Enter:the thank you note. The thank you note should be a no-brainer. It is a perfect way for a candidate to give herself the final edge over other candidates in the interview process.
Writing the thank you note does not have to be an exhaustive process. However, a candidate can (and should!) use it as an opportunity to edge out the other candidates.
TIMING IS EVERYTHING
Interviewing is an arduous process for any job candidate. In much the same way, it can be a stressful time for the hiring manager. My number one piece of advice in writing a thank you note for a job you really want?
Do it right away. Even if you killed the interview and expect a call saying “You’re hired!” by the end of the day, write the note. Express your gratitude and keep your candidacy fresh in the hiring manager’s mind. DO NOT wait until a week later when you haven’t heard anything to shoot off a “by the way, thanks” email.
A well-timed thank you note after an interview is a perfect way to reiterate your excitement to join the team. Aim to send your thank you note no within 24 hours of the end of the interview.
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We know you still have that Laura Ashley stationery your grandma gave you for your high school graduation. We know it’s embossed with your initials.
However, 87 percent of hiring managers view email as a perfectly acceptable means of delivering your thank you note. Since we have already established that timing is everything, email is going to be your best bet.
KEEP YOUR THANK YOU NOTE BRIEF
By this point in the interview process, your hiring manager has likely learned a ton about you. Do not use the thank you note to reiterate the play-by-play.
You can (and should) use it as a means to communicate one point you may have neglected to make, to expand on an idea or simply to express feelings of excitement for the job itself. Since the hiring manager is also busy interviewing, reading resumes, and communicating with other stakeholders, keep your note on point.
EDIT YOUR THANK YOU NOTE
So far, we have focused heavily on the speed and brevity of this note. But that doesn’t mean it’s informal! Make sure to use a formal greeting, write clear (and concise!) sentences, and sign off formally. This is not a one-liner to say “Thanks, Dude!”
Just as easily as a thank you note can impress a hiring manager, it can also detract from the whole process. A spelling error or flippant manner of writing can undo your progress. Write your thank you note, read it over a few times aloud, spell check it, and get a second pair of eyeballs on it if you can.
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Your job interview is just days away and you’re feeling unprepared. You’ve reread the job posting about 67 times and you’re pretty clear on the role itself–but you can’t really think of much else to do to brush up.
Don’t sweat it. In fact, you may only need another 15 minutes or so in order to prep, so here’s what to do.
1. CONFIRM EVERYONE YOU’LL BE MEETING WITH
One minute. If the hiring manager or an HR officer set up your interview and didn’t explicitly tell you whom you’re going to be chatting with, don’t just assume it’s them and only them. It’s not at all uncommon for hiring managers to shuttle you off to someone else on their team who’s become available to meet you at the last minute. Firing off a quick email like this puts them on the hook to plan ahead rather than surprise you:
Hi Kamala, I’m really excited to come in on Tuesday. Just wanted to confirm that I’ll be speaking with you and Jarrod. Could you please let me know if there’s anyone else I should look forward to meeting? Thanks so much!
Hit send and move on.
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2. CHECK OUT THE INTERVIEWER’S LINKEDIN AND TWITTER
Five minutes. Chances are you’re more familiar with the job description than with the roles and backgrounds of your interviewer. Once you’ve nailed down which people you’ll be talking to, it’s time to do some digging on each of them.
LinkedIn is the obvious great place to start. Skim their previous roles (including at other employers), take note of how long they’ve been with the organization, and then head way down to the bottom: If there are endorsements and recommendations, these can give you a feel for what a prospective boss might be especially good at. Any common themes in the praise their colleagues are sharing? Obviously, you’ll only find positive feedback in these sections, but that can still help you hone better questions about their management style.
Twitter is a handy guide, too: What articles is your interviewer sharing? Are their tweets opinionated and casual, or do they sound serious and formal? It’s certainly an imperfect measure, but this can still help you guess at an interviewer’s personality, interests, and values.
3. LINE UP YOUR “ABOUT ME” ANSWER
Seven minutes. Chances are your interview will open with some form of “Tell me a little about yourself” or the longer variant, “Tell me a little about yourself and what interests you about this role.” So plan your answer using a few quick bullet points in order to keep things short and concise.
As Glassdoor’s Isabel Thottam pointed out recently, it’s all about first impressions, so you’ll want to avoid sharing a lengthy backstory. “Skip your personal history and give about two to three sentences about your career path and how you ended up in this interview, applying for this job,” she explains. “You don’t need to be too detailed, there are plenty more questions coming. You just want to leave enough curiosity that the interviewer becomes excited to learn more about you throughout the interview.”
Take a few minutes to sketch out this capsule narrative and commit it (loosely, not word-for-word) to memory.
4. BRAINSTORM ONE GREAT QUESTION TO ASK
Two minutes. Get one really sharp question lined up that you can pose to the hiring manager. Sure, you can brainstorm three or five if you have time, but interviews ted to get truncated more often than they drag on longer than expected–so think about the No. 1 thing you really want to know.
But when in doubt, just ask a question that shows off your curiosity. According to psychologist and talent expert Tomas Chamorro-Premuzic, “just being curious is a marketable job skill.” It’s “the precursor to learning faster and better, and thereby adapting to change rather than succumbing to it,” he explained in a recent Fast Company column. He suggests asking qualitative questions like, Why do you see X as important?” or “How do you see Y changing in the future?”
This can help interviewers see that you’re thinking ahead and considering how the role fits into the bigger organizational picture, but it does something much more fundamental, too: Continued curiosity is a sign that you’re actually interested in the job and giving it some serious thought. At a minimum, you want to walk out of your interview having convinced them of that.
