5 Must-Dos To Land More Executive Job Interviews - Executive Career Brandâ„¢

5 Must-Dos To Land More Executive Job Interviews At the point when you're in official quest for new employment mode, getting pined for prospective employee meetings resembles cashing in big. Here and there you're fortunate, and prospective employee meetings come effectively, regardless of your absence of engaged and purposeful exertion. More often than not, it takes arranging, planning and a ton of work to situate yourself for the meetings you need. Before portraying the must-do's . . . 2 Important Executive Job Search Caveats to Land More Job Interviews 1. Try not to invest a great deal of energy reacting to work postings. Just an exceptionally little percent of official occupation searchers land employments through employment sheets, particularly at the c-suite and senior official level. Your time is vastly improved spent working the techniques that yield better outcomes, as depicted beneath. Be that as it may, work sheets are extraordinary spots for organization, market and industry research. 2. Try not to depend totally on official enrollment specialists to get you into your next gig. They are a hotspot for occupations, obviously, however connecting with a couple of enrollment specialists and sitting tight for them to secure solid match positions for you could make for a drawn out quest for new employment. You'll should be significantly more proactive to land interviews. 5 Must-Do Ways to Land More Job Interviews 1. Target explicit organizations and exploration their present squeezing needs that you're extraordinarily able to enable them to meet. Figure out what characteristics and capabilities will make you a solid match for explicit businesses. Narrowing your pursuit of employment, as much as possible, works better than having an obscure quest for new employment objective. 2. Characterize and separate your own image around what makes you a solid match for those objective businesses. With this data and your focusing on and research work in #1, you'll be vastly improved ready to discuss â€" verbally and on paper â€" what makes you important, and position yourself as somebody of intrigue. 3. Equalization individual marking (delicate abilities) with Personal SEO (hard aptitudes or subject matters) to: Assemble online visibilityin your profile (and somewhere else online),Be found by official enrollment specialists and other employing supervisors, andProvide social verification to help the cases you've made in your pursuit of employment reports (continue, life story, and so on.) 4. System your way into shrouded employments at your objective organizations. Shrouded employments are those that are rarely publicized, so you will never secure them on position sheets. Connect with representatives there and approach them for enlightening meetings, to discover increasingly about their organizations. These are not prospective employee meet-ups, where you send them your resume and request a vocation, yet they should prompt genuine prospective employee meet-ups. Numerous organizations have Employee Referral Programs (ERP) to remunerate their representatives who suggest great recruits. 5. Remain top-of-mind with your system. One significant approach to remain top-of-mind is to use with the accompanying devices. Your system will be bound to recall you whenever solid match open doors for you come their direction: Distributing articles on the Pulse stage to exhibit your topic aptitude and thought leadership.Sharing significant updates from your profile Home page. Taking part normally in Groups.Commenting on, and enjoying, others' postings in Pulse, updates and Groups.Surprising a partner, merchant or others in your system with a proposal. 00 0

