62 Resources to Fast Track your Job Search

Transcription

Career Coaching 360, LLC
A must-have cheat sheet of the hottest jobs, best companies
and fastest growing industries.
By: Sherri Thomas
Fast track your job search with my favorite 2016 career resources –

2016 hottest jobs and industries

Highest paying companies

10 Best career apps and websites

50 Best niche job boards

Branding your online personal profile

LinkedIn best practices

Top professional and career assessments

E-book, “Interviewing Smart – Insider secrets to getting the job”

The Salary Compensation Guide – What’s your best salary?
Career Coaching 360 helps professionals and executives change
careers quickly and easily. www.CareerCoaching360.com
© Career Coaching 360, LLC 2016
1
A must-have cheat sheet of the hottest jobs, best companies and fastest growing industries.
By: Sherri Thomas
Hi!
I’ve been blessed with an amazing career. I’ve also had more than enough challenges and
setbacks. But through it all, I’ve learned how to take control of my career so that I can change,
bounce, grow and reinvent myself into a variety of job roles and industries.
Through it all I’ve come out stronger, smarter, and have consistently landed great jobs in the
television, radio, finance and high tech industries including 3 Fortune 500 companies. In fact,
I’ve been able to springboard to higher job roles with a higher salary in each of my five (5) major
career transitions.
I’ve learned a lot, and I mean A LOT about how to get hired into a new job, a new company, and
even a new industry… and I’m here to teach you how to do it!
I’ve helped many clients successfully transition into new jobs, and I’ve collected the best, most
effective resources that they used. I’ve also conducted hundreds of hours of research including
articles, websites, videos, lists and other career resources to compile this guide of, what I
believe, are the most effective job search resources available.
Use this guide to fast track your job search by reviewing the job search information, links and
web pages to –









2016 hottest jobs and industries
Highest paying companies
10 Best career apps and websites
50 Best niche job boards
Branding your online personal profile
LinkedIn best practices
Top professional and career assessments
E-book, “Interviewing Smart – Insider secrets to getting the job”
The Salary Compensation Guide – What’s your best salary?
To your success!
2
SECTION #1: Hottest Jobs and Industries
Congratulations on getting determined to landing a new job in 2016! As I’ve
mentioned, every year I conduct hours and hours of online research to identify the
best, and most effective career resources to land a new job. This year, I’m excited
to share my favorite apps, websites and resources with you for landing a new job
in 2016!
There are three critical steps to planning a successful job search.
#1. Identify the job role you want.
To land a new job, you need to be confident and secure in the job role
you want. You’ll need to be able to speak about your strengths and
successes, as well as how you’ve contributed value to organizations
where you’ve worked. If you’re unsure of the job role you want, then
check out some of these resources to help you decide.
100 Best Jobs – US News & Money compiled this list based on employment opportunity,
salary, work/life balance and job security.
http://money.usnews.com/careers/best-jobs/rankings/the-100-best-jobs
5 Trends for Job Seekers in 2016 – this special study by US News & Money is the cheat
sheet for fast tracking your dream career. One important job search strategy: talent
communities are more critical to your job search than career apps and websites! As stated
in this article, “…Established talent communities, such as Dice’s talent community for IT
professionals or Mediabistro’s community within the communications industry, become go-to
online destinations for professionals looking for almost any information related to their field.
Look for a talent community in your niche.”
http://money.usnews.com/money/blogs/outside-voices-careers/articles/2015-12-23/5trends-for-job-seekers-in-2016?int=9f1308
30 Highest Paying Jobs in America – Who takes home the beefiest paycheck? Before
you determine what your next job will be, check out this list published by Business Insider
which features data compiled by the latest US Bureau of Labor Statistics' Occupational
Employment and Wage Estimates survey. Ka-ching!
http://www.businessinsider.com/top-paying-jobs-in-america-2015-9
3
SECTION #1: Hottest Jobs and Industries
10 Toughest Jobs to Fill for 2016 – If you haven’t selected the job role you want yet,
then why not aim for one of these “hard to fill” jobs? There’s less competition, higher
salaries, and more market demand for these specialized jobs. Published by Forbes.
http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/10-toughest-jobs-tofill-2016.aspx
The Fastest Growing Industries in America between 2013-2016 - CareerBuilder and
AOL compiled this list.
http://jobs.aol.com/articles/2013/09/23/fastest-growing-industries-in-america/
The Suddenly Hot Job Market for Workers Over 50 - CNN/Money published this article
with great resources and references for the +50 job seekers.
http://time.com/money/3725034/jobs-older-workers-improved/
Here’s a tip: view the lists of job roles. Then, search for the job role on
Indeed.com, Glassdoor.com, or your favorite niche job sites to learn about
the role, responsibilities and job requirements.
Wall Street’s 10 Most In-Demand Jobs for 2016 - If your niche is in the banking or
finance industries, then check out this list published by Bloomberg Business –
http://www.bloomberg.com/news/articles/2015-12-28/these-will-be-wall-street-s-most-indemand-positions-next-year
Best Jobs for People who Don’t Have a Degree in 2016 - Don’t have a college degree?
No sweat. Business Insider published this great article to help you land your dream job.
http://www.businessinsider.com/best-jobs-for-people-who-dont-have-a-college-degree-in2016-2015-12
4
SECTION #2: Best Companies to Work For
2. Identify your “List of targeted companies”.
As your Career Coach, I want you to land your next job inside a company where you
can thrive so it’s important that you’re a good fit with the company culture,
management style and corporate values. To help you research companies, I
recommend talking with others in your network for recommendations on the best
companies to work for, as well as doing on-line research. Here are some terrific
resources to help you build your “List of targeted companies” –
50 Best Places to Work in 2016 – Glassdoor compiled this list from employee reviews for
the company where they work including salary, work-life balance, leadership and overall
satisfaction.
https://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm
Top 10 High Paying Companies – published by Fortune, as rated by employees for
compensation and benefits.
http://fortune.com/2015/03/05/top-paying-best-companies/
Top 20 Largest Private Companies – published by Forbes, these companies provide
some great benefits, salaries and happy employees 
http://www.forbes.com/sites/andreamurphy/2015/10/28/top-20-largest-private-companiesof-2015/
50 Best Workplaces for Camaraderie – Sure, money is important. But so is having a
great work environment and having fun. Fortune published this first-ever list of the most
fun workplaces by polling more than 250,000 employees at nearly 600 companies to find
out which have the best personal connections among staff, how comfortable people feel
being their whole selves at work, and most importantly, rated each company’s overall
friendliness and cooperative nature.
http://fortune.com/best-workplaces-camaraderie/
50 Best Diversity Work Places –Fortune and Great Place to Work partnered
with Essence and People en Español to survey companies that make inclusiveness a top
priority. Rankings were determined by employee feedback and the representation of racial
and ethnic minorities and women.
http://fortune.com/best-workplaces-for-diversity/
Business Journal’s “Book of Lists.” Every year, the Business Journal in 50 major US
cities publishes top companies by industry in that city, including company names,
addresses, websites and earnings. This is extremely helpful if you’re thinking about moving
to another city and need to know which companies are located there.
There is a small charge for this list, but they provide a wealth of information.
http://www.bookoflistsonline.com/
5
SECTION #2: Best Companies to Work For
#3. Get connected  For each company on your list, bookmark their “career” or “jobs” web page so
you can monitor them quickly and easily every week.
 Check your network on LinkedIn to see who you know at each company.
 Get introduced and expand your relationship with others who currently work (or
have worked) in these organizations.
Still not sure what you want to do when you grow up?  I love the “current trends” web
page on Glassdoor.com. The page allows you to view hot trends by location, industry and
job title. You can see what’s hot by visiting: https://www.glassdoor.com/Trends/index.htm
SECTION #3: Best Job Search Apps and Websites
Now that you know the job role, industry and have a list of companies where you want to
work, now it’s time to find your dream job! I’ve done loads of research to find the best
career apps and websites available, and below is my list of favorites SWITCH app – I love this cool, easy app! It makes job searching fun  by allowing you to
search for jobs quickly from your phone. Simply swipe left if you’re not interested in a job,
or swipe to the right for those you like. Employers and recruiters are notified when
candidates are interested in their job, so if they are interested in you(!) they’ll use an online chat to connect with you, set up an interview, etc. It’s simple, fast, and even eliminates
the need for a cover letter. 
6
JobR app – another cool app that allows you to set up a profile, create or upload your
resume and then search for jobs. This job search and resume app also has one more great
benefit - a personal “career concierge” to answer all your questions and point you in the
right direction! http://www.jobrapp.com/
Salary.com published “10 Best Job Hunting Apps to Get You Hired” which features apps
to help make changing your career a snap including helping you stay organized, write your
resume, and ace your interview.
http://www.salary.com/the-10-best-job-hunting-apps-to-get-you-hired/
** I do NOT recommend the “hidden jobs” app. It may work for some people; however,
I’ve never had any clients get hired from this app. I’m weary of its claim that it allows
users to discover new job leads from companies just before they begin to hire. I find that
companies want to hire the best talent possible, so there’s no need for them to “hide” their
job openings.
Want to know which website are best for job hunting? Forbes did all the heavy lifting
while researching over 2,000 career websites, and then published their list of “10 Best
Websites for Your Career.” This master list is not a ranking, but rather a roster that Forbes’
staff believes can be useful to all sorts of job seekers at varying stages of their careers –
from executives to managers to interns.
http://www.forbes.com/pictures/mkl45hifd/1-linkedin-com/
I have three (3) favorite career sites from this list which include –
1. LinkedIn - Recruiters and hiring managers use LinkedIn more than any other
website to connect with job candidates. LinkedIn is the largest professional social
networking site and has more than +400 million members in +200 countries. People
are signing up at approximately two new members a second! It is free to become a
member and post a summary of your career and work history.
https://www.linkedin.com/
To find job openings, you can go to the Jobs page at
http://www.linkedin.com/job/home and do a basic or advanced search.

