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Your #Career : Use this One-Paragraph #CoverLetter to land your next #JobInterview …Most #Recruiters just Skim Cover Letters, so Here’s How to Craft a Short and Effective One that Can be Read in 60 Seconds or Less.

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Cover letters are dead, or so we’ve been told. Many recruiters and hiring managers don’t even bother to read them, opting to skim resumes instead. But however their influence might be waning, plenty of people who are faced with making hiring decisions still rely on cover letters in order to size up candidates and determine who might be worth calling in for an interview.

So how can you make your cover letter as effective as possible? Make it short. Emily Liou, career happiness coach at CultiVitae, says you can probably boil your full-page cover letter down to a single paragraph (or two), without rehashing your resume. Here’s how.

Related: I Had Career Experts Make Over My Crappy Cover Letter

WHAT TO CUT

That formulaic opening line. “A big mistake I see candidates make,” Liou says, “is they start off very cookie cutter with the, “It’s with the utmost enthusiasm that I apply for this position. I am a great fit because . . . I bring years of . . .’” Not only do these openers waste precious space (and the hiring manager’s time), they instantly make candidates blend into the pack, when the whole point is to stand out.

All those basic “job skills” that aren’t really skills.“It seems as if everyone is detail-oriented, has strong communication skills, and is a fast learner,” Liou points out. Those descriptors have no place in a short, compelling cover letter. Chances are if it’s a meaningless buzzword on your resume or LinkedIn, it’s just as useless in your cover letter, too.

A chronological recap of your entire work experience. Don’t feel obligated to squeeze in a mention of every job you’ve ever held in the order you held them–it won’t do you or recruiters any favors. “Your resume is going to be reviewed first,” Liou says. “If the recruiter sees potential in your background, then they will read your cover letter.” So write your cover letter based on the premise that the reader is already familiar with the general outlines of your career trajectory.

Related:How To Write A Cover Letter That Doesn’t Just Recap Your Resume

 

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What Skill Sets do You have to be ‘Sharpened’ ?

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WHAT TO INCLUDE

One great thing you’d be able to do the week you start. “When writing a cover letter, it’s really important to get into the mind of your reader,” Liou explains. “The job description’s summary and main responsibilities often highlight what this successful candidate will be doing on a daily basis. Try to picture the role and ask yourself, ‘Why would I be able to immediately contribute to their team?’ In other words, be sure to highlight what specifically about your entire background and experiences sets you apart from other candidates.” Focus on productive, positive actions you’ll be able to take right away based on your current skills.

Tell a story. It can even be about them, not you. “Aim to capture their attention by telling them what about their product, service, or mission really drew you to apply for this role out of all the other similar positions out there,” Liou advises. Otherwise get autobiographical and offer an anecdote, she says. “If you have an interesting story or way you learned about the company, share this! People connect with stories and it will make your application memorable and unique.”

PUTTING IT TOGETHER

Can you fit all this into a single paragraph? Liou says it’s possible. She sketches it out like this, using a hypothetical job opening at Netflix by way of example (in her words):

  • Sentence 1: Strong opener that captures their attention: “Confession: I recently binged two full seasons of Narcos last weekend.”

  • Sentence 2: Explain why the company’s mission, product, service, etc. resonate with you so much: “As a film and TV enthusiast with a Netflix membership since 2013, I’m impressed with the user interface and features that are continuously released.”

  • Sentence 3: Share why you’re so passionate to see the company grow in the role: “I believe Netflix has disrupted the entire entertainment business, and I would appreciate an opportunity to provide bold recommendations backed with data in the data analyst opening.”

The next three to five sentences, Liou continues, “would then immediately dive into background and why you’re a match.” In her example, this is where you’d explain how you’d be able to start contributing to the organization right away–since you’ve already offered an anecdote in your first sentence.

You could hit “return” twice and start a new paragraph before sharing that, but you’ll still be left with a lean, clean cover letter that’s compelling to read. Which, of course, is exactly the point.

ABOUT THE AUTHOR

 

FastCompany.com | May 23, 2018 | Rich Bellis

Your #Career : 10 Tricky #InterviewQuestions & How to Answer #LikeABoss …Here are a Few of the Toughest Interview Questions ,and Advice for Blowing Them Out Of the Water.

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It’s the question that none of us want to be asked: “Why were you fired?”

You’re on the edge of your seat, heart pounding, beginning to sweat. You have only a few seconds before you need to formulate a response. How can you give an answer that both honestly explains the situation and still makes you look good?

To find out how to answer tricky questions like this one, and more, we sat down with Kerry Hannon, seasoned career expert and author of Love Your Job: The New Rules for Career Happiness.

“We know job interviews are incredibly nerve-wracking. You have total strangers grilling you, and they’re scary, and it can be intimidating,” says Hannon. “But you’ve got to have some chutzpah,” she adds.

Take a reflective, rather than a reactionary tone, Hannon advises. “Pause before you respond. Even repeat back the questions. Buy yourself some time to gather your response. Don’t just jump off with an answer… And then come out with a confident and calm response.”

Here are a few of the toughest interview questions, and Hannon’s advice for blowing them out of the water.

1. Why were you fired?

Getting fired is way more common than we might think, and that can be a comfort. “The most important thing to focus on is that for your own sanity. Realize that almost everybody has been fired at some point from a job. The interviewer has probably been down this road themselves,” says Hannon. She adds that this question might trigger an emotional reaction in you, even if you prepare for it, so it’s important to be careful, honest and brief. “Position that situation as a positive learning experience,” advises Hannon. She recommends talking about how your expectations for the job were different than what the reality of the job was.

Got Fired? Here’s How to Talk About It in Job Interviews

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. Tell me about a time when you had to work with a difficult person.

