Keep it Short and Sweet!
Although I've written before about my opinion that in most cases it's not necessary to send cover letters with your resume or job application (Cover or Uncovered), I find that many people have an emotional attachment to sending one to express their desire for the position.
If you decide that a cover letter is necessary, it's important that you do it well!
In so many cases, when I see cover letters, they often do more harm than good because of the way they've been written. Here are some observations and some points that may help…
Never use a cover letter to say what should be in your resume. Often, job seekers don't tailor their resume for each job they apply to, but rather put the relevant skills and experience in their cover letter. Unfortunately, most recruiters and hiring managers never read cover letters at all. Regardless how effectively you may have articulated your match to the job in the cover letter, if no one reads it, it has zero impact. Your resume is the only document that you can be sure will be searched from their database, or read by a decision maker. Your resume has to be the primary document that connects the dots between their requirements and your experience. Never rely on a cover letter to do that for you!
Brevity is a virtue! That's true for resumes, emails, cover letters and any other written communication. Like it or not, most people scan, rather than thoroughly read most business communications. The same may be true for you at home. When you receive a number of emails and begin going through them, most people will look at it briefly to decide what they will do with it. If it looks like spam, it gets deleted quickly. If it's very lengthy, they may read the first line or so, and either postpone reading further until later, or decide they don't have the time to get to a long read at all so they move on. If, however, it's brief (2 or 3 short paragraphs), they often see it as something they can digest quickly and will read the whole thing. As a job seeker, you want to improve your chances of your cover letter getting read.
Short and sweet instead of long and challenging will win every time!
Less fluff! In order to keep it short and sweet, stick to the "dots"! When your resume and cover letter is reviewed, the biggest thing the decision maker is trying to determine is whether you have the background for the specific job. At this point of the process, they don't so much care yet about your philosophy in your career, your goals and objectives for your career, or even if you know a great deal about their organization. Initially, when deciding who to talk to further, they are determining who has the most relevant experience for this role. They are trying to connect the dots.
Your cover letter is most effective when you help them see the obvious fit between your background and their requirements. Your resume must do that as well, however, the cover letter can accentuate the direct connection. So the most effective cover letters are often the ones that briefly state something like…
The requirements listed for the position ask for 3 years experience with ______, _______, and ______ which I bring with 5 years of responsibility in those specific areas in my last role.
A statement like that emphasizes what they already see on your resume. It should never be a substitute for what they read in your resume.
If you decide that a resume is warranted in your situation, be sure it's effective and adds to your chances of getting a call. Keep it short and sweet!
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Find the balance!
In my 8-week class on job search strategies, it's not at all unusual for people to assume the worst when they don't get a response from a company right away after an interview or after applying. It's also not unusual for many of them to get overly excited and "certain" they are getting a job after only seeing an appropriate job posting or after an initial phone screen.
Whether it's being overly pessimistic, or overly optimistic, the problem is the same… unrealistic expectations about the process. Those unrealistic expectations invariably send people on an emotional rollercoaster that becomes draining and leads to a bad attitude in their pursuit of a new career.
It's critical to find balance in your reactions regardless of how things progress.
Here are some things that can help…
Remember… It's not all about you! Very often, people assume that every action an employer takes, or doesn't take, is a very personal statement about them as a candidate. For example:
If the employer calls quickly after applying for a job, it "must" mean they are excited about my background.
or
If they don't call me back when they said they would, it "must" mean they are rejecting me.
The reality is that the employer, in most cases, has other priorities in their workday and workweek than just hiring someone to fill that particular position. Timing often has more to do with when they happen to get to it, rather than any judgment about an individual candidate.
As a candidate, your sense of urgency about getting to the next steps is almost always going to be greater than the employers'. Understanding that you are one of many priorities on their plate often helps to set expectations more realistically.
Temper your emotional response. Allowing yourself to get emotionally too high, or too low in your job search process usually has a rebound effect that swings you too far in the other direction.
It's not unusual for someone to get overly excited when they see a job posting that seems to be "written for them". In reality, regardless how good a fit the position may be, when you see a posting you have to realize you will likely be one of dozens, or potentially hundreds of other candidates. Even if you are a better fit than all the others, you have a challenge of being able to get noticed out of the sea of other applicants. Managing your emotions so that you only allow yourself to get incrementally more excited as you progress through the hiring process helps keep you from the crushing feeling if you don't get the interview or the job.
