ncsu job search workshop, part 1€¦ · ncsu job search workshop, part 1 hellmann career...
TRANSCRIPT
NCSU Job Search
Workshop, Part 1
Hellmann Career Consulting
www.hellmannconsulting.com
August 23, 2019
What We’ll Be Covering in Part 1 Today
◼Planning and Organizing
◼Resume
◼Pitch
◼LinkedIn Part 1
◼LinkedIn Part 2
◼Four Ways to Get Interviews
◼ Interviewing
◼ Interview Followup
◼Salary Negotiation 2
What We’ll Be Covering in Part 2 Tomorrow
3
PLANNING AND
ORGANIZING
Take a Targeted
Approach
4
(don’t be a
“Renaissance Person”)
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❖ Job title or description
❖ Industry or Organization
Type/Size
❖ Geography (sometimes)
Change a parameter,
change your positioning
5
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Job Target Examples
6
Analyst
Global Banks, Greater NYC
Risk Analyst, Global Banks, Greater NYC
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Your Marketing Plan
Two to Five prioritized Job Targets
✓ List target companies
✓ Rank the Companies: A, B, C
✓Guesstimate # of potential positions by company
10
Target Enough Potential
11
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EXAMPLE MARKETING PLAN(what’s wrong with this plan?)
Job Search Marketing Plan
Total # Positions: 24
12
Too small – aim for 200
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Another Example Marketing Plan
13
Prioritize Targets
(don’t go for them all at once)
14
Position Yourself Correctly
15
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Position Yourself
16
for your job target, NOT your last job
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Example: Banking to Higher Education
YES
• Doubled
Marketing's ROI
• Increased
retention by 57%
17
NO
• Doubled credit card
balances
• Increased revolver
retention by 57%
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BRANDING & POSITIONING
18
You
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Their #1 Question
How Can You
Help Me?
19
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Research to Identify Positioning
20
Alumni
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Develop “Pitch” from Positioning
✓How to Categorize
Yourself
✓How You’re Different
✓Examples of
Your Success
21
Prioritize the
ACTIVE Approach!
23
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The Four Ways of Getting Interviews
24
• Job Postings
• Search Firms
• Direct Contact
• Networking
(passive)
(passive)≈20%
≈80%(active)
(active)
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NO to Passive / Reactive
27
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YES to Active: Take Control
28
Find that island of
your dreams and…Rocket to it!
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Strategy for Active Search
29
Stage 1: get the word
out to your network –
200 people!
Stage 2:
6-10 things
in the works
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Contact Management: 50% of Success
Have a contact management system!
Inexpensive examples:
─ Spreadsheet with columns for name, company, job target,
next action, date next action, status notes, priority (1, 2, 3)
─ Gmail – www.capsulecrm.com , www.hubspot.com (there
are others) plus Google Calendar
─ For Windows Computers – Try www.essentialpim.com
34
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Plan to re-contact your network
every 3 to 6 weeks
✓ update them on your progress
✓ Send them a link to a useful article
✓ Provide additional thoughts
35
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Example: keeping in touch
36
Subject: Hello and update
Hi Ben, hope things are well with you and …. Thanks again for meeting
with me last month!
Thought I would update you on how things are going with my search as
it’s been a while. I’ve met with FinCompany1, as well as some other
investment management firms. The conversations have been
interesting, and may result in something down the road. In the
meantime, I continue to reach out to companies and people in my
marketing plan.
If there is anything I can do for you, including introducing you to my
network, please don’t hesitate to ask! I look forward to talking with you
again soon.
37
RESUMES
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Which Statement is True?
Your Resume should fit on one page.
Your Resume should be no more than two pages.
None of the above.
38
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Answer: None of the above!
The key: have your "pitch" jump off the page in < 15 seconds
Your Resume should fit on one page.
Your Resume should be no more than two pages.
None of the above.
Which Statement is True?
39
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“Before” Resume,
Page 1 of 1
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“After”
Resume,
first of two
pages
41
42
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How categorizeDifferentiators
Differentiators
Examples / greatest hits
Your Summary Section
Matches Your Pitch
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“Before” Resume,
Page 1 of 2
Susan’s target
was “Finance
Director” in a
big media
company. How
does her
resume
position her?
44
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“After”
Resume,
first of three
pages
45
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Use a Summary Section
Categorizes
Differentiates
Greatest Hits
How viewed
46
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Include accomplishments under
individual jobs
Responsibilities
Accomplishments
47
Accomplishment
Explanation/Detail
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Resume Do’s / Don’ts
Do…
✓ Have a summary section
✓ Make sure your summary matches your pitch
✓ Make sure your resume positions you for the particular job target.
✓ Go beyond responsibilities – add the impact, the “so what”
✓ Use the jargon of your target, not your last job
✓ Use boldface and underlines for emphasis
✓ Use bullets, single sentences, or very short paragraphs
✓ Use action verbs- “Created”, “Led”
✓ Use white space for easier reading
Don’t…
Use dense paragraphs
Have an “objective”
Use a non-chronological format
Throw in ‘no kidding’ phrases, e.g. “results oriented problem solver” or “References Available…”
Be overly concerned about resume length (copy sells!)
48
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Common Resume Issues
49
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Jumped Around
Consider:
❖combining experience
under one heading
❖leaving something out
50
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Gaps
Consider a one or two line reference to fill gap.
51
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• Word Processor Operator (1985 - 1986)
• MS-DOS Programmer (1986 – 1988)
Dated Experience
Include if helps, leave out if not: no “rule.”
53
NCSU “Get Hired” Workshop
54
The Two Minute Pitch
Donna Poudrier
Hellmann Career Consulting
August, 2019
The Two Minute Pitch:
Perfecting Your Pitch
55
◼ 30, 60 , 90 seconds → 2 minutes
• Who you are
• What industry you work in
• What’s different about you
— 3 attributes/accomplishments
The Two Minute Pitch:
Make a memorable impression that differentiates!
56
◼ Job Interview
◼ Networking Conversations
◼ Cover Letters
◼ Surprise Encounters
◼ Voice Message, Cold Calls
Your Method of Introduction
— 2 minutes
— 2 minutes
— 30 seconds
— 20 seconds
The Two Minute Pitch:
Answer the Question
57
So, tell me about yourself…
The Two Minute Pitch:
Answer the Question
58
So, tell me about yourself…
Aaa…? Uh oh.
The Two Minute Pitch:
Will you be ready?
