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Informational Interviews…should you ask for one?

External candidates contact me pretty frequently to ask for informational interviews. I understand why they do it and I try to help them understand why I can’t grant informational interviews. It could potentially turn into a full-time job for me.

Recruiters at large companies will get a high volume of applicants for each position. I can’t tell you how many exactly, but it’s a lot. My guess is that some positions get hundreds of applicants. Could I grant each interested person an informational interview? No. Would we grant some phone interviews once we have reviewed resumes and identified some people that potentially match our needs? Yep.

In my opinion, informational interviews don’t actually exist. No real interviews exist outside the funnel. This is why we don’t recruit by standing on street corners reading out our job descriptions. For large/well known/great employers, there’s no reason why they would make themselves available to any/every candidate, resume unseen. It’s just not smart. Once the resume has been shared (or some biographical data, something), and a recruiter expresses interest in the candidate’s background, then it’s an interview-interview. There’s some mutual interest.

All interviews should have an informational element to them. The interviews go both ways and candidates should ask lots of questions of the potential employer. But the candidate has to get the attention of the recruiter by representing themselves as someone who could possibly fit a position at their company and/or has some highly sought after competitive skills.

Really, the only people that I think should ask for informational interviews are people that have a well-known, rare or exceptional skill set that speaks for itself. For example, if Jack Welch contacted me for an informational interview, I’d grant it because, well, he’s Jack Welch (my first question would be “are you crazy?” and then I’d tell him to go enjoy himself).

But most candidates are trying to use the informational interview to get noticed or to get a foot in the door. Unfortunately, in this age where people can apply to a position with a few mouse clicks, that can be a challenge. Unless you have a personal connection with the recruiter, you’ll likely have to make that first impression by resume; where the (purported) skills speak for themselves. I think that for the candidate, it’s also challenging when they ask the informational interview of the recruiter versus someone in the business. Recruiters are contacted by so many candidates that it would be very difficult to determine who to say no to and who to say yes to.

One thing that recruiters can and should do is network with candidates for future opportunities (as time allows). I think of this as something different than the informational interview, which implies that the person is looking for a new role right now. Nothing wrong with networking. There are a number of people that I stay in touch with and think of when new opportunities arise. These are people that I have somehow built professional relationships with. Current technology is so easy to use that much of this can be accomplished through LinkedIn or other means (like a CRM solution). Information can be exchanged without the recruiter having to accommodate a meeting wherein the candidate pitches their skills. I mean, that is what an informational interview ends up being more often than not. It’s kind of a “now that I got your attention, let me tell you why you should be interested in me”. The problem is that with significant workloads, the recruiter has to already be interested in you for you to get their attention with an interview.
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What to Do After the Interview to Increase Your Chance of Getting the Job

I’ve been a recruiter since 1997 and have interviewed hundreds of applicants. I’ve previewed and/or screened a few thousand more. Here’s a little inside secret - recruiters and employers want you to be the perfect fit for the job. Why?

Because it makes their job easier. We’d rather see 4-5 people for a job, than 10, 15 or 20. So, knowing in that when you are called in for an interview, half the battle is already won. We are on your side. Please, please make our job easy by being what we think you are.

In my opinion, the candidate selection process breaks down to about 50% skill set (eg, what’s listed on the resume). What you do during the interview takes up another 25-30%. So, that means that a whopping 20-25% depends on what you do after the interview.

Following are two after-interview tips to greatly increase your chance of landing the job.

a) Be Proactive: As in, don’t wait for the interviewer to call you. When you send in that thank you card (email), reiterate ways you can help them with whatever problem they’re having.

INTERVIEW TIP: During the interview process, ask pointed questions about your duties. Try to hone in on problems or areas you can improve on.

This will serve you well after the interview, because when you do your follow up via a thank you card or thank you email, you can expand upon the point. Eg:

“I’ve been assessing the high turnover rate in your southern region. During our conversation you mentioned that you had experienced rapid growth and that each branch operates independently.

As your team has probably recognized, but had little time to implement, putting operational guidelines in place and training all staff to handle orders in a systemic way will go a long way towards reducing the turnover rate.

My strength is in creating organizational systems that allow a business to thrive. I welcome the challenge this position requires and look forward to hearing from you regarding a possible start date.”

While to some this may seem long-winded and presumptuous, to others it will come across as detailed and confident. This type of focus is rare in an after-interview. It shows the employer that you are well aware of what their biggest concern is, have given it some thought, and are ready to roll up your sleeves and get to work.

b) Ask for the Job: This doesn’t have to be as direct as it sounds. But, equate it to the dating world. Have you ever been attracted to someone and you were pretty sure they were interested but you just couldn’t get up the nerve to ask them out because, what, after all, if you were wrong?

Believe it or not, some employers are like this. They will want a candidate, but will figure that they can never afford you, that you’d be bored, that you’re used to _________ (fill in the blank).

