Job Fair USA

Your boss quits. Now what?

noreply@blogger.com (Administrator) — Thu, 19 Jan 2012 04:30:00 PST

Debra Auerbach, CareerBuilder Writer

For those of you who are fans of NBC's "The Office," you know that Michael Scott, aka the "World's Best Boss," departed at the end of last season and moved with his fiancée to Colorado to be near her parents. There was much speculation about who would replace him and if that person could ever truly fill the much-loved boss man's shoes.

This season, "The Office" followers found out that Andy Bernard -- the preppy, overeager salesman who often spontaneously breaks out into song -- had been appointed the new Big Cheese. As Andy steps up to the plate, he's faced with a variety of obstacles: How can he get his former peers to respect him and listen? How should he handle those in his company who are miffed they didn't get the promotion?

This situation is common in the real-world workplace. These days, you'll be hard-pressed to find someone who has worked at only one company in her lifetime. There are a variety of reasons why someone may depart. Like Michael Scott, it could be due to a big move; other reasons include being laid off, finding a better opportunity or just being unhappy. Whatever the reason, it usually has a big impact on the boss's team.

So what should you do if your boss says goodbye? Here are some tips to help you navigate through these often muddy workplace waters.

Be supportive and stay connected
Deciding to leave a job is never easy, even for the boss, so be supportive and encouraging. Try to avoid participating in water-cooler gossip or secretive speculation about why she's leaving. Lynne Sarikas, director of the College of Business Administration's career center at Northeastern University in Boston, suggests thanking your boss for her support and letting her know you've appreciated all she's taught you -- even if you didn't always get along. "Regardless of any issues you may have had, stay positive," Sarikas says. "Ask if you can stay connected. This is someone you may need as a reference one day."

Get to the root of the departure
If your boss announces he's leaving for another opportunity, it's worth asking yourself why. Was it a personal decision, or was it because he suspects, or knows, the company isn't doing well? Was he unhappy in the role or disgruntled with his boss? Was it by choice or was he forced out? Mary Hladio, founder and president of organizational performance consultancy Ember Carriers Leadership Group, recommends conducting such an investigation, especially if you are vying to take over the vacant spot. "If the sudden lack of leadership is also accompanied by staff cutbacks, tighter budgets and shrinking sales, these are definite danger signs that you should not ignore."

Look for leadership opportunities
When the boss leaves, it's often by surprise, and there isn't always a succession strategy in place. While the transition can be a burden on those left to pick up the slack, use it as an opportunity to step up and demonstrate leadership -- regardless of whether or not you hope to become the boss. Offer to take over some of the work, meet with your boss's boss to strategize about ways to restructure the team, and use this time to prove that you have what it takes to lead in times of uncertainty.

If you are hoping to be promoted into the boss's position, don't hesitate to express your interest in taking on the role. If you have a good relationship with the departing boss, consider asking him before he leaves to recommend you for the position.

"Things can move fast in an organization, so if your boss leaves and you know you're interested in that role, it's appropriate to share that interest with both the boss and his or her boss," says workplace coach Darcy Eikenberg, founder of RedCapeRevolution.com and author of the forthcoming book "Bring Your Superpowers to Work: Your Guide to More Clarity, Confidence and Control." "Try saying something like, 'I've appreciated the example you've set in this role, and it's one where I think I can make a contribution, too. We'll miss you, but I'm aware that we'll need to fill the post soon. What's the right next step to be considered as your replacement?'"

Eikenberg also suggests ensuring you truly know the responsibilities of and expectations for the position before pushing for it. There may be a side to the job that you didn't realize existed. If you're longing for the boss's job, Eikenberg encourages asking him questions like, "What's the one work activity that takes most of your time in this role?" or "What's the part of your job that keeps you up at night?" That way, you have a stronger sense of the role and can determine if you are up for the challenge.

Consider following the leader
What if your boss is the reason you're at your current job? Perhaps she brought you over from another company, or her mentorship is the reason you haven't hightailed it out of there yet. When you consider your boss a friend and someone you admire, it can be tough when she decides to jump ship, but try not to let your emotions get the best of you. Consider whether you're happy in your current role and if it may be worth following your boss to her new company.

"If you had a good relationship with your boss, continue to stay in touch. Your boss might have left for a much better opportunity, and if he or she has opportunities for you, let him or her know you might have an interest," says Renee Weisman, owner of Winning at Work Consulting, a company providing workplace leadership seminars and classes, and author of "Winning in a Man's World: Advice for Women Who Want to Succeed and the Men Who Work With Them."

So what if you pull an Andy Bernard and actually become the boss? Here are some tips on how to step out from the old boss's shadow.

Find a balance between friendship and leadership
When taking over as the boss, your relationship with your co-workers will likely need to change. While it would be nice to keep them as buddies, you may have to distance yourself if you want them to take you seriously. However, don't take your newfound authority so far that it borders on condescending, or you'll end up alienating your new team. Chances are there are others on your team who were hoping to take over as the boss, so be sensitive to the fact that they might be frustrated or upset at the outcome. Make them your allies by tapping them for their advice or asking them to mentor or guide younger workers; that will show them you value their opinion and see them as a key member of the team.

Understand expectations
"Take some time initially to understand what you are expected to accomplish...and by when," says Roy Cohen, career coach and author of "The Wall Street Professional's Survival Guide." "Ask your new boss, 'How will you measure my success -- and know that I have been successful -- in six months or a year?' Having a benchmark will enable you to work toward accomplishing their goals and offer feedback should those goals be unrealistic or unfair. This knowledge will also allow you to modify those goals to reflect your own unique potential to contribute."

Give it some time
Remember that change is never easy, so there will likely be some growing pains as you transition into the new role. No one is expecting you to be a carbon copy of your former boss, so take this opportunity to carve out your own path. Be patient and stay levelheaded, and you'll be on your way to succeeding as a company leader.

Debra Auerbach is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

What gets you through the workday?

noreply@blogger.com (Administrator) — Mon, 16 Jan 2012 03:30:02 PST

Rachel Zupek Farrell, Special to CareerBuilder

Distractions in the workplace are inevitable, and they happen for a multitude of reasons.

Perhaps you've been staring at the computer for two hours straight and need to tear your eyes away for a few minutes. Maybe it's nearing the end of a long day and you need to get outside for the first time. Or maybe you're trying to get work done, but all the people around you are making that impossible.

It's smart for workplaces to view distractions in two ways, says Rachel Permuth-Levine, Ph.D.,senior director of human capital research and outcomes at the blog "toLive."

"It is important to minimize distractions in the workplace and at the same time promote those 'pleasant' distractions that allow us to have a reprieve from the stressors of our job," Permuth-Levine says.

"Some types of distractions -- too much paperwork, multitasking, too much noise -- are harmful. They can lead to safety issues, lack of productivity or absenteeism. The pleasant distractions -- coffee break, taking a walk, talking to colleagues -- recharge us and help our health and performance on the job."

In a recent survey conducted by GSN Digital, the interactive division of the Game Show Network, nearly 80 percent of respondents who play online games during the workday said they feel more focused on work as a result of periodic mental breaks associated with game play.

Fifty-nine percent of those who play games at work play for 30 minutes or less. These respondents reported that taking just a few minutes off from work to play games helps them refocus, increases creativity and calms them down during stressful situations.

We asked our readers how they get through the workday. Here's what they had to say:

Completion is calming
"One thing that gets me through the day is to get paperwork or computer work 'completed' during whatever breaks I can get through the day. The feeling of 'completion' is important to me, and I actually feel it improves my overall attitude and effectiveness. When work piles up, I feel more stressed and very time sensitive." -- Len Saunders, public education teacher

White noise works
"White noise on my iPod has become my new best friend in the workplace. I changed jobs recently and the new company has an open office floor plan. The constant chatter in the office can be extremely distracting. Music tends to overstimulate and distract me as much as office chatter, but I find white noise at varying frequencies does the trick." -- Troy Adkins, director of marketing and membership, CoreNet Global Inc.

Soothing surroundings
"In a creative industry, it is super-critical to be able to keep the inspiration flowing and avoid workday burnout. Here are some of the things I do to make sure I stay focused and inspired: 'Bing' your favorite color. Surprisingly, a simple search can result in some gorgeous images to keep you smiling from the inside out. Fresh flowers on your desk make a huge difference; they not only add a lovely and fragrant element, but they greet everyone who walks into your office or work space. Take a few minutes to create a Pandora music channel that provides hours of your favorite music to keep you in a happy workplace rhythm. Watch a three-minute travel video to inspire you and have you looking forward to that well-earned vacation. Beautiful imagery and daydreams of that perfect vacation can keep you plugging away another day." -- Gina Samarotto, principal, The Samarotto Design Group

Working out stress
"The workplace distraction that gets me through my day is running at lunchtime. When I run, I can choose to sort out work items in my head or just zone out, not think and listen to music or my feet pounding the pavement. Running at lunch breaks up my day, and I come back for the afternoon energized and productive. Not only am I getting exercise, but my co-workers and clients are also benefiting from my workplace distraction." -- Jenika Scott, channel marketing manager, Hall Internet Marketing

Video game break
"My favorite workplace distraction is the on-site massage. Our company has an in-house masseuse that visits the office once a week. I make sure I am on her schedule, as the quiet down time helps keep me motivated throughout the day. On days when I don't have a massage, I find solace playing one of the many video games found in our office, as they help sidetrack my attention, if only for a few minutes. Pac-Man never gets old!" --Taryn Lomas, vice president of strategic accounts, Underground Elephant

Rachel Zupek Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

Tips for looking good on paper and in person

noreply@blogger.com (Administrator) — Thu, 12 Jan 2012 15:35:00 PST

Rachel Zupek Farrell, Special to CareerBuilder

When Lynn Hazan, president of recruitment firm Lynn Hazan & Associates, found a candidate who had excellent experience on paper, she wanted to learn more about him. As it turned out, he was difficult to work with in person: He missed a scheduled talk with her, sounded annoyed with the staff on the phone and was unresponsive with follow-up materials. Ultimately he was not a good fit for the client.

This situation isn't uncommon. With all of the advice available about résumé and cover letter do's and don'ts, almost anyone can look like the perfect candidate. But just because a job candidate looks good on paper doesn't mean he will be a good fit for the company.

