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#BestofFSCBlog : These Methods Will Finally Help You Organize Your Job Search Better.

January 10, 2018/in First Sun Blog/by First Sun Team

When you’re actively looking for a new job, you can’t afford to wing it on the organizational front. Whether you apply for five jobs or 100, you’ll soon find yourself buried in an extraordinary number of resumes, cover letters, job descriptions, and interview invitations. If you don’t keep them carefully organized, you may not identify the right opportunity–or worse, you’ll flounder when the right opportunity comes along.

If you want to stay on top of all of the applications, LinkedIn requests, and other digital paraphernalia that go along with your job search, it’s time to break up with your bad organization habits. Here are seven techniques that will help you overcome the most common job hunt organization issues so that you know the where, what, who, and how for your next interview:

1. IF YOU AREN’T GOOD AT ORGANIZING . . . FIGURE OUT WHY

Organizational skills aren’t one-size-fits-all. There are just as many ways to be disorganized as there are to be organized. Instead of haphazardly applying “organization tactics” to your job search, try to identify specific ways that you tend to be disorganized and troubleshoot those issues directly.

For example, do you tend to lose hard copies? Digital apps will be where it’s at for you. But if you forget anything that isn’t written with pen and paper, a paper calendar or sticky note wall will be a better solution. And if you aren’t sure how you like to stay organized, try something new. If you’re usually an Apple Calendar kind of person, start using a paper planner, or vice versa.

2. IF YOU HAVE A HARD TIME FOLLOWING UP . . . USE A SPREADSHEET

When your job search is in full swing, it’s way too easy to send an email and forget it. Not only can this cost you when you aren’t following up at appropriate intervals, but it can also make you feel like you’re constantly treading water without getting anywhere. Your job hunt becomes an overwhelming, never-ending headache instead of a systematic, purposeful journey.

Combat this by starting a detailed spreadsheet that tracks all the pertinent details of your job search, such as the company, job listing, and contact details. As you move through the job hunt process (and the interview process), highlight the steps you’ve “completed” so you can show yourself just how much work you’ve done along the way.

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3. IF YOU NEED REMINDERS . . . GO HIGH TECH

There’s nothing wrong with manual spreadsheets that lists all of the job search details you need to know if it’s working for you. But if it’s not working for you– if you frequently forget to update the spreadsheet, and you’re never quite sure about what your next step should be–you need to take your job search into the 21st century with a free online project management tool like Trello or Wrike.

Using a project management tool as a job seeker allows you to organize all of the job search details and automate when and to whom you should send a follow-up note. You can also adjust your settings to automatically receive reminders when it’s time to update the individual jobs or check in on the progress of the hiring manager.

4. IF YOU’RE A VISUAL PERSON . . . TRY STICKY NOTES

The sticky note wall is a tried-and-true organizational method that works for writing a book, setting goals, and yes, getting a new job. First, pick a large wall you can divide into three or four columns. At the top of each column, mark out a different stage of the job process or your job search to-do list (e.g., “Draft Resume,” “Apply,” “Interview”). Then, write each job on a sticky note and set it in its appropriate column. As you work through your job hunt and make progress, move the sticky note to the next step.

Not only can it be very motivating to see your progress in such a visual way, but it is easy to get a quick snapshot of where you are in the process by simply glancing at your sticky note wall. Pro tip: You can also use the “Sticky Notes App” on your phone or computer if a digital version of the sticky notes would save you the wall space.

5. IF YOU FORGET THE DETAILS . . . KEEP THOROUGH NOTES

If you’re speaking to one or two prospective employers each week, it can be tough to remember who’s who and what you talked about. If you don’t take careful notes, you may unwittingly repeat yourself or send a thank-you note to the wrong person and reference the wrong conversation. Talk about awkward!

If that sounds like something that could happen to you, use a free tool like Microsoft OneNote or Evernote to keep track of the meetings you have. For extra memory help, pull the LinkedIn photo of the person you’re speaking with into the note sheet and capture notes like the person’s company, job title, and location. Not only can you look at a picture of a real person when you’re in the midst of a phone screen interview, but you can also easily go back and remember who you spoke with when you’re considering job offers or writing thank-you notes.

6. IF YOU’RE LOSING MOTIVATION . . . MAKE A LIST OF REASONS YOU’RE SEARCHING

If you find yourself putting off your job search or simply not looking forward to any part of the process, you’re letting the discomfort of a job hunt distract you from the reason you’re looking for a new job. Get back in the right headspace by bringing the focus back to what motivates you.

Make a list of the reasons you’re looking for a new job–toxic workplace, skipped over for a promotion, low salary, etc.–and keep it in a prominent place. Not only will this motivate you to stick to your plan and find a new job, but it will also prepare you for the interviews ahead by keeping your deeper purpose of your job search front and center.

7. IF YOU’RE FEELING BURNED OUT . . . SCHEDULE SOME DOWNTIME

Little tasks can pile up, especially if you’re managing a full-time job during your job search. Instead of spending a whole day on your job hunt once a month and getting frustrated with your lack of progress, set short but regular periods of time to check in and make consistent progress. A half-hour two or three times a week will ensure that you’re responding to hiring managers at appropriate intervals and staying on top of new opportunities as they come out.

