Interviewing While Pregnant

"Will a hiring manager look at me differently if I'm pregnant?"

Susan Ricker Nov 5th 2014 12:03PM

A baby on the way means it's imperative to get your finances in order, which may mean looking for a new job. But how does this factor affect your job search? Whether you're already pregnant when you start your job search or you find out you're expecting in the midst of a career change, navigating the process understanding an employer's expectations can feel confusing.

Here, career coaches and employment attorneys weigh in on how to understand an employer's potential concerns, as well as assert your own professionalism and experience to create the opportunity to score the job.

Should employers know?
The question most people want answered is: "Will a hiring manager look at me differently if I'm pregnant?" Donna Ballman is an employment attorney, AOL Jobs contributor, and author of "Stand Up For Yourself Without Getting Fired." She says, "Many people think it's dishonest not to disclose a pregnancy while job hunting, or maybe even legally required. I think this is a mistake, and a misunderstanding of the law. While applicants usually understand that you shouldn't disclose a disability while job hunting, and most employers understand that they shouldn't ask, both sides seem to treat pregnancy differently.

"My best advice is to not disclose your pregnancy while job hunting. If you're showing, then you may have to say something, but otherwise don't disclose until you get a firm job offer. If they rescind the offer or fire you once they find out you're pregnant, then you may have a pregnancy discrimination case. Once you get the job, then you can – when you are about to start showing – disclose and start talking to them about maternity leave." Ballman adds, "However, you won't qualify for Family and Medical leave unless you worked there at least a year."

For more legal information, check out the National Advocates for Pregnant Women's "Guide to Pregnancy Discrimination in Employment," which is a downloadable PDF that shares excellent advice, information and resources on motherhood, work and family.

Why employers care
Today, businesses (and our culture as a whole) are stressing the value of having more women in the workplace, so it seems contradictory that a woman becoming pregnant is a concern that employers may have. The reason, though, is important to understand. Roy Cohen is a career coach and author of "The Wall Street Professional's Survival Guide." He says, "One of the biggest concerns is that you will start a job and then disappear."

If you only work for a short time before you're out on maternity leave, and if you end up deciding not to come back, employers will have lost money on hiring you. To ease the employer's worry, speak to how this organization and job fit into your career goals, how long you picture yourself at the organization and any other alignments you can point out. Ultimately an employer wants to hire someone who has a future at the company and can perform at a high quality.

Talking about your pregnancy
If you acknowledge your condition, you can assure potential employers that this will not affect your potential job performance in the new role. To do this, express your preparedness for the baby's arrival, as well as any career or job strategies that you've created for your expanding family.

If you're an experienced mother, this can play to your advantage since you understand how a new baby's arrival changes your life and the time availability you have. However, you do not have to disclose that you have children or share any family particulars if you choose not to. If you do want to, though, Cohen says, "If you have been pregnant before then by all means speak from a place of experience." This can range from a conversation on how you manage your time and a work/life balance to the company culture expectation of hours worked. The more you sound like your availability and skills will fit what the employer needs and the organization strives for, the greater your chances are of getting an offer.

No matter how you choose to handle the news that you're pregnant, you'll find success in your job search by focusing on communicating your professionalism, experience and how this organization and this role fit into your career goals and capabilities.

Finding a Job on Craigslist Carefully

Jobseekers, proceed with caution

Susan P Joyce

Craigslist is a unique site with 700 local sites in 70 countries offering 80 million classified ads to the people in those locations. On Craigslist, you can find everything from jobs to places to live (for sale and rent) and many things to purchase.

Craigslist Has Advantages

Craigslist is different from traditional job boards in four important ways:

1. Jobs posted on Craigslist are often not posted elsewhere.
2. Posting jobs is free or inexpensive (compared with a traditional job board) for employers.
3. Small and very small employers use Craigslist more often than large employers.
4. Craigslist jobs are presented in chronological order based on posting date and time.

Keep those characteristics in mind as you hunt for your new job on Craigslist.

Do a Search of All "Jobs"

The most effective way to find a job on Craigslist is to search the entire "jobs" category so you don't miss a job that was posted in a subcategory (e.g. "admin / office" etc.) you wouldn't check. Simply click on the "jobs" title at the top of the Craigslist homepage for your location. Then, type your query at the top of the "jobs" category page.

When you get to the results of your first search, you can fine-tune by clicking on the "search titles only" or choosing another option with choices like "internship" or "part-time." Check the left column on the search results page for these and more options. Craigslist will show you search results in the usual reverse-chronological order with the newest at the top. If the results are limited, Craigslist will also search "nearby" locations to find you more opportunities.

Caution!

Like most websites that accept postings from the public, some of the jobs you find on Craigslist are bogus, so keep your guard up. Be careful if:

• No employer name is visible. Some legitimate employers do post "blind ads" with no indication of who they are to protect their intentions from competitors or even current employees. But be wary if the employer's name, address, and contact information is not given.
• You need to pay them. The posting wants you to invest some money before "qualifying" for the job. Recruiters are paid by employers to find good candidates, and employees are paid by employers. So, no one should be collecting money from you.
• They offer you a job without any screening or interviews. The employer is willing to hire you immediately, based only on your interest in the job, and wants you provide your Social Security Number and/or bank account number before even interviewing you for the job. That very important personal information is the last information provided, after you have interviewed for the job, are sure that the employer is real, and have been given a formal job offer.

Remember, if the job doesn't feel right to you or the people are a little scary, trust your instincts, and skip the opportunity!

Research Before You Apply

The Internet is your best defense. Don't be in such a hurry to apply for a job that you skip taking the time to be sure that the employer and the job are legitimate.

