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CANDIDATE ADVICE: Tips on managing your job search

Looking for new career opportunities can be a full time job. If you’re searching for a new job while being employed, you already have a full time job. It’s important to approach your job search with strategy and focus so as to best utilize your time. It’s also important to organize your search so you don’t self sabotage your efforts.

Do a self inventory. Whether you’re in an unhappy job and are seeking career satisfaction or unemployed and seeking to return to the workforce, you should start your search with some honest introspection. A self-inventory of your skills as well as your interests should be done so that you can start to target specific industries or roles. What are you really good at? What do you really get excited about? What skills are most appreciated at work? What kind of people do you really like to work with? However you like to do this, journaling or spreadsheet, it will set the foundation for your job search as well as prepare you for your upcoming interviews.

Update your resume. Be sure to include new information, but also revisit your previous experience to be sure that it aligns with your new goals. You may have grown personally and professionally over the years, and your resume should tell this story.

Update your social media profile. Everyone should have a LinkedIn profile, but there are many other platforms out there too. If you’re unsure of any abandoned profiles out there, do a simple search on yourself through your web browser. Make updates as necessary.

Meet more people. Join networking groups on LinkedIn. Attend networking events relevant to your career, and be sure to follow up with everyone the next day.

Keep track of your activity. Submitting resumes, talking to recruiters, asking for referrals and introductions, and interviewing are all actions that you should have record of. The worst thing you can do is apply online, have an external submit you, and have an internal employee refer you. That combination of actions may actually cancel out your eligibility for consideration. Whenever there is a conflict inside a system, a company generally chooses to reject a candidate. If you’re working with recruiting agencies, keep track of all of your communications with them including the companies that they are submitting you to. In very large companies, it can be possible to be submitted into different divisions, but it’s helpful to know that first.  I’ve spoken to candidates that use everything from spreadsheets to professional CRM products to organize this data.  However you keep track of this data, it should make sense to you.

Follow up. After every call or meeting, a simple email is appreciated. It also keeps you on the top of the other person’s mind. It’s also valuable to ask about expectations for the next communication. At the end of your interview, you should be asking if there is any additional information that they need for a decision THEN asking when you might expect follow up.
Refresh as needed. None of these steps need to happen in this specific order, as you should always be updating your social media profile. This is your brand, and can also help you get a promotion in your current job. This action tells others “I’m serious about my career progress”.

Laura LaBine 6/9/2014

Are You Really Winning the War For Talent Retention?

Losing hurts – especially when it’s the other person who decides to move on.

“Regretted turnover” is a metric that some companies now use to track how many employees choose on their own to leave. Turnover is costly in general, but losing top talent can also cause significant, even irreparable damage to your business.

The term “top talent” describes people whose performance and behaviors are consistently exceptional and aligned with the company’s values. They are agile and adaptable, and they are continuous learners and adept problem solvers. They’re scarce, impossible to reproduce, and capable of creating significantly more value than other employees.

They are people who customers pay a premium to do business with and who other employees imitate and aspire to work with.

While most employees are capable of exceptional performance some of the time, top talent performs exceptionally most of the time. They are aggressively pursued by recruiters representing other companies. Their capabilities are generally transferable across traditional boundaries, such as industries or geographies, so they can leave at any time to join just about any company they wish.

Addressing the following threats and applying the strategies below can help you improve your position in the talent retention war.

Retention Threats

Even the best companies will lose top talent – in fact they’re at greater risk because other companies target their people. Lessening the following threats will help you retain top talent.

1. Bad ka”HR”ma – Poorly executed people practices may come back to bite companies that haven’t been doing right by their people. This isn’t a swipe at HR practitioners – it’s up to business leaders to make processes like talent acquisition, performance management and leadership development work as intended.

Companies kicked lots of talent to the curb when they downsized. While some companies handled layoffs well, others tripped and failed to treat human beings with respect and dignity. Some companies even carried their lousy treatment of people over into the hiring process, mistreating wishful candidates who were desperate for work, in the process.

2. Guerilla warfare – As the demand and competition for top talent increase, the tactics used by your competitors and their agents to acquire top talent will get more creative and nastier. Top talent will continue to get heavily solicited by recruiters. Plus, people are more networked than ever and many jobs are actually filled through networking.

What was once six degrees of separation has been greatly reduced thanks to networking sites like LinkedIn. Such sites provide employees with direct access to new opportunities and they let recruiters identify and directly contact so-called passive candidates who aren’t actively looking for another job.

Retention Strategies

Consider applying the following strategies to improve your position in the war:

1. Identify and notify – Identify people you cannot afford to lose and tell them that they’re highly valued. And tell them specifically why they are so well regarded. Make sure they receive continuous assessment, feedback and coaching. Check that their current job is still developing them. Recognize and reward them both publicly and personally.

Accelerate their development by exposing them to a diverse mix of assignment and experiences that: give them a big picture view, let them contribute innovative ideas, and allow interaction with company executives. Finally, see to it that their compensation and long-term incentives reflect their value to the business.

Note: Don’t use a label like top talent unless the criteria have been well-defined, you are very confident in your leaders’ assessment and communication abilities, and the senior leadership team has thoroughly reviewed, vetted, and calibrated them.

2.  Produce alumni advocates – Help employees manage their own development and careers and you’ll get more productive and engaged employees in return. Employees are going to leave eventually for one reason or another, and there’s an added benefit to treating people right (as if those mentioned aren’t enough).

If they feel they were treated well, then alumni will be more likely to recommend your company as a great place to work and grow. Remember that we are living in a hyper-networked world, and word of mouth spreads far and fast.

The bottom line

It’s only going to get harder and more expensive for you to hire and keep top talent. They have more choices (and temptations) to leave than ever before.

It is no longer good enough to simply say that “people are our most important asset.” They want tangible proof. Therefore, your talent management strategy has to be well-crafted, communicated, and acted on.

If it isn’t, then you’ll have a hard time making the case for top talent to stay.

So, how are you faring in the talent retention war? What will you do to strengthen your position?

This originally appeared on The Conference Board Human Capital Exchange on July 11, 2013.

David Jardin is a consultant with the iTM System Group where he works with leaders and teams to make talent management simple, practical, and profitable. He began his career as a CPA and has spent more than 20 years in leadership roles in talent management and organization development with global companies including Citigroup, Coopers & Lybrand, Pfizer, and Tyco Electronics. Contact him at

How Social Media Can Help (Or Hurt) You In Your Job Search

Social media is a key player in the job search process today.

Sites like Facebook, Twitter, LinkedIn, and Google+ allow employers to get a glimpse of who you are outside the confines of a résumé, cover letter, or interview—while they offer job seekers the opportunity to learn about companies they’re interested in; connect with current and former employees; and hear about job openings instantaneously, among other things.

That’s probably why half of all job seekers are active on social networking sites on a daily basis, and more than a third of all employers utilize these sites in their hiring process.

