The resume is a game of three distinct items: reachability, readability, and relatability.
Reachability may sound obvious and simple, but on a regular basis people submit their resume without their name, without their phone number, and most regrettably, without their email address.
No one is using the US Postal Service to reach candidates in the age of the Internet.
Most recruiters are not going to spend the time to research how to contact a job candidate if the information is missing.
If the contact information is not easy to come by on a resume, the recruiter is simply going to move on to the next candidate.
Resume readability is all about structure.
A resume should have easy to read content, a consistent layout, and simple formatting.
Photographs, graphics, and fancy word processing tactics are distracting.
Sometimes the best-qualified candidates have the most difficult resumes to read because they use the resume to show off their word processing chops, rather than to communicate their skills effectively.
Relatability is all about how a candidate presents their experience.
Is the presentation too formal, too stiff, or too vague?
The most qualified candidates do not automatically receive interviews.
It is the candidate who finds a balance to their presentation on the resume and can bypass the traps associated with resume automation.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Thursday, February 25, 2016
Monday, February 22, 2016
Resume Help - Fiverr.Com and Others
If you have heard my lecture or read my first-book, you know I have a bias against using resume writers for developing your resume- content.
With that said, I am not opposed to obtaining “writing” help!
Never go it alone; instead, spend your money prudently to assess and test the quality of the help you are buying!
With the Internet, – you can have several options for real-help for very little money if you know where to look.
My experience has been with Fiverr.com. You can Google competitors to find other resources, like Upwork or Freelancer.
For the record, as of this writing, I am not affiliated in any fashion with Fiverr, Upwork or Freelancer.
Honestly, I grudgingly tried Fiverr sellers and, looking back, wish I had spent more money with them!
My first-book was edited by three-different professionals who were all nice people, all qualified to help me and all highly recommended.
But – the initial spend was crazy-money (I could have bought a Life Fitness Functional Trainer crazy-money). And in the end, I still did not have a properly edited book. Fiverr was my salvation moving forward.
What Is Fiverr?
Fiverr is a global online marketplace offering and services. Their price point begins at $5 per job. Naturally, service providers up-sell items or suggest “premium” gig offers at a higher price. You do not have to buy these “extras” unless you need them.
Aside from premium service costs, for literally five bucks, you can hire a writing professional.
My recommendation is find an: “editor non-fiction” when doing your search inside of Fiverr.
As of this writing, for five bucks, you can hire most editors to review between 1,800 to 2,200 words. This means you are paying pennies per word to have professional help!
To make this painless, I recommend using a single word processing document. In this document, include your cover letter, your resume and your “thank you” card blurbs.
Given the size of most resumes, you could include 2 to 3 versions of the resume and still be under the word-limit of most $5 gigs.
Instruct the editor to: “check for typos, word- choice, verb-agreement and hyperbolic language.”
This approach allows you to harness the power of a fresh-set of professional and dispassionate eyes on your resume content to avoid common problems for relatively little money.
If you are not happy with the outcome, – ask for a do-over. If you’re not happy with the do-over, – ask for a refund. Fiverr makes customer satisfaction their primary focus.
Test-hire, hire and spend smart!
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
With that said, I am not opposed to obtaining “writing” help!
Never go it alone; instead, spend your money prudently to assess and test the quality of the help you are buying!
With the Internet, – you can have several options for real-help for very little money if you know where to look.
My experience has been with Fiverr.com. You can Google competitors to find other resources, like Upwork or Freelancer.
For the record, as of this writing, I am not affiliated in any fashion with Fiverr, Upwork or Freelancer.
Honestly, I grudgingly tried Fiverr sellers and, looking back, wish I had spent more money with them!
My first-book was edited by three-different professionals who were all nice people, all qualified to help me and all highly recommended.
But – the initial spend was crazy-money (I could have bought a Life Fitness Functional Trainer crazy-money). And in the end, I still did not have a properly edited book. Fiverr was my salvation moving forward.
