job & interview

Ask These Questions And Know It All To Land The Job

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<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>
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There are three domains of knowledge:</div>
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<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>
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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>
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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>
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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>
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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>
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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>
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<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: ...

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

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Trends in Diversity Recruiting: U.S. Employers Weigh In</h1>
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How do AT&T, Bank of America and other companies establish diverse talent pools?</h2>
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Many employers recruit student candidates at campus events.</div>
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<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>
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<b>Companies weigh in on diversity:</b></div>
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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>
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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>
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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>
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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>
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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>
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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>
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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>
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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>
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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>
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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>
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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>
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<b>How job seekers can shine:</b></div>
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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>
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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>
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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>
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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>
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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>
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<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 po...

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

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<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>
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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>
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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>
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<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>
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In the interview talk about how you communicate and the importance of being in communication with the person to whom you report.</div>
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<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>
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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>
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<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>
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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>
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<strong style="margin: 0px; padding: 0px;">Understand how you fit the bosses style:</strong></div>
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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>
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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>
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<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>
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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>
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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>
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<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 (deci...

What's the Best Résumé Format for You?

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What's the Best Résumé Format for You?</h1>
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Rethink your résumé. Here are four layouts and who should use them.</h2>
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The best résumé format for you depends on your work history and career goals.</div>
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<span style="color: #222222; line-height: 1.5;">Not all résumés are created equal – and they shouldn’t be. There are different formats out there that are accepted by recruiters. Consider your professional history carefully before deciding which one to use. Use the guide below to decide if you are using the right</span><span style="color: #222222; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/careers/articles/2013/11/25/try-these-resume-formats-when-job-searching" style="color: #005ea6; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2013/11/25/try-these-resume-formats-when-job-searching">type of résumé</a><span style="color: #222222; line-height: 1.5;"> </span><span style="color: #222222; line-height: 1.5;">for your background and career goals.</span></div>
