How to identify top performers: Tips for hiring your dream team

By Matthew Crist, freelance writer

What are the personality traits of a top performer? How can hiring managers and recruiters identify the makings of a successful employee? What does a true dream team look like? Don Fornes can tell you.
In the following Q&A, the founder and CEO of Software Advice discusses the research his company recently conducted that identifies the personality traits of successful employees, the four types of top performers, the roles they excel in and how to hire more people like them.

Q: What was the inspiration for your research around the "Psychological Profiles of the Dream Team"?

Fornes: In the eight years we've been in business, I've picked up on some of the characteristics that make our top performers successful. I wanted to develop a more sophisticated understanding of our employees and applicants, so that we could hire the right people, put them in the right roles and manage them more effectively.

Q: How did you conduct this research and/or come up with these profiles?

Fornes: Through my day-to-day interactions with some of our top performers, I started to get an idea of their personality types, but I wasn't sure if my ideas were quite right. So I commissioned a local psychologist, Dr. James Maynard, to help us. He met with each of these top performers and talked with them about their backgrounds, what makes them tick and how they prefer to be managed. It was an informative exercise, and the team seemed to really enjoy it. I think they liked getting the opportunity to explore their own minds. From there, Dr. Maynard shared his findings with me, and, with the help of our managing editor, Holly Regan, we researched each personality type further. Together, we published our "Psychological Profiles of the Dream Team."
Q: How many different profiles did you identify?
Fornes: So far we've identified four unique profiles: The Giver, The Champ, The Matrix Thinker and The Savant. But there are a lot more out there. For the sake of what's manageable and effective, however, we wanted to focus on profiles of the top performers who really make a difference in our business.

Q: Can a person fit more than one profile?
Fornes: I think so. Dr. Maynard mentioned that, at the highest level of the organization, you have senior executives who fit multiple profiles. For example, you might have a CEO who is a Matrix Thinker but also exhibits many of the characteristics of a Champ. And, perhaps most importantly, senior executives have maturity, which allows them to leverage their unique strengths while keeping their weaknesses in check.

Q: Are there profiles hiring managers should avoid entirely?
Fornes: Of course. Sociopath comes to mind. But we haven't really dug into those profiles. We're trying to identify the ones that improve our business. In terms of the profiles we developed, hiring managers shouldn't avoid any specific one. Instead, they should assess the maturity level of the candidate, where they fit on their spectrum and determine whether or not they'd fit the role and company culture.

Q: In undertaking this research, did you learn anything that surprised you?
Fornes: One thing that surprised me was how every personality type is sitting within a spectrum, where one end is powerful and positive, and the other can be destructive and negative. For example, The Champ is driven by a twinge of narcissism. Their self-confidence empowers them to do great things, but it doesn't take much for that narcissism to become too strong and manifest itself in damaging behaviors. Again, their ability to control these negative impulses comes down to maturity. We found that the same is true for Savants who struggle with interpersonal skills, Givers who can be passive-aggressive and Matrix Thinkers who can devolve into chaos.

3 Ways Companies Create Gender Equality

Women occupy 16.9 percent of Fortune 500 corporate board seats

By Dan Fastenberg

 

The glass ceiling remains hard to shatter. That's the main takeaway from the annual census report on women in the workplace just released by the New York-based non-profit women's research group, Catalyst. The results of the census found that women only hold 16.9 percent of corporate board seats among the Fortune 500. And that figure has essentially been flat for the past eight years.

The executive suite remains similarly stagnant, with women occupying 14.6 percent of all c-suite positions. That number, for its part, hasn't seen major movement in the past four years. And so the tapping of a woman, Mary Barra, to be the next CEO of GM remains the exception and not the rule.

"It's hard to believe that at the end of 2013 we still see more than a few all-male corporate boards and leadership teams." said Ilene H. Lang, the president & CEO of Catalyst, in a press release. (Catalyst only conducts research at the managerial level.) Post-IPO Twitter, most notably, just added a woman to its board.

And then the exceptions
Amid such stagnancy, however, there are companies that stand out for greater gender parity in their upper ranks. A handful even see women occupying as much as 45 percent of director positions. Not surprisingly, several of these companies specialize in lifestyle products popular among women, but several do not.

But as Deborah Gillis, Catalyst's chief operating officer, told AOL Jobs in an interview, boosting the number of women in a company's workforce is not simply a humanitarian gesture. "If you want to have as successful a business as possible, you can't possibly do so by shutting out half your talent," she said.

Old habit dies hard. See below for three practices companies are embracing to boost gender parity as well as the ten companies with the highest representation of women at the director level.

1. Intentionally promote women. Any concern over political correctness in actively seeking out women for open positions is foolish, according to Gillis. "Leaders send a message that it isn't hard to find qualified female applicants if you focus and make advancement of all talent a priority," she said. "It's the only way to make your company look like the market it serves."

2. Assign women to 'hot' projects. It's not just simply a matter of making sure women have a seat at the table, according to Gillis. As she put it, companies have a tendency to place men on the "hot" assignments, which puts them on the path for leadership positions. "Visibility to senior leaders is vital for advancement," she said. And Catalyst has recognized Alcoa Inc. for pursuing such a policy with its "Hard Hat" initiative it launched in 2008 to increase the number of women supervisors and leaders at the company's refineries, smelters, and factories worldwide. And between 2008 and 2012, women's representation for executive roles grew companywide from 15.8 percent to 19 percent.

3. Impose accountability for hiring of women. "Companies that have been successful in hiring women have held their executives accountable with expectations," Gillis said. In order to do so, leaders are setting quantifiable goals. Coca-Cola, also recognized by Catalyst, has for instance told its managers it expects all divisions to be gender-equal by 2020. And at Toronto-based Scotiabank, advancement of women is included as an annual performance goal for c-suite executives and other senior leaders as part of their annual scorecard, which is tied to compensation.

10 tips for surviving the phone interview

By Michael Kingston,

 

You may know that phone interviews are used by many companies in their initial screening process. What you may not know is that the main aim of the phone call may be to eliminate you as a potential candidate for the job in order to create a manageable shortlist.

Employers may screen as many as 100 candidates during phone interviews. How do you make it through to the other side and secure a face-to-face interview? These 10 tips will help you to stand out from the crowd.

1. Preparation: Thorough preparation is essential for every interview. Who will be calling you? What is their position within the company? What do you know about the company and the vacancy?  Research the company website, including recent news updates and press releases, so you have a good idea of their challenges and successes.
2. Choose your time: Agree on a scheduled time in advance so you can properly prepare. Taking an impromptu call from HR means you are unprepared and unlikely to respond effectively to the interviewer's questions.
3. Use a landline: If your cellphone drops out halfway through the conversation, your chances may go up in smoke. If it's not possible to use a landline, choose an area where your cellphone service is excellent.
4. The sound of silence: Don't be afraid of a pause in the conversation. It may mean that the caller is taking notes on your relevant answers to his questions. Don't be tempted to fill the silence with inane chatter; demonstrate your confidence by waiting for the next question.
5. Location matters: No dog walking, background television/kids/household noise, running a bath or anything else that screams "unprofessional." First impressions count; choose a quiet location where you will not be disturbed or distracted.
6. Watch your body language: It might have been a long day, but don't slump over your desk with your head in your hands. Sit up straight, be alert, listen, be positive, don't lean back in your chair or slouch on the couch. While the interviewer can't see you, it will reflect in your tone of voice. Try smiling and see how it enlivens your whole demeanor.
7. Avoid the monotone: Your smile and enthusiasm should extend to your voice. A dull mumble is guaranteed to encourage your interviewer to press the delete button next to your application. Speak clearly, express enthusiasm and don't chew gum. You may think it's not discernible on the other end of the call but trust me, it is.
8. Prepare your questions: Prepare a list of questions that demonstrate your interest in the role. Think about what you need to know about this position, the opportunities, the culture, what success looks like in the role, why it's vacant and so on.
9. Be professional: This is an interview, not a catch-up with a friend. Be professional and confident with your choice of words. Use "I can" and avoid vague responses such as "possibly" and "perhaps." Don't be over-familiar with the interviewer -- your aim is to stand out from the crowd.
10. Finish on a positive note: An abrupt end to the call doesn't indicate a lack of interest, it may simply be that the interviewer has run out of time and has to move on to the next candidate on the list. Thank the caller for her time and reiterate your interest in the position. Be happy that you've done everything you can to raise your profile for this role.

