Interviews: Remembering it’s a 2-way process

Round 1

Interviews: Remembering it’s a 2-way process

Many people new to the market see interviews only from their own point-of-view, e.g. they only prepare to answer questions, not to ask them. However, despite the pressure of the moment it is important to remember that it is a 2-way process.

They are interviewing you but do not forget you are also interviewing them.

Yes, you might want a job but do you really want this job? Is there a better opportunity somewhere else?

Do you really want to get this job and then spend time looking for something else, when if you had done your homework, properly in advance, you wouldn’t even have bothered to apply in the first place?

In addition, it is easy to have a good HR department who make everything sound wonderful, whilst all around is crumbling. So your interview questions to your potential employer are vital.

Don’t wing it, prepare them well in advance (if you can, memorise them) list and then prioritise them. Work out your plan of attack, how do you want to come across hard-hitting, thoughtful... …Just like your C.V. if you haven’t written and rewritten them at least 20 times they probably are not as good as they could and should be.

Just remember not to be intimidated. Yes they might be older than you. Yes they might be more senior than you, so what?

There are a multitude of questions that you can source from the net, some of them very good. So, go seek.

Empowerment clues to a great job!

The key to any good job (let’s do the pay, location argument later) is empowerment. You need to know, if you are going to take that job, that once you have found your feet, you will have the necessary “muscle” to make a difference.

So work out some key questions to test whether or not they really will give you the budget you need, the support staff necessary… …find out if your line-manager really does make the decisions that s/he is meant to, or are they just puppets with someone higher up pulling the strings.

Ask your potential line-manager

“Who was the last employee you wrote a letter of commendation for?”

It is a massively overlooked gesture, it only takes 5 minutes, it flatters the hell out of the person concerned and produces a nice warm feeling all round.

What’s more, people remember that gesture for a lifetime!

Unlike that bottle of German wine (I like my wine, why do want to insult me with cr*p), the box of chocolates (I don’t even like milk chocolate) pay bonus (what £500 for all that work, what a joke), we’ve all had so many that I bet you can’t even remember how much the last one was!

Better still if they can tell you, you know that you are in the right place.

The people clues to a company!

People are the key to any organisation. Your line-manager will be one of the biggest ingredients to your happiness or otherwise.

A good one and your on the way up, a waste of space and you will stay in the same position or worse, until you decide to leave. You need to find out if that person is organised or disorganised.

Organised = good and it means that that person is on-top-of-things, which means your working life will be proactive. It means that you will not spend your working life having to things at the 11^th hour and waste valuable time fighting a rear guard action.

So make sure that you have a few “tactfully” worded questions to ascertain how organised that person is.

Do you team build?

An easy way to spot a company which has very little people management skills (don’t be fooled by that 9001 ISO fluff, in every organisation that I’ve worked in it hasn’t made any difference, whatsoever) and, therefore, is a cr*p company to work for, is to ask about their team building programme.

You are talking about away days, time spent on all aspects (you do not mean the usual meetings and other fluff) your talking business + team + fun + individual career building programmes – things that help to bring people together and keep a team happy. Happy employees = more productive employees = a great place to work.

So just because your interview time is up, that’s only round 1.

Round 2

Most machines break when you thrown a spanner in!

I like to throw some spanners into the works and see if the well-oiled machine grinds to a halt. One of my favourites is “I would love to talk to a few people in the company, is that ok? Do you mind if I wander around?".

If they are slick they will already have people lined-up… that’s OK, talk to them. But over the years I’ve found that it’s the people on the ground floor that hold the secrets to an organisation – I’m talking about cleaners, janitors, porters… (forget security they are breed apart).

If you smoke step outside and hang around, there will always be someone there (a comrade-in-arms), strike up a casual conversation, start of gently “nice day, weather… type stuff”.

Once the conversation is flowing lead up to “wow the last time I was here was x years ago and it looks like things have certainly changed, what’s this place like now?”

They will tell you in exactly what they think; they are the type of people who see everything in black & white. If they say things are on the slide, you know that they really are!

The next one I like is useful when the company does not operate PRP or overtime bonuses “how do you encourage & reward a member of staff who performs exceptionally?” Their reply to this one tells you the type of company you are about to start work for.