Conversely, If you allow yourself to hit the floor emotionally when you don't get the job you thought you had locked up, it will take you longer to get into a state of mind to take advantage of the next opportunity that comes up. Furthermore, after you've been so low, many people get overly exuberant when the next prospect turns up. Realize that it was one job, and there are others out there to be pursued as well.
The emotional roller-coaster, going to great heights, and deep valleys is stressful and draining to your attitude and your well being. In turn, that then makes you less attractive to future potential employers.
Keep the pipeline full! The greatest way to keep your emotions on the positive side and avoid the big swings is to have other opportunities you're working on. Too often, when job seekers feel like they're "getting close" to an offer, they slow down or quit their networking, hunting, and applying to other positions. So when they don't get the offer they thought was locked up, they not only feel discouraged about losing that position, they also are starting over again to get their pipeline re-filled.
Until you have an offer in hand, you should never slow down your efforts at pursuing as many opportunities as you can find. It certainly helps you to make better choices and softens the blow when you have 2 or 3 other promising opportunities in the hopper if this turns out not to be "the one".
Finding and maintaining an emotional balance in your job search is critical to being on top of your game throughout your search. Become conscious of your emotional responses and control them to be your best!
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Keep the faith!
A woman that took my job search strategies class over 2 years ago, reminded me that you should always have hope, optimism and faith about your search.
She had been a Project Manager for a large health care organization responsible for facility moves. She had an outstanding background of managing multi-million dollar moves for hospitals and some of their largest office facilities as well. Unfortunately, like many others in the "Great Recession", she was laid-off when they were cutting costs and she began her long search for a new position. In her case, it took almost 3 years!
Certainly she got discouraged, her unemployment benefits ran out and finances grew tight. She made ends meet by picking up interim odd jobs, including driving a school bus for several months. Although she continued networking and pursuing opportunities, she began to doubt whether she would ever find an appropriate position for her background again. She did work at maintaining a positive attitude and projected an upbeat personality in her interviews.
Then, through her networking efforts… she met someone at a networking event, who introduced her to someone who worked at another health care company locally. She called and got an informational / networking interview with that person, who later introduced her to the Director of Facilities at the company. They connected, met, and after three weeks of interviews she was presented an offer. The offer was for a position that was never posted. It was created for her. It was a more senior role and at a higher salary than the position she lost three years prior!
Needless to say, she was elated! After enduring month after month of disappointment, doubt, and discouragement, she landed into a position she had only wished for all that time. There are lessons that can be learned from her experience:
Never Quit! Quoting Winston Churchill's famous speech at The Harrow School in 1941… "NEVER give in!". While it's certainly tempting as time goes on to throw in the towel and decide "it's just not going to happen for me", it's critical to find the motivation to turn your attitude around and keep doing whatever is necessary to keep going. Persistence pays. Don't give up!
The attitude you project matters! If, this woman had gone to networking meetings and interviews with a discouraged, bitter, and defeatist disposition, she would not have gotten the job. No one wants to hire someone that's a "downer"! I often say that a positive attitude is the hardest, and most important thing to maintain throughout a job search! It's critical that you get in the habit of charging your batteries each day so that you can face it with optimism and enthusiasm that draws others to you instead of repelling them. Find what works for you and be diligent about doing it!
You never know when it will happen. It's not at all unusual that the best job leads will come from the least likely and least expected sources. It may not be a job lead at all, but rather, as in this case, simply an introduction to someone that ultimately leads to a newly created position. Never minimize the value of an introduction, and always follow up with every contact you can. Always present yourself professionally, and follow up. The contact you don't take seriously may be the one that could have the best opportunity for you!
A long job search can be extremely difficult to endure in many ways… financially, emotionally, in your relationships, and in your self-esteem. Your ability to stay positive, and keep on keeping on will have everything to do with your ultimate success. It can happen… if you Keep the faith!
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Should you create portfolio presentations for your job interviews?
From time to time I'm asked if I think it's a good idea for people to create and present portfolios for their job interviews. They've either heard of people doing it, or seen one that seems impressive and think it may make a difference in their own interview results.
So… are they worthwhile, and should you create one?
The answer… as with many other questions about your job search, is… maybe!
There are many advantages and good reasons to do one. As well as many pitfalls and reasons that it may do more harm than good.