Career transition and talent development consulting firm Lee Hecht Harrison asked hundreds of job seekers via an online poll, “How active are you on social networking sites?” Forty-eight percent said they’re very active on a daily basis, while 19% said they log on about two or three times per week. Another 22% said they use social networking sites one to three times per month, or less. Only 11% of job seekers said they never use social networking websites.

“I was really excited to see how many job seekers are active on social media,” says Helene Cavalli, vice president of marketing at Lee Hecht Harrison. “As strong advocates, we spend a lot of time coaching job seekers on how to develop a solid social media strategy. While it isn’t the only strategy for finding a job, it’s becoming increasingly important.”

Greg Simpson, a senior vice president at Lee Hecht Harrison, said in a press statement that job seekers must understand how hiring managers and recruiters are using social media in all phases of the selection process.

To help job seekers better understand the role of social media in their job search, conducted a survey last year that asked 2,303 hiring managers and human resource professionals if, how, and why they incorporate social media into their hiring process.

First they found that 37% of employers use social networks to screen potential job candidates. That means about two in five companies browse your social media profiles to evaluate your character and personality–and some even base their hiring decision on what they find.

“Social media is a primary vehicle of communication today, and because much of that communication is public, it’s no surprise some recruiters and hiring managers are tuning in,” says Rosemary Haefner, vice president of human resources at CareerBuilder.

CareerBuilder also asked employers why they use social networks to research candidates, and 65% said they do it to see if the job seeker presents himself or herself professionally. About half (51%) want to know if the candidate is a good fit for the company culture, and another 45% want to learn more about his or her qualifications. Some cited “to see if the candidate is well-rounded” and “to look for reasons not to hire the candidate,” as their motives.

So, if you’re among the 89% of job seekers that use social networking sites (daily, sometimes, or rarely), you’ll want to be careful.

A third (34%) of employers who scan social media profiles said they have found content that has caused them not to hire the candidate. About half of those employers said they didn’t offer a job candidate the position because of provocative or inappropriate photos and information posted on his or her profile; while 45% said they chose not to hire someone because of evidence of drinking and/or drug use on his or her social profiles. Other reasons they decided not to offer the job: the candidate’s profile displayed poor communication skills, he or she bad mouthed previous employers, made discriminatory comments related to race, gender, or religion, or lied about qualifications.

(Haefner says no matter what information is found on a candidate, and regardless of where it’s found, the process has to abide by fair and equal hiring practices.)

“If you choose to share content publicly on social media, make sure it’s working to your advantage,” Haefner says. “Take down or secure anything that could potentially be viewed by an employer as unprofessional and share content that highlights your accomplishments and qualifications in a positive way.”

Brad Schepp, co-author of How To Find A Job On LinkedIn, Facebook, Twitter and Google+adds: Make sure any profiles you write are free of typos, the information is coherent and applicable to your industry [or job you’re trying to land], and your photos present you in a favorable light. You can verify the applicability of the information by checking profiles of others in the same field.”

The information you provide online about your job background and accomplishments should also be consistent, he says. “Don’t assume an employer will only be checking you out on LinkedIn. They may also check Facebook, or even Twitter and Google+.  The story you tell on each site should be pretty much the same, although it’s fine to adapt the material for the site.”

The good news is that hiring managers aren’t just screening your social media profiles to dig up dirt; they’re also looking for information that could possibly give you an advantage. The CareerBuilder survey revealed that 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job.

In some cases it was that the employer got a good feel for the candidate’s personality. Others chose to hire because the profile conveyed a professional image. In some instances it was because background information supported professional qualifications, other people posted great references about the candidate, or because the profile showed that the job seeker is creative, well-rounded, or has great communication skills.

This means the job seekers shouldn’t just focus on hiding or removing inappropriate content; they should work on building strong social networks and creating online profiles that do a really good job of representing their skills and experience in the workplace, Simpson said in a press statement. “Job seekers who are silent or invisible online may be at a disadvantage. They need to engage on social networking sites to increase their visibility and searchability with prospective employers,” he said.

Cavalli agrees. “It’s not enough to only post a profile and check your news feed. There are a lot of lurkers–people who have an online profile but don’t do anything or engage in any meaningful way. You need to give to the social networking communities, participate in group discussions, share expertise, point someone to an article. You have to work it. While it can feel uncomfortable putting yourself out there, if you’re looking for a job, it’s not the time to be timid.”

Written by Jacquelyn Smith, Forbes Original Article Here


In A Christmas Carol, Ebeneezer Scrooge is visited by three spirits who share events from the past, present and near future. Wouldn’t it be nice if you had such insights before accepting your next job offer? Well, in a sense you do, because you have a resume. You can reflect on your professional past and look around at where you are now. Alas, the future is beyond your grasp.

With a bit of due diligence, you can safeguard against “new hire remorse,” which is regret over accepting your latest job offer. Simply spend some quality time researching the buzz about a company online.

Now, if you’ve read articles like this before, no doubt they pointed you to resources like Glassdoor, where employees gather to rate their company. If so, cool, as I would recommend the same. However, I wouldn’t make that my only strategy. Here are a few research hacks I’d implement.

Hack #1: Google Suggest

When you type in the search box on Google, Google Suggest takes over by displaying searches that might be similar to the one you’re entering. Said suggestions are based on the search patterns of Google users and relevant searches you’ve made in the past. Depending on your query, Google Suggest can be very helpful in gathering insight about a company. For example, let’s say that I am considering an opportunity over at… wherever. Sure, money is important, but that’s not the only thing that drives me. Do their values align with mine? Check out what Google Suggest tells me.

Search of "ABC Company Supports"

Is this bona fide proof of where a company stands? Absolutely not. However, it’s a gateway to some very interesting searches.

Hack #2: A Year in Review

Did you know that you can limit your Google search to results generated in the past year? Well, any custom range really. To refine your search results to the past year, add your terms, click “Search tools” (as shown by arrow A below), then choose “Past year” (as shown by arrow B).

Company Searches

Here are a few searches I would run…

How does the CEO think? What is their vision for the company?

  • “Netflix CEO says” | “according to Netflix CEO”

Is the company still growing?

  • IBM “expanding in” 

Is the company producing new products? New products might mean additional staff.

  • Microsoft launches” (“new service” | “new product”)
  • “Google is starting”

How is the company really doing? (Assuming it’s a public company.)

  • Oracle’s stock price has”
  • Apple’s “quarterly results”
  • “stronger than expected” | “lower than expected” earnings share omnicom

Is the company a startup? If so, will money be an issue later?

  • intitle:startup intitle:raised | raising (“new capital” | funding)
  • | venture.funding intitle:announces

Hack #3: Twitter Buzz

Did you know that if you search a domain, you can see who has linked to that website inside of a Tweet? In the screenshot below, I’ve searched the domain of a blog, the Recruiters Lounge. In the results are various tweets linking to that blog.

Twitter URL search

Now ask yourself, who is tweeting about the company you have an interest in? What do they have to say about it? What is the good, the bad and the ugly truth?

