What’s your story and how Yagonna tell it!Leveraging your skills to land the job<br />Steps to “closing the deal” through intentional interviewing<br />
You’ve landed the interview!<br />You’ve networked<br />Your resume<br />Uses quantifiable accomplishments<br />Targets a specific industry or a specific position<br />Is clear, crisp, and concise<br />You’ve landed the interview – IT’S SHOW TIME….<br />
5 Easy Steps to getting an offer!<br />Define and put dimensions to your capabilities, leadership skills, and attributes.<br />Know the potential buyer of your goods and services. <br />Demonstrate how your attributes match their needs. <br />Build rapport.<br />Close the deal!<br />
1. Define and Put Dimension to Your Capabilities and Attributes<br />You are a business — What is your “good” or “service?” What is your offer? Create a “tag” line?<br />What are the fiveattributes you want your future employer to know (and remember) about you when you leave the interview? <br />What are your three biggest career accomplishments?<br />
A. You are a business…<br />What do you do? What is your “good” or “service?” Your elevator speech, your tag line….<br />
B. What are the fiveattributes you want your interviewer to know about you? Prove it! <br />Once upon a time I….__STAR__________________________<br />_____________________________________<br />_____________________________________<br />_____________________________________ <br />_____________________________________<br />
C. What are your three biggest career accomplishments?<br />Traditional Leadership skills including planning controlling and executing. <br />Measurable P&L contributions – shareholder value, leveraging technology, margins and volume.<br />Non traditional and intangibles such as driving innovation, collaboration, working across boundaries, managing complexity, diversity & inclusion, capturing intellectual properties.<br />1. _____________________________________<br />2. _____________________________________<br />3. _____________________________________<br />
2. Know the Potential Buyer of Your Goods and Services <br />Understand the company’s P&L drivers, its competitors, its suppliers and buyers, and how the “world at large” impacts their business.<br />Gather as much information as you can about the company in these areas:<br /><ul><li>Financials, e.g., ‘07 2Q earnings (vs. ‘06)
Who will you interview with and what positions do they hold?
Any other demographics you can get your hands on</li></li></ul><li>3. Match your attributes to their needs <br />Review the verbiage in the job description, their web site, the annual report <br />Match your attributes to their needs in their language.<br />Give them something to “hang on to” explaining what are you going to do for them. <br />Leave them with a balanced scorecard showing your strategy around financials, customers, internal processes and learning and growth or Leave them with a SWOT analysis and how you would manage each quadrant of the analysis.<br /> Each interviewer in the executive hiring process will have a different “gate” or set of criteria. Give them each the tools and information they need to pass you through the gate and on to the next round of interviews. <br />Executive Recruiter<br />HR <br />Hiring Manager<br />Leadership Team<br />PREPARE AND PRACTICE!<br />
Prepare! Answer each of these questions matching your attributes to their needs<br /><ul><li>Why are you interested in this position?
What are your strengths? Weaknesses? (and what are you doing about them)
What are you going to do for our company? (using past successes and a balanced scorecard)
Describe a time you had to make a decision without all the facts.
Describe a time you made a difference on the bottom line. (don’t’ forget the intangibles!)
Describe a time someone who worked for you was not performing.
Why are you leaving your current position?</li></ul>Rehearse these questions and answers until you are comfortable. Practice!<br />
Practice!<br />In groups of three decide on a company to interview with. Based on their strategy and current market position what might they need from you to move their business forward.<br /> Next take turns:<br />Sharing your good or service<br />Answering one of the five questions<br />Giving each other feedback<br />
4. Build rapport<br />Checking in — at the door, elevator, receptionist — every interaction is an interview<br />Body Language<br />Breathing — while they are talking they are breathing out; Breath out too.<br />Posture — theirs will give you clues to what is important to them.<br />Rhythms — keep beat.<br />Voice — where is their voice (head, chest, stomach). Speak from the same place.<br />Eye Contact — let them lead.<br />In good taste — “Lagniappe”<br />Dress <br />Culture<br />On time / Know your interviewers by name and title<br />Send a handwritten thank you the same day<br />
5. CLOSE THE DEAL!<br /><ul><li>Ask them questions
About the business strategy, performance, culture
About the job -what is the most important capability / attribute etc. for success in this role? Why?
