Job Etiquette: How’s The Fit?

I don’t know about you, but I recall growing up and buying clothes with my Mom. I remember her always asking, “does it fit?” Are you comfortable? I was more interested in how it looked!  I am also sure that all of us at some time talk about candidates for a job with the same question. Will he/she fit?  Do you think they will fit with our company culture?  I would imagine when sports teams are looking for players their scouts will ask that same question about the athlete they are watching.  It’s tough to be 100% sure about “fit” in many situations.  If you are a scout or in the corporate world a recruiter (internal or external), your goal is to achieve the best person for the team.  If you are asked to help with the interview process, your feedback will assist with trying to make the best decision.  We all do the best we can.

What do we consider:

• Do my instincts say this person is ok?
• Is it easy for me to talk to this person?
• Is this person like me in temperament and we will get along or not?
• Will this person’s skill help our team be more productive?
• Does this person really know what the job is?
• Can this person survive in our company culture based on past employment and based on my “gut” feeling?
• Did the person say something that does not sit well with me.
• Should I tell someone even if they all like the person, or keep it to myself?
• How can I assess this person in a short time period?
• Do I like this person?

For the new interviewer or an experienced interviewer these questions and more of them, remain the same. It is important to be honest and genuine in your feedback. An unpopular view may stand out or perhaps connects with another person who is fearful of talking about it.  Your “gut” feeling should also be trusted to an extent.  Some people are more in tune with these feeling, others not as much. I always trust my “gut feelings” and first impressions. I also listen very carefully to what people say in response to my questions or the questions that they ask.  When you have a short time to meet the person, make sure you already know what is on the resume. To walk through it is time consuming and retells what you can read. Use the time to ask questions about the information, relate your own feeling about the culture and ask unexpected questions that may reveal something interesting about the person. Make sure to check with your HR professional if you are new to this so you understand things you cannot ask for legal reasons.

Statements that make me think twice and generate questions ( especially first interview):

• Money and Title don’t really matter to me, it’s the job I am interested in.
• Can I work from home?
• How much time off is available for me?
• Do you have a sign on bonus?
• In my last position or at my last company I had……. (and anything that follows).
• I did not get along with my former supervisor.
• My former position was not what the company told me I would do.
• Unfortunately I can not be flexible.
• I will need to give at least a month notice.

Let’s face it, at offer time, salary and title do have significance. When someone tells me money doesn’t matter, my follow up question is, would they do this job on a volunteer basis? Admittedly tongue in cheek but it usually opens the conversation.  Flexibility in the work place is more common with telecommuting, but the question bothers me on the first interview. It depends on the policy of your company and the position.  Some companies have a sign on bonus, others not, but on the first interview? This person may never get to the offer stage, let’s consider what is happening at this interview first.

When the applicant says, at my last company I had more vacation or similar comments the person has to understand that is past history .  They need to realize this interview is about the current opportunity. Flexibility is great, if the person has limitations (depending on your culture/ policies) it is good to know. Two weeks is a typical professional notice. if someone needs more time, I like to understand why.  Often chemistry between colleagues may not be perfect however I would want to explore any conflicts noted by the applicant and with a reference if it gets that far.  I am also leery about being told the job “promised” and the one it turned into are different. Sometimes there are reasons for changes but make sure it is not for poor performance.  And, by the way, there are no “promises” made about employment!

Interviewing is very important to help build a strong team!  It is a difficult task which requires honesty and confidence in what you assess are strengths and weaknesses in your feedback.  Listen to the applicant , understand what the company or team is looking for, but more importantly, listen to yourself; remember this person could be your new boss, colleague or sitting in the office or cubicle next to you.

My Mom thought it was nice to look good in your new clothes but more importantly, how did they fit and was I comfortable?

Good Luck!

Ask me your interview questions and I will be happy to answer?

Talk soon.

Job Etiquette: Fair Play at Career Fairs

Why are you attending a career fair? Is it because you read publicity about it? Are you looking for an internship or job? Do you understand that attending a career event can get you an interview or some attention?

How to prepare:

• Have a goal for the event i.e. I want someone to be interested in my candidacy.
• Remember grooming! No one wants to shake a sweaty hand.
• Be polite. Remember the person at the event has a job; you would like one.
• Be personable.
• Do your research. Know something about the company.
• Articulate the way you think you could fit at the company.
• Make sure to get contact information from the person/s you speak with at the event .
• Try to make a connection with the company, person, school, etc.

What not to do:

• Come in and say you were just passing by and noticed an event; have a purpose.
• Wearing pajama bottoms and a t-shirt shows poor judgement.
• Don’t sneeze or cough in your hand and then extend it.
• Ask what role the person has at the company and pay attention.
• Don’t expect the recruiter to analyze your resume at the event.

Believe it or not, my practical advise comes from experience. Remember if the person at the career event is in Human Resources or Management, they have the potential to walk your resume into the hands of a supervisor. That is why it is important to read a business card or understand who is speaking with you on behalf of the company. They may have the authority to hire! Make sure you follow-up with the representatives from the company. Seriously, a thank you e-mail is a good thing. Employers like them, I know I do!! It keeps the connection moving forward. You can attach your resume to the email.

I’ll have more tips for you soon. Feel free to leave any comments or questions below. Thanks!