OK, enough for now. On my way to do other things.

Let me know your thoughts on these strategies in the comments below. I would be much obliged.

About Jim Stroud

Over the past decade, Jim Stroud has built an expertise in lead generation strategies, social media recruiting, video production, podcasting, online research, competitive intelligence, community management and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens and a host of startup companies. Currently, Jim Stroud serves Findly as a Director of Sourcing and Social Strategy. Prior to Findly, Jim Stroud has created and sold three online properties, managed an award-winning blog, published a weekly newsletter for jobseekers, a recruiter training magazine and co-hosted a popular technology podcast. Jim Stroud has also produced multiple web series devoted to such topics as: job search, recruiting, technology and language learning. Jim Stroud has been quoted by such publications as Globe and Mail, US News and World Report, Wall Street Journal and The Atlanta Journal and Constitution., Entrepreneur, Black Enterprise and The HR Examiner have all cited Jim Stroud for his digital influence. Jim Stroud also served as the EmCee of SourceCon, the premier global conference on sourcing for three consecutive years. In 2013, Jim Stroud published “Resume Forensics: How To Find Free Resumes and Passive Candidates on Google.” (Available on When not online, Jim Stroud suffers from withdrawal symptoms that can only be soothed by chocolate chip cookies and family time.

Article taken from Dice

These Days, Recruiters Are Worth the Money

When it comes to sourcing the right interview candidates, I’ve never been keen to use recruiters. But I recently changed my mind.

My company, Metal Mafia, has an excellent candidate screening process, a super training program, and a very successful team of employees to show for it.

But hiring has always been a difficult task for me because each time I get ready to hire, it takes me forever to find the right type of candidates to even get the screening process started.

Despite the fact that I carefully consider where to advertise for candidates–I try to maximize the search dollars and get a good mix of potential applicants–it always takes me a long time to find people suited well to the company, and therefore, even worth interviewing.

I’ve tried everything from placing ads on large job boards like, to smaller specialized job boards that cater to sales hires or fashion jobs, to local university boards where I can post for free (or close to it). Each time, I experience the same slow crawl toward finally finding the right person. It has taken me up to five months to find the right kind of hire in the past. So in November when I decided I needed to think about hiring for the new year, I was not optimistic.

For me, recruiters have traditionally been out of the question because I figured they would be a waste of time and never be as good at sending me the right people for the job as I would be in reviewing resumes myself. They’re also too expensive for my small budget. But as I got ready to place my job ads again, one of my senior staff members came to me and offered me the name of a fashion recruiter she knew and thought could help. I was skeptical, but I called her anyway, figuring listening would cost me nothing.

The recruiter convinced me she would do a thorough job, but I still hesitated because of the price. I do not have large sums of money to devote to the hiring process, and by my calculations, when all was said and done, using the recruiter was going to cost me three times as much as my usual techniques. On the other hand, the recruiter would only charge me if she found someone I decided to hire, which meant I was risking nothing, and could always come back to my original methods. I bit the bullet and signed up, reminding myself “nothing ventured, nothing gained.”

The recruiter sent me the resumes of 10 entry-level candidates. I screened six by phone, met three in person, and found the right hire–all in a month. The cost suddenly became much less, because I saved so much time in the process, and because I got a pool of applicants who were decidedly better to choose from than in the past. Even more interesting, perhaps, was an insight the right candidate shared with me during the interview process. When I asked why she had chosen to work with a recruiter rather than post on job boards, she said “because recruiters make sure your resume gets seen, while submitting via the Internet is like sending your resume into oblivion.”

If most people these days are thinking like my new hire, the recruiters will clearly have the best selection of candidates every time. Looks like I’ve got an essential new hiring strategy.

Article Written by Vanessa Merit Nornberg

99 Interview That Will Actually Get You A Job

We all have to make a living somehow — and most of the time that process starts with a job interview.

The only problem is that most job interview tips are either so basic that they aren’t useful or so ridiculous that they are just a waste of time.

That’s why Passive Panda has put together this comprehensive list of interview tips filled with the real essentials that you actually need to know.

Focus on what really counts

Yes, it’s true that you should polish your shoes before an interview. Sure, it’s a good idea to wear a noticeable accent on your clothing, so that you stick out in the recruiter’s mind. And maybe people don’t enjoy shaking a cold hand in the winter, so if you have time to run them under some warm water after you walk in the door then I guess you should do that too.

But let’s get real.

Do you actually think that any of those tactics are going to win you the job? Is the candidate who remembers to bring a pen going to be the one who sticks out?

Maybe if it’s really really close. Like this close.

Instead of worrying about 10 little things that could be a tiebreaker, why not spend time thinking about the stuff that actually matters? Then you could blast the other candidates out of the water. You’d be so far ahead of everyone else that the hiring manager could care less about whether your handshake was cold or if your shoes are scuffed or any other meaningless metric.

So with that said, here are 99 interview tips that will actually get you the job. You can use the links below to jump to a relevant section.

I. Mindset and approach

II. How to prepare for an interview

III. Tough job interview questions

IV. What to do the day of the interview

V. Phone interview tips

VI. Second interview tips

VII. Questions to ask during an interview

VIII. Negotiating salary

IX. Follow up email after an interview

Let’s get started.

I. Mindset and approach

1. It’s your job to sell yourself. If you don’t do it, then you can be sure that no one else will. Most of us understand this, but that doesn’t mean that we’re all comfortable with it. There is no need to bloat your accomplishments or make false claims, but there is every need to paint the best picture of yourself. If you’re feeling apprehensive about this idea, then remember: it’s not bragging if you did it.

2. Apply to fewer jobs. When you need a job, it’s easy to shotgun your resume in 100 different directions. And that is exactly why the stack of resumes is so high for that job you want. Everyone is sending out the same resume to every job they can find. Slow down. Focus on a few jobs that you actually want. Then tailor everything about your application to each specific job.

3. You’re interviewing them too. Your goal should be to find a job that you actually care about and a company that you want to be a part of. If you focus on jobs like that, then the interview will be much better. You’ll be genuinely engaged. You’ll ask more questions because you’re interested and not because “that’s what you’re supposed to do in an interview.” Plus — and here’s a crazy bonus — if you only apply to jobs that you look interesting, then you aren’t going to end up in a job that you never actually wanted. Sort of makes you wonder why you’re applying to a bunch of jobs that you aren’t going to enjoy, right?

4. Realize that some things are of minimal benefit. If you really wanted, you could write out a list of 1000 things to remember for a job interview. Of course, most of them wouldn’t really help you because some things just aren’t that important. Your focus should be on solving problems for the company, on proving why you’re the best candidate for the job, and on finding a culture and community that you naturally fit in with. If you do those three things, then you’ll find that the little things (like remembering to iron your shirt) are… well… little things.

