Suit Up! Interview Attire Do's and Don'ts

          My thoughts on interview attire…

While working with one of our larger clients, I had the opportunity to interview recent college graduates for entry level positions. Eager, bright eyed college graduates looking for their first “big girl/big boy” job. With this opportunity came a challenge that took careful caution.  I questioned my “hipness.” While I support self expression, how did I mentor these “full of hope” graduates to take more of a conservative approach?  Let me try to explain…

I am a little old fashioned when it comes to some things.  Wearing your Sunday best, handwritten thank you notes, a firm handshake, and a yes sir/no sir mentality.  I can understand that in some industries expressing yourself and creativity is part of securing the job.  However, in my years of recruiting (primarily Accounting/Finance/Administrative type jobs)   and dealing with hiring managers, to err on the side of conservative is a safer bet.  A solid colored suit or pant suit, polished shoes and minimal jewelry.  (removing any “non-traditional” piercings)  Also, not exposing your forearm stating the love for your girlfriend is a good idea. Although, a sweet gesture, let’s save that for the club.   Do I sound like your Memaw?  Probably so, but she is such a wise woman.  So, suit up/cover up, flaunt that college education and land that job! 

Kim Roach, Staffing Consultant

Colvin Resources Group

 10 Interview Fashion Fails

 By Carole Martin, Monster Contributing Writer

• Wild Nail Polish: This tip is for women or men. Extremely long or uncut nails are a real turnoff, too. Your nails should be groomed and neat. 
   
• Jangly Jewelry: Don't wear more than two rings per hand or one earring per ear. And no face jewelry or ankle bracelets allowed.
   
• Open-Toed or Backless Shoes: And mules are a definite no-no. Out-of-date shoes should be thrown out or kept for other occasions.
   
• Bare Legs: Wear stockings, even in humid summer weather. Stockings can be in neutral colors or a fashion color to match your shoes.
   
• Out-of-Date Suits: These have lapels that are too wide (three inches or more) or too narrow (one inch or less). A good tailor can alter lapels. The style for men's jackets is full-body and looser rather than fitted or tight. 

• Short Skirts: Hemlines should not be more than three inches above the knee. Don't wear capri pants or leggings to the interview.
   
• Leather Jackets for Men or Women: Even leather blazers are not good for interviewing purposes. They look like outerwear.
   
• Turtlenecks for Men: A tie is preferable, at least in the first go-round. At the very least, wear a collared shirt.
   
• Printed or Trendy Handbags: Purses should be conservative and inconspicuous.
   
• Red Briefcases: Briefcases, purses and shoes should all be conservative in color and in good condition.

Fashion Fails
Interview Attire

The Other Side of the Job Board: A Recruiter's Helpful Hints

The times… they are ‘a changing. Job searching, resume submitting, interviewing, and follow up have all required certain finesse. As with all things, though, with new technology and new socially accepted norms, a person in search of a new opportunity must forgo the ways of their parents, or even the ways they were taught in school for a modern approach to job searching. Each aspect of the process, and it is a process, must take into account who you’re talking to, what your purpose is, and what avenue would best relay your message. The path to the eventual hire is a long road and comes in phases (or at least that is how this recruiter sees it).  

Stage 1: The Hunt

So you were laid off, fired, are looking casually or went out in a blaze of glory from your last position. However you came to end up perusing CareerBuilder and LinkedIn, you are here now and most likely need a little direction. 

Digitize: Social Media is the absolute best way to get your name out there. No longer is it acceptable, or fruitful, to submit resumes en masse to faceless job postings or the front desk receptionist at your target company. Do a little research and you will find that Recruiters and hiring managers are all over interwebs seeking people just like you. You just have to make yourself findable. Using each of the media below (and so many more) talk about what you are looking for. Make it clear your goal of the ideal role for you.

• Twitter: Get one. Use one. Hashtags. The end. 
• LinkedIn: Complete your profile. Update contact info. Be active.
• Facebook: Join Groups. Talk. Share. Post.
• Google+: Ooh! You’re fancy and with-it. Stay that way: Post often as it helps your SEO (Google it).
• Blog: WordPress, Blogger, etc. Again, post often and promote via media listed above.

