOBS FOR PEOPLE

RECRUITERS FIND PEOPLE FOR JOBS

RECRUITERS ARE PAID BY THE EMPLOYER


Why Do Employers Use Recruiters?

The “attraction” upfront sales pitch and subsequent follow up conversations are taken care of.

They save time by identifying qualified candidates.

Recruiters can handle reference checking.

They’ve posted the position and not received responses.

No internal recruiter or HR department or no experience hiring.

They experienced turnover for a particular position and want help identifying candidates.


Things to think about when working with a recruiter

Working with a recruiter should not be your only job seeking activity.

Recruiters are not career coaches.

You should know your worth and salary requirements prior to talking to the recruiter.

Recruiters match experienced candidates to their clients job descriptions.

Recruiters are not resumé writers.

Your recruiter should negotiate your compensation package for you.


2 Most Common Types of Recruiting Agreements

CONTINGENCY SEARCH

Pay only when suitable candidate is placed

The recruiter works on many searches simultaneosly

Fee typically a % of employee’s 1st year base salary (15%-30%)

RETAINED SEARCH

Pay up front, guaranteed fee (up to 35% of total comp)

Often used when hiring for high level execs/niche positions

Exclusive

Gives your search priority


How To Tell The Difference Between Good Recruiters and Bad

Recruiters


GOOD RECRUITERWill have a very clear understanding of their client’s needs

Will interview you before sending you

Will prep you before your interview

Know your requirements prior your interview

Value your time

Will help you negotiate a fair offer

BAD RECRUITERWill push you to any opening they have (even if its not a fit)

Send you on interviews that clearly do not meet your criteria

Throw as many resumés at a job as they can find

Try to get you to accept whatever is offered

Can damage your rep by sending your info to jobs that do not meet the criteria. Wastes time!


GET REFERRALS & JUST ASK!

• How many “accountants” have you placed in the past 12 months?

• Tell me about your history with this employer.

• What are the key qualifications the employer is focused on?

• Describe the entire compensation package.

• Tell me about the “reports to” manager for this position.

• If you are a high level exec, you may wish to work with the managing partner of the recruiting company who will most likely be a very experienced recruiter.


MISTAKE #1HEY, YA GOT SOMETHING FOR ME?

Understand the recruiter relationship.

It is the employer who pays the recruiter their fee.

Recruiters DO NOT spend their time finding a job for you.

Recruiters DO spend their time trying to find a good match to their paying clients’ job descriptions


MISTAKE #2CANDIDATES DO NOT TAKE THE RECRUITER INTERVIEW

AS SERIOUSLY AS A REGULAR JOB INTERVIEW

Treat the recruiter as you would treat a hiring manager – be on time, be prepared, dress appropriately.

You should not approach a meeting with a staffing agency as “just meeting another recruiter”.

Candidates represent the reputation of the recruiters.

Recruiters will not want to represent you if they do not trust you to represent them well.

Clients trust that recruiters are presenting them with the best possible candidates, that we have already prescreened.

Your reputation with agencies can follow you to other firms in the area.


MISTAKE #3

Using an old school resumé


• Home Address

• Times New Roman font

• Objective

• References Upon Request

• Doesn’t pass the 10 second rule

• Rambles on

• No key words

• Graphics

A spreadsheet

ninja

He balanced our books like a double jointed gymnast… like the kind that bend over backwards while spinning

plates… how do they do that?

He not only raises the bar,

He sets it on FIRE… I mean

FLAMES!


THERE ARE HUNDREDS OF BOBS IN THE JOB MARKET, WILLING TO DO WHATEVER IT TAKES TO GET NOTICED


RECRUITERS WANT


Honest relationships

Candidates with a clean online presence

Candidates to be responsive

Candidates to be prepared

Candidates that give feedback

Candidates that know how to network and use those LI connections for warm intros

Candidates who trust them

Candidates to dress for success and represent them well

Candidates to check in, not nag

Your Resumé Should Help the Recruiter Answer These Questions

from Elisa Sheftic, Managing Partner of Right Executive Search

What are your core competencies?

Do you meet the basic job requirements?

Do you show career progression?

Are you a job-hopper? If not, why do you have short tenures?

What is your educational background?

What insights can be gleaned from your professional and educational experience.


The key to successful recruiter relationships, is

you need to make it

EASYfor the recruiter to work

with you!


IN CONCLUSION

FIND A GOOD RECRUITER

UNDERSTAND THE RECRUITER RELATIONSHIP AND HAVE REALISTIC EXPECTATIONS

AVOID COMMON MISTAKES

OPTIMIZE YOUR LINKEDIN PROFILE

MAKE IT EASY FOR THE RECRUITER



LLC 50

Q & A

INTERVIEW SKILLS

The contents of this document may not be reproduced or copied in any way without prior written authorization by Marianne Grady51

Your Elevator PitchCONVEY YOUR VALUE PROPOSITION


Can you communicate?

Can you establish rapport?

Are you confident?

