Hiring managers

31 posts
How Hiring Managers Make Decisions

How Hiring Managers Make Decisions

Every day, millions of job seekers find themselves struggling to understand one big question: What does it take to actually get a job offer? Interviews come and go but no job offers. What gives?

The whole job search process has changed so much in the past few years. But at the end of the day, there is one thing that has not changed at all: You can only get a job offer as a result of your performance in a job interview. However, if you don't have a fundamental understanding of who actually gets job offers, it doesn't really make a difference if you land five or 50 job interviews. It'll be tough to land a job.

Here's a little insight on how hiring managers make decisions...

How Hiring Managers Make Decisions In The Interview Process


When hiring managers sit down together to decide which candidate gets a job offer, the decision is not likely going to be made based on any one candidate's education, qualifications, work experience, or hard skills. Occasionally, one or more of those could play a part in breaking a tie between two great candidates, but that doesn't happen all that often.

Here's the truth: Some people who are clearly less qualified than you are get the job offer.

In an attempt to be the most impressive candidate, many job seekers search online for the most common interview questions and then spend time compiling their best stories so they can give great answers that show they have the skills to do the job. But by the time you get past the phone interview (and especially when you get to the second interview and beyond), it's not really about whether or not you meet the requirements set forth in the job posting anymore. It's already been determined that you are qualified enough.

Pulling out your best stories is a good idea, but it skips over a key component. Hiring managers don't just want to know what you did in previous jobs. They are also looking very closely at how you did it. Hiring managers are very interested in knowing who you are as a person—your work ethic, your attitude, your work style, your people skills, and whether or not you will fit into the workplace culture and be a big asset to it.

Who Gets The Job Offer?


Hiring manager shakes hands with a job candidate before an interview

If two managers are trying to make a hiring decision, the following is a representation of a typical conversation:

Manager 1: "Wow! Mike has 10 years of experience and a master's degree, but I was more impressed with Jeff. Wasn't that a great interview? He doesn't have the experience but he has the passion, a great attitude, and the drive that we need around here. And he has a lot of great ideas! His enthusiasm was contagious! I sensed that Mike sees this job as more of a way to just collect a paycheck. I also get the feeling he might be resistant to our way of doing things. Didn't he seem pretty set in his ways? I think he might be burnt out or something. I think I can get Jeff up to speed in no time. Staci was good too, but I say we go with Jeff."

Manager 2: "I agree. I admit, I am a little concerned that Jeff has only three years of experience since we decided we needed someone with at least five years. But he seems to really know his stuff so I think I am okay there. I love how he talked about how important his own personal development is—he's the type who will probably train himself. You are right on with Mike. I didn't sense that in the first interview but I did in this one. He seems like the guy who wouldn't do much outside of his job description. And while he could step right in and do the job, we definitely need more positive energy around here. I liked Staci too. What are your thoughts on her?"

Manager 1: "I like Staci and she could be the right person, but having Jeff and Staci's interview back to back really showed some of Staci's deficiencies. She could easily do the job. She didn't say anything that was overly concerning, but she just doesn't have that energy—the enthusiasm—that Jeff has. He seems to have a lot more ambition than she does. It just doesn't seem like this job excites her as much. Jeff seems excited about what we do here and has a personal interest in it and that's important. Also, I am not certain she'll fit in. Remember when she talked about that project she worked on with four others but then said she did 90% of the work? She had a reasonable explanation but I don't know if I buy it. Plus, she did seem focused on questions about work hours and flex time. I just feel like Jeff will really run with this job and turn it into something great. I would like to extend an offer to him."

Manager 2: "You'll be his manager, so if you are certain, I will support that."

How Do Hiring Managers Describe You?


Hiring managers interview a job candidate

That is a key question to ask yourself. Do you express your positive attitude, enthusiasm, excitement, and stellar work habits? How will hiring managers describe you, as a person, after you leave?

Soft skills are critical and it's not enough to say you have them. Most people say they are a positive person and will work very hard to get the job done right. That does nothing for you if you don't prove it.

If you want to impress, hiring managers must be able to feel those words and see how you displayed those characteristics in the past. Show enthusiasm in your tone—raise it up a few levels! Be expressive and show excitement. Show you care about the work by giving examples. Show how you always put forth your best effort in everything you do by giving clear examples of excellence in past jobs (quantify your accomplishments). Show ways you went above and beyond and express why excellence is important to you.

However, there is one critical question that plays the biggest part in making this work for you: Are you that person?

Most people know they should present themselves in this way but many just say who they are and don't show it. Some are people who don't even have positive attitudes. And many of these people go into interviews and try to fake it. Some people are really good at it. Many others are not so good. But for the most part, a lot of hiring managers can see right through it.

By far, the most effective way to express positivity, enthusiasm, and excellence is having it in you to express—it has to be real to have a significant impact. And that only happens when you truly feel connected to the company and its mission. (What companies are on your interview bucket list?) If that's what hiring managers want to see in you, then it should go without saying that they also expect it from you on the job. If those words don't describe you, taking some time to work on your own personal development in this area should be a top priority on your to-do list.

When it's all said and done, hiring managers need to be wowed by you! While your skills and expertise matter, companies actually hire for three things: personality, aptitude, and experience (in that order). If you want to stand out and get job offers, then show up at the interview and give them your best self so that when you leave, they already know they want you to come back.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How Hiring Managers Make Decisions

3 Reasons Why Job Boards Could Hinder Your Search

3 Reasons Why Job Boards Could Hinder Your Search

At one time, job boards were the way to go for job seekers. It's where you can post your resume for employers and recruiters to view and apply for job openings. But today, it's a different story.

The modern-day job search has changed, and finding your dream job (or just a good job) is about personal branding and leveraging your professional network.

Imagine you are a hiring manager. Would you be more likely to take time to interview a candidate you don't know except for what's been given on a submitted cover letter and resume or someone who's been referred to you? A referral has much less risk, and that's why networking has a higher success rate than job boards when it comes to securing a position.

This doesn't mean that job boards are dead because there are plenty of niche job boards worth going to as a job seeker. But you can't build an effective job search strategy around applying for jobs on job boards.

Here are a few other things about the limitations of using job boards when you're a job seeker.

1. Recruiters May Never See Your Cover Letter And Resume


Just because you apply for a job on a job board doesn't mean an actual person will ever look at your cover letter and resume.