How to answer behavioral interview questions

By Michael Kingston, 

 

The behavioral interview is increasingly used by employers as a key part of the hiring process.
A traditional interview will typically involve questions such as, "What are your strengths and weaknesses?" or "Why do you want to leave your current role?"
The behavioral interview will focus on how candidates perform in given situations. The premise for the behavioral interview is that past performance predicts future behavior -- i.e., how you performed in a previous job will inform the employer of your suitability for the current role.
Behavioral interview questions are normally preceded with "Give me an example of ..." or "Tell me about a time when..."  The questions will focus on characteristics such as teamwork, leadership, problem solving and so on.  It is essential to be prepared to explain what you did, what you said and how you felt.
Examples of behavioral interview questions

• Customer service: Tell me about a time when you went out of your way to provide the best possible customer service. What did you do and how did the customer respond?
• Teamwork: Give me an example of how you adjusted to a co-worker's working style in order to achieve your performance objectives.
• Conflict: Tell me about a time that you resolved an issue with a difficult colleague.
• Leadership: Give me an example of a situation when you assumed a leadership role.
• Problem solving: Describe a situation when your experience did not prepare you for a set task and how you dealt with it.

How to respond to these types of questions
A popular way of preparing responses to behavioral interview questions is the "STAR method:"

• Situation: Review your career history for a situation which had a positive outcome
• Task: Describe what you had to do
• Action: Detail the actions necessary to fulfill your obligations.
• Result: Explain the result

You may find the following helpful to prepare your answers using the STAR method:

• Review the job description to evaluate the necessary skills.
• Review your résumé to identify your relevant achievements and skills for the position.
• Highlight your top three or five attributes and skills that set you apart from the competition.
• Create your individual response. Focus on teamwork, motivation, leadership, commitment and problem-solving issues related to the job. Be prepared to give examples of where you failed and how you responded to that failure -- nobody's perfect and employers need to see examples of resilience.
• Prepare detailed examples. Employers want specifics -- not generalizations.
• Quantify your answers with your achievements.
• Be truthful with yourself. If the position isn't right for you, or you lack the key skills for the role, it is important to acknowledge that.

In a behavioral interview, there are no right or wrong answers. The hiring manager is simply trying to assess whether you are a good fit for the company by understanding how you will behave in a given situation. The key is to listen carefully, provide specific answers and, above all, to be honest.

15 pieces of corporate jargon that drive you nuts

• By Tony Valdivieso

Every year, in offices around the world, people are exposed to corporate buzzwords. They’re thrown at you in meetings, they assault you on conference calls, and no ear is safe from them when networking.

Scalable options. Online activations. Key learnings.

If you’ve been affected by office jargon, business lingo or management speak, you’re not alone. If you’ve told someone to couch an idea or drill down, or simply asked someone for a top-level analysis, it’s not your fault. Those phrases are contagious, and you don’t even have to know what they mean to throw them around.

Sure, these sayings may come in handy when trying to convey a complicated idea in situations where everyone is on the same page. Unfortunately, they can also be used when someone is trying to make something bad sound good or, even worse, when someone has no idea what they’re talking about but wants to sound like they do.

There’s really no telling when or where you’ll run into it, but there’s still hope to put an end to office jargon in this lifetime.

The next time you hear someone tell you about potential pain points, an alarm will go off in your mind. When you start to talk about best practices or discuss a paradigm shift, you’ll stop and ask yourself, “What did I just say?”

The corporate buzzword you’d like to eliminate
If you’re anything like the members of CareerBuilder’s social media community, you’re ready to take a stand. We asked them a simple question: If you could eliminate just one piece of office jargon, what would it be?

Based on the responses we received, there was a clear winner:  “Think outside the box.”

1. “Of course it’s good to be innovative, but this term for innovation has become quite the opposite and a cliché!” — Corinne K., via Facebook

Other pieces of office jargon on the chopping block:

2. “’Ducks in a row.’ Unless bowling is truly your line of work, it doesn’t apply in an office setting.” — Ilada W., via Facebook

3. “’The trajectory of the project’ … The average employee isn’t on top of the latest buzz phrases. Then to add insult to injury, the definitions change with each corporation and between the public and private sectors.” — Dianne J., via Facebook

4. “’Let’s take this offline.’ Didn’t know I was online.” — Darcy D., via Facebook

5. “I absolutely despise the way my company throws about the word ‘bandwidth.’” — Jennifer S., via Facebook

6. “’Clarifying question’… I’m pretty sure that is the definition of asking a question.” — Elizabeth Q., via Facebook

7. “’Utilize.’ Just say use for crying out loud.” — Todd N., via Facebook

8. “’Silos.’ Just say everyone needs to work together!” — Nora C., via Facebook

9. “’Low-hanging fruit.’ Reminds me of one of my least favorite bosses who always used that phrase at brainstorming meetings.” — Colleen H., via Facebook

10. “’Perception is reality.’ Hate that one.” — Crispin J., via Facebook

11. “’LEVERAGE!’ Gag.” — Franklin D., via Facebook

12. “’Synergy,’ like nails on a chalkboard!” — Kim V., via Facebook

13. “’Lean in.’ It’s everywhere! Can’t we go back to talking about being invested in our employees, clients and communities?” — @RadRachie, via Twitter

14. “’Our value-add is that we have been in business for 1,000 years.’ No, that’s trivia.” — @BillFlorin, via Twitter

15. “’What is your takeaway from our conversation.’ This phrase is so overused. I just cringe when I hear myself using it!” — Suzanne M., via LinkedIn

Turn a Seasonal Holiday Gig Into Your Next Full-Time Job

• By CareerBuilder
  

Flickr

By Susan Ricker

As the year wraps up and companies look to finish the holiday season strong, seasonal employees are helping companies handle the heavy workload in a number of areas, such as customer service, shipping/delivery, inventory management, administrative/clerical, sales, marketing and accounting/finance.

These workers also have the opportunity to vie for permanent positions. According to a recent CareerBuilder survey, 49 percent of U.S. employers who are hiring seasonal workers plan to transition some into full-time, permanent staff.

How can you turn a holiday gig into a permanent job? Between the survey findings and expert advice from career coaches, we have plenty of ways to point you in the direction of permanent employment and keep your career on track.

