May 2018 |
Transition-e-news Volume 4 Issue 142 |
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The Interview: an Inside Look© Tom Wolfe, author; all rights reserved; excerpts from Out of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition; used with the permission of the author and publisher, www.potomacbooksinc.com. The Interview: an Inside Look An interview is a critical component of every job search and it usually takes a series of successful ones to generate an offer. Simply stated, an interview is a two party interaction during which each side investigates the other to find compatibility. The potential employer evaluates the candidate’s qualifications, potential, interest level, and requirements. The candidate in turn determines the organization’s ability to satisfy his or her needs. Most interviews are done face-to-face and occur only after a certain amount of filtering. This pre-interview filtering is important for several reasons. Since a personal interview is time consuming and costly for both parties, it makes sense to schedule it only after the obvious mismatches have been eliminated. This filtering process not only saves time and money but also increases the odds of an offer and an acceptance. This mutual evaluation process has both objective and subjective elements, however most of the objective evaluation is completed before the interview occurs. An interviewer does not need to meet you to see if you are properly trained or educated for the job. A quick review of your resume will provide that information. Likewise, you do not need to sit down with the interviewer to figure out if the location and the money meet your needs. Although most of this objective screening occurs in advance, it will continue to some degree during the interview. Remember that even if the entire interview feels like objective evaluation, subjectivity determines the outcome. Subjectivity has its roots in personality and fit: interpersonal skills, presentation, image, communication, chemistry, attitude, friendliness, style, mannerisms, and expression of interest. None of those traits come into play before the interview but most are revealed when face time begins and that face time comes in many forms. Here are the most common ones, a few variations, and a brief discussion of each. - Information Interview. The goal here is information, not employment. This is an excellent way to learn about a job, a company, an industry, or a career path before deciding whether or not to pursue it as part of your search. Asking friends, associates, family members, and others for help is a good way to generate an information interview. Prepare well and do your best—even though this is not an employment interview, it might lead to one someday. - Initial (or first level or screening). This is typically the first thing that happens after a résumé generates interest. It is usually conducted over the phone or in a neutral setting (e.g., hotel lobby, coffee shop, base education office, or family services center). Another common location for initial interviews is a job fair, where hundreds of short initial interviews occur throughout the day. - Follow-up (or second level or site visit or call back). This is your reward for a successful initial interview. It usually occurs at a mutually convenient time and takes place at the potential job site. It can last from several hours to two days. In most cases the company covers all of the associated travel expenses. There is usually a slate of interviews with several people. These people may include your boss-to-be, coworkers, a human resource representative, and subordinates. A tour of the facility and/or the local area is often on the agenda. In most cases the decision to extend an offer is made as a result of the information obtained from the interviews conducted during that visit. - Social Interview. This variety is designed to see how you handle yourself in a public or social setting. There is often a meal component and sometimes there is a cocktail reception in the mix. It may be just you and your new boss or a coworker or there could be several additional people involved. - Negative Interview. This is a technique rather than a category of interview but it deserves your attention. It is designed to be confrontational and high-stress. The interviewer tries to get you to eliminate yourself. There are three distinct varieties, to which I dedicate an entire chapter of my book. How to handle it? Short answer—do not take the bait and keep smiling! - Group Interview. This version consists of multiple candidates being interviewed or observed at the same time. Not only are you and your competition being evaluated but you are also checking each other out. Sometimes the group interview is combined with the social interview, which gives the employer the opportunity to see how you interact with peers and competitors. - Panel Interview. Here we have one candidate in front of multiple interviewers at the same time. This tends to be a high stress, rapid fire, and taxing event. The panel measures the candidate’s ability to handle pressure and think on his or her feet. The members pay particular attention to the candidate’s aptitude in involving and engaging the entire panel, not just the member who happens to have the floor. - Day-in-the-field (or ride-along). Although the interview process is typically complete after the follow-up, some companies add another step. The interviews may have been held at an office, but the actual job requires a significant amount of time away from that office. If this requirement is inherent in the job, then it is important for the candidate to also experience that aspect of the job. One way to accomplish that is to have the candidate spend a day in the field with someone who is doing the job. A well-informed candidate is more likely to make the right decision. Interviews for jobs such as sales, field engineer, consultant, and technical rep are likely to include this step. - Client Approval. If you are interviewing with a contractor or consulting firm and the position requires you to spend most of your time with a specific client, you may need to be approved by that client before you can be hired. This means an extra round of interviews at the client site. - Testing/Evaluation/Case