Jeannette Kraar - Executive Career Coaching » Interviewing

That Infamous Job Description May Not Really Describe the Job

Jeannette Kraar — Sun, 15 Nov 2009 20:11:23 +0000

There are times when you ask yourself, “Do I apply for this job posting even through I don’t have all he qualifications?” You decide to apply and then at the interview you’re not sure how to get past that shortfall that just has to come up.

Other times, you’ve experience the total opposite. You’re drawn to an ad that is all about you. You’re sure this position was created with you in mind it matches you so perfectly. But, once you hit the interview scene you learn there is little reality between the position description and the job.

Let me tell you about job descriptions. In most companies, these documents sit in a drawer in human resources for years. They are written with the perfect candidate in mind. One day a department manager calls and puts in a requisition for a new hire. The HR person pulls the description and starts going over
resumes that respond to the posting. Just in case you’re still thinking about evaluating an opportunity based only on what your read on a job posting, position description or their website — allow me to share some insights.

Here’s some typical “Employer Speak” translated for you:

Entry level position: You’ll be making minimum wage.
Join our fast-paced company: We have no time to train you; you’ll have to
introduce yourself to your co-workers.
Nationally recognized leader: Inc. Magazine wrote us up a few years ago, but
we haven’t done anything innovative since.
Immediate opening: The person who previously held this job gave notice a
month ago. We’re just now running the ad.
Casual work atmosphere: We don’t pay enough to expect that you’ll dress up,
although a couple of the really daring guys wear earrings.
Must be deadline oriented: You’ll be six months behind schedule on your first
day.
Some overtime required: Some time each night and some time each
weekend.

You may be laughing as you read this, but I’m betting it’s because you’ve had a similar experience between the written message and reality. This is one of those “fool me once, shame on you — fool me twice, shame on me” situations.

Next time you’ll be prepared. Here’s a few rules to keep in mind:

Rule number one; the responsibilities maybe accurate, or they may have
changed, but the true measure of the position is the focus – what do they need
the person in this role to provide or deliver in the short term. This information is
rarely provided.

Rule number two; the company will advertise for the perfect candidate, but they
seldom get it all. Their thought process is put the optimum wish list out there and
get as close as they can.

Rule number three; the position description doesn’t tell you what it’s like to work
for the person you’ll be reporting to and it may or may not tell you what the true
culture of the organization is like.

I normally suggest responding to a posting if you have at least 50% of the qualifications – IF they are in reason. What I mean is if specific certification or licensing is absolutely required and you don’t have it, your other skills and abilities won’t compensate. However, perhaps an ad asks for 8 years of experience and you only have five, or maybe they prefer someone who is bilingual and you’re not. Companies ask for certain qualifications because they assume that’s what it will take to accomplish what they need. That’s not always
the case.

In an interview, your job is to “sell your strengths” and show a company how you can be a solution provider for their needs. Therefore, focus on what you can do, not what you can’t. If it’s truly a priority to the hiring company, they’ll ask you about it. Be honest in your answers but probe to see if there are any ways to
work around the deficiency.

Ok, let’s discuss rule three. Have you ever been to an interview and the person interviewing you was totally irritating – unorganized, borderline rude or seemingly incompetent? Did you factor that in when you considered the job? Here’s the deal – at an interview, what you see is what you get. If the person interviewing you makes you crazy and that person would be your boss, you might want to
withdraw from consideration.

When you showed up for the interview, did you pay attention to what was going on around you? Was the reception room clean and were you greeted when you walked in? How were people dressed? Did employees look happy? Stressed? Relaxed? Were there a lot of closed doors or open approachable spaces? Was
the furniture quality or held together by duct tape? Did they have voice mail and up-to-date technology or were they in a time warp?

This is all part of the interview process. Everything won’t be a verbal message and you have to take some responsibility for finding the right job in the right environment with the right people. The signs will be all around you but you have to be open to them.

Maybe you can share other interviewing prep tips that might be helpful to other?