More than 85% of companies are now using applicant tracking systems (ATS) to review and rank resumes according to skills, experience, and keywords. The simple fact is that companies use internal algorithms, so ensuring a strong ranking is extremely difficult. A recent HR manager told me that they get an average of 400 resumes for each position and only look at the top 10-20—meaning 380 resumes are not even reviewed.

In many instances, before a job posting goes up on the job board, it's already been shared around internally at the employer and by trusted sources. So, it's likely hundreds applied before the posting even made it to the job board.

2. Many Job Openings Don't Get Posted On Job Boards


Office space with employees

Big job boards can be overwhelming with job postings (both relevant and irrelevant to you). This is a similar perspective for the employer when they get an overwhelming number of applicants for the job opening posted on a job board.

It's also the reason why some may prefer to work solely with recruiters or find other means to source the right talent. If you're not networking with the right contacts, you're missing out on opportunities that will never be found on job boards.

3. Recruiters Have More Resources To Find Talent


Recruiters/hiring managers talk about job candidates during hiring process

Recruiters and hiring managers have professional networks too! Whether it's a professional acquaintance or reaching out to their own workforce, they can put together a list of potential candidates before even posting a job.

In addition, many recruiters also use LinkedIn to find talent.

Resumes that get posted to job boards are still viewed, but there's a good chance the information is outdated, which is one reason why hiring managers and recruiters are relying more on LinkedIn where information is generally more current.

Networking is the answer!

The best way to get a job is to put together a bucket list of companies that you want to work for and network your way onto that company's radar before they even post a job opening.

However, if you do want to apply for a job that you come across on a job board, make sure you go the extra mile to get past the ATS. Instead of applying to the link on the job board, do some research, find out who the hiring manager is, and take steps to get your updated cover letter and resume in front of them.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

3 Reasons Why Job Boards Could Hinder …

Recruiting Tips For Hiring Leaders In 2024

Recruiting Tips For Hiring Leaders In 2024

The recruitment landscape is poised for continued transformation in 2024, shaped by technological advancements, evolving workforce expectations, and global dynamics. To stay ahead of the curve, organizations must adapt their recruiting strategies.

In this article, members of Duffy Group will explore pivotal topics that are reshaping today's workforce landscape. Discover effective succession planning strategies to help you navigate the challenges of an aging workforce, uncover insights into managing the influx of younger talent, learn techniques to keep your team connected to the company culture in an era of remote collaboration, and find out how to use AI to complement your recruiting strategy.

Read on to unlock the best tips for elevating your recruitment strategy in 2024.

Colleen Neese


January is a time of year when we all get a chance to start the new year with new perspectives, renewed energy, and the lessons learned from the previous year. It's a time to reflect on what has worked and what hasn't, and an opportunity to focus on what's proven to work in the past to create a better future. It is vital to look towards the future as well. Succession planning is something that has been proven to help organizations be more successful.

What is "succession planning"? It's the process of identifying the critical positions within your organization and developing action plans for individuals to assume those positions. The critical steps of succession planning include:

  • Identify key positions – This includes knowing which are the most critical positions in the company and knowing if there are any upcoming changes to those roles. Are there any upcoming retirements? Are there signs that a person may be leaving? Which roles are the hardest to fill? Which positions would cause an issue if the person were to leave unexpectedly?
  • Provide professional development opportunities
  • Cross-train employees – Providing cross-training to employees can help with immediate unexpected openings and can help to develop employees' skills for continued growth. Providing leadership training and coaching helps prepare the future leaders of your organization.
  • Build a strong talent pipeline – It's important to build that pipeline now so you have candidates in case of an unexpected critical opening.
  • Conduct ongoing assessments of the succession plan – This is an ever-changing area that needs to be reviewed regularly to identify gaps and needs.

Proactive and effective succession planning can bring many advantages, including reduced risk of leadership gaps, better culture of engaged employees, and an overall improvement in organizational performance.

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Sharon Grace


Young professional at his first job out of college

Bridging the Workforce Gap: Navigating Development for Incoming Youth Amidst the Departure of Experienced Workers

A common theme I experienced from 2020 to 2023 was the influx of experienced workers, primarily baby boomers, Generation X, and some Generation Y, leaving the workforce and the growth of the younger population or Generation Z entering the workforce.

For the most part, Generation Z was welcomed with open arms. Depending on the industry, the range of open arms varied based on the shortage stemming from retirements, re-careering, and people stepping back from working full time to take a break and care for their families.

I have not experienced this trend in my two decades of recruiting. There also hasn't been a focus on work-life balance until now, and I am thankful for how accepted it has become. We all worked and worked more to learn and grow with a steady path to advance into management roles.

As an executive recruiter, I have partnered with several clients to help them hire leaders to replace incumbents in the past few years during this recent shift. What I have experienced over and over is how anemic the leadership tool pool is overall, regardless of demographics or geographics.

Why is this? Have we missed the mark on the continuous development of young leaders? Has work-life balance taken a priority due to caregiving needs at home? Did baby boomers and Generation X paint a gloomy picture, deterring interest? Is the current young generation focused more on a job today than a career path journey as prior generations did? I think yes, yes, yes, and yes.

What do you do? I believe excellent career path opportunities are available now, and many more to come in the next several years. When I was young in my career, we didn't have leadership coaches and training classes and seminars to the level we have today. For this, I think it's an excellent opportunity for young professionals to raise their hands and ask for continuous development. If you are a leader, this is a great time to pay it forward and mentor and develop.

I changed professions in 2000 and took off my manager hat for a while to learn a new career from a mature young woman in her late twenties, Jill, who was ahead of her time. I was lucky, and to this day, I can say that she was the best manager I have ever had. She made learning hard things fun and easy. She was inspirational, and everyone wanted to follow her. We didn't feel like we were working, while our work was challenging. She was identified as a top performer on a fast track to leadership. She was given additional tools to continue growing as a leader, and her team grew alongside her.

I know other young Jills are starting their careers today, and we missed some over the past decade. Let's all look for a Jill beginning with the interview process. Let's explore, be curious, and be more of a career coach instead of someone who only asks standard interview questions. Changing our mindsets to find skills and traits for a future leader to groom, instead of for today's open job, we should have many new Jills in the talent pool to fill the continuous open leadership roles in the upcoming years.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify, and assess talent.

