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This has got to be tough Dave...perseverance will pay off. I have been in my field for 25 years. I hold a couple of licenses that require me to go to these mind numbing “refresher” training classes every year put on by outside companies. I envision a time when that sharp corporate axe will fall my way too. I have always made real nice with the owners of those training companies where “the experience of gray hair” is actually a selling point.
I guess I tell you this in the event there is any type of training provider or learning institution that would be lucky to have a guy with your years of experience. I don’t know your line of work, but maybe this is another angle to explore.
Best of luck to you.
I do appreciate all the support.
Sorry, I couldn't help myself...
I have two interviews tomorrow. Wish me luck. I hate interviews.
That is great you have interviews scheduled. Some pointers I have used in the past when I was a head hunter:
Try to get the interviewer to talk most of the time (50/50 is good, but if the interviewer talks a little more, that is better). Research the company beforehand, so you can ask questions that accomplish this.
Try to get the interviewer to discuss the functions of the job; then respond with JUST ENOUGH info regarding how your skills and abilities apply to the job functions. Don't be a bore and don't spill all your candy in the lobby. . . You may need more ammo later on.
If the subject of money comes up in the first interview, it is a premature question. If you are pressed, respond by saying you are interested in a fair offer. Under no circumstances, tell them what you want.
At the end of the interview, the interviewer will probably ask you if you have any final questions. This is a golden opportunity to "close" him / her. Tell them you are very interested in the position, and ask them: "When do I start?" Then, SHUT UP! This takes all the pressure off of you and puts it on them. Sometimes, they will actually talk about a start date. In any event, it will help you know exactly where things stand.
If it is a larger company they will use behavioural style questions based on the premise that the best predictor of future behaviour is past behaviour. Therefore make sure you go in with plenty of specific examples from your previous work history of good job performance, teamwork and initiative i.e. something that you are proud of and ideally received recognition for. Try to avoid generalisations and hypothetical answers. If you are asked what your salary expectations are be honest and give them an acceptable range. That way they won't waste your time and you won't waste theirs. A good wrap up question is "Do you have a target date to make a selection for this position?" Thanking the interviewers for the opportunity with a good eye contact and a handshake is also a good idea at the end.
NO. NO. NO. Do not get trapped with the range question. You can't see the invisible pile of money on the table in front of you. When you try to guess, you almost always guess low.
You obviously haven't been on the other side of the table. He won't see an offer.
Trust me. If the decision maker wants to hire you, he / she will respond with a fair offer - but only if you insist on it. Responding to the money question with the words: "Make me a fair offer" puts all the pressure on them - not you. In the end, they usually offer the entire pile of invisible money.
Again - Answering the range question tells them exactly the LEAST amount of money you will take. You will lose every time, when you give them any kind of number.
We can't even agree. I will do my best. I know what I can and can't do. I do appreciate all your help. The question would be, would Stan hire me?
Stan only fires people. . .
Pablo has held his rates for 12 years now. If he goes up, I'll give you a call.
Not at all. If the interview went well and the requested range was within reason an offer is still likely. What a potential employer is trying to do is weed out candidates with unreasonable expectations. If the company range is 65-75K and the candidate came in at 55 - 65 or 75 to 85 he'd still see an offer if the hiring manager felt he was otherwise the best candidate. Whereas if he is looking for 85 - 95 the likelihood of coming together is slim and further discussions would be pointless. Candidates who are evasive when answering any question will get knocked down a peg in the post interview assessment. All this is assuming that you are dealing with a large company with formal recruitment processes. If not, candidates are flying by the seat of their pants.
Are you a former HR type? You sure talk like one. . . Regardless of the size of a company, I have found the pointers I described to be pretty effective - especially when a candidate is talking to a real decision maker and not some HR person.
30 years. Prior to that I was the hiring manager out in the plant. Now retired.
Larger organisations always have both present for good reason.
Now I understand why we can't understand each other. . .
Headhunter vs. HR!!
HR reps are definitely the Rodney Dangerfields of the company until the panicky operations manager shows up at your door asking "what to I do" with a respondent subpoena to attend a human rights tribunal hearing.