Don’t curb your enthusiasm

I just spoke with a very experienced and very sharp candidate regarding one of our Java vacancies. Whilst he did well in terms of demonstrating his considerable technical skills, I was seriously put off by his blase approach to the interview. When I speak with candidates, I work hard to convey enthusiasm, interest and energy. It’s a terrible shame when a candidate can’t reciprocate.
Don’t forget that we are not only looking for people with good technical skills. Excellent interpersonal skills are vital in the kind of work that we do. You must be able to interact with a variety of people and demonstrate knowledge, enthusiasm and interest to end users. Interviews are an opportunity to shine; make the most of them!!!

 

Relationship Recruiting

What is relationship recruiting? It’s a term often bandied about in the recruiting industry but I’m not so sure that it’s fully understood or implemented. Relationship recruiting is about networking, connecting and conversing with candidates with the purpose of bringing them into your organisation. Recruiters, however ugly we are, are the face/voice of a company for candidates. We have to build a rapport with candidates, understand where they are coming from and not “process” them. This business is about people and so we should treat everyone as an individual; we need to give them our time, honesty and answer all of the questions that they have about our company.

Sure, we need tools such as recruitment databases in order to keep track of our progress with recruiting staff BUT such tools should not be used to replace talking, humour and warmth. Despite the downturn, there are still many companies recruiting, Lab49 being one of them; we are still in competition for those great candidates so have to work hard to differentiate ourselves from the moment candidates apply. If a candidate looks really good, call him/her and have a chat rather than just sending them an email. I appreciate that it can’t be done for every candidate when recruiters have an influx of applications but remember that we should treat the candidate with respect and let them know that we value them and their interest in our company.

When we build a good rapport with a candidate, we make a good impression and differentiate ourselves from the “processing recruiters”. By doing that, they are more likely to recommend us to a friend or remember us when they are next looking; “Hey, I think I’ll contact that recruiter I spoke with last year. She gave me a really good impression of the company and kept in touch. I’m looking again so I’ll see if she is still recruiting”. Job done.

 

Week-end (I know that you don’t write it like that!)

Okay – I appreciate your eagerness, I really do and I really want to speak with you too. There’s a “but” coming….; my weekend is for spending time with my family and yours should be too! My colleagues and I are generally available between 8am and 5pm each week day to speak with candidates which is pretty good. We don’t, however, schedule anything in for the weekend. My colleagues and I deserve a break at the weekend as do you.

Just imagine if we did schedule interviews in over the weekend; what kind of slave-driving company would you be interviewing to work for as you too, would be expected to work over the weekend!

If you absolutely insist upon speaking with me at the weekend, you should consider what level of attention I could give to our conversation when either a) changing my daughters nappy (yum), b) making “farty” noises whilst tickling her tummy or c) trying to restrain her from making a Jackson Pollack of my conservatory whilst I’m trying to feed her awful looking green stuff

 

Join the team

The candidate pool has increased considerably over the past few months due to the credit crunch. As many of you may be looking for a new job, I wanted to remind you of a piece of advice I wrote about a while back. Whether you are looking to work at Lab49 or anywhere else, please keep in mind that most interviewers want you to get the job! They want you to do well in the interview and so, should, do their utmost to make you feel comfortable.

In some companies, interviews can seem somewhat nerve wracking because the interviewer does little to ease the candidates nerves. This can be due things such as looming project deadlines that leaves them little time to speak with you, the interviewer may be inexperienced and so over-compensates by coming across as overly assertive rather than confident. My point being, it’s not generally going to be an issue with your candidacy. Sure, it’s certainly NOT a good thing that some interviewers are this way as they, to the candidate, are the “face” of the company and so should do all that they can to attract you to the organisation.

Let me make this offer to you. If you are preparing for an interview (whether it’s with Lab49 or not), feel free to drop me a email with any questions about how to handle interviews/interviewers and I will do all that I can to help you in your preparations.

