theforce

What You CAN expect in an Interview and prepare ahead

2008-12-28T00:09:00Z

What Are Your Weaknesses?

This is the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."

Why Should We Hire You?

Summarize your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."

Why Do You Want to Work Here?

The interviewer is listening for an answer that indicates you've given this some thought and are not sending out resumes just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."

What Are Your Goals?

Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."

Why Did You Leave (Or Why Are You Leaving) Your Job?

If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me."

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."

When Were You Most Satisfied in Your Job?

The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."

What Can You Do for Us That Other Candidates Can't?

What makes you unique? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."

What Are Three Positive Things Your Last Boss Would Say About You?

It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor."

What Salary Are You Seeking?

It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"

If You Were an Animal, Which One Would You Want to Be?

Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?

10 Common Mistakes in your Resume CHECK

2008-12-28T00:07:00Z

1. Too Focused on Job Duties

Your resume should not be a boring list of job duties and responsibilities. Go beyond showing what was required and demonstrate how you made a difference at each company, providing specific examples. When developing your achievements, ask yourself:

• How did you perform the job better than others?

• What were the problems or challenges faced? How did you overcome them? What were the results? How did the company benefit from your performance?

• Did you receive any awards, special recognitions or promotions as a result?

2. Flowery or General Objective Statement

Many candidates lose their readers in the beginning. Statements such as "a challenging position enabling me to contribute to organizational goals while offering an opportunity for growth and advancement" are overused, too general and waste valuable space. If you're on a career track, replace the objective with a tagline stating what you do or your expertise.

3. Too Short or Too Long

Many people try to squeeze their experiences onto one page, because they've heard resumes shouldn't be longer. By doing this, job seekers may delete impressive achievements. Other candidates ramble on about irrelevant or redundant experiences. There is no rule about appropriate resume length. When writing your resume, ask yourself, "Will this statement help me land an interview?" Every word should sell you, so include only the information that elicits a "yes."

4. Using Personal Pronouns and Articles

A resume is a form of business communication, so it should be concise and written in a telegraphic style. There should be no mentions of "I" or "me," and only minimal use of articles. For example:

"I developed a new product that added $2 million in sales and increased the market segment's gross margin by 12%."

Should be changed to:

"Developed new product that added $2 million in sales and increased market segment's gross margin by 12%."

5. Listing Irrelevant Information

Many people include their interests, but they should include only those relating to the job. For example, if a candidate is applying for a position as a ski instructor, he should list cross-country skiing as a hobby.

Personal information, such as date of birth, marital status, height and weight, normally should not be on the resume unless you're an entertainment professional or job seeker outside the US.

6. Using a Functional Resume When You Have a Good Career History

It irks hiring managers not to see the career progression and impact you made at each position. Unless you have an emergency situation, such as virtually no work history or excessive job-hopping, avoid the functional format.

The modified chronological format, or combination resume, is often the most effective. Here's the basic layout:

• Header (name, address, email address, phone number).

• Lead with a strong profile section detailing the scope of your experience and areas of proficiency.

• Reverse chronological employment history emphasizing achievements over the past 10 to 15 years.

• Education (new grads may put this at the top).

7. Not Including a Summary Section That Makes an Initial Hard Sell

This is one of the job seeker's greatest tools. Candidates who have done their homework will know the skills and competencies important to the position. The summary should demonstrate the skill level and experiences directly related to the position being sought.

To create a high-impact summary statement, peruse job openings to determine what's important to employers. Next, write a list of your matching skills, experience and education. Incorporate these points into your summary.

8. Not Including Keywords

With so many companies using technology to store resumes, the only hope a job seeker has of being found is to sprinkle relevant keywords throughout the resume. Determine keywords by reading job descriptions that interest you, and include the words you see repeatedly in your resume.

9. Referring to Your References

Employers know you have professional references. Use this statement only to signal the end of a long resume or to round out the design.

10. Typos

One typo can land your resume in the garbage. Proofread and show your resume to several friends to have them proofread it as well. This document is a reflection of you and should be perfect.

You’ve been fired, what do you do next?

2008-03-09T00:51:00Z

The Employment Clinic

You’ve been fired, what do you do next?