About executive on-boarding</li></ul>About the next step<br /><ul><li>ASK TO BE TAKEN TO THE NEXT STEP/ ASK FOR THE JOB
“Given what I’ve heard about your criteria and given my key capabilities I would be honored (excited, etc.) for the opportunity to contribute at Widgetville. Thank you for your time today and I look forward to hearing from you soon.”</li></li></ul><li>Moving Forward<br /><ul><li>Plan, Control, Execute</li></ul>Networking — it’s a number game. Do what you enjoy but get out there in front of other people. <br />Outline a strategy and a way to execute and measure that strategy – just like you did when you were running a business only now the business is you.<br /><ul><li> Reflection</li></ul>Take time to think about your dream job — your vision<br />Think out of the box (Create a market, turn a hobby into money, take a chance)<br />Move beyond career myths<br />There is a perfect job for me; I have to use my current job skills and talents; I have to work in my major; No one will hire me because….; It’s too late to change careers…<br /><ul><li>Resources</li></ul>The Brand Called You – Tom Peters<br />Rights of Passage…Executive Transition – John Lucht<br />Success That Last – HBR- Laura Nash and Howard Stevenson<br />
Begin with the End in Mind<br />Your vision-<br />Imagine what you want as if it already exist – open the door to letting it happen<br />—Shakti Gawain<br />Write it down-<br />On ____________________ I will work as a (or at) _____________________ doing _______________ and I will be making $___,___!<br />
Appendix<br />Looking systemically at the job market<br />Occupational Trends<br />Globalness<br />Demographics<br />Matching yourself with the workplace<br />Your personal vision<br />Profiling<br />Moving Forward<br />
Looking Holistically at the Job Search. HEAD HAND & HEART<br />How we feel — What is important to us personally<br />What we know<br />Capabilities — What skills do we have<br />
US Department of Labor – www.bls.gov/emp/emptab21.htm</li></li></ul><li>Globalness<br /><ul><li>Cross-border flow of capital, the globalization of labor markets
Assuming current demographic and economic trends continue, the European Union's share of total global output will shrink from 18% today to 10% in 2050. Japan's share would decline from 8% to 4%.
The U.S.'s outlook is brighter than Europe's and Japan's, largely because the American workforce is expected to increase by 31 million workers by 2030.
By contrast, the report projects that Europe will have 24 million fewer workers and Japan 14 million fewer than they have today.
Meanwhile, population growth elsewhere continues almost unabated. India will add more people to its workforce in the next 30 years — 335 million — than the total working-age populations of the EU and U.S. combined. Business Week On-Line</li></li></ul><li>Population by Generation — U.S.<br />1946-1964<br />Ages 62-44<br />1965-1981<br />Ages 43-27<br />1982 - Infinite<br />26<br />
What Other Trends Might Be Next?<br />Off-shoring — what might be “out of scope?”<br />Personal face-to-face jobs?<br />Skilled craftsman?<br />Aging population / Population shifts<br />Regulatory Changes (SOX)<br />Cocooning and Burn Out (services / meals on demand)<br />Technology — the Internet (identity theft)<br />Energy<br />www.bls.gov<br /> career projection stats; occupation outlook including earnings, outlooks and trends, job descriptions etc.<br />
What Is Your Personal Vision?Drawing it forth….<br /><ul><li>Self Image: If you could be exactly the kind of person you wanted, what would your qualities be?
Life Purpose: Imagine that your life has a unique purpose—fulfilled through what you do, your interrelationships, and the way you live. Describe that purpose, as a reflection of your aspirations.
Tangibles: What material things would you like to own?
Health: What is your desire for health, fitness, athletics, and anything to do with your body?
Relationships: What types of relationships would you like to have with friends, family, and others?
Work: What is your ideal professional or vocational situation? What impact would you like your efforts to have?
Personal Pursuits: What would you like to create in the arena of individual learning, travel, reading, or other activities?
Community: What is your vision for the community or society you live in?
Other: What else, in any other area of your life, would you like to create?
What are you really good at? What are you passionate about? What are you paid for?</li></li></ul><li>Matching Yourself with the Workplace<br />The Facts & Figures (Trend Spotting)<br />“Globalness” and workplace impacts<br />Demographic shifts<br />Speed of technology<br />Energy<br />What's in, what's out — fastest growing and fastest declining occupations<br />Your Personal Vision<br />How did you get where you are?<br />Where are you going?<br />What’s possible<br />Next Steps<br />Networking<br />Building a plan<br />
Personal Profiling<br />Mini Profile exercise<br />http://www.google.com/search?hl=en&lr=&q=personal+profiling&btnG=Search<br />http://www.humanmetrics.com/cgi-win/JTypes2.asp<br />http://similarminds.com/test.html<br />