Category Archives: Interview Etiquette

Candidates- Why You MUST prepare for an Interview

January 7, 2013 – 1:13 pm

Candidates MUST take the time to prepare for interviews. This may seem like a given, but many candidates go to interviews totally unprepared and this can ruin their chances of landing a great new role. This can even occur when the candidate is perfect for the position. Even if you are not sure that this is your dream job, you should go to the interview fully prepped so the client believes that you are very interested in the agency and the role. It is also a matter of courtesy and etiquette to go prepared to an interview as the client is taking the time to meet with you to discuss your background.

Prepping for an interview includes the following—

1). Researching and becoming familiar with the company or agency in terms of its culture, client roster, previous and current work, and vision. If you appear to know absolutely nothing about the company or agency, you will give off a vibe of indifference or disinterest and completely turn off the client.

2). Reviewing the role at hand and being able to position your experience so it seems relevant. Also thinking of unique and interesting examples of achievements and challenges to relate to the position during your discussion with the client. For example, if the position entails heavy TV production, it would be smart and strategic to discuss a high profile shoot you managed or your ability to stay calm under very tight broadcast production deadlines.

3). Researching and becoming familiar with the client. It is always very good to have commonalities or similarities with the client—did you both work at the same agency in the past? Were you also an a cappella singer during college? LinkedIn is a great place to gather information about the client. Do not act like a stalker and recite everything you have read about the client’s past but definitely use this information to your advantage and slip on some of these commonalities casually during your chat.

4). Knowing your resume inside and out. You should not have to hold a copy of your resume and refer to it during an interview. Own and be confident about your experience, even if there are breaks in your resume or things that you regret—be able to discuss them openly and position them in a positive light. Prepping is a way to not be caught off guard if and when the client asks you a difficult question.

5). Using your recruiter during your prep. Ask your recruiter questions  in order to avoid asking ignorant ones during the actual interview. Your recruiter can provide a lot of insight into the company/agency and role. Your recruiter can often give you a step up before the interview by providing information about the client’s personality or interview style, for example.

6). Choosing the right outfit to make the best first impression. This pertains to our clients especially as most of our roles are fashion related. Wearing a corporate suit to a trendy and hip agency interview will not look good to the client. It is important to look the part so ask your recruiter or do your own research on the company aesthetic and vibe so you show up looking like you will fit in really well. Of course your outfit is only one part of your overall package, but it is an essential part of making a great impression.

As you can see, being prepared for an interview is extremely important. Even the best candidates often make the mistake of being overly confident and doing no prep beforehand, and the client can usually see right through this. Bottom line—prepping vastly increases your chances of making a great impression during interviews and ultimately getting a job offer.

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Interview Scheduling Etiquette for Candidates

December 18, 2012 – 4:42 pm

Throughout the interview process (which often entails multiple rounds) there is a lot of back and forth between recruiter and candidate in order to schedule candidate interviews with the client. There are often cancellations on both the client and candidate end and the hope is they are not last minute (ill save that for another blog!!). Here is an example of improper interview scheduling etiquette on the part of a candidate.

One of our clients provided availability to offer up to the candidate for a third round interview. During this particular interview, the candidate was supposed to meet the President of the agency. It should be a given that senior members of the agency have quite limited avails and their time is very valuable and should be treated as such— especially by a prospective employee. The client offered these avails and the candidate took days to reply. The President had been holding this time slot for him and was informed last minute that he could free it up because the candidate could not commit.

This really looks bad on the part of the candidate. It comes across as flighty and disrespectful and sends a signal of disinterest and lack of commitment or care. Even if the candidate is very busy during the day with his or her current job obligations, replying to emails regarding client interviews is extremely important and should be made somewhat of a priorty as it affects other people’s schedules and can also affect impressions in a major way.

If a candidate has chosen to explore an opportunity, timely replies regarding scheduling interviews for new opportunities is expected.

By Jodi Shapiro | Also posted in Tips for Candidates, Tips for Clients, You and Your Recruiter | Comments (1)

Why Eye Contact During an Interview is so Important

December 17, 2012 – 12:48 pm

Candidates must make eye contact during an interview as lack of this contact most always results in negative feedback on the part of the client. Eye contact signifies confidence, strong communication and a human connection. A lack of eye contact can be a sign of insecurity, nerves, lack of confidence in ability or experience, and inexperience. Eye contact can really make or break an interview– it is that important for candidates to look into the clients’ eyes when speaking during an interview.

This can be very difficult as nerves often take over or perhaps there are moments when thoughts are being gathered and eye contact is lost. This is truly something that candidates should practice before an interview so it comes as second nature. Keep that eye contact with the client strong– obviously don’t be creepy about it and burn a hole through the client!!! But make sure eye contact is maintained as this makes candidates look confident and secure in what they are communicating.