DO let the employer know your intentions
More than half (53 percent) of employers say that you should let the hiring manager know up front that you are interested in a permanent role with the company. It will set you apart from other candidates. If you don't come to this decision until closer to the holidays, though, there's still time to share your interest. Joseph Terach, CEO of Resume Deli, a professional résumé writing and career services firm, recommends pitching why you'd be a great addition to the team. "This proposal should not only clearly communicate what you want but also address the company's needs head-on," Terach says. "Your [employer] should get a crystal clear picture of how you'll be spending your time, what it will cost them and what you hope to accomplish that will help the company solve a particular problem or take advantage of an untapped opportunity."

DON'T come in unprepared
Whether you're coming in for an interview or want to make a good impression on your boss, know the company's history, mission, and services or products offered. One-third (33 percent) of employers tend to dismiss candidates who know nothing about their company or products. Make sure to check out the company's website and recent news announcements, and browse its social media pages.

DO provide good customer service
One of the most effective paths to becoming a full-time employee is to act like it. Whether you're offering good customer service, noticing problems before they become problems or helping other employees, being a strong part of the team is a good way to stay a part of the team. Fifty-nine percent of employers say proactively offering help instead of waiting to be asked for it is a great way to differentiate yourself.

DON'T focus on the discount
While a store discount may be strong motivation to work with a particular company or brand, don't let that be your only reason for applying to the company -- or your answer when the interviewer asks why you're interested in joining the team. Thirty-nine percent of employers are turned off by candidates who seem more interested in the discount than the job opportunity. Wait for the employer to bring up the discount if one is available.

DO go above and beyond
If you want the employer to consider you for a permanent job, two in five hiring managers recommended asking for more projects (46 percent) and offering up ideas (44 percent). "For example, if it is a seasonal retail job, show how you have generated additional revenue by creating a new pipeline of customers," says Roy Cohen, career coach and author of "The Wall Street Professional's Survival Guide." "How? By reaching out proactively to drive customer traffic through organizations and/or activities you may be involved in. Sending a note to members of your church or synagogue, the PTA, etc. When you generate incremental revenue, not what anyone else would have added just by being there, you show that you have made a difference. That is what retailers are looking for in order to justify adding a new person to the payroll."

DON'T show up in a competing brand
Along with understanding the company's background, services and products, know who the competition is and why. This will help you sidestep a major faux pas in the interview or on the job. One of the biggest pet peeves for 18 percent of hiring managers is a candidate who comes to the interview wearing clothes or other merchandise from a competitor's store.

DO express a long-term interest in the company
Don't fret just yet if there isn't room for you to join permanently. "If a position is not available right now, one might be at some point soon," Cohen says. "None of us can predict the future, but I do know with certainty that organizations evolve ... people leave, business improves, new initiatives are planned. Organizations appreciate having strong, proven candidates in the pipeline when these opportunities become available."

Is Your Job One Of The Ten That Could Disappear?

These jobs are ripe for downsizing, thanks to technology

• By Erik Sherman  

Flickr/Mikamatto

Some new research from Canadian job search board Workopolis suggests, as you might think, that when the world changes, so do the types of jobs that are in demand. But the site goes further and suggests that at least five types of work will disappear after ten years, and another five could be in danger.

Of course, given a prediction that half of all jobs today will disappear by 2030 because of massive changes in some industries, a handful of positions would seem nothing in comparison. But the difference between ten years and 26 is significant, and if Workopolis is correct, people in these jobs could get a head start on new careers before they lose their present ones. Here are the top five ripe for industry-wide retirement, or at least a massive downsizing, all thanks to technology.

Taxi Dispatcher
When people can order taxis online or through an automated phone system with the request passed on to the appropriate driver via email, text, or voice mail, who needs to sit behind a desk? Consumers get connected quickly to the nearest available vehicle and drivers are out from seeing their income controlled by the dispatcher.

Toll Booth Operator
In a quest to lower operating costs, many states have already begun to move toward electronic booths on toll roads. Rather than paying salaries, benefits, and retirement, they install systems that use electronic sensors to identify the car and charge the owner's account. For drivers who don't get the sensors, cameras take a picture of the license plate and a bill is sent. Massachusetts, for one example, will spend an estimated $250 million to eliminate toll takers.

Retail Cashier
We've already become accustomed to seeing self-service check-out lines in many stores. Consumers scan their own goods and insert payment into the electronic system. As stores add more wireless electronic tags to items, it will eventually become unnecessary to even scan, as the contents of a shopping cart can quickly be totaled. There will be need for some attendants, but nowhere near the number of people currently employed as cashiers.

Word Processor/Typist
Over time, expertise in word processors and the ability to type have gone from specialized skill to something every child learns how to do. Now add in speech-to-text translation technology and you could and will eliminate the need to type at all. People will talk to their computers, like on Star Trek.

Social Media Expert
This may seem like one of the least likely vulnerable jobs. How much more cutting edge can you get in communications than social media? That is true, but younger generations are growing up with the technology and arrive in the workplace fluid in its use. It would be like saying you needed an expert to use a TV or telephone. Furthermore, marketers and other communicators in companies would similarly know social networks inside and out.

In addition, there are five other positions -- people greeter, photo laboratory associate, head cashier, data entry clerk, and courier -- that are quickly declining in demand on Workopolis. They could go the same route as the above supposedly doomed positions: robots can replace greeters, people can print out their own photos or look at them on screen, head cashiers and data entry clerks are really variations on two of the positions above, and drones could replace couriers.

A caveat: the study was of one site's job listings in Canada. But it's still more insight than none and Canada isn't that dissimilar from the United States if you forget universal healthcare and French fries served with vinegar.

7 things you should never say in an interview

Kaitlin Madden,

You dry cleaned your suit. You've got a dozen copies of your résumé, just in case. You arrived early -- but not too early. You silenced your cellphone. You made small talk with the receptionist, and you're pretty sure the two of you will be best friends one day. Now, you're about to confidently head into an interview for a job you're dying to land.

Don't ruin it all by saying any of the following to your interviewer.

"My last boss was an idiot"

No matter how terrible your last boss was, or how glad you are to be free of your previous company, keep it to yourself. Not only will you look immature and negative if you start griping, but you also never know whom your interviewer is connected to. Your interviewer and your former boss may be old fraternity brothers, for all you know.

"Do not gossip or speak badly about anyone you've worked with or for, even if they're currently serving time in state prison for what they did," says Gayl Murphy, author of "Interview Tactics: How to Survive the Media without Getting Clobbered." "Even if the [interviewer tries to] push you into it. Remember, it's all a test. Be graceful and polite, you could be talking about [his or her] brother-in-law."

"Yes." "Yes." "Yes." "No."

Unless the interviewer asks you if you're so-and-so here for the nine-o'clock interview, you shouldn't be using one-word answers. An interview is your time to convince the employer that you have the qualifications for the job. Even if the questions don't seem open-ended, answer them as if they are. You don't need to drone on and on, but use every chance you get to prove why you're the right person for the job.

"You want to use as much color and detail as possible when describing your background, experience and your professional journey, but without being long winded because, in reality, it's about your skill set and your valuable experience and expertise. Be specific: use names, dates and places," Murphy says.

"Let me tell you what I think about religion and politics ..."

Like a first date, an interview is no time to bring up religion or politics. If these touchy subjects can spark heated debates amongst even the closest of friends, imagine what kind of argument you could get into with a stranger.

