Preparing for a Video Interview: 16 Tips and Techniques

A video interview is no easy thing these days! A lot of people like to think it’s a challenge because you are not just dependent on yourself but also circumstances. The internet connection, the quality of your camera including the sort of makeup you use matters. Plus there are also several pitfalls of attending a video interview. So yes! You have to be very careful out there! And in case you are about to have a one very soon, then don’t worry because here are some tips and ideas that should help you.

The Ultimate Guide to Stress-Free Video Interview Success:

1. Look straight at the camera and not at the screen: When you are attending the interview on Skype, make sure to look at the camera first. In that way you will be making direct contact with the person who is interviewing you. It makes you look good as well. Making eye contact with the camera is very important. There are people who don’t have enough eye contact. There are people who lose out on landing a good job because of the way they look.
2. Be careful of what you are saying: You should be careful of what you are saying when you are in front of the camera. Use the right words and acronyms. Don’t use any slang words and if you can, improve your language before the interview. That will also help you in several ways.
3. Be calm and composed while speaking: Don’t ever look too hyper and over excited during an interview. You should be calm and composed for as long as you can. In fact, we would suggest you to stay calm throughout the video. People who can show off their personality while handling a level of professionalism will definitely help you land the interview of your dreams.

4. User better makeup: It doesn’t matter if you are a guy or a girl. If you are doing some makeup, kindly avoid anti shine makeup. There are people who read shiny faces as sweaty faces. They will also read a sweaty face as a face that is nervous. Videos always amplify the degree of shine that you could have on your face. It will also distract you. You just don’t want people to glare at you as if you are nervous and sweating. Plus make sure there is a good balance as it is very important.

5. Take a close look at your strengths and weaknesses: Since this is a high tech interview you will be asked more than just traditional questions. The common question here to ask is… “what are you strengths and weaknesses?”. And it is your job to answer like a pro. So make sure you have prepared answers like this. A whole variety of questions will be asked, so practice enough at home. Analyze yourself too.

6. Do enough research before attending the interview: Before you attend a video interview, make sure you have done enough research. It is important to learn and gain enough knowledge on matters like this. There are several clients who give the candidate a chance to ask them questions. So don’t get all caught up while thinking what you should be asking your recruiting manager. Instead go ahead and prepare a couple of questions from beforehand on something that you will not be able to research on your own.

7. Glasses and contacts are also important: How you present yourself is also important. Glasses and contacts are something that should be taken care of. If you wear glasses, then make sure to get a frame that suits you and looks good on you. And the best thing you can do in situations like this is wear better contact lenses instead of wearing contacts. You will automatically look more attractive in that way.

8. Wear better clothes: Wearing better clothes is also highly important if you didn’t know. If you want your recruiting manager to have a good impression, then make sure you have dressed yourself accordingly. What you wear and how your present yourself is extremely important. So dress yourself right. If you can, do purchase new clothes or clean and iron clothes thoroughly.

9. See how you are sitting: The way you are seated in front of your future boss also matters. Before the interview begins, turn on the camera and see how you are looking. You should look presentable while sitting. Sit straight as it always says good things about you. Slouching and looking away is never a good idea. So never make the mistake of trying something like that. Plus always remember that when you are attending an interview, you have to look like you are in a professional room and not in your personal space. So choose wisely.

10. Get good internet connection also: Now this is also something that you should remember. Having a good internet connection is highly important. It should not look hazy when you are on Skype. Having 4G or 3G is always a good idea. If you have WiFi, then nothing like it. Just make sure you have everything taken care of before attending an interview on camera.

11. Don’t use hand gestures while speaking: A final tip would be to avoid gesticulations of any kind. Hand gestures are appropriate when you are making conversation among your friends but during an interview, it will not make you look professional and smart. So avoid that!

12. Clear the area and make it look neat: Before you sit for an interview on Skype, make sure you have cleaned your room. Having a neat, clean and tidy room is very important. You should always make sure your room is looking good in front of the camera. Your interviewer is going to notice every single thing that they see on camera so don’t have the expectation that an unkempt room shall go unnoticed. They are going to check and see every single thing. So make sure to clear the area and keep things neat. It will help you make a good impression for sure.

13. Be confident on camera!: Being confident on camera is very important so if you want to make a good impression, just make sure you are following the two golden rules. First of all, you have to sit and smile. Make sure there are very few and limited hand gestures. And when you are answering a question, do not say more than three important things. After you have stated your three points, then stop speaking. We tend to babble too much during interviews and that is something that we should never do.

14. Don’t keep any overhead lighting at all!: An overhead lighting is something that you should avoid. You may also do a dry run before any interview or check what kind of lighting flatters you the most. You can do better with some kind of side lighting or lighting that is down below. If you think moving around the lamps would be a good idea, then there is nothing like it.

15. Sit in a place where you are comfortable enough!: You should also be seated in such a location where you are comfortable enough to speak. You should be relaxed while speaking. Fidgeting too much while talking is never a good idea. So make sure you are feeling relaxed and comfortable while speaking.

16. Take a trial run too: A trial run is also a very good idea before you sit for an interview. You should definitely do that before going online. In that way you will also be able to avoid embarrassing mistakes as you will be more aware of yourself. Practise always makes you perfect so a trial run is really what you need in order to get there.
Video interviews are a great chance for you to show your talents and skills from the comfort of your place. So smile and be confident and make sure you are well prepared to ace your interview using the technology that you have. Plus having the right connection will make things easier and comfortable. With that, we would like to bring this post to an end. And if you have liked this post, then please comment below. We would love to hear your feedback and know whats on your mind. If there are a few questions that you have in mind, don’t think twice before posting them as well. We will try our level best to answer all of them. Till then, good luck and prepare yourself better for the interview..























How To Get Hired Today Blog

Video Interview, Tips and Techniques for Interviewing, Getting the  Job

How To Make Money When Unemployed---With Uber, Flexible Work Helps Families Turn Car Payments Into Paychecks

How To Make Money When Unemployed or When You Need Extra Money

With Uber, Flexible Work Helps Families Turn Car Payments Into Paychecks


Cars are one of the most expensive assets a typical American family buys and maintains — yet they sit unused 96 percent of the time. There is no other item in which we invest so much money that we use so little. Driving with Uber means people can get more value out of this expensive asset. It means they can turn their car into an income generator. And riding with Uber can mean not having to own a car at all.

Increasingly, people do not talk about becoming “an Uber driver.” It’s a much simpler decision: I’m going to make some money while using my car. And for riders, it’s less about “do I take an Uber or a taxi” and more about “do I want to drive myself or take an Uber” and “which will save me time and stress?”

This answer to this question is beginning to have a real impact on personal car ownership - especially among millennials. Ten percent of millennials who ride with Uber have already changed their car ownership behavior, choosing to get rid of a personal vehicle or choosing not to make a car purchase because of Uber.

What this shows is something I know very well from studying political research for decades: universally and unequivocally, most people in America say they have too little money and too little time, and the two are closely connected. They wish they had more control of both. Uber and platforms like it helps solve for both of these pain points.

