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The Secret to Interview Success

The Secret to Interview Success

Presuming you’re qualified for the job, the consequence of your employment interview will be reliant on your capability to discover needs and empathize with the interviewer.

You can do this by asking questions that authenticate your knowledge of what the interviewer has just said, without editorializing or declaring an opinion. By establishing empathy in this manner, you’ll be in a significantly better situation to openly exchange ideas, and exhibit your qualification for the job.

In addition to empathy, there are four other impalpable principles to a successful interview. These intangibles will influence the way your personality is perceived, and will influence the degree of rapport, or personal connection you’ll share with the employer, they are:

Enthusiasm. Leave no suspicion as to your level of interest in the job. You may think it’s meaningless to do this, but employers often select the more enthusiastic candidate in the case of a two-way tie. Besides, it’s best to keep your possibilities open. Wouldn’t you rather be in a position to turn down an offer, than have a potential job evaporate from your grasp by delivering a lethargic interview?
Technical interest. Employers look for people who love what they do, and get excited by the prospect of ripping into the nitty-gritty of the job.

Confidence. No one likes a braggart, but the candidate who’s sure of his or her capabilities will almost undoubtedly be more favorably received.

Intensity. The last thing you want to do is come across as “flat” in your interview. There’s nothing inherently unfitting with being a laid back person; but sleepwalkers seldom get hired.
Most employers are conscious of how stressful it can be to interview for a new position, and will do everything they can to put you at ease.

Other Important Factors
Since interviewing also includes the exchange of reliable information, always make sure to represent your experience in a thorough and accurate manner and gather data involving the company, the industry, the position, and the specific opportunity.

A worthwhile interviewing agenda is to link your capabilities with the company needs in the thoughts of the employer so you can build a strong case for why the company should hire you. The more you know about each other, the more potential you’ll have for initiating rapport, and making a knowledgeable decision.

The Proper Way to Resign

The Proper Way to Resign

Once a new position has been accepted, you will need to consider is the timing of your resignation. Since two weeks’ notice is deemed as , make sure your resignation effectively coincides with your start date at the new company.

Try to avoid an extended start date. Even if your new job begins in 10 weeks, don’t give 10 weeks’ notice; wait eight weeks and then give two weeks’ notice. This way, you’ll safeguard yourself from catastrophe, in the unlikely occasion your new company pronounces a hiring freeze a month prior to you coming on board. By staying at your old job for only two weeks after you’ve announced your resignation, you won’t be subjected to the envy, scorn, or feelings of professional impotence that may result from your new role as a lame-duck employee.

Some companies will make your exit plans for you. I know a candidate whose employer had the security guard accompany him from the building the moment he declared his intent to go to work for a direct challenger. Fortunately, he was still given two weeks’ salary.

Your resignation should be taken care of in person, ideally on a Friday afternoon. Ask your direct supervisor if you can converse with him independently in his office. When you announce your intention to resign, you should also hand your supervisor a letter which states your last date of employment with the company. Let him know that you’ve enjoyed working with him, but that an opportunity originated that you couldn’t pass by, and that your decision to leave was made meticulously, and doesn’t portray any negative feelings you have regarding the company or the team.

You should also add that your selection is final, and that you would prefer not to be made a counteroffer, since you wouldn’t want your refusal to accept more money to seem as a personal affront. Let your supervisor know that you appreciate all the company’s done for you; and that you’ll do everything in your ability to make your departure as efficient and harmless as achievable.

Finally, request if there’s anything you can do throughout the transition period over the next two weeks, such as help train your successor, tie up loose ends, or delegate tasks.

Keep your resignation letter short, simple, and to the point. There’s no need to go into detail with regard to your new position, or what encouraged your choice to leave. If these concerns are essential to your previous employer, he’ll plan an exit interview for you, at which time you can hash out your distinctions ad infinitum. Be sure to supply a carbon copy or photocopy of your resignation letter for your company’s personnel file. This way, the circumstances surrounding your resignation will be well recorded for prospective reference.

Resume Design: Tips and Templates That Get Results

Resume Design: Tips and Templates That Get Results

Employers desire crisp-looking resumes that get to the point. By using the example on this page as a model, you’ll optimize both the design and the substance of your resume.

Add awareness and readability by using bullet points, indents and various font styles (such as bold and italic letters). Refrain from utilizing non-traditional fonts or incorporating photos or graphics.

The universal concept is: one page for early-career (entry level to 5-10 years); two pages for mid-career candidates.

Job Data
Supply the reader with applicable information about your previous and existing employers, such as product or service detail, size and physical location.