"When being interviewed for a job, deciding what to say and what to keep to your self has always been challenging, especially since there are so many different opinions out there," says Murphy. "[But] unless you're going for a job as a pastor or rabbi, it's best to steer clear of religious tenets." Ditto for politics; unless it's a key part of the job, it's best to avoid sharing political opinions.

"Of course I know HTML coding/my way around China/the nuances of quantitative behavioral finance!"

An interview is not the place to embellish your work or personal experience. If an interviewer asks you about something you don't have experience with, fess up and tell them how willing and able you are to learn new things. If you claim to be something you're not, chances are you'll be found out sooner or later ... maybe not during the interview process, but when you find yourself lost in the middle of China a few months after landing the job, your gig will be up.

"Don't make up anything about what you've done that isn't true. It's too easy these days to get busted for anything like that. And they are looking at anything and everything," Murphy says.

"Hey man, do you want to grab a drink after this?"

No matter how well you hit it off with your interviewer or how great your conversation goes, your interviewer is not your friend -- even if you find out you're both getting married on the same day or you're both obsessed with college football. The relationship is still a professional one, so resist the urge to spill too many personal or off-topic details, or to start calling your interviewer "buddy," "girl," "hon" or "man."

"Hahahaaaaa! AAAAAhaaahahaaa!"

Okay, so someone cracked a joke. It's probable that in the duration of your professional career, you'll come across an interviewer with a good sense of humor. It's even okay to laugh at a joke made during the interview. Just don't die laughing. No one looks professional with cackle-induced teary eyes, teeth and gums-a-blazing.

Should you find yourself surpassing the point of no return in your fit of laughter, take a deep breath, and think about how awful you'll feel if you don't get the job. It may seem like a buzzkill, but there's a time and a place for everything, including hysterics.

"I mean, I'm not THAT great"

Now is not the time for modesty, false or otherwise. While you don't want to come across like a used car salesman, you are there to sell yourself. Or, as Murphy puts it, "Know in your bones you have an awesome product." And don't be afraid to sell it.

The work advantages of being multilingual

• By Guest Contributor

By David McKee, HR director, Lingo24 Inc.

With more companies looking to take their offerings to a global audience, the demand for bilingual employees is growing. If you can speak more than one language, then you could be in high demand. Here’s how employees can make their multilingual skills work for them.

Hit the books
If you’re considering going to college, you should think about studying a language. Not only does it give you the skills to speak another language, but it hones writing, reading and listening abilities too. All these skills are vital if you’re hoping to work as competently in another language as in your mother tongue.

Also consider whether you should combine a language subject with another course to widen your skills and make applying your language skills even easier after graduation. If so, look at which languages complement which industries to maximize future career opportunities. Although the language itself may not be your first choice, it means you’re already creating career opportunities further down the line in the right area or country. German and Engineering, Politics and French, Italian and History of Art are all good examples of how the two can work well together.

Balance work and study
Studying a language isn’t just for undergraduates. It may take a little more effort on your part, but evening or weekend language courses are a great place to learn another language if you’re already in the professional sector. If you’re based near a college or university, look at what it has to offer. College courses can sometimes offer other resources (foreign DVDs, magazines, newspapers, etc.), which can supplement lessons you may get from a tutor.

Speak to your employer about receiving partial or full tuition reimbursement for the course, too. If you can show that learning another language will increase your and the company’s productivity or foothold in a particular market, then it can be as effective as any other training course. What’s more, it shows that you understand the global aspirations of the company.

Create opportunities through language skills
Those who already have language skills but are lacking specific work experience should make the most of internships in the country in which they have language proficiency. The fact that you can speak another language isn’t going to guarantee you the position if you know nothing about the industry. These opportunities also offer the chance to get a unique and direct insight into the market or sector, both of which are going to make you stand out from the crowd during an interview.

International work experience is exciting for an employer, at any stage in a career: It shows a professional ability to work in different environments and with various cultures, and this is a quality that can benefit any office or team.

Sell your love of languages
Languages are a good find on a résumé, but if you don’t sell their benefits to an employer, they can sometimes get lost. Studying a language or being brought up bilingually inevitably gives you a greater historical and cultural understanding of the country. Any company looking to seriously market or trade in a different country needs to know and understand the slight cultural nuances, what is expected and the style of business in order to build and maintain strong relations with foreign clients. If you can offer that insight to an employer, you’re in a good position to succeed.

Enhance your — and your employer’s — skills
Bilingual job seekers should also be willing to learn another language, especially if your current skills don’t completely match with the ambitions of the company. Having learned one foreign language, you have the tools to learn another; it won’t happen overnight, but a little hard work could see you take your skills and tailor them to the needs of the company, which is an attractive selling point for an employer.

Meeting, convention and event planner: Both work and fun

Susan Ricker,

Everybody has a friend who throws fabulous parties, knows the best restaurants or has a suggestion for what to do on the weekends. These social butterflies understand the specifics that go into creating a well-received event, down to the venue to choose, food and travel logistics and the guests to invite.

But did you know that this party-savvy personality is an essential part of the business world as well? Called meeting, convention and event planners, these detail-oriented experts know how to run the show. They coordinate all aspects of professional meetings and events, including location booking and transportation arrangements. They also help facilitate other details in conjunction with internal teams, such as marketing or sales.

The party's just getting started for meeting, convention and event planners and those interested in pursuing this career. The occupation has seen 10 percent job growth since 2010, and there are 12 active candidates for every 25 jobs posted.* Better yet, this field is expected to continue growing. According to the Bureau of Labor Statistics, the occupation is projected to grow 44 percent from 2010 to 2020, much faster than the average for all occupations. The BLS notes, "As globalization increases and businesses continue to recognize the value of professionally planned meetings, the need for meetings and events is expected to grow." Those interested in a career as a meeting, convention and event planner can look forward to a median annual pay of $47,380.

Education
In order to maintain a successful business, education is key. While 50 percent of meeting, convention and event planners have a bachelor's degree, others have chosen different education routes. But according to the BLS, "Job opportunities should be best for candidates with a bachelor's degree in hospitality management."

• Doctorate or professional degree -- 1 percent
• Master's degree -- 10 percent
• Bachelor's degree -- 50 percent
• Associate degree -- 8 percent
• Some college, no degree -- 20 percent

Some common educational courses or programs that meeting, convention and event planners take include meeting and event planning, sales and sales operations and hospitality management.

Skills and experience
Businesses that book meeting, convention and event planners expect a well-organized event and someone who can understand their needs and requirements. So it's essential that these workers excel at customer service, clerical skills, sales and marketing, reading comprehension, verbal communication and time management/coordination.

These skills are perfected over time, which is why many meeting, convention and event planners stay in their role long term. Twenty-eight percent of meeting, convention and event planners have six to 10 years of experience; 18 percent have 11 to 15 years of experience and 21 percent have three to five years of experience.

Where the jobs are
Though this occupation has 12 active candidates for every 25 jobs posted, there are some areas in the country where meeting, convention and event planner jobs are especially abundant. The top cities to find these jobs are Washington, D.C.; Austin, Texas; and Atlanta.

Depending on the organization such planners work for and the industry in which they specialize, this occupation may go by other titles, including travel guide, program director, general and operations manager and spa and resort manager.

As the economy improves and more businesses are able to invest in well-organized events, the demand for meeting, convention and event planners will only continue to grow.

