Discussing your strengths and weaknesses can be one of the most difficult parts of the job interview. Avoid interview paralysis with our advice.

You probably immediately noticed your heart racing if you’ve ever been asked the question “What are your strengths and weaknesses?” in a job interview. How do I say what I’m not good at without looking terrible and say what I am good at without bragging? Yep, this is a toughie. But there’s a secret formula that can help you succeed: Emphasize a positive quality or skill that’s needed for the job, and minimize—but be truthful about—the negatives.

Let’s say two candidates—we’ll call them Francine and William—have job interviews for a customer service manager position. As always, one of the interview questions they’ll be asked is about their strengths and weaknesses.

First up is Francine. When she’s asked, “What are your greatest strengths and weaknesses?” Francine responds, “My strength is that I’m a hard worker. My weakness is that I get stressed when I miss a deadline because someone else dropped the ball.”

This answer is unimaginative, a no-brainer. Most people think of themselves as hard workers—who would actually admit to not being a hard worker? Also, Francine’s weakness is technically not a weakness, plus she passes the buck: Someone—not her—drops the ball, which causes her to get stressed.

Now it’s William’s turn. He also has difficulty with the question. “I really can’t think of a weakness,” he begins. “Maybe I could be more focused. My strength is probably my ability to deal with people. I am pretty easygoing. I usually don’t get upset easily.”

This answer leads with a negative and then moves to vague words: maybe, probably, pretty, and usually. William isn’t doing himself any favors.

So what is the best way to answer this common interview question?

Assessing your weaknesses
Let’s get the hard part out of the way first—your weaknesses. This is probably the most dreaded part of the question. Everyone has weaknesses, but who wants to admit to them, especially in an interview?
Some examples of weaknesses you might mention include:

• Being too critical of yourself
• Attempting to please everyone
• Being unfamiliar with the latest software

The best way to handle this question is to minimize the trait and emphasize the positive. Select a trait and come up with a solution to overcome your weakness. Stay away from personal qualities and concentrate more on professional traits. For example: “I pride myself on being a ‘big-picture’ guy. I have to admit I sometimes miss small details, but I always make sure I have someone who is detail-oriented on my team.”

Assessing your strengths
When it comes time to toot your own horn, you need to be specific. Assess your skills to identify your strengths. This is an exercise worth doing before any interview. Make a list of your skills, dividing them into three categories:

• Knowledge-based skills: Acquired from education and experience (e.g., computer skills, languages, degrees, training, and technical ability).
• Transferable skills: Your portable skills that you take from job to job (e.g., communication and people skills, analytical problem solving and planning skills)
• Personal traits: Your unique qualities (e.g., dependable, flexible, friendly, hard-working, expressive, formal, punctual, and being a team player).

Some examples of strengths you might mention include:

• Enthusiasm
• Trustworthiness
• Creativity
• Discipline
• Patience
• Respectfulness
• Determination
• Dedication
• Honesty
• Versatility

When you complete this list, choose three to five of those strengths that match what the employer is seeking in the job posting. Make sure you can give specific examples to demonstrate why you say that is your strength if probed further.

Scripting your answers
Write a positive statement you can say with confidence:

“My strength is my flexibility to handle change. As a customer service manager at my last job, I was able to turn around a negative working environment and develop a very supportive team. As far as weaknesses, I feel that my management skills could be stronger, and I am constantly working to improve them.”

When confronted with this interview question, remember the interviewer is looking for a fit. She is forming a picture of you based on your answers. A single answer will probably not keep you from getting the job, unless, of course, it is something blatant. Put your energy into your strengths statement—what you have to offer. Then let the interviewer know that although you may not be perfect, you are working on any shortcomings you have.

Keep on the strong side
Job interviews are among the most nerve-racking part of the job-search process, which is why being prepared makes all the difference.

The post List of strengths and weaknesses: What to say in your interview appeared first on Résumé Writing and Career Services.

Quantifying your accomplishments tends to catch people’s eyes, including recruiters. Learn how to use numbers effectively on your resume.

Suppose you’re a hiring manager looking at resumes. Which of the following statements would impress you more?

• Wrote news releases.
• Wrote 25 news releases in a three-week period under daily deadlines.

Clearly, the second statement carries more weight. Why? Because it uses numbers to quantify the writer’s accomplishment, giving it a context that helps the interviewer understand the degree of difficulty involved in the task.

Numbers are powerful resume tools that will help your accomplishments get the attention they deserve from prospective employers. With just a little thought, you can find effective ways to quantify your successes on your resume. Here are a few suggestions:

Think Money
Organizations are and always will be concerned about money. So as you contemplate your accomplishments and prepare to present them on your resume, think about ways you’ve saved, earned or managed money in your internships, part-time jobs, and extracurricular activities so far. A few possibilities that might appear on a typical resume:

• Identified, researched, and recommended a new Internet service provider, cutting the company’s online costs by 15 percent.
• Wrote prospect letter that has brought in more than $25,000 in donations so far.
• Managed a student organization budget of more than $7,000.

Think Time
You’ve heard the old saying, “Time is money,” and it’s true. Companies and organizations are constantly looking for ways to save time and do things more efficiently. They’re also necessarily concerned about meeting deadlines, both internal and external. So whatever you can do on your resume to show that you can save time, make time or manage time will grab your reader’s immediate attention. Here are some time-oriented entries that might appear on a typical resume:

• Assisted with twice-monthly payroll activities, ensuring employees were paid as expected and on time.
• Suggested procedures that decreased average order-processing time from 10 minutes to five minutes.

