1.  The Negative Sell:

1.  
   • “You are probably overqualified for this position”
   • “This position, is almost 100% New Business Development, all you will do all day is make cold calls.”
   • “There are other positions open in Marketing or Account Management that you might be more interested in, would you like me to get you in touch with those hiring managers?”

One of the most common traps is the “Negative Sell.”  The negative sell can come in many different forms, but most commonly hiring managers will bait you with other positions internally that may or may not be open to try to get to the bottom of your primal interest.  You may be telling the interviewer that you are willing to hunt for new business but would much rather work as an Account Manager?  Are you unemployed and getting desperate, thus willing to take a role that you are overqualified for?  Are you an experienced Sales Person, tiring of the rat race, and thus looking for ways to get out of sales all together, (i.e: a Product Marketing, training, or something else).  Or are you an entry level sales person that ended up in sales purely out of default, still under the assumption that marketing, advertising or PR, would be the “sexier” career choice? 

In the market that we are currently in, where interviews are hard to come by, the key to overcoming this trap and ensure a positive interview you must have the following:  Tact and Focus.   

Be tactful and show focus to the job you are interviewing for:

(Example Reponses)

 “Everything I’ve learned about your organization leads me to believe this is certainly a company I want to be a part of.  I am here today to focus on learning more about the Account Executive Role.  I feel strongly, that based on my experience I could be both happy as well as highly successful in the role.  Do you have any questions or concerns that would lead you to believe I was not a good fit for this role, and is that the reason you are suggesting other avenues to take?”

There certainly are instances when you go into a company, interviewing for one role, and ultimately end up getting an offer for a different role.  The above response would allow for that while not disqualifying you for the role in which you initially applied. 

2.  The Bad Cop

Another very common trap in sales interviews is what we like to call Bad Cop.  You have had one or two interviews and great rapport with all the people you’ve met with until…..THE BAD COP.  Right off the bat, this interviewer is confrontational.  You show up on time, and they say you are late.  You answer their question and they always have a rebuttal.  No matter what you say, you just don’t seem to say the right things.  They object to everything you say, and purposely don’t answer your questions…they may even get up and leave the room while you are mid-sentence.  At the end of the interview, they may flat out tell you that you are not a fit. 

If this hasn’t happened to you yet, then consider yourself lucky.  This tactic is used by hiring managers and many times by outsourced consulting firms who are hired by the hiring company to simulate a challenging prospect you may encounter while in an actual sale.  This can commonly look like a terrible interview but it is in fact a trap the interviewer is trying to get you to fall into.

The key to this is to anticipate what might be coming and remember it is not a personal attack, this is an interview trap.  Just like in sales, you have your awesome prospects, and those that…well… are not so awesome.  Great Sales People find a way to win over any audience.  So keep your cool and remember their challenging personality could simply be a trap to gauge how you would handle yourself.  Take your time overcoming their objections in a non-defensive way.  Ignore their blatant disrespect by spinning conversation back to positive aspects of your background whenever possible.  Of course, no one wants to work for a jerk, however, get through the interview by treating it like a sales call, don’t let your feathers get ruffled and then later in the process probe and qualify who this person is and in what capacity would you work together. 

3.  The Comfort Zone:

Oh, the comfort zone…how easy it is to sink right into the casual conversations about your weekend activities, how much you hated your last boss, or the fact that you are really looking for a sales role that pays the most money but requires the least amount of work.   The Comfort Zone might as well be a hole full of quick sand because when you fall into The Comfort Zone there is no talking yourself back out.  You’re done.

At first read, you may say, “I know better than to do this,” however it is easier trap to fall into than you may think.  The more experienced your interviewer, the more artful they are in creating, “The Comfort Zone”.   Even with all of today’s technology, sales is still about people and ultimately, people buy from people they like and trust…they also hire people they like and trust.  Thus, within that conquest to relate to the hiring manager, to get him/her to like you, it is one’s natural inclination to walk down the same conversation paths as the hiring manager. 

The key to this isn’t unlike any of my other advice….it is all about preparation.   Be cognoscente that these traps exist, so you are on your toes, looking out for them and tactfully sidestepping them.   Definitely relate to your interviewer, but avoid all potential topics of controversy or inappropriate nature.  You can have a very dynamic conversation, full of positive affirmations, head nods, laugher and eye contact without saying anything damaging!!!! 