Eye contact is of course one of many important factors to remember during an interview but it is one that candidates often forget and one that can ruin their chances of landing the role.

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Why You Should ALWAYS Show Enthusiasm During An Interview !

December 4, 2012 – 12:11 pm

One of the most important interview tips that I can give to candidates is the following: SHOW ENTHUSIASM DURING AN INTERVIEW!!! This probably seems like a given but you would be shocked at how many clients circle back with me and tell me that the candidate showed zero enthusiasm during the interview. Candidates should be very enthusiastic about the agency/company and come to the interview having done a lot of research and being equipped with knowledge about the agency/company process, history, culture, brands represented, and key players. Candidates should also show a lot of excitement about the role itself and appear completely interested in the job function and prepared to explain how their backgrounds correlate to the role. Candidates must use the interview as a time to sell themselves and to express sheer enthusiasm for the agency and the role at hand. Even if candidates have doubts about the agency or the role or start to feel like it isn’t a good fit during the interview, these feelings should never be expressed during the first interview! These doubts and questions can be addressed at a later stage of the interview process, however the first interview is all about making the best first impression possible. Very often candidates sound extremely excited about an agency/position when I speak with them but fail to show these emotions during the interview, which results in them not getting a second interview. The moral of the story is SHOW ENTHUSIASM as a part of selling yourself to your potential employer. Sometimes it is this expression of enthusiasm that truly helps candidates to get the job as clients have a lot of heart for great attitudes, spirits, and someone who really wants to join their team.

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Why what you wear on your interview can be almost as important as what you say

September 13, 2012 – 11:56 am

Candidates need to think very carefully on what to wear to an interview as this is an important part of making a good first impression in the face of the client. Clients obviously care immensely about candidates’ skillsets and evaluate them accordingly but the wrong outfit (especially when interviewing for fashion companies or agencies) can be detrimental. There are always exceptions to the rule based on the particular culture and vibe of the client but in most cases candidates should err on the side of toned down- not boring of course but not too loud either. The outfit should not be a distraction to the client and it should also show that the candidate is professional.

I have seen cases of a wonderful candidate being rejected because the outfit was too loud and showy and this made the client feel that his personality would follow suit! This wasn’t the case but the client only has certain elements to go on and forms opinions accordingly. Please ask your recruiter what to wear to the interview and more importantly, listen to their advice, as the recruiter will know the company well and will be able to guide a candidate on what would be or would not be appropriate.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Improper Client Etiquette During an Interview

August 9, 2012 – 1:08 pm

While we always stress candidate etiquette throughout the interview process, it is also very important to stress client etiquette. Interviews are truly a two way street– of course the client is assessing the candidate from a skillset and personality perspective, but a candidate is also making assessments of the agency or company, the role itself, and the overall vibe in the room. For this reason, it is of utmost importance that a client also makes a very good impression on the candidate.

This morning a very good candidate went on an interview with a great new client, and I was truly hoping they would click. Unfortunately, the candidate called me and said the client was totally distracted throughout the interview– no eye contact, on her laptop the entire time, and barely any question asking… This was a complete turn off to the candidate who felt like the interview was really a waste of time– and her schedule is too busy for a time wasting meeting.

This is a perfect example of how a client can lose a great candidate at first contact. It is very important for a client to give full attention to a candidate during an interview and to show interest so as not to make the candidate feel as if the meeting was pointless. Even if the client is having the busiest day of the year, it doesn’t matter.

This might seem like interview 101 but this error is quite common among clients and should be corrected so great candidates do not walk away with a bad taste in the mouth and choose to withdraw from the process.

By Jodi Shapiro | Also posted in Tips for Clients | Comments Off

Why too much eagerness looks like desperation

July 25, 2012 – 12:12 pm

Advice to all candidates: enthusiasm and eagerness are wonderful and appealing attributes. I have warned in the past that low energy and an apathetic attitude (both in person and in writing)can certainly turn a client off so it’s always important for candidates to turn up the heat during an interview and let the enthusiasm for the role, the agency (company), and brand shine through.

That being said, too much enthusiasm and eagerness can be a negative. When asked by a client during an interview- “when can you start?”- the candidate should never answer “tomorrow!” Even if this is the case (perhaps the candidate is miserable in her job or is currently unemployed) it wreaks of desperation and can subconsciously and consciously make a potential employer feel that anyone could attract this candidate because she is “easy” to get.

Also a candidate, even if very eager, should definitely take some time to review the offer letter and ensure that all the terms are acceptable. I am not implying that a candidate should play hard ball or try to negotiate just to appear savvy or get the most bang for the buck out of the client but even the most eager of candidates should take the time to make sure that the final offer is good for them.