Think Amounts
It’s very easy to neglect to mention how much or how much of something you’ve produced or overseen. There’s a tendency instead to simply pluralize your accomplishments—e.g., “wrote news releases” or “developed lesson plans”—without including important specifics—e.g., “wrote 25 news releases” or “developed lesson plans for two classes of 20 students each.”
Don’t fall into the trap of excluding numbers. Instead, include amounts, like these:

• Recruited 25 members for a new student environmental organization.
• Trained five new employees on restaurant operations procedures.
• Created process that bolstered production by 25 percent

The more you focus on money, time, and amounts in relation to your accomplishments, the better you’ll present your successes and highlight your potential—and the more you’ll realize just how much you really have to offer prospective employers. Add it all up, and you’ll see that playing the numbers game is yet another way to convince employers that you should be a part of their equation for success.
Calculate Your Resume’s Results

Numbers offer solid proof that you deliver results—and employers love results. Could you use a little help ensuring your resume is strong enough to attract a hiring manager’s attention?

The post Use These Numbers to Highlight Your Accomplishments appeared first on Résumé Writing and Career Services.

Prepare for interview success
An interview is an opportunity for you to impress a hiring manager. Although there are many types of interviews, knowing you are going to participate in an unstructured interview can help you prepare and provide quality answers to establish that you are a good candidate for the position. Unstructured interviews are often more relaxed and give you the opportunity to interact more and guide the conversation. Learn what characterizes an unstructured interview, the ways it differs from a structured interview, the scoring system used to evaluate candidates, the benefits, and review some example questions with tips to help you prepare.

What is an unstructured interview?
An unstructured interview is a meeting with a potential employer in which the flow of the conversation affects the structure of the interview. An unstructured interview rarely has a list of predetermined questions but focuses on a time limit and the candidate. More informal than the traditional structured interview, the relaxed atmosphere of an unstructured interview allows for easy communication and establishes a candidate’s attitude and personality as a priority during the exchange. Because the nature of unstructured interviews mimic a regular conversation, as a candidate, you may feel more at ease and produce responses that are genuine and informative.

Differences between a structured and unstructured interview
Employers use interviews to gauge a candidate’s qualifications for the job and understand how well a person’s character will fit with the company’s established culture. With a structured interview, a hiring manager poses a set of standard questions to each candidate and evaluates them based on their responses and composure during the interview. An unstructured interview’s major difference is that as a candidate, you can guide the conversation to detail your skills, qualifications, background experience, and education that makes you a fit candidate. Because you are in control of the conversation, you can highlight traits and abilities you may not typically be able to during a structured interview.

Purpose of an unstructured interview and scoring system
Although some experts have criticized the unstructured interview as an inadequate indicator of employee productivity and performance, many hiring managers and employers favor the dynamic of an unstructured interview. This interview structure allows for more autonomy and reveals a candidate’s personality in a way that a question-and-answer method does not. Interviewers can get a better grasp of a candidate’s attitude toward the company and their understanding of the job requirements. An unstructured interview also allows for the interviewee to display their ability to communicate effectively daily in an informal environment. The outcome of the interview is largely based on the interviewer’s opinion and is therefore often used as a last interview step to determine a candidate’s culture fit and ability to work with others.

Benefits of an unstructured interview
A candidate benefits from the dynamic of an unstructured interview in the following ways:

• Flexibility: The exchange between interviewer and interviewee during an unstructured interview is more natural and allows for a fluid conversation. Although this makes the interview last longer, the hiring manager can gain greater insight into a candidate’s qualifications using this method.
• Comfort: The setting is comfortable and relaxed, which allows for individual personalities to shine.
• Autonomy: The candidate is empowered using this structure and can best reveal their character traits and use the time to convey their fit for the job responsibilities.
• Allows elaboration: The fluid exchange gives you an opportunity to provide complete details about your prior experiences and background that make you a qualified candidate. When giving a response, consider using the STAR technique to provide important information.
• Interactive: The interaction allows you to ask questions and communicate your continued interest in the position and company. Ask insightful questions to understand your potential role and how well you like the company climate.
• Removes communication barrier: Because the roles in this interview are less constricting, the conversation allows for an honest and spontaneous exchange that is informative for both parties involved.

Unstructured interview example questions
Below are some typical unstructured interview questions that prompt engaging discussion. They are similar in nature to behavioral questions. Consider using the STAR method to provide a strong and informative response. STAR is an acronym that stands for situation, task, action, and results. It is a method of answering where you provide the details of a situation, indicate the task or objective you needed to complete, explain the actions you took, and relate the results of those actions. When possible, use numerical data to provide stronger evidence of the impact of your work. Included are example answers to guide you as you craft your own responses and prepare them.

Can you tell me about yourself?
Unstructured interviews typically focus on the use of open-ended questions to allow room for explanation and elaboration. In this question, the hiring manager is asking about your characteristics and talents in relation to the job qualifications. Capitalize on this opportunity by responding in a way that shows you have done your background research on the job specifications and on the company and are prepared to join the organization as a good fit.

Example: Customer service representative
“I enjoy a challenge and am most happy when I have a lot of things to do. Because I don’t like to stay still long, the role of a customer service representative fits me well. I am a natural helper and am skilled at conversing with customers to discover their needs. I learn quickly, so I am typically up-to-date on new products. As an active listener, I can connect well with clients and gain their trust. I am also very observant, and my impatience creates a sense of urgency in me that compels me to take the initiative. 

