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#CareerAdvice – #JobInterviewingQuestions – How to answer these 10 tricky questions tactfully in a job Interview …Don’t Panic–Consider these Things First Before you Answer.

August 22, 2018/in First Sun Blog/by First Sun Team

We’ve all been there—pleased that an interview was going really well until the interviewer threw out a real doozy of a question that you just don’t know how to answer. But you don’t have to panic.

We asked career coach Hallie Crawford to give us advice on how to answer the most difficult questions you’ve ever been asked. (Yes, we pulled them from real interviews.) Here’s how to answer each really well.

While it may seem silly, “this question is designed to reveal how you think your manager perceives you,” Crawford says. “Before answering, ask yourself: How do your coworkers describe you? What did your manager commend you on recently?” With the answers to these questions in mind, “don’t be afraid to get a little creative with your reply,” Crawford says. But don’t be too verbose either. “You don’t want to give the impression that your anniversary cake would be too big,” she says, “so try and keep the words short and sweet.”

2. WHO IN HISTORY WOULD YOU WANT TO GO TO DINNER WITH AND WHY?

Before you answer this one, ask yourself whom you admire, past and present. “Perhaps a writer, an actor, a scientist, or even someone from your industry,” suggests Crawford. Then consider, “What do you appreciate about their accomplishments? Why do they inspire you? Why do you feel that you would be friends? What would you want to discuss with them at dinner?” Crawford prompts you to ask yourself. “Use these elements when answering.”

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3. NAME A BRAND THAT REPRESENTS YOU AS A PERSON.

Yep, not a brand you love—but one that embodies who you are. Now that’s a doozy. But it doesn’t have to be tough, Crawford says. “Think about your top personal values,” Crawford advises. “Now think about brands that also have those values.

For example, if you value family and ethical practice, think about companies who are family-based, or create products for families who you know don’t do testing on animals, for example. Explain the values that you feel you share with the brand and why those values are important to you.”

4. PLEASE DESCRIBE AN INSTANCE WHERE YOU HAD TO MAKE A DECISION WITHOUT ALL OF THE NECESSARY INFORMATION.

You came to the interview prepared, which means you have a list of accomplishments you can work from. Using an accomplishment for this question, “Describe the situation and what information was missing and any measurable results achieved,” Crawford instructs. By using an accomplishment, you will show a hiring manager how you can persevere.

5. SELL ME ON ONE IDEA, AND THEN SELL ME ON THE OPPOSITE OF THAT IDEA.

“First of all, you want to think of an idea before you can start answering the question,” says Crawford. You may not have to come up with your own idea. “Ask the hiring manager if they have a specific idea in mind,” says Crawford. “If not, consider a recent idea that you discussed with your team or with coworkers. What was your position and why? What was the opposite position and why? Use those arguments. In this question, it is important that you sound convincing when presenting both ideas. This will provide insight into whether you are able to present ideas to your team—even if you don’t agree with the idea.”

6. IF A COWORKER HAD AN ANNOYING HABIT, AND IT HINDERED YOUR QUALITY OF WORK, HOW WOULD YOU RESOLVE IT?

This may seem like a perplexing question, but it’s “designed to get to you how you deal with others,” explains Crawford. “Draw from a real-life experience if possible. What annoyed you? How did you resolve it? Is there a more effective way to handle the situation if it would happen again? Identify the annoying habit and then outline the steps you would take to try and resolve the situation while maintaining a good relationship with your coworker.”

7. WHAT PART OF THE NEWSPAPER DO YOU READ FIRST? WHAT DOES THIS SAY ABOUT YOU?

“This kind of question is asked to get to know you better as a person,” says Crawford. And while “at first glance, this seems a fairly easy question,” she says, it’s not. So, “before you answer, think about what genre of articles appeals to you: technology, fashion, current events,” Crawford advises. “Now determine if there is a way to link the genre that appeals to you as a professional. For example, if you are drawn to articles about technology, you could explain that your love of technology means that you enjoy learning new ways of doing things, you are open to change, and look to stay on top of current trends.”

8. THROW YOUR RESUME ASIDE AND TELL ME WHAT MAKES YOU YOU.

This is another question designed not to trip you up, Crawford says, but to get to know you better. “Keep in mind that they may have looked you up online and have your cover letter, so do your best not to just repeat something they have already read about you,” she says. “Instead, is there a background story about how you got into your industry? Can you explain your unique selling proposition—why you are unique in your industry? Or, you could explain your top three values and why they are important to you.”

9. WHAT’S WRONG WITH YOUR PAST OR CURRENT EMPLOYER?

At all costs, “remember that you want to avoid bashing your current or past employer and the company,” warns Crawford. “This question is designed to find out why you are looking for a new job. Instead of focusing on them, focus on you. Are you looking for more career growth than what is offered where you currently work? Or a more challenging position?”

10. TELL ME ABOUT THE WORST MANAGER YOU EVER HAD.

Before you bash your last boss, “Remember that your hiring manager has your resume and knows where you have worked, so your managers won’t be completely anonymous,” warns Crawford. “However, you might explain a type of management style that wasn’t ideal for you. And if you haven’t had a bad manager, don’t make one up. Let the hiring manager know that you honestly have gotten along with your previous managers, and focus on how you are able to work with different personality and management styles.”

FastCompany.com | August 22, 2018 | BY JILLIAN KRAMER—GLASSDOOR 5 MINUTE READ

#Leadership : #DecisionMaking – When #Managers Should be Fair and When they Should Challenge the Rules…Sometimes the Right Decision isn’t the Most Fair, But it Can be a Tricky Line to Toe.

August 22, 2018/in First Sun Blog/by First Sun Team

From early in life, we are attuned to the concept of fairness. As kids, if one child gets more candy than others, that is met with cries of, “That’s not fair!” And when we ascend to leadership roles, we often strive to be fair to the people who work for us.