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<b>Chronological Format. </b>The traditional chronological résumé presents employment history from the perspective of time. This is the format to use if you have a consistent employment history without gaps, and you are trying to land a job similar to the one you have now. You can’t go wrong with a chronological résumé, since it’s the most common and widely accepted.</div>
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If you have a short period when you were a stay-at-home parent or went to graduate school, you should include that in the résumé rather than leaving a gap. Holes mean questions, and if the questions aren’t answered on the paper, it’s unlikely the recruiter will take the time to call you for an interview to find out why you weren’t working during a certain period. If you held many jobs for a short period and are worried about perceptions, you might consider including a brief and diplomatic explanation for why you left each company.</div>
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<b>Functional Format. </b>If you have a minimal work history, <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/05/17/how-to-handle-an-employment-gap" style="color: #005ea6; text-decoration: none;" title="Link: null">gaps in employment</a> or have frequently jumped around to different jobs types, this might be the right layout for you. It also works well for career changers. The functional format is set up to demonstrate your skills through your accomplishments. For example, if you’ve employed customer service skills at several jobs, you can use this as one of your skill headlines. Below the headline, include bullets that point to your key achievements related to that skill. It’s important to not use cliche phrases in your bullets, because your intention should be to <i>show</i> how you’ve exhibited the skill rather than tell.</div>
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You should also include a professional or work experience section, in which you list your place of employment, job title, location and dates. However, bullets with your achievements will fall under each skill headline at the top rather than below each job.</div>
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<b>Combined Format. </b>The combined format can be useful for those who are switching careers, especially those in more senior positions or with longer <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/09/18/5-red-flags-in-your-job-history--and-how-to-combat-them" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/09/18/5-red-flags-in-your-job-history--and-how-to-combat-them">career histories</a>. As the name suggests, it is a blend of the functional and chronological résumé. This format allows you to translate your skills to the language of the new job or career field. You want to focus the recruiter’s attention on your skills relevant to the job at hand.</div>
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Below the skills and accomplishments, as with the functional résumé, you should include a professional experience portion where you list basic information for current and prior jobs. With this format, you can also include bullets below each position that reflect achievements that didn’t fit in to a specific skill category above. Even if you are a senior executive, you should still avoid including every single piece of information. Only use the most pertinent facts to keep it concise and readable.</div>
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<b>Visual Résumés.</b> <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/08/20/how-to-use-visual-marketing-techniques-in-your-job-search" style="color: #005ea6; text-decoration: none;" title="Link: null">Nontraditional résumés</a> have become popular recently. These types of résumés use graphics and other media to present information about the job applicant. While this is a way to stand out from the candidate crowd, many companies still want to see a traditional résumé. A story résumé might make sense for a person in a creative field, such as advertising, social media or communications – but probably not for an attorney. It’s worth researching a company’s culture before you send your résumé,  and it’s always a good idea to include a traditional version.</div>
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No matter which format you choose, make sure you include your name and how to get in contact with you. Education is another must. Other information, such as professional affiliations, volunteer work, languages and technical skills should be included if they are appropriate for the job you’re applying to. That information can also be helpful if you need to fill out your résumé more, like if you are an entry-level candidate.</div>
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In all cases, you should think about including a brief career summary at the top. This should be restricted to a few lines that tell the recruiter you fulfill the required (and possibly preferred) qualifications. The way to do this is to write how you meet the most essential credentials, which are usually listed first in a <a class="" href="http://money.usnews.com/careers/best-jobs/rankings/the-100-best-jobs" style="color: #005ea6; text-decoration: none;">job description</a>.</div>
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Choosing the right format is important, because your résumé is your chance to get your foot in the door. The traditional format might be hurting rather than helping you. If the person reading it cannot understand why you are applying to a job in the retail industry after spending 10 years in accounting, she is not going to take the time to reach out to you to find out why. Make sure it’s clear in your résumé why you are a good fit, which may require highlighting your skills up front instead of burying accomplishments under each job. </div>
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<b>Marcelle Yeager</b> is the president of <a class="" href="http://www.careervalet.com/" style="color: #005ea6; text-decoration: none;" title="Link: http://www.careervalet.com/">Career Valet</a>, which delivers personalized career navigation services. Her goal is to enable people to recognize skills and job possibilities they didn’t know they had to make a career change or progress in their current career. She worked for more than 10 years as a strategic communications consultant, including four years overseas. Marcelle holds an MBA from the University of Maryland.</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/09/04/whats-the-best-resume-format-for-you" rel="nofollow" target="_blank">View the original article here</a></div>

