Ace Your Interview

February 13th, 2018 by Staff

10 Smart Strategies to Ace Your Job Interview by Jonathan Alpert…

1. Change the way you think about interviews.

Many people get worked up to the point that they feel like they’re prepping for major surgery or headed to court to learn their fate. Instead of seeing interviews in such a daunting and negative way, regard them as merely a Q&A opportunity: One where the prospective employer learns about you and you learn about them. By seeing it as a conversation where you get to know each other, you’ll eliminate the high stress that people often bring on themselves while prepping.

2. Keep your negative thinking in check.

Know that self-doubt and fear will render you helpless while a strong belief in who you are will lead to success. So, if you find yourself thinking negatively, reframe it. For example, “I’ll never get this job” serves no purpose whatsoever and should be replaced with “They called me for the interview so they’re impressed by my background. I’m going to do my best to bring this background to life for them and show them my A-game.”

3. Embrace your nerves.

That’s right, nerves can be good and at a physiological level there’s not a big difference between nerves and excitement. In both cases the heart rate and breathing increase in order to get blood and oxygen to different parts of the body so that it can perform either in the face of danger or excitement. In the case of the interview, it’s clearly the latter.

4. Use imagery before the interview.

Close your eyes, relax, and see yourself entering the interview and responding to questions with confidence. Really feel it. Remember, if you can see it in your mind there’s a greater likelihood of it actually happening so bring this mindset into the interview. Many athletes and performers I work with take a few minutes before their big event to do just this–they see themselves finishing the race and beating their competition or playing a song and the audience responding warmly and with excitement.

5. Provide real-life examples.

When asked questions, bring things to life by providing specific examples from your previous work or education. This accomplishes two things: builds credibility and makes you relatable. When asked about your strengths, illustrate them through an example. “As a student I developed my leadership skills as president of my sorority. I was responsible for heading monthly meetings, providing direction to the club and management of operations.”

6. Don’t B.S.

If you get stumped by a question, rather than fumbling your way through it, simply acknowledge that it is a question you haven’t previously considered. Explain that you’d like to provide a thoughtful response and ask if you might come back to it later. This honesty sure beats the lack of authenticity you’ll show if you B.S. It also helps to humanize you.

7. Turn your biggest weakness into your greatest strength.

When asked about weaknesses, make sure you talk about what you’re doing to improve them. For example, if you’ve had difficulty staying organized in the past, you might talk about how you’re now working with a coach or how you recently read a helpful book on time management. More importantly, bring the focus back to the job and how the new and improved you will help them.

8. Talk proudly about your strengths and accomplishments.

People will often downplay their success because they feel they’re bragging. A strong belief in your skills and who you are could land you the job, whereas a watered-down version of yourself won’t.

9. Elicit any hesitation.

Towards the end of the interview, gently ask the interviewer if they’d have any hesitation in hiring you, and if so, what might it be. This is an assertive way to elicit any unspoken issues that they might have and provide you with an opportunity to clarify or give more information. Make sure you do this gently.

10. Take every interview opportunity that comes your way.

With each new interview you’ll hone your skills and get more comfortable. You’ll learn what works and what doesn’t work and you’ll be able to apply it to the next interview.

So next time you have a chance to interview, go for it. Be bold and be fearless all while utilizing the smart strategies above.

READ THE FULL ORIGINAL ARTICLE HERE:  .https://www.inc.com/jonathan-alpert/10-smart-strategies-to-ace-your-job-interview.html


5 Ways to Ace an Interview with a Bare-Bones Resume

July 20th, 2017 by Staff

Not everyone has the luxury of a long resume to power them through the interview process. New college graduates or people switching fields may find themselves at a loss when they think about just how they’ll compete against industry veterans. The good news is that many industries, particularly the fast-moving tech sector, are no longer just looking at length or depth of resumes to select people. HR managers have discovered that various sets of soft skills are key indicators of a person’s potential, and when you’re looking at hiring for long-term growth, potential can mean much more than bullet points on a resume.