To do a basic search: Click Jobs at the top of your homepage and type a job title,
keyword or company into the Search for jobs box.

To do an advanced search: Click Jobs at the top of your homepage and then click
the Advanced Search link to see additional search criteria.

Click More Options next to the blue search button at the bottom of in that section
for additional search filters.
On the Jobs page, you can also look for jobs under the sections for "Jobs You May be
Interested In" and "Jobs in Your Network".
7
For more tips on how to conduct job searches, connect with former colleagues and research
companies - check out this article, “LinkedIn for Dummies” http://www.dummies.com/how-to/content/linkedin-job-search-strategies0.html
Still have questions about how to use Linked? I’ve found this webpage full of great tips and
helpful recommendations http://www.dummies.com/how-to/internet/Blogging-Social-Networking/LinkedIn/JobsProfessional-Services.html
Tip - Most recruiters are actively using LinkedIn to find candidates. Will they find
you? If so, what will they find? Do you have a (somewhat professional) photo? Do
you have a compelling headline that will catch their attention? Is your profile 100%
complete? LinkedIn is one of the top sourcing platforms for Recruiters, so how you
present yourself here is important.
2. Indeed – I’ve had many of my clients get hired off of Indeed! This is a Google-like
search engine for jobs and one of the most efficient sites for surveying listings, since
it aggregates information from job boards, news sites and company listings. An
advanced search function enables users to drill down on a location, keywords and
salary range. Indeed says it has 100 million unique visitors month. It’s available in
50 countries and 26 languages. http://www.indeed.com/
3. SimplyHired - Like Indeed, SimplyHired is a Google-like search engine for jobs and
a quick way to survey a massive number of job listings, plus provides a salary
estimator! The site, based in Sunnyvale, Calif., aggregates information from job
boards, news sites and company listings. At last count, it had 30 million unique
visitors a month. One advantage of SimplyHired over Indeed: Job listings display a
user’s LinkedIn connections to each job. http://www.simplyhired.com/
Savvy, formerly Poacht, targets “motivated women” in business, and further has created a
niche in placing female professionals in positions across Fortune 1000 companies. According
to founder Maisie Devine, Savvy asks users to set their salary and benefits preferences — as
well as harder-to-define traits like willingness to leave — then matches them with interested
employers. Users can respond to interview requests within the app, as well. The app also is
in the advice space, syndicating content through partners Huffington Post and Inc.
https://savvy.jobs/
8
Check out the complete list of companies on Forbes “10 Best Websites for Your Career”
list –
http://www.forbes.com/pictures/mkl45hifd/1-linkedin-com/
Tip – The career apps and websites listed above are great resources for you
to land your new dream job! I highly recommend that you bookmark, and
create a job search agent on those sites that have jobs which most closely
match your skills and passions so that you’ll receive instant notifications of
jobs that interest you!
Here’s a little known fact about finding jobs - 62-percent of jobs are posted on niche
job boards! Reported by SmartRecruiters.com, here’s an exclusive special report “Best 50
Niche Job Boards” they compiled by assessing thousands of sites listing job openings. I’ve
had many clients get hired off Dice, Media Bistro and other sites featured on this list, so as
your Career Coach  I want you to research these sites and bookmark those that most
closely align to your skills, talents and passions!
http://www.smartrecruiters.com/blog/best-50-niche-job-boards/
How to use this web page for the “Best 50 Niche Job Boards”–

Choose the sites you want to search

Open your browser and type in the name.

If the web page doesn’t come up (or if it goes to the wrong site), then do a
search on Google or Bing or another search engine by typing in the company
name.

Click on the website and look for a “jobs” tab.

Type in key search words such as the job title, city or industry you are
interested in.
9
There are also a few more sites I like and want you to check out including –

GlassDoor – This is one of my personal favorite sites(!) that allows you to
search for jobs, as well as research salaries and company reviews written by
employees. Simply sign up (it’s free!) and you have a bucket load of research
and reference materials available at your fingertips.
https://www.glassdoor.com/index.htm

The Ladders – for $25 per month, this site will send you executive and
management job openings that pay $80,000 and above salaries. The site allows
you to customize your job search so that you can quickly find job opportunities
and recruiters based on your expertise, experience and skills.
https://www.glassdoor.com/index.htm
Additionally, there are some terrific sites that let YOU post your skills, expertise and
experience – and then let employers and hiring managers find you! This is especially ideal
if you enjoy consulting or project-by-project contract work (such as project managers, web
designers, marketing strategists, IT specialists, etc.)

ODesk.com – great website to find freelance jobs for software developers,
website creators, sales specialists, marketing gurus, designers, writers,
administrative support and a variety of other business services.

OnForce.com – For temporary and short-term projects, check out this cool
website comprised of thousands of national and regional companies that use
OnForce to fulfill their workforce needs. Fill out a quick profile, and if your skills
match a company’s needs, they’ll ask you to complete the registration process.

Freelance.com and Elance.com – both of these websites let you post your
profile and search for freelance jobs.
Finally, if you’re in between career gigs and crunched for cash, then you may want to
advertise your skills and expertise to potential employers on websites such
as: TaskRabbit, Pinch, Postmates, and Gigwalk. These sites offer marketplaces for anyone
wanting to get hired as a driver, mover, courier, cleaner and basic chore-doer.
10
SECTION #4: Personal Assessments
If you’re still unsure about which job role or industry you want to work on, you may want to
take a career assessment. Below is a list of professional and career assessments that may
be helpful in determining the best career for you.
Good&Co is a really cool app which helps you identify, and then find your dream career. It
asks you to complete a few fun quizzes and assessments that are actually backed up by
quite a bit of science. Users can then share results with friends and colleagues, but, more
importantly, the app matches you with companies and positions that match your strengths.
http://good.co/
“StandOut – Finding Your Edge” by Marcus Buckingham. Identifies your strengths as a
leader and an employee.
http://standout.tmbc.com/
The Princeton Review “5-Minute Aptitude Test”
The Princeton Review offers an excellent 5 minute career aptitude test that you can take
online for free. In addition, they offer hundreds of career aptitude profiles, listing all the
strengths required for each job. Once you have taken the 5 minute job aptitude test, the
Princeton Review will recommend not only jobs based on your career aptitude results, but
also schools that would best suit your needs, as well as in-depth analysis of these schools to
help you rank them.
http://www.princetonreview.com/signin.aspx?RDN=1
“True Colors Aptitude Test” by Carolyn Kalil
Dividing personalities into 4 main career aptitude groups, this test will help you determine
what color is most dominant in you and whether there are other colors that play an
important role in who you are. Each of the four career aptitude colors indicates a proclivity
into specific fields of employment. If you like this free test, you can buy the full personality
(career aptitude) analysis for a nominal fee.
http://www.truecolorscareer.com/quiz.asp
Myers Briggs
The most common personality assessment test, it predicts behavioral preferences.
http://www.myersbriggs.org/
The Hogan Assessment
Many large-sized companies use this to test interpersonal traits and behaviors in terms of
leadership potential.
http://www.hoganassessments.com/content/hogan-development-survey-hds
11
SECTION #5: POLISH YOUR ONLINE PERSONAL BRAND
Now, it’s time to make it SUPER easy for recruiters, hiring managers and HR specialists to
find YOU! Having a polished and professional online profile is just as important as having a
polished and professional resume, and it can mean the difference in whether or not you’ll be
invited to interview for that really cool job!
I’ve already talked about what an amazing (and free!) resource LINKEDIN is to land a new
job, but now I’m going to share some “LinkedIn Super Strategies” – to make it easier for
recruiters and hiring managers to find you!
My LinkedIn Profile for “Sherri Thomas” and is s in the Top 2% of viewed profiles.
How do I get so many recruiters, hiring managers and executives viewing my profile every
day? Because I’ve learned how to show up in searches for “Career Coach”, “Corporate
Trainer”, and “Professional Speaker.”

