How to ace the 10-minute interview

Every job seeker knows there isn't much time to make a positive impression during an interview. But have you ever stopped to consider how short your window of opportunity actually is? According to a survey from Robert Half, it may be 10 minutes or less.

Sixty percent of human-resources managers polled say they form a positive or negative opinion of candidates within 10 minutes. And some make impressions even more quickly. Eighteen percent of respondents claim they need just five minutes to draw conclusions about an interviewee.

How can you make the most of the little time you have? Here are some tips.

Arrive on time. Although no one tries to be late, it's easy to find yourself scrambling around the morning of your interview as the meeting time draws closer.
One way to ensure you're not late is to aim to arrive half an hour early. You'll give yourself some leeway in case traffic is worse than expected or you get lost.
If you find you have time to spare, use it to review your résumé, check your appearance in the restroom and make sure your cell phone has been turned off before stepping into the employer's office. Show up five to 10 minutes before the interview is scheduled to start to prove that you're punctual.

Bring reinforcements. Don't arrive to the interview empty handed. Bring extra copies of your résumé and any work samples you submitted or were asked to provide. Also prepare a list of references in case the interviewer requests this information. Compiling this document ahead of time is a good way to show you're prepared.
Also pack a notepad and pen before heading out the door. During the interview, jot down key points about the job or company. These details will come in handy when crafting a thank-you note to the hiring manager and when evaluating the opportunity if you're offered the role.

Shake hands like you mean it. It sounds cliché, but a firm, confident handshake is important. In a CareerBuilder survey, more than one-quarter of hiring managers say a weak handshake is a mark against potential hires.
Not sure if your handshake passes muster? Practice with a friend ahead of time. Another tip: Smile as you shake hands. It'll reaffirm the self-assured attitude you're trying to convey.

Don't skip the small talk. One of the best ways to build immediate rapport with a potential employer is with small talk. Make a point to comment about the traffic, the weather or your weekend plans. Avoid sensitive topics and jokes.
Also be sure you don't ramble on. As the name implies, small talk should take up only a little of the total conversation. Look to the hiring manager for a cue that it's time to talk business.

Assess your surroundings. Once seated in the interview room, take a moment to survey your surroundings, especially if you're meeting in the hiring manager's office. Photos, diplomas, mementos, tchotchkes and other items can tell you a lot about the person on the other side of the desk. You may learn of shared interests or experiences that you can reference to establish a more lasting connection. For example: "I see that you attended State University as well. I bet you miss Tony's Pizza as much as I do."

Slow down. If you're like most job candidates, you'll be a nervous wreck -- at least on the inside. And one result of all that adrenaline is that you may talk more quickly than normal, causing your words to jumble together.
If you find your mouth moving 100 miles per hour, force yourself to take a breath and calm down. It does no good to give the perfect answer if the hiring manager can't understand a word of it.
Give yourself a moment to compose your thoughts before responding. Then, speak clearly and at a comfortable pace. Try to maintain as natural a tone as possible. Take another breath if you start to speed up again.

Watch your body language. Body language plays a significant role in the message you convey. For example, wiggling your foot, biting your nails or frantically clicking the pen in your hand will make you seem nervous, bored or distracted -- and likely annoy the hiring manager.
Instead, strike a confident pose. Look the interviewer in the eye when speaking, and lean forward in your chair to show you're engaged. Just don't overdo it. An exaggerated or unnatural pose can come across as, well, just plain weird.



Source: careerbuilder

How to leave a job but keep your career intact

Big news: You've decided to accept an attractive job offer and leave your current employer. Now that you're poised to launch the next phase of your career, the last thing you want to focus on is the previous phase. In the long run, however, the way you finish a job can be just as important as the way you start one.
Slamming the door shut on your current company -- or even trying to sneak out without a sound -- can close off future opportunities and waste months or years of goodwill you've built up with your co-workers and boss.

Making a graceful exit takes some effort, but it's well worth your time. Aside from the obvious benefit of maintaining strong references, you never know which colleagues you'll cross paths with again one or 10 years down the road.

You only have one chance to make a last impression at work. Here's how to make it count:

Tell your boss first
Regardless of how well you and your manager get along, he should hear the news from you directly. Casually mentioning to a co-worker that you're moving on can create an officewide rumor that reaches your supervisor before you do, causing him to feel disrespected or even misled. Don't disclose your intentions to leave with anyone at work until you've notified your boss.
In all but the most formal situations, dropping off a resignation letter is unnecessary and may even offend your manager. Instead, set up a face-to-face meeting. Keep in mind that losing a productive employee creates a high-priority, time-intensive project for your boss. Don't delay, but choose the least stressful time possible to break the news, especially if you think your decision might come as a surprise.

Explain but don't justify
Whether or not your company has a formal exit interview process, the amount of information you share about why you're leaving is up to you. Providing too much detail about all your reasons can be perceived as insulting, while sharing too little can leave an employer feeling mystified.
When considering whether to share a criticism, ask yourself if it might help the company improve or whether you mostly want to take a parting shot at the company for some perceived slight. If it's the latter, keep your discussion polite, general and short. Holding your tongue might be difficult, but it's easier than rebuilding bridges you burn by offending former colleagues or supervisors.
Always frame the matter in terms of your own experience and goals. For example, say, "I'm looking for a wider range of advancement opportunities than the company can give me right now," rather than "You're going to lose all your best workers if you don't promote more people."
Above all, remember that you're not obligated to justify the move, no matter how much anyone pushes you to reveal your motivations.

The long -- or short -- goodbye
Once you provide notice, your company may have valid -- and even legal -- reasons for having you clear out of the office as soon as possible. On the other hand, it may want you to stick around to tie up loose ends or help to hand off some of your responsibilities.
In either case, do your best to meet the company's needs, within reason. Being helpful and courteous on the way out can make a difference down the road. That said, you also need to be fair to your new employer and not push out your start date too far.

Network softly
The interval between jobs opens an important networking window. Before leaving, be sure to make contact with current colleagues, securing references if you haven't done so already. If an employee expresses envy that you're leaving, resist the urge to commiserate.
Don't ignore colleagues with whom you didn't work closely. Let them know that you're moving on and that you enjoyed working with them -- if you did. Simply stopping by for a brief chat can affect the way someone remembers you for years.
On the other hand, don't try to conjure a relationship where very little existed or pledge to keep in touch if you don't really intend to do so. An empty promise makes a worse long-term impression than a clean, honest break.
Whether you leave your employer reluctantly or with glee, devoting some care to your departure can help keep your work history working for you, not against you. It's also great preparation for forging fresh relationships in your new role.




Source: careerbuilder

Google Is Hiring: The Secret To Getting A Job At Google

There's the woman who designed her cover letter like the Google's ad materials (she got an interview, no job). There's the man who created an entire website to land a job there (he got an interview, no job). Forums are filled with frustrated applicants to Google, with Ph.D.s and decades of experience, who did the dance for months, only to get a "no thank you" message in their inbox.
Tales of "world-shaking innovation" and "free sushi" lure a million applicants a year, but only 0.5 percent of them make it through Google's mystical gate. Some applicants have had multiple interviews, only to be told that they'll be contacted when a job becomes available -- sitting for months on the waitlist for the hippest party in town.
It's a party with golden goody bags: Software engineer interns at Google can earn between $5,000 and $8,800 a month, according to Glassdoor.com, and those engineers who go on to become employees can earn as much as $250,000 yearly. Even less-technical jobs, like those of account manager and AdWords associate, are handsomely compensated ($68,000 and $53,000 a year, respectively).
To find your in, Google hopefuls should scan their alumni networks for current employees or try to hunt down recruiters on LinkedIn -- the personal touch never hurts when a company receives thousands of applicants a day. And Google has a soft spot for the unconventional resume and cover letter, if it's done well. Just don't make it "too big, too bulky and too boring," advises Gayle McDowell, a former Google recruiter and author of "The Google Resume."