5. Sometimes you may need to be persistent. If you want to make an impression, then you might have to find the courage to never say die. You might need to take ten people out to lunch before you find a contact that can help you. You might need to send a progress report to the recruiter every week for two months before they even care. You might need to start a project on the side and email a progress report to a recruiter every week for two months before they start to pay attention to you. You might need to ask one person to vouch for you. Then you might need to ask five more. Don’t lose hope and keep moving forward everyday. Keep walking and you’ll make it to the finish line.

II. How to prepare for an interview

6. If you want to be an exceptional candidate, then you need to do exceptional preparation. Preparation is the number one thing that will set you apart from other candidates. Want to be more impressive? Prepare more. If you are obsessed with preparing for every aspect of the interview, then you will be ready to crush it.

7. Know why you are applying for this job. Yes, you want a job so that you can pay for your lifestyle. But what are your underlying motivations? Why are you driven towards this job? Why are you passionate about this position? How do your values match the values you will need to do your job? This is a deep question and if you know the answer to it, then you will understand what drives a lot of the answers you will give during the interview. You’ll have a better idea of why you’re a good fit for the job … and that makes it easier for you to tell the recruiter why you’re a good candidate.

8. Research everything you can about the company. You want to know about the place you’re going to work not just so that you can sound intelligent in the interview, but so that you can figure out if it’s a place that you actually want to work at. Even if this isn’t a “career” for you, it’s likely that you’ll be in the job for a year or two. A year might not seem that long, but talk to anyone who hated their job for a full year … and they’ll tell you that one year is a long time. See what you can find on the company. You’ll want to know what you’re getting into.

9. If you’re applying for a job at a public company, then check out the financial statements and SEC filings. Go online and search for the Annual Report, Proxy Statement, and 10-K for the company that you’re interested in. These documents aren’t thrilling reads, but they have excellent information in them. Even if you only read the summary near the beginning of each document, then you will be well versed on the inner workings of the company. The corporate filings are also a great way to discover specific questions about the company and you can mention that you read these documents in your research.

10. Get to know someone on the inside. Employees can give you an idea of what “a day in the life” is like and can help you determine if this is a place you would like to work at. Plus, if you mention your meetings with employees during the interview then you will make an impression as someone who is serious about the job. If you don’t know where to start, then head over to LinkedIn or Google and do some searches for people at the company you are interviewing with. If all else fails, give them a call and talk to someone in the department that you want to work in. It shouldn’t be too hard to find someone willing to let you take them to lunch.

11. Show them that you are familiar with that culture and that you’re a good fit for it. Interviewers are looking for qualified candidates and people who fit in well with their community and culture. They want to be able to trust you, so show them that you display values that are consistent with their group. (Side note: if you really aren’t a good fit and don’t match up well with the people you talk to, then you might want to reconsider going there. There is no sense in spending tons of time with people you don’t enjoy being around.)

12. Describe the ideal candidate. Once you know a bit more about the company, spend some time writing out a full description of the ideal candidate. Try to be totally objective about it. What would the company want? See things from their perspective. If you were the recruiter, what would the perfect candidate look like?

13. Reframe your experiences. Once you understand what the company is looking for and what the ideal candidate would look like, you can reframe your experiences to meet those expectations. For example, if the job description requires a “proven ability to motivate others,” then it is basically asking for “effective leadership skills” … but one of those phrases might match up better with your background than another. Spend some time thinking about alternative phrases and how you can reframe your skill set to match the desired qualifications.

14. Create an “I can handle it” list. If you can convince the recruiter that you can handle the job, then you’ll have a much better chance of getting the job. Print out the list of required skills and experience that comes with the job. Next to each item, write down an experience you have had that is relevant. It doesn’t need to be a perfect match… just an experience that proves that you can handle the task. This is also a good place to look for stories from your personal life or previous work that match up well with the “I can handle it” list. It’s a great way to keep your stories relevant to the position. The hiring managers want to make a good call because their reputation is on the line. You need to ease their fears and show them that you can handle the position. (Hat tip to Julie Melillo.)

15. Develop a list of “sound bites.” Sound bites are short phrases or sentences that you want to make sure you say throughout the interview. These are phrases that highlight everything that is great about you as a candidate. The exact way you tell a story might change, but you’ll always want to include the sound bite. For example, “I once worked with a co-worker who constantly pushed her work off on me because Excel spreadsheets are a strong point for me and she knew this…” is a great sound bite to use at the start of a story about dealing with a difficult co-worker. It kicks things off and refers to one of your skills. You can tell the rest of the story naturally and still know that you included a solid sound bite. You should have a sound bite for each story you tell. (Hat tip to Stephanie Kiester)

16. Own your online reputation. Everyone going through the job process is going to have their name searched. You don’t need to be an internet superstar, but it’s a good idea to have an online presence that puts recruiters at ease. You either need to be comfortable with having the hiring manager reading your tweets and browsing your Facebook pictures or you need to adjust your privacy settings so that those areas are hidden. Some people provide a lot of value through social media, so perhaps they want hiring managers to see that. It doesn’t matter which method you choose, but make sure it’s a conscious decision. This is one area of the job process that actually is under your control, so it would be silly to not take responsibility for it.

17. If you know who is interviewing you, then search for them online. You can flip the script and search for your interviewers as well. Of course, you’re not looking for dirt, you’re looking for evidence that you might fit in well at the company, for areas of common interest, and for possible questions you could ask the recruiter.

18. Determine who the most appropriate people are that you can list as references. Then, tell them that you are listing them. It’s important to give your references a heads up. If you feel uncomfortable telling someone that you’re listing them, then what makes you think that they are going to be a good person to talk about you?

19. Do as many practice interviews as you can. It’s not fun — and it might even be more awkward than the real interview — but doing practice interviews with friends, family, or others is a critical piece of the puzzle. You need feedback not just on your responses, but also on body language, tone, and approach. You’ll never know how your answers need to change unless you deliver them a few times.

20. Use the STAR method to guide your answers. This simple formula ensures that you accurately describe your experiences and highlight the results they provided. The STAR method includes,

      S: The Situation – describe it


      T: The Task or problem – what dilemma or problem did you face?


      A: The Action – what action did you take?


    R: The Result – what was the result of your action?

Make sure that each experience you describe includes those four areas. (Hat tip to Fred Cooper.)

21. Devise bullet points for each question, not a full script. You will want to write out your answers to hard questions beforehand because the written word forces you to clarify your thoughts. However, you only need to know the main point or primary story that you want to tell for each answer… you don’t need to memorize everything word for word.

What questions should you prepare for? These questions…

III. Tough job interview questions

22. Hiring managers usually ask questions related to five categories.

      a) Your background, so that they can understand your experiences, education, and overall qualifications.


      b) Your knowledge of the job, so that they can test your understanding of the position, their company, and the industry.


      c) Your personality, so that they can understand your work style and social style and decide if that fits in with their company.


      d) Your skills, so that they can get an idea of your abilities and test your knowledge and competency for the job.


    e) Your future goals, so that they can get an idea of your career aspirations and determine how motivated you will be in the position.