Here are some observations and considerations for you to make as you decide:
Consider common practices in your field. Some careers demand it. Generally, if you are a graphic artist, photographer, a fashion designer, in advertising, or in other "creative" fields, portfolios are expected. You can talk about your artistic ability, however, the saying: "A picture is worth a thousand words", certainly holds true. If you are an Insurance Actuary, Drill Press Operator, Call Center Manager, etc, there may not be a good reason to have one. However, don't assume that just because people in your field don't generally have one, that you shouldn't either. There may be ways to use it to set you apart from the crowd.
Consider your presentation skills. Your ability to make it engaging will largely determine its value.
- How well do you "think on your feet"? Can you easily flip to a relevant page/slide and speak about it in an engaging way that doesn't come across as artificial or contrived? You don't want to make it seem like your trying to twist your answer to one of their questions in a way for you to make sure to get your portfolio in the conversation.
- Are you "dry"? If you typically speak in monotone speech patterns and have a tendency to ramble on, adding the portfolio, where you bore the interviewer even more than simply answering questions will likely create more of a negative impression than a positive one. However, if you are someone that makes presentations often and tend to engage people well, it can be an asset.
It's gotta have substance! Creating a portfolio simply for the sake of having one, that doesn't really add value to the interview process, will not be viewed worthwhile. It has to be able to present important skills, ideas, research, or other substantive information that is relevant and substantial for the position. Simply creating an expanded resume, that may include graphics of some sort, would likely be viewed as fluffy self-promotion.
It must be relevant. Presenting information about accomplishments or experience you've had in the past, but have little or nothing in common with the position you are pursuing will not help you gain the new role. It may be interesting and engaging in some way, however, it doesn't prove in some way that you have unique skills or abilities to excel in the job at hand, it will not likely be viewed as worthwhile information.
Don't create questions about your ethics! Often, when people present documentation of their experience or accomplishments, they bring information that may be proprietary to their previous employer. If it's not, it's important that it's clear that it's not. Even the perception that it might be, may cause the employer to question your ethics. Be proactive in making sure they understand that you haven't crossed any lines.
Don't create 'solutions' when you don't have enough information. At times, people will create presentations of their solution to a problem or task that the company may be facing. In the hopes that they may be able to be viewed as a problem solver, they often show instead that they don't have a grasp of the situation. There may be occasions where presenting a solution or plan for a particular challenge can be a way to dramatically set yourself apart from competing candidates. However, don't attempt it unless you've had an opportunity to fully learn the nuances of the issue and have enough facts to make an informed recommendation. Providing solutions without fully understanding the facts will hurt, rather than enhance your credibility.
Successes. I have seen examples of portfolio presentations in interviews where it absolutely swayed the decision makers toward the candidate. They were done, and presented exceptionally well and hit directly on target…
- One was from someone interviewing for a sales manager position. During the first two interviews at the company, he was able to meet with superiors, peers, and sales people on the team he would be leading. He asked many pointed, and insightful questions about their successes and issues. He asked detailed questions to gain an understanding of the subtle factors contributing to their situation. He also thoroughly researched the company, industry, and their competition to better understand the market. When he was asked to return for further interviews with superiors. He brought a portfolio that he created specifically for this role. He explained what he learned, and he presented a 90-Day plan for how he would tackle issues and achieve their goals. He had charts, agendas, and examples of how he dealt with similar issues in previous roles he'd held. He made a compelling presentation, and left the portfolio with them when he left for them to review further. Because of his care to gather all the necessary facts first, his solutions were spot-on and he ultimately got the job.
- Another, was someone pursuing a marketing role. Similar to the first example, she used the first interview to primarily gather information. When she returned for further interviews, she brought a portfolio that highlighted her experience that specifically related to the challenges she would face in this particular role. She showed results and achievements that would be directly applicable in the position at hand. It creatively gave her an edge as compared to other candidates they were pursuing. She got the job.
- The same principles can be used for a variety of positions. An Accountant might present initiatives they took in previous roles to improve processes or to find issues. Or, an Engineer might present products or processes they've designed or improved. It's critical that the presentations always be relevant, substantive, not proprietary information, and engaging.
Creating a portfolio presentation for your next interview might be just what you need to set yourself above other candidates. However, be careful that it's done right and that it adds value to the process. Otherwise, it might be better to avoid it!
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Consider the source!
When you're looking for a new job, it seems that nearly everyone has some advice for you.
Particularly when it comes to resumes, I often say that if you show your resume to 10 different people, you'll get 10 different, often conflicting opinions.
