Word fence’s Mark Maunder’s Security blog is a timely warning on an effective technique being used by hackers to obtain your information.
Maybe time to change your password?
Check if your email address has been hacked in any major data breach, including LinkedIn’s of May, 2016. See: https://haveibeenpwned.com to check your status.
In recent years, many companies have become more community-minded, concerned with
preserving the environment through reducing their carbon footprint, serving higher goals
beyond the main one of profitability.
People who want to work in companies where they feel their contributions are meaningful are attracted to firms that have corporate missions focused on giving back to their community and society. Idealistic attitudes are a driving force, with the newer generation considering socially responsible employers as attractive places to work and see their careers progress.
“If one advances confidently in the direction of his dreams, and endeavors to live the life he imagined, he will meet with a success unexpected in common hours.” – Henry David Thoreau
In looking to connect with a potential employer, think about who has the power to hire you. If you work in operations for example, then the management levels of Operations include Operations Manager, Regional Manager, Operations, Director and VP, Operations. The logical hiring power is the person who has the line authority to hire you.
Direct approaches to these individuals through telephone contacts obtained via Google
and other online research helps to target the manager who best understands the value of
your experience, knowledge and skills.
It is both courteous and in your interests to send your resume to the line manager and the
company’s human resources manager. The HR department is aware of other potential
hiring opportunities within the organization.
What motivates you to join the new employer may not reflect what their motivation is to hire you.
Many times, I hear from people who are disappointed with their career progress; what they hoped for in joining a new employer did not come to pass. You may choose to accept an offer of employment because the future seems brighter there and with more chances for advancement. They, on the other hand may be hiring someone to remain static in the position to provide longer-term stability to a department. Clarify your career prospects to make an informed decision.
Ask questions to establish what the future holds:
- “Where can I progress to within the company in the future?”
- “What is the next step in my career path from this position down the road?”
- “What advancement opportunities are there in the future?”
Other considerations when choosing a new employer:
- Do you identify with what they stand for?
- What do competitors say about them?
- What degree of respect have they earned in their particular industry sector?
- What do former employees have to say about them?
- How much turnover do they have in the position you are being considered for?
- Who among your business colleagues have dealt with them as a customer or supplier?
- How were they treated?
- How closely do you identify with their corporate mission statement and business philosophy?
You owe it to yourself to make sure that your career expectations are in line with the goals of the company insofar as you can. The interviewing process is like a courtship and the good feelings generated need to be balanced with an objective assessment of the company’s culture, reputation and objectives.
Why is one person chosen over another when both may have almost equal qualifications and experience?
Very often, a hiring decision is influenced by how the interviewer/s feel about the person that they select. After all of the testing, panel interviewing, assessment and evaluation, it can simply boil down to the decision-maker’s gut feeling. What influences that gut feeling invariably goes back to the attitudes and values that were expressed in the first and subsequent meetings – first impressions count.
Employers not only want to believe that you can do the job and have the knowledge and experience to handle the challenges that may arise; they want to believe that you will fit the team. They also want to see reflected in you those attitudes and values that they feel comfortable with. An employer wants to reduce the chance of friction between team members, and will look for people who harmonize with the work group’s ethics and team spirit. In addition, there may be a broader corporate personality or image by which a firm is perceived in the marketplace, and the hiring manager may look for attitudes and values that mirror that image in the marketplace.
How do you determine whether your own attitudes and values are in harmony with those of the potential employer? Ask what attitudes and values the interviewer feels are necessary to do the job and fit the team. If they have different expectations than what you have to offer in attitudes and values, it is best to know this at the beginning. You won’t help yourself in the long-term by pretending to be what they want, just to get the job.
5 ways to determine the right fit:
- What are the personal qualities that the employer deems are necessary for someone to succeed in this job?
- What is the management style of the executive hiring you?
- How do they respond to a question about why people like to work at this company?
- How do they describe the team dynamic?
- What does their mission statement or corporate philosophy highlight as their approach to business?
At the end of the day, it is people working in cooperation with each other that determines the team’s cohesiveness and strengths. Take your time to explore this vital area. The synergy created when different people who respect each other join forces to work together produces impressive result
Stay aware of factors that affect the business climate; the challenges of new technology, regulations, inventions, trade agreements, labour issues and shortages—anything which presents a new trend or direction that involves change. News articles that describe these issues are found in leading publications, and sometimes highlighted on the company’s website in their News Feed.
A page in our own site: http://buckleysearch.com/2015resources.htm links you to many trade journals where these topics receive daily and weekly exposure. Your market awareness and observations highlight your interest in the company and the factors that could impact on their business.
Your preparation, research and awareness of what is important to the company strengthens your appeal as a candidate, when they compare candidates with similar strengths and experience and have to make a tough decision on which one to hire.
- How do you see my experience and what you are looking for in the person you’re hiring?
- What do you think is the most important requirement for this job?
- What are you looking for in the person you hire?
- What qualities does the company look for in the people they hire?
- How would you describe the company’s work culture?
- What is going to be the most challenging aspect of the job on a daily basis?
- How will a typical day unfold in this position?
- What types of problems will I be involved in solving?
- Who will I work with inside and outside of the company?
- Why do people like working here?
Ending with an open-ended question allows you to gather information about their expectations, needs and business priorities.
This is another tricky question which probes for what is motivating you to interview for the job, and tells the interviewer if you have at all researched the company and understand who they are and what they do.
A few minutes spent reviewing their website, press releases, mission statement, community involvement and present progress helps you determine why you want to work for them, and gives you a rich resource of information on which to base your questions.
If it is because of their market position, the way they serve their customers, or the esteem in which they are held in the community, tell them that you identify with their style and methods of doing business. Point out the new projects they have, the causes they support that you identify with, the interest you have in joining forces and how your career path is inline with their corporate growth goals.
Invest time in learning about them and then ask questions to develop a deeper understanding about the company. This step puts you in a different light to applicants who do not see the advantages of exploring the company’s strengths and progress with the interviewer. It is an excellent way to create buyer interest in the employer because many people do not ask these types of questions.