Outrageous Interview Responses
Recently, CareerBuilder.com posted an article entitled 43 Weird Things Said In A Job Interview. This hilariously sad, but true depiction of what hiring manager’s face when interviewing and screening candidates makes me understand why finding good talent is such a challenge.
This article came to me the same day I received the National Association of Colleges and Employers (NACE) Summer 2009 Salary Survey, which reported that employers expected to hire 22 percent fewer new grads this year than last year (Job Outlook 2009 Spring Update) and just 19.7 percent of the Class of 2009 reported having a job in hand by the time of graduation (2009 Student Survey).
And I couldn't help wondering if there was some connection between the two articles.
Do colleges and universities have an obligation to school undergraduates in the professional skills associated with the job search and employment demands after graduation? In a recent study conducted by Bitz (2009) it was reported that 68% of students felt transitional course should be an undergraduate requirement because such courses help build a foundation for future learning experiences. Yet, a 2007 NACE survey reported the number of credit-bearing career development courses offered at the undergraduate level was a mere 32.6%. Sounds like the jury is still out.
Perhaps participation in such courses may combat some of this under preparedness by offering proactive solutions to some of the transitional issues college students face upon graduation.
Career development courses are an example of curriculum interventions, focusing on consideration of goals, values, skills, and abilities. These courses can provide transferrable skills assistance, such as decision-making, interview preparation, effective communication, critical thinking, problem-solving, job search strategies, resume and cover letter development, and networking skills.
Based on the CareerBuilder.com article, it sounds to me that a little interview preparation is in order.
Career Development Facilitator Course
Interested in getting credentialed as a Global Career Development Facilitator through NCDA? Summer training course now open!
PURPOSE: This training is intended for professionals and paraprofessionals who provide career-related services in a variety of settings such as higher education, K-12 schools, government agencies, business and industry, private practice, and community-based organizations. This curriculum is especially valuable for those impacted by the U.S. Department of Education’s Carl D. Perkins Career and Technical Education Improvement Act of 2006 (Perkins IV). It is designed to serve as a vehicle for professional enrichment and as a vehicle to achieve national certification as a Global Career Development Facilitator. (See www.ncda.org for information on history and requirements.)
The GCDF credential was established to recognize the training and background of those working in career development fields, and to establish minimum competency areas. A GCDF may serve as a career group facilitator, job search trainer, career resource center coordinator, career coach, career development case manager, intake interviewer, occupational and labor market information resource person, human resource career development coordinator, employment/placement specialist, or workforce development staff person.
COURSE COMPETENCIES: The career development competencies addressed in the CDF curriculum offered through the NCDA are discussed below. Those professionals who are trained using the curriculum can expect to gain knowledge and skills associated with each of these competencies.
- Helping Skills - must be proficient in the basic processes of career facilitation.
- Labor Market Information (LMI) and Resources - must understand key labor market and occupational information and trends and be able to access and use current resources.
- Assessment - must comprehend and be able to use both formal and informal career development assessment tools and resources appropriately, understanding how different approaches to assessment can impact different populations.
- Working with Diverse Populations - must be able to recognize the special needs of various groups and adapt service menus to meet unique needs.
- Ethical and Legal Issues - Follow the CDF code of ethics and know current legislative regulations.
- Career Development Theories and Models – must be able to identify the leading theories of career development and understand how each can be used at different times to facilitate career development across a wide population group(s).
- Employability Skills - must know and be able to use a variety of job search strategies and placement techniques, especially in working with diverse or specific groups of customers or clients.
- Training Clients and Peers - must be able to identify training and development needs, and prepare and develop materials in support of training programs or for special presentations.
- Program Management and Implementation - must understand a variety of different career development programs and be able to assist in the steps related to successful development, management, or administration.
- Promotion and Public Relations - must know how to market and promote career development programs with staff, supervisors, and the local community (public) served.
- Technology and Career Development - must be able to identify, comprehend, and use computer applications that support and enhance career development processes.
- Consultation/Supervision - must be able to identify when the limits of personal expertise are reached and be able to accept suggestions for performance improvement from consultants or supervisors
TRAINING FORMAT: The CDF curriculum is now available in an eLearning format. It combines 24 face to face contact hours with 56 hours thru distance delivery and 40 hours of Independent Study. The course may be completed by November 20, 2009 or before. Each student has control of the pace of the course.