Lame answer = lame company… Just make sure that you can qualify exceptionally in whatever context you are in.

Visual clues to a company!

Get a guided tour of all the buildings (unless your applying to a large corporation) or walk around on your own (if security let you). What does the place feel like and look like? Scruffy and neglected, poorly equipped… = a bad job.

Check out the local area, what are the demographics? High social deprivation = low quality admin and support = bad job (for UK job applicants you can find these stats on every local authority web site).

Ask yourself

• Do people look happy?

• Do people look busy?

• Do people look focused?

• Do people look unduly stressed?…

All these clues tell you about that company.

Media clues to a company!

Depending upon the size of the company the media can hold an insight into that company.

For example if we assume a large F.E. (further education) institution number of employees 2000+ upsets its employees by imposing a wage freeze or is trying to downsize a department, one of the easiest ways for employees to hit back is via the media.

A quick letter pointing out mal-practise in an area, poor working conditions, failing to adhere to correct health and safety procedures… … can quickly be picked up by the local media. OK, none of previous will interest the nationals but it will get local exposure.

If the local rag does not publish on-line, a quick trip to the local library a scouring through the backlog of publications will soon unearth any potential info. Yes you will get a denial of some sorts from the company in question but if you keep spotting articles, well there is no smoke without a fire!…

Current trends are clues to a company!

If you know and understand your market you can also spot the clues to whether or not a company is on the up, treading water or worse on the slide. It’s easy. Are they implementing current (and more to the point, well thought out) trends, ideas, technology… ?

No, then are they about to, in the near future?

No, oh dear, even if you are desperate are you sure that you even want to go for that interview? Well OK let’s make this one a practise session, that is if you need the practise!

Qualifications are a clue to a company!

Having worked in the F.E. & H.E. sectors for 10 years, I know the value of qualifications. They fall into 2 categories from a good educational institution they are worth having from a bad one they are a waste of space.

The problem is how does an employer know which is which? Hell, I can tell you how to get various qualifications by just turning up!

There is a massive difference between “degree level applicant…” and “must have a degree in…”. The former is elitist whilst the later makes perfect sense.

Give me experience any day of the week! So if you have the experience but not the right qualifications, don’t beat yourself up about it, there are people out there who think like me, you just have to find them.

Alternatively if having the right qualification is the only way you can get to where you want to be, what are you doing reading this? Get on with it.

Clues to the big con!

Location, location, location. I was born in London, I used to like working in London, well I used to. Until I woke up to what has to be one of the biggest cons going. Working in London is crap, it’s dirty, smelly, takes forever to get anywhere and NO ONE PAYS ENOUGH!

If you want a comparable job done -- pay me a comparable wage! If housing costs 3 * the national average + insurance blar, blar, blar.

Then you need to pay me at least 3 * as much, or else forget it. I do not need you, you need me, because I am good, I am really good and I really make a difference. Don’t try to give me some poxy living allowance I don’t want it. I want the real deal!

……………………………

OK I hope you understand the points I am trying to make. Don’t get suckered into the big is best philosophy make it work for you, not against you.

Think laterally at all times. Is it better to have a pay cut and potentially move sideways in order to have a better quality of life? Only you can answer that.

If nothing else, I hope that after reading this article you feel empowered and more positive about yourself.

Questions to ask in interviews

OK, so you filled out the application form, got through all the testing and answered all their questions easily. Now your faced with your greatest challenge!

The dreaded question, "is there anything you would like to ask us?". DOH! You know you can't just say "no, I'm fine" and walk away.

This is your final test - all the rest was just a warm up - this is the big game!

Most of the questions to ask, below, would naturally have to be tailored for each position applied for (I can't hold your hand all the way through your application process - you're just gonna have to learn to stand on your own two feet!).

What scope for promotion and upward progress is there within this company?

This shows that you are both keen and are making long term plans to remain with the company.

Is the company planning any expansions or developments that might lead to further career opportunities?

This shows that you are taking an interest in the company, and again that you are making long term plans to remain with them.

I am keen to further develop my skills and experience. What sort of scope is there to do this within your company?

Employers will value potential as much as existing skills and experience. You will be perceived to be more valuable to them if they think your skills and knowledge will continuingly grow. Also, most employers will have some sort of training or staff facilities in place, so it's always good to let them know they're not wasting their money!

