https://www.linkedin.com/pulse/article/20140613135236-105489621-5-things-to-do-after-a-job-interview

Owen Griffiths

Media Planning & Buying (Online & Offline)

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5 Things to do after a Job Interview

Jun 13 2014

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Waiting to hear back after a job interview can be the most frustrating thing. Especially if you’re excited about an opportunity, it’s difficult to just sit on your hands and not do anything. So the question is what you should do after the job interview.

Check out our top 5 tips on what to do after the job interview!

1 – To follow up or not to follow up – that is the question.We established that job interviews can be a bit like a first date. Let us stick with the metaphor – if you go on a first date with someone and you don’t hear from them after, what would you think? Following up ensures a potential employer that you are just as interested in the opportunity as you were before you met the company.

2 – It’s the little things.Many employers interview a number of people in one sitting. To ensure you are kept at the forefront of the hiring manager’s mind, send a quick thank you email after the interview. Reiterate your interest and thank the hiring manager for meeting with you. It’s a small gesture that could go a long way when it comes to making you stand out from the crowd!

If you haven’t got a direct email address for the hiring manager, don’t be afraid to send a message to the recruiter and ask them to forward it.

3 – Don’t be presumptuous.Some candidates think it’s a good idea to connect with the hiring manager on LinkedIn after an interview. In reality, sending a connection request to the hiring manager or other employees of the company can come across as though you presumed you got the position and therefore send the wrong message. Wait until you received feedback to connect!

4 – Think ahead.There is a fine line between being eager and being too eager. A good way to ensure your follow up doesn’t come across as pestering is by asking about the hiring timeline at the end of your job interview. If you know the company was looking to make a decision by a specific date and you haven’t heard back by then, it’s reasonable to send another email following up.

5 – Be friendly.Keep your emails short and polite. Word your message along the lines of “I believe you mentioned that you were hoping to have a final decision made by the end of the month so I wanted to follow up to see where you are in the process.”

Bonus: This email is also a good opportunity to show your continuing interest by ending your email with a mention of any recent news/blogs by or about the company.

The key is to be persistent but not pushy. Show you’re excited about the opportunity but don’t bombard the hiring manager with messages. And if you do all of the above and still don’t hear back, it’s time to move on and apply for other jobs. You may never find out whether someone else got hired or the company decided not to hire anyone after all but if you’re proactive and apply for multiple jobs, you up your chances of getting an offer!

And should you hear back and find out you didn’t get the job, just remember it’s not the end of the world!

Good luck!

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http://www.luxoft-personnel.ru/press/articles/networking/

Networking (Нетворкинг): найти работу через 6 рукопожатий

Опытные специалисты в области трудоустройства и карьерного консультирования не перестают говорить о полезных свойствах нетворкинга, считая его мощным инструментом развития бизнеса и успешной карьеры.

Действительно, чудодейственный процесс нетворкинга позволяет решить массу проблем, в том числе даже найти работу.

В основе нетворкинга, как альтернативного метода поиска работы, лежит знаменитая теория шести рукопожатий, которая гласит, что все мы косвенно знакомы с любым другим человеком на Земле благодаря шести людям, образующим цепочку общих друзей или знакомых.

Для того, чтобы найти работу с помощью networking (нетворкинга), необходимо помнить про возможности этого делового взаимодействия.

Networking начинается с визитки

Основным инструментом нетворкера является визитная карточка. Благодаря этому неотъемлемому атрибуту деловой персоны, человек может запомниться надолго. Необходимо внимательно отнестись к данному элементу личного бренда: профессионалы нетворкинга советуют брать с собой на встречи не меньше 7 визиток, а также уделять особое внимание обмену визитными карточками.

Говорите и слушайте, слушайте и говорите!

Общайтесь постоянно: в поезде, самолете, социальных сетях, кафе или на концерте. Делитесь своими идеями или мыслью о том, что вы пытаетесь найти высокооплачиваемую работу, например, за границей, или найти работу в Москве.

