Interview Process Archives - SearchWide Global

Six Ways to Land The Interview You Want

9.20.2017 by jsl_web_admin

Have you ever wondered why you didn’t get a follow-up e-mail or call for an in-person interview? At some point, you should dig deeper and really understand why you aren’t getting called back. This article provides six steps that are critical to your job hunt. These steps are often overlooked when candidates move too quickly to reach the interview stage. Like anything worth working for, you need to put in the ground work to be successful. If you are having trouble getting an interview, seek no more. Here are six ways to land an interview:

Build a strong personal network. Put in the effort to develop a personal network. Be proactive and attend in-person networking events. Do not rely entirely on the internet and simple one-click submissions, like Monster and Indeed. It is important to establish meaningful relationships with decision makers, and a great way to do this is through professional networking events, such as industry meetings and mixers, university recruitment programs, and career fairs. Your chances of being hired will increase significantly if you establish and leverage internal contacts within your target company.

Polish up your LinkedIn profile. Now that you have developed your physical, in-person network, you can shift your focus to online networks: LinkedIn and other professional networking websites. Start making the right connections online. In other words, advertise yourself to your target company, including talent acquisition, hiring managers, and other key stakeholders.

You may be perfect for a position, but if you are not in close contact with the hiring manager (think first or second degree within a professional social network), you might be out of the equation entirely. LinkedIn can give you a leg up on the competition. Secondly, as you develop your LinkedIn profile, ignore the phrase “don’t judge a book by its cover”. Recruiters and hiring managers want to see polished candidates, and that starts with your profile on LinkedIn; think about adding a professional photograph. Your accomplishments may be great, but if you do not present yourself well, you may be passed over for another candidate.

Research the company. Research the company and your target position. Hiring managers need to know that you can handle the role; and more importantly, that you have the relevant skills to succeed. Researching the company and position will show effort, and help you adapt your skills to meet the specific needs of the company. Familiarity with the company’s goals and values will be very effective during networking conversations and prescreening interviews. Researching the position is also critical to developing a great resume and cover letter.

Develop a winning resume and cover letter. Polish up a winning resume and cover letter. Read your resume and ask yourself: “What unique skills do I possess that will enable me to add value to the role?”. In today’s job market, many applicants offer similar skills – make your resume and cover letter stand out by using action words followed by strong, goal oriented statements. In your cover letter, be sure to explain how you have impacted your previous company positively. Include performance achievements, awards, and clear quantitative data that illustrates your success. Lastly, explain why you are the best candidate for the job, and how you can contribute to the goals of your target company.

Follow-up. If you have contact information of a recruiter, employee, or other relevant network contact, it is helpful to send a follow-up email after submitting your application. Although you may think this is coming off as pushy, reaching out may put you at the top of the list. Note, one follow-up message is generally sufficient, as you do not want to seem overly eager. Also, if you are told you are not continuing to the interview phase, be sure to ask for feedback on your submission in order to improve for your next opportunity.

Develop a clear career pathway. Develop a career pathway toward your target position. Be selective about the interviews and positions that you accept. Structure your career moves to show growth and continuous professional development toward a clear goal. Keep in mind, as Thomas Jefferson said, “I’m a great believer in luck, and I find the harder I work, the more luck I have!”

Overall, remember to never give up. Wishing you the best of luck in your search!

How to Know if a Company is the Right Fit for You – Before Accepting the Position

3.21.2017 by jsl_web_admin

By: Mark Gnatovic

Many times prospective candidates do not do enough of their own homework and evaluation of the company they are interviewing with to determine if this move will be a move filled with success, and even more important, the happiness they seek. Based on our many years of experience we’ve put together some great advice to turn to while you are in the interview and hiring process. This will help you determine if the company is a good fit for you before you accept the position.

The key is to evaluate the company just as much as they evaluate you.

Here are some helpful thoughts to consider before you accept a new job:

1. The first thing to ask yourself, “can I be successful in this position”? There are plenty of “cool” jobs out there, or positions that you have dreamed about, sound exciting, but are they right for you? Consider the position inside and out, the responsibilities, and how it translates to your experience, is it a role you can see yourself being successful in? How will you compare to other likely candidates?

2. Okay, you’re comfortable with #1, now consider the company and how it fits with you and your livelihood. It’s your life, know what is important to you! Ask yourself if you are comfortable with the hours, travel, perhaps weekends and even nights. If you don’t know the answers to those questions, find out now before it’s too late.

