A Guide to Determining Whether a Job Offer is Right for You
After a long and arduous job search, you’ve finally received an offer. Congratulations! While your first impulse may be to immediately accept the job (we all know the feeling of never wanting to write another cover letter again!), wait for a second. Is this job really the perfect fit for you?

“The number one misstep I see clients take is the failure to step back, take a breath, and meaningfully assess a job offer,” says Karen Elizaga, executive coach and author of Find Your Sweet Spot to Glassdoor. “They are almost inclined to jump immediately at an offer.”

This guide was designed to walk you through meaningfully assessing the job offer you’ve received. We’ll take you through what questions should you be asking yourself about the job, how to do in-depth research on the job offer, and finally, how to negotiate your way to an offer you feel satisfied with.

What is a job offer?
After submitting your resume, cover letter, and coming in for interviews, you’ve finally been offered a job. You’ll probably have a chat with the hiring manager or recruiter, have an offer letter sent to you, and be able to take a look at the contract. But this doesn’t mean the terms of the offer are final yet. It’s now up to you to carefully evaluate the information you’ve been given, decide if it’s right for you, and negotiate your way to an optimal offer.

How to ask the right questions
During the job search process, you only have so much time to thoroughly research every company. Now that the real possibility of working somewhere is on the table, it’s time to take a thorough dive into assessing if it’s a good fit. This starts with asking yourself the big questions about whether the job is truly right for you.

“I have seen clients take a job where the fit—in the context of their skills and talents with the job—was excellent. But in the end, these jobs didn’t work out because the company’s culture did not jive with their own moral compass,” Elizaga says.

Questions you might consider include: Are the day-to-day responsibilities of the job waking up excited every morning to do? Does the company itself have a strong future, or has it been performing poorly in recent years? During my interview and visit to the company, did I feel like the company’s atmosphere and culture were conducive to my style? What will my opportunities for growth in this role be? Am I okay with the length of commute and expected working hours each week?

You might also find that during the course of asking yourself these questions, you don’t have enough information to answer some of them. These are the questions that you should reach out to the company, or do your own independent research on, to clarify.

Beyond these detailed questions, it’s important to just check in with yourself and feel what your gut is telling you about the job. “While data is important, you also want to trust your gut,” said Mikaela Kiner, an executive career coach and CEO of uniquelyHR, to Glassdoor.
“During your interviews, were you hopeful things would work out? Or, would you have been relieved if they chose someone else? Don’t dismiss concerns, even if they were just fleeting thoughts,” she added.

How to do your research
Now that you have a clearer picture of what’s important to you in the job hunt – and where you still need information – it’s time to do some digging. Here are some avenues of research that will help you get the information you need to make an informed decision:

• Scour the contract and offer letter

The first place you want to get information from is the contract and/or the offer letter. These can give you highly important details like whether there’s a minimum amount of time you must stay at the job, how far in advance you need to notify the company before quitting, and how many days of vacation and sick leave you’ll get each year.

• Speak to people at the company

If there are any points you can’t determine from your independent research, the company itself is the next place to start. Often, the company will be more than happy (and even encourage you) to arrange for you to speak with current employees. This call is an opportunity for you to get a sense of the company’s culture, and if what you saw in the job description actually matches reality. When the job description said 40-hour workweek, is that really true, or will you often be expected to stay late? How are meetings run at the company? Are there annual performance reviews? Does the company’s upper management regularly interact with employees? Ask the right questions, and you’ll receive a wealth of important information about culture and fit.

• Read online reviews

After your conversation with one person at the company, they might have you either convinced it’s a sparkling utopia, or that you should be running away from the company at top speed. Every person has their own unique experience in the workplace. That’s why it can be so helpful to gain a broader perspective by reading online reviews of employees’ experiences, like through Glassdoor’s company reviews.

• Check the benefits

While the salary might not be exactly your target, it’s important to evaluate it in the context of the benefits offered. “It may be that the salary is $5,000 lower than you had hoped for, but the full package being offered counterbalances it,” said Carisa Miklusak, CEO of tilr, an automated recruiting platform, to Glassdoor. “What does the total package contribute to your personal and financial needs? Sometimes, a job that at first glance looks like it’s paying less can actually provide more financial security than a job with a higher salary.” Also keep in mind the benefits and perks that aren’t written in the offer letter or contract, but are available to every employee. Take Uline for example, whose corporate headquarters has a salon, a 24-hour fitness center, walking trails, ponds, a mother’s room for women nursing – just to name a few of the benefits. Or consider Power Home Remodeling, which spends millions of dollars to bring its entire staff to Mexico each year. Check the company’s website and Glassdoor benefits – the extra perks might just make the job worth it.

• Calculate whether the salary matches what you should be paid for your level of experience and education.

As a starting point for your salary negotiations, it’s important to frame what your target is. A helpful tool for this is Glassdoor’s Know Your Worth™ tool, which calculates the salary you should reasonably expect in today’s active U.S. job market based on your experience and other personal details. For many companies, you can also find on Glassdoor the salary range of people in the same position at that company.

How to determine your non-negotiables
Now that you’ve done your research (and your research hasn’t deterred you yet from taking the job!) you have a solid foundation to go into negotiations with. What’s left? Prioritizing what you can compromise on, and what’s a deal-breaker.

For all the criteria you’ve identified as valuable to you during your questioning and research process – such as salary, commute length, ability to work from home, or opportunities for international travel – make a list of them in varying order of importance. Are there any you simply can’t do without? Are there some you’re willing to compromise on? If so, how much are you willing to compromise? This exercise will help you set the bottom line for your negotiations, and delve deeper into whether this position is really a good fit for your career goals.

Even better, you can proactively start this list before you even start the job search. “I recommend my clients make a list of what they are looking for even before they begin searching for a job,” said Amy M. Gardner, Certified Professional Coach with Apochromatik, to Glassdoor. “If you’ve done that, go back to the list you created and evaluate the offer against the factors you initially listed.”

How to negotiate the final terms of the offer
You’ve done your research and determined your priorities. It’s time to step into the negotiation process. It’s possible that you’ll conduct the negotiation in person or over the phone, or that you’ll simply write out negotiation points via an email. So how to negotiate? Here are four easy steps to negotiate your final offer based on Glassdoor’s How to Get a Job toolkit.

