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“I’ve been finding people jobs since 1973, and have helped thousands of candidates find great career opportunities. Let me help you too!”... Tony Beshara

"I've been finding people jobs since 1973, and have helped thousands of candidates find great career opportunities. Let me help you too!"... Tony Beshara

Hiring Authorities : Lesson in Making Candidate Assumptions

Our CIO client had developed a year-long program that he actually “sold” to the rest of the C suite. He simply needed a qualified program manager. Unfortunately, he said his standard was so high, in which he spent three months not being able to find anybody. It seemed like the longer he looked the more difficult he made it on himself (not uncommon).

He had been through at least five or six good candidates but could never quite bring himself to pursue them. He finally mentioned to us that the rest of his management team was wondering what was wrong with this whole thing. They wanted to know why he hadn’t gotten on with the project. He convinced them to come up with a little more money and committed himself to get it done.

We came up with an excellent candidate and explained to him that the candidate was going to cost 10 or $15,000 more than what he wanted to pay. Being under that kind of pressure, he was convinced that he could do it. After interviewing the candidate three or four times, he was convinced that this was “the guy.” He was so convinced and so thrilled with the candidate he broadcasted the fact that he was going to hire this guy to everyone in the company. And on paper, it sure did make the CIO look good. He was so proud of himself, he was metaphorically “high-fiving” with everyone. Unfortunately, he hadn’t even offered the candidate the job and was making the assumption that the candidate would accept it. He just assumed that he would be able to “work it out” with the candidate. He just got a little ahead of himself.

This kind of thing happens a lot. The poor guy was in the “fishbowl” and everybody, it seemed, was watching to see what would happen. The CIO was so excited he finally got around to talking with the candidate about compensation. He had never really discussed money with the candidate although we had explained to him that the candidate was not going to consider anything less than $150,000 which was $10,000 more than the CIO had in mind or had budgeted.

The CIO was now in a real pickle. Somehow, he got the money. Reading between the lines we think that the guy really put his professional reputation on the line with his company. He did not tell us, but we’re pretty sure that he pulled every political stopper he could to get the money.  What he neglected to do however was to ask candidate about, not just his salary compensation but all of his benefit expectations, etc.

Admittedly, the candidate had never really analyzed his present benefits package all that much. Now that he was faced with a possible job change, he started looking at all of his compensation. The candidate came to the conclusion that his present benefits package was worth at least another $15,000, so he decided that he wouldn’t move for anything less than $165,000.

Now, to be fair, we had discussed all of this with the candidate before the initial offer was made. He never mentioned anything to us about his “benefits package.” We asked him when the negotiation was going on about anything else he could think of. Admittedly, we believe that the whole thing went to his head and he started thinking, “well, if I can get  then to $150,000, I probably can get more.” He never really quite said that to us, but his attitude changed rather rapidly.

What happens next is unsure, given the outcome has not unfolded as of yet.

We have a tremendous amount of empathy for the CIO. He’s in the fishbowl. He stuck his neck out and announced to the whole world that he had this job filled. When things get this complicated and ego starts getting involved, it’s normally not good.

Here is the point:

Try not to get ahead of yourself. Hiring people is hard to do. All you can do is your best and try not to make promises that are dependent upon other people.

By |2022-09-22T08:26:18-05:00September 22, 2022|Job Search Blog|

How Do You Ask for the Job in an Interview?

 

Clearly educating yourself on everything you need to know about the job and then successfully interviewing with the hiring authority, leads to the next step; asking for the job.

How do you ask for the job in an interview?

Thoughtfulness is the key.  Placing emotional state aside and remaining focus on working the process till you receive an offer and start date is the goal.

A great example of a candidate that worked this process was Becky.

Becky was on her second interview with the hiring authorities’ system engineer. She had been on the video call with him for almost 30 minutes and knew that the interview was going well.