Here’s an invaluable resource that I used to build my own profile. This is a quick 12minute video that can teach you how to put the “right” key words in your profile, so
that you can become one of the top viewed profiles, too! 
http://www.linkedstrategies.com/linkedin-keyword-optimization/
About.me – this is a terrific resource that allows you to create an online resume and web
page, without the hassle of having to maintain a website.

About.me - With a few fast and easy clicks, you can create a customized resume,
and then share the link with recruiters, HR specialists and hiring managers. You can
also include it on your email signature. Think of it as a digital business card 
https://about.me/
Copyright © 2015 Career Coaching 360, LLC. All rights reserved.
Career Coaching 360 helps professionals and executives
change careers quickly and easily.
www.CareerCoaching360.com
12
8
DOUBLE YOUR
JOB OFFERS
WORKING SMARTER WITH RECRUITERS
Articles, charts and documents loaded with the best tips and
strategies for building positive and productive relationships with
recruiters including –
 What recruiters want to hear
 How to make it past the phone screening interview
 What to say to land the best-fitting jobs!
13
How to Work with Executive Recruiters
One of the questions I get asked the most by my clients is, “What’s the best way to
work with recruiters?” And, “Should I work with a recruiter?” The answer is “yes”
and this section features great resources on how you can build great relationships
with recruiters.
Below is a terrific article from TheLadders that I share with my clients. You can read
it below or online at:
http://www.theladders.com/career-advice/how-to-work-with-executive-recruiters
By: TheLadders
How to Work with Executive Recruiters
A step-by-step guide on how job seekers can work effectively with executive
recruiters.
By Elizabeth Bennett
You met with a recruiter, but now she’s not responding to your e-mails. Maybe your background is perfect
but you don’t make it past the phone screen. How could it be that you’re “not a good fit” when you’re so
clearly made for the position?
TheLadders spoke with several current and former third-party recruiters, as well as job seekers, to learn
more about the nuts and bolts of the process of working with a recruiter.
Job hunters tend to view recruiters as an unfortunate necessity in the search process, regarding them as
the people who don’t respond and don’t really know what the hiring company is looking for.
It turns out that many job seekers have misconceptions about the most basic role of a recruiter. “They
don’t understand that we don’t work for them,” said Greg Bennett, a headhunter at the Mergis Group in
Cary, N.C. “We work for the client” — the hiring company.
14
Below are some typical scenarios in which job seekers may find themselves. We asked the recruiters
what’s happening at their end.
Scenario One: You think you’re a perfect fit for the position, yet the recruiter isn’t responding to
your application or your follow-up calls and e-mails. Potential red flags may include:
You’re not qualified for the job.

Like it or not, your work experience may not fit the bill. It could be that the hiring company is
looking for 10 years of sales experience and that your 15 years in sales is not attractive. It’s also
possible that you didn’t read the posting closely, or at all. “When a job seeker ignores certain
stipulations such as a listing that requests local candidates only or has degree requirements that
don’t match, it becomes evident that they are answering postings without reading them,” said
Sherry Brickman, a partner at Martin Partners, a retained search firm in Chicago. “This is a waste
of time for everyone involved as well as frustrating for a recruiter.”
You’re a good fit but not an ideal fit.

“[Third-party recruiting] agencies get paid a lot of money to find people that a corporation in need
of staff can’t,” according to Michael Rosenberg, manager of sales, productivity and performance
at TheLadders. “And with a 15 to 25 percent fee going to the recruiter, corporations want to make
sure they hire the exact right person.” In plenty of cases, almost isn’t good enough, especially
now that recruiters are pulling from a larger applicant pool.
Your recruiter — or the hiring company — isn’t effectively communicating the job specifications.

Sometimes recruiters aren’t able effectively to express what their client is looking for, a result of
their own limitations or their client’s lack of specificity. The larger the organization, the more red
tape there is, according to Rosenberg.
Your e-mail subject line could be slowing down the process.

Effective subject lines in e-mails should reference the position you’re applying for, rather than
“Hello” or “Intro,” Rosenberg said. If a recruiter is sorting through hundreds of e-mails a day, it
makes her life easier if she receives a cue about the contents of the e-mail.
Your resume may not be conveying your story at a glance.

With so little time to devote to each resume, make it easy for recruiters to find what they’re
looking for: your last employer and position, your tenure there, and the three most relevant bullet
points based on the job you’re applying for. If a quick scan doesn’t yield a compelling career
narrative, Rosenberg said it’s possible that your application will never make it beyond the inbox.
Misspellings of any kind turn off some recruiters.

Typos may leave the impression that you don’t pay attention to details. Double- and triple-check
your cover letter and resume. Better still, have someone with an eye for detail proof it.
A generic cover letter could be your undoing.
15

Recruiters may read the lack of specificity as lazy and/or uncaring, Rosenberg said. Tailor each
letter to the particular company, industry and position to which you’re applying.
Superlatives may be getting in your way.

For instance, calling yourself the “best” or “greatest” CPA without supporting evidence can be
perceived as cocky. “It suggests the job seeker is way too sure of himself and may be tough to
work for,” Rosenberg observed. “A recruiter could build a story in their head before they even get
you on the phone.”
What can you do? Not much if you’re not qualified, but applying for a specific job and making sure that
you’ve dotted all your “I’s” and customized your cover letter will at least ensure you’re getting the attention
you deserve.
Scenario Two: You didn’t make it past the recruiter’s phone screener.
Your general attitude could be a mismatch with the hiring company.

For instance, your professional-yet-serious demeanor may not work in a setting where a sense of
lightness and humor is considered a priority for managers, said Harold Laslo, a staffing specialist
at the Aldan Troy Group in New York. Don’t take it personally. The longer a recruiter has worked
with the hiring company, the better he’s able to evaluate your candidacy.
You didn’t listen to the questions.

During phone screens and interviews, less is often more. Whether the cause is nervousness, selfabsorption or other limitations, candidates sometimes provide far more information than a
question warrants, according to Marian Rich, a recruiter with Bonell Ryan, a retained search firm
in New York. Rich said she often asks candidates to give a quick overview of their careers,
probing for details later in the process. “I'm always dismayed at how many candidates launch into
an in-depth and very lengthy response,” Rich said. “It can put me off and will certainly raise the
question of whether or not this candidate will interview well with a client.”
What can you do? Follow up with the recruiter to ask her why you’re not a good fit. She should be able
to provide a concrete reason. If she can do that — and you trust her assessment — let her know you’d
like to be considered for future positions.
Scenario Three: You met the recruiter in person, but now he doesn’t think you’re right for the job.
Your work style may not be suited to the position.

For example, the recruiter may determine that you thrive in structured work settings, but the hiring
company is looking for someone who functions best in an unstructured environment. Once again,
recruiters who have placed candidates with the hiring company have a good sense of who would
succeed there. It is well within a job seeker’s rights to ask how long the recruiter has worked with
a certain company, said Laslo of Aldan Troy.
Your personality may not be a match for certain company or department cultures.
16

For instance, you may think your ambition and assertive personality could only be an asset, but it
could signal potential challenges at some firms. “If a candidate has career aspirations and I pick
up that they may not have patience before they see advancement or will be badgering HR in
regards to advancement, they may not be right for certain companies,” Laslo said, adding that
small companies tend to be more focused on personality than large ones.
What can you do? Talk to your recruiter and find out exactly why you’re no longer in the running. Gather
as much information as you can and ask if there’s anything about your personal performance that you
could improve.
Scenario Four: The recruiter is being vague about why the hiring company doesn’t want to
proceed with your application.
She may not have all the information.

Recruiters agree that at each point in the application process your recruiter should be able to cite
specific reasons why she (or the hiring company) doesn’t think you’re a suitable candidate for the
job. But recruiters don’t always have that information if the hiring company is reticent to disclose it
for legal or other reasons, said Rosenberg.
She may be reluctant to talk about personal quirks.

