PDF Summary:How to Get Hired, by Michael A. Harrison

Finding and landing your dream job requires meticulous planning, strategic execution, and an adept understanding of the hiring process. In How to Get Hired by Michael A. Harrison, you'll learn practical steps to secure employment opportunities that genuinely resonate with your professional aspirations.

Harrison guides you through identifying your ideal job criteria, crafting compelling application materials tailored to specific roles, and developing interview prowess to make a lasting impression. Additionally, he offers insights into an employer's decision-making process, equipping you with the knowledge to navigate negotiations and maximize post-interview feedback constructively.

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Other Perspectives

• While tailoring resumes and cover letters is beneficial, it can be time-consuming and may not always result in a job offer, leading some to question its cost-effectiveness, especially when applying to many jobs.
• Overemphasis on matching job requirements might lead candidates to underrepresent or omit other valuable experiences and skills that could be transferable or advantageous in ways not anticipated by the employer.
• The advice to optimize readability and organization, while generally sound, may not account for industry-specific conventions or creative fields where non-traditional resumes are the norm.
• Personalizing application letters is important, but there's a risk of appearing disingenuous if candidates overstate their enthusiasm or connection to the company, especially if they are applying to multiple places with similar messages.
• Demonstrating understanding of the organization and role is crucial, but there's a possibility of misinterpretation or overstepping if the applicant assumes knowledge about the company that isn't accurate.
• Using examples to illustrate compatibility with the role is a strong strategy, but it relies on the assumption that past experiences can be easily translated into future performance, which may not always be the case.
• Showcasing strong enthusiasm for a position can be a double-edged sword; if not balanced with professionalism, it can come across as overly eager or desperate.

Becoming proficient in preparing for and conducting interviews.

Harrison underscores the necessity of meticulous preparation. To ensure proper preparation, one must conduct in-depth research on the company, get to know the person conducting the interview, and enhance their ability to answer common interview questions through practice.

Delve deeply into the company's specifics, grasp the subtleties associated with the job you're aiming for, and familiarize yourself with the interviewer's history.

Harrison believes that the foundation of a successful interview is rooted in comprehensive preparation. This involves going beyond a basic understanding of the company by fully appreciating their goals, the challenges they encounter, and their corporate culture, as well as the specific demands and expectations tied to the job.

Gather details about the organization's priorities and challenges

Harrison suggests focusing your research on several key areas. Familiarize yourself with the organization's core principles, objectives, and ethical standards as previously described. Additionally, he advises staying informed about the company's most recent updates and news, such as fresh initiatives, shifts in the leadership team, or recognitions within the sector. Harrison emphasizes that possessing up-to-date knowledge demonstrates genuine interest in the organization and leads to deeper conversations during the interview process.

Understand the viewpoints and career backgrounds of the interviewers.

Harrison recommends conducting a thorough research into the interviewers' past experiences, utilizing resources like company websites and LinkedIn profiles to gain insights into their professional paths, areas of specialization, and notable accomplishments in their careers. Harrison suggests that thorough research can help you discover commonalities, which in turn helps to build a personal bond that boosts your confidence and leads to a more conversational and relaxed atmosphere during the interview.

Develop a succinct self-introduction that effectively summarizes your work experience and abilities.

Harrison advises preparing and practicing a brief yet impactful self-introduction that emphasizes your primary qualifications. This concise introduction, he explains, should cover your education, experience, skills, knowledge, personal attributes, and career ambitions. By practicing a concise introduction of yourself, you set the stage for a confident and captivating start that fosters a positive environment for the subsequent conversation.

Become proficient in responding to common inquiries encountered in job interviews.

Harrison emphasizes the predictability of certain questions during an interview, as they often revolve around common themes. He encourages job seekers to anticipate these questions and prepare their responses in advance.

Craft your responses using the SAR method, which encapsulates the context, the measures taken, and the outcomes achieved.

