First Interviewee/Last Interviewee - Who Has the Advantage?

An interesting discussion has been underway among members of the Career Management Alliance's e-list/forum this week. The question surrounds whether, given the chance to choose, one is better off scheduling a job interview at the beginning, middle, or end of the screening process.

One member who is a former recruiter observes that the first and sometimes the second candidate interviewed rarely receives an offer. He suggests to his clients that they want to be at least third or fourth in the interview order to maximize their chances.

It is also a consideration that many times hiring managers will modify the position specifications as the interviewing process progresses. This is because they are better able to crystallize the company's needs based on what is learned through conducting several interviews. This, of course, places the early interviewee at a competitive disadvantage.

Another factor is that the competition is so high in today's job market that it is extremely difficult to get hiring managers to make a decision. The prevailing attitude seems to be that they have the luxury of reviewing numerous candidates until they find the "perfect" match. So eliciting an offer if you interview early in a slate of potential candidates can be tough.

Then again, there is some logic to what another member recalls a professor/mentor telling her: If yours is the best candidacy and fit, and you eclipse everyone else in your interview, the order will not matter.

The overwhelming consensus seems to be that your odds improve if you interview last or near last among your competitors. This dovetails with what I have advised my clients who were wondering if it was worthwhile to submit their executive resume for a position well into the candidate screening process. The company may well have worked its way through a collection of disappointing or "not quite right" candidates, and maybe even re-thought their position requirements based on interviews to date. Then along comes the answer to their prayers--YOU!

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The Purpose and Value of an Executive Resume

A recent article in the PARWCC (Professional Association of Resume Writers and Career Coaches) monthly newsletter discussed the definition of a resume, and some of the key benefits of creating a powerful one in today's job market. My colleague, Jay Block, put forth some excellent observations in that article, to which I have added my thoughts.

Firstly, what exactly IS an executive resume? As I constantly tell my clients and prospective clients, your resume is a self-marketing tool. It is designed to effectively communicate to potential employers or recruiters your proven ability to deliver substantial business results and meet performance targets, and do both of these things in a manner that surpasses the ability of your competitors in the job market.

As the article's author points out, there are 5 major benefits to be gained by putting together a powerful resume:

1) Market Value Communication
An effective executive resume is not a career obituary. Rather, it communicates your potential VALUE to prospective employers, your ability to deliver bottom line results superior to what other qualified candidates can deliver.

2) Market Differentiation
A powerful resume differentiates you from your competition in terms of skills, qualifications, and other "assets" that set you apart from the pack. A differential factor that can tip the hiring scale in your favor might be an industry-wide reputation, a high-level certification or degree, etc.

3) Confidence Building
Seeing your market value "pop" on your resume is a tremendous confidence builder, enhancing your ability to promote yourself, keep a positive attitude throughout your employment search, and proudly submit your resume.

4) Opening Doors
An executive resume with what I like to call "sizzle" can open doors by trumpeting your value in a manner that brings it to the top of the pile, versus the typical bland, cookie-cutter document that blends in with the hundreds of other resumes received.

5) More Effective Interviewing
The executive resume preparation process actually does double duty: It delivers a powerful presentation of your value on paper, and prepares you well to shine in the interview. By examining and articulating your value proposition for the resume, you are also equipping yourself to communicate your value more effectively in the interview and win the job offer.

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Costly Executive Job Search Mistakes

A survey conducted recently for The Ladders job site of 500 executive recruiters reveals what recruiters consider to be the three greatest mistakes made by job seekers in these tough economic times:

1. They are too desperate and willing to take anything.
(Even if you feel desperate, make sure others cannot see it! And think twice before you take a job that does not seem right for you.)

2. They are poorly prepared for the interview.
(No excuse for this one! See my previous post: http://www.executive-resumes.com/2009/08/do-your-homework-before-that-executive.html

3. They provide a weak resume.
(Your executive resume is your ambassador--it represents you on paper. It must effectively make a business case for hiring you and vividly portray and exude your distinctive brand from start to finish!)

Avoid these costly mistakes to avoid sabotaging your executive job search. And if you want a shorter, more successful search, incorporate a well-thought-out search strategy that includes extensive networking among colleagues, former bosses and clients, and recruiters.

Do Your Homework Before that Executive Job Interview!

Consider the following executive interview disaster scenario:

Jack submitted his carefully crafted executive resume as a candidate for his dream position and, to his delight, won an interview.

Sitting in the hiring executive's office, he is congratulating himself that this job interview has been going really well, and observes to the hiring manager on the other side of the desk: "I don't know what products your company makes or what markets it serves, but with my 15 years of award-winning sales and marketing management performance I'm positive that I can dramatically boost your revenues and profit margin."

