3. Dress the part — businesslike and professional, no matter how groovy the company is. Except in cases where the culture is aggressively anti-corporate, a coat-and-tie or demure pearls never make you look bad. Source: https://hr.theladders.com/career-newsletters/my-hands-are-sweating-and-i-cant-breathe.
2. Be on time, unflustered, with a clean, well-presented copy of your resume. Sure, this sounds like “Interviewing 101″, but you know that you’ve violated this rule at least once in your life because you didn’t leave the house ten minutes earlier than you “thought” was safe. Do yourself a favor — it’s far better to be wasting 10 minutes in the lobby than stressing out in transit. Source: https://hr.theladders.com/career-newsletters/my-hands-are-sweating-and-i-cant-breathe
1. Show up with a “good” level of knowledge after doing a “reasonable” amount of research. You’d be surprised at the number of people who haven’t looked at the company’s homepage, Googled its name, and checked out the stock ticker, before showing up for an interview. Likewise, you might be surprised at the number of people who overdo it and show up with eight pages of questions — single-spaced — and start off with an inquiry as to why margins in the Southwest region have declined by 10% since seven years ago despite favorable currency rates. Source: https://hr.theladders.com/career-newsletters/my-hands-are-sweating-and-i-cant-breathe
The telephone is the fast and easiest way to find out information about a company. Call the main number for the company and ask the person that answers the phone who is the head of the department for the position you are interested in. Ask the person that answered the phone if they know if “name of person they just gave you” is the same one looking for a “job title of the posting”. If they seem helpful ask them for the hiring managers email address, it not call back later and ask.
Next use Linkedin to see if you can figure out who the hiring manager’s boss is. If necessary find a contact in the company and send them an email via linked in and ask if they know who the hiring manager’s boss is.
Want to secure a job interview? Don’t have an inside contact to deliver your resume in persons for you? Bypass HR. Find the hiring manager, then find his/her boss. Make contact via email or snail mail. It is likely the boss will forward your information to the hiring manager.
Every manager knows all applicants must be routed through HR, it is likely the hiring manager will tell you that on the phone or forward your resume to HR when they get it. However, the boss will likely forward your resume to the hiring manager for them to do what they want. If the resume comes from the boss it is likely to be given a 20 second scan before forwarding to HR with a note that states “here’s another one” or “looks interesting let bring them in.”
Make sure your resume is tailored for the job you are applying. Your first three bullet points under each of your previous jobs better match your accomplishments that match the job posting or information that you have. Leave no room for interpretation, not that the hiring manager cannot extrapolate and connect the dots, but they do not have time nor does the recruiter.
cat·a·lyst – an agent that provokes or speeds significant change or action
As a Human Resources Leader improve revenue generation and reduce expense by creating an HR infrastructure to support business growth.
Inspire senior management to build best in class organizations that consistently achieved aggressive revenueand profit objectives
Director, Human Resources – Clinipace Worldwide, Morrisville, NC (2009 – present)
VP, Human Resource – Transamerica, Little Rock, AR (2005-12/2006)
VP, Human Resources & Administration – BTI Telecom, Raleigh, NC (2000 – 2005)
Director HR/Compensation – Quintiles, Raleigh, NC (1996 – 1999)
Doctor of Education in Leadership Development (ABD) – Phoenix University
Master of Business Administration (MBA) – Baker University – Kansas
Management Business and Human Relations (BA) – MidAmerica University – Kansas
Optimizing Performance through Organizational Change and Leadership Development
Strategic leader credited with building best in class organizations that have been consistently successful in achieving aggressive revenue and profit objectives · A catalyst for a series of innovative initiatives impacting employees · A creative thinker, problem solver and decision-maker with superior communications, interpersonal relations, and mentoring
Areas of Core Competency
Compensation · Benefits · Employee Relations · Recruiting · HR Policy Development/Design · Leadership Development · Performance Management · HRIS Solutions · Strategic HR Leadership · Career Development · Succession Planning· Retention Strategies · Employee Communication · Cultural Change/Management · Merger/Acquisition/Integration
____________________________________________________________
Pursuing Doctor of Philosophy in Organizational and Management
Doctor of Education in Leadership Development (ABD)
Master of Business Administration
Bachelors of Administration, Management and HUMAN Relations
____________________________________________________________
Clinipace Worldwide · Raleigh, NC
Top Human Resources Officer hired to build and maintain a best in class, cost effective, global human resources organization to support 400% business growth and to attract, retain, and train staff. Serve as a business partner reporting to the Chief Executive Officer and provide leadership to enable the organization to maximize employee performance. Serve as both the tactical, hands-on administrative function and the strategic driver for HR related activities in the areas of recruitment, staffing, performance management, benefits, learning and development, employee relations, EEO, salary administration. and payroll.
Transamerica Life Insurance Company · Little Rock, AR
Top Regional HR Officer – Planned and implemented human resources programs and policies; staffing and selection, employee relations and retention, talent management, training and development, and compensation and benefits. Worked closely with operations management to meet operational goals, foster positive behaviors and attitudes, ensure compliance to policies, investigate incidents, and resolve issues/grievances.