Harrison advises using a methodical approach known as the SAR technique to craft responses to behavioral interview questions, detailing the situation, actions implemented, and results obtained. Michael A. Harrison describes a systematic approach that provides a clear and organized framework, making it easier for interviewers to grasp the essential elements.

Emphasize the qualifications and relevance of your experience that are specifically tailored to the job's requirements.

When replying to interview questions, Harrison emphasizes the importance of tailoring your answers to align with the hiring manager's needs, simultaneously highlighting your skills, experience, and qualifications that are pertinent to the position and the organization's core values. To achieve success, it's essential to tailor responses to meet the specific requirements of the position while demonstrating a genuine understanding of the company's goals and the challenges it encounters.

Practice delivering concise, impactful answers

Harrison underscores the importance of practicing answers in preparation for the interview and also advises in-depth research on the company and the interviewers. He advises using a systematic series of inquiries to organize and make your thoughts more transparent. Practicing your answers and contemplating them, as advised by Harrison, will enhance your self-assurance and diminish the likelihood of stumbling during the interview.

Provide a captivating talk or showcase.

The author stresses that the level of diligence and attention to detail one puts into a presentation or demonstration during an interview should be consistent with the effort applied to every other part of the process.

Ensure your content directly addresses the stated objectives

Harrison emphasizes the necessity of expressing oneself distinctly throughout the interview process. Ensure that the advice and perspectives you offer in your presentation are relevant and focused, tailored to match the objectives established by the person conducting the interview. He advises carefully breaking down the presentation's title into separate questions to ensure a thorough and accurate response to each aspect of the inquiry.

Use visual aids strategically to enhance your message

Harrison recommends using clear and uncomplicated visual aids during presentations. Visuals should emphasize the main points without being overwhelmed by excessive text. Harrison demonstrates the creation of captivating presentations that maintain the audience's focus through consistent styling and deliberate utilization of empty spaces.

Diligently rehearse to master the timing and flow with proficiency.

Harrison emphasizes the necessity of comprehensive preparation. To convey your presentation effectively and smoothly, practice it multiple times to minimize reliance on scripts or cue cards. He emphasizes the importance of respecting the allotted time to demonstrate respect for the interviewer's time constraints and your ability to follow established rules.

Other Perspectives

• While in-depth research is valuable, it can lead to information overload and stress, potentially detracting from a candidate's natural conversational style.
• Understanding the organization's priorities and challenges is important, but overemphasis on this may overshadow a candidate's personal value proposition.
• A self-introduction is crucial, but if too scripted, it can come across as insincere or rehearsed, which might not resonate well with the interviewer.
• The SAR method is useful, but relying solely on it may make responses seem formulaic; flexibility and authenticity in storytelling can be equally important.
• Tailoring responses to the job is strategic, but too much focus on what the interviewer wants to hear can result in a loss of personal authenticity.
• Practicing concise and impactful answers is good advice, but over-practicing can lead to rigid responses that lack spontaneity.
• Focusing presentation content on stated objectives is important, but being too narrow might miss opportunities to showcase broader skills and creativity.
• Strategic use of visual aids is recommended, but over-reliance on visuals can detract from the speaker's engagement with the audience.
• Rehearsing to master timing and flow is beneficial, but excessive rehearsal can lead to a presentation that feels mechanical rather than dynamic and engaging.

Understanding the hiring process from the perspective of the employer.

Harrison advises those in search of employment to empathize with the viewpoints of their evaluators. This involves recognizing the often unconscious biases that influence hiring decisions and acknowledging the diverse nature of interview situations.

Grasp the factors that influence an employer's decision when selecting a candidate for a position.

Harrison emphasizes that the selection of new employees is influenced by the subtle and frequently unconscious prejudices of the selectors, cautioning job seekers about the sway of the selectors' intrinsic human tendencies and individual perspectives, despite their efforts to remain unbiased in their decision-making.