People will give their opinions on what the best resources are, how to interview, how to "network", and on any other topic or strategy for your job search. And often people become passionate or argumentative if you don't quickly see the "wisdom" in their advice. Furthermore, there seems to be an infinite amount of advice online in blogs like this, newspaper and magazine articles, YouTube videos, and other sources.
It can certainly become confusing. What, and who, is right?
Take in all the advice you can… but when deciding what to apply in your search, or not… always consider the source!
You're the only one responsible for your search! Although I consider myself reasonably astute at what works in today's job market, and what doesn't, I certainly understand that people are getting a lot of conflicting advice. Based on my career as an Executive Recruiter, I write extensively, teach an 8-week class on job search strategies, present job search related topics to large groups, and coach individuals 1-on-1. However, I often tell people that I'm not offended in any way if they choose not to heed my advice. Each individual is solely responsible for the contacts they make, the resume they present, the way they interview, and how they negotiate an offer. If they rely on someone else's advice and it's ineffective or backfires somehow, the employer is not going to be swayed by hearing that you were only following someone else's advice! You have to take what you hear, apply what you believe sounds right to you, and feel comfortable with disregarding the rest.
CNN and the Wall Street Journal are not necessarily right! With the job market so tight in the last couple of years, it's not uncommon for major publications and television news outlets to do stories with advice for job hunters. It surprises me how often those stories give poor advice. They often are based on the predetermined perception of a reporter that doesn't really have a good grasp of today's job market rather than seeking effective advice from someone that is immersed in it on a daily basis. While ideas and advice from those sources can be great information points, don't necessarily take them as the best advice out there.
Hiring Managers and HR Managers aren't necessarily right! While it may seem to make sense that a hiring manager or HR Manager may be a great source of advice, it's not always the case. A hiring manager that may hire 1 or 2 new people per year, and may have a final few resumes presented to them by an internal or external recruiter, is not likely to see enough resumes or interview enough candidates in the current market to get a good overview of what is effective and what is not. The same is true for an HR Manager that may not have direct recruiting responsibility. Each of them can certainly be worthwhile additional reference points for you, however, don't necessarily weigh their opinions over others. If they are actively hiring people on a regular basis, however, they likely do have a better read of what's effective in the market, and can be a great resource for you.
Outplacement services and your state workforce centers aren't necessarily right! While there are many companies and individuals in either of those situations that are excellent, it's also very common to find people giving outdated advice for your job search. Often, those organizations hire people that may have had HR or recruiting related experience at some point in their background. However, the job market, and effective job search strategies have changed dramatically in the last few years. Technology, commonly accepted practices, preferred means of receiving candidate information, and other factors are much changed from even 4 or 5 years ago. While people are well meaning, their advice is often dated and far less effective than it could be. Consider each person, and piece of advice, on a case by case basis.
Pay attention to people "in the trenches" each day! Generally, the people with the most current and valid advice, are those that are in roles that look for, and deal with job seekers on a daily basis. They have the greatest ability to see an overview of resumes, approaches, online profiles, interview styles, and follow up. They know what gains a response, and what doesn't. They understand what creates a positive impression, and what doesn't. They can best communicate what works and what doesn't. Agency recruiters and "headhunters" that work with multiple companies gain a unique perspective of how companies respond, and what challenges job seekers face. Internal company recruiters can give excellent insight into what their company prefers, and what turns them off. Hiring managers that hire new people on a regular basis, particularly ones that see all the resumes that come in and select their own interviews can relate what triggered their interest and what didn't. Some career coaches that constantly seek out new best practices can be great resources as well.
Obviously, as a recruiter, this may sound self-serving. However, I would say that it's logical that people with the most exposure to the frontlines of the job market each day would have best understanding of the dynamics.
Seek, and listen to all the advice you can get. There are often great gems in the least likely places. And as mentioned earlier, you are the only one that's responsible for your strategies. However, be sure to weigh different advice differently based on the source. There are a lot of poor recommendations out there. Be discerning to pick, and apply, the best!
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New Grad… Not Knowing Where Life Will Lead
I've had two separate conversations recently with relatively new college grads looking for their first jobs. In both cases, they were looking for advice on how to answer a recurring question they were getting in job interviews.
Where do you see yourself in 5 (or 10) years?
Although I've addressed that question in a previous article, I think there are different factors to consider for someone that is seeking their first career related position. In many, perhaps most cases, entry-level candidates don't have enough knowledge of potential career paths, or of the industry, to have a good idea of where they might be in 5 years, much less 10. In most cases, the interviewer knows, and understands that as well.