Relate to your past experience.

For example, if you found a previous job not to be challenging enough, then say so at your interview.

Ask your potential employer how they will challenge you! :)

Note: If you tell them that you found your previous job dull and boring, but you are applying for the same role in a different company, then the chances are that you won't get the job!

Relate to what they have been telling you at the interview.

If you bring something up that they have mentioned to before, it shows that you have been listening (which is the least that they can expect from you after all!).

Say something along the lines of, "You said before that you are expanding into the music business. I have a particular interest in the music industry, so would it be possible, nearer the time, for me to participate in this?".

Relate to the industry.

Read up on the industry that your potential employer works in.

If there have been notable developments recently, then bring them up (ask what impact the developments had on their business.

So, Why Don't You Tell Me About Yourself?

"So, why don't you tell me about yourself?" is the most frequently asked interview question.

It's a question that most interviewees expect and the one they have the most difficulty answering. Though one could answer this open- ended question in a myriad of ways, the key to answering this question or any other interview question is to offer a response that supports your career objective. This means that you shouldn't respond with comments about your hobbies, spouse, or extra curricular activities.

Trust me, interviewers aren't interested. Interviewers use the interview process as a vehicle to eliminate your candidacy. Every question they ask is used to differentiate your skills, experience, and personality with that of other candidates. They want to determine if what you have to offer will mesh with the organization's mission and goals.

If answered with care, your response to the question, "So, why don't you tell me about yourself?" could compliment the interviewers needs as well as support your agenda. This is a question you should be prepared to answer as opposed to attempting to "wing it".

Follow the four easy steps outlined below to ensure your response will grab the interviewers attention.

1. Provide a brief introduction. Introduce attributes that are key to the open position.

Sample introduction: During my 10 years' of experience as a sales manager, I have mastered the ability to coach, train, and motivate sales teams into reaching corporate goals.

2. Provide a career summary of your most recent work history. Your career summary is the "meat" of your response, so it must support your job objective and it must be compelling.

Keep your response limited to your current experience. Don't go back more than 10 years.

Sample career summary:

Most recently, at The Widget Corporation, I was challenged with turning around a stagnant territory that ranked last in sales in the North-eastern region.

Using strategies that have worked in the past, I developed an aggressive sales campaign that focused on cultivating new accounts and nurturing the existing client base. The results were tremendous. Within six months my sales team and I were able to revitalize the territory and boost sales by 65%.

3. Tie your response to the needs of the hiring organization. Don't assume that the interviewer will be able to connect all the dots. It is your job as the interviewee to make sure the interviewer understands how your experiences are transferable to the position they are seeking to fill.

Sample tie-in: Because of my proven experience in leading sales teams, Craig Brown suggested I contact you regarding your need for a sales manager. Craig filled me in on the challenges your sales department is facing.

4. Ask an insightful question. By asking a question you gain control of the interview. Don't ask a question for the sake of asking. Be sure that the question will engage theinterviewer in a conversation. Doing so will alleviate the stress you may feel to perform.

Sample question: What strategies are currently underway to increase sales and morale within the sales department? There you have it - a response that meets the needs of the interviewer AND supports your agenda.

When broken down into manageable pieces, the question, "So, tell me about yourself?" isn't overwhelming. In fact, answering the question effectively gives you the opportunity to talk about your strengths, achievements, and qualifications for the position. So take this golden opportunity and run with it!

5 Post-Layoff Tips

These days, even the most talented, hardest-working professionals have discovered that they're not immune from the flood of layoffs sweeping the nation. Unemployment rates are soaring and economists are forecasting that more tough times are ahead.

For many individuals, this means that if they haven't already been laid off, the potential that they may suddenly become unemployed is building every day. Therefore, it's imperative that people -- whether they have a job or not -- know how to bounce back from sudden unemployment.

"Nobody's job is 100 percent secure, and a recession is not the only economic event or trend that can threaten your job. Therefore, you need to develop skills that will make you resilient enough to rebound from a job loss. This way, you'll bounce back from unemployment more quickly and may even find a job that is more rewarding than your last," says Laurence Shatkin, Ph.D., co-author of "150 Best Recession-Proof Jobs" (JIST).