Who and where is that business? Look for postings that include the employer's name, address, and phone number. Then search on that information to be sure that the employer is "real." Is the address given for an office building or an empty lot or something else inappropriate?

Does that employer have a website that describes the business? If you only find job postings when you do the search, skip the opportunity. Legitimate businesses must do more than relentlessly hire people. They must generate revenue to pay those employees.

Apply Very Carefully

When you respond, use an email address specifically for your job search. Best is a a free email address from Yahoo, Microsoft, or Google--but, of course, not a "cute" address like HotMama@example.com or YankeesStink@example.com. Avoid using an address associated with your current employer (great way to lose your job or have a very uncomfortable talk with your boss).

Limit Personal Information Sharing

Don't share your home address or home phone number when you apply. Stick to your job search email address in your initial contact with the employer. Once you are sure that the job is legitimate, you can share more information, although I would protect my home address for as long as possible.

Meet Only in a Populated, Public Location

Even to meet someone who works out of their home, the first meeting or job interview should be in a populated public place, like a coffee shop or a public library. Don't meet someone in their apartment or house for your first meeting.

Bottom Line

Craigslist can be very helpful for finding a job. Many of the successful job seekers I speak with found their jobs on Craigslist. But be cautious with Craigslist--as you should be with any job posting, whether you find it online or on your local public library's bulletin board. The bad guys and gals are out there.    

Interview Etiquette: Before Meeting the Boss, Befriend the Secretary

Monster

If everything goes to plan, you've arrived at the recommended 15 minutes before your job interview. You've checked in with the secretary or receptionist, and now, the dreadful wait for the interview - the interview you practiced for rigorously, even talking to yourself in the car on the way there. What you don't know is, this waiting period is actually a blessing.
The 15 minutes before your interview not only give you time to relax your nerves, browse through some of the company's reading material, but this precious 15 minutes also gives you a one-on-one meeting with the company "insider" - the secretary or receptionist.
He or she knows the inside scoop about the company culture and they see interviewees like you day in and out and know the what the boss likes and dislikes. It is likely that after the interview, the boss will ask the secretary or receptionist for his or her first impressions of you. This person is your golden ticket.
So how do you go about chatting with the receptionist or secretary while seeming genuine and professional so you get their stamp of approval? Here's how:

Well, be genuine
Secretaries and receptionists can smell behavior that is "fake" or not genuine. If you get the job, this is the first and last person you'll see at the company every day. That being said, it's important to offer a genuine greeting (in and out the door) and smile.
Find a conversation starter
Unless they're busy, secretaries and receptionists are usually happy to partake in a human conversation (after being glued to the phone all day).
Try this. "Hi I'm here to see Mr. Jennings for an interview." "He'll be right with you." "Thank you so much for your help. So how long have you worked here?" Simple, polite, and approachable. 
Or try to find common ground with topics like current events or the weather. Once conversation takes place naturally, feel free to ask about the work culture or any tips he or she can give you about interviewing with the boss. OR, without creeping (this is key), if you notice anything, funny, peculiar, or personal on their desk, comment on it or ask about it. 
Real-life example: While waiting for an interview, simply commenting on photos of the secretary's children resulted in, not only in a great conversation, but she also provided tips on the boss's likes and dislikes. I later found out she put in a good word on my behalf.
Not a talker? Ask for reading material
Not all secretaries and receptionists are chatty. Rare, but it happens. In this case, remain polite and ask for any company reading material. You've still made a good impression because it shows your invested in the company. This also gives you good talking material in your interview. Interviewers like applicants who have done their research.
DO NOT stay on your phone
DO NOT sit there on your phone on Facebook updating your status about the big interview. 1. It's unprofessional and leaves nothing good to say about your first impression with the secretary or receptionist. 2. You don't know who's looking at your Facebook status (for all you know, the secretary or receptionist could be doing their homework on you right in front of you). You'd look pretty silly if he or she reported to the boss that all you were doing was tweeting the whole time.
Don't forget to say thank you and goodbye 
Whether the interview went poorly or great, make sure you make time to say thank you and goodbye. Don't be afraid to throw in, "I hope to see you soon!" Enthusiasm and positivity are always received well and you want to leave with as great of an impression as you had when you came in.

Thank you in the corporate world can go a long way so make sure you say it to everyone from your boss, to your peers, to the secretary, to the janitor. Why? It's kind, the right thing to do, and you never know who's buddy-buddy at the company. 

LinkedIn Reveals the 100 Most In-Demand Employers

And they're not all tech companies

AOL Jobs Staff

Quick! What are the most desirable companies to work for on the planet? Okay, Google...Apple...who else?

LinkedIn is here to save the day with their annual list of the 100 most in-demand employers on the planet. As you probably expected, a lot of them are in the booming tech industry (yes, Google and Apple claim the top two spots). Those crazy cafeterias have got to count for something. But you'll also find companies like General Electric and PepsiCo rounding out the top ten. Want to see who else is in the mix? Click through the slideshow below, or head over to LinkedIn for the full list.

Read more:  LinkedIn Reveals the 100 Most In-Demand Employers

Sticky Question for Your Boss? Here's How to Ask

Surviving those awkward conversations

CareerBuilder

By Robert Half

In your career, there will inevitably come a time when you have awkward or difficult questions to ask your boss. Very few people like uncomfortable interactions, but in order to get ahead at work, you need answers to your questions if you're to do your job well - even the sticky ones. Bringing up delicate subjects requires finesse and diplomacy, not to mention preparation.

Here are some of the top touchy employee-boss topics, along with the right and wrong ways to broach them.

