Archive for the Interviewing Category

Discussion: May 18, 2010 Ask The Headhunter Newsletter

A reader asks How to Say It:

At the end of a job interview, I don’t like to leave without finding out what the manager thinks of me and what’s going to happen next. That sounds obvious. But how do I say this: How did I do during the interview? What are my prospects for moving forward?

You just said it. It’s up to you to ask it!

Many people feel awkward about these questions, but the questions are not only advisable, they are necessary. You just invested all this time talking to an employer. (She’s getting paid to do it; you’re not.) So get something back for your investment…

Try this: “Thanks for taking time to meet and talk about the work you need to have done. Based on our brief meeting, please give me a grade. If this had been an employee performance review rather than a job interview, would you keep me or fire me? Give me a promotion and a raise or transfer me out?”

If this seems assertive, I think it’s far more risky to go home and sit by the phone waiting for a “call back.” Find out now how the manager views you.

What do other readers think? Do you have a better way to ask these questions? Or is it best to stay mum when the interview is over so as not to upset the applecart?

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Discussion: May 18, 2010 Ask The Headhunter Newsletter

A reader asks How to Say It:

Your book has been very helpful in preparing for my interviews. But I seem to lock up during the part where I am telling the hiring manager how I will do the job. I’m reading that section for the third time. What’s the best way to explain it? I mean, to say it?

Well, you just pick up the tools… and do the work. Does that sound a little bit odd? Maybe some other readers can explain it better…

A call-out to ATH regulars! What’s your rule of thumb for talking to a manager about how you will do the job? How can this reader wrap up the interview with a compelling explanation or presentation?

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Discussion: April 27, 2010 Ask The Headhunter Newsletter

A reader asks How to Say It:

When I’m in a job interview I figure I get very limited time to figure out whether this is a company I really want to work for. (Even if they decide to make me an offer!) So here’s what I’m trying to figure out how to say. What can I say or ask that will give me the best idea of whether a company is going to be a good place to work?

Hey, I know this one with my eyes closed… And I’ll share my suggestion after the rest of you post your ideas. How do I know this is a good company to work for?

How do you say that?

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Discussion: April 13, 2010 Ask The Headhunter Newsletter

A reader asks How to Say It:

I was interviewed but did not get the job. I’ve heard of cases where the right kind of thank you letter has resurrected candidates and led to other jobs in the same company. The format I’ve seen goes like this: “Thank you for interviewing me even if you did not hire me. I am disappointed, but I hope you’ll consider me for other positions in the future.” It sounds kind of hokey to me. There has to be better wording. How would you say it?

It seems simple enough to me, and very clear: I’d like to try again if you’ll have me.

Is there a better way to say it? Have you succeeded at getting a second chance with an employer? How did you do it? How did you say it?

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Discussion: April 6, 2010 Ask The Headhunter Newsletter

A reader wants to know How to Say It:

One thing that really bugs me about the tech industry is this focus on Skills, as opposed to Ability to Get Said Skills. When I interview for management roles and I am asked about the types of people I hire, I always lead with a comment to the effect of, “I’ve never fired someone because they weren’t technically capable, but I’ve fired people because they weren’t capable of getting the necessary skills.”

I know that I’ve lost at least one opportunity because the interviewer strenuously disagreed with me on that point. (Not that I would want to work in a company that focused on skills as opposed to skills acquisition…) What’s a good way to explain my position? How should I say it?

This is a fine point in management. Do you hire someone who can do exactly this job now? Or someone who can quickly learn how to do this job and the work that comes next, as well?

Many managers are dopes. They’d rather hire someone who brings them a fish, than someone who knows how to catch more fish. (I cover this in more detail in Talent Shortage, or Poor Management?)

How do you explain the difference between having skills and being able to get skills in a job interview? How do you say it?

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