59
Tell me about yourself…
Know in advance what to say… You have practiced your pitch
Move the conversation ahead
Two Minute Pitch
• Xxxxxx
• Xxxxxx
• Xxxxxx
“And in
conclusion…”
The Two Minute Pitch:
What are you pitching?
60
Know your audience
Get your audience talking
The Two Minute Pitch:
Target your pitch
61
◼ When your pitch is targeted to the audience, you can answer…
✓ To whom are you pitching?
✓ What are they looking for?
✓ What are they interested in?
✓ Who your likely competitors are?
✓ What do you bring to the table?
The Two Minute Pitch: 80% of jobs are secured
through networking & direct contact
62
Networking45%
Direct Contact 35%
Job Boards10%
Search Firms 10%
How jobs are secured
Active
20%!
Only 20% of job
opportunities
are found through
job boards and
search firms!
80%!
The Two Minute Pitch:
Key Bonus – in just 2 minutes!
63
◼ Allows you to…
1. Take control of the interview
2. Concentrate on the conversation
The Two Minute Pitch:
Example – 1
64
I’m a communications executive with
ten years of international experience in
Europe, Latin America, South Africa,
the Far East, Eastern Europe and
Russia.
In fact, I was based in Amsterdam for
three years. I am known for getting
new business. I’ve trained people all
over the world in proposal writing and
50 percent of their pitches have
resulted in new business.
• These pitches were aimed at
companies such as IBM, Philips,
Natwest, and GE.
The Two Minute Pitch:
30 Second Version (networking)
65
1. Why they should care (branding/hook)
2. How they should “categorize you”
(industry, position, time in field)
3. What differentiates you (shorter vs. 2 minute)
4. Examples to back it up (shorter vs. 2 minute)
5. Underlying your success
6. Turn it back to them/call to action: meeting
/interview/ email/ phone call
As it relates to your target
The Two Minute Pitch:
Step 1 examples (branding/hook)
66
◼ I turn data into actionable knowledge (business analyst)
◼ I turn uncertainty in opportunity (insurance analyst/”risk” underwriter)
◼ I’m an energy insider (analyst focusing on PE energy firms)
◼ Organizational Learning is a journey, and I provide the map
(L&D professional)
◼ I make PC’s dance (IT professional)
◼ I can catalyze anything (research chemist)
The Two Minute Pitch:Steps 2-5: a Subset of Resume Summary Section
67
2.
3.
4.
5.
The Two Minute Pitch:Another Summary Section Example – more junior
68
2.
3.
4.
5.
The Two Minute Pitch:
Example – 2
69
Chief Marketing OfficerWell, as a branding and marketing executive,
I know how to connect with a customer’s
emotions, and that ability has resulted in a 15-
year track record of turning brands around
and driving revenue growth.
In my career, I’ve done it all, including
integrated marketing, advertising, public
relations and brand redesign. I’ve managed
teams across 25 markets. I’ve worked with
brands including Kraft, Pepsi and Mars.
Why don’t I share with you a couple of
examples? At Kraft, I managed marketing
groups across North America, Europe and
Latin America driving 33% increased global
revenue year on year etc.
I’m excited to be talking with you because …
Introduction
The Pitch
Results and Accomplishments
Call to Action
The Two Minute Pitch:Exercise: Start writing (“Remind me of your background”)
70
1. Why they should care (branding/hook)
2. How they should “categorize you”
3. What differentiates you (shorter)
4. Examples to back it up (fewer)
5. Underlying your success
6. Turn it back to them
The Two Minute Pitch:
Practice
71
◼ Choose a partner
◼ Write your pitch
◼ Present pitch to partner
◼ Partner feedback
◼ Present pitch to partner
◼ Partner feedback
◼ Make changes
◼ 15-20 students present –
feedback from Rob & Donna
— 5 minutes
— 2 minutes
— 1 minute
— 2 minutes
— 1 minute
— 1 minute
— 12 minutes
— 60+ minutes
The Two Minute Pitch:
Practice/Feedback
72
◼ Focus on opening
◼ What was energy like?
◼ Relax – it’s not going to
be perfect
◼ Stay within the timeframe
Practice
◼ What grabbed your
attention?
◼ Can you identify?
• Industry
• Position
• Role
◼ Ideas for improvement
Feedback
The Two Minute Pitch:
Tips and Goal
73
◼ Practice, practice, practice!
◼ Focus on your tone, smile, be engaging!
◼ Need to create interest – FAST!
◼ Make sure you’re exchanging information
◼ Call to action!
Tips
Goal
Move the Conversation Ahead
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© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
They’re looking for you on LinkedIn!
• 95%+ of HR uses LinkedInto source candidates
• Increasingly the first stopfor hiring managers
• Countless success stories
75
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With some possible exceptions
76
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www.linkedin.com
77
Much more with LinkedIn Groups
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Use LinkedIn for…
78
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Use LinkedIn for…
79
NetworkingDirect Contact
Applying“Showing Off”
Finding the “right” People
Being FoundResearch/Learning
Building a Following / Business
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Get set up properly first
Then…
Use It!
80
81
THEN USE IT!
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Finding People
82
✓ Advanced People Search
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Boolean Search
Title, Keyword or Company fields
Example for Title:
Risk AND (Officer OR director OR vp OR
vice OR chief)
83
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Finding People
84
✓ Advanced People Search
✓ www.linkedin.com/alumni
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Finding People
85
✓ Advanced People Search
✓ www.linkedin.com/alumni
✓ Companies
© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
Finding People✓ Advanced People Search
✓ www.linkedin.com/alumni
✓ Companies
✓ Search your 1st degree’s
connections
✓ Search in Groups
86
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I challenge you to…
Find five people to contact…
1.Using “Advanced People Search”
2.Using “Alumni Search”
3.Looking at Companies
87
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How to Contact People
88
✓ Email***
✓ Groups
✓ Introductions
✓ InMail
✓ Request to Connect
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This can be a mistake…
You send an invite to connect to someone you don’t know as the first outreach. The invite usually comes after.
90
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When requesting an introduction…
91
Make it easy!
✓ Mutually beneficial
✓ Include your pitch
✓ Don’t ask for a job
✓ 10 to 15 minute meeting
✓ Give your connection an ‘out’
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LinkedIn helps you to keep in Touch
✓ Share Updates
✓ View Home PageUpdates
✓ Message contacts
✓ Check Notifications
✓ Post Articles
92
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Search job postings, save searches
93
RESEARCH
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© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
Stay on top of Trends
• Improve my feed
• Follow anyone
• Follow company pages
• Search for posts using #
• Group discussions
• Job Postings & Profiles – research
keywords
• Check out “slideshare”
96
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Create your list of target
organizations
• Advanced people search to find
organizations
• Company page – “people also viewed”
• Alumni tool – look at “companies”
• Companies people went to after leaving
your company (“past not current”)
• Paid – Sales Navigator
97
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Research career options
• Alumni Tool
• volunteer.linkedin.com
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END OF DAY ONE!!!
