“Thanks a million!”  “Your help was much appreciated!”  “Many thanks for your efforts!”  “Excellent work!” 

Expressing appreciation to people in your company is one of the better tasks an HR person gets to do.  Unfortunately, however, it is also one of the most overlooked.  More often than not, recognition ends up taking a back seat to the daily demands of the job.  Ironically, dealing with a difficult employee often will take precedence over thanking a great-performing employee.

There are a lot of positives that come out when you take the time to sincerely recognize outstanding work.  Everyone wants to feel that they are valued.  And recognizing your employees is just a way of saying that their efforts have not gone unnoticed; that you are paying attention.  And as a bonus, it may inspire others to follow suit.

What types of things can you recognize?

There are duties-related, measurable performance indicators that can be your guide when selecting people to recognize.  At the same time, people who’s attitudes foster teamwork, people who will help others to achieve company goals, people who do the little things to make is easier on everyone else are also deserving of recognition.

But in the end, it really depends on what you and your company value in a good employee.  Think about the people in your company who you would not want to lose.  What do they do that sets them apart?  What do they do that should be encouraged in all your employees

Anyone doing stellar work is ripe for recognition:

• top sales performance in the month
• top customer comments
• special project completed
• working off hours to meet a deadline
• solving a complex problem
• implementing a new process
• landing new business

Anyone who goes the extra mile to contribute to an excellent working environment should not be forgotten:

• taking time to help out in a crisis, or when there is special need
• consistantly pitching in with common tasks like tidying up the break room or meeting room
• bringing in homemade food and treats
• organizing holiday events, or decorating the office
• someone who can lighten the mood in a tough day
• someone who is a great team player

What to give?

It may be easy to just give out money or gift cards, but where is the fun in that?  Don’t get me wrong, monetary bonuses can be very useful, and a structured plan for holiday bonuses will always be welcomed by employees.  But, for recognizing employees for their contributions throughout the year, monetary gifts can come across a bit forced.

One reason for this is there is absolutely no thought given to the actual individual being recognized.  And, unfortunately, it ends up making the act of recognition somewhat boring.  Perhaps even insincere. 

It’s kind of like giving someone a gift.  If you wanted to get someone a gift, but could not rely on throwing cash at them, what would you do?  It’s not as easy as writing a cheque now, is it?  You would actually have to take the time to get to know them (at least a little bit) to see what would interest them.  Are they an avid golfer?  How about personalized golf balls.  Do they love coffee?  Think about giving a few pounds of gourmet coffee beans from around the world.  Are they into art?  Try a membership to a local gallery.  See the difference a little thoughtfulness can make?

You can spend the same amount of money, but, all of a sudden, because you took the time to see what they would actually appreciate, the gift has special meaning.  It doesn’t seem like you are doing it because you have to.  It looks like you sincerely want to do it!  (Which I hope you do!)

When to recognize?

Sometimes the nicest gifts are the ones that are given totally out of the blue.  For example, if you are pleased at how one person in the office always seems to go out of their way to welcome newcomers to the company, how about surprising them with a small “welcome” basket of their own (filled with candies, fruit, chocolates, etc…) and a card that thanks them for all they do to support the company.

On the other end of the spectrum, what do you do for employees who come through for the company when they are really needed.  Those who burn the midnight oil, or work through the weekend to complete a big project on time, and do a wonderful job in the process.  If your company allows it, how about giving them some extra time off, to take at their discretion.  Or treating them (and their spouses) to dinner and a show.  Giving them something enjoyable, and memorable, will show your personal appreciation for the way they came together in a pinch.

The Catch

The catch to all of this… and it’s a big one… is that you actually have to pay attention to your employees to see them at their best.  There is no use planning to recognize someone every month (for example) if you have no idea which employees are giving it their all.  And if your recognition program turns into a cursory process of “lets just pick someone out of a hat”, or “Bill was recognized last time so now it’s Mary’s turn”, it will quickly lose its meaning.

True recognition should be personalized and sincere.  And if its done in the right spirit, it will go a long way to ensure your employees feel valued and appreciated for the work they do.

It would be great if all of your coworkers were kind, considerate, focused people who do all they can to contribute to an awesome working environment.  But, in reality, that is rarely the case.  Unfortunately, when people get together in a workplace it is so easy for petty politics and irritating annoyances to take over.  So, the challenge becomes, how do you to deal with it?