Calling back a day or two after the interview - unless they’ve expressly asked you not to - and saying something to the effect of, “I was very impressed with your organization before the interview. After it, even more so. I just wanted you to know that I would welcome the opportunity to work with XYZ, and eagerly await your decision.

This removes any doubt from the employer’s mind about your interest in the position. And, all things being equal, you are much more likely to be offered the position than the candidate who is just waiting by the phone.

I know this firsthand. One of the last jobs I got was because the employer said that I called and basically asked for it. It was between me and another candidate, and they were on the fence, leaving the decision until the next day. BUT, because I called, I got the job. True story!

How to Follow Up: Phone Call, Email or Thank You Note

There is room for all three. But, all things being equal, I would send an email the same day as the interview. THEN, I would follow up with a handwritten thank you note.
While this may seem old school, I can count the number of thank you cards on one hand I’ve received from applicants. They always made the applicant stand out.

Phone calls are iffy. If they haven’t expressly forbid it, I would follow up 1-3 days later. If you do call, make it brief and to the point. Basically, just reiterate your interest in the job and let them know that you anxiously await their decision.

As you can see, there’s a lot to be done after the interview that can make or break your chances of receiving an offer. Just because the interview is over, don’t miss the chance to make that list, final, lasting impression. Good luck!
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Know the rules of employee recruiters

There’s just one thing between you and that great new job: a middleman, also known as a search firm or recruiting agency.

You could find yourself working closely with a recruiter before you ever land an interview with the company you want to work for.

It’s the job of the recruiter, who is hired by the company, to weed out candidates, search for stellar prospects and narrow them down based on a profile from the company. The recruiter then hands over a best-of-the-best list to the client.

If you thought you never would have to deal with recruiters because they only do executive searches, think again. There is a recruiting middle market for positions paying from $30,000 to $100,000 that companies also need help filling.

If you never have worked with a recruiter, it can be intimidating. But if the job you seek is connected to a search firm, you want to know your stuff.

Here are five tips that will help you deal with the middleman:

Research the search firm.

There are generally two types of search firms.

Retained search firms are hired and paid by a company to identify and recruit employees with a specific skill set. A contingency firm, on the other hand, is paid only when a company hires a candidate it found.

While companies often contact recruiters, it’s OK for you to send a resume and cover letter to a search firm, but don’t be pushy. Simply state, “I would appreciate your adding my resume to your database in case you are retained for a search that would match my qualifications,” said Jane Howze, founder of The Alexander Group.

Pretend the recruiter is the employer.
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New challenges and opportunities inspire boomers to explore options

What are you doing the rest of your life?

It’s a question baby boomers like Arlene and Dan faced as they abandoned their 9-to-5’s. Two successful professionals, they planned their perfect vision of retirement, which included moving to a beautiful spot in France they had visited during several vacations. They would visit museums, paint, sketch, visit friends and enjoy cooking, their favorite hobby.
After 18 months away, they suddenly returned to their hometown and were asked, “What are you doing here?”
“It was horrible,” they said. “It’s not for us.”
Then, laughing, they added, “We flunked retirement.”
While most Americans spend years daydreaming about retirement, baby boomers are quickly realizing traditional retirement isn’t for everyone, said Jeri Sedlar, co-author of “Don’t Retire, Rewire! Five Steps to Fulfilling Work That Fuels Your Passion, Suits Your Personality or Fills Your Pocket” (Alpha Books).
More than 77 million baby boomers were born in the United States between 1946 and 1964. Many, now in their 50s and 60s, will soon see their family and work obligations recede, presenting them with the potential to become a dynamic social resource.
In the Delaware Valley, there are nearly 1.5 million people ages 50 and older. As that number continues to grow, the boomer generation will redefine aging — and aging will in turn change the boomers, who are considered the healthiest, most active and best educated in the nation’s history.
Ms. Sedlar and her co-author husband, Rick Miners, interviewed Arlene and Dan for the book and concluded that, with some introspection and planning, the couple could easily have found a satisfying retirement in their own back yard.
“All they had to do was to know themselves better,” Ms. Sedlar said.
At WHYY’s Technology Center in center city Philadelphia, a three-part public television lecture-and-discussion series titled “Boomervision!” explored the transition of the tristate region’s baby boomers from work to rewarding and enriching retirement.
The “What Next?” episode featured a panel of high-profile citizens who themselves are in the midst of planning their retirements and deciding their next steps.
Panelists included Gail Shister, Philadelphia Inquirer syndicated television columnist; Scott Palmer, WPVI news and sports anchor, retiring after 33 years; Marv Schlanger, former ARCO Chemical CEO; Oliver St. Clair Franklin, honorary British Consul and President and CEO, International House Philadelphia, and Lily Yeh, artist, urban designer and former head of the Village of the Arts and Humanities.
Due to illness, Mr. Sedlar was unable to moderate the series. Dick Goldberg, “Coming of Age” director for the initiative led by Temple University’s Center for Intergenerational Learning, WHYY Wider Horizons, United Way of Southeastern Pennsylvania and AARP Pennsylvania, filled in.
The nonprofit “Coming of Age” project promotes volunteerism, learning and community leadership for people age 50-plus. The “Boomervision!” discussion built on those initiatives by explaining there are many great opportunities in the Delaware Valley region — Pennsylvania, New Jersey, Delaware — for soon-to-be retirees approaching their second phase of life.
“At least 76 percent of people at retirement age want to do some kind of work, usually new work,” Mr. Goldberg said. “They feel it gives them purpose and value. About 17 percent just hit the wall and pursue traditional retirement.”
“Coming of Age,” he added, is now developing a resource-rich Web site that will train residents for volunteer positions and help residents plan for the future.
The panel members, all successful and educated achievers, offered capsule assessments of how they view the next stage of life.
“Retired CEO’s are a strange lot,” Mr. Schlanger said. “The have long been in control, made judgments, seen their decisions carried out — and suddenly they don’t have their empire. Since I retired, I’m looking to invest in some new venture. I’m not sure just yet what it will be.”
Mr. Franklin retired from his job as an investment banker and “now I love my work at International House, particularly being around young people. Their energy is very infectious.”
Mr. Palmer said, “Since I’m only retired about 72 hours, I can’t say exactly what I will be doing. But I hope it will be something creative. Right now, I know I will miss the daily stimulation of news reporting and seeing my colleagues each day.”
Then, he pointed to his 91-year-old father in the audience and said, “There’s my inspiration — my father has always set a great example of how to live.”
At the Philadelphia Inquirer for 26 years, Ms. Shister, agreed that her work was very rewarding. “I have a platform every day where I can say whatever I want. That will be hard to give up, so I’ll have to think about what I will do. With a 19-year-old daughter in college now, I will probably be working for some time.”
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Five cover letters that can land you a job

