courtesy of ihealthbeat.org
M&A, Financial Reports and Funding
SAP -- a provider of reporting and enterprise resource planning software for health care and other fields -- plans to acquire database software developer Sybase for $65 per share in an all-cash offer valued at about $5.8 billion.
Mediware Information Systems, a vendor of medication and blood bank management software, has acquired Knowledge-Forge, an online compliance training course provider, for an undisclosed amount...Ingenuity Solutions Group, a consulting services provider, will become part of maxIT Healthcare, a health IT implementation services provider.
Product Development & Marketing
PeriGen, a vendor of obstetrics clinical decision support software, has partnered with digiChart to sell digiChart's ambulatory OB-GYN EHR software to hospital clients.
Carefx, a provider of interoperable workflow applications, has entered into a strategic partnership with Cleveland Clinic to enhance and market Cleveland Clinic's IntellisEPM business intelligence dashboard...Enzo Biochem has announced that its clinical laboratory division will co-market its diagnostic services with MMF Systems' Web-based open source EHR and practice management software.
Thursday, May 27
Tuesday, May 25
Ask a Recruiter: Your Interview and the Law (cont'd)
Yesterday we identified questions that interviewers are not legally permitted to ask anyone they are considering for employment; but now that you know what to look for, what do you do when you show up to interview for your dream job and the boss asks an inappropriate question?
According to Best-Job-Interview.com, you have a number of options when presented with a question you are not legally required to answer in the context of a job interview...
Go ahead and answer the question directly. If you are comfortable with providing the answer, just respond and move on to the next question. Remember though that you are giving information that is not related to the job and may be giving details that impact negatively on you.
Refuse to answer the question. This is potentially a confrontational response and should be saved for questions that are truly offensive and invasive...
However if you are asked a number of inappropriate questions you may need to consider the suitability of the job and company.
The most effective response is to not answer the illegal question directly but to determine the reason or intent behind the question. Try to find out what the interviewer is really asking by rephrasing, clarifying or questioning.
An example might be...
Question: What is your native tongue?
Response 1: Do you mean, am I fluent in any languages other than English?
Response 2: I am fluent in English, French and Spanish.
According to Best-Job-Interview.com, you have a number of options when presented with a question you are not legally required to answer in the context of a job interview...
Go ahead and answer the question directly. If you are comfortable with providing the answer, just respond and move on to the next question. Remember though that you are giving information that is not related to the job and may be giving details that impact negatively on you.
Refuse to answer the question. This is potentially a confrontational response and should be saved for questions that are truly offensive and invasive...
However if you are asked a number of inappropriate questions you may need to consider the suitability of the job and company.
The most effective response is to not answer the illegal question directly but to determine the reason or intent behind the question. Try to find out what the interviewer is really asking by rephrasing, clarifying or questioning.
An example might be...
Question: What is your native tongue?
Response 1: Do you mean, am I fluent in any languages other than English?
Response 2: I am fluent in English, French and Spanish.
Monday, May 24
Weekly Wisdom-May 24, 2010
30 Illegal Interview Questions
compiled by the Editors at HR World
compiled by the Editors at HR World
- Are you a U.S. Citizen? (It IS legal to ask: Are you authorized to work in the U.S.?)
- What is your native tongue?
- How long have you lived here? (Asking for a current address and alternate contact details is legal.)
- What religion do you practice?
- Which religious holidays do you observe?
- Do you belong to a club or social organization? (Questions regarding membership in professional and trade groups are the exception.)
- How old are you?
- How much longer to you plan to work before you retire?
- Is this your maiden name/Are you married?
- Do you have or plan to have children?
- Can you get a babysitter on short notice for overtime or travel?
- Do you have kids?
- Who is your closest relative to notify in case of emergency? ("Relative" is the lawbreaker.)
- What do your parents do for a living?
- If you get pregnant, will you continue to work, and will you come back after maternity leave?
- We've always had a woman/man do this job. How do you think you'll stack up?
- How do you feel about supervising women/men?
- What do you think of interoffice dating?
- Do you smoke or drink?
- Do you take drugs? (Adding "illegal" before drugs makes this a legal question.)
- How tall are you?
- How much do you weigh?
- How many sick days did you take last year? (The more general topic of missed days is legal.)
- Do you have disabilities?
- Have you had any recent or past illnesses or operations?
