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Questions to Avoid

Before diving into examples of questions you could ask, let’s take a look at the questions you should avoid, namely salary, benefits, and vacation. When you ask about salary and benefits, you could give the impression that you care more about the money and benefits than the role or company. In terms of vacation, you could give the impression that you are already planning a vacation before you’ve started.

That said, you can ask about salary, benefits, and vacation during a follow-up conversation after your 2^nd or 3^rd round interview (ideally with the recruiter or Human Resources representative). Alternately, if the interviewer broaches this topic, then you should engage in an open conversation.

Questions to Ask

There are three main categories of questions that you can ask: organizational questions, department (or team) questions, and role questions. Let’s take a look at each.

Questions about the Organization
- Use your research – this is the perfect opportunity to showcase the research you would have conducted. As an example, if a recent news article noted a merger or acquisition, you can ask how this might impact the organization or department.
- Charitable work – most large organizations donate time and money to charitable causes and will highlight this on their website. If the organization you are interviewing with is a good corporate citizen, ask about their involvement in the causes they list on their website or other causes that are important to you.
Department:
- The leader – if you are interviewing with someone other than the person the role reports to, ask about that person. For example: “Can you tell me more about the manager for this role?”
- Size of team – you may want to ask about the size of the team you could be potentially joining, and follow up with questions about the experience and tenure of other team members. For example: “Can you tell me a bit more about the team?” “How many people are on the team currently?” “Has this team worked together for a long time?” You may gain insight on the amount of turnover the team has experienced.
- Other teams – many roles will provide the opportunity for teams from various departments to collaborate. You can ask questions like: “Does this role or team work on cross-functional projects?” “How often would this role interact with other teams?”
Role
- Reason for the opening – in most cases you will know whether or not a role is new or existing. If it is not clear by the end of your interview, it is a good idea to ask “is this a new or existing position?” If it is an existing role, you can ask “why is the role currently vacant?” This could provide you with insight on internal mobility or promotional opportunities within the organization.
- Measures of success – unless this has been covered in your interview, you may want to ask: “How is success measured in this role?”
- Expectations for the successful person – a great question to ask in your interview is “What are the expectations of the person in this role in the first 30, 60, and 90 days?”

Having a list of questions is a key component of preparing for your job interview. Having well thought out questions could make you stand out among the competition.

If you have any other recommended questions to ask in an interview, please feel free to leave them in the comments below. If you have any questions, video ideas, or would like to collaborate, please feel free to contact me directly. For personalized advice, check out the services section here.

In the meantime: Happy Hunting!

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How to Conduct Company Research for your Job Search

May 15 2016 nfougere Job Search 0 comments Tags: Interview Strategies, Job Interview Research, Job Search

Conducting company research is a critical step along your job search journey. With a plethora of information available online, it can be an overwhelming task. Here are my tips to help ensure that you don’t miss any key information while sifting through the volumes of information available to you.

Company Research

There are a variety of resources available so you can gather key pieces of information on your target company.

Company Website – Most organizations have a dedicated company website and it is a great place to start with your research. Here are a few pages you should review:
1. About Us – in this section, many companies will provide information about their history, Mission, Vison, and Values. Similarly, this information may also be found on a company’s careers section.
2. News – this page is typically dedicated for recent (and archived) news articles with highlight key company milestones and accomplishments. Companies tend to showcase those news articles that they themselves deem particularly important.
3. Investor Relations – if the company is publicly traded, they will likely have an Investor Relations page where you will be able to find information on company financials as well as their annual and quarterly reports. It is a good idea to browse through these reports, not only to gather any key financial insight, but also to glean information on key company investments and developments.
4. Our Team – In this section, you will likely find information about the leaders within an organization, such as the CEO, executive team, and possibly the board of directors. It is usually a good idea to know who the CEO of an organization is before going into an interview.
Social Media – you can gain many key insights on an organization based on their social media presence. Here are a few places you should turn to for this part of your research:
1. Twitter – take note of the types of tweets a company sends out as well as the tweets from its key people, such as the CEO or executive team.
2. Facebook – another resource to see what information the organization is sharing with its fans.
3. LinkedIn – be sure to follow the company on LinkedIn to receive updates on various postings they feel is important enough to share on this platform.
Network – while researching LinkedIn, be sure to look up any key people within the organization as well as the people with whom you will be interviewing. See if you have any connections in common and be sure to reach out to those people for any insights they may be able to share with you. In addition, you can search your LinkedIn connections to see if there is anyone you know who is a current or former employee of your target company.
Review Sites – Sites such as GlassDoor.com provides candidate and employee reviews of a variety of companies. In addition, forums on job boards and Salary.com may also have similar employee or interviewee reviews. Take this information with a grain of salt as sometimes there are far more negative reviews than positive reviews. That said, it is a good idea to take note of any potential “red flags.”
Google – especially Google News. Set alerts to ensure you are receiving up to date information on the organization.
Job Interview – your research doesn’t stop the minute you go to an interview, in fact, the job interview is a perfect opportunity to conduct research on the corporate culture. Take note of how you are greeted upon arrival as well as how the employees interact with each other. Is the overall atmosphere cordial, formal, friendly, or a combination of these? Finally, is this the type of organization in which you can see yourself?

