Quitting With Class

by Caroline Levchuck
hotjobs.yahoo.com


Leaving a job is an exciting yet nerve-wracking experience.

On one hand, you're anxious to start the next phase of your life and likely thinking more about your new job than your current one. But, on the other hand, you don't want to burn any bridges with your current employer.

Handling those final days with grace can be the key to getting valuable references and maintaining a professional network that you've worked hard to build.

Plan Your Strategy

Always have a strategy when leaving a job.

Figure out the logistics of your departure. Will you give the standard two weeks notice or offer more time to ease the transition? How will you deliver your resignation? What if your boss presents you with a counter-offer and tries to entice you to stay? Will you be able to finish lingering projects or help train your replacement?

Thinking through these issues before actually giving notice will help you resign in a professional way. It'll also show your boss and colleagues that you're responsible and dependable up to the very end.

Write Your Resignation Letter

It's standard practice to deliver an official letter of resignation when announcing your departure to your employer.

Keep your letter short and sweet. It's not the place to air your grievances or express negative feelings about the position or your boss.

You also don't have to be overly specific about your reasons for leaving. A simple sentence about exploring a more challenging opportunity should suffice.

And don't forget to thank your employer for the opportunity it gave you.

Resign Face to Face

Resigning from a job is just about always uncomfortable. But it's extremely important to deliver the news to your manager in person, as a sign of respect.

Tell your manager about your resignation before you tell your coworkers. Don't feel the need to explain or justify your departure in great detail. Instead, try to echo the thoughts in your letter of resignation, which you should present to your manager when you speak with him.

Be direct, keep the meeting positive and state your appreciation for everything your manager and the company has done for you.

Your Last Day

Your last day at a job will be a whirlwind of activity.

Most likely, you'll be tying up loose ends, organizing projects, writing instructions for your replacement and saying goodbye to colleagues.

But before you go, make sure you've communicated the status of all your projects to your manager. It's easy to let some items fall through the cracks as you're leaving. Remember: Your behavior on your last day at work leaves a lasting impression on your employer. And you want it to be a good one.

Job Info , Jobs Sources , Career Opportunity

The Hiring Manager: Your Next Boss

by Christopher Jones
hotjobs.yahoo.com


The hiring manager is the decision maker of the hiring process.

Under the advisement of the recruiter, the hiring manager decides the specifics of a position (including salary), who is interviewed for the position and, ultimately, who is hired.

"Hiring manager" is not an official job title. Rather it's a role supervisors perform when a position opens within their department.

Any supervisor or manager becomes a temporary "hiring manager" when they work with a recruiter to fill a position. After the position is filled, they go back to their regular jobs within the company.

Many hiring managers are not trained interviewers. They usually have little more information on a company's formal hiring policy than the recruiter gives them.

Hiring managers feel the full weight of making the right hiring decision. After all, they will be responsible for supervising the person who is hired.

If you want to know what the hiring manager is looking for, focus on the job ad, the basis of which usually comes from information provided by the hiring manager in the requisition form.

What They Do

Don't be misled by the name: Hiring is not hiring managers' top priority. It usually falls low on the list of their day-to-day responsibilities.

Hiring managers generally manage entire departments. Their time is very limited. This time crunch can sometimes cause delays in the process; interviews may be rescheduled often.

Even when you finally do get an interview, the hiring manager is the person most likely to either leave you languishing in the lobby or have his or her interview with you interrupted.

Because of their busy schedules, hiring managers rely heavily on recruiters to screen resumes, line up interviews and close the deal on new hires.

The Inside Scoop

Hiring managers don't always agree with recruiters on who should be hired.

Whereas recruiters want to make quality hires quickly and efficiently, hiring managers tend to be slow and deliberate when making hiring decisions. They don't hesitate to call candidates in for multiple interviews or to stretch out the final decision.

Hiring managers tend to operate under the idea that the more people who interview the candidate, the better. They will often ask members of their department and sometimes even their supervisors to interview candidates.

This cautious approach makes sense for hiring managers, who want to ensure new hires "fit in" with the departments they've carefully cultivated.

What to Ask

The hiring manager is the ideal person to answer any questions you have about the specifics of the position, including the day-to-day responsibilities.

You should also ask intelligent questions that demonstrate you have researched the company and, if possible, the group the hiring manager oversees.

Avoid questions about benefits. Those should be reserved for the recruiter.

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A Fair Question: What to Ask at a Career Fair

by Todd Anten
hotjobs.yahoo.com


You've waited in line, approached a recruiter, presented your resume and given a persuasive-yet-friendly pitch for why you'd be the perfect employee for Company X.

Then the recruiter asks you that ominous question: "Do you have any questions for me?"

You sweat. You stumble. You panic.

You blew it.

Companies want employees who are active and selective. And asking recruiters smart questions is a good way to make yourself memorable to them.

Here's a quick list of potential questions to ask a recruiter at a career fair. Naturally, you're not going to ask all of the questions below -- you've only got a couple of minutes. But this list will get you on the right track and help you stave off the sweats and stumbles.