Studies. Many companies will set aside a portion of a site visit or a separate day for formal testing or evaluation. The purpose is to measure aptitude or intelligence as it applies to the job. Although not an interview per se, it is helpful in determining the potential for a solid fit. If the purpose of the test is knowledge-based then you should be forewarned and can study accordingly, however there is little you can do in the way of preparation for aptitude testing. - Profiling. Some companies collect historical personal performance data to build a profile of what constitutes a successful employee and what jobs are most likely to utilize the talents of a particular candidate profile. These companies will hire a behavioral analysis company to do a profiling session with you before an offer is extended. This usually takes the form of a question and response survey, either online or via telephone. Here’s one more thing to keep in mind. Regardless of the form or the variety, the interviewer wants answers to these questions: Is this the kind of person we want on our team? Can we make and keep this person happy, now and in the future? Similarly, the candidate needs to know: Are these my kind of people? Is this an organization where I can be productive and happy, both short- and long-term? Positive responses to those questions lead to an offer, an acceptance, and a career. For a more thorough discussion of this and other military-to-civilian career transition topics, read my book, Out of Uniform, Second Edition (www.out-of-uniform.com). © 2018; Tom Wolfe, is an author, columnist, career coach, veteran, and an expert in the field of military-to-civilian career transition. During his career he assisted thousands of service members in their searches for employment, placing more than 3000 in their new jobs. Prior to civilian life, he graduated from the U. S. Naval Academy and served as a surface warfare officer. He teaches transition courses, gives seminars on career and job change, writes about the career transition process, and continues to counsel current and former military personnel. His book, Out of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition, was published by Potomac Books in 2011. Tom lives on the North Carolina coast with his wife, Julie, and their Chesapeake Bay retriever, Maggie. |
Important book provides guidance for veterans starting civilian careersPRESS RELEASE Rosemary Sekora, Publicity Manager rsekora@unl.edu All rights reserved LINCOLN, Neb. (March 2018)—After completing military service, veterans can have a difficult time finding employment when returning to civilian life. Former naval officer Tom Wolfe’s Out of Uniform, Second Edition (Potomac Books, 2018) is designed to help all transitioning military personnel, regardless of service, branch, rank, rating, time in service, time in grade, or specialty. Although all service members share common denominators, each individual brings something unique to the job market. Not only does this book cover the basics—search techniques, networking, interview preparation, resumes, and negotiation—it also offers guidance on topics that are often overlooked, specifically the central issues of self-knowledge, interviewing empathy, and the power of questions. This new edition includes a new foreword from the author, updates to 38 of 83 chapters including statistics, web sites, data, and images, and a new chapter on social media. “With the exception of leaving civilian life for the military, no professional change is more cathartic or challenging than the transition back out of uniform,” said Lt. Gen. Dan Christman, U.S. Army (ret.), former superintendent of the U.S. Military Academy. “Key for success is preparation, both mental and emotional. Tom Wolfe provides the indispensable guide to help you both prepare and succeed.” In addition to the technical guidance, readers will also discover important information in the anecdotes based on the experiences of soldiers, sailors, air force personnel, and marines. Out of Uniform, Second Edition is an invaluable resource for veterans who want to make the most out of their civilian career opportunities. Tom Wolfe graduated from the U.S. Naval Academy, served as a surface warfare officer in the navy, and completed tours of duty as a flag aide, communications officer, and administrative department head. Formerly a senior partner at Career Development Corporation, he provided guidance to separating military personnel for almost thirty years. His columns and articles have appeared regularly in digital and print media, including Military.com, Military Transition News, Stars and Stripes, G.I. Jobs, TAOnline, and Veterans of Modern Warfare. The author is available for interviews. For more information about the author, visit http://www.tomwolfe-careercoach.com/faqs.html. For more information about the book, visit Potomac Books or https://www.out-of-uniform.com/. About the University of Nebraska Press: Founded in 1941, the University of Nebraska Press is a nonprofit scholarly and general interest press that publishes 150 new titles annually under the Nebraska, Bison Books, and Potomac Book imprints, and in partnership with the Jewish Publication Society, along with nearly 30 journals. As the largest and most diversified press between Chicago and California, with more than 3,000 books in print, the University of Nebraska Press is best known for publishing works in Native studies, history, sports, anthropology, and geography, American studies and cultural criticism, and creative works. For more information, visit nebraskapress.unl.edu. Click here to purchase this book. |
Improve Your Job Search Process© Copyright, 2018, Susan P. Joyce. All rights reserved. If your job search seems to be stalled or moving ahead too slowly, it’s smart to take the time to examine your process. Effective job search has changed, particularly in the last few years. Step back, and take a look now. In this guest post, Patra Frame, HR executive and founder of Strategies for Human Resources, offers a 3-step process for evaluating and improving your current job search strategies. Patra is a senior HR executive with many years of experience in this field and also, as a veteran of the United States Air Force, Patra is Job-Hunt’s Veterans’ Job Search Expert.