- How far is your commute? (If you can arrive to work on time the length of your actual commute is immaterial.)
- Do you live nearby? (The interviewer knows your address; if relocation is necessary, it is legal to ask if you are willing to move.)
- Have you ever been arrested? (Direct questions regarding convictions for specific offenses are allowable.)
- Were you honorably discharged from the military?
- Are you a member of the National Guard or Reserves?
Wednesday, May 19
This Week in Healthcare IT
courtesy of ihealthbeat.org
M&A, Financial Reports and Funding
Intuit, a personal finance software manufacturer, has announced plans to acquire Medfusion, an EHR software developer, for $91 million.
WebMD Health, a medical information content provider, has reported a Q1 2010 loss of $3.8 million on $108 million in revenue, compared with a net income of $400,000 for Q1 2009.
Personnel
Gary Ferguson -- former president and CEO at physician communication services provider NotifyMD -- has been named president and CEO of ClearPractice, a software vendor for small physician practices.
Mark Briggs -- former COO of clinical workflow applications provider Carefx -- has been named CEO of health information network VisionShare...Jeff Surges -- President of U.S. Sales for Allscripts Healthcare Solutions -- has been appointed to Merge Healthcare's board of directors.
M&A, Financial Reports and Funding
Intuit, a personal finance software manufacturer, has announced plans to acquire Medfusion, an EHR software developer, for $91 million.
WebMD Health, a medical information content provider, has reported a Q1 2010 loss of $3.8 million on $108 million in revenue, compared with a net income of $400,000 for Q1 2009.
Personnel
Gary Ferguson -- former president and CEO at physician communication services provider NotifyMD -- has been named president and CEO of ClearPractice, a software vendor for small physician practices.
Mark Briggs -- former COO of clinical workflow applications provider Carefx -- has been named CEO of health information network VisionShare...Jeff Surges -- President of U.S. Sales for Allscripts Healthcare Solutions -- has been appointed to Merge Healthcare's board of directors.
Tuesday, May 18
Ask a Recruiter: Interviewing While Employed
Here's a question frequently posed by office-dwelling job seekers...
Dress in my office is business casual; how can I dress appropriately for my mid-day interview without completely blowing my cover?
Interviewing On the Sly
Don’t let your Sunday best jeopardize your current job. Here are some easy tips for looking interview-ready on the down-low.
By Joyann King
IN A CORPORATE CULTURE where business casual is making waves, show¬ing up to work in a three-piece suit is a dead giveaway to your colleagues that your dentist appointment is really an interview — somewhere else.
Fortunately, there are ways to tone down your look for the office but avoid a chang¬ing overhaul in the cramped restroom be¬fore your interview. By pairing a few casual items with your more formal interview at¬tire, it will be anybody’s guess why you look just a little more polished today.
Women
1) Wear flat boots or ballet flats. Leave your gorgeous pumps in your car or under your desk in favor of lower heels. Bare legs and ballet flats or riding boots with tights will instantly dress down your interview appropriate skirt or dress. Bonus: Your feet will thank you.
2) Trade your jacket for a soft cardigan. Layer a cozy cardigan in a soft color over your interview blouse or dress. Cardigans evoke a sense of casualness not usually appropriate for a formal interview. Leave your jacket hanging in your car or at your desk. Bonus: It will stay wrinkle-free.
3) Add a fashionable scarf or trendy jewelry.
A boldly colored necklace or Pucci printed scarf are a bit too fashion-forward for a formal interview. Add these fun accessories to your interview attire for a whimsical look; just don’t forget to tone them down before your interview. Bonus: Compliments from your colleagues.
Men
1) Leave off your jacket and tie.
In this case, it is all about what you don’t wear. If a formal suit isn’t in your office dress code, simply leave your jacket and tie off till the interview. Bonus: Comfort! Isn’t that enough?
2) Wear a sportcoat or pullover sweater.
If you prefer to wear a coat to the office, opt for a more ca¬sual sportcoat or a cozy pullover. These layers will instantly dress down your suit pants and button down. Bonus: Style points for mixing it up.
3) Keep your shoes casual. Leave your shiny Allen Edmonds under your desk in favor of a casual loafer or driving shoe. A low-key shoe even when worn with suit pants clearly will deter your colleagues from suspecting that you are looking for work elsewhere. Bonus: Your shoeshine will stay fresh.
