 Interviewing 10 Step Process to Build ValuePublished Date: 2008-05-07 15:39:51 WorkOnInternet.com
Take responsibility for doing this right. No one is going to "get" you a job. Develop and hold yourself accountable for a marketing plan, complete with objectives and timeframes. Step 2: Identify what you enjoy doing and what marketable skills you bring to the table. Ask yourself, "If I had no family responsibilities and money was not an issue, what would I do?" One of our senior executive clients responded to this question with, "I like wine." After a deafening silence, we learned that he was actually a wine connoisseur; an expert in every aspect of winemaking from growing to distribution. We leveraged this hobby into a partnership at a winery that appreciated his executive background, and he ultimately exceeded his corporate salary while enjoying a better lifestyle. Step 3: Identify and target ten companies that are large enough to afford your salary and have a need for your skills. Confirm decision-maker names. Step 4: For the 10 target companies, research their competition, the industry, and any market changes that could affect business. Have real-time alerts delivered to your email or cell to keep up with breaking news. Annual reports are among the most valuable and easily attainable of all resource documents. Typically, they will have information on threats and legal issues, as well as vital accounting data and expansion plans. You can also receive stockholder information. Step 5: Research the opportunities. Pay attention to industry changes and follow the money trail. Trade journals are also filled with hidden opportunities, including promotions, announcements of new products and services, awards, relocation, grants, new contracts, etc. Step 6: Based on your research, develop a finely-tuned letter to each decision-maker and a promise to follow-up next week. It will not be automatically routed to human resources since it's not a resume. It will get through. Make sure all your written materials, including resumes and letters, are professional in design and incorporate proven styles that speak properly to your target employer's needs. Step 7: Follow-up. Persistence is a fine quality in a potential staff member. How you perform in your job search is a strong indication of how you will perform as an employee. Step 8: Turn the interview into a business discussion. Be prepared to show a well-rounded understanding of all aspects of the company and the industry. Get the job offer *and* eliminate the competition, leaving the company with no viable second option. This increases your negotiation position. Step 9: Negotiate. It's expected! The tougher the negotiations, the higher the degree of perceived value. Your image as a tough negotiator will open many doors of opportunity within the firm. Step 10: If you were unable to secure an offer, use the experience as a networking opportunity. Owners and VPs know other executives. "Who do you know?" might be the most rewarding question of the interview. You started the career search campaign as a person of value as opposed to a desperate, hat-in-hand person. You bypassed HR and connected with a decision-maker that could understand your worth to the firm. You showed a global understanding of the business and expertise in your area. You negotiated a higher salary, more perks, larger benefits, and a title two levels higher than what you expected. You are exactly where you want to be. Get focused and create success. Become the Rookie of the Year! Secure in a new position, be on the lookout for the next better position, inside or outside the firm. Manage your career or someone else will do it for you! ------------------------------ In 1982, Randolph L. Stevens, President and CEO, incorporated R.L. Stevens & Associates based on a strong desire to help people succeed and built on an unwavering commitment to helping executives achieve their career goals. To find out how we might help turn interviews into job offers, contact us ==> http://www.rlstevens.com
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