6 Reasons You Failed the Interview Before it Even Ended

6 Reasons You Failed the Interview Before it Even Ended Landing the interview for that dream job can be an exhilarating ride for anyone seeking a change in their career. The dizzy excitement of that chance of being so close can make anyone desperate to do well. However there are many cases in which those who really want to succeed have not, generally because of mistakes made before the interview has even finished. It is common knowledge that an interviewee should give precise examples of previous work in relation to questions, maintain regular eye contact with their interviewer and arrive on time. However, there are other potential mistakes that you may not realise, which can be avoided. When a candidate comes in for an interview they are being assessed on everything, from posture to their industry knowledge.   When we interview a candidate, we have to take into account how our clients will perceive this person. At this stage of the process we are able to advise and help as much as possible, especially in areas they were previously unaware of, to give the candidate every chance of producing a good interview.  Jenny Pape, Director at Workfish Recruitment So what are those mistakes and what can you do to avoid them? 1) Preparation: The most important aspect of the interview is the preparation that the candidate undertakes. Applicants can make their life a lot easier by making sure that they are well prepared before they even leave for the interview. For instance, those who are dedicated in their search for a new job can often have several interviews lined up at any one time. If those who are in this situation get confused or mix up interview dates, it can demonstrate poor organisational skills and can obviously be detrimental to interview success. Another issue with preparation is interviewees looking like they have not had enough of a good sleep the night before. This can often be the case if they are anxious or worried about the interview â€" which is natural â€" after all an interview is a stressful time. However if the person turns up with rings around their eyes or starts to yawn in front of the interviewer, it can be pretty damaging. READ MORE:  How to Be a  Morning Person 2) Not impressing with your dressing: It is amazing how many applicants really do not consider what they are wearing to an interview. There are those who really do turn up to an interview in just jeans and a t-shirt. This does not look professional to the interviewer and can seem like the interviewee has no real intention of pursuing the job. No matter how ‘cool’ or trendy the organisation is, it is always better to be overdressed than underdressed. It is not just dressing in the right clothes that can make the difference. Having the clothes freshly cleaned and professionally ironed is a huge benefit. Wearing a creased shirt or trousers shows poor organisation and a lack of personal care. 3) Arrival in the lobby: How a candidate arrives in the lobby, or at the reception of the interviewing company, is just as important as how they introduce themselves to the interviewer. It is often forgotten that the receptionist is often asked what they noticed about the candidates. Turning up while using the mobile phone, chewing gum or wearing sunglasses will be noticed, even if they are disposed off before the interviewer shows their presence. Once the candidate has arrived in the lobby of the company â€" the best option will be to politely introduce themselves to the receptionist. It is best not to look at your phone but to instead sit and read either the notes on the company so they are fresh in your mind or any literature on the organisation that is present in the lobby. It would be important to note at this time that being late is also frowned upon. However there are times when being late is not your fault. During these moments it is best to ring in advance to apologise, explain the reason succinctly without being negative. 4) Not doing the correct research: Spend some time researching the company. Often one of the first questions asked in an interview is “what do you know about X?” By showing your knowledge of the company to the interviewer, you can demonstrate that you are organised and have done the research. However candidates should also prepare relevant questions for the interviewers. Not having questions which impress the recruiter is particularly damaging and can demonstrate a lack of commitment or understanding for the job that has been applied for. Of course the interviewee shouldn’t field questions which the interviewer will struggle to answer or may be seen as a challenge to their authority. A good place to start is enquiring further into aspects of the job role and the future career progression that can be made. Do not ask about holiday or benefits though. Building a relationship with the interviewer by asking about how they have achieved their career and what interests they have; can build commonality and is highly recommended. Building this commonality between the two of you can help you direct your questions in a more relevant manner and bring up subjects of interest. This will give you a better chance to be memorable to the employer and a higher chance of success in the process. 5) Introduction to the interviewer and entering the interview: Your introduction to the interviewer is one of the most important moments of the interview. Many hiring managers do state that they make a decision on whether the candidate is suitable or not for the role by the way that they introduce themselves. A mistake that I often made was sitting down in a chair before being offered the seat. A candidate should remember that they are in the interviewer’s territory and therefore need to remember their manners. Therefore standing by the chair and awaiting the offer is the polite thing to do. 6) Social media: Social Media is becoming a big player in the recruitment process. 