Career Tools Interviewing Series Bonus Casts: Recent Episodes
Michael Auzenne and Mark Horstman
The third installment of our series on how to choose a company.
In the first cast in this series, we talked about the factors to consider when choosing a new company. Now we’re going to work through each in turn and help you with the questions to ask yourself when trying to decide what you need to be looking for.
The second installment of our series on how to choose a company.
In the first cast in this series, we talked about the factors to consider when choosing a new company. Now we’re going to work through each in turn and help you with the questions to ask yourself when trying to decide what you need to be looking for.
Our guidance on how to think about your experience and your next steps.
In this cast, we’ve chosen four resumes from those which were sent to us, and analyzed them for what that person’s next step choices are. All the resumes have been anonymized and given the names of characters from TV shows.
The commencement of our series on how to choose a company.
When we’re fed up at work and looking idly for jobs, or when we’ve become unemployed, we can’t imagine choosing a company. We just want to get out, and anything will do. Smart people though, take time to think about the companies they could work for and why some of those may be better or worse. Then they set about cultivating contacts at that company. In this guidance, we’re going to review the factors to consider.
The commencement of our series on how to choose a company.
When we’re fed up at work and looking idly for jobs, or when we’ve become unemployed, we can’t imagine choosing a company. We just want to get out, and anything will do. Smart people though, take time to think about the companies they could work for and why some of those may be better or worse. Then they set about cultivating contacts at that company. In this guidance, we’re going to review the factors to consider.
Our guidance what you need to know about interviewing on Skype.
This is the second cast we’ve done about interviewing on Skype. In between, these interviews have got more prevalent – some first screens are done by Skype now. It’s cheap, easy and convenient for the companies who use the technology. It’s a little bit harder for the candidates, but that helps you. The more of the competition who fail at this point, the better for you. In this cast, we have four extra considerations for you when interviewing by Skype.
Our guidance on what to do when in a long-term job search.
Long-term job searches get people down. We know that. When you’re down, it’s harder to take the right actions, with the right frame of mind. So first, we’re going to recommend actions you can take to improve your state of mind. Then we’ll move on to increasing your opportunities for success in the job search.
Our guidance on accepting offers – how not to do it!
We covered how to decline an offer a while ago and we still got questions about how to accept offers. Then we published ‘Accepting an Offer’ and we still got questions about what’s okay and what’s not. This cast covers questions we’ve been asked about accepting offers and behaviors which are definitely NOT okay.
Our guidance on the constituents of an offer, and knowing when you have a complete one.
Many people tell us they've been made an offer of employment, and when we ask for details, they don't have any. If your offer doesn't have all the constituent parts, it's not really an offer, it's a suggestion. Here's how to know when you really do have an offer.
Our guidance on accepting offers – how not to do it!
We covered how to decline an offer a while ago and we still got questions about how to accept offers. Then we published 'Accepting an Offer' and we still got questions about what's okay and what’s not. This cast covers questions we’ve been asked about accepting offers and behaviors which are definitely NOT okay.
Our guidance on accepting offers.
We covered how to decline an offer a while ago and we still get questions about how to accept offers. It’s not just about saying ‘yes’. There’s the when and how of that yes to consider.
Our guidance on how to create a 90 day new job plan.
‘What will you do in your first 90 days’ is a common interview question – especially at mid and more senior levels. Whilst we can console ourselves that the Manager Tools guidance ‘fit in, fit in, fit in’ is right, interviewers tend to want to hear about action. Many of you want to take action too. So, okay, we give in. In this series, we’re giving you the areas where you can take action. In this cast: your role.
This guidance describes a simple way executive succession planning is often done, and the key to mastering it.
One of the ways that senior leadership positions are determined is by asking many senior leaders whom they think would be good in the role. Sometimes, this takes the form of asking the very people being considered for the position. The right answer probably isn’t what you think.
This is the fourth part of our guidance on how to deal with bad interviewers: those who are stony-faced.
