Why the secret to nailing an interview is the exact opposite of what everybody thinks

Why the secret to nailing an vorstellungsgesprch is the exact opposite of what everybody thinksWhy the secret to nailing an interview is the exact opposite of what everybody thinksCongratulations, youve made the short list of candidates for yur dream job. Now all you have to do is pass the final test How do I walk into the room and convince the decision makers that Im their best choice? This is the question on the mind of anyone, everywhere, whos ever competed for a job. Unfortunately, its exactly the wrong question to ask. We know because we advise corporate boards, executives, and CEOs - from middle-market firms to the Fortune 500 - to help them make their fruchtwein critical hiring decisions. Were in those rooms all the time. More importantly, were in the heads of the people who make the decisions. Job seekers, heres one of the surprising interview tips to understand before you walk into the room Theyre as anxious about the hiring process as you are. Maybe even more so.Looking for an inspiring way to start your day? Sign up forMorning MotivationIts our friendly Facebook bot that will send you a quick note every weekday morning to help you start strong. Sign up here by clicking Get StartedWhy? Time is short. No one seems like the perfect fit. The chances for failure are uncomfortably high. The cost of a wrong decision can be astronomical.In the face of uncertainty, hiring decision makers want to make a safe choice. So when you are walking into the interview, get out of your own head and your own anxieties over proving you are worthy of the role. Safety is your key to the kingdom. And communicating safety, weve found, has less to do with convincing the decision maker of your capabilities, skills, or intelligence.The bottom line is this You get fired on results but hired on perception. So how can we all exude safety in the room?Become the Happy WarriorBill Fry has delivered many tens of millions of dollars of value to shareholders of companies he ran. He gre w the vacuum company Oreck during an economic downturn - no easy feat - and before that, he led Bell Sports through a similarly challenging time, with 9/11, new market entrants, a major acquisition and then a merger. Before starting his corporate career, he spent eight years in the Navy, after an ROTC scholarship took him to Ole Miss. Bill is competitive and as sharp as a tack. Sounds formidable, right? He must be one intense guy we thought, prior to meeting him to assess him for the CEO role at Oreck.It took one minute in his presence to prove that assumption wrong. Bill radiates an Im OK, youre OK vibe that sets you immediately at ease. Eye contact, friendly questions, self-effacing humor, and calm but confident demeanor. Bill listens intently no matter who is in front of him - a CEO or a mailroom clerk - and makes you feel respected. Bill Fry gets results, without a doubt, but darned if he isnt the nicest guy you ever met.In the interview process, nice guys and gals finish fi rst.Boards, and interviewers in general, consistently overemphasize soft skills in their hiring decisions. Can it be that the same comportment that helps attract a date also gives you an edge in getting hired? Sophisticated as they are in tackling hard business problems, when sizing up people, most board members and business leaders hire under the heavy influence of gedeihlich feel. And gut feel leads them to the more likeable candidates.Related from LaddersDont say these 5 types of words during a job interviewHow to answer 5 of the toughest interview questionsHere are 7 of the craziest interview questions10 ridiculously smart questions you should ask in a job interviewAmong 2,600 CEO candidates analyzed by Professors Steve Kaplan and Morten Srensen of the University of Chicago and Columbia University, the more likeable leaders had higher odds of getting hired for any leadership position. They werent necessarily the best of the best, but they were the friendliest of the best. SAS an alysts found similar patterns in their analysis. Highly confident candidates were 2.5 times more likely to be hired. Likeability and confidence impart no advantage in performance, but they definitely help you land the job. While these studies focused on CEO candidates, weve seen the likeability effect play out up and down the corporate ladder.Bill Fry exudes a Happy Warrior demeanor. The happy warrior confidently says, I love to solve the problems you have. Been there, done that, and liked it. Eager to do it again for you As these leaders talk about their most difficult projects and tough decisions, they exude joy, pleasure, passion, and energy. In other words, they simultaneously create both emotional and practical safety. You know youve met a happy warrior when he or she leaves the room and you cant wait to put her or him in the job.The people who ultimately get picked are those who lead with fierce competence delivered with genuine warmth. Good interviewees take a read on the roo m the moment they walk in and mirror the energy level. They pay close attention to body language to see how their words are landing Are peoples eyes lighting up? Do they sound hesitant? Are they checking their watches? Your goal is to connect with your audience and make them feel safeLinguistic landmines and the safety of wordsDuring the CEO Genome Project, we ran 212 CEO interview transcripts through SAS text-mining software, searching for linguistic patterns behind hire and no-hire decisions. SAS is a company who builds powerful predictive analytics tools the IRS and major banks use it to detect fraud, to name just one application. When we unleashed it on our interviews, we found some ugly hidden handicaps superficial factors that have little or nothing to do with what it takes to perform yet that trigger biases that affect your odds of being hired.Foreign accents. Candidates for United Statesbased companies who had a significant accent were, twelve to one (), less likely to be hi red. Yes, in the twenty-first century, when billions are spent on diversity initiatives, in-group bias continues to play an out-size role. Its bad enough that the bias exists. Whats worse is that nobody will tell you as you are coming up the ranks that you may be the most capable person in the world but that others perception of your capabilities may suffer because of your accent. Saying so is not polite and can even be risky.Elevated or pretentious language or affectations. While accents are a handicap, so is using overly sophisticated language. Throwing the dictionary at your interviewers will not get you the job. Interview candidates who used more esoteric, intellectual, or ivory tower vocabulary were, eight to one, less likely to be hired. Candidates who used more colloquial language (e.g., phrases such as shooting from the hip) were, eight to one, more likely to be hired. In our experience, down-to-earth storytelling, drawing on memorable results, is vastly more powerful than a cerebral, academic style.Management platitudes, acronyms, and consulting-ese. Relying on empty buzzwords can be an interview killer. We sat with one candidate who kept saying he was all about amplitude and that he liked to elevate people. Trouble was, he seemed to think that repeating these phrases removed the need to offer specific, quantifiable examples. Using generic language can come across as lacking authenticity and can trigger the interviewers ambiguity bias - the tendency to avoid those who appear to be missing information. Instead, be precise in your use of language and examples.We and I. Leadership is a team sport. The goal is to balance the I with the We. All candidates use I when describing their accomplishments at a higher rate than We. But the weakest candidates used I at twice the rate of the rest of the interview candidates. The best candidates are clear about their individual contributions without overusing I. Candidates who go on and on with their own accolades a nd accomplishments impress decision makers less than the ones who say, My proudest achievement was the moment the team began to knock it out of the park - and then clearly explain their role in the teams achievement.You may not look anything like the interviewers who will decide whether you get the job. You may not have gone to the same schools or played the same sports. But if you can leave them feeling safer and more energized than you found them, youve got a much better shot at getting the job.Elena Lytkina Botelho and Kim Rosenkoetter Powell are the authors of The CEO Next Door (Crown Publishing), from which this article was adapted.