Dress in my office is business casual; how can I dress appropriately for my mid-day interview without completely blowing my cover?
Interviewing On the Sly
Don’t let your Sunday best jeopardize your current job. Here are some easy tips for looking interview-ready on the down-low.
By Joyann King
IN A CORPORATE CULTURE where business casual is making waves, show¬ing up to work in a three-piece suit is a dead giveaway to your colleagues that your dentist appointment is really an interview — somewhere else.
Fortunately, there are ways to tone down your look for the office but avoid a chang¬ing overhaul in the cramped restroom be¬fore your interview. By pairing a few casual items with your more formal interview at¬tire, it will be anybody’s guess why you look just a little more polished today.
Women
1) Wear flat boots or ballet flats. Leave your gorgeous pumps in your car or under your desk in favor of lower heels. Bare legs and ballet flats or riding boots with tights will instantly dress down your interview appropriate skirt or dress. Bonus: Your feet will thank you.
2) Trade your jacket for a soft cardigan. Layer a cozy cardigan in a soft color over your interview blouse or dress. Cardigans evoke a sense of casualness not usually appropriate for a formal interview. Leave your jacket hanging in your car or at your desk. Bonus: It will stay wrinkle-free.
3) Add a fashionable scarf or trendy jewelry.
A boldly colored necklace or Pucci printed scarf are a bit too fashion-forward for a formal interview. Add these fun accessories to your interview attire for a whimsical look; just don’t forget to tone them down before your interview. Bonus: Compliments from your colleagues.
Men
1) Leave off your jacket and tie.
In this case, it is all about what you don’t wear. If a formal suit isn’t in your office dress code, simply leave your jacket and tie off till the interview. Bonus: Comfort! Isn’t that enough?
2) Wear a sportcoat or pullover sweater.
If you prefer to wear a coat to the office, opt for a more ca¬sual sportcoat or a cozy pullover. These layers will instantly dress down your suit pants and button down. Bonus: Style points for mixing it up.
3) Keep your shoes casual. Leave your shiny Allen Edmonds under your desk in favor of a casual loafer or driving shoe. A low-key shoe even when worn with suit pants clearly will deter your colleagues from suspecting that you are looking for work elsewhere. Bonus: Your shoeshine will stay fresh.
Monday, May 17
Weekly Wisdom-May 17, 2010
Is It Your Age or Your Attitude?
You can't turn back the clock, but you can show hiring managers your passion and record of results.
By Joe Turner
If you're older than 50 years old, it often seems the deck is stacked against you.
Following last year's ruling by the U.S. Supreme Court in Gross v. FBL Financial Services Inc., which put the burden of proof on the plaintiff in age-discrimination cases, even the government seems out to get you — or, at the very least, unwilling to help.
I receive so many questions about age bias that I now host a weekly seminar dedicated to that topic.
People are angry about the treatment of workers over 50 years old because most of us know we must work well into our 60s before we can retire. But recent research indicates few of us actually want to work well into our 60s — and that tendency may help explain, if not excuse, employers’ prejudices.
Dr. David DeLong of research and consulting firm DeLong & Associates conducted a study of older workers and hiring traits titled “Buddy Can You Spare a Job?” for the Metlife Mature Market Institute. The report found most older workers felt financial pressure to work into their 60s, but few worked out of a desire to do so. In turn, employers fear they’re likely to hire employees who are less passionate about their work than their younger counterparts.
This brings up an interesting question to ask yourself at this stage of your career: How passionate are you about your work? And how could that passion affect your ability to find a job?
Can you find something that you really care about in your work? Your passion (or lack thereof) will show during the interview. So Step One is to consider your own commitment to your current job. How passionate are you?
Find your passion, then the job
If you no longer have passion for your current work, maybe it's time for some self-examination. While you've accumulated experience in a number of areas over the years, it may be time to redefine and refocus your story.
Sure, you might be good at a lot of things, but ask yourself this question, "Of all the roles and capabilities, what brings me the most joy at this point in my life?" Find that one thing that you're best at and focus on it. If any of your duties and experiences doesn’t directly address that job title’s requirements, then don’t emphasize them. Of course, you'll need a dose of realism, so test the market for this job description or role.
Remember, this is your story. Tell it your way. You want to focus your resume to reflect yourself in the most positive, powerful way possible. That means magnifying only the aspects of your background that are relevant to your newly focused career goal and passion. For help with this stage, you might want to consult with a career coach or advisor.