We’ve addressed interviewers that do too much and try to take over your interview, or who are too in your face with their comments. But what about those that are too little? Those that don’t say enough or don’t respond to your answers? Those that are who give you no visual cues about whether they like you and you’re doing a good job? We’re going to address those in this cast.
This is the third part of our guidance on how to deal with bad interviewers; those that talk too much.
We started this series by addressing what to do when you don’t get a chance to tell the interviewer about your experience because they don’t ask the right questions. But what if the problem is not the questions, but that the interviewer doesn’t let you get a word in edgeways. In this cast, we’re going to address what to do when the interviewer is taking too much of the interview and not giving you a chance.
How to make find new relationships to help in your job search, using Google.
This cast came together as a result of two conversations. First, a forum post in which a member had taken a role below his skill level. The result was in 18 months of job searching and 50+ applications, nothing but rejection. When they read that, Wendii and Mark banged their heads on the desk and said: stop making applications and start talking to people.
That’s easier said than done, however, judging by an email we were sent. This person asked: I am embarrassed to admit I am blind to what good companies are in my area. I didn't realize it until you answered the first question about how to
identify a good employer. That is all the more reason to get started and
engage my network! Do you have any recommendations or contacts in this area
that may be able to help?
The answer was no, we didn’t. But we could google some good opportunities to meet people. How? In this cast we’re going to give you the first step. There’ll be more to follow.
This is another chapter in our guidance on how to deal with bad interviewers: those that are distracted.
Everyone has off days – and they sometimes fall on the day you’re carrying out interviews. Everyone has days when it’s all hitting the fan and the interviewees for that day are already on the way. Interviewers are human. It’s possible that they are distracted.
What can you do as the interviewee?
This is the first part of our guidance on how to deal with bad interviewers; those that ask bad questions.
The Interview Series has been our most successful product, and we regularly get emails telling us how the Series helped members get their dream jobs. However, we also get asked ‘what if they don’t ask those questions I’ve so carefully practiced for?’. What if the interviewer is a fan of those ‘stress’ interviews? What if she is distracted? We’re going to address some of those issues here.
First, though, a word of caution. A lot of these questions come from people who haven’t yet started interviewing. They’re imagining all the things that COULD happen. We’re not discounting the possibility – it’s certainly possible – but it’s unlikely. It’s even more likely that your interviewer is not deliberately bad, or nasty – just inept. If you want the shortest version of this cast, it would be give them a break, do your best, let the outcome go.
How to keep your current employer from finding out about your search for a new job.
We recently got an email from a listener which said: “I listened to your Job Boards cast, which said to post a profile of myself and my resume on 8 job boards. In your opinion, is this safe to do while I am currently employed? What if my company stumbles on my profile? Thanks!”
We have answered this question before, but in passing in other casts. So once and for all, how do you keep your current employer from finding about your search for a new job?
Our guidance how to effectively turn down an offer.
If you’ve only ever received one offer at a time, then the thought of turning down an offer might be quite odd. However, the more you listen to Career Tools and make yourself into a desirable candidate, and the more you listen to the Interview Series and ASK for offers, you will soon find yourself in the enviable position of turning down offers.
It’s totally possible to turn down an offer, continue to have a great relationship with the company and the hiring manager and get another offer from them later. Your aim is to decline the offer, gracefully and professionally, and avoid doing anything which irritates the hiring manager.
So, how do you do that?
Our guidance on what to do when you receive a counter-offer.
As the economy heats up, those of you in professions where talent is short will receive multiple offers for new roles. In addition, when you try to resign, your current company will counter-offer. That is, they will offer you more money, benefits, training or a promotion to stay.
In some areas of the economy, this is already happening. In our experience, the first time most people are counter-offered, they don't know what to do. This guidance addresses that situation.
The conclusion of our guidance on how to interview when the interview is conducted over Skype.
