There’s No Place Like Homestead

English: Red Covered Bridge North of Princeton, IL. (Photo credit: Wikipedia)

I’m from Princeton, IL.  If you haven’t heard of it, it’s probably because it’s a small town just south of I-80 at mile marker 56.  Most people who have traveled across I-80 in IL, recognize it when I mention the “Childhood home of President Ronald Reagan” exit.  Even though that is technically Dixon, you see the look of familiarity on their face.

I have always referred to Princeton as my hometown.  I was born there, went through most of my schooling there, and still visit both living and deceased family. There is something secure in having a hometown and Princeton is unique.  The population over the past few decades hasn’t fluctuated much at all.  You can still walk down the street and recognize faces of friends and/or relatives.  Every second week in September, people come home to Princeton to celebrate the local Homestead Festival, whether it’s their year for a high school reunion or not.  That says something.

I’ve heard people (mostly imports not originally from the area) knock that tradition because they don’t get it.  “What’s the attraction of Homestead?”  I answer it with this; it’s the home, not the stead that is the attraction. Where else can you meet up with your high school friends and act as if it was just yesterday you walked down the hallowed halls of PHS to go to the English building? Where else can you walk into almost any establishment, find someone you used to drink with, and pick up where you left off from the previous year?  Where else can you walk into the County Clerk’s office to request a copy of your birth certificate and not have to present any ID because you graduated with the clerk behind the desk? Where else does a city official discover a portfolio in the city safe that belonged to your father and return it to you for safe keeping?

That is the attraction.  The sense of knowing that no matter where you live in this great country of ours, you have a hometown to come home to.  It’s the feeling you get knowing that no matter how much time has transpired, you are welcomed for who you really are and not for who you pretend to be elsewhere.  You’re 16 again, and probably reminiscing about hanging out between Happy Joe’s and Dairy Queen, cruising from the square to McDonald’s and dodging the local police officers who served at the time.  Here’s a news flash, they always knew who you were and who’s kid you were and had no problem waiting for you at your parent’s house. Just ask my brother.

This year I celebrate my 30 year class reunion and can’t wait to see everyone that comes home. I currently live in Iowa but my hometown will always be Princeton.

It’s Your Interview, Ask Questions!

I recently had the pleasure of helping some very talented people who were downsized from their organization, prep to dive into the job hunting pool.  Most of them had been with their organization for over ten years and subsequently, it had been that long since any of them reviewed their resume or had an interview. One common question prevailed and that was, “Can I ask questions during the interview process?”

The short answer…Yes!  But I thought I would list some questions that would be good to ask during an interview.  I’ve recently written a blog on interview questions (Common Interview Questions and Answers), so I thought I’d write this one from the other side of the table.

First of all, employers want you to ask questions.  It shows your interest in their organization and position.  You have to remember that you are interviewing them just as much as they are interviewing you, so tailor your questions to get the answers you need to make a decision on whether you’d want to work there should you get an offer.

Get to know the position.

Don’t rely on the job description alone. In most cases, not all of the position responsibilities or challenges are listed. Here is the key…when asking, put yourself into the role. For example, “What are the top three things I would need to accomplish in this role?”, versus “What are the three most important things that need to be done in this role?” See the difference?  The more you can put yourself into the position, the more they will see you in it.  Other great questions, “How often would I engage with my peers?”, “What is your expectation of me for the first 90 days?” Tailor the questioning to the tasks for the position.

Get to know your future boss.

Here is a chance to start building rapport with the person who would be your boss. If you haven’t researched them before meeting them in the interview, shame on you. I guarantee they’ve tried to do some research on you.  You should at least return the gesture. Questions like, “What brought you to this organization?”, or “What keeps you here?”, can give you some insight into their feelings about the organization. Believe me, they really do want to talk about themselves.

Get to know the organization and culture.

Finally, a chance to show you did your homework. Questions about the organization from a big picture perspective, can show your interviewer that you not only understand the company, but it’s place in the industry. “What makes you better than your competition?” “What are your projections for growth over the next five years?” Simple questions that can have an impact on how you are seen as a candidate. It can also help you in your decision whether to work there or not.  But that is a topic for another blog.

Good luck!

 

Common Interview Questions and Answers: Part 2

Behavioral based interview questions are designed to give the interviewer a glimpse of how you would respond to certain situations.  In part 2 of this series, we’ll focus on some of the most common.