How to Get Through to Anyone On the Phone During Your Job Search

Get through to people who can influence your job hunt

• By Miriam Salpeter
  

Getty Images

Cold calling. It can strike fear in any job seeker's mind. Ideally, you'd always have an introduction to someone you want to speak to on the phone, but realistically, it isn't always possible to warm up your leads. Do you have a resolution to get in touch with some new contacts? How can you successfully get through to people who have the power to positively influence your job hunt?

The key is to plan ahead and prepare for all options.

1. Research the organization so you can sound intelligent.

Never try to cold call anyone before you have a well thought out plan and a reason to reach your contact. Create a script so you can practice what to say in advance. If you cannot articulate to yourself exactly what you hope to accomplish from the call, stop now and figure it out first. Potential outcomes you may expect: an in-person meeting, a referral to another contact or some immediate advice or information that may help you with your job search goals.

2. Never cold call without a name in mind.

This should go without saying, but you are unlikely to be connected if you ask for "the head of marketing." No matter what you say, the person answering the phone knows you are not a trusted colleague and is not going to put you through.

3. Plan for potential outcomes.

What if your contact actually answers the phone, and you were expecting a receptionist? Are you prepared to launch directly into your quick pitch? On the other hand, what if it's your fifth time calling, and you get the answering machine? You don't want to leave a rambling message; plan ahead so you'll know what to say.

If a gatekeeper answers the phone, be prepared to give a good reason to pass along a message: "I met Ms. XYZ at the ABC event last night, and she suggested I get in touch to arrange a meeting." (This is a great opening line only if it is true!) Alternatively, you may say you are working on a project and wish to include her insights. If you don't think you're getting what you need, you can always request to be transferred to voice mail.

4. Convince gatekeepers to become your ally.

If, every time you call for your target contact, the same receptionist picks up the phone, you can sometimes win favor by being attentive to his or her needs and being very polite and accommodating. Never sound annoyed or disappointed or take out your frustration on the gatekeeper who is just doing his or her job.

A simple inquiry, for example, "I wonder if you'd be willing to help me?" can go a long way. In our book, 100 Conversations for Career Success, Laura Labovich and I also suggest you get the gatekeeper's name and make a point to convince that person to provide useful information for you. You may say, "I hate to keep bothering you ... Can you tell me a good time to reach Mr. XYZ?"

5. Timing is everything.

Consider the scenario: it's the end of a busy day, and your contact is anxiously finishing things before leaving for the evening. You call. What are the chances of getting through to someone not expecting to hear from you? Morning is usually a better time than evening, but if you can learn something about the person's schedule, you'll be more likely to reach him or her. If your target contact uses social media, you can try to see if anything posted there may help you. For example, if he's traveling or at an event, you'll want to time your call for another day.

6. Don't spend too much time on small talk; get to the point.

No one really cares about the weather; you probably have two or three sentences worth of talking before the person decides if you are worth more time or not. This is your pitch: Use those words well. What can you say? Focus on what you can do for the person, not what you want him or her to do for you.

7. Leave a compelling voice mail message.

Sometimes, you need to leave a message. Say something compelling to pique the person's interest. For example, you may indicate you have information you'd like to share about a particular issue you know the individual is facing, or you can say you're seeking the contact's expertise for a project.

8. Be polite, but persistent.

Follow up. If you say you're going to be in touch, and you are not, that isn't very persuasive, and it's unlikely you'll ever be hired by that company.

Can My Employer Trash Me In References?

6 things you need to know about job references

• By Donna Ballman  

Getty Images

Suzanne Lucas, better known as the Evil HR Lady (she's very nice and not evil at all), did an interesting article about what employers are saying about former employees in references. Hint: It's not good.

Lucas says this: "Reference-checking firm Allison & Taylor estimates that 50 percent of their reference checks come back negative or lukewarm." If you want to chill your blood, read the article for some actual things employers have said about employees.

Yet I constantly hear comments like, "I know my employer is only legally allowed to give out my dates of employment and job title." The people who say this are so sure this is the law. They're also wrong, wrong, wrong. They even get angry when I tell them they're wrong.

I also got this unusual question from an AOL reader:

After an employer lays off an employee can they legally send damaging surveillance audio of the employee as a negative endorsement to the discharged employee's prospective employer to prevent the employee from being hired, or as an employment reference?

Can an employer send out damaging surveillance audio of an employee in general to whoever they want as revenge against an employee they do not like?

Wow. Just when I think I've heard it all. Employers sending out revenge videos of former employees as part of their reference is a new one on me. Never underestimate the vindictiveness of a former employer.

Here are six things you need to know about job references:

1. Not one single federal law exists limiting what employers can say in references. I know you think you're sure about this law existing. You probably heard it from a friend or on TV. There is no such law.
2. No state prohibits employers from giving out truthful information about an employee's job performance. There is not a single state law that I've found (and I'm sure my employment lawyer colleagues around the country will chime in if they know of one) saying that employers can only give out dates of employment and job title. Discussing job performance is allowed.
3. Most states don't require employers to give any reference at all. Some vindictive employers will simply refuse to return calls from prospective employers. Employees who have to undergo background checks may be disqualified from a job just because a former employer refused to speak. While some states require employers to give out specific limited information, most require nothing at all from former employers. This can also be a problem if you need to apply for unemployment or public assistance.
4. Some states require employers to give former employees a letter with specific information (varies from state to state). These states are California, Delaware, Indiana, Kansas, Maine, Michigan, Minnesota, Missouri, Montana, Nebraska, Nevada, Texas and Washington. You can check out each state's requirements here.
5. Most states give employers some immunity from slander and libel suits. Each state's immunity is a little different, but employers in most states get a lot of leeway in what they can say about former employees.
6. Truth is always a defense to a slander or libel suit. Even in states without immunity, if your employer gives out truthful information, you won't be able to sue for slander or libel. Truth is a defense. If your employer makes false statements of fact (as opposed to opinion), such as falsely saying you stole money or didn't meet quota, then you might have a defamation case against them.

When you leave, it's important to figure out what your former employer is going to say about you to potential employers before you start interviewing. Here are some things you can do to find out.

• Ask: Some employers will tell you, if you ask them, what they will say to potential employers in references. Find out if, for instance, they'll say you're eligible for rehire.
• Put it in an agreement: If you're presented with a severance agreement, one important point to negotiate will be neutral references. A contract where the employer agrees to only give out dates of employment and job title can be enforced.
• Check the union contract: If you have a union, many collective bargaining agreements include a provision that the employer can only give out dates of employment and job title.
• Look at your handbook: Many companies have a neutral reference policy. Some have a phone number or person where you're supposed to direct references. A company with a neutral reference policy will usually follow it. They have it for a reason. If you find out your former supervisor is violating the policy, complain to HR or the supervisor's boss. They may get in trouble, and will almost certainly be ordered to cut it out.
• Reference-checking company: There are companies that will pretend to be potential employers and check references for you. They can give you a report about what your former employer is saying. If they're saying something untrue, you may want to get a lawyer to write a cease and desist letter for you.

Now, to answer the question about the revenge video, if there is audio on that recording then there are laws that limit recording of conversations. I wrote an article last week on this topic from the employee's perspective. I don't know of any law that would prevent an employer from disclosing a video with no audio to a prospective employer. California has proposed a revenge porn law that would prohibit nude or sexual photos and videos from being posted, but hopefully even a vindictive employer wouldn't do that. Or would they?

Have a reference horror story? I'd love to hear about it in the comments section. I'll be there as @EmployeeAtty (which is also my Twitter handle).