A job search is a job of its own: You’re practicing time management, patience, and even customer service as you balance your search with your current job. But you don’t have to let the complexity of all the resumes, cover letters, applications, and interviews throw you off. Just find an organizational method that works for you so that the energy you put into the job search pays off with a new job–not a new headache!

FastCompany.com | January 10, 2018 | BY SARAH GREESONBACH—GLASSDOOR 6 MINUTE READ

Your #Career : Three Questions You Must Ask If You Want The Job…The #JobSearch Today is more Competitive & Time-Consuming than ever Before. Given this Environment, the Only Recipients of Job Offers are the Applicants who Interview Well & Manage their Job Searches.

January 4, 2018/in First Sun Blog/by First Sun Team

At one time or another, we have all made the leap from high school or college to the real world and have likely spent some time on the interviewing circuit. As I recall my first interview experiences, I vividly remember my father’s advice on the art of interviewing. My father, Paul Micali, was a sales trainer, manager, author and public speaker. It’s fascinating to me that his words of wisdom, three decades ago, are even more relevant today.

Through our many interviews, we hopefully all learn the basics: a firm handshake, strong eye contact, smiling, proper posture, body language, tone of voice, key questions, answers and stories. But my father’s advice was all about “how” to end the interview; that time when the interviewer and interviewee have no more to say and look at one another across the desk in awkward silence.

It was at that point that my father explicitly instructed me to ask that all-powerful question — that question that no interviewee ever wants to ask.

“What are my chances of getting this job?”

I couldn’t imagine being so brazen and presumptuous! To make matters worse, I was instructed to ask the question three times in three different ways:

1. What are my chances of getting this job?

2. How soon will you be making a decision?

3. Based on your timeline, can I plan to hear from you in one or two weeks?

It took every ounce of courage I had to muster up the confidence to ask these questions. However, I’m so glad that I did. The answers to these questions provided me with the roadmap to guide and jumpstart my career. Fast forward 30 years, as a talent acquisition consultant and a career coach; I see the absolute necessity for every candidate to ask these questions in an interview.

The job search today is more competitive and time-consuming than ever before. With job postings on LinkedIn, Indeed, Zip Recruiter, company websites and alike, companies are deluged with resumes. Today, each position commands between 250 and 300 applicants with a mere 2% being called in for an interview. A job seeker in today’s market must put forth a patient and disciplined approach in applying for positions online, networking and directly reaching out to companies. Given this environment, the only recipients of job offers are the applicants who interview well and manage their job searches.

Assuming your interview has gone well, you have arrived at the point where “how” you handle the ending can be crucial to your outcome.

Here are three reasons why asking this infamous question, “What are my chances of getting this job?” are crucial to your interview.

1. You will show the interviewer that you are serious about this position and that you want this job.

When someone visibly shows through their words and actions that they want something, they tend to work hard to get it! As the interviewee, you will be displaying to the hiring manager that your meeting has a definite purpose and that you mean business. It may have taken you four weeks to get to this point in the process, and you deserve to know your position in the lineup!

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2. You will send the signal that you have a productive jobsearch underway.

And that you are weighing different opportunities. In other words, you are interviewing with other companies. You have been proactive in your job search, not waiting around to hear from companies. If you are as good as you think you are and the hiring manager agrees, they won’t waste time and will quickly move your candidacy forward.

3. You will overcome the hiring manager’s potential objections, turning a “no” into a “yes.”

When you ask this question, an honest answer from the interviewer provides you with a snapshot of how he/she sees you in the position. If the hiring manager mentions an area where you may not reach the expectations outlined in the job description, this is your opportunity to overcome their perspective with specific results and stories. If you don’t ask the question, you will miss the chance to turn a “no” into a “yes.” In fact, you will leave the meeting not knowing where you stand in the interviewee lineup!

Of course, if the answer is that your chances are good, then you can continue your pursuit with, “How soon can I expect to hear from you?” and “Can I look forward to speaking with you in two weeks?” These questions will further convey that you remain very interested in the position and would like to know the timeline involved in securing the job.

From the perspectives of the hiring manager, recruiter and career coach, when the interviewee doesn’t ask for the job, we question if the candidate really wants the position.

We have all heard the expression, “Ask better questions and get better answers.”

I challenge you to ask yourself: “Do you want this job?” ….. If the answer is yes, then ask for it, three times!

The answers will give you the roadmap to guide and jumpstart your career and your life.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

Author: Donna Poudrier – Career coach and recruiter Donna Poudrier helps job seekers and new grads find the “right job” to jumpstart their careers.

Forbes.com | January 4, 2018

Your #Career : Look Out For These Warning Signs Before You Take That #NewJob…As Much as you Want to Make a Change Right Now, Take the Time to Make Sure it’s the Right One.

January 3, 2018/in First Sun Blog/by First Sun Team

Think about it: Have you ever landed a coveted job only to feel miserable mere weeks later, lamenting at your cubicle that if only you had listened to your gut–to have seen your boss’s disheveled desk for the warning sign it was–you could have saved yourself a lot of trouble?

In other words, you ignored a red flag. “A work-related red flag is basically a warning sign, either overt or even a gut feeling you have, that the job won’t be a good fit for you,” explains career coach Hallie Crawford. “It can also be a possible issue you sense with the company, why the job is available, your prospective boss, or a team member you’d be working with.”