At my previous company, I noticed that we were not getting a lot of returning customers. I started a customer survey response procedure to gain insight into this issue. We discovered that customers were unaware of many of our products. Along with the marketing department, we implemented different methods to reach customers and educate them about what the company had to offer. My initial observation and our joint efforts resulted in an increase in customer loyalty and a 14 percent rise in net profit for the company.”

What is your greatest accomplishment?
Hiring managers use this question to gain a deeper understanding of your values as an employee and how you measure success. Your response reveals where your priorities lie in relation to your job responsibilities and performance. Provide a genuine answer and contextualize by explaining what the accomplishment means to you.

Example: Marketing manager
“I value the opinions of my colleagues and the team I work with. Two years ago, my supervisor put me in charge of my first product launch. I worked long hours and dedicated my efforts to lead my group to meet project deadlines and produce quality work for our client. They were all very supportive and focused on our aim. I prioritized expressing my appreciation of each individual and their contributions. Each team member had an amazing quality that strengthened the team. We built a mutual trust and felt like a family. 

I eventually got a promotion at a different company and had to leave. Before I left, the company held a banquet for me, and my team awarded me with a “Most Inspiring” certificate. Being recognized as a good leader and knowing that I impacted my team in a positive way was very fulfilling and is the reason I love my job. I am inspired by the people I work with, and their well-being motivates me to be a better leader and a friend at work. That “Most Inspiring” certificate goes with me to every office and is my badge of honor.” 

Additional unstructured interview questions
Review this list of unstructured interview questions to help you practice and prepare some of your own unique answers.

• What is your current professional goal?
• What attracted you to this industry and career?
• What is your greatest weakness?
• Please discuss a time when you overcame an unexpected challenge. What steps did you take?
• How do you handle conflict with a coworker?
• What is your approach to criticism?
• Can you explain a time you had to work in a team to complete a project?
• How do you motivate your colleagues?
• Describe a time you encountered a difficult customer or client and the steps you took to solve the situation.
• What steps do you take to work effectively under pressure?

Tips to help you prepare for an unstructured interview

• Be genuine.
• Focus on your strengths.
• Relate your background to the job requirement.
• Model active listening skills.
• Show your communication strengths.
• Be informed.
• Prepare some thoughtful questions.

An unstructured interview offers you many advantages and opportunities to communicate your full skill set. Preparing for one will help you interview with confidence and provide the best evidence of your qualifications.

The post Learn What an Unstructured Interview Is and How to Prepare appeared first on Résumé Writing and Career Services.

If your career is in need of some shaking up, use this technique to take a look at what works and what doesn’t.

If you’re feeling stuck career-wise and want to shake things up, running a personal SWOT analysis—the popular model used to analyze businesses—on yourself can help you figure out the next steps.

And, it’s a lot simpler to do than you might think. Read on to find out what personal SWOT analysis is all about, how to do it, and what you can learn about yourself in the process.

What’s a SWOT Analysis?

SWOT stands for Strengths, Weaknesses, Opportunities, and Threats.

A SWOT analysis is basically an evaluation tool that can help users identify strengths and weaknesses to aid in growth, and identify areas where your competitors may have an upper hand. It’s common for businesses to perform SWOTs, but they work for individuals too. A personal SWOT analysis helps you uncover your potential. As such, you’ll need a fairly high level of emotional intelligence to do a SWOT analysis of yourself, primarily when you want to advance your career.

Personal SWOT Analysis Example

Strength
In order to define your strengths, take a look at the roles you’ve held in past and currently. Choose two or three quantifiable things that you accomplished. From there, you have to unpack that further and ask, “What did it take to achieve those things?” In other words, which specific skills and talents have you accumulated to achieve those outcomes?

Gathering information on yourself can be tricky, though. Try taking skills-assessment quizzes, which can help you self-identify. You can also ask your coworkers and supervisors what they think you’re good at—they might make you aware of traits that hadn’t crossed your mind.

Weaknesses
If you’re been on an interview in the past 30 years, you’ve probably been asked about your weaknesses. The standard response is to say you’re a perfectionist, or that you work too hard, but hiring managers will see right through that, and if you’re being honest with yourself, you can probably come up with something more authentic SWOT weakness examples. Try thinking about a mistake you’ve made or a skill that you’re lacking, and what you did or are trying to do to correct it.

For example, it could be something simple like realizing that on most days, you arrived to work barely on time and exhausted and that it might be creating a negative perception of you. So you can make a commitment to get to bed earlier so you can have extra time in the morning and get to work refreshed and energized.

Another way to figure out your weaknesses is to dig back into past evaluations and feedback from co-workers, supervisors, and mentors. Perhaps you’ll discover a pattern of them telling you to be more assertive, or maybe your communication skills need some smoothing out. The most important thing is to be able to take an honest look at yourself and admit your shortcomings—everyone has something they can improve upon.

Opportunities
No matter how content you are in your current position, you should always be your own recruiter. Identify two or three aspects of a job opening that would make you pursue it.
Some things to think about include:

• What does your ideal employer look like?
• What does my next role look like?
• What attributes would I like to see from my leadership team and boss?

Once you have those answers, you might think about starting a job search or working with a recruiter in your niche who can keep an eye out for opportunities that match.
Other ways to identify opportunities require you to be proactive. Join networking groups, take some classes, and use additional resources to nudge you outside of your comfort zone. These strategies could enhance your professional development.

