Job Interview Tips to Impress

Job Interview Tips to ImpressJob Interview Tips to ImpressYou never know what youre going to face once you send in your resume for that great job opportunity, so get ready to be adaptable. Everything from video bewerberinterviews to bizarre questions may be coming your way.One of the big reasons candidates find interviews stressful is that there is no standard process. Some companies conduct a phone interview first, while others bring you in to meet with multiple people. Still another may want a video interview - and that doesnt take into account the mystery of what the hiring manager will be like. Friendly? Tough? Who knows.Whatever scenario your interview follows, we have your back with tips for nontraditional and challenging situations.Contact us or search jobs to find your next career opportunity.Lets SkypeNot all job interviews are created equal. Check out our tips for nontraditional interview circumstances, from video chats to oddball questions.Nice You dont even have to drive in for this one you get to interview from the comfort of home. Dont get too excited, though. A Skype interview still requires careful preparation so you come across well on camera.1. Pick a clean backdrop. Think carefully about where youll sit and inspect the background. You dont want the interviewer to see a basket of laundry or your childs soccer gear behind you. The ideal setting is well lit a wall as the background. Be koranvers, too, that the area is free from noisy interruptions.2. Dress up. The camera may see you only from the waist up, but its best to dress like youre headed for an on-site interview. You never know when you might need to stand up or move, and youll definitely raise eyebrows if you have pajama bottoms paired with that suit jacket.3. Make eye contact (with the camera). Resist the temptation to glace at the image of yourself on the screen and instead give your entire attention to the hiring manager. Look straight into the camera so youre making eye contact wit h the hiring manager.4. Test the tech. Familiarize yourself with all of the features you may need during a Skype interview in advance so you know itll work right. Also check your positioning in front of the camera, the lighting in the room and how your outfit looks on screen.5. Get posture points. Sit up straight, smile and speak up so youre coming across well to the interviewer.Also check out our short video for advice on handling video interviews.Turn curveballs into home runsSome interviews arent at all what you expect. Here are a couple of challenging scenarios and job interview tips if faced with them1. Field odd questions like a pro. Dont be alarmed if the hiring manager asks you a question that seems to test your IQ instead of your job knowledge. These questions help reveal a candidates creative thinking skills. If you get one of these, think about whats really being asked and answer as honestly and thoroughly as you can.2. Overcome badeanstalt vibes. Sometimes it seems like the hiring manager sized you up the moment you met and for some reason already decided against you. Stay on pint with the answers to their questions. When applicable, make sure to include examples of your accomplishments and success. Additionally, ask relevant questions to assure the interviewer that you are engaged and interested in the position.3. Meet more of the team. If the hiring manager changes up the structure of your interview and decides to have you meet with other employees, this could be an encouraging sign that theyre interested in you. Take the opportunity to learn what others on the team do, and relate your contributions to their roles in the company.Ring, ringIts phone interview time Before you sit around in your sweat pants and wait for that scheduled call, heres what you need to know1. Prepare - then prepare more. Make sure youre up to speed on the company, job description and your interviewer ahead of time. Prepare as though this is your one and only chance to co nvince them to hire you. One benefit of talking on the phone is that the interviewer cant see you, so you can keep your research notes and/or your laptop with key sites loaded up in plain sight.2. Know your answers cold. The call may start with (or consist entirely of) typical interview questions. These questions, although basic, can determine who gets an in-person interview. The difference between knowing exactly what you want to say and fumbling for the right words could make the difference.3. Create a good interview space. As with video interviews, a private room with no audible distractions - barking dogs or a neighbors lawnmower, for example - is ideal. Also make sure youre comfortable, whether you like to stand or sit while on the phone. Mute your laptop, disable social media notifications on your phone and make sure no passersby will disturb you. Curating this space ensures you can keep complete focus throughout the call.It takes time and effort to prepare for - and execut e - a strong interview, whatever for them meeting takes. How well you walk into the situation often determines how well you walk out of it, and how good an impression you make on the hiring manager.

