Is LinkedIn a platform that you want to make work for you, but you haven’t had time to figure out how to do that?

Do you struggle to write your LinkedIn profile?

Are you worried that you may be missing opportunities because you are not more active on LinkedIn?

Do you want to know how recruiters use LinkedIn’s powerful search features, powered by artificial intelligence and machine learning?

Asian businesswoman in formal suit working with computer laptop for Polygonal brain shape of an artificial intelligence with various icon of smart city Internet of Things, AI and business IOT concept


UCHICAGO WEBINAR

If you want to get up to speed quickly on a range of topics related to LinkedIn, I am presenting a one-hour webinar this Thursday, March 14, 2019, for The University of Chicago’s Alumni Association.

It’s called LinkedIn for Job Search, Networking and Career Building, and it’s free for UChicago alumni and invited guests (including you!) with the link.

Thursday, March 14, 2019
12:00 pm CST
Cost: Free

MindYourCareer_WebinarSeries

 

LinkedIn is simply the most powerful online tool for job search and career building today, and it keeps evolving. In this webinar, executive coach and writer Anne Marie Segal discusses how to build your credibility and opportunities on LinkedIn, including profile writing styles, job search tools and tactics, networking strategies, thought leadership and profile optimization in the age of artificial intelligence.

This hands-on presentation includes content-rich slides and handouts to illustrate advanced functionality and help you leverage the LinkedIn platform to move your career forward.

For more information or to register, click HERE.


MORE WORKSHOPS AND WEBINARS

For more workshops and webinars by Segal Coaching LLC, please visit: annemariesegal.com/seminars.

To view prior UChicago webinars, please click on one of the videos below:

 

 

First image above: Adobe Images.

Mind Your Career logo: copyright 2019 The University of Chicago. All rights reserved.

AdobeStock_83147118 (interview prep).jpg

If you are moving onto a second interview with the same company, congratulations! You have passed through the gatekeepers and are now poised to refine your presentation and move one step closer to getting the job.

So what changes in the second round and how should you prepare yourself differently than for the first interview?

Often companies use further interviews to introduce you to more people, ferret out any concerns, check for consistency (from one interview to the next) and gauge your overall energy level, interest in and fit for the job. They may also present you with new challenges, such as behavioral questions (e.g., “Tell me about a time when…”).

Here are some of the key ways I suggest you prepare for a second interview:

  1. Research any concepts, other companies, approaches or themes presented in the first interview you did not understand or with which you were not familiar.

    For example:

    – a business line, product or service that is new to you
    – a partner or competitor that is significant to the company
    – a type of organizational structure (e.g., matrixed organizations)
    – a certain leadership approach or management style

  2. Reread the job description and make sure you can address all aspects of it.

    Job seekers often have a tendency to focus on certain aspects of a role – the ones that they find more interesting – and assume that the rest will fall into place. You do not need to know every aspect of the job before you even start – and in some cases there will be considerable ramp-up or stretch goals – but you do need to be able to formulate a plan of how you will learn what you don’t know.

    For example, if the job description indicates that you will interact with the Board of Directors or manage a team of 100 direct reports, and you are lacking one or both of these skills in your background, be ready to explain (without sounding defensive) what you have done that is analogous or prepares you for it. In the absence of any related background, you can also build out from what you have learned.

    For example:

    “As you know, I have managed teams of 20, and a good portion of my day is already spent on leadership-building, evaluating and mentoring team members. I’ve spoken with a few of the senior managers in my network, and they have told me that some of the adjustments between managing 20 and 100 are [fill in with some wisdom you have learned]….”

    Half of the battle is to sound upbeat and ready to rise to the task and suffer any growing pains gracefully. Yes, this may nonetheless be a breaking point for your candidacy, but you cannot create experience that doesn’t exist. You can only give it your best shot.

  3. Learn more about management and any interviewers you expect to meet.

    You have likely done some of this diligence before the first interview, but it is good to refresh yourself for the second time around and also check whether what you see presented online matches your view of a company based on what you have learned in the interview and through your additional research and connections.

    LinkedIn® and other online sources provide a great deal of information, as many company CEOs and marketing and recruiting leaders have released videos or articles discussing their goals for the company and talent acquisition. Find out what you can from these sources.

    In addition, become a “mini-expert” on the people who will interview you. You don’t need to know their shoe size or most recent vacation spot – of course! – but you should find out basic information to understand their perspective of the world and what they may want from a candidate.

    For example:

    Do their values match with yours?

    How do they see the firm’s culture and do they participate in creating it? 

    What is their leadership or management style?

    What or whom might you have in common? 

    What topics should you avoid discussing?

    How can you build a bond?

    As an example of the above, I worked with a job candidate on interview prep, and we discovered that her interviewer placed a strong value on diversity. We crafted her “tell me about yourself” story – which was entirely authentic, or it would not have been appropriate – to include the fact that (1) she had moved to the U.S. from Europe at a young age and (2) she was looking for an environment where there were people from many different backgrounds and perspectives. (Yes, she got the job!)