ABOUT THE AUTHOR
FastCompany.com | July 23, 2018
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What if I run into traffic on my way to the interview and get there late? What if I mess up one of my answers? What if I draw a total blank when my interviewer asks me if I have any questions for them?
If you’ve ever been up for a position you really wanted before, then questions like these have probably raced through your head in the hours — or worse, throughout the night — before your big interview.
Many people think of overwhelming anxiety as an inevitable part of the interview process. But the truth is, your nerves can be greatly eased once you learn how to properly prepare for an interview. Not only will this make you feel a whole lot better going in — odds are, with a clear head, you’ll actually do a better job.
Ready to learn how to walk into an interview with confidence, and knock it out of the park?Follow these five steps.
1. Research the Company
Recruiters and hiring managers don’t just want to know about your skills and experience — they also want to know how knowledgeable you are about the company. In fact, questions like “What is the name of our CEO?” and “Who are our competitors?” are both among the most commonly asked interview questions. But even if you don’t encounter a question like this, looking up the basics of the company is still worthwhile.
Use Glassdoor and online searches to learn about the company’s industry, products, mission, names of leaders, competitors, recent news and more. Then, you can drop these tidbits of newfound knowledge throughout your responses — e.g., when asked “Why do you want to work here?” a candidate might say, “The reason I decided to apply to this job was because of how much your mission resonates with me. I truly believe that making affordable, high-speed internet widely accessible will help bring the world closer together.” This proves a few things: a) you’re passionate about the opportunity, b) you’re a proactive self-starter with good critical thinking skills and c) you’re a good culture fit for the company.
You can also use this info to ask more informed questions of the interviewers themselves — more on that later.
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A lot of candidates stress out over not knowing what a recruiter or hiring manager is going to ask them. But in reality, you’ll get a lot of the same questions from one person to another. There are a few basic questions that you’ll almost certainly be asked — these include staples like “Tell me about yourself,” “Why do you want to leave your current job?” and “What are your biggest strengths and weaknesses?” If you’re a data-driven job seeker, you’ll appreciate the list of the 50 Most Common Interview Questions that Glassdoor identified after sifting through tens of thousands of interview reviews.
You can also use Glassdoor’s interview reviews to find out which questions they specifically ask at the company you’re applying to, as well as which questions are common for your job title. Sure, you might be thrown an oddball interview question every now and then, but you’ll likely find that the vast majority of questions you’re asked are ones that you can identify in advance.
3. Rehearse Your Answers
Now that you have an idea of which questions you could be asked, it’s time to think about how you will respond to them. Keep in mind that in general, interviewers want responses that are specific, positive, impactful and genuine. If you want to know what kind of answers recruiters and hiring managers are looking for from specific questions, check out Glassdoor’s How to Answer the 50 Most Common Interview Questions.
Don’t just think about what your response should entail — go ahead and write it down. You probably shouldn’t write out full answers — that can result in you memorizing the responses verbatim, which can come across as too rehearsed — but making a bulleted list of key points you want to hit is a great idea. Try using the worksheet at the bottom of this blog post to sketch out your answers.
After you’ve written down the key points you want to hit in common interview questions, it’s a good idea to hold a mock interview aloud with a friend or family member. Some people might feel a little shy about doing this, but brush these feelings aside as best you can — in my experience, this is the number one way to improve your odds of succeeding in an interview. Doing a dry run will allow you to get any mistakes you might make out of the way before it counts against you, and also helps you get valuable feedback, so don’t skip this essential step.
4. Come Up With Your Own Questions
One of the questions you’ll almost always be asked by an interviewer is “Do you have any questions for me?” It might seem innocuous, but believe it or not, this is a very common area in which candidates trip up. Interviewers aren’t just asking this question to be nice — it serves as somewhat of a litmus test for whether or not you’ve done your research, are a good culture fit and demonstrate strong critical thinking skills.
Use the research you gathered in step two to help you craft intelligent, informed questions about the role and company that will give you a fuller picture of what it’s like to work there and what it takes to be successful. For example, if you learned that the company you’re applying to is launching a new mobile app, you might say “I read that your company is launching a new mobile experience soon. Can you tell me more about that, and how it relates to this position?” You can also use this opportunity to dig into anything that hasn’t been brought up yet or covered in sufficient detail, like company culture, how the company defines success and what drew your interviewer to the company.
Congrats — if you’ve gotten through the previous four steps, you’ve already gotten the hard part out of the way! Now, all you have to do is think through all the little logistical details of your interview. These can vary depending on what kind of interview it is — phone, video, in-person, etc. Here are a few things to keep in mind for some of the most common types of interviews:
Phone Interviews
Pick a quiet place with good service to take the call
Confirm the day and time, accounting for differences in time zone
Confirm how you’re getting in touch with the hiring manager (Are they calling you? Are you calling them? Will you call their cell, or a conference number?)
Review the job description and company information 30 minutes before the call
Breathe — try to stay relaxed and focused!
Video Interviews
Pick a quiet place with good lighting and a simple background to take the interview
Do a test run to try out the video software
Restart your computer before the interview to help avoid technical difficulties
Plan on arriving 30 minutes early, but wait in your car or at a coffee shop nearby until 5 minutes before
Brush your teeth or chew some gum before walking in
Run through your cheat sheet of responses, and a list of questions to ask each interviewer
Preparing for an interview the right way does take some work on your part, but believe us — it’s worth the effort. Who knows? You might just find that interviews aren’t as scary as you thought after all. Now go out there and get ‘em!