Kristin Pozen


Woman leads a virtual meeting with her coworkers

Welcome to the forefront of modern recruitment practices in 2024. We are marked by unprecedented technological advancements, the evolution of hybrid work environments, and a need to emphasize creating meaningful connections within the workforce.

AI won't completely replace you as a recruiter, but recruiters who use AI could. 2024 will witness more recruiting and staffing firms turning to automation to simplify repetitive tasks and reduce administrative work.

Recruitment automation solutions can parse resumes, manage candidate and client pipelines, post jobs on multiple job boards simultaneously, and much more. Many software solutions also help efficiently engage candidates at various hiring stages while improving important recruitment metrics like time to hire and submittal.

  • Automate candidate screening – Screening a massive quantity of candidates is a tedious task. With automation, pre-screen your candidates. You can, for example, send them the set of questions you want them to answer. You can also introduce language assessment tests if your job requires language frequency. You can then watch the pre-recorded interviews at your convenience and easily compare candidates.
  • Automate tracking applicants – Use staffing automation to post job listings automatically to relevant job boards and on social media sites, including LinkedIn, Indeed, Glassdoor, etc. Automate tracking the applicants throughout the process of hiring with an ATS (applicant tracking software).
  • Automate communication – Not being able to communicate timely with the candidates is the main reason behind a poor candidate experience. For the candidate, a new job hunt is stressful and taxing, and they expect transparency during the process. Instead, automate your communication with campaigns and trigger-based emails/texts to reach out to your candidates and keep them updated with their status in the recruiting process.
  • Automate interview scheduling – Use staffing automation to simplify interview scheduling and allow candidates to schedule interviews at their preferred time. With software like Calendly, you can offer candidates the available time slots. This will allow candidates to schedule or reschedule interviews at their preferred time without interrupting your team's workflow.

In 2024, the stabilization of hybrid work takes center stage, prompting a reevaluation of workplace structures and the adoption of innovative ways to support remote collaboration. Remote-work numbers have dwindled over the past few years as employers issue return-to-office mandates. But will that continue in 2024?

In Spring 2020, more than 60% of the workforce worked from home. By 2023, that number had dropped to about 25% ‒ much lower than its peak but still a significant increase from 5% in 2019. Work-from-home numbers have held steady throughout most of 2023.

Though several companies issued return-to-work mandates in 2023, most allow employees to work from home for at least part of the week. That makes 2024 the year for employers to figure out the hybrid model.

  • Expect remote work numbers to remain flat in 2024, then pick back up – Hybrid work will become the new normal. But hybrid work will not be a one-size-fits-all-all. Each company, position, and employee may have performance standards to meet to make hybrid sustainable.
  • Better work-from-home technology – Improved technology also will help remote work figures rebound. Ensuring your remote workers have the tools at home to do their jobs, fast internet, and quiet space to focus are essential. More companies are investing in remote-work-enabling technology this year, like state-of-the-art rooms built for Zoom meetings, with privacy glass that hides the screen from passersby. We might even see holograms and virtual reality devices to help remote employees connect.
  • Redesigned office spaces – Companies may use the new year to redesign office space to make employees' time in the office more efficient. Utilize building spaces to facilitate brainstorming sessions and enhance collaboration and social interaction.
  • A new take on office building continues – More cities may look at easing zoning laws and other regulations to make it easier to convert empty office space into apartment buildings, which could help revitalize city centers and ease the national housing shortage.

Hybrid work, the Great Resignation, and the pandemic can all take the blame for an increase in unconnected employees in today's workplace. Workers with lower levels of connection have a stronger intention to quit and a higher chance of job-seeking—which is expensive for a business's bottom line. If embraced by the executive team and developed by the general workforce, reconnection is possible.

  • Ensure that everyone has the opportunity to connect, regardless of where they are located.
  • Make connecting easier through interactive technologies (i.e., Slack, RingCentral, MS Teams, and other messaging apps).
  • Be intentional about connecting employees outside of their teams. Make it a once-a-week event for casual connection and a once-a-quarter or annual event for more formal L&D or strategy planning.
  • Are your mental health benefits being utilized? If not, ensure your employees know they are available and confidential. Do they need to be enhanced to provide more coverage or more access?
  • Make onboarding more experiential. Onboarding is a critical first opportunity to facilitate friendships at work. Since the pandemic, millions of employees have started new jobs and have never met one of their colleagues in person. Especially for early career employees, this can be incredibly challenging.
  • Make recharging a reality. We must take employee health seriously for human connection and friendship to thrive. We can start by supporting more generous family leave policies, child care, and elder care. Also, ensure that when taking time off, employees recharge by not answering emails and phone calls. They can truly check out for a week at a time.

Taking a step to build connections within the workplace can be done by any employee. Reaching out to a co-worker through a call, email, or text message to check in makes an impact. Let’s make 2024 the year to build stronger connections within your organization.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Need help recruiting talent for your organization? Check out Duffy Group today.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Recruiting Tips For Hiring Leaders In 2024

How To Get Hired With A Criminal Record

How To Get Hired With A Criminal Record

It's difficult enough to get hired nowadays without having a criminal record. So, is it even possible to land a good job after committing a crime?

The short answer is yes.

But it's not going to be easy, unless you follow these three steps during your next job interview.

1. Come Up With Your Explanation


Man with a criminal record nervous during a job interview

Employers will conduct background checks on you. The old rule of thumb was that a felony comes off your record after seven years, and it does. But the internet has a much longer memory than that. Your criminal record will probably always be up there for employers to find. If you have any record with the police, HR can (and will) find it. So, it's important that you tell employers about your criminal record before they find it out for themselves and then hold it against you in the hiring process.

A key thing to remember as you look for a job with a criminal record is that it's not about overcoming your criminal background; it's about working through it.

Before you mention your criminal record to a hiring manager, come up with your explanation. Use the "Experience + Learn = Grow" model, which is the same strategy you should use when answering behavioral interview questions. Tell the employer the facts. Take all of the emotion out of it. Don't make excuses. Simply tell them what the situation was and what happened.

Then, tell the employer what you learned. What did this powerful experience teach you? (Don't focus on the negative.) How did you grow from this experience?

2. Take Responsibility For Your Actions


Woman explains her criminal record during a job interview

Let's be honest. We don't like to admit that we did something wrong, that we failed or made a mistake. When we own our mistakes and failures, we have to admit that we're not perfect. And no matter how many years we've been on this earth, that's still something a lot of us struggle with.

