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A Great Way to Learn – Teach Your Mistakes

August 31, 2010 By Mark

One of the unexpected benefits of blogging and creating my CandidatesChair site was how much I learned from sharing my own mistakes.

I made some whopper mistakes and they have proved to be the best lessons for fellow candidates. 

In addition to giving us a few good laughs, sharing my mistakes have saved my fellow candidates a boatload of time and potential embarrassment (like the time I forgot the name of the person who made the referral).

The benefits of teaching were greater clarity on how to fix my mistakes and spot other ones.

In teaching, you put things objectively, which is a good start.  When you add the dialogue with fellow candidates, it makes for an excellent finish.

You don’t need your own blog to teach your mistakes.  You can share at networking meetings with fellow candidates, offer to teach a seminar, answers questions on LinkedIn, submit a post to an existing blog, or participate in a discussion in a LinkedIn group.  

I found that giving a seminar and writing blog posts are the best methods to give you clarity – as you are required to clearly layout your information.

Here’s the surprise benefit: When other candidates share their mistakes.  Like me it is a mix of bonehead moves and things you wish people would have told you beforehand.  Regardless of what it is, it’s all pure gold as it’s what really happens day-to-day when you search.  (In fact, if it was not for the sharing of these fellow candidates, there would not be a CandidatesChair!)

A recent mistake: Just because you connect with someone on LinkedIn, does not mean they are on your contact list (e-mail or phone).  I’m running late to a meeting, I look in my contacts to call them – rats!  I’ll e-mail them – double rats! 

Good luck this week.

Mark

Filed Under: General

Keeping Your Back Away from the Wall

August 21, 2010 By Mark

One of my practices for effective networking: Keep your back away from the wall.

Why? It’s one of the best methods to minimize your distractions.

There are two reasons why I’m writing on a topic that most people would think is pretty obvious: minimize distractions. The first reason is important.  The second reason is just killer.

FIRST: Because distractions can repeatedly sneak up on you during a meeting, it’s not always obvious for the candidate.

Most of us out networking spend a fair amount of time in coffee shops.  It’s a natural part of the experience to take in your surroundings, watch interesting people, etc.

It happens almost every time I meet a fellow candidate, they don’t even realize their gaze has wandered. I’m talking about total professionals with impeccable resumes, references, etc. – yet several times during our meeting their gaze is elsewhere.

SECOND: When speaking, the candidate’s eyes are fixed on me, because they are focused on their pitch. Their gaze wanders when I’m speaking. Ouch.

After awhile, it becomes difficult to tell if I’m a total bore or are they oblivious to their level of distraction.  I have to admit I’m relieved to hear the candidate mention what they are looking at so intently.  At least it makes me feel less of a bore.

In my view, each meeting represents your one and only chance to make a sale.  Don’t let some odd looking fellow get the way.

The ability to make the sale is most often judged by your ability to show that the meeting is truly a ‘networking’ meeting.  If can achieve that, it sets you apart from the other people who have networked with the same contact.

You just cannot get there if you are not focused on the person – especially when they are sharing their insights with you.

Face the wall.  Take notes. Keep eye contact at all times (though don’t make it a staring contest).  Do whatever it takes to keep your focus.

Next time you go to coffee with a friend, face the wall.  See how much more you focus on them and count how often they look elsewhere and when.

This is a lesson from the networking trail, where the obvious is not always so.

Good luck today.

Mark

Filed Under: Networking, Networking efficiency

Know Your Buyer

August 10, 2010 By Mark

At a start-up firm all of the processes, formalities, etc. simply don’t exist yet, so your sole focus is on finding and convincing client to pay you something (also, you need the money!).

To do this, you identify the client’s need, what gets them to act and where to tell them.   You also must understand how the same product can be used by different types of clients.

Take the mobile phone: Adults talk.  Teens text.  Listen to the ads sometime, same device, very different messages about what the mobile phone does for each group.

