charting the course snhu career 2016

Charting the Course

NAVIGATIONAL RESOURCES FOR CAREER PLANNING

GROUP PRESENTATION BY THE CAREER ADVISING TEAM AT SOUTHERN NEW HAMSHIRE UNIVERSITY


1 SOUTHERN NEW HAMPSHIRE UNIVERSITY CAREER SERVICES TEAM 2016 © ALL RIGHTS RESERVED - GCDF GROUP PROJECT

Table of Contents

Introduction .................................................................................................................................................. 2

12 Steps to Ready to Refer ........................................................................................................................... 3

S E C T I O N 1

Intake Form .................................................................................................................................................. 7

Informational Interview Questions ............................................................................................................... 8

S E C T I O N 2:

Negotiating a Job Offer ............................................................................................................................... 11

Social Media & Your Career Search ............................................................................................................. 13

Networking: The Key to a Successful Job Search ......................................................................................... 16

LinkedIn: The Electronic Filing Cabinet for Your Contacts ........................................................................... 18

Cover Letter Worksheet .............................................................................................................................. 21

S E C T I O N 3:

The Interview .............................................................................................................................................. 23

Applying for Jobs ......................................................................................................................................... 44

Weekly/Bi-Weekly Check-Ins ....................................................................................................................... 52

After-Care .................................................................................................................................................... 53

Project Attributions ..................................................................................................................................... 55



Introduction

Southern New Hampshire University’s COCE Career Services is a department of over 30 professionals

assisting approximately 20,000 students. The central objective of all aspects of the institution’s work

revolves around student success; thus, a critical, data-driven review of the scope of assistance and

processes needed in supporting our students through their career aspirations is at the forefront of every

decision that we make. Through this strategic plan, the department acknowledged the need for a more

formalized process which would assist, both the career advisor and the student, in covering a prescribed

set of topics associated with a typical job search in an organic way.

The product of this research is known as “The Ready 2 Refer Program.” It involves three steps:

Step 1 - an introduction including a discussion of career goals, while identifying obstacles, and

setting expectations.

Step 2 - an intensive document collection process including resume and cover letter reviews, the

development of job searching strategies, discussing a student’s social media presence, as well as

discussing how to conduct an effective salary negotiation.

Step 3 - the finalization of the referral in which interview preparations occur and active

applications for jobs begin.

The Beta testing for this process began in the summer of 2015. The success for the students participating

in the launch was promising and a formalized, department-wide implementation occurred in September

of 2015. As the process solidified itself, we were able to see that an average of 34 days was needed to

move the students through all three steps. In an effort to try to make this process more efficient, so as to

provide assistance to more students, the department has begun to change the approach to The Ready 2

Refer program to try to condense the steps into a two week process. The pages that follow are student-

facing resources to assist the career advisors in gathering all the relevant information necessary to move

students successfully through our program while maintaining a high level of quality assurance.



Below please read an overview of the 12 core competencies outlined by the Career Development

Facilitator Training in conjunction with Southern New Hampshire University:

12 Steps

1. Scan the environment:

Our environment is incredibly unique to the population of students that we serve. SNHU is

dedicated to the mission of providing accessible and affordable higher education, which provides

an opportunity for a wider demographic to take advantage of the educational opportunities at

SNHU than traditional college students, alone. The average student at SNHU is in his/her mid-30s,

with our strongest population being pulled from New England. We offer over 200 degree

programs at both the undergraduate and graduate level, with career advisors serving as subject

matter experts for their particular student populations. We also have two additional groups that

we partner with, Business Development and Career Connections, which support our

departmental goal for high student employment rates within 6 months of graduation by way of

the Ready 2 Refer program.

2. Define and describe the target population:

For our CDF training group project, we wanted to target the student who disengages from the Ready 2 Refer process. These students tend to have a few common characteristics:

a. They are in programs that have much broader outcomes- such as psychology and English-

as oppose to accounting. Though this cannot be said of all the humanities and social

science students, these students are generally the most difficult to motivate to push

through the process in the prescribed parameters of two weeks.

b. They are incredibly busy and juggle school, work, and family obligations, and we appear

to be another one of those obligations.

c. They take less accountability for their job seeking success.

This, of course, is all wrapped up in the demographics of our population who tend to be:

d. First generation college students

e. Career changers on the undergraduate side—Career ladder climbers on the graduate

side (depending on the program)

f. In their 30s

g. Socially isolated as far as their academic work is concerned

3. Identify and describe the needs:

One of the biggest issues that we all had was the student being accountable for their own

progress, and putting in as much work as their career advisor. Creating accountability measures

was crucial in incentivizing engagement and identifying an effective use of career advisors’

productivity. We also knew from experience that too much information became overwhelming,

so we let this fact inform our approach to our project. In addition to this, there is also the need to



help students create social capital and interpersonal skills, which comes much more naturally in

an on-campus environment where students are surrounded by their peers, professors, and

community members. This is incorporated throughout the project through specific exercises as

well as discussions of soft skills.