 Even though millions of jobs have been created as the economy has recovered, wages are growing at around the same rate as they did in 2010, and 47 percent of people in the U.S. say they would struggle to handle an unexpected $400 bill. One-third of those say they would have to borrow to pay it.

What’s clear is that demand for flexible, independent work has been swift and significant: Uber currently has 1.1 million active drivers on the platform globally. Here in the U.S., there are more than 400,000 active drivers taking at least four trips a month. Many more take only a trip or two to earn a little extra cash.

 On average, half of all drivers in the U.S. drive fewer than 10 hours a week. More than 40 percent drive fewer than 8 hours per week. This is crucial: for most people, driving with Uber is not even a part-time job: it’s just driving an hour or two a day, here or there, to help pay the bills.
And it adds up: so far in 2015, drivers have earned over $3.5 billion in the U.S.

Many people are driving with Uber to get the pay raise they have not received in their other jobs. Or to help themselves when they get in a tight spot. And drivers consistently report that what they value most about Uber is the flexibility of being able to work around their job, family, school, and other obligations.

In fact, nearly 90 percent of drivers say they choose Uber because they want to be their own boss and set their own schedule. This is in contrast to many other jobs that use “on-call” scheduling, where employees are called into work on very little notice when demand is high. In fact, a study by the University of Chicago found that half of all hourly workers now have no input at all over the schedule set by their employers.

With Uber, there is no schedule. Ever. People who drive with Uber decide for themselves whether they are going to work at any given time, and for how long. This flexibility and independence is key. Around 65 percent of drivers vary their hours from week to week by more than 25 percent. In other words, they want work that fits around their life — not the other way around.

Some approach work in the on-demand economy as if it’s a problem that needs solving. But when you look at the full picture of how people are using these platforms, it’s clear that these flexible, independent opportunities are part of the solution. As more drivers use the app to reach their income goals, and more riders rely on ridesharing to meet their needs, it’s not hard to imagine a future filled with more seamless, stress-free, and affordable transportation.

 What this shows is something I know very well from studying political research for decades: universally and unequivocally, most people in America say they have too little money and too little time, and the two are closely connected. They wish they had more control of both. Uber and platforms like it helps solve for both of these pain points.
 Even though millions of jobs have been created as the economy has recovered, wages are growing at around the same rate as they did in 2010, and 47 percent of people in the U.S. say they would struggle to handle an unexpected $400 bill. One-third of those say they would have to borrow to pay it.
What’s clear is that demand for flexible, independent work has been swift and significant: Uber currently has 1.1 million active drivers on the platform globally. Here in the U.S., there are more than 400,000 active drivers taking at least four trips a month. Many more take only a trip or two to earn a little extra cash. By David Plouffe







How To Get Hired Today Blog   How To Make Money When Unemployed or While Doing an Internship


 

Casual conversations at work can have a lasting impact on how people perceive you, so keep it professional.

Phrases That Make You Seem Unprofessional at Work, Networking and Job Hunting





When making conversation at work, we often don't realize how much of an impact our words can have. Let's take a look at nine phrases that make us look unprofessional to others without our even realizing it.
1. "I'm so tired."
When we tell fellow coworkers how exhausted we are at our job, we are indirectly shedding light on the lack of enthusiasm we have for our work. Seeming dispassionate is definitely not the path to success in a workplace.
2. "Don't tell the boss."
Trying to loop your coworkers into a rebellion against authority is an immature way of dealing with workplace problems. If there's something you don't want your higher-ups to find out, keep it to yourself or come clean about your problems. Your boss--and coworkers--will thank you.

3. "Can you believe that?"
By asking someone the above phrase in an incredulous tone, it's clear that you're asking for his or her complicity in berating something or someone. Whether it's a task that must be completed, the boss, or another coworker, the phrase makes you seem irritable and quick to judge.
4. "I'm bored."
Letting others catch wind of the fact that your menial office job isn't actually what you dreamed of doing with the rest of your life is definitely not the quickest way to win people over. They say to fake it until you make it--and there's definitely a method to the madness.
5. "I'm so stressed."
Need a way to let everyone know that you may be incapable of handling your workload? Telling them you're stressed is an easy way to go about it. The feelings of losing control and drowning in what you have to do without doing it accompany being stressed. It's not a great image to present to the workplace.
6. "Trust me. I know."
Whenever this phrase is inevitably used, it is often accompanied by the immediate embarrassment of the speaker when the thing he or she is talking about does not go the way planned. Check your arrogance. Don't let people think you're closed off to the ideas of others.
7. "I just don't get how to do it."

 

Unfortunately, our responsibilities as humans are to adapt to whatever life throws at us and make it work. Our job in the workplace is no different. If we don't have the knowledge to perfectly complete something, we need to figure out how to learn it. Don't sit there and complain instead.
8. "Let's pretend like it didn't happen."
A willingness to look over mistakes shows a kind of complacency and carelessness that simply isn't tolerable in any workplace. Showcasing your lack of respect for doing things right can only hurt, not help you, in the end.
9. "Oh my god! Did you hear what happened to __________?"
Gossip never got us anywhere--and that certainly is no different at work. Although trying to regulate it is quite the feat, we can all try to police our mouths at the end of the day. Bosses and coworkers alike have no interest in petty drama. Spare them, and keep it to yourself.  by Peter Economy LinkedIn






How To Get Hired Today  LinkedIn, Keep It Professional at Work, Networking and Interviewing
 

The Hidden Downsides to Working From Home

For an estimated 3.7 million American employees, home is where the office is, at least half of the time. The number comes from Global Workplace Analytics, and the research shows that employees who are not self-employed are working from home at higher rates.

But for all of its allure, telecommuting might not be as good an idea as you might think. A thorough review of past research on telecommuting is published this month in Psychological Science in the Public Interest (PSI), and it highlights a few things to keep in mind if you are one of the around 3.7 million.

The study, authored by the professors Tammy D. Allen, Timothy D. Golden, and Kristen M. Shockley, reinforces the idea that people who telecommute once in a while are generally happier and perform better than they would if they constantly worked in the office.
In 2014, approximately 25 million people worked remotely at least once a month. But those who telecommute about two days per week or more were found to be less satisfied than their cubicle-bound counterparts. According to the research, telecommuting is a dish best consumed in moderation.

Why?

For one, telecommuting can be socially isolating, and can potentially decrease productivity. There are also health considerations, like the way a desk or chair is set up.
“Another topic is the impact of telecommuting on physical activity,” the authors write. “This issue is important in that the health risks associated with extended periods of time spent sitting—such as excess weight gain, cardiovascular disease, diabetes, and premature mortality—are becoming increasingly well known.”
As noted by the Atlantic, telecommuting can also turn into a schedule that's erratic, which can exacerbate a disorganized or "all over the place" feeling in people who telecommute frequently.

