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A Company Perspective…. Hiring 101. Class Topics. What is a company looking for? Companies have processes. Are you a good fit for their job? Core Competencies. Behavioral-Based Interviewing and Panel Interviews Market yourself! Social Media Attitude is everything! The offer.
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A Company Perspective…. Hiring 101
Class Topics • What is a company looking for? • Companies have processes. • Are you a good fit for their job? • Core Competencies. • Behavioral-Based Interviewing and Panel Interviews • Market yourself! • Social Media • Attitude is everything! • The offer. • Drug Testing.
The “Big Three” Areas of Company Focus… Will you add value? Are you presenting yourself well? (Elevator Speech, appearance, articulate) Are they hearing the right things from you?
What are they looking for? Understanding what is going on behind the scenes will help you prepare and be patient! Gulp! I wonder what is going on in there?
Most Companies Have An Applicant Tracking & Hiring Process… 1 8 2 3 7 6 4 5
#1 – Hiring Manager Identifies The Opening • Am I replacing someone or is this a brand new job? • If I am replacing someone, do I need the same skills? • If this is a new position, have I begun the long, arduous paperwork journey that is required?
#2 - Approval For Filling The Job • Requisition approval by boss • Budget approval by finance • Job approval by Human Resources Applicant’s Conundrum Cr_p! The bigger the company….. TIME Hiring Managers Conundrum COMPANY INFRASTRUCTURE
#3 - Job Descriptions and Key Competencies… • Job descriptions describe the job and its key duties and responsibilities. • Most companies have them. • When companies run ads or post jobs, often times the verbiage came from their job description. • Buried treasure lies within the job description or the company’s job posting…...
Your Job Is To Find It On the test! Bwaaaak!!! • PIRATES TREASURE CODE – Arrrrgggghhhhhhh!!!!!! • Direct reports • Scope of job • Accountabilities • Skills required • Skills desired • Education required • Competencies and/or Dimensions I hate that bird…
Do Your Skills and Behaviors Match Their Needs? Don’t fake this. You won’t last long! Are you a good fit? What set of competencies is the company looking for? What are YOUR personal key CORE COMPETENCIES?
#3 and #4 - The Company Is Looking For A Specific Type Person With Specific Skills & Behaviors! Hello!!!!! Something very important just happened here!!!!! Yep… they talked about what you have to figure out!
Know Your Own Key Core Competencies!!! Core Competencies or Dimensions (used interchangeably) “Descriptions of clusters or groupings of behaviors, motivations, and knowledge related to job success or failure.“ DDI (Development Dimensions International)
Examples of Core Competencies • Analysis • Attention to Detail • Collaboration • Customer Service Orientation • Decisiveness • Delegation • Developing Talent • Empowerment • Fact Finding / Data Mining • Financial Decision Making • Follow-up • Impact • Independence • Information Monitoring • Initiative • Innovation • Judgment • Leadership • Listening • Managing Change • Meeting Leadership • Negotiation • Oral Communication • Oral Presentation • Organization Analysis • Persuasiveness • Planning and Organizing • Problem Solving • Professional Knowledge • Quality Awareness • Quantitative Analysis • Resilience • Sensitivity • Strategic Leadership • Strategic Planning • Teamwork • Technical Proficiency • Tenacity • Work Standards • Written Communication
Several Not So Subtle Pieces of Advice If you tell ANYONE you are a “People Person” Guido “The Brute” will find out, Guido will personally hunt you down and Guido will hurt you. If you can’t think of any examples to support your behaviors or strengths, maybe it isn’t a competency. Ok, Ok… I’m not a People Person!!!!! Awwcckk.. I give!
Identify 4-5 Competencies That Describe your Job and/or Behavioral Strengths. Your Core Competencies A. B. C. D. E. Company Core Competencies Needed A. M. R. T. Z. The company is going to be looking for candidates who have the Specific Competencies they need. Do your homework and be realistic.
#5 – Internal Job Postings • Internal • Many companies give employees first crack at jobs by announcing openings internally first. • Usually for a specific period of time. • Sometimes candidates are already identified through succession planning processes. • In bargained (union) locations, there is usually a very strict bumping or backfill process in place. Contract language will articulate how jobs are filled from within as well as the rates of pay.
#6 – External Job Postings • Once the job opening is going “External”, there are as many different ways companies handle this as there are companies!!! A lot. • HR Departments run ads directly • Retained search firms • State and local employment agencies • Career centers • A myriad of internet job boards • Even Craigslist! • Company websites • Function-specific websites • Networking!!!! Geezzzz… this is a lot of work! Duh!
Beware of the “Predator” Fly By Night Agencies Here’s how they work…. • They identify new job postings. • Run Boolean (multiple key words) searches of databases full of resume’s like CareerBuilder, IT Job Café, Monster, etc. • When they find you, you will get an email from them introducing themselves (rarely a phone call). • If you contact them, they will push to get a clean resume from you and ask you to quickly sign an agreement stating you will not directly pursue the job opening through any other resource. • What you don’t see is that they are pushing your resume plus all the other hits they got on their searches to companies hoping to occassionally get a nibble and a fee if the company ultimately hires you. • A lot of them don’t know anymore about the job than you do.
