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Celarity Staff Marketing & Creative.

06
Jul
2010

3 Easy & Powerful Networking Tips

Connecting.  It’s something we all strive for in our daily lives.  All of us know someone we seek out to talk to at a networking event or work with and someone we avoid at all costs (even when it takes more energy to avoid them).  But what makes these two people different?
Below are some of the simple things I noticed successful networkers and leaders do everyday that make people come to them.
Listen
Listen to everyone. How many times have you talked to someone and it felt like they were just waiting for you to finish so they could respond?  Truly listening to what is being said and reacting is what we all appreciate and gravitate to in any situation.
I used to find myself waiting for my turn to talk about myself at a networking event instead of taking the time to listen and respond to what the other person was saying.  After I realized this, I was more effective at finding common ground because I was actually interacting and responding to the other person as opposed to just talking at them.
Initiative
Initiative- Waiting for someone else to take the first step will almost always result in no steps taken at all.  If you’re always waiting for the perfect moment to introduce yourself or share an idea then it will never come.  The ones that connect with others are the ones that go ahead and do what the rest of us never get around to.
Honesty
Honesty- When you’re honest you are authentic and people relate to that.  It’s ok to admit if your not sure about a topic or question.  Nobody likes know-it-alls, especially when they are wrong.
You have probably heard that leaders should never show weakness. That is just flat out wrong.  People are critical and will find out your weaknesses.  By admitting them it shows honesty and a willingness to learn and work with others.  What leader would you rather work for?
None of these tips for effectively connecting are a secret. In fact, they’re obvious.  So why is it that some people connect with others and some people miss the connection?  Ego, immaturity, and self-centeredness can be some of the reasons.  All it takes is a genuine effort to focus on the other person and the rest will take care of itself.
I would love to hear your thoughts on what you think make people successful at connecting with others in the comment section.
*For more on this topic, read John Maxwell’s “Everyone Communicates Few Connect”

By John Arnold

Connecting.  It’s something we all strive for in our daily lives.  All of us know someone we seek out to talk to at a networking event or work with and someone we avoid at all costs (even when it takes more energy to avoid them).  But what makes these two people different?

Below are some of the simple things I noticed successful networkers and leaders do everyday that make people come to them.

1.) Listen
Listen to everyone. How many times have you talked to someone and it felt like they were just waiting for you to finish so they could respond?  Truly listening to what is being said and reacting is what we all appreciate and gravitate to in any situation.

I used to find myself waiting for my turn to talk about myself at a networking event instead of taking the time to listen and respond to what the other person was saying.  After I realized this, I was more effective at finding common ground because I was actually interacting and responding to the other person, as opposed to just talking at them.

2.) Initiate
Initiate- Waiting for someone else to take the first step will almost always result in no steps taken at all.  If you’re always waiting for the perfect moment to introduce yourself or share an idea then it will never come.  The ones that connect with others are the ones that go ahead and do what the rest of us never get around to.

3.) Be Honest
Be Honest- When you’re honest you are authentic and people relate to that.  It’s ok to admit if you’re not sure about a topic or question.  Nobody likes know-it-alls, especially when they are wrong.

You have probably heard that leaders should never show weakness. That is just flat out wrong. People are critical and will find out your weaknesses.  By admitting them it shows honesty and a willingness to learn and work with others.  What leader would you rather work for?

None of these tips for effectively connecting are a secret. In fact, they’re obvious.  So why is it that some people connect with others and some people miss the connection? Ego, immaturity, and self-centeredness can be some of the reasons.  All it takes is a genuine effort to focus on the other person and the rest will take care of itself.

I would love to hear your thoughts on what you think make people successful at connecting and networking with others in the comment section.

*For more on this topic, read John Maxwell’s “Everyone Communicates Few Connect”

20
May
2010

3 Steps For Project Success

By John Arnold

Projects can be short and simple, (similar to this sentence), or they can be massively complicated and convoluted, (like this sentence).  It all depends on the person in charge.  Below are 3 short and simple ways to prevent a project from turning into a mess.

1.) Make sure the project is a fit for the talent and the talent is a fit for the project

Clients need freelancers that have previous experience with a similar project.  A similar project in the past is the best indicator of future success.

Freelancers need to be comfortable with the scope of the project, skills needed and the proposed timeline for completion.  If a freelancer is unsure about any of these, they risk the quality of their work and their reputation.