We have been getting questions about Skype interviews for some time, and the incidence of this type of interview will only get more frequent as time goes on. Whilst tele-conference interviews never became as common as was predicted – it was much harder to schedule and the technology was and remained much more expensive than expected – Skype is cheaper and easier to use. In addition, most of us have a computer at home which will run Skype, and most of us have webcams. Therefore, companies can expect the interviewee to have the requisite equipment at home, and that requesting a Skype interview doesn't cause an unnecessary burden.
So having put forward a case that you're likely to be asked to a Skype interview – and even more likely in the future, what do you need to do?
Our guidance on how to interview when the interview is conducted over Skype.
We have been getting questions about Skype interviews for some time, and the incidence of this type of interview will only get more frequent as time goes on. Whilst tele-conference interviews never became as common as was predicted – it was much harder to schedule and the technology was and remained much more expensive than expected – Skype is cheaper and easier to use. In addition, most of us have a computer at home which will run Skype, and most of us have webcams. Therefore, companies can expect the interviewee to have the requisite equipment at home, and that requesting a Skype interview doesn't cause an unnecessary burden.
So having put forward a case that you're likely to be asked to a Skype interview – and even more likely in the future, what do you need to do?
This cast gives our guidance on how to deal with role-play exercises in assessment centers.
Over the years, we've heard hundreds of people say 'I hate role-plays'. They say it at our Effective Communications Conference, and a couple of hours later, they are doing great version of a High D or C or whatever we have asked them to do.
We only don't like role-plays because they put us out of our comfort zone and make us feel awkward. But isn't the fabulous new job you want worth a bit of awkwardness?
This cast gives examples of cover letters for particular roles.
We get a lot of requests to look at cover letters. We also get a lot of emails from members who say, I can't create a cover letter for each application I want to make – it'll take too long. In this cast, we're going to show what the implementation of our cover letter guidance looks like, and how you can create a cover letter in less than fifteen minutes.
Ready?
This cast gives our basic guidance on dealing with Assessment Centers.
Assessment centers are used by companies for two purposes: hiring and development. They usually consist of a day or two days, or sometimes up to a week of assessed exercises which allow the company to assess your competence in the various aspects that the role requires.
The company is generally looking for a range of skills, traits and abilities, and the different exercises are designed to look for your competence in one or more of them. In future casts we’ll look at the specific types of exercise. In this cast, we just want to give you guidance on effective behaviors in the assessment center in general.
This cast gives our guidance on finding a recruiter.
Whether you're currently in a search or not, having a relationship with a recruiter is important. Recruiters connect you to the marketplace, giving you valuable information about the density of available roles, salaries and growth. Recruiters also give you an opportunity to give back to the rest of your network by passing on (non-sensitive) information or making referrals.
The question is — how do you find one?
This cast concludes our guidance on answering illegal interview questions.
This cast addresses a question which people ask us a lot, and which comes up often on the forums … far more often than we've seen examples of illegal interview questions being asked. As we'll explain, more often it's a case of a clumsy interviewer, one who didn't quite express himself properly, or poor training, than actual INTENT to discriminate. At the end of the cast, we'll explain how the question is predicated on false assumption.
That said, if you are asked a question that you think is illegal, what do you do?
This cast gives our guidance on answering illegal interview questions.
This cast addresses a question which people ask us a lot, and which comes up often on the forums … far more often than we've seen examples of illegal interview questions being asked. As we'll explain, more often it's a case of a clumsy interviewer, one who didn't quite express himself properly, or poor training, than actual INTENT to discriminate. At the end of the cast, we'll explain how the question is predicated on false assumption.
That said, if you are asked a question that you think is illegal, what do you do?
This cast gives our guidance on what is the same and what's different about internal interviews.
Internal interviews can be tricky. In particular, those which are for promotions or roles in your team or a team very close to yours. If you know the hiring manager or managers well, and you see them every day, it can be difficult to know how to dress and how much to say. The guy knows your strengths right? And he knows you don't come to work every day in a suit, so he's going to think you're an idiot for wearing one. Well, no and no actually. Here's our guidance.
This cast concludes our guidance on how to prepare for the coming hiring market upturn.
