Your Complete Post-Interview Checklist - Career Advice Blog for Millennials

Your Complete Post-Interview Checklist - Career Advice Blog for Millennials You wore your favorite interview outfit, answered their questions with humor and grace and shined the whole way through the process. You step out the doors of your future employer with a big smile and nearly leap for joy at how well you aced the whole thing, but the receptionist is still watching you. So, you save the excitement for the ride home and the drinks after with friends to celebrate. You know you havent got the job yet, but it feels like it. Use that feeling to motivate you as you complete this 12-point post-interview checklist. 1. Scream Heck Yes! in the Car Go ahead and let it out. You deserve it. Job well done! Now, put on your seatbelt. 2. Eat Your Favorite Meal The day was a whirlwind. Did you eat anything? Take time to reward yourself with nourishment, and eat your favorite meal. Cook yourself a dinner or call up friends to celebrate at your favorite restaurant. At least get a snack or stop for a slice of cheesecake. Splurge on your favorite artisan cheese and crackers. 3. Make Notes of the Interview How did the flow of the day go? Did you or the interviewer make a reference or recommendation you should write down? Did you find any mutual interests or goals? Aside from the interview itself, makes notes about the work culture, resources, coffee supplies, office layout and other items of your interest. You still need to weigh the pros and cons and let the whole day sink in, so the notes will help. The details you write down will also help you write your thank you notes and make follow-ups. 4. Reflect on Why Youre Excited While you still have your pen, write about why youre excited about this opportunity. What are you thinking? Does this role give you a chance to grow your career or travel? Do you get to help people on the front lines instead of hiding away in a basement? Do you feel like youll actually be valued instead of seen as a cog in a machine? Find your reason, and use that to guide the tone of your thank you notes. 5. Send Your Thank You Notes You released all that extra energy and wrote down details about your interview experience, reflecting on why youre excited. Your thank you notes will keep you on the radar and make you stand out. Only 20 percent of interviewers mail a thank you card, but if you do, you will get their attention. Send an email and a thank you card to quickly reach the decisionmakers if the turnaround time is swift. Write out a draft or two without putting in the full details of the recipients before you hit send or seal the envelope. Mention the name of the position. Thank them for the interview in the first paragraph, noting anything special. In the second paragraph, get specific and highlight your favorite and best moments. If you connected on a topic, address that. Keep your note short, sweet and specific. 6. Follow Up Do you want to spend the next few weeks waiting and waiting and waiting some more? If a weeks passed, take a more proactive approach and follow up. If you send your card after a week, wait another week to check in. Many companies reasonably decide within two weeks or so after interviews. Interviewers know the follow-up is a part of the process. Did they give you an estimated decision timeframe? Use this as your guide, and send your follow-up near this time but not right after your interview. Do it in the form of a check-in as a phone call or email to your contact: Hi Anne, I hope everything is well on your end. You mentioned the decision for the junior marketing position would be made by the end of the week. Im excited to hear more once you have an update. Let me know if I may provide anything to assist in the decision-making process. Forgot to ask a question during the interview? Use this as your opening to initiate the follow-up, but keep the questions specific and succinct. Hold off on salary and benefits questions until you get approached by the company with the details of the decision. 7. Add New Contacts to Your Network In your follow-up, you may also add an area where you ask if you may connect on Twitter or LinkedIn. In many cases, its perfectly acceptable to click those Follow buttons a few days after the interview. Add your LinkedIn and other professional social media to your email signature. Make sure your profiles are clean of personal information first. Think of the person and not the role when you add another professional to your network. Genuine connections beget a more rewarding network and professional relationship, so engage with their updates online and offer help where possible. You likely gathered several business cards during the interview and company tour. Connect with those individuals around the time you follow up or at any point afterward. Make your emails personal to your connection at the time and follow a similar structure to the thank you note email suggestions for structure. 8. Arrange a Coffee Meeting With a Mentor You may feel out of sorts about what this prospective move will do for your career, how to follow up or deal with the process of waiting. Arrange a coffee meeting with your mentor to share your concerns, reconnect and come away with tips for keeping your head clear and in the job search game. Treat your mentor to a coffee and scone for all their help and encouragement. Ask how you can assist them in return. 9. Follow Through on Interviewer Recommendations During the interview, you may connect with others on a particular topic and get recommendations to check out a book, podcast or speaker. Now is the time to make good on that. Head to the bookstore to pick up the book. Listen to the podcast while you work out. This gives you more information to connect at a later date and builds your resources for your career. 10. Listen to TED Talks to Stay Motivated Feeling like you dont have what it takes on paper? Listen to Regina Hartley talk about how the perfect candidate may not have the perfect resume or Stefan Sagmeister discuss the importance of time off for happiness and productivity. You need a reminder that you bring unique talent to the table and the importance of nurturing that and yourself. 11. Maintain Personal Routines and Self-Care Waiting for the decision may affect your normal routines that maintain your health and happiness. If out of a job, your savings may look low. If you feel stuck in your career, you may wonder when it will take off, if ever. Maintaining your routines keeps you focused on the day to day, and the waiting wont feel so long. Fill your plate with leafy greens and less stress. Go to bed early for your eight hours of sleep and shut off your phone. Meet a friend for dinner, and practice small acts of self-care. 12. Keep the Search Going Yes, you had a great interview â€" but the decision isnt final yet. So many opportunities exist in the world. Keep yourself open to them. Reflect on your resume and interview tactics. Go to other interviews. Network and attend conferences. Keep the search going until you find what youre looking for. The wait for a decision may feel like it takes forever, but you can use your postinterview time wisely to build your network, reconnect with a mentor, and reflect on your job search strategies and progress. Remember to take time for yourself. Subscribe to Punched Clocks for more on getting ahead in your career and life. Keep the conversation going by commenting and sharing. Get everything you need to build a career you love by signing up for the newsletter.

