Like most buzzwords, “work-life balance” rose to massive popularity only to rapidly become defunct and outdated. If you Google “work-life balance” and “dead,” you will find a host of articles making the case of why the idea of balance is a fallacy, why work-life balance is not the largest predictor of job satisfaction or a detailed explanation of the newly favored term “work-life integration” that seeks to merge all the things we value into one seamless life experience.
No matter the words you use to describe it, having a desire to work in a place that will share and support your values isn’t going away. The challenge remains in figuring out how to test and evaluate a company’s often unspoken work-life beliefs during the interview process.
You want to be selected for the job and don’t want to inadvertently signal that you are less than committed to your career, but you also don’t want to end up in a place that is mismatched to the work-life dynamics you need to thrive.
These three interview questions will help you gain insight into the company’s values and how they will ultimately treat you once you are hired.
1. How would you describe the culture?
This is a standard question and one that interviewers are expecting. Some will have canned answers based on talking points HR provided. Others will give you an honest, from the gut response. Pay attention to which one you are receiving as the latter will be more insightful. But either way, ask each interviewer this question to get a well-rounded view of how the culture is perceived at different levels and functions.
Certain buzzwords will tell you a lot. “Work hard, play hard,” notoriously means that they work long, demanding hours, but have frequent, often extravagant, social outings that will further commit you to being around colleagues instead of your other priorities. Depending on your demands outside of work, this can be attractive or a major red flag.
Other phrases to listen for are “family environment” which likely indicates a people-first philosophy that will at times prioritize individual needs over the clearest or easiest business decision.
“The best idea wins” phrase points to a results-oriented and transparent organization that probably values quality output over hours worked.
Excessive use of the word “collaborative” is a yellow flag of a workplace that may be bogged down with management layers and slow decision-making, which creates the need to spend more time in the office selling your ideas and dealing with politics.
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2. What is the best way to communicate with the boss?
If possible, ask this question of your peers or of the boss themselves. Work-life red flags are answers such as, “I’m in meetings most of the day but I catch up on email at night” or “You can usually catch up with her on Sunday evenings,” which show an expectation to work extensively during time you may have allocated to home life or other activities. Pause and consider if this is a problem for you. For some people, it is not, but be honest about what working dynamics would best fit your life.
Other yellow flags are answers about an open-door policy or “We grab each other in the hallway” as these may reflect an in-office culture that could limit your flexibility.
Remote and flexible working has forced many executives to be deliberate about how and when to communicate with team members. If the interviewer has already set up clear 1:1 time slots or communication meetings with their team, it is likely a sign that flexible working necessitated this and is their workplace norm.
Was your interview schedule an exhausting all-day ordeal without food or breaks? This is a warning that employee experience may not be a top priority.
How many people are making the hiring decision and how long does it take? This will provide insight into how their business decisions get made, which is especially important if your role will be spearheading new initiatives or trying to bring about organizational change. Consider if they might be prone to acting rashly or moving too slow.
Finally, make sure you understand when and how they will get back to you. Pay attention not just to the timing they give but the manner in which they communicate with you as a candidate. Are they being thoughtful about the time you have already invested and how hard it is to wait for a decision? Do they care about how you might be feeling? Or are they using their power to make the process as easy and noncommittal for them as possible? These small actions can point to larger disconnects between their values and the kind of company you want to work for.
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“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” This quote from John Quincy Adams perfectly defines our 2019 winners for the Top CEO award. She or he is someone who is equal parts inspiration, strategy and innovation. After all, these traits can motivate 10 or 10,000 employees through even the toughest days.
If you’re looking for your next great job, check out these 21 companies with rockstar CEOs and plenty of open roles.
CEO: Charles C. Butt, 99% Approval Rating Number of Open Jobs: Over 1,000
Employees Say: “Totally dominates the market they are in (strong outlook). Takes pride in themselves and the role they serve and in communities. Very flexible work environment with opportunities to grow and write your own ticket if you are good. Extremely good culture dedicated to the customer and the employee (a lot of places don’t emphasize the latter).” —Current Employee
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CEO: Dan Burton, 99% Approval Rating Number of Open Jobs: +20
Employees Say: “If you’re looking for a home where you can make the best of your skills and surround yourself with people who are smart, humble, and hard working – come on over, because we welcome you and your talents with open arms! The compensation, benefits, and perks are top notch for the industry. The people are absolutely fantastic and always willing to help. There is a generous education allowance to use in the way that you deem fit (formal courses, online courses, professional conferences, certifications, etc.) to continue to build up your individual skill set in support of the organization. The experience as a remote employee has also been fantastic. I never feel alone.” —Current Employee
CEO: Jessica Catino, Approval Rating: 99% Number of Open Jobs: +230
Employees Say: “Amazing people. Excellent benefits to contractors – lots of paid holidays and good vacation time. Semi-annual luncheons are fun and a great way to see everyone. They seem to genuinely care about their employees.“ —Current Employee
CEO: Lynsi Snyder, Approval Rating: 99% Number of Open Jobs: 49
Employees Say: “The company fosters a very positive environment in each store. Everyone comes in with a positive attitude and ready to work hard. They pay very well and reward you properly for the work you put in.” —Current Employee
CEO: Justyn Howard, Approval Rating: 99% Number of Open Jobs: +30
