If you’re vying for a position at a company, there is a fine line you must walk between looking like everyone else and being so different you don’t fit in at all.

Here’s a few simple ideas I can suggest for getting around the gatekeepers, receiving straight feedback, and (if you’re right for it) the job.

• Research: Candidates who do their research on their target company immediately jump ahead of the rest when all skills are equal. And, don’t just regurgitate what the website says, dig deeper. Find out competitors, read analyst reports, blogs, insider opinions or comments left around the web by employees. Really look into the organization!A key research item people don’t consider is the people who you may know that work (or have worked) for that company. Respect their time (a.k.a. buy them lunch) and see how they would recommend you move forward with approaching the company.
• Focus your Message: No joke, I received a resume today that said, “Objective: Any management position anywhere in your company.”  I have no idea what the rest of the resume said because I moved on instantly.Your goal is to coordinate all of the various skills and items on your resume into a cohesive, easilly-digested, sugar-coated tablet of skilled resume goodness. It needs to be an authentic representation of who you are (and what you’ve done), but it also needs to easilly/bluntly/obviously answer the question: “What will do you do for me that nobody else can do?”The most-crucial step of focusing your message is to also focus on your target audiences*! Will you speak to a recruiter first? A hiring manager? A gatekeeper of some other sort? If you’ve done enough research, this should be clear.* I made “audiences” plural on purpose. Don’t think for a second that your messaging to the recruiter and the VP should be the same!
• Consistently Deliver the Message: Red flags get drawn all over your application when your story seems to change without rhyme or reason.Know your availability, know your schedule, know your salary expectations, and above all, know your elevator pitch – cold.Your presentation to whoever you speak with, on the phone, by email, or in-person, should reflect both the intensity and passion you want to bring to the job, plus your humanity and personality that would make working with you a breeze.Candidates who shift their message, or push too hard with their message, are equally as likely to be turned down as candidates who don’t have a rational message at all.

What other things have YOU done to find success with standing out from the crowd? Please share!

Checkout medical jobs at Health Jobs USA.

Angel Matos is led away by his coach after kicking the match referee

And, sometimes, things simply don’t turn out as you planned it. But, like most things in life, its not what happens to you, but how you react to what happens that matters. And, yes, there is a right way and a wrong way to handle job-search defeat.

… and there’s also a very wrong way.

I thought of this when I learned about Cuban Olympic Taekwondo competitor Angel Matos, who lost his match due to what he felt was an unfair disqualification… he took too long for a medical injury break.

Feeling that you were disqualified unfairly is one thing, but how he reacted to the disqualification is totally something else, and totally inappropriate:

From AP: “Cuba’s Angel Matos deliberately kicked a referee square in the face after he was disqualified in a bronze-medal match, prompting the World Taekwondo Federation to recommend he be banned for life.”

Angel Valodia Matos (L) kicks Taekwondo Referee Chakir Chelbat of Sweden after being disqualified from an olympic match

Matos was winning 3-2, with 1:02 left in the second round, when he fell to the mat after being hit by his opponent, Kazakhstan’s Arman Chilmanov. Matos was sitting there, awaiting medical attention, when he was disqualified for taking too much injury time. Fighters get one minute, and Matos was disqualified when his time ran out.

Matos angrily questioned the call, pushed a judge, then pushed and kicked referee Chakir Chelbat of Sweden, who will require stitches in his lip. Matos spat on the floor and was escorted out. [Source: NBCOlympics.com]

Watching video of the altercation makes it clear Matos was warned of the timing, and apears to have been disqualified fairly.

In terms of job searching, there are countless reasons why a company may have disqualified you from landing the current position. Whatever they tell you may seem trite or even insulting… if they deliver the news at all.

But again, it’s how you react to the dissapointment that can make all the difference. Here’s some possible reactions that might not land you a job there, but will ensure you don’t get “banned for life” in terms of possible employment by that company, or the people who work there:

1. Thank them graciously.
   Some thoughtful, but simple thank-you notes to those who interviewed you could go a long way to making sure you aren’t a sore loser. Keep it very simple:
   Mary,Thank you for considering me for your position. Sorry it didn’t work out this time, but I am glad you found the right match. Good luck with your endeavors and please let me know if there is anything I can do for you in the future.