3. How about the personality of the person you will report to? Does his/her leadership style align with you? Will your potential new boss provide a platform for your success? Ask a couple leading questions like “what’s your style of leadership and what does success look like to you?”

4. Ask about the team that you will eventually partner with and that will support you (and you them) towards success. Maybe, ”tell me about the existing team that is in place, what challenges or successes have they had and why”?

5. Evaluate the office atmosphere…did the person working the front desk greet you? Do people look at you in the eye and say “hi” as you walk by and into the interview room. Try and gather a sense for what a typical day would feel like, what mood does it put you in?

6. What does the culture feel like? A simple question, “tell me about the culture here”. How about personal health, do you see people wearing Fitbits, using stability balls, or stand-up desks? If it’s important to you, be aware of the culture and environment. Ask for a tour of the office.

7. As you consider the company, ask (and do you own homework/evaluation) what makes them better than their competitive set? It may not be the largest and most financially heavy company (although money in the bank is SUPER important), but what makes this company stand out? First off, know their competitive set and ask, “how do you compete against ABC and what are your biggest challenges when competing against them? What makes “us” stand out to “them”?

8. How about the size of the company? Some people do better with a larger, more defined responsibility vs. a smaller, more cutting edge and entrepreneurial opportunity. Just recognize what is ahead for you where there are more opportunities for “all hands on deck”. And, for the entrepreneurial “opportunities” that come with long range money, you need to get those promises in writing.

9. Why is the position available? What happened to the last person? Or why has this position been created? These are fantastic questions that may help you determine if the role fits you.

Your own unique discovery process on shared beliefs, ethics, integrity and morals are ALL no brainers. Every company is unique in its own right, and so are you. Don’t make a move just to make the move. Find a home that you will inspire you, challenge you, and provide opportunities for your career.

A good candidate must interview the interviewers almost as much as they will interview you. Trust your gut and good luck!

The Perfect Interview Outfits for Both Men and Women

3.3.2016 by jsl_web_admin

It’s the night before a big interview and you’re fully prepared. You’ve done your homework on the company, the position and you’re prepared to answer any probing questions that may be tossed your way. But wait, you ask yourself, what do I wear? You want to impress your future boss by looking professional, presentable and fashionable at the same time. After all, first impressions make a statement about you and your personality.

According to Forbes,

“That first impression on an interview counts so much, and you don’t want to be out of the race before the interview even begins,” says Sherry Maysonave, who runs Empowerment Enterprises, an Austin, Texas, image consulting firm. “That first impression happens in less than 30 seconds and is based entirely upon your attire.”

For starters, make sure you research the company’s culture. It’s easy nowadays to do so via the company’s social media pages (Facebook, Instagram, LinkedIn). If you’re unsure, it’s OK to ask what to wear. Take into consideration the time of year, your geographic location, and the job/company/industry. Dress for the job you want, not your current position!

Remember perception is reality. Even if the company is a tech company where the environment is more laid back, it’s still important to dress up for your interview. This shows that you take the company and your position seriously.

Below are a few tips when deciding what to wear:

1. Style: For men, invest in a good suit! A quality suit should last five to ten years, depending on how well you care for it, and it’s worth it if you plan to excel in your career. Keep it simple and classy. Make sure it fits well, which mean you may have to get it tailored for the perfect fit.

For women, consider a suit as well. You have a little more flexibility here, choose from a pants suit, dress suit, or skirt suit. When choosing a dress or skirt, wear black tights or pantyhose to polish off the professional look.

If this is an executive level position, a suit is a must. However, when interviewing for a lower level position a woman can go with a knee or calf length black dress paired with a blazer.

Here are some Pinterest boards we found that will give you some great suit ideas:

MEN’S SUITS

WOMEN’S SUITS

2. Color scheme: This goes for both men and women, stay with classic color combos: black/white, grey/white, navy blue/white. You can use your accessories to add a pop of color (ties, earrings, necklaces, handbag etc.). A white or light colored tailored shirt offers clean, professional look. Stay away from bold colors, as they tend to look more casual.

3. Shoes: Men should go with an oxford or derby style shoe in dark brown, navy, or black. Black if you are entering the boardroom. Make sure to polish leather shoes or buff suede, paying special attention to the heels and soles.

