A Tale of Job Seeking and the “Operations Manual” Manuals

Its all a very different question in interviews – yet to the greatest extent that “management” is interviewing you for employment and the job on hand – you on the reverse end are interviewing management.  The question is do you really want to invest your time and energy in that firm or organization to begin with.

The example was given of a young graphic artist – who for no reason of his own ended up on the jobless rolls.  This future employee had a young daughter to support. At least he had the good sense to go out and pound the pavement to get any income what so ever.

First interview at a big box store.  A slew of interviews and process.  The big operations manual.  The first question and alert might of well been – why such a need to hire if after all it was such a good place to work. And such rigidity – a slave to the operations manuals.  Not good signs of a good employer or bosses.

Next in line was a local donut shop.  The key question was asked “How long do you plan on working here?”.  The answer “until I get a better job”  ended the interview on the spot.

Never mind what the average length of employment in the firm was – and perhaps here was solid management potential as well – or perhaps a threat to management’s positions.

Lastly the job seeker searched in his trade where his skills were appreciated and noted.  The question was “Can you start Monday ?”  That in the end was the story.

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Jan 26, 2010 | 0 comments | View Post

Job Security for the Masses

Is today’s work world any different in any manner shape or form ?  No business is expected or can be expected to provide job guarantees , that is unless one is employed by a government department.  After all the late president Ronald Reagan had a statement that “nothing is as permanent as a government department.”   Yet even in the auto union trade , the auto maker union heads have found that their “demands”  of job security for their members has even fallen on increasingly deaf ears.   Has the labor marketplace changed , are our expectations as workers and employees , and that of employers changed in one giant paradigm shift in the last number of years and in our epoch of time and employ as well as employment ?

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Oct 29, 2009 | 0 comments | View Post

Basio Letter Types in Communication for Job Openings

It can be best and easiest said that the “job letter family” is easier and easiest to understand if the grouping is made simply into 2 basic sections and setups

1) Reactive Job Letters

- letters in this grouping are written when you know a job opening exists.  These are termed reactive letters

2) Proactive

- action letters that truly start and initiate leads

letters in this set are written in the hopes that inquiries  as well as other steps will bring about a possible job opening

You might well term these – initiates  or startup letters

lastly also in this category can be termed and included “thank you ” letters and notes as well as other letters that are really not essentially required but that a person as a job seeker writes as a means of following up on leads and other potential job and career openings as well as opportunities

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Feb 23, 2009 | 0 comments | View Post

Delicate Situations in Job Interview Situations

There can be any number of what might be called “delicate”  or “indiscreet” situations in job interviews.

Preparation is important although obviously you cannot predict all situations that may occur.  Very good or not so good interviewers may have the skills of   perhaps a gestapo officer.

They may uncover initiators that you may not be the most comfortable with handling, or have never though of since and long forgotten or some issue or event that your purposely and consciously forgot or put behind you long ago.

Among the most standard or even common questions that may come up in the course of a standard job or employment interview or interviews include:

- You have periods of long unemployment in your work history or histories

- You went to college or university and did not earn or complete your degree or course of studies

- The three or four most recent jobs on in your work history bear little resemblance or relation to one anther or the job position’s that you are currently applying for

- None of the specific jobs described in your resume or cover letter are directly related to the position / positions to which you are applying for/

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Jan 04, 2009 | 0 comments | View Post

Your Core Job Hunting Questions

- What do I really want?

- Where do I really want to work?

- What field do I want to work in?

- What companies or firms do I want to or not prefer to work for?

- What position and salary (and benefits) do I want?

- Does my resume express what I have to offer?

- Have I figured out that first impressions are vital?

- Did I do my homework and preparation?

- Can my interviewer hire me? Does he or she have the authority?

- Did I ask for the job?

- Have I followed up completely?

- Is it my intention to get the job or just put in time?

- Can I have the job?

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Oct 04, 2007 | 0 comments | View Post

Questions of Salary Exepectations

What do you expect for a salary? As well what are the job employment benefits? The interviewer wants to hire the best person for the job, but it has to be within the budget. Interviewers will usually wait until later stages to raise the issue and issues of salary and bonus. There may be a few questions earlier on in the interview stage to sense whether or not they can afford you – are you within the range of the ballpark.

Always be on the lookout for these prompts. It may save both you as a jobseeker and the employer/ interviewer wasted time, expense and heartache.

As an example here are some probing salary questions that may we be asked or floated:

1) What are your salary expectations?

- You would be wise to deflect this question until you have a full job description and have been offered the job. You may well indicate that you are flexible and willing to discuss the matter further.

2) Can you tell me what you would be expecting for a salary in order that we can both see that you are in range?

You could well ask what the range or salary range is. This way it can be qualified as a start in the interviewing process

3) I am concerned that someone with your experience and expertise might be priced out of our range. Could you kindly tell me what you are looking for as a compensation package?

Early on in the discussions it is wise to deflect this question. It may be wiser to reflect on these concerns further down the path

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