May 2, 2011
SCENARIO #1
Co-worker #1 – “Did you tell your candidate to dress business casual for the interview?”
Co-Worker #2 - “Yes, I emailed and left a message.”
Co-Worker #1 - “OK because if (he/she) comes in wearing a suit, that’s going to be a deal breaker. It shows (he/she) can’t follow instructions.
This was a conversation I overheard the other day just prior to an interview. As the Marketing Coordinator of TxMQ, I get my fair opportunity to sit in on interviews and participate in hiring discussions. As a candidate, you know, of course, what goes on during the interview process, but what about what happens before and after?
Well you just got a glimpse of what happens before a candidate ever comes into the office.
Dress code: When an employer tells you to dress a certain way, it may be a test to understand your capability to following instructions. While I know it is easy to default to always dressing up more for the occasion, if an employer gives you specific instructions to dress business casual or casual, then it is within your best interest to follow those instructions. While dressing up may appear to be the way to make a good impression, you may make a better impression by listening to the employers request and following instructions.
SCENARIO #2
Co-worker #1 – “Did you look at Candidate A’s profile on LinkedIn?”
Co-Worker #2 - “Yes, they looked really interesting.” (or) “I looked, but couldn’t find them on LinkedIn at all.”
LinkedIn: More and more often, employers are looking at candidates on LinkedIn before they even call them for an interview. LinkedIn shows employers a few things. It shows them how your communication skills are, your job history beyond your resume and how active you are with marketing yourself. Many times, we won’t even agree to speak with a candidate if we don’t find a resume on LinkedIn.
In addition, we use LinkedIn to find the “passive” candidate. In other word the candidate that maybe doesn’t know they are looking because they don’t know that there are better opportunities out there for them. By keeping your profile up to date, you could be contacted by an employer who is just wondering if you’re looking and wind up with a great new job opportunity because of it.
SCENARIO #3
Co-worker #1 – “Have you heard anything from Candidate B after the interview?”
Co-Worker #2 – “No, I didn’t get a thank you or even a follow up e-mail.”
Co-Worker #1 – “Strange. I would have expected to see something.”
Thank you notes: They aren’t just a formality, they are more of an expectation these days. I know everyone says it is nice to hear from a candidate after the interview, and it willhlp your chances, but here’s the truth. As employers, we aren’t looking for a pat on the back and an overwhelming thank you for the interview opportunity. We are looking for the candidate that is going to follow up and take time to market themselves just a little bit more.
In your thank you note, tell me why you want the position now. You have met with us, you have seen our company culture, you’re pretty sure you know if it’s a good fit or not, tell me something different than you did in your interview. And tell me that you’re still interested, now more than ever, in the job. It’s important and we look very favorably on candidates who follow up after the fact.
In fact, just this week, four TxMQ employees received an individual thank you note from a candidate after the meeting. Each note was addressed to us individually, though they all said the same thing. It was nice to be remembered even though we weren’t the “hiring” manager. The fact is, after this candidate left, we all sat back to compare notes on our interview and it will be a group effort whether we hire this candidate or not.
Remember, we’re not just wasting our time with a group interview. Group interviews mean that as a whole, each person has a vested interest in the candidate who ultimately joins the team.
The fact of the matter is, it isn’t just your resume that makes an employer want to hire you anymore. There are a variety of factors and more and more employers want to know that you will fit in with company culture before bringing you on board. It’s important to remember the little details and make whatever short impression of yourself the employer gets last as long as possible.
About TxMQ
Since its inception, TxMQ has specialized in Mainframe software and mainframe systems support offerings. As mainframe software and mainframe applications and subsystems like DB2, z/OS, CICS, MQ, and DB2 continued to grow in popularity, so too did TxMQ’s offerings.
These expanded to include technologies like virtualization solutions including Linux Virtualization, network Virtualization (Cloud Computing), and desktop Virtualization, as well as mainframe modernization.
As the web became more prevalent and a part of the enterprise, we followed IBM’s offerings and added skilled resources and SME’s in areas like WebSphere, BPM and SOA, including both Lombardi, and Metastorm (now a part of open text), as well as DataPower.
Contact us today at 716-636-0070 ext 29 or email wendy@txmq.com to find the solution that’s right for you.