How to Ace a Competency-Based Job Interview

How to Ace a Competency-Based Job Interview Competency based interviews are an increasingly common type of interview where the interviewer asks questions about your approach to work, rather than your actual experience. This can feel very counterintuitive â€" particularly if you have substantial experience of working within a field â€" but answered well these questions provide you with a lot of opportunity to showcase your strengths and share your successes. Ed Mellet failed employers’ assessment tests over and over before securing the job he wanted. From that experience, Mellet, now an entrepreneur and careers professional, launched PracticeReasoningTests to teach job applicants to successfully complete the reasoning tests they are likely to face. I asked Ed for his recommendations on taking competency-based interview tests. What is a competency-based test? In a competency-based interview each candidate will be asked the same questions, in the same order, and the interviewer will usually assess the candidate’s responses against a set of specific criteria. This makes the competency-based interview fairer and more predictive of future workplace success than a traditional unstructured interview. Typical questions might be something like: Tell me about a time when you worked collaboratively with others Tell me about a time when you had to manage a number of conflicting deadlines Tell me about a time when you had to influence someone Why are they used? Competency-based interviews are based on the idea that the best predictor of future behaviour/performance is how the individual has behaved/performed in the past. These interviews help assessors understand how candidates are likely to approach particular situations and to explore whether that approach is likely to be successful within their organization. They are particularly effective for distinguishing candidates who, on paper, all appear to have the ability to do the job. They are also useful for jobs where candidates may not have a lot of experience in a similar role, such as graduate schemes, as they allow candidates to share examples from all areas of life. What are competencies? A competency is an ability to do something, like communicate effectively or work with others. For example: Competency: Decision Making Definition: The ability to make sound decisions, drawing upon relevant information, in a timely manner. Competencies are then turned into interview questions and specific behaviours or success criteria are identified. For “Decision Making,” the question might be: Question: Tell me about a time you had to make a difficult decision. Success Criteria: Makes use of available data to inform their decision Considers the pros and cons of a number of options Arrived at a logical and sensible conclusion Consulted with others Was prepared to be responsible and accountable for making the decision Made the decision within an appropriate timeframe How should I prepare? In some ways competency-based interviews are relatively easy to prepare for because they required you to talk about your previous experiences. They do not try to catch you out or ask questions that are not relevant to the role. However, to set yourself up for success, it is still important to prepare properly, here are some ideas for how you can do this: -Find out what competencies you will be assessed against. If you know what competencies you will be assessed against you can start thinking about these in advance. The best way of doing this is to look at the Job Description for the role and identify likely or explicit competencies they contain. It might also be worth contacting the HR team and asking them if they are able to provide a list of the competencies and definitions for the role. -Familiarize yourself with the concept of competencies and explore how competencies tend to be defined and assessed. The best way of doing this is to do a google search. This is particularly effective if you know what competency you will be assessed against. This should provide you with a number of examples of competencies, an idea of what the success criteria might look like, and even examples of good and bad responses to typical questions. You should tailor your response to try to meet these success criteria. -Explore what poor examples might look like. Often, the marking criteria for competency-based interviews include examples of both good and bad responses. For example, for the competency “working with others,” a good response might include “asking others what they think and proactively seeking to involve others in the discussion,” while a bad response might be “dominates the conversation, unwilling to allow others to speak, and dismissive of their contributions.” This will give you an idea of the sorts of things you need to avoid in your answers. -Make a list of all of your major successes. Competency-based interviews are great because they allow you to talk about the things you’ve done well in the past. Make a list of these â€" ideally you should be able to create themes around the competencies you identified earlier. Remember, the example needs to show your thought process and how you approached the situation, and while ideally the more impressive the scenario the better, don’t discount smaller, more everyday examples if they allow you to demonstrate the competency. Where possible, these should be within the last two years because this means you will remember enough of the details. -Practice. The more you practice the better you will perform. Ask a trusted friend or family member to quiz you around your examples and make sure you are comfortable talking them through. Tips for interview success: Use the STAR technique to structure your answers. This stands for Situation, Task, Action and Results. This ensures you deliver a sequential, structured, and concise response that is clear for the hiring manager to follow. Create a hard copy of your list of successes and take it with you. This competency-based interview is not a test of memory and there is nothing worse than going blank and being unable to think of anything to say in response to a question. Having your list there to refer to will help you perform at your best. Expect probing questions. The assessors will ask probing questions to get a greater level of insight into what exactly you did. For example, “why did you do that?” or “what were your considerations?” You should expect to be quizzed in greater detail about anything you might mention. Watch for cues. Watch your assessors to get a feel for how the interview is going. If the assessor has stopped making notes that tends to be a bad sign. If the interviewer is trying to say something, make sure you let them â€" you may have gone off track and they are trying to help you out. Ask “did that answer your question?” Make it clear what you did. Avoid talking about “we” and emphasise your contribution and approach. Remember to prepare for other aspects of the selection process. Often, competency-based interviews are only part of an assessment processes that might also involve assessment centres or psychometric tests. Don’t focus on the interview and lose sight of these; practicing psychometric tests is important too. Join Dana Manciagli’s Job Search Master Class ® now and get the most comprehensive job search system available!

How to Ask for a Promotion the Right Way - Your Career Intel

Instructions to Ask for a Promotion the Right Way - Your Career Intel Requesting an advancement can represent the moment of truth your present position and relationship with your boss. It's imperative to have a key arrangement set up before setting off to your supervisor about another job. There are five stages that you should take when requesting an advancement. The procedure shouldn't be trifled with but instead ought to be very much idea out and the means plainly characterized. Choose what job or duties you might want to take on. So as to do this, you should distinguish the need or worth include for your associationâ€"put forth a business defense for advancement dependent on what you can accomplish for the organization. Your worth include should legitimately line up with the objectives, income or strategic group and friends has. In the current day of lean-working organizations, advancements happen all the more ordinarily when people demonstrate how they can all the more likely serve the association, rather than simply being remunerating for extraordinary execution. For instance, the best coder on a product advancement group shouldn't really turn into a contender for the board since the individual has given clean code to their term of business. In the event that delicate aptitudes, assignment capacity or administration characteristics don't adjust, the individual could remain stale in their vocation and not be a contender for getting an advancement. Have the option to viably feature your achievements that go well beyond your job. This could mean overachieving standards, taking on side tasks or coaching junior patrons. This rundown should just contain obligations or activities that are over your present job's desires and again should straightforwardly associate to what you can accomplish for the association in the new job. Think about planning, and afterward demand a stage on which to talk. In a perfect world, your manager will be nearby with you, and your solicitation will line up with a normal exhibition assessment whenever done yearly. On the off chance that you don't have an up and coming audit or execution assessment, be certain that your solicitation is for a gathering sooner rather than later and without a concealed plan. You should be clear with regards to what you need to address your supervisor about. Additionally, in-person conversations are in every case best if an alternative. For remote workers or telecommuters, consider Facetime, Skype, or the final hotel, telephone. Whenever expanded remuneration is a piece of the arrangement, know your value! Do your exploration by means of salary.com or glassdoor.com and recognize what you've brought to the table as far as income. Additionally, be firm on your most minimal satisfactory number and be set up to arrange. EXECUTE. Show up on schedule, thank your higher up for their time and effectively put forth your defense. Taking everything into account, albeit some of the time a very exhausting and awkward solicitation, the best way to advance in your profession might be to request it. Guarantee the nature of your normal work, make it a point to do what is more than anticipated and go out and get what you merit! Have you as of late requested an advancement? Offer your story underneath.

