Common Career LiabilitiesReal and Perceived

PresenterDan Nelson, CEO

CareerCampaigns, LLC

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Career Liabilities

“If some aspect of your experience, skills or qualification can be perceived negatively,

It will be!”

It can take only one perceived negative to eliminate an individual from consideration.

Overcoming LiabilitiesARQS Concept

• Acknowledge

• Redirect

• Qualify

• Satisfy

ACKNOWLEDGE

Rule # 1.Never argue about the validity of the point raised or contend that it is not important for the job you are seeking

“I can appreciate your concern about my (whatever), Mr. Interviewer.”“I can appreciate why you would say that.”

REDIRECT

• What is the job related negative that is being raised?• You must understand the reality that you must address

“Would I be correct in saying that what you’re concerned about is (reality)?”

QUALIFY

• Offer the interviewer a chance to confirm your understanding of the problem• Guide the interviewer into an area where you can show your skills/abilities to your advantage

“If I could show you that…”“If I could demonstrate that I can…”“Would my past record help you see that…”

SATISFY

• Use an Accomplishment based story (CAB) to demonstrate how you have been effective in past situations.• CAB Story (Condition, Actions, Benefits)

UNEMPLOYED

“I see you are currently UNEMPLOYED”.

Issues / Concerns

• Unable to “cut it”, not competent• Questions your “work habits”•“Out of the loop” for too long

OVERQUALIFIED

“You appear to be overqualified for this position”.

Issues/Concerns• Salary demands might be too high• Intimidate your boss• Short-term employee

Redirect•Contribution capable of being made

CAREER CHANGE – ENTREPRENEUR TO CORP.

Issues/Concerns• Independent, quick-draw maverick• Used to making unilateral decisions• Not a team player• Working within a structured environment

Redirect• Understand direction and commitment to company goals

LACK OF INDUSTRY EXPERIENCE

Issues/Concerns• How quickly you can be effective• Unfamiliar with common practices / terminology• Lack of existing network of contacts

Redirect• Experience in job function

FREQUENT JOB CHANGES

Issues/Concerns• Job hopper• Lack of stability• Avoiding consequences of poor performance

Redirect• Loyal, stable, career-minded

NO MBA / ADVANCED DEGREE

Issues/Concerns• Your knowledge of specific disciplines• Lack of special abilities developed in grad schools• Client perceptions of competence

Redirect• Knowledge of position and industry

FIRED FROM LAST POSITION

Issues/Concerns• Personality clashes• Power struggle• Errors in judgment; string of mistakes• Poor performance

Redirect• Emphasize what you learned from the experience and how you would address the problem now

TOO OLD

Issues/ Concerns• Lack of energy• Resistance to change• Compensation – hire someone younger for less• How long you will be around

Redirect• High energy level, hard driving, flexible

SHORT-TIME IN CURRENT POSITION

Issues/Concerns• Lack of commitment• Escaping the results of poor performance• History of short-term employment

Redirect• Loyal, stable, career-minded

TOO YOUNG

Issues/Concerns• Lack of experience• Patience• Stability• Sound judgment

Redirect• Maturity of judgment; ability to communicate effectively at all levels of management

UTILIZING THE ARQS TECHNIQUE

• Your responses must neutralize the negatives• Emphasize the skills, talents and capabilities which give you “added-value”• It is not unethical to “de-emphasize perceived weaknesses”

Caution• Guard against any direct falsification for it will instantly destroy your credibility

What is CareerCampaigns?

• A web based candidate sourcing solution designed to help Florida employers fill their open positions.• Our online Talent Center is based on a new model for delivering qualified candidates directly to a hiring manager’s inbox from our pool of job seekers.

Law of Perception

• One of the Immutable Laws of Marketing.• Interviewing is not a battle of candidates • Hiring decisions are based on perceptions• It’s what employers: See, Hear and Feel

What we do:

• Our researchers source top active and passive candidates• We built a pipeline to connect talent with potential new opportunities• Proactively market candidates to employers via email marketing campaigns

Assessment Phase

• Candidates login and complete Personal Experience Audit• Conduct a thorough phone INNERVIEW• Talented candidates invited to be included in next eSlate campaign

Branding Phase

Your personal web page includes:

• Professional business portrait• Recorded 30 second commercial• MRA leadership matrix profile• Employment history and educational background

Implementation Phase

• Candidate web page is prepared for an eSlate marketing campaign• Launched to thousands of decision makers weekly• Employers click on candidate ID code and can immediately view profile page

Our DIFFERENTIATORS

For Job Candidates• A proactive search methodology • Exposure to thousands of talent managers weekly• It’s FREE. No charge for hosting your web page.

Our DIFFERENTIATORS

For Employers

• Using permission base email marketing, new candidates delivered to their inbox weekly• Hiring managers get to see, hear and feel what the candidate has to offer• Employers pay our fee of 9.95%, a savings of 50% – 70%

Questions and Answers

Dan Nelson’s Blog

careercampaigns.wordpress.com

Thank You for Your Time and Consideration

Dan NelsonCareerCampaigns LLC

941.371.1037dnelson@careercampaigns.com

www.careercampaigns.com