Other Research

Competitors – by quickly reviewing competitor’s websites, take note of how they position themselves in the competitive landscape, taking note of any key competitor developments and investments.
Industry Research – researching an industry can take a lot of time, but it could be worth it. This is especially true if you are targeting several organizations within a particular industry. Here are a few resources for conducting industry research:
1. Association sites – a quick web search for the industry in question will likely return a number of industry association websites. These are great resources for information on industry trends and overall competitive landscape.
2. Government sites – most government websites will have industry statistic data and data on various industries based on NOC (National Occupation Code) data.
3. Mergent Online database – most post-secondary institutions will provide access to the Mergent Online database via the university or college library. In other cases, your local library may provide access to this database as well. The Mergent Online database has a wealth of information on various organizations and industries.
4. MarketResearch.com – This is another great website with a volume of industry, company and country information.

Pulling it all Together

Now that you have all of this information, it is important to organize it in a way that you can analyze the target company, maintaining a balanced view. One of my favorite tools to do this is a SWOT analysis. SWOT is an acronym that stands for Strengths, Weaknesses, Opportunities and Threats. The figure below illustrates how a SWOT Analysis works.

SWOT

In addition, another great resource is SlideShare.com. Not only could SlideShare.com be a great resource for company research, you might also find completed SWOT analysis on your target company, their competitors, and possibly industry analysis. Keep in mind, these analyses may not encompass all of the research you would have conducted, but it may be a good starting point.

Final Thoughts

As much as you might want to highlight all of your hard work and research, it is important to stay positive in your interview. As an example, if the company in question has recently sold off one of their divisions, instead of saying: “I noticed that you have sold ABC division. What’s up with that?” You may want to say: “I noticed that you have recently sold ABC division. This is intriguing to me. Can you tell me how you came to that decision?” The first approach would immediately put the interviewer on the defensive, whereas the second approach is a great way to showcase your research and your interest in the organization.

Finally, be sure not to sound overly keen to demonstrate the research you would have conducted on the interviewers. Doing so may make you come across as desperate and potentially intrusive.

The interview is your prime opportunity to showcase the best version of you. Conducting company research and staying positive and respectful in your interview will go a long way in doing just that!

If you have any other recommended research resources, please feel free to leave them in the comments below. If you have any questions, video ideas, or would like to collaborate, please feel free to contact me directly.

In the meantime: Happy Hunting!

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The Truth Behind Functional Resumes

May 12 2016 nfougere Resume Writing 0 comments Tags: Chronological Resume, Functional Resume, resume writing, Resume Writing Tips

I have received a number of questions and comments about how to write a functional resume and if one should be used when applying for jobs. To begin, let’s look at different resume formats.

Resume Formats

The most common resume format is chronological. As many of us are aware, a chronological resume would outline your professional profile or summary at the top, followed by a chronological listing of the positions you’ve held, companies with which you’ve worked, when you worked there, your duties, and your achievements. The emphasis of the chronological resume is on your experience and achievements.

