10 Tips to Prepare for & Rock a Job Interview

Congratulations! You landed a job interview at your dream company! A lot of hard work has gone into determining which companies to apply to, networking, writing fantastic cover letters & submitting applications. You should be proud you made it past the initial resume screen. It means you look great on paper. Now it’s time to prove you are even better in person!

Uses these 10 tips to Prepare for your Interview:

1. Get organized - Write down the date, time and location of your interview in your smart phone or date book right away. 

•      Tip: Ask the recruiter for key information like the name of your interviewer and the interview style to help you prepare in the below steps.

2. Research the company:

•      Their website - Check out their mission statement, values/competences, services or products, case studies, awards, blog and Executive. Be confident you can summarize why you want to work at the company and why you make a great company fit.

•      Job Site – See what current job openings they have other than your specific interest. This will give you a well rounded view of the company.

•      LinkedIn – Do they have a company page? Any relevant information that isn’t on their website?

•      Google Search – Look for press releases or any awards/information that the company may not have highlighted on their website.

•      Tip: Print off any key information and highlight it or take notes. Don’t be afraid to take this prep package with you to the interview in a folder so they see you are prepared. Also write down any questions you have to ask to determine if the company is the right fit for you and you are the right fit for them.

3. Get the REAL Story via social media:

•      Check out their Facebook page to see photos, comments and general company news. This can be a great place to see company social event photos.

•      See if they have a twitter account or a company #hashtag so you can see what your future colleagues are tweeting about

•      See if there are any employee videos on YouTube

•      Check out Glassdoor.com and valut.com – see ratings and candid feedback from past employees

•      Tip: Seeing the inside scoop from current employees helps you understand your future colleagues and the “real” experience working at Company X!

4. Research your interviewers:

•      If you have the interviewer names, check them out on LinkedIn. See how long they have been with the company, positions they have held.

•      Tip: You can use this information when asking them about their experience at X Company or when asking questions at the end of the interview. Example: “I see that you have been at X for 5 years and have worked in the recruiting and marketing teams tell me why you love working here…” This shows you went above and beyond in your research.

5.      Research the industry:

•      What are top trends in the industry right now?

•      Why do you feel this industry is a great fit for you?

•      Who are the biggest competitors of this company?

•      Tip: Use this information when they ask you the question “why do you want to join company X or what interests you about this industry” - Show that you are passionate about the industry & well versed!

6.      Reach out to Friends or Connections

•      Do you have any friends that work at the company or have interviewed? Find out what type of interview questions they ask – behaviour based? Is there a competency exam?  

•      Tip: Getting the inside scoop always sets you up for success. If you have a friend who works there, ask them about the person interviewing you and typical questions. Also, don’t be afraid to ask them to refer you or highlight your name to set you apart from the rest of the applicants!

7.      Practice Being Interviewed:

•      Ask the recruiter what type of interview it will be (usually the answer is behaviour based). Google “behaviour based interview questions” and see a ton of great examples.

•      Have a family member, friend, or roommate ask you the questions & practice giving answers. Some great sites will not only list the question but also key skills to highlight.

•      The best trick with behaviour based interview questions is answer using the following technique: outline the Situation, Action, followed by the Result. Focus the majority of your time on your specific Action. Think of outlining the Situation and recapping the Result as bookends.

•      Tip: Remember to always tell the truth and focus on situations that you played a lead role!

8.      Plan your Interview Outfit:

•      Don’t wait until the morning of your interview to figure out what to wear. Plan it out the night before & ensure it is ironed and ready to go first thing.

•      Tip: Do your research on the company dress code. My rule of thumb is to dress one level above their dress code for your interview. Example: If the office is very casual, dress business casual. If they are business casual, dress more business formal (suit).

9.      Re-Read Your Notes & Prep Your Own Questions:

•      Read over your research the night before or even when you are having breakfast that morning. Don’t memorize everything but ensure you know their service offerings or products, their vision/mission statement and any top trends in the industry.

•      Write down a list of potential questions you would like to ask the interviewer.  This always impresses!

•      Tip: Remember that an interview works both ways – you are interviewing the company to see if it’s the right fit for you just as they are interviewing you.

10.  Arrive Early

•      Leave yourself plenty of time to arrive at your interview location. There is nothing worse than panicking about being late.

•      Tip: Remember to have confidence in introducing yourself with a smile, confident tone and great eye contact. Showcase all of your great research and

Good luck in your big interview! With this preparation you will have confidence and show them what a great employee you will make!

 

5 Simple Steps for a Social Media Audit

Social Media continues to be a strong branding tool for recruiting Gen Y. However, when recruiters mention it to Executives they struggle to gain buy in. This article will outline 5 simple steps to conduct an audit and shape your 2012 social media plan to set you up for success in the new year.