By Lawrence D. Alter

Do nothing at all until you have had a chance to assemble your mental resources, consider how the termination was handled, and review the separation package. Familiarize yourself with any published company policy regarding compensation, severance, and termination procedures. Be aware that there are exceptions to every rule and you may have an excellent chance of impacting the “standard” termination package through appropriate bargaining techniques.

Know your legal rights. You need to recognize when you have been illegally terminated. Following are a few of the reasons that your termination may not have been legal.

1. The Consumer Credit Protection Act of 1973 forbids an employer from terminating an employee whose wages have been subject to a wage garnishment resulting from a single debt.

2. The Employee Retirement Income Security Act of 1974 (ERISA) prohibits the firing of any worker who is therefore prevented from achieving immediate vested pension rights or who was exercising their rights under ERISA and was fired as a result.

3. The National Labor Relations Act prohibits the firing of any employee because they were involved in union activity. The law also protects those employees who band together to lodge a protest about working conditions or compensation.

4. The Jury System Improvements Act of 1978 forbids employers from terminating an employee who must serve on a federal grand jury. Most states have enacted similar laws for citizens performing local jury duty.

5. The Age Discrimination in Employment Act protects workers over the age of 40 from being unfairly terminated.

6. Your termination should be questioned if you feel you were fired based on gender, ethnicity, religious faith, or because you are a member of any other minority group.

7. Your termination may be suspicious if you were about to receive a large commission or vested stock option rights, if you were terminated after a safety violation, or fired after returning from a pregnancy or illness.

Seek the advice of an attorney if you feel that you were treated unfairly, discriminated against, or for any other reason believe you may have the basis for legal action.

Then meet with your manager in an attempt to negotiate a severance package if one was not offered, or improve a severance program that was offered. Consider the following factors:

1. A letter of agreement, or statement holding the employer harmless and immune from litigation, may be a requirement in order for you to receive any severance package. Make sure you get legal advice before signing any legally binding document.

2. Nondisclosure or noncompete agreements are often included in a document you must sign in order to receive your severance package. Many noncompetes are not legally binding, and no employer may keep you from performing your livelihood.

3. Severance pay. Employers will often pay one or two weeks of severance for each year of employment. However, there is no legal requirement for any employer to pay severance unless required by a collective bargaining agreement or an employment contract. You may be able to impact the amount of severance through effective negotiation. Avoid a severance agreement that terminates if you accept employment before all separation funds have been paid.

4. Vacation Pay. Request any earned but unused vacation time regardless of company policy. Earned vacation time should be paid in addition to severance.

5. Bonus/commissions. If you have earned a bonus payable at year’s end, ask for it to be paid immediately, or if necessary, prorated based on time worked. If commissions are earned and due, or about to become due, insist that you be paid immediately.

6. Insurance Continuation. If you have been covered under a group health insurance program, you are entitled to as much as an 18-month extension through COBRA protection. This enables you to maintain your medical coverage at a far lower cost than purchasing insurance on your own. You may also request that the company continue to pay the cost of medical coverage for a specified period of time.

7. Outplacement Assistance. Many employers will offer outplacement assistance as a part of the separation package. Outplacement companies provide transition and emotional support services to assist in the job search process. Often this support will be provided only if you ask for it.

8. Stock options. You may be able to negotiate the period of time during which you have the right to exercise both vested and unvested stock options before losing them.

9. Pension eligibility. If you are vested, and within a few years of being eligible for your pension, you may ask the company to “bridge” you until your date of eligibility. This does not violate the federal Employee Retirement Income Security Act (ERISA).

10. Interim Consulting. Ask your employer if they can use you as an Independent Consultant to finish an important project or do other work. This may be attractive because they do not provide benefits or pay FICA taxes. Consulting provides an “income bridge,” while you continue to look for new employment.

Don’t forget to file for unemployment compensation. Whether or not you think you are eligible, file immediately. Let the unemployment office determine your eligibility.

Finally, take a few days for recovery and self-assessment. Make a list of your professional strengths, business achievements, areas for self-improvement, and your transferable skills. Get your references in order.

Author Lawrence Alter is president of L.D.A. Enterprises, Ltd.; a Minneapolis based outplacement and career management firm. He is a recognized expert in career growth techniques. Send ideas or questions via email to: LDA@EmploymentClinic.com. Website address: www.EmploymentClinic. © Copyright 2006 Lawrence Alter. All rights reserved.

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2006-10-09T22:08:00Z

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