Getting passed over for a promotion
If you're upset or confused about the outcome of a job competition, you should absolutely talk with your boss. However, don't approach the subject by asking, "How come Chris got the promotion and not me?" This confrontational tactic will likely put your boss on the defense, and the resulting exchange will be less productive than it could have been.

The better approach: Focus the conversation on what you can do. Better questions to ask your boss: "I'm interested in advancing in the company. How can I make that happen?" or "I was disappointed that I wasn't promoted. Can we talk about what I need to do in order to reach the next level?"

Asking for a salary increase
Of all of the questions to ask your boss, the ones that involve money can be the trickiest. Before launching into any discussion about salary, research what others in similar positions at other companies are making. Robert Half's "Salary Guides" are good resources. But don't use this information in the wrong way. You can't, for example, just march into your boss's office and demand, "According to my research, I should be making more money!"

The better approach: In addition to showing your manager job market data, you have to make your case. Before you ask for a meeting, make a list of the extra responsibilities you've taken on since your were hired or your last promotion. Don't forget any training or certifications you've received. When discussing your request with your boss, you can approach it this way: "I really enjoy working here. In the past year, I've been asked to lead two new projects and have consistently exceeded my quota. Can we talk about increasing my salary to make it more in line with my performance?"

The promised raise hasn't materialized
If you were led to think you were receiving a raise or bonus and haven't received it yet, don't approach your boss asking, "Where is the raise you promised me?"

The better approach: When you talk to your boss, don't assume any wrongdoing on his or her part. Stay neutral and professional, and - most of all - ask for action. You might say something like, "We discussed the possibility of my getting a raise three months ago. Is there anything I need to do to make that happen?"

Alternative work arrangements
If your company offers some employees the opportunity to telecommute, this can be a very tempting perk. If you want this work flexibility, your approach shouldn't be: "How come half the office gets to work remotely but I don't?"

The better approach: Don't make it about other people. Instead, inquire about what's possible for your own particular situation. Be ready to demonstrate how this would benefit the company, such as how you could be more productive if you could work from home a few days a week. If your boss seems reluctant, propose a trial period. But be ready for pushback: Not every job can or should be done remotely, and many managers are hesitant to allow junior employees to work remotely.

More advice when you have questions to ask your boss

1. Timing is everything. Don't suggest new work arrangements or spring tough questions on your supervisor when the office is undergoing major changes or is frantically preparing for a deadline. An appropriate time is during your performance review.
2. Be professional. In all work-related interactions, but especially when you have sensitive questions to ask your boss, mind your business etiquette. This means staying positive, not getting personal and not comparing your situation to that of colleagues.
3. Focus on action. Managers appreciate workers who suggest solutions and not just dump problems on them. When you approach them about a sticky question, be sure to have a plan in mind - not just a complaint.

Remember: You have every right to bring up tough subjects. Just be sure to ask your questions tactfully. So do your research, gather your courage and request a meeting.

6 soft skills every professional needs

careerbuilder

It's become more important than ever for young professionals to display strong interpersonal skills when looking for work.

Faced with rampant unemployment and stiff competition for the jobs that are available, many job seekers are struggling to find a way to make professional inroads. However, there are still those who manage to get hired or promoted not because of their degree or technical expertise, but because of their communication and interpersonal skills, often referred to as "soft skills."
According to the National Careers Service, soft skills are personal qualities and attitudes that help employees work well with others and encourage productivity within the workplace. And these types of skills may be more important than people realize. A recent study conducted by Millennial Branding and American Express showed that 61 percent of managers surveyed felt that soft skills were more important in new hires than hard skills, or even technical skills. In fact, the same study showed that the top three characteristics managers looked for when promoting millennials were the ability to prioritize work (87 percent), a positive attitude (86 percent) and teamwork skills (86 percent).

The fact that managers are prioritizing soft skills higher than other job-related skills makes sense. As an article from Mind Tools recently pointed out, most people don't choose their dentist based solely on his or her technical skills and expertise; they go with dentists who treat patients well and take time to answer their questions. The same thing goes for other professions, whether we're talking about doctors, accountants, social workers or secretaries. Despite this growing emphasis on soft skills in the workplace, they aren't traditionally taught in school, or even on the job. Workers often have to learn them on their own, either by observing and mimicking exceptional professionals who display these traits or practicing them like they would any other skill.

The soft skills employers look for
It's become more important than ever for young professionals to display strong interpersonal skills when looking for work. Here are six areas every job hunter should focus on:
1. Communication - As author Lauren Stiller recently pointed out in an interview with Fox Business, advances in technology have, in many cases, robbed young people of their ability to communicate effectively by encouraging the use of abbreviated emails and text messages. Stiller advises young professionals to demonstrate that they can communicate without technology by engaging co-workers and clients in face-to-face conversation and sending professional emails.
2. Teamwork - Being able to work as part of a team displays one's ability to get along with, and complete work-related tasks with, many different types of personalities. Team players also show their ability to cooperate and compromise with others, which is a trait often sought after by employers and hiring managers. Professionals who want to be seen as team players should take special care to mention situations when they worked effectively with others on their resume and be willing to describe those situations in-depth.
3. Flexibility - Employees who are flexible with their schedule and responsibilities don't just say they're a team player, they show it. That kind of can-do attitude is essential in the workplace, and can easily make an employee stand out when it comes to promotions, raises, and more. To ensure that this soft skill is on display, describe instances when you've been flexible that have benefited you and the company you worked for.
4. Positivity - Nobody wants to work with a grouch. To avoid being a negative nelly, don't criticize and don't complain, says author Laura Vanderkam in a recent article in Fast Company. Instead of harping on others' mistakes, show them the right way to do things and praise their improvements. The easiest way to give off a positive demeanor is to be receptive to others -- and smiling never hurts.
5. Time management - According to an article in U.S. News & World Report, time management skills are crucial for new hires since they're often juggling a variety of roles and responsibilities, especially in startups. To help your potential employer understand how well you manage your time, be prepared to explain the way you prioritize your daily tasks, and most importantly, "why."
6. Confidence - Confidence is key when it comes to winning over both clients and co-workers. However, displaying confidence in person, as opposed to on a resume, can be a difficult soft skill to master. Chloe Isabel, whose direct-sales jewelry company targets millennials for hiring, told Fox Business that she is often let down when meeting an interviewee in person, after discovering that their personality doesn't live up to the confidence they display on paper. "I find many recent college students and grads don't make eye contact, don't carry themselves well and don't speak with authority, which can be a little disheartening to the interviewer," she says.