A work-related red flag can be something you witness during the interview, read about in a company review, or hear about through the industry grapevine. But no matter the source, listen to your reaction to the news. “Trust yourself,” Crawford encourages. “If you sense something might be off, listen to that gut instinct and ask about it during the interview.”

1. YOUR INTERVIEWER (OR HIS SPACE) LOOKS A MESS

Picture a disheveled desk, stacks of folders strewn about, a trash can overflowing with crumpled paper—in other words, an office or a person that screams anything but I’ve got it together. This is a red flag you can’t chalk up to a bad day or a sense of disorganization, warns millennial career expert Jill Jacinto. “How we choose to visually express ourselves is part of the interview process. That is why we wear a suit, blow out our hair, or get our shoes shined. We want to show that we have it together.” And trust us: You want your future employer to put in the same kind of effort. “A few loose papers is one thing,” Jacinto concedes, “but a desk covered in papers or garbage is another.”

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2. YOU GET OFFERED THE JOB DURING THE INTERVIEW

It may seem like a very good thing if you if get offered the job before you even leave your first interview–but in reality, “this could be a red flag because there could be underlying issues,” warns Crawford. Think about it: Why is the company so desperate to fill this role? “Perhaps they aren’t able to keep someone in this position for very long, or maybe they fire employees regularly,” Crawford says. Instead of saying yes in this situation, “ask them why the position is available, and listen carefully to their answer. Ask to meet your manager and ask him what his ideal employee would be. This will give you insight into their management style and anything that may be going on.”

3. THE JOB DESCRIPTION IS NOT CLEARLY DEFINED

Leaving a job description loose-ended is a recipe for work disaster. Why? Because, as Crawford points out, if an employer can’t clearly define exactly what they want you to do, they may be keeping it vague so they can ask “employees to handle a variety of tasks for little pay” after they’re hired, says Crawford. Or, “They may be just trolling for possible employees to test the market versus actually really intending to hire someone.” If you’re still interested in the job, don’t leave the interview–and certainly don’t accept the position–until you “let the manager know you would like a clarification of the job description,” she says. If they can’t do it when asked, Crawford says, “beware.”

4. THE HIRING MANAGER SAYS HE WORKS 24/7–AND SO DOES THE STAFF

Recalls Jacinto, “I was advising a woman a few years ago who said she regrets not picking up on her current boss’s eccentric behavior. He had said during the interview that if he could, he would sleep at the office and spends all his time there. She agreed to come in on weekends for training–but the ‘training’ never stopped. She–and the rest of the staff–were expected to march into work over the weekend to have team meetings and catch-ups. Needless to say, she found a better job.” If you see similar red flags during the interview process, “run,” Jacinto warns. “If a boss all but sleeps at the office, he’ll expect you and your team to bunk down, too.”

5. THE COMPANY LOWBALLS ITS OFFER

You know what you’re worth–and you know what others make who work in that same job–because you’ve used tools such as Glassdoor’s company salaries search tool to find out. And “if you are offered less than the salary listed in the posting or lower than what they said their range was, this could be a red flag,” says Crawford. If you find yourself faced with this red flag, “Ask about benefits, but if they aren’t offering benefits or can’t define them, they [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”][may just be] trying to take advantage of you.”

FastCompany.com | January 3, 2018 | BY JILLIAN KRAMER—GLASSDOOR 4 MINUTE READ

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Your #Career : 22 Things that Make you Sound Rude in a Job Interview…Here are Some Particularly Inconsiderate, Alienating Things to Avoid Saying in an Interview.

December 5, 2016/in First Sun Blog/by First Sun Team

Most people don’t try to come across as rude — for whatever reason, they just don’t realize how their actions look to others. That can lead to a rather rude awakening for them down the line, once they’re confronted with the consequences of their conduct.

One of the worst places that you can come off as disrespectful is during a job interview. You want to charm and impress your interviewer, not turn them off with bad behavior.

Here are some particularly inconsiderate, alienating things to avoid saying in an interview:

1. ‘I’ve been waiting a while’

You are totally justified in being annoyed that your interviewer kept you waiting. That being said, you get no brownie points for grumbling.

2. ‘Hi! I know I’m late…’

Yes, it’s a bit of a double standard that the interviewee typically can’t be late while the interviewer can get away with it. But the interviewer is typically the one with the power, so just get over it.

Make sure you give yourself enough time to get to the job interview — even if that means showing up super early and waiting around at a nearby Starbucks.

And if you are late, don’t draw attention to it or make excuses. Quickly apologize and move on.

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3. ‘What happens if I don’t get along with my boss or coworkers?’

This doesn’t necessarily make you sound rude, per se. It’s a weird question, though. Your interviewer may just assume that you’re impolite and unable to work with others.

4. ‘Are you married?/Do you have kids?/How old are you?/etc.’

Never ask the interviewer any personal questions.

5. ‘I heard this rumor about the CEO. Is it true?’

You should never bring gossip into a job interview. It’s highly unprofessional.

6. ‘Who should I avoid in the office?’

Don’t embroil yourself in coworker drama before you’ve even stepped foot into the office. This just makes you sound like a petty person.