Question 1:  Tell me about a time when you didn’t agree with a policy or a procedure. What was it and how did you respond?

Responses to any question of this type are best if they are honest.  The interviewer is looking for your thought process on how you handle a conflict.  If you disagree with the policy or procedure, be prepared with an answer as to why you feel that way.  Stating, “because it’s stupid and doesn’t make sense”, shows the interviewer that you’re closed-minded to certain ideas and lack the ability to effect change when it may be needed. Instead, try saying something like, “I approached my boss and provided some information I’d gathered as to why I thought a change was needed.”  It will show your willingness to be a problem solver.

Question 2:  Has there ever been a time when you couldn’t make an appointment or a meeting?  If so, how did you handle it?

Seems so simple right? They want to know about your attendance. The logical answer is a response indicating you provided some kind of notice of cancellation.  The trick is in the example you use and in how you handle it.

Everyone misses a meeting or appointment.  It’s unavoidable.  If you blow off a meeting with a client because you overslept, no amount of explaining is going to leave a favorable impression with your interviewer. Stick to situations where missing the appointment was absolutely unavoidable due to an infrequent incident.  “I had to reschedule a meeting with a new client due to an unexpected incident.” Note the word “reschedule”, not just cancel.

Question 3:  The random question.

I decided to add this because I’m hearing these types of questions, that seem so random and have nothing to do with the position, are being asked more frequently. Questions like, “If you could be any ingredient in a sandwich, which would you be?  The bun, the condiments, or the meat?”  Let’s not forget the famous left-fielded question from Barbara Walters, during one of her interviews, “If you were a tree, what kind of tree would you be?”

Though these questions seem really bazaar, they are being asked at all levels.  I’m not quite sure why, but speculate its to identify how creative you are when put on the spot. My best advice would be to take a moment and think.  There is no rule that says you have to answer every question the second after it’s asked.  There is also nothing wrong with asking the interviewer if you can ponder for a moment or two.  It shows your ability to think before you react.

I’d love to hear some of the crazy questions you’ve been asked or have asked.  List them below so we can all share!

Good luck!

Common Interview Questions and Answers: Part 1

Question mark in Esbjerg (Photo credit: alexanderdrachmann)

There are a lot of questions that recruiters ask during an interview, but there are a few that are common and asked by almost all of them. My plan for this series is to give you the most common questions AND some acceptable responses to help improve your interviewing skills.

Question 1: Tell me about yourself.

This is considered an “ice breaker” question used to put candidates at ease by asking them to talk about something familiar to them.  When interviewers ask this open-ended question, it can tell them a lot about you depending upon your answer.

For example, “Well, I’m a Scorpio.  I love going out with friends for a few drink since I’m a social butterfly. I’m a mom of three kids, a PTA member, and married to a wonderful man.” The interpretation by the interviewer; you are very comfortable talking about your personal life.

This could be good or bad depending upon the position.  If you’re applying for a job dealing with customers in a retail setting, it could be good.  You may put the customers at ease.  If you’re applying for a job that requires confidentiality, it may turn them off. If you’re comfortable sharing details so quickly in a relationship, what else would you share?

Best practice: Keep it focused on the position.  Tell the interviewer traits you possess that would match you more closely to the role. For example, try saying, “Well, I’m a very social person and volunteer with some organizations in the community. I manage multiple schedules in my household and keep everyone on track. I’m great with relationships.”

Question 2: What do you know about our company?

When interviewers ask this question, they really want to know if you’ve done your homework.  Have you gone to the company website? Have you talked to people who work there? Did you really go beyond the obvious webpage reading to find out who you would be working for and what the culture is like?

The worst thing you can say is, “I really don’t know much about your organization.”  That phrase right there is enough to cost you the job.  It tells the interviewer that you really don’t care to know about the organization or its mission. This role is just another job you applied to and not viewed as a career option.  If you’ve only gone to the website, congrats. It’s a step up from not doing anything but still won’t make you stand out.

Best practice: Take that extra step.  Read recent articles about the company or the industry they are in.  Know some of the trends in their market.  Know who their competitors are and ask them how they differ from them.  It will tell the interviewer that you are resourceful and have more than just a passing interest in their company.  Big opportunity to score points on this one!

Question 3: Why should we hire you?