Sell results, not years
Once you've identified your goals, you may need to sell them differently from the way you did in the past.
Not too long ago, you could win a job just by talking about your skills or the 15 years you spent working at a particular job. Hiring managers today are looking for results, not years. Talk the language an employer understands and appreciates: return on investment. Instead of citing 20 years of experience, identify your benefits to the employer and put them into monetary terms. Support your accomplishments with facts that are benefit-based. Sell them on the way your work has helped your employers realize value.
Money talks, and it talks loudly. The good news is that money can trump age. As an employee, you either make money or save money for your employer. Boil your job duties down to answer how many ways you've helped an employer either to make money, save money or save time. Be prepared to demonstrate instances where you've already achieved this.
For example, if you're an operations manager, you could include an achievement bullet that might read something like this:
Reduced our payroll cost by $1,125 per week by reducing supervising doctor hours from five nights a week to only two nights.
When you do this, you're leveling the playing field by talking money, a subject near and dear to the heart of employers. They'll think less about age differences and more about the real problems they're facing.
You can't eliminate age bias in the workplace, but you can overcome a big hurdle, which is the perception that as an older worker, you lack the passion of a younger worker. You may not be able to regenerate a lost passion, but you can at least develop a renewed enthusiasm and focus on what you want as a job hunter. A more effective sales pitch will go a long way toward overcoming old perceptions about age and indifference.
You can't turn back the clock, but you can show hiring managers your passion and record of results.
By Joe Turner
If you're older than 50 years old, it often seems the deck is stacked against you.
Following last year's ruling by the U.S. Supreme Court in Gross v. FBL Financial Services Inc., which put the burden of proof on the plaintiff in age-discrimination cases, even the government seems out to get you — or, at the very least, unwilling to help.
I receive so many questions about age bias that I now host a weekly seminar dedicated to that topic.
People are angry about the treatment of workers over 50 years old because most of us know we must work well into our 60s before we can retire. But recent research indicates few of us actually want to work well into our 60s — and that tendency may help explain, if not excuse, employers’ prejudices.
Dr. David DeLong of research and consulting firm DeLong & Associates conducted a study of older workers and hiring traits titled “Buddy Can You Spare a Job?” for the Metlife Mature Market Institute. The report found most older workers felt financial pressure to work into their 60s, but few worked out of a desire to do so. In turn, employers fear they’re likely to hire employees who are less passionate about their work than their younger counterparts.
This brings up an interesting question to ask yourself at this stage of your career: How passionate are you about your work? And how could that passion affect your ability to find a job?
Can you find something that you really care about in your work? Your passion (or lack thereof) will show during the interview. So Step One is to consider your own commitment to your current job. How passionate are you?
Find your passion, then the job
If you no longer have passion for your current work, maybe it's time for some self-examination. While you've accumulated experience in a number of areas over the years, it may be time to redefine and refocus your story.
Sure, you might be good at a lot of things, but ask yourself this question, "Of all the roles and capabilities, what brings me the most joy at this point in my life?" Find that one thing that you're best at and focus on it. If any of your duties and experiences doesn’t directly address that job title’s requirements, then don’t emphasize them. Of course, you'll need a dose of realism, so test the market for this job description or role.
Remember, this is your story. Tell it your way. You want to focus your resume to reflect yourself in the most positive, powerful way possible. That means magnifying only the aspects of your background that are relevant to your newly focused career goal and passion. For help with this stage, you might want to consult with a career coach or advisor.
Sell results, not years
Once you've identified your goals, you may need to sell them differently from the way you did in the past.
Not too long ago, you could win a job just by talking about your skills or the 15 years you spent working at a particular job. Hiring managers today are looking for results, not years. Talk the language an employer understands and appreciates: return on investment. Instead of citing 20 years of experience, identify your benefits to the employer and put them into monetary terms. Support your accomplishments with facts that are benefit-based. Sell them on the way your work has helped your employers realize value.
Money talks, and it talks loudly. The good news is that money can trump age. As an employee, you either make money or save money for your employer. Boil your job duties down to answer how many ways you've helped an employer either to make money, save money or save time. Be prepared to demonstrate instances where you've already achieved this.