4. Identify the Stakeholders:

a. Students

b. The Career Team

c. SNHU as a whole (employment means less student loans defaults)

5. Write clear, concrete, measurable objectives

We are currently expected to get students through the Ready 2 Refer process in two weeks.

Today, the 10th of February, 2016, we were told that we had improved to 27 days from 34 days.

This coincides with a goal of 2 students through R2R each week, per advisor. This, of course, is all

to reach our annual student employment percentages within 6 months of graduation.

6. Determine how the program will be evaluated:

We each have a “dashboard” where we keep start and end times for all students going through the process. This dashboard is analyzed weekly to check for improvements in our turn-over times. We also have a metrics page created by our data team which tracks the employment data captured by leveraging CRM (the customer relationship management software the school uses to house all student documentation). When a student gets a job, we change their employment status in CRM to reflect full-time or part-time, as well as in-field or out-of-field.

7. Determine content and method of delivery

We decided a Ready 2 Refer, or R2R, workbook that engaged the various learning styles was the

best mode of delivery. It will be delivered at the beginning of the R2R process with each student.

8. Determine needed resources:

We had most of the resources independently of one another, so our project was more about building a brain trust between the 13 participating career advisors. We leveraged our knowledge of career resources outside, and inside, our own institution, in order to create polished, consistently branded documents.

9. Identify significant barriers:

a. Student demographic and previously addressed needs of the population

b. Student schedule

c. Constant changes within the department

d. Different learning styles

e. Overhaul of career advisor’s individual R2R styles/ the learning curve



10. Develop a plan to market and promote

We proactively outreach all students as soon as possible once they reach the 6 month mark prior to graduation. We also use several other outlets which promote our efforts including our own team’s social media outlets (blog, Facebook, twitter, LinkedIn), efforts from our in-house marketing team about SNHU as a whole (blogs, feature articles, success stories, journals, social media, etc), and we collaborate with academics, and other departments, whenever possible!

11. Deliver the program

While the accelerated R2R process is already in effect, it is our hope to begin using the R2R workbook as an additional resource and guide to our students and colleagues in the coming weeks.

12. Revise based on experience and evaluation

Next month, the department will re-evaluate the data collected for days-needed to complete the process, as well as the number of employed students through the program. It is our hope that, once in practice, we will be able to see the length of time necessary to complete the three steps will decrease to approximately 10 business days.



Intake Form

Informational Interview Questions 6



“All our dreams can come true- if we have the courage to pursue them.” ~Walt Disney The intake form below is a form, used by the career advisor, over the phone, to initiate an introductory phone call. In the event that a student cannot be accessed via phone, this information could be captured in an email template to ensure that all the necessary data is collected at the beginning of the process.



Information Interview and Network Inventory Tracking “The greatest thing in this world is not so much where we stand, as in what direction we are moving.” ~Oliver Wendell Holmes. Informational interviews are fact-finding meetings that will help you gain insight into an industry, occupation, or a specific employer, as well as learn what types of skills are needed in the job and establish contacts that may help you find employment in the future. SOME SAMPLE QUESTIONS THAT YOU MIGHT ASK: • How did you decide on this career? What was your career path? What was your major in college? • What are the entry-level jobs in this industry? • What skills are needed most for this type of job? • What type of individual usually succeeds? • What are some of the problems/decisions you are likely to face in this role? • What are the rewards/challenges/frustrations of your work? • What do you wish you would have known prior to entering this field? • What is it like to work in this organization? • What would you change about your job if you could? • Where do you see yourself going from here? • What are the new developments in the field?

Name Of Contact

Method Of Contact Date Follow up Action Leads/Results



“Exploration is the engine that drives innovation. Innovation drives economic growth. So let’s all go exploring.” ~Edith Widder NOT SURE WHAT YOU WANT TO DO? If you’re unsure of what you want to do with your life, or you’re concerned your current degree isn’t the one for you, there’s no need to worry! The SNHU Career Team has compiled a list of awesome tools that can help you explore potential career paths that align with your interests, passions, training, and other qualities.

FOCUS2 (www.focuscareer2.com) provides self-assessment tools and other career resources to help you with career exploration and readiness, creating an action plan, and developing a portfolio. The service is available on the SNHU Career page on mySNHU. The access code is “snhu.”

List 5 job titles and degree plans you found on this assessment: 1. ___________________________________________________________________________

2. ___________________________________________________________________________

3. ___________________________________________________________________________

4. ___________________________________________________________________________

5. ___________________________________________________________________________

MyNextMove (www.mynextmove.org) is a resource sponsored by the Bureau of Labor Statistics. This site allows you to search for potential careers by keyword and industry. There’s also an assessment tool available that will provide suggested career paths based on your interests and training. List the top 3 personality scores you received: 1. ___________________________________________________________________________

2. ___________________________________________________________________________

3. ___________________________________________________________________________

MySkillsmyFuture (www.myskillsmyfuture.org) is another tool sponsored by the Bureau of Labor Statistics. This site provides users with potential career paths based on current or previous jobs. This is an excellent tool if you’re interested in careers that share similar skill sets.