The functional resume, on the other hand, would highlight your professional profile or summary at the top, followed by more detail around your relevant skills, then a detailed list of your relevant key accomplishments. The bottom of the functional resume is where your list of previous roles and companies would be found. The emphasis of the functional resume is on your transferrable skills as opposed to your experience. As such, they are more commonly used by people who:

Have large gaps in employment,
Have made frequent job changes,
Are changing careers, or
Are new to the job market.

Which Resume Format Should I Use?

Functional resumes were very popular when I started recruiting in the 1990’s but have since fallen out of fashion – mainly because they are ineffective in landing an interview. There are 3 key reasons for this:

Applicant Tracking Systems (ATS) are unable to read and assimilate the information on functional resumes. With the prevalence of ATS systems, it is critical that you have a resume that is in a readable format. If the ATS can’t read your resume, it will not rank well among the other applications. For more information on how these systems work, you can view my previous blog here.
Functional resumes raise doubt. Because chronological resumes are so prevalent, when an employer sees a functional resume it raises suspicion. Employers are well aware of the common uses of a functional resume, and as such, a red flag tends to go up when they see one.
Functional resumes are harder to read. The layout of a chronological resume provides the employer with a greater sense of how you have progressed and grown throughout your career. A functional resume requires the employer to figure out your career story on their own. In the time-strapped world that we live in, the employer is unlikely to work that hard to determine whether or not you are the best fit – especially when there are hundreds of other resumes and candidates from which they can choose.

As an alternative, I would recommend using a hybrid or combination resume. The combination resume would have the same layout as a chronological resume, but instead of focusing on your job duties you would highlight your skills and accomplishments. You can add more context around how your skills positively impacted the organization, department, or your team. If you have gaps in employment, you can include the volunteer positions you’ve held and the skills you developed in those positions. Perhaps you were a stay at home parent for an extended period of time. You can highlight your budgeting, organization, and conflict resolution skills that you would have developed.

In extreme cases (such as extended illness), you can use your functional resume. You may need to rely more heavily on leveraging other job search strategies (such as networking and working with recruitment agencies) to increase your chances of being considered.

Final Thoughts

I recommend using a chronological resume when applying to jobs. If a chronological resume does not fully capture your skills, however, try using a combination resume. By blending the transferrable skills emphasis of a functional resume with the layout of a chronological resume, you will be better able to position your skills in a way that is palatable for the employer (and their ATS systems).

Your resume is a key piece of your marketing material for your job search. This is the first impression that an employer will have of you and your skills, and as the saying goes: “You never get a second chance to make a good first impression.”

If you have any additional insights on using a functional resume or have any other questions, please leave a comment below. Also, if you would like personalized advice, please feel free to contact me directly.

Happy Hunting!

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When and How to Write a Cover Letter

May 08 2016 nfougere Job Screening, Job Search 0 comments Tags: Cover Letter, Employment Application, Job Application

There is a lot of literature out there suggesting that cover letters are out-dated and are rarely read by recruiters, Human Resources managers, and hiring managers. For the most part, I would agree with this. Personally, I rarely (if ever) read cover letters.

That said, there are times when a cover letter is a necessary part of your job application package. Specifically, if a job posting clearly states that you must apply with both a resume and cover letter, you must ensure that you include a cover letter with your application. Sometimes a cover letter is sought for roles where written communication is a key skill set for the role, and is used as a way to assess a job applicant’s written communication skills.

For those times where a cover letter is necessary, I have a free template available, which you can access here.

Elements of a Cover Letter

Salutation – if possible, address your cover letter to a specific person. If you do not have the hiring manager’s name, try to look them up on LinkedIn. If you’re still having a difficult time finding the specific person, you can use “to whom it may concern.”

Paragraph 1 – this is your introduction paragraph where you would mention your generic job title, the job title of the role to which you are applying, and name your top 1-2 strengths as it relates to the role.

Paragraph 2 – here is where you should highlight your interpersonal skills and accomplishments. You can use the top 2-3 accomplishments from your resume and add in a bit more context – things like the people who may have been involved or company decisions that were made as a result of your accomplishment.

Paragraph 3 – as mentioned in previous posts, research is a critical part of your job search strategy. In this paragraph, make mention of a notable research finding that would impact the organization in the short-term (i.e. recent acquisition, or company merger, etc.). Then mention how your skills will help the organization through their transition period.

