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Why Young Professionals Don’t Negotiate Salary (and Why They Should). How about You?

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Salary negotiation is a pivotal step when you’re interviewing for a new job. It’s your chance to get paid what you’re worth (or get closer to that figure), and could establish your financial trajectory at your new company for years to come.

The more you negotiate, the better you’ll get, no matter where you start the process.

According to a 2018 survey from Robert Half, only 39 percent of people polled said they’d asked for more money upon receiving their latest job offer. In other words, more than half of all new hires accepted whatever they were offered, with no attempt at negotiation.

And that indicates that among millennials and young adults, negotiation is especially rare; in fact, only 37 percent of millennials have ever asked for a raise, according to Payscale.

So, why are so many young professionals reluctant to negotiate salary, and is that proactive move really that important in the first place?

Why young professionals are reluctant.

According to the Payscale study, there are many reasons why young people don’t negotiate salary or ask for raises, but two main reasons stand out: They feel uncomfortable in the negotiation process and don’t want to be viewed as pushy.

Discomfort is natural, especially if you’re nervous about the position, but it’s typically a byproduct of lack of exposure to an experience. If you’ve never negotiated your salary before, haven’t had education or practice on how to do it and haven’t witnessed anyone doing it, you’re bound to be uncomfortable trying it for the first time.

As for being pushy, most employers expect some degree of pushback or negotiation from new hires. And, sure, there are some ways to negotiate that can make you seem arrogant or demanding, but negotiation in and of itself is not the issue.

Related: How to Eliminate Salary Negotiation Anxiety

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Why salary negotiation is so important.

So why is salary negotiation so important in the first place?

  • No downsides. Unless you’re unreasonably aggressive, condescending, or unprofessional in your negotiation, there’s virtually no downside to negotiating your salary. All you’re doing is asking for more money, and your employer can accept or reject that request. If your request is accepted, you’ll instantly get more money for the duration of the job. If it’s rejected, you face no inherent penalty. In other words, there can only be positive or neutral results — nothing negative.
  • Compounding returns. Negotiating for a higher salary sets you on a more valuable trajectory and one that will reward you for many years to come. For example, data suggests that executives who negotiated their salary at their first job out of college stood to make at least $500,000 more over their careers, compared to those who did not. Imagine pushing for $60,000 a year instead of $50,000. Assuming proportionately similar raises in both scenarios, a person who negotiates for $60,000 would make $10,000 more each year for the remainder of his or her time with the company. That extra $10,000 would certainly be nice, but if you work at the same company for 30 years, that $10K could turn into $300,000.
  • Future salary effects. Your current salary could also play a role in how your future pay is calculated. If you change roles within a company, it may use your existing salary as a baseline for determining your new pay. If you start out higher, you’ll have room to ask for even more money, eventually. You may also feel confident asking for more money in a role at another company in the future.
  • Integrity, research, and power. Some employers may think more highly of you if you ask for more money. If you’re basing your request on objective data and research, you’re demonstrating your willingness to put in the time to conduct research properly. If you’re up-front about your expectations, you’re showing integrity. And the mere fact that you’re willing to ask for more money shows you’re confident in your abilities, which could reflect well on you.
  • Employer incentives. Remember, employers are incentivized to pay you as little as possible. They aren’t motivated to give you more money up-front, so they may expect you to ask for more money no matter what. For these reasons, employers typically offer you a salary slightly-to-moderately lower than the going rate. If you accept that figure blindly, without pushing for more, you’ll effectively be operating at a loss. Negotiation is a way to counteract this issue.

Related: Fixing the Pay Gap Starts With Your Salary Negotiation Skills

If you’re a young professional, it’s in your best interest to start negotiating for your initial salary, and if you’re looking for a raise, to do that as soon as possible. You can learn the fundamentals of negotiation by reading upon them, but if you want to feel more confident and get better results, role-play what you’ll say, in a real environment. You don’t have to start with job interviews; instead, start small, with negotiations at flea markets or in your everyday interactions.

The more you negotiate, the better you’ll get, no matter where you start the process.

 

Entrepreneur.com | April 22, 2019 | Anna Johansson

 

How to Write a Thank-You Letter After an Interview.

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A Guide to Writing a Memorable Thank-You Note

Sending a thank-you letter after an interview might seem old-fashioned, but it’s just as important to write one as ever. One survey from TopResume showed that 68 percent of hiring managers say that a candidate’s decision to include or not include a thank-you note after an interview affects their final hiring decision. But while sending a thank-you note has become expected, it’s not enough to simply send a note that says “Thanks for chatting with me” — you need to put some thought into it. In this guide, we’ll show you how to write a thank-you note that will impress interviewers and increase your odds of getting a job offer.

When to Write a Thank-You Letter

Writing a thank-you note to your interviewers shows that you are gracious, humble and thoughtful — all important qualities for potential new hires to possess. That’s why you should write a thank-you letter after every interview within 24 hours. You don’t want to risk having recruiters or hiring managers think that you’re cocky, ungrateful or absentminded.