List the top 5 career matches you found on this site: 1. ___________________________________________________________________________

2. ___________________________________________________________________________

3. ___________________________________________________________________________

4. ___________________________________________________________________________

5. ___________________________________________________________________________

http://www.focuscareer2.com/portal/login.cfm?SID=1068

http://www.mynextmove.org/

http://www.myskillsmyfuture.org/



Negotiating a Job Offer Social Media & Your Career Search

Networking: The Key to a Successful Job Search LinkedIn: The Electronic Filing Cabinet for Your Contacts

Cover Letter Worksheet



Negotiating a Job Offer “Let us never negotiate out of fear, but let us never fear to negotiate.”- JFK It is important for every person to set a solid foundation for effective negotiations when job searching in order to be as prepared as possible through careful research, conversation preparations, and taking into consideration the entire compensation package. Goal: Protect the relationship with the employer during the interview and job offer negotiation process. Shared Goal: Employers hire a problem-solver who will assimilate into the team easily. Candidates will land in a role that is a good fit with a foundation of mutual respect for both parties. Tone: Exploring what is possible/flexible on the employer’s part using a respectful tone/approach Rule of Success: Whoever mentions the first number loses, so ask, “What is typically offered at ____________ company?”

REMEMBER:

Negotiate on those items that matter the most to you, not everything!

Reaffirm that you are very excited to receive the offer and that you are sincerely interested in the position, and you are considering the whole offer package.

Mention that you have a few follow-up questions.

3 ITEMS UP FOR NEGOTIATION: PAY, BENEFITS, FLEXIBILITY

1 - Pay

Items to Research:

What is the pay range for this position? (Research on Glassdoor.com, Payscale.com, Runzheimer.com)

Is there a sign-on bonus and is it adjusted for taxes (so you clear whole amount)?

What is offered in high cost housing locations? Is there an add-on to annual base pay? Sample Questions:

1. I have researched what this position typically pays for someone with my experience. Is there any flexibility in the base pay?

a. If the answer is no, then ask, “Would it be possible to consider a salary adjustment in 90 days if I deliver excellent performance to your team?”

b. If the answer is no, then ask, “When do annual increases typically occur for new hires?”

c. If the answer is yes to 1. or (a) , sincerely thank them for doing what they can on your behalf.

2. I have researched what housing will cost by looking on realtor.com for this area. Is a housing allowance provided, by chance, to help new hires adjust to the increased housing cost?

https://www.glassdoor.com/index.htm

http://www.payscale.com/

https://www.runzheimer.com/

http://money.cnn.com/calculator/pf/cost-of-living/



2 - Benefits

Items to Research:

Vacation offered: What do you need/have now/hope for?

How many Paid Sick Time/Personal Days will you get?

Is Paid Time Off (PTO) clustered together/offered? o What does it include?

Sample Questions:

1. When would I be eligible for medical, dental, life insurance, 401K participation, ST/LT disability insurance?

2. How much will it cost out of pocket annually for insurance? 3. In my current job, I have X weeks of paid vacation provided. Is there any flexibility in

the number of vacation days offered here? a. If the answer is no, then ask “Would there be a possibility of extra personal

days?” 3 - Flexibility

Items to Research:

What is the work schedule?

Does it work for work/personal life balance?

Is the commute doable to arrive on time?

Is working from home an option? Would the organization be willing to pilot a telecommuting arrangement?

Sample Questions:

1. Would it be possible to telecommute X days per week? This would help me with the commute.

2. Are the work hours flexible here? When do you like to have your team here?

LAST STEP: “Thank you for seeing what flexibility exists in the job offer. I look forward to hearing what you are able to do on my behalf. I would love to be a part of your team.”



Social Media & Your Career Search “It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” ~Warren Buffett

A 2014 study by CareerBuilder found that more than half of employers look to social media when

researching candidates. Tools like Facebook, Twitter, LinkedIn, and Google have become increasingly

integrated into our daily lives. Therefore, it is essential to understand the best ways to utilize these tools

to improve your chances of getting noticed by employers. Below are five quick tips for each of the tools

mentioned above, and a short exercise to make sure you’re getting the most out of your social presence.

Remember, these are only a few tips. Be sure to reach out to your career advisor for more advice on

improving your virtual brand!

FACEBOOK

1. Pay attention to your privacy settings: If you have content you’d rather not have employers see, it is

possible to make necessary adjustments

2. Think before you post: It can be tempting to let emotions take control when leaving comments. Take

time before submitting information and ask yourself, “What would an employer think?”

3. Update your employment information: Hiring managers may be looking for people with related

experience. If you have what you’re looking for, let them know!