Once upon a time, Hannon says she had a very difficult boss, so it’s easy for her to relate to this question. “It was really challenging working with this individual, but what it taught me was empathy, because it made me think about what were his challenges right now.” Maybe he himself was working for a difficult boss, or was having his own struggles with the job, Hannon says. Instead of making a knee-jerk reaction and complaining, this is a time for introspection.

“You might say in your interview, it really taught me to take the time to find out what my boss was going through… and understand why we had this communication issue,” she counsels.

3. Why did you choose your profession?

Questions like this one aim to prompt you to show your passion and drive for your career — a time to give a full background of why you love what you do. “This is the time where you can tell your story. Interviewers love this. It gives them a peek into who you are, what kind of person you are, what kind of communicator you are, what sort of drive and motivation you have,” she says.

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

This is a tricky question because it can force you to reveal that you don’t plan on having a long-term career with the employer in question. Hannon advises against revealing this, and instead speaking more generally about the type of work environment you would like to see yourself in. “What I like to say is, ‘I imagine I’m going to be working alongside really smart, positive, enthusiastic people, who will encourage me, and who I’m learning new things from, and that I’m being creative,” she says. Additionally, speaking about the specifics of what type of job title and specific responsibilities you want isn’t always the best approach. “Rather, make it a really collaborative answer about [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][what] kind of work environment you hope you’re in and why,” Hannon adds.

5. What’s wrong with your past/current employer?

Hannon advises against going into detail on these questions — especially if those details are negative. “Be generic as possible, and stay away from real specifics here,” she counsels. “Negative things are never somewhere you want to go in an interview.”

11 Things to Never Say in an Interview, According to a Hiring Manager

6. Tell me about the worst manager you ever had.

This question is not about throwing your old manager under the bus, but rather reflecting on what you learned from working with them. The phrase “my worst boss taught me…” is one Hannon mentions as being a good way to frame a difficult experience you had with a manager. “It’s all about taking the high road and being gracious in many ways,” she says.

7. What’s the worst job you ever had?

Again, the blame game is never a good interview strategy. Hannon recommends saying something like: “the job wasn’t quite right because there was a lack of opportunity that I thought might have been there, but didn’t see.” Neither is blaming the “bad job” on your former manager, coworkers and company, or yourself. “Refocus and reframe it, but try to move on as quickly as you can,” adds Hannon.

8. What attributes do you have that will support you in this role?

Hannon recommends answering this question in the context of why you have enthusiasm for your broader career. In talking about what about the job excites you, explain how you’ve specifically worked towards being good at it. “If there’s a profession you really love, you can just really fire up and say … that’s why I developed x, y, and z skills. That gives you the chance to zoom, to show your excitement, energy and passion,” she says.

9. Why did you leave your last job?

If you’ve left your last job and are looking for a new one, chances are it wasn’t quite satisfactory. But there’s no need to talk about the negatives of the job or the company. “It’s always reframing it into what you learned from that experience, not why it was a bad thing,” says Hannon. “Don’t blame them, and don’t blame yourself, just say it wasn’t a good fit,” she continues.

How to Find a Job You’ll Want to Stay at for Good

10. Do you have any questions for me?

“You need to be asking them tough questions,” says Hannon. It is through these questions that you can figure out whether or not the company is a good fit for you. In addition, the questions you ask can be a means to show that you have thoughtfully researched the company. Don’t ask questions that you can find the answers to on their website, but questions that show a deeper level of thinking, like “What is your long-term vision for the company,” “what are the biggest challenges your team is facing” or “what does it take to be successful here?”

 

GlassDoor.com |  | Posted by 

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#Leadership : 15 Questions to Ask every #JobCandidate for #ManagerialRoles …When it comes to #ManagerialCandidates , you Need to Ask More than What You would Ask Prospective Front-Line Employees.

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Interviewing a potential manager is different from questioning a front-line office worker. The manager will be supervising, mentoring, guiding, shaping, and evaluating their employee at various times in the relationship. They also have a finger on the pulse of culture, if they’re doing their job well, and a vision toward the future.

Moreover, bottom line accountability often rolls up to them.

The following 15 questions can help identify characteristics, traits, information, knowledge, and behavior patterns that will help you learn if the next management candidate is a fit for your company’s goals.

Related:Five things I’ve learned as a new manager at Google 

QUESTION 1: HOW WOULD YOU DESCRIBE THE CULTURE IN YOUR DEPARTMENT/DIVISION/BUSINESS UNIT? WHY?

Why it works: The manager’s reflectiveness (or lack thereof) in responding to this question will indicate whether they are indeed in touch with the idea of building a great culture or have been so busy in the weeds of the day to day that culture hasn’t been a priority.

As a follow-up, ask …

QUESTION 2: HOW WOULD YOUR EMPLOYEES DESCRIBE THE CULTURE IN YOUR DEPARTMENT/DIVISION/BUSINESS UNIT? WHY?

Why it works: Similarly, if the manager is stumped or slow to respond, it might be they haven’t given this topic much thought. However, if they are quick to reveal, with enthusiasm, that the individuals on their team would espouse a positive, empowerment culture where they are safe to express opinions and take calculated risks, for example, then you probably are interviewing a manager who gets the importance of shaping a meaningful and employee-centered culture.

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What Skill Sets do You have to be ‘Sharpened’ ?

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QUESTION 3: WHAT WAS ONE OF THE MOST DIFFICULT TO ACHIEVE, BUT GRATIFYING MILESTONES IN YOUR CAREER?

Why it works: The answer to this question will help determine what motivates this management candidate in their career, what it is that gives them a sense of growth and satisfaction. This is helpful in assessing whether the candidate will sustain satisfaction in the particular environment for which you are assessing them.

