One of the things I do when I am coaching someone on their interviewing skills is to start with a list of things they most fear or find most disconcerting about an interview. It's really interesting to hear clients' responses, some of which include:

• Not knowing how to answer questions
• Being asked why I am no longer employed
• Talking about myself - period
• Not feeling confident
• Why I've had so many different jobs
• Not knowing my strengths
• Not knowing my weaknesses
• Not having a college degree
• Why my grades aren't all that good
• Coming across like I'm desperate

1. Strike the word "interview" from your vocabulary. Think: meeting; you've been going to meetings for years; view this as nothing more, nothing less than another meeting. Think: conversation with a purpose; you're there to learn about them and they're there to learn about you. It's a mutual exchange; it's a shared purpose. Think: chance to succeed versus chance to fail. Keep thinking that way until you get hired.

2. Approach your meeting with an upbeat, positive attitude. Sure, there will be lots of candidates who look similar on paper...distinguish yourself with words -- words that you intentionally choose to brand, market, promote, and share about yourself. Keep your word selection purposeful and positive; speak with energy and confidence! Smile!

3. Make it easy for the interviewer to learn about you; few people have time today to drag information out of you. Freely educate, teach and train others about you and the value you offer to them, delivering information in an organized, efficient manner. Practice too much!

4. Keep your responses relevant, essential and in support of the question asked. Say what you want to say with clarity and conviction, then stop talking. Insert a period. Think: PowerPoint...the fewer words the better.

5. Don't take the bait. By that I mean, if the interviewer says to you "Bet you're really angry about losing your job when the market is so bad," do not say "yes" and go off on a tangent of explaining how terrible things are for you right now. You will dig yourself a nice little ditch in which you probably won't be able to get yourself out of during your time together.

While there are many strategies to integrate into your presentation to a hiring manager (the person who can delete you or move you forward), do not give up, regardless of the number of times you've been rejected. Do not give up on yourself or the people with the power to hire you and help you. As my friend says, stay in the hunt until...

Article by, Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 25, 2008 at 2:42 PM | Leave a Comment (0)

So you landed the job interview, congratulations! Now, you probably want to know what you should do and what you should avoid doing during your interview.

Interview Do #1: Bring Your Personality

Don't be who you think they want you to be, be who you really are. One of the most important parts of the interview is discovering whether you would be a good fit for the company. If you don't fit in with the company's culture, your experience may not be that enjoyable. Be yourself, that may be your largest advantage over another candidate!

Interview Do #2: Be Succinct

Plain and simple, answer the question that was asked. Don't avoid the question, don't go off topic, don't give an answer to an entirely different question. If you don't understand the question, ask again. If you don't have the answer, ask again anyway so it gives you more time to think of a reply! It isn't the length of your answer, it is the quality of your answer.

Interview Do #3: Own Your Failures

If you made a mistake, admit it. They don't care that you have failures, they just care you understood why it was a failure and what you did to avoid making the same mistake again! Zig Ziglar once said, "It isn't what happens to you that determines how far you go in life, its how you choose to handle what has happened to you."

Interview Don't #1: Lie About Your Ability

If you were never a manager, don't say you were; if you were never in charge of a group of people, don't say you were; if you never traveled for work, don't say you did. Keep in mind, everything you do and everything you have done has been recorded by someone, somewhere. If you lie, you will get caught!

Interview Don't #2: Not Get Involved

You want to let the interviewer know that you are listening and that you understand, but you don't want to yup them to death! Further, if they ask you a question, "Yes" and "No" should not be the only words you use. Hint: Try to elaborate a little! They are looking to gain information about you!

Interview Don't #3: Not Ask Questions

Yes, you are being interviewed but keep in mind, you are interviewing them too! Just because you may be a great fit for the job doesn't mean you will enjoy working for the company. Make sure you do your research so you can come prepared to find out the information you want to know. For example, you could ask about their goals, where they plan to be in five years, whether or not they promote from within, etc.

Interview Don't #4: Schedule an Interview on a Friday

As we all know, Friday is the last day, for most of us, of the workweek. The last thing you want to do is be cooped up in the office, as a matter of fact, when you arrive in the morning all you can think about is what you are doing after work. So, why would you schedule an interview on a Friday? If you can avoid doing this, do it. You want the attention focused on you, not on what their after-work plans are.

Article by, Free Job Search, Job Interview and Career Articles

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities.

Posted by Candice Arnold on August 25, 2008 at 1:21 PM | Leave a Comment (0)

Have you ever been caught off guard by a job interview question? It is natural to be nervous during a job interview, and it can be particularly unnerving to be asked a question that you didn't expect. The best thing you can do to prepare for your next job interview is to put some time into preparing answers to some of the most common and important job interview questions.

Can you tell me something about yourself?
No interview is complete until the interviewer asks this question. It is silly to go to an interview without preparing to respond to this question, because it is almost certain to be asked.

Before you decide how to respond to this question, it is important to consider why it is usually asked during job interviews. Most job interviewers believe that they can learn a great deal about applicants based on the way they respond to this question.

Continue reading "Common Job Interview Questions: Prepare for the Expected " »

Posted by Candice Arnold on August 15, 2008 at 9:43 AM | Leave a Comment (0)

Jobs in medical sales, healthcare sales, biotechnology sales, lab sales, clinical diagnostics sales, and pharmaceutical sales are challenging, lucrative, and therefore....competitive. If you want an edge in your sales interview, here it is: today's video covers closing the interview. When to close, what to say, and how to deal with objections or non-answers.

The most important thing to remember about closing is to do it. No hiring sales manager is going to hire someone who can't navigate a closing process. The thinking is, if you can't close on something as important as your job, which is in your own direct self-interest, you aren't going to be able to close a sale for the company.

How do you close? The most direct way is to ask for the job: "I appreciate your time today, and I am so excited about what I have learned about this job. Based on our discussion, I see this job as the perfect opportunity. Do you see me as a productive member of this team?" If that's not your style, go for the Assumptive Close. Assume they want to hire you and say something like, "What's the next step?" Or, "What will my training be like?"

One of the most important reasons to take this step is to uncover any objections they have to hiring you. Get them out into the open so you can deal with them NOW, while you still have a chance to speak up in your own defense. If they have a specific concern about your background, you can ask, for instance, if they've ever hired anyone with your same experience, or, what are the qualifications of your best salesperson? Maybe they have the same qualifications as you, and then you can uncover the "real" reason. Or maybe they'll rethink their position.

Remember, you are pushing for an answer now. That may feel uncomfortable for you, but it's better to get an answer you can deal with now. If you push and the answer is "no," ask why. I've had candidates get a "no" and once they found out why, dealt with the objection and wound up with the job.

If they are on the fence about you, you can ask for another conversation in a few days. I will be telling you how to ask, and what to plan for during that second conversation.

Ask for advice...if you get it, that's a "buying signal," which is a good sign for you.

Knowing how to close will not only help you in interviews, but also (obviously) in sales processes, project management, and any negotiations. Watch the video. It's 10 minutes long, but it's packed with the best advice I have for closing, including exactly what to say in a variety of situations.

Article by, Medical Sales Recruiter

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Candice Arnold on August 10, 2008 at 12:25 PM | Leave a Comment (0)

The Phone interview plays a crucial role in a candidate's pre-hire process. This means that the employer has reviewed the candidate's resume and or application and they are showing some interest which is a positive step forward, although the candidate is still far away from being hired! The phone interview in many cases may be a make-it or break-it for many candidates as this is mainly a way for the employer to verify if the "you" the candidate are both a cultural and technical fit for their work environment.

The Phone interview plays a crucial role in a candidate's pre-hire process. This means that the employer has reviewed the candidate's resume and or application and they are showing some interest which is a positive step forward, although the candidate is still far away from being hired! The phone interview in many cases may be a make-it or break-it for many candidates as this is mainly a way for the employer to verify if the "you" the candidate are both a cultural and technical fit for their work environment. Below are some of the most common phone interview questions and answers.

Continue reading "Most Common Phone Interview Questions And Answers " »

Posted by Candice Arnold on August 7, 2008 at 8:47 AM | Leave a Comment (1)

Many companies use the phone interview, or phone screen, to help limit the amount of candidates that come in the door. This prevents the hiring manager, as well as any support staff that would meet with potential candidates, from taking time out of their days to meet with duds. In order to succeed at these interviews, there are three things you need to know:

1. The purpose of a phone interview.
2. How to prepare for a phone interview.
3. How to conduct oneself during a phone interview.

Although few companies will bluntly state their true motive, the phone interview is simply a device for weeding out the bad candidates. These are the ones that within the first 15 seconds of the job interview, the hiring manager knows they either lack the qualifications to perform the job or the proper attitude to fit in with the team. So instead of having his or her staff schedule time to meet with someone that won't be a fit, they request that someone in human resources have a conversation to answer questions and get more information about items on the applicant's resume.

As a job seeker, understanding that this is the first round of elimination is key to your success. Take a look at your resume and look for things that someone may find questionable. These things include:

• Short stints at several companies / job hopping.
• Unexplained lapses between jobs.
• Loss of responsibly from job to job.
• Inconsistent experience.

It's often hard to critique our own resumes so you might want to enlist the help of a friend or professional recruiter. Have them take an objective look at your resume for any flaws or red flags.

Researching the company and position is equally important. Look at the listing for the job and match up your qualifications and experience with each required item. Try to come up with an example of how you meet each requirement - these will be the talking points that you'll try to work each answer during your interview towards.

Visit the company's web site and read about its products and services as well as any press releases or news items. Read the executive bios as well as any write ups regarding key staff. Create a cheat sheet with notes like you used to in college - remember that a phone interview is like an open book exam. Try to create a list of potential interview questions and practice your answers. All of this will show the person interviewing you that you've done your homework and you're interested in the position and the company.

On the day of the interview, make sure that you wake up at least 90 minutes prior to your phone call. You don't want to sound groggy to your interviewer. Also, find a nice quiet place where there will be minimal distractions so that your interviewer can hear you clearly. Avoid using a cell phone or VOIP phone if possible - the sound quality isn't so great and the reception is unpredictable.

Choose a work area that will give you instant access to all your notes and supporting information. You could use your dining room table with all of your information in the form of printed documents or you could sit at your computer with all the pertinent information in the form of open browser and word processor windows.

At the very least, you should have the following information at your fingertips:

• Your resume.
• The job description for the position you're interviewing for.
• A cheat sheet of information about the company.
• A list of potential interview questions and your answers.

Make sure you're wearing something that's comfortable and doesn't make noise when you move, especially if you're using a speakerphone (if your phone has a headset, use that instead). Many people recommend that you dress up for a phone interview because it'll put you in the right frame of mind. That advice is both bad and impractical - why would you want to be unnecessarily uncomfortable?

Phone interviews are the first the step in the interview process for many companies - especially when a large amount of candidates are applying for the job. With a little preparation and understanding, you can successful get through the first round of elimination and set yourself up for a successful in-person interview.

Article courtesy of Communicating Your Way to Success

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Candice Arnold on August 4, 2008 at 5:43 PM | Leave a Comment (0)

The following is an excerpt from Sylvia Landy's book, "Ditch the Flip-Flops: Ace Your Job Interview Fresh Out of College"

Excerpt from Chapter 5:

"Spend More Than Chump Change"
When you walk into an interview, it's not wise to evoke the words "eye candy." As a matter of fact, you're striving for an unremarkable appearance--your outfit should blend into the background, not stand out as the reason you are memorable. And by the way, you can't be frumpy or boring either. Smart, fresh, and suitable are the yardstick measurements. You're likely getting the idea that this is tricky. After all, clothes, hair, and makeup choices are about as subjective as they come. Factor in the culture of the workplace, and you hopefully understand that the morning of isn't the time to sift through do-rag dynamics or your closet. The "what to wear?" question is a quagmire, but there are guidelines to help you maneuver through stilettos, piercings, and belted or not.

About the author: Sylvia I. Landy has had a successful corporate and entrepreneurial career,having sold a start-up she launched from her basement to a Fortune 500giant. For the past several years, she has dedicated herself to counselingcollege students intent on maximizing their potential. In just one year,Ditch the Flip-Flops has become the number one resource for internship andjob hunters at college campus career centers. Ms. Landy recently releasedher second book, "Campus Dirt: Insiders Come Clean on How to Succeed at College."