What's the Best Résumé Format for You?

What's the Best Résumé Format for You? Rethink your résumé. Here are four layouts and who should use them. The best résumé format ...

Whitney Port on the Realities of Building Your Professional Brand

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Whitney Port on the Realities of Building Your Professional Brand</h1>
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The former reality TV star discusses her transition to fashion entrepreneur.</h2>
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Whitney Port attends Mercedes-Benz Fashion Week in New York City.</div>
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<span style="font-size: 14px; line-height: 1.5;">In today’s fast-paced consumer culture, we are surrounded by brands trying to get our attention. Most of us are able to weed out the clutter and focus on the few we feel are worth it. Like it or not, you too are a brand. But do you ever stop to think about how</span><span style="font-size: 14px; line-height: 1.5;"> </span><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; font-size: 14px; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/04/30/7-key-elements-of-a-great-personal-branding-statement">your professional brand</a><span style="font-size: 14px; line-height: 1.5;"> </span><span style="font-size: 14px; line-height: 1.5;">is being examined and therefore the impact it can make on your career?</span></div>
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Whitney Port, former reality TV star whose current titles include CEO, entrepreneur and fashion designer, was recently honored at the LinkedIn Discussion Series in New York City. She shared a variety of powerful tips for creating, growing and maintaining your professional brand.</div>
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Port transitioned from a fan favorite on MTV’s reality series “The Hills” to her own show, “The City,” where she learned from industry icons like Diane von Furstenberg. Now CEO and designer of her eponymous fashion line, Port is a master professional brand builder. Using her own experiences in defying misconceptions, overcoming <a class="" href="http://money.usnews.com/money/careers/articles/2014/08/27/4-mistakes-of-career-experts-and-what-you-can-learn-from-them" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2014/08/27/4-mistakes-of-career-experts-and-what-you-can-learn-from-them">unforeseen challenges</a> and being unwilling to accept “no,” Port offered an inspiring view into the strategies we can all use to create our professional brand:</div>
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<b>Be real:</b> You may be surprised to learn that when Port signed on to intern at Teen Vogue, she didn’t know or expect she’d be staring on MTV’s hit reality TV show “The Hills.” What you saw then is who Port is now. While there is definitely some strategy involved in establishing your professional brand, and certainly the goal is to bring the best of you forward, the critical part of the equation is in fact<i> you</i>. If your brand is based upon someone you aren’t, it’s simply too exhausting to maintain. The facade is going to break down in the face of obstacles.<i></i></div>
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Port parlayed her relatable characteristics that viewers saw on TV – being a good friend, deeply committed to family and a fearless fashion risk taker – into the launch of her clothing line Whitney Eve, which debuted in 2008. With the goal of establishing credibility among fashion industry insiders and consumers alike, Port understands the importance of keeping her brand consistent online. When asked how she leverages her online presence to build her brand, she offers the key to authentic brand-building: “I try to reveal as much as possible on a daily basis to give an inside and honest look on what is going on with my brand.”</div>
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Port hits on another reason why it’s critical to be authentic when establishing a professional brand identity: It has to hold up across multiple platforms. The biggest mistake we can make is to be one brand in-person and another online. In today’s economy, the first place potential customers, clients and hiring mangers look for more information about you is online. And the only thing worse than giving an inconsistent message about who you are is giving no message at all.</div>