Choosing Good Resume Writing & Linkedin Seo Get Recruiters to Pursue You

Choosing Good Resume Writing & Linkedin Seo Get Recruiters to Pursue You Ideas, Formulas and Shortcuts for Resume Writing & Linkedin Seo Get Recruiters to Pursue You LinkedIn allows 2000 characters in every single profile section, but that doesn't indicate you should use all them! LinkedIn makes it simple to attach with people that you know by importing your contact lists from websites such as Gmail. LinkedIn makes it simple to locate and follow companies. Luckily LinkedIn permits you to have many unique sections inside your profile and therefore you may spread them out over your profile. So once you finish your profile, be certain you include things like the industry buzzwords utilized in your field, and sprinkle them throughout. Also, recruiters are essentially cattle herders. Follow businesses in your industry, especially the ones that you're applying to. You wish to stick out from competing job seekers. You will learn how to create high excellent profile and l ocate the new job you desire. Great if you're trying to find a new job or only need a career upgrade. If you're actively looking for a new job, it is not the worst idea. Do an Advanced Search to determine professional groups in your region and get involved. Therefore, if you discover another LinkedIn user whose Experience section appears tailor-made for you, you are going to want to use caution in borrowing it, as doing so can result in a plagiarism case. Finding jobs as an SEO Associate and the remainder of the nation may be a hard and long practice. When used strategically, LinkedIn can be an effective tool to assist you advance your career. A properly executed social media profile on LinkedIn is a significant job-search tool which increases your visibility, but it doesn't guarantee that you'll be observed, or seen by the folks with the authority and the urge to employ a professional like you. To assist you in finding the best ways to learn LinkedIn marketing online, we have located the Best Courses about the topic. Technology has changed every part of recruitment. The Honest to Goodness Truth on Resume Writing & Linkedin Seo Get Recruiters to Pursue You Before you commence writing or updating your profile, you should prepare a list of words which are related to your career. It's crucial to have a whole Headline that clearly defines your specialties and the types of problems you solve. Doing a search for your college or university is an excellent way to contact alumni who went to the identical school as you. Just read his reviews and you'll observe that enrolling in Lance's courses are the very best usage of your time.

