What Is Your 3 Minute Interview Monologue? This is mine!

Right now, with high unemployment and seemingly endless competition for jobs, nailing your interview is critical! Almost every failed interview can be traced back to the first three minutes. Experts will tell you the first ten seconds, but these are the same experts who have never interviewed or haven’t interviewed in the past twenty years. The reality is a little longer, but not much.

An interview doesn’t really start until you’re asked to open your mouth. And, not the small talk crap that you do while people get settled and wait for Jenny to get her coffee and find your resume.

When you get asked that first question, “So, tell us a little about yourself.” Bam! It’s on. Start the clock, you have 180 seconds to show them why they should hire you.

Here’s what I would say:

“I was raised by 6 women. My grandmother is the matriarch of our family. I was raised by a single mom, who had four sisters, my aunts, and my sister was the first grandchild born into the family. As you can imagine, I was dressed-up a lot! The women in my life love to laugh and I have always had a stage with them to make this happen. 

The other thing it taught me was to cook, sew, and iron. All of which I do to this day. My wife is a baker, but I’m the cook. Mending and ironing fall in my chore bucket around the house.

The real thing it taught me was the value of women in the world. I did my master’s thesis on women and leadership. My mother started her own company in 1979 when no women started companies. Not only that, but she also started a company in a male-dominated technical field.  I was nine years old, and she would pay me ten cents to stuff envelopes for her. We would sit on her bed and she made calls to candidates, and I would stuff envelopes with the volume off on the TV.

Living with a single mom, who started a business during a recession was a challenge. I learned the value of work and started my first real job the day I turned sixteen. I paid my own way through college, my parents who could afford to help, but believed I would get more out of college if I found a way to pay for it on my own. I did. In hindsight, I’m glad they taught me this lesson. It was hard but worth it.

All of these experiences have helped shape my leadership style. I set high expectations but work hard to ensure people have the right tools and knowledge to be successful. I hold people accountable for what we agree are our goals. I believe hard work leads to success, and in business when you are successful you have way more fun! 

What else would you like to know about me?”

That’s it. I shut up and wait for a response.

What did I tell them in my three minutes?

I told them my story.  People don’t hire your resume, they hire your story.

If you want to get hired, you need to craft your story. A real story. A story people want to listen to. A story people will remember when it comes time to decide whom to hire.

Once you craft that story, sit down with as many people as possible, and tell them that story. You need to perfect it. You need to be able to “perform” that story in the interview so that it’s 100% natural. Pro tip: try and get people that don’t like you very much to listen to your story and give you feedback. They’ll still be nice, but you’ll get more honest feedback from them, then your fans.

You have 3 minutes! How are you going to use that time?

Interview Pro Tips: The “You” Show!

A bunch of folks have been doing some work at home or furloughed at home, or some laid off at home over the past few months. Depending on your situation I’ve been hearing more and more from people who are out interviewing for the first time in a long time and looking for advice.

JDP did a survey recently and found out that the average candidate preps for 7 hours to prepare for an interview! I’m not sure I buy into that piece of data, it seems like there might be a bit of exaggeration going on from candidates who want to make you believe they actually did way more than they actually do.

Let’s be honest, you looking at a companies website and reading reviews on Glassdoor doesn’t take you seven hours. It probably takes you about 30 minutes, and I would bet my career on the fact that is about 99% prep that happens for most candidates.

How should you prepare for an interview? 

There are two types of candidates I see in an interview. The first type just lets the interview happen to them. They basically react. I’m here, you have questions, let’s see how this turns out.

The second type of candidate, which is much rarer, come prepared to put on a show. I’ll call it the “You” Show! This candidate comes in and has prepared to show you why they are the person for this position. They risk that you might be the type of person who won’t like this, but more times than not I find leaders are actually impressed by these candidates.

What does the “You” Show script include?

It starts off with an introduction that includes a good story that will instantly get those in the room on your side. It might be funny, might be inspirational, but it was definitely planned and prepared. Anywhere from three to five minutes of this is who I am and why I’m unique, and why you should like me.

The You Show candidates have also prepped by doing research on those who will interview them. They probably know more about the people interviewing them, then the people interviewing know about you as the candidate. They’ll stalk your LinkedIn profile, your social footprint, Google name search, people from my school who work there, etc. I want to know my audience if I’m putting on a show, so I at least have a chance to producing a show they’ll like.

