Never Stop Trying

Try watching a child backstroking in swim class focused on extending her strokes further back and pulling her chin up higher and not start lifting your chin.

Try observing an employee excited about her job, willingly taking what comes her way and always seeking the next challenge and not feel energized.

Try mentoring an employee facing a challenge who you know can overcome it and soar if he would just believe in himself and not give up hope. 

Keep your chin up. Take the good with the bad. And never stop trying.  

What's Cool About HR - From The Readers

Cool HR readers, this one's for you! I asked a question, "What's so cool about HR?" and you answered.

On the Twitter front,@adowling says making offers to qualified job candidate & letting frustrated employees vent is cool and @beneubanks says it's finding, developing, motivating, rewarding, & retaining talent- this ain't your daddy's personnel department!

There is tons of coolness in the blog comments section too. You can see all of the comments here.

Chris Ferndinandi: What makes HR cool is that, when done right, it distinguishes the good companies from the great ones. Great companies have highly strategic HR departments that know what they need to meet their business goals. They recruit great people. They inspire them through awesome programs. They help managers become better managers. They help people become better performers. And ultimately, we help the company make more money.

Paul Herbert: People are the only competitive advantage today. Therefore, HR is the driver of a company's competitive advantage. Those that understand this survive - those that don't get bailouts.

Jeremy Stone: Want to be cool? Show how a comprehensive strategy for talent management for the whole life cycle of an employee will increase productivity and improve employee engagement.

Trish McFarlane: I view HR as the clock/watch makers of the company. Instead of just looking at the surface to see what time it is, we're the ones who try to open it all up and see what makes it tick.

Creative Chaos Consultant: Strategic decisions made, opportunities provided, and risks managed. Paint a picture that will show those leadership candidates that HR is not just cool, it's AWESOME!

Steve Boese: To me, what makes HR cool are the people... the thousands of caring and insightful HR pros are what makes HR cool to me.

Laurie Ruettimann: You know what's cool about HR, Lisa? I think we're undiscovered gems -- and I think that's kind of cool. When we shine, Lisa, people will notice.

In a recent post, In defense of HR, the HR Maven points out that "most of the people in HR work incredibly hard and care deeply about the work, their employer and employees." Now, that's definitely cool!

On that note, peace out to all of the undiscovered gems - the caring and insightful HR professionals who come to work each and every day to make a difference. And do.

Getting The Job Offer

The job market is tough. There are many candidates for every open position. A fortunate candidate is one that gets an interview; a fortunate hiring manager is one that gets qualified candidates to consider.

You are a candidate. You want a job. I am a hiring manager and I want the best qualified person for the job. Hiring managers have goals, performance measures, and team expectations to achieve and a wish list of knowledge, skill and abilities they are seeking.

The hiring manager's wish list is right before your very eyes. Look at the position description and position posting and most importantly, listen very carefully to the interview questions. For those astute enough to hear them, the questions are filled with clues and opportunities. Do your homework and listen for the hidden question. Let's take a look at two interview questions to show you what I mean:

Why are you interested in this position?

This question is not about the new car you want to buy or how poorly you were treated by your last supervisor or coworkers. Leave those thoughts at the door and focus. This question is about your motivation for this job and an opportunity to show the hiring manager that you did your homework, know what you are applying for and are doing so because you have something to offer. Articulate what you did to prepare for the interview, what you learned about the position that you did not know, and what interests you most about the opportunity. If this is a chance to use your unique set of skills, experiences and expectations or to apply your education to make a difference, look the hiring manager straight on and say so.

Tell me about a time you were responsible for <leading a process change> that would not have happened had you not been there to make it happen. What went well, what did not go so well and what you would do differently next time?

Replace leading a process change with any number of different competences and you have a classic performance based interview question. The question would not be asked if it was not important to success in the position. This question goes to natural tendency, developed skills,and a willingness to learn and grow. Don't be fooled, the question is not so much what you did (although it is important) as it is about the circumstances you did it under. Describe a situation, in detail,that best captures the nature of the position you are interviewing for. If the position requires coordination between other departments, pick an example that reflects your success in coordinating outside of your department, not one that portrays you as in individual contributor.

My advice to you is to research positions thoroughly and take time to listen for the question behind the question. Take what you know about the position to thoughtfully and completely answer the questions asked, highlighting your unique set of knowledge, skills and abilities. 

Does this sound a little much to you? Are you wondering why you should have to do this? Let me guess, you are a candidate who likes working with people and you work well as part of a team. Your weakness is perfectionism. You are organized, a hard worker, a quick learner and the one candidate who wants the job more than anyone else. Sound familiar? Believe me, it does to the interviewer too. Not many candidates prepare in depth for an interview and as a result, candidate after candidate can sound very much the same.

There is a job to be filled and an offer to be extended. Who gets the offer? The offer goes to the one who can distinguish and differentiate herself from the others.

Dazzle me.