1. Do your research. Back up whatever you’re asking for – usually it’s a higher salary, but it could also be a better benefits package – with solid facts and statistics. Glassdoor’s Know Your Worth tool can also help you ground your salary ask in an appropriate range.
2. Know what’s on the table. Keep in mind the entire benefits package in your negotiation (as well as enticing perks the company offers to everyone) and remember that you can negotiate benefits, too.
3. Ask, don’t demand. Remember that the company does want you – they offered you the job, after all – so you have the cards stacked in your favor. Use language that shows you’re on the same team as the hiring manager to start off negotiations, like “can we talk about which benefits are negotiable?” and “what are the prospects for salary raises and promotions in this position?”
4. Know your breaking point. Think back to the list of priorities you made. Be aware that it’s unlikely you get everything you ask for in a negotiation. At the same time, if the highest salary and benefits package that they can give you is still below your target, it might be time to walk away.

Once you’ve gotten your final offer from the company, you make a final assessment of whether it meets your criteria and priorities. If it doesn’t, at least you’ll now have a clearer sense of what you’re really looking for in your job hunt. If it does, congratulations! You got the job and the salary that you wanted.

The post How to Evaluate a Job Offer appeared first on Résumé Writing and Career Services.

We show you how to answer one of the trickiest questions that might come up in your interview: Why did you leave your previous job?
It’s one of the most feared questions in an interview: Why did you leave your last job?
But it doesn’t have to be something to worry about. We’ll help you through that potential interview minefield and show you how you can not only answer the question but also use it to your advantage. The interviewer might be seeing if they can trip you up. You’re going to show them you can smash through any obstacle.

Why do interviewers ask why you left your last job?
An interviewer will want to know why you’re leaving (or have left) your previous role for a number of reasons.

Do you have a good reason for leaving your job?
If you left without good cause, or just because you were in a bad mood that day, your interviewer might doubt they can trust you and suspect you’ll do something similar to them.

Were you fired?
If so, your interviewer will want to know whether this was for bad performance, behavioral issues or something out of your control like a business restructure.

Did you burn any bridges?
If you still speak to your old manager or better yet have them as a reference, it shows you were good at your job and didn’t leave by flipping your desk and smashing your computer.

Do your values match theirs?
If you left for ambitious reasons like a greater challenge or more responsibilities, that shows your values are good and can benefit your new employers. If you left because you were bored or felt underappreciated, you might need to word it in a smart way to show you’re not difficult to work with.

How do you explain your reasons for leaving a job?
There are three main reasons for leaving a job, and some of them are easier to explain than others.

1. You’re leaving for career progression
This reason is perhaps the one interviewers are happiest to hear. If you’re leaving your job to further your career, you can explain how your previous role has helped you develop the skills you need to take that next step, and how excited you are to show what you’re capable of in this new position.
It also plays into one of the key rules of a job interview: you’re looking to move into something better, not leave something bad.

This positive outlook shows you’re ambitious without bad-mouthing any previous employer. It tells people that you’re confident and up for a challenge, ready to develop and learn new skills, and capable of moving up, instead of sideways.

2. You left your last job with nowhere to go
This reason is a little tougher to talk about, but it can still be done in a positive way. Many people will leave their jobs with nowhere else lined up, and there could be several contributing factors as to why. You might not have fit into your old employer’s way of working, your values might not have aligned, or you might have left for personal reasons such as your family moving away.

Whatever it is, you can explain in a way that shows you in a good light:
• You knew you were capable of doing more than your old job allowed.
• You knew you would find something better with the skills you possess.
• You hold your values dearly and were unwilling to let them go for the sake of your work.
All these answers show you to be confident and capable. Even if the real reason you left is that your boss was driving you insane, you can say that you were looking for a better cultural fit where your strengths could be put to better use.
Don’t interview angry. Interview smart.

3. You were fired
Maybe the most challenging reason to explain in an interview is that you were fired. It’s happened to the best of us, and it’s never easy to show a sudden career change like that on your CV.
However, you can approach it creatively.
Being fired isn’t always a bad thing. It can take you out of a situation that wasn’t right for you and give you an opportunity to find somewhere you can thrive. Make sure you mention everything you learned at your old job, talking about how the experience helped you and showed you what you really wanted in your career.
Keep your answer positive. You were fired because the business and you were moving in different ways, and now you’re moving in a better direction.

10 GOOD reasons for leaving a job
Whatever your reason for leaving, there’s a way to make it work in your favor. Try using one of our examples the next time you interview for a role. You’ll see how easy it is to turn a potentially negative situation into a positive outcome.

Example 1. This job was too good to ignore
“It’s not so much about why I’m leaving my current role; it’s more that this is a role I couldn’t ignore. I’ve loved my time at <current company> and learned so much about <examples of what you’ve learned>, but now I’m ready to put those skills to use in a new challenge. When I saw this role, I knew now was the time for me to step up and prove what I was capable of.”

Why it works:
You show that you’re ambitious. You’ve studied the job posting and know you have what it takes to make it your own. You’re not bad-mouthing your former employers, and you are subtly praising your potential new ones.

Example 2. I’ve achieved all I can and I’m ready for a new challenge
“In my current role, I’ve achieved all that has been asked of me. I’ve won the business new work, earned them more money, and hit all my KPIs. There’s nothing left for me to prove, and I’m ready to take on a new challenge. This role represents new opportunities for me to test myself, using the skills I’ve learned in my current job to step up to the plate and do even more.”

Why it works:
You show how much you’ve already done and how you’re ready to do even more. You might be bored at your current job, but you don’t say that. Instead, you say you’re ready to push on and achieve great goals.

Example 3. I believe I can offer more to you than them
“I’ve enjoyed my time in my current role, but I believe the job description for this role better aligns with my skills and values. I’m capable of doing more than my current role requires, and this job would give me the room to grow.”

Why it works:
You demonstrate that you’re ready for the next step. You understand how your values match and how well you could work with a potential employer.

Example 4. The company was struggling
“Unfortunately, my old company lost one of its biggest clients and had to make structural changes. I was one of the last people in through the door, so I was also one of the first out. My former manager was sad to see me go, as they believed I would have been of huge benefit to the business in different circumstances.”