7. ‘What does your company do?’

You didn’t care enough about the job to run a quick Google search? Questions like this will make you look unprepared and inconsiderate.

8. ‘I don’t have weaknesses’

Yes, you do. Claiming not to have shortcomings just makes you come across as arrogant.

9. ‘S—,’ ‘b—-,’ ‘f—,’ etc.

Hold off on the profanities. Curse words will make you sound vulgar and unprofessional.

10. ‘How did I do?’ or ‘Did I get the job?’

This one puts the interviewer on the spot. If you really want feedback, wait until you get the offer or rejection, and then ask in an email what you did well or could have done better.

11. ‘I feel like this is your organization’s big weakness’

It’s great if you’re coming to the table with a lot of ideas on how to improve the organization. Try to keep your language positive, though, or your interviewer may wonder why you’re even interviewing in the first place.

12. ‘Excuse me, I need to take this call really quickly’

Are you kidding me?

13. ‘I just need a job’

Seriously, contain your enthusiasm. This may be true, but definitely don’t admit it to your interviewer.

14. ‘Hi — let’s get started’

Don’t just barge in and start talking. You may be nervous and eager to get it over with, but remember to introduce yourself first.

15. ‘Sorry — I’ve got to run!’

What have you got, a date or something? Try to keep your schedule relatively uncluttered on the day of the interview.

16. ‘I’d like a coffee/water/tea’

If the interviewer offers, then it’s fine to ask for a beverage. Just don’t forget to say “please” and “thank you.” In fact, you should show off that you have good manners when you can during the interview.

17. ‘I … I … I …’

Yes, job interviews are all about discussing yourself and your abilities. That being said, you want to keep the focus on how you can help the organization. The conversation should always go back to that main thesis.

18. ‘The office isn’t what I thought it would be’

You’re here as a job candidate, not as a super-critical interior decorator. Don’t imply that you’re disappointed or underwhelmed.

19. ‘How did you get this role?’

You really don’t want to say anything that could be considered condescending to the person standing between you and a potential job.

20. ‘Can you believe this election?’ or ‘Who did you vote for?’

Keep politics out of conversations with your interviewer. If they bring it up first, then do what you can to change the conversation.

21. ‘Dude/honey/girls/ladies/man’

This one’s a toss-up. Some people are totally cool with being called things like “guys” or “ladies.” Others get really irked. It’s probably better to err on the side of caution here, lest you come off as belittling or disrespectful.

22. ‘That’s not how I’m used to doing it’

If you start talking about the nitty gritty details of your new job, make sure to avoid coming across like you think you know better than anyone else. Criticizing the company’s way of doing this is a surefire way to alienate your interviewer.

Businessinsider.com | December 5, 2016 | Jacquelyn Smith, Rachel Gillett and Áine Cain

Your #Career : The Right Way To Discuss Your Failures In A Job Interview…Take Complete Ownership—Even If it Wasn’t All your Fault. Here’s How.

October 31, 2016/in First Sun Blog/by First Sun Team

In interviewing hundreds of people, I’ve found that the way a candidate answers one key question tells me more about them than any other. I’ll usually wait until the candidate has relaxed somewhat and begins to open up. Then, about halfway through the interview, I’ll ask, “What has been a moment of significant professional disappointment or failure, and what caused it?”

Do they focus on a lost promotion, or a failed project? Do they make it about themselves, or about their company?

Straightforward enough, right? Yes, but I’m listening for a few key things. First, it asks an interviewee to come up with a specific moment. Rather than the standard “What are your weaknesses?” question, which more often provokes groans from jobseekers, it asks for a concrete professional incident. But this gives a candidate plenty of options: Do they focus on a lost promotion, or a failed project? Do they make it about themselves, or about their company? You can see a lot of their personality by how they interpret the question.

What’s more, by asking what caused the failure, the question doesn’t require an applicant to take responsibility for it, though they might choose to. In my experience, these are three types of answers I typically hear—with some responses earning better marks than others.

THE NON-FAILURE FAILURE

I once spent too much time on a project because I refused to hand over something that I couldn’t be proud of.

This is the answer that induces silent yawns from hiring managers. It’s a candidate’s attempt to convey a strength wrapped in the veneer of a weakness. You’ll often get this answer from people early in their careers who aren’t yet comfortable with the idea that failure and weakness are part of any job.

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If a candidate who’s still early in their career answers this way, I’ll often give them a second chance: “That could also be interpreted as a moment of strength and having high standards. Do you have another example?”

If the candidate is more experienced, though, this answer worries me. It implies they still haven’t learned to be comfortable with their own shortcomings. Acknowledging your weaknesses is critical to making career progress—you first need to know when you mess up and then think critically about why.

So as an interviewer, if you can only get a “non-failure failure” from a candidate, it may be time to move on.

THE BLAME-IT-ON-OTHERS DISAPPOINTMENT

I once was due for a promotion, but my manager didn’t give it to me because there was another candidate who was my boss’s favorite.

This answer upsets me the most. It shows that the candidate doesn’t focus quite enough on the things that are actually within in their control, choosing instead to rationalize their disappointments by putting responsibility on someone or something else.

This type of employee may not be looking (or ready) to grow outside their current role; they’re simply expecting to get promoted just for doing their job and nothing more.

