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?

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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.

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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.

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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.

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Get a better understanding of what exactly an employer is looking for, and use those insights to put some extra shine on your job application.

If you’ve been searching Monster job postings for a golden career opportunity, you don’t have to look too far for a helping hand. Job descriptions themselves offer valuable guidance on which resume words to use to best position yourself as a strong, competitive candidate.

Job descriptions can vary from company to company—even if you’re searching for one particular job title—so you have to know how to interpret the information in front of you. Primary tip: Note the keywords used and be sure to use the same words in your application materials.

Why? Because many recruiters and HR professionals use an applicant tracking system (ATS) to pre-screen resumes for applicable words related to the job’s requirements. They do this to narrow down the number of applicants, which can grow to be in the thousands depending on the popularity of the open position. A recruiter doesn’t have time to look through all those resumes one at a time, so they rely on ATS to pull the most relevant for (human) review. By using the same words in your resume that you see prominently displayed in a job description, you’re increasing the odds that you’ll pass the screening test and move on to the next round.

Obviously, this entails that you customize your resume words to each position you plan on applying to. This is key. You can’t use one resume for each job because the keywords will differ from job to job according to what you uncover in each job description.

For more, we broke down the parts of the job description that are most likely to contain the best words to use on a resume so that it leads to a signed offer letter.
Resume Words: Where to Find Them in Job Descriptions

1. The Company Description
How this can inform which resume words you use: The description of the company helps you learn more about the company culture and how well it syncs with your personality.

A company describes itself as it wants to be seen, and from that, you can get clues as to what the company values, what you should research, and what kinds of questions you should ask in an interview.

For example, if a company describes itself as “a rapidly growing athletic brand for busy young professionals,” you can infer that the company sees itself as energetic, youthful, and poised for success. If that matches your personality, then describe yourself similarly in your cover letter.

On your resume, you could incorporate the phrases “rapidly growing” and/or “busy young professionals” to establish that alignment.

Then, once you score an interview, investigate the financial health of the sporting goods industry, design trends, the current generation’s buying habits, and competitors. In general, it’s smart to research the following

• the industry
• the particular position
• the company’s customer base
• challenges
• interests
• goals

Use what you learn to write up some interview questions that demonstrate you’ve done your homework. This research also helps you understand the business better from the perspective of the company.

2. The First Few Bullet Points
How this can inform which resume words you use: They usually map out the bulk of your duties.
Hiring managers frequently front-load job descriptions with the most crucial responsibilities of the job. As you get further down the list, the bullets more than likely represent a smaller percentage of the job duties and requirements.

To stand out to potential employers, make sure your resume elaborates on your skills that mirror the duties mentioned in the top bullet points; you can simply list your skills that align with the job description’s lower-level bullet points.

For example, if a job description’s top bullet requires “advanced knowledge of medical terminology” or “the ability to establish and maintain effective working relationships with stakeholders and the public,” those exact phrases should appear in either your career summary or work history.

3. Required Experience/Skills
How this can inform which resume words you use: They tell you what to highlight on your resume and cover letter.

As with required duties, job descriptions will list the most valuable skills and experiences at the top of the list. Your resume and cover letter should follow suit. Why? Because most employers will try to hire the person who will need the least amount of training.
It’s smart to use your accomplishments to address each of the required skills and/or work experiences and to put this information on your resume first. For each major accomplishment, create bullet points that describe:

• the challenge presented to you
• the actions you took
• the results of your strategic efforts

For example, if the job description says you need “extensive experience in staffing,” you might use that exact phrase and mention that you researched and implemented the launch of a new applicant tracking system that helped accelerate hiring times by 25%.

Finding a new job is all about finding the right fit, for both you and an employer. While a job description can show you how you can present yourself as a good fit for the company by using targeted resume words, there are other ways of finding jobs that are tailored to your skills and experience.

The post The Best Resume Words Are Lurking in Job Descriptions 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.

Job hunters are putting their vaccination status on LinkedIn and on their résumés. Should you?

As someone who’s been working in the recruiting and talent acquisition industry for two decades, Dustin Mazanowski knows how important it is for job candidates to use “keywords” on their profiles and résumés that quickly distinguish them from the pack.

“If it comes down to me and another person with the same qualifications and the same interview, what I wanted to do is have that extra qualification of being fully vaccinated,” the 44-year-old Chicagoan said, as his approximate four-month-old search continues for a senior role in the recruiting industry.
Jacki Hall, an experienced IT project and program manager, has the phrase “Available and Vaccinated for Travel” on her LinkedIn profile. She’s searching for a managerial role that includes international business travel.