If the hiring company is troubled by your lack of personal hygiene, for example, the recruiter may
withhold the information if she thinks it’s not constructive.
What can you do? Strike a friendly tone when probing for details. Help the recruiter understand that you
value his feedback and would appreciate any information he’s able to supply.
-------------------------------------------------------------------------------------------------------------------------------------------------------------------
17
Elizabeth Bennett is a freelance journalist.
This next article can be viewed online at:
http://www.theladders.com/career-advice/how-to-work-with-executive-recruiters
© Copyright 2014 TheLadders
Role & Responsibilities
I love the chart on the next page! It quickly and easily explains the role and
responsibilities for you, the person seeking a job, and the recruiter. This is from
TheLadders and you can read it below or online at:
https://cdn.theladders.net/static/images/editorial/weekly/pdfs/role1.jpg
18
19
5 Ways to Make Your Recruiter’s Job Easier
Here’s a fantastic article that I share with clients to help them quickly get in sync with
Recruiters and land the perfect-fitting job. This is from TheLadders and you can read
it below or online at:
http://www.theladders.com/career-advice/5-ways-make-recruiters-job-easier
By: TheLadders
5 Ways to Make Your Recruiter’s Job Easier
Tactics job seekers can use to work more effectively with recruiters.
By Elizabeth Bennett
Here’s a short list of tactics to make the recruiter’s life easier — and increase your chances of landing that
job.
1. Don't try to be a square peg in a round hole. If the hiring company is looking for a candidate
with 10 years of experience in small companies, don’t act as if your 20 years at large companies
isn’t right there on paper. “Candidates need to know that nothing would make us happier than
saying, ‘Yes, this is a good fit,’ “said Marian Rich of Bonell Ryan. “But our clients pay us to bring
candidates who most closely align with their ideal profile.”
2. Don’t be cagey about compensation. The first question that hiring managers tend to ask
recruiters is how much the job seeker is earning, Rich said. So when candidates hesitate to
disclose their compensation or instead inquire about what the prospective job would pay, Rich
takes pause, wondering why the candidate is not forthcoming. “It is always better to give us the
information that we need to represent anyone to our clients and to be as honest as possible
around issues concerning compensation,” Rich explained.
20
3. Establish an understanding about phone calls and e-mails. If your every phone call is not
promptly returned, it could be that the recruiter is extremely busy or that your background won’t
help him fill an immediate position. While you may disagree, sending frequent or belligerent emails won’t change his mind and may make him not want to work with you on future positions.
“Every now and then I get a nasty e-mail that will say, ‘This is the third time I’ve sent you my
resume and you’re not even bothering to respond,’ ” said Frank Laux, president of Strategic
Search Partners in Keller, Texas. “ But they didn’t understand that they weren’t qualified for
anything I had.”
4. After your interview with the hiring company, contact your recruiter right away. You may be
busy or feel like the interview was lousy, but it’s still your responsibility to let the recruiter know
how it went. It could be that the hiring company wants quickly to schedule another interview. “The
lack of follow-up may show a level of disinterest, which isn’t always the case,” noted Harold Laslo
of the Aldan Troy Group in New York.
5. Refer talented friends and colleagues to your recruiter. It could only work to your advantage
to recommend talented people to your recruiter(s), even for a role that you wanted but weren’t
qualified to perform. Your recruiter will appreciate the help and he may return the favor in the
future.
Elizabeth Bennett is a freelance journalist.
This article can be viewed online at:
http://www.theladders.com/career-advice/5-ways-make-recruiters-job-easier
© Copyright 2014 TheLadders
21
3 Lessons Learned from Executive
Recruiters
This article provides a peek inside the reality of how Recruiters work and what they
do, written from the perspective of someone looking for a job. This is from
TheLadders and you can read it below or online
http://www.theladders.com/career-advice/lessons-executive-recruiters
3 Lessons I Learned from Executive Recruiters
The reality behind how they work and what they do.
By John O'Connor
I suppose you may remember one particular scene from the 1946 debut of "It's a Wonderful Life.” Cast
me as George Bailey, and cast Mr. Potter as the executive recruiter. This is how I felt when I met with
executive recruiters early in my career.
(Potter’s office – daytime)
CLOSE SHOT
Potter is lighting a big cigar which he has just given George. The goon is beside Potter's chair, as usual.
GEORGE
Thank you, sir. Quite a cigar, Mr. Potter.
POTTER
You like it? I'll send you a box.
GEORGE
(nervously)
Well, I... I suppose I'll find out sooner or later, but just what exactly did you want to see me about?
POTTER
(laughs)
George, now that's just what I like so much about you.
22
(pleasantly and smoothly)
George, I'm an old man, and most people hate me. But I don't like them either, so that makes it all even.
You know just as well as I do that I run practically everything in this town but the Bailey Building and
Loan. You know, also, that for a number of years I've been trying to get control of it... or kill it. But I
haven't been able to do it. You have been stopping me. In fact, you have beaten me, George, and as
anyone in this county can tell you, that takes some doing. Take during the Depression, for instance. You
and I were the only ones that kept our heads. You saved the Building and Loan, and I saved all the rest.
The lesson of the story? In a tough economy, keep your head, and keep your senses about you. Go back
to the basics of how to work with executive recruiters. Executive recruiters are good coaches — not
careless and callous like Mr. Potter — but they taught me tough lessons.
In my early days I would sit in front of executive recruiters, in their really small chairs, and advocate for my
clients. When they would pull out the stacks of resumes and show me that not one person made their
business, it made me very uncomfortable. Most job seekers feel powerless when dealing with executive
recruiters. Perhaps several of my early worklife lessons will help you understand the reality behind how
they work and what they do.
Know your terms.
If you're working with a recruiter, you need to know if they are in-house or third-party. Are you familiar with
the terms "recruiter," "executive recruiter" and the slang term, "headhunter"?
Recruiter is a general term that can refer to either an in-house recruiter or a third-party retained or
contingency recruiter (headhunter). Executive recruiters are often on staff and in house at the company
you want to work for next. Then there are cases where an executive recruiter may not be in house, but
has a contingency relationship with that company to provide qualified candidates for potential hiring. You
may also be working with retained recruiters. Retained recruiters generally get paid their fee regardless of
whether or not the company makes the hire. Contingency recruiters, however, are paid based upon
performance.
Retained recruiters often have been partially compensated and have already been paid to do part of the
search. These retained searches have been given to the retained firm so that the recruiter can have an
exclusive, with no competition from other recruiting firms. Retained searches allow third-party recruiters to
"retain" exclusive rights to find the right person.
Build your relationship before you need it.
George Bailey ended up in Mr. Potter's office at his hour of desperation. Hopefully, you don't send
unsolicited resumes or, worse, show up in an executive recruiter's office in your greatest time of need when you need a job. In my early experience I would send unsolicited resumes, and quickly learned a key
lesson. Recruiters "place people" they don't "find jobs."
A recruiter may dispense job search advice, but most of his or her time is spent finding the right fit for the
client, the employer. Approaching an executive recruiter with the right expectations is a major factor in
how successful your relationship will be. It's wisest to step back and take the long-term view of your
relationship with a recruiter.
You should make your first contact with a recruiter long before you are in desperate need of a new job.
Think of it as a networking relationship in which you have a relaxed give-and-take rapport and information
sharing. A good recruiter will always be interested in good leads and information. Depending on how
comfortable they are with you, they may even be able to give you advice on ways to improve your
chances for job placement in the future — such as what specific accomplishments in your current job will
make you more attractive to potential employers.
23
In turn, you should be helpful to the recruiter by providing good job prospects for them. This doesn't mean
just throwing names at them, but offering up substantial information that will be helpful. Remember that
the executive recruiter is essentially working for the client company — and they're often working on
multiple placements at any given time. If you're not on their radar screen when the job you'd be qualified
for comes up, then you'll have missed your chance. The best way to stay on their radar screen is to offer
assistance without expecting anything in return.
Don't be a wandering generality.
I remember telling an executive recruiter how great one of my clients was and how they could help his
firm drive revenue and reduce costs. He let me rattle on for about 10 minutes before he cut in, "John I
don't recruit for medical sales positions. I recruit for physicians who want to go from private practice or
related work to the CROs (Contract Research Organizations)."
I only thought that his firm worked with sales people.
He went on to explain, "I don't get paid until I find an exact match for one of these positions and I don't
work with, talk to or do much of anything else as it relates to recruiting." This lesson taught me that some
recruiters must specialize in very restricted niches. When working with highly focused recruiters, it's
important to quickly identify what they're looking for and convey specific achievements. Key questions to
ask specialized recruiters are:



Do you or any of the recruiters at your firm specialize in placing people like me and my specific
background?
Who at your firm knows if I would be a good candidate to be placed?
How can I study your most recent opportunities so that I know I am a good candidate for your firm
to place?
Prepare resumes professionally and carefully, and go into any interview, including interviews with thirdparty recruiters, with intelligent, cogent questions.
Don't be intimidated by executive recruiters. They don't run the town and are not the only hiring
authorities. They can, however, be an important part of your search process. Get help in identifying them,
how they work, and how they can help you. Make sure you speak to them and find out their niche, and
how you can help them. While they ultimately work for the client company, they also have a vested
interest in helping you.
John M. O'Connor, MFA, is the President of Career Pro of NC, Inc., a comprehensive career services organization
specializing in Executive Outplacement, Corporate Outplacement, Federal/Military Career Transition and Consulting. He
was appointed to the Board of Directors (2006) for Raleigh-Wake Human Resources Management Association
(RWHRMA.org). He is also a Certified Career Coach (CECC), Certified Resume Writer (CRW) and Credentialed Career
Master (CCM).
This article can be viewed online at:
http://www.theladders.com/career-advice/lessons-executive-recruiters
© Copyright 2014 The Ladders
24
INTERVIEWING SMART
Insider Secrets to Getting the Job
By: Sherri Thomas
Insider secrets to help you –
 Answer the tough questions,
 Ask the “right” questions, and
 What to say to close the interview
 And what your Interviewer really wants to know!
25
INTERVIEWING SMART
Insider Secrets to Getting the Job
By: Sherri Thomas
In my career I have been the one being interviewed, as well as the one conducting
interviews. And through it all I’ve come out stronger, smarter, and have consistently
landed great jobs in the television, radio, professional sports, finance, and high tech
industries. In fact, I’ve been able to springboard to higher job roles with a higher salary
in each of my five (5) major career transitions.
Sometimes I’ve switched industries or changed job roles because I felt unchallenged or
unappreciated, and sometimes I had to move on because the company I worked for
downsized or had a change in management. But through all of the interviews, I’ve
identified six (6) major interviewing categories consistent across most industries, and
have formulated success strategies to strengthen your interviewing skills and
significantly increase your chances of getting the job.
Interviewing is exciting, intimidating, and can make you feel like your two beats away
from having a heart attack! It creates feelings of anxiety because it seems like the
interviewer has so much power. But I’ve learned some key strategies to help you
balance the scales of power and put YOU in more control.
The interviewer wants to see you calm and confident, and one of the best ways to be
confident is to be prepared. This “INTERIVEWING SMART” guide will help you prepare
for your upcoming interview by providing the following:
1. 5 things your Interviewer REALLY wants to know about you
2. The “right” way to answer those tough questions such as –

What are your weaknesses?

Those dreaded mind-bending behavioral questions
3. Questions you need to be asking your Interviewer
4. Educating yourself about the Company
5. Managing perceptions during the interview.
6. What to say to close the interview that could help you get the job offer!
7. A few more tips to help position yourself as the TOP candidate!
26
SECTION #1: The 5 things your Interviewer really wants to know about you!
I.
Can you do the job?
Your Interviewer wants to know if you have the skills, qualifications and
experience to perform the job successfully. To prepare for these questions,
carefully read the job description and think about how well you match up with the
job requirements. Do you have what it takes to be successful in this position? If
yes, then be fully prepared to talk about yourself in those areas.
Bonus Tip: Prepare 3-5 “career success stories” to share with your interviewer
that highlight a specific career situation, a challenge that you overcame, and the
overall results. Talk about how you leveraged your skills and area(s) of expertise
to drive the project or team forward and the results of your efforts. This shows
that you are results oriented AND that you take accountability for your role and
responsibilities.
Example #1 of a Career Success Story:
Situation (your role and the goal) - I was the Sales Manager for a cable company
and needed to generate $50,000 in new revenue every quarter.
Challenge– competition was heavy, the company had already tapped out most of
its clients, and we weren’t developing any new products or services to offer.
Results – I proposed that we create video-in-demand clips that would give our
viewers free information, and could be sponsored by local businesses. Sr.
management accepted my idea, and I generated $55,000 in new revenue per
quarter which exceeded my sales goal by 10-percent.
Example #2 of a Career Success Story:
Situation (your role and the goal) - I was the Project Manager for a technology
company and was responsible for building a new facility in 18-months with a
budget of one million dollars.
Challenge– due to employee turnover the project was taking longer than
expected to complete and we started running over budget due to new employee
training costs.
Results – I renegotiated a supplier contract which saved us 5-percent of the total
budget. I also outsourced some of the work saving us additional costs and time.
By doing this, we were able to open the new facility on time and on budget.
27
Your assignment: Capture your key success stories.
Your Career Success Story #1:
Situation (your role and the goal): ______________________________
_________________________________________________________.
Challenge: ________________________________________________
_________________________________________________________.
Results: __________________________________________________
_________________________________________________________.
_________________________________________________________.
Challenge: ________________________________________________
_________________________________________________________.
Results: __________________________________________________
_________________________________________________________.
_________________________________________________________.
Challenge: ________________________________________________
_________________________________________________________.
Results: __________________________________________________
28
_________________________________________________________.
SECTION #1: The 5 things your Interviewer really wants to know about you!!
II.
What "extras" do you bring to the position?
After you’ve discussed how you successfully meet the major job requirements,
then it’s time to share additional ways that you can add value to the department
or company.
For example, if you’re interviewing for a job as a Public Relations manager, you
may have experience in marketing, research analysis, promotions, or desktop
publishing that could be highly valued by the department! These extra bonus
skills may not be published as a job requirement, but could help position you as
the top job candidate.
Your extra bonus skills may be different for every job you interview for because
each job role may have slightly different requirements.
Your assignment: Before every interview identify 2-3 “extra bonus skills”
that you bring to the position.
Bonus Skill #1: _____________________________________________
Bonus Skill #2: _____________________________________________
III.
Where are you at risk?
Every new employee is a risk to a company. Whether it’s being over-qualified,
under-qualified, at risk of moving to a different city, or any number of reasons –
every new employee is a risk. For this reason, your Interviewer will be skeptical
and looking for reasons why you should NOT be hired. (Try not to take it
personally! )
Spend some time thinking about areas where you are a risk. Perhaps it’s a job
requirement that you don’t have. I don’t think that I’ve ever met all of the job
requirements for any of the jobs I’ve had! So don’t let that stop you from tossing
your resume into the ring.
The key is - during the interview, beat the interviewer to the punch by stating
where you a risk and then explain why it won’t be a problem.
29
2
2
For example, if you’re new to the area you can explain that you’re looking to buy
a new home in the next month or two and looking forward to living in that city for
many years (but only if that’s true!) Or, if there’s a job
requirement that you don’t have, be up front and say that you don’t have a lot of
expertise in that particular area, and then quickly explain why it won’t be a
problem (you’ve signed up for some on-line training, reading a book on the topic,
joined a professional association, etc.)
When I interviewed with a VP of Programming at a TV station I volunteered that I
didn’t know how to work some of the equipment in the control room, but I knew I
could learn it because I had operated similar equipment in my previous job at a
radio station. (And yes, I was hired!)
Your assignment: Read the job description and requirements carefully.
Then, identify your risk area and the reason why it won’t be a problem.
Risk area: __________________________________________________.
Why it won’t be a problem: _____________________________________.
IV.
Does the interviewer like you? Will you fit the corporate culture?
What you say, what you wear, and how you present yourself give the hiring
manager a picture of who you are and whether or not you would be a good fit for
the company. Expect questions about your professional style, behavior, and
work ethics.
Try to align your professional manner and dress code with that of the company.
For example, is the company formal (think Wall Street, a top law firm, or a
hospital), or is it more informal (think Google, a radio station, or a casual small
business.) Also, consider whether the position is formal (think senior
management, sales or human resources), in which case you may want to dress a
bit more formally and conservatively.
Bonus Tip: If you’re not sure how to dress, then try to ask an employee who
works at the company for advice on what you should wear. One of my clients
even parked outside the marketing agency where she was interviewing to
observe how employees were dressed! Great idea!
30
V.
Will you be able to work out the compensation/benefits package?
You should expect a question about what kind of salary you’re expecting. I
recommend that you have a pay range in mind (rather than a specific number)
since there are usually a variety of options in the benefits package that can be
negotiated such as: vacation days, bonuses, 401k contributions, stock, advanced
education and training, telecommuting, etc.
Also, try NOT to be the first one to bring up the salary. If you do, your Interviewer
could get the impression you want the job just for the money. Ideally, you want
your Interviewer to share the pay range for the job, first.
Bonus tip: If your Interviewer asks what kind of salary you’re expecting
consider answering with the question, “I was going to ask you – what’s the
budget for this position?” This is a safer approach than asking, “Hey Buddy,
what’s this job pay?” and keeps you in the driver’s seat! 
Your assignment: Determine your pay range for this position: ______
SECTION #2: The “RIGHT” Answers to those TOUGH QUESTIONS!
Every interview will include the same basic questions that you should be prepared to
answer such as:

Tell me about your last job.

