Ask These Questions And Know It All To Land The Job

<div dir="ltr" style="text-align: left;" trbidi="on"> <h2 style="background-color: white; color: #333333; font-family: 'Antic Slab', Arial, Helvetica, sans-serif !important; font-size: 18px; font-stretch: normal; font-weight: normal; margin: 0px 0px 25px; padding: 0px; text-align: justify;"> <a href="http://www.interviewbest.com/?p=5224" style="color: rgb(51, 51, 51) !important; line-height: 50px !important; margin: 0px; padding: 0px; text-decoration: none;">Job Interview Strategy From An Expert – Ask These Questions And Know It All To Land The Job</a></h2> <div> <img height="266" src="http://media1.onsugar.com/files/2014/08/12/835/n/1922441/2ad9a9500e2ce4f6_42-35908446.xxxlarge_2x.jpg" width="400" /></div> <div class="post-content" style="background-color: white; font-family: 'PT Sans', Arial, Helvetica, sans-serif; font-size: 13px; line-height: 20px; margin: 0px; padding: 0px; text-align: justify;"> <div style="margin-bottom: 20px; padding: 0px;"> There are three domains of knowledge:</div> <blockquote style="background-attachment: initial; background-clip: initial; background-color: rgb(246, 246, 246) !important; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border-color: rgb(255, 147, 0) !important; border-left-style: solid; border-left-width: 4px; font-stretch: normal; font-style: italic; margin: 0px; padding: 15px; quotes: none;"> <ol style="list-style: none; margin: 0px; padding: 0px;"> <li style="margin: 0px; padding: 0px;">1. What you know</li> <li style="margin: 0px; padding: 0px;">2. What you know you don’t know</li> <li style="margin: 0px; padding: 0px;">3. What you don’t know you don’t know</li> </ol> </blockquote> <div style="margin-bottom: 20px; padding: 0px;"> <br /></div> <div style="margin-bottom: 20px; padding: 0px;"> The first two domains are easily handled. In terms of a job, there are things you know about the job. There are things you know you don’t know such as exact responsibilities, compensation, who you will report to etc etc. To learn this information you know what questions to ask. The third domain is the tricky one. How do you find out information you don’t even know exists, where do you begin?</div> <div style="margin-bottom: 20px; padding: 0px;"> It is what you don’t know you don’t know that typically causes you the greatest difficulty; “If I knew that before I took the job…….” To uncover this domain of knowledge, ask questions that do not bias or lead the interviewer. Here are some examples:</div> <div style="margin-bottom: 20px; padding: 0px;"> You want to find out how many hours people work on the job. Many applicants will ask “How many hours do people typically work”. The interviewer replies,”Typically 35 to 40 hours per week”. Sounds OK, then comes holiday time and you are putting in 50 to 60 hours and are overworked and miserable. An open question would have been more revealing, for example “Tell me about work hours on the job”. This question opens the opportunity for the interviewer to say “We typically work 35 to 40 hours per week except for holiday time when we work 50 to 60 hours and everyone feels overworked.”</div> <div style="margin-bottom: 20px; padding: 0px;"> Another example- You want to find out what it is like to work at the company. You can ask the question, “What do you like and dislike about working here” The answer will be focused on the interviewer’s predominant likes and dislikes. A better question is “So, tell me about working here”. This question opens up the possibility of hearing about challenges, relationships, concerns, excitement, etc, etc. You may very well hear about something you would not have thought to ask about.</div> <div style="margin-bottom: 20px; padding: 0px;"> The more exact and detailed your question the less likely you are to hear what you don’t know you don’t know. With open, non-leading, and non-biasing questions, the interviewer has the opening to respond from their own perspective. Once you hear their answer there may be a whole area of information you want to learn more about, and now you know to ask.</div> </div> <br /> <a href="http://www.interviewbest.com/?p=5224" rel="nofollow" target="_blank">View the original article here</a></div>

Ask These Questions And Know It All To Land The Job

Job Interview Strategy From An Expert – Ask These Questions And Know It All To Land The Job There are three domains of knowledge: 1. What you know 2. What you know you don’t know 3. What you don’t kn…

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Trends in Diversity Recruiting: U.S. Employers Weigh In