The workshop slides and LinkedIn
checklist will be made available at the
end of Day 2, at this URL:
https://bit.ly/ncsuhcc
99
NCSU Job Search
Workshop, Part 2
Hellmann Career Consulting
www.hellmannconsulting.com
August 24, 2019
101
Get Set-up First
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1. Restrict Access
2. Write your profile
3. Open up Access
4. Build Network Strategically
5. Join groups
102
Getting set up
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Before editing your profile:
103
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LinkedIn Profile
104
Leverage Resume’s Verbiage
“whenever possible…”
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Consider these Differences…
Resume -
different versions
Profile -
Just One
105
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And…
Just a Handful of
People See Your
Resume
Way more view your
Profile!
106
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Try to Keep Resume Accomplishments,
Including Metrics
Exception examples:
• Dollar amount considered
proprietary?
• Claim that someone might
contest?
107
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LinkedIn Profile Jobseeker
Also…
108
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They’ll contact youanyway
There’s a bias against:a) unemployed & b) actively looking
You get the wrongkind of attention
109
Don’t Say
You’re Looking
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Exception:
“Open Candidate” Feature
110
Use with caution
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Old-fashioned Media
111
Social Media
Can use “Created…” or “I created…”
Don’t use “She created…”
Lastly…
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KEYWORDS
“Key” to being found…
© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
Do you have the right
profile keywords?
✓ Think about the search strings your audience might be entering.
✓ Search within your own network using the keywords your target
audience is using. Look at these profiles for keyword ideas.
✓ Check out job postings on LinkedIn (or elsewhere), not to apply,
but to see what words and phrases the postings use.
✓ Check out the LinkedIn company pages or websites of your
target organizations.
✓ Follow thought leaders or journals in your sector to see what
words and phrases are in vogue right now.
113
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Use All 50 Skills Slots…
LinkedIn is trying to improve ENDORSEMENTS for skills section but it’s too little, too late. Focus on RECOMMENDATIONS
114
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Profile checklist – to be found
❑ Have a complete profile (picture, summary, etc.)
❑ Have a keyword-rich headline
❑ Add keyword-rich functional descriptions to titles
❑ Fill in the job descriptions
❑ Include a current position
❑ Have the “right” organization name
❑ Use all 50 slots in the skills section
115
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Headline
Keyword-rich beginning of Pitch (“how categorize” |
”differentiators”)
• Craft in Microsoft Word (can count the characters)
• Can include nice-looking separators, e.g. bullet
symbols like • . Copy these right into LinkedIn
116
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Title & Company
Add keywords to job titlesChoose company name that
LinkedIn recognizes.
117
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Profile Completeness
The goal: to be an “All Star,” but shouldn’t
stop there.
118
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Additional Findability Tips
Make profile as public as possible
Change profile url so it’s user friendly:
✓ www.linkedin.com/in/roberthellmann is good,
www.linkedin.com/pub/roberthellmannx133a0095d is not
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If You Have No Current Job…
Try to fill in that gap• Consulting?• Volunteer?• Education as a
“Job”?
The reason: Many recruiters use the “current job title” field in their searches.
120
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Common Sticking Points
• You say: “All the senior profiles I see are have empty job descriptionsso I’ll do the same.” Reality: They don’t know how to use LinkedIn, haven’t thought about the benefits of keywords, etc.
• You say: “I wanted my profile to be different than my resume.” Reality:
– Your marketing message should be consistent across channels
– Don’t miss out on an opportunity to be found.
• You say: “My employer will see!” Reality: So what? Everyone should be on LinkedIn! They won’t see how you’re using it.
121
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Check out the Smartphone Apps
122
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Who to Connect With
First
Quality…
123
Then
Quantity
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Quality Connections
✓Know in some way & open to helping (maybe)
✓ Connection request from stranger & you want them in your network
124
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If someone you don’t know
Build a relationship –
ask why they are reaching out
Example message (after “accept”): Hi Donna, I appreciate your request to connect (just accepted)! As I like to know everyone in my first degree network, I’m curious as to how you came across
my profile and/or why you decided to reach out.
125
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Connection Tips
Ignore unwanted requests
Include a personal message
126
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Remove Connections
• If you have a large # of connections who you don’t know
• If people search results are getting “clogged” with these unhelpful connections
127
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Build your network quickly
If new to LinkedIn, stretch goal, 200 connections
▪Import address book
▪“People you may know”
▪Think broadly about network
128
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Educational Institutions
Organizations Where You Worked
Associations
Groups That Only Exist On LinkedIn
Groups You Should Join
129
NCSU “Get Hired” Workshop
130
Four ways to get interviews
Donna Poudrier
Hellmann Career Consulting
August, 2019
The four ways to get interviews
131
Active Passive
1.Networking ✓
2.Direct Contact ✓
3.Job Boards ✓
4.Search Firms ✓
80% of jobs are secured through Networking &
Direct Contact
132
Networking45%
Direct Contact 35%
Job Boards10%
Search Firms 10%
How jobs are secured
Active
20%!
Only 20% of job
opportunities
are found through
job boards and
search firms!
80%!
The two types of jobs: Open and Hidden
◼ Open: open jobs are advertised on:
• The Company’s website
• Job boards: Zip Recruiter, Indeed,
Glass Door
• Social media: LinkedIn, Alumni
Co. Groups, etc.
133
OPEN
The two types of jobs: Open and Hidden
◼ Hidden:
• Not Advertised
• May be posted internally
◼ May represent up to
80% of total hires
134
Hidden, 80%
Open, 20%
HIDDEN
How jobs are secured
135
Method Hired Job – O/H
Active
Networking 45%
80%
O/H
Direct Contact 35% O/H
Passive
Job Boards 10%
20%
O
Search Firms 10% O
O = Open Job
H = Hidden Job
Get Referrals!
136
◼ The higher the person referring you…
91%
53%
0%
20%
40%
60%
80%
100%
Director (or higher) Referral Entry Level Referral
…The greater the chance of getting hired!
Chance of getting hired1
1US News – 10/15
Get Referrals!
137
◼ Referrals from any level employee increases your chances!
