Noel Roberts’ Post

Is your resume failing to land interviews? Here's why: Your resume must pass two gates (that is, people) to get you that coveted screening interview. Each has different criteria: 1. The HR Recruiter: * Focuses on keywords and job description matches * Looks for "action verbs" and "quantitative results" in the bullets * But, and this is key, they are usually not an expert in the specific job * Generally, if you have done the role and have enough experience, they are unlikely to disqualify you, but they might put your resume at the bottom of the pile. * (The HR recruiter may have some "knockout" criteria as well, such as not having US work authorization or not meeting other location requirements that WILL disqualify you.) 2. The Hiring Manager * Usually an expert on the job itself * Cares much less about keywords - if you can show you're qualified in other ways (i.e., via your bullet points) they can infer you're qualified. * Assesses if you're a good candidate for the job based on whether you made an impact by solving business problems. Q: Between these two stakeholders, who is more important? A: The hiring manager, because they make the decision to interview you. Understanding - and making sure your resumes works for - these two different stakeholders can significantly boost your chances of landing that first interview. And focusing, in particular, on showing the hiring manager you are *worth* interviewing is critical. (Edit: Added a bullet about knockout questions) --- I can help you create a resume that shows your impact - with crystal clarity. I'm not like other "resume writers" who don't understand product management or depend on old resume rules (that never worked anyway). To learn more, book a free resume review call with me, using the "Make your resume amazing!" link in my profile.

Interview Strategies : Reduce Job Applicants Going MIA for Interviews Dear HRs, here's some tips for you! 📌 Clear Communication: Ensure that all communication channels, such as email or phone, are clearly stated in the job posting. Provide detailed instructions regarding the interview date, time, and location. Additionally, send reminders a day or two before the scheduled interview to confirm their attendance. 📌 Streamlined Application Process: A lengthy and complicated application process can discourage applicants and increase the chances of them going MIA. Simplify the application process by minimizing the number of required steps and documents. Use user-friendly online application systems that allow applicants to easily submit their information and upload necessary documents. 📌 Prompt Responses: Responding promptly to job applications and inquiries is crucial in maintaining applicant engagement. Acknowledge receipt of applications and inform applicants about the next steps in the process. Promptly schedule interviews and provide all relevant details. By demonstrating your organization's efficiency and professionalism, applicants are more likely to show up for interviews. 📌 Flexible Interview Scheduling: Offer flexible interview scheduling options to accommodate applicants' availability. Provide a range of time slots, including early mornings, evenings, or even weekends, if feasible. This flexibility increases the likelihood of applicants being able to attend the interview and reduces the chances of them going MIA due to scheduling conflicts. 📌 Follow-Up Communication: After each interview, promptly follow up with applicants to express appreciation for their time and interest. Inform them about the next steps in the hiring process and provide an estimated timeline for decision-making. This proactive communication keeps applicants engaged and reduces the likelihood of them going MIA due to uncertainty. Dear job seekers, here's the link that can help you! >> https://cutt.ly/BewXSScH

*Common Reasons Why Employees Fail in Interviews* Despite possessing the necessary skills and qualifications, many job seekers fail to impress potential employers during interviews. The primary reasons for this include: Pre-Interview Mistakes :* 1. Inadequate research on the company and position 2. Poor resume and cover letter preparation 3. Late or incomplete application submissions 4. Failure to prepare answers to common interview questions Interview Performance: 1. Lack of confidence and poor body language 2. Inability to articulate skills and experiences 3. Failure to provide specific examples of accomplishments 4. Poor communication and listening skills 5. Unpreparedness for common interview questions Personality and Attitude: 1. Negative attitude or lack of enthusiasm 2. Inability to demonstrate teamwork and collaboration 3. Lack of adaptability and flexibility 4. Unwillingness to learn and grow Logistical Issues:* 1. Late arrival or poor time management 2. Inadequate preparation for technical or skills assessments 3. Failure to bring required documents or materials 4. Poor online profile or social media presence Other Factors: 1. Lack of relevant experience or training 2. Uncompetitive salary expectations 3. Unwillingness to relocate or travel 4. Unclear career goals or motivations Tips to Improve Interview Success: 1. Research the company and position thoroughly 2. Prepare thoughtful questions to ask the interviewer 3. Practice answering common interview questions 4. Develop a confident and positive attitude 5. Showcase relevant skills and experiences 6. Demonstrate enthusiasm and interest in the role 7. Ensure timely arrival and proper attire 8. Follow up with a thank-you note or email By addressing these common pitfalls, job seekers can significantly improve their chances of acing an interview and securing their desired role. *Key Takeaway:*Preparation, confidence, and a positive attitude are essential for interview success.