Paragraph 4 – close your letter with your key strengths and a call to action, such as inviting the employer to contact you directly to discuss your background further.

Although a cover letter isn’t always a necessary part of your job application, there are times where it is essential. Specifically, if a job advertisement asks for both a resume and cover letter, be sure to tailor your cover letter to the role and company.

If you have any other suggestions on what to include in the cover letter, please feel free to add your suggestions in the comment section. For personalized advice, please feel free to contact me directly!

Happy Hunting!

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The Meaning behind Recruiter Questions

May 05 2016 nfougere Interviews 0 comments Tags: Ace the Interview, interview questions, job interview questions, recruiter questions

I have received a number of questions and comments about a misconception many job seekers have regarding two key recruitment questions: salary expectations, and availability to start.

There is a great deal of literature out there to suggest that these questions are key indicators that a company is interested in hiring you. For the most part, I would agree. The one caveat to this, however, is timing. When asked about your salary expectations and availability to start during a 2^nd or 3^rd round of interviews, it could be a good sign that the organization is seriously considering you as a potential hire. That said, if a recruiter asks you these questions during an initial telephone interview, the recruiter is merely gathering information.

The important thing to remember is that there is no hidden meaning behind the recruiter question during your initial telephone conversation, and recruiters don’t intend to mislead. That said, it is helpful if job seekers recognize the purpose of the initial recruiter telephone conversation. In the wonderful world of recruitment, this is considered a pre-screen stage wherein recruiters are gathering information to help the company decide on which candidate(s) they wish to invite in for an in-person interview.

As someone who has been in recruitment for nearly 20 years, I found this question to be a great reminder that recruiters should endeavour to make it clear to candidates the intention of their pre-screen questions. We recruiters may think that it goes without saying, but it actually doesn’t. Being clear about your intentions will help to manage candidate expectations, and in the long run, will make your job that much easier.

Final Thoughts

Another term I hear job seekers use to describe job opportunities they are presented is “job offer.” Technically speaking, a job offer (in the recruitment world) means an offer of employment or an employment contract. The job conversations that recruiters have with job seekers are job opportunities. I realize that this may seem like fussy semantics, but there is a difference. For example, a recruiter may ask you if you are considering other options. If you respond by saying that ABC company has approached you about a job offer, the recruiter may think that you have (or are expecting to have) a job offer in hand. As such, the recruiter may well decide that you are soon to be off the market and choose to invite someone else to an in-person interview.

As a result, it is important that both job seekers and recruiters are clear in the language we use and intentions of our questions to ensure the most effective communication. As we all know, communication is key in building strong relationships!

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Top 10 New Grad Job Search Tips

May 01 2016 nfougere Job Search 0 comments Tags: Job Search Tips, Life after graduating, New Grad Job Search

This is the time of year when many university and college students leave the world of academia to pursue their dream jobs – the one they have been training for while in school. Congratulations to all of the new grads on a job well done! Another congratulations to those of you who have successfully landed a job after graduation.

There are still many people with freshly minted degrees and diplomas, however, who have not yet found a suitable role. Here are my top 10 tips for finding your first job after graduation!

Know what you want

Although this may sound like common sense, it is still important that you do the self-reflection needed to help you narrow down your strengths and interests. In doing so, you can look for opportunities that match your background. In addition, you should think about the types of organizations for which you want to work. For example, do you want to work for a large or small organization? A well-established firm or start-up? A for-profit or not-for-profit organization? This will help you to focus your job search efforts.

Create a Pitch

Once you have completed your self-reflection, you are now ready to craft your elevator pitch. If you are not sure how to craft an elevator pitch, or you’re not sure what an elevator pitch is, click here to see my last blog on writing one.

Create a Target Company List

While going through the exercise in step 1, think about which companies would have the attributes that are important to you and employ the skills and experience you have. Having a top 10 target company list will streamline your research, networking, and job search efforts. As a result, you will be able to make efficient use of your job search time.

Network

Make sure you cast a wide net when you are networking. If you’re not sure where to begin, you can start with family and friends – and even close family friends. Friends of your parents, your professors, team coaches, etc., are all great potential resources. In addition, if you already have your elevator pitch and top 10 target company list, your network will have a greater chance of pointing you in the right direction. Click here for a copy of my networking guide.

