What is your Biggest Weakness?

You have probably heard this question many times during interviews, and it is probably one of those questions that you dislike.   What is your biggest weakness?  And, what is worse yet, you have most likely been answering it wrong every time.

The weakness question is a favorite among interviewers, which is why it has stayed for so many years, and why almost every interviewer asks the question.  As an interviewer, it helps to understand the candidate’s humility, self-awareness, and transparency.  Unfortunately, job candidates think they can outsmart the interviewer by giving the common answer – I am a perfectionist, I care too much, I work too hard.

We are taught at a young age not to show our weaknesses; this makes us vulnerable.  However, if you do not admit your weakness, how can you improve upon it?  Every person has some weakness, and while some may impact your work product more than others, most weaknesses are ones that can be overcome.

The fact is, your answer to the question is just a way for you to avoid speaking honestly about that weakness you do have.  When asked, some of the best leaders admit that their best hires were those that were honest about their weakness during the interview.  

Take the time to consider your biggest weakness.  Perhaps you have problems dealing with conflict, your organization skills are lacking, or you cannot speak in front of others.  These could be an issue if you are looking at a supervisory position.  

Truth be told – admitting your weakness will show the interviewer that you are self-aware and that you are working on the weakness.  They will look at your differently and most are willing to help you work through the weakness.  

You must understand that your traits – all of them – are important to who you are, even your weaknesses.  Be honest at your next interview when asked what is your biggest weakness.  Your interviewer will be happy you are being honest, and it will show you are aware and are willing to work on the issue at hand.

Unspoken Interview Questions

As a hiring manager or recruiter, there are certain unspoken interview questions that you want to ask your job candidates, but know that you cannot.  So, you look for other ways to get your answers to these questions.  The problem is, many candidates may not understand the true intention behind your questions and you do not get your true question answered.

Here are the most common unspoken interview questions you want to ask, but can’t, and how you can get the answers you are looking for:

• Can you do the job?  Since you cannot come right out and ask this question, there are other ways you can determine if the candidate can in fact do the job you are interviewing for.  The best question you can ask to get this information is, describe your prior work experience with this kind of work?  This question should prompt the candidate to discuss his/her skills required to perform the position.
• Do you have a positive attitude?  You want to make sure the candidate has a positive attitude towards the job itself, therefore when you ask the question, tell me about a time that you failed and what you did to get past it?  This question will give you the answers you are looking for regarding positivity.
• Did you research our company?  You will be able to find a candidate that is eager to work for you by knowing if they took the time to research your company before the interview.  Ask, why do you want to work for us?  Those that have done their research, will answer with specific information they found during their research.  Those that give a vague answer or an answer that is about themselves, most likely did no research.
• What kind of value will you bring to our company?  When you ask a candidate what their greatest strengths are, you should expect a response that will incorporate their skills with how they can be applied to the position.  

As you ask these questions, it is essential to remember that the answers you get may or may not give you the exact information you are looking for.  However, they will help you gain knowledge related to your true question, therefore, giving you a better glimpse into the candidate and their fit for the position.

What Obstacles Do you Face?

Searching for the perfect job can be stressful and time consuming.  It takes lots of thought, self-reflection, and work to land the job of your dreams.  And, if you are like every other job seeker, you face an array of obstacles on your journey to finding that job.  What obstacles do you face during your job search?

Every person who has searched for the perfect job has faced some sort of an obstacle.  Some say that is part of life, others embrace it and overcome the obstacle.  Your success in finding a job that is a good fit for you can be determined by how you handle the obstacles that are thrown in front of you.  Here are a few tips on how you can get past those obstacles and keep the end goal in sight:

• The way you perceive an obstacle will determine how it will affect you.  If you look at it for what it is – a mere detour – you will find a way to move past the detour and get back on track.  You must always believe that the end goal is possible – in this case, landing your dream job.  When you can look past the detour and still see the end goal, these minor obstacles will not distract you.
• Make sure that you set clear, achievable, and realistic goals.  Hope, is NOT a clear goal.  Hoping that everything will work out and that things will fall into place is not a clear goal.  Your goals must be simple and measurable.  When you can measure your progress, then you can celebrate your accomplishments and motivate yourself to stay on track.
• Focus on your skills and strengths.  Do not focus on what you cannot do, instead find a creative way to work past missing skills.  This may mean taking a class to obtain a new skill, or furthering your current skills.  
• While it is impossible to control everything that will happen around you regarding searching for the perfect job, you can control your attitude about that search.  You must believe in yourself and your abilities to overcome the obstacle.  The power of positivity is a great thing and one that you can use to your advantage.