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Who to Write a Thank-You Letter to

In general, it’s a good idea to share a thank-you note with everybody you interviewed with individually, from recruiter to hiring manager to potential colleague. If you don’t already have their contact info, request it from your main point of contact throughout the hiring process (likely the recruiter), explaining that you’d like to thank them for taking the time to speak with you. If you had a panel interview, you might want to save your time by sending one email to the main interviewer with everybody else CC’d.

If you spoke to many different people — say, you presented to a room of 10 or more — it’s probably not practical, or a good use of your time, to include each and every one of them. In this case, you can follow the same procedure you would in a panel interview: Send one note to the main interviewer with several of the key players CC’d.

Formatting Tips & Tricks

There are an infinite number of ways you can write a thank-you letter. And while there’s no one right way to do it, there are a few tips and tricks you can keep in mind while drafting your note.

Email vs. Handwritten

Handwritten letters have a certain charm, but in most cases, a thank-you email is the best choice. Why? For one, an emailed thank-you can arrive instantaneously, while a postmarked note can take days to arrive. For another, handwritten letters might feel like a bit much. So when in doubt, send an email. Exceptions could occur if a) you’re close enough that you can simply drop off a handwritten letter, b) you’re applying to a very traditional or old-school organization and c) if you have a prior relationship with an interviewer (say, if they were your former coworker at a previous job).

Length

Don’t feel pressured to send a five-paragraph essay — thank-yous should be short and sweet. Just as you don’t want to spend too much time writing one, your interviewers don’t want to spend too much time reading one. After all, they’ve got their own jobs to stay on top of. Make your thank-you letter long enough to cover everything you need to say, but short enough that it only ends up being a few sentences long.

Voice & Tone

When it comes to writing thank-you letters, professionalism is the name of the game. Avoid slang, typos, excessive exclamation points, emojis, etc. But you don’t need to sound so formal that you come off as stiff. Opt for clear, concise language, not the longest word you can find in the thesaurus.

Thank-You Letter Template

According to Glassdoor contributor Caroline Gray, every thank-you letter should express gratitude for your interviewer’s time, enthusiasm for the role and appreciation for learning more about the opportunity and company. The following template does all three — read on to see it in full and learn more about each component.

Dear [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Interviewer’s Name],

Thank you so much for taking the time to talk with me [today/yesterday]. I loved getting to hear about [interesting thing you learned from this person], and was especially impressed by [quality or trait of the company or team that made you even more eager to work there]. Our conversation reinforced my excitement to join [company] and help you all [achievement you would support in this role]. I look forward to hopefully working together in the future.

Best,
[Your Name]

  • Intro: Avoid a generic term like “to whom it may concern,” or something overly formal like “To the attention of Mr. So-and-So.” Using “Dear” plus the person’s first name works just fine.
  • Thank Them: Show your interviewers that you’re considerate and appreciative by thanking them for taking the time to get to know you and educate you about the role.
  • Get Specific: Mention something in particular that you really enjoyed learning about in your conversation, such as the go-to-market plan for their newest product or their insider perspective on what kind of person thrives at their company.
  • Compliment Them: A little flattery never hurts, as long as it’s not excessive. Bring up one thing about the company or the team that you were really impressed by, such as the team’s infectiously positive attitude or the company’s dedication to community service.
  • Highlight Your Eagerness: Let your interviewer know that you’re excited about the opportunity, and also show how you would add value to the team.
  • Close the Letter: End with a farewell line — such as “best,” “cheers,” “sincerely” or another professional, yet approachable choice — and your full name.

Now, you’ve got everything you need to write an amazing thank-you letter — so get writing, and good luck!

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#JobInterview : 3 Sabotaging Mistakes You’re Probably Making In Your Job Interviews

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Let’s be real... With all the resume updates, networking events and hours you could spend submitting job applications, the job hunt can be brutal.  

By the time you finally get asked to come in for an interview, you’re not only tired, but also your nerves have taken hold of you, and you’re sweating through your blazer in the lobby.

As a career coach, many clients have come to me for help after doing all the leg work to land interviews, only to walk into the room and unknowingly drop the ball.

Here’s the thing... Acing an interview largely comes down to having emotional intelligence, as well as recognizing how you may be deterring the interviewer from hiring you.

Through the years I’ve spent coaching clients from all walks of the workforce, I have found these three common interview mistakes to be the reason for not getting hired.

1. Telling them everything.

Many interviews start off with the really open-ended question, “tell me about yourself”.  For most people, this leads down a rabbit hole of accidentally spewing your entire life history to a complete stranger or, even worse, simply regurgitating everything they could read at a glance of your resume. Or, they ask you about a questionable career shift or a gap in your resume, which prompts you to reveal your personal struggles or a story about the boss who fired you.