Why it works:
Your job loss was for business reasons, not personal ones. You’re still in touch with your former employer, which shows you build good relationships.

Example 5. Management changes
“A change in management meant my role was no longer best suited to my strengths. They brought in new people to deliver the kind of work they wanted. Ultimately, this taught me where my true passions lie, and when I saw your job ad I knew I could better express them here.”

Why it works:
You don’t sound negative or defensive. You explain the situation in a straightforward way.

Example 6. Relocation
“The business announced it would be merging with another company, meaning its head office would move to a new location. My family lives here, and I knew that leaving them behind wouldn’t be good for my professional or personal life. I chose to pursue a job I could thrive in closer to home.”

Why it works:
You care about your family and put your mental health before corporate restructures. This shows you have strong values.

Example 7. Our values are better aligned
“Looking at your website and the work you produce, I can see that our values are very closely aligned. My current company sees things in a different way than me, and I would love the chance to work somewhere I can be truly proud of.”

Why it works:
Values matter. Companies are keener than ever to promote their beliefs and hire people who share them.

Example 8. Family reasons
“My partner was offered an exciting role in a new area, and I chose to move with them to support their career goals. Unfortunately, this meant I could no longer work for my old company, so I am looking to bring all my knowledge and experience to a role in the area I now call home.”

Why it works:
Family comes first. This shows you’re loyal and committed, two traits any good employer would be happy to bring on board.

Example 9. It’s the right job at the right time
“I believe this role has come about at the perfect time for me. I’ve loved every second at my current company, but having worked there for a number of years, I know I need to step up in order to advance my career. I don’t want to wait around for the chance to come – I want to chase what I know is best for me.”

Why it works:
You’re not happy to sit and hope for the best. You’re pursuing the right job, which shows ambition and determination.

Example 10. You want better pay (but be careful)
“I’m motivated by achieving the best results for my clients, something I had a great track record of doing at my previous role. I’m also motivated by career growth, and being compensated fairly for the work I do.”

Why it works:
We all want to be paid more money. This shows people that you are willing to work for it. However, make sure money isn’t the only thing you talk about. Hiring managers will want to see your passion for the job and a commitment to the cause. If money is your only motivation, it might look like you’d be willing to jump ship if a better offer came along.

How NOT to explain your reasons for leaving a job
There are a few reasons for leaving a job that an interviewer just doesn’t want to hear (no matter how true they might be). If any of these are why you left your job, it might be best not to mention them. Use a more positive reason such as career progression or a new challenge, and leave the manager hate behind.

Bad example #1: You hate your boss
Lots of us have worked for people we just don’t like, but that hatred will only hold you back at an interview. Instead, say you’re looking to work somewhere that better fits with your values. It’s the same thing, just done in a smarter way.

Bad example #2: You’re bored
If we were all being honest, boredom would be the reason behind many job switches. But saying it out loud is a lot worse than just thinking it. Instead, say you’re looking for an exciting new opportunity.

Bad example #3: You thought the company was rubbish
Worked somewhere terrible? Join the club. But it sounds a bit unprofessional to slam your old employers in an interview. You never know, the interviewer might have friends who work there, so don’t burn any bridges you might still need to cross.

The post How to explain your reasons for leaving a job (and still get hired) appeared first on Résumé Writing and Career Services.

Although 90 percent of companies planned to conduct job interviews by video in 2017, according to GreenJobInterview, nothing replaces the ability to meet potential hires in person.

“You get a better sense of who someone is when you are in the same room as them,” said Nancy Noto, former director of people and development at Mic.

So if you’re close to getting a job in another state, here’s everything you should expect from that in-person interview.

Why You Might Be Asked for an In-Person Interview
Getting a job in another state can be complicated, but you’re not the only one considering it. About 20 percent of Americans who moved in 2016 did so for an employment-related reason, according to the U.S. Census Bureau.

As you consider moving for a job, the HR team at your potential company might be considering whether you’re a strong enough candidate to merit paying for your travel costs — a cost the company doesn’t have to consider for local candidates.

Not all applicants will be worth the time and money to wrangle plane tickets, book hotels and rent cars.
But you might be more likely to fly out for a final in-person interview if you’re an in-demand hire working in, say, technology or engineering.

“We have flown candidates in for interviews when hiring for a highly specialized role or a very senior role only,” said Noto, who also worked in HR for AppNexus. “It really depends on the size of the company. Very large companies with large recruiting budgets might fly out candidates more frequently.”

How to Plan Your Interview Trip
By footing the bill for your airfare, a company is demonstrating its interest in you. It’s also expecting that you’re seriously interested too.

You can assume the company will either assist you in making your travel plans or offer instructions on taking care of them yourself. Either way, show initiative. Just because your new company will pay for (or reimburse) your travel, doesn’t mean you need a secretary.

Being thrifty might impress your future boss. So will treating your visit like a business trip.
“Some employers will fly candidates in and out the same day,” said Tiffani Murray, a career consultant. “You can expect a half or full day of interviews usually in these cases.”

What to Expect During Your Visit
If you’re being flown out for in-person interviews, your potential new company is likely ensuring you’re a fit for its culture.

“They know you can do the job already and are seeing who will best fit on the team, so keep that in mind when answering questions,” said Valerie Streif, a senior adviser at Mentat, when asked how to land a job in another state.

“Educate yourself on the mission of the company,” she continued, “and customize your answers to interview questions so that you align with their values.”
Your day at the office might also include:

• Touring the offices
• Meeting with HR to review the role
• Attending a welcome breakfast or lunch with potential colleagues
• Interviews with various colleagues and higher-ups

Just in case, ready yourself for an end-of-the-day offer. Brush up on your salary-negotiating strategies in case the process moves along quickly during your visit.

Getting a job in another state is also about getting accustomed to your new surroundings.
“Some HR teams may also be looking at this as an opportunity to sell the candidate on relocating to the work location,” said Murray. “They may include other activities during this trip such as a city tour that includes looking at neighborhoods, entertainment districts, schools, and other local attractions.”

