Posts

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

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 servicesmanagement consultingadvertisingtecheducation, 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.

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

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 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.

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]

#BestofFSCBlog : #InterviewingQuestions -How to Answer: What Are Your Strengths and Weaknesses? Bonus: Complete List of Other Questions Asked! A Must Read!

Job interviews can get surprisingly intimate. You’ve only met the interviewer 10 minutes ago, and all of a sudden they’re hitting you with a very deep set of questions: What are your greatest strengths? What are your weaknesses? These questions can take enormous powers of self-reflection to give an honest answer to. Rather than making your interviewer sit silently while you parse out what your greatest weakness is and how it’s impacted your career, it’s better to think of answers to these types of questions beforehand.

In this guide, we’ll show you how to identify your strengths and weaknesses, how to frame them in a clear, compelling narrative and what common pitfalls to avoid. You may even learn some new things about yourself along the way!


GUIDE OVERVIEW

  1. What Is the “Strengths and Weaknesses” Question?
  2. Determining Your Strengths
  3. Determining Your Weaknesses
  4. How to Weave a Story
  5. What to Avoid
  6. Learn More!

What Is the “Strengths and Weaknesses” Question?

You’ll almost always hear these questions in one form or another during a job interview.

Employers want to hear in your own words why you’re a good fit for the job and for the company. They might want to assess what potential issues there could be, too. It’s a chance for them to assess your capacity to be self-reflective.

Whether the question you’re asked is “what attributes will make you shine in this role?” or “what areas of your approach to work are you looking to improve?”, taking a hard look at your strengths and weaknesses — and learning how to communicate them effectively in a professional setting — will be invaluable for your next interview.

 

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:

Determining Your Strengths

Generally, you’ll focus on your soft skills as strengths — there are other ways for interviewers and recruiters to glean hard skills, whether it’s through take-home assignments, a coding interview or examples of your past work. But with soft skills, you have to tell them the story.

“Don’t feel that your response needs to match what you said your manager and colleagues think of you,” said Sharlyn Lauby, president of consulting firm ITM Group Inc and founder of HR Bartender, to Glassdoor. “It’s perfectly natural to say, ‘One skill I haven’t been able to use much in my current role is [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”][insert skill]. I hope to use it more in the role we’re discussing.’”

Here are some examples of strengths. Which ones do you identify with? Can you think of more that have helped you shine in your career?

  • Good communicator
  • Team player
  • Time management abilities
  • Conflict resolution
  • Ability to perform under pressure

Depending on the job, you might also choose to include hard skills in your strengths, citing your ability to code in a variety of languages, your knowledge of a foreign language or your experience as a copy editor as examples of why you would be a strong candidate for the job.

Determining Your Weaknesses

Determining our strengths is generally easier; it’s fun to reflect on and celebrate our successes. But what about the areas where we struggle? Do you ever set aside the time to take a look in the mirror to see where you are letting others — and yourself — down, and how you can improve?

“Employers expect candidates to have weaknesses… so you are better served by answering the question frankly.  A candid answer will show your prospective employer your growth-mindset and will demonstrate a sense of self-awareness and honesty,” writes Jeevan Balani, Founder and CEO of Rocket Interview and frequent Glassdoor contributor.

Here are some examples of common career weaknesses. Can you identify with any of them? If so, what have you done to improve these weaknesses?

  • Wanting to control too many aspects of a situation
  • Procrastination
  • Inability to self-regulate, leading to burnout
  • Disorganized
  • Impatient

Again, you might choose to highlight some hard skills that are a weakness for you too, for example not being good with math, not being versed in a particular type of software or having trouble spelling — but only if it’s non-essential to the role.

How to Weave a Story

Now that you’ve got a solid list of your strengths and weaknesses, is it enough just to list them out when you’re asked during a job interview? Absolutely not! Backing up each strength or weakness with a relevant anecdote is critical to giving the interviewer the full picture of why you excel in one area, or what areas you’re working to get better in.

As an exercise to prepare, for every strength on your list, write down a story that showcases how you effectively used that strength to accomplish something in your career. For every weakness, write down a story about how that weakness had (or could have had) a negative repercussion in your career — then write what you learned from it, and what you’re actively doing to improve it.

Especially when answering about your weaknesses, framing is critical. You don’t want to make it seem like your flaws are immutable, or worse, incriminate yourself. You also don’t want to turn your weakness into a humblebrag, like “it’s hard for others to keep up with me because I think so fast.” So striking a reflective tone is key, which you can do by highlighting what you have learned about your weakness, and what you are doing to improve it.

On a more general note, try to match your strengths to the job description. It’s great if you’re a pro at skill X, but the job requires skills A, B and C, then your expertise in skill X might not be relevant. Similarly, keep the job description in mind when you share your weaknesses. If you’re applying for a job in copy editing, it’s probably not a good idea to say that your weakness is spelling.

Also, research on the company’s culture can help you decide which strengths and weaknesses to highlight, and how. If the company is known to be fast-paced and dynamic, you might want to highlight your strength in juggling many projects at once or your ability to pivot quickly to new tasks. But also be honest — if you find during your research that the company culture doesn’t seem like a good fit for you, then you might want to take a step back and reconsider, rather than trying to squeeze yourself into a mold that doesn’t quite fit.

Here are some example anecdotes for the strengths and weakness we defined above:

Strengths

  • I work well in teams. When my division reorganized and I was put on a team with people from different backgrounds and experience levels without a clear hierarchy, there was a lot of friction. I organized regular bonding sessions for our team that helped break down some boundaries in the office. I also took it upon myself to take some of the more cumbersome tasks that others didn’t want to do. When I left, a number of people on the team thanked me for the diplomacy and harmony I fostered in our work environment.
  • I’m good at time management. When I worked as a marketing manager, I had to schedule the release of promotional materials, get materials ready for a launch date and time when to stoke interest in my company’s products before their release. I would make detailed calendars with every step of a campaign before embarking, which included estimating time and making due dates for even the smallest of tasks. It was this ability that led to the success of the XYZ product launch, the most intensive project I worked on while at the company.
  • I perform well under pressure. When I worked as a consultant, I often had to give presentations to high-level executives at the company we were consulting at a day’s notice or less. I had to quickly learn how to speak confidently and fluently about material I had only drawn up the day before. Sometimes I would be interrupted and challenged, and I had to stand my ground, explain myself clearly and keep my cool. I believe that skill will make me a good fit in this role as a spokesperson.