After all, “failure to prepare is preparing to fail.”  Think of a mouse trap….it only works if it catches the mouse off guard.  Once the mouse knows that it is there, the mouse can easily take a different path to bypass the trap.  Some mice even get skilled enough to take the cheese out of the trap without it closing on them.  These Mice go happily on their way with a belly full of cheese.  So, next time you’re gearing up for your next interview, put some time into anticipating these common traps and others. 

Interviewing is a skill.  With a little preparation, you will soon find yourself facing interview traps with confidence and leaving interviews not overcome, but leaving with offers!!

NOPE! 

Any company that orchestrates a job fair will tell you that Job Fairs are a very effective resource to finding a job. 

I, on the other hand, will tell you they’re a waste of time. 

Job Fairs are built for companies, not job seekers.  Job Fairs are based on an advertising business model, which is precisely how the organizers make their money.  The model is not about getting people jobs; it is about creating enough hype and promoting traffic in order to entice potential clients to purchase space.  Simply put:  Job Fair companies sell advertising.  That advertising comes in the form of booth rentals, company sponsorships and print advertising.  The larger the space, the larger the revenue.  The larger the ad in the Job Fair directory the larger the cost.  Due to contrary belief, the goal of a Job Fair company is not to get people jobs, but instead to drive enough traffic to sell ad space.  

The advantage for companies is that it is an inexpensive way to promote and build brand awareness around your firm especially if you are always hiring due to attrition.   So for those companies that have a lower need for talent, this type of model gets them in front of many people.  These companies typically have a high turnover rate and need to constantly keep the funnel full of applicants.  For them the business model is bodies in seats.  After 30 days, if they retain 2 people out of 50, they consider themselves successful.  The point being, the next time you are at a job fair, look around the room and see what kind of companies are there.  You will typically find well branded companies with jobs that are not very appealing.  Because of the low cost of entry for these firms, there is limited risk and little importance placed on the actual candidates that visit the booths.  It is more about driving a consistent message to the public and yelling from the roof tops that a company is hiring.  Companies do not attend to find a specific skill set, instead they are there to speak with the masses.  

In conclusion, Job Fairs are about volume.  As a result, I cannot say there is any advantage for job seekers.  I would love to tell you that Job Fairs are a great resource to getting a new job, but it is simply not true.  Most of the opportunities are high turnover or  entry level where past experience is not necessary.  If you are just starting out in your career and have no idea what you want to do and have time to experiment, then by all means give it a shot and at least gain some experience of what Job Fairs are like.  Otherwise, if you are successful in your career, use your network, search firms, Linkedin, Facebook and other social media to spread the word and target real people at real companies with a real need.  The time you spend at a Job Fair could be spent digging up qualified leads to truly help you advance your career.  The goal is to find a career, not just a job.    

Now that you know the model behind Job Fairs you can decide for yourself if they are worth while.  If you get lured into a Job Fair make sure you are not wasting time and if you find that you are, just leave.

Okay, so you have spent the time to craft a well constructed resume that highlights your successes.   You have identified a company that is hiring and a job that you feel fits your background…. Now what do you do?   

Step One: PIPELINE

FIND TEN MORE.  Seriously, maybe twenty more.  This blog will discuss doing all you can to get in front of the interviewer; however don’t focus on just one job, no matter how perfect it sounds to you.  Just as in you sales careers, your pipeline needs to be consistently full.  As you move forward in the interview processes with companies, you will find that many will prove to not fit what you’re looking for or will disqualify you from the interview process.  Don’t over analyze the opportunities, just apply.  Apply to jobs despite the fact that they may not be perfect.  You can only learn a small amount of information from a job description – your perfect job could be hidden in a poorly written and vague job description.   

Step Two: DIRECT CONTACT

Don’t submit your resume blindly to a company’s website portal.  Find the name of the HR manager or Sales Manager and submit your resume directly.  If you cannot find those individuals, you can still apply to the website, but if you do, you might as well wad it up in a ball and tell your dog to carefully deliver it to the decision maker.  Instead, use one of the many online names databases like LinkedIN, Jigsaw and ZoomINfo to find the name and in some cases the contact information of a Sales Manager, VP of Sales, Director of HR, or Director of Sales. 

