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Diversity and Inclusion: Road map to better business performance
Date created: 03/08/2009

Diversity and Inclusion: Road map to better business performance

Author: webmasterdiv

Diversity & Inclusion, though intrinsically entwined, represent two distinctive efforts in the promotion of equality. The former serves as a beacon of light that guides us towards cultural acceptance, while inclusion is an ongoing process of ensuring that lessons learned through diversity are implemented in a real world fashion. The election of Barak Obama shows us this can be done, and reaffirms we’re on the right track. Nothing More. Nothing Less.

Steven Garcia, Vice-President of DiversityWorking.com says, "The overwhelming support of an African American President clarifies that our nation understands the importance of providing opportunity at the highest level for all individuals. This support shows that Americans are expecting to see opportunities for everyone within Corporate America. Companies with no diversity programs within their organizations are behind the times, and need to understand that diversity branding is a key aspect to their market outreach. By having the first African American President, the nation has brought diversity outreach to the forefront so that companies make a stronger effort to include everyone within their organizations".

'Thought Leadership' in this area is driven by leaders from large corporations who see lucrative business reasons for improved diversity & inclusion. Smart companies are ensuring that they have workforces that reflect a changing customer base. Here, revenue drives social change…or does it? More appropriately, we can say that social change drives revenue, and smart companies are quick to take advantage of it.

Eric Watson, Vice-President of Diversity & Inclusion for Food Lion grocery stores and one of the nation’s foremost thought leaders, had some salient points, "In corporations, there must still be Individual Behavior Change and Organizational Culture Change. Recently, the Conference Board Council on Work Force Diversity developed key competencies for Diversity Practitioners in the 21st century. Among them is a healthy respect for the values of change management; a broader, global perspective on diversity; and a strong relationship to the core of the business."

More and more organizations today are striving to tie diversity and inclusion to their cultural DNA to increase performance, productivity, and customer satisfaction. Dedicated organizations are leading the development of diversity priorities and goals, and providing equitable distribution of rewards and opportunities to all employees based on their quantifiable contributions to the organization, free from biases and prejudices.

About the Author:

Carl Braun is a principal in The Inclusive Group, an executive search and career consulting firm with offices in San Francisco and San Diego. He is also the CEO of Cross-Post LLC, leaders in diversity cross-posting with newspapers and niche job boards. He is generally regarded as an expert in diversity and Internet recruiting having published many articles on the subject.He can be reached at cfbraun@inclusiv.net

Article Source: ArticlesBase.com - Diversity and Inclusion: Road map to better business performance

Opportunities Abound for Bilingual Workers
Date created: 03/08/2009

Opportunities Abound for Bilingual Workers

Author: Kelli Smith

Adding skill with multiple languages to an existing education can only improve a resume with potential employers. The demand for speaking and writing skills in multiple languages drives the employment search across a variety of careers, and workers with bilingual proficiency enjoy the benefits.

¿Habla usted español? The nation's Hispanic community is nearly 33 million people strong and pumps almost a trillion dollars annually into the U.S. economy. This powerful group is only expected to grow stronger in the coming years, increasing the need for bilingual proficiency in the workplace.

Bilingual Workers Meet a Growing Demand

Hispanic and Asian populations in the U.S. are expected to triple over the next fifty years, according to population projections by the U.S. Census Bureau. With the number of non-Hispanic whites dropping to one-half of the total population by 2050, the American demographic is expected to look vastly different.

In this evolving cultural picture, bilingual workers in skilled trades become more and more valuable. Opportunities for Spanish speakers can be easily found in finance, social work, business, and healthcare. On the West Coast, job seekers speaking Japanese, Chinese, and Mandarin are looking more attractive to prospective employers.

Popular Industries for Bilingual Workers
From translation to tourism, government to healthcare, trained bilingual workers are seeing more career opportunities than ever. Here are just a few of the most popular industries for workers with bilingual skill:

• Law Enforcement
• Civic Organizations
• Social Service Agencies
• Banks and Financial Institutions

Bilingual employees may enjoy higher salaries than those who only speak one language. In law enforcement, it is common to see hiring bonuses for bilingual workers in addition to monthly stipends.

High-Tech Bilingual Careers
As the world becomes more dependent on technology, the need grows to translate it to a wider audience. A day in the life of a bilingual IT worker may involve:

• Working with a Spanish-speaking client in a tech support environment
• Translating help files and user guides for global product releases
• Creating software applications tailored to a worldwide market

Specialized jobs in technical writing, customer service, and software development benefit greatly from multiple language support, and bilingual ability is typically preferred by potential employers.

Healthcare and Social Services Careers
Careers in healthcare can be lucrative and rewarding and, for bilingual workers, they may be easier to find. Jobs in hospitals, private offices, and public clinics can be enhanced by bilingual workers, who provide a necessary skill in communicating with patients who do not speak English.

In the social services industry, workers trained as cross-cultural counselors, social workers, and case workers can use their bilingual skills to communicate with a wider range of clients.

Bilingual Ability in the Business World
"Bilingual and bicultural Latinos can offer valuable assets to any firm wishing to compete in the global market," says Graciela Kenig in her book Best Careers for Bilingual Latinos. Investment firms, import/export companies, and marketing firms traditionally have a strong need for workers that can add multiple languages to their proficiency in business. Typical tasks for a bilingual employee in business might include:

• Translating internal documents for localization
• Hosting clients or guests from foreign offices
• Creating marketing materials to appeal specifically to Hispanic or bilingual culture

Consulting is another popular field for workers with bilingual or multilingual proficiency. Bilingual consultants bridge the gap between clients and business operating in two separate cultures. The consulting field is expected to grow faster than average in the next decade, as the U.S. moves further into the global market.

TEACH Grants for Bilingual Teachers
Bilingual teaching is always an in-demand career, but many students don't know that they can drop their federal student aid debt by taking on a career in bilingual education. Obtaining a TEACH Grant may mean up to $4,000 per year for higher education, if students intend to teach in a bilingual education program after graduation.

Federal Student Aid Cancellation
When federal student aid debt comes from Perkins Loans, a teaching career may mean loan forgiveness. Each year a teacher serves full time in a public or nonprofit elementary school in foreign languages, bilingual education, or other high-need areas, a percentage of Perkins Loan is canceled:

• 15 percent canceled per year for the first and second years of service,
• 20 percent canceled for the third and fourth years, and
• 30 percent canceled for the fifth year.

After five years of service, the total Perkins Loan debt is forgiven. Working to educate the next generation is its own reward, and canceling student debt is just another incentive to begin a career in education.

Enhance & Market Bilingual Ability
Workers with proficiency in multiple languages are a valuable asset across industry, but it's up to the individual to prove their value to prospective employers. Here are a few tips bilingual workers can use to highlight and enhance their skills:

• Highlight bilingual ability in the interview. Language skills should always be noted on a resume, but prospective employees should also note proficiency during a face-to-face interview.
• Combine a bilingual background with education. Education remains a standard for employers, and prospective employees should note any career training, college, or university education.
• Improve written skills in both languages. Bilingual workers may be expected to use their second language in speech and writing. Taking advanced language classes can improve the written skills of native speakers, further enhancing marketability to employers.

Analytical Thinking in the Bilingual Workforce
The benefit of bilingual employees goes deeper than language. Bilingual people use different frames of reference to approach problems, thereby increasing analytical ability. "Bilingual and bicultural people see things from a different angle," notes Octavio Mateo, human relations manager for Citibank, in Best Careers for Bilingual Latinos.