Displeasure in the workplace has thoroughly permeated our culture when movies like “Office Space” and TV shows like “The Office” parody life at work for sheer entertainment value.  When we get to the point where we need that release from the drudgery of our own work life, why not watch a totally screwed up workplace for fun?  It makes us feel better… for a while.  But, eventually you’ll find yourself back at work, facing reality again.  Wouldn’t it be helpful to have some strategies to use when you are confronted with people issues at work?

A good place to start with is the book Dealing with People You Can’t Stand: How to Bring Out the Best in People at Their Worst by Dr. Rick Brinkman and Dr. Rick Kirschner.  It first came out in 1994, and was an international bestseller.  The 2002 edition is updated to include how technology has impacted and continues to affect how we get along with others.  One key point the authors make is that while you cannot make someone change their behavior, you can change how you react to them, which in turn may end up affecting the situation in a positive way.  This is crux of how the authors help you to deal with 10 difficult behaviors that may come up from time to time.  There is the Tank, the Sniper, the Grenade, the Know-It-All, the Think-They-Know-It-All, the Yes Person, the Maybe Person, the Nothing Person, the No Person, and the Whiner.  To prepare you to deal with these behaviors, it is helpful to understand why people end up acting out in these ways.  The authors discuss people’s motivations and how even well intentioned people can be difficult when they are not properly understood.  With this critical knowledge, the authors go into detail with specific strategies they recommend for each type of behavior.  Very useful for the workplace, especially when the goal is not necessarily to be the victor, but to end up with a constructive working relationship.  If you are serious about changing your relationship with difficult people, Dealing With People You Can’t Stand is highly recommended.

Vicky Oliver’s Bad Bosses, Crazy Coworkers & Other Office Idiots: 201 Smart Ways to Handle the Toughest People Issues gives you practical advice that you can use to combat a number of specific issues in the workplace.  Oliver has great strategies for bosses, coworkers, and even you (if you happen to be sabotaging yourself), and she manages to convey all this information with a good dose of humor and perspective.  For example, she gives you hints on how to handle bosses like “The Boss Who Doubles as the Wizard of Oz” (the absentee boss) and “The Predator” (he’s eyeing you, and not just for a promotion).  Likewise with coworkers and employees, there is “The Veteran Hack” (he’s being doing it the same way since before you were born) and “Your Partner Judas” (when he’s not working with you, he’s trying to stab you in the back).  And if, by chance, the following descriptions sound a little too familiar, maybe the problem is with you, as in “I’m Too Smart For This Job” (the people I work with are idiots!) and “I Hate Coming to Work Every Day” (I’m counting the minutes until Friday).  These are only some of the situations that are covered, and there are many more where those came from.  In the end, Oliver ends up presenting workable survival strategies and tips to help you through, and hopefully, towards a better workplace for everyone.

And if you just need a laugh (because it’s better than getting ulcers, or hitting your head against the wall) then check out There’s No I in Office: 4293 Meaningless Phrases to Keep Your Coworkers Smiling While Avoiding Actual Conversation by Jacob Lentz and Paul Koehorst.  The authors present a good case why, while you need to speak to people at work (to avoid looking like a complete jerk), what you say doesn’t actually have to make any sense.  It is so weirdly stupid an idea, it just might work!  I mean, politicians have been using this technique for decades, so why not the average person?  There are little gems that you can say in everyday office situations.  Like to the coworker who arrives earlier than you do, “How is that whole sleeping under your desk thing working for you?”  Or when passing someone in the hall, “I’m just trying to work off lunch, how about you?”  Getting along with people doesn’t have to be rocket science.  With some well-timed phrases, even you can humorously interrupt the person who can’t stop talking about their iPhone.  Or how about what to say to the coworker who sell’s their kid’s fundraising products in the office?  They even give you tips if/when someone accidentally barges into your bathroom stall (yikes!).  And the book goes on and on…  Free yourself from mind numbing, banal work conversations and inject a little originality and fun to your day.

In closing, I’d like to share one piece of advice I received from my mother before starting my first “real” job, which has served me well.  She warned me against getting involved with office gossip.  Because, she said, if you do, one way or another, it will always come back to bite you (or words to that effect).  As it turns out, she was right!  I have personally witnessed people needlessly adding extra stress to their lives because they didn’t follow this simple principle.  But, (understandably so) it can be a very tempting thing to do!  So for example, if the conversation over lunch turns into a session of bad-mouthing so-in-so over in accounting, instead of joining in, just shrug and change the subject (like, “Can you believe what happened to Italy in the World Cup!?”).  Trust me, you will save yourself a whole heap of trouble and bother by employing this simple technique.