My point is that a candidate should definitely be enthusiastic during the interview process but also play it a bit cool so as to not seem too available in the eyes of the client. It is the same advice I would give to a girl friend before a date, and it works like a charm every time!

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

Why you should always do your “homework” before an interview

July 17, 2012 – 12:08 pm

Last week at the Melanie Andersen Agency we finally settled into our new office in the Meatpacking District. Prior to last week we were in transition, moving from SoHo to Meatpacking. During the week I was able to experience the true atmosphere of our office filled with candidate interviews, new business development meetings, and research as well as sit in on my first weekly company meeting. This week we discussed candidate interviews.

Based on what I have gathered from my time at TMAA and from discussions with other professionals, I believe a key step in the interviewing process is sometimes neglected or taken for granted. All of our lives our parents and educators have told us to “do our homework,” the same applies in regards to interviewing. Research prior to any interview is imperative. As recruiters we will do our best when briefing you in the days before your interview with the company but it is up to the candidate to peruse the company’s website or other notable material/press releases. For example before you enter an interview, be sure to familiarize yourself with the company’s initiatives or goals, check out the latest media buzz/trends in their industry or the company’s direction over the past year. There are various reasons why research will benefit both you and the company you are interviewing with. 1) How can you express to the employer that you are the right fit for a role if you do not understand the company and and its values? 2) Research helps a candidate discern if the company and role are truly the right fit for their lifestyle, and 3) By researching, a candidate assures a company that in the beginning steps they have all ready taken a interest and value the opportunity.

I am very excited that Melanie has suggested that I sit in and observe interview training and I look forward to sharing what I’ve learned next week!

By Carolyn The Intern | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Candidates and Counter-Offer Motivation- Not Cool

July 12, 2012 – 11:50 am

One of the worst and unethical things a candidate can do (to a client, especially) is to go through the interview process in hopes of receiving a counter offer from their current employer. It is wrong for several reasons (in no particular order): 1) it is a waste of both the search firm’s time and the client’s time, 2) it burns bridges majorly with the client and, since these industries tend to be small, tarnish the candidate’s reputation, 3) jeopardizes the client’s opportunity of finding a great person for the role (especially if the client proceeds with one particular candidate because it seems as if the candidate is truly serious about joining the company), and 4)  creates a really bad situation at the candidate’s current company as it becomes obvious that the candidate might not be loyal and is perhaps out for money only.

I worked on a senior role and the client had put all of their eggs in the basket of one candidate. Several rounds of interviews were involved, and the role was an immediate need so the client felt that they would have a great and much needed addition to their team after making an offer. The entire process lasted for about two months, and the candidate expressed a very strong interest throughout. When the offer came, she took several days to respond and even asked a very senior client in the company to make time out of their busy day to answer questions about benefits, etc.  All parties involved believed she would accept based upon all of the signs and actions. In the end, she declined the offer and said she had received a nice counter offer from her current agency. She gave some other reasons for her decision but it was clear that more money from her current employer was the primary motivation to stay put. To note, her original reasons for wanting to seek other opportunities were based on valid concerns regarding her current agency—which could not have gone away in a week’s time!

While a candidate has any right to say “no” to an offer or ultimately decide that this isn’t the right next step, a candidate should really think things through before getting to the offer stage and should definitely not express an extreme interest in joining the company if he or she is only doing it to get a counter offer from his or her current employer.

Again this not only leaves the client in a bind with an incredibly bad taste in the mouth, but it also signals to the candidate’s current employer that he or she is actively seeking other roles—and this makes for an awkward and unstable situation ultimately.

LESSON: Candidates should pull out of the interview process at the right time (definitely before reference gathering and offer stage) if they know that they are only pursuing an opportunity to use it as leverage at their current company. It just isn’t cool.

By melanie | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Why You Should Never Lie about your Salary

July 10, 2012 – 5:45 pm

We all want to get as much money as possible when going for a new job… As you know, a client establishes a budget range for a role and then alters it on a case by case basis depending on a candidate’s current salary, levels of experience and targeted compensation. Part of a recruiter’s job is to guide both candidates and clients regarding salary- letting the client know the “going rate” for certain roles and levels as well as keeping the candidate’s goals and expectations in check when it comes to compensation.

More often than not clients will ask a candidate to submit paystubs as proof of annual salary to avoid any type of dishonesty. The worst thing a candidate can do is lie initially about current salary as a paystub doesn’t lie. This dishonesty will most likely lead to a complete loss of the job opportunity– and a recruiter will not want to work with you again. Also, aside from being dishonest, a lying candidate also wastes a clients time majorly as they have tailored their offer based upon an incorrect figure.