No matter how much of a connection you have with your interviewer, remember that oversharing that early will come across as unprofessional— and untrustworthy… even if the conversation is enjoyable in the moment.

It’s not about lying, but it is about learning where you can walk the line of perhaps addressing a concern about your application versus shining a giant spotlight directly onto your weakness. The best way to do this is to intentionally prepare your interview answers in advance to questions that you foresee in an interview. Practice breeds certainty and certainty breeds confidence, so be sure to practice and rehearse your answers. This means looking in the mirror, and practicing, or asking someone to sit down and host a mock interview with you as practice.

You’ve heard the saying, “practice makes perfect.”Well, there’s a reason for that. Your brain has a substance called myelin that coats axons, the nerve fibers that cause motion in your body. When you repeat a motion, you are building up this myelin in your brain. As a result, your brain functions faster with improved recall, communication, and responses. All to aid you in the interview process and keep you away from oversharing.

We live in a world where musicians have dress rehearsals, and actors shoot the same scene multiple times. Who are you to think that you shouldn’t also be practicing for your interview performances?

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2. Being cold or negative.

An interview is a high-stakes experience that leads to being nervous and anxious. What most people don’t realize, is that anxiety can often be expressed as anger or negativity.

A Negative Nelly is the last person a company wants to hire.

Sometimes, the attempt to be professional appears cold, and it makes sense that mastering this state of being is challenging. After all, you may be serious about the position for which you’re interviewing!  Don’t let your focus come across as cold. Remember to tune into your inner human that knows how to bond and connect with another. After all, the interview got you in the room, your personality, and being someone the interviewer sees themself happily connecting with each day is what the interview conversation really become about.

Always remember, what you say about others says a lot about you. It might be tempting to talk smack about an old boss or employer when answering an interview question, but it will only make you look bad. Studies have revealed that negative perceptions of others are linked to higher levels of narcissism and antisocial behavior, all of which the interviewer may consciously or subconsciously pick up on.

People can intuitively tune into each other’s emotions, so if you are speaking poorly about someone else (or yourself!), the person interviewing you is going to walk away feeling negative themselves. If something negative really can’t be avoided, angel it from a learning perspective, sharing what you learned from the seemingly negative experience, and transition the conversation away from the topic.

In order to make sure your interviewer walks away with warm fuzzies, try sharing something personal about why the job aligns with your purpose or mission in the world, such as “The reason this opportunity strikes a personal chord with me is…” and then share whatever it is that brings passion into your work.

Always remember to look them in the eye, and yes, amongst all the stress, don’t forget to smile and have a good time.

3. Being unaware of the company culture.

If you are on a serious job hunt it can begin to feel like you are spamming out applications, turning into a zombie in search of the right fit.  If you aren’t careful, you might walk into an interview unprepared to speak to the specific role and company.

Take the time to really do your research before you walk into the lobby for an interview. This includes not only the job description and company products or services but also getting a strong grasp on their culture.

We know the first impression matters, and part of that is what you wear.  Are you interviewing at a large formal corporation are is it a trendy startup?  It is never a good idea to show up casual to an interview, but it is in your best interest to know beforehand what the workplace environment is like.

Hop online and search through the companies’ social media for any workplace images.  If you do a little research I am sure you can find pictures of employees at work events or walk through campus. This not only tells you what to wear, but also whether the culture aligns with what you are looking for.

During this search begin to compile a list of questions specific to the role and company.  There is nothing more off-putting for an interviewer than a candidate who has no questions.  When the hiring managers ask, “Do you have any questions for me?” it might be difficult at the moment to come up with something.  Don’t become a deer in headlights with this question, instead have a list prepared. Having a few thoughtful questions will speak volumes about your interest in the role.

Always remember that as the person being interviewed, you are not calling the shots, they are.  They brought you in to talk, so let them lead. Save your inquiries for the end, when they open the floor for you to ask them questions.

The first step to anything is awareness.  Begin to pay more attention to what and how you handle interviews or practice interviews and take this learning into your next interview.  Because being on the job hunt is not something you want to be doing forever.

 

Forbes.com | December 27, 2019 | Ashley Stahl 

Hiring Talent -12 Key Actions Managers Should Perform During The Hiring Process.

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Potential hires are always on their best behavior in interviews. The hiring company needs to do the same, and hiring managers, being the first point of contact, have the most responsibility for a good impression.

A business that intends to hire the best talent has to show candidates why they should consider working here. That’s where the ability of a hiring manager to engage the potential hire and upsell the company as a workplace comes in handy.

Below, 12 members of Forbes Human Resources Council offer actionable advice on how hiring managers can engage potential employees during their interview and how to make them feel more at ease.