2.) Clearly define the project’s scope, schedule, and price

Before beginning the project, it is critical to outline in writing the project’s scope with clear guidelines, firm deadlines, and agreed pricing.  This will avoid any confusion, especially if the client and freelancer will not be working at the same location.

Use the S.M.A.R.T. goal framework

  • S- Specific and simple
  • M- Measurable and Meaningful
  • A- Attainable
  • R- Realistic
  • T- Timely

3.) Review work in progress frequently

On the client side, just because your freelancer is specialized doesn’t mean they’ll do a good job. Evaluate freelancers as you would any full-time employee.  That means reviewing portfolios and samples thoroughly prior to contracting them and reviewing their work in stages to avoid being disappointed if they turn in poor work at the project’s end.

From the freelancer’s perspective, it is a good idea to obtain written approval every step of the way.  This assures you both are on the same page and saves valuable time when corrections need to be made.  Also, it is far easier to collect your fees when both parties are in agreement.

I hope this simplified guide will be useful in your future projects, good luck!

06
Apr
2010

Surviving the Behavioral Interview

Behavioral interviews are a different breed of interviewing style which, unless recognized as such by the candidate, can be troublesome and difficult.  However, when prepared for this kind of interview, candidates can still represent themselves accurately and positively to their prospective employer.

How it’s Different

Where traditional interviews generally look at a candidate’s possible reaction to a hypothetical scenario, behavioral interviews focus on events and examples from the candidate’s past.  This method draws on those previous actions, and examines the candidate’s demonstrated behavior.

Based on the “Behavioral Consistency Principle,” this style of questioning is considerably more systematic, and is thought by some professionals in the hiring field to be more effective in sorting the “good fit” candidates from the “wrong fit” ones.  Typically, these questions will be carefully planned out by the interviewer, and will be asked in precise order, so as to unearth the most valuable of your past behaviors.

Because behavioral interviews are not always used by hiring managers and firms these days, the first task of the candidate will be to determine early on what style the interview is.  An interview in a more traditional line of questioning may ask the candidate to “describe what you might do in this situation…”  By contrast, a typical question from a behavioral interview might sound more like this: “Tell us about a time in your previous job when you had to overcome a challenging situation with a co-worker, and how you handled it.”

How to Succeed

The first step in successfully navigation the behavioral interview is preparing for it.  Long before you step foot in the interview room, you’re first task is to anticipate the variety of questions that might be asked of you.  Brainstorm what kinds of behavioral questions might come up in the interview.  The may include:

  • Describe a previous job experience where someone else’s actions created additional, undue work for you.  How did you address this with your coworkers and/or employer?
  • Tell us about a time when you felt overworked or stressed at a past job, and how you dealt with that pressure.
  • When was the last time you were praised on the job, and how did that effect your performance at work?
  • Have you ever felt like walking off a job?  What did you do, and what led to that decision?
  • What parts of your last position caused you the most anxiety or frustration?  What parts brought you the most satisfaction?

By expecting and planning for these kinds of questions, you can confidently handle a behavioral interview once you recognize that you’re in one.  The most prepared candidates will actually memorize their responses to a handful of questions they suspect will be asked.

Be thorough, Be Honest

Though applicable to any question in any style of interview, it’s especially critical in a behavioral interview to give airtight answers and examples.  Interviewers who use this method of questioning will almost always have specific follow-up questions meant to flesh out your initial answers.

Whether for the sake of testing your accuracy, or just in the process of finding out more about you, the interviewer will likely press for details and elaboration based on your first answer.  Shrewd candidates will expect this and prepare accordingly ahead of time, factoring in all kinds of follow-up questions when they brainstorm possible inquiries (see above).

Learn to recognize the different styles of interview questions, and prepare for a wide array of questions.  Follow these guiding tips (remembering to take a deep breath and relax), and you should be ready to give a stellar interview.

09
Mar
2010

Tips for Scoring High on Your Next Job Interview

TK

Your Interview Score Sheet

Now that your outstanding resume and tenacious job-seeking efforts have paid off, you’ve been invited to interview with your chosen prospective employer.  You’ve worked hard to find the right position with the right organization, your focus now is on sealing the deal.

This is where your best interviewing skills will come into play; your chance to show this company why you’re their top candidate.  If you are like me, the prospect of this interview is cause for a little bit of nervousness.

Use that Nervous Energy

The trick is to take advantage of that nervousness.  Somewhere between being so relaxed that you don’t appear to care about the outcome of the interview, and being so nervous that you’re paralyzed with fear, is a happy medium where your anticipation keeps you at the top of the game.