Threats
As an employee, you face all sorts of threats: the company downsizing, office politics, not enough work-life balance, not enough opportunities for growth, and being let go. Those are all very real. Outside of that, there is also an abundance of candidates you’d be competing with, so you’ve got to be your own advocate and build your brand should anything happen.

You can identify potential threats to your industry or role by researching trends, certifications, or skillsets that younger generations are starting to possess so you can keep up with the new competition.
Revisit Your Personal SWOT Analysis Every Quarter

Taking the time to reflect and keep yourself marketable is a smart career move, so if a recruiter does call you out of the blue, you have current info to rely on and present (and impress them with).

Using a SWOT analysis is an extremely useful tool when it comes to identifying personal and professional goals. Putting aside time to do a SWOT analysis requires you to pause and consider where you are in your career, and ways that you can grow.

Take Action
Now that you have a pretty good grasp on what sets you apart, things you can work on, what your ideal role looks like, and some of the factors that might threaten your career advancement, it’s time to put that knowledge to good use. This is where the real work begins—figuring out what to do with that information.

But self-awareness can go a long way. Once you know the things you do well, you can do more of that. Knowing your shortcomings means you can figure out ways to close the gap, whether it’s taking a class or changing up your processes.

Take advantage of resources at your current disposal. Consider approaching your boss and working out a plan that could involve job shadowing, mentorship, or additional feedback to help you improve.

The post A Personal SWOT Analysis Can Help Your Career 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.

There are different types of conflict at work, but your reactions should always showcase a diplomatic approach.

No one likes conflict, especially at work. But disagreements between co-workers are inevitable—and showing prospective employers that you’re well versed in conflict resolution is crucial. Will you add to the melee or can you step back and remain levelheaded?

Obviously, not everything in your career is going to be easy, whether that means confronting the person who stole your lunch from the office refrigerator to negotiating a new contract with clients to deliberating a new job offer. In an environment that’s diverse as the modern workplace there are going to be differences of opinion and behavior. Employers need to be sure you can get along well with others.

Conflict resolution is just one of the many hurdles the workplace will present to you. Here are five common questions hiring managers ask to assess your conflict-resolution skills and the best approach to answering them.

QUESTION 1: How do you deal with conflict?
People aren’t going to get along with each other all the time. It’s just a fact. Employers want to know that you can respond to conflict diplomatically. If you’re a my-way-or-the-highway type of personality, you’re not going to get very far in the interview.

Start off by emphasizing communication and respectfulness as a means to conflict resolution. For example, “I always take the person aside and discuss the issue privately. I listen actively to make sure I understand the other person’s point of view, and I work with the person to develop a solution together.” Stress that even if you both don’t completely agree on the end result, you tried to at least meet each other halfway.

QUESTION 2: Tell me about a time when you had an issue with a co-worker
This a behavioral interview question—meaning you should take it as an opportunity to share a success story about how you resolved an issue with a co-worker in the past. You want to make sure to choose an incident where you and your co-worker were able to resolve the issue among yourselves, without having to involve your boss or other higher-ups. Showcase your competence in problem-solving.

Focus your answer on the facts rather than blaming the other person. Instead of saying, “Jim was such a slacker,” simply explain the situation and what steps you took to solve the problem: “On at least three occasions, Jim missed deadlines that pushed back our production schedule. After I discussed this with him, we found a way to improve the workflow system together.”

QUESTION 3: Tell me about a time when you disagreed with your boss
Tread carefully here.
(And yes, we know that can be difficult.)
To set a positive tone, begin your response by acknowledging the difficulty of the situation: “It’s not easy to confront your manager, but I’ve learned that it has to be done sometimes.”

Then choose an anecdote that shows you respected your boss’ opinion: “When my boss suggested we change our sales pitch to new clients, we figured out what wasn’t working and created a new strategy together.”

QUESTION 4: How do you deal with differences of opinion when working on a team?
Conflict resolution is often a team effort. It’s not always easy to see eye to eye with co-workers, but that’s not a good reason to discount their contributions. No surprise many employers seek job candidates who demonstrate strong teamwork skills.

Hiring managers want to hear that you value diversity of opinion and understand how different points of view can contribute to a better solution than if everyone just immediately agreed with each other.
As such, your response to this question should point out that you welcome alternate perspectives: “I always appreciate different viewpoints from my own. When someone expresses a different opinion, I listen carefully to what the person says and utilize that feedback.”

QUESTION 5: Tell me about a time you had to respond to an unhappy customer or client
When you’re interviewing for a client- or customer-facing position, you’re applying to be an ambassador for the company and that type of role carries a lot of responsibility.

Especially in the age of the internet, how you respond to conflicts with a customer is a public matter. Losing a major client or customer can cost the company a lot of money. Show that you’re willing to go the extra mile to make customers or clients happy. This demonstrates that you understand the value of customer service.

As with other behavioral interview questions, your anecdote should focus on the positive outcome: “Here was how I de-escalated the situation and kept the client happy going forward.”

Show hiring managers that you aren’t nursing an overblown ego and are eager to embrace a peacekeeping process. Not only can this type of attitude serve you well in the workplace, but it can also improve non-working relationships as well.

Conflict Resolution Will Serve You Well
Learning how to peacefully coexist with your colleagues will take you far.

The post How to Answer Conflict-Resolution Interview Questions appeared first on Résumé Writing and Career Services.