1. Provide A Personalized Experience

Today’s candidates should be treated like customers. Hiring managers must keep them informed throughout the hiring process and leverage technology to improve the candidate journey. If an applicant isn’t suitable for one role, they may be suitable for another in the future, so relationship building is key. – Kim Pope, WilsonHCG

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2. Remember You Represent Your Organization

As a hiring manager you are the face of the organization. How you dress, speak and act on your social media, in your organization and outside shows your level of professionalism. You need to be aware that you should be speaking to the values of the organization when you representing your organization. If you work in the health field and you are seen with a cigarette, that would not be aligned. – Tasniem Titus, Dentsply Sirona

3. Give Them Your Undivided Attention

Turn away from the laptop, put down the phone and close your door. When a candidate comes in for a job interview, they are nervous, no matter how good they are. Your focused attention is the first step toward giving them a reason to trust you as a future employer. – Joyce Maroney, Kronos Incorporated

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Stay Energetic

Remember that everything you say and do during the process sends a message. Don’t treat it like drudgery. How upbeat you are during the interview, your overall attitude and how you dress for the interview are all part of their experience. You are representing your organization so try to maintain a high energy level at all phases of the process that meets or exceeds that of the candidate. – Regina W. Romeo, CPS HR Consulting

5. Do Your Homework Before The Interview

Just as organizations expect candidates to research the company to which they’re applying, hiring managers should do their due diligence by spending time reviewing the candidate’s brand (e.g., resume, social media and professional websites) to get a sense of who the candidate is. This avoids wasting everyone’s time by having candidates answer questions that their brand already answered for them. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

6. Answer Questions Thoughtfully

We all know that candidates are interviewing us as much as we are interviewing them. In a candidate-driven market, this is all the more critical. Hiring managers should ensure they allocate time to accommodate the candidate’s questions and then be thoughtful about answering them. It’s always good to offer examples of their own experiences at the company to help the candidate best understand the culture. – Aimée Meher-Homji, Sodexo

7. Be On Their Side

Enter the interview with candidate success as the key priority. Hiring managers that create a positive and welcoming environment can give candidates more meaningful opportunities to do well throughout the interview, ultimately getting to a great hire more quickly. Show up prepared, supportive and present for your candidate, and treat it as you would treat any meeting with a current colleague. – Bianca McCann, SAP SuccessFactors

8. Don’t Ask Why They Want To Switch Jobs

Hiring managers have to switch gears completely and become sales experts. The basics: be on time, be prepared (i.e., read the resume!) but also, don’t ask, “Why do you want to leave your current job?” Instead, ask “What new challenges are you seeking?” and “How do you see yourself growing with us?” Take the time to sell the candidate on your organization’s amazing culture, opportunities and team. – Dr. Kelly Lum, Luminous Business Solutions

9. Respect Their Time And Their Presence

When you are interviewing a candidate, please remember that this is a first step toward a partnership. You are representing the organizational culture, practices and persona by your behavior and the questions you ask. Don’t be late and if you are a bit late, apologize for doing so. Don’t be checking your phone or laptop, or looking around when the candidate is talking. Speak to them with respect. – Srikant Chellappa, Engagedly

10. Welcome The Job Seeker As A Guest

Going through interviews is uncomfortable. As a job seeker, despite all you’ve done to prepare, you’re in a new place trying to impress people you probably have never met. Hiring managers should help candidates feel welcome and comfortable enough to shine. If they’re comfortable, they’ll not only be able to better share their strengths, but will also leave with a better impression of your company. – Lindsay Putzer, Curology

11. Follow Up With All Applicants

It’s so important for hiring managers to follow up with applicants. Even if you haven’t made a decision, keep in touch with applicants and let them know where you are in the process. This will assure them that they are still being considered for the position, or if they are not, it doesn’t leave them in limbo. – Michele Markey, SkillPath

12. Be Empathetic

As a hiring manager, remember to respect that this candidate has likely had to take time off work to meet with you. Perhaps they’re jeopardizing their current role to be there, they’ve likely spent time preparing and are probably nervous (regardless of their career level). Be empathetic, treat them with respect and set realistic expectations in terms of next steps. – Jamie Hoobanoff, The Leadership Agency

Forbes Human Resources Council

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a…

Forbes.com | December 13, 2019

#CareerAdvice : #JobInterview -Two(2) Ways to Learn the Unspoken Rules at a Company Before Accepting a Job. A #MustRead !

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When you’re interviewing for a new job, you probably want to know what it’s really like to work there. But most interview advice misses the mark when it comes to culture. How do you figure out the unspoken rules about company culture and communication before you take the job?

Unfortunately, you can’t simply ask directly. Companies often give lip service to values such as openness, honesty, integrity, and work-life balance, so it’s rare that your interviewer will come right out and contradict those.

A company’s culture is determined by what the organization actually respects, which can often vary from theory to practice. We’re all prone to self-deception.

To see the culture clearly, you’ll need to look past the words and focus on actions that show its respect for employees’ time, environment, thoughts, contributions, and effort.