Успешным трудовым нетворкингом можно заниматься еще в университете. Известный бизнес-тренер Максим Чернов приводит в пример встречу основательницы российского Groupon Елены Масоловой с Биллом Гейтсом. Встреча состоялась, когда Елена еще была студенткой Высшей школы экономики. Масолова выбрала своим научным руководителем Дмитрия Репина - специалиста в области технологического бизнеса, который познакомил студентку с руководителем российского офиса Microsoft на тот момент - Ольгой Дергуновой. Когда Microsoft организовывал в Москве встречу молодых предпринимателей с Биллом Гейтсом, Масоловой также выслали приглашение на участие.

С тех пор известная бизнес-леди завела документ Excel, который заполняет полезными контактами, разбив их на три категории – «консультанты», «СМИ» и «ангелы».

Мониторинг записной книжки

Хорошим инструментом networking (нетворкинга) при поиске новой должности может стать ваша записная книжка, над которой также необходимо работать.

Многие известные политики рассказывали о том, что они заполняли свои записные книжки еще со студенческих времен, например, Билл Клинтон фиксировал в свою записную книжку имена людей, с которыми он познакомился за день. Таким образом, ни один драгоценный для нетворкера контакт не пропадает. Постарайтесь регулярно просматривать и отслеживать список контактов ваших бывших коллег, родственников и знакомых. Не забывайте посылать им приглашения в социальных сетях, например – важно использовать аккаунт в социальной сети LinkedIN, который поможет вам не только поддерживать общение с профессионалами в вашей отрасли, но и найти работу: грамотно заполненный профиль на LinkedIN позволит рекрутерам и HR-директорам крупных компаний обратить внимание на вас и ваши компетенции. Вступайте в различные группы LinkedIN, причем, можно не ограничиваться сообществом выпускников своего университета, а пробовать общаться в группах, которые находятся на стыке профессиональных интересов. Именно там вы сможете найти необходимые перспективы для поиска будущей работы. Банальное обновление статуса «Ищу работу, вот ссылка на мое резюме» на вашей станице Facebook или LinkedIN может привести к откликам от HR-специалистов из компании вашей мечты!

Искать работу можно на бизнес-завтраке

А также на конференциях, семинарах, курсах, стажировках или вечеринках. На всех этих мероприятиях основной целью человека, который пытается найти работу с помощью нетворкинга, будет собрать как можно больше визиток-контактов. Даже если вы находитесь на научной конференции, вы можете грамотно задавать вопросы спикерам, что вызовет одобрение докладчиков и поможет осуществить личное знакомство после выступления.

Беспроигрышным вариантом в деловом общении на любом из перечисленных мероприятий считается два фундаментальных вопроса networking (нетворкинга): «Как вы начали работать в вашей области?» и «Кто ваш идеальный работник?». Эти вопросы помогут вам сориентироваться, чем вы будете полезны собеседнику. Неплохо, собираясь на мероприятие, где находится ваш потенциальный работодатель, захватить с собой распечатанное резюме, которое можно при удобном случае представить собеседнику.

Нетворкинг считается деятельностью коммуникабельных, всегда движущихся вперёд людей, эффективно решающих возникающие перед ними задачи. Это значительно упрощает жизнь на практике, например, поиск новой работы. Причем, необходимо помнить, что HR-специалисты регулярно сталкиваются с нетворкингом, когда уточняют рекомендации кандидата. Круг рекомендуемых лиц — это как раз следствие умелого networking (нетворкинга) кандидата. 

Анна Кукина, PR-специалист, Luxoft Personnel 

Копирование материалов с сайта запрещено и допускается только с письменного согласия отдела маркетинга Luxoft Personnel. При цитировании материалов активная ссылка на статью-первоисточник обязательна.

http://themillennialsjourney.wordpress.com/2014/11/24/3-fireplace-talk-questions-for-couples/

3 Fireplace Talk questions for couples

Posted on18 Hours Ago by themillennialsjourney

The reason we keep connected to each other on the fundamental level is that we like to discuss fundamental topics. We call it the Fireplace Talks.

With my husband we are now together for 5 years. It has been a beautiful fulfilling time and one of the strong elements of our relationship is that we connect at the core of our personalities. We try to learn about each other and learn how to improve the way we support each other. 