RELATED: What It's Really Like to Work at a Call Center

The PSI study shows that working from home does have notable positives. Employers who allow their employees a choice in how and where they worked saw reports of increased job satisfaction, as well as loyalty. The results suggest that these factors could play a roll in reducing turnover for employees; if workers are allowed a say in where and how they work, they will stay with an employer longer, which is better for everyone involved.
Additional research conducted by other authors also suggests that people who telecommute are more likely to receive higher performance evaluations.

What can you do?

If your employer doesn't currently offer telecommuting and it's something you'd like to try, consider suggesting it to him or her. If the opposite is true, and you don’t have a choice in working from home, make sure to set up a sweet home office that will help keep you on track.

Diana Crandall







How To Get Hired Today Blog           work from home, telecommuting,  job search, productivity

Why You Should Get Back in Your Box

Why You Should Get Back in Your Box

Certain business phrases have entered our business vernacular and unfortunately stayed there. Like the notion of “work/life balance,” people who are “born leaders,” or the fallacy that “there are no new ideas.” Not only do they start to lose their meaning, many of them are just plain wrong most of the time.

Case in point: “Think outside the box.”

What is wrong with that one, you ask? Shouldn’t people open their minds to fresh ideas and new experiences — and not be confined to their own rigid ways? There is nothing wrong with thinking creatively, expanding your mind, taking chances. I think you should.
My problem with that expression is that it is not fair to the box, which has earned an undeserved reputation for small-mindedness and a stifling incapacity to allow growth. On the contrary, I find that the box is not such a bad place to be.
Before becoming the CEO of Aha! I spent many years working on corporate strategies and building great products. The more time I spent focusing my attention on key company and product decisions, the more experienced I became. Spending my time there actually led to the idea of creating a better tool for product managers to do their jobs. It also helped me understand the strategic framework that separates good teams and products from great ones.
Here is why I think everyone would benefit from spending more time working in their box:
Laser focus
People who are comfortable working in their box have confidence in knowing who they are and what they are meant to be doing. It gives you a framework to practice and perfect your art with concentrated focus. That repetition gives way to self-assurance and mastery that can only come when you are working in your zone.
Deep knowledgeEver hear the expression “Jack of all trades…master of none?” Generalists may boast of a wide range of experiences, but they lack the deep knowledge necessary for excellence. It is better to become an expert on a few things than to know a little about many things. Working and thinking inside your box allows you to dive deeply into your chosen field.
Quick decisions
Spend enough time working in the box, and you will hone your ability to make fast decisions. You will make quick decisions with confidence because you have seen the question before. Since you already have built clear decision frameworks for yourself based on previous patterns, you do not have to waste time agonizing over all the possibilities. You can respond immediately with assurance, and return your focus to the work at hand.
Sharp instincts
Most experts do what they do so well because of their experience and pattern recognition. Think of a veteran doctor diagnosing an illness or a conductor leading an orchestra. As a result of spending countless hours working in their narrow field, their senses are so well-trained that any anomalies immediately jump out and catch their attention.

The world’s experts know something that the rest of the world has not caught onto yet. They understand that there is a certain beauty in knowing what you know.

Sometimes that means focusing on one area and consciously eliminating unnecessary pursuits and distractions that only take you further away from where you want to be.
The next time you feel like you are being pulled in several different directions, get back inside your box and see what happens. You might be pleasantly surprised with the clarity you gain and progress you make towards being your best.
Have you ever tried to get “back in the box?”








How To Get Hired Today Blog             Job search, dream job, resume, goal setting, interview

How to Find and Get Your Dream Job

In a recent post I suggested the primary reason Why Good People Underperform is that the jobs people were hired to do were poorly defined before the person was hired.

As a result of this post a lot of job seekers cried out for help.    

It’s a big problem – getting the right job – and it's one I’m working with Prof. Todd Rose at Harvard University to help solve. Rose is the author of the soon-to-be bestseller, The End of Average, and president of the Center for Individual Opportunity. He is currently focused on figuring out how work can be better designed to maximize individual performance rather than force-fitting candidates into ill-defined jobs. He contends that this is one of the reasons the workforce is highly disengaged and why good people underperform.

Until a solution to this problem is available, here’s the advice I offer job seekers to get a job that better matches their needs and interests. 

Define your ideal job but don’t tell anyone…yet.

First figure out what you like to do most and what you do best. There needs to be a big overlap here or this “get a better job” exercise is a big waste of time. Define all of the technical skills required to get this job, the non-technical skills (formerly known as “soft skills”) and the size of the teams you’ve successfully worked with and led. You’ll need to fill in any skills gaps before anyone will take you seriously so get started with this right away. Maybe Lynda.com or some other online training portal can help here. 

At some point in time, you’ll need to prove you’re competent to do the work you’ve just defined. I suggest candidates prove each strength with a real accomplishment. Here’s a slide deck you can use to get prepared for this. It will guide you through the whole interviewing process.

Find companies that do what you want to do.

Start looking for jobs that best match your interests on Indeed and LinkedIn but DO NOT APPLY! You’ll use these as leads. More companies are using microsites or talent hubs to group similar jobs. Start digging into these and become very familiar with the types of work the companies are doing and any new company initiatives underway. It’s a clue that these companies are expanding if they’re hiring lots of sales people, so check this out, too.

Then follow these companies. LinkedIn has a new feature for recruiters that prioritizes candidates based on their skills and how long they’ve been following the company. So this will help you get higher on the list if you do apply.

Get noticed and get referred.

Still don’t apply.

Instead you need to get referred to people who work at the targeted companies. If you have the skills, are following the company and are referred by someone in the company, you will be at the top of the list. Recruiters always review referred candidates first. However, you’ll need to own this networking advice before getting referred: 

Networking is not about meeting as many people as possible. It’s about meeting a few people who can recommend you to other people you don’t know.

Here’s a video on how to implement this 20/20/60 networking plan I advocate.

Make sure you’re interviewed properly.

Make sure you’ve practiced the interview tips in the PowerPoint guide. But the big one is to ask forced-choice questions. At the beginning of the interview ask the interviewer to describe the job and some of the challenges involved. You’ll then need to prove you can do the work by giving an example of something you’ve accomplished that’s most comparable. To ensure all of your strengths and interests are covered, just ask the interviewer if the strength is important for success. Then describe an accomplishment proving you possess it.

Too many interviewers will ask you questions that don’t relate to real job needs, so this more direct approach will ensure you’re assessed properly.

Negotiate the job content, not the compensation.

The essence of a more “dreamlike” job is doing work that better matches your skills and interests. I suggest a career move needs to offer a 30% non-monetary increase. This is the combination of job stretch, job growth and a richer mix of more satisfying work. If you’re being offered a job and have the opportunity to negotiate the terms, focus more on modifying the job in some way rather than emphasizing more money. Not only will the hiring manager be impressed with the approach, you’ll also be more engaged and more productive.  

Design, find and get your dream job.

While getting a great job isn’t easy, it’s a lot better than taking a series of lateral transfers and five or ten years later wondering what happened. The above is a realistic way to get a better job. Surprisingly, now is the perfect time to get started finding it.