"While education, past work experience, qualifications and skill set will always be a major influence in hiring, there are many other factors that are used to determine if the candidate will be a good fit for the organization," says Samantha Lambert of Blue Fountain Media, a media design company in New York.

"I can immediately tell if a candidate spent time researching us and personalizing his job application as well as if he pumped out his résumé to any job that looked somewhat appealing. You can tell a lot from email correspondence with a candidate, but nothing is as substantial as meeting him in person to gauge his compatibility with the company culture."

Eszter Szikora, marketing communications manager at an information technology recruiting firm in Sunnyvale, Calif., remembers when his company was seeking to hire a senior recruiter.

"The candidate had excellent references and a pitch-perfect résumé with plenty of experience -- all the qualifications we required. On paper, she was the dream candidate to fill this job. However, when our team started to interview her in person, we quickly realized that she did not fit into our energetic, fun, multicultural environment," Szikora says.

"We ended up hiring someone who was not the picture-perfect candidate on paper. She did not have that much industry experience but she had the drive and the personality to succeed. Sometimes it is better to hire someone who really wants the job and has the right attitude than someone who has all the skills you need but simply does not fit the environment."

Ideally, the perfect candidate looks good on paper and in person. To achieve that goal, here are some tips from Lambert and Lynne Sarikas, executive director of the MBA Career Center at Northeastern University in Boston.

On paper:

1. Make sure your name and contact information are up top and clear so the hiring manager can contact you, Lambert says.

2. Always include a customized cover letter. "Don't expect the hiring manager to review your résumé and think about how your experience relates to what they need," Sarikas says. "Demonstrate the value you add by preparing a customized cover letter that clearly identifies how you can address their business needs. It is about them, not you. Use key words from the job description. Make them want to talk to you."

3. Don't be afraid to write something catchy in the subject line that will make you stand out among the competition and intrigue your reader, Lambert says.

4. Take the paper to the next level. "Use your networking skills to build a network within your target companies. Then, when a position becomes available, ask your contact to share your résumé and cover letter with the hiring manager. Increase your chances of being seen by leveraging your network," Sarikas says.

5. Remember: "The goal of your résumé and cover letter is not to get you the job, but to get you an interview. Make the hiring manager want to talk to you," Sarikas says.

In person:

6. Lambert suggests that you arrive early to explore the office, use the bathroom and get a glimpse of what the average day at the company looks like.

7. "Bring a notepad so you have the questions you want to ask as well as an opportunity to take notes," Sarikas says. "Bring extra copies of your résumé just in case it is needed. Be prepared with a list of references just in case you are asked."

8. "Do your research on the company and especially on the person that will be interviewing you," Lambert says.

9. "Dress professionally and conservatively; your best suit, polished shoes, impeccable grooming, etc. Make the best possible first impression," Sarikas says.

10. "Prepare at least five talking points as to why you would be the best fit for the position," Lambert says.

11. "Be yourself. Let them see the person behind the résumé. Your personal brand should be consistent across your cover letter, résumé and interview. Answer questions honestly and thoughtfully. Give them strong examples. Show how you can add value to the company and help solve their business problems," Sarikas says.

12. "Do not ask about compensation and incentives unless an offer has been extended," Lambert says.

13. Focus on what you can do for the company, not what they can do for you, Sarikas says.

14. Always thank the interviewer for his time and demonstrate your sincere interest. Be sure to follow up within 24 hours with a handwritten thank-you note. Customize the note by referring to something you learned or discussed and again confirm your interest, Sarikas recommends.

Rachel Zupek Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

10 things to do after the interview

noreply@blogger.com (Administrator) — Mon, 09 Jan 2012 15:32:00 PST

10 things to do after the interview

How to keep the momentum going

Beth Braccio Hering, Special to CareerBuilder

The interview may be over, but your chance to make an impression is not. Here are 10 strategies to continue boosting your candidacy.

1. Show that you're still interested.

Leave no doubt in the interviewer's mind about where you stand. Ask for the job at meeting's end with a phrase such as, "I would really like to contribute to this company and am hoping you select me." Also, don't leave the room without a clear idea of what will happen next in the hiring process. Will select applicants be invited back to meet other people? By what date do they hope to fill the position? Such questions demonstrate enthusiasm for the job, and knowing the hirer's timeframe will help keep you from panicking if a week has passed without a phone call.

2. Set the stage for further contact.

Nobody wants to be a pest, but could your silence as days pass be misinterpreted as indifference? Avoid the guesswork by finding out before heading home what the employer prefers in terms of checking in. Lizandra Vega, author of "The Image of Success: Make a Great Impression and Land the Job You Want," suggests asking the recruiter about her preferred method of follow-up communication and whether it would be okay to touch base again.

3. Be punctual.

If you tell the interviewer you'll send a list of references tomorrow morning, make sure you do it. Keeping your word and answering requests in a timely manner speaks volumes about the type of employee you might be.

4. Know when to sit tight.

If an interviewer requests that you follow up by phone in a week, respect her wishes. Calling the next day can be construed as pushy and desperate.

5. Send a prompt thank-you note.

A positive, nonintrusive way to stay on an employer's mind is to send a thank-you note. Vega recommends emailing one within 24 hours of the interview, then following up with a handwritten note that arrives one to three business days later.

6. Send each interviewer a personalized, powerful follow-up letter.

This piece of communication is another chance for you to shine, so don't waste space with generalities. Ford R. Myers, a career coach and author of "Get the Job You Want, Even When No One's Hiring," recommends including specific references to each person you met and tying your accomplishments directly to the company's stated challenges. You also can use the letter to introduce achievements that didn't get discussed and to elaborate on interview answers that you felt lacked punch.

7. Address one of the company's needs.

Another effective way to follow up is to act more like a consultant than an applicant. "During the interview, you learn a lot about a company's weaknesses and/or areas where the company wants to expand," states Linda Matias, president of CareerStrides.com and author of "201 Knockout Answers to Tough Interview Questions." "Consider creating a proposal on how you would address one of those areas. Doing so will demonstrate that you have the knowledge and also the enthusiasm to make a significant contribution."

8. Keep thinking and learning about the company.

Be prepared for additional interviews or follow-up phone calls by continuing to research the organization and the field. Gain new information about a topic brought up in conversation. Think of additional questions you'd like answered. These actions show the hirer that you didn't stop caring about the company after the interview was over.

9. Leverage outside resources.

Networking should never stop. "If you have contacts and connections with anyone who might influence the hiring decision, or who actually knows the interviewer, ask her to put a good word in for you," Myers says.

10. Accept rejection with grace.

Finally, keep emotions in check and don't burn bridges if someone else gets hired. One never knows what the future might hold. The accepted candidate may not work out, or a different position may open up. "If you are rejected, the first thing you should do (ironically) is send a thank-you note," Myers says. "This will help distinguish you from other rejected candidates and put you in a positive light."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

How to ask touchy interview questions

noreply@blogger.com (Administrator) — Thu, 05 Jan 2012 15:29:00 PST

How to ask touchy interview questions

Bringing up salary, benefits and vacation during the interview

Anthony Balderrama, CareerBuilder Writer

Unless you belong to a select group of people, you need a job in order to survive. Oprah Winfrey doesn't need to work another day in her life. The rest of us would have a hard time paying the electric bill without a job.

Yet, when we're going through the song and dance of interviewing for a job, we pretend as if money isn't on the top of our list of priorities. Job-search etiquette dictates waiting for the employer to bring up salary, benefits and vacation. Conventional wisdom says that if you bring it up, you appear more focused on the perks than on doing the job, which sends a bad sign to employers. So you interview over the phone and in person, and after days or weeks of conversation about the job, you don't know how much it pays or if you would be able to leave early on occasion to pick up your son from school. These issues can be deal breakers for many job seekers, but they're taboo topics during the interview process.

If time is money, then both the hiring manager and the job seeker should be happy to get the basics out of the way before wasting time with interviews that might not matter if the salary is too low. We decided to find out if there is a way to bring up these touchy subjects in a more timely manner.

Should you do it?
Before job seekers can even ponder how to bring up these issues, the primary concern is whether they should even broach the subjects or if they would be making a heinous misstep. For many employers, as long as your approach is reasonable and tactful, you don't need to worry.

"It's definitely fine to ask about the salary, benefits and perks early in the process," says author and corporate recruiter Vicki Salemi. "Think of it this way: Sometimes recruiters will push candidates to give them a ballpark salary requirement and they'll say they can't proceed without knowing so everyone's on the same page. Shouldn't you also feel entitled to knowing information upfront to not waste anyone's time? You're doing everyone, including yourself, a favor by asking and getting an overall idea of the complete package."

You certainly can ruin your chances of being hired by asking the questions the wrong way, Salemi says, but the topics alone won't overshadow your résumé and experience. Workplace expert Lynn Taylor, CEO of Santa Monica-based Lynn Taylor Consulting, also views these supposedly taboo topics as essential information for job seekers.

"You have every right to know what you will and won't get, so don't be afraid to ask before the end of the second interview," Taylor advises. "During the first interview, you'll want to get a general idea, ideally from the human resources department (assuming you were interviewed by HR), as these are more administrative questions."

That said, Taylor does suggest making this line of questioning one of your last orders of business, but not because it could harm your chances of getting hired. Instead, Taylor says, waiting can help you receive a better salary offer.

"Often there is room for negotiation on everything. The more valuable you are as a candidate, the more leverage you have. You are best served to determine how well-suited you are for the job before you begin asking about perks," she explains.

How to do it
Now that you know that you can safely bring up sensitive topics during an interview on your own timeline, you need to know how to do it. After all, asked in the wrong way, any question can be damaging during a job interview. Here are five guidelines from career experts on how to raise the questions, get the information you need and stay on the interviewer's good side.

Be assertive but reasonable
"Simply ask in an assertive way," says Salemi, author of "Big Career in the Big City." "You can couch it with a statement such as, 'I don't want to sound presumptuous as if I expect to already get this job, but I would like to know the salary range before proceeding.' Or, 'I am actively interviewing and evaluating offers right now which include evaluating not only the salary but personal time off and benefits, as well as perks. Would you be able to share this information with me at this point in time?'"

Prove why it's in their interest, too
"[Recruiters] don't want to waste their time, so remind them of that fact," says Alex Buznego, business development and marketing services manager for marketing organization Inktel. "'Mr. Recruiter, I know your time is valuable and that the last thing you'd want to do is waste your time on a candidate who wasn't a perfect fit. With that in mind -- and I acknowledge these questions are difficult to discuss upfront -- would it be OK if we discussed some uncomfortable questions today?'"

