Tuesday, May 4, 2021

6 Tips to blow them away within the first few minutes of your tele-interview

Sarah Dillon

Interviews can be a daunting event that can cause even the most confident person to begin wiping their sweaty palms on their pants. To ease some of the pre-interview anxiety it’s best to know the qualifiers hiring managers look for in potential candidates.

For a step-by-step guide on how to make the best impression for your next interview held over Zoom, I’m happy to share an interview I held recently with the CMO of Hibob, Rhiannon Staples.

Rhiannon Staples has a demonstrated background in marketing and she has a few tips on how to best market yourself via the realm of telecommunication tools.

1. Interviews now that they are remote have different qualifiers for how to make a good first impression. What do you notice first when that Zoom screen pops up?

“People have just a few seconds to make a first impression, and on Zoom, it’s not just about you but also about your background. The first thing an interviewer will notice will be the person on the other end’s surroundings, as well as their appearance. To prepare, an easy suggestion is to log on early to ensure your camera and microphone are working in order to avoid tech glitches and be ready on time. You can also ask yourself the following: can the interviewer see you clearly? Is the background clear of any mess?”

“Job candidates should make sure they have good lighting, in addition to a clean-looking backdrop. Dressing nicely and in a polished manner should also be kept top of mind for job seekers. If possible, previewing yourself before joining the Zoom call is suggested.”

4. What kind of things should you have in the background of your Zoom call to come off more professional?

“The less distraction in your background, the better. Having a blank wall behind you is best, however, consider a simple, clean virtual background to avoid distractions. You can also consider a preprogrammed Zoom background or use the blurring feature. People realize that everyone is at home and – in many cases – will have less control over their surroundings.”

5. Should you start the interview with casual questions or should you get right down to the interview? Is it better to let the interviewer start first to feel the tone of what kind of interviewing style they prefer so you can fall in line with that cadence?

“It is best to have the interviewer start first since they are ultimately guiding the conversation and asking the questions. This also sets the tone surrounding what kind of casual questions will be okay to ask throughout the interview, and what kind of overall experience the interviewer will cultivate. When the interviewer asks what questions you have at the end, feel free to ask any questions that will help you better understand if the job, the culture and the company are a good fit for you. The questions you ask can leave an impression when a hiring manager is considering multiple candidates for the open role.”

See all 6 tips and the complete The Ladders article

 

 

Tuesday, April 27, 2021

10 Inspiring Career Podcasts to Add to Your Playlist

By Adrianne Bibby

Podcasts with a focus on building a great career can be inspiring, insightful, and timely resources.

So, which career podcasts out there may be of interest to you? We’ve surveyed the landscape and come up with a variety of options that may help you plot your job search strategy and build a flexible, rewarding career.

10 Career-Focused Podcasts

 

1) Bossed Up

Tackling “a new career conundrum” in each episode, Bossed Up works to offer women and marginalized professionals the tools and confidence they need to move forward in their careers, on their own terms. Founder Emilie Aries is the host, exploring data-driven, tactical, and pragmatic insights in weekly sit-downs with industry experts.

2) CareerCloud

Downloaded more than 2,500 times a day, CareerCloud has guests like career coaches, resume writers, hiring managers, recruiters, and everyday job seekers. Topics include interview tips, networking strategies for recent grads, advice for seasoned professionals on how to get promoted, and more. CareerCloud is a resource to help listeners “build a career and a life of your choosing.”

7) Repurpose Your Career

Targeting people in “the second half of life,” Repurpose Your Career is a podcast offered by Career Pivot, an organization that helps professionals make changes later in their careers. Host and author Marc Miller, who’s made six career pivots over three decades, provides actionable strategies to help people who may feel overwhelmed by late-career shifts.

8) Side Hustle School

Ready to start your own side hustle? This daily podcast teaches you how to start a side job with just 20 minutes a day to help you explore new career opportunities, bring in more income, learn new skills, and provide employment security.

See all 10 Podcasts and the comlplete Flexjobs article

 

 

 

 

Tuesday, April 20, 2021

The 10 Worst Resume Mistakes to Avoid

Peter Vogt

You’ve been applying to jobs like crazy, but it seems as though all of your applications have disappeared into the black hole of the Internet. Wondering why your resume isn’t getting you any interviews? We’re willing to bet it’s not because you’re unqualified or just not good enough (which, for the record, you are good enough). It’s likely because resume mistakes are causing one or more fatal errors.

Job seekers, beware! All it takes is just one to strike your job search dead in its tracks. Definitely something entry-level workers need to be on the lookout for when writing your first resume.

Think your resume is perfect and bulletproof? Even the most experienced professionals still find themselves guilty of making resume mistakes. Plural.

With only a mere six seconds to “wow” a recruiter, having any kind of mistake on your resume is not a risk even the most daring of job seekers should take. After all, your resume is the first point of contact you make with a potential employer, so you want that first impression to be a strong, clear demonstration of just how awesome you are at what you do. That’s how you get an interview—and then once you rock that, a job.