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You send in a stellar resume. You blow the recruiter away in the phone screen. And you wow everyone you speak with during your in-person interview. And yet, you still don’t get the job. Worst of all, you don’t know why you didn’t get it — you either didn’t hear back at all, or received feedback so vague that it’s virtually useless (e.g. “We decided to go with another candidate who was a better fit.”) Is there anything worse?
It’s incredibly frustrating when a recruiter or hiring manager doesn’t share a concrete reason why you were passed over, but if it happens to you, don’t worry. Often, there’s still a way to figure out what went wrong — here’s how.
1. Reach Out to the Decision Maker
If you have the contact info of the hiring manager, it’s best to chat with them rather than a recruiter or HR representative, says Ren Burgett, career coach and owner of 3R Coach.
“An HR manager or recruiter is more likely to give you a programmed HR response such as, ‘We found a candidate that was a better fit for our needs.’ The hiring manager is more likely to give you a candid response,” she explains.
If you haven’t already been in touch with the hiring manager, though, you may want to reach out to someone who can point them in your direction.
“If you don’t have their contact details, you need to get in touch with whoever your point of contact was throughout the recruitment process. Even if they can’t provide feedback themselves, they will be able to pass your query onto someone who can,” says Steve Pritchard, HR Manager at Cuuver.com.
When you haven’t been given the hiring manager’s contact information, it can be tempting to bypass your point of contact and look them up on LinkedIn or Google their email address, but this is a mistake, Pritchard says: “They may not feel too comfortable with you contacting them using a number/email they didn’t provide you with.”
Nobody wants to engage with a candidate who sounds demanding or presumptuous, so make sure to open your message with a note of thanks.
“Thanking someone for [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”][taking the] time to interview you and provide the opportunity can always start the conversation in a positive manner,” says Shanalee Sharboneau, President/Technical Recruiter at Staffing Science, LLC.
In particular, you should express gratitude for the fact that they are going out of their way to read your note. After all, they don’t have to share feedback with you.
“Show in your request for feedback that you appreciate the recruiter/hiring manager is likely to be busy. This way, you don’t sound too pushy or demanding,” Pritchard adds.
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You may be upset that you didn’t get the job, but remember: you catch more flies with honey than with vinegar. It’s okay to acknowledge that you’re disappointed with the outcome, but don’t express resentment or aggression.
Show “that you are understanding of their decision not to hire you, otherwise, you may sound bitter about not getting the job rather than someone looking for honest feedback to help them with their job search,” Pritchard continues.
And instead of taking a self-deprecating approach like “How did I screw up” or “Where did I go wrong”, frame the conversation as a quest for personal growth.
“Don’t make your question about ‘why’ you didn’t get the job, make your question about ‘how’ you can improve. People are more likely to respond to someone that seeks out growth as opposed to someone that just wants answers,” Burgett says.
When reaching out for feedback, “make your email no more than one paragraph,” Burgett recommends. After all, they are probably plenty busy with their day-to-day tasks, so you want to make sure to honor their time.
You can save them even more time by avoiding general questions like “Why didn’t I get the job?” and instead drilling down into a few precise issues. Burgett recommends including “two to three specific questions [that] you would like feedback on from the interview process.”
One questions that Laura Handrick, Career Analyst at FitSmallBusiness.com, recommends asking is “what might you have done, said or provided differently that would have made the company choose YOU instead of the other candidate.”
5. Open the Door for Future Opportunities
Just because you were rejected from a job doesn’t always mean that you can never apply there again — you may have been a close second. At the end of your message, reiterate your interest in the company (if you are truly interested) and consider adding something like “if anything changes, I’d love to connect regarding future opportunities.”
“That will go far, and many times, new hires fail in the first few months. They’ll remember your graciousness,” Handrick says.
You can also see if they might be willing to refer you to another opportunity.
“Always end the email by asking if they know of anyone else you can reach out to as you continue your job search. If you didn’t get the job, perhaps you can get a lead [for] another job. Use this as an opportunity to network,” Burgett says.
If the person you reach out to fails to respond, don’t ping them every day until they do.
“Giving feedback, particularly constructive feedback, is hard, so allowing time for preparing will likely get you more thoughtful responses,” points out Dr. Dawn Graham, Career Management Director at the Wharton School and host of Career Talk.
Even if they never respond, you shouldn’t pester them, Graham adds.
“Companies tend to avoid giving candidates feedback to avoid opening themselves up to risk,” she explains. “In addition, many hirers have trouble putting their fingers on a clear definition of ‘fit’ or likability, which are two powerful aspects of hiring decisions that can be challenging to put into words. Therefore, they may pass on giving feedback to a rejected job seeker for the sheer reason that even they are unable to verbalize their final decision in a way that will be meaningful to the overlooked applicant.”
Sample Message
Want an example of what exactly you could say to a hiring manager? Burgett recommends the following:
Hi (Hiring Manager),
I wanted to thank you for the amazing opportunity to interview for the position of (job title) with your company. I really enjoyed learning about (company name) and getting to know you and your team during the interview process. I understand you have decided to move forward with another candidate that better fits your current needs.
As I continue my job search, I would love to get your feedback on how I can improve as a candidate. When you have a minute, could you provide insight into what I can improve upon to help me stand out and progress in my career? Specifically, I would appreciate feedback on the following:
1. What is the one skill I can improve upon to help advance my career that may be holding me back?
2. If I had the opportunity to redo my interview, what is the one thing I should have done differently?
I appreciate any candid feedback you can offer as it will help me understand the areas I need to improve. Additionally, if you know of any companies that may be hiring for similar positions or anyone else I should reach out to as I continue my job search, please let me know.
Again, thank you for the opportunity to interview for the position. I wish you and your team continued success.