Recognize the influence of individual prejudice during the assessment procedure.

Harrison highlights several widespread biases that can influence the process of selecting candidates for employment. First, he discusses the impact of timing. For example, an interviewer who is weary or hungry after conducting multiple interviews might not exhibit the same openness and tolerance as they would when engaging with a candidate during the earlier scheduled meetings of the day.

Understand the influence that the sequence and scheduling of interviews may have on the impressions formed.

Second, he examines the influence exerted by competing applicants. Interviewers, he explains, might subconsciously measure candidates against their predecessors. An applicant possessing remarkable credentials might seem more adept following an interview with a less distinguished individual, but could struggle to leave a lasting impression on the hiring panel if they follow another highly impressive candidate.

Identify scenarios where individuals previously considered may have an advantage.

Third, he examined how often internal candidates undergo interviews for roles that seem to have been reserved for them by earlier succession planning. In certain situations, the process of interviewing can transition from an authentic search for the best candidate to simply a formal requirement for the individual who has already been preselected.

Navigating successfully through the assessment stage that comes after the interview.

Harrison illuminates the often opaque deliberation that occurs post-interview, outlining the factors that influence the committee's final choice of candidate.

Understand the standards applied to assess and distinguish among applicants.

Michael A. Harrison describes the typical method that interview panels use to sort applicants into categories of either prospective employees or unsuitable contenders. Individuals who have the required credentials for the position and demonstrate the capacity to excel if chosen are deemed appropriate for the job. Individuals deemed incompatible with the job are those lacking the essential qualifications, skills, or experience required by the position.

Grasp the significance of group dialogues and consensus-building in reaching a definitive conclusion.

After pinpointing individuals who may be a good fit for the position, Harrison details the committee's process of engaging in in-depth conversations about each person, evaluating and ranking them according to how well they match the job's requirements. While emphasizing the significance of an individual's honesty and how well they mesh with the existing team members, which often sways the decision to employ, he also recognizes the consideration given to a candidate's credentials. When deciding whom to hire, Harrison typically chooses the individual he feels will best alleviate his workload.

Reflect on the elements that could sway the hiring manager's choices.

Harrison underscores the importance of the hiring manager's personal priorities and what they consider to be significant in making the final hiring decision. Employers typically prefer candidates who possess the requisite abilities and background, in addition to demonstrating a robust fit with the organization's values, capacity for advancement, and a significant level of enthusiasm and optimism.

Other Perspectives

• While empathy with evaluators is beneficial, it may not always be possible for job seekers to accurately discern the perspectives and biases of their interviewers.
• Some hiring decisions are based on structured and objective criteria, minimizing the influence of unconscious biases.
• Organizations often implement standardized interview processes to reduce the impact of individual perspectives and human tendencies on candidate selection.
• Fatigue and timing can affect interviewer performance, but many organizations schedule breaks and limit the number of interviews per day to mitigate this.
• Interviewers are trained to evaluate each candidate on their own merits, rather than directly comparing them to others, to ensure a fair assessment.
• Internal candidates may seem to have an advantage, but external candidates can bring fresh perspectives and new ideas that might be more valuable to the organization.
• The deliberation process post-interview is sometimes more transparent than suggested, with clear criteria and scoring systems in place to guide decision-making.
• While group dialogues and consensus are important, some hiring decisions are made by a single decision-maker or are heavily influenced by higher-level management, regardless of the panel's input.
• The hiring manager's personal priorities might be less influential in organizations where company policy and procedure strictly dictate hiring decisions.
• Employers may prioritize adaptability and potential for growth over a perfect match with current organizational values, recognizing that the organization itself may evolve over time.
• Enthusiasm and optimism are important, but employers may also value realism and critical thinking to ensure that candidates can handle challenges and setbacks effectively.

Handling an influx of job offers requires crafting appropriate replies.

Harrison emphasizes the necessity of readiness for subsequent phases post-interview, which might include negotiations regarding terms of employment or seeking evaluations.

