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