• Candidate hired two-thirds of the time!
• 63% of employers1 have a documented referral process!
Employers with documented
referral programs 63%
Referral programs?
37%
1US News – 10/15
80% 20%
Networking Direct Contact Job Boards Search Firms
People in your
field
Contact
Companies
Directly
Be Selective In your space
Associations
Events
Emails & Cover
Letters
Optimize your
chances
Contingency
Retainer
Colleges
Follow companies
via Google News
Alerts & Twitter
(Job Scan) Build Relationship
Alumni
Friends, Family
Social Media
Conferences
Trade Shows
Connections
Get Interviews!
138
Tap into the Hidden Job Market!
Your network is bigger than you think
◼From this list alone, you can come up with at least 200 connections!
◼LinkedIn multiplies your connections
139
Doctors
Lifelong relationships
from grade school to
grad school
connections &
Groups
Family and
friends
NeighborsAll associations:
industry, alumni etc.
Professors
Current and
former colleagues
from school/work
People you worked
with long ago and liked
Establishing your network:
Quality over Quantity!
◼ Develop a network for yourself that will enable you to take
from initially and give back to over time.
◼ Establish a network that you can build and retain over time.
A network you can:
• Stay in touch with
• Reach out
• Send articles of interest and help one another
◼ Seek quality connections!
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There are a few different ways to reach out
◼ Written
• Direct Contact Emails
◼ Personal:
• Phone Contact
• In person meetings (One on One)
◼ Networking Events
141
Finding the right job for you!
1. DO YOUR RESEARCH
2. SELL YOURSELF
3. MAKE IT EASY FOR SOMEONE TO
HELP YOU AND/OR HIRE YOU!
142
It’s really that simple.
Reaching out through LinkedIn
143
◼ Do your research
◼ Decide on connection: who,
why and how
◼ Always craft a personalized
invitation
Reaching out through LinkedIn:
Examples of personalized messages
144
“Quick note to introduce myself and connect. I am graduating from NCSU with a
masters in Financial Mathematics and interested in a position similar to yours. I
would like to learn more about how you got started in the industry. I see that we
are both …. I look forward to connecting with you”.
Best regards, John.
Invitation request to someone in your industry that you don’t know
If you know of the person (through referral or someone
already in your network).
“I see that we are both connected to Tom Jones”.
Basic structure of direct contact email message
145
Paragraph 1 • Introduce yourself & how you came to their attention.
• Who you were referred by
• Talk about them
• Speak about the company
Paragraph 2 • Your background
• Why you are reaching out
Paragraph 3 • Your pitch, including bulleted accomplishments
Paragraph 4 • Arrange a meeting
Other Key
Points
• Compelling subject line
• Short paragraphs
• Relevant bulleted accomplishments
• Bold keywords and quantitative results
• Include LinkedIn URL
Examples
Networking when opening unknown
(informational meeting)
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Subject: Referred by Helen Smith
Dear Susan,
Helen (copied on this email) suggested that I reach out to you because she knows of my analytic skills and interest in
portfolio analysis at Goldman. I'm currently an intern in Helen’s department, and am beginning to explore opportunities
down the road, post-graduation (May 201X).
The work you do sounds fascinating. Though not expecting any openings, I would greatly appreciate 20 minutes of your
time to hear more about what you do, how the department is organized, and where my skillset could potentially be a fit
down the road.
A bit about my background: I'm a senior at Fordham University's Gabelli School of Business, majoring in Finance, with
an Economics minor. In addition to my internship in Helen's group, I've also gained hands-on experience via research
assistant internships at WellKnown Advisors (a subsidiary of LPL Financial), and UBS. Highlights include:
• Created 30+ client portfolio reviews, which measured performance vs. goals, at WellKnown.
• Rebalanced 12 different equity portfolios using Bloomberg Terminal, at Goldman.
• Developed a research report and stock recommendations for Reebok; received an "A” for this class project.
• Classes include portfolio management, global investments, securities analysis, statistics, financial modeling.
My LinkedIn Profile is www.linkedin.com/in/myname for your additional information.
I would be grateful for a few minutes of your time. I would be happy to stop by your office at your convenience (and
bring coffee if you would like!). Would you have 20 minutes available on your calendar to talk?
Elements of Success
• Focus on value to them
• Asked for just 20 minutes
• Mutually beneficial
• Powerful Pitch
• Not asking for a job
• No reference to a resume
• Call to action
• Show appreciation
Examples
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Dear Steve,
Upon seeing our shared LinkedIn Group and shared connection (Julie Smith), I thought I would reach out. I also was fortunate enough to have heard your September talk, and appreciated your take on the current opportunity in Latin America.
As an investor relations officer, I’m beginning to look for other opportunities. Given your expertise and reputation, I would very much appreciate 20 minutes of your time to gain your insight on how I might be of help to StartupCo1 down the road, or perhaps other firms in the tech sector.
Perhaps our conversation would be mutually beneficial. My success with the strategy you outlined in your talk might be of interest to you. As well, I know all of my roughly 900 LinkedIn contacts, and would be happy to introduce you.
Some background: I have 15 years of experience in investor relations, primarily with large-cap public companies in the tech sector. My expertise includes corporate strategy, valuation, equity analysis, and competitive benchmarking.• Managed relationships with US and European institutional investors with over $400B of combined AUM.• Drove investor targeting and marketing initiatives that resulted in 20% greater diversified institutional shareholder
base• Subject matter expert: presented at last year’s NIRI Annual Conference; regularly present to prospects, clients,
boards, and investment committees.
My LinkedIn Profile is www.linkedin.com/in/X if you would like to find out more about me.
I would value and appreciate your perspective on my situation. Would you have a few minutes available to talk, perhaps sometime next week?
“Direct Contact” Message
Sent to someone my client didn’t know in a LinkedIn group they shared.
She landed a meeting and a referral for an interview.
Examples
148
Subject: Discuss UT Global Tax Issues?
Dear Julietta,
Could United Technologies benefit from a hands-on tax director and counsel with international expertise and the ability
to drive strategic initiatives?
I have designed and implemented tax strategies for businesses in the U.S. and more than 14 countries, which could be
helpful given your well publicized expansion into Europe and Asia.
I know how to work with operations, finance and legal people to deliver tailored solutions that get results. I have
managed cross-functional teams in North America, Europe, Latin America and Asia-Pacific in complex projects,
including
Executing a $4 billion U.S. recapitalization.
Refinancing global operations to extract cash from overseas without crippling operations or paying significant taxes.