Use the Plane Ride to Prepare
When you’re asked to cross a state border to interview for a job, you might assume you have it in the bag. Be aware that even if the company is not flying out other candidates, it could still be considering local applicants.
So use your travel time to either rest or study up. Short of taking a red-eye flight, you might want to spend your time:

• Learning the names, faces, and backgrounds of your interviewers
• Researching the office’s surrounding neighborhoods
• Planning your route to and from the office
• Preparing answers to questions about your experience
• Continuing to craft your rockstar resume

Using your time wisely will ensure you have no regrets once the in-person interview ends.
The same goes for your return trip. Use that time to digest your interviewing experience. Think about how well everything went, how you might mesh with your interviewers, and how you can follow up to express your gratitude for the trip.

Also, ask yourself whether you’re excited about getting a job in another state or whether you’re excited about this particular job — no matter its location. After all, moving for a job is only worth it if the job is.

The post How to Prepare for an Out-Of-State Job Interview appeared first on Résumé Writing and Career Services.

A background check for a job is more than likely in your future. From minor infractions to major crimes, learn the common deal breakers for employers.

You can swear on your dog and promise up and down that you’re a trustworthy person, but chances are, a potential employer isn’t going to take your word for it. A background check for employment will likely be done before they can officially welcome you aboard. A whopping 98% of businesses perform background checks on job candidates, a survey by risk-alert firm Endera found.

The good news: As a job seeker, you have some protections. Employers must receive written permission from you before running a background check, and if anything in the reports leads to the company deciding against hiring you, the employer is required to inform you and provide you with a copy of the report.
Look, no one likes having a background check; even seasoned job seekers may still be concerned about companies prying into their personal information. After all, can you really be sure you’re as squeaky clean as you think?

Maybe. Maybe not. What dings your record for one job might not have the same effect in a different job. Meaning, if you were convicted of a crime that is relevant to the job’s responsibilities, you’ll set off a red flag. Hiring standards can vary by employer and may be regulated by federal or state law, and employment screening criteria can also vary depending on what industry you’re in, explains Paul Stephens, director of policy and advocacy at Privacy Rights Clearinghouse.

In other words, “a person does not really ‘fail’ a background check, although a screening company might use that terminology,” says Stephens. “Rather, the question is whether an individual meets the hiring standards set by the particular employer.”

That said, there are some red flags that generally make employers hesitant to hire job candidates. Read on to learn what can make you fail a background check for employment.

Criminal history
Criminal records searches are used by 93% of employers that conduct pre-hire screening, according to Sterling Talent Solutions’ 2017 Background Screening Trends & Best Practices Report. But many employers take into consideration the nature of the crime and whether the job candidate received a criminal conviction, Stephens says.

And even then, the majority of employers (59%) only disqualify 5% or fewer applicants based on past criminal convictions, the Sterling survey found—and 67% of employers said they would proceed with a candidate evaluation after finding a conviction not divulged initially on an employment application, with most saying that they would give a candidate the opportunity to explain their criminal past.

However, there are some industries where a clean record is of utmost importance; for instance, jobs that require high-security clearance will deny you if you committed a major offense or one that was related to addiction, mental health issues, sex offenses, or cybercrimes. It’s a similar situation with jobs wherein you’d serve vulnerable populations (children and the elderly), such as caregiving, teaching, school bus driving, etc.

Drug and alcohol tests
Many employers make job offers contingent upon candidates passing a drug or alcohol test and, unfortunately, American workers are testing positive for drug use at the highest rate since 2004, according to the annual Quest Diagnostics Drug Testing Index.

Credit history
Have a few blemishes on your credit report? In most states, employers are allowed to see a candidate’s credit history before extending a job offer. But having subpar credit isn’t typically a deal-breaker, says Jeff Shane, president at Allison & Taylor, a professional reference-checking and employment-verification company based in Rochester, Michigan.

“Unless you’re applying for a financial position, where you’ll have access to the business’ financial instruments, like a company credit card,” he says, “your credit won’t really matter to an employer.” If you’re applying to a job that requires you to handle money, however, your credit history will indeed be a red flag to employers.

Bankruptcies
More thorough background checks for employment will uncover bankruptcy filings, but employers can’t see on a background check the reason why you filed for bankruptcy—meaning the onus is on you to explain what your financial troubles were and what steps you’ve taken to regain your footing. Again, this will matter more for financial jobs than for non-money-handling jobs.

Most employers understand if a divorce, medical issue, or some other unexpected event caused you to file for bankruptcy, but it’s best to have this conversation in person.

Driving record
Having a couple of speeding tickets or moving violations on your driving history shouldn’t be a warning sign to employers. The exception, of course, would be if you were applying for a job that requires you to drive, since having a driving accident while you’re on the clock could mean financial or legal consequences for your employer.

If you have a DUI on your DMV record, though, be prepared to explain the circumstances to your prospective employer.

Employment history
Some background checks include a report of the job candidate’s employment history—a list of all the companies you’ve worked for, your job titles, and dates of employment. Thus, your resume should be free of falsehoods and accurately reflect your work history.

Education
When running a background check, many employers will verify the job candidate’s education credentials—and some employers will go the extra mile by asking candidates to show certificates of achievement or awards. Assuming you were honest about your education history on your job application, you have nothing to worry about.

The post Things that can make you fail an employment background check appeared first on Résumé Writing and Career Services.

A Guide to Turning Down Jobs With Your Reputation Intact

Getting a job offer is always flattering: of all the candidates who applied to and interviewed for a position, you were deemed the best fit. It’s a testament to your skills, your interview prowess and the potential the employer sees in you. But just because you received a job offer doesn’t always mean you’ll want to take it. In these cases, it’s worth learning how to decline a job offer the right way.

Whether you realize that you need a higher salary, don’t want to end up relocating after all or simply feel the job isn’t the right professional fit for you, you’re well within your right to turn a position down. However, it’s important to notify the company in a respectful, professional way. Not only is it the right thing to do — it’s critical for maintaining a strong reputation. In this guide, we’ll share how to decline a job offer gently and respectfully without burning any bridges.

Do a Final Gut Check
Before you give your final answer, it’s worth taking a final moment to make absolutely certain that you’re not interested in the job. After all, there’s no going back once you turn down a job offer. The moment an employer hears “no,” they’re probably going to move on and reach out to the next person they had in their pipeline. Even if they haven’t yet, an employer is unlikely to agree to hire you after you’ve just rejected them. Turning them down and then changing your mind comes off as wishy-washy, and suggests you may not stay loyal to the company for long.