This cast gives our guidance on how to prepare for the coming hiring market upturn.
As we record this cast in early 2011, the signs of hiring recovering from the recession are still interspersed with more negative indicators. However, whether it's in the next few months or before the end of the year, the recovery will come. The world economies have always and will always cycle through growth and recession, and we need to be as prepared for an upturn as we are for a downturn.
It's not only growth which fuels empty vacancies. As the labor force begins to feel more secure, the quit rate goes up and the liquidity of the labor market increases. That's what we're seeing right now, ahead of the upturn. Whatever the current situation when you hear this cast, you need to be prepared.
Let's not all make the same old, "rushing around getting my resume ready when I get a call mistake" TODAY … because now things happen faster, and you've got social media to worry about.
This cast gives our guidance on when to arrive for an interview.
It turns out that there is a perfect time to arrive before an interview. Too early, and the interviewer is not ready and feels flustered and hurried by your arrival. Too close to your interview time, they’re not sure whether you’re coming or not, and start to worry. After your interview time, and there are two problems – one, you’ve started your interview with a negative, and two, you have a shorter time to get yourself out of that hole.
Does it really matter? Yes. The idea is that you want the interviewer to like you. The way you do that is to make their life easier. The way you do that is to be on time. Being on time means not too early and not too late.
What is the perfect time? 8 minutes before your interview.
This cast gives our guidance on what to prepare for your interview.
Our interview series gives the most comprehensive guidance on how to interview. As we continue to build our audience, we receive questions which make us realize we left something out, or we weren’t specific enough.
This cast is one of those which addresses an issue about which we realize we could have been more detailed. That is, what do you prepare for the interview? We don’t mean in the broad sense of preparing to discuss your experience, or how to answer the interviewer’s questions – that’s covered in the interview series. We mean in the sense of the few things you want to make sure are top of mind just before you go into the interview.
In one of our casts we will describe what to do when you’re waiting in reception for the interviewer. We’ll recommend you have several 3 x 5 cards with the pertinent reminders on them so that you can review them while you wait. This cast gives the specifics of what needs to be on those cards.
This cast gives our guidance on what you do while you wait in reception for an interviewer.
We've given this guidance on what to do when you sit in reception waiting for an interviewer, but it applies equally to any meeting where you're in an unfamiliar building and have to wait to be collected.
Like lots of our guidance around interview etiquette it's a mixture of the practical things to do and what not to do. Many of the things interviewees do are things they THINK give a good impression. Unfortunately, in many cases they're wrong.
This cast gives our guidance on how to conduct yourself during an interview.
We’ve said it before, and we’ll probably say it again, interviews are nerve-wracking. For everyone. In some ways it’s like meeting your girlfriend’s parents for the first time. There’s that feeling of desperately wanting to impress and of being on your best behavior. We call the right behavior in that circumstance ‘etiquette’ or ‘manners’. Fortunately, etiquette rescues us during interviews too.
Debrett’s Guide to British Behaviour says of manners: Manners are valuable in this world for the simple reason that well-mannered people know how to set others around at their ease, know how to make the world feel a more civilised, friendly and calm place, and like to put others' comfort ahead of their own. Would you be more or less likely to employ someone who made you feel that way? Of course, you would be more likely, we all want to be around people like that. So, what to do?
This cast gives our guidance on what to take to an interview.
In our experience interviewing, we’ve seen everything. People who appear to have been away from home several weeks judging by the size of the bag they bring. People who ‘travel light’ and have to borrow a pen and a piece of paper when we give them details of the next step. People who want to show us their artist’s portfolio. People who pull a large sheet of paper out of their bag and start drawing the intricacies of their invention.
There’s a wide range behavior in interviews. What though, are the right things to take to an interview?
Here's an example of a portfolio.
This cast concludes Career Tool's recommendations for answering questions about your career history.