Questions that focus on what you can offer an employer:

* What kind of person are you seeking for the position?
* What kind of educational background do you prefer?
* What employment experience is required?
* What additional skills, like languages or computer skills, are particularly valuable?

Questions that focus on what an employer can offer you:

* What do you like about working for your company?
* How many people work at your company?
* What kind of benefits does your company provide?
* What kind of advancement opportunities does your company provide?
* Where does your company hope to go in the next few years?
* Is there anything else I should know about your company?
* How can I contact you if I have a few questions later on?

As you talk, remember to:

* Be friendly and conversational.
* Stay positive and stay on topic.
* Speak clearly and speak confidently.

Stick to the questions above, and perhaps you'll soon hear the question you've been waiting for: "When can you start?"

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Holiday Party Etiquette 101

by Robert Half International
hotjobs.yahoo.com


Deck the halls with boughs of holly -- or is it your computer monitor with strands of tinsel? While the holiday season spells last-minute trips to the local mall, dinner with family and friends, and gifts galore, it also likely means an invitation to the office party.

Your company's holiday event is the perfect opportunity to relax with your coworkers, mingle with those you rarely see and gain some valuable face time with members of the senior management team. As a result, it's important to be on your best behavior. Going overboard by acting up -- or dressing down -- could color people's impression of you and undermine a whole year's worth of good cheer.

Here are some tips to ensure visions of your office party exploits don't dance through your coworkers' heads.

Go easy on the eggnog. Overindulging in alcohol can be traced to a majority of office party mishaps. So plan to drink moderately, if at all. It's also wise to eat a small meal before attending. You won't be hungry, enabling you to focus on the conversation rather than the buffet table.

Check your guest list twice. If it's appropriate to invite your spouse or a guest to your firm's holiday party, make sure he or she has been properly prepped beforehand. If you've shared work-related frustrations or bits of company gossip with your partner, he or she should know what's OK to repeat -- and what should remain off the record. Above all, remember the person you bring reflects on you, and his or her actions can affect your reputation.

Stay to spread some cheer. Though attendance may be optional, plan to attend your company's holiday party if you are able. People pay attention to who comes and who doesn't. Stay for at least an hour or two, but don't be the last to leave. If the crowd starts thinning, and the organizers begin cleaning up, make your exit.
Deck the halls, but avoid getting decked out. If the invitation specifies business attire, avoid showing up in cocktail clothes, especially if you have to put in a day's work before the festivities begin. If the party calls for your holiday best, exercise discretion and leave the flashy or revealing outfits at home. If you'd like to add festive flair, complement your look with a seasonal tie, scarf, jewelry or other accessory.

Mingle all the way. The office party is your opportunity to meet colleagues from other departments or chat with a senior manager for a few minutes. To make a positive impression, come with conversation starters in mind, such as asking people about their holiday plans or if they've made any New Year's resolutions. If you're on the shy side, look for people who are easy to approach -- the coworker wearing a Santa hat, for example, or the person standing alone. Try to speak to at least two new people before the night is over.

Don't be a Grinch. Make sure your posture and demeanor indicate your willingness to engage in conversation with others. Frowning or remaining in the corner all night will discourage people from talking to you. So, smile, walk around the room and look people in the eye as you approach them. Also, keep one hand free throughout the evening so you can shake hands with those you meet. (Hint: Keep your champagne glass in your left hand, so your right is not cold and wet when you introduce yourself.)

Be good for goodness sake. When interacting with company decision makers, the little things take on greater importance. Managers trying to determine who will represent the firm well before clients and potential customers may very well take your manners into consideration. That's why it's key to brush up on your table etiquette. Remember, your bread plate is to your left, and drinks are on the right.

In a survey by Robert Half International, 77 percent of executives and 71 percent of employees said they enjoy celebrating the winter holidays with coworkers. Chances are you'll enjoy the company party, too, if you leave knowing you made a positive impression on everyone there.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Passing the Pre-Employment Test

by Caroline Levchuck
hotjobs.yahoo.com


Pre-employment testing has become increasingly common among employers trying to minimize hiring mistakes. In addition to interviewing candidates, employers are now requiring them to take tests as part of the hiring process.

Pre-employment tests can help determine whether a candidate has the necessary skills or the desirable personality traits for a job. And, as with all tests -- from high school math exams to driving tests -- knowing what to expect is half the battle.

Be Prepared

These days it seems job candidates are more likely than ever to be given a pre-employment test -- and less likely than ever to be prepared.

While there's little you can do to prepare for (or fool) a personality test, you can improve your score on other types of pre-employment tests, especially skills and logic tests.

Perhaps not surprisingly, skills tests are usually given for jobs requiring skills that are easy to measure and test. They are common for typists and editors, for example. To prepare for a skills test, practice doing whatever you'll be doing on the job. Typists should practice typing and editors should practice editing.

Logic tests are given to see how well candidates can think "on their feet." Large consulting companies, which build their businesses on being able to solve their clients' problems, are infamous for their brain teasers. The best way to prepare for these types of tests is to practice. Hit the Internet and check out some samples.

Get Real

Your best weapon when taking a personality assessment test: Honesty.