Go Online

Although many organizations have a presence on Twitter and Facebook, remember that LinkedIn is the largest online professional networking site out there. As such, it is important that you have an up-to-date profile and use LinkedIn as part of your job search efforts. Not only is it a wonderful resource for researching organizations, but it can also help you identify people within your target organizations with whom you may wish to network. As a final note, remember that employers may check your online profiles, so it is important that your online presence is professional.

Apply to the right jobs

If you have done the work in step 1 and are able to articulate your skills and interests, coupled with your target company list, make sure that you are only applying to those roles that fit your background. It is a best practice to customize your resume for the specific roles to which you are applying, so being selective in these roles will help. As tempting as it may be to apply to any job that you come across, if you “spam” the company with your resume, the recruiters will see this and will be left with the impression that you are too desperate. As a result, you may be passed over for any role within the organization.

Interview Professionally

Make sure you are professional in your approach to the interview. This includes the way you dress, speak, and act in the interview. For more insight on this, feel free to refer to my previous blog post with my top interview tips by clicking here.

Follow-up

This is a key step in your recruitment journey. Throughout my nearly 20-year recruitment career, it stood out to me when a person followed up appropriately. For more information on how and when to follow up after your job interview, you can see my previous blog post here.

Use your Career Center

The campus career center at your school is a wonderful resource for most of your job search needs. Many campus career centers will have volumes of information to help you with your industry and company research, networking tips, resume writing assistance, and interview preparation sessions. In addition, these services are funded by your university and college fees, so you might as well make the most of these services!

Relax

Although searching for a job is a full-time job, and a stressful one at that, it is important to stay calm and focused. Otherwise, it will show through when it comes time to interview. You may appear to be overly nervous, which in turn may give the interviewing company the wrong impression of how talented you truly are.

I hope you found these tips helpful. If you have any other tips on new grad job searching, please feel free to leave a comment below!

Congratulations on graduating with your diploma or degree. It takes a lot of hard work and determination, but you did it. All the best in your job search journey!

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How to Craft an Elevator Pitch

April 28 2016 nfougere Interviews 0 comments Tags: Ace the Interview, Elevator Pitch, Networking

What is an Elevator Pitch?

An elevator pitch is exactly what it sounds like. Imagine being in an elevator with a prospective employer and you only have the time it takes for the elevator to reach your floor to tell this person a bit about yourself. The elevator pitch is a short introduction that should briefly (i.e. roughly 30 seconds) describe your skills (who you are and what you do), your accomplishments (what value you can bring), and your goals (what type of role you are seeking).

A well-crafted elevator pitch is an essential tool when you are conducting your job search. Not only is it effective when introducing yourself to a network contact, but it also provides a basis for your answer to the “Tell me about yourself” interview question.

How to Craft an Elevator Pitch

There are 2 key elements to your elevator pitch: self-reflection and company research. The more important of the two is self-reflection, because who else knows your skills better than you! In your self-reflection, you will identify those top skills, accomplishments, and goals (including why this is a goal and who you will be helping with this goal) discussed earlier.

The second element, company research, is important for preparing your answer to the “Tell me about yourself” interview question. We will examine this later.

Pulling it all Together – Network Meeting

To help illustrate crafting an elevator pitch, I will use fictional character ‘Joe.’ He is a skilled tradesperson who has a vast amount of experience in custom home finishings. He has won awards and loves his job. Here is what ‘Joe’s’ elevator pitch might sound like:

Hi, my name is Joe. I am a highly skilled tradesperson, with expertise in carpentry. I have received several “Home Builder of the Month” awards for my outstanding craftsmanship in home finishings. My passion is for making a house a home by creating custom home finishings, and I am looking for a role in which I can work closely with home buyers in making their dream homes a reality!

Pulling it all Together – Job Interview

Much like the elevator pitch ‘Joe’ used before, we can simply add a ‘call to action’ at the end of the elevator pitch. Notice too that the introduction at the beginning will be removed as we must assume that in the interview, introductions would have already taken place.