Sincerely,
Your Name
There’s no doubt that getting rejected from a job you were interested in is upsetting, and it can be doubly so if you don’t hear actionable feedback from the hiring team. But odds are, it’s nothing personal, so try not to take it that way. And remember — the right job is out there. It’s only a matter of time until you find it.
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While one can never predict the outcome of an interview, there are some surefire ways to shoot yourself in the foot and earn yourself a rejection.
These 5 behaviors will send off red flags to hiring managers and likely prevent you from landing your dream job!
1. Not providing concrete answers to interview questions
Hiring managers and recruiters will often reject candidates because they didn’t get clear responses to their questions. If you want to avoid sounding “wishy-washy”, focus on articulating yourself with answers and examples that elude to your past and potential future success.
Try this: While you can’t predict every question that might come up, you can certainly predict a handful of them. Try preparing for these questions using the S.T.A.R. method, and provide answers that focus on the Situation, Task, Action, and Result. This helps you tell a succinct and linear story while giving the hiring manager clear insights and evidence into how you have handled situations in the past.
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We all have scars that can leave us feeling emotional, whether they be from previous employers, or past life experiences. However, if you can’t keep those feelings under wraps during an interview, you’ll quickly find yourself written off from an opportunity. Keep topics like wrongful termination, horrible bosses, financial struggles, and personal sob stories out of the interview room. You need to articulate how, and why, you are the best-suited candidate for this role, not why the hiring manager should have empathy for you. Remember, never speak poorly about a past employer, no matter how horrible your experience.
Try this: Focus on your success stories rather than your sad stories! If you’re unable to put your emotions aside when meeting with a hiring manager, consider taking a break from interviewing to regroup. Similar to dating, you likely wouldn’t want to jump back into the pool after a bad break up without taking some needed healing time!
3. Can’t articulate why you’re leaving a job
One question you can certainly count on coming up is “Why are you looking to leave your job?”. If you’re unable to provide a reasonable answer, the hiring manager might be suspicious and assume the worst. Additionally, stating that you’re leaving because you want more money, or stating something negative about your team/company will also raise red flags.
Try this: Before heading into an interview, prepare an answer for this question that is both neutral and non-critical. For example, you can say something like this:
You’re looking for new kinds of experiences (if you say this, be ready to talk about what kind of experiences these are, and why you’re not getting them at your current job!)
You’re looking to switch industries ( again, be prepared to say why)
You’re looking to be stretched in new ways
You’ve learned everything you will from the role and you’re looking towards the next steps
Movement in one’s career is healthy. In fact, “Workers who stay with a company longer than two years are said to get paid 50% less, and job hoppers are believed to have a higher learning curve, be higher performers, and even to be more loyal, because they care about making a good impression in the short amount of time they know they’ll stay with each employer.”, says Vivian Giang. While this may be true, the movements need to make sense. If you’ve made several moves across roles and industries, you need to connect the dots for the hiring manager, otherwise, they will assume you can’t commit or might be flakey.
Try this: Write down all your experiences, and think through the skills you’ve gained. Can you explain how each step and skill has helped you move forward? Tell a cohesive story about your career, and how each experience has inspired and contributed to your long-term goals.
5. Mistaking arrogance for confidence
Displaying arrogance is almost guaranteed to make recruiters perceive you in a negative light. While it is paramount to sell yourself with confidence, you don’t want to come across as cocky, or a “know it all”.
Try this: Actively listen when the hiring manager speaks. Show gratitude for the opportunity, and demonstrate (with humility) how you can add value to the team and organization. Ask questions that express your willingness to learn, be a team player, and contribute without an ego.
One final tip to decreases the likelihood of rejection is to really understand what the company does and show your enthusiasm for their mission statement and company objective. With proper preparation and self-awareness, we can all better equip ourselves with the right tools and information we need to show up well and make a lasting first impression!
The Author: Stacy Pollack is a Learning Specialist with an MA in educational technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her onLinkedIn orTwitter.
GlassDoor.com | July 5, 2018
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When you want a job–whether it’s your dream job or you’re simply ready to move on–it can be all too easy to accept any offer you’re given–even if it’s not the right offer for you.
“The number one misstep I see clients take is the failure to step back, take a breath, and meaningfully assess a job offer,” says Karen Elizaga, executive coach and author of Find Your Sweet Spot. “They are almost inclined to jump immediately at an offer.”
So how can you pause to determine whether an offer is really worth it? Luckily, it’s easy to do with Glassdoor’s How to Get a Job guide. It offers a bevy of questions you can ask yourself to assess the offer, gives tips to help you negotiate, and it even provides a complete email script for sending your initial negotiation email you can use word for word.
Here, we’ve distilled the basic steps you need to take to assess any offer, and how to begin a negotiation with a potential employer. It doesn’t have to be intimidating with these steps!
When you receive a job offer, you need to hit pause long enough to ask yourself questions before you give an answer, according to Glassdoor’s guide–and Elizaga totally agrees.
“It is crucial to take a step before taking a leap,” she says, advising that you first ask, “is this job what you want to be doing? And does it align with your skills, talent, and purpose?”
Glassdoor recommends you assess the company post-interview to make sure it seems like a place you would like to work. You can ask yourself, “What’s the culture at this company, and how do I fit in?” Elizaga recommends. “I have seen clients take a job where the fit–in the context of their skills and talents with the job–was excellent. But in the end, these jobs didn’t work out because the company’s culture did not jibe with their own moral compass.”
You may also want to evaluate what the upward trajectory, in other words, the possibilities for advancement at this company, are, says Elizaga. “You want to consider not only the wonderful aspects of this job, but where you might rise to in the future,” Elizaga explains.