Honing your soft skill set
Whether it's practicing effective verbal communication, being purposefully positive at work, or learning to work in teams or groups, any time invested into honing soft skills is likely a good investment. Even better news is that, unlike specific technical skills, soft skills are almost always transferable among jobs and even industries. So, take a look around at the most successful people you know and study the soft skills they have on display. There's a good chance those personality traits have helped them get where they are today -- and that the same skills could help you advance in your field as well.

INFOGRAPHIC: Which Job is Most Unique to Your State?

Explore the country's best career opportunities

CareerBuilder

By Matt Tarpey, CareerBuilder writer

The United States is made up of an incredible array of unique landscapes, climates and cultures. It stands to reason that regional economies exhibit a similarly expansive variety. An industry that is a major economic driver in one state may be almost nonexistent just a few states away. So how can you tell which jobs are the most unique to your home state?

One way is using a metric called location quotient, which is a measurement of job concentration. This is found by taking the percentage share of a state's workforce working in a given occupation and comparing it to the percentage share of the national workforce in that same occupation.

Put another way, LQ asks, "What percentage of workers in Texas are petroleum engineers?" then asks "What percentage of U.S. workers are Petroleum engineers?" and compares the two answers.

A LQ of 1.0 means that the occupation is exactly as concentrated in the state as it is at the national level. The higher the LQ, the more unique the job is to that state. Going back to the example above, the LQ for petroleum engineers in Texas is 6.39, indicating that petroleum engineer jobs are more than six times more common in Texas than they are in the country as a whole.

Industries and occupations that are more concentrated in one area are often a good indicator of what drives the economy in that region. In turn, this can shed light on career opportunities that may not be available in other parts of the country.

The following map, released by CareerBuilder and Economic Modeling Specialists Intl. and designed by mental_floss magazine, uses LQ to reveal the most unique jobs in each state through 2013.

CareerBuilder

The following table provides a more in-depth look at the data behind the map.

State	Occupation	LQ	Jobs 2013	Med. Hourly Earnings
Alabama	Tire Builders	7.75	1,900	$24.55
Alaska	Fishers & Related Fishing Workers	33.56	2,901	$16.85
Arizona	Semiconductor Processors	4.19	1,640	$15.32
Arkansas	Food Processing Workers	6.78	2,303	$10.59
California	Actors	3.19	33,328	$29.23
Colorado	Atmospheric & Space Scientists	7.76	1,510	$49.34
Connecticut	Actuaries	4.16	1,141	$51.22
D.C.	Political Scientists	86.61	3,197	$55.64
Delaware	Chemists	11.65	3,050	$41.45
Florida	Motorboat Operators	5.92	1,315	$14.17
Georgia	Textile Winding, Twisting, & Drawing Out Machine Setters, Operators, & Tenders	10.52	8,607	$13.03
Hawaii	Tour Guides & Escorts	8.55	1,687	$12.82
Idaho	Forest & Conservation Technicians	14.2	2,273	$15.06
Illinois	Correspondence Clerks	3.93	1,727	$19.88
Indiana	Boilermakers	7.03	2,686	$31.66
Iowa	Soil & Plant Scientists	8.94	1,574	$30.05
Kansas	Umpires, Referees, Other Sports Officials	5.42	1,216	$11.16
Kentucky	Roof Bolters, Mining	14.14	1,184	$25.65
Louisiana	Captains, Mates, & Pilots of Water Vessels	17.2	8,857	$34.88
Maine	Fishers & Related Fishing Workers	27.31	4,070	$17.52
Maryland	Subway & Streetcar Operators	10.41	1,884	$25.43
Massachusetts	Psychiatric Technicians	4.86	8,202	$17.52
Michigan	Model Makers, Metal & Plastic	6.23	1,095	$24.72
Minnesota	Slaughterers & Meat Packers	4.82	7,619	$12.80
Mississippi	Coil Winders, Tapers, & Finishers	11.18	1,340	$18.87
Missouri	Food and Tobacco Roasting, Baking, & Drying Machine Operators & Tenders	5.58	2,303	$12.37
Montana	Forest & Conservation Technicians	19.41	2,200	$15.05
Nebraska	Meat, Poultry, and Fish Cutters & Trimmers	9.92	11,453	$13.58
Nevada	Gaming Supervisors	30.91	7,414	$25.40
New Hampshire	Metal Workers & Plastic Workers, All Other	10.05	1,020	$14.40
New Jersey	Biochemists & Biophysicists	4.71	3,628	$50.38
New Mexico	Wellhead Pumpers	13.75	1,358	$22.50
New York	Fashion Designers	5.18	7,164	$32.27
North Carolina	Textile Winding, Twisting, & Drawing Out Machine Setters, Operators, & Tenders	7.63	6,394	$11.12
North Dakota	Derrick Operators, Oil & Gas	28.21	2,137	$26.65
Ohio	Rolling Machine Setters, Operators, and Tenders, Metal & Plastic	3.53	4,778	$17.21
Oklahoma	Wellhead Pumpers	8.66	1,671	$20.51
Oregon	Logging Workers, all other	21.24	1,400	$16.57
Pennsylvania	Survey Researchers	3.54	2,776	$13.09
Rhode Island	Education, Training, & Library Workers	3.04	1,062	$20.42
South Carolina	Textile Knitting and Weaving Machine Setters, Operators, & Tenders	10.99	3,220	$13.70
South Dakota	Farmers, Ranchers, and Other Agricultural Managers	9.42	14,827	$12.78
Tennessee	Conveyor Operators & Tenders	4.25	3,486	$13.73
Texas	Petroleum Engineers	6.39	21,457	$66.80
Utah	Forest & Conservation Technicians	4.4	1,362	$13.46
Vermont	Highway Maintenance Workers	3.99	1,364	$16.88
Virginia	Legal Support Workers, All Other	5.75	9,039	$43.50
Washington	Aircraft Structure, Surfaces, Rigging, & Systems Assemblers	14.21	13,535	$23.09
West Virginia	Roof Bolters, Mining	66.29	2,129	$26.84
Wisconsin	Foundry Mold & Coremakers	5.47	1,351	$15.72
Wyoming	Rotary Drill Operators, Oil & Gas	28.0	1,566	$27.05