So why do they ask the question? I believe for multiple reasons…
- To find out if the candidate might have specific goals and objectives for their career
- To discern whether the candidates goals fit with what they might be able to do at that company
- To see if the candidate has a grasp of what realistic objectives might be
- To see whether the candidate is willing to earn their opportunities, or expects them to simply be given
An employer looking for an entry-level candidate is not likely expecting the same kind of defined goals that someone 5 or 10 years into their career might be expected to have. They are primarily looking for someone that…
-
Has some related schooling and/or experience
-
Has a positive attitude and a sense of professionalism
-
Shows enthusiasm for their job / career
-
Is ‘on the ball’ / can learn things quickly and understands things quickly / and can communicate well
- And is willing to prove themselves in their current role before expecting promotions / raises / etc.
Unfortunately, the last point is sometimes rare to find.
In the two conversations I had, the individual circumstances were different. Each of them are new grads, however, one had very specific goals he wanted to accomplish in 5 years, and the other had really didn't know where she wanted to be in 5 years.
In the case of the first conversation, he had been sharing his goals in his interviews, unfortunately however, his goals really didn't align with the positions he was interviewing for. He ultimately wanted to obtain a PhD and teach at a University. In the meantime, he was interviewing for entry-level engineering positions at companies now. When they hear his goals, their impression, rightfully so, is that he's looking for a company to pay for his advanced education, and then he would leave. That's not an attractive prospect for most employers.
In the second conversation, although she had exceptional education accomplishments, she wasn't yet clear on what kind of career she really wanted to pursue. Her primary objective was to get a job and pursue what she could. Her various answers to the question made it sound like she was primarily looking for what a company could offer her, rather than any desire to make a real contribution.
When asked the question… if you have a specific goal that aligns itself well with the company you are pursuing, then certainly articulate that goal and what you hope to achieve along the way. However, when your goal is not aligned well with the job, or you're not sure what your long term objective is, a reasonable answer might be something like:
"At this point, I don’t have a specific goal for a role I want to hold in 5 (or 10) years from now. But I want to find an opportunity where I can prove myself to a company and see how far my hard work and abilities can take me. I think that if I focus each day on doing the best job I can, the rest will take care of itself."
That kind of answer sounds realistic, and yet sound ambitious. It makes it clear that you're not looking just for a “job” to settle into for the next several years. The more your answer can show you’re interested in being of value to them rather than just getting what you want from a company, the better your answer will be received.
It's not a good idea to profess a goal that you don't really have or believe, in the hopes that it makes you sound more ambitious. You won't be sincere, and a good interviewer will see through your ruse. It's not necessary to have a specific goal. It is necessary, however, to make clear you are looking for an opportunity to contribute.
The question is likely to be asked. Practice your answers in advance and imagine how it might be perceived by an employer.
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As a recruiter, who also knows many other recruiters who agree, it's often surprising when it's so difficult to find candidates to fill open positions while we're in the midst of high unemployment rates.
Certainly, unemployment rates are not uniform across industries and fields. Certain sectors, categories, and professions have been much more severely hit than others. People with certain skills have been experiencing no slump at all and are in constant demand. While others are struggling to find appropriate opportunities.
The reality is, that even within hard-hit industries, certain job skills are still in high demand. While there are no easy, or one-size-fits-all solutions… If you find yourself struggling to find your next position, here are some ideas…
Retraining MIGHT help. While it's not always a solution, gaining training or certifications in a new field might help in landing a new position more quickly. Employers certainly prefer prior related work experience over a newly trained candidate. However, in some fields, there are enough jobs for both. If you are pursuing a new career in a field that is in high demand and growing, getting new training may be an answer.
Focus on jobs used universally. There are certain job fields that are needed by virtually every company out there. Accounting, and PC/Network Support professionals are examples. It's pretty rare to find companies that can dramatically cut Accounting or Computer Support staff even when the economy is poor. Those functions have to be completed in good times as well as in bad. Healthcare and other types of positions also tend to continue to be in higher demand during downturns.
Learn what is in demand. Use job boards and sites like LinkUp as a research tool to scan what kinds of jobs seem to be hardest to fill. What jobs tend to be posted for the longest periods of time without being filled? What jobs are posted most often? What industries have the most companies posting jobs? Asking these kinds of questions and more can give you a sense of what is highly sought after.
