Help! I keep getting interviews, but they don’t turn into offers…

Career services advisors encounter one scenario with some regularity: a student or postdoc is in the midst of a job search, and is frustrated because they are not getting the offers they hoped to receive.  They want us to figure out what is going “wrong” and how to fix it.  While there is rarely a quick explanation, or even a sure “fix,” there are some ways to pinpoint behaviors that students and postdocs could change to improve their outcomes.   If you find yourself in this situation:

First, acknowledge that getting to the interview stage means you have desirable qualifications.  Sometimes job seekers lose sight of this fact when feeling frustrated with their search.  Sometimes that frustration can carry over into your interactions with future employers, and this is to be avoided if possible.  Remember instead: past interest from employers generally suggests that your application materials are well targeted to the jobs you seek.  

Evaluate all you are doing to prepare for your interviews. Are you researching the employers, deciding on what examples of accomplishments you want to share in the interview, clearly articulating your career goals and your potential, doing a mock interview to get some practice under your belt?  Can anything be strengthened at the preparation phase, before the interview actually takes place?

Consider if you are respecting the etiquette conventions of the interview process. Are you getting to your interviews early, dressing professionally, and greeting everyone pleasantly? Are you acting in a way that fits with the culture of each employer?  Do you ask interested questions, and express enthusiasm for the position and organization? Do you send a thank you note (or email) after each interview?

Do you take time at the end of each interview to consider how the process went? Reflect on what questions you answered well and what was unexpected or not handled smoothly.  In particular, questions about salary can be mishandled if the discussion leads the employer to believe you want much more than what they might have budgeted for the position.  What information did you get during the interview about the responsibilities of the position, or that might even indicate the interviewer’s experience of you? A few moments of analysis after the interview can help you in any future interview situation, and sometimes even help you shape any follow up during the rest of the selection process.

Do you know if or when your references are being contacted? Do you believe that you are getting strong support from your referees? (Someone who doesn’t speak highly of you can end up hurting your chances of getting an offer, “damning with faint praise.“)

Finally, remember that there are aspects to hiring that go beyond your interview performance. Sometimes there are inside candidates, changes to funding situations or priorities that shift during the hiring process.  Occasionally, the “fit” with the culture or future direction of the organization just isn’t there, even when you have the right skills for the job at hand.  

Whether or not you have yet to receive an offer, reflecting on some of the points above will undoubtedly improve your future interview experiences.  Ultimately, the best you can do as a job seeker is to be prepared, present yourself thoughtfully, and acknowledge that some rejection is part of most job searches, as is a lot of ambiguity.   At any time, if you want support in your job search, including talking about interview strategies, please make an appointment with Career Services advisorsWe are here to help!

Yea or Nay?: Weighing the Job Offer

By Sharon Fleshman

Wherever you are in the job search, it wouldn’t hurt to consider how you might decide on a given job offer.  To that end, here are some key steps.

Allow for adequate time for decision making. This may require some negotiation if an employer requests that you decide on the offer by a certain date and you feel that you need more time.  The worst thing you can do is to prematurely accept an offer, and renege on it later.  After you express your enthusiasm about the offer, note that you want to take the time to make a well-informed decision.  

Do your research.  Make sure you are as clear as possible on the employer’s core values to see whether they align with yours.  Hopefully, your research started when you prepared to interview but you may still need to review the organizational website, read recent news related to employer, or speak with others (especially alumni) who work at the employer.  As it relates to salary, be aware of what a reasonable range might be so that you can negotiate effectively.  A number of resources accessible on the Career Services website can be helpful in this regard.  Consider other criteria such as professional development, health benefits, financial planning options, location, and so on.

Know your bottom line.  Regarding the offer, think about what allows for some flexibility and what is non-negotiable.  Perhaps you know that a certain salary is required for you to meet your financial obligations.  Maybe you need a certain level of supervision for the pursuit of a necessary licensing or certification.  Your responsibilities to your family may require that you live in a certain region. 

Consult with a mentor and/or Career Services advisor.  It can be very helpful to invite another person to be a sounding board.  Speak with trusted mentors who know you and your chosen career field well.   Make an appointment with a Career Services advisor who can point you to useful resources and help you sort out your thoughts about the offer.

Womens’ Wages

This topic came up recently in a workshop I was leading on job offer negotiations.  I wanted to answer a student’s question regarding how to be sure as a woman, you are paid the same as men by an employer making a job offer.  The answer is… you can’t, even though it has been the law since 1963. BUT, there are things you can do to help with the issue of income disparity, including your own.

Be aware of what is systemic:

Research the organizational culture. Are there women in leadership or management positions? Does the organization say they are interested in diversity? Does the organization have policies which support issues that might affect your work if you have family responsibilities?  (such as flex-time, maternity leave).  Are the organization’s policies for promotion clear? For example, you can read a recent article on Goldman Sachs diversity initiatives.

Here is information on how to research potential employers. You can also use these tips from LinkedIn, if you have a profile on the site.

Be aware of your own responsibility:

One reason women may not earn as much as men is they may be less likely to negotiate and advocate for themselves. The best time to negotiate is when you have an offer but before you have accepted a position.  Here is more information on negotiating offers.  Learn strategies to negotiate compensation based on your value to the organization and then try.  Learning how to negotiate well is a skill you can use throughout your career – this is important no matter your gender.  Take credit for your own efforts and results, even as you recognize the contribution of others.

Do what you can do to be informed and make change:

Look outside yourself to mentors in your department or company, and through professional organizations such as Catalyst.  Here is a directory of women’s professional associations: http://www.quintcareers.com/womens_networking_organizations.html

Be aware of current data and trends. You can read articles or studies, or support organizations that are making sure this issue is in the news and on policymakers’ radars.  This is a good place to start your research on the topic – Wikipedia’s “Male–female income disparity in the United States.”   Learn about current news such as the Lily Ledbetter case or the recent repeal of the Wisconsin equal pay law.

Whether or not you are worried how the “wage gap” or income disparity will affect you, the idea that you stay informed on trends, that you understand your value as an employee, and advocate for yourself is crucial to your success no matter your career path, field or gender.