For example, if you're an operations manager, you could include an achievement bullet that might read something like this:
Reduced our payroll cost by $1,125 per week by reducing supervising doctor hours from five nights a week to only two nights.
When you do this, you're leveling the playing field by talking money, a subject near and dear to the heart of employers. They'll think less about age differences and more about the real problems they're facing.
You can't eliminate age bias in the workplace, but you can overcome a big hurdle, which is the perception that as an older worker, you lack the passion of a younger worker. You may not be able to regenerate a lost passion, but you can at least develop a renewed enthusiasm and focus on what you want as a job hunter. A more effective sales pitch will go a long way toward overcoming old perceptions about age and indifference.
Thursday, May 13
Ask a Recruiter: Why Won't You Share the Name of the Company?
You show me yours and I'll show you mine...
Identifying clients to potential candidates is a delicate process in the world of recruiting. When you ask "who's the company" at the top of the call and we inform you that the company is 'confidential', we have our reasons.
And we happen to think they're pretty good ones:
Identifying clients to potential candidates is a delicate process in the world of recruiting. When you ask "who's the company" at the top of the call and we inform you that the company is 'confidential', we have our reasons.
And we happen to think they're pretty good ones:
- Often a search really is confidential. If a client wants to source candidates for a position that is currently filled (perhaps by an under-performer or an executive); the folks in HR are not going to post that information all over the internet; they are going to call a recruiter.
- If you're not a fit, you're not a fit. Telling you that my client is the company you have always wanted to work for isn't going to make things easier for either one of us. And for that matter, neither is begging me for an introduction. If in the course of our chat you do not convince me that you are a fit, you won't convince my client.
- Some people don't know how to take no for an answer. My clients only want to see candidates who meet certain criteria and they have asked me to find those people precisely because they don't want or have time to do it themselves. So, if you're not a match, I will tell you that and I will tell you why. I will keep you in mind for future opportunities. I will not submit you anyway.
- Not all candidates are as honest as you are. Positions with some companies are so highly sought after--and in this economic recovery period, in some cases it's any position with any company--that candidates will (and have) told me whatever they think I want to hear just for the chance to get in front of my client.
- Every recruiter who has ever made the rookie mistake of sharing the company data too early has a story about a candidate (qualified or not) who went ahead and applied directly to the company anyway.
A follow-up to Social Networking and the Job Search...
Facebook Privacy Settings Org Chart Courtesy of the NYT: http://tiny.cc/xpsf2
Monday, May 10
Weekly Wisdom-May 10, 2010
Five Signs Your Resume Is Passe
By Tania Khadder, Excelle
The workplace is not what it was five years ago. Neither is the job hunt. The most successful candidates are those who are ready and willing to adapt to a changing landscape. But it doesn’t matter how ready you are for the modern workplace if your resume’s straight out of 1994.
And sometimes, it’s the most minute details that make all the difference. Does your resume speak to the modern hiring manager? Or does it need a serious makeover? Your resume might be passé if:
1. You’ve forced it to fit onto one page
You’ve reduced your font size to eight, eliminated margins altogether and left out key information about yourself -- all to conform to that age-old one-page resume rule. Big mistake. After all, would a recent college grad really need the same amount of resume real estate as someone who’s been in the workforce for 20 years? Of course not. Don’t get me wrong: Your resume should be concise. Recruiters are busy people -- they don’t have time or the patience for long-winded career chronologies. But if your experience warrants two pages, by all means, don’t limit yourself to one.
2. You list an objective
Of course you’re looking to gain more experience in the field/sector/type of company to which you’re applying. Your interest in the job implies that. Do you really need to say it at the very top of your resume? At this point in the selection process, hiring managers are far more interested in what you can do for them than in what they can do for you. If you want to explain why you’re applying for the job, say so in your cover letter. Resume space is far too valuable to waste on information that is both redundant and inconsequential.
3. You don’t brand yourself
With the rise of social networking, everyone has become their own brand and you shouldn’t be afraid to show companies what you represent. Don’t just promote your accomplishments, but promote who you are.
Include your Twitter and blog URLs or your Google profile, so potential employers can learn more about you as a person. Twtbizcard is a great way to capture all of your 2.0 IDs. Of course, double-check to make sure there isn’t anything you wouldn’t want a potential employer to see on your sites.