4. Control your visual brand: Un-tag yourself from images that may not show your best self.

5. Learn about the industry: follow employers you’re interested in and follow them for regular updates.

Activity: Update your privacy settings to reflect the image you would like to give employers. Once

complete, follow five companies you’re interested in. List them below:

1. ______________________________________

2. ______________________________________

3. ______________________________________

4. ______________________________________

5. ______________________________________



TWITTER

1. Make every character count: Follow and use popular industry-specific hashtags to get the attention

of professionals

2. Follow the right people: Identify the thought leaders in your industry and follow them. It’s a great

way to gain important insight into your field

3. Think before you tweet: Just like with Facebook, ask yourself what a hiring manager would think

before submitting any content.

4. Show appreciation: Be liberal with your retweets and favorites. People love knowing others

appreciate their content.

5. Get involved: Participate in twitter-based events like tweetchats. SNHUCareer hosts a monthly event

using the #SNHUCareerChat hashtag. See you there!

Activity: Follow 5 thought leaders in your preferred industry and favorite/retweet some of their content.

List the five twitter handles below:

1. ______________________________________

2. ______________________________________

3. ______________________________________

4. ______________________________________

5. ______________________________________

LINKEDIN

1. Show yourself: Hiring managers want to see your face on LinkedIn. Upload a professional headshot

to your profile.

2. Think beyond your resume: LinkedIn is far more than a virtual resume. Join groups and follow

companies to stay on top of industry news and engage in discussion forums.

3. Be professional: LinkedIn is a professional social media tool. Avoid silliness, unnecessary imagery,

and inappropriate comments.

4. Share the wealth: Endorse your friends and family members for skills they have mastered. See if they

can return the favor.

5. Be honest: When reaching out to new contacts, customize your introduction note.



Activity: Endorse 5 friends for various professional qualities, and follow 3 new industry groups. List the

groups below:

1. ______________________________________

2. ______________________________________

3. ______________________________________

GOOGLE

1. Google yourself: be aware of what shows up on the first page of results when you Google your

name. Try different variations.

2. Take control: create content and engage in forum discussions in order to push unsavory results

lower. If you share a name with someone else, consider adding your middle name or initial to

diversify the outcome.

3. Be prepared: be ready to discuss with hiring managers anything that may come up in your Google

results

4. Don’t forget images: as you work on your Google results, don’t forget to be conscious of the visual

results that come up.

5. Remove false information: if you identify anything false in your results, you can submit a claim to

Google to have it removed.

Activity: Perform a search of your name and list the titles of the first five results below:

1. ______________________________________

2. ______________________________________

3. ______________________________________

4. ______________________________________

5. ______________________________________



Networking: The Key to a Successful Job Search

“One of the challenges in networking is everybody thinks it’s making cold calls to strangers. Actually, it’s

the people who already have strong trust relationships with you, who know you’re dedicated, smart, and a

team player, who can help you.” ~Reid Hoffman

Have you ever heard the saying “It`s not about what you know, it`s about who you know?” Now a days,

there is a lot of validity to this statement. Often times, a candidate will be selected not based upon his or

her knowledge and experience, but based on who he or she knows at that particular company.

Networking is the answer to building those invaluable contacts, ultimately leading to landing a job.

START WITH WHO YOU KNOW

Being able to utilize your current contacts first, can take away the burden of trying to make new ones.

Always start with “friends and family,” or a connection of a connection. Thinking outside of the box on

who you may know, will unlock many contacts that were unknown before your search. Making a list/ log

can be helpful in keeping your direct contacts in order:

Name Of Contact

Method Of Contact Date Follow up Action Leads/Results



DON’T HAVE ANY CONTACTS? MAKE SOME!

The first step in making connections is to make a list of companies you would like to work for. At this

stage of the game being picky may not be an option, but why not start your networking endeavors with

companies where you would actually like to work? Make another list, this time consisting of ten

companies of interest:

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Another great way to start building your professional network is by going on informational interviews and

job shadows at the companies listed above (see Informational Interviews within in this guide).



LinkedIn: The Electronic Filing Cabinet for Your Contacts

“Active participation on LinkedIn is the best way to say, ‘Look at me!’ without saying “Look at me!” ~Bobby

Darnell

LinkedIn should be thought of as your electronic filing cabinet for all of your contacts- putting your face to

a name when reaching out on this valuable social media platform. Here are some great ways to use

LinkedIn to benefit building your professional network:

Utilizing your secondary connections. Secondary connections are a primary connection’s,

connection (a connection of a connection).

Finding SNHU alumni and reaching out see if they will share how they got to where they are is a

great place to start.



Trying to connect with employees of the companies you want to work for, and simply ask if they

can spare five minutes of their time to connect, is also effective.

CAREER SHIFT

CareerShift is a job hunting web service providing integrated employment research tools that allow you to

see who works at 1000`s of different businesses. Some of the benefits of using CareerShift are:

Search, select, and store job listings from all job boards and all company job postings.

Get up-to-date contact information, including e-mail addresses, for millions of companies.

Access in-depth information about contacts and companies posting jobs.

