Advocate

Being great at your job often isn't enough. If you've ever been passed over for a promotion, you know what I am talking about. Whether you like it or not, office politics can play a big role in whether or not you are promoted. Your direct boss can think you are terrific, but it's unlikely you will be promoted unless others agree.

Many people think politics and networking imply a lack of integrity. While in some cases that might be true, you don't have to compromise your integrity to get ahead. How can you ensure others see the great work you are doing? Think about who will advocate for you. Who sees you as a strong player? How are they positioning you in front of the right people? What are you doing to make sure everyone knows the good work you have done? If your peers and reports see you as a confident, inspiring, moral leader, they will start to follow and your value will be seen to others.

Who in the executive team do you have the strongest connection with? How often do you interact with that person? What can you do to show your value and regularly interact with that leader? When you build the foundation on these relationships, it will become evident who will advocate for you.

To learn more about career coaching, go to www.katekibler.com

Retail Careers SmartBrief

If you haven't seen this resource, it could be great for those trying to learn more about the retail industry:

Thousands of people have signed up to receive the Retail Careers SmartBrief. Have you? Last week, the most popular stories in the Retail Careers SmartBrief were:  How-to-get-hired tips from Nordstrom's recruiter Networking tip for introverts Retailers, LearnUp offer online classes for job seekers 3,000 of your peers read these stories because they signed up ( to receive our free, biweekly newsletter packed with career advice and insights. Don’t miss out on this opportunity to get your career on track toward success. Take advantage of this valuable resource and sign up today to receive your Retail Careers SmartBrief each Monday and Wednesday.

Think about your reference

Building relationships are critical to business success; sometimes even more so in the apparel industry. A referral means more to most hiring managers than your degree and sometimes even your experience. Likewise, the referee carries more weight if it is someone the hiring manager knows, trusts and respects. Before picking your references, think through all the details. Talk with a recruiter you worked with to find out what type of referrals may carry more weight. Scour LinkedIn before your interview to see if there are any connections to anyone you are meeting with. If there are, reach out to your connection before the interview to see how they know the person you are meeting. Ask how their relationship with the interviewer is (I know you will be shocked to hear that not everyone in the fashion industry likes each other.) A liked common connection could put you on top of a large pile of resumes.

What are some other ways you could use this common connection to secure the job? If you were the hiring manager, how much would that connection mean to you?

To learn more about career coaching, go to www.katekibler.com

What type of employee are you?

Over my career, I’ve had all different types of employees. Some have been very independent while others need a great deal of attention to perform. While everyone needs direction, not everyone needs a detailed to do list. Understanding what your employee needs is key to both their and your success. On the flip side, you need to understand what kind of employee your boss wants you to be. What does s/he respond to- your independence or your attentive behavior?

I prefer a team that is more independent than not. I consider my leadership role as the conductor. I make sure the team all knows where we are going, following the traffic signals and remove any potential obstacles that get in their way.  What does that mean exactly? I can help an employee problem solve to a resolution they might not have considered. Or if a team member is taking longer than expected on a project because they don’t have all the information they need, I can make a couple calls to uncover the missing data.

Where do I draw the line? Interpersonal conflict. I am not a therapist, counselor or parent. I will not step in the middle of a conflict between teammates. Each employee is responsible for their own relationships. I once had an employee, Jack*, in a conflict with a coworker. He didn’t feel as though Sally* respected him. Jack asked me to “tell Sally to respect me.” I almost rolled my eyes. If you have gone to your boss and said something like this, I want you to think about how immature that sounds. This employee just told me he can’t earn a coworker’s respect and wasn’t up for trying to fix the problem on his own. Admitting you don’t have a great relationship is one thing, but wanting your boss to fix your problem is a whole other issue. What would I have responded better to? “I don’t think Sally respects me because she didn’t get me the project completed on time as I requested. I feel like I have tried several things to build the relationship, but nothing is working. What are your thoughts on how I can change the situation?” This is something that would have worked with me. I could brainstorm with the employee. Maybe share observations about his behavior that could be creating the problem. My goal would be to give him the tools to solve his problem on his own. Think about your boss, what message you are sharing and consider his/her response before having the conversation. On the flip side, I know many bosses who enjoy handling their team’s interpersonal problems.

How do you need to change your approach to match your boss’s preferences? What is your style? How do you communicate your style with your team?

*Names are changed to protect the privacy of employees

To learn more about career coaching, go to www.katekibler.com. 

Getting Outside

How often do you walk outside during your workday? The apparel industry can be demanding and often people immerse themselves in work. I am guilty. I realized at 7pm the other day that I hadn’t been outside since I walked into the office that morning. The next day, I promised myself I would at least walk outside for ten minutes. If that meant I was ten minutes late for my next meeting, so be it. Even a short break can change your perspective and refresh your thinking. The next day, I stayed true to my self-promise and made my way outside. I felt focused, positive and recharged. Every meeting I had was more productive as a result. My coworkers got a better person.

What can you do to stay focused during the day? When are you at your best? How have you taken care of yourself so that you can be at your best? What differences have you seen in yourself when you are recharged?

To learn more about career coaching, go to www.katekibler.com

What goes on a resume?