    This candidate had not initially thought of herself as “diverse” but we reframed her perspective, and I believe she will take this larger point of view with her into the job and life going forward.

  4. Be ready for multiple interviewers simultaneously (the panel interview.)

    Another common strategy companies employ in a second interview is to engage you with multiple interviewers at the same time. Some keys here are:

    Remember it’s a conversation, even if it feels like a panel inquiry

    – Show that you are able to relate to multiple people at once

    – Address and show respect for everyone in the room, even if only one person is asking questions (especially if the person leading the meeting is the “boss” and the others will be your colleagues; you don’t want to give the impression that their opinions are not important)

    – Pay extra attention to your body language, as the second or third person may be watching you closely (i.e., facial expressions, hand gestures, eye contact)

    – Give consistent answers and don’t falter if challenged (which is different than thoughtfully revising an answer based on new information)

  5. Prepare follow-up questions to decide whether the job is a fit for you.

    At this second interview, you want to ask what I sometimes call “stage- appropriate” questions to understand fit. That means you can ask more in-depth questions on some aspects of the job than the first stage, but tread lightly on other topics.

    Example:

    I worked recently with a candidate who was encouraged to hear that the office closes early on Fridays but discouraged to note that there seems to be a “difficult person” with whom she will be working closely. We formulated a plan to address the latter but determined that she should save any questions about the workday – do they actually leave at lunchtime every Friday? – until a later stage or (possibly) after the offer.

    On word of a difficult colleague or other negative aspect of the job, I suggest approaching it from a place of curiosity rather than negativity.

    So if Kendra says Lisa is difficult, ask Tomas if he knows more about how you’ll be working with Kendra and what he knows about her rather than seeking confirmation if she is difficult as Kendra would have you believe.

    You also will want to understand – if it hasn’t been explained already – how your group relates to each other and the rest of the company, what success will look like in this role and what you’ll be expected to complete on a daily and long-term basis.

  6. Plan how you’ll clarify any “loose ends” from the prior interview. 

    If your first interview generally went well except that you floundered on a certain answer, be ready to circle that topic back into the conversation in a positive way.

    You may, for example, say that you were reflecting on your earlier conversation and have more to add about a certain question. It could be how you would approach a certain situation or whether you have experience in a certain area.

    Make sure your additional information puts you in a confident light, rather than sounding worried or apologetic. You do not wish to dwell on the point, only supplement and clarify. In addition, address this topic at an appropriate point so you don’t break the flow of the new conversation. For example, if the interviewer asks if you have any questions, you might say, “Do you mind if I expand on something we discussed last time…?” If you have already addressed the topic in a thank you note, you don’t need to revisit it again.

  7. Rehearse situational or behavioral questions.

    As I mentioned above, you may be asked hypotheticals about how you would approach a certain situation or prompted to tell the interviewer “about a time when” you rose to a certain challenge, faced an ethical concern, needed to break bad news or otherwise.

    I discuss how to approach behavioral questions in this podcast, if you have time to review that before your meeting. If not, keep in mind a few key points:

    – Choose situations that speak to the call of the job

    – Have your top accomplishments in mind and pull from those where possible

    – Do not betray confidences of your current or former company

    – Remember that every interview question is a version of “why should I hire you?”  and speak to that

  8. Drive home your value proposition.

    If you do nothing else, have a clear statement of value proposition and be ready to work it into the meeting.

    What are the three or four key reasons you are the one to hire? What do you offer that they need – in terms of soft and hard skills, knowledge and talents?

    Turn back to the preparation you have done for the points above. What does the company need – more generally and from someone in this role – and how can you deliver it?

    If you need more help formulating a personal value proposition, please refer to my worksheets here.

    The second interview is an exciting time! Best of luck!

    Anne Marie Segal - Web Image (Credit Alejandro Barragan IV)

    Anne Marie Segal is an executive coach, resume writer, Forbes Coaches Council member, former practicing attorney and author of two highly-praised books on interviewing and career development.

    Image credit: Adobe Stock.


 

 

 

 

 

business people group at office

If you are an executive who has been slogging along at a job search without a strategy, you can feel like you have hit quicksand with no way to get out.

Stop wasting time on what doesn’t matter. There are three things you need to get right:

  1. Know Yourself – have the self-awareness to realize your strengths, preferences, work style and skill gaps
  2. Know Your Audience – understand how to present yourself to the right people in the right way
  3. Reach and Convince Decision Makers – find and persuade them to hire you or create an opportunity for you

These three “pillars” of your search can guide your direction and help you invest your precious job search hours in activities that will pay off.

I detail these three essential job search elements in my recent article on Forbes (click here) and give in-depth guidance to help you get to the bottom of them in my book, Know Yourself, Grow Your Career: The Value Proposition Workbook (click here), including an entire chapter on personal branding.

amsegal-0111-croppedAnne Marie Segal is an executive coach, resume strategist, Forbes Coaches Council member and former practicing attorney. She is the author of Master the Interview: A Guide for Working Professionals and Know Yourself, Grow Your Career: The Personal Value Proposition Workbook (available online through Amazon, Barnes & Noble and local booksellers). To reach her, click here.