The next step in evaluating a job offer is to move past the job and look at what is also being offered in the pay and benefits package. Glassdoor suggests you ask yourself the questions, “does the salary align with what you were expecting [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”][and] do the benefits offered feel fair and reflect what you were looking for?” With the answers, you’ll know whether to negotiate.
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The idea of negotiating can be unnerving to many people, but it doesn’t have to be difficult.
According to our guide, “one of the worst things you can do during salary negotiation is just make up a number. By backing up your ask with research, you’ll likely feel more confident about making it.” Luckily, you can use Glassdoor’s Know Your Worth™ salary calculator to discover the job’s average pay range. “It’s important to know what is reasonable for the market,” Elizaga agrees. That’s because, in part, “you don’t want to be negotiating for more when, in fact, what you are being offered is entirely reasonable and/or generous,” she says.
Of course, you don’t want to focus on salary alone. Before you begin your negotiation, think about whether the other benefits–vacation, commissions, bonuses, stock options, and so on–are appropriate and appealing, or could be tweaked to make the offer even better off.
Then, “when negotiating, think about what value you bring to the table, rather than how their first offer is deficient or not enough to cover your lifestyle,” advises Elizaga. “Consider the offer from the employer’s point of view. What are they getting for the compensation that they’re offering? If you think you contribute more value than the compensation would indicate, then definitely ask for more.” Or ask for an expansion of their benefits package.
Lastly, “when going in to negotiate, have a strategy and be entirely comfortable with what you’re asking for,” she says. Employers can tell when you don’t believe your own story. You’re much more likely to get what you want when you emphatically believe your value.”
FastCompany.com | June 18, 2018 | BY JILLIAN KRAMER—GLASSDOOR 3 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2016/04/Free-Interview.jpg33335000First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-06-18 16:04:572020-09-30 20:46:56Your #Career : #CareerAdvice – This is The 3-Step Process you Should Follow When you Get a #JobOffer …When you’re Desperate to #LeaveYourJob , it Can be Tempting to Take the First Offer that Comes Along. Don’t.
For many people, the job search is a mysterious and frustrating process. Unless you’re a recruiter or hiring manager, you usually don’t have a good idea of what goes on behind the scenes — and because of that, people tend to come up with their own ideas of what happens, and what it takes to be successful.
Often, this works like a game of telephone: You may start out with a grain of truth, but it will get repeated and altered so many times that it ends up being completely misinterpreted. As a result, buying into these “common sense” ideas and pieces of advice can actually end up hurting your chances of scoring your dream job.
So if you’ve been hearing rejection after rejection lately — or worse, no responses at all — it’s time to set things straight. Read up on the most pervasive job search myths out there, what the facts of the matter are and how you can tweak your job search for better results.
Myth #1 You Should Send as Many Resumes as Possible
So many job seekers think their odds of hearing back are directly proportional to how many times they blast their resume out to recruiters. There is some merit to the idea that you’ll need to apply to multiple opportunities, but taking a total spray-and-pray approach is one of the worst things you can do.
“While applying to more jobs does increase potential callbacks, remember not to sacrifice quality for quantity. Recruiters will quickly trash applications that are generic or a poor fit,” says Christopher K. Lee, Career Consultant and founder of Purpose Redeemed.
Instead, you should “focus your job search on jobs you really want, and jobs where you compete against the best applicants in the pool,” adds career concierge and hiring consultant Kim Stiens of Ranavain.
And if you really want to stand out, customize each application you submit, says Cheryl E. Palmer, Executive Career Coach and owner of Call to Career.
“Carefully review the vacancy announcements for different positions and then tailor your cover letter accordingly so that you can convince a hiring manager that you are right for the job,” Palmer recommends.
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Myth #2 You Shouldn’t Apply if You Don’t Meet All the Requirements
On the opposite end of the spectrum, some job seekers are hesitant to apply to any job with a description that doesn’t match their skills and experience 100 percent.
“Many job seekers refrain from applying to positions where they don’t meet all the listed qualifications. This is a shame because some of them would excel in those roles,” says Lee. “Truth is, job requirements are often a wish list. Few applicants will meet all the points.”
A good rule of thumb: if you match at least 75-80 percent of the requirements, it’s worth applying.
“Speak to how strong you are in the other areas, and highlight any areas of experience which demonstrate you’ll be able to pick up the lacking skill quickly,” recommends business coach Dave Labowitz.
Myth #3 If You’re Qualified for the Job, You’ll Get It
While qualifications are important, they’re only part of the equation.
“Too many job seekers believe they should get the job because they have experience. Yes, experience is important, but it doesn’t help you stand out,” says career coach and resume writer Melanie L. Denny. Rather than simply assuming you’ll get the job due to your stellar track record, “focus on the value you have produced for past employers in the form of achievements,” she recommends.
Another reason hiring managers may choose a less qualified candidate is if they prove to be a better culture fit. If you have all of the necessary skills, but don’t seem like you could work well with others at the company, that’s a big red flag.
One way to combat this is by only applying to companies that you know you would be compatible with. But if you’ve already found a good match, you can prove you’re a good culture fit in your application materials — particularly your cover letter. Which leads us to myth number four…
Sure, not every recruiter or hiring manager will read a cover letter — but enough do that it’s still worth taking the time to write one, says Stiens.
“While some hiring managers don’t read them, a lot still do, and for those hiring managers, your cover letter is at least as important as your resume. While a resume is a fairly rote, formulaic document, cover letters are your place to show your personality and show how you operate on the job,” she explains.
Cover letters can especially help demonstrate the oh-so-important aforementioned culture fit.
