by Angela Copeland | Aug 27, 2024 | Career Corner Column, Interview Questions, Interviewing, Job Search, Newsletter
Most job seekers have very strong feelings on one particular topic: job interview assessments. It is not uncommon in today’s job market for an employer to ask you to take an assessment. Yes, they may ask you to take a test.
An employer may ask you to “do a case study.” An employer may ask you to take an IQ test or to write a paper. Or, an employer may ask you to write a sample marketing plan.
Very often, I hear from job seekers that they feel that these assessment are ridiculous. Job seekers believe they are a waste of time. The company is asking the job seeker to do free work. And, many job seekers feel that companies do assessments such as these in order to steal their ideas. Job seekers often feel that their resume should speak for itself.
But, what if we think about the other side of this issue? Yes, assessments do take more time. And, when it comes to test taking, it could be debated that they are not always perfectly fair.
Assessments do however give a company a bird’s eye view into how you think. For example, what if the manager who hires you doesn’t like your ideas, or your working style? Doing an assessment may give you the opportunity to avoid a company that’s not for you.
Plus, it is not uncommon to compete against Ivy League graduates in a job interview. If you only needed a resume, the Harvard graduate might win every interview. An assessment can allow an underdog candidate to be taken more seriously. It can show a hiring manager that you understand their business, and are willing to work hard.
I once used an assessment when interviewing candidates for a graphic artist role. Each person was asked to create an image. In fairness, I provided each person with a small payment for their work. But, this small project allowed me to clearly see who the most talented designers were. It allowed all bias to be set aside, and to focus on results.
Think of it this way. An assessment can help to set you apart from the competition.
And, on the topic of stealing ideas, I hate to break it to you. Your ideas are not that original. Neither are mine. It is not uncommon for two people to come up with the same idea. Not only that, a company cannot sustain on a few ideas that may have been shared in a job interview assessment. The likelihood that a company is interviewing you in order to take ideas from you is low.
Rather than be upset about an assessment, look at it as an opportunity. It’s your chance to shine, and it’s your chance to get a new job offer. Many candidates drop out on the assessment step. Be the candidate who takes a risk, and wins big. You might get the opportunity to implement the ideas you created.
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
by Angela Copeland | Mar 26, 2024 | Career Corner Column, Interviewing, Job Interview, Job Search, Money, Negotiation, Newsletter, Pay, Recruiter, Salary
It’s no longer socially acceptable for a company to ask an interview candidate how much money they currently make. It’s also not terribly good to ask the candidate how much they want to make. These days, the standard is to share the pay range for the role. Then, the candidate can decide whether or not the range is acceptable.
In the past, recruiters would argue that asking questions like these made sense. They wanted to know if the candidate was “within their budget” for a particular role. In reality, if the candidate provided a salary number at the low end of the range, they would be paid on the low end of that range. And, they might not ever know it.
Fortunately, many states across the U.S. have agreed that this practice is not okay. It’s not fair. And, it allows pay disparities to continue, and to grow. In other words, if you are currently underpaid, and your future salary is based on your current salary, you will continue to be under paid in the future. If a company pays a fair market rate, then you have a better chance of making what your skillset is truly worth.
Unfortunately, not all recruiters have gotten this message. When a recruiter shares that they have been working as a recruiter for over thirty years, you can bet there’s a decent chance they aren’t playing by the current rules. They will continue to ask questions they should not.
Unfortunately, as a candidate, there’s not much you can do about this issue. If a recruiter asks your salary and you don’t provide it, you’ll likely be eliminated from consideration. You’ll be perceived as difficult, because you aren’t willing to go along with this outdated line of questioning.
The good news is, you can decide not to work with a particular recruiter. You can decide you won’t participate when something like this occurs. There are many recruiters who will care about the candidate experience, and who are willing to follow the laws and this current way of interviewing candidates.
In addition to questions that a company is not allowed to ask, there is a question that candidates are allowed to ask. In certain states, it’s the law. A candidate can ask the company what the pay range is for a certain position. The company should be willing to provide the range. This gives the opportunity for the candidate to share with the company whether or not the range provided is one they are interested to pursue.
Sadly, this is another area where some recruiters are trying to do their own thing. When asked for the range, it is not uncommon for the recruiter to respond with, “My company hasn’t set a range for this role. We’re trying to see what the market will bear.” As you can imagine, this is most not likely accurate and is an antiquated way of interviewing candidates.
