A Response to "Tell Me About Yourself"

Q: During an interview, please give me guidance on how to answer the question, "Tell me about yourself." I find this question perplexing and overwhelming. I don't want to start with where I was raised, my academic schooling, where I live, etc. How should it be answered?

A: Great question! First, start with an overall summary of you as a professional, but tailor to the position of interest. One possible response might be: "I am a seasoned project manager, who enjoys both the strategy elements of project management as well as the tactical parts of project management. I like bringing projects to completion on time and on budget. My academic background is in information technology and that training always seems to be helpful when understanding how systems can move a project forward. For example, in my last role at ABC, I was able to introduce a system that I had used in the past, GHI. GHI was ideal for our needs. We were able to eliminate a lot of costing estimate errors, which often hinder a project."

Notice, I didn't mention my childhood, where I grew up, where I live or how many children I have. This question is an opportunity to focus the interview on your strengths and why they should hire you as a candidate. An overview is provided. Then, I offer what every employer wants -- on time and on budget! I give a taste of my academic background and then move on to how it is helpful in my professional life. Then, I share an example of how I contributed something tangible in my last role.

Now the interviewer can ask about your academic background, the system you introduced, or if you managed a team. You should be prepared for a follow-up question on any of these topics.

It is smart to be prepared for this question. Many interviewers use it to kick off an interview. Practice a response a few times. You want a response to sound natural, but not robotic.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Career options for recent nursing grad

Q: I just graduated In December with a BSN (Bachelor's of Nursing) degree. Unfortunately I don't see myself working in a physician's office or a hospital. However, I am very interested in the life sciences/biotech industry. What roles are available to me?

A: Congratulations on your recent degree! A BSN can be a valuable stepping stone to a wide variety of careers.

I consulted Laurie Halloran, President and CEO of Halloran Consulting Group. Halloran Consulting Group provides expertise to a wide range of biotech, life sciences and medical device clients. Ms. Halloran shares, "The best and fastest route to a career in life science with a BSN is to get your entry within an academic institution as a clinical study nurse and/or study coordinator. While it is an entry level job, the skills you will learn can transfer to an industry position, or can serve you well in the potential promotional paths within the institution with research management. There are a lot of local institutions that conduct clinical trials, and are open to on-the-job training for qualified candidates. You will learn the conduct and regulation of clinical research practices, and you will have exposure to the clinical research associates who work with pharmaceutical and medical device companies, which may offer you some introductions into the higher paid industry positions."

Your undergraduate institution, specifically the career services office, may be a good source of job leads within academia. Additionally, you have probably developed contacts with professors who may be willing to share valuable connections within academic institutions.

Finally, be certain to invest time building your LinkedIn profile. Recruiters often use LinkedIn as a source of candidates for their company and/or clients. Join groups relevant to your career interests. You want to be found by those looking for strong candidates!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 3-2-15

This week Pattie answered questions about getting a reference from your current supervisor when you don't want them to know that you are looking for a new job, finding a Boston area recruiting firm, finding a company with a more respectful atmosphere in the office, how to write a resume when changing jobs after 13 years, claiming a referral bonus when you do not know the person very well, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2015/02/job_doc_chat_with_pattie_hunt_10.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A Negative Facebook Post by a Restaurant Employee

Q: I work at a small restaurant. I really enjoy my job. I am not an expert but the kitchen seems unclean. Recently I posted a comment and a picture on Facebook saying that the chicken was gross and undercooked. A co-worker says I could be fired. I say it is free speech. Which do you think?

A: Social media certainly has created quite a bit of confusion when it comes to expressing our views about our employers. Employee and employers alike are trying to determine what is appropriate and what is not.

Your co-worker is right. If you are an at-will employee, your employer could terminate you because of a negative post about their food on Facebook. According to Jeffrey Dretler, a partner at Fisher & Phillips LLP, "The Free Speech clause of the First Amendment to the U.S. Constitution does protect your right to speak your mind, but your employer also has a right not to employ workers that are openly critical of its product which could lead to a loss of business or hurt its reputation. The Free Speech clause does provide some protection to a public sector employee who speaks out in his or her individual capacity about a matter of public concern, but that does not seem applicable to your situation."