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Port’s presence on LinkedIn is a great example of how to leverage your LinkedIn profile to reflect your professional brand and identity. But you don’t need to have a history in Hollywood to do this. Like Port,<a href="http://blog.linkedin.com/2014/07/01/creating-a-killer-linkedin-profile-tips-from-link-humans/" style="color: #005ea6; text-decoration: none;" target="_blank" title="Link: http://blog.linkedin.com/2014/07/01/creating-a-killer-linkedin-profile-tips-from-link-humans/">show off</a> examples of your work, share your industry-leading opinions and build a network of professional peers and fans. By maximizing the opportunities to illustrate your professional brand on your LinkedIn profile, you increase the chances of getting noticed by potential clients, colleagues and employers.</div>
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<b>Prepare to pivot: </b>You’d think with the cache of being a TV personality, it would have been easy for Port to transition into the world of fashion, but that wasn’t the case. “It was definitely a difficult transition becoming a full-time designer and having everyone take me seriously,” she says. Port’s experience is not unlike what the rest of us are likely to experience in the case of a career pivot. It can be difficult for people, colleagues, industry peers and even family to see us in a new light. Expect some pushback. This is where a solid professional brand is essential in terms of standing your ground and outlasting the protest.</div>
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Port puts it this way: “Do not take 'no' for an answer. You will be faced with a million noes when starting out, but it’s important to stay focused on your goal and not let those noes deter you. It is then the sweet smell of success after those noes that makes it all worthwhile. I get a series of noes and yeses every day of my life. It is an inevitable part of life. Don't come into this [or any] industry thinking you will be an overnight success. There is just too much competition.”</div>
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<b>Decide on your “why”:</b> Getting past the naysayers wasn’t the hardest thing Port had to contend with in her career, and in all likelihood it won’t be yours, either. More often than not, it’s the personal stuff that becomes our <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2011/06/21/7-ways-to-motivate-yourself" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2011/06/21/7-ways-to-motivate-yourself">professional motivation</a>.</div>
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It’s sometimes called the "fetal" or "black hole," but whatever word you use, it’s a point at which you don’t know if you're able to go on. It requires, as Port explains it, the decision to show up. When asked about her proudest professional accomplishment, she shared: “Honestly, this is hard, but it’s the decision I’ve made to still show up.”</div>
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Port’s father passed away in March of  2013, a few years after helping her launch Whitney Eve. “He was my business partner, my fearless leader and the man I turned to for every question I had. I am proud of myself for simply showing up after his passing. Every day I walk into my office and feel his energy there. Sometimes it’s so physically and emotionally handicapping that I don't know if I can continue doing it. But we [she and her siblings] did it, and we have shown up.”</div>
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Port has leveraged her personal loss and grief into motivation to succeed not just for herself, but for her family. The vast majority of successful people have something more than the mortgage, a pair of Jimmy Choo shoes or their personal ego at the core of their drive to achieve. Whatever your “why” is, the more powerfully you understand, define, <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/11/07/what-is-personal-branding-anyway" style="color: #005ea6; text-decoration: none;">build a brand</a> around and harness it, the more likely you are to live out your dreams.</div>
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What are your experiences in building your professional brand? To learn more about Port’s career insights and professional lessons learned, search for her on LinkedIn and and on follow her.</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/09/25/whitney-port-on-the-realities-of-building-your-professional-brand" rel="nofollow" target="_blank">View the original article here</a></div>

