Get a second opinion

If you are like me, your career is important to you. Deciding whether or not to apply for a job, sending a resume, going on an interview, or making a decision whether or nor to accept a job are all big decisions. The choices you make could lead nowhere or they could change your entire life. 

When considering a career move, find someone whose opinion you trust to be your sounding board. Make sure this person understands your goals and helps to keep you focused. Before making a move, consider the following:

How come you decided to update your resume? What made you decide to interview for this role at that company? How come you are considering leaving your current position? How does this new job fit with your current life? How does this new job fit into the life you want?

The closer you are to an actual job offer, the more that's at stake and the more your judgement could be clouded. Write down the answers to the questions above. Talk to your 'second opinion' about your answers. When it comes to decision time, you should have a clear path. 

What's the hardest career decision you've ever made? Who do you trust to be your sounding board? 

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

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

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?

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

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 .

Managing Multiple Job Options

If you are actively looking for new opportunities you might find yourself in a situation where you are interviewing with more than one employer at a time.   This is a good situation to be in if you manage the process with integrity.

It is best to be completely candid when an employer or agency recruiter asks you if you have other options you are considering.  For example…”I have had a phone interview and they are scheduling an on-site.”  or “They have told me they are preparing an offer.”    If you need to keep the brand confidential you should honor that, otherwise it is completely fine to share brand and position.

In our experience, after a candidate has shared that s/he is considering multiple opportunities, the employer will continue to pursue the candidate.  In fact, they usually move more quickly.  The reason being both parties have the opportunity to evaluate each other and the competition.

The objective of sharing your options is not to leverage one against another, or to push salary, but rather provide all companies the opportunity to get you through the process with no surprises along the way.  In your advantage you have the opportunity to review multiple options and select the one that is the best overall situation for you. 

Once you accept an offer, it is import to follow up with the other potential employers.  If a potential employer has ever told you “we went with someone else.” with no feedback you will understand why this is important.  You should be honest with the employer you did not select.  “Thank you for giving me the opportunity to pursue the position.  It was a difficult decision, but I have decided to accept another option.”  Be honest about the reasons for your decision. Some reasons we hear are: preferred location, preferred culture, more desirable job content and greater long term growth potential. 

This follow up is courteous, professional and gives the other employer closure while potentially leaving the door open for future consideration.  Blind siding employers with news you withheld throughout the process and lack of follow up can cause employers to not reconsider you as a candidate in the future.

Have you ever interviewed for more than one job at a time?  Were you asked if you were pursuing other options?  Have you ever lost a candidate you wanted to hire to another company? 

We are happy to share what career opportunities we are working on at Apparel Resource.  Email me at kari@apparel-resource.com

Behavioral interviews

If you are not prepared, behavioral interviews can be incredibly challenging. This is where an interviewer will ask a candidate very specific questions and look for very specific answers. For example, “tell me about a time when you failed to complete a project on time.” Or perhaps: “what is the best example of when you acted as a leader?” This is where a candidate is expected to pick a specific example of when s/he acted as a leader. For example: “When my boss left the company, I noticed things weren’t functioning smoothly any longer. Our team started to miss calendar deadlines and the communication suffered. I decided that I needed to step up. Until our new boss joins the team, I have called regular team meetings to clear up communication and discuss upcoming deliverables. As a result, our team is back on track, we are 10% above sales goals, and my new boss is starting next week. Although it was a challenge in the beginning, I realized what needed to be done and stepped up as a leader.” What the interviewer does not want to hear is “I really lead the team. I have great leadership skills. People listen to me.” There is a clear difference between the two answers. One tells the interviewer you have leadership skills, the other tells the interviewer you think you have leadership skills.

While this is a great way for an interviewer to learn more about a candidate, it can really throw off a candidate if the candidate is not prepared. How can you prepare when you don’t have any idea what someone is going to ask?

What do you believe the company will ask?  Research behavioral interview questions. There are many examples online. Determine 5-10 major themes. Think about things like leadership, values, how you handle disagreements, communication, learning (how you learn from mistakes), ability to influence, determination, etc. Connect these with your work history. Think about a disagreement you may have had with your boss. How did you handle it? Write it down.

Behavioral questions tend to focus more on who you are rather than what you have done. What have you learned from your mistakes? If you made a mistake a year ago and encountered the same challenge, how did you adjust and learn from what happened a year ago? How do your answers fit with the company culture? Once you have the hang of it, behavioral interviewing gets easier.

What can you do to prepare for an interview? Even if the interviewer does not ask behavioral questions, how can you slip in some of your answers to give yourself a leg up on other candidates?