Excerpt courtesy of Keystone Three, LLC, Maximizing opportunities for college students and young professionals

Posted by Candice Arnold on August 1, 2008 at 12:39 PM | Leave a Comment (0)

The following is an excerpt from Sylvia Landy's book, "Ditch the Flip-Flops: Ace Your Job Interview Fresh Out of College"

Excerpt from Chapter 3:

"Draw Some Blood"
Because you will be bombarded with a great number of questions as you sit across from a prospective employer, you're wise to familiarize yourself with recruiters' favorites. Interview inquisition is often reminiscent of a starved dog attacking a bone. As you read on, remember that you're not the Great Dane.

About the author: Sylvia I. Landy has had a successful corporate and entrepreneurial career,having sold a start-up she launched from her basement to a Fortune 500giant. For the past several years, she has dedicated herself to counselingcollege students intent on maximizing their potential. In just one year,Ditch the Flip-Flops has become the number one resource for internship andjob hunters at college campus career centers. Ms. Landy recently releasedher second book, "Campus Dirt: Insiders Come Clean on How to Succeed at College."

Excerpt courtesy of Keystone Three, LLC, Maximizing opportunities for college students and young professionals

Posted by Candice Arnold on July 31, 2008 at 12:31 PM | Leave a Comment (0)

Interviewing is probably the toughest part of the job search process. You want to make a good impression because you're hoping to get a job that could lead to a career. Having a good handshake is one way to make a positive first impression on a potential employer.

Although not having a good handshake probably won't put you out of the running for the job you want, it may raise a few questions about your character or your personality. When I asked my experts about the importance of a good handshake, here's what they had to say:

Janna DeMarco, branch sales manager for Today's Office Professionals in Boston, Massachusetts said, "A firm handshake can convey confidence. Confidence in your ability to interview, it can display your interest in learning more about the company you are interviewing at and the person with whom you are interviewing. A firm handshake at the close of an interview is another method to let the company know that you are interested (want the job or are interested in the next phase of the interview process)."

"Someone with a firm handshake immediately sends an impression of being confident and emotionally strong," offered Penny Queller, vice-president and group executive of business development for Spherion in Atlanta, Georgia. She added that interviewers can mistakes from faulty first impressions, so it's in the candidate's best interest to make a good first impression with a firm handshake as part of the mix. "When I was in college, I was in a professional business fraternity, Alpha Kappa Psi. We taught pledges the importance of a firm handshake. The goal of the fraternity was to prepare business students for life after college. One of the first things we focused on was handshake!" Queller concluded.

But something Queller also said is that the handshake is the not "end all be all." There's so much more to a candidate than how well or poorly he shakes hands. And what if there's an underlying reason for the lack of firmness in a candidate's handshake?

"I used to believe a firm handshake was a must," said Karen Wright, operations director for KMSU 89.7 FM, "and that limp handshakes made a bad impression. That was until I got carpal tunnel syndrome ... and even the slightest pressure sent extreme pain up my arm. Sometimes I'd offer the other hand, or not shake hands at all and then explain. Therefore, I don't believe a firm handshake is always necessary."

Wright gives an excellent reason for recruiters and hiring managers not to jump to conclusions about a candidate because she doesn't have a firm handshake. But Mark Stevens, founder of MSCO has an anecdote that probably says it all, "I spent a day with Bill [Gates] when Microsoft was a company of 3,000 people. Bill's handshake was like grabbing a clump of badly overcooked spaghetti. He is perhaps the most important person of his generation. Enough said about the handshake-success equation."

The End.

Posted by Candice Arnold on July 28, 2008 at 2:43 PM | Leave a Comment (0)

Going on job interviews can be a nerve-wracking experience. There's so much to do in advance and so much more to consider that it makes you wonder where Jim Phelps and his MI team are hiding. Okay, so it's not that bad, but it can seem overwhelming at times. So far, we've discussed what questions job seekers should have in mind when going on interviews. To sum it up succinctly, Kenneth McGhee, author of Teamwork - Moving Beyond Teambuilding Exercises, says, "Candidates should ask questions that communicate two messages to the potential employer. The two messages are 'I want the Job' and 'I prepared for the Interview and researched the Company.'"

The impression you make on an interviewer can make or break your chances of getting a new job. In a previous blog, I cited an article that referred to a study in which college students were judged by their handshakes and their interviewing skills. The students who received high marks from hiring managers on their interviewing skills also received high marks from "handshake raters" for the quality of their handshakes.

When I asked our experts what they thought, they all agreed - for the most part - that a good, firm handshake, coupled with direct eye contact, is important. Yet not one felt it was important enough to eliminate an otherwise stellar candidate from consideration.

Continue reading "Interview Tip: A Good Handshake Helps ... A Lot - Part 1" »

Posted by Candice Arnold on July 23, 2008 at 4:42 PM | Leave a Comment (0)

Reprinted with permission from GraduatingEngineer.com

When up against scores of other qualified candidates for plum positions, students need to find a way to stand out in a crowded field. The best way to do that is present a work portfolio before, during or after the interview, contends Jake Newton, a senior recruiter at Seattle-based Aerotek, a technical staffing firm.

"Maybe one out of every 10 people I see use a portfolio," he says, "but the ones who do are miles ahead of the rest." One success story: The civil engineering student who'd created a Web site showcasing his projects. Newton was able to avoid sending clients a ho-hum resume, and instead email them a link to the candidate's online portfolio. "All the employers were blown away," says Newton. (It's hard to resist the visual, the novel, and in this case, the stunning.) The student quickly scored a coveted placement, even though a more qualified candidate may have been hidden in the pile of text-only resumes in the employer's in-box.

Resumes have some other downsides, too. Martin Kimeldorf, author of the book "Portfolio Power," calls resumes "a valentine to yourself" because they're often too inner-focused and self-serving. "Employers don't believe what they read in resumes anymore. Most of the time they don't read them in advance, and even if they do, they don't study them closely," he says. "Employers ask for a resume, so we feel like we have to go into an interview with one." Not necessarily. A good work portfolio can provide visual evidence to back up your verbal and written claims of competency.

Continue reading "Interview tips for engineers and computer scientists " »

Posted by Candice Arnold on July 23, 2008 at 10:53 AM | Leave a Comment (0)

Guest post from James Feudo of Communicating Your Way to Success

Interviewers and interviewees alike are often unaware that certain questions asked during a job interview are considered illegal questions. Now by "illegal", it doesn't mean that someone will get arrested for asking such a question, but it does mean that the interviewee is not required to answer it to be considered for the job. The reason why these questions are considered illegal is to protect candidates from being discriminated against when applying for a job. These questions were made illegal as part of the Americans with Disability Act. In this article, we'll cover what the illegal questions are, why they're asked and how to respond.

Illegal questions can be worded hundreds of ways but here are some general guidelines for determining whether a question is considered illegal. Questions about age, race, religion and sexual orientation are considered illegal. Questions about your family life such as whether you're married, have kids or are in a relationship are also considered illegal. Additionally, questions about political beliefs and affiliations, country of origin and US citizenship are considered illegal. A good rule of thumb is that any question of a personal nature which is unrelated to the position you're interviewing for could be illegal.

Continue reading "Illegal Job Interview Questions and How to Handle Them" »

Posted by Candice Arnold on July 21, 2008 at 9:23 AM | Leave a Comment (0)

Hi All,

This article is courtesy of Peggy McKee, a professional medical sales recruiter. It has some interesting insights for job candidates, recruiters and managers wanting to conduct panel interviews. What IS a "panel interview"? Keep reading!

And this new interviewing style is something Millennial/Gen Y needs to be aware of while looking for a job after college graduation.

Tips for a Successful Panel Interview

Panel interviews are gaining in popularity these days. Why? They save time, since the candidate interviews with everyone at once rather than go through a series of private interviews. They can be more reliable and job-related, since interviewers have each other to keep them accountable and to help them stay on track.

These interviews are very good for sales, sales management, and marketing for medical sales, pharmaceutical sales, laboratory sales, pathology sales, imaging sales, molecular products sales, cellular products sales, biotechnology sales, and medical device sales, but less helpful for technical, customer service, and field service positions in healthcare.

However, panel interviews can the most stressful for the candidate of all interview types since they seem impersonal and more judgmental.

Click here to read Peggy's tips for conducting a successful panel interview, and to see her video with bonus tips!

And you can click here to see an article about "panel interviews" from the Wall Street Journal.

Bye for now!

Article by, Peggy McKee, Medical Sales Recruiter

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Candice Arnold on July 18, 2008 at 7:08 AM | Leave a Comment (0)

Who says there's no such thing as a "Free Lunch"? This is a complete interviewing resource center for people seeking employment. It contains highly successful interviewing tips that have helped thousands of job seekers with everything from how to dress for the interview to salary negotiation and follow up after the interview. This totally free resource is provided for all job seekers.

Carole Martin, the #1 Interview Coach in America has put together a free website to give people in job search an extra edge in dealing with the job interview.

"Whether you have been laid off, are in jeopardy of losing your job, or have been fired - help is on the way. Even if you just want to leave your job - this website will assist you in thinking through a strategy to compete in the stressed job market we are facing," says Martin.

The website is being introduced at a time when the employment market is tanking. The employment rate has reached an all time high since American consumer confidence fell to a 26-year low in April, more than forecast, as unemployment rose and fuel prices hit records. (New York Times 4/26/08)

According to Ms. Martin, "Passing the interview is the 'rite of passage' to get the job offer. If you aren't prepared to be a contender and fight against the competition - you could be out in the first round. I want to give you the resources you need to be prepared and have the edge."

The website is: http://www.jobinterviewcoachingcenter.com/

The content is hot. Articles - quizzes - blogs - all for free. Get the answers to the problems that are making your job search agony and start thinking of it as a challenge you are going to get through to get to that new job - life - that you want and deserve.

Ms. Martin is the author of four books on the subject of interviewing and has numerous products - CDs and a DVD. ("Interview Fitness Training," "Boost Your Interview IQ," (Voted one of the top ten career books of 2004 McGraw-Hill), "Perfect Phrases for the Perfect Interview,"(McGraw-Hill) and "Boost Your Hiring IQ" (2007 McGraw-Hill).

Article by, Carole Martin, "The Interview Coach," an acclaimed expert on the subject of interviewing. Her clients range from attorneys to FBI agents, high-tech IT experts, teachers, pre-med students and grads, health care professionals, and even beauty queens. Ms. Martin is certified in Behavioral Interviewing Techniques, is certified as a Senior Professional in Human Resources (SPHR) by The Human Resources Certification Institute, and has received her coaches training from Coaches Training Institute. She teaches interviewing skills at UCBerkeley University, Haas-MBA school, and John F. Kennedy University grad school. She has a Bachelor's degree in Communications, a Master's degree in Career Development, and has been featured in numerous national media.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Candice Arnold on July 18, 2008 at 6:36 AM | Leave a Comment (0)

As I've said in previous blogs, there's a lot to consider before going on a job interview ... what do you know about the company, what are you hoping to gain as an employee there, what do you have to offer that's better than what your competitors have to offer, and the list goes on. Fortunately, there are a lot of experts who are more than happy to share their knowledge with recent college graduates looking for entry-level jobs or college students looking for quality internships.

One such expert, Dr. Don Varney, consultant, motivational speaker, and founder of Varney Speaks, has a series of videos on YouTube that takes you step-by-step through the interviewing process. Varney covers such topics as how to respond to the most popular interview questions, how to dress, and how to ensure that you don't miss a call from one potential employer while your out interviewing with another.

YouTube has many offerings for the video buff who would rather watch and listen to interview tips than read them. Some of the videos are clever and amusing so it's easy to see why someone might prefer this method of information gathering.

Whether you're a college student looking for an internship or a recent grad looking for an entry-level job, the interview tips videos on YouTube might have the answers you need.

Posted by Candice Arnold on July 17, 2008 at 8:34 AM | Leave a Comment (0)

Poorly prepared job interviews spell bad news!

Not preparing for an interview is probably the number one mistake most job interviewees make! As a job applicant, you must learn the answers to job interview questions the employer may ask. "What are your goals?" "Where do you see yourself in five years?" "Why are you the best person for the job?" These are some of the most frequent and tough interview questions asked. Preparing for interview questions is important but preparing for the interview process is critical to the applicants' chances of getting the job.

However, before I offer my opinion on what the appropriate job seeker response to these three questions could be, my experience shows it is just as important to ask like kind questions of the employer. Would you like to know one of the most important of all job interview tips? The interview questions to ask the employer! This is another major consideration that many job seekers fail to properly plan for. Preparing for job interviews without asking the interviewer the appropriate questions tell him/her getting the job is not important. Another serious mistake job seekers make is assuming the interviewer is competent or properly trained in how to conduct job interviews!

