Interview tip…please remember the name of who is interviewing you and make sure you are pronouncing it correctly.
I just finished reviewing a position description for a position with a software development start-up here in Austin. The list of required skillsets for this position is 26 — and I can assure you that these are not easy-to-find requirements. The list is comprised of every hot technology buzz word under the sun. This position has been open for 4 months and now I know why….unrealistic expectations from the hiring manager. Is this position really hard to fill?
I dislike this “hard-to-fill” mindset. I know that some jobs, by their nature, are going to be a challenge, but the impossible ones just irritate me for a host of reasons.
- After a while, hard-to-fill jobs take on a life of their own. Very soon, no one is good enough for the job as the hiring manager breezes through resumes rejecting all. Sadly, it’s often a needle in the haystack dilemma that will come to no good for anyone involved.
- Hard-to-fill jobs, by their nature, often come from the most unreasonable of hiring managers. These are the managers who “know what they want and want what they want” with little regard to what is in their market.
- Endless time is taken as the “critical job” sits empty. Honestly, how critical can it be if no one is doing it for 4 months? Honestly, this is dismal for all concerned.
Is it really a “Hard to Fill” job: almost never. Hard-to-please hiring managers: often times, yes. Unrealistic expectations? Once again, yes. There are, in almost all cases, no hard-to-fill positions. Most positions that are open for months are that way for a reason.
- Perhaps it is not the description of one job but actually two.
- There is only budget for one job? Make the case to adjust the budget and split the job.
- Cost is too high? Why are you looking at cost when you should be looking at value and ROI? Going one step further, what is the “cost” of not filling this position? Where are the pain points, and who is feeling them?
Lastly, the longer a job is open, the more scrutiny it should be under. “Hard-to-fill” jobs are a problem begging for a solution.
What “hard to fill” jobs do you have open?
Thanks to the Huffington Post for this….
How many of you are sick of interviewing really talented technical candidates that you can’t hire because they are so cocky that everyone on your team would quit if they had to work on a team with them? Confidence is great in a candidate, being cocky is just annoying! What do you in this situation? Do you take a risk and hire the candidate because they have kick-ass tech chops or do you cut them loose?
So I had an interesting conversation with one of my clients regarding why the company was losing their talent to competitors…..Are you a good boss or a bad boss? What do your employees know about you that you don’t know?
What if you could get inside the mind of your employees to hear how they think? What if you knew exactly how to influence them, how to motivate them, and how they perceive fairness?
Whether good or bad, bosses have an amazing impact on their employees. Great bosses can make going to work an enjoyable, worthwhile experience while bad bosses can wreak havoc on an employee’s physical health. In fact studies have shown that workers dealing with poor managers have higher blood pressure and incidents of stress-related illnesses.
The fact of the matter is that it’s natural for human beings to form relationships with the people around them whether personal or work related. And how those relationships function impacts our mental, physical and emotional well-being.
Good bosses treat their employees with respect, engage in open communication, and value what each person brings to the organization resulting in a healthier work environment and reduced turnover. Bad bosses operate out of fear or mistrust, micromanage and don’t understand teamwork thereby resulting in a environment of suspicion and demotivation.
Remember: employees don’t leave companies they leave management.
This is one of those broad questions that can take you down the wrong road unless you have done some thinking about what to say ahead of time.
Answers that WON’T get you hired -
“Because I need a job.”
“I am a hard worker.” – LAME! Anyone can say they’re a hard worker. This does not set you apart from other candidates.
“I saw your ad and it looked like something I could do.” – Really?
Anyone can do this job, but not everyone can do it the way I can? –At this point…STOP TALKING! It’s time for you leave the interview.
You should hire me because of my commitment, I am very committed to my job – Better, but what can you do for me?
Hiring Managers want to know what you can do for them, that’s why they are asking…they really want to know.
This is a time to let the hiring manager know what you can do for them and why they should listen to what you have to offer. The more detail you give the stronger your answer will be. This is not a time to talk about what you want. It is a time to summarize your accomplishments and relate what makes you unique and therefore a viable fit for this position.
ANSWERS that will get the right attention in an interview—
“Because I have six years experience supporting customers in a very similar environment.”
“Because I have what it takes to fill the requirements of this job – solve customer problems using my excellent customer service skills.”
“Because I have the experience and expertise in the area of customer support that is required in this position.”
Think of yourself as a product and practice your sales pitch.