Thus, the big question remains: how do you demonstrate your potential in an interview? Experience is easy to convey; you simply list items and cite examples. But potential is much less tangible, and many people might feel lost trying to quantify such a thing. Fortunately, research in cognitive abilities have identified key traits and qualities that many HR staffers have been trained to spot. These include:

1. Active listening

Regardless of technical skill or industry, effective communication is a major part of getting the job done, and active listening is the foundation of strong communication. Active listening is, by definition, simple: the clear demonstration that the listener is paying attention and picking up all significant details in a conversation. For new hires, this is particularly important, as they will be taking direction and learning lessons from many different sources. As a person moves up a career path, this becomes vital in a different way: as someone assumes a leadership role, they will need to be able to take input from people above and below to make educated, informed decisions. Gathering all of these viewpoints is only possible with active listening.

Interview Tip: Face the speaker, use body language to show understanding, ask appropriate questions, and never interrupt with unsolicited opinions.

2. Learning ability

In your first year on the job, you’ll be learning a lot of things, from day-to-day processes to project schedules to people’s personalities and quirks. The ability to absorb that information quickly and accurately is critical in any position. Outside of the first year on the job, it also lends itself to an upwardly mobile career path, as those who learn quickly are more versatile and can apply themselves to a larger variety of situations. Chances are, if you’ve made it to the interview stage despite a thin resume, that means that the hiring managers believe in your learning ability. Thus, your goal should be to reinforce this belief as much as possible during the interview.

Interview Tip: Weave in anecdotes of when you had to pick up new skills or abilities quickly, both professionally and personally.

3. Problem solving

Problem solving is one of the cornerstones of strong cognitive ability due to its combination of other traits: it requires logical thinking, active listening, teamwork, and strong situational awareness. On the job, an employee with sharp problem-solving abilities is able to work independently and can handle challenging situations. Strong problem solvers are gold for hiring managers because they allow for flexibility across departments while bringing senior-level potential.

Interview Tip: Prepare stories of severe challenges you’ve faced professionally and personally, along with clear paths to resolution and results.

4. Creativity

Most people associate the arts with the word “creativity,” but being creative is an asset in any field. Creativity simply means thinking outside of the box and innovating in new and different ways. That type of mental flexibility is highly prized among hiring managers because it means that you’re adaptable in extreme or unfamiliar circumstances. Not only does this generate previously unheard-of solutions, it allows companies to think of the bigger picture. By tapping into creativity on both process and product, companies can become industry leaders that push new ideas forward — and in many cases, hiring managers specifically seek to recruit creative people  by bringing in “new blood” who can provide a different perspective.

Interview Tip: Research the company’s past and future projects and generate unique solutions to processes and known criticisms.

5. What not to do

The above four tips are excellent ways to demonstrate your value even when your overall experience is light. However, one overarching tip applies to all of those: use common sense. Don’t try too hard to force a narrative into the discussion, don’t use subversively insulting comments when talking about the company or product — even when you’re showing a potentially creative solution to an issue — and absolutely always be polite. Whether you come in with a long resume or a strong set of soft skills or both, these assets can quickly be subverted by coming off as arrogant or unlikable — and that is a trap you can fall into if you try too hard to demonstrate your cognitive abilities or best traits.

Instead, practice with friends and colleagues ahead of time and work on being natural in a high-stress environment. Not only will this help you feel more comfortable in the interview, it will also translate into how hiring managers perceive your personality. In short, it’s a win-win that can’t be quantified on paper.

Josh Millet is the CEO & Founder of Criteria Corp., a pre-employment testing company founded in 2006 that creates software for employers to gather objective data on job candidates with aptitude, personality, and skills tests. He is also the Founder of JobFlare, a mobile app that helps job seekers get discovered based on their abilities rather than their resume. 

from:    http://theundercoverrecruiter.com/interview-bare-bones-resume/?utm_source=UR+Recap+20%2F07%2F2017&utm_campaign=UR+Recap++20%2F7%2F2017&utm_medium=email


What the Smartest Candidates ask in Job Interviews

May 4th, 2016 by Staff

More stressful than Christmas shopping. More necessary than a Netflix account. The interview — to many, the most evil necessity.