Implementing a global trading company to streamline production, increase sales and reduce the global effective tax
rate by 50%.
Reconfiguring a global sales organization to isolate and manage an estimated $100 million foreign tax exposure.
My resume is attached for your additional information, and my LinkedIn profile is www.linkedin.com/in/X.
I am very interested in meeting with you. I believe you will find even a brief meeting beneficial. I will call your office in
the next few days to see when I can get on your calendar.
Saw AD, contacted Hiring Manager Elements of Success
• Focus on value to them
• No reference to Ad
• Mutually beneficial
• Powerful Pitch
• Hard-hitting
• Attach Resume
• Call to action
Unlimited Opportunities
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◼ Referral – seeking informational meeting when opening unknown
◼ “Direct Contact” message – sending to someone you don’t know
◼ Saw ad, contacting hiring manager
◼ Referral – referred to inside manager for open position
◼ Following up on an article – seeking informational meeting
◼ Introduction before a convention? – seeking informational meeting
◼ Following up from networking event
◼ Stay in touch email
Writing Exercise
150
◼ Choose a partner
◼ Write
• Cover letter for job position
• Find someone on LinkedIn
◼ Share your letter with partner
◼ Partner feedback
◼ Switch
◼ 15-20 students present –
feedback from Rob & Donna
— 10 minutes
— 1 minute
— 1 minute
— 2 minutes
— 15 minutes
— 30 minutes
The personal level of networking
(phone)
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◼ Succinct & Brief
◼ State who you are
◼ State why you are getting in touch
◼ Specifically, what you are looking for:
• a 10-min. phone call
• in person meeting, etc.
Personal level of networking: in person meeting
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◼ Exchange pleasantries
• Smile
• Firm handshake
• Eye contact
◼ Say why you are there
◼ Give your pitch
◼ Ask your questions
◼ Ask if you can take notes
◼ Show them a list of companies you are
interested in working for
◼ End the meeting
◼ Follow up
◼ Re-Connect
Networking Events
Have an effective networking mindset
153
◼ Do you attend a networking event with a networking
mindset or do you attend to fill an obligation?
???
Networking Events
154
◼ Having an effective networking mindset means:
• You have a reason for networking
• You expect results from your efforts
Have an effective networking mindset
Engaging people to talk about themselves will
jumpstart the conversation
155
96% of the time people are thinking about themselves… or … “what’s in it for me?” (WIFM)
WIFM
???
3 Steps to becoming an effective networker –
having a networking mindset fueled by curiosity
156
?
◼ Willingness to take action
◼ Continuous display of
curiosity
◼ Active listening skills
Networking Mindset Fueled by Curiosity
TAKE ACTION PRIOR TO THE EVENT
157
◼ Be prepared to seek out specific people
you want to meet (research social media,
co. info etc.)
• Why you want to meet them
• How you think they can help you.
(research social media, co. info etc.)
Networking Mindset Fueled by Curiosity
CONTINUOUSLY DISPLAY YOUR CURIOSITY &
ACTIVE LISTENING SKILLS
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◼ Lead the conversation by asking them questions.
◼ Find commonalities in your approach to business,
interests etc.
◼ Weave your pitch into the conversation
◼ Continually display your curiosity by asking
questions
◼ Pay attention to the conversation- using your
active listening skills
◼ Loop back to take action by asking for a follow up
meeting, sending an email, phone call etc.
◼ Be absolutely sure to follow-up
Networking
159
◼ Curiosity is the all-important element to
adopting an effective networking mindset.
◼ Curiosity is your connector
◼ Challenge yourself before your next event and
ask yourself:
• “Are you ready with an effective networking
mindset fueled by curiosity?
Have an effective networking mindset
The Passive Approach – Job Boards
160
Avoid the Black hole!
The Passive Approach – Job Boards
161
◼ Job boards include all jobs listed on…
• Social Media (e.g. LinkedIn.com)
• Job Aggregator Sites (e.g. Indeed, Zip Recruiter)
• Niche (e.g. dice.com)
• Professional Associations
• National (e.g. Monster.com)
• Company Websites
◼ Apply Applicant Tracking System: ATS.
◼ Your resume is scored
◼ High scores get interviews!
The Passive Approach: Job Boards
162
◼ Increase your chances of getting an interview.
◼ TAKE THE GUESSWORK OUT FOR THE INTERNAL RECRUITER
– MAKE IT EASY TO HIRE YOU!
• Be Selective: Only apply to jobs where you know you are 85-90% qualified and
where you are sincerely interested in working for the company!
— Ask yourself if you can craft your own story around the job description and
qualifications
• Your job title should match the job description
• Use industry lingo
• Tweak your resume to fit the job description
• Include cover letter showing “why” you are a “fit” (display your writing capabilities)
• Answer your minimum salary requirements honestly
• Set up job alerts on job boards
The Passive Approach – Job Boards
163
DO NOT APPLY ON LINE
WITHOUT USING JOB SCAN
– THE RESUME OPTIMIZER!!
• Optimize with key words using
Job Scan
• Implement Job Scan
recommendations
The Passive Approach – Recruiters
164
Help Recruiters Work for you!
Internal You External
The Applicant
Goal:
Be Easy to Find
Sell Yourself
Manage Interview
Follow Up
Direct Employee
Goal:
Keep Process Moving
Don’t Get Labeled
Create a Relationship
Contracted
Commission/Retainer
(20-30%)
Goal:
Fill Position Quickly
Be Persistent
Create a Relationship
Work in Your Field
Transparent
Convince Recruiter to Believe
in You
◼ Sell yourself to the recruiter.
◼ Stand out with your pitch and
points of differentiation vs. the
competition
◼ Work only with recruiters in your
space
◼ Build relationships
◼ Always follow up and once you
have received an offer, negotiate
with the hiring manager!
The Passive Approach – Recruiters
165
The recruiter is the gatekeeper
The four ways to get interviews
166
◼ Networking
◼ Direct Contact
◼ Search Firms
◼ Job Boards
Opportunities are endless…
167
◼ You never know where introductions and
networking opportunities are going to lead.
◼ Never underestimate the power of follow up
re: industry articles, associations, etc.
RECOMMENDED READING
168
NCSU “Get Hired” Workshop
169
Interviewing
Donna Poudrier
Hellmann Career Consulting
August 2019
Interviewing
170
◼ Take your brand to
the stage
◼ Interview mindset
must be fueled with a
consultancy mentality
2 Minute Pitch
Have a “Consultant Mindset”
171
Get the BusinessSolve the company’s
problem(s)
How do I do this? How can I help them?