What Is Fiverr?
Fiverr is a global online marketplace offering and services. Their price point begins at $5 per job. Naturally, service providers up-sell items or suggest “premium” gig offers at a higher price. You do not have to buy these “extras” unless you need them.
Aside from premium service costs, for literally five bucks, you can hire a writing professional.
My recommendation is find an: “editor non-fiction” when doing your search inside of Fiverr.
As of this writing, for five bucks, you can hire most editors to review between 1,800 to 2,200 words. This means you are paying pennies per word to have professional help!
To make this painless, I recommend using a single word processing document. In this document, include your cover letter, your resume and your “thank you” card blurbs.
Given the size of most resumes, you could include 2 to 3 versions of the resume and still be under the word-limit of most $5 gigs.
Instruct the editor to: “check for typos, word- choice, verb-agreement and hyperbolic language.”
This approach allows you to harness the power of a fresh-set of professional and dispassionate eyes on your resume content to avoid common problems for relatively little money.
If you are not happy with the outcome, – ask for a do-over. If you’re not happy with the do-over, – ask for a refund. Fiverr makes customer satisfaction their primary focus.
Test-hire, hire and spend smart!
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Wednesday, February 17, 2016
Questions For Hiring Managers - What NOT to Ask
Questions to NEVER ASK a Hiring Manager During an Interview
• What kinds of career paths are available for a person in this position?
The meta message is negative. The hiring manager will be concerned their position is a stepping stone in your career plan. No one likes their job opening being treated in this fashion.
• How many paid holidays are there?
The meta message is you are selfish individual. This question is part of the on boarding process with HR or part of the negotiation process if there is offer. The thought is if days-off is the focus, you are not likely to be dedicated to the work at hand.
• Can I work remotely?
Assume most of your co-workers have kids and cars so the occasional vehicle repair, teacher holiday, snow-day allows some sort of work from home under those unusual situations.
Asking this question this early only creates a negative impression. People want to assume you have your personal life under control. Do not give them the least little seed of concern.
• Did I get the job? (Or variations of "How did I do?" or "When can I expect an offer")
The meta message is desperation, based on an internal focus; your needs over their's.
This is a really bad impression to create.
It is nearly impossible to be rehabilitated from this question with some hiring managers.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
• What kinds of career paths are available for a person in this position?
The meta message is negative. The hiring manager will be concerned their position is a stepping stone in your career plan. No one likes their job opening being treated in this fashion.
• How many paid holidays are there?
The meta message is you are selfish individual. This question is part of the on boarding process with HR or part of the negotiation process if there is offer. The thought is if days-off is the focus, you are not likely to be dedicated to the work at hand.
• Can I work remotely?
Assume most of your co-workers have kids and cars so the occasional vehicle repair, teacher holiday, snow-day allows some sort of work from home under those unusual situations.
Asking this question this early only creates a negative impression. People want to assume you have your personal life under control. Do not give them the least little seed of concern.
• Did I get the job? (Or variations of "How did I do?" or "When can I expect an offer")
The meta message is desperation, based on an internal focus; your needs over their's.
This is a really bad impression to create.
It is nearly impossible to be rehabilitated from this question with some hiring managers.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 15, 2016
Questions For Hiring Managers - Question Inventory
Inventory: Traditional Hire Manager Questions
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications?
• How did the last person who had this job perform?
• How did you land with the company?
• How do my skills seem to line up with your needs?
• How do other people describe the culture here?
• How does the company demonstrate its support for professional growth?
• How does this position compete for budget in years past?
• How does this position tie-back to the company's profit margin?
• How is the company organized?
• How long have you been with the company?
• How soon might you be promoted into a new role?
• What are its greatest challenges?
• What are its principal values?
• What are some of the challenges or roadblocks one might come up against in this role?
• What are some of the less tangible traits of successful people at this company?