Weaknesses

  • I have a tendency to procrastinate. This really came to a head when I was working on a big project, and overestimated the amount of work I could do at the last second. I ended up narrowly making the deadline, but it caused my team and my manager a lot of stress. After that, I started learning more about time management from my mentors at work, and I’ve started making detailed schedules weeks — and even months — ahead. I’m still working to create accurate timelines that I can easily follow, but I am heartened because I’ve found that it actually puts me at ease to work with a schedule.
  • I can be impatient, and this has caused me to sometimes micromanage my employees. I used to hound employees in advances of deadlines, because I was afraid if I didn’t, they wouldn’t turn in the work on time. I now see it cause a lot of stress for my employees, and I’m working to trust that they will get things in on time. So far, not a single deadline has been missed!
  • I have had a tendency to work until I reach burnout. After a while, I started noticing a pattern in my career that I would work very hard on projects, staying up all night to finish them in advance of deadlines, and making it a goal for myself to be the first one in the office every morning and the last one to leave. Ultimately, this was unsustainable, and after a big project I would often crash, and either become sick and have to miss work, or be lethargic while I was there. I’m now learning how to impose healthy limits on myself and to stick to a doable schedule so that I don’t risk burning out like that again.

What to Avoid

Told right, your answer to this question can inspire the interviewer and give them an intimate picture into how you work. It can help them assess whether your strengths and weakness will make you the right fit for your job, if your disposition will be a good fit with the team you’re working on and if you’ll fit into the company culture as a whole. But there’s a few things you need to keep in mind when delivering your answer, so that it doesn’t come off as bragging, overly humble or other common pitfalls.

  • Don’t brag.
  • Don’t minimize yourself by dwelling on your weaknesses
  • Don’t give examples that are too unrelated to work
  • Don’t ramble
  • Don’t give an example that will set off a red flag in the interviewer’s mind

“HR pros see through the, ‘I’m a perfectionist,’ response,” Lauby says. It’s still possible to keep it positive, though. For example, an answer Lauby gave: “I recently attended a customer service training program and I was reminded of some problem-solving skills that I need to start using again,” will certainly get the job done.

This interview question can be tricky, but don’t stress too much — with proper preparation, you’ve got it in the bag!

Learn More

How to Master the Art of Bragging Like a Pro

How to Answer “What Is Your Greatest Weakness?”

8 Words or Phrases to Avoid When You’re Trying to Project Confidence

How to Answer “Tell Me About Yourself”

The Dos and Don’ts of Showing Passion in an Interview

The Surprising Reason You’re Not Hearing Back After Job Interview

How to Answer the 50 Most Common Interview Questions

Learn More!

 

GlassDoor.com | May 21, 2019 

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

#CareerAdvice : #InterviewingSkills – Nailing It. How to be Prepared for a Job Interview.

The interview is the “sweaty palms” part of the job-hunting process that no one enjoys (even a well-prepared candidate can be tripped up by a clever, unexpected question from a hiring manager). Most people see it as an ordeal to survive.

It’s unfortunate that more people fail to see the job interview for what it is: a great opportunity to sell yourself, to separate from the competition through diligent research and detailed preparation. What’s more, it’s the best way for a potential employer to get to know the real you. A resume can get you noticed, but it doesn’t really tell someone what kind of person you are, how you’re likely to act under pressure, or what your dreams are.

Before

Remember, you can’t be too prepared for a job interview. That doesn’t mean you should sit around stressing about it. It’s all about research and being armed with plenty of information before you show up. Most importantly, being prepared increases the likelihood that you’ll feel relaxed when seated across the desk from a company representative.

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:

That’s key because someone who’s nervous in an interview has a harder time thinking, responding to questions, and just being themselves. Your prep work should include researching what the company does, what someone in your role would be responsible for, knowing who key personnel within the company are, understanding the industry the company is in, and its position within the industry.

Go over the job description carefully to get a feel for the kind of person they’re looking for, and spend plenty of time on the internet searching for background information you can’t get anywhere else. You’re looking for ways to show that you’re well-informed, engaged, and conversant about what they do. Hitting the web also means spending time on the company’s social media pages and looking for feedback from former employees.

Review Your Background Material

It’s a bad look struggling to answer a question about your background because you just can’t remember. If it’s on your resume, it should be top of mind, so review your resume, cover letter, and job experience carefully so responses come across as natural, thorough, and self-assured.

Remember, a potential employer is interested in all aspects of your background to get a feel for what you’re about. As such, an angry diatribe about your ex-boyfriend may raise some eyebrows. Today, 93 percent of employers include a prospect’s social media profile in their decision, so don’t walk into an interview if your social media presence is questionable. An interviewer is as likely to ask about something on your Facebook page as he or she is to inquire about job experience or education on your resume. Take time to carefully review your social media profile; anything that could come across as inappropriate or unprofessional should be removed.

Think Through the Interview

It’s a good idea to think through the interview and do some rehearsing. Imagine sitting down and being asked to tell the interviewer about yourself. It’s surprising how often this simple question can cause people to stammer and stutter. Knowing how you’ll respond can help you prevent an unnecessarily embarrassing opening to an interview. Spend some time thinking about the “gotcha” questions, like “What is your greatest weakness?”

Being prepared for a job interview is a key part of the hiring process, and it’s as important as putting together an effective resume, so spend all the time you need learning about your prospective employer and getting ready. People have different interviewing styles, and some are more inquisitive and discerning than others, so the more you can do to prepare yourself, the more comfortable you’ll feel when the questions start flying.

 

FSC Career Blog| January 15, 2019 | Larry Mager @ larry@readybrain.net

#CareerAdvice : This is How to Bring Up your Nightmare Boss During a #JobInterview … #InterviewingQuestion to You- If I Were to Ask your Former Boss to Describe you, What Would they Say? Yes, you Can Be Honest, but Within Reason.

If I were to ask your former boss to describe you, what would they say?

Every inch of your being wants to exclaim loudly what a nutjob your horrible boss was, but you need to figure out a way to talk positivelyabout your bad experience. Come off as too critical, and recruiters won’t want to move forward with your application.

So don’t go into a job interview without thinking about how you’ll talk about your terrible boss. Having a clear plan of how you’ll answer this inevitable question can help you make the right impression in your interview.

Here are some ways to strategically talk about your bad boss:

1. BE HONEST (WITHIN REASON)

When asked about a bad employer, you should be honest, but not go overboard. Having only positive experiences with employers is not realistic, and there’s nothing wrong with talking about it in an objective, non-emotional way.

