1. Question: What is the number one trait or characteristic employers admire in an employee besides the usual trustworthy, responsible, hard working and competent?

Janice Ariante: The ability to step out of yourself and put yourself in another person's place or situation.

2. Question: I do everything I can possibly do to be the perfect employee but my high standards and perfectionism is not appreciated. What am I doing wrong here? What do they want?

Janice Ariante: You may want to strive for excellence instead of perfectionism. A successful, well respected Management Consultant once said, "Perfectionism is redoubling your efforts while losing sight of your goals".

3. Question: Why is it that so few companies inform candidates of how long they will need to be at the interview and the people included on the interview schedule, such as HR and your future boss and so on. Don't they realize this important information helps with preparation and scheduling?

I really appreciate knowing this information ahead of time but even if you ask, hardly any information about the interview schedule is provided so you do not know ahead of time who you will be interviewing with or how much time you need to take off from work.

Janice Ariante: The type of companies you would most likely want to work for, well managed with a properly trained staff of professionals, will always provide this helpful information. All others do not bother to extend this basic common courtesy.

4. Question: I was really having problems with my job and my boss. I was anxious and doubtful about finding a new job and really worried I was going to wind up unemployed, headed for major financial trouble.

After only one phone consultation, I realized there was a light at the end of the tunnel and it wasn't a train.

Thanks to your suggestions, methods and information my life has changed drastically and I now have clear direction and understanding. Prior to speaking with you, I was trying to achieve my goals without the knowledge or necessary tools. Now I'm moving forward with confidence and making great progress.

You are an incredible wealth of information.

Do you plan to hold live presentations in the near future?

Janice Ariante: Thank you. I would also like to compliment you. Being prepared is being responsible and you are job ready and prepared. It is always better to be pro-active than re-active.

You would be surprised how many people wait until the last minute when their back is against the wall and they are in a panic before scheduling a phone consultation. Sometimes I can accommodate them but often it's too late as I do get booked.

LUCK is being prepared when a great opportunity presents itself.
BAD LUCK is not being prepared when a great opportunity presents itself.

Preparing ahead of time is proactive.

To answer your question, I would love to present live at this time, but for now I am currently dedicating my time providing one-on-one individually tailored phone consultation services.

Full-day Ideal Job Offer Seminars are in the early planning stages. They will begin in the Fall of 2008 starting in the NYC Tri-State area. In my efforts to reach out and help as many people as possible through all day presentations, I will need to limit the time I put into my phone consultation services.

Therefore, by the end of this year, I will be devoting less time to the phone consultation services and more to the live seminars. It is highly advantageous to have a private phone consultation before attending one of my all day live presentations, so you are a huge step ahead.

5. Question: Why pay for job search and interview counseling services when most Alumni and Non-profit organizations offer free job counseling services?

Free doesn't mean better

Janice Ariante: The only way you can arrive at a "free doesn't always mean better" conclusion is by learning and applying my techniques and methods. Then compare my information and the end results with theirs.

You may also want to check out my biography and web site and then compare my background, experience and credentials with the others who teach what I teach.

Otherwise you may have expectations that cannot be met. Sometimes without even realizing it, we set ourselves up for disappointment.

The truth is, we get what we pay for

Ask yourself, what is better?

A free service that's limited, not very effective with minimal end results

OR

A service you pay for with a return on your investment that's highly effective and gets quick results allowing you to achieve your goals. Keep in mind, anyone can author any book about anything and anyone can call themselves an "expert."

If you want expert advice, ask a true expert

6. Question: Part of the hiring process with some companies requires completing an on-line application. But I experience them as a big nuisance loaded with technical problems. From a Human Resources Staffing point of view, what is your opinion? Can you comment?

Janice Ariante: Yes I can and will comment.

They are a test. They are intended to test your endurance, patience and tolerance ... only kidding.

My real opinion is that on-line applications are ridiculous. If it's a short form application requesting general information, it is absolutely necessary.

If it's a detailed long form job application, it is convenient for the Employer and inconvenient for you. Employers do need to have an application on file for new hires even if a resume was submitted. However, I feel strongly that the application should be a paper copy that candidates complete IF and only IF they are going to be hired.

A job application is considered a (signed) legal document while the resume is not considered a legal document. If a candidate falsifies information on their resume it cannot be used in court or for termination purposes since resumes are not a legal document.

Since the application is a signed legal document it can be used for termination purposes and, if necessary, in court. Very few states and hiring sectors require applications on every single candidate regardless of the candidates hiring status.

My philosophy is that HR does not need excessive amounts of highly confidential, stored on-line personal data or hard copies on file if they are not going to hire the candidate. I see more risk than benefit. I believe only candidates who are going to receive a job offer need to complete a paper copy job application. It should be kept in a confidential folder with limited staff access. In my opinion, on-line applications are usually unnecessary.

Employers requesting completion of an on-line and/or a paper application before a final decision to hire can be self-serving. It does nothing for candidates except create more process work and unnecessary exposure of vital personal information.

Also, if at all possible and without jeopardizing your chances of a job offer, it is best if you hold off providing professional references unless you think you are going to receive an offer. I provide suggestions for preparing a separate reference sheet and when and what to say in this situation. Again, I believe only candidates who are most likely going to receive a job offer need to provide professional references and complete a job application, that is, a paper copy application.

Here is another big issue with on-line applications

Sometimes the screen freezes up while completing the on-line application and it can be quite frustrating. It is annoying and you haven't even gotten to the interviews. If you are not "lucky" enough to have that happen to you, then you are asked a series of standard but irrelevant and/or stupid questions that may or may not have anything to do with your specific abilities. I lost count of how many times I preached, "One size does NOT fit all".

I think on-line applications can be a waste of time and insult to the intelligence of most people. Unfortunately if it is necessary to get an interview with a company you want to work for and you believe they will want your talent then you may have no choice.

As an alternative to on-line applications, Employers may want to consider a more effective and efficient pre-screening tool such as a list of maybe 5-7 questions relevant to the position. The questions would need to be very specific to the job. The responses could be limited to one or two line answers and/or multiple choice questions quantifying skill levels. It needs to be relevant to the position and short, simple and user friendly. This would weed out candidates who are not qualified while attracting the type of candidates they need.

Some candidates (me for one) will not apply at companies that have an on-line app process. Many qualified, talented candidates become frustrated during this type of process and simply give up. Some are concerned about exposure of confidential information. Employers can lose out on some really good candidates, but then,

WE CANNOT KNOW ...

What could have happened but didn't

What we could have received but didn't receive

What we prevented from coming our way

On another note, we all know not everyone is suited to their job including some who are decision-makers. Sometimes the person making process decisions (including the one to have an on line app) is not the right person to be making that decision. When that hiring mistake happens (and it happens) these people make poor choices and decisions that impact others. They might be perceived by others as incompetent if their decisions are not effective, good choices. As a result, people who are in roles they are not ideally suited for are often unaware of the negative impact their decisions have on others all while putting their own reputation at stake. It eventually catches up to them. Those perceived as incompetent do not get referred, hired or promoted as often or easily as they could. To some extent, they hold themselves back.