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

Turning Obstacles into advantages.

We often have candidates run into hurdles during the interview process.  We have seen candidates turn these hurdles into an advantage. 

Last week we had a candidate flying to interview with a large corporate employer.  She made it but her luggage did not.  There was no time to shop other than at a 24 hour store.  She sent a very calm and cheerful email to us and the employer late evening. Explaining that her luggage had not made it to her destination.  She informed the employer that she would be interviewing in a bit more casual apparel than she had intended to.  She then went to Walmart and purchased new make-up and essentials.

She arrived at her interview poised and confident with a smile.  She nailed her interviews all day.  Because she had explained in advance she did not spend precious interview time describing her dilemma.  The hiring team that met with her was impressed with her positive attitude and focus.  Candidates in similar situations who panic and leave frantic voice messages and spend precious interview time talking about the horrible travel experience often miss their one window to share their skills and their ability to handle random obstacles.

We have had candidates who have slipped and bloodied their hands prior to an interview…trains that are late requiring candidates sprint quite a distance to make it for their first meeting.  With the weather this winter across the country travel delays were a given.

What is the worst thing that has happened to you prior to an interview?  What are some planning steps you could take to avoid troubles with travel and luggage.  A few tips from us.   

Always allow for extra time in the event of unplanned delays.

When flying, we always carry on our make-up, essential toiletries and one extra set of clothes that is appropriate for most any situation. 

Have the contact numbers of the people you are meeting in your phone so if something goes haywire you can let them know about your situation in advance.

In most cases a good sense of humor, a positive attitude and the ability to roll with unplanned obstacles can turn a challenging situation into a very successful one.

To see what openings we are currently arranging interviews for check out our website at www.apparel-resource.com.

Do the research

Landing an interview at your dream company can be a feat in unto itself. So you were able to bypass the black hole of online resume submission. The work you did on your resume got you noticed from a sea of other candidates. In this industry, the question I hear most is: what do I wear on the interview? Yes, that is very important in fashion, but it is only part of the equation. How can you best prepare before walking into an interview? How can you stand out from other candidates?

Obviously you need to have the skills and qualifications for the job. Assuming you have that, what is the next most important thing employers look for in a candidate? Cultural fit. How will you fit into the company? Of course, this is a legitimate concern. If you have ever worked for a company where you did not fit the culture, you know how painful it can be for both parties. No level of technical skill can help you overcome a bad cultural fit.

How can you learn more about a company culture before you go on your interview? Research. If you really want the job, spend as much time as you can researching the company. Who is in charge? What is their background? What does it say on their website about mission and vision? What key words do they repeat on their website, advertising, etc? What does the media say about the company? What does their latest earnings report talk about (may seem boring to you design candidates, but you can skim through the boring stuff to pick up some good nuggets of information.) How long has the company been in business? What transitions have they gone through? What are their plans for the future?

Once you are an expert in the company, how do you fit in? What special skills do you have to contribute to get this company where they want to go?

Many times you only have one shot to make a great impression.

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

Why not me?

Why weren’t you selected for the Job you interviewed for?  As a Recruiter you start to hear some common threads across different candidates and employers.  Here is a list of the most common reasons we hear for candidates not advancing in the interview process and the behaviors or situations that caused those perceptions.  I hope sharing the knowledge of these common threads will help you prepare for your interviews and come out the top candidate for the role.

1)      Was not perceived as a strong enough leader. 

Associated behaviors described:  Soft spoken, no point of view, soft handshake, awkward pauses, visible nervousness, giggling, no specific examples of leadership, not a confident professional presence.

2)      Not qualified.

Associated behaviors:  Unable to convince interviewers that your abilities and experience meet the requirements and expectations of the current opening.

3)      Not a culture fit.

Associated behaviors/situation:  This varies based on the employer and ranges from the way the candidate dresses, the brands they find aspirational, and their communication/leadership style not being a fit.

4)      Not prepared.

Associated behaviors:  Arriving late, not understanding some basics about the brand and the business of the potential employer, not having thoughtful questions prepared, the inability to answer the majority of the interview questions with confidence, short on resumes, an incomplete portfolio.

5)      Negativity.

Associated behaviors:  Speaking negatively about current/former employers, bosses or colleagues.

6)      Too much job movement.

Associated behaviors:  If there are more than a few short term job changes that are not explained during the interview with confidence employers tend to hesitate on the hire.

7)      Didn’t see growth potential for future leadership roles.