Building a business case includes understanding why there is business rationale to using social media and speaking to Executives in the language they understand – dollars & cents. This means building a case that includes targets and ROI metrics. To design your targets, first understand why you want to use social media, audit your current use, and build a case to showcase your plan.

Potential HR & Talent Acquisition Uses for Social Media:

•      Recruitment & Promotion

•      Employment Brand Management

•      Employee Onboarding

•      Executive Culture Check

•      Knowledge Sharing, Training and Development

•      Employee Reward and Recognition

Once you understand the ways in which you want to use social media, start shaping your business case. All business cases have 3 main components:

5 Simple Steps to Creating a Business Case & Completing a Social Media Audit:

1.      Conduct an Audit:

·         Who? Audit yourself & your top 3 competitors

·         What to look for? Understand trends (i.e. which platforms everyone is using) & what hook is being used on each platform

·         Where? Audit  main social media properties (Facebook, Twitter, LinkedIn, YouTube, Foursquare) and then integration via widgets of social media into their traditional job sites

·         When?  Do it NOW! Determine a regular frequency to complete an audit (at least every 6 months)

·         Why? Your New Hires & Existing Employees are already talking about you. Be part of the conversation

2.     Determine Metrics to complete in regular Audits to help determine ROI

Examples include: Sentiment, Post Frequency and type, Engagement, Growth and Share of Conversation versus competitors.

3.     Set Objectives

Having targets allows you to measure learnings, mistakes & successes. Many social media objectives are around branding versus always clear applications, interviews & hires. Setting social media targets should be SMART (specific, measurable, achievable, realistic and timely). Ensure you understand ROI and ask the right questions like:  What is the impact of shifting 1/8 of the advertising budget to build a Facebook page? Determine priorities that make sense for your recruiting targets and filter distractions.

4.     Work Your Plan

Remember as you work on your plan that you must:

·         Have a regular presence on social media sites

·         Listen and adapt ongoing as social media sites are always changing

·         Set monitoring and reporting standards for your organization/department

·         Assign responsibilities

·         Seek support & increased education with: internal departments and external resources  (tool kits, consultants, contractors)

5.     Work Smart

Use tools to work efficiently and effectively.

•      Determine Content Mixture and Themes for each Platform

•      Develop Regular Communication Calendar

•      Automate Activities with Tools: Excel, Social Mention, Hootsuite, Google Reader, Crowd Booster

Good luck in evaluating your current social media activities and in building a 2012 business case for increased investment in graphic design time and recruiter time. With regular activity you can drive increased hires from this tactic.

Remember that social media is only one piece of a successful Gen Y recruiting strategy and must be used in conjunction with strong on campus branding and a strong Employment Value Proposition. Good luck!

How Companies use Social Media for Recruiting

Are you as a company on trend in using social media to find the perfect candidate to join your team? Find out what your competition is using!



Credit: Mashable - http://on.mash.to/mXWPGR

Students: Building Your Personal Brand For A Career In Sales And Marketing

Marketing and sales students – this post is just for you!

With leaves changing to fall colours, many companies have been hitting campus with gusto to find the best seniors for upcoming internships and new grad jobs.

The competition on campus between employers is getting hot as the economy picks up and companies’ hiring numbers increase. A shift is starting, where students will have more power as the number of jobs available increases; however, we aren’t quite there yet. As a student, it is important to play a lead role in choosing your first job out of school and selling yourself to your employer(s) of choice.

Your personal brand

You need to build your personal brand as a sales and marketing student because potential employers want to see that you can apply the basic principles of marketing. If you can’t sell or market yourself, why should they trust you to market or sell their products and services?

First, do a branding exercise to understand your unique value to a future employer. Think about how you present yourself both in person at company campus recruiting events or interviews, and in online spaces.

Things you should evaluate include:

·         How you dress

·         The language you use

·         How you can showcase specific accomplishments

·         How you come across to employers – do you seem credible/real?

Your personal brand - online

Your online personality should mirror how you come across in person. Ensure that, if your future employer seeks you out on LinkedIn, Twitter, or Facebook, there is consistency in the things you say you are knowledgeable about or roles you played in extra-curricular activities.

Things like LinkedIn recommendations are very valuable, especially with LinkedIn launching a new student profile option.

In sales and marketing, future employers will likely perform a social media search on their top candidates – think of this as a “reference check.” Make sure that you hide information that future employers don’t need to see (e.g., Facebook photos) and remember that social media is PERMANENT. 

Your personal brand – in person

For in in-person events, network and showcase your personality as well as your interests and skills.

Marketing and sales is a lot about a “fit” in being personable, believable and coachable. When I interview for entry-level marketing roles, I look more for a strong personal impression than wide sales/marketing experience – I can teach you how to be successful, but I can’t teach you how to think critically or have personal credibility.

