суббота, 9 мая 2015 г.

https://www.themuse.com/advice/3-better-ways-to-answer-why-should-we-hire-you

3 Better Ways to Answer "Why Should We Hire You?"

I don’t even like asking this question in a mock interview, so I don’t know how hiring managers stomach it in a real one. But, apparently they do—in fact, turns out it’s pretty common.

The good news is, despite how demanding and weirdly petulant the question is, it’s actually a really great opportunity to sum up why you’re a good fit for the position. It allows you to talk about your skills, your fit with the culture, and everything in between. What more could you ask for in an interview?

So, how exactly do you cover your bases for such an open question? Here are three strategies.

1. The Intersection

One way to attack this question is to intersect what’s in it for the hiring manager and what’s in it for you. Basically, you want to get across that he or she will get a enthusiastic employee who has the exact right skill set for the position and that you’ll get to—and therefore look forward to and be motivated to—do something meaningful, build your skills, and work toward the next step of your career.

The key here is to not forget that second part: talking about yourself. Too many people make the mistake of only listing the benefits for the employer. Going into what’s in it for you will give insight into why you’ll stay driven—a trait all interviewers are looking for.

2. The Company Expert

Some interviewers will spell it out and others won’t, but you should know that the full question is always, “Why should I hire you over everyone else?” If you feel you’ve already spelled out your skills and experience multiple times, perhaps a better approach for you is to show what you have to offer that others don’t. Assuming you’re competing against other similarly qualified candidates, a good thing to highlight at this point is your dedication to the role.

To do that, show deep knowledge of the business and an understanding for how you might fit in. This, of course, requires a good bit of company research (here’s a great guide to get you started), so you can talk about the uniqueness, the history, the future, and your own personal investment. Diving into your knowledge of the company serves a few purposes. You show your excitement for the position, you come off as an insider who might be easier to train than other candidates, and you demonstrate how you handle something you’re invested in.

3. The Problem Solver

Frequently, hiring managers post positions because they have a problem that needs to be solved. Get straight to the point with your response and outline, ideally in detail, how you can offer immediate relief for the company’s pain point.

Like in a “Pain Letter,” don’t spend all your time talking about the past—focus your efforts on the future, and explain how you can make the interviewer’s life easier by addressing his most imminent issue. This shows you’re forward-thinking, already a team player, and ready to hit the ground running.

Next time you’re faced with this question, try one of these strategies to stand out above your competition. If nothing else, you’ll be memorable for how polished and unruffled you were. That alone might make you special.

суббота, 2 мая 2015 г.

http://money.usnews.com/money/blogs/outside-voices-careers/2014/08/05/5-interview-mistakes-to-avoid-at-all-costs?src=usn_fb

5 Interview Mistakes to Avoid at All Costs

There's no time for amateur hour when your career is at stake.

You've impressed the hiring manager so far. Don't risk your opportunity by making rookie mistakes.

By Robin MadellAug. 5, 2014 | 10:46 a.m. EDT+ More

You’ve read all the advice about how to get the job you want. You’ve enhanced your online job search, studied tips and tricks for answering tough interview questions and learned about networking your way to potential opportunities. But you may still come up empty-handed if you blow your big chance by making a rookie error at the interview stage. Here are five mistakes to avoid at all costs in your job interview:

1. Having too much or too little confidence. No matter how well you’ve prepared, it’s always possible that you’ll be thrown a curve ball during the interview process. Always be alert for surprises, and stay sharp in your approach and presentation to your interviewers. Personal branding specialist Lida Citroen recommends finding your “balance of power,” which is the happy medium between feeling like a shoo-in for the position and assuming you’ll never get it. “Overconfidence can reveal as arrogance, pushiness or worse – indifference,” Citroen says. “Lack of confidence can show up as nervousness, fidgeting or poor eye contact.”

2. Differing too much from your interviewer. While you may intuitively feel that you should just “be yourself” when being considered for a job, research suggests that may not be the best strategy. In fact, studies show that demonstrating similarity to those grilling you will go further than standing out for your unique viewpoints. While you never want to lie or be disingenuous in how you present yourself, aiming to project an attitude of alignment with those around the table can improve how you’re perceived.