You know that moment when you realize that you’re losing control? You’re outside of your body watching everything scatter. You can’t see step one-what initial action would help you get a handle on this? Panic washes over you: “How do I get on top of this? OMG-calls keep coming in. My daughter is knocking. The dog won’t stop barking. I’m overwhelmed.”

Being overwhelmed is an uncomfortable and unhealthy state. Many of us have been experiencing this as our personal and professional lives have blurred together during the pandemic. Professional life is urgent, but our personal lives are urgent too. How does one prioritize when multiple, important obligations are clamoring for our attention in the same space?

Managing our wellness and environment can help. It takes some big-picture planning, plus maintaining good routines and habits. On top of that, it helps to discuss our limitations, honestly and directly, without caving into guilt.

We owe it to ourselves to create systems and practices that protect us from getting overwhelmed. These are five practices remote employees can start enacting now.

1. Guard your sleep routine.   
Good sleep is the root of wellness and productivity. When children are small, we create a bedtime routine for them. They take a bath, have a glass of milk, hear a story. We give them a wind-down period that is physically and emotionally relaxing.

Adults, likewise, benefit from dedicating attention to calming ourselves at night and creating a routine that ensures deep, refreshing rest. “Sleep hygiene techniques and regular sleeping hours help improve cognition throughout the day and increase productivity. Individuals should create a workspace devoid of distractions if possible. The workspace should not be in the bedroom as this could affect sleep quality.” Explains Dr. Leela R. Magavi, M.D., Psychiatrist and Regional Medical Director for Community Psychiatry.
Set yourself up to feel better throughout your workday by adhering to a calming routine each night.

2. Create an environment that serves you.
There are some factors about professional life that you can’t control. You can’t always control your work volume; you can’t dictate how many phone calls or emails will reach you throughout the day. But you can control the space that those communications reach.  Making that space comfortable, clutter-free, and stocked with healthy snacks and drinks positions you to handle your work well. That’s what employers do when they design an office space and culture.

Dr. Magavi advises: “Natural light and cooler temperatures can help maintain focus. . . Everyone has a different temperament and ideal learning environment and would benefit from different modifications based on their own individual needs.” Think about what you need to feel calm and focused on. If your company is planning to continue remote or hybrid work, it’s worth deciding what you need to make this arrangement comfortable.

In addition to environmental factors, calming practices can help. Dr. Magavi recommends: “Partaking in stretches periodically throughout the day could assuage anxiety. Squeezing a stress ball while completing anxiety-inducing tasks could help release stress. Some individuals keep their pets around them and pet them or hug them intermittently, which can release oxytocin and bolster mood.”

While there are challenges to working from home, like trying to balance your own work with that of your spouse, roommate, or children who may also be at home, there are also benefits like being able to arrange your workspace. Build on the positives, and create a space that serves you.

Consider, too, the factors that triggered your feelings when you’ve found yourself overwhelmed. Dr. Magavi advises: “It is imperative for individuals to pinpoint what exactly has been worsening their productivity, and tackle this accordingly.”

For many of us, what feels so challenging about this time is that our routines have been upended. Dr. Magavi shares “Disrupted structure particularly affects inattentiveness…Limiting screen time and maintaining familiar routines inclusive of mindfulness activities and exercise as much as possible could improve focus and motivation.” While some screen time is necessary for work and school, it’s helpful to take a look at where we can eliminate the excess and build in healthier, more energizing activities.

3. Adhere to healthy habits 
This is an exhausting time, which can make us feel the urge to collapse. But getting through a difficult time requires extra attention to those details that help energize us to succeed. Adhering to a healthy routine sets us up to feel better than collapsing into disorganization. This can create conditions which can cause flare-ups where we get demotivated and overwhelmed.

Dr. Magavi offers this advice: “Each success releases neurochemicals such as dopamine, which positively reinforce healthy behavior and focus itself. Dopamine and norepinephrine are implicated in inattentiveness, so any activity that increases these levels could boost focus. If an individual writes down a goal to walk with weights for twenty minutes and crosses this out when completed, this will release some positive neurochemicals. The next day, if demotivation strikes, it is helpful to think about the success from the prior day and attempt to repeat it again.” Notice what works, and keep building your routine around that which helps you.

Dr. Magavi further advises: “Writing down top goals for the day and then crossing these out could help individuals gain clarity and keep track of tasks. Tasks could be broken down into educational and work activities, emotional and physical wellness activities, and social activities. Goals should remain achievable to avoid demoralization. Finishing tasks and reaching goals with loved ones can improve motivation and accountability.” Again, when you recognize that these activities help combat feelings of lethargy and demotivation, use that awareness as your motivation to keep building them into your routines.

4. Get the support you need 
Living through a global pandemic is difficult. The CDC reports that June 2020 saw 40 percent of American adults struggling with substance abuse and mental health. There’s no shame in it, and you’re certainly not alone if you’re struggling.

Dr. Magavi points out that “Some anxiety and stress is necessary in order to initiate tasks and gain momentum. However, when stress causes distress or functionality concerns, this could adversely impact processing speed, working memory, and performance. Individuals with significant mood and anxiety concerns and feelings of sadness and demoralization, which affect their functionality should consider scheduling an appointment with a psychiatrist or therapist. Cognitive-behavioral therapy allows individuals to identify their anxiety patterns and tackle this by reframing thinking and engaging in healthy behaviors. In some cases, medications are warranted to treat mood and anxiety concerns.”

