What's In a Name?

Thirty-one years ago my parents, both of whom were born in Puerto Rico, named me Linda. I’ve never been a fan of my name, mainly because in Spanish “Linda” means pretty, and the antonym of pretty is ugly. I won’t bore you with the details of the merciless teasing I received due to that fact, but let’s just say that after all these years it still stings a bit.

But Linda is my name. Just when I started to get used to it, BAM! I’m hit with another reality. The name Linda is outdated. No one names their little girls Linda anymore. All the Lindas I meet are much older than I am. After a diligent search on the Internet, I discovered my name was popular from the 1940s through the 1960s and ever since then has lost momentum. To my dismay, the name Linda has officially become the new “Ethel.”

As I tried to come to terms with that fact, I wondered, what’s in a name? Can a given name hinder job prospects? Is it true that a boy named Jeeves is destined to become a butler? Does the fate of a girl named Dakota Blue belong to a pole at a local strip joint? According to nameologists, your given name influences your personality, demeanor, and life journey. They also assert that your name influences how others perceive you. Consequently, when hiring managers read names on a resume, they tend to make an immediate character judgment.

This fact becomes tricky for individuals with names like Waldo, Crystal, Furkhunda or Latoya. Be honest. The moment you read those names, a stereotypical picture popped into your mind. The reality is that if your given name is unconventional or is heavily tied to a persona, it can affect the number of times your phone rings during a job search.

To ensure they are not being discriminated against, some jobseekers have chosen to go to extremes to mask their given names on a resume. Some choose to include only their first initial along with their last name. Others decide to include the pronunciation of their name alongside the full spelling to make it easier for hiring managers to enunciate their name when calling to set up an interview. Still others adapt a more “acceptable” name such as John or Emily in order to fit in.

Though these tactics may raise red flags, jobseekers are willing to take that risk in hopes that hiring managers will call more often.

Now, Do You Have Any Questions?

“Who is that hot babe in the picture?” isn’t the type of reply an interviewer expects to hear when he or she invites you to ask questions near the end of an interview. In fact, the way you approach the Q&A session will have a direct impact on the interviewer’s perception of you. Based on the questions you ask, a judgment will be made in regard to how interested you seem to be in working for the company.

For this reason, when you are forming questions ask yourself, What do I need to know about the company in order to determine if this is the workplace for me? How you answer this question depends on the career values that are important to you, and therefore, there isn’t a right or wrong answer. That said, make sure that you do not ask the “What’s-in-it-for me?” type question. Though questions regarding salary, benefits, and vacation time are valid, the place to broach those topics is when an offer is on the table, not before.

SAMPLE QUESTIONS YOU CAN ASK

Are there any plans for a corporate merger or outsourcing initiatives?

When a merger or outsourcing happens, layoffs follow. Before you accept a position, you should inquire about the direction the company is taking. Many candidates are under the misconception that only failing companies downsize. In truth, no matter how stable they are, companies are always looking to cut costs.

How closely do my qualifications match the requirements for the open position?

Two things can happen when you ask this question. (1) The interviewer can affirm that your experience, skills and abilities are a perfect fit. Needless to say, if that is the interviewer’s response, you have a good shot at landing a job offer. (2) The interviewer may divulge that the company is looking to hire someone with more experience in XYZ. Believe it or not, if this occurs it can work out to your advantage because you have another opportunity to sell yourself.

How long has this position been open?

If the interviewer reveals that the position has been open for three months, you can ask a follow-up question such as, “It is obvious that the company is taking its time in finding the right candidate, and there must have been qualified candidates that have interviewed. What would you say they were lacking that an offer wasn’t extended?” In asking this follow-up question, you will find out exactly what the interviewer is looking for and you can adapt your responses to meet the company’s specific needs.

Are promotions based on seniority or accomplishments?

Some companies still hold on to the old-school mentality where old-timers, no matter their accomplishments or lack thereof, are offered an opportunity to move up the ladder before a new hire gets the same opportunity. You deserve to know that if you put 110% in your work, you will be rewarded accordingly.