QUESTION 4: WHAT WOULD YOUR HIGHEST PERFORMING EMPLOYEE SAY ABOUT YOU?

QUESTION 5: WHAT WOULD YOUR MOST STRUGGLING EMPLOYEE SAY ABOUT YOU?

Why these 2 questions work: In both the above instances, there is fertile opportunity to unearth how in touch the manager is with their employees’ development, successes, opportunities to improve, etc. It would provide insight into their mentoring and coaching skills, as well as empathy.

Related:This is the link between employee motivation and their manager’s mental state 

QUESTION 6: TELL ME ABOUT A TIME WHEN YOU HAD A MAJOR OBJECTIVE TO ACHIEVE UNDER A TIGHT TIME CONSTRAINT, LEAN BUDGET, AND WITH FEWER PEOPLE THAN TYPICALLY WOULD SUPPORT THE GOAL?

Why it works: This question homes in on the core value of a manager–their ability to manage, allocate, and leverage resources (people, time, money). It also speaks to their flexibility in handling imperfect scenarios, successfully.

QUESTION 7: IN YOUR MOST RECENT ROLE, WHAT WAS YOUR OVERARCHING IMPACT? I.E., HOW DID YOU HELP THE COMPANY GROW, GAIN MARKET SHARE, INCREASE CLIENT BASE, IMPROVE PROFITABILITY?

This question ferrets out the manager’s bottom-line impact, and can be followed with …

QUESTION 8: WHAT ARE 2-3 KEY ACHIEVEMENTS THAT LED TO THE OVERARCHING IMPACT?

Why these 2 questions work: Ask the candidate to answer questions 7 and 8 for their past 2-3 positions, to help uncover a theme.

QUESTION 9: WHOM HAVE YOU PROMOTED, AND WHY? DO YOU HAVE A PROCESS FOR MENTORING AND DEVELOPING YOUR EMPLOYEES?

Why it works: Again, this speaks to their people management, coaching, and mentoring skills and ability to respond to their team members’ needs and goals.

QUESTION 10: WHAT WAS THE BIGGEST FAILURE YOU HAD IN YOUR MOST RECENT ROLE? HOW DID YOU RESPOND TO THE SITUATION? WHAT DID YOU LEARN?

Why it works: This question will help identify the manager’s capacity to admit mistakes, and mostly how they respond to and learn from them, imperative to their long-term success.

QUESTION 11: WHAT WAS YOUR BIGGEST TAKEAWAY FROM YOUR LAST 3 ROLES? WHY WILL IT MATTER TO ME (THE HIRING COMPANY)?

Why it works: Not only will this question provide insight as to specific skills, etc. the manager has gained along their career journey, but it also will reveal how they are able to connect the dots with their go-forward goals, and specifically, how that will add value to your organization.

QUESTION 12: HOW WOULD YOU DESCRIBE YOUR MANAGEMENT STYLE?

Why it works: This question gets to the heart of the candidate. Where do their words focus: on the employees/teams; on the company; on themselves; equally divided among the three? Are they hands-on; hands-off; a mix of the two; concerned about building a happy place to work; etc.?

QUESTION 13: HOW WOULD YOUR EMPLOYEES DESCRIBE YOUR MANAGEMENT STYLE?

Why it works: It is interesting and beneficial to see how in-sync the answers to questions 12 and 13 are.

Related:6 habits of creative managers 

QUESTION 14: TELL ME ABOUT A TIME WHEN YOU ACHIEVED A BREAKTHROUGH RESULT THAT IS NOT DIRECTLY QUANTIFIABLE BUT WHICH HAS HAD A MONUMENTAL IMPACT ON THE COMPANY’S GOALS?

Why it works: While this is a bit of a brainteaser, the ultimate goal is to unleash the candidate’s creative juices beyond proving their bottom-line value. For example, perhaps the interviewing company has ambitions to break out into a more visible force in the community, beyond being a service or widget provider. If the candidate is able to share stories where they expanded the visibility and presence in a community service sort of way, (beyond the bottom line), then they would be showing how they could fulfill a particular need the hiring company wants to satisfy.

QUESTION 15. WHAT IS YOUR FAVORITE TECHNOLOGY AND/OR DIGITAL TOOL, AND WHY? HOW HAS IT SUPPORTED YOUR GOALS AS A MANAGER?

Why it works: With today’s ever-evolving technology landscape, including AI, social media, etc., it is important to assess a manager’s touchpoints in these areas.

FastCompany.com | BY JACQUI BARRETT-POINDEXTER—GLASSDOOR | 4 MINUTEREAD

Your #Career : 5 Ways to Take Your #JobSearch to the Next Level… There’s No Shortage of Great #CareerAdvice , But One of the Most Powerful Resources you can Tap is Somebody Who Recently Landed a Job Themselves.

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For one, they’ll have a more accurate view of the labor market. (For example: Ever had a grandparent tell you that the best way to get a job is to walk right into the office and ask for one? Not exactly the case anymore.) But for another, the fact that they’ve managed to break through and score a job means that they usually have insight into how you can do the same.

 

To get some of these invaluable tips, we reached out to Katherine L. from Denver, who found a job on Glassdoor last summer and has been thriving at her new company. Here are five of her tips on how you can take your job search to new heights in order to land your dream role.

Tip #1: Use Job Alerts

It’s no secret that the job hunt can be a slog, so any time you can automate part of the process, you should. If you’re tired of scrolling through job listings to find the right match, you might want to create a job alert. Job alerts do the heavy lifting for you when it comes to finding the job that’s right for you. Just enter the job title you’re looking for, the location you’re targeting and your email address, and you’ll get personalized job search results delivered to your inbox daily.

“I had a saved, filtered search on Glassdoor and I got emails with jobs in travel and tourism that I might be interested in. I saw listings for my current company and thought, ‘I have to check it out — I keep getting recommended jobs from there.’ Once I did, I thought the company looked super cool,” Katherine said.