So be honest throughout the process. The end goal is to get as much money as possible in the move (while being realistic of course) but honesty is always the best policy and achieves the most favorable outcome in the end for all parties.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Candidates To Limit Their Client Contact

July 10, 2012 – 5:43 pm

When working with a recruiter and just in general, candidates should really limit their contact with potential employers. I will give a good example so you can see what I mean. I sent a good candidate for an interview at a reputable agency. She was totally on point in terms of personality and skillset, and she was very interested in the role and the agency. She did the right thing by sending a “thank you” email after the interview. I have stressed in the past that thank you emails/notes are very professional, appropriate, and often make a candidate stand out from the rest (I know it’s difficult to imagine but some candidates do not think to send a thank you following an interview, and this does reflect poorly on them in the eyes of the client).

In this particular case, the candidate did send a thank you but then also sent a follow up email that was a little bit quirky in hopes of being funny and perhaps seeming unique or different. The note was sent to a very senior person at the agency, and it completely turned him off from the candidate. It was unnecessary and was not entirely professional as a candidate should not be superfluously emailing/contacting a potential employer in this manner.

As a recruiter, a critical part of my job is to manage the relationship between candidates and clients throughout the interview and hiring process. Candidates should leave it to the recruiter to act as the communication liaison during these stages and truly limit interaction with the client until (fingers crossed) they have gotten the job. It is the best, smartest, and safest way to go about it. And if a candidate has a point to relay that was not stressed in the interview, for example, the candidate should speak with the recruiter instead of the client directly- and the recruiter will handle this communication in a professional way.

In this case, the candidate literally put herself out of the running through one email. The candidate’s intention may have been great, but the end result was quite negative and unfortunate.

By Jodi Shapiro | Also posted in Tips for Candidates, You and Your Recruiter | Comments Off

Post from Carolyn our new intern

July 10, 2012 – 4:32 pm

As the new intern at The Melanie Andersen Agency, I had no prior experience in regards to recruiting or creative industries. Honestly, I was not completely sure of what I had signed up for but when it comes to a new adventure I am always up for the challenge. This will be my third week with the ladies of TMAA and I believe that I have already picked up some information that is invaluable to any professional or company.

1. Who is the client?

The answer to this question is the cornerstone of how an executive search consultancy operates. Our clients are the companies that pay us to find them candidates. This is not to say that recruiters do not have the candidates best interests at heart or put in hours of extensive prep time with candidates prior to the screening and interview process. That being said, our primary function, as a recruiting agency is to find candidates that fit the job description given to us by the clients who we have been retained by. Each job description is customarily very detailed with specific expectations and experience required. We are not agents – this would change recruiters’ moniker from “head hunters” to “role hunters.”

2. The salary and package

Normally a high priority topic for candidates, the salary negotiation is an essential and yet sometimes tedious part of the recruiting process for the candidate, client and recruiter alike. Due to the often structured and non-negotiable terms of the job description, some candidates become slightly outlandish with their salary expectations during the negotiations. The best weapon a candidate has in their salary negotiation arsenal is research. Candidates it is crucial to know the worth your current role holds as well as the role you are interviewing for. With this information you will gain understanding of what is acceptable salary request during negotiations and what is not.

More frequently than not candidates are too concerned with the highest salary possible and lose sight of the big picture and end result, i.e. getting the job. Always remember happiness in the work place is just important as salary. It is vital handle negotiations in a respectful and polite manner because the way the candidate handles the interview process can either leave good or bad impression with both the recruiter and the potential new company.

In summary, I am looking forward to what this next week will bring and continuing to sharing what I am learning!

By Carolyn The Intern | Also posted in Job market, Tips for Candidates | Comments Off

Do not text your recruiter

May 21, 2012 – 8:45 am

I have already covered this topic but felt the need to reiterate as candidates continue to text us. Today, for example, a candidate texted me to cancel an interview one hour before they were supopsed to be with one of our clients for an interview. I nearly missed ithe text which would have resulted in a bad situation when the candidate did not turn up for his interview with the client this morning. Last minute interview cancellations are bad enough but sending the cancellation via text is extremely unprofessional and potentially detrimental to the client-candidate relationship as well as to the candidate-recruiter relationship.

Texting your recruiter about any topic is a huge “no no”. It does not get captured by our database so our correspondences go unrecorded and it is just very unprofessional for many different reasons.

So don’t be surprised if we stop responding to text messages as, from our perspective, this is a cardinal sin amongst candidates.

As an aside, even if we are friendly and have hung out in the same social circle one time and are now working together in a professional capacity, still do not text regarding anything work related.