Strategies for Successful Interviewing

Robert Half Legal

The job interview is a brief, but crucial, component of the employment process.  If you are thinking of re-entering the working world after a hiatus or starting to look for a new opportunity after a long tenure with your current firm, it's wise to brush up on what to expect during an interview.

Especially if the position you're interviewing for involves managing a large office and juggling numerous administrative responsibilities, the ability to present yourself well and inspire confidence is critical. By taking note of these key interview strategies, you can make the best possible impression and land the position you seek.

Understand the importance of the first minutes. When it comes to interviewing, the first minutes are often the most decisive, according to a survey by our company. Hiring managers polled said it takes them just 10 minutes to form an opinion of job seekers, despite meeting with staff-level applicants for 55 minutes and management-level candidates for 86 minutes, on average.

This finding underscores the importance of getting the interview off to a good start. From the moment you meet your interviewer, project enthusiasm, professionalism and confidence, both in your appearance and demeanor. Be prepared to extend a firm handshake, make eye contact and -- though it's admittedly difficult -- interact in an engaged but relaxed manner. Because the opening minutes are so influential in hiring decisions, be especially aware of your initial comments and actions. Although you want to come across as enthusiastic, don't be overly effusive. One job seeker, for instance, came across as insincere -- and even a little desperate -- by gushing excessively over personal photos in the hiring manager's office.

Ace the predictable questions. Carefully plan what you're going to say – or not going to say – to likely questions, which usually come at the start of the interview. Your goal should be to satisfy the interviewer's curiosity with your answers without raising any concerns. Following are some frequently asked questions and tips for responding:

1. Tell me about yourself. Concisely discuss your professional achievements and qualifications as they relate to the job opportunity.


2. What do you know about our firm? Research the firm beforehand and be prepared to describe how your skills and experience will help you contribute to its success.


3. Why do you want to work here? Whether it's the organization's values, reputation for integrity or history of success, cite the specific reasons why you want to work for the employer.


4. Why are you looking to leave your current position? Be ready with a diplomatic response that doesn't disparage other employers. Then, turn the focus back to what appeals to you about the position for which you're interviewing.


5. What is your most significant professional accomplishment? Cite an achievement that highlights your abilities and shows you value results.

Demonstrate a beyond-the-basics knowledge of your employer. Develop a broad understanding of the prospective employer by looking beyond its website and other standard marketing materials for information. Conduct an online search for articles and other public mentions of the firm. Industry publications, professional associations and your networking contacts may also be able to provide details about its culture, history, competitors and any recent challenges or controversies.

Your research will enable you to ask more insightful questions. And if your interviewer can tell you've acquired more than a superficial knowledge of the company, he or she will be more likely to respond with candor and depth.

Help the employer understand the value you bring. You can stand out from other candidates by giving answers that explicitly outline why you have the right qualifications for the job.

For example, if you know from your research that the firm plans to open additional offices, describe how you've been involved in managing expansion plans in your current position. Or, if the interviewer is looking for someone to review and re-negotiate vendor contracts, play up your experience in this area.

Be yourself. This is easier said than done, since an interview is not an entirely natural situation. Although you should never let your guard down and risk coming across as unprofessional, take care not to seem overly programmed. Remember that an interview is really a two-way conversation and should allow for some spontaneity.

Let your personality come through in your responses by conveying a sense of humor when appropriate, as well as your individual strengths and interests as they relate to your work. Interviewers want to get a sense of how you would fit into the office culture.

Regardless of your experience level or how many times you've been interviewed in your career, a successful interview always depends on thorough preparation. By observing these strategies, you should be able to remain calm and confident while persuading the hiring manager that you're the right candidate for the job.

How to Navigate FMLA Leave

Taking personal time off doesn't have to mean sacrificing your career

Jill Jacinto

Are you starting a family or taking care of a sick family member? There are career steps you need to address before you take your leave.

Before you leave, do this. Speak in "us" language, not in "me" language, and have solutions in mind before you sit down with your boss. Every company and employer handles family leave differently, so do your research and get up to speed on the typical practice of your office. Anticipate what your employer's fears are and be prepared to mitigate them from the outset. Your leave can have a potentially negative impact on your employer, so you have to help them ease into it. There's no set time frame, as every office operates differently.