Enhancing bilingual ability with formal education may be the most efficient way to attract attention in job interviews. While bilingual skill cannot guarantee a particular career or salary, workers who know how to market their language ability show an added dimension of their ability to prospective employers.

About the Author:

Kelli Smith is the senior editor for www.Edu411.org. Edu411.org is a career education directory for finding colleges and universities, training schools, and technical institutes.

Article Source: ArticlesBase.com - Opportunities Abound for Bilingual Workers

Organizing for Top Results: the Foundation of a Fast, Successful Job Search
Date created: 03/08/2009

Organizing for Top Results: the Foundation of a Fast, Successful Job Search

Author: Michelle Dumas

According to the U.S. Department of Labor, the average length of unemployment is about 18 weeks. But this statistic accounts for all industries, sectors, and professional levels. While you may be one of the lucky few, other statistics indicate that the average job search for a professional or mid-manager can take six months (25-26 weeks) or more. Of course, if you are changing careers, your job search may be even longer. And if you are currently employed, your search will often take longer simply because you have less time to devote to it.

Clearly, for most professionals, the days of just going through the Sunday paper and sending out a few resumes is over. Today, conducting a multi-pronged search is critical. While the individual techniques and tactics of job searching are relatively simple, there are multiple steps you have to take, often simultaneously, and you will be dealing with massive amounts of information. Unless you find a way to keep this information organized in an easily maintained and managed system, you can quickly become overwhelmed, bogged down, and confused. If you let yourself get caught up in the details, you can easily lose sight of the big picture and lose momentum. An organized plan and system will help keep you motivated, moving forward, and focused on achieving the ultimate goal.

In this excerpt from "Secrets of a Successful Job Search: 7 Simple Steps to Land the Job You Want in Half the Time," I will describe a simple, easy-to-maintain system that you can begin using today to immediately improve the efficiency and productivity of your job search.

The 4 Major Job Search Phases

In the overall job search process, there are essentially four key phases:

1) Option evaluation, goal setting & campaign planning

2) Job search & follow-up campaign

3) Job offers & negotiations

4) Accept and begin new job

At the start of your search, it is essential to create a system to schedule, track, and log all of your activities for the first three phases. At the very least, you need a calendaring system, a system of logging inter-related and follow-up activities, a contact management system, and a filing system. Create the Ultimate Job Search Filing System The foundation of your organizational system will be your filing system. It is possible to do this on your computer, to use a traditional filing method, or to use a large three-ring binder. Because it allows you to physically pick it up and carry it with you anywhere, I actually prefer the three-ring binder method, so that is what I will describe in this article. But if you prefer one of the other methods, just adapt these suggestions accordingly. Before you go any further, I suggest going out and buying a large three-ring binder right now. A large-capacity one like a 4 or 5 inch will be easiest. You will also need some tab sheets to label the sections. Some hole-punched pocket sheets that allow you to store loose sheets of paper and computer disks would also be really helpful. Now you will want to use the tabs to create 9 categories:

1) Career Vision & Job Target

Begin your filing system by including a very clear written statement of your current job target in a divided section named "Career Vision & Job Target." You should also include a written copy of your Personal Branding Statement. In this same binder, you can keep copies of any assessments you may have completed recently or in the past, to help you in setting your career goals. This is also the place where you will want to keep references, printouts, or copies of any industry or profession-related articles or research related to your job target.

2) Career Marketing Documents

In this section, store clean master copies of your resume, biography, all job search letters and correspondence, a list of references, a salary history, and any other documents that you might use in your search. This is also a good place to keep letters of reference written for you by others, copies of awards, educational transcripts, training certificates, and any other documents supporting and proving your qualifications.

3) Company & Industry Research

This section is a great place keep printouts or copies of any articles or other research that you have collected on companies that interest you and that you have targeted or plan to target during your search. This is also a good place to store research on industry trends and competitive data of relevance to these companies.

4) Job Advertisements

While you should keep more detailed activity logs elsewhere, in the Job Advertisements section of your filing binder, you should keep a copy of every ad you have answered along with some basic notes about the date you responded and the documents that you sent.

5) Internet Job Searching

The Internet Job Searching section is a perfect place to keep records of the websites you are using in your job search, places where you have posted your resume, and any passwords and user names associated with the sites.

6) Networking & Referrals

Again, you should keep more thorough records and logs elsewhere, but the Networking and Referrals section is a good place to keep a hard-copy printout of your networking address book along with any notes of information you want to remember in relation to particular individuals.

7) Recruiters & Agencies

In the recruiters and agencies section, you should keep detailed notes about every headhunter firm or job search agency you have worked with or contacted.

8) Interview Preparation

The interview preparation section can be used to keep all of the notes you will accumulate as you prepare for interviews. This is also a good place to keep notes on questions you want to ask during interviews and notes about interviews you have been on.

9) Salary Research

In the Salary Research section, you can keep data and research you have collected to help you define your own market value and to prepare for salary negotiations once you have been offered a job.

In short, this binder gives you the ability to store all of the documentation related to your job search in one central place. Keeping accurate, up-to-date records of your job search activities, logs of contacts you have made, and step-by-step, calendared plans of the activities you must complete in order to reach your job search goals will pay you back for your effort multiple times over through a faster and more successful job search. By creating a plan and system for your job search, you will always know where to focus your attention and what you should be doing next.

But remember, while this step of getting organized and creating your job search system is a critically important one, you must remember to NOT get bogged down. It is important to be organized but it is also critical that you get started on your search. Don't let not having a perfect system prevent you from moving forward. At the most, spend just a couple of days establishing your organizational system.

About the Author:

Nationally certified resume writer and career marketing expert, Michelle Dumas is the director of Distinctive Career Services LLC. Through Distinctive Documents http://www.distinctiveweb.com and her Executive VIP Services http://www.100kcareermarketing.com Michelle has empowered thousands of professionals all across the U.S. and worldwide. Michelle is also the author of Secrets of a Successful Job Search http://www.job-search-secrets.com

Article Source: ArticlesBase.com - Organizing for Top Results: the Foundation of a Fast, Successful Job Search

How to Revive a Stalled Job Search With High-payoff Activities
Date created: 03/08/2009

How to Revive a Stalled Job Search With High-payoff Activities

Author: Michelle Dumas

I frequently talk to potential clients who tell me they have been conducting a job search for X months without any success, or that they have sent out X number of resumes with virtually no response. When I press for more details, I hear stories about resumes posted in online resume databases and resumes sent in response to ads found on online job boards.

What is wrong with these job search techniques? Well...nothing is fundamentally wrong with them. In fact, they play an important part - a small part - in most well-constructed job search plans. However, these are extremely low-payoff job search activities, and if these are the only techniques you are using, the chances are far greater than not that your job search will generate disappointing and slow results.

If you are unhappy with the results of your job search, it is time that you took an objective look at your job search techniques. Are you spending too much of your precious time and energy on low-payoff job search activities while you ignore those that will produce the positive results that you want and deserve?

While the more effective job search activities - such as networking -usually require people to step out of their comfort zones, the returns generated by your investment of your time and energy will almost always be worth it.

So, if you find yourself stuck in a stalled, ineffective search for your next job, here are some high-impact tips.

