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JOB STANDUPSESSION PT2

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JONAS ALTMAN

@SFAGENCY

@JONAS THESOCIALFABRIC.COM

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AGENDA. More CV + PortfolioMove em’Know what you wantPre-InterviewInterview Post InterviewNegotiationYou’re in a good place

Exercises• CV/LinkedIn/Portfolio Surgeries• Hot Seat!

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CAREER=

RUNNING COURSE

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CV /PORTFOLIO

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1. WHO?

2. WHAT?

3. WHY?

4. INVITE..

INGREDIENTS

4

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YA GO ON

YOURSELF

[AGAIN].

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Don’t have a university/hotmail/yahoo email address (gmail, own domain, me.com, or anything else)

Do have have a website/blog/portfolio + /or twitter account

Do have and highlight relevant experience

Do start with referrals, close / loose ties[ie folks that know or have heard of you]

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CV/PORTFOLIOsurgery

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Knowwhat you want

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HOW DO WEB DEVSGET JOBS?

HOW DO WEB DEVSGET JOBS?

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The best way to join the tech community?

Enhance your marketability?

And find a new job?

is through...

PEOPLE

EVENTS

& CONVERSATIONS

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Hiring is largely governed by old-school methods & word of mouth

33%

27%

15%

42%

30%

13%

Co-workers / Peer Referrals

Customers / Suppliers Former Colleagues

Social Media[aka LinkedIn]

SEARCH SELECTION

The Interview

Gut Feeling for Fitw/ Company Culture

Recommendationfrom peer

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“Let’s face it, applicants have been known to ‘elaborate’ on their experience....Leaders take CVs with a grain of salt”

5%

SELECTION

Experience on CV

- Alexa Von Tobel, Founder LearnVest.com

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WHAT ARE YOULOOKING FOR?

.

.PURPOSE

FREEDOM

. VALIDATION

. MASTERY

MOST IMPORTANTLY

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INTERVIEW

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33%

25%

16%

9%

7%

Let the conversation flow

Focus on skills &job knowledge

Focus on uniqueinterests / capabilities

THE INTERVIEW

Focus on personality

Use structured questions

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% Personal Presentation &Attire

THE INTERVIEW

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The process

Get your information to the hiring manager.

They have a mechanism for screening out, not in.

Initial screen. Can be over coffee, on the phone, or in their office. Usually focuses on interest, soft skills, etc., but always be prepared to answer technical questions if you’re meeting a non-recruiter

Some kind of homework or project, often in advance of interview.

Onsite interviews, usually with 2+ members of the team. You can expect to have a test and answer technical questions.

Social + soft skills informal test

Final ‘sell’ conversations.

Offer!

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Qualities beyond coding that are valuableCuriosity

Interpersonal + communication skills

Creative+ innovative thinking

Logical approaches to problem solving

Confidence to ask questions and deliver feedback

Enthusiasm about technology+ knowing the competitive landscape

Ability to prioritize the highest impact tasks

Understanding of external and internal constraints - Empathy

Data driven with strong analytical skills

Self motivated + disciplined

Detail oriented

Patience and level-headedness

General business acumen

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Tips from Neil Roseman, Amazon.com

[Questions a decision maker will ask themslves or you]

Can this person improve the probability of your company’s success?

Probe when you see a long list of skills on CV. Separate truth from filler.

Ask probing questions about their CV to get at what they did, not what they observed.

Ask candidates questions that are relevant to problems your company actually faces.

Use some questions that are vague and open-ended. See if they ask you questions to find out more.

Personality fit question: Do you consider yourself lucky?

Make it tough but fun.

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S T A R

Situation: The interviewer wants you to present a recent challenge and situation in which you found yourself.

Task: What did you have to achieve? The interviewer will be looking to see what you were trying to achieve from the situation.

Action: What did you do? The interviewer will be looking for informationon what you did, why you did it and what the alternatives were.

Results: What was the outcome of your actions? What did you achievethrough your actions and did you meet your objectives? What did you learn from this experience and have you used this learning since?

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Q U E S

How do I know if this interview is going well?

Nonverbal cues – facial expression, tone of voice, pause length, body language, etc.

Ask if your responses are on track, but not for an evaluation.

How do I feel? What’s my gut instinct

What did they say about next steps?