There will be obstacles during your job search, but do not fear them or feel defeated when you come up against them.  Instead remember the tips above to find that determination to push past the detour and continue your path to finding a great career.

How Technology is Helping the Hiring Process

As hiring trends continue to change, many hiring managers and recruiters are turning to technology and artificial intelligence to help augment their hiring duties.  Those responsible for hiring and acquiring talent are seeing more pressure to fill option positions, and due to the number of job candidates, it is becoming increasingly difficult to sift through so many candidates in the timeframes given.

Experts believe that the role of the hiring manager and recruiter will continue to change, and although technology will play an important role, it cannot replace all aspects of the hiring process.  Here are a few ways in which technology can help you in your hiring process:

• One of the biggest time consumers in a hiring manager or recruiter’s role is manually reviewing resumes.  As more and more job applicants apply for open positions, it will continue to become increasing difficult to continue this task manually.  Every day, new technology and applications are released to help offset this time-consuming task.  This software will allow a hiring manager or recruiter to automatically sift through thousands of resumes, looking for keywords, or specific phrases.  On average, one hire takes more than 23 hours of resume viewing – imagine if that was cut to 2 hours.
• Candidates today live in an electronic world and are looking for instant feedback.  You can enhance your candidates experience by implementing chat features in your hiring process.  Technology is being released that will allow a recruiter to chat with potential candidates from the beginning stage of the hiring process, all the way to the actual hire.  The cool feature of this technology is you can automate some repetitive answers, thereby leaving you free to work on other tasks that need your hands-on approach.

Even conducting interviews electronically are becoming more popular, again freeing up valuable time for both hiring manager and candidate.  Many involved in the hiring process have expressed concern for some of the technology, saying the hiring process must have a human touch.  However, think of this emerging technology as a way to augment your duties, not replace them.  This technology will help you become better at your job. 

Break Out of the Job Search Rut

Do you feel like you are in a job search rut?  Frustrated with your results?  Whether you feel like you have applied for too many jobs, or you are not getting past the first interview (or no interview at all), there are ways in which you can break free of that slump you have been in. 

Often times job seekers get comfortable with using the same “old” methods to find employment, and find themselves months later still with no employment.  The thought of moving forward gets frustrating, and many times you end up settling for a position that is not ideal.  If you have somehow fallen into the job search rut, you might wish to consider some of the following tips to break out for good: 

• What is your end goal?  The number one mistake often made by job seekers is not identifying the end goal to be achieved.  You must set attainable goals and determine what type of position you want.  When you do this, it will make looking for that position much easier.   
• Walk away from the computer.  This may seem silly, since the majority of positions are posted online today.  However, you must get out and meet new people, hear new concepts and ideas, learn new skills, etc.  Do not sit in front of the computer nonstop, as this will typically make you complacent.   
• When you are searching for a new position, you must network.  Networking is key!  It is not just about meeting new people.  It is about meeting people, conversing with those people, creating connections, and having a group of like professionals referring you to open positions. 
• Stay active in your profession.  When you stay active, it will show potential employers that you passionate about your industry.  You can volunteer to teach or speak at a school, take a class and learn a new skill, or even write articles or answer questions posted online. 
• Remain confident in your skills.  The most difficult task for someone in a job search rut is to stay confident in their skills.  You must remain confident in what you have to offer.  When you lose that confidence, potential employers see that.  When you lack confidence in yourself, they will not have confidence in you. 

Take a step back from your job search to determine the underlying cause.  Are you following the tips listed above?  Sometimes, taking a break or even taking a step back to analyze and review the situation will bring into focus what you need to change.  Settling for a position you will not love versus waiting for your dream job can be life changing.  Break out of the job search rut by following these tips.