43% of hiring managers have stated that when they have researched candidates on social media they have found material which has caused them to reject them. The main reasons for the rejections include: Inappropriate photos / content Information about candidates drinking or using drugs Negative talk about a previously employer Poor communication skills Discriminatory comments being posted The discovery of lies about qualifications. To avoid this, you must be willing to treat the social media platforms that you participate in just as professionally as you would treat your CV. Posting images of the latest party might not be favourably seen upon by the recruiter. Although not occurring before the end of the interview, a great example of how Social Media has led to a candidate not being offered a job is the ‘Fatty Cisco’ incident in America. Connor Riley, immediately after returning from an interview posted a message on her Twitter account: Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work. Unfortunately a member of staff at the company found the tweet and before long it became a well known incident and she lost out on the opportunity. Conclusion: Starting off on the right foot for an interview is paramount. Help yourself by preparing thoroughly and ensuring that you have a smooth introduction to the interviewer. Connecting with them by showing a strong interest in the company and respecting all those that you meet on the day; will all help to achieve landing that dream job! Author:  Josh Hansen is a writer who covers a wide range of employment and digital (sometimes together) topics. Thanks go to Jenny Pape at  Workfish  for her advice and contributions to this piece.

The Future is Blurry

The Future is Blurry I recently did a mini survey of companies to try and determine how clear, or otherwise, they are about their vision and their mission. Interesting exercise I can tell you! A number of things were clear from the responses but if I had to pick three key points they would be: There is a definite lack of clarity when it comes to vision generalization I know, but definitely true! There is ambiguity between what a vision is and what a mission is. Most of the visions shared with me could do with a bit more excitement, if I am to be honest! Yes, indeed the future is blurry!  I know there are tomes written and forests felled to provide the paper for all that has been written about vision and mission, but let me give you my tuppence worth to clarify how I define vision and mission.  Vision clearly demonstrates where you want the business to be it communicates the purpose and the values. It answers the question “Where do you intend to be?”  Mission articulates what you will do to get there, and what you will deliver to your customers.  Here are some examples: Google (source) Vision Focus on the user and all else will follow. Mission To organize the world’s information and make it universally accessible and useful. Toyota USA Vision To be the most successful and respected car company in America. Mission To attract and attain customers with high-valued products and services and the most satisfying ownership experience in America. Interestingly, the two are quite different, but where they want to go is very clear as well as how they intend going about it. Not wishing to position myself among Google or Toyota I thought I would share my own! My vision is to help my clients win at business and life. My mission is to coach top teams, executives and business owners to perform at their highest level possible. Truthfully, my vision and mission are the absolute drivers of my business and I am thoroughly passionate about fulfilling them! It motivates me every day and helps me determine the most important things I should be doing at any one time! Why is a  vision and mission important? So, why am I going on about vision and mission? Because they are absolutely critical to long term success. They are your guiding light, your North Star or however you want to describe them. You can look at those and then you know whether you are going in the right direction or not. In the absence of having clarity around your vision and mission, you can end up just being a busy fool! Lots of activity but no clear focus. The beauty of having real clarity about your vision and mission is that it gives you context for everything you do. Now, when decisions have to be made about allocating resource be that people, time or money, all of which are extremely valuable! you can now view whether that decision is going to get you closer to the achievement of your vision or not. For your people, it is critical that there is extraordinary clarity around your vision. You see we all want to belong to a cause that has a real meaning, and when we go to work, it is no different. Your people want to do more than just turn up for work and get paid! They absolutely do! They want to feel that what they are doing is making a contribution and that it matters! The alternative is drudgery there is no heart and soul involved. Also, they will not believe that the future is exciting! How can they? There is no future painted for them. The consequence is an under performing workforce, and one with a high turnover. Not where you want to be! Those organisations who get this vision piece right have a more committed workforce enjoy a more high ly productive workforce who will always go that extra mile for you. If your major focus is only on where you are going to generate revenue next month’s, or next year’s income, then your sights are too low and you are likely to always be in survival mode. That is not an invigorating objective for your people it just sounds like squeezing the orange dry! Aim high set your vision and mission to be something worth going for and something that will make a difference! Then go about sharing it with your people again and again! You can never communicate too much!! Please, don’t settle for mediocrity set out your stall to be of some significant worth. Share the output from your thinking with me I love hearing what you are working on. Don’t worry about getting it word perfect you can get that right afterwards. Just get the sense, significance and emotion of it. Come on, hit me with your drafts of vision and mission it will be worth the effort, for you and your business. I promise you!