For those who aren’t so inclined, the interview process feels like running against the wind — with an open parachute strapped to your back. But, for livelihood’s sake, we must be successful in interviews. Although interviews are primarily employers asking you questions and you giving your best answers, the questions that you ask can sway the interview as much as the answers that you give.

Here are some questions to ask to help you show your interviewers that you have what it takes. Just remember that the interview is a two-way street — you are interviewing the company as much as they are interviewing you. If you join their team, it should be in a mutually beneficial relationship.

1. Why is your company a good fit for me?

This question is spunky, so know your audience well before asking. It shows that you aren’t desperate and willing to settle for any job. You refuse to undersell yourself — you have something valuable to offer and you know how much you are worth. You want to grow and develop, and interviewers love to see that.

2. Why do you (the interviewer) like this company?

This puts them on the spot (now they can share in your pain). It also gives you the chance to learn from an insider’s perspective what is good about the company.

3. What don’t you like about this company (what is this company’s greatest flaw)?

This is another really gutsy question that should be used cautiously. I wouldn’t expect a very candid answer — most interviewers would want to remain politically correct and won’t be too honest. But, it gives you a chance to take control of the interview, and it can you show some insightful flaws in the company.

4. Do you see yourself staying with this company for a while?

This gives you an idea of the quality of employees and the company — does this company hire “keepers,” and does it keep the good hires around? Is this a transitional job, or a good career choice?

5. What are the top three traits that your best employees have in common?

This question should give you a glimpse into what the company would expect from you, and the kind of people who would thrive there. If they mention traits other than yours, don’t necessarily take this as an ultimate red flag — no company can operate with only one specific personality type; maybe they need what you have. But, this does give you a good indication of whether or not this would be a job that is up your alley.

6. What are the company’s highest goals for this year?

This question gives you an idea of the direction and ambition for the company. What are their goals? Are they something you can rally behind? Can you contribute to making those goals a reality? You don’t want to join a team half-heartedly. Half-hearted doesn’t stand out. Half-hearted doesn’t climb the business ladder because you aren’t fully engaged. Find a business whose goals you can get behind 110%.

7. How many employees have been brought in by other employees?

This question can give you an idea of the work environment. And the work environment is a significant factor in the quality of your work experience. Do people like it enough to bring their friends on board? If so, it’s probably a pleasant environment.

8. What would you expect from me in the first 90 days?

What better way to find out the company’s expectations, should they hire you, than to just ask directly! This shows initiative and interest in performing well. It also helps you be prepared, if you should get the job, to jump in with confidence.

Original Post found at http://www.lifehack.org/330328/8-insightful-questions-only-the-smartest-candidates-ask-job-interview?ref=e


How does your CV or Resume stack up?

April 6th, 2016 by Staff

7 Steps to Writing an Interview Winning CV….Your CV is your number one marketing tool when it comes to landing job interviews, so you need to ensure that it stands out from the crowd and catches the eye of the employers you are most interested in.  The key to creating a top notch CV is knowing exactly how to…..read more at theundercoverrecruiter.com/write-an-interview-winning-cv/


9 Killer Questions Candidates Ought to Ask the Interviewer

March 9th, 2016 by Staff

You’ve made it to the interview and you’ve prepared for all the questions they are supposedly going to ask you. You go in confident, chest up, and smiling for what feels like forever. They start asking you questions about your background and life stories to illustrate your unique character. You dabble in to your past work experiences, and personal events that define your leadership skills and qualities that make you a perfect fit for the position. The interview is almost over and then they ask you the last question that you forgot about – Do you have any questions for me?

This is your window of opportunity that you really do not want to miss. Participating in the interview is one factor, but what distinguishes candidates from the others is when they actively participate with the interviewee by asking them questions. Not only does this demonstrate your sincere interest in the position, it also illustrates that you’ve done your homework on the company and the position offered.