<div dir="ltr" style="text-align: left;" trbidi="on"> <header style="background-color: white; color: #222222; font-family: arial, helvetica, clean, sans-serif; font-size: 14px; line-height: 17.234001159668px;"><h1 class="h-biggest" style="font-size: 35px; line-height: 1.2; margin: 0px 0px 10px; padding: 0px;"> Trends in Diversity Recruiting: U.S. Employers Weigh In</h1> <h2 class="h-big h-slacker h-light h-normal" style="color: #999999; font-size: 21px; font-weight: normal; line-height: 1.2; margin: 0px 0px 20px; padding: 0px;"> How do AT&T, Bank of America and other companies establish diverse talent pools?</h2> <img alt="Professionals exchanging resumes with company executives at job fair. " class="img-responsive block-generous" data-size="rectangle652" height="435" src="http://www.usnews.com/dims4/USNEWS/8d41bf5/2147483647/resize/652x%3E/quality/85/?url=%2Fcmsmedia%2Fca%2F02%2F45b0324840d5baf2d16318f48ab5%2F140506-networking-stock.jpg" style="border: 0px; display: block; height: auto; margin-bottom: 25px; width: 652px;" title="(iStockPhoto)" width="652" /><div class="t t-dim" style="color: #666666; line-height: 1.5; margin-bottom: 25px; margin-top: -20px; padding: 0px;"> Many employers recruit student candidates at campus events.</div> <div class="t t-dim" style="color: #666666; line-height: 1.5; margin-bottom: 25px; margin-top: -20px; padding: 0px;"> <span style="color: #222222; line-height: 1.5;">Upon reaching out to several companies for this post about campus recruiting, it’s clear the nation’s top companies are seeking diverse talent pools. Technically, we’re all diverse. Is anyone completely defined by a box? Executives' approach to recruiting and ramping up their numbers – whether it’s women in</span><a class="" href="http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs" style="color: #005ea6; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs">tech roles</a><span style="color: #222222; line-height: 1.5;">, veterans, disabled or multiracial employees and more – isn't much different than recruiting as a whole: Hire the most qualified candidate. Diversity recruiting strategies, in turn, boil down to finding the best, most qualified candidates.</span></div> </header><div class="block skin-editable clearfix" style="background-color: white; color: #222222; font-family: arial, helvetica, clean, sans-serif; font-size: 14px; line-height: 1.5; margin: 0px 0px 15px; padding: 0px;"> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> <b>Companies weigh in on diversity:</b></div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> The goal of AT&T is to “have the best talent at the table from every background,” says Rick Gomez, executive director of Global AT&T College Recruiting. Developing programs and strategies to attract minority candidates on campus is extremely important, because they heavily weigh the value of diverse teams. For instance, Gomez mentions that the company's strategy involves partnering with student organizations, such as Student Veterans of America and the Society of Hispanic Professional Engineers to<i> “</i>fill the needs of the organization, and at the same time, build our brand and recruit top campus talent – creating a win for the organization and a win for AT&T.”</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> As such, AT&T's strategy centers around partnering with schools that have healthy populations of diverse students, including many historically black colleges and universities. The company also sponsors and attends national and local events with organizations such as Career Opportunities for Students with Disabilities, Student Veterans of America, Grace Hopper Celebration for Women in Computing, Society of Women Engineers, National Society of Black Engineers, Society of Hispanic Professional Engineers, Great Minds in STEM and many more.</div> <div class="ndn_embed ndn_embedding ndn_embedContainer ndn-widget-embed-2" data-config-distributor-id="90080" data-config-site-section="ndn2_usnews" id="ndn-video-player-2" style="margin: 0px; padding: 0px;"> </div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> As AT&T's recruiters attend events on campus, conduct interviews and go to <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/10/03/how-to-make-the-most-of-a-job-fair" style="color: #005ea6; text-decoration: none;">career fairs</a>, they also hold specific events. For instance, Women in Tech hackathons are geared toward college students on tech tracks. Gomez explains: “The events are unique in that they are focused on creating an inclusive environment for female technologists and include complimentary coding camp and hackathon 101 prior to the event.” Campus recruiters and hiring managers scout top talent at these hackathons.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Similar to AT&T, Chubb Insurance takes a targeted approach that involves high touch, word of mouth and marketing. The company taps into campus organizations, such as the Association of Latino Professionals in Finance and National African American Insurance Association.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Meghan A. Henson, executive vice president and chief human resources officer at Chubb Insurance, explains: “Chubb will continue to grow existing partnerships with INROADS and the Jackie Robinson Foundation. Intern programs such as these provide meaningful experiences, including business-focused project work, exposure to senior leaders and opportunities for personal development.”