Whitney Port on the Realities of Building Your Professional Brand

Whitney Port on the Realities of Building Your Professional Brand The former reality TV star discusses her transition to fashion entrepr...

How To Win The Job

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<a href="http://www.interviewbest.com/?p=5177" style="color: rgb(51, 51, 51) !important; line-height: 50px !important; margin: 0px; padding: 0px; text-decoration: none;">Interview Tips From The Expert – How To Win The Job By “Figuring Out the Problem”</a></h2>
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<strong style="margin: 0px; padding: 0px;">Figure out the problem, be the solution, get hired</strong><br style="margin: 0px; padding: 0px;" />Organizations hire people to solve problems. The problem can vary from, we need another set of hands to get our trucks unloaded on time to our stock price has declined and we need someone to take this corporation in a new direction. When interviewing, thinking about solving a company’s problem provides a perspective that helps focus your interview preparation and guides your presentation in the interview.</div>
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The initial step in preparing for the interview is defining the problem. Typically, job descriptions do not specifically say “here is the problem, the problem is we need someone who can sell more of our product in a difficult market” or, “we need someone who can manage this new project and bring it in on time and on budget” or “we need someone to help the emergency department process medical records accurately”. Job descriptions talk about what the person needs to know or do to fix the problem but does not specify the problem directly. Interview preparation, and the initial part of an interview, should be dedicated to defining the problem in as much detail as possible. Once you have defined the problem, you can clearly state how your skills and experience makes you the best solution for the problem.</div>
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Pre-interview defining the problem is a matter of researching the company, the industry and the position. Also, use the screening interview to ask powerful questions that will define the problem. An example of a good problem-defining question is, “what are the three or four priorities for the person in this position in the next six months? Learning the priorities will inform you of what the “hiring problem” is. In the interview, spend the initial part of the interview listening to the hiring manager talk about the position and his or her needs and think, “what is the problem that needs solving?”</div>
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Once you have the problem clearly defined, follow a two-step process. First, clearly state the experience, skills, background and education that demonstrates you can do the tasks required to fix the problem. Second, provide an action plan of how you will fix the problem. What will you do in the first 30 days on the job what will you do in the first 60 days? Your action plan items can be as simple as learning company policy and procedures so you can get along in the company or as complex as an initiating an analysis of current sales strategies and market trends. An action plan communicates to the hiring manager a high level of motivation and a proactive orientation. It says, “I am going to hit the ground running and contribute to the success of this organization right away. I have good ideas and I am eager to get started”.</div>
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What hiring manager wouldn’t love to hear a candidate talk about how they are the solution to their problem and how they are going to solve it?</div>
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<a href="http://www.interviewbest.com/?p=5177" rel="nofollow" target="_blank">View the original article here</a></div>

How To Win The Job

Interview Tips From The Expert – How To Win The Job By “Figuring Out the Problem” Figure out the problem, be the solution, get hired ...