Talk with your human resources team about your options and insurance coverage related to mental health or call your insurance carrier directly to learn more.

5. Advocate for yourself 
Talk with your manager about the issues that are making your job hard to manage. If you’re struggling to keep up with the volume and intensity of work, share that feedback. If you’re struggling to balance work and life, discuss it with your manager.

There’s no shame in finding it taxing to power your team through a global pandemic by working in a whole new way while also inhabiting the same space with your family. That is a lot to take on. If you’re finding it challenging, that doesn’t mean you’re bad at your job or you’re failing in any of life’s spheres in which you are an active participant. It means you’re a human being, and much is being asked of you at an exceedingly stressful time. It’s ok to invite a conversation addressing that.

Know that you are not struggling alone. Many employees are trying to make this arrangement work any way they can, often sacrificing their own wellness to do so. Microsoft’s recent Work Trend Index Report notes: “The digital intensity of workers’ days has increased substantially, with the average number of meetings and chats steadily increasing since last year. . . Despite meeting and chat overload, 50 percent of people respond to Team chats within five minutes or less, a response time that has not changed year-over-year. This proves the intensity of our workday, and that what is expected of employees during this time, has increased significantly.”

Remote employees are burning themselves out trying to keep pace. The report explains: “Self-assessed productivity has remained the same or higher for many employees over the past year but at a human cost. One in five global survey respondents say their employer doesn’t care about their work-life balance. Fifty-four percent feel overworked. Thirty-nine percent feel exhausted.”

The Microsoft report indicates that globally 40 percent of the workforce are considering a job hunt this year. If your company wants to retain you, they need to hear you. If they don’t, then perhaps it’s time to consider starting a job hunt of your own.

Remember 
You are one person. You can handle a lot, but it should not be at the expense of your wellness. You matter more than your job. Do what you can to make the job you have habitable. But if it can’t work, move on. Find your fit. You deserve that.

The post Overwhelmed? 5 Practices Remote Employees Can Use To Recalibrate appeared first on Résumé Writing and Career Services.

During the first half of 2020, security experts, educators, and average users criticized Zoom on several fronts, which we’ll elaborate on momentarily. That said, in terms of features, stability, and reliability, Zoom remains one of the best video calling apps you’ll find. There are plenty of alternatives should Zoom not meet your standards. We’ve listed some of them below with links to in-depth reviews where available.

If you use Zoom, we recommend taking a moment to get acquainted with the tool’s key features. While Zoom is an Editors’ Choice, we’ve bumped the score down by a half point in light of recent events. For its stability and reliability, however, Zoom remains a go-to app, particularly for business meetings and personal get-togethers. For government and healthcare use, be sure to look closely at Zoom’s offerings as those sectors tend to have more stringent security and privacy requirements.

Not every setting is available to free Zoom users, and when that’s the case, there’s a note at the top letting you know. Beyond maintaining control of your meeting, here are some other Zoom tips that will help you look like a pro.

1. Update Your Zoom Apps

If you want to see that new Security option in your meeting toolbar when you host meetings, you must update our app. Check for and install updates on all devices where you use Zoom.

2. Use a Unique ID and Password for Calls

When you create a Zoom account, the app assigns you a Personal Meeting ID (PMI). It’s a numeric code that you can give out to people when you want to meet with them. However, you have a second option, which is to generate a unique ID instead of using your PMI. Let me explain how they’re different.

The PMI is handy in specific circumstances. It’s wonderful for recurring meetings with a small group, like a weekly team meeting or a one-on-one. You can use it over and over, and it never expires, so people can join without having to hunt down this week’s login code or link. It’s always the same. However, once you give out your PMI, anyone who has it can try to butt into your meetings at any time. If someone knows you’re due for a meeting and has your PMI, then it’s very easy for that person to crash it. The unique ID is different every time you schedule a new meeting. As a result, it’s inherently more secure.

There’s one more layer of security you can add here, a password. Previously, when you scheduled a Zoom meeting, the app would use your PMI and no password by default. Now those settings are swapped. The default is a unique ID with a password, which Zoom generates automatically. You can change that password if you like. You can also choose to add a password to a PMI meeting, and in that case, you must choose your own password, as Zoom will not generate one for you. Once you set a password for PMI meetings, all future meetings will require it, too.

3. Create a Waiting Room
A Zoom call can start one of two ways. It can start the moment the first person logs onto the call, or it can start when the host says it should start. For small groups of people who know each other, it’s common for people to log in and make small talk while waiting for everyone else to join. Chit-chat can be beneficial, especially for remote workers and classmates who don’t get much face time with one another. For some kinds of calls, however, you might not want to let participants chat with each other or even let the call officially start until you, the host, are ready.

In that second case, the solution is to create a Zoom Waiting Room. When participants log into the call, they see a Waiting Room screen that you can customize. They can’t get into the call until you, the host, lets them in. You can let people in all at once or one at a time, which means if you see names you don’t recognize in the Waiting Room, you don’t have to let them in at all.

The new Security button has an option to enable a Waiting Room after your call has already started. Creating a Waiting Room, in this case, will prevent anyone from popping onto your call unexpectedly.

4. Make Sure Only the Hosts Can Share Their Screen
Don’t let anyone hijack the screen during a Zoom call. To prevent it, make sure your settings indicate that the only people allowed to share their screens are hosts.

You can enable this setting in advance as well as during a call.