Get Rid of Those Lack of Clarity Problems Once and For All: Ask Questions!

Jeannette Kraar — Sun, 18 Oct 2009 16:29:15 +0000

I find it amazing how many people think that to be successful they have to know all the answers. Whether they are in a sales meeting or a job interview, they respond to questions or tasks without probing for clarity. And, that’s too bad. Because if you don’t know what the real question or issue is, you’ll end up in left field with your confidence trounced and your credibility smashed. When you learn to ask good questions you’ll find your self-assurance and success will soar; once you can eliminate the obscure you can deliver with power and precision. Here’s how:

Get to the root of the problem. When you go to the doctor, you tell him or her what’s wrong with you as you know it. You might explain that you have a sore throat, itchy eyes and pounding head. However, your doctor knows you will only get better when you are treated for whatever is actually making you sick – not the symptoms of the illness; that’s why you may be asked a series of questions or undergo a battery of tests. What’s at the core of the issues you are dealing with? Do you hate your job or need a life? Are your sales presentations falling flat? Do you run out of money before you run out of bills? Where is your real pain coming from? Get past the obvious stuff on the surface. Dig deeper through investigation, analysis and examination.
Understand the facts. Become a reporter. There is enormous power to the words, What, Why, When, Where, Who, How. Reporters use these words all the time to make sure they have gotten the complete story. Knowledge is power. Take responsibility for getting the information you need. Understand the difference between dealing with fact and making assumptions.
Remove the assumption factor. Whenever you are about to respond to something, ask yourself this question: “How do I know this to be true?” Are you basing your comments or activities on verified fact or are you assuming? If you’re responding to information, where did you get the information? Was it first hand? Was it verbally passed down from others? Was it timely? Was it complete? Did you ask questions to clarify details?

Step back to gain a valuable perspective. You’ve probably heard the adage, “I can’t see the forest for the trees” a million times, but that’s because it’s a statement that rings true. When you are in the midst of something, it’s easy to get caught up in the immediate and “perceived obvious.” Think like a consultant. Look at a situation with an open mind and a flexible agenda. Questions like, “how can I improve this?” or “why is this done this way?” or “what is another option?” will program your subconscious mind to look for an appropriate answer.
Understand what’s being said. Here’s some good news. Never again will you have to waste a few hours doing something unnecessary or answer a question in a way that completely misses the point. A simple question can avoid all that. Try, “If I understand you correctly, what you said was…..” then paraphrase the statement. End by saying, “Was that accurate?” Or you could go the direct route by saying, “I’m not sure I understand. Could you repeat that please?”
Get your priorities straight. Consider how these questions could help organize your life: What’s most important and why? Who else could do this? When is this due? How long will this take? What is the best use of my time and skills? When do I work most effectively? Where can I combine my efforts?
Show interest. Asking questions demonstrates interest. It’s a way to say, “I’m genuinely interested in you and want to know more.” Consider the impact this would have with an interviewer or customer. Before you recite a canned presentation or go into a meaningless monolog at a job interview, ask what is most important to the person you are meeting with. Learn about their needs and issues so you can provide specific, meaningful information.
Incorporate options. “What if” has long been considered a question that creates fear and paralyzes activity. But when it’s used to develop plausible options and contingency plans, this simple two-word statement becomes a powerful driver for effective action steps no matter how often Murphy’s Law interferes with your plan.
Honesty is your “ace in the hole” when you just don’t know. Consider this. You’re asked a question and you’re stumped. It’s a direct question that requires a direct answer. But, you don’t have a clue what the answer might be. Try this: “I don’t know the answer to your question. But I would be happy to do some research and get back to you.” Then, follow up, do the research and respond. Or, perhaps you’ve been asked a question that is more personal – it might be about your values or beliefs and you’re unsure what the “politically correct” answer might be. The only “right” answer is the one that come from your heart. Never veer from honesty and integrity.
The ASK acronym. When you become skilled at asking good questions you will find your Attitude will be one of confidence, your communication and problem solving Skills will soar and your Knowledge will grow immensely. All you have to do is ASK.

