News for today's 2018: 08/21/09

7 Hiring Trends to Follow in 2009

5:00 PM Anonymous 0

7 Hiring Trends to Follow in 2009 by Matt Ferguson, CEO of CareerBuilder.com 2008 proved to be a difficult year for the job market. Though employers were cautious in the beginning of the year, they still anticipated a slow, yet steady hiring environment with continued job creation through 2008. The market continued to suffer, however, as the U.S. economy weakened and entered into a recession while employers maintained prudence. While recruitment levels in 2009 are expected to be lower, employers are not out of the mix completely. Instead, they are taking a "wait and see" approach to hiring, according to CareerBuilder.com's "2009 Job Forecast," which tracks projected hiring trends for the new year. The survey, conducted by Harris Interactive, surveyed 3,259 hiring managers and human resource professionals in private sector companies. Fourteen percent of employers plan to increase their number of full-time, permanent employees in 2009, compared to 32 percent who expected to expand their staff in 2008. Sixteen percent plan to have staff reductions, 56 percent foresee no change and 13 percent of employers are unsure of their hiring plans. Here are some other key findings from the survey: Fifty-six percent of employers plan to raise compensation levels in the next three months. Forty-three percent estimate the average raise to be 3 percent or more, while 12 percent expect a raise of 5 percent or more. Staff expansions should be strongest in the Southern and Western regions of the U.S. in 2009, with 18 percent of employers in the South and 14 percent in the West planning to add full-time, permanent employees. Nineteen percent of employers in the Northeast expect to reduce staff in 2009, followed by 17 percent in the Midwest. Job creation is projected to be the highest in information technology and professional and business services, with 28 percent and 23 percent of employers planning to hire full-time employees in those sectors, respectively. As employers approach the job market with a cautious attitude, they also plan to utilize the resources already at their disposal. Here are seven major hiring trends to expect from employers in 2009: Trend No. 1: Bigger paychecks Despite the fact that many employers are looking for ways to cut costs, they don't anticipate trimming salaries as a way to do so. Sixty-six percent of employers plan to increase pay for existing employees and one third of hiring managers estimate increasing salaries on initial offers to new employees in 2009. Trend No. 2: Flexible work arrangements Companies are catching on to the flexible work arrangements that allow employees more freedom in the office. Thirty-one percent of employers say they plan to provide the following options for workers in 2009: alternate schedules (70 percent); telecommuting (48 percent); compressed workweeks (40 percent); summer hours (19 percent); job sharing (13 percent); and sabbaticals (7 percent). Trend No. 3: Green jobs Employers have tried to gain traction using environmentally friendly policies for a while and the New Year shows more of the same. Last year, one-in-ten hiring managers added "green jobs," which are environmentally conscious positions, compared to 13 percent of employers who plan to add them in 2009. Trend No. 4: Recruitment tools As employers slow down on hiring, recruitment budgets shrink as well. As a result, more employers are using the Internet as an employment medium. Twenty-three percent of employers say that although their hiring budgets will decrease in 2009, they will spend money on the following staffing vehicles: online recruitment sites (19 percent); newspaper classifieds (15 percent); career fairs (12 percent); staffing firms and recruiters (12 percent); and social networking sites (7 percent). Trend No. 5: Retaining retirees Though baby boomers are approaching retirement age, many are continuing to work -- both out of desire and necessity. Employers are looking at ways to retain these workers; 17 percent say they will likely rehire retirees from other companies in 2009 and 12 percent plan to offer incentives for baby boomers to stay on with the company longer. Trend No. 6: Diversity recruitment Hiring managers will also focus recruitment efforts on employing diverse workers. Employers said they plan to hire Hispanic, African American and mature workers aggressively in 2009. Eighty-eight percent of companies say they will continue to recruit bilingual candidates, as well. Trend No. 7: Freelance or contract hiring To continue their cost-cutting efforts, employers are using freelance or contract workers to help support their businesses. Twenty-eight percent of hiring managers expect to utilize these workers in 2009. Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a>

7 Hiring Trends to Follow in 2009

7 Hiring Trends to Follow in 2009 by Matt Ferguson, CEO of CareerBuilder.com 2008 proved to be a difficult year for the job market. Though e...

