Come to Keene!

A job search is personal.  The end result, beginning a new position, will meet many needs: money for necessary expenses, money for not-so-necessary expenses, health benefits, an opportunity to make a contribution.  The list could go on and on, and it would be different for each person.  Each candidate has something different to gain when applying for a position.

The reality is, though, that businesses aren’t looking at “what’s in it for you.”  Yes, the recruiters, by definition, will be trying to convince the final candidates to come join the organization.  But, that is not the job of the hiring manager.  Their job is to find the person who will fulfill the business’ needs.

Look at this as a sales pitch.  The job seeker is the sales rep, and the hiring manager is the prospective client.  You will be selling your services to the company in exchange for salary, benefits, and a place to go each day.  Therefore, you need to build your case first, then ask for the sale.

Step One: The Advertisement or The Resume

How many ads have you seen lately that begin with “We need to increase our revenue by 110%?”  In contrast, how many resumes begin with an objective of “to use my experience in a position that allows opportunities for growth?”  I have seen far too many resume objectives and cover letters that include statements similar to this one, statements focusing on the candidate’s personal objectives.  I know that it truly seems that this is what should be listed in the objective.  Really, I understand the confusion.  Which is why I would lobby against including an objective.  Taking this out eliminates the possibility that you might begin your sales pitch with “what’s in it for me.”  I have found that a header is a much more effective way to begin a resume.  Much like an advertisement might begin with “The Best Meal You Will Ever Eat,” a resume header will tell the hiring manager what they will get with your experience, such as “Leader in Business-to-Business Sales.”

Step Two: Preparing the Presentation or Prepping for the Interview

Putting together a sales presentation, a good sales rep will know exactly what that business needs at that moment.  They will have done their research in order to craft a targeted message: “You are in need of X because of Y, and here is how we can deliver that.”  Going into an interview, you should know how your skills and experience will benefit this organization.  Start by reading the job description, then put together all of the ways in which your experiences will meet the needs listed.  Treat the job description as a bid for services.  When my husband and I needed to buy a new furnace, the various heating companies we called asked about all of our needs during the initial call so that when we met with them they could provide estimates on options that would best meet our needs.  And, then we chose the company that offered the product, services and price that matched our expectations…but I’m getting ahead of myself.

Step Three: The Pitch or The Interview

There will probably be multiple points during an interview when it would be far too easy to talk about what you are looking for.  You will probably be asked why you are currently looking for a new position and why you were interested in applying for this role.  I am not suggesting that you be dishonest (you can read how I feel about that here).  But, I have had candidates tell me that they need to increase their current salary in order to buy a house or because their wife is pregnant or because they haven’t been promoted as promised.  Would a sales rep tell a prospective client that they needed to increase their sales in order to receive a bonus?  Not if they actually wanted to make the sale.  A simple answer about wanting to gain experience in another part of the business is the best way to go.  If pressed for details, don’t seem as though you are hiding something, but don’t go into a full description of how much you despise your current or former employer.  Focus on what you can bring to the organization.  As the hiring manager goes through their questions, bring up the pitch-points you have put together.

Step Four: The Close or The Offer

You will then be asked “how much does it cost?”  The question won’t be phrased that way in a job offer conversation, but that is essentially what is being asked.  “What salary range are you targeting” means “How much do your services cost?”  Many candidates grow very uncomfortable and try to shift the question back on the recruiter.  We are not a bartering society, however.  I do not go to Target and say to the cashier “I will give you $10 for this lamp.”  Target tells me how much the lamp costs, and I decide if the lamp is worth that price to me.  Research the market, look at your current and projected financial situation, and decide on a range that would make sense for you.  We don’t want to have someone settle for far less than they feel they are worth or that they need; this will only lead to an unhappy employee.  And, unlike my Target example, there will typically be some room for negotiation.  If you have demonstrated that your services are worth the price, you will probably win the bid.

This is a country built on capitalism, and while the title leaves a bitter taste in the mouths of some, recruitment is the search for Human Capital.  We are looking for the candidates who can fill the current business needs at a price we can afford.  But, since we are also in Human Resources, we would love to later hear all about your new home/baby/career path.