7. Question: How can you help me get a job when there are not many available where I live and I cannot relocate?

Janice Ariante: Unless you live in the middle of Nowheresville at any given time there is always at least one ideal job waiting for you to fill it.

You are looking for ONE job, not three or five. Even during high unemployment and a poor economy companies change direction, relocate, shift gears, open new product lines, employees retire and relocate or whatever the case may be. All of this (and more) creates job openings. As I said, you are looking for that one ideal job, not several. I teach how to make them want to hire you so you are focused, streamline your job search and get the job offer you want and deserve.

Also, here is something else to consider. Perhaps the unique combination of your experience and skills are suited to a position you would love but never thought of. This is where some creativity and brainstorming comes in to play.

The decision to utilize my services should not depend on the unemployment rates in a given area or state of the economy. It is possible for candidates to land a good job during times when the unemployment rate is high and not land the ideal job during boom times and vice versa. It depends on WHAT you know.

During my 23 years I have experienced many economic ups and downs. Many positions were open for months while at the same time qualified job seekers were out of work. It has to do with your ability to sell the interviewers. It has nothing to do with the economy.

Employers hire candidates based on their current needs and the ideal match, NOT unemployment rates or economic conditions.

If an employer does not feel comfortable with a candidate they will not hire them regardless of the unemployment rate or economy.

I teach how to minimize rejection and maximize job offers.

8. Question: I am about to receive an offer for a job I am really not too sure about. Anyway my question is, do I have to sign off on both a credit check and a background check? They already called my 3 references so why are they doing a Background?

Janice Ariante: Background Verifications and Professional References are totally different.

Background Verifications are necessary due to "Negligent Hiring" legal ramifications. Working for an Employer that does not conduct Background Verifications on every employee can be a bit risky. Also, Employers must be consistent and standards and practices must be followed.

Background Verifications are usually limited to state and local checks. They go back at least 10 years and some as far back as 20 years. Arrest records are not a valid reason to disqualify candidates while convictions are handled on a case by case basis.

Professional References are the (usually 3) people we call that you have listed and provided as a reference. Hopefully they are both people you have reported to and worked with.

There are circumstances where credit checks can be waived so there is a way around a credit check. You would need to call me to discuss it further. I cannot provide that information here.

With the exception of security clearances for government jobs,

There are a total of FIVE different verifications.

Background Verifications and Professional References are NOT the same and therefore the information contained in each is quite different.

Background Verification, Employment Verification, Credit Report Check, Degree Verification and DMV Records are five totally separate different types of verifications. Each one of these five provides very different information. Sometimes one piece of information contained in one verification is also included in another, so there can be some occasional redundancy and overlap.

The (3rd party) verification agencies do not conduct any of the five verifications without your signature, permission and knowledge on file. The information is safely stored away and very few have access to it. In most cases, your boss will know what your professional references said about you but they will not know anything about any of the five verifications. Unless your boss happens to be the HR Staffing person who conducted the verification along with the 3rd party agency this information is highly confidential and not shared. Most employers will contact your (typically 3) professional references and conduct only a few of the five verifications. Some employers conduct all. Very few employers do none at all.

9. Question: Just as I think I am about to receive a job offer, I never hear back from Employers once they check my references. The manager informs me they are putting an offer together contingent upon my professional references. We even talked salary. I have also been told the position was cancelled which I found hard to believe. This has happened more than once.

Janice Ariante: Is it possible one of your professional references is providing negative information?

"The position was cancelled" is one the biggest excuses Staffing people use. Position cancellations do happen. Although position cancellations are not common, they are commonly used as an excuse. The "cancelled position" excuse is usually the easiest (and sometimes the only) way out for the Hiring staff.

It is almost an "Act of Congress" to open a headcount requisition. It is time consuming and involves justification memos and signatures to create a job requisition to open a new headcount. Not very many open positions get cancelled.

Regarding your references, most of the hundreds I have called over the years provided good, positive feedback and recommendations but I have had those occasions where they did not. The candidate would have been shocked to know what their reference was saying about them. I was not permitted to tell candidates when this happened. This is not common but it does happen.

You may want to hire a service to check your references to see what they are really saying about you. You can at least rule that out or avoid listing anyone who is providing a negative reference. I would also recommend you pull your own background report and check your DMV records since errors, as well as identity theft, is a possibility you'll certainly want to rule out and if necessary, correct.

We can't fix or address what we don't know.

10. Question: A Recruiter called me about a job. I was not looking for one and had not sent my resume anywhere but after we talked a few times I started to become interested in this new opportunity. I decided to accept their request to come in for an interview.

But then during the interview, the Hiring Manager, who is the VP, smiled as he leaned towards me and asked in a real serious soft tone why I wanted to work for them and why they should hire me. It was quite strange, confusing and annoying. Although I am still interested as the position looks good and the pay is great, I am confused and wondering what is up with that?

Janice Ariante: I agree, it is strange, confusing and annoying.

Candidates who are not actively looking for a new position are called passive candidates. We go out of our way to seek them out since hiring a passive candidate is a big plus.

So, the employer is supposed to be selling the passive candidate on the company, the position, the people, the growth and so on. Asking these questions is one of the most inane things that can happen in the (passive candidate) interview.

In less than 5 minutes learn how to effectively handle these annoying situations

I trained my staff and I also requested the hiring management avoid asking these questions when WE recruited them and we invited the candidate in for an interview. I also wondered why I even had to mention it. Common sense should prevail since the candidate did not approach us or post their resume on job boards. Sometimes what is common sense to one person is not to another.

In any case, asking any candidate, especially a passive candidate, stupid inappropriate questions makes the Interviewer look like a complete idiot. It can also turn off a potential candidate. The candidate might wonder if they want to work for someone who went out of their way to recruit them and invite them in for an interview and then ask why they want to work there and why they should be hired. If I were a (passive) candidate, I would be thinking, "Uh, I don't know - I wasn't looking for a job and You called me."

I seriously question the competency of Interviewers who do this to passive (as opposed to active) candidates. Sometimes their big egos get in the way and they think everyone wants what they want and assume what is of great importance to them is important to everyone.

Let's keep in mind, we usually do not actually work with everyone we meet with during the interview process. So, let's say someone you meet with on the interview team is not your type. If you know you will have very limited or perhaps no future working interactions with this person it should not make any difference or be a deciding factor when accepting an offer.

Now, let's say you are interviewing with your future boss or manager or the position is a cross-functional role where you will have on going regular interactions with other team members. If these people continually ask you ridiculous interview questions it can be a red flag. Remember interviewing works both ways. You are formulating opinions and judgment and arriving at conclusions about them as well.

Although sometimes it is possible they are testing your frustration level to see if you get annoyed easily or possibly to determine if you can stand up for yourself. In any case, we need to be mindful that if we decide to work for people perceived as incompetent we might wind up dealing with incompetence.