In a fast-paced, Internet-laced world of job searching, a seemingly archaic yet extremely effective tool is often forgotten: the cover letter.

You know — that actual piece of paper on which you brag a little, kiss up a little and lay out as un-desperately as possible why you want the job.

Well, there’s an update to that traditional cover letter, a wave of letters meant to quickly catch the attention of not just employers, but all sorts of people who can help in the job search.
Some call them next-generation letters, and types range from high-impact networking letters to personal branding letters. They can be used as an attention-grabbing attachment to resumes or by people who just want to keep their options open.

Take a look at five letters you can write and then send (in an envelope with a stamp!) to boost your chances of landing a job.

The personal branding letter
Think of this as an advertising campaign for yourself. It is written to communicate your personal brand and the value your brand brings to an organization.

“This is basically your unique skill set, what you have that is different,” says Wendy Enelow, a career consultant.

Some people create logos, slogans and taglines. Enelow gives an example. At the top of the page in bold letters write who you are, like “Strategic Health-Care Executive.” Underneath that put a slogan: “Changing the Way Health Care Works.” Then in several boxes you might break out your brand extension, listing specific skills.

The high-impact networking letter
Break open the Rolodex or BlackBerry and rediscover your network. Write each person in the network a letter letting him or her know you are looking for a job. In return, you will get job leads and other contacts.

“When you write these letters, cut to the chase,” says Enelow, co-author of “Cover Letter Magic.” “Tell me instantly what you bring to the table.”

For example: “I am a senior-level sales professional with 20 years’ experience in pharmaceuticals.” Tell them you will follow up so they don’t feel obligated. They may have a lead in mind when you contact them.

The reconnecting letter
This is similar to a high-impact networking letter but reaches beyond your current network. You send it to people with whom you have lost touch — perhaps a former boss, a company you interviewed with five years ago or even an old hairdresser who knows a lot of people.

This letter isn’t as direct as the high-impact one. It is simply a way to reconnect, let people know what you are doing and that you are looking to change jobs. Enelow says it’s important to remember when writing this letter that you offer something as well.

“Ask: ‘If there is anything I can help you with, let me know,’ “ she says. “It’s all about the two-way street.”

The traditional cover letter
This letter typically expands on the bullet points of your resume, telling the reader your assets and aspirations. But just because it is in a traditional format doesn’t mean it can’t stand out.

Recruiters suggest you personalize the letter for each company, rather than sending out a generic form. Research the organization and sprinkle that knowledge throughout the letter. Find the name of the person who will be hiring and send it to her as well as the human resources department.

“The job search is all about competitive distinction, how you can position yourself to stand out in the crowd,” Enelow says.

The career-update letter
After you have accepted a job, send this letter to people in your network, whether they helped you land the job or not.

This will help keep your network live.

In the letter, thank them for their help, let them know you’ve accepted a job and remind them again that if any good opportunities open up to keep you in mind. You never know when your dream job will pop up.

“You always should leave the door open,” says Enelow.

And be sure to ask again if there is anything you can do to help them.