If you’re fully prepared for these fives types of questions, then you’ll be ready for most interviews. (Hat tip to Lisa Quast)

Here are a few questions that you should be thinking about beforehand…

23. Tell me a little bit about yourself. Use this question as an opportunity to tell a short story about yourself that describes the values you have and why you think they are important for the job.

24. Why are you interested in our company? This is where you show that you did your research. Tell them what you know about the company, about the challenges they face and the opportunities they have, and how you fit in well with that overall picture.

25. Give us an example of a challenge you faced and how you overcame it. Once again, a good story here is crucial. One solid story about overcoming a challenge will stick with a recruiter long after the interview.

26. What are your strengths? Only mention strengths that you can back up with clear proof. Prove your strengths with numbers and percentages, not generalized statements.

27. What are your weaknesses? This is a classic question that everyone hates. If you say that you “work too hard” then no one takes the answer seriously, but if you say a real weakness then you look like a bad candidate. So what do you do? My suggestion is to pick a technical skill that is real, but mostly unrelated to your job. For example, you could say “Finance isn’t really my thing. I understand the big picture of profit and revenue, but small details and the mechanics of how it works — that’s just not how my mind works. So I would say that’s a weakness, but it’s also a reason I’m applying for this job in marketing. I know that it leverages my strengths and steers clear of some of the weaknesses.”

28. Did you and your former boss ever disagree? Never speak poorly about a former employer in an interview. It doesn’t matter what the circumstances were or how bad it was — keep things positive or neutral. Nobody wants to hire someone that might talk bad about them down the road.

29. Why did you leave your last job? Be honest, but also use it as an opportunity to show why this job is a better fit.

30. Are you a team player? Yes, you are — and make sure you have a good story and some proof to back it up. If you can provide the results that your team efforts provided, then that’s great too.

31. What books or magazines do you like to read? This question is meant to find out how much you keep up with the industry, market, and so on. Feel free to throw in some of your own personal tastes, but the hiring manager wants to hear that you read things that are relevant to the job you’re applying for.

32. Why should we hire you? Don’t make vague statements here. Show them that you have done your research by highlighting what problems they are facing. Then, provide specific examples of how you’re the right person to help solve those problems. Give them proof of your value and your answer will come across as clear, concise, and confident.

33. You won’t be able to prepare for every possible question. Don’t worry about having all of the answers before your interview. It’s more important to develop stories that highlight your key virtues and adapt those stories to the questions that are asked.

IV. What to do the day of the interview

Before you arrive…

34. Print out your resume and bring multiple copies to the interview. You can’t assume that everyone you meet will have your resume handy, so make sure that you have copies of it ready for anyone you might encounter throughout the day.

35. Print out your list of references and their contact information. If someone asks who they can contact to find out more about you, then you’ll be able to pull that list out at a moment’s notice.

36. Make sure your car is clean and your briefcase, purse, or bag are organized and contain only what you need. You never know if the recruiter will walk you to your car. Seeing a sloppy interior might not be a good way to end the day. (Hat tip Ronald Kaufman.)

37. Don’t even bother bringing your phone to the interview. If someone gives you their number, write it down. You don’t need to type it into your phone right away and it’s worth the peace of mind to not have to worry about it ringing or buzzing accidentally.

38. Dress for the job you want. Stick to the dress code that they will expect of you as an employee. And when all else fails, it’s better to be overdressed than underdressed.

39. If it’s a good fit, then bring a few additional materials that highlight your accomplishments. These could be recommendations, awards, and so on. If it seems appropriate, then you can leave those materials with the hiring manager as further proof of your abilities.

After you arrive…

40. Treat everyone with respect. Smile when you come in and treat the receptionist, secretary, or administrative assistant with respect. It’s not uncommon for recruiters to ask these people about their first impression, so you want to start off well.

41. Remember names. Make sure you know the name of everyone you meet and use their names throughout the interview. If you can’t pronounce their name or don’t know how, then ask again right away. Asking how to say someone’s name isn’t awkward if you do it immediately. If you ask 30 minutes later, then it reflects poorly on you.

42. When you shake hands, pump twice. This is a minor detail, but apparently many people worry about how to shake hands properly, so this tip is worth mentioning. Keep your handshake short and professional. Grasp hands, pump twice (up down, up down) and release. Practice with a friend one time and you’ll get it. Don’t make it harder than it has to be.

43. Answer the question that is asked of you. Don’t stray off topic and babble about unrelated areas. Show that you’re focused on the task at hand and engaged in the conversation. Better to have a short answer that’s on point, than an in–depth one that is off topic.

44. Use time frames and numbers. Remember tip #20, the STAR method? Well, the R is what everyone forgets. Don’t forget to mention the results that you have achieved and how long it took you to achieve them. Results are compelling, broad and general statements are not.

45. Don’t be afraid to say that you don’t know something. It is far better to truthfully state your skills and experiences than it is to lie, get the job, and be asked to do something you don’t know how to do … and then have to fess up. Keep things truthful and accurate and you’ll put yourself in a position to succeed.

46. Start with a short answer and then go into more depth. If you begin your answers by rambling off on a long story, then it often takes awhile for you to get to your point. This confuses the interviewer and can make them wonder if you’re addressing the right question. If you start with a quick statement that shows you understand the question and have a solid answer, then you can continue with a full story and go into more depth. Even a short introduction can make it easier for the listener to follow along. Something like, “Yes, I do believe I have the qualities of a good leader. I’ll tell you a story as an example…”

47. Employers value people who are capable of taking an opportunity and running with it. The situations and circumstances change, but a person who can take advantage of whatever opportunity is presented to them will always be valuable. Regardless of the level you will play in the organization, do your best to showcase that you have the ability to handle whatever comes your way.

48. There are no rules about the types of questions you should be asked. Some people whine and complain about getting a hard question. You should be ready for hard questions. And if you get a question that you don’t understand fully or aren’t sure where to go with it, then ask them a question back. Get more clarity from the interviewer and see if you can get a better understanding of what they are looking for. Have them restate the question in different words. If you have a back and forth conversation, then you will usually talk your way through the tough questions. Sitting in silence, guessing awkwardly, and then complaining about the question later on doesn’t help anyone.

49. The interviewer’s assumption is that this is you at your best, so be ready to bring your best. Enough said.

50. When all else fails, smile as often as is appropriate. It’s hard to hate someone who is happy.

V. Phone interview tips

51. Preparing for a phone interview is just as important as preparing for an in–person interview. Usually, you won’t have the chance to meet face–to–face if you ruin it over the phone, so make sure you’ve prepared for these preliminary interviews as well.

52. Make sure you have a location to take the call that is quiet and free from distractions. If possible, avoid going outside since excessive wind can often ruin a call.

53. Wear something that makes you feel like a winner. Maybe that’s a suit, maybe it’s jeans … whatever it is, just make sure you have a physical presence that makes you feel good about yourself. You might not be face–to–face with the interviewer, but what you wear is just as much about how you feel as it is about what others think.