On another note and for the future, I cannot help but wonder how these companies will survive the upcoming talent shortage. It's crucial to a company's success that they hire the best and the brightest. But it begs the question, how can companies hire the best and the brightest if they aren't?

11. Question: Is it true most Interviewers make a decision about an applicant in the first sixty seconds?

Janice Ariante: No, it is NOT true.

I do believe a judgment or decision is often made in the first minute on blind dates but not in a job interview.

In a professional interview a snap judgment or conclusion is hardly ever made in the first minutes. If that were true most interviews would only last a few minutes.

The so-called "experts" who believe and teach that decisions are made in the first 60 seconds either never interviewed candidates and never sat on my side of the desk OR they have very limited, if any, corporate interviewing experience. They are providing hearsay because they lack the actual hands-on experiences. So, don't believe it.

For those who are concerned or wish to improve their interview techniques,

I teach how to establish an IMMEDIATE and positive connection with all of the Interviewers in less than one minute.

Most candidates are pre-screened before a decision is made to invite them in for an interview. This is with the exception of Interviewers and Hiring Authorities who lack the proper training and call candidates for an interview with no explanation or discussion about the position.

I never invited a candidate in for a face to face interview without first discussing details of the position in a phone conversation. It is basic common courtesy. In the pre-screen, I ask a few relevant pre-screen questions and then provide candidates with the opportunity to ask questions. This eliminates the possibility of getting someone's hopes up followed by wasting time and resources and having to cut the interview short.

With very, very few exceptions, I do NOT recommend interviewing at a company unless they extend some basic common courtesies, provide you with necessary information and at least briefly discuss the job before the interview. It most cases (not all but most) it could wind up being a waste of time, quick, thanks and good-bye and "don't let the door hit you on the way out" interview. It is usually a big red flag as it screams, "We are unorganized and do not care about others." Is this who you want to work for?

In any case, we seldom make a decision in the first minute because we usually can't. Sometimes in the beginning we are very impressed and towards the end of the interview we are no longer interested in the candidate. Sometimes the reverse happens.

The truth is, most candidates are dressed appropriately, arrive on time and are prepared. Maybe some are a little more prepared than others are but it is a rare occasion where a candidate arrives dressed inappropriately and/or acts strangely. If so, we will make an immediate decision to cut the interview real short. Most candidates conduct themselves in a professional manner. Most Interviewers, if properly trained, give the benefit of the doubt and keep an open mind, So, we give candidates a chance and with very few exceptions do not arrive at any conclusion in the first minute.

However most candidates do make some very common mistakes creating a disconnection. I teach how to avoid this from happening and how to keep the connection going so they will want to extend an offer. If you disconnect with the Interviewer there is a way to fix it. So, not too worry. If you do not think you are hitting it off right away, you have time to turn it around using my simple techniques. Again, it is very unusual for a decision to be made in the first minute.

12. Question: Is it true more candidates exaggerate or lie than are truthful?

Janice Ariante: No it is not true. It's a myth. It is actually the complete opposite. Contrary to what you have heard, most candidates do not lie. Only a very small percentage of candidates falsify credentials and/or misrepresent their backgrounds.

13. Question: Will I get a credit towards a future phone consultation if my questions and concerns add up to less than a half-hour?

Janice Ariante: Anything worth achieving and accomplishing is never the end result of a quick fix. Since I do not offer quick fixes (in the long run they don't work) my consultations are never less than a half-hour. You'll want to take advantage of the full half-hour. It goes by faster than you might realize.

14. Question: I apply for many jobs only to receive a "go away" letter from HR instead of a phone call. I applied 6 times at one company and still no call. Why do HR people send these go away "drop dead" type of response letters?

Janice Ariante: I would like to clear up this misunderstanding. We do NOT send "drop dead" letters. We also do not appreciate it when candidates think we send "drop dead" letters. Employers who send the form letter with the message, "Do not call or apply here again as we do not have a position for you" is not common practice.

Most (ATS) Applicant Tracking Systems and Internal Resume Databases automatically generate a COURTESY letter simply letting the applicant know we are in receipt of their resume. We put time and thought into the wording of these automatically generated courtesy form letters.

They are really "We have your resume but we can only call you if we have a job match" letter. I do not have time to call hundreds of candidates everyday. We can't hire someone to call candidates every day to explain we received your resume but we do not have a current match OR we do have an opening but we received tons of resumes and we will get to your resume as soon as possible.

What would be the title of the staffing employee who calls all of these applicants? Perhaps the "Resume Rejecter"? What employee would want their job description to read; "In this position you will contact all job applicants to tell them we received their resume amongst hundreds of others and we will call back after the sorting process if there is a suitable match. This position requires making hundreds of phone calls per week".

Certainly not anyone I know of would want this job.

A big part of our performance ratings are based on the length of time to fill openings. So, we can only call candidates if their resume surfaced during a search or they were referred AND meet the requirements of an open position. Sometimes we call the candidate months later when a suitable match occurs or if another position opens. We cannot call candidates unless there is a suitable match.

The majority of resumes (especially on-line) we receive are irrelevant to the position. I sometimes wonder if they read the job description and requirements. They create what I named, "The Inter-Galactic Black Hole of Resumes."

Sorting through tons of resumes to get to the few qualified ones is a long tedious process. As a result, we can only call those if their resume surfaced to the top AND they are qualified. Would you rather hear nothing and never really know if your resume was received or would you rather receive a computer generated standard courtesy letter? I hope this clears up any misunderstanding.

I would also like to mention that candidates who send more than two resumes within a short time frame to a company are perceived as desperate UNLESS it is for several different openings all of which you are qualified. Realistically, being qualified for more than a few openings is quite rare as most corporate positions are very specific and/or highly specialized.

Yet some candidates apply for every open position within one function or department. For example, let's take the Marketing function. There may be five Marketing openings but they are often totally different jobs. How can one person be qualified for every open position within one function? These applicants are viewed as all over the place and not focused. Unfocused equals not good. The message we get is, "HELP," "I am a Marketing person who will take anything with a Marketing title."

Once I had to send this email response to a candidate, "I have all 14 of your resumes. Thank you"

This is one of several ways candidates screen themselves out.

By the way, since I have searched the resume databases everyday for so many years I am keenly aware of when and why some resumes surface and make it to the top in a search while others do not.

I teach how to get your resume to the top of the stack instead of the bottom so you can receive a phone call for an interview in place of a "go away drop dead" letter.

15. Question: I was recently laid-off from my job. I have good reason to believe it was a nice way of firing me. I put everything into that job. Although I got a good severance package, I am still angry and my self-confidence is destroyed. I am not doing very well. I have not looked for a job or interviewed in 7 years and I am not looking forward to it. Advice or suggestions would be helpful and appreciated.

Janice Ariante: When we lack faith we prevent positive energy and events to come into our life. We create exactly what we don't want without even realizing it. Research shows 88% of all employees who were fired or laid off wound up in a better position. Many reported meeting new people who were very helpful in their career advancement. They expanded their network.

Since I receive many email messages from people who have lost their jobs, I'll share a true personal story. This is for anyone who has ever lost their job or is concerned about the future of their job.