Four Breakable Rules for Job Searches

Four Breakable Rules for Job Searches Four Breakable Rules for Job Searches We have a guest post from Erik Larson with Resume Index.  Erik is a Career Management Practitioner (CMP) by the Institute for Career Certification International. He is also a National Certified Counselor (NCC) through the National Board for certified Counselors. As a job seeker, you may have heard of several rules for job searches that must always be followed. These rules have remained unchanged for generations, even though everything else about job hunts has changed in the meantime. Some of these include keeping a resume size limited to a page, not calling back to check on a resume application, and many more. For some people, following these rules work out well. However, for most people out there looking for success, breaking some of these rules may prove to be more effective than following them. Given below are some rules that can be broken by those who want to do something different and unique: The ‘no calls’ rule This rule states that no calls must be made by applicants to check on the status of their resume. This rule works for recruiters who do not have the time to answer calls from every applicant. Today, however, there are other options available for applicants to ‘call’ recruiters. For example, they can use LinkedIn to find anyone you know within the company. You can then call and request them instead of the HR personnel. Emails can still get ignored and accidentally deleted, even if they include an application from a promising candidate. You can use other resources as well to directly or indirectly contact the HR staff to find out what has happened with your application. The ‘move on’ rule This rule dictates that you should move on to the next job once you have been passed over for a current job offer. However, the modern version of this rule needs some changes. You must first avoid taking the company off your list once and for all. Check back about the job with your contacts after a month to see if everything worked out fine. Sometimes situations can arise where your application can be reconsidered, but you need to be there to remind them about your application for that to happen. Maintain relationships within the company and do not lose all hope of finding an opportunity there. The ‘apply for as many jobs as possible’ rule This rule is more dangerous than useful in the current environment of targeted and focused resumes. As such, this rule is meant to be ignored completely rather than bent or broken. Instead of applying for the maximum number of jobs as you can, you should think up a clear strategy to help you target a smaller number of positions for which you are really qualified. Make 2-3 customized resumes for each position, and lower your options to a few select companies and industries only. One of the biggest advantages of this kind of targeted and limited job search approach is that you get to know about advertised jobs as well as non-posted ones. The recruiter rule According to this rule, job applicants can stand a better chance at getting selected for a job if they go through recruiters. In reality, however, moving to an open position through a recruiter is just an indirect approach since the recruiters often work for the employer. The better way to improve the efficiency of your job search is to define a strategy, focus on certain industries, functions, and jobs, and refine your pitch and improve your network.

Looking for a new job Be sure that the company is a place that puts you on track with your career goals and interview your interviewer!

Looking for a new job Be sure that the company is a place that puts you on track with your career goals and interview your interviewer! People in all stages of their careers end up questioning their path at some point. “Am I on the right track in my career path? Have I really found the company and position that is the best ‘fit’ for me?” Some may be just starting their career search and have researched and found some jobs they like; others may already be working and have been approached by a recruiter who would like to send them as a potential candidate to one of their clients. The next step is getting the interview, and if selected, to impress and prove to the company that they are the best candidate for the job. But how can you know if it’s really the right job? Regardless of your position in your career path, there is one thing you must remember about interviewing: This is your chance to interview the company as well! It is your career, after all. Finding out if you will fit in with the company’s culture and mission should be a top priority during the interview for you, as well as for the company. The interview presents the opportunity to get a feel for the company, how they work, what their goals are and what their working environment and culture are like. Indicators that the company will be the right fit for you should come beyond just the benefits and pay that they’re offering (and honestly, you really shouldn’t be discussing those in an initial interview). Other than salary and benefits, be sure that the company is a place that puts you on track with your career goals. Asking about growth opportunity within the company or whether they provide you with ways to learn new skills and improve on those you already possess are great places to start. Discuss the employer’s expectations of you and if you will have the ability to make decisions or take actions that directly affect what you may be working on. These types of questions can identify if the company fits into your career goals, and are important to know when you consider continuing your career path at a new company. The overall goal of an interview is to prove to the employer that you are the right candidate for the position. As you prepare for your interview, remember it is also your opportunity to find out if you will truly fit into the company, in a position where you can grow professionally and take pride in the work you accomplish. By: Renee Walrath