The 6 Traits Hiring Managers Really Want

iStockphoto.com | Monkeybusinessimages

While every hiring manager tends to look for something a little different in a candidate for their open job, here are the six traits I've consistently seen managers look for as they conduct interviews.

TRAIT #1: Job Skills and Qualifications
REASON: Seems like a no-brainer, right? But when an employee doesn't work out because they don't possess the basic requirements of the job, it can be painful (and costly) for the organization to either coach the individual up or replace them. Since hiring can be risky, hiring managers often fall back to passing on an individual if they aren't sure they have the technical and people skills.
HOW TO SHINE: Read the job description before the interview; it will give you a very clear idea of the hard and soft skills the employer needs for the role. Eliminate the hiring manager's doubt by preparing and providing concrete examples of how you have used these skills in the past.

TRAIT #2: Likeability
REASON: No secret here. People like to work with people they like, who fit into the culture of the organization. Since a hiring manager will be spending more than a third of their life with anyone they hire and team chemistry matters, they may prioritize personality as highly as they do technical skills.
HOW TO SHINE: Use the manners your mother and father gave you. Smile. Be polite. Dress nicely for the interview. Send thank you notes. Come armed with great job references from former managers and coworkers who can gush at length about what a pleasure it was to work with you. And do your research about the culture of the company, so that you can talk about how well you'll fit in.

TRAIT #3: Team Orientation
REASON: Does the candidate know how to work well with others? In this age of cross-functional collaboration, teamwork isn't just a nice-to-have, it's essential.
HOW TO SHINE: Demonstrate that you've been able to move seamlessly into different working relationships based upon the needs of the situation. Talk about the times you've led,  the times you've been led, and how you've partnered successfully with your peers to get the job done.

TRAIT #4: Energy
REASON: The workplace tends to be a fast paced environment with heavy expectations, and a low-energy interview may work against a candidate. A calm and measured demeanor may be great for some roles (librarians and brain surgeons come to mind), but positions with rapid-fire deadlines require a bit more pizazz.
HOW TO SHINE: Convey a sense of excitement and animation during the interview. Sit forward in your chair. Provide examples of how you dealt with tight deadlines, adapted to fast-moving work environments, and successfully brought programs to conclusion.

TRAIT #5: Adaptability
REASON: Companies change priorities – often – and they need employees who can change right along with them. If hired, how will the candidate deal with frequent reorganizations, new assignments, and shifting deadlines?
HOW TO SHINE: Talk about the times you've had to adjust to shifting responsibilities and expectations, and how you managed to succeed in spite of these.

TRAIT #6: Growth Potential
REASON: In other words, is the candidate promotable, or will they spend the rest of their life in the role for which they get hired? Managers are often judged for their ability to identify and groom the next superstar.
HOW TO SHINE: Provide examples of people you've managed, mentored, and coached. Make sure your resume shows career progression, with added responsibility over a period of time. Were you an individual contributor (i.e., non-manager)? Talk about projects you've managed.

---

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.

4 Powerful Reasons To Cultivate Great Job References

They're calling your ex-boss. What will she say about you? / iStockphoto.com (Dmytro Buianskyi)

Job references come in several forms - a verbal or written reference, a letter of recommendation, or a short write-up for you to post on your LinkedIn profile.

And they matter – more than you think.

Here are four powerful reasons why you should dedicate the time to cultivating your job references. After all, a positive reference may be your ticket to that job you've always wanted.

1. Glowing references can overcome a potential employer's doubt. Employers are generally risk-averse by nature, and making a hiring decision can be quite risky; a hiring manager on the fence can be swayed to your favor by an ex-boss sharing the wins you garnered while you worked together.
    

2. You can help prepare a reference in order to improve your chances. Before offering up your ex-boss's name and number, speak to your reference about the types of skills and experience your potential employer is looking for, and he or she will be prepared to give appropriate – and favorable – examples.
    

3. LinkedIn recommendations build your brand in the employer community. If all of your former managers have written nice things about you for you to share on your LinkedIn profile, they are willing to publicly stake their reputations on you. Isn't that worth something to your brand equity?
    

4. By asking for references, you're building your job-hunting network. You may not be on your referral's radar. But they may be willing and able to consider you or refer you for a new job opportunity if they're aware you're on the hunt.