Do you have any sage advice for getting along with your coworkers?  Why not let others in on your wisdom and good knowledge and share it below!

Here you are in the interview you have been dreaming about.  Now what?  Will you nail the interview by making a great impression mastering artful responses to behavioral questions being asked?  Or will this be another unsuccessful attempt at getting to your dream job.

The following S.O.A.R. Answer Model is helpful for preparing for interview questions as well as keeping you focused in the interview while answering questions, especially behavioral questions.

Situation:  You begin by briefly providing context using a real life situation you experienced.  This is the “before” picture which illustrates what was happening “at the time” of the situation.  For example - I was newly promoted to department manager.  The department had doubled in volume growth but was experiencing higher than average turnover.

Obstacles:  You then articulate the issues or define the problem.  This gets the interviewer’s attention regarding what it is you had to overcome.  For example - Employee turnover was over 50%.  The newer staff required training and coaching.  The senior staff were overworked and stressed.  Work wasn’t getting done and this was creating regular customer complaints.

Action:  You then explain the action you took to resolve the situation.  For example - I identified and prioritized the immediate action I needed to take.  I analyzed the workflow and matched the work to the people who could best get the job done.  I then made sure each of the employees had job descriptions.  I set up a regular coaching schedule with each employee so I could monitor progress.  I had the newer staff job shadow the senior staff and had the senior staff mentor the newer people.  We had regular team meetings to ensure we were all communicating results and progress with each other.

Results:  Lastly, you share the result of your actions.  Sharing the quantifiable as well as qualitative outcomes.  For example - Employee turnover dropped to 10% within the first year.  Morale improved significantly.  Customer complaints stopped coming in.  The department became the most efficient and productive department in the division.

Here are some behavioral questions.  Practice using the S.O.A.R. Answer Model to develop your own responses:

• Tell me about a time when you had to deal with a difficult client or coworker.
• Tell me about your most significant achievement in your last job.
• Tell me about the most significant mistake you have made, how you handled it and what you learned from it.
• Give me an example of when you had to sell your boss on a new product, service, system or program.
• Give me an example of a problem you faced on the job and how you handled it.
• Give me an example of how you dealt with an employee who was not performing up to expectations.
• Give me a recent example of how you went about motivating your coworkers and subordinates.
• Recall for me a time when you challenged your boss and/or company policy.
• Tell me what you did in your last job to help build teamwork.

Make sure you take the time in advance of the interview to develop some strong answers to each potential question.  The better prepared you are to answer questions, the more likely you will make a strong impression on your interviewer, become a master interviewee, ultimately landing that dream job.

If you would like more information about preparing for job interviews visit Linda at www.resultscatalyst.ca.

Linda Cattelan, Career & Life Coach and the President of Results Catalyst Inc. – a professional coaching and training company focused on individuals and teams to maximize human potential and to achieve personal and professional success.  Linda shares over 25 years of corporate experience, much of it at the senior executive level.  A superior track record coaching and mentoring senior managers, executives and entrepreneurs to consistently achieve outstanding results Linda is brilliant at using various self discovery techniques to facilitate getting at core issues instrumental for personal and professional breakthrough.

Holding a Masters Degree in Business Administration, Linda is a Certified Trainer and Master Practitioner in Neuro Linguistic Programming (NLP) and a Certified Professional Co-Active Coach.  Linda is a regular guest of radio and television and a Contributing Author of the inspirational and informative networking book, “The Power of Women United”.

If you are interested in closing the gap between where you are now and where you want to be in any area of your life or you are interested in learning more about Linda Cattelan or Results Catalyst Inc. then simply click here: http://www.resultscatalyst.ca

Here you are face to face with your interviewer.  It’s the moment you’ve been waiting for, preparing for.  Will you nail the interview or will you be stumped by the interviewer’s questions?  Anticipating the potential questions you might be asked and ensuring you have concise, well thought out answers will be time well spent in advance of this moment of truth.

Here are 11 of the most frequently asked interview questions.  Make sure you take the time in advance of the interview to develop strong answers to each of them.  It will be worth your time and energy.