To be certain that you’re not interested in the opportunity, ask yourself a few probing questions:

• Why am I not interested in this job?
• Is the reason I’m not interested in this job likely to change anytime soon?
• Is there a chance I’ll regret turning down this job?
• Will taking this job help me get where I want to be in the long run?

• If you’re still unsure after considering these questions, try making a list of all of the different criteria that are important to you in a job search — such as salary, benefits, professional development opportunities, company culture, distance from home, etc. — and assess how well the job offer satisfies those requirements. Then, stack the different categories in order of importance, making sure to note if there are any non-negotiables. Hopefully, this exercise provides you with a more objective, data-driven look at whether or not the position is truly the right fit for you.Finally, when you’re really feeling lost, it can help to talk things through with somebody you trust: a friend, a parent, a counselor, etc. Sometimes, all you need to clear your head and arrive at the best decision for you is to hear yourself out loud.

Tips for Sharing the News
Once you’ve decided for certain that you’re no longer interested in a job opportunity, it’s time to let the company you’ve been interviewing with know. Here are a few tips you can use to keep it as respectful as possible:

Act Quickly: Often, a company will give you a certain amount of time to consider a job offer. But if you’ve made up your mind before the due date, let them know ASAP — this softens the blow by allowing them to get back to filling the job as quickly as possible.

Consider the Medium: Most people choose to turn down a job offer over email, which in most cases is perfectly fine. But if you really want to go the extra mile, try calling them. While it’s not for everybody, a phone call offers a more personal touch. It can also help you avoid the unfortunate miscommunications that sometimes arise from written messages.

Respond Graciously: The candidate selection process requires a considerable amount of time and resources from companies, so you shouldn’t disrespect their investment by coming off as ungrateful or insensitive. Show that you care by thanking them for their time, and mentioning one or two of the things that you really admired about the company.

Give a Reason: You may be hesitant to explain why you’re turning the job down, but doing so will keep the company from wondering what went wrong, and may even help them improve their hiring process moving forward. Be careful with what exactly you share, though. Something too blunt like “The hiring manager was a jerk” won’t go over well, but saying “I really connected with the team at the other company I was interviewing with” is perfectly acceptable.

Leave It Open-Ended: It might be that you’re still interested in the company, and that it’s just the timing or the specific position that isn’t right. If that’s the case, consider letting them know that you’d love to keep in touch in order to stay up-to-date on future opportunities.

Job Rejection Template
It’s one thing to read these tips — it’s another to see them in action. Read on below for a customizable template you can use to let the company down easy:

Dear [Contact Name],

Thank you for the offer, as well as for the time you’ve spent getting to know me and educating me about the opportunity. However, after reflecting on it, I’m going to have to pass. While I really enjoyed [one or two things you liked about the company], [reason you’re turning the opportunity down]. (OPTIONAL:) I would love to stay in touch in case any relevant positions come up down the line.

Thank you again for everything, and best of luck filling the position — I have no doubt that you’ll find someone incredible!
Cheers,
[Your name]

Maintaining the Relationship
If you really want to stay in touch with a company moving forward, mentioning it in your rejection letter is a good place to start — but it’s probably not enough. If a role opens up six months down the road without any additional contact from you, odds are the recruiter won’t remember you. To really stand out in their mind, you need to put some additional work in.

After you turn down the job opportunity, you may want to send an additional email or message reiterating your interest in the company and sharing which positions you would be open to down the line, as well as at what point you’d consider revisiting the interview process. This will help ensure that they think to turn to you first if any relevant opportunities pop up.

Adding them on LinkedIn if you haven’t already, as well as posting regular updates on your achievements, is another great way to help keep you top-of-mind. Finally, once you are ready for a new position, check in with your company contact to let them know and to see if there are any positions available that you might be a good fit for.

Declining a job offer is a big decision, and it might seem intimidating. But when it comes down to it, it’s all about treating the company the way you want to be treated. Follow the steps above, and you’ll be able to turn down the opportunity while still staying in the company’s good graces.

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A Guide to Explaining Why You Quit, Were Laid-Off or Got Fired

There are plenty of good reasons for leaving a job — but communicating them to an interviewer can be a challenge. Maybe a bad boss is driving you to quit, or a ton of work is keeping you from having any semblance of work-life balance. While these are good reasons for leaving a job, stating them point-blank might set off alarm bells to a hiring manager, recruiter or new boss.

So, when you aren’t quite sure how to answer a job interview question with full, complete transparency, what can you do? This guide will help you prepare the perfect answer that will please any potential employer in a job interview.

Why Interviewers Want to Know Your Reasons for Leaving a Job

The question of why you’re leaving your job might seem invasive or unnecessary, but there are actually very good reasons that hiring managers ask it. For one, hiring managers want to see if your answer aligns with what else you’ve revealed during your interview. For example, if you say you’re leaving in order to make more money, but later on say that you’re not motivated by your salary, an employer will see that your answers don’t align — and that you might have a tendency to stretch the truth.

Of course, a hiring manager is also asking to see if you’re a fit for the job. For example, if you say you left your company because the schedule was inflexible, but the position for which you’re applying doesn’t offer any flexibility, you may not be a fit for this exact job.
And finally, interviewers are often looking for red flags when they ask this question. Someone saying they left their job because their boss was a total jerk could be an indicator that they are difficult to work with or, at the very least, a bit crude in their communications.

How to Answer Honestly — Without Losing the Opportunity

If you’re not leaving your job because you can’t wait to escape your current boss or because you hate your company, you have little to fear. In this case, you might say, “I really like the company I’m with, but they know I’m looking to pivot my career in a different direction, and they don’t have any relevant openings.” Why? This answer sends the message that you’ve addressed your career aspirations to your employer, which shows a potential employer you are communicative and transparent — two plusses!

But if you’re leaving your position because there isn’t enough money in the world to make you stay — whatever the problem may be — you have to find a way to answer the question honestly without coming off as a complainer, or someone quick to jump ship. So, instead of pointing out what you hate about your current company, consider framing your answer as, “my goals and the company’s goals aren’t aligned.” It’s honest, but vague enough to be safe. If pushed, you can share an anecdote about a difference you had with your employer, but be sure to communicate that you and your boss maintain a civil, respectful relationship.