Overhaul Your Employee Onboarding Process With Software

Overhaul Your Employee Onboarding Process With SoftwareOverhaul Your Employee Onboarding Process With SoftwareModern onboarding software has dramatically reshaped how companies, large and small, can approach training programs that are both highly customizable and affordable for their new employees. With this in mind, think aboutthe traditional hiring process.Despite constantly seeking new and imaginative ways to revamp the hiring process, most companies today are still stuck devoting months and countless work hours to filling a single open position. Whether you are optimizing the application process through online portals, sifting through piles of resumes,scouring LinkedIn with a recruiter, or conducting phone screenings, the hiring process is a draining endeavor. Trying to find that rare moment of the week where the members of a department have their schedules coalesce perfectlyto set aside an hour-long interviewis a huge challenge. Unfortunately, this process can take so much time that once a new employee is hired, the department is stuck playing catch-up and the new hire is thrust right into the action. This is a frequent and crucial mistake for businesses to make, yet they continue to do it over and over. Without putting your new employees through aproper onboarding process and training period, you leave a lot to risk when it comes to theirintegralrechnung into your organization. An increased focus on better training leads to mora well-rounded employees whoyou can retain at a higher rate. Often in business, youre taught that increased focus is just another way of saying more money. Thats not the case here. Take a look at the reasons why employees shouldnt simply be thrown to the wolves, then pivot to our top suggestions when looking athow to overhaul your training processes. Onboarding as a Lifejacket Throwing new employees into the new job may seem like the best way for them to learn and adapt to the office environment. However, in any position with a degree of uniformity in communication and procedure (most modern office jobs),you need to conduct proper onboarding. Think back to algebra class in grade school your teacher always asks for the answer, but more importantly you were asked to show your work because the teacher is more interested in ensuring that youre following procedures that will assist you in solving any problem you may face, not just that one single problem. Think ofonboarding employees in the same way. Yes, your new employee may figure things out for themselves, and yes, they may get the right answers in the beginning. If theyre not following the same procedures that the rest of your company is following, communication and project collaboration is frustrating for team members. If youre not teaching them procedures, its likely that there is no formal procedure, which makes solving institutional problems a nightmare. You can trace this back to improper onboarding. You need employees to feel a degree of comfort in t heir work. If they feel like theyre understanding the schemes of the organization, theyre far more likely to stick around for the long haul. So onboarding is very important. What to Lookfor in Onboarding Software What should youlook for in an onboarding and trainingsoftware program? Ease of Use First of all, you want whatever program you choose to be simple to set up and manage, and you want your employees to feel comfortable using it. The goal is for the employees to spend their time learning how to perform their tasks, not devoting that time to cycling through the software FAQ to figure out how to troubleshoot issue after issue. One of the ways that onboarding software is costeffectiveis that it doesnt require IT experience to manage a quality software is user-friendly enough for your HR department to tackle. This makes HR lives much easier. Keep your eyes out for software that can easily implement existing company training materials so you can get started and explore ways to optimize the program while getting employees used to the interface. The bestsoftwareallows you to upload materials of multiple file types and convert them into a proper online training course. Make Mobile a Priority in Your Onboarding Software As a younger generation moves into the workplace, a greater population of your employees will practically live on their phones. Instead of forcing them into training programs that are desktop-centric, use this fact as an opportunity and make mobile a must-have for your onboarding. Find software that will seamlessly convert materials for use on mobile devices. This allows your employees to train how they learn best and to take their training with them anywhere, at their desk or on their couch. Analytics in Onboarding Software Are Your Friend Lets face it training is useless if you have no way to measure its impact. A software program that makes ample use of analytics and data reports on employee progress is crucial. The strongest programs will make use of customized tests created by the software to best examine retention rates in your employees based on what theyre learning. It is also necessary to use corresponding performance indicators to measure improvement. Making this data available on the employee end is vital aswellso that your team can monitor their own progress and self-reflect. Video Outshines Text in Onboarding Software The