In addition to striving for congruency with your interviewers, you can increase your likeability factor through your body language. “Body language speaks for you when you don’t,” says Deanna Arnold, founder of The People’s HR. “Handshakes should be firm, but not crushing. Look the interviewers in the eye when speaking to them and answering their questions," she says. "Sit up straight, and have your arms and hands in a comfortable position, whether in your lap or on the table.”

3. Thinking it’s about you. At the interview stage, prospective employers care most about how you can help them solve their business problems. Your goal during the interview should be to convince your interviewer that you are the right fit for the position and the company – not to find out as much as you can about benefits packages.

Shawnice Meador is the director of career management and leadership development at MBA@UNC, the online master's in business adminstration program at the University of North Carolina at Chapel Hill Kenan-Flagler Business School. Meador suggests that there is no reason this early in the process to ask about vacation time, relocation expenses and other logistical questions. “To me, these questions are a bit presumptuous, since the employer is still trying to determine if they even want to continue a conversation with you. These sorts of questions can wait until the offer phase," she says. Meador adds that ideally, the employer would tell you some of this information willingly, before that phase of interviewing. "By not asking these sorts of questions, you keep them fully focused on how great an addition you will be to their team, and not cloud your time with them on things that are important to only you.”

4. Not knowing enough about them. If your focus for early-stage interviews should not be on “what’s in it for me,” it’s important to remember that it should be about what’s in it for your potential hiring manager. The way to really know what would help this individual the most is to do plenty of research on the front end, before you’re in the hot seat. It’s easy with social media tools to learn about both the company and the people who are interviewing you – and it’s now also expected.

Bonnie Zaben, chief operating officer of recruiting firm AC Lion, notes that both the company website and LinkedIn are fair game for looking up information on the person who will interview you. “See if you have anything in common that you can use as an ice breaker,” Zaben says. She suggests finding out if, for example, you went to the same school, or if your schools were arch rivals. Or perhaps you two root for the same sports team. "Know the correct pronunciation of the person’s name and get their email address for follow up,” she adds.

5. Failing to ask questions of the interviewer. You can count on the fact that almost every interview will end the same way: with your interviewer asking you, “What questions do you have for me?” A big ball-drop is thinking you’ll just wing this opportunity rather than preparing for it in advance. While there’s always room to improvise and think on the fly, knowing some general points to cover will save you that cold-sweat moment when your mind goes blank and you can’t think of intelligent questions to ask.

Evelyn Tressitt, president of Grey Pearl Advisors LLC, suggests preparing two to three questions ahead of time that you can voice when given the go-ahead. “Make sure your questions are not ones that can be answered by reading the website,” advises Tressitt. “Questions should look for the interviewer’s unique viewpoint on the company, culture, success factors or opportunities to contribute.”

While interviewing can be stressful, you can manage the pain points by knowing what to avoid. Dodging these five mistakes may mean the difference between landing the job and going back to the drawing board with your search.

Robin Madell has spent more than two decades as a corporate writer, journalist and communications consultant on business, leadership, career, health, finance, technology and public-interest issues. She serves as a copywriter, speechwriter and ghostwriter for executives and entrepreneurs across diverse industries. Madell has interviewed more than 200 thought leaders around the globe, winning 20 awards for editorial excellence. She served on the board of directors of the Healthcare Businesswomen’s Association in New York and San Francisco. Madell is the author of “Surviving Your Thirties: Americans Talk About Life After 30” and co-author of “The Strong Principles: Career Success.” You can reach her at robin.madell@gmail.com.

пятница, 3 апреля 2015 г.

https://www.themuse.com/advice/14-job-search-taboos-that-might-actually-land-you-the-position

14 "Job Search Taboos" That Might Actually Land You the Position

By Young Entrepreneur Council

These days, with a focus on company culture and an influx of startups on the scene, more and more companies are taking a less traditional approach to business. More people are working remote, dress codes are becoming less stuffy, and an “all work, no play” mentality just won’t do.

And, often, the same thing is true for the interviewing process! Whether you’ve taken some time off in between jobs (willingly or not) or have a completely unrelated degree, some of the things once thought to be “negative” for job candidates are now more acceptable.

While every job is different, we asked 14 entrepreneurs from the Young Entrepreneur Council (YEC) to name one “negative” thing they actually like to see when reviewing job candidates. Their best answers are below.

1. Jack of All Trades, Master of None

We want our job candidates to showcase a willingness to experiment, whether it’s exploring new unproven technologies or teaching themselves a discipline outside of their core skill set. While we occasionally call on specialists to help us design and develop products, we’ve found that our most successful colleagues are the ones who do several things pretty well instead of one thing really well.