CONDUCT A VISUAL INTERVIEW

When visiting a company, before you get to the actual talking part, do a visual interview. In 2019, the employee experience is a good indicator of how a company feels about its employees’ well-being.

When you visit the office, notice what are people wearing. Is the dress code t-shirt and shorts? Button-down and jeans? Are flip-flops optional? The spectrum of office formality to casualness provides your first clue as to how a company treats itself.

Take into account how much space, light, and quiet is each employee provided. If you find it crushing to work in a status-driven hierarchical environment where the corner office is the grand prize, pay attention accordingly. Or if the tumult of an open-floor plan feels like chaos instead of a productive workspace to you, choose wisely.

When they ask if you’d like a coffee or water, take them up on it, and get it yourself. This gives you an opportunity to visit the cafe or pantry. Notice whether it’s large and well-stocked, with a wide variety available or messy and tiny. Are they scrimping on supplies and offerings? Or is it a Google-esque cornucopia of snacks, drinks, and menu options? Great generals quip that “an army marches on its stomach.” Does your future employer agree?

Similarly, I’ve heard that a trip to the bathroom is the most revealing way to find out how a company feels about its employees. Because the bathroom is invisible to the outside world but something employees use every day, investments here show a conscious effort to improve the daily routine.

If the bathrooms are dingy, dimly lit, depressing dungeons that have not been painted since the 1970s, how discretionary is employee happiness to this company when nature calls? A clean, well-stocked, and well-maintained lavatory says the organization cares.

These visual cues give a glimpse into a company’s culture as it is actually practiced. You can’t read too much into them, of course, but they provide clues.

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ASK THESE FOUR CRUCIAL QUESTIONS

Meeting practices, office communications, and the sanctity of days off are the biggest tip-offs to a company’s hidden culture. So after your visual interviews, ask questions face to face with your interviewers to reveal what the company values in these areas.

Some companies prefer inclusion and consensus while others value efficiency and rapid decision-making. You might ask, “Are meetings inclusive, with a dozen people or more, or limited to five or six decision-makers?” Big meetings mean no hurt feelings but no speed either. Smaller, sparser meetings mean streamlined agendas, but you might not always be included.

Asking them to discuss a time when negative employee feedback on a decision caused it to change at the company can be eye-opening. Some companies are hierarchical and simply don’t work that way, while others are immensely receptive to employee feedback. Neither’s right, but one may be more right for you.

You might also ask, “What is the rhythm to the work here? Is there a time of year when it’s all hands on deck and we’re pulling all-nighters, or is it pretty consistent throughout the year?” If your interviewer lets you know it’s all-nighters all year, that’s a different culture than a 9-5 office environment. You could continue with, “How about during the week or month? Is the work pretty evenly spread throughout the week or month or are there crunch days?” A performance-driven company will let you know it values outcomes over an easy schedule, and vice versa.

Company culture regarding emails and Slack are especially important in our always-online world. You might ask, “How do you handle the flood of emails and Slacks at your company? What works for you?” Some workplaces expect round-the-clock surveillance of your device and instant replies. Others are much more comfortable with “do not disturb” and waiting until the morning.

In all of these conversations, a pleasant, open, nonconfrontational tone is best, regardless of what works best for you. You’re there to learn about their culture, not judge it. Open eyes, open ears, and open-ended questions are the best way to find a company’s hidden culture before you start.

Author: Marc Cenedella is the founder of Ladders Inc. He has been writing on careers for 20 years at Ladders careers site, where you can sign up for his weekly newsletter.

 

FastCompany.com | October 9, 2019

#CareerAdvice : Which Of These #JobSearch Mistakes Are You Making? #Recruiters Reveal What Makes Candidates Stand Out.

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As a recruiter for over 20 years, I have my own opinions on what makes candidates stand out for good and for bad. However, I also like to collect feedback from my recruiting colleagues, across a range of industries, and you can see earlier interviews with recruiters from financial services, management consulting, advertising, tech, education, and non-profit.

Some of the pet peeves include:

·      Being too overbearing when you’re Type A, or being too quiet when you’re an introvert

·      Refusing to discuss compensation (note: in states where it is illegal to ask about salary history, you might still get questions about salary expectations!)

·      Talking too much about why you want the job and not why you are good at it

·      Not having details to back up your work

·      Too much perfume or cologne.

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Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type job search, resume, networking ) in Blog Search: https://www.firstsun.com/fsc-career-blog/

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

Continue of article:

On the positive side, things that impress include:

  • Strong follow-up – one recruiter called it “the balance of patience and persistence”
  • Passion for their work
  • Having an action plan once you understand more about the job
  • Being prepared (i.e., researching the company in advance of the interview)
  • Referring others and not just promoting yourself.

Recently, I had occasion to add two more recruiters to my informal survey on what helps candidates stand out in the job search:

1- Geri Kalinsky recruits in-house as Vice President of Talent Acquisition and Mobility for Warner Music Group. She also stressed the importance of details, follow-up and preparation.