But why do we care so much about fairness?

FAIRNESS VERSUS JUSTICE

Paul Woodruff, in his excellent book The Ajax Dilemma, points out that organizations have ideals they strive to uphold. One key ideal is justice, which is the idea that people should receive the outcomes they deserve for the actions they take and the contributions they make within the organization.

As it turns out, though, justice is hard to enforce, because there are no clear rules about how to relate behavior to outcomes. For example, we know it is wrong to kill another person, but the law has gradations for killing. Soldiers who kill in battle are rewarded for killing. People who kill in self-defense are not punished.

Those who kill accidentally are treated differently than those who intended to kill someone else. We even make a distinction between individuals who coldly calculate whether to kill another person versus those who kill in the heat of passion.

It is so hard to make these kinds of decisions that the legal system spends a lot of time and effort training judges to make distinctions and sets up courts of appeals so that the decision of one judge can be reviewed by others.

Most companies do not have the resources to ensure justice for their employees, so they substitute procedures designed to create reasonable outcomes. As Woodruff points out, these procedures are what he calls the doubles of ideals. They are procedures that resemble the ideal, but do not always lead to the same outcome.

In particular, most companies strive for fairness rather than justice. They create rules that apply equally to everyone and take a lot of the weight of decision making off managers.

The advantage of treating employees fairly as a manager is that it is easy to justify the decisions you make. You can point to the rule that you apply to make a decision, and then people dissatisfied with the outcome cannot blame you for the outcome. If they have a concern, they need to take it up with the people who created the rules rather than with you as enforcer of that rule.

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ENFORCING RULES AND QUESTIONING THEM

When you first take on a managerial role, it is useful to strive for fairness. Learning to navigate leadership positions is hard. There are many times in which procedures that seem to be wrong-headed have benefits downstream in the organization that may not be obvious from your vantage point. Enforcing the rules as given is a way to ensure that you do not make decisions that have unintended consequences.

At the same time, when there are procedures that don’t make sense to you, it is valuable to ask questions of the people above you. Find out why particular procedures have been put in place and what alternatives have been tried before.

The reason to both enforce rules and question them is that as you move higher in an organization’s hierarchy, you have to shift your emphasis from following rules to upholding ideals. Companies succeed not just by following the rules of a market, but by disrupting it. That disruption involves breaking the implicit rules of a market.

Similarly, the decisions you make about personnel in an organization have to become more just as you ascend higher in the ranks. You may identify stellar employees who have not yet paid their dues but deserve more responsibility anyhow. Elevating those individuals may not be fair, but it could be the right thing to do.

Many articles focus on the differences between leadership and management. There is no single factor that separates these concepts. One important difference, though, is that managers are typically bound to execute procedures that are the doubles of core ideals. Leaders must develop the wisdom to know when a particular procedure gets in the way of an ideal, and to make good decisions that fly in the face of easily executed procedures.

FastCompany.com | August 22, 2018 | BY ART MARKMAN 3 MINUTE READ

#CareerAdvice : #JobSearch – #Fired or #LaidOff ? Here’s How to Talk About it in your Next #Interview …It might Sound Scary, But There is a Way to Address Losing your Job Tactfully.

August 21, 2018/in First Sun Blog/by First Sun Team

Most of us want to build longevity when accepting a new position, with the hopes of sustaining long-term employment within the same organization. However, these aspirations can often conflict with the realities of the current job market.

I am not what has happened to me, I am what I choose to become—Carl Jung

When it’s our choice to leave an organization, discussing the terms of our departure can be tricky, but not necessarily an emotional burden. However, when a company makes the decision to part ways with you, talking about being fired or laid off can raise feelings of insecurity and stigmatization with new employers.

SITUATION 1: YOU’VE BEEN LAID OFF OR RESTRUCTURED OUT OF YOUR POSITION

Being “laid off” is often circumstantial, as business cycles and trends will dictate the workforce. Whether you’ve been laid off after three months or 30 years, the same principles still apply.

Be factual. If the facts are credible, you should be able to easily articulate them. “Don’t get too emotional, show frustration, or villainize anyone,” says Alan Zel of Zel Human Capital. Rather, focus on what you’ve learned from your past, and how you can apply that successfully to your future. Say something along these lines as a jumping points for your conversation:

“There was a restructure within the organization and unfortunately my role was impacted.”
“The business was going through changes and there was no longer enough work to sustain my position.”

Layoffs are an unfortunate reality beyond our control, and most hiring managers will be understanding of that.

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SITUATION 2: YOU’VE BEEN LET GO FOR PERFORMANCE ISSUES

Remember your own value. Don’t ruminate too hard about the past and the negatives. Go into your next interview with the mind-set that you still have something great to offer the new company. Treat this as a new opportunity and a fresh start, rather than an event that’s dragging you down.

Stay succinct. When the hiring manager asks why you left your job or why you were let go, keep this answer short, sweet, and to the point. If you don’t say anything too glaring, they likely won’t press too much on the topic. When you start going into too many details, “That’s when a lot of the negativity and justification comes out, and negativity taints an interview,” says Marina Byezhanova of Pronexia.

Practice self-awareness. If you were in sales and not hitting your numbers, you’ll have to communicate some self-awareness of why and how things would be different in your new role, says Byezhanova. Consider saying something like the following in an interview:

“Unfortunately, I couldn’t live and breathe the product line, and it made it difficult for me to translate the value to new customers. I now understand that kind of fit doesn’t work for me, and what I’m really interested in is ‘ABC’.”
“I did not have the right skill set to succeed in that kind of role, so now I’m considering opportunities that would play better to my strengths such as ‘ABC’.”

Whatever the issue, you must be able to explain the problem, highlight what you’ve learned, and assure the hiring manager that it won’t happen again.