Record, save, and store your correspondence history records automatically.

Create personal marketing campaigns, including unlimited resumes and cover letters easily, and save them to access, print, or e-mail.

Manage your confidential CareerShift account securely from any computer 24/7, to update and maintain your organized and recorded job search.



SOURCES FOR PICTURES:

http://blog.linkedin.com/wp-content/uploads/2011/10/pic-1-classmates-overview.png

https://media.licdn.com/mpr/mpr/p/3/005/076/12b/266c8b4.jpg

http://blog.linkedin.com/wp-content/uploads/2011/10/pic-1-classmates-overview.png

https://media.licdn.com/mpr/mpr/p/3/005/076/12b/266c8b4.jpg



Cover Letter Worksheet “The resume focuses on you and the past. The cover letter focuses on the employer and the future. Tell the

hiring professional what you can do to benefit the organization in the future.” ~Joyce Lain Kennedy

Directions: Using the job description and the company’s website answer the following questions.

Company: _____________________________ Position: _____________________________

1. How did you become aware of this job opportunity?

2. What is the company’s mission statement?

3. What is the company’s vision statement?

4. What are 2 things that you can identify that the company values?

5. What are 3 important qualities that the company is looking for in a candidate?

6. What are the 3 most prominent responsibilities you will be asked to do in this position?

7. What made you interested in this position?

8. List 2 examples of how what you value, or care about, in a professional setting, aligns with

questions 2, 3, and 4.

9. List 2-3 examples of how work you have done in previous positions support your answer to

question 6.

10. Do you feel that you poses the qualities listed in question 5? Why?



The Interview Applying for Jobs

Weekly/Bi-Weekly Check-Ins After-Care

Project Attributions



The Interview

“Just one mock interview will result in a marked improvement in your interviewing skills.” ~Brian Krueger. “Practice makes Progress.” ~Janie Roskelley MOCK INTERVIEWS A study by the Society of Human Resources Management revealed that a candidate’s background and qualifications were far less influential in their hiring decisions than interview performance and professionalism. What this means is, a good resume will get you in the door. But a good interview will get you on the payroll. Some of the main advantages of the mock interview are:

It will reduce interview anxiety by familiarizing you with the situation.

It will boost your confidence about the things you are doing well.

It will allow you to preview any interviewing weaknesses you have.

It gives you the opportunity to receive constructive feedback from an interviewing professional.



PRE-INTERVIEW PREPARATIONS

1. Carefully read the job description

Make a list of how you meet the requirements, have proven the ability to accomplish the duties,

and are an "ideal" candidate for the job.

2. Visit the organization's website

Study the home page, but don't stop there. Read the "About Us" and "Contact Us" sections. Then,

look around at the other site pages.

Know the industry or purpose of the organization. Be sure that is what you expect and want

to be involved in professionally.

Become familiar with the products or services. Know the brand names, if any, or at least the

purpose or function.

3. Check the LinkedIn Company Profile

For many organizations from Fortune 500 to local small nonprofits, LinkedIn will often have

information about the people who work there (and how you are "connected" to them on

LinkedIn) as well as the organization itself plus job openings. "Follow" the company to see

updates and news they post.

4. Check the LinkedIn Profiles of the interviewers

Hopefully, you know the names of the people who will be interviewing you. If they aren't offered

when the interview is scheduled, ask. You want to know the individuals’ names and job titles.

Then, head for LinkedIn to see what you can discover about them - how long they've been with

the employer, where they've worked in the past, where they went to school.

5. Check out what Glassdoor.com shows about the employer

Check out Glassdoor for company reviews from current and previous employees—but take them

as a guide, not fact. Reading enough reviews can reveal some common themes, which can help

you come up with insightful questions to ask (and get a sense for whether the answers you get

are legitimate). Refer to the section, “Negotiating the Job” to learn more.

6. Print several copies of your resume

Print out five copies of your resume. You never know who you'll be meeting with, and you want

to have your resume ready to go in case you're asked for it.

7. Voice Message

Be sure your voicemail is appropriate, meaning simple and with your name clearly stated so the

employer knows s/he is reaching the intended person, and thus may be more likely to leave a

message.



Refrain from using snippets of music, really long messages or inappropriate banter. Some

examples of appropriate voicemails: “You’ve reached Amy, Cathy, and Mark. Please leave a

message” or “You’ve reached the Sizemores. Please leave a message” or “You’ve reached 617-

555-5235. Please leave a message.”

8. Set your social media accounts to private

As mentioned, more employers are turning to social networking sites to find additional

information on potential candidates – and they’re not entirely impressed with what they’re

seeing. (See “Social Media and Your Career Search” for more details.)