If you own something, you can change the outcome. And that's what you need to do when looking for a job with a criminal record. Take responsibility for your past actions and mistakes. If you don't own it, then you're helpless.

Whatever you do, don't have a victim mentality. Don't think someone or something has control over you. By owning it, you can make things better.

The hard truth is that trying to defend yourself, trying to push some of the blame on something else, really hurts your credibility. If you don't say, "I own it. There were other factors involved, but I own it," during your job interview, no one is going to trust you.

We understand that it's really hard to own the mistakes you've made if you haven't yet come to grips with them. Just know that you will have to in order to get a job, and that it will be so incredibly freeing.

3. Show The Employer How You've Changed


Man nervous about telling the hiring manager about his criminal record during an interview

After you've explained the "grow" part of the "Experience + Learn = Grow" strategy, you'll want to have examples of how you've grown as a person and as a professional.

It is very hard to gain people's trust when you're looking for a job with a criminal record. It's very hard to get a job at all. Tell the employer this, and then show them what you've done to earn people's trust again.

Try framing the conversation like this:

"This is what I've done to try to build my reputation, gain trust, and develop my skills since then. Here's where I am, and here's what I'm doing going forward. Here's what I'm doing to put this behind me so it's not an issue anymore."

Employers need to hear this. They need to know you've gone through that thought process and have grown and changed as a person since committing the crime. If they can walk away from the job interview knowing that you own your mistakes, learned from them, and have bettered yourself since committing the crime, they won't hold your criminal record against you as much as they would have if they had found it before you brought it up.

Companies That Hire Individuals With A Criminal Record


Woman shakes hands with the hiring manager after landing a job at a company that hires people with a criminal record

Over 100 organizations have joined the Fair Chance Business Pledge, including:

  • American Airlines
  • Best Buy
  • CVS Health
  • Facebook
  • Google
  • Intel
  • Microsoft
  • Starbucks
  • Target
  • Unilever
  • Walmart
There's also a great feature on LinkedIn that helps users with a criminal record. The "Fair Chance" job filter makes it easier for applicants to find employers who are open to hiring them.

So, take responsibility for your criminal record. Make sure you're the one to bring it up first during the hiring process. As long as you prove you've learned from your mistakes and have developed the skills necessary to succeed on the job, you'll be viewed as a good job candidate.

Good luck!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.


Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How To Get Hired With A Criminal …

The Most Important Part Of Your Resume

The Most Important Part Of Your Resume

What's the most important part of your resume? We hate to say it, but the attention span of hiring managers seems to be getting shorter.

In fact, I was speaking with an executive-level individual the other day (who regularly reviews resumes) and he commented about how quickly he can scan through a stack of resumes and choose the candidates he plans to call. He admitted that it really is an unfair process—that so many job seekers are judged solely by the quality and presentation of their resumes (documents that too often are afforded a review of only a few seconds). And if it's a poor presentation, or boring to the reader, or just doesn't communicate the right message, they are quickly passed over.

It's a given that the average employer will invest only a few seconds—literally—in his or her initial resume scan. So, it's critically important to your candidacy to ensure that the part of your resume in which he or she is willing to invest five seconds of attention grabs—and keeps—their attention.

So, where is the employer's attention going first? And how can you make the most of that section of your resume?

The First Third Of Your Resume Is The Most Important


Woman on laptop writes the most important part of her resume

The top third of your resume is where the employer will direct the bulk of his or her initial resume scan. So what you put here is vitally important.

If it's boring, too text-dense, or doesn't speak to the position they're trying to fill, you're sure to be passed over.

What Should You Put In This Critical Section?


The top third of your resume should contain the most dynamic, persuasive, and noteworthy information about yourself and your career. Top load your resume with skills, accomplishments, and quantifiable results that are the most applicable to the position you're applying for.

Here are some critical areas:

  • The contact information – Include links to your LinkedIn profile, career blog, or professional website. Direct the hiring manager to places where he or she can find more engaging information about you.
  • The headline – This is not a job title. It's where you summarize the problem you solve for employers, keeping in mind your personal branding statement.
  • The experience summary – List 6-8 skills that are needed for a certain position. These are not soft skills. They are hard/transferable skills that will help you succeed in the job you're applying for. Remember: The employer has a need they're trying to fill, and if what you are known for meets that need, you've just become very employable.

After you've caught the eye of the employer with your top third, they will be inclined to spend more time on your resume and read further.

Your work history section should not contain any resume fluff. It also should not be a summary full of generic statements that are vague and speak nothing to who you are or what you bring to the table as an employee. This is the time to set yourself apart as a candidate. Use specific keywords and quantifiable information in your bullet points under each job title. This will impress the hiring manager and make you stand out in a sea of job applicants.

Employers want to see results, and they want to know what you've accomplished in the past. Having a friend or family member look over your resume and then provide an opinion is nice when it comes to proofreading and pointing out errors within the resume. But someone who knows you and has a vested interest won't be able to tell you in an unbiased way if your resume is boring. Try to have an unbiased third party give you some feedback on how engaging they consider your resume.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

The Most Important Part Of Your Resume



The job search process is always evolving.

It's not about going to the job boards, finding the job opening you like, and then applying for it. That method will only have you waiting by the phone for a call that's likely not going to happen. Today's job seekers need to take a more proactive and interactive approach called professional networking—and LinkedIn is a resource to help you do that.

Creating a strong LinkedIn profile will help you get in front of the right contacts (recruiters, hiring managers, professionals in the field, etc.) who can lead you to your next job opportunity. However, in order for that to happen, you need a LinkedIn profile that communicates and displays the right information.

Take a look at the LinkedIn profile checklist below to learn how to optimize and use your LinkedIn profile effectively.

The Basics Of An Effective LinkedIn Profile


Job seeker logs in to their LinkedIn account to update their profile

1. Make Sure You Have An Appropriate Headline

The headline is what shows up for your LinkedIn profile when it comes up in search results. It's also what shows up when others look at you through their contacts' connections. By default, your LinkedIn headline reads your current job title and employer, but if you want to grab the attention of others it should say more than that. Think about keywords and highlighting your greatest skill sets.

2. Display Professionalism In Your Profile Photo

A LinkedIn profile that includes a headshot photo is more likely to be clicked on than a profile without a photo. In selecting your profile photo, go with a headshot that makes you look professional and approachable.