Image credit: Adobe Stock.

 

If you are on Goodreads, here’s a chance for U.S. readers to enter the giveaway for a signed copy of one of my books:

Know Yourself, Grow Your Career: The Value Proposition Workbook

Master the Interview: A Guide for Working Professionals

To learn more about my books, you can visit my Amazon Author Page at amazon.com/author/annemariesegal.

Two Books

Book Cover Front-Back

I know many of you have been eagerly awaiting my second book. Here it is!

Know Yourself, Grow Your Career provides a framework to reconnect with and enhance your skills, talents, interests and values and construct a personal value proposition that advances your own career goals while meeting the needs of employers, clients and others who may hire or invest in you.

If you would like to know more, check out:

Twenty five percent (25%) of the profits for sales in September and October 2017 will be donated to the Houston Food Bank and Save the Children.

Anne Marie Segal is an executive coach, author, resume strategist and member of Forbes Coaches Council. She is the author of Master the Interview: A Guide for Working Professionals (available on Amazon, Barnes & Noble and through local booksellers) and Know Yourself, Grow Your Career: The Personal Value Proposition Workbook.

Image credit above: Olly/Adobe Stock.

#pvp

 

Essential Job Search Tool:
The Interview Debrief Form

Your interview went great – or at least it’s over! Now what?

If you have ever worked with a recruiter, you will notice that recruiters invariably request a debriefing shortly after your interview. When I was job searching, I always valued these calls rather highly, because it was helpful to hear the recruiter’s perspective and also have a chance to “hear myself talk” about the opportunity. At the same time, I knew that I needed to have room to think in my own quiet space, without any external influences.

If your first step after your interview is talking to a recruiter (or anyone else, such as a spouse, friend or parent), also make notes for yourself while the meetings are fresh in your mind. Sometimes we lose our train of thought once new information enters the picture, such as questions from others or re-entry into the mix of a current job situation.

Interviewing

If you do not have time to make written notes within the first few hours after the interview but do have the opportunity to record yourself (e.g., in a recording app on your phone), I highly suggest you do the latter and transcribe your notes, or at least email the recording to yourself for safekeeping. You will want to have these notes in front of you when you return for additional interviews and while evaluating (if applicable) multiple offers, and you may even want to keep them for future job searches.

While we all want our job search to be quick and painless, sometimes we get called back months after the initial interview.

Are you sure you will remember what you said and to whom? 

Points to include in your debrief are:

  1. Your Overall Impressions
  2. Thoughts About the Interviewer and Company
  3. Points About You to Emphasize in Future Interviews
  4. Points About the Employer or Role to Emphasize in Future Interviews
  5. Any “Bottom Line” or Potential Stocking Points on Compensation, etc.
  6. Further Questions to Have Answered
  7. Further People to Meet
  8. Pros and Cons vs. Other Potential Roles
  9. Areas of Improvement for Future Interviews
  10. Additional Thoughts or Concerns

Interviewing2

Click here for a sample interview debrief form that you can use for informational interviewing and job interviews. You may wish to compile all of your forms in a single place, whether it is electronically or in a physical binder, so that you can compare and contrast opportunities, have them as a refresher if your “dream job” does not call back for six months and reinvigorate your job search if you have a break and restart (or find a job and then head out into the market again at a later date). We all think we will remember everything from our interview, and invariably we do not. Having these notes available will add depth and continuity to your personal knowledge bank, thereby enhancing your position as a candidate and accelerating your search.

Anne Marie Segal is an executive coach, author, resume strategist and member of Forbes Coaches Council. She is the author of Master the Interview: A Guide for Working Professionals (available on Amazon, Barnes & Noble and through local booksellers) and Know Yourself, Grow Your Career: The Personal Value Proposition Workbook.

The above article is an excerpt from Master the Interview.

Images: Adobe Stock.

 

I was honored to speak to University of Chicago alumni last month about highlights from my recent book, Master the Interview: A Guide for Working Professionals.

If you are currently in the job search, looking opportunistically or willing to move for the right role, you will save yourself hours in your interview preparation – mitigating stress and uncertainty in the process and increasing your chance of a job offer – by watching and listening to the discussions in this webinar.

Here are two of the many points I make that will help “frame” your preparation:

  1. You are “on interview” well before you enter the actual interview room. It behooves you to take an expanded view of interviewing, from the initial contact with companies and networking (including social media) to your follow-up efforts thereafter.
  2. While you cannot anticipate every question that will be asked in an interview, you can have examples ready that align with your value proposition and are versatile enough to be responsive to a range of questions. Thinking about questions thematically will help you organize and bring more impact to your potential responses.

For the slides to follow along to the presentation (or speed up the learning process), please click here.

Anne Marie Segal is a career and leadership development coach, author, resume strategist and member of Forbes Coaches Council. She is founder of Segal Coaching, author of Master the Interview: A Guide for Working Professionals (available on Amazon.com) and a frequent public speaker in New York, Connecticut and beyond.