But lots of candidates realize an interview might be going well yet miss the opportunity to respectfully ask for the job.  Becky had the courage and the training to ask, “Are you going to tell the boss to hire me?”  While this may sound bold or aggressive, she had already built a rapport with the hiring authority and displayed enthusiasm for the company and position at hand.

She worked the process effortlessly.

The last three or four candidates this company had interviewed did not or would not simply ask for the job, let alone ask a subordinate of the hiring authority if they were going to recommend them.

The guy that Becky was interviewing with started laughing and said, “I just sent an email recommending we should hire you.”

Moral of the story: Preparing and executing a good interview are foundational; however once they are established complete the order of business by requesting the job at hand.

By |2022-09-13T11:20:01-05:00September 13, 2022|Job Search Blog|

Top 3 Tips for Effortless Interviewing Successful

 

We have most likely covered the topic of interviewing in the past however, as John Wooden stated,

“The eight laws of learning are explanation, demonstration, imitation, repetition, repetition, repetition, repetition, repetition.”

Therefore, we will practice a little repetition in the area of reviewing successful interviewing tips.  As we have discussed in the past, performing well during the interviewing process requires the need to recognize your own context, as well as the context of the people you are interviewing with.  Successful interviewing should be easy, conversational.

Below are 3 main tips to assist in making the interview process effortless.

  1. Understand the business perspective. Candidates have to realize from what point of view the employer is inquiring from and then answer accordingly.

Ask yourself what is the employer attempting to discover?

    • Can you do the job?

    • If you have an agreeable personality?

    • Are you a risk to the company?

    • Will the salary you seek be within budget?

  1. Take the time to understand and comprehend what the employer is asking?

Often, people are so nervous in an interviewing situation, they start answering a question before the really understand what’s being asked.  There’s nothing wrong with asking the hiring or interviewing authority to restate questions for you to get a better understanding and allow you to process a response.

  1. Research and preparation for the interview.

Attempting to ad-lib answers rather than providing an examined response, regarding the company or the hiring authority, will always lead to disaster.  No matter how well a person thinks on his or her feet, the interviewing process is more sophisticated than it has ever been. Ad- libbing won’t hack it.  Answering questions well takes a lot of practice and preparation.  The candidates who prepare well for interviewing questions get the offers.

 

Interviewing has a great implication on your career.  Practice the above tips repeatedly to assist in your next interview success.

By |2022-08-29T16:35:08-05:00August 29, 2022|Job Search Blog|

Interview Counsel for Your Blind Spots

When candidates lose out to a lesser candidate, of skill or background, due to lack of salesmanship when it comes to their qualifications or lack of interview preparation they often fall into the “blame game”.

A great example of this was a candidate I had who changed the interview time with the hiring authority twice, he did practically no research or preparation on the company or the person he was going to interview with.  The candidate went into the interview with a, “what you got for me?” attitude.  The hiring authority, obviously unimpressed, eliminated the candidate immediately.   When I relayed the elimination information to the candidate he stated, “Well, I guess it just wasn’t meant to be.”

No kidding, I thought.  He totally screwed up the interview.

Taking advice from trusted sources is the best way to see your blind spots.  In this case, I suggested the candidate should:

  • Reflect on what he contributed to the rejection notice

  • Modify and change his interview mindset and approach

  • Review results, once new interview tactics are applied

If a candidate does their absolute best in interviewing for a job, meaning they researched, practiced, and prepared themselves the best way possible and still are not hired.  All they can do is try again.

Michael Jordan stated this best,

“I can accept failure, everyone fails at something. But I can’t accept not trying.”

Do not waste your time blaming others, particularly if you do not try, merely reflect, modify, and review your process to be prepared for your next opportunity.

By |2022-08-22T10:05:46-05:00August 22, 2022|Job Search Blog|

Should You Prepare for Misleading Interview Questions?

Word of advice, please avoid wasting your time formulating answers to oddball or senseless interview questions rated by popular publications.   Many large online publications claim hiring or interviewing authorities ask a host of absurd questions during interviews, such as:

  • Does life fascinate you?