You want to know about this information so you don't waste your time, and the interviewer probably feels the same way, too.

Be polite
When you want to bring up an uncomfortable topic, whether it's benefits or work schedules, you can ease into it by asking for the interviewer's permission to ask the question, Buznego says.

"It's a simple gesture and somewhat of a rhetorical one," Buznego asks. "'Do you mind if I ask a couple of uncomfortable questions?' Don't worry, they are going to say yes, and it starts to break down the tension."

Wait for the right moment
Syndi Seid, founder of Advanced Etiquette, a business and social etiquette consulting organization, suggests job seekers wait for a chance to ask their question rather than force it into the interview. When the interviewer asks if you have any questions at the end of the interview, Seid suggests you take this as your cue.

"You then say, 'Thank you for asking. There is one item I realized we didn't discuss ...'" Seid says. "Always couch and sandwich difficult situations by saying something good and nice to start, hit them with the hard stuff, then end with something uplifting and positive."

Ultimately what matters is that you read the cues of the interviewer and ask what makes you feel comfortable and what suits the mood of the moment. As long as you're polite and ask your questions in a reasonable manner, you can walk out of the interview without any regrets.

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

How to calm job interview jitters

noreply@blogger.com (Administrator) — Tue, 03 Jan 2012 04:30:04 PST

Larry Buhl, Special to CareerBuilder

Interviews can strike fear in the hearts of the most seasoned job seekers. If you don't have a lot of experience interviewing, it's not unusual to feel mild jitters or even outright terror at the thought of sitting down with a potential employer. But you don't have to let emotions turn that important hiring hurdle into a horror show. Experts offer several tips for preventing anxiety from torpedoing your chances of landing the job.

Put yourself in the interviewer's shoes.

Interviewers are not trying to make your life miserable. Really. In fact, they are hoping you are "the one." They need to fill the job with the best person, and if they don't succeed their jobs could be on the line. Just keeping that in perspective can help calm your jitters.

Prepare, prepare, prepare.

"Preparation is 90 percent of success in job interviews," says Dr. Linda Smith-Gaston, career advisor at Los Angeles Trade Technical College. Smith-Gaston encourages role-playing with a friend before the interview and anticipating the questions you'll likely hear. Typical interview questions include:

Why are you the best person for the job?

Tell me about yourself.

What are your best/worst traits?

Why do you want to work here?

What did you learn in school (or at an internship) that prepares you for this job?

"You should always know what the company actually does before the interview," Smith-Gaston adds. Finding out could be as simple as a two-minute Internet search.

Plan your day around the interview.

Running late will stress you out. Avoid rushing by mapping out the directions to the interview site and allowing more time than you think you'll need. Budget for traffic jams, parking snafus, bad weather, road closures and just getting lost. Make sure you budget enough time off from your current job or school, so you don't feel like you have to run out of the interview if it runs longer than you anticipated. Hiring managers, like doctors, can sometimes keep you waiting.

De-stress before the interview.

After you check in with the receptionist -- being pleasant and professional when you do this -- try some relaxation techniques, recommends Smith-Gaston. This could be as simple as closing your eyes or doing a few deep breathing exercises. But beware: If your idea of relaxation is kick-boxing or a yoga routine, do those at home. "You want to be memorable to the employer, but not for making a scene in the waiting room," Smith-Gaston says. And don't even think about taking a drink or using substances to calm down; that should be obvious, but for some it isn't.

Listen, think, speak.

Whether your interview is in person or over the phone, it is important to listen to what the interviewer has to say, and then think before responding, according to Paul Bailo, author of "The Official Phone Interview Handbook." "Take a few seconds to understand the question, and then prepare a quality answer before simply blurting out something less intelligent," he says. "Focusing on the interviewer will take your mind off your own jitters and actually help calm you down."

Prepare your own questions.

You'll know the interview is almost over when the interviewer asks whether you have any questions about the job or the company. When you hear this, don't say "no," and bolt for the door. Use this opportunity to solidify the good impression you've made. "Well-thought-out questions show you're really interested in the company and the job," Bailo says. Also, if you have sent in your résumé, have a copy in front of you (and make sure it's the same version). Always wait until the interviewer has finished asking about you and your background before launching into your own questions.

The day after the interview, send a thank you note to the interviewer. "Use the thank-you note to add something new, like an award or a small honor you received," Smith-Gaston says.

Larry Buhl researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Common interview questions -- and how to answer them effectively

noreply@blogger.com (Administrator) — Thu, 29 Dec 2011 04:30:04 PST

Robert Half International

Every hiring manager has a different set of go-to interview questions. In a recent survey by our company, we asked more than 650 managers in the United States and Canada to name the single question they ask that provides the most insight about a job applicant. Responses ranged from classic queries ("Where do you see yourself in five years?") to less-traditional ones ("How would you describe yourself in five words?").

While there's not always one right way to answer an interview question, some approaches are better than others. Here are some questions from the survey that you may face in your next interview, along with tips on how -- and how not -- to answer them:

"Can you tell me a little about yourself?"

Do: Prepare for this popular question -- which is often the first one asked -- by developing an incisive summary of your career. Your sound bite should be succinct but include enough detail about your pertinent skills, work experience, accomplishments and goals that the hiring manager can quickly see what you bring to the table.

Don't: Give your life story, discuss leisure pursuits or describe aspects of your professional background that aren't relative to the position you're interviewing for.

"Why do you want to join our company?"

Do: Walk into the interview with beyond-the-basics knowledge of the firm. Read the company's website, marketing materials and relevant news stories to gain a good grasp of its mission, history, reputation and corporate culture. The more information you collect, the more specific you can be about why you're an excellent fit.

Don't: Answer in the context of your financial needs. Saying "I hear you provide good pay and benefits" or "Frankly, I need a job" won't score you any points.

"What's your biggest weakness?"
Do: View this as an opportunity to demonstrate your self-awareness, sincerity and problem-solving prowess. Mention an area where you could improve and spotlight the steps you've taken to do so.

Here's an example: "In the past, I sometimes overextended myself. Reading time-management books has helped me, though. Now, I make prioritized to-do lists, I've learned it's OK to delegate and I volunteer for extra projects only when I'm caught up on core responsibilities."

Don't: Offer a transparently fake flaw ("I care too much about my work!") or pretend to be perfect ("Weaknesses? None come to mind."). And, of course, don't be your own worst critic by citing countless shortcomings.

"Where do you see yourself in five years?"

Do: Position yourself as an ambitious but flexible realist. One way to do this is to speak of your desire to continually take on broader responsibilities and grow professionally no matter what role you're in. You also might emphasize your commitment to lifelong learning by mentioning your interest in attaining advanced industry certifications.

Don't: Focus on an overly lofty objective. For instance, boldly proclaiming you intend to be the firm's next CFO when you're an entry-level accounting candidate certainly shows drive, but it's not a practical five-year objective. In addition, steer clear of fanciful daydreaming ("I'll be counting my lottery winnings on a Hawaiian beach").

"Why are you looking to leave your current employer?"

Do: The interviewer is trying to figure out if you truly want the position, or if you're looking for any way out of a bad job. As such, reiterate what you like about the role you're seeking rather than gripe about the one you hope to vacate. Make it clear you're chasing a great opportunity, not running away from an unpleasant situation.

Don't: Speak ill of your current employer. Regardless of how unhappy you are with your job or company, never act bitter or resentful in an interview. Hiring managers seek candidates who are loyal, positive-minded and team-oriented. They aren't inclined to hire people they perceive to be potential headaches.

Finally, despite your best efforts, you can't anticipate every question you'll be asked.

"How would you define your personality in one word?" or "How will you behave if you get blamed for something you didn't do?" were just two of the unique questions that popped up in our survey of hiring managers.

If an interviewer throws you a curveball, maintain eye contact, take a deep breath and pause to consider your response. Many of your competitors will fluster easily. Set yourself apart by keeping your cool in the hot seat.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter atwww.twitter.com/roberthalf.

noreply@blogger.com (Administrator) — Tue, 27 Dec 2011 04:30:01 PST

Mary Lorenz, CareerBuilder Writer

New surveys released through three of CareerBuilder's niche sites -- MiracleWorkers(which caters to health care workers),WorkinRetail (serving the retail industry) andSologig (focused on contract and freelance positions) -- reveal the information workers value most on an organization's social media pages (and which social media moves they despise).

More than 500 workers nationwide in each of the above industries participated. Here's a look at the results:

Health care

Fifty-three percent of health care workers who use social media are interested in seeing information on company social media pages, according to the survey from MiracleWorkers.com.

What health care employers should post...

-- Job listings on company pages (wanted by 40 percent of health-care workers)

-- Fact sheets or Q&A about the company (26 percent)

-- Career paths within the organization (26 percent)

-- Employee testimonials (22 percent)

-- Something that conveys fun about working for the organization (19 percent)

...and what they should avoid:

-- Company communication that reads like an ad (a peeve for 35 percent of health-care workers)

-- Failure to respond to submitted questions (33 percent)

-- Failure to regularly post information on social media or blog entries (23 percent)

-- Filtering or removing social media comments (20 percent)

Retail

Fifty percent of retail workers who use social media are interested in seeing information on company social media pages, according to the survey from WorkInRetail.com.

-- Job listings on company pages (wanted by 33 percent of retail workers)

-- Fact sheets or Q&A about the company (27 percent)

-- Employee testimonials (18 percent)

-- Something that conveys fun about working for the organization (18 percent)

-- Pictures of company events (13 percent)

-- Video of a day on the job (13 percent)

-- Video of new products and services (13 percent)

...and what they should avoid:

-- Company communication that reads like an ad (a peeve for 43 percent of retail workers)

-- Failure to respond to submitted questions (38 percent)

-- Filtering or removing social media comments (27 percent)

-- Failure to regularly post information on social media or blog entries (24 percent)

Information technology

Fifty-one percent of IT workers who use social media are interested in seeing information on company social media pages, according to a new survey from Sologig.com.

What IT employers should post...