3. Personalize Your LinkedIn URL

Whether you choose to include your LinkedIn profile on your resume or in your email signature, personalize the URL. It'll come off as more professional and memorable. Example: www.linkedin.com/yourname or www.linkedin.com/yourname-professionalkeyword.

The Important Details In An Effective LinkedIn Profile


Young professional carefully looks over his LinkedIn profile

1. Offer Your Value Statement In The "About" (Summary) Section

The "About" section on your LinkedIn profile should summarize what you have to offer and how that translates to value for the potential employer. This is where you'll include your personal branding statement. It should also contain a list of your key skill sets. Never write in the third person on your LinkedIn profile unless you want to come off as pretentious.

2. Make Your Work Experience Keyword-Rich

In your "Experience" section on your LinkedIn profile, use bullet points to highlight accomplishments and quantify your work experience. Think about relevant keywords to include naturally in your writing. The more keyword-rich your profile is, the more likely it'll show up in search results. It's also important to make sure the information you include in your "Experience" section on your LinkedIn profile matches the information in the "Work History" section on your resume, so you don't confuse recruiters and hiring managers.

3. Get Endorsed For The Right Skills And Expertise

Review the "Skills and Expertise" section to prioritize what's important. When you do that, your contacts are more likely to endorse you for the right skills, which in turn shows recruiters and hiring managers you have what they are looking for. What you want to avoid is including skills and expertise that don't relate to the jobs you're applying for or your profession. That will simply dilute your overall message, including your personal brand.

Additional Steps For Creating An Effective LinkedIn Profile


1. Don't Let Your Education Give Away Your Age

Your education, which can include specialized training and certifications received, adds value to your qualifications. When listing the information, take caution with dates. It's not necessary to indicate when you received your degree from college—that can give away your age in some cases. Also don't include anything that may be too dated. You want to show you hold current, relevant skills that are valuable to the profession, not irrelevant expertise.

2. Join Relevant Groups

LinkedIn offers a diverse selection of Groups that you can (and should) join—professional associations, industry groups, alumni groups, etc. If they're relevant to your profession or skills needed for the job, share their badge on your profile. It helps hiring managers and recruiters see that you're connected and active in networks that are important. You can also benefit by taking things a step further with LinkedIn Groups, like participating in discussions and sharing interesting articles to get your name out there. Many hiring managers and recruiters will look at discussions in relevant groups to pull out potential candidates for job openings they have available.

3. Make Your Profile Public

LinkedIn profiles that are made public allow others to view your information whether you're connected with them or not. This option is best when you're a job seeker.

Every professional—not just job seekers—should learn how to optimize their LinkedIn profile. Follow the steps above to build a strong LinkedIn profile today for job search and career success!

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.



Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How To Build A STRONG LinkedIn Profile

10 Little Things That Make A Big Difference To Hiring Managers



As a former hiring manager in several consulting firms, I often wondered if candidates were cognizant of the impression they made on employers. Even small things, such as the frown displayed by an applicant upon arriving at an interview, or the worn-out jeans of an applicant in a roomful of suits, gave me pause as I worked to screen candidates.

Ironically, many of the problems I spotted could have easily been fixed by taking care of seemingly minor issues. In some cases, these corrections would have made the difference between hiring the job candidate and taking a pass on the applicant!

Here are 10 “little" things that make a big difference to hiring managers in the interview process:

1. Your Digital Identity


Man on laptop fixes his social media accounts while looking for a job

Yes, recruiters and hiring managers will be checking out your LinkedIn presence and verifying that your Facebook and Instagram activity is not violating their corporate policies. But have you stopped to think about your tweets or the content you're creating on TikTok?

Even the most realistic employer will need to assess your liability as a potential new hire. Therefore, your online activity must be sufficiently toned down and presentable to a potential company—long before you enter the job market.

If you've kept up a website on your middle-of-the-night gaming habit or constantly tweet your distaste for political candidates, these items can offend hiring managers—and cause them to rethink bringing you in for an interview.

2. Your Honesty


Woman shakes hands with the hiring manager before a job interview

Struggling to hide employment gaps in your work history on your resume? Failing to mention that new job you just took (that isn't working out)? White lies or sins of omission on your resume and in your interviews will come back to haunt you in more than one way.

If interviewers don't catch lies during the resume screening process, there's still a chance that your background check will reveal all. Even after you're hired, your record of impeccable service won't make up for less-than-forthright stories on your resume or LinkedIn profile.

Stories abound of high-profile executives, entertainment professionals, and sports coaches who attended college but didn't graduate—and who paid the price for fudging these resume details years down the road.

3. Your Accessibility


Hiring manager talks to a job applicant during a video call/virtual interview

Are you open enough on LinkedIn that others can contact you? Or did you forget to make your email address (and possibly mobile number) visible to other users? Here are best practices for ensuring you're more easily reached on LinkedIn:

  • From the "Edit Profile" menu, look under the box with your name and headline for "Edit Contact Info." Here, you can fill in your email address and phone number.
  • Joining groups is also an important step in becoming accessible to employers. Sharing a group with another user means he or she can reach out to you for free (important to recruiters maximizing their LinkedIn budgets).

4. Your Job Search Follow-Up


Happy woman on laptop writes a message to a hiring manager

Sent in a resume, but failed to take any action beyond pressing the "Send" button? If you didn't spend some time following up or identifying company insiders for further networking, your job search will take longer.

Doing some homework on the employer's business needs and identifying key people for personal follow-up (through LinkedIn or an online search) shows them you're truly interested in a career opportunity, and that you've given thought to solving their business problems.

Be sure to use formal channels when applying for a posted job. Then, reach out to your newly found contacts to reiterate your interest in joining the company. Better still, connect and network with employees at the companies on your interview bucket list well before you start your job search. That way, you'll already have connections at those companies when it comes time for you to apply for a job.

​5. The Tone Of Your Cover Letter Or LinkedIn Message


Hiring manager looks at a job candidate's resume during an interview

Cranking out LinkedIn messages or cover letters at top speed—with just a few adjustments here and there? Hiring managers can smell a "form letter" approach a mile away. Nothing says "I'm desperate and don't care about your needs" more than a disjointed cover letter or a LinkedIn message that simply asks for a job.

No matter how you're getting in touch with employers, take the time to write a brand-specific message of value to them—helping them discover who you are, what you offer, and why you're interested in a position with their company. This means customizing each LinkedIn message and writing disruptive cover letters.

You may not be able to crank them out as fast, but you'll be sacrificing quantity for quality. And, in the job search, quality is always better than quantity.