But not necessarily. Sometimes life is really is unfair. Maybe they wereslighted! While this might be true, when you’re hiring, you want to find people who view any situation as an opportunity to assess how they might’ve done things differently to achieve a better outcome—even if they weren’t at fault. You want people who put the burden of responsibility on themselves, even if others may share in it, too. These are likely to be the hires who will surprise you by going above and beyond.

COMPLETE OWNERSHIP

I was once working on a project, and the client hated the result. I realized that I could’ve put more effort into the project and worked to better understand their needs up front. It taught me a lot about my approach to kicking off new projects going forward.

This is the ideal answer. When someone says this, I often have to stifle a grin.

Make no mistake: There are multiple people or systems at fault in pretty much any failure situation. The point isn’t to ask a jobseeker to pretend otherwise; in this example, it’s more than likely that the client didn’t do a perfect job of explaining what they wanted, or maybe they changed the scope of the project after it started. Even so, it’s still critical for a candidate to take complete ownership of a problem. That’s the starting point for finding any workable solution.

So yes, complete ownership might seem extreme, but the people who default to that tendency may have some serious advantages over those who don’t. First, they may be more likely to view situations through the lens of, “How can I improve this?” Rather than wait for others to change, they quickly take action within their span of control to improve a situation—including persuading others to act. They realize that their role in the company isn’t just their narrow job description, but includes doing whatever it takes to get a successful result.

When you’re hiring, you want to find people who view any situation as an opportunity to assess how they might’ve done things differently.

Second, they’re the ones who are most likely to improve their own skills by choice. Rather than waiting for formal training, they spend their downtime teaching themselves the ins and outs of a new marketing technology, for instance, or how to program in a new language. They’re passionate, and they’re problem solvers. They realize their own potential and constantly pursue a better version of themselves.

Finally, taking complete ownership of your failures shows you’re someone who avoids politics. Rather then expending emotional energy complaining about other team members, these people realize their own ability to influence a situation and address interpersonal issues head-on.

So while it may seem a little reductive, try testing out this interview question as a hiring manager. It may help you build a team of people who shirk petty politics and are always striving to improve their own skills. And if you’re a job seeker and an interviewer asks you to discuss your failures, don’t hold back—own up to what went wrong and how the experience taught you to switch up your approach. That just may improve your chances that the interview itself will turn out a success.

Allen Gannett is the CEO of TrackMaven, a content and social marketing analytics company. He is based in Washington, D.C., and can be followed at @Allen.

FastCompany.com | ALLEN GANNETT | 10.30.16 5:00 AM

Your #Career : What to Say when the Job Interviewer Asks, ‘Why Should we Hire You?’… By Doing your Homework, Paying Close Attention to the Input you’re Given, and Conveying Confidence in Performing to the Employer’s Expectations or Beyond, you’ll Likely Present a Winning Case

October 13, 2016/in First Sun Blog/by First Sun Team

“Why should we hire you?” is one of the most common job-interview questions out there. And, according to 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,” it’s one of the most important ones.

She says this question is likely thesingle best opportunity you have to seal the deal in the job interview. “But because it’s so broad, it can also lead you down a slippery slope if you’re not concise.”

When interviewers ask this question, they want you to convince them that you’re the best candidate for the job. To ace the response, you must do your homework on the employer and job description so you can align your skills and experience with their specific needs.

“This is an opportunity to say, ‘You need X, and I am the best person for the job because of Y.’ You want to convey that not only are you a safe choice with minimal risk — but also a greatchoice,” says Taylor.

Before you arrive at the job interview, you should have a general sense of how to communicate this, she suggests. “One useful technique is to have three major points in mind on why you’re an excellent choice. This is a default framework you can come back to in the interview to sell yourself. It will become more refined as the interview proceeds.”

Here are five tips for answering the common “Why should we hire you?” interview question:

1. Listen for real-time cues

“As you hear the finer details of job requirements, jot down some key words from your background that will help you provide a targeted response once the hiring manager asks this question,” Taylor says. “If, for example, organizational skills are paramount, you may jot down certain related software programs you use.” As you make minor notes, still try to maintain good eye contact and stay in an active-listening mode.

“Since you now have more data on the real requirements, it’s time to turn up your pitch a notch,” she says. For instance, know your unique selling proposition. What makes you particularly qualified for the job among your peers? What does the firm present publicly and in the interview? How does your unique background align with their mission?

“If, for example, the company’s advertising tagline is about service excellence, you can address how your customer-service expertise resulted in quantifiable results, such as in expanded business, training you provided, or client recognition you received,” says Taylor.

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2. Focus on key points

Offer the big picture. This is a general overview of the overall match, says Taylor. “You’re setting a general comfort zone here.” For example, you’ll want to talk about how long you’ve been doing X at what types of companies, your applicable specialty areas, technical skills, training, and education. “Maybe you’ve been promoted frequently or have been given increased responsibility or staff — which objectively attest to your big picture value,” says Taylor. “Share that information.”

Discuss your accomplishments. This is your opportunity to talk more specifically about a couple of specific projects that showcase your related skill sets and experience. “Results are what count, however, so be sure to mention how the contributions helped your company, and how your expertise could similarly make a significant impact for them,” says Taylor. But remember to be concise!