In advance, go to the Zoom web portal (not the desktop app) and in the settings navigate to Personal > Settings > In Meeting (Basic) and look for Screen sharing. Check the option that only the host can share.

During a call, you can use the Security button to change the setting. You can also click the up-facing carrot next to Share Screen and choose Advanced Sharing Options. There, choose to only let the host share.

While sharing your screen or an image, Zoom has a great feature that lets participants annotate what they see. For visual collaboration, it’s amazing. For naughty participants, it might seem like an invitation to bomb your call. You can disable the annotation feature in the In Meeting (Basics) section of your web account.

5. Create an Invite-Only Meeting
This feature is for paid Zoom accounts only.

One way to restrict who can join your Zoom call is to make it an invite-only meeting. That means the only people who can join the call are those you invited, and they must sign in using the same email address you used to invite them. It gives you much more assurance that people are who they say they are.

There are a few ways you can enforce an invite-only meeting, depending on the type of account you have. The long and short of it is to look for an option called Authentication Profiles.

Once you have that setting enabled, anyone else who tries to join your meeting will see a notification on screen telling them that the meeting is for authorized attendees only.

6. Lock a Meeting Once It Starts
If you start a meeting and everyone you expect to join has, you can lock the meeting from new participants. While the meeting is running, navigate to the bottom of the screen and click Participants. The Participants panel will open. At the bottom, choose More > Lock Meeting.

7. Kick Someone Out or Put Them on Hold
Sometimes an unruly participant manages to slip through the cracks. As the meeting host, you do have the power to kick someone out of a call or put them on hold.

To kick someone out: During the call, go to the Participants pane on the right. Hover over the name of the person you want to boot and when options appear, choose Remove.

By default, an ousted guest cannot rejoin. What to do if you make a mistake? You can allow a booted party to rejoin. Enable this feature by going to the web portal and navigating to Settings > Meeting > In-Meeting (Basic). Toggle on the setting called Allow removed participants to rejoin.

Alternatively, you can put someone on hold. During the call, find the video thumbnail of the person you want to put on hold. I like to think of it as putting someone in a time-out. Click on their video image and select Start Attendee On Hold. Once they’ve learned their lesson, you can press Take Off Hold in the Participants panel.

8. Disable Someone’s Camera
Hosts can turn off any participant’s camera. If someone is being rude or inappropriate on video, or their video has some technical problem, the host can open the Participants panel and click on the video camera icon next to the person’s name.

9. Prevent Animated GIFs and Other Files in the Chat
In the chat area of a Zoom meeting, participants can share files, including images and animated GIFs—if you let them. If you’d rather not, then be sure to disable file transfer. It’s on by default, so you have to actively disable it.

For your own meetings, open Settings in the Zoom web app (it’s not in the desktop app). On the left side, go to Personal > Settings. Then click In Meeting (Basic). Scroll down a little farther until you see File Transfer. That’s where you can disable it.

Administrators of paid Zoom accounts have even more options for exactly how to disable file transfer for certain meetings or certain groups.

10. Manage Who Can Chat
If you’re hosting a Zoom call and have invited strangers to join, someone in your crowd could harass another participant by sending them private messages. Or people could start talking behind your back. You can prevent this by disabling private chat. When you disable private chat, it doesn’t affect the public chat, which everyone on the call can see and participate in.

Open Settings in the Zoom web app (it’s not in the desktop app). On the left side, go to Personal > Settings. Then click In Meeting (Basic). Scroll until you see Private chat. When the button is gray, it’s disabled.

You may want to manage the chat in other ways, too. From an active meeting, click on the Chat icon in the toolbar at the bottom. A chat panel opens on the right side. At the bottom, click on the three dots and decide who participants can chat with: no one, host only, or everyone.

Use These Additional Settings for Large Meetings
Not all Zoom disruptors are bad actors. Sometimes participants make mistakes and don’t realize that a yapping dog or crying child is causing a disturbance for everyone else. Or someone might accidentally upload a file they didn’t mean to. Any time you host a meeting of more than one or two people, there are some settings in Zoom you should review and familiarize yourself with before the call.

The post Top Zoom Tips for Better Video Calls appeared first on Résumé Writing and Career Services.

As an Information Technology professional for the last 14 years, I have discovered a passion for applying to 100% remote jobs. Most of these remote-friendly companies are not in my local Washington D.C. area. Therefore, the entire interview process is done via video using Skype, Google hangout or Zoom. Even companies in my local area have decided to utilize video technologies to pre-screen employees before they request a face-to-face interview. The gift and curse of conducting interviews via video conferencing are that you don’t have to get all dressed up, but you have to sell your personality, experience, and knowledge on camera.

Throughout my career, I have conducted over 20 video job interviews with federal government agencies and private sector companies. I’ve learned a lot about how to sell myself by simply being authentic and adapting to the energy of the interview panel.  Because I have been successful, I know that you can sell yourself into the job of your dreams and never step foot in a corporate office.

1. Get on Camera in a Bright and Quiet Place
When I perform my video job interviews I always make sure I am in a quiet place in my house on in a private office at a coworking space. I make sure to turn off my cell phone and music so there are no distractions. Also, since you are going on camera via your laptop or desktop, make sure you are in a room with good lighting, so the interview panel can clearly see your face.

2. Be Presentable, But Don’t Over Dress
For all of my video job interviews, I dress casually. I usually iron a long sleeve blue denim button-down top. I make sure my hair looks perfect, apply light makeup with a neutral lip gloss, and wear my red eyeglasses, which is my signature cool geek look. It is not necessary to dress up in business attire for a video interview because they will only see your face and chest. Not to mention, you want them to see your authentic self and fancy clothes may be a distraction.