The one thing that has been consistent is the inconsistency of job interview questions. Job seekers should understand that the person doing the interview may not be the sharpest knife in the drawer. He or she may not have been adequately trained. Job interviewers routinely ask illegal or improper questions either out of ignorance or deliberately with the intent to discriminate against certain groups. That makes learning to give good job interview answers and asking good job interview questions so important. The questions asked at job interviews often hide what the job interviewer really wants or needs to know! One of the things in the job interview process for the applicant involves discovering what that is. As a job seeker, why am I being asked these interview questions?

For example, the interviewer asks, "Have you had challenges working in various cultural workplace settings?" From my experience, here is what the job interviewer is really asking. "Have you had trouble dealing with different racial groups?" When preparing for a job interview spend time investigating the business. You should learn about the company's history and what it does for the industry. Review the company's website and its about us page. I would be looking at how well it treated its employees with things like salaries, benefits and promotional opportunities. Ask the interviewer questions such as:

"What are the company's goals?"
"Where does the company see itself in five, ten years?"
"Why is the company a good fit for you?"
"Why will the company be a good fit for me?"

Try to find out how well the company is doing financially. It would be to the job interviewee's advantage to know if the company is going to be around for a while. You could do some research with the Chamber of Commerce and the Better Business Bureau. I would make inquiries with local, state and federal consumer advocacy groups for any complaints filed against the employer.

Is it on the verge of layoffs that could include the position applied for?
Is the business going to be sold in the near future?
Are their any bankruptcy issues?
Does the organization have a history of employment complaints on file with state and federal agencies?
Are there any employees that you know personally, who could give some insight into the "culture" of the organization and its management?

Interviewees are not just interviewing to get a job; they should interview the company and job to get them!

Now back to three of the most "infamous" job interview questions of all time!

Where do you see yourself in five years?
This is another one of my favorites. Personally, I think it is idiotic. However, many employers place a lot of importance on this question. They use it to judge whether this job is just a stepping-stone and a measure your level of commitment to it.

It is like guaranteeing the future. Who knows where they will be in five years. Again, stay focused on the qualifications you have for the job and your willingness to stay.

What are your goals?
This is another one of my favorites. I told the interviewer who was also the department director, "My goal is to end up on a beach in Tahiti" to which he laughed. After I was hired, the director told me that was the most honest answer he had heard in all the interviews for the position.

I am not recommending you respond with an answer like that. That answer could have just as easily backfired on me. Nevertheless, I remained focused on showing why my qualifications were the best match for the position based on my knowledge and experience.

Many employers put heavy emphasis on setting goals. So be prepared to demonstrate your goals for your job, life, family, etc. Remember, stay focused and tailor your answers to show you and your skills are the solution to the needs of the interviewer.

Why are you the best candidate for the position?
I always resist the temptation to say I'm the best of all candidates because I have no way of knowing the qualifications of the other job applicants. Instead, I focus on the specific requirements of the position. I then restate why my qualifications are an excellent fit for the needs of the interviewer.

In my opinion, there are no "right" answers to these three and many other job interview questions. However, there are proper answers that should address the job interviewers most wanted result. I believe that result is the path of least resistance. In my own experience as a manager, interviewing applicants has been quite stressful at times. Many managers and interviewers do not look forward to the job interview process. Most job interviewers want and need to hire the individual who is the best fit as quickly as possible.

Nevertheless, they may not always have the stamina and patience to reach that goal. For example, I know of an interviewer who met with a little over 200 hundred applicants for the same position over a period of about 2 months! Each one of the job interviews lasted on average about 45 minutes. The interviewer told me that she mentioned to an interviewee, "you are the last of over 200 hundred interviewed for this position." Now imagine yourself as that last interviewee, here are some questions you may want to ask. This assuming the individual is competently trained and experienced of course!

How focused do you think the interviewer is going to be?
Will the interviewer be "desensitized", looking through jaded filters from all the "noise" of the previous 200 hundred interviewees?
What effect could this have if you are in fact the best candidate for the position?
Will the evaluative skills of the interviewer be as precise and focused as when the first job applicant walked into the meeting room?

The sheer volume of 200 job applicants being interviewed by one person in a short period of time is probably the exception. However, interviewers do frequently meet with numerous applicants in a short period. Here is another often overlooked interview tip? The most qualified are not always the ones hired. I have been involved with job interviews where I knew I was not only overqualified but the most qualified. Yet I received the dreaded "Thanks but no thanks letter". It would be interesting to see what statistical data there is to show the percentage of bad interview hires versus good hires.

The employment market is ever changing and becoming more competitive. For college graduates and job seekers starting a successful and rewarding employment experience begins with properly preparing for an interview and learning your basic employee rights.

Posted by Yancey Thomas Jr on July 16, 2008 at 3:51 PM | Leave a Comment (0)

There is one, and only one, time to discuss salary in any detail: when they say they're ready to make you an offer.

What if the employer asks about it before they're ready to hire you?

You'll feel like answering because we are all rewarded in school for answering questions. We eagerly raise our hand and offer whatever information we can. But in Salary Negotiations, if you give the "right" (factual) answer, you'll often be giving the "wrong" answer - the answer that costs you money.

Why wrong? The usual outcome of talking too soon about salary is that you get screened out, or you get screened in but low-balled.

Until you know you're on the short list, it is advantageous to delay disclosing your salary expectations.

• At the start of the interview process you don't have enough information to know what the job's worth or what its potential could be. You could end up agreeing up front for a smaller salary than the job is worth.
• Later on, it's still a strategic error, because you could lose out to a "cheaper" candidate and never know it was your salary number that knocked you out of the running.

So, wait until they're serious about you. And when are you sure they're serious? When they make you an offer.

Postponing without upsetting your interviewer requires tact. To put off answering the salary expectations question, you'll need your own personalized phrase. Something you can say with confidence and that sounds like you. Having that statement well prepared and rehearsed can gain you thousands of dollars.

For complete details on the strategy described in this article see Salary-Making Rule 1 in my book, Negotiating Your Salary: How To Make a $1000 a Minute. You will find this strategy and four other critical Salary-Making Rules there.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

Posted by Candice Arnold on July 16, 2008 at 9:52 AM | Leave a Comment (0)

Finding a new job takes a lot of work, not only in terms of researching the companies where you want to work and tailoring your resumes to each one, but also in terms of preparing for the interview once you get it.

It's difficult to know precisely what hiring managers want because interviewing is such a subjective process; however, one thing you can be certain of is they want to know what you can do for them. To borrow from President John F. Kennedy, "Ask not what the company can do for you; ask what you can do for the company." Career coach, Joe Turner, in his article, "How to Answer: 'Why Should I Hire You?,' he lists "five areas of interest a hiring manager is concerned with when asking that question:

1. Your skills
2. Your knowledge about the company
3. Your manageablilty
4. Your affordability
5. Whether you can go above and beyond your job description."

Candidates who are willing to go "the extra mile" to get and keep a new job score high points with hiring managers. So, Turner recommends picking "your best example of how you went above and beyond in your job. Work on your story to perfect it. Set the scene, describe the challenge and describe your role and the successful conclusion. Use this as an example of how you used your particular set of skills in an extraordinary time to 'give it your all' and produce a clear benefit to your employer." In other words, get your bragalogue together so you can be the cream that rises to the top and gets the job.

Posted by Candice Arnold on July 15, 2008 at 9:46 AM | Leave a Comment (0)

The other night I met some friends for drinks after work. One of the friends-of-friends who showed up announced that she had been laid off from her job and was in the midst of a job search. We were all very supportive, of course, and my first impression of her was, "Wow, she is sharp and is sure to land a great job soon". However, the more she talked the less impressed with her I became. She is certainly a bright young lady but the endless stream (from my perspective) of pretentious and obnoxious comments that came out of her mouth diminished her overall impressiveness quotient. As I observed her behavior I wondered if she is able to conceal this side of her personality when she interviews for jobs or if her attitude will be a turn off to potential employers?

Let me be clear, this woman didn't make racist comments, tell dirty jokes, or pick her nose - nothing that obviously uncouth. At every opportunity she inserted mini-stories about her family that were designed to let us know how wealthy and well connected her family is. At one point she spewed a story about how her grandfather had "hit it really big in the oil field". The story had nothing to do with anything we were talking about and it seemed kind of a jarring and inappropriate - I didn't know what to say so I just smiled. There was no response I could make to that story except maybe, "Oh that's nice" or some other meaningless platitude. We weren't talking about the oil business, grandparents, inherited wealth, or anything remotely relevant to the story she told. I wondered what kind of reaction she thought she was going to get when she shared that information? Her story effectively dead-ended our conversation because she left us in a situation where there was no natural response to what she said so the conversation ground to an uncomfortable halt until someone started the table on a new topic.

That is what got me thinking about how uneven social graces could negatively impact an interview. I hope, for her sake, that she is smoother in interviews than she is in social situations. But even if she has the good sense not to tell stories that emphasize how wealthy her family is I wonder if she knows that in an interview it makes sense to think one step ahead of the game and to always leave the interviewer with a place to take the conversation. Whenever you make a statement think about the kind of reaction a reasonable person might have to what you just said. Think before you speak. Before you tell a story or answer a question think about how you would respond if someone told you whatever you are planning to tell them.

Example (This is not a fictitious example, by the way, this is an actual conversation I had once with someone I interviewed)

Interviewer: Good morning, how are you?

Interviewee: Well I am OK but I have a rash that's really bothering me.

Interviewer: Oh, I am sorry to hear that. I hope things are going well with you otherwise.

Interviewee: I am sure I will be fine I think I got this rash from my laundry detergent. I need to put more calamine lotion on soon.

Interviewer: Oh, OK. Well here's my office. Let's talk about your background and experience.......

This example may seem silly but it really happened and it was not an isolated incident. I have met many other people who have said weird or unprofessional things in interview situations. Both of the examples in this post demonstrate how uncomfortable you can make someone if you don't think about how your statements will be received and how your statement will change the course of the conversation.

Don't be a conversational cul de sac - that's the term I use for people who are dead-ends in any conversation - whenever they have the floor in a conversation they say things to which there are no easy or comfortable responses. If you make it easy for others to converse with you your chances of interviewing well and landing a great job increase dramatically.

Article by Liz Handlin and courtesy of Ultimate Resumes

Posted by Candice Arnold on July 14, 2008 at 10:30 AM | Leave a Comment (0)

The importance of making a good first impression is often mentioned when the subject of interviewing for a new job comes up. Your handshake is a key part of that impression. In his article, "Why You Need a Good Handshake," Anthony Balderrama cites a survey of 98 students, in which they were rated separately on their interviewing skills and the quality of their handshakes.

Interestingly, there was a direct correlation between the students' interview scores and their handshake ratings. The scores showed that "those students with high scoring handshakes were the same ones the interviewers viewed most hireable." Balderrama went on to report that "interviewers perceived students with good handshakes as being more outgoing and having better interpersonal skills."

Because so much is made out of the impression hiring managers get from a simple handshake, I went to our experts to see what they had to say. Their responses will appear in a later blog ... or two.

Posted by Candice Arnold on July 14, 2008 at 9:31 AM | Leave a Comment (0)

During their face to face interviews or even before in the screening interviews the Millennials can expect a volley of behavioral questions. Asked mainly to assess how you act in a particular situation, it is best to be prepared for the many that can be asked and often are the ones that are difficult to answer on the fly.
These questions are an attempt to estimate your problem solving abilities, how well you work in a team, and most importantly how well you can contribute towards the company's culture. Most of these questions would be directly related to what the company values are and these assessments help the interviewers to judge if you would be the right fit for the position. Apart from the technical skills you have prepare well for the soft skills that are the focus and can make or break your chances for the job.
Some examples of behavioral questions are listed on the QuintCareers website.

Sylvia Landy in her new book Ditch the Flip-Flops - Ace your job interview Fresh Out of College says; Formulate your answers as follows:

• Describe briefly a specific situation or event


• Explain the action you took


• Define the results in terms of outcomes and what you learned

She says that you must share experiences that involve both positive and negative circumstances. However be sure that the negative instances demonstrate satisfactory resolution o proactive lessons learned. But one of the best strategies is to review your employer and market research to ascertain which characteristics are most valuable to this type of organization, culture, industry and so on.

Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

Posted by Candice Arnold on July 10, 2008 at 2:25 PM | Leave a Comment (0)

There are so many things to consider when you set out to look for a new job. If you master your resumes and cover letters, your next move is to start preparing for the interview process. Although experts advise tailoring some of your questions to each company, there are some that should be asked no matter where you interview.