 

 

 

 

 

 

How To Get Hired Today Blog    Get Hired, Interviews, Job Search, Resume, Dream Job

5 Things You *Must* Do to Follow-up After an Interview

You’ve made it through the last round, and now all you have to do is play the waiting game. It’s a nerve-wracking time, and you may jump every time the phone rings, but keep your cool and make sure you’re not breaking any of these interview follow-up rules:
1. Thank them within two days. 
Thank whoever interviewed you on the day of or, at the very least, the day after your interview. Thank every person who interviewed you. It’s best to send them individual thank-you emails or notes. Only send a thank-you note if you can drop it off in person, because if you snail mail it, it might arrive late.
2. Follow up within two weeks. 
Follow up after your thank-you note anywhere from a week after the interview to no later than two weeks. Don’t bombard them with emails and if you haven’t heard from them after the thank-you note and the first follow-up, wait another week to two weeks before doing one final follow-up. If you don’t hear back from them, it’s probably time to move on.
3. Choose the right person. 
Don’t follow up with everyone you met up with. Pick a person who’s in charge of following up with you. At the end of the interview, you can ask what the next steps are to clarify who should be reaching out to you. Most likely, you should follow up with either the hiring manager or the HR contact.
4. Use the same medium. 
If your interviewer seems to prefer a certain medium, like the phone or email, try to stick to that when reaching out to them. If she reaches out to you via email, respond with an email. If she calls you and leaves a voicemail, get back to her by phone.
5. Be careful with language. 
Choose your words wisely and be wary of sounding impatient or even putting pressure on the person you’re speaking to. Hiring managers need time to make a decision, and they may still be interviewing other people, so be patient. Meanwhile, keep looking for other job opportunities while you’re waiting, so you’re not pinning all your hopes on one position.



How To Get Hired Today Blog        Job Hiring Process, Interviews, Resumes, Recruiters

Negotiating Employment Agreements or the Real Reason Jennifer Lawrence Got Paid Less Than Bradley Cooper

Negotiating Employment Agreements or the Real Reason Jennifer Lawrence Got Paid Less Than Bradley Cooper

Somebody recently went through Sony’s hacked e-mails and found some that show Jennifer Lawrence and Amy Adams were paid less than the male leads in American Hustle. This prompted Jennifer Lawrence to write an essay titled “Why Do I make Less Than My Male Co-Starts?”
She blamed her lower pay partially on Hollywood being sexist and partially on her not wanting to appear “difficult” and feeling silly about negotiating regarding millions she didn’t really need.  As you can imagine, the essay sparked a whole lot of indignation about the “wage gap” and the sexism in the workplace when it comes to salaries, not just in Hollywood, but everywhere.
However, many of these responses focused on gender issues and failed to address Jennifer’s glaring violation of the cardinal rule of employment negotiations – IF YOU DO NOT ASK FOR IT, YOU WILL NOT GET IT.  This is not a gender specific rule, by the way. Some believe that men are better at asking or demanding to be paid according to their worth than women, but I personally do not think that’s true. In my experience, it’s more of a personality or experience issue than a gender-related trait.  If your personality is like Jennifer Lawrence’s (by her own admission) and does not allow you to ask, find a person who will ask and negotiate for you, i.e. a lawyer or an agent.
I see too often executives (men and women) not asking for what they want in an employment agreement, not asking about what the terms in their employment agreements mean, assuming that their employment terms are not negotiable, or giving up on negotiations too early in the process.  As in any negotiation process, knowledge is power.  So, here is a list of terms that are often negotiable in the executive employment agreements and that you should at least discuss with your employer and your attorney before signing an employment agreement:
1. Severance – is the employer going to provide severance and, if so, how much? Is death or disability a severance trigger? What will happen to medical benefit continuation, prorated bonus, equity vesting acceleration, extension of the option exercise period, or other benefits if the employment is terminated?
2. Term of employment – most executive employment agreements will specify a term of employment, which is, of course, an exception to the at-will approach taken with respect to non-executive employees.  If it is an at-will contract, ask for a specific term. Often, an employer will specify that the company may terminate the executive “for cause.”  What constitutes “cause” is purely up to the parties.
3. Restrictive Covenants – what restrictions will be imposed on the executive after he leaves the company? For how long? The length, geographic scope, term of restrictions and other parameters can be negotiated to strike a balance between protecting the company and allowing the executive to earn a living after he moves on.
4. Cause – does the “termination for cause” clause define what the “cause” is? Does it allow for a cure period, i.e. a period during which the executive can address the company’s concerns before being terminated “for cause”? Is the company’s board involved in the termination process and what are the steps in that process that the company and the employee will have to follow?
5. Good Reason – a “good reason” separation provision allows an executive to resign for certain pre-approved reasons, such as demotion, relocation and other events that would materially change the terms of employment.  What constitutes a “good reason” is negotiable.
6. Equity – will the executive receive equity in the company as part of the compensation? How much? When does it vest? What happens with it if the employee is terminated for cause v. employee leaves for a “good reason.”  Are there additional restrictive covenants tied to the equity award?
7. Arbitration – if a dispute about the employment agreement arises, where will it be brought?  If in court, will an executive want to give up his/her rights to a jury trial? If in arbitration, what arbitration body will decide the dispute and what rules will govern it? Who will pay for costs?
8. Assignment – what happens to the executive’s rights and obligations under the employment agreement if the company is sold or bought? Can the company assign the employment agreement to the new entity? Will it need the executive’s permission to do so?
9. 409A – When possible, severance, other payments and the employment agreement generally should be structured so as not to trigger coverage under Section 409A of the Internal Revenue Code. If the agreement is subject to Section 409A, it should be written to comply with.  Failure to do so can expose the executive, among other things, to a 20 percent additional tax.
10. Other Provisions  –  there are many other employment provisions that an executive can negotiate.  A little bit of planning and persistence in the negotiations at the front end of employment will pay ten-fold at the end of that relationship

Networking in the New Age

For some, it’s a fun and exciting opportunity to meet new people and form relationships. For others, it’s a scary proposition to awkwardly interact with a bunch of strangers. Whichever of these categories you fall into, it is likely you have had some experience with networking in your career.

Most professionals know that networking can be a powerful tool that can make a difference in their career, yet many are hesitant or even avoid it altogether. In fact, 53 percent of working adults and job seekers do very little or no networking, even though 89 percent believe networking is beneficial, according to a new University of Phoenix® School of Business survey.

Professionals are also seeing a change in the concept of networking thanks to the evolution of social media. Tools like LinkedIn connect you with potential employers and fellow industry professionals at the click of a button. Online events, like TweetChats and Google Hangouts, allow you to interact with people who share common interests without leaving the comfort of your home or office.

With the advancement in and increased popularity of online platforms like these, it’s not surprising to learn that half (50 percent) of working adults and job seekers say they have networked on social media, with 17 percent saying they have utilized a career-focused website. But can, or perhaps the question is, should online networking replace traditional face-to-face interaction?

While social networking expands our ability to connect with professionals all over the world, professionals should employ a face-to-face networking strategy outside of the workplace to maintain a strong presence in their local professional community. Community events, conventions or trade shows, local industry events, or business or industry happy hours, are all great opportunities to expand your network.