Interview Mistakes: 10 Big Ones You Want to Avoid – Part 4

Jeannette Kraar — Fri, 04 Sep 2009 16:58:17 +0000

Mistake #7: Responses were general and possibly
negative rather than behavior-based, positive or
solution oriented.

There are three main styles of questions:

Traditional Questions: These are more conversational. The interviewer might ask: Tell me about your last job or tell me about this point on your resume. Traditional questions are open-ended with a broad focus.
Behavior-based Questions: These are more situational and very specific. An example of a behavioral-based question is: “Provide specific examples
of how you built cross functional-teams and explain how you helped the
teams achieve set objectives.” Behavior-based questions have become a
standard interview practice. So the moral of this story is: have strong
accomplishments on your resume and be prepared to explain what you
can do – not just what you know.
Interpretive Questions. Candidates often describe these queries as “trick
questions.” They’re not. They’re questions designed to evaluate fit. There
are no “politically correct” answers. You can bet you’ll be asked two
questions in this category at every interview for the rest of time – the first
is, “What are your strengths?” The second is, “What are your
weaknesses.” Whatever your weakness, own up to it, but end on a
positive note. Here’s an example: “My weakness is organization, however
recognizing this, I continuously work on this area and see improvements.

Always be prepared and always be honest and positive in your answers.

Mistake #8 Unprepared for diverse interview approaches or steps in the process

Once your resume hits the streets or you start networking, you have to be ready,
willing and able to respond to employers and recruiters. Did you know that the
first step in the process these days is often a telephone screen? When you get
called, it’s not to set up a time to talk. It’s to talk.

Here’s how it works — A company will select individuals on the basis of their
resumes for a preliminary screening. A recruiter or hiring manager will phone to
evaluate initial criteria and determine if a personal meeting is worth the time. So,
you’ve got to make it good.

The first thing you want to do is make sure you have a professional message on
your voice mail on any and all phone numbers you have provided.

The other critical factor to phone screens is being prepared to answer some
tough questions like what is your salary requirement or how much are you willing
to travel.

Companies use phone screens to efficiently work through potential “knock out
factors.” For instance, you might be a great candidate, but if you’re looking for
$80,000 a year and their budget is $30K, that would knock you out of the
running.

Don’t make the mistake of hedging on information so you can stay in the game. If
you are an $80K earner, this job won’t come close to meeting your needs. That’s
why posting provide clues to potential opportunities. They won’t all be a fit.

Most traditional interviews are conducted as personal meetings. Your job is to try
and find out if you will be interviewed on a one-to-one basis or by a group.
Organizations with a strong team orientation will sometimes conduct group
interviews meaning that you will be interviewed by several people at once. Other
companies may want to have several people involved in the selection process,
but will elect a different strategy. In this case you may meet with each person in
separate, consecutive meetings. The way a company structures its interview
process could be based on its culture, work style, or availability/scheduling
requirements.

Don’t get caught off guard. When they call to set up and interview, ask
appropriate questions:

Who will I be meeting with? (If you get more then one name, ask if you will be meeting individually or as a group?)
How much time should I plan on?
What are the steps in your interview process?

Mistake #9: You or the potential employer were less
than professional in attitude, personality or honesty.

Want to get dumped fast. Just go in being confrontational, negative or dishonest.

Maybe you didn’t get along with your last boss. Find an honest, positive way to
provide the information if asked. Do you like to work autonomously and the boss
liked to micro-manage? You could say something like: “Due to different work
styles, my job was not always rewarding, but I always maintain professional
relationships at work and together we got the job done.

There is a reason companies conduct reference checks. Never lie or embellish
when sharing information. Not only will you knocked out of consideration, your
reputation can be damaged beyond repair.

No one wants to hire a victim or downer – but you don’t have to be treated like
one through the interview process.