In his book, he outlines the following strategies to help individuals maximize their ability to rebound from a job loss:

1. Specialize and focus on a specific goal

Connect the key skills you possess to a niche, and then develop additional skills that will help you stand out from other job seekers. In a shrinking job market, employers have plenty of candidates to choose from and will be most interested in the special few who have developed the exact skill set they are seeking.

2. Be visible beyond your workplace

To bounce back quickly from a layoff, it's not enough to have the respect of former colleagues and supervisors. Today's job seekers need to have already presented themselves as movers and shakers in their occupations and industries. To establish this kind of credibility and enhance your network of contacts, consider joining a professional organization, publishing a blog relevant to your career goals, or offering your expertise to the media. In turn, you'll enhance your brand, which will have a long-lasting impact on your future career success.

3. Keep your résumé up-to-date

For many career coaches, this piece of advice ranks high on their list of career commandments -- in good and bad times. Whether or not you're unemployed, your résumé should include your most recent job title, as well as outstanding accomplishments achieved in that role. This way, you can put your résumé to use immediately, rather than having to completely rework it for the job search.

4. Keep your skills up-to-date

It's a no-brainer that you should already possess the skills needed to perform your job. What many individuals overlook, however, is that developing additional skills can go a long way in making them more valuable and attractive to employers.

In his book, Shatkin identifies the most recession-proof skills and encourages individuals to enhance these areas to become more valuable to employers in tough economic times. These skills include the following:

· Social perceptiveness

· Writing

· Reading comprehension

· Service orientation

· Persuasion

· Active listening

· Critical thinking

· Speaking

· Learning strategies

· Instructing

5. Believe in yourself

You can find great opportunities in the job market, regardless of what today's grim headlines may suggest. The key is to stay positive, treat the job search as though you were being paid for your efforts, and think of your layoff as an opportunity to have a fresh start or find more rewarding work.

7 Green-Collar Jobs

Are you wasting your green thumb in a blue-collar position? Tired of slaving away at a job that doesn't align with your principles? A green-collar career can have you earning a healthy salary while you make a real difference in your community.

What's more, green jobs are built to be sustainable.

"A job that does something for the planet and little to nothing for the people or the economy is not a green-collar job," claims the national organization Green for All. "The 'green' in green-collar is about preserving and enhancing environmental quality ... in the growing industries that are helping us kick the oil habit, curb greenhouse-gas emissions, eliminate toxins and protect natural systems."

Check out these popular great green-collar career fields, plus examples of local and national green business initiatives to get you inspired.

Green field No. 1: Engineering

A world of engineering options is available to those with the right training. Structural engineering has you working with green builders and materials to create the next generation of homes and structures. Civil engineers create city plans built around environmentally friendly guidelines, and materials engineers create the next generation of low-polluting products.

· Solar energy grows and glows: Solar energy initiatives, such as rebate programs in California, may offer career growth during the Obama administration.

· Career training: A bachelor's degree is generally required for entry-level engineering careers, though some technician jobs may require only an associate degree.

Green field No. 2: Conservation and forestry

Fighting at the front lines for forest conservation requires education to back up your passion. Graduates of conservation and forestry degree programs may find government jobs protecting natural spaces, consulting careers for eco-conscious timber companies and more.

· Local forestry: Your state forestry department caters to the specific environmental needs in your area.

· Career training: Prepare for a conservation career with a two-year degree in forestry or conservation.

Green field No. 3: Nonprofit business

Looking for a day in the office that's anything but ordinary? Consider working on a nonprofit team designed to benefit green initiatives. Grant writing, management and organizational positions make for challenging, rewarding days.

· A driven nonprofit: I-GO Car Sharing is a nonprofit business designed to create environmentally sound car-sharing initiatives in Chicago.

· Career training: Depending on the position you desire, education could mean an associate degree in communication, a bachelor's degree in marketing, an M.B.A. in nonprofit organizations or others.

Green field No. 4: Green vocational jobs

From installation to maintenance, eco-friendly products need specialized care. Training to become an electrician or plumber can come with the added benefit of learning green tools and techniques to pass on to your future clients.

· Eco-friendly products: Look to specialty retailers like Green Home Experts to offer specialized green weatherizing and insulation for the home.

· Career training: Preparing for any skilled trade typically requires a two-year vocational degree in a related field.