For the purposes of this interview, don’t view your heightened nerves as something to be feared or dreaded.  Instead, view them as a tool to keep you alert, sensitive and lively.  Approaching your nervousness this way will be a good start to a great interview.

By the time you walk into the interview you will have already done your homework, studied for possible questions, and rehearsed several scenarios in preparation.  Some of you final preparations will be to remind yourself of the general criteria by which you’ll be judged in your interview.

They will probably include evaluation of your:

  • Enthusiasm
  • Communication skills
  • Success record
  • Rational thought process
  • Maturity
  • Planning and organizational skills
  • Ability to work under pressure

Turn Up the Tact

Do your best to highlight your strengths and answer about your weaknesses tactfully.  Whatever you do, though, don’t try to fake your performance on any of the above categories.  It will likely show that you’re trying too hard.

If you’re the kind of person who enjoys being scored or rated for your accomplishments, thinking about these possible criteria might be a useful way to keep yourself focused and on-track.  On the other hand, if being judged or scored is a nerve wracking thought, don’t think about these criteria during the interview.  Simply plan out your material ahead of time.

The important thing to consider here is that your interviewer will be watching your behavior, responses and questions to gain helpful insights about you.  Be prepared and be yourself.

25
Jan
2010

The Job Interview: A Great Tip for After the Introductions

By Marlene Phipps & Andrea Swainey

We all know that first impressions happen immediately and take only seconds.  For better or for worse, you won’t have much time to make your first impression when you show up for the interview.  Do the best you can, present yourself in a professional light, and you should do just fine.

Today’s topic, though, is about those few golden moments after your first impression has been made, right at the beginning of the interview.  It’s still a great time to show your best traits, and still ripe with opportunity…if you choose to step out and take charge.

Once you’re at the interview, everyone is present, and the introductions have been finished, you’ll have your first opportunity to show your energy and eagerness.  Do this by being the first to speak.

As you open your notebook and ready your pen, begin with a smile and an opening remark along the lines of, “I want to tell you something; I’m excited to be here today.”  Follow that up immediately with your first question, one that will really convey your interest to the interviewer.  For example, “Now, I expect there are probably 3-5 traits that a candidate needs to be successful in this job.  What are those?”

This approach will show your interviewer that you are, in fact, excited to be at the interview, and moreover, that you’re willing to take the first step and get things going.  Just make sure your first question is relevant.  Don’t ask something that you should be expected to know about the job or company already.

Make sure you listen to the interviewer’s answer carefully, and write it down for your notes.  If you’re especially astute, you’ll be able to use the information you glean from that first question in your own answers later on during the interview.

Taking the initiative coupled with a well thought out first question will show prospective employers that you’re not just at the interview because they asked you to come in.  They’ll see that you’re bright, quick and ready to start working.

Celarity is a Minneapolis staffing agency that works with marketing, communications, and creative professionals looking to explore new work opportunities, and get connected with organizations that are hiring.

12
Nov
2009

Bringing the Test Drive to Your Company

By Marlene Phipps

Across the board, with just about any major purchasing decision, consumers with the most experience and insight demand to evaluate products and services before they commit to them with their hard-earned money.  Most of us would “test drive” a new car before agreeing to a purchase, or walk through a new home before making an offer.  Similarly, who among us would invest in an expensive boat without at least sitting behind the wheel?  For most people these are big decisions deserving of a test drive.

In today’s iffy economic recovery, savvy companies are taking advantage of similar “test drive” opportunities before making a large investment with company resources.  In today’s blog entry I’d like to discuss how employment agencies are offering their clients a chance to “test drive” a potential new hire.  There has recently been significant growth of the less-conventional hiring tactic known as temp-to-hire.  In this model, a company will hire a temporary employee through a staffing agency for a tentative stint, say six months.

During this temporary period, the company enjoys several benefits that don’t always come with a traditional direct-hire model.  They can:

  • Watch the candidate in a variety of real-life situations.
  • See how the candidate interacts with the team.
  • Fill an immediate need within the company by bridging the gap until budgets are approved for full time, direct hires.
  • Save money by avoiding the cost of a bad hiring decision since the agency takes on all the employment risks and payroll costs.
  • Save time by letting the employment agency do the legwork of candidate screening, interviewing, reference checks, etc.

