Communicating Your Value

1. Communicating Your Value Marketing You Ch. 7

2. Wouldn’t it be convenient if employers recognized the contributions you can make? Unfortunately, they don’t automatically know your capabilities. It’s easier to find people with experience than it is to find people who can think. According to Joan Farrell, Vice President of Human Resources for Lawson Mardon Wheaton, Inc. “Bring a good brain in the door, show that you can use it, and the rest is no big deal.” This chapter presents strategies on how to demonstrate your good brain – whether you’re looking for a job, beginning a new project, or starting a business.

3. How do employers decide whom to hire? • How can you communicate your value in an interview? • How can you translate academics, internships, and work experience into skills that matter to employers?

4. Tuning In to the Marketplace The #1 goal of any company is to stay in business. Every employer wants workers who can find ways to make or save the company money. You must offer employers a package of knowledge and skills that contributes to their bottom line, either through increasing revenue or saving costs. • Use an approach borrowed from marketing 101 • Getting a job consists of marketing & selling yourself to a company. It’s the same thing as a company’s marketing & selling products to customers. The more you know about the company and its needs, the easier it is to sell your benefits. Applicants with solutions to real company needs will be the successful candidates.

5. How the Selection Process WorksInterviewing for a professionalposition, even an entry-level one, is more complex than interviewing for a part-time job. Many companies interview candidates 3 or 4 times and may take several weeks to extend an offer. • Screening interview: Done over the phone with a personnel analyst in human resources to determine whether you meet the basic qualifications for the job. If you do – asked to interview in person. • Company –fit interview: in person – determines whether your personality & skills match the company culture. Successful candidates are referred to the hiring manager. • Hiring manager interview: second in person – with the hiring manger to evaluate technical skills & experience related to the specific work. • Final selection interview: top 2-3 candidates are asked to come back fro another interview with several people.

6. Human resources professionals and hiring managers know that resumes and interviews are only 2 ways to evaluate candidates. In addition, many companies administer tests, request work samples, and examine portfolios.

7. Selection Tests Many employers use pre-employment test to help decide which candidate to hire. There are different types of employment tests: Personality Tests Task-Oriented Tests Problem-Solving Tests

8. Personality Tests: answer what is true for you regarding your beliefs and attitudes about work. Honesty is the best policy. Task-Oriented Test: evaluating your technical knowledge and skills, which will be scored. However, if the response to questions is more positive, the candidate may be hired. Problem-Solving Tests:present a variety of situations that the candidate may encounter on the job. Your analysis of the problem & the way you go about solving it are more important than whether you arrive at a perfect solution.

9. Demonstrating the Personal Characteristics Employers Want Sometimes, you will be asked direct questions about personal characteristics such as honesty, self-confidence, and teamwork skills. Here are 10 characteristics employers look for. Honesty/Integrity Interpersonal Skills Motivation/Initiative Strong Work Ethic Self-ConfidenceTeamwork Skills Communication SkillsLeadership Skills Flexibility/AdaptabilityEnthusiasm

10. Honesty/Integrity: double check the accuracy of your dates, employers, and degrees listed on your resume. Some employers conduct extensive background checks, including researching criminal records & credit ratings. • Motivation/Initiative: For students-internships are key. Part of the reason is that they are so widely available that it demonstrates a possible lack of motivation. Show motivation and initiative in the interview by being prepared. (learn about company) • Self-Confidence: Speak with enthusiasm-no monotones. Videotape yourself and practice. Self-confidence comes when you are comfortable & knowledgeable about the subjects you are talking about. • Communication Skills: Your resume and cover letter demonstrate your writing ability. The interview shows whether you can clearly express your ideas verbally. Talk like a professional. Don’t be afraid to ask questions for clarifications.

11. Flexibility/Adaptability: Companies looking for flexibility and the ability to remain calm under pressure. Share experiences that demonstrate your ability to manage change. • Interpersonal Skills: Do you resolve conflicts or create them? Saying you are a people person, you need to give work-related examples. • Strong Work Ethic: complete projects on time & care about the quality of their work. • Teamwork Skills: they want people who can work with others. They will give questions. • Leadership Skills: you will be expected to lead teams & influence others throughout your career. They will ask you to share experiences about your leadership skills. • Enthusiasm: If you show tremendous energy, excitement, and enthusiasm, interviewers will remember you and talk about you.

12. Interviewing Basics • Before the Interview: research the company, analyze the job description, practice your answers out loud, develop questions you will ask, dress professionally and arrive a few minutes before the interview. • During the Interview: Greet the interviewer with smile and a firm handshake, express a positive attitude, ask good questions. • After the Interview: follow up by sending a thank you note, call one week after the interview for the progress, and remember every no gets you closer to yes.

13. Prepared byGroup 3 Kristine Agnes Michael HyeonJoo