When I read your question, I thought about why you wouldn't approach the owner about your concern. If the owner was not responsive, wouldn't it make sense to contact the local board of health? My concern is around the health and well-being of customers, not just complaining about your employer.

Dretler offers some sage advice, "When posting comments on social media remember that speech or conduct on social media enjoys just as much, or just as little, protection as other kinds of speech or conduct. The risk, and benefit, of social media is that content is often widely disseminated, even when you may have intended to only share it with your 'Friends' or contacts. If you wouldn’t say it to your employer directly, the best practice is to think twice before posting it on social media."

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

An Assembler Asks Questions About Overtime

Q: I work as an assembler in a manufacturing company on the south shore. I have my typical work hours of 7:00am - 3:30pm with a 30 minute lunch break. However, sometimes when we hit our busy season many of us have to work overtime. Management will ask us first and then if they don't get enough volunteers, they will demand that some of us come in. My question is what is we work on a holiday. How should they be paying us? Time and one-half, double time?

A: Thanks for submitting your questions. I was pleased to read that you were receiving the 30-minute meal break.

To better answer your question on how your company should be paying you, I consulted Jonathan R. Sigel, Partner in the Labor and Employment Group at Mirick O'Connell. Sigel shares that "As a general rule, under Massachusetts law, only a retailer which has more than seven employees in a store is required to pay 'premium pay' (at time and one-half) to the company’s non-exempt employees for work performed on Sunday and certain legal holidays. Massachusetts and federal law does not require that any employees (regardless of the industry) be paid premium pay for Sunday and holiday work." Assemblers are typically classified as non-exempt under federal law.

Sigel further explains, "In Massachusetts, manufacturers may legally operate on legal holidays (assuming permits are obtained when necessary), but employees generally cannot be required to work on those days – i.e., work must be optional. The law provides that non-exempt employees can be required to work in a mill or factory on any legal holiday only if such work is both 'absolutely necessary' and can lawfully be performed on a Sunday."

If you would like more information about these laws, visit http://www.mass.gov/ago/doing-business-in-massachusetts/labor-laws-and-public-construction/wage-and-hour/sunday-and-holiday-openings.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Sick employees need to stay at home

Q: I can't stand this time of year. Other people complain about the snow, their commute or the cold. Not me. I am can deal with all of that. But these people that come into the office with their noses running, a hacking cough and then touching phones, door knobs and shaking hands. They are making all of us sick. When I am sick, I stay home. I call into meetings if I can. I don't sneeze and cough amidst co-workers. How are we supposed to address this in the workforce?

A: I get it. I so get it. I have been on the same tirade recently. These folks that take out the tissues, honk their noses and then proclaim that everyone is sick in their house but brag how they made it into work. I feel like standing up and saying, "Go home. We don't want you in this condition."

Sick people need to stay home. With all of the technologies available to us, we want the brains of our employees, but not their germs.

I recently had a client email all employees a reminder not to come into the office if they have certain symptoms (similar to the list you see posted at hospitals). One person can spur an epidemic. And many of us, because of snow storm after snow storm, are more housebound that usual. It is hard to get outside and get some fresh air.

One policy that drives me wild, which some companies still have, is a perfect attendance award. Instead, I would like to abolish these awards. These drive employees to report to work even when they are sick and should remain at home.

I also think having hand sanitizer around is a smart idea. A decade ago, hand sanitizer was uncommon. Today I would make sure I have a giant bottle on my desk. I also like to wipe down telephones and door knobs frequently.

Thirty-two days until spring!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 2-9-15

This week Pattie answered questions about snow days disrupting productivity, tips for staying focused when working from home, finding the right career path, being consistently rejected for promotions, getting a true picture (the good and the bad) of a new company before accepting a position, looking for a new job yet hoping to start a family soon, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2015/02/monday_noon_job_doc_chat_with_16.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.