good afternoon everybody so honored to
be here to talk to you guys I’m a human
resource director for manpower I’ve been
doing human resources but in human
resources for about 20 years so if you
guys are familiar with what manpower
manpower West does we interview a lot of
people we have 4500 people out working
at our clients sites every week so we we
work with clients to find out what the
mines to find out what talent
they’re looking for and we assess people
to come through our doors to help find
great matches for that talent so it’s
through that lens that I’m talking to
you today one of the interesting
challenges is that you know the work
that you guys are doing every day to
work with young people and to educate
them on the world of work and to give
them experiences that are going to
benefit them throughout their education
and throughout their careers helps get
them ready for the in game and when I
remember at a time before we really
really working with workforce
development and our community I was
interviewing a lot of folks and then
they I was seeing a lot of young people
and a lot of people who had established
careers who had the skills and abilities
to perform in the workplace but they
were struggling and they didn’t know why
they were falling out of interview
processes and why their job search
strategies weren’t successful and I’ve
interesting because I was like you just
want to stop the interview and say let
me just tell you what’s not going well
here so if I could just please but you
know you know you don’t always have that
opportunity you don’t always have the
opportunity to stop the interview and
just give some feedback on presentation
so I’m gonna share some secrets some
trade secrets with you guys this
afternoon and hopefully you’ll be able
to build this information and into some
resources that really help your young
people so that they won’t struggle in
their job search strategies and their
careers
rajee’s will be successful so I thought
a way to kind of put this into some
frame of reference is to really talk
about the importance of attitude and for
the purpose of our discussion attitude
is going to be our the lens through
which we see the world and the lens
through which we move through and
navigate through our experiences so if
we were to assess ourselves
instinctively which one are you which
one am I am i glass half-full individual
am i glass half-empty individual and
what the heck does that have to do with
interviewing and being able to
successfully compete in the job market
well it’s interesting the question
really is do we see opportunity what is
an interview an interview is a business
meeting that I called as the job seeker
and what relevance is that when I call a
meeting there’s a certain energy that I
bring to it if I call a meeting and
people are willing to meet with me I’m
excited I’m already winning and more
often than not we tend to feel like an
interview was something that happened to
us that they’re making us do I’ve
already met with HR and now I have to go
back and meet with the hiring manager
I’ve already been there for two
interviews now they’re gonna make me
come in and interview with the team that
I’m gonna be working with how successful
can you be in your interviewing process
if that’s the perspective that you have
so one of the first things we talk about
is that we’re in control I’m in control
if I am the if I’m going into this
process I’m in control of my own career
search
I’m calling the shots but what gets us
into that headspace what makes us feel
like we have control over this process
and what makes us feel like we’re on the
train we’re not standing on the tracks
waiting to see what’s going to happen
because one feels very different than
the other one of the most important
things and what’s critical on what you
guys are doing such a great job on and
learning more about is understanding
ourselves you know Who am I with skills
and abilities do I bring to the table
what knowledge do I have what
experiences have I had up to this point
and how have they impacted who I am and
what value does that bring to the job
market understanding who we are or in
human resource calls this arts cause
knowing what our skies are and what
value we bring to the job market helps
us feel in control you know one of this
one of the things that makes us nervous
about interviewing for a new job is the
unknown we don’t know what they’re gonna
ask we don’t know what they’re going to
talk about well I’ve just given you 50%
of the conversation this is what we’re
gonna talk about we’re gonna talk about
your skills your knowledge your
abilities your experiences and the
impact they’ve had on you to this point
and how you want to use those moving
forward that’s 50% of the conversation
right there the next question is well
what’s the what’s the last half of the
conversation and that’s the position
that you’re competing for what’s the
position what’s the job
what is it require and here’s the piece
sometimes people become frustrated
because they don’t they feel that they
don’t have the knowledge about the
position or the organization or becomes
or they’re frustrated because they feel
that they’re not able to effectively
communicate they see I’m qualified
for this position it may be a role that
they’ve already had experience in and
they don’t feel like they’re navigating
the interview process appropriately well
here’s a tip most people that apply for
positions I want to say about 75% 80%
are going to be qualified but
organizations aren’t looking for people
that are simply qualified they’re
looking for rockstars they’re looking
for who’s going to have the most impact
on my team and my organization who’s
gonna help drive this organization and
its goals and objectives forward
that’s the individual that they’re
looking for so an individual who has who
understands the position for which
they’re competing they know what the
tasks are what the responsibilities are
the type of communication the level of
people engagement is involved they
understand all of these things they’re
able to step outside of the candidate
role and ask themselves if I were the
manager if I were hiring for this
position what would a rock star look
like and talk about their own
experiences in a way that connects with
that as an employer as an HR manager as
a hiring manager I love when candidates
