Hiring managers

32 posts
“What Are Your Three Things?” — Interview Technique For Hiring Managers



Many years ago, I was working at a recruiting fair with a colleague. We spoke to a student every 30 minutes for nine hours. To say the least, it was exhausting.

During the event, my colleague and I prepared questions to ask each candidate as a litmus test for determining who would receive a second interview. Like many suggestions on LinkedIn, we focused on behavioral questions versus technical ones.

My colleague kept asking the same question at the end of each interview…

“What are the three things I need to remember about you after you leave this interview?”

Lesson For Me: How To Remember Everyone I Have Interviewed?


Hiring manager listens to a job candidate during an interview

I was reasonably young when I learned this technique. We would sit in a conference room a week or so after the event, and we would narrow our suggestion to two or three candidates. Because time had passed, my recollection of the conversations grew “fuzzy.” My colleague was quite clear, and I needed to know why.

“How do you remember so many details from this many different conversations?”

His response? The three things.

The more unique these three responses are, the more my colleague remembered the conversation. He could recall nuances, which I forgot. He remembered details like their mannerisms, clothing, and responses to our questions. He had nearly perfect recall.

As he explained, he used the three questions as a pneumonic device to recall information—or a trigger. He would re-read the three things and instantly return to the conversation. He said with practice, I could do the same.

History Of My Use Of The Three Things…


Hiring manager shakes hands with a job candidate after an interview

When I ask the question, I add one caveat. “Tell me three things I want to remember about you after this interview, and make the third one truly unique to you.” Then I sit quietly and wait.

Some interviewees are quick on their feet and riffle through the answers. Others tend to overthink about what I want to hear, and I encourage them to simply give me an answer from the gut. Interviewees who give me canned answers or anticipate what I want to hear may not get the job. The candidates who give me something special always get my attention.

Most candidates want to tell me they are: hardworking, customer oriented, organized, willing to learn, able to lead, like trying new things, get along well with others, and many of the “typical” coached responses to a question. Some people only give me these answers without the unique one. That is OK; however, I cannot guarantee their interview is memorable.

The ones who really dig deep and share something personal… These people I remember and still have friendships with to this very day.

What Kind Of Answers Do I Get?


Hiring manager smiles at a job candidate

Here are a few candidates who have given me memorable responses (if my network knows who these people are, don’t spoil it for others):

  • Hired around 2003 — I was in a terrible car accident my junior year of high school and spent six months in a hospital bed because of the plate in my forehead.
  • Hired around 2007 — I have jumped from 1500 perfectly good airplanes (parachuting enthusiast).
  • Hired 2015 — My grandmother is Native American, and my middle name is “Sky” because of my heritage.
  • Hired 2016 — I raise “sugar babies” and have dozens of them in my home. (Look them up if you don’t know—I had to.)
  • Interviewed in 2011 — I love really bad European EDM music, and I make my own music on weekends.
  • Hired 2016 — I am working with my girlfriend on my own fingernail polish company. We sell on Amazon already and are looking for long-term distribution.
  • Interviewed 2021 — My family owns and plays 1400+ board games.
  • Hired 2022 — I grew up in a town with less than 300 people, and we literally have one stop light.
  • Hired 2020 and 2022 — My friends call me “Captain Redbeard!”
  • And mine — I listen to speed & thrash metal music every day (and when I share this with a candidate, I often get the “you!?” and a confused look in response).

As I write these responses, I can recall elements of our conversations; I can remember names, and I see the faces. Several of these people are still in my life and will be for many years to come. Others I will simply remember the time spent together in the conversation. Regardless, I will remember the truly unique people in my life.

So What?


Hiring manager reads a job candidate's resume during an interview

I am not going to tell you this question will work for everyone. Similar to the Dale Carnegie approach to learning someone’s name, I am simply recommending a device, a tool, a trick to remembering candidates. I also recommend you make the question your own and tweak it as I did.

Do I think this question helps me? Yes.

Do I ask this question to every single candidate? No.

The interviewees who I want to work with or hire always get the question. I am curious to watch how they approach the question, and more importantly, I want to learn something fascinating about the person across the table from me.

The most rewarding part, I have known some very cool and intriguing people in my life, and years later, I can clearly remember the most remarkable ones who share a little piece of themselves with someone they really do not know. That is the reward!

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“What Are Your Three Things?” — Interview …

How To Get A Hiring Manager’s Name



How can you get a hiring manager's name? Job listings posted all over the place simply read "no phone calls" and "direct resume to BD," or some other letter combination at some post office box or no-reply email address. Getting a name is like trying to find a needle in a haystack.

