Monday, July 15, 2013

3-Piece NLP Toolkit For Recruiters

I recently read an interesting article on how candidates can use Neurolinguistic Programming (NLP) techniques to build rapport with their interviewer in order to create a stronger impression and increase their chances of being identified as a suitable candidate. (In case, you weren't aware, at a high concept level, NLP is the science of modeling patterns of our behavior. In our context NLP is a powerful technique that can enable us to communicate with and influence others with extra-ordinary effectiveness.)

In light of this article, I thought it would be useful to set out several tips on how recruiters and employers can potentially use NLP to develop greater rapport with a candidate and better achieve the information gathering goals of the interview.

1. Matching the interviewee's tone volume and rate of speech (para-language)

Interviews can be naturally intimidating environments, which means that candidates can be tongue tied, guarded and defensive, making it hard for you to obtain the inside information you want. So, if you can build a rapport and get the candidate to trust you, the person will relax, barriers will drop and you may have a better exchange of information. A useful NLP technique (often used by hypnotists on resistant clients!) is called "matching" where you match your non verbal behavior to that of the candidate by matching the candidate's tone, volume and rate of speech (para-language). If the candidate speaks slowly and quietly, try slowing down your speech and speaking more quietly too. This can result in the candidate opening up more.

2. Matching the interviewee's body language

Another NLP approach to building rapport with a job candidate during your interview is matching kinesics or matching the candidate's body language, which includes things such as posture, gestures, movement of the body, position of arms, etc. So, where possible try and match the candidate's body language in a subtle and cautious way. This is to avoid mimicking the candidate which could be disquieting for the candidate – as this will help to relax the candidate and encourage the free flow of information.

Try and follow natural matching processes, such as when people are in a conversation and where they can often hold the same posture, such as both crossing their arms or both holding their chins in a quizzical manner. Another example could be that the candidate feels especially enthused and leans forward to press a point enthusiastically; you might mirror this behavior by leaning forward too. The candidate may then relax and adopt a more open posture by sitting back, and you might do the same.

With each successive change in the candidate's body language you match his/her behavior helping to build a greater rapport with the candidate and widen the door to information exchange. As I said, take it slowly, be subtle, don't overdo it and avoid mimicry.

3. Matching the interviewee's language

We all know that behavioral questions are tricky. It's important that we create the best possible setting for the candidate because it's no use to anybody if the candidate fails to answer the question. Why? Because the recruiter simply has no data. We don't know if the candidate is just incompetent or just flustered momentarily, which is why we want to develop an environment for behavioral questions to be answered well. NLP can help this.

For example, people recall and relay experiences according to either the visual (thinks in terms of pictures); auditory (hears sounds); kinesthetic (feels or experiences emotion); or representational system according to NLP.

You can identify the interviewee's data processing style by looking at "eye accessing cues." For example, those who look up when answering behavioral questions are trying to remember as a picture; those who look to the side are trying to hear the words being said and use these as a cue; and those looking down are using feelings or emotions as a cue.

If you can identify which type of recall system the candidates are using, you can help to prompt them more effectively if they get stuck on a question. For example, if you think they are auditory, you might ask, "What did the angry client say to you? Did they raise their voice?" And if they are feeling based you might ask, "How did you feel about the angry client and how did you manage any anger or frustration?" If they are visual, you might prompt them by saying, "Can you describe the scene in the meeting? Where was the angry client sat? Where were you sat? How far away were you? Show me?"

These are all just prompts to help you communicate with interviewees struggling with behavioral questions, in their preferred style to help information exchange.

I realize there is a lot to take in here and this is just meant to open you up to the idea of NLP in candidate interviewing and you can read more about it here.

Thanks to Kazim Ladimeji / Recruiter / Recruiter.com, LLC.
http://www.recruiter.com/i/3-piece-nlp-toolkit-for-recruiters/

 
 
at No comments:

3 Qualities Employers Are Looking For

As the job search continually grows more difficult in our current economic state, many wonder how they will ever land that "dream job." With fewer jobs to go around, being at the top of the totem pole is a must. The first step in reaching that top spot is by blowing away the interviewer and showing that you are the absolute best candidate for the job. According to Heather Mumma, a hiring manager for a small business in Illinois, the way to do this is not as complex as one might think.

Be Honest

When Heather interviews potential candidates, she said it's very easy to spot those who know what they are talking about versus those who pretend to know what they are talking about.

"It is not about how much one knows about everything, but rather about how much one knows about his or her particular field of expertise," said Heather.