How to Answer 10 Tough Interview Questions

2:00 PM Anonymous 0

<a href="http://emj.icbdr.com/artieimages/pz/ar5b2y76k01xfw6qxxpz.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/pz/ar5b2y76k01xfw6qxxpz.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a> <div>How to Answer 10 Tough Interview Questions by Rachel Zupek, CareerBuilder.com writer There's no worse feeling than when you're in an interview and the interviewer asks you a question to which you don't know the answer. The best way to handle this dreaded debacle is to go into the interview prepared. Familiarize yourself with a few common difficult questions and arm yourself with answers prepared ahead of time. Check out these tough interview questions and some suggested responses in order to avoid an interview disaster: Tough question No. 1: "Tell me about yourself." This is usually the opening question in an interview and it's the perfect moment for you to toot your own horn -- not to tell your life history. Your answers should be a quick rundown of your qualifications and experience. Talk about your education, work history, recent career experience and future goals. Suggested answer: "I graduated from University X and since then, I have been working in public relations with an agency where I have generated millions of PR hits for my clients. While I've enjoyed working on the agency side, I'm looking to expand my horizons and start doing PR for corporate companies such as this one." Tough question No. 2: "Why did you leave your last job?" This is your chance to talk about your experience and your career goals, not to badmouth a former boss or give a laundry list of reasons for your exit. Instead, focus on what you learned in your previous position and how you are ready to use those skills in a new position. Suggested answer: "The company just wasn't a good fit for my creativity, but I learned that organizations have distinct personalities just like people do. Now I know where I'll be a better fit." Tough question No. 3: "Where do you see yourself in five years?" Let the employer know that you're stable and you want to be with this company for the long haul. Keep your aspirations to take over the firm with which you are interviewing, own your own company, retire at 40 or be married with five children to yourself. Suggested answer: "I want to secure a civil engineering position with a national firm that concentrates on retail development. Ideally, I would like to work for a young company, such as this one, so I can get in on the ground floor and take advantage of all the opportunities a growing firm has to offer." Tough question No. 4: "What are your weaknesses?" The key to answering this age-old question is not to respond literally. Your future employer most likely won't care if your weak spot is that you can't cook, nor do they want to hear the generic responses, like you're "too detail oriented" or "work too hard." Respond to this query by identifying areas in your work where you can improve and figure out how they can be assets to a future employer. If you didn't have the opportunity to develop certain skills at your previous job, explain how eager you are to gain that skill in a new position. Suggested answer: "In my last position, I wasn't able to develop my public-speaking skills. I'd really like to be able to work in a place that will help me get better at giving presentations and talking in front of others." Tough question No. 5: "Why were you laid off?" This question will become more common as the economy continues to slow down. It's a tough question, however, especially because many workers aren't told exactly why they were laid off. The best way to tackle this question is to answer as honestly as possible. Suggested answer: "As I'm sure you're aware, the economy is tough right now and my company felt the effects of it. I was part of a large staff reduction and that's really all I know. I am confident, however, that it had nothing to do with my job performance, as exemplified by my accomplishments. For example..." Tough question No. 6: "Tell me about the worst boss you ever had." Never, ever talk badly about your past bosses. A potential boss will anticipate that you'll talk about him or her in the same manner somewhere down the line. Suggested answer: "While none of my past bosses were awful, there are some who taught me more than others did. I've definitely learned what types of management styles I work with the best." Tough question No. 7: How would others describe you? You should always be asking for feedback from your colleagues and supervisors in order to gauge your performance; this way, you can honestly answer the question based on their comments. Keep track of the feedback to be able to give to an employer, if asked. Doing so will also help you identify strengths and weaknesses. Suggested answer: "My former colleagues have said that I'm easy to do business with and that I always hit the ground running with new projects. I have more specific feedback with me, if you'd like to take a look at it." Tough question No. 8: "What can you offer me that another person can't?" This is when you talk about your record of getting things done. Go into specifics from your résumé and portfolio; show an employer your value and how you'd be an asset. Suggested answer: "I'm the best person for the job. I know there are other candidates who could fill this position, but my passion for excellence sets me apart from the pack. I am committed to always producing the best results. For example..." Tough question No. 9: "If you could choose any company to work for, where would you go?" Never say that you would choose any company other than the one where you are interviewing. Talk about the job and the company for which you are being interviewed. Suggested answer: "I wouldn't have applied for this position if I didn't sincerely want to work with your organization." Continue with specific examples of why you respect the company with which you are interviewing and why you'll be a good fit. Tough question No. 10: "Would you be willing to take a salary cut?" Salary is a delicate topic. In today's tough economy though, how much a company can afford to pay you might be the deal breaker in whether or not you are offered a position. Suggested answer: "I'm making $X now. I understand that the salary range for this position is $XX - $XX. Like most people, I would like to improve on my salary, but I'm more interested in the job itself than the money. I would be open to negotiating a lower starting salary but would hope that we can revisit the subject in a few months after I've proved myself to you." Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. </div> <div></div> <div>Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a> </div>