You may experience some temptation to fudge your responses to make yourself appear more attractive to an employer. Don't. These sophisticated tests are designed to get at the truth, even if the test taker is evasive.

Lying is pretty pointless anyway as you could wind up with a job that's not right for you.

Take Your Time

Unless you're specifically told that the test is timed or you know that you have a certain window in which to complete the test, take some time. Don't rush. Be diligent. Rushing increases your chances of making a careless error.

Also, if the test is administered by a person, don't be afraid to ask for clarification of any question you don't understand.

Finally, if you have extra time after completing the test, doublecheck your work.

Stay Positive

To keep anxiety at bay on the day of the test, arrive early, be well rested and maintain a positive attitude. And remember: These tests are standard issue. If you have to take one, chances are every other candidate does as well.

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Tests With Personality

by Christopher Jones
hotjobs.yahoo.com


Around 40 percent of Fortune 500 companies require job candidates to take personality tests -- that's nearly double the 1999 rate, according to a Wall Street Journal report.

You can find thousands of these tests online. Some of them are serious psychological profiles, others are just plain fun.

The Keirsey Temperament Sorter II
Hailed as the "Internet's Number One Personality Test," the KTSII ranks test takers as Artisans, Guardians, Rationals or Idealists.

The Jung-Myers-Briggs
A mother-daughter team developed this popular test using the teachings of psychoanalyst Carl Jung. It pinpoints personality using four scales: Extraversion/Intraversion, Sensing/Intuition, Thinking/Feeling and Judging/Perceiving.

International Personality Item Pool
Choose the 300-item version for the most accurate result.

The One-Question Personality Profile
I didn't think one question could possibly determine my personality, but this test did almost as well as the more complicated Jung-Meyers-Briggs.

Find Your 'Star Wars' Twin
Think this test is all fun and games? Think again. The site reminds visitors that the test is "well-accepted and widely used in the personality field of psychology." Sure, and Darth Vader is Luke's father.

This article originally appeared in Job Tip of the Day. Some of the links may have expired since its original appearance.


Job Info , Jobs Sources , Employment

Better Safe Than Sorry: Avoid Job Search Scams

by Caroline Levchuck
hotjobs.yahoo.com


Job seekers can be especially vulnerable to con artists and scams. And it sometimes seems like there's a new scam every day.

Take, for example, "phishing." These scams, which usually involve a con artist posing as a legitimate business in order to obtain personal or financial information, grew 178 percent from March to April 2004, according to the Anti-Phishing Working Group.

What's more unfortunate: Up to five percent of the people "phished" gave the scammers what they were looking for.

While no one can offer you guaranteed ways to avoid every scam, there are things you can do to protect yourself. Follow these general principles to conduct a safer job search.

Credit Card Confidential

A recruiter should never ask for your credit card number. Or bank account number. Or PIN.

This information is rarely -- if ever -- required to apply for a job. Never give it out over email or telephone.

A recruiter may occasionally ask you to share some sensitive information. Many job applications will ask you to provide your Social Security number and date of birth. But this information is *not* solicited over the phone or email. Rather, it's part of a formal job application candidates complete in writing, usually on the day of their first in-person interview.

It is very rare you will be asked for sensitive information prior to an in-person interview.

Know Your Enemy

Always know who you're sharing personal information with -- and how it will be used.

Use these tips to protect yourself and your privacy:

* If you get a call from an unfamiliar recruiter, get her name, company and phone number. Check with the Better Business Bureau and your local Chamber of Commerce to verify the business's legitimacy. You can also look up the company's phone number independently and call to confirm that the recruiter is actually an employee. Don't share personal information unless you are confident that the recruiter and company are legitimate. As we mentioned in yesterday's tip, be wary if asked to share personal information over the phone or email.


* When posting your resume online, read the Web site's privacy policy to see how your information will be used. You can view Yahoo! HotJobs' privacy policy.


* Use Yahoo! HotJobs' exclusive HotBlock feature to control who views your resume. HotBlock lets you decide who can see your personal information -- and who can't. Find out more here.

Keep Your Money to Yourself

Beware anyone who asks you for money in exchange for finding you a job.

You should never pay for "exclusive" job leads or for a job itself.

If you enlist the services of a career coach, resume writer or background-checking service, check references and get the agreed-upon fee in writing. Also, comparison shop to find the best deal.

Be especially careful of work-at-home scams that require an upfront financial investment or fee. For more information, see our series on "Avoiding Work at Home Scams".

If you're ever concerned about a particular employer or job listing you've seen on our site, please let us know.

Gotcha!

When in doubt, don't share sensitive information. But if you did -- and fear you've been scammed -- take action immediately.

If you shared sensitive information that could allow someone to steal your identity or access your finances, contact your bank and credit card companies right away.

You should also call the major credit reporting agencies: Experian, Equifax and TransUnion.

Also, be sure to file a police report at your local precinct.

If you've been "phished," contact the "real" company and notify it that someone has been posing as its representative.


Job Info , Jobs Sources , Career Opportunity

Deciphering the Language of Job Ads

by Todd Anten
hotjobs.yahoo.com


Whether browsing through job ads for sales executives, elementary school teachers or professional bard tasters, most jobs seem to use strikingly similar language when advertising the qualities they need in a candidate.