Title: Mastering the Art of Job Interviews: Dos and Don'ts Job interviews are pivotal moments in the hiring process, where candidates have the chance to showcase their skills and personality. As an employer or hiring manager, conducting effective job interviews is crucial for selecting the right candidate for the role. Here are some dos and don'ts to ensure your interviews are successful: Dos: 1. Prepare thoroughly: Familiarize yourself with the candidate's resume and the job description. Prepare relevant questions to assess their skills and suitability for the role. 2. Create a welcoming atmosphere: Make the candidate feel comfortable and valued from the moment they enter the room. Offer a warm greeting and provide any necessary information about the interview process. 3. Ask open-ended questions: Encourage candidates to elaborate on their experiences and skills by asking questions that require more than a simple yes or no answer. This allows you to gain deeper insights into their qualifications and suitability for the role. 4. Actively listen: Pay attention to the candidate's responses and show genuine interest in what they have to say. Active listening helps build rapport and allows you to assess their communication skills and professionalism. 5. Provide feedback: Offer constructive feedback to candidates, highlighting their strengths and areas for improvement. This demonstrates your commitment to their development and helps them understand how they can enhance their candidacy. Don'ts: 1. Don't rely solely on first impressions: While first impressions are important, they shouldn't be the sole basis for your decision. Take the time to thoroughly evaluate each candidate based on their skills, experience, and fit for the role. 2. Don't interrupt: Avoid interrupting candidates while they are speaking, as this can be perceived as disrespectful and may hinder their ability to communicate effectively. Instead, wait for them to finish speaking before asking follow-up questions. 3. Don't ask illegal or discriminatory questions: Avoid asking questions related to age, gender, race, religion, or other protected characteristics, as this could lead to allegations of discrimination. Stick to questions that are relevant to the job and focus on assessing the candidate's qualifications. 4. Don't rush the process: Take the time to conduct a thorough interview and gather all the information you need to make an informed decision. Rushing through the interview process can result in overlooking qualified candidates or making hasty hiring decisions. 5. Don't forget to follow up: After the interview, follow up with candidates to thank them for their time and provide any updates on the hiring process. Keeping candidates informed shows professionalism and respect for their time and effort. By following these dos and don'ts, you can conduct effective job interviews that help you identify the best candidates for your organization.

Friendly interview tip from an executive coach: Your resume will NOT land you your dream job. (Sorry if I burst your bubble) After prepping over 3,000 executives for interviews, I've learned the key differences between those who get hired and those who don't. Those who get hired focus on: • Letting their reputation proceed them • Studying their interviewee to ensure they know them • Retro-fitting their experience to the job description • Having a detailed list of how they'll crush the role Those who don't get hired focus on: • The best frameworks for answering interview questions • Rehearsing the perfect answer for every question • Memorizing all their accomplishments in order • Having the perfect resume tailored for the role In all my years of interview preparation, I have never seen or heard of someone who got a seven-figure executive salary based on their resume. And the only reason we believe these are important, It's simply because interviewing advice is outdated. You don't need to prove yourself. You've already put in the work. You have 5-10 years under your belt, Remember that when you're having these high-level conversations with executives. Focusing on leveraging what you've already built, And solving the problem of the person across from you. This is how you land the salary of your dreams.