-- Job listings on company pages (wanted by 39 percent of IT workers)

-- Fact sheets or Q&A about the company (32 percent)

-- Career paths within the organization (24 percent)

-- Something that conveys fun about working for the organization (21 percent)

-- Video of new products and services (17 percent)

-- Employee testimonials (16 percent)

...and what they should avoid:

-- Company communication that reads like an ad (a peeve for 53 percent of health-care workers)

-- Failure to respond to submitted questions (32 percent)

-- Inconsistency in company messaging in different social media venues (26 percent)

-- Failure to regularly post information or blog entries (25 percent)

Employers must lead the social media pack

Despite this interest, very few workers on social media (18 percent of IT workers, 12 percent of health-care workers, and only 9 percent of retail workers) currently use it as a means to research jobs. Representatives from each site say social media users are waiting for companies to take the lead.

"Social media communication is a two-way street," says Bill Meidell, product director of WorkinRetail.com. "Retailers need to keep their pages active and respond to as many fans and commenters as possible in order to see a positive return on their efforts."

"IT workers are not only interested in learning about new career opportunities, but willing to refer jobs to friends or people in their professional networks, as well," adds Jamie Carney, seniorproduct director of Sologig.com. "Forty-one percent will pass job leads along to others, according to the survey, making social media the perfect vehicle for improving a job listing's reach."

Rob Morris, product director of MiracleWorkers.com, echoes this sentiment, saying, "The referral process makes social media a great avenue for career information. We found that 30 percent of health-care workers on social media pass job opportunities to friends or people in their professional networks."

10 jobs for people who love to talk

noreply@blogger.com (Administrator) — Thu, 22 Dec 2011 04:30:05 PST

Alina Dizik, Special to CareerBuilder

If you're a talker, picking a job where you spend your days quietly behind a computer can make you absolutely miserable. Just imagine Kelly Ripa orKatie Couric crunching numbers in a cubicle. Talkers don't need to be constantly engaged in conversation. However, having a social aspect to their roles will make them more successful, because it taps into their natural talents. Choosing the right job is key, and it's important to understand the social attributes of a position before you start. If you love to talk, here are 10 fields to consider:

Marketing
Whether you're an account executive or work for a marketing agency, your people skills are often on display. Most marketers need to convey a convincing pitch -- whether within the company or to outside vendors -- and use their talking skills to cement existing relationships and build new ones.

News anchor or reporter
Great speaking skills are a large part of news anchors' and reporters' jobs, because they need to be able to relate to their audience. Those eager to gather and disseminate the news via television, radio, websites or newspapers can build careers by being successful speakers.

Sales
It's well-known that those in sales love to talk. There's a reason for that: Salespeople must develop trusting relationships with customers before going in for the pitch and getting them to make purchases. Even after a sale, staying upbeat is a huge part of the job, so nontalkers need not apply.

Teaching
No matter how old your students are, your speaking skills are crucial to being a successful mentor and inspiring your students. Teachers are some of the best communicators around and spend a large part of their job talking for the benefit of the class.

Fitness instructor
Pilates instructors, yoga teachers and personal trainers must communicate with their clients. Motivating them through speech is important, so fitness instructors of any kind must have stellar speaking skills. For clients, an upbeat voice is key and helps get them through all those torturous push-ups.

Publicist
Most public relations executives need to spend a great deal of time communicating their clients' messages to media. Pitching journalists is a large part of the job, which is perfect for talkers.

Social worker
Understanding the problems of others and helping them cope requires impressive communication skills. Not only do social workers need to speak with clients, they also need to explain how to deal with troubling relationships, diseases or even psychological issues.

Entrepreneur
While becoming an entrepreneur doesn't necessarily require speaking skills, being able to sell your business to those around you is key. When launching a business, it's important that entrepreneurs can clearly convey their new venture to others.

Actor, producer or director
Most occupations in the drama field use speech to convey ideas and draw out the viewer's emotions, so if you're a talker this could be your dream job. Most great actors, producers and directors understand the effect their speech can have on the production and how to use it to their advantage.

Interior designer
If you love combining your artistic flair with talking, interior design may be a perfect career opportunity. Some designers are hired on a contract basis to bring an aesthetic to a specific indoor space, while others work as part of large corporations or design firms. Designers work on anything from private homes to hotels and offices, so communication skills are a must.

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

Annoying co-workers: Holiday edition

noreply@blogger.com (Administrator) — Mon, 19 Dec 2011 04:30:04 PST

Frosty the Snowman isn't the only character coming your way this holiday season. In fact, the annual arrival of mistletoe, garland andgingerbread cookies can transform a normally rational and well-mannered employee into another person entirely.

Here are some memorable individuals you might soon encounter, along with tips for making sure you don't cross the line from festive to annoying:

The Not-So-Secret Shopper
This worker helps the overall economy but offers nothing to your company's bottom line. After taking excessively long lunch breaks to bag deals at the mall, the brazen bargain hunter spends the rest of the day shopping online. Responsible for countless hours of lost productivity, the Not-So-Secret Shopper rudely leaves others to pick up the slack.

Tip: Don't let your gift list get in the way of your job duties. Even if your company has a liberalcomputer usage policy, err on the side of caution and save the shopping for after you get off work.

The Human Holiday Display
This person pays no mind to the company dress code or office décor guidelines in December. Typically wearing reindeer antlers, a snowman sweater and candy cane pin, she transforms her cubicle into a blinding sea of blinking lights and tinsel. The over-the-top spectacle leaves fellow team members squinting their eyes and scratching their heads.

Tip: It's fun to celebrate the holidays, but adhere to organizational and departmental norms when decorating your work space and yourself. Remember: everything in moderation.

The Cookie Monster
Think that slice of pumpkin pie is protected because you put a sticky note on it claiming ownership? Think again. Unless you put a lock on the office refrigerator, no treat is safe when this sugar-craving sneak is roaming the halls. The sweet-toothed bandit also comes empty-handed to potluck meals and then shamelessly devours all the fudge brownies before anyone else gets a bite.

Tip: Nobody likes a thief. Put the cake down slowly, and step away from the fridge. For more on this topic, see what happens when treats go missing from the office fridge at www.roberthalf.com/dont-let-this-happen-to-you.

The Sniffler
Holiday season is also cold and flu season. The germ-ridden "Sniffler" fails to think about the greater good, coming to work when he clearly should be at home resting. With a nose redder then Rudolph's, he coughs and sneezes his way through the day, oblivious to the risk he poses to co-workers and their holiday plans. The Sniffler believes he's displaying dedication, when in reality his frustrated colleagues are grumbling about his lack of consideration and common sense.

Tip: When you're under the weather, do everyone a favor by taking a sick day. If you absolutely must work, ask the boss if you can telecommute.

The Party Animal
Regardless of how casual the setting is, the annual office party is still a work function -- not the best venue for letting loose. This fact eludes the Party Animal. Instead of viewing the get-together as an opportunity to strengthen or forge internal connections, this merrymaker overindulges in eggnog and creates all kinds of awkwardness. Inevitably, the entire company will be whispering about the Party Animal's regrettable antics by the next morning.

Tip: Allow yourself to have some fun at work events, but don't completely let down your guard. You don't need to be the life of the party to make an impression. Drink alcohol moderately, if at all, and don't pressure others who are opting to abstain.

The Grinch
In sharp contrast to the workplace's most cheerful holiday enthusiasts, this frosty grump is well-known for having a bad attitude. He maintains a Scroogelike demeanor to make it clear he's not feeling festive and you shouldn't either. Full of cynicism, smirks and sarcasm, he finds a way to pooh-pooh everything. The Grinch remains unaware that the constant griping, groaning and gossiping are incredibly grating.

Tip: Some people don't get into holidays, and that's all right. What's not OK is trying to spread a "Bah humbug!" attitude to everyone else. Be mindful that strong interpersonal skills such as tact and diplomacy are critical to career advancement.

Not everyone at your company celebrates the same holidays, and not everyone celebrates with the same level of enthusiasm. What's most important is to understand and respect those differences. And if nothing else, stop swiping the sugar cookies.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, visit http://www.roberthalf.com/. For additional career advice, view our career bloopers video series at www.roberthalf.com/dont-let-this-happen-to-you or follow us on Twitter atwww.twitter.com/roberthalf.

The elements of résumé style

noreply@blogger.com (Administrator) — Tue, 29 Nov 2011 12:32:00 PST

Writing wisdom from Strunk and White

Beth Braccio Hering, Special to CareerBuilder

The The classic "The Elements of Style" by William Strunk Jr. and E.B. White is not just for term papers. If your copy has been buried in a box since graduation, dust it off and polish your résumé with its timeless advice.

Elementary rules of usage and composition

· "Use the active voice."

· "Put statements in positive form."

· "Use definite, specific, concrete language."

As the book's introduction states, the authors are all for "cleanliness, accuracy and brevity." They want writers to select words that convey exact meaning -- an excellent idea on résumés when you want to make a big impression in a small space.

"I often see dry, passive language that makes the job seeker appear as a follower or simple doer rather than a leader or someone who drives results," says Abby M. Locke, master résumé writerand personal brand strategist for Premier Writing Solutions in Washington, D.C. "For example, 'Responsible for the development of new programs and services' works better when rewritten with active, engaging language like 'Conceptualized and created revenue-generating programs and services that increased the company's bottom line by 20 percent.'"

Locke also reports that candidates get stuck in a rut of using the same verb over and over again, such as "developed new brochures," "developed marketing materials" and "developed a system." "When bullets like these are read very quickly, the only words that the reader remembers are 'developed, developed, developed.'"

Another elementary rule to remember: Watch tenses. Strunk and White note that "shifting from one tense to another gives the appearance of uncertainty and irresolution." Tiffani Murray, a résumé writer and career consultant for PersonalityOnaPage.com, says that she's seen gaffes where the applicant has used two different tenses in the same sentence.

"For past roles, you should use past tense," Murray says. "For the current job that you are working in, present tense works unless you are referring to a project that is completed. You want to be consistent and accurate with your tense in portraying what you have done in the past for an employer and what you are doing now."

Words and expressions commonly misused

Many a candidate writes that he "lead a team" when he meant "led." Another common dilemma: "effect" versus "affect." (The former can be a noun meaning "result" or a verb meaning "to accomplish" or "to bring about." The latter is a verb meaning "to influence.")