And no matter what you do, don’t trash your previous company or your boss — if you do, the interviewer might suspect that you would do the same thing to them!

How to Explain a Layoff

Being “laid off” is often circumstantial, as business cycles and trends will dictate the workforce. Whether you’ve been laid off after three months, or 30 years, the same principles still apply!
Be factual: If the facts are credible, you should be able to easily articulate them. “Don’t get too emotional, show frustration or villainize someone,” says Alan Zel of Zel Human Capital. Rather, focus on what you’ve learned from your past, and how you can apply that successfully to your future. Say something along these lines as a jumping-off point for your conversation:

• “There was a restructure within the organization and unfortunately, my role was impacted.”
• “The business was going through changes, and there was no longer enough work to sustain my position.”

Layoffs are an unfortunate reality beyond our control, and most hiring managers will be understanding of that.

How to Explain Being Fired
What if you’re leaving because you got fired? If this is the case, first, you must know exactly what you can and can’t say per your arrangement with your former employer. Check with your HR department to see how the company will represent the situation and what policies it may have in place for disclosing any information; you can’t violate those policies at all, or else you risk financial penalty.

Then, be honest — but not to a fault. For example, instead of saying “I was fired,” you can use a softer phrase such as “I was let go” or “the company and I decided to part ways.” Then, make sure you have a brief explanation of what happened.

Consider saying something like the following in an interview:

• “Unfortunately, I couldn’t live and breathe the product line, and it made it difficult for me to translate the value to new customers. I now understand that wasn’t the right fit for me, and what I’m really interested in is XYZ.”
• “I did not have the right skill set to succeed in that kind of role, so now I’m considering opportunities that would play better to my strengths — such as XYZ.”

Whatever the issue, you must be able to explain the problem, highlight what you’ve learned and assure the hiring manager that it won’t happen again.

In any situation, it doesn’t benefit you at all to speak ill of your past employer. You still need to come off as grateful for your opportunities and show that you left with strong relationships and a good attitude. Be careful with your language, as words can be a delicate yet powerful tool!

Keep It Short and Sweet
Whatever you do, you don’t want to ramble when you answer this question. There may be multiple answers to this question, but by going on and on, you could lose your potential employer’s attention, or worse, accidentally say the wrong thing because you got caught up.

Instead, practice a short and sweet response to this question ahead of time. Practice it until it becomes second nature. By rehearsing a response, you can deliver it with confidence and convey that you’ve invested ample time preparing for the interview. As long as you don’t sound robotic in your recitation, you’ll be fine.

5 Good Reasons for Leaving a Job — and 5 Bad Ones
Looking for some more examples of what you should — and shouldn’t — say? Look no further.
Good Reasons for Leaving a Job

• Relocation: “My partner got an incredible job offer in Denver, and while I enjoy my current job, I want to move with her to allow her to explore this new opportunity.”
• Following your passion: “I’ve always wanted to join an innovative, early-stage startup like this one, so when I saw you had a relevant role opening up, I knew I had to apply!”
• Upward mobility: “After five years and a couple of promotions at my current company, I’ve realized that the growth opportunities from here on out are limited. I’m hoping to find a new job that will help me develop new skills and move into a management position.”
• Transitioning roles: “I’ve worked in sales for some time now, but I’ve realized in the last year that what I’m most interested in is marketing. I’m looking for a company that will help support this career transition.”
• Culture fit: “Working at a Fortune 500 company has given me incredible experience, but it’s also made me realize that I prefer to work at a smaller organization where I can have more of a direct impact.”

Bad Reasons for Leaving a Job

• Insults or complaints: “My boss is a total control freak.”
• Boredom: “To be honest, I get pretty antsy any time I stay at a company for more than a couple of years.”
• Want an easier job: “My current job is pretty intense. I’m looking forward to a job where I won’t have to work so hard all the time.”
• Want more money: “My boyfriend and I are moving to a nice new apartment which my current salary can’t support.”
• Poor performance: “I missed quota the past couple of quarters in a row, so I’m trying to find a new job before they let me go.”

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In today’s job technology-driven world where initial interviews are conducted via computer and smartphone, a Webcam is a vital tool and your techniques can spell the difference between getting or not getting a second/in-person interview. This recent CNet article hits the spot!

We’re all on more web conferences and video meetings via Skype, Zoom, Google Meet, and WebEx lately, so you may as well make a professional impression and get your point across memorably. Here are the six easiest ways to look (and sound) sharp when you meet online.

1. Eye-level
The camera in your laptop lid, phone or tablet is perfectly placed — to look up your nose. Put something under your laptop or find a way to set your phone or tablet so the camera is at the same height as your eyes. That’s how humans are meant to look at each other. You don’t need a fancy aluminum laptop stand or phone mount: A stack of books or coffee mug on a shelf will often do.

2. Eye line
Once you have your camera at the right height, don’t forget to look at it. The natural temptation is to just look at your screen, below the camera, where the other participants are. But that gives you an odd, distracted look that subtly tells the other party something interests you more than them. Of course, you’ll look away to consult what’s on your screen, but try to maintain regular eye contact with the camera, especially when you’re talking.

3. Sound good
There’s an old maxim in the audiovisual business that good sound makes the video look better. Don’t rely on the crummy internal mic in your device — it can’t help but pick up the entire room or car around you and mix it with a big dose of garbling echo. At the very least, use earbuds that have a microphone in the cable or advanced wireless earbuds with multiple noise-canceling microphones. An inexpensive but effective choice is a single earcup wired headset with a boom mic. You always admired Madonna, here’s your chance to wear her gear. The goal is to transmit your voice with a closeness and warmth that commands attention on the other end.

4. Monitor light
The light bathing your face from a device screen is usually a shade of blue that makes you look like a cadaver or zombie. One way to combat it is to find the display controls that set it to a warmer shade or “color temperature.” Phones often call this “blue light filter” or “night mode.” Screen light will always mix with ambient room light, so try different display settings as you look at yourself in a test web conference. And ample light in a room is a good thing for many reasons.

5. Avoiding silhouettes
If you sit with your back to a bright white wall or uncovered windows, your webcam will try to balance out that bright background with your face — and your face will usually lose, ending up in silhouette. Cameras have gotten better at avoiding this, but the best way to keep yourself out of the shadows is to put a light behind your device, shining on your face. You can get dedicated LED video lights for this, or just play around with a desk lamp.