We won't lie. Finding a hiring manager's name is tough, very tough. It can be done, though! It takes work and a bit of sleuthing. Anything that is worth something is worth working for—right?

So, here are seven effective ways to find a hiring manager's name...

1. Call The Receptionist


Try calling the receptionist at the company where you are applying. You can ask him or her for the name of a person in human resources.

If you are nice and engage the person on the phone, you will likely come away with a name. It sounds easy, and sometimes it is as easy as making a phone call and asking for what you're looking for.

2. Ask To Be Directed To The HR Department


Woman asks to be directed to the HR department to find the hiring manager's name

When calling a company, ask to be directed to the human resources department. You will likely get the voicemail of a person within the department.

Even if he or she is not the right person, when your resume shows up, they will pass it along to the appropriate counterpart in the department.

3. Use Social Media


Man uses social media to try to find the name of a hiring manager

Looking for the name of a hiring manager after having no luck with the tips above? This takes more digging.

Use LinkedIn and Facebook to find people. If you are on LinkedIn, you will need to do a lot of looking to identify people who are associated with the company you are targeting. Join affiliated groups so that you can write to those people directly without an introduction.

Is that sneaky? No. LinkedIn is a tool like any other. You need to know how to use it.

From there, you can introduce yourself to a person at your targeted company, network with them, and obtain a name. Facebook takes a little more work because you need to introduce yourself and be added as a friend. We recommend sticking with LinkedIn if you can.

4. Find A Listing Of Senior Management


Job seeker finds the name of the hiring manager at her dream company

Traditional research also works. When doing research on a company, oftentimes the company will have a listing of senior management. You can start there.

Send a letter or email to one of those people. You never know—you might get a response asking you to send your resume to them directly, or they might even give you the name of someone to reach out to within the company.

Your best bet at receiving a response is by writing your disruptive cover letter in the body of the email. That is, tell a compelling story about why you're passionate about the company and the problem you think you can help them solve.

Never underestimate the power of storytelling!

5. Network With Everyone You Know


Unemployed man networks to find the name of a hiring manager

The rule of six degrees of separation is what LinkedIn is all about. Everyone is six or fewer connections away from each other. Therefore, you should step up your networking efforts.

You can find the name of a hiring manager from friends, friends of friends, acquaintances, and many, many others.

6. Use Hunter.io


Woman finds the name of a hiring manager during her job search

Hunter.io is a site that can help you track down emails of people at a specific company. This is an incredibly useful tool to have in your job search. Use it to find the name of a hiring manager in seconds!

7. Get A Trade Publication


Man looks in a trade publication to find the name of a hiring manager

The trades publish newsworthy information about what is going on in a specific industry and continuously publish the names of people and companies. It is a great way to maintain abreast of industry happenings, too.

When people are promoted or move to a different company, a name is often published. This can help you find the name of a hiring manager in a direct or indirect way.

There is no such thing as anonymity anymore. If you want to find someone, you most certainly can. Use these seven tips to find the hiring manager's name you're looking for. Happy hunting!

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This article was originally published at an earlier date.

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How To Get A Hiring Manager’s Name

Executive Spotlight: The #1 Mistake Executives Make When Hiring Talent



Hiring the right person to do the job is even harder than it sounds. While many companies use their human resources department to hire new employees, for higher-level positions, or in smaller companies, the hiring decision is often made by executives. But sometimes even executives hire the wrong person for the job.

We recently asked our successful leaders what they think is the biggest mistake executives make when hiring talent.

Here are their responses...

John Schembari, Senior Education Executive


When hiring educators, particularly in this time of shortage, districts have been taking almost anyone. However, it is in a district's best interest to hire candidates that understand their community. This is the number one mistake districts make—forgoing this check. References inform a district about work ethic but they might not indicate if the teaching candidate can support the needs of their specific students.

In addition to reviewing references, schools should have EXTERNAL teaching candidates review non-identifiable student scholarship data and indicate how they will address this within their classroom. Further, have candidates conduct a "demo lesson" with actual students. Afterwards, ask students about the experience. Lastly, involve current educators in the hiring process. Have current staff use checklists/rubrics to rate the quality of incoming resumes and determine who will be interviewed. Internally, consider "grow your own" programs to elevate paraprofessionals to teaching roles. GYO programs also help promote equity particularly in urban schools.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Talent Architect & Global Learning Strategist


Woman interviews a job candidate for an open position

If you're human, you're biased. Every last one of us makes judgments and decisions based on the collective influence of our upbringing, our experiences, our education, and our societies. That “gut feeling” you have about anything from how your food looks to the impression you get when meeting someone new? That’s nothing more than a collection of biases manifesting themselves.