proliferation of video in everyday life, from marketing to education, makes purchasing an onboarding software with video capabilities essential. The fact of the matter is that text only goes so far in the training process. After a while of sifting through onboarding packets, employees lose interest and begin to zone out. Search for a package that allows you to create new training videos and edit them within the content management system, or that are compatible with external video content management systems. You should easily archive your videos, including tags that are searchable. Videos th at are searchable by audio is a major plus in onboarding software searching a keyword will bring up instances within videos where the keyword is referenced. Conclusions About Using Onboarding Software Its easy to overlook the onboarding processor write it off as something too costly for an organization of your size. Onboarding software and management systems are changing the game, and for something so vital as employee training, why not take a deeper look and maximize your worker efficiency?

22% of managers say workers who lunch break less hardworking

22% of managers say workers who lunch break less hardworking22% of managers say workers who lunch break less hardworkingWhile it can be hard enough to figure out what to eat for lunch at work, it turns out that some employees feel liketaking a lunch break tarnishes their managers perception of them.close dialog Advertisementclose dialog/* effects for .bx-campaign-1012257 *//* custom css .bx-campaign-1012257 */.bx-custom.bx-campaign-1012257.bx-type-agilityzone .bx-close z-index 2-ms-keyframes bx-anim-1012257-spin from -ms-transform rotate(0deg) to -ms-transform rotate(360deg) -moz-keyframes bx-anim-1012257-spin from -moz-transform rotate(0deg) to -moz-transform rotate(360deg) -webkit-keyframes bx-anim-1012257-spin from -webkit-transform rotate(0deg) to -webkit-transform rotate(360deg) keyframes bx-anim-1012257-spin from transform rotate(0deg) to transform rotate(360deg) bx-close-inside-1012257 top 0 right 0 /* KD - Remove padding from video wrapper and set height to 100% */.bx-custom.bx-campaign-1012257 .bx-row-video .bx-video-wrapper padding-top 0important height 100%.bx-custombx-campaign-1012257 bx-creative-1012257 .bx-wrap height auto/* KD - Change positioning to static as that was not necesaary and here you can adjust the height of the video element */.bx-custom.bx-campaign-1012257 .bx-row-video .bx-video-wrapper video position static/* rendered styles .bx-campaign-1012257 */.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative *first-child width 100%.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative background-color transparentborder-style nonemax-width 900px.bxc.bx-campaign-1012257.bx-active-step-1 .bx-close stroke whitebackground-color blackborder-style solidborder-color whiteborder-width 1px.bxc.bx-campaign-1012257 .bx-g roup-1012257-AFvXBOB padding 10pxdisplay blockwidth auto.bxc.bx-campaign-1012257 .bx-element-1012257-J0EiS8Y width auto.bxc.bx-campaign-1012257 .bx-element-1012257-J0EiS8Y *first-child padding 2px 4pxfont-size 10pxcolor rgb(255, 255, 255)text-transform uppercasebackground-color rgb(0, 0, 0)background-color rgba(0, 0, 0, 0.34)Torks Take Back the Lunch Break survey - out last month - showed that its not all in our heads, finding that22% of managers in North America consider workers who do so are less hardworking. And other findings mirror this data - almost 20% of employees in North America worry that their managers wont consider them hardworking if they break for lunch regularly.KRC Research and Jennifer Deal, Senior Research Scientist at the Center for Creative Leadership and Affiliated Research Scientist at the Center for Effective Organizations at the University of Southern California (USC), worked together on Torks research. They surveyed 1,600 workers in Canada and the United States.The benefits of breaking for lunchAccording to the infographic, while 81% of employees who break for lunch each day are people with a strong desire to be an active member in their company. Almost 90% of North American employees report that giving themselves this time to eat during the work day helps them feel refreshed and ready to get back to work.It also says that employees who break for lunch at work each day are more likely to be satisfied with their current job and feel valued by their employer.What happens when lunch breaks take a back seatDealcommented on the findings in a statement.Reluctance to take a lunch break is often perceived as a display of dedication to the job In reality, taking time away for a lunch break can help to reduce stress, increase engagement, and restore energy levels, making employees feel more effective and productive back at the office, she said.In other words, the only partie youre hurting by not taking a lunch break is yourself - but there are many reasons why you might avoid doing so.While 13% of employees think that those they work with will judge them because of their lunch break, 38% report that they dont feel encouraged to have one.But the research also shows that they play a role in performance reviews, with 34% of managers in North America saying that they factor in the frequency of a workers lunch breaks during their assessment.Tork hasdesignated the third Friday in June National Take Back the Lunch Break Day as part of its efforts.