Employees Say: “The transparency from management is like nothing I’ve ever seen. They say they’ll be transparent, but you can actually see the decisions being made and the why behind it.” —Current Employee
CEO: Robert Glazer, Approval Rating: 97% Number of Open Jobs: 73
Employees Say: “AP leadership puts emphasis on the importance of setting and achieving not only your professional goals, but also your personal life goals.” —Current Senior Account Manager
CEO: Marc Benioff, Approval Rating: 96% Number of Open Jobs: +2.2k
Employees Say: “Marc Benioff. The best CEO ever!! He is the greatest reason behind Salesforce’s success. How he behaves flows down through the chain company-wide.” —Current Architect
CEO: Steven C. Bilt, Approval Rating: 95% Number of Open Jobs: 397
Employees Say: “I love being a part of a team that not only cares about the patients but also respects and cares for all coworkers as well. The CEO of the company drills into our heart and minds that we stand for creating “Smiles For Everyone”. Amazing group to work for.” —Current Employee
CEO: Michael Hansen, Approval Rating: 91% Number of Open Jobs: +120
Employees Say: “Management is market-visionary, not intimidated by challenges, transparent, and trusting that the many hands and minds of its employees are the way to succeed.” —Current Senior Systems Analyst
CEO: Anne Wojcicki, Approval Rating: 97% Number of Open Jobs: +50
Employees Say: “We are surrounded by smart and humble people here. The culture is focused on being mission-based, fun, and doing work we love that makes a difference. A lot of companies talk about changing the world…but here we actually are disrupting healthcare.” —Current Employee
CEO: Akio Toyoda, Approval Rating: 94% Number of Open Jobs: +40
Employees Say: “Senior Management is extremely knowledgeable and open to helping the new generation of employees grow and learn more about the automotive industry.” —Current Senior Marketing Analyst
CEO: Stephen B. Burke, Approval Rating: 93% Number of Open Jobs: 3.2k
Employees Say: “I was delighted to work with a group of individuals who were excited to go to work every day and embraced their creativity. It is a great work environment where employees managed to have fun and be productive at the same time.” —Current Employee
CEO: Craig Groeschel, Approval Rating: 98% Number of Open Jobs: 45
Employees Say: “Life church is interested and invested in you the individual. Personal development through leadership, feedback, book discussions, e-trainings. You are given the tools and resources to succeed. Life church sets you up to win. You have mentors over you to help get you adjusted to your role, answer questions or concerns you may have.” —Current Employee
CEO: Cathy Engelbert, Approval Rating: 97% Number of Open Jobs: +800
Employees Say: “These folks know exactly what they are doing. They set high standards, and consistently deliver. Their project expectations and planning is excellent. The top-level management folks are extremely smart and have a great sense of vision and planning.” —Current Employee
CEO: Mark S. Hoplamazian, Approval Rating: 93% Number of Open Jobs: 8.8k
Employees Say: “Great family-like environment. nice to have the ability to jump between the different departments and travel from property to property. Great vacation benefits, 2 weeks PTO after a year, health insurance.” —Current Employee
CEO: Andre Haddad, Approval Rating: 98% Number of Open Jobs: +20
Employees Say: “Incredible transparency of data and decision-making across the company. The CEO Andre is super approachable and lays out a clear vision for the future of Turo. Team is very supportive and humble, probably one of the lowest-ego work environments I’ve experienced in Silicon Valley. Cool business opportunity with lots of room for growth and ownership of big portions of the business.” —Current Employee
CEO: Colin Day, Approval Rating: 97% Number of Open Jobs: +100
Employees Say: “Overall the culture at iCIMS is great. Everyone is really supportive, hardworking, and passionate about what they do. Management is great as well, leaving a lot of room for continuous development and autonomy.”—Current Employee
So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!
Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!
As soon as you hang up with the recruiter:
1. Study for your interview like it’s a final exam.
If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.
2. Generate a list of potential interview questions (and their answers!) beforehand.
Base your list of questions on both what you expect them to ask and the real life experience of others
Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.
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Before getting good night’s sleep, try to imagine yourself acing the interview.
Eat wholesome, healthy meals for the days preceding the interview.
If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.
3-6 hours before the interview:
6. Dress for success
Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.
7. Empower yourself
Practice a firm handshake, strong posture, and attentive body language in advance.
Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?
8. Don’t leave any unnecessary unknowns.
Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.
During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.
6-12 hours after the interview:
10. Follow up.
Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.
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“You Don’t Really Want me Right Now. I’m Super Pregnant.”
Those were my thoughts when I received a phone call late one December day when the person on the other end was asking me to consider accepting a position at a different company.
At the time, I was expecting my first child. I had a great job in Connecticut, working as Cigna’s vice president of product strategy. I had a phenomenal boss who provided me many opportunities, as well as a highly flexible work arrangement when I returned from maternity leave. I wasn’t looking to change jobs. We had also just built our first home, and I didn’t think life could get any better.
I originally thought this phone call was to be about sharing best practices in talent strategy. To my surprise, the woman actually wanted to talk to me about my background and whether or not I would consider coming to work for Bank of America. I distinctly remember laughing and then saying aloud what I’d been thinking: “You don’t want me. I’m nine months pregnant! And even if I wanted to, I can’t fly to North Carolina to interview.”
I was playing into the fears and assumptions that many expectant working moms have. Will my pregnancy and baby limit my career? What if I want to stay home? How will I be able to work the crazy hours I do with a new baby? Why would I move? Where will my network as a new mom be? How can I possibly add one more stress to our plate?
I thought that was the end of the conversation.
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Instead, the recruiter said, “We have an office in New York. Take the train down, meet the team, no pressure.”