 

Holding Patterns

We’re working on a different approach to recruiting here at the UK office. Having been in touch with many candidates over the last year, I’ve encountered those that are interested in Lab49 but not ready to move yet for numerous reasons. Whilst that is quite understandable, wouldn’t it be great to have an offer of employment available to you for when you are ready to move?

If you are looking for a new technical role but aren’t quite ready to move, contact me anyway. We will happily guide you through the interview process and then, when you are ready to move, welcome you to our team. Due to having gone through the interview process, you would, effectively be pre-approved.

We’re of a size that means that we don’t have to follow the bureaucratic and rigid processes that stifle some larger companies – we respect that candidates work in different ways and are always willing to work with them during our recruitment process to find a mutually agreeable outcome.

 

Wt r u tryn 2 sy?

I hvnt a clu! I was watching one of the MTV channels on Saturday night and they have a ticker on the bottom of the screen showing messages that people have sent in to greet their friends etc. The messages are sent in via text so generally read something like this:

“2 Kev n Danny – r u out l8tr? C u @ pub”

Phonetically, you can read through this and make sense of it – right? I admit to being an old fart and typing all of my text messages in correct English using appropriate punctuation so was delighted to see the following message displayed on the screen:

“Does anyone speak English anymore?”

My thoughts exactly .

As Wikipedia says:
“Short message services are developing very rapidly throughout the world. In 2000, just 17 billion SMS messages were sent; in 2001, the number was up to 250 billion, and 500 billion SMS messages in 2004″. Given this kind of volume and the time it can take to type out a text, it’s reasonable that abbreviations have evolved and become standard within “text language”.

The rise of “text speak” is part of the continuing evolution of the English language – many years ago, abbreviations (always makes me laugh how long that word is..) such as “wouldn’t” or “can’t” were considered sloppy and inappropriate use of the language. I wouldn’t say that my own grammar is perfect but I always ensure that I use language appropriate to the situation at hand.

When applying for a job, you work so hard at getting your CV together and finding positions to apply for, that it’s a real shame that candidates let themselves down by using “text speak”. Sending a recruiter or hiring manager a message such as say,

“@3. TA4N. CU”. To you, this might say “At 3pm (so perhaps confirming an interview time). That’s all for now. See you”.

To me, it says, “can’t be bothered to type a coherent sentence and I wonder how they would interact via email and the like with clients on site?”

“Text speak” has not evolved so far as to be appropriate for business use – save it for your friends and show potential employers that you can communicate appropriately – telling me to “Bgr off” does not count…

 

Play that funky music…

I just read this article on the BBC after hearing about it this morning. B&Q a respected DIY retailer in the UK apparently asked candidates to dance, copying a managers routine, before settling down for the interview with them. How absolutely appalling!! They should have asked the candidates to freestyle rather than copy

A B&Q spokesperson said the following:

“We made it clear to all of the candidates that they did not have to take part if they did not feel comfortable and that it would not influence the recruitment process at all,” it said in a statement.” I think that most candidates would give the dancing a go (regardless of their level of comfort with it) in order to ensure that their chances of getting the job was not jeopardised so in that sense, they felt compelled to carry out an unnecessary and humiliating task.

On a serious note, it is the role of the interviewer to try to ensure that the candidate is relaxed prior to the formal part of the interview starting. Here at the Lab, we are very respectful of candidates both in the interview situation and afterward (see my earlier post regarding candidate feedback).

I can see from the B&Q article that the interviewers did have the candidates best interests at heart in terms of wanting to relax them prior to the interview but asking them to throw shapes is just an appalling and humiliating way to do it. Having been the other side of the interviewing fence on many occasions, I can see that a skilled interviewer need not resort to ill-advised ridicule in order to calm a candidate. A friendly manner, a relaxed start to the interview (encouraging a candidate to talk about something that they are very familiar with – and therefore happy to talk about) and the air of being genuinely interested go a very long way.