For women, shoes should be professional and understated, a mid-heel pump with a closed toe is the go-to choice. If you’re confident the company culture allows for a little bit of individuality here, go with a classic and tasteful pattern or color, but keeping the closed-toe and modest heel.

This should go without saying, but make sure your shoes are clean and scuff free. Take the time to tend to them beforehand.

4. Accessories: Here is where you can show more style. However you don’t want to look too flashy. For men, wearing a conservative watch and a good quality belt that matches your shoes is an ideal look.

For women, keep your jewelry tasteful, the interviewer should not “notice” your jewelry. A business-like tote is ideal for interviews and can hold any materials you wish to present during the meeting.

If the company culture you’re applying for is young, cutting-edge, or fun you might want to add a splash of personality to your outfit. This video will give you some ideas on how to personalize your professional look through accessories:

5. Cleanliness: A well-kept and groomed look is very important. For men, a clean shaven face and hair neatly trimmed will give a professional impression.

For women, keep makeup to a minimum. Hair should be neatly groomed and away from the face.

Dressing nicely and appropriately is a compliment to the person you meet, so if in doubt, dress to a higher standard than you may need to, and it’s safer than showing up too casual.

Remember NOT to do the following:

Wear perfume or cologne
Have visible body art, such as tattoos and piercings
Wear tight clothing
Wear wrinkled clothing
Expose technology – turn off your phone and put it away!

SearchWide Global is a full service executive search firm primarily for companies in the travel, tourism, hospitality, convention, trade association, venue management and experiential marketing industries. We specialize in executive recruitment at all levels. Our knowledge and experience help us fully understand and interpret your business, competitive set and individual dynamics related to your business. With offices across the country, we remain connected at all levels while valuing our client and candidate relationships which in turn will build a solid bench for future success.

How to Properly Conduct an Interview in 8 Steps

2.1.2016 by jsl_web_admin

In order to have a successful round of interviews, make sure you put time and effort into the preparation. The smoother the process is for the candidates and interviewers, the better. Here are some notes on preparation we’ve put together.

Before the Interview

1. Identify the team of people who will be involved in the interview process.

Make sure to share the position description as well as which strengths are most important to you. Each interviewer should have a standard set of questions to ask the candidate, and it’s important to ask the same questions every time.

2. Develop an evaluation form for each interviewer to complete.

It’s critical to have someone in charge of all interview logistics, and no detail is too small to consider. Remember, always put your best foot forward—if you’re talking to the right candidates, it will be a two-way interview.

3. Have the search firm check references prior to the face-to-face interview and share that information with all of the interviewers.

If you’re using a personality-profiling tool, have those results available as well. A search firm, such as SearchWide Global can go over this in detail.

4. Put together an interview agenda.

Some candidates might assume the interview will last a couple hours, but the interview panel has made plans for a social function as well. Create a detailed agenda of the day for each candidate, this will help all parties involved stay organized, focused, and prepared. Make sure a copy is sent to each candidate and to the team who will be interviewing beforehand.

Interview Day

5. Make sure the receptionist is completely aware of the interview schedule and what time you expect each candidate to arrive.

First impressions are also important on the candidate behalf. A welcoming, friendly, staff that is well aware that interviews are taking place is important.

6. Allow for plenty of breaks throughout the day.

Breaks should be included in the interview agenda. Keep that in mind when planning for each candidate interview. This way people can plan when they will be free to take calls and respond to emails.

7. Consider placing the candidates in a meeting room and having interviewers come in.

This provides the candidate a more comfortable setting. Shuffling candidates from office to office is not ideal.

8. Provide light refreshments.

The interviews can be lengthy and having a nice, presentable set up in the meeting room of light snacks and an assortment of beverages will be appreciated.

Contact us to learn more about how an executive search firm can help you and your organization find the right candidate.

SearchWide Global is the leader in executive search and recruitment for public and private organizations in the convention, hospitality, tourism, lodging and event industries for almost two decades. We specialize in executive recruitment at all levels. Our knowledge and experience help us fully understand and interpret your business, competitive set and individual dynamics related to your business. With offices across the country, we remain connected at all levels while valuing our client and candidate relationships which in turn will build a solid bench for future success.

Why can’t they make a decision?