1. Tell me about yourself.  The answer should give the interviewer a brief profile, history, 5-7 key sound bites, and should be answered in 5-7 minutes. 
2. What are your strengths & weaknesses?  The answer should start with, “Let me answer in 2 ways, professionally and personally….”  Strengths should include hard skills, soft skills and intrinsic skills.  Although you should prepare 3 weaknesses, you should provide only 1 at a time, and use the others as back up if and only if asked for more.  The weaknesses should always sound like strengths.  e.g. – I can get overly passionate about my work at times.
3. What do you want to do?  Be clear yet realistic about your career goals and aspirations.  e.g. - I want to become an expert business analyst.
4. Why are you interested in this job?  If you’ve done your homework researching the company and the job, answering this question should be a breeze.  e.g. - I believe this job and/or company aligns well with my career values and would provide me with learning and development opportunities and experience.
5. What do you know about our company?  Be creative.  Don’t simply repeat what you read about the company in the annual report.  Research press releases and newspaper articles.  If there is current topical information about the company in the press it will demonstrate you are interested and aware of what’s going on.
6. Why should we hire you?  The answer to this question makes a great closer if you are well prepared.  e.g. - My strengths match up well to the job requirements.  I have the knowledge and expertise to do the job well.  I am highly motivated and I adapt easily and quickly to change and could be up to speed in no time.
7. What will your references say?  Determine in advance who your references will be.  You should identify 6 to 10 references, i.e. - 2 subordinates, 2 bosses, 2 clients or suppliers and 2 peers.
8. Why did you leave your previous employer?  Be honest without pointing fingers or blaming others.  Make this about you.  e.g. - I had an opportunity to advance my career or I became aware of an opportunity that better matched my skills and experience. 
9. What did you like most and least about your last position/company?  The key is to make what you liked least work for you.  e.g. - I would have preferred to have more customer interaction.
10. Describe the characteristics of the ideal role for you.  This question is being asked to ensure you are a good match for the role you are being interviewed for.  If you have researched the role and know you want it, then your characteristics should match up nicely.  If they don’t—why did you agree to this interview?
11. The money question.  This doesn’t usually come up in the first interview.  However, when it does come up you want to be prepared and be able to articulate your expectations.

Make sure you take the time in advance of the interview to develop some strong answers to each potential question.  The better prepared you are to answer questions, the more likely you will make a strong impression on your interviewer.  Be prepared and interview like a pro.

If you would like more information about preparing for job interviews visit Linda at:  www.resultscatalyst.ca

Linda Cattelan, Career & Life Coach and the President of Results Catalyst Inc. – a professional coaching and training company focused on individuals and teams to maximize human potential and to achieve personal and professional success.  Linda shares over 25 years of corporate experience, much of it at the senior executive level.  A superior track record coaching and mentoring senior managers, executives and entrepreneurs to consistently achieve outstanding results Linda is brilliant at using various self discovery techniques to facilitate getting at core issues instrumental for personal and professional breakthrough.

Holding a Masters Degree in Business Administration, Linda is a Certified Trainer and Master Practitioner in Neuro Linguistic Programming (NLP) and a Certified Professional Co-Active Coach.  Linda is a regular guest of radio and television and a Contributing Author of the inspirational and informative networking book, “The Power of Women United”.

If you are interested in closing the gap between where you are now and where you want to be in any area of your life or you are interested in learning more about Linda Cattelan or Results Catalyst Inc. then simply click here: http://www.resultscatalyst.ca

Human resources people, managers, and small business owners, all have something in common… they need to know, legally, what they should and should not do in order to keep them in good stead with their employees.  Keeping up to date with the legalities of having employees can be mind-boggling, especially if you are more focused on running your business (or department) then researching employment law.  That being said, it is something that you need to be aware of, for your own (and your business’) sake.  And since most of us do not have a highly-trained legal team at our disposal to advise us, we will need to get the information ourselves.

If you are an employer in the U.S., who would like to gain some understanding of your legal rights and obligations as an employer, then you might want to check out The Employer’s Legal Handbook: Manage Your Employees & Workplace Effectively by Fred Steingold.