How My ADD Actually Helped My Career - Work It Daily

How My ADD Actually Helped My Career - Work It Daily Today, I’m home with the flu, which I haven’t had for some 20 years. I suppose most of us know the feeling when life gets in the way and messes with our plans. Well, this has caused me to reflect a bit about how I came to be where I am today, and why I feel so passionate about Career ADD and speaking out for those of us who are suffering with these afflictions. There is a wonderful site that I often refer to, www.adderworld.com. I want to encourage you to check it out. It may help give you a voice and/or become aware of tools available for diagnosed or undiagnosed ADD/ADHD. So, the part of my story I want to share with you is a very dark time in my life after leaving KidzArt, the company I founded, which continues as an international art franchise today in 11 countries and 29 states. At the time, I left, I was longing to return to career counseling. This is the work I have always loved and I don’t foresee that changing any time soon. I was then locked into a semi-corporate structure â€" one that never suited me and, because it was my “baby,” I felt compelled to make a go of it for myself. The truth is, I was seriously burning out. I was unhappy â€" miserable in fact. I did not wake up looking forward to the days’ challenges as I had in the beginning. When the company was formed, we really had no clue how to successfully form a franchise system. It was a combination of luck and tenacity that kept us going, but at the expense of leaving a negative mark on the folks I worked with due to my ADD. At the time, I was undiagnosed. I had no clue why I felt different (as I had my entire life) and why others didn’t get what I was trying to accomplish. After all, I was the one who brought pretty much everyone into the company and had taken steps to develop the concept. Had it not been for ADD, I doubt that KidzArt would exist today. It’s called “hyper-focus” â€" something we do when we are truly engaged. Of course, that is the good news. Deep down, I felt that how I envisioned the “big picture” (an ADD characteristic) was what needed to be done to make us successful. Sometimes, it almost felt like having “psychic” abilities, but trying to fit in with “normal” folks can be a challenge, to say the least. I don’t know how things would have changed had I known or been diagnosed, but frankly my leaving was the best thing that could happened. Perhaps I would have left sooner. It was not on good terms. I lost friendships, trust, and confidence. Not pretty. Our administrative assistant was a very organized and almost “anal” personality, and as you can imagine, we clashed on almost every level. Details? What details? Organized? Not! A few months before leaving KidzArt, I got divorced and became a newly single mom. In addition, the company took a nosedive due to the recession. Our salaries were cut in half â€" not good in my situation. I became fearful and negative, and dreaded our Wednesday afternoon staff meetings. Each month, I was going deeper and deeper in the red with no back up. I wanted out of the torture that I spent so many years creating. Life happened. So financially, emotionally, and physically, I had bottomed out. Once I was diagnosed, I began to check myself with other people. While it’s not perfect, I am living a much less stressful life and doing more of what I enjoy. With my skills and background in career counseling, coupled with my knowledge of how ADD can take a tremendous toll on our lives, I have set out to bring Career ADD to the forefront. Not only can I relate to it personally, but it brings out the best in me. For me it’s about: Having a purpose that helps me stay on track. Continuously seeking tools to manage my ADD. Having the support I need and understanding to move forward and succeed by doing the things I love to do in my work. Telling my story. Sharing my insights. Keeping my eye on my Big Goal and taking small actions to reach it. What's your story? Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

