Wow, what a concept: Subject Presidential candidates to the same intense, rigorous examination that executives go through during the interview process. In perusing the list of leadership questions assembled by the Center for Public Leadership (Harvard/Kennedy School of Government) and The Ken Blanchard Companies, I noticed that many of them are behavior-based questions, framed like this:

• Tell me about a time when…
• Give me an example of…

As I wrote in my book, How to Choose the Right Person for the Right Job Every Time (McGraw-Hill, 2005; Lori Davila, co-author), behavior-based interviews have been proven to be measurably more effective than conventional interviews. In one study, conventional interviews led to selection of the best candidate just 19% of the time, while behavior-based interviews boosted that rate to 75%!

The power of behavior-based questions is that they require candidates to provide specific, relevant examples from past experience that demonstrate the competency that is being sought. With this type of question, candidates can’t get away with the same old “stump speech” or provide a non-answer – as politicians are so adept at doing.

As a candidate, you can boost your interview performance by preparing behavior-based responses – brief stories that describe the Situation, Action, and Results you took in a variety of challenging circumstances throughout your career. Your specific answers will be much more memorable and credible than many candidates’ vague, general, or memorized “canned” responses.

Now if we could only get the political candidates to do the same thing…

Reading the results from Vault.com’s recent survey on interview etiquette, it’s interesting that interviewees report better behavior than interviewers perceive – and vice versa. E.g.:

• Only 5% of candidates say they’ve ever answered a cell phone during an interview, while employers report this number as 26%.
• More than half (55% ) of candidates report they send thank-you notes “almost all the time,” yet just 9% of interviewers say they receive notes that often.
• 71% of candidates say they’ve been rejected for a job by not hearing from the employer at all after the interview, while only 11% of employers report this behavior.

Of course, the surveys don’t represent the same sets of interviewer-interviewee pairs, but it’s interesting that each group believes the other’s behavior is worse than it is in that group’s own perception!

It all goes back to the basics: good manners. Remember what mom taught you (be on time, make your guest feel comfortable, say thank you, don’t leave people hanging, etc., etc., etc.) and you’ll improve things on either or both sides of the desk. These helpful post-interview tips from a young job seeker are a great place to start!

I originally wrote this article for my newsletter and got some great feedback! So I decided to post it on my blog.

---

Recently I called my bank in Cincinnati to close out my account, after moving to the Boston area nearly two years ago. To my surprise, the manager I spoke with  remembered my name from having worked with me on her resume twelve years ago! She knew where I lived (at that time I worked with clients in person) and recalled a small detail about my house. It was nice to catch up, and I was pleased to hear that her career is going well.

This interaction got me thinking about the very small world we live in – and how long impressions last. And with online networking sites that connect through six (or more) degrees of separation, it’s obvious that the image we present to others has long tentacles.

During your job search, you are putting your best foot forward. You are emphasizing your career successes and downplaying anything less then successful. You are projecting a positive image and are always on your best behavior. Good for you! That’s just as it should be. But don’t think you can change the image you’ve created throughout your professional life.

The conclusion I’ve reached is that it’s necessary to live an authentic life – to be crystal clear about “who you are” and to portray that person consistently and authentically in every area of your life. Then, as you manage your career, look for opportunities to be that “real you” on the job. You won’t have to worry about hiding anything or being something that you’re not – and finding that right fit  means you’ll be as productive and successful as you possibly can be. Of course, to reach this nirvana you have to first understand the “real you” and translate your personal style, preferences, strengths, and weaknesses into wins for your employer. Consider these examples:

• You’re a hard-charging leader who is known to leave slower-paced employees in  the dust. You know this style has caused some hard feelings in the past. How do  you deal with the question, “What is your leadership style?” so that it won’t hurt you in an interview? You need to be truthful and authentic – after all, if they  are looking for a collaborative consensus-builder, that’s not you and you’d be unhappy and unsuccessful in that job. Yet you don’t want to leave the impression that you decimate morale or have zero people skills. A response like this can serve both  purposes – showing benefit to employers while preserving your authenticity.

  “I am a high-energy leader who inspires most people to perform their very best – as shown by the results we attained at ABC and XYZ. I’m very proud of developing strong leaders – two of my direct reports in the last five years have been recruited for CEO roles outside the company, and many more have been promoted internally.  My senior VP at XYZ described me as an ‘igniter’ for bringing out the best in people who really believed in our mission. The flip side, of course, is that those who  don’t buy into it are not quite so complimentary. My record of retaining key staff has been exceptional, but those who have been let go or quit on their own might  have felt ‘burnt’ by that same spark that energized others. I do create an electric atmosphere, and I believe in dedicating myself 100% to achieving the mission. I’m looking for a position where being the ‘igniter’ will help us reach extraordinary goals.”

Now, if a reference check or other investigation into your background turns up some of those disgruntled employees, your new employer will understand both sides of  the story. At the same time, you’ve been frank about the potential downside of your leadership style and have clearly defined the environment in which you can excel. Consider a different style and how this, too, can be appropriately communicated  while remaining authentic.

• In every job you’ve held, you’ve been the peacemaker. You dislike conflict and always strive to find common ground. You lost your most recent job in part because you weren’t aggressive enough to suit the culture. Now, when you’re asked “why did you leave your last position?,” what will you say? Again, staying authentic and  communicating your style as a strength is the way to go.