The process usually involves two phone interviews, followed by one or more interviews on-site -- although sometimes applicants go through five or six rounds of grilling. In the earlier stages applicants are lobbed Google's notorious brainteasers, like "How many cows are there in Canada?" or "How many tears are shed between 2 p.m. and 4 p.m. in the Southwestern United States?"
Fearlessness is the key to these questions, according to McDowell. There's no point stuttering and squinting and squeezing your brain for the right answer -- there isn't one. Applicants should just open their mouths and start talking through a reasonable way of solving the puzzle.
Yes, Google has a predilection for Ivy Leaguers, and a stellar grade point average will give you a bump. But McDowell emphasizes that Google just wants to know that you're smart and hardworking, and a lofty GPA is just one way to prove that. Another former recruiter, writing on Indeed.com, says that applicants from top tier schools need at least a 3.0, and from less well-known institutions, grades that are a notch higher.

"It is frustrating to find the 'perfect' candidate," the former Googler writes, "only to be told by the hiring manager to not even bring the person in to interview because a 3.2 from San Jose State is not hireable."
Depending on the position you're vying for, you may receive a writing and logic test, or be asked to scribble up some code in a Google doc or on a whiteboard, so your interviewers can watch the way that your brain cogs turn. And unless you're a wunderkind software engineer, ushered into the fold on a unicorn-led chariot, you also need to prove your "Googliness" -- an intricate combination of quirkiness, passion, ambition, wacky creativity, and obsession with Google.

Interviewers will often ask applicants to give examples of a time they led a team or influenced people, according to McDowell. "I led through fear and threats of violence" and "I influenced my team by running to upper management" are not Googly answers.
Not all Google employees wax romantic about their time there. There's the ex-Google engineer who slammed the company on Microsoft's blog, and it's evolution from an "innovation factory" to "an advertising company" fixated on competing with Facebook. And there's the former contractor who was traumatized after a year of watching the most heinous, illegal smut on Google products, only to be given one free therapy session and shown the door.

But your average Google employee is very happy, and getting happier. Employee satisfaction there in fact leapt up by over a third last year, according to CareerBliss, more than at any other U.S. company. This may be partly due to a generous new death benefit -- paying 50 percent of the deceased employee's salary to the spouse for a decade -- and changing it's maternity leave from three months partial pay to five months full pay.
They say the acceptance rate at Harvard is so impossibly small that scores of qualified applicants won't make it out of sheer bad luck. The same could be said of Google -- except the company's acceptance rate is nine times smaller.






Source: AOL

7 Soft Skills You Need To Get Hired In 2013

Landing a job requires a lot more than just the right degree, experience or series of technical skills. "Soft" skills, otherwise known as emotional intelligence, may make a difference between an employee who can do the job and one who does it well. Soft skills include: leadership, written and verbal communication, problem solving, motivation, interpersonal skills and creativity. They aren't usually skills we learn in school (although some business schools now have programs to try to help their students improve in these areas).

When it comes right down to it, soft skills are characteristics that make us more likable. Whether or not anyone wants to admit it, likability is an important factor in the hiring process. A Harvard Business School study from several years ago found, "Generally speaking, a little extra likability goes a longer way than a little extra competence in making someone desirable to work with." In other words, when given a choice between competent jerks and lovable fools, lovable fools won out.

It's not surprising that soft skills continue to play a big role in hiring decisions. Employers realize that they can teach hard skills, such as how to use a software program, but it's virtually impossible to retrofit employees with soft skills. A recent study from Millennial Branding showed soft skills topped the list of "must have" skills that employers want, with 98 percent of employers saying communication skills are essential and 92 percent naming coordination skills.

Mark Miller, author of Hiring for Attitude, notes for Forbes that 92 percent of employers believe attitude is key, because candidates need to be "motivated to learn new skills, think innovatively, cope with failure, assimilate feedback and ... collaborate with teammates."

What are some important soft skills you want to be sure to try to develop? Consider this list and make a point to pay attention to where you rank with these key soft skills:

Listening. No one wants to work with someone who isn't a good listener. If you can't follow instructions, it doesn't matter how brilliant or talented you may be; you're going to mess something up. How can you show you're a good listener? Follow directions carefully when you apply for the job. Practice listening actively when you talk to people. Could you repeat most of the details of a conversation you just finished? If not, try to focus more carefully on your everyday interactions and you could improve this important skill.

Adaptability. No one loves change, especially at work, but today, being flexible and having a good attitude while welcoming the unexpected is a valuable skill. Are you the first to complain if plans change? Do you sulk and brood when things don't go your way? If that's you, think about how you can be a little less rigid. It will make you a more marketable job seeker.

Teamwork. It's hard to find a job description that doesn't mention working with a team and collaborating cross functionally. It might as well say, "Must play well with others." You can practice being a team player by actually joining a team outside of work. Consider joining a sports team or volunteer to work for a nonprofit organization on a joint project to practice and improve your teamwork stills.

Judgment. You can't teach someone to have good judgment. This is why using social media sites to illustrate you know what to say and what not to say online can work in your favor. This is tough to self-assess, but if you've ever posted something on Facebook and lived to regret it, you could probably use some extra practice on the good judgment front. Think before you act, and you'll be on your way to improving in this area.

Integrity and work ethic. Your reputation is everything when it comes to getting a job. What do people say about you? Are you willing to work until the job is done? Do you pitch in and show initiative, even when it's not necessarily your job? If so, you probably don't need to worry about your reputation because you have a strong work ethic. If that doesn't describe you, think about how you can change.

Communication. Probably the root of all soft skills, if you can communicate well, you are halfway there to many jobs. Employers evaluate this from the start. How do you handle yourself on the phone? What does your application look like? Can you send a strong email message? The interviewer will know right away if you can communicate well by how you introduce yourself and how you address questions. You can practice by preparing what you will say in the interview. Think about ways you can communicate succinctly, because this is an important skill, even for people seeking highly technical jobs.

Positive demeanor. It's just another way to say "nice to be around." If you're rude to the receptionist and don't hold the door for the person walking behind you, it's likely you aren't winning a lot of "nice" points. If you're the office complainer, the "Negative Nelly" who always sees the glass half empty, your attitude and behavior are probably hurting your job search.





Source: AOL

Unfair dismissal: Has your employer broken the law?

Being dismissed unfairly can be traumatic, not to mention financially damaging. It is well-known that most people employed in the U.S. are subject to "dismissal at will." However, this doesn't mean that your employer has unrestricted freedom to fire you. In some circumstances, an employer may act unlawfully in dismissing someone. This is called "wrongful dismissal," "wrongful termination" or "wrongful discharge."
Just being dismissed unfairly isn't enough to claim wrongful dismissal. You must have been fired for a reason specifically deemed unlawful. Situations that may constitute wrongful dismissal vary among states, but here's an overview.