If I have one hour, planned, for the interview, I want them to hear 55 minutes of me, and very little from them. I want them leaving that room, call, video conference being wowed! Being of the mindset that we really don’t need to interview any longer, since we just found the person.

The “You” Show is probably an exaggeration of your true self. Kind of like, “Hey, this is the best me” and while I might not be this person every minute of every day, when you get the best of me, this is what you can expect. The “You” Show is high-energy, fully caffeinated, I’m going to energize you and when I leave you’ll feel better about yourself.

As you get ready for your next interview ask yourself if you would want to watch you do that interview. If your answer is “no”, it will probably be “no” from those interviewing you as well.

The One Fix for Talent Acquisition You’re Too Afraid to Implement!

There’s a ton of reasons we are afraid of stuff. I was never scared of the dark, but for some stupid reasons, I’m scared of bees. I know that I’m not going to die from a bee. I’ve been stung. It hurts, you get over it. Yet, I hate when a bee is buzzing around me!

I think most people are afraid to be ‘found out’ professionally. To have it discovered that we aren’t as good as we think we are. Every function has hickeys. Things we really don’t want others in the company to see or know about. They aren’t career-ending things, still, they are things we aren’t proud of.

In talent acquisition, we lose great talent at points in our recruiting process. It happens way more than it should, for a number of reasons. If you were to truly dig into the exact reason why each person was lost, it wouldn’t be something most TA departments would be proud of.

What this is really saying is that talent acquisition isn’t giving this information to the hiring manager, or more likely, your hiring managers don’t believe the B.S. you’re selling them on the reasons why!

The majority of TA departments, when asked why a good candidate is lost during the process will come up with candidate problem reasons. The candidate backed out, it was too far to drive. They got an offer from another company and couldn’t wait. It wasn’t the position they truly wanted. Etc.

All of which might be legitimate, but we forget, many times the hiring managers get a different side.  Usually, hiring managers know people, who know people, etc. and the ‘real’ reason will get back to them. It then becomes, “well, Mark was getting the run around from your TA team about his plane ticket costing too much, and he felt like it just wasn’t worth dealing with this at this level”, or “the Recruiter took three days to call Mary back to schedule the interview time and by then she decided to take the other offer”.

The reality is, the majority of TA leaders don’t want to know the ‘real’ reason because it reflects poorly on their team, and on them. That doesn’t feel good! Uncovering the brutal truth is painful and many times embarrassing.

Want to fix your TA department? Find out why candidates truly left your hiring process. If that’s your focus, you’ll quickly have your priorities of what to fix, change, and improve upon.

How do you do this? First, you don’t allow your recruiting team to ask the question. The answers you’ll get back will be ‘massaged’ to make TA look great and make the hiring managers look bad, or at the very least blame anyone else except yourself. Third-party this out, or find a neutral party within the organization that can make these inquiries and report back the results. This is key.

The best leaders want to know the truth. Not their version of the truth, but the real truth. Unfortunately, the truth might be the scariest thing you’ll ever face.

The Best of 2019: The Reason You’re Being Ghosted After an Interview!

I’m on a holiday break. Boys are home, we’re going on a trip. So, I’ve put together a Best of 2019 post list for you to enjoy. I’ll be back after the holidays with new stuff and some cool announcements for 2020! 

Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve gotten no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

************************************************************

Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because conflict is uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their heads in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you? 

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 140 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company that truly values you and your talent! If the organization and this manager treat candidates like this, imagine how you’ll be treated as an employee?

Why am I being ‘ghosted’ after I interview?

Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve got no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

************************************************************

Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because conflict is uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their head in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you? 

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 280 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook & IG as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company who truly values you and your talent! If the organization and this manager will treat candidates like this, imagine how you’ll be treated as an employee?

Job Descriptions vs. Job Postings with @LRuettimann and I (Video) @HRTMSInc #SHRM19

Laurie Ruettimann and I discuss the differences between a job description and a job posting and review a great piece of technology called, JDXpert, we did a demo on. Check it out!

HRTMS Inc. is a human resources software company that specializes in Job Information and Description Management. Its groundbreaking solution JDXpert allows you to bring structure and efficiencies to the way job information is constructed, managed and stored. HRTMS works with a wide range of organizations including manufacturing, healthcare, education, retail, finance, pharmaceuticals, energy, technology, hospitality, professional services, and media services. Since its release in 2010, JDXpert continues to be the most comprehensive and powerful job description management tool on the market.