Quantify your occupation obligations, reporting relationships and achievements with actual numbers.

Job and Education Dates
Make certain the dates are clear and without openings. If you’re a mid- to late-career candidate, you can save space by lumping early-career jobs together.

Degree Credentials
Kindly be accurate—and honest. Misrepresenting your degree is immoral, and might lead to an outcome that is embarrassing—or more painful.

How to Leave a Job Gracefully

How to Leave a Job Gracefully

Picture a co-worker who trashes his cubicle, plays practical jokes on his replacement and slinks off with the copier on his last day of work. Is this a person you’d suggest to a potential employer? Or anticipate your company to rehire? Or want to work with once again? Very likely not.

We can only hope that the reported antics surrounding the Clintons’ White House exodus are not true, because bad behavior—from a chief executive, no less—degrades the job experience for the remainder of us.

Once confronted with leaving a job, it’s best to exercise etiquette, whether the move is voluntary or required. To make the most of an awkward predicament, here are some tips to keep in mind:

Keep your mouth closed. Going out of a job (like ending a personal relationship) is strictly a confidential matter; and waving your dirty laundry serves no purpose.Stay cool. Even in the context of a “confidential” exit interview, there’s nothing to gain from burning the soil.Sustain your distance. Requesting support (or fomenting dissent) from your co-workers could possibly develop the impression of a conspiracy or coup d’etat—and unintentionally involve innocent people.Burn bridges at your own risk. The company you left recently may require your services later. If you don’t have anything nice to say, don’t say it.Sure, it’s easy to be kind when everything’s promising. But it takes an additional dose of character to behave like an adult when the going gets tough. If you’re ever trapped in an abrupt employment shift, try to sustain your poise and take into consideration the outcome of your behaviors.

Workplace tendencies like flexible schedules and casual Fridays may come and go—but good conduct lasts forever.

If not, Shakespeare wouldn’t have written, “A person is remembered for his entrances and exits.”

Don’t Talk Yourself Out of a Job

Don’t Talk Yourself Out of a Job

There are two effective methods to respond to interview questions: the short variation and the long variation. When a question is open-ended, I always suggest to candidates that they say, “Let me give you the short variation. If we need to explore some aspect of the answer more fully, I’d be happy to go into greater depth, and give you the long variation.”

The reason you should respond this way is because it’s often difficult to know what type of answer each question will need. A question like, “What was your most challenging project?” might take anywhere from thirty seconds to thirty minutes to answer, dependant on the detail you choose to give.

Therefore, you must always bear in mind that the interviewer’s the one who asked the question. So you should adapt your answer to what he or she needs to know, without a lot of irrelevant rambling or redundant explanation. Why burn time and develop a negative impression by giving a sermon when a short prayer would do just fine?

Let’s assume that you were interviewing for a sales management position, and the interviewer asked you, “What sort of sales experience have you had in the past?”

Well, that’s exactly the sort of question that can get you into complication if you don’t use the short version/long version method. Most people would just start rattling off everything in their remembrance that pertains to their sales experience. Though the information could possibly be useful to the interviewer, your answer could get pretty complex and extended unless it’s neatly packaged.

One way to address the question might be, “I’ve held sales positions with three different instrumentation companies over a nine-year period. Where would you like me to start?”

Or, you might simply say, “Let me give you the short version first, and you can tell me where you want to go into more depth. I’ve had nine years experience in instrumentation product sales with three different companies, and held the titles of district, regional, and national sales manager. What feature of my experience would you like to focus on?”

By using this method, you telegraph to the interviewer that your thoughts are well organized, and that you want to grasp the intent of the question before you journey too far in a direction neither of you wants to go. After you get the green light, you can spend your interviewing time regarding in detail the things that are essential, not whatever transpires into your thoughts.

Choosing The Best Resume Format

Choosing The Best Resume Format

Your resume can be organized in one of two simple formats: summary or chronological.

The summary (or functional) resume distills your total work experience into major areas of expertise, and targets the reader’s interest relating to your collected capabilities.The chronological resume presents your capabilities and accomplishments within the structure of your previous employers. (Actually, it should be called a reverse chronological resume, since your last job should consistently appear first.)Although the data you provide the reader may essentially be the same, there’s a big distinction in the way the two resumes are created, and the type of effect each will have. My experience has shown that the chronological resume brings the best results, since it’s the most explicit explanation of the quality and application of your skills within a certain time frame.

The summary resume, on the other hand, functions well if you’ve changed jobs or careers often, and wish to downplay your work background and identify your level of expertise. If a potential hiring manager is specifically interested in a steady, progressively advancing employment background (as most are), then the summary resume will very likely work against you, since the format will seem confusing, and might stimulate concerns as to your potential for longevity.