• Retaliation: Your job is terminated in response to your taking steps protected by public policy in your state. For example, reporting your employer for illegal activity, making a legal claim against your employer, whistle blowing or refusing sexual advances.
• Discrimination: Your dismissal is motivated by something such as age, race, gender, nationality, sexual orientation, religious belief or disability.
• Breach of explicit or implied contract overriding dismissal-at-will status: For example, your employment contract or the human-resources handbook might set out a specific disciplinary procedure that must be followed before dismissal.
• Character defamation: The basis of the termination was an untruthful allegation made maliciously by the employer, which makes it hard for you to find new work.
• Breach of covenant of good faith and fair dealing: Your employer dismisses you to avoid dealing with you in good faith or in a fair, ethical and honest way. For example, to avoid giving you a promised raise. This is not recognized in all states.
• Constructive discharge: You're forced to resign because your employer has made working conditions intolerable.

What you can do
If you think you have been wrongfully dismissed, you can pursue a legal claim against your employer. In some states, this needs to be done directly against the employer as a civil lawsuit, whereas in others you need to file a claim through the government agency responsible for labor laws. If you think you have been wrongfully dismissed due to discrimination, it's normally necessary to make an initial complaint to the Equal Employment Opportunity Commission.
If your employer is found to have wrongfully dismissed you, the solutions depend on the state in question. In some cases, it might be a set penalty, and in others the company might be required to reinstate you or pay damages for your lost wages and expenses. In some circumstances, the employer might have to pay additional punitive damages.
Labor law varies significantly from state to state. In addition to finding out whether you have actually been wrongfully dismissed, it's important to consider the chance of making a successful claim, because wrongful dismissal can be hard to prove. You can find information about each state's labor laws via the federal Department of Labor and your state's labor department; however, you may want to consult an employment lawyer about unfair dismissal in your state.






Source: careerbuilder

How to Conquer the First Impression

When you walk into an interview, remember this: It only takes 30 seconds to make a lasting impression.

Research has shown that the first impression you make on an interviewer really sticks. In one study, untrained subjects were shown 20- to 32-second videotaped segments of job applicants greeting their interviewers. When the subjects rated the applicants on attributes like self-assurance and likeability, their assessments were very similar to the interviewers' -- who had spent more than 20 minutes with each applicant.

Fortunately, there are some actions you can take to help master the first impression:
Timing
Few things give a worse impression than showing up late for an important meeting. Allow yourself plenty of time to get to the interview in case you have trouble finding the office.

But earlier isn't necessarily better. If you arrive more than 15 minutes early and beeline for the reception area, your interviewer might feel rushed and you might appear desperate, according to Emily Post's book "The Etiquette Advantage in Business." If you arrive early, go to the restroom to freshen up or have an espresso and muffin at a nearby coffee shop.

Ideally, you should check in five to 10 minutes early, and always be courteous and professional to everyone you meet -- you never know how much influence the receptionist may have on the hiring decision.

Appearance
Like it or not, people make judgments on appearances, so it's important to arrive at the interview looking like a seasoned professional. But if you dress too formally, you'll look stuffy, and if you dress too casually, the interviewer may think you're not serious about the job.

Never wear anything sloppy, tight or revealing to an interview. High-quality, tailored business suits are always appropriate for both men and women. And don't forget the details: Make sure your shoes and any other accessories are clean and polished. Clothes may make the (wo)man, but hair and hygiene are crucial. You never want an interviewer to smell you before they see you, so always bathe the morning of the interview, use a good-quality bath soap and deodorant, and avoid wearing perfume or cologne.

Be sure your hair is clean and well-groomed -- nothing spiky or wild -- and keep your makeup minimal. Cover any tattoos, and limit visible piercings to one in each earlobe.

Handshake
According to Emily Post's book, your grip speaks volumes. Offer a limp hand and your partner will think you're hesitant or meek. Give a bone-crunching squeeze and you can appear overly enthusiastic or domineering -- and it hurts! But when you shake with a medium-firm grip, you convey confidence and authority.

Extend your hand and grip when the webs of your palms touch. Then, pump your hand a couple of times.

Body language
Don't underestimate the importance of your posture and subtle movements. A study by Albert Mehrabian of UCLA found that 55 percent of communication is received from body language.

To ensure your body language signals your confidence, sit up straight with your shoulders back. Avoid crossing your legs and don't adopt a casual pose -- even if your interviewer does.

Even if you're nervous, try not to fidget. Don't play with your jewelry, twirl your hair or cross your arms, and try to maintain eye contact with the interviewer. If staring straight into the interviewer's eyes makes you uncomfortable, look at the bridge of his or her nose instead -- it looks like you're still making eye contact, but might be less distracting.




Source: careerbuilder

How To Bomb A Sure-Thing Interview

The best (and only) verbs you want to hear on the job hunt are "finding," "interviewing" and "getting." Unfortunately, it's not always that simple-even when the stars align and you think you're an overqualified shoe-in.
And yes, I'm speaking from experience. I thought I was a sure thing for a position, but when it came time to interview, I bombed the most basic questions of all.
Here are my worst offenses. Learn from my mistakes and follow these tips so you'll have a success story to tell.


Mistake No 1: I couldn't describe myself
You'd think I'd know myself, since I am myself. Yet for some reason, when that question emerged in the interview, I froze and struggled to think of any identifying features that might set me apart.
Avoid this mistake by drafting an elevator pitch that sums up who you are as a professional and as a human being. Here are a few good examples to start with. Just add your own details and a life experience or two:
"For the past 15 years, I was a supervisor at ABC Manufacturing. You might wonder why I want to move into sales at this stage in my career, but much of my time has been spent negotiating with vendors and meeting with CEOs. Although the industries might be different, the skills are the same."
"I just received my B.A. in marketing with a 3.9 GPA. My courses in account management give me a strong foundation to begin my career with XYZ company, and I'm excited to learn from the industry leaders here." (Examples from CNN.)
Don't talk about your current job or your husband (that was my mistake). Instead, tell a clear, compelling story that highlights significant experiences in your life that led you to the moment when you're sitting in front of the interviewer answering this question. If you can creatively incorporate some personal history and humor, all the better.


Mistake No. 2: I did the hard prep, but not the easy prep
When I sat down to interview for this social media position at a large radio company, I had statistics, figures and ideas for growth for the social media of the company I was interviewing with-and I was excited to share my ideas. But during our small chit chat and socializing, it became clear that I hadn't actually listened to the radio station.
When it comes to interview preparation, start small and build up. Play around on the company website. Test out their products (if applicable) and talk about the pros and cons of the company with a close friend. Prepare a small summary about what the company does and who their primary market is-and then get some experience with that primary market by role-playing as a customer.

Mistake No. 3: I wasn't a smooth player
Hopefully you've gotten beyond feeling super-nervous midway through the interview. But even if you are comfortable, there's still an ultimate interviewee level known as the "smooth player."
No, this is not someone who brings baked goods to the interview. Smooth players are confident and put-together interview candidates who ask game-changing questions like, "If you were forced to say yes or no to hiring me right now, what would be your biggest hesitation in offering me this position?" and "Can you offer me a tour of the office?"
Smooth players do not awkwardly shake hands and thank the interviewer for their time.
When the end of the interview approaches, assess how you think you did. If you feel strongly that you're still the prime candidate, ask any one of the following analytical questions (or more, if appropriate) to be seen as a slick character:

• "May I have a tour of the office?"
• "If you were forced to say yes or no to hiring me right now, what would be your biggest hesitation in offering me this position?"
• "May I ask why you are interested in me for this position?"
• "What are the most important characteristics you are looking for in the person you plan to hire for this position?"