Stage 2: A Little Song and Dance

So they found you, you found them, or one of those resumes magically made it to the right place. Wonderful! You’re not done. Not even close. The interview process is a delicate obstacle course full of judging eyes and silly questions all designed to test you, rate you, and generally size you up against competition or simply the hiring manager’s idea of what this position should look like. A few humble suggestions from a young recruiter and you are on your way to an offer!

Prepare: Know the job (the best you can with what you have). Know how to get to the location. I know it doesn’t seem fair but on a subconscious level, it is a mark against you if you have to call our office for directions. Overdress: not like it’s the Enchantment Under The Sea Homecoming, but wear something suitable for the place you are vying for (or even a bit nicer)

Engage: I won’t give a ton of suggestion for during the interview simply because this is your time to be you. So do just that. Answer honestly, show your personality, highlight what you can do and just be enjoyable. Personality can get you farther than almost anything else. Everyone has likable qualities, now is the time to put yours on parade. 

Stage 3: Don’t Call Me, I’ll Call You

The waiting game commences. It’s like you had the first date of your life and you just know he’ll call tomorrow. Likely he may not. Be patient. A follow up is critical but often over- and under- done.  Personally, I love a nice hand written note. An email is also just as well. What I don’t care for is the awkward interruption of a phone call from a candidate asking how things re progressing. I realize not all recruiters or hiring managers are on top of the follow-up thing but I promise if they like you, you will know. Still with something short and sweet to serve a purpose. Let them know you appreciated their time, are still interested (or not), and look forward to hearing more form them. The end. That’s all. Over doing may not necessarily keep you from landing the job but it won’t help either.

This may not seem like much, but these few suggestions are something I have come up with in just one year of recruiting experience. In one year I have seen each of the faux pas time and time again and felt compelled to educate the masses! (All three of our blog followers) Let us know if there are any details you would enjoy expansion on and we will certainly oblige! 

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Sincerity Matters: Effective Business Networking

As part of my role in business development, I meet a large number of people.  I do my best to remember names and backgrounds about each person.  Since I truly enjoy meeting and talking with people, I think of my job more as fun than work.  At a large networking function just the other day, I ran into at least a half dozen people that I had met in the last couple of years.  Of the six, there was one individual whose name I could not recall, but I remembered the name of the school that his kids went to because it was the same small school that I had gone to growing up in Dallas.  He asked me how on Earth I remembered that.  I realize that a person’s sincerity makes a big difference in how I view that person and whether or not I would choose to do business with them, so I try to reflect that myself in my interactions with others.  Below is an article I read on a similar topic about a person’s success in business being attributed to the kind of person that they were.  I found some valuable pointers in this that I think are worth sharing.

Carolyn Murray, Director of Client Development

 

Feb 1, 2012

How to Be the Most Memorable Person in the Room

           Christina DesMarais

Within the last few years two very special men in my life died. They weren’t family, I didn’t see them often, and they had lived long, fruitful lives. But when they were gone it suddenly seemed to me that the world was missing something big. And others felt this way too.
Both funerals were standing room only. Family members gave eulogies that would break your heart—the lives of these men made a big impression on the people around them. In both instances, I looked around and thought to myself, I want my funeral to be like this.
Elloyd and Kenneth had been accomplished entrepreneurs and later in life, angel investors. The former founded a financial transaction processing company that today competes with the biggest names in banking, in spite of it only having 130 or so employees. And the latter spent much of his life as an international executive for several large companies before starting his own business and selling it for a premium when he retired.
So what exactly did these two men do to make such a large impact on so many people? In business and in life, they knew how to deal with people. Here’s what they did, and what you can do, too:

Be interested in what’s going on in other people’s lives. There’s something endearing about a curious soul. How much do you know about the lives of your business associates and employees? You don’t need to pry, but expressing a genuine interest in what’s going on outside of work with people can go a long way in the level of influence you have with them.

Really listen. When’s the last time you spent time talking with someone who was fully present? Technology often gets in the way of this. If you want to make an impression on someone, silence your phone and hide it away.

Be authentic. I recently met an entrepreneur who had it all together but was disingenuous. Nothing could have turned me off faster. Before he died Kenneth wrote a missive chronicling much of his life and one of his daughters read it at his funeral. His posthumous candor was moving and reflective of how he interacted with people during life. He was authentic and everyone knew it, so it set him apart.