54. Keep it simple. Don’t make the mistake of printing out your answers, laying a bunch of pages on the table in front of you, and thinking that you’ll have time to look up the answer to each question. This isn’t an interview over email, it’s a phone conversation. Your replies are instant. Instead, develop a list of key bullet points and phrases that you absolutely want to cover. You can easily check off these bullet points as you talk about them.

55. Do not reveal your salary expectations on a phone interview.This is a common play by recruiters and they want to box you into a number as early as possible. If you hear something along the lines of, “What are your salary expectations?” Then simply respond with, “Well, I think we’re a little ways from having that chat, but if it seems like a good fit for the both of us, then I’m sure salary won’t be a problem.” If they push further, then just insist that you can’t give a number until you meet your co-workers, visit the company, and have a better idea of what the job will entail. Tell them that you’re simply not comfortable revealing a number until you can see the full picture.

VI. Second interview tips

56. Show that you’re in it for a career and not a job. Most people just want a job. They want to be employed and get paid. Show the recruiter that you’re looking for a career. You want to become a part of the culture, of the company, of a team. You want to be there through good and bad and support the people around you. You researched the company history, their culture, their advertisements and marketing campaigns, their Twitter and Facebook pages… you want to get to know them because you want to know the type of family that you’re being a part of. You’re in it for a career — not just a job.

57. Ask “What intrigues you about me enough that you called me in for a second interview?” It’s obvious that they like you because they invited you back for a second interview, so you might as well find out what they like. They will give you some key areas that they are impressed with, which makes it easier for you to briefly highlight those strengths as well as focus on the other areas that will seal the deal.

VII. Questions you should ask

58. Start the interview by making it easy on the recruiter. Ask them, “What can I do to make today as easy as possible? How can I make your life easier today?” This sets a nice tone for the interview, gives you an indication of the recruiter’s personality, and will give you some good information to start with. (Hat tip to Bruce Hurwitz.)

59. Find out what is important to them. It might seem like the interview is all about you, your career, and whether or not you’re a good fit for the job… but it’s actually about them. You need to discover what’s important to the company and how you can help them reach their goals. At some point during the interview, be sure to ask “What’s really important to the company within the first 90 days of me joining?” The answer to that question will give you specific problem areas that you can talk about solving for the company.

60. If a question comes to mind during the interview, then ask it.Most recruiters would prefer to have an interactive conversation during the interview. For example, if you give an answer that describes how you’re excellent at working in teams, then it would be the perfect time to ask about the opportunities you would have to work on a team in the new job.

61. You should have at least three excellent questions ready for the end of the interview. If you have fewer then it won’t look like you did your homework. Don’t ask about vacation benefits or something else that can be easily researched. Ask something that is integral to how you’ll perform in the position.

Here are some examples of good questions you can ask…

62. What is the organizations plan for the next five years, and how does this department fit in?

63. How will my leadership responsibilities and performance be measured? By whom?

64. What do you think is the greatest opportunity facing the organization in the near future? The biggest threat?

65. Now that we’ve had the chance to talk a bit more, do you have any doubts or concerns about whether or not I would be a good fit for this role?

66. Can you explain a typical project that I would be working on? What would “a day in the life” of this position look like?

67. How do my answers compare to other candidates that you’ve seen?

68. Give me an example of someone you hired for a position like this that you are delighted you hired.

69. Twelve months from now, I want you to tell me that hiring me was the best decision you have made the whole year. What needs to happen for us to have that conversation?

70. Give me an example of an employee that exceeded expectations.

71. What are your company’s strengths and weaknesses compared to its competition?

72. What are the significant trends in the industry?

73. How do you develop your employees and make them better once they start working here?

74. How are decisions made here? How much is team-based and how much is on the individual?

75. What performance expectations do you have for a good employee in this position? What would success look like?

76. Tell me about some of the department’s successes in the last few years.

77. In my research I found the following competitors, [companies A, B, and C]. Can you please tell me what they’re doing that keeps your executive team up at night? If the job doesn’t work out, you can call up their competitors and say, “I just had an interview at Company X and given what they told me about you and why you keep them up at night I think I’d rather work for you! Can we meet for coffee?” You’ll get that coffee and it may just turn into an offer. Only do this only if you’re denied after the first interview. Once you have a second interview with the company, they’re interested and it’s best to keep your discussions confidential until you close it or walkway. (Hat tip to David Perry.)

78. Say thank you and actually ask for the job. If you think you’re a good fit, then say so. If this job is your dream job, then tell them that.

VIII. Negotiating salary

79. Always be ready to talk salary, but don’t be the first one to bring it up. The one exception to this rule is if the company asks you to start signing papers, but never brought up what you will be paid. This is a discussion you need to have, so make sure you have it before you sign off on a new job.

80. Know what you’re willing to accept before you walk in the door. Many candidates never give themselves a chance to negotiate a better salary because they don’t spend enough time thinking about it beforehand. Take some time and consider the compensation that you would be happy with receiving. What number would you walk away from because it’s too low for you? Don’t get locked in a bad position because you’re not sure what you are willing to accept in the first place.

81. Know what you’re worth. Get as much data as you can on the going rate for the job. Check online and offline sources. Reach out and talk to people at similar positions in different companies. If they are willing to tell you, find out what they make. Keep the conversation relaxed and simply ask, “What kind of salary could someone like me expect at your company?”

82. Understand the company’s financial position. If a large company and a small company have similar openings, then the large one will usually pay more because they have more financial leeway. Where are you interviewing? How is that company doing financially? Some companies simply don’t have much flexibility and it’s important to realize that going in.

83. Talk with the recruiter, not against them — they need to sell you. The typical recruiter almost never has the ability to make the final decision on your compensation package. After you negotiate with them, they will need to go back and confirm the package with a hiring manager or another supervisor. In other words, the recruiter is going to sell you to the hiring manager. It’s up to them to communicate why you deserve a higher salary. You want their support because they are going to need to sell you. You’re not battling against them. You’re working with them.

84. Some perks are easier to negotiate for than others. Typically, a signing bonus is much easier to negotiate than more vacation days or a shorter waiting period on 401k matching. There is usually some flexibility in your salary range as well, which is another good area to focus on. Not all perks are created equal.

85. If you’re meeting resistance, then ask about starting at a higher pay grade. A higher pay grade helps because you can often earn a raise without needing a promotion.

86. Ask to shorten the period that it takes for you to come up for a raise. You might not be able to start higher on the pay scale, but it’s very possible you could get a raise after 6 months on the job instead of 12. That’s a quick boost for you and it only takes a few minutes to negotiate.

87. Remember that the salary negotiation is a conversation and conversations are two–way streets. If you make an offer and then continue to talk and make another offer, then you’re negotiating with yourself. Allow the conversation to go back and forth and don’t make more than one offer in a row.