How to Answer 10 Tough Interview Questions

How to Answer 10 Tough Interview Questions by Rachel Zupek, CareerBuilder.com writer There's no worse feeling than when you're in an...

5 Ways to Battle Job-Search Rejection

12:00 PM Anonymous 0

<a href="http://emj.icbdr.com/artieimages/6r/ar5d21z6hf0dnlhs0k6r.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/6r/ar5d21z6hf0dnlhs0k6r.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a> <div>5 Ways to Battle Job-Search Rejection by Joe Turner, The "Job Search Guy" Success in a job search is easy to deal with; a job offer feels good, validates us and allows us to move forward in life. We all want it and strive for it. Nevertheless, for most job seekers, our successes are infrequent. They're sandwiched between boatloads of indifference, rejection and apparent failure. If you've been hunting for a job very long, you know what I'm talking about. Job search is one big exercise in rejection until you win that job you've been pursuing. So, what can you do when you get rejected? Here are five survival tips for dealing with those vast and daunting oceans of rejection and failure that encircle the tiny islands of success that we all seek. Put on your sales hat Any successful commission-driven salesperson knows that success is a numbers game. Salespeople know that every rejection brings them just one step closer to success. With this attitude, you know that rejection leads to success, and you can put rejection into perspective. Just keep going. Count those rejections, and know that you're one step closer to success -- and a good job offer. Know there is a positive end to this Step back and observe your job-search process from a larger viewpoint. You may feel as if you're wandering in the desert and that you can't see the solution or find the right job, but know that your search is finite. You will eventually find employment that's right for you. Accept that you're in a process, and let yourself live with the questions. One day you will grow into the answers, and you will find the right job for you. Be grateful When you lose out on a job opportunity, it is because it wasn't the right job for you. You do not want to win a job that is wrong for you. I can think of at least four jobs that I was rejected from in my own past. I remember feeling dejected and depressed at the time because I thought each one was the "perfect opportunity" for me. As so often happens, the irony of life plays itself out and I later realized that, for various reasons, none of those jobs would have worked for me. Because of events in the economy and my own life, I realized I would have failed in all of those jobs. The flip side: Less than two months later, I found and accepted an opportunity that allowed me huge career growth and financial reward beyond my expectations. Try this: Set a goal and hold a vision of what you want. Then give the universe room to deliver the best job for you. Always set your intention with the words "or better." You can say, "I will win job X job or better." Admit that you don't really know which job is right for you. Know that the right job will come to you. This will alleviate some anxiety. Activity over passivity Do something every day to further your search. Positive action diminishes anxiety and other negative feelings. To prevail in today's competitive job-search process, it requires an iron will and determination that you will not be defeated. Remind yourself daily that you will prevail and succeed at this challenge. If you're really serious about finding employment, become more proactive. Stretch yourself. Get out of your comfort zone and aggressively seek out the so-called "hidden job" market. It's been estimated that 70 to 80 percent of job hires come from sources other than Internet job postings or recruiters. These are the jobs that aren't listed, don't have an actual requirement or are otherwise "created" when the right person shows up -- this is the segment known informally as "inside referrals." What's your game plan for tapping into this market? There are many approaches involving direct marketing, personal branding and networking. Whatever approach you choose, develop a concerted action-based game plan with the expectation that you're going to win. You'll feel more in control of your destiny when you move beyond searching the Internet postings for your next job opportunity. Job searching is tough enough. Don't isolate yourself behind a computer screen. I don't need this job As one HR director once told me, "We can smell blood five miles away." Lose the emotions of "desperation" and "defeat" in your interviews. Sure, one particular opportunity may look great walking in, but remember this: You may need many things in life but you don't need this job. Register this in your brain. Also remember that the employer has a problem, not a job. Think of the interview as a problem-solving opportunity with this hiring manager. It allows you to focus on what the employer needs, not your needs. Now you're able to sell yourself in the many specific ways you can help solve their problem. That's all they really care about. Once done, you gain their attention, respect and desire to know more about you. You can't get there by walking in wounded and bloody with anxiety and desperation. 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. Author of "Job Search Secrets Unlocked" and "Paycheck 911," Turner has been interviewed on radio talk shows and offers free insider job search secrets at: http://www.jobchangesecrets.com. </div> <div>Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a> </div>