For The Love of Travel: Jobs That Take You Places

Hospitality industry careers can be exotic or close to home

• By CareerBuilder
  

Getty Images

By Holly Johnson

A career in hospitality management could lead almost anywhere ... literally. Those who climb the ranks in travel and tourism can find themselves working and living in exotic destinations abroad, sailing the open seas on a cruise ship or touring the most mysterious and beautiful places on Earth.

A degree in hospitality management could lead to a career managing a hotel or resort, overseeing day-to-day activities, procedures and guests. Or, it could lead to a job as a cruise ship director, sorting through the complex issues and requirements that come with leaving port and sailing the open sea for weeks at a time. With a career in hospitality management, the possibilities are only limited by what the world has to offer. And, with so many amazing career options available, it's no wonder that many students are choosing to pursue degrees in this field.

Gaining the education and skills needed
Hospitality management encompasses a wide range of industries and careers, including travel, tourism, restaurant management and lodging. The following options are available for students who want to turn their passion for travel into a career in hospitality management:

Certificate programs: There are a variety of certificate programs available for hospitality management majors. A certificate program, while not for credit, may add value to a résumé or serve as continuing education for those already working in the field. Specialized certificates can help upper-level professionals learn new skills or make a lateral move within their organization.

Associate degree: In general, students who earn an associate degree gain a basic understanding of all facets of the hospitality industry including lodging, food and beverage, travel and tourism. An associate degree could be completed in as little as two years of full-time study, and programs are available online as well as on campus. According to the Bureau of Labor Statistics, many lodging managers, in particular, are required to have a bachelor's degree in order to be considered for employment. However, an associate degree may suffice for students pursuing a nonmanagement hotel position or any position within the restaurant or tourism industries.

Bachelor's degree: Students pursuing a bachelor's degree typically gain a fundamental understanding of core business principles, best practices in hospitality management and strategies for effective leadership. In many cases, students in these programs can choose to take elective courses that align with their interests. Some possible options include hotel management, event management, international tourism, labor relations, or hospitality entrepreneurship. Individuals who pursue this degree can choose from a variety of accredited online schools or on-campus options, and may be able to earn their degree in as little as four years of full-time study.

Master's degree: Individuals who earn a master's degree may be able to gain employment in senior management, convention services, real estate development projects or strategic development and planning. Most master's degree programs can be completed in as little as two years of full-time study.

Doctorate degree: Students who want to study advanced concepts within the field of hospitality and tourism can choose to pursue a Doctor of Philosophy in hotel, restaurant or institutional management. These programs typically cover concepts in facilities management and strategy, institutional management, branding, human resources, sales and marketing. Although outcomes may vary, those who graduate with a doctorate might move on to become hospitality researchers or professors at a university level.

A degree in hospitality management can help graduates get their foot in the door in nearly any one of the careers mentioned so far. However, on-the-job experience is just as important, if not more important, than formal education. Hospitality managers need excellent customer service, communication and organizational skills, as well as the ability to lead effectively and solve problems as they arise. Listening skills are also crucial for professionals in hospitality management, as they encounter a wide range of requests from various customers, vendors and employees on a daily basis.

Jobs to consider
Those who graduate with a degree in hospitality management could find themselves working in nearly any role within the travel and hospitality industry. Possibilities include hotel and resort manager, spa and relaxation coordinator, restaurant or catering manager, cruise director, casino and gaming manager, or event planner. Salaries in this field can vary widely depending on location, education and experience. The Bureau of Labor Statistics reports that lodging managers earned a median annual wage of $46,810 nationally in 2012, while food service managers earned a median wage of $47,960. Meeting, convention and event planners also took home a healthy paycheck in 2012, earning a median wage of $45,810 nationally.

5 tips for designing an employee recognition program that works

By Robert Half International

To remain engaged on the job and sustain peak performance, your employees need to know their efforts are appreciated and their contributions valued. Employee recognition is an essential form of feedback that can mean the difference between a satisfied, cohesive team and a collection of disenchanted individuals.
Recognition shouldn't happen only when you feel like it or have the time. While spontaneous gestures of acknowledgement and gratitude are good, a formal recognition program will reinforce and reward employees for behaviors and achievements that align with your company's objectives.
A formal recognition program is also equitable, because it ensures all employees will get the same awards for similar types of accomplishments. In other words, formal programs correct the natural tendency to focus only on star performers.
Whether you're developing a recognition program from the ground up or fine-tuning an existing program, the following tips may help make your program more powerful.

Define performance targets and qualifying criteria. Let's say you want to acknowledge employees for going above and beyond. First, how will you define that? Suppose you decide it means working late into the night or on weekends. Will you reward such effort for all projects or only high-priority ones? How much extra time will earn a reward? If it was a collaborative effort, does the group get a single prize, or will you give something to each member?
It's also important know why you are recognizing and supporting a certain behavior. Using the example above, is working overtime a practice you wish to reinforce? You don't want to inadvertently reward work habits that may arise from inefficiency or send the message that employees must work additional hours to receive acknowledgement.
Make the rewards meaningful. Awards do not have to be monetary. An elegant plaque that a staff member can display deskside -- in full view of co-workers and clients -- might be far more meaningful and motivational than a gift card to a fancy restaurant, for example.
Also keep in mind that while immediate rewards are important, longer-term prizes, such as advancement along one's career path, often carry more weight. Promotions can be the best reward of all.
Share the praise and the prizes. Formal recognition should be all-inclusive. For example, if you launch a program for the accounting staff at your company, give some thought to designing a comparable one for administrative personnel.
Every employee has the potential to contribute to better client service and improved revenues and, therefore, should be eligible for formal recognition. Design your program so everyone has a shot at recognition, even if a particular individual is not a high-profile member of the team.
Keep it real. As you identify behaviors and achievements to recognize, beware of the "high-five syndrome:" applauding virtually every task employees complete. This dilutes the impact of the recognition program.
Employees may stop putting forth their best effort, because they see that mediocrity and excellence are equally rewarded. Reward only exemplary, not basic, performance. You're setting a standard for all employees to aspire to, so show them that rewards are earned, not given away.
Get employees involved. If you solicit input from your employees about the program, it will be more effective. Ask whether they consider the rewards you've selected meaningful and valuable.
You may want to involve your most senior employees in decisions about guidelines and performance criteria. They'll have useful insights into exactly what it takes to deliver top performance. The more your team feels connected to the program, the more likely they will want to work toward rewards.
If you create a program that prompts team members to use their knowledge and abilities to make a real difference in their clients' lives, not only will you motivate staff, but your company's balance sheet also will reflect enhanced productivity and client service.

What Your Interview Clothing Color Says About You

The best -- and worst -- colors to wear to a job interview

By CareerBuilder 

 

By Debra Auerbach

"Orange is the New Black" may be a popular Netflix show, but when it comes to interview outfits, orange definitely isn't the new black – or blue.

According to a new CareerBuilder survey, employers most often recommend blue (23 percent) and black (15 percent) when advising job seekers on what to wear to an interview. Orange topped the list for the worst color (25 percent of employers) and was the color most likely to be connected with someone who is unprofessional.

The attributes associated with your outfit color

If you're vying for a management position, you may want to consider wearing black. According to the survey, many employers associate black with the attribute of leadership. If you want to come across as a team player, wear blue; if you're trying to convey a sense of power, don red.