A lot of clients are unsure of their resume. I often hear “Should it be one page? How do I know if this is strong? Will this stand out enough to make it through the black hole of online resume submission? How will a recruiter interpret my resume?”

So, how can you know if your resume is what an employer is looking for? The quick answer: you don’t. The good news: there are a few things you can do to cover the basics. Below is a checklist for some common questions and mistakes:

• Number of pages- it is best to stick with one page, but ok to overflow on a second if necessary. I argue that few resumes need two pages. When I first challenged myself with this task on my own resume, I was in the workforce for about 10 years. I thought- there is no way I can get my education, accomplishments, and experience down to one page. After a painful week, I did it. I edited to the important points. I realized it wasn’t important to list all of the tasks I was responsible for 10 years ago in an assistant level job.

• Less is more- it is estimated that the average recruiter looks at your resume for 6 seconds. The more words you use, the less you emphasize your key accomplishments.

• Fancy fonts and fancy formatting- avoid it. It will help your resume stand out, but not in a good way. Often the intent is good but the outcome is bad. Fancy resumes are harder to read and are more prone to jumbled formatting.

• Be honest- do not lie on your resume. Don’t “stretch the truth”. Eventually you will get caught. There’s a very good chance a job offer will be rescinded or you will be fired once your lie is discovered. Lies do not help you.

• Power words- use them as lead words for your accomplishments. Words like: “lead, drive, initiate” are power words. Words such as: “responsible for, received, maintained” are passive. Using those words makes it sound like you are checking a box rather than an engaged employee.

• Accomplishments not responsibilities- for the most part, your job title conveys your responsibilities. Tell the prospective employer what you are proud of. What did you do to make a difference at this company?

• Use numbers- if you say you grew a business, give a percentage. I hear from clients who are designers that their jobs don’t have numbers, so they can’t add to their resume. That is not true. Designers have an impact on cost, revenue and liabilities. If you are a designer and struggling, find a sales or merchant partner to help you get at some relevant numbers.

• Personality- what is your passion and how does it connect with the company for which you are applying? For example, if you have a fashion blog and are applying at a high fashion house, maybe add “fashion blogger” to your interests. If you are an avid yogi and are applying to a fitness company, think about adding “avid yogi” to your interests.

• Proof read- hit spell check. Have a friend or someone you trust read your resume. I once had a client tell me she had a great resume. When I read through, I found the word “ass” on her resume. Clearly a typo, but why would an employer want to hire someone who can’t even get this one very important piece of paper right?

Hopefully this quick checklist will help you polish your resume. Having a great resume is the first step to getting you in the door!

To learn more about career consulting or coaching, go to www.katekibler.com

Are you up to the test?

 

Many employers use testing a part of the pre-employment evaluation process. 

These tests come in many different forms but are usually focused on: 

• Personality
• Motivation

• Aptitude

• IQ

Tests range from ones that are as widely used as Wonderlic, to a Gallup 90 minute phone interview, to tests that are written by a psychologist specifically for a company and their culture. 

There can be significant cost to employers who utilize testing.  If an employer has invested in using a test as a means of evaluating a candidate you can be sure that the test results will impact their decision to hire.

If you are faced with an aptitude or IQ test you can do some preparation and studying.  If it is a personality based test, most advise that there is no preparation.  They are just looking for candid answers to determine culture fit.

Some companies share the results of these tests and some do not.  We advise candidates to inquire ahead of time whether they will get feedback on the results so they know what to expect. 

Have you ever taken a pre-employment test?  As an employer do you utilize testing? Do you feel these tests improve the outcome of hiring decision?  Which tests do you feel are best suited for our industry?

The pendulum swing

Fashion is famous for going to extremes. One season, a style (sold in one color only) sells out. A relatively small quantity was purchased of that style and the retailer now thinks this will be a great style in a larger way. So the brand makes this style in 10 colors for a future season and buys a huge quantity. The style hits the selling floor with no support or marketing and it fails. We are now calling this style an epic failure. How could it be so successful one season and such a bad style the next? This is a classic fashion example of “swinging the pendulum”.

Finding a reasonable balance can be challenging in an industry with so many passionate people. It’s easy to get carried away and swept up in a moment. Hardly ever do these extreme shifts lead to success. It is important to take risks in an ever changing industry, but there are ways to handle where you can increase your chances of success. First, how far do you really need to move from your current position? After dipping your toe in the water, think through your next step. Maybe you don’t need to dive in the deep end, but rather swim swiftly to the deep end.

Risk is important, but a calculated risk has a better chance of success. In the style expansion example above, think about how a company could handle this differently. How could a marketing plan help turn this expanded style into a product launch versus expansion? What if the company carried this style in 10 colors and but bought a moderate amount. To cover the upside, the company could position fabric with a vendor and replenish the style if the expansion was successful- it protects you from the downside, but creates the opportunity for upside.

How many times have you seen your company swing the pendulum? How many times has it led to a successful outcome? What can you do in your position to create calculated risk rather than swinging the pendulum? Who can you work with in your role to ensure success for your company and the product you deliver? How can finding balance help you advance in your career? 