“With today’s companies caring far more about cultural fit than ever before, a cover letter is your opportunity to show them who you are, not just what you’ve done. This will differentiate you from other applicants and increase the likelihood of an interview,” Labowitz says.
To demonstrate that culture fit, share relevant anecdotes from your career.
“Soft skills are key, and using anecdotes in your cover letter are the most effective way to demonstrate them in an application,” Stiens recommends. And remember — no one-size-fits-all cover letters. “You should submit unique, custom cover letters for each job you apply to (though you can certainly recycle material and anecdotes that are relevant to multiple jobs).”
So you satisfy most of the job requirements and have a great resume and cover letter that share what you could bring to the company that other candidates couldn’t. And yet, you still aren’t hearing back from recruiters. What gives?
“Several of my clients think having a strong resume is enough to get them the job… [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”][but] if you don’t get that resume in front of the right person (your potential future boss) and sell yourself in an interview, you won’t be hired,” Denny says. “Make sure you are strategic about marketing yourself and master the art of selling your value to a hiring manager.”
The best way to do that, experts agree, is to network. If you know somebody at a company you want to apply to, ask if they’d be comfortable referring you. If you don’t know anybody at the company, look online to see who you can connect with and send them a friendly email or LinkedIn message requesting an informational interview. If all goes well, you can ask them for a referral.
Don’t get too in your head about who you “should” be connecting with. Some job seekers think “I can’t reach out to people I worked with 10 years ago and haven’t spoken with since then — it would be an imposition,” says Career/Executive Coach Tammy Gooler Loeb. But put yourself in their shoes. “If this person reached out to you after 10 years, would you feel imposed on or flattered that they contacted you? More often the latter, and you’d likely be happy to do anything you can to be helpful to them,” she points out.
And don’t hesitate to connect with somebody just because they’re not directly recruiting or hiring for the role.
“Most people find their next meaningful role through a third-, fourth- or fifth-degree connection and how they reached that point may likely have been through a string of connections that are not necessarily in your industry or doing a role similar to yours,” Gooler Loeb says. “Think of those people you know who seem to ‘know everybody’ and ask them who they know may be good people for you to speak with to learn more about companies that are growing or hiring.”
GlassDoor.com | June 13, 2018 | Posted by Emily Moore
https://www.firstsun.com/wp-content/uploads/2015/10/0x600-2.jpg600857First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-06-15 16:00:142020-09-30 20:46:56Your #Career : #CareerAdvice – 5 Myths That Prevent #JobSeekers from Overcoming Failure…So if you’ve Been Hearing Rejection after Rejection Lately — or Worse, No Responses at All — it’s Time to Set Things Straight.
Following up on an application can be tricky business. When should you follow up, and what exactly should you say? It can be difficult to know — if you don’t have this template.
That’s right:Glassdoor has written a guide to knowing when to follow up — and a template you can use, word for word if you’d like, to check in on the status of your job application.
Here, we’ll take you through our best application follow-up advice, with added career-expert insight and a template to use for your next follow-up.
Wait — and wait a little more.
You’ve surely heard that patience is a virtue, and that saying holds true when it comes to following up on a job application. So, if the job posting or the application indicated a timeline for the company’s reply, you should try to respect it and wait to follow up until that time has passed. Another reason to wait? Sharlyn Lauby, founder of HR Bartender, says that waiting can actually warm hiring managers and human resources professionals to you. “I know applicants want to set themselves apart early,” she says. “But take a moment to consider the company’s perspective. If the company promotes a job opening and 50 people apply, and then all 50 people decide they’re going to try to find a way to contact the hiring manager . . . well, now multiply that times 10 job openingsand you’ll see how that just delays the entire hiring process — which, of course, no one wants.”
When enough time has passed that you can follow up, try to find a direct contact. That may be a specific person in the company’s human resources department, or it could be a hiring manager. It may take some research on your part, but try to find a name and email address.
Send your materials again.
When you send a follow-up email, be sure to include your application materials again for easy reference. (After all, you don’t want to make the human resources professional or hiring manager work to find out why you’re right for the job.) As our guide points out, “they may have a pile of applications they haven’t looked at, and you want to make it as easy as possible for them to review yours.” Let them know your documents are attached.
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Your follow-up may be perfect, and yet, you still may never hear back from a company. We recommend following up no more than two times to the same contact person or company.
Lauby actually encourages you to consider moving on not after a specific number of follow-ups, but after a certain amount of time. “If an individual applies for a job and hasn’t heard from the company after a week, they need to decide if they want to work for a company that treats applicants that way,” she says. “Same with, ‘If I take the time and effort to follow-up with the company, and don’t hear back, do I really want to work for them?’” And that’s not a silly, emotional reaction. “The way applicants are treated during the hiring process can be an indicator of the way they will be treated as an employee,” Lauby points out.
Here’s what to say.
Now, what should you write, you ask? Well, that’s what this simple email template is for:
I recently sent in an application for [job title] at [company]. I’m sure you all are very busy reviewing applicants, but I wanted to touch base to make sure it got to you, and see if you had any updates on your decision timeline. I’m still very excited about the position and would love the chance to talk more with your team about how my background in [the most relevant thing about your past experience] would really allow me to help your company [something you would expect to help achieve in the role].
I’ve attached my application materials to make it easy for you to find—please let me know if you need any additional information. I look forward to hearing from you.
Best,
[Your Name]
No excuses now — go ahead and fearlessly follow up on those applications!
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You send in a stellar resume. You blow the recruiter away in the phone screen. And you wow everyone you speak with during your in-person interview. And yet, you still don’t get the job. Worst of all, you don’t know why you didn’t get it — you either didn’t hear back at all, or received feedback so vague that it’s virtually useless (e.g. “We decided to go with another candidate who was a better fit.”) Is there anything worse?