I want you to highlight your interests, where you think the industry is going, recent highlights at my specific company, and why you believe you fit the company culture. Show you spent some time researching my company online, even talking to past interns or employees, and understanding our culture.

Don’t treat every networking session, interview or online application the same. Most recruiters are very open to telling you the unique parts of their company, so talk to them and ask for a follow-up prep call prior to an interview.

If you don’t meet a recruiter on campus, reach out to them via LinkedIn. Recruiters will highlight great candidates’ applications if you wow them. Consider this reach-out like dating – you only have one opportunity to make that perfect impression that might lead to a relationship (or in this case, a fantastic career)!

Students: As I am now a regular contributor to TalentEgg.ca (Canada's leading job site and career resource for students and new graduates), I will be featuring monthly articles written specifically for students on my blog. I would love your thoughts on what you want to hear about! Please comment below to drive future articles.

Following Up with Employers

Students, this post is just for you! I’ve received questions asking for advice on how students should follow up with employers after in-person encounters at tours, info sessions, career fairs, networking events, interviews etc. So here are some tips…

The first step is knowing how your perspective employer likes to receive applications. If they have an online application system – use it!  Don’t just email your contact your resume.  Many employers receive hundreds of applications a week and the only way they manage them is through their online application/candidate management system. Ensure that you write a cover letter highlighting the culture & unique features of the company & matching those points with reasons on why you are the perfect fit. In your cover letter mention the person you met at the event & why they made an impression on you. Knowing the culture of the company you are applying for is key. If they are a very corporate/professional environment a more formal tone is appropriate. I work in a very young dynamic marketing environment so I like to see real personality and energy come out in a cover letter to set someone out from the pack.

After applying online, reach out directly to the person you met at the event. Make sure at the event you ask for a business card of the contact. First make sure you actually speak with the contact though. When I receive a follow up email from a candidate, I want to actually remember that we spoke.  I want them to have stood out. At the end of an event, don’t rush around trying to meet as many recruiters or hiring managers as possible, asking for their card & sending them each form letter follow-ups. Instead focus on building relationships or connections with a few recruiters & let them really get to know you. This will give you more information to personalize your follow-up email & also help them remember you when they receive it.  

Sending a personalized email within 24 hours is key. Remember to attach your resume but reference that you have already applied online.  I also recommend for students to include their LinkedIn profile link in their email so recruiters can go online & see their photo/online resume if they need a reminder of who the candidate is.  Additionally in your email, highlight why you enjoyed meeting them, reference the interaction you had, and discuss why you think you would be a great fit for the company. This personalized touch makes a difference - you would be surprised how few students do this! When I receive a great follow up email, I always forward it directly to the recruiter who is leading the hiring for the position the candidate is interested in. I also go into our application system to copy the letter & insert my feedback into their file so other recruiters see how passionate the candidate is. The 20 minutes taken to write a great follow-up email are worth it if it follows a great in person conversation.

The same holds true after an interview: Make sure you send your interviewer an email thanking them for their time & highlighting what you learned about the company during your interview & why you think you would be a great fit.

Hopefully this gives you a few quick & easy tips on how you can continue to make that great impression with recruiters that might make all the difference in securing your first full time job! 

Though this article is aimed at students, these tips are also very applicable to any candidate who wants to follow up with a recruiter or hiring manager after a networking or interview opportunity. Good luck job hunters!

Thursday News Day: HR & Social Media

This week brings out some trends in the integration of HR and social media. The way we market, promote and apply for jobs is changing – is your company keeping up?

HR & SOCIAL MEDIA:


 “LinkedIn to Launch Job Application Button”
      -          Featured on: Mashable

-          Writer:  Sarah Kessler

-          Publishing date: June 1, 2011

-          Link: http://on.mash.to/jR7lcT

With social media’s reach extending, especially the 80 million professional network of LinkedIn, it is no shock that the traditional resume is changing. LinkedIn is planning on launching a bottom in June for “employers’ websites called “Apply with LinkedIn” that allows job candidates to submit their LinkedIn profiles as resumes.” Earlier this week both twitter and google launched buttons applications exemplifying a clear trend of social media integration with traditional HR application methods. LinkedIn profiles bring recommendations and additional information versus a traditional resume though this trend may cause complications with ATS (applicant tracking system) integration.

 “How Twitter Works as a Q&A App [infographic]”

-          Featured on: Mashable

-          Writer:  Jolie O’Dell

-          Publishing date: June 1, 2011

-          Link: http://on.mash.to/miPSiW

Around 3 million questions are asked on Twitter each month; around 20-30% of these questions don’t get answered. Fantastic infographic (also shown below) showcasing who is asking what and who’s responding. Note that 5% of Q&A are tweets on careers & workplaces, 13% on product recommendations, 11% on location successions, 3% on education on homework. How do you make sure you are part of the answers?