Recruiting on Twitter

Many businesses have heard of Twitter, but few use it to recruit job candidates.  Even fewer still, utilize this social media platform to search out tech job candidates.  Why?  Tech professionals utilize many areas of social media.  In fact, a recent survey showed that tech savvy professionals are extremely active on Twitter. 

So it stands to reason, that if you are actively looking for tech savvy professionals, you should use Twitter to reach out to them.  Here are a few quick tips you can use when recruiting on Twitter: 

• Content – to attract top tech talent, you must show your company’s mission.  You can do this on Twitter by posting relevant content often.  Your posts should be more relevant content than promotional content.  The key is to provide information that resonates with potential recruits. 
• Culture – potential employees want to know about your company’s culture.  Posting photos and real time stories about your company culture is another great way to entice tech job candidates. 
• Hashtags – hashtags have become king on Twitter.  Whenever you are posting, be sure to use the power of a hashtag to get the most retweets and shares. 
• Photos – share photos!  Photos not only show your company culture, but they are viewed more on Twitter and are shared more.  You should post at least one photo post per week.  Again, make sure that it is relevant to your company.  Show culture, a new project that is in the works, or even customer appreciation.  Make it meaningful. 
• Conversation – Twitter is a conversation tool.  Remember this!  Do not just put posts out there and never have a conversation.  You must engage with others who are active on your feed, and engage with potential candidates. 
• Employees – make sure that your current employees are following the company on Twitter.  The more workplace tweets posted, the better your chances of attracting top talent.   
• Analytics – analytics of your posts will help you monitor and perfect your process.  Use the tools at your disposal and adjust your Twitter posts accordingly.   

Twitter can be a very useful tool when looking to recruit tech professionals.  When you learn to use this social media platform properly, you can have extremely good results.  Review the quick tips above and see how Twitter can work for your recruiting needs.

Are Technical Certifications Important to your Job Search

Just how important is a technical certification to your job search?  Many ask this very question daily.  The truth is, while many employers like to see certifications on a resume, most prefer to see real world experience.  This is not to diminish the importance of certifications – many potential employers and recruiters look at certifications as a demonstration of your commitment to the industry, show that you have expertise in a particular area, and that you take professional development seriously. 

You must determine the value that a certification will bring to you and your skill set.  Acquiring a certification will take time and will cost you money, therefore, it is important that you make an informed decision before acquiring technical certifications.  Ask yourself these questions: 

• What skills are in demand right now?  It is important to understand what employers are looking for today.  Because the demand is constantly evolving, you must determine if the skills needed will remain popular or if it is a passing phase.  It is important to keep pace with technical changes and stay up with the increasing popular certifications.  Identify the direct relationship between the need in the market and what value the certification will provide. 
• Determine the strength of your experience.  Often times, if you have worked so closely in a certain technology field, doing coursework and obtaining a certification will not teach you anything new.  You must determine if the certification would be worth the time and money, over the experience you already possess. 
• Is a certification required?  Sometimes, a certification is required to work in a particular field.  For example, if you want to work in IT security, you might be required to have a CISSP certification.  You must determine if the field you want to work in requires any certifications. 
• Determine what kind of payoff you will receive from the certification.  You should know what you expect to gain from the certification – higher salary, advancement, or career change – identify the benefits you will receive from the certification. 

Having a technical certification can help boost your resume and prove your skills.  However, before you commit to the time and cost associated with a certification, make sure you understand what employers want and how they view it.  You will want it to help you succeed in your career path, not hinder it.

Hiring for Technical Positions

Hiring for technical positions can be challenging for some hiring managers.  While it is recommended that you have your technical managers involved in the hiring process, some companies do not have that luxury.  So how do you handle the acronyms, jargon, and “geek speak” to find that perfect fit? 