Associated behaviors:  Not able to convince the interviewers of your ability/desire to progress in responsibility level in your career.  Most employers are thinking of a candidate’s potential beyond the initial role they are interviewing for.

8)      A poor network reference.

Associated behaviors:  Someone you have worked with in the past gives less than positive feedback to a decision maker at the potential employer.

9)      Tough competition.

Associated situation:  There are candidates in the process that are more qualified for the role than you are.

Have you ever interviewed and been passed over without explanation?  Do you think it could have been due to any of the common reasons we hear above.   How can you avoid the above perceptions of you as a candidate in your next interview? 

Tapped on the shoulder

A common complaint I hear from clients is they feel overlooked when a new position opens within their company. The question is always “why wouldn’t they consider me for that role?” My question back is usually “when did you express your interest in the role?” It is very rare that the client has stepped up to apply. When we start talking through it, the client realizes s/he does not need to wait to be tapped on the shoulder for an opportunity. Your boss or the person posting the open job, may not have realized you are qualified or even interested. The company and hiring manager would most likely be excited to fill the role with an internal candidate. If there is a position open that is right for you, what is the harm in speaking with your boss?

How do you know when it’s the right time to talk to your boss about moving up in your career? How many times have you waited for someone to come and tap you on the shoulder for that position?

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

Breaking into the fashion industry

OK, so now that you know what you are asking for, how can you break into the fashion industry? First, what do you want to do in the fashion industry? There are many options so consider where you want to be: planning, merchandising, buying, FP&A, real estate, design, production, sourcing, product development, human resources, etc. There are many more functions to consider. After you decide the function, what’s your story? How come you are looking to break into the fashion industry? What drove you to this place?

Once you have that nailed down, what relevant skills do you have? If you are a human resources director for a pharmaceutical company, it is easier to get a job in fashion as a director of human resources rather than a fashion designer. Consider how those industries may align. Marketing is a critical function at both. How could you write your resume to focus on these areas that overlap? What kind of value could you add to the fashion industry?

If you are considering both an industry and function switch, prepare yourself for a pay cut. Even if you go back to school to facilitate the change and earn an MBA or a fashion merchandising degree, you will still have to start at the bottom despite experience from a different industry. It just doesn’t count. The experience may help you advance quicker once you move into a new role as you will most likely outperform an employee with no work experience, but you will need to be patient.

So you know what you want to do, you have your resume ready to go, your expectations for pay and title are in line with reality, now what? Start networking. Who do you know who works in fashion (even a 2^nd connection on LinkedIn)? What networking groups could you join to give you exposure? Sending your resume in through an online submission tool is challenging enough when you have all the right experience in the right industries. Face time with a potential employee will get you a lot further.

If you are interested in fashion, what can you do today to begin the transition? What is one thing you can do every day to bring you closer to your goal? How will you start networking? Who can help support you in reaching your goal?

To learn more about career coach Kate Kibler, go to www.katekibler.com

Declining an Offer

You have been in interviewing for a job.  It has gone very well and they have extended you an offer.   For whatever reason you know you are not going to accept.  At Apparel Resource our candidates have changed their mind for many reasons.  They have a competing offer that is more compelling.  They have been offered a new role or counter offer to stay where they are.  They decide they are not ready to relocate…there can be many reasons.
 
It is important to be sensitive to the time and effort of the people who were involved in evaluating, preparing and extending the offer you are going to decline.  The best way to decline an offer is honestly, promptly and gratefully.   When a position is open it creates stress and work for the people on that team.  When the employer gets close to offer stage the people involved are usually excited and hopeful that the candidate will accept.   When a candidate declines there is disappointment.

We have had candidates know they are not going to accept but they want to avoid the difficult conversation.  They avoid the conversation by not returning phone calls emails or texts. This leaves the employer with a very negative impression. We have had employers tell us at this point that if the candidate will not manage the conversation around declining an offer that they would no longer consider hiring the candidate in the future.
 
If you are working through a recruiting agency like Apparel Resource it is best to let your agency know the moment you have decided not to accept.  We then get working immediately on other candidate options for the employer.  We also help prepare you to have the direct conversation with the hiring manager and the HR/recruiting professional in the organization.   This conversation should be done with thought and sensitivity so that these people understand your decision and would consider you for future options if your situation changes.  It is important to be direct, honest and thank them for their time and effort.  For example:  “This has been a difficult decision but I have decided to accept an offer with another company.  The organizational structure they have offers me greater long term career growth.  I really appreciate the time you have spent with me and the offer you extended.” 

Responding directly with a live phone call is professional and courteous.  Do not leave your answer in a voice message or send it via email.  The live direct conversation gives closure to those that were involved and should leave the door open behind you should you want to reconsider this employer in the future.