Way back when and almost 6 years into my career, I endured the same experience. I was "laid off" instead of fired. I was quite upset but it later turned out to be a huge blessing.

Like many employees, I was quite underpaid and very overworked. I finally landed another job before I exhausted my severance and savings. Most importantly, I was no longer working for fear based management. The new work environment was wonderful and conducive to personal growth.

Only one year from the week I lost my job my income doubled. Unlike my former manager, my new manager recognized my potential and the following year, I became an on-site technical Contract Recruiter in the highest paid fastest growing area of the country, Silicon Valley, CA. As an on-site contractor I was able to negotiate a high hourly rate. I then tripled my income as I started making six-figures only two years after I was laid off. My confidence level went up and so did my income. This is called the domino effect and it didn't end here.

I then came up with an idea for a lucrative "on the side job" that would benefit Hiring Management and therefore the bottom line. I realized most Hiring Managers, Team Leaders and Supervisors were not properly trained to interview job candidates. They were rehashing the resume and going nowhere. It was clear to me that most did not know anymore about the candidate after the interview then before. Some did not even bother to read the candidates resume before the interview. Instead they were reading it for the first time in front of the candidate. This is unprofessional and sends a negative message to the candidate. So, positive change was critical.

It also created very time consuming and expensive hiring mistakes. Donald Trumps', "You're Fired" type of termination is not common procedure or practice in Corporate America. It's not that simple. All companies have a time consuming sometimes lengthy termination process in place that is consistent and must be followed to the letter.

I realized there was a need for "Interviewing Instruction" and I convinced management of both the cost savings and time savings by significantly reducing the number of poor hiring choices. So, I decided to teach Hiring Managers and Executive Staff how to effectively interview job candidates. I designed a Behavioral Interviewing Instruction class. It included the best questions to ask candidates, how to read body language, role playing, selecting the best and all the legal hiring aspects as well. It added some variety to my work. The presentation preparation only took me a few weeks to complete and practice along with some helpful handouts I created.

I charged employers several hundred dollars per attendee. At no cost, I used the companies conference rooms and copy facilities and administrative staff for presentation hand-outs and set-up. I covered everything in these half-day presentations. I didn't have time to present more than 6-8 times per year. Since the presentations were only a half of a workday, it was the equivalent of 3-4 full workdays per year and I was ok with that.

Hiring Managers, Executive Staff, Team Leaders and Supervisors were my usual audience. I seldom had less than 10 attendees per presentation. The company that laid me off a few years earlier never would have allowed me this freedom and the opportunity to make additional income. It used to take me a few months (as compared to only 4-6 days) to make that much money in my former "laid-off" job. Additionally, I met some incredibly influential helpful people. I networked and later secured new employment through attendees who were high level people and impressed with my presentations. So, I became even more grateful I had been "laid-off."

I more recently walked away from a full-time good paying Corporate Senior Staffing Manager position to dedicate part-time days to do what I love doing, helping people by providing phone consultation services within my expertise. Although I still keep busy, I have more free time than previously and I still earn a good income.

So, job loss can be a positive force. Getting laid off (or fired, 'whatever') created a positive domino effect. Many positive events came out of one negative one. Years ago my standard of living went up considerably all because of this one negative experience early in my career. I'm convinced none of this would have happened if my insecure boss didn't fear I was smarter than she was and therefore decided I needed to go. Do you see my point?

I can totally understand why you're now dealing with self-confidence issues. But why would you give them that power? Confidence sells. Confidence isn't something we get, it's something we are. So don't waste your energy.

Another employer is looking for your talent. Life is a journey. When one door closes another opens. Someone else needs your skills. I'm a phone call away if you need help.

16. Question: I have been laid off 3 times in the past 5 years. I have worked for 3 different employers. Even though I do not like my job very much and I am underpaid I am still a hard worker and give my 100%. But how am I going to explain in an interview I got laid off three times? Is there anyway around it?

Janice Ariante: My position provided me with access to highly confidential information including, but not limited to employee personnel files and job performance ratings. Also, Management freely shares highly confidential employee feedback with me, especially during weekly staff meetings.

It's the Human Resources staff that typically handles terminations, downsizing and lay-offs. Staffing, although a part of HR, is not usually involved in employee firing or lay-offs. I never once fired anyone or was involved in the actual decision-making process to determine the employees who would loose their jobs due to downsizing. But I almost always heard the details and inside scoop regarding employee terminations, lay-offs and promotions even though my focus is staffing and recruiting.

When recruiting for open positions, Hiring Management prefers Staffing understand why an employee was fired, laid-off or not promoted. This feedback is highly confidential and shared with very few. It's not for the purpose of gossiping or putting anyone down. The information stays behind closed doors. Staffing cannot share it with anyone. This information is very helpful for recruiting and candidate selection as well as department re-design, more specifically for hiring/re-hiring decisions.

So, here's what I've learned relating to your situation.

Employees who consistently receive below average, average, mediocre or just ok performance reviews are more at risk. They are more likely to be laid off than employees who consistently receive an above average or outstanding performance ratings. People who do not truly enjoy their jobs are not usually high performers.

They tend to take more sick days because they are bored, feel unfulfilled and unsettled. We are more likely to get sick when we do not feel content and fulfilled and experience a sense of accomplishment. They are not usually selected for promotions unless of course, they are a "politically planted" employee. There are times when outstanding performers are laid off so this is not always the case but it is certainly true more often than not.

Also, some employers will run aggressive hiring campaigns. They "over hire" and have even been known to purposely duplicate work efforts. Then at some point but not very far down the road they keep only the above average and top star performers. Almost everyone else loses their job. Over hiring is not common and is more likely to happen in a smaller company or a privately held company with lots of funding.

I have the answers and the solutions to reduce your risk of being laid off while ensuring your performance ratings are consistently high. Being suited and matched to your job creates a cascading effect. You feel more in control and more secure. This boosts your self-confidence and therefore your immune system and therefore your energy levels and therefore your performance ratings.

Employees who are not ideally suited to their job struggle, while at the same time negatively impact others around them. This is one of several reasons why certain people are selected in a lay-off. On the other hand, people who are well matched to their job and therefore enjoy their work do not struggle.

People who love their jobs think, "Take this job and love it."
People who do not like their jobs think, "Take this job and shove it."

"When we love our job, we never have to work a day in our life" (Confucius)

Call to learn how to significantly reduce your chances or avoid being fired or laid off in future employment before your resume winds up with anymore holes. There is a way around the employment gaps and job changes. When things are not working well for us it means we need to make changes. It can be done. There are solutions.

17. Question: My boss requested I train a new employee. I cannot figure out why they needed to hire her. Our job descriptions are identical. I like to pitch in and be helpful but I do wonder if she is going to be my future replacement since we have the same experience and background. Should I be concerned? Why do employers do this?

Janice Ariante: There have been occasions when employees asked me (and/or their manager) about the security of their job. This is frustrating because employees should not be put on the spot. I encourage management to inform their staff ahead of time when and why they are interviewing and hiring a new person.