7 Tips For Handling an Out of Town Job Interview

7 Tips For Handling an Out of Town Job Interview7 Tips For Handling an Out of Town Job InterviewJob bewerberbewerberinterviews are stressful.There are a lot of factors to prepare for, from reviewing common interview questions to finding a great interview outfit.But what if that interview is in another town or state?If you are looking for a job outside of your area, you will need to know how to prepare for an out of town job interview.There is more to think about than just the interview questions you will be asked and what you will wear.But dont worryHere are some tips on how to handle your out-of-town job interview.Determine how expenses are being coveredKnowing what expenses are included when you are traveling for an interview is crucial.If it is not explicitly expressed, ask what travel expenses you will responsible for?Is airfare or gas expenses covered? Are you responsible for your hotel? Do meals and transportation fall under covered expenses?These are all questions that should be asked prior to the interview.Its also important to ask if the covered expenses are paid up front or if you will be reimbursed for your travel.Be clear on your arrangementsOnce you have determined how the expenses will be handled, you will need to be aware of how the arrangements are being made.Most companies will provide you with a detailed process of how they handle travel arrangements, but if you have any questions, be sure to ask.Know who is responsible for booking your travel and lodging and how you will get information on the arrangements.If you are responsible for the travel costs or you will be reimbursed, you will most likely be managing your own arrangements, but ask for clarification if necessary.Make smart financial choicesIf your potential employer is covering your expenses, be mindful of your spending.notlage being responsible for the cost does not mean you should run up the bill unnecessarily.On a trip to the job interview, you want to make sure your expenses portra y you as a candidate that can make smart financialchoices.If booking your own flight or hotel, fly coach and choose a modest business hotel.Treat your expenses as part of the interview.Dont rack up room charges with expensive room service or pay-per-view movies.Be aware that your expenses, if too indulgent, could make you appear irresponsible to the company. Arrive early if you canIf you are planning your travel arrangements, consider arriving a day early.Giving yourself a day to prepare without the worry of being late can cut down on stress and make it easier for you to focus on the interview.Traveling the day before can also cut down on unexpected travel delays, like canceled or late flights or traffic accidents.Additionally, if you are unfamiliar with the area, arriving early can give you time to find the location of your interview and get familiar with the town.Arrive a day early and give yourself time to settle in and prepare the night before the interview.Account for day twoIf you did amazing on your interview, you might find the company asks you to return the next dayBe prepared for the second day and know how to handle impromptu interviews.If you can, make your travel arrangements flexible for an additional day of interviews. Make sure your schedule is clear for two days after the initial interview.Also, come prepared with at least two sets of interview clothes in case you are asked back for another meeting.Always be on interview modeTraveling to a new town for an interview may seem like a vacation, but its important to remember the reason you are visiting.You never know who could be connected to your potential company when you are visiting.Be polite and professional to those around you, even if you are at the hotel or out to dinner in town.News of your rudeness with hotel staff or excessive drinking at a hotel bar could get to your potential employer and keep you from getting the job.Prepare for the interview ahead of timeTraveling can put a lot of st ress on you.There are a lot of factors to consider when traveling that can distract you from your interview.Before you head out of town, make sure you are prepared for the interview.Research common interview questions and answers.Gather any supplies and papers you need.Write down your potential questions to ask during your interview.By preparing ahead of time, you will be able to eliminate additional stress and have resources to review the night before.

