HEARD IN THE LUNCHROOM

Performing Up to Snuff?

For a growing number of employees, the “annual” performance review is no longer a once-a-year occasion, a recent Robert Half International survey shows. Nearly four in 10 (39 percent) executives interviewed said their companies schedule these meetings either twice a year or quarterly, up from 29 percent in 2002.

Following are some tips to help you make the most of performance reviews:

• Jog your memory. Before your review, make a list of your accomplishments and how your efforts benefited the firm.
• Arrive with ideas. Your manager will likely solicit your input on what you hope to achieve in the coming months and if you would like any changes made to your role.  Carefully consider the support you might need to meet your objectives.
• Treat the review as a two-way conversation. How you listen and respond to feedback is crucial. Think of the meeting as an opportunity to work with your supervisor to develop a plan to move your career forward.
• Dish it out — carefully. Use the review to diplomatically provide your manager with feedback. This is your chance to request more guidance or resources.
• Create an action plan. Always finish the discussion by setting specific goals to work toward. To make the next review more productive, start tracking your achievements and challenges now.

Please Hire Me
As more time elapses during a job search, the harder you might try to stand out among candidates. But don’t go overboard.  Our company asked senior executives to name the wackiest or most unusual pitch they have heard from a job seeker about why he or she should get the job. Here are some of their responses:

• “An individual told me he was allergic to unemployment.”
• “One job seeker said he should get the job because he had already applied three times and felt that it was now his turn.”
• “One candidate sang all of her responses to interview questions.”
• “One individual said we had nice benefits, which was good because he was going to need to take a lot of leave in the next year.”
• “An applicant once told me she wanted the position because she wanted to get away from dealing with people.”
• “One person brought his mother to the job interview and let her do all of the talking.”

If you’re interviewing for a new position, here are some tips for answering the question, “Why should I hire you?”:

• Look on the bright side. Rather than viewing this question as an obstacle, see it as a chance to describe the value you can add to the organization.
• Tailor your response. The best responses highlight your abilities that directly relate to the position. For example, if you’re applying for an accounting manager role, a good answer might be, “I was responsible for managing a high volume of accounts payable and receivable records in my last position, so I’m well equipped to handle the scope of work for this role.”
• Show enthusiasm. Along with describing how your experience can benefit the organization, point out what makes you interested in that particular firm. 
• Prepare, prepare, prepare. Before the interview, plan how you will respond if you are asked to describe why you should be hired. Even if you are not asked this question, you can weave some of your points into the conversation.

Heard in the Lunchroom^SM is provided by Robert Half, the world’s largest specialized staffing firm and a leading authority on workplace and management trends.  For more information, visit www.rhi.com.