Find Jobs Near You  
Katherine9

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What Skill Sets do You have to be ‘Sharpened’ ?

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Tip #2: Look for Jobs That Align With Your Interests

A lot of folks feel pressured to find a new job ASAP, whether out of financial need after a long period of unemployment or a desire to leave a toxic environment. But if you can take a little bit of extra time to find a job and company that you’re really passionate about — not just one that will pay the bills — it’ll likely pay off in the long run.

Katherine had always been passionate about travel and tourism, and was, in fact, on a career break traveling southeast Asia when she first started searching for jobs on Glassdoor. For her next opportunity, she became increasingly convinced that she wanted to marry her interests with her 9-to-5.

“What really drew me to my current company was the fact that I’m very passionate about travel and hospitality… We do vacation rental management, so we essentially help people earn their maximum possible vacation rental income, so it fit into my whole career curve,” Katherine said.

Tip #3: Research Everything You Can About a Company

Learning as much as you possibly can about a company before you apply will help you decide whether or not it’s right for you. Plus, research shows that nearly nine in ten hiring decision makers(88 percent) agree that an informed candidate is a quality candidate (Source: Aptitude Research Partners, 2017).

Katherine relied heavily on Glassdoor to scope out the companies she was applying to.

“Other sites may provide a job description, but I just love how Glassdoor has reviews, too. They’re very candid, and people don’t hold back. I really appreciate that — it lets you hear the good and the bad,” she said. “I felt the information I came across was very reflective of how it actually is now — I knew what I was getting myself into, rather than being thrown off guard.”

A few other things Katherine recommended looking into were benefits, company photos and, of course, salaries.

“Sometimes, I would see jobs and think, ‘Oh, that’s a really great opportunity!’ But then once I saw the salary, I realized that it actually wasn’t practical for where I am now. Rather than getting yourself all the way to the end of the process and realizing it’s not going to work for you, Glassdoor lets you set opportunities aside in the beginning,” Katherine said. “With Glassdoor, you get the actual jobs, reviews, salaries and benefits all in one spot.”

Tip #4: Discover Which Questions Interviewers Ask

One of the best features on Glassdoor is the interview reviews section. Using this tool, you can explore individual companies to see how difficult their interviews are, whether candidates have had a positive or negative experience, how often candidates tend to accept offers and even which questions recruiters and hiring managers at that company ask. For example, a recently-hired Senior Recruiter at Glassdoor reported that they were asked questions like “Tell me about a time you had to work with a difficult manager?” and “What makes you a great recruiter?”

You can also enter the name of the position you’ll be interviewing for to see which questions candidates for those roles are typically asked. Someone interviewing for an Executive Assistant position could be asked “What’s the toughest job you’ve held so far and why?” or “Describe a time when you had to manage up.”

This was a feature that Katherine made sure to leverage before heading into her job interview.

“I was definitely all over the interview reviews just so I could see what to expect and give myself an idea of what I needed to focus on,” she shared.

How to Answer the 50 Most Common Interview Questions

Tip #5: Remember — Once You’re Hired, the Work’s Not Over

Even if you nail the interview and land the job, as Katherine did, you can’t rest on your laurels just yet. All of the information you’ve gathered in the research phase and interview process should all be leveraged to help you thrive once you actually start the job. To really wow your new colleagues, take everything you’ve learned about what the expectations for the role are, what success looks like at the company and how you can most effectively collaborate with your coworkers and use it to become a star employee.

Katherine, for one, was able to put all the knowledge she gathered to good use and in just under a year, she was promoted to a new title and a new team.

“It’s neat to see how coming across my initial job on Glassdoor has led to further career opportunities at my current company,” Katherine said. “Thanks to Glassdoor, my current role is by far the best fit I’ve had in my professional career.”

GlassDoor.com |   | Posted by 

Your #Career : These Are 5 Beliefs You Need To Ditch When You’re #JobHunting …When the Going gets Tough, it’s Easy to Succumb to Negative Thoughts. But Try your Best to Get over These Mentalities that Can be Detrimental to your Job Hunt.

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We all have different filters through which we see the world that influence our attitudes and behaviors. One filter that is common to many is that of the “victim.” When circumstances become challenging, we sometimes use this “victim filter,” to ease certain ego bruises we experience. This filter leads us to feel victimized by events perceived to be beyond our control.

When going through the interview process, we subject ourselves to all kinds of vulnerabilities that may compel us to play the victim card. This kind of mentality can be especially detrimental when it manifests during a job hunt.

As a candidate, it’s your job to ensure that:

  1. You’re able to articulate yourself professionally and sell your experiences
  2. Your professional documents tell a clear and formatted story
  3. You’re prepared for each interview

If you can’t check these boxes, then there’s work to be done beyond adjusting your attitude. However, if you’re confident that you’ve met the criteria discussed above, and you’re still experiencing interview rejection, it’s important to counter the negative thoughts that may result. Let’s examine some common victim mentalities.

Related:4 Common Assumptions That Kill Your Job Search Before It Even Starts

1. “IF A PERSON I REACH OUT TO FORGETS TO FOLLOW UP, THEY MUST NOT WANT TO HELP”

People are usually well-intentioned and willing to help. Before assuming that someone has dropped off the face of the earth to avoid helping you, consider that they may have simply forgotten, or your approach didn’t work! People get inundated with messages all day, so it’s your job to be thoughtful about standing out.

Consider the following strategies before writing a person off:

  1. Take the initiative to follow up and nurture your leads
  2. When reaching out to someone for networking purposes, remember to ask for advice, not a job
  3. Refine and retry your messaging–a/b test your strategies to see what works

Reframe your thoughts to, “This person forgot to get back to me, but it’s my job to follow up and make a great impression.”

