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    Default Job Interview Guide

    The 25 most difficult questions you'll be asked on a job interview

    Being prepared is half the battle.

    If you are one of those executive types unhappy at your present post and embarking on a New Year's resolution to find a new one, here's a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.

    This article has been excerpted from "PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully" by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Publised by Harcourt Brace Jovanovich.

    Morin is chairman and Cabrera is president of New York-based Drake Beam Morin, nation's major outplacement firm, which has opened offices in Philadelphia.

    1. Tell me about yourself.

    Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.

    2. What do you know about our organization?

    You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.
    You might start your answer in this manner: "In my job search, I've investigated a number of companies.

    Yours is one of the few that interests me, for these reasons..."
    Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.

    3. Why do you want to work for us?

    The deadliest answer you can give is "Because I like people." What else would you like-animals?

    Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.

    If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization.

    Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.

    4. What can you do for us that someone else can't?

    Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.

    5. What do you find most attractive about this position? What seems least attractive about it?

    List three or four attractive factors of the job, and mention a single, minor, unattractive item.

    6. Why should we hire you?

    Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4.)

    7. What do you look for in a job?

    Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.

    8. Please give me your defintion of [the position for which you are being interviewed].

    Keep your answer brief and task oriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.

    9. How long would it take you to make a meaningful contribution to our firm?

    Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.

    10. How long would you stay with us?

    Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."

    11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?

    Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.

    12. What is your management style?

    You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").

    A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.

    As you consider this question, think about whether your style will let you work happily and effectively within the organization.

    13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?

    Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.

    14. What do you look for when You hire people?

    Think in terms of skills, initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.

    15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?

    Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone-humanely.

    16. What do you think is the most difficult thing about being a manager or executive?

    Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employees to get something planned and completed on time and within the budget.

    17. What important trends do you see in our industry?

    Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.

    18. Why are you leaving (did you leave) your present (last) job?

    Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.

    The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.

    19. How do you feel about leaving all your benefits to find a new job?

    Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.

    20. In your current (last) position, what features do (did) you like the most? The least?

    Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.

    21. What do you think of your boss?

    Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.

    22. Why aren't you earning more at your age?

    Say that this is one reason that you are conducting this job search. Don't be defensive.

    23. What do you feel this position should pay?

    Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between $______ and $______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"
    If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question.

    Here, too, either by asking the interviewer or search executive (if one is involved), or if research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.

    If the interviewer continues to probe, you might say, "You know that I'm making $______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.
    If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.

    If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to respond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making $80,000 a year, you can't say that a $35,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)

    Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.

    But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.

    24. What are your long-range goals?

    Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."

    25. How successful do you you've been so far?

    Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.

    Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.


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    Top 10 Mostly Asked Questions During Interview


    Expect to be asked several probing, hardball questions during your next job interview. The following are 10 typical stress questions and strategies on how you might answer them.



    1. Could you tell me a little about yourself?

    This seemingly innocuous, open-ended question can be intimidating. If you aren't prepared, you won't know what to say or how long to talk, especially since the interview is just beginning.

    Don't launch into a mini-speech about your childhood, schooling, hobbies, early career and personal likes and dislikes. Instead, cite recent personal and professional work experiences that relate to the position you're seeking and that support your resume credentials.

    "Everything you say about yourself should fit together to form a cohesive pattern that conveys the message: I have unique qualities that make me the right person to fill this position,"

    One caution: This question is a great opportunity to sell yourself. At this stage of the interview, however, it's best to remain concise and low-key.



    2. Why did you leave your previous employer, or why are you leaving your present job?

    Don't be defensive, especially if you left due to problems with your boss or co-workers. Career experts agree that it isn't wise to air your frustrations about a previous or current job or co-workers during interviews. You may be perceived as a chronic malcontent or difficult to work with.

    Perhaps the best answer is that you're seeking greater opportunity, challenges or responsibility. Don't use "more money" as a reason. It's usually obvious that if you're changing jobs, you hope to obtain a better salary.