How to Start Your Own Recruitment Business

How to Start Your Own Recruitment Business My name is Adam Bolton, and until recently I worked for a recruitment agency â€" I’d been there for almost 8 years, but I wanted something more.   I wanted to be able to provide more for my children (both in monetary and daddy time!), and decided that the best way for me to do that would be to start up on my own. I’ve decided to write a series of blogs that will (hopefully) take me through the first year of ABrecruit.   In this, the first instalment I would like to share with you how I have set up the business, and what you may expect from the initial period. Basic Needs So, you want to start your own recruitment agency â€" excellent.   Hopefully you will have some domain experience (in my case it is .Net development) and you can take your business knowledge and employ it to your new business. Things you need (or things I did!): An accountant.   The very first thing I did was to meet with an accountant (most offer a free consultation as they want your business).   Luckily for me, I was referred the same accountant by 2 people and it turned out (Linkedin is your friend) that a friend from my football team actually worked there. When I met with the accountant, I made sure I had plenty of questions.   I’ve never run a business, so I had bundles of questions, things such as registering for tax, forming a company, how to claim for business expenses â€" trust me if you get a good accountant (which I have) you will get your questions answered there and then. Money.   I’ve got a mortgage and 2 (hungry!) children to feed, so it was of key importance that my wife bought into my vision for the as yet un-named company â€" you need to work out your monthly outgoings, minimise them, and then add business expenses. A name.   I spent 2 solid days trying to come up with a company name, but every single domain I came up with was taken.   In the end, I went for the good old-fashioned ‘initials’ and ABrecruit was born. Insurance for both public liability and business insurance â€" this is one I forgot until the end! Business Banking account. I had a nightmare with this, I chose to go with Lloyds Business Banking and it took them about 2 months to sort everything out, I wouldn’t recommend them on this basis, they compensated me for my issues, ut I just can’t bring myself to recommend them even though I know people who have had no issues with them. I’ve heard good things about HSBC and Barclays though. A place to work.   It doesn’t matter where it is, you can rent office space, share office space, work from a shed in your garden, anything, but you really must have a ‘work space’ and a ‘chill space’.   If you are working from home, there isn’t a person on this earth that can honestly say that a TV staring at them with access to Sky Sports News wouldn’t be a distraction!   You then need to add in a computer, phone line, broadband etc.   There aren’t too many hidden costs in running a recruitment business. Website â€" ask around.   I can guarantee that someone you know is connected with someone that runs a small web design agency, you should not pay more than £1,000 for this.   I decided to opt for a mobile-enabled site, meaning if people view my site on a mobile device it adjusts itself accordingly which is slightly more expensive.   If you want a site like www.abrecruit.com, give Jamie at Bubble Web  a call, he did mine. That’s it.   This is recruitment, if you’ve got a computer and a phone you’re winning.   Oh hang on, I’m missing something massive here…a database!   If you head over to Chameleoni  you will get a basic recruitment database for free â€" they run on the basis that when you grow you will need to pay them for extra users.   Good business model. Leaving your job I’d been working for the same company for almost 8 years, so leaving the comfort (and colleagues) behind was tough.   I handed my notice in on 2nd Jan, saw through my 1 week notice period at home (looking after my kids and squeezing in some XBOX time!). My new working day Since starting the business I have never worked so hard â€" and I have loved every single minute. My ethos for ABrecruit is somewhat of a cliché, but ABC used to be ‘Always Be Closing’ in sales / recruitment â€" well I now see that as more like ‘Always Be Connecting’.   I’ve met with far more decision makers and developers than I ever did in the past.   I’m open and honest with my candidates (who love my working hours, see below!), and my clients and people, on the whole, appear to be responding well to it. I now work pretty much solidly from 8am â€" 9pm weekdays, and work all day on Saturday with a break for my pastime â€" football! I mention the working hours because you really do start to live and breath the job â€" I’ve sat watching a film with my daughter and can’t resist checking my emails!   