Biobots to the Rescue

Biobots to the Rescue Biobots to the Rescue Biobots to the RescueIt is a serious approach to defining and even identifying the parameters of immediate disaster response although the plan has the makings of a Grade B horror movie. North Carolina State University researchers are moving to the next level in using cockroaches to penetrate collapsed structures or dangerous areas, pairing them with new software, hardware and aerial drones to gather digital information they believe will produce maps of compromised areas and possibly save lives.The roachesMadagascar Hissing Cockroaches that can reach three inches in size at maturitywould be fitted with small platforms of sensors and released into an area. Researchers already have demonstrated with some success the roaches, or biobots now that they are fitted with the electronic backpacks, can be remotely controlled. Now, they believe they have the software and hardware to allow the roaches to relay data to a hovering drone that can send the data to a central control.As the biobots roam through the area, their movements would be confined within by an electronic beacon emitted by the drone. Data is collected by each insect, and is shared or can be accessed by one of the group. Just one member of the swarm can transmit all of the collected data to the drone. Using newly developed software, operators can then stitch together the data to form an image of the space within which the biobots are working.The new technology allows cyborg cockroaches to pick up sounds with small microphones and seek out the source of the sound. bild Eric Whitmire / NC State UniversityEdgar Lobaton, associate professor of electrical and computer engineering, is part of the NC State team, who has co-authored two papers describing the work. We dont want to control each individuals behavior independently, he says. The idea is to exploit their natural behavior. The idea is to release a swarm of sensor-equipped biobots, such as the remotely controlled cockroaches, into a collapsed building or dangerous unmapped area.The key is development of the electronic beacon to control the swarm. Theres no way really to naturally contain them in a specific area, notes Lobaton. So now we propose to use a leader to contain them a drone to guide or herd the swarm.What the swarm will be carrying are tiny backpacks fitted with small microphones as well, to pick up sounds that could help emergency responders locate and rescue survivors. Led by Dr. Alper Bozkurt, also an NC State assistant professor of electrical and computer engineering, a team has developed two types of customized backpacks fitted with microphones. One type has a single microphone to capture relatively high-resolution sound from any direction. The second type is fitted with an array of three-directional microphones to determine the direction of the sound.Researchers have developed algorthims to analyze the sound from the array and localize the source. Then, they can steer the bio bots in the proper direction using the beacon as a sort of mobile corral in which they are contained. As the corral moves in one direction, the biobots move in various directions within until they reach the electronic boundry.This is significant in a few ways, says Lobaton. It ensures the biobots will remain at the site and within range of each other to form a wireless network. It can also steer the swarm to light, where the tiny solar panels on the backpacks can recharge.Lobaton says a strong radio beacon is enough to penetrate into portions of a collapsed structure and contain and direct the swarm. He says their research shows they will lose contact with a number of individuals but that should not interfere with the task of mapping an area. As long as we can get a signal from any part of the swarm, we will be able to retrieve data on what the rest of the swarm is doing, he says.Bozkurt already has successfully demonstrated cockroaches using the backpack technology, but Lobatons la test experiment used small 1.5-inch robots that simulated cockroach behavior after being released into a maze-like space. Insects have both drawbacks and advantages compared to robots, and other scientists are opting to use the real live creature.Scientists at Nanyang Technological University in Singapore are using large beetles, implanting electrodes into their muscles to control how they walk. Others at Cornell University have successfully controlled the flight of moths with implanted devices.In the case of the North Carolina State research, that may not be practical because they are using numbers of insects. They are also a cheap, ready-made platform, compared to a robot that has to be designed and manufactured from numerous small parts. An insect robot also needs complicated code written to allow them to overcome obstacles.While the backpacks are tiny, Lobaton says they are fitted with inexpensive off-the-shelf technology. The roaches are put into a refrigerator where the cold t emperature stuns them and reduces their metabolism, making it easier to fit them with the backpacks.One prototype cost only about $100, he says. A lot of this technology is virtually off the shelf.Lobatons next step is replacing the robots with the backpack-fitted roach cyborgs to duplicate their test results. We need to integrate more information, he says, pointing to the exchange of information such as sound from microphones and data for mapping between two or more biobots. For Further Discussion We dont want to control each individuals behavior independently. The idea is to exploit their natural behavior. Prof. Edgar Lobaton, North Carolina State University