So what are employers finding on social media that’s prompting them to eliminate candidates

from consideration? The most common reasons to pass on a candidate included:

Job candidate posted provocative or inappropriate photographs or information – 46 percent

Job candidate posted information about drinking or using drugs – 41 percent

Job candidates bad-mouthed a previous company or fellow employee – 36 percent

Job candidate had poor communication skills – 32 percent

Job candidate had discriminatory comments related to race, gender, religion etc. – 28 percent

Job candidate lied about qualifications – 25 percent

Job candidate shared confidential information from previous employers – 24 percent

Job candidate was linked to criminal behavior – 22 percent

Job candidate’s screen name was unprofessional – 21 percent

Job candidate lied about an absence – 13 percent

SNHU’S SOCIAL MEDIA WEBINAR:

https://snhu.adobeconnect.com/_a798560077/p54dm7tgmbf/?launcher=false&fcsContent=true

&pbMode=normal

SNHU’S SOCIAL MEDIA INFOGRAPHIC:

https://my.snhu.edu/Offices/COCE/SNHUCareer/WebinarsTraining/Documents/The%20New%20

Social%20Job%20Seeker%20-%20Infographic.png

REFERENCES:

http://www.job-hunt.org/job_interviews/pre-interview-preparation.shtml

http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6%2F26%2F2014&id

=pr829&ed=12%2F31%2F2014

https://snhu.adobeconnect.com/_a798560077/p54dm7tgmbf/?launcher=false&fcsContent=true&pbMode=normal

https://snhu.adobeconnect.com/_a798560077/p54dm7tgmbf/?launcher=false&fcsContent=true&pbMode=normal

https://my.snhu.edu/Offices/COCE/SNHUCareer/WebinarsTraining/Documents/The%20New%20Social%20Job%20Seeker%20-%20Infographic.png

https://my.snhu.edu/Offices/COCE/SNHUCareer/WebinarsTraining/Documents/The%20New%20Social%20Job%20Seeker%20-%20Infographic.png

http://www.job-hunt.org/job_interviews/pre-interview-preparation.shtml

http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6%2F26%2F2014&id=pr829&ed=12%2F31%2F2014

http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6%2F26%2F2014&id=pr829&ed=12%2F31%2F2014



INTERVIEW ATTIRE “You cannot climb the ladder of success dressed in the costume of failure.” ~Zig Ziglar It is important that you consider every aspect of your presentation to a potential employer. Don’t forget that how you dress can have an impact on how your overall candidacy is perceived. Below please review the proper attire for both a casual and a more formal look:



POWER POSES: USING THE MIND-BODY CONNECTION TO BOOST CONFIDENCE IN INTERVIEWS

“One important key to success is self-confidence. An important key to self-confidence is preparation.” ~Arthur Ashe

You’re sitting in the waiting room with your notepad and pen. You’ve printed out extra copies of your resume and your appearance is as it should be: your hair is in place, your clothes have been neatly pressed and you’re wearing your favorite “power” shoes.

You’ve done your research and you’re well prepared, but you can’t seem to settle your heart rate, relax your breathing or stop the broken record in your head. All you can think about is all of the things that you could have done better leading up to this moment, all of the things that you should know more about or had more experience within your work. It’s overwhelming and you feel your anxiety ratchet up. You’re not sure how you’ll get through the job interview without losing your cool.

Sound familiar? For too many, this is a scene that unfolds once you’ve landed an in-person interview. Being well prepared will certainly help, but there’s also an effective method that can be utilized, in the moment, to help you focus and build your confidence in a matter of seconds. It’s called power poses. Social psychologist Amy Cuddy has done extensive research on how body language affects how others see us, but she’s also discovered that the stances we take can change the way that we view ourselves, too. In a TEDGlobal talk, Cuddy explains that in every interaction, there is a dominant and a submissive person. The dominant role is confident and feels more comfortable taking up space, making larger or flashier moves. Regardless of how much self-confidence a person has, if engaged with someone who outwardly manifests strength and stature, a “pecking order” is established and the other person in the conversation, conversely, tries to become smaller and less threatening.

Thinking of these power dynamics is interesting, and almost comical, when you start noticing it unfold; the supervisor who steeples his hands in front of him during an employee’s yearly review, the inattentive class clown who stretches out in his seat and puts his hands behind his head, the popular girl at the party and how she always stands with her hand on her hip, or even the major league athlete who throws his hands up over his head in a victory dance after scoring. All of these examples showcase the power poses in full effect. We can easily recognize these physical displays as showing confidence, but what many may not know is the chemical reaction they elicit within the body.

Within a few minutes of holding one of these poses, a person’s cortisol levels, the hormone associated with stress, decreases and his or her testosterone, or dominance hormone, will increase. This is the perfect blend for any successful leader: someone who’s non-reactive to stress, but also assertive and powerful.