The
Consultant
Mindset
Four steps to ace the interview
172
Your goal: get to the next meeting!
1. Understand the strategy
2. How to prepare
3. Interview tactics
4. Follow up
A consultative approach
173
A consultative approach: fosters a
dynamic and engaging conversation The
Consultant
Mindset
Your focus…
174
◼ How you can Help
◼ Uncover what problems there
are and how you can help
solve them
◼ Display your ability to solve problems
• Tell stories
— Key strengths
— Results
The
Consultant
Mindset
Your strategy…
175
◼ Research the company to form a hypothesis
◼ Ask questions to confirm/disprove hypothesis
◼ Focus dialogue on client’s problems
◼ Share examples of success
◼ Follow- up with a proposal
Thinking and acting like a
consultant involves the following: The
Consultant
Mindset
The employer wants to know the answers to
these 3 questions:
176
1. How can YOU help Me?
2. Why do you want to work here?
3. Will you fit in?
“How” you prepare for the interview
177
1. DO YOUR RESEARCH
2. SELL YOURSELF
3. MAKE IT EASY FOR SOMEONE TO
HELP YOU AND/OR HIRE YOU
It’s really that simple.
Put yourself in the shoes of the interviewer
178
Turn yourself 180 degrees!
Obvious Interviewee Questions
179
◼ What’s your greatest challenge in the next 6 months?
◼ What’s a typical day like?
◼ Why would I be interacting with (other depts.)?
◼ How would my success be measured?
◼ What are the characteristics of people who succeed in
this role?
Obvious Interviewee Questions (Continued)
180
Basics Research
Company All news regarding the company & people
Role LinkedIn profiles of all interviewers
Who Meeting with Company website
Hypothesis about each person you
might be working with
Reach out to network for potential referrals
Draft questions for each person to help
you prove/disprove your hypothesis
Tell your story
181
◼ Your stories are what make you…
• A dynamic interviewee
• A memorable and
qualified applicant
How to tell a good story
182
◼ Showcase your greatest
successes.
◼ Use your 3 main attributes
from your pitch.
◼ Have 2 or 3 success stories
in your hip pocket at all
times.
The best stories have three main parts
183
◼ Problem – present conflict
or obstacle
◼ Action – The HERO (YOU)
has taken some action to
remedy the situation
◼ Result – The happily ever
after ending all because of
YOUR doing!
P
A
R
(No more than 2 minutes!)
Your story should grab your listener’s attention
184
◼ We all have short attention spans
◼ A recent study1 by reported that the
attention span of a gold fish is 9 seconds…
• …and because of the digital age,
our attention span has been
reduced to 8 seconds
So make your opening line compelling!
1U.S. News 2015
Look for opportunities
to showcase your stories!
185
Example of Story Structure
186
PROBLEM:
◼ One of the challenges the firm I worked at had was tracking attendance at firm events. With over 2,500 people in
the New York office, it was extremely challenging to get an accurate accounting of everyone who attended the
Firm’s events. Senior Managers (like myself) were recruited to do shifts od “door duty” where we had to greet
people and check off their names on long paper rosters. Everyone hated it.
ACTION:
◼ I saw an opportunity to streamline this process as the IT Communications led on a project to update our Firm’s
security system.
• As we worked with our security team on the upgrade, I learned how the new system worked and wondered if
there was a way we could setup a local version of the employee database on a hard drive and have
employees swipe at firm events to check-in like they did in the morning. Our security department did not have
the budget or the bandwidth to explore it, so
• I reached out to HR and got the funding to build a prototype working with the vendor.
RESULT:
◼ Within a month we had a working portable swipe system that reduced check-in lines at events
• Freed up managers to spend time with their teams,…
• Leveraged our firm’s investment in a new security system and even,…
• Gave our vendor another us for the system.
Let’s Practice!
Interviewing Tactics
187
◼ DO YOUR DIAPHRAGMATIC
BREATHING
• Arrive at the interview early, do not be
announced until 5 minutes prior
• Greet with a smile and a strong
handshake
• Show energy & enthusiasm
• Open body language and eye contact
• Take notes
• Dress professionally
ALWAYS BE POSITIVE!
Tactics – Diaphragmatic breathing
188
◼ DIAPHRAGMATIC BREATHING
(also known as belly breathing)
• Relaxes the diaphragm:
— Puts more oxygen into your blood stream
— Makes you more relaxed for your
interviews
— Makes your voice more resonant
Tactics – answering questions
189
◼ Always listen carefully and decide how to answer
◼ Give yourself time to pause and reflect on the question.
◼ Ask yourself: Can you answer with a relevant story?
Or can you sidestep it with an alternative
◼ If sidestep or no story – be brief and steer it back to the
conversation (giving and getting info)
Handling difficult questions
190
1. How would you find a needle in a haystack?
2. Tell me about yourself
3. Why should we hire you?
4. What’s your greatest strength?
5. Give us an example from your experience that’s relevant to the problems we need
you to solve
6. Give us an example of an obstacle you faced at work or in a class project
7. Give us an example of an assignment you were not proud of/didn’t get the outcome
you wanted
8. What is your greatest weakness?
9. Give us an example of criticism you received at school or work
10. In the past, how have you dealt with a difficult boss?
11. Do you prefer a manager who’s hands-on or hands-off?
12. How did you deal with a difficult employee or colleague?
13. Why did you leave your prior position?
14. Why have you moved around so much?
Final Rules
191
◼ Never say anything not compatible with the job
◼ Always stay positive
PMA
Concluding the interview
– you must ask three questions
192
1. Based on our conversation today and those you have had with
previous candidates, how do you feel about moving my
candidacy ahead? (really asking for any negatives, concerns)
2. Where are you in the process – have you interviewed other
candidates? How soon will you be making a decision?
(really asking next steps)
3. Just so I understand what you’re looking for, how do I compare
to the other candidates?
Interviewing,
Negotiation and
On-the-job SuccessHellmann Career Consultingwww.hellmannconsulting.com
Robert Hellmann
Donna Poudrier
October 12th, 2018
What We’ll Be Covering
◼ Interviewing
◼ Interview Follow-up: Turn Interviews into
Offers
◼ Compensation and “Job” Negotiation
◼ On-the-job Success
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INTERVIEWING
Get the Offer:
Post-Interview Follow-up
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How many write “thank you”
letters after an interview?
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• Often as or more important than the interview itself.