And if you need more ideas about questions to ask, don't forget the basics like "What would a typical work day look like for someone in this position?"
What's the worst thing you've done during an interview? Did it cost you the job?





Source: AOL

I want you back: Getting rehired by a former employer

People leave jobs for a variety of reasons: They find better opportunities, they're offered higher salaries or they get fired or laid off, to name a few. But what if a job seeker wants to go back to a former employer? While it may seem out of reach, there are benefits to considering a previous place of work, such as already understanding the company culture and how the business functions.

If you're not sure where to look next in your job search, a look back at a past company may be the answer. Here's how to get rehired by a former employer:

Consider why and how you left before asking if you want to return
If you're considering a former employer for a job, will your old boss be interested in hearing from you? "The answer is, it depends on who you are  -- [your] skills, capabilities, etc. -- and the manner in which you left," says Mitchell D. Weiss, adjunct professor of finance at the University of Hartford and author of "Life Happens: A Practical Guide to Personal Finance from College to Career."
"I've owned and run commercial-finance companies, and I've served as an executive officer at several banks," Weiss says. "I've also hired back former employees. Not only were the folks we rehired competent and productive employees while they were on board the first time, but they also conducted themselves honorably and responsibly on the way out -- they transitioned their responsibilities, cleaned up outstanding issues and made themselves available for follow-up questions. In contrast, those who attempted to leverage the offer they had in hand for a counteroffer that beat it were invited to leave -- the sooner, the better."

Proceed with professionalism and keep an open mind
If you're convinced you should rejoin your old team, where should you start? "You will need to reconnect with former co-workers and bosses to let them know that you are interested in coming back," says Cheryl E. Palmer, career coach and owner of Call to Career. "It's a good idea to start by putting out feelers to see if there are any positions that open that you would be qualified for. You can also take a former co-worker out to lunch to re-establish the relationship."
Palmer also suggests setting up a networking meeting with a former boss to see how open the company would be to your return. "In addition, you can join any alumni groups that the company has on LinkedIn to reconnect with people in the organization."

Offer proof they'll be better off with you on the team
Whether or not you think a company will want to take you back, it will likely come down to what makes good business sense. "Regarding how to return to your old company and why they would be willing to take you back, it is actually a very simple proposition, and it doesn't matter how ugly the separation may have been," says Roy Cohen, career coach and author of "The Wall Street Professional's Survival Guide."
"Offer a solution to a problem that no one else has solved and one which is both visible and important to the company," Cohen says. "You have an advantage. Having worked there once before, you know their needs and challenges as well as what resources may or may not be available. In a world where companies and bosses are struggling for answers, imagine the relief to be delivered one with few, if any, strings attached. An even better option -- show them how you will generate immediate guaranteed revenue and that you will do so legally and without creating conflict with your former colleagues. This is a crowd pleaser. It will get you rehired."
Returning to a former employer is possible. It can be a good business decision for the company and a smart career move for you if you can prove that the relationship will be beneficial for everyone.



Source: msn.careerbuilder

How high-school decisions can affect your career

High school is a time of pep rallies, prom and teenage rebellion. It's also a time when students start making decisions about getting into college or pursuing postsecondary education. Yet perhaps they should be thinking even further ahead to their careers.

While many people consider college as preparation for the real world, the decisions made during high school can have the biggest impact on their career success.

"The problem for many students, and even parents, is that they fail to think of high-school education as an investment good," according to the book "College Majors Handbook with Real Career Paths and Payoffs."

"Despite the fact that they can receive a free high-school education that will cost taxpayers an average of about $40,000 over four years, nearly one in three students won't graduate ... The gap in labor market success between those who choose to finish high school and those who drop out is large and has risen sharply over time."

The book provides insight into the four key issues that need to be addressed in high school to help set students up for career success.

1. Basic skills and economic success
According to the book, access to employment has become strongly connected with the attainment of basic skills such as reading, writing and mathematics. "Firms are more likely to employ and try to retain and pay a higher annual salary to those college graduates with the strongest basic skills than to those graduates with the same degree level but lower basic skill proficiencies."
The book notes that workers who have high basic skills levels benefit in a variety of ways, including:

• Increased chance of being hired
• More hours of work over the year
• Higher hourly or annual earnings
• Increased benefits offerings, such as health insurance
• Greater employment stability
• Better upward mobility
• Increased chances of employer-supported training

"The most rapidly expanding industries in the U.S. are dominated by occupations that require strong basic skills. If students fail to develop these skills by the end of high school, they will essentially be locked out of access to the best employment opportunities."

2. Investing in work experience
Many high-school students consider an after-school job as a way to make some extra cash. Yet working during high school pays off in many other ways.
"The gains to students working in high school go well beyond the earnings they generate for themselves and their families," the book notes. "Working at an early age is a developmental activity akin to developing basic skills or occupational proficiencies in a school setting."
According to research cited in the book, high-school seniors who worked 20 hours per week had annual earnings as young adults that were 25 to 30 percent higher than those seniors who didn't work. Much of this is due to the soft skills learned on the job. The skills that are developed -- willingness to learn, respectfulness toward other workers or supervisors, strong work ethic, capability to communicate effectively, the ability to follow simple work rules such as punctuality -- are all characteristics that employers look for in job candidates.

3. Deciding to pursue higher education
The decisions high-school students make about their education cause a ripple effect throughout the rest of their lives. If a high-school student doesn't have a foundation of basic skills, it can cause him to fall behind, making him more likely to drop out of high school. If he drops out of high school, he won't have access to a college education. If he doesn't receive a college education, he may have a harder time finding employment or securing higher-paying jobs.
Pay levels can also vary based on how much higher learning is obtained. As the book explains, graduates of two-year degree programs earn 22 percent more per year than high-school graduates with no degree. Bachelor's degree holders earn about 66 percent more per year than their high-school graduate counterparts.

4. Developing and investing in occupational skills
Although majors are determined once a student is in college, decisions such as the kinds of pre-college courses to take or the type of college to pursue are made during the high-school years. And as the book notes, "The choice that students make about their major field of study is a key component of developing their career plan."
The book points out that due to the changing economic landscape, certain majors offer more post-college opportunities than others. Companies are increasingly seeking workers with high-level occupational skills or those with skills in newly emerging fields. According to the book, "The choice undergraduates make about their major will have widely varying impacts on the kinds of careers they can pursue after graduation. For example, students who choose one of the very demanding engineering majors will find they have a much broader array of employment as well as educational options, than say, a student who chooses a social sciences or humanities field."
Students who pay close attention to the decisions made in high school -- from elective courses to after-school activities – will find that it helps them in not only their pursuit of postsecondary education but in their pursuit of a fulfilling career.

Source: msn.careerbuilder

4 Ways To Use Twitter To Find A Job

Dan Finnigan loves Twitter. As the CEO of Jobvite, a six-year-old company in Burlingame, Calif., he sells software that enables companies to identify and source job candidates through their employees’ social networks. Jobvite works through Facebook,  LinkedIn and Twitter, so those social media sites are essential to Finnigan’s business. But he also strongly believes that Twitter is gaining on LinkedIn as a great tool for finding employment.