are able to do that we’re now able to
really understand the role and to tell
me what the rock star looks like and to
display to me rock star behavior love
this love this love this so once we can
understand ourselves and what we bring
to the table and we’re able to
communicate our understanding of the
role what’s next and that’s telling our
so those experiences that we’ve had and
an understanding of the core
competencies that the position requires
were able to link those up and tell
fantastic stories about ourselves and
I’m not sure you guys are probably very
familiar with the star format
some organizations call it car challenge
action and results
some organizations call it star
situation or task action and results and
there’s a brief story about a situation
or task that you took on the actions you
exhibited and the results of those
actions as they relate to a core
competency of the role when we’re able
to do this we shine when we’re able to
understand their position and we
understand how we fit into that role and
how it plays into our knowledge and our
abilities and our interest and our
experiences some of that anxiety about
competing for the position goes away and
we’re able to exhibit how we’re rock
stars and those same skills that help us
compete for the position and get the
role are actually hugely important in
being able to grow once we once were in
the position so we can’t say enough
about this stuff so the fact that you
guys are having conversations with young
people around who they are what their
interests are things they like to do
what their experiences have been and
tying them to jobs and to career paths
and to industries and things of that
nature is really preparing them for the
end game it helps them to be relaxed it
helps them to be confident it helps them
to feel like they’re in control and when
we’re in control we can be successful
and I can talk for another hundred years
about this stuff but I’m here for any
questions you may have on this and some
communications I know one of the things
that I find helpful
and being able to to alleviate some of
the anxiety that comes with the
competition that comes with job search
and navigating your career searches and
your job searches is to really think
about we tend to think that the employer
has the onus for making us feel
comfortable and for helping us to show
this helping us be engaged in the
interviewing process and that’s not what
it is when we call the meeting gets who
has the responsibility our role is to
step into that meeting and be the
hospitable party
to help the employer see how we’re the
solution to what ails them how we come
to experiences and knowledge and skills
and abilities and the excitement and
energy that we bring is of high value to
their organization and that they want to
engage us further so back to our
original question what is the importance
of attitude
what role does it play and success and
what role do you guys have and helping
young people be able to get into the
right headspace and develop the
attitudes that are gonna make them
successful regardless of what type of
work they go into for the rest of their lives thank you
be here to talk to you guys I’m a human
resource director for manpower I’ve been
doing human resources but in human
resources for about 20 years so if you
guys are familiar with what manpower
manpower West does we interview a lot of
people we have 4500 people out working
at our clients sites every week so we we
work with clients to find out what the
mines to find out what talent
they’re looking for and we assess people
to come through our doors to help find
great matches for that talent so it’s
through that lens that I’m talking to
you today one of the interesting
challenges is that you know the work
that you guys are doing every day to
work with young people and to educate
them on the world of work and to give
them experiences that are going to
benefit them throughout their education
and throughout their careers helps get
them ready for the in game and when I
remember at a time before we really
really working with workforce
development and our community I was
interviewing a lot of folks and then
they I was seeing a lot of young people
and a lot of people who had established
careers who had the skills and abilities
to perform in the workplace but they
were struggling and they didn’t know why
they were falling out of interview
processes and why their job search
strategies weren’t successful and I’ve
interesting because I was like you just
want to stop the interview and say let
me just tell you what’s not going well
here so if I could just please but you
know you know you don’t always have that
opportunity you don’t always have the
opportunity to stop the interview and
just give some feedback on presentation
so I’m gonna share some secrets some
trade secrets with you guys this
afternoon and hopefully you’ll be able
to build this information and into some
resources that really help your young
people so that they won’t struggle in
their job search strategies and their
careers
rajee’s will be successful so I thought
a way to kind of put this into some
frame of reference is to really talk
about the importance of attitude and for
the purpose of our discussion attitude
is going to be our the lens through
which we see the world and the lens
through which we move through and
navigate through our experiences so if
we were to assess ourselves
instinctively which one are you which
one am I am i glass half-full individual
am i glass half-empty individual and
what the heck does that have to do with
interviewing and being able to
successfully compete in the job market
well it’s interesting the question
really is do we see opportunity what is
an interview an interview is a business
meeting that I called as the job seeker
and what relevance is that when I call a
meeting there’s a certain energy that I
bring to it if I call a meeting and
people are willing to meet with me I’m
excited I’m already winning and more
often than not we tend to feel like an
interview was something that happened to
us that they’re making us do I’ve
already met with HR and now I have to go
back and meet with the hiring manager
I’ve already been there for two
interviews now they’re gonna make me
come in and interview with the team that
I’m gonna be working with how successful