Regardless if you are more of an extrovert or introvert, there are a variety of questions you can ask in your next interview. Before jotting all of these down, make sure you are comfortable asking the questions you have chosen otherwise your successful interview could quickly turn to an awkward one. Ending your interview as confident as you were in the beginning is an essential element to a successful interview and they will remember your self-assurance when discussing who they want to hire.

9 questions to ask the interviewer:

  1. How would you describe the general culture of the company and the workplace?
  2. Why did you choose this company?
  3. Will there be any form of training provided?
  4. What are some of the biggest challenges/successes facing the department currently?
  5. What process will be used to evaluate my employee performance?
  6. Who will be my direct supervisor?
  7. Are there many opportunities for professional development within the company?
  8. What is the usual time frame for making the hiring decision?
  9. May I contact you if any further questions arise?

Many candidates take the wrong path and ask inappropriate questions in their first interview. As tempting as benefits and salary information is to know up front, that should only be discussed after you have been offered the position. Plus, you will be in a better position to negotiate anyways. Not jumping ahead is important because you should be focused on having a great and memorable first interview to be called in for a second.

The interview process can be your best introduction to the company and by developing an intrapersonal connection with the interviewee by simply reciprocating in the dialogue; you can stand out among the rest of the candidates. The more comfortable you are, the more comfortable they are and will appreciate the gesture in reciprocating the dialogue. Remember, this is your opportunity to obtain further information regarding the position and the company that you could not get while researching online, so take advantage of this opportunity and make sure it is the right position for you.

Get more information and tips at http://theundercoverrecruiter.com/9-killer-questions-candidates-ought-ask-interviewer/


Chemical Engineer Job Search Tips

March 4th, 2016 by Staff

Chemical engineer job searches, like most engineering jobs are plagued with many irrelevant search results. Chemical engineering is a complex professional field. Your job search should be for skills, not just generic job titles. In chemical engineering, which is a particularly diverse field, the job title of itself is almost unworkable as a search term. You may find yourself searching everything but what you’re looking for.

Searching for Chemical Engineering Jobs Online

These very highly technical jobs can include things nobody but chemical engineers could understand, and there, fortunately, is the way out of the search problem. If you’re a polymer specialist, or have some other particular area of expertise, the job descriptions and essential criteria will do the searching for you. These terms don’t occur in other jobs except occasional academic jobs, and you may be interested in those, too.

Any unique search terms which relate directly to your preferred job options will do, as long as it’s job related. “Polymer”, for example, is a little too common, but “polymerization” isn’t. You could include characteristics of your work, or particular areas of interest.

Get more helpful information at http://www.cvtips.com/job-search/chemical-engineer-job-search-tips.html


Getting ready for the big interview? Do you know the answers?

February 25th, 2016 by Staff

50 Most Common Interview Questions

When it comes to the interview process, research and preparation for the interview can often times determine your chances of making it to the next step. One of the best ways to get ready for a job interview is to practice your responses to any and all interview questions – even the downright weird.

To help you get started, Glassdoor sifted through tens of thousands of interview reviews to find out some of the most common interview questions candidates get asked during recent interviews. So, if you have a job interview lined up, practice in front of a mirror or ask a friend or family member to listen to your answers to the following questions so you’ll be ready to put your best foot forward.

Most Common Interview Questions

  1. What are your strengths?
  2. What are your weaknesses?
  3. Why are you interested in working for [insert company name here]?
  4. Where do you see yourself in five years? Ten years?
  5. Why do you want to leave your current company?
  6. Why was there a gap in your employment between [insert date] and [insert date]?
  7. What can you offer us that someone else can not?
  8. What are three things your former manager would like you to improve on?
  9. Are you willing to relocate?
  10. Are you willing to travel?

Read more at  https://www.glassdoor.com/blog/common-interview-questions/


Value is in the eye of the beholder…what does your resume say?

April 3rd, 2014 by Staff

 

Defining Your Value Proposition?
{Click on the title above to read the original article on Careerrocketeer.}

A newly coined term that has become ubiquitous over the past decade in the Job Search sphere is Value Proposition. You’ll read and hear about it in association with networking, writing a resume and conducting an interview. The first step in defining your Value Proposition is also where many go wrong; they fail to understand that value, just like beauty, is in the eyes of the beholder. To find your true value you must first know what people need and want from you more so than concentrating on what you have to offer.