HRTMS is allowing Laurie and I to give away a free Ebook – “10 Ways To Improve Your Job Descriptions”! (Just click on the link to download!)

 

3 Highly Effective Habits of Annoying Candidates!

I’ve noticed a run on ‘Highly Effective’ list posts lately!  It seems like everyone has the inside scoop on how to be highly effective at everything! Highly Effective Leaders. Highly Effective Managers. Highly Effective Productive People. Highly Effective Teacher.  If you want a post worth clicking on, just add an odd number, the words ‘highly effective’ and a title.  It goes a little something like this (hit it!):

– The 5 Highly Effective Habits of Crackheads!

– The 7 Highly Effective Traits of Lazy Employees!

– The 13 Highly Effective Ways To Hug It Out at Work!

Blog post writing 101.  The highly effective way to write a blog post people will click on and spend 57 seconds reading.

I figured I might as well jump on board with some career/job seeker advice with the 3 Highly Effective Habits of Annoying Candidates!

1. They don’t pick up on normal social cues. This means you don’t know when to shut up or start talking.   Most annoying candidates actually struggle with the ‘when to stop talking piece’.  Yes, we want to hear about your job history. No, we don’t care about your boss Marvin who managed you at the Dairy Dip when you were 15.

2. They live in the past. Usually, annoying candidates are annoying because they were annoying employees and like to share annoying stories about how great it was in the past when they weren’t thought of as annoying.  I guess you can’t blame them. If there was ever a possibility they weren’t annoying, I’d probably try and relive those moments as much as possible.

3. They lack a shred of self-insight.  That’s really the core, right?  If you had any self-insight, you would understand you’re just a little annoying and you would work to control that, but you don’t.  “Maybe some would say spending a solid ten minutes talking about my coin collection in an interview wouldn’t be good, but I think it shows I’m passionate!” No, it doesn’t.

You can see how these highly effective habits start to build on each other.  You don’t stop rambling on about something totally unrelated to the interview because you don’t notice Mary stopped taking notes ten minutes ago and started doodling on her interview notes, but you plow on because you told yourself during interview prep to make sure you got out all of your bad manager stories.

Highly effective annoying candidates are like a Tsunami of a lack of emotional intelligence.  Even if I was completely unqualified for a job I think the feedback afterward from the interviewers would be: “we really liked him, too bad he doesn’t have any the skills we need.”   Highly effective annoying candidates have the opposite feedback: “if this person was the last person on earth with the skills to save our company, I would rather we go out of business!”

What annoying candidate habits have you witnessed?

Career Confessions of Gen Z | The Power of Seeing – B-roll!

Hello everyone!

Thank you for joining me on this Gen Z journey. In the last episode, I talked about what verbal and spoken content can do for your recruiting methods, but I think it’s just one side of things to simply hear what a job is like. It takes it to a whole other level when you can visually capture what the processes of a job are like. So follow me into the world of b-roll!

(Don’t worry, I’ll explain it all in the video) 😉


Skyler Baty is a Videographer and Video Editor for SkillScout and lives in the Detroit Metro Area in Michigan. Skyler loves doing video work and helping organizations with their video projects. Connect with him, he’s a genius with this stuff!

 

 

 

 

The Candidate Bill of Rights (revisited)

In November 2010 Monster.com asked me to write a post on a hot topic at that time a “Candidate Bill of Rights“.  Needless to say, I’m not a huge fan of a Candidate Bill of Rights – I’m a Capitalist and believe in a free-market system of HR and Recruiting.  Here was my main point then, and what they are still today:

Candidates –

You Don’t Have To Apply:

  • If we have a crappy working environment – you don’t have to apply
  • If we don’t pay appropriately for the market – you don’t have to apply
  • If we don’t give my employees opportunities for growth – you don’t have to apply
  • If we don’t treat you like a human – you don’t have to apply
  • If we don’t give you a full job description – you don’t have to apply
  • If we don’t tell you every step of the process – you don’t have to apply

You Don’t Have To Work Here:

  • If we make you wait endlessly without any feedback – you don’t have to work here
  • If we make you an offer that you don’t like – you don’t have to work here
  • If we don’t offer the right work-life balance – you don’t have to work here
  • If we give you a bad Candidate Experience – you don’t have to work here

Candidates – if any of the above is true – you have some decisions to make:

1. Can I live with what I know about the company and the experience they put me through to get this offer?

2. IF SO, do I want to come and work for the company?

3. IF YES – welcome aboard, you’re coming on ‘Eyes Wide Open’

4. IF NO – thanks, and good luck, we’ll keep trying to get better in case you want to apply again some other time.

You see we all have choices. If you don’t like the way I’m treating you as a candidate, don’t come and work at my company.  I would hope that most HR Pros are smart enough to get this fact. Treat candidates like garbage and they’ll stop applying for your jobs, thus making your job all the more difficult to fill.  That might be a bit pie-in-the-sky thinking because I also know way too many HR/Talent Pros that don’t get this!

They have a little bit of power and have decided to torture candidates with painfully long and arduous application and selection processes that aren’t helpful to their own companies, statistically, and definitely aren’t helpful to the candidates.  During a recession, they don’t see much impact from these horrible processes, but eventually, the tide turns and face the results of their actions.  Karma is a bitch!

So, do we need a candidate bill of rights? No!  Do you need to spend a ton of time, effort, and resources on candidate experience? No, as well!  Don’t go right ditch-left ditch and start over correcting.  Treat candidates like you would want to be treated.  Or don’t, and pay the price! Have a few standards and etiquette, and some manners.  It’s not hard and it’s not expensive.

Your Weekly Dose of HR Tech: @Filtered_ The 1st Objective Tech Interview Platform

Today on the Weekly Dose I review the technical interview platform Filtered. Filtered is not the first technical interview platform on the market, but they might be the most advanced interviewing platform for IT talent that I’ve seen on the market.

Filtered was built by engineers who turned into Recruiters, but decided to turn back into engineers because the tech interview world was so broken they felt compelled to do something about it! What they did was build an IT interview platform that stops all of the cheating that is currently going on in the industry!

If you hire IT talent and you use some kind of coding test, etc., you already know how the game is played and won. There are massive corruption and cheating going on in IT hiring, because the current interview platforms allow for one person to log on and take an interview for another, pass it, and then the person who can’t do the work shows up, or shows up at a much higher pay rate then they should because they tested higher then what they are really capable of.

Filtered puts a stop to this in a number of ways using technology that constantly scans works, takes facial snapshots every few seconds, and utilizes machine learning to raise red flags of potential cheaters in progress of assessment.

What do I like about Filtered? 

– Filtered security is groundbreaking when it comes to stopping the cheating that is going on with your IT hiring. Filtered doesn’t allow cutting and pasting of code, it doesn’t allow the person who starts the test to get up and someone else to sit in and finish, it shows you exact GPS data of where a person is taking the test.

Why is this important? When Filtered ran a recent test for a client they were able to show one IT Contingent company the client was working with had 20+ IT assessments take place for 20+ different candidates from the exact same house in New Jersey! Cheating is going on, you are either ignoring it or don’t care!

– The Filtered team works with your IT team to create the right assessments and challenges that are needed to not just find qualified candidates but to actually find candidates that are the best that are applying.

– Recorded video interviews explaining why they did an assessment or challenge in the way they completed the task.

– Real-time data ranking so corporations can see which recruiters or which contingent firms are providing the best talent for your organization.

– Filtered shows verified skills being assessed, but also allows candidates to show other skills they might have as well, which can be verified within the system.

I love interview technology that helps organizations make better selections. One problem we’ve found out within the industry is that if people can cheat, they’ll find a way to cheat, so the technology has to stay out in front of the cheaters! Filtered is at the forefront of stopping the corruption that is taking place in the contingent IT industry.

There’s a great chance your contingent providers of IT talent are cheating your system. It’s rampant coast to coast. The most common is having someone else take the assessment, which gives you the belief you’re getting senior talent and paying for senior talent, and in reality, a junior/entry level IT person shows up to work.

I would encourage you all to demo Filtered and compare them to other technical interview platforms you are using. Filtered also has built a Data Science specific assessment as well, which is the only one I’ve seen in the industry. In a growing field like data science, it’s easy to make bad hires, so this is one more reason to look at the platform!


The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.