1.12.2016 by jsl_web_admin

A person is on their way to a fifth interview with a company for a position that is of high interest when all of a sudden gripping fear takes over “Oh no, am I wearing the same suit I wore on the second interview? Are they going to think I only have two suits?!”

Then thoughts drift toward the reasoning for this fifth interview. What else can be asked that hasn’t already been answered? I completed two Behavioral Assessments where my brain was poked and pricked along with a series of references from previous employers who all received calls. Plus, there is the dutiful substance/drug check and a background check to see if I’ve ever stole anything or drove over the speed limit!

The fact is this scenario is becoming more the norm than the one off special situation.

Let’s take a look at the reasoning for why multiple interviews are required:

1. Companies have been burned before on hiring someone to be surprised by the skills, or lack of skills, that someone actually brings to a job. Therefore more time and effort goes into the hiring process.

2. Cross-function teams and peer associates are encouraged to provide input, and be included in the hiring process. Therefore, add a few more meetings to that interview schedule!

3. Travel agendas; more often than not, everyone isn’t in one place at one time to interview with you. Bingo – that’s another interview that has to be scheduled.

4. The next level is included, so up the corporate ladder we go. Another meeting, the company didn’t want to waste the time of execs for anyone but a more serious finalist.

5. Some fear by hiring managers to pull the trigger. Let’s get buy in all around, making it a collective decision. That way, the hiring manager doesn’t stand out as a lone wolf if things didn’t work out.

What can you take away from this? Remember, your liaison and contact person, usually in HR/Talent Acquisition, is an asset to you. Treat them with respect and appreciation, it will help you behind the scenes.

Be consistent, stay true to your beliefs versus what you think the company wants to hear from you. A part of this is to peel things back to see what your approach and tendencies are in different situations. A company wants to see the real you in contrast to the person you were on stage in your first interview.

After skills are assessed on a resume, a curious question is, “What is the percentage of importance that chemistry and fit falls into a hire?” It’s pretty high, and that again points to confirmation of extended interviews.

Once you get that job, remembering how it felt at a candidate level will go a long way. When you’re doing the hiring, be open with candidates about the timeline, and thank them for their flexibility in repeat meetings and the intermediary steps that have to be taken.

READ ALSO: 10 Things You Need to Know to Ace an Interview

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Contact us to learn more about how an executive search firm can help you and your organization.

10 Things You Need to Know to Ace an Interview

11.24.2015 by jsl_web_admin

We’ve all seen that perfect job and wondered how cool it would be to work there! Some of you were lucky enough to land “that” interview…now what?!?!

Well relax! Take a deep breath, compose yourself and then take a step back. It takes time and practice to ace a performance in the interview room.

After seeing hundreds of interviews, most do well, some fall hard and a few simply nail it! The candidates that nail the interview were certainly the most prepared.

Here are some thoughts for interviewing preparation for success…

1. First off…evaluate yourself:

It is not about the hardest worker or the one that arrives early and stays late that will get that position… Know your strength and weaknesses; know them well enough so you can effectively communicate these to the hiring party. They will ask…believe me… Most importantly, you really should know this for your own personal growth. Ask yourself some really tough questions and you may want to ask others you know and trust. You’re really only as good as the information you get and “not knowing that you don’t know” is not a strong trait. Lastly, know WHY you want this job…practice how you communicate this…ears perk up when candidates respond to WHY!

2. Know the company:

Do your homework! Not only is it important to know the company but know their competitive set and have the ability to speak about those comparable strength and weaknesses at least at a surface level. You can’t get into the nitty gritty until you can conduct your own internal assessment but online can provide a surface level view to give you some talking points. Go for it!

3. Know who will interview you:

LinkedIn…BAM! Look to connect your life with theirs. This will give you talking points and can break the ice out of the gate when you walk into the room. Look at the cities they’ve lived in, former companies, college, groups, etc. Play it safe when looking at common connections because your friend may no longer be their friend.

4. Be a good listener:

You can’t just listen with your ears…USE YOUR EYES; body language can tell you everything. Listen carefully to the question and answer the question. Do not fill in silence with speak. I think we’ve all interviewed somebody and asked one question and received a 30 minute response…not good! Watch for body language to know when to wrap it up.