Step Three: PROFESSIONAL FOLLOW-UP

Now….go back to the basics and get yourself noticed by not one, but many different individuals in the organization.  You are marketing yourself, creating a buzz.  This process is identical to the steps you would take in order to secure a meeting to sell your product.  Repeat after me, your product is now yourself.  It is not personal, this is business.   

Email to EVERYONE that could be potentially involved in the hiring process.  Use an Email Cover Letter and attach your resume. 

Quick Tips For an Email Cover Letter:

Lose the fluff.  Tell them what they want to hear and only what they want to hear.  Read the job description and highlight all the pieces of the requirements that you have in short bullets.  Short!  Always include:

1. The types of companies you sell to; whom within these companies you talk to
2. Your average size deals
3. Your quota numbers for your last five years.  Percentage towards quota and sales team ranking. THIS IS MOST IMPORTANT
4. Any special awards, notable client wins, large deals.

Step Four: PHONE FOLLOW-UP

Using the direct phone numbers you have gathered from Jigsaw or traditional sales prospecting; call each potential decision maker to let them know you have recently sent your resume.  Make sure that you are brief and to the point.  A Sales Manager’s #1 priority is driving revenue.  If you have helped a Sales Manager achieve that goal before, sing to your successes; VERY BREIFLY.

(example)

“My name is Kimberly Collins and I’ve recently sent my resume for your consideration.  I have 6 years of experience in sales recruiting and have consistently ranked number 1 in my company and averaged over 200% of goal.  I would love the opportunity to speak with you about your open role.  You can reach me at (xxx) xxx-xxxx.”  

Articulate your contact information slowly and clearly. 

Step Five: CONTINUED FOLLOW-UP

This is the stage of the process when follow-up becomes an art.  You have to feel it out carefully and conduct yourself differently to almost every prospect. 

The goal: Creatively Stay in Front of Your Prospect

• After three days, email the exact same email again.  Follow up on the phone.
• Few days – find a Press Release or article on the company; email it to your prospect with a comment.  Attach your resume follow up with a phone call.
• Phone call again, zero out to operator, POLITELY (this is key) ask to have your prospect located.  Are they in the office?  At a meeting, when can they be reached?
• Send a hand written note
• Use social media
• Does your prospect have a blog?  Make a comment
• Does your prospect have a LinkedIN/Facebook/Twitter site – send a connection request

Gone are the days of submitting your resume, sitting back and waiting for the interested parties to start contacting you.  Just like in sales you need to work to get in front of these hiring managers.  Your actions during this “courting” process will also display who you really are as a sales person.

GOOD LUCK!

With social media on the rise and the majority of professionals being building profiles on such sites as Facebook and LinkedIn, one starts to wonder how much these profiles make a difference in a professional setting. I have been approached by many candidates concerning their LinkedIn profiles and one of the reoccurring topics is that of recommendations. How do you get them? How many should you have? Do hiring companies take these into consideration? I will say that recommendations are extremely helpful, but they do not override your experience or add to your relevancy in a candidate search. I have had several candidates who have approached me saying that they should be considered for a job that they have no experience with based on their LinkedIn recommendations. Unfortunately, that’s not the way it works. A recommendation on LinkedIn cannot get your foot in the door, but it can help you stay on the other side of the door once it’s opened. What many HR managers will do once they decide to talk to a candidate is look at their social networking profiles, such as LinkedIn. They look at how the candidate present themselves and if there are any recommendations that back up what is on the resume. A solid recommendation from a manager, boss or company superior can be extremely helpful in terms of solidifying your candidacy and helping build your reputation with the hiring company. However, your LinkedIn profile will not be the only social media profile that they take a look at. Nowadays, hiring manager or HR executives will look to see if you’re on Facebook or Myspace and they will rifle through your profile to try to learn more about your personal life. Pictures that make it look like you party on the weekends with rock bands probably will not help you out.

LinkedIn recommendations can also be helpful for you when a recruiter is trying to recruit off of LinkedIn and reach out to those candidates they find relevant. One of the things we look for when recruiting off of LinkedIn is recommendations. It may not be the deciding factor but the person with multiple strong recommendations may be the first one to get a call.