IN A RESUME: In many new style resumes you will find various sections titled Value Proposition. Some include a text box listing highly desired skills and keywords under the section heading of Value Proposition. Some resumes include a section where they expound on valuable character traits an employer desires and title this section Value Proposition. Some resumes will list relevant achievements and accomplishments and this area is called Value Proposition. All three approaches can be successful in a resume as long as you know what the employer values most and where and how to visually place it in the resume for maximum effect.

IN AN INTERVIEW: Here too value is in knowing what the employer needs and values most in this hire and addressing that point above all others.

For instance: Company A looking to hire a new Sales Manager might consider long established customer relationships in their field as the most important value in a new hire. Company B in the same field might consider the ability to build and lead a team from scratch as the most valuable asset in a new hire. Company C also in this field might value the ability to change the existing culture and sales process as the most valuable asset in a new hire. Finally Company D in this same field might consider the ability to set goals and monitor revenues and budgets as the most valuable factor in a new hire.

As a seasoned Sales Manager who excels at all of the qualities listed above you need to know the importance each of the employers places on each skill and ability and how much and when to emphasize each during an interview so you are offering the employer maximum value for their specific need. If you focus your Value Proposition in the interview on the wrong values the company will view you as a highly qualified candidate but not the one we need to hire at this time.

IN NETWORKING: This is where I will often cut against conventional opinions. I feel your Value Proposition is molded around what you can offer to others and not about what they can do for you. For instance, when you’re participating in a 1-2 minute round robin networking event with 10 other people, 9 of them will tell you about themselves and I propose you spend your time telling the other 9 people what it is you can do to help them.

The same holds true when you make a new contact. Don’t start off telling them what you need from them or what you can offer someone they might know. Start off by telling them what the value in knowing you is for them. It can be your willingness to introduce them to others, your willingness to share nonproprietary business information, your willingness to help them on a task or project they are having difficulty with. This is a real Value Proposition they will remember you for.

This same wisdom holds true when you propose to connect on LinkedIn. Tell the person why you can be a valuable contact for them and invite them to use you, reciprocity is a given but they will be more receptive knowing the connection is a 2-way street.


Six Sigma Introductory Training Offer Extended

September 24th, 2012 by admin

Are you Six Sigma certified?

The very popular introductory Six Sigma White Belt course that was launched earlier this year is now extended through the summer of 2012. The course offers an overview of Six Sigma as a way to familiarize the individual with basic principles. The certification program consists of 4 Six Sigma PDF lessons, a Flash Video, and a Flash quiz. Upon successful completion of the quiz (16 out of 18 questions must be answered correctly), a printable “White Belt Certification” is available for download.

“There has been an overwhelming response to this certification!” stated Craig Setter, CEO of Aveta Business Institute. “The free White Belt Program is meant to be an introduction to the Six Sigma Methodology with no strings attached or monetary commitments; a chance for prospective students to see what the methodology is all about and how an online certification course might work.”

Once familiar with the basics, most students continue on with the higher popular levels of Six Sigma certification. All higher levels of Lean Six Sigma certification, including Yellow Belt, Green Belt, and Black Belt, are also offered by Six Sigma Online through online, self-paced training.

This complimentary White Belt Training and Certification, which has been available on a trial basis since February 2012, can be found at www.sixsigmaonline.org.


Resources for Chemical Engineers

July 13th, 2012 by admin

Did you know that the AIChe offers free back issues of its monthly magazine to association members? Each issue of CEP is packed with practical information you can apply to current or future projects. Read about technological advances in the chemical process and related industries. Get monthly updates on business news and get advice on how to improve your career. Gain insight on technical issues like safety, environmental management, fluids and solids handling, reactions and separations, information technology, and more. CEP is written and edited by chemical engineering professionals for chemical engineering professionals.

AIChE members have free online access to CEP, including archived issues back to January 2001 —  Follow this link to access back issues.