They need to simply explain if a new hire is a "replacement" OR an "add to staff" and if so, why. It's so easy and it eliminates worry, concern and especially rumors. Failing to inform employees is counterproductive.

Management needs to communicate clearly so they avoid creating a breeding ground for rumors and paranoia.

Here are a few examples.

"Your job has become the work of two people so we need to hire another you"
"Sales are up and we are expanding. We need more employees"
"We need to ramp up and double our efforts and therefore our skill sets"
"We need to replace the employee who resigned"

I also encourage involvement and ask management to request their staff help me with referrals and recruiting efforts. I have also suggested certain employees be given the choice to be included on the interview team so they have a vote in the selection of their new co-worker. This is so easy yet often overlooked. But then the truth is, some companies are not as well run as they could be.

Occasionally I hear comments like, "Why do I have to show him the ropes, so he can take my job?" and
"Am I training my replacement?" and "What is wrong with this picture?"

In reality they are only valid concerns in certain circumstances. Yet thanks to the poor communication style of some managers this has become a common but unnecessary employee concern. The employee who is concerned and thinking they might be training their replacement may start doing crazy things. After all, the employer has put the employee in a position to arrive at conclusions and make decisions while in a place of uncertainty. Sometimes the end result is a self-fulfilling prophecy. Nothing good comes out of poor communication. No one wins in this situation.

Since this is an issue often overlooked by management, I suggest simply asking your boss in a non-emotional tone when he or she is not already overwhelmed or distracted. Avoid starting your sentences with the words "why" or "you." Using either of these words in sensitive, delicate situations can put some people on the defense.

Also, avoid prefacing statements and responses. Here's one example, "I know this may sound crazy." Prefacing reduces our power. It's actually best if your manager answers your question or arrives at a conclusion in a general conversation so you are not perceived as insecure. Also, you don't want to give the impression you are on a fishing expedition. Try to get them to answer your concern without them even knowing you were concerned.

Sometimes our thoughts and actions create exactly what we don't want

We want to be careful. Employers will either not promote OR perhaps even terminate employees if they perceive them as insecure or accusatory. It can be perceived as an attack on their management style and it questions their integrity. So, we want to use common sense and exercise caution here.

Perception is reality

18. Question: I am an entry-level technical candidate with few job leads and few interviewing skills. I recently graduated from a very good technical institute. The career office is helpful and supportive and I am putting a lot of time into my job search but so far I am coming up with nothing. I have rent and student loans to pay so I am worried and starting to panic.

"Worry looks around, sorry looks back, faith looks up"

Janice Ariante: First let me say, launching into panic mode serves no purpose and works against us. When we make choices or decisions in a place of panic, fear, anger or any negative emotion it will probably backfire and might not turn out to be a wise decision or choice. Consistently having faith allows positive events to come into our life.

Even if it's only once in a while, lacking faith will create struggle.

When I graduated college I (mistakenly) thought my degree with no experience was my ticket to an immediate good paying job. The reality is that college degrees, formal training and/or certifications with very little or no hands-on work experience opens very few doors. A college degree, formal training and/or certifications with only a few years of work experience will open many doors. It's called "paying our dues."

But not too worry. I can teach you how to minimize your dues and quickly get your foot in the door. It's not hard.
I have seen this method work. I wish I knew it when I graduated college. The hiring people are impressed when candidates use certain techniques to get into a company or break into a new field.

There is nothing phenomenal or magical about it. It is just plain old common sense. Since I was on the other side of the desk for so many years I am aware of how some candidates in your situation get their foot in the door and why others get the door slammed - ouch! I also experienced getting the door slammed many times early in my career. While most techniques out there do not work there are some that do. Don't hesitate to call me if you need help.

19. Question: I know people who have attended company sponsored Outplacement during a lay-off and also low cost job/career related workshops and seminars on their own. What is your opinion?

Janice Ariante: You may want to ask these same people if they landed the promotion or quickly secured a good job as a result of attending the outplacement or seminars. In other words, by attending the seminar were their interviewing experiences positive and their job searches easier? Did they secure their ideal job offer within a reasonable time frame?

The seminars are informative and helpful but my point here is that I have yet to meet anyone (including myself) who actually received a good job offer within a short time frame or landed the job promotion as a direct result of attending Outplacement. The same goes for a career coach or counselors instruction and techniques. The content and delivery is good and they make some excellent points and helpful suggestions but it would be best if they stayed within their specific areas of expertise.

Most of the info and methods they teach about job seeking and interviewing is limited and not very effective because they didn't sit on my side of the desk. Most never worked a day in a corporate environment. They did not hear daily candidate interview feedback for many years from the actual Hiring Managers. They are unaware of the dynamics, issues and the solutions. So, sometimes their information is hearsay and they are second-guessing without even realizing it. Also, they don't teach HOW.

We can't teach what we don't know.

20. Question: I have reason to believe my job is eventually going to be phased out. So, after talking to my Manager, I bid on an open position one level higher. I was being considered for this promotion but then they hired an external candidate. I believe I was discriminated against. I want to file a lawsuit. Will a lawsuit hurt future chances of employment with other companies?

Janice Ariante: You are far better off channeling your energy towards something more positive. If you are considering a discrimination or wrongful termination lawsuit my advice and recommendation is forget it. By the way, if your employer knows you feel discriminated against or suspects you are a lawsuit waiting to happen (and they probably are aware on some level) they will let you go sooner than later. I don't know all your circumstances but if you feel you are going nowhere maybe it's time to consider finding a new job.

I know how bad this feels. I have been there myself. I also agree that discrimination is an awful experience to endure. But the best revenge is not about getting even or suing. If you really feel a need for revenge, the best revenge is excelling. Doing better than ever before, preferably in a new job with a successful company offering growth opportunities, is the best revenge. You will add to your list of accomplishments and that's a good thing.

Some employers will go the "out of court" settlement route to avoid lengthy litigation and bad press but that is hard to pre determine. Also, you never know who knows who or whom you may need or whom you may later run into when seeking future employment.

We do not want to burn bridges.

I guarantee that at some point in the near future the choice to move on and excel in your career instead of going through lengthy litigation will make you feel on top of the world. A lawsuit will create the opposite effect and eventually make you feel like you are sinking. I have had a front row seat to the emotional roller coaster ride employees in the midst of litigation endure. Almost every employee I know of including friends who filed a lawsuit wished they had not. Lawsuits can be emotionally and financially draining. Based on my employee relation experiences, in the end, the attorneys are more likely to benefit than you are.

We want to maintain the attitude that a job is a privilege, not a right.

I can teach you how to let go and move forward. Depending on your circumstances, I can teach you how to change jobs or get promoted. I can teach you how to reduce or eliminate your chances of discrimination and get the job you want and deserve.

21. Question: What is your experience with Employment Agencies? Did you ever work as a headhunter or Executive Search or for Employment Agencies? I have registered with several and have some doubts and concerns.