5 Ways to Battle Job-Search Rejection

5 Ways to Battle Job-Search Rejection by Joe Turner, The "Job Search Guy" Success in a job search is easy to deal with; a job offe...

Do You Really Want to Work There? - Evaluating a potential employer

10:00 AM Anonymous 0

<a href="http://emj.icbdr.com/artieimages/43/ar5d1mk6bsxwrkbm4f43.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/43/ar5d1mk6bsxwrkbm4f43.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a> <div>Do You Really Want to Work There? - Evaluating a potential employer by Selena Dehne, JIST Publishing One lesson many people have learned in recent months is that it's not unusual for an organization to be doing well one month and on the brink of crisis the next. After all, haven't we all heard from at least one person we know who was shocked to be laid off or to discover that her employer was suddenly struggling? News headlines alone are testament to the fact that thousands of people lost their jobs before having any idea they were in jeopardy. As a result, it has become more important than ever for job seekers to ask themselves an essential question before accepting a job offer: "How secure will my future be with this employer?" Although this is an issue people should consider in good and bad economic situations, it's particularly critical for people thinking about leaving their current employer for another. "If your new employer is on shaky ground because of poor finances or leadership, chances of your long-term success with the organization are already slim. A fast failure at a new job can kick off a series of frustrating, downward-spiral career experiences," says career coach Katy Piotrowski, author of "The Career Coward's Guide to Job Searching." Without a crystal ball, there is no guarantee how much security you will have with a new employer. Fortunately, there are several indications that can help you assess the amount of security you'll have with an employer. Piotrowski says to be aware of the following clues that a company is or is not doing well: Signs a company or organization is not doing well It has a poor reputation in the marketplace. Conduct a quick check-in with a few people you trust in your industry, and ask what they've heard about the potential employer. If multiple accounts of poor product or service quality pop up, beware. It has a dicey credit history. All businesses go through ups and downs, but in general, the better-run operations will maintain a healthy credit rating. A number of business credit-reporting services exist on the Internet. For less than $100, you can obtain some telling details about a company's financial status. There is frequent turnover of team members. If there's been a revolving door of employees coming and going, find out why. Request the opportunity to speak with the person who last held the position for which you're being considered. If the hiring manager refuses your request, it's a red flag that something may be awry. You get a gut sense that something's just not right. Most of us can recall times when we didn't trust our intuition about saying "yes" to an opportunity, and it backfired. If something about the potential employer seems off-kilter, take the time to learn more before accepting. Signs an employer may offer some promising, long-lasting rewards There's evidence that leaders at the company are invested in the success of the business. Ask your interviewer to describe the significant managers in the company and how they're involved in the day-to-day success of the operation. If you hear, "Bob is constantly looking for new ways to improve our position in the market," or "Sarah checks in with her team nearly every day to make sure they have what they need to succeed," chances are good that the business is in capable leadership hands. It has a solid standing in the market. Within any given industry, it's no secret which companies are most respected and successful. While you don't need to work for the "No. 1" business, your career will benefit from alignment with a company solidly positioned in the top five. If you're not sure which companies these are, ask a few movers and shakers in your industry which companies they most respect. Its products and services are in strong demand in the market. Because the economy is in such flux right now, it can be a challenge to sort out which industries hold the most promise. But a quick review of fast-growth and high-employment industries at a source such as www.careeronestop.org can help with some career decisions. It has sound fiscal footing. The credit report you check to determine if a company is on shaky financial ground will also help you identify the smarter money managers. You're passionate about company's offerings and culture. As a new employee, you will be a key part of the future results of the business. Knowing this, ask yourself how committed you'll be to its success. If you're not motivated to give the company your best, keep searching. Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). </div> <div></div> <div>Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a> </div>

