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191 | State of HR | Paul Wolfe, Indeed

Episode 191 is live! This week, we talk with Paul Wolfe in Austin, Texas.

Paul is the Senior Vice President of Human Resources at Indeed.com. He oversees all global human resource functions, including talent acquisition, employee retention, compensation, benefits, and employee development.

On today’s episode, Paul shares:

  • What makes a “best job”? What are job seekers really looking for?
  • What is Indeed doing to help employees of all abilities thrive?
  • Are there any new trends in HR that we should be on the lookout for?

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about the latest tips and research from Indeed, check out their blog at Indeed, including their recent article on the Best Jobs in the U.S.: 2019.

Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other job seekers to find the show!

Would you hire you?

When it comes to being interviewed, there are a few rules that must not be broken. You must show up on time, every time. You must be prepared. You must look nice. You should have studied the job description. You should have learned about the company – inside and out. You should have extra copies of your resume. You need business cards. After the interview, you must send thank you notes.

As a job seeker, if you break any of these rules, you’re out. Showing up ten minutes late for an interview is a likely death sentence in the world of interviewing. It’s game over. You just cannot break these rules.

However, on the flip side, we don’t ask for the same level of preparation or commitment from the interviewer. It may be because the interviewer is essentially the buyer. The job seeker is simply what’s up for purchase. Job seekers are like a sweater, and almost disposable. As a hiring manager, we want to try a few sweaters on and see which one seems to fit. We don’t have to think about how the sweater’s feelings.

I have seen countless interviews where the interviewer is fifteen, twenty, thirty, and over sixty minutes late. There is an expectation that if the job seeker wants the job, they will be waiting patiently when the interviewer arrives. The interviewer holds the cards. The question becomes, “Do you want the job or not?”

Not only does the interviewer often arrive late – they are also often unprepared. They come without a copy of the job seeker’s resume. In fact, they haven’t read it. They may not even be sure which job the candidate is interviewing for.

So, let me ask you – if the tables were reversed, would you hire someone who was late and unprepared? Would you hire someone who didn’t know what they were interviewing for? Me either.

One of the biggest topics in the hiring world this year is ghosting. Candidates are skipping interviews. They aren’t showing up on their first day. They’re disappearing without a word.

I’m sure there are many reasons ghosting is happening. But, I have to wonder if the unequal relationship presented during the hiring process has anything to do with it.

It goes back to treating others the way you want to be treated. When you’re interviewing a candidate, take the time to think – if the candidate treated me the way I’m treating them, would I hire them?

This rule also applies to questions asked during the interview. So often, I have observed the interviewer ask the candidate rude and demeaning questions. They sometimes take on an adversarial tone. How would you feel if the candidate spoke to you in this way? Would they be your first choice?

Although it is sometimes less clear, a candidate is (and should be) evaluating the company just as much as the company is evaluating them.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in iTunes or Stitcher.

Happy hunting!

Angela Copeland
@CopelandCoach

 

190 | Software Engineering Interviews | Sam Gavis-Hughson, Byte by Byte

Episode 190 is live! This week, we talk with Sam Gavis-Hughson in New York City.

Sam is an interview coach at his company, Byte by Byte, that specializes in helping software engineers excel at technical interviews.

On today’s episode, Sam shares:

  • What is the hardest part about interviewing for a computer programming job
  • How to prepare for a coding interview
  • How important it is to be up to date on technology lingo

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about Sam’s work, check out his company website at byte-by-byte.com or his book Dynamic Programming for Interviews

Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other job seekers to find the show!

The Salary Riddle

There’s a riddle hidden at the end of job interviews. As a candidate, you show up to an interviewing believing you’ll be talking about fit. And, you do – at first.

You go through your work background. You give your elevator pitch. You explain why you want the job, why you’re looking for a job, and what would make you a great candidate. You cover the basics.

If things go well during the interview, you assume you’ll go to the next round. But, before you do, there’s usually a riddle standing between you and interview number two.

You must correctly guess the answer to the question, “How much money do you want?”

To the company, this is a simple question. They have a budget and they need to know if you fit in it. The problem is, different companies pay different amounts for the same job. I am beginning to think that many companies aren’t aware of this fact. Or, they assume the job seeker is tied to a specific dollar figure.

There are layers of problems to giving a salary number. You don’t know what the annual bonus is going to be yet. The target bonus could be zero percent or 45 percent of the base salary. You don’t know yet what the 401K match might be. You don’t know if there are other perks, like stock. You also may not know yet how big the job is. These things should all factor into your estimation of how much a job may pay.

The other issue is this. Many job seekers aren’t tied to a specific salary – especially not twenty minutes into learning about the job. Many job seekers are looking for overall fit. And, they might accept less at an organization they really love, or for a job that has a different set of responsibilities.

Guessing a salary is like throwing a dart with a blindfold on. If you work in a field with a narrow salary range, you might hit the bullseye. But, in many industries, a pay band can be as much as $100K wide. If you happen to guess too low or too high, the company will very often eliminate you. They will assume that you are not a match if you don’t guess within a few thousand dollars of their target.

If you’re a candidate, be prepared. Do as much research as you can ahead of time, so you’ll be prepared to make your best guess. You can also ask the company if they’re willing to share the pay range with you (after they ask your requirements). They will sometimes do this.

If you’re a company, consider adding your pay range to the job description. Consider being up front about it. Ask the candidate if they’re comfortable with the pay range. It’s a much better hiring tactic than asking the candidate to guess a riddle they are unlikely to solve.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in iTunes or Stitcher.

Happy hunting!

Angela Copeland
@CopelandCoach

 

189 | Get That Job! | Thea Kelley, Interview Coach and Author

Episode 189 is live!

This week, we talk with Thea Kelley in San Francisco, California.

Thea is an Interview Coach, and author of the book Get That Job! The Quick and Complete Guide to a Winning Interview.

On today’s episode, Thea shares:

  • What makes up a good elevator pitch when we are asked about ourselves
  • How to handle inappropriate or illegal questions
  • What to know regarding body language and attire

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about Thea’s work, you can find her book on Amazon: Get That Job! The Quick and Complete Guide to a Winning Interview.

Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other job seekers to find the show!