</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Chubb reinforces its diversity recruiting goals through its strong partnership with Howard University, which resulted in several direct hires. Henson adds: “This partnership focuses on exposing diverse students to our industry by inviting them to spend a day in one of our 50 branch offices across the country. Through this experience, as well as interactions with Chubb leaders, students develop an awareness of how they can build a lifelong career at Chubb.”</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Companies like Accenture focus on forging strong partnerships as well. Every campus recruiting team has a designated inclusion and diversity lead for <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/04/02/starting-your-first-entry-level-job-here-are-10-things-you-need-to-know" style="color: #005ea6; text-decoration: none;">entry-level</a> and MBA-recruiting. They host an annual event for women undergraduates via the Women’s Networking Forum and work with organizations such as the National Society of Black Engineers, Society of Hispanic Professional Engineers, Reaching Out MBA and Management Leadership for Tomorrow.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Accenture connects with students at regional and national conferences to serve as touch points for students they’ve already met on campus. The firm actively engages with students at diversity events and conferences with organization such as the National Society of Black Engineers, Society of Hispanic Professional Engineers, Reaching Out MBA, Management Leadership for Tomorrow and many more. In partnership with these groups, Accenture shares information about its consulting career opportunities and coordinates interview preparation sessions and other workshops and events.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Like the other companies mentioned, Bank of America partners with 12 diverse colleges and universities, including historically black colleges and universities, Hispanic-serving institutions and women’s colleges. The company actively recruits at 200 schools globally with targeted diversity efforts, along with exposure through diversity group partners like The Consortium, Emerging Leaders, JumpStart Undergraduate Diversity Forum, MBA JumpStart Diversity Forum, Posse Foundation, Sponsors for Educational Opportunity and Toigo Foundation.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> It’s no different for Aon Corporation. Nichole Barnes Marshall, global head of diversity and inclusion at Aon, says the company built a comprehensive inclusion strategy moving beyond “just diversity numbers” to focus on building an internal diversity-focused culture.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> She says: “Our focused strategy is around building <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/04/30/7-key-elements-of-a-great-personal-branding-statement" style="color: #005ea6; text-decoration: none;" title="Link: null">brand awareness</a> and marketing roles to diverse communicates through the Monster Diversity Platform and Wounded Warrior partnerships.” Aon has also built professional partnerships with organizations and educational institutions such as Out & Equal Workplace Advocates, The National Society of Hispanic MBAs and the American Corporate Partners for Veterans, to name a few.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> <b>How job seekers can shine:</b></div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Executives like Gomez emphasize candidates’ abilities to showcase their experience, whether they're a diversity candidate or not. They should highlight leadership skills and experience on their résumés and LinkedIn profiles and during interviews.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Students should also consider their personal brands and audit their social media profiles to ensure that their public online presence is a reflection of their professional persona. They should also view their<a class="" href="http://money.usnews.com/money/careers/slideshows/16-things-youre-doing-all-wrong-on-linkedin" style="color: #005ea6; text-decoration: none;">LinkedIn profiles</a>, Twitter streams and user groups as living, breathing résumés.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> He explains: “Recruiting diverse talent is not just a goal but rather a key business imperative as we source for strong talent. Considerations from which schools we recruit from to the type of degrees we look for and even messaging we use all play a part in our strategy to recruit diverse individuals.”</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Demonstrating a passion always helps, too. Barnes Marshall explains that Aon’s looking for strong, qualified candidates who demonstrate a passion for the company and industry. “Students can continue to stand out by participating in industry-specific conferences, training events or internships,” she says.</div> <div style="line-height: 1.5; margin-bottom: 25px; padding: 0px;"> Barnes Marshall also emphasizes the importance of active social media usage: “Aon encourages students to stay engaged and use social media vehicles as a way to stay abreast of career opportunities available, apply to relevant positions with their credentials and network/connect with key HR resources to make inquiries and introductions.” </div> </div> <br /> <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/10/08/trends-in-diversity-recruiting-us-employers-weigh-in" rel="nofollow" target="_blank">View the original article here</a></div>