Take the CFO position:  No two companies define the role exactly the same (different boards, CEO, philosophy, etc.).  This is true for all positions: Same skill set, just applied differently for each company.

That said most of us miss the opportunity to differentiate ourselves because of the resume submitted. 

I used the same resume for every role until I realized that someone else was translating how my accomplishments and experiences would fit their company needs.  It just was not happening.  So I had to do it myself.

Why? The best person does not always get the job.  It’s the person who can best tell their story who gets the job.  This is not a parlor trick, but comes from someone taking the time to review the company needs and matching up their experience.  This enables them to write and talk in depth about both sides.

GOOD IDEA #1: Create different resumes for different roles.

IMPLEMENTATION ROADBLOCK FOR GOOD IDEA #1: Too many edits.  A common risk of continuous rewrites is that new ideas get edited in after application.  So your resume loses clarity.

SOLUTION FOR ROADBLOCK FOR GOOD IDEA #1: Write a resume for each role you seek.  Start by writing down the company needs each role fulfills.  Then write down the duties of the role.  Lastly, write down what skills needed to perform those duties.

I have four resumes: Mid-size private (CFO), Family-owned (CFO), Large public firm (Divisional VP) and start-up firm (CFO).

The benefit of having the four versions is that I’ve identified the majority of what’s important to each type of company.  It is much easier to create a version that matches what any specific company is seeking.

You will get in a situation where you don’t know what the company is seeking, so pick the version you feel best matches.

Good luck today.

Mark

Filed Under: Interview Mistakes, Interviewing Preparation, Resume

When the “Truth” Seems Elusive During a Job Search

July 7, 2010 By Mark

Do you know the ‘truth’ during your search?

No? Then you have some company! In the past three weeks, I’ve launched a new search (Yes! I’m back in the Candidates Chair). My first refresher lesson: Reset my expectations around the ‘truth’.

To date, I received in response to jobs applied to, inquiries to open positions and requests to network:

The ‘Dear John’ letter: ‘You were one of our top candidates to choose from, however, …”.

Cliché-Fiesta: Responses which filled an e-mail but said very little.

In Vague: Responses using terms like “new events internally”, “other factors”

No Response: Silence is the new ‘no’.

For each there was little true feedback to act upon to improve my pitch or understand why there was not a fit or interest. To keep my frustration in check, I’ve adopted the following practices when this happens.

Philosophy: “There are opportunities out there for me; this is just not one of them”. Move on and not waste time on speculating over what happened (or not) did little to give me actionable information.

Document misunderstandings: If I ever had to address a misunderstanding of my background, etc. it was generally due to not delivering it correctly (not concise, vague description, etc.)

Review of my document: I find people that would give me direct (and sometimes ruthless) feedback. I would also review other candidates’ documents for presentation, excellent explanations of duties, etc.

Interviewing skills: Immediately following every interview, I would write down what went well and what fell flat (did the same for networking meetings that yielded great results.) This running list of items helped me when practicing answers.

In short, no one is going to fill your ‘Truth’ bucket. So best do it yourself.

As always, make this work for you and hope this helps.

Good luck today!

Mark

Filed Under: General

Never Justify “Just” Networking

June 27, 2010 By Mark

Before my networking meetings, my wife usually asks me “Why are you meeting them?” You should be asking yourself that same question. In fact, you should have a three part answer.

ONE: How can you build a relationship with the person

TWO: How do they move you closer to a hiring manager or help you prep for an interview

THREE: What commitment(s) are you seeking from them (contact names, an introduction, advice, insight into a company, etc.)

If you don’t’ have a compelling answer, then seriously reconsider rescheduling the meeting until you can. My advice is to never justify networking for networking’s sake. Justify it because of what you can achieve from the meeting.

Why? Here are three reasons to reschedule if you are not ready.

ONE: The person did not agree to meet you, they agree to help you.

TWO: You are one of many people this person is meeting, so you only get one chance to impress

THREE: The best time ask for help is during the meeting, not in a follow-up e-mail.

