Managing the recruitment process march2017

Managing
The Recruitment
Process
March 10, 2017
KICKSTART CAREERS
CARIMAC, UWI
DR. LEAHCIM SEMAJ
1

Dr. Leahcim Semaj
Intl. Keynote & Motivational Speaker
Above or Beyond
876-383-5627
2

WHY ARE YOU HERE?
3/10/2017www.ABOVEorBEYONDjm.com
3

HERE FOR A PURPOSE?
Or A Speck of Meaningless Existence?
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Dharma – Passion - Purpose

THE LAW OF “DHARMA” OR PURPOSE IN LIFE
•There are 3 components of Law of Dharma:
•1. Each of us is here to discover
our true and higher self.
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THE LAW OF “DHARMA” OR PURPOSE IN LIFE
2) To Express our Unique Talents.
This expression of talent takes us into timeless awareness
which is certainly will make you happy and joyful.
3) Service to Humanity.
Ask yourself “How can I help all those that I come into
contact with?
When you combine the ability to express your unique talent
with service to humanity, then you make full use of the Law
of Dharma.
3/10/2017
www.ABOVEorBEYONDjm.com
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TO BE THE BEST YOU

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TWO DAYS – DALAI LAMA
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• To Raise the (spiritually) dead
• Heal the (Mentally and Physically) sick
• Teach those who did not learn
• Remind those who have forgotten.
• So that they may become
•Wiser, Healthier, Wealthier and Happier
• in Body, Mind and Spirit
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1. Dharma
2. Profession
3. Vocation
4. Laborer

1a. What Desire can you fulfill or
1b. What Problem you can solve?
2. What can you deliver?
(a product - a skill - a service?)
3. WHO IS WILLING TO PAY?
•Go out and find clients or customers
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The Basics
 Where?
 When?
 Type of Interview?
Copies of
Resume?
Reference List?
18

The Job Search Tool Kit:
APPROPRIATE ATTIRE
1. Wear a solid color conservative suit with a
coordinated shirt or blouse
2. Wear moderate shoes
• Wear your size
3. Make sure your hair is well groomed and neat
19

APPROPRIATE ATTIRE
4. Don't overdo the perfume, makeup, or
aftershave
5. Limit your jewelry
6. Make sure to try on your outfit
BEFORE the day of the interview
20

Prep for the 10 Most
Common Interview
Questions
BY CAROLE MARTIN
MSN FEBRUARY 2, 2003
21

Why Should We Hire You?
 Summarize your experiences:
"With five years' experience working in the Fast Food
industry and my proven record of customer service,
I could make a big difference in your company
I'm confident I would be a great addition to your team
22

Why Do You Want to Work Here?
 The interviewer is listening for an answer that indicates
you've given this some thought and are not sending out
resumes just because there is an opening
 For example,
"I've selected key companies whose mission statements
are in line with my values, where I know I could be
excited about what the company does, and this
company is very high on my list of desirable choices."
23

What Are Your Goals?
 Sometimes it's best to talk about short-term and
intermediate goals rather than locking yourself into the
distant future
 For example
 "My immediate goal is to get a job in a growth-oriented
company
 My long-term goal will depend on where the company goes
 I hope to eventually grow into a position of responsibility."
24

Why Did You Leave
(Are You Leaving) Your Job?
 If you're unemployed, state your reason for leaving in a positive
context:
 "I managed to survive two rounds of downsizing, but the
third round was a 20% reduction in the workforce, which
included me."
 If you are employed, focus on what you want in your next job:
 "After 2 years, I made the decision to look for a company
that is team-focused, where I can add my experience.“
25

When Were You Most Satisfied in Your Job?
 The interviewer wants to know what motivates you
 If you can relate an example of a job or project
when you were excited, the interviewer will get an
idea of your preferences
 "I was very satisfied in my last job, because I worked
directly with the customers and their problems;
that is an important part of the job for me."
26

What Can You Do for Us That Other
Candidates Can't?
 What makes you unique?
 This will take an assessment of your experiences, skills
and traits
 Summarize concisely:
"I have a unique combination of strong technical skills,
and the ability to build strong customer relationships.
This allows me to use my knowledge and break down
information to be more user-friendly."
27

What Are 3 Positive Things Your Last Boss
Would Say About You?
 It's time to pull out your old performance
appraisals and boss's quotes
 This is a great way to brag about yourself through
someone else's words:
"My boss has told me that I am the best employee he
has ever had.
He knows he can rely on me, and he likes my sense of
humour.
28

" What Salary Are You Seeking?”
 It is to your advantage if the employer tells you the range
first
 Prepare by knowing the going rate in your area, and your
bottom line or walk-away point
 One possible answer would be:
"I am sure when the time comes, we can agree on a
reasonable amount.
In what range do you typically pay someone with my
background?
29