Maybe that’s why we are actually happy for our differences rather than complaining about it. Maybe that’s why little every-day “conflicts” are easy to sort out for us as we don’t look only at the tip of the iceberg of the partner’s personality. 

Our first date took place during a conference in Istanbul and we finished a bottle of Palinka. For hours, (until we both were able to speak) the topic was Personal Values. I remember how amazed I was about the values and reasons for the values of my (now) husband. The values were totally different than mine and I felt huge respect for him.

That was our first fundamental talk and ever since we do talks similar to this every now and then as often as one of us feels like reconnecting to the other on deep emotional level or needs to sort out some current life dilemmas. 

The questions that we asked each other during our first Fireplace Talk:

1) What are your life values? What do you believe in?

2) Why do you keep and believe in exactly these principles?

3) What part of your life story influenced the formation of these values?

To have such a talk with your partner, make sure both of you are up to it, relaxed, pick calm evening and play some chillax music. We usually open some good wine and sit by the fireplace (the reason we call it the Fireplace Talks).

If you try talking about these questions, please let me know if it made you more connected and learn about your partner, if you had a nice evening talk.

I’m thinking to share more discussion questions for couples from our Fireplace Talks in my next posts if this one is helpful to anybody so please comment/share/like to provide me some feedback :)

http://t-interview-questions.com/Learning+and+Development+Manager/interview+questions

Learning and Development Manager interview questions

Your preference may also depend on where you are in your career. Knowing about the company is crucial to know how to answer these Learning and Development Manager interview questions properly. The interviewer wants to see why you think you are the best person for the job. . Learning and Development Manager interview Questions Learning and Development Manager interview Answers Learning and Development Manager interview Tips Interview Preparation Tests . Learning and Development Manager interview questions for Informational interview: - Have you ever acted as a mentor to a co-worker? - What type of management style do you thrive under? - When did you last update your Learning and Development Manager education? - How do you think I rate as an interviewer? - When you achieved a great deal in a short amount of time. - How would your teacher or other Learning and Development Manager describe you? - What were the responsibilities of your last position? Learning and Development Manager interview questions for Basic interview: - Describe a decision you made that was unpopular and how you handled implementing it. - Where would you like to be in your career five years from now? - Do you have any other skills of Learning and Development Manager experiences that we have not discussed? - How do you think I rate as an interviewer? - Share an example of how you were able to motivate employees or co-workers. - What are key tasks for Learning and Development Manager? - Do you work well under pressure? Show your qualities that will enable you to be successful in this position. This is a good time to illustrate how you can contribute to the company if you are successfully recruited. These are excellent Learning and Development Manager interview questions that lets a potential employee really sell themself. Learning and Development Manager interview questions for Face to Face interview: - Describe a difficult work situation and how you overcame it. - Tell me about your Learning and Development Manager work experience? How has it prepared you for a career? - What do you think of your previous boss? - How did you assemble the information? - What have you learned from your past jobs that related to Learning and Development Manager? - Give me examples of projects tasks you started on your own. - What were the steps you needed to take to achieve goals? Learning and Development Manager interview questions for Phone interview: - What motivates you to work as Learning and Development Manager? - How do you let subordinates know what you expect of them? - Who else have you applied to/got interviews with? - What is your personal mission statement? - What do you do if you disagree with a co-worker? - What kind of personality do you work best with and why? - What are you most proud of? Your prospective employer's corporate web site is the best place to see the company as it wants to be seen. The best policy is to be honest with yourself, and be honest with the interviewer. Start with the present and tell why you are well qualified for the position. Learning and Development Manager interview questions for General job interview: - How do you show an interest in what another person is saying? - Tell about a Learning and Development Manager training program that you have developed. - Have you handled a difficult situation with a co-worker? How? - What did you do to prepare for this job interview? - What do you see yourself doing within the first days as Learning and Development Manager? - How do you handle failures? Provide examples. - What was the most difficult period in your life, and how did you deal with it? This should be a straightforward questions to answer, but it can trip you up. Say something about your interest and how it can help you on the job you are applying for. During the Learning and Development Manager interview, talk about how you approach your day.Learning and Development Manager interview questions for First interview: - Why did you select Learning and Development Manager as your profession? - How do you let subordinates know what you expect of them? - Where would you like to be in your career five years from now? - Was there a person in your career who really made a difference? - What will you miss about your present or last job? - How do you reach a decision if you don't have all the facts? - Do you work better under pressure or with time to plan and organize?