Maximize the skills you have. Know your experience and abilities well. Figure out what background you've gained in some of the highly marketable skill areas, no matter how little, and be able to articulate your experience in those areas as effectively as possible. Often, people short-change experience they have gained because they believe it was too little to be marketable. For example, an Office Manager of a small company that also had responsibility to update their "Quickbooks" accounting software regularly may not trumpet that marketable skill as much as they should. Do a personal 'inventory' of all the experience you've gained and be sure to emphasize those skills that are widely in demand.
Emphasize the intangibles. Most employers would prefer to hire someone that will fit their culture, have the best attitude, exude professionalism, and exhibit high potential even though their related work experience may not be the strongest fit. As I coach hiring managers… it's usually better to hire the "best overall athlete" over a "benchwarmer" with highly specialized skills. The best athlete will be someone that will be able to learn the necessary skills, perhaps get up to full-potential somewhat slower, however, be a great performer over the long run. Someone that has the 'perfect' prior experience sometimes may get up to speed faster, but be a long term underachiever. Always show how you can be the 'best athlete'.
It will require networking! The necessity, and the power of networking in your job search can't be over-emphasized. When your background is not a perfect fit for a role on paper / your resume, it requires connecting and making your case directly. Employers will much more likely hire someone they've met, and have gained confidence in, than someone that is only a piece of data they've seen pop up in their online application database or in their email inbox.
Even when the general unemployment rate is hovering near 10%, there are certain fields experiencing negative unemployment rates… there are more available jobs than people. Find out what those jobs are, and creatively find ways you can be solution in those situations. Know, and be able to articulate your related abilities, emphasize your intangibles, and get networking!
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Ya' Gotta be You!
Often, when people read a lot of job search advice and strategies, they come to the conclusion that they have to project something other than what they are when speaking to potential employers.
There's advice about the kind of image they need to project, the way they should answer questions, the way they should look, the way should talk, and the attitude they need to portray. It's easy to look at that, and assume that they don't measure up so they have to take some acting lessons pretty quick! …only to discover that ends up doing more harm than good.
Most employers can spot a phony a mile away.
Authenticity is critical to making a connection. When an interviewer believes what they see is genuine, they are much more likely be interested in pursuing things further.
Ya' gotta be you! So how do you do that and become more 'hirable' at the same time? Here are some observations…
Be honest with yourself… and them. Assess your own performance in interviews, practice with others and get honest critiques. Be willing to take to heart what ever shortcomings you may find. If you have a relatively flat personality or communication style… where you're not very engaging… realize that may be a factor that's hindering your progress toward a job offer. If that's your natural state, it's pretty hard to fake a more dynamic personality. Your greatest chance of success would be to deal with it honestly and proactively with your interviewer. At some point in the interview, you might say something like:
"I realize that I don't come across with a naturally dynamic or charismatic personality, and there's not much I can do about that without appearing phony. However, I'm passionate about my work and love doing a great job with whatever assignments I'm given. I hope that focusing on my results can be the most important consideration."
That may not help if you're interviewing for a television News Anchor position, however, for most other roles it can turn a liability around. Acknowledging the trait shows that you are self-aware, and understand how the trait might be perceived. A statement like this shows that you are focused on results regardless of the issue, and you are committed to perform your best. All of that is very attractive to a potential employer. Whether your trait is a flat or bland communication style, a nervous tick, an accent that can be hard to understand at times, a stuttering issue, or various other characteristics, dealing it with it directly is most likely to be your best bet.
Be able to articulate your strengths and accomplishments. In order to make the statement above be as credible as possible, it's critical that you can succinctly describe what abilities you do bring to the table. You must be able to tell them what accomplishments you've had related to the role you're pursuing, and what strengths you have that will be an asset to them. Take the time to determine what will be most important to the employer for this particular job, and be able to articulate your related experience to them. It takes some preparation time and effort to determine what is most relevant, and how to communicate it best.
It's about being the best 'you', you can be. At the risk of sounding like a fluffy platitude… "being the best 'you", you can be", is critical. Succeeding in an interview process is not about trying to be like someone else, or becoming something you're not. Rather it's understanding who you are, and presenting yourself in the best light.
Regardless of your natural tendencies or personality traits, there is never an excuse to be unprofessional, disrespectful, or course. Those are actions that can, and must, be controlled. However, other traits that can't be changed without trying to become something very unnatural for yourself, can be practiced and presented as positively as possible.