The End of Accountant Executive Resume

The End of Accountant Executive Resume You might have to present the businesss proposal to top management. Use a career objective if you are a newcomer to the business and choose the usage of expert accountant summary statement in case you have already gathered professional experiences in the specialty. You may use the next list of top, sought-after skills to learn whether a career in accountancy may be a very good match for you. If you want mora help, take a look at our professional experience writing guide. The intent of writing one is what produces the difference. My resume includes a comprehensive look at my work history and individual skills that make me the ideal candidate for this position alongside references from previous employers. So, concentrate on the one shown in the work description. Top Choices of Accountant Executive Resume The filing has to be carried out properly. An executive summary is among the most essential sections of your resume. The Battle Over Accountant Executive Resume and How to Win It To begin with, you cant be a Senior Accountant unless youre an Accountant. To find this job, you have to be a CPA. Some jobs will need a Masters Degree. Furthermore, you can look for mortgage underwriter jobs on Monster. If you dont have experience, then attempt to obtain an internship after possible. Experience is vital. Make certain you will be specific with the skills which you have. Computer skills on resumes are becoming more and more vital for accountants. The 5-Minute Rule for Accountant Executive Resume Employers want to feel they can trust you with their money, organization, and customers. Becoming a Senior Accountant is no simple task. Resumes can be somewhat simple to make. Accounting Resumes have unique formatting requirements and have to serve a particular purpose. What About Accountant Executive Resume? Based on what field you opt to go into, a seasoned accounting and finance position would bring a salary in the reach of 68,000 to 109,000 dollars each year. Another task for CPAs is when the business needs to obtain their taxes in order. If you would like your staff accountant resume to stick out from the rest, then be certain to list all your skills in support of the providers fiscal efforts. For instance, accountants might operate to minimize a customers tax liability by taking a look at their finances. Definitions of Accountant Executive Resume Staying updated on your occupation is important to getting an excellent staff accountant resume. Simply take a look at the work description, in case you have this, and customize your resume accordingly. If youre looking for a finance job or need to get prepared just in case, you will require a dynamic cover letter to grab the hiring managers interest. In addition, should youre attempting to obtain a job which is outside your present-day specialty, you will need to TARGET your resume to prove to the hiring manager you have the skills to do the job. In order to make sure your professional resume will support your targets, utilize this accountant job description to inform what you need to highlight on your resume. If youre searching to boost or target your career, you ought to select a path. Loaded with terrific information and suggestions from career professionals, this e-book will allow you to make and implement a winning 5-step job search program. You ought to be a team player. More so, it is going to be helpful if youre going to determine the dates of your previous employment so itll be easily understood by your prospective employer. The achievements which youve received as an accountant. The recruiter will cause you to be a priority. Contact information It can be quite important to put your contact info. The Principles of Accountant Executive Resume That You Will be Able to Learn From Beginning Today Accounting professionals often wade through plenty of data that they need to analyze and interpret. Ac countants have to be trustworthy. Our resume experts can assist with that, too The more relevant keywords youve got, the better, Goodman states.

