What are Your Interview Takeaways?

Filed under: Best Practices, Candidate / Job Seeker, Interview

Thumbs UpWhat are Your Interview Takeaways?

Job Interviews are not the most natural situation for most of us. Typically you are meeting the interviewer(s) for the first time, most likely in a new place with a company you don’t know intimately. You need to convince the person that you are the best person for a job that you have not practiced with that employer. And hopefully you only do this every few years, so you may not have had a lot of practice lately. Ug.

Whether you are speaking with a recruiter or a hiring manager, there are proven ways to make a good impression and effectively communicate who you are and what you have to offer. First of all, prepare several talking points (and don’t forget the last one like happened in a recent political debate). Have the main points you want to make to the interviewer down pat. This will allow you to say on point.

Identify the company’s or the hiring manager’s priorities ahead of time if possible, or at the outset of the interview. If you work with a recruiter or have an opening conversation, ask what those priorities to prepare for the interview. Dialogue with colleagues and industry professionals to learn about what the company/position/sector really needs to succeed. Research the company’s culture, track record and mission/vision. Now tailor your talking points to how your skills and abilities will fit the company’s needs and strategic vision.

Armed with your talking points, you should relax and dialogue naturally incorporating your message into your responses. If you are asked about your track record, know how your successes will match up with what the hiring manager needs from his next hire. If you are asked about previous challenges and how you overcame them, choose an example that shows that your decision making would be an asset for this company’s needs. Align your answers to support the takeaways that you want to leave with the interviewer.

Remember, this isn’t a social call, it is a sales pitch. You must sell yourself, your experience, your abilities, and your fit, while demonstrating how you meet the company’s needs and effectively communicating your takeaways.

 

Redfish offers a number of job serach and career managment articles on the Redfish website in the Candidate Resource Library. Check it out!

Recruiting Success Stories: Mohan Bhan, Solar Energy

Filed under: Featured Placements, Jobs/Employment

Recruiting Success Stories:

Mohan Bhan

Mohan Bhan

Featured Placement – Mohan Bhan

Chief Technology Officer – Ultra Thin Film Solar Energy

 

When this rising 3rd Generation Solar start-up needed top industry talent, the CEO reached out to Redfish based on excellent industry recommendations. Incorporating nano structured photovoltaic cells to increase the total daily power output of solar modules, this exciting company’s mission is to provide clean, safe, renewable energy Read more »

Best Practices for Online Job Postings – Advice from the DOJ

Filed under: Best Practices, Employer, Human Resources / Capital, Talent Acquisition

Best Practices for Online Job Postings

from The United States Department of Justice

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C. § 1324b(a)(1)(B).

Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person’s national origin or citizenship status.

Over the past decade, the Internet has proven to be a valuable resource for matching employers with job seekers. The following list of best practices is intended as a guide for Internet job search engine sites and employers and recruiters who post job ads on the Internet.

DOs for Internet Job Search Engines

– Do require employers, recruiters, and others posting employment ads to sign a membership agreement and client contract that require compliance with all applicable equal employment opportunity laws, including the anti-discrimination provision of the Immigration and Naturalization Act, and:

– Prohibit any posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract.

– Prohibit any job requirement or criterion in connection with a job posting that discriminates on the basis of citizenship status or national origin.

– Do create a link for employers posting directly on the website that outlines prohibited employment practices and email the link to employers prior to permitting a job posting on the site.

– Do send employers an email each time the employer posts mass job announcements via file transfer protocol (FTP) that includes a link to the prohibited job postings link mentioned above.

– Do create an Equal Employment Opportunity page or an Employer Resources page discussing EEO issues and prohibited job postings. For further reference, these pages can link to the website of the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) at http://www.justice.gov/crt/about/osc

– Do monitor employers’ postings and pull ads that use prohibited discriminatory language or criteria.

DOs for Employers and Recruiters

– Do treat equally U.S. citizens, lawful permanent residents, temporary residents, asylees, and refugees in recruitment or hiring.

– Do embrace equal employment practices, including: refraining from discriminating on the basis of national origin; and/or immigration and citizenship status.

– Do avoid making the assumption that only U.S. citizens are authorized to work in the United States.

– Do avoid the following language in job postings:

– “Only U.S. Citizens”
– “Citizenship requirement”*
– “Only U.S. Citizens or Green Card Holders”
– “H-1Bs Only”
– “Must have a U.S. Passport”
– “Must have a green card” 

*UNLESS U.S. citizenship is required by law, regulation, executive order, or government contract.

– Do allow all employees (including non-U.S. citizens) to provide any permissible documents to establish their identity or work authorization during the employment verification process.

– Do recognize that refugees and those newly granted asylum who have not yet received a Social Security number may not be fully able to complete on-line applications even though they are authorized to work in the U.S. indefinitely, and avoid creating unnecessary hurdles for such individuals.

For further information on immigration-related employment discrimination, contact OSC at 1-800-255-8155 (Employer Hotline) or at (202) 616-5594 (main line).

Get more directly from the Dept. of Justice

The original DOJ article can be found on the United States Department of Justice website at:

http://www.justice.gov/crt/about/osc/htm/best_practices.php

 

Recruiting on a Diet

Filed under: Best Practices, Candidate / Job Seeker, Employer, Salary

Recruiting on a Diet

Rob Reeves

Rob Reeves

About once a year I’m good for a cleanse. You know those things you’ve done or heard of friends doing that have you drinking water with some crazy concoction in it and basically not eating from anywhere between 7 and 9 days? This supposedly allows you to rid your body of toxins and clean yourself out. It’s usually my wife’s idea and I go along grudgingly. I’ve no idea whether it works or not, but I do know that while doing it, I’m hungry and irritable and spend most of my time trying to be civil to the people around me.

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