This can be potentially valuable in social interactions. Where bias can truly become disastrous is in hiring!

As a hiring manager or executive in charge of making hiring decisions, you are not free from bias. It’s truly 100% impossible to be completely free of bias. The best you can do is to take steps to minimize the effect bias has on your decision making and be aware of what you cannot eliminate to mitigate it. This requires self-awareness.

Examining your hiring process and your decision making to see if any of these are present and taking action to adjust for them is key.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Carla Biasi, Personal Stylist


Woman waves to someone during a virtual job interview

I believe the biggest mistake is focusing strictly on qualifications. Of course, skills and talents are needed in any role. But the focus should be on the whole individual. Other considerations when hiring the right candidate should be personality, attitude, disposition, and emotional intelligence.

Companies have certain cultures that represent the aesthetics of their workforce. Within those organizations are teams/departments that must work well together for the company to succeed. Goals are established, roles defined, and tasks given. The goal is a well-oiled machine with high productivity, but if there is discourse on the team, it's disruptive.

I recommend meeting the team you will be working with during the interview process. If you are in a role, talk to management about team-building exercises to help create a strong team.

Remember that an individual is made up of many different skills and attributes. Discover all the wonderful things a candidate has to offer and match it to the job responsibilities and goals of the team for everyone's success.

Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women's boutique and as a virtual and kit stylist for a women’s specialty brand.

Andrea Markowski, Marketing Executive


Man smiles during his interview with executives

The number one hiring mistake is to bring in someone who can fully execute the role.

Sounds crazy, right?

Instead, hire someone who can fulfill most of the job basics, but who is also willing to grow into the position.

A manager once told me during a review to not feel bad when I expressed frustration at not exceeding every expectation.

“If you’re 100% successful, you have nowhere to grow. You’d be overqualified and unhappy,” he said. “As long as there’s space to develop and you’re willing to learn, you’re on the right track.”

His message really resonated years later when I was at a different company. In this new case, I was, indeed, overqualified.

I was hired because I could do everything in the job description, and more. However, it was a bad fit—for precisely that same reason. I didn’t stay long because I wasn’t challenged.

I’d caution against hiring someone fully qualified, especially if they express no interest in expanding their skills. You’re better off with the candidate who’s intrinsically motivated to learn what they don’t yet know.

Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.

Jim Black, Engineering & Technical Executive


Executive interviews a job candidate for an open position

Number one mistake in hiring... hiring for a resume and not for behaviors.

Never hire someone who has a perfect resume and gives you pause in their behavior. The person's skills may be a perfect match for your needs, and yet, something feels off.

In my past, I have hired for perfect skills, and I have paid for it each time. On paper, the person is great! In day-to-day life, they do not fit.

I will always hire based on a person's behaviors. I can teach technical skills if the person is grounded in good behaviors: willingness to learn, hungry for answers, improvement oriented, and enthusiastic to work with the team. These attributes create great employees who can develop the necessary technical skills needed to succeed.

Hiring for the “perfect” skill set has costs me much more in the long run.

Jim Black is an engineering professional focused on the development of technical professionals. He is also a professional bass player.

Lisa Perry, Global Marketing Executive


Man shakes hands with an executive after his job interview

We’ve seen more changes in the remote workplace in the last two years. The Great Resignation of 2021 is now turning into the Great Uncertainty, with layoffs affecting the tech sector, cryptocurrency, and Wall Street.

Selecting a new employee is a critical decision. Time and again, people are hired who are either not qualified or are not a culture fit for the company. The number one mistake executives make when hiring talent in this new work environment is not taking a look at their team and the broader organization first. There’s great opportunity in leveraging underutilized talent to fill open positions. You may find that individuals can take on new responsibilities to expand their role or someone is ready to be promoted into an open position. Your employees are also your best recruiters. Utilize them to promote job opportunities to including them in your marketing assets.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What do you think is the biggest mistake executives make when hiring talent? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: The #1 Mistake Executives Make …

4 Steps To Writing A Disruptive Cover Letter



In my experience as an executive resume writer, cover letters only get read about a third of the time they are sent. That being said, when one is required, or you are hoping for that added edge to get a hiring manager's attention, there is no doubt a great cover letter can make all the difference.

To accomplish this, your cover letter must be disruptive and draw them in.

Here are some things to keep in mind when you're writing a disruptive cover letter.

Paragraph 1: Tell A Story


Woman writes a disruptive cover letter for a job opening

In the first paragraph of your disruptive cover letter, you need to establish a connection between you and the employer. How do you do that? Well, you need to tell a story.

The surest way to stand out to employers is to tell a story about why you feel connected to their company.