While all technical positions have different requirements, there are several simple steps you can take to help you when you are hiring for these positions.  These steps include: 

• Understand the department and the job description you will be hiring for.  You will look at different job candidates based on the roles of the position.  For example, is it a position in the marketing department, where the candidate will be building websites and apps, or will the candidate be working in the product division writing code and developing software?  The more you know and understand about the department and the actual position, the easier it will be during the hiring process. 
• Once you understand the department and the position you will hire for, it is best to have an open dialogue with the team members of that department.  Gain a deep understanding of the team, the technology that will be utilized, and the skillset of the hire they desire.  Perhaps they are missing a certain skill set that is needed, or they need someone that has a new certification.  You will have better success when you understand the exact needs of the department. 
• Now that you have all of the requirements of the position, you can start to match resumes to the skills and the role needed.  This is not easy by any means, as a resume only tells part of the story.  Start by matching the skill sets you require and other overall duties that the job will entail.  Again, it may be beneficial to have the department team review these before moving to the next step. 
• Once you have narrowed down your candidates, then you will invite them in for an interview.  This can often be the hardest part for a hiring manager with no technical experience or background.  Regardless of your role, you can ask good questions by gleaning questions from your department team.  Often times it is best to create a sort of cheat sheet that you can use during the interview.  In addition, after your initial interview, most hiring managers will schedule a second interview with several key members of the department team. 

While hiring for technical positions can be difficult for a hiring manager with no technical experience, there are ways in which you can get the necessary information to make the best decision for the company and the team.  Consider the steps above when hiring for these positions. 

Job Relocation Considerations

In years past, it was few and far between that a company would offer a relocation package to entice a hire, and even more farfetched that a job candidate would consider a move.  Today, that has changed.  With the advancements in technology, and because of high unemployment rates, businesses and job seekers are considering job relocation more often.

 

Businesses have realized that to find top talent, they must be willing to look outside their local area.  This has spurred many job seekers to start working with recruiting firms to find the job of their dreams - no matter where it is located.  However, before you accept that new job and pack your bags, you might want to consider some of these job relocation tips:

 

• Before accepting the new position, make sure you do your homework on the company.  Are they financially sound?  Is the job the one you have been holding out for?  Are they active in the community?  The more you know about the company, the easier it will be to make your decision.  This will help you take some of the emotion out of your decision making, allowing you to make the decision for the right reason.
• Now that you know the company is sound and it is the right job fit for you, it is time to answer some personal questions about the move.  Who will be affected by this move?  Just you, or your entire family?  How does your spouse and/or children feel about moving?  It is important that everyone involved with your move be onboard to avoid undue stress about accepting the position.
• Great, now you know the company is sound and everyone around you is onboard with the move.  Now is the time to inspect the area you are moving to.  If you are an outside type of person, moving to an area that has little to do outside will make you unhappy.  If you like warm weather and are moving to a colder climate, you might be looking for ways to get out of your new job quickly.  Visit the area you will be moving to and make sure that it will fit your lifestyle.  If you try to fit your lifestyle to an area that is not so fitting, you will find you are unhappy with the move and the job.
• Everything is all thumbs up - good company, family is supportive, and the area is perfect for your lifestyle - now is the time to negotiate and accept your new job.  Make sure that you understand the costs that will be involved in your move.  It is important that you make these costs clear to your new employer, as the relocation package will help offset some of these expenses.  There are many creative ways businesses are handling relocation packages today, do not be afraid to ask.

 

If you have never considered relocating for a job before, but are considering it now, these relocation tips can help you make the right decision.

  

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Personal Branding and Job Hunting Connection

What is a personal brand, and how does it tie to job hunting?  Many consider their personal brand a digital footprint of their life.  If this is true, then how can this be helpful when searching for a job?  For years, businesses have been using a job candidate's "digital footprint" to help them make a decision about hiring.

 

The fact is, personal branding is nothing more than marketing yourself, the same way a company would market itself to its customers.  Your personal brand includes all aspects of your life - online presence, real world experiences, and more.  The connection between your personal brand and your job hunt should be easy to understand - companies are looking to hire people that are a great fit for their existing culture and have the necessary skills.