- TELL THE TRUTH! Truth is Not Your Enemy – An “Answer” Is
- Decide on an Answer and Practice
- Above All Be Honest
- Short, No Blame
- Matter of Fact Delivery
- Add In Follow Up Information
- Stop Worrying About It
This cast describes Career Tool's recommendations for answering questions about your career history.
We get questions all the time from members who feel that their career history is less than stellar and they have concerns about just what to say when asked "why did you leave this job?" or "what prompted that decision?" In fact, sometimes they go as far as not interviewing because they are so concerned about this question.
The good news is that there is a way to answer this question, and that actually, though it is often asked, it's much less important to interviewers than you might think. The art of answering it is to assign it it's proper importance in your mind, decide how you're going to answer and concentrate on the parts of your interview which demonstrate your competence. You might get a minus point here, but the rest of your interview can add up to so many positive points that it becomes irrelevant.
- TELL THE TRUTH! Truth is Not Your Enemy – An “Answer” Is
- Decide on an Answer and Practice
- Above All Be Honest
- Short, No Blame
- Matter of Fact Delivery
- Add In Follow Up Information
- Stop Worrying About It
This cast describes the importance of external interviewing in career management, and how to begin to handle the interview.
This cast started the same way our cast on internal interviews as a career management strategy did. Back then, we had gotten a question from a member who was being asked to interview for a particular job in his company. He called to ask what to do. He was wavering. Mark was STUNNED – OF COURSE you interview! It was one of those academic creep moments that we have pretty regularly.
For the record, for those of you who don't remember, we said: ALWAYS say yes, at least in part because saying NO is a significant career statement. And, you can yes to the interview and say NO to a forthcoming offer.
In this cast's case, Mark got a call from a competent and sharp engineer, who had been asked to interview at another company for a sales position. He wasn't really sure about sales (no engineer ever seems to be, much to most of their unknown chagrin), and wondered too about the location. As Mark was walking him through the basics, he thought, hey, we haven't done this cast yet; I'm such an idiot.
- GO!
- This is Career OPPORTUNITY Management
- Don't Worry About Changes In Specialty Or Industry As Much As You Think
- Be Quiet About It
It seems that a lot of people still don't realize that we're all managing our own careers now. Yes, your organization has some say and power in the equation. But that ability to influence our choices is often misunderstood as managing what job we're in, why we're in it, and what other jobs we can have.
And one of the situations that confuses us is when our organization asks us to interview for a job without us applying for it. Maybe we really want the job, maybe we would have never considered it. But when they ask US – when the COMPANY seems to know more than we do, and we don't know what the invite MEANS ... it's confusing. And that's why Career Tools is here: to explain what to do and why.
In today's cast, we conclude our conversation on Horstman's 3rd Law of Interviewing. As always, if you're new to Manager Tools and haven't listened to the first part, you may wish to go back and listen to that first.
Lately, we've gotten lots of questions from our 28,000+ members about our interviewing series. Because of the uncertainties many are facing today, we thought it might be helpful to return to our guidance on interviewing.
Horstman's 3rd Law of Interviewing: We'll Take 90% Less Ability for 10% More Attitude Every Day of the Week.
When the market is tighter than normal (it's mostly supply driven and not demand based right now), organizations are even more particular about hiring the very best they can find. Sure, hiring companies want great backgrounds, with great accomplishments. But if you're interviewing in the next six months, what ability do you have to change your accomplishments?
What you can change is your preparation, and your attitude of energy and enthusiasm in the interview. As we like to say, here's how.
This cast tells you how to handle requests for your references when engaged in a job search.
Even though "References Available Upon Request" is no longer a good idea, reference CHECKING is on the rise and will only increase in the coming years. It seems like since resumes don't include the age-old line -- the why of which we'll share -- somehow far too many job seekers are caught off-guard by reference requests. Ahh, Horstman's Christmas Rule!
We'll tell you how to manage and share your references in this cast. And hey, if you're maintaining your network, this one is EASY!
This podcast is the second of two on the subtleties associated with being interviewed during a meal.