What skills and experience do you have that qualifies you for this position?

Why do you want this job?

What are your long range career goals?
You should be fully prepared to answer questions like these as they tell the hiring
manager about your experience, goals, and expectations. Your answers should be
brief, and include results and lessons learned. Talk only about those skills and
accomplishments that are relevant to the position. Practice saying out loud your
answers, so that you sound calm and confident during the interview.
31
Beyond these questions, the interviewer wants to know about your character and
values. Depending on the position, they may ask behavioral type questions to gain
insight into your leadership abilities, work ethics, problem solving or risk taking skills,
and the ability to be a good team player. These questions are especially popular in
mid- to senior-level management positions.
Below are a few examples of behavioral questions. They usually start out with the
phrase, “Tell me about a time when you…”
1. …went above and beyond the call of duty?
2. …had to compromise your professional standards?
3. …went against what everyone else wanted to do and you successfully influenced
others to go in another direction?
4. …changed the mind of management on something they wanted to do and how did it
turn out?
5. …could not deliver what was promised?
6. …led a project that either didn’t have enough resources, time or budget?
7. …were able to pull the team together during a difficult situation?
8. …had to work under tight deadlines?
9. …had to manage a difficult situation with a client or team member?
10. …had to make an unpopular announcement among your team of coworkers? How did you deliver it?
11. …had to let someone go? What were the circumstances and how did you handle
the situation?
12. …worked on a project that really excited you?
These are exhausting to think about, aren’t they? No worries, because I have a
few winning strategies to help you prepare!
32
3
The best way to answer these questions is to be honest and give your Interviewer some
insight into your professional style and behavior based on previous situations. You can
prepare for behavioral type questions by first understanding that most of these
questions fall into one of five categories.
Your assignment: Identify situations in which you have successfully
demonstrated the following five (5) characteristics:
 Leadership – be prepared to share stories about when you demonstrated
leadership each of the following: subordinates, peers, and managers. Your
Interviewer wants to hear about your leadership style and how you influence others.
Situation and result: ____________________________________________
_____________________________________________________________
_____________________________________________________________
 Risk taking – everyone has taken risks whether it is taking on a new project, voicing
an opinion that is different from the team or manager, suggesting a new process,
etc. Be prepared to talk about a situation in which you took a calculated risk and
what the result was.
_____________________________________________________________
_____________________________________________________________
 Ethics – can you think of a situation in which someone asked you to compromise
your values (i.e. approve an unauthorized expense, work overtime and not report it,
compromise the quality of the project to meet a deadline, etc.?) Be prepared to
speak about the circumstances and how you handled the situation.
_____________________________________________________________
33
 Project Management – every project has issues including budget, time, and
resource constraints. Your Interviewer wants to hear about some of the challenges
you’ve faced, what you did to successfully manage them, and the results of your
efforts.
_____________________________________________________________
_____________________________________________________________
 People Management – whether you’ve formally managed direct reports or managed
a project team of peers, vendors, interns, or volunteers – companies want to hear
about your management style and experiences. Think of situations in which you
have managed, or helped guide the direction of a team. Also, share times you
successfully influenced any managers or senior leaders, and what the result was.
_____________________________________________________________
_____________________________________________________________
MORE TOUGH QUESTIONS…
How to answer the dreaded question, “What are your weaknesses?”
The key to answering this question is that you give a real, true, and authentic answer.
And then quickly follow it up with what you are ALREADY DOING to strengthen that
particular area. This shows your Interviewer that you take your professional
development and your career seriously.
Danger, Danger  Do NOT respond that you don’t know how to delegate. This
response has been overused and sounds like a “fake” answer. The key to successfully
answering this question is to give a real answer!
Example #1: Let’s say that you’re new to the industry and don’t have a lot of
knowledge in this area. One recommendation is to join an industry association (health
care, high tech, finance, etc.) PRIOR to your interview. Then, you could say you’re
looking to develop more knowledge about the industry and have already joined that
industry association. -But only say this if it’s true!
34
5
Example #2: If one of the job requirements includes being proficient with a software
application or new technology, then PRIOR to your interview take the initiative to sign
up to take an on-line training class or college course. You don’t have to COMPLETE
the class, but you should at least sign up. When you share this with your Interviewer
you’re demonstrating how you take ownership in developing your professional skills.
Example #3: You may want to suggest that you’d like to have more expertise in a
specific area. If that’s true, then you could sign up to attend a conference or start
reading a book written by an expert on the topic PRIOR to your interview.
Successful job candidates know their areas of improvement and what they need to
develop and take steps to make the necessary improvements.
Your assignment: Everyone has an area (or two!) that needs improvement.
You can identify your area(s) by reviewing past performance reviews, talking with
those who are familiar with your work, or by reading the job description to see if
there are any qualifications that you lack.
List at least one area where you need to improve and what you’re going to do to
improve it: _______________________________________________________
________________________________________________________________
________________________________________________________________
SECTION #3: Questions YOU Should be Asking Your Interviewer!
It’s important to realize that the interview is really two-way. The company is interviewing
you to see if you are a good fit for the company, and you are interviewing the company
to see if the job is a good fit for YOU!
Not only will your Interviewer ask you questions, but you also should be asking
questions to your Interviewer. THIS IS WHERE MOST CANDIDATES FAIL TO
PREPARE.
The more thought-provoking, intelligent questions you ask your Interviewer, the deeper
your connection will be, and the more informed you’ll be about whether the job is a good
fit for YOU!
35
Strive to ask 4-6 questions during EACH interview. I recommend that you write down
10-12 questions you want to ask about the company culture, management style, and job
responsibilities BEFORE YOUR INTERVIEW. Since some of these questions will
probably be addressed during the conversation, your list will allow you to pick and
choose the most appropriate questions that have not yet been answered.
The goal is to walk in with a list of 10-12 good questions, and then during the
interview choose 4-6 questions to ask your Interviewer.
Here’s a sample of questions to help get you started as you create your list…
Questions about the Job Role 
For this position, what are the priorities over the next 3 months? What about the
next year?

What do you see as the biggest challenges in this position?

What personal characteristics do you think it takes to be successful in this
position? (Example: well organized, patience, risk taker, outgoing personality,
etc.)

Is this a newly created position? -if not, what happened to the last person in this
position?
Questions about Management Style 
How do you describe your management style (e.g. casual, professional, e-mail
vs. face-to-face meetings, etc.)?

If I was talking to someone who reports to you, how do you think they would
describe your management style?

What do you like best about being a manager?
36
Questions about Company Culture

Are there opportunities for growth within the company?

How would you describe the company’s culture?

How do other departments within the company view this department?

Does the company support employees with professional training and advanced
education opportunities?
Listen carefully to each answer to see if you really want to work for these people. Does
their answer reflect the style and tone of someone who inspires you?
Bonus tip: Whenever I interview with the person who would be my manager, I
always like to ask questions to find out if he/she is satisfied in their own position
and enjoys working for the company. Here are a few examples 
How long have you been in your position?

Are you happy working for this company?