Janice Ariante: No. I have never worked at an agency or as a Headhunter although I do know how to select the best and how work with them to secure employment.

Over the years I have retained the services of dozens of helpful Executive Search professionals for assistance in my hiring needs. On many occasions they have saved me from a recruiting and hiring crisis. I have also contracted and worked with Temporary Employment Agencies to ensure a steady pipeline of temporary workers. Although I was never employed by an agency I know what they look for in candidates. As far as headhunters, I know how they operate and I can share some insights with you.

All 23 years of my staffing experience is full-time in a corporate environment. I did not work from home. I worked on-site, as a regular full time exempt salaried staffing employee and also as an on-site 45-hour a week Contract Recruiter.

22. Question: I have made some bad mistakes and poor choices and as a result I've been fired twice. Two different employers fired me for different reasons. I really need help getting through this difficult part of the interview. I feel like a failure. Is there any hope for me?

Janice Ariante: The fact that you admit to making a mistake says a lot. Some employees who were fired blame everyone and everything. Taking responsibility for our actions, choices and decisions is a big step in the right direction. Although some employees are fired because of a boss who shouldn't be a boss. Some managers are in the wrong job because they have too many issues to be managing, guiding and directing talent. In that case, getting fired isn't your fault and can actually turn out to be a blessing in disguise.

Sometimes in order to succeed, one must fail.

It is risky and nothing positive usually comes out of admitting you were fired, unless of course, you have no choice. There are statements you can make to win the interviewer over. We do not always have to admit to being fired. I'm not suggesting you manipulate or lie. I have the perfect responses, if and when appropriate.

Now, if you were in a highly visible position and/or there is considerable damage and rumors you may of course have no choice but to admit to being fired. The reality is, the higher up the flagpole, the more our butt shows. The good news is most mistakes will be overlooked IF handled properly during the interview process.

Either way, regardless of whether you were at fault and regardless of whether you decide to admit to being fired, I teach a responding technique known to work.

The key to make them overlook these mistakes and issues and want to hire you involves;
1) making very specific statements
2) while using a specific tone of voice
3) sitting and posturing in a specific position and all at the same time

When done correctly it works every time. It takes less than 10 minutes to learn and is not as hard as it may sound.

A big part of my job is participating in regular, on-going candidate feedback meetings with Hiring Managers. Sometimes termination issues come up in these meetings regarding candidates who were fired from their previous job. Depending on individual circumstances and how you handle it, Hiring Managers do hire people who were once fired.

I can teach you why and when they will and won't hire a candidate who was fired. I teach precisely how to effectively handle this delicate situation. I am keenly aware of Hiring Management's hot buttons and concerns and how to address and respond to these kinds of issues and make them want to hire you.

Unless we are interviewing a candidate who was fired for posing a threat to management or other employees or has a very negative (repeat offender) Background Verification Report, if handled properly most issues and mistakes can be overlooked.

Since I do not know details of your circumstance we would need to discuss it during the brief pre-consultation session so we can determine if I can help you. If so, we can schedule an initial consultation.

"To every problem, there is a solution"

23. Question: I recently went on an interview and walked out thinking I was crazy for feeling angry. Since I was so excited about this opportunity I really put a lot of time into the preparation.

The Interviewer asked unusual questions I was not prepared for. One of the questions was, "If I could be an animal what animal would it be?"

I was startled and didn't handle it well so I can understand why I never heard back. Now I think I am losing confidence in my ability to interview.

Janice Ariante: Fortunately, this is not a typical or commonly asked interview question.

We never want to assume the person sitting across from us is properly trained and qualified to interview. It is a huge assumption.

You could have responded to this question with, If I could be any animal I would like to be a chicken who says, 'cluck you' and then got up and left ... only kidding.

Ok, since you do not mention the job title I wonder if perhaps they had a specific reason. Some Interviewers will do this when interviewing for a highly visible position. Two examples of these types of positions are Company Spokesperson or Public Relations Director. They might test the candidate's ability by firing questions that will determine "can you land on your feet." They might also need to determine if you can handle being caught off guard or if you get flustered easily.

"Yes" people respond in a different manner than people who are not "yes" people. So it's also possible they are either looking for a follower who is a "yes" person and will do anything for a paycheck. Conversely, perhaps this is the type of individual they do not want to hire because they can easily be manipulated and they agree with everything and anything.

With very few exceptions, it's an unprofessional and ineffective way to determine one's qualifications and work ethic. People on power trips should not be interviewing job candidates. My suggestion is to learn from this experience and move on. Another company awaits your talent and skills.

24. Question: My friend used your services with great success. She says you also gave her the boost she needed and very highly recommends your services. But she is concerned that I am too sensitive. I admit I do not always deal well with constructive criticism. What are your thoughts?

Janice Ariante: I do not think you would want to talk to a professional or an expert who will tell you what you want to hear, or "sugar coat." What's the point of paying to hear what you want to hear instead of what you need to hear? It's ineffective and not helpful. The end result is not positive.

I do tell it like it is but in a supportive, non-judgmental way. I make people feel enlightened, empowered and confident, not angry, scared or put down.

25. Question: Is it true that looking for a job around the Holidays, especially in December is a waste of time?

Janice Ariante: No, it's not true. Most candidates believe December, and the Holiday Season in general, is a bad time to look for a job but unless the company shuts down, it's not true.

Since most job seekers believe that myth, their competition is minimal. Over the years, my office phone (as well as my co-workers, staffing team and recruiters) hardly ever rang in December.

It was fine with me because we had more time for holiday decorating, office parties and going out to luncheons together. I actually had more time to talk to candidates in December than any other month of the year but I didn't because most don't call.

26. Question: I hired a headhunter to help me find a job. I am a Marketing Manager with a strong consumer goods background. He said he could help me secure employment since he was connected to some of the top decision-makers in companies I would be interested in working. He called to tell me he had two interviews lined up with some really great clients. He said he would follow up in a day or so. I was very excited. Then nothing. I never heard back He has not returned my calls or emails. It has been over 2 weeks now.

Janice Ariante: He is not going to respond. It's always best to get referrals from someone you know and trust when applying at Temp or Consulting Firms & Agencies and/or hiring an Executive Search professional. Make sure your field is their specialty.

Never pay a fee. The Employer pays the fee. If they ask for a deposit/check, do not walk, run to the nearest exit. If they don't hold up their end of the agreement, they will not return your money anymore than they will return your voice mails or emails. You can kiss that money good-bye.

On another note, sometimes, during the interview cycle, for a variety of valid reasons, client companies decide they can no longer work with the Executive Search professional they retained. I've "dropped" external Executive Recruiters even though they referred good, qualified candidates because they (unknowingly) left me no choice.

We simply tell them the position is cancelled, put on hold or filled and then hire another firm to help us fill the position. When that happens, good candidates, like you, are left hanging. Since they are representing you, follow-up is their responsibility. Firms with good reputations will call you to provide status updates and closure. So, it usually has nothing to do with you or your qualifications. Most often it's about money.