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
by Angela Copeland | Jul 18, 2023 | Career Corner Column, Interview Questions, Interviewing, Newsletter, Salary Negotiation
When you’re interviewing for a job, a company may want to meet with you from two times to ten times before they make their final decision. The entire process is time consuming. But, through all of these interviews, it could be argued that one of the most important conversations happens in the very first interview.
At the time, the first interview may not seem too significant. It’s typically conducted by a recruiter who works for the company. The conversation may feel like a checklist. The recruiter will ask straight forward questions, such as why you’re interested in the job and when you’re available to start working.
Then, the recruiter may ask you how much money you currently make, or how much money you’d like to make. The question can sound reasonable. Unfortunately, answering this question may hurt you.
For salaried roles, companies typically have broad salary ranges. This allows the company to pay more or less based on factors such as experience. It also allows the company to pay less if they know the candidate currently makes less. In other words, if your current salary is low and you share it, the company is not incentivized to pay competitively. This can happen even if your market rate is higher.
At the other extreme, if you are highly paid today, you may eliminate yourself from the consideration set before the company gets to know you. In some cases, a company cannot increase the pay beyond their existing budget. But, in others they can. The only way to find out is to make it all the way through the process.
Rather than disclose your current pay, ask the recruiter if they are willing to share the pay range for the role. In most cases, this request is no problem. When it happens, you can simply share that you are (or are not) in the same general ballpark.
In the meantime, research what the company pays on your own. Look on websites such as Glassdoor.com, where you can look up pay by title and company. Glassdoor shares base pay and bonus pay information for the positions it reports on.
If you approach salary negotiation this way, you reduce the chances that you’ll be underpaid in the future.
Most companies are also beginning to realize that this technique of asking for salary is not entirely fair. Over the past ten years, the laws around salary disclosure have evolved. These changes, such as requiring the company to disclose the salary in certain states, are in place to help make the workplace fair.
There is one exception to this advice. If you find yourself working with an external placement firm, this approach likely won’t work. Unfortunately, they very often have a rule that you must disclose your salary before you meet the company.
Do your homework. Find out your worth. Practice your answers to salary questions, so you’ll be ready for your first interview.
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
by Angela Copeland | Jul 6, 2023 | Career Corner Column, Interviewing, Job Search, Newsletter, Rejection
Receiving a rejection after a job interview can be devastating. Whether you had three interviews or ten, you were all in. Otherwise, you wouldn’t have snuck away from your existing job to interview. The process of interviewing for a job is a lot like dating. The longer it goes on, the more you can picture your new future. You begin to layout plans in your mind.
It’s not hard to do this. In fact, it’s natural. In the first interview, you’re expected to share how soon you are able to start working. And, through the process you are often ask to lay out your ninety day plan. You’re asked to design the strategy you might later implement. In order to perform well in a job interview, you must picture yourself in the new role.
Unfortunately, this comes at a high personal cost to many job seekers. Job interviews with one company can often span over multiple months. I’ve personally observed interviews as long as six months. You jump over hoop after hoop. You connect with your new team. The problem is that many companies take more than one candidate through this grueling process. It is not unusual to have at least two, if not three, finalists.
It’s also not uncommon for the company to tell you that you’re definitely getting the job. They do this because they feel optimistic in the moment. They do it to keep you engaged in their months-long interview process.
If the company hires someone, all other candidates are rejected. But, sometimes the company chooses not to hire anyone at all. To be honest, many companies look at interviewing candidates like you might try on shoes at a store. If they aren’t a perfect match, they put them back and go about their day. Rarely does a company truly understand the impact to the individual job seeker.
But, this doesn’t make it hurt any less. It often makes the job seeker question their identity. You may find yourself wondering if you took a wrong turn somewhere. You will very likely grieve the loss of the future you would have had. You feel the pain of being stuck in your current situation.
Know that these are normal emotions. If you weren’t all in on a company, you wouldn’t land the job interviews. And, it’s a real loss. But, it doesn’t make you any less of a professional. It doesn’t mean you should change your career path. If you made it to the final round, realize that you did a great job. And, if the company gives you an excuse about why you weren’t selected, remember that it’s an excuse. It may or may not be accurate.
Whatever you do, keep going. Keep applying. Keep interviewing. Grieve, but keep moving forward. And, don’t give up on your dreams. One company having a disorganized, insensitive interview process is not a reflection on your own career potential.