However, if the employer’s principal interest is your technical or problem-solving capability, the summary resume should assist your preferences just fine. Either way, you should consistently follow the recommendations mentioned earlier concerning material and appearance.

Crafting Your Resume “Objective”
Most employers find that a cautiously worded declaration of purpose will help them quickly consider your suitability for a given position. An objective statement can be particularly useful as a quick-screen device when viewed by the supervisor liable for staffing several varying types of positions. (“Let’s see; programmers in this pile, plant managers in that pile…”)

While a stated objective gives you the benefit of targeting your employment objectives, it can also work against you. A hiring supervisor lacking in creativeness or who’s hard pressed for time will often neglect a resume with an objective that doesn’t conform to the precise specifications of a position opening. That implies that if your objective reads “Vice President position with a progressive, growth-oriented company,” you may limit your options and not be considered for the job of regional manager for a struggling company in a mature market—a job you may take pleasure in and be well matched to.

If you’re pretty sure of the exact position you want in the field or industry you’re interested in, then state it in your objective. If not, expand your objective or keep it out of the resume.

Beefing Up an Anemic Resume

Beefing Up an Anemic Resume

To get the most mileage out of your resume, you’ll want to stress certain elements of your experience. By doing so, you’ll represent your qualifications in the most prosperous light, and help give the employer a better understanding of your possible value to his or her organization. To build a stronger case for your candidacy, try highlighting the following areas of interest:

High quality achievements of specific interest. For example, if you’re in sales, the first thing a hiring manager will want to know is your sales volume, and how you ranks with your peers. If you’ve received awards, met goals or produced your company money, let the employer know.

Educational accomplishments. List your degree(s) and/or applicable course work, thesis or dissertation, or specialized training programs. Be sure to reference any special honors, scholarships, or awards you may have received, such as Dean’s List, Cum Laude, or Phi Beta Kappa.

Additional areas of competency. These might include computer software fluency, dollar amount of monthly raw materials purchased, or specialized training.

Professional designations that carry weight in your field. If you’re licensed or certified in your preferred career or belong to a trade organization, by all means let the reader know.

Success indicators. You should certainly include anything in your past that could possibly identify you as a leader or achiever. Or, if you worked full time to put yourself through school, you should consider that experience a success indicator, and reference it on your resume.

Related experience. Anything that would be applicable to your prospective employer’s needs. For example, if your occupation demands internatonal travel or interactions, list your knowledge of foreign languages. If you worked as a co-op student in college, especially in the industry you’re currently in, let the reader know.

Military history. If you served in the armed forces, describe your length of service, branch of service, rank, special training, medals, and discharge and/or reserve status. Employers generally react favorably to military service experience.

Security clearances. Some industries mandate a clearance when it comes to getting hired or being promoted. If you’re targeting a profession such as aerospace or defense, give your current and/or highest clearable status, and whether you’ve been specially inspected by an investigative agency.
Citizenship or right to work. This should be mentioned if your industry demands it. Dual citizenship should also be mentioned, especially if you think you may be working in a foreign country.

In an aggressive market, employers are always on the watch for traits that identify one candidate from another. Not long ago, I worked with an engineering manager who pointed out the fact that he was a three-time national power speed boat champion on his resume. It came as no surprise that several employers warmed up to his resume immediately, and wanted to interview him.

Salary Negotiation Techniques

Salary Negotiation Techniques

The best technique to arranging the deal is to determine whether you want the job before an offer is provided. This permits you to whether the job suits your needs. Unless you’re motivated solely by money, it’s unlikely a few extra dollars will turn a undesirable job into a superb one.

The phrase “bottom line” refers to the amount of compensation you feel is completely mandatory to accept the job offer. If, for example, you really want $76,000 but would think about $75,000 or settle for $74,000, then you haven’t developed your bottom line. The bottom line is one dollar more than the figure you would positively walk away from. Setting a bottom line clarifies your sense of worth, and helps avoid an unforeseen negotiating session.

I advocate against “negotiating” an offer in the well-known sense, where the company makes a proposal, you counter it, they counter your counter, and so on. While this type of back-and-forth format may be typical for negotiating a residential real estate deal, job offers should be taken care of in a more hassle-free approach.

Here’s how: Determine your bottom line in advance, and wait for the . If the company offers you more than your bottom line, great. If they offer you less, then you have the opportunity of turning the offer down or disclosing your bottom line as a condition of approval. At that point, they can boost the ante or walk away. And once the bottom line is known, you can avoid the haggling that quite often causes irritation, dissatisfaction, or hurt feelings.