Whether you are transitioning to a new job, seeking a promotion or re-careering, in today’s competitive job market, who you know and the relationships you have can make all the difference. Those who network have seen positive results such as finding new job opportunities, earning support from a person higher in the company, and receiving a raise or promotion.

Here are the top five tips University of Phoenix School of Business Academic Dean Rhonda Capron identified for working adults to engage in successful networking :

1. Be generous. When forming a new relationship, think about what you can offer that person as part of this networking relationship. Instead of scanning the room and thinking, “What can these people do for me,” approach each new relationship with generosity.
2. Be authentic. Approach networking with openness and authenticity. Get to know people on a personal level, understand the role they play, and be genuinely interested in who they are. From this perspective, networking can be a much less daunting and more rewarding process.
3. Don’t forget about external networking. Professional organizations (e.g. SHRM, Chamber of Commerce, etc.) are an incredible resource for ongoing networking opportunities with people who have similar professional interests. Affiliations with these groups allow you to gain a more comprehensive perspective of your field.
4. Keep social media accounts current. Before attending a networking event, look closely at your social media platforms to make sure they contain the latest contact information and job history.
5. Practice your elevator speech. If you were trapped in an elevator for 30 seconds and had to introduce yourself, what would you say? What are your strengths and weaknesses, background and accomplishments? What do you bring to the table that is unique? Jot notes down on an index card and practice prior to attending an event.

Your Personality Type Helps You Figure Out The Right Job For You

Habits of the Most Likeable People

When you're in a highly competitive field, talent and intelligence are prerequisites.
To excel, it helps to know how to connect with others and develop relationships. Nothing replaces a charismatic personality.
Napoleon Hill, author of "Think and Grow Rich" — one of the top-selling books of all time — wrote about the habits of the most likable people in his essay "Develop A Pleasing Personality," published in the collection "The Science of Success."
He introduced his steps to having a "million-dollar personality" by explaining it was steel magnate Charles M. Schwab's charming demeanor that in the late 19th century elevated him from a day laborer to an executive with a $75,000 salary and a frequent million-dollar bonus (a massive amount for the time).
Schwab's boss, the legendary industrialist Andrew Carnegie, told Hill that "the yearly salary was for the work Schwab performed, but the bonus was for what Schwab, with his pleasing personality, could get others to do."
Here are what Hill determined to be the habits of people who are so likable that others go out of their way to help them.

1. They develop a positive mental attitude and let it be seen and felt by others.
© Provided by Business InsiderIt's often easier to give into cynicism, but those who choose to be positive set themselves up for success and have better reputations.
2. They always speak in a carefully disciplined, friendly tone.
The best communicators speak deliberately and confidently, which gives their voice a pleasing sound, Hill says.
If the idea of speaking in front of an audience terrifies you, practice until the experience of presenting to a crowd no longer feels alienating. It's all a matter of repetition.
3. They pay close attention to someone speaking to them.
Using a conversation as an opportunity to lecture someone "may feed the ego, but it never attracts people or makes friends," Hill says.
4. They are able to maintain their composure in all circumstances.
An overreaction to something either positive or negative can give people a poor impression. In the latter case, says Hill, "Remember that silence may be much more effective than your angry words."

5. They are patient.
© Provided by Business Insider"Remember that proper timing of your words and acts may give you a big advantage over impatient people," Hill writes.
6. They keep an open mind.
Those who close themselves off from certain ideas and associate only with like-minded people are missing out on not only personal growth but also opportunities for advancing their careers.
7. They smile when speaking with others.
Hill says that president Franklin D. Roosevelt's greatest asset was his "million-dollar smile," which allowed people to lower their guards during conversation.
8. They know that not all their thoughts need to be expressed.
The most likable people know that it's not worth offending people by expressing all their thoughts, even if they happen to be true.

9. They don't procrastinate.
© Provided by Business InsiderProcrastination communicates to people that you're afraid of taking action, Hill says, and are therefore ineffective.
10. They engage in at least one good deed a day.
The best networkers help other people out without expecting anything in return.
Wharton professor Adam Grant categorizes these master networkers as "givers," and he's found they build much stronger and more fruitful relationships than those who see professional connections as a zero-sum game.
11. They find a lesson in failure rather than brood over it.
People admire those who grow from failure rather than wallow in it. "Express your gratitude for having gained a measure of wisdom, which would not have come without defeat," Hill says.
12. They act as if the person they are speaking to is the most important person in the world.
The most likable people use conversations as an opportunity to learn about another person and

A Career Plan That Actually Works

If you had to guess, how many women out of a thousand would you think have a robust career plan that is working for them? What percentage feels right to you? 60 percent? 80 percent? Surprisingly, it's much, much lower. For the U.S. release of my book, Getting Real About Having it All, I researched 1,000 professional women, looking at everything from work life balance, to career ambition, wellbeing, and yes, career planning. I was a little staggered at the results.
More than 70 percent of women said that they didn't have a career plan that was working for them and 48 percent of women said that they were just winging it when it came to their career. Winging it, meaning that they had absolutely no plan, no vision, and no foresight into what they were actually doing. They were just making it up as they went along.
When I was growing up through my management career, I never had a plan. I would constantly get into heated discussions with women who were older and further through their career than I was who would argue intensely that you absolutely needed a plan. You needed a five-year plan. You needed to know every single step of what that plan looked like. I never agreed with that, but whilst I didn't have a formal plan, what I did have was a vision for what I wanted my career to look like.

Over my 20-year corporate career working for some of the worlds largest companies like GE, PwC and IBM, and more than a decade of coaching women on their careers and leadership development, I have developed six key steps to building a career plan that works, and that will set you up for success, no matter what level or type of position you are currently in.
1. Where are you on the scale right now? If you looked at a career planningscale, with 0 meaning no plan, and 10 is a rigid five-year plan, where are you sitting? Perhaps you are somewhere in the middle with a vision, but not much else? Understanding this and being really honest about it is the first step.
2. Get the balance right. The days of having a career plan set in stone, that you follow down to the letter are long gone. The world is too fluid and changeable, and you need to stay open to opportunities and indeed create them. You want to be in the middle of the scale, directional vision and goals, but open to the magic moments that can be career defining.
3. Understand yourself. Before you can build a career plan that works, you have to understand yourself. What are your strengths, what's your life vision, what work is purposeful for you, and how do you move through the world with confidence. Knowing these things will guide you with clarity on who you really are, what you want most, and how you show up as your most authentic self. Building a plan on this foundation is your ticket to success.
4. Build your personal brand. Speaking of authenticity, your brand needs to be based on it. Don't even think about trying to build your brand on anything other than who you truly are, what your strengths are and how you really show up in the world. One of the most critical questions here is, what do you want to be known for? This can short circuit your planning process by getting to the core of the work you really want to do.
5. Get the right support. Everyone needs support to create a career they love, even if we think we can do it all on our own. Two of the most important relationships in a professional career are mentors and sponsors. Let's be clear on the difference. Mentors give you advice, sponsors advocate on your behalf. Work out who your mentors and sponsors are, or who you need to cultivate, to help you achieve your career goals.
6. Build an action plan. Once you have gained some clarity on where you currently are, you need to take action. Out of the areas covered here, what needs work? Do you need to go and take a strengths survey to get clarity around what you like doing and are good at? Do you need to find a mentor? Does your brand need some work? Get clear on the actions you need to take over the next 30, 60 and 90 days, as well any longer terms ones, and you will be set to create a career that really lights you up.