Customarily, two weeks is the common norm for anyone leaving a position. Be fair and honest to your employer about your wants and needs -- before you officially leave. Remember, The Family and Medical Leave Act could be an option for you (aside from quitting altogether). If you are covered, you are entitled to an unpaid but job-protected leave for twelve weeks. This includes birth of a child, taking care of a sick family member, adoption of a child, personal health conditions or military service.

Another method to slowly ease yourself out of a job but keep positive ties to your company is to learn how to pitch working from home as a win for your employer. Consider all your options (working part-time, taking a year off or telecommuting) and then ask for your ideal schedule. With the push to create family-friendly work environments, employers are more flexible than ever as long as you demonstrate you can and will produce great work.
How to handle a resume gap. Not all employment gaps are due to layoffs or getting fired. You may have taken time off to take courses, have kids, freelance, or travel, and all of those things can make you a better candidate for the job. List the courses you've taken and explain how they will help in this new position. Talk about your freelancing experience and what you learned and accomplished during that time. Discuss the volunteer programs you've been a part of, like the PTA or Cub Scouts. Share your travels with your prospective employer. At the very least, they may find comfort in knowing you've "been there, done that" and won't be taking off to travel the world again!

Never let go of your network. While you might not be 100 percent in the industry right now, you should always stay in touch with your former colleagues and clients. Whether it's liking a post they shared on LinkedIn, attending networking events, reaching out to them via email or even meeting for coffee every few months. Maintaining your relationships will offer insight into how the industry is adapting and keep you abreast of the changes and developments. These tools and industry know-how can serve you well when you are ready to test the waters again.

Where your colleagues are concerned, it'll also keep you fresh in their minds. Those lunch dates and email exchanges will showcase the fact that you've still been actively involved in the industry -- even if it was from a backseat view. If a job opens up down the line, they'll be more open to recommending it to you. Use LinkedIn Pulse to read the most relevant industry news that your professional community is reading and sharing, so you're in the know when you return to work.

Post Interviewing Tips: How Not to Follow Up

Show enthusiasm, not mania

CareerBuilder

By Robert Half

You just interviewed for a position you really want, and you think it went really well. But before you sit back and relax, waiting for that phone to ring, there's one more step you should take: following up with the hiring manager. Getting in touch after an interview shows good business etiquette, reinforces your interest in the position and could mean the difference between getting a job offer and never hearing back from the employer again.

But if you do it incorrectly, you could hurt your chances of landing that job. Here are some post-interviewing tips on the do's and don'ts of following up:

Don't rush it.
Hiring managers neither expect nor want a follow-up five minutes after the interview. Texting a "thank-you note" from the parking lot can make you come across as demanding, impatient and overly eager.

Do: Give yourself time to process what took place during the interview so your follow-up is not only gracious, but also thoughtful about the position and the conversation you had with the hiring manager.

If you're sending a note via U.S. mail or email, try to get it out the day after the interview. If you're planning to place a follow-up call, wait two or three days. Just make sure you don't wait too long. You want your note or phone call to arrive at the company before the hiring committee has made up its mind about whom to hire.

Don't make typos.
Many hiring managers disregard applications that contain mistakes, and they likewise won't think much of a candidate who sends a follow-up note with grammatical mistakes or autocorrect fails.

Do: Check and double-check all of your correspondences with the people who interviewed you. Strong written communication abilities are a highly valued soft skill, and even one spelling error can make you look unprofessional. Remember that the purpose of a follow-up is to further convince potential employers to hire you; you don't want to sink your chances with a poorly written message.

Don't make it all about you.
The follow-up shouldn't be about how well the job would mesh with your lifestyle or boost your career. As much as interviewers want to know more about you, what they're really after is how you can benefit the company.

Do: In the note, show that you're continuing to think about ways you would add value to the company if you were hired. Thank the hiring manager for her time, and say that you enjoyed meeting her and learning more about the position. Refer to a few things discussed during the interview and perhaps add more commentary or details. And finally, reaffirm your interest in contributing to the growth of the company.

Don't be overly familiar.
You and the interviewer may have hit it off, but remember, this is still a business relationship. Don't let yourself get too informal or chatty, or you'll risk looking unprofessional.

Do: Be friendly in your follow-up, but maintain a professional demeanor. Start any written correspondence with "Dear so-and-so," and end with "Best regards" or "Kindest regards." Refrain from making jokes, and don't use emoticons or casual abbreviations.

Don't go overboard.
Whether the interview was a smashing success or a total bomb, avoid extreme emotion in your messages - it will only make you seem unstable and off-putting.

Do: Show enthusiasm, not mania. And while you want to communicate that you're persistent, don't pester. Two follow-ups are enough: one written message and perhaps a phone call a few days later. If you think you flubbed the interview, briefly explain that you weren't at the top of your game and that you'd be grateful for the chance to try again. If you have nothing else to lose and you really want the job, it can't hurt to ask graciously for a second interview.

There are no sure things in a job hunt. But by practicing these post-interviewing tips, you have the opportunity to make another great impression on a potential employer - and to help tip the scale in your favor.

4 things to watch out for in an employment contract

Business Insider  

By Emmie Martin, Business Insider

The pile of paperwork that comes with starting a new job may be overwhelming, but it’s imperative that you read the fine print.