She ended up talking me into going to the interview, where I met many amazing individuals–none of whom mentioned my pregnancy. We only discussed my skills and experience.
I headed back to Connecticut that night, and the very next day, my son, Cooper, arrived two-and-a-half weeks early. I called the recruiter to let her know that the time was not ideal for me to change jobs. She said not to worry and to let her know when I was ready. They sent me a beautiful gift.
Eight weeks later, still on maternity leave and still intrigued by the company, I told the woman I would come down to meet the rest of the team. Not only did they bring me to North Carolina, but they also let me bring my husband and newborn son.
Once more, the questions during their interviews centered on my expertise, not my status as a brand-new mother. Because I have a solid mix of business- and talent-related experience, they gave me the opportunity to select from five different roles. They also provided a highly supportive relocation team to help us navigate this major change and made me feel welcome.
Most importantly, they never once put constraints on my capabilities, neither as a business leader nor as a new mom. Frankly, they made me feel like I was invincible and provided me a boost of confidence that I had lost during my maternity leave. They also, unknowingly, provided me with the strength to believe that I–and other women–could have it all. Two-and-a-half years later, while still working at Bank of America, I had my daughter, Aspen. Once more, I felt supported, and when I returned from maternity leave, I was offered a promotion and a brand-new challenge.
The knowledge I gained during those years has been instrumental as a guiding force in my career. When I accepted a position last year as chief human resources officer at WEX, I doubled down on my mission to open doors and bust many of the tired old myths that women and managers still believe about themselves and their employees, both consciously and unconsciously. At WEX, I’m proud to be part of a leadership team that is nearly 50% women, including our CEO, all of whom have amazing families and demanding careers.
As a change advocate and catalyst for career moms everywhere, I often tell working parents these things:
Yes, it is okay to take that conference call in the school drop-off line.
Yes, it is okay to sit at karate practice or horseback riding competitions or lacrosse games while sending a text or email or hopping on a conference call.
In order to do it all, you have to first give yourself permission to live by your rules. You also need to decide what “all” means for you. I wanted a challenging career while also spending quality time with my husband and kids. As a result, my definition of “all” doesn’t leave me much time to form new, deep friendships, which is, at times, a challenge.
Clearly, the expectation of any company is to consistently deliver strong performance. At each company I’ve worked for, I’ve been clear on my expectations and have ensured that my “say/do” ratio is 100%, which means I do what I say I am going to do and more. In return, these companies have provided an environment in which I felt like I could work, live, and thrive.
If you truly love what you do for a living, you can make it work. Working parents who are unsure of what they want and feel resentment toward their work or family because they perceive they are missing out or haven’t made their expectations clear are setting themselves up to fail.
I knew when I had children that I would not have them at home forever, and my husband and I vowed to always put them first. Our grounding in our family has made my choices easier. Make no mistake: If you want to bifurcate work and family, it is nearly impossible in the 24/7 world that we live in today. I prefer to call it “work-life integration.” You work hard, you play hard, and you have no regrets.
But first, you find a job you can’t live without and a company that can’t live without you–you the whole person, not just you the employee.
Author: Melanie Tinto is the chief human resources officer at WEX.
FastCompany.com | May 29, 2019
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We’d like to deliver you some very good news: a job search doesn’t have to be tough, and neither does landing a new job—if you know exactly how to get a job, that is.
Some job seekers, for example, don’t realize that a handwritten thank you notesent post-interview can clinch the job deal, while others have never heard of applicant tracking systems—technology that reads resumes and chucks those that are missing job description keywords in the trash. But with this insider information, you can defy the odds and land your dream job—all while making it look oh-so-easy.
How to Get a Job #1. Pay attention to your social media presence.
Recruiters and hiring managers will be looking at your resume, of course—but they also want to see complementary online content, too, such as your LinkedIn profile and online resume. In fact, one recruiter told Glassdoor she likes to see attachments, project work, videos, or blogs, too.
How to Get a Job #2. Highlight your transferable skills.
You want to show off why you’re right for a particular role. But you also want to make clear why you’re right for any role, we’ve heard recruiters say. So, when it comes to your resume and cover letter, focus on the skills and experience you have that would make you an ideal candidate anywhere. Then, in an interview, be ready to share how you’ll relay those skills in the new role.
And more specifically, use the right words. Applicant tracking systems scan resumes in search of keywords, and throw out any that don’t contain them before they have the chance to be seen by human eyes. So how can you game the tech? It’s easy. Read the job description for the job you’re applying—then see how those words stack up against similar job postings. Words that repeat across multiple listings belong on your resume—preferably at the top, as well as in context.
How to Get a Job #4. Tell a compelling story in your cover letter.
You don’t want to simply repeat what’s on your resume when you write your cover letter. Rather, you want to dig a little deeper, answering questions a potential employer might ask such as: what makes this company your go-to choice, and why is this company special to you? Answer the questions in as much detail as possible to stand out from the crowd.
It’s not enough to run a simple spell check on your resume. You’ll need to employ some special editing tactics—such as reading your resume backward and asking a friend to proofread for you—in order to catch every mistake on the page. There’s even editing software specifically for resumes. If you allow an error to sneak in, you are sending the employer an unintended and incorrect message that you are sloppy and don’t care about your work.
How to Get a Job #6. Prepare for an interview before you get it.
You won’t be caught off guard by an interview question if you’ve studied the common questions asked by recruiters and managers alike. Plus, knowing your responses in advance will keep you cool, calm, and collected during the interview—confidence any employer will be pleased to see.