The ‘call to action’ statement is your way to highlight how your skills, accomplishments, and goals align with the company’s short- and long-term goals. How would you know what the company’s goals might be? This is where your research comes in. By conducting a Google News search for recent news articles about the organization, along with the other research you have prepared for the interview, you should have a fair amount of knowledge as to any key developments within the organization. This could include things such as a major investment or company expansion. Using our previous example, Joe’s ‘call to action’ statement might be something like this:

I understand that your company is investing in custom build homes for 3 new developments in the city. I believe my talents in carpentry and passion for engaging customers with my personalized designs would be a benefit to your organization.

Final Thoughts

The elevator pitch is a great tool not only for your job search activities but also for networking within your current organization. That said, crafting one is not always easy as it requires a great deal of self-reflection. The only person who really knows about all of the great things that you do is you. So to enable you to articulate all of your wonderful skills and achievements, self-reflection is an important exercise.

If you would like personalized advice, please feel free to view my services here. If you have any questions, you can leave a comment below, or send me an email – I’d love to hear from you.

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How to Negotiate your Job Offer

April 24 2016 nfougere Job Screening 0 comments Tags: Bag the Job, Job Hunt, Job Offer, Job Search, Negotiations

There are 2 key elements in negotiating a job offer: what you are looking for, and what the organization is willing to pay. Like most stages of your job search journey, it is vital to prepare for negotiating a job offer by doing your research! Not only should you research the market salaries, but you should also take the time to think through what you would be looking for in terms of salary, benefits, and other contingencies.

There are a number of excellent resources online to help you with your research. Here are a few that should help:

Monster.ca – http://monsterca.salary.com/CanadaSalaryWizard/LayoutScripts/Swzl_NewSearch.aspx
Payscale.com – http://www.payscale.com/index/CA/Job
Salary.com – http://swz.salary.com/CanadaSalaryWizard/LayoutScripts/Swzl_NewSearch.aspx
Robert Half – https://www.roberthalf.ca/en/workplace-research/salary-guides
Hays – https://www.hays.ca/salaryguide/
Glass Door – https://www.glassdoor.ca/Salaries/index.htm?&countryRedirect=true

When thinking through what you are looking for, you should think about what your bottom line offer would be – after all, regardless of how enticing an opportunity may be, you still need to pay your bills. Other factors to consider include benefits, vacation, bonus/commissions, percent of travel, flexible work arrangements, etc. For all of these factors, think about the worst case, best case, and middle ground offers, and be sure to rank order each of the factors you are considering by importance. For instance, if you are considering a role that requires travel, perhaps you would be willing to reduce your salary expectations if the amount of travel were reduced. Going through this exercise will enable you to discuss multiple line items in the offer during your negotiation.

Timing – Initial Salary Discussion

Another aspect of negotiation is timing. Sometimes the recruiter or hiring manager will ask about your salary expectations early on in the recruitment process. This is a good time to make sure that your expectations are aligned to the role. It doesn’t have to be perfect, but at least in the same ballpark. It is always better to provide the recruiter or hiring manager with some sort of salary range, otherwise, they may question your preparedness and your business acumen if you are elusive in your expectations. After all, negotiation can be an element in the role for which you are interviewing.

Sometimes recruiters will ask you what you earned in your last role (or what you are currently making), but that isn’t necessarily relevant, nor is it always an appropriate question. A perfectly reasonable answer to this question, however, is to say that based on the role as you understand it, you would be expecting between $X and $Y (fill in the blanks). Keep in mind: if you are elusive in your answer about your salary expectations, the recruiter may need to resort to asking about your previous salary. As such, this question becomes increasingly relevant and appropriate for keeping the conversation moving forward.

If the salary discussion hasn’t been brought up by the hiring company by the time you finish your 1^st round of in-person interviews, it is ok for you to broach the topic with the recruiter or hiring manager after the interview. It is typically not appropriate to ask in the job interview itself, however. Having a salary conversation in advance of a job offer can help you determine whether or not the role is a good fit for you, and it is also your opportunity to use the negotiation tactic of ‘anchoring’ – a cognitive bias whereby decisions are made based on the first piece of information that is revealed in a negotiation.

