Insider Q & A: How to Land a Job at Herman Miller
Maxine Gray, M.S., is the Candidate Experience and Social Media Program Manager at Herman Miller, Inc. In this capacity, Gray works to make sure that all candidates who apply to Herman Miller
have a good experience – regardless of whether or not they are selected for employment. In addition to her work at Herman Miller, Gray is an Advisory Council Member for the Grand Rapids Community Foundation and President of BL?END, a networking organization for young professionals that promotes diversity and inclusion.
We sat down with Maxine to talk about hiring and the candidate experience at Herman Miller.
You’ve gotten a lot of good press about being a great place to work: Herman Miller recently was one of six companies to receive the “Employer of Choice” triple crown – from Fortune 100’s “Best Companies to Work For” and “Most Admired” lists to Fast Company’s “Fast 50” list of Innovative Companies.
What do you want candidates to know about the process of applying to work at Herman Miller?
The first step in the process is to visit our website hermanmiller.com, you can see and read a lot about what it’s like to work here. (Check out our videos on how you can join us!)
The best way to get started is to create an online profile – even before you apply for a job. When you create a profile, we can see what you do and what you’re interested in. We will also notify you via email when something comes up that matches your interests.
What types of jobs are you hiring for right now?
We have over 50 jobs open, ranging from engineering and design, to sales, marketing and finance – and everything in between. We typically have engineering, sales and marketing positions open at any given time, and while many of our jobs are located in or near our Western Michigan Headquarters, we also hire for roles based across the U.S. and globally.
As a company, you do a lot with product design. Does it help if candidates have a knowledge of – and interest – in good design principles before applying to Herman Miller?
It definitely helps. Our long history of design and product design speaks to our approach to the market and into the industry. We have careers that require little to no design experience, and some that are extremely design oriented. What is most helpful is that people are open to learning about design and have a passion for good design. At our very core, we are a design company; however, the willingness to learn is more important than current knowledge/background of design for the vast majority of our career opportunities.
How can a candidate demonstrate their interest in – and proficiency with – design principles as a candidate?
For design-related positions, we look for candidates with a strong portfolio. If you have a background in commercial design, you should have an online portfolio that demonstrates your proficiencies and shows your potential for success in the role you are applying for at Herman Miller.
Do job seekers ever make faulty assumptions about applying for work at Herman Miller? Share an assumption – and a reality.
Assumption: If you get turned down for one job at Herman Miller you won’t be eligible for others.
Reality: If you get turned down for one job, it doesn’t mean you won’t be a fit for another job.
Reapply if you see a more appropriate job. Fit is a big deal at Herman Miller: We want to make sure that a job is the right fit not only for a specific job team, but that it will be a mutually beneficial relationship for you!
We try to build a relationship with candidates throughout the process. We have ongoing relationships with many candidates. Setting up an online profile is the best way to stay on our radar. If we have a profile for you, we are able to find that in a search and you can set up job alerts so that you receive information about new opportunities. This is a great way to stay in touch.
Could you tell me about a recent hire? How did they apply and why did you hire them?
One of the candidates we recently hired had a great knowledge of product design, sales and management, but her deep knowledge was in specific areas that we weren’t going to utilize in the original job she applied for – she would have died of boredom. We turned her down for two or three roles for which she wasn’t a fit, but she remained willing and interested in learning about new opportunities. She was excited and passionate about Herman Miller; we knew we wanted to have her on the team. We kept an eye out for her, and stayed in touch. We hired her when a role became available that would really leverage her passion and expertise for products.
As a company, we are very careful to make sure that people fit in with the culture and that are going work well. Our interviewing process is extensive; we want to know that candidates will work well not just with their direct team but also colleagues across the organization.
How do you find great employees? Do you use social networks and other methods for recruiting?
We find people through a variety of efforts from college and career fairs to industry events, referrals (internal and external), networking and community relations. It’s also helpful when people reach out to us. Connect with us and get in touch on Twitter, Facebook or check out our YouTube channel. We love it when people tweet us or send jobs that look interesting to friends.
Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?
What makes Herman Miller unique?
The ability to come into a company and make impact on day one. We have a highly collaborative company across platforms. The commitment to developing our existing talent is really huge here. Our training programs are excellent, from bricks and mortar training to internal trainings. We give you education options from the beginning so you can come in and make an immediate contribution. In fact, one new hire found a book on his desk about social media the very first day he started – his manager thought it might be helpful!
We are a global company with a global presence, but we are also focused on the local community. While our home offices are in Zeeland and Holland, Michigan, we have offices from San Francisco and New York to London, India, and Asia. If employees are interested, Herman Miller gives you a chance to work globally and to expand your experience and see more diverse things.
Use it now—actionable—advice for job seekers
Develop your list of top companies you are interested in and be able to speak about why you are interested in them. Do your research, understand the company, know where you can add value and move the company forward.
Resumes have to be able to tell a succinct story. Show us you’ve done something in the past but you also want to be able to do something in the future. The resume can be a very powerful tool.
When you are interviewing for a company, make sure you are interviewing the company as well. For example, even if you don’t have deep knowledge about design, innovation and furniture at Herman Miller, you should still know – and articulate – how you can add value.