    3. What are your greatest strengths?

    This question allows you to describe your strongest attributes and skills. Be sure to mention assets that are directly related to the responsibilities of the open job. Briefly summarize your work experience and your strongest qualities and achievements.


    Expert advises job seekers to include four specific skills that employers value highly: self-motivation, initiative, the ability to work in a team and a willingness to work long hours. Additional qualities employers admire include good communication skills, loyalty, reliability, integrity, promptness and self-confidence.



    4. What are your weaknesses?

    This question is potentially more harmful than helpful and can also intimidate applicants. Realize that most interviewers don't expect you to be perfect or reveal your true weaknesses. They're just probing for soft spots.


    If you give a flip answer, or respond with, "Well, I don't really have any weaknesses," you may be perceived as arrogant or lacking in candor or self-knowledge.
    Most career advisers recommend turning this question around and presenting a personal weakness as a professional strength.


    You can turn these weaknesses around by saying that you're very meticulous and remain involved in projects until you've ironed out all the problems, even if it means working overtime. This way you've cast your weaknesses into positives most bosses would find irresistible.



    5. What type of salary do you have in mind?

    Interviewers usually ask this question to determine whether the company can afford you. If possible, defer your answer until the end of the interview when you'll know if you're a serious candidate. By answering too quickly and stating a salary that's too high or too low, you may be disqualified from consideration.


    If the interviewer still insists that you name a figure, ask about the position's salary range. If you don't receive a satisfactory answer and you can't stall further, cite a figure that meets your requirements and the standards within the industry. It's better to err a little on the high side since the final offer is invariably going to be lower than you requested. Then, say that it's the job, not the salary, that interests you.


    Be honest if the interviewer asks what you're currently earning, or earned previously, because the amount can be verified.



    6. What do you like most and least about your present job?

    This question allows the interviewer to gather clues about the type of environment or corporate culture that suits you. Concentrate your answer on areas that are relevant to the position and be specific.

    When discussing least-liked aspects of your present or previous job, try to mention an area of responsibility that's far removed from the functions of the job you're seeking. This shows that you stick with tasks that don't particularly interest you.



    7. Are you applying for any other jobs?

    Hardly anyone expects you to say "no" to this question in today's job market. If you do, the interviewer may think you're either naive about business conditions or not serious about job hunting. Instead, say you're exploring several openings that might fit your talents and potential.


    Don't say that you're already weighing job offers, however. You may be viewed as uninterested in the job



    8. Why should we hire you?

    This question entices job seekers to really sell themselves.

    The interviewer who asks you this is really probing your readiness for the job, your ability to handle it, your willingness to work hard at it and your fitness for the job.

    Show your readiness by describing how your experience, career progression, qualities and achievements make you an asset. Highlight your ability by discussing your specific skills and accomplishments.



    9. Where do you hope to be in five years?

    Without saying you want the boss's job, describe where you would like to be in your career in five years, as well as what you hope to have accomplished.

    Employers prefer candidates who think in terms of the future and set realistic goals.



    10. Do you have any questions? Can you think of anything else you'd like to add?

    Don't say "no," or that everything has been thoroughly discussed.

    By saying you don't have any questions, the interviewer also may assume you're not interested in the job.
    Have some intelligent questions ready that show you're knowledgeable about the company and the opening. This presumes that you've done your homework.

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    Before going for an interview, you have to learn about company business and their services.
    Study about your weaknesses and try to solve them.

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    5 Best Things to Say in an Interview


    By Catherine Conlan
    Monster Contributing Writer

    The best things you can say in an interview wonít necessarily get you the job on their own, but they can certainly pave the way. Keep these five things in mind as you go through the interviewing process to give yourself the best chance at landing the job.

    Ask Good Questions

    According to Howard Pines, founder and CEO of
    BeamPines
    , ďthe best thing a candidate can do at an interview is ask good questions.Ē

    Doing so shows that you are thoughtful and interested in understanding the company. Thereís usually a chance to ask questions at the end of your interview, so be ready with questions that show youíre engaged in the process.