• What are some of the reasons you've rejected candidates so far?
• What are the characteristics or traits of your top people?
• What are the official and un-official ways performance is measured in this role?
• What are three key things that really drive results for the company?
• What caused this position to be created in the beginning?
• What do people like the most about working here? Least?
• What do would I have to accomplish in the first 6-months to prove I was the correct hire?
• What does the company do better than the competition?
• What has to happen in this role to make the company more competitive in the market place?
• What have we not discussed that might prevent me from being in the running for an offer?
• What is the average tenure of the people working here?
• What is the biggest challenging facing a new hire in this position?
• What is the biggest obstacle to being successful in this position?
• What is the company’s advantages over the competition?
• What is the next step in the process? When do you think you will be making a decision?
• What is the one thing I can accomplish tells you I have done a good job my first year?
• What is the one thing people say about this position that is not-true?
• What is the one thing this department does better than all the others?
• Does the organization have a 5-year plan? How does this job (department) fit in?
• How does the work-climate of today compare to back when you started with the company?
• What metrics are you most concerned for this position? What does the leadership review?
• What was the first indicator my predecessor miss which led to their departure?
• What did my predecessor ignore or fail to do which lead them to leave (company/position)?
• What was the most recent celebration of a milestone or project completion?
• What would a successful hire do in the first 30-60-90 days on-board?
• What would make someone widely successful in this role?
• Who does the most poaching of talent out of this department?
• Who else would I be working with if selected for the position?
• Who is the go-to person when you need something done or fixed and why?
• Who was your sponsor in the beginning of your career here?
• Would your replacement come from within the company or would they hire externally?
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications we have not discussed?
Bonus Question
• How long is the salary for this position budgeted?
Naturally, you cannot ask all of these questions at one interview. Identify those important to you by profession and rehearse them enough to make them your own.
There are variations of the same theme in some instances. Master the nuance and refine the question to elicit data which you are about.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications?
• How did the last person who had this job perform?
• How did you land with the company?
• How do my skills seem to line up with your needs?
• How do other people describe the culture here?
• How does the company demonstrate its support for professional growth?
• How does this position compete for budget in years past?
• How does this position tie-back to the company's profit margin?
• How is the company organized?
• How long have you been with the company?
• How soon might you be promoted into a new role?
• What are its greatest challenges?
• What are its principal values?
• What are some of the challenges or roadblocks one might come up against in this role?
• What are some of the less tangible traits of successful people at this company?
• What are some of the reasons you've rejected candidates so far?
• What are the characteristics or traits of your top people?
• What are the official and un-official ways performance is measured in this role?
• What are three key things that really drive results for the company?
• What caused this position to be created in the beginning?
• What do people like the most about working here? Least?
• What do would I have to accomplish in the first 6-months to prove I was the correct hire?
• What does the company do better than the competition?
• What has to happen in this role to make the company more competitive in the market place?
• What have we not discussed that might prevent me from being in the running for an offer?
• What is the average tenure of the people working here?
• What is the biggest challenging facing a new hire in this position?
• What is the biggest obstacle to being successful in this position?
• What is the company’s advantages over the competition?
• What is the next step in the process? When do you think you will be making a decision?
• What is the one thing I can accomplish tells you I have done a good job my first year?
• What is the one thing people say about this position that is not-true?
• What is the one thing this department does better than all the others?
• Does the organization have a 5-year plan? How does this job (department) fit in?
• How does the work-climate of today compare to back when you started with the company?
• What metrics are you most concerned for this position? What does the leadership review?
• What was the first indicator my predecessor miss which led to their departure?
• What did my predecessor ignore or fail to do which lead them to leave (company/position)?
• What was the most recent celebration of a milestone or project completion?
• What would a successful hire do in the first 30-60-90 days on-board?
• What would make someone widely successful in this role?
• Who does the most poaching of talent out of this department?