• An influence letter:
✓ Is personal, that is, cannot be used for a different interview
✓ Addresses areas that you forgot to bring up
✓ Addresses areas that you didn’t do justice to in the interview
✓ Addresses objections they raised to your candidacy in your questioning
✓ Shows you heard them; addresses how you can help with problems
Change Your Mindset From
“Thank You” To Influence
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o Questions interviewer asked (what they cared about)
o What interviewer seemed to like
o What they spent time discussing
o What objections interviewer may have
o The competition
In your influence letters, address:
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Common Problems
Using Postal mail (should be an EMAIL MESSAGE!)
Big dense paragraphs (solution: break them up, subheadings, bullets, bolding, underlining)
Repetitious
Nothing new
All “me, me, me” while leaving out how would help interviewer or showing you heard them
No direct link to what they discussed in the interview
Too much “I can help with this” without proving it in the letter
Too much “thank you,” not enough “influence”
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Sample Influence Letter
Dear Joan,
It was a pleasure meeting with you and discussing your vision for leading the Enterprise PMO
department through the SAP migration over the next 18 months.
I was reminded in our conversation how exciting it is to have a chance to engage with another
seasoned Project Manager and compare notes. Thank you for the recommendation for the
book Project Management is an Art. I have downloaded it an am already taking in the insights.
I am excited about the opportunity to be part of your team and to help the firm streamline its
accounting and reporting processes through the SAP implementation.
Regarding your question about my SAP experience, I wanted to highlight a project I
successfully managed which was out of my purview. (brief explanation)
I have also attached a brief outline of how I would get up to speed with the functionality of
SAP. In fact I have already begun that process…
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Julie’s Influence e-mail #1
From Robert Hellmann:
“Julie was a client of mine. At
the end of the first interview,
Julie found out what their
objections were. We wrote his
influence letter to emphasize
his analytic skills. She included
a proposal that they send him
data and she would analyze it..
Her proposal was accepted, she
analyzed the data they sent
him, then requested another
meeting to discuss it.”
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Example: After an interview
…I understand the importance of data analysis to the
success of this position…I realize, however, this ability
was not brought out in my resume. Therefore, I would
like to demonstrate my ability.
If you are amenable, I propose that I analyze some of
the department's spreadsheets with sales data and I
will present my findings to you. I am happy to sign a
confidentiality agreement or feel free to alter the
numbers.
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Julie’s Influence e-mail #2
From Robert Hellmann:
“Now Julie went from being
rejected outright to being one
of the top two candidates. But
by again asking the “followup”
questions at the end of the
interview, she found that the
President preferred the other
candidate because he’d done
this job before. So we wrote
Julie’s next influence letter to
emphasize his unique
competitive advantage-- his
relevant skills that no other
candidate could bring. The
result? she got the job.”
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Influence after Rejection!
Susan <MY CLIENT>,
We are moving quickly toward finalizing the process. Our recruiter has recently given us a substantial number of folks who are either in, or recently in, XYZ positions with key competitors. Many of these folks are coming to us with substantial contacts at firms like BigCo Annuities and other key firms we work with. My point is that we’re narrowing our search down to folks who have done this exact job, with recent experience and current contacts. Pat or I will be back in touch in the event we end up expanding the scope of our search with a wider net. Thanks.
Anne <THE HIRING MANAGER>
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Influence After Rejection!Anne and Pat,
I appreciate your candor. From your note, it sounds like you are identifying some highly qualified
candidates.
I would like to note, however, my blend of experience that uniquely differentiates me from the
competition and that makes me very well positioned to be able to deliver outstanding results. In
particular, please consider the following in your decision-making:
1. I bring the client perspective: Coming from the client side, I understand more than others who
have done the XYZ job what the client is looking for. When pitching a prospect at, for example,
BigCo Annuities or a similar prospect, I would be able to leverage my insider knowledge of their
budget, presentation and marketing needs to help close the deal.
2. I get the difference between retail & sub-advisory wholesaling: Knowing how critical each meeting
is for sub-advisory adds to my understanding of the partners’ needs, and enhances my ability to
sell to them.
3. I bring a network of former colleagues: For example, at BigCo Annuities, the wholesaler
relationships from my former retail wholesaling role would automatically instill confidence in others
at BigCo to whom I’m partnering with.
4. I am a low risk candidate-choice: My 24 years in the business, my proven track record, and my
diversity of channel experience throughout my career (having worked in all three channels) should
instill confidence that I will be able to perform above expectations for you, as I have for others.
I’ve appreciated our conversations over the last few months, and would be thrilled to work with such a
top-quality company, for leaders that I hold in such high regard. I look forward to the possibility of
continuing the conversation.
Warm regards,
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• Seek further meetings
• Help hiring manager shape the position
• Share new ideas
• Write a strategy or proposal that gets attention if appropriate
• Keep in touch to influence (NOT for a status update- sounds insecure)
Be Proactive
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Turned down for the job?
262
Bring them
into your
network!
© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
Salary & Job Negotiation
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The Four-Step Salary Negotiation Method
Create the FoundationNegotiate the Job
Know What You’re Worth
Outshine and Outlast
the Competition
Get the Offer
Negotiate Your Compensation
Package
Step One:
Step Four:
Step Two:Step Three:
Effective negotiation starts from the first interview
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#1: Create The Foundation
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Create A Foundation For “More”
KNOW WHAT YOU’RE WORTH
NEGOTIATE THE JOB
SUCCESSFUL COMP NEGOTIATION
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• Suggest “enhancements” to job description (salary will follow)
• Make sure hiring manager agrees
• Highlight these areas in interview follow-ups
Negotiate The Job, NOT The Comp!
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If changing geographies, consider COST OF LIVING
Know What You’re Worth
*Source: www.payscale.com
Cost of Living in Miami vs. Other Cities
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Research Compensation Websites
303
https://www.hellmannconsulting.com/resources/#Salary
© 2019 Hellmann Career Consulting / www.hellmannconsulting.com [email protected]
Base salary
Bonus
Profit Sharing
Deferred Comp.
Stock Options
Transportation comp.
Tuition, training
Other Perk’s
What Do You Really Make?
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#2: Outshine And Outlast The Competition
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Question
What do you tell the interviewer
if she/he asks about salary?
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Postpone Salary Discussion Until
AFTER An Offer Is Made
Before the Offer After the Offer
You
You
An Offer Gives You the Leverage
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Avoid discussions about salary
until you receive an offer
• It destroys your negotiating leverage
• You can’t talk salary when you aren’t clear what the job is yet
• Salary is only one piece of total compensation
• You might arbitrarily exclude yourself
Answer:
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For Salary Questions, Say in priority order:
1. I know we’re both fair and we’ll be able to work something out.
2. There are so many aspects to compensation, for example base, bonus,
401K matching, amount of raises, frequency of raises, profit sharing… If
you don’t mind, I’d like to postpone this discussion until I understand
thoroughly all aspects of both the job and compensation.