Ah, the big question.  It’s usually asked for two reasons.  Either it’s a standard question on the interview sheet and it’s asked of everyone, or, the interviewer is on the fence about you and wants to hear your pitch as to why you should be moved on to the next level.

The worst thing to respond with is “because I need a job.”  Thank you Captain Obvious.

Best practice: This is your time to sell yourself.  It’s a closing argument for your case of getting the job.  A great response would be a combination of your potential contribution to the position and your past experience that makes you qualified.  Let’s go back to our retail job as an example answer.

“My ability to build relationships, multi-task and deliver unparalleled customer service means I would be productive immediately upon hire.  I would need very little training before I was contributing to the success of the company.”

Hope these help.  The next series will be on behavioral based questions.  But if you have specific questions you’d like to contribute, by all means, please do.

Good luck!

I Want Thanksgiving Back!

Thanksgiving Turkey (Photo credit: Wikipedia)

I’m sorry, but I need to get on my soapbox for this one.

Being the wife of a retail manager, our family has gotten used to shortened family time on Thanksgiving so the store can prep for the big shopping day of Black Friday.  In the past, we’ve been able to eat dinner and enjoy our time together before my husband had to go into work to handle the masses of people who line up, waiting for midnight and the rush to begin.

That was a few years ago, when Midnight Madness ushered in the Christmas shopping season.  Over the past couple of years, the opening time has gotten earlier and earlier, now peaking to the point of ridiculousness. Retail families now have Thanksgiving lunch to accommodate this new schedule.  At this pace, there won’t be Thanksgiving Day to celebrate in the future.  It will get passed over to celebrate the new holiday called Black Friday.  The Thursday before will relinquish its cherished title of Thanksgiving Day and be forever knows as Black Friday Eve. A day when we can all sit around and be thankful that the stores are opening early so we can spend our time shopping instead of with our families giving thanks for what we have.

I would wager that the individuals making the decisions of what day and time their store chains open, won’t be the ones working the cash registers or controlling the crowds. They’ll be home with their families, enjoying their dinner. Kudos to those chains such as Nordstrom’s who adhere to the value of Thanksgiving by refusing to jump on the big box bandwagon and open at 8pm.

Now, I realize that this is driven by the almighty dollar and the consumer. If you open it, they will come.  Therefore, it will take the consumer to change it back.  I’ve never understood the rationale behind getting up early, bundling up to stand in lines in the freezing cold just to fight with other consumers over a discounted toy you could just as easily buy online for the same price.  (See my previous Blog: Black and Blue Friday) I know that’s how I will be shopping this weekend.  All curled up in my pajamas, coffee in hand, laptop at the ready and sharing a couch with my kids.

Let’s send a message that the meaning of Thanksgiving and the value of family time is more important to us than shopping early.  Let’s take back our Thanksgiving Day! Maybe if we get enough people to boycott, they’ll listen and their employees will get to enjoy it too.

Help! We Aren’t Getting The Talent We Need

Have you heard this before? It usually comes from managers that post job after job but never really get the talent they need. Well, there is a reason for that, and it requires you to take a good look at your organization, how well you are branded, and your reputation. Here are some starting points.

1. No one knows you are hiring.

If the only place you’ve put your opening is on your company website, how do you expect people to see it? You’ve got to direct traffic to your site through other social media outlets.  Do you have a company Facebook page? How about a company page on Linked In? If not, make one. Put your web address on everything you can. When you run ads, don’t limit yourself to just newspapers.  Reach out to your local unemployment office, or college campus.  Try outreach and community centers.  You’d be surprised how quickly the word spreads.

2.  Your company’s reputation is NOT flattering.

This is a hard thing to face sometimes but one that needs to be addressed immediately. The key is identifying where the problems are in your organization.  For example, if you have the reputation of being a revolving door, those candidates which deem work stability as their main motivator, aren’t going to have anything to do with your organization. Same thing goes if you have the reputation of working your managers to death.  The work/life balance crowd (of which there are a lot) won’t consider you either.

Do you really know what your name is like in your industry or your community?  One place you can check is a site called www.glassdoor.com. It’s a site that posts reviews of jobs as well as companies written by both current and past employees.

Some of the best information can come from your own personal network.  What do your friends think? How about your staffing provider?  What are they hearing from candidates when they talk to them about working for your organization? If you don’t use a firm, ask your local unemployment office what they hear.