This guide will lead through some of the common terms and phrases used in job ads and help you see behind the language to tell you what they're REALLY saying.

An Enlightening 'Experience'

Almost every job ad out there lists the years of experience an ideal applicant should have.

Entry-level job ads generally ask for at least two years of experience, while senior-level job ads could require at least 10 years of experience.

And, job ads often specify exactly what kind of experience is desired (e.g., "at least four years of editing experience").

The big question is: What counts as "experience"?

When pasting together your employment history in response to a job ad, remember to consider less traditional work experience, too.

Internships, volunteer work, part-time jobs, leadership roles in clubs and organizations -- these are all legitimate sources of experience.

If you have less experience than the job ad requests, it doesn't necessarily mean you're out of the running. If you can make a persuasive argument in your cover letter that you gained the necessary skills in a shorter amount of time, you may still have a shot at getting the interview.

Calculating Your 'Minimum Salary Requirement'

Discussing a potential salary is one of the most intimidating parts of landing a job.

So when a job ad requests that you submit your minimum salary requirement with your resume, it raises lots of questions. Should you list the salary you made at your last job? Do you put the absolute minimum you need to live? Or do you put a bit more than your real minimum, just in case they try to go lower?

When facing a job ad asking for a minimum salary requirement, many avoid these questions by listing their salary requirement as "flexible" or "negotiable."

While this is better than not saying anything, many recruiters still want a specific figure so they know they're not wasting their time with candidates can't afford.

If asked for a specific figure, you can list a salary range (e.g., $30,000 - $35,000).

What Are 'Communication and Organizational Skills'?

This is basically code for "Do you meet deadlines, work well with others and get stuff done?"

Job candidates with a track record of working well with others and juggling several projects successfully are generally good bets to be reliable contributors in the workplace.

So when responding to a job ad that asks for strong communication and organizational skills, be sure to emphasize in your resume instances of how you participated on teams, produced reliable work under deadline and were trusted with multiple responsibilities.

Getting a Command of 'Command'

When a hiring manager looks to fill a position, they often want more than just a personality -- they also want someone with a full arsenal of tools.

So, many job ads request that applicants already have familiarity with certain important tools, skills or languages that are relevant to the job.

The language varies, but if the ad requests a "command of," "proficiency in" or "working knowledge of" a particular skill, then it's asking you to be comfortable using that skill in the workplace.

Depending on the industry, some job ads also request a command of industry-specific tools. Jobs in the publishing industry, for example, might ask for familiarity with Quark, a software program often used in publishing. Jobs in Information Technology may ask applicants to have certain tech certifications.

To figure out if you have a "command of" a particular skill, consider:

• If the skill offers an official certification, are you certified? If so, list it on your resume. If not, you may want to rethink applying.
• If the skill does not offer a certification, would you feel comfortable using the skill on a daily basis? Could someone ask you to perform a relatively simple task using that skill?
• When you're not sure what to say, just be honest. If you speak conversational Spanish, then put "Conversational Spanish" on your resume, not "Fluent Spanish."
• Finally, if you notice that certain skills that you don't have keep on popping up in job ads, it may be time to take a training course.

Job Info , Jobs Sources , Career Opportunity

The Recruiter Explained

by Christopher Jones
hotjobs.yahoo.com


Recruiters are the gatekeepers of the hiring process.

In most cases, they serve as your first and last point of contact with a potential employer before the hiring decision is made.

As such, they wield considerable influence over whether or not you get the job. However, they do not usually make the final decision.

The recruiter's knowledge of a position is based on information provided by the hiring manager. This information is usually communicated in a requisition form -- the document that creates a job opening in most companies. The requisition form, sometimes called a "req," is also the basis for the job ad.

What They Do

Recruiters are hiring specialists who work with hiring managers to locate and "place" employees.

Recruiters usually oversee the administrative portion of the hiring process. They post job ads and screen candidates in addition to writing offer -- and rejection -- letters.

Recruiters also run background checks and screen references. If you've fibbed on your resume, the recruiter is the person who's most likely to find out.

The Inside Scoop

Recruiters are multitaskers; they have to be.

On one side of their to-do list, recruiters have hundreds of anxious job seekers; on the other, a bevy of hiring managers who want their positions filled -- like, yesterday.

Add to this the fact that some recruiters handle more than just recruiting. Some smaller companies task recruiters with HR duties (managing benefits, employee training, etc.).

If you want to make sure your telephone calls and e-mails pierce the recruiter's helter-skelter existence, provide as much context as possible, including your first and last name as well as the title of the job you're applying for. Never assume the recruiter is only working to fill the position you're interested in.

Recruiters are notoriously "tough graders." A good recruiter can spot errors and bogus information on a resume in seconds. If you want to make the cut, be sure your resume is concise, well organized and error-free.

Lastly, follow instructions in job ads to the letter. "Exceptions to the rule," is not a concept easily grasped by recruiters facing a fresh mound of resumes.

What to Ask

Job candidates who confuse the roles of the recruiter and hiring manager often ask the wrong question to the wrong person and wind up ruining otherwise good interviews.

