2011 Job Market Preview And Job Hunting Tips From An Insider
Last year I gave a presentation at a local senior finance networking group career services luncheon. They asked me to present because they wanted to hear from a long-time finance executive who has spent time recruiting CFOs and other finance and accounting executives. They also wanted to hear from someone who regularly speaks to chief executives, board members and investors about what it takes to be competitive in today's job market.
This was one of the more popular resources on Proformative, so I have updated it with current job market information and updated some of the content (although most remains unchanged). I have tried to give as much helpful insight as possible into a world that most people don't see, and to provide tips around how to make one's job search, resume, interview and entire professional presentation more effective. I hope you find this useful.
Comments
Company: ADP
Helpful, common sense tips that we should all know, but great to see them in this context.
Company:
I noticed your presentation included the tip to ask questions upfront and let them guide your responses. Why?
Any tips unique to internal interviews?
Thanks for posting some great information!
Company: Proformative, Inc.
A one page job description cannot possibly capture the complexity of a senior level job. Nor can it capture what the person sitting across the table from you thinks are the priorities for that job. If you start off with the simple question of, "What do you think the primary responsibilities of this position are or should be?" then you will typically find the interviewer telling you their priorities in addition to the company's priorities for the position.
This information is a goldmine and should direct much of what you say for the rest of the interview. Don't ignore the job spec, and don't ignore what your gut tells you about how you should present your skills or what you think the position should do. But you absolutely should take their input and leverage it appropriately in your responses. You may find that their priorities are not addressed at all in the standard job description (and sadly, most companies don't spend nearly as much time and attention to the job description as they should) and that you will strike a much deeper chord if you hit on some of their topics.
You can also ask things like, "Where do you see the company in 6, 12 and 18 months?", "What do you believe the CEO's highest priorities are for this position?" and my favorite, the one that shows the candidate has some sales skills, "Do you see anything missing in my background with regards to qualification for this position?".
Asking these or other questions shows that you care about the other person and that you understand their viewpoint counts and that you "get what you are doing" when it comes to interviewing.
Hope that helps clarify.
Company: Direct Approach Solutions, LLC.
These are really good tips - that never go out of style.