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It’s not enough to slip out of sweatpants and put on something fancy. You have to dress for success and be comfortable in what you’re wearing. If you’re uncomfortable, you might lose some confidence in the interview. But if you look and feel good, you job savvy should easily shine through.
An interview doesn’t have to be all business. In fact, applicants willing to show their personalities are received better by managers than people who remain tight-lipped during the interview. That’s because this manager could become your boss—and he or she wants to make sure you can get along well. Share your personality when answering questions and resist the urge to respond robotically.
How to Get a Job #9. Always send a thank-you note.
A recent study found that 86 percent of hiring managers said not sending a thank-you note shows lack of follow-through. So follow-up—and show off your manners—with a handwritten note on nice paper or even in an email. The point is to do it, and do it promptly; the medium doesn’t matter as much. In the note, thank your potential employer for his or her time, and be sure to share about something you learned during the interview. Why? Sharing the lesson shows you were paying attention to the employer, and you’re serious about the role.
How to Get a Job #10. Avoid getting too personal in interviews.
Turns out, some of the answers you think are appropriate to share—like your favorite childhood memory when asked question, “Tell me about yourself”—are actually a turnoff to recruiters, and in some cases, can cost you the job. So just like you’ll practice what to say in the interview, you should also research what not to say to a potential employer.
How to Get a Job #11. Don’t talk about money during an initial interview.
Bringing up any salary questions during an initial interview—especially a phone interview—is a big no-no, career experts say. Why? It’s simply not the appropriate time, because you haven’t made it far enough into the interview process. So save the money talk for a second or third interview, when it’s clear you’re taking steps toward landing the job.
How to Get a Job #12. Be proactive during the interview.
Rather than allow for the recruiter or hiring manager to ask you all of the questions, be confident and proactive during your time together. You’ve researched the company’s culture and mission on Glassdoor, and you’re looking for a job that fits your life. Therefore it’s important to dig deeper. If you ask questions about management style, professional development, performances measurements and team collaboration, you’ll show a potential employer you’re both an informed candidate and serious about the job.
How to Get a Job #13. Use social media to brand yourself.
Hopefully, you know by now that Facebook statuses that describe wild nights with friends can a turnoff to potential employers. But did you know that you can use social media to build a personal brand, making you more attractive to a hiring manager? One easy way to do just that is to expand from what’s on your resume—you can post pictures or summaries of projects you’ve worked on, include a short bio about your skills, or share articles that show you’re an expert in your industry.
How to Get a Job #14. Seal the deal by negotiating.
The final stage of getting a job is negotiating the package. While compensation often comes to mind first, remember that there are far more facets of the job that you can customize than you think. From benefits to work-from-home options, stock options to a travel stipend, there’s a lot on the table. Make a list of the things that are most important to you and that you’ll need to execute your job well. Be sure to check Know Your Worth to make sure their base salary offer is competitive with the market. Then, speak to your hiring manager and the recruiter about whether those needs can be fulfilled. These days, negotiating is an expected part of the job search process. Ask as many questions as you need and get the answers you need to make the best job decision for you.
Getting a job can feel like winning the lotto. However, with a few tips and tricks, getting job will have much better odds. Here are additional resources to help you on your path to finding a job that fits your life:
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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!
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.
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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?
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!
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Getting hired used to mean writing a resume that stood out to the HR manager or recruiter assigned to thumb through them. Today, the gatekeeper is a machine as AI revolutionizes the hiring process. That means the way you write your resume has changed, too.
“AI is handling processes that used to take an enormous amount of time away from engaging with the talent pool,” says Jon Christiansen, PhD, chief intelligence officer of the marketing research firm Sparks Research. “HR managers don’t have to sift through hundreds of resumes, and they can get into their real expertise of recruiting and placing the right talent.”
While this is good news for the HR department, it adds a new challenge for candidates, says Arran Stewart chief visionary officer and co-founder of Job.com, a recruiting platform.
“AI has made the resume writing process far more competitive as it now requires emphasis on personalizing the document for the job in question rather than submitting a generic resume for a myriad of vacancies,” he says. “Where recruiters and hiring managers are able to read between the lines and find the relevance of any skill or accomplishment on your resume to the open positions they have, AI is only concerned with how closely your resume matches with the skills it’s been asked to look for in the job you applied to.”
Get past the bot and in front of the HR manager by doing these six things:
1. WRITE A NEW RESUME FOR EVERY JOB
The ability to blast out one version of a resume and get nibbles is over. Now you have to write a resume that speaks to the job description.
“The job description contains several clues about what the machine is looking for,” says Christiansen. “It’s saying, ‘Here are the knowledge skills I’m looking for, and here’s background I’m looking for.’ Look at the tags, keywords, and streams of text; that’s where you should get started.”
Apply the language to the resume you submit to the job in question, says Stewart. “AI is looking for singular relevance to the role they’re searching for, so including job-specific language is a must if you want to make it to the shortlist,” he says. “It might be slightly more work, but no different than say having different cover letters ready for each position.”
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Some companies like to assign creative job titles, like Branding Guru or Planning Expert, but including them on your resume might get you passed over by the machine.
“It’s cool for culture, but that’s not the tags the machine is looking for,” says Christiansen. “If the job description says they’re looking for a marketing manager or product manger, that’s the tag it’s going to look for.”
Christiansen suggests going to the Bureau of Labor Statistics or O-NETand searching standard job titles. “If you can’t find your job title, it’s probably not going to be picked up and tagged during the machine screening,” he says.