88. Ask, “What is the salary range you have allocated for someone in this position?” This is a great question to ask at the very beginning of a job interview or the first time you meet a recruiter. It gives you the ability to get information on the expected salary before the actual debate arises later on.

89. “I’m going to need more information about the job/total benefits/expectations before I can name a number…” This is an excellent phrase to use if the interviewer is pressing you for a number and hasn’t revealed their expected salary range yet.

90. “Do you have any flexibility in that number?” This is a great phrase to use right after the interviewer names their expected salary for the position. It offers a nice transition into the conversation of asking for more money.

91. “That sounds really good. What’s the present value of that?”Sometimes recruiters will try to sell you on arbitrary numbers by saying things like “We’re giving you 1000 stock options.” Ask for the present value of all items in your compensation package and find out what the total dollar value is.

92. “I’m a bit disappointed…” This is a great phrase for starting the salary negotiation once you’ve discovered what they have initially offered you. “I’m a bit disappointed in the starting salary. What can we do to figure this out?”

93. “That sounds like a good starting place…” This is another solid phrase to use if you want to ask for a higher salary range. “$45,000. That sounds like a good starting place. Now we just need to figure out the details.”

94. “Let’s review this after 3 months…” If you’re having trouble making headway with the negotiation, but you’re fine with starting at the package they gave you, then you can use this phrases to get a quicker boost. “Let’s review this after 3 months and talk about a raise once you’ve had a chance to see my work.”

95. “Can we get that in writing?” If you negotiate for a better compensation package, then make sure you get all of the details in writing.

96. If you don’t ask for a higher salary, then the answer is always no. It takes some guts to push back and ask for more, but it’s far better to ask and be turned down than not to ask at all. Getting what you want doesn’t mean that you need to act like a jerk. Furthermore, you’re not going to lose an offer because you tried to negotiate for a higher salary. The recruiter is expecting you to negotiate. If you want to keep it really simple, then just smile and ask for what you want while offering some proof to back up your request.

IX. Follow up email after an interview

97. Say thank you. Once the interview is over, send an individualized thank you note to each person you interviewed with and mention something specific that happened or that you said during the interview to remind them who you are. Don’t worry about saying all sorts of things. Just keep it short and sweet.

98. Be diligent and keep checking in. You don’t want to pester them, but occasionally check in to see how the process is coming along and remind them of who you are and why you’re committed to the position. Waiting one week before reaching out is usually a good time frame.

99. Smile. You’ve done your best.

Original Article written by James Clear 

Job Search: 4 Words to Avoid When You Are Unemployed

Being without a job is tough. When you are out of work for an extended period of time, crisis of confidence sets in. And once it takes hold, it can be hard to shake.

The problem is that confidence is the No. 1 thing we need to land a job. Without it, we come across as weak, insecure and desperate. If you, or someone you know, are in this situation, the following four words should be eliminated from your vocabulary.

1. Unemployed 
Over at Career HMO, I call this the “Ugly U Word” and I refuse to let my members use it. It is a negative, defeatist word that implies something is wrong with you. Just because you aren’t currently working doesn’t mean you aren’t a talented professional. You weren’t stripped of all your accomplishments and experience when you lost your job. They are yours to keep and promote. Instead, refer to yourself as “between jobs” — because that’s really what you are.

2. Nice
Of course you are nice, but companies don’t hire for niceness. They hire problem-solvers. Instead of saying you are nice, call yourself valuable. When it comes to getting hired, you need to focus on how you either save or make employers money. Better still, you need to show how you have saved or made your employers enough money in the past to cover the cost of hiring you.

Simply put, companies can’t hire you because you are a “nice” because it doesn’t pay the bills. And, if you are concerned about coming across as a braggart, consider this: You are a business-of-one who is in the process of marketing themselves to land a new client (aka new employer). You MUST sell yourself. What would you pay good money for: Something nice, or something valuable? See the difference?

3. Try
When some says, “I try to…” it implies they don’t always succeed. Share with people what you do well. Give them examples of accomplishments that prove your worth. Back up your track record with facts. Use your professional history to show how you get it done. Not only is it more persuasive, it will remind you of just how capable you really are.

4. Open
A common mistake that those looking for work make is to tell people they are “Open to anything.” While you might think that makes you sound more marketable, it actually has the opposite effect. It implies that you: (a) don’t have a focus; (b) don’t know what you are good at; and (c) are more worried about getting a job than what the job entails.

This isn’t what hiring managers are looking for at all. They want a confident person who knows what they want, why they are the right person for it, and how they will leverage their experience to do the job effectively. Saying you are “open” to all job opportunities is like saying you are “open” to dating anyone with a pulse. You owe it to yourself to have some criteria — not to mention that it shows you have self-respect.

Removing the words above from your current vocabulary will help you send a stronger message about your worth as an employee. Getting over your crisis of confidence is vital to landing a new position – and it begins with using the right words to describe yourself. If you still struggle with this, be sure to get some help. Nobody should job search alone — especially, when they aren’t getting the results they want. Some of the most talented professionals in the world (i.e., athletes) have many coaches to help them stay in the right mindset and use the proper words to motivate them to achieve their goals. You deserve the same!

J.T. O’ Donnell, Original Article Found Here

Resume Writing Advice

Resume Writing Tips

A well-written resume is an invaluable tool that job seekers can use to attract the attention of potential employers. More than a formal interview or networking session, a resume offers employers the opportunity to quickly analyze the merits of a potential employee.

Employers and personnel managers are very busy and tend to rapidly review resumes. Therefore, your resume must quickly catch the employer’s attention.

Writing a brief, to the point description of your experience and skills can do this. Tell the truth on your resume. Write your resume to describe how your skills will meet the employer’s needs.

A resume is a brief, written summary of your skills and experience

It is an overview of who you are and a tool to present yourself to employers. The goal of a well-written resume is to gain a job interview. Job interviews may lead to employment!

When applying for a job, read the job advertisement or announcement very carefully. Then customize your resume by writing up your skills to describe and match what the employer is looking for. It is helpful to describe your experience and skills by using some of the same words the employer used in the job advertisement.

Resume Tips

  • Make your resume short (one page, if possible, two pages at most).
  • Use white or ivory paper
  • Type your resume on a computer, when possible
  • Use action words to describe your work skills
  • Stress skills, knowledge, and abilities that fulfill the job requirements.
  • Be specific about accomplishments, but do not stretch the truth.
  • Provide information about career goals.
  • Make it attractive.
  • Emphasize most recent jobs.
  • Proofread it for grammar, punctuation and spelling errors.
  • If possible, have someone else check your resume for errors.
  • Save references and personal data for the interview.
  • Avoid date of birth.
  • Avoid salaries or the reason for leaving the last job.
  • Ask yourself “Would I interview this person?”
  • Keep your resume current.


Job Searching: Interview Questions and Answers

Job interviews are always stressful – even for job seekers who have gone on countless interviews. The best way to reduce the stress is to be prepared. Take the time to review the common interview questions you will most likely be asked. Also, review sample answers and advice on how to answer these typical interview questions.