It also makes you feel proud to hear your daughter telling her cousin on Skype (yes, my 5yr old knows how to use Skype, she has her own account) that “my Dad has his own business”. Candidates like the hours too â€" plenty of them call me between 6-9pm because they’re not sneaking out of work to talk to me, they can relax and tell me what they’re really after.   Clients have told me how impressed they are with getting CVs at 9pm, and I just tell them that’s what they get with ABrecruit! I’m only 6 weeks into the business and it’s early days yet, but watch out for the next instalment of “Adam Bolton â€" from recruiter to riches”. UPDATE:  How to Start Your Own Recruitment Business: The Dream Continues

Free Proven 30-60-90 Day Plan Template for Job Interviews - Career Sidekick

Free Proven 30-60-90 Day Plan Template for Job Interviews - Career Sidekick Free Proven 30-60-90 Day Plan Template for Job Interviews Interview Preparation / https://www.edenscott.com/blog One of the best ways to stand out in your interview is to create a 90-day business plan (also called a 30-60-90-day plan) to show employers how youll help them in the first three months on the job.Having a plan to learn the job and succeed quickly is going to set you apart from other candidates and make you more attractive to employers.Lets look at how to create a plan that will land you the jobHow to Create a 90-Day Business Plan for Job InterviewsI recommend splitting your 90-day business plan into three sections: 0-30 days, 30-60 days, and 60-90 days.So well actually be creating a 30-60-90 day plan.Well divide it into three periods, and youll outline different goals and milestones for each of the first three months.Ill help you do this below.If you prefer to lump everything together into a single 90-day period, thats fine too.What to Write About in Your 30-60-90 Day Business PlanIn your business plan, you want to show the interviewer the following:Y ou understand what the job involvesYoure capable of quickly learning and performing the job dutiesYoure motivated to learn and do the workHow you plan on learning and succeeding. Which specific steps will you take to reach your goals?So lets look at each 30-day period now, and what should go into eachThe First 30 DaysIn the first part of your business plan, youll want to focus on training/learning.The company likely has a training program (if youre not sure, this is a good question to ask about in the interview).So what is your plan to make the most of their training, and get up to speed quickly?This could include reviewing and studying at home each night for the first week, staying 30 minutes late to review what you learned each day, finding a teammate to have lunches with, or finding a fellow new-hire to review with (if youre in a training class with multiple people).Other things to talk about in the first part of your plan:How will you learn the companys products/services?If your e new to this industry, how will you learn the industry/market overall?How will you learn this companys systems and procedures? (They might have an employee booklet you can review, so include some time to review this in the first 30-day period of your business plan.Your goal in this section is to show them you have a detailed plan and a lot of motivation to learn the basics of the job and understand how they operate quickly.The Next 30 DaysThe next 30days should focus on how youll learn and improve by doing.By now, you should be able to start using what youve learned to perform some of the job duties on your own.You might be interacting with team members, customers, etc. (this will depend on your specific position)And while learning is still a focus here, you want to show them that you plan on being ready to work hands-on and learn in a real-world environment.Also, a big part of this section should be getting feedback from your manager to see how youre progressing.What is your plan for checking in, receiving and organizing feedback, and using it to improve?Most new employees wait for their manager to set up a meeting to review their performanceShow the interviewer that youre different that youll take initiative and be responsible for this yourself.Employers love when a job candidate seems proactive and self-starting.The Final 30 DaysIn the final 30 days of your 90-day plan, you want to show the interviewer that youll be ready to use everything youve learned to work independently.Youll be up-to-speed, contributing to the teams efforts, and not requiring any more supervision/help than anyone else on the team.You may also want to talk about ways youll go above and beyond the basic job duties now.This could include looking for processes that can be improved, finding new ways to help the company get more customers, etc.Also, you can still include steps for getting feedback and