If you could change one thing about how this company functions, what would it be?

Just as you are not perfect, neither is a company. Interviewers are aware of this fact and therefore, during the interview process they do their best to sell the organization as a great place to go to every day. It is part of your job to uncover everything about the hiring organization – the good, the bad, and everything in between.

FINAL THOUGHT

Well-thought-out, clear, and intelligent questions are the ones that leave a positive impression with the listener. Take the time to evaluate what is important to you and form questions around those issues.

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Recognized as a career expert, Linda Matias brings a wealth of experience to the career services field. She has been sought out for her knowledge of the employment market, outplacement, job search strategies, interview preparation, and resume writing, quoted a number of times in The Wall Street Journal, New York Newsday, Newsweek, and HR-esource.com. She is president of CareerStrides and the National Resume Writers’ Association. Visit her website at www.careerstrides.com or email her at linda@careerstrides.com.

So, Why Don't You Tell Me About Yourself?

“So, why don’t you tell me about yourself?” is the most frequently asked interview question. It’s a question that most interviewees expect and the one they have the most difficulty answering. Though one could answer this open-ended question in a myriad of ways, the key to answering this question or any other interview question is to offer a response that supports your career objective. This means that you shouldn’t respond with comments about your hobbies, spouse, or extra curricular activities. Trust me, interviewers aren’t interested.

Interviewers use the interview process as a vehicle to eliminate your candidacy. Every question they ask is used to differentiate your skills, experience, and personality with that of other candidates. They want to determine if what you have to offer will mesh with the organization’s mission and goals.

If answered with care, your response to the question, “So, why don’t you tell me about yourself?” could compliment the interviewers needs as well as support your agenda. This is a question you should be prepared to answer as opposed to attempting to “wing it”.

Follow the four easy steps outlined below to ensure your response will grab the interviewers attention.

Provide a brief introduction. Introduce attributes that are key to the open position.

Sample introduction: During my 10 years’ of experience as a sales manager, I have mastered the ability to coach, train, and motivate sales teams into reaching corporate goals.

Provide a career summary of your most recent work history. Your career summary is the “meat” of your response, so it must support your job objective and it must be compelling. Keep your response limited to your current experience. Don’t go back more than 10 years.

Sample career summary: Most recently, at The Widget Corporation, I was challenged with turning around a stagnant territory that ranked last in sales in the Northeastern region. Using strategies that have worked in the past, I developed an aggressive sales campaign that focused on cultivating new accounts and nurturing the existing client base. The results were tremendous. Within six months my sales team and I were able to revitalize the territory and boost sales by 65%.

Tie your response to the needs of the hiring organization. Don’t assume that the interviewer will be able to connect all the dots. It is your job as the interviewee to make sure the interviewer understands how your experiences are transferable to the position they are seeking to fill.

Sample tie-in: Because of my proven experience in leading sales teams, Craig Brown suggested I contact you regarding your need for a sales manager. Craig filled me in on the challenges your sales department is facing.

Ask an insightful question. By asking a question you gain control of the interview. Don’t ask a question for the sake of asking. Be sure that the question will engage the interviewer in a conversation. Doing so will alleviate the stress you may feel to perform.

Sample question: What strategies are currently underway to increase sales and morale within the sales department?

There you have it – a response that meets the needs of the interviewer AND supports your agenda.

When broken down into manageable pieces, the question, “So, tell me about yourself?” isn’t overwhelming. In fact, answering the question effectively gives you the opportunity to talk about your strengths, achievements, and qualifications for the position. So take this golden opportunity and run with it!

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Recognized as a career expert, Linda Matias brings a wealth of experience to the career services field. She has been sought out for her knowledge of the employment market, outplacement, job search strategies, interview preparation, and resume writing, quoted a number of times in The Wall Street Journal, New York Newsday, Newsweek, and HR-esource.com. She is President of CareerStrides and the National Resume Writers’ Association. Visit her website at www.careerstrides.com or email her at linda@careerstrides.com.