Have you ever shown up for an interview only to be left waiting – like for a long
time? Have you ever gone into an interview that was constantly interrupted or the
interviewer was obviously distracted? Have you ever been treated rudely or with
disrespect? Did you know you have a choice to continue the meeting or bring it to
and end? Well you do.

In any of the scenarios I mentioned, consider the situation and act accordingly.
That might mean asking to reschedule the meeting or withdrawing from
consideration. You have a choice and a voice. You could say something like: “It
seems this isn’t a good time for our meeting. Why don’t we reschedule.”

Mistake #10 Minimized the importance of a good fit in
several critical areas

When you interview, be sure to delve beyond the required skills and
compensation package. We’ve all known people who thought they had found a
dream job but once employed, decided they must have died and gone to hell.

To really land the job of your dreams, find an opportunity where there is
compatibility in four key areas:

Competencies – you have the skills and interests that are aligned with the
needs of the organization
Culture – you and the organization share similar values and goals
Chemistry – There is compatibility between you, your co-workers and the
people you report to in work style and expectations.
Compensation – The compensation is within your requirements and
aligned with the industry and market.

Interview Mistakes: 10 Big Ones You Want to Avoid – Part 3

Jeannette Kraar — Thu, 03 Sep 2009 15:56:39 +0000

Mistake #5: You participated in an interrogation
instead of a conversation

Let’s get clear on the objective of an interview. This type of meeting is an
opportunity for you and a potential employer to meet to evaluate fit. There is only
one way to do this well. You must both share information and to accomplish this,
a two-way conversation is required.

Most interviews are like a bad tennis match. The interviewer throws you a
question and you toss back an answer. The problem is, you’re always swinging
and never take a turn up to serve.

You have to be an involved participant in an interview. Not just in providing
answers, but in asking good questions.

To prepare for an interview, ask yourself the following questions:

What’s most important to me that I need to clearly understand?
What do I need to know to be able to make an informed decision?
What do I know for sure and what am I assuming?

Here are some typical questions that can save you a lot of grief:

What training is provided?
What resources will be available?
How would you describe the company’s culture?
How would you describe your management style?
What attributes are needed to be successful in this role?
Why is this position open?
I’m not sure I understand the question, would you repeat (or rephrase) it
please?
Beyond the responsibilities of the position, what do you need the person in
role to accomplish or deliver within the first 3 – 6 months?
How much travel is required?
How many hours do most employees work?

When the manager brings up compensation, you can probe for clarity with
questions like these:

How is the commission program structured? Is it capped?
Is the bonus program discretionary or performance based?
If performance based, is it based on company, team or individual
contributions? What measurements are used?

Remember when I discussed some of the pitfalls of basing your interest in a job
on a position description. Well, assuming that information is accurate becomes
even more dangerous in an interview situation.

When asked why they thought they’d be a good fit for the position, most
candidates respond based on information they’ve seem on a position description
or job posting. Answers are usually vague or broad due to lack of focus.

I’m suggesting you ask questions to gain more clarity. Here’s one of my favorites
because it is so powerful:

“What do you need the person in this roll to accomplish in the short term?”

By finding out the true focal point or immediate need you can achieve several
things.

First, you can provide a specific, results-oriented answer to the question, “why
are you a good fit for the position”.

Second, you gain more clarity about the job and corporate objectives.

Third, you can begin to learn how the company works and the kind of challenges they face.

For each question you are asked during an interview, pause. Ask yourself, “Do I have enough information to answer this question clearly, specifically and concisely? If not, what do you need to know? Then ask for what you need and be a true participant in the process.

Mistake #6: Unaware of standard lines of questioning

What if I told you most interview questions fall into three or four categories?
These are at the top of the hit parade:

The experience on your resume
Your strengthens and weaknesses
Your goals and objectives
Personal, non business related questions

There is another single question that has been added to the roster. It is usually
asked at the beginning of the meeting and it can be a real deal breaker. It can be
asked a few ways, but the essence of the question is Why us?

