Rule of Engagement #9: What to Do When You Are Not THE ONE.

There is a saying that I think will help us understand what happens after an interview: If we were a $100 bill, everyone would like us: but we are not... So there is a chance that, even though you are a great candidate for the position, you are not THE ONE that they are looking for because they may have specific ideas and someone else fits them better.

That is a fact and we cannot let rejection get to us, we have to manage it.  We have to remember that the experience acquired during the interview might help us in the next one, so not everything has been lost.  Jane Gordon gives good advice on the subject matter, so below are the 10 points on managing rejection after an interview.

1. Don't take it personally. Don't use the job interview as a measure of your professional worth. The decision to not hire you was based on the company's specific criteria and needs which may or may not have anything to do with how you showed up at the interview. That you weren't the perfect match doesn't mean that you're not an outstanding professional with excellent attributes and talents.

2. Don't get your needs met through the interview. If you're using the interview to satisfy your need for professional validation, the results will be disastrous. Get your needs met elsewhere and you'll be authentically confident and polished.

3. Don't bring up the past. It's funny how failures have a way of drudging up all our past failures, as well as all the negative feelings associated with the failures. It's as if our minds go into over-drive ­ then our collective unconscious kicks in and we're on autopilot into the failures of our past. Stay present; don't let the past take over.

4. Focus on your strengths. It's easy to blame yourself and focus on your imperfections when faced with a job rejection. Focus on what you're really good at, and what you're passionate about. Don't beat yourself up for not being perfect.

5. Ask yourself questions. Ask yourself questions so you learn from the experience. What would you have done differently? What did you learn from the interviewing process? How would you have handled yourself differently? By asking questions, we focus on learning and growth and consequently move forward.

6. Accept reality. Accept that rejections are a part of the job search. Buttress yourself emotionally to handle the sadness that comes with rejection. Know that rejection is going to happen repeatedly throughout our lifetime; accept rejection as a part of life.

7. Keep it in perspective. Being rejected doesn't mean that your professional qualifications and personal attributes are anything less than spectacular. Employers weigh many considerations when recruiting staff - many of these factors are beyond your control. Keep it in perspective; their decision doesn't necessarily reflect on you.

8. Accept responsibility; don't blame others. Without blaming yourself or beating yourself up, accept
responsibility for your part in the rejection. Take ownership for your contribution.

9 You're not alone. Know that every day, countless others are sharing your experience. Seek out others -- the mutual support and shared knowledge will be enormously helpful. Contacts and job leads, as well as friendships and offers to share technical expertise with each other, result when connecting with others who are on a similar job search journey.

10. Stretch Yourself! Go to the gym and stretch beyond what you think your limits are. Find a place in your life that you can "go to the edge" and be extreme. Don't take life so seriously. Do an activity you've never done before and you'll rejuvenate yourself. This is where inspiration emerges from ­ the creative places we go to when we get outside of ourselves and outside of our ruts.
http://www.qualitycoaching.com/Articles/rejection.html

Next time: Finally, Rule of Engagement #10: A World of Possibilities! Do not Limit Yourself!

Rule of Engagement # 8: Thank You Card!

The other day I was watching BIO and they were broadcasting Rosie O’Donnell’s biography.  It was very interesting but one thing caught my attention: She went for an interview to be the host of a TV show for MTV in the 90’s but she did not get the job.  However, she wrote a Thank You letter to the interviewer and he was so impressed that he kept the letter; and called her when an opportunity opened in VH-1. She got the job because she sent a thank you letter.

This article was written by By Barbara Safani and I think it is wonderful, so enjoy!

“Think of thank-you letters as a self-marketing tool and a critical component of your job-search strategy. The time you invest crafting a targeted thank-you letter after an interview is time well spent, and it will help you create a credible and efficient search.

Don't believe me? Here are five reasons why you should incorporate thank-you letters into your search strategy:

1.       A thank-you letter creates an opportunity to re-connect with employers.
Chances are you aren't the only candidate being interviewed for an open position. Writing a follow-up letter allows you to build a relationship with the interviewer and develop rapport. By expressing your gratitude for the interview and recapping the highlights of the meeting, you revisit the reasons why you are the best fit for the position.