continuing to improve.But it should be less of a focus here. The mainfocus now should be on contributions, independent work, and taking off with what youve learned.What will you be able to do for them? What will you be contributing after 90 days?Using S.M.A.R.T. GoalsWhen talking about a specific goal or objective in your 90-day job interview plan, try to use SMART goals whenever possible.SMART goals are:SpecificMeasurableAchievableRelevantTime-boundSaying, I plan on being very good at serving customers after 90 days, doesnt say much.However, it sounds a lot more impressive if you say something like, At the 90-day mark, I plan on achieving 120% of the monthly goal for customer service calls taken, and I will achieve a customer satisfaction rating of 98% or greater.Using Learning Goals and Performance GoalsOne strategy Ive seen used very effectively is to divide your main goals for each 30-day period into two different categories: Learning Goals and Performance Goals.Youll have more Learning Goals than Performance Goals in the first 30-day period.Then, as you move throu gh the plan, youll gradually shift to having more Performance Goals, and fewer Learning Goals (but still some!)You can also add one or two personal goals, such as having lunch with one new team member per week, or visiting the gym after work two nights per week to stay healthy.Dont worry if this sounds complicated. Coming up soon Im going to show you a full example of a 90-day plan for your interview, that you can copy.And in that sample business plan, youll see the three different categories laid out (Learning Goals, Performance Goals, and Personal Goals).Creating and Formatting Your 90-Day PlanIf youre comfortable making a good-looking document in Microsoft Word, Google Docs, or some other word processing software, feel free to use that to create your 30-60-90 day business plan.Otherwise, Id recommend using Canva.com.The website has great templates for creating a PDF, and its free to use. I use it myself for creating images and PDF guides for this blog.Make it EASY to Skim and Rea dId keep the whole document to 1-2 pages maximum.Its an outline/presentation, not an essay.Try to avoid long paragraphs and giant blocks of text with no spacing.Make it skimmable and easy to read.Use headers, bullets, etc.Heres a full example of how you might lay out your 90-day plan30-60-90 Day Plan Template/Example:0-30 Days:(Write your main focus and objective here. The priority should be learning and getting up to speed on the basics as quickly as possible. What will you need to learn to perform well in the job, and how will you learn it?)Learning Goals:Learn the companys entire product offeringStudy the top 3 competitors product offerings to understand strengths/weaknessesReview training manual, and bring any questions to direct supervisor before the end of month 1Listen to at least 4 sales calls per week with senior team membersLearn all industry terminology so Ill be ready to communicate effectively with prospects and customersMeet with supervisor at the end of each week to d iscuss progress, questions, and results achievedPerformance Goals:Score 100% on the training manual examination on week 3Personal Goals:Get coffee with each team member before the end of the first month30-60 Days:(Write your main focus for the next 30 day period here. You should still be learning, but the focus now shifts to taking what youve learned and using it in the real world. You want to start doing the work and learning through experience).Learning Goals:Continue listening to 4 sales calls per week with senior team membersFind team members to listen to at least 10 of my sales calls per week and provide feedbackMeet with supervisor twice per week to ensure I continue learning and progressing as quickly as possible. This will include reviewing my sales call results and the tactics Im using and working on as I listen to team membersTake one free LinkedIn Learning course to improve my sales skills outside of work hoursPerformance Goals:Conduct a minimum of 12 sales calls per dayC onvert one sales call per week into a customerQualify leads and do thorough research of potential clients before calling, so that at least 80% of prospects I speak with are fully-qualified for our productsTrack all follow-ups with a maximum of four business days without a prospect hearing from me, for at least three follow-up attempts per prospectPersonal Goals:Have at least two lunches with Supervisors or Team Leaders from other departments to grow my network and better understand how other areas of the organization work.60-90 Days:(Now youll want to show that youre now ready to produce at a high level and be a valuable member of the team. Your learning is never fully done, but this section should talk far less about learning, and really focus on demonstrating that what youll DO