"If You Were an Animal, Which One Would
You Want to Be?”
 Interviewers use this type of psychological question to see if
you can think quickly
 If you answer "a bunny,"
you will make a soft, passive impression
 If you answer "a lion,"
you will be seen as aggressive
 What type of personality would it take to get the job done?
 What impression do you want to make?
30

How Not To Discuss Your
Strengths And Weaknesses On
Job Interviews
YOU DON'T HAVE TO BE PERFECT, YOU JUST HAVE TO BE PREPARED.
CAROLE MARTIN, MONSTER 02.16.17
31

"What Are Your Strengths
And Weaknesses?"
32

First up is Francine
 When she's asked,
"What are your greatest strengths and weaknesses?"
Francine responds,
 "My strength is that I'm a hard worker.
 My weakness is that I get stressed when I miss a
deadline because someone else dropped the ball."
33

This answer is unimaginative, a
no-brainer.
 Most people think of themselves as hard
workers—who would actually admit
to not being a hard worker?
 Also, Francine's weakness is technically not a
weakness, plus she passes the buck:
 Someone—not her—drops the ball, which
causes her to get stressed.
34

Now it's William's turn.
 He also has difficulty with the question.
 "I really can't think of a weakness,"
 "Maybe I could be more focused. My strength is probably my
ability to deal with people. I am pretty easygoing. I usually don't
get upset easily."
 This answer leads with a negative, and then moves to
vague words:
 maybe, probably, pretty, and usually.
 William isn't doing himself any favors.
35

So what is the best way to answer
this common interview question?
36

ASSESSING YOUR WEAKNESSES
 This is probably the most dreaded part of the question.
 Everyone has weaknesses, but who wants to admit to them,
especially in an interview?
 Some examples of weaknesses you might mention include:
 Being too critical of yourself
 Attempting to please everyone
 Being unfamiliar with the latest software
 The best way to handle this question is to minimize the trait and
emphasize the positive. Select a trait and come up with a solution
to overcome your weakness.
37

ASSESSING YOUR STRENGTHS
 When it comes time to toot your own horn, you
need to be specific.
 Assess your skills to identify your strengths.
This is an exercise worth doing before any
interview.
 Make a list of your skills, dividing them into three
categories:
38

ASSESSING YOUR STRENGTHS
 Knowledge-based skills.
 Acquired from education and experience (e.g., computer skills, languages,
degrees, training, and technical ability).
 Transferable skills.
 Your portable skills that you take from job to job (e.g., communication and
people skills, analytical problem solving, and planning skills).
 Personal traits.
 Your unique qualities (e.g., dependable, flexible, friendly, hard working,
expressive, formal, punctual and being a team player).
39

Some Examples Of Strengths You
Might Mention Include:
 Enthusiasm Trustworthiness Creativity Discipline
 Patience Respectfulness Determination
 DedicationHonesty Versatility
 When you complete this list, choose 3 to 5 of those strengths that
match what the employer is seeking in the job posting.
 Make sure you can give specific examples to demonstrate why
you say that is your strength if probed further.
40

SCRIPTING YOUR ANSWERS
 Write a positive statement you can say with confidence:
 “My strength is my flexibility to handle change.
 As customer service manager at my last job, I was able to turn
around a negative working environment and develop a very
supportive team.
 As far as weaknesses, I feel that my management skills could
be stronger, and I am constantly working to improve them”.
41

When confronted with this interview
question,
 remember the interviewer is looking for a fit.
 She is forming a picture of you based on your answers.
 A single answer will probably not keep you from getting the job,
unless, of course, it is something blatant.
 Put your energy into your strengths statement
 —what you have to offer.
 Then let the interviewer know that although you may not be
perfect, you are working on any shortcomings you have.
42

How To Nail The Most Annoying
Interview Question Ever
"Where do you see yourself in 5
years?"
RICH BELLIS 02.16.17
43

"I’LL BE MAKING YOU MORE MONEY"
 focus on what level of expertise you hope to be
at in 5 years
then prove why that skill set will be worth more than
what you can offer now.
44

"I’LL KNOW A LOT MORE THAN I DO
NOW"
 Today's workers are more likely to be on a nonlinear path,
so the traditional—and expected—answers may not fit,
 Consider shifting the answer to frame it around
intangibles, knowledge, and experience you hope to have
gained in five years . . .
 Make it less about job title [or] level, and more about
growth and what you've learned.
45

"I HONESTLY HAVE NO IDEA, BUT . .
."
If you really have no idea, it’s fine to say
that you’re not quite sure what the future
holds,
but that this job will play an important role in
helping you shape that 5-year plan.
46