To learn more about career coaching, go to www.katekibler.com

Cost of Living

“In spite of the cost of living, it's still popular”  Kathleen Norris

Cost of living is a factor that can have a great impact on relocating for a new career opportunity.  New York City and a few cities in California are some of the most expensive places to live in the United States.  These cities are home to many employers in our industry.

There are also great fashion industry employers in smaller cities in Wisconsin and Texas.  There are big employers in Pittsburgh and Philadelphia, Pennsylvania. Columbus, Ohio is home to some major brands/retailers as is Boston, Massachusetts; Portland, Oregon; Seattle, Washington; Baltimore, Maryland and Freeport, Maine.

It is a positive financial factor if you are leaving one of the expensive cities and moving to another region where housing and cost of living are less.  The employers in smaller regions pay very competitive salaries and you get to add the lower cost of living factor for a much greater discretionary income.

The challenge is if you want to head to New York City, San Francisco or Hermosa Beach, CA from a less expensive city.  Employers in the largest cities have similar salary bands and in some cases lower than the more remote regions because the talent in their local market is in abundance.  They are not able to make up the 105% increase in cost of living from Columbus, Ohio to New York City in their compensation packages. 

If your desire is to move to one of these hub cities it is best to do research and understand what it will cost you to live there.  Know ahead of time if you are coming from a remote region initially you will likely experience a reduced discretionary income.  It is up to you to weigh the options and decide what is most important. 

As a boutique search agency we hear candidates weigh in on this from opposite perspectives.  Candidates that make $110K in NYC say they would never leave the city.    They are completely satisfied and love their lives.  When someone from an area with a lower cost of living making a similar salary looks at moving to NYC for $110 they tell me they can’t imagine how they will survive.

Here are some resources to evaluate cost of living comparisons:

http://www.bestplaces.net/cost-of-living/

http://money.cnn.com/calculator/pf/cost-of-living/

http://swz.salary.com/costoflivingwizard/layoutscripts/coll_start.aspx

What are some factors that would motivate you consider taking a lower immediate discretionary income to move to a larger city?  Or...would you consider leaving the big city if it meant you could gain significant ground financially? 

Contact me at kari@apparel-resource.com to see what cities we have career opportunities in.

Compromise or collaborate

I often hear people complain about compromises they have made. They find themselves in situations where think they have to compromise with someone in order to get something done. In some cases, it is true that compromising may be the only solution. Often however collaborating may lead to a better solution. Most people easily interchange the two words, but don’t be fooled. Compromise and collaborate are not synonyms.  

In a compromise, people give something up. There is a loss. In a compromise, each person negotiating starts from what they see as the optimal position and begins to give in until they meet somewhere in the middle. Neither party gets what they truly want.

Alternatively, in a collaboration each negotiator works together to arrive at a solution. In true collaborations, the pie (so to speak) can get bigger. Each party can get what they originally intended and maybe more. There is opportunity to look at the problem from various angles and think about solutions in a new way. Understanding each other’s goals will help you discover an optimal resolution.

When have you had the opportunity to ‘expand the pie’ through collaboration? How often do you compromise when collaboration may be an opportunity? Who collaborates really well? What can you do to lead through collaboration rather than compromise?

Work Hard or Work Smart

I once had a leader that I respect say something to me that will stick forever.  I was an internal corporate recruiter.  It was just before the boom of electronic resume databases.  Resumes came in the mail on paper.  Applicants called to inquire about jobs.  We only used email to communicate internally corporately. (I know I sound like a dinosaur.)  We would post an ad in the paper, wait for the resumes to come, review EVERY one of them and follow up accordingly…with EVERY one. 

This employer was in the top 100 companies to work for in the United States.  When we would post a job there was more work than you could get through, even in an extended day. 

I have always been a “hard worker” it is a value my father had and I am proud of it.  I would work very late until all of the resumes were processed and I had a plan put together for the next day.  It was manual and I did it as “hard” as I could.  I wanted my boss to value it too.  I wanted him to appreciate the “hard work” I was doing.  He saw the late emails coming from me in the office on a regular basis. 

One morning he came to my desk and said, “Kari, I appreciate how hard you are working but I would prefer to see you work smart and get out of here at a reasonable hour than work hard and burn out.”   At first I was crushed.  But it was truly one of them most valuable things that someone has said to me in my career.  I started to think about it.  How could I work smart?  There were lots of things about what we did that didn’t really make sense to me.  How could I make that better?  I had just picked up what I was shown how to do and never questioned if there might be a smarter way.  Maybe finding shortcuts wasn’t lazy, maybe it was smart.

I was free to try brand new things with the process of recruiting.  The next job opening I decided we would engage the hiring managers.  We were tasked with hiring a large group of IT people all at one time.  I decided to advertise for an open house.  Candidates were to come with their resumes and be prepared to meet with the hiring managers.  We had food and beverages for the candidates. We provided areas where they could learn about the company and the jobs we were filling.  Candidates had the opportunity to meet with the hiring managers.  We hammered out a week’s worth of work by the old “process” in a 4 hour evening event.  We made multiple hires from this first event and it was a process that we continued to use successfully for several years.

This position on working smart is a principle I try to use to this day.  Are there things in your job that could be done more effectively?  Were you trained on processes that you have followed but they don’t really make sense to you?  See what happens if you spend some time thinking about how you could be smarter about what you do every day.  We would love to hear what happens.