By Jodi Shapiro | Also posted in Job market, Tips for Candidates, You and Your Recruiter | Comments Off

When it comes to salaries, don’t shoot for the stars

May 15, 2012 – 8:24 am

Candidates often make the mistake of expecting and asking for salaries which are far too high as a next step in their careers. Unless you are being overpaid (which is sometimes the case), we do not suggest that you should make a lateral move but rather ask for an increase when you make the move from one company/role to another. It is always encouraged to rise up the ranks both in title and salary as you make transitions in your career. However, candidates sometimes get too big for their britches and ask for way too high of an increase when negotiating their terms with agencies. Perhaps you did not get the raise you were expecting during your last review—this isn’t the fault of your next employer. Perhaps you took a year off to travel and this has affected salary increases—this isn’t the fault of your next employer. Maybe you’ve even been performing at a level above for the past year and feel extremely disgruntled in your current role—this isn’t the fault of your next employer either!

I realize that many times you feel overworked and underpaid, but part of our job as recruiters is to guide you regarding salary and keep you grounded and objective. As recruiters, we not only know the “going rate” for particular levels of experience, types of experience, and industries/roles in general, but we also know our clients’ budget ranges and what they are able and willing to pay for particular positions. We obviously want to negotiate the best and highest salary for you, but we will always be honest in terms of what we feel you should and can realistically ask for during offer stage.

I’ve been faced with the difficult task of bringing candidates back to reality when it comes to salaries, in hopes that they will agree with me and not box themselves out of a great opportunity because they want to negotiate a higher salary or strongly feel they deserve more. There is usually someone with a similar skillset and comparable years of experience who is asking for less, so it is in your best interest to listen to your recruiter when it comes to salary negotiations and follow his/her advice so as not to appear too expensive, unrealistic, or money hungry.

Being a dreamer in life isn’t necessarily a bad thing, but you really need to come back to reality when discussing and finalizing salary expectations with a potential employer. While salary is important, the most crucial thing at the end of the day is to secure the position that is truly the next best step in your career. All the money in the world can’t buy the happiness you feel when  going to a job you love every day, and monetary success will most likely follow this feeling of personal and professional contentment.

By Jodi Shapiro | Also posted in Industry Updates, Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Make time to prep with your recruiter before an interview with a company!

May 7, 2012 – 9:42 pm

A very important part of the recruitment process at our agency is prepping candidates before an interview with one of our clients. It is sometimes difficult for us to get in touch with candidates in order to prep them which is always extremely surprising to us that candidates would want to show up to an interview with a company unprepared.

Candidates should set aside five to ten minutes to prep via phone with their recruiters before an interview. And don’t leave this until the last minute when you are jumping on the subway or in a taxi to the interview – we are busy too and may not be available.

What does an interview prep call include?

- Critical details such as the name, title, and any other details regarding the person(s) with whom the candidate will be meeting. This would have already been provided to you in an email, however we will be able to offer insights into the people that you will be interviewing with. In some cases the recruiter has been working with the hiring manager for a long time and is very familiar with the managers interview style and demeanor.

- Advice on how to best position the candidates’ experience (i.e. reason for wanting to leave current job, reason why this agency is the next best step).

- The appropriate dress code for the interview based upon the particular company and role (trendy vs. corporate).

- Specific strengths and skillsets for the candidate to highlight in order to be relevant to the role at hand.

And MUCH MUCH MORE.

A prep call between a candidate and a recruiter prior to an interview is essential and extremely helpful in not only preparing the candidate, but also in providing a sense of confidence and ease.

By Jodi Shapiro | Also posted in Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Candidate Desperation is a Turn Off to both Recruiters and Clients – Do not be a stalker

May 3, 2012 – 3:54 pm

It is wonderful to be eager about finding a new position during the job hunt and to really fall in love with a company or a role. Also it is completely fine for a candidate to follow up with a recruiter to see if a client would like to schedule an interview or has provided feedback following an interview. However, there is such thing as TOO MANY follow ups. As a recruiter, my job is to liaise between candidate and client and to manage the entire process from start to finish. While some recruiters are not great at following up, our agency prides itself on being very good about keeping candidates in the loop. However, in the case that there is no update to provide, a candidate will most likely not hear from us. One of the worst things a candidate can do is to continually follow up as it is a turn off to the recruiter and it does make a candidate look a bit desperate. Candidates should trust that a recruiter will follow up with them and provide updates throughout the search anytime there is information to provide. A recruiter will often stop reaching out to a candidate with great opportunities if the candidate goes into stalker mode. A lot of our in-house recruiter friends discuss with us that they have stopped approaching stalker candidates about roles for these reasons.