In either situation, there is no benefit to speak ill of your past employer. You still need to come off as grateful for your opportunities and show that you left with strong relationships and a good attitude. Be careful with your language, as words can be a delicate yet powerful tool!

FastCompany.com | August 21, 2018 | BY STACY POLLACK—GLASSDOOR 4 MINUTE READ

#CareerAdvice : #JobChange – How to #SwitchCareers in Six Months or Less…Use these Steps to Learn How to Gather the #Skills, Resources, and Connections to Make a Meaningful #CareerMove within Months

August 20, 2018/in First Sun Blog/by First Sun Team

While the popular adage is true, sometimes the time spend and money send can get in the way of truly following a new path.

With technology, making a career change (within reason) has never been easier. Using tools like LinkedIn, Udemy, and, yes even YouTube, you can learn the skills of a trade and connect with the masters within it.

Use these steps to learn how to gather the skills, resources, and connections to make a meaningful career move within months (without incurring another wave of student debt!)

ASSESS YOUR CURRENT JOB AND YOUR SKILLS

Maybe you hate your current job. Maybe you’re simply nonplussed with the day to day work and you want something more. Maybe you actually like the function of your job, but dislike your current company. Whatever it is, make sure to identify the why of your desired career move before you take action.

From there, asses your best skills along with your passions. Perhaps you’ve been drafting press releases or doing ad-hoc social media work for your current company. Maybe you’ve done a little graphic work as needed outside of your otherwise administrative roles. Assess your interests and relative experience in order to determine your desired career direction.

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ACTIVATE YOUR CONNECTIONS

So you want to be a graphic designer? Awesome! You know those LinkedIn connections you made in college; the friend of a friend of a former coworker?

Rifle through these connections. You might be surprised what you find hiding in your own LinkedIn connections of Facebook friends. Speaking of friends, speak to them too. More often than not, someone will know someone who is open to talk to you.

Reach out to see if they’d be willing to meet with you. While they might not have a job hot and ready, it’s a perfect opportunity to ask a few questions over a coffee.

TAKE A CLASS

Unless you’re looking to become an anesthesiologist or a trial attorney, you can likely build your skill set without applying to graduate school.

There are boundless opportunities to learn things on the internet (we rounded a ton of them up here). Resources like Udemy, Coursera, and Alison offer hundreds of free classes—you can learn anything from project management to web design.

Even if you’re not looking to change your career (why are you reading this?) you should take advantage of these free classes. Heck, we all should learn about Probabilistic Graphical Models because, why not?

SEND SOME COLD EMAILS

This is my personal favorite thing to do, so approach with wary pessimism if you must.

Once you have a clear idea of the position you want and type of company you’d like to work for, considering reaching out the employees there. A personalized, well-researched cold email can be the perfect way to garner a new relationship.

You don’t have to come in too hot, revealing that you went 80 weeks deep into a CEO’s Instagram, but you can express a knowledgeable, thoughtful sentence or two. In addition, lay out your interest in the company and inquire as to whether they will be hiring for *your role* in the near future. If you see a gap in the team roster, you might even suggest the need for *your role* and why.

Consider sending out a few cold emails to your dream companies that might hold your dream future job. You can even reach out to employees at your dream company using LinkedIn! At best, you will manifest a miraculous job opening in your field. At worst, you will receive no reply.

MOVE WITHIN YOUR COMPANY OR INDUSTRY

If you love the company you are currently with, you might consider this option. Speak to your HR manager about the moves you’re thinking of making.

Before reaching out to HR or your manager, have a good case ready. If you’re looking to move from Sales to Graphic Design, have a good plan in place. Does the graphic design department have an opening? Is there a particular project that you can participate in on a trial basis? Would you be willing to train your replacement? Is there a possibility of a hybrid role?

If your current company is not responsive to your ideas, then consider making the move within your industry. Having a working knowledge of the business landscape within your particular industry is key. When applying to this new position in a new company, make sure to explain your career transition. Use your working knowledge of the industry as a tool to set you apart from the other candidate.

It’s never too late to make a career change. However, it is important to weigh your expectations when doing so. Typically, when making a complete change in your career, you will in effect “lose” some of your experience. This can translate to a lower salary than you’re used to receiving. So before making any huge moves, make sure to reevaluate your salary expectations.

Ultimately, we want you to feel fulfilled in your career. And if you know that it’s time for a transition, we support you in that. These tips will help you to begin your pursuit of a new industry, position, or company—whatever you decide your next move is.

Careercontessa.com | BY CAILEEN KEHAYAS | August 13, 2018

#CareerAdvice : #JobInterview – Really Want that Job? Don’t Make these Six Mistakes….Don’t Do What these Overeager Candidates Do.

August 20, 2018/in First Sun Blog/by First Sun Team

As in romantic relationships, hiring managers avoid an overeager suitor. You know the type–after one date or one conversation, they’re calling, texting, and wanting to see you every day in a constant attempt to convince you that they’re “the one.” Unfortunately, this only has the opposite effect. Desperation is relationship repellant, and that’s true when it comes to hiring as well.

If you want to avoid turning hiring managers off with an excessively keen attitude, make sure to fix these bad habits.

1. OVERSELLING YOUR STRENGTHS

Have you ever been to a department store where the salespeople keep trying to push the store credit card? With every “No, thanks” the salesperson gets, the more they list benefits and tell you how great the card is and why you’d be a fool to walk out without it. Interviews can go the same way. You have to sell your strengths without overselling.

The Fix: Ask strategic questions, listen, and treat the interview like a business meeting–which is what it is.

If the interviewer says, “We’re looking for someone who can expand our product market to Canada,” your response should consist of more than, “Sure, I can do that!” Go deeper. Ask about their strategic plan and the biggest issues they face as they try to accomplish the expansion.

You may not have the job yet, but offer suggestions as if you do. Tie the topic to an example from your own career, where you overcame a business expansion challenge. Give them specifics about the results you got.