Caroline Ceniza-Levine: What is an example of something a strong candidate did very well or that impressed you?

Geri Kalinsky: I appreciate it when candidates proactively share their career journey, beyond the obvious resume and LinkedIn profile. I have met a few candidates over the course of my career who created presentations or portfolios to showcase their career journey in detail (including links to their work, etc.). The candidates who take the extra time to tell their stories are the ones I find most impressive, and it makes it easier to more fully assess their experience.

Ceniza-Levine: What is a pet peeve or deal breaker that candidates may unwittingly or carelessly do?

Kalinsky: I will mention a pet peeve of something that many candidates don’t do: send thank you notes. It’s such a basic form of etiquette, but many candidates don’t bother. It’s not a deal-breaker, but I expect candidates to take the time to send customized thank you emails to every stakeholder they have met with. Please, send a note – it makes a difference!

Ceniza-Levine: What is one favorite piece of advice you’d like to share with jobseekers to make them more effective in their searches (and better candidates for your searches)?

Kalinsky: Take the time to read the job description the employer posts, and please don’t apply if you truly don’t think your experience matches the needs of the role. If you do feel your experience matches the role, then do everything possible to make your application stand out. Include a customized cover letter, include work samples, anything that will help showcase you and make us take notice.

2- Lesley Klein is an agency recruiter as Managing Partner of Miller Klein Group, LLC, a firm that specializes in placing HR and administrative support across industries. She also mentioned the importance of details – highlighting what not to share:

Caroline Ceniza-Levine: What is an example of something a strong candidate did very well or that impressed you?

Lesley Klein: Consistency. When a candidate is consistent in their level of professionalism across all modes of communication (phone calls, in person meetings, emails), in their resume and in interviews, that typically corresponds to a high caliber candidate.

Ceniza-Levine: What is a pet peeve or deal breaker that candidates may unwittingly or carelessly do?

Klein: Sharing too much personal information because it is irrelevant to the role the candidate is pursuing. For example, if a candidate is seeking specific hours, that’s fine. I don’t need to know about their family situation as support of why they want those hours.

Ceniza-Levine: What is one favorite piece of advice you’d like to share with jobseekers to make them more effective in their searches (and better candidates for your searches)?

Klein: Exude confidence. You have to display confidence in yourself if you want a potential employer to feel confidence in you. [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][For example,] firm handshake, stand tall, great eye contact and selling their skill set including having specific examples of what they do vis-à-vis the job description. Saying “here is what I do, and I can learn how to do it the way the executive likes it done or how the company likes it done”. So often I find that candidates are afraid to demonstrate confidence as they are concerned it will come across as arrogant. I talk them through that.

Recruiter insights are only helpful if you act on them

Now that you know what stands out for good and for bad, assess how you fare in these categories, and outline a plan for closing any gaps:

·      Do you exude confidence?

·      Do you share enough detail, but not too much personal information?

·      Do you exude professionalism consistently?

·      Are you prepared – and therefore able to sell yourself for the job?

·      Can you tell a compelling story, not just in your resume or LinkedIn, but with a presentation or portfolio if appropriate?

·      And don’t forget to send a thank you note!

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Author: Caroline Ceniza-Levine

I am a longtime recruiter, career coach and creator of Behind The Scenes In The Hiring Process, a job search e-course. Take the FREE mini-course, 5 short video lessons, …

Forbes.com | August 26, 2019

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#CareerAdvice – #JobInterview – How To Give Original Answers To 7 Cliché #InterviewQuestions . Great Two(2) Min Read!

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Throughout your career, you will participate in many, many job interviews. In all of these interviews, there are a few questions you will hear time and time again. What are your strengths? What are your weaknesses? Why should we hire you? Even though these questions are incredibly cliché, there’s a reason so many interviewers rely on them.

Your answers to the cliché questions say a lot about you. They can make or break your chance at landing the job. It’s essential to prepare original answers for the cliché questions you know you’ll hear at your next job interview. The strongest answers are unique and will give you a leg up in the competition.

Here are seven of the most cliché interview questions and how to answer them with originality:

1. Tell me about yourself.

Employers will often begin the interview with this one. Because it’s so vague, this answer truly needs to be prepared ahead of time. You can answer using your elevator speech. Talk briefly about three areas of your career: job history, most impressive accomplishments, and relevant goals. Your interviewer already has your resume, so rather than memorizing your background, you need to expand on what makes you different and emphasize your passion. Remember to keep it concise.

2. Why do you want to work here?

This question is designed to show hiring managers if you’ve done your researchbefore the interview. You should enter the interview knowing plenty of background information about the company, recent news surrounding the company and industry, and specific details about the position. Understand the company culture and mission. Use what you learn to highlight the detailed reasons you want the job and why your background makes you a perfect fit for the company.