2.       Following up keeps your candidacy top of mind.
A candidate often makes the mistake of putting too much control in the interviewer's hands. He believes that if he's the best candidate, the interviewer will remember him and keep him in the loop regarding the selection process. Unfortunately, this doesn't often happen. It's critical that a candidate remind prospective employers of his interest in a position. The thank-you letter is the perfect vehicle for communicating this interest.

3.       Written correspondence gives you another chance to sell your strengths.
While the thank-you letter expresses gratitude for the meeting, it also serves a much more strategic purpose. It provides an opportunity for the candidate to present her skills and accomplishments in another format and market the value she'll add to the employer.

4.       The document enables you to address points you neglected to discuss during the interview.
Many candidates, after leaving the interview, think of other things they could have said during the meeting. Don't label this a liability; turn it into an asset by discussing these points in the thank-you letter. Remind the reader of your ability to produce similar results for their organization.

5.       A letter helps develop rapport and increases the employer's comfort level in your candidacy.
A good strategy is to recap a part of the conversation where you and the interviewer shared similar views on a job-related topic. The thank-you letter can also be a forum for demonstrating your consultative problem-solving skills. By addressing current issues the employer is facing and proposing solutions, you are contributing to the company's success even before you are onboard.

Thank-you letters continue to be an important component of a successful job-search campaign. But the focus has shifted from a simple courtesy and show of appreciation to a targeted self-marketing tool. By creating a letter that validates your candidacy, builds rapport and reminds the reader of your value added, you can significantly influence potential employers and — most importantly — increase your chances for subsequent interviews.” (Safani, 2008).

http://hr.theladders.com/career-advice/5-reasons-to-send-thank-you-letters

Next Time: Rule of Engagement #9: What to Do When You Are Not THE ONE. 

Rule of Engagement # 7: Types of Interviews

Hello everyone! I am very excited to tell those who have been following my crusade that some opportunities have come my way! I am starting a new business Spanish for Human Resources (www.spanish4hr.com) and I am associating with my good friend Dan Farrar from Workforce21 (www.wforce21.com) as a Director of Workforce Services.  With our association we expect to help our clients to "strengthen your workforce", as Worforce21's tag line reads.  This will require a lot of work and networking and I am very excited about the opportunity not only to grow my own Spanish4HR, but for the opportunity and trust that Dan has placed on my persona. 

Last time we spoke about the different types of Interviewers: The Good, the Bad, and the Ugly.  If that was not mind boggling enough, you now will have to pay attention to the type of interview that you will be getting into, if you want to be successful. Of course you have more information at the time of the interview and you can make your own determination. The below are just general guidelines...so, let's talk about it!

Type of Interview # 1 - Formal

Formal interviews are, in my view, the second easiest interviews to prepare for in terms of presentation because you know that you need your suit, dark colors, and everything must be groom, cut, trimmed, and prepared in such a manner that is not loud but still makes a statement. You should be memorable but in a good manner.  

Formal interviews may be with one or more interviewers and usually is set up in a very formal and intimidating environment, such a conference room, the office of a manager, or even the office of the director or CEO.  It could continue to be intimidating unless the interviewer(s) put you at ease; if that does not happen, you must continue with your formal approach and posture. Be careful with your words and your demeanor, you cannot let your guard down; you may feel that they are trying to break you and you would be exactly right. At the level of these types of interviews directors and managers must bring the right candidate, there is no room for error and if error happens it may be very costly to them. 

Type of Interview # 2 - Casual

Casual interviews pose a little bit of an issue in terms of presentation because you should not go under dressed or over dressed; this alone may take the job out of your hands.  For example, in my previous employment we were hiring someone for certain position and the guy showed up in a suit.  That fact deflated one of the interviewers but we were able to get pass that because of the qualifications and experience of the candidate. 

Casual interviews are in a more relaxed environment, but that does not mean that you should behave too casual or relaxed. Remember, first impressions are everything when you are interviewing and if you push the envelope too much you may hang yourself.  Allow the interviewer(s) to give some room for relaxation first, then you give some, then they will give a little bit more, then you follow suit.  The interviewers direct the interview. You make take calculated risks, but see the word: CALCULATED. 

