a company perspective….. class topics what is a company looking for? companies have processes. ...
TRANSCRIPT
HIRING 101A Company Perspective….
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 they hearing the right things from you?
Are you presenting yourself well?(Elevator Speech, appearance,articulate)
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…
OPENING
APPROVAL
DEFINE JOB
INTERNAL ALIGNMENT
INTERNAL POSTING
EXTERNAL POSTING
INTERVIEW & SELECT
OFFER & ON-BOARD
12
3
4
5
6
7
8
#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
The bigger the company…..
TIM
E
COMPANY INFRASTRUCTURE
Cr_p!
Applicant’s Conundrum
Hiring Managers Conundrum
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…...
#3 - Job Descriptions and Key Competencies…
PIRATES TREASURE CODE – Arrrrgggghhhhhhh!!!!!!
Direct reports
Scope of job
Accountabilities
Skills required
Skills desired
Education required
Competencies and/or Dimensions
Your Job Is To Find ItOn the test!
Bwaaaak!!!
I hate that bird…
Do Your Skills and Behaviors Match Their Needs?
Are you a good fit?
What set of competencies is the company looking for?
What are YOUR personal key CORE COMPETENCIES?
Don’t fake this. You won’t last long!
#3 and #4 - The Company Is Looking For A Specific Type Person With Specific Skills & Behaviors!
HR Meets w/Hiring Manager
Desired Job Skills and
Competencies Are
Discussed
HR Verifies Job Value
Hasn’t Changed
HR & Hiring Mgr Agree on Ballpark
Salary Package
HR Prepares Verbiage
To Run Ads or Provide
Info To Outside Agency
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!
Your Core Competencies
A.B.C.D.E.
Company Core Competencies
Needed
A.M.R.T.Z.
Identify 4-5 Competencies That Describe your Job and/or Behavioral Strengths.
The company is going to be looking for candidates who have theSpecific 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 * PayrollThe 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)
FREE!!!!!
www.keirsey.com
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!
The Real Deal…
Real QuestionsRecommended 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 seeyou 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…
1. Confidence2. Desire3. Neat and orderly4. Respect5. Men… shine your shoes!6. 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 NOT to get hired…
Hey wait! I’m not
done with my elevator speech yet!
Uhhh…. Can I Google that and
get back to you?
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.
They thought it was funny at the time! Then someone tagged 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…..
Hmm…The next
new supervisor
?
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.
HEY Dude! You got any questions for me?