Part of his conviction stems from a yearly survey Jobvite does that polls Americans about how they use social networks in their job searches. While job seekers are increasingly using social networks to look for work, Finnigan is especially impressed by the growth in Twitter use. Last year 26% of job seekers said they were using Twitter to find work. This year, the number jumped to 34%. Finnigan is convinced that percentage will continue to expand.

Even though I write about careers and leadership for Forbes, where we promote the use of social media to spread our journalism, I am embarrassed to say that I have been in the dark about how people use Twitter in their job searches. Dan was generous enough to share his wisdom. I’ve boiled down his advice to four points.

1. Create a Twitter account that showcases your professional profile. Finnigan recommends putting together your Twitter account as though it were your online business card. I realize I’ve failed to do this myself. When I created my account a couple of years ago, a friend helped me compose this clever-sounding line: “Old media hand swimming with the new tides.” But Dan points out that I would be better served by saying something like, “Senior Editor at Forbes where I cover careers and leadership.” I’ve also squandered the profile by including only Forbes.com instead of the link to my personal contributor page.
If you are not a journalist, but, say, an accountant, the same rules apply. Make your account information as specific and professional as possible, and on your profile, link to your own blog if you have one.
One of the reasons I have failed to do these things is my confusion about whether I am using Twitter for personal or professional reasons. What if I’m tweeting something about my teenager’s upcoming jazz combo performance? That’s not information I want to send to my professional network. Dan recommends an obvious trick that was lost on me: I can create another account for my non-professional interests. If you have a hobby, like raising English bulldogs or running triathlons, you can make an account that is devoted to that purpose, and keep your professional Twitter feed separate. Or simply maintain two accounts, one for personal and one for professional use.

2. Start following people and institutions. Figure out who the relevant people are in your field and become their follower. I admit to doing a poor job of this as well. It would be wise of me to pay attention to editors at the publications and websites where I might want to work someday and to become their follower.
Once you have identified some key people, Twitter makes it easy for you to find more people to follow. Click on the “who to follow” tab and you will get a list of people and institutions followed by the people you already follow.
Finnigan advises that if I were an accountant instead of a journalist, I would think about companies where I wanted to work, and look for accounting professionals there. Another way to find folks to follow is to go to LinkedIn and use the “advanced search” option, which allows you to search for people using keywords including company, title and geographic location. Note to self: Spend some time increasing the number of people I follow.
Once you’ve built up a good roster of people to follow, start retweeting (forwarding) intriguing tweets by those people. You can also write notes to them, using the “@” symbol and their Twitter handle. This is a good way to build relationships.

3. Create content. This is the one thing I do, albeit inconsistently. Of course I create content for a living, so it makes sense for me to tweet out my articles. This is easy, since Forbes has a Twitter button directly on my contributor page. But I am poor at tweeting content other than my own. This is an important part of being a strong Twitter user. I should be reading widely and tweeting links I find intriguing.
If I were an accountant, I could also tweet out interesting observations and articles. For instance, I might have just read about transitioning from client-server financial software to cloud-based software. I should tweet that article to my followers. Or if I worked in energy, I could tweet an article about natural gas extraction. The more interesting and relevant your tweets, the more likely you are to attract followers.

4. Send private notes to potential mentors. This may be the toughest tip to follow, since it requires maximum confidence. But a great way to find a job is to reach out directly to someone in your field and let them know that you are looking for new opportunities. It’s best to do this after you have interacted with someone through retweets or responses to tweets they have made.
Finnigan has experienced this himself. “If someone reaches out to me out of the blue, I ignore that,” he says. “But if someone has said, two or three times, ‘I watched your talk at South by Southwest and thought you were dead on,’ or ‘Here’s another article you might like on the same topic,’ and that allows me to make my presentations better, I might be receptive.” Much of Twitter’s strength is based on the assumption that participants will reciprocate.
An example of someone getting a job using Twitter: At Jobvite, the head of design was being followed by a number of people, including a designer in Canada. The design chief writes a blog, gives talks, holds meet-ups and publishes a lot of content. After following the design chief for some time, the Canadian designer sent him a message, using the “@”symbol, saying, “I like what you’ve been saying on Twitter and I agree with your approach. If you’re ever looking to hire someone, give me a shout. I’d love to work for you.” The design chief was indeed looking to hire a designer and wound up giving the job to the Canadian.




Source: forbes

The myth of the passive job seeker

"We need to get rid of the words 'active' versus 'passive,'" says Kassandra Barnes, research and content manager at CareerBuilder. "They just aren't relevant words in the job-search landscape anymore.'' Barnes is referring to the findings of CareerBuilder's and Inavero's 2012 Candidate Behavior Study, which highlights the behaviors and perceptions of today's job seekers.

One of the survey's major findings was that, employed or unemployed, the vast majority of workers are almost always seeking new opportunities. Of the 1,291 workers nationwide who participated in the survey, 77 percent said they were either actively searching for a new job or open to new opportunities, and 35 percent said they begin preparing for their next job within weeks of starting a new one. When it comes to frequency, 71 percent of workers said that searching for new opportunities is part of their regular routine, whether or not they're employed, with 27 percent searching as frequently as once a week.
These findings weren't unique to any particular demographic segment. Workers of both genders and across various income levels, generations and backgrounds reported similar attitudes and behaviors.

How employers should treat all job candidates
Given these findings, employers should stop thinking of job seekers in terms like "passive" and "active," since a majority of workers are constantly on alert for new job opportunities. Instead, employers who want to hire more effectively should focus less on finding passive job seekers, since most workers are casually browsing opportunities and employers at any given time.

Why employers run into hiring roadblocks
The other danger in using these labels is that it can inadvertently derail the employee search, causing employers to miss out on perfectly qualified workers. "Employers tend to think of active and passive candidates in terms of bad and good," Barnes says. "Yet passive candidates are not necessarily better than active candidates. If anything, they might even be less ambitious or willing to leave their current company." Employers do themselves a disservice by ignoring the active candidates who have shown interest in their companies.
"Think of recruitment in terms of running for political office," Barnes says. "Why would you try to sway a Republican to be a Democrat -- or vice versa -- when you should really focus on re-energizing your base population?" For hiring managers, their base is active job seekers, so it only works against them to ignore or discredit this group.





Source: careerbuilder

The 10 Most Overused LinkedIn Profile Buzzwords of 2012

If you really consider yourself to be creative, prove it by thinking of a better word to describe yourself on LinkedIn.

LinkedIn revealed its annual list of the 10 most-overused buzzwords job hunters use on the social network and "creative" was once again at the top of the list both globally and in the U.S.
"Even though we added more than 50 million new members since we did the last ranking, the data tells us that the number one buzzword globally is "creative" once again," Simla Ceyhan, a data scientist at LinkedIn, wrote in a blog post Tuesday.

The top buzzword varied in some countries. The Swiss are more likely to use the word "analytical" on LinkedIn, Brazilians prefer to use "experimental" and residents of several countries in the Middle East and Asia most commonly describe themselves as "motivated."

"Organizational" and "effective" were once again the second and third most used buzzwords among professionals in the U.S. on LinkedIn, respectively. But this year, LinkedIn found more U.S. professionals described themselves as "responsible" and "analytical," the latter of which cracked the top 10 list for the first time.