By simply having a business conversation, you’re able to sell yourself without overselling. Remember, it’s not about you–it’s about the company’s needs. How can you solve their problem?

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2. TALKING TOO MUCH

When you give answers to questions you weren’t asked, or go on at length, you can ramble yourself right out of a job. Unfocused talk shows you don’t listen well and can’t answer a simple question. I get it: One topic often leads to another, and you get excited about the subject, but be careful. In addition to being rude, you can open yourself to questions you don’t want to answer.

The Fix: Trim the fat by practicing your answers ahead of time. Your interview isn’t a therapy session, and practice really does make perfect. With practice, you get your answers right and tight. Try to do a few mock interviews too, with a friend who will be honest with you when you get off track.

3. REVEALING YOUR STALKER TENDENCIES

It’s one thing to perform in-depth research on a company or interviewer, but it’s another to list all the ways you’ve stalked them online. Don’t get me wrong, I’m in favor of Googling companies and interviewers, but you have to keep it professional. Be careful not to get into their personal life.

The Fix: Don’t focus on personal pages during your interview prep. With Google, everything comes up, but in an interview, you have to avoid initiating topics that you found on non-business-related sites like personal social media pages. If the interviewer brings up a personal topic, don’t respond with something like, “Oh, yes, I saw your Facebook post about that!” Follow their lead.

4. SHOWING UP UNANNOUNCED

“We’ll be in touch” doesn’t mean “show up to the office unannounced to drop off materials and check in.” Once the interview is over, the last thing recruiters or hiring managers want to see is a candidate returning when they weren’t invited.

The Fix: This comes back to preparation. If you have prepared properly, there should be no need for additional materials. Leave the ball in their court. In your post-interview thank-you email, say you’re available if they need additional materials or information. That’s what’s expected. Don’t follow up multiple times, especially when you haven’t heard anything back the first time.

5. TAKING A CASUAL INTERVIEW ENVIRONMENT TOO FAR

The interviewer is not your friend and shouldn’t be treated as such. The best interviewers have a way of making you relaxed and comfortable, but be careful not to get relaxed to the point where you’re talking in a manner and tone that’s unprofessional. No matter how casual the environment, or how much rapport you have with the interviewer, keep it businesslike.

The Fix: Always remember that an interview is a business meeting, and don’t do or say anything that you wouldn’t in that context. Simple, right?

6. SAYING ‘YES!’ TO EVERYTHING

It’s tempting to think that saying “Yes” to everything the interviewer says gives you an advantage, but it doesn’t. When an employer is seeking new employees, they’re looking for fresh ideas, new insights and immediate impact. They’re not looking for people to agree with everything they say or maintain the status quo.

The Fix: Remember that they want to hear your ideas, and they’re not looking for cookie-cutter answers. They decided to call you for an interview because YOU had something they were looking for. Be yourself, and give them something only you can give!

Interviewing is hard enough. Don’t give interviewers a reason to eliminate you from the process before you’ve even had a chance to showcase your skills. But if you’ve got the right qualifications and can maintain a healthy balance between interested and overeager, you’ve got a great shot at scoring the job.

FastCompany.com | August 20, 2018 | BY NIYA ALLEN-VATEL–GLASSDOOR 4 MINUTE READ

#CareerAdvice : This is How you Should End your Four Most Common Work Conversations…Whether you’re in a #NetworkingConversation, an Exchange in the Corridor, #SalesCall, or #Email Chat, Here’s How to Tell your Listeners How you Want your Message to Be Acted Upon.

August 18, 2018/in First Sun Blog/by First Sun Team

Your “Closing” Should Open Doors. If you Want to Get People to Take Action and Do What you Want, This is What you Should Say.

We speak approximately 16,000 words a day. Ideally, we want our words and ideas to make a difference–particularly in the workplace. And for that to happen, our ideas must lead to action. We need to end our conversations with a call to action.

Don’t assume your goals will be clear. You need to end every conversation (whether written or spoken) by spelling out the actions you want taken. As I explain in my book Impromptu, “the call to action gives legs to your message by transforming an idea into actionable steps. In so doing, it makes your script an act of motivational leadership.”

Whether you’re in a networking conversation, an exchange in the corridor, sales call, or email chat, here’s how to tell your listeners how you want your message to be acted upon.

1.NETWORKING CONVERSATION

Networking conversations are the “bread and butter” of getting ahead in business. So get them right. Begin with a clear message–and follow through to the “ask.” Suppose you’re at a business conference, and you’re talking to an executive whose firm has advertised a to-die-for job. Approach this executive and begin a conversation with a clear message: You are interested in the position.

Once you’ve shared your background, your credentials, and your interest in the job, come out with your call to action. Say, “I’d love to work in your company, and I’d be delighted if you could connect me with the department head who oversees this hire.”

Too pushy? Not at all. People are willing to help those who have the confidence to ask. If you end the networking conversation with such a request, you’ll be on your way to an interview with that decision maker.

2. CORRIDOR CHAT

Another staple of business communications is the impromptu corridor chat. It can be a make or break situation–with much depending on the call to action. Let’s say your boss passes you in the corridor, and you glance at each other. Some of these encounters go nowhere. Your exchange could be: “How’s it going?” “Not Bad.”

But suppose your boss has just sat in on your presentation. As the two of you make eye contact in the corridor, say to her: “I know you heard my presentation, I’m very excited about the project.” That’s your message. But don’t stop there. Now that you have your boss’s ear, continue with a call to action. Say, “I’d like to talk with you about how we can bring more resources to this program. I have some ideas…. and would love to share them with you.” The boss replies, “Sure, set up the meeting.” Now you’re onto something bigger.

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3. SALES CALL

Talking to prospective customers can be daunting–I built a business over 30 years and the most challenging conversations were with new clients. Often I’d make my pitch on the phone. If I was lucky, and had a referral, I’d meet with them face to face.