LESSON: Do not stalk your recruiter. Trust that he or she will keep you in the loop and update you throughout the process.

By Jodi Shapiro | Also posted in Job market, Tips for Candidates, You and Your Recruiter | Comments Off

Agency Candidates – Express Interest for the Agency as a Whole and Not Just for a Particular Account

May 3, 2012 – 3:50 pm

A mistake that candidates often make which can completely ruin their chances of getting an offer from a company is to express interest and enthusiasm solely for the particular account/brand on which he or she would be working and not for the agency as a whole. It is great for a candidate to show passion for the particular brand which he or she would be managing. However, as I have blogged about previously, a candidate should be careful to not pigeonhole himself or herself by appearing open to only certain types of  accounts. Often times the way to get one’s foot into the door of a great agency is to accept a role on a brand that might not be the “dream” account with the possibility of transitioning onto different accounts while at the agency—this is very common

That being said, a candidate should also be sure to express interest in the agency as a whole during the interview process. It is a turn off to a potential employer when a candidate seems to be interested solely in the brand and not the agency — as the agency could lose the account at some point in the future (worst case scenario) or the candidate could be moved onto a different account based upon staffing needs. These are all likely scenarios so candidates should express enthusiasm for the actual agency during an interview as well.

I met with a client recently who absolutely loved a candidate that I had presented but said one of the reasons he will not receive an offer is that he didn’t express interest for the agency, only for the brand on which he would be working. This is a shame as this mistake can be easily avoided.

Here are some ways to express interest in an agency during an interview:

  1. Make it clear that you are familiar with the agency/have done your research prior to the interview
  2. Give an example of a campaign the agency has produced which inspired you
  3. Give some reasons why the agency would be great for you as a next step
By Jodi Shapiro | Also posted in Job market, Tips for Candidates | Comments Off

Why candidates need to make themselves available for interviews with companies

May 3, 2012 – 12:24 pm

A majority of the candidates with whom we work are currently in jobs. Thus their schedules tend to be very busy and availability (especially during work hours) rather limited. Setting up interviews with these candidates can be very tricky as they do not want to raise suspicion in their offices and often times they have to put their current role first (attending internal meetings, etc). This makes complete sense as they do not want to lose their jobs!

That being said, candidates should make an effort to not be too difficult when a recruiter is trying to schedule an interview with a potential employer for them. Their lack of availability can signal indifference or even an absence of real interest in the role at hand. This is not the type of vibe or energy they should give off before meeting the hiring manager.

Even if it takes some major juggling or  a white lie (doctors appointment, cable guy visit– note we do not advocate lying but you know what I mean here), candidates should realize that the client is not doing them a favor by requesting an interview and should do their absolute best to be accommodating and flexible in order to keep first impressions very positive.

By Jodi Shapiro | Also posted in Job market | Comments Off

Interview cancellation and/or rescheduling etiquette for candidates and clients

May 1, 2012 – 4:47 pm

There is proper etiquette for candidates and clients to follow when canceling and/or rescheduling interviews. It is bound to happen- a candidate wakes up with the flu or a client gets stuck with a last minute internal meeting– and the interview has to be cancelled. This is totally understandable, especially in these creative industries where schedules change and firedrills occur all the time.

However, both candidates and clients should do their bese to give as much advanced notice as possible and try not to cancel at the last minute as it can leave a bad impression on both parties.

Often a candidate has taken time off from his or her current job for the interview so a last minute cancellation could jeopardize his or her current role. Also when a candidate cancels last minute, it unfortunately can imply irresponsibility or rudeness in the client’s eyes.

The bottom line is that these last minute cancellations are often unavoidable. However, both parties should do their best to give advanced notice and proactively reschedule so momentum isn’t lost and interest is maintained.

By Jodi Shapiro | Also posted in Tips for Candidates, Tips for Clients | Comments Off

Candidate Interview Tips: Don’t pigeonhole yourself during an interview on the agency side

April 26, 2012 – 1:37 pm

As a recruiter, I encourage candidates to take time to think about what they want to achieve in their careers and what their ideal next step would be if they are looking to make a move. Candidates should consider the size and culture of company, type of organization and the brands they would like to work with.

While it is good to have focus and passion, candidates must be careful to not pigeonhole themselves during an interview with a agency by expressing an interest in working for only one type of category (only sports or retail, for example). If the interview is for a specific account, of course candidates should focus on why this account is desirable to them. However, many interviews (especially at larger traditional advertising agencies) are more general, and not soley focused on one account, as there are often multiple openings on various brands. In this case, agencies interview candidates to see where they would fit best in terms of accounts based on skillset, personality, and how they would interact with the team.