 

A potential employer will want to know "you" before the hire, and what better way to understand you and your "brand," then to find everything they can about you, whether online or offline.  Here are some ways you can build your personal brand, before you begin your job search:

 

• Social Media - almost everyone uses some form of social media today.  The problem with this is, that everything you post on social media is public - even to a potential employer.  Make sure that everything you post will cast you in the light you wish to be seen in - show character and integrity.  If you post inappropriate photos and posts, you may be building a personal brand you do not want, and hiring managers will stay clear of you.  Be mindful of what you post!
• Online Presence - social media is just one method of building an online presence.  It is important that you build a positive online presence, so potential employers will get a well-rounded impression of you.  If you have written papers, consider publishing them online.  Consider joining and commenting on blogs that relate to your career path.  You might even wish to develop your own website.
• Real World Presence - just as important as your online presence, your real world presence is often looked at just as closely.  Do you volunteer?  Are you an avid runner?  Are you a sports nut?  Whatever you do in the real world is also a part of your personal brand.  Remember that your everyday actions reflect on your brand and can have an effect on whether a potential employer will hire you.

 

As you can see, your actions online and offline can affect your chances of landing your dream job.  There is a connection between your personal brand and your job search.  If you want to improve your job hunting chances, consider following the tips above.  Remember, your personal brand is your marketing campaign for YOU!

  

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Importance of a Well Written Job Description

So many companies fail to realize the importance of a job description.  Its main purpose is to outline the job duties and responsibilities, however, as jobs have evolved, it has become more complex.  Additional information related to essential job functions, educational requirements, physical requirements, and performance standards are now common place on job descriptions. 

 

A well written job description can save a hiring manager and recruiter valuable time during the hiring process.  It will give a job candidate a more accurate glimpse at the position.  This will weed out those that are not qualified, and answer many of the questions typically posed by interested candidates.  If you struggle to find good talent, you might want to look at your job description.  Here are a few tips to help you write better job descriptions:

 

• Job Title - you might want to rethink your job title.  Customer service rep will not get you the talent you are looking for.  Instead consider adding keywords to your job titles.  Customer account specialist or customer account manager, will get your more qualified applicants.
• Responsibilities - make sure that the job duties and responsibilities are clearly stated on your job description.  A candidate will want to know exactly what will be expected of them, therefore, your job description must include specific statements about their role and what is expected.  Be as concise as possible.
• Mission, Values, Culture - yes, there is a place in the job description to mention your company's mission, values and culture.  These are important to candidates today, therefore, you should outline them.  This will help align candidates with their goals and values, and again weed out candidates that will not be a good fit.
• Salary Range - many companies leave the salary off the job description.  However, imagine being a candidate and going in blindly to an interview.  When you list the salary range in the job description, your candidates will know exactly what type of salary they can make, again weeding out those that are looking for something different.
• Instructions - make sure that you include instructions on the next steps to apply for this position.  If you only accept applications via email, state that.  Make it clear to the candidate what they need to do.

 

As you can see, when you have a well written job description, you will weed out the candidates that are not a good fit.  This not only will save you countless hours of skimming through resumes and pointless interviews, but will save you money on your overall hiring process.  A well written job description is critical to finding the best talent.

  

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Career Gaps and How to Handle

Do you have career gaps on your resume and feel they are preventing you from getting job interviews?  If so, you are not alone.  Many job candidates today have career gaps on their resume, and while they still deter potential employers from choosing you over someone who has none, they are not as scrutinized as they once were.

 

Your best course of action with a career gap is to explain it on the resume and cover letter.  No, this does not mean to put in a paragraph on your resume explaining it in detail, but there are subtle ways you can handle the gap, which will give you a better chance of getting noticed for your other work and skills.

 

Hiring managers and recruiters think the worst when they see gaps on your resume.  Did they get fired?  Did they leave the job without notice?  Were they hard to get along with?  Too many concerns arise before they have even reviewed the rest of your resume.  Here are a few ways you can bridge the gaps professionally, and ease the minds of potential employers:

 

• Resume Gaps - the best way to handle gaps on your resume is to remove the gap!  For example, if you had 11 months between your last two jobs to stay at home and take care of your family, then list that as a job.  Household manager - 11 months, and include your duties.  By removing the gaps and replacing them with duties you completed during that time, the potential employer will have less concerns and will not jump to the wrong conclusion.
• Cover Letter - your cover letter is your chance to have a short conversation with your potential employer.  It is also a great place to mention more details about your career gaps.  Whether you had a medical issue, moved, or were raising your kids, the cover letter gives you the opportunity to explain.  Highlight the skills you used during this time and how they relate to the job you are applying for.