The opening was friendly and far ranging. My message was always upbeat and inviting (“I’m glad to have this opportunity to discuss how our communications training might support you or your team.”) I’d probe with tons of questions; getting the client to talk about themselves was key–it warmed them up and gave me insight.

But the information I gleaned would not translate into business unless I had a call to action. If I felt the executive was ready to commit, I’d say, “So when do we start?” That bold statement showed my confidence. If I was less sure, my call to action would sound like this: “I know our executive program will make you into the inspiring communicator you want to be.” This is the presumptive close: I’m assuming the client will agree. If I was still less sure, I’d say, “It’s been a great conversation. What’s our next step?” In all three cases, I’d be suggesting action, and none of those actions was a “no.”

4. EMAIL CONVERSATION

Emails are also conversations that need to be handled with a clear message and call to action. Suppose you’ve written an email in which you outline a project–its scope, timelines, costs, and projected results. Your message is that this project will greatly help the recipient. But (unfortunately) you conclude “If you have any questions, do not hesitate to contact me.” How many times have we heard that call to action? Why introduce a negative in your call to action? Why presume your reader will have questions?

Instead, make your call to action positive and concrete. Say, “I’d like your approval to proceed.” Or, “I will move forward with the project, and keep you up to date on developments.” Remember: you won’t get buy-in, unless you ask for it clearly and strongly. So build a strong call to action into each e-mail you send. Say what you want–a meeting, approval, funding, a commitment of some kind. Don’t be shy.

Your “closing” should open doors, and move you onto the next step. Whatever your business conversation, your call to action is a key element in your communication. Make it positive and confident–if you do, your listeners and readers will feel more confident about you.

FastCompany.com | 8-17-18

#CareerAdvice : How to Prepare for the Three Most Common Types of #Negotiation at Work…Preparation is crucial no matter what you’re negotiating. But you Might Need to Adapt How you Prepare Depending on your Objective.

August 16, 2018/in First Sun Blog/by First Sun Team

There is one common component that can make or break any negotiation–research and preparation. It doesn’t matter whether you’re trying to make a convincing case for why you deserve a promotion, or whether you’re trying to convince your boss that you need more resources to complete the project that they assigned to your team.

However, how you gear up for that negotiation will probably differ case-by-case. You should quantify your achievements, for example, when you ask for a raise. But when you’re trying to tell your boss that you need hire an additional team member, you should focus on what you could achieve if given more resources.

Here are three common circumstances where you’ll probably find yourself negotiating at work, and how to prepare in each situation.

1. WHEN YOU GET A JOB OFFER

In most cases it’s in your best interest to negotiate when you get a job offer. As Camille Sweeney and Josh Gosfield previously wrote for Fast Company, many employers admit to lowballing initial offers because they anticipate that the candidate will try to negotiate. In 2011, an article in the Journal of Organizational Behavior found that those who do ask for more end up getting an additional $5,000 a year. That’s a lot of money when you think of how it can compound over the years for future earnings.

So how what kind groundwork do you need to get a better offer? Tracy Saunders, a former recruiter and the founder of the Women’s Job Search Network, tells Fast Company that when it comes to job offer negotiations, the most important thing is to gain as much understanding on that company as possible.

Find a trusted colleague, or someone who has formerly worked there and knows the ins and outs of how their compensation system works. If you don’t know anyone, Saunders suggests looking at sites like Quora or forums where people are talking to each other. She discourages candidates from relying too much on sites like Glassdoor or Payscale, just because the comments are not heavily monitored, and without background context, it’s hard to gauge how accurate the reviews are.

Ideally, you should already be doing this research during the interviewing process, says Lisa Gates, negotiation consultant and the cofounder of She Negotiates. You should be digging up everything you can about the company, Gates said. Look at whether they’ve been in the news, their pain points, and do a thorough background search on who will be interviewing you. Before you go into the negotiation, figure out how your past achievements and experience can help the company. Gates also recommends framing these things as a narrative (and have a few up your sleeve)–ideally that contains “crisis, drama, and resolution.”

Identify situations where you fixed something that was broken, says Gates. Ideally, that story should mirror potential situations you might face in your new role. When you communicate to the company your value in terms and language that they understand, it becomes easier to justify why you should be offered a higher salary (or any other terms you might want to ask for.)

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2. WHEN YOU’RE ASKING FOR A PROMOTION, OR NEGOTIATING ITS TERMS

It’s true that some companies have their own policies and rules when it comes to promotion–but according to Gates, she still believes that there is still a tendency for companies to see what they can get away with. This is why in a lot of instances, it’s on you, the employee, to make the case for why you deserve a title change and raise.

To an extent, the preparation for promotion conversations are similar to negotiating job offers. Gates tells Fast Company, “talk about the major things that you’ve done that point you in the direction for this process.” This means figuring out how your achievements translates to numbers. Of course, it would be ideal if you can point to an increase in revenue. However, if your job is not directly tied to that, there are other metrics you can use. Laura Breiman, Codecademy’s data science curriculumlead, told Fast Company in an email to think of data as “a common factor to turn your results into numbers.”

“Plan to give concrete examples of how your work has moved the business. Think about the things your boss is worrying about. Is it leads? revenue? site traffic? Hone in on one specific metric. As you work toward that goal, build the analysis that attributes your work to this number.”

Gates also emphasized that a “big piece” of that preparation should be “building your influence.” “You have to be networking with everyone you work with in your team and your department, but also managing up and finding out what people need. Let them who you are and what you’re doing. So many people do not do this and they think of it as glad-handing and self-promotion. Well if not you, then who?” When you build relationships with those “who have the ear of the decision maker,” for example, you also can get them to advocate on behalf of you.

Finally, Gates recommends that employees should see the negotiation process as transactional, and relational. It’s not about presenting your demands and not stopping until the other party concedes. It’s about making sure that both parties find a solution that meets both their demands.