Face-to-face sessions are scheduled for August 6 & 7, 2009 from 9:00am-4:00 pm at the Staybridge Suites Conference Center in Andover, MA (directly off Route I-93). The remainder of the course completed virtually for your convenience!!!
OUTCOME: Certificate of completion; CEUs
COST: $1,015 (Includes face-to-face instruction, meals, course textbook and DVD)
TO REGISTER/FOR MORE INFORMATION: contact Heather Maietta via email at heather@careerinprogress.com
Welcome to the wonderful world of Career Development!
Are Job Boards Dying?
In a previous post, I spoke of the importance of building your brand. Building your personal brand is extremely important when networking because you want to make yourself easily recognizable to those you are trying to attract. This is particularly important when conducting a job search. Through technology, it is easier than ever to build your personal brand and network yourself into a position without ever having to begrudgingly search and apply for positions through Job Boards – which, according to a recent Jobvite survey, are on their way out of the job search scene.
Increased Use of Social Networking Sites
Because approximately 80% of people now get a job through networking, it makes sense that companies are increasingly turning to various forms of social media to advertise for, and recruit, new talent. Of the 440 companies who responded to the2009 Jobvite survey
- 76% plan to invest more in employee referrals (68% in 2008)
- 72% plan to invest more in recruiting through social networks
- 75%+ plan to invest less in more costly sources (job boards, third-party recruitment and campus
recruitment)
- 80% currently use or are planning to use social networking to find and attract candidates
- 95% will use LinkedIn (80% in 2008)
- 59% will use Facebook (36% in 2008)
- 42% will use Twitter
What Does This Mean For Job Seekers?
The survey results above are just one example of many that suggest Job Boards are becoming a thing of the past. Note to all the Job Seekers of the world – Get off the Job Boards!!! Spend your time and effort on more productive search techniques, such as creating and fully updating your LinkedIn profile – thereby connecting directly to the people who have the power to hire you!
Of course, this is where your personal branding will come into play. Using your social networking sites(s) as a tool in the job search requires that you be sure to polish and protect your most valuable asset – you! Here are a couple of tips:
Polish your brand: Rule #1 in creating a social networking page is to make sure your profile is clean and professional. Remove all questionable contacts and photo’s, and keep it specific to your job search goals. Complete your profile 100% of the way by filling in all categories, and requesting recommendations from reputable references. If companies are researching your social networking site, showcasing your best assets on your profile is a must. Update your status frequently, so others know what you are currently working on – it serves as a conversation piece when connecting with new people. Once your account is complete, promote your URL’s wherever possible, like on your resume and as part of your email signature. The more exposure, the better.
Advertise your brand: Like I said above, if you aren’t visible, you don’t exist. Make sure people know you are actively using your social networking sits(s) for the job search, and drive traffic there! This is a great way for people to learn about you, and what you are interested in doing. If you are searching for a job, let everyone know you are looking, and refer them to your account for a more detailed picture of what you can do, and what your previous accomplishments are. Believe me, people will look.
There are many pieces to the puzzle: Job searching via social networking is a excellent tool for the job search; however, it cannot be the only tool you use. You MUST also build a strong network elsewhere. As convenient as social networking is, it cannot replace face-to-face contact. Remember the 60-30-10 rule when conducting any job search – 60% of your time needs to be in-person. Regardless of how effective social networking sites are, they will never replace the value of face-to-face contact.
The 60-30-10 Rule
Jobseekers and career changers take note – - allocating your time via the 60-30-10 rule maximizes your search efforts; therefore, this tried and true method is worth revisiting. Whether you spend ten hours a week or 40 hours a week on your search efforts, how you allocate your time matters. According to the 60-30-10 rule, your time should be spent as follows:
- 60% engaged in face-to-face activities related to your search. This could include informational interviewing, internships, group contact, volunteer experience, professional organization activities, etc.
- 30% through electronic communications, such as networking on LinkedIn and Facebook; making phone calls; internet job searching; email; job boards; listserves, etc.
- 10% writing and revising your professional documents (i.e. resume, cover letter, thank you letters, portfolio, etc.