Sitting Near a High-Performer Can Make You Better at Your Job

Sitting Near a High-Performer Can Make You Better at Your JobSitting Near a High-Performer Can Make You Better at Your Job The people we sit near at work inevitably impact our day. They may brighten our mood or drive us crazy.Whats more, our work neighbors can actually change how well we do our own jobs .Researchers looked at the 25-foot radius around high-performers at a large technology firm and found that these workers boosted wertzuwachs in coworkers by 15 percent. That positive spillover translated into an estimated $1 million in additional annual profits, according to new research from Dylan Minor , an assistant professor of managerial economics and decision sciences at the Kellogg School.Of course, the flipside is that bad eggs impact their neighbors, too. Negative spillover from so-called toxic workers is even more pronounced- sometimes having twice the magnitude of impact on profits as positive spillover. Yet, while this toxic spillover happens very quickly , it also dissipates almost immediately once that worker is either fired or relegated to the far physical reaches of the company.Which means that companies potentially have a very cheap way to boost productivity - simply shift some desks around- as opposed to relying on expensive training and recruiting, Minor says. In an era where companies are experimenting with open floor plans and other nontraditional seating arrangements, the stakes can be high. Minors research provides tangible takeaways for leaders thinking about how to group their staff.Companies are realizing that, wow, spatial management really does matter. Lets put some more work into thinking about how to do it well, he says.This research grew out of previous work by Minor and coauthor Michael Housman of HiQ Labs that focused only on toxic workers . Using data from consulting firm Cornerstone OnDemand , the researchers analyzed more than 58,000 hourly service workers at 11 well-known firms. They found that a toxic workers negative financial impact- $12,800 by their calculation- was far greater than the financial boost that comes from a superstar.Minor and Housman presented their findings to the firms involved. A technology company in California that was part of the study approached the researchers afterward and asked if they could drill down deeper into the data. How, the company wondered, did physical proximity impact spillover?Weve known since kindergarten that who you sit next to can matter, Minor says.But its notlage so simple. People are not uniformly good or bad at their jobs many excel in some areas and are average or below average in others. In todays world, most of the jobs we do are very much multidimensional, Minor says. Were not just putting widgets together one piece at a time.So what did physical proximity do when employees work was approached in a multidimensional way? To explore this, Minor and Housman got two years worth of detailed information on the performance of more tha n 2,000 workers at the tech firm. They picked two measures of performance- speed and quality- and gave workers a ranking of either high or low for each.They also defined toxic workers the same way as in their previous research, as anyone whose behavior was so bad that they were fired. Toxic workers ended up comprising about 2 percent of the workers studied.Then the researchers literally mapped out where each employee sat and analyzed how each rolles work shifted over time as their neighbors changed.Having a high-performing neighbor is a bonus for everyone. Employees who ranked high on either speed or quality boosted the performance of those within a 25-foot radius.The impact was particularly strong on those who were matched with someone who had a complementary skill. In other words, if Bill is rated high for speed and Bob is rated low, Bobs speed will improve when he sits near Bill, more so than if they were both already speedy workers. The same holds true for quality.And, crucially , Bills speed will not be dragged down by his slower-moving neighbor.The beautiful part of it is that when we put these people together, theyre not going to materially suffer on the area of strength, Minor says. Theyre only going to improve on their area of weakness.This idea of matching people with complementary strengths makes sense when the skill in question is something that has a finite upper limit, like speed, Minor explains. But for other skills, like creativity, where there is no true upper limit, it might make sense to pair people with the same strengths so that their positive spillover keeps nudging the other to do more and more creative work.Toxic workers are really, really toxic. And they infect their neighbors very quickly.Once a toxic person shows up next to you, your risk of becoming toxic yourself has gone up, Minor says. And while positive spillover was limited to about a 25-foot radius, with toxic workers, you can see their imprint and negative effect across an entire floor.Keep in mind how narrowly the researchers defined toxic- someone who is fired for their behavior. This means that simply sitting near someone who gets fired means you yourself are now more likely to commit an act heinous enough to merit firing.And this toxic spillover happens almost immediately. The researchers saw neighbors go bad, so to speak, as soon as that toxic neighbor showed up. Whereas positive spillover that boosted speed or quality generally took a month to impact a lower-performing neighbor.Why is negative spillover so much more powerful than positive? Minor believes it is line with many other psychological studies that show that, negative effects have more of a magnitude than positive effects. For example, losing $100 is more painful than winning $100 is joyful.But even among the toxic, there is reason to be reassured, Minor says. Once theyre transferred or fired, your risk pretty much immediately subsides. Plus, he adds, most people are not toxic.Next the researchers explored why spillover happens. Are people learning good or bad behavior from their neighbors or is something like peer pressure at work ?They reasoned that if employees were learning from those nearby, then the positive or negative effects would continue after their influential neighbor left. But the data showed that both positive and negative spillover were fleeting.While this is unfortunate for positive spillover- wouldnt it be great if the improved employee continued being awesome forever?- it is good news in the negative department.You could have this other kind of model where people learn how to become a criminal or a jerk and then they stay a criminal or a jerk, Minor says.The researchers findings provide some tangible advice for managers.In addition to measuring spillover, Minor was interested to find that, at least among the hourly workers he studied, there really was no such thing as a worker who is highly skilled in everything.Theres not really that quote u nquote superstar, he says. Its more a story of finding different specialists in a way that you can pair them together.He advises leaders to think about what strengths they want in their employees and then narrow that down to the two or three most important ones. Then leaders should decide whether to pair people with similar or complementary skills near each other, based on whether the skills have an upper limit, like speed, or do not, like creativity.You can actually measure a lot of this stuff and be pretty scientific about putting together an optimal spatial management of the organization, Minor says.Yet much of the changes in office layouts have not been done scientifically. Minor is working with the same firm now to look at the pros and cons of open floor plans. Other offices are experimenting with different nontraditional seating, he says, like nomad workers, where people have no fixed desks and just roam around.Architects are trying all kinds of crazy stuff, Minor says. Ther e are all kinds of theories behind it, but so little research.Previously published in Kellogg Insight . Reprinted with permission of the Kellogg School of Management.

