Social Networking sites are here for the long haul. There are so many out there to choose from (Myspace, Facebook, Twitter, Yelp, Brightfuse…etc) and usage has gained tremendous popularity. Most people have historically used social networking sites for personal purposes…to stay in touch with friends, share photos, reviews, etc. But, it is also important to keep in mind that your web presence can sometimes be reviewed by potential employers.

I have heard that 22 percent of employers say they use social networking sites when evaluating job candidates, and an additional 9 percent intend to do the same soon. Yet, only 16 percent of workers with social networking profiles have modified their pages with potential employers in mind. Put yourself in the employers shoes. They are looking for candidates who not only fit the job criteria, but who also fit within their company culture. Social Networking sites are a great way for employers to tap into (what you think may be) your private life a bit gaining insight on your personality.

On the flip side, I have heard cases where candidates have deliberately offered access to, for instance, their Facebook pages in order to share details on who they are that may not have been a part of the previous traditional interview process. I suppose this can portray one as an “open book”, with “nothing to hide” or perhaps even proud of sharing who they are. It is up to you on how you decide to use Social Networking for your own personal needs.

Please read this CNN article for some great tips on Social Networking Do’s and Don’t’s: http://www.cnn.com/2008/LIVING/worklife/11/05/cb.social.networking/index.html

Behavioral interviewing is based on the theory that past behavior is a strong prediction of future behavior. The interviewer asks specific questions seeking information about candidate’s skills, character, and performance based on examples of past behavior. By using these answers, the interviewer can rate the candidate based on past actions, not “gut feelings” or “intuition”. The key in behavioral interviewing is to “paint a picture” of the candidate, and thinking about the decision or behavior without bringing in unnecessary details.

Katharine Hansen, Ph.D., creative director and associate publisher of Quintessential Careers says that behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. Traditional interview questions ask you general questions such as “Tell me about yourself.” The process of behavioral interviewing is much more probing and works very differently. It is important to probe further for more depth or detail such as “What were you thinking at that point?” or “Tell me more about your meeting with that person,” or “Lead me through your decision process.” If the candidate has told a story that’s anything but totally honest, the response will not hold up through the barrage of probing questions.

Examples of behavioral interviewing questions.

1. Describe a time when you have improved procedures in your company. Be specific.

2. Tell me about a high stress situation when you needed to keep a positive attitude.  What happened?

3. Give me examples of how you were able to overcome adverse conditions to accomplish a task.

4. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.

5. Give me a specific example of a time when you used good judgment and logic in solving a problem.

6. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.

7. Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.

8. Describe a time when you anticipated potential problems and developed preventive measures.

Every now and then, when I ask a candidate why he left his previous positions, there’s one instance that he isn’t too proud of.  Off the bat, he starts his explanation with something like “So, OK, here’s what happened,” and I’m taken on a whirlwind response for ten minutes about how this guy did this, that project wasn’t interesting, there was a personality conflict from day one with her.  I’m suddenly confused, doubtful, and wondering what really happened.

We all leave a job at some point and time.  Sometimes we leave on our own, sometimes we’re laid off, sometimes we’re fired.  The facts of why you left your positions are just that - facts.  Don’t be ashamed, don’t try to make them something they’re not.

Make sure you’re able to answer why you left a position in a cut-and-dry, confident, brief response.  If it wasn’t a perfect fit, and you left on your own, just say it.  If it was a downsizing, just say it.

Here’s some explanations that are cut and dry, and work really well:

• I was not growing, and there was nowhere for me to go in the company.  It was time for a change, and that’s when I found my next position.
• My position was eliminated, and I was laid off.
• The position stopped being a challenge to me, and I decided to leave the company to look for something more in line with my goals.
• I was let go.

You’ll avoid painting a really complicated picture that probably doesn’t need to be that complicated.

Let the interviewer ask any follow up questions if they want more information.  At that time, you can go into what details the interviewer wants to know.  As always, make sure to remain positive in your response; don’t ever speak poorly about a past company, manager or coworkers.  And make sure to close your responses by pointing to what lessons you took from the experience that apply to where you’re going next.  Your interviewer will come away with a confident and focused idea of who you are, where you’re heading, and hopefully, how you’d fit in on their team.