Carolyn Yencharis Corcoran, assistant director of the Insalaco Center for Career Development at Misericordia University in Dallas, Pa., reports that job seekers often confuse:

· "to" and "too"

· "your" and "you're"

· "there" and "their"

· "then" and "than"

· "wonder" and "wander"

· "its" and "it's"

· "a" and "an" before a word that begins with a vowel (as in "a excellent opportunity" when it should be "an excellent opportunity")

An approach to style

· "Avoid fancy words."

"Using language that is too formal or too academic can make an applicant's résumé and/or cover letter sound derogatory or speechlike, which may appear like you are trying to fool the employer about your qualifications," Corcoran says. "The best way to set yourself apart is with examples that use industry-relevant words from your experience, not formal words that may make the reviewer feel stupid or -- if used incorrectly -- laugh at your application."

· "Do not take shortcuts at the cost of clarity."

"Most people write about their titles and functions in terms they understand, instead of taking into account if it will be understood by a hiring authority," says Tony Beshara, author of "Unbeatable Résumés: America's Top Recruiter Reveals What Really Gets You Hired." "Likewise, most people write the names of the companies they have worked for with no explanation about what the companies do. There are 7.5 million companies in the United States ... most of us don't know what any of them do. It needs to be explained in detail."

· "Do not overstate."

Finally, heed Strunk and White's warning, "When you overstate, the reader will be instantly on guard, and everything that has preceded your overstatement as well as everything that follows it will be suspect in his mind."

"I advise students not to say they are 'excellent speakers who have extensively ... ' or other similar phrases," says Cynthia Favre, director of career services at Gustavus Adolphus College in St. Peter, Minn. "Comparative words like 'excellent' raise the question: Compared to whom? And most hiring managers will have a hard time believing a 21-year-old new graduate has done anything 'extensively' anyway. Instead, give evidence, and let the reader decide if it is excellent or extensive."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Anatomy of a memorable résumé

noreply@blogger.com (Administrator) — Thu, 24 Nov 2011 12:31:00 PST

Important pieces to help your land the interview

Alina Dizik, Special to CareerBuilder

A memorable résumé is crucial in helping you get your foot in the door. "The structure and strategy behind a résumé are often the keys to engaging employers," says Laura Smith-Proulx, executive director of résumé writing service An Expert Résumé. Getting the right résumé formula isn't as hard as it looks. Here's a top-to-bottom list to help you craft the perfect résumé:

Clear format

There are many different formats available online. Choose a format that look professional and use an 11 or 12-point font so no one has to squint. Colors done in a tasteful manner can also help job seekers stand out, says Mary Elizabeth Bradford, author of the "21^st Century Résumé Guide for the Perplexed." "I prefer two colors to add character to a résumé but one must use discernment and not overdo it," she explains

Résumé title

If you're worried about starting with a boring summary of your achievements, use the top of your résumé to convey a quick title like "Business Development and Sales Director" or "Vice President, IT," Smith-Proulx suggests. "Résumés without titles often appear 'headless' and confuse the reader as to your ultimate goal," she says.

Quick tagline and profile

After the title, add a one-sentence tagline to further promote your skills and "give a quick snapshot of brand value," Smith-Proulx says. Then add a profile of your qualifications in one or two sentences. Tailor your résumé with keywords from the job description to help your résumé get past the electronic filtering systems.

Reverse chronological job history

Most hiring managers want to see this type of résumé, even if there are holes in your job history. "Even if there are gaps in your career, it's critical to show employers your work chronology, as many will rule out candidates that appear to be hiding something about their past," Smith-Proulx says. Address any gaps with a single line explanation, she adds. With limited space, use the bullet points of each role to highlight specific achievements. If your résumé goes back more than 15 years, then simply state the company name and position without providing details.

Education

Recruiters don't need to know where you went to high school, but it's important to include any certifications or college degrees that are applicable to your career. Most of the time, graduation years are also necessary. No matter what degree you earned, don't be afraid to point it out, Smith-Proulx says. "Even seemingly unrelated degrees can be valuable to employers, as in the case of sales reps who have a degree in psychology," she says.

Extracurricular activities

Even though it doesn't speak directly to your professional background, including any hobbies or volunteering positions can actually help you stand out from the other applicants. Several points that allude to your personality will help hiring managers gauge whether you'd be a fit for the company's culture or provide a glimpse of your life outside of work. But be careful about disclosing too much about your religious or political views. "You'll want to avoid mentioning affiliations that disclose your religious activities, as this can turn off hiring managers who don't share your preference," Smith-Proulx adds.

As you work to include the various components, it's important to tailor certain areas of your résumé. Consider your résumé from an employer's perspective -- decide which skills and accomplishments are best to highlight. "Leave out info that does not apply to your next job," Bradford says. "Get laser focused on an ideal job and write the résumé to that industry and position." Each position is different, so having various versions can help you build a more memorable document.

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter

Turning a lot of experience into an effective résumé

noreply@blogger.com (Administrator) — Tue, 22 Nov 2011 12:30:01 PST

How to use a varied work history to your advantage

Anthony Balderrama, CareerBuilder Writer

Perhaps, generations ago, students graduated from college and found jobs related to their majors. They stayed at these jobs for several years before moving on to the next job, which was still in the same industry but hopefully a step up.

For today's workers, the path is less clear. Whether or not you go to college, your work history probably has quite a bit of variety in it. The workplace is constantly changing and, thanks to technology, jobs are disappearing and being created all the time. Ten years ago no one was asocial media manager, but today people who spent years as public relations, marketing andjournalism are spending their days on Twitter, Facebook and blogs. Once you factor in the recent recession and the dot-com bubble burst, workers are laid off and scramble to find new jobs, even if they're in new fields.

A varied work history is today's norm, but it doesn't always make for easy job hunting. Employers are skittish about hiring workers who jump from job to job or whose career appears to lack focus. Employers want a worker who is looking to establish a career, not chase a paycheck.

We asked career experts to weigh in with their best advice for job seekers looking to turn their unique combination of experience into an asset, not a hindrance:

"The best way to showcase your skills, especially if they are diverse and range quite a bit is to try to lump them together. Try to find the common ground -- are you helping people, for example? You can likely lump those skills in your profile under a bullet or in one sentence by stating you are adept at helping others and then list some of those skills.

Today's hiring managers know people have a wide range of experience and that they have jumped around -- so long as you show that those experiences meet the needs of the job, it helps. This is also why many people have multiple résumés; you can tweak the wording to separate your skills over a few resumes and then apply to a specific job that fits that skillset." - Kristen Fischer, a freelance copywriter and editor

"As a former career adviser and now image consultant where I still help people with their résumés, I always recommend in this situation to do two things:

Keep a master résumé: a master résumé is one that is for the job seeker's eyes only. This is not a résumé that is sent out to employers. Include in it every type of work and experience you've done. It can be as long as 20 pages and it won't matter because it will only be used to pull items from. When designing the résumé that will be sent out, pick and choose items from the master resume that are relevant to the job for which you are applying.

Have two experience sections on your résumé, one called 'Relevant Experience' or 'Related Experience' with relevant jobs/job duties listed under it, and then a section called 'Additional Experience' with other past jobs that are only somewhat relevant listed under it. This allows you to move your most relevant experience toward the top of the page while still keeping it in reverse chronological order since each separate section will be listed in reverse chronological order." - Lori Bumgarner, owner of Nashville-based consulting firm paNASH Style

"Your résumé has to tell me a story about you and what you like to do. I don't mind seeing evolution, but I do mind seeing a lack of clear focus on a résumé. For instance: I was looking to hire someone in production, when I saw a résumé that showed a path that included production or some exposure to production that showed me that this person was learning as he [or] she went along. But if the résumé jumped from assistant teachers' aide to bus driver to mail room then I know this person is job hopping to whatever is easy to land for them. This is a person who wants a job not a career." - Kathi Elster, co-author of "Working with You is Killing Me" and "Working for You isn't Working for Me"

"The most important concept to keep in mind when preparing a résumé is to focus on your experience, skills and abilities that you intend to carry forward -- not everything you have done.

Furthermore, to make a distinction between what you responsibilities and duties are and what you have accomplished is key. Particularly as you move into supervisory and management roles.

Lastly, make sure your job titles are accurate with what you want to do. Many companies have grades and titles internally that work for their organization structure but don't make sense in the bigger world of job seeking." - Carolyn Thompson, author of "Ten Easy Steps to a Perfect Résumé"

"The solution to the problem is to find the common denominator. It can be communications. It might be customer service. The recruiter or counselor has to help the candidate find the link. The link always exists. You're a writer. I guarantee that you have never had a job outside of your basic skill set. You have not worked as a mechanic. You have not been an engineer. But you may have worked in IT. But if you did, at one stage you probably were responsible for writing a guide. That would be the link.

Let me use myself as an example. I'm a recruiter. I used to work at non-profits. Then I got a job as a recruiter with a recruiting firm that specializes in the non-profit sector. There's the link. Even though recruiting has nothing to do with fundraising, I'm still a non-profit professional. There is always a link." -- Bruce A. Hurwitz, president and CEO of Hurwitz Strategic Staffing, New York.

"If a person has moved jobs fairly frequently, there must be a reason for the job changes. The two things an employer really wants to know are: Will you leave them quickly and therefore might not be a good choice? And was there a good, compelling reason to leave the previous job? The best way you can signal you are an asset is to demonstrate on your résumé how each job was actually a progression of growth. Detail not only your skills and accomplishments but the elements that show you learned more or took on greater responsibility with each job." - Dorothy Tannahill Moran, career coach

4 interview killers

noreply@blogger.com (Administrator) — Sat, 19 Nov 2011 12:29:00 PST

Robert Half International

Job interviews are stressful. Being peppered with questions about your employment history, the skills you possess and how you'd handle hypothetical work situations is hard enough. You don't want to compound the challenge by making an easily avoidable mistake, like showing up late or failing to bring an extra copy of your résumé.

Over the years, Robert Half International has surveyed hiring managers and workers, asking them to recount the biggest interview gaffes they've either seen or heard about. Following are some of the most unforgettable responses -- and suggestions for avoiding a similar fate.

Don't forget your people skills

--"An individual applied for a customer-service job, and when asked what he might not like about the job, he said, 'Dealing with people.'"

--"The applicant told me if she had realized it was our company, she wouldn't have shown up for the interview."

--"When asked by the hiring manager why she was leaving her current job, the applicant said, 'My manager is a jerk. All managers are jerks.'"