For instance, Liz got along with her boss almost all the time. However, she did not like how work schedules were chosen. In an interview, Liz could talk about how much she loved her last job and employer but didn’t care for the short notice given when her upcoming work schedule came out. This shows that she can talk about a problem in a respectful way, rather than complaining about how her boss ruined her life.

 

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 Worldwidein 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:

2. AVOID GIVING UNNECESSARY INFORMATION

Sara’s situation was a little different. She really did not get along with her boss. After working at her last job for more than two years, Sara was passed over for a promotion. The job was given to Jeff. He only worked at the company for six months before becoming Sara’s manager.

Sara thought she was more qualified for the job than Jeff. But she should avoid mentioning the flaws she saw in Jeff and being passed over for the position. That could make her look bitter and immature. Instead, she should focus on the fact that she wanted to find a new challengeelsewhere.

3. TURN THE NEGATIVE INTO A POSITIVE

If every cloud has a silver lining, every bad job experience has taught you a valuable lesson. For example, Liz’s complaint about work schedules is legitimate. Finding out when you’re required to work for the coming week so late makes it difficult to schedule your life outside of work.

Liz did manage to become a pro at utilizing her limited free time. In her interview, Liz could say, “It was challenging not having a consistent schedule at work, but it allowed me to learn how to better manage my time. I’ve learned how to prioritize the tasks in my life that I need to accomplish instead of becoming overwhelmed. ”

4. REMEMBER WHAT YOU ENJOYED

It’s unlikely you hated everything about your job. The biggest reason Sara decided to pursue a new job was she felt she was not valued at work. However, she loved her actual job.

In addition to providing as little information as possible about a bad former boss, Sara should talk positively about what she enjoyed doing at her job. By turning the focus back on what she was accomplishing and away from the negatives, Sara will look like an employee who is focused on her work and not on unproductive problems.

5. SAY WHAT YOU’RE LOOKING FOR INSTEAD

A big reason people look for a new job is they want something different. The driving force behind starting your job search could include being unhappy with your employer, but rarely are people only looking for the exact same job with a new boss.

Both Liz and Sara should consider what they hope to get out of a new job. Mentioning a desire for more responsibility, a structured schedule or a better opportunity for advancement are all ways to mention negative problems from their last job but show they’re looking for solutions.

While it might feel good to tell anyone who will listen just how much you hated your boss, it’s not going to get you a job. Showing that you’re able to address a negative situation while remaining positive will help make the best impression in your interview.

 

FastCompany.com | October 24, 2018 | BY HEATHER HUHMAN—GLASSDOOR 3 MINUTE READ

#CareerAdvice : Got a #JobInterview ? Make Sure you Bring these 8 Things… You’ve Done your Research, and you’re Prepared. Now Follow this Checklist.

When you’re preparing for a job interview, many things go through your mind. Most of them involve what you need to say and the questions you’ll need to answer.

But don’t forget–there are also a handful of physical items you’ll want to bring along. Wondering what to bring to an interview? Use this as your checklist:

Odds are, you wouldn’t leave the house without it anyway, but make sure to bring your phone with you so you can enter the directions to your interview location, especially if you’ve never been there before. If you don’t have a smartphone capable of GPS navigation, print out directions. The worst thing you can do is get lost, which will make you late, which will likely prevent you from moving forward in the interview process. On your phone’s notepad app, or on the directions you’ve printed out, write out the name and contact information of your interviewer(s). This way, if something does go wrong on your way to the interview, you can let them know. This will also help ensure that you don’t forget your interviewer’s name–a major faux pas.

2. IDENTIFICATION

It’s not quite as common nowadays, but you never know if you’ll be asked for identification, so it’s worth bringing anyway. When in doubt, ask the person who set up your interview in advance–better safe than sorry!

 

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 Worldwidein 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:

 

3. BUSINESS CARD

As a job seeker, business cards are great for networking and interviewing. Your business card should include your name, job title, email, phone number and any other contact information you think is important. Give your card to your interviewer, or anyone else you talk to about the job.

4. NOTEPAD AND PEN

You may be used to taking notes on your laptop or phone, but in interviews, it definitely looks better if you have paper and a pen handy to jot down notes like people to contact, addresses or anything else mentioned in the interview that you want to remember later. Being prepared with your own supplies to capture important information that your interviewer provides you with is a surefire way to make you look proactive and thoughtful.

5. RESUME

Print out a few copies of the most updated version of your resume. You should also have extra copies in case you need to reference it during the interview–or if extra interviewers show up.

6. REFERENCES

Bring an updated list of your references. Your interviewer may or may not ask for these, but again, it’s best to be over-prepared. The list should have at least three professional references, along with how they know you and how to contact them.

7. A PORTFOLIO

Depending on the kind of job you’re after, it might be valuable to bring a portfolio of your past work. This can be a folder, binder or even a website shown on your tablet. Your portfolio should be organized in a way that makes it easy to reference during your interview. The contents of your portfolio will depend on your profession, but there should be quality examples of your work and accomplishments.

8. QUESTIONS

At the end of every interview, you will be asked if you have any questions. Have a list of questions ready to go so you’re prepared. These questions can be about the rest of the hiring process, company culture or anything else you’re interested in, but remember: You want to your questions to be specific and reflect the fact that you’ve done research, so your interviewer can see your true interest in the position.

When thinking about what to bring an interview, a lot of things come to mind, but the eight above are the most essential. While they might seem simple, it’s important not to forget them–they really might make a difference on the day of your interview.

 

FastCompany.com | October 22, 2018 | BY ANISA PURBASARI HORTON   3 MINUTE READ

Your #Career : #CareerAdvice – This is The 3-Step Process you Should Follow When you Get a #JobOffer …When you’re Desperate to #LeaveYourJob , it Can be Tempting to Take the First Offer that Comes Along. Don’t.

When you want a job–whether it’s your dream job or you’re simply ready to move on–it can be all too easy to accept any offer you’re given–even if it’s not the right offer for you.

The number one misstep I see clients take is the failure to step back, take a breath, and meaningfully assess a job offer,” says Karen Elizaga, executive coach and author of Find Your Sweet Spot. “They are almost inclined to jump immediately at an offer.”

So how can you pause to determine whether an offer is really worth it? Luckily, it’s easy to do with Glassdoor’s How to Get a Job guide. It offers a bevy of questions you can ask yourself to assess the offer, gives tips to help you negotiate, and it even provides a complete email script for sending your initial negotiation email you can use word for word.