3. Bring Authentic Energy on Camera
Now that I am dressed comfortably in my casual cool geek attire, it’s time to sell the real me. I always do my best to provide a warm welcome at the beginning of the interview. Also, since I have a big personality, I try to convey my excitement, passion, and drive throughout the entire interview. Most companies are looking for a culture fit so it’s important to let the interview panel know who you are on camera without being fake. Please be the real you, so you can easily describe your expertise and past work experience.

4. Clearly Answer the Interview Questions
I love answering job interview questions in the form of storytelling and technical explanations. When I am asked about my past career roles, I briefly describe each role and give them a small snapshot of what I did and what I accomplished. I am always prepared to answer scenario-based questions, clearly describing how I would develop and execute a technical solution. You have to sell your knowledge on camera by making good eye contact, smiling as you respond, and projecting your voice so they can hear you. It’s important for you to ask non-typical questions at the end of the interview. You want to ask questions that will amaze them about their company, technical processes, and the role. Always make sure you stand out from the other candidates.

5. Follow-Up with a Thank You Email
Once the video interview is over, you want to send them a thank you email to display your interest in the role. Most of my video interviews involved more than 1 round with a new interviewer.  So, I always send a thank you email within 24 hours of the interview. Always display your excitement for the role you interviewed for when you compose your thank you email. Lastly, make sure you sell why you would be a good fit role in the thank you email.

In the future, video job interviews will continue to become more popular. Please be ready to sell your personal and career brand on camera. Most good companies are looking for authentic personalities, strong career experiences, and solid technical knowledge.

The post How to Sell Yourself in a Video Interview, According to a Remote Worker appeared first on Résumé Writing and Career Services.

Most people don’t send thank-you notes, but HR managers say it’s an important part of the interview process if you want to get the job.

Showing your gratitude is always a good look, especially during a job search. This means promptly thanking your interviewers. A thank-you email after an interview is the most popular—and accepted—method of following up with your potential future employers. Too bad three out of four job seekers don’t even bother sending a thank-you, according to an Accountemps survey of human resources (HR) managers. The survey found that only 24% of HR managers receive thank-you notes from applicants. However, 80% of HR managers say thank-you notes are helpful when reviewing candidates.

Whether it’s a physical letter or an email, this token of appreciation could actually determine if you get the job. “Sending a well-crafted and timely thank-you letter after an interview can add a positive impression to an already positive connection,” says Jennifer McClure, president of Unbridled Talent, a Cincinnati firm specializing in talent acquisition, recruiting, and staff development.
These guidelines can tell you how to write a thank-you note after your job interview.

Email thank-you notes
An Accountemps survey found that 94% of HR managers say it’s appropriate to send a thank-you email after an interview, as most (65%) of the thank-yous they receive are sent by email.

Now, before you rush to hit “send,” you’ll need to determine if this is the best vehicle for your thank-you note by asking yourself how the company initially contacted you. If you have always corresponded with the company via email for setting up the interview, answering certain questions, and so on, then, by all means, send an email thank-you note as soon as you return from an interview, typically within 24 hours after the interview. Email thank-you notes have one clear advantage over their snail mail counterpart: It’s the quickest way to put your name back in front of the interviewer.

However, you should also follow it up with a note in the mail to show that you aren’t Mr. or Ms. Casual.

Snail mail
If the company you interviewed with is formal and traditional, use snail mail to send your thank-you note.
Should it be handwritten or typed? Typed is the standard reply. This will demonstrate your ability to communicate professionally by proving that you know how to address, format, and sign a letter. Especially for some positions, such as administrative assistant, hiring managers would want to know that you’re a good communicator since writing letters could be a big part of your job.

The extra effort on the part of one candidate made a difference to Carol Galle, president, and CEO of Special D Events, an event-planning firm in Royal Oak, Michigan. “I recently filled an open position for which I had two highly qualified candidates, but it was a thank-you note that made the difference,” she says. “[One candidate] took the time to create a custom two-dimensional notecard with our company’s logo and a sincere, handwritten message of thanks. I want to hire people who genuinely want to work for my company, and it was clear from her effort that was the case.”

Handwritten notes are appropriate if you’d like to extend your thanks to others in the office who helped you out. For example, if a receptionist, assistant, office manager, or another person involved with the interviewing process was especially helpful—say they took you to lunch or guided you from office to office during the interviewing process—then a handwritten note is a nice gesture to show your appreciation. The Accountemps survey found that 86% of HR managers like handwritten thank-you notes, yet handwritten notes account for only 21% of the letters they receive.

What to say in your thank-you note
What you say and how you say it are even more important than the manner in which you send it. A standard thank-you note should accomplish several things:

• Thank the person for the opportunity to interview with the company.
• Plug your skills: “The job is a good fit for me because of XYZ and my past experience in XYZ.”
• Finally, recap some of the conversational highlights.

Interviewers have short memories. A thank-you note is your final chance to make yourself stand apart from all of the others who want the same position.

Write more thank-yous 
Whether you send a thank-you email after an interview, or you drop a letter in the mailbox, is up to you. Just make sure you do it. Now it’s time to score some opportunities to actually write those thank-you notes.

The post Should you send a thank-you after an interview? appeared first on Résumé Writing and Career Services.