Many agencies and recruiting firms are very helpful but there are some you really want to avoid. They're strictly money oriented, and not people oriented. These are the ones who only see candidates as a big dollar sign. We call them "Body Pushers" whom we avoid and do not recommend to others. They are full of hot air and make promises they can't keep. Their contacts and connections are limited.

If their work ethic, attitude and approach are unprofessional it's also unlikely they're aware that their reputation within the Corporate HR-Staffing community is not good. Therefore, it's unlikely that they'll be successful helping you to quickly secure a good job. Once they realize they can't place you, they move on to the next candidate and don't bother providing closure. They spend lots of time "spinning their wheels".

While we're all in business to earn an income, "money first" oriented people believe it's a waste of time to do anything they're not getting paid for including a courtesy follow-up phone call to provide status updates and closure. You do not want to recommend these types of firms to anyone nor do you want to work with them. That's one reason why I suggested you ask friends, co-workers, and family for referrals.

By the way, these are the same Executive Search professionals who really do not have good connections because of their reputations. They actually prevent what they want from coming their way all because of their thinking patterns and attitudes. Many Agency Recruiters and Executive Search people are very professional and extremely helpful but some are not. They do not always have the "in," they claim to have. So, always get a referral.

I teach what you need to look for in a good Temp Agency and/or Executive Search firm and how to ensure a successful working relationship.

27. Question: Two job search and job interview books I recently read are authored by former Human Resources employees. Since they are HR, I followed their advice. Some of it worked. I do not know what I did wrong but it still took me 4 months of active seeking to find a job. I paid a service to send out over 1,000 resumes and only got 3 interviews. The only job offer I got was a big salary cut. I'm starting to think there is something wrong with me.

Janice Ariante:

If you do what you've always done, you are going to get what you've always gotten

HR people and Executive Search professionals alike teach job seeking, interviewing skills, techniques and tips. While some of the information is right on target, most of the information I reviewed that they provide job seekers is not valid. After reviewing their backgrounds and Bios, it's not hard to understand why the information they provide is limited. Anyone can author a book about anything they want.

Sending 1,000 resumes in a mass mailing can be risky

Corporate Recruiters like myself are not impressed with candidates who flood the market with their resume. We are aware when job seekers apply for an inordinate number of positions. When your resume is everywhere and anywhere it screams, "desperate." We can agree we wouldn't want to date someone who is not selective and responds to every personal dating ad. Well, recruiters do not want to hire someone who is perceived as desperate. Desperate is a turn-off.

I teach the top 3 reasons why mass mailings are risky AND can be a waste of time and money. I teach a simple effective low cost solution in place of these ineffective mass mailings.

There is nothing wrong with you. You simply need the advice and guidance of a true job seeking and interviewing expert.

28. Question: My boss and I get along well but I have had an awful time with my assigned HR Representative for years. I think she bad mouths me and now I've been passed over for two great promotions. Can you help someone like me?

Janice Ariante: I would need more detailed information. If we briefly discussed your situation I can determine if we need to schedule an initial consultation.

Many HR staff members are helpful, hard working, dedicated professionals. But all you need is one control freak on a power trip. Unfortunately some HR people are on power trips. You'll find this in every single profession. When it's a Human Resource person, they can be influential and therefore have power over your job and promo opportunities. Sometimes when working relationships go sour, there are situations where we actually played a role even if we are unaware of it.

There is a simple way to ensure this doesn't happen again and possibly fix, or at least improve your current situation.

29. Question: I have a concern. I have never had a consultation over the phone. What if we are in the middle of an important part of the consultation during our session when suddenly our time is up? It's hard to determine exactly how long it will take to cover everything I would like to go over.

Will I need to pay for a whole extra half-hour in order to finish getting the remainder of the information I need?

Janice Ariante: No - It would be unprofessional, not too mention, rude.

"Time is up" and the sound of a bell should be limited to exams, contests and game shows. About five minutes before your session ends, I'll remind you we need to start wrapping up. It's ok if we go over our scheduled time by a few minutes. I stay on schedule so I'm available and prompt for the next session. Everyone benefits if I watch our time and stay on schedule.

30. Question: How many sessions will I need?

Janice Ariante: I would be guessing if I tried to determine the number of sessions each individual needs. Typically, many clients need only one half-hour (future) follow-up session after the initial consultation. Others need at least 2 additional follow-up sessions.

Some clients only require an initial ½ hour consultation. But they are usually senior level and very experienced. They are networked and their job search and interviewing skills are above average.

31. Question: Can I continue to call for follow-up sessions as often as needed?

Janice Ariante: Yes, of course as I'm here to teach, help, guide and support.

A small percentage of clients are "regulars." They call me almost every week for a half-hour session. Sometimes they just need support. Most often they are hard working, dedicated, high achievers who feel an intense desire for success. They'll do whatever it takes to achieve the high goals they set for themselves.

32. Question: I've talked and met with several career counselors. I also met with my former college advisor. I've been on many interviews and still no matter how hard I try, I do not do well. The entire job search and interview process is torture.

Janice Ariante: First, let me say, it should be an experience in which you learn and grow, not torture. If you are finding it "torturous" that tells me you do not feel in control. The truth is you are in the catbird seat.

Secondly, so what if you make a mistake, that's fine. It's even better when we fail. You can't be successful without first failing. I never met a successful person who didn't have a list of personal failures.

I help you replace anxiety and fear with confidence.

By the way, I question the effectiveness of the assistance you received from the Career Counselors and College & University Alumni professionals you spoke with. If they were doing their job, you would have a job and wouldn't be writing to me. Why are you blaming yourself?

I'm only a phone call away and available to help you achieve your goals.

33. Question: What if I have an afterthought or concern after my initial consultation and I need a few more minutes?

Janice Ariante: Email is ok OR you can call me. If I'm available we can talk and if not, leave a message and I'll get back to you.

34. Question: Do I have to pay a consultation fee all over again if I want to follow-up to tell you how my interviews went or about my first week on the new job?

Janice Ariante: Certainly not - Email works well or just call. I always love to hear how things went :-)

35. Question: I have limited finances and time right now. I am struggling and working lots of overtime. The OT is the main reason I need to find a new job. Due to privacy issues and my work hours, I do not have time for a consultation. Can you help me with questions regarding job interview techniques? I need a new job real soon.

Janice Ariante : There is no quick fix. It's best if you call me when you have privacy and more time.

36. Question: I've read books, web site articles and so on and I do follow their suggestions. But I still struggle to find suitable employment. The interview is no piece of cake either. I can't figure out what I'm doing wrong. Am I missing something here?

Janice Ariante: All job seeking and interview methods I teach work. Only one component or critical piece of missing information is all it takes for a job search to be ineffective and time consuming and a rejection letter instead of a job offer. It's like a gourmet recipe with a missing ingredient. The end result won't and can't be the same. So, it's not you.

37. Question: The combined skills of both my resume writer and career coach provided me with a great new resume as well as determining a career path. But the information I learned regarding the application and job search process and interview tips didn't seem to help. Here I have a great resume and career direction but I still don't have a job. It's very frustrating.