It’s incredibly frustrating when a recruiter or hiring manager doesn’t share a concrete reason why you were passed over, but if it happens to you, don’t worry. Often, there’s still a way to figure out what went wrong — here’s how.
1. Reach Out to the Decision Maker
If you have the contact info of the hiring manager, it’s best to chat with them rather than a recruiter or HR representative, says Ren Burgett, career coach and owner of 3R Coach.
“An HR manager or recruiter is more likely to give you a programmed HR response such as, ‘We found a candidate that was a better fit for our needs.’ The hiring manager is more likely to give you a candid response,” she explains.
If you haven’t already been in touch with the hiring manager, though, you may want to reach out to someone who can point them in your direction.
“If you don’t have their contact details, you need to get in touch with whoever your point of contact was throughout the recruitment process. Even if they can’t provide feedback themselves, they will be able to pass your query onto someone who can,” says Steve Pritchard, HR Manager at Cuuver.com.
When you haven’t been given the hiring manager’s contact information, it can be tempting to bypass your point of contact and look them up on LinkedIn or Google their email address, but this is a mistake, Pritchard says: “They may not feel too comfortable with you contacting them using a number/email they didn’t provide you with.”
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Nobody wants to engage with a candidate who sounds demanding or presumptuous, so make sure to open your message with a note of thanks.
“Thanking someone for [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”][taking the] time to interview you and provide the opportunity can always start the conversation in a positive manner,” says Shanalee Sharboneau, President/Technical Recruiter at Staffing Science, LLC.
In particular, you should express gratitude for the fact that they are going out of their way to read your note. After all, they don’t have to share feedback with you.
“Show in your request for feedback that you appreciate the recruiter/hiring manager is likely to be busy. This way, you don’t sound too pushy or demanding,” Pritchard adds.
3. Be Positive
You may be upset that you didn’t get the job, but remember: you catch more flies with honey than with vinegar. It’s okay to acknowledge that you’re disappointed with the outcome, but don’t express resentment or aggression.
Show “that you are understanding of their decision not to hire you, otherwise, you may sound bitter about not getting the job rather than someone looking for honest feedback to help them with their job search,” Pritchard continues.
And instead of taking a self-deprecating approach like “How did I screw up” or “Where did I go wrong”, frame the conversation as a quest for personal growth.
“Don’t make your question about ‘why’ you didn’t get the job, make your question about ‘how’ you can improve. People are more likely to respond to someone that seeks out growth as opposed to someone that just wants answers,” Burgett says.
When reaching out for feedback, “make your email no more than one paragraph,” Burgett recommends. After all, they are probably plenty busy with their day-to-day tasks, so you want to make sure to honor their time.
You can save them even more time by avoiding general questions like “Why didn’t I get the job?” and instead drilling down into a few precise issues. Burgett recommends including “two to three specific questions [that] you would like feedback on from the interview process.”
One questions that Laura Handrick, Career Analyst at FitSmallBusiness.com, recommends asking is “what might you have done, said or provided differently that would have made the company choose YOU instead of the other candidate.”
5. Open the Door for Future Opportunities
Just because you were rejected from a job doesn’t always mean that you can never apply there again — you may have been a close second. At the end of your message, reiterate your interest in the company (if you are truly interested) and consider adding something like “if anything changes, I’d love to connect regarding future opportunities.”
“That will go far, and many times, new hires fail in the first few months. They’ll remember your graciousness,” Handrick says.
You can also see if they might be willing to refer you to another opportunity.
“Always end the email by asking if they know of anyone else you can reach out to as you continue your job search. If you didn’t get the job, perhaps you can get a lead [for] another job. Use this as an opportunity to network,” Burgett says.
If the person you reach out to fails to respond, don’t ping them every day until they do.
“Giving feedback, particularly constructive feedback, is hard, so allowing time for preparing will likely get you more thoughtful responses,” points out Dr. Dawn Graham, Career Management Director at the Wharton School and host of Career Talk.
Even if they never respond, you shouldn’t pester them, Graham adds.
“Companies tend to avoid giving candidates feedback to avoid opening themselves up to risk,” she explains. “In addition, many hirers have trouble putting their fingers on a clear definition of ‘fit’ or likability, which are two powerful aspects of hiring decisions that can be challenging to put into words. Therefore, they may pass on giving feedback to a rejected job seeker for the sheer reason that even they are unable to verbalize their final decision in a way that will be meaningful to the overlooked applicant.”
Sample Message
Want an example of what exactly you could say to a hiring manager? Burgett recommends the following:
Hi (Hiring Manager),
I wanted to thank you for the amazing opportunity to interview for the position of (job title) with your company. I really enjoyed learning about (company name) and getting to know you and your team during the interview process. I understand you have decided to move forward with another candidate that better fits your current needs.
As I continue my job search, I would love to get your feedback on how I can improve as a candidate. When you have a minute, could you provide insight into what I can improve upon to help me stand out and progress in my career? Specifically, I would appreciate feedback on the following:
1. What is the one skill I can improve upon to help advance my career that may be holding me back?
2. If I had the opportunity to redo my interview, what is the one thing I should have done differently?
I appreciate any candid feedback you can offer as it will help me understand the areas I need to improve. Additionally, if you know of any companies that may be hiring for similar positions or anyone else I should reach out to as I continue my job search, please let me know.
Again, thank you for the opportunity to interview for the position. I wish you and your team continued success.
Sincerely,
Your Name
There’s no doubt that getting rejected from a job you were interested in is upsetting, and it can be doubly so if you don’t hear actionable feedback from the hiring team. But odds are, it’s nothing personal, so try not to take it that way. And remember — the right job is out there. It’s only a matter of time until you find it.