Here, we’ve distilled the basic steps you need to take to assess any offer, and how to begin a negotiation with a potential employer. It doesn’t have to be intimidating with these steps!


Related: How to identify a toxic culture before accepting a job offer 

ASK THE RIGHT QUESTIONS

When you receive a job offer, you need to hit pause long enough to ask yourself questions before you give an answer, according to Glassdoor’s guide–and Elizaga totally agrees.

“It is crucial to take a step before taking a leap,” she says, advising that you first ask, “is this job what you want to be doing? And does it align with your skills, talent, and purpose?”

You may also want to evaluate what the upward trajectory, in other words, the possibilities for advancement at this company, are, says Elizaga. “You want to consider not only the wonderful aspects of this job, but where you might rise to in the future,” Elizaga explains.


Related: How to mine the internet for hidden clues about a potential job offer


LOOK AT THE OFFER DETAILS

The next step in evaluating a job offer is to move past the job and look at what is also being offered in the pay and benefits package. Glassdoor suggests you ask yourself the questions, “does the salary align with what you were expecting [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][and] do the benefits offered feel fair and reflect what you were looking for?” With the answers, you’ll know whether to negotiate.

 

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:

NEGOTIATE LIKE A PRO

The idea of negotiating can be unnerving to many people, but it doesn’t have to be difficult.

According to our guide, “one of the worst things you can do during salary negotiation is just make up a number. By backing up your ask with research, you’ll likely feel more confident about making it.” Luckily, you can use Glassdoor’s Know Your Worth™ salary calculator to discover the job’s average pay range. “It’s important to know what is reasonable for the market,” Elizaga agrees. That’s because, in part, “you don’t want to be negotiating for more when, in fact, what you are being offered is entirely reasonable and/or generous,” she says.

Of course, you don’t want to focus on salary alone. Before you begin your negotiation, think about whether the other benefits–vacation, commissions, bonuses, stock options, and so on–are appropriate and appealing, or could be tweaked to make the offer even better off.


Related: How your personality type affects your negotiation style 


Then, “when negotiating, think about what value you bring to the table, rather than how their first offer is deficient or not enough to cover your lifestyle,” advises Elizaga. “Consider the offer from the employer’s point of view. What are they getting for the compensation that they’re offering? If you think you contribute more value than the compensation would indicate, then definitely ask for more.” Or ask for an expansion of their benefits package.

Lastly, “when going in to negotiate, have a strategy and be entirely comfortable with what you’re asking for,” she says. Employers can tell when you don’t believe your own story. You’re much more likely to get what you want when you emphatically believe your value.”

 

FastCompany.com | June 18, 2018 | BY JILLIAN KRAMER—GLASSDOOR 3 MINUTE READ 

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

Your #Career : Ask an #InterviewCoach : How Can I Be More Compelling In Each #Interview Round…Here are Some Tips to Help you Ace each Stage of the #InterviewProcess .

The most competitive opportunities have multiple rounds of interviews, with 3 rounds being commonplace.  While the overarching objective throughout the process is to assess the mutual fit between job seeker and employer, each stage places a different emphasis on the traits the employer wants to analyze.  The earlier stages focus on ensuring you have the core qualifications, while the latter stages go deeper on your potential fit with the organization culture.

Here are some tips to help you ace each stage of the interview process.

First Round

The first interview will likely be conducted by a recruiter who is focused on ensuring they can present you as a candidate to the hiring manager.  They will be listening to hear that you have experience in the core skills outlined in the job description.  For example, they may want to hear that you have SQL experience when interviewing for a data analyst role.  

Because this round is more about ensuring you fill the right checkboxes, you want to make sure you cover enough ground to connect the dots between the job description and how you describe your experience.

Additionally, you want to ensure you demonstrate interest in the role, as the recruiter wants to ensure they are passing candidates to the hiring manager that have a reasonable chance of accepting an offer, if presented.

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:

Second Round

This is where things get very interesting, as there is typically several interviewers in this round, with multiple varied objectives.  Here are some of the people you may interview with, and what they are looking for in your candidacy.

The 3 types of interviewers you may encounter

1.  Cross-Functional Stakeholders

Organizations are increasingly employing matrixed collaboration models, where employees have to collaborate with other functional groups, and are held accountable by them, in addition to their direct boss.  This requires hiring people with the right collaboration mindset to successfully navigate the inherent complexity of the model

When these stakeholders are interviewing you, their main objective is to understand what it will feel like to collaborate with you.  For example, in the Product Management Interview, engineers will ask Product Managers about their approach in aligning on scope and prioritizing what the engineers will work on.  They will also assess your capabilities of doing the job (e.g., analyzing requirements), but the emotional gut-feel of how they perceive your working style, will play an outsized role in determining whether they give their approval.

This is why it is important to prepare by thinking through at least 2 examples of how you have successfully collaborated with others in the past, and have clarity on the following:

  • How did you build a strong working relationship (e.g., trust-based, collaborative)
  • What were measures of success and how did you ensure all parties were recognized?
  • How would others describe your working style?

2. Peers

It is common to be interviewed by your future peers, also for the same reason cross-functional stakeholders interview you.  But a core difference from other stakeholders is that your peers can go very deep in understanding your discrete skills.  For example, it is common for Product Marketers to interview their potential peers and ask them detailed questions on campaign strategy, customer insights, and how they conduct market research.  

To effectively prepare for this interview it is helpful to outline some frameworks you can internalize that outline your approach to common activities required of your job.  For example, if you are a product marketer, what is your approach to launching a new campaign?  You might outline a simple structure as follows:

  • Identify the campaign objective (e.g., create awareness)
  • Analyze customer segments
  • Research competitor campaigns
  • Test and iterate 10+ copy/creative combinations
  • Measure <specific KPI’s> and scale

The goal of outlining these frameworks beforehand is to help guide you in impromptu questions so you have a starting point in the answer, which solves a common pain point for job seekers who know how to do their job but are not sure how to frame up a cohesive answer that makes it easy to understand.

3.  Hiring Manager

Hiring managers are listed last in this section because it is common for them to place significant weight on the feedback from peers and cross-functional partners, as they know your productivity will heavily rely on your ability to collaborate with these groups.