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
by Angela Copeland | Mar 8, 2023 | Career Corner Column, Interviewing, Job Interview, Job Search, Newsletter
One of the biggest misconceptions that we have about job interviews is that they’re fair. Going through an interview feels a little like taking a test at school. And, we’re taught to believe that enough preparation could help you to overcome any obstacles. Being great at answering questions will help you put any objections to rest. I wish this were completely true, but there’s more to the story.
Job interviews are like anything else in life. Sometimes they’re fair. But often, you can’t see the entire picture. Unfortunately, when you believe you’re taking part in a fair process, you may put forth all of your energy in order to ace one interview. When the interview doesn’t work out, we take it personally. We believe there must have been something we could have done differently. We assume it was our fault that we didn’t get the job.
Sure, it’s possible to mess up a job interview. It’s possible to completely be rejected with the wrong attitude. But, you can also do everything right and not land the job. On the other extreme, you can land a job for virtually no real reason. I once knew someone who landed a technical computer job because they were a great golfer. It’s hard to compete when you didn’t know golf was a requirement.
So, where does that leave you? Does it mean that you should just give up? No, it doesn’t. But, it does mean that you have to try to separate yourself emotionally from the process. It’s hard to do. I struggle with this myself. But so very often, there are things going on outside of your control that have nothing to do with you or your talent – and they often have little to do with your interview performance.
So, first, separate yourself emotionally as much as you can. Realize that job searching is a numbers game and consider changing your approach. Rather than applying online, look for creative ways to contact the hiring manager. When you land a job interview, you should do your best to prepare. You should know your elevator pitch, why you believe you are a fit for the role, and basic information about the company. If the interviewer likes you, this should be enough preparation to get you past the first screening.
For the sake of your mental health (and being able to sustain multiple first round interviews interviews), you should avoid pouring your entire being into preparing for a few round interview. I know that this is somewhat counterintuitive. But, the more time you spend focused on one interview, the more devastated you will be if you don’t get the job. And let’s face it, you often have to get a number of rejections before you’ll get to a yes.
Realize that the process is broken; not your resume. Keep pushing ahead. After all, winning at job search is in fact a numbers game.
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
by Angela Copeland | Oct 25, 2022 | Career Corner Column, Interviewing, Newsletter
Happy Halloween! In celebration, I want to share one of my frightening job interview stories.
Years ago, I interviewed for a job in Pittsburgh. I flew in late at night, with the interview scheduled first thing the next morning. As I unpacked, I realized I had forgotten the pants to my suit. My mind was racing as I went through the options of what to do.
Could I wear the pants I’d flown there in? No, they were sweatpants. Could I call a cab to take me to a mall? No, it was late and everything was closed. Could I have a pair of pants shipped to me from home? No, all the shippers were closed for the day.
This brainstorming went on for an hour. I wracked my brain as I tried to think of a creative solution to this big problem.
It turned out, packages could be dropped off directly at the airport until around midnight for FedEx, and could be delivered by six the next morning. The only catch was getting the pants to the airport.
My apartment manager was the only one with a key to my apartment, but I didn’t have her phone number. So, I called a neighbor who was friends with another neighbor who had a dog that the building manager walked every day. I knew he would have the building manager’s phone, and I knew my other neighbor had the dog owner’s phone number.
After a few calls, I found the building manager’s phone number. I called and asked her to give my key to a friend who was willing to drive the pants to the airport. My friend entered my apartment and called to locate the correct pair of pants. Then, he drove them to FedEx, and mailed them.
Afterward, I alerted the hotel desk to contact me the moment the pants arrived—which they did. The interview went smoothly and nobody noticed anything unusual.
One of the questions they asked was, “Tell us about a time you encountered a problem and were able to find a creative way to solve it.” It was the perfect opportunity to share my story. The interviewers were both surprised and impressed. What started as a nightmare turned out to be a big win!
I don’t remember if I got that job, but I do remember that the interview went well.
The lesson: When it comes to job interviews, don’t expect everything to go perfectly. There’s often something that will go wrong. If you can plan on that thing, it’s much easier to roll with the punches and have a positive experience.
Interviewing is not about answering every question correctly. The hiring manager is more likely to remember how they felt about you than how you answered each question. It’s like going to a live comedy show. You don’t remember each joke, but you remember whether you had a good time.
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
Most job seekers have very strong feelings on one particular topic: job interview assessments. It is not uncommon in today’s job market for an employer to ask you to take an assessment. Yes, they may ask you to take a test.
You must be logged in to post a comment.