When signing a new contract, phrases such as “non-solicit of employees” or “noncompete” may look like standard legal jargon, but these clauses can restrict where you work or who you can hire at your next position if you’re not aware. According to Brad Newman, chair of Paul Hastings’ International Employee Mobility and Trade Secret practice, and author of “Protecting Intellectual Property in the Age of Employee Mobility: Forms and Analysis,” clauses that restrict your options when you leave a position are the most important ones to look out for when signing a new contract. “If you don’t look at this on the way into your job, it’s oftentimes too late on the way out,” he says.

Clauses such as these, aimed at protecting companies’ intellectual property, are becoming increasingly common in employment contracts to ensure that when employees depart, they don’t take confidential information. “It’s never been easier from the technological standpoint to take data inadvertently or intentionally,” Newman says. However, if you sign a contract without reading these clauses carefully, you could be complying to something you don’t agree with.

Newman suggests every employee understand restrictive clauses before signing — and negotiating anything they aren’t on board with. “It’s very much like sports teams going after the best players,” he says. “If you’re that player right now, you can negotiate a very lucrative contract for yourself, provided you haven’t signed anything that prohibits you from doing it.”

Look for these four key clauses before signing your next contract — and make sure you understand the implications of each:

1. Noncompete clause
Noncompete clauses prohibit employees from working for a competitor for a certain length of time or in a certain geographical area after leaving their current jobs. Companies include these to protect confidential projects or information, but they can end up hindering you from being able to move positions or leave a job you don’t like if you don’t read the specifications carefully. “The company wants it to be as long and broad as possible, and the employee wants it to be as short and narrow as possible,” Newman says. He recommends negotiating to tighten noncompete clauses in order to give yourself more potential for job mobility and prevent you from trying to sign a new contract, only to realize you’re barred from working in a related field for a year.

2. Non-solicit of employees
When you leave your employer, you may want to continue to work with the best people from your old company, Newman says. However, non-solicit agreements restrict employees from poaching former co-workers or clients from their previous job after transferring companies. These clauses ensure that businesses won’t lose all their top people to a competitor at once, but can hurt you if you try to hire a former co-worker or entice a friend to join you after starting your own business.

3. No-hire
Similar to non-solicit clauses, no-hire agreements prevent you from hiring people who have worked for competitors, such as if someone were to call you after you leave and try to get a job at your new company. These clauses became controversial after several software companies, including Apple and Google, allegedly used them to keep wages artificially low. Signing a contract with this clause in it can restrict your job mobility by automatically making certain companies unable to hire you.


4. Invention assignment agreement
Invention assignment agreements require new hires to disclose any inventions they created before starting their employment at a new company. These clauses protect companies from losing patents by preventing employees from taking projects they worked on to a rival, but can also allow them to claim ownership of your original work. “If you, the employee, is somebody who thinks you’re going to come up with an improvement or invention, you should disclose what you’ve already done beforehand so that there’s no issue of who owns what you’ve already done,” Newman says.

What’s keeping you away from a leadership role?

Susan Ricker 

Everybody has different career goals. When you’re young, you may be focused on simply finding a paycheck that covers your bills and living expenses. If you’re family-minded, you may seek out a job that either allows you work flexibility to spend time with them or a salary that amply provides for them. If you’re creative or ambitious, you may strive to go out on your own and begin your own company or become a freelancer. If you’re closer to retirement, you may look for a position with less responsibility and instead more of a support role. No matter what your career goal is, there’s likely a position that will help you reach that goal.

But interestingly, most workers’ career goals don’t include leadership positions. A new CareerBuilder survey asked more than 3,600 workers across salary levels, industries and company sizes about their career goals and aspirations for leadership positions. Approximately one third (34 percent) of workers strive for leadership positions, with only 7 percent aiming for senior or C-level management.

Taking a closer look at their responses, the survey shows that by an 11 percentage point margin, men (40 percent) are more likely than women (29 percent) to desire a leadership role. Additionally, African Americans (39 percent) and LGBT (44 percent) workers are more likely to aspire to a leadership role than the national average. Thirty-two percent of workers with disabilities aspire to leadership positions, as well as 35 percent of Hispanics – both near the national average.
Why are workers content to avoid climbing the corporate ladder? A majority (52 percent) say they are simply satisfied in their current roles, and a third (34 percent) don’t want to sacrifice work/life balance. Seventeen percent say they do not have the necessary education.

However, not everybody is voluntarily choosing to forego leadership roles and responsibilities.

The glass ceiling problem
The tech industry and other sectors in corporate America have come under criticism for a lack of female and minority executives, but to what extent do workers feel organizations hold these groups back? One in 5 workers (20 percent) feel his or her organization has a glass ceiling – an unseen barrier preventing women and minorities from reaching higher job levels.
However, when looking only at workers who aspire to management and senior management positions, the percentage increases to 24 percent and is even higher among females (33 percent), Hispanics (34 percent), African Americans (50 percent) and workers with disabilities (59 percent). The perception of a glass ceiling is not as prevalent among LGBT workers aspiring to leadership roles; 21 percent feel there is a barrier to leadership at their organization, slightly less than the national average.
A survey result that may point to part of the problem is that only 9 percent of nondiverse males think there is a glass ceiling for women and minorities at their organization.