GlassDoor.com | May 31, 2018 | Posted by Emily Moore
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What if I run into traffic on my way to the interview and get there late? What if I mess up one of my answers? What if I draw a total blank when my interviewer asks me if I have any questions for them?
If you’ve ever been up for a position you really wanted before, then questions like these have probably raced through your head in the hours — or worse, throughout the night — before your big interview.
Many people think of overwhelming anxiety as an inevitable part of the interview process. But the truth is, your nerves can be greatly eased once you learn how to properly prepare for an interview. Not only will this make you feel a whole lot better going in — odds are, with a clear head, you’ll actually do a better job.
Ready to learn how to walk into an interview with confidence, and knock it out of the park? Follow these five steps.
1. Research the Company
Recruiters and hiring managers don’t just want to know about your skills and experience — they also want to know how knowledgeable you are about the company. In fact, questions like “What is the name of our CEO?” and “Who are our competitors?” are both among the most commonly asked interview questions. But even if you don’t encounter a question like this, looking up the basics of the company is still worthwhile.
Use Glassdoor and online searches to learn about the company’s industry, products, mission, names of leaders, competitors, recent news and more. Then, you can drop these tidbits of newfound knowledge throughout your responses — e.g., when asked “Why do you want to work here?” a candidate might say, “The reason I decided to apply to this job was because of how much your mission resonates with me. I truly believe that making affordable, high-speed internet widely accessible will help bring the world closer together.” This proves a few things: a) you’re passionate about the opportunity, b) you’re a proactive self-starter with good critical thinking skills and c) you’re a good culture fit for the company.
You can also use this info to ask more informed questions of the interviewers themselves — more on that later.
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A lot of candidates stress out over not knowing what a recruiter or hiring manager is going to ask them. But in reality, you’ll get a lot of the same questions from one person to another. There are a few basic questions that you’ll almost certainly be asked — these include staples like “Tell me about yourself,” “Why do you want to leave your current job?” and “What are your biggest strengths and weaknesses?” If you’re a data-driven job seeker, you’ll appreciate the list of the 50 Most Common Interview Questions that Glassdoor identified after sifting through tens of thousands of interview reviews.
You can also use Glassdoor’s interview reviews to find out which questions they specifically ask at the company you’re applying to, as well as which questions are common for your job title. Sure, you might be thrown an oddball interview question every now and then, but you’ll likely find that the vast majority of questions you’re asked are ones that you can identify in advance.
3. Rehearse Your Answers
Now that you have an idea of which questions you could be asked, it’s time to think about how you will respond to them. Keep in mind that in general, interviewers want responses that are specific, positive, impactful and genuine. If you want to know what kind of answers recruiters and hiring managers are looking for from specific questions, check out Glassdoor’s How to Answer the 50 Most Common Interview Questions.
Don’t just think about what your response should entail — go ahead and write it down. You probably shouldn’t write out full answers — that can result in you memorizing the responses verbatim, which can come across as too rehearsed — but making a bulleted list of key points you want to hit is a great idea. Try using the worksheet at the bottom of this blog post to sketch out your answers.
After you’ve written down the key points you want to hit in common interview questions, it’s a good idea to hold a mock interview aloud with a friend or family member. Some people might feel a little shy about doing this, but brush these feelings aside as best you can — in my experience, this is the number one way to improve your odds of succeeding in an interview. Doing a dry run will allow you to get any mistakes you might make out of the way before it counts against you, and also helps you get valuable feedback, so don’t skip this essential step.
4. Come Up With Your Own Questions
One of the questions you’ll almost always be asked by an interviewer is “Do you have any questions for me?” It might seem innocuous, but believe it or not, this is a very common area in which candidates trip up. Interviewers aren’t just asking this question to be nice — it serves as somewhat of a litmus test for whether or not you’ve done your research, are a good culture fit and demonstrate strong critical thinking skills.
Use the research you gathered in step two to help you craft intelligent, informed questions about the role and company that will give you a fuller picture of what it’s like to work there and what it takes to be successful. For example, if you learned that the company you’re applying to is launching a new mobile app, you might say “I read that your company is launching a new mobile experience soon. Can you tell me more about that, and how it relates to this position?” You can also use this opportunity to dig into anything that hasn’t been brought up yet or covered in sufficient detail, like company culture, how the company defines success and what drew your interviewer to the company.
Congrats — if you’ve gotten through the previous four steps, you’ve already gotten the hard part out of the way! Now, all you have to do is think through all the little logistical details of your interview. These can vary depending on what kind of interview it is — phone, video, in-person, etc. Here are a few things to keep in mind for some of the most common types of interviews:
Phone Interviews
Pick a quiet place with good service to take the call
Confirm the day and time, accounting for differences in time zone
Confirm how you’re getting in touch with the hiring manager (Are they calling you? Are you calling them? Will you call their cell, or a conference number?)
Review the job description and company information 30 minutes before the call
Breathe — try to stay relaxed and focused!
Video Interviews
Pick a quiet place with good lighting and a simple background to take the interview
Do a test run to try out the video software
Restart your computer before the interview to help avoid technical difficulties
Plan on arriving 30 minutes early, but wait in your car or at a coffee shop nearby until 5 minutes before
Brush your teeth or chew some gum before walking in
Run through your cheat sheet of responses, and a list of questions to ask each interviewer
Preparing for an interview the right way does take some work on your part, but believe us — it’s worth the effort. Who knows? You might just find that interviews aren’t as scary as you thought after all. Now go out there and get ‘em!
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