 

That Don’t Impress Me Much

Interviewing with Lab49 is only the start of your interviewing career with our company! Some of our clients like to interview our staff prior to us starting a project. Every member of staff at Lab49 is aware of what makes a good interview as being able to interview well is the very lifeblood of our company – we HAVE to impress our clients in order to get work.

The staff here at Lab49 are smart – both from an interpersonal and technical perspective and they know that to give a good interview they must:

1) Smile! The client wants to know that you want to be there and that you are keen to be part of that project. Be enthusiastic – if you’re not, you’re interviewing with/are a part of the wrong company for you and that’s no good for anyone

2) Good handshake. A lot of information is given in that handshake (see How to lose a job in 10 minutes) – firm but not bone-crunching. Sure, everyone gets a little nervous and therefore sweaty palmed – try to discreetly dry your palm before shaking the interviewers hand.

3) Listen!! Like I say, our staff are really smart and part of what makes them smart is that they LISTEN to other people – they are not arrogant people who think that no one can teach them anything. In a client interview, a problem and solution will often be discussed and to fully understand the project at hand, you need to hear it from the ‘horses’s mouth’ as it were.

4) Stick to the subject. Don’t go off on a tangent. If you are asked a question – answer it but ensure that you are giving relevant information. For example:

Interviewer: Are you an experienced .NET Technologist?
Candidate: Yes, I have been using .NET professionally for 5 years on a variety of projects. I also ensure that I keep up to date with the latest happenings in the .NET world to maintain my edge

So, the question is answered but the candidate has also demonstrated enthusiasm for their craft. Here’s a less successful example:

Interviewer: Are you an experienced .NET Technologist?
Candidate: Oh yes, I’ve been using it since 2001 when is was just okay and I know that the latest garbage collection generation is 2 and when I did X, we found that Y and then Bob and I disagreed about the way to go forward and we both ended up speaking with our line manager about it. He thought that Bob’s idea had merit which ticked me off because Bob didn’t really know what he was talking about.

Wow – that’s alot of information – lots of information that the interviewer didn’t ask for. The basic fact in your answer is that you have 5 years experience of it but the significance of that is lost amidst a whole load of rambling. What a shame.

5) Not see the interview as a time for technical experimentation.
So you have a few “out there” ideas about how to use technology huh? That’s really cool but there is a time and place for such discussion (back at the Lab for example). A client will typically be leading a multi-million dollar project which tight timescales and high visibility within the business. Now is not the time for your thoughts on technical experimentation! The client wants the best solution in the shortest amount of time to benefit the business as a whole. The client does NOT want a missed deadline and an inappropriate solution that focuses upon satisfiying your technological desires than the users needs. The KISS approach is just what is needed:

Keep
It
Simple
Stupid!

6) Demonstrate that they played an active part in previous projects/roles.
Candidate: So we did X and then we did Y
Interviewer: That’s great but what did YOU do? What was your part in this?

You’ve no doubt done some great work in your previous roles, why not shout about it (not literally thank you!)? Take ownership of your achievements! I did this, I did that and I’m proud of it! Sure, no one likes a bragger but you can have individual achievements and work within a team environment. Be balanced in giving credit where due and you will be fine.

7) Know about the role that they are interviewing for.
Do some research! Read newsgroups, technical forums etc to keep yourself technically and commercially sharp. The more you know about what you are interviewing for, the more relaxed you will be and demonstrating knowledge garnered via research will impress a client too.

8 ) Show positive body language.
Sure, interviews can be a little nerve wracking but as consultants, our staff know that crossing your arms and retreating into your chair when asked a tricky question, really speaks volumes. Body language should be open, relaxed and directed toward your interviewer. Good eye contact reinforces whatever point you are trying to make – don’t stare though! As mentioned in an earlier post, body language accounts for about three quarters of our communication so make yours count.