Interview Tips – Which questions NOT TO ASK As a professional search consultant, AKA Headhunter, I spend a lot of time coaching folks through the interview process. It’s fun and rewarding. Interestingly, there are often the same few things candidates will ask me when we are preparing for an interview- they ask me about how to address a layoff or gap in employment (we will cover how to address these questions in a later post), they ask me about how to answer certain types of questions that may be posed but they NEVER ask me about which questions they should stay away from during the interview discussion. We will briefly discuss two questions that are at the top of the DO NOT ASK list, money and benefits. You may be asking yourself “why is this guy suggesting I don’t mention or ask about money or benefits, that why I go to work so why shouldn’t I be asking?” Well, let me lighten the path. There are a couple of key reasons why I don’t suggest mentioning these topics in the interview process. The first reason I don’t suggest mentioning money or benefits is that you don’t even know yet if the job is a good fit for you and EITHER does the hiring manager! The first meeting in most job interviews (unless it’s a retail role or other similar position, think food industry), is to get acquainted with the hiring manager, get a flavor of the role and the culture of the organization. This is an opportunity to ask broad, open-ended questions to help flush out details and expectations surrounding the position. It’s a chance to see if there is synergy with the person you are speaking with and if the organization is one you see yourself working with for the foreseeable future. The second reason it’s generally not a good idea to ask about money or benefits is that if the position and company line up with your expectations and all goes well, the hiring authority will bring up money and benefits to you! Always best to wait for a hiring authority to address compensation, if and when they do, that is the green light to discuss and ask questions, but NOT before.  Think of the interview process like dating. There is generally a sequence, a rhythm to dating. You need to get acquainted and establish rapport before getting more serious and its exactly the same in the interview process. Letting things unfold naturally, you will be in a position to assess if the role is one you want and the organization is one you want to work with, then and only then, will money and benefits be brought up. It’s normal for a hiring authority to ask an applicant about their compensation expectations IF they feel they may be a good match. It’s been my experience over the past 25 years that if both parties are interested then compensation usually will work itself out.  In dealing with how to address the questions surrounding your compensation expectations, read my post on “How to address the money question”, until then enjoy the process and cheers to your many successes! Eric Freedman

Recruitment Tip of the Week In today’s competitive job market, it’s essential to make a lasting impression in interviews. By preparing thoroughly and emphasizing your strengths, you can distinguish yourself from other candidates. These tips will help you present yourself confidently and demonstrate your fit for the role, increasing your chances of landing the job. Key Interview Preparation Steps continued… 1. Get the Inside Scoop: If possible, speak with current or former employees to gain insights into the company culture and expectations. This can give you a unique perspective to discuss during the interview. 2. Practice Your Examples: Be ready to provide specific examples of your achievements and how they relate to the job. 3. Plan Your Journey: Know exactly where the interview is taking place and how to get there. Consider doing a trial run to avoid any last-minute stress on the day of the interview. 4. Mind Your Non-Verbal Communication: Be aware of your body language. Maintain eye contact, offer a firm handshake, and mirror the interviewer's body language to create rapport. 5. Follow Up: Send a follow-up email thanking the interviewer for their time. Mention specific topics discussed in the interview to reinforce your interest and help you stand out. By following these tips, you'll be well-prepared to impress your interviewers and stand out as a strong candidate. Good luck!