Here are the top 10 most overused buzzwords in the U.S. on LinkedIn...

1. Creative
2. Organizational
3. Effective
4. Motivated
5. Extensive Experience
6. Track Record
7. Innovative
8. Responsible
9. Analytical
10. Problem Solving

Source: mashabel

The Best And Worst Colors To Wear To Work

Having trouble picking out what to wear to work? Focusing on colors might not only help you narrow down your choices, but may also benefit your career. Research has shown that colors can greatly affect our moods and the way other people respond to us.
Amazingly, colors can even change our heart rate, blood pressure and respiration, as researchers Keith Jacobs and Frank Hustmyer discovered in 1974. With that in mind, here's the ultimate color guide for the colors that you should (and shouldn't) wear to work.

Best Colors to Wear to the Office:
1. Green.
This color denotes freshness, safety and harmony. It's also associated with money and the "go" signal for a traffic light-both great characteristics in the workplace. The color green is restful on the eyes and produces the least amount of eyestrain, making this a good choice for people who sit in front of a screen for many hours.
2. Blue.
This is the color of truth and wisdom. It also has a calming effect and is linked to intellect. It's also the most stable color. So if you have a volatile or drama-filled workplace, blue is a great color to wear to counteract the tension.
3. Brown.
The color of stability, brown is also seen as masculine. If you're a woman in a predominantly male workplace, wearing a chocolate brown suit can give you credibility.
4. Black.
This power color can convey feelings of mystery and seriousness. It is also considered elegant and has a thinning effect. (And who doesn't love that?) If you want to be treated seriously, the typical black suit with a splash of green or blue works wonders.

Worst Colors to Wear to the Office:
1. Yellow.
This is the happiest of all the colors and usually stimulates joy. However, yellow is considered an unstable color, so it can be over-energizing for the office and make the wearer look weak.
2. Grey.
Grey implies that people are passive, uninvolved and have a lack of energy. If you like wearing grey, pairing it with a brighter color such as blue can help offset the negative effect.

3. Red.
This is the color of aggression and passion -- great for a first date, not so great for the office. It also increases metabolism and raises blood pressure, which is why it's used for stop signs and fire engines. Red can be seen as a bit hostile in the work environment, so think twice before wearing it often.

Colors to Wear in Moderation or as Accents:
1. Orange.
This is a color of stimulation and enthusiasm. It's not as aggressive as red, but can catch attention, so it's good to wear in moderation.
2. Purple.
Purple reminds people of royalty and luxury. It's also the color of magic. However, since purple rarely occurs in nature, it's also seen to be artificial. A purple scarf, tie or purse can be a nice, subtle addition to any outfit.
3. White.
This color is associated with cleanliness and perfection. It is always a safe choice for a shirt or scarf, but too much white denotes timidity and sterility -- not good for workplace relations.


Colors affect our moods and how others perceive us. But, of course, colors aren't the only thing that affects how people see us -- you can still be liked at work even if you're wearing a yellow suit. Still, when given the choice, pick a color that will work for you and not against you.





Source: AOL

Explaining a Job Loss: Seven Tips

Downsized, restructured, displaced, canned, terminated - any way you put it, you're still out of a job and it's still not the easiest subject to talk about in an interview.
Recognize that there is life after a job loss and take some time to reflect and recharge your attitude. Think about what you learned from the experience, what you could have done differently, and what you will do going forward. Here are seven things to prepare you when the subject comes up in an interview.
Don't lie.
Be prepared to be up front and honest about your dismissal. Don't lie. If you fail to disclose that you were dismissed for cause, it is likely to come out when the employer checks references and your perceived dishonesty for not sharing this information may cost you the job. When interviewing, be brief in discussing the situation, show what you've learned or what you are doing to change and then move on to what you accomplished and how you can contribute to the new company.

Right job, wrong boss.
If your dismissal resulted from a change in management and you didn't get along with a new boss due to bad chemistry or a difference of opinion, acknowledge that you recognize some people just don't click, then share references of other supervisors you previously worked for and other colleagues.

You might say, "My new supervisor and I, unfortunately, had very different personalities and management styles. I made a strong attempt to create an amicable relationship. I had very good relationships with previous supervisors and was well-thought of by my colleagues." Whatever you do, don't bad mouth the boss. You'll be the one who looks bad. Have a list of other supervisors and coworkers readily available to share with the interviewer. Most people have had a difficult boss at some point in their career and will likely understand.

Change in strategy.
Briefly acknowledge that there was a change in company strategy that you didn't fully agree with, then move on to what you learned from the situation. Saying something like, "After the merger, my new boss had a different strategy in mind for our product group. I didn't fully agree with it. Looking back, I realized that I should have tried to find out more about the rationale for the change and find ways to support it." Don't trash the company. Don't blame the company for not following your direction. Every company will change. Show that you are willing to adapt to change.

Lack of skills.
If your job moved forward but you didn't, it's probably time to acquire the necessary skills to succeed. If you haven't yet embraced technology, use your time off to take a few beginner computer classes and learn common office software. In addition to local colleges, many industry associations offer courses and workshops to keep your skills up to date. Take a refresher accounting course, attend a workshop to recharge your creativity, improve you management skills or learn to write for the web. Share your new-found skills with prospective employers and show how these skills will add value at the new employer.

Poor reviews.
If you received a series of poor performance reviews, you need to truly assess why. First, if you can muster the courage, consider calling your old boss and asking for advice. You may find the conversation easier than you think, now that the ties of employment have been broken. Call or meet with a former colleague or two and ask them for their honest opinion of how you could improve. Don't be defensive. Listen openly.

If you made repeated mistakes, if you weren't thorough enough in your reports, or missed your sales quotas, consider what you could do to improve. You may find that the job you had wasn't really right for you. If you were a great sales administrator who was promoted to an outside sales position but lost your job because you couldn't make the quotas, perhaps you need to seek an administrative position. If you were a great sales person who was promoted to manage the sales force then let go due to your poor management skills, maybe you'd be happier and more successful if you were back in front of customers instead of behind a desk.

Misdeeds or dishonesty.
If the reason for your dismissal was for something more egregious, like misusing company funds, sexual harassment, substance use or falsifying company information, you may need to accept that companies could be reluctant to hire you. Whatever the reason always be honest, say only what you need to say, share what you learned and how you've changed and focus on the more positive aspects of your performance and accomplishments.

Solid and legitimate references.
Ideally, your former employer will agree to just give the facts, by verifying your dates of employment and your titles. Secure references from other supervisors and colleagues who will give you a positive review and vouch for your integrity and ability. It's best to have two to three business references as well as a couple of personal references. 




Source: careerbuilder

6 Biggest Mistakes That Job Hunters Make

Quit blaming your failed job search on a down economy; it's time to evaluate your efforts instead. While no job seeker likes to hear that his strategies are failing, it's important to know when your practices need revising -- or should be dropped altogether.

So rather than letting job search frustrations take a toll on your attitude and confidence, consider these six reasons that your job search might be failing:

1. You have a negative attitude or lack of confidence.

The job search is frustrating, tiring, degrading and a whole other slew of negative adjectives. It's important to not let the search eat away at you and ruin your outlook. So much of the job search can be related to your composure and attitude, so it's essential to stay positive.