3. WHEN YOU’RE ASKING SOMETHING YOU WANT/NEED AT WORK

When it comes to negotiating for resources–or even asking your boss for benefits like working remotely or flexible hours, Gates recommends viewing the negotiation prep like putting together a proposal. She tells Fast Company that one should say something along the lines of “I’d like to propose an idea that in order to accomplish this goal, we’re either going to have to do a and b.” She then suggests using that proposition as a brainstorming tool, and being open to other outcomes. “Don’t have it be carved in stone and say, this is the only way it can work,” she warns.

When you’re preparing the proposal, Gates encourages that you should present the benefits to the company the same way you’d make a case for the promotion. How much money will you save? How much more revenue will you bring? How will your productivity increase? How will this improve your company’s reputation in the market?

At the end of the day, “negotiation is really about value creation and problem solving,” Gates says. Prepare as much as possible in terms of arguing how your solution benefits the company, but “be prepared to improvise with the moving parts.” After all, you’ll be talking to human beings with their own emotions and agendas–and that comes with a level of unpredictability.

FastCompany.com | August 16, 2018 | BY ANISA PURBASARI HORTON 5 MINUTE READ

#CareerAdvice : #ResumeWriting – 10 #ResumeTips You Haven’t Heard Before..After All, #HiringManagers & #Recruiters Generally only Spend About 7 Seconds Reading your Resume Before Deciding Whether to Move Forward or Not.

August 15, 2018/in First Sun Blog/by First Sun Team

Having a well-crafted resume can be the key to getting your foot in the door at the company of your dreams. But figuring out how to make your resume fully representative of your experience and also stand out is easier said than done.

Don’t let this happen to you!

After all, hiring managers and recruiters generally only spend about 7 seconds reading your resume before deciding whether to move forward or not. Most people know the basics of how to put together a decent work history, but here are some tips you probably haven’t heard before that can help your resume stand up to the 7-second test.

1. Only include your address if it works in your favor.

If you’re applying to positions in the city or town you already live in, then go ahead and include your address. In this case, it lets the hiring manager know you’re already in the area and could theoretically start working right away.

But if you’re targeting jobs in another area and you’d need to move in order to start working, it’s probably a good idea to leave your current address off of your resume. Why? Recruiters are sometimes less excited to interview candidates from another city or state, since they often require relocation fees.

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2. Be a name dropper.

It may be poor form to drop names in everyday life, but you absolutely should do it on your resume. If you’ve worked with well-known clients or companies, go ahead and include them by name. Something like: “Closed deals with Google, Toyota and Bank of America” will get recruiters’ attention in no time flat.

3. Utilize your performance reviews.

You might not think to look to your annual review for resume material, but checking out the positive feedback you’ve received in years past can help you identify your most noteworthy accomplishments and best work attributes—two things that should definitely be highlighted on your resume. Including specific feedback you’ve received and goals you’ve met can help you avoid needing to use “fluff” to fill out your work experience.

4. Don’t go overboard with keywords.

Many companies and recruiters use keyword-scanning software as a tool to narrow the job applicant pool. For this reason, it’s important to include keywords from the job description in your resume—but don’t go overboard. Recruiters can spot “keyword stuffing” a mile away.

5. Use common sense email etiquette.

There are two types of email addresses you shouldn’t use on your resume or when applying to a job via email: your current work email address, or an overly personal or inappropriate email address, like loverguy22@gmail.com. Stick with something professional based on your name in order to make the best possible impression.

6. When it comes to skills, quality over quantity.

There’s no need to list skills that most people in the job market have (Think: Microsoft Office, email, Mac and PC proficient), which can make it look like you’re just trying to fill up space on the page. Keep your skills section short, and only include impactful skills that are relevant to the job you’re applying to.

7. Choose to share social accounts strategically.

Including links to social media accounts on a resume is becoming more and more common. But it’s important to distinguish between professional accounts—like a LinkedIn profile or Instagram account you manage for work—and non-professional ones, like your personal Twitter or Facebook account. While it might be tempting to include a personal account in order to show recruiters who you are, you’re better off only listing accounts that are professionally-focused. Save your winning personality for an in-person interview.

8. Use hobbies to your advantage.

Not all hobbies deserve a place on your resume, but some do. Hobbies that highlight positive personality qualities or skills that could benefit you on the job are worth including. For example, running marathons (shows discipline and determination) and blogging about something related to your field (shows creativity and genuine interest in your work) are hobbies that will cast you in the best possible light and might pique a recruiter’s interest.

9. Skip generic descriptors.

Hardworking, self-motivated, self-sufficient, proactive, and detail-oriented are all words you’ll find on most people’s resumes. But most job seekers are motivated and hardworking, so these traits don’t really set you apart from the rest of the applicant pool. Instead, focus on the specific skills and accomplishments that make you different from everyone else applying to the position.

10. Keep an accomplishment journal.

Keeping a log of your work accomplishments and positive feedback as they come up can make putting together or updating your resume significantly easier. Include as many details as possible so you don’t have to spend time tracking them down later.

GlassDoor.com | August 15, 2018 | Posted by Julia Malacoff

#CareerAdvice – 8 Sneaky #SalesTechniques to Try in Your Next #JobInterview . A #MustRead !

August 15, 2018/in First Sun Blog/by First Sun Team

When you think about it, closing a sales deal and scoring a job offer really aren’t that different from one another. In both cases, you have to identify the right contacts, thoughtfully reach out to them and convince them that you, above all others, are the right person to help them solve their problems.

The only difference is, while salespeople pitch prospects on a product or service, job seekers are pitching prospective companies on themselves as a candidate.

Given the parallels between the two, job seekers can learn a lot from salespeople. In fact, there are a number tips, tricks and best practices that have emerged in the sales world over the years that those in the market for a new job should keep in mind as they start submitting applications.