• Who else would I be working with if selected for the position?
• Who is the go-to person when you need something done or fixed and why?
• Who was your sponsor in the beginning of your career here?
• Would your replacement come from within the company or would they hire externally?
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications we have not discussed?
Bonus Question
• How long is the salary for this position budgeted?
Naturally, you cannot ask all of these questions at one interview. Identify those important to you by profession and rehearse them enough to make them your own.
There are variations of the same theme in some instances. Master the nuance and refine the question to elicit data which you are about.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Thursday, February 11, 2016
Questions For Hiring Managers - Checking Your Field Position
Waiting to know where you stand after an interview can be difficult.
Learning to ask questions about your standing or determining how large the candidate pool is takes guts and preparation.
While you cannot ask all of these questions, you can apply 1 or more based on the context of your interview.
If you are interviewing with multiple individuals or multiple groups of people; using different questions with each may create insights to your potential for an offer.
Mastering questions similar to these may be a good starting point:
• Do you have referral candidates scheduled to interview?
• Are there any friends or family who will interview for this position?
• If am not offered the job at an appropriate time should I reapply in the future or consider other companies?
• If am not offered the job, would you consider me a I silver-medalist candidate or a distant runner-up?
• Candidly speaking, what would keep you from offering me this position besides [other interviews / just starting / pending internal referrals]?
• What position would you recommend me for if my experience does not align with your needs? Are their contacts in the industry you can introduce me to?
• Do you have any friends outside the company who might be a fit for this position?
• Who outside the company is the go-to-person for discussing openings like this?
Using questions like this breaks the norm. Few candidates come in to an interview this prepared or bold.
It takes guts and is full of risks.
It will likely alienate the hiring manager. They may feel answers to these questions is confidential or would undermine the process.
Why? Some hiring managers have been sand-bagged by groups of candidates coordinating their interview efforts. This experience can make them slow to sharing information and many of them have been trained to be vague by HR or legal.
And while I can mention the risks, many of you will be thinking:
- Nothing ventured, nothing gained
- It is my chance to understand how big the playing field is
- I need to know if I am in the running
Whatever your decision - be prepared by being well rehearsed. Over-learn the content. Memorization alone will fail you.
You have achieved an over-learned condition with the material when you realize you have had "dreams" about it.
Do not skip this step - if you are going to go for it; be prepared.
The next post for this series: a list of questions for hiring managers on one page.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Learning to ask questions about your standing or determining how large the candidate pool is takes guts and preparation.
While you cannot ask all of these questions, you can apply 1 or more based on the context of your interview.
If you are interviewing with multiple individuals or multiple groups of people; using different questions with each may create insights to your potential for an offer.
Mastering questions similar to these may be a good starting point:
• Do you have referral candidates scheduled to interview?
• Are there any friends or family who will interview for this position?
• If am not offered the job at an appropriate time should I reapply in the future or consider other companies?
• If am not offered the job, would you consider me a I silver-medalist candidate or a distant runner-up?
• Candidly speaking, what would keep you from offering me this position besides [other interviews / just starting / pending internal referrals]?
• What position would you recommend me for if my experience does not align with your needs? Are their contacts in the industry you can introduce me to?
• Do you have any friends outside the company who might be a fit for this position?
• Who outside the company is the go-to-person for discussing openings like this?
Using questions like this breaks the norm. Few candidates come in to an interview this prepared or bold.
It takes guts and is full of risks.
It will likely alienate the hiring manager. They may feel answers to these questions is confidential or would undermine the process.
Why? Some hiring managers have been sand-bagged by groups of candidates coordinating their interview efforts. This experience can make them slow to sharing information and many of them have been trained to be vague by HR or legal.
And while I can mention the risks, many of you will be thinking:
- Nothing ventured, nothing gained
- It is my chance to understand how big the playing field is
- I need to know if I am in the running
Whatever your decision - be prepared by being well rehearsed. Over-learn the content. Memorization alone will fail you.
