Fortune

1. How long do you usually spend reading a resume? Do you use resume-scanning software?

We don’t use any resume-scanning software. Those systems usually spend 30-40 seconds on each resume. At Target, we have several rounds of the preliminary screening process before we decide to conduct a phone interview or one-to-one interview. For me, personally, I only spend 10-15 seconds on a resume. To judge whether a resume is qualified, there are two things that I will look at the first sight: A. How long your resume is, and B. How much white space the candidate has on his resume.

DEGREES2DREAMS TIPS: For recent graduates, resumes should be no more than one-page. Therefore, it’s very important that you fully utilize that single piece of paper to present yourself, your qualifications, and your achievements. Also, use verbs to start sentences. For each job application, you need to understand its specifics and then incorporate as many of its keywords and requirements as possible in your “Profile” at the top of your resume. Where possible, include your achievements that relate to their requirements in the descriptions of each job you’ve held.

2. What kind of people will you most likely to hire?

I always tell candidates that it’s not a problem if, for example, you don’t know how to use Target’s inventory database because I can always teach you. If you don’t know how to run the logistics at Target, I will teach you that as well. However, there is one thing that I can’t teach, and that is who you are. We are looking for someone who has the potential to be the team leader in the future.

DEGREES2DREAMS TIPS: If you can establish in advance what a hiring manager like Renee is looking for (in this case leadership), you should tailor your cover letter, resume, and interview answers to those needs she is trying to fill. Resist the urge to talk about skills and achievements that are important to you and focus on what’s important to her and how you meet or, better yet, exceed those requirements.

3. What are the typical questions you ask interviewees?

We like to ask applicants behavioral questions. For example, give us an example of a mentoring experience. We had a candidate answer this question like this: “I remember when I was teaching my sister…” Even though it is a mentor example, I don’t think it meets our expectation. Aren’t you supposed to teach your sister? The answer we would like to hear needs to have a high scope such as coaching your teammates, classmates or friends.

DEGREES2DREAMS TIPS: Renee’s answer points out the need for two things: First, internships so you can collect professional experience and achievements and not have to fall back on irrelevant examples, and, second, pre-written and rehearsed answers to as many potential interview questions as possible. There are several places to go to collect these questions (here is an example of the 25 most common job interview questions).

4. What do you pay attention to when the interviewee is answering questions?

We pay a lot of attention to details: the way you dress, the way you talk and the way you behave. Take me as an example: I know if I am wearing jewelry, I will unconsciously play with it such as my ring or my bracelet. So I will make sure to take them off when I go to an interview. Voice tone is also very important during the interview. If the candidate keeps talking in a flat tone, I will fall asleep soon.

DEGREES2DREAMS TIPS: You know yourself. Think of how you behave when you are under stress, and then act to minimize that behavior if it indicates anything other than confidence. After you’ve reviewed the typical job interview questions and written out your responses, practice saying them so you’re comfortable with your answers. Don’t try to memorize the answers (you never will), but just capture the gist of your answer. Modulate your voice tone, sit up straight (preferably on the edge of your chair, not leaned back — one shows eagerness and energy, the other disconnectedness and disinterest).

5. What kind of questions do you expect the interviewees to ask at the end of the interview?

Ask genius questions. You should show the employers that you did the research on the company. But don’t ask more than two questions because that may leave them with the impression that you are not well prepared. One of the questions I like to hear is: What is your favorite part of the job? That question is work-related but at the same time is more leaning towards personal opinions as well. That helps the hiring manager start to have the emotional bond with you and open themselves up. It also shows your concern for others instead of just asking what the company can do for you.

DEGREES2DREAMS TIPS: You should go into a job interview with questions you want to ask prepared in advance. At the end of almost every job interview, the hiring manager will say, “Well, that’s all for me; do you have any questions?” That’s when you should hit them with one or two questions and then a closing statement. Renee’s suggested question is a good one, as well as “What does it take to succeed here?” or “What would you look for this new employee to achieve in the first year?” The closing statement should start out something like this: “I don’t have another question, but I’d like to tell you a story about one of my achievements that I think illustrates why I’d be the perfect candidate for this position…..” and then succinctly tell her about a great example of something you did that is relevant to their needs. You could close by saying, “I think that demonstrates how I could make your life easier, help X company exceed its goals, and contribute to a positive, profitable future here” (or something like that). That will be the final impression they have of you, and because it’s a story, it will be memorable.

(Creative Commons photo at top of post by bpsusf)

If you were looking for advice on how to impress hiring managers, whom would you talk to? Your parents? Nope. Your professors? Nope? Your career counselors. Maybe. I’d go to the source: hiring managers. And I did. Here is advice from a recruiter at one of the most successful companies in the U.S.

Recently, I interviewed Katie Maillet, the campus recruiter from Constant Contact, an online email marketing company. She disclosed some secrets from a recruiter’s perspective that you may want to pay attention to:

1. How long do you usually spend reading a resume?

Katie: “It takes probably about 30-60 seconds.”

(Take-away: Surprising right? Remember, hiring managers receive more than 100 resumes everyday, most of which will go to the trash if they don’t instantly grab the hiring manager’s attention. The first thing you need to do is to pull out those key words from the actual job description and then include as many as you can in your resume. Tailor your resume to their needs.)

2. How important is social media’s role in job search? 

Katie: “It’s very important.  Lately it’s been the go-to source for the best candidates and is a good way to get on the radar of many companies.”

(Take-away: How many times a day do you check your Facebook to see what your friends are up to? A lot! Hiring managers will do the same thing. However, instead of Facebook, most of them go on LinkedIn to find out who you are. So start by completing your LinkedIn profile and updating it regularly. Make sure your LinkedIn profile picture is a professional one. Then go clean up any photos and comments anywhere on social media you wouldn’t want to share with your grandmother. )

3. What are some typical questions you ask interviewees?

Katie: “For technical roles, we look for candidates to describe projects they’ve worked on and difficult problems they’ve solved.  Beyond that, we inquire about why they are interested in our company and what they are looking for in the future.”

(Take-away: Instead of knowing what the company can do for to you, hiring managers want to know what you can bring to the company. Read through your resume and come up with some STAR (Situation-Task-Action-Result) examples of how you’ve helped other companies in the past. Hiring managers want to hear stories that make you a memorable, perfect-fit candidate. Make sure to show them your skills and capabilities that fit the role you are interviewing for.)

4. What do you pay attention to when the interviewee is answering questions?

Katie: “Poise, how eloquent their communication is, and their thought process behind their answers.”

(Take-away: In a job, you will encounter a lot of unexpected problems. The employer likes to hire someone who can work under pressure and be presentable in front of the clients.  Pause a little before answering the questions so you won’t regret the words the minute they come out of your mouth. Speak slowly and with confidence. Use examples. Show conviction.)

5. What kind of questions do you expect the interviewee to ask at the end of the interview?

Katie: “I expect them to ask questions about the company.  What some of our challenges are and how we are attempting to solve them.  I would ask about the nature of the role they are interviewing for (is it a new position, replacement?)  Where does it fit into company mission/goals? ) I would also expect them to do some research on the company and our products and be prepared to ask specific questions about them.”

(Take-away: The worst scenario is to say that you don’t have any questions. Do you homework thoroughly and show off the research you’ve done. Ask about what would make someone successful at the job you’re applying for. Ask about any new products or developments at the company to show you’re up to date on them. Remember, what you want to convey at the end of the interview is a memorable moment. We think the best thing is to tell a story about your success at another company or internship that shows how you could be successful for them.)