After the Interview A Thank You Note Isnt Enough - Your Career Intel

After the Interview A Thank You notenzeichen Isnt Enough - Your Career IntelYou just had a great job interview. Youre convinced its the right job for you. Now what? There are different ways to follow up on a job interview. Much depends on who you talked to and the priorities of the hiring organization.At a minimum, you should send a thank you note to everyone you spoke with. Make sure you have the right titles and name spellings and send the notes within 48 hours of your interview. If your interview was on a Friday, follow up first thing Monday morning to stay top-of-mind.But if you truly want the job, you need to do mora.Assume that the employer is interviewing other candidates. To stand out from everyone else, you must continue to sell yourself and express your enthusiasm for the position.Ultimately, you want to convince the employer that youre the best person for the job, the solution to their problems, and that you will fit in very nicely with the company culture.For a moment, pu t yourself in the shoes of the employer.Lets say the leading candidate follows up with a polite, but generic, thank you note. The second-best candidate writes a much more thoughtful note that demonstrates close attention to what the interviewer said and provides ideas on how to tackle the biggest challenges associated with the position.In all likelihood, the number two candidate will jump to number one. Heres a game plan on how to win the post-interview follow-up.How to Follow Up After a Job Interview The First RoundWrite personalized notes Get the business card of everyone you spoke with individually and follow up with emails that reflect an important point from each conversation. Dont send the same note to everyone.Youll probably interview with the hiring manager and the hiring managers boss. In many cases, youll also interview with a HR person, colleagues who youll be working with closely, and perhaps a manager from another departement that will be impacted by your performance.Tr y to understand and address the concerns of each individual.For example, lets say youre interviewing for a product development position reporting into the director of new business. You spoke briefly with the director of marketing who talked about the importance of collaboration and trust between the two departments.Your follow up might say something like thisI appreciate the importance of soliciting input from marketing at every stage of product development, from the initial concept to the building of prototypes to the final design. By working together throughout the process, I know we can maximize our chances for building products that meet customer needs and that we can market successfully.Focus on the hiring manager In most situations, the hiring manager will be the person youll be reporting to and will have the biggest say in who gets hired. Provide that person with the most detailed and persuasive follow-up note.Again, avoid any language that sounds generic. You want to demonst rate that you listened very closely in the interview, you understand the hiring managers needs, and your qualifications and experiences are a perfect match for the position.Following Up Again The Second and Third RoundsIn the second round, it is a good idea to send a work product from a previous job that closely relates to the position youre seeking. For example, if the hiring manager said that part of the job will involve evaluating acquisition candidates and this is something you did at your previous job then send your best research reports to the hiring manager.If you dont have a relevant work product, you should create one to demonstrate that you have the job skills needed for the position. You can also present your thoughts on how you will proceed with a new initiative that will be an important part of the job. While you dont want to come off as presumptuous, you do want to give the hiring manager a tangible sense of how youll perform in the role.For C-Suite positions, Ive fo und that some candidates send an example 30/60/90-day plan in their first follow-up email. In my opinion, this is not a good idea as hiring managers may interpret this as over-stepping. Wait until youve completed the second or third rounds of interviews to demonstrate that you understand the growing pains of the company and show how you can problem-solve with your expertise.In either scenario, be mindful and respectful of not disclosing any trade secrets or confidential work product from a current employer. Redact names and hide proprietary information.Emphasize culture fit Through your research and interviews, youve probably gotten a good sense of the company culture. Is it entrepreneurial and collaborative with open work spaces and a loose hierarchy? Or, is it more traditional and bureaucratic? What are the qualities that are most valued in employees? What is the companys overarching mission?In your follow-up notes particularly to the hiring manager and the hiring managers boss express your understanding of the organizations values and mission and your conviction that youll thrive in their organizational culture.Waiting for the Decision The Final CountdownAfter youve sent all of the appropriate follow-up notes, give the organization time to make their decision. If they didnt give you a specific date for a decision, its fine to follow up a week later. If they did give you a specific date, follow up within 48 hours. You want to appear interested but avoid coming across as desperate.Sometimes things happen like hiring freezes or other events and the organization has to postpone the hiring decision. If they leise appear to be interested in you, stay in touch with the hiring manager by occasionally sending emails about industry events or topics of mutual interest.If you dont get the job, try not to be too disappointed. Even in todays tight labor market, theres multiple candidates for most positions.Send a polite note thanking everyone for their time and your a dmiration for the company. Ask them to keep you in mind for other positions in the future.Authored by Carolina King