for the employer after 90 days on the job.)Learning Goals:Meet with supervisor once per week to track progress and continue learning sales tacticsPerformance Goals:Conduct a minimum of 25 outbound sales cal ls per dayConvert 4 sales call per week into customersQualify leads and do thorough research of potential clients before calling, so that at least 90% of prospects I speak with are fully-qualified for our productsAsk for referrals after each completed sale, and/or after determining a sale is not going to occur. Goal: Obtain five qualified referrals per week and contacting each referral within 24 hours.Personal Goals:Join the gym and go every Monday, Wednesday, Friday for one hour minimum.You can alter this example however you want. This is just one way to set up your 30-60-90 day plan for a job interview.If you invest the time into creating a plan like this, it will make you stand out and will boost your chances of receiving a job offer.And once youve created a template for yourself, you can re-use it for multiple interviews by changing the basic details to match each job.When to Show the Interviewer Your 90-Day PlanThe best time to mention your 90-day plan is at the beginning of th e interview.As you sit down, mention that you brought it by saying something like this:By the way I put together a 90-day plan demonstrating some of the ideas I had for what I could accomplish in the first 3 months in the role. Whenever you think it fits well into the conversation, Id love to show you some of what I was thinking.Now theyre immediately impressed with your preparation and effort, and they can decide whether they want to look at it immediately or discuss your 90-day plan later in the interview.Either way, you wont have to constantly think about finding the right to mention it, and youll make a fantastic first impression to begin your interview.

11 questions to ask the employer at the end of a job interview - Debut

11 questions to ask the employer at the end of a job interview - Debut This article was written in collaboration with Fujitsu. Explore exclusive graduate opportunities at Fujitsu  by downloading the Debut app.   As you sit there in the slightly-too-cold meeting room, waiting for your interviewer to return after deliberating with HR, you sigh a big sigh of relief. Youve been grilled, youve been prodded, youve been interrogated. The worst is over. But it isnt over. Not yet. What do you  really know about the job youve applied for? Real talk: your company needs to be giving you as much as youll be giving them. When your interviewers ask you, Do you have any questions? dont hold back. Its time to give your interviewers an interview of their own. 1. Whats the companys culture like, and does it change? A companys culture is the core values and beliefs that shape the way the companys working environment is like. It is incredibly important, and sussing this out will better inform you of what itll be like to work there. If a company doesnt value employee happiness as one of its priorities, count this as a big warning sign. However, bear in mind that company culture can change, especially as employers find new ways to stay in touch with new generations entering the workforce. 2. What does a typical work week look like for someone in my position? Working hard is absolutely encouraged. However,  you might run the risk of burnout if a companys culture implores you to work crazy hours. Work-life balance is highly important, especially for your mental health. Beyond that, asking your employer to run through a typical work week could flag further questions for clarification. Things like contact time with clients, or how many meetings you might be expected to have are all useful information. Itll give you a brief birds eye view of your potential new job. 3. Are there any training  or learning opportunities? A company that invests in their employees personal learning and development is a company with  vision.  You want to be working for a place that knows a continually improving and empowered workforce will be a workforce primed for world domination. Fujitsu suggests:  Ask the hiring manager what learning you could do before starting if successful? They’ll love the proactive nature to your approach, and it demonstrates that you’re ready to continuously learn new skills. 4.  If you were to create the perfect job candidate for this role, how would I compare? This is a pretty sneaky question, because it allows you to quickly assess whether your skills suit the position youre applying for. If the position seems like it involves a lot of persuasion and youre not a fan of talking on the phone, perhaps this job isnt for you. 5. Has this position been newly created, or am I a replacement for someone leaving this role? Were not going to lie to you, this is a pretty uncomfortable question to ask, and wont be for everybody. Read the room, and go for it only if you want to. However, if you get an honest answer, it may show why someone may have been unhappy in the job you may potentially occupy. FYI if they left the job because they were promoted, thats a good sign that job progression is healthy at the company! 