    Pines suggests several questions, including:

    • What are the biggest short- and long-term issues I would need to focus on in this position?
    • What would I need to focus on differently than the previous person in this position?
    • What organizational issues should I be aware of?

    ďIím flexible.Ē

    Whether itís about possible job duties, a potential start date or simply timing for the second interview, stressing your flexibility makes you easy to get along with.

    Hiring managers donít like complications, and having to coordinate complicated schedules or haggle over a job description eventually just makes you look difficult. While you certainly donít want to be a pushover -- and ďflexibleĒ shouldnít define your salary negotiation -- show your potential employer that youíre interested in results that work for everyone.

    The Companyís Own Words

    Before your interview, become familiar with the companyís website and literature. Pay attention to the words used -- whatís important to the organization?

    ďIn your interview, hit key words that appeared on the company website or brochure,Ē says Olivia Ford ofAdeptio. ďThese key words might include team, leadership, simplistic, culture or growth.Ē

    Mixing these keywords into your answers can provide a subtle hint that you are plugged in to what the organization is looking for.

    ďThatís a Good Question.Ē

    Use this phrase instead of blurting out ďI donít knowĒ if the interviewer stumps you with a surprise question. It can give you a few moments to come up with an answer and, in the meantime, strokes the interviewer's ego a little bit too.

    Avoid the ďI donít knowĒ answer when possible, but of course donít lie about your experience or training.

    Reasons You Want the Job.

    Knowing a job prospectís motivations is important for managers who are hiring.

    During your interview, talk about how this position fits into your future plans and the ideas you have about your career, how it fits with your values, and what you would like to learn from it. Talk about how you see yourself in relation to the company and what you believe you can bring to the position.

    These kinds of thoughts show who you are as a person, and go a long way toward giving the hiring manager an idea about how you might fit in the companyís culture and values.

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    The Five Deadliest Job Interview Mistakes



    MISTAKE NUMBER ONE: Neglecting the Basics

    You've got to go to a job interview prepared. If your first question for an HR person or hiring manager is "What does your company do?" you can bet that the interviewer is drawing a big red X through your name in his mind, even if he's too polite to say so.

    You have to know what the company does and for whom, where its various locations are and who its competitors are. You have to know what's new in the organization and what people are saying about them. Here is a list of of critical pre-interview research topics and where to find the information you need.

    The goal of your pre-interview research is not to show that you're a good little student and a get a gold star, but to understand the company's business situation. That's for your own benefit, and your knowledge will help you compose thoughtful interview questions to ask your interviewer, too.


    MISTAKE NUMBER TWO: Showing Up Without Questions

    "Is there a bus that runs by here?" is a perfectly fine question for a job-seeker to ask an interviewer if the job-seeker is 18 years old or younger. Once we hit adulthood, we're expected to develop higher-altitude questions about the role, the company's situation in its marketplace and the hiring manager's priorities.

    Click here for a list of interview questions that you can jot on your spiffy notepad (tucked into your leather or vegan leather portfolio, which you'll bring to every interview not only to prep yourself with pre-written questions but also to take notes) and refer to when you need it.

    The best interview questions, though, are not the ones on our list but organic questions that spring from the unfolding conversation, as in this example.


    MISTAKE NUMBER THREE: Answering and Going Silent

    When we have in mind that a job interview is like an oral exam, we answer a question and then clam up and wait for the next one. That's citizenship-exam behavior. That's not how humans converse, and you're not going to start an intellectually-stimulating conversation by following the boring, standard script. If you interview in the standard sheepie way, the manager will forget your conversation two minutes after your tush disappears through the revolving door.

    Here are two contrasting answers to the lame interview question "Where do you see yourself in five years?"


    MANAGER: Where do you see yourself in five years?

    APPLICANT: Here, hopefully, working in Accounts Payable or perhaps in Finance.