The recruiter is your general resource for company information. Pitch him or her questions about employee benefits, including health insurance and 401(k) plans.

I generally advise job seekers not to ask about vacation in an early interview as this can be interpreted negatively. ("He hasn't even worked here a day, and he's already interested in vacation!")

As the recruiter oversees the administrative duties associated with filling open positions, you might also want to ask about the next steps in the process.

The recruiter will also be able to tell you who your primary contact will be. Make sure you get this person's name, title, phone number and e-mail address.


Job Info , Jobs Sources , Career Opportunity

'What Worked For Me': Advice From Successful Job Seekers

by Caroline Levchuck
hotjobs.yahoo.com


Looking for a way to get your resume noticed? Need answers to those seemingly impossible interview questions?

Ask you neighbor. Or your best friend. Or even your third-cousin-once-removed.

People who've waged successful job searches can be an invaluable resource when you're looking for a job. You can learn from their successes -- and mistakes -- as well as pick up a few tips and tricks along the way.

Be Open-Minded

Relocating to Virginia from upstate New York, Jamie Chigos landed a position as a financial analyst within two weeks. How?

"I kept an open mind, sent resumes everywhere and went to every agency whether they were hiring or not," said Chigos.

In addition to applying to as many companies as possible, Chigos tried to be open to a range of opportunities.

"People have to be willing to be open-minded about the kinds of positions they want," said Chigos. "Instead of going for a specific job, try going to a company or an employment agency and saying 'This is what I know.' What you know can be applied to a number of different positions."

Answer When Opportunity Knocks

Three years of unemployment didn't prevent Michele (who asked us not to use her last name) from getting a job as a management consultant with a Big Four firm.

She landed her permanent job by accepting a temporary solution. "My thinking became short-term. [I asked myself]: How do you survive in this market?" she said.

Through a friend, Michele landed a contract position. It wasn't her ideal job, and she was overqualified for the position. But she was willing to work for people who had less experience than she did.

"If you're unemployed for a long time, you have to adjust to a new reality. I [was] grateful for the opportunity. ... I worked hard and I made myself indispensable," said Michele.

Michele's attitude and performance in her contract assignment paid off: She now has a permanent job that utilizes her experience and pays her well for it.

Craft a Cover Letter That Stands Out

After graduating from law school, Autumn Leach wanted to find a job quickly. She drafted a cover letter that accentuated her unique experience and made her stand out as a candidate.

"I had the standard entry-level lawyer resume that you have to use, but I used the cover letter to introduce myself more," said Leach.

"I mentioned that I'd worked on a political campaign in San Diego. My current boss is running for office in Anchorage, which sparked his interest in me. It was a lucky move that paid off."

Leach is now working as an attorney in Alaska. She credits her cover letter as being "key" to finding her job.

Don't Neglect Your Network

Curtis Potter wasn't even actively seeking full-time work when he was appointed creative director of an advertising agency. He credits his new job to his solid professional network.

Potter had left his most recent job on good terms and had stayed in touch with his boss when he moved cross-country.

"I would visit whenever I went back to the West Coast and have dinner with him when he came to New York," said Potter.

Potter also built a strong network in and around New York City.

"A former colleague from a local agency called me and told me about the opening, and I sent my resume in. She talked me up to her bosses and they reviewed my resume. It turned out that they knew my previous employer," said Potter.

"I had two strong references going for me -- a former colleague and a former boss. The agency interviewed tons of people, but I think these connections made all the difference," said Potter.

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Five Ways to Rescue a Dying Interview

by Todd Anten
hotjobs.yahoo.com


There are many ways for an interview to go wrong.

You show up late. There's a stain on your shirt. You accidentally insult the interviewer's mother.

All avoidable mistakes.

Sometimes, however, there simply isn't a clear explanation for why an interview isn't going well. Sometimes, no matter what you do or say, an interview just fizzles.

Don't panic -- you can save this interview.

The first step: Smile. Body language plays an important part in an interview. If you relax your shoulders and give a big ol' grin, you'll feel more comfortable ... and so will the interviewer. Smiling also helps increase your energy and project confidence -- all plusses in an interview.

While smiling is a good start to turning an interview around, there are other steps you can take.

Ask the Interviewer Questions

This is known as the "switcheroo."

If you feel that you just aren't giving the right answers to an interviewer's questions, try changing tactics -- and ask the interviewer a few questions of your own.

If you momentarily switch the focus from yourself to the interviewer, it will give you a chance to regroup and compose yourself. Also, it will make the interviewer do some talking, perhaps giving you a clue to what he or she is looking for.

Be sure to prepare your questions in advance and make sure they are appropriate. Some examples:

* What's your favorite thing about working at this company?
* How would you describe the working environment here?
* What's a typical day like in the department?

Get Feedback

If an interviewer seems bored or cold while you're answering a question, all is not lost.

Stop and ask if your answer is going in the direction they're looking for. That way, you can avoid talking about the wrong things and begin talking about the right things.

Maybe you misunderstood the question. Or maybe the question wasn't phrased clearly. That doesn't mean you have to struggle -- just ask the interviewer for some clarification.