Also consider the job progression, adds Stewart. “AI isn’t at the point of a mass scale predictive, so if you’re applying for a job that is senior to your current role as a logical next step in your career, AI won’t make the connection that it is the logical next step,” he says. “If your experience and skills make you seem underqualified, you should write in aspirational terms about your skills and accomplishments. That way the system views you as ready to take on the added challenge.”
3. RESIST THE URGE TO BE CREATIVE
Machines don’t judge you by the font you choose. If you have a font that can’t be read by most word processors, you might get spit out.
“Any font that isn’t within the Microsoft Word platform might not be able to be read,” says Christiansen. “Sometimes using a PDF format might work, but it’s not worth the risk.”
And don’t add graphics. Tables or images might look good, but again, the bot might not be able to recognize it.
“It might look like wasted space to a machine,” says Christiansen.
4. BE PRECISE
Including a long history of experience is no longer necessary, so try to keep your list of experience within the last five years, says Stewart.
“A full 20 years of work history dilutes the experience concentration weighing your resume, which will result in you being removed from shortlists,” he says. “When writing your resume remember the two Rs: keep it relevant and recent.”
5. CHECK YOUR SPELLING
You never want your resume to include spelling or grammatical errors, but a human might have been more forgiving than a machine.
“AI not only sorts through irrelevant applicants, in some cases it highlights the lazy ones as well,” says Stewart. “It’s still important to be sure your information is still meeting the usual standards of excellence expected for professional documents.”
6. INCLUDE A COVER LETTER
While a resume should be written to match the job and advance you past the bot, the cover letter is your chance to shine, says Christiansen.
“It’s an opportunity to speak like a human,” he says. “You can speak directly to the hiring manager, make yourself sound like a human and talk uniquely about the experiences you mentioned that spoke to the job description.”
Christiansen recommends writing three or four paragraphs about how you could fit that team, company and job. “Get into the why,” he says. “A cover letter may be an old practice, but I don’t see them go away. A good hiring manager wants to hear you in that.”
Taking these six steps involve more work on the part of the candidate, but skipping them might be a bigger risk.
“If you send out a generalized resume, it’s a case of garbage in/garbage out,” he says. “You want to get a match because you fit the job. If you’re getting calls from a generalized resume it’s because those companies want warm bodies, whether or not they fit the job. Is that where you want to work?”
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There’s no use in trying to deny it. You’ve tried to look beyond the obvious for months, but you keep coming back to the truth: it’s time to find a new job.
Instead of dreading the job search, get excited because there are thousands of employers out there eager to hire talented people all across the globe. And Glassdoor is here to help you wade through the options. Here are 21 amazing companies hiring like crazy this month. The therapeutic effect of Revia is simply amazing. She’s my drug of choice through and through. Thanks to Revia my body’s clean again. You may also find her under the names Antaxone and Celupan but you should test those generics first, they could be not as efficient for you (I’ve never tried them myself, though).
Kaiser Permanente Where Hiring: Seattle, WA; Oakland, CA; Rockville, MD; Pasadena, CA; Portland, OR; West Covina, CA & more. Open Roles: Surgical Tech, Administrative Specialist, Registered Nurse, Nurse Manager, Health Care Guide Physical Therapist, Senior Research Interventionist, Social Worker LICSW, Project Manager, Mental Health Worker, Graduate Intern, Event Manager, Research Associate, Brand Manager & more. What Employees Say: “Great pay and benefits. My boss was understanding and worked really well with our team.” —Former QA Analyst/Tester
Rent the Runway Where Hiring: New York, NY; San Francisco, CA: Arlington, TX; Secaucus, NJ & more Open Roles: Planner, Data Analyst, Customer Experience Associate, Manager of Engagement Marketing, Product Development Assistant, Store Experience Associate, Operations Associate, Manager of FP&A, Software Engineer, Team Lead of Operations, Merchandising Assistant, Payroll Manager, Fashion Operations Assistant & more. What Employees Say: “I was constantly challenged and had the ability to grow and evolve in a plethora of cross-functional positions. I always had the support of my team members and was given the right type of constructive criticism when needed.” —Former Designer Buyer for RTR
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Audible Where Hiring: Cambridge, MA; Newark, NJ; London, England & more. Open Roles: Senior Development Manager, Data Scientist, Creative Director, Software Development Engineer, Sr. Director of Consumer Public Relations, Manager of Corporate Communications, Executive Editor, Senior Full Stack Engineer, Product Manager, Senior Manager of Member Engagement, Director of Content Analytics & more. What Employees Say: “I worked at Audible for over 7 years, moving through technology as an individual developer up to middle management. In that time, there was considerable growth, but the great things stayed the same.” —Former Employee
Exact Sciences Where Hiring: Madison, WI; San Diego, CA; Frederick, MD & more. Open Roles: Professional Medical Representatives, Director of Training and Development, Technical Business Analyst, Training Associate, Senior QA Validation Analyst, Change Management Specialist, Project Manager, Recruiter, Financial Analyst, Research Scientist, Senior Director of Total Rewards & more. What Employees Say: “I believe Exact Sciences provides a fantastic culture, great benefits, and above all an amazing mission that I feel so proud to be a part of. I feel they believe strongly about their core values with teamwork and innovation really standing out to me. I think the communication is outstanding even with having employees throughout multiple buildings in Madison, in various states, and on different shifts.” —Current Senior Recruiter