1) Take a hard look at your resume. Like it or not, your resume is your first introduction to most employers, and your only chance to make a good first impression. Effective resumes are focused marketing pieces that are strategically written and designed to sell YOU as THE best solution to a potential employer's needs. Your resume should be written to illustrate your unique value proposition, with succinct "stories" that differentiate you from your competitors in the job market. Does your resume accomplish these goals? Is it focused effectively? Does it accurately present you in the way that you wish to be presented? If not, it is time to rewrite.

2) Now, take a hard look at your methods. Do the methods you are using in your job search convey professionalism at every step? Is your approach courteous and does it illustrate an understanding of common business protocol? For example, do you always send at least a brief letter of introduction when you send a new contact your resume? I can't tell you how many times a prospective client tells me he isn't getting calls on his resume, and when I quiz him he will tell me that he has been sending his resume as an attachment to emails, and then admits that he has not been including an introductory note. In this day and age, when everyone is concerned about viruses and spam, do you honestly believe that a recipient will open an attachment that arrives with a blank email? Of course not! Or...Does the message on your answering machine make you sound like a polished professional or a party animal? Is your email user name a professional-sounding one or a cutesy one? You have tough competition in the job market. Details matter! Courtesy and business protocol matters! Everything you do in your job search should convey an impeccably professional image. My best advice: Apply some basic common sense and remember your manners.

3) Ramp up your networking efforts. Of all of the possible job search methods, networking is the most effective by far, and yet it is the method that the fewest people use. I know that you don't want to hear this, but no matter how uncomfortable it might be for you, networking is absolutely crucial and is the fastest way to your next position. Remember that when you are networking you are not asking people if they know of an opening or to give you a job, you are just asking for referrals or advice. Would you be upset if someone you knew contacted you to inform you of their job search and asked if you might be able to offer any advice or point her in the right direction? Of course you wouldn't. In fact, you might even be flattered. This is the same reaction that your personal and professional networking contacts will have. If you don't have frequent face-to-face contact with your network, the quickest way to jumpstart your search using networking is to send your resume and a brief letter to every single one of your contacts, and then follow up with a phone call a few days later. In most cases, people will be more than happy to help you out. But whether they are able to help you immediately or not, follow up with a brief handwritten thank you card. This is a gesture that will make a lasting positive impression.

4) Do your research; don't just blindly and indiscriminately send out your resume. Research the geographic and industry areas that interest you and identify the companies and opportunities that seem most promising and intriguing to you. With the vast quantities of information available on the Internet, you really have no excuse not to research thoroughly. Identify the hiring decision-makers and learn all you can about them and their company, their competitors, their challenges, and their future potential. This is a great time to call on your professional network. Who do you know who knows someone who knows some else at the company you are interested in? Once you have an "in" through a referral, it is time to make sure you are absolutely clear on your value proposition. In what way do you feel you could add value to the company? How would hiring you be beneficial? What is the return on investment that the company could expect if they hired you? Once you have the answers to these questions clear in your mind, it is time to approach the targets.

5) Consider a targeted e-mailing of your resume to headhunter/recruiter firms. But don't just use one of the cheap broadcast services that send your resume out to some unspecified list of 1000s of supposed recruiters. If you are going to do this, use a high-quality service that uses an up-to-date database of recruiting firms that they can break down and segment based on the firms' specialties. Approaching the distribution of your resume to headhunter firms in this way ensures that the recipients of your resume are individuals who have a sincere interest in learning about you and your credentials. They will try to match you to their current searches, and if you are a fit, you will get a phone call right then. Otherwise, they tend to database your resume to search in relation to future recruitment assignments. Of all the suggestions, this is the most passive and the easiest for you to implement with the least amount of work. But, passive or not, if you are in a profession that is among those often handled by recruiting firms, you should definitely make this a part of your overall job search strategy.

Finally, I can't stress enough how important it is for you to follow up. Be assertive and approach your job search as if it is a job in itself. Schedule your activities, keep track of the contacts you have made and the resumes you have sent, and follow up regularly and consistently.

Yes, there is no doubt that job searching can be a highly stressful time. But you do have choices about how you will spend your limited time and those choices can have a profound impact on the success of your search. Choose to focus on the high payoff activities and you will find yourself back to work, in the job you want, much faster than you thought was possible.

About the Author:

Nationally certified resume writer and career coach, Michelle Dumas is the director of Distinctive Career Services LLC. Through Distinctive Documents http://www.distinctiveweb.com and her Executive VIP Services http://www.100kcareermarketing.com Michelle has empowered thousands of professionals all across the U.S. and worldwide. Michelle is also the author of Secrets of a Successful Job Search http://www.job-search-secrets.com

Article Source: ArticlesBase.com - How to Revive a Stalled Job Search With High-payoff Activities

I Just Finished an Interview – Now What? Best Post-interview Strategies
Date created: 03/08/2009

I Just Finished an Interview – Now What? Best Post-interview Strategies

Author: Ron Herzog

You worked hard to get an interview, you researched the company and you presented yourself well to the hiring manager. You left the interview feeling confident. Now what?

There are important professional steps you need to take whether you left the interview feeling like this would be the right next step in your career or not. If you want the position, you need to make sure the hiring manager knows you do and is strongly considering your qualifications and potential contribution. If you don’t feel this is the right position for you, make sure you have appropriate closure with the company to keep your professional reputation intact. Following are important steps you need to take if you do want the position:

Follow-up Steps
Interview Assessment

  • The interview assessment is your analysis of how the interview went.
  • Right after the interview, grab a pen and pad and write down what you think went well, and what you think needed some more clarification while it’s fresh in your mind
  • Write down things you wish you had said, or questions you may have that you didn’t ask.
  • You’ll need this information for your follow up correspondence.

If you are working with a recruiter call them soon after your interview:

  • Report how the interview went while it’s fresh in your head
  • If you want the job, your recruiter can help position you as the leading candidate, so they need to know what you think impressed the hiring manager during the interview. For example, if the hiring manager was interested in hearing more about your writing skills, furnish samples to your recruiter so they can provide them to the interviewer as a follow-up reinforcement.
  • If you don’t want the job, the recruiter can help you bring the opportunity to closure and consider you for other positions.

Thank you note
It’s pretty standard knowledge that a thank you note is a vital part of the interviewing process, but what is unclear is what should be in the note. Merely thanking someone for interviewing you does nothing more than show that you are polite. What you want to do is reinforce why they need to hire you.

First things first, make sure you have the correct spelling and title for everyone you met with. It is acceptable to send your letter via email for quickest delivery or you can mail it as long as you send it right away so they receive it before they have made a decision. Make sure you either type the letter with a handwritten signature or that you have clear handwriting and that the stationary is professional with a matching envelope.

Here’s how to do it:

  • Send a letter for each person you met during your interview.
  • Personalize and customize each letter to relate to that particular interview.
  • Express interest in the position – enthusiasm and passion for the position is a strong selling point. The assumption is that since they brought you in for the interview, you have the qualifications on paper. The interview is to gauge your personality fit with the company and just as important, your passion and excitement for the position. That is what makes you stand out from other candidates.
  • Reinforce what you can contribute to the company. Remember that the interviewer wants to know what you can do for them. Discussing quantifiable results you have produced for previous employers gives them a greater ability to project your potential contribution than just a solid employment track record and great personality.
  • Highlight additional information regarding a question you feel you didn’t answer strongly enough. It’s okay to say "upon further reflection…" or "In thinking back on the interview, I’d like to provide clarification on…." It shows that you are reflective and thorough.
  • Always close the letter with the next step in mind such as "I look forward to the next step in the process, let me know if I can provide additional information about me that will help move the process forward."
  • Don’t forget to include your contact information.
  • Keep the letter concise and use bullet points where appropriate.
  • If you were referred to the company by someone you networked with, also send a thank you letter to them to let them know about the interview. They may even follow up on your behalf with the interviewer.