Jeff Garton, founder of Career Contentment, Inc. , and author of "Career Contentment: Don't Settle for Anything Less," has seven questions for job hunters to have ready when they go on interviews:

• "What effort is made to keep the senior management team informed about employee problems?" Look for signs of upward communication among managers and supervisors--you want to make sure they will intercede on your behalf and make your job environment comfortable and productive.
• "What is your vision for this company's future direction?" You not only want to work at a viable firm that has great performance (you've researched this ahead of time), but you also want to ensure that the people working in the company share this vision and are taking purposeful, decisive steeps to get there.
• "How do you feel about your company's products/services?" You want to work for a company where the employees are proud of what they produce. If they aren't, it's not the right job for you.
• "How would you describe the quality of your work environment?" It may be the ugliest office in the world, but if the employees seem content and positive, then the company culture is helping to create resilient, fulfilled employees.
• "What might the future here hold for me?" Make sure your employer has a specific plan for you, and that it is a good match with your own vision.
• "What is your new-hire orientation like?" Find out in advance how your employer plans to integrate you. You don't want to be thrown in the middle of a new situation and be expected to stumble on your own.
• "How willing are you to allocate resources for special projects or professional development?" Find out if the employer will make monies available for you to excel at your job assignments and meet basic requirements.

Job searching is one of the toughest, most important jobs - albeit temporary - you will ever do. Garton and our many other career experts have provided numerous options for you to consider, in addition to some wonderful words of wisdom. If you're lucky, you won't have to go back to your job seeking for many years to come.

Posted by Candice Arnold on July 10, 2008 at 9:33 AM | Leave a Comment (0)

Quick voice mail quiz

When searching for a job, which of these greetings is appropriate for your voice mail?

a) "In case you have forgotten, this is a machine -- my owner does not want siding, the newspaper, or the carpets cleaned. He donates to charity through his office and does not want his picture taken. If you're still with me, leave a message and we'll see if he calls you back."

b) "Hello . . . . . . " A long pause, so you think you're talking to an actual person. Then you begin speaking, and after you say about two words, you hear, "We can't come to the phone right now."

c) "How do you leave an idiot in suspense? Leave a message and I'll get back to you . . ."

While funny greetings can be more entertaining than the standard, "You have reached 555-1234, please leave a message," they are obviously not appropriate for someone who might be receiving calls from recruiters or potential employers.

Poor Phone Skills at Home

As bad as an unprofessional voice mail message:

ME: Hello, may I speak with Melissa?

THEM: Ummm, (short pause) she's not here.

(silence)

ME: Well, do you know when I might be able to reach her?

THEM: Nope.

(more silence)

ME: Could I leave a message for her?

THEM: I guess.

ME: Can you please have her call Joy at (555) 55...

THEM: (exasperated sigh) Hang on, I don't have a pencil. (Sound of phone dropping and papers rustling). What seems like several minutes pass, the phone is picked up, and they say "OK."

ME: Please have her call Joy at (555) 555-5555.

THEM: (just silence)

ME: Did you get it?

THEM: Umm, yeah.

ME: Thanks.

THEM: (quickly hangs up)

This bad example is from a great article on telephone skills that offers critical advice for how to train your children to answer the phone. However, one mom I know bypasses this altogether by forbidding the children to answer. They listen to the answering machine first to see if it's for them before they pick it up.

Voice Mail as Marketing

When you record your voice mail greeting, you're marketing.

This is a prime opportunity to give people a ten-second screen shot of your personality. Your voice mail greeting should include, without fail, your name, a thank you to the caller, instructions to leave a name and number, and a time frame in which you'll return their call (I like within 24 hours). Infuse some personality. Be happy they called. Then call them back promptly.

No music, rhyming, or quirky statements. Your voice mail greeting is often the first contact people have with you, so you should be mindful of what kind of impression you're giving them.

I found some tips to improve your company's image through e-mails and voice mails that you can use on your personal phone. These apply equally well to the individual jobseeker.

Things like: keep it to 30 seconds or less, eliminate background noise, and offer an alternative way to contact you, such as a website or e-mail.

Why is this so important? According to a blog post on "Top Ten Reasons I Rejected Your Resume," #2 is: "Okay, so I liked your resume, and called you for an interview, but your voice mail greeting was highly unprofessional."

Article by, Peggy McKee, the Medical Sales Recruiter

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Candice Arnold on July 9, 2008 at 3:20 PM | Leave a Comment (0)

Interviewing in today's world is mind boggling. Until recently, I never concerned myself with the "big picture" when I interviewed because I wasn't planning a career, I was just looking for a full-time job. I now know the error of my ways. It's important to know how a company started and where it's headed, especially if you're applying for an entry-level job that you hope to convert into a long-term career. Though I realize it's not likely that today's candidates will stay for more than five years at any one job, the possibility of staying longer should still be considered.

The best way to get all the information you need about the company is to prepare targeted, insightful questions in advance. I have not only more examples of key questions to ask during an interview, but also some great advice that our career experts were happy to share.

Jamie Yasko-Mangum, a career and corporate training consultant and owner of Successful Style & Image, Inc. , offers this advice, "When asking questions in an interview you must first know what you answered from the company. Many times your questions will be answered by the hiring professional. Above all, remember to listen, really listen, to interviewer." Yasko-Mangum's suggestions for questions are pretty general: Salary range, Responsibility given, Movement from within company, Travel required, Benefits offered.

"It is critical for a candidate to ask great questions during an interview," advises Helene Buchanan-Dunne, senior director of training and development for Kaye/Bassman. "Remember both the candidate and the interviewer need to gain enough information in a short space of time to decide if they want to move to the next stage of the process. Asking great questions also helps the candidate develop rapport with the interviewer and demonstrates motivation. Therefore a candidate should be strategic in the questions they ask. Stay away initially from asking about the salary, vacation, etc. The questions should be based around the position, team, and company. Ideally have them written down, as the interview can be a nerve wracking experience and it is easy to forget to ask those important questions. If the interviewer has already answered the candidate's questions in advance, the candidate can still show that they have given forethought by showing the list written down on a pad and saying 'As you can see I have prepared questions in advance to ensure I have a thorough understanding. You have done a great job in thoroughly explaining what I need. However if I have any further questions I would like to call you. Does that work for you?'"

" A great recruiter should help prepare a candidate for the interview and offer advice. Candidates can brainstorm with the recruiter and solicit advice on the type of questions to ask and what the hiring manager is looking for. A great recruiter will also help prepare the candidate on how to answer difficult questions they may get from the interviewer," she added.

Buchanan-Dunne's list of great questions?

• What are the key goals for the first year in this role? What would success look like?
• What is the culture and environment of the company like?
• What would a typical day look like?
• What type of management style does the department head have?
• What are the key strategies of the organization for the next 12 /24 months and what role does this position have in the success of that?
• What communication style works best internally?
• How often are performance reviews done?
• Always close with asking to move forward 'I am very interested in what you have shared with me today. Have I told you enough about my experience/skills to move forward in the process or do you have any further questions?

Continue reading "How to Succeed on Your Next Interview" »

Posted by Candice Arnold on July 9, 2008 at 8:43 AM | Leave a Comment (0)

Have you gone on an interview, you thought it went well and then you didn't hear anything? Or, have you gone on an interview only to get a rejection letter? Do you have trouble getting a second interview? If so, here are some suggestions for you that may help. Take the Job Search Aptitude test to see how ready you are to find the right job.

Read the following questions. Score yourself on a scale of 1 to 5, with 5 being the highest score. Be honest!

1. How well were you prepared to tell your story on the interview? (This is a 3-4 minute synopsis of who you are and why you are there and is used in response to the question "tell me about yourself". It should be concise and professional.) _______

2. How much research did you do ahead of time about the job itself and the critical skills for success? ______

3. How strong were your prepared examples or stories about how your experiences demonstrate these skills? ______

4. Did you ask questions about the organization and the job to show that you were prepared? ______

5. Did you ask the interviewer if it was appropriate to stay in touch? ______

6. Did you send a thank you note reiterating your interest and qualifications within 24 hours of the interview? ______

7. Did you follow up with a respectable email or a phone call to show your interest in the position? ______

If you scored between 21 and 35, you may want to call the recruiter back and ask for feedback. You can even say, "I thought the interview went well. Can you give me some feedback on my performance so I will know better next time?"

If you scored less than 21, you may want to move on and do your homework for the next opportunity.

Article by, Susan Kennedy, career counselor for college graduates and young professionals

Posted by Candice Arnold on July 8, 2008 at 1:02 PM | Leave a Comment (0)

When I submitted my query asking recruiters and hiring managers what questions they think candidates should ask during job interviews, I got responses from a variety of sources. One of those sources was the Gemological Institute of America (GIA). Career Services Manager, Dani Oliver, took a few minutes out of her busy day to talk with me and give me her thoughts.

"Benefits should be the last questions asked," Oliver advised. "It can even be saved until the second interview."

She went on to say that a few of the students from GIA received jobs through job fairs, receiving offers as much as six months later from recruiters who were interested in hiring them after graduation.

So what do hiring managers and recruiters look for in recent college graduates looking for entry-level jobs in the gem industry?

• "Someone who's confident,
• Looks them in the eye,
• Shakes their hands and
• Who did their homework."

More importantly, "recruiters are looking for people who share their passion," Oliver said. So, what interview questions did she suggest a candidate should ask?

• "What is a typical day like?
• What is the hardest part of your day?
• What is the best part of your day?"

GIA offers career coaching for students to take advantage of during their annual career fair. So there's no excuse for graduates of the Gemological Institute of America to embark on the professional world like diamonds in the rough.

Posted by Candice Arnold on July 7, 2008 at 2:08 PM | Leave a Comment (0)

Last week I told you what recruiters and hiring managers think are the key questions candidates should ask on a job interview. Next, I asked what questions, if any, they hoped to a job seeker would ask.

Erica Cavins, director of campus recruitment for the McTigue Financial Group, and Tom Ruff, founder of the Tom Ruff Company, are the only two experts who had questions they hoped to hear that differed from those they felt all job hunters should ask.

Cavins hopse a candidate will ask "What does it take to receive a full-time offer at the McTigue Financial Group?" That's a straightforward enough question.

Ruff has a list of questions he hopes to hear from recent college graduates looking for entry-level jobs in pharmaceutical sales, as well as some pointed advice for all young job hunters. :

"As a recruiter, says Ruff, "I like to see that someone is prepared and has done their homework prior to meeting with myself or one of my recruiters. Some of the questions I like to see from candidates are the following:

• What is the ideal background you are looking for in a candidate?
• After reviewing my resume and discussing my background, do you feel comfortable representing me?
• What are the challenges you think we will face if we work together?
• What is your preferred mode of communication? Email or phone?
• What is the best way for me to stay in touch with you regarding checking my status for potential interviews? How often?

"I also offer this advice for candidates looking to work with a recruiter:

• Be careful and selective about choosing recruiters to whom you will send your resume.
• Meet face-to-face.
• Ask the recruiter to secure permission from you before presenting your resume to any company.
• Ask for advice about each person you are interviewing with.
• Follow the recruiter's advice about preparing for an interview. Do what he or she says to do.
• Follow up with the recruiter after each interview.
• Do what you say you are going to do."

The best way to do well on a job interview with either a recruiter or a hiring manager is to be prepared, be yourself and be ready for anything. The job market gets tougher every day as more and more high caliber candidates show up to interview for the same jobs. You have to find a way to stand out from the crowd. Perhaps the advice of these experts can help you do just that.

Posted by Candice Arnold on July 7, 2008 at 1:24 PM | Leave a Comment (0)

You wrote a nothin'-but-net resume and got the interview you wanted. Now it's time to prepare for the next phase of your job search ... the interview. You did your research on the company and the position you applied for, but now you have to research some more. The job market keeps getting tougher so you have to bring your A game every step of the way. One way to do that is by knowing the right questions to ask once you sit down with a potential employer.

I went to my experts to get their opinions on the subject. Most agree that questions about salary, benefits, etc., should be held until last, if they're asked at all. They all seem to agree that candidates should avoid asking questions that can be answered by visiting the company Web site. It creates the impression that they didn't do their homework. Here's what the experts had to say to the first of two seemingly redundant questions:

What should a candidate ask the recruiter or hiring manager during an interview?

Erika Cavins, director of campus recruitment for The McTigue Financial Group of Northwestern Mutual Financial Network has three questions she wants to hear:

• "What is Northwestern Mutual/The McTigue Financial Group looking for in a college representative?
• What does the 'day in the life' look like here?
• What are some areas of opportunity for me to imporove on during an interview?"