In fact, your attitude is the only part of the job search that you can control. A positive attitude usually generates a level of confidence that can be gauged in applications, emails, online and, most importantly, in an interview. Do whatever it takes to stay positive and confident.

2. Your online presence is non-existent (or vulgar).

Social recruiting is on the rise this year, with more than 80 percent of job openings being recruited for online. Dozens of companies are now launching tools to help recruiters search for job candidates through social media.

For job seekers, it's absolutely imperative that you not only have the necessary social media profiles, but that your online brand be sparkly clean. If you don't have them already, it's time to generate a LinkedIn profile, Twitter account and any other social media profiles recruiters could use to find you.

Don't ruin your chances of a potential interview or job offer by allowing your social media profiles to be anything less than professional. Google your name for insight into what employers will see when they search for you. If the results are less than professional, it might be time to check your privacy settings or have your friends untag those college drinking pictures on Facebook.


3. You're looking in all the wrong places.

Don't let the lure of major job boards ruin your job search. Too many job seekers waste time and energy only applying to openings that have been posted on the major job boards. Not only does this categorize you as a less-than-dedicated job seeker; it's the equivalent of tossing your resume into a tower-sized stack of applications.

Stick to niche job boards within your industry to get the benefits of smaller candidate pools and more accurate job search results. There's also an increased level of interaction that comes with applying directly to niche job boards, because the contact information of hiring managers is usually more readily available.

4. You don't know how to network.

The job hunt may leave you spending the majority of your time as a hermit, living in front of your computer. The ability to successfully generate a network of professional connections is just what you need to turn your job search around.

Effective networking isn't just about knowing someone and asking them to put in a good word for you; it's about building a mutually beneficial relationship where you can learn more about companies, positions, industries and even your own career path. Take the right steps toward creating better networking connections by seeking out mentors and actively listening and learning from their experiences.


5. Your resume isn't up to par.

There's no room in this competitive job market for a bad resume. It takes only five seconds for a hiring manager to scan your resume and decide which pile it's going into. Too much text, lack of formatting, grammatical and spelling errors, and downright poor content are sure to send your resume to the recycling bin.

Do whatever it takes to create a resume that represents you in a concise, easy-to-read format.


6. You never ask for advice.

There are generally two forms of job seekers: Those who ask for too much and those who ask for too little. It's important to find a happy medium, but remember that asking for job search and industry-related advice is both acceptable and necessary to land a job.

Utilize your networking connections and attempt to build a mentor-like relationship to allow for a two-way communication chain founded on asking questions and learning from experiences. Advice doesn't mean asking someone to find you a job; it means gaining insightful knowledge that will help you along your career path.




Source: AOL

Why You Need A Career Bucket List In 2013

Make your first million. Get the corner office. Start your own company. Take over the family business. Publish a book. Retire by a certain age.

Career goals may vary, but they all mark the reaching of a professional achievement. While it's up to you to decide what career accomplishments matter most, you might not know where to start. "The first step is to visualize what you want and then you create a plan to execute," says Roy Cohen, career counselor, executive coach and author of The Wall Street Professional's Survival Guide.

Cohen shares his tips for developing your career bucket list, or the goals you want to reach before the end of your career:

1. Set stretch goals.
Create objectives that contribute to larger goals, such as expanding your knowledge, raising your professional visibility, getting a promotion or finding a new job. You can do this by taking classes, getting a certification or writing an article for an industry publication. If you are receiving unemployment benefits, you may be eligible for free tuition toward classes and certificate programs through your state's labor department. It takes time, so plan now.

2. Establish relationships with influencers.
Influencers are people who are in the loop on industry trends, opportunities and career insights. View them as mentors or advisers to whom you reach out for direction, perspective and ideas. They usually have dynamic careers and are involved in diverse initiatives, and as a consequence, they can offer you a more informed perspective.

3. Repair damaged relationships.
If you left a job on bad terms, or you've been out of touch with former colleagues, it's time to catch up with them. Time can be a neutralizer of frayed edges and unresolved issues, so it's worth reaching out. When it comes to achieving goals, one of the biggest barriers to moving forward is the baggage you carry from unresolved relationships and issues.

4. Wrap up and follow up.
Since 2013 is just around the corner, now's the time to reassess 2012. What could you have done differently? Recognize that achieving your goals is all about follow-up and gratitude. Is your follow-up correspondence showing your potential to add value and offer solutions? Is it well-written? If not, get feedback on how you can improve the way you communicate.

When creating your bucket list, ask yourself what's important to you, what accomplishments you've admired in others' careers and what goals would get you closer to reaching nonwork-related milestones. A career bucket list doesn't have to be completely serious; balance hard work with more lighthearted plans, such as earning a bonus so you can buy yourself something special or accruing extra vacation time so you can visit a dream destination.




Source: AOL

10 Things NOT To Do In A Job Interview

You spent years honing your career, driving your on- and offline brand, and equipping yourself with the right resume. Now, you've been invited into that all-important job interview. To succeed, there are several things you should always do, but perhaps more importantly, there are also things you should avoid at all costs. Here are 10 ways you could fail at your job interview, and ways to steer clear of them:

1. Arrive late.
There is no excuse for interview tardiness. MapQuest and auto navigation systems are at your fingertips to set your on-time driving course effortlessly. Plan for traffic jams and other logistical obstacles by leaving for your interview way ahead of your appointment. The worst that can happen is you arrive early. Use the bonus time to review your prep materials.

2. Dress inappropriately or appear ungroomed.
Women: Are you displaying excessive cleavage, wearing a too-short skirt or globbing on the makeup? Men: Are you arriving unshaven, sporting long hair or stifling the room with aftershave? Also keep in mind that body piercings and tattoos can be distracting to an otherwise open-minded interviewer. Consider expectations of interview process formality; often, the most flexible cultures anticipate a conservative presentation during the interview meeting. Instead of asserting your unique personal style, focus on what's important: dialogue that convinces a hiring manager that you will contribute to the company's bottom line.

3. Arrive unprepared.
If your response to the question, "Why do you want to work for ABC Company?" is a deer-in-the-headlights stare, then you failed. This seemingly innocuous question is actually a power-packed opportunity to genuinely demonstrate why the company should be interested in you. Be specific in identifying one or two key reasons the company's culture, leadership, product, or service appealed to you and then couple that with a particular example of how YOU will fit in/add value. With today's access to deep-Web insights (via Glassdoor, LinkedIn, corporate websites, and Google searches), there is no excuse not to brush up on a company before the interview.

4. Behave disrespectfully.
Whether it's the front-line receptionist greeting you in the foyer, the human resources professional pre-screening you, or another employee passing you in the hallway, mind your manners through each interaction. Everyone with whom you come in contact is a potential influencer to the decision-maker who impacts your future.

5. Chew gum or fidget.
While nerves may be in check before the interview, the simple act of crossing the "threshold" into the interviewer's quarters often triggers a visceral reaction that can induce excessive gum chewing, fidgeting, and/or sweating (or all of the above). Have a plan of action to manage your nerves so that they don't manage you. Spit out your gum; practice crossing your ankles and folding your hands, and/or wear sweat-resistant clothing or special deodorant.

6. Drone on and on.
Preparing a flexible script ahead of time will help avoid rambling as you search for the right words. Typically, there is a common pool of questions from which interviewers draw upon. By preparing for 15 to 20 of those, you will be equipped, to a large degree, for many possible questions. You can pull from a combination of those practiced (but not memorized) responses to create succinct, intelligible replies.

