Basically I sold myself I told him I was a hard worker very strong team player very good with people customer service and I can get the job done even if I don't know how to do it I will ask and be taught and performed my duties to the best of my ability and I'm very good at taking directions constructive criticism anything that would help better the business and make my job more efficient and yours easier I was hired right on the spot after about a week I asked if I could do more they asked if you'd like to be a sous chef I said yes they asking you cook I said yes at home but I'm willing to learn and take constructive criticism effectively and again get the job done I was hired on work there for about three months showed initiative and I was promoted to cook after cooking for 3 months same thing applied always asking if I could do more without actually doing more but show initiative and I was rewarded with the chef job

That I am a hard-working person and reliable. I'm honest and love helping others. Also I am always willing to learn new tasks.

So I'm super terrible at interviews, which is why I don't get jobs I'm clearly qualified for, my last job which was my first job I cried I literally only got the job out of sympathy, my interview skills will never get better I know that for a fact but i don't understand how some people get jobs so easily after another.

https://careersidekick.com/why-cant-i-find-a-job/ #jobsearch

Ways To Spot A Good Manager In Your Interview

One of the most important factors to consider when looking for a new job is "Who is my manager." It may seem simple enough, but managers typically have a direct impact on the morale and success of their teams. More often than not, the relationship you have with your manager is a critical factor in your level of job satisfaction. If positive, clear and intelligent management is lacking, it’s easy to lose motivation, enthusiasm, and productivity which would mean that likely you will be looking for another job.

We all want a manager that we like, respect and work well with, but unfortunately, this can never be guaranteed. Obviously, it’s difficult to predict exactly what your new manager will be like, but you can get a good idea at the interview stage. An interview after all, is a two-way process, which means that you should be assessing the company, the people working there and it's culture to see if this is the organization you would want to be a part of. Their meeting your criteria is just as important as you meeting with theirs.

During your interview for a new job, here are a few questions to ask yourself when meeting your potential manager. By paying close attention to a few key tell-tale signs, you can get a much better idea of the type of manager you’re dealing with.

Consider These Key Things:

What Has Your Correspondence Been Like?

Leading up up to the interview, how did you feel about the manager? If you’ve dealt with them directly, did you find them approachable and helpful? Did their phone calls/emails put you at ease? Were they respectful, and did they reply in a timely manner?

What Was Your First Impression?

What is your gut instinct about your initial chemistry? Of course, it would be a mistake to be overly impulsive and make your mind up about someone in the first few seconds of meeting them, but first impressions can be telling.

Are They Considerate?

Do they keep you waiting for a long time with no apology, or do they make a real effort to make you feel comfortable? Do they make time to offer you a drink or have some informal chat before starting, or are they extremely serious?

How Well Can They Communicate?

Are they clear, direct and confident in their questioning, or are they difficult to understand? Do they offer vague descriptions of the role and pose confusing questions? How they ask and answer questions in the interview will give you an idea of how they’d communicate tasks and projects to you in the role.

Are They Confident?

Read their body language. Are they relaxed, open and at ease, or do they seem uncomfortable and fail to hold eye contact? Confidence and openness are key to effective management.

What Is Their Energy Level?

Do they seem genuinely interested in your experience and passionate about the business? If they appear to lack enthusiasm and to be just going through the motions, they may not be a particularly inspiring manager.

What Do Their Co-Worker Say About Them?

Can you get any inside information about your manager? Do you know someone who works at the organization or has in the past? Get in touch with any contacts you have to get an honest view from someone who has worked with them. Obviously, use your discretion and act appropriately.

How Do They Feel About Their Job?

Do they reveal frustrations or undermine another section of the business during the course of your interview? If so, this could indicate a level of unprofessionalism and suggest they’re unhappy in their own position.

Are They Interested In You?

Do they ask in-depth questions and really listen to your answers? Do they appear uninterested? You want to work for a manager that is interested in you and in your success.

What Is Their Management Style?

Try to ask a few questions that might reveal their management style. For example, what might I expect from a typical day working with you and the team? Use your discretion and try not to appear too forthcoming in your questioning.

Are They Focused?

Are they distracted by phone calls, text messages or other interruptions? If so, this might be a sign of things to come, and it might be hard to keep their attention.

Are they Straightforward?

Can they give a straight answer, or do they show signs of awkwardness and vagueness with overly generic responses? Particularly note this if discussing the reasons behind the hire. Is there an indication that the experience with the last recruit ended badly?

Closing Thoughts

The more that you can find out about the person that you will be working for, the better you are able to determine whether you will likely be happy working for your prospective employer. If you pay attention and ask the right questions during your interview, you should be able to determine whether you and your new manager will be a comfortable match made in business heaven.

