Archive for October, 2015
Earlier this month, we celebrated our fifth anniversary with an awesome gathering of clients, consultants, candidates, friends, and of course the Willory team. We have gotten together each year since our founding as a time to celebrate new opportunities, successful client partnerships, and our consultants’ accomplishments.
At this year’s event, my team surprised me with a video congratulating me for all that Willory has accomplished. It was touching, and I may have gotten a little dust in my eyes. But while it was playing, it got me thinking… I am getting all the credit, but it isn’t about me. Willory has not gone from a one-person company to the firm we are today all because of me. We’ve been able to accomplish so much in such a short time because of our great people who work tirelessly for our clients, consultants and candidates. Over the past few months alone, we have received NorthCoast 99, Cascade Growth, and Crain’s Fast 52 Growing Company recognition. Everyone on the team has demonstrated amazing commitment and contributed to our success – so allow me to turn the tables and recognize the team.
I am not sure where it started – but at some point in society when you make a strong point or tell a killer joke, you drop the microphone and walk out. Your point has been made – you cannot top yourself. So you exit on a high note.
Unfortunately, most candidates do the opposite as they wrap up an interview. Think about it, most interviews end with the standard employer asking “Do you have any questions for me?” Most often candidates follow up with a tried-and true questions like “Why is this position open?” or “Why do you like working here?”
Yawn. I mean… they are “fine” questions you should ask, but why settle for fine? Almost everyone asks these questions – and you are there to impress and set yourself apart. So why not ask questions that will really dive into the prospective employer’s mindset and provide you with an opportunity to overcome any lingering concerns.
It’s the season for a lot of HR and payroll industry events – and with them the chance to network. The challenge is most HR and payroll professionals either hate networking, are bad at it… or both.
You can take solace in the fact that you are not alone in hating networking and making up small talk. And you can take some of these small talk questions to warm up conversations…
- Have you ever been to (insert event before)?
- This helps you understand what to expect in terms of who you can met and what you will get out of coming… and maybe even coming again.
Our beloved Cavaliers open up training camp, getting prepared and tuned up for what will be a long, grinding season achieving what we hope is the ultimate prize. For HR and payroll job candidates, too often they jump into the interview without any preparation.
So as you go into your own campaign to find a new HR or payroll opportunity, take the following steps:
Make Sure Your Resume Tells the Right Story
Often we start with the basic resume and then just slap the most recent job information on top. That’s the easiest way to update a resume, but should your resume be built on a foundation that started with your first or second job? Your resume should show a progression and growth. It should tell the story that you’ve been building for this position – and you are ready to be interviewed. Remember, a resume doesn’t get you hired – it gets you an interview…hopefully.