In the midst of networking, especially after several months, it is easy to fall into a routine and treat each meeting the same. I can vouch for this with personal experience from both sides of the table.

So always remember to ask and answer “Why are you meeting them?” – it’s a great start to make sure you have a great meeting.

Good luck today!

Mark Richards

Filed Under: Featured Article, Networking, Networking Preparation

Personal Brand – A simple definition

June 17, 2010 By Mark

After I started my search, “personal brand’ was one of the most bandied about terms that I heard. From what I read or heard, I clearly understood I needed one, but they were a bit light or esoteric on the details.

The best definition of ‘brand’ that I have heard: A brand represents a promise.

When my colleague, Rich Faber, used this definition it really struck me how well it applies to hiring someone: The decision to hire someone is based upon on what you promise to bring.

Your promise: What you offer to deliver to the company, its clients, your colleagues, community and yourself.

Take the brands you use regularly:
• They defined a brand promise that is appealing to a specific audience’s need (e.g. minivans appeal to families who need space to haul more stuff than they care to admit).
• You know the brand promise (reliability, taste, quality, etc.), because they promote it where their target audience goes (e.g. on football games, websites, etc).
• You continue to buy the brand because the delivery matches both you need and what is promoted.

Now let’s apply this to your brand:
• Your brand promise is appealing to the companies where you seek employment because you fulfill a need
• They know your brand through your promotion via your network, professional groups and social media.
• They know your delivery matches the brand through your experience (resume), network (referrals) and content provided in social media.

In looking it at in this manner demystified much of the ‘personal brand’ talk and made it much clearer: Create a simple message on how you fulfill a role then make sure message comes out in your resume and what you tell people in the company.

I’m sure that personal brand coaches can add much more, but I hope this gives you a starting point.

Good luck today!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.

Copyright CandidatesChair.com

Filed Under: Personal Brand

Hiring Decisions – What the Heck is Taking so Long?

June 10, 2010 By Mark

What candidate has not asked the question “What’s taking them so long to make a decision?”

We all have been in the situation where you (and other candidates) have the skills to fill a role and the company has expressed a need to find someone with your skills.

So what’s going on when days, weeks and months go by and the decision is still pending (the word ‘pending’ is important, not hearing right away does not mean the role will not be filled – I had a 6 month delay for a job).

I believe that in every hire there are a series of questions that each company needs to answer. If they skip a question, then the hiring process goes on hold, until it is answered.

The link below has a full summary, but in short, here is what I have learned from being on both sides of the hiring decision as to what questions need to be asked:

ONE: Who needs to be involved in the decision? (The office politics wheels spinning on this one!)

TWO: Do we need this position?

THREE: Who should manage the role?

FOUR: Can we reorganize instead of hiring? (Again, the office politics wheels spin)

FIVE: What duties will the position cover? (Never assume it’s the same as before)

SIX: What skills are needed for the role?

SEVEN: Do we have the budget/how are our current financials? (Poor quarterly results may delay a hiring)

EIGHT: Who do we know that can fill the role – internal or external?

NINE: Do we use a recruiter or job board?

TEN: Who needs to interview the candidates?

ELEVEN: Who makes the final hiring decision?
I don’t write these questions to discourage you, but instead to help set your expectations. If you listen to the comments from the company and/or their recruiter, you will get a good sense of how far they have worked through this list of questions. The closer to the bottom of this list, the sooner you should expect a decision.

Every company works at their own pace and style, so when you network try to understand their hiring process – it will help you avoid some frustration and anxiety.

http://candidateschair.com/wp-content/uploads/2008/12/candidates-chair-hiring-process-questions.pdf

Good luck this week!

Mark Richards

Copyright CandidatesChair.com

Filed Under: Personal Brand

Using Twitter to Promote Yourself during a Job Search

June 10, 2010 By Mark

Twitter is another great tool in the toolbox to promote your qualifications during a job search. The intent is to have potential employers and networking contacts read your tweets.