Here’s An Example… Got 6 of these in one week. All for the same job. Hi, Hope you are doing great Systel has a need to hire a SAP HCM Payroll for the Irvine ,CA area for one of our direct premier clients with a duration of 6 months (with extension to several years if candidate works out). Hello,My name is Nitin and I represent Cxxxxxxxr IT .Cxxxxxxr IT is a global staff augmentation firm providing a wide-range of talent on-demand and total workforce solutions. To know more about Cxxxxxxr IT , please visit our website. We are constantly on the lookout for professionals to fulfill the staffing needs of our clients, and we currently have a job opening that may interest you. Below is a summary of the position.If you are interested in the opportunity listed below, please forward your updated resume along with current contact information, or perhaps you can recommend someone who would be interested in this position. Job Title: SAP HCM Pay Roll Consultant Location: Irvine, CADuration: 09-12 Months - Contract - Onsite Only Note : Only U S Citizen , Green Card , EAD and TN Visa Can apply H1b is not required .Exp : 8-10 Years
How Did They Find Me? The first thing on my resume (active because I am a contract consultant) below my name and email info… SAP North American Functional Leader * International SAP Design & Mgmt * Domestic & International Compensation * Employee Benefits & Wellness * HRIS * HRMS * Human Resources * HR * SAP * ADP * PeopleSoft * SAP ECC & HCM * Global SAP 6.0 HCM Implementation * Salary Administration * Executive Compensation * Stock Administration * Incentive Plan Design * Board Compensation * Benefits Planning * Benefits Administration * Payroll The good news is that good search firms and agencies can find you too!!! But, don’t sit back waiting for someone to contact you when you pop up on their search. You want that interview ? Go after it! You can find most of these listings yourself. Companies like that because they don’t have to pay a 20% - 30% fee!
A Little More About Your Resume… • Many companies use pools of resumes collected from electronic applications. • If they use an Applicant Tracking System, and you only send in paper, be concerned. • Candidates will be identified from their electronic pool if it exist. • If you can apply on-line, DO IT. VS.
I Dunno… Or, How to Blow An Interview in 3 seconds or less… • What do you want to be when you grow up? • What field are you interested in pursuing? • What are your strengths? • What do you bring to the table? • What’s my next step? • What do you aspire to be? • Why are you here? • What job are you applying for? • Will your peers agree with your strengths and weaknesses? • Um… you’re wasting my time!
Self-Awareness is VERY Important! • What is your temperament? • How do you react under pressure or deadlines? • In a disagreement, do you shut down? Attack? Negotiate? Compromise? Work harder? Call in sick? • How will you fit into the work environment? Not all workplaces are the same.
Self-Awareness Tools • The iWork team is putting together a list of resources and self-awareness tools for you. • Here are a couple… • www.keirsey.com (Free) • www.testingroom.com (Free) • www.careerdirectonline.org ($80)
Behavioral-Based Interviewing • The best indicator of future success is past behavior. • Companies train managers to ask the right questions. • They want to know what you have done and how you did it. • They also give hiring managers tools and questions to ask. • A good interviewer will NOT lead you to the correct response. NOR will they fill the silent pause while you are groping for an answer. • BE PREPARED. DON’T WING IT!
Real Questions Recommended questions for “Attention to Detail” • Open-ended. • Looking for how you handled things. • Probing for past behavior. • Panel Interviews will come • at you from different directions • (different questions, same competency). “It’s not the one you can see you have to worry about!” …..Jurassic Park
Market Yourself!!! • Put yourself in their shoes. What do they need to see and hear? • Crisp • High Energy • Can Do Attitude • Posture – No slouching, slumping, sliding down in your chair. • Eye contact. • Dress for the event. Show them respect and that they are important to you! • Do they see… • Confidence • Desire • Neat and orderly • Respect • Men… shine your shoes! • Leave your dark purple shirts with the neon pink tie at home. Save that for your Disco Dance night out.
Attitude! Food for thought… or how NOTto get hired… Uhhh…. Can I Google that and get back to you? Hey wait! I’m not done with my elevator speech yet! What kind of stupid interview question is that? How should I know?
Social Media • Don’t be stupid! • Anything in the public domain is fair game. • Pictures or words. Hmm… The next new supervisor? They thought it was funny at the time! Then someonetagged them and put a name to the picture. Then someone else made a copy and shared it in a broad distribution from their iPhone. Then someone at the company where they had just submitted a resume got curious…..
Posting on one of the websites… • “This company is so behind, they will never catch up with the rest of the world!” • “I can’t believe this company! Blah, blah, blah…” • Post Mortem… the person that said these things on Facebook was fired.
Job Offer and Conditions • Offers will come in many shapes and sizes. • HR email with a gazillion attachments • Call from HR • Call from Hiring Manager • Calls will generally be followed by paperwork including instructional packets for your drug test. • Offers are generally contingent upon a successful drug test and medical exam.
Drug Testing, Background Checks and References..Oh My! • Yes… many companies drug test. Lay off the Wacky Weed! Takes 4 – 6 weeks to get out of your system. • Yes… assume they will run a background check. • Have your references prepared and printed ahead of time along with their relationship to you.