4. You write “References available upon request” at the bottom
Once again, a waste of valuable space. Do you really need to say so? The hiring manager can only assume that if they ask you for references, you’ll provide them. What, are you going to say, no? Instead, prepare a list of references with contact details and your relationship to each. Hold onto it until you’re further along in the selection process -- you don’t want to annoy your references with repeated contact by employers who are less than serious about you. Most respectable employers wouldn’t bother to contact a reference until they are fully ready to make you an offer.
5. You list every job you’ve ever had in chronological order
In the olden days, the person with the most experience got the job. Nowadays, the person who’s most talented, has the most relevant skill set and has proved to be most valuable to her former employers gets the job. If you want to be that person, make sure your resume says so. Don’t list jobs that are irrelevant to the one you’re applying for just to fill up space. Instead, expand on the jobs that are relevant. Focus on measurable achievements in each role as opposed to a play-by-play of your daily responsibilities.
By Tania Khadder, Excelle
The workplace is not what it was five years ago. Neither is the job hunt. The most successful candidates are those who are ready and willing to adapt to a changing landscape. But it doesn’t matter how ready you are for the modern workplace if your resume’s straight out of 1994.
And sometimes, it’s the most minute details that make all the difference. Does your resume speak to the modern hiring manager? Or does it need a serious makeover? Your resume might be passé if:
1. You’ve forced it to fit onto one page
You’ve reduced your font size to eight, eliminated margins altogether and left out key information about yourself -- all to conform to that age-old one-page resume rule. Big mistake. After all, would a recent college grad really need the same amount of resume real estate as someone who’s been in the workforce for 20 years? Of course not. Don’t get me wrong: Your resume should be concise. Recruiters are busy people -- they don’t have time or the patience for long-winded career chronologies. But if your experience warrants two pages, by all means, don’t limit yourself to one.
2. You list an objective
Of course you’re looking to gain more experience in the field/sector/type of company to which you’re applying. Your interest in the job implies that. Do you really need to say it at the very top of your resume? At this point in the selection process, hiring managers are far more interested in what you can do for them than in what they can do for you. If you want to explain why you’re applying for the job, say so in your cover letter. Resume space is far too valuable to waste on information that is both redundant and inconsequential.
3. You don’t brand yourself
With the rise of social networking, everyone has become their own brand and you shouldn’t be afraid to show companies what you represent. Don’t just promote your accomplishments, but promote who you are.
Include your Twitter and blog URLs or your Google profile, so potential employers can learn more about you as a person. Twtbizcard is a great way to capture all of your 2.0 IDs. Of course, double-check to make sure there isn’t anything you wouldn’t want a potential employer to see on your sites.
4. You write “References available upon request” at the bottom
Once again, a waste of valuable space. Do you really need to say so? The hiring manager can only assume that if they ask you for references, you’ll provide them. What, are you going to say, no? Instead, prepare a list of references with contact details and your relationship to each. Hold onto it until you’re further along in the selection process -- you don’t want to annoy your references with repeated contact by employers who are less than serious about you. Most respectable employers wouldn’t bother to contact a reference until they are fully ready to make you an offer.
5. You list every job you’ve ever had in chronological order
In the olden days, the person with the most experience got the job. Nowadays, the person who’s most talented, has the most relevant skill set and has proved to be most valuable to her former employers gets the job. If you want to be that person, make sure your resume says so. Don’t list jobs that are irrelevant to the one you’re applying for just to fill up space. Instead, expand on the jobs that are relevant. Focus on measurable achievements in each role as opposed to a play-by-play of your daily responsibilities.
Friday, May 7
Wednesday, May 5
Mergers and Acquisitions: April 29-May 5
M&A, Financial Reports and Funding
from ihealthbeat.com
Merge Healthcare, a provider of radiology IT services, has announced the close of a merger agreement with Amicas, another radiology IT provider.
Healthline Networks, a health information services company, reported that it has raised $14 million in a third round of financing led by Investor Growth Capital, resulting in $50 million raised to date.
from ihealthbeat.com
Merge Healthcare, a provider of radiology IT services, has announced the close of a merger agreement with Amicas, another radiology IT provider.
Healthline Networks, a health information services company, reported that it has raised $14 million in a third round of financing led by Investor Growth Capital, resulting in $50 million raised to date.
Tuesday, May 4
Ask a Recruiter: Who Do You Work For?