Companies want to know if you are interested in just finding a job or if you are
truly interested in it.

That’s why pre-interview research is so important. You gain insights into the
company and its needs. You begin to understand how your attitude, skills and
knowledge could be an asset to the organization. You can address the question
specifically; directly; clearly. You can illustrate potential mutual opportunities to
explore. You can demonstrate your superiority

After the interviewer finds out why you are interested in working there, they will
normally explore whether it should be interested in you. This is when the
interviewer will launch into questions about your experience.

The whole purpose of this evaluation is to determine whether you can offer value
to the organization.

They want to know if you have an understanding of the issues they face.
They want to know if you have the skills and abilities to help them grow.
They want to know if you can hit the ground running. If not, they want to know what it will take and how long it might take before you can offer a return on
their investment.

This is why it’s so important for you to ask questions to find out their true needs.
To do this, some folks have found it helpful to visualize themselves in the role of
a consultant rather than an interviewee. When they think about themselves in this
capacity, it becomes easier for them to effectively manage a “belly to belly”
meeting.

With the mind-set of a consultant an interview process can become a simple three-step conversation. Consider the flow of these topics and the power of these questions:

Situation Analysis: Where is the company/department today? What gaps is it trying to close to achieve desired performance/results? What
challenges keep the hiring manager up at night? What needs to
change/What needs to happen?
Review of Objectives: What are the urgent short-term priorities of the
company/department/position? What does the “ideal” candidate look like?
Recommendations: These are your responses, but they are positioned as
actionable solutions based on your experience.

Before we move on, let’s touch on personal/non business related questions.
Personal questions are usually inappropriate. They may be illegal and can often
be offensive. As a guideline, any questions about age, race, religion, marital
status, or political beliefs would fall into this category. There are always
exceptions, however, to any rule.

If you’re applying at UPS to load trucks or at a retail store where stocking is a
large responsibility, the company may want to know if you can lift a box that
weighs thirty pounds. That would be a fair question. Lifting is part of the job.
If you are a woman applying for a job that requires frequent travel and the
interviewer asks if you plan to get pregnant, that question would not be
appropriate.

Most companies have trained their staff to know what they can and can’t ask, but
just in case, here’s two replies to personal questions that may be helpful:

“I’m sorry, but I don’t understand how this pertains to the job. Could you explain the relevance?”
“I’m sorry, but I’m not comfortable with this question and would prefer not to
answer.”

Interview Mistakes: 10 Big Ones You Want to Avoid – Part 2

Jeannette Kraar — Thu, 03 Sep 2009 15:42:59 +0000

Mistake #3: You based your interest and determined your fit for a job based on a job description.

Ouch, this one hurts because it’s kind of like being attacked by a double edged
sword.

There are times you have to decide if you should respond to a positing because
you don’t have all the qualifications. Then once you get into an interview, you’re
not sure how to get past that concern.

Other times, you’ve experience the total opposite. You’re drawn to an ad that is
all about you. You’re sure this position was created with you in mind it matches
you so perfectly. But, once you hit the interview scene you learn there is little
reality between the position description and the job.

Just in case you’re still thinking about evaluating an opportunity based only on
what your read on a job posting, position description or their website — allow me
to share some insights.

Here’s some typical “Employer Speak” translated for you:

Entry level position: You’ll be making minimum wage.
Join our fast-paced company: We have no time to train you; you’ll have to introduce yourself to your co-workers.
Nationally recognized leader: Inc. Magazine wrote us up a few years ago, but we haven’t done anything innovative since.
Immediate opening: The person who previously held this job gave notice a month ago. We’re just now running the ad.
Casual work atmosphere: We don’t pay enough to expect that you’ll dress up, although a couple of the really daring guys wear earrings.
Must be deadline oriented: You’ll be six months behind schedule on your first day.
Some overtime required: Some time each night and some time each
weekend.