Follow up call

  • Assuming at the end of the interview you asked when you can expect to hear something, you will know that if you haven’t heard anything by then, it’s an appropriate time to follow up.
  • If you are working with a recruiter, check with them to see if they or you should make a follow up call if you haven’t heard back yet.
  • If you are independently interviewing, and you don’t have an expectation of when you should hear back, place the follow up call to ask where in the process they are haven’t heard back a week after your last contact. At that time, you should have something specific to say. Ask if they need to know any additional information to help with the decision-making process and reiterate your interest.

Getting the interview was an accomplishment. Presenting yourself as a strong candidate at the interview was another. The last thing you want to do is drop the ball before closing the deal. Follow up on every interview with as much professionalism as you showed to get the interview and you are sure to impress.

About the Author:

Ron Herzog, CEO and President for FPC (Fortune Personnel Consultants), has spent a number of years developing extensive knowledge of the recruitment industry and successful franchising since joining FPC in 1995. Ron is considered an industry expert and has provided insight into workforce trends for print publications, radio broadcasts and industry podcasts. Ron earned his MBA in management and undergraduate degree in marketing and management.

Article Source: ArticlesBase.com - I Just Finished an Interview – Now What? Best Post-interview Strategies

Top 10 Job Interview Disasters
Date created: 03/08/2009

Top 10 Job Interview Disasters

Author: Gail Kenny

As part of my job, I give interview advice to candidates applying for travel jobs. When I ask them how it went afterwards, most people don't come out remembering what went right. They remember the bad things. The joke that fell flat, the awkward silence halfway through, the question that left them scrabbling for an inadequate answer. And while some people just seem to have the knack for doing well in job interviews, most of us have probably had at least one complete interview disaster in our time.

But it's not all bad - however poorly a job interview has gone, you can always be reassured by the fact that someone, somewhere, has done much, much worse than you ever have. Here are ten of the worst interview howlers that I've heard of, and ten pieces of interview advice that can help you to avoid the same mistakes.

10 - Who are you, and what am I doing?

After a telesales job interview that had gone well, the candidate surprised the panel by saying, offhand, "By the way, I don't do cold calling."

Interview tip: Do your research. Make sure you fully understand what the company does and what your job entails, otherwise you're likely to make an obvious mistake.

9 - Job Train-ing

After an unsuccessful job interview, one candidate followed his interviewer to the train station. He spent the rest of the train journey pleading with her to give him the job.

Interview Tip: Enthusiasm is good, desperation is not. Accept it if you haven't got the job - hassling your interviewer isn't likely to get you anything except a restraining order.

8 - Fancy your chances?

One candidate concluded a job interview by asking the interviewer out on a date.

Interview Tip: No matter how well you think an interview has gone, this really isn't a good idea. Make sure you end it professionally.

7 - Demonstrate your skills

When asked to give a practical demonstration of his abilities during a job interview, this candidate got out a deck of cards and proceeded to perform a series of magic tricks.

Interview tip: You don't need interview advice to tell you that this is a bad idea. Remain professional at all times! Silly jokes, inappropriate clothes and strange behavior are all guaranteed to put an interviewer off.

6 - Any questions?

At the end of a job interview, this candidate was told that she could ask one question and one question only. After thinking intently for a few minutes, she said "Are you going anywhere nice on your holidays this summer?"

Interview Tip: You know that you'll be expected to ask questions at the end of a job interview, and there's no excuse not to prepare a few. Keep your questions focused on the job and the company, and use it as an opportunity to further express your interest in both.

5 - "I'm sorry, what was your name again?"

During one job interview, a candidate complained at length about his previous boss. Unfortunately, he didn't realize that the interviewer and his former employer were closely related, and even had the same last name.

Interview Tip: This man was particularly unlucky, but it just goes to show that it is never a good idea to badmouth your former employer.

4 - "So tell me, what is your biggest weakness?"

When pressed to answer this question, one candidate answered "My dishonesty."

Interview Tip: This is a difficult question to answer. Responses like "I work too hard" are no good, and owning up to a severe character flaw might sink your application. Pick a weakness that is true but that won't affect the job that you are going for. For example, being erratic at paperwork is a disaster for an admin role, but is only a minor drawback for a sales position.

3 - Mums the word!

Everyone knows that you have to switch your phone off during a job interview. But one candidate, after the first few questions, got his phone out and called his parents to let them know how well the interview was going.

Interview tip: Stay focused during an interview. Don't get complacent if you think it is going well, and don't be discouraged if you feel it is going badly.

2 - A picture is worth a thousand words...

One candidate was asked to draw a picture that best described him. He drew a clown with blood pouring from its eyes, ears and nose.

Interview Tip: Interviewers are looking for people who can both fill the role and work well with other people. Worrying personality traits can be just as off putting as a lack of experience or inadequate skills, so be on your best behavior in the interview room.

1 - Murder, she said

No matter what unfortunate facts from your past happen to surface in a job interview, you can't cause more alarm than this woman did. Alarmingly, in the middle of the interview she managed to imply that she'd murdered her husband.

Interview Tip: Think before you speak. Perhaps you think a strange remark or crude joke will make you memorable - you'd be right, but for precisely the wrong reasons.

About the Author:
Gail Kenny is the managing director of Gail Kenny Executive Search, an executive travel recruitment agency specializing in travel jobs. The site caters exclusively to talented individuals with skills and experience to succeed in the travel management, and businesses looking for such candidates.

Article Source: ArticlesBase.com - Top 10 Job Interview Disasters

Why are Traditional Hiring Interviews so Unreliable?
Date created: 03/08/2009

Why are Traditional Hiring Interviews so Unreliable?

Author: Robin McKay

Why do employees - hired by the same methods, doing the same job, and managed by the same person - perform so differently? Dependency on the traditional one-on-one unstructured interview is a prime reason.

Let’s first define the “Traditional Interview”...

1. Traditional interviews are always unstructured, that is the hiring manager sits across the table from the candidate and has a general chat – often in an unstructured environment like the local coffee shop.

2. Interview questions tend to seek opinions, not explicit example of pasted behaviour.

3. The interview is one-on-one, inviting judgement of future performance on emotional and bias grounds. This environment also encourages too much talking from the interviewer and not enough listening.

4. The interview process is not “scored” and specific notes are not taken. If several of these unstructured interviews are performed, the hiring manager must rely on his or her memory in the final analysis and usually this will be based on appearance and likability – not the specific attributes and abilities needed to be successful in the job.

Besides being the most expensive tool (management time) in the selection process, the unstructured interview is also the least valid – between .05 and .15 – so at best you’ll get it right one out of every six interviews. The structured interview jumps validity to between .40 and .60 – much better, but still the toss of a coin.

Traditional interviewing practices are historically and scientifically proven to be poor predictors of success on the job. Why?