Barton Associates Where Hiring: Peabody, MA; Keene, NH; Austin, TX; Las Vegas, NV & more. Open Roles: Account Manager, Salesforce Developer, Recruiter, Talent Acquisition Specialist, Corporate Counsel, Sales Support Administrator Assignment Manager, Telehealth Staffing Specialist, Technical Operations Administrator, Business Process Analyst, UX/UI Designer, Front End Web Developer & more. What Employees Say: “Positive atmosphere, emphasis on continual training, competent, supportive and encouraging management. Tons of growth potential as an individual and on the management end of things. A great place to work!” —Current Account Development Manager
Home Depot (Hiring Thousands!!) Where Hiring: Colma, CA; Atlanta, GA; Austin, TX; Mount Laurel, NJ; Vancouver, WA & more. Open Roles: Cashier, Designer, HR Manager, Department Supervisor, Asset Protection Specialist, Sales, Freight/Receiving, Lot Associate, Merchandising, Inventory Supervisor, Product Engineer, Software Engineer Manager, Lead Product Engineer, Systems Engineer Manager-Security, Staff Software Engineer & more. What Employees Say: “Pros: Customer Service, Meeting New People, Diverse environment, Day to day challenges, Entrepreneurship, Working with and Inspiring the Team to be their best each and every day.” —Former Store Manager
Livongo Health Where Hiring: Mountain View, CA & Chicago, IL Open Roles: Director of Revenue, Member Quality Specialist, Senior Account Executive, Salesforce Initiatives Director, Senior Security Compliance Analyst, VP of Clinical Research and Analytics, VP of Sales-Labor Unions, Growth Marketing Manager, Sourcing Specialist & more. What Employees Say: “Livongo is an amazing company. Every day I get to work with a group of caring, talented, and wicked smart people on a mission to improve the lives of our members and millions of people with chronic conditions. The work is hard, but it matters, and I love being on this journey together.” —Current Employee
DHG Where Hiring: Charlotte, NC; Richmond, VA; Tysons Corner, VA; New York, NY & more. Open Roles: Lead Consultant Account Advisory, Consultant Account Advisory, Tax Manager, Senior Manager of Financial Account and Auditing, Risk Advisory Consultant, IT Recruiter, Audit Senior Associate, Cybersecurity Manager, Consultant, Insurance Tax Manager, Senior Consultant of IT Risk Advisory & more. What Employees Say: “DHG does a great job of creatively rewarding employees. There are endless programs and new offerings for employees to further their careers, enjoy better benefits and stay connected, despite being a large company.” —Current Employee
Circles.Life Where Hiring: Singapore & Bengaluru, India Open Roles: Employer Experience Expert, Principal Engineer, Organizational & Talent Development Specialist, Senior Legal Counsel, Growth Launcher, Billing Operations Engineer, Growth Launcher, UI/UX Intern, Product Manager, Lead iOS, Engineering Lead & more. What Employees Say: “Challenging engineering problems to solve (but this depends on the role you get within engineering). Good co-workers and healthy culture (only 3-5 people left in a year… for an engineering team of 100 or so). Generous equity/ shares for every single employee.” —Current Employee
Synchrony Where Hiring: Stamford, CT; Menlo Park, CA; San Francisco, CA; Alpharetta, GA; Chicago, IL; Phoenix, AZ; Charlotte, NC & more. Open Roles: Customer Service Representatives, VP of Retail Client Marketing Leader, Senior Analyst, VP of Partner Success, Sr. Full Stack Engineer, Senior UI/Visual Designer, Principal Front-End Engineer, VP of Strategic Partnerships, Sales Development Leader, Portfolio Risk Analyst & more. What Employees Say: “Lots of benefits, upper management tends to care. Many opportunities for growth.” —Current Employee
Visa Where Hiring: San Francisco Bay Area, Austin, TX, Miami, FL, London, UK, Dubai, UAE, Singapore & more. Open Roles: Associate Product Managers, Product Analysts, Program Managers, Solutions Architects, Data Scientists, Senior QA Engineer, Staff Video Engineer, Director of Software Engineer, Chief Software Engineer & more. What Employees Say: “Encourages innovation, best IT techs ever, great benefits and compensation, promotes diversity, gives back to the community. CEO is engaged with the people, customers, and the market. Great place to work.” —Current Director
Rakuten Where Hiring: Aliso Viejo, CA; Boston, MA; London, England; New York, NY; San Mateo, CA & more. Open Roles: Engineering Intern, Technical Product Manager, Recruiting Manager, Staff Accountant, Partnership Director, Product Manager, Analyst, Software Engineer Intern, Full Stack Engineer, Head of Facilities, Mobile Automation Test Engineer, Enterprise Account Executive, Senior Internal Auditor & more. What Employees Say: “Global company-great leadership-very diverse-intelligent people. The culture embraces the diversity.” —Current Employee
Carbon Black Where Hiring: Boulder, CO; Hillsboro, OR; Boston, MA & more. Open Roles: Senior Site Reliability Engineer, Senior Software Quality Engineer, Manager of Software Engineering, UX Designer, Software Engineer (Backend/Cloud), Threat Data Engineer, Software Engineer, Sr. Software Engineer in Test, Sr. Software Engineer, Principal Software Engineer, Sr. Director of Product Security, Threat Analyst, SOC Manager & more. What Employees Say: “Cb is an excellent company with very smart, hard-working people. The products are something I am very proud to stand behind and our customers are second to none. I’ve watched this company grow from Bit9 to Bit9+Cb and now Cb, from under 200 to over 1200 employees in just a few years. That is a big deal, and though it hasn’t been 100% smooth, nothing worth doing or fully standing behind will be perfect all the time. This is a company that wants to help others and succeed at the same time and we are successfully doing both and learning/adapting along the way. Also, the benefits are very good which is important.” —Current Employee