"For me, the answer to both questions is the same," says Jim Connolly, an organizational and behavioral consultant for Thomas, Connolly, & Phelps, Inc. "I want the candidate to ask multiple questions about the company that are not answered on the Web site. In addition, it would be great if they could come up with similar questions during the interview based on the discussion to indicate the questions are not just rehearsed questions that they prepared for the interview. Also, during the natural course of the interview, I want candidates to ask specific quesitons about the role. "That's interesting. Why does the person in this role report to the CFO and not the Vice President of Operations?" This indicates that the candidate understands how the role fits into the organization and is interested in more than just what hours they will work, how much money they'll make or how long before they'll be promoted."

Tom Ruff founder of the Tom Ruff Company, thinks candidates should ask the following pointed questions:

• "What attributes are you looking for in a new employee?
• Who is your most respected employee and why?
• Why is the position open?
• How would you describe your management style?
• What does it take to be successful in this position?
• What would it take to make this position the #1 territory in the region and in the country?
• Why did you join this organization?
• What do you like most about working for your company?
• What has kept you here for this long?
• What is the biggest challenge you face as a manager?
• What is the biggest challenge your team faces?
• What are your expectations for your team?
• What can your team expect from you as a manager?"

"Take the initiative and ask the first question," advises Gary Hankins, president of Pygmalion, Inc. What is that first question your wonder? It's "What criteria are you using to select the right person for this position?" The other questions he suggests asking are "Do you mind if I take notes? How often do you conduct performance reviews? What will it take to achieve outstanding results in this position? and What is the potential for advancement and income?"

Finally, Brian Olson, vice-president of public affairs for Video Professor, Inc., thinks candidates should ask questions like "What makes you excited to come to work here every day?" "If there are marble floors and fancy painting on the wall," he continues, "I ask why they spend money on that sort of thing. Is it to make a good impression? If decor is spartan, I compliment them for not wasting money on things that don't build the business then wait for their reaction."

As you can see, most recruiters and hiring managers are interested in what you know about them and where you want to go within their company. It's expensive to go through the hiring process of posting ads, reviewing resumes, interviewing, and training. Companies are looking for candidates who come in with an expectation of staying around for at least five years. The best way to convey that you're on the same page is by showing a real interest in what the company has to offer and, more importantly, what you can offer them as their employee. When it works, it's a symbiotic relationship, beneficial to everyone. When it doesn't, it's lousy ... for everyone.

Posted by Candice Arnold on July 3, 2008 at 1:55 PM | Leave a Comment (0)

Poor interviewing skills are to be blamed when an otherwise promising candidate loses a job offer. Fortunately, interviewing skills, like many life skills, can be perfected with preparation, practice, and persistence.

The first step, however, is to understand how employers make hiring decisions. Many companies use behavioral interviewing -- a technique that allows them to gauge an employee's potential on the basis of past performance -- as a key decision-making tool. Successful candidates are normally ones who can demonstrate how their past experience prepares them for the future position.

Consider the following tips:

1. Prepare. Prepare. Prepare.

During my coaching practice, I come across many candidates who just show up at interviews without any preparation whatsoever. Considering the stakes, preparation is not an option.

Preparing for an interview is a multi-dimensional effort covering multiple areas -- company, candidate (you), and culture (the three C's of interview preparation).

The company: Research everything you possibly can about the company and the position. Analyze the job posting, review the company's website, know their products, read press releases, browse through newspapers and periodicals, study competitors, speak to stakeholders (clients, vendors, employees, etc.) and read whatever you can find about the organization.

The candidate: Conduct an honest assessment and develop several stories about your past experiences and accomplishments. Prepare scripts for commonly asked interview questions and a list of convincing reasons for "why should we hire you?" type of questions.

The culture: You must know the cultural norms of the company. From interview responses to your attire, knowledge of a company's culture can play a crucial role in the interview process.

2. Take the interrogation out of the meeting

It is a very common misperception that an interview is an interrogation session. Hiring decisions are as much about you as about them and an interview is the best time to understand the company, its cultural norms, and other details. Be prepared to ask intelligent, but relevant, questions that will transform the meeting into a collaborative discussion as opposed to an intelligence gathering effort.

3. Talk about results and experiences

Based on your preparation, you should come up with plenty of examples demonstrating how you benefited your past employers. The key is to tie these results and experiences to the question being asked.

Example:

Interview question: Are you able to lead teams?

Sample interview response: I am a gifted leader who has fortunately had the opportunity to lead many cross-functional, cross-cultural teams globally. In fact, in my recent position I had to lead a team of 80 employees who were dispersed across 22 countries. Although, the distance was a challenge, I leveraged my team leadership skills to motivate these geographically-dispersed teams through weekly phone conferences and daily e-mails. My constant communication and employee-focused leadership style resulted in 100% team performance consistently. Our teams are recognized across the company. In fact, we won 14 awards last year.

4. Demonstrate interest

In addition to your skills and talents, employers would be very interested in determining your level of interest in both the company and the position. Through your responses, you must be able to convince the employer about your serious interest in the position.

5. Follow-up

Write an offer-clinching thank you note to every interviewer. The letter must be a very powerful piece and must be written to impress the hiring team. Briefly, but politely, summarize a list of reasons why you would be the ideal candidate for the position and touch upon issues discussed during the meeting. If done right, this letter (or follow-up phone call) could be your ticket to the new job.

Nimish Thakkar is a sought-after career management coach and professional resume writer. He has helped thousands of clients through his sites, ResumeCorner.com and SaiCareers.com. Thakkar holds two graduate degrees, including an MBA. He is also a graduate of the prestigious Career Coach Academy. Nimish can be reached at nimish@resumecorner.com

Posted by Candice Arnold on July 3, 2008 at 8:28 AM | Leave a Comment (0)

One of the most famous mottos in this country comes from the Boy Scouts: Be Prepared. The Boy Scouts knew the value of preparation whether it be preparing for a camping trip or planning for the Pinewood Derby. Any respectable Pinewood Derby competitor would go online to make sure he knew the weight rules, the height requirements and would weigh and measure the car well ahead of time. You always walked into the race with extra coins to weigh the car down to get the fastest speed.

This same theory applies to job interviews. It always amazes me how few people adequately prepare for a job interview. My husband recently interviewed a young professional for a marketing position. He asked the candidate an open end question: "what do you think of our funds?". The response was "I don't know anything about them." Not a good sign for that candidate. As I recall, the candidate was given the 30 minute courtesy interview and never seen again.

Here are some things to keep in mind when you are preparing for a job interview.

First, know yourself--who you are, why you want this job and be prepared to answer the question "Tell me about yourself". This should be a 2 to 3 minute narrative that summarizes your background and what brought you to the interview.

Second, know the skills required for the job and make sure you can articulate how your background and experiences make you the best candidate for the job. For example, if you are interviewing for a research position that requires you to obtain information and determine what's pertinent, be prepared with a story about when you have had to do that.

Know the company before the interview. Check out the company's website for basic facts like size, locations and products. Be sure to google the company to see if there has been any recent press about them.

Finally, be prepared with a closing statement that gives you the opportunity to sell yourself one more time. Something like: "I am very interested in this opportunity and believe that my summer internships in the accounting department have given me the skills to transition into this position with ease."

Just like with the Pinewood Derby, the more research you do before the interview, the faster the job process will be.

Article by, Susan Kennedy, career counselor for college graduates and young professionals

Posted by Candice Arnold on June 26, 2008 at 2:33 PM | Leave a Comment (1)

Once you've written a dynamite resume and been invited for an interview, it's time to start preparing. If you've been following the advice of career coaches and other experts, you've researched the company and the position your applying to. Still, it doesn't hurt to go over the information one more time. According to recruiter and career coach, Joe Turner, in his article, "The 10 Biggest Minutes in Your Interview," you're going to want to know as much as you can about the company and the position being offered so you can make that all-important good first impression.

Employers today have four questions that they want answered during a job interview, Turner says:

Why are you here?
What can you do for us?
Will you fit in? (Will you get a long with our values and our culture?)
What makes you different from everyone else that we may have talked with? (Will you go that extra mile?)

In addition to being able to answer those four questions, Turner advises going into the interview with the idea that you're there as a "problem solver" and not as an interviewee. If you master the role of problem solver, know how to answer the four key questions, and go in with a positive, I really want to be here attitude, you're more likely to get the job, he says.

Posted by Candice Arnold on June 25, 2008 at 2:20 PM | Leave a Comment (0)

Remember the line in Ocean's 11 when Danny quips "You're either in, or you're out. Right now!" Have you ever thought about how that line applies to today's interview process? You know, when you're in the interview and feel under such pressure to deliver an all-star performance? No time for wishy-washy responses, for sure; you have one chance to hit a home run with solid answers. No matter how many people you get a chance to perform before, in the end, just like in the movie, you're either in, or you're out, and the lines you deliver as you play your part will ultimately land you the role, or not.

Since January of this year, I have been collecting tough interview questions from clients -- questions they have been asked in an interview (or have asked candidates) beyond the typical tell me about yourself and why should we hire you? Here are a few of the questions:

• If we hire you, will we be taking a risk, or earning a reward, and why? (Commercial Loan Officer - Banking)
• Please tell us how you're an asset or a liability to an organization and defend your answer. (General Manager - Automotive Industry)
• In what ways do you support a company's vision and values and in what ways do you sabotage it? (Engineer - Manufacturing)
• In general, would your colleagues describe you as a giver, or a taker, and share some examples? (Project Coordinator - Non-Profit)
• By your very nature, do you act or react and give us specific examples of your choice. (Customer Service - Telecommunications)
• Please describe three strategies you will use to contribute to our bottom line, and how long will it take for you to achieve same? (Account Executive - Medical Sales)
• Will you lead or will you follow and which do you think is more important in today's volatile climate? (Administrator - Health care)
• Do you inspire, or do you despair, in the face of change and adversity and tell us something about that. (Branch Manager - Tech-related service)
• What can we expect from you as an employee and what do you expect from us an an employer? (Uncategorized)
• What is the number one reason for us to not hire you? (Manager - Hospitality)
• If we bring you on board, how will you earn your keep? (Project Manager - Construction)
• Tell us something about you that only your mother would know. (Senior level executive - Insurance Industry)
• Are we better off with you, or without you, and how so? (Sales Manager - Graphic Design Firm)
• If you were a member of this Selection Committee, what is the single-most important question that we should be asking you, that we haven't? (Vice President - Human Resources)
• As a manager, do you implode or explode when things don't go your way and what happens after that? (Manager - Retail Chain)

What is the toughest question you have ever been asked during an interview?

Article by, Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on June 19, 2008 at 11:07 AM | Leave a Comment (0)

You've done the research, you've networked you way in and now you scored the interview. What things should you keep in mind to get ready for the big day?

2 days Before the interview:

1. Make sure you know where the organization and interview are located by driving there. Time your commute and take note of any construction along the way. You don;t want to be late! You also want to notice what people wear and plan to dress one step above the crowd.
2. Plan your outfit accordingly by trying it on, making sure it fits and is clean.
3. Prepare for the interview: research the company, products, people and prepare questions for the interviewr. Nothing will end the intrview process faster than a candidate who is not prepared.
4. Bring extra copies of your resume in your portfolio (with a pen and paper). You may have the opportunity to met with more than one person.

The big day:

1. Arrive at the building 15 minutes before the scheduled time. That way you won't feel rushed. Use the restroom to freshen up. Turn off your cell phone.
2. Let the receptionist or secretary know you are there for a meeting. Be sure to smile at everone and treat them with respect. You never know who knows whom.
3. Wait for the interviewer to come and get you. Don't hover outside their office space.
4. Greet the interviewer with a smile and firm handshake.

During the interview:

1. Use the first 30 seconds to connect with the interviewer. Begin building rapport with small talk: the weather or local sports are always safe topics.
2. Watch your body language. The way you sit conveys your attitude. Yu want to be enthusiastic but not aggressive.
3. Speak professionally; don't be too casual.
4. Be prepared to answer their questions concisely and ask your prepared questions.

At the end of the interview:

1. Thank the person for their time and reiterate your interest.
2. Ask what the hiring process will be and ask if it is Ok to stay in touch.
3. Send a thank you note by the end of that day.
4. Stay in touch appropriately.

Posted by Susan Kennedy on June 4, 2008 at 1:27 PM | Leave a Comment (0)

In his book How to Win Friends and Influence People, author and motivational guru Dale Carnegie says that the person who can speak acceptably is usually considered to possess greater ability than he actually has. In my experience, this is true. If you look and act like you know what you're talking about, people will think that you do - regardless of the reality.