6. Your Demeanor When Arranging The Interview


Hiring manager interviews a job candidate

When setting up any kind of business meeting, there's a certain amount of give and take required for coordination. No matter how in-demand your skills may be, you'll be expected to acquiesce to interview timing and location parameters set by employers. That can mean dealing with less-than-helpful receptionists or HR personnel, all of whom will be taking notes on your reactions.

Your phone etiquette and email communications will be watched closely; a courteous and respectful tone will go miles in reinforcing your personal brand and potential as a job candidate.

7. Your Appraisal Of The Interviewer


Man feels uncomfortable during an interview with the hiring manager

Feeling put out by the fact that your interviewer appears younger, more inexperienced, or otherwise beneath you in the professional hierarchy? Be careful how you convey this disapproval. You may believe you're hiding these feelings, but as one of those younger-looking interviewers, I often picked up on this tone very quickly!

Even if you decide mid-interview that you're not interested in the company, remember to display a high degree of professionalism. You never know how well-connected your interviewer might be.

8. Your Discretion


Woman on laptop follows up with a hiring manager

Polarizing, hot-button subjects such as politics or religion should make their way out of your resume, LinkedIn profile, interview discussions, and side conversations.

No matter how neutral or popular you consider your stance to be on these topics, there's bound to be someone who disagrees with you—and who votes against hiring you.

9. Your Post-Interview Actions


Man on laptop writes an email to a hiring manager

Yes, you should be sending a thank-you note to employers after your interviews! Whether a short, handwritten card, LinkedIn message, email, or even hard-copy letter, a thank-you note gives employers the impression that you're a gracious and appreciative job candidate.

A post-interview note can also be used to address lingering questions, counter potential objections ("Regarding our discussion on your new Western region, I can assure you that I'm accustomed to handling accounts in person for maximum effect—and therefore open to travel"), or mention a fond memory you have of the experience (a conversation, for example) to highlight a connection you made with the individuals at the company.

Be sure to address your notes to each person you've encountered in the interview process (or at least mention their names in the note), especially if you've met with a panel or group.

10. The Frequency Of Your Messages


Just because social media lets you send messages faster than ever doesn't mean you should pester employers. Following up once or twice after applying for a job should suffice to let them know you're still interested in the position. The same is true of the post-interview period.

Hiring managers have companies to run and customers to serve in addition to the process of choosing you. They may also have other candidates to consider. Staying on an employer's radar is important, but so is professional discretion. Aim for somewhere in between silent and stalker in your follow-up activities.

There are numerous ways employers can be put off by your job search practices or approach. Ensure you're taking steps to satisfy their need for information and put your best professional foot forward.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

10 Little Things That Make A Big …



When you're looking for a new job, your resume is your calling card. It's often the first time a potential employer gets to meet you. Obviously, you want to make a good first impression. This means you don't want a resume that leaves potential employers shaking their heads.

When most people think of mistakes, they think of misspelled words, poor formatting, and typos. These things are easy to avoid by proofreading your documents thoroughly. But there are other resume mistakes that you probably don't realize you're making. These mistakes can look pretty careless, but they are easy to fix if you spot them before it's too late.

Here are three of the biggest resume mistakes:

Inconsistencies


The first thing a recruiter is likely to do after receiving your resume is to check you out on LinkedIn. This is often when inconsistencies crop up because the information on your resume might not match the information on your LinkedIn profile. This is not to say that your resume and LinkedIn profile should be mirror images. But they should match when it comes to current and past employers, job titles, and dates of employment.

Unfortunately, when candidates prepare a resume they often "lump" all their work at an employer under their current (and likely most prestigious) title. This is bad for two reasons. First, it fails to show career advancement. Second, it makes employers wonder what other inaccuracies they may find.

Incomplete Contact Information


Man on laptop finds contact information to put on his resume

This may seem like a no-brainer, but some people are so focused on the meat of their resume that they forget to include their contact info. When you're looking for a job, it's important to make it easy for interested parties to contact you. Some recruiters prefer to contact candidates via email. Others would rather just call.

Of course, if they really want to contact you it's not impossible to find your phone number or email address. But why would you want to make a potential employer jump through hoops? Be respectful of the preferred communication styles of others by providing complete contact information. While you're at it, put your LinkedIn URL on your resume, too.

Irrelevant Information


Woman reads her resume on her laptop

Resumes that highlight outside activities that directly contradict a candidate's job aspirations are just a waste of valuable space! Think an accountant with a side business designing jewelry. Or resumes that include sports activities, like being on the soccer team, when the candidate graduated 15 years ago. While you're at it, unless you graduated in the last five years, there's no reason to include graduation dates or your GPA.

Besides being irrelevant, including a few lines about leading your college team to victory (unless you're a recent grad) takes up valuable space that could be used to focus on your skills and achievements—things employers actually care about!

Your resume needs to make a good first impression, one that will make a recruiter or hiring manager want to learn more and possibly contact you for an interview. Don't waste space with irrelevant information. Don't confuse them with inconsistencies or make them go into detective mode to find you. Begin your relationship with a potential employer as the candidate to beat.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

3 BIG Resume Mistakes (That Are Easy …



You've been applying for jobs every day, but you feel stuck. Your job search isn't going anywhere. You submit job applications but never hear back from employers. Why aren't you getting interviews? What are you doing wrong? Is it your resume?

Chances are, your resume is to blame.

It's very easy for job seekers to make common mistakes on their resume, unknowingly making it harder for them to get their job application in front of the hiring manager. Can your resume get past the ATS? Will your resume stand out to hiring managers in those first few seconds?

Fortunately, there are a few things you can do to prevent your resume from getting tossed. Here are three reasons why your resume isn't working, and how to fix them:

1. You Don't Have Enough Keywords


Most companies use applicant tracking systems (ATS) to sort through all of the resumes they receive for their job postings. One of the ways they determine which job candidates are qualified for a specific job is by looking at the keywords they've included on their resume.

How many keywords on your resume match the keywords in the job description? If you don't have enough of the right keywords on your resume, you'll get screened out of the hiring process by the ATS. This means your resume will get tossed without it ever crossing the hiring manager's desk.

If you're not getting contacted by employers, not having enough keywords (or the right keywords) on your resume could be the reason why.