Suddenly the air in the room seems to chill and Jack is baffled. From here on things go downhill. Jack is soon dismissed with a rather perfunctory "Don't call us, we'll call you."

What went wrong here?

Jack has made a cardinal job search mistake. He did not prepare for the interview by learning everything he reasonably could about the company, its industry, vision, products, markets, customers, issues and challenges, financial health, etc. Displaying this lack of knowledge to the interviewer, he was immediately eliminated from consideration. "After all," the interviewer thinks, "If he has that little interest in us, why should we be interested in him?"

Jack has committed a major faux pas and offended the potential employer. He has also put himself at a disadvantage in terms of his ability to sell his skills and the bottom line benefit he might bring to the company. He was totally unequipped to paint a picture of how what he has to offer is specifically matched to that company's needs.

Looking at this from another angle, why would Jack have interviewed with a company that he knew almost nothing about in the first place? None of us would make a major consumer purchase without researching different brands and their features and benefits. Choosing an employer is much more important than buying a car or refrigerator! The employer/employee relationship is a critical one in Jack's life: His current livelihood and future earnings, success, personal satisfaction, and ultimate career path will be greatly affected by the job choices he makes along the way. How does he know that this company is right for him if he hasn't taken the time to learn all he can about it?

How to Avoid the Disappointment Jack Experienced

We all shudder at what happened to Jack . It vividly illustrates the importance of gathering considerable knowledge about companies before interviewing with them. Yet one might wonder, "How can I best gather this information and avoid a scenario like the one above?"

The short answer is: Do your homework. Below you will find a sampling of the easiest and fastest ways to find the information needed to both evaluate a company's fit with your career needs and prepare yourself to ace that interview.

Leverage the Power of Search Engines

With the power of today's Internet search engines you have literally at your fingertips just about everything you could possibly want to know about any company you are considering.

Submit queries about the company to all three major search engines-Google, MSN, and Yahoo. Each will come up with different results to help you round out your picture. Though I would not categorize it strictly as a search engine, About.com can also be a great primary resource for research sites. Type in the phrase "Company Research" in the search box and you'll get over 9,600 results. "Company Information" brings up over 31,000.

A primary resource you will be looking for is of course the company's own commercial website. Plan to spend significant time reviewing it thoroughly, but don't stop there. Look at articles where the company has been mentioned and blog entries where it is discussed. (This is often a good way to learn less favorable facts about the company's dealings with its employees and also to gain insights into its corporate culture.) Review summaries about the company contained on the websites of Wall Street analysts, business periodicals, etc. Read analyses of their industries and markets to gain a perspective of the company's current and emerging challenges and opportunities.

* Access Web-Based Clearinghouses of Company Information

There are quite a variety of these sites, some free, some at fairly nominal cost, and others involving a hefty fee. You will find many by querying any search engine with phrases like "company information," "company profiles," etc. Here are a few of my favorites:

Hoovers has long been known as an excellent source for extensive company information, but be aware that a very limited portion of the information there is free.

Corporate Information provides free snapshot reports on all companies, and expanded information for a fee.

Vault provides basic company information for free, and expanded information with membership. The site also spotlights employers, features employee surveys, and provides ranking lists.

Forbes provides a variety of lists such as the 400 Best Big Companies, 200 Best Small Companies, Fastest-Growing Techs, Largest Private Companies, Global High Performers, and others.

Fortune/CNN similarly provides lists of the Fortune 500, Global 500, Best Companies to Work For, etc., with reports on them as well a s links to News, Analyses, Blogs, and Press Releases about them.

The Inc. 500 lists and briefly describes the nation's fastest-growing privately held companies.

Wetfeet supplies basic company profiles covering company history, business, profitability, and jobs, and offers expanded profiles with a subscription.

AnnualReports offers free and easy access to companies' annual reports.

* Use Your Library Card

Nowadays many larger library systems allow card holders remote access via the Internet, or you can find information the old -fashioned way by visiting the library in person and enlisting the assistance of the usually amazingly helpf ul research librarian.

Valuable resources to be found in the library include databases of periodical articles such as Onefile and Proquest, Standard and Poor's Industry Surveys, Mergent's company overviews, and a variety of business directories.

The New York Public Library has kindly published an online, printable guide to searching for company information that is available either in print or on the Web. You can access a copy at the NYPL website.

* Talk With People In The Know

Ask your family, friends, and acquaintances if they know anyone who works at the company. If you are lucky enough to identify one or more such treasure troves of information, interview them thoroughly to get an insider's perspective.

* Use Social Networking Sites to Learn About the Company

In the process of leveraging all of the above techniques, you will identify names of people who work for the company. With this information in hand, search for them on social networking sites such as ZoomInfo and LinkedIn, and read their profiles carefully. You will likely find there links to articles by or about them, their personal or business blogs, etc. You may even be able to strike up an acquaintance with one or more employees through such sites. Wouldn't it be great to arrive at the interview able to drop the names of a few people in the company?