    Is this manager going to say "Wow! There's a lively thinker!" upon hearing this answer?

    Heck, no. Not one neuron is firing in the manager's brain while you're matching the lameness quotient of his lame question with your own lame answer.


    Let's try it again:

    MANAGER: Where do you see yourself in five years?

    APPLICANT: I don't have a timetable, but I'm interested in astrophysics - yes, don't laugh! It's true. I love science, and I don't know exactly where I'll go with it but I read everything I can about quantum mechanics, cosmology and the point where engineering and physics intersect.


    MANAGER: Wow -- but you're an Accounts Payable person!

    APPLICANT: I worked at my grandpa's hardware store in high school and I learned bookkeeping and then Accounting. I got my BS in Finance because I like fitting the numbers into the rest of the business processes like Purchasing, Sales and forecasting. Somehow I'm going to weave the science in, at some point. Life is long!

    You can turn even a brainless interview question like "Where do you see yourself in five years?" into a conversation-starter if you bring a little mojo to the interview.

    What is there to be afraid of, after all? The only mistake you can make is to hide behind the script and be forgotten. As long as you stay calm, don't evaluate or censor yourself and listen to your body, you're going to do fine.


    MISTAKE NUMBER FOUR: Leaving Without Learning

    Notice how I keep talking about getting the manager's brain and your own brain working? To do that, you've got to listen carefully to everything your interviewer says, get off the script and react appropriately. You've got to let the conversation unfold, and that means keeping the conversation human instead of retreating to the boring and robotic standard interview script.


    Let's compare two answers to the question "What do you know about FrammelSoft?"

    MANAGER: Tell me what you know about FrammelSoft.

    CANDIDATE: I'm sorry that I'm not familiar with that software, but I'm a quick learner.

    This is a classic interview mishap. You're an experienced Accounts Payable person and you've never heard of this piece of software, yet you apologize for not knowing it?

    You have nothing to apologize for. Let's try it again, this time staying human and pushing for some learning on both sides of the conversation.


    MANAGER: Tell me what you know about FrammelSoft.

    CANDIDATE: Is that an Accounts Payable application?


    MANAGER: Not specifically - it's a kind of mid-range ERP, but there's an Accounts Payable piece. We've been using it since before I got here.

    CANDIDATE: How does it fit into the A/P pipeline specifically?


    MANAGER: Well, we enter the vendors into FrammelSoft and then it creates vendor reports used by Purchasing. It's kind of ancillary to A/P but it's a tricky system and I was wondering if you'd used it.

    CANDIDATE: I haven't heard of it, but it makes me curious, because I thought I read in the job ad that you use SAP.


    MANAGER: We do use SAP - this Frammelsoft program is a legacy thing that is actually kind of a pain in the neck.

    CANDIDATE: Would it be worth exploring a way to get out of the dependence on FrammelSoft and get that functionality from SAP, which already cost your company a bundle?


    MANAGER: That would be heavenly, but our Purchasing guys are completely committed to FrammelSoft.

    CANDIDATE: It makes me think that if I were the person you hired for this job, the Purchasing folks would be a high priority for me -- getting to know them and then understanding what they get out of FrammelSoft that they can't get from SAP.


    MANAGER: I have to think our SAP Account Manager would be your ally in that.

    The hiring manager is mentally imagining you in the job, already! On a job interview, don't give a harmless little answer and be quiet. Listen, learn and respond! You'd do that naturally if you weren't experiencing interview jitters.

    You can lessen the jitter factor by reminding yourself that not everyone is worthy of your gifts. Only the people who get you, deserve you!



    MISTAKE NUMBER FIVE: Groveling


    Groveling means cowering and begging. It means watching the interviewer's face to see how he or she reacts to every word you utter and every non-verbal signal you send. It means shutting down your true personality in order to be pleasing to the interviewer.

    You don't go on dates to please people, do you? You go on dates to figure out whether you and another person have enough chemistry to continue the conversation. A job interview works the same way!

