If you were to sign up with an online dating service the
first task for you to complete would be to describe what
you are looking for. “What you are seeking in a mate?” It
makes sense. How are you going to find your mate if you
haven’t declared what is important to you?

It’s not that different in a job search. The first question
to ask yourself should be: “What are you seeking in a job?”

Taking some time to think about what is important to you
will help you be more selective in where you apply,
interview, and hopefully end up working. This will also be
a great source of energy, enthusiasm and passion for you
when you are asked, “Why do you want this job?”

Using interview questions as your guide, try flushing out
what is important to you and what is not. In the end
hopefully you will have your own “Wish List” of job
requirements.

Interview Question - “When have you been most motivated?”

This is more than an interview question; it is a question
that you should be asking yourself before the interview.

When have you been most satisfied in your work? When did
you feel like you were making a difference or making a
contribution? Basically, what would you like more of in
your next job?

This simple exercise will help you answer this question
will also help you look inside yourself to think about what
you want “more of,” and what you want “less of” in your
next job. People usually perform at a higher level if they
are satisfied with the work that they do - and as a result
are more motivated to give 100% - plus.

Exercise to Find the Answer

Begin by making a list of the tasks at your last job - the
tasks that you were particularly proud of, or were
energized by. In other words, “when your job turned you
on.” Think about the last time you were so involved in a
project or task that you woke up thinking about how you
could improve the situation. Write those experiences down
and try to determine what the factors were that were
satisfying for you.

Let’s say you were a “Project Leader.” The tasks list would
read something like - “Led a team - Coordinated and
monitored project progress - Assured the flow and
completion of work on schedule - Monitored expenditures and
budget.”

What were the stimulating tasks of this job? Was it the
leadership aspect? Or, was it the challenge of coordinating
the details, and people? Was it completing the project on
time or below budget? Were there customers involved
(internal or external) - if so, is that what you found most
challenging?

What didn’t you like, and hope that you will do less of in
your next job?

After you have written this list for your current job, try
doing the same thinking about previous jobs. If you
recently graduated from college, use the classes that were
most stimulating and interesting for you, or the projects
you worked on with teams.

By making lists of motivating experiences from your last
two or three jobs, you will hopefully begin to see patterns
of projects and tasks that stand out. Analyze what you did
before. Do you want more of this type of responsibility in
your next job? The answer to this question will give you
the answer to the motivation question as well as
possibilities for fulfillment in future jobs that have
similar responsibilities.

Take this list of motivating experiences and script an
answer to the question, “What motivates you?”

This is the start of building your “wish list.” It may take
time, but little by little you will begin to see the
picture. Like the job posting written by employers some of
your requirements may be more flexible and some may be
fixed.

This will be your task to determine which factors are of
the highest importance to YOU.

There is no such thing as the “perfect” answer to this
question. Your answer will be individual and based on your
own satisfaction and dissatisfaction. No one can do this
for you. Only you have the answer.

“What is it that you want in your next job?”

Knowing what you want will make you feel more confident
about finding the right job.

—————————————————-
Carole Martin, America’s #1 Interview Coach has specialized
in the subject of “Interviewing” for the past 15 years from
both sides of the desk. She has produced a free practice
interview that shows you where you are going wrong in your
interview. See if your skills pass the test at
http://www.jobinterviewcoachingcenter.com Do you need some
personal coaching? http://www.interviewcoach.com

The best way is to handle a panel of interviewers is to
take them on one at a time. The board or panel is not one
entity, but several individuals coming together with the
common goal of hiring the best candidate for the job. At
the same time, each person has his own agenda or
department’s interest at heart. For example, the HR manager
will be checking to make sure you are a good fit with the
culture and people working at this company. The hiring
manager will want to know about your technical skills or
business know-how. And the person from accounting will want
to know if you are savvy enough to operate a business
budget.

Board or panel interviews are usually rather formal and
organized, using a standard set of questions for all
applicants. This type of interview is typically used in
academia, government or for high-level executives but can
be used for any other type of position in any company.

Another multiple-type interview is the team or “good
cop/bad cop” interview. The team is usually made up of two
interviewers, one who asks the questions and one who takes
notes. The two typically trade roles, which can be
confusing if they have different styles. In fact, one
person may be kind and gentle and the other more harsh or
pushy. Just remember, these inquisitors are working
together toward the same end. Treat them equally, not
favoring one over the other.