No matter how well you've prepared, you might find that nerves get the best of you in the heat of the moment. You wouldn't be the first person to stick your foot in your mouth, judging by the examples above.

To guard against saying or doing something you might regret, conduct a practice interview with a friend or family member well ahead of the big event. The "interviewer" can alert you to instances when you seem more nervous than usual or become flustered. The practice will also help you feel more at ease during the real interview.

Don't focus on your needs over the employer's

--"The applicant told me he really was not interested in the position, but he liked that we allowed for a lot of time off."

--"One individual said we had nice benefits, which was good because he was going to need to take a lot of leave in the next year."

It goes without saying that the interview is a prime opportunity for you to learn more details about the position. But use common sense when digging for additional information.

Don't ask for the nitty-gritty about future compensation, benefits and perks until the hiring manager has expressed serious interest in offering you the position. Jumping the gun will make it seem like you don't care about the job itself or making a meaningful contribution to the potential employer.

However, it is appropriate to ask about the position itself, even during the early rounds of interviewing. For example, you might inquire about the person who last held the role or about the types of professional development opportunities the company makes available to employees.

Don't dress down

--"A person came to the interview in pajamas with slippers."

--"The candidate arrived with a snake around her neck. She took her pet everywhere."

--"One job candidate left his dry cleaner tag on his jacket and said he wanted to show he was a clean individual."

--"An applicant wore the uniform from his former employer."

No matter how casual a potential employer's work environment seems, dress to impress. That means wearing a suit or other similar professional attire.

It's highly unlikely a hiring manager will knock points off if you show up to the interview slightly overdressed. However, coming in casual attire may give the impression that you're not serious about the position or cause the interviewer to question your professionalism.

This is one of those small details that can speak volumes, so don't take any chances.

Don't be dishonest

--"After being complimented on his choice of college and the GPA he achieved, the candidate replied, 'I'm glad that got your attention. I didn't really go there.'"

--"After arriving for an early morning interview, the job seeker asked to use the hiring manager's phone. She proceeded to fake a coughing fit as she called in sick to her boss."

If you've been on the job hunt for a while, it can be tempting to stretch the truth during the interview in order to make yourself seem more qualified. After all, what's one little white lie?

But keep in mind most employers conduct reference or background checks prior to extending an employment offer. And in the age of Google and social media, it's easier than ever to uncover false information. If that happens, you can be guaranteed you won't be offered the position, and your professional reputation can suffer irreparable harm.

Even if your lie isn't uncovered right away, you could be setting yourself up for failure. If you exaggerate your skills or experience, you may not be able to successfully complete the position's duties once hired. It's best to give the hiring manager an accurate depiction of your abilities so both you and the employer can be confident the job is right for you.

The bottom line: It's never OK to lie during the interview, no matter how small the fib might seem. Always stick to the facts and build a case for the position you seek based solely on your actual skills and experience.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, visit www.roberthalf.com. For additional career advice, view our career bloopers video series atwww.roberthalf.com/dont-let-this-happen-to-you or follow us on Twitter at www.twitter.com/roberthalf.

Do background check on potential employer

noreply@blogger.com (Administrator) — Thu, 17 Nov 2011 12:28:00 PST

Alina Dizik, Special to CareerBuilder

Job seekers aren't the only ones who should undergo a lengthy background check; it's important that candidates research the company, too. Anything from pending lawsuits, bankruptcies or layoffs can be enough to raise a red flag. It's important to understand what you're getting into before accepting any position. Doing background research also will help you ask all the right questions during an interview and impress hiring managers. Not sure where to start when it comes to researching the company?

Here's how to conduct your own background check on a potential employer:

Check the finances
"Always look at the financial stability of the company," says Jonny Laurent, vice president and general manager of Sage Employer Solutions, a recruiting firm. While it may be difficult to find specific information for a private company, it's important to try. Do online research, search local news sources and ask former or current employees -- do some quick digging to make sure your employer is viable. When companies experience important financial events like bankruptcies, there's a greater chance you'll be able to find out about them and track results.

Gauge the company culture
Speaking to current or former employees can help you understand whether you're a cultural fit with the company before you take the job. If you're not comfortable with areas of a company's culture, it can hurt your career. For example, a place that prizes cutthroat tactics to get ahead may be the wrong fit for someone who is looking for a team-oriented environment. "Find people in your network or close to your network who do work or have worked for them and start a dialogue," says Laurent, who suggests LinkedIn as a good start. "Unless there is overwhelming evidence that the company is a bad fit, do not sell the company short and still interview, but now you can interview with open eyes."

Check its problem-solving record
The way a company approaches problems can be a good indicator of whether you'd want to work there and how the company treats its workforce. Before taking a job, find out "what has been the company's greatest challenge over the past year and how have they approached and solved the problem," says Jayne Mattson, senior vice president of Keystone Associates, a career management company with offices in New England. In a weak economy, it can be especially telling to see how a company has dealt with tough times. For example, if it's been able to grow an area of its business -- and you're being hired for a new position -- it can be a sign of good leadership.

Track layoffs and career progression
For most people, the biggest fear once they take on a new job is a layoff. And while that risk can't be entirely prevented, it's good to understand a company's track record. If the company has had multiple rounds of layoffs, it pays to be more careful when taking the role.

Additionally, try to find out who had your job previously, why she left and where she went. Knowing your career options after you're ready to move jobs can be a good way to gauge fit.

If you have any lingering questions, don't be afraid to speak up when talking with the recruiter or during an interview with the company. Not only will it help calm your anxiety, but it'll show hiring managers that you've done your homework and understand the company. A background search "will help you and the company make sure the role is going to be a good fit for both of you," Mattson says. "Ask questions that will get to the heart of what you are trying to understand, so you will make the right career decision."

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

How to choose good job references

noreply@blogger.com (Administrator) — Tue, 15 Nov 2011 12:27:00 PST

Get the most from their support

Beth Braccio Hering, Special to CareerBuilder

When a hiring manager is trying to decide among candidates, the words of someone familiar with the applicant may tip the scale one way or the other. Are your references providing maximum advantage? Here are a few considerations:

Think before you select

Jayne Mattson, senior vice president of Keystone Associates, a career management consulting firm headquartered in Boston, says a good reference is someone who:

Wants to see you succeed as much as you do.

Can clearly articulate your strengths, areas of expertise and development.

Can think on her feet if asked a tough question.

Is someone for whom you feel good about being a reference.

While several people you know may fit the bill, consider whose position or ability to give pertinent information would be most useful to the prospective employer.

"In most instances, companies are looking for professional references -- people you have worked for or with who can comment on your skills and accomplishments," says Tracy A. Cashman, partner and general manager of the information technology division of Winter, Wyman, one of the largest staffing firms in the Northeast. "There are occasions when companies want more personal/character references, but you should have at least three or four professional references at your disposal, ideally to include a past manager, a colleague, a subordinate (if appropriate) and perhaps someone from another team/division who you worked with on a particular project."

Since you are looking for references to be enthusiastic advocates, it also is worth considering who might best convince others of your abilities. "There's nothing worse than a potential employer checking a reference who only answers in monosyllables and provides no detail," Cashman says.

Likewise, Mattson notes that it is wise to avoid anyone with whom you did not have a good working relationship and people whom you worked with years ago who are not up-to-date with your current career endeavors.

If you're conducting a secret job search, you might want to think carefully about choosing someone from your current workplace. Make sure the person can be trusted to keep the search confidential.

Ask before you list

Contacting people you'd like to use as a reference before listing them serves several purposes:

It makes you look professional and courteous.

It gives them time to prepare and not be caught off-guard by a phone call they didn't expect.

Their willingness or hesitancy can help you judge whether or not they would make a good reference.

Lavie Margolin, a career coach and author of "Lion Cub Job Search: Practical Job Search Assistance for Practical Job Seekers," warns that just because someone agrees to give a reference, it does not mean that it will be a good one. "Your former supervisor may have had a different impression than you of the quality of work that you provided ... Or what if your boss felt you left him in the lurch when you quit the company?" Instead of assuming, he suggests having a brief conversation with the potential reference in which you can ask what he thought about you as a professional and what he plans to share.

Keep people in the loop

Prepare your references to support your candidacy by briefing them on your background and career goals. Mattson suggests providing each with a current résumé, access to your LinkedIn profile and information on the best way to get in touch with you.

While it is good to update people occasionally on the status of your search, contact is especially useful when you know a potential employer is about to begin checking references. Discussing the position and pointing out key elements that you are trying to emphasize can help your reference prepare informative answers.

Be sure references can be contacted

Once you've finalized your references, be ready to present them to a prospective employer when asked. Margolin suggests creating a one-page list that includes the following for each reference:

1. Person's name

2. Job title

3. Relationship to you (such as co-worker or direct supervisor)

4. Company name

5. Address

6. Contact info (phone number, email address)

Then, check back with your references from time to time to make sure that contact information has not changed. The best reference in the world becomes useless if he can't be reached.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Finding employment before 2012

noreply@blogger.com (Administrator) — Sat, 12 Nov 2011 12:26:00 PST

Job searching as the year winds down

Beth Braccio Hering, Special to CareerBuilder

Just because the year is winding down doesn't mean your job search should be. The weeks leading up to the calendar turning are full of both challenges and opportunities. Here, experts offer thoughts on making the most of 2011's closing months.

Autumn

"September is typically a great time for job searching as many people are returning from vacation and turning their attention once again towards business," says Roberta Chinsky Matuson, president of Human Resource Solutions in Northampton, Mass., and author of "Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around."

Duncan Mathison, a career consultant and co-author of "Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times are Tough," agrees. "This is a time when many people are back in the office and before holidays begin. It is a great time to kick up the networking to hiring managers and even your direct approach -- letters, emails and calls to people who manage people with your skills."

As fall progresses, companies often start solidifying their plans. "Fourth quarter is budgeting time," Mathison says. "This is when employers are looking at budgets for next year and jobs are being created. Yes, these positions might not start until after the first of the year, but get ahead of the line." He recommends making sure managers know you and your skills, which could lead to a job description written to fit your profile or at least a spot in the candidate pool that gets called before an ad gets posted.