Other key attributes employers pointed to:

Gray -- logical/analytical
White -- organized
Brown -- dependable
Green, yellow, orange or purple -- all four colors were associated with being creative

Dressing for success

While the color of your interview outfit may have some influence, you need to consider your overall look if you want to impress. Wearing baggy pants, a blinged-out blazer or beaten-up shoes won't do you any favors.

CareerBuilder experts offer the following tips to dress for success when meeting with a potential employer:

Dress for the environment, but don't get too casual. If everyone is dressed in shorts and flip flops and you show up in a business suit, you may not come across as the right fit. Dress according to the environment, but always look polished. Wear a suit where appropriate or at the very least a nice pair of pants or skirt and collared shirt or blouse.

Stick with neutrals. You can't go wrong with navy, black, brown and gray. You can pair this with a classic white button-down shirt or incorporate a splash of a more vibrant color. For instance, wear a navy suit with a red necklace or a white shirt with a green tie.

Tailor your outfit. Clothing that is too tight or revealing can leave an unfavorable impression. Clothing that is too loose can make you look like a kid wearing your dad's suit. Make sure your interview apparel complements your shape.

Don't distract the interviewer. Wacky ties, loud patterns and oversized jewelry can cause the interviewer to spend more time wondering about your outfit than your skills. Solids or small patterns are your best bet for interview attire.

Pay attention to details. Make sure shoes are polished, clothes are wrinkle-free and nails are manicured. Be mindful of your choice of belt, tie clip, hosiery, socks, etc.

Why December Is Prime Time For Your Job Search

Companies often 'find' money they must spend by year's end

• By Miriam Salpeter  

Getty Images

You think the holidays are a great time to kick back and take a break from your job search. "No one is hiring now, anyway." Think again! Year after year, research shows December can be a great month for landing opportunities, so it is a big mistake to take a break now. Here are six reasons to ramp up your job search at this time of year.

1. Companies sometimes "find" money they need to spend at this time of year.
Wouldn't it be nice to suddenly discover money you didn't know you had? That happens more often than you think at large companies. They realize at the 11th hour that they have enough in the budget to fill extra positions, but they need to get the people in seats before the end of the year, or the money will disappear. If you stop looking for a job or get lackadaisical about checking emails, you may lose an opportunity and never even know it.

2. A lot of people think December is a good month to stop searching for jobs.
Not everyone is keeping up with the latest and greatest when it comes to job search like you are! A lot of your peers are taking the easy road and sitting back this month. As a result, the competition is a little less fierce, and it could mean you have an opportunity to jump on a job before your otherwise more qualified colleague stops to check job listings.

Anyone in the careers industry, including resume writers and job search strategists, will tell you that January is typically a very busy time, because that's when many people try to fulfill their new year's resolutions that involve getting out of jobs they hate. Don't sit back and wait to re-enter the pool with everyone else! Get ramped up now to take advantage of possible opportunities.

3. Unexpected openings.
Some companies give big bonuses at this time of year, and employees who were waiting for those big checks to clear before giving notice will begin to announce their intention to leave – or, in some cases, just walk out the door. When you make yourself available, you will give yourself potential opportunities that would otherwise pass you by.

4. Surprise projects during an otherwise slow time may yield temporary gigs.
We all know a lot of people take time off during the holidays. If the organization finds itself in need of extra, warm bodies to get the work done while their typical team is vacationing and decking the halls, it gives you an opportunity to step in as a contract or temporary worker. This gives you the chance to audition for a role in the company, even if you know the regular employee is coming back. If you are impressive enough, the organization may find a place for you.

5. Being available may get you half-way there.
When recruiters are in a hurry or hiring managers have an urgent need, the fact that you get right back to them during a holiday period will make you stand out and give a good impression. There aren't a lot of other times during the year when just being prompt makes such a difference.

6. Networking opportunities increase.
Networking is the best way to find a job and the holidays are nothing if not a good opportunity to network. While it's best to touch base with your network throughout the year, now is arguably the time when you can feel comfortable writing a note to someone who hasn't heard one word from you all year long. Don't turn all of your holiday notes into pleas for a job, but you can subtly incorporate your future plans into a note wishing your colleagues well. Many people do have a little less work to do at this time of year and may be willing to meet for coffee or lunch. If you can finesse a reason for one of your contacts to meet with you, when opportunities come up early in the year, you will be top-of-mind.

Find the Hidden Career Potential In Your Dead-End Job

How to see the value in every position

• By Brazen Life  

Shutterstock

As a GenY kid, you were probably rewarded for dreaming big, encouraged to aspire to do great things and pushed to go for that C-suite office.

But that go-big-or-go-home attitude can cast a shadow on other job opportunities that might not be as glamorous. If you truly want to become a hotshot executive one day, you have to start somewhere. And the difference between an ordinary employee and one who becomes a leader is the ability to see value in every position.

In this tough job market, don't overlook potential opportunities in stereotypically less-than-desirable positions. Ask yourself these questions to help differentiate an opportunity from a dead end, particularly when you're considering a position that may have not been your first choice or target.

1. Will you interact with customers?

You can use direct consumer interaction as an amazing opportunity. The chance to listen to customers and learn what they really think about a product is invaluable.

Take a retail job, for example. These positions are sometimes referenced as dead-end jobs for the unmotivated. In reality, there are only dead-end attitudes. As the direct point of contact, you're the first to see the development and transition of consumer trends. This interaction can provide you with customer insight the CEO might not even know.

A position that requires you to communicate with customers or clients is an opportunity handed to you on a silver platter. Learn to translate that experience into knowledge, then use that knowledge to establish yourself as a valuable, in-the-know employee.

2. Do you have opportunities for growth?

People often write off certain positions because they don't provide much opportunity for growth. Before you pass on a job, find out the opportunities for advancement. Businesses that offer stepping stones present opportunities for longevity and can propel your career forward.

The moving and hauling industry, for example, isn't the most glamorous. At College Hunks Hauling Junk, we've worked hard to combat stereotypes about our field by providing a clear career trajectory for each employee.

Recent college grads are given the opportunity to learn about the inner workings of the business and can advance quickly. Our employees are brand ambassadors and have the responsibility of pitching and assisting our clients with their in-home servicing needs. From there, they can advance to assistant location manager and oversee 50 employees. If they do well, they can become a general manager with a six-figure salary.

3. Does the position provide additional training?

In today's job market, skills are everything. A position that provides on-the-job training to help develop your skill set is incredibly valuable. The opportunity to hone and craft a skill set can help launch your career.

When assessing the potential impact of a job opportunity, don't discredit the training that comes with the position. Your drive to build skills and a knowledge base is an attractive quality to employers and can help you develop a niche or specialty. Should you decide to pursue other opportunities down the road, the skills you learn in training can be used to differentiate you from other job seekers.

In the end, a job is what you make of it. For anyone looking to develop a long and fruitful career, it's important to embrace each position along the way.

Dream big and do great things, regardless of your title. Each level is a new learning experience. The only way to propel yourself higher up the ladder to is take in the wealth of knowledge from the very bottom and embrace the full experience.

Why Everything You Learned About Interviewing Is Worthless

• By Young Entrepreneur Council

Everything that I learned in college about interviewing is essentially worthless. After speaking to those that are close to me who will soon be graduating, I decided to jot some pointers down.

Most pertinent to a startup or early-stage environment, the following points stem from hundreds of hours of actual interviewing experience. Tech interviews will be more tech-centric and sales interviews will be more dollar-centric, but all interviews with an entrepreneur will require an entrepreneurial approach.