  “The culture at my last company was not a good fit for me. My style is to bridge differences to find common ground. I believe that’s the most effective way to move forward when two sides disagree. That style was instrumental in the successful resolution of several serious negotiations at ABC Company, but at XYZ I found the situation to be quite different. In fact, when I tried to intervene to resolve a problem  that had brought our new product group to a standstill, my manager pulled me out of the group and told me he thought the creative differences would result in a  better product. This trend continued for the 18 months I was there, so I wasn’t  really surprised when I was asked to leave. As a result, I want to be sure my next position allows me to use my natural skills as a mediator and problem-solver to  help move the business forward.”

Trying to be someone or something you’re not is sure to backfire either during the job search or later, when you struggle to succeed in an environment that is counter to your natural tendencies. Plus, if you are authentic you can be sure that all  of your reference checks, referrals, and testimonials will ring true. And that’s a big plus during your career transition and throughout your life.

For a giggle, check out this inside-the-company view of Darth Vader. Then, the next time you’re talking to people you think SHOULD know who you are, think twice!

Key point: We tend to see others within the small circle of our own lives. Especially when you’re in career transition, it’s foolhardy (even dangerous!) to assume that the people you’re talking to know who you are, what you do, how to describe you to others, and how they can help you. It’s your job to prepare and deliver the message that lets them know that.

Great post by Kathy Simmons over at Netshare about the power of passion in a job search. Tamara Erickson’s story of the entry-level accountant pursuing his dream company should resonate even – especially – with senior executives. It’s rare for 20-somethings to have such clarity about who they are, but after years in leadership roles you should know the environment that’s right for you… and persevere in your job search until you find it.

A reader sent me this query privately: “I was just laid off from an advertising agency when the agency lost our largest client (30% of billings) when the client merged with another company. My former client as well as employer have said they would serve as references for me. My question is – Should I mention this in my cover letter and if so, how?”

The question is two-fold: 1) Should I explain why I lost my job and 2) Should I mention the great references that I have.

It might be helpful to briefly explain the circumstances that downsized your company. However, don’t assume that people are going to read your cover letter (many never do), and be sure your resume is strong enough to stand on its own. In other words, focus on your value to the company while you were there and be ready to answer the “why did you leave” question during an interview.

With regard to your references, why not ask your former boss and client to write reference letters for you now, then excerpt a few of their fabulous quotes in your resume or cover letter? Third-party endorsements are very powerful! Saying “my former boss and client will give me great references” doesn’t have nearly as much meaning as a specific and glowing recommendation of your work.

Are you frustrated by employers who don’t follow up with you? On tenterhooks waiting for the next interview or the job offer? There’s some excellent advice in this week’s issue of the Ask The Headhunter newsletter. I recommend that you sign up to receive this free resource every week! It’s full of honest (sometimes painfully so) responses to very common questions related to recruiters, employers, job search, resumes, etc. – from the perspective of an experienced, ethical, trenchant, witty, and opinionated recruiter!

With regard to the “waiting game,” The Headhunter suggests that you not play along. At the close of every interview, set expectations for when the next steps will be taken and when you should (and will) follow up. Most important, don’t place all your eggs in one job “basket”; you have virtually no control over the situation until you’ve received an offer, when the shoe shifts to the other foot.

Career marketing is no different from product marketing! Just as Seth Godin says, “It might be easier to build a new sweet spot than it is to persuade an established middleman to change his rules for you.”

Too many job seekers persist in trying to convince recruiters that they are “perfect” for a job, when said recruiters clearly don’t agree. The rules are the rules… the job specs are the job specs. You have very little chance of being chosen for Oprah, the New York Times Book Review, the Harvard Business Review, Fast Company… or that particular opportunity… if you don’t fit the mold.

Why not, instead, determine your career “sweet spot” and go after it directly? Be prepared with persuasive evidence of how, specifically, you can help your target audience. How your experiences and expertise align with their goals. How you fit the culture, the challenge, and the opportunities on the horizon. Thrive in the mold that fits you!

I love “group blogs” such as CareerMastersTalk and CareerHub. They bring together smart people with good, very diverse ideas. These two blogs are all about career topics, so I read (and contribute) regularly.

And every now and then a post is so good, I have to steal it and share it. Check out Billie Sucher’s great advice to “Put on the Hiring Manager’s Hat.”

If you’ve lost your job, you’re probably thankful it wasn’t as high-profile as the Bob Nardelli firing from Home Depot back in January. But guess what – he’s back! Two recent CEO hirings – Nardelli at Chrysler and Lynn Nicholas at the Massachusetts Hospital Association – reinforce some really key points about career management and job search:

• Fit is all-important. Nardelli’s style was a mismatch at Home Depot. He rubbed people the wrong way, alienated the investment community, and lost the company’s culture amid his processes and efficiencies. In Nicholas’ case, she lost her previous job as CEO of the American Diabetes Foundation essentially because fundraising really isn’t her thing.
• To move forward, focus on your strengths. I’m sure both Nardelli and Nicholas had to explain “what happened” during the interview process for their current jobs. If you’re in a similar situation, prepare your explanation – along with what you’ve learned from it – and remain firmly focused on what you do well and what you can do for the new organization.
• Know thyself. Know the kind of environment in which you’ll thrive – the culture, the challenges, the people, the hierarchy, the rigidity or flexibility of the work environment, the larger mission of the organization, and so many other factors. Don’t let your eagerness for “a” job lead you to take a job that you know is not the right fit.

Finally, take a leaf from Nicholas’ book and prepare, prepare, prepare for every interview. Know the key players, key challenges, and key value you bring to the organization. Shine up your appearance and approach the interview with energy and confidence. There is definitely life (and jobs) after getting fired, even if your departure makes headline news in the business press!