Green field No. 5: Landscape design

This specialized design field is not just for golf courses anymore. Green initiatives in landscape design have designers planning eco-friendly lawns and landscapes that rely on local plants and minimal water use. Known as xeriscaping, this practice has become widely popular across the United States.

· Green-thumb landscaping: Christy Weber Landscapes is a Chicago-based landscaping company relying on progressive green landscaping techniques.

· Career training: A bachelor's or master's degree in landscape architecture is generally required for those who want to own a specialized landscaping business.

Green field No. 6: Construction

Just like the engineers and landscape architects mentioned above, workers in construction management are finding a new market of homeowners and building managers interested in eco-friendly practices.

· Homeowners' delight: Remodeling and construction company Airoom is a leading designer and builder for residential renovations with an eye on efficiency.

· Career training: At the management level, a master's degree in construction management is generally preferred or required.

Green field No. 7: Green M.B.A. degrees

Do you have a great green idea that's not on the list above? An M.B.A. degree can give you the training you need to back up your passion for environmentally friendly business. M.B.A. graduates enjoy working as green business consultants, managers and entrepreneurs. Check out a few popular specializations for M.B.A. degrees:

· Accounting

· Finance

· International business

· Operations management

· Project management

Earning a business degree without a clear green motive can still earn you a place in the industry. An M.B.A. in finance, for example, could lead to a satisfying career overseeing the finances for an industry leading solar-panel company.

Eco-friendly career training

While it's true that no educational program can guarantee a particular career or salary, training for the popular careers above is generally recommended by hiring managers. With green career training, you get a chance to learn more about a subject that fascinates you while you improve your chances for employment.

Online degrees for green careers

Why earn a green degree online? Attending an online college or university saves you the pollution of a commute while you and your fellow students free up natural resources that would otherwise be used for a traditional brick-and-mortar classroom. Considering the millions of students attending classes online, it adds up to big savings in resources.

Beyond the ecological impact, online career training means working at your own pace, enjoying one-on-one interaction with instructors and classmates from across the country, and completing engaging coursework that fits your career needs.

Are You Employable?

For some people, "If it ain't broke, don't fix it" is a guiding principle. And if you've found one job, you can certainly find another. You know all you need to know about job hunting, right?

If you find your job hunt isn't giving you anything but a stress headache, maybe it's time for a refresher. Ask yourself these questions:

Is my résumé targeted?

Just because you're applying for multiple jobs, don't assume the same résumé works for every position. Each job posting will stress different qualities over others, so rework each résumé to highlight the experience and skills that correspond to that particular employer. Your résumé will prove not only that you're qualified for the job but that you also pay attention to detail.

Am I networking?

We've said it once; we'll say it again -- networking is crucial. Think about this: There is only one of you and there are thousands of job openings. The more people know you're looking for a job, the better your chances of finding one are. You can never be sure who will know of an available position. Networking can also connect you to a hiring manager, directly or indirectly, giving you the edge over other candidates.

Do I know something about the companies I'm applying to?

"Tell me what you know about the company" or "Why would you fit in well here?" have become staple interview questions, so don't be caught off guard. Shrugging your shoulders and saying, "I don't know" isn't going to score you points. Look at the company's Web site and read press releases and newspaper articles to see what's going on with your prospective future boss. In addition to preparing for the interview, you'll learn whether the company and its culture are a right fit for you.

Am I targeting my job search?

Sending out several résumés is key to finding a job, but you also need to be selective about the jobs to which you're applying. While you don't need to possess every single skill listed on a posting, you should at least be qualified for the position and prove that you have transferable skills. Your targeted résumé will help prove you're a serious candidate and have the right qualifications for the position. If you're spending time applying for jobs you're not qualified for, you're wasting valuable time you could be devoting to a position that's a better fit. If you recognize where your strengths lie and what transferable skills you possess, you'll see better results than if you apply to any posting you come across.

Has someone else evaluated my résumé and interview technique?

Feedback is critical to job hunting. Ask someone else to read your résumé and review it as if they were hiring for the job. Friends or colleagues can provide objective points of view to help you revise your résumé.

Your interview skills need the same attention. Are your answers succinct or too short? Thorough or rambling? What you think you're saying isn't necessarily what others hear, so find this out now rather than in the interview. If you don't think that a colleague or friend can offer constructive feedback, make an appointment with an interview coach.