Are You Promotable?

It’s September already, and year-end reviews are just around the corner. It isn’t too late to show your boss that you’re worthy of a promotion.
Maybe you’ve been holding down the same position for a few years and are ready to move up. Maybe your company is going through some internal shuffling and you’re expecting your dream job to open up. Or, maybe you’ve been disappointed a few too many times by other people getting promoted ahead of you.
Whatever the reason, you want to make certain now that you’re ready to move up. In other words, you need to make certain that your boss sees it that way.

“Be so good they can’t ignore you.” –Steve Martin

Anthony Greenwald at the University of Washington has studied bias more than just about anyone, and his research findings have major implications for your ability to get promoted. His recent studies showed that unconscious workplace biases tend to stay constant, and bosses follow these biases, whether they are aware of them or not.
"People are claiming that they can train away biases," Greenwald says, "[They’re] making those claims without evidence."
When it comes to getting promoted, you want to present yourself in a way that feeds into the biases that bosses’ have about what makes someone promotable. You’re already doing the hard work, so why not frame your effort in such a way that it increases your chances of obtaining the position you want?
While this probably sounds a bit manipulative, there are several straightforward things that you can do to showcase your work and make certain that you're promotable. The following five actions will appeal to your boss’s inherent biases about promotability, without you being disingenuous.
1. Stretch your boundaries
Anybody (well, almost anybody) can do what they’re told. To get promoted, you have to go above and beyond. Taking on additional responsibilities without being asked is not only a great way to demonstrate your work ethic, energy, and skills, but it also lets your boss know that you’re ready (and able) to expand your scope. When you take on more than the norm, your boss can’t help but think that you’re capable of a bigger role. This includes showing that you’re willing to take risks by making innovative suggestions.
2. Don’t be too irreplaceable
Most people fail at this. Of course, performing at your highest level regardless of the position you’re in is always the best idea. The key here is not to be seen as the only person capable of performing the necessary duties in the position that you want to move on from. If you do, your boss will conclude that promoting you isn’t worth the trouble (and risk) of finding someone to replace you. The best way to find a balance between doing your best and showing that you’re ready for more is by developing other people. As tempting as it is to hoard knowledge, don’t. Instead, make certain that there are others who know how to do important aspects of your job. Plus, teaching is a critical leadership skill. So, in addition to alleviating concerns about finding your replacement, you’ll demonstrate that you can handle the responsibility that comes with a more advanced position.
3. Demonstrate emotional intelligence (EQ)
You might be able to get away with being a temperamental genius in entry-level positions, but you’ll never move past that without emotional intelligence. If you’re the type who’s prone to temper tantrums when things don’t go your way; losing your cool when people cross you; storming out of rooms, yelling; or going silent during conflict, you’re signaling to your boss that you don’t want a promotion. No boss wants to be known as the guy or gal who promoted a short-fused person. Once you’re promoted, your behavior is a reflection of the judgment of the person who promoted you. Show your boss that you have enough self-awareness to acknowledge your weaknesses and to work to improve them. This will prove you’re capable. Emotional self-control is the result of hard work, not an inherent skill.
4. Make certain you speak the company’s language
Bosses appreciate vision more than anything. They love it when you see what could be useful to the company over the long term and tell them about it in language they understand. As you move up in any company, your choice of language becomes increasingly important. It’s no longer enough to simply be an expert at what you do; you have to demonstrate that you understand how the work you do serves the business. That means learning the vocabulary of the executive team and your boss. Whether that’s KPIs, EBITA, profit margin, market share, failure rate, or what have you, know what the terms mean and why they’re important so that you can use them correctly when speaking with upper management. Speaking the right language will not only show that you’re interested in more than your current role, but it will also demonstrate your intelligence and fit within the company.
5. Don’t be afraid to ask for it
Not everybody wants to be promoted; some people are perfectly happy doing the same job for years on end. If you don’t tell your boss otherwise, he or she may assume that you’re one of them. When the time comes to show up in your boss’s office and say, “I’m interested in a promotion,” it’s important that you have something specific in mind—if not a specific job title, then at least a clear idea of what the responsibilities might include and how this ties in to your career goals. And, if the job requires skills you don’t have yet, outline your plan for acquiring them.
Bringing It All Together
You may not get the promotion you’re aiming for. If that happens, ask for feedback, but stay away from sour-grapes questions like “Why did you pick him and not me?” In fact, don’t speak about the person who got the promotion at all. Instead, ask which of the critical skills you lack and what you need to do to be ready for the next opportunity. Don’t argue; just listen, and ask thoughtful follow-up questions. Just make certain you follow through on the suggestions you’re given. If your boss suggests some things you can do to become more promotable and you don’t follow through, don’t expect to be considered the next time around.
Promotions don’t just happen, and they’re not a guaranteed result of high performance. That’s because you don’t get promoted as a reward for what you’ve already done. You get promoted because your boss thinks you have the potential to add more value in a larger role.
What have you done to demonstrate your readiness for a promotion? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

There are many things worth getting up in the morning for.

We just need to plan and hyper-focus.

10 Things You Should Never Do On Your Resume

What is your resume? A hassle you must undergo to walk into an interview with any hope of getting hired? Or is it a history of your professional life—ready to be shared with others to make lasting, career-forging connections?
If you view your resume as nothing more than a hurdle, you probably don't take it as seriously as you should. But if you value it as a game-changer, you understand its importance. Unfortunately, those who are new to the world of resumes (and even seasoned jobseekers) often make mistakes that can take them out of contention. Here are 10 resume mistakes to watch out for.

1: Lying

It shouldn't have to be said... but surprisingly, it needs to be said. People falsify or "pad" their resumes all the time. Thing is, it will come back to haunt you. It's a small world that only gets smaller with every passing day. Even the slightest exaggeration on your resume can catch up with you. Keep to the facts. Don't stretch or bend the truth. Don't alter employment dates to keep from having gaps in your timeline. Don't claim duties or experiences you never had. Don't. Don't. Don't.

2: Stating an unattainable goal

I'm just going to say this right now. Everyone knows you want to someday be the CEO of your own company. Everyone knows you want to stare down from above and run the corporate machine. Even beyond the unattainable goal, get rid of that objective that has littered resumes for decades. It's worthless. Saying that your goal is to climb the corporate ladder and be as wealthy as Bill Gates just piles on the bad. Scratch that section altogether and you'll have more room for what matters—experience and skills.

