How much time do you REALLY have to fulfill your life’s ambitions?
With over 40% of hiring managers choosing CULTURE FIT over SKILLS when determining who gets the job, knowing how to play to this side of things is key. Here are some tips!
Here are some frequently asked employer questions on culture fit (according to a recent HBR article):
• What type of culture do you thrive in? (Does the response reflect your organizational culture?)
• What values are you drawn to and what’s your ideal workplace?
• Why do you want to work here?
• How would you describe our culture based on what you’ve seen? Is this something that works for you?
• What best practices would you bring with you from another organization? Do you see yourself being able to implement these best practices in our environment?
• Tell me about a time when you worked with/for an organization where you felt you were not a strong culture fit. Why was it a bad fit?
You’re not the “best value” candidate, you’re the BEST candidate, period!
How to negotiate great offers regardless of whether you’re UNDERPAID, OVERPAID, or in talks with MULTIPLE companies.
WHAT’S YOUR “WHY?” KEY CAREER QUESTIONS TO ASK:
CORE STRENGTH QUESTION:
Ask yourself: “AM I PRIMARILY…”
a) THE TALENT
Your answer is your CORE STRENGTH.
Now, what would be a path that would allow you to start dipping into one or both of the other areas? This should inform your career direction.
ROOT MOTIVATION QUESTIONS
- Think of a time when you were performing at your best. What were you doing? What were you saying, thinking and feeling? What was going on around you?
- List the top ten things in life that give you joy. What common themes do you notice?
- What are three accomplishments you are most proud of? What are your natural strengths that you love to use?
- Think about times that you have gotten angry/upset/irritated. What core personal value(s) were not being met?
- Who is the one person you admire the most? What would that person advise you to do?
- What do you dislike the most about your current or past work?
- What would happen in your career if we doubled your self-belief? What if we quadrupled it?
DAILY LIFE CHECK-IN QUESTIONS:
- What am I consuming? Reading, listening, watching. How much of it is actively helping me GROW?
- Who do I spend time with? Assess the 5 people you interact with most frequently professionally. Are they people to aspire to, or people who are holding you back?
- Who are my role models? Am I directly interacting with them, following them on social media, taking their courses? How am I “drifting” behind those who have already succeeded at what I wish to do?
CAREER DEVELOPMENT PLAN QUESTIONS:
- What do you want to achieve with your career?
- How much time are you prepared to spend on your career?
- What skills do you need to develop?
- What resources will you need?
- Where can you get support or advice?
- What type of person do you need to be?
- What is your motivation?
Anish talks about 3 big reasons people choose to stay in unsatisfying jobs- and what you can do in this situation.
“Are soft skills worth highlighting on a resume? And if so, what’s a good way to do it?”
First things first: YES, soft skills do play an important role in hiring. Employers aren’t looking for robots that can only execute on a job description. They need people who can positively impact the culture and see what’s around the corner- people with depth (this goes triple for executives btw). Soft skills are a way to address this. However, doing so CREDIBLY is something that trips many jobseekers up.
Simply put: if you’ve got a keyword section on your resume that has things like “Goal-Oriented” and “Emotional Intelligence” in there, you’re doing it wrong!
1) IDENTIFY THE MOST IMPORTANT SOFT SKILLS TO HIGHLIGHT
Soft skills are like dessert- quality is more important than quantity! The first step is to thoroughly evaluate target job postings to identify major soft skills employers are on the lookout for (and that you possess).
Let’s say you do this and identify the following skills:
- Interpersonal– ability to work in teams, relate to people, and manage conflict.
- Project Management– organization, planning, and consistently taking initiatives from start-to-finish. Not just for dedicated Project Managers anymore- many employers want to see this as a skill set for employees of all stripes.
- Problem Solving– ability to use creativity, logic, past work experience and available resources to solve issues.
2) DEVELOP POWERFUL ACCOMPLISHMENTS
If you’ve ever come across a resume which truly POPS, chances are it’s because soft skills have been tightly integrated with accomplishments. Hard numbers may reassure an employer that you’re a safe bet, but they inspire little passion (that’s why “dry” resumes which do nothing but list one metric after another tend to make your eyes glaze over). But when you add soft skills into the mix, ideally in a way that lends depth to you the PERSON (not just you the candidate) you’ve got something special.
a) Utilize the STAR Method to Reframe Career Accomplishments. Get away from day-to-day responsibilities. What wins did you pull off? What projects would have crashed and burned without your efforts? How did you BETTER things? Now break down what you’ve come up with in the following manner:
S = Situation. What was the problem? Be as specific as possible. Overly general accomplishments DO NOT WORK.
T = Task. What’s the goal?
A = Action. Which specific steps did you take to reach the goal? Focus on what YOU did, not the team. If describing team contributions, be sure to credit them or risk looking like an egomaniac!
R = Result. Final outcome. This is the time to talk yourself up. Take credit for what you accomplished, and if you can highlight multiple positives, even better!
b) Now that you have your STAR accomplishments, integrate them within your resume. Remember: resume accomplishments are most effective when you highlight the RESULT first, followed by how you got there. Here are examples of soft-skills based accomplishments which hew to this structure:
INTERPERSONAL- Established Risk Management as a key pillar of the organization, building and training 20-person in-house team responsible for ERM systems and processes development, as well as major cross-divisional initiatives.
PROJECT MANAGEMENT- Delivered over $5M in annual cost savings, along with improved business agility, through total project management of paper-to-digital record archiving initiative. Worked heavily with teams across Houston, Toronto, and London offices to attain aggressive 1-year implementation target.
PROBLEM SOLVING: Increased revenues by 12% through overhauling outdated and ineffective proposal process, consulting with SMEs within the industry, developing standardized language and offerings, and training 8 U.S. sales teams in adopting new approach.
One last tip: don’t confine soft skills to just your resume! Weave them into the stories you share during the interview, and show employers that you consider them to be crucial to your worth.