Then take the time to research the company and to prepare for an interview. This way, you will be ready with knowledgeable answers for the job interview questions that specifically relate to the company you are interviewing with.

Interview Questions About Your Work History

Interview Questions About You

Interview Questions About Money

  • What were your starting and final levels of compensation? – Best Answers
  • What are your salary expectations? – Best Answers
  • What are your salary requirements – both short-term and long-term? – Best Answers
  • Why would you take a job for less money? – Best Answers

Job Questions About Your Qualifications

  • Are you overqualified for this job? – Best Answers
  • Describe how you managed a problem employee. – Best Answers
  • How did you impact the bottom line? – Best Answers
  • Interview questions about your abilities. – Best Answers
  • What applicable attributes / experience do you have? – Best Answers
  • What part of the job will be the least challenging for you? – Best Answers
  • Which parts of this job are the most challenging for you? – Best Answers
  • What philosophy guides your work?- Best Answers
  • What strength will help you the most to succeed? – Best Answers
  • Why are you interested in taking a lower level job? – Best Answers
  • Why are you interested in a non-management job? – Best Answers

Interview Questions About the New Job and the Company

  • Should employees use social media at work? – Best Answers
  • What interests you about this job? – Best Answers
  • Why do you want this job? – Best Answers
  • What can you do for this company? – Best Answers
  • Why should we hire you? – Best Answers
  • Why shouldn’t we hire you? – Best Answers
  • Why should we hire you instead of the other applicants for the job? – Best Answers
  • Why are you the best person for the job? – Best Answers
  • What do you know about this company? – Best Answers
  • Why do you want to work here? – Best Answers
  • What challenges are you looking for in a position? – Best Answers
  • What can you contribute to this company? – Best Answers
  • What do you see yourself doing within the first 30 days on the job? – Best Answers
  • What would you do if you found out the company was doing something illegal? – Best Answers
  • Are you willing to travel? – Best Answers
  • What is good customer service? – Best Answers
  • How long do you expect to remain employed with this company? – Best Answers
  • When could you start work? – Best Answers
  • Please rate me as an interviewer. – Best Answers
  • Is there anything I haven’t told you about the job or company that you would like to know? -Best Answers

Interview Questions About The Future

  • What are you looking for in your next job? What is important to you? – Best Answers
  • Where do you see yourself 5 years from now? – Best Answers
  • Where do you see yourself in 10 years? (for older applicants) – Best Answers
  • What are your goals for the next five years / ten years? – Best Answers
  • How do you plan to achieve those goals? – Best Answers
  • How would you feel about working for a younger manager? – Best Answers
  • More questions about your career goals. – Best Answers
  • What will you do if you don’t get this position? – Best Answers
  • Where else are you interviewing? – Best Answers

Behavioral Interview Questions
In addition to being ready to answer these standard questions, prepare for behavior based interview questions. This is based on the premise that a candidate’s past performance is the best predictor of future performance. You will need to be prepared to provide detailed responses including specific examples of your work experiences. Review examples of behavioral interview questions.

Interview Questions Employers Should Not Ask
There are some interview questions, typically known as illegal interview questions, that employers should not ask during a job interview. Here are questions that shouldn’t be asked during a job interview and how to best respond.

Interview Questions Listed by Type of Job
Job specific interview questions for a variety of jobs, career fields, industries, and types of candidates, as well as tips on how to answer these types of questions. List includes accounting, administrative, customer service, technical, management, retail, sales, analyst, consultant, entry level, part-time, work at home and many more.

Phone Job Interview Questions
Have a phone interview on the agenda? Here are common questions asked during a telephone interview, plus tips on how best to answer so you can move to the next stage of the interview process.

Tough Interview Questions
These are some of the more difficult interview questions that you may be asked on a job interview.

Interview Questions to Ask
The last job interview question you may be asked is “What can I answer for you?” Have aninterview question or two of your own ready to ask. You aren’t simply trying to get this job – you are also interviewing the employer to assess whether this company and the position are a good fit for you.

Interview Questions Not to Ask
Here’s a list of questions never to ask an employer during an interview, along with information on why you shouldn’t ask them.

Read More: How to Prepare for an Interview | What to Wear to a Job Interview | Top 10 Job Interview Tips | Common Interview Mistakes to Avoid

Allison Doyle, Author Article Here

How to Run an Effective Meeting

Meetings can be a huge time suck. That’s why it’s in everyone’s best interest to do all they can to keep them productive. Want to do your part? Stop saying these eight unproductive things:

1. Let me give you some feedback on that…

Feedback in and of itself isn’t a bad thing–when it’s constructive, feedback helps the group get to a better solution. But most of the time when someone says they want to give feedback, it’s another name for a takedown of the idea in question. If you’re not willing to offer some solutions and move the discussion forward, keep your feedback to yourself.

2. I already sent you an email.

Face-to-face discussions are invaluable, so letting someone know you already communicated by email is not that effective. Instead of implying the person should read their email more closely, just go ahead and summarize the topic right then.

3. That’s a secondary issue.

This phrase comes up often in meetings. I’m all for prioritizing tasks, but the term “secondary” is dismissive–it makes me wonder: secondary to what? To someone in accounting or marketing, it might be a high priority. And just because some topic isn’t the highest priority, that doesn’t mean it should be dismissed out of hand.

4. No one agrees with you on that.

A meeting isn’t supposed to be a playground tussle. When someone uses this phrase in a meeting, be on your guard. While it may be true, it’s possible that the person who came up with the idea is actually onto something. In fact, sometimes the best ideas are those that everyone thinks will fail miserably. If anything, pay a little extra attention to ideas no one likes.

5. There are no bad ideas.

While you shouldn’t necessarily dismiss an idea no one likes, there are such things as bad ideas. There’s a reason why Steve Jobs famously used to question why people were at his meetings. Sometimes, bad ideas come from people who shouldn’t be there. Making employees feel too comfortable in expressing any idea that comes to mind could lead to a lot of unnecessary discussion.

6. I’m in charge here.

I’ve heard this one more than a few times. It’s a way to exert control over the attendees, dismiss ideas, and maybe try to get things back on track. Yet it’s a major red flag. It means the person uttering that phrase is feeling out of control, or that the meeting isn’t really intended as an open forum for discussion.

7. Let’s find a real expert.

Meetings are for open dialogue. Insisting that no one present is qualified enough to provide the right perspective almost immediately shuts down discussion. Sure, you might have some scenarios in which it would be helpful to have an outside perspective, but announce this at your own risk. It’s easy to sound like the jerk who doubts everyone’s credentials.

8. Let’s have a follow-up meeting.

I’ve always hated this one. It means the meeting you’re in right now isn’t a good use of time. I prefer when someone says a follow-up meeting won’t be necessary because the person responsible for resolving an issue is going to update everyone.

Have a few to add yourself? Disagree with these? Post in comments.