3: Adding achievements that aren't

We get it. You were prom queen or you were voted most likely to succeed in business (without even trying) by your peers in high school. But consider this: Are those achievements really achievements? The last thing you need is to puff up your resume with awards that have no relevance for the career you're chasing after. If you were elected president of your school's computer club four years running or you were awarded a citizenship award for your volunteer work at a local community center... then maybe we're talking. Academic achievements? Certainly. Just be judicious in choosing those highlights.

4: Citing previous salaries

Please, don't include your previous salaries on your resume. There are so many reasons not to do this. Here's one simple, self-serving reason not to do this: It will give your prospective employer a springboard for determining your new salary. Your goal should be to make more—so don't give the interviewer the means to undercut your true worth. Leave that information off so you can approach salary needs from a neutral point.

5: Including personal information

There is no reason to include the fact that you're married, have 2.5 kids, drive a minivan, attend X church, have a man cave, coach your middle child's soccer team, or think "khaki is a way of life." All of that will eventually come out in the wash as you begin your career in the IT or business world. On a resume, it has no place. If you don't agree, consider this. What happens if you go into an interview and the hiring manager happens to hate soccer or khaki? You've immediately put yourself on the defensive side of things and have to work your way around a preconceived notion.

6: Listing your age

It's not illegal for interviewers to ask you your age. They can. They shouldn't... but they can. Most often, it won't happen. But if it does, I'd recommend that you terminate the interview. Regardless of whether an interviewer plans on asking that question, you shouldn't prompt them or give them reason to question your value simply because you added your birthdate or age on that document. Leave it out.

7: Providing references

Don't include references. Don't even add "Available upon request." You're just wasting valuable real estate. If interviewers need references, they'll ask. Saying that your references are available upon request is like saying that you promise to come to work if hired. It's implied. Besides, the space on that single-page document is far too important to be used up by worthless statements.

8: Writing in third person

Jack believes that your being snarky or trying to impress by writing in third person makes you look cocky. Jack is certain the vast majority of people hate it when others talk of themselves in this manner. In fact, Jack insists that you never refer to yourself in third person unless you're trying to make your co-workers laugh. Jack would go so far as to not even write in first person. Why? I'm fairly certain it is understood every detail on your resume is about you. Agree with Jack...everyone is doing it.

9: Using a less-than-professional email address

It doesn't matter that you've used bromancewithbooze@gmail.com as your primary email address for years. Leave it off your resume. If that's the only email account you have, create a new one with a professional name (as in, your name). Even if you use it only for resumes, do it. (Along the same lines, don't use an AOL account address—especially if you're applying for a tech job!)

10: Including your current business contact information

Do this and you might wind up receiving a call at your current place of employment by your prospective employer. Never list the contact information of your current business. If the potential new employers want to contact your current business, all they have to do is look up the name to get the details. The only phone number you should include on your resume is your mobile number. Nothing more. And don't forget, your current employer might well be monitoring your phone calls and emails. Let that be your guide when you add information to your resume.

Other tips?

Your resume should help potential employers navigate the waters of your professional past and present. Don't muddy those waters with unnecessary information that could send you to the slush pile. Keep it relevant, fresh, and to the point and you'll increase the chances of getting to the next round of interviews.

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Why You Must Send “Follow Up” Emails After an Interview

 

I find it remarkable how little effort many candidates put into a career search.  In my view, if it’s worth the time it takes to prepare for, drive to and interview with a potential employer, it’s worth spending a little extra time to get the details right.  An often overlooked but potentially important detail is to send a “Thank you” note after each interview.  Below are three reasons why it’s imperative to send one and a few tips on how to craft “Thank you” notes that will help you land an offer.

1. Separate Yourself.

In my experience, less than half of candidates send a “Thank you” email after interviewing with a hiring manager.  Those candidates may be ruining their chances of being selected.

Less than half of candidates send a “Follow Up” email after interviewing.

Let’s think this through.  At the end of a long day of interviewing, the hiring manager is often faced with deciding between 2 candidates.  The smallest of things, (like a “Thank you” email, for example) can help them make their decision.

2. Demonstrate your writing ability and interest in the position.

A well-written “Thank you” note accomplishes 2 other goals.  1)  It demonstrates that you can effectively communicate in writing and 2) shows that you have a sincere interest in the position.  On multiple occasions I’ve had hiring managers pass on candidates that didn’t take the time to send a “Thank you” note.  To paraphrase my clients, “If they won’t follow up with me to get a better job how can I expect them to follow up with prospects?”  As painful as it sometimes was to reload and start a search over I have to agree with their logic.  After almost 20 years in the business, I’ve found that most people are on their best behavior during an interview process.  

Hiring managers often pass on candidates that don’t take the time to send a follow up note.

3.  Demonstrate your follow through.

Occasionally an interview process can stretch out several weeks between interview steps.  During this time, a thoughtful and well written “Follow Up” message will keep you top of mind with the hiring manager and demonstrate your follow up skills.  An extreme example of this was a candidate that I placed with one of my clients after a 5 month long interview process (normally their process takes 5 weeks).  The hiring manager had an overhire position that he had the green light to fill.  Given that his team was above quota this translated into him taking his time to find the perfect candidate.  Greg (my candidate) was “100% in” with the opportunity and followed up with the hiring manager every 2 weeks like clockwork.  With each message, Greg would share a potential prospect that he came across or a thought on how he could capitalize on the opportunity were it give to him.  Greg eventually won my client over.  More importantly, Greg ended his first year with them as their “Rookie of the Year” and increased his income by over $60,000.
This brings me to a few tips on how to write a “Follow Up” email or letter that will increase your odds of receiving a job offer.

1. As classy as a handwritten “Thank You” note is, timing is key.  Always send an email within 24 hours of an interview.  A best practice would be to send the email around 5pm that same day that you interviewed.  This will put your message in front of the hiring manager(s) while they are stilling grappling with who will make the cut.   
2. Address concerns or opportunities that were uncovered in the interview.  
3. Send a “Thank you” email to each person that you interviewed with (yes, get a business card from each person you meet so you’ll have their email).  Send them a message via Linkedin if they didn’t give you their business card.
4. Keep your message short, professional and to the point.

                                                             

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The Secret to a Really Good Interview Is Simply Knowing When to Shut Your Mouth

The Secret to a Really Good Interview Is Simply Knowing When to Shut Your Mouth


By Richard Moy

One of the first things I learned as a recruiter caught me by surprise: Interviews are just as uncomfortable for a hiring manager as they are for a candidate.
The first question of any interview—the tricky “tell me more about how you got to where you are today” question—is an obvious icebreaker. Especially for the person asking the questions. A majority of candidates have well-rehearsed responses, which I usually welcomed, especially if he or she brought something up that I hadn’t planned on asking about, but was worth discussing in more depth. However, some of the most manicured responses to this question had one major flaw:
They were way too long.
When it became clear that certain candidates could’ve talked about themselves for 25 minutes out of a 30-minute phone screen, I often had to interrupt and politely (I hope) redirect the conversation back to the rest of the questions I wanted to ask. Not only was this uncomfortable, it gave me the impression that candidates were simply trying to “win” the conversation by selling themselves, which didn’t necessarily make me rule them out for the role, but it wasn’t a great look.
Of course, you want to do everything you can to make a hiring manager feel that you are the choice for the position. However, as the old adage goes, sometimes less is more. Way more.
For those of you who could talk for days on end (I’m one of them), here is what you should keep in mind when figuring out how long you should take to answer each question.