1. The person interviewing you would rather be doing something else.

Don't kid yourself. Very few entrepreneurial hiring managers look forward to spending hours of their day interviewing candidates. There is always a critical problem to solve, email to be answered or money to be made buried in their hectic schedule. Interviewing candidates is a need and not a want.

Make the experience as memorable as possible for them and capitalize on their limited attention span. Use the first 15 critical minutes of pitch time to communicate your personal executive summary. Succinctly highlight how you make a difference, how you help the bottom line, how you deal with problems, why you can be player and coach, what motivates you and why you're there for that opportunity.

2. The person interviewing you will speak to dozens more like you.

You likely have been "chosen" to interview less than you think. With stacks of resumes piling up and a never ending to-do list, the entrepreneurial hiring manager has made a quick, educated guess to speak to you based on the need to solve an immediate problem. Something in your resume, LinkedIn profile or referral has gotten you in front of them.

Make it worthwhile. Be the first appointment on their schedule or the last appointment that day. Give them a reason to remember you throughout the day or during their evening commute. Connect on a personal level and appeal to their emotions. Workdays will be stressful, highly charged, energetic and sometimes painful. Give the hiring manager a sense of comfort that when difficult situations and long hours arise, you can be the professional family member that they can count on.

3. The person interviewing you knows the textbook garbage.

Just like you already know how to respond to textbook interview questions, assume that the entrepreneurial hiring manager knows when they are asked by a candidate. Further, if you get the textbook interview questions, run away ... run far, far away. It's a sure sign of things to come, but that's a different topic. Instead, craft questions that are intelligent, pertinent, thought-provoking and challenge the hiring manager.

Likely, you will come up with something that's already been thought of. The key is to find the sweet spot where the question/thought was previously their own or introduced by someone that they respect. This is impressive and says a lot about your ability with creative problem solving. Understand the business and craft questions related to expanding the business rather than defining it. Repeating facts from a Google search or simply perusing the website is classic, textbook mediocrity.

4. The person interviewing you is not mediocre.

Startups and early stage companies have little time, money, patience and tolerance for layers of mediocrity. You are likely interviewing with someone who is either the direct decision-maker or a trusted previous hire. This means that they have either developed their own tests or already have passed the tests so never assume that a half-a**ed approach will fool anyone.

No organization needs mediocrity. Startups and early stage companies especially are not looking for the typical nine-to-fiver looking for defined vacation schedules. Set yourself apart by highlighting flexibility, adaptability, comfort with uncertainty, and a general can-do attitude. There's nothing wrong with living for work in the entrepreneurial hiring manager's eyes.

5. The person interviewing you is a salesperson.

They have no choice in the matter. Every day they are either selling a product, a service, a solution, an idea or themselves to someone internally or externally. You need to have the same exact mentality in the "everyone sells" model. With limited experience, highlight entrepreneurial endeavors that you started in school.

For pros, highlight bottom-line milestones from previous engagements. Talk facts and figures and make it all relative. Focus on your personal brand and use your reputation as your strongest asset. This reputation can come from your studies, collegiate organizations, co-ops, internships, professional organizations or employer experiences. No matter what the examples are, show that you identified an opportunity and capitalized on it. Be prepared to sell yourself or don't bother at all.

There's more, of course, but these five points should get you started. There's no substitute for practice, practice, practice, so if you are fortunate enough to have a trusted mock-interview resource, use them. The worst interviews in the world are the ones where both parties walk away feeling like the hours were completely wasted. No one has the spare time for that.

How to conduct a better job interview

The art of asking the right questions

By Robert Half International

 

The job interview is no ordinary conversation for either party. For the candidate, many major decisions and life changes hinge on the outcome. For the interviewer, there's also a great deal at stake. Hiring the wrong person can have significant and prolonged repercussions, from interpersonal conflict between the new hire and staff members to poor performance, lost productivity and increased time required to correct the new arrival's mistakes.
Your mission is to determine whether the individual sitting across from you is the best person for the job. Using the information on the applicant's résumé and her answers to your questions, you must come to a decision.
Sometimes it's an open-and-shut case. Every now and then, a candidate comes along who overshadows all other contenders and absolutely wows you. The opposite can also occur. If during the interview it becomes clear to you that the applicant lacks a key qualification for the position, you can remove him from the running without extensive deliberation.
But the reality is that most candidates will fall somewhere in between these two extremes. And it will take nuanced, sophisticated interviewing techniques and acumen on your part to identify the most appropriate person for the job.
It's helpful to think of the job interview as an exercise in asking the right questions. When preparing to interview candidates, try to move beyond the stock questions that will yield only formulaic, standard answers.
Here are some suggestions for designing the kinds of questions that will prompt candid answers:
Do your research. Just as candidates prepare for job interviews by researching the company, you also need to do your homework prior to meeting with applicants. Review each candidate's background and experience with an eye for red flags such as gaps in work history, odd job titles or achievements that sound too good to be true. These are the areas of concern you'll want to explore in the interview.
Don't be ruled by the list. Of course it's important to prepare a list of questions to ensure that you cover the same topics with all candidates. But don't become so chained to the list that you never go off script.
At times, you will need to respond to a candidate's answers with a follow-up question that draws out more detail or fills in the blanks. For example, if a candidate states that she developed an algorithm that reduced the time it takes to produce a key report by three days, you'll want to follow up by asking additional questions.
Ditch off-the-shelf questions. "What are your strengths and weaknesses?" and "Where do you see yourself in five years?" are predictable, shopworn questions that will elicit canned answers.
You often can get more useful information with an unconventional line of inquiry. For example, instead of asking the candidate outright about strengths and flaws, present a hypothetical situation that requires him to reason through a real-life problem. This will give you a chance to evaluate his resourcefulness and ability to think on his feet. If the individual struggles, seems tentative or offers an inadequate solution, you've likely uncovered a weakness the applicant might never have revealed if questioned directly.
Probe for specifics. In ordinary conversation, it's generally considered impolite to push for details when someone is talking about a sensitive topic, such as problems at work. Etiquette dictates that you let the other person reveal as much or as little as she chooses.
But a different type of etiquette applies in the interview situation. While you don't want to interrogate the candidate, you will need to explore uncomfortable subjects on her résumé, such as a layoff or an unexplained gap in employment.
It's likely the candidate will give very short, general answers in such cases. It will be up to you to gently but firmly probe for more information; for example, "Tell me more about the events that led to your decision to leave that position," or, "What did you do during those 10 months between jobs?"
Ask for examples. If the applicant makes a general statement (e.g., "I'm detail-oriented"), ask for concrete examples that back up his claim. You can also obtain the same type of information by asking him for examples of occasions when he was under a tight deadline, juggling an especially heavy workload, supervising a work team, dealing with upper management, interacting with clients or any other situations that are relevant to performance of the available position.
Push past resistance and double-talk. Occasionally, you'll ask a question a candidate does not want to answer. She may give an evasive, vague or rambling response that isn't quite forthcoming. Don't settle for this; instead, say, "I'm not sure I understood what you meant, and I want to be sure I do. Could you explain a little more?" If the candidate still stonewalls, make note of it and move on. Later, you can try to get more information from her references.
When you're preparing to interview job candidates, imagine you're an investigative reporter and consider the facts you'll need to uncover to draw accurate conclusions. This will help you turn a "routine" hiring procedure into a fruitful and informative one.