Navigate discussions regarding employment proposals adeptly.

Before even being presented with a job offer, Harrison recommends that job seekers should be well-prepared for negotiating their salary. When preparing, it's essential to evaluate and prioritize one's principal factors based on their significance.

Prepare by clarifying your priorities and the organization's constraints

For Harrison, successful negotiation involves understanding both your own priorities and the constraints faced by the organization. He advises those looking for employment to thoroughly investigate the pay scales and standard practices within the industry and the organization to accurately assess their bargaining strength.

Clearly articulate your aspirations and show your enthusiasm.

Harrison underscores the importance of consistently exhibiting a positive and professional attitude throughout every phase of the negotiation. Applicants should genuinely express their enthusiasm for the role they seek while negotiating for their personal needs, aiming for a result where both the hiring company and the candidate feel that their key terms have been met.

Avoid confrontational or underhanded negotiation tactics

Harrison emphasizes the importance of integrity when engaging in negotiations. He cautions against deceptive tactics, such as fabricating competing job offers or playing games during the negotiation. He recommends establishing trust through open and genuine dialogue with the individual responsible for hiring.

Leverage feedback from after-interview reviews to bolster your self-improvement efforts.

Harrison suggests that job seekers view feedback from interviews as a crucial chance for personal growth, whether the feedback is positive or negative.

Embrace an approach that prioritizes active listening and comprehension to constructively process feedback.

Harrison recommends embracing an approach focused on attentive comprehension and information absorption without exhibiting defensiveness. He underscores the necessity of utilizing every form of feedback, whether it is positive or negative, to gain the maximum advantage from it.

Ask thoughtful questions to gain deeper insights

Harrison recommends that job seekers engage proactively in the assessment process by asking perceptive questions that help to clarify specific aspects and enhance their comprehension of the perspectives held by the members of the interview panel. He elucidates that posing these inquiries may yield substantial feedback, paving the way for actionable measures.

Develop a plan to improve the areas requiring growth.

After obtaining input, Harrison advises formulating a plan to improve the areas where you require growth. To secure employment, it might be necessary to improve specific skills, obtain the required qualifications, or modify the way you apply for positions and present yourself in job interviews. Converting feedback into actionable steps, Harrison contends, is essential for continuous career advancement and enhances your prospects in subsequent job-seeking scenarios.

Other Perspectives

• While being prepared for negotiations is important, over-preparation or rigid adherence to pre-set goals can sometimes lead to missed opportunities for compromise that could benefit both parties.
• Evaluating and prioritizing principal factors for negotiation is subjective and may not always align with market realities or specific industry trends.
• Understanding an organization's constraints is crucial, but it can also lead to self-limiting behavior if a candidate undervalues their worth or overestimates the constraints.
• Investigating pay scales and industry practices is useful, but such data may not always be current or reflective of the unique value a particular candidate might bring to a role.
• Exhibiting a positive and professional attitude is generally good advice, but there may be cultural or industry-specific contexts where a more assertive or unconventional approach is valued.
• Expressing enthusiasm is important, but feigned enthusiasm can be counterproductive if it leads to accepting a role that isn't a good fit.
• Avoiding confrontational tactics is ethical, but there are scenarios where a more aggressive negotiation stance might be necessary, especially if the initial offer is significantly below market value.
• Embracing feedback is beneficial, but not all feedback is equally valuable or actionable, and some may be based on biases or misunderstandings.
• Active listening and comprehension are key, but there can be a fine line between being receptive to feedback and being overly influenced by external opinions.
• Asking thoughtful questions is useful, but it can also be perceived as challenging or confrontational if not done tactfully.
• Developing a plan to improve areas of growth is sound advice, but it assumes that the individual has the resources and time to invest in such development, which may not always be the case.
• Converting feedback into actionable steps is ideal, but it requires a level of self-awareness and objectivity that not all individuals may possess.