“I hoped there were hiring companies requiring travel for an IT project manager, but who were discovering that candidates were nervous about traveling,” said Hall, 57, who spends her winters in Tampa, Fla., and her summers in Minnesota. “If there is a lack of candidates wanting to travel, letting recruiters know that I am ready to get out there might give me an advantage.”

Today’s job market is already starkly different from its pre-pandemic version. There’s a much greater likelihood of working from home, of course, but also the much greater chance of protocols concerning masks and social distancing when physically at the job.
Now, job seekers like Mazanowski and Hall say volunteering their COVID-19 vaccination status could give them a competitive edge.

“It’s better to be overqualified and state all the qualifications you have,” Mazanowski said. The “#vaccinated” mention is not a political statement, but a way he can signal to potential employers that he’s comfortable with in-person office work, he said.

Mazanowski added “#vaccinated” to his profile in July. Hall added it around mid-June, and her résumé’s personal statement also mentions vaccination. So far, neither has seen the disclosure making a noticeable change one way or another in their search.

Figuring out when to disclose vaccination status — or ask about it — is a top new question
It may make a difference going forward, said John Challenger, CEO of the outplacement firm Challenger, Gray & Christmas. Instead of managing morale over vaccination rules, Challenger said, “employers want to focus on other things. If you are vaccinated and looking to be hired, for more employers that just portends fewer difficulties.”

Challenger said he’s seen “a small group of people” who are revealing their COVID-19 vaccination status on résumés and online profiles, and he thinks more will follow suit.

Josh Daniel, a career coach at Korn Ferry Advance, works with job seekers and employers — and on both sides, figuring out when to disclose vaccination status or ask about it is the top new question. Is it on LinkedIn? On a résumé? During the interview? “Those tend to be the big three,” he said, and he doesn’t see the dilemma going away.

Like his clients, Daniel’s still figuring out what’s the best advice. “There really is no precedent for this,” he said.

“We are exploring new ways for job seekers on LinkedIn to learn more about how companies are approaching the future of work including vaccination requirements, if they plan to go back to an office, stay remote or go hybrid,” said Suzi Owens, director of corporate communications in consumer products at LinkedIn.

More companies are requiring vaccinations for employees
Here’s where job-market dynamics get more intricate — and make it a serious matter to consider including vaccination status.

In early summer, when Mazanowski and Hall announced their vaccination status to potential employers, the number of companies with vaccine mandates was small, yet growing.

A survey of more than 950 large employers found that 21% had some type of vaccine requirement for all or some of their staff by the summer, up from 9% in the spring, according to Willis Towers Watson a human-resources consulting firm.

The same trend shows in help-wanted ads. By the end of August, the share of postings per million on Indeed.com requiring vaccination rose 242% from the same point in the previous month.
Though vaccination is specifically being required in less than 1% of all ads on the site, AnnElizabeth Konkel, an economist at the Indeed Hiring Lab, wrote that “with delta variant cases surging, employers are undoubtedly wondering how they can keep their business’s recovery on track.”

Here’s a blue-chip example: Delta Air Lines is making full vaccination a requirement for its new hires.
Meanwhile, President Joe Biden has grown impatient with the nearly 80 million people who remain unvaccinated. He said last week that the Department of Labor’s Occupational Safety and Health Administration is creating rules that will require private-sector employers with at least 100 workers to either require vaccination or regular testing.

Though some Republican governors are threatening to sue, Biden has signaled he’s ready for any court showdown (“Have at it,” he said when asked about the prospect of legal challenges to vaccine requirements from Republican governors), and some legal experts say the president has the law on his side.

Knowing a prospective employee’s vaccination status ‘could be a relief for employers’
The real possibility of new federal rules will give some companies the cover they’ve been seeking to proceed with vaccine mandates, Challenger said. In such a contentious moment, spotting a mention of someone’s COVID-19 vaccination status “could be a real relief for employers to say, ‘I don’t have to ask about this,’ ” he said.

Even though the U.S. Equal Employment Opportunity Commission has said there’s no legal breach if companies ask current staffers about their vaccination status, “an employer should refrain from asking prospective employees about their vaccination status until after they have received a job offer,” according to attorneys at Husch Blackwell, a firm representing employers.

Probing too soon might get them in hot water under the Americans with Disabilities Act, which bars employers from asking job candidates about potential medical matters before a job offer, the attorneys said.