So, how do you go about getting LinkedIn recommendations? You can ask your managers and colleagues but I don’t suggest that you badger people to write about you. Instead, write one for someone else. Go about it with a karmic approach and write for a former colleague or manager that you feel strongly that deserves your kind words. You won’t always get a recommendation back from that person but they will be more likely to write great things about you if you recommend them first. You may receive a recommendation out of the blue, and when you do, make sure you return the favor. Getting recommendations will help you build your professional reputation, but so will giving them. So don’t neglect that long list of recommendations that you should make because it might help you out in the long run.

Recently, I have been assisting my youngest brother on launching his career search now that he is a college graduate and I have found the experience to be very interesting and eye opening.  College courses can educate you on the business world and give you the tools to have a successful career, but one thing that those classes do not teach you is how to find a job.  My brother attempted to launch his career search on his own and quickly found himself lost and running in circles.  He went to my parents for advice, which was not the smartest move considering my parents haven’t looked for a new job in literally decades.  My mother is a school teacher who has been in the same school system since Ronald Reagan’s first term.  Before mid-term elections first term. 

 Needless to say my brother was lost.  So I asked him what he was doing and he said he posted his resume on Monster and made a profile on LinkedIn.  I quickly realized I had a serious challenge on my hands.  For any career search, especially your very first job search, you tend to start with the conventional methods of searching, such as job boards.  After several hours of applying for positions, you have the false sense that you’ve started to accomplish something.  Unfortunately, submitting your resume to the big portal in the sky will get you no where.  

So how exactly do you start?  First, take a look at your resume.  What are you trying to accomplish?  What is the direction that you are trying to take in your career?  If your resume is vague or is written to cast the widest net, you may feel that you’re maximizing your potential, but in reality you’re only hurting your search.  Hiring managers want to see skills that are transferable.  If you had a sales internship, put down your numbers and accomplishments.  Start networking in LinkedIn by joining groups that are aligned with your background.  What school did you graduate from?  There is probably an alumni group that you can join.  You may be able to network with recent graduates who can give you pointers.

Next, narrowly define the types of roles that you will consider.  If you have a direction to want to take your career in, start thinking long term:  what steps will get you to your goal?  Concentrate on networking within those industries and look for job boards that specialize in the type of career you’re looking for.  Consider talking to a recruiter that specializes in the industry you want.  Go on every interview you’re offered.  Get some practice under your belt and look at every interview as a networking opportunity. 

Finally, while conducting your entry level job search, you may find yourself taking time out of your career search to find a job that will provide you with a quick paycheck.  Be aware that your first priority is to find a career, not a job.  Give yourself a limited amount of time to find a job that will give you a quick paycheck but continue a heavy search for your career.  Job searches take time and in this economy it won’t be easy.  You are an entry level candidate competing against candidates who have experience.  You have to sell yourself as a valuable asset to any team and you may get several rejections.  No matter what happens, keep your head up and continue to drive activity to find success.  The right opportunity is out there for you, it’s your job to go get it. Good luck!

Good listening skills. Not enough sales professionals have them according to Author Barry Farber in a recent Entreparticle on the subject. He suggests it’s because we feel more comfortable talking about ourselves and the subjects we know that we sometimes neglect to listen. After all, what could be easier? Another Farber theory is that sales professionals are so excited about their product they can’t wait to tell prospects about it – and end up doing most of the talking. Consequently, they may not come away with a clear understanding of what their client really needs. So how does a poor listener break the cycle? As Farber points out, it does take a conscious effort to develop better listening skills, but you can do it with some practice. Here’s how:

Take Notes When someone is taking notes, it means they value what is being said. The next time you meet with a prospect, be sure to bring a pad and pen. It shows right away that you want to capture whatever is most important to them.

Ask Questions Look for ways to extract information about key needs/issues. One technique that helps get people talking is “parroting” – repeating the last few words a prospect says as a question. This encourages people to elaborate more on the subject.

Make Sure You Understand One way to make sure you really understand what your client needs is to repeat back what he/she has told you. Re-phrase what you think you’ve heard to make sure you’ve understood correctly. If you’re a bit off-base, your client can clarify important points.

Practice The next time you are at a party or event, Farber advises, “shut up and listen.” Find out as much as you can about people while revealing as little as possible about yourself. Don’t interrupt and resist the urge to jump into a conversation that interests you. Instead, just watch and listen. You’ll be surprised about all of the new, interesting, and valuable information you’ll learn.