3 Team-Building Exercises for Accounting and Finance Staff

3 Team-Building Exercises for Accounting and Finance Staff3 Team-Building Exercises for Accounting and Finance StaffPeriodic gruppe-building exercises can go a long way toward cultivating team morale and developing employees interpersonal skills and other leadership abilities. Both efforts are essential to retaining top performers in todays challenging hiring environment.Beyond tried-and-true extracurricular activities - such as a group outing to a local sporting event - aim for team-building exercises that promote staff discussion about work-related topics in a fun and memorable way. Here are three creative ideas.1. Accounting game showBy using a popular game show format, such as Jeopardy, you can share information and training messages in an engaging format.Split the department into teams, and try to stick to content employees can use in their everyday work. For a more informal type of team-building exercise, include interesting facts about employees (with their permission of cou rse), especially positive stories related to their finance careers or accomplishments.2. Idea-sharing lunchesA casual staff lunch - featuring good food - can serve as a general catch-up session as well as a platform for creative conversation. If your budget allows, have a caterer handle the food and beverage presentation and cleanup. If not, throw a fun potluck lunch - perhaps featuring a particular theme or cuisine.These informal gatherings can be particularly valuable during intense work periods, such as tax season or before the year-end close. In addition to informal idea sharing, have knowledgeable staff briefly share insights on relevant topics such as finance and tax law updates. Just be sure to include time for lighthearted discussion, as well.3. A company retreatAn off-site event mixed with brainstorming or idea forums, as well as personal free time and group activities, can help inspire your team and arm them with fresh ideas to take back to the amtsstube.For a smaller g roup, consider renting a large cabin in a state or national park. The milieu will provide for physical outlets like hiking or just peacefully taking in nature, which are great scenarios for open conversations.For larger teams with a bigger budget for retreats, consider subsidizing all or part of employees enrollment fees or travel costs. And dont make the retreat all about work Be sure to plan for a team dinner or another group activity- such as taking in a local theater production or an art exhibit.Have a visionNo matter what type of team-building exercises you choose for your staff, be sure to outline clear goals that you want to achieve through these activities. Consider involving employees in the planning process, as well allowing them to provide input and add their personal touch can help them feel more invested.Over time, youll discover which strategies resonate best with your employees. You can then schedule team-building exercises on a regular basis to maintain a more conte nt and productive accounting and finance staff. These activities will become a part of your office culture, and can help to promote retention.What team-building activities have you used with your staff that you thought were particularly effective? Share your ideas in the comments.Related resourceThe People Puzzle Building and Retaining a Talented Accounting and Finance Team

Wanna Tell Off Your Boss Do It Here!