During these types of interviews with agencies, candidates should focus more on why the agency is a great fit and less on the particular types of accounts which appeal to them– as they do not want to rule themselves out of any opportunity. Keep it general in these situations and again express interest and enthusiasm for the agency and an open minded attitude in terms of the accounts.

Addendum: I am not suggesting that candidates with a passion for fashion should settle for an automotive account, but be very careful during a general type interview to appear open to multiple categories as you could end up getting your foot in the door at an amazing agency and ending up on the dream account!

By Jodi Shapiro | Also posted in Tips for Candidates | Comments Off

The Importance of Client Feedback Following Candidate Interviews

April 26, 2012 – 12:43 pm

It is much appreciated and very important that clients provide feedback following candidate interviews. As a recruiter, this feedback is really critical as we can help candidates to improve their interviewing skills through constructive criticism. Also it is always very encouraging to provide positive feedback from a client, even when the candidate has not been chosen for the role. This keeps the candidate interested in the company should future roles open and also boosts his or her confidence for future interviews. Clients should feel completely comfortable providing feedback to us, even if it is negative, as we relay it in a very eloquent and constructive way to our candidates.

Client feedback is also very helpful as it gives us even clearer direction in terms of the ideal candidate skill set and personality for the particular role. There are often very slight nuances that set one candidate apart from another or that make a candidate the perfect fit for an agency/position, so this type of post-interview feedback is critical to conducting the most thorough and accurate search on our end.

I realize that our clients are extremely busy on a daily basis so do not expect pages of feedback on each candidate. However, it truly is helpful to all parties throughout the process to be frank and forthright in terms of feedback on candidates that interview for specific roles.

Many thanks in advance to our clients who take the time to download us following interviews and help to guide us as we find the PERFECT candidate for the role!

By Jodi Shapiro | Also posted in Tips for Clients | Comments Off

A Classy and Smart Client Gesture

April 26, 2012 – 12:21 pm

Today a client asked me to forward the below email to a candidate that she had really liked but had decided to not hire as she had met someone a couple of weeks ago that she had really liked as well (who had immediate availability). It is not often that a client takes the time to send a personal note to a candidate following an interview, especially when the candidate is not the one to which they are extending an offer.

This is very smart on the part of the client as, if the candidate really liked the agency following the interview, he or she will most likely be touched by this gesture and remain open to future opportunities at the company. It also shows that the client appreciates the candidate’s time and talent and establishes a personal connection between them from the start.

As a recruiter, I truly appreciate this client gesture and do encourage other clients to follow suit if they really like a candidate and see him or her as a potential asset for future roles.

“Dear XXXX,

Thank you for your time and interest in xxxxxx.

It was our pleasure to meet you, both xxx and I were very impressed with you and your experience as account executive.

After a difficult deliberation, we have decided to move forward with another candidate for the time being but wanted to reach out to let you know our appreciation and hope that our paths will cross again.

Kind regards,

XXXX.”

By Jodi Shapiro | Also posted in Tips for Clients | Comments Off

Fidgeting No No’s during an interview

April 12, 2012 – 3:22 pm

I got a call from a Human Resources Director at a great company yesterday giving me feedback about one of the candidates that I had presented. She really liked the candidate and felt her skillset and personality were right on brief. However, she informed me that the candidate was picking and even biting her nails during the interview. I am pretty sure we have all been stricken with the nail biting habit at some point in our lives and we probably all realize how yucky this looks in public.

We often do it without even realizing it at the time (guilty as charged!!).

However, it is essential that NO nail biting or picking or any type of nervous fidgeting occurs during an interview. A candidate should remain poised and confident and not do anything that takes the clients’ attention off of his or her experience and positives.

LESSON: whatever you do, break those nervous habits before the interview because they can ruin your chances of getting a great job!

By Jodi Shapiro | Comments Off

Working from Home Request– NO!!!!!

April 12, 2012 – 2:30 pm

Below is an email that I just received from a candidate that I had reached out to regarding a great account management opportunity. Her response is a great example of what not to say when replying to a recruiter. Again honesty is a good and smart policy, but in certain cases it can completely take a candidate out of the running for job opportunities. I will of course reply and see what the candidate’s situation is, but I am already weary that she will be difficult to work with in terms of her needs/expectations/situation when it comes to finding a new opportunity for her. There is almost a zero chance that a new employer would allow her to work from home when first starting a job. A candidate needs to express enthusiasm and let the employer know that he or she will live and breathe the position. Requesting to work from home is a complete turn off—even to a recruiter. These types of work situations—a 4 day week, extended vacation, etc- are earned when a candidate does a fantastic job over a long period of time!

THE INFAMOUS REPLY:

I hope you’re well!