As you write your resume—or give your resume its six-month update—make sure it doesn’t include any of these common resume mistakes listed below.

2. Lack of Specifics

Your resume shouldn’t simply state the obvious to a hiring manager. Employers need to understand what you've done and accomplished. For example:

A. Worked with employees in a restaurant setting
B. Recruited, hired, trained and supervised more than 20 employees in a restaurant with $2 million in annual sales

Both of these phrases could describe the same person, but the details and specifics in example B will more likely grab an employer's attention.

3. Attempting the "One–Size–Fits–All" Approach

Whenever you try to develop a generic resume to send to all job ads, you almost always end up with something employers will toss in the recycle bin. Your lack of effort screams, “I’m not particularly interested in your company. Frankly, any ol’ job will do.”

Employers want to feel special and want you to write a resume specifically for them. They expect you to clearly show how and why you fit the position in a specific organization.

4. Highlighting Duties Instead of Accomplishments

Your resume needs to show how good you are at your job, but it's all too easy to slip into a mode where you simply start listing your duties. For example:

  • Attended group meetings and recorded minutes
  • Worked with children in a day-care setting
  • Updated departmental files

That’s more or less an echo of your job description. Employers, however, don't care so much about what you've done as what you've accomplished in your various activities. One of the most basic resume tips is to go beyond showing what was required and demonstrate how you made a difference at each company, providing specific examples. They're looking for statements more like these:

  • Recorded weekly meeting minutes and compiled them in a Microsoft Word-based file for future organizational reference
  • Developed three daily activities for preschool-age children and prepared them for a 10-minute holiday program performance
  • Reorganized 10 years worth of unwieldy files, making them easily accessible to department members

Need help? Ask yourself these questions:

  • How did you perform the job better than others?
  • What were the problems or challenges faced? How did you overcome them? What were the results? How did the company benefit from your performance?
  • Did you receive any awards, special recognitions, or promotions as a result?

See all 10 mistakes and the complete Monster article

 

 

 

Thursday, April 15, 2021

How to ace the 50 most common interview questions

Travis Bradberry

Most people’s biggest job-hunting fear is being put on the spot by oddball interview questions such as these (which are real):

“Describe the color yellow to someone who’s blind.” – Spirit Airlines

“If you were asked to unload a 747 full of jelly beans, what would you do?” – Bose

“Who would win in a fight between Spiderman and Batman?” – Stanford University

Offbeat questions are nearly impossible to prepare for, and they don’t achieve the interviewer’s objective—to test out-of-the-box thinking and the ability to perform under pressure. That’s the bad news.

The good news is that companies are moving away from them. Recent research shows these questions do little more than boost the interviewer’s confidence. Even companies famous for oddball questions are abandoning them. In the words of Laszlo Bock, Google’s former HR chief:

“If you’ve heard that Google likes to pose brain-teaser questions to candidates—like why manhole covers are round—your information is out of date. There’s no evidence that they suggest how people perform on the job.

Glassdoor study of tens of thousands of interviews found the 50 questions you’re most likely to be asked in your next interview:

1. What are your strengths?

2. What are your weaknesses?

3. Why are you interested in working for us?

4. Where do you see yourself in 5 years? 10 years?

5. Why do you want to leave your current company?

See all 50 questions

Though these questions may be less exciting to prepare for than “Spiderman vs. Batman,” they are what you need to be ready for.

Most interviewees are only prepared for about 10 questions, so this list alone can give you a leg up. Study the list carefully and have answers ready—but not robotically rehearsed—so that you can speak comfortably, flexibly, and confidently about each of these topics.

If you want to make a great impression and stand out from the crowd, preparing for these 50 questions is not enough. Follow the 9 strategies below and weave the knowledge they impart into your responses. Then you’ll truly ace your interview.

1. Identify Your “Hook”

Most hiring managers interview a lot of people. So many that they generally have to go back to their notes to remember candidates—the exception being candidates with a strong hook. Sometimes these hooks are how people dress or their personality, but the best hook is a strong story that’s work-related. When you can wow an interviewer with a memorable story that shows what a strong candidate you are, you’ll rise to the top of the list.

3. …And Know What Makes You A Great Fit For It

Know exactly what makes you fit into the position perfectly and speak to it during the interview. What you makes you special? It could be that you’re an idea machine, or a statistical fanatic. Whatever it is, know it and prepare to fit it into your responses.

For example, when an interviewer asks, “What are your strengths?” skip the clichés and go right into qualities about you that are unique to the job. You’ll make it clear that you’re the perfect fit.

6. Practice, Practice, Practice

You, and everyone else interviewing for the job, already know many of the questions you’ll be asked. The difference lies in preparation. Preparing unique and position-specific responses will give you the competitive edge over everyone else. You don’t need to memorize answers, but instead know certain points of reference about yourself that you can apply to different questions.