Entry level candidate

I do a lot of networking. I talk with students and presidents of companies alike. I enjoy hearing what interests people, what motivates them and how they see their careers. Almost every entry level candidate or student asks me what I am looking for when I interview someone just out of school. Let me start by saying that every hiring manager is looking for something different. Here is my general list and reasons why I seek out those specific qualities:

• Intelligence- If someone is smart, they generally learn fast
• Communicates well- If a candidate cannot communicate clearly and in an articulate manner in an interview, they are out.
• Worked while in school- The retail industry is so fast paced, that my hires need to be able to handle a lot and multi-task. When someone says they didn’t work so they could focus on school sends a red flag on what I am looking for in a candidate.
• Activities while in school- Same as last reason.
• Cultural fit- This varies at just about every company and could mean just about anything. I have worked in really strong companies where you can only succeed if you are very vocal, where other companies would not value that characteristic.  
• Curious- A candidate needs to ask questions. Real questions. Not ‘how did you get here in your career?’ That is a bad stock question that teachers tell students to ask. I like to hear curiosity around the open position, company and culture. I want to know this candidate was not only listening but also engaged.
• Enthusiasm- I want everyone on my team to be as excited as I am to come to work every day. An aloof candidate is a not the right one for me.

How can you find out what a hiring manager is looking for in a candidate? What company exhibits the values and traits you practice? How can you connect those two to find a job that is a great fit for you?

For more information about career coaching go to www.katekibler.com

Lunch and Dinner Interviews - Mind your manners.

Have you ever been a candidate or an interviewer that was given the meal slot?  How do these interviews differ from office setting interviews?

The short answer is other than setting they are still absolutely an interview and the majority of the same rules apply…but now you add table manners and etiquette. If you are meeting at the restaurant a hand shake is still in order.  If you know the name of the restaurant ahead of time you can usually review the menu on line and make a selection ahead of time.  Something neat and easy to eat so you are not distracted wrestling with long pasta noodles and sloppy sauces. 

If you never had a formal education in dining manners here are some easy tips that go a long way. 

·         None of your belongings should be on the table (including phones…which should be silenced).

·         Place your napkin in your lap when the food arrives, when you are finished your napkin should be placed neatly back on your plate.

·         Chew quietly with your mouth closed.  If you are asked a question mid bite, take your time to finish and answer when you are comfortable your mouth is empty.

·         Unless you are choking wait until your food is swallowed before taking a drink.

·         Keep your elbows off the table while eating.  When the food is removed your elbows can be on the table for conversation.

·         Don’t slouch or lean too far back in your chair.  Sit straight and lean slightly forward.

·         Cut one piece of food a time as you eat it.

·         Ask for things to be passed to you rather than reaching for them.

·         What about alcohol?  None at lunch.  If it is dinner and the interviewer is ordering a drink as a candidate one glass of wine is perfectly acceptable and it is safest to stop at that.

·         Always say ‘excuse me’ when you need to leave the table.

·         Be courteous to the restaurant staff and other patrons.

·         If you are the interviewer you should pay for the meal.  Candidates however should not assume this is the case.  When the server brings the tab you can reach for your means of payment and offer to buy.  If the interviewer indicates they are paying, do not object just say “Thank you.”

We would love to hear if you have any interesting meal interview stories!   If you want to know what clients we can set you up to interview with, contact me at kari@apparel-resource.com.

Your Internet Image - What is it Rated?

We have had more than one candidate be edited from the interview process because prospective employers found photos and information on social media space that they felt were inappropriate.  There are so many places to build profiles.  LinkedIn most people recognize as a career based networking site.  Prospective employers will also search Facebook, Pinterest, Instagram and any other information they can find on candidates.

Here are some guidelines to keep your social media space from costing you career opportunities.  In the most simplistic advice it should be rated PG in content. 

Things to avoid:

Excessive party pictures.

Bad language.

Inappropriate Dress.  

Extreme political views.

Extreme personal drama.

Violent content.

Sexual content.

Negative dialog about employers, co- workers and work in general.

Even if you set your Facebook photos as private they can show up in other places.  Do a Google search on yourself and see what comes up.    If I Google my husband’s name photos show up from a wedding we were at in California.   We did not post these pictures.  You can see when we attend community meetings, minutes from meetings of organizations we belong to, you can find that we are runners and have raised money for certain charities.    Much information can be found on line.  Protect your internet image carefully. 

What do you find when you Google your own name?  Does it represent who you are professionally?