(more…)

Generation Y (the young men and women born after 1977) are
different from other generations in many respects, from
their political views to the careers they choose (or don’t
choose).  Their presence in the workplace is truly making
an impact, causing employers to worry, fret and scratch
their heade, and asking,  “What do I do to attract the
20-something worker, and once I have them, how do I keep
them?”

When it comes to loyalty, the companies Gen Y works for are
last on their list.  These millennial leaders are
ambitious, and if you can’t find a compelling reason to
stick around, they won’t. They will either find a better
job , or they’ll move back in with mom and dad (hey…free
rent and a packed fridge is not a bad deal after all, and
moms and dads are allowing their 20-something age kids to
move back home in droves).

Many employers are labeling Gen Y workers “demanding” and
“self-serving” (not a smart move) and when you look at the
fact that over 64 million workers will exit from the
workforce by the year 2010, this puts employers in a talent
deficit dilemma.  The pools they have to dip  from are
these young men and women from ages 22-30.  So, if you want
to attract the young knowledge work, I highly recommend
that you stop calling them names and start doing what you
can to accomodate their needs, even if outrageous.

(more…)

The days of simply browsing through the Sunday newspaper
and sending out a few resumes in order to win your next
career opportunity are over. The days of retiring after
having worked for just one or two companies are also over.
Downsizings, mergers, offshoring, acquisitions, corporate
reorganizations, consolidation, and other change
initiatives have required rapid adaptation of workers, hard
career decisions, and frequent transitions. These days, the
average worker will hold approximately ten jobs before the
age of 36. The average worker will change careers several
times during his or her lifetime.

While the timeframe for your job search will vary with the
specifics of your situation, a commonly cited statistic is
that the average job search will take anywhere from three
to six months from initiation to the day you begin your new
job. The U.S. Department of Labor indicates that the
average length of unemployment in the U.S. is currently 18
weeks (a little over four months), but this figure covers
all professions, all industries, and all professional
levels. Another common job search statistic tells us that
you can expect to spend approximately one month job
searching for each $10,000 in salary you are seeking.

Do you have a job search planned in 2008? If you do, and if
you are looking forward to your next job search with dread,
you are definitely not alone! Job searching can be
incredibly stressful. But, with some planning, genuine
effort, and sincere commitment, you can minimize that
stress and land a new job - one that is personally,
professionally, and financially rewarding - faster than you
may have thought possible.

Here is a checklist to help you achieve a fast, successful
job search in 2008.

(more…)

Have you ever negotiated an offer?

If not, you are not alone. Most people DO NOT negotiate
salary. They accept what is offered.

Whether you negotiate a salary or not is secondary to doing
your homework before accepting an offer. It is always best
to take some time before signing on the dotted line so that
you understand exactly what you are gaining - or losing.

Here’s an example of someone who jumped at an offer before
doing his homework.

Nicholas received an on-the-spot offer and was thrilled.
This was the job he wanted and he was anxious to get
started. He was going to get more money, and a bonus. What
more could he ask for?

When he got home that evening, he sat down with pencil and
paper and began to evaluate the offer, and what he was
getting overall. He was not only shocked by what he
discovered, but wished that he could go back and talk about
some of the issues. But, he had signed on the “dotted line”
that afternoon.

Once you sign the offer letter, you have essentially signed
a contract. It is too late to go back and negotiate. Never
accept an on-the-spot offer, unless it is absolutely
out-of-this-world. It is generally wise to evaluate what
you are gaining and losing. Let’s look at what Nicholas
found out by doing some simple calculations.

(more…)

The best jobs are not necessarily the ones that pay the
most or that are the most prestigious right at this very
moment. You’ve got to look down the road a ways and see
what the future is like in that particular industry and job
role. Things are always changing, and the hot job of the
moment could dwindle in desirability a few months or years
from now. If you want stability and security, you should
think long and hard about what you ought to be looking for
in an ideal employer.

