Monthly Archives: June 2015

Tips for Applying for a Position You are Under Qualified For

Have you applied for a job that you feel under-qualified for? What happens when you land an interview? If you find yourself in this situation, there are simple steps you can take to sell yourself for a position you may lack some credentials for. Here is how:

Research the job and company
Although duties typically change once you are actually in the role, looking at the job description before an interview is a great way to prepare. Having solid, overall knowledge of the company’s product or service will also help you understand the areas of the position you will be able to excel at to highlight during your interview.

Also, try locating other individuals within the industry in a similar position. Find their resumes and examples of their work if possible to gain insight into a typical day and to better understand what the duties of the role will actually look like.

Update your resume and cover letter to reflect the position
Many job seekers do not alter their resumes for each job they are applying for. This is a mistake. By customizing your resume for the job you are applying for you can include any transferable skill relevant to the position as well as areas you are involved in outside of work that would be an asset in the position you are interviewing for. Be sure to include volunteer activities relevant to the position as well.

During the interview, highlight your relevant experience
Take the time during the interview to highlight the skillsets you do possess that the company is looking for. Explain how all your other experience can also benefit the organization if you’re offered the role. Also, include information you have gained from your research to demonstrate that you are knowledgeable about the company, product/service and industry, which will help you be successful in the position you are interviewing for.

Be confident
Confidence is extremely significant. Even if you’re unsure about your background and/or qualifications for the role, be confident. Do your absolute best to sell yourself for the position, highlighting that you’ve already began conducting research about the company, possible team members and industry experts’ advice on what it takes to be successful in this kind of role.

Be honest. If you don’t have the skills listed in the job description, explaining that you’re a quick learner who is always eager for a challenge and has a proven record of excelling on the job. Display that you’re confident in your abilities to do whatever it takes to benefit the company in this position. Now Offering Employment Assessments

Seasoned hiring managers understand that ongoing success depends on the quality of employees at all levels in an organization. But how can you be sure that you staff with employees who are the best cultural fit and brightest talent? In the broadest sense, there are multiple methods of improving employee job performance. Along with compensation and training functions, recruitment and hiring is implicit in the on-boarding and eventual success of the people in the organization and ultimately the company itself. But how can you be sure you are starting with the right people?

Modern employment assessment tools improve the selection of employees because they allow hiring managers to view numerous, relevant candidate qualifications and make better-informed hiring decisions. The analysis of specific qualifications leads to more accurate hiring decisions because more relevant information may be gathered prior to the interview as well as throughout the hiring process.

Using assessments will help you create an effective screening process that makes certain the applicant has the basic necessary experience and background as well as determining if they possess the core traits and attitudes you have found to be predictive of success in that job. 

Pre-Hire Assessments will alert you to counter-productive behaviors, and determine engagement, Job Fit and tell you how to train new employees.

You’ll find higher quality candidates before spending time interviewing them.

Post-Hire Assessments will help you coach for better performance, identify and develop leadership and determine Job Fit for promotions and lateral moves as well as help with outplacement.

All of this will help you to stay competitive.

In just a few you can find out how our assessments best meet your needs. Our assessments are affordable, deliver high quality and simplicity of use. Many clients are set-up and using their online accounts the same day.

If you would like to learn more about how assessments could help your organization, let us know and we’ll be happy to set up a demo for you to check it out! We can also provide you with specific samples of the information our solution provides for your particular industry or positions.

Is More School Necessary for this Job?

notebookYou are ready to make a change in your career, but you are currently at a fork in the road.  Do you stay within the same role in a new company, or are you ready for substantial change?  Depending on the answer, you may have to go back to school to learn a new skill set.  However, before taking on the financial burden, do research.

Call a hiring manager who has experience hiring for positions like the one you are interested in, ask what qualifications they are looking for and what would set someone apart from the pack in their pile of applications.  Call someone who is in the current position you are seeking, ask what credentials they had at the time of hire.  How they landed their job? What organizations they are involved in?  What is their education level?

From these conversations decide if going back to school is for you and necessary to land your dream job, or if you could perhaps pick up these skills by volunteering or by taking a similar position that you are more qualified for.  Write your plan on paper, develop a timeline, develop a budget and then go for it!