There are a wide range of topics covered, and Steingold gets into the nitty gritty of everyday employee relations.  Hiring and personnel practices, wages and hours, employee benefits, and taxes are the types of things every business needs to know and understand.  For example, knowing what to keep in your employee files, how to pay your employees, types of benefits you can offer, and deductions to make for taxes is all basic employee information that every business needs to know. 

But the book does not stop there: 

• There is also a discussion on family and medical leave; who is entitled to it, what you need to do to accommodate it, and how to transition someone back into your workplace after it is over. 
• Also, there is information to increase your awareness of health and safety issues and state-specific OSHA requirements that business need to follow. 
• There is even a chapter on illegal discrimination, which is something that should be of concern to every manager.
• The Americans with Disabilities Act is discussed in detail.  Terms like “reasonable accommodation” are explained,  as well as which businesses are covered by the Act.
• The book also gets into the tricky area of termination.  If you have exhausted your alternatives, there are guidelines on how to fire someone the right way, to protect yourself and your business.  How to handle things like the final paycheck, continuation of benefits, and handling post-employment enquiries.
• Employee privacy is an issue that has become more prominent in the last few years.  Specifically, monitoring your employees at work and employee dating are topical issues that are dealt with from a legal standpoint.
• More technical issues arise when hiring independent contractors.  This book helps you sort out the rules and laws of classifying your workers and avoiding costly mistakes.
• Unions and the National Labor Relations Act are touched upon, including the rights of every employee and employer with regards to this process.
• And finally, how to get further help from a lawyer when you need it.

As an employer, if you make the commitment to better understand your rights and responsibilities under the law, you will see your efforts paid back to you many times over.  Managing your employees in a fair and legally responsible way will reap dividends in a more happy, healthy, and smoothly running workplace, and help you avoid the consequences of not staying informed.  Check out The Employer’s Legal Handbook to give your employment legal knowledge a jump start.

As a career seeker, there are many services available to help you in your search for a new job.  There are resume writing services, career assessment services, and industry research services, to name just a few.  Most of these services are fairly self-explanatory, and most people probably have a good idea of what these services are about.
 
However… there seems to be more confusion caused by two particular resume services than any other services.  They are resume distribution and resume submission services.  They sound alike, but, they are not the same.  They are actually very different.  Since the services are so different, it’s a good idea to know which is which, and exactly what they can do for you. 
 
Resume Distribution

• Your resume is emailed directly to a list of recruiters and/or employers.
• All the recruiters on the list have signed up for the service, so they will be expecting (and welcoming) any resumes that they are sent.  (Much better than sending your resume out at random.)
• You can be as specific as you would like since the email can be targeted by industry or geography.
• If you are concerned about privacy, you may have the option to have your resume sent confidentially, with no personal information attached.
• Some providers also provide a confidential email reply box, so you don’t have to use your own email address.
• Also, a good feature to look for is the ability to provide the names of companies where you do not wish your resume to be sent (for example, your current employer!).
• After the email is sent, you can get the list of companies where your resume was sent.
• You may have the option of re-sending your resume after a specific period of time.

Companies offering Resume Distribution Services:
EmailMyResume.com – E-mail your resume and cover letter to 1000′s of Top Employers and Recruiters!
ResumeZapper.com – Instantly Distribute your resume to up to 10,000 Top Recruiters!
 
 
Resume Submission

• Your resume is automatically posted to a number of Internet job boards and job search engines.
• A nice thing about this service is that new accounts are set up in your name to all the job boards that now have your resume, so you do not have to spend the time doing it yourself.  You will get a list of the job boards with all the necessary login information.
• Job agents can also be sent up for the various job boards, which will send you email alerts when a job matching your requirements is posted to the job board.  The job agents are set up with your job type and location in mind.
• You can specify what types of niche job boards you would be interested in and narrow your focus by industry.
• Some companies offer to confidentially post your resume by not displaying any personally identifiable information.  If you are interested in this service be sure to read how to remove the identifiable information from your actual resume before you use it.
• Also, you can set up a confidential personal email address with the company to enhance your privacy.

Companies offering Resume Submission Services:
ResumeRabbit.com – Be seen by 1.5 million employers & recruiters instantly!
 
 
So, to summarize, one is an email blast to interested recruiters/employers, and the other is an automatic job website sign-up and submission service.  One can help you get in contact with recruiters and hiring managers, and the other gets you set up on a variety of job boards.  Please note, neither service offers any guarantees regarding the results you may get.  They are both basically time savers, and depending on what you are interested in accomplishing, they might help you get to the next stage of your job search a little quicker.