For example, if a job candidate were applying for a sales position in Heather's company, she does not expect him or her to know all the ins and outs of the industry already. What she does expect however is that the candidate show her skills that would make that individual a good match for the job. These skills could include strong communication, willingness to work long hours, dedication, and an outgoing personality. No matter what the position, being honest and upfront about skills and talents is a must in the business world today.

Be Unique

Heather also explained how being interesting is a large part of landing the job. Heather stated, "I need someone who makes me remember them, stand out, be unique, and show me why you are the best candidate to fill a vacancy in my company."

Whether it be the fact that you recently ran a marathon or you volunteered to help at a cancer therapy benefit, let the interviewer know about it. It will make you stand out from the crowd and it will show dedication and desire outside of the workforce. Employers look for assets such as these to contribute to their companies.

Be Informed

Heather also stresses the importance of knowing about the company to which an individual is applying. "I cannot hire an individual who is unfamiliar with the company. How can someone sell a product or promote a brand if they know nothing about it?" she said.

Do not expect to land a job in a company if you do not know what they stand for, what their product or service is, and the name of the owner or general manager. Showing that you have gone out of your way to find out about the company goes a long way in interview.

In small businesses particularly it is crucial to understand how these companies interact with consumers and what makes them special. Unlike large corporations, small businesses do not have any "budge" room to lose potential clients, and therefore knowing the ins and outs is a must.

With a good personality, a positive outlook, and strong knowledge of the company you are applying for, landing the job of your dreams will be within your reach. If you do not land the first job you interview for don't give up! With time and determination the right job will come along. Always remember to be yourself and give the interview one hundred percent effort.

Thanks to Miriah Ludtke / Careerealism
http://www.careerealism.com/qualities-employers-looking/

 
 
 
at No comments:

Monday, July 8, 2013

What’s The Real Reason Preventing You From Getting Hired?

There are many reasons job seekers give for not getting into a new job quickly enough. "The economy is bad," is probably the biggest one. Another is, "I'm overqualified." But then I hear "I'm not qualified enough!" My personal favorite: "I'm working on getting my resume updated." Read, "I'm procrastinating."

I'm joking around here, but I've been there. I'm guilty of having said these things and more! Job searching is fraught with insecurities, anxieties, and self-defense mechanisms that can prevent you from getting the job you want.

What's the real thing that's preventing you from getting hired? In a very candid talk with a client last week, he confided he had really not been trying very hard in his search. When exploring this further, he told me some things that we agreed were true for many job seekers.

I've heard these reasons from other clients, and my client confirmed that he's not the only one among his friends who struggles with this. It got me thinking.

The following isn't a comprehensive list by any stretch of the imagination, but it's a place to start a frank discussion. If the economy, your qualifications, or your resume weren't issues at all, what would you be left with as the reason for not having your ideal job yet?

1. Marital Problems

This is such a delicate subject. But one that often needs to be addressed with job seekers. Ask yourself: Does your spouse or significant other support you emotionally in a way that facilitates your success? Or, are you so bogged down in discord that you don't have the energy to make this big of a change?

Some clients are expected to do extra chores or activities with the kids while being unemployed, sometimes so much that they don't have much time left for their search! Some realize that if their spouse becomes more independent with their own salary, they may not want to stay in their current relationship. They'll have the resources to leave, which is so scary that the job seeker sabotages his or her search.

There are a myriad of problems that can arise between you and your loved one during your job search. Career changes or financial hardships might bring about the need for therapy, or at least honest discussions in order to move a job search forward. Getting help for your marriage might be what you need to land that job.

2. Fear

So many emotions can surface in a job search, but this one can do the most damage. It can cause panic attacks or depression — very real health concerns. It can cause you to say or do things to overcompensate for your fears that end up damaging your reputation.

How does fear affect you in your job search? What is fear anyway? My mom told me this acronym when I was a kid (I don't know who invented it):

False

Evidence

Appearing

Real

The only way to deal with fear is head on. Make a list of all the things you fear will or will not happen in your search, or in your interviews. What's the worst case scenario? What would you do if those things happened? What's the flipside to this? Do you have a back-up plan? Who really has the power in the situation? Most of the time, the fear really is false! Here's a simplistic example:

Worry: "I'll forget what I want to talk about in my interview."

Worst case scenario: "The interviewer will think I'm a loser and I'll feel like a fool."

Flipside: "They'll miss out on a chance to hire a great employee."

Back-up plan: "I'll bring notes so I can stay on track."

Power: "I have the power to prepare, present well, and offer my services to contribute to their company."

See how that "false evidence" can be turned around?