Do You Really Want to Work There? - Evaluating a potential employer

Do You Really Want to Work There? - Evaluating a potential employer by Selena Dehne, JIST Publishing One lesson many people have learned in ...

Pitfalls of the Senior-Level Interview

8:00 AM Anonymous 0

<a href="http://emj.icbdr.com/artieimages/r1/ar5b1j16hxf33lxgv3r1.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/r1/ar5b1j16hxf33lxgv3r1.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a> <div>Pitfalls of the Senior-Level Interview by Joe Turner, the "Job Search Guy" As the current credit crisis continues to deepen, global markets are reeling, prompting the universal question, "When will it end?" Since no one knows the answer, we soldier on with the knowledge that it will end sometime. According to Brian Sullivan, the CEO of the executive search firm CTPartners, "Hiring will be especially competitive and selective in 2009." In its recently released 2009 annual list of hot executive jobs, he indicated that there will be a shift away from volume hiring to a more strategic hiring approach for senior executives in 2009 as the continued credit crisis grips world markets. "Opportunities still exist for talented individuals with innovative ideas," Sullivan adds. So what does this mean for those executives who are chosen to interview for these senior-level positions? Since the competition has increased, there is less room for the usual mistakes that senior-level candidates typically make in these interviews. As a candidate, you will typically interview and need to pass muster with a higher number of interviewers, at all levels. According to Dave Knutson, a senior retained search recruiter and owner of the Knutson Group in Phoenix, most senior-level candidates make the mistake of brushing off the individual and group interviews with the midlevel employees. They apparently think these interviews are less important than the "real" meeting with the CEO and upper management team. Knutson warns this is a big mistake, as the midlevel players will have more input on the final choice than candidates often think. He advises all senior-level candidates to get themselves up to speed on the company, its stats and other details, especially for the midlevel meeting with the managers and directors. You will be expected to demonstrate your knowledge of the company for which you are interviewing. An even bigger problem is the "Presidential Pitfall." This is based on years of observation from Neil McNulty, principal recruiter with the McNulty Management Group, a military placement and career management group out of Norfolk, Va. McNulty noted that too often, senior candidates walk into an interview cautious and reserved, and try to "act presidential." As a result, they are not paying attention to what the person who would be their boss is looking for in an employee. McNulty has seen dozens of senior-level candidates make this major mistake. While they may be highly accomplished, they walk into an interview expecting the company to recruit them rather than feeling the need to sell themselves to the employer. As McNulty sees it, the big mistake high-level candidates make is that they don't want to appear hungry. They want to appear "presidential," as he calls it. That means they don't want to lower themselves to ask about needs. McNulty says many of his senior-level interviewees have done a poor job of determining what the employer needs. They have failed to demonstrate how experience from their own past can address those needs. If you don't hit those hot buttons, you won't get hired. Too many high-end executives are acting as if this is still the "go-go" '80s and '90s. They act with the attitude that the company needs them rather than the opposite reality. The truth is that this dynamic seldom works, as it is the rare individual today who has that unique ability or skill set that the company must absolutely acquire. This takes us to the core of the problem: High-level candidates often seem to have a hard time selling themselves. The advice from Knutson is to get over this, and ask for the job. This is especially necessary in today's depressing economic climate. In the words of McNulty, "You gotta sell during the interview or you won't get hired." As a recruiter, Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Author of "Job Search Secrets Unlocked" and "Paycheck 911," Turner has been interviewed on radio talk shows and offers free insider job-search secrets at: http://www.jobchangesecrets.com. </div> <div></div> <div>Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a> </div>

