Ask Dr. Job’s chief contributor, Sandra Pesmen, is a member of the Chicago Journalism Hall of Fame and author of “DR. JOB’s Complete Career Guide.”

Winner of several journalism awards, Pesmen is a graduate of the University of Illinois Media College at Urbana, and is listed in several Who’s Who editions. She also has been Corporate Features Editor of Crain Communications Inc., founding Features Editor of Crain’s Chicago Business and a reporter/features writer for The Chicago Daily News.

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Tips for getting hired

Career News Service -It's harder than ever to actually land a job, but Martens & Heads, a boutique executive search firm that sees the upswing in retail hiring gaining momentum, offers some clues about how to get those offers.

CEO Maxine Martens and founding managing director Kate
say "It may surprise you but 90% of our clients say the candidate never expressed real, passionate interest in their project, or the candidate did not share relevant examples of their strategic thinking, brand development opportunities and leadership in driving a brand forward.

They add that these clients say interviewees mostly talk about their resume-something the interviewer already read. They would prefer you make parallels, cite examples, etc. which show they understood that company's needs.  

Martens and Benson also say that when asked why they are there, the interviewees say the recruiter asked them to come. That's not what the interviewer wants to hear. They want to hear " I am here because I have admired your company, like what I see you
doing and I want to be a part of the success of this brand." It's better to cite the
skills you bring and why you think you feel you can help them to achieve
their goals.  Everyone wants to be wanted. 

They also suggest:

* Before you go into the meeting, put yourself on the other side of the
desk.  You have read the job description, the company information, know
the brand - what would you be looking for in a candidate? 

The key thing is to engage in a conversation, not a selling pitch of
what you have done and what you will do for them. It should be seamless
and your presentation of your brand, yourself, should be interesting,
lively, and compelling but always a dialogue not a monologue.

Hopefully you have visited the stores, gone online, looked at all points
of distribution. You should have a well-developed idea to discuss about
where the 'white space' in today's brave new world exists.  It is old
and it is tired but everyone at Nike knows how 'just do it' translates
into their function and role.

Please be a good listener, be yourself, but be enough self-aware to
realize the company has a challenge and is looking for someone who seems
to 'get it' and will be another pillar to build the business upon.

* Where candidates can fall apart is the issue of not being
successful in a previous role or a company.  Blaming the CEO, the Owner, the
team, the company culture, or the investors is counterproductive.
 It is best to just say I went here to do ___(whatever your goal was). In
hindsight what I should have, could have or would have done was
understand ___ I have learned from this experience and this
disappointment. It has made me more clear on the drivers, the key
issues, and the leadership required for successful brand renovation and
growth. Make this a small part of the interview but include it in a casual way.
Show imagination, creativity and strategic thinking in leading a team,
in driving a business.  We all want to work with smart, interesting,
passionate people who open our world to new possibilities! PUT YOURSELF
in his shoes and see if what you bring will satisfy his needs.

Handling Bullies

Job Opportunities in Health Care