A great employer is one that looks like it is going to keep
growing in future, getting stronger and more fiscally
robust. You don’t want to get involved with a losing
proposition, so always consider the financial health of the
company you’re applying to. How can you learn more about
the finances of particular companies? You can start by
looking to magazines like Forbes and Fortune to see what
companies are “hot” and which are “cool,” who’s making
money and who’s losing it. There are also plenty of useful
resources on the web; just do some internet searching to
turn up relevant information.

(more…)

“CAN HE DO THE JOB?”

The first item of business for an interviewer to determine
is if you have the qualifications to perform the duties of
the job. That is the basic part of interviewing - to
determine if the qualifications and experiences fit the
requirements of the position.

“DO WE LIKE HIM?” “WILL HE FIT IN?”

The next item of business is to find out if this person is
a good “fit” for the job. In other words, will he fit into
the team and the company culture? Although this is the more
subjective part of the interview, it can make or break your
chances of getting the job.

The way you answer a question could be sending the wrong
message. Are you describing yourself in the best light?

QUESTION: HOW WOULD YOU DESCRIBE YOUR PERSONALITY?

On the surface this appears to be a straightforward
question, but if you answer too hastily you may end up
sounding like every other candidate. What makes you unique?
How can you make yourself stand out and be remembered?

Interviewers ask this question for a couple of reasons; to
hear where you place the emphasis in your description, and
to see how quickly and creatively you can think on the
spot. SPICE UP YOUR ANSWERS

Don’t give the interviewer with the same old answers
everybody else gives. Think about new ways to get your
message across and sell yourself.

(more…)

The stakes have been raised in the job search. Employers
and recruiters receive a deluge of resumes every day and in
response to every job opening. The online resume databases
are packed full with tens of thousands and hundreds of
thousands of resumes! How will you ensure that your resume
will make the cut and that you will capture attention and
get the call for an interview? Here are a few crucial tips
that are absolutely essential to the creation of a
compelling resume in such competitive times.

Tip #1: It isn’t about you, it’s about the employer.

Yes, I know it is a resume and I know that the traditional
foundation of a resume is a listing of your employment and
educational history. But guess what? Your resume ISN’T
about you. Very few of the actual recipients of your resume
actually care where you went to school, where you worked
ten years ago, and what training classes you completed last
year. The simple truth is that the ONLY reason these facts
are useful at all are because they give important clues as
to the value you have to offer to your next employer. Keep
this truth in mind as your write your resume. Yes, you
should still include the traditional elements of a resume,
but that should be secondary. Your focus and emphasis
should be on creating content that is employer-centered and
focused on how you have the unique and superior ability to
meet their needs and solve their problems. Present your
facts within this context.

(more…)

The phone rings just as you are about to sit down for
dinner, but this time it’s not a pesky telemarketer - it’s
a company recruiter calling. You’ve been caught off-guard!
The telephone “screen call” can come at any time - day or
night. Some interviewers find evenings the best time to
catch people at home, where they will be able to talk more
candidly. Therefore, you should be on-call and prepared to
receive a telephone interview at any time.

Telephone interviews, typically conducted by a human
resources staff member or a hired recruiter, are used as
screening tools. By asking key questions, the interviewer
determines whether or not it is worthwhile to pursue you
further as a candidate. The screenings may consist of a few
quick questions or as much as a one-hour grilling.

Some general questions you might expect in a telephone
screening are:

1. Why are you leaving your current job?

2. What kind of salary/job are you looking for?

3. Tell me three adjectives that describe you.

4. Tell me about a time when you had to solve a problem
using creativity.

5. Do you have any questions for me?

(more…)

Not getting a follow-up call when promised is a very common
occurrence. Candidates are sometimes sure that they aced
the interview and are perfect for the position, in fact
they are anticipating a call and an offer. But instead they
get “nothing.” No offer; no call. They never hear from the
company. This is not only frustrating, but reflects poorly
on the company. In fact it is rude. What can you do about
this situation?  Here are some tips on how to handle the
follow up that may save you from some anxiety.

1. Try to find out about the decision-process before you
leave the interview. Ask when you could expect to hear
back. Take that date and then add a few days before you
start to worry.

2. Always send a follow up addressing any concerns you may
have picked up or any thoughts you had about the position
since the interview. Think of this as one more chance to
put yourself in front of them.

(more…)