Make sure to “mock interview” yourself. Video your responses until you’re able to speak comfortably and flexibly—as opposed to rotely regurgitating answers—about your prepared topics. Videoing yourself may feel awkward when you do it, but it will pay off during your interview.

Read all 9 tips for answering the top 50 questions

 

 

 

 

 

 

 

Tuesday, April 13, 2021

10 questions to ask in a job interview that will really expose a company’s culture

By Karen Eber

You are in the last five minutes of the job interview, and the interviewer asks: What questions do you have?”

Time is limited, so you ask the question you think will be most helpful: “What is the culture like here?”

Don’t do this. There are better questions to understand the culture. 

The interviewer will typically respond by describing the values of the company. Their reply will have some variation of trust, collaboration, transparency, integrity which are the same values that show up in various forms in many companies. These don’t help you understand the day-to-day experience.

Culture is felt through the behaviors that are reinforced or discouraged on a day-to-day basis on teams. If you want to get a sense of the story of the leader and team’s culture, use detailed questions. You will get a much better sense based on the responses, especially if the leader struggles to think of what to say. If you are a manager, prepare to answer detailed questions that illustrate your team’s culture. 

Better questions to ask a hiring manager:

1) Tell me about a time a team member changed your mind?  This lets you know if the leader feels they are the only one who has the answers or if they are open to different opinions. You are going to learn how they prefer to receive information and what they value. 

4) Describe a recent success or win. They should be able to come up with something pretty quickly. If they can’t, that might indicate that they aren’t great about celebrating progress or recognizing people along the way to milestones. They don’t have to describe a huge win. However, they should be able to think of a recent event that demonstrates progress. 

8) Tell me about the last person you recognized. Recognition can be a thoughtful conversation, an email, an award, or even a mention in an all-hands meeting. You want to see if the leader struggles to come up with an example or easily mentions individual and team recognition. Does the leader have the mindset that development includes helping people see the contributions they are making?

See all 10 questions and the complete Fast Company article

 

 

Thursday, April 8, 2021

The 25 questions you should know in a job interview

You already got the interview , it's time to talk about yourself! An opportunity opens up to keep the job and the first question is: are you ready?

Have you ever walked out of an interview thinking you didn't give 100%? Feeling like you failed to convince the recruiter and sell yourself? You are not the only one! The job interview is part of the process when looking for a job, and there are two fundamental tips to master it: Prepare and Practice

Miguel Ángel Rangel, Recruitment and Selection Manager of Deloitte Mexico, recommends that candidates review the information placed on the resume and not put false information , since later the recruiter will notice it.

“Practice a lot, go to a lot of interviews. Sometimes you have to put two or three 'No' together to get a 'Yes'. They will realize that many questions are repeated and they will be able to answer better ”, he commented during his participation in Expo City OCC .

Here's a compilation of the most common interview questions and how you can answer them wisely. So know the 25 questions that the recruiter will surely ask you:

The icebreakers

They seem casual or 'light' but they are focused on getting more information than you think. Find out why.

1. Tell me about yourself. The recruiter doesn't want to know your life story , they are giving you the opportunity to speak openly about your 'professional self'. Avoid sharing personal information , focus on your work profile, your strengths and show enthusiasm.

2. Why are you interested in the position? Take the opportunity to show your enthusiasm for the job.

3. What do you know about our company? Prepare in advance and do your research on the company: mission , history, values , earnings, business units and social networks.

The uncomfortable

They will go deep into your professional life with the intention of detecting red flags. Anticipate your response so you are not caught off guard.

6. Why did you leave your previous job? Why do you want to change jobs? Leave out the negative comments about your past work experience , focus on your desire to grow and how this position surpasses the one you have or had before.

The difficult ones

They provide the recruiter with key information about your professional profile , think carefully before answering.

11. There is a gap in your work experience, what did you do during that time? Highlight productive activities such as: volunteer work, taking a course, finishing your studies.

12. Tell me about a moment in your work life where you made a mistake, how did you solve it? We all make mistakes at work, but there are those who have the ability to intelligently approach their mistake and find a solution. Show that you are that person.

Read all 25 questions and the complete Entrepreneur article

 

 

Tuesday, April 6, 2021

Not asking these 4 questions at the first interview will kill your chances

Samantha Hawrylack

Many people prepare for questions during the interview, but did you know that you should ask questions afterward, too?

It happens at the end of every interview. The interviewer asks, ‘Do you have any questions for me?’ Most people naturally respond ‘no.’ That’s the worst thing you could say, though.

It shows that you aren’t engaged or interested in the job. Unless you’re a superhero and can learn everything you need to know about the job in the 30 – 60 minutes the interview took, you’re bound to have questions.

So what should they be? Here are a few examples.

1) How has the position changed over the years?