1. Bias of the interviewer(s). No two interviewers assess the candidate's
responses the same way. That’s why research tells us to have two or more interviewers.

2. The candidate's responses to interview questions are affected by the environment in which they are interviewed and by the rapport established with the interviewer. The interview must be conducted in a “business environment” with no interruptions.

3. Many questions don't accurately measure what you want them
to measure. Most questions seek opinions, not evidence of past behaviour. Interview questions must be behaviourally based and be aligned to the core group of performance factors related to the role.

4. The responses sound and feel good, but they are not predictive of
job success. Managers continue to assess on gut feel. Just because a person dresses well, looks attractive, talks we’ll and acts confidently doesn’t necessarily imply they can do the job. Remember, at interview the candidate is on their best behaviour, what you see is the best you will ever see them!

Statistics show, when it comes to applying for a job you can fool all the people some of the time. I read a frightening statement in Fortune Magazine recently that at least half of all new hires in US businesses don't work out. Likewise, the US Dept of Commerce reports that 30% of business failures are due to poor hiring practices. I can’t find a similar measure for NZ, but I think we would be no different.

So, how can you hire with more accuracy for less cost?

For the sake of this example, let’s assume your cost of hiring equals $7500. Using scientific evidence on the validity of interview types, what is the real cost to hire the right employee based on the type of interview conducted?

Traditional Interview

% of right hire successes = 14%; Real cost adjusted for miss-hires = $53,571

Team Interview (but unstructured)

% of right hire successes = 35%; Real cost adjusted for miss-hires = $21,429

Behavioural Interview (with 2 or more interviewers)

% of right hire successes = 55%; Real cost adjusted for miss-hires = $13,636

Source: The Tax Advisor, September 1996


The above cost clearly demonstrate a 75% cost savings when you move from a traditional unstructured interview to a multi-rated behavioural based structured interview. And that’s just the interview -Imagine what happens when we add a valid personality/mental ability profile and a structured background and reference check!

Just like sport, when it comes to hiring new staff, the unprepared, untrained and over confident will pay the price after the event is over.

The manager who hires a person without a natural job match and hopes he/she can overcome the new employee’s shortcomings with training and coaching might as well try to train a turkey to climb a tree – would it be easier to hire a squirrel?

About the Author:

Rob McKay MA(Hons) is an Industrial/Organisational Psychologist and Director of AssessSystems Aust/NZ Ltd. His company specialises in employee assessment for selection, development and performance appraisal. Rob has over 30 years of practical hands on business experience.
He can be contacted on +64 9 414 6030 rob@assess.co.nz - For general information go to www.assess.co.nz - For weekly delivery of articles like the above, plus our free 4 part mini course on hiring, subscribe now at - www.TipsForHiring.com

Article Source: ArticlesBase.com - Why are Traditional Hiring Interviews so Unreliable?

Interviewing Candidates
Date created: 03/08/2009

Interviewing Candidates

Author: Benjine Gerber

According to the "behavioural" method of interviewing, past behavior is regarded as a very good indicator of future successful performance and for determining how well a candidate might fit the job function and company culture.

Both experienced and inexperienced candidates can be questioned using this method, where entry-level candidates will draw upon past school and tertiary education knowledge and experience, as well as skills that are instinctive.

For telephonic and video interviews, the same technique applies, although it would be useful to adapt your approach, spending less time on the screening phone call than you would use in a normal interview. Deal effectively, and diplomatically with unsuitable applicants.

• Goals of the interview

• Checklist

• Step-by-step interview plan

• Job interview introduction and questions

Goals of the interview

The goals of the interview are to:

1. Attract the best candidate by promoting your company.

2. Evaluate the candidate by gathering information about the candidate.

3. Determine whether the candidate would fit the job and company culture.

In order to maximise your professional credibility with the candidate, it is essential that you are very well prepared for the interview. DataFin will prepare the candidates and supply them with all the relevant information for the interview, including conveying any specific instructions received from the client.


The Interviewer has to remember to:

• Facilitate a more relaxed environment during the first few moments of the interview by talking about issues not related to the interview i.e. weather or sport.

• Pay careful attention to the candidate's appearance, body language, social skills and ability to communicate. Take culturally sensitive issues into account such as avoiding eye contact, loud or soft speech, passive nature and personal space radius. In some cultures eye contact is considered rude.

• Remain neutral in attitude, because by expressing a positive or negative reaction, words or body language, the interview could be jeopardized as candidates may adapt their responses to please the interviewer.

• Try to vary your questioning style i.e. make them open, closed, theoretical, alternatives/options, hypothetical or reflective questions.

• The manner in which the questions are presented is critical to the success of the interview.

• Allow candidates adequate time to answer each question.

• Remain patient while the candidate quietly ponders his/her response.

• Be prepared and able to give personal examples to help clarify the purpose of the question.

• Utilize paraphrasing and active listening skills to ensure a clear understanding of the candidate's background and needs.

• Encourage the candidate to provide complete information for any incident described. A complete response will include:

o brief explanation of circumstances,

o how the candidate behaved in the situation, and

o the outcome or result of that behaviour.

• When the candidate gives answers that are too brief or non-descriptive, ask appropriate follow-up questions to obtain an appropriate explanation of his abilities. Simple follow-up questions include:

o Can you tell me more about that?

o How did you involve co-workers or teammates?

o Give me a specific example of how you did that?

o What results can you point to?

o What happened when things did not go as planned?

• Maintain control of the interview by intervening when a candidate begins ramble or tries to change the subject.

Step-by-step interview plan

A number of things should be done before, during and after interviewing candidates. It is therefore worthwhile to have a written plan in order to keep track of it all!

• Request Applications: DataFin's clients e-mail or phone through detailed job specifications in order for us to send them a shortlist of suitable candidates. DataFin takes care of all the administration regarding the interviews. By doing so, the interviewer is able to avoid having to go through a large number of CVs.

• Shortlist: Review all CVs received for applications. Narrow down the list of suitable applicants received from DataFin by setting a criteria that will be compared to the CV. Use criteria such as renumeration, specific skill requirements, and years of experience desired. It is useful to sort the CVs into three groups, namely ‘yes', ‘no', and ‘maybe'.

• Keep all parties informed: Always keep DataFin updated with your progress and with the anticipated process timelines and changes, so that DataFin can keep the candidates properly informed, since many candidates are often in a position of having to weigh up two or more options.

• Set Time Limits: Keep interviews uniform by setting time limits.

• Schedule Interviews: Let DataFin know which candidates will be interviewed and set up the appointments. Try to not schedule interviews at the start of your office day and if possible, ask someone to handle your calls during interviews. Explain to that person which specific situations would require your personal attention.

• Identify Skills: The Interviewer identifies the skills that would be required and/or preferred in a candidate to ensure successful job performance.

• Testing: Determine whether the applicants would be required to do a test as part of the interview or beforehand at DataFin. Skills and psychometric testing could be worthwhile, especially when considering candidates for high-level positions.

• Specialist Assistance: It may be necessary to have a specialist in the field conduct part of the interview with the candidate. Discuss all questions with the specialist before the interview, to make sure they are aware of any limitations on questioning.

• Prepare an Introduction: You can briefly outline what the company is looking for at the start of the interview.

• Formulate Questions: Prior to the interview, formulate a list of questions to assess the candidate's ability to handle the requirements of the position. Get the interview questions ready before the interview, and the interview will be more effective.

