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On the job hunt, preparation is the key
On the job hunt, preparation is the key

Could it be that Christmas is a good time to search for a job?

That’s what a representative of Lee Hecht Harrison, an outplacement and career services firm, says. “During the holidays, competition is reduced and most organizations have developed their budgets for the coming year and can predict their hiring needs and goals,” says Leonard Posey, a senior vice president.

If you do get an interview, are you prepared? Doug Hardy and Jeff Taylor, authors of “Monster Careers: Interviewing,” have some answers:

Question: Interviewers always like to ask what your weaknesses are. How honest should you be?
Answer: Hardy and Taylor agree you should always be honest. “Although candidates typically try to spin a weakness into strength by saying, ‘I’m a perfectionist’ or ‘I overwork,’ employers have heard these ploys a thousand times. Instead, identify your weakest point in the job’s noncritical qualities, and outline your plan for overcoming it.”
Q: My husband and I are moving to another state. We will have to take temporary jobs. How bad will our resumes look if we worked at Lowe’s while interviewing for a job that is a better fit for our skills and education?
A: In your cover letter or e-mail, tell the truth. “If you sound like you’re in control of your career, that says good things about you,” Hardy said.
Q: I have an interview for a position and the pool has been narrowed to myself and one other person. How do you approach a salary discussion when another candidate is being considered?
A: Act as if you were the only candidate. “Focus not only on a number but on what the employer will get when they hire you. They will compare the total package of your skills, experience and character, not just the price,” say Taylor and Hardy.
Q: What’s the best way to find out the salary of the position being offered?
A: Research the range by networking with friends in the profession, and seek information online.
“It’s often best to let the interviewer mention a salary range first, although they usually frame it as a question. If you know generally how much the job pays, and you’ve determined a range you’re comfortable with, you can throw out a range but make it broad, at least 20 percent around the figure your research has determined is the market rate.”
Q: Why can’t company executives tell a job candidate if they didn’t get the position? This has happened to me and to many other job seekers I networked with. I understand for lower-level jobs with hundreds of applicants, but it’s disgraceful at executive levels.
A: The companies don’t bother “because they’re busy, or they’re not organized or things get away from them,” Hardy said. “If I were you in that situation I’d practice my professional demeanor and respectfully follow up, even if the answer looks like it’s no. If they never get back to you that says something about their business, or lack of organization. Don’t take it personally. And when you’re in a position to hire, remember to follow up with every candidate, so they don’t have to endure what you have.”