You may be laughing as you read this, but I’m betting it’s because you’ve had a
similar experience between the written message and reality. This is one of those
“fool me once, shame on you — fool me twice, shame on me” situations. Next
time you’ll be prepared. Here’s a few rules to keep in mind:

Rule number one; the responsibilities maybe accurate, or they may have
changed, but the true measure of the position is the focus – what do they need
the person in this role to provide or deliver in the short term. This information is
rarely provided.

Rule number two; the company will advertise for the perfect candidate, but they
seldom get it all. Their thought process is put the optimum wish list out there and
get as close as they can.

Rule number three; the position description doesn’t tell you what it’s like to work
for the person you’ll be reporting to and it may or may not tell you what the true
culture of the organization is like.

We’ll cover rule number one when you get to Interview Mistake Number Five, so
let’s jump to rule two. I normally suggest responding to a posting if you have at
least 50% of the qualifications – IF they are in reason. What I mean is if specific
certification or licensing is absolutely required and you don’t have it, your other
skills and abilities won’t compensate. However, perhaps an ad asks for 8 years of
experience and you only have five, or maybe they prefer someone who is
bilingual and you’re not. Companies ask for certain qualifications because they
assume that’s what it will take to accomplish what they need. That’s not always
the case.

In an interview, your job is to “sell your strengths” and show a company how you
can be a solution provider for their needs. Therefore, focus on what you can do,
not what you can’t. If it’s truly a priority to the hiring company, they’ll ask you
about it. Be honest in your answers but probe to see if there are any ways to
work around the deficiency. (More on this under Mistake Number 5)

Ok, let’s discuss rule three. Have you ever been to an interview and the person
interviewing you was totally irritating – unorganized, borderline rude or seemingly
incompetent? Did you factor that in when you considered the job? Here’s the
deal – at an interview, what you see is what you get. If the person interviewing
you makes you crazy and that person would be your boss, you might want to
withdraw from consideration.

When you showed up for the interview, did you pay attention to what was going
on around you? Was the reception room clean and were you greeted when you
walked in? How were people dressed? Did employees look happy? Stressed?
Relaxed? Were there a lot of closed doors or open approachable spaces? Was
the furniture quality or held together by duct tape? Did they have voice mail and
up-to-date technology or were they in a time warp?

This is all part of the interview process. Everything won’t be a verbal message
and you have to take some responsibility for finding the right job in the right
environment with the right people. The signs will be all around you but you have
to be open to them.

Mistake #4: You know the name of the company, but
beyond that, you’re clueless.

Whoa, big mistake. Some people tell me they hate to spend the time doing
research when they never make it past the first interview. Well guess what, that’s
probably why they’re not getting called back. Companies expect you to have
knowledge about the company as well as the industry and the market.

The most savvy professionals do research before they ever send a resume.
Think of it this way, too many bad resumes start out with a professional objective
that says, “Looking for a solid company where I can advance my career.” Come
on, who do you know who wants a job with a company going down the tank?
Well guess what, when you send your resume to someone without doing the
research first, that could be what you get.

In today’s environment, many companies like to open an interview by asking,
“Why do you want to work here?” You better have a good, specific reason that’s
based on knowledge of the firm. Companies want to find out if you are really
interested in them, or just looking for a job. Think of it like dating. Your date
wants to know if you really like her/him, or if you were just bored on a Saturday
night.

Now guess which candidate a company wants to woo.

Here’s something else to consider. This is the age of instant everything.
Companies want to hire the person that comes closest to “plug and play.” They
want someone who can come in with the skills, abilities and knowledge to “hit the
streets running” and create a return on their investment fastest.

Do the research first and know when you send your resume why the organization
is a good potential match. Before you interview, do addition research to identify
mutual opportunities that may exist between their needs and your skills, their
culture and your values and corporate objectives and your professional goals.

The research part is easy. Start with the Companies website. Do a Google keyword search to bring up articles, press releases and other sources of information. Check out Hoovers at www.hoovers.com and see who is considered the main competition.