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What Skill Sets do You have to be ‘Sharpened’ ?

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2. “I DON’T HAVE THE RIGHT EXPERIENCE, SO I WON’T BOTHER APPLYING”

Job descriptions often set out a wish list of qualities required of candidates that are more aspirational than mandatory. Though you might not have the years of experience, your skill set might nonetheless still fit the bill for a given position. Less experience also means a lower pay grade, which can be an advantage for an organization.

Break the job description down into tasks, and if you feel you could succeed in each area, don’t hesitate to apply.

Reframe your thoughts to, “I can’t change my work experience, but if I get rejected at least I went for it!”

Related:Recent Grad With No Job? Here Are 7 Strategies To Get Hired Faster 

3. “JOB HUNTING IS HARD FOR SOMEONE LIKE ME”

Whether you’ve been laid off, fired, or left a job, it’s tempting to think that you’re the only one struggling. You need to acknowledge that job hunting is hard for everyone; and you can’t pretend that there won’t be rejection involved. “You’ll need to build the confidence to move on from setbacks and get back on the horse,” says Work & Life Coach Minda Miloff. It’s important to fill your life with meaningful hobbies and projects, so when a challenge presents itself in one area, your confidence remains intact!

Reframe your thoughts to, “Job hunting is hard for everyone. I will show empathy and help those in their job search whenever I can.”

Related:What You Can Look Forward To After Giving Up On Your “Dream Job” 

4. “I’VE BEEN REJECTED FROM SO MANY JOBS–IT’S NOT FAIR!”

When an organization makes a choice about who gets the job, the decision may not always be based on criteria that is transparent to you. Though the outcome might not be what you hoped, there is always something to learn and a tangible skill to be gained through each interview, says Miloff. Assume that the competition is stiff, and you can’t predict how things will unfold. Focus on what you can learn from each interview, and use that to drive yourself forward.

Reframe your thought to, “I’ve been rejected from so many jobs, but I’ve learned from each rejection, and I know that all it takes is one person to say yes.”

Related:One LinkedIn Employee’s Insider Tips For Job Searching On The Sly 

5. “I’M NEVER GOING TO LAND THE JOB I WANT”

While you need to project the confidence that you’ll be successful, it’s important to monitor your expectations and be realistic that there is a chance things won’t work out. Interviews should be viewed as a performance about “delivering the best of who you are on the spot,” says Miloff. At some point, you have to say, “I did my best,” and that’s a helpful countermeasure to feeling knocked down.

Reframe your thoughts to, “I will land the right job eventually. I accept that it might take time, commitment, and grit on my behalf.”

It’s normal to indulge in some necessary pity parties. However, career development requires mental toughness, strength to recover, and self-awareness to recognize your own weaknesses or alternatives for why things didn’t work out. Rejection is an unavoidable part of the process, and so the quicker you learn to bounce back and re-strategize, the more success you’ll find!

 

FastCompany.com | May 3, 2018 | BY STACY POLLACK—GLASSDOOR 4 MINUTE READ

Your #Career : Critical #JobSearch Technique- How to Land an #InformationalInterview …Here’s How and Why to Set one Up, Plus What to Do Once you’ve Actually Landed the Meeting.

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Many people see informational interviews as tricky. What are they for, really? They’re definitely for gathering information about a certain industry, job role or career path, but they’re also valuable in helping you get a job. Not only can they inform your job hunt with insider information in a way that the internet sometimes just can’t, but they also can lead to job opportunities that are only available for those who are “in-network,” so to speak.

Here’s how and why to set one up, plus what to do once you’ve actually landed the meeting.

1. Understand the Benefits

Informational interviews can be used as a crucial component of any job search mainly because they provide an opportunity to build relationships with networking contacts. “Unfortunately, informational interviews tend to be underutilized by many job candidates because their effectiveness in leading to a job is not always so apparent,” explains Richard Orbé-Austin, Ph.D., of Dynamic Transitions Psychological Consulting, LLP. That is, the results of informational interviews aren’t always direct or immediate. But they can lead to positions in what experts call the “hidden job market.”

“I have often seen opportunities created when there is a great connection made between the interviewer and interviewee, or the interviewee happens to fit a skill set that is needed in the organization,” Orbé-Austin says. So don’t think of informational interviews as simply exploratory; take them seriously and be aware that they sometimes also lead to new employment opportunities.

How to Ace Your Next Informational Interview

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2. Start With Your Network

One thing candidates often struggle with is who to ask for an informational interview. To put it simply, you should start with the people you know. “If you are in college or more junior in your career, ask your family and family friends to help connect you,” suggests Lori Scherwin, founder of StrategizeThat. “As you get more senior, leverage current colleagues, former colleagues and others up and down the value chain of the industry you are looking to get into.”

If you want to reach out to someone but don’t know them directly, try to have a mutual contact introduce you. “Cold emails are possible, but your ‘hit rate’ goes up if you get an introduction,” Scherwin says.

Lastly, don’t be shy. “All too often, people don’t reach out — when they have so many people who could help them — out of fear of looking uninformed, desperate or needy,” Scherwin notes. “But more often than not, these fears are unfounded. People actually enjoy helping others, and it’s likely that the person you want to talk to has used that approach in their career as well.”

3. Respect Their Time When Making Your Ask

When reaching out to someone for an informational interview (regardless of whether you’re cold emailing or someone has connected you), there are a few important guidelines to follow. “You want to always keep the email brief, make a connection apparent (be specific about who referred you to him/her or what you have in common and why you are reaching out), be respectful (address them by their title unless told otherwise) and be specific that the ask is for an informational meeting of 15 to 20 minutes,” Orbé-Austin advises.