Holiday season

Traditional thought is that the holiday season is a bad time to find a job. Some companies do not hire during the last months of the year because they are focused on bringing in revenue and keeping expenses down to achieve their annual financial targets. Companies planning to downsize often do so before or just after Thanksgiving, further reducing the available positions during this time period. At companies with vacancies, managers often are using up vacation time, making it harder to schedule interviews.

Some job seekers view these obstacles as reasons to stop their search during November and December, but openings can arise that have nothing to do with the calendar. If fellow candidates are taking time off, it can be to your advantage. As Matuson notes, "While hiring may be slow during these months, job seekers may find less competition during this period."

Also, some employers are eager to have their staff in place and ready to go when the new year starts. In addition to new spots created by the new budget cycle, internal promotions frequently happen after end-of-the-year performance reviews. Likewise, December is a popular month for retirements. All of these things mean possible opportunities for job seekers, so be ready to present your best.

"This is a good time to update your résumé," says Lisa Quast, author of "Your Career, Your Way!" and president of Career Woman Inc. in Seattle. "Ensure it clearly lists what you accomplished in each position, preferably quantified. Prepare your list of references, obtain letters of recommendation, research job requirements, analyze the job requirements against your own skills and abilities, research companies and industries, even find and obtain help from 'sponsors' and 'internal coaches' at the companies at which you'd like to apply."

Another plus during the last months of the year: temporary hiring. "The holiday time can actually be helpful to some job seekers because it is when many employers -- especially retail businesses -- hire seasonal, part-time workers," Quast says. "If a full-time position in this area interests you, consider applying for a part-time position during the holidays. Then, show management what an incredibly hard worker you are, your reliability and your positive attitude. It will go a long way in helping you transition from working there part time to full time because most companies find it easier to hire someone they know and like."

And don't forget as you're celebrating the season that holiday gatherings offer chances to meet people who might be of help. "Holidays are a great time to revitalize a lagging search and stale network," Mathison says. "Social networks -- friends, community groups, parents of your children's friends -- can restart the search. Many people fail to take advantage of this because most only network with their old professional connections. In tough markets, it is essential that people network with all connections about their search."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

10 things to do after the interview

noreply@blogger.com (Administrator) — Thu, 10 Nov 2011 14:05:00 PST

How to keep the momentum going

Beth Braccio Hering, Special to CareerBuilder

The interview may be over, but your chance to make an impression is not. Here are 10 strategies to continue boosting your candidacy.

1. Show that you're still interested.

2. Set the stage for further contact.

3. Be punctual.

4. Know when to sit tight.

If an interviewer requests that you follow up by phone in a week, respect her wishes. Calling the next day can be construed as pushy and desperate.

5. Send a prompt thank-you note.

6. Send each interviewer a personalized, powerful follow-up letter.

7. Address one of the company's needs.

8. Keep thinking and learning about the company.

9. Leverage outside resources.

10. Accept rejection with grace.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Do you have enough experience for that job?

noreply@blogger.com (Administrator) — Thu, 10 Nov 2011 12:23:00 PST

Alina Dizik, Special to CareerBuilder

Just because you were a senior manager at one company doesn't mean that your next job won't be a midlevel role. Often, appropriate job titles can get confusing during a job search. "There's no standardization as to how the titles are done," says Jim Beqaj, founder of Beqaj International, an executive search firm and consultancy.

Not sure which job title you should target when looking for a job? Here's a rough guide to deciphering how to categorize your skills and what to keep in mind:

Entry level

This category is misleading, because it's not just for those new to the workforce. Plenty of people who have been in the workforce for five years or fewer can fall under the entry-level umbrella.

When going after an entry-level job, try to let your personality and enthusiasm shine. "Entry level is all about personality fit ... basic skills of good communication, eye contact and a sign of eagerness and genuineness are key in securing entry-level jobs," Beqaj says.

Midlevel

For job seekers who are no longer newbies in the market, a midlevel position has entirely different demands. "A midlevel manager typically directs people, departments, functions or projects as well as budgets," says résumé writer Deborah Schuster, founder of Lettersmith Résumé Service. "For most companies, this would require a minimum of a bachelor's degree and five to 15 years of experience."

Additionally, conveying to hiring managers how you would fit in with the company hierarchy is key. "Midlevel requires experience in previous jobs, so making sure that you have the experience and skills sets required is paramount. Your ability to articulate your experiences and how they positively impacted your previous employer are critical," Beqaj says.

Senior-level and executive
Just because you were a senior-level employee at one company doesn't mean you should be targeting only senior roles for your next gig. "There are many definitions for the word 'executive' and 'experienced,'" Schuster says.

Corporate structures vary and larger companies have few senior-level slots. Before applying, use a site like LinkedIn to see where an employee with duties similar to your desired role fits in. "It helps if you know the size of the company and have a description of the qualifications they seek. And be sure your résumé and cover letter is tailored to show that you have those qualifications," Schuster says.

Match skills not level

Just because you fall into a certain experience bucket doesn't mean you can't apply for a position that requires your skills but is on a lower level. Most companies are happy to consider a more junior person for a job, especially if that means they can get away with paying a lower salary.

Before you apply, consider whether "your natural instincts [are] making you feel comfortable or uneasy; trust your senses," Beqaj says. Many larger companies may also start employees at a lower level. In other words, your senior-level role at a technology startup may result in a midlevel position with a Fortune 500 firm.

Understand what or whom you're managing

Another good test for figuring out which level to target is to gauge your current job responsibility. Whether you're getting the information from a recruiter or through your own personal connections, get a sense of whether you would be managing entry-level employees, other managers, a department, a group of businesses, the entire enterprise or just your own time, says George Bradt, managing director of PrimeGenesis, a company that helps executives become established in their new jobs.

The higher the level, the more senior the job title should be for your next position. "What matters when reviewing job descriptions for entry level, midlevel, senior and experienced positions is what people are managing," Bradt says.

Companies hiring in large volume

noreply@blogger.com (Administrator) — Tue, 08 Nov 2011 12:22:00 PST

Kaitlin Madden, CareerBuilder

There's an interesting dynamic going on in the job market right now. Despite the fact that millions of people can't find jobs, millions of employers can't seem to find the right employees, either.

In case you missed it, last week, the Bureau of Labor Statistics reported that the economy created no jobs in August, and that the unemployment rate held steady at 9.1 percent.

At the same time, however, the BLS also reported that nearly 2.7 million jobs went unfilled in August, and, according to CareerBuilder's 2011 Q3 hiring forecast, 26 percent of employers report having difficulties filling open positions -- a 4 percent increase over 2010.

To help close this employment gap, and match job seekers in need of work with companies in need of their services, we've put together a list of employers that are hiring in large volume right now.

The following 14 companies have a combined total of nearly 10,000 job openings -- and they need employees as badly as you need a job.

1. PNC

Number of jobs available: 1,000+

Types of jobs: Mortgage loan officer, bank branch manager, software engineer, part-time teller, relationship manager and financial advisor

2. AON

Number of jobs available: 1,390+

Types of jobs: Risk management, insurance brokerage services, benefits outsourcing, human capital consulting and actuarial

3. U-Haul

Number of jobs available: 1,575+

Types of jobs: General manager and trainees, shop manager, customer care representative, programmer, web designer, traffic control manager, storage team manager, structural engineer, production manager and transfer driver

4. Yellowbook

Number of jobs available: 1,000+

Types of jobs: New media specialist, client service representative, entry-level customer service, finance, it- engineering, developer, programmer, entry-level production and entry-level field distribution management

5. Comfort Keepers

Number of jobs available: 900+

Types of jobs: Caregiver, home health aide, LPN, personal care aide, registered nurse, community relations and marketing director

6. Motorola Solutions

Number of jobs available: 600+ globally

Types of jobs: Various IT and engineering roles: product manager, systems engineer, information security specialist and software engineer

7. Red Ventures

Number of jobs available: 500+

Types of jobs: Inside sales, web developer, online marketing, sales trainer, corporate recruiter, php developer, sales recruiter, human resources and copywriter

8. Bridgestone Retail Operations

Number of jobs available: 400+

Types of jobs: Retail management trainee, retail sales (full-time and part-time), automotive technician (full-time and part-time) and automotive maintenance technician (full-time and part-time)

9. Earthlink

Number of jobs available: 300+

Types of jobs: Account executive, major account executive, national account executive, system sales, channel sales, sales engineer, field technician, NOC technician and branch manager

10. UniTek Global Services

umber of jobs available: 400+

Types of jobs: Cable installer, satellite installer and wireless installation project manager and foreman

11. Certified Payment Processing

Number of jobs available: 400+

Types of jobs: Outside sales

12. Pilot Flying J

Number of jobs available: 500+

Types of jobs: Retail and restaurant managers

13. Senior Helpers

Number of jobs available: 400+

Types of jobs: Certified nursing assistant, caregiver, scheduling coordinator, marketing manager, client services manager, community relations coordinator

14. Harbor Freight Tools

Number of jobs available: 500

Types of jobs: Field positions at all level within our stores, nationwide. Corporate positions in all functions: finance, legal, marketing, sourcing, category management, etc.

See a job you're interested in? Check out these articles before you submit your application:

What hiring managers really want to see

3 things that make you irresistable to employers

10 useless resume words (and 10 eye-catching ones)

Getting results: 10 strategies for job search success

8 important tips for Skype interviews

noreply@blogger.com (Administrator) — Mon, 07 Nov 2011 14:04:00 PST

Alina Dizik, Special to CareerBuilder

With video interviews becoming more common during hiring, not being prepared can easily keep you out of the running. While meeting via video is time saver, getting past the technological barriers of not speaking face-to-face can be difficult. Be sure you're prepared and use Skype to your advantage, experts say. For one, use your computer screen to refer hiring managers to your achievements or provide explanations. "Prepare a digital portfolio that you can link to during the interview or show the interviewer your screen, which has a sample of your work," says social media expert Marian Schembari, who adds that you can also send relevant links through the chat function.

Looking for more ways to impress? Here's how to handle a Skype or video interview:

1. Look at the camera, not the screen

It can be confusing, but when you're looking at your monitor it actually makes the interviewer feel as if you're looking away. Instead, look directly at the video camera you're using for your interview. And although you're not making eye contact in the traditional sense, this is the way that the interviewer perceives that you're looking straight ahead.