How am I presenting myself?

Employers are assessing your presentation before you even show up for an interview. Your e-mails and phone conversations with hiring managers or recruiters should also send a professional message. Don't send emails written in all capital letters or using three exclamation points -- it's bad netiquette in personal correspondence, but it's even worse in business. Put the same thought into your outgoing voice mail message. Don't try to be funny by playing 30 seconds of your favorite song or talking with a mouthful of food. Hiring managers might hang up instead of ask you to call them back. Give a normal, casual greeting, or use one of the preprogrammed options that come with most accounts.

If a recruiter calls you, don't try to hold a conversation with your TV blaring in the background or your child screaming on your lap. If you're asked whether it's a good time to talk, you can be honest and say you're in the middle of something. Then ask if he or she can call you back in 15 minutes or find another day that's convenient for both of you. You'll be prepared to answer all the recruiter's questions and won't be distracted.

Your goal is to find a better job than you had, right? So you have to conduct a better search this time around. Put the effort in and you'll see the results.

Hiring Manager Secrets

If you worry about every possible way you can blow a job interview -- from mispronouncing the boss's name to babbling incessantly when you don't know what else to say -- you're going to walk in there feeling like you're destined to fail. True, job interviews are rife with opportunities for you to embarrass yourself, but hiring managers are more forgiving than you might think. We consulted some hiring experts about what is really going on inside their heads when interviewing job applicants. They offered the following insights:

They like you. They really like you.

Most hiring managers come to the interview wanting to hire you. They are hoping you are the best person for the job and can start when they need you. After all, you made it to the interview didn't you?

Show you are confident, even if you have to fake it.

Most hiring managers come to the interview wanting to hire you. They are hoping you are the best person for the job and can start when they need you. Have confidence. If you are frustrated with your job search, don't let that negativity show to the employer. Your pessimism can be a turnoff. Even if it's a temporary attitude brought on by rejection, the hiring manager might think it's your overall attitude. After all, you made it to the interview didn't you?

Don't apologize for being out of work.

A layoff can happen to anyone. What do you do if it happens to you? Don't be ashamed -- in today's climate, layoffs occur (unfortunately) daily. Many job seekers are in your shoes. Don't apologize. Instead, focus on the job you are interviewing for by showcasing your skills and exhibiting how you are the best fit.

Target your job search.

While you don't need to possess every single skill listed on a posting, you should at least be qualified for the position and prove that you have transferable skills. Your targeted résumé will help prove you're a serious candidate and have the right qualifications for the position. If you're spending time applying for jobs you're not qualified for, you're wasting valuable time you could be devoting to a position that's a better fit. If you recognize where your strengths lie and what transferable skills you possess, you'll see better results than if you apply to any posting you come across.

Get primed.

"Tell me what you know about the company" or "Why would you fit in well here?" have become staple interview questions, so don't be caught off guard. Shrugging your shoulders and saying, "I don't know" isn't going to score you points. Look at the company's Web site and read press releases and newspaper articles to see what's going on with your prospective future boss. In addition to prepare for the interview, you'll learn whether the company and its culture are a right fit for you.

They don't want to hear what you think they want to hear

Interviewers have gotten very smart to picking up if someone's spewing something they've memorized from a book. By only saying what they think the employer wants to hear, job candidates are simply putting on an act, and employers can see right through that. You have to be yourself in an interview and you have to be sincere.

They don't expect you to have all the answers

Employers are more interested in how you find answers to things you don't know than if you pretend to know something you don't. In some cases, the interviewer may ask a question that he or she doesn't expect you to be able to answer simply to see how you handle it. If you ever find that you don't know the answer to an interviewer's question, the best thing to do is to admit that you don't know, but either add that you could give an educated guess or provide a way you might go about finding the answer. Most important, if you don't know, don't try to fake it. Not knowing is OK. Making something up or pretending to know is not.

They want you to want them

You need to express genuine interest in the job or the company. As much as the recruiter wants to sell the candidate on the position and company, the recruiter also wants to know that the candidate actually wants to work in that position or for that company.

What's on the Minds of Employers?