In other words, acknowledge that this person is not a career counselor, and that they would be doing you a favor by meeting with you. By keeping your contact with them short and to-the-point, you’re setting the tone for the entire conversation. Carry that tone through to the actual meeting by arriving early and not taking up more than the allotted amount of time, Orbé-Austin recommends.

4. Don’t Go in Cold

Just like a job interview, you need to do some prep work for an informational interview. “First and foremost, figure out what you are hoping to accomplish,” says Natalie Ledbetter, VP of People Operations at Stash. What do you want to learn in this meeting? “From there, come to the table with questions and a very solid understanding of the business, products and services that the company offers.” Your questions should be thoughtful and reference projects and news you’ve read about the company to show genuine interest, she says.

Make sure your questions are specific, too. “There is nothing worse than wasting someone’s time who is trying to help you,” Scherwin says. “Don’t show up and say ‘okay, tell me everything.’ Have targeted questions, and do your homework.”

What to Look for When Researching a Company: A Complete Checklist

5. Establish a Relationship

During the actual interview, don’t just ask questions and wait for responses. “Focus on more than just content; use the time to build a relationship,” Scherwin recommends. “While you are there asking questions, you still have the opportunity to make a great impression through your professionalism.” If you see an opportunity to contribute your expertise to the conversation, and you have the relevant experience to back up your comments, go for it.

That being said, don’t ask for a job right off the bat or treat the interview like a sales pitch. “If you establish a strong connection, an opportunity might unfold, but you are there to learn, not position yourself. That might be an end goal of yours, but be careful about turning an informational interview into a job referralor request.”

6. Remember: Relationships Go Two Ways

“As you are listening — particularly if you are more senior in your career — think about how you can give back,” Scherwin says. “Ask how you can help the person you are meeting with. Actively listen to what they tell you, and instead of just thinking about how the info affects you, think about how your background fits in with what they are saying, how you could be a valuable person for them to stay in touch with going forward or someone in your network you want to introduce them to.”

There’s no need to force it, but be mindful of the fact that the best relationships are two-way streets. “Bottom line: Treat this informational interview as relationship building rather than just information gathering. It’s both.”

7. Leave the Interview With Next Steps in Place

This is the key to making your informational interview useful. “Set yourself up for success by ensuring you leave that meeting with a next step already in place so you have a reason to follow up. Create it,” Scherwin says. Maybe it’s an introduction to someone else based on something from your conversation that you want to learn more about, or perhaps it’s talking to someone else on their team about their role. Maybe it’s even asking for their advice about what skills to develop to land a role at their company.

However you do it, the takeaway is the same: “Do not leave that meeting without a follow-up in place, already knowing the next reason for you to reach out.” As an added bonus, it creates a reason to write a thank-you note or email that doesn’t feel forced, which can then naturally turn into a longer, ongoing conversation.

GlassDoor.com |  | Posted by 

Your #Career : Are You Prepared for Your #JobInterview ? Don’t Say Yes Before Reading This….We’ve Simplified your Prep Work into Eight Foolproof Steps, So you can Walk into the #Interview Armed with the Information and Confidence you Need to Seal the Deal.

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Getting ready for a big job interview can be stressful, and the best thing you can do to calm your nerves is to ensure you’re adequately prepared. Improvising responses and questions on the spot works for some people, but there’s no reason to leave it up to chance, especially if you have your heart set on a new gig.

We’ve simplified your prep work into eight foolproof steps, so you can walk into the interview armed with the information and confidence you need to seal the deal.

Step 1: Get Acquainted With the Basics

If you haven’t done so already, look up the company you’re interviewing with on Glassdoor to get an idea of what they do, how big the company is, who their competitors are and what their business model is. How do they make money? What’s their core mission? What are their corporate values? You should be able to answer all these questions before heading into an interview with them.

What to Look for When Researching a Company: A Complete Checklist

Step 2: Research Your Interviewers

If you know who you’ll be meeting with, look them up and learn about their professional background. Find out what their role at the company entails in as much detail as you can, as well as what previous positions they may have held. This will help you ask more intelligent, insightful questions during the interview, showing that you’re an informed candidate.

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Step 3: Get Your Q&As Straight

On that note, come prepared with a few thoughtful questions for each interviewer so that you don’t feel pressured to think of them spontaneously. It’s also a good idea to review commonly asked interview questions, and consider what your answers would be. You can also check out the company’s Glassdoor interviews page to see what previous interviewees have been asked.

Step 4: Practice Makes Perfect

After you’ve done the prep work, rehearse your responses to questions you anticipate being asked, either by writing them out or having a friend or family member ask them. There’s no need to memorize a script, but practicing can help ensure you feel comfortable talking about your experience, skills, challenges and insights.

Step 5: Pack Your Bag and Plan Your Outfit

Get prepared with a professional-looking bag or backpack packed with copies of your resume, your portfolio, a notebook, a pen and anything else you think you might need for the interview.

Pick out what you’ll wear at least a day ahead of time, so you don’t have to worry about it the morning of. If you’re not sure what to wear, check out photos of the office on Glassdoor or the company’s website, then dress yourself a step above whatever you see online. For example, if everyone seems to wear jeans and T-shirts to the office, you definitely don’t want to show up in a suit, but perhaps you’d want to wear a nice pair of dress pants and a button-down shirt. This shows respect for the formality of an interview, but helps you avoid looking overdressed and out of place.

6 Perfect Interview Outfits for Every Occasion

Step 7: Plan Your Route

If you’re heading into the office for an in-person meeting, make sure you have your route and method of transport mapped out. If you’ve never been to the area where the interview is before, you can even do a test run to see how long it will take you to get there. On the day of, be sure to add in buffer time in case of traffic, slow train service or other delays. If applicable, be sure you have also thought through how you’ll deal with stepping away from your current job duties should the interview occur during your normal work hours.