2. Be aware of interruptions

Since you're used to living in the house, it can be easy to forget to turn off a phone or not warn family members to give you some privacy, Schembari says. Have a plan for whatever distractions you have in your house, including children and dogs. "Too many people don't take [Skype interviews] as seriously as in-person interviews, but you need to be just as professional here," she says.

3. Practice in front of a mirror

During the interview, you can see yourself in the video camera, which can be startling if you've never seen yourself speak. "It's important to get familiar with your own facial expressions when you talk," says Colleen Aylward, chief executive of InterviewStudio Inc., a company that offers video interview capabilities. "It also gets rid of some of the camera shyness."

4. Mind the background

Your surroundings can say a lot about how you've prepared for the interview, so it's important to put your best foot forward. "Shoot your video against a blank wall or a warm one-color background," Aylward suggests. "Clear off your desk, or have only awards and certificates in the background."

5. Avoid patterned clothing

Wear a shirt that's business casual and complimentary to your skin tone. Avoid patterns that come across as too loud on screen, such as anything floral or bright stripes. Clothing can distract the interviewer from the information conveyed during the conversation, so it's important to plan your outfit carefully.

6. Conduct a mock interview

Being comfortable with the technology prevents the added stress from a tech malfunction. Find a person you trust and use Skype or other video conferencing software to conduct a mock interview. You're bound to make mistakes, so it's best to practice with someone who can provide honest feedback.

7. Test audio and video

Just because your laptop has a built-in video camera and microphone doesn't mean the quality is up to par. Instead, test out the video and audio capabilities on your computer and decide whether you need to buy a headset with a microphone or an attachable video camera. Before the interview, some companies may send their own video devices to applicants.

8. Add extra enthusiasm

Any news announcer will tell that your reactions translate differently when on-screen, so it's important to compensate with extra enthusiasm and concise answers. Additionally, speak succinctly and remember that speed is important, Aylward says. "Practice speaking more quickly than you normally do," she says.

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter

How to calm job interview jitters

noreply@blogger.com (Administrator) — Fri, 04 Nov 2011 14:03:00 PDT

Larry Buhl, Special to CareerBuilder

Put yourself in the interviewer's shoes.

Prepare, prepare, prepare.

Why are you the best person for the job?

Tell me about yourself.

What are your best/worst traits?

Why do you want to work here?

What did you learn in school (or at an internship) that prepares you for this job?

"You should always know what the company actually does before the interview," Smith-Gaston adds. Finding out could be as simple as a two-minute Internet search.

Plan your day around the interview.

De-stress before the interview.

Listen, think, speak.

Prepare your own questions.

The day after the interview, send a thank you note to the interviewer. "Use the thank-you note to add something new, like an award or a small honor you received," Smith-Gaston says.

Larry Buhl researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Common interview questions -- and how to answer them effectively

noreply@blogger.com (Administrator) — Wed, 02 Nov 2011 14:02:00 PDT

Robert Half International

"Can you tell me a little about yourself?"

Don't: Give your life story, discuss leisure pursuits or describe aspects of your professional background that aren't relative to the position you're interviewing for.

"Why do you want to join our company?"

Don't: Answer in the context of your financial needs. Saying "I hear you provide good pay and benefits" or "Frankly, I need a job" won't score you any points.

"Where do you see yourself in five years?"

"Why are you looking to leave your current employer?"

Finally, despite your best efforts, you can't anticipate every question you'll be asked.

5 ways to derail your interview

noreply@blogger.com (Administrator) — Mon, 31 Oct 2011 14:01:00 PDT

Rachel Farrell, Special to CareerBuilder

An interview is one of the hardest things to obtain as a job seeker -- and unfortunately, it's also one of the easiest ways you can lose the job opportunity.

Interview mishaps happen to everyone, but the key to avoiding them is to relax and be yourself, says Laura Rose, a life and business coach and owner of Rose Coaching.

"The interview is as much about getting to know the company and work environment as it is about them interviewing you. This strategy relaxes the entire interview," she says. "You can essentially direct the interview to the areas you are most comfortable talking about. Listening to the interviewer answer the questions, you can clue in on his terminology, terms and what he feels is important. Then you can highlight those same terms and skill set in your comments back to him."

Being well-prepared for the meeting can also help you impress a potential employer.

"It's difficult to overstress how important it is to do some research on a company you're interviewing with. Have a list of good questions to ask the person interviewing you. You want to seem like you are asking questions that require thought rather than questions seeking information that may be available on the website," says Debra Yergen, author of "Creating Job Security Resource Guide."

"Start with questions about the importance the organization places on industry hot buttons and what the hiring manager sees as differences between their company and their competitors. Another great question might be something like, 'Are there any employee groups here that work together to plan team-building activities or extracurricular events that bring co-workers together either to boost morale or support the community?' These kinds of questions send a potential employer a message that you're looking for more than a job," she says.

While asking the right kinds of question is vital, you must also be prepared to answer the tough questions, says Henry Motyka, business solutions manager at Norwood Consulting.

"Of particular importance are behavioral interview questions like, 'Tell me about a situation when ... ' It is best to define those situations beforehand and memorize them," he says.

Doing your research, asking the right questions and answering tough questions are ways to avoid making an interview mistake. But, unfortunately, there are many ways to derail an interview. Here are five gaffes to steer clear of in your interview:

1. Inappropriate attire

"If you are not professionally attired, you won't get the job, even if you are the most qualified," says image consultant Sandy Dumont. "Always dress better than required for an interview. Never dress down, because it is insulting to the other person. It says, 'I don't have to impress you; I dress for my own comfort.' When you dress to impress, they get it, and you will stand out from all the other candidates."

2. Trying to lead the interview

"Many of my clients have children. [They have a] tendency to talk over their interviewers. That's how they manage to be heard at home and that's what they often do in their interviews," says Rory Cohen, a career counselor. "When you don't listen, you don't get invited back for a second interview. Interviewers, in general, want and expect to be in the driver's seat."

3. Showing up too late or too early

"If you're more than 15 minutes early to your interview, go to the restroom and freshen up, then casually walk in about 15 minutes before your scheduled appointment," says Marie Applegate Prasad, founder of WiSo Résumés.

4. Bringing your own food or drink

"Do not bring any food or drinks into the office of the interviewer. Many find eating or drinking a big distraction and some people are sensitive to smells," Prasad says. "It's best to just wait until after the interview is over."

5. Forgetting important information

"On a sheet of paper write down the following information: company, address, phone number, hiring manager, person who scheduled the interview, position you are interviewing for and job duties," Prasad says. "Study this and bring with you the day of your interview."

Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

How are you supposed to answer "What are your weaknesses?"

noreply@blogger.com (Administrator) — Fri, 28 Oct 2011 14:00:04 PDT

Anthony Balderrama, CareerBuilder Writer

Interviewing someone for a job is not as easy as it looks. First, as the interviewer, you're tasked with finding the person who will not only do the job well but also fit in well with the other employees. You have to assess abstract qualities that can't be found on a résumé. Because you have to repeat the process for every potential employee, you end up asking question after question to applicant after applicant.

Still, interviewers need to be told something: "What is your biggest weakness?" is not a good question. It just isn't.

Now, job seekers have to understand that interviewers want to find some way to distinguish one applicant from another. Asking questions that are seemingly impossible to answer is one way to see who can think creatively. The question is an admirable way to achieve this. However, this question isn't the same as asking, "Name three difficult situations and how you've overcome them." That question asks you to think critically about your performance, talents and problem-solving skills. Asking you to identify your weakest professional trait is like asking, "Why should I choose someone else for this job?"

Yet, it's a staple that you should assume will come up in every interview. Rather than tell the interviewer, "Well, that's a dumb question and I refuse to answer it," you do have a legitimate ways to respond and look better for it. And no, stating that your biggest flaw is being a perfectionist is not an acceptable answer, either.

Honesty, with a twist

"'What are your three strengths and three weaknesses?'... is a classic, but not too many people know how to answer this," says Kenneth C. Wisnefski, founder and CEO of WebiMax, an online marketing company specializing in search engine optimization. "As an interviewer, we want to hear strengths that describe initiative, motivation and dedication. The best way to respond is to include these attributes into specific 'personal statements.'

Similarly, weaknesses should be positioned as a strength that can benefit the employer.

"I like to hear applicants state an exaggerated strength, and put an interesting twist on it. An example of this is, 'My initiative is so strong, that sometimes I take on too many projects at a time.'"

This answer leads with a strength that employers want -- initiative -- and still acknowledges that you're not perfect. In fact, you can overextend yourself. Although you might consider this acknowledgement too honest, it works because it proves you're being honest. Plus, employers are still requiring workers to "do more with less," so you show that you are prepared to multitask.

Honesty, with progress

When you consider what your weaknesses are, think about how you have attempted to overcome them. No one is perfect, so pretending that you had a weakness and then eliminated it entirely will come across is insincere. Debra Davenport, author of "Career Shuffle," believes citing examples are the best approach.

"My preferred response for this question is to tell the truth without damaging the applicant's image -- and in a manner that doesn't make the candidate come across like they've been coached by a Hollywood PR person," Davenport explains. "Many candidates are on to this question and so have developed fluff answers such as, 'My co-workers have told me that I sometimes take my work too seriously,' or 'I can never seem to leave the office at 5:00 -- I guess I just love my work too much!'"

Employers aren't buying it, she says.

"A better response might be, 'I've had some challenges with work-life balance in the past and I realize that a life out of balance isn't good for me, my family or my employer. I've taken the time to learn better time and project management, and I'm also committed to my overall wellness. I eat right, exercise and maintain healthy boundaries for myself.'"

The answer adds some dimension to the question, and proves you've thought beyond the answer. You've actually changed your behavior to address the situation, even if you haven't completely overcome the weakness.

"[It] lets the employer know that this candidate is emotionally mature, self-directed and takes care of himself or herself ... and possesses a high internal locus of control -- a very positive attribute."

Put yourself in the interviewer's shoes

However you decide to answer, Debra Yergen, author of "Creating Job Security Resource Guide," recommends job seekers imagine themselves sitting on the other side of the desk.

"If you were doing the hiring, what would you be looking for? What would be your motivation for asking certain questions? Who would you be trying to weed out? If you can empathize with the interviewer, you can better understand what they want and need, and then frame your qualifications to meeting their needs for the position you seek."

Once you consider what the goal of the question is and figure out what your honest answer is, you'll be able to give the best possible answer to a tricky question.