Work-life balance... in your current role

If you read last week’s post by Kari, you know how important it is to be up front about your need for work-life balance before starting a job. What if work-life balance wasn’t important for you when you started your job, but your circumstances have changed? When you started this job a couple years ago, you had a different life, different priorities and different goals. You were willing to eat three meals a day at your desk. It was no problem to not see the daylight on a workday… or even the weekend.

Things have changed. Maybe you are realizing you are out of shape and want to get back to the gym? Maybe you just had a baby or you realized your child is growing up without you? Maybe you did some vision work with your career coach and realized you want more from life than work? Maybe you just want to see your family and friends more? Whatever the case, how can you gain work-life balance in an existing role?

The first step is to understand what is keeping you late in the office. The root cause can help you understand how to deal with your hours. How many of the late nights are a result of your own-doing vs your boss or workload? Right now, most people are saying- ‘oh, it’s the workload.’ Or- ‘it’s definitely my boss.’ Before answering, think really carefully. How do you trust your team to accomplish their goals vs micromanaging? How can you give better direction rather than participate in every meeting? What are you doing that may not be necessary or productive? How much time do you spend making small talk around the office vs focusing on your work? What do you let derail you from urgent projects? How can you better manage your time? I had someone once tell me that it takes 2 minutes on average to read and deal with an email. I get about 150 emails a day… that is almost 5 hours of just reading and answering emails! What can I do about it? I decided that picking up the phone or having a 15 minute meeting with a small group can clear up a flurry of emails- 15 minutes… eliminates 15 emails… equals 15 minutes back to me!  

After taking a good look at your own actions, what were you able to gain? If this is still not what you are looking for, consider discussing your situation with your boss. I say consider because you will know better than anyone else what his/ her position will be. How productive will the conversation be? What should your positioning be in that conversation? How can you best connect with your boss on this point? How can you help offer solutions to give you more work-life balance? What flexible options could help give you more balance? For example, do you have a long commute? Could working from home one day a week give you more time to get actual work done vs driving?

What other ideas do you have to bring work-life balance? How can you help your co-workers and employees to also gain work-life balance? How long are you willing to tolerate your current hours?

To learn more about career coaching, go to www.katekibler.com

Work-life balance... in your current role

If you read last week’s post by Kari, you know how important it is to be up front about your need for work-life balance before starting a job. What if work-life balance wasn’t important for you when you started your job, but your circumstances have changed? When you started this job a couple years ago, you had a different life, different priorities and different goals. You were willing to eat three meals a day at your desk. It was no problem to not see the daylight on a workday… or even the weekend.

Things have changed. Maybe you are realizing you are out of shape and want to get back to the gym? Maybe you just had a baby or you realized your child is growing up without you? Maybe you did some vision work with your career coach and realized you want more from life than work? Maybe you just want to see your family and friends more? Whatever the case, how can you gain work-life balance in an existing role?

The first step is to understand what is keeping you late in the office. The root cause can help you understand how to deal with your hours. How many of the late nights are a result of your own-doing vs your boss or workload? Right now, most people are saying- ‘oh, it’s the workload.’ Or- ‘it’s definitely my boss.’ Before answering, think really carefully. How do you trust your team to accomplish their goals vs micromanaging? How can you give better direction rather than participate in every meeting? What are you doing that may not be necessary or productive? How much time do you spend making small talk around the office vs focusing on your work? What do you let derail you from urgent projects? How can you better manage your time? I had someone once tell me that it takes 2 minutes on average to read and deal with an email. I get about 150 emails a day… that is almost 5 hours of just reading and answering emails! What can I do about it? I decided that picking up the phone or having a 15 minute meeting with a small group can clear up a flurry of emails- 15 minutes… eliminates 15 emails… equals 15 minutes back to me!  

After taking a good look at your own actions, what were you able to gain? If this is still not what you are looking for, consider discussing your situation with your boss. I say consider because you will know better than anyone else what his/ her position will be. How productive will the conversation be? What should your positioning be in that conversation? How can you best connect with your boss on this point? How can you help offer solutions to give you more work-life balance? What flexible options could help give you more balance? For example, do you have a long commute? Could working from home one day a week give you more time to get actual work done vs driving?

What other ideas do you have to bring work-life balance? How can you help your co-workers and employees to also gain work-life balance? How long are you willing to tolerate your current hours?

To learn more about career coaching, go to www.katekibler.com

High performing team

Understanding what you are good at can help you excel in your role. Not only can you accentuate the positive, but you can hire and surround yourself with people who have different skills. It is easy when hiring to look for people you relate to… someone who shares your skills. In reality, you should be looking for a team to complement your skills. At first, this makes getting things done harder. Everyone on the team has a different point of view and as I mentioned, different skills. This usually means individuals will approach and work to solve problems differently. The good news: if you are patient, listen to all points of view and the team trusts each other, the outcome will be optimal as more solutions have been considered and reviewed. Once the team gets into a rhythm and develops this ‘muscle’, you have yourself a high performing team.

What do you do better than anyone else? What aren't you good at? Who do you know who does it really well? How can you respect other points of view? When do you listen to new ideas? What frustrates you about a diverse team?

