August 9, 2017
By Christy Fox, Marketing Specialist
The mission of Dress for Success is to empower women to achieve economic independence by providing a network of support, professional attire and development tools to help women thrive in work and in life. Since 1998, Dress for Success Cleveland has been able to empower more than 19,000 women, establish three supportive service programs, and maintain a 52% placement rate in getting women connected to employment. About a month ago, the DRI and DCA Women’s Group was able to take part in Dress for Success Cleveland’s mission, and facilitate a professional development workshop.
DRI and DCA women joined a group of 6 Cleveland women participating in an 8-week program designed to increase interview skills, presentation style, and inspire their career development plan. Specifically, DRI and DCA volunteered to contribute four sections of professional development tools, tips and information to encourage the ladies’ success.
Part one of the workshop was dedicated to building LinkedIn profiles for the women. As a jobseeker, working professional, or even college student, LinkedIn profiles are a useful tool to network, search for jobs and build your online personal brand. DRI and DCA walked the women through a step-by-step demonstration of setting up the profile, and shared helpful tips to building out a profile that will help the women successfully brand themselves.
The next section of the workshop was to go over personal branding tips online and throughout social media profiles. DRI and DCA covered the basic do’s and don’ts to online presence and sharing. This went hand in hand with the LinkedIn profiles and the proper way to use social media for professional development.
DRI and DCA then moved on to interview prep tips and information. There was a great deal of conversation regarding what the women had experienced in previous interviews, questions they may have for future interviews, and the best way to approach an interview from all angles. DRI and DCA shared information on how to answer any behavioral based interview question step by step.
From there, the last section of the workshop was mock interviewing. DRI and DCA women asked the Dress for Success Cleveland participants common questions and coached them through how to best answer as well as tips on nonverbal communication skills.
Overall, the Dress for Success Cleveland workshop was beneficial for everyone involved. DRI and DCA women’s group was thrilled to play a part in empowering other women in the community and to encourage them on their career journeys!
There are many ways you make a difference to the women of Dress for Success Cleveland. Please attend one of their upcoming Getting To Know Us breakfast events to learn more about the organization and how you can attend!
Wednesdays – 8:00am – 9:30am
September 20, 2017
November 29, 2017
RSVP by calling 216-881-6048
For more information on Dress for Success Cleveland, visit their website.
How to give as much as receive when interviewing passive candidates
By Matthew Cohen, Practice Leader of Energy & Sustainability and HVAC/R
May 3, 2017
When interviewing a candidate for a job, the goal is discovering as much information as possible in order to decide if the person we are interviewing is the right fit for the position. However, when interviewing passive candidates, i.e. those candidates who are currently working and are possibly being recruited, we often forget that the candidate is looking for information to decide if the position and the organization is right for them. I regularly debrief candidates after interviews who tell me they left the interviews without knowing the full scope of the position or important information on the company even when they asked specific questions directly.
When interviewing a passive candidate, it is vital that we provide or “deposit” as much information as we “withdraw” from the candidate to keep the candidate engaged and provide them information for them to make a decision that is best for them. Below are areas hiring managers can deposit important information that will engage passive candidates:
- Company Benefits- With the ever-changing landscape in employer based healthcare, it is crucial that candidates understand the company’s benefits to know what it will cost them per month. In some cases, we see a 5-10K difference in out of pocket healthcare costs which can affect what salary a candidate will accept. Healthcare providers in network, dental, and vison coverage are also important information. If possible, I recommend the hiring manager shares this information before any final interview so that the candidate can ask any clarifying questions. Vacation, 401k and any other company benefits are also advantageous to share prior to an offer made to a candidate.
- Compensation Structures- While a base salary may be tough to share prior to an offer being made, other aspects of compensation are vital information so that the candidate can understand how they will be paid. Passive candidates should understand how compensation that may include commissions, quarterly, or year bonuses are calculated and paid out so they can ascertain what salary they will ultimately accept.
- Company Achievements- When interviewing candidates, we always look to understand their achievements and metrics that show they have a proven track record of success. It should be no different for the company they are interviewing with. Company growth, awards, recent successes and upcoming projects or growth are valuable pieces of information to deposit when interviewing passive candidates.
We understand there needs to be a balance between what we withdraw and deposit when interviewing passive candidates. Those hiring managers that pay attention to this balance we find have the most success landing the best talent.