If you still feel like the interview is going poorly, ask if the interviewer has any concerns or questions regarding you as a candidate. That way, you can respond to any worries directly.

The key point to remember: If an interviewer is getting bored or appears distracted, cut your answer short and get some feedback.

Flattery Will Get You Everywhere

Everyone likes to feel good about themselves. Even interviewers.

So to put an interviewer in a better mood, offer a compliment.

Say a nice word or two about the company, the office's location, the view from the window -- something that will make the interviewer feel good. Paying a compliment also indicates you are a positive person, an attitude many hiring managers seek in candidates.

Giving a compliment about the company is especially useful, since it will offer you a chance to show that you did research on the company before the interview, proving you're well prepared.

A note of caution: Your compliments should not be too numerous, too obvious or too personal. If you suddenly begin gushing about how GREAT the interviewer's haircut is, the interviewer will see right through your charade. Better to keep your compliment simple and safe, such as saying how friendly everyone seems to be.

You May Not Be the Problem

If you feel like you've done everything possible to succeed in your interview but you're still getting the cold shoulder, then follow this advice: Just do your best and move on.

Perhaps the interviewer fought with his or her spouse that morning, or perhaps the interviewer is sick. Or perhaps, for no reason, the interviewer is just in a foul mood.

There are innumerable reasons why an interviewer may have been in a bad mood ... many of which have nothing to do with you. Interviewers are people too and everyone has bad days.

So remember to trust yourself and not let it get you down. Just do the best you can and try not to worry about things you can't control.

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Four Don'ts When Dealing With Recruiters

by Erin Hovanec
hotjobs.yahoo.com


What's the first step to getting a job interview? Getting past the recruiter.

Recruiters are usually your first contact with a potential employer. And they often decide whether your resume lands on the hiring manager's desk or in a far-off filing cabinet.

While it's important to know the basics of what recruiters do, you also need to know what they DON'T do. After all, you don't want an inappropriate request to ruin your chances for an interview.

Here are four things you shouldn't ask of a recruiter.

Don't Be Overly Friendly

Sure, recruiters are usually warm, friendly and helpful. After all, it's their job to put you at ease and guide you through the hiring process. But they're professional colleagues, and it's crucial that you never forget it.

Think of the recruiter as a respected coworker and treat them accordingly. Be friendly, but not overly casual or familiar. It's wise to keep personal conversations, jokes and physical contact to a minimum.

After a tough interview with a hiring manager, you may be relived to see a recruiter's smiling face. Don't be tempted to let your guard down though; you're still "on," even if the interview has ended.

A useful rule of thumb: Don't say or do anything in front of a recruiter that you wouldn't say or do in front of your boss (or your mother).

Don't Expect Career Coaching

The recruiter's goal is not to help you get a job. It's to help you navigate the hiring process at one specific company.

Recruiters aren't career coaches. It's not appropriate to ask them to help you craft your cover letter, edit your resume or plan your career path.

You can ask questions about the company or industry in general, but try to relate your questions to the job you're being considered for. And save your best, most thoughtful questions for the hiring manager -- that's who you need to impress most.

Don't Ask for Insider Information

There's only one job candidate you really need to worry about: You.

Though it may be hard to resist, don't ask about who you're up against for a job. Recruiters generally won't share information about other candidates. And asking for specific details about the competition makes you look insecure in your own skills.

However, questions about the hiring process or the position itself are fair game. Here are a few questions you can feel comfortable asking:

* Are you still interviewing candidates?
* How large is the current pool of candidates?
* How would you describe the ideal candidate for the job?
* Is there anything I can do to make myself a stronger candidate?

The best way to get an edge on the competition? Make yourself a more competitive candidate.

Don't Request Special Treatment

Although you may wish you were, you're probably not the only candidate for the job.

And, while recruiters are often happy to help, their aim is not to be your advocate to the hiring manager. Their aim is to fill a position.

Never ask a recruiter to put in a good word for you with the hiring manager. If they think you're a strong candidate, they'll probably sing your praises anyway.

Also, don't ask them to relay a message to the hiring manager for you. Instead of saying, "Tell So-and-So it was very nice to meet him ...," send a thank you note.

Taking the initiative and speaking for yourself shows the hiring manager that you're capable, confident and conscientious.

Remember, if you treat the recruiter well, chances are they'll treat you the same way.


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Interview In Style

by Karen Robinovitz
hotjobs.yahoo.com


You have one time to make a first impression. So what you wear to your job interview is vital.

"It's critical that you dress appropriately, as it lets companies know that you respect their culture, have done your homework, and care about the overall impression you make," says Deborah Lloyd, Executive Vice President of Design and Product Development for Banana Republic.

But what should you wear? It should come as no surprise that a recent Yahoo! HotJobs poll shows that 82% of workplaces are casual, making it tricky to figure out what to choose - a suit or jeans, pants and a button-down?

Because the rules about how to dress in the workplace have changed, people spend a lot of time thinking about dressing for an interview. In fact another Yahoo! HotJobs poll indicates that consumers spend more time choosing an outfit than they do researching their potential employer. And 30% admit to shopping before the big day.