How much time can I request to decide on a job offer?

This week we had a candidate receive an offer.  She wanted more time to consider her decision than what was stated in the offer.  Our candidate wanted to know if she could ask for more time.

Some of our clients want an answer 48 hours from extending the offer or the offer expires.   Often candidates don’t feel this is enough time.  

Sometimes candidates are considering multiple opportunities and want to wait for a second offer to compare.

Sometimes candidates are traveling or have family traveling that they need to discuss the decision with.

There is usually a great sense of urgency around an open position with our clients.  It is very typical for 2 to 3 days to be the expected time frame for a decision.

If relocation is not required this should be plenty of time to decide.

If relocation is involved we recommend entering the interview process anticipating an offer and doing much of the deliberation ahead of time.  The interview process usually takes at least a couple of weeks.  This gives you time to do some research:

·         Review the housing market, review the school systems if you are moving children. 

·         Make sure your family and the people the decision will impact are supportive. 

·         Allow an extra day to look at an area during your on-site interview trip. 

·         Do your homework on the company.  Research the health of the business, the culture and their reputation as an employer.

·         Review the cost of living and establish the salary range and title you are open to accepting.

This way when an offer is extended you have already evaluated most of the factors and you have a day or two to make sure you are comfortable now that it is a reality.

If you want more time to compare a competing pending offer, it can be a bit sensitive.  You do not want to offend the company that was first to extend.  I do believe honesty is best.  When our candidates are in this position we ask them to be candid about the fact they are exploring multiple options from the beginning.  Then if we ask for a time extension it is not a complete surprise.  We are honest that the candidate is anticipating an additional offer and wants to compare both opportunities in their entirety to select the one that is the best long term opportunity for them.

We have never had an employer withdraw an offer when a candidate asks for more time.  We have had them say no.  That the original date is firm.  Many of our clients have extended the timeline by a few days.  Depending on when the offer is extended we have seen our clients occasionally allow candidates to consider an offer over the weekend and request a decision Monday morning.

What do you think is adequate time do decide on a job offer?  Have you ever asked for more time?

 

The seven year itch

Let’s face it. Most people in the fashion industry both love, and hate it. Every friend, client, and colleague I have had who works in the fashion industry have talked about the phenomenon. It’s a fast-paced, crazy business. It pays almost nothing when you start your career; you work twice as much as anyone you know (with the exception of investment bankers), and you are doing administrative work. The flip side: you get to travel the world, potentially meet celebrities, and expense a good amount of your dinners (because you are working until 9pm).

When you advance in your fashion career, both the benefits and drawbacks amplify. Your travel takes you to more desirable places. You are solving problems and potentially leading a team. There is more exposure to both senior management and celebrities (which sometimes are one in the same), but you are now held accountable to execute the corporate or their personal direction.  You are required to make the impossible happen with an impossible time frame.  Although I have heard many a colleague utter the words ‘I’m not paid enough for this”, the fact is, they are being paid handsomely. Yes, the pressure and the pay amplify as you advance into your career.

There is something that happens around year seven (and continues to happen about every 2 years thereafter). People start to wonder “Is fashion the right industry for me?” We’ll call this the seven year itch. Whether a designer, a merchant, a marketer, or product developer; many in the fashion workforce will at some point in their career question if they want to continue in the industry.

The dream begins to emerge. Yes, I can see it now: A nine to five job, no crazy people, and clear expectations. When I walk out the door, the job doesn't follow me. I can see my significant other and kids if I have them. I can commit to dinner with my friends without fear of having to cancel for a last minute emergency about a button.

This is where many find themselves at a decision point: continue in the industry with a life of chaos, or find an alternative career that can give you a more balanced life. How can you decide what is the right move? The key is to have a clear vision for your life. Once you have that, list the trade-offs and determine what is most important to you. All options should be considered before making a potential life-changing move.

What do you love about the industry? What drives you crazy about the fashion industry? When can you build your vision to guide your decision making?

If you are looking for someone to guide & help build your vision, consider a career coach. To learn more about career coaching, go to www.katekibler.com

KEEP CALM and CARRY ON

Keep Calm and Carry On was a motivational poster produced by the British government in 1939 in preparation for the Second World War. (Wikipedia)  It has recently been routing as a graphic trend on social media and is showing up on T-shirts and all kinds of products.

The Definition of Calm varies as an adjective.  My favorite is:  not showing or feeling nervousness, anger, or other emotions.  (Google definitions)

I completed references on a candidate this week and every single reference said consistently that the candidate was calm in all situations.  Through all of the conversations this calm was a quality that was highly valued and admired by the candidate’s colleagues.  Whether they were her executive leaders, cross functional partners or people who reported to her.

It made me think about my verbal and personal communication style.  I don’t think most would describe me as calm but it is something I am going to strive for.  It is unrealistic to think we can go through our careers without feeling anxiety, frustration or anger.  But a calm manner is always well respected.  That is not often true of the other emotions when they are visible in the workplace.  Does visible frustration, anxiety or anger add any benefit to a meeting or dialog?

There are many resources out there on how to stay calm.  Travis Bradberry wrote a great article for Forbes.com “How Successful People Stay Calm”.  