3. Dabbling

Are you taking your search seriously? Or, are you just playing around with it?

There are countless reasons why people don't put in the effort required of a successful job search. Number one and two above are reasons why people dabble, but sometimes people are really enjoying not having to work. Or, they can't manage the organization that's needed to be most effective in a search.

Regardless, dabbling is a job search killer. If you don't take yourself seriously, neither will an employer. Maybe you do need a little time to sort things out before you take this on. When you are ready, be committed. Experts vary on the estimates, but I've found that if my clients don't put in a good 20-30 hours into their search every week, either in online activities, in-person networking, or whatever, it takes a LONG time to make a change.

So, ask yourself, "What's the deal? Are there deeper reasons why I'm not making progress?" Does your marriage need help? Is the fear of your job change keeping you stuck? Are you taking this seriously?

Do what you must to get back on track. My client is dealing with his issues and has a newfound energy for his search. You can, too!

Thanks to Kristin Johnson / Careerealism
http://www.careerealism.com/real-reason-preventing-hired/

 
 
at No comments:

Saturday, July 6, 2013

When Is It Too Soon To Talk About Salary?

My clients ask such great questions! This is one I get a lot. I've decided to make my answer into a blog, so more can use this technique. Here is the question:

"I had an interview last week for a job I think I would love, but I think the salary and benefits will be too low. I'm wondering if there is a tactful way to get to the heart of what the salary and benefits would be sooner rather than later. They are a company of ten people and don't have an HR dept."

That is such a tricky situation! I have good news and bad news about it.

Bad News

When faced with the dilemma of deciding whether to talk about salary or not, it's best to NOT. Asking about money before the position is offered to you is too soon. It's the kiss of death in an interview.

If you do, you can count on not being offered anything. You will blow your chances of being hired. When it comes to salary negotiation, the first person to bring it up always loses. That's just the way the game is played. So, don't ask. (Not your interviewers, anyway…)

Good News

You can find out more info in a less direct way. You could talk to others who work there, not involved in the interviewing process, but since this company is so small, I wouldn't recommend that.

The alternative is to research folks who used to work at the company, using LinkedIn. Reach out to them, and ask them gently about salary. After building a bit of a relationship so that it's not rude, of course.

You might e-mail a contact something like this, "Hi Wanda, I see you used to work for XYZ organization. I am currently interviewing with them for a sales position. I am reaching out to you in the hopes that you might be able to help me learn more about what it's like to work there. Would you have 10 minutes for me to call you and ask you some quick questions?"

NO mention of salary. But, on the phone, after you ask some questions about company culture, day-to-day responsibilities, and so on, if things are going well, you can ask, "I know this is sensitive, but in your experience, is the salary competitive for the market here in Madison?"

If you go ahead and directly ask the salary question, you will be perceived as rude or jumping the gun. To use the dating analogy, it's akin to asking for sex too soon in the dating process. You just have to do your research covertly and see how things play out.

So, what do you do if it turns out that the salary isn't enough? You could consider withdrawing your application, but that might not reflect well on you professionally, either. It's probably best to complete the process, as if you don't have this concern at all. Go into the negotiations confidently, and deal with it as it comes if things start to fall through.

If the company can't meet your needs, you can always politely say that you've appreciated learning about their company and opportunity, but you've decided you want to pursue other options.

You could also just be honest about what your needs are. I like that route, because it opens the door for you to get ideas from the interviewer in continuing your job search. You might say, "I love the idea of working here. It fits my personal philosophy and the work would suit my strengths. I appreciate the offer, but I'm afraid that my salary needs are higher than this offer."

Take it a step beyond the talk about salary for an extra career boost: "Knowing what you know about me now, after this process, do you know of any other organizations in our field that might need a person with my talents? Who do you recommend I connect with next?"

Perhaps you know of someone who would be perfect for them, too, and can give them a lead. "You know, I have a co-worker who is considering a change. Now that I know so much about your company, I think she'd be a great fit. Would you like me to give her your contact information so she may apply for the position?"

Always be open to helping them out. It says something about a person when you can end an interviewing process having helped the company in some way, without seeking anything in return. It's a small world. They may remember you for that and come calling when they've got more money. You never know how things will work out.

Remember, interviews are just meetings with people. You're both just seeing if it's a good fit. If it turns out the situation isn't right for either party, for any reason, don't leave it there. Forget about the salary and see what more can be gained from the time you spent with them so that you can more effectively continue your search.

Thanks to Kristin Johnson / Careerealism
http://www.careerealism.com/when-too-soon-salary/

 
 
at No comments:
Subscribe to: Comments (Atom)