1. Pick volunteer jobs that build the skills you will need in your chosen profession.
2. Be a volunteer “cheerleader” (so the staff of your favorite charity will shout your praises to future employers).
3. Put together a portfolio of references from your volunteer work, all positive letters and emails that you received about your projects, plus any press clips. Did you write a brochure for your school’s reunion or take photographs for a school poster? Include it.
44.
Between the fundraising that you’ve done for your schools and the events that you’ve organized for your causes, you have a great track record as a volunteer, Greta. But working for the profit world is very different than the not-for-profit.A.
That’s exactly what appeals to me about working for your company, Marvin. With a 50 percent participation from three of my schools during non-reunion years plus two charity events that I organized that received national press attention, I know that I have great people skills. I believe that I’ve honed the ability to listen to others, hearing not just what they’re saying, but also what’s just beneath the surface of what they choose to talk about. This listening ability, the “people gene” that I possess, will make me a terrific focus-group moderator.experience.
A.
Well, Sarah, I have a great deal of life experience. Coaching Little League on the weekends shows my ability to relate to people at all different age levels. I have also become very involved in the PTA, which often requires calming down irate people. Finally, I helped my school launch an internship program, spearheaded by both the parents and the alumni. This took management skills, people-assessment skills, and genuine persistence. So all in all, I think that I have the ideal qualities to become an HR manager at your firm. Are there any other skills that you feel the job requires? I have a long track record as a volunteer, and I’m pretty certain that my strengths correlate with your company’s needs.46.
I know that Mary interviewed you and was very impressed with your credentials. But she doesn’t have hiring authority. I’m the person who makes hiring decisions, and I feel that we could really use more juniors around here, and fewer mid-level people such as yourself.A.
First, let’s talk about your needs in the organization. From what you just said, it sounds like you have the budget to do one of two things: either hire several juniors, or someone more at my mid-range level. Here’s what I can bring to the table that no junior could:1. The experience and dexterity to do tasks right the first time without a great deal of supervision. This would free up your time to focus on the big picture and supervise the juniors that you have on staff.
2. A gut instinct for what will work and what won’t. I think this talent takes roughly ten years to refine, so I doubt that even a very talented junior would have it.
3. The ability to manage juniors, that is, if you ever need any help with it. I like and respect young people, and in my career, I have often been given the opportunity to bring them up to speed.
1. Offer to give your interviewer the names of several of the juniors whom you managed in the past.
2. Then call them up and gently remind them of how much you helped them advance in their careers!
3. Circle back to the first person you met with, Mary, post-interview, via phone. But take care to be discreet. Do not repeat what her boss said about her, but do tell her the gist of the rest of the conversation. She may be able to help you identify other selling points in your favor, based on what’s been going on at the company recently. 4. Send both interviewers brilliant thank-you notes.
You’ll Be Miserable Here, Because…
“Misery loves company,” we’ve been told a thousand times. And to some extent, it’s true. Many times, when an interviewer seems like he is trying to convince you not to come on board, it’s because he secretly hates working for the organization. Or there may be a corporate culture that tolerates whining and complaining, and he’s just venting his frustrations. But just because he’s soured on the experience doesn’t mean that you should. Optimism lands jobs, whereas pessimism becomes a self- fulfilling prophecy.
47.
I know the company where you’re currently working, because I used to work there. It’s small, tightly knit, and highly dysfunctional. We’re also small, tightly knit, and highly dysfunctional. There will be absolutely no improvement in the quality of your life, and from what I can tell, your salary, title, and benefits would all be the same. Why do you want to leave your company to come work here?A.
Well, it certainly sounds like I have the right qualifications to come on board! In fact, it sounds like I’m a perfect fit. Very seriously, I think that one always needs to look for ways to continue to learn and grow. Your company may have a remarkably similar corporate culture to my company, but I will still be facing new challenges here that I haven’t experienced before. You have a whole different roster of clients, plus some great employees. Mostly, Peter, I’m looking forward to working for you. I’ve heard that you are a tremendous problem solver and a great boss. That’s why I intend to switch over to your team.Why This Technique Works
1. You’ve answered a difficult tickler with poise and some humor.
2. You’ve used the flattery card, but you haven’t maxed out on your limit.