How would your colleagues and family describe your manner?  What are personal adjectives that come to mind when you think of your colleagues.  Do you think calm is a valuable quality?  Many people in our industry look for “passion” in candidates.  Can you be passionate and calm at the same time?  Kate and I would love to hear what you think as I strive to master calmness. The mental state of being free from agitation, excitement, or disturbance. It also refers being in a state of serenity, tranquility, or peace.  (Wikipedia)

Discussing Work Life Balance in the Interview

This week a candidate asked me how best to approach this topic.  She had interviewed very well and was told the company was going to discuss putting together an offer.  She is career driven and very smart.  She also has a young child who goes to bed at 8pm.  It is important to her to be home to spend time with her child before bedtime.   The hiring manager for the role the candidate is interviewing for, made it sound like the hours might be long.   The candidate was uncertain about how to discuss during the interview.   

Experience indicates honesty and candidness are really important.  If you know what hours you are willing to work it is important to be candid DURING the interview process, prior to accepting an offer.  Discuss directly with the hiring manager. (Preferably right after you have convinced them you can do the work they need done.)  Our industry RARELY accommodates a 40 hour work week but if you are willing to work some flex hours from home I have seen employees who deliver results and get their work done be granted some flexibility with their schedules.  

If this candidate takes the job without mentioning that it is important to be home before 8 pm to spend some time with her child, and the corporate culture/hiring manager require regularly working until 7:30….everyone is in a no win situation.  If the hiring manager knows up front and they discuss ways that they can make this work then the offer can be extended and there won’t be any surprises.

Think about what you need to be happy for your work life balance.  Some people love working and are at a point where they are willing and able to put in whatever hours it takes.  Some people need to recharge spending time with friends, family, the pursuit of fitness, their passions and hobbies.  They are still skilled and wildly productive in their positions.  Be prepared to discuss the ideal balance for you. Then listen to what the hiring manager expects.  Many times agreement can be reached if it is discussed up front.   If common ground can’t be negotiated then it is likely the role is not a long term fit anyway. 

From a hiring manager perspective:  What do you need from the employee in the open position?  Are there days and times that are absolutely required?  Do you expect people to work the same hours you do? What flexibility can you offer without compromising the business if they need to accommodate a daycare schedule, family/social event, an ill family member etc?  

It is best to be clear and candid about this with candidates during the interview process.  Don’t paint a picture that is rosier than real life.  This will assure that the candidate you hire has a full understanding of what to expect from a work life balance perspective.  The odds of them staying on your team long term are much greater.   

Do you think our industry requires more hours than others?   Have you ever been required to work more than you felt was healthy for you?  As a manager what would/do you expect of your employees from a work schedule perspective?

No room for rude.

Consider every contact regarding a potential new role a part of the interview process.  Manners and courtesy will always work in your favor.   There is no contact that does not have a potential impact on whether you are hired.

1.       The first email from an agency like Apparel Resource or a Corporate Recruiter.  Even if you have no intention of leaving your current role a polite response saying you are happy in your role but appreciate the contact is the best way to have a great network should your situation change.

2.       The first call from an agency like Apparel Resource.  I have had candidates forget the scheduled call and then speak in a rude tones because they don’t have time for the call they forgot about.  I have had candidates act offended that I need to actually “interview” them because I am not the employer.  I have had candidates treat the initial interview very casually as an afterthought doing other things while talking with me.  Make no mistake, when you are speaking with an agency about potential job options they are pre-screening you for their clients. 

3.       The Coordinator or Administrator that contacts you to arrange your interview and travel if it is required.  These people are very often asked how the candidates interact with them.  Courteous, prompt responses and flexibility will be passed along as positive feedback.

4.        The Receptionist at the front desk.  A receptionist once at one of our business partners told me, “Candidates from Apparel Resource are always so polite.” She told me about one candidate (not through our agency) that was very rude about wearing a guest nametag that was required.  He was condescending and argued with the receptionist who was only doing her job. The candidate interviewed very well but the receptionist shared her experience with the candidate to the hiring team and they passed on him.

5.       The Coordinator who walks you from one interviewer to another.  Feedback is often informally solicited from these folks. 

6.       Tour Guides. We have a client that gives candidates a tour of their campus. This tour is often given by HR interns or administrative assistants.   The President of the hiring company often asked how the candidate treated the employee who gave the tour.  Negative feedback would prevent the candidate from moving forward.  He and I were visiting about this practice and he said to me.  "We have no room for rude here.  I want to know how prospective employees are going to treat others day to day."

7.       Realtors.  Some employers refer candidates to local realtors who will show candidates the area if relocation is involved.  Whether informally or formally their opinion of candidates can make it back to the company and have an impact on whether to hire or not. 

Have you ever seen a candidate change their behavior based on who they were with?  The golden rule always applies.  Treat others the way you would like to be treated.  That means everyone!

For information on what roles we are currently recruiting for contact me at kari@apparel-resource.com

Leading a team

Being a leader can be hard work. Not only are you supposed to get the functional job done, but you are also supposed to inspire and be an example to your team. What does that mean? How do you inspire a team?

First, set a clear vision and goals for the team and each individual member. What does the group want to accomplish as a team? How does the team define success? What does each team member want for their career? What does s/he want to achieve for the short term vs long term? How are the goals aligned with the corporation and each other? Discuss goals with the team.