Are you planning to stay for at least another six months?
Be careful! If you ask these questions make sure that you sound positive and sincere.
Otherwise, if you sound confrontational you may not get an honest response, or
worse(!) give your Interviewer a negative impression.
These questions allow me to find out two key things. First, I could get more insight
about working for the company, and second, I could find out whether my “new boss” is
likely to stay or transition to another job which would mean I’d actually be reporting to
someone else.
Since most people conduct interviews in a professional manner, you may not be able to
get the “real story” just by listening to their words. BUT you may be able to get a good
reading by listening to their tone of voice and watching their body language.
If I feel a good rapport with my potential new manager, then I quickly explain the reason
I’m asking these questions is because I’m looking to make a long term commitment in
my next career and I think I’d really like to work like him/her – so I’m curious about
37
6
whether they think they’ll remain in their current position for at least six months. (I’ve
always had a very positive response with this approach!)
Your assignment: Write down your list of questions on a pad of paper and take
it with you to the interview. On that same pad of paper, I also include reminder
notes about my career success stories that I want to share during the interview.
And yes(!) it’s perfectly acceptable to take notes during your interviewer. – Just
don’t rely too heavily on writing everything down that you lose the ability to have
strong, steady eye contact with your Interviewer.
SECTION #4: Managing Perceptions During the Interview!
People make judgments very quickly based on first-time impressions, and even more
quickly during the interviewing process. It’s almost as if your Interviewer is looking to
find reasons NOT TO HIRE YOU.
But you can overcome this by doing a few simple things to strategically manage
perceptions. During my own interviews, I make conscience efforts to shape perceptions
so that my Interviewers can let go of any reasons not to hire me, and embrace all the
reasons that they SHOULD HIRE ME!
A. Shaping the Mindset that You Are in “High Demand”
One strategy I consistently use that has been very effective for me (and helped
me land some great jobs!) is to carefully lay the foundation that I am interviewing
the Interviewer just as much as he/she is interviewing me!
It’s human nature to want something more when it’s in short supply. So by
carefully shifting the mindset of my Interviewer to let him know that I am not a
“sure thing” – meaning that I’m exploring all my options and that I’m selective
about the companies and people that I work for - I’m actually strengthening the
connection and creating a heightened sense of urgency that makes my
Interviewer want to hire me.
If you’re interviewing with other companies be sure to share this (in a very subtle
way!) with your Interviewer. Consider saying something like you have an
interview set up the following week with another company … but the reason
you’re interested in working for this company is because they have such a great
38
reputation and track record for introducing new products into the market (or
whatever.)
Using this strategy depends on your situation and level of comfort. If you need a
job RIGHT NOW, it may not be in your best interest to do this. Or, if you feel that
this is NOT the right kind of approach for you, then you may want to simply skip
this strategy. However, if you are in a position that you want to take your time to
find the “right” company and manager to work for – then it may help you to
consider weaving a few of these statements into your next interview.
They key is to be very specific about the reasons you want to work for that
company. This strategy shows that you’re in high demand, but you’re excited
about the possibility of working for THIS company! Of course, only use this
strategy if you really are interviewing with others.
What can say to position yourself in high demand? ______________
___________________________________________________________
___________________________________________________________
B. Sharing a vision of the next company where you want to work.
Consider saying something like, “In my next career move, I’m looking to work for
a company that… (example: has an innovative culture; or wants to explore new
ideas in e-business solutions; or wants to seek out new global markets, etc.)
Show that you take your career seriously and that you are selective about the
type of company where you want to work.
What is your vision? __________________________________________
___________________________________________________________
___________________________________________________________
39
C. Dissolving the misconception that you’re desperate.
Unfortunately, most Interviewers make the assumption that all job candidates are
desperate. So one of my key interviewing success strategies is to make my
Interviewer aware that I am not at all desperate!
It doesn’t matter if you’re consulting, own your own business, or working for
someone else - if you’re currently employed then let your Interviewer know that
you are happy in your current situation. This sends a clear message that
you’re not looking to take just any job with any company.
Many times, I’ve said something like, “I’m actually really happy in my current
position! The reason I submitted my resume though, is because I’ve always
admired this company and the position sounded like my ideal dream job.” Make
sure you give a specific reason why you submitted your resume.
Bonus tip: Interviewers are always more interested in those candidates who are
genuinely passionate about the company and the job role. So be sure to give
SPECIFIC REASONS why you’re excited about the position and the possibility of
working for that particular company. If you need a little help defining a reason
why you want to work for a particular company, I’ll be giving you a few ideas in
the next section, “Educating Yourself About the Company.”
To summarize, there are three key ways that you can manage perceptions during
the interview to create a deeper connection with your Interviewer and
significantly increase your chances of getting the job –
1. Creating the mindset that you’re in high demand in the marketplace;
2. Sharing the vision of the kind of company where you want to work, including
specific reasons why you’re passionate about the job role and the company;
3. Dissolving the misconception that you are desperate for work.
40
SECTION #5: Do Your Homework and Educate Yourself about the Company!
The fifth ingredient in preparing for an upcoming interview is to educate yourself about
the company. Be as well informed as possible about the company including its history,
products and services, competition, culture, and achievements. For example, think
about how would answer the questions, "What do you know about our company?" or
"Why do you want to work for our company?"
You can research the company by talking to current or past employees, those in
your professional network who are familiar with the company, and doing some research
on the Internet. Type the company's name in the Google and Yahoo search directory
and see what appears. Visit the company's web site and download the latest press
releases and annual report.
Is there business on the upside or downside? Have they expanded, down-sized,
changed Sr. management, or recently bought any other companies? How are sales?
How many office locations and employees do they have? What’s their corporate
mission? Can you find out anything about their company culture? What can you learn
from reading their senior executives' bios? Check their Jobs Online to see which
departments are hiring.
You don’t need to know the answer to all of these questions, but you should know
enough to sound reasonably knowledgeable about the company during your Interview.
The point is you want to show that you’re educated about the company and that
you have specific reasons for wanting to work there. You may want to add a few of
the following to your list of questions –
1. "I recently read that… Does this have an impact on how you’re doing business?"
2. "I did some research on this company and see that sales are up __%. Could you
talk a little bit about how that happened?"
3. "From looking at the company's web site, it looks like the corporate culture has a
strong commitment to quality and customer service? Is that right?"
41
SECTION #5: Do Your Homework and Educate Yourself about the Company!
4. “I read in the Business Journal that the company down-sized last year. Can you
share with me how that has impacted the business, and the current morale within
the organization?”
5. “I saw that the company recently launched a new product (or bought another
company, or opened a new store, etc.) It seems like business is on the upswing.
Are there other plans for expansion?”
Your assignment: Write down what you know about the Company:
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
Now, write down the questions you want to ask during your Interview:
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
42
7
SECTION #6: What To Say to Close The Deal!
Now let’s turn our attention towards the end of the interview and what you should say to
close the deal. If you’d like to have the job, then there are a couple of things you’ll want
to do…
A. Address any concerns. First, you may want to ask your Interviewer if he/she
has any hesitations or concerns about your skills and abilities. Consider saying
something like, "I’m very interested in this position and would love the opportunity
to work for you. Do you think I’d be a good fit for this position?"
This way, you can address any concerns right up front. You may get a robotic
response like, “We have several more candidates to interview and will conduct
the next round in a few days”, or you may get some real feedback that could be
helpful to you!
If your Interviewer shares any concerns try not to get defensive. Do your best to
put a positive spin on any shortcomings. You can also address your response to
any concerns in your “thank you” letter.
B. Find out next steps. Next, most interviewers will share with you what the next
steps are. However, if they don’t, then be sure to ask. Feel free to say
something like, “What are the next steps?” For example, will they be selecting
candidates for another round of interviews, or are they ready to make a final
decision? Can you expect to hear from them in the next few days or the next few
weeks?
C. Permission to follow-up. One great strategy that I always use is to ask my
Interviewer if I may follow-up with him if I have any further questions. This gives
you an open invitation to contact him if you have not heard back by the intended
timeline.
For example, let’s say they plan to call candidates by Friday to set up the next
round of interviews for the following week. If I haven’t heard from them by Friday
morning, then I’ll call (since I’ve already asked permission to call with any
questions…) to once again express my interest in the position and say that I
43
SECTION #6: What To Say to Close The Deal!
would love the opportunity to take part in the next round of interviews.
This is very effective because it can nudge an employer to add you to the list of
next round interviews, even if you weren’t originally included.
D. Reassure you can do (and want!) the job. Successful job candidates reassure
their Interviewer that they can do the job and that they want the job. You can
state this in a variety of ways but make sure that you use your own style and
sound confident when you say it. I usually say something like, “I know I can do
the job successfully, and I’d love to have the opportunity to work with you!”
E. Ask for a business card. Finally, be sure to ask for their business card before
you leave. You’ll want to use it to write a hand-written thank you note afterwards
so you’ll want the correct spelling of their name and mailing address.
SECTION #7:
…And a Few More Final TIPS!!
As I’m sure you’re fully aware, the interview is a big step towards advancing your
career, and it could even be a life changing event. For this reason, your upcoming
interview should be your highest priority. You must give it your full attention and
dedicate time to –

Prepare your questions and rehearse your answers.