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Thank you: -It’s okay to ask for contact information for your interviewers.

-Be specific on any items, next steps, recaps

-Remind them of your enthusiasm.

-Keep it short and sweet.

- It’s good etiquette to thank people at the end of each interview

- Give a firm handshake, and if appropriate use their first name while making eye contact

Follow-up: -Based on what they said about next steps, it’s okay to ask fo updates if they are taking longer than anticipated. Just use your judgment and be polite

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Don’t wear a suit or dress in a overly formal way. Wear somethingthat makes you feel comfortable and confident. If unsure of the dress code, just ask.

Don’t be late. If you have an emergency causing you to be late, letthe team know ASAP. It’s a good idea to get a contact number inadvance of the interview.

Don’t bring food or gum into the interview room. It can be distracting, and some consider it to be rude.

Be nice to everyone, from the receptionist to the CEO.

Get a good night’s sleep.

Pee before and Power pose if you wish.

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Information Technology

Academia

Public Relations

Media Production

Business Development

Banking

Business Analysis

Project Management

Advertising

Product Design

Entrepreneurship

& More

S U P E R S T A R S

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IT’S TIME TO TEST YOUR..

• Presentation skills

• How you organize information

• Logical flow

• Art of story-telling

• Speaking from the heart

• Ability to separate relevant from irrelevant information

• Confidence in your journey

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Practice telling your story.

Outloud.

Several times.

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DO:

• Prepare and practice your response

• Contain response within 2 minutes

• Analyze listing

• Note interviewer body language

• Tailored top-down review:

> Summarize professional background and education

> Review each relevant experience

> Highlight notable points

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DON’T:

• Bog down into too much details

• Digress from the thread of your story

• Mention irrelevant points

• Read from your resume

• Ramble

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BEHAVIOUR QUESTIONS

What you should expect to talk about with your recruiter or the CEO/hiring manager:What’s important to you (type of work, culture, team size, company mission,colleague caliber, technologies, benefits, learning opportunities, etc.)

What technologies you most love using, and what your strengths as a developer are.

Why this particular company is compelling to you, and what you hope tocontribute.

Why you left your last job. And jobs before that.

Your previous work and coding projects.

Your professional goals and motivations.

Anything that is on your CV, particularly things that could be construed as red flags, like gaps in employment.

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more BEHAVIOUR QUESTIONSTell me about how you worked effectively under pressure.

How do you handle a challenge? Provide an example. Give an example of a goal you’ve reached and how you did it.

Have you ever disagreed with a company policy? How did you handle it?

How do you partner with non-technical members of your company on creating new products?

When you find something wrong with your product or approach, what do you do?

Have you ever found a project you were working on slipping from it's timeline? How did you deal with the situation?

What do you do if you disagree with your boss?

Share an example of when you’ve motivated your teammates.

Did you ever work on a group project? Describe your role.

What makes you excited to go to work?

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FEEDBACK TIME

Practice Appreciative InquiryakaEmphasise the Good.

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PsychologicalContractthe relationship between an employer and its employeesspecifically concerns mutual expectations ofinputs and outcomes

the

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PsychologicalContractThe balancing act between:

How you are treated by an employer What you put into the job

the

+

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Interests over positions

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What if pay comes up in the interview or very early on in the recruiting process?

Put it right back to the employer

Mention your current or past salary if you feel it is appropriate and explain it’s based on your education and experience,. Then ask the employer to proivde a salary range for the role in question

If you are actually wanting more money than your current or past salary then expalin that you enjoy[ed] working at your company but feel youare underpaid

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LET”S NEGOTIATE

Companies will expect you to negotiate.

Wait a day after receiving your offer.

Be enthusiastic about the offer [really!]

Be objective and realistic.

Keep your emotions in check

Wait for them to answer.

ALWAYS Get it in writing.

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Negotiate or not? Only if the salary too low

Agressive negotation?Practice the golden rule

Negotiate on equity?Case by case. Avoid be insulting (ie. asking for less equity and higher base)If company is doing or likely to do very well - explore options through discussion

What are you worth?Determine an acceptable range. Market data + personal needs + [track recrord]

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"Once they've decided that they have to have you, only then are you in the position to negotiate”

-Dan MartineauPresident of Martineau Recruiting Technology

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Don’t Bargain over PositionsSeparate the People from the ProblemFocus on Interests, Not PositionsInvent Options for Mutual GainInsitsist on Using Objective Criteria

from Getting to YesRoger Fisher & William Ury

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Get your salary request out first ?