   Take care,
   [Signature & contact information]

2. Don’t go away mad, but please… go away.
   For some, thank-you notes might seem too out of character. No problem. But, emails or voicemails pleading or begging for another chance just adds insult to the situation–for you, and the company that turned you away.Just let it go. Really, it’s better that way.
3. Don’t let grudges develop.
   If you see these people at events or other functions, be cheerful and cordial. Ask a polite question about the project you were being considered for, but BEWARE not to show off, or get overly exuberant with your former would-be employer that you end up making a fool of yourself (think: lampshade images from company christmas party-kind of foolishness).Be courteous and genuine, but be BRIEF. Wish them well, and be on your way.

What do you think? How have you handled losing a job opportunity better than Matos lost his gold-medal opportunity?

You’re a busy professional. You have a lot on your plate, your team is working overtime, and that ugly deadline is fast-approaching.

Finally, the recruiter calls you with an interviewee. They send over the resume, and you skim it, but mostly, the recruiter sounds confident this person is the match, so you have them setup the interview.

Days go by, and your calendar reminds you that your interview is about to start in 5 minutes.

“Oh, yeah…. the interview…” you say absently as your mind races to find the resume you are sure you printed off.

After a few minutes of fumbling, you think to yourself, “hey, its not my interview… they should have a copy of their resume, if they want this job…” and you head down to the lobby to meet them.

Sound Familiar?

If it does, then you’ve got a serious train wreck about to occur. You, being unprepared for an interview, may be the absolute worst thing you can do for your company apart from posting those New Years Party photos on the Internet (you know, the ones that mysteriously appeared on your camera).

Here are three things hiring managers often forget when they are interviewing and, yes, these things really do matter:

1. Read and annotate the resume beforehand:
   Chances are, they spent hours, and possibly some money on getting that “resume.doc” in your email.
   • Are you sure everything they say is real? Is it relevant?
   • What can you learn about them by the way they phrased the objectives and accomplishments of their last three positions.
   • What does their cover letter really say about them?
   • Don’t you think you should make a note to clarify what they mean by “some coursework completed” next to their claim to a Harvard MBA?
2. Prepare Questions:
   If you don’t know what you’re going to ask, the truth is, you won’t ask the right ones. “Going with your gut” should be reserved for the craps table, not your organization’s retirement account’s future.
3. Pay Attention to them:
   The interview is as much of an opportunity for the candidate to investigate YOU and your company. If you rush through, don’t seem interested in them as a human being or that you’re not really listening, they will translate that to mean you will overwork them, not appreciate them and, in the long-run, they won’t be satisfied with working for you very long.

Summary:

By their 30s, most people have had enough “bad bosses” to write long, lengthy books on the matter (not fun, nice-to-read books, but enough content to fill them up!).

Make no mistake about it, before they make any kind of move at all, superstar employees today are sizing you up as what kind of boss you are going to be.

Superstar talent want thriving, engaging, challenging environments and bosses that will help them thrive and flourish and introduce them to the right people that will help them make the next two or three career moves.

The upside, for you, is that you will forever be known as “the one who finds the superstars”. Don’t forget, when that new hire is getting recognition from the top level of the company, YOUR NAME will be in lights right alongside them… but, the slightest whiff from you that you don’t care, you’re “very busy”, or that you don’t appreciate or value what they, as a human being, bring to the table… well, kiss the chance to hire that person goodbye.

Isn’t that worth 10-15 minutes of prep time on your part, and asking two or three relevant “human” questions during your interview?

The key is to control what you can control, knowing that you are as ready as possible. Here are some other tips to help you out:

1. Attend to your surroundings.
   Taking a tip from Penelope Trunk, make sure your surroundings are right. Be ready, place and time. This is a crucial first step that many people overlook. Life is busy, but being ready speaks a lot:

   “Don’t take the interview when you are at your desk and can’t talk freely. Don’t take the call when there is too much noise in the background. And don’t walk from one place to another because the breathlessness that comes from walking and talking at the same time subconsciously conveys lack of authority to someone who doesn’t know you.”

2. Keep Notes at the Ready
   This is an excellent benefit to phone interviews… you can keep NOTES!

   Maureen Crawford Hentz over at QuintCareers says it like this. You should “consider keeping some notecards or an outline in front of you to remind yourself of key points you want to cover with the interviewer. You don’t want your responses to sound scripted, but you don’t want to fumble for important points either. Do also have your resume in front of you so you can remember highlights of your experience and accomplishments.”