How Do I Video InterviewGeneration X

How Do I Video InterviewGeneration XEvery candidate comes with their own set of unique interviewing challenges. Thats why were tackling how to video interview different types of candidates with this how-to series. Today, well be talking about how to use video interviews to connect with candidates from Generation X. How can you determine which candidates are ready to manage your team for years to come and which are too focused on family?Like every generation, Generation Xers have a unique set of qualities that need to be considered when interviewing. Job applicants of Generation X, born between 1964 and 1979, are not only more experienced than their Millennial counterparts, theyre also more likely to have a family, be paying off student loans, saving for their children, and be more affected by unemployment.While some Generation Xers are a bit tech-savvy, with 27 percent using LinkedIn in their job search and 21 percent using Facebook, they didnt grow up with new technologies like Mill ennials.With all of this information, how do you connect with Generation Xers in a video interview? Here are some tips to help you find the very best Generation Xers for your open positionsDetermine if they have managerial, aufgabe solving, and leadership skills.Unlike the Millennial job seeker, Generation X job candidates are looking for a career, not simply a job. They are in it for the long haul. These job candidates also have more years of experience than Millennials, but are not quite as close to retirement as Baby Boomers.Therefore, Generation Xers will be next in line for upper management in the coming years. So choosing a Generation Xer wisely and strategically will benefit your business in the long-run. Look for important long-term skills such as management, problem solving, leadership, and critical thinking when interviewing Generation X job candidates. Take a close look at their past work experience to see if it will benefit your company and make sure they can share examp les of this past experience during their video interview.Stress your companys growth opportunities and unique benefitsGeneration X job candidates are looking for a long-term commitment that will benefit their family too. In fact, when asked what they valued most in an employer, Generation Xers rated job security (65%), employee benefits like healthcare (62%), and location (55%) as most important.Emphasizing your companys job growth opportunities during your video interview, such as the potential for bonuses, raises, or movement to new positions, are likely to attract Generation X job candidates. Be sure to discuss other benefits such as healthcare, dental, retirement plans, or daycare facilities when interviewing Generation Xers, as these benefits are also very important to them.Gauge if their management style aligns with your companysGeneration Xers are known to be independent, a bit informal, and in need of their space. If your company culture thrives on micromanagement with a lac k of creativity, Generation X candidates might not thrive. But no candidate is the same, regardless of their generation, so ask questions that gauge their management needs and style to determine if theyre the right fit for you.elend every Generation X job candidate is created equal. Some will fit our description while others will vary from the norm. But it is important to recognize that Generation X job candidates have very different needs and levels of experience than other generations.What are some things you look for in great Generation X candidates? Share in the comments

4 Tips to Positively Present a Step Back in Your Career

4 Tips to Positively Present a Step Back in Your Career4 Tips to Positively Present a Step Back in Your CareerPeople often speak about climbing a career ladder. Truth be told, however, paths dont always involve constant ascension. Workers sometimes make a sideways move or change routes altogether. They may even take a step backwards. And while this movement may be logical or preferable, employers dont always see it that way. The burden then falls on the applicant to explain the choice. Be ready to make your case for why you want to take a step back in your career and land a job for which you may seem overqualified.Here are four strategies to explain why you want to take a step back in your career1. Discuss the benefits of this opportunity.Title and salary may be important, but they certainly arent the only factors people consider when taking a job. Think about ways this punkt meets other needs. Perhaps this company would enable a better work-life balance by shortening your drive or a llowing some telecommuting. Maybe youre passionate about the companys mission or want to experience the excitement of growing with a startup. Articulate these reasons during the interview.2. Focus on the challenges.Employers realize the connection between engagement and productivity, so expect to be hit with questions such as, Wont you get bored in this job? and Are you concerned this might be a step back in your career? Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions and 301 Smart Answers to Tough Business Etiquette Questions, suggests stating reasons why the job would actually be a step forward. Talk about what you want to learn from it and the specific challenges youre excited about facing.Always remember that the interviewer is voicing only what she thinks, Oliver says. She feels it may be a step backward, but you dont. Youd be thrilled to take the job.3. Ease concerns over leaving.Employers also worry that an overqualified candidate will quit once a bette r opportunity comes along, so be ready to dispel fears.Its good if you can say why you value loyalty in others and are therefore loyal yourself, Oliver says. If you have a particular anecdote you can tell thats germane, do it. Maybe someone who worked for you bolted the second she welches trained and you felt spurned. Maybe you have a very long track record somewhere you can point to. Always try to pepper your answers with real-life case examples.4. Address your fit.Finally, consider spelling out how your previous experience and background have led you to this position. Perhaps time as a manager left you longing to go back to performing tasks rather than overseeing others doing them. Maybe youve taken time off to raise children or pursue an interest and would feel more comfortable re-entering the workforce at this level despite your advanced degree. Candidates who know themselves well convey confidence that employers cant help appreciating.Find more job search tips hereReaders, how have you explained wanting to take a step back in your career? What tips do you have for others looking for the same opportunity? Share with us below