Happy Thursday Newsday Reading!

Thursday News Day: Social Media

Some great articles to share with you this week around a theme of social media.

THE POWER OF SOCIAL MEDIA:


 “The Twitter Trap”

-          Featured in: The New York TImes

-          Writer:  Bill Keller

-          Publishing date: May 18, 2011

-          Link: http://nyti.ms/lQTt1d

Bill Keller likens allowing his daughter to join Facebook like passing his child a pipe of crystal meth. He debates the progress of the web and the price tied to this innovative medium. Bill questions if the “price is actually a piece of ourselves.” Great read on how we are “outsourcing our “brains to the cloud.” Bill additionally questions are social mediums displacing “real rapport and real conversation?”  Do you agree or disagree?

Make sure you also read the below article written by Nick Bilton, a writer on Bill’s team, who wrote a rebuttal followed by a further response by Bill. Fantastic series!


Response to the above article:
“This is Your Brain on Twitter”

-          Featured in: The New York TImes

-          Writer:  Nick Bilton

-          Publishing date: May 18, 2011

-          Link: http://nyti.ms/kDtXnI

Fantastic article about how social platforms slice and dice news and that who you follow shapes the social flow of information on the web. Great response as well by the author’s boss (Bill Keller) about how there is a price for progress.   Best article I have read all week!


“For Buyers of Web Start-Ups, Quest to Corral Young Talent.”

-          Featured in: The New York Times

-          Writer: Miguel Helft

-          Publishing date: May 17, 2011

-          Link: http://nyti.ms/mMv1ie

Talent acquisition in the web start-up/Silicon Valley are changing. Companies like Facebook are paying millions for start-ups to only shut them down. Why? They are paying for the talent of the start-up founders. How can you compete this in this world for talent? Facebook is paying between $500,000 to $1 million to “acqhire” engineers. The war for talent is “hotter” than ever, especially for young entrepreneurs and computer whiz kids.  Additional interesting article that expands on the topic: http://nyti.ms/j7ZZle


“The IMF chief, the Canadian-born student – and the tweet that rocked the world.”

-          Featured in: Globe & Mail

-          Writer: Tu Thanh Ha & Ingrid Peritz

-          Publishing Date: May 17, 2011

-          Link: http://bit.ly/j1JyE7

The way information is shared is well demonstrated by this article about how the managing director of the International Monetary Fund (and a potential contender for the French Presidency) Dominique Strauss-Kahn’s arrest was shared via a transatlantic tweet hours before any official mainstream news channels broke the news. 


“LinkedIn IPO: An expensive and unproven venture”

-          Featured in: Globe & Mail

-          Writer: David Milstead

-          Publishing date: May 16, 2011

-          Link: http://bit.ly/ieTrhT

With LinkedIn’s IPO (initial public offering) happening this week investors are placing bets on the long term growth and gains of the social media platform. Interesting insights into how social media platforms make money.


Happy Reading! Thanks to a special friend for forwarding some fantastic articles to contribute to this week’s Thursday News Day.

Facebook Personal Social Media Audit

The Month of May seems to be a month about social media auditing – who to accept on LinkedIn, Facebook & Twitter. I recommend revising your social media presence approximately once a month or at least once a quarter to make sure you are making connections that make sense. For those regular blog readers, as you know, I have actually written out my personal social media policy & have different views on how I want to use LinkedIn, Twitter & Facebook. They all have different uses for me from a very professional space to a more personal space. Today’s blog post is about Facebook.

For brands, I’m a big believer in having a Facebook page and encouraging “likes” as this will help create WOM within the networks of those who “liked” you. As an indidual, I use Facebook for a very close group of friends to keep up on very personal details such as photos and travel news. Though I have hundreds of friends on Facebook, I lock down most contacts to limited profiles and typically indicate only close friends and family to see my photos.

Here are my thoughts on Facebook: I will have a personal & professional profile – I’m still sorting through if this is the right move for me

Personal Profile:

-          My personal profile will be very limited for search functionally

-          It will be separated from my professional uses of social media sites through the use of a separate name (my married name)

-          I will accept only those that I are actively a part of my personal life

-          I choose to share very limited information (like photos) as I feel that the world wide web is a very public forum for my personal life

-          I understand that even if deleted, the information does not cease to exist

Professional Profile:

-          Through my newly created professional profile, I will build my professional network and be very viewable on public searches

-          This profile will be connected with my twitter, foursquare, and LinkedIn profiles

-          This profile will adhere to my professional vision through my consistent professional head shot, profile information & status updates

-          No personal photos will be shared through this forum that does not adhere to my above social media policy

-          I understand that Facebook is more of a personal forum

How do you use Facebook for personal branding versus brand/cause marketing?