7. Forget your resume.
While it's likely you were called into the interview based on the resume that the recruiter, human resources professional, or hiring decision maker received, don't assume they won't appreciate a hard-copy resume at the time of the interview. Bring several printed copies to the interview, as you may be meeting with a series of folks. Each one deserves his or her own fresh copy.

8. Bring a bad resume.
Amateurish, outdated, and non-value-add resumes can be a strike against you. Executed poorly, a sluggish, old-school, inarticulate, and unfocused resume may be just the reason to eliminate you from the running in a tight race.

9. Forget to say thank you.
Demonstrating appreciation for the interviewer's time during, as well as following the interview is critical. Manners matter, always.

10. Think the interview is mostly about you.
The interview, at least initially, is about the company's requirements. It is considering hiring and paying you to fill a void. You must prove you can fill the employers' particular needs; that you can remove pain, solve problems, fix customer issues, save time or money, generate more revenue, build upon profits, and/or reverse declining market share.

Yes, you will be choosing a company that fits "your" needs, too, but initially at least, your primary focus is to influence them to want to know more, and ultimately, extend an offer.


Many of these interview-derailing behaviors will be exacerbated by the inherent stress of employment meetings. By quashing them now, you can take necessary steps to reduce chances of failure and increase opportunities for new job success.



Source: AOL

3 myths about older job seekers

Big Foot roams the woods of North America. The Loch Ness Monster lurks below the water's surface in Scotland. Hiring younger workers makes more sense than hiring mature ones. Which one of these myths is most widely believed?
Big Foot and "Nessie" may be out in the wild somewhere, but mature job seekers are just as attractive job candidates as their younger counterparts. More experienced, more mature, more reliable -- mature job seekers are the total package when it comes to hiring. So why do employers buy into the notion that their age is a drawback? Learn how to bust three common myths about older workers and get hired.
Myth No. 1: You're out of touch
Perhaps the most common myth is that mature job seekers struggle to keep up with technology and industry trends. The truth is that it's every job seeker's responsibility, regardless of age, to ensure he has the experience and skills needed for the job he wants.
While younger job seekers may receive the most current education, mature job seekers can take advantage of this opportunity, too. If your job search isn't yielding much interest, it may be time to consider attending a workshop or seminar in your field. Tailor your résumé to the job posting's requirements. Research the company and mention specifics in your cover letter. Also note your skills and experience, including your technology capabilities. You can beat this myth and market yourself as the total package. You have experience, judgment and dependability on your side.
Myth No. 2: You'll expect a leadership position
The experience, judgment and dependability that make you the total package may also make you appear to be a high-maintenance job seeker or somebody who expects a leadership position.
Combat this assumption in your cover letter by explaining that you're interested in the specific position and that you look forward to joining the team. You may be moved into a leadership position soon after starting, but don't expect a warm reception if you mention a leadership position as a requirement to being hired. Instead, explain your leadership qualities and how they apply to the job for which you're interviewing, as well as how you'll fit into the company culture.
Myth No. 3: You'll retire soon anyway
The classic "Where do you see yourself in five years?" question makes an appearance at most job interviews, though for mature job seekers, this question may sound loaded. Will you still want to work in five years?
While younger job seekers may respond with a positive answer about how they hope to still be working with their team, mature job seekers may need a more specific answer. Hiring managers may worry that more mature job seekers are looking for a pastime before retiring. Make it clear that the age of retirement is rising and you're looking at this position as an important part of your career. Share how you've previously met your professional goals and how this job will contribute to your other goals. Then, transition to the company's goals and how you're a great match.
No matter your age, you can bust these three myths and present yourself as the total package. Prove that you're keeping up with industry trends, make it clear that you want to be a part of the team, and share your career goals to show your commitment.

Source:careerbuilder

A balanced approach to phone interviews

Phone interviews lack many of the qualities that can make an in-person meeting with a potential employer so stressful. You don't have to make your way to an unfamiliar location and hunt for a parking spot, meet -- and impress --prospective colleagues in the hallways, or figure out an elegant way to hide that spot on your shirt.

As a result, some job seekers approach phone interviews less seriously. That can be a risky move in a job hunt since acing the phone interview is often your ticket to an in-person meeting.

This article outlines a few guideposts to help you walk the line between over-preparing and not being prepared enough. Stay within these lines, and you'll have a better chance of making it to the next round in the hiring process.

Be professional ...
From the beginning, you must present yourself as polished, considerate and professional. That means greeting the hiring manager with, "Hi, Joanna, this is John Douglas. It's a pleasure to speak with you" as opposed to the kind of casual greeting you reserve for close friends. And if your outgoing phone message is casual or goofy, change it in case the employer's call goes to voice mail.

Just before the scheduled interview time, disable call waiting and get set up in a distraction-free environment with a strong cell signal or landline connection. Have your résumé and the job listing in front of you. Smile as you talk to give your voice confidence.

At the end of the call, thank the hiring manager for her time. If she hasn't mentioned the possibility of an in-person interview, ask politely about the next step.

... But be yourself.
Being overly formal can have the opposite of your intended effect. Needlessly officious language can create a barrier between you and the employer. Ideally, you want to find common ground. The same holds true for projecting too much enthusiasm if these feelings don't come naturally for you. It can come across as insincere.   

In the likely event that the hiring manager is calling several similarly qualified candidates, he will most remember the one where the conversation was easy and friendly.

Prepare yourself to answer thoroughly ...
Research the company and its current challenges, just as you would for an in-person interview. Swallow your pride and ask a friend to conduct a practice phone interview with you. Ask your friend to prepare standard-issue interview questions as well as a curveball or two.

This dry run can give you invaluable practice talking about yourself while helping to identify weaknesses ranging from the technical ("Your headset sounds terrible") to the substantial ("You seemed evasive about your last job").

Afterward, make a list of key talking points that match up with the position's requirements. Keep it handy during your interview to use as a reminder -- but not as a script.

But don't overdo it.
During in-person interviews, nonverbal prompts make it easier to carry on a natural conversation. You can generally tell when the interviewer wants you to talk and when to wait for the next question.

That distinction is trickier over the phone; a few seconds of silence can turn you into a radio DJ scrambling to fill dead air. Keep in mind that the interviewer may simply be taking notes, so don't talk just to avoid silence.

Follow the interviewer's lead ... 
During the interview, you'll need to pick up on not just the content of the hiring manager's questions but also the tone. Don't be so fixated on your talking points that you miss these cues.

If the interviewer seems relaxed and open, you can take more time answering the questions. If her tone is matter-of-fact and abrupt, focus on getting your points across quickly and economically.

In either case, make sure you're listening, not just waiting for your next turn to speak. Asking a salient question in response to something the interviewer has mentioned can demonstrate your ability to think and talk on your feet.

But don't lose the thread.
The interviewer may establish the tone and structure of the discussion, but it's your responsibility to tell your story -- however briefly -- within those confines. Make sure your answers don't stray too far from how your skills and experience meet the employer's needs.

These tips may not be black-and-white, but neither are today's phone interviews. In fact, if you take part in several interview calls, you might find that they bear little resemblance to one another. In some cases, you might even be vastly overprepared after the call. If that's the case, consider your preparation a head start on the next round. Just be sure to get that shirt dry-cleaned first.

Source: careerbuilder