Don't just reiterate what you say in your resume in the very first paragraph of your cover letter. Explain what you admire about the company you're applying to. Do they sell a product or provide a service that's had a big impact on your life? Do they support causes you are passionate about? Why do you feel connected to their mission?

Ultimately, you want to tell a story about what drew you to the company, and the important role it has played in your life.

Paragraph 2: Dig Deeper And Get Them Excited About What Comes Next


Man writes a disruptive cover letter to impress hiring managers

The second paragraph must provide the hiring manager with some added context about your unique background, and set the stage for some career highlights that, to quote an old saying, "puts your money where your mouth is."

Blend language from the job description together with nuggets of information that are unique to you. Set the stage for how you are qualified for the role you are applying to. But, don't overdo it.

Continue your story and relate it to the position, all while emphasizing that connection.

Paragraph 3: Hard Hitting Highlights


Job seeker writes a disruptive cover letter

Select a couple of examples from your resume that you believe will impress recruiters and hiring managers. Rather than a complete cut and paste, reword these achievements and frame them in a way that shows the employers what you can do for them.

In many cases, numbers resonate more than words, so be sure to include quantifiable examples wherever possible.

Paragraph 4: Say Goodbye While Refreshing Their Memory


In this fourth and last paragraph, be sure to thank the hiring manager for taking the time to read your disruptive cover letter (remember that not all managers do!).

Next, use this last bit of space to help the reader connect the dots to show them why you are a great job candidate, a business-of-one who can provide a service they need with a personal connection to the company that is invaluable.

Remember: You never get a second chance to make a first impression. Make yours count with an impactful and disruptive cover letter that separates you from the competition!

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How To Negotiate Salary With A Recruiter



One of my jobs as a career coach is to help you see things from the recruiter's perspective. I actually was in the staffing recruiting industry before I became a career coach, so I know what they're thinking. And in this case, I don't want you to think of recruiters as the enemy. You want to enter into any conversation with a recruiter very informed, very calm, and very confident. Because if you do that, you're going to build a great relationship and get the results you're looking for.

What You Need To Know About Negotiating Salary With A Recruiter


@j.t.odonnell Reply to @jannaandschnorkie @j.t.odonnell How I salary negotiate with recruiters. #edutok #salary #salarynegotiation #learnontiktok #careertiktok #careeradvice #recruitment #recruiting #recruiter #jobtips #jobsearch #careermode ♬ original sound - J.T. O'Donnell

Let's break this down. A recruiter cannot waste their time on you if they can't afford you. So when they're asking you about your salary expectations, they're just trying to figure out whether or not they can even present opportunities to you.

If a recruiter asks you about salary expectations, respond with a range.

Your salary range consists of two things:

  1. Walkaway rate (the lowest amount of money you can accept without looking for another job)
  2. Ideal salary

Now, your ideal salary is based on market research. It needs to be within alignment with the market. You need to make sure that you're not overreaching on that range and, at the same time, you don't want to sell yourself short. So you do your homework and figure out, based on your skill set and your location, what your ideal salary is.

Your salary range could be big, maybe tens of thousands of dollars difference between the lowest number (the walkaway rate), and the highest number (your ideal salary). But it's a range. And you should present that to the recruiter and say...

"My range is (blank). This is the least amount of money I can take, and this is what I'm hoping to make. And that's really dependent upon the benefits, the opportunity itself, and what's involved. Do you have any opportunities that fit that range?"

That's how you start this conversation.

Recruiters hate it when people avoid the salary conversation. If you went into a store as a customer and asked, "How much does this cost?" and the salesperson said, "Well, let's get to know each other more before I tell you," that would feel super shady, wouldn't it? Well, that's what you're doing in this situation if you're not upfront because the recruiters are the buyers, the customers, and you're the business-of-one, the service provider selling your services.

So, when negotiating salary with a recruiter, you should be very confident, calm, and relaxed, and be able to explain your range. When you do that, you look so professional. And now the recruiter is excited because this is their first interaction with you. They're thinking, "This person—they know their range, they know their worth, they know what they want. I can work with this person."

Ultimately, it's all about doing some research and knowing your value as an employee, and then communicating that effectively with a salary range. That's all you have to do to successfully negotiate salary with a recruiter.

If you need more help negotiating salary with a recruiter or hiring manager, I can help.

I'd love it if you joined my FREE community where professionals like you are learning how to become empowered in their careers so they can finally find career happiness and satisfaction. More importantly, I have tons of resources inside this community that can help you prepare for your next job search.