“Sharpening your saw” means continuing to learn, staying up-to-date. It is one of the recommended 7 Habits of Highly Effective People. An excellent idea for all of us! Sharpen Your (Job Search) SawBy Patra Frame Job search going too slow? Been hunting for awhile? Summer is a great time to “sharpen your saw” to quote an old proverb. Too many people just update an old resume, tell all their friends that they need a new job, and look at ads online. Not the best methods! Instead follows these three steps to a more effective approach to your job search 1. What Works Now?Learn about job search now. Social media is ever more important. Networking and employee referrals are vital. With mobile, even resumes have changed in the past year. There are a lot of great online sources to learn about current job search tactics. Some I like include:
Don’t forget to check out organizations which interest you on Glassdoor.com and Vault.com.Read the blogs on the job boards you use for market information as well as job search tips. Lots of videos on job search from good sources online too. 2. What Are You Doing?Then, look at your job search so far. If you have been searching for weeks or months, review your records.
Example: If you are getting contacted by recruiters who have received or seen your resume, you know your resume is fine. If not, your resume needs improvement. Analyzing your efforts allows you to assess what you are doing well and what you could improve. How effective is your research and target selection, for example? That’s a critical step many do poorly. But most people can improve their process in several ways – few of us are terrific at every step. If you do not have good records, get organized now. You must be able to track your activities to be sure you do not miss anything. This also helps you interview far more effectively. 3. What Is the Best Way to Spend Your Time?Next, pay attention to the most productive activities.
Don’t focus much time online searching for jobs. Do consider setting up job agents to search for you. Online research IS valuable to help you pick your target jobs and organizations, which is critical to your future success. Remember: people get jobs through people who know them more often than any other method! Most companies have formal or informal employee referral programs and love to hire people recommended by current employees. Thus, spend your time moving forward by —
Moving AheadUnderstanding the job search process will make your search more effective and faster. Human connections are going to play a huge part in your job search and career success – don’t scrimp on that time and effort. Companies are using Facebook, Twitter, and other formats as well as LinkedIn and job boards to tell their story and attract candidates – which can be a good source of information. Take a little time off this summer to recharge but do not waste valuable job search time by slowing your search down. Companies are hiring now. Check your process, make the needed improvements, reach out for specific help, and move forward! More About Increasing Your Job Search SkillsHow to Make Employee Referral Programs Work for You Express Lane to a New Job – Employee Referrals 5 Essential Components of a Successful LinkedIn Profile The New Rules for Successful Job Search Today © Copyright, Patra Frame. All rights reserved. Used with permission. About Patra Frame Patra Frame has extensive experience in human capital management and career issues in large and small corporations. She is an Air Force vet and charter member of The Women In Military Service for America Memorial. Patra speaks and writes regularly on job search and career issues through her company Strategies for Human Resources (SHRInsight). Watch Patra’s job search tips videos on YouTube. About the Author… Online job search expert Susan P. Joyce Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. In 2011, NETability purchased WorkCoachCafe.com, and Susan has been editor and publisher of WorkCoach since then. Susan also edits and publishes Job-Hunt.org, is a Visiting Scholar at the MIT Sloan School of Management, and a columnist on HuffingtonPost. Follow Susan on Twitter at @jobhuntorg and on Google+ |
T-Mobile offers jobs and new phone service discounts for military families and veterans
T-Mobile has launched a campaign geared toward veterans, with a hiring effort, discounts on phone lines, and investments in its network near military bases. The telecom said Wednesday that it plans to hire 10,000 veterans and military spouses in the next five years, doubling its previous 2016 pledge to make 5,000 military hires. It will also offer discounts on phone service for veterans, something the company has done sporadically in the past. The new discount, which T-Mobile says is not a temporary promotion, will give military families between 20 percent and 50 percent off their phone bill. T-Mobile has one plan for all customers, T-Mobile One, which offers unlimited data streaming. Military families will receive 20 percent off the first line and 50 percent off each additional line up to six lines total. A family of four would pay $100 a month. Notoriously competitive T-Mobile couldn't let its announcement go by without a dig at the No. 1 and No. 2 telecom companies – T-Mobile Chief Operating Officer Mike Sievert said the company's discounted plan will save families more than $600 when compared to AT&T and Verizon's plans. The next piece of T-Mobile's veteran push is to invest $500 million this year in network upgrades and expansion near military bases. The company has said it plans to spend between $4.9 billion and $5.3 billion on total upgrades to its national network this year. Much of that will be spent on incorporating into its network the new low-band 600mhz spectrum that it won during the federal airwave auction last year. The company is planning to use that spectrum to set the stage for upcoming 5G connectivity, the superfast next-generation telecom service that is still being developed. T-Mobile and other big wireless providers have started 5G testing, but phones that are compatible with the technology won't be released until next year. Still, when it comes, T-Mobile plans for some military bases to be among the first to get it. In the meantime, the investments should improve coverage in those areas, which are often located outside densely populated urban areas. The company has already made progress on its hiring goal: A "substantial portion" of the 5,000 veterans and military spouses currently working for the company have been hired since it announced its 2016 commitment, Sievert said. The hiring effort is already paying dividends for the company, he said. The military hires have a higher retention rate than the average employee. T-Mobile will also work with FourBlock, a nonprofit that provides career programs for veterans in 15 cities. T-Mobile will help it expand to 20 cities and build a free online curriculum geared to helping veterans find jobs in many industries. |
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