http://www.talentculture.com/workplace-culture-and-innovation/best-behavior-best-practices-the-etiquette-of-successful-onboarding/

Best Behavior, Best Practices: The Etiquette Of Successful Onboarding

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by Meghan M. Biro
October 29, 2014

Let’s talk about the etiquette of onboarding new hires. Newfangled definition of bringing a new employee into your business, meet old-fashioned principle of good behavior in social situations.

The process of bringing a new employee up to speed so they feel welcomed and become productive fast — without neglecting to complete all the necessary organizational paperwork and tasks — is certainly not a newfangled concept. It remains critical to most businesses. A new study in Bersin by Deloitte confirms it: 79 percent of the business leaders polled consider successful onboarding a top priority.

An effective and positive onboard experience can be a key factor in inspiring and keeping employees, as well as supporting them as they ascend the organizational ladder. It’s an asset to their success over the long term. What’s new are the means and methods: increasingly, onboarding is digital, working across many platforms and channels — online, cloud-based, mobile, social, audio, video. There are more amazing options for customizing and integrating —even in a newly merged hospital, for instance — an enormous, complex challenge for HR at any phase — HR can offer a solution via onboarding that seamlessly blends performance and talent management programs.

I recently focused on optimizing the onboarding process with tech. And it reminded me of just how far we’ve come; onboarding a matter of decades ago was mostly likely punctuated with handshakes and people, with advice on getting used to the new electric (!) typewriter and a walk through a few forms. This was the analog method — done by people. Talking. Face to face. And as onboarding has gone digital, we have to make sure it doesn’t leave ye ole human factor behind.

The challenge is to remember that talent is people. Onboarding’s success is best leveraged with what engages and inspires. According to the Bersin study, an awful first day will cause 4 percent of employees to beat a hasty exit. Further, said Katherine Jones, a VP at Bersin by Deloitte, “22 percent of staff turnovers occur in the first 45 days of employment.” That’s a huge loss.

For a successful onboarding process, make sure it addresses the big picture in a way that engages your new employees. It observes some rules of etiquette (that’s what I call them) that blend good behavior with good presentation:

• It’s consistent — branded and packaged to create a solid, positive, inspiring first impression, with the same messaging throughout (that’s the same for all new hires).
• It’s tailored — customized to the nature of the new hire’s role, generational group, and specific tasks (Bersin even recommends individualized portals for day one).
• It’s easy to navigate — with fluid prompts that makes its user feel productive.
• It’s automated across the board so there’s no need to stop the process for an individual tutorial, and so everyone has the same experience (back to that issue of consistency).
• It’s rich — in design, and content. We love content. And we love color, and fonts, and logos, and options, and boxes. I’m not being reductive here: in the digital, mobile and social age of information we read differently, we experience information differently, and a static design with a minimum of content is just not going to keep our attention.

Finally, consider the cardinal rule of conversation: keep it short, keep it sweet. If the onboarding process seems like a wall of tedious tasks, that’s a turn-off. It’s not a disaster, but it won’t forge vital first connections between a new hire and his or her role within the company. It will certainly not inspire talent to see themselves as potential contributors to the company’s vision and mission. So think beyond that wall of paperwork and organizational tasks. Engaging new hires and inviting them into the spirit of the company is be just as important as making sure you have all the data straight. And it’s far more polite.

To learn more about how to empower your new hires on day one, download TalentWise’s latest whitepaper.

TalentWise, is a technology company that’s transforming the way HR manages job offers, screens, and onboards new hires. TalentWise has built a single, online platform that streamlines the hiring process end-to-end with compliance built-in. To find out more about how your organization can onboard better, check out their blog by clicking here.