9) Accept a drink if offered!
Not only does it help to avoid a dry throat and coughing, it can provide valuable thinking time. Say you are asked a tricky question, taking a sip of your drink whilst thinking can enable you the time you need to think without any awkward pauses. The fact that your hand might shake a little when lifting the glass really is not taken into consideration.

If you have the technical skills to do the job, by following the above guidelines, there is nothing about your interview performance that will stop you getting the job.

Good luck and have a very merry Christmas and joyful New Year.

 

Riddle me this…

One thing that I have emphasised on this blog is the fact that our staff really get involved in interviewing. This means that candidates can have really cool technical conversations with exceptionally smart people. That’s all well and good but what else can a candidate get from an interview with a technical person?

The answer is… the opportunity to impress the next interviewer.

Huh? Doesn’t make sense? Well, actually, it does!

When you speak with our guys, they ask you questions about technologies that are really important to our company. So, when you speak with a Lab49 technologist who asks you a question about say, Garbage Collection for .NET and you don’t know the answer, say so. Maybe, you can work out the answer together (our interviewers are so cool that they will be happy to do this with you) or maybe, you are both on a tight time schedule and don’t have the opportunity to go through GC there and then. You know what you should do?

READ UP ON IT!

But, hey, you may say, I’ve already been asked about GC, so your other interviewers won’t ask me about that. Wrong! Whilst you may not be asked a question specifically about GC, you may be asked a question where your knowledge of GC helps you to come across as a really solid techie. Indeed, imagine how pleased your interviewer will be to hear those sacred words,

“I didn’t know the answer to the question that X asked me so I spent some time learning more about it.”

Those are just the kind of things that Lab49 wants to hear of it’s techies! It shows that you are passionate about technology and that you don’t see knowledge as something that is finite.

Our tag-line is “Innovation On Demand”. In order for that to ring true, we want passionate technologists who want to find out more and then go ahead and do so. We want you to come along and work with Lab49 to make our company even better. Are you up for the challenge?

Have a good Monday.

 

Interview With A Will Hire!

We are far less scary than Interview with a Vampire – Matt occasionally draws candidate blood but that’s about it

The interview process here at Lab49 is rigorous – it’s something we see as absolutely key to ensure the calibre of your colleagues and the quality of delivery to our clients. We, in turn, provide the kind of environment where you can fulfil your potential and work with some amazing people.

Whilst I manage the interview process for the UK and at some point in the process you, unfortunately , have the pleasure of meeting with me, the rest of your interviews are with your potential new colleagues. That’s it – you get to speak with those people who make our company – they are exceptionally passionate about technology and that shows in every single interview that they do.

We ask for full and frank feedback from all interviewers in the process and we pass that on to the candidates. Interviewing is always a 360 process and so by giving candidates their feedback and candidates sharing their feedback with us, both parties have the opportunity to improve and add more value to their role in the process.

One of my colleagues recently passed on some feedback about a candidate (he had also made the recommendation to the candidate during the interview that he read certain techical books); he had excellent interpersonal skills and a real passion for technology but his previous experience had blinkered his technical abilities and made him rather narrow in his knowledge and outlook. My colleague passed this feedback on to me and I, in turn, sent it on to the candidate. The candidate, who I knew to be a great person, mailed me back asking me to thank my colleague for his time, feedback and advice and to say that he was now reading one of the recommended books.

I passed this feedback on to my colleague who was surprised about the positive feedback from the candidate – expecting that the candidate would be somewhat defensive rather than welcoming of his honesty. It goes to show that those technologists who are always looking to improve (our kind of people!) will admit that they can and want to learn from others (as per Lab49’s collaborative learning environment).

Should you receive feedback from an interview that has perhaps not gone so well, remember that the interviewer has taken time to provide constructive (in most instances – certainly that’s the way it is here!) feedback to enable you to get better and better – not to put you down….