Set a good example. At Elloyd’s funeral one of his daughters read an e-mail she had received from an employee who had never met him (because he was retired by then). In the e-mail, the employee said she could tell by the way his children ran the company and treated their employees that he must have been a very good man to raise them up the way he did.

Be happy. It sounds so simple yet cheerfulness is a quality that eludes many. After retiring Kenneth and his wife would watch old TV shows while eating lunch. His frequent (and loud) laugh was infectious. And one of Elloyd’s daughters, a lifelong friend of mine and now head of sales for the company he started, took on her father’s positive attitude, which is something everyone who now works with her appreciates.

Be generous with your money and time. Both Elloyd and Kenneth donated generously to worthy causes and other entrepreneurs with funding and mentoring. While coaching a fledgling business into success can be time consuming, it’s an investment that will be long remembered. I hear from founders all the time who effusively express gratitude to the mentors who steered them when they most needed direction.

Stand up for what you believe in. Kenneth had no qualms about asking a neighboring table at the country club to stop cussing with his daughters in earshot. And Elloyd believed wholeheartedly in the American Dream, believing that with hard work, a good idea and solid coaching, anyone could succeed.

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What Corporate Recruiters Wish They Knew

 I recently read an article on Recruiter.com (See Related Article) about taking the leap from corporate recruiting into agency recruiting, and the first thought that came to mind was, ‘yeah leap is an understatement’.

 I am one of those brave souls who decided to take the plunge into the agency world, and I have to admit I was plunging into dark waters – I didn’t know what I was getting myself into!  I thought, ‘I have been in recruiting for seven years – I can handle this’.  I was in for the roller-coaster ride of my life!  It has been hands down the most challenging job I have ever had - emotionally, mentally, and spiritually.  But, it has also been the most rewarding, creative, and thrilling experience.  I firmly believe every recruiter needs to experience the agency recruiter role at some point in their career.  It is essential in so many ways, and even in the short amount of time I have been with CRG, I have learned more than I have in my entire seven years in corporate. 

As I am learning how to navigate through this business, I keep hearing myself say the same thing over and over again: “If I knew then what I know now, I would have done it differently”.  I was always cordial and thankful for the vendors I worked with while I was a corporate recruiter, but knowing what I know now, I would definitely have treated the relationship very differently.  So here’s some advice to all the corporate recruiters out there who are currently working with or thinking about working with agencies: 

1.       Pick 2 or 3 firms max to work with.  I would not have employed the services of 20 different firms, rather focused all my energy and attention to developing strong relationships with only 2 or 3 trusted firms.  Knowing there are 20 other firms working on a job order knocks that job order down a couple levels automatically. 

2.       Feedback, feedback, feedback!  Anything is better than nothing.  As a corporate recruiter, half the battle is trying to get a hold of the hiring managers for feedback and updates, but let the agency recruiter know that.  We would rather hear, ‘I don’t have any updates’, than nothing at all.  I was slammed with millions of emails, and I admit, the ones from the agencies would be pushed to the bottom of the priority totem pole, especially if I didn’t have any updates.  But just a quick one line email is critical to the agency recruiter.

3.       Help us help you!  Information is golden.  If I could go back, I would have taken the time to really discuss the hiring manager’s needs with the agency recruiter.  The hardest part of being an agency recruiter is trying to find qualified candidates in a very short time frame with only two or three pieces of information. We play the guessing game half the time, which in essence wastes time.  If we have all the information from the get-go, then we can be most effective in the least amount of time.

4.       We are not your enemy!  Unfortunately, agencies have a bad reputation, but we are not all slimy used car salesmen.  We would like to be viewed as your partner providing you a valuable service.  Our main goal is to assist you and make your life easier.  As a corporate recruiter in a large organization, I was bogged down with so many applications and additional administrative tasks all day, I simply didn’t have the time to creatively source and network like agency recruiters do.  Towards the end, I was so thankful the agencies were sending me candidates, because it made me look good!  I was getting the positions filled, and at the end of the day, that’s what counts.  We are just another resource that you can utilize.

Ali Kairies, Director of Recruiting