You have achieved an over-learned condition with the material when you realize you have had "dreams" about it.
Do not skip this step - if you are going to go for it; be prepared.
The next post for this series: a list of questions for hiring managers on one page.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 8, 2016
Questions For Hiring Managers - Generic Questions - Make Them Your Own
Here is an abstract or generic hiring manager question inventory.
Most of the questions are self-servicing for the candidate. They do not engage the hiring manager.
There is a the risk of alienating the hiring manager who may not be allowed to answer the questions honestly.
This may force them to deflect an answer.
Deflecting an answer is not a difficult thing to do at all. But socially, it is unpleasant. It is not a fun to do.
Why do you care about their comfort-level? The negativity they feel can become associated with you which works against offers.
Minimize your risks by asking the minimum number of questions you need answers.
b>Hiring Manager Questions – Abstract / Generic Inventory
• What happened to the previous employee?
• How long as the position been posted?
• Does the manager hire for culture or technical fit?
• Which experiences or technical skills matter most for the role?
• What are the challenges facing the role (budget, labor, process, technology, or regulations)?
• What are the characteristics of a successful hire for this position?
• Who are the competitors locally, nationally and why?
• What are company costs or expenses trending up, down or remaining flat and why?
• Describe the company: culture, values, guiding principles impacting the job.
• Company projections: above or below expectations; expanding or contraction and why?
• What changes internally created this position (promotions, exits, or re-organization)?
• What changes externally created this position?
• Is the company revenue up, down, flat and why?
• What are the work-styles of the bosses, peers, teams and other departments?
• How long ago was the position budgeted?
• How long was the position opened employees before going to the public?
• How many internal candidates have interviewed?
• What have been the primary mistakes of other candidates who have interview with you previously?
Make these questions your own by rehearsing what you decide to ask aloud. This develops the vocal patterns so the question sounds natural.
You have rehearsed them enough at the point you "dream" about the questions in your sleep?
Next up - positioning questions in a crowded field.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Most of the questions are self-servicing for the candidate. They do not engage the hiring manager.
There is a the risk of alienating the hiring manager who may not be allowed to answer the questions honestly.
This may force them to deflect an answer.
Deflecting an answer is not a difficult thing to do at all. But socially, it is unpleasant. It is not a fun to do.
Why do you care about their comfort-level? The negativity they feel can become associated with you which works against offers.
Minimize your risks by asking the minimum number of questions you need answers.
b>Hiring Manager Questions – Abstract / Generic Inventory
• What happened to the previous employee?
• How long as the position been posted?
• Does the manager hire for culture or technical fit?
• Which experiences or technical skills matter most for the role?
• What are the challenges facing the role (budget, labor, process, technology, or regulations)?
• What are the characteristics of a successful hire for this position?
• Who are the competitors locally, nationally and why?
• What are company costs or expenses trending up, down or remaining flat and why?
• Describe the company: culture, values, guiding principles impacting the job.
• Company projections: above or below expectations; expanding or contraction and why?
• What changes internally created this position (promotions, exits, or re-organization)?
• What changes externally created this position?
• Is the company revenue up, down, flat and why?
• What are the work-styles of the bosses, peers, teams and other departments?
• How long ago was the position budgeted?
• How long was the position opened employees before going to the public?
• How many internal candidates have interviewed?
• What have been the primary mistakes of other candidates who have interview with you previously?
Make these questions your own by rehearsing what you decide to ask aloud. This develops the vocal patterns so the question sounds natural.
You have rehearsed them enough at the point you "dream" about the questions in your sleep?
Next up - positioning questions in a crowded field.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Wednesday, February 3, 2016
Questions For Hiring Managers - Potential Insights
The answers to your professional interest questions initiate a relationship irrespective of an offer or not.