Face-To-Face Contact (60%) – This category is typically the most challenging for many people; however, face-to-face contact indubitably yields the highest time-worth ratio. Think back to all of the accomplishments you have had in your career to date. I would bet that in one way or another, all of these triumphs have had some direct relation to meeting and forming relationships with people in-person. Face-to-face contact allows you to represent yourself in the best possible light, as well as gather the most accurate information. After all, most people are better represented in-person than on paper. When you meet people, and form rapport, they will be more apt to remember you – and help you.
Electronic Communication (30%) – Electronic communication is used everywhere, especially in the job search. In this day and age, we could spend 100% of our time conducting a search through various forms of electronic communication. Unfortunately, the results won’t be as productive. Of course, some form of electronic communication is necessary — applying on-line, initial connections via email, scheduling appointments, searching for networking opportunities – but these activities should be kept to a minimum. When engaging in any type of electronic communication, first ask yourself if you can get the task done another way. Instead of scheduling an appointment via email, can you call to schedule? Can you submit your application materials in person instead of applying through the Internet? You never know who will answer the phone or on the receiving end of your personally delivered documents. It just might be the guy who has the power to hire you!
Professional Documents (10%) – Preparing and revising your professional documents should take NO MORE than 10% of your search time. Of course, this is where job seekers derail. Most spend hours upon hours pining over their resume and cover letter, creating a perfect document — which is great — other than the fact that now there isn’t time left for the rest of the job search. Furthermore, when they receive little to no response from their perfectly created documents, motivation and self-esteem hit rock bottom. If a resume and cover letter is necessary for the job search, it should be used only as a last resort, or given when requested by your contact.
Although it may not seem so at times, face-to-face contact still is the most effective way to accomplish most things in life, job search included. The more you increase your in-person contact, the more comfortable you will feel, and the better the results.
The Yearly Career Physical
Every year we perform the necessary maintenance to our lives: routine visit to the doctor’s office, annual (dreaded) dentist appointment, oil changes, flu shot, and so forth. Unfortunately for nearly all of us, we neglect to care for one very important component of our lives: our careers. Now is the perfect time to add a career physical to your yearly maintenance list.
Career assistance is a service that, like paying taxes, applies to everyone. Regardless of how good one’s career is going there is always a sense that it could be better. A yearly career physical is exactly what it sounds like: spending a couple of hours with a career coach each year re-evaluating your career. Why not? After all, isn’t your career worth being “checked?”
A satisfying career contributes instrumentally to good health and well-being; however, many find that conflict between their work and their lives leads to strain on the job and in the home, often causing serious health problems. High work/life conflict is associated with stress, depression, burnout, reduced job satisfaction and organizational commitment. Performing a yearly career physical can be just what you need to reduce or alleviate this unnecessary life stressor.
What should one expect during a routine career physical? It depends on the individual, of course. The visit would encompass a wide variety of services, dictated by the client’s needs, services typically changing from year to year. Although the sky is the limit, some of the topics that could be discussed are as follows:
Review your work with professional organizations and make sure that you are connected to the most sophisticated and current source of information about trends in your industry, including compensation and training. Are you taking advantage of the resources available to you?
Change in your work arrangements (i.e. work from home, reduced hours, childcare changes) gather the information and have a conversation with your career coach that will help you make a persuasive and appropriate case with your employer.
Identify and discuss your most important skills – are you utilizing your talents fully in your current position? If not, what are some of the ways you can maximize on your talents for increased job satisfaction?
Training opportunities – are there skills or competencies you lack that are holding you back from achieving your goal(s) at work? Are there areas of weakness that can be improved on that can get you noticed? Have you been overlooked for a promotion, and don’t understand why? You and your career coach can identify and work through some of these challenges together.
Career Direction – are you really where you want to be in your career? Is your work mentally challenging enough for you? Are you taking the necessary steps to achieve your desired career goals? Have you reached the ceiling in your current position, and are unsure what your next step is?
Regardless of your degree of success or satisfaction in your current position, performing a yearly career physical can help to revitalize your goals and ambitions, and keep you on a healthy career path. You owe it to yourself to periodically evaluate where you are professionally, and whether there is need for improvement. Meeting with a career coach once a year can be just what the doctor ordered.
Need further motivation? Book your yearly career physical in conjunction with your birthday. Think of it as a present to yourself – taking healthy strides to improve the year to come by evaluating your professional goals and objectives.