So how can this be translated into a helpful tactic before walking into an interview? Cuddy’s research goes on to say that whether or not we believe ourselves at first, we can literally fake our body into feeling this way by the outward manifestation of the power poses. Two minutes a day of holding the “Wonder Woman” pose (hands on hip, legs about hip distance apart) or the track star’s pride pose after winning a race (hands fully extended over the head in a show of victory) can have huge ramifications in our mental preparations for handling anxious situations. So the next time you’re about to walk into an interview, go into a bathroom stall, or hang out in the parking lot, striking a power pose. It very well may be the little something extra you need to help you win over the hiring manager. Want to learn more about the science behind power poses? Check out Cuddy’s presentation here.

http://www.ted.com/talks/amy_cuddy_your_body_language_shapes_who_you_are



TOP 31 INTERVIEW QUESTIONS “What someone may lack in talent can be more than made up for in self-motivation, self-direction, and follow-through.” ~Mile Anthony Smith

Below, you will find a collection of some of the most popular interview questions and the winning formula to answering the inquiries generated by the Daily Muse:

https://www.themuse.com/advice/how-to-answer-the-31-most-common-interview-questions

HOW TO ANSWER THE 31 MOST COMMON INTERVIEW QUESTIONS By The Daily Muse Editor

Wouldn't it be great if you knew exactly what a hiring manager would be asking you in your next interview?

While we unfortunately can't read minds, we'll give you the next best thing: a list of the 31 most commonly asked interview questions (and, of course, some expert advice on how to answer them). While we don't recommend having a canned response for every question (in fact, please don't), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you're the right man or woman for the job.

CONSIDER THIS YOUR INTERVIEW STUDY GUIDE.

Can you tell me a little about yourself? This question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.Read More

How did you hear about the position? Another seemingly innocuous question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role. Read More

What do you know about the company? Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two. Read More

https://www.themuse.com/advice/how-to-answer-the-31-most-common-interview-questions

https://www.themuse.com/author/editor

https://www.themuse.com/advice/a-simple-formula-for-answering-tell-me-about-yourself

http://www.themuse.com/advice/3-ways-to-instantly-connect-with-your-interviewer

http://www.themuse.com/advice/interview-translation-what-4-common-questions-really-mean



Why do you want this job? Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”). Read More Why should we hire you? This question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates. Read More

What are your greatest professional strengths? When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you've demonstrated these traits in a professional setting. Read More What do you consider to be your weaknesses? What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can't meet a deadline to save my life” is not an option—but neither is “Nothing! I'm perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you've recently volunteered to run meetings to help you be more comfortable when addressing a crowd. Read More What is your greatest professional achievement? Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don't be shy when answering this question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.” Read More

https://www.themuse.com/advice/3-steps-for-answering-why-do-you-want-this-job

http://biginterview.com/blog/2013/04/why-should-we-hire-you.html

https://www.themuse.com/advice/the-one-question-all-successful-people-can-answer-immediately

https://www.themuse.com/advice/the-best-way-to-answer-whats-your-biggest-weakness

http://www.themuse.com/advice/how-to-knock-your-next-interview-out-of-the-park



Tell me about a challenge or conflict you've faced at work, and how you dealt with it. In asking this question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says Skillings. Again, you'll want to use the S-T-A-R method (Learn more on page 35), being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise. Read More

Where do you see yourself in five years? If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision. Read More What's your dream job? Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them. Read More What other companies are you interviewing with? Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you're serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the company's industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say 'I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems.'” Read More Why are you leaving your current job? This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you're eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer. Read More Why were you fired? OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn't exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal-breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even

https://www.themuse.com/advice/how-to-answer-tell-me-about-a-time-when-interview-questions

http://www.themuse.com/advice/the-key-to-answering-where-do-you-see-yourself-in-5-years

http://jobsearch.about.com/od/how-to/fl/what-is-your-dream-job.htm

http://jobsearch.about.com/od/how-to/a/where-else-are-you-interviewing.htm

http://www.themuse.com/advice/the-bestever-response-to-why-did-you-leave-your-last-job



better. Read More What are you looking for in a new position? Hint: Ideally the same things that this position has to offer. Be specific. Read More What type of work environment do you prefer? Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific. Read More What's your management style? The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company's top salesperson. Read More What's a time you exercised leadership? Depending on what's more important for the the role, you'll want to choose an example that showcases your project management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your overall leadership experience and potential.” Read More What's a time you disagreed with a decision that was made at work? Everyone disagrees with the boss from time to time, but in asking this question, hiring managers want to know that you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and productive working relationship.” Read More How would your boss and co-workers describe you? First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed. Read More Why was there a gap in your employment? If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.” Read More

http://www.themuse.com/advice/stop-cringing-how-to-tell-an-interviewer-youve-been-fired

http://jobsearch.about.com/od/interviewquestionsanswers/qt/important.htm

https://www.themuse.com/advice/9-sneaky-ways-to-figure-out-a-companys-culture

https://www.themuse.com/advice/how-to-answer-whats-your-management-style



http://interviewbackdoor.com/job-interview-question-what-would-your-coworkers-say-about-you/

http://www.themuse.com/advice/how-to-explain-longterm-unemployment



Can you explain why you changed career paths? Don't be thrown off by this question—just take a deep breath and explain to the hiring manager why you've made the career deicions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn't have to be a direct connection; in fact, it's often more impressive when a candidate can make seemingly irrelevant experience seem very relevant to the role. Read More