6. Whats the staff turnover rate like? Again, a pretty touchy question.  However, you probably cant expect a company to tell you everything about employee happiness. Therefore, a black and white answer like the turnover rate should be enough to give you an idea of whether people are truly happy working for the company. 7. How will my team be structured, and what is the hierarchy? Even better if you can request to meet the team youll potentially be working with! Its always good to know who you may be managing, and who will be managing you. Also, this is a great way to understand how you may progress in your role in the years to come. Fujistu suggests:  Speak to some of the existing Graduates at the company. At Fujitsu, we provide a current Graduate during assessment days for all candidates to speak to. We leave the room so that they can be as open and honest as possible. 8. How do you (manager/team/company) define success? This is a great question to ask. Why? Because it clearly highlights what you will need to do in order to impress and succeed at the job. Also, success is defined quite differently for different people. Your managers definition of success will likely be pretty micro: it might be his or her personal goals for her team. But the companys definition of success might be extremely macro: like being the best in their industry. 9. What convinced you to join this company? Ask your interviewers this question and youll get a more in-depth, personal anecdote about what its like to work at the company. Besides that, itll encourage your interviewers to open up a little. It definitely wont hurt  to build a good rapport, after all. 10. What do you think would be my biggest challenge in this role? All jobs have challenges. However, a company that claims everything is always smooth sailing is definitely lying. Generally, people hire other employees to  solve problems. If you can position yourself to be viewed as the person who will, youll be more likely to get the position and excel. 11.  Do you have any more questions for me? This is your moment to assuage any doubts your interviewers may have about your application. Itll also show youre proactive, and will take the initiative to improve in ways thatll make you a more attractive candidate. Fujitsu are big on their key values; so do your research into what is important to each employer. You can usually find this on their company websites. Good luck on your job hunt, guys! 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How To Tell In 60 Seconds If Youre In Denial About Money - Kathy Caprino

How To Tell In 60 Seconds If Youre In Denial About Money In the past eight years, I’ve spoken with or consulted for hundreds of entrepreneurs, mid- to high-level executives, consultants, private practitioners or small business owners who are, as I was at one time, in complete denial about their money situation.   They know they’re not earning nearly enough or they’re spending too much, and money is slipping through their hands, but that’s as far as their understanding of the problem goes. In short, their heads are deep in the sand about their money relationship.   They’re working hard to ignore the obvious â€" that they’re heading towards a dangerous precipice unless they change directions fast. Helping people who are facing denial about money is very important work to me, because I was there.   Years ago, after I left corporate life and became a therapist and a coach, I hung out my shingle and thought Im a good therapist and coach itll all work out fine.   Truly, I had a Build It And They Will Come mentality. The problem was, I built and they didnt come. At least, in sufficient numbers for me to make the living I needed and wanted. I struggled for years, trying everything I could think of to improve my financial situation and my businesss return. But nothing worked. Slowly, step by step, inch by inch, I started to figure things out. I learned that how I dealt with, and approached, money was based on what I learned as a child in my family. And these teachings were no longer serving me.   I learned that my own sense of worthiness in the world needed to be revised. I had debt and goal trauma that kept me locked in fear.   I learned that my business model was deeply flawed and that how I was earning my living wasnt sustainable (or enjoyable, for that matter).   