Timing – Job Offer

When you do receive a job offer, if you’ve done your research and thought through your needs, you should be prepared to talk about several line items in the one negotiation. Although salary is an important factor, it’s usually not the only or even most important factor to consider. Being able to look at the big picture in the overall offer should help you to better assess if there are areas where each side could potentially be flexible. In addition, if there isn’t a lot of “wiggle room” on the employer’s side, you could suggest things like a signing bonus to help close any gaps in the offer. In doing so, you will be able to demonstrate your reasonableness, flexibility, and creativity. On the other hand, if you settle one item and go back to the employer later with other requests, you will appear to be indecisive, or even greedy.

Multiple Offers & Counter Offers

In the event that you have multiple job offers, and/or your current employer extends a counter offer – Congratulations! It is important to remember that you must be honest in your negotiations with your current and prospective employers. Disclosing that you have other offers or a counter offer on the table is valuable information to the prospective employer, but be careful not to use this as a “hardball tactic” in your negotiation.

Another important consideration is that you must be honest about your other offers. Lying about a salary package is not only unethical, but you will also run the risk of breaching contract laws – thereby increasing the potential of having your job offer revoked or being terminated after you start.

Final Thoughts

Remember that you are negotiating with people. Companies don’t negotiate, people do. As such, it is important that you see things from the employer’s perspective. They see value in you and are showing that by offering you the opportunity to join their team. By being fair and reasonable in your negotiation tactics, you will be confirming with the employer that they are making the right decision in offering the job to YOU! On the other hand, if the employer’s offer is insulting, then perhaps you would want to re-consider this organization as a potential employer.

Every step along the recruitment journey there are signs that indicate whether or not the organization you are entertaining is the right fit for you. The negotiation is another way to screen a company in or out, just as much as it is a way for the company to screen a candidate in or out. As such, the negotiation stage is just as important as every other step in the recruitment life cycle. It’s important that each party is treated fairly and are happy with the end result.

If you have any other insights on successfully negotiating your job offer, please feel free to leave a comment below!

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What to Bring to a Job Interview

April 21 2016 nfougere Interviews 0 comments Tags: interview tips, Job Interview Tips, What to Bring to a job interview, What to Bring to Interview

Today’s post is in response to a viewer question about what you should bring to a job interview. Below is my checklist:

Portfolio, Notepad, Pens – having a professional looking portfolio in which you can keep many of the items on my list, including a notepad for taking notes, looks professional and will keep you organized in your interview. The portfolio doesn’t have to be expensive, and if you are looking for options or inspiration, here are a couple of options:
Copies of your Resume – as a good benchmark, you should bring at least one copy of your resume for each person in the interview room (including you). It’s even better to bring a few extra copies in case someone unexpectedly joins the interview, or if you are invited to an impromptu 2nd or 3rd round interview.
Business Cards – I typically recommend that people have business cards for their job search. These cards would have your personal contact information and come in handy when interviewers are passing out their cards to you – you will have your own card to return.
Reference List – It is always better to be over-prepared, so having your reference ready in the event that the interviewer asks is a great way to demonstrate your organization skills and preparation. Don’t provide the interviewer with your reference list, however, unless and until they ask for it.
Research Notes – Having a ‘cheat sheet’ of your research notes on the company can be handy to have before you walk into the interview room. Not only will they act as a good refresher, but they may also help you get focused on the interview. Keep in mind, you should not refer to your ‘cheat sheet’ in the interview.
Questions – Be sure to bring your question list to the interview. You will be able to keep track of the questions that have already been answered throughout your interview, and help remind you of the questions you want to have answers to before you leave the interview.
Map – Although most mobile phones have a mapping capability, it’s a good idea to have a hard copy of the directions and/or map to the interview location. If your mobile phone loses connectivity on your way to the interview, you don’t want to get lost on your way to an interview without a map.
Schedule/Calendar – In the event that you have the good fortune of being invited in for another interview during your current interview, having your schedule with you will enable you to confirm your availability on the spot. Just remember to turn your phone off before entering the interview room!
Mints – a good first impression is critical in a job interview. One sure-fire way to destroy this is with bad breath. Having a breath mint before your interview will be your best defence (and you won’t have to worry about having gum in your mouth during the interview).
Water Bottle – interviews are stressful, and dry mouth is one of the ways in which our bodies react to stress. To help alleviate this, make sure you bring a bottle of water with you and have a drink of water as needed.
Briefcase/Bag – unless you have a back issue that requires you to wear a backpack style of bag, I would strongly recommend refraining from bringing one to your job interview. Instead, use a briefcase, laptop bag, or messenger style of bag. If you don’t already have one, here are a few examples:

I would also recommend that you gather your interview checklist items the night before so that you don’t have to scramble for them the day of your interview.
If you have any additional recommendations of things that people should bring to an interview please do leave them in the comments section. Also, if you have any questions that you would like for me to answer, I would be happy to help. Feel free to leave a comment below, or to send me a private message.