How do you deal with pressure or stressful situations? "Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals," says McKee. A great approach is to talk through your go-to stress-reduction tactics (making the world's greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease. Read More What would your first 30, 60, or 90 days look like in this role? Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started. Read More What are your salary requirements? The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you're flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to negotiate. Read More What do you like to do outside of work? Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)” Read More

If you were an animal, which one would you want to be? Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There's no wrong answer here, but you'll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ” Read More

http://www.themuse.com/advice/how-to-explain-your-winding-career-path-to-a-hiring-manager


http://www.themuse.com/advice/3-interview-questions-you-should-be-ready-to-answer

http://www.themuse.com/advice/qa-the-secret-to-giving-your-salary-requirements

http://www.themuse.com/advice/5-secrets-for-acing-your-next-interview

http://careerconfidential.com/how-to-answer-interview-questions-q31/



How many tennis balls can you fit into a limousine? 1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!) Read More Are you planning on having children? Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?” Read More What do you think we could do better or differently? This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not only have some background on the company, but that you're able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job. Read More Do you have any questions for us? You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team? You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?") or the company's growth (“What can you tell me about your new products or plans for growth?") Read More

http://www.themuse.com/advice/4-insanely-tough-interview-questions-and-how-to-nail-them

http://www.themuse.com/advice/5-illegal-interview-questions-and-how-to-dodge-them

http://www.themuse.com/advice/4-mustdos-when-youre-interviewing-with-a-startup

http://www.themuse.com/advice/51-interview-questions-you-should-be-asking



6 STEPS TO ANSWER BEHAVIORAL INTERVIEW QUESTIONS

1. Listen to the question carefully. Commonly, behavioral interview questions tend be long-winded and may sound vague (blame an overuse of adjectives, adverbs and trendy language.) Here is an example: “Good problem-solving often includes a careful review of the substantial facts and weighing of options before making a decision. Give me an instance when you reached a practical business decision by assessing the facts and weighing the options.”

2. Make sure you understand the question before you start to answer. You may paraphrase the question and ask the interviewer if you understand it correctly. If necessary, ask the interviewer to repeat the question. Do not, however, ask the interviewer to repeat every question—the interviewer may doubt your ability to listen.

3. Organize your answer. Allow yourself five to eight seconds to collect your thoughts and structure your response. Interviewers appreciate this break and could use the time to drink some water, review their notes, or rest their hands from note taking.

4. State your answer. Try to limit your answer to about three minutes. Three minutes is long enough to relate a story completely and short enough to hold the interviewer’s attention.

5. Do not digress from your plan. Resist the temptation to think of new details as you state the answer. By sticking to your planned details and structure, you can provide a consistent, concise, and well-reasoned answer.

6. Answer follow-up questions. In response to your three-minute answer, the interviewer may pose additional questions. These questions may require simple ‘yes’ or ‘no’ answers or brief elaboration.



THE “STAR” TECHNIQUE TO ANSWER BEHAVIORAL INTERVIEW QUESTIONS

Another method to use is the “Star” technique. First, examine the question: what is its purpose; what

specific skill is the question addressing? Next, choose an applicable experience. In your mind, recollect

and reflect on specifics of that experience.

You can structure your answer a using the four steps of the ‘STAR’ technique:

‘S’ for Situation: Start your answer by providing the background of your experience. Describe the circumstances of your involvement. Provide enough detail to preface the rest of your narration.

‘T’ for Task: Describe the challenge at hand and what needed to be done. Give the expected outcome and any conditions that needed to be satisfied.

‘A’ for Action: Elaborate your specific action in response to the challenge. Specify analytical work, team effort or project coordination. Use ‘I’ and ‘we’ statements as appropriate.

‘R’ for Results: Explain the results of your efforts: what you accomplished, what you learned, how your managers and team responded, and how your organization recognized you. Wherever possible, quantify your achievements and improvements—e. g., “20% improvement in …” or “reduced manufacturing costs by 1.5 million dollars per year …”



KNOW WHO IS HIRING YOU

“Research is formalized curiosity. It is poking and prying with a purpose.” ~Wernher von Braun

Knowing about the company you are interviewing is a critically important part of the interviewing process.

According to a survey developed by Accountemps, a temporary staffing service, 38% of the more than 1,000

surveyed company executives consider “little or no knowledge of the company” the most frequent interview

mistake made by applicants. Consider the following topics (and others you may think of on your own) and

determine what is relevant for the position for which you are interviewing. Conduct as much research on these

subjects as possible before your interview. If you can't find out what you need to know ahead of time, use those

gaps in your research to formulate questions you can ask the employer during your interview.

• What is the company’s culture, mission, and values?

Applicants should be able to confidently say they’re a good fit for the company’s culture during any job

interview. As you research the employer, pay attention to what’s written on their website regarding the

company’s values and mission. You can also learn more about the company culture by