    As long as you believe that an employer has something wonderful and precious that you desperately need -- that is, a job -- and that you are nothing and they are godlike, you are sunk. The only kind of people you'll bring in then will be fearful managers who are sure to undervalue and abuse you.

    When you know in your heart and your gut that you bring to the table something just as valuable as a paycheck and maybe much more -- your tremendous experience, intellect and instinct -- you'll carry yourself differently. You won't trip over your words in an effort to please His Majesty or Her Highness, because you'll see yourself and the interviewer as equals on a level playing field.

    If the energy is right, you'll have a new job and they'll have an awesome new employee in a few weeks. If the energy is wrong, your mojo won't even flicker, because you'll be one step closer to the perfect opportunity waiting for you, working among people who will grow your precious flame.


    http://www.linkedin.com/today/post/a...15kZp6MDLJfSk1

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    Nice shearing

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    Recruiters Explain What The Worst LinkedIn Profiles Have In Common

    Recruiters and hiring managers need to find your profile in the first place. Then they need to like what they see there.

    1. ITíS OUTDATED

    Many users treat their LinkedIn profiles like their resumes, as a static resource they only bother to update in times of need. Thatís a bad move says Stacy Zapar, founder of the recruiting consultancy Tenfold; she relies heavily on LinkedIn to find and make hires.

    2. YOUR HEADLINE SUCKS

    When recruiters search profiles on LinkedIn, they see a list of candidates that match their search criteria. The details on the search results page itself are pretty minimal. Often recruiters donít have much to go on beyond job title and headline when theyíre deciding whether to click your profile and read further.

    3. IT DOESNíT TELL A COHERENT STORY

    Most users write their LinkedIn summary and experience sections to reflect their resumes, and wind up with a linear run-through of their employers, responsibilities, and accomplishments. This is effective at conveying what youíve done and where, but it doesnít do much to help you stand out.

    4. ITíS ALL BUSINESS

    As Nguyen-Long also realizes, separating all things business from anything remotely personal will leave your LinkedIn profile sounding sterile. You want to give recruiters and hiring managers a chance to see common threads.

    5. YOU HAVENíT WRITTEN ANYTHING

    LinkedInís publishing platform opened up to all members a few years ago. For bloggers and writers, adoption was easy. For most users, not so much.

    more at :
    https://www.fastcompany.com/40426311...have-in-common

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    Three Habits Of The Best Job Candidates Iíve Ever Interviewed

    Take it from an experienced recruiter: Making a great impression isnít rocket science, but itís easy to get wrong.

    1. THEY MAKE IT CLEAR WHY THEY FIT THE ORGANIZATION

    Itís fair to think of an interview like a test. After all, someoneís asking you questions and judging you based on your answers.

    2. THEY SHOW THEYíRE LISTENING

    You know that asking questions at the end of your interview is a great way to build a connection. However, posing them is not enough.

    3. THEY WRITE THOUGHTFUL THANK-YOU NOTES

    Another way I knew a candidate was listening was if they referenced something I said in their follow-up.

    More at: https://www.fastcompany.com/40404120...er-interviewed



    The 7 Questions Recruiters At Companies Like Amazon And Spotify Wish You Would Ask

    Hiring managers like to talk about themselves, too

    1. WHAT DO YOU LIKE MOST ABOUT WORKING HERE?
    2. HOW HAS YOUR ROLE CHANGED SINCE JOINING THE COMPANY?
    3. HOW DO YOUR CLIENTS AND CUSTOMERS DEFINE SUCCESS?
    4. HOW ARE YOU IMPROVING DIVERSITY?
    5. WHAT WOULD YOU CHANGE AROUND HERE IF YOU COULD?
    6. HOW DOES THE MANAGEMENT TEAM DEAL WITH MISTAKES?
    7. WHATíS THE BEST BENEFIT YOU OFFER?