Most positions evolve in some ways – some are big, and some are small. Ask about the history of the position, and you’ll find out if more responsibilities have been added or if the position changed direction altogether.

This tells you a few things. One, if there was a recent change in the responsibilities, it could be why the previous person left. Make sure it’s something that fits within what you want.

Two, it could mean the position is one with possibilities. If you plan to grow with the company, knowing that they constantly change the position’s responsibilities could be a good thing.

4) What are the next steps in the interview process?

If you’re interested in the job after you’ve gone through the interview, it’s natural to ask about the next steps. This shows that you’re forward-thinking and want to plan for the next steps.

This takes some of the anxiety out of waiting for the phone to ring or the employer to send you an email asking you back for another interview or offering you the job. 

If you want the job, you have to show that you want it. Don’t let the interview end when the interviewer stops asking questions. This is your opportunity to turn the tables.

Ask any questions you have about the company or about your future with the company. Don’t be afraid to sound too forward or too inquisitive. Employers like to see people go after what they want. It shows that you may do the same thing if they hire you.

Read all 4 questions and the complete theladders article

 

 

Thursday, April 1, 2021

Job Seekers, LinkedIn Will Guarantee Your Next Interview—If You Can Pass A Test

Kristin Stoller

Tired of applying for jobs and never hearing back? Job seekers, rejoice: LinkedIn announced the launch of a new pilot program Tuesday that guarantees candidates interviews with recruiters—if they can pass a test.

Through the new skills-based hiring program, called Skills Path, hiring managers at participating companies, such as Microsoft, BlackRock and Ralph Lauren, will identify the core skills candidates must possess to perform specific roles. Free LinkedIn Learning Courses will be curated around these core skills and offered to job seekers. When applying for jobs at these employers on LinkedIn, candidates will be asked to demonstrate their skills in a multiple-choice LinkedIn Skill Assessment, as well as in a video or written test. Those who pass earn interviews with company recruiters.

“I do think there are barriers for people to get their first shot at something. A lot of jobs will say you need two years of experience or four years of experience,” says Hari Srinivasan, LinkedIn’s vice president of product. “This will let you get your foot in their door and prove some new skills along the way.”

Pilot program participants—including Citrix, Gap Inc., GitHub, Gusto, Prologis, TaskRabbit, Wayfair and LinkedIn—are looking to hire for a variety of positions, among them customer service, sales development, data analyst, product manager, project manager, recruiting coordinator and supply chain coordinator roles.

Wayfair, which plans to use Skills Path to source candidates for recruiter roles, is searching for talent with strong communication and analytical skills, as well as resilience, says Ryan Gilchrist, Wayfair's global head of talent acquisition. He says the online furniture retailer will ask candidates to share their professional experiences, like a time when they failed to achieve a goal and how they handled the situation, or a time when they tried something new and what they learned.

Srinivasan says LinkedIn tested the first iteration of Skills Path last year when, trying to fill a customer service role in its office in Omaha, Nebraska, it removed traditional requirements, such as a bachelor’s degree or one to two years of prior experience, from the job posting. “We were blown away by the results,” he says. “Not only were we getting candidates with a completely different set of experience than we had before, but our hiring efficiency improved.”

 The product announcement is part of LinkedIn’s global skills initiative with Microsoft, which acquired the professional social network in 2016. Last summer, the two companies made a commitment to offering workers access to free educational resources and employers access to pre-qualified candidates, with a goal of helping 250,000 companies make a skills-based hire this year. 

Read the full Forbes article for more information

Tuesday, March 30, 2021

15 Tips for Using LinkedIn and Facebook to Find a New Job

by Gabi Casin

Today, recruiters and hiring managers are increasingly using social networks to find talent. This is why it’s essential to have a professional social media presence if you’re in the market for a new job (and important to manage the privacy settings on your social accounts you don’t want recruiters and hiring managers to see). Below are some general tips for using social media to job search, along with specific job-search tips for using LinkedIn and Facebook.

General tips

1. Put your personality on display

In addition to your educational background and professional experience, hiring managers and recruiters are interested in your lifestyle, hobbies, and the media you consume—such as books and articles in your field of work or study. At best, this type of personal information can be a decisive element for recruiters when deciding between candidates. And at least, being present on a social network and showcasing your personality and what makes you unique will allow recruiters to know more about you.

2. Search for and connect with employers

Social media is a great place to discover new employers and connect with them. For example, start-ups and tech companies are usually very present on social networks. Don't hesitate to send a short message or interact with companies that interest you via their social feeds. Maybe, someday, you’ll see a job opening at one of these firms, which could lead to an interview and ultimately a great job offer.

LinkedIn tips

1. Let it be known that you’re looking for a job

First of all, if you're looking for a job, make sure to let recruiters and your network know on LinkedIn that you're open to new career opportunities. If you indicate which job offers you’re interested in and your preferred location, LinkedIn will ensure that your profile is found in search queries when recruiters are looking for suitable candidates.