Ensure that you arrive 15-minutes early to the interview by planning your
route and even driving it a few days before.
44
SECTION #7:

…And a Few More Final TIPS!!
Clear your mind and gather your thoughts together by turning of your cell
phone, tablet, or any electronic device a minimum of 30-minutes prior to your
interview. Your job interview is your #1 priority. You need to have a calm and
confident attitude – not be frazzled or anxious because other things are on
your mind.
After your interview, be sure to write a hand written thank you note to every person who
interviewed you. Very few candidates do this and it’s a nice touch to make you stand
out from your competition!
Use the thank you note to remind them of your key strengths, talents and achievements,
as well as specific reasons why you’re passionate about the company and the job.
Remember - preparation is the key to every interview. When
you prepare, rehearse, and implement the interviewing
techniques recommended in this guide, you are well on your way
to standing above your competition and knocking your upcoming
interview out of the ballpark!
8
45
The Salary Compensation Guide
By: Sherri Thomas
What’s Your Best Salary?
Career Coaching 360 provides career planning, management
mentoring and leadership development support.
46
Know Your “Value” in Today’s Marketplace
Let’s face it, your paycheck has a direct impact on your quality of life. Yes, having a
good boss, challenging work, and clients who pay on time are critical factors in your
overall job satisfaction, but your salary, health benefits, 401k plan, and bonuses can tip
your overall job satisfaction scale from being “very satisfied” in your current work
situation to “I really got to get a new job RIGHT NOW!!”
So how do you know if you’re getting paid what you are worth? And how do you know if
you’re at the high end of the scale, or the “My paycheck is pitiful” end of the scale?
Research is key. This guide provides survey salary lists, websites, and salary
calculators to help you determine the appropriate salary range for your job function.
Step #1: Research the “top paying” companies.
First, consider whether you want to work for a top paying company. Some companies
consistently pay a higher salary for certain job functions than other companies in the
same industry. Every year, Fortune Magazine publishes a compiled list of top paying
companies which compare the “most common salaried jobs.” The following pages show
Fortune 100’s “Top 10 List for the Highest Paying Companies” published in 2015. The
list is stated in terms of annual total compensation.
47
1. Perkins Coie



Average annual base pay: $181,144
For: Associate
Best Companies Rank: 46
Law firm Perkins Coie tops the list with associates earning an average salary of $181,444. The Seattle-based firm
conducts a market survey in each of its offices every year to make sure that salaries are competitive. Perks don’t stop
there, however. Employees who work at least 25 hours a week receive full medical and dental coverage, as well as a
free taxi ride home if they get sick on the job. Furthermore, employees are eligible for up to $5,250 per year in college
tuition reimbursement.
2. Devon Energy



For: E&P Production Professional
At Devon Energy, benefits go far beyond a healthy salary. Devon matches up to 6% of employee contributions to
their 401(k) and makes an additional 8% contribution, which brings the total up to 20%. Relocation costs are covered
and include a lump sum to help with moving expenses; and summer interns get free housing. Plus employees who
participate in wellness challenges get free Fitbit fitness trackers, and all employees have access to subsidized identity
theft protection and a plethora of discounts ranging from local restaurants to entertainment and free tickets for sports
events.
3. Atlantic Health



For: Manager
At this New Jersey-based hospital operator, managers earn $143,880. Employees nearing retirement can join the
1,000 Hour Club where they can work for up to 1,000 hours per year without affecting their retirement benefits. Perks
include onsite childcare, subsidized cafeterias, and discounted gym memberships. There’s also a pet-friendly policy
that permits employees to bring pets to work.
4. Cisco



For: Technical Leader
The San Jose, Calif.-based tech company makes sure employees are well-paid. They can even use part of their
paycheck to purchase Cisco stock at a 15% discount. If an employee in the military is called for active duty, Cisco will
cover the salary difference and makes sure health care benefits continue. Domestic partners and spouses of samesex couples are covered too; Cisco covers healthcare costs and makes up the difference in federal taxes. And for the
environmentally conscious, there are electric-car charging stations on its campuses.
48
5. FactSet Research Systems



For: Software Engineer
The Connecticut-based data and analytics company provides financial information and software to investment
bankers and it makes sure its employees are well-compensated for it. Engineers earn $106, 906 annually. In addition,
FactSet places a strong emphasis on education. Employees are encouraged to become certified chartered financial
analysts. There’s in-house training, study groups, and cash and equity incentives that add up to $17,500. There’s
also free lunch four days a week, a car wash, and massage therapy to make life easier.
6. NetApp



For: Engineer
The data storage and management company based in Silicon Valley is chock full of bonuses. There’s patent bonuses
ranging from $4,000-$12,000 for anyone who patents a new idea, employee referral bonuses of up to $2,500, and
cash bonuses for outstanding achievements that can be given on the spot. There’s also a special allowance for
anyone who needs to get a security clearance. Top performers can get some rest and relaxation with an all-expenses
paid trip to an international resort with a guest.
7. Autodesk



For: Principal Engineer
This maker of computer-aided design software emphasizes quality of life in addition to great compensation.
Employees have flexible hours and can work remotely, except for a few whose jobs require being onsite. Every four
years, employees are eligible for six weeks of paid sabbatical. Health and wellness benefits include $300
reimbursement per year that can be used towards gym memberships, fitness equipment, acupuncture or massage.
The company recently upped 401(k) matching to up to $4,500 of employee contributions.
8. Scripps Health
For: Manager/Director
San Diego-based hospital system Scripps conducts frequent compensation reviews to make sure that employees are
being compensated fairly. Last year it paid out a total of $5 million in bonuses to more than 11,000 employees.
There’s also flexible retirement scheduling, so employees can gradually taper off their work. Meanwhile, onsite
benefits include free massage chairs, free counseling, and employee care clinics.
49
9. Baker Donelson



For: Associate
The Tennessee-based law firm offers a veritable cornucopia of perks to accompany its healthy salaries. Employees
can choose to work 40 hours in four days rather than five with supervisor approval, and are eligible for paid
sabbaticals. In the office, Baker Donelson offers services like dry cleaning pick-up and delivery, massage services,
and a lending library packed with books and DVDs.
10. Genentech



For: Clinical Specialist
Last year 98% of the employees at this San Francisco based biotech company received bonuses. Starting this year,
both men and women are eligible for six weeks of leave after the birth of a child. Genentech also makes
environmentally friendly commuting a priority. Employees can earn up to $12 a day for walking or biking to work, and
up to $16 a day for sharing rides with each other. There’s also a commuter bus that travels around San Francisco to
take employees to work.
You can also check out Fortune Magazine’s Top 100 list of Best Companies at:
http://fortune.com/best-companies/
You can also find on this same page lists for top companies that provide  Best perks

Extra training

Job growth

Lowest turnover
Step #2 – Make sure you compare apples to apples
Is the company you work for not on the list? If not, don’t worry. You might still be
making a healthy salary based on your peers within the company, and even the
industry. I recently spoke with Fred Cooper, compensation expert for a Fortune 100
company who gave some great strategies for determining your value in today’s
marketplace.
50
So the question was, How do you know if you’re on the high end or low end of the
market’s going rate?
Cooper said that there are two key factors that determine your salary. One is what the
market is currently paying for your skills, experience, and areas of expertise. The other
is the company’s internal salary policies and practices.
“Research is key,” says Cooper. “You must determine the value of the job that you
currently have or want. There are a number of salary surveys where jobs are priced
that can give you a salary range for the work as identified in the job summary or job
description. Make sure that when you start your salary survey that you have a good job
description and understanding of the job you are comparing. Do not use job titles for
comparisons but get in to the duties and responsibilities of the work being performed.”
“For example,” Cooper explained, “an ‘accountant’ for one company may be a true
accountant while for another, the title may be applied to accounting clerks, financial
assistants or others performing ‘accounting support’ work. Combining salary ranges in
this instance would not provide a true sense of the market value.”
Find out what the position is currently paying for similar work in similar environments
(including positions inside and outside the company) through:
+ http://www.GlassDoor.com (you’ll need to sign up for a free account)
+ http://www.payscale.com/
+ http://www.salary.com/
+ Company websites (your company and others in the same industry)
+ Business Journals
+ Specialized Trade Publications
51
These are excellent reference websites that offer salary calculators and reference
guides. You may be required to subscribe to the service in order to obtain accurate,
high quality information:
Once you have the salary data, the best indicator of the market place is to combine a
number of different salary ranges set for the same job by at least a half-dozen
employers rather than just relying on one company’s salary range. Ideally, the more
salary ranges for the same job in the same geographical area that you can compare,
the better.
Then, add all the minimums together and divide by the number of salaries you’re
comparing. Do the same for the midpoints (the average of the minimum and
maximum), and maximums. This will give you the range of the job’s the market value.
Now you can determine where in the range your current salary is. The norm is that the
midpoint (the average dollars of the minimum and maximum of the range) is ideally
where you should be after 5 or so years in that position. This is not an absolute but
more of a goal to assess your value.
After you have done your research and are more educated about your worth in the
marketplace, it may be a good time to schedule a meeting with your manager to inquire
about a potential pay raise! Now, go forth and prosper… and know your worth in the
marketplace. 
3
Career Coaching 360 provides career planning, management
mentoring and leadership development support.
52

62 Resources to Fast Track your Job Search

Transcription

Similar documents

Portfolio Sites We Love

How to Answer 25 Tough Interview Questions

Bolthouse 10.23.2015.cdr

INTERVIEW TIPS Interview questions tend to start with a variation of

Techniques and hints to aid in your job search

The value of psychometric testing and identifying

Hiring Tips Toolkit

What Our Clients Say

EU-WISE Conference Southampton: A. Kennedy