BTI, Telecommunication Services · Raleigh, NC
Top HR Officer- Strategically and tactically led all functions of HR including employee relations, compensation, performance management, recruiting, mergers/acquisitions, integration, and change management, organizational development, benefits, HRIS, developing/implementing policies and procedures, staffing, succession planning, communication, and performance management. Other responsibilities included Six Sigma quality concepts, payroll, commissions, facilities, travel, fleet, mail center, and purchasing.
Quintiles Transnational · Raleigh, NC
Strategically and tactically led compensation, benefits, and HRIS functions; other responsibilities included mergers/acquisitions, integration, change management, employee relations, training, organizational development, recruiting, benefits, compensation, HRIS, succession planning, developing/implementing policies and procedures
Salary as the Top Dissatisfaction of Employees. I have been in HR for 15+ years this is the first time I have seen salary topping the list for dissatisfaction; in the past manager/supervisor/leadership dissatisfaction has been the top reason.
A recent survey, conducted by MarketTools Inc., a leading provider of HR tools and services, revealed its latest findings in employee dissatisfaction among U.S. employees. According to the survey, 47% of respondents cited salary as the leading cause for employee dissatisfaction. In addition, 24% polled said workload was a leading cause, 21% reported lack of opportunities for advancement, and another 21% gave their manager or supervisor as the reason they are dissatisfied at work. Research shows that there is a connection between employee satisfaction, customer satisfaction, and a company’s revenue and profitability. (SHRM.com – Mar. 4, 2011)
This is a re-post of Mark Cenedella, Founder & CEO TheLadders.com
I am re-posting it because it is a question I am asked often. When do I follow up after and initial call, phone screen, interview, or email? Why haven’t they called back? Click on the link above to read the entire article directly from Mark at TheLadders.com.
The interview went well — you’re pretty sure you nailed that question about how you could contribute to the team’s new mobile initiative — and you really hit it off with the HR person. You’ve got a background in exactly the area [they said] they’re looking for and you know you’re perfectly qualified for the role.
… you need to be aware of the company’s timing as much as your own….more than one person is involved in the decision, there will be a hiring process. Feedback needs to be collected, budgets need to be consulted, and meetings must be held.
All of which takes time.
So expecting that you’ll be getting feedback or another interview request the very next day after your visit is just a bit unrealistic. As a matter of fact, expecting and assuming that they’ll be following up at all is probably unrealistic these days. You’ll need to be proactive and do the following-up yourself after a reasonable amount of time has passed.
What’s a reasonable timeframe? It’s long enough so that it doesn’t seem you’re breathing down their necks, and it’s soon enough so that they don’t think you’ve forgotten.
My advice is to wait a week between call-backs.
Just put it in your calendar — after you’ve had a call, an interview, an e-mail — just jot a note to yourself to follow up seven days later. And forget about it until then — fretting doesn’t make it better.
What should your follow-up calls (better) or e-mails (OK) read like?
“Hi, Mrs. Lee, I had such a wonderful time speaking with you last week and I think I could contribute a lot to Acme. So I’m just following up on our conversations and would love to hear back from you. You can reach me at this phone or that e-mail address.”
or
“Hello, Tom. When we met three weeks ago I mentioned how Ink, Inc. would be a great opportunity to apply my software development management skills in an industry I’m familiar with. So I would very much appreciate the chance to connect and hear what you’re thinking about my candidacy. You can reach me at this phone number.”
In each conversation, you’re trying to remind them of the three Es: you exist, you’re excited, and you’re expecting to hear back from them.
You exist. Now, of course, you haven’t forgotten this since you last spoke with Mrs. Lee or Tom Pruitt, but you know what?, they might have forgotten about you. And it’s not because you’re insignificant or not qualified or not wanted. It’s just with hiring on the upswing, and HR departments and recruiters still under-staffed from the recession, they don’t have time to follow up with all of the people they’ve spoken with. So a gentle reminder that “Hey, I’m here” can remind them of how much they liked you.
You’re excited. Sometimes the candidate with the consistent and persistent enthusiasm can get the nod just for showing sustained interest. Make sure you communicate why you’re interested in the role and why you’d be great.
You’re expecting. Don’t ask them to call back “only” if they’re interested or “only” if there’s an update. You burned up a good few minutes of your time doing the favor of reaching out to them, so ask them to give the favor back in return. Go ahead and politely suggest the return call — it will give you a chance to get them back on the phone, sell yourself some more, and find out what the scoop is on their side.
Keep calling back each week, politely and persistently.
If you’ve got the patience of Job and the stamina of Lou Gehrig, then keep at this for 8-10 weeks. But for most folks, I suggest limiting it to 5. If they haven’t called you back after five weeks, then you probably aren’t going to be hearing from them after 10, and your time is best spent elsewhere. (But don’t give up after three, which is what too many people do — I’ve seen too much luck created on those fourth and fifth calls for you to skip them!)