2. Expand your network

Widening your networking will improve your chances of landing informational interviews and job interviews. So, make sure to connect with fellow students, colleagues, friends, clients, and partners.

4. Be active

Don’t just sit around and wait for recruiters to reach out. Instead, share photos, articles, and social posts that you think are relevant and interesting. Or publish content yourself such as a blog on a topic in your field to highlight your expertise and improve your visibility. At the very least, make sure to link to any outside portfolio or blog that you host.

Facebook tips

1. Tidy up your public posts

Even if you already know this, it’s worth repeating since it’s so important: Don’t make intimate, personal photos or political tweets public on Facebook. Recruiters can, in fact, eliminate your job application if they consider that you’re posting inappropriately. So, scrub your public profile until it’s squeaky clean.

5. Pay close attention to how a company deals with criticism

How companies deal with negative comments on Facebook says a lot about their ability to accept criticism and their culture. Is there room for open dialogue? Is criticism taken seriously? Is criticism welcome? A company’s corporate culture is clearly evident in its communication with Facebook followers. Closely looking at this communication will help you weed out employers you don't want to work for, while pointing you in the direction of what could be your dream employer.

Read all 15 tips and the complete Vault article

 

 

 

 

 

Thursday, March 25, 2021

4 Signs It's Time to Ditch Your Day Job and Work for Yourself

Entrepreneur Leadership Network Contributor
 

We've all been there: That dragging job that drains us of our energy, guts us of our dreams and makes us wake up in the morning wondering if this is really what we were born to do.

For many of us there is that million dollar idea that burns inside and with each passing day gets more stale. It is a hard decision to make between leaving the comfort of a stable job and building something of your own. What about the salary? The benefits? The dependents? The 401K?

All those luxuries disappear the minute you turn the company laptop in for the last time.

Conversely a recent survey of 2,500 people, including 500 small business owners, conducted on behalf of Invoice2go found that 60% said they’re committed to the idea of working for themselves rather than an employer, citing an interest in following their passion (57%), a belief that they could be of benefit to others (53%) and a need to set their own schedule (52%).

So how do YOU know if it's time to jump ship?

1) Fulfillment

Any entrepreneur that has started their journey after working for another company has had this question: "Am I living up to my potential?"

The answer might be as simple as a role change, a jump into a new career, and maybe, just maybe...a light bulb that is the fact that it's time to start your own journey.

3) Motivation

If you are finding it hard to get motivated to participate, to lead, to achieve, etc. there is definitely a root cause. It does not always have to be work related. It could be in your personal life. However every day that passes where you are not giving it your all ends up being a day that you wish you had back.

See all 4 signs and the complete Entrepreneur article 

 

 

 

Tuesday, March 23, 2021

100 Companies Hiring Right Now, March 2021

Monster staff

These are unprecedented times when it comes to jobs and career opportunities. Remember, however, there are companies hiring right now. You have the skills and experience that are needed to get a job—and we aim to help you do just that with the Monster 100.

Let's get started. Using the LaborInsight tool from Burning Glass, we created a list of 100 top companies now hiring on Monster in the past 30 days. From tech and retail to health care and transportation, there are loads of industries all across the country (and remotely!) with jobs hiring now. So get your resume and cover letter ready, and remember to customize them to the specifics of the jobs to which you apply—that can help you stand out from a sea of other applicants.

The top five companies now hiring with the most positions are Allied Universal, Fiserv, Deloitte, Assurance Independent Agents, and Marriott International. Click through the full list of jobs available below to see if one would be a good fit for you—and remember, jobs are always being added on Monster, so bookmark this page and check back often! 

Companies Hiring Right Now

  1. Allied Universal
  2. Fiserv
  3. Deloitte
  4. Assurance Independent Agents
  5. Marriott International
  6. Hospital Corporation of America
  7. Anthem Inc. 
  8. Great Clips
  9. Aramark Corporation
  10. Ernst & Young
  11. Wells Fargo
  12. Ascension Health
  13. Microsoft
  14. KPMG
  15. JP Morgan
  16. Accenture
  17. IBM
  18. Department of Veterans Affairs
  19. McDonald’s
  20. VMWare
  21. UnitedHealth Group
  22. Humana
  23. State Farm Insurance
  24. Domino’s Pizza
  25. Home Instead Senior Care

See 26-100 plus the full Monster article

 

 

Monday, March 22, 2021

A winery will pay you $10,000 a month to work and live rent-free in Sonoma

 

 

If a post-work glass of wine is what you look forward to each day, maybe it's time to quit your day job.

This month, Murphy-Goode Winery announced a one-year position with its team in Sonoma.
But not only will the lucky candidate get to move to sunny California -- they will live there rent-free for a year. 
 