3. I haven’t completed my due diligence yet. What are you thinking about?
then We’ll be able to work something out.
4. I’m looking for a (salary or total comp) range of <absolute bottom> to
<way high>
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• Surface objections in the interview
• Learn when the decision is being made
• Follow-up “strategically”
• Address concerns
• Offer additional value/info
Know where you stand
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#3: You’ve Gotten The Offer!
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Never Negotiate On The Spot
You
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Offer Is Way Out Of Line?
You will need an immediate
response, e.g. “That sounds
like a different job…”
Rule of Thumb: < 30% difference, may be able to negotiate a solution
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Assuming Less Than 30% Difference
You should respond (via phone or email) with:
1. Positive framing
2. Get information about compensation
3. Make an appointment to discuss in person with hiring manager
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Step 1: Positive Framing
Before you start asking for more information, say/write:
• “I appreciate your thinking of me for this role…”
• “I know I will enjoy working for you…”
• “…and I’ll be able to add the value you’re seeking…”
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Say: “I look at this as a long term opportunity, so I would
like to understand exactly what I’m accepting…”
Then ask about ALL parts of compensation, e.g.:
• Base
• Bonus
• 401k matching
• Deferred comp/pension
• Benefits, including healthcare, paid leave, etc.
• Amount and frequency of raises
• Other comp, e.g. stock options, profit sharing
• Etc.
Step 2: Get Information About Compensation
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• The hiring manager cares the most (not HR
unless that’s your boss!)
• Don’t say “want to discuss salary,” say “want
to discuss the job to ensure we’re both set
up for success.”
• In-person is better, because they see the
effort, and there’s better communication
Step 3: Make An Appointment To Discuss
With Hiring Manager
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• Can you live up to the expectations of the job?
• Will they cut you first because their salary is too high?
High Offers
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#4: Negotiate the Offer
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It’s never about “I want”, it’s about WE
✓ Say “What can we do to make this work”
✓ You’re on the same side- how much you’re looking forward to working with them
✓ Aim for a win-win
At The Meeting: Framing Is KEY
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Perquisites (Perk’s) Expense accounts
Company car
Memberships
First-class hotels or air travel
Paid travel for spouse
Private secretaries
Employee discounts
Financial-planning assistance
CPA and Tax Assistance
Tuition Assistance
Continuing and Professional Education
Conventions
Furlough trips for Overseas Assignments
Everything is Negotiable
Related to Severance
❑ Severance Pay and Outplacement
❑ Consulting Fees After Termination
❑ Insurance Benefits After Termination
Basic Compensation Base Salary
Sign-on Bonus
Incentive Compensation Performance bonus (discretionary vs. set) Sales commission / incentive plans
Stock options
Matching investment programs
Deferred Compensation
Profit sharing
Frequency of reviews/raises
Amount of raises
How “Success” will be measured
Transportation costs
Vacation
Start Date
Relocation Expenses Moving
Housing allowance
Real estate brokerage fees, closing costs, bridge loan
Home buying trips
Lodging while between Homes
Company purchase of your Home
Discounted loans/mortgages
Temporary Housing
Outplacement Assistance for Spouse
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• Last resort, since it’s a one time event
• Companies often use these to hold down costs
Signing Bonuses
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How Strong Is Your Position?
• How do you compare to your competitors?
• Can you be easily replaced?
• What are you worth in the market?
• Do you have alternatives?
• Are you willing to walk away?
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RESEARCH is your best friend – so it’s not about “I want” it’s about what’s fair
Share the research with them! • “Here’s what Glassdoor says others get paid…”• “My colleagues at your competitor make…”
Keys To A Successful Negotiation
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Negotiation Strategy
1. Start with a couple of easy items that you can give them
2. Rotate between easy and hard items
3. Salary may not be the first thing you bring up!
4. Vacation should be near the end
5. Severance is last
GIVE GET
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• Name a high number; re-frames in your favor
• Give an exact number – not ‘around 150k’
but instead ‘$154,000’
• Back it up with “evidence” of fairness
If They Ask You For A Number First…
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If The $ You Ask For Is Higher Than
What You Originally Said
• “Now that I better understand the role and WE BOTH understand the value I bring to you, I believe this is what I’m worth.”
• “I’ve done some additional research, and have found that the market rate for this role and the value I bring are X; I’m looking for what’s fair, which to me is the market rate” <show them the research>
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Are You Set Up For Success?
Ensure you
are BEFORE
you accept!
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Your Role
• Expectations (what are they?)
• Resources (staff, budget, access– any weak links?)
• Key Stakeholders (are they aligned with position?)
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Personal Assessment (SWOT)
Strengths e.g. strategic, relationships
Weaknesses e.g. not technical
Opportunities e.g. break down silos
Threats e.g. will be relied on for technical programming
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Organizational Strategy
Is the offering company a winner or might it hinder your career?
e.g. THE 5C’s
Customers
Collaborators
Capabilities
Competitors
Conditions
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• Essential to keep moving towards alternatives, until you have agreed to an offer and it’s in writing (e.g. email)
• Common trap: you place all their hopes on one offer!
Keep 6-10 Things In The Works
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Common Sticking Points
Afraid you’ll lose the offer if they negotiate
• Emphasize how “same side of table” approach negates this fear
• Clients negotiate successfully all the time
• If 6-10 things, that’s the ultimate security
Short-change yourself by not negotiating “everything”
• Develop a long list of things to negotiate
• The longer the list, the more likely they’ll get something (hiring
managers don’t like to keep saying “no”)
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Diagnosing a Stalled Search
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1. Are you "positioning" yourself correctly?
2. Are you too general, or trying to be all things to all people?
3. Are you too scattered, trying to go for many different targets at
once?
4. Are you actively going for it, or waiting for the ad or search firm?
5. Are you proactive at all stages (following up, keeping in touch)?
6. Is your "message" getting lost because of poor communication?
7. Are you meeting with both the right people, and enough of them?
8. Are you targeting enough positions (i.e. roughly 200)?
9. Are you spending enough time on your search?
10.Are you having fun?
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So What Did You Learn?
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Download the Slides and LinkedIn Checklist: https://bit.ly/ncsuhcc
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