When you get to the interview, by all means, bring your research along. You’ll
gain the same advantage of the having your text for an open book test.

Interview Mistakes: 10 Big Ones You Want to Avoid – Part 1

Jeannette Kraar — Tue, 01 Sep 2009 15:57:40 +0000

Mistake #1: You bomb when asked – “Tell me about yourself……and geez, this is almost always one of the first questions you’ll be asked.

Clarity, simplicity and focus are key when it comes to who you are professionally.
Recruiters and hiring managers don’t want to guess at what you do and they
don’t care about everything you’ve done since childhood. They want to hear
about experience that is relevant to their needs. They are also expecting a
consistent message between your resume and your interview answers.

So, here’s how to deliver — Have a meaningful Professional Summary at the top
of your resume and make this statement your “brand”. Be able to orally
communicate this message with confidence. It’s one thing for the hiring manager
to read about you on paper. It’s quite another to hear it from you – in your own
words.

Your objective should succinctly communicate four things:

What you do (your profession)
Your level of experience
Areas of expertise
Core competencies (top skills)

Here’s an example of a professional summary from a resume:

Results-driven Sr. Financial Executive with proven success as an effective
change agent in the development and advancement of both Fortune 500 and
start-up companies. A hands-on team builder able to reach objectives through a
combination of entrepreneurship and “outside of the box” thinking. Expertise
spans all aspects of finance and accounting functions for manufacturing and
distribution industries with the proven ability to consistently impact improved
productivity and profitability.

You’d sound like a robot or even worse – a telemarketer if you responded with a
word-for-word response to the message on your resume. So it’s important to be
able to relate the information on your resume conversationally.
There’s only one way to do this well – practice. Be able to have this message
flow from your mouth without hesitation, nervousness or fear.
Here’s an example of a verbal version of the same professional summary:
My financial background and leadership expertise have made me an effective
change agent for both large and small organizations. I help companies identify,
develop and implement strategic methods and processes that link business
objectives with fiscal goals. As a result companies enjoy greater productivity,
revenue generation and profitability.

Both statements say the same thing in different ways…… Ditch the 20 minute
monolog that chronicles everything you’ve done since fifth grade. No one cares.

If you’re missing this critical information, here’s a few additional illustrations to
help you create one.

First, define yourself professionally:

Quality oriented customer service representative (you could switch out
“representative” for “manager”, “associate” or “professional” depending on
your level of confidence and experience)
Business development executive
Strategic human resource manager
Entry-level accounting professional
Consummate administrator

Once you define yourself professionally, go on to explain what you do best and
what skills you have honed that support your efforts to deliver successful results.
To do that, fill in the blanks in these two sentences:

I have most experience in:
My strongest skills are:

Mistake #2: Your mouth is saying one thing, but
your body language is screaming a different
message.

You can tell someone you’re confident and accomplished, but if your body
language is sending another message, you won’t be taken seriously. You make
that all-important first impression when you walk through the door. It’s based on
appropriateness of your clothes, the way you carry yourself, grooming, projected
attitude, confidence (or lack of it), timeliness and overall professionalism.

In today’s casual environments, you should still show up for an interview in
traditional business attire (even at the IT gigs) unless told differently. Make sure
you are well groomed wearing clothes that are clean and pressed. Put some
energy in your movements and enthusiasm in your voice. Make eye contact and
be aware of your posture – look up, stand tall and sit comfortably without
stiffness. It’s kind of like taking golf lessons. The pro will put you in an awkward,
unnatural stance and then tell you to relax and swing. Be natural. Calm down.
Enjoy the experience.

If you want to get an interview confidence groove going, start by practicing your
oral messages and projecting self-assured body language at networking
meetings. Here’s the key, you have to do it often. You’ll only get comfortable and
competent with “spaced repetition.” If there is too much time between networking
events, it will always feel like the first time until you build enough proficiency. So
at the beginning, plan to get out and network at least twice a week. You can also
practice with friends and business associates that you know will be honest and
helpful in your development.