Job Interviews: A Two-Way Street Job interviews are a significant investment of time and effort for candidates. They prepare extensively—researching the organization, crafting answers, and ensuring they present their best selves—often while balancing other responsibilities. But what happens when this preparation is met with irrelevant or unstructured interview questions? An interview should not leave a candidate feeling irritated, aggravated, or scared because of how questions were framed or delivered. While some organizations aim to assess how candidates perform under pressure, it’s worth considering: if the process is so overwhelming that it hinders candidates from showcasing their skills, is it truly effective? What’s worse is when this experience is followed by complete silence from the organization. Failing to communicate after an interview not only reflects poorly on the organization but also leaves candidates questioning their worth. Here’s what organizations can do to improve the interview experience and maintain professionalism: 1️⃣ Post-Interview Communication: Always inform candidates of the outcome, whether positive or negative. A well-crafted rejection email or letter provides closure and leaves candidates with a positive impression of your organization. 2️⃣ Honest Feedback: Whenever possible, share constructive feedback. Simple insights like, “We were impressed with X but needed more experience in Y,” can help candidates grow and understand the decision was based on tangible criteria. 3️⃣ Transparency with Internal Hires: If internal candidates are being considered, state this in the job posting. This sets realistic expectations and shows respect for external applicants’ time. 4️⃣ Impact on Candidates: Rejection can lead candidates to doubt their abilities. Emphasizing that a decision is about alignment with the role—rather than their worth—can help them stay confident. 5️⃣ Improved Interview Practices: Interviewers should be well-prepared to ask relevant, thoughtful questions and provide clear information about the role and organization. If internal hiring is likely, being upfront builds trust. Rejection is part of the job search process, but how it’s communicated can make all the difference. By prioritizing respect, transparency, and professionalism, organizations can ensure candidates leave with their dignity intact—even when the answer is “no.” Let’s work together to make interviews a fair and growth-oriented experience for everyone.

Prepare for the interview: Job Interview Do’s and Don’ts Job seekers often wonder what is really acceptable and unacceptable when it comes to the interview process. There are so many ideas, suggestions and helps to read. The basic job interview Do’s and Don’ts can be quite simply summed up into 10 Do’s and 10 Don’ts. You’ll do great if you adhere to the following: 10 Do’s for Job Seekers:  1. Do the basics of a firm handshake, making eye contact and be on time. 2. Do show excitement and enthusiasm in regards to the company. 3. Do pause and think before you give a flip answer. 4. Do get their business card and send a follow up thank you card or email. 5. Do ask questions for further clarification. 6. Do research the company in advance and bring out the info that you learned during the interview. 7. Do emphasize your strengths and provide examples. 8. Do have a list of questions you’d like to ask prepared in advance. 9. Do bring pen and paper to take notes which will show a thoroughness about you. 10. Do close the interview with wording that ensures you’re interested in the position. 10 Don’ts for Job Seekers:  1. Don’t fidget in your seat. 2. Don’t tell dramatic, long-winded stories. 3. Don’t be dishonest in any way. 4. Don’t forget to turn your cellphone off. 5. Don’t over exaggerate your capabilities. 6. Don’t bring up controversial topics or situations. 7. Don’t bring anyone with you to the interview. (Like a friend or family member) 8. Don’t say that you don’t have any questions. Engage with the interviewer. 9. Don’t chew gum or mints. 10. Don’t assume you know everything about the company. Job seekers, if you’ll follow these tips then you’ll stand out over your competition. While some of these seem basic, they are often overlooked. Trust me, they don’t go unnoticed by the interviewer. Be mindful of these Do’s and Don’ts and your interview will be a success! Lindalee, Lindalee Hathaway Green, CAC, CG Head Hunter Extraordinaire   Career Coach Par Excellence Cell/Text - 818-882- 9017  LindaleeGreen@gmail.com Please be advised that my Career Coaching services are priced at $100 per hour.

Would you hire this person??? Company: We looked at your resume and would like to set up an job interview. Candidate: I don't think an interview is necessary. You can look at my resume and profile on LinkedIn and see that I am qualified for the position. Company: But we'd really like to get to know you and see if you are a good fit for our company. Candidate: My profile shows I'm qualified, so there is really no reason for an interview. Me: WTF!!! I wouldn't hire this person and I'm guessing you wouldn't either. The candidate is letting their ego get in the way, and that's a hard NO! for me. I also wouldn't let them join the Audit Leader Forum™ where egos are checked at the door. Since it's a no "asshole zone" I require talking to people to see if they are a good fit for the group, and see if the Audit Leader Forum™ is a good fit for them. If it's not good for both of us, it's not good for either of us. And, BTW that was a real message conversation I had with someone this last week who thought they were too good to have to go through an interview process to join the group. Their loss, not mine. If you'd like to talk with audit leader peers and mentors, where egos are checked at the door so you can have real, practical conversations... message me and I can share the link to set up your interview.