Marcelino Alvarez, Uncorked Studios

2. Employment Gaps

Large gaps in employment don’t mean what they used to. First, if the employment gap was voluntary and the applicant did something interesting, it shows that they value learning and can deal with uncertainty. Second, if the gap was involuntary, the applicant knows how to overcome the adversity of not having a job and will value one much more than someone else.

Jared Brown, Hubstaff

3. Quirks

For a long time, the corporate world was all but obsessed with enforcing strict rules on candidate’s resumes and cover letters. To me, these standards are not only worthless, but counterproductive. When I’m looking for candidates, I WANT to see their personality spill out. So long as they are not off the wall, a little bit of weirdness assures me my candidate is genuine and honest, which is key.

Brian Honigman, BrianHonigman.com

4. Volunteer or Nonprofit Work

While some might consider it clutter to include volunteer work on a resume, I find it to be a useful subject to speak about. More often than not, it shows a candidate’s ability to prioritize, juggle multiple roles, and commit to a cause they believe in. Seeing someone commit to an idea, group, or cause they believe in means that, just like an entrepreneur, they can work with others toward a common goal.

Kim Kaupe, ZinePak

5. A Sense of Humor

Some would view showing humor in a job application as a negative. It can certainly be seen as unprofessional. However, I like people to be who they are and to take some risks. At a small company, you need people who are willing to make a mistake here and there. Putting yourself out there with a little well-placed humor is a worthwhile risk, and it will often get you an interview.

Mitch Gordon, Go Overseas

6. Isolated Work Habits

I like it when potential employees say they work better alone. They know themselves and are not afraid of saying so. I know they will be upfront with me, and I also know how to deal with them going forward.

Kevin Henrikson, Acompli

7. Irrelevant Passions

Many times when we see people who are passionate about fields that are not directly relevant to a job position, we consider that a red flag, but that should not be the case. People who are passionate and have pursued a different profession or area can be more resilient, have more drive, and be more aware of challenges.

Randy Rayess, VenturePact

8. Real-World Experience Over GPA

I’d rather see a candidate right out of college with a lower GPA but great internships and lots of side passion projects than a candidate with a higher GPA and a double major. I love seeing real-world experience.

Luke Skurman, Niche.com

9. Honesty About Weaknesses

When I ask a candidate, ‘What was an area for improvement for you?’ when referring to a previous job, I actually want to hear an answer. Candidates who weasel their way out of providing a concrete example of where they could have improved are very hard to get a read on. I’d rather know for sure what your weakness is (it makes you more human) than to be uncertain of how you’re going to behave.

Mattan Griffel, One Month

10. Multiple Positions Held at Once

Many may think that an individual having more than one job means that they are unfocused or simply way too stressed. I see it as a strength, as proof that the candidate can multitask, stay successful and responsible in multiple settings, and wear many hats at once. It shows that they will be able to handle many tasks successfully within my company.

Miles Jennings, Recruiter.com

11. At Least One Failure

Whether it’s their failed business or a bad GPA during a time of personal hardship, an employment history that contains one failure makes for a great candidate for employment. Having lived through failure and overcome it gives a person perspective and self-confidence. Ideally, it also gives them compassion for others who are experiencing difficulty. These invaluable qualities can't be taught.

Dave Nevogt, Hubstaff.com

12. Diversity of Achievements and Experiences

I prefer to see a diversity of thought, experience, and achievements. Our business model requires us to think differently about the problems that will (future), are (presently) and have (past) confronted small businesses. Candidates who can draw on lessons learned in other fields of endeavor sometimes provide the most innovative approaches to difficult and persistent problem sets.

Souny West, CHiC Capital

13. Job Hopping

Some employers view job hopping as a negative thing. But given the number of jobs I had before I was 27, I can relate to people who have had multiple jobs at a young age. If a person is in this situation, it tells me she is not willing to settle and is trying to discover her true passion. As an entrepreneur, you do not settle until you discover your passion. Then you pursue it with all you have.

Jeff Carter, Grand Coast Capital Group

14. An Unrelated Degree

I enjoy working with those who love what they do, even if they don’t have a formal education in that, as their passion and capabilities can substitute it. They are more open-minded and easier to adapt to change. If someone has the ‘meraki’ to work on something as amateur or hobbyist and decides to turn it into full-time job, this indicates a strong and capable personality, and it is a huge plus for me.