THOSE questions. How you answer them is key to winning the job! Here's how to be prepared: https://www.kfadvance.com/watercooler/job-hunt/how-to-tackle-5-interview-trap-questions #jobsearch #interview

I was laid off after 11 years and I have an interview tomorrow. Debate with my husband whether my copies of my resume need to be on resume paper or not. My husband says that's dated and it no longer matters, regular printer paper is fine?

Hey Jobcasers,

On Part #2 of my posting series: "Interview Tips", I want to discuss answers to another really popular question a lot of us see at all levels of employment: "What's your greatest strength?" While this question may seem simple at first, you may rethink just what you tell your interviewer in your next interview after reading more.

Let's start with the question of whether we should mention a skill-based or behavioral-based strength. In my opinion, it's better to use skill-based, but behavioral-based can be useful too (unlike the inverse that we discussed in Part #1: "What's Your Greatest Weakness" where your response should always be skill-based). What's far more important than whether it's skill-based or behavioral-based is that it is both relevant and backed by prior experience.

So let's go into what it means for your greatest strength to be relevant.

You might have a phenomenal eye for color theory and design which would serve you incredibly well in creative roles such as a Graphic Designer or UI Designer, but if I am looking for an Accounts Receivable Clerk, I don't see how that would benefit my organization in the capacity that I am hiring for. Does this mean that your creative side doesn't matter? No, but it doesn't get you any closer to the offer and when you're competing with other highly qualified candidates for a limited number of positions (sometimes as few as one), everything that's not actively helping you get the offer is actively hurting you, so maybe we need to rethink how we respond to that question.

Let's assume that you're applying for an Accounts Receivable position at a small business that uses QuickBooks as their primary accounting software. While your creative side is a wonderful bonus, it is not directly relevant, but what is directly relevant is that you took a course on LinkedIn learning on how to use QuickBooks and you actually taught your friend a few useful tricks for using it.

Is this an overwhelmingly strong "Greatest Strength"? No, but it's a lot more relevant to the position at hand and demonstrates that you have a grasp of what your duties will entail and will be easier to train for the position than somebody who has never opened up QuickBooks.

But what if you have no relevant skills or maybe you feel that a behavioral-based response will better help you make it to the next round of interviewing? You need to carefully comb the Job Description and get an understanding of the kind of environment you'll be working in, as well as the number of people you'll be working with.

If you're going to be working alone in data entry, then while it's great to be a team player, it may be less relevant than the fact that you're highly detail-oriented.

That means you should respond with the fact that you're detail-oriented, but it is imperative that you continue on this response with examples of times when your attention to detail prevented financial losses for your organization.

The issue with going with behavioral-based responses is that the vast majority of candidates do so both in the interview and on their resume, but without having clear, concise examples of these skills in your past performance, they are meaningless. It is the reality of the world we live in; I can say that I'm a team player and that I'm all about being a great leader, but unless I can give clear examples and references to verify the truthfulness of what I say, it's just talk. Having examples fresh in your mind will help validate the truthfulness behind your claims instead of leaving the interviewer to sit there wondering if you're really X or if you're just saying that because it sounds good.

I want to thank you all for reading, but I do want to finish on one very important note. No matter how valuable this employment opportunity may be to your career goals, never misrepresent yourself on your resume or in your interview. We need to remember that if the employment opportunity is not win-win (a deal in which both you and the employer are satisfied), then it is best to not participate at all.

I'll close on that note and thank you all again for reading.

Best Regards,

Gage Cherry

Many people think it's about them. It's not. That is one important way to improve your interview results. Employers/Interviewers are looking for someone who show in their thinking, through the way their speak and via their actions how they can solve their problems. When you achieve this - the chances of getting the job goes up.

Start with key things to understand about the opportunity. - What they need/seek:

MISSION Why the role exits - the problem to solve or opportunity to create value. The main activities of the role

VISION Picture of success - what the solution looks like :

Strengths

• Talent : Innate, naturally occurring preference
• Knowledge : Acquired through learning
• Skills: Acquired through practice

MOTIVATION Those who do well in the job they love

Fit Alignment between individual's behavioral relationships, attitude, values, and work environment and company culture

So remember during your interviews, be sure to answer 3 key questions :

• Can you do the job?
• Will you love the job?
• Can we tolerate working with you?

Ok so on an interview this question bothered me and I always said no. "Do you have any questions for me"? I would hesitate to ask about money or salary and when am I going to start seemed very cliche.. so I'd not ask anything. That was until, I got some interesting feedback on my review from my employer.. They viewed not asking anything as disinterest or no real commitment to the interview process.. so I have developed this and it has changed how successful i am in interviewing. Try it and if it's successful pass it on. The question I asked is " What are the three most important traits you are looking for in your employee in the position." It opens up a very interesting dialog and it seems like it helps them see you in a better light. So try it and let us know.. it would be great to see what variations work or don't.. Good luck to all.