  • How would you get an elephant into a refrigerator?

  • How many planes are currently flying over Kansas?

Hiring authorities who ask these types of questions are rare, to say the least.  Either way, you are better off spending your time preparing to convince the hiring authority what assets you can offer the company that nobody else can.

The majority of people do not spend enough time focusing on this kind of question, which would benefit the company and the candidate in understanding and communicating their assets.

Any interviewer or hiring authority that is so egotistical to ask “tricky questions” may not be the kind of person you want to work for.  If they are more interested in tricking you than they are in finding out if you would be a good fit, this should cause concern.

Some time ago, I had a candidate who was asked a “tricky question” during her interview and rather than trying to formulate a witty answer she simply asked the hiring authority, with a smile, “What does that have to do with the job?” The hiring authority took her response well, given she was polite, and thought she demonstrated lots of courage.

Tricky questions, during the interview process can be distracting however do not get hung up, simply focus on your key reasons why you want the position and emphasis your assets that would benefit the company.

Put your best foot forward and let the pieces fall where they may.  But, by no means should you waste your time focusing on how to respond to irrational interview questions.

By |2022-08-15T09:36:39-05:00August 14, 2022|Job Search Blog|

Effective Negotiating Tips

In doing my bible study time I thought, if Abraham could negotiate with God, we should be able to effectively negotiate with employers.

While I understand this is a big jump, to go from biblical to employment skills, the point stands that effective and respectful negotiation skills is key in a job search process.

When I read Genesis 18, Abraham attempted multiple negotiations with the most-high God in stating:

“. . . .will you sweep away the righteous with the wicked? What if there are fifty righteous people in the city? Will you really sweep it away and not spare the place for the sake of the fifty righteous people in it?”

“. . . what if the number of the righteous is five less than fifty?  Will you destroy the whole city for lack of five people?”

  • What if only forty are found there?
  • What if only thirty can be found there?
  • What if only twenty can be found there?
  • What if only ten can be found there?

The Lord answered each time, For the sake of fifty, forty-five, thirty, twenty, or ten, I will not destroy it.

 Even God Might Negotiate!

Understanding when and how to negotiate job offers or salaries is an essential part of the job search process.

Key Tips when Negotiating:

  • Do not lead as if you have alternative offers unless you really do

  • While God is patient, humans are not, there is not always room to negotiate

  • Prove your value and reasoning in requesting more money

Overall, the emotional and psychological strain of negotiating wears most people down therefore they are not willing to do it appropriately.  Just remember, very few companies try to get away with paying as little as they can. There are some cheap companies out there, but even they know that they get what they pay for. If they “low ball” you, don’t take the job.

Being able to effectively negotiate with employers, when appropriate, is an essential part of the job search process that should not be dreaded or anxious, when done tactfully.

By |2022-08-01T10:51:53-05:00August 1, 2022|Job Search Blog|

Business vs. Personal Logic: Unpredictable Decision Making

Janice was a great salesperson, even the leading salesperson in Texas.  She had been with her relatively small accounting consulting firm for 10 years. The firm was family oriented with their corporate offices in Chicago.  They pretty much left Janice totally alone to do whatever she wanted, given she was a top producer.  She ran her business like she owned it and everybody was happy.

But over a period of a few months, the corporate office wasn’t giving Janice the consulting support she needed and she got frustrated. She has consistently been earning in the $150,000-$200,000 range every year for the past few years.  However, the response time on the part of assigning consultants to her projects got longer and longer and she even lost one deal because corporate didn’t move fast enough.

Janice’s company had been a client of ours and in contacting her to see if they had any job opportunities for any of our candidates, she voiced her frustration regarding the need for consulting support. But, she said that this kind of thing has happened before and she knew how to work around it.