From the candidate's perspective, it's a recruiter's job to make sure (s)he gets the job; from the client's perspective, it's our job to deliver a set of qualified applicants. If I had to pick one over the other, the short answer would be: I work for the client. However, just because the client is paying us to provide a service doesn't mean we don't have the candidates' best interests at heart.
Obviously, not all recruiters observe the same code of ethics and standards of disclosure--as with any profession, there are always a few bad apples, as the saying goes. But as professionals who build their careers on reputation, good customer service is instrumental to our success.
It is in our best interest to work toward brokering matches that produce the best possible outcome for all parties involved--clients AND candidates. We need you in the same way that you need us--without the cooperation and investment of top notch candidates we can't provide for our clients. If we don't deliver for our clients, we don't earn their repeat business and if we mistreat our candidates our networks stop being assets and can quickly turn into liabilities. We want you to remember us for the right reason.
Obviously, not all recruiters observe the same code of ethics and standards of disclosure--as with any profession, there are always a few bad apples, as the saying goes. But as professionals who build their careers on reputation, good customer service is instrumental to our success.
It is in our best interest to work toward brokering matches that produce the best possible outcome for all parties involved--clients AND candidates. We need you in the same way that you need us--without the cooperation and investment of top notch candidates we can't provide for our clients. If we don't deliver for our clients, we don't earn their repeat business and if we mistreat our candidates our networks stop being assets and can quickly turn into liabilities. We want you to remember us for the right reason.
Monday, May 3
Weekly Wisdom-May 3, 2010
Acing the Behavioral Interview
Have a story for every skill the hiring company demands.
June 4, 2008
By Jeanne Knight
"The most accurate predictor of future performance is past performance in a similar situation."
This statement is the premise behind behavioral interviewing, an interviewing technique created in the 1970s by industrial psychologists. This style of interview is becoming popular with employers, and it can be a challenging experience.
Traditional interviewing calls upon the candidate to state opinions: "Tell me about yourself." "What are your strengths and weaknesses?" "Why do you want to work for this company?" By contrast, behavioral interviewing requires job candidates to relate stories about how they handled challenges related to the skill sets the company requires for the position.
For example, if a job requires strong communication and team-building skills, an interviewer might ask candidates to recount past experiences where they explained new plans that brought a team together. Behavioral interview questions often start with phrases like, "Tell me about a time when ..." or "Describe a situation in which ... " or, "Give me an example of ..."
While your skills and experiences could be a perfect match for the position, you could lose out if you can't validate them with relevant anecdotes.
So how do you prepare for a behavioral interview?
First, you'll want to put yourself in the shoes of the employer and imagine what the ideal candidate for the position would answer from the interviewer's perspective.
Then, take the time to review thoroughly the job description and research the company and its culture. Look for cues about skills necessary for the job and valued by the organization. Next, think about the sorts of behavioral questions an interviewer might ask to determine those skills.
Here are a few examples of skill sets and some behaviorally focused interview questions aimed at surfacing them.
Decision-making and problem-solving
► Describe a situation in which you used good judgment and logic to solve a problem.
► Give me an example of a time when you had to be quick in coming to a decision.
Leadership
► Have you ever had trouble getting others to agree with your ideas? How did you deal with the situation, and were you successful?
► Describe the most challenging group from which you've had to gain cooperation.
Motivation
► Tell me about a time when you went above and beyond the call of duty.
► Give me an example of a situation in which you positively influenced the actions of others.
Communication
► Describe a situation in which you were able to communicate with another individual who did not personally like you (or vice versa).
► Describe a time you had to use written communication to convey an important argument or idea.
Interpersonal skills
► Give me examples of what you've done in the past to nurture teamwork.
► Give an example of an unpopular decision you've made, what the result was, and how you managed it.
Planning and organization
• When scheduling your time, what method do you use to decide which items are priorities?
• Describe how you've handled a sudden interruption to your schedule.
Once you've determined which behavioral-based questions you might be asked during an interview, look back on your past experiences and develop stories to answer those questions. Your stories should be detailed yet succinct, and they should always include the following three elements:
1. A description of a specific, real-life situation or challenge you encountered.
2. A description of the specific tasks and actions you took to overcome that challenge.
3. A summary of the results of those actions. (Try to quantify these results whenever possible.)
Here is a sample answer to a behavioral interview question that incorporates each of these elements.