Nevertheless, employers ought to make any vaccine standard loud and clear from the start and maybe even put a statement on the job application, the attorneys added.

How providing vaccination status on a résumé could be a gamble
Hall and Mazanowski say they haven’t encountered any nasty reactions to their job-search-related revelations. That doesn’t mean the strategy is risk-free, said Challenger. Generally speaking, résumés and job profiles should steer clear of controversies that could sink a job possibility from the start, he said.
In a smaller market, perhaps in an area with a lower vaccination rate, it might be a gamble to put mention COVID-19 vaccination on a résumé before having any other chance to make an impression, Challenger said. “You don’t know who an employer is, who might see it, who might take offense,” he said.
But in a larger market with a higher vaccination rate, Challenger said the mention could be a way to quickly stand apart.

Daniel’s not ready to say there’s a risky way or a wise way to talk about vaccination status in a job hunt. It’s a case-by-case situation, he said. But keep this in mind, he said: a LinkedIn announcement is out there for everyone to see. Waiting for a mention of vaccination status in a résumé could be a “deliberate decision because you see it as marketable,” he said.

Uncertainty over Biden’s vaccination mandate for employers
This all hits on a larger uncertainty with the coming federal vaccination requirements.
“There are so many open questions about how this plays out,” said Laura Boudreau, an assistant professor at Columbia Business School.

What she’s interested to know is how any federal vaccination-or-testing rules play out with businesses that have more than 100 workers but are small enough to stay out of the public eye — especially if those businesses happen to be located in places where vaccine hesitancy runs high.

For Hall, the upside to providing her vaccination mention outweighs any risk. “The pros are that it would make me stand out as someone who wants to travel for work and who is willing to take the necessary steps to make that happen,” she said. A risk would be pushback from people questioning the vaccine, but she hasn’t faced that.

As for Mazanowski, he’s willing to take his chances. “I felt that putting that I was fully vaccinated has more upside than not having it or the opposite.”

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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.

So you have a job interview with a CEO. Welcome to the big leagues! At this point, you’ve probably already made a great impression on the hiring manager and other key decision-makers. Now all that’s left is to sell yourself to the company leader.

Wondering how to wow the top brass? Here’s how to prepare for an interview with a company’s CEO.

Do some detective work
Put on your private investigator’s cap—you’ll need it to dig into the CEO’s background. Your mission is to gather as much information about the head honcho as possible so that you have intel you can leverage during the interview.

Check out the CEO’s social media accounts to see what businesses the person has worked for during their career. Based on what they share, what topics are they especially passionate about, and what accomplishments do they seem most proud of?
Also, do a search on Google News to see if they’ve spoken to media recently or have been involved in any major projects that are generating buzz.

Show admiration for the company
Not only do you want to research the CEO, but you also want to make sure you’re very familiar with the company’s history and any current news. You probably already did this kind of homework when you were preparing for your initial interviews with HR and the hiring manager, but it can definitely benefit you to reiterate what you learned to the CEO.

Like many people, CEOs are susceptible to flattery. However, you don’t want to come off as a brown-noser. Your best approach, therefore, is to compliment the CEO by praising the company’s performance. Maybe the firm earned above-average revenue last quarter, or it recently launched a new product that’s been in development for years. Your interest in the company will go a long way.

Prove you fit the company culture
While it’s critical that you call out your big career wins, core skills, and the unique perspective that you bring to the table during your interview with the CEO, you also need your personality to come through.
It’s no secret employers hire based on cultural fit. Leaders often set their company’s culture based on their leadership style, so demonstrating to the CEO that you’re a good fit is a must.

“Providing examples that demonstrate how your attitude and mindset make you a good fit to work there can help you show you’re in alignment with the company’s culture and values,” says Vicki Salemi, Monster’s career expert.

Get ready to revisit your answers
You met with the HR team and hiring manager, but don’t expect that everything you told them will have made its way to the CEO’s ears. Be ready to answer these common interview questions again:

• Tell me about yourself.
• Why do you want to work at this company?
• Why should we hire you?
• What do you want to accomplish in your career?

Questions to ask a CEO in an interview
Just as it’s expected that you’ll ask questions in your initial interview, you need to also have a handful of smart questions to ask the CEO.

• How would you describe your leadership style?
• What excites you the most about where this company is heading?
• What challenges within the company are you most occupied with currently?
• How do you set goals for this particular department?
• How and how often does senior management communicate with the rest of the company?

Say the right things
Acing a job interview with a CEO, hiring manager, or recruiter is all about choosing your words carefully.

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