Temp-to-hire candidates have a better overall job retention than candidates hired by the traditional direct hire model according to the American Staffing Association (ASA).  The ASA also says 77% of staffing employees say it’s a good way to obtain a permanent job.  They go on to say that 80% of clients believe staffing firms offer a good way to find people who can become permanent employees.

Now is the Time

Where it could be argued that this kind of arrangement wouldn’t have panned out in years past, we are now working in an age where many of the norms have shifted.  Today’s candidate pool has never been more qualified!  With so many displaced workers in these challenging economic times, candidates are more open to temp or “freelance” assignments with the possibility of being hired on.  Moreover, many of these candidates have willingly left their existing jobs to pursue a temporary work arrangement with a more attactive firm, especially when it means that they might be able to earn a permanent position there or expand their skill sets.

Candidates as well like the prospect of being able to “test drive” their own job, citing the frustration of being sold what the employer posed as a dream job only to find out a few months down the road that the job responsibilities were misconstrued.

Next time your company is considering additional staff, consider a temporary contractor though a reputable staffing agency.  This choice gives you the flexibility of outsourcing payroll administration costs and the cost of employee benefits.  You also save on the cost of recruiting, and all the costs associated with making a wrong hiring decision.  Save time by not having to sift through piles of resumes, conduct multiple interviews or check references.  If things don’t work out, there is no long-term commitment. If a particular contractor does work out, you can offer him or her the job avoiding a long ramp up period.  Best of all, you fill your employment need immediately.  In today’s economy, take a “test drive” and consider temp-to-hire when bringing on your next new staff member.

27
Oct
2009

Maximizing Your Recruiter Relationship

By Marlene Phipps

Getting Your Foot in the Door

The best way to get noticed by a recruiter is by getting a referral from a networking contact or acquaintance in your industry.  Cold calling an agency to meet directly may not give you the results you want.  Have your referral call the recruiter or shoot them an email.  Or send the email yourself and let them know who referred you.  If you’re new to the area and don’t know anyone, join an organization within your industry to meet people.  Most savvy recruiters will pay particular attention to newcomers.  They want the opportunity to represent new talent in town before their competitors have the chance to.

Answer Your Phone!

What is the best way to get your name on your agency’s short list?  Aside from having a killer resume and a great PDF portfolio (check out our blog posts on these topics!), how you handle the call from your recruiter is of utmost importance.  Definitely answer the call or return the message as soon as possible.  Recruiters are busy and want to get a great candidate presented to a client immediately.

When your recruiter tells you about the position, listen carefully and take notes.  If the position isn’t a fit with your skills, share the names of contacts from your network to help them track down the right talent person.  Many agencies will pay you for successful referrals.  In return, your recruiter will continue to focus on how your skills and experience could be a good fit for the right client.  Working with a recruiter is a two-way street.  Taking time to build rapport with a recruiter will pay off in the long haul.

Follow Up

Staying on the top of your recruiter’s mind ensures that you are one of the first people they think of when a job or project request comes in.  Call or email your recruiter to check in at regular intervals; every couple weeks or at least once a month.  Many times a candidate will wonder why they interviewed at an agency and never heard from them again.  The more engaged you are with your recruiter, the better chance you have of getting called for work.

Continually update your resume and portfolio and let your recruiter know about it.  Your new experience or software knowledge may be just what the next client is looking for.

If you are doing these things and still not receiving calls for jobs you see posted, there may be several reasons; the job may not have the salary requirements you are looking for, the location may be further than you indicated you wanted to drive, you want to work offsite and the position is onsite or the client may have a very specific experience requirement.  i.e. A certain software, agency experience, work history in a certain industry.

Don’t give up!  Stay in touch with your recruiter.

29
Sep
2009

Three Steps in Conducting a Great Interview: Part Three

Previously, in Steps One and Two, we covered the importance of preparing for the interview and then actually giving an interview.  So far, we’ve discussed several things to make sure you do and say in the process.  In this third and final step of giving a great interview, however, we want to talk briefly about a few things to steer clear of.

Step Three: Knowing What to Avoid

Given that job interviews are expected to be professional by nature, it would be assumed that everyone would avoid certain missteps when conducting an interview.  Unfortunately, that line sometimes gets blurred, either by the candidate or the interviewer, or both.