Hiring managers tend to look at the big picture, and often focus on the weakest areas of your candidacy, some of which may be informed by the other interviewers.  The 2 most common areas of weaknesses that are pressure tested are:

  • Relevant experience:  Hiring managers will be accountable for your performance, and this can lead to risk mitigation instead of taking the candidate with the highest potential.  As such, it is common for them to ask deep questions about your  “hard skills” and whether you have applied them in a similar environment (e.g., industry, company size, operating model). This is why you want to go through the job description, line by line, and ensure you have talking points about your relevant skills, even if you do not have direct experience, for each one.
  • The “why” behind your job history:  The two patterns hiring managers look for is your tenure at each job and the progression of your roles.  Given this, it is important to have a 2-3 liner ready to articulate the motivations behind the different moves in your career, and how each transition helped you grow and build further capabilities.

Final Round(s)

If you are invited to the final round, it means you have demonstrated the skill and organizational fit required to succeed, and now the focus shifts to a relative comparison between you and other final round candidates.

Some of the types of interviewers of round 2 will show up again, and the same strategy is applicable, however, there are also 3 nuanced interview types that are more common in final rounds.

1. Panel Interview

The panel interview is a unique opportunity to see how you interact in a group setting, tailor your communication to a varied audience, and manage the stress of simultaneous interviewers.

It is helpful to think of this interview as simulating what it will be like to be in everyday group meetings and approach the interview with that mindset.  This means addressing everyone in the room and truly focusing on engaging with the audience as softer skills play a larger role here than in the first round.

2.  Group Presentation

These typically consist of 2 components.  First, you will be asked to introduce yourself and highlight your core experience.  Second, you will be given a specific prompt pertaining to the business and you have to demonstrate a thoughtful strategy and approach to address the “problem.”  This often can resemble a case interview, but where you are given more information and time to present a more thorough point of view.

For this interview type, you want to do 3 things:

  • Practice a synthesized (i.e., under 5 minutes) story that answers the question “Tell Me About Yourself”, with a focus on connecting the dots between your experience and the opportunity.
  • Budget 2 minutes per slide, and practice your cadence to ensure the presentation is the appropriate length.
  • Practice presentation delivery ahead of time, but do not memorize it, and do not read word for word from the presentation.

A Framework For Every Round

Before every round and each interview, think through the following to focus your preparation on the most important areas.

  • Who is interviewing me and what do they care about most?
  • What might they perceive as a weakness in my candidacy, and how can I address it?
  • What characteristics do I want to highlight about my candidacy that can help differentiate me from other applicants?

Jeevan is the Founder and CEO of Rocket Interview ( www.rocketinterview.com) where his team helps job seekers ace the most competitive interviews. He was an Associate Partner at McKinsey and Company and a VP of a Tech Startup where he regularly interviewed job candidates. Since then he has helped clients land jobs in roles ranging from product management to marketing. His clients have landed jobs at Facebook, LinkedIn, Amazon, Coca-Cola, and other competitive companies. Email: jeevan@rocketinterview.com

 

GlassDoor.com | May 8, 2018 | Posted by 

Your #Career : How To Craft A Strong (And True) Narrative About Why You Got #Fired …Just Parted Ways with your Last #Employer in a Less-than-Desirable Manner? When a #HiringManager asks, “Why Did you Leave?” Don’t Jump into the Reason Immediately. Here’s How to Spin It the Right Way (without dodging the question).

Just parted ways with your last employer in a less-than-desirable manner? Chances are you’re finding it tricky to land a new job. You may find yourself in an uncomfortable position when a job interviewer asks you, “So why did you leave your last company?”

You’ll need to walk into that job interview with a narrative that reflects well on you, no matter what actually happened. The challenge is to create a story that positions you positively in the eyes of potential employers–yet remains true to the facts. Here are the four things your narrative needs to accomplish in order to walk that line successfully.


Related: This Is How To Answer Your Most Dreaded Job Interview Questions


1. SHOW RESPECT FOR THE COMPANY YOU LEFT

First, avoid answering the question directly. Do not immediately say, “I left because . . . ” It may feel like a dodge, but it’s important to lay a strong foundation first. To do that, start off by making it clear that you respect your former employer. No firm is likely to want you if you put down your previous company; any reasonable hiring manager will worry that you’ll eventually turn on them as well.

Sometimes being positive might take an effort, but it’s one worth making. That also means resisting the urge to blast the company on social media or even on platforms like Glassdoor that let you post anonymously. It often doesn’t take a sleuth to guess who might’ve uploaded a rant.

So kick off your account of why you got fired, laid off, or quit on a note of positivity–pretty much no matter what. Employees occasionally leave for high moral principles, criticize a company’s practices, and land on their feet by attracting a like-minded employer. But these scenarios are typically the exception. The general rule to follow is to speak favorably about your latest work experience.


Related: Exactly What You Should Do After Getting Fired


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:

2. EMPHASIZE WHAT YOU LEARNED

Next, turn to the contributions you made in your last job–how you advanced the goals of your company and strengthened your own skills. Sure, there were some areas that were less exciting, but in the narrative you’re crafting you don’t need to discuss everything. Explain how you gained professional experience in the role and how it positions you for the new one you’re interviewing for.

Mention, too, the leaders who influenced and mentored you, and describe how they helped you mature in your role. (By the way, don’t wait long after your departure to let those allies know you appreciated their mentorship. It’s not only common courtesy, but this bridge building will come in handy when you need a reference.)

3. STATE IN ONE SENTENCE WHY YOU LEFT–AS POSITIVELY AS POSSIBLE

The previous two steps should only take a few sentences–don’t spend too much time laying this foundation, otherwise your interviewer might cut you off and press you to give a straight answer.

Now we come to a crucial part of your narrative: explaining why you left your last job. Don’t lie. Clearly and succinctly state what happened, taking care to put the best possible face on the reasons for your departure. For instance, if you left as part of a corporate reorganization, emphasize those changes above all others. Those are “forces beyond your control,” and don’t reflect on your abilities or the quality of your work.

If you quit, explain that you contributed a great deal to your last firm but wanted a company where you could offer still more. If you were fired, explain (with an eye on your new firm) why the fit wasn’t quite right, but why you’re well-suited to this opportunity. Once you’ve laid the groundwork, these trickier lines are much easier to deliver candidly, confidently, and compellingly.

4. SHOW HOW EXCITED YOU ARE ABOUT THE NEW OPPORTUNITY

Your storyline isn’t done yet. Close out the narrative by showing excitement about the firm you’re interviewing with.