So before you make a dent in your bank account, here are some things to keep in mind.

RULES OF THUMB

While different industries call for different work attire, there is one basic tenet that all experts swear by: better to overdress than underdress. Dress according to the culture and style of the company that you're interviewing with.

Warren Davis, Director of Recruiting and Employment for the RadioShack Corporation, believes "attention to detail [with what you wear] at the very least suggests that you want to leave a favorable impression."

The key is to appear pulled together, regardless of where you interview, be it a bank or a sporting goods store. "While it's a safe bet to wear a suit more often than not, there are ways to wear one and dress it down or up, depending on where you're interviewing," says Rosemary Feitelberg, the Market Editor of Women's Wear Daily.

"In a place where the environment is casual, you may stand out in a bad way in a formal pinstripe suit, so try a jacket and pants that are not the same material, maybe cotton so it's not so dressed up," she offers. "But for a corporate environment, you need to pull out all the stops. A casual suit would not fit in." If you're unsure of what to wear, ask Human Resources. They will happily help.

Here are some strategies to dress for interview success for three different work environments.

CASUAL CULTURE

While not all office environments have a buttoned-up dress code, it's still important to look professional. It's easy to get away with modern yet timeless options when interviewing at a casual-culture company (think education, retail, hospitality, and certain dot-coms).

Overdressing as if you're going to a formal affair would make you stand out in a negative way. There's a fine line between overdressing and appropriate dressing, but it's one that is easily walked. The point is to demonstrate that you can fit in.

For example, a casual jacket or blazer with trousers is a smart option for men and women. Women could also choose a knee-length (or longer) skirt with a blouse. Put a personal style stamp on the outfit with accessories, but never over-accessorize, as it will be distracting. Men can turn a suit into something more relaxed, Dan Peres, Editor in Chief of Details magazine suggests. "Your tie doesn't have to be knotted to the top."

Maria Reiling, eBay's Director of Fashion suggests, "Black leather oxfords for men, black pumps for women, and remove flashy necklaces or anklets."

Unless you're interviewing for a position at a trendy restaurant or club in a fashion-forward city like New York, avoid ripped denim jeans at all costs. It is never appropriate, even if you pair it with a sophisticated top.

Truth be told, "even casual companies like to see people convey a sense of respect for the opportunity to interview. If you really can't see yourself in a suit or are sure it would be too much for your interview, I still recommend a pair of well-pressed and well-fit slacks and a button-down shirt," Reiling advises.

CREATIVE JUICES
Creative industries - like entertainment, publishing, public relations, special events planning, and music - are known for encouraging employees to express themselves through style and fashion. But interviewing for a job in one of these industries is another story.

If a suit is required, men should wear a more sleek version with flat-front pants. Women can go the suit route or take cues from Jackie O. with a perfect shift dress, tights, and round-toe pumps. The trick is to take a traditional look but add your own style to it.

Jane Buckingham, President of The Intelligence Group and author of "Modern Girls Guide to Life," suggests you add a fresh twist in the way you accessorize.

"Highlight your personal style with cool jewelry, really fabulous shoes, or a knock-out handbag. It will make you look stylish - and help you stand out," says Buckingham.

Peres' ideas for making an outfit yours include "getting a tie that reflects your personality, but not one that is so wild that it's distracting. And try wearing a dark shade of green or a light gray if you really want to be different but still professional."

Men can get inventive, too. Try dressing up jeans with a jacket or a cashmere V-neck sweater and a shirt. Peres' also suggests a dark suit and shirt, worn without a tie. But he warns, "A navy suit and white shirt without a tie just looks unfinished."

GOING CORPORATE

If you are a stockbroker, banker, advertising executive, or high-ranking businessperson, then you have to dress for it.

"If you dress the part, you instill confidence, and establish yourself as a strong candidate for the job," says Lloyd.

Women can jazz things up with a jacket and skinny-leg pants or a subtle ruffle-trimmed skirt. "Just ask yourself, would Condoleezza Rice wear this? If so, it's a good bet. She is the epitome of professional chic," Buckingham notes.

Just don't get seduced by price tags - stylish professionalism does not have to mean breaking the bank. "It doesn't need to be an expensive brand name," Peres says. "But it should fit well, [be] pressed, be hemmed right, and made of material that isn't too flimsy."

Peres' suggests that men invest in one quality suit that will last a lifetime. Suits evoke the sense of class, polish, and refinement that is necessary for a corporate job, but there's nothing wrong with "making it yours and going with a modern style," says Buckingham.

At the end of it all, the time and effort you take when deciding what to wear will be worth it when you hear, "You're hired!"


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The 10 Biggest Interview Killers

by Joe Turner
hotjobs.yahoo.com


When you're on a romantic dinner date, you try to avoid "mood killers" -- talking with a mouth full of food, cursing an ex-lover, or complaining about a foot ailment. During a job interview, you have to avoid similar spoilers if you want to make a good impression.

Here are 10 of the most common "advantage killers" and how you can steer clear of them during your next job interview.