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The Pros & Cons of Contracting

April 17 2016 nfougere Job Search 0 comments Tags: Contracting, Job Search, Job Search Tips, Pros & Cons

With more and more organizations augmenting their staff with contract employees, it is becoming more important than ever for people to consider the pros and cons of contract employment before they even apply. Here are my top pros & cons, along with a few additional considerations that you can use when deciding if contracting is right for you.

Pros of Contracting:

Generate Income – taking on a contract opportunity is a great way to generate income while you are pursuing other options, such as permanent employment, schooling, or even starting your own business.
Try Before Buy – while working on a contract you have the opportunity to conduct deeper research on the organization for which you are contracting. This is a great chance for you to determine whether or not you enjoy the company culture, team, and role before you make any decisions to pursue permanent opportunities within the organization.
Foot in the Door – In some cases, contract opportunities turn into permanent roles. Starting off as a contractor gives you the chance to showcase your skills and talents, likely increasing the likelihood of you gaining a permanent role.
Keep Experience – contracting is a key way for you to keep your skills current and relevant for your next role.
Add Experience – if you are looking to make a career change, or if you are new to a country, contracting is a great strategy for you to gain the experience you need to move towards your ideal career.
May Pay More – typically, employers will pay a higher wage to their contract employees to compensate them for a lack of benefits. What you lose in benefits, you could gain in increased salary.
Grow Network – working with any employer, even on a temporary basis, you will meet new co-workers and hence, expand your network.
More Employable – As the adage goes, it’s easier to find a job when you already have one. Working on a contract basis still counts!
Less Competition – given that contract opportunities are a less desirable proposition, there could be fewer people competing for these roles. With less competition, your chances of getting the interview and even landing the job will increase.

Cons of Contracting:

Uncertainty – the uncertainty that comes with not knowing when the job may come to an end is the primary reason that people find contracting an undesirable proposition.
Keep Searching – due to the uncertainty (above), your job search never really ends. This becomes increasingly important as the contract opportunity comes to an end. Let’s face it, looking for a job is a full-time job, and it’s a lot of hard work.
Lack of Benefits – as mentioned in Pro #6, there are typically fewer benefits available for contract employees. This makes long term planning (i.e. retirement, vacations, etc.) challenging.
Hours Worked = Hours Paid – As a contractor, you only get paid for the hours you work. So, if you need to take a personal day or time for vacation, then this could be an expensive plan because you won’t get paid if you don’t actually work.

Other Considerations:

Employer Support in your Job Search – given that you may need to look for another opportunity as your current contract comes to an end, it is important to know whether the contract employer will provide you with the flexibility you may need for conducting a job search. Special consideration may be needed for time off for interviews or network meetings.
Childcare – although this only impacts parents, childcare issues may be a prohibitive factor when considering contract opportunities. I recommend you research child care options to see if there are options available to you with the flexibility you will need to accommodate a potentially inconsistent work schedule.
Self-Employment Options – For those who are interested in embarking on a contracting lifestyle, it would be worth considering setting yourself up as a self-employed entity. In Canada, the options would include setting up a sole proprietorship or becoming incorporated, and in the US, it would be the difference between being a ‘W2’ or a ‘1099.’ Most countries have systems in place that cater to self-employed people, and these systems typically involve better tax implications for the self-employed.

Final Thoughts:

Many contract opportunities will present themselves via recruitment agencies. As mentioned in a previous blog post, recruiters are a fantastic resource in helping you determine if contracting is the right move for you.

If you are considering contract opportunities, I hope this post helps, and if you have other helpful hints and tips, please feel free to share in the comment section below!