Janice Ariante: Resume writers specialize in resume design, crafting and writing. Hiring a professional Resume Writer is one of the smartest early job search decisions you can make. Hiring the career coach for career direction is also helpful. They specialize in career counseling, career paths, focus and direction. Each can be a great help within their expertise.

But neither has insights in job interview or search strategy. They lack hands-on experience in the interviewing/hiring process. They are unknowingly guessing because they do not know the real ins & outs of the job search game and the hiring and interview process. Also, if you asked them about their backgrounds you will find most have little, if any, corporate exposure or interview hiring experience.

You are almost halfway there. You may want to consider calling me for the rest.

38. Question: I am a senior level job candidate/seeker who has been on many interviews. I have plenty of experience, although not all the answers. Does a discount apply for the initial consult fee if I limit my consultation to only the initial ½ hour session with no future follow-ups?

Janice Ariante: My fees are already a discount.

You would have to utilize a combination of resources such as reading several books, reviewing many web sites and talking to a variety of professionals to learn a fraction of what I teach. You would also have to sort out and decide what is true and what is not.

Many of the people who sat on my side of the desk and have the same extensive experience are still very busy working in a Staffing capacity and not available or interested in teaching. Most did not research and study this information so they can't teach it. They do not care why some people get hired and others do not. Some will only provide hearsay. They don't know the (copyrighted) techniques I teach and the others are retired on a beach somewhere. Not everyone who has knowledge and expertise in a specific area wants to teach or knows how to teach. Most staffing and HR people know how to get a job if they need one and that's where it ends.

My fees are already an incredible bargain since you won't find someone with my specific experience who can teach you all of this "closed door" (copyrighted) information. A return on your investment will happen in more than one way.

You might want to take advantage of my services before I retire on a beach somewhere.

39. Question: Do you think just one consultation will work for someone who worked in HR (administrative) for 10 years and to some extent knows the drill?

Janice Ariante: It is difficult to determine how many sessions you will need. In the interest of time, I can review your resume and/or job descriptions at no charge before the initial consultation. I also ask you to prepare a list of your concerns, issues and questions prior to your consultation so you can get as much out of your session as possible. Since you most likely know the HR process that is not an area we would need to cover.

I wouldn't impose any limitations on something that will create job and career success and fulfillment through knowledge and empowerment, regardless of your HR exposure and experience level.

40. Question: I reviewed your entire web site and am extremely impressed. My situation is that I'm out of work more than I actually work. Sometimes I have difficulty interacting with others because I am shy and nervous and anxious about the job interview.

I am often turned down for jobs even though I have a great resume, skills and a good education. Since there are at least a dozen topics I really need help with including my salary negotiating skills, several consultations could cost me several hundred dollars.

Janice Ariante: Based on your message and specific concerns, we will probably need a follow-up session after completing the initial ½ hour consultation. If you have more concerns and questions then we will need to schedule additional consultations as needed.

In less than 5 minutes you'll learn a simple salary negotiation technique

I teach salary negotiation techniques. This is only one of many, many ways you'll get a (ROI) return on your investment. You can learn this simple technique in less than 5 minutes. I also share the one statement you need to make to ensure you receive at least a few thousand dollars or more in salary.

In my 23 years, over a thousand candidates negotiated their salaries with me, not the Hiring Manager. During the hiring/interview process, Hiring Management almost always leaves the (candidates) salary negotiating up to me.

I run the numbers by the HM's after talking money with the candidate. So, I am keenly aware of how it really works and I am not second guessing. Within only a few minutes, you will know how you can receive at least several thousand dollars a year (or much more) in salary. I know what works and does not work. Again, you will get a (ROI) return on your investment in more than one way.

41. Question: I am stressed out over my resume. Since you have read lots of resumes over the years, I am assuming you also help with resume writing. But I did not see anything on your web site relating to resume writing. Do you provide this service?

Janice Ariante: I only teach and share information within my specific areas of expertise.
(See Topics Covered)

I'm very skilled at providing resume feedback. I also critique resumes but I do not provide a Resume Writing service. I've reviewed thousands and categorized countless resumes but never designed a single one. I have no experience (or interest) in crafting, designing and writing resumes.

I provide general resume feedback, advice and helpful suggestions. Since I've reviewed thousands of resumes and matched many resumes to open positions, I can immediately determine if a resume will pass a recruiter's
"7 Second Eye Sweep." I can also determine when and why it might not.

I highly recommend hiring a professional resume writer. It is an excellent investment.

42. Question: After reading your Bio and information I was confused about how your background differs from that of a Human Resource employee. Didn't you work in HR?

Janice Ariante: I'm a Staffing professional employed in the Human Resources Department. Staffing professionals are under the Human Resources "umbrella" although they do not function as HR employees. HR and Staffing people alike all work for the same (HR) business unit and are usually (not always) in the same physical location. We also work as a team.

The main daily focus for the staffing people is staffing and programs, recruiting and hiring. Staffing people business partner with Hiring Management and employment decision-makers everyday. With the exception of some small start-ups and family run businesses, HR people usually don't interview or hire people. Staffing people interview and hire, not HR.

I have had to bribe and twist many an (HR) arm to get them to fill in for me if I was experiencing requisition and candidate interview overload. Sometimes they request to be part of the interview team, but typically they are usually not involved in the interviewing and hiring process. However, some HR people can be influential in the hiring process.

In most companies the Human Resource professionals do not handle the everyday hiring. There is a big difference in the day to day responsibilities of Human Resource vs. Staffing professionals. It's highly specialized. Since HR professionals participate in a very limited number of job interviews they receive limited candidate feedback, if any. The daily focus for most HR professionals is administrative, program and project oriented, downsizing and terminations, NOT staffing and recruiting.

43. Question: There are many books and also web sites on job interviewing that cost considerably less than your fees. Some are free. Can you comment?

Janice Ariante: I'll answer your question with a question.

Would you rather

Waste lots of precious time and your hard earned money and spend countless hours reading books on the topic with little or no end results and wind up right back where you started

OR

Invest $165 on an initial one-time fee AND enjoy a lively interactive individually tailored information packed half-hour, learning effective simple techniques and tips from an expert so you can secure job offers (or get the promotion) in a timely manner and enjoy career success for the rest of your career?

If needed, I am also available for follow up sessions. I offer as many follow up sessions as you need each for only $70, less than half the cost of the initial session.

I cover many topics and teach much more than job interviewing. For 23 years I worked very closely with corporate hiring decision-makers including some CEO's and on a daily basis.

Once you learn what I teach, you'll always have the information.

Finally, always check out the Author's biography, background and hands-on experiences before making a book purchase or spending valuable time reviewing web sites. I looked high and low and couldn't find one book authored by someone who actually sat on my side of the desk and has my extensive background and experience. The same goes for web sites. If they do not have my experience and knowledge you may want to think about how and where they learned what they are teaching.

I worked in the specific area of companies all job seekers try to penetrate.

When you want expert advice, ask an expert

Janice@IdealJobOffer.com