Wanna Tell Off Your Boss Do It HereWanna Tell Off Your Boss? Do It HereWanna Tell Off Your Boss Do It HereAdmit it Youve had a boss or two who was so overbearing, obnoxious, or unreasonable (maybe all three) that you wanted to tell him or her how you really felt about their comments or behavior.Then, sanity and reason got the better of you as you thought about the possibility of a ruined career and a life without a job andthe safety net of unemployment compensation. So while you were at least a little bit angry, you kept it within.Ive been there. One day in a previous job, I was in a meeting of about a half-dozen people. After I made a point to the group, one of the executives made a comment about the lack of hair on top of my head. My reaction was one of silence I gave him the iciest of stares and let his words hang amid the silence so everyone in the room got the message that he was out of line and offended me. I dont mind being bald (my hairline has been receding for about 25 year s), but I do mind when someone makes a gratuitous remark about it.Thinking back on it, heres what I would have said if I hadnt been facingan immediate firing. My brain needed to expand, so some of my hair had to go. Why do you think you still have a full head of hair?

Vital Pieces of Myperfectresume Free

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This Is How Experts Use Social Media For Recruiting

This Is How Experts Use Social Media For RecruitingIf you havent already given into the power of social media for recruiting, the time is now. The Global Recruiting Trends 2016 report from LinkedIn found that using social media and professional networks is the number one trend recruiters believe is here to stay. In fact, 47 percent of respondents said that social media platforms are the fruchtwein effective employer branding tool. However, since social media for recruiting is still relatively uncharted territory, many hiring professionals are unsure where to start. Are there certain platforms that are better than others? What types of posts get job seekers attention? How high of quality are candidates who are found through social media? Instead of being overwhelmed by all these questions, take advice from the experts starting with which sites to take advantage of. Here are the platforms master recruiters find the most effectiveTwitterDespite the word on the street that Twitter is dy ing, Im still a big fan of the platform and think its highly underrated for recruiting. I like it because its built around casual, bite-sized interactions, which are great for getting a different read on a candidate that you cant get from a resume. For example, I might send out a simple Tweet saying something like this Any financial analysts job searching? I might have a lead for you finance fintech I might get back 5 or 6 responses, which I can quickly skim through and see if any look promising. From there we can exchange a bit of banter back and forth, and if I like the feel of the conversation, take it to email. I think this is an advantage to a site like LinkedIn because it catches candidates in a more natural habitat, rather than one where theyve got a profile picture in a suit and tie and theyre on their best behavior.Christian Booth, CEO, Ooqio, Think LinkedIn is the only social media site for recruiting? Think again. ChBoothClick To TweetInstagramIn terms of communicating yo ur employer brand, I think Instagram is underutilized. The rise of Instagram stories allows companies to share day in the life type content easily with followers, where a specific employee or department can be showcased. Secondly, Instagram is a great place to put a human face to your brand, showing off charity or volunteer work or the behind-the-scenes of a product launch, corporate event, or other aspect of your company. Photography is a great way to let outsiders get a feel for what working at your company could be like. In terms of using it to find talent, make sure to utilize your profile link wisely. Direct to a mobile-friendly landing page where you can gather leads. Working in a creative field? Consider asking applicants to share something about themselves via Instagram (on a hashtag or as a direct message) that showcases why they would be a good hire. Michelle LeBlanc, Social Media Strategist, IndustriumInstagram is a great way to see what creative job seekers are capable o f. LeBlanclyClick To TweetGoogle+The most underused recruiting platform is Google+. It isnt dead, just under the radar. Theres a wealth of all kinds of talent on Google+, especially in tech, and graphic and visual arts. Many companies arent using this, yet members are still