1. Not knowing your aim. Too often candidates think their purpose in an interview is simply to ask for a job. Your goals are to demonstrate how you are a good fit for the organization, and to assess whether the job is really right for you.

2. Being too needy. Neediness is probably the No. 1 advantage-killer in an interview. Remind yourself before walking in the door: you do not need this job. You do need food, you do need air, and you do need water. Keep things in perspective.

3. Lousy nonverbal communication. This is about demonstrating confidence. Your first impression makes the difference. When you enter the interview room, stand up straight, make eye contact, and offer a strong handshake with your interviewer. If necessary, jot their name on your notepad as soon as you seat yourself. Do the same for any other individual you are meeting with.

4. Compromising your position. You should always participate in the interview as an equal, not a subordinate, of the person conducting the interview. Often this is a subtle matter of self-perception, so remind yourself before the interview.

5. Falling into the answers-only rut. An interview is a conversation. Don't just answer their questions. That's why you've prepared stories to highlight your accomplishments, which will be your moments to shine. When you do answer any questions, make sure that you answer immediately and follow up with a question of your own, if at all possible.

6. Rambling. Telling your interviewer more than they need to know could be fatal. Your stories should be 60 to 90 seconds long and they should have a relevant point. Focus, focus, focus. Stick with your rehearsed stories, your research, and the questions you need to ask. Don't fill up the silence with unnecessary talk.

7. Being overly familiar. A good interviewer will be skilled enough to put you at ease within the first 10 minutes of the interview. That doesn't mean that they have become your best friend. Don't let your guard down. You're there to interview them and get answers to your questions. Treat this from start to finish as the professional business meeting that it is.

8. Making incorrect assumptions. Points are not deducted at the interview for asking questions when you don't understand something. Don't guess at what your interviewer means. Effective interviewing is all about collecting information in real time, taking good notes, and responding only to the actual facts you've collected. If you find yourself making assumptions or guessing about something that was said, stop and ask for clarification before you answer.

9. Getting emotional. At times the interviewer may hit a nerve or consciously try to provoke you into an "outburst." Don't fall for it. Clear your mind of any fears or expectations, so you can maintain a calm, open-minded perspective at all times. When emotions enter into an interview, failure follows.

10. Not asking specific questions. You want to find out more about what this job is really about and whether you want it. Arrive with a list of several prepared questions about the company, the position, and the people who work there. Ask questions that begin with "what," "how," and "why." Avoid simple yes/no questions. Get your interviewer talking as much as possible, then take notes. Most interviewers are unimpressed by someone who has no questions.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Discover more of his job-search insights by visiting www.jobchangesecrets.com.


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Four Questions to Ask a Potential Manager

by Caroline Levchuck
hotjobs.yahoo.com


Happiness on the job sometimes comes down to one person: Your manager.

Your manager can matter more than money, title or benefits. People don't always quit jobs, they sometimes quit bosses. Many workers leave a position because they're unhappy with their bosses.

On the other hand, if you genuinely like and respect your boss, your job can be rewarding, fulfilling and even fun. But how can you ensure that you and your potential boss will get along?

While there are no guarantees, you can often recognize a boss who's right for you -- if you ask the right questions.

The Ideal Employee

Do you want to know what your potential manager will expect from you?

Ask her, "What's your ideal employee like?"

If her ideal employee works long hours on a regular basis, expect to do the same.

If her ideal employee is someone who never questions procedure, don't plan to arrive and immediately implement new ideas.

If her ideal employee works independently, rest assured that you won't be micro-managed.

You're likely to be happier on the job if you and your potential manager have similar working styles. After all, everyone deserves a manager who thinks that they're the ideal employee.

The Skinny on the Staff

You can tell a lot about your potential manager from his staff.

Ask him, "Can you tell me about the people I'd be working with? How long have you worked with them?"

Pay attention to how well your potential boss seems to know his staff. Can he list their individual accomplishments? Is he proud of them?

Note his tone and energy when he talks about his team. Does he sound upbeat and positive? Or is there a hint of frustration or disappointment in his voice?

Also note how long his staff has worked with him. High turnover can be a red flag, and happy employees are more likely to stay put.

Results and Rewards

Do you want to excel on the job? If so, then you need to know how a potential manager defines excellence.

Ask her, "How do you measure success on the job?"

You may be accountable to complete projects to deadline and under budget. Or perhaps you'll need to reach a certain benchmark in your performance, for example a dollar value in revenue or a percentage of satisfied customers.

You should also ask about the typical career path for an employee who successfully meets his goals. After all, you want to work for a manager who recognizes and rewards excellence.

A Problem Solved

Sooner or later, a problem will arise. And you need to know how a potential manager will handle it.

Ask him, "What's your approach to solving problems?"

Knowing how a potential manager solves problems can give you insight into his management style. Does he prefer to take charge and make a decision independently? Does he delegate the decision to a staff member? Or does he favor a more collaborative style of problem solving?

Finally, keep in mind that a potential boss' overall attitude toward answering questions can be very telling about his management style. If he's open to questions and answers thoughtfully, he's likely also open to exploring and improving his working relationships. And that's one quality that makes for a great manager.

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