Social Networking and Job Searching

Online social networkers BEWARE....before we start, I'd like to pose a few questions...

Have you ever googled your name? If so what appears?
Who has access to your Facebook Profile?
Are you a random collector of Facebook Friends?
Do you actually know your Facebook Friends?
Is your image squeaky clean?

Don't think that an employer is not going to look into your background....are you going to be happy with the information that is unearthed about you?

I espouse the virtues of preparing for an interview by conducting prior research on the industry, company and people involved in the recruitment process. Where do I start this process? In a word - Google. Google has furnished me with a wealth of information, some of which I have used to build rapport during the interview. On one occasion, I recall being asked about my participation in extra curricular activities btw what the employer really wanted to know in asking this question, was whether I had a healthy work/life balance or perhaps was a couch potato. Before the interview, I Googled the name of the person conducting the interview and I found out that she was a triathlon fanatic...I skillfully incorporated this 'pearl' of information into my reply and was pleased to observe her very positive reaction to my answer. This experience serves example of how to use online research to support your job search activities...

I am trying to make the point that it is completely and utterly naive to think that a potential employer will not Google you - just as you have Googled them. So please pay attention to what you post online and ask yourself the question - does this reflect the image that I want to portray to an employer? Will your online past serve to help or impede your opportunities?

My advice, if in doubt, err on the side of caution an install the appropriate screening and security measures to protect your personal information - otherwise it might come back to bite you.

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Interview Faux Pas

As an experienced interviewer I can attest to having observed the full spectrum of behaviours from the most amazingly gifted candidates right through to some who are somewhat "challenged"...here are some of my most memorable (and not necessarily in a good way) experiences...

Mid way through answering a question regarding her sales experience, the candidate paused and asked me what type of hosiery I was wearing. She then went on to notice that my hosiery, unlike hers, shiny. After a period a what seemed eternal silence, she said: "I'm not going to get this job am I - is it because I don't have shiny legs". At which point she extended her hand and attempted to stroke my leg. Surprisingly enough (and to her dismay) she was not shortlisted for the role.

Another candidate, when asked to provide a real life example of the best customer service that she had ever provided stated: "Well as you know I work in a restaurant and every time I spill a glass of wine on a patron - I always replace it. Every time."

I typically ask candidates whether they have any questions toward the end of the interview, on one particular occasion, the interviewee responded openly.."Like, how long do youse need to work before youse get free stuff 'n that?"

Interviewing candidates is a sobering experience; I hope and I know that by sharing these experiences you have a snapshot of what it's been like in my world...

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When to talk salary...

A question that I am commonly asked relates to negotiating a salary...when is it ok for me to ask about salary?

The short answer is not until the employer mentions it - typically this will be discussed at the latter stage of the recruitment process. Employers are reluctant to go down the pathway of negotiating your salary until they are confident that you have the requisite skills, experience and personal attributes to perform in the role.

There a benefits for the candidate in waiting to negotiate a salary...namely you can leverage an employer's interest in you and negotiate a more attractive salary package. In order to do this you need to undertake some research on what the market is paying for staff in your field; knowing this serves to provide you with a ballpark - you goal is to match your salary with your experience - the http://www.hays.com.au/ have a brilliant resource in their 2010 Salary Survey - this is a great place to start your research.

The aim is to provide an employer with a realistic salary band with which to commence your salary discussions - shoot too high and you risk being eliminated from the candidate pool, shoot too low and you may be perceived as lacking commercial business acumen. I'm a big fan of the transparent approach and advocate that you share your research findings with the employer...

"My research regarding salaries for Account Executives with my experience, qualifications and track record of results suggests that I would be looking to earn between $70 000 and $80 000 per year". Tell me does this fall within your salary range?

If you've accessed the right statistical data on salary and you can show that you meet the expectations of the position, then don't be afraid to nominate the upper scale of your band; the worse thing that can happen is that an employer negotiates downwards. On the plus side, you'd be amazed at how frequently an employer will meet your salary requirements - to get the right person, with the right skill-set and the right attitude, it can be a smart investment to pay a little more...