Once your team has goals & you know what motivates each team member, stay focused. How can you make sure the team has the work life balance while moving them forward in their careers? What are the obstacles you can clear out of their way so they can succeed?

Aside from leading a team, many leaders are tasked with their ‘own’ workload. There is a downstream effect of prioritizing your workload vs that of your team. Sometimes it is hard to lose sight of your role as a leader. How can you set the right example as a leader while delivering results?

What kind of leader do you want to be? How do you ensure you are the leader you want to be? Who can help guide you as a leader? What are some ways you inspire your team?

Job Opportunities - Where to post them and where to find them.

When you are a hiring manager with an open position how do you get the word out?  When you are a candidate where do you look?  Times have changed since placing an ad in the classifieds and waiting for resumes to be mailed in.    Here is a list but certainly not all inclusive of options.

1)      Your professional colleague network – don’t ever underestimate word of mouth

2)      Your company’s corporate website

3)      Your personal LinkedIn profile

4)      Your company’s corporate Facebook Page

5)      Your company’s corporate LinkedIn Page

6)      Yes…the newspaper in the local area the job is located

7)       Style Careers www.stylecareers.com – specific to our industry

8)      www.styleportfolios.com – Design talent

9)      www.mayorofthemall.com – Field Retail talent

10)   Womens Wear Daily career page www.wwd.com career tab

11)   NRF SmartBrief = nrf@smartbrief.com

12)   Shop.org SmartBrief = shop@smartbrief.com

13)   There is the option of a radio ad during commute hours

14)   Monster – www.monster.com all industries

15)   Careerbuilder – www.careerbuilder.com all industries

16)   Coroflot – www.corflot.com predominately Design talent

17)   Alumni pages of Universities known for strong programs in our industry

18) Recruiting Agencies will always share the jobs they are working on with candidates who are looking for a new role.  If you have the budget for a fee as a hiring manager, they will also publish your opening to their network and make contacts specifically for your role.

The key is finding the channel that your target audience will be paying attention to.  What places have you been successful reaching talent or finding job openings?

You can see the job openings we are working on at www.apparel-resource.com .

Turn around

Twice in my career I made the decision to work for a ‘turn around’. That is, I chose to work for brands that were in either financial distress or had a tarnished reputation. It wasn’t an easy decision, but I liked the idea of restoring a brand to its former glory. With that, I had two similar yet different experiences that will help inform my future employment choices.

Working for a turnaround can be both rewarding and frustrating. Most companies who are in a failing position are aware they need to do something to change the trend. While the company and top management may be committed, the change needs to filter through the entire organization in order to achieve goals associated with a turn around.

What are signs that the entire organization is committed to turn around? How clear is leadership in the organization? Who is in charge? What is his/ her track record? What skills would be valuable in the turnaround environment? How can your skills compliment that? What are some additional considerations you should work through before accepting a role in a turn around?

Following Up After The Interview

So you prepared for your interview.  You feel it went well.  Now you wait.  What is the etiquette for following up after an interview?

The best way to approach this is to ask politely at the end of the interview what to anticipate.  For example:  “Thank you so much for your time today.  Please let me know if you need any additional information/follow up from me.  What should I anticipate for timing regarding feedback on next steps?”

This question is best directed to the HR individual.  In many cases they will begin and end your interview day.  If there is not an HR professional on your interview schedule then it is appropriate to ask the direct hiring manager.

You should also get the email or business mailing addresses of your interviewers.  These can be requested from HR or the receptionist/coordinator that helped arrange your visit.   That SAME day send thank you notes.  Opinions on this vary, but I prefer mailed thank you notes.  These are not a recap of how great you are for the role but a genuine thank you for the opportunity to meet in person and discuss the position.

Why do I prefer written cards?  We all get a million emails that we read and delete to keep our inboxes from blowing up.  If you select a beautiful card it is something that your interviewers physically open.  It shows greater effort on your part as a candidate and it will likely remain on their desks for a few days keeping you top of mind as they make their decision.

What is the average timeframe for feedback?  In a perfect world, candidates should hear within a week.  Clearly we are not in a perfect world.  There are vacations, business travel, scheduling challenges, and additional candidates to evaluate that can delay getting the information.

If you are working through an agency like ours at Apparel Resource we will be following up with the employer regularly and keeping you posted as a candidate.  If you are interviewing directly with the employer and the date that they indicated you should hear something has come and gone, it is appropriate to call or email the HR contact and inquire about the status of your candidacy.   Inquiring once a week if you are not hearing anything is appropriate.  More frequent inquiries do not typically have a positive reaction.

What has been your experience with feedback after an interview?  Do you send your thanks you notes via email or snail mail? 

To review roles that we are having candidates interview for, visit our website at www.apparel-resource.com

Preparing for an interview

I recently participated in a panel discussion at my Alma Mater to talk about life in the fashion industry. A student mentioned she had an upcoming interview. She asked me how she could stand out as a candidate. My answer: research. You’ve heard it from me before, but it is worth repeating. Research, research, research.