We reached out to a handful of sales and career experts for their favorite examples of sales techniques that can also be applied to the job search — try them out today to set yourself apart from the competition!

1. Do Your Homework

Whether you’re trying to sell a product or apply for a job, you need to take the time to do some research on the opportunity at hand first.

“No salesperson would ever call into a prospect without thoroughly researching the company and tailoring their approach. Your job search should be no different,” says Jeff Monaghan, Marketing Lead at staffing firm Akraya, Inc. “Your resume, cover letter and any emails you send should have content specific to the company and position you are applying for.”

Novice job seekers and salespeople often think this will take longer, but a generic mass blast will yield far less results than an informed, targeted approach.

“In my 20 years in the staffing business, I can tell you that you will get better results taking the time to customize 10 resumes and cover letters than submitting 30 that are generic. You might spend more time on the 10, but it will result in a shorter amount of overall time to land that perfect job,” Monaghan adds.

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2. Go to the Decision-Maker

Salespeople often talk about prospects in terms of gatekeepers versus decision-makers. Decision-makers are those who will have the ultimate say in whether or not they will purchase a product or service, while a gatekeeper is somebody who serves as an obstacle in the path to the decision-maker (think: an Executive Assistant compared to a CEO). In order to streamline the process, salespeople often try to reach out to the decision-makers from the get-go.

For job seekers, “recruiters are gatekeepers,” Monaghan says. Sure, they source and screen candidates, but they rarely have the final say in the hiring process. For that, you need to reach out to the hiring manager (or above).

“Figure out who runs the department of the job you are applying for and email them directly. Can’t figure out who that person is? Go even higher. Are you applying for a marketing position? Check the website to see who the VP of Marketing is and email them directly,” Monaghan advises. “Chrome extensions like Hunter will help you find email addresses. Just make sure your email is short and to the point and really showcases why you’d be a great fit. The VP will likely refer you to the manager. You have now been referred to the decision maker and are on your way.”

3. Use SPIN Selling

One strategy savvy salespeople use is the SPIN technique: (Situation, Problem, Implication, Needs-payoff). This is a way of engaging a prospect by identifying what their pain points are, and discussing how you can address them.

“SPIN selling is a proven sales methodology and is based off a comprehensive study of over 35,000 sales calls,” says life and career coach Nick Hatter. Hatter recommends that job seekers wishing to leverage this technique “ask the company what the situation is with the role, what are their key problems as a company and how those problems affect the company (eg. time, money, stress, etc.). Then ask them how the company could benefit if those problems could be solved. Finally, ask them that if you could help solve those problems, what would stop them from hiring you.”

4. Mirror Your Interviewer

One thing the best salespeople and the most effective job seekers have in common: they both prioritize building relationships with others. As the old saying goes, it’s not about what you know — it’s about who you know. One easy hack for developing an instant rapport with your interviewer is to “mirror” them.

“Mirroring is a technique in which one person actively adopts the behaviors and mannerisms of another person, attempting to become their mirror image. It is based on the premise that individuals subconsciously trust and like people that exhibit similar qualities,” says Mollie Moric, career advisor and hiring manager at ResumeGenius.

This isn’t to say you need to change your entire personality, but even something as small as mimicking an interviewer’s hand gesture or repeating a phrase you hear them say can earn you points.

“If done successfully, candidates form a bond with the interviewer that will make them more likely to be selected from a long list of interviewees. This is an especially helpful technique when candidates are looking for a way to stand out in a crowd of equally qualified and personable competitors,” Moric adds.

5. Compliment the Company

Another classic way of endearing yourself to a sales prospect is complimenting them. After all, people do business with who they like, and it’s pretty hard not to like someone who makes you feel good about yourself. However, you need to make sure it comes from a genuine place.

“Flattery really can sell — as long as it is sincere. Perhaps the company did an impressive project a few years ago, or maybe they have a high profile client or they have a prestigious award. Tell them how you’re really impressed by the company because of it, and what you loved about it,” Hatter recommends. “Directors, C-Level and founders love this kind of flattery, as they feel they can take some of the credit for it given they operate at such high levels. It also shows you’ve done your research on the company, and you’re not just applying for ‘yet another job,’ which makes them feel more special.”

6. Share Your Success Stories

Many companies with an active sales presence will highlight case studies on their websites to show prospects how they’ve been able to help similar clients in the past, which in turn allows prospects to envision how the company might be able to help them. As a job seeker, you won’t be expected to produce case studies, but you can share anecdotes that illustrate your prior success.

“Just as salespeople tell of how their product or service has solved a problem for X number of customers, or how it saved them on average X dollars per year, show how you have advanced company objectives for your previous employers and clients,” recommends Christopher K. Lee, career consultant and founder of Purpose Redeemed. “Tell stories, and where possible, quantify them to show the scale of your work. At the end of the day, most employers (indeed, most people) are risk-averse. You want to make them feel confident that hiring you is undoubtedly the right decision.”

7. Make It a Two-Way Conversation

Sure, companies want to get to know you — but you should also show that you want to get to know them.

“Top sales pros listen to their prospects more than they do talk at their prospects. Creating this conversational attribute is unlocked by informed curiosity and asking questions,” says Zac Kerr, VP of Business Development at Sales Rabbit.

This is especially important to keep in mind when your interviewer inevitably asks if you have any questions for them.

“Use online research to arrive at a few questions that are from your heart and mind, so when asked they are felt, not just heard. Then, when the interviewer responds, be ready to ask another question that unfolds or unpacks more detail about what they just said,” Kerr adds. “An easy method to quickly formulate questions on the fly as to ask a what, why, when how question, i.e. ‘What caused that to happen? Why did you feel that way? What did you do about it? How long did that last?’”

8. Follow Up

It might not be the most creative or fun task, but following up with a prospect can (and often does) mean the difference between radio silence and a successful sale — and the same is true for job seekers.