Index Exchange Where Hiring: Toronto, ON; Chicago, IL; New York NY; London, England; Montreal, QC; San Francisco, CA & more. Open Roles: Director of Engineering, Full Stack Engineer, Technical Account Manager, Product Marketing Director, Senior Product Manager, HR Business Partner, Exchange Analyst, Agency Development Director, Account Manager, Senior Corporate Recruiter, Integration Solutions Consultant, Strategic Partner Development Director & more. What Employees Say: “Transparent company-wide goals are shared from the top to bottom with clear and insightful feedback on performance. Driven employees that want to grow with the company and put in extra hours to provide quality service to our publishers.” —Current Employee
KeyW Where Hiring: Hanover, MD; Herndon, VA; Washington, DC; Fort Belvoir, VA; Columbia, MD & more. Open Roles: Entry Level Intel Analyst, Program Manager, Software Developer, Help Desk Specialist, Software Engineer, Customer Tech Support Rep, Engagement Manager, Information Operations Planner, SCRUM Master, Senior Software Engineer, Systems Engineer, Space System Test Engineer, Data Analyst & more. What Employees Say: “Great culture, mission-critical work, outstanding leadership.” —Current Employee
Zulily Where Hiring: Seattle, WA; Bethlehem, PA; Gahanna, OH; Sparks, NV; Lockbourne, OH & more. Open Roles: Production Assistant, Software Engineer, Digital Image Approver, Site Security Supervisor, Assistant Buyer, Software Engineer, Editorial Photographer, Studio Supervisor, Senior Buyer, Senior Operations Manager Fulfillment Center, Technology Product Manager, Marketing Specialist & more. What Employees Say: “Good culture and work-life balance, opportunities to take ownership and earn promotions.” —Current Employee
JP Morgan Where Hiring: San Francisco, CA; Charlotte, NC; Minneapolis, MN; Nashville, TN; New York, NY & more. Open Roles: Wealth management Advisor, Relationship Banker, Cloud Architect, Financial Advisor, Client Advisor, Private Client Banker, Part-Time Teller, Senior Front-End Developer, Commercial Bank Risk Specialist, Executive Director of Digital Identity and Authentication Strategy Lead, VP of Developer Experience Technical Lead & more. What Employees Say: “JP Morgan is one of the best places to work. They have top-notch experts in every level of the organization and Jamie Dimon is one of the best CEOs in the industry.” —Current Employee
McKesson Where Hiring: Alpharetta, GA; Dallas, TX; Richmond, VA; San Francisco, CA; Scottsdale, AZ & more. Open Roles: Data Scientist, Quality Assurance Analyst, Sr. Director of Software Sourcing, Night Operations Manager, Technology Sales Specialist, Client Account Specialist, Business Process Consultant, Line Haul-Tractor Trailer, Material Handler, Marketing Senior Manager, Data Engineer & more. What Employees Say: “Good company to gain skills with. Lots of promotional potential as they love to advance from within. Some of it is who you know. Some of it is work ethic.” —Current Employee
Auth0 Where Hiring: Bellevue, WA & Remote Open Roles: Product Marketing Manager, Sales Operations Specialist, Backend Engineer, Senior Accountant, Technical Community Manager, Staff Accountant, Developer Experience Engineer, Senior Financial Analyst, Senior Engineer of Internal Services, Principal Engineer, Director of Business Operations & more. What Employees Say: “Auth0 is the best software company to work for in the Seattle Area. The team is an incredibly diverse organization filled with high achievers that get the job done and then some. Perks include but not limited to; getting to work remote whenever you please, great pay, freedom to be an individual, freedom to experiment in your work, company offsite in global locations such as Panama and Cancun, and friends in global regions.” —Current Account Executive
Brilliant Earth Where Hiring: Denver, CO; San Francisco, CA & more. Open Roles: Content & Social Media Associate, Director of Sourcing, Operations Assistant, Customer Experience Assistant, Website Merchandising Coordinator, Staff Gemologist, Business Analyst, Fraud Investigation Assistant, Inventory Assistant & more. What Employees Say: “This is probably the best group of people that I’ve ever worked with. Lots of very smart and interesting people from diverse backgrounds. Products are beautiful and most customers are really happy and engaging. I’ve learned a ton since I’ve been here and I’ve already experienced strong growth in compensation and responsibility. Several of my colleagues have been promoted to management from junior roles. The mission is inspiring and the company really cares about the bigger issues but also smaller ways to have an impact.” —Current Employee
Ritchie Bros. Where Hiring: Burnaby, BC; Lincoln, NE; Pleasanton, CA; Longmont, CO; Odessa, TX; Downers Grove, IL; Chambersburg, PA; New Orleans, LA; Miami, FL & more. Open Roles: Field Inspector, Payroll Assistant, Staff Accountant, CDL Heavy Haulage Driver, Sales Tax Supervisor, Financial Planning Analyst, Equipment Manager, Yard Manager, Settlements Associate, Manager Business Unit Marketing, Inside Sales Representative, Customer Service Manager & more. What Employees Say: “Great People, Outstanding Benefits, family-like atmosphere, ability to make decisions locally without a bunch of corporate requests.” —Current Employee
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If you’ve been in the workforce for years, chances are you’ve considered outsourcing the dreaded process of writing a resume. After all, needing a new jobis stressful on its own, then add to that the anxiety of capturing your entire work history and value into one or two pages. Hello, migraine.