How to Answer the 50 Most Common Interview Questions

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Answer: Simply go to our FSC Career Blog below & type job search, resume, networking ) in Blog Search: https://www.firstsun.com/fsc-career-blog/

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

Continue of article:

3. What are your biggest strengths?

Your strengths and weaknesses tend to be paired together by interviewers, so it’s important to have answers for both. When it comes to your strengths, you need to tailor your answers to the job description. In addition to a laundry list of responsibilities, job descriptions will often list soft skills required for the role. If you have these qualities, list them as your greatest strengths in the interview. It’s not enough, however, to just say your biggest strength is your ability to communicate. You need to show them why by telling a story that showcases a time when you used your skills to accomplish a goal.

4. What is your biggest weakness?

On the flip side comes your weaknesses. This one is tough because it’s extremely easy to give a cliché answer. Avoid giving a strength disguised as a weakness like, “I’m a perfectionist.” Interviewers know this is a cop-out. Instead, choose a real weakness and put a positive spin on it. Talk about the fact that you realize it’s a problem, and discuss the ways you’re working to improve. For example, “I tend to rush through tasks because I want to get them done quickly, but I am learning to step back and put a bit more emphasis on quality than speed. I’ve started to become both efficient and effective.”

5. Where do you see yourself in five/ten years?

Your answer to this question should demonstrate your desire to commit to the job and grow within the company. Talk about how you want to learn everything you can and expand your skills to benefit the company. Mention your desire to move up in the company over time. Explain that you want this job to be the start of a long career with the company.

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

6. How do you handle conflict?

When interviewers ask this (or similar questions about teamwork, leadership, etc.), they are looking for you to describe specific examples of your experience. Describe a time when you faced conflict in the workplace. Explain the situation, how you handled it, and what were the results. Don’t forget to tell the story from start to finish to show how you accomplished your goal.

7. Why should we hire you?

This question might be one of the last things you’re asked in an interview. Like #1, it’s pretty vague so it’s important to have an answer prepared. Talk about your best skills and accomplishments that show why you, and you alone, are the perfect person for the position. Use specific details from the job description and emphasize why you are capable of doing them best. If you’re not asked this question, you might be asked, “Is there anything else you’d like to tell me?” Use the same principles to answer this question. End your interview by proving why you’re the only person for the job.

Even though all of these questions are fairly cliché, you can use them to truly shine in your interview. The fact that they’re so cliché is an opportunity. Expect to be asked these questions and answer them with stories tailored to make you the best candidate.

 

#CareerAdvice – #JobSearch – #JobInterview Preparation Checklist. Must Read!

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So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

  • Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
  • If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

  • Base your list of questions on both what you expect them to ask and the real life experience of others
  • Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
  • Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.
The 45 Questions You Should Ask In Every Job Interview

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FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

Continue of article:

36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

  • Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
  • Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
  • Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

  • For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
  • If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.
How to Read a Job Description

12-24 hours before the interview:

5. Be rested and healthy for the big day.

  • Before getting good night’s sleep, try to imagine yourself acing the interview.
  • Eat wholesome, healthy meals for the days preceding the interview.
  • If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

  • Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
  • If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
  • Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

  • Practice a firm handshake, strong posture, and attentive body language in advance.
  • Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
  • Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

  • Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.
How to Interview for Your First Management Role

During the interview:

9. Keep an interview journal

  • During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

  • Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
  • And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

in

 

GlassDoor.com |   Posted by 

#CareerAdvice : #InterviewQuestions – Best Answer To The #InterviewQuestion ‘Why Should I Hire You?’ … Must REad!

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In today’s fast-paced world, you need a quick, concise, well-thought-out answer to capture the employer’s interest and make them decide to hire you.

The formula: creating your strategy

Examine your previous experience. Write out the major responsibilities for each job you’ve held. Note any special accomplishments. Zero in on your important work strengths—those abilities where you excel and are most productive.

Then, check with your contacts and use your network to get as much background as possible about the employer, the company, and the position’s needs. Check the hiring manager’s LinkedIn profile. Go to Glassdoor.com and read reviews of the organization. Many times, your contacts and research will point out the very aspects that must make up your 5 top selling points which I call, the 5 Point Agenda. Other times, there will be little information available and you will need to guess based on your general knowledge about performing the job.

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Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

Continue of article:

After reviewing the position’s needs, determine which of your abilities and which aspects of your experience will be most important to the employer. Then create your 5 Point Agenda, selecting each point to build a solid picture emphasizing how you can do the best job. This is an important step as the 5 Point Agenda is the basis for creating your 60 Second Sell.

Before every job interview, you will customize your 5 Point Agenda to reflect the responsibilities of the job as well as the company’s goals and objectives. These five points are your basic building blocks to answer the interviewer’s questions. You’ll want to emphasize each of these points whenever the opportunity presents itself. The message the employer will hear is that you have the ability to perform and do well in the job—and it will give your prospective boss confidence in hiring you. On top of that, they likely will remember these aspects about you.