It just so happened that a competitor accounting and finance consulting firm to Janice’s employer had an opening for a salesperson, through us. They are a much larger consulting firm and they take really good care of the deals they sell and pay better than just about any consulting firm of their kind in the country. It is not uncommon for some of their salespeople to earn as much as $400,000 to $500,000 a year.

We mentioned to Janice that this client was actively looking for someone in Dallas and considering the frustration she was going through it might be wise for her to speak with them. We realized that she was not actively looking for a job but the first year earnings with this organization would be somewhere around $300,000, if she performed at the same level. It seemed like a no-brainer.

Janice decided to at least speak to our client. We explained to our client how Janice was not actively looking for a job but showed interest given the consultant support and increase in earnings.  They interviewed Janice and absolutely fell in love with her.

Janice had a noncompete contract with her employer.  To a certain extent she would have to “start over” with new clients.  However, our client was willing to “bridge” her earnings for the first year. It would be relatively easy for her to earn $300,000 the first year and even more the second year.

Our client offered Janice the job, however she decided to stay where she was in order to avoid having to “start over”.  By all standards, Janice should have taken this job. There’s really no comparison to the caliber of companies, the amount of support, and obviously the kind of money that she could have earned.  We certainly respected her decision.

One of the mysteries of my profession is that we deal with people. And you never know what they’re going to do. Janice may not ever earn the kind of money she could have from our client, however we are certain she’s going to be relatively happy wherever she’s employed.

By |2022-07-25T09:40:43-05:00July 25, 2022|Job Search Blog|

How to Select the best Hiring: Articles/Books/Advisors

Most of the books and articles written about how to get a job are by theorists, who have not actually helped people find jobs!  So much of readers’ time and money is wasted on reading articles and books that have little value or no proven strategies.

My day-to-day responsibilities are solely concerned with finding people jobs. What are my qualifications? I have been successfully finding people ‘real jobs’ for over thirty years. After receiving a Ph.D. in Higher Education from St. Louis University, I began to forge a career working outside of academia – in the real employment world. I have personally placed more than 7,000 people, interviewed more than 24,000 people (of all professions), worked with over 21,000 different companies and have been adding to these numbers every day.

Babich & Associates, the firm that I work at (and once owned) has been in the placement and recruitment business since 1952. I joined the organization in 1973. We are the oldest placement firm in Texas and certainly one of the most experienced in the Southwest. Since its founding, the firm has helped more than 100,000 people find jobs.

Our developed surefire recruiting techniques help people find new jobs and new careers, every day. If you are new to this blog, I explore specific challenges of finding a job and a behind the scenes view in the hiring process in an ever changing economy.

The following are just some of the aspects I will continue to explore:

  • How a recessionary market impacts your personal job search or employment change

  • The psychological dimensions of finding a job in a changing economy

  • How to start taking action immediately

  • What to expect from potential employers

  • Searching for a new job while presently employed

  • How to manage the initial and all follow-up interviews

  • How to deal with being fired and laid off

  • Negotiating the highest pay

For continued practical and highly useful information on how to get hired with companies of quality, good pay, and work/life balance, please continue this journey on my blog site and share it with your friends/family.

By |2022-07-18T11:11:04-05:00July 18, 2022|Job Search Blog|

Make No Assumptions, Approaches For An Effective Job Interview

Jane and Angie worked at the same company. They both had about 10 years of experience in both inside and outside sales. They were referred to us by a friend of theirs because their company was changing hands and their function was going to be moved to Chicago and neither one of them wanted to relocate.

Both of them had solid experience and a great track record. We just happened to have an organization that was looking to hire two people with the kind of experience and background they exhibited.

We warned both candidates that it wouldn’t be a good idea, even though they both knew they were working with us, to discuss the interviews that they might get. It’s just never really a good idea to discuss, especially with coworkers, the interviews that you go on.

We explained the position to each candidate and began the process for the initial interviews. By my observation, the difference in each candidate’s job preparation played a key role in the overall outcome.