As the president of a company I founded and directed for 25 years, I interviewed tons of job candidates, and anyone we hired–no matter their work history, warts and all–had to convince me in their interviews that they’d love working here. The best candidates had researched our firm, and had thought long and hard about the position they were applying for. They talked more about the excitement of the job and spent less time simply praising themselves. They knew about our core offerings and who our major clients were. They did not overuse the word “I” but talked about themselves in terms of what they could accomplish in the new role. This positive, forward-looking, enthusiastic approach not only got them hired, but these were the folks who contributed the most as employees.

Good jobs are hard to come by, while bad jobs can continue to affect your career trajectory long after they’re over. Don’t let that happen. Present yourself in the best light, and others will see you that way. If you can develop, write out, and learn this narrative, you’ll be able to deliver it confidently and spontaneously in all your career conversations.

 

 

FastComapany.com | April 18, 2018 | BY JUDITH HUMPHREY 4 MINUTE READ

Your #Career : Behind the Scenes: Uncovering the Myths and Mysteries of #Recruiting …For many #Jobseekers , it Can be Confusing & Downright Frustrating to Try to Understand what a Recruiter is Thinking when He/She Reviews a #Resume or is Evaluating a Candidate Post-Interview.

For many jobseekers, it can be confusing and downright frustrating to try to understand what a recruiter is thinking when he or she reviews a resume or is evaluating a candidate post-interview. Most recruiters would like to speak with everyone personally, but some of their job postings have so many people applying, that they often have to rely on form letters.

Here are some insights into all those questions you would love to ask the person on the other side of the “Apply” button.  

Scenario #1: I just clicked Apply and submitted my application. What happens now?

After a job is posted, recruiters will spend time reviewing applicants and setting up interviews for the most qualified people. They also do some proactive searching for skilled candidates if they’ve got a really tough job to fill. After interviews wrap up, recruiters spend a lot of time comparing notes with the hiring teams. During those discussions, they will offer expertise to influence hiring decisions and help determine the best person for the job.

Scenario #2: I thought the interview went well, then I got a form letter. What happened?

Don’t take a form letter as a sign of not doing well; it’s possible that you did a great job, someone else just did slightly better. Recruiters truly wish they could respond to everyone personally, but some of their open jobs have literally hundreds of people applying.

Scenario #3: Is it a bad idea for me to apply to the same role multiple times?

It’s not unheard of to apply multiple times before being hired, especially at well-known companies or in competitive industries. The key is to show the recruiter you have something new to offer the next time you interview. Start by doing an honest self-assessment of your interview performance:

  • Did you struggle to provide strong answers? 
  • Did the recruiter have to ask follow-up questions to understand your responses? 
  • Did you make it to the interview step or were you declined during the apply phase? 

Whatever you uncover, know that you don’t necessarily have to offer something drastically different the next time, sometimes just improving your interview performance is enough. But if you were declined early in the process, take some time to consider whether you met all the criteria for the role. You may want to take a few months to obtain new skills or experiences before trying again.

Another best practice is to take some reflection time immediately following an interview. Write down everything you can remember – questions you were asked, your answers, what you did well, and what you would improve.

Scenario #4: Why didn’t the recruiter offer me feedback after the interview?

Recruiters and the hiring team collaborate before deciding where strengths and opportunity areas exist, so immediate feedback wouldn’t be helpful to the applicant. Another reason is time – offering feedback to a large volume of applicants isn’t very efficient. Even if only a few people applied, many recruiters are hesitant to give feedback due to legal reasons.

Scenario #5: How can I stand out during the interview process?

Believe it or not, simple things like professionalism, manners, and a polished presence make a huge difference. Display your enthusiasm for the job and practice articulating your qualifications so they’ll sound natural, not rehearsed. Make sure to research the hiring company so you’ll sound informed, and avoid gimmicks. And don’t forget to send a personalized “thank you” note – you’d be surprised how many people forget.

Scenario #6: I was originally scheduled for a phone interview in two days, now it’s pushed out two weeks. Is this a bad sign?

Not necessarily. Many industries (banking, finance, PR, to name a few) have frequent emergencies that need addressing right away. If your interview is rescheduled once or twice, that may be a normal course of business. Five or six times? It could be a sign that the business or person is a bit disorganized. Chat with a trusted contact in your industry to uncover if this is normal.

Scenario #7: During an interview, I was only asked two or three questions. Should I be concerned?

There are many reasons for short interviews, so don’t worry too much about the length. Sometimes, recruiters identify something early on that tells them they want to move a candidate to the next step in the process; they then save deeper questions for that stage. Many phone screens, for example, only take about 15 minutes. It could also be that your interviewer isn’t prepared for the conversation or is newer at interviewing. Always make sure to ask your own questions to demonstrate your interest in the role. Asking solid questions can make a more memorable – and more positive – impression.

Scenario #8: I get so nervous during interviews! Will this affect my ability to get a job?

While it’s true that you are being assessed on your ability to stay composed in a tough situation, how much you are measured will depend on the role. For example, if you are applying for a senior leader position, recruiters will expect you to appear confident and relaxed.

In other roles, many recruiters will overlook slight nervousness, but if your emotions get out of control (crying, gasping for air, being unable to speak) it can negatively affect the impression you make. There are little tricks to look less nervous than you feel – smile a few times, avoid conversations fillers (such as “um” and “uh”) and don’t be afraid to pause if you need a moment to compose your thoughts. Above all, realize that recruiters empathize that interviewing is hard. Remember that they brought you in for a reason – they want you to do well and get hired.

Devon Miller, Talent Branding and Recruitment Marketing at Vanguard, is a writer specializing in branding and marketing topics that create authenticity and engagement via social media channels. Vanguard is one of the world’s largest investment companies, offering a large selection of high-quality low-cost mutual funds, ETFs, advice, and related services.

GlassDoor.com |  

#BestofFSCBlog : Sixteen(16) #InterviewQuestions that are Designed to Trick You. Here are a Few Particularly Thorny Questions — and Some Suggestions on How to Answer Them.

Savvy hiring managers know exactly what to ask candidates. Sometimes, that means asking prospective employees seemingly simple questions.

These questions may seem innocuous at first, but they’re actually trying to get you to reveal information you may have been trying to conceal.

Hiring managers often love these queries. Used correctly, they break through the traditional interview noise and clutter to get to the raw you.

So it’s important to learn how to answer questions designed to trick you.

Here are a few particularly thorny questions — and some suggestions on how to answer them:

1- ‘Can you tell me about yourself?’

“The employer wants to hear that the candidate did their homework,” Tina Nicolai, executive career coach and founder of Resume Writers’ Ink, told Business Insider. “The interviewer is also listening for a level of confidence in how well the candidate portrays herself through the information that is communicated.”