When you're interviewing in a new field, you don't have a vast store of knowledge and years of experience to draw from but still need to create the perception of being competent and informed. The key to coming across this way is to prepare, but not too much. You want to do just enough research so that you know what to expect and can speak intelligently on the points related to your job function.

Determine in advance what type of interview you'll be having so you aren't caught off guard. Will the meeting be one-on-one, or will you be sitting in front of a panel of executives? Will you be asked to consider a real-life business problem? Once you have this information, practice giving succinct and articulate responses in front of friends or a mirror. In the actual interview, begin with a strong handshake, speak slowly and confidently, ask thoughtful questions, and listen more than you talk.

Few new college grads have a wealth of experience to boast about, but by yourself in a skillful manner, you'll appear seasoned beyond your experience and will succeed in getting in the door - and making that doorstop hold.

Article by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

Posted by Candice Arnold on June 2, 2008 at 1:20 PM | Leave a Comment (0)

Last week I was honored to give a presentation on interview tips to students at Ellis College via webcast. About 40 people participated and we had a very lively discussion of interview tips and tactics for handling specific interview questions. Several participants asked me how I would recommend that they respond to some specific interview questions. The questions we discussed all revolved around issues that could elicit a negative response from the interviewee. We also talked about questions that interviewees might want to ask a potential employer that could be construed negatively. Without rehashing every specific question we discussed let me offer one piece of interview advice: don't tell everything you know.

If a potential employer asks you to give an example of a time that you had to deal with a difficult employee, boss or co-worker make sure that your answer is as positive as you can make it. Don't give a lot of ancillary information - answer the question clearly and honestly but don't risk sharing additional information that could make you look bad. Stick to the facts and don't share every little detail if those details could in any way be misconstrued or interpreted in a way that isn't to your advantage.

Continue reading "Interview Tips - Don't Tell Everything You Know" »

Posted by Candice Arnold on May 30, 2008 at 2:02 PM | Leave a Comment (0)

In Interview in a Snap, I discussed research that found that hiring decisions are made within the first 30 seconds of an interview...perhaps as short as just 2 seconds. The rest of the interview just served to justify the hiring manager's initial impression.

Was that shocking to anyone else?

That led me to wonder, how can a candidate influence the first few seconds of an interview, and quickly become the favored candidate?

So I talked to a few experts in workplace Non-Verbal Communications, who gave some fascinating comments about how to make an instant connection upon walking into a room, and passing the 2 second interview test with flying colors.

Mike Murray, Author of Forget the Parachute, Let Me Fly the Plane stated that "Most hiring managers don't understand how they hire, because we have no concept of our own bias. Humans have a fundamental attribution error...we often don't understand what motivates us to an action."

What Mike is describing, the rest of us call "Gut Feel", and it's all established based on Non-Verbal Communications. While we don't always understand what motivates our "Gut Feel", we usually follow it.

Continue reading "See How Easily You can Master Non-Verbal Interviewing " »

Posted by Candice Arnold on May 21, 2008 at 10:55 AM | Leave a Comment (0)

You've heard me say it before -- it may not be fair, but we are judged by what we wear and how we are groomed. My favorite publication, DiversityInc.com, has hit the proverbial nail on the head with their article What Not to Wear to an Interview.

The ten things not to wear (or take) to an interview are 'right on.' Read the list carefully. If you take your interview seriously, take this list seriously as well.

And I'd argue that what we wear to work could be improved by following this advice. My particular favorites for the workplace are:

• Short skirts / tight suit
• Evening- or casual- wear
• Fancy nails
• Excessive make-up
• Heavy cologne or perfume

Anything to add?

Article by Melanie Holmes, Vice President of World of Work Solutions for Manpower, and courtesy of Manpower's Contemporary Working blog. Melanie shares Manpower's extensive knowledge while building strategic partnerships with government, universities and other leadership organizations across the country. She is also responsible for social responsibility at Manpower, which includes diversity, volunteerism, community involvement, community relations, philanthropy and workforce development.

Posted by Candice Arnold on May 19, 2008 at 11:57 AM | Leave a Comment (0)

Students who graduate from today's universities, business schools and MBA programs have worked long and hard to develop themselves as the ideal candidates for progressive careers in business and technology. University curriculum in this market requires not only courses in strategic financial management and integrated business and marketing communications, but also seminars in career and personal development such as resume building, interview skills, and the construction of an individual career strategy. Business technology in the 21st century demands that job applicants prepare for the webcam interview as a component of their career training.

Mapping a career among the vast highways of technology, competition and outsourcing is not easy. Unlike the career paths chosen by the small percentage of college graduates during the 1940s and 50s, applicants now must 'fit' themselves into the fast lanes of a company's culture and technological purpose. Progressive job seekers know that real career success depends on a comprehensive individual plan that details specific professional goals and proven techniques for achieving them. Moreover, successful candidates must be able to convey their skills and their 'fit' into available business positions during the initial meeting with potential employers. This is where part two of the individual career plan begins....

A few years ago, potential hires were called 'in' to a human resources office for a face-to-face interview. Suits were cleaned, shirts were ironed, and shoes were shined. As business went global, the face-to-face became less prevalent so employers could cut their investments of time and overhead. The telephone interview became the most common method for conducting initial interviews; the limitations, however, of th e telephone interview were obvious and offered interviewers very little information beyond what had been submitted via resume and cover letter. Thanks to technological advances and inexpensive digital and web technology, the webcam interview has been adopted as the initial interview format of choice. In truth, the webcam interview is the least problematic method for both the interviewer and the applicant. Although the human resources representative can't shake an applicant's hand, he or she can observe the candidate's demeanor, body language, energy and reactions to skill and experience questions. Serious job candidates need to be prepared to excel in this new and growing practice.

Experts in the field of human resources offer job seekers advice on preparing for and succeeding in a webcam interview: A webcam interview is not informal; a job candidate must look professional even if he or she will only be seen from the waist up. Having a copy of a resume and occasionally glancing at it is not taboo; reading from notes, however, is amateurish. Looking frequently at the webcam while speaking gives the interviewer the feeling of 'eye contact' and establishes a more personal interview. Experts suggest that job candidates try to relax, smile, and be natural.

Of course, all job applicants should go into an interview with knowledge of the available position and its requirements, information about the company and its policies, locations, benefits, etc. Applicants should also bring a list of questions about the available position and the company to the initial interview.

Graduates and job seekers have labored to become the ideal candidates for today jobs. Career and personal development has become an important component in that labor, and business demands that successful applicants be prepared for the future of human resources: webcam technology.

By: Michael Policano, Live Hire

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted by Lisa Colbert, CollegeRecruiter.com on May 12, 2008 at 8:38 AM | Leave a Comment (1)

Heather Johnson joins us today with a great primer on how to ace the interview. I especially like Heather's emphasis on building confidence by planning, researching, and practicing before the meeting. Enjoy! -- Kim Isaacs

Most people dread going on job interviews. The stress of meeting new people, dealing with tough questions, and possibly losing a good job opportunity is enough to unnerve even the most self-assured people. The good news is that with a little preparation, you can "wow" the interviewer and become a frontrunner for the position. Follow these 10 tips to ace the interview:

1. Research the Company - Employers are impressed by candidates who take the initiative to learn about their operations. Your research findings will also help you ask relevant questions during the interview.

2. Learn About the Interviewer - If you know who is interviewing you, find out a little more about the person. Check out the company's website for employee bios or visit social networking sites like LinkedIn. Be careful not to overdo this, though -- you don't want to appear like a stalker.

3. Practice - Ask a friend, family member, or colleague who is experienced with job interviews to roleplay with you. Here's a list of 50 common interview questions that you can use as a starting point. Just going through some possible interview questions will help ease your nerves.

4. Dress Appropriately, Yet Comfortably - Wear your best business attire for an interview, but don't squeeze into something that's uncomfortable. You'll feel awkward and your physical discomfort might affect your performance.

5. Tell Yourself You Don't Need This Job - Even if this seems like your "dream job," convince yourself that you don't need the job. This way, it won't be the end of the world if the interview doesn't go well.

6. Be Punctual - Plan ahead and allow some extra time for traffic, as you will not make a good first impression if you are late.

7. Make Eye Contact - Make direct eye contact with the interviewer. This shows that you are genuinely interested in what the interviewer is saying.

8. Remain Calm - When people are nervous, they tend to rush through conversations. Take your time while answering questions, and think before you speak.

9. Ask Questions - The interview will help you determine if you even want the job, so be sure to ask questions. You may discover that this isn't the job for you.

10. Thank Your Interviewer - Not only should the interview end with a "thank you" and a handshake, follow up with a thank you card as soon as you return from the interview.

Perhaps the most important rule is #8-you will perform better if you appear calm and collected, even if you are shaking on the inside.

By Kim Isaacs and courtesy of ResumePower blog.

Posted by Candice Arnold on May 9, 2008 at 12:36 PM | Leave a Comment (0)

Just quit yer Whinin'!

Yet another in a long line of things that amaze me....The Fine Interview Whine.

Think back....have you ever caught yourself whining in an interview? Complaining about your old company or boss? How well did that interview go? Did you ever get a job by whining?

Face the facts, managers consider whiners as emotional cancer within their departments. Not every decision made at your new company is going to go your way. Most hiring managers want team players that will support them politically and support their decisions.

We all know better, but yet job seekers still obliterate their chances by whining in an interview. Savvy managers bait job seekers to whine, by asking what they liked and didn't like about an old job, how they got along with their boss, or why they left a past job. These managers just want to see if the job seeker will disqualify themselves by whining.

Some candidates may refrain from whining in an interview, but whine to a recruiter, believing them to be more of a "friend". A recruiter is interviewing the job seeker just like a hiring manager, because the recruiters' impressions of your soft skills will determine if they present you to hiring managers to interview. If you whine to a recruiter, they can be concerned that you may whine to the hiring manager.

So how do you express yourself in an interview without whining?

Continue reading "A Fine Whine " »

Posted by Candice Arnold on May 9, 2008 at 11:08 AM | Leave a Comment (0)

More than once, I have heard employers or career counselors say today's recent college graduates are sorely lacking in the soft skills area. What are soft skills? According to executive coach, Peggy Klaus, when interviewed for the article "What Do Employers Really Want in New College Graduates: Dos and Don'ts For Demonstrating Soft Skills Savvy on Job Interviews," soft skills are oral and written communication, professionalism, work ethic, critical thinking, and problem solving.

It's odd seeing critical thinking on that list because when I was in college (Class of 2007), one of my professors told us that the main purpose of college was to teach students how to think critically. Now it would seem that the main purpose of college is to teach the hard skills needed to perform job tasks well, and let the soft skills fall by the wayside.

Recent studies have shown that that's a mistake. What about working in groups? When students have to get together with classmates to work on a project isn't sufficient to teach them how to interact with others. This is especially true for students who attend primarily white colleges or universities or historically black colleges and university. They have few any opportunities to learn about people from different cultural and ethnic backgrounds.

Klaus, who is the author of two books, ">BRAG! The Art of Tooting Your Own Horn Without Blowing It and The Hard Truth About Soft Skills: Workplace Lessons Smart People Wish They'd Learned Sooner, said that sending college graduates out into the workforce without an education in soft skills is "the equivalent of sending these kids into the woods without camping gear - or at least with nothing but a sleeping bag."

Klaus created a list of 10 soft skills dos and don'ts that can help during a job search:

1. "Proof, proof, and then proof again all written correspondence--that means inquiries, cover letters, resumes, and thank you notes. Whether you are going to e-mail, snail mail or hand deliver a document, nothing will land your chances in the garbage can or recycle bin faster than careless proofreading. Oh, and no resumes with coffee stains either!


2. Forget about one-size-fits-all communication. Whether you're addressing one or thousands, speaking or writing, it's all the same. You need to make a connection with the audience and customize your message. The "throw spaghetti against the wall and see if it sticks approach" simply doesn't work.


3. Do research on the firm and, if possible, on the person who will be interviewing you. That way you will be able to relate to them, know what they're looking for in an employee, and anticipate zingers--those difficult questions that can really throw you off your game when you aren't prepared.


4. Get used to bragging--the right way of course. Don't read directly from your resume during a job interview like some robot. When you self promote, speak conversationally about your accomplishments just as you would with a friend. Leave out the "likes" and "you knows," slang, and curse words.


5. Remember, everything communicates during your job interview, including greeting others with a smile, extending a firm hand (make it strong because no one likes shaking hands with a fish), establishing direct eye contact, and if you're eating or drinking together, your table manners.