3. Get Some Practice

   Alison Doyle at About says, “Talking on the phone isn’t as easy as it seems. I’ve always found it’s helpful to practice. Have a friend or family member conduct a mock interview and tape record it so you can see how you sound over the phone. Any cassette recorder will work. You’ll be able to hear your “ums” and “uhs” and “okays” and you can practice reducing them from your conversational speech. Also rehearse answers to those typical questions you’ll be asked. “

4. Know your skeletons
   Nobody’s perfect, but everyone has reasons things happen. Be ready to answere questions about things like “job hopping, being fired. Avoid weak excuses. NEVER CRITICIZE YOUR FORMER EMPLOYERS.Role-play and rehearse your responses to difficult or uncomfortable issues that may come up in the conversation.” [Source: HimJobs.com]

Don’t lie. Admit when you don’t know something… but immediately prove to me that you can assemble the resources to get it figured out.

This is the age of Google, not Brittanica.

You don’t have to be a ‘Know It All’, but you should be a ‘Know How to Find-out It All’.

Funny thing is, like most “advice”, it sounds pretty plain and, well my millenial little sister would simply reply with “duh…”

But maybe someone will take value from it. What do YOU think? Have you ever LIED in an interview?

Girl Geek discussion at BarCamp London

A few days ago, I was part of an interesting conversation. I had a lunch meeting with three managers of a department for one of my clients. One (male) had just completed several first-round interviews with candidates I had provided. Another manager (female) asked him a very simple, but awkward question:

How many girls did you hire?

Of course, I chimed in quickly that our candidates are selected solely on skill-match, qualifications, education and relevant experience and NOT on their gender… which is the truth.

However, a few days later that comment is ringing in my head.

Its not that I have never recruited a woman to fill a job… we do it a lot… but there is no denying it that, if I was to take a look at the gender of my candidates, most of them are male. Of course, I don’t TRACK that sort of thing in my office.

Also, my company is likely one of the most fair/balance organizations I’ve ever worked for in terms of men/women employees…

About a month ago, Gizmodo published a story reporting that Girl Geeks are “On the Rise”

the male-dominated era of technology and gadgets may be coming to an end. Some activities, such as using a DVR to record a TV show, or streaming movies or games, are more popular amongst women than men.

But, when it comes to filling technical jobs with a balanced number of male/female candidates, where ARE the girl geeks?

I have a few theories:

• My recruiting processes are structured in such a way that our jobs are just not interesting to female applicants?
• Girl Geeks have secret clubs that they tell nobody about… and they share their jobs with each other only.
• Girl Geeks have a drive and purpose that is different than the current bulk of candidates I work with. It appears that many professional women I know have a strong entrepreneurial “I can do it myself” streak… maybe “workin’ for da man” (pun only half-way intended) is even LESS interesting to women?

Please comment, below… especially if you are a girl-geek and you have some insight for me?  I would especially like to know if, as a woman, you feel the existing job-search “system” out there is unfair to you, and why…

Jessica Petersen, Senior UI Designer at local tech company Omniture, posted the following to the local Utah Graphic Arts Foundation email list, which I think is a great set of rules for interviewing if you’re a graphic designer or otherwise vying for a creative position. With her permission, I share what she asked of the group. Your feedback is appreciated!

I have interviewed candidates for design positions within my organization for quite some time. It is my opinion that every good designer should always follow these rules when interviewing:

1. Always send samples of your work when applying for a position. Your design is what sells you!
2. Prepare yourself. Be ready to think on your feet.
3. Bring a copy of your resume.
4. Bring your portfolio - preferably in print format. (Yes, even web material. Don’t assume your interviewer will have a computer on hand.)
5. Consider bringing a giveaway so that the interviewer will remember you. (Business card, CD, etc.)
6. Always send a thank you email/note after the interview.

I have performed numerous interviews outside of Utah, in which all of these items are quite standard. So, I was shocked to say the least, when candidates did not come prepared.

Has anyone else had this experience? What are your thoughts on interviewing for a position? Do schools in this area prepare students for interviewing for a design position?

Thoughts? Comments? Please leave them!