However, a new study by TopResume may provide a proven solution. The resume writing service commissioned a study to determine if recruiters perceive candidates with professionally written resumes to be more employable, as well as if job seekers benefit from a professionally written resume.
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The results? Recruiters valued candidates with professionally written resumes to be worth 7% more than when assessed using their self-written versions. Furthermore, candidates with professionally written resumes were more likely to secure interviews, land a new job sooner, and advance their career faster.
“Professionally written resumes increase a job seeker’s perceived value by providing a clear career narrative, a visually balanced presentation, and proof of the person’s abilities,” says Amanda Augustine, a certified professional resume writer and career coach.
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According to the data, candidates who invested in a professional resume reported:
32% higher rate of finding a job than those who wrote their resume themselves.
68% secured that job within 90 days of having their resume professionally written.
42% of them moved on to a higher-level position.
“Anecdotal evidence has suggested that professionally written resumes offer significant benefits to job seekers, but there was no data to confirm those advantages — until now,” said Jeff Berger, CEO and founder of TopResume, a Talent Inc. company. “Now, when job seekers wonder whether investing in this critical job-search tool will positively influence their candidacy, there’s resounding proof it will help advance their career faster and at a higher salary and title.”
“When you’re changing careers, it’s assumed that your recent work experience will not perfectly align with the role you’re now targeting,” says Augustine. “To ensure your resume isn’t immediately trashed by the ‘bots’ or a recruiter, you need demonstrate that you possess the skills necessary to do the job well, even if this new job isn’t a natural next step after your previous role.”
That’s where transferable skills come in. “Some transferable skills are universal, regardless of the field: leadership, communication, analytical skills, and many others,” Augustine says. But “if you want to land a job faster and maximize your future paycheck, hire an expert to write it for you.”
GlassDoor.com | March 26, 2019
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It’s easy to look at someone with a great salary and think about how lucky they are. But the truth is, high-paying jobs aren’t as rare as they seem — in fact, they’re often the ones with the most available positions. While you might first need to develop a special set of skills or pursue a particular degree, there are many in-demand jobs with high salaries that are only increasing by the minute as employers struggle to fill them with qualified candidates.
So if one of the following positions looks interesting to you, don’t wait — apply today before everyone else gets in on them!
As a project manager, you’ll be responsible for leading projects from inception to execution. Common tasks involve managing a budget, setting timelines, delegating tasks and serving as a liaison between teams to ensure that everything is going smoothly. While a college degree is not necessarily required, many Project Managers have bachelor’s or master’s degrees, and possibly a Project Management Professional certification as well.
Interested in the medical field and helping others, but don’t want to attend medical school? A Physician Assistant position might be perfect for you. Physician Assistants perform many of the same tasks as doctors, such as examining and diagnosing patients, writing prescriptions and performing medical procedures under the supervision of a physician. But unlike doctors, Physician Assistants only need to attend a two-year long graduate program.
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You hardly ever run into a list of great jobs that doesn’t include Software Engineer, and for good reason. With how important smartphones, computers and the Internet have become in our daily lives, companies need plenty of talented people to help them create cutting-edge technology, and truly skilled individuals can be hard to come by. In the future, this field is only expected to get hotter — the Bureau of Labor Statistics predicts a 24 percent job growth between 2016 and 2026.
Part art and part science, Marketing Managers leverage both creative and analytical skills in order to promote their company’s products or services. No two marketing manager positions are quite the same, but given the abundance of different fields of marketing out there — digital, social media, inbound, email, etc. — you’re sure to find something up your alley.
Like Physician Assistants, Nurse Practitioners are medical professionals who take on many of the same tasks as doctors. They can examine patients, order and interpret tests, diagnose illnesses and come up with treatment plans, sometimes without the supervision of a doctor depending on where they practice. In order to be able to perform these additional responsibilities, Nurse Practitioners must attend a two-year graduate program to receive their Master of Science in Nursing.
Business Analysts can take on a wide variety of projects in a wide variety of fields, but no matter their specialty, they all use data to improve processes. By gathering, examining and synthesizing information to understand patterns and trends, they are able to glean insight into what actions a company should take. As a result, they often help companies improve profits, increase productivity and promote efficiency.
Operations Managers are tasked with ensuring that businesses are running smoothly. They often analyze different functions of the business in order to determine their performance, then come up with solutions to improve their efficacy. On a day-to-day basis, this might involve analyzing data, creating reports, planning with teams and more.
Occupational Therapists help those with disabilities and injuries build up the strength and skills necessary to perform daily tasks. By assessing patients and developing a treatment plan, they are able to help them regain their agency. In order to become an Occupational Therapist, you must earn both a bachelor’s degree and enroll in a two-year master’s program where you learn about anatomy, kinesiology, therapeutic technology and patient care and communication.
From computers to cell phones to robots and more, Electrical Engineers design and build just about any electrical device you can think of. Because of this, they’re in high demand in many different fields, such as technological hardware, aerospace and defense, green energy and automotives. Electrical Engineers typically have a Bachelor of Science or Bachelor of Engineering in Electrical Engineering, where they learn the fundamental concepts of physics, electromagnetism and electricity.
As you might be able to tell by the name, Product Managers are the leads for a particular product. This might involve laying out the product roadmap, doing user research, conducting competitive analysis, working with engineers and product marketers, etc. While Product Managers aren’t always required to have technical skills, it never hurts to have a solid background in development.
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