Question: Give an example of a goal you reached, and tell me how you achieved it.
Answer: Due to cuts in funding to our adult continuing education program, we faced the daunting goal of drastically reducing our promotional budget without sacrificing our media presence in the community. As program director, I researched alternatives to the effective, yet costly, course brochure, which was produced and distributed biannually to about 60,000 residents of our service region. I was able to negotiate with two local newspapers to produce and distribute a new course brochure that increased distribution by 33 percent, to 80,000 residents, and decreased costs by 50 percent.
Familiarizing yourself with the behavioral interview style, crafting and practicing your stories, and doing some homework on the position you seek will ensure that you won't be caught off guard should you encounter a behavioral interview.
Jeanne Knight is a certified career coach/resume expert who helps people navigate career transitions.
Have a story for every skill the hiring company demands.
June 4, 2008
By Jeanne Knight
"The most accurate predictor of future performance is past performance in a similar situation."
This statement is the premise behind behavioral interviewing, an interviewing technique created in the 1970s by industrial psychologists. This style of interview is becoming popular with employers, and it can be a challenging experience.
Traditional interviewing calls upon the candidate to state opinions: "Tell me about yourself." "What are your strengths and weaknesses?" "Why do you want to work for this company?" By contrast, behavioral interviewing requires job candidates to relate stories about how they handled challenges related to the skill sets the company requires for the position.
For example, if a job requires strong communication and team-building skills, an interviewer might ask candidates to recount past experiences where they explained new plans that brought a team together. Behavioral interview questions often start with phrases like, "Tell me about a time when ..." or "Describe a situation in which ... " or, "Give me an example of ..."
While your skills and experiences could be a perfect match for the position, you could lose out if you can't validate them with relevant anecdotes.
So how do you prepare for a behavioral interview?
First, you'll want to put yourself in the shoes of the employer and imagine what the ideal candidate for the position would answer from the interviewer's perspective.
Then, take the time to review thoroughly the job description and research the company and its culture. Look for cues about skills necessary for the job and valued by the organization. Next, think about the sorts of behavioral questions an interviewer might ask to determine those skills.
Here are a few examples of skill sets and some behaviorally focused interview questions aimed at surfacing them.
Decision-making and problem-solving
► Describe a situation in which you used good judgment and logic to solve a problem.
► Give me an example of a time when you had to be quick in coming to a decision.
Leadership
► Have you ever had trouble getting others to agree with your ideas? How did you deal with the situation, and were you successful?
► Describe the most challenging group from which you've had to gain cooperation.
Motivation
► Tell me about a time when you went above and beyond the call of duty.
► Give me an example of a situation in which you positively influenced the actions of others.
Communication
► Describe a situation in which you were able to communicate with another individual who did not personally like you (or vice versa).
► Describe a time you had to use written communication to convey an important argument or idea.
Interpersonal skills
► Give me examples of what you've done in the past to nurture teamwork.
► Give an example of an unpopular decision you've made, what the result was, and how you managed it.
Planning and organization
• When scheduling your time, what method do you use to decide which items are priorities?
• Describe how you've handled a sudden interruption to your schedule.
Once you've determined which behavioral-based questions you might be asked during an interview, look back on your past experiences and develop stories to answer those questions. Your stories should be detailed yet succinct, and they should always include the following three elements:
1. A description of a specific, real-life situation or challenge you encountered.
2. A description of the specific tasks and actions you took to overcome that challenge.
3. A summary of the results of those actions. (Try to quantify these results whenever possible.)
Here is a sample answer to a behavioral interview question that incorporates each of these elements.
Question: Give an example of a goal you reached, and tell me how you achieved it.
Answer: Due to cuts in funding to our adult continuing education program, we faced the daunting goal of drastically reducing our promotional budget without sacrificing our media presence in the community. As program director, I researched alternatives to the effective, yet costly, course brochure, which was produced and distributed biannually to about 60,000 residents of our service region. I was able to negotiate with two local newspapers to produce and distribute a new course brochure that increased distribution by 33 percent, to 80,000 residents, and decreased costs by 50 percent.
Familiarizing yourself with the behavioral interview style, crafting and practicing your stories, and doing some homework on the position you seek will ensure that you won't be caught off guard should you encounter a behavioral interview.
Jeanne Knight is a certified career coach/resume expert who helps people navigate career transitions.
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