• Re-read the CV: It is a good idea to read the candidate's CV immediately before the candidate is called into the room. This will help you to remember the candidate's background and experience so you don't have to keep referring back to the CV throughout the interview.

• Avoid Interruptions: To avoid interruptions, it is preferable to conduct an interview outside the office, in a private room - it is usually much neater as well and therefore creates a better impression. When and where you conduct an interview is very important.

• Evaluate the Candidate: During the interview, managers should evaluate the candidate in terms of how well they are likely to perform on the job and not on their performance during the interview. Ask for evidence of everything you think is important and DataFin will obtain all documentation from the candidate. If you don't get the evidence, the applicant may not have the qualifications he or she stated.

• Explain the Process: Inform the candidate about the selection process time frame.

• Meeting Employees: Have applicants meet a few dedicated employees who can sell candidates on the idea of coming to work for the company.

• Make Notes: After the interview, take a few minutes to review the applicant and to make notes.

• Reference Checks: Left DataFin know which reference checks will be required. DataFin performs reference checks on behalf of clients after permission is obtained from the candidate to check the references. Checking references is very important, and it requires experience and skills on the part of the reference checker to accurately get the facts.

• Final Decision: Do not let pressure to fill the vacancy affect your decision about who to employ. A second interview may be required for further evaluation. When it is difficult to determine which candidate would be the best for the position it is important to examine your criteria for success and to measure each applicant again against those criteria.

• Make the Offer: Whilst DataFin often acts as the middle-man for salary negotiations it is your job to get the candidate to accept. Salary and benefits package are important, but a feeling that they would fit in is very important to most candidates . Once a final decision has been made and the offer is ready, contact DataFin so that they can convey the information to the candidate.

Job interview introduction and questions


• Greet the candidate - a light-hearted remark will help to break the ice.

• Have the candidate's CV on the desk.

• Have your interview plan to bring structure and comprehensiveness to the interview.

• Thank the candidate for their interest in the position.

• Use your speech and body language to create a positive image of the company.

• Selling the benefits of the position is important in order to generate and maintain a candidate's interest and to persuade the candidate to work for the company.

• Establish rapport by commenting on pertinent information outlined in the candidate's CV.

• Explain the format of the interview: "In some questions, I/we will give you hypothetical situations. In other questions, I/we will ask you about past experiences in a particular area. In your response, please give a brief explanation, how you behaved in the situation, and the outcome or result of that behavior."

Formulate Questions

One of the biggest concerns when interviewing is knowing what questions to ask, but being prepared will eliminate most of the problem. Go through the job description and assess what all the experiential, educational, knowledge, skill and other requirements are to fulfill the duties and responsibilities associated with the position. Pose your questions so that the answers will address the requirements. Make sure that you create questions for ALL the criteria which will determine whether there's a fit with the job and the team.

Purpose of preparing questions:

• The questions that you ask control the interview.

• Asking the same questions to all the applicants provides you with a strong basis for comparison.

• If you have a list of questions to ask during the interview, it can help prevent you repeating questions or failing to ask critically important questions.

• Certain questions in an employment context may be illegal, such as questions pertaining to age, marital status, religion, sexual preference, etc.. Make sure the interview is conducted within all the legal restraints and that you know what you are allowed to ask. Something like "Would your wife mind if you spend time alone with other women?" - would be an inappropriate question. Find alternative approaches in order to cover any sensitive issues.

Here are some basic question categories to use as examples for creating your own structure, below they are explained with examples.

• Analytical Abilities

• Attention to Detail

• Communication

• Enthusiasm

• Flexibility

• Initiative/Self-motivated

• Integrity/Honesty

• Interpersonal Skills: Clients

• Interpersonal Skills: Teamwork/Co-Workers

• Leadership

• Managerial/Organizational

• Technical Skills

• Time Management

• Writing/Documentation

Get the candidate to do most of the talking, more than half of the interview time, but do not let the candidate dominate the discussion. Periodically ask the candidate whether they have any questions or comments.

Analytical Abilities

Analytical abilities can become evident by asking the candidate to take a written test.


• Give candidates a handout describing a particular scenario and outlining a client requirement that might correspond to their actual job requirements. Ask them what they would do to solve the problem.

Attention to Detail

It is often difficult in an interview environment to ascertain weather a candidate has the requisite attention to detail that might be essential for a particular the role. Here are some examples of what to ask to help you to determine whether the candidate has the skills to distinguish important information from unimportant information, have analytical abilities and strong attention to detail.


• Ask the candidate to proof read a written document and ask that they point out the mistakes and identify those that could lead to serious problems

• "Tell me which of the courses/projects you have done required the most attention to detail. Please tell me how you dealt with the demands of the course/project."

• "Tell me about a time when you discovered some small item or detail that helped to solve a larger issue."

• "For the remainder of the time, I/we will ask you to answer an essay question. The essay describes a department's system/environment. I/We would like you to write a letter to the department head wherein you will describe internal control weaknesses as findings along with recommendations to strengthen those weaknesses."


In some jobs an ability to communicate on relevant issues is a deciding factor.


• Role-play scenarios are usually an effective means of determining communication skills.


If the candidate does not come across with enthusiasm in the interview it probably means that they are not enthusiastic about the position they are applying for.


• Perhaps ask them about something which they feel passionate/enthusiastic about and see if their level of enthusiasm rises.


Most job roles require some degree of flexibility and a more rigid person will struggle with a position that requires them to be very flexible and vice versa.


• "Describe a situation when your ideas where strongly opposed in a meeting. What did you do? How did you deal with the situation?"

• "Describe how you felt in a situation where you were very focused on your task at hand and then due to external factors had to shift on to a totally different project."


Employees are often expected to show initiative and be self-motivated in circumstances where there is little or no supervision available. Each assignment provides an opportunity to learn something new. Sometimes, employees take advantage of a job assignment to develop new skills or expertise in a new area that is above and beyond their initial assignment, possibly becoming an expert in their field. Your objective is to find out whether this is something the candidate would be comfortable with.


• "Describe a situation when you had to take charge and get a job done or resolve a difficult situation. What did you do? What happened?"

• "If you were involved with a project in a field in which you had no experience, how would you gain the knowledge to plan and complete the required tasks?"

• "Tell me about a situation where you were expected to do something on your own and where you went beyond the call of duty."


This is very difficult to ascertain during an interview situation as asking someone if they have integrity is not an easy question! We would highly recommend that you conduct both credit and criminal checks as well as at least two reference checks before making any offers.


• "Describe a situation at work where, with hindsight, you would have acted differently."

Interpersonal Skills: Clients

Being a good listener and being able to maintain objectivity and fairness contributes to clients feeling comfortable. This can lead to an openness that is not easily attained in business relationships.


• Give intro: "In the available position, you will encounter new people. These questions relate to how you would handle client relations…"

• "Tell me about a time when you had to work closely with someone in a position above (or below) you. Who was the person? What did you have to do? What was the outcome?"

• "Tell me about a time when you had to deal with members of the public. Who was involved? What did they do?"

• "Tell me about a situation where you detected a client's needs and how you worked to meet those needs."

• Ask the candidate to relate a situation where someone was particularly successful in cultivating a relationship with a client.

• "Suppose you are working with a department of a client where employees are unhelpful and consistently delay getting needed information to you. What would you do?