Communicate that you have excellent people skills. If you have a few soft-skill attributes that you feel would be an asset to the position (such as team player, motivational leader, strong work ethic, reliable), tell them.

“By addressing the low turnover in your department, for example, you underscore that you have strong management potential,” says Taylor. “Oftentimes, slightly stronger people skills trump minor weaknesses in technical expertise. Unlike technical skills, it’s virtually impossible to teach attitude.”

3. Prove you’d be a great investment

“Every manager wants to be assured that you’d offer a good return on investment,” she says. “They want to mitigate risk and avert being in the hiring doghouse. This is your chance to use bottom-line examples of why the company will benefit from hiring you. What are some specific, applicable accomplishments that illustrate this? Where possible, give dollar percentages or raw numbers (sans inflation).”

For instance, did you:

• reduce expenses by a certain percent or dollar figure?

• streamline certain processes?

• develop new programs that increased revenues?

• reduce turnover?

• secure new accounts or expand on existing business?

“This is not to downplay your overall awards, recognition, kudos, soft skills, and overall success; they still support your market value in a credible way,” says Taylor. “A combination of the two is ideal.”

4. Be enthusiastic

“Once you’ve made a solid argument for your skills being a good match, there’s one more factor needed in the mix,” says Taylor. “Show your excitement and enthusiasm for the position. No matter how good you look on paper or present facts, illustrating that you’re genuinely motivated and want the job is a key contributing factor.”

After all, this is a good reason to hire you, too. Just make sure your zeal doesn’t slip into the category of desperation. You should convey that you want the job, not need it.

5. Be as specific, but brief, as possible

In selling your great attributes for the job, a few words of caution: When given a sweeping question like this, it’s easy to go into long-winded tangents — or wax on about the time that you developed the equivalent of the Internet of Things for your employer. “Be conscious of brevity and don’t exaggerate,” Taylor suggests. “One, it may be highly transparent; two, it may be deflated in a reference check; and three, if not caught (and you’re eventually hired), you could find yourself in over your head.”

By doing your homework, paying close attention to the input you’re given, and conveying confidence in performing to the employer’s expectations or beyond, you’ll likely present a winning case, she concludes.

Businessinsider.com | October 6, 2016 | Jacquelyn Smith

Your #Career : 9 Books Everyone Looking for a Job Should Read…From Interviewing to Negotiating your Salary, There are a Lot of Factors at Play when Looking for a New Job, and One Mistake Could Put the Kibosh on the Whole Thing.

October 10, 2016/in First Sun Blog/by First Sun Team

Whether you’re just starting out in your career or making a transition, odds are there’s some part of the job search process that’s at least a little mystifying.

From interviewing to negotiating your salary, there are a lot of factors at play when looking for a new job, and one mistake could put the kibosh on the whole thing.

To master the art of the job search, here are nine books that can guide you through the process:

View As: One Page Slides

Richard N. Bolles’ ‘What Color is Your Parachute?’

Amazon

Great book for: getting started

If you’re only going to read one book on the list, you may want to choose this one. Why? It covers a little about everything when it comes to a job search.

The first half of the book talks about how to create an eye-catching résumé and cover letter, as well as how to improve your networking, interviewing, and negotiating skills, while the second half focuses on how to find your ideal career.

Find it here »

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David Allen’s ‘Getting Things Done’

Amazon

Great book for: staying organized in your job search

Considering all the moving parts that come with getting a new job, this book is a must-read because it teaches you the basics of time management and organization.

It can also help you through the transition of finding a new job by teaching you how to reassess goals and stay focused.

Find it here »

Dale Carnegie’s ‘How to Win Friends & Influence People’

Amazon

Great book for: networking

There are a number of lessons you can learn from Carnegie’s classic that will help you in your personal and professional lives. Importantly, especially when it comes to networking (and also the job interview), you’ll learn how to make people like you and win them over to your side.

Carnegie’s advice focuses on maximizing your interactions with other people, and he instructs readers, for example, to encourage people to talk about themselves, instead of dominating the conversation, emphasizing the things you both agree on.

Find it here »

Danny Rubin’s ‘Wait, How Do I Write This Email?’

New To Live By, LLC

Great book for: writing anything career-related

Don’t let the title of this book deceive you — “Wait, How Do I Write This Email?” is not just about writing professional-sounding emails — though, yes, it does include practical tips for that, too.

The book covers just about any job search situation you can think of that involves a written component, from crafting LinkedIn profiles, résumés, and cover letters to soliciting a referral or career guidance. Even if you’d never written a word in your life, this book could help you pass for the most competent professional out there.

Find it here »

William Strunk Jr. and E.B. White’s ‘The Elements of Style’

Amazon

Great book for: editing your cover letter and résumé

One of the biggest faux pas you can make in your job search is sending out a résumé or cover letter rife with grammar, spelling, and punctuation errors.

Strunk and White’s classic grammar book will help anyone drastically improve their mastery of the written word.

From commonly misspelled words to grammar and punctuation, you’ll find all the answers in this concise and entertaining read.

Find it here »

Steve Dalton’s ‘The 2-Hour Job Search: Using Technology to Get the Right Job Faster’

Amazon

Great book for: getting the first interview

The book offers practical tips for how to wade through the sea of internet job postings.

