How are you going to get the recruiter's attention? Use your E-Reference Check

Plan of Action - Read More


Many people are stuck in the job search rut. You engage in the same activity day after day, searching for open positions and applying for a job without looking for another alternative to your current job search process. It is easy to procrastinate when stuck in the same routine. The careerandtalenthub.com website was created to motivate you and provide the tools you need to succeed. We will help you develop an understanding of the employment application process, and show you new options that are available to you.


Our patent-pending ERC will be part of your personal marketing plan and will help you promote yourself to a new employer.


The first step in this process is to create a Plan of Action. Basically, what do you have to do to be successful when seeking employment? This process requires initiative and creativity. Initiative creates action and action generates further action that will help you become successful.

As you already know, the job market is extremely competitive. Passive behavior is not an asset, and it will not help you succeed in the current environment. If you think companies only verify the dates of your employment and title, you are mistaken.

Many employers have moved to what is called behavioral based employment applications, recruiter interviews, and background investigations. Behavioral based candidate reviews are based on the premise that an individual's past performance and achievements are a predictor of future performance. Potential employers are looking at your past employment history to determine your abilities, accomplishments and achievements to determine who is best suited for the position. This process can include interviews with former supervisors, coworkers and peers. If you cannot or do not provide individuals with whom you have worked who can relate a positive personal experience working with you, you could be overlooked for a candidate who can.

The ERC will help you obtain information about your past performance from supervisors and others with whom you worked.

THE PLAN

Contact current and former supervisors, managers, coworkers, etc. and notify them that you are seeking employment and that you would like to use them as a reference. Discuss your past performance with these individuals and determine if they will act as a reference for you. Utilize LinkedIn and Google to help you locate references. Don’t forget other potential sources. If you dealt with employees at another company or with customers as a routine part of your job, these individuals can serve as a reference for you.

Employers go out of business, merge with another, move to another location or relocate out of state. If a past employer cannot be found, your past experience cannot be verified. Locate and contact all of your employers. If you enter incorrect information on an employment application, a potential employer may assume that you are falsifying your work history.

Confirm your dates of employment and your title so that you can put the correct information on your employment application. Discuss what your employer will provide if asked the reason why you left and your eligibility to return. You may lose an employment opportunity if your former employer reports that you were involuntarily terminated or reports a different title and dates of employment than what you indicate on your application. Employers do not always have accurate information in their personnel files. It is up to you to confirm what is in your employment record.

Create a list of achievements; what have you done for your prior employers that would impress a new employer? Discuss your achievements with supervisors and co-workers and prep them to act as a reference on your behalf. Use these individuals as references on your employment application and include contact information to expedite the background investigation process and ensure they can be reached for comment.

Almost every occupation or field has a professional association. Network with peers in the same line of work or the same industry that coincides with your experience.

Always stay in touch with former supervisors, co-workers, etc. You may need them as a reference in the future. Most important of all, BE POSITIVE. There will be rejection during the application process. Take the initiative and you will succeed.

BUSINESS ACUMEN

Do not use generic introduction letters to submit along with your resume. Tailor each introduction letter to the company and job to which you are applying. Let the recruiter know that you are not just sending out standard form letters to every job you can find. Include why you are interested in working for this particular company and why you feel you will excel at the position to be filled.

A recent survey of Human Resources professionals show that 45% of the recruiters and hiring managers were dissatisfied with a candidate's awareness of the employer’s business and customers. In reality, why would a recruiter hire you if you have little knowledge of the employer and you do not take the time to understand the underlying business model?

What is business acumen? Business acumen is your awareness of your potential employer's business and their industry segment as a whole. This includes the current economic situation, customers, competitors and the market in which they operate. How has the employer succeeded and failed and what new products or services are being offered? How do customers perceive the business?

How can you convince a potential employer that you understand their business and impress upon them that you will be an asset if hired?

Conduct research on the potential employer. Determine their corporate culture, products, services, etc. Blogs by current and former employees will give you a feel for the current culture at the company. Develop answers to potential questions that show you have an understanding of the underlying fundamentals of the business, and you will fit in with the corporate environment.

Obtain a full understanding of the qualifications that are required for the position and the role that the position has within the organization and other companies with the same or similar business models.