Don't Be Like Jack

The bottom line is that it is so easy nowadays to find a wealth of information about a company you are considering or one that you are scheduled to interview with that there is just no good excuse not to do so! Shame on the candidate who shows up at the interview without substantial knowledge about the company whose representative is sitting on the other side of the desk!





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Executive Job Market Trends

Most executive search firms report that they have experienced a double-digit decline in search assignments during the first half of 2009 in comparison to the same period for 2008. According to a recent ExecuNet poll cited in their RecruitSmart Today newsletter, more than 33% say that they received 50% fewer assignments during the first 2 quarters, with the average dip being 27.4%.

On the other hand, demand appears to be increasing for CEOs, executives, and board of directors members with one important qualification: They can skillfully balance risk management while meeting revenue targets. If you can integrate the latest techniques and standards in risk management and deliver sales and growth at the same time, your talent is sought at a high premium. The need for executives and directors with financial acumen is also high. Recruitment of directors is expected to accelerate as the end of 2009 approaches, so that new board members are in place for annual meetings as 2010 opens.

Ironically, with the possibility of government and court intervention in executive employment contracts, the performance-based compensation contracts that are most common to those executives responsible for P&L or revenue generation are most in the crosshairs. Search firm Michael D. Zinn & Associates recently polled executives and found, not surprisingly, that twice as many who held responsibility in these areas were opposed to government involvement, and thus reluctant to change employers based on the concern their compensation agreements could be changed after the fact.

What does this mean for you when writing your executive resume or interviewing for a position? Be sure to emphasize any expertise and experience you have in risk management, driving sales and revenue growth, and financial control.





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Executive Job Interview Landmines

I've been reading a series of articles based on research a colleague Katherine Hansen has been conducting with great interest. The data she gathered regarding executive interview peeves of hiring decision-makers for her upcoming book Top Notch Executive Interviews is fascinating, and I am sure the book will be an excellent resource for executive job candidates.

I find it particularly amazing that anyone would actually DO pet peeve #11: "Candidate trashes former employers." Finger pointing, playing the victim, expressing anger or dislike of your previous employer -- no matter how justified -- is obviously going to be an immediate turnoff in an executive job interview! One would think that this is not rocket science, but it is apparently something of which even some very accomplished and seasoned executives seem to be unaware.

Among other turnoffs cited were lack of enthusiasm, a weak handshake, reeking of cigarettes, scripted responses that sound like they came from a book, and failure to provide good examples of skills and experience. One that is particularly disastrous for any executive candidate is inadequate knowledge of the prospective employer's history, mission, business practices, and industry challenges.

I'll be watching for the book to come out in October.

Are Video Resumes the Next Must-Have for Executives?

There has been a lot of talk recently in newsletters I follow and among my colleagues in various career professional associations regarding the pros and cons of video resumes. It also seems that at least every few weeks I receive an advertisement from some firm that offers video resume development services, touting them as the next must-have for employment candidates. But what is the reality?

In answer to a subscriber question, Nick Corcodilos of Ask the Headhunter recently responded regarding whether he thinks video resumes are a good idea. In addition to giving several sound reasons why they may not be, he also observes that those who are promoting them, including the media, are generally doing it because they see the phenomenon as something that could potentially yield them substantial revenues. They are not publishing genuine news articles, but most often what could be called “advertorials.”

Nick’s conclusion? “Should you submit a video resume? I promised you two reasons why not. Managers hate reading resumes. Do you think they're going to settle in for the afternoon to watch you and 200 other 'with it' applicants on video? And what about the human resources department? Video resumes create a trail of potential discrimination based on how you look. If you’re going job hunting, don’t put yourself on camera.”

Despite all the hype in the media, there is little convincing evidence that video resumes work. MSNBC.com observed, “Experts point out that video resumes rarely play a big role in the hiring process. Some hiring managers don't even care to watch them." And we all remember the story of Aleksey Vayner, whose video resume made him a laughingstock on Wall Street and YouTube. A year after his video resume made its big splash, he was still searching for a job.

Vault.com conducted an online survey last year of 300 employer members, which indicated that 58% of respondents would view a video resume from mere curiosity, while 31 percent thought it would be valuable in considering job applicants. The legal ramifications made 15% nervous, with the biggest concern of legal departments being the potential for discrimination (or the appearance of discrimination).

Recognizing this issue, the EEOC developed and launched E-RACE (Eradicating Racism and Colorism from Employment), in February 2007. Advice for employers includes taking into account that not all of us perform well on camera, and that this does not necessarily correspond to job performance. It was also recommended to install filters prior to viewing—enumerating objective criteria associated with the job opening to be evaluated. Thirdly, the video resume should be viewed only after careful evaluation of all other documents received in connection with the application.