You’ll learn how to complete three important steps in very little time using Excel, Google, LinkedIn, and alumni databases: Prioritize your target employers, contact them, and recruit people to provide you with internal referrals.

Find it here »

Michael Port’s ‘Steal the Show’

Amazon

Great book for: interviewing

You may not need a whole book to prepare you for the kinds of questions you might hear in a job interview. You can easily check out Glassdoor or articles about interview questions for that.

What’s more important is figuring out how to convey with maximum impact that you’re the best person for the job. This book can help you with that.

According to the author, every interaction is a performance, including the job interview, and as a job seeker, you have to persuade and motivate people to hire you. This book shares practical advice for shining during even the most nerve-wracking interview.

Find it here »

Roger Fisher, William L. Ury, and Bruce Patton’s ‘Getting to Yes: Negotiating Agreement Without Giving In’

Amazon

Great book for: getting the job

This 30-year-old book is a great primer for going into any negotiation.

Based on the work of the Harvard Negotiation Project, this classic offers practical steps for negotiating, including key takeaways like understanding your counter-party’s interests well.

Find it here »

Lewis Lin and Christine Ko’s ‘Five Minutes to a Higher Salary’

Impact Interview

Great book for: negotiating your salary and benefits

Understanding the theory behind salary negotiationis one thing, but putting it into practice is often easier said than done.

The book’s authors, who are salary negotiation experts, offer scripts with the exact words you can use to phrase your request for more than 60 negotiation scenarios, taking much of the pain out of negotiating.

Find it here »

Businessinsider.com | October 10, 2016 | Rachel Gillett

Your #Career : The Follow-Up Email Every Job Seeker Needs To Know How To Write…You can Do Much More Than just Get your Name Back at the Top of a Hiring Manager’s Inbox.

October 6, 2016/in First Sun Blog/by First Sun Team

Fact No. 1: After you’ve interviewed for a job, hiring managers don’t always get back to you in the time frame they told you they would.

Consider describing a project you’re working on—one that could apply in some way to the job you’re applying for.

Fact No. 2: You should absolutely follow up with a polite email if you’re expecting to hear back and you haven’t.

Fact No. 3: You can use this message not just to check in, but to give the decision maker even more info that’ll show you’re the right person for the job.

That’s right. Take this traditional “just following up” email:

Hi Damon,
I hope you had a great week. You had mentioned that you’d be in touch with next steps on the hiring process by Wednesday, so I just wanted to check in. Please let me know if there’s anything I can do to help with your decision.
Best,
Adrian

There’s nothing wrong with that note. It’s brief, it’s polite, and it gets your name in front of the hiring manager.

That said, instead of asking if there’s anything you can do to, in essence, boost your candidacy, why not take that next step and provide something that does just that?

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Let’s say you’re applying to a social media position with Dolby. You might say something like this instead:

Hi Damon,
I hope you had a great week. You had mentioned that you’d be in touch with next steps on the hiring process by Wednesday, so I just wanted to check in.
In the meantime, I wanted to share a social campaign that I launched this week. It’s already had more than 5,000 shares—the company’s second most successful program ever. I think something similar to this would be very impactful for Dolby, and I’d be excited to jump right in and get started.
Best,
Adrian

In this message, you’ve shared another example of your work, you’ve highlighted a recent success, and you’ve reiterated your enthusiasm for the position. And you’ve done so proactively, which is never a bad thing.

“IN THE MEANTIME . . .”

You can tailor this template pretty easily if your work is online or easily sharable, like writing, marketing, or design.

Or, if your work or goals can be quantified—you’re in sales or account management, say—you might try something like this:

In the meantime, I wanted to share that I finished this month as the No. 1 sales rep in the New York market. It was a big honor, and also a reminder that I’m ready for my next challenge, hopefully as the sales manager at Dolby.

If your work is more behind the scenes, or if you’re working on proprietary information that can’t necessarily be shared externally, you might consider describing a project you’re working on (one that could apply in some way to the job you’re applying for) in broader terms:

In the meantime, I wanted to share that I just put the finishing touches on a crisis communications plan for one of our technology clients—a three-month process that involved collaborating with everyone from the customer success team to the CEO. It was a great experience, and one that made me even more excited about the opportunity to work on the communications team at Dolby.

Still stumped? Here’s something anyone, in any field, can do:

In the meantime, I wanted to share an article that I published last week on LinkedIn, which was inspired by the conversation we had about [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][topic you discussed in interview]. It’ll give you a little more on how I think about [subject matter]. Thanks for the inspiration—I hope we have the opportunity to work together and have many more of these conversations.

Assuming you’re not the only candidate in the pipeline, your “just checking in” email will probably be one of many sitting in the hiring manager’s inbox. Use the opportunity not just to follow up, but to show once again why you’re the best candidate for the job.

This article originally appeared on The Daily Muse and is reprinted with permission.

FastCompany.com | ADRIAN GRANZELLA LARSSEN | THE MUSE | 10.06.16 5:00 AM

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

Your #Career : How To Tell If You’ll Fit Into A Company’s Culture Before You Take The Job…An Interview isn’t Always the Best Place to Learn What it’s Really Like to Work in a New Office, But There are Ways to Find Out.