How To Decide When To Start Your Maternity Leave

How To Decide When To Start Your Maternity Leave To leave or not to leave before the birth? Figuring out when to begin your maternity leave is quitethe conundrum. On the one hand, youre exhausted. Spent. Swollen. And want to spend just a few more minutes in the nursery which obviously is now the most expensive room in the house. On the other, you want to spend every minute possible of the (terribly-allotted) three months off you receive on FMLA with your new baby. The solution? Balance. And here are three ways to ask for it so you get the best of both.Ask for a modified work schedule. Before you go ahead and abflug the FMLA clock four weeks before its necessary, consider speaking with your employer about a modified work schedule until the baby is born. Ask if you can work part of the day in the office and the other part from home. See whether you can take half-day Fridays by working an extra hour Monday-Thursday. Your anfhrer may or may not be able to accommodate these requests, but please. Just ask.Ask for a flexible arrangement. The research is clear that when our workplaces give us the freedom and ability to work from anywhere (ahem, home, please), productivity skyrockets. platzset up a one-on-one with your boss to let her know that youre 100% committed to seeing your work through before the baby arrives and youll best be able to accomplish that in a modified work setting at this point. Bonus? If you can prove to her that the arrangement works nicely for everyone, you might be able to swing something more flexible after the baby arrives.Ask for intermittent FMLA. If youre searching for a more holistic approach, ask for intermittent FMLA. Come to terms with the fact that your post-baby version of work-life balance looks a whole heck of a lot different than it did before baby arrived. Replace the lofty idea of achieving day-to-day balance by looking at your work/life scenario as a whole. When you can adopt this perspective, it may be worthwhile to begin asking for intermittent FMLA beginning the month before baby is due to arrive and continuing on an intermittent basis when baby is here. Express to your boss that you are ready to have some time off before the baby comes and youre willing to do that at the expense of logging on a bit to work from home during your three months off. This scenario is a win-win. Your boss gets to benefit from not losing an entire person in the workflow, and you get to maintain a very small amount of professional channeling as you learn how to wear this new mom identity. Oh yeah, and you wont miss out on as much pay since theyre probably not paying you for your leave anyway (sigh).The overarching message is that if you dont ask, you wont know. Set the precedent today that you know you are a valued, contributing employee and that part of continuing on that path means fighting for your rights as a mom in the workplace. So go ahead, ask. Ask for that modified work schedule. Ask for that flexibility. And ask for a more holistic approach to FMLA. You got this, mama, you got this.--Allie Hofer, a self-proclaimed career matchmaker and work-life balance enthusiast, is a Professional in Human Resources (PHR), Society of Human Resource Management - Certified Professional (SHRM-CP), and Recruiter Academy Certified Recruiter (RACR). After having herfirst child, she opted out of the traditional office setting to work from home. Since then, she hasbeen consulting with organizations in the public and private sectors to support the Human Resources function in recruiting, compensation, training and development, and performance management.She started Office Hours with the belief that instead of creating resources and companies to help women return to work, we should help themfind flexible opportunities so theynever have to leave.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

7Park Data Company News

7Park Data Company News Below is an article originally written by PowerToFly Partner 7Park Data, and published on December 11, 2018. Go to 7Park Datas page on PowerToFly to see their open positions and learn more.Were thrilled to announce that 7Park Data has been acquired by Vista Equity PartnersThis achievement could not have been realized without the remarkable efforts of our dedicated team, the trust of our partners, the belief of our investors, and the hilfe of our deeply valued clients.We founded 7Park six years ago with the goal of delivering tremendous value to data owners, by transforming their raw data into analytics-ready assets, and data consumers, by providing critical insight needed to make better decisions.Today, extracting value from raw data is a challenge faced by every company in every industry globally. Our partnership with Vista will enable us to help companies execute their critical data initiatives on a much larger scale by opening new markets, developing new p roducts, and accelerating investments in our team and technology. As we scale, we will maintain our relentless focus on delivering value to our clients and partners.We are energized by our opportunity ahead and look forward to realizing our markedly bigger vision for the next phase for 7Park.Lastly, were incredibly fortunate for the success we have had to date. Thank you to all who supported us through this journey onwards-Alex and Brian, Founders