    More at:
    https://www.fastcompany.com/40406730...ant-you-to-ask



    The Fatal Interview Mistake 90% Of Job Seekers Make

    A job interview is not a pass/fail activity. Your goal is to get stronger with every interview. In this context, what does "getting stronger" mean?

    Getting stronger at job interviewing means becoming more aware of yourself and the interviewer, and the company's current situation and its needs. Focus on one word: relevance.

    Lots of people might be qualified for the job you're interviewing for. Your assignment is to show the relevance between what you've already done in your career (or at school, or somewhere else) and the employer's needs.

    The vast majority of job seekers treat a job interview like a pass/fail oral exam. They go to the interview with the goal of answering the interviewer's questions satisfactorily. That's not enough!

    Most of the applicants for any given job opportunity will answer the interviewer's questions satisfactorily. There might be ten or twelve applicants who all answer the questions as well as you did. The problem is that there is only one job to be filled!

    Making it out of a job interview without flubbing a question is not your goal. Your goal is to stand out -- in a good way!

    Your goal is to shift the frame during the interview. Shifting the frame means changing the conversation to get your interviewer off the interview script.

    Here's how to do this in your next job interview.

    https://www.forbes.com/sites/lizryan...-seekers-make/



    What I Learned From Going On 50+ Interviews (Including Google, Microsoft & Twitter)

    A recent LinkedIn survey on talent trends showed that 1 in 3 people were actively looking for new work.

    On average, an open role at a well known company gets ~250 resumes. 75% of these resumes came from some sort of online portal (like the companyís online application, or a career aggregator site like Indeed.com).

    Once submitted, these applications are screened by Applicant Tracking software that scans them for keywords. At the end of the process, ~5 resumes make it into the hands of a recruiter. Thatís 2% at best.

    Additionally, The Wall Street Journal published an article stating that 80% of jobs arenít advertised online.

    That means that 75% of people applying for jobs are all competing for 20% of the opportunities!

    When it comes to getting hired, referrals are the most effective way to secure an interview and land the offer. Here are some stats from a recent Jobvite survey:

    - 40% of hires come from referrals, the next largest channel is via career sites at 21% (almost half as many)

    - Referrals get hired in an average of 3 weeks while other applicants take up to 7 weeks

    - Referrals get paid more on average than cold applicants

    Moral of the story?
    If we want to get hired at our dream job, we need to find a way to get a referral from an insider.

    The problem is, many of us donít happen to have friends or family working at places like Google.

    First, Iíll walk you through the exact process you can use to get a job interview at your dream company even if you donít know a single person there ó you wonít even need to apply online.

    Next, Iíll teach you how to ace the interview process and land the offer.


    https://www.linkedin.com/pulse/what-...VHS13fXA%3D%3D



    Five ways to do better in phone interviews

    1. Attend to your surroundings.

    If you have an interview scheduled, take precautions beforehand to get in a good spot physically.

    2. Dress for the part.

    Consider getting dressed up for your interview, even though no one will see you.

    3. Stand up.

    No kidding. Youíll sound more self-confident and dynamic if you stand while you speak than if you sit. Walking around a bit, but not too much, also keeps the call going smoothly. If your body is confined, your speech sounds different than if you have run of the room. Itís one reason that the best speakers walk around instead of standing in one place at the podium.

    4. Prepare for the most obvious questions.

    A resume is to get someone to pay attention to you. An in-person interview is to see if people like you. Somewhere in between those two events, people need to make sure you are qualified and you donít have any huge red flags. So in a phone interview you can expect people to focus on those two concerns.

    5. Donít forget to close.

    An interview is about selling yourself, and the best salespeople are closers. Your goal for a phone interview is to get an in-person interview. So donít get off the phone until you have made some efforts to get to that step. Ask what the process is for deciding who to interview face-to-face. Ask for decision-making timelines, and try to find out who is making the decisions. Donít barrage the interviewer with questions in this regard, but the more information you have, the more able you will be to get yourself to the next step.


    more at : http://blog.penelopetrunk.com/2007/0...one-interview/


 

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