Vivo

Everyone wants feedback.  At Vivo, we will give candidates as much constructive feedback as we are given.  However, not all clients give us feedback to pass on.  So, we’ve compiled some of the more typical comments we hear for those times when the candidate swears she “aced it”. Each of the 3 are subtle – and rarely go noticed by the candidate.  Which are you guilty of?

(1) The candidate was not passionate about the industry/company. In almost every interview, the candidate is asked something about why she or he wants the position.  This seems to be the “break time” for many candidates. The filler. A chance to get a sip of water, while the interviewer queues up more interesting questions.  What the candidates seem to forget, is that companies want employees – and even consultants – who feel strongly about them, and the industry in general.  Before the interview, research the company and the industry trends and give an answer that suggests you have a vested interest in working there not just anywhere.

(2) Overrated. Literally.  If you rate yourself an “8 out of 10” in something, you’d better have written a book on it.  This is the most common trap interviewers seem to love. We recommend not using numerical ratings.

(3) Inconsistencies. Inconsistencies are more than just “he didn’t do everything he said on his resume”. That would be easy to cure.  It’s more than that – it’s answers that do not support previous statements. Example, the candidate is asked what she likes about project management, and says she “loves the fast pace”.  When the next interviewer comes in, he asks “why are you leaving XYZ company?” and she answers, “the pace is frenetic and I’m burning out.”  When the two interviewers talk later, they disqualify the candidate for “inconsistencies”.

Now, you’ll note that this candidate had a very good explanation.  By “frenetic” she meant disorganized – fast, but with no direction.  But, not noting the potential inconsistency, and happy that her interviewer had smiled and nodded at her, she let that statement stand alone.  By thinking through and even practicing answers to common questions (What do you enjoy about this kind of work? Why are you leaving your present position? Etc.), she may have heard the potential inconsistency.  Simply answering “after a year there, I realize that they are not likely to put any meaningful structure in place for their project management approach, and I’m watching everyone around me burn out as a result” would have negated the “inconsistent” label.

Vivo made The Inc. 500 List at #143.  Follow the links below to read the Press Releases.

Vivo will be co-sponsoring the 2010 San Francisco Bay Area PMI Chapter Joint Dinner Meeting with the Silicon Valley Chapter. It is being held at the Newark Hilton on August 18th.

We are looking forward to a great night of food and networking.

For more information about the Project Management Insitute go to http://www.pmi-sfbac.org

I am a Woman, so what?

I’m a Woman. So What?

Does it hurt or help to call attention to the study-cited differences between women and men? I mean, am I a strong woman CEO or a strong CEO? Or am I strong for a woman?

At some point, it is this non-Stanford, non-researcher’s contention, that attending meetings, seminars, lectures, reading papers, etc., on what we lack as women, and how we – as women—must change, devalues me as a person.

If someone decides not to join Vivo because we have a woman CEO, and “Women Lack Ambition” then so be it. But the loss is theirs, because the way the company is run is in direct contrast to that study. The boldness with which we assert ourselves into the marketplace, and among our competition, and within our clients, proves aspiration, drive, and a handful of other synonyms for “Ambition“
To be fair not all reports are bad. Some report that “ Women are Better Managers “.  But, I ask you whose hackles that won’t raise. Am I a good manager because I’m a female or because I’m 100% dedicated to the cause – because I want people to succeed? Could it be because I invest in employees, and believe in being as honest as I can with both their positive and negative attributes, traits and behaviors.
I like women’s groups. I’d like to continue to be invited to them. But, I don’t want to concentrate on being a woman. I was born this way. And frankly, it’s gotten a bit old. I’d like to talk about the traits of being a great manager. I’d like to discuss when ambition is a positive trait, and what modern examples of ambition exist in our workplace. I’d like a woman – or man—who can see what s/he thinks I’m lacking, to tap me on the shoulder and offer me counsel. Not on how to be the best woman executive I can be – but how to be the best leader I can be.