How to Get Hired Be Successful At Memorial Sloan Kettering

How to Get Hired Be Successful At Memorial Sloan KetteringHow to Get Hired Be Successful At Memorial Sloan Kettering In a competitive labor market, one of the biggest challenges that any company faces is recruiting talent to choose their organization over all others. But thats one problem that Memorial Sloan Kettering is lucky enough not to face, admits theirSenior Vice President and Chief Human Resurces OfficerKerry Bessey. People really want to work here its a pretty easy sell, she says, laughing. Perhaps its not much of a surprise. After all, when yur long-term goal is to eliminate cancer, who wouldnt be on motherboard with that?But the truth is, a clear and compelling mission is only half of the story of MSKs success as an organization. The other half is about rallying the team around that mission, and then providing them with all of the tools they need to be successful - something that MSKs CEO Dr. Craig Thompson has done well enough to earn a spot on Glassd oors Highest Rated CEOs list for 2017. And of course, he wouldnt have been able to do it without an incredible HR leader right by his side.MSKs Kerry Bessey spoke with Glassdoors Emily Moore recently to discuss how she works with Thompson to make their organization a great place to work, how to hold difficult conversations, and how to ensure that your HR department receives the budget and resources necessary to do a great job - here are a few highlights from their conversation.Kerry Bessey Youre right - Craig deeply cares, so its not an issue here I think company culture translates to what makes people want to work some place. If your CEO doesnt care about your culture it may be that culture hasnt been framed around metrics, metrics such as turnover and engagement . At the end of the day, the word culture gets batted around a lot. I prefer to think about the elements that make employees want to work someplace and stay some place. Engaging leadership in that discussion is a l ot easier than talking about something that sounds amorphous.Kerry Bessey I think were very fortunate and stand somewhat apart from many organizations because people believe so deeply in our mission . When you have that kind of common foundation, people work for more than money. I think they find that they like working with people who share that sense of mission with them. Its in our DNA and makes employees value being here and makes them want to stay. Having said that, there are, of course, in any organization leaders who either arent focused on the employee experience or dont know how to work with their employees. We focus on giving them both information and tools. Additionally, we try to tie everything that we do to both the mission and our strategy, and how it will rckendeckung the institution and the work we are trying to do.Kerry Bessey I think people are going to give you feedback one way or the other, through a variety of mechanisms, whether its absenteeism, leaving, or worse than that - resigning on the job and not being engaged. Employees are constantly giving you feedback. If you pay attention to it, you can learn something and do something about it while theyre still here and still engaged. Its worthwhile to get even bad feedback or negative reviews, if it helps you understand what your employees are feeling and what theyre saying to other people about your company. Kerry Bessey The good news for us is we havent had to have too many difficult conversations with our workforce. However, when we have, we err on the side of transparency and give as much information as we can, because people, if they dont have information, will imagine something or make something up to fill in the gaps, which can be far more negative than the actual facts. Even if you have a negative message, the fact that you are being straightforward and transparent with your employees will be respected.Kerry Bessey Its all about making a business case and using metrics in wha tever business youre in. Ive been in tech, and Ive been in publishing, and Ive been in healthcare - the fact is that all businesses run on metrics associated with people and the acquisition and use of people in the organization. I think its about understanding what metrics really resonate with your leadership team, what metrics drive the business, and understanding how the delivery of quality hires and retention of really good people matters. Kerry Bessey ur secret weapon is our own people who refer people to us constantly. We also incent employees to refer people for hard to hire jobs, and of course we do all the things that every other sophisticated business does. But people really want to work here its a pretty easy sell. I have an easy job. Im sorry. LaughsKerry Bessey There is a very special kind of camaraderie and culture here. One of the things that we do to make sure that that doesnt change is we listen to employees . We focus on the data we get from employees, both a bout patient care and about the workplace. And whether its informal in terms of focus groups or skip-levels or more formalized through surveys, we really pay attention to the feedback that we get and I think that makes a big difference. We listen to what is working for them and what isnt working for them. We try and get some concrete wins on the things that arent working for people. We do that on an ongoing basis.Kerry Bessey Its an intangible. Its hard to describe, but people are so focused we have the advantage of having a long-term strategic goal of curing cancer. That is a pretty lofty goal, but we also have the day-to-day opportunity to see patients and families in our environment, and I think everyone is focused on making sure that they are getting the best care and the best support that they can. unlike the strategic mission of curing cancer, patient care is more tangible and immediate, taking place every day. That combination of an important long-term goal and the short-ter m reality of caring for patients and their welfare really unites people.Kerry Bessey I was meeting the people on the leadership team. I met a lot of them, including members of the board. I asked them as many questions as they asked me, and one thing that really impressed me was the shared vision they had about where they were going, how they wanted to get there, and what was important. When you are able to see that a leadership team has that much unity of vision, that was very compelling for me.Kerry Bessey Actually, I think its pretty simple. I think leadership is the ability to inspire and enable the people that are working in the organization to come together to realize the organizations mission. It really is creating an environment and support for people doing their best work.