"I’LL BE IN A JOB THAT PROBABLY
DOESN’T EXIST YET"
THIS SHOWS AN AWARENESS OF THIS RAPIDLY CHANGING WORLD OF
WORK.
47

9 Things You Should Never
Say in an Interview
AVOID THE FOLLOWING INTERVIEW PITFALLS AS PART OF
A STRATEGY THAT SELLS YOUR STRENGTHS AND ASSETS
BY JENNIFER RAE ATKINS, WETFEET
CAREERBUILDERS .COM
48

1. "What does your company do?“
• Ask questions that show you're well informed and
eager to work at the company,
• not those to which you should already know the
answers
• or that can be easily gleaned from the company's
website or annual report
49

2. "My salary requirements are very flexible“
• Compensation is often the touchiest subject in an interview
• When push comes to shove, you should be willing at least
to give a range, even if you have to be broad
• But don't pretend to be flexible when you aren't
• Don't sell yourself short, but ask yourself how much you
honestly think you're worth
• Do research about what similar jobs pay and what salaries
are like
• If a company comes back with too low an offer, you can
always try and negotiate up
50

3. "It would be hella cool to get jiggy
with this job.“
• Maybe that is how all of your friends talk (and it's become
a habit with you), but it's not the way you should speak
during a job interview
• Using slang is a serious turnoff for interviewers
• You may be articulate, intelligent, and confident, but like,
you sure won't sound that way
51

4. "Butch Stewart himself offered me a
$100,000 bonus.“
 Don't lie! You'll be found out, and you'll regret it
 Someday when you least expect it, someone somewhere
will discover that you didn't really increase sales by 999% in
6 months
 Interviewers know you'll probably exaggerate a little to sell
yourself; but don't cross the line between exaggeration and
out-and-out lying
52

5. "In 5 years, I see myself on a boat in
the Caribbean.”
 When interviewers ask you about long-term goals, they
want an answer that relates to the company
 Even if you don't plan to stick around long, say something
that reflects a commitment to the position and the
company
 This may seem to contradict the previous exhortation
about lying, but try to think of it as a rhetorical question
 You might still be at the same company in five years, right?
53

6. "Sorry, I don't know how to do that“
 Rather than admitting that you don't have a
specific skill, stress that you're a fast learner and
are excited about the possibility of acquiring new
skills
 Most companies would rather hire an
enthusiastic, smart person who needs to be
trained than someone who already has the
required skills but isn't as eager to learn
54

7. "You see, I just went through a painful
divorce. . . .“
 Even if an interviewer starts getting personal,
don't follow suit
 You may think you're being open and honest, but
you're really just coming across as unprofessional,
unfocused, and disrespectful
 Keep it businesslike and polite
55

8. "What can your company do for me?“
 Interviewers hate arrogance and selfishness
 Stress the contributions you can make
 Tell them about how your efforts helped previous
employers
 Remember, you're the one being interviewed, and while
you should use the opportunity to get your questions
answered, you shouldn't make it seem as if you'll be doing
them a favor if they hire you
56

9. "I left my last job because my boss was a
real jerk”
 Bad-mouthing your previous employer is possibly the
dumbest thing you can do during an interview
 Even if your last company was a chaotic hellhole, your
boss was a monster, your coworkers were Martians, and
you got paid in tin cans
say that you left to look for more responsibility
you wanted greater opportunity for advancement
or you were just ready for a change.
57

Published on February 9, 2017
Featured in: Recruiting & Hiring
By Russ Finkelstein
https://www.linkedin.com/pulse/four-kinds-job-applicants-only-one-gets-russ-
finkelstein
3/10/2017 www.AboveorBeyondJM.com 58

Where do you fall?
•Carefully consider the kind of candidate you are
against the criteria
•This should help you determine whether you should
consider applying for a given job at all, or at least, what
it might take to push yourself into being closer to an
employer’s ideal candidate.
•Falling into the other three buckets, as 95% of job
applicants tend to, is essentially a waste of your time.

Bucket One:You want a job.
•The candidate's cover letter may or may not have followed the
applicant instructions, but their application did get to the correct
email address.
•They make it clear that they are in the market for a job.
•It’s not clear whether their skills are appropriate for this specific
job, though, and the person seems to be just throwing a lot of
spaghetti at the wall, and hoping some of it might stick.
•My assumptions about a candidate in bucket one are pretty
negative.