5. Confident but humble:

Know you…know what you can do…be confident but humble…it’s all in the delivery. B and C players are indecisive. Good leaders are decisive and factual. If you want to be considered as leadership material, you have to possess a confident but humble characteristic. Be confident in your judgment and believe in yourself. Has anyone heard the saying…you’re good enough, you’re smart enough and dammit…people like you. They probably do until you give them a reason not to…

6. WE…Us…the TEAM:

The old saying is true, the letter “I” stands alone. Share credit when a project goes well. One of the most powerful and rarely discussed success factors with career success is the ability to share wins with others. “We” vs. “Me” will help the interviewer understand your ability to work well with others. This doesn’t mean refrain from sharing your individual responsibilities and accomplishments, but be clear about how those things benefitted your team. Helping your colleagues succeed is a sign of self-confidence, self-trust, teamwork and collaborative leadership.

7. Communication style:

The basics here…energy, polished and on point. Effective communication in a sufficient amount is VERY important. Careful not to ramble on and on and on and on…you get the point. Whether you bump into a CEO in an elevator, the guy on the loading dock…your ability to speak and engage with a wide variety of people is an absolute essential. I always found it extremely beneficial to ask the receptionist how a candidate interacted with them…pay attention to your verbal and nonverbal efforts.

8. Dress the part:

If you look good you feel good and that is contagious.

9. Have a few questions for the end and a brief closing statement:

Questions can prove that you’re prepared and have done some homework. Ask the questions you need answered so you can evaluate the position just as much as they evaluated you. But, read body language and know when it’s time to close. A closing statement should reiterate you want and desire to make a change. Don’t overkill this…keep it to the point, simple and polished.

10. Lastly and super important…be you:

You never want to sell yourself into a position that is over your head or where your experience won’t provide success. Nobody wants to scratch their head after 6 months and ask “what did I do…?”

Take positions that stretch your ability, will keep your interest so you stay motivated. Look for companies that can provide growth and an opportunity down the road. Look for a culture fit as much as a professional fit. Don’t sell yourself short…go for it and remember…success comes most to those who are surrounded by people who want their success to continue.

Contact us to learn more about our services.

Executive Search Firm Assistance: Do You Need It?

11.7.2015 by jsl_web_admin

The very best candidates do not respond to postings or ads. They typically are not looking for new positions. They’re well compensated, they’re peak performers, and they’re more than likely being taken care of by their current employers. They have to be sold on the idea of leaving a job and a company they love—they want and need to be recruited!

Based on the book, Effective Sales Force Leadership: The Science and Art of Sales Leadership by SearchWide Global President and CEO, Mike Gamble and co-author, Leadership Synergies President and CEO, John S. Parke. Here are four things to think about when considering hiring a search and recruitment firm.

1. It will be very difficult (if not impossible) for you or your human resources department to identify, contact, and persuade these all-stars to consider your opportunity.

2. The expense associated with retaining an executive search firm is well worth the investment. It will also give you peace of mind to know that no stone was left unturned and that you’re seeing the very best talent available.

3. Your search will also have more structure and accountability if managed by a retained firm.

4. Lastly, the search firm executive will play the role of the unbiased consultant, providing honest, candid feedback throughout the process that will prove invaluable.

When hiring a professional company to handle your job search, you have a wide range of options. Your human-resources department will likely have existing relationships with contingent and retained firms. A retained search is the best choice for executive-level leadership positions. Once a Request for Proposal (RFP) is developed, it is best to distribute it to a cross-section of retained firms to compare the services and costs between large and boutique firms.

Things to ask when hiring a search firm:

1. What is the level of experience of the executive who will be assigned to your search

2. Who is their past and current clients

3. What is their search process detail and services provided

4. What is their needs assessment detail

5. How your referrals will be handled

6. What is the timeline

7. What is their guarantee (one year is standard, but two is negotiable)

8. What is their pricing structure (especially costs above and beyond the fee)

SearchWide Global is a full service executive search firm primarily for companies in the travel, tourism, hospitality, convention, trade association, venue management and experiential marketing industries. We specialize in C-Level and Director level executive searches for companies ranging in size from Fortune 500 corporations to mid-sized public and private companies and associations. Headquartered in St. Paul, MN, USA and several regional offices, we’re able to serve clients and candidates nationwide. Founded in 1999, we have remained focused on our four core values for almost two decades: INTEGRITY, ETHICS, PASSION and RESPECT.

Category: Interview Process