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Do You Have Enough Experience for That Job?

February 28th, 2012

June 29

Job candidates today need to evaluate each application individually and, so it becomes critical to put job titles to the side. Do you really have the necessary experience for the job you plan to apply for? A common misconception is that a job title at one company means the same thing at another business. You may be upper management at one company and just a mid-level manager at another position. The question is, how can you know if you are qualified to apply for the job then?

When searching for a job, do not just consider the job title. Look further at the information provided to find out if you are truly qualified. In some situations, you may be surprised to find that you have experience and training that qualifies you for a higher tiered position than you have applied to in the past.

First Consider Entry Level Positions

Although entry level seems like a degrading term, it does not have to be. In fact, individuals who have less than five years of experience in their field may fall into this position. You can apply for these positions. To land these positions, ensure you have great communication and make eye contact with the hiring manager. You want to show you are genuinely interested in the company and working there.

Mid-level Is Common

A mid-level position can be ideal for those who have more than five years of experience and show some type of manager-level skill or training. Here, hiring managers will expect you to have the ability to direct others, lead teams, manage projects on your own and handle budgets well. These employers do not want to hire people they have to train to do the job. To land this position, be sure to display your skills and your ability to do the job on hand. Use your experience as a tool to help you to excel.

Executive Position? Don’t Forget Them

Do not overlook the executive position you see a job ad for in the classifieds. You may still qualify for it. However, realize that your senior level position at a previous company does not automatically help you to qualify at this company. To apply for and land this position, you will need to display the job you have done at previous companies. Be sure you tailor these resumes and cover letters to the position listed.  You will need to explain convey your qualifications in detail.

When applying for a job, read the actual ad thoroughly. Do not look at the time – they are misleading. Rather, put more time into examining the actual description of the required experience and training. Apply based on how well your skills meet the needs of the job not what your tied was. In some cases, companies will be looking at the skills listed on your resume, not what the title is anyway. Apply for jobs when you are confident you have the ability to meet the requirements of the position.


Why Candidate Attitudes Should be Valued Over Job Skills

February 22nd, 2012

May 5th

Surprisingly, the attitude a candidate has is very often more valuable than the actual technical skills he or she may have. It used to be that those with skills and training were almost a guarantee to get a job. Things are changing, though. Things have changed because of the recession and because of just how global the economy has become. Now, many people possess the same technical skills and employers are expecting the best attitudes from those they bring in.

How to Hire with Attitude in Mind

For those approaching candidates for today’s employers, it is critical to factor in the qualities of an individual from a whole new prospective. How does one hire for attitude not just technical skills on paper? In order to hire a candidate based on his or her attitude, job recruiters need to change their interviewing skills around to center more on gathering this information.

No longer is it necessary to ask questions such as, “what are your strengths.” Rather, you should be asking more pointed, deliberate questions that help to bring out people’s views. These interview steps, such as “tell me about you” no longer deliver enough information. In addition, people have no problem delivering a canned response they have learned to perfect.

Tailoring Questions to Analyze the Problem Bringer or the Problem Solver

When hiring a candidate, one of the things you want to learn is if the person is going to be a problem solver or a problem bringer. In short, it is easy to know who you want on your team but it is not so easy to ask the right questions to get these answers. Here is why.

When you ask an attitude related question, you’ll need to string it together properly to get to the meat of what you are asking and to draw out attitude. For example, the simple question, “Let’s discuss a time when you adapted to a difficult problem.” The problem here is the word adapt. It lets the candidate know you want to learn what they did to overcome the problem, but that does not provide you with enough attitude information.

The Problem Solver

If a problem solver is the people you are interviewing, chances are good he will have many examples to provide in which he can show you how he adapted to the situation. However, if you used the word “faced” instead, not only will you learn about the solution to the problem but also what the problem was and how they reacted to it initially. That is the attitude portion.

The Problem Bringer

For the problem bringer, asking about adaption is a deal breaker. Most problem bringers do not have stories of adaption. They may have canned responses to provide, though. Rather, they may be willing to tell you all about the problems they have had without providing a solution. This is a good indication that these individuals may not be the best for the job.

Hiring for attitude is a critical step in protecting your long-term success. However, it is important to draw out that attitude through the right interview questions. For help with hiring your new staff members, be sure to get in touch with Concorde Personnel today.

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