Some things to avoid when giving an interview include:

  • Humor.  You may be a very funny person, but humor is one of the most subjective elements of human personalities.  What may seem like a quaint, innocuous joke to one person, can easily be viewed as inappropriate by the next person.  For the sake of your interview – and in some rare cases, your own job – focus on the task at hand, and save your jokes for another time.
  • Long introductions.  While it might be tempting to pen up with lengthy, detailed introductions, and a meticulous overview of what you hope to accomplish, you may be jeopardizing the interview itself.  By giving away too much information at the top of the meeting, you might influence the candidate’s answers or behavior.  Most of what you may be tempted to share at the beginning of the interview can just as easily be shared at the end.
  • Simple-answer questions.  Avoid asking questions that can usually be answered with a succinct “yes” or “no”.  For obvious reasons, your aim here is to draw the candidate out, and to extract as much of the real candidate as possible.  For example, instead of asking “How long did that position last?” perhaps try, “What led to that position lasting as long as it did?”
  • Questions with built-in answers.  These are questions that, when asked, will give the candidate a pretty good idea of the kind of answer you’re looking for.  Worse yet, it can sometimes be difficult to guard ourselves against asking them.  This is yet another reason to specifically write out in advance each question you plan on asking.
  • All the usual no-no’s.  And of course, there are all the usual questions to avoid; topics that deal with the candidate’s age, race, color, national origin, gender, religion, sexual orientation, health, disabilities, marital status, personal life, and so on.  Then again, in your position, you already knew about all this.

There’s your high-level look at the dos and don’ts of interviewing.  Do your homework, stay on task, skip the off-limits stuff, and you’re on your way to hiring the right person (whether short term contract or long term employee) for your organization.

22
Sep
2009

The Real Scoop on How Your Agency Works

By Marlene Phipps

Who Does the Agency Really Work For?

Recruiting agencies work for their client companies.  Client companies pay the agency’s fees for temporary, direct hire and temp-to-hire placements.  Factors that determine the fee structure include; compensation for the type of position, difficulty in fulfilling the request and competition in the marketplace. Thus, the final hiring decision is the client’s.

A candidate may have a fantastic interview with a client, but not get the position because of circumstances outside of the agency’s control.  The client’s budget for the position or project may have fallen through.  The client may have put the position on hold and not given the agency a reason.  The project or work the client was expecting to need help with may not have come through.

You may see an ad or hear about a position and wonder why your recruiter didn’t contact you about it.  Agencies typically only present a few candidates to a client for each need.  Clients are busy, that’s why they call an agency.  They only want to see the very best matches that fit ALL of their criteria for the position.

Realistic Expectations

Recruiters can be a great resource for your job search, but you have to be realistic about your expectations and their ability to meet them.  When you work through an agency, you may not be able to get the hourly rate you are used to when working on your own.  The good news is that you are paid on a regular basis through an agency, you’re not stuck waiting 30 to 90 days for payment directly from a client.  You also don’t have to accept a position if you don’t agree with the pay.  Remember that what you may give up in hourly rate is usually made up with more regular hours.

It is in the agency’s best interest to keep you working when an assignment ends and they will do their best to find you another assignment as soon as possible.  But keep in mind that recruiters will only present the very best matches to their clients, and that your experience may not be exactly what every position requires.  You can ensure that you are presented to as many positions as possible by doing your best to meet and exceed client expectations and by receiving good reviews on your performance.  You are the face of the agency.  When you show that the agency represents quality talent, you increase the odds that more requests will be called in, thereby increasing your chances of additional assignments.

22
Sep
2009

Cover Letters That Will Land You the Interview

By Marlene Phipps

Submit a poorly written cover letter, or no cover letter at all, and chances are your resume will not even being considered. 
A well written cover letter can almost guarantee you get an interview.

  • Your resume is the document that conveys your qualifications; therefore your cover letter need not go on and on about how wonderful you are.
  • Your cover letter serves the purpose of announcing you and your resume.
  • Tell them what you are doing and clearly state what position you’re applying for: “I’m applying for the position of… Enclosed is my resume for the position of …”  Don’t assume the Human Resources person will automatically know what job you want or that they only have one opening.
  • Highlight a few of your qualifications as they pertain to the job posting you are applying to. You may even want to quote a few requirements directly from the ad that match your skills.  Although brevity is the key here, you don’t want to merely say, “Here’s my resume. See ya. Bye.”
  • Don’t be redundant with contact information.
  • Make sure there are no typos. It’s hard to proof your own work. Find someone to give both your cover letter and resume a glance over. If your cover letter has typos, you will not get very far.
  • Since most resumes today are delivered through email to prospective hiring managers, this cover letter can also be the body of your introductory email.
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