August 20, 2016/in First Sun Blog/by First Sun Team

Jocelyn Greenky really hates fluorescent lights, so when she started a new job years ago, she showed up with a floor lamp a few weeks in and dragged it over to her desk. “It did not go over well,” she says. That’s how Greenky discovered that every office has its own culture—and as a result, how sometimes even the smallest acts can look like a rebellion.

Now with more than 20 years of experience as an office culture and politics expert, Greenky says you should always understand a company’s norms and no-no’s before you accept a job there. “As the new employee, you have to adapt to the culture rather than the culture adapting to you,” she adds.

“Not everybody in the company can happen to be having a bad day at the same time.”

Previous research has shown that our coworkers and managers have a big impact on our productivity and job satisfaction. And workers surveyed by Glassdoor reportedthat company culture was more important than compensation and work-life balance.

So if you like chit-chat and a background hum, you probably won’t be happy in the tomb-silent office where you just interviewed. Or if you love coming up with new ideas and taking big risks, you may not like a place that doesn’t embrace change.

But how accurately can you pinpoint a company’s culture before you’ve actually worked there? Here’s what Greenky and other experts recommend asking and observing before you show up with your own lamp—or even take the job.

START READING

Bouvier Williams, PhD, president of Your Personal Brand Solution, says to read through the organization’s annual reports, find any articles about it in popular publications, and of course, scope out its own website—all before your first interview there.

“You’re trying to get the flavor of the organization,” Williams says. “Does it come across as bureaucratic? Is it an organization that really believes in and fosters innovation?” And, most important, “Does it line up with the things you believe?”

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NOTICE EVERYTHING

Greenky says that as soon as you step into a prospective office, you should start observing. What are people wearing? Are their desks messy? Do they have earbuds in or are they talking to each other? Is there an open floor plan? If people work in individual offices, do they keep their doors open?

Pay close attention to body language, too, Williams says. See whether people are smiling, if they seem engaged, and whether they look happy to be there. “Not everybody in the company can happen to be having a bad day at the same time,” he adds, so if you’re surrounded by frowns, that should be a red flag.

FIND THE RIGHT QUESTIONS

Asking about summer Fridays or dress code may turn off a hiring manager during the interview process. Even questions about expected work hours can be shaky ground. But Greenky says you can absolutely ask your would-be boss to define their office’s culture. “See what they have to say,” she adds. “If somebody says it’s very corporate, for example, that means they play by the rules—that it’s more formal.”

Williams also recommends asking some of these “subtle but revealing” questions as the interview progresses. For example: How are employees developed in the company? What happens when someone makes a mistake around here? How is risk-taking rewarded? How can people share their opinions about the work environment? What are some of the things that might get under your skin about working here? How does the organization deal with managers who manage poorly?

READ THE HANDBOOK

Yes, people really do read the employee handbook. No, it’s not weird to do it before you even have the job. If the hiring process is cruising forward and you’re seriously considering a position, Greenky suggests asking for a copy of the handbook. The rules and regulations inside can tell you a lot about a company’s culture—including how much it likes rules and regulations.

GET A GUIDE

Both Greenky and Williams say talking to a current or recent employee is essential. Comb your own networks first. If that doesn’t turn up a connection, Williams recommends using LinkedIn to find past employees. He says to let them know you’re interviewing at the company and ask if they have a few minutes to talk about the culture there. “Be prepared to ask some fairly targeted questions,” he adds. For example: Can you describe the office politics? Is there high turnover or constant churn?

Greenky suggests “tell me about your day there” as a good opener with current or former employees. She says it’s also a chance to ask all those questions you may not want to ask a potential boss about dress code, lunch breaks, expected hours—and maybe even lighting. That could shine a light on whether or not you’ve found your dream job, or if you should think twice before accepting their offer.

FastCompany.com | MOLLY PETRILLA | 08.19.16 5:52 AM

Your #Career : 6 Reasons This is the Perfect Thank-You Letter to Send After a Job Interview….Your Follow-Up Email (yes, experts say most hiring managers prefer email over hand-written notes) Needs to Stand Out From the Crowd.

August 11, 2016/in First Sun Blog/by First Sun Team

You spent weeks polishing your résumé, days writing your cover letter, and countless hours preparing for the job interview. You ace it — and you walk out feeling confident and relieved, like your work is finally done…..But it’s not.

You can’t just go home, sit back, and wait. You need to take one last crucial step: send the follow-up note.

“The best timeframe to send a thank you email is within 24 hours after your interview,” says Whitney Purcell, associate director of Career Development at Susquehanna University. “It should be sent during business hours – no 3 a.m. emails that make your schedule seem a little out of whack with the company’s traditional hours.”

And note: A simple “Thanks for your time!” won’t do, she says.

Your follow-up email (yes, experts say most hiring managers prefer email over hand-written notes) needs to stand out from the crowd. It should highlight the best parts of the conversation you had with the interviewer, and a final reminder as to why you’d be perfect for the job.

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Dr. Deborah Good, an assistant professor at the University of Pittsburgh Katz School of Business, says the following is an ideal follow-up letter because it possesses six important traits:

Businessinsider.com | August 10, 2016 | Skye Gould and Jacquelyn Smith