Employers and workers alike are on edge as the economic struggles that began in 2008 have extended into 2009 and will likely last into the upcoming second quarter. A new survey from CareerBuilder and USA Today and conducted by Harris Interactive examines how employers are viewing head count and how employees approach their careers.

During the previous four months, the United States lost 2.6 million jobs, but now employers are focused on retaining their talent. "The Q2 2009 Job Forecast" found retention is a higher priority than hiring.

Employers are taking a wait-and-see approach to hiring, but there are those who are still seeking new employees. In the second quarter, 64 percent of employers expect no change in their numbers of full-time employees. They are, however, focused on preserving top performers in order to control expenses and find new revenue streams.

Quarterly hiring

Although hiring isn't as strong as it has been in recent years, some employers are still looking for new talent. Thirteen percent of surveyed employers said they increased their number of full-time, permanent employees during the first quarter. Meanwhile, staff levels remained the same for 61 percent of employers. Another sign of the recession's impact can be seen in 26 percent of employers reducing headcount during the first quarter, while only 13 percent did so last year.

In the second quarter, however, 14 percent of employers expect a decrease in head count. An equal percentage intends to add full-time, permanent employees in the second quarter. A majority (64 percent) of employers won't lower or increase personnel at all.

Layoffs

Employers reduced their head count more in the first few months of 2009 than in the same period last year, but the second quarter looks more favorable for workers. Twenty-two percent of hiring managers reported layoffs at their locations in the first quarter, up from 11 percent in 2008. Twelve percent expect layoffs in the coming quarter and 64 percent expect none.

The forecast also finds that human-resources managers have a positive outlook for their companies, as nearly half believe the economic stimulus will improve their ability to get more business. Once business improves, 23 percent of these managers intend to rehire workers who have been laid off due to the economy.

Compensation in Q2 2009

As expected, tighter budgets have prevented employers from offering significant pay increases and resulted in pay reductions for some employees. Only 42 percent of employers expect salary increases for full-time, permanent employees in the second quarter, a decrease from 70 percent in 2008. However, 46 percent of employers expect no change in pay levels and 7 percent expect a decrease.

Of the employers who will offer a raise, 29 percent believe the amount will be between 1 and 3 percent. Twelve percent expect salary increases of 4 to 10 percent. Only 1 percent of employers think the amount will be 11 percent or higher.

6 employment trends for employers and job seekers

The Q2 survey not only revealed patterns about hiring and layoffs, but it also showed both employers and employees are reprioritizing their workplace plans. These six employment trends emerged from the survey:

1. Trimming perks and benefits

In an attempt to stay afloat until the economy calms, companies are looking for temporary opportunities to reduce costs. One solution is to cut some or all perks and benefits offered to employees, which 42 percent of employers did in the first quarter of this year. In the second quarter, 32 percent expect to do the same. Bonuses, 401(k) matching and health-care coverage are the three most affected areas.

2. Upgrading talent rosters

Slower hiring cycles have given employers an opportunity to replace lower-performing workers with top talent that wouldn't otherwise be available in a healthy economy. Job seekers in sales, accounting and finance, retail and customer service are the candidates benefiting most from these hiring practices.

3. Postponing retirement

Workers nearing retirement age have decided to adjust their plans in light of the economy's impact on their long-term finances. Of surveyed workers over 60 years, 60 percent said they will put off retirement. Seventy percent of these workers think they will need up to six years to recover their lost savings, while 10 percent fear they will never regain the financial security needed to retire.

4. Transferring skills

When workers are ready for a career switch, they can look for their transferable skills to help them make the move. Of workers who were laid off and have not found work, 73 percent said they are looking for jobs outside of their chosen profession, either due to a desire to change or a lack of available jobs. Fortunately, 69 percent of hiring managers said they are willing to hire a job seeker who doesn't have experience in a specific field but does have transferrable skills.

5. Relocation

Thirty-nine percent of workers who were laid off and have not found work would consider a new city or state for a job. Employers are also willing to expand their search for talent, as 25 percent of hiring managers are willing to pay for the right job candidate's relocation.

6. Returning to the classroom

Education continues to be a resource for workers looking to increase their marketability to employers. Twenty-one percent of all surveyed workers are going back to school for formal degrees, certifications and refresher courses.