6. Listen carefully and don't interrupt.


7. Show you are personally accountable. Nothing will raise eyebrows faster than a job candidate who has a hint of being a whiner in their demeanor. Blaming others always shows a lack of maturity and class. No boss wants to deal with a potential prima donna.


8. Weave in examples that are indicative of a strong work ethic and show that you are someone who can be counted on not only to get work in on time but to go the extra mile when needed.


9. Highlight that you can handle responsibility by providing an example from a previous job. If you have a limited employment history, draw on situations such as volunteering or doing an internship while attending school full time.


10. Ask yourself: What have I done that demonstrates my problem-solving and critical-thinking abilities? For instance, one graduate who had little work experience used an example of addressing a security problem on campus by getting involved with student government and organizing a "night owl" patrol program. This showed her future employer her commitment to community in addition to her ingenuity, accountability and ability to problem-solve.
"

If you're a recent college graduate looking for an entry-level job, or if you're a student looking for a quality internship, now is the time to start learning how to communicate effectively, be professional, establish a good work ethic, be a critical thinker and a problem solver.

Posted by Candice Arnold on May 6, 2008 at 7:50 AM | Leave a Comment (0)

An interview by Phil Rosenberg

Interview on Demand is a great tool for job seekers, as well as hiring managers, to send video resumes and conduct video interviews of candidates.

I was impressed by the service, so I called Peggy McKee, VP Sales & Marketing of Interview on Demand, to demand an interview of her! But how much did I really have to demand? Peggy's in marketing.

I learned that Interview on Demand is an interesting way to stand out from your competition, but won't work well as a submission to jobs listed on Job Boards or Websites. Instead, Interview on Demand is structured to work well with networking or social networking contacts, as a way to brand your Subject Matter Expertise.

reCareered: Peggy, thanks for your time today to explain your interesting new service, Interview on Demand. Can you give an overview of the service?

Peggy McKee: First, Interview on Demand is free to any job seeker. In less than 25 minutes, you can record a video introduction with any webcam, review it until you like the way you look and sound, and post it on a personal webpage.

reCareered: Can you add other things to your personal webpage and video?

Peggy McKee: You can link your resume, cover letter, work samples, report samples, power point presentations, graphics, etc. You can upload and attach anything you feel would be a valuable addition to your personal brand.

reCareered: How would a job seeker best benefit from Interview on Demand?

Peggy McKee: Interview on Demand gives job seekers great content to send to their personal networks, LinkedIN networks, Facebook Networks, or other social networks or online groups they are active with.

reCareered: Can you give an example?

Peggy McKee: Let's say you've just recorded your video introduction on Video on Demand, and
you've attached your resume and some work samples. Let's say you are a Java developer. There are a number of online user groups, in Yahoo for instance, where you could write an intro, and publish a link to your personal website and video introduction. Then you could make an email template, and send it to your Level 1 LinkedIN contacts. You can also include a link to your personal site on your digital resume and LinkedIN profile.

reCareered: Are there any risks to passive job seekers who don't want their current employers to know they are looking?

Peggy McKee: Since we don't send video files, the personal videos can't be copied into YouTube. Our videos are embedded into our website only, and we don't have search engines index personal home pages. In that way, the candidate controls who sees their information.

reCareered: Sounds like a great tool for job seekers looking to get noticed. What's the downside

Peggy McKee: Interview on Demand isn't meant to be submitted to job boards, or corporate websites, because they are text based, and aren't structured to work with websites or video content. A simple solution is to include links to your personal website on your digital resume and cover letter.

reCareered: What other kinds of services does Interview on Demand offer?

Peggy McKee: Interview on Demand also offers services to HR departments who want more effective pre-screening methods, especially if recruiting from outside their local area or in place of expensive campus recruiting programs. An HR department or hiring manager might develop a list of 5 questions, and email the questions and a link to a prospective candidate. The candidate would answer questions via video (please get dressed for an interview first!), and when completed, send the video to the employer through our site. This can offset the cost of first interview travel (if recruiting out of area), Campus Recruiting, and time and cost of videoconferences. Candidates can be given the option to review and re-record their interview, or one time only, based on employer preference. Interviews can be forwarded to other managers, if a candidate is felt to be a good fit for a different group.

reCareered: How can outside recruiters use Interview on Demand?

Peggy McKee: Many recruiters send highlight bullet points of their Most Placeable Candidates. While bullet point summaries are standard practice, Interview on Demand can give a number of distinct advantages. First, it's the candidate giving highlights about themselves, not the headhunter pitching. Second, it's video, more interactive, and better shows the soft skills and personality of the candidate. A recruiter can have their best candidates record an introductory video, assemble a personal webpage, and the recruiter can send to targeted clients who might need these skills. Since few recruiters send video, this is a great way to get your candidates to stand out from the crowd.

reCareered: All this sounds kind of difficult for a non-technical job seeker.

Peggy McKee: Not at all. Interview on Demand is set up so that even your Grandmother can use it. And we're still small enough that users get personal attention to any technical questions they might have. We are extremely responsive, and can make improvements quickly based on user suggestions.

reCareered: Thanks for the explanation Peggy, great service.

After playing with Interview on Demand, I'm sold.

However, to make Interview on Demand work for you, there's some work to do first. Interview on Demand works well for highly defined Subject Matter Experts, but isn't a good fit for generalists. Why? Generalists haven't branded themselves effectively, so they don't have anything to promote other than your movie star looks.

So unless you're the spitting image of Jessica Alba or George Clooney, develop your personal brand and Subject Matter Expertise FIRST, before investing your energy in Interview on Demand.

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Posted by Candice Arnold on May 1, 2008 at 11:11 AM | Leave a Comment (0)

Many of you will be graduating this summer and have inevitably started your job search. When searching for a position you inevitably have to go through interview after interview, which can be nerve racking in itself. Here is a great article from the ADVANCE for Occupational Therapy website that anyone getting ready for an interview should read.

Should I Answer That? address how to keep your cool if you encounter inappropriate or illegal questions from your interviewer.

"While the majority of people do recognize when they've been asked an illegal question during an employment interview, many are not sure what to do when faced with such questions, said Karen Veres, director of career services at Northampton Community College, Bethlehem, PA."

Before your next interview, read over this article. Hopefully you will not have to deal with the type of questions covered, but it is always good practice to be prepared for anything. Good luck and happy interviewing.

Article courtesy of RehabCare Student blog. RehabCare provides college recruiting for Physical Therapists, Physical Therapy Assistants, Occupational Therapists, Occupational Therapy Assistants and Speech Language Pathologists.

Posted by Candice Arnold on April 29, 2008 at 5:15 PM | Leave a Comment (0)

30 Seconds...

That's the maximum time how long it takes to form a first impression according to a number of experimental Psychologists. Some have found that it's all over with the handshake in the first few seconds. Keep in mind that not everyone interviews this way....it's just the vast majority that make decisions based on first impressions.

Two Harvard researchers, Nalini Ambady and Robert Rosenthal studied nonverbal aspects of teachers, by having observers rate instructor effectiveness from 10 second silenced video clips. When Ambady ran a second 15 item personality rating based on just 5 second clips, the ratings were the same. They were the same when she showed just 2 second clips. And they were the same as end of semester teacher evaluations. Ambady found that we make snap personality judgments in just a couple of seconds - literally in a snap.

Continue reading "Interview in a Snap " »

Posted by Candice Arnold on April 29, 2008 at 5:07 PM | Leave a Comment (0)

I caught up with my friend and colleague Carole Martin ("The interview Coach"), and I wanted to let you know about a great service that she's offering: Live Speed Interviewing Events. If your interview skills are rusty, you can sign up for her tele-classes and learn from one of the most talented experts in the field.

In each session, Carole interviews job seekers who take the "hot seat" and are asked common interview questions (including the dreaded, "What are your weaknesses?" question, which I think should be banned at this point). Carole then critiques the responses and everyone learns how to formulate stronger answers to tough interview questions.

I was shocked when Carole told me what she's charging for the Speed Interviewing sessions (see current rates on her website here), and I told her that participants are getting a great value for these information-packed classes. I don't know how long she will keep her rates so low, so now is a good time to sign up if you would like to enhance your interviewing skills. Carole also makes recordings of past events available at a discounted rate.

You're in for a real treat if you sign up -- the combination of Carole's expertise, teaching style, and passion for interview coaching is sure to "boost your interview IQ" so you can ace your next interview!

To your success.

By Kim Isaacs and courtesy of ResumePower blog.

Posted by Candice Arnold on April 28, 2008 at 8:32 AM | Leave a Comment (0)

Your phone rings, and Caller ID tells you it's a company on your target list where you've sent your resume. Congratulations - you made the short list.

So now what?

Job seekers can kill their chances during the phone screen. Often, experienced professionals don't appreciate what a critical part of the interview process the phone screen is. The phone screen is much more than scheduling an in person interview...it's the first part of the interview, but it's usually handled by an HR clerk or internal recruiter.

What can you gain from a phone screen? You can gain an interview appointment early in the schedule, giving you the chance to set the bar. You can gain HR's support, which can help in the case of a close choice between two top candidates. Or you can blow it, and get lost or buried.

Continue reading "5 Tips on Slaying the Phone Interview " »

Posted by Candice Arnold on April 15, 2008 at 4:51 PM | Leave a Comment (0)

Nope, this isn't an April Fool's joke.

You just had a Rock Star interview....you walked out of the office and knew the job was yours for the taking. The company is dying for you, and even you choose that this job isn't the right move for you - at least the ego boost feels great.

There are two secrets to a Rock Star interview: Preparation and Execution.

Preparation:
Research - Rock Star preparation starts before you even write your resume. Research the company and industry, using SEC reports (if public),Company Website, press releases & Articles, Hoovers, Yahoo Finance, Google searches, social network contacts, and blogs. Find out everything you can about industry trends, how the company is reacting to them, or planning for them. Find out the company's goals and challenges.

Peel - After you've done your research, start to peel the onion a little. Ask yourself what challenges the company is likely to face along the way. How will the company's changes also change the area you are interviewing for. What problems are likely to arise that your Subject Matter Expertise can uniquely solve.

Solve Problems - Now you're set to write a Rock Star resume - one that presents a solution to problems your target company faces. Throw out the old biographical resume. Instead, craft a resume that anticipates your target company's problems, and demonstrates what you've already done to solve the exact or similar problems in your past experience.

Bait - To make a truly Rock Star resume, you'll want to list a few points that cause the reader to ask more questions....questions that you're dying to answer. Bait your resume with a few partial statements, and leave your audience curious to learn more, helping you to control the interview by what you've left out of your resume.

Prepare questions - Lots of them. Forget the questions about work environment career advancement and benefits - you'll have plenty of time to ask these later. Ask questions to draw out problems and implications - of problems you can uniquely solve. Ask questions you already know the answer to, to see how the prospective employer answers, and how impressed they are that you had the insight to ask.

Anticipate - What questions will the interviewer ask you? Practice answering questions in a positive manner, while still telling the truth.

Execution:
For management/professional roles - Go in with the attitude that you are interviewing the company...not the other way around.

Dress the part - see my earlier post What to Wear? Acing the Interview - Part 1

Open - Stand tall, maintain eye contact, smile, and use a firm handshake - just like Dad taught you.

Initial impressions count - Remember that people form an initial impression of you in the first 30 seconds. That's before the interview even begins. Start it out with a little small talk or a quick joke - getting your audience to laugh goes a long way to pass the "likability test".

Control the interview - For more on controlling the interview see my post on How to Take Control of the Interview.

Eye contact - Maintain eye contact while talking, but don't stare the interviewer down, either.

Questions - You control the interview and demonstrate both Subject Matter Expertise and leadership by asking questions. For more on questions to ask, see my earlier post Do you have any Questions?. Ask the same questions to different people in your interviews and see if they answer differently.

Turn negatives to positives - Why say you left because your boss was an insufferable jerk, when you can say that you didn't agree with management's direction? Wouldn't you look wiser by anticipating the poor strategy of your company, than looking like you were a difficult employee for your boss? Don't lie in your interview - it's not necessary, and there's a high likelihood you'll get caught.

Close - Closing techniques will take a number of future posts to cover. In general, close by gaining some sort of feedback, and time/action commitment to next steps. If your interviewer is asking you what other companies you are interviewing with, you're a finalist (not applicable for recruiters - headhunters ask this question to everyone). If your interviewer is asking you when you'll be making your decision...you're the Rock Star.

Re-Close - Send a Thank You note. For Thank You note strategies, see my earlier post Thank You! Make an Impact in 5 minutes.

