By Rob Starr, Big4.com Content Manager
Dave Glaser wears several hats that qualify him as an expert when it comes to dispensing advice to those looking to further an executive career or get started climbing the Big4 ladder. He has over 33 years of recruiting experience in wealth management with several focal points that include Ultra-High Net Worth Wealth Advisory, Executive Financial Planning, High
Net Worth Tax, Trust & Estate and Investment Advisory.
Big4.com talked with the President and Owner of ECG Resources, Inc.,about one of the more personal and critical aspects of career development, the interview.It’s a subject he knows well.
“We spend a lot of time preparing people for interviews,” he told us recently. “The reality is that no matter what profession somebody is in, they are professionals in that field and not necessarily professional interviewers.”
He goes on to say there are subtleties involved that include not only what you say but how you say it and people are often confused about how to respond to specific questions about reasons for leaving, money and other sensitive issues.
“The bottom line is there’s no such thing as an exploratory interview,” Glaser says. “Every interview has to be approached with the best foot forward and the attitude that you want to get an offer.” All too often he’s seen the scenario where a candidate doesn’t take the right approach into the meeting, finds out they really like what the company offers, but has scuttled their chances.
“You need to have the ball in your court all the time and positive body language and good eye contact will do that along with asking good questions.”
He furthers if someone really understands what’s going on, they know what questions to ask and this premise is critical in the interview. Regardless of the industry you’re aiming for, asking the right questions is an important part of learning how you can grow within any firm.
“It shows that the wheels are turning,” Glaser says adding there are answers to routine questions you’ll face during the interview process that can help strengthen your case.
“Big companies are always asking, ‘Why are you looking to leave?’ I would say that 75% of the people I work with are doing well where they are right now but for the right opportunity, they’re ready to leave,” he says and suggests a three pronged attack to answering that question correctly.
It’s important to compliment your current employer followed by a brief overview of why you’re looking to leave. Most importantly, stressing what you’re looking for in your next career gives the interviewer a good idea of the benchmarks you have and what specifically will get you to commit. It’s all about setting the right tone without any negativity, according to Glaser, and building on a positive foundation to paint yourself in a good light.
“You want to give enough information so that it doesn’t look like you’re hiding something, but you don’t want to air any dirty laundry if there is any,” he says noting it’s important to be honest and put everything into what Glaser calls “interview terminology” at the same time.