This podcast details all the subtleties associated with being interviewed during a meal.
We have NO EXCUSE for why we didn't do this podcast 2 years ago. We get this question all the time, so much so that we're making it part of the standard weekly show rather than restricting it to the interview tool. Meal interviews are becoming more and more common, even as they become ever less intelligent as a tool.
The cast is really just a long list of small tips - there is very little overarching strategy to share. The STRATEGY is clear, though, right? It's an INTERVIEW!
This cast describes a simple way to handle a group interview.
Interviewing is one of the real tragedies in most companies. It's so easy to do it well (once you get over the Horstman Curve), but so few are willing to take the time. Oh, sure, everyone wants to complain about lousy output (low retention, poor performance, attitude difficulties, etc.), but no one seems to be willing to think systemically about the problems.
Come to think of it, there are thousands of companies who never get to the idea that turnover, low morale, and poor performance might just be the output of a broken process: interviewing.
And one of the worst ideas in interviewing is GROUP interviews.
But, since you may very well get one at some point, we have a simple (three key points!) set of suggestions to help you make it through.
This cast describes how to answer the interviewing question, "Describe Your Leadership Style."
This is perhaps the third most important interviewing question, after, "Tell me about yourself," and behavioral questions. It can be a tough one if you haven't done some thinking about how you lead and motivate others, and why others perform well when you are leading them.
In this cast, we walk through how to prepare to answer, and how to deliver an impressive answer. Finally, at the end of the show, we share a crucial test that your answer must pass. While you already know the answer to the test, it still catches most people off guard.
Today, we cover the 2nd in a two-part series on Horstman's Wager.
Last week we covered the basics as to why "Playing the Game" doesn't work ... today we get into the details of the dreaded Horstman's Wager MATRIX.
During the show, we refer to the printed matrix included in the slides for this series. Although the slides are typically only available to premium members, given how much easier having the slides can make following this particular podcast, we've made this week's slides available to everyone ... enjoy!
This cast is about interview preparation, and the need for ethics and candor during the process.
We've been pleased by the demand for our interviewing product - close to 1,000 purchases so far, and the early feedback has been quite powerful. If you'd like to order, you can do that here.
One of the tenets that distinguishes the casts is its emphasis on preparation. One of the Forum posts actually suggests that folks buy before they think they need it, because many of our suggestions require time to implement (it can take months, done right).
BUT... there are those who disagree. There are interviewees who believe that the key to interviewing is to "play the game". Many of these folks will tell you that the way to prepare is learn about the company (false, and proven so in Lesson #1), so that one can "be what the company wants".
Those who have suggested that to Mark meet with his famous response: "you've never seen Horstman's Wager, have you?"
In this cast, we'll discuss Horstman's Wager: why "playing the game" is the kiss of death in interviewing.
More and more, companies are using psychological and behavioral tests as pre-employment screening devices. They supplement their interviewing processes in order to ensure less false-positives.This is wise, in our judgment, based on what we see of interviewing. Too many companies don't screen rigorously enough, and have started enlisting more cerebral and/or technical techniques to be certain of new hires.
Even if you haven't experienced one yet, it's becoming more and more likely.
What does this mean for you? What's the best way to approach and be successful at pre-employment tests? This is Manager Tools, and we'll walk you through it.
I thought you all might enjoy another clip of Mark on Interviewing ...
This video is a brief 2 minute excerpt of Mark's Interviewing Presentation, covering Horstman's 2nd Law of Interviewing - "You Are Not As Good As You Think You Are: You're As Good As The Recruiter Thinks You Are."
We've talked about thank you notes hundreds of times. They are fast becoming a nearly lost art. That's too bad, because they are always appreciated. We know too many managers and professionals who keep them for years! Mark often talks about the basket under his desk full of cards, which he reads when he's having a bad day. It reminds him things are not so bad.
"Many a friendship -- long, loyal, and self-sacrificing -- rested at first upon no thicker a foundation than a kind word."