Now that you've been through Rock Star School....what are you going to change in your next performance?

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Posted by Candice Arnold on April 3, 2008 at 8:09 PM | Leave a Comment (0)

BEFORE THE INTERVIEW

Take time to prepare well for an interview, nothing beats a good preparation and practice. And of course the little details which matter a lot: Dressing up for an Interview, and of course you must be ready to Sustain a Long Interview in case it turns out to be one.

Your Personality and Confidence
How instantaneously people make decision about you is amazing, the non-verbal aura reaches much more before you utter your first word, make sure you are refreshed and have a great attitude before you even walk into the interview room or even the building where you being interviewed.

Continue reading "Interview Etiquettes, the Preparation and Presentation Before and During the Interview " »

Posted by Candice Arnold on April 1, 2008 at 7:53 PM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

PULLMAN, WA -- You have a great interview and wait to hear the good news - but it never comes. The employer felt someone else was more qualified but didn't let you know. Unfortunately, rejection is often part of the job search process, but courtesy works both ways. Question: What should I do after an interview to follow up with employers if they do not call me back?

Continue reading "Be thankful for your interviews" »

Posted by Sarah Ennenga on April 1, 2008 at 10:21 AM | Leave a Comment (0)

It is true that you have spent many months, weeks and hours over preparation and managing the interview process and you feel dejected and withdrawn when not getting a favorable response but time spent mourning is the previous time spent wasted. Use this time instead on research and analysis on what went wrong and how to deal with the rejection in the positive light.

When you get to the fighting stage you have now made up your mind towards identifying the reason for the interview failure. You have now taken your first step towards turning that rejection into success. The essence is in having a fighting spirit and a character that says "I will not quit". It is not the time to take the rejections personally; it is not always you it could be them. But judgment must come after a careful analysis, not before.

• The first message you must have with you is that a few negative results do not mean "never".
• The second very important message - It is not you. There could be many different reasons why the firm you interviewed with never got back to you - maybe they fell in a hiring freeze after a series of interviews, or the advertised position could not take off due to budgetary issues or some other unforeseen reason.
• The third message which is also a well used cliché - you must learn from your mistakes. There is a possibility that it was you, not them. Rejections are not the time to sulk and get in your cocoon of self-depreciation or the statement "oh it's just not possible to re-enter the workforce at this stage". As with every stage in life, it is a time to learn from your experience and analyze why and what is not going right.

There is no use worrying about things over which you have no control, and if you have control, you can do something about them instead of worrying.- Stanley C. Allyn

Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

Posted by Candice Arnold on March 31, 2008 at 8:20 PM | Leave a Comment (0)

Ever get all excited for an interview, only to be frustrated that it didn't go as well as planned? Maybe your experience wasn't portrayed in its best light, or your many accomplishments weren't valued.

How can you avoid this outcome, and take control of the interview?

It's really not that hard....partially it's how you approach the interview, and partially how you employ some interview tactics.

Change your approach:

So how do you change your approach to gain control of an interview? Stop being defensive - most job candidates take a defensive interview stance and answer questions that the interviewer asks. The stronger candidates go on the offensive...they interview the company.

So take a strong offense in your interview approach. As a candidate, interview the company to see how the fit is for you. Get a feeling to see will your skills will be valued? Do you see a mentorship relationship with anyone you've interviewed with? Does the company "feel" right? Can you succeed here? Does the company's management style and culture fit your personality comfortably? Is there growth potential for the company, and for your career?

Continue reading "How to Take Control of the Interview " »

Posted by Candice Arnold on March 28, 2008 at 3:28 PM | Leave a Comment (0)

We all have a few questions we hope an interviewer doesn't ask. One of the most common such scenarios is when we have a gap in employment.

It's easy to feel unsure and on the defensive when we anticipate being asked, "So, what was happening from May 2004 through July 2005?"

The Pongo Blog features a post written by Rick Saia on this topic. It's as good advice as I've seen on how to explain a gap in your resume.

In a nutshell he advises to keep your explanation brief and factual, highlight the positives, and bring the conversation back to your qualifications and interest in the job for which you are interviewing.

Rick also describes whether and when you should disclose all of the jobs that you have held.

I've worked with people who have felt not only unsure but plagued by the gap in their resume. If after reading Rick's post you still aren't sure how to explain your resume gap, try these steps:

Continue reading "How to Explain a Resume Gap During an Interview" »

Posted by Candice Arnold on March 26, 2008 at 3:51 PM | Leave a Comment (0)

Although we don't usually publish brief lead-ins with links to other pages, I had to publish this one. What I read was absolutely incredible. Do people really behave this way at job interviews?

When I'm procrastinating on a tough project, I start surfing the web. Usually I waste too much time on sites that I can't even remember. But today I came across Not Hired.

I'm still laughing. Check it out - but wait until you have a few minutes spare because once you start clicking, you won't be able to stop.

By, Louise Fletcher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on March 26, 2008 at 3:44 PM | Leave a Comment (0)

College students and recent graduates, made up mostly of the Millennial generation, are likely to be hardest hit by the worsening economic decline. Not only will these job seekers feel the largest impact due to the economy, but it will also be the first time many Millennials have experienced an economic downturn.

With looming recession worries, many companies will begin tightening hiring and training budgets, making them leery of hiring recent graduates who often require additional investments of time and training to get fully up-to-speed. Rather, employers will tend to seek out one exceptional candidate with standout credentials as opposed to several individuals with average qualifications.

Continue reading "College Students and Recent Grads Hit Hardest by Recession" »

Posted by Steven Rothberg, CollegeRecruiter.com on March 25, 2008 at 2:57 PM | Leave a Comment (0)

Previously we posted a blog on how one should conduct themself during an interview, but apparently not everyone read that entry! I say this because CareerBuilder recently composed their annual list of The 10 Most Outrageous Interviews. They surveyed more than 3,000 hiring managers and HR professionals and you will be surprised by what some candidates asked for and did during their interviews. The list is pure humor.

Below is the top 10 list of The Most Outrageous Interviews. Take a look!

And, in case you did not know, it might not be smart to tell the person interviewing you that you were fired for beating up your last boss! Enjoy!

1. Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation.
2. Candidate told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died - and his uncle wasn't "looking too good."
3. Candidate asked the interviewer for a ride home after the interview.
4. Candidate smelled his armpits on the way to the interview room.
5. Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was "classified."
6. Candidate told the interviewer he was fired for beating up his last boss.
7. When applicant was offered food before the interview, he declined saying he didn't want to line his stomach with grease before going out drinking.
8. A candidate for an accounting position said she was a "people person" not a "numbers person."
9. Candidate flushed the toilet while talking to interviewer during phone interview.
10. Candidate took out a hair brush and brushed her hair.

Article courtesy of RehabCare Student blog. RehabCare provides college recruiting for Physical Therapists, Physical Therapy Assistants, Occupational Therapists, Occupational Therapy Assistants and Speech Language Pathologists.

Posted by Candice Arnold on March 21, 2008 at 4:27 PM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

LOS ANGELES, CA -- Job hunters have certainly become smarter nowadays and they have become more self-conscious when it comes to preparing for interviews. However, there's a tendency to over do some tactics while missing others which are essential to a successful job search. It's important to strike a healthy balance between the do's and don'ts of job searching.

Continue reading "Keeping a healthy balance when job hunting" »

Posted by Sarah Ennenga on March 21, 2008 at 3:54 PM | Leave a Comment (0)

Yesterday I met with several direct hire and exec recruiters for a networking / brainstorming meeting. Pet peeves always come up during these talks and here are some direct from the recruiters' mouths:

"Get this," said Gary an IT recruiter. "I'm interviewing a guy and he interrupts the interview to take a call from his cell phone!" Gary went on to describe how the candidate told Gary that the call was very important - during the interview. "Needless to say," said Gary, "the rest of the interview lasted about 5 minutes and I will not place this guy - EVER."

Think about it, if the interview to get the job wasn't important enough to put calls on hold for a half hour, what's going to happen on the job?

"I want to talk about CRACKberrries," said Gina B. "During an interview a woman is actually holding up her
crackberry and typing with her thumbs like this," she demonstrated.

How important is it to answer email during a job interview? Truly?

Tips:

1. Take control of your personal technology! You control it - it does not control you.

2. Turn cell phones OFF during an interview or put the ringer on silent (not vibrate).

3. Turn Blackberries off during an interview. You can email AFTER you get to your car. In fact, why not email that interviewer a thank you note when you get to your car? Use technology for good.

Of course, I do have to say how our meeting ended. As things wound up, Patrick whipped out his Sprint phone that had email, a keypad, phone access, THE WORKS. He starts emailing his candidates and returned some calls. Proudly he said, "Hey, at least I waited until the meeting wrapped up!"

You can do the same.

By Wendy Terwelp and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on March 21, 2008 at 3:48 PM | Leave a Comment (0)

This question is asked at the end of most interviews, and it gives the candidate a chance to shine and stand out from the pack. Do you come loaded with questions, or do you end an interview saying that all your questions were answered?

Most candidates clam up at this point, giving the impression that they are uninterested or unprepared. It's a huge mistake.

A more effective strategy is to come loaded with questions, so you'll always have a few left for the end of each interview. You'll want different questions for different individuals, depending on their job function.

What kinds of questions should you ask?

Don't use the questions part of your interview to find out more about the company....you can do that later. Use questions to further sell yourself. Use questions to show your knowledge of the company, its strategy, to uncover problems (that you can solve).

The best questions to ask are ones where you already know ½ of the answer. Why? You can show your insight, research, and preparedness more effectively through insightful questions, than by directly stating your knowledge. Insightful questions show a higher level of thinking than memorization and regurgitation of facts.

The best questions to ask are open ended. Use implication questions that uncover what happens if problems aren't fixed, to increase the perception that you understand the problem. Questions that start with How, Why, What impact, What implications, are much stronger than questions that start with Who, What, When, or Where.

Don't use the questions section to ask about career advancement, average raises, vacation policy, or HR type questions. These questions don't help you sell yourself. Instead, ask questions about strategy, corporate goals, corporate problems or issues, business opportunities, industry issues or problems.

Where can you find information to ask about? It's all over, especially if you are interviewing with a public company. If a public company, review the management comment section of the Annual report and 10Q. Review press releases, recent articles on Yahoo Finance, company blogs, blogs about the company. For private companies, check out blogs, Google search, and industry information. From these resources, could you ask "Your industry is projected to increase by 25% in the next 3 years. How is (insert company name) preparing to capitalize on this opportunity?"

If your interview is with HR, you might not wish to ask strategic questions, but broader questions like "Can you describe the company's culture?" or "How do you see the company's culture changing as you capitalize on industry trends that project 25% growth over the next 3 years?". Other good HR questions are "Can you describe the personality types of people who are successful at your company?"

Don't be afraid to ask the same question to different people who interview you. You'll likely find that different people at different levels have different answers.

What can you gain from these questions? The specific answers you get aren't so important. What's important is that you are asking tough questions. Are you getting truthful answers? If you know all or part of the answer before you ask the question, you'll know. If you're not being told the truth during an interview, what does that tell you about the work environment and management?

So spend a good part of your interview preparation time, coming up with 10-20 insightful questions, and you'll find your interview process to be much more successful.

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Posted by Candice Arnold on March 19, 2008 at 9:18 PM | Leave a Comment (0)

You know the drill.

Be on time.
Dress for success.
Be prepared to answer questions.
Know the company.
Be a good listener.
Communicate clearly.

These are all good tips to put into practice before you go in for that all-important interview for the job of your dreams.

However, one thing that is rarely talked about is mental preparation. Getting your mind in gear before the big day is even more important than how you dress or the list of questions you have in your pocket or purse.

A hiring manager will be able to tell at a glance whether or not you are up to the job he wants to fill. Are you calm, focused, able to concentrate, and eager to engage? Or are you nervous, fidgety, self-absorbed, concerned with your appearance, and too shy or too talkative?

Continue reading "How To "Ace" Any Job Interview Before It Starts" »

Posted by Sarah Ennenga on March 19, 2008 at 10:03 AM | Leave a Comment (0)

A client of mine feels like he always comes in second in interviews. He does well, but he wants to do more than just do well. He wants to Ace the interview.

So how do you Ace the interview? How do you communicate that you're the top person for the job?

I'll be publishing interview tips in an "Acing the Interview" series.

First - What do you wear in an interview?

The old paradigm was to overdress for the interview. Translation: Suit. But that's not the right message to send in many places today, that are business casual. Overdressing may give the hiring manager the impression of yo