You have a job interview coming up.  The employer called after seeing your resume and noting your education, experience and expertise.  You bought the book on how to field those tricky questions that you’ll be asked.  Now all you have to do is show up at the appointed time and place.  Not quite—if you haven’t brushed up on your interview etiquette.  A degree from the best university in the country, documentation of your previous employment and glowing letters of recommendation will not be enough if your manners and your personal skills don’t measure up.  Here are a few points to ponder:

Dressing for the interview:  In today’s world where business professional and business casual are constantly confused, it is difficult to know how to dress.  Walk into any place of business, and you’ll get mixed messages.  However, going to the site is just what you should do if you want to be confident about your attire.  Make a decision about what to wear based on the most professional-looking people there.  It is better to dress up rather than down.

Time of arrival:  Be on time.  Showing up late will ruin your chances of being hired, but arriving too early can also affect the outcome.  When you appear more than ten minutes ahead of your appointment, you intrude on the interviewer’s time and other activities.

Verifying the location:  Be sure you know where you are going and how long it will take to get there.  Factor in details that could slow you down like the time of day.  Is it rush hour or is school letting out?

Parking your car:  Do some reconnaissance here as well.  There may be parking right in front of the building, but are those thirty-minute meters?

How to begin:  Make eye contact, smile and extend your hand immediately.  The first words out of your mouth should be “thank you” and the interviewer’s name.

Where to sit:  Unless you are told where to sit, ask.  If you are given a choice between the sofa and a straight chair, pick the chair.  You may not be as comfortable, but you’ll look more professional.

How to conclude:  When the interview is over, thank the person again for seeing you, use his name and shake hands.

A final caution:  Try out your handshake ahead of time on the most astute business person you know just to make sure it passes the “firm” test.

© 2010, Lydia Ramsey.  All rights reserved.

Lydia Ramsey is a business etiquette expert, professional speaker, corporate trainer and author featured in the Wall Street Journal and many other off-line and on-line publications. Lydia shares her business etiquette tips in her monthly e-zine, her blog and on Twitter. To register for these free services visit http://www.mannersthatsell.com today!

Hiring mistakes cost everyone… big.  Not only are there costs associated with the actual hiring process, there are also the costs of termination, the subsequent downtime and re-training efforts, lost (or delayed) business, lower productivity, and detrimental impacts on staff.  That doesn’t even take into account the possible legal consequences as well.  Considering of all this, doesn’t it just make sense to find a way to hire right the first time?

In Hire With Your Head: Using Performance-Based Hiring to Build Great Teams, Lou Adler explains how to use performance-based hiring to hire more top candidates, more often.

Performance-based hiring is hiring based on what the candidate needs to do to be successful in the job, versus relying on what the candidate has in terms of their qualifications.  It is this basic shift in approach to hiring that, according to Adler, is more likely to attract top candidates, provide better hires, and contribute to reduced turnover over in the long term.

First, since your priority is attracting top candidates, you must tailor your hiring process to them.  That means doing everything from advertising positions to selecting resumes to interviewing to negotiating with top candidates in mind.  Adler gives you his perspective on hiring, and why he thinks it is the most important thing that a manager does.

Then, you must define what the candidate must be able to accomplish to be successful in the job.  Adler explains how to create a Performance Profile in order to help you identify the specific objectives needed.

After that you will need to find candidates that are able and motivated to do the specific job.  There are some great tips on sourcing and interviewing here.  Have you ever hired someone who interviewed extremely well, but when it came time to doing the job, they underperformed?  Alder lets you in on critical mistakes that happen during the interview process and how to counteract them.

And finally, when you have found your candidate, Alder lets you in on the best way to recruit them, and keep them interested for the long-term.

If you have made your share of hiring mistakes, implementing a performance-based hiring system might be the best thing you can do for yourself, and your company.  Check out Hire With Your Head today.

Are you interested in taking some classes to upgrade your skills?  Check out the colleges and universities that are providing people with the skills they need to advance in the workplace.

Use the form below to search for U.S. and Canadian colleges and universities.  Whether you are interested in attending classes on campus or online, you will find comprehensive information to help you decide which school is right for you. 

From your search you will find a listing of schools that fit your requirements, and the programs they offer.   There are degree programs, certificates, and training programs available in a wide variety of subjects.