Trends in Diversity Recruiting: U.S. Employers Weigh In

Trends in Diversity Recruiting: U.S. Employers Weigh In How do AT&T, Bank of America and other companies establish diverse talent pools? Many employers recruit student candidates at campus events. Up…

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Job Interview Tips From The Expert – Think About What Managers Like

<div dir="ltr" style="text-align: left;" trbidi="on"> <h2 style="background-color: white; color: #333333; font-family: 'Antic Slab', Arial, Helvetica, sans-serif !important; font-size: 18px; font-stretch: normal; font-weight: normal; margin: 0px 0px 25px; padding: 0px; text-align: justify;"> <a href="http://www.interviewbest.com/?p=5179" style="color: rgb(51, 51, 51) !important; line-height: 50px !important; margin: 0px; padding: 0px; text-decoration: none;">Job Interview Tips From The Expert – Think About What Managers Like</a></h2> <div> <img height="258" src="https://encrypted-tbn2.gstatic.com/images?q=tbn:ANd9GcRCd_hRgl8ciLtvFBtPcnneU54W-zBR8wYJgiFcbRXJ-HuhO3Th" width="400" /></div> <div class="post-content" style="background-color: white; font-family: 'PT Sans', Arial, Helvetica, sans-serif; font-size: 13px; line-height: 20px; margin: 0px; padding: 0px; text-align: justify;"> <div style="margin-bottom: 20px; padding: 0px;"> An interview is selling your services to the hiring manager (decision maker). You may be interviewed by numerous people and each will have input (no manager wants to take full responsibility for a bad hire) however, it is the hiring manager who has the final say.</div> <div style="margin-bottom: 20px; padding: 0px;"> Since you are selling your services to your potential boss it makes sense to focus on what would really please the boss. Here are some things that make bosses happy:</div> <div style="margin-bottom: 20px; padding: 0px;"> <strong style="margin: 0px; padding: 0px;">Communication:</strong><br style="margin: 0px; padding: 0px;" />Particularly at the beginning of a new job communication is the key to establishing a productive relationship. It is equally important to know how the boss likes to receive communication. Does she want the details, the highlights, the problem and the solution, communications via email or in-person meetings?</div> <div style="margin-bottom: 20px; padding: 0px;"> In the interview talk about how you communicate and the importance of being in communication with the person to whom you report.</div> <div style="margin-bottom: 20px; padding: 0px;"> <strong style="margin: 0px; padding: 0px;">Listening to the boss</strong>:<br style="margin: 0px; padding: 0px;" />Bosses really like to be heard. In order for them to feel heard, it helps for them to hear from you what you learned from what they said. Responsive listening where you summarize what you heard is very effective. For example, “What I heard you say is you want this report to include all client sales figures and you would like it by close of business Thursday is that correct?”</div> <div style="margin-bottom: 20px; padding: 0px;"> You can display responsive listening in the interview. Example, “What I understand from what you said is you are looking for the person in this position to manage all perishable inventory for the three East Coast locations, is that correct?”</div> <div style="margin-bottom: 20px; padding: 0px;"> <strong style="margin: 0px; padding: 0px;">Collaboration:</strong>Bosses are looking for someone to support and cooperate with them to bring their ideas (good or not) to fruition. They are not looking for naysayers and doubters. It is important to give the idea a try and not to throw up roadblocks.</div> <div style="margin-bottom: 20px; padding: 0px;"> In the interview, if possible acknowledge the hiring manager’s ideas. Being genuine, say “interesting idea” or “good thought” or “I like that approach.” If you cannot genuinely say one of these phrases, consider if the job is for you.</div> <div style="margin-bottom: 20px; padding: 0px;"> <strong style="margin: 0px; padding: 0px;">Understand how you fit the bosses style:</strong></div> <div style="margin-bottom: 20px; padding: 0px;"> Good bosses are not looking for a Minnie-Me. They want someone to compliment their style and add additional skill dimensions. Understand what your boss is strong at, what he is weak at, and try to fill the gaps.</div> <div style="margin-bottom: 20px; padding: 0px;"> Listen during the interview and discern what the hiring manager is good at, what they like, and don’t like to do. Position yourself as filling the gaps; if you really can and if you want to.</div> <div style="margin-bottom: 20px; padding: 0px;"> <strong style="margin: 0px; padding: 0px;">Engagement:</strong><br style="margin: 0px; padding: 0px;" />Bosses like committed engaged workers that are motivated and energetic. They like a person who is thinking about the job, going above and beyond, and is offering suggestions and solutions.</div> <div style="margin-bottom: 20px; padding: 0px;"> Be proactive in the interview. The best way to do this is to prepare an <a href="http://www.interviewbest.com/" style="color: rgb(51, 51, 51) !important; margin: 0px; padding: 0px; text-decoration: none;" target="_self" title="InterviewBest">interview presentation</a> including strategic action plan for your first 30 and 60 days on the job. An interview presentation communicates interest, motivation, and engagement.</div> <div style="margin-bottom: 20px; padding: 0px;"> In your interview, you can talk about or exhibit many of the qualities the hiring manager is looking for. Once they experience your attitude and style, they will feel more secure to make you the candidate of choice.</div> </div> <a href="http://www.interviewbest.com/?p=5179" rel="nofollow" target="_blank">View the original article here</a></div>

Job Interview Tips From The Expert – Think About What Managers Like

Job Interview Tips From The Expert – Think About What Managers Like An interview is selling your services to the hiring manager (decision maker). You may be interviewed by numerous people and each wi…

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