With a positive attitude?

Are you dressed for the part?

Are you intelligent?

Are you prepared?

Will you fit in the position?

Will you fit in our organization?


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Interviewers need to find out


54

Is it a trick?

3 Types of Interview Questions

General

Basic Questions

Where do you see yourself in 5 yrs?

What did you like best about your job?

What are your greatest strengths?

Situational

Focuses on how you will react to a particular future situation.

Situation presented and you describe how you would handle it.

You will likely face all 3 types of questions in one

interview.

Behavioral

• Refers to previous experiences.

• Can often be identified by “tell me about a time when you” at the beginning of the sentence.


56

How Do You Stand Out?


57

What is the most common interview question?

Tell me about yourself.

Respond with a passion statement, an anecdote and a chronology that brings you up to date for this job.

SMILE


58

Learn how to connect the dots for the employer

• Connect your specific

experience to the job

description

• Describe your qualifications

for tasks in the job

description

• Help the employer see you

in the role


59

Honesty is the best policy

Ask what type of interview it will be

How long it will take

Who will you be interviewing with


60

You got the call!

Google and LinkedIn are your friends

Research the company Mission & Vision

Culture

Public Financials

Articles

Competitors

Issues

Active Projects


61

Do Your Homework!

Sit up straight

You never have a 2nd

chance to make a 1st

impression

If you don’t have anything nice to say, don’t say anything at all


62

Mother Knows Best!


63

Good Eye Contact is NOT a

death stare!


64

Questions for the Interviewer

Extreme responses can

get you ruled out.

Make sure your

answers are balanced.

The Leaning Tower of Pisa


65

Don’t Lean


66

ExecuNet reports that it takes 20% longer for a VP over 50 to find work than their 45 year old counterpart.

Show off your techie skills in the interview. Have a strong online presence and know how to use the latest Iphone and latest software used in our industry.

Unless it’s extremely relevant, eliminate experience more than 15 years old.

Take away the years you attended college.

Match your skills to the job description with quantified examples.

Interview skills can be rusty… make sure you practice. If you can, hire a coach to give you a high level of confidence.

Over 50 Job Search – Part 1


67

Take some online classes to sharpen your skills.

Identify issues the company is facing and offer your ideas on how to fix/improve the situation. This a point where your experience can shine.

Don’t be defensive about your age, know how to present your experience as an asset.

Focus on your team player image. Be careful not to come across as someone who is set in their ways.

RetirementJobs.com said in a recent study that many employers face problems with turnover.

“Data shows that people who are older stay on the job three times as long as people who are younger,” he said. “If you can be smart about finding companies that are facing problems with turnover, you have a solution for those companies.”

Stay positive and your hard work will pay off. There are jobs out there!

Over 50 Job Search – Part 2

RACE

GENDER

MARITAL STATUS

DISABILITIES

ETHNIC BACKGROUND

COUNTRY OF ORIGIN

SEXUAL PREFERENCE

AGE


68

Illegal Interview Questions

I am looking at the entire opportunity, so I’d need to hear more

I am focused more on the opportunity

A range between XXX and XXX would be appropriate based on my research


69

The Dreaded Salary Question

THINK VALUE

ADD

KEEP IT SHORT

(AS A RULE, 1

MINUTE OR

LESS)

NO WIIFM -

WHAT’S IN IT

FOR ME?

NO SALARY,

BENEFITS, TIME

OFF QUESTIONS

IN 1ST

INTERVIEW


70

Your Answers


71

Your Body Speaks


72

First and Last Impressions

The contents of this presentation may not be reproduced or copied in any way without express written permission of Marianne Grady and/or Rise Above Resources, LLC73

Thank the interviewer for their time and

consideration.

Reiterate your interest for the position.

Ask about the next step.

Ask when you will hear back.

All Good Things Must Come To An End


LLC 74

Don’t Forget Your Manners!

Ask about the interview on the scheduling call

Prepare your elevator speech

Download and practice answering questions

Dress for success

Arrive Early

Strong greeting

Overcome objections

Think value add, NO WIIFM

Think of the motives behind the questions

Don’t lean to far one way or the other

Ask questions

Thank the interviewer

Ask about the next step

Remember the Thank You note


LLC 75

Let’s Review!


LLC 76

Finally, Get The Job!

Do a dry run

Arrive one half-hour

early

All eyes are upon

you

Dress appropriately

Don’t forget the

details

Have several copies

of your resume

Cell phone off

Firm handshake

Listen carefully to

the questions

Stay on topic and

don’t ramble

Be confident

Shake off any

mistakes

Good eye contact


77

Final Checklist


LLC 78

Q & A

Marianne Grady, SPHR,

SHRM-SCP

Email:

[email protected]

Website:

www.riseaboveresources.com


79

@mariannegrady

www.linkedin.com/in/mariannegrady/en

Contact Me!

mailto:[email protected]

http://www.riseaboveresources.com

Career

In-Transition Boot Camp at the Rutgers Club 9.14.2016