“Follow-up emails offer an opportunity for candidates to ensure their application has been received, thank an interviewer for their time, reiterate their enthusiasm for the role and restate what makes them an ideal candidate for the position,” Moric explains.

“There are two scenarios in which it is appropriate for a candidate to use follow-up correspondence to communicate with a hiring manager. The first is if a candidate has not received a response one week after a company has stopped accepting applications for the position. In this instance, the candidate should send a follow-up email confirming their application has been received and restating their interest in the position,” Moric continues. “Second, a candidate should send a follow-up correspondence within twenty-four hours of receiving an interview. In this instance, many hiring managers use follow-up correspondences after an interview (or lack thereof) as a way of actively assessing a candidate’s proactive work ethic.”

While there’s no universal way to guarantee that you get a job offer, there certainly are a number of things you can do to improve your odds. Who knows? Using these tried-and-true sales techniques might just help you get that much closer to your dream job.

GlassDoor.com | August 14, 2018 | Posted by Emily Moore

#CareerAdvice : #ChangingCareer – Considering a #CareerSwitch ? Here’s How to Write your #Résumé …Making the Decision to #ChangeCareers is a Huge Undertaking, so Here’s How to Make Sure you Get the Job you Want.

August 14, 2018/in First Sun Blog/by First Sun Team

Making the decision to change careers is a huge undertaking. Not only do you have to be willing to acquire new skills and step outside your comfort zone, but you also have to be able to sell your past experience to recruiters and hiring managers.

DO YOUR RESEARCH

“It’s critical to talk to those who are in the careers you want to go into to find out what they would want to see in a resume,” says Denise Riebman, a career development specialist. What are the hot terms in the field right now? The most in-demand skills and relevant knowledge? These are things you need to find out, then incorporate into your resume where you can.

HIGHLIGHT TRANSFERABLE SKILLS

“When you’re changing careers, it’s assumed that your recent work experience will not perfectly align with the role you’re now targeting,” says Amanda Augustine, career advice expert for TopResume. “To ensure your resume isn’t immediately trashed by the ‘bots’ or a recruiter, you need demonstrate that you possess the skills necessary to do the job well, even if this new job isn’t a natural next step after your previous role.”

That’s where transferable skills come in. “Some transferable skills are universal, regardless of the field: leadership, communication, analytical skills, and many others,” Augustine says. But to find industry-specific ones, you’ll want to conduct informational interviews and review the job descriptions you’re targeting. Look for commonalities between the postings, and you should get a good idea of what skills hiring managers are looking for.

“If you need help, create a word cloud out of the job descriptions using a site like Wordle to identify which skills are emphasized the most across multiple job postings,” Augustine suggests.

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SHOW, DON’T TELL

This is good advice for any resume, but it’s especially important for career changers. Why? Well, you’ll be able to not only highlight transferable skills, but also prove that you’re excellent at them.

“Use statistics and numbers to show concrete information about the value you bring,” recommends Dustin Polk, president and executive resume writer at Oracle Resumes. “Instead of just saying ‘developed and implemented innovative process improvements,’ say ‘increased operational efficiency and annual revenues by 13% by developing and implementing innovative process improvements.’ Show the value you bring, don’t just claim to bring it with nothing to back it up.”

LEARN THE LINGO

“Each industry has its own jargon–terminology, acronyms, and initialisms that only make sense to people who are familiar with the field,” Augustine says. “It’s your job to figure out how to translate your experience and past successes into terms that will resonate with your new target audience. Subscribe to industry-specific publications and follow their social media accounts, set up Google alerts for some of the major players in the space, and attend trade shows and other events that are relevant to your target field to gain this insight. Then update your resume accordingly.”

USE YOUR SPACE WISELY

“You don’t have unlimited space,” Polk points out. “You get one to two pages to fill with your most impressive accomplishments and qualifications.” Especially if you have a long job history in a previous career, this can be difficult to enforce.

“Many people will turn into a sort of hoarder when writing their resume,” Polk says. “You can’t fit 18 bullet points of details for a job you had in 2002. It’s barely relevant, and a busy hiring manager won’t read it. If they want extreme details on the things you’ve done, your resume has already done its job, and you’ll be getting a call for an interview. Keep it clear, concise, and as relevant to your new industry as possible.”

PUT EDUCATION IN THE RIGHT PLACE

Most resume advice tells you that once you’re a few years out of school, you should move your education down to the bottom of your resume. This is true for the most part, but there’s an important exception career changers may want to consider. “If you recently earned a degree relevant to your new field, place your education section before your experience section,” Polk recommends. “Make sure they see that new degree. If it came with a designation, put that with your name at the top of the page, i.e. ‘John Smith, MBA.’ ”

CHOOSE YOUR FORMAT WISELY

Sometimes, a functional resume–one that highlights skills above job history and is generally not chronological–is recommended for career changers, as it allows candidates to showcase what they choose. “While I strongly discourage professionals from using a functional resume format, some career changers find it easy to present their marketable skills in this structure,” Augustine says. “A word of caution: Recruiters despise this resume format and most applicant tracking systems (ATS) have difficulty reading and parsing your resume’s information when it’s presented this way.” That means you could automatically get rejected just for using the wrong resume format.

The consensus among experts? Stick with a chronological format, providing more or less detail for each job, depending on how transferable your responsibilities and accomplishments were.

REMEMBER THAT YOU’RE MORE THAN YOUR RESUME

Having a great resume is no doubt important, but when you’re a career changer, there are things that matter more. “Especially when you are making a career shift, connecting with people in the field through authentic relationship building can give you a leg up, so that someone is willing to take a chance on you–no matter what is on your resume,” Riebman points out.

FastCompany.com | August 14, 2018 | BY JULIA MALACOFF—GLASSDOOR 4 MINUTE READ