When you can show a hiring manager or recruiter that your time away from your career was productive, added to your skills, or was meaningful, it typically will lessen their concerns.  They then will see your resume for the skills and information that matters most, and not the gaps.  If you have any career gaps on your resume, take the time now to replace them with relevant information.

  

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How to Avoid New Hire Onboarding Mistakes

Businesses spend thousands of dollars every year on their hiring and hiring process, yet the number one reason most new employees do not last, and the most common mistake businesses make consistently is what happens directly after the hire - the onboarding process.

Now that you have found the perfect job candidate, it is important that you have a flawless onboarding process so you do not lose that ideal employee.  Here are the most common mistakes you should avoid when bringing in your new employee:

• Evaluating your new employee is critical to success in the position, however, evaluating your employee too soon can be damaging.  More than 25% of businesses evaluate their new employees within the first two weeks of starting.  An employee, no matter how good they are, cannot acclimate and develop in just two weeks.  It is best to do informal conversations with your new employees frequently during the first several months.  See how they are doing, do they need additional training, do they have any questions, etc.  Focus on developing them and meeting their needs during this time.  Consider moving your first evaluation to three months, at which time, you both can set goals for the next evaluation.
• You must give your new hire purpose.  Too many businesses bring in their new hire and leave them to get acquainted with the position, but fail to include them in current projects and goals.  Include your new hire right away.  They will feel like they are part of the team, start to embrace the culture, and will feel like they matter.  This may mean including them in team meetings, including them on communications regarding a project, and even asking their opinion on a project.
• Training and Tools.  Simple right?  Yet, more and more employees will state they left a position due to inadequate training and improper tools to complete their job.  If your new employee is starting on Monday, make sure that on the Friday before they start, their computer is set-up, they have all of the manuals and credentials they need to access files, programs, etc.  The more streamlined and organized your onboarding process, which should include their meeting with HR to fill out paperwork, introduction of team members, tour of the facility, and training, the better your employee will do.

Don't spend thousands of dollars on your hiring process and then leave your onboarding process to chance.  Take the time to get it right, and watch how your new employees excel.  Not only will have better performing employees, but you will have loyal employees that will stay.

  

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Consider a Career in Cyber Technology (Security)

If you are searching for a new career, or perhaps have been in the information technology industry for years, but are looking for a change, you might wish to consider a career in cyber technology or cyber security.  This field is quickly becoming the fastest growing position on the market today.

 

While this position is in high demand, qualified candidates in the field can expect to receive a six-figure salary, job security, and potential for promotions.  With more than 200,000 unfilled jobs, this industry has no unemployment issues.  And, it is expected that over the next five years, there will be more than 1.5 million open positions.

 

Here is what you can expect when working in this industry:

• Variety of job opportunities - there are new job opportunities every day in the field of cyber technology.  With everything from information security analyst to lead software security engineer, there is sure to be a position that you will enjoy.  Some of the most common positions today are chief security officer, director of security, information security analyst, and lead software security engineer.
• Increased salary - those moving into the cyber technology field are seeing increased salaries.  Salaries typically are ranging from $88,000 per year to $250,000, depending on the position, level of responsibility, and security clearance.
• Education - education in the cyber technology field is ongoing and ever changing.  While most positions will require a bachelor's degree in computer science, programming, or engineering, many candidates are finding that if some education is completed, they can get in on entry level positions and work their way up while continuing their education.
• Pick of opportunities - because there is such high demand for these positions, you will most likely have your pick.  Those in the cyber technology industry are some of the most sought after candidates in the job world today.  Expect to have multiple offers to choose from, depending on the area you are in.

As you can see, considering a career in the cyber security or technology industry is a smart choice.  Whether you are a veteran moving to a civilian career, a former information technology master looking to change careers, or a high school student considering your options, making this choice is smart!

 

A career in cyber technology can be rewarding and provide you with unique challenges to keep you constantly evolving in the field, something that many people search their whole lives for. 

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