The company wants someone who 'takes life one sip at a time'

The application, open to those 21 years or older authorized to work in the United States, requires a video resume explaining why the candidate believes this is their dream job.
The company will evaluate applications on "role value, creativity, and design, applicable experience and skill set."
Candidates can apply for the role from now until June 30. The job will roughly begin in September.
The most important qualification for Murphy-Goode's "A Really Goode Job" is loving wine -- the position includes 30 cases of it.
 
 

Thursday, March 18, 2021

A career expert shares 5 questions she wishes more candidates ‘had the guts to ask’ during job interviews

 
Many people forget that job interviews are a two-way street — and that, when done right, turns into an engaging conversation between the candidate and the interviewer.
 
As a director at the Kellogg School of Management’s Career Management Center and a former recruiter of 10 years, I’ve found that even the most qualified candidates fail to distinguish themselves by asking hard-hitting — yet thoughtful — questions. (Usually, they only ask generic ones that they can easily find answers to via a quick Google search.)

Below are five questions I wish more candidates had the guts to ask during job interviews. While some of them may seem too intimidating or awkward to ask, doing so will not only impress your interviewer, but it will help you leave the interview feeling more confident and better informed about the position.

1. ‘What are the biggest challenges I’ll face in the first 90 days, and how will success be measured?’

If you’re interviewing for a high-level position, this is a question that you might get asked. But if not, then you need to bring it up.

Ninety days is the typical probationary period when a company determines whether hiring you was the right decision. So it’s good to be prepared and have a strong understanding of what the expectations are and whether your experience and skills indicate you’re right for the role.

Don’t be overwhelmed if the challenges sound daunting, because as a new hire (and particularly early into the position), you won’t necessarily be judged on your knowledge. If you really want the job, you must be willing to learn and do what it takes to get on track and excel.

2. ‘Is there anything about my background that makes you hesitant to move me forward in the interview process?’

Hiring managers love when candidates ask this question because it shows a sense of self-awareness.

The response you get may be hard to digest, but it’s better to know now, during the early stages of the interview, so you have a chance to address the employer’s perceptions and change the narrative.

Let’s say you’re told: “I’m worried you might not be happy in this job because it’s not a client-facing position.” You can course-correct by saying, “I understand your concern. But that’s exactly why I’m pursuing this job. I’ve been in client-facing positions for most of my career, and I’m interested in doing something different.”

See questions 3-5 and the complete CNBC article

 

 

Tuesday, March 16, 2021

What Questions to Ask During a Job Interview

By Deborah Acosta

In brief
  • Ask questions that will help you understand what would be expected of you on your first day and in a year, such as “How do you measure success for someone in this role?”
  • Some of the best questions are about the employer and aim to get a sense of its values and culture.
  • Ask questions about your interviewer’s experiences that will help you build a rapport. 
  • Use the interviewer’s responses to your questions as a jumping off point to highlight your strengths.

Job interviews are a two-way street and, when done right, should be a conversation between the candidate and the interviewer. “You are interviewing and auditioning them for the job, too,” says Paul McDonald, senior executive director at Robert Half, an HR consulting company. This kind of exchange is only possible if you have researched the employer and prepared thoughtful questions to understand how you can immediately provide value. Not only will you leave the interview better informed, but you also will have impressed the interviewer with your deep interest in the role and demonstrated your suitability for it. 

Ask questions that help you understand the role and how to succeed in it.

Aim to feel confident and comfortable enough that you could start the job tomorrow. “How do you measure success for someone in this role?” is a good question to get to that point, says Daniel Santos, the chief executive officer of career-counseling service Prepory. By understanding what an employer’s ideal candidate would achieve, you can present your past accomplishments in a relevant way. The answer also shows how you will be evaluated if you are offered and accept the job. 

2) Why is the position open? Another key question is why there is an opening, says Mr. McDonald. Did the last person in the role get promoted? If so, this is your chance to find out what led to their promotion and to set yourself up for similar success. If your predecessor was underperforming, perhaps you can learn how to avoid the same mistakes, says Mr. McDonald. If the role is new and part of a company expansion, you could ask about what led to the decision to expand that department to get a better understanding of the employer’s goals.

More questions about the job:

  • What are some of the day-to-day responsibilities of this job? Get a concrete sense of what the job actually is and whether you would want to do it.
  • What needs to be immediately addressed by the person you hire? The answer to this question will highlight what the pace will be when you first start and will give you an opportunity to follow up by explaining how you would meet those needs.
  • What are your expectations for this role during the first month, three months, six months, a year? What does success look like? Identify what the employer expects from you, so that when you begin, you can keep track of, meet or exceed the benchmarks for the role. You can share examples of similar achievements from your previous job experience.
  • What do you think are some of the biggest challenges for someone in this role? Get a full picture of any unpleasant aspects of the job, so you are not surprised once you start.
  • What is the typical career path for someone in this role? This shows the interviewer your interest in growing with the organization and gives you an understanding of how the employer invests in its staff.
4) Build a rapport with the interviewer. 

