Archive for March, 2008
Sell Me this Pencil
"Sell me this Pencil"; personnel and sales managers used to ask applicants this question during interviews on a regular basis. Believe it or not, it is a relatively effective way of finding out how well an individual thinks on his / her feet. Can she speak well and make eye contact when she is surprised? Can he smile and behave professionally when he is at a loss for words? Clearly, job applicants will do a better job of “selling that pencil” if they are prepared for the question and have some knowledge of various types of pencils.
The one benefit of this interview strategy for the applicant is that the pencil serves as a focal point of discussion; it is a visual aid that actually allows some description to be “acted upon” by moving the pencil. It is a real example with which the candidate can dazzle the interviewer.
The point is that preparation and real examples of an applicant’s skills serve to illustrate the qualifications and fit of that applicant. Human resource managers and personnel directors should expect applicants to come in prepared with information abut the company, its mission statement, and the available position. Candidates should prepare a “portfolio” or project review / summary in order to present a real example of proficiencies, skills, technical and computer knowledge. The potential employee can reference the portfolio while he or she answers the interviewer’s questions. This can be done during a webcam interview as well because the portfolio can be emailed, faxed, or snail-mailed to the human resources director or interviewer prior to t he act ual or electronic meeting.
It is very important that an applicant’s portfolio or visual presentation be professional and of the highest quality. The design of the portfolio must reflect an organization and demonstrate the culture of the profession. For example, an applicant hoping to fill a graphics position must present a graphics-heavy portfolio, etc. Further, the applicant should have his or her own copy of the portfolio to reference during the interview.
The use of the document or portfolio allows both the interviewer and the interviewee to maintain a solid focus on the skills necessary to successfully perform the job. Small talk is still essential to ‘break the ice,’ but the majority of interview time will be spent in specialized discussion related specifically to effectively filling the available position. The candidate will demonstrate preparation for the interview and qualifications for the job. Applicants will utilize the ‘pencil” to sell the ‘pencil” and, thus, themselves.
Great Resume, Great Interview = New Job
In this day and age, developing a professional resume is easier than ever. There are multiple resume construction websites as well as professional resume software available for purchase. There are also resume services that will interview job seekers and create for them a professional resume that shapes talents and skills so that they are particularly attractive to growing companies in a specific region. Human resources officers find these professional resumes, are duly impressed, and contact the respective candidates. Interviews are scheduled, and candidates prepare. ; Some candidates, however, don’t prepare and cannot land the job and close the deal. What should job applicants do to appropriately prepare for a job interview?
Research: Candidates should spend as much time as possible researching a company prior to an interview. Most companies have web sites that contain pertinent information on its diversity policies, benefits, and often offer the requirements of available positions. Knowledge of the company and its culture will be obvious to the interviewer during a first meeting and will show the candidate is a forward thinker and a true professional. Further, company research will ensure that the candidate actually wants to invest time and energy in a company.
Underselling Themselves: Candidates should be prepared to assert their aptitude, skills, and the ways in which they can help the company achieve its mission. Obviously, the company is looking for workers; the successful applicants are those who can illuminate their proficiencies and talents and convince the interviewer that their experience is best for the available position.
Failing to Listen: In most cases, employers know what they want in a new hire; they know what questions they want to ask and know what answers they hope to hear. A successful candidate will listen to the questions asked, detect the subtext of those questions, and answer accordingly. For example, a question about meeting deadlines may really be an inquiry into one’s management style. Applicants may know what information they hope to impart, but they must listen to the company’s representatives and follow the lead of the interviewer. Interaction should be give and ta ke.
Maintain Professionalism: A brief mention of the World Series or the Final Four is a good ice-breaker and can make an interview more comfortable for all involved. However, personal information which has no bearing on the issues at hand is not appropriate. A candidate’s reasons for adjusting administrative style or shifting focus from email to personal communications is important and may include some real workplace or life experiences, but these are only significant if they are relevant to the available position. Candidates should not discuss personal relationships, irrelevant health or medical issues, or even the p arking problem encountered that morning.
Currently, developing a professional resume is the easiest part of landing the perfect job. Interviewers are prepared to meet and conference with applicants; applicants should be prepared to demonstrate their skills and professionalism. Candidates should be prepared to become new hires.