First, what do you know about the company vs what do you think you know about the company? Many interviewees assume they know about a company from what they see in stores and also from what they heard from friends. What you see and hear is usually about the present and past. What this doesn’t tell you is where the company wants to go. How can you find out this information?  Read recent articles about the company. If you can’t find any articles, 10k filings or earning reports are great sources of information. While they may be somewhat boring at times, the read and preparation is often worth it. An interviewee who says “I read in your 10k filing that you are planning to expand your women’s business. Your women’s line is high quality with great colors, but I think increasing the assortment to include sweaters and knits could really capture additional market share in the women’s space.” will stand apart from many candidates who will say “your women’s line looks great. I love the dress collection from this season.” Having the knowledge is important, but as you can see from the above statements, you also need to use your critical thinking skills to help you stand apart.

Secondly, who are you interviewing with? Don’t be shy to ask the recruiter for a list of names. Have you Googled them? Have you checked them out on LinkedIn? It is always smart to know who your audience is. With today’s technology, it is easy to find out about people. Not only does it help you to understand how you can direct the conversation, but it can also help you not stick your foot in your mouth about a prior company your interviewer may have worked at in the past.

Believe it or not, hardly any candidates do this level of research. I have had candidates interview for a job in the retail division of the corporate office who ask me how many stores we have. This is one of the easiest things to find out had they cared enough about the interview to do the research. I immediately cross them off the list of potentials. If they don’t take the time to research for the interview, they are not the type of employee I’m looking for.

How can you better prepare for an upcoming interview? What research have you already done? What else can you do to stand out as a candidate?

For more information on career coaching, go to www.katekibler.com

Listening

         

“Most people do not listen with the intent to understand; they listen with the intent to reply.”

― Stephen R. Covey,

This week I have had feedback from multiple candidates and clients that they did not feel they were “heard” in an interview.   We cram a very important information exchange into an interview that is usually 30 minutes to an hour.  From the candidate perspective it is their next job/career progression at stake.  On the employer side it is evaluating whether the candidate is right for the job and the culture. Is this the right person to invest in?

Truly listening to understand by both parties is critical to make the most of an interview.  Here are some tips.

Interviewers: 

Prepare your questions.  More than enough to fill the time slot in advance.  It would be a terrible waste for you not to be listening to a candidate because you are thinking about what to ask them next.

Don’t have a single “right answer” that you are looking for.  Truly listen to the entire answer that is given and evaluate that answer on its own merit with an open mind. 

Clear your mind of your other priorities, silence emails, silence phones and interview in a quiet space without distraction.  Honor the time slot allotted.  These candidates have taken time and prepared for this visit.  They deserve your undivided attention.

Candidates:

It is good to have a list of things you want to share but not at the expense of not listening to and directly answering the questions your interviewer has prepared. 

Once you sit down breathe deeply, clear your mind and focus on the interviewers questions. Allow a pause when the interviewer is done speaking to be sure that was the entire question and to give yourself a moment to organize your answer.

Do not ramble and elaborate outside of the content of the question.  A direct answer and one example is plenty. 

It is typical for an interviewer to share a bit about the job content and the company.  Listen carefully, with an open and inquisitive mind.  Let them finish.  If what they shared brought questions to mind it is ok to jot a note and when they are finished you can ask your question.  Sometimes this starts a great dialog.

Both:

It is better to have a quality exchange than burn through a list of question without really listening to each other.  If you feel time is short and you want more information you can arrange to follow up with a phone call, an email exchange or a second interview. 

Have you ever been in an interview where you felt the other party was not listening?  How do you handle a rushed interview?

 Contact kari@apparel-resource.com to see what opportunities we are currently interviewing for.

Momentum – Hiring Managers and Recruiting

Timing is everything in landing a desired candidate.  Often, when we first visit with a passive candidate they have not thought about making a career move.  We submit them to a corporate client for an opening and disclose that they are not actively looking, but are interested in this opportunity.  

It is typical once a candidate starts thinking about a change, they become more open and will entertain multiple options.  Passive candidates frequently tell us within a week that they have been approached about additional opportunities they are also going to consider.

Momentum is critical.  Once there is a screening interview the progressive steps in selection should follow in relatively quick timeframes.  A week between steps is ideal. We work with employers who go from the first screening interview to extending an offer in a two week timeframe even when there is relocation.  We have other clients who take 6 months.  The employers who execute the hiring process in shorter timeframes lose fewer candidates. 

We see delays due to: Challenges getting schedules to work out for the pending onsite interview. Difficutly getting feedback in a timely manner from those involved in the candidate selection.  Waiting to view additional candidates prior to taking next steps.  Lack of agreement on the open role or a candidate's attributes.  It is important to remember that these candidates can be approached by your competitors at any time and presented with other career options. We have also had candidates earn promotions in their current role while in a drawn out interview process and decide to stay where they are.

Even without other options we have seen candidates decide not to proceed when there are long delays between steps in the interview process.  The candidates sometimes perceive the delay as lack of interest or lack of organization.  The initial excitement they experience about the opportunity settles down and staying where they are at can seem more stable and secure. 

Have you ever lost a candidate due to timing?   How long does a hire take for your team from candidate identification to extending an offer.   Can the timing/process be improved?

If you need additional resources building your team contact me at kari@apparel-resource.com .