Some of those insights could include:
• Attribution bias of the manager; is success self-made or made by working with people
• If they have healthy work relationships and or the political skills to prevail at the company
• Their mentors, if they had any and or if they mentor others currently
• Validation of work-life values as presented by the company
• Insights to which parts of the job they enjoy and which parts might they delegated
• If they are attached to the work, people or company or something more personal
• If they might be in a transition phase down, across, up or out of the company
Beyond a better understanding the hiring manager, the candidate creates a context for keeping in touch if they are not selected for the position!
This is helpful as networking with professionals is the fastest route to new employment.
The mistake most candidates make is focusing solely on the job piece - the short-game to the exclusion of the long-game.
People can be sympathetic to a candidate's need for a job.
But... they would rather treat the candidate as a professional who has an agenda, a consistent business persona, some self-awareness and "stones" big enough to move from the short-game to the long-game effortlessly.
Generic question list coming up next... Dirk
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Some of those insights could include:
• Attribution bias of the manager; is success self-made or made by working with people
• If they have healthy work relationships and or the political skills to prevail at the company
• Their mentors, if they had any and or if they mentor others currently
• Validation of work-life values as presented by the company
• Insights to which parts of the job they enjoy and which parts might they delegated
• If they are attached to the work, people or company or something more personal
• If they might be in a transition phase down, across, up or out of the company
Beyond a better understanding the hiring manager, the candidate creates a context for keeping in touch if they are not selected for the position!
This is helpful as networking with professionals is the fastest route to new employment.
The mistake most candidates make is focusing solely on the job piece - the short-game to the exclusion of the long-game.
People can be sympathetic to a candidate's need for a job.
But... they would rather treat the candidate as a professional who has an agenda, a consistent business persona, some self-awareness and "stones" big enough to move from the short-game to the long-game effortlessly.
Generic question list coming up next... Dirk
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 1, 2016
EVENT - Frisco Connect - Tues March 1st – 9am - Stonebriar Community Church Frisco
Volunteer Schedule – (Speaker)
Frisco Connect
Tues March 1st – 9am
Stonebriar Community Church Frisco
4801 Legendary Drive Frisco, Texas 75034
Program:Resume Psychology
NO charge
NO registration
Come on out - we'll talk resume hacks for getting your resume to a human reader.
See the map below.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Frisco Connect
Tues March 1st – 9am
Stonebriar Community Church Frisco
4801 Legendary Drive Frisco, Texas 75034
Program:Resume Psychology
NO charge
NO registration
Come on out - we'll talk resume hacks for getting your resume to a human reader.
See the map below.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Questions For Hiring Managers - Get Their Back-Story
Professional Interest Questions for Hiring Managers might include:
1. How were you recruited to the company?
2. How long have you been with the company?
3. Did you leave the company and come-back and why?
4. Who helped you land the position in the first-place?
5. Who has help you the most while working there? Is that person still with the company?
6. Who is your mentor? Is this person your primary sponsor?
7. Besides the monetary or benefits, what keeps you motivated day to day?
8. What things do you train on or read to stay relevant to the company?
9. How do you integrate work with non-work home-life?
10. What work-activities or task re-charge your batteries or help you decompress?
11. How long do you see themselves working in this position (project, team, department)?
The answers to these questions will provide a variety of insights. Watch for the next blog.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
1. How were you recruited to the company?
2. How long have you been with the company?
3. Did you leave the company and come-back and why?
4. Who helped you land the position in the first-place?
5. Who has help you the most while working there? Is that person still with the company?
6. Who is your mentor? Is this person your primary sponsor?
7. Besides the monetary or benefits, what keeps you motivated day to day?
8. What things do you train on or read to stay relevant to the company?
9. How do you integrate work with non-work home-life?
10. What work-activities or task re-charge your batteries or help you decompress?
11. How long do you see themselves working in this position (project, team, department)?
The answers to these questions will provide a variety of insights. Watch for the next blog.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
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