So, how can such a straightforward question be a trap? Nicolai said that it’s important not to use this question as an opportunity to chat about your personal life. You need to focus on your potential value to the organization.

“The employer wants to hear about your achievements broken down into two or three succinct bullet answers that will set the tone of the interview,” Nicolai said.

Remember, what we tell people about us is what they hear. So stay sharp and convey your top strengths when answering this question.

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:

2- ‘How would you describe yourself in one word?’

With this question, interviewers are likely hoping to elicit several data points.

They want to know about your personality type, how confident you are in your self perception, and whether your work style is a good fit for the job, explained Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job

This question can be a challenge, particularly early on in the interview, because you don’t really know what personality type the manager is seeking.

“There is a fine line between sounding self-congratulatory versus confident, and humble versus timid,” Taylor told Business Insider. “And people are multifaceted, so putting a short label on oneself can seem nearly impossible.”

When in doubt, opt for the conservative route. For example, if your coworkers find you both hilarious and reliable, Taylor said to stay on the safe side and emphasize the latter trait.

But most of all, try to tailor your response to the role or organization in question.

“Most employers today are seeking team players that are levelheaded under pressure, upbeat, honest, reliable, and dedicated,” she added. “However, it would be a mistake to rattle off adjectives that you think will be well received. This is your opportunity to describe how your best attributes are a great match for the job as you see it.”

3- ‘How does this position compare to others you are applying for?’

They’re basically asking: “Are you applying for other jobs?”

“The hiring manager is first trying to figure out how active you are in your job search,” Nicolai said. The interviewer wants to see how you speak about other companies or positions that hold your interest — and how honest you are.

If you say, “This is the only job I’m applying for,” that’ll send up a red flag. Very few job applicants apply to only one job — so they may assume you’re being dishonest.

If you openly speak about other positions you’re pursuing, however, and you speak favorably about them, the hiring manager may see you as unattainable and pass.

“Speaking negatively about other jobs or employers isn’t good either,” she said.

It is appropriate to say, “There are several organizations with whom I am interviewing, however, I’ve not yet decided the best fit for my next career move.”

“This is positive and protects the competitors,” Nicolai said. “No reason to pit companies or to brag.”

4- ‘Can you name three of your strengths and weaknesses?’

The interviewer is looking for red flags and deal-breakers, such as an inability to work well with coworkers or an inability to meet deadlines.

“Each job has its unique requirements, so your answers should showcase applicable strengths, and your weaknesses should have a silver lining,” Taylor said. “At the very least, you should indicate that negative attributes have diminished because of positive actions you’ve taken.”

Exposing your weaknesses can hurt you if not ultimately turned into positives, she said.

“Your strengths may not align with the skill set or work style required for the job. It’s best to prepare for this question in advance, or risk landing in a minefield,” Taylor said.

And, as for strengths, Hiring managers want to know that they will be a direct asset to the new position.

But the most important thing is to be able to show the interviewer that you’re capable of well-thought-out self-reflection.

“They are also looking for your ability to self-assess with maturity and confidence,” Taylor said.

5- ‘Why do you want to work here?’

Interviewers ask this because they want to know what drives you the most, how well you’ve researched them, and how much you want the job.

“Clearly you want to work for the firm for several reasons,” Taylor said. “But just how you prioritize them reveals a lot about what is important to you.”

You may be thinking to yourself, “I’m not getting paid what I’m worth,” or, “I have a terrible boss,” or, “All things being equal, this commute is incredibly short” — none of which endears you to the hiring manager.

“You’re also being tested on your level of interest for the job,” she said.

Hiring managers want to see that you’ve taken the time to research the company and understand the industry.

They also want to know that you actually want this job (and not just any job); that you have a can-do attitude; that you are high energy; that you can make a significant contribution; that you understand their mission and goals; and that you want to be part of that mission.

6- ‘Why do you want to leave your current job?’

“Your prospective boss is looking for patterns or anything negative, especially if your positions are many and short-term,” Taylor said.

The interviewer may try to determine whether you have had issues working with others leading to termination, if you get bored quickly in a job, or other red flags.

So tread with caution. If you’re not diplomatic, your answer could raise further questions and doubts or sink your chances entirely.

The hiring manager is likely hoping you are seeking a more challenging position that is a better fit for your skill set, according to Taylor.

“Know that hiring managers don’t mind hearing that you’re particularly excited about the growth opportunity at their company,” Taylor said.

7- ‘What are you most proud of in your career?’

Interviewers want to understand what you’re passionate about, what you feel you excel at, and whether you take pride in your work.

“How you describe your favorite project, for example, is almost as important as the project itself,” Taylor said. “It’s assumed that if you can speak with conviction and pride about your past work, you can do the same during important presentations at the new employer.”

Managers may assume that this type of work is what you really want to do most or focus on in the future.

It can make you sound one-dimensional if you don’t put it in the context of a larger range of skills and interests.

Hiring managers want to see your ability to articulate well and foster enthusiasm in others, as well as your positive energy.

“But one note of caution: In all your zeal to share your successes, remain concise,” Taylor said. “You want to showcase your ability to present well once on the job.”

8- ‘What kind of boss and coworkers have you had the most and least success with, and why?’

The key to answering this question is staying cool.

You run the risk of appearing difficult by admitting to unsuccessful interactions with others, unless you keep emotions out of it.

Interviewers are trying to ascertain if you generally have conflicts with people and/or personality types.

“Secondarily, they want to know how you can work at your best,” Taylor said.

You may also inadvertently describe some of the attributes of your prospective boss.

“They want to hear more good than bad news,” Taylor said. “It’s always best to start out with the positive and downplay the negatives.”

You don’t want to be evasive, but this is not the time to outline all your personality shortcomings either.

This is an opportunity to speak generally about traits that you admire in others yet appear flexible enough to work with a variety of personality types.

For example: “I think I work well with a wide gamut of personalities. Some of my most successful relationships have been where both people communicated very well and set mutual expectations up front.”

9- ‘Have you ever considered being an entrepreneur?’

In most cases, this question gets at whether or not you’re planning to abandon ship and found your own company, Taylor said.

“No firm wants to sense this, as they will begin to ponder whether their valuable training time and money could vanish,” Taylor said.

Don’t get lured into talking about your one-time desire to be your own boss with too much perceived enthusiasm. An employer may fear that you still hope to eventually go out on your own and consider you a flight risk.