3.  Your compensation is just not sexy enough.

When is the last time you did a wage survey in your market?  Do you know where you rank compared to your competition when it comes to pay? There is really no reason other than laziness if the answer to these questions are never and no.  It’s so easy to get a baseline of compensation levels by going to www.bls.gov. If you find that you are paying below the entry-level for your market, you may want to revamp your compensation plan. No one wants to take a pay cut when changing jobs, especially if the benefits aren’t any better or worse than what they already have.

“Like, Outgoing, Friendly, and Fun.” Four Words To Remove From Your Interview Vocabulary

The Historical Thesaurus of the Oxford English Dictionary (Photo credit: Wikipedia)

I love to interview candidates.  So when a friend asked me to help her with some open positions, I was happy to pitch in my time.

Granted, the positions we were trying to fill weren’t rocket scientist positions, but I noticed a trend with every candidate I talked to.  When asked to give me three words that best describe themselves, the most prevalent answers were, “outgoing”, “friendly”, and “fun”.  Throw in the word “like” used after every other word and it was enough for me to draft this blog. Excuse me a moment while I retrieve my soapbox.

To all the job seekers out there: REMOVE THESE WORDS FROM YOUR INTERVIEW VOCABULARY!

Outgoing

Probably the most over used word by candidates when asked to describe themselves.  Of course you’re outgoing.  If you weren’t, you probably wouldn’t be sitting in the interview. To tell the interviewer that you are outgoing is like telling them you breathe oxygen.  It requires absolutely no thought at all and really tells us that you are incapable of creatively describing yourself. Whomever told you to always use this word to describe yourself has given you bad information and you should repay them by slapping them across the mouth.  Instead try using “extroverted”.  At least we’d know you put some thought into that one.

Friendly

Definitely one of the second most over used words. It ranks up there with, “hard-working” or “loyal”.  Dogs are friendly and loyal.  Are you a dog? No? Then don’t compare yourself to one.  Instead try “sociable” or “neighborly”.

Fun

Not exactly a word an interviewer wants to hear.  You may be fun with your friends outside of work, but to tell the interviewer you’re fun is the same as saying, “I like to goof around a lot.”  We don’t care if you are fun.  We only care if you are the right fit.  In most cases, being fun isn’t a criteria in the job description.  Instead try “witty” or “pleasant”. At least we won’t think that you’re planning parties during your orientation.

Like

You know, like, when you hear someone, like, speak and they like really keep using the word like, as like a way to like convey a thought or like something to it?  OMG!  If this doesn’t scream, “I’m really immature and don’t have a basic comprehension of the English language”, I don’t know what does.  Seriously, this is a problem.  If it’s nerves causing you to add the word “like” after every other word, then you really need to practice in front of a mirror before you speak to anyone or just stop talking altogether. “Like” shares the space with “ya know” and “um” as the most used words to fill gaps of awkward silence during a conversation. If you went through speech class in high school or college and still use these words in every sentence, I would strongly suggest you get your tuition or tax dollars refunded.  There are no words to replace them.  Remove them completely and get comfortable with the fact that it’s okay to have silence during a conversation.

How is “Obamacare” impacting your organization?

I’m sure everyone by now is inundated with all the hype around the Patient Protection and Affordable Care Act (aka Obamacare).  From a patient perspective, some of the things that have changed have been good.  But what about from a company perspective?The news is filled with stories on big companies cutting their part-time workforce to less than 29 hours per week to avoid the 30 hour minimum requirement as stated in Obamacare.  Some are eliminating coverage for spouses altogether for those who can obtain coverage at their place of employment.

I deal with smaller companies (150 employees or less) and I’m interested in hearing what others are experiencing out in the field. For example, I have one company (about 60 employees) that is continuing to cover the cost of their employees premiums for health care insurance at 100% while another company (150 employees) is holding off until the new mandate (pushed back to 2015) to decide if they are going to add health insurance or just pay the penalty.  At this point, it may be cheaper for them to pay the penalty.

These companies aren’t the UPS’s of the world.  They are the small businesses that are the backbone of this economy.  I don’t think anyone can get an accurate picture of the true impact of this until we look at everything.  So, please respond to the poll below.  I’ll post results in another blog.