No matter who you are interviewing with, it is important to foster a relationship with them. You might be working with them someday, and even if not, their opinion of you will likely be considered when the employer decides whether to hire you. While you can ask generic questions, such as how long they have worked at the company, a better approach is to focus on individuals.

“The thing you don’t want to do is ask a question only to look smart,” says Sam Owens, founder of SamsCareerTalk.com. “The interviewer will likely see through that immediately and you won’t look smart.” He recommends asking “genuine questions,” that the interviewer is uniquely qualified to answer and that matter to you. That way, you are more likely to have a memorable conversation.

Questions about the interviewer: 

  • What do you like most about working for this employer? Their answer will indicate what they value most and what working at the company is like. 
  • How has your role evolved since you joined the company? Get a sense of their stature within the company as well as opportunities for career development. 
  • If you could give someone one piece of advice about working here, what would it be? This shows you respect their input and may help you make the transition to the position smoother if it works out.  

Read all 6 question topics and the complete WSJ.com article



Thursday, March 4, 2021

7 successful executives share what it takes to climb the ladder during COVID

Jessica Thiefels

Are you ready to advance your career but worry about getting noticed through a Zoom lens? The COVID-19 pandemic has prompted several discussions about promotion etiquette. Some employees are wondering what they should do if the pandemic puts their promotions on hold, while others wondered about the ethics of asking for promotion during this time.

If you’re ready to climb the career ladder despite the pandemic, you have the power to get noticed—either your current company or even a competing one. But don’t take it from us. Here’s what seven executives had to say about growing your career during COVID.

1. Evaluate your Digital Presence

If you want the leaders in your industry to notice you and vie for your talent, make sure you can easily be found online and that your digital profiles look their best.

“Covid has presented an excellent opportunity for leaders to really focus on developing their personal brand and eminence online, not just around their industry or subject matter expertise, but as people, strategy, and thought leaders,” Victoria Pelletier, VP of North American Talent and Transformation at IBM, says.

Now may be a good time to create a professional Twitter account, attend virtual meet-ups, and showcase how much you know on social. Pelletier says starting out in a virtual setting can also give you some “electronic courage” before you meet in person.  

4. Find a Mentor

If you aren’t sure what you want to do or what options are available within your career field, seek out a mentor who can guide you in the right direction.

“Mentors can support us in reaching our full potential and bring inspiration to our career development,” explains Dorota Lysienia, community manager at LiverCareer. “While mentors help fresh graduates look for career guidance, they can also serve as an excellent source of knowledge for more experienced professionals. Even though it’s currently challenging to meet in person, we can still reach out to them and schedule online mentoring sessions.”

If you’re not sure where to start, consider working with a professional mentor service that can match you with someone who would be the best fit for your goals and desires. 

6. Keep Networking

Despite the pandemic canceling events and moving meetings remotely, it is possible to keep networking. More importantly, the old adage of “who you know,” still rings true. Forming connections today can still help you down the road. Not feeling it? David Cusick, Chief Strategy Officer at House Method shares an important reminder:

“Even if you feel like you’re stuck…don’t stop. Building those connections with people will not only help you grow in your career or grow your business—it will also make your work more fulfilling.”

It’s never too early, or a bad time, to build your network and leverage the learning and career growth opportunities that come from it.

See all 7 tips and the complete TheLadders article

 

 

Tuesday, March 2, 2021

These are the 10 traits recruiters are looking for

By Stephanie Vozza

In a recent study, recruiters ranked what they consider to be the most important traits for job applicants. 

Like it or not, first impressions matter. A study from the résumé-building website Zety found that 83% of hiring managers call that initial gut feeling they get about a person a critical factor when making hiring decisions. What drives a first impression is your traits.

“Traits are different than skills,” says Zety’s career expert Jacques Buffett. “Skills are what is on your résumé. Hard skills could be a programming language you know, and soft skills include leadership, teamwork, and communication. Personal traits are the qualities that turn up during the interview. It’s the impression you leave through your attitude and how you compose yourself from the second you walk in the door.”

In the Zety study, recruiters ranked what they consider to be the most important traits. Here are the top 10:

4. Adaptability

In 2020, companies learned that the best laid plans don’t always turn out. As a result, recruiters are looking for candidates who can roll with punches, tackling new problems and opportunities. “There’s so much growth in every business sector,” says Buffett. “Employees need to be able to adapt.”

8. Emotional Intelligence

This trait is particularly important with leaders who need to read others’ emotions to communicate effectively, says Buffett. “To respond appropriately you need to understand the person’s motivations,” he says. “There are plenty of bad bosses out there, and to be good boss you need emotional understanding and compassion. Employees aren’t robots. Teams are made up of unique individuals with unique traits and qualities.”

10. Open-Mindedness

Recruiters also look for open-mindedness, which can be someone who is willing to try new ways of doing business and new methods of working. “This also feeds into tolerance,” says Buffett. “It’s also being open minded to different cultures, religions, and political backgrounds. You don’t have to agree to be open-minded and tolerant.”