Jane’s Approach: All in Attitude

Seized the Opportunity: She went on the interview as soon as it was available.

Prepared:

  • She was anxious to take our Job Search Solution selected modules for interviewing
    • JSS is our 60 hour tutorial that we offer every candidate with whom we get an interview
    • She practiced the techniques she learned from JSS and even reviewed with us some of the things she should highlight in the interviewing process.
    • She sold herself extremely well with the goal of “getting an offer” and then worrying about whether she wanted the job after she would get the offer. That is exactly the way every candidate ought to do it.
  • She researched the company; even called someone that she knew who worked there to gather further information

Left a Good Impression:

  • She sold her skills extremely well with the goal of “getting an offer” and then worrying about whether she wanted the job after she would get the offer. That is exactly the way every candidate ought to do it. The client was thrilled with Jane.

Angie’s Approach: Reluctant Progression

Lacked Sense of Urgency:

  • She took an extended amount of time to research on the company prior to letting us know if she wanted to go on the interview.
  • Once she decided to interview with the company she stated it would be three or four days before she would be available.
  • Angie ended up interviewing a week after Jane did.

Poor Preparation:

  • We also gave her access to The Job Search Solution and she halfheartedly explained that she may not have time to do it but would try.
  • Spent ample time concerned about the salary rather than focusing on getting a job offer first
  • Tried to rely on her past interviewing successes rather than prepare for this job offer

Left a Satisfactory Impression:

  • Angie did okay on her interviews, but it became clear that she wasn’t going after the job very hard due to her own career interest and failure to prepare well.

All in all, it turned out the job position was much better than either of the candidates imagined and a step up from what they had been doing.

We were fortunate enough to find the client two other really good candidates to interview with. Without surprise, Jane got one of the positions at $10,000 more than what the company said they would pay. They even gave her a signing bonus, which is still pretty rare. The other position went to one of our other candidates, whom also followed the JSS modules.

While Angie did okay on her interviews, she was frustrated not to receive a job offer given here track record was more experienced than Jane’s. We explained, she failed go the extra mile. She took her track record for granted and started making decisions about the job before she even got to the interview, which limited her enthusiasm.

Missed opportunities are hard to overcome and I’ve seen this too often in my recruitment career of 49 plus years. The take away is, take nothing for granted, make no assumptions, prepare and do your best because you have nothing till you have an offer.

By |2022-07-11T14:17:56-05:00July 11, 2022|Job Search Blog|

Pursuing Employment in Place of Vacationing

Vacations, I believe they are essential and I have taken a few extended ones myself, especially when our kids were young. However, rarely have I taken a vacation more than two or three days. Being gone more than three days, in the profession of recruitment, is very difficult to do while maintaining your edge.

I have seen multiple candidates, some who have been out of work two weeks, others two months and even a few for six months. Many of the candidates are professional and have earned in the six figures. I have had several candidates inform me that they could not go on the interviews that I scheduled for them because they were “on vacation”.

I wondered, “Vacation . . . from what?”

I know that sounds sarcastic and/or cynical, but what were they taking a vacation from? Multiple candidates that hadn’t had an interview in a month or six months and then I suddenly schedule them for an interview, only to receive a “vacation notice”. Blows me away!

This kind of thing happens every year. And I guess it’s simply a “timing” thing. But wouldn’t you imagine that if you’d been out of work for that long and needed a job, you’d figure some way to get to an interview?

Practicing cooperative actions with meeting family, friends, or attending extracurricular events after the interview, would be beneficial in a job search.

Telling me that, “I really need a job, but I’m going on vacation and can’t make an interview” makes me believe that you really don’t want a job badly enough.

How do you think a perspective employer is going to view your priorities when you explain to them that you need to reschedule an interview because you’re on vacation?

Word of advice, if you’re looking for a job it takes full-time committed efforts. Vacationing and extracurricular events are secondary.

By |2022-07-06T10:27:08-05:00July 6, 2022|Job Search Blog|
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