Step 8: Eat, Sleep and Relax

Getting enough sleep and eating well in the days leading up to your interview is crucial when it comes to being at the top of your game. It’s normal to be nervous before a big meeting, but don’t let that stop you from getting good shuteye the night before and some high quality, nutritious meals beforehand.

If you’re struggling to get to that calm, focused state of mind that allows you to make the best possible impression, try whatever relaxation techniques usually work for you, whether it’s meditating, listening to a podcast, watching your favorite TV show or fitting in a high-intensity workout.

Now go out there and crush your interview!

Glassdoor.com |  | Posted by 

Your #Career : How To Sell Yourself For A Job When You’re #Overqualified …Sometimes Being Too Experienced can Work Against You. Here’s What you Can Do to Prevent that from Happening.

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When it comes to job searching, we often hear how difficult it can be for recent graduates, who are somehow expected to have years of experience straight out of school, to even be considered for an entry-level position. What happens when the situation is reversed, and your years of experience begin to work against you? How can job seekers set themselves up for success when recruiters keep telling them they are overqualified for positions they’re interested in?

Hiring managers might challenge you by saying you’ll be bored and leave for a better-suited position, or your compensation expectations won’t be met.

In these situations, your context will influence your course of action. Let’s examine what you can do when you’re considered to be overqualified.

Related:Why The Next Person You Hire Should Be Overqualified

Here, you must explain your motivation for applying to a position that you might seem “overqualified” for on paper. Highlight “how the organization can benefit from your experience, and how taking this position can advance your own skill set,” says Alan Zelnicker, executive recruiter. If the job scope is more narrow and the compensation is less than your old position, you must emphasize what you can contribute in terms of added value and what you can get from the role.

How to respond: Make an important mind shift

Going into any interview, you should always project confidenceand take on the mind-set that recruiters are getting a great deal from you, rather than going in feeling like you’re overqualified for the job. You have to drive the power seat and never feel like you’re getting the short end of the stick. Instead, adopt the mind-set that any company would be lucky to have you! Without seeming arrogant, remind recruiters that the learning curve involved with your onboarding will be cut in half, leaving you more time to learn the organization, and giving you a competitive edge.

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How to respond: Re-evaluate compensation

Managing expectations around compensation is a separate conversation. You need to be realistic and accept that sometimes you’ll need to take a step back. Whenever possible, make a direct touch point with the hiring manager over the phone to talk about compensation. This way, you can form a personal connection, and you can articulate all that you have to offer. As mentioned before, what is the win-win negotiation for you that makes taking a pay cut worthwhile?

Related:How To Land Your Dream Job When You Feel “Overpriced” For It 

SITUATION NO. 2: YOU’RE SWITCHING CAREERS/INDUSTRIES

How to respond: Highlight your new career path

It is not uncommon for people to switch industries or careers. In fact, millennials report switching jobs four times in their first 10 years out of school. When working with recruiters, highlight any new credentials you’ve earned to demonstrate your commitment toward this new path you’re taking. Emphasize your desire to learn and retrain to create a new path forward for yourself.

How to respond: emphasize the rudimentary

Though you may have 20 years of experience in one field, you must demonstrate to recruiters that you’re ready to check your ego at the door and learn about a whole new world. That being said, relevant and rudimentary skills can always be transferable and should be considered as your added value.

How to respond: know your worth

When discussing salary, make sure to mention that you’ve done your research, you’re aware of the industry standards, and are comfortable with what these types of roles typically offer.

“Fall seven times, stand up eight.”–Japanese proverb

What not to do: The worst thing you could do is tell a recruiter you’ll take anything just to get a job. Though this often may be the truth, people want to see that you possess the right enthusiasm and fit for the role. You must always sell your skills and highlight how you are the perfect candidate for the job.

Related:Try These Resume Templates For Every Stage Of Your Career 

Your resume: If you’re having trouble getting through the door and you think your resume might be the culprit, there are some workarounds to try:

  1. If your resume demonstrates work dating back more than 10 years, consider consolidating your experienceand only keeping what is still relevant today
  2. If you have multiple designations and education, consider only keeping what is relevant to the jobyou’re applying for and removing anything that is redundant
  3. Consider reformatting your resume in a way that tells a new story

If you can demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search.

This article originally appeared on Glassdoor and is reprinted with permission. 

 

FastCompany.com | March 23, 2018 | BY STACY POLLACK—GLASSDOOR 3 MINUTE READ

 

Your #Career : #CareerAdvice #Salaries -4 #Benefits You Can #Negotiate (and How to Do It!)…When it Comes to Benefits, it’s Important to have a Clear Sense of Where you can #Negotiate .

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Remember — negotiations are a collaboration, not a contest. “I always appreciate creative requests,” Kuntzmann says. When it’s time to negotiate, be prepared, be gracious and be confident — you can do this!

As you consider what you need most out of a new position, salary is an important component of your compensation picture — but it’s not the only factor. A guide published by Northwestern Mutual titled Changing Jobs? Top Financial Considerations Beyond Salary cites data from the Bureau of Labor Statistics to solidify the claim: “Salary typically accounts for just 70 percent of an employee’s total compensation. Benefits make up the remaining 30 percent.”

When it comes to benefits, it’s important to have a clear sense of where you can negotiate. Ellen Kuntzmann, Director-Talent Acquisition for Integrity Staffing Solutions advises: “When speaking with a hiring manager you will want to understand what benefits can be negotiated vs. what is fixed. For example, smaller companies may not be able to adjust medical benefits but would be more likely to offer additional PTO.”