Here is the sample that Susan, 58, created about her role as a Human Resources Director. The company wanted to find a progressive HR partner to lead its organization. They needed a strategic leader. The client had heard about the position from a friend at an HR conference and wanted to go after the job. Her 5 Point Agenda needed to stress her achievements.

Example:

Human Resources Director

  • Point 1: Award-winning human resources leader.
  • Point 2: Providing strategic direction for the organization that was recently named a national best places-to-work company.
  • Point 3: Strong entrepreneurial drive was responsible for delivering new programs, HR systems, and major policy enhancements.
  • Point 4: A strategic and operational business partner working closely with top executives.
  • Point 5: Exceeds goals and expectations.

Your Verbal Business Card

The 60 Second Sell is a tool that helps you target your skills to meet the employer’s needs. It allows you to summarize your most marketable strengths in a brief and concise manner. Successful job hunters have found that the 60 Second Sell is the most influential tool they used during the interview process. They praised the tool for several reasons:

  • It was effective in capturing the employer’s attention.
  • It provided excellent, concise answers to tricky questions.
  • It was very easy to use.
  • It was a great way to end an interview.

The 60 Second Sell is a 60-second statement that you customize for each interview and that summarizes and links together your 5 Point Agenda. You will want to put the points of your 5 Point Agenda into an order that allows you to present them in the most logical and effective manner. When you link the ideas into sentences, they should be spoken in 60 seconds or less. Once memorized, this statement will be easy for you to recall and use during the interview.

Answering that tough question

Your 60 Second Sell is the perfect answer: Why should I hire you? This question is asking you to convince the employer to hire you. The 60 Second Sell is effective because it demonstrates your strengths and illustrates how you will fill the employer’s needs. That is the key to its success, and yours.

60 Second Sell Example

To clearly understand how your 5 Point Agenda is linked and becomes your 60 Second Sell, let’s continue with our earlier example; here is how we took Susan’s  5 Point Agenda and linked the points together to summarize them and create her 60 Second Sell.

Human Resources Director

“I’ve been an award-winning human resources leader with fif­teen years of experience providing strategic direction. I’m proud to share that my current employer was recently named a national best-places-to-work company. I am a global thinker who contributed to the company’s success as a strategic and operational business partner, and we have cut attrition by 60%. I display a strong entrepreneurial drive at work. I have been responsible for delivering new programs, HR systems, and ma­jor policy enhancements. My CEO has repeatedly recognized me for my innovative leadership that often exceeds goals and expectations.”

This encapsulates exactly why the employer should hire her. She has outlined her very best skills, experience and abilities. And it worked – Susan landed her dream job amongst steep competition. By following this formula, you’ll be able to sell yourself effectively too.

Author: Robin Ryan is a Career Counselor and the bestselling author of 60 Seconds & You’re Hired and Retirement Reinvention.  Her website is http://robinryan.com/

 

Explore Robin’s Book:  60 Seconds & You’re Hired 

The 60 Second Sell is your tool to achieve this. This 60-second calling card will summarize your skills, abilities and previous experience in a well-thought-out fashion that will immediately make the employer want to listen.

The 60 Second Sell is a proven shortcut to your success when asked the tough question, “Why should I hire you?” Client upon client has reported that using my 60 Second Sell approach was the best job search technique they’d ever used. It’s easy to create and easy to implement. Once you’ve learned this technique, your interviews will be greatly improved because you will be able to do the most important thing necessary to land a job—tell the employer exactly how you can perform his or her job.

 

Forbes.com | June 4, 2019 | Robin RyanContributor

#CareerAdvice : #JobInterviewing – Here’s Your #JobInterview Preparation Checklist.

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So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

  • Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
  • If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

  • Base your list of questions on both what you expect them to ask and the real life experience of others
  • Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
  • Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.
The 45 Questions You Should Ask In Every Job Interview

36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

  • Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
  • Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
  • Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

  • For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
  • If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.
How to Read a Job Description

Like this Article ?  Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 2.5 Million Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/fscnetwork

Facebook:  http://www.facebook.com/pages/First-Sun-Consulting-LLC-Outplacement-Services/213542315355343?sk=wall

Google+:  https://plus.google.com/115673713231115398101/posts?hl=en

Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

Continue of article:

12-24 hours before the interview:

5. Be rested and healthy for the big day.

  • Before getting good night’s sleep, try to imagine yourself acing the interview.
  • Eat wholesome, healthy meals for the days preceding the interview.
  • If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

  • Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
  • If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
  • Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

  • Practice a firm handshake, strong posture, and attentive body language in advance.
  • Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
  • Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

  • Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.
How to Interview for Your First Management Role

During the interview:

9. Keep an interview journal

  • During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

  • Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
  • And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

 

 

GlassDoor.com | | Posted by