Breaking through and creating opportunity
More and more companies are addressing this workplace disparity directly. Twenty-seven percent of employers have initiatives to support females pursuing leadership roles and 26 percent have initiatives to support minorities. Thirteen percent of employees at these companies think there is a glass ceiling.
“While most workers don’t want a top job, it is important for organizational leaders to promote a culture of meritocracy in which all workers, regardless of gender, race or sexual orientation, are able to reach senior-level roles based on their skills and past contributions alone,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “The survey found that employees at companies that have initiatives to support aspiring female and minority leaders are far less likely to say a glass ceiling holds individuals back.”
If you’re struggling to reach the next level of your career or are working to break through a glass ceiling at your own workplace, consider these actions:

• Work with a mentor– In or outside of your organization, working with a mentor can help you make more strategic career moves, benefit from the experience and wisdom they’ve garnered and also gain insight when dealing with difficult management.
• Network – Being a visible member of the team and interacting with other industry professionals will strengthen your own image and establish your expertise. Whether you’re chatting with team members in the break room or attending industry events, the more people you have on your side, the more opportunities will present themselves.
• Be the change you wish to see – The best way to promote workplace equality and support women and minorities in their professional endeavors is to start with your own actions. Check your own biases and recognize what results your own actions are having. Are you contributing to hurtful gossip or choosing your own friends for projects first? Give everyone a fair chance and find ways to bring everyone on board new projects and initiatives. You’ll help the company and your co-workers succeed.

Underqualified? 7 tips to inspire employers to give you a chance

By Guest Contributor




By JT Ripton, guest contributor

If you’re fresh out of college or you’ve lost your job due to the post-recession restructuring, you’re in the same unenviable position: Both of you are competing for the same small pool of jobs, and both of you face the same obstacles. What can you do to make yourself stand out and convince those choosy employers that they should hire you over potentially better-qualified applicants?

Design your resume around your transferable skills

When you’re changing careers, you need to frame your existing skills and experiences in terms of the job you are trying to get. Most people have a bank of skills that are freely transferable between jobs: communication, interpersonal, teamwork and leadership. You may have other skills, such as computer programs you know, that would be valuable, but make sure that you frame them in the context of the new job. If you can’t find a way to make a particular skill fit, then don’t use it.

Demonstrate flexibility and willingness to learn

Most employers value flexibility and trainability as much as they value hard skills according to a CareerBuilder survey. The survey found that 77 percent of employers believe that soft skills (including trainability and flexibility) matter just as much as hard skills. This is great news for people changing careers or new college graduates. To demonstrate this to a prospective employer, be ready to give examples of times when you had to learn a new skill quickly.

Choose a T-format cover letter

The T-format cover letter is useful for people with scant experience or a spotty work history. It is divided into two columns, where the left column lists qualifications from the job posting, and the right lists the attributes which meet those qualifications. The T-format works well because it lets you showcase your talents in the context of the job posting and takes the focus off any gaps in your work history or the lack thereof.

Be likable

Even when you’re the most qualified applicant, competence alone will never win you the job. At the end of the day, hiring managers often hire the person they liked the best and who they’d like to hang out with. After all, they’re only human. If your bona fides are lacking, then the likeability factor is even more important. The best way to be likeable is to have a positive attitude. Act interested in everything about the job, from the company itself to the industry as a whole.

Know when it’s a lost cause

The new economy is smaller than the old one, and in such circumstances, it is tempting to just throw your resume at every job opening you see, even those for which you are completely unqualified. Yet, doing so makes no sense and is a waste of your time. For instance, if you’re an accountant, it would be silly for you to try to get a job as an x-ray technician. However, realize that job ads represent employer wish lists and not absolute must-haves. Consequently, if you meet a fair amount of the criteria listed in the ad, go ahead and apply.

Experience is experience, paid or not

Many people think that you shouldn’t add unpaid experience, such as school and volunteer work, to your resume, because only paid work counts. However, experience, paid or not, is still experience. As long as you can relate it to the job you are applying for, you should include it. For example, if you’re a tax major, and you interned at an accountant’s office during tax season last spring, it makes sense to include this information in your application to work at a tax preparation office.

Include keywords in your resume

Many employers are screening candidate resumes electronically. The screening software uses keywords and phrases from the ad and will only select resumes and cover letters that include those words and phrases. To make sure that you make the cut, scan each advertisement for keywords that match your skills and include them in your resume and cover letter.

Which Interns Are Most Likely To Get Hired?

Lucky day for accounting interns

Jill Jacinto

Accounting interns have a much better chance of scoring a full-time gig than interns in any other industry. So if you're looking for stability and security, an accounting major (and internship) may be the way to go.

That's according to a study from LinkedIn, which analyzed its 300 million+ member profile and discovered interns in the accounting space had the highest retention rate (or chance of scoring a full-time gig) at 59 percent.

Accounting firms treat their interns well, too. For instance, Big Four firm KPMG LLP hosts a workshop for its 1,200 summer interns presenting the Dos and Don'ts of office wear. They then give each summer intern $200 gift cards from Men's Warehouse and Banana Republic. They also toss in a tie for men and jewelry for women,

"Today's interns are likely to become tomorrow's full-time staffers. More than 90 percent of U.S. interns receive full-time offers, and more than 90 percent of them accept the bids," says Kathy Schaum, national campus recruiting director and a former KPMG LLP intern told the Wall Street Journal.

Of the 65 industries in LinkedIn's study, other industries with high retention rates for interns include computer networking at 47 percent and semiconductors at 40 percent.

Industries with the lowest intern retention rate are non-profit management and travel and leisure both clocking in at 19 percent.

What do these numbers really mean?

For starters, internships are two-fold. Sure the idea is that you work 40 hour weeks (or longer) for several months of your summer in hopes that come graduation time you'll hear, "You're Hired!" from that company you toiled away at the summer before.

However, internships are also a learning experience. What if you took an internship gig at a law office, production company or publishing house and hated it? Chances are you won't want to return there after graduation. Also, what if you interned near home or school but are planning to move to a bigger city when you get handed your degree.

Wherever you intern – you need to learn how to strategize and network starting from your first day on the job. Showcasing your work ethic, personality and willingness to learn and communicate are all traits that interns in every industry need to have.