It’s okay to tell a prospective manager that you once considered entrepreneurship or have worked as an independent contractor.

Turn the experience into a positive by saying that you’ve already experienced it or thought about it, and it’s not for you.

That might be more convincing than saying, “No, I’ve never considered that.”

This is an opportunity to discuss why working in a corporate environment as part of a team is most fulfilling to you.

You may also enjoy the specialized work in your field more than the operational, financial, or administrative aspects of entrepreneurship.

You can further allay their fears by explaining exactly why their company appeals to you.

10- ‘If you could work for any company, where would you work?’

Hiring managers want to ascertain how serious you are about working for them in particular, versus the competition, as well as your level of loyalty, Taylor said.

“It also helps them weed out candidates who may veer from the core career,” Taylor said. “You may have heard that Google is a great place to work, but that off-road strategy would spell doom, as you’re being given the opportunity to theoretically work at your ‘dream job.'”

Basically, stay focused on the job at hand. Don’t get caught up in the casual flow of the discussion and inadvertently leak out your preference for a well-known firm.

“Your interviewer wants to know that you’re interviewing at your first company of choice,” Taylor said.

A response to this might be, “Actually, I’ve been heavily researching target firms, and [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”][your company] seems like the ideal fit for my credentials,” Taylor said. “It’s exciting to me that [your company] is doing XYZ in the industry, for example, and I’d like to contribute my part.”

11- ‘Why were you laid off?’

“Employers want to know how you hold up under pressure and less fortunate circumstances such as job loss,” Nicolai said. “They want to hear that you are positive and ready to get back to work with a great attitude. They also want to hear a level of confidence — not defeat or anger.”

For starters, you may be bitter or angry about the layoff, and this question may prompt you to bad-mouth your former employer, which you never want to do in a job interview.

“Stay away from finger pointing, desperation, or portraying a victim,” she added.

Instead, talk about the business decision behind the layoff and keep your own feelings about the situation in check.

“Be sure to not cast blame or any discontent,” Nicolai said. “Stay on track with the facts as you know them.”

12- ‘What would you do if you won $5 million tomorrow?’

What’s the goal of this out-of-left-field question? The interviewer probably wants to know whether you would still work if you did not need the money.

They want to hear that you would continue working because you’re passionate about what you do — and they want to know you would make smart financial decisions.

If you would do something irresponsible with your own money, they’ll worry you’ll be careless with theirs.

Your response to this question tells the employer about your motivation and work ethic.

Your interviewer also might be testing your ability to handle a somewhat random question.

“They have nothing to do with the job at hand, and you may wonder if there is any significance to them,” Taylor said. “Whether there is or not, the fact remains that you can easily lose your cool if you don’t pause and gather your thoughts before you respond to a question like this.”

13- ‘Have you ever been asked to compromise your integrity by your supervisor or colleague? Tell us about it.’

Your prospective boss is evaluating your moral compass by asking how you handled a delicate situation that put your integrity to the test, Taylor said.

“They may also dig too deeply to test your level of discretion,” she said.

Essentially they want to know: Did you use diplomacy? Did you publicly blow the whistle? Did a backlash ensue? What was your thought process?

Interviewers want to know how you manage sensitive matters and are also wary of those who bad-mouth former employers, no matter how serious the misdeed.

“They will be concerned if you share too much proprietary information with the interviewer,” she said. “So it is tricky because you must carefully choose your words, using the utmost diplomacy.”

It’s wise to be clear, concise, and professional in your answer, without revealing any internal practices of prior employers.

“You have nothing to gain by divulging private corporation information,” Taylor said.

14- ‘Can you give us a reason someone may not like working with you?’

Prospective bosses want to know if there are any glaring personality issues, and what better way than to go direct to the source?

“They figure that the worst that can happen is you will lie, and they may feel they’re still adept at detecting mis-truths,” Taylor said. “The negative tone of the question is bound to test the mettle of even the most seasoned business professionals.”

But be careful. You can easily shoot yourself in the foot with this question.

If you flip and say, “I can’t think of a reason anyone wouldn’t like working with me,” you’re subtly insulting the interviewer by trivializing the question.

So you have to frame the question in a way that gets at the intent without being self-effacing. “Hiring managers are not seeking job candidates who have self-pity,” she said.

Taylor suggested leading with the positive: “‘Generally I’ve been fortunate to have great relationships at all my jobs.'”

“‘The only times I have been disliked — and it was temporary — was when I needed to challenge my staff to perform better,'” Taylor added. “‘Sometimes I feel we must make unpopular decisions that are for the larger good of the company.'”

15- ‘How did you make time for this interview? Where does your boss think you are right now?’

Hiring managers want to find out if your priorities are in the right place: current job first, interviews second.

“They know that the habits you follow now speak to your integrity and how you will treat your job at their company should you undertake a future job search,” Taylor said. “They also want to know how you handle awkward situations where you cannot be truthful to your boss. Ideally your interview is during a break that is your time, which is important to point out.”

The implication is, “How is it searching for a job behind your boss’ back?” For most employed job seekers, it’s uncomfortable to lie about their whereabouts.

So they’re vague and treat it like any other personal matter they handle on their time.

It’s wise to explain that you always put your job first, and schedule interviews before or after work, at lunchtime, during weekends if appropriate, and during personal time off.

If asked pointedly, “Where does your boss think you are right now?” be vague.

Don’t say: “I took a sick day.” Instead, Taylor suggested you try something like: “My boss understands that I have certain break periods and personal time — he doesn’t ask for details. He’s most interested in my results.”

16- ‘Tell me about a time you disagreed with a company policy’

The hiring manager is attempting to determine a number of things with this query.

Namely, your decision-making ability, ease of working with others, and most importantly, whether you will speak up after identifying an area in need of improvement.

“To say, ‘I’ve never disagreed with a company policy’ is tough to believe from even the most amenable employee,” Nicolai said. “This also sends a message that you may just accept anything that you are told to do without thinking through all possible outcomes.”

While companies want leaders and employees to follow the rules, they also want people who are going to review potential outdated policies and have the courage to push back and propose changes to maintain a current, competitive edge and productive workplace.

So offer up a real situation that points out a logical and business reason that you were in opposition of a policy, she suggested.

“Focus on how your idea to rework the policy was beneficial to the company as a whole,” Nicolai said. “Speak up on the research that you conducted, the facts that you presented, and the outcome of your attempts to have the policy rewritten.”

Jacquelyn Smith contributed to a previous version of this article.

 

Businessinsider.com | March 27, 2018 |  

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