A recent Career Management Alliance E-Bridge points out that less than 25% of employers are willing to accept video resumes, according to a July survey by staffing services firm Robert Half International. A whopping 58 percent assert that they definitely do not want them. The remaining 18 percent are unsure what they would do with a video submission.

Complaints about video resumes include:

> They take too much time to view, while a standard resume requires only seconds to scan.

> There is a great risk of problems regarding legal compliance in the area of employment discrimination, due to seeing the appearance of a candidate before even thoroughly reviewing their qualifications.

> The record-keeping required could be extremely burdensome. Since all information considered in the hiring process can be asked for by the EEOC, recruiters and companies would have to archive all of the video resumes they received, consuming a tremendous amount of electronic data storage space.

Overall, the consensus seems to be that there is lukewarm response to video resumes, and that they are long, long way from either substituting for a traditional resume or becoming a must-have accessory.

That being said, there are situations where it may be appropriate to create a video profile, not as a rehash of what appears in your print/electronic document resume but as an adjunct to it that absolutely shines with personality, trumpets your brand, and puts forth a clear value proposition – a business case – for why your audience needs to get in touch with you personally.

It would also appear that it may be a good idea to get used to the idea of being on camera when you are looking for a job. The use of video in recruiting is becoming popular among HR professionals and recruiters. Video-on-demand interviewing requires the candidate to record answers to interview questions and e-mail the resulting file to those making the hiring decisions to be viewed at their convenience. There is great appeal for this method, as it saves on travel expenses and time, and expands the potential candidate pool to essentially anywhere in the world that a video can be recorded.

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A New Resource for Company Research

According to Weddles.com, there is a new and free online resource that can be of help in researching companies during your job search. Of course, traditional resources such as Vault, Wetfeet, Brint, and Hoover's Online offer a great deal of valuable information, some of it free, but much of it fee-based.

The new resource is ZoomInfo. They have introduced a feature that enables you to find detailed information regarding more than 3.5 million companies through their proprietary business information search engine. Using this tool, you will be able to find companies by name, products or industry, market niche and a variety of other variables. Available for review are detailed descriptions which may include specifics regarding revenues, acquisitions and recent news, bios of key employees, etc.

Be sure to include this tool in your research efforts before going in to interview with a prospective employer. Displaying your knowledge of the information to be found there may be just what's needed to position you above your competition! It could also be put to good use in writing a cover letter to accompany that dynamic executive resume you are submitting. Nothing makes a hiring executive sit up and take notice more than a candidate who shows far more than cursory knowledge of the company, its competitors, its challenges and opportunities.

Free Advice for Your Job Search ... Interviewing, Resume Writing, etc.

This simply cannot be beat! If you would like some free pointers on how to write your executive resume, how to ace that interview, or just general job search techniques, you will want to visit the CareerHub blog. With a click of your mouse you may download any one or all of the free PDF eBooks authored thus far by the group of leading career experts who are contributors to this blog. More are expected to be published at intervals, so you'll want to check back frequently.

I also recommend browsing the site as a regular part of your career development research. It is brimming with insightful commentary and strategic advice you will find invaluable in your employment search.

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Don't Drop the Ball After the Interview!

Much as we might like it to be, executive employment search is not simply a matter of creating a high-impact executive resume, landing an interview, and going home with a great job offer. Particularly at executive level, hiring decision-making is a relatively long-term process with a series of steps leading to the offer. All along the way, others are aggressively vying for the attention of the hiring authority, making follow-up after each and every phone or in-person interview critical to ultimately landing that offer.

As soon after the interview as possible, you will want to develop or have your executive resume writer craft for you a well-thought-out, focused, and explicit thank-you letter. Ideally this letter should be sent within 2 to 3 days after the interview. Covered in the letter should be either your anticipation of the next step indicated to you in the interview, or a request for information on next steps. You'll want to cover what you perceive as key qualifications covered during the interview, and why yours are a perfect match. This is also an excellent opportunity to provide some insights into issues the company is facing and outline (in broad strokes) strategies that you recommend and would be pleased to implement for them.

In this letter you will also want to let the interviewer know that you will be following up by telephone, and give them an approximate timeframe in which to expect your call. This call will be a brief, friendly conversation to express your continued interest, offer to provide any additional info they may need, and inquire about next steps. This would not be the time to discuss specifics covered in the interview; rather your goal is to reinforce that you have a strong interest in the position and are eager to move on in the process.

Once you have had a good interview, don't drop the ball and miss out on a potentially great opportunity! The executive who follows up well will more than likely emerge as the winner.