•It’s not clear that they can even do the job because their skills
seem so disparate,
• you don’t know if they’re passionate about the area of work you’re
recruiting in, or whether they might fit in.
•When you share an objective that says rather broadly that you
are interested in being a
• wedding planner, landscape architect or actuary,
•it is hard to get taken seriously, even if the role I’m recruiting for
is in one of those fields.
•As a result, candidates like this never get invited for interview.3/10/2017 www.AboveorBeyondJM.com 61

•Let me share one caveat here:
•There are desperate employers that pay poorly and/or
don’t have an organized or thoughtful hiring process
who might interview someone here, but chiefly out of
desperation!
•And in most cases your tenure with them would likely
be short.

•A substantial percentage of job applicants fall into
this bucket,
•even at fairly advanced stages of their careers.
•They just want a job, any job,
•and are treating the recruitment email
address as a receptacle for their unfocussed
needs.

BucketTwo:You want a job in a
particular field or role.
•The candidate’s cover letter makes it clear that the candidate
wants a job in the specific field, but that’s where it stops.
•However, the field and more often the role itself may be
aspirational.
•Most often they haven’t had the experiences to make a strong
case in the cover letter or resume.

•For example, in their documents they might write,
• “I’m looking for a job in marketing”
•and then offer up bullet points that reflect the kinds of
things that are generally important in this field or area.
•But they likely haven’t yet had sufficient experience
• or lack an ability to take the experience they have and advocate well for themselves.

• My assumption about this person is that they have a base level
motivation to do this job,
• but just don’t really understand the job and perhaps the field
itself.
• Often they compensate for a lack of experience and knowledge
with a surfeit of enthusiasm,
• but it is not enough to compensate for those other shortcomings.

• As result, candidates like this are infrequently invited even to a screening
interview.
•The majority of applications end up in this bucket.
• Often, more tweaking of the collateral material such as the resume or cover
letter could move them on to bucket three.
• Even if you don’t have the requisite experience to land the job, you could better
advocate that you get the nature of the position, so try to move along a little.

BucketThree:You want this job.
•This applicant wants this specific job and their application
smells pretty good on a first whiff.
•They have listed bullet points in their resume that reflect
the specific position description, as advertised.
•And they have shown a grasp of the industry’s language
and priorities in their cover letter,
• and demonstrated not only an understanding of why they are
interested in this particular field,
• but also, why this particular position stands out to them.

•My assumption with these candidates is that
• they either haven’t spent as much time as I would like,
making a compelling case for why they would be a great fit,
• or they don’t have the experience to do so.
•If I am working with a group that chooses a candidate to
interview from this bucket, I will often caution them that
•this candidate requires lots more vetting.

• There is a pretty decent chance that you could be called to interview in this bucket.
• However, it is a bit like having a casting call for actresses of a certain age to
interview for a movie part where everyone else is an unknown, except for Meryl
Streep.
• They want her, and if she is interested, the part is all hers.
• So these candidates rarely get hired in a well-executed search.
• Moreover, if they do get hired, then it may be that the would-be employer isn’t quite
sure what they’re looking for,
• which is another alarm bell to pay attention to.

Bucket Four:You want this job
and can do this job.
•This applicant has made the case in their written
materials that they get the position and organization,
•but even more than that, they build on their specific ability
to do this work and their great desire to do it in this
context.
• The application offers scale and impact examples that
convey an easy ability to handle the tasks and resources
associated with this specific position.

•These candidates make a compelling case that they
understand the challenges of the field,
•and the specific challenges facing your organization,
•They have read the position description clearly,
•They are responding authentically and from the
heart to the recruiting needs.

• I read these applications with tremendous glee.
• The first one of these to pop up is what helps ease your fear that there
won’t be any great candidates.
• They come across as knowing about this organization and having a sincere
interest in working here.
• I know that this candidate can do this job, is passionate about the work,
and that they are thinking carefully about their culture fit.
• As result, candidates from this bucket are almost always the ones who get
hired3/10/2017 www.AboveorBeyondJM.com 73

•The one caveat here is that of course there is often
more than one person in this final bucket.
•As such, being here doesn’t guarantee you the job,
•but it positions you to advocate in person for your being
their hire.

Why clarity is so important in
your job search
•It is incumbent upon employers to work hard to create
thoughtful job descriptions
• describing the position they are recruiting for in great detail,
• and offer benefits that can interest and sustain the best candidates.
•They also need to create organizational cultures that
help their employees to do their best work.
•These are the best places people can work.

For job seekers,
• clarity in a career search, is at an absolute premium
• Many drift unintentionally from job to job without proper
consideration
• Lack of certainty about what we want to do can make the jobs
we want beyond our reach.
•I hope that by considering which qualities you possess
in your job search,
• you can get clarity about what’s possible,
• and get the jobs you want
• at the organizations that deserve your talents.

Dr. Leahcim Semaj
Intl. Keynote & Motivational Speaker
Above or Beyond
876-383-5627

Managing the recruitment process march2017

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