Pitfalls of the Senior-Level Interview

Pitfalls of the Senior-Level Interview by Joe Turner, the "Job Search Guy" As the current credit crisis continues to deepen, globa...

Stay on Contacts' Radar Screens: 4 Vital Post-Interview Moves

6:00 AM Anonymous 0

<a href="http://emj.icbdr.com/artieimages/dp/ar5b66n79hmqh0hs1fdp.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/dp/ar5b66n79hmqh0hs1fdp.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a> <div>Stay on Contacts' Radar Screens: 4 Vital Post-Interview Moves by Selena Dehne, JIST Publishing Imagine spending three months training for a race, launching your body to a strong start and sprinting past the competition on your way to a victory. After so much preparation and effort, you wouldn't give up and walk through the finish line, would you? This scenario represents how many job seekers misstep in the interview process. They begin doing everything right, like researching the company and preparing questions in advance. They make a great first impression and dazzle recruiters and hiring managers with their knowledge and ideas. But too often they fail to finish strong, because they underestimate the importance of following up after their interviews. "Potential employers will be influenced and continually impressed not only by what you did, but what you continue to do, which is why it's imperative to take action immediately after an interview is over to stay on contacts' radar screens. It's your job to sustain their enthusiasm for you over time," says Molly Fletcher, author of "Your Dream Job Game Plan." Below are four post-interview steps she believes are vital for scoring an interview victory: 1. Write notes immediately after the interview Reflect on your observations, impressions and conversations throughout the interview. Jot down any information that may be valuable for when you write a thank-you note to your interviewer, move on to the next interview round or start the job. Key pieces of information include recent projects, professional organizations, industry events, upcoming conferences and companywide meetings. You'll want to remember personal things about the interviewer, too, such as any pet peeves or hobbies she might have mentioned. 2. Send an e-mail to say "thank you" as soon as you can Be professional throughout your e-mail and mention some specific points from the interview that you noted to demonstrate that you were interested and listening. Answer any questions or issues that may have been left unresolved. 3. Follow up with a handwritten thank-you note, too Within 24 hours of the interview, snail-mail a personal thank-you note. This extra, personal touch is something many other job seekers are unlikely to do and gives you another opportunity to stay in the minds of interviewers through very little effort. 4. Follow up with any referrals you were given During the interview, you may be encouraged to reach out to other people or organizations who the interviewer believes might interest you. If so, contact them in a timely manner to demonstrate that you are fearless, passionate and serious about moving your career forward. "This follow-up process will not only help you track your action steps, but will also efficiently and effectively develop your relationships with people who can connect you to great job opportunities," Fletcher says. Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Search more than 100,000 Jobs by <a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM">CLICKING HERE!</a></div>