And I learned that I had to change personally, before my professional life and business could improve. But before things began to shift for me, I remained far too long in denial, and didnt want to see reality. If this resonates with you, and I hope youll stop in your tracks, and gain greater awareness of your situation and what its trying to tell you. How can you determine if you’re in denial about your money situation? Here are 8 glaring signs that you need to change your money course: 1. You can’t pay your monthly mortgage or your rent without tapping into savings, retirement, home equity loans or other funds. 2. You are using your credit cards each month to buy essentials such as food, clothes, and gas. 3. Your small business, consultancy or private practice is losing money each and every month, and despite your valiant efforts, nothing you do is changing that fact. 4. All the ways you’ve made money in the past are not working now. 5. You don’t have a Plan B in the event your Plan A fails, and you don’t have the necessary benchmarks and signposts to tell you it’s time to change course. 6. You’re hanging on by a thread to your “Build it and They Will Come” mentality, but they’re not coming. 7. Someone you love and respect has been telling you over and over that you’re in denial and things must change, but you’ve ignored them or argued against them bitterly. 8. Finally, when you get quiet (and very honest) with yourself and ask, “What can I personally do to change this situation?” your mind goes completely blank. If these signs sound familiar, it’s time to do something dramatically different from what you’ve done before.   Your money situation cannot improve unless you begin to take new steps that will help you change your course. What should you do differently? I’ve found that there are six vital steps that will help you go from “I’m broke and overwhelmed” to “I know what I want, and I know how to get it.” For more about these critical steps, CLICK HERE to read my latest post on Forbes.   I hope these steps are helpful and move you in a more positive, rewarding direction.   Please share your thoughts below.   Are you struggling with money, and can you answer the question What can I do personally today to change my money course today? (For help to build a more rewarding career or business, visit my Prosperity Marketing programs.)

Certified Professional Resume Writing (CPRW)

Certified Professional Resume Writing (CPRW)There are some online sites that offer a service for certified professional resume writing (cprw). These sites are very good for the following reasons:Certified professionals, as well as for individuals that already have such certification, can help put together effective resumes for their job search. However, many times the number of resumes that are turned in is so low, it's difficult to know how to do so and have confidence in the outcome. The good news is, you can save yourself some time and money by using a website for certified professional resume writing (cprw).A certified professional resume writing (cprw) specialist can write effective resumes for the certified professional candidate, as well as for any other candidates for the job. The CV is the first contact the employer will make with the candidate. A resume should be well written, fully customized, contain all the information required, and should be unique to the position.A goo d professional resume writing (cprw) website can provide a number of benefits to their customers. In the majority of cases, the CV template can be used again and can be modified for any number of positions. The templates can be modified for all sizes of computers, including laptops and desktops. Because these templates are built around the latest Microsoft Word software, it is easier than ever to use the templates.The career services specialists that manage a certified professional resume writing (cprw) website are always ready to answer questions and ensure that all candidates are well taken care of. They will also work with the candidate to find out exactly what type of professional resume writing (cprw) training they need, as well as helping them to select a program that can get them the training they need.The CV template is a great way to start off the CV, but for many people, they need more help on the front end. A certified professional resume writing (cprw) specialist is able to develop the best resume possible for each applicant.Categorizing resumes based on the needs of the organization can give the best results for the resume and can ensure that the CV is written with a specific focus in mind. By using a template, it is possible to apply for jobs that require specific education and experience, as well as those that have a more general focus.A certified professional resume writing (cprw) specialist can work with you to develop a well-written, professional resume. This, in turn, can be tailored to your specific requirements, and even sent for review before it is submitted for employment.