When Bad Interviews Happen to Good Candidates

Going through the motions of a bad interview is like peeling back the layers of an onion. Sally learned this lesson the hard way, hands-on during an interview that should have been a piece of cake. Sally applied for a position that fit her qualifications perfectly. When she received an invitation to interview, Sally believed she was a shoo-in for the job. Feeling confident, she approached the interview in a lax manner. She didn’t prepare and prematurely celebrated an offer she was convinced would be extended.

The day of the interview, Sally was surprised by the level of anxiety she felt. Her apprehension began to build and she began to prepare for the interview at the last minute. By the time she arrived at the interview, she was visibly shaken.

Lesson learned: The time to collect your thoughts is prior to an interview, not on your way to one. If you arrive to an interview bewildered, the recruiter will take notice and you run a high risk that you will be not get the offer.

The interviewer entered the waiting area and introduced himself. To ease the tension, he asked a common icebreaker question, “Did you have trouble finding us?” Sally has never been a smooth small talker and she answered the question candidly. She confided that she doesn’t have a good sense of direction and coupled with the fact that she was anxious, she passed the building entrance quite a few times. The interviewer smiled politely and proceeded to walk towards the interview room. Realizing she goofed, Sally hesitantly followed the interviewer.

Lesson learned: Everything you say and do during an interview is scrutinized; from the instant you walk in, to the moment you walk out. An innocent question doesn’t exist during an interview and a careless misstep is seldom forgotten. Choose your responses carefully.

When Sally was escorted to the interview room, she was surprised to see a panel of interviewers. She was only familiar with the “it’s just you and me, kid” type of the interview – the one-on-one. At the start of the interview, she quickly realized that it was going to be a challenge to manage that interview.

Lesson learned: Interviews are unpredictable. One never knows the broad range of topics that will be covered and the type of formats that may be presented. Familiarize yourself with all interview settings.

Because she was not ready for the series of questions, Sally tripped over her answers. She focused on issues that weren’t relevant and provided little information on what was pertinent. She began to ramble and appeared under-qualified for the position.

Sensing that she was interviewing poorly, Sally began to lose patience with the process. She failed to maintain eye contact and began to fidget. The enthusiasm she felt for the position and the company slowly diminished as she witnessed the blank looks on the faces of the panellists. She withdrew mentally from the interview, and as a result, appeared disinterested.

Lesson learned: Most interviewers expect candidates to be nervous during an interview, and they rarely will forgive you if you fail to demonstrate a sincere interest in working for them. Most hiring decisions are based on whether the interviewer feels a connection to you. The failure to establish a bond immediately is usually beyond repair.

After the interview Sally realized that the questions she had been asked were not difficult. She had been overwhelmed by nervousness and that had clouded her ability to communicate clearly and to the point effectively.

Lesson learned: Even if you have the “right stuff,” nothing is guaranteed. Don’t get caught off guard; prepare for interviews; do your homework.

Getting some work experience

But you can’t get the work experience without a job, right?
Well, I’m afraid it’s time to pay your dues!
The very least you want to do is find a job in the industry of area that you want to work in – even if it’s a crap job.
Crap jobs can be a means to an end.
A few tips on how to get work experience from crap jobs and other sources

1. Find out about the industry you are working in. I temped for 3 years in various areas that are all largely irrelevant to me now, but helped broaden my knowledge base. It may seem that the ins and outs of the administration of an office are irrelevant to your ambition to be a rocket scientist, but valuable interpersonal skills can be learned, as well as some industry knowledge.

2. Ask for more work (no I’m not mad!). If you can suggest something to your manager that would be of use to the company / department and also be of interest to you, then you will gain valuable experience from it. You can go along to your next interview and say, “Well, yeah this was my job (and it was quite dull), but I also did this…”. This will show initiative and make you look like a damn good worker.

3. Use these dull jobs to hone your computer skills. Boring admin jobs can be good practice for working with databases, email, corporate intranets and other information systems. And like anything else, your keyboard skills and IT literacy will improve with experience.

4. Try voluntary work. It shows commitment and initiative (even if you aren’t doing anything to mentally taxing) and, again, you can increase your industry knowledge and may discover a new career path that you hadn’t thought of before. It also bulks out your CV (oh, and yeah, it helps other people). Voluntary work can be online editor positions, charity work, or I’m sure any number of other things.