By determining your own acceptance conditions in advance, you’ll never be accused of negotiating in bad faith or of being indecisive. Whether you’re representing yourself or working with a recruiter, learning to distinguish between financial fact and fantasy will facilitate the job changing procedure.
If you feel the need to justify your salary request, you can itemize any loss of income that may result from a differential in benefits, geographic location, automobile expenditures, and so forth.

Often, there are considerations aside from money that need to be fulfilled before an offer can be accepted. Aspects such as the new position title, review periods, work schedule, vacation allotment, and promotion opportunities are essential, and should be looked at meticulously.

You can use the this method to quantify each consideration or “point” you need to satisfy as a condition for approval. Once you and the company compromise on each aspect, you won’t need to go back later to negotiate “one more thing.” Knowing your bottom line puts you in a better situation to get what you want, since you’ve developed a set of quantifiable circumstances required for approval.

A Stronger Resume Will Increase Your Odds

A Stronger Resume Will Increase Your Odds

Reality Check: Given the selection of more than one candidate of similar capabilities, hiring managers will always prefer to interview the one with the most artfully fabricated and appealing resume. For that reason, candidates with first-rate qualifications are quite often unnoticed. And companies end up hiring from a more shallow pool of talent; a pool produced by those candidates whose experience is displayed by professionally written, visually charming resumes.

Of course, several of the more suitable candidates also have the best resumes; and quite often, highly qualified candidates manage to surface by means of word-of-mouth referral. In fact, the referral method is the one I use to represent talented people to my client companies.

But unless you can afford to depend upon your reputation, or on the suggestion of a barracuda recruiter, you’ll need more than the right qualifications to get the job you want—you’ll need a dynamite resume.

In today’s aggressive employment market, your resume has to stand out in order to get the interest of the decision maker and develop a solid impression. And later on, when you meet the potential employer face to face, a solid resume will perform as a valuable tool during the interviewing procedure.

Truth in Advertising
The best method to arrange a dynamite resume is not to change the facts, just make them more presentable. This can be completed in two ways: [1] by fortifying the material of your resume; and [2] by furthering its appearance.

Although there’s no federal regulatory agency like the FDA or FCC to act as a watchdog, I consider it to be ethical common sense to genuinely and clearly record your credentials. In other words, don’t make overstated claims about your past.

Remember, your resume is published for the employer, not for you. Its primary objective, once in the hands of the reader, is to answer the following questions: How do you present yourself to others? What have you accomplished in the past? And what are you probable to attain in the years to come? In addition to delivering a factual illustration of your background, your resume acts as an advertisement. The more effective your 30-second commercial, the more the customer—the employer—will want to purchase the expertise you’re selling.

The Strategic Case for Changing Jobs

The Strategic Case for Changing Jobs

There are many genuinely personal factors to change your employment situation. However, from a purely strategic point of view, there are four superb reasons to change occupations within the same (or similar) profession three times during your first ten years of employment:
Reason #1: Shifting jobs gives you a greater base of experience: After about three years, you’ve learned nearly all of what you’re going to know about how to do your job. Therefore, over a ten year time frame, you attain far more experience from “three times 90 percent” compared to “one times 100 percent.”
Reason #2: A more diversified background creates a higher demand for your skills: Depth of experience means you’re more valuable to a larger number of employers. You’re not only familiar with your current company’s product, service, procedures, quality programs, inventory system, and so forth; you bring with you the proficiency you’ve acquired from your preceding employment with other companies.
Reason #3: A job change results in an accelerated promotion cycle: Each time you make a change, you bump up a notch on the promotion ladder. You jump, for example, from project engineer to senior project engineer; or national sales manager to vice president of sales and marketing.
Reason #4: More accountability leads to greater earning power: A promotion is usually accompanied by a salary increase. And since you’re being promoted faster, your salary grows at a quicker pace, sort of like compounding the interest you’d earn on a certificate of deposit.
Many people consider a job change as a way of promoting themselves to a better position. And in most cases, I would agree. However, you should always be sure your new job offers you the means to fulfill your values. While there’s no denying the strategic benefits of selective job changing for the objective of career leverage, you want to make sure the path you take will lead you where you really want to go.
For instance, there’s no reason to change jobs for more money if it’ll make you unhappy to the point of hindrance. In fact, I’ve found that money commonly has no effect on a career decision unless it materially impacts your way of living or self-identity.
To me, the “best” job is one in which your principles are being fulfilled most effectively. If career growth and development are your primary goals, and they’re represented by how much you earn, then the occupation that pays the most money is the “better” job.