The Job Search Solution
The Perspective of the HR Department Part II
Dave Perry Interview with Dave Perry: Dave and Tony continue discussing things you need to know about the HR department.
Welcome. This podcast is sponsored by the jobsearchsolution.com. America is only 60 hour program of everything you could possibly imagine about how to find a job. The jobsearchsolution.com has successfully helped more than 100,000 people find a job as fast as possible. The jobsearchsolution.com. We are back with Dave Perry here on the jobsearchsolution discussing the HR department. Before we get to that, Dave, tell people how they can find you when they need you. And books are everywhere, so that's not hard to find. But tell them about your new product and how they can use it and how it can help them. And then we will go back into the topic at hand. Great question, Tony. And probably the best thing for people that are listening today is to go to work. W-O-R-K insight. I-N-S-I-G-H-T dot I-O. It's workinsight.io. It's a free job work. Lots of jobs there. Recruiters post for free. Candidates can put the profiles up there. It's anonymous, so employers and recruiters won't know who you are and who you want them to. But more to the point, I've got an article there under the resources tab about cultures. There's five types of different positive cultures and the toxic cultures as well. It's well worth reading it because I give you 21 questions there. And the answers to which I give you will help you define what type of culture they have. And if you read this ahead of time, you're pre-arming yourself to make sure you're fitting yourself into a culture that you're going to be successful in. At workinsight as well, you can take a QI assessment that'll tell you where you should be focusing your efforts culture-wise for the companies that you're going after. That's what I would do workinsight.io. I have just jotted down three questions that I think listeners should ask when they go to an interview. I think people should ask these questions by function and department, understanding that the culture that fit in a sales department is going to be different from engineering, going to be different from marketing, going to be different from operations. Companies can have multiple cultures in their groups. Companies don't have one culture, that's a thing. So, here are three questions that job hunters, I think, should ask HR or recruiters before they get involved with the company too far. First question is to ask the HR manager, what type of people work best here? And I said type of people on purpose because it lets the HR manager in their own words tell you whether they're going to talk about culture, whether they're going to talk about fit, whether they're going to talk about experience, you don't know. So, when you ask what type of people work best here, you're going to answer that question and you may be surprised. The next question I would ask is what are the common traits of people who are successful here? Sounds like the same question? It's not a repeat. What are the common traits of people who are successful here? And the last thing that I suggest people do is type up a list, and I'll tell you a story quick one in a second. Type up a list of the questions that you want to ask the hiring manager and the HR manager. And bring it with you to the interview. And when you start the interview, if they say you have any questions or whatever right up front, or even you can just say, "Listen, I've got some questions I want to ask," and I type them up. And I'm going to give you a copy right now, just so we don't forget, because these things are important to me. And then slide the paper across the desk to the HR manager. "Oh, why do you do this? Why do you do this?" Because years ago I had a stroke. My best friend needed to find a job. I couldn't coach him. So one night after he snuck into the hospital and I could only stay awake for half an hour. I realized this is going to be stupid. I couldn't stay up long enough to coach him for his job search. He came in the next day and I said, "Okay, take a pen. Here are the questions I want you to ask the HR manager or the hiring manager." And I listed the questions outside. I said, "I want you to go home. Type these up. Take community interview. Give them to the hiring manager and tell them we'll get them my questions whenever. Slide them across the desk and say, "What's good is that going to do?" Because mostly HR managers, even hiring managers don't know what questions to ask you. So they're going to read your list of questions. They're going to go, "Oh, oh, oh, can I ask you this one?" Number three. "Can I ask you?" And you go, "Sure." And your questions that you need answers are going to be the questions they're going to ask you. And you're going to end up having a great discussion. It's no longer an interview. It's a discussion. So they're going to be buying and selling to you at the same time. It's going to end up as a discussion. Kevin looked at me and said, "I was a retard." I said, "You can't use that word." And anyway, we had 65% tech unemployment in Ottawa that year. I know that he went, because I did his resume, and it's an executive, sorry, I think guerrilla marking for job under 3.0. I think he had three, five interviews. He had 28 callbacks. He had got 26 offers. Oh, my goodness. He turned down 25 of them, actually 24 until his wife phoned me up and threatened to kill me if he didn't take a job soon, because he was overly arrogant. My point was he was doing this at every single interview. Here are the questions I need to answer, and giving it to the hiring manager, every single one of them without fail. Dude, what I said, they said, "Oh, let me ask you this one, number one, number three, whatever." And it was a discussion. So he was walking out of the interviews with offer, offer after offer in 65% unemployment. They just downsized Nortel. It was a disaster in the city, and this guy is walking out with all these offers. We kept it real quiet. He's walking out with all these offers. So that's the last thing, folks. Make your own list of questions. Bring it in. Make sure you know the answers to these questions, please. Bring it in and give it to the hiring manager and let the interview unfold that way. You'll know what's coming. Yeah, that's really interesting. Boy, I've probably had six candidates in the 50 years that I've been doing this that have been smart enough to do that. Here are the questions you ought to be asking me to qualify me as to why I should be a good. And I advise it a lot, a lot. And it's just amazing how seldom candidates will do that. Most employers don't do enough hiring to really know what they ought to be asking. They really don't. And they don't like doing it. And so they're at a loss as to what, and they come up with dumb stuff like, "Tell me about yourself." And I know that you have those, many of those questions in many of your books. Thank you so much. Boy, you just, you make everything. You make everything so good, Dave. We really appreciate it. Thank you all for listening. Chris Haney, I love you. Let's all pray for a piece. Pray for the unborn. Forgive and ask forgiveness. Stay humble. Take a moment today. Be grateful. Pray for those in any work. Pray for our society. Join us again for the Job Search Solution. This podcast was sponsored by the jobsearchsolution.com. It's the world's most successful online job search program. My expert in The Trench's advice has been used by more than 100,000 people to successfully find a new job. So go to the jobsearchsolution.com and start today toward a better job.