The Solution: Include keywords from the job description on your resume. What skills, technologies, and experience are employers looking for? How many of these skills do you possess? Are you familiar with any of the technologies/software you'd be using on the job? Do you have the right kind of experience?

Once you identify what you need for the position you want to apply for, make sure you customize your resume for that specific job so you give yourself the best possible chance to get past the ATS and impress hiring managers. List relevant skills in the top fold of your resume (avoid keyword stuffing) and be sure to use the terms mentioned in the job description on your resume, if applicable.

2. You're Using An Outdated Resume Format


Woman on laptop realizes her resume isn't working

Another reason why your resume might not be working is because you're using an outdated resume format. Similar to the first reason, your resume format could be preventing the ATS from effectively reviewing the information on your resume. But if your resume does get past the ATS with an outdated format, hiring managers could still take a look at your resume, see that it's outdated and hard to read, and then decide to toss your resume because you didn't make it easy for them to get the information they need about you.

With an outdated resume format, you also run the risk of looking old and out of touch, which won't help your case if you're already worried about age discrimination.

If your resume isn't easy to read and it doesn't stand out to hiring managers in the first few seconds it's getting reviewed, you won't get contacted. Employers simply won't be able to determine whether you're qualified for the job or not because you didn't make it easy for them to find that information.

The Solution: To ensure your resume gets past the ATS and stands out to hiring managers, use an updated resume format. Pay attention to how you're formatting each section of your resume and make sure the formatting is consistent throughout the document. Focus on using bullet points in your "Work History" section, delete lengthy paragraphs, and don't force your resume onto one page. This will help you make sure there's enough white space on your resume so it's easier to read.

When in doubt, a simple, clean resume format is the best option.

3. You Aren't Quantifying Your Work Experience


Woman on laptop frustrated and thinks that her resume isn't working

Let's assume you had enough keywords on your resume that it got past the ATS. Let's also assume you used an updated resume format. Now that your resume is in the hiring manager's hands, and all the information on it is easy to read, how are you standing out from the competition? Does your work experience prove that you'd be a valuable employee? What is the service you provide as a business-of-one? What is your specialty? Do you get results? What have you accomplished?

If you're not quantifying your work experience on your resume, you're going to have a harder time impressing hiring managers. Quantifiable information allows hiring managers to measure the degree of knowledge and skills you have to offer. It's a way to inform them about what and how much you can bring to the table.

The Solution: Learn how to quantify your work experience on your resume. Think about what you've accomplished in your career. Look at the bullet points in the "Work History" section of your resume and try to include at least one number for each.

Including numbers on your resume not only shows hiring managers what you can do, but they also help your resume stand out since numbers break up text and grab peoples' attention. If you can't quantify something, it doesn't belong on your resume.

As a job seeker, nothing is more frustrating than spending hours applying for jobs only to never hear back from employers. If your resume isn't working, it's probably due to one (or more) of the reasons above. Follow our tips so you can avoid these resume mistakes and finally land the job you want!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

3 Reasons Why Your Resume Isn’t Working

2 Questions To Ask In Job Interviews To Reveal The Hiring Manager’s (True) Leadership Style



Nobody wants to work for a bad boss. But if you're looking for a new job, how can you ensure the hiring manager you've been interviewing with will be a good boss?

One of the best ways to dodge a bullet in the hiring process and avoid working for a bad manager is to find out their leadership style. There are two questions I coach people to ask in job interviews to help them secretly figure out what it's really going to be like to work for that hiring manager.

How To Reveal The Hiring Manager's (True) Leadership Style


@j.t.odonnell Replying to @SloaneTilliePoppy 2 Questions To Ask In Job Interviews To Reveal Their (True) Leadership Style 🤔😉😜😳. There are questions you can ask in a job interview they can help you figure out what the hiring manager will really be like to work for. A lot of times they say one thing but don’t really mean it. These two questions I’ve been teaching for years as a way to understand exactly what they value in an employee. What you wanna do is listen closely to see if what they say actually matches up with what they claimed their leader ship style is. And if you don’t like what you hear, I would say pass on the job opportunity! I also encourage you to prepare for interviews as best you can. That’s why my new TikTok series teaches you how to answer the 18 Tofas behavioral questions so that you can now the interview and stand out. That way they’ll really want to make sure That they pick you for the job and then you’ll sit in the driver seat and it’ll be up to you to decide if you want them! ##tiktokseries##interviewtips##interviewtipsandtricks##interviewquestions##interviewquestionsandanswers##interviewprep##interviewpreparation##behavioralquestion##careertok##careeradvice##careertiktok##careercoach##interviewcoach##jobinterview##jobinterviewquestions##jobinterviewtips ♬ original sound - J.T. O'Donnell

When it's your turn to ask questions in the job interview, ask the following questions to determine the hiring manager's true leadership style:

1. Tell me about a recent hire who's been successful here. What 2 or 3 things are they doing that's making them so successful?

Asking this question can help you start to determine whether or not what they said about the job, the company, and their leadership style matches what they value in a person.

For example, if they said, "We believe in work-life balance here. We know you have a life. We really support you. You can get all your work done in the hours that are given here," and then when you ask them this question, they say, "That person that we hired recently, she was amazing. She came in, we were in a pinch. She worked overtime. She worked nights and weekends. She took on a whole bunch of extra responsibilities and she just really crushed it," their answers don't sync up.

2. Can you tell me, without naming names, about somebody who did not work out well here, who really failed in the job? Can you give me 2 or 3 examples of why you think they weren't successful?

Once again, listen closely. If they say things like, "They just walked out the door right at 5 p.m. They weren't flexible. They weren't willing to take on additional responsibility. They weren't a team player," what does it say about the situation?

As a job seeker, these two questions can help you get a better sense of what it would be like to work at a company and/or for a specific hiring manager so you can dodge a bullet. If their leadership style isn't compatible with your work style, you probably won't be happy on the job, no matter how good the opportunity sounds.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

2 Questions To Ask In Job Interviews …



The job interview is an essential part of the screening process for employers. It helps employers dig deep beyond the resume to find out about 1) your experience and skills for the job, 2) whether you're a good fit for its workplace culture, and 3) your career goals and outlook to determine how dedicated and loyal you'll be to the job and continued employment with the company.

Asking questions is essential to helping employers make the right decision on which job applicant to select for the job. So, let's break down some of the typical interview questions you may be asked and what employers are really trying to find out so that you can provide the best response.

1. "Talk About One Of Your Greatest Achievements At Work."