How Employers Identify Traits

First impressions can be valuable, but recruiters will often dig deeper to confirm their instincts. Buffett says many will turn to social media platforms like Facebook, Tik Tok, or YouTube.

“It’s a very common way of finding personal information,” he says. “Recruiters won’t find that information on LinkedIn. If you’re looking for a job, make sure your social profiles are cleaned up.”

Recruiters also rely on behavior tests. The survey found that more than half use psychological profiling techniques to identify candidates’ personality traits.

While social media and personality tests dig deeper, if your first impression isn’t good, a recruiter may not choose to move forward with either. The bottom line for a job seeker is to be mindful of your demeanor from the second you walk in or log into the videoconference. Buffett says phone calls and emails can also help to form that impression.

“Speak to current friends and colleagues to find out what impression people have of you,” he recommends. “Look at the 10 key traits and determine how you can improve on those. How you come across is critical.”

See all 10 traits and the complete Fast Company article

 

 

 

 

 

Tuesday, February 23, 2021

Want a job at Google? VP shares 6 things to always say during interviews

Bonita Stewart 

Google VP says she always listens for these 6 things during the job interview: ‘They’re not often easy to spot’

I’ve picked up quite a bit on what to look for in a job candidate in my three decades at the helm of major businesses — and specifically, in my nearly 15 years at Google, where I’m currently vice president of global partnerships.

When it comes to hiring the right people, Google sets high standards and requirements across role-related knowledge, leadership expectations and diversified perspectives. I also apply the foundation of my value system, which came from my father, called the four Cs: Concentration, culture, courage and character. 

Of course, they aren’t often easy to spot — or, for an applicant, to display. So here are six important things I always listen for during job interviews:

1. Talk about transferable skills, experience

Depending on what position you’re applying for, you must have some sort of relevant experience. But expertise can be garnered in a number of ways, not purely academic.

Perhaps someone without a master’s degree has gained tremendous experience through interesting personal projects or hobbies, like a side hustle they started outside of work.

For example, if you’re interviewing for an entry-level marketing position, it’s okay to not have 10 marketing internships under your belt. Perhaps you organized a community service event in your hometown. Tell me about the creative strategies you used to get people to pay attention, care and participate.

2. Ask questions—lots of them

This shows natural curiosity, which is a valuable asset in just about every workplace. But move beyond questions you can easily find answers to on your own (e.g., through a Google search).

Instead, focus on coupling a fact with an open-ended question to draw out a personal perspective on a strategic topic. Consider doing this in essential areas such as strategy, product and industry positioning, nurturing high performing teams and inclusive leadership.

For example, “Your team is already performing well in [X], but what about enlisting someone to do [Y], which I believe could help improve [Z]?”

Two other questions that I wish more candidates would ask during job interviews:

  1. What does your team need that isn’t being done now?
  2. How can I contribute in ways that go beyond the job listing responsibilities?

5. Personal agility

The rapid acceleration of technology has created a work culture where business transformation is the norm. Make sure you study the company and identify what unique perspectives you can bring.

For example, I look for candidates who are eager to be helpful to our clients, so that when an industry evolves, such as news and media, we have the right talent to come up with creative strategies to meet the needs of our partners.

This is also about thinking fast, leading with innovation and readily accepting new ideas that come from everyone and everywhere.

See all 6 things and the complete CNBC article

 

 

 

 

Thursday, February 11, 2021

4 ways to refresh your résumé | video


 

For many people, February can be an optimal time to hunker down and start looking for a new job. Pavithra Mohan shares 4 résumé refresh tips to help you land a job during an uncertain year.

Tuesday, February 9, 2021

3 Tips On How To Gain Momentum In A February Job Search

Kourtney Whitehead

With a little planning and effort, you can make significant progress in your job search this month, attracting new opportunities and converting promising leads. But to be successful in these endeavors, you need to know what to expect so that you can get ready to adjust to the current and often-turbulent job market trends.

If you are launching or continuing a job search in February, here’s how you can focus your efforts to continue to make traction and achieve your goal of getting a new job in 2021.

1. Create a sustainable routine so you can outlast your competition

By February, many people that set out to get a new job in 2021 are already losing steam.

While January is an obvious time to launch a job search, as you are often propelled by the optimism for a new year, it is also one of the hardest months to get noticed in. The candidate supply is at its highest while many organizations are only just beginning to open up positions and rethink their hiring needs.

And it’s fair to say that this January’s job market took the dynamic to new heights, as US unemployment rates continued to stagnate, and new job openings were spotty.

However, the situation will begin to shift in February when many job seekers, especially those who are already employed and who have a more passive approach to their job search, begin to lose steam and refocus on the demands of daily life, often allowing their job search efforts to stop completely or go cold.

See tips 2,3, and the complete Forbes article