Interpersonal Skills: Teamwork/Co-Workers

Interpersonal skills are essential since staff must be able to relate to co-workers and perhaps a variety of clients. Teamwork is an integral part of an effective IT work force. While some departments may structure their assignments to be solo projects, it is important to establish a good rapport within the office. Many companies are structured to work toward staff interdependence rather than independence and many engagement problems are solved by teamwork.


• Give intro: "In our office, it is important to work well with others in the company. Effective teamwork is essential when we all have to work together to complete a project within a strict deadline…"

• "Tell me about your most recent group or team effort."

• "Describe a group work situation where you and a co-worker were having trouble getting along with each other. How did you resolve the conflict?"

• "Tell me about a situation in which you felt others were wrong and you were right."

• "Assume you are a supervisor and one of your subordinate employees consistently arrives late to work. What action would you take?"

• "You receive a promotion. One of the staff is extremely resentful (as he/she was turned down for the promotion) and is being unhelpful and obstructive. How would you handle the situation?"

• "How would you respond to a peer who through their incompetence is preventing your team from completing an project?"


Assessing a person's leadership potential is often a 'gut feel' reaction one would have to a particular candidate. However in order to assess actual leadership ability one would have to ask questions describing when they were in a position of leadership and how they responded.


If the candidate has not had any managerial experience they will need to think about a situation where they believe they have been managed well or incorrectly and then describe how they would have responded in that situation if they were a manager.

Technical skills

While every employer wants employees with brilliant technical skills it is important to determine the candidate's ability to apply those skills in a practical, helpful and effective way in a work situation. Use the candidate's CV to identify skills developed from their duties, responsibilities and education. This information can be used to formulate questions that can provide you with a more complete idea of the candidate's knowledge and skill levels. Also focus your questions around skills required and the candidate's ability to handle specific tasks in the available position. Skills may not always be evident in the candidate's CV – well-developed skills should usually be clearly evident after about two years of experience. Determine the candidate's ability to grow with the job by asking how they acquired their skills.


• To identify any other skills deemed essential to success on the job, make inquiries regarding the applicant's CV, references, and past job experience.

• "What would you do if you were performing a project where you knew you did not have the technical skills to carry it out?"

• "How have you applied your technical skills in a practical and helpful way?"

• "Tell me about the most difficult work/school problem you ever faced. How did you tackle it? What were the results?"

Time Management

Time management skills are needed to plan and complete projects within specified deadlines. All staff must manage their time effectively and be able to juggle schedules to accommodate various circumstances. Sometimes overtime is required to finish a job on time, and candidates must be willing to commit to working late if a deadline dictates additional working time.


• Give an intro: "Lets start by talking about time management. We want to know how you handle situations where there is a time crunch…"

• "Suppose you arrive for work with a full day's schedule already planned. You are working on a project deliverable required for a project committee meeting the following day. At 9:00 a.m., you get handed three additional tasks that need to be done right away…"

• "How would you handle the person giving you the additional projects? How would you ensure the project deadline is met for the committee meeting? How would you cope with this?"

• "Describe a situation where you were faced with a deadline that you couldn't meet. How did you handle it?"

• "Describe a situation when you had to learn a large amount of material quickly. How did you do it?"


Effective writing skills are necessary to formulate well-organized, clear and concise documents and reports. If the employee needs to have strong writing skills, a writing sample would identify their ability to provide detailed information as well as their ability to determine and focus on important issues. When interviewing candidates for a senior documentation position, a writing sample should be a requirement.


• Give the candidate a detailed document of a type that would be relevant to the available post. Ask the candidate to summarize the document in a clear, concise manner.

• Ask the candidate to provide examples of documentation that they have previously prepared.

• Candidates can be given a hypothetical scenario to document and asked to give recommendations.

About the Author:

I am Benjine Gerber, business owner of self-educate.com. It is a self-education knowledge and social network to the needs of IT people.

Article Source: ArticlesBase.com - Interviewing Candidates

7 Interview Techniques That Will Get You Hired
Date created: 03/08/2009

7 Interview Techniques That Will Get You Hired

Author: Damen Choy: the Career Expert

Despite all the advances in technology and communications these days, the traditional rules still hold when it comes to interview techniques that will get you hired. Whether you're applying to a global corporation or a small company, the most important part of an interview is that you have a winning presentation. This is usually the key factor in determining whether you get the job.

Once you have created an effective resume and have sent your resume to prospective employers, the next step is to try and obtain an interview. This can be done by phone or in person. Chances are you will first meet an administrative assistant or receptionist. This person could be the key to your future in terms of helping you to get an interview or providing information about the company, so remember to be polite and friendly.

Once an interview is scheduled, your personal appearance and behavior are critical factors which could decide whether your job search is successful.

Here are 7 important steps to help you improve your interview techniques.

Interview Techniques #1 -- Proper Preparation

To make sure you're on time for the interview, find out ahead of time where the interview is and how to get there. Give yourself plenty of time to get dressed and get there on time. As a matter of courtesy, make sure your cell phone is turned off before the interview.

Plan to dress in a manner which is appropriate for the job. Your appearance will determine the first impression the interviewer has of you. Take care in your grooming before the interview, and be aware of your body language during the interview. Good posture will help to give an overall good impression.

Interview Techniques #2 -- Do the Research

Use every possible resource to learn about a company before you interview there. You should be prepared to answer question about why you're interested in the company or what you've heard about it. Make sure you know what the company does and if possible a little bit about its history. Be familiar with the company profile.

While it's a good idea to prepare some answers to questions ahead of time, avoid memorizing your responses. You need to sound unscripted and as natural as possible. Rehearse an overview of what you want to say, but keep it spontaneous.

Interview Techniques #3 -- Keep your Cool

When you meet the interviewer, remember to look him or her in the eye and be prepared to return a handshake if offered. A polite greeting and friendly smile are in order. Only take a seat after it's offered. Thank the interviewer for taking the time to meet with you. Keep your demeanor and comments positive.

Interview Techniques #4 -- Sell Yourself

As you're being interviewed, answer all questions as honestly as possible. Honesty and sincerity are both important interview techniques. Make your answers concise and not unnecessarily wordy. Do your best to convey to the interviewer what type of employee you will be and what you will offer the company. When asked about previous employers, stay as positive as possible.

If this is your first job, don't be intimidated by your lack of experience. Emphasize your skills and talents, and let the employer know that you are confident and eager to learn.

One of the most important interview techniques is to see through the eyes of the employer. If you were the one doing the hiring, what qualities would you look for? What benefit would the employer gain in hiring you?

Lastly, don't be afraid to sell yourself, but at the same time avoid the appearance of over confidence. Project an air of confidence without sounding like a know-it-all.

Interview Techniques #5 -- Ask the Right Questions

Show the interviewer that you know the right questions to ask. Express an interest in knowing exactly what your responsibilities will be. If you come across an interviewer who does all of the talking, don't be intimidated. Politely try to ask questions which will give you the chance to discuss your qualifications for the job.

Interview Techniques #6 -- The Wrap Up

As the interview comes to a close, make sure that you've covered all the important points. This is not the time to ask about salary and benefits. Save those questions for the job offer or follow up interview.

Summarize you strengths and skills and re-emphasize your positive traits. Find out what the next steps are in the interview and job decision process. Thank the interviewer for taking the time to meet with you and make sure to leave a final good impression.