can you be in your interviewing process
if that’s the perspective that you have
so one of the first things we talk about
is that we’re in control I’m in control
if I am the if I’m going into this
process I’m in control of my own career
search
I’m calling the shots but what gets us
into that headspace what makes us feel
like we have control over this process
and what makes us feel like we’re on the
train we’re not standing on the tracks
waiting to see what’s going to happen
because one feels very different than
the other one of the most important
things and what’s critical on what you
guys are doing such a great job on and
learning more about is understanding
ourselves you know Who am I with skills
and abilities do I bring to the table
what knowledge do I have what
experiences have I had up to this point
and how have they impacted who I am and
what value does that bring to the job
market understanding who we are or in
human resource calls this arts cause
knowing what our skies are and what
value we bring to the job market helps
us feel in control you know one of this
one of the things that makes us nervous
about interviewing for a new job is the
unknown we don’t know what they’re gonna
ask we don’t know what they’re going to
talk about well I’ve just given you 50%
of the conversation this is what we’re
gonna talk about we’re gonna talk about
your skills your knowledge your
abilities your experiences and the
impact they’ve had on you to this point
and how you want to use those moving
forward that’s 50% of the conversation
right there the next question is well
what’s the what’s the last half of the
conversation and that’s the position
that you’re competing for what’s the
position what’s the job
what is it require and here’s the piece
sometimes people become frustrated
because they don’t they feel that they
don’t have the knowledge about the
position or the organization or becomes
or they’re frustrated because they feel
that they’re not able to effectively
communicate they see I’m qualified
for this position it may be a role that
they’ve already had experience in and
they don’t feel like they’re navigating
the interview process appropriately well
here’s a tip most people that apply for
positions I want to say about 75% 80%
are going to be qualified but
organizations aren’t looking for people
that are simply qualified they’re
looking for rockstars they’re looking
for who’s going to have the most impact
on my team and my organization who’s
gonna help drive this organization and
its goals and objectives forward
that’s the individual that they’re
looking for so an individual who has who
understands the position for which
they’re competing they know what the
tasks are what the responsibilities are
the type of communication the level of
people engagement is involved they
understand all of these things they’re
able to step outside of the candidate
role and ask themselves if I were the
manager if I were hiring for this
position what would a rock star look
like and talk about their own
experiences in a way that connects with
that as an employer as an HR manager as
a hiring manager I love when candidates
are able to do that we’re now able to
really understand the role and to tell
me what the rock star looks like and to
display to me rock star behavior love
this love this love this so once we can
understand ourselves and what we bring
to the table and we’re able to
communicate our understanding of the
role what’s next and that’s telling our
so those experiences that we’ve had and
an understanding of the core
competencies that the position requires
were able to link those up and tell
fantastic stories about ourselves and
I’m not sure you guys are probably very
familiar with the star format
some organizations call it car challenge
action and results
some organizations call it star
situation or task action and results and
there’s a brief story about a situation
or task that you took on the actions you
exhibited and the results of those
actions as they relate to a core
competency of the role when we’re able
to do this we shine when we’re able to
understand their position and we
understand how we fit into that role and
how it plays into our knowledge and our
abilities and our interest and our
experiences some of that anxiety about
competing for the position goes away and
we’re able to exhibit how we’re rock
stars and those same skills that help us
compete for the position and get the
role are actually hugely important in
being able to grow once we once were in
the position so we can’t say enough
about this stuff so the fact that you
guys are having conversations with young
people around who they are what their
interests are things they like to do
what their experiences have been and
tying them to jobs and to career paths
and to industries and things of that
nature is really preparing them for the
end game it helps them to be relaxed it
helps them to be confident it helps them
to feel like they’re in control and when
we’re in control we can be successful
and I can talk for another hundred years
about this stuff but I’m here for any
questions you may have on this and some
communications I know one of the things
that I find helpful
and being able to to alleviate some of
the anxiety that comes with the
competition that comes with job search
and navigating your career searches and
your job searches is to really think
about we tend to think that the employer
has the onus for making us feel
comfortable and for helping us to show
this helping us be engaged in the
interviewing process and that’s not what
it is when we call the meeting gets who
has the responsibility our role is to
step into that meeting and be the
hospitable party
to help the employer see how we’re the
solution to what ails them how we come
to experiences and knowledge and skills
and abilities and the excitement and
energy that we bring is of high value to
their organization and that they want to
engage us further so back to our
original question what is the importance
of attitude
what role does it play and success and
what role do you guys have and helping
young people be able to get into the
right headspace and develop the
attitudes that are gonna make them
successful regardless of what type of
work they go into for the rest of their lives thank you
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