A couple of thoughts to help get you started

1. Keep it professional and positive

2. Focus on your profession only – especially where you can give advice from personal experience

3. If you have skills that cannot be easily trained, put those in your tweets, as employers will need to hire someone with them

4. Tweet on issues/experiences that will likely be raised in an interview/networking

5. Before starting to Tweet. Write your first 50 tweets. People will go to your profile and review your tweets – so best to have them organized versus random thoughts. So tweet with purpose (I’d wager no one has ever told you that before).

6. Retweet other good thoughts from people you follow – recognizing good content is as valuable as giving it

7. Manage who you follow and who follows you (e.g. Blocking anyone who has ‘Check out my hot profile’ is a good tip)

Put your Twitter ID on your business cards (along the URLs for personal blogs, LinkedIn profile, etc.) – so people know you’re tweeting.

Good luck today!

Mark Richards

Copyright CandidatesChair.com

Filed Under: Twitter

What I Believe, What I Need to Believe

June 1, 2010 By Mark

As a CFO/Finance executive, I’ve looked at and/or produced a couple hundred business cases. To determine the validity of a business case, I’ve developed a simple system to figure out where to ask more questions. I ask myself “What do I believe and what do I need to believe”.

For example, if our company was expanding an existing product line. I would believe they can do that. If they are going to sell it to an entirely new customer set. I would say I need to believe it. So I would spend trying to determine if we understood the new customers’ needs, if the product fit, etc.

Now take your resume and ask the same questions of believe and need to believe, but from a prospective recruiter, HR, or hiring manager viewpoint (or chair).

Most people who read a resume can figure out by a title and company size if the bullet points generally fit the role a person had. They can establish the ‘what they believe’ based on your resume and knowledge of the industry, profession and role.

Generally, what they ‘need to believe’ are the results claimed (e.g. ‘Saved $5 million annually from ….), because unless they were at the same firm, it is tough to validate. But just imagine the power those statements would have if they were validated.

So whether through your referrals, non-confidential copies of past work, 3rd party references, awards, etc. try to line up as much of what needs to be believed as possible. Actions do speak louder than words, so help prove it!

A quick author aside, I have been tremendously humbled by the success of the Candidates Chair site – with over 20,000 visitors from 75 countries, as it has been fellow candidates sharing with one another that have been a major part of the success. So please know you have my thanks and keeping the sharing.

Good luck this week!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.

Copyright CandidatesChair.com

Filed Under: CV, Interviewing, Interviewing Preparation, Resume

Moving to a smaller firm – getting ready for success

May 17, 2010 By Mark

A frequent conversation I have with fellow candidates is the desire to seek employment in a smaller firm due to expected greater, ability to influence the outcome and generally less office politics. (Bonus: If you are in a start-up, you can add the expectations to wear jeans and use an Mac vs. a pc).

Having myself both worked in a 60,000 employee firm and a 4 person firm, there is truth in that you have more influence on the outcome.
To help you get prepared for possible networking/interviews, here’s a few of my lessons.

One: You have to be honest about your strengths and weaknesses. My colleagues learned what I was good at and what I was not in quick fashion, and I did the same with them. The sign of a good team is that you figure out how to compensate for one another.

Two: You do not have a big team to back you up. As CFO, I have gone from designing our chart of accounts to pitching for $2 million of investment in the same afternoon. I’ve also designed pages on our website and developed our initial social media strategy. You just need to be ready to work above, at, below and alongside your title.

Three: You need to think like an owner. In a small firm, business gets down to the bare essentials: Client needs, sales levels, spending and available cash/capital. You have to watch each like a hawk and understand what drives each one.

Four: The good news: A small team that talks often. The bad news: You talk often. You need to keep up your outside network to make sure you get an unbiased opinion of your strategy, etc.

Like all my posts, consider my ideas as a place to start. If you start looking at a smaller firm, sit down with a few colleagues who have made the transition to help you prepare.

Good luck this week.

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.

Copyright CandidatesChair.com

Filed Under: Interview Prep, Moving to smaller firm, Networking efficiency
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