Interview Techniques #7 -- The Follow Up

After the interview, another of the important interview techniques is to follow up with a thank you note to each person who interviewed you. Thank him or her for their time and for giving you the opportunity to apply for a job.

For details on these and other winning techniques, refer to the Interview Techniques section of InstantCareerAdvice.com

About the Author:

Damen Choy Author and Editor http://InstantCareerAdvice.com a career advice website providing free ebooks, articles and software for career advancement, job interviews and resume writing advice. Damen has also written a book about job interview available at Amazon.com. Access the ebook version here at A Better Job Hunting Package.You can see Damen's other career articles here: More about Damen's career advice articles

Article Source: ArticlesBase.com - 7 Interview Techniques That Will Get You Hired

Resume Format Styles. The different types of resume formats and when to best use them
Date created: 03/08/2009

Resume Format Styles. The different types of resume formats and when to best use them

Author: August Ferradeira

Resume Format Styles. The different types of resume formats and when to best use them.

Resume Format Styles

The different types of resume formats and when to best use them.

Most people don’t think about the different resume types, they either create a resume the way they think it should look or they use a sample resume and use the sample as a reference point.
Most sample resumes are formatted in chronological order, in which your most recent position is at the top and then goes in reverse order from there. This is the most popular style, but it doesn’t mean it’s the best resume format for you. Employers and recruiters prefer this format over others because it provides an easy to track snapshot of your work history, that being said. This format may be the best in format in some situations and not in others.

Chronological The chronological resume format is a good fit if you have been working in the same field and have a solid and consistent history of moving up within that same field, but if you have worked within that same field and are trying to break into a different field of work then this would not be the best resume format to use. Other ways the Chronological resume format might not be the best format include; A) Your most recent experience does not relate to the job in which you are applying for.
B) Your resume shows that you have been at most of your positions for a year or less.
C) You are looking for entry level positions and lack a work history.
D) Your resume history has gaps between employment. If you fit into any of the categories above, then you should consider a different format options for your resume.

The Functional Formatted resume:
This resume format is organized around your experience, skills and accomplishments instead of focusing on specific jobs, by using this method you use general terms or leave out your previous titles and dates relating to your employment.
This allows you to look better suited for certain positions where a chronological resume would disqualify you immediately. You should consider this format if;
1) you are re entering the job market after a long absence and your past experience has little to do with the position you are targeting.
2) Your work history shows several positions but they do not show professional growth.
3) You are looking for an entry-level position and you do not have a lengthy amount of experience.

Keep in mind that using the Functional Format for a resume has both its advantages and disadvantages. The big advantage of using a Functional resume is that you place emphasis on those skills and experience in your back ground most likely to catch the attention of employers. by studying the target position and highlighting those skills that would best match the position, you place yourself in the best light to be a fit.
The reason most people use the Functional resume format is that it allows them to be creative with certain aspects of their work history, highlight key skills or hide long periods of unemployment

The disadvantages of using a functional resume is that many recruiters, hiring managers view them with skepticism.
Most employers expect to see the specific position you held in a certain order and expect to read about each of your roles and what was expected of you in those roles with a detailed explanation. The fact that the Functional style allows you to highlight your strengths and accomplishments are still key to a potential employers, but continuity is equally important to potential employers.

Hybrid Resume Format The third option is a combination of both the chronological and functional resume. Basically, it starts with a description of your functional skill sets, high lighting key words and qualifications employers would be looking for in a resume. The continues with a chronological employment history.
In this case try and highlight as many terms that relate to the position you are after at the top and include them whenever they fit with the chronological part as well. This hybrid resume is best used if you are;
1) looking to change careers and want to highlight the skills that would best match your new career path. it creates a seg-way into your new career by showing skills that could be transferable.
2) You are interested in a position and think you can perform the tasks needed, but your past experience and the skills necessary the new position are not strong.
3) It may also be worth trying if have had no luck with the straight chronological resume format.

Once again this type of format has its advantages and disadvantages. the big advantage of the hybrid resume is that like a functional resume it highlights early on what skill sets you can bring to the position and what you have accomplished in your past employment that can contribute as well. this format seems to diffuse most suspicions that employers may have.

The only disadvantage of a hybrid resume is that some employers and recruiters prefer the resume to be in chronological order and may think that you are trying to conceal certain parts of your employment history.

The hybrid resume is being seen more and more, and its seems to be more accepted by employers. As for resume format, you should look at where you are in your career and pick the resume format best suited to your situation. there is no real wrong or right format. certain layout work best for some and not others.

My advice would be to look at a position you are targeting and then go over your skill sets. Decide from there what would be best to highlight your experience and show your skill sets.

The bottom line is regardless of which format you choose, make sure your resume looks professional, highlights your skill sets by showing your accomplishments and not just your day to day work. last but not least make sure your resume is targeted towards the position you want, having a great looking resume will not get you the position if it does not match the skills needed for the position. Spend time on your resume, you might want to create several versions to best suit different positions.

This is one of the most important documents you can create, remember your initial meeting with potential employers is through your resume, make it count and it pay off by generating more interest from employers.

I wish you all the best in your job search.

please share any comments you may have on this or any of my articles.

Best, August Ferradeira www.getthebestjobnow.com

About the Author:

August Ferradeira With Ten years in the recruiting industry, I have combined my experience and conversations with hundreds of hiring managers to create an eBook that explains what does and doesn't work in your job search. These rules apply for anyone who is job hunting. www.getthebestjobnow.com

Article Source: ArticlesBase.com - Resume Format Styles. The different types of resume formats and when to best use them

Signals Intelligence Subject Matter Expert (SME)
Hours: Part Time
Job Location: USA
Salary: TBA
Piping Engineer
Hours: Full Time
Job Location: USA
Salary: $30-40,00 /Hr
Process Engineer
Hours: Full Time
Job Location: USA
Salary: $50-60.00 /Hr
Instrumentation Engineer
Hours: Full Time
Job Location: USA
Salary: $50-60.00 /Hr
CNC Machinist
Hours: Full Time
Job Location: USA
Salary: $22-25.00 /Hr
Payroll Processer
Hours: Full Time
Job Location: USA
Salary: $30-40,000 /Yr
Part Time Receptionist/Office Assistant
Hours: Part Time
Job Location: USA
Associate Product Manager
Hours: Full Time
Job Location: USA
Salary: Salary
Bilingual Service and Parts Associate of Latin America
Hours: Full Time
Job Location: USA
Salary: $51,100 - 63,900
Bilingual Customer Service Representative
Hours: Full Time
Job Location: USA
Salary: $19.62 - $23.27
Learn Tax Preparation From The Best
Hours: Part Time
Job Location: USA
Salary: $00,000
Interior Designer/Project Manager
Hours: Full Time
Job Location: USA
Salary: To Be Negotiated
Interior Designer
Hours: Full Time
Job Location: USA
Salary: To Be Negotiated
Interior Designer
Hours: Full Time
Job Location: USA
Salary: To Be Negotiated
Architect/Project Manager
Hours: Full Time
Job Location: USA
Salary: To Be Negotiated
Electrical Engineer
Hours: Full Time
Job Location: USA
Salary: To Be Negotiated
PSC II (Case Manager - Designated Peer)
Hours: Full Time
Job Location: USA
Paid Office Intern
Hours: Part Time
Job Location: USA
Salary: DOE
Licensed Team Lead
Hours: Full Time
Job Location: USA
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