Prepare to discuss the following to demonstrate your knowledge of the employer:

Why are you applying for this position?
What do you know about this organization?
Are you familiar with our products/services?
What do you see as the problems facing our company and the industry in whole?
How will you successfully complete the duties for the position you have applied? What skills do you have that will add value to the position to which you are applying?
Are you familiar with our business philosophy?
What are the skills you developed through your past positions, which will benefit you in this position?
What do you know about our competitors? What are the differences between our competitors and us?
What is the company's unique advantage in its market segment?
What market trends may affect the employer?

Discuss how your qualifications and commitment to the position will improve our operations and add value to the company. Understand every potential employer in order to succeed.

BEHAVIORAL-BASED RECRUITER QUESTIONS

There are two types of questioning practiced by recruiters, behavioral-based and motivation-based questions.

First, lets review the behavioral-based questions. We realize that this is not easy and it is time-consuming, but to succeed, you must be ready.

Practice answers to potential behavioral-based questions. Failure to practice will leave you at a disadvantage during the interview process. These questions can be tough, they require evaluation and quick thinking. Be ready for anything. Most importantly, BE POSITIVE and PRACTICE.

Employers are moving towards behavioral based recruiting practices. This includes both the applicant interview process and the background investigation process. Behavioral based candidate reviews are based on the premise that an individual's past performance and achievements are a predictor of future performance. Potential employers are looking at the past employment history of candidates to determine their abilities, accomplishments and achievements, and to determine who is best suited for the position. Expect the possibility of behavioral based candidate interviews and practice answers to potential questions.

Practice answers to the following competence-based recruiter questions. Some questions may apply to your occupation and some may not. However, it is important to have an overall view and sense of the type of questions that you can face. The following are some examples:

Discuss a goal you could not reach and why.
Discuss a goal that you achieved, and the skills you have that enabled you to accomplish it.
Describe a time you changed your actions in order to respond to the needs of others.
Describe how you resolve issues with a logical problem solving process and personal experience.
Describe how you handle stressful situations at work.
Discuss a time you had the opportunity to use your skills to resolve a problem or improve operations within the company.
How do you handle a challenge?
Discuss an error that you made and how you handled the situation
Describe a decision you made that was unpopular and how you handled implementing it.
Describe your participation in a team environment.
What makes your job more rewarding?
Discuss a time you persuaded others when they initially disagreed with your opinion.
How do you prioritize multiple tasks?
If you do not agree with a company policy, how do you deal with this issue?
Discuss how you have gone beyond the scope of your duties to benefit your employer
How do you develop creative ideas to solve a problem?
Discuss how your work performance has been an asset to your employer.
Describe how you provide customer service to internal and/or external customers.
How did you handle a situation when a supervisor was not satisfied with your performance?

Practice to succeed!

MOTIVATION-BASED INTERVIEWS


Employers want to understand what motivates you. Is the work environment consistent with what motivates you? Recruiters want to identify the character and attributes of a candidate who will succeed and will develop interview questions to identify an appropriate candidate.

Outcome based surveys of employees show that individuals who are highly motivated to work at their position and for their employer are the most successful. Motivated employees provide the most value added to the position, are most likely to remain with the employer, motivate other employees and provide the highest level of contribution in comparison to non-motivated employees.

Recruiter surveys show that they were surprised by the number of candidates who could not adequately state why they were interested in the position with this company. Employers obviously look for the best candidate and must determine who will be successful. Be prepared to focus on why you for applying for a position with the company and your expectations.

Review the following and practice how you answer questions that may be asked during the interview process:

Are you confident that you will be successful if offered a job and why? (This is a great opportunity to discuss previous accomplishments)
Why did you apply for this position?
Describe your interest in this field and what have you done to gain experience and knowledge about it.
How can you contribute to the company?
Why do you want to work at this company?
What motivates you?
What type of challenge motivates you?
Are you self-motivated? Describe how.
What are your expectations if hired?
If you are currently employed, expect a question relating to why you want to make an employment change. The answer to this type of question should relate to your motivation.
What are your career goals?
How have you motivated others with whom you have worked?
What employers and employees where you have worked motivated you and how? If none, please describe why.
What makes you put extra effort into you work for the benefit of the employer?

Practice to succeed!