The Value of HR

This is an excerpt from a conversation I had with a friend of mine over some beers after work one day.

Me, “So let me get this straight.  Your company does over $100m in sales,  with over 250 full-time employees, another 100 or so temporary employees, and no one in the role of Human Resources?  Why not?”

My friend, “Well, that’s just adding more overhead with no real value.”

Aside from the strong desire to push her off of her bar stool, I had to let her know how wrong her thinking really was. I wish I could say that this is the first time I’ve heard this excuse from an executive as to why they don’t have an HR presence in their organizations, but alas, it isn’t. I also acknowledge the truth that in most cases, human resources is a cost center.  There really are no positions that traditionally fall under that category that are revenue generating, unless you include recruiting.  But to say we add no real value to an organization is just plain wrong.

HR: The Cost Savers

A big part of HR is making sure you stay compliant.  That includes things like I-9’s, EEO and OSHA reports, as well as affirmative action plans.  Making sure those reports are done properly is the different between ICE issuing you a citation for thousands and thousand of dollars or walking away with nothing.  I’ve seen some businesses close from fines assessed by government agencies for things that could have so easily been prevented had an experienced HR person been retained.

HR: The Cost Reducer

Do you know how much you pay in state or federal unemployment tax?  Did you even know that amount could be lowered?  A seasoned HR person can provide regular training to supervisors and managers and coach them on employee relations issues.  Their job is to know your company policies and work with the managers to protect the organization. Proper documentation on disciplinary issues can mean the difference in winning or losing an unemployment claim.  The more claims you win, the lower your taxes, the bigger your bottom line.

HR: The Strategic Partner

Is your organization growing?  How are you going to fill the positions you need to hire? Do you have a talent acquisition plan?  How’s your brand and ability to attract the talent you need?  What if you got hit by a bus tomorrow, who would take your place? Do you have a succession plan?  If it seems like I’m pelting you with questions, I am, but I’m trying to prove a point.  Helping you grow is also part of what HR does.  They can help brand you better to attract the talent you need.  They can help you find and/or groom your replacement so when the time comes for you to retire, the organization won’t fall apart.  They network and recruit constantly, so they are connected with top talent for your industry.  They also effect change management within your organization and facilitate communications.

Your most valuable asset is your workforce.  They are also your biggest cost.  Why on earth wouldn’t you put an HR person in place to help you manage it?  What you think you’re saving in salary and benefits, may end up costing you in fines, lawsuits and the ability to attract the talent you need.

So tell me again how you don’t think HR is of value?

Breaking Into a Tight Team

I’ve seen it dozens of times. You’re the new kid on the block hired to work with an established team and you’re feeling a little like a fifth wheel.  You’ve tried diving into conversations, sharing your after work activities, and even made comments into the air hoping someone will bite so you can start some dialogue.  But is that really the right approach?

I’ve managed a lot of teams. Peers so synergistic that one person picked up a sentence where the other person left off. It can be quite intimidating for the new member. Here are three things to stop doing immediately!

1.  The Monday morning social throw up.

Sharing the dirty details of how many bars you hit, how many drinks you had, or worse, the details of private moments with your significant other is not accomplishing what you think. You aren’t proving to your teammates that you can hang with them socially. In fact, you are doing the exact opposite.  Why? Privacy.  In most scenarios like this, your teammates are likely thinking that if you share this kind of information having  just met them, what else would you share after you’ve gotten to really know them. I guarantee they won’t give you the chance.  There is such a thing as discretion.

2. Private conversation diving.

So you hear a couple of your teammates talking about an event they attended and you decide to jump in with your personal opinion on the topic. Are you really surprised at the weird looks you’re getting? You’re still new and you weren’t there. Awkward!

3. Drawing attention the wrong way.

I’ve seen people suddenly change their wardrobe, their perfume and/or their music choices, all in attempts to get noticed from the other members of the team. In every case, it backfires and alienates.  Stay true to you.

When trying to fit in, keep a few things in mind.

You were hired because of your ability to do the job.

Every person on that team wasn’t given their spot, they earned it and you’ll have to as well.

Let your work do the talking for you.

Solicit the team for their opinions on handling situations unfamiliar to you.

Be a sponge to soak up the information.

When your teammates see you are as committed as they are, they will let you in.  Now, remember all of this when it’s time to add another new person into YOUR team.