Have the employer tell you the salary first?

or

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vs

At the early stages of recruiting processif salary expecations come up - consider being vague and saying you’re interested in a mutually rewardingcareer with the company and are confident you can agreeto a fitting compensation package.

In instances that you believe the company may not be able to afford you, consider testing the waters

by asking them for a ballpark figure or salary range. This can save you time and help you focus your energies.

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BUT HERE”S SOME GENERAL TIPS + HINTS

Research has shown that the first number mentioned establishes the salary range in the contextof the discussion

You can often gage when the employer is seeking to have you provide a figure as they: 1) Do notprovide a salary or a range in the advertisement; 2) Are not forthcoming when you ask for the salary or range; and; 3) Push the question back on you to tell them what you are seeking

As a rule of thumb, if you ask for the top of the range (or a little bit more) it’s quite feasiblethat when they accept you will be you securing a higher end of the possible salary range

Keep in mind that an employer’s initial offer is rarely the real budget. You can assume that the range is known to the employer, and you can always site your sources if they act surprised

SO... if you are unsure of what to ask and are open to what they are offering, ask them for the salary every time. If you are confident in what figure you want and this plays a significant factorin your decision making then provide it to them, and..

CASE BY CASE

..let them know you know your worth.

[Debatable} but as a rule of thumb you want the employer to make the first salary offer

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Precise number makes sense during a negotiation

Malia Mason, lead researcher in a study published in The Journal of Experimental Social Psychology says that using a precise number instead of rounded numbers will give you a strong anchor

Your quantitative estimate gives the message to an employerthe magnitude of error around the estimate they could expect

USE PRECISE NUMBERS

[ie don’t ask for £40,000, as for $38,500]

[and the appearance that you've done your research]

[Even when giving a range, you should use precise numbers]

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COUNTEROFFERS

• Below average market rate• Lack of benefits offset may justify a bump in base• You have a higher offer on the table• Factual reasons why you are asking for more £• Request a face-to-face [or call] to negotiate • Emphasise and express eagerness to work• Ensure your tone is not displaying a threat or finality

[always base it on the facts]

• Always counteroffer but never twice!

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Emphasise your economic value [money you save and make for an employer]

Highlight your value-added qualities, that extra skill you bring

Relationships and network influence can aslo be a benefit to highlight

What else you can do

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BATNABest Alternative To a Negotiated Agreement

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Timing is Everything

When is the company holding performance reviews?

Have you secured another job offer?

Are you being asked to take on more responsibility?

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MoneyHappiness

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POWER of

“I’m going to have a think

and come back to you [by X]

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PLAY HARD TO GET or MISHANDLE MULTIPLE OFFERS

PLAY HARDBALL

BE UNPREPARED

BE DISILLUSIONED

UNDERESTIIMATE YOUR WORTH

LIE

DON’T

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You will be asked what you previously made (compensation, equity, benefits)

-What are you expecting from this new job? - How honest should I be? -Should I expect to make more than before? -Do I draw a hard line?

What do companies consider?

-Your previous experience (education + work] -Impact of role -Current employees -Interview performance -Industry data + standards -Your previous compensation, expectations

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CONSIDERATIONS

-The business:Trajectory, culture, values, product, potential

-The job:Tasks, scope, autonomy, technologies, learning potential

-The commitment:Location, hours, career growth, people

-Salary + benefits: Budget, industry research, must haves vs. nice to haves

-your GUT

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QUESTIONS?

I have multiple offers? Should I tell the companies?

Should I mention what companies the offers are with?

I have different deadlines for the offers?

A company threatens to pull my offer if you don’t answer on the spot?

Friends and family advise you to choose the offer you’re least excited about?

You don’t have a [proper] work visa?

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Get it in writingAlways.[aka if they won’t put it in writing, somethings up]

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HOT SEAT!

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HUMBLY CONFIDENTCONFIDENTLY HUMBLE

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P ractice

P erfect

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p e r s i s t e n c e

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