Have you ever glanced at a job description and thought it matched your skill set so perfectly that the hiring manager surely had you in mind when creating it? Only to realize at the interview that you would never, ever fit in at such a place? There is no denying that possessing the right skills and background are imperative to the position you want. But as too many people learn, allowing yourself to be seduced by great pay or benefits while ignoring warning signs about the culture can be disastrous.

Why should job-seekers care about a potential employer’s corporate culture? Aren’t there more important factors to consider, such as the job itself, salary and bonuses, and fringe benefits? These factors are important, but increasingly career experts are talking about the employee-employer “fit.” How well the employee fits the culture can make the difference between job-search success and failure. According to Leadership Coach Ron Rael, today’s applicants will base their decision to accept a position on two criteria: 1) the person that he will work for, and 2) the feel he has for the corporate culture.

Just what is corporate culture? Simply put, it’s the personality of an organization. It guides how employees think, act, and feel, and includes a company’s core values and beliefs, ethics, and rules of behavior. Culture reveals itself in many ways, both obvious and subtle. The décor of its offices, how its employees dress, and how they interact with each other are all observable clues.

Before you dismiss the corporate culture factor as insignificant, here are some tangible ways it affects you: the amount of hours you are expected to work; whether it’s a fun or hostile environment – or something in between; the dress code; the type of office space you’ll occupy (and rules regarding display of personal items); the training and development you’ll receive; the availability of onsite perks such as fitness and daycare facilities; and the interaction you’ll have with other employees, especially top management.

How do you uncover the corporate culture of a potential employer? The truth is that you will never really know the corporate culture until you have worked at the company for a number of months, but you can get close to it through research and observation. Understanding culture is a two-step process, starting with research before the interview and ending with observation at the interview.

Experts suggest arriving early to the interview — unannounced if possible — and spend the time observing how current employees interact with each other, how they are dressed, and their level of courtesy and professionalism. While it is great that firms are now using their cultures as a tool to attract and retain talent, companies must be able to substantiate their claims of a work/life balance, team atmosphere, or any other such promise.

The bottom line is that you are going to spend a lot of time in the work environment — and to be happy, successful, and productive, you’ll want to be in a place where you fit the culture. A place where you can have a voice, are respected, and have opportunities for growth.

Portions of this article have been excerpted from Dr. Randall Hansen’s website, quintessentialcareers.com. anding

By Lauren Moreau

Is there a more precious time in New England? For the adventurers among us, there is a plethora of outdoor pursuits to enjoy – hiking, biking, boating – the list is endless. No doubt, all of these enticing activities will be vying for your attention this season including your job. Though you’ll continue working hard this summer, it is critical to carve out quality time to spend with family and friends. Here are some tactics you can use to ensure that you meet your commitments and make the most of this special but fleeting time of year.

• Commit to leaving the office at 5:00 pm, at least a couple of days a week. Make up the time by arriving earlier in the morning, working through lunch, or setting aside a “late day” or two. Getting home early enough to enjoy a leisurely walk or an ice cream with the kids works wonders after being inside an office or on the road all day.
• Schedule your vacation days NOW. You may not have given much thought to what you’ll be doing this summer, but before you know it, the season will be over and your plans for a lakeside getaway will have slipped through your fingertips. Planning ahead will ensure that you secure the time-off you want.
• Take advantage of any flex-time benefits your company may offer. If you’re able, take that extra half-day off or work those extra hours to get an additional Friday or Monday off. For those of you who are job hunting, that extra day may be the ideal time to schedule interviews.

Contrary to popular belief, summer job hunting does have its advantages. If you’ve set a goal to secure a better position by the end of the year, don’t put it off. A summer job hunt has its pros and can yield positive results. After, all, companies still have positions to fill. Here are some guidelines for conducting a summer job search:

• Yes, it’s true: decision makers take vacations, too. Qualify your prospects. Make contact with them early in the season to find out their vacation schedules. Work around them. As we’ve mentioned, an extra flex-day during the week might be the ideal time to set up a meeting.
• Use the lack of competition out there to your benefit. Many job hunters do suspend their searches during the summer. Capitalize on this by continuing your networking and interviewing efforts in July and August.
• Summer is a more lighthearted time of year. People are generally happier and in better spirits. Seize the day! Use your energy and attitude to secure that new job.