Type of Interview # 3 - "Field" 

Depending on your line of work you may be asked to show up to the "field": the job site, the shop, the garage, the "floor", the store, the warehouse... etc. I would not attend this interview in a suit of casual clothing, I would honestly and upfront would ask the interviewer if you should show up in "dockers" or jeans, boots or casual shoes.  More than once I've seen people showing overdress to a field interview and right off the bat gaining a bad reputation with potential subordinates or coworkers because "he looks like he is not hands-on". 

Field interviews may be under the sun or other extreme weather conditions. Look for the weather announcements and be prepared. They could also be in very hot or very cold "inside" conditions; be prepared. The place may be noisy (like a construction job site) or very quiet (like a computer manufacturing line). Be aware of your surroundings, have a smile ready for those you will be around you, and observe safety precautions.  

Type of Interview # 4 - Combination

Some interviews are a combination of all the above.  You can go to the first interview that could be a Type 2 and then asked to attend the second interview because it just so happen that the CEO has a moment, now.  Or you may be asked if you have time to go to the "filed" now because they want you to see how they operate. If you are interviewing for a work that may present these surprises, be prepared with extra clothing, proper shoes, and such. Hopefully they will tell you in advance if you will have an all-around interview, but I myself have surprised a few of my candidates, so don't let them surprise you... surprise them by telling them that you came prepared!

Next time: Rule of Engagement # 8: Thank You Card!

Rule of Engagement #6 - Type of Interviewers

Hello my fellow job seekers and friends!  I am very excited because I have been working in a project after a good friend of mine gave me a great idea:  Translation services!  Please visit the Website and provide me with your input, it will be highly appreciated: www.spanish4hr.com

Now, to the topic:  Type of Interviewers. 

Before we go to an interview we have to be prepared to deal with many characters, personalities, situations, and possible bias that the interviewers may have.  I also want to remind you that the interview is a double edge sward; they are interviewing you as you, even if secretly, are interviewing them. Also remember that the interviewer type may vary depending on what day the interviewer has had or any pressing situations, so the fact the the interviewer behaved in certain manner during a first interview it does not mean that he or she will behave the same in the second or third interview.  The change can also happen when other interviewers (such as managers or peers) are in the room. So preparedness is key.

Type of Interviewer # 1 - The Good
The good interviewer is that one who understand the position that he or she is hiring for, provides you with a job description or a summary of the job, allows you to read it, and ask questions that are pertinent to the job or the fit of the organization.  And when her or she asks questions, he or she will allow you to answer the question.

How to handle: Be yourself, pay attention to the questions and answer in a professional but simple manner. The good interviewer will allow you to think about the question and collect yourself when the question present difficult or emotional aspects.  However, don't take too much time in answering.

Type of Interviewer # 2 - The Bad

The bad interviewer will have a preconceived idea of how the interview should happen and won't allow any deviation from his or her plan. Recognize the bad: will tell you that has other interviews and need to rush, be on schedule, but out by certain time. He or she will come prepared with a list of questions and will show little interest in anecdotes, and if he or she is, a question will prompt you to it.  

How to handle: Be understanding, they have the stake on their hands. Tell the interviewer that you understand the time constraints and tell him or her that you are willing to come at another time, if he or she prefers. Most probably they will say no, but you will put the interviewer at ease. Collect yourself, be polite but sharp with your answers. Ask the interviewer if you have answered the question for them and wait until he or she reads the script (the interviewer will probably have one).

Type of Interviewer # 3 - The Ugly

The ugly interviewer has two faces. One face is the face of a nice person but the other face is the face of obvious incompetency and fear that you or someone else may take his of her job. You will notice the condescending tone of voice and the noted "I don't know why they want me to hire someone else."  Or, the interviewer will ask you dry questions that are difficult to answer other than with a yes or a no; and of course, he or she will be making notes and comments such as, hmm...  Really ugly!

How to handle: RUN! No, I am just kidding, but this one will only be survived with incredible professionalism, business etiquette, and a lot of patience.  Put on your understanding face, reassure the interviewer that you understand how work can get difficult and that you will be willing to help him or her achieve the department's goals or the goals in general.  And honestly, you will be working for this person, make sure that you are willing to go through the awkwardness of this interview every day if you are offered the job. 

OK, we are done for now. Do you have interesting interviewer anecdotes? Have you experienced interviewers for hell?  Let us know, help us to get prepared!

Next Time: Rule of Engagement # 7: Types of Interviews.