This is where you want to do your research and be clear on what you’re after. Also, recognize what constitutes “fixed benefits”; you’re unlikely to negotiate your way into a program the company doesn’t offer. So it’s probably not a good strategy to target transportation benefits if the company doesn’t offer that. But you might be able to negotiate a bonus or higher base salary by touting your merit. You can then use that extra pay to underwrite your transportation expenses.

Kuntzmann advises: “Things which are often negotiable may include work hours such as 4×10 hour days, span of control for your function or work location if you want to move to the corporate office or have family in a different branch that you may be supporting. Be sure to ask for any changes to benefits you are looking for in a concise, focused one-time request. Once you get agreement on one change or benefit, asking for additional may be perceived as not fully focused on what you want.”

A few other benefits you may want to consider negotiating for?

1. COBRA

One benefit that Kuntzmann notes may be worth pursuing is COBRA benefits. This is short-term healthcare that covers you and your family during transitional times. Kuntzmann points out: “If you are between jobs or are leaving your current job for a new role, you may ask for your cost of COBRA to be covered by your new employer until your medical benefits go live.”

9 Companies That Cover 100% of Healthcare Costs — Hiring Now

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2. Telecommuting  

Telecommuting can help foster fit for many employees. But some employers have not caught the wave. Maybe it doesn’t suit their business model, or their leadership isn’t open to it. Telecommuting can be a great job perk, but if you’re targeting it as a key benefit for job fit, it’s in your best interest to learn whether or not your prospects are open to it.

If you learn that it’s an option, Kuntzmann offers this advice for negotiating a telecommuting arrangement: “The key to remote work or telecommuting is to be specific — is it one day a week or one day a month?”

3. PTO

PTO is commonly negotiated as a means to better foster job fit. Kuntzmann explains: “PTO is what I’m most often asked to negotiate. Some companies have ranges that they offer based upon tenure, and others may allow you to use time already allotted for a personal vacation that’s already been paid for without utilizing paid time as part of your offer negotiation.”

Cool Companies Offering Unlimited Vacation & Hiring Now

4. Bonus or Stock Pay

Kuntzmann explains that if you’re going after a particular benefit when you negotiate your salary, don’t assume that you need to accept a lower base pay to negotiate that benefit.

However, this might be true in the case of additional compensation. Kuntzmann explains: “I’ve often negotiated higher bonus or higher stock for a candidate for a lower base pay.” So if you find that the base pay offered is lower than what you’d expected, it might make sense to negotiate for an additional bonus or stock.

Remember — negotiations are a collaboration, not a contest. “I always appreciate creative requests,” Kuntzmann says. When it’s time to negotiate, be prepared, be gracious and be confident — you can do this!

 

Glassdoor.com | March 9, 2018 | Posted by 

#Leadership : 3 Signs That Show A #JobCandidate Might Be Lying…Look Out for these Patterns During the #InterviewProcess to Test a Candidate’s Honesty.

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Let’s be honest–which, we admit, may be slightly ironic for an article about lying–and confess we’ve all been tempted to lie in an interview. But most of us also know telling whoppers will get us nowhere fast, and so we give it to a recruiter straight–for better or worse. Unfortunately for recruiters and hiring managers, however, not all job candidates are so scrupulous.

So how can they spot a liar? And what should they do once they do? Sharlyn Lauby, president of ITM Group Inc. and founder of HR Bartender, has some expert advice for exactly how to navigate this tricky situation.

First, “If a candidate is truly lying, it’s important for the company to realize it prior to the person being hired,” Lauby says. “If the candidate lies about their knowledge, skills, or abilities, they could be placing the company and themselves at real risk.”

To spot a liar in an interview, Lauby suggests paying attention to three key factors:

1. CONSISTENCY

Over the course of the interview process, consider asking the candidate the same question multiple times to see if you get the same answer each time. “For example, ask, ‘Are you able to work nights, weekends, and holidays?’” Lauby says. “If a candidate says ‘Yes!’ during the first interview but hesitates during another one, it’s a red flag that the company should try to get an honest answer.”

2. WATCH OUT FOR TOO-GOOD-TO-BE-TRUE STORIES

You know the saying: If it sounds too good to be true, it probably is. “This isn’t to say that incredible candidates don’t have great stories to tell,” Lauby says. “But if a story sounds too good to be true, a hiring manager can ask some follow-up questions to make sure the candidate can explain the story in detail. For example, if a sales manager exceeded their sales goal by 500%, he should be able to provide specifics. In fact, he should want to.”

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3. STUDY BODY LANGUAGE AND TONE

According to Lauby, “Short answers and fidgety body language might be an indicator that a candidate is uncomfortable responding to certain questions, such as, ‘Why did you leave your last employer?’” But that’s not always the case–so be careful when studying a candidate’s body language and tone.

“[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Nervousness] can also be a sign the interviewer isn’t doing a good job of making the candidate feel welcome,” Lauby warns. “Hiring managers need to learn how to make candidates feel at ease, so they are open [and honest] with their responses.”

If you feel you’ve got a liar in your midst–or your office, as the case may be–your first step is to ask clarifying questions and for specifics to see if the candidate is able to back up any inconsistent or wildly positive past experiences, Lauby says. “For the body language situation, offer to give the candidate a tour,” she suggests, “and then resume the interview. See if that helps [the candidate to relax and open up]. Or have the candidate speak with another manager and see if he or she gets the same vibe.”

The important thing to keep in mind, Lauby says, is “the hiring manager [should be] absolutely, positively, totally, completely sure that the candidate was lying” before discounting or dismissing a job candidate. “I understand being suspect about a response,” she says, “which is why hiring managers should ask probing questions to get additional information. And don’t forget that all of these questions need to be legal.”

 

FastCompany.com | March 5, 2018 | BY JILLIAN KRAMER—GLASSDOOR 2 MINUTE READ

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