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How To Negotiate Salary With A Recruiter

3 Ways To Age-Proof Your Resume & LinkedIn Profile



Are you concerned about age discrimination? While most job seekers fear discrimination by hiring managers, the truth is that you’re more likely to be discriminated against by a computer.

Most 50-something or older job seekers don’t realize that the technology they leverage to apply for jobs may be screening them out of consideration. Sadly, this is one of the most common reasons that job seekers don’t get the interviews they want and deserve.

Here’s the key thing you need to know. The databases, or applicant tracking systems (ATS), that employers, recruiters, and job boards use to parse, store, and analyze incoming resumes are capable of estimating how much experience you possess. When recruiters or hiring executives search these databases for candidates with a certain amount of experience—let’s say 12-15 years—the ATS will screen out candidates who possess anything other than 12, 13, 14, or 15 years. As a result, your resume or LinkedIn profile will not be listed in the resulting candidate search. This eliminates your candidacy before a human even sees your resume or LinkedIn profile.

Please note that while job boards, companies, and recruiters are not intending to discriminate, the technology they are using to organize the flood of resumes they receive is doing so inadvertently. This means that every time your resume is entered into a job board system, company website, or recruiter website, the experience filtering described above may occur. It also means that your LinkedIn profile could be subjected to this same filtering process any time a company or recruiter searches for candidates like you with a specific amount of experience in mind.

If you’re currently in or plan to launch a part-time or full-time search for a new role, take time to age-proof your resume and LinkedIn profile. Three simple changes will boost your candidacy, help you attract more opportunities, and win you more job interviews:

1. Revamp Your LinkedIn Profile Picture


While we strongly recommend a professional headshot for your LinkedIn profile picture (you can get one in most markets for $100-$200), an amateur photographer might work if you know one who takes good portrait shots. The key is an attractive pose that makes the most of your facial characteristics and personality while minimizing any age-related deficits.

If you have silver hair, for example, consider using a dark background or black & white photo to reduce the risk of a washed-out appearance. Select a pose that conveys energy and vitality and hints at the wisdom youth simply can’t replicate. Use a full-face smile to project energy with the photo and make sure you dress in interview-ready attire. You want to seem professional yet approachable.

2. Eliminate Dates From Your Education Listings On Your Resume And LinkedIn Profile


Woman logs in to LinkedIn

It’s standard these days for most folks over 30 to omit education dates from resumes and their LinkedIn profile. This is easy enough to do on your resume where you can also omit dates of training, certifications, licensure, or affiliations.

In short, omit any date prior to 2000, since most recruiters only want to see the last 10-15 years of your experience on your resume or LinkedIn profile. To achieve this on LinkedIn, go to your profile and then edit your "Education" section. Select the “—“option in the drop-down box for your start and finish dates. Eliminate dates from other sections as well.

3. Remove Pre-2000 Dates From Your Work History Sections On Your Resume And LinkedIn Profile


Man holds his resume while working on laptop

This is a little more complex but well worth doing. On your resume, list your post-2000 work experience in your "Work History" section and separate your pre-2000 experience into an "Additional Experience" section. For your pre-2000 jobs, omit your dates of employment and list the amounts instead. For example, if you worked at GE from 1992-2000, report that as “8 years.”

LinkedIn doesn’t allow members to omit dates from employment so your only choice is to eliminate pre-2000 jobs altogether. Try embedding a short version of older jobs in your first post-2000 listing or briefly noting relevant older roles in your LinkedIn summary. Either tactic will help you win more LinkedIn profile views.

While we don’t recommend using online job boards as a key component in an effective job search at almost any age (there are other more powerful and faster ways to create and pursue career opportunities for yourself), the truth is that these systems inadvertently “discriminate” against candidates with more than 15 years of work experience. Unfortunately, this same potential exists on LinkedIn and company/recruiter websites anytime a hiring manager or recruiter conducts a candidate search based on the amount of experience job seekers possess.

The good news is that a few simple tricks can protect your resume and LinkedIn profile from age discrimination and give you greater access to the career opportunities you want and deserve.

Need more help age-proofing your resume and LinkedIn profile?

We'd love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades. More importantly, we have tons of resources inside our community that can help you update your resume and LinkedIn profile—the right way.

Join our FREE community today to finally become an empowered business-of-one!

This article was originally published at an earlier date.

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3 Ways To Age-Proof Your Resume & …

If you’re one of the hundreds of candidates applying for a position, it’s crucial to stand out. But how can you get noticed when there’s so much competition? What are some of the best ways to stand out to employers? Here’s what our approved career experts had to say: 1. Get A Referral To employers, resumes and LinkedIn profiles all […]

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4 Ways To Stand Out To Employers