It won't work every time. Just like most things in life, nothing works every time. Your results will be dependent on the subjective response of the interviewer. Don't try it once, perhaps still not get selected to advance in the hiring process, and decide it doesn't work. Practice and hone your statement, and try it again next time. There are no 'silver bullets' in a job search. However, your odds are likely to improve dramatically if you apply it regularly.
Address your weaknesses head-on and you are likely to find you will turn a liability into an asset!
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What traits make you succeed?
I read an article recently that reminded me how many people try to be something they're not, in their career, their job search, and in other areas of their life.
They believe that in order to be successful in a certain field or in a certain role, they have to have certain personality traits. If those traits aren't natural to them, they often try to fake them, or work to develop them regardless how difficult or awkward it is for them. In most cases, that's a mistake!
The article was written by Bill George, a former CEO of Medtronic Corporation and currently a professor of management at Harvard. It was titled "Leadership skills start with self-awareness".
Some key quotes from the article…
- Traditional leadership development programs have missed the mark for years, as they tried to make leaders into someone different.
- We've all seen dozens of leaders fail in trying to emulate great leaders.
- The essence of leadership is not trying to emulate someone else, no matter how brilliant they are. Nor is it having the ideal leadership style, achieving competencies or fixing your weaknesses. In fact, you don't need power or titles to lead. You only have to be authentic.
- …we learned that the essence of leadership comes from not having pre-defined characteristics. Rather, it comes from knowing yourself – your strengths and weaknesses – by understanding your unique life story and the challenges you have experienced.
Although the article primarily focused on leadership, the principles are true for being successful in virtually any other role as well. While there certainly are limitations people may have to do some things (i.e. not everyone is capable of becoming an Olympic athlete), most people can be successful in roles where their personalities don't fit the stereotyped mold.
My own career is an example. Over the years I've taken various personality and assessment tests. Some on my own, some administered by companies I was interviewing with or working for. My results consistently point to personality traits that typically are not thought of as fitting sales positions. In fact, early in my career, I had an experience where I went through 3 rounds of interviews with a company I was pursuing, then they had me take a personality test. After they received the results, I was turned down for the job because I didn't have the right personality profile for sales. As a recruiter, however, I've had a great deal of success for now over 25 years. Sales is an everyday part of my life, and yet I've been able to succeed even without the right 'profile'.
Knowing and understanding what your natural personality traits and strengths are, and using them fully in order to achieve results in your chosen field is the key. I've been able to succeed, not because I'm the classic "hunter" in sales, but rather because I have strong natural abilities to build trust and long term relationships with my clients and candidates. I tend to build new business at a slower pace than others. However, the business I do build is more sustainable and builds to much larger levels over time. When I've tried to be a more aggressive cold-caller, I've failed. When I use my natural strengths of building relationships and garnering referrals, I've succeeded. I'm motivated by having people trust me. In order to gain that, I need to be trustworthy, and that drives all my conversations and relationships.
Most people, however, don't know who they are very well. They don't really know their natural strengths or weaknesses. They don't know what really motivates them or what doesn't. They see others that they admire in some way and try to emulate them. That is rarely a successful strategy though, and generally leads to a great deal of stress and discouragement.
The Bible teaches this concept repeatedly, that God has endowed each of us with gifts to be used in ways that are unique to us:
1 Peter 4:10 - Each one should use whatever gift he has received to serve others.
It's terrific that today's leaders are "discovering" this. However, the Bible, written thousands of years ago already laid it all out!
So What? When pursuing a job, building your career, raising a family, or living virtually any other aspect of your life… learn what your strengths are and use them to their fullest. When networking for a job, or interviewing with a potential employer, being able to articulate what your personality strengths are and how they make you successful in your field goes a long way to overcome objections or preconceived notions of what kind of personality is required to be successful.
Be confident in who you are and what you were made to be, rather than try to become someone else. You will most likely be more successful and certainly more content. You won't be creating stress from trying to be something you're not.
Take personality assessment tests. Ask others how they see you. Evaluate your past experiences, looking for what you've done well and why. Look for things you've enjoyed most, and why. Look for times you've been successful, and how that happened. Be honest with yourself. Be willing to face your weaknesses as well. And look for reasons, and ways your strengths can be used most effectively in what ever role you choose.
Self-awareness is an attractive trait to employers! It shows someone comfortable in their own skin and confident in who they are. Don't try to be someone else, but pursue who you are fully!
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