How Long the Hiring Manager Set Aside for the Interview

Most people I know are very specific when scheduling, especially initial phone screens. We understand that a candidate’s time is just as valuable as our own, so there’s no use in beating around the bush. If the first conversation should only take 30 minutes, a good talent department will make that clear early in the scheduling process.
Once you’re told how long it should take, you should also understand that not all 30 minutes are reserved for you to only answer the “how did you get here” question.
As a job seeker, I used to think that an interview that went over the allotted time was always an indication that the recruiter really liked me. Like, they really, really liked me. When I became a recruiter, I learned just how annoying it could be when a conversation went 10 to 15 minutes over what I had originally planned. Here are the logistics of what usually happened when a candidate spent too much time answering the first question:

1. I started to tune out after a certain point in order to begin plotting how I could interrupt.
2. I judged the (long) answer and decided that maybe I didn’t have any other questions—and not in a good way.
3. I crossed my fingers that the answer to “Do you have any more questions?” would be “Nope.”
4. I was late to my next meeting and suddenly not in a great mood.

Hiring managers aren’t looking for candidates who read their responses off a script (quite the opposite, actually). However, be mindful of the time. Although recruiters prefer having more natural conversations with candidates than formal interviews, they do need to get to know about your qualifications.
Which leads me to…

How Many Qualifications You’ve Gotten to Show Off

Early on in my career (before it was even my job), I was impressed by anyone who found a way to be friendly and energetic during an interview. When I became a recruiter, I fell victim to this even further, often letting myself be wooed by candidates who seemed genuinely excited just to be talking to me.
The problem? I had no evidence that showed these candidates could actually do the job.
Of course, people are going to gravitate toward candidates who make it clear they’re pumped to be in the room. However, they also need to know that if you come aboard, you’ll be a valuable part of the team. It’s impossible to learn anything to support that by spending an hour talking about how you planned your wedding (I’m guilty as charged), so the people who make The Decision need to ask you specific questions about what you’ve accomplished. And then there will be follow-up questions based on your responses. And then more follow-up questions. And, well, you get the idea.
It’s important for all people in charge of The Decision to ensure all hires will fit in and add to the overall chemistry of the team they would be joining. However, if an interview were solely a personality contest, most of us would be enrolling in acting classes ASAP. Hiring managers have an enormous amount of pressure to identify the right people for the roles they’re trying to fill. If they make a mistake, not only is it a huge bummer, it is expensive.
I’d be remiss if I told you not to be yourself. It would be ridiculous if I suggested that you self-edit to the point where you become a shell of the person you actually are. However, remember that after you leave, a hiring manager will have to present evidence that you are (or are not) the right person for the job, so leave room for him to ask questions that will allow him to do it.


Interviews are not easy for anyone, so it’s understandable when you go off the rails a bit with your answers. However, a little bit of consideration for the people interviewing you (and their calendars, peace of mind, and overall well-being) can go a long way, especially when you leave room to actually prove you’re the right person for the job. Stay your energetic self, but give hiring managers more than just your preferred ice cream or baseball team to make a decision from.

Resume Myths That Won't Get You Hired

7 Resume Myths That Won’t Get You Hired

Donna Fuscaldo | July 31, 2014

When it comes to resumes, most job seekers think they need a cover letter, to fill in any work gaps and include all of their employment history, even if it’s a part-time job during college. Unfortunately all of those moves and more will mean your resume ends up on the rejection heap.
“There are quite a few mistakes with resumes,” says Paul McDonald, senior executive director with Robert Half. “The resume myths sometimes outweigh the facts.”
From thinking your resume will get you the job to sending a separate cover letter, here’s a look at seven resume myths recruiters and career experts see far too often.
Myth No. 1: A good resume will land you the job
A popular misconception among job seekers is that the resume is what gets you the job, when the truth is its how you do on the interview, says McDonald. “The resume should outline your accomplishments…and in the interview you expand on those points and show how they fit within the organization,” he says.

Myth No. 2:  Cover letters still matter
Ask pretty much anyone over the age of 40 and most will say you need to send a separate cover letter when applying for a job, but the reality is that your email acts as the cover letter, says David Boggs, practice leader at WK Advisors, a division of executive search firm Witt/Kieffer. “Not only is there no need for a separate cover letter, you may actually be confusing potential employers with too many documents,” says Boggs.  He says when applying for a position or reaching out to a recruiter make sure your email is tailored for the specific person or company. After all blasting off a generic email isn’t going to help your prospects.
Myth 3: It’s ok to use the same resume over and over
Many job seekers will boast about sending out thirty resume in one day but then end up wondering why they got zero calls. The reason in most cases is job seekers are using the same resume for multiple job opportunities, which Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level, says is a big no no. He says it’s better to customize your resume to each job you are applying for. “The more you customize your resume to the opportunity, the greater you stand out compared to your competition,” he says.
Myth 4: Never have gaps in your resume
The economic downturn of a few years ago resulted in many unemployed people who after a couple of years of not working have to deal with gaps in their work history. While the first inclination is try to explain away the gaps, McDonald says it’s better to save that for your initial email or during the interview. “Don’t put in your resume for an 18 month gap that you traveled abroad, sought employment and suffered the downturn,” he says. “Fill in the gaps when you are in front of the individual.”
Myth 5: You should give everyone and anyone your resume
You may think the shotgun approach is the best way to find a job, but focusing on a few companies and/or jobs is a much better way to go about it, says Boggs. “Take the vision of what you ideally want to be doing and identify the 5-10 companies that you’re seriously interested in,” he says.  “Then pursue them like it’s your job.”
Myth No. 6:  Resumes should include all your work history
Hiring managers and recruiters have short attention spans and have no desire to read a multiple page resume that includes every job the person ever had. Instead,  Garfinkles say less is more when it comes to your resume. “Your entire resume should be only the information that is relevant for the position,” says Garfinkle. “If it’s not relevant remove it.” Job seekers may think their entire job history will get them the job but hiring managers are only having them in based on the information in the resume that pertains to the current job opening, he says.
Myth No. 7:  Social media is the best way to network
Social media sites like LinkedIn and Facebook have made it much easier to reach people around the country, if not the world. But when it comes to networking to get a job, nothing replaces face-to-face meetings, says Boggs.  He says job seekers should take advantage of professional associations and other networking events that will put them in front of people that can help them get a job. That doesn’t mean you shouldn’t ignore social media. In fact, Boggs says you need to be on more than LinkedIn if you want to get noticed by recruiters. “Know that recruiters are looking at all social platforms to get a sense of your skills – not just LinkedIn,” “Make sure you’re posting industry trends and interesting stories relating to your area of expertise to Facebook, Twitter and even Instagram.”