active in communities. Google is the search engine, so you can search Google+ for a particular type of talent or skill set. And the communities are an untapped gold mine. See whos active and leading those communities. Who contributes and shows exceptional talent? These are the members you want to reach out to privately because they wont be on the radar of competitors. This is your competitive advantage. People watch and reply to Gmail messages. You can +message (+computer-nutzername) a member on one of their posts which sends an email notification to their gmail. Clint Evans, CEO, StandOut AuthorityWant to find a diamond-in-the-rough candidate? Look on GooglePlus. consultantClick To TweetRedditReddit is a social media platform that is criminally underused for recruitment. I believe that most Redditors have an above average intelligence. The awkward interface of the platform tends to attract a certain type of user those who like a challenge, and those who are willing to learn to use the platform. The great thing about Reddit is that there are literally thousands of different communities on the platform called subreddits which are full of experts and enthusiasts on a range of topics. If youre looking to hire someone, you dont even have to post a job advert. You simply post a generic question related to your business, then directly message the users that give you a good answer. I think this is the best way to find the real gems on social media. Max Robinson, Owner, Ace Work GearReddit is a great way to find and recruit the expert and skilled employees you want. aceworkgearClick To TweetWhen you use social media for recruiting, blasting out posts about job openings isnt going to get you anywh ere. Instead, remember the following so you can reach and engage talentShow them youre human, tooUse a video on Facebook. Get the most charismatic, or the person who translates onto camera best from each department to speak about the job requirements. Facebooks native video is wildly successful so it needs to be taken advantage of. Theyre human and so are you. If your organization isnt willing to have a human tone when responding to inquiries, then dont expect to get to know anything about qualifikation candidates except what the words in the CV tell you. And if youre not hiring for personality over qualifications, you are going to have a robotic workforce with a high turnover rate.Chris Martin, Curator of Cool, The Walper HotelDont just tweet about a JobOpening. Share videos of employees talking about it. WalperHotelClick To TweetGive them a real look at company cultureVideos featuring real employees at all levels of the company are great because it is more genuine than a video tal king about the company and goes back to the idea that people put more stock in testimonials and recommendations when evaluating things. Our company values are important to highlight because it defines our culture and how we hire. Other things we highlight because they are important to us, are community involvement and diversity and inclusion.Emily Clapp, Manager of HR Programs, Veterans United Home LoansVideo testimonials can do wonders for your employerbranding on socialmedia. EmilyHendrenClick To TweetShow them what a typical day is likeJob seekers want to imagine themselves working at your company, so give them the information they need to get excited about you as a potential employer. Be transparent about who you are as a talent acquisition specialist and about how your company operates what your team stands for and how you contribute to the bottom line.Incorporating rich media into your social media profiles is a great way to demonstrate what a day-in-the-life looks like as an employee. For example, videos, articles, webpages or photos that promote your companys culture.Ashley Ryall,Founder Social Strategist, UntapSocialGet candidates excited about working for you by sharing info they want on socialmedia. aryallClick To TweetShow your personalityWhen trying to reach out to candidates, always remember to be professional, but have fun while still representing the company. Social Media outreach doesnt need to be as formal as a recruiter would be working for an agency, think of it like a social hour. It should be engaging, but fun. You want to find people with great personalities who are eager to do the job. You dont want to scare them or make it seem like spam.Rebekah Colby, Overseas absatzwirtschaft and Public Relations Coordinator, US Interactive MediaRemember you dont need to be overly formal when recruiting on socialmedia. usintmediaClick To TweetWhat are some other ways to use social media for recruiting? Share in the comments below