Veterans and Military Spouses Ten Steps at RAF Mildenhall

Veterans and Military Spouses Ten Steps at rote-armee-fraktion MildenhallVeterans and Military Spouses Ten Steps at RAF MildenhallVeterans and Military Spouses Ten Steps at RAF Mildenhall AFTERNOON CLASSKathryn Troutman, Federal Resume Guru and Author, SpeakerTEN STEPS TO A FEDERAL JOBFree WebinarTop Tips for Military Spouses and Federal JobsMilitary Spouse PreferenceMay 11, 12 noon to 1245Register hereApril 11, 2018, RAF, Mildenhall, London, England. Author and instructor, Kathryn Troutman presented a two-hour version of Ten Steps to Airmen, Spouses and Military Family Readiness Specialists from RAF Mildenhall, Lakenheath and Alconbury. The military spouses stayed for the second class to learn more about USAJOBS and the federal resume. The class was enthusiastic and very interested in anything they could learn from Kathryn Troutman, Federal Resume Guru.First question to the audience How many of you would like to have a federal career? 90% said YESHIGHLIGHTS OF THE TEN STEPS C URRICULUMTEN STEPS INTRODUCTION. Kathryn started the class out with the popular warm-up activity, How Many Hats Do You Wear AT Work? A couple of the Airmen read their hats. An Aircraft Refueler, said that his hats were supervisor, quality assurance, safety, instructor and planner/scheduler. Then for the 2nd warm-up, the Airmen and attendees were asked to write ONE accomplishment in about 3 sentences. The Airmen who stood up to volunteer their accomplishments were GREAT. We heard that one Airmen did an analysis of a certain program and advised senior leaders to eliminate the program saving AF one million per year. They accepted his recommendation ImpressiveSTEP 1 Review the Federal Job Process. Kathryn introduced the OPM Classification Standards and asked everyone to FIND YOUR NEXT JOB. They did it. They found Transportation Specialist (GS-000) Logistics Management Specialist (GS 348). Then Kathryn asked everyone to look at the list of federal agencies. Select your Favorite nex t agency. They did it DLA. Broadcasting Board of Engineers, State Department. We were on a roll.Step 2 Networking. Kathryn asked if anyone in the room knew someone who worked in the government NOW. She said, Will you talk to them? Ask them what agency they work for? What is their job? Are they hiring? Will you do this? 60% of the attendees raised their hands -GREAT. Networking is so important for federal job search.Step 3 Finding Keywords Kathryn reminded everyone that the USAJOBS federal resume is read by human human resources specialist. BUT that they read for Keywords. The Human Resource Specialist who attended the class, reminded everyone at the end of the class, The HR specialist DO read for keywords from the announcement. GREATStep 4 What are your Core Competencies Kathryn asked everyone to select 3 of the core competencies from the 2 pages. The favorites were Flexibility, Adaptability, Customer Services, Problem-Solving, and Interpersonal Skills. Kathryn said t o everyone Figure out a way to add ansicht words into your accomplishments and narratives. The managers want these competencies in the new hires.Step 5 Look for Announcements on USAJOBS Kathryn reminded everyone, that they have to start early to find their federal orts, learn how to read the announcement qualifications, and practice matching their resume to the positions. This takes practice Start early and get familiar with the positions.Step 6 Writing your Federal Resume. This is the BIGGEST STEP OF ALL The Video showed T-Rex stomping about the correct way to write a federal resume with small paragraphs, ALL CAP KEYWORDS and accomplishments. The video showed the old-style bullet, acronym format being torn down by a crane and ball. And the new sleek outline format being constructed with short paragraphs, ALL CAP KEYWORDS and featuring Accomplishments to stand out. The class reacted nicely to the new format and the T-Rex key words.Step 7 KSAs, Accomplishments and the Questionn aire. Kathryn warmed everyone in the room, to give yourself all the credit that you can with the self-assessment questionnaire. And also asked everyone to PLEASE add 3 to 5 accomplishments to stand out, be confident, get Best Qualified, Referred and hopefully invited to an interview.Step 8 Apply for Federal Jobs on USAJOBS. The BEST tip Kathryn gave to the class was to practice applying for federal positions. Walk it through a couple of times before the perfect position comes up. Theres a lot of screens, documents and questions. Start a day early before the deadline.Step 9 Track and Follow-up on Your Application. This is one of Kathryns favorite steps. You CAN find out what happened with your application. With private sector, you pretty much CANNOT find out the results. But if you have a question about Who May Apply, Veterans Preference, The Eligibilities, you can write to HR and get answers to questions. And sometimes corrections.Step 10 Interview for a Federal Job. Both Airmen a nd Spouse know now that the federal Behavior-Based Interview is a TEST. Prepare and practice ahead. Prepare five accomplishment stories, memorize them and practice with your cell phone.BONUS TIP The veterans can apply for federal position 120 days BEFORE they separate or retire And SPOUSES can use EO 13473 for the length of their stay at each installation, instead of the previous rule of 2 years.Last questions from Kathryn to the classHow many of you are going to apply for federal position? 90% said YESHow many of the spouses will register for PPPS? 90% of the spouses said YESHow many of you will talk to your friends and family who are federal employees? 50% said they wouldThe class was great. Everybody received a Jobseekers Guide 8th Ed., Ten Steps to a Federal Job. And I believe that they will have more confidence with their federal applications when its time. The two classes were highly successful with more than 150 in attendance with a small, quiet base in the middle of E ngland, with a mission specializing in refueling aircraft. They all want a federal career And this class helped with their goal.TEN STEPS TO A FEDERAL JOB AND THE STARS ARE LINED UP FOR MILTIARY SPOUSES are two popular federal career curriculum that are licensed through The Resume Place, Inc., Certifed Federal Job Search Trainer and Certified Federal Career Coach Program. Teach your customer jobseekers how to land a federal jobJobseekers Guide, 8th EditionBEST BOOK FOR TRANSITIONING MILITARY, SPOUSES AND VETERANS