Yiannis Giokas, Crypteia Networks

8 Ways to Stand Out on LinkedIn

How to get the attention of recruiters and employers.

Don't be afraid to show a little personality in the summary section of your profile.

By Marcelle YeagerJan. 29, 2015 | 10:51 a.m. EST+ More

There’s a lot of noise out there about LinkedIn profiles, from whether to have one or not, to what to include and what not to include.

Most importantly, yes, having a profile is a good thing. Even if you are restricted by what you can say online, having one shows you dabble in social media and value networking. If you do not have one, human resources professionals and recruiters may wonder why not, and it could hurt you.

There’s a little-known LinkedIn feature that allows you to decide whether or not your network will receive notifications of your profile updates. You can turn it off so your employer doesn’t suspect that you'relooking for a new job.

Once you create a profile, you need to build it out to make it work for you. If you create one and don’t populate it at all, you’re doing yourself a disservice. Here’s what you need to know to create a killer profile that will get you found and contacted:

1. The professional headline does not necessarily need to state your current job title or company name. This is the first thing someone sees next to your name and photo. You should use it to speak to the value you offer right off the bat. If you’re searching for a new job, put it in the context of where you want to go next.

2. Photos are important. Recruiters rarely (if ever) look at profiles without photos.

3. Your summary should be a few short paragraphs. You have 2,000 characters for this section. Make it slightly personal by referring to why you like what you do and why you are good at it. Describe a few challenges you can solve for an employer. Include your greatest accomplishments, any awards and/or relevant current studies here.

Résumés and CVs are factual and don't offer the chance to insert your personality. Here’s your opportunity to do it.

4. For descriptions of jobs and positions, use keywords for the types of jobs you’re interested in. An easy way to figure out what the main words in a job description are is to use a tool like Wordle.net, which will create a word cloud of the terms that appear the most. You need to use these words in a meaningful way, however, using them in your experience and summary where applicable. This will make it more likely that the right recruiters will find you.

If you’re unemployed and you don’t have a current role listed, you may be missed in searches. Most recruiters search the “current title” field when looking for candidates. To avoid being missed, create a job title that reflects what you’re seeking. You can use “seeking new opportunity” or “making a career change” in the company name field.

5. Skills should always be kept up to date, and you should use those you want to be known for and that will help you land a new role. They should be competencies ranging from “training and development” to software skills such as “CSS” or “Adobe Photoshop.”

If you change careers, develop new skills or take on new responsibilities. Add them and delete any outdated ones that are no longer as important to your field or job search.

6. Make connections, but don’t connect with just anyone. You should invite all your past and current contacts to connect with you. LinkedIn should suggest them to you so you won’t have to spend a lot of time searching on your own. Try to have at least 50 to 100 connections. If you don’t, recruiters may think you know very few people or that social media frightens you.

7. Recommendations can give you a huge boost in recruiter interest. It’s like providing referencesbefore you’re asked and giving someone a reason to want to talk to you. If you have good recommendations and other candidates they’ve found do not have any recommendations, who do you think they’ll call for an interview?

Ask three to five former or current colleagues for recommendations. Tell them what you would like them to highlight, such as your management skills or proactive attitude and approach to work. If you offer to provide someone with a recommendation, they may be more willing to return the favor. Be sure to reciprocate for those who write you recommendations.

8. Another way to get noticed is to join groups that focus on your field of expertise or other areas of interest or that include alumni from your school. Job listings are often posted in groups. Also, if you comment on or post articles of interest to the group, you may get messages from folks looking to hire.

These tricks to structuring your profile – especially injecting your personality – will help you get found. Showing a personal side will make people excited about meeting you. Let them see who you are beyond the job titles and stuffy professionalisms.

In the end, hiring is mainly about chemistry and company cultural fit. LinkedIn gives you an opportunity to showcase why you could be a good match. Don’t pass it up.

Marcelle Yeager is the president of Career Valet, which delivers personalized career navigation services. Her goal is to enable people to recognize skills and job possibilities they didn’t know they had to make a career change or progress in their current career. She worked for more than 10 years as a strategic communications consultant, including four years overseas. Marcelle holds an MBA from the University of Maryland.

суббота, 9 мая 2015 г.