To receive detailed information on any of these programs, please click through to the particular school and complete their online form to have your information package sent straight to you!

Use this form to get started:

So you’ve finally landed an interview for that dream job you’ve always wanted.  Now what?  Do you go into panic mode as you try and figure out how to best prepare for the interview, or do you remain calm, cool and collected as you review your interviewing basics checklist.

Consider for a moment the purpose of the interview from your perspective, as well as from the perspective of the interviewer.  You want to provide the interviewer with key information about yourself as well as create a favorable and lasting impression.  You also want to make sure you receive key information you need to determine if this is the right fit for you in terms of job, opportunity, culture, etc.  The interviewer on the other hand is looking to gather information about you that perhaps was not available on your resume or to provide you with key information about the job or the company.  The interviewer will be assessing your fit within the role and company culture as well as determining if you can do the job.

There are certain things that are well within your control and some things that are not.

Let’s look at what’s within your control.  You can:

• Be prepared and punctual
• Dress professionally
• Present a good attitude
• Control what you say and how you say it
• Use positive body language.  Communication is 55% body language.
• Prepare your questions in advance of the interview.  Make sure you have at least 3 great questions to ask in the interview.
• Follow up (90% of interviewees don’t follow up-this alone will make you stand out as a candidate.)

Now let’s look at what is not within your control:

• Who you meet
• The length of interview or the type of interview (i.e. panel vs behavioral vs structured, etc.)
• What questions are asked
• Any interview bias
• The quality of interviewer

Preparing for the interview is a key component of getting the job.  It’s important for you to do as much research as you can about the job, the people in the organization, the company, the leaders, the goals and objectives of the organization and much more.  The more you know, the more you will either be passionate about the opportunity or convinced it’s not the role for you.  Research is easy with the internet at your fingertips.

Another important thing to consider while preparing for an interview is to understand your strategic advantage as an interviewee.  What makes you the best candidate for this job?  Know the answer.  Prepare a brief outline of the points you want to make in the interview and practice them.  You can practice in front of a mirror or role play with someone.  Anticipate any skill and/or knowledge requirements and be prepared to address any shortfalls you may have in the hiring criteria.  Lastly, make sure you are displaying your most positive attitude before, during and after the interview process.

At the point of the interview:

• Turn off your cell phone
• Be mindful of first impressions
• Listen to the specific question
• Be direct and specific in your answers
• Be concise, but don’t say too little
• Gauge the interviewer’s style and experience
• Watch for clues and adapt to changing situations
• Watch for non-verbal communications
• Be aware of your body language
• Match and mirror your interviewer’s body language

Here are some of the most frequently asked interview questions:

• Tell me about yourself.
• What are your strengths & weaknesses?
• What do you want to do?
• Why are you interested in this job?
• What do you know about our company?
• Why should we hire you?
• What will your references say?
• Why did you leave your previous employer?

Make sure you take the time in advance of the interview to develop some strong answers to each.  The better prepared you are to answer questions, the more likely you will make a strong impression on your interviewer.  Be prepared.  So now that you are prepared and you know what you can and can not control you can relax and enjoy the interview.  It’s the next step in landing you that dream job!

If you are interested in other ways to prepare for your interview, build rapport or learn about the many ways you can successfully attract your goals, dreams and aspirations, please visit http://www.resultscatalyst.ca/.

Linda Cattelan, Career & Life Coach and the President of Results Catalyst Inc. – a professional coaching and training company focused on individuals and teams to maximize human potential and to achieve personal and professional success.  Linda shares over 25 years of corporate experience, much of it at the senior executive level.  A superior track record coaching and mentoring senior managers, executives and entrepreneurs to consistently achieve outstanding results Linda is brilliant at using various self discovery techniques to facilitate getting at core issues instrumental for personal and professional breakthrough.

Holding a Masters Degree in Business Administration, Linda is a Certified Trainer and Master Practitioner in Neuro Linguistic Programming (NLP) and a Certified Professional Co-Active Coach.  Linda is a regular guest of radio and television and a Contributing Author of the inspirational and informative networking book, “The Power of Women United”.

If you are interested in closing the gap between where you are now and where you want to be in any area of your life or you are interested in learning more about Linda Cattelan or Results Catalyst Inc. then simply click here: http://www.resultscatalyst.ca