Frederick W. Faber
We consider thank you notes a part of every manager's career and management toolkit. Here's how to write them.
Additional Note: For those of you not close to a stationer or prefer the web, we recommend Crane's, Dempsey & Carroll, and Mrs. John L. Strong. Crane's is the classic American stationary provider, famous for their paper quality. Further, a quick suggestion: a higher rag or cotton content in your nicer stationery makes all the difference.
Mark recently blogged about the crazy advice being given - by the Wall Street Journal! - about how to handle the perennial interviewing question, "Tell me about a weakness." He was stunned by how wrong some of the suggestions were, as well as the implication that a clever interviewee could trick the interviewing manager into accepting a non-responsive answer. We think it's funny how many folks think that "they" can fool "their" interviewer, but of course, if "they" were the one "interviewing", why, "that would be different". Yeah right. In this cast, we share one of the best interviewing answer templates you'll ever hear. It's simple, elegant, easy to deliver, and surprise, surprise: it directly answers the question.
Well, once again, we're barely getting this out in time to call it an October cast. But, I think you'll find it worth the wait. This month, Mark and I want to share a cast from our upcoming Interviewing techniques product. This particular cast is one out of 14 casts on Interviewing. In this cast, you'll learn how to handle the crucial first five to ten minutes of any interview - Introductions. It is absolutely true that this is a critical part of the interview - first impressions are being formed, and I'd bet 75% of interviewers have a strong indication of how it's going to go by the time this portion is done. That translates into our gut feeling that this is where 75% of technical interviewees fail. It's THAT important.
Most folks just don't realize HOW important resumes are, and not just as pieces of paper.
In our Resume Cast, we talked about the PURPOSE of resumes: to create an interview. Now just imagine...wouldn't it be great if its value didn't end there? It doesn't! Yes, the resume itself gets you the chance to sell yourself, but buried in the resume are the PERFECT seeds of success, if you've followed our guidance.
I recently "promoted" to the main blog a question about interviewing attire. I made the point that even in a business casual environment, a suit was really the only smart and acceptable way to go to an interview (ladies too).
Because sometimes our approach tends to be a little more formal - or at least, we tend to deliver it with a tone that brooks less discussion - I try to provide reinforcement from other sources.
Recently, CareerJournal, the excellent careers site run by the Wall Street Journal, ran an article on What Not To Wear in Interviews.
In case you don't want to go read it (it's short and quite good, and there's more than what's here), I will excerpt one quote from Patrick Dailey, a Nokia HR manager, with whom I am familiar. His advice is routinely quite good.
The dress-code rule of thumb for men interviewing at most U.S. companies remains a dark suit, a light or white shirt and a bright-colored but sophisticated tie, says Patrick Dailey, a Dallas-based director of business human resources for Nokia Corp., a Finnish telecommunications company. He notes that since there are so many uncontrollable things that can work against you during job interviews, it's wise to control what you can.
"Go by your mom's rule," says Mr. Dailey. "You can never be overdressed. Even if they say to wear business casual, it's appropriate for you to be in a suit and tie."
Rites of Passage at $100,000 to $1 Million+: Your Insider's Lifetime Guide to Executive Job-Changing and Faster Career Progress in the 21st Century by John Lucht
Why We Like This Book: The ONLY book on changing jobs you will ever need. As detailed and well-documented and -researched book as we know of. It is the equivalent of Effective Executive for job searches. May not be 100% applicable for college graduates, but is for everyone else. He says you should do your resume like we do, and no one else recommends this. Buy this book.
This week's podcast addresses a topic that many of you might be surprised about: your resume. Your resume, regardless of the baggage associated with it, is probably your most critical career management document. While it's not something you ought to leave laying around on your desk (or on monster.com, for that matter), that doesn't mean you ought to treat it like something you dust off only when you really need it. It needs to be reviewed quarterly, believe it or not.
So, in this cast we'll teach you how to prepare it, and how to maintain it. We won't talk about cover letters, or how resumes are used in the job search, because job search is only one use of your resume.