5 Websites for Finding Remote Work

5 Websites for Finding Remote Work5 Websites for Finding Remote WorkAre you sick of your commute?Have you decided to leave the office behind and settle into remote work?Congratulations Deciding to work remotely is a big decision, but it can have a lot of benefits.Working remotely allows you to avoid a long commute, wear comfy clothes, and work anywhere in the world with a computer and internet connection.But you may find yourself asking Where can I find remote work?If you are ready to make the switch to working from home, get connected to a job board that specializes in remote work. landsee what opportunities are available to you.The following websites can help you start your journey to start working remotely.5. FlexJobsFlexJobs offers workers a massive database of remote, freelance, or flexible job options.They offer jobs in 55 different career categories with positions that range from entry-level to executive.To weed out fake job deutsche post agings, FlexJobs hand-screens and cura tes every job and company to make sure they are professional, high-quality positions with flexible options.If you arent sure you are ready to make the jump to fully remote work, you can also find flexible jobs that offer partly remote options.However, to fully experience the site and apply for jobs, you have to pay a membership fee of 14.95 per month.4. JobspressoIf you are looking for only remote positions, Jobspresso is a great place to start.Jobspresso offers jobseekers a curated list of high-quality remote jobs.All of the jobs posted to Jobspresso are hand-picked, manually reviewed, and expertly curated.They cover a variety of positions in tech, marketing, customer service, and creative fields.Jobspresso also works with big companies such as Microsoft, InVision, Amazon, Reddit, and Github.Best of all, its cost-free, and you can get daily job updates, articles, and more by following them on Twitter.3. We Work RemotelyWe Work Remotely is a popular online job board for seekers who are looking for jobs that arent restricted by commutes or particular geographic areas.They claim to be one of the first remote-only job boards established and the largest remote-only work communities.They offer several job categories such as marketing, programming, DevOps, management, design, and more.Companies such as Zapier, Hubstaff, GoDaddy, and Hotjar post jobs on We Work Remotely.The board updates frequently and you can get jobs in your field emailed to you daily.2. RemotiveRemotive is a great resource for workers looking to go remote.They offer a great job board with jobs in engineering, human resources, marketing, sales, and support.You can find work with companies like Github, Twitch, Buffer, and others.Not only can you find a great remote job, but Remotive also offers a community for remote workers.You can subscribe to their newsletter, join their community of workers on Slack, or check out their resources for remote workers on their blog.1. Working NomadsWorking Nomads of fers a great list of remote options for job seekers interested in moving to remote work.Working Nomads offers a curated list of interesting remote jobs in a variety of career areas.You can search for jobs based on your interest, whether that be in design, development, consulting, or more.If you want to avoid searching through the listings yourself, you can elect to have Working Nomads email you a list of positions in your desired field.Many of the jobs focus on the tech field, with positions such as web developer and software engineer, but there are also positions in customer service, sales, and writing.