By the way, before giving out anybody's name as a reference, consider the following:

• Ask permission first. It's better if references know you've given their names, and should expect calls from potential employers. Not only can does this give you an opportunity to gauge their willingness to speak on your behalf, but they are also more likely to return employers' calls if they know to anticipate them.
   

• Know what your reference is going to say about you. Here's a true story: I was once recruiting for a senior manager role, and the hiring manager was ready to make an offer to the top candidate. I had asked the candidate for a reference, and he provided me information for his former manager, whom I eventually got on the phone. As we spoke, it quickly became clear that the ex-boss hated the guy, and he gushed at length about the candidate's poor work habits and lousy attitude. Needless to say, we moved on to other individuals. Always ask your reference what he or she would say about you if asked. 

---

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.

Don't Let Age Discrimination Win: Interview And Resume Tips For The Over-40 Set

iStockPhoto.com/aelitta

Age discrimination exists – it’s illegal, and it’s regrettable. Sadly, employers miss out on many highly qualified candidates if they consider age as a factor in the hiring decision.

The good news is there are tactics older workers can use to compete effectively for jobs. Remember, the job interview is an opportunity for the employer to not only meet you and get a sense of your technical abilities, but also whether you fit the competencies (i.e., “soft skills”) required to do the position.

And if you hear post-interview feedback such as, “We don’t think you can keep up with the fast pace," age may be creeping in as a factor. I’ve seen several job seekers from the over-40 set turned down for positions for that reason – but I've also seen it happen to recent college graduates who didn’t convey the sense of urgency or excitement that interviewers wanted to see.

You've got the skills, and you've got the experience. Here are some tips you can use to overcome age discrimination and demonstrate your true value to an employer.

ACING THE JOB INTERVIEW

Your job in the interview is to sell yourself. You need to prepare – and be aware of – how you project yourself.

Record and review a practice interview on video. This way, you can see for yourself how you come across, and you can have someone critique your practice interview with total honesty. Do you convey tangible energy that employers want to see? Do you smile enough? Do you ask impactful questions during the interview? Does your body language show that you're fully engaged in the interview?

Prepare your interview answers. Employers want to see examples from your prior work experience which demonstrate how you will deal with situations in the future. You can prepare your answers in such a way that they show your ability to add value over less experienced candidates.

Prepare concrete examples from your work history of how you dealt with tight deadlines, adapted to fast-moving work environments, and successfully brought programs to conclusion. Some sample questions you might be asked:

• How did you meet that impossible deadline? (Demonstrates quick reaction time)
• How did you rally your coworkers around meeting a time-sensitive task? (Demonstrates team-building and leadership abilities)
• How have you dealt with balancing a heavy work load? (Demonstrates energy and planning skills)
• How did you train and develop your team to be successful? (Demonstrates leadership and succession planning)

Review your wardrobe. Does your outfit reflect current fashion trends, or does it need updating? A modern suit can do wonders in helping make a great first impression.

OPTIMIZING YOUR RESUME

Your primary task with the resume is to have an employer spend more time focusing on the value you've added lately, and less on your age.

Focus on the past 15 to 20 years. Don’t list jobs from any further back than you need to.

Don’t give too many “tells” of your age on the resume. Examples of these include the year you started your first job, or the year you graduated college.

Include as many recent professional successes as will reasonably fit. Show that you're continuing to make an impact and add value to your organization

Check for – and remove, if possible – clues which may make you look older. For example, if you list a skill it should be because you've been working in it recently as an important part of your career. An example of this is COBOL – it's an older programming language, and it still exists in some corners on older computer systems; if you've been using COBOL the last few years and think you can get a job writing code in it, by all means include it. Otherwise it could be considered old and may adversely date both you and your skills.

Pile on the latest technology or business strategies you've been using. If it's current, in demand, and you're an expert, include it. Examples - cloud solutions, talent management, SAAS, etc. are all hot and current terms.

Lastly, if you're an older worker and would like to learn more strategies about how to succeed in the job hunt, here's an additional resource for your review, a webinar on this very topic I presented last year in partnership with Boston University: https://youtu.be/igIWEBIRYow.

(Special thanks to Jeffrey Murphy, Associate Director of Career Programs with Boston University's department of Development & Alumni Relations).

---

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, and career coaching services, including a free resume review. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.