The 5 Elements of a Compelling Job Recommendation

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The 5 Elements of a Compelling Job Recommendation</h1>
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A 360-degree view of what goes into a good, effective job recommendation.</h2>
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<span class="item drawer_paddingTop" style="display: block; float: left; padding-top: 8px;"><img alt="A man double checking some data. " src="http://www.usnews.com/dims4/USNEWS/80718b4/2147483647/resize/652x%3E/quality/85/?url=%2Fcmsmedia%2F60%2F6b%2F26f8c8ff4947abf6568c1f9a9e1d%2F140911-checkingthenumbers-stock.jpg" style="line-height: 1.5;" /><span style="font-size: 14px; line-height: 1.5;">A simple Google search for “consumer reviews of” yields millions of hits.</span></span></div>
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In this social age, we have all become reviewers. Both professional critics and everyone else can offer an opinion and give a rating for just about any product or service.</div>
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Popular examples include: Rotten Tomatoes for movies; Yelp, OpenTable and Chowhound for dining; and CNET, PCMag and Macworld for electronics and <a href="http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs">technology</a>.</div>
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If you take the time to read the reviews, you can discern a bit about what’s being reviewed and the individual who’s commenting. A balanced, thoughtful review of a dining experience can whet your palate, while a review that simply says “great food” doesn’t reveal much about the communications skills of the reviewer or present a compelling reason to make a dinner reservation.</div>
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When you stop and think, employment reference checks for job seekers are simply reviews. The employer (buyer) wants to know what others (reviewers) have to say about the product/service (candidate).</div>
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In the old days the standard procedure was to write “References available upon request” at the bottom of your résumé. And even if a hiring manager requested the references early in the process, chances were good he or she wouldn’t waste time checking until he or she was pretty certain a given candidate was about to get an offer. It is only a part of we-gotta-do-this-before-we-hire due diligence.</div>
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Wise job seekers don’t want to burn through the goodwill of people who are willing to recommend them by offering them up to numerous calls from multiple employers. Yet, hiding them until the end of the process blunts the positive effect that the validation of your worth from others can bring to bear.</div>
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Today, you can post a reference for anyone with whom you’re connected on LinkedIn, and it’s searchable. It’s easy for a recruiter or employer to see what people have to say about you, and what you have to say about others. When viewed at the beginning of the process, <a href="http://money.usnews.com/money/careers/articles/2013/05/31/mastering-the-art-of-giving-a-job-reference" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2013/05/31/mastering-the-art-of-giving-a-job-reference">a positive reference</a> for your knowledge, skills, attitude and successes can bring an employer to you.</div>
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When you take the time to proactively recommend someone on LinkedIn, you accomplish multiple things: First, you demonstrate a relationship to the individual and what you have done as well, thereby fleshing out information that might be found in different form on your résumé or LinkedIn profile. Second, you demonstrate that you go out of your way to be a team player and praise quality co-workers. Most importantly, you rekindle/build your relationships with your network.</div>
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Conversely, when you <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/06/26/how-to-get-your-references-in-tiptop-shape" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2014/06/26/how-to-get-your-references-in-tiptop-shape">ask others for a reference</a>, it is important to help them understand what they might say that would be of value to you. For example, you might say: “Joe, I’d really appreciate if you could write a reference for me about our time together eight years ago at such-and-such company. You told me at the time you were quite pleased with how I did XXX, and how it turned out. If you could speak about what it took for me to get those results it would be great!”</div>
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Whether you’re asking someone to vouch for you, or are putting yourself out there for them, be sure to include these five elements:</div>
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<b>1.</b> <b>Context of your relationship. </b>How long have you known each other? At which company? What were your respective roles? Does the relationship extend beyond the workplace?</div>
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<b>Sample: </b>“XX and I first met at ABC Corp eight years ago when I hired her to make great widgets as part of our production process. She has directly reported to me throughout her employment here.”</div>
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<b>2.</b> <b>Technical competence.</b> What are <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/08/21/5-sales-skills-everyone-needs-in-the-workplace" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/08/21/5-sales-skills-everyone-needs-in-the-workplace">the skills required</a> and technical aspects of the role, and how well were they mastered?</div>
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<b>Sample: "</b>Widget-making is a complex process, requiring knowledge of AAA software, and the tightly defined procedures that are required in our highly regulated industry. XX’s mastery of these aspects of the job is exemplary, and she willingly mentors others to bring them up to speed as well."</div>
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<b>3.</b> <b>Communications skills. </b>This can cover a wide swath: ability to understand what is asked, persuade/sell a viewpoint in a team or to a customer, document and compile written reports and much more.</div>
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<b>Sample:</b> “XX is a great communicator. She has made numerous presentations to our group, and when dealing with senior management she always brings at least one or two possible solutions to their attention when presenting a problem. She gets the attention and respect of everyone who hears her.”</div>
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<b>4. </b><b>Timeliness and accuracy. </b>No one wants to hire someone who doesn’t show up on time, get work done on time or who makes errors that can cost time or money to remedy.</div>
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<b>Sample: </b>“XX is the consummate professional. She consistently meets or beats demanding deadlines. There have been numerous times when she put in extra hours at the beginning or the end of the day to make certain that her job is done, done right and done under budget.”</div>
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<b>5. </b><b>Greatest strength. </b>It’s a good idea to <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/06/25/unsung-hero-or-mvp-what-workplace-superlative-best-describes-you" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2014/06/25/unsung-hero-or-mvp-what-workplace-superlative-best-describes-you">figure out what one is good at</a> and what one is good at that will be most valued by a prospective employer.</div>
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<b>Sample:</b> “XX relishes working in a field that is constantly changing. She loves the opportunity to continually learn new software and add to her skill set, and continually looks for ways to get X done with lower cost and greater efficiencies.”</div>
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When taken together, these parts of a reference are sure to make a positive impression on a perspective employer.</div>
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Happy hunting!</div>
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<br />
<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/07/15/the-5-elements-of-a-compelling-job-recommendation" rel="nofollow" target="_blank">View the original article here</a></div>