When employers ask this question, they are trying to see what you consider important on the job and are also trying to understand your key skill set. The best response is an example that can directly relate back to the job you're applying for.

2. "Talk About A Time You Faced A Major Challenge At Work."


Employer/hiring manager asks a potential job candidate a hard interview question

Employers are always trying to see how you face obstacles at work and your approach to dealing with them. Regardless of the challenge you present, the key is to demonstrate that you were able to overcome it and bring results of success.

3. "What's Your Greatest Weakness?"


Employers want to see how honest you are, and the way you answer can also shed light on if you're able to overcome obstacles. Everyone has a weakness, so provide an honest answer but finish off your response with how you've worked to improve on it so it actually isn't a weakness anymore.

4. "Where Do You See Yourself In 5 Years?"


Employer/hiring manager wants to find out where the job candidate sees herself in five years during an interview

Employers want to find out your long-term goals and how they may fit into their plans. Your response should inform the employer that you're dedicated to the profession and you have a confident outlook to move up in your career with even more experience and skills to succeed on the job. Do not give an answer that indicates you may not stay with the company.

5. "Describe To Me The Type Of Work Environment You Desire."


Job candidate waits to answer an interview question from the hiring manager

It's important that employers ensure you can fit in culturally and they want to understand the type of worker-boss management relationship desired. Say the person supervising is a micromanager, but you are one who has self-drive and desires empowerment. In such a case, conflict is highly likely.

Do your research ahead of time to understand the employer's workplace culture so you respond accordingly. But it's also important in helping decide whether you should even apply for a job because you want to work in an environment where you'll be happy.

6. "Why Do You Want To Work With Us?"


A hiring manager asks a job candidate, "Why do you want to work with us?"

Employers need to find out if you're a serious candidate for the job and if you have a true desire to work for the company and in the specific field you're applying to. If you do your research beforehand, you will have an idea of things you can call out about the employer that impress you. It'll also inform the employer that you're not just randomly applying to any job, but that you have a true desire to work for them.

7. "Why Are You Leaving Your Employer?"


A job candidate answers the hard interview question, "Why are you leaving your employer?"

Employers will ask this question to try to better understand your long-term goals. It's also to ensure that the reason you're leaving is not one that may present itself again on the new job.

If you were fired from your job, the employer wants to ensure the problem or concerns about being fired do not carry over to the new job. Focus on a response that speaks to your desire for more challenge and that will allow you to utilize your experience and skills, and help you to continue to grow them.

When you understand what employers are really trying to find out with the questions they ask, you can tailor your responses so that you come off as the best candidate for the job.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

7 Things Employers Want To Find Out …

3 Signs Your Interview Isn’t Going In The Right Direction



Interviewing is nerve-wracking even in the best of circumstances. If you feel like you're under a microscope, it's because you are! Employers want to make sure that you can do the job. But, just as importantly, they want to determine if you can fit in with their team.

Likability is an intangible component of your interview, so how do you ensure that you come across as likable as well as competent? What do you do when your interview isn't going in the right direction?

The fact is that there is no magic formula. Your best bet is to prepare for the interview as well as you can. If the interview doesn't seem to be going well, you can try to pivot a little, but sometimes there is nothing you can do. If the interviewer has already made up their mind to go with another candidate and they're just going through the motions by interviewing you, that isn't on you.

These things do happen, though, perhaps more than we know. You need to be aware of what is going on during your interview so that you can try to adjust to the extent that you can.

Here are three signs your job interview isn't going well:

They Didn't Have A Good Reaction To Your Success Stories


Job candidate talks to hiring managers and realizes the interview isn't going well

You may have a story of a success that in the past has gotten nods of approval or smiles from your interviewer(s). If you tell the same story with the same zest and you don't get the same or similar reaction, it may mean that they aren't listening, didn't get the point of the story, or missed the importance of the success.

It could also be a sign that you have failed to connect with the interviewer from the start, and they aren't as attentive as you need them to be to get why you are the most qualified candidate.

They Seemed Bored And Distracted


Job candidate thinks the hiring managers/interviewers seem bored and distracted during his job interview

If the interviewer keeps looking at their phone or computer screen, they may be displaying a lack of interest in what you have to say, or they may just be distracted by something that is going on that is taking precedence over your interview. Perhaps they are monitoring an emergency situation, but they can't or don't share that with you. Or maybe they have just decided that they aren't going to hire you, so nothing you say will make a difference. Again, they are just going through the motions.

Without being rude yourself, there is little you can do to get them to pay attention to you unless you manage to get their attention with a witty remark or a humorous story. Everyone usually responds to humor if it is well-delivered and natural. Not everyone can pull that off, however, and it is especially challenging if you are nervous.

They Didn't Tell You About Next Steps Or Ask If You Have Questions For Them


If the interview has gone badly, interviewers won't ask if you have any questions for them and they won't offer what the next steps will be. If you ask and they seem vague or reluctant to tell you when they expect to fill the job, that is another sign that you probably aren't going to be considered as one of the finalists.

Sometimes circumstances are just out of your control, and there is nothing you can do to save an interview that isn't going well. As a post-interview exercise, you should consider—from hello to goodbye—how you believe you performed and what the reactions of your interviewer(s) were.

  • Did you fail to prepare properly?
  • Did you practice well enough beforehand that you were able to contain your nerves?
  • Were you prepared with the right kind of answers to the questions you were asked?
  • Were you concise in your responses or did you ramble?
  • Did you keep to the issue of your ability to do the job or did you veer off into the personal and wind up sharing too much?

If the interview has obviously gone bad and you are pretty sure you aren't going to receive an offer, chalk it up to good experience and move on. Learn from the experience. Avoid blaming the entire situation on the interviewer. Perhaps you could have done something to engage their interest and change their minds about you during the interview.

Take responsibility for your performance and try to figure out how you can improve moving forward. Learn from your mistakes, adjust your approach if necessary, and move on. Perhaps that job wasn't the best one for you anyway. Maybe not getting that job is a good thing. It frees you up for a better opportunity which may be just around the corner.

Interviews are a necessary part of every job search. Learn how to prepare. Learn how to handle your nerves. Practice with a friend or a coach until you hone the answers to the questions you are sure to be asked and can deliver them with confidence. Nothing replaces appropriate preparation, so if you do the work, you'll always see results. Your hard work will pay off, we promise!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

3 Signs Your Interview Isn’t Going In …