6. Background check
What’s behind you when you’re on camera can range from distracting to embarrassing to revealing. None of those are good. Don’t put unknowing co-workers in the shot, show whiteboards or monitors with sensitive information, or aim your camera where a naked family member might be traipsing to the shower. You’ll also want to try and maintain some distance between you and the background, for a pleasant sense of depth.

Some webcam applications such as XSplit VCam and Microsoft Teams let you blur out your background using image and edge detection. In web conference platforms like Zoom, you also have the option of using a green screen behind yourself to insert a photo as a virtual backdrop, not unlike they do for many TV newscasts, though with less convincing results than you see on TV. Before delving into these options, just try to have something pleasant but innocuous behind you in real life.

Bonus points
Done all the above and want to go the extra mile? Try these tips.

Use a dedicated camera. The camera in your device is probably pretty good these days, but dedicated webcams often have a better ability to adjust the shot and exposure. For the ultimate image, use a prosumer camcorder as a webcam by connecting it to your computer via an HDMI-to-USB adapter.

• Wardrobe. Try not to wear a white or black top, as those are hard for any camera to adjust to while keeping your face properly exposed. Avoid stark stripes or checked patterns, as they can show up as moire, or “sizzle,” that distracts.
• Jangling jewelry is really annoying, including when it bangs on the tabletop.
• Glasses often reflect the lighting we set up in the previous steps. If you have the choice of wearing glasses or not, don’t.
• Mute. Know where this button is on the conferencing application and use it whenever you won’t be talking for a while. That will keep out room noise, road noise, and what you just called your roommate.

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A ‘brutal’ interview with a CEO left a young job applicant in tears. It’s a technique meant to get candidates out of their comfort zone – but where do we draw the line?

Olivia Bland, a 22-year-old from Manchester looking for a job in communications, knows how a job interview is supposed to go. A handshake, a few questions about strengths and weaknesses, some CV inspecting and a pleasant send-off. “They’re usually casual,” Bland says, “and definitely not two hours long.”

But earlier this week, an interview she had with tech firm Web Applications UK left her in tears. In a viral tweet, she alleged that chief executive Craig Dean degraded and humiliated her about everything from her music taste to her parents’ marriage. Bland was offered the job but declined, likening Dean’s behavior to that of an abusive ex. “He went on from attacking my writing to attacking me, including the way I sat and how I held my arms,” she says.

Her tweet was shared tens of thousands of times and prompted Dean to post an apology saying it had not been his intent to see anyone hurt. Web Applications UK has publicly denied Bland’s claims but did not respond to BBC Capital for comment.

Stress test
The type of experience described by Bland is known as a ‘stress interview’ – a technique to test how applicants deal with pressure by taking them out of the comfort zone of expected questions and answers.
One example is a trend that was prevalent in the tech industry earlier this decade – where an interviewer would ask a candidate bizarre questions such as “why are manhole covers round?” or instruct them to design something on the spot. The goal isn’t to get an exact answer – instead, it’s to see how a candidate reacts and to test their thought process.

“There are certainly different kinds of stress associated with many positions – achieving results, meeting deadlines, dealing with difficult clients, for example,” says Neal Hartman, senior lecturer in managerial communication at MIT. “The stress interview can create conditions to see how an applicant would handle those challenges.”

Stress interviews can also be used to simulate certain situations, such as testing customer service agents who need to be prepared to deal with abusive phone calls, says Kim Ruyle, president of Inventive Talent Consulting. In such situations, the candidate would need to be told in advance.

In any case, there’s a stark difference between asking a tough question and belittling a candidate, Ruyle says, adding that verbal abuse in any workplace setting is inappropriate and should never be part of the interview.

“Stress interviews are neither new nor on their way to extinction,” says Maurice Schweitzer, professor of operations and information management at the University of Pennsylvania. Despite being more common in the US than in other parts of the world, he says the practice has more to do with a certain type of boss than any specific industry.

“It only takes three ingredients to see stress interviews emerge,” Schweitzer says. “Managers who work in a high-stress environment, managers who experience excess demand for jobs in their firm and managers who believe that they can learn how people deal with stress by stressing them out in an interview.”

More harm than good?
Experts are divided on the effectiveness of the traditional stress interview model. Some say there are benefits in simulating a stressful, while still realistic, work incident to identify a candidate’s problem-solving skills. But virtually all agree that using any level of derision and humiliation is unacceptable and outdated.

Corinne Bendersky, professor of management and organizations at UCLA, says there are “much more legitimate interview techniques”, such as asking people about situations that they’ve encountered and how they’ve reacted to stressors that are relevant to their job experience.

Toxic job interviews can be a double-edged sword. Candidates who go through extreme stress tests are given front-row seats to the ugliest side of the company they’re dealing with. They can relay these experiences to other potential applicants, or in Bland’s case create a viral social media post, causing a spiral of negative feedback that damages the company’s ability to attract talent.

A key component here, one that sets the stage for any hostile job interview, is power.

“Managers in these settings are in positions of very high power,” Schweitzer says. “When people have power, they become less likely to take other people’s perspectives, they get less negative feedback… and they may foster an aggrandized perception of how they are doing.” The result is a system of problems created by stress interviews that largely goes unchecked.

“My confidence in applying for jobs was initially knocked by Mr. Dean’s comments on my talents and my personality, but now I feel stronger than ever,” Bland says. “I know my worth and won’t take this kind of behavior from a potential employer.”

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You’ve written an amazing intro and compelling body copy that perfectly highlights your achievements, but you’re having a hard time making it through the final stretch — “How in the world do I end this cover letter?” you might be thinking to yourself. The truth is, closing a cover letter is a difficult task for many job seekers. There’s a lot of pressure because, sometimes, the cover letter is the only piece the recruiter will read.

If you want to land an interview with your cover letter, you don’t want to sound vague or wishy-washy. Your cover letter should illustrate why you are the best fit and how you will help the company or organization reach success. However, when writing the closing paragraph of your cover letter, it’s easy to have a passive voice, because you don’t want to appear overconfident. For example, if you say, “I look forward to hearing from you,” that’s great — but that alone doesn’t seal the deal. The closing paragraph of your cover letter must be one of the strongest elements because it is the last impression you leave in the reader’s mind.