The 5 Elements of a Compelling Job Recommendation

The 5 Elements of a Compelling Job Recommendation A 360-degree view of what goes into a good, effective job recommendation. A simple ...

Summertime, and the Job Searching Is Easy – Not.

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Summertime, and the Job Searching Is Easy – Not.</h1>
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This isn't the season to slack off on your job hunt. </h2>
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Some think of the summer as a slow hiring season, but don't use vacation plans as an excuse to go easy on your search.</div>
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<span style="font-size: 14px; line-height: 1.5;">“This is</span><span style="font-size: 14px; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/careers/slideshows/the-10-worst-times-to-switch-jobs" style="color: #005ea6; font-size: 14px; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/slideshows/the-10-worst-times-to-switch-jobs">a good time to lose my job</a><span style="font-size: 14px; line-height: 1.5;">,” an acquaintance proclaimed recently. “Now I can take a long-deserved vacation. I’m going to the beach for the holiday, and then we are going to spend a good chunk of my severance package on that trip to London I’ve always wanted.”</span></div>
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Interwoven into the conversation she offered other justifications for putting off a job search:</div>
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“I’m just too overwhelmed to begin a job search now.”</div>
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“Nobody hires during the summer.”</div>
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“I don’t have <a class="" href="http://money.usnews.com/money/careers/slideshows/the-abcs-of-resumes" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/slideshows/the-abcs-of-resumes">a résumé</a>, and I don’t know where to begin to put one together.”</div>
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To be sure, she may feel incapable emotionally of starting a search now. The beach and London certainly are places to escape the realities of the moment. But still, summertime is excellent for starting a job search: figuring out the next logical step in one’s professional life, researching opportunities and putting together a plan to guide the whole searching process.</div>
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While people often feel like summer is a slow hiring season, it is also a major time for families to relocate so that they will be set for the new school year.</div>
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Moreover, we are witnessing a major resurgence in hiring, with the U.S. unemployment diving to the lowest rate since the Great Recession.</div>
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The Labor Department reports that the economy added <a class="" href="http://www.usnews.com/news/articles/2014/07/03/us-employers-add-288-000-jobs-in-june" style="color: #005ea6; text-decoration: none;" title="Link: http://www.usnews.com/news/articles/2014/07/03/us-employers-add-288-000-jobs-in-june">288,000 jobs in June</a>, for a total of more than a million new jobs in 2014 thus far. Information technology is red hot, but employers report having difficulty filling IT job vacancies, according to a recent Robert Half International survey.</div>
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This is arguably the best season for job hunters in years, and it's no time to sit on the job-hunting sidelines. Whether you're recently unemployed, stymied in your current job or have opted out of the job market out of frustration, now is the time ramp up your search.</div>
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Here are six tips to guide your process:</div>
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<b>1. Get going</b>. Numerous studies show that the longer you're out of work the harder it is <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/01/29/how-you-can-find-a-hidden-job" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/01/29/how-you-can-find-a-hidden-job">to find work</a>. Your chances are best within the first six months of unemployment. While the weather is warm and you might want to just chill for the summer, doing so wastes precious job-hunting time. Putting your job hunt on hold is likely to make it more difficult to find success later.</div>
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<b>2. </b><b>Think marathon, not sprint. </b>One common mistake people have at the beginning of a job hunt is identifying a job or two that seems ideal and hurrying to apply without adequate preparation. Of course, some people may be lucky in landing that first opportunity, but most won’t. Gear up for a multi-month process.</div>
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Just as a successful runner practices continuously, stretches and wears the correct shoes and clothing, so too must the job hunter. It takes carefully practicing your message, stretching the reach of your network and presenting yourself appropriately.</div>
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<b>3. </b><b>Perfect your tactics.</b> A success-based résumé, LinkedIn profile, branding statement and elevator pitch are all crucial and tactical elements of a job hunt. So too are social media and in-person networking. It is worth investing your time and effort to sharpen your message and skills with all these arrows that should be in your job-hunting quiver.</div>
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<b>4. </b><b>Don’t confuse tactics with strategy. </b>If you only operate at a tactical level, you will likely waste a great deal of time and overlook valuable opportunities. You can kill endless time when you loose yourself online, even at valuable websites like LinkedIn.</div>
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It is critically important to develop a strategy of how to integrate your tactics into an overall plan that you will find workable. There is no one right strategy or methodology. Think about how to invest your time, what professional networking opportunities are available, other individual constraints with which you contend and how to leverage and sequence the use of all the tools in your quiver in conjunction with each other to create an effective strategy.</div>
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<b>5.</b> <b>Volunteering is a job, albeit without a paycheck. </b>This is a perfect time <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/02/06/volunteering-that-extra-boost-needed-to-propel-your-career" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2014/02/06/volunteering-that-extra-boost-needed-to-propel-your-career">to volunteer</a> for a community organization, a nonprofit or a cause in which you believe. It's a way that many people can utilize their skills and keep them fresh, plus add new skills.</div>
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When you devote a significant amount of time to volunteer work, it's totally appropriate to list it as an unpaid job on your résumé. And, it is often the case that when these organizations have a job to fill they will first look to those who have shown a devotion to their cause.</div>
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<b>6. </b><b>Always keep your antenna up for networking opportunities. </b>Even if you are at a summertime party with friends, take time to get to know people you haven’t met before. Explore things and people you may have in common, take pains to learn how you can help others, and you may be amazed to see new possibilities for valuable contacts develop spontaneously.</div>
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When you take advantage of this season, you may find yourself humming that wonderful Gershwin melody, “Summertime” from Porgy and Bess, and be filled with the hope of its lyrics:</div>
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“One of these mornings<br />You're going to rise up singing<br />Then you'll spread your wings<br />And you'll take to the sky”</div>
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Happy hunting!</div>
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<br />
<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/07/08/summertime-and-the-job-searching-is-easy-not" rel="nofollow" target="_blank">View the original article here</a></div>

Summertime, and the Job Searching Is Easy – Not.

Summertime, and the Job Searching Is Easy – Not. This isn't the season to slack off on your job hunt. Some think of the summer as...