The position sounds fantastic and a perfect fit for my background. I would
be interested in the position if it allowed me the flexibility to work from
home. Is that possible or is it required to work full time in the office?

Please let me know.

Thank you!

Jodi Shapiro – Senior Consultant

By Jodi Shapiro | Comments Off

Why candidates should make a great first impression when interviewing with their recruiter

March 11, 2012 – 10:31 pm

While the impression made when interviewing for an actual position is extremely important, candidates should also realize the importance of giving a great interview to their recruiter.

A recruiter is the middleman between candidate and client and screens candidates to ensure there is a nice match between the candidate’s skillset+ personality and the role+ company.

Some candidates have had a great skill set but have literally walked into our office and worn their “chaotic or bad days” or their “dreadful managers” or just an overall negative attitude on their sleeve. We would never present this type of candidate to a client because personality and energy is also a deciding factor.

LESSON: Make a great impression on your recruiter so you become a favorite candidate who is presented for all types of opportunities.

Jodi Shapiro – Senior Recruiter

By Jodi Shapiro | Also posted in You and Your Recruiter | Comments Off

Why you should send a “Thank You” note or email after an interview

March 11, 2012 – 8:26 pm

Should you send a thank you letter or email after an interview? Most definitely, regardless of whether or not you are interested in the role. Thank you letters are always a genuine and sincere touch in any situation. They  make a candidate stand out during the interview process as not everyone will take the time to compose one.

While I certainly encourage the thank you note or email, I also believe firmly they should serve an important purpose other than just saying “thank you.” Candidates should use the thank you letter to stress some critical points-

1) They are very interested in both the role and the company, especially after having spoken to the hiring manager, and explain why.

2) They feel they are a good fit for a particular reason and they outline this in the email or note.

3) They believe this is the right step for them in their career.

A thank you letter can also be used to state or clarify something about which you spoke during the interview. Or, if you didn’t have the time to discuss a particular point that you feel is important, now is a good time to bring this up.

LESSON: Use the thank you letter as a canvas for strenghtening your candidacy.

Jodi Shapiro – Senior Consultant

By Jodi Shapiro | Comments Off

Keeping the interview positive

March 11, 2012 – 8:19 pm

Every candidate has had a bad manager or has worked at a completely dysfunctional agency or company. Perhaps these were the reasons that he or she decided to search for new opportunities. That being said, while honesty is usually the best policy, I encourage candidates to position every aspect of their experience in a positive light when interviewing, rather than dwell on the negative (when in doubt, consult your recruiter!!!). The candidate should not make the client that they are interviewing with feel that he or she is easily perturbed or disturbed. So focusing on positive work experiences and even spinning the negative ones in a positive light is critical to making a great first impression. Remember there is limited time during an interview, so it is best not to recount bad memories during it!
LESSON: save your work horror stories for the campfire and keep your interview stories positive.

Jodi Shapiro – Senior Consultant

By Jodi Shapiro | Comments Off

Preparing for an interview

April 15, 2010 – 2:45 am

Interviews can take many forms, from a casual chat to a structured interview panel. Whatever the case, you will perform best if you’re prepared. There are many ‘typical’ interview questions that it would be worth considering your responses to in advance, rather than just ‘winging it’ on the day.

These may well include:

“Tell me a little about yourself?”

“What are your strengths?”

“What are your weaknesses?”

“Why should I hire you?”

“What has been your greatest achievement?”

“Why do you want to leave your current job?”

“What salary are you seeking?”

More experienced interviewers may employ a method called Competency or Behavioural Based Interviewing. These questions are designed to uncover desired skills and behaviours (‘competencies’), and require you to give examples of experiences from your past.

To prepare for this kind of interview, you need to review the job description and identify the skills and traits most likely to be assessed. Then decide upon the experiences you want to refer to in the interview to demonstrate your appropriateness.

The key to answering these questions is to be as specific as possible. Well structured answers are powerful and will win you the interview. The STAR model will provide a good structure for your answers:

(S) Situation – describe the situation
(T) Task – describe the task the situation required (or your ideas for resolving the problem)
(A) Action – describe the action you took, and any obstacles you overcame
(R) Result – describe the outcomes you achieved

Sample questions include:

“Give me an example of a time when you set a goal and were able to achieve it.”

“Describe a time when you were faced with a stressful work experience that demonstrated your coping skills.”

“Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.”

“Tell me about a time when you were able to successfully deal with another person when that person may not have personally liked you or vice versa.”

The key is to bring your experience to life. Even if a company isn’t using the STAR system, if you use the STAR model to explain your experience with examples, the outcome will be a sucessful interview.

By melanie | Comments Off