Here are five phrases to include in the final paragraph of your cover letter that will help you seal the deal for your next interview.

Examples for How to End a Cover Letter

1. “I am very excited to learn more about this opportunity and share how I will be a great fit for XYZ Corporation.”

Strong cover letter closings are enthusiastic and confident. You want the reader to have the impression you are truly passionate about the position and working for their company. This statement will also illustrate your ability to fit into the company culture and how your personality and work ethic is exactly what they’re looking for.

2. “I believe this is a position where my passion for this industry will grow because of the XYZ opportunities you provide for your employees.”

It’s always a good idea to explain what you find attractive about working for the company and how you want to bring your passions to the table. By doing this, you can illustrate how much thought you dedicated to applying for the position and how much you care about becoming a part of the company.

3. “If I am offered this position, I will be ready to hit the ground running and help XYZ Company exceed its own expectations for success.”

By adding this piece to your conclusion, you will be able to add some flare and excitement to your cover letter. The reader will become intrigued by your enthusiasm to “hit the ground running.” Employers look for candidates who are prepared for the position and are easy to train. Therefore, this phrase will definitely raise some curiosity and the reader will want to discover what you have to offer for their company.

4. “I would appreciate the opportunity to meet with you to discuss how my qualifications will be beneficial to your organization’s success.”

Remember, you want to make it clear in your cover letter how the employer will benefit from your experience and qualifications. You want to also express how your goal is to help the organization succeed, not how the position will contribute to your personal success.

5. “I will call you next Tuesday to follow up on my application and arrange for an interview.”

The most essential part of your closing is your “call to action” statement. Remember, the purpose of your cover letter is to land an interview. Don’t end your cover letter saying you’ll hope to get in touch. Explain to the reader the exact day and how you will be contacting them. When you state you will be following up with the employer, make sure you do it!

Remember, the closing of your cover letter is the most important element that will help you land your next interview. By crafting a strong, confident and enthusiastic closing paragraph, you will leave the reader feeling like you would be the best candidate for the position.

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What do recruiters and hiring managers really want to hear from you during an interview? If you’re mid-job search and are honest, you can admit that you’ve pondered this question. After all, searching for a job can sometimes feel like an audition for America’s Got Talent. However, interviewing for your next job will not require you to sing, dance or perform magic tricks. It will require you to prepare and go in with your eyes open.

To get you ready for any interview, here are five qualities and characteristics that recruiters and career experts tell us they want to see in you. As you’re fine-tuning your interview answers and ironing your best suit, reflect on these key traits that interviewers want to see most.

1. Communication of Motivations and Preferences

Recruiters are on the hunt for quality candidates that are a fit with their culture. In this job market, it pays to be forthcoming about your motivations, expectations and work-life preferences such as how far you’re willing to commute or being interested in flexible work options. So don’t be surprised if hiring managers or recruiters ask questions like “Why are you looking for a new career opportunity?” and “How far will you commute? Do you prefer urban, suburban, or rural?”

2. Confidence in Skill and Experience

Hiring managers are eager to extract a candidate’s knowledge, experience, skills and abilities, in order to follow a common thread that weaves through all of your work experience. Therefore, you can present a strong hiring case by being able to describe the details about your biggest career accomplishments and contributions.

Preparing anecdotes and succinct examples of your impact will leave a positive impression on anyone who you may interview with. You should be able to illustrate, through specific examples, your ability to make the department or organization better than when they arrived. Did you streamline a process or reduce cost? Did you lead a team to quantifiable success?

“People contributing to the success of an organization is why we hire, retain and promote,” says Bill McCabe, recruitment Leader, Polyglass USA. “A candidate should be able to articulate simply how they moved the needle in a positive direction in an organization.”

Share specific details on projects assigned, obstacles faced, etc., including the actions you took and the end result.

3. Preparation for Proceeding Further in the Process

According to Glassdoor research, the average length of job interview processes is 23.8 days. However, some industries are able to screen candidates quickly, while others rely on more lengthy and intense interview processes. Therefore, recruiters are looking for candidates who are prepared to efficiently move through the hiring and interview process.

Having a current overview of meaningful references is advised in order to keep the process chugging along. In today’s digital world, and with ongoing work-life mobility, having current email addresses – even LinkedIn URLs and other modes of connecting with references – is advisable.

Also, be prepared to discuss salary expectations at any time. Using a tool like Know Your Worth, will allow you to remain informed and ready to negotiate at a moment’s notice. This also will enable the recruiter to properly match you with the right hiring company prospects, decreasing chances of either party being blindsided and to maximize everyone’s time.

4. Be Honest and Reflective about Professional Failures or Shortcomings to Show How You’ve Grown

A common interview question for hiring managers to ask in advanced stages of the process is “What was your biggest failure?” Successfully tackling this question and those like it shows that you are able to reflect honestly about where you struggle professionally.

To answer, be honest with yourself about your professional areas of challenge. Self-awareness is a soft skill, and these skills are increasingly in demand in the workplace.

Next, share with the interviewer how you’ve addressed the weakness or failure. Perhaps you owned the shortcoming right away, then you created a plan to avoid the issues as they occurred and recalibrate the scope along the way. Alternatively, perhaps you’ve attended a training course or worked with a mentor following the failure. Mention the steps you’ve taken. Identifying and addressing an area of challenge demonstrates growth and maturity.

To complete the narrative, don’t cast blame on others or get easily agitated when discussing. “We all fail sometimes. HOW we fail now proves how successful we can be in the future,” explains McCabe.

5. Be Transparent About What It Will Take to Poach You

Thanks to a low unemployment rate, recruiters are poaching currently-employed people, left and right. In order to attract candidates, recruiters have to inspire you to hear them out, and often times that inspiration comes in the form of an attractive salary.

If a recruiter is trying to tempt you with an opportunity, it’s important to communicate with the company in a respectful, professional way. Be straightforward about what it would take to lure you away from your current job: a higher salary, access to an onsite gym, access to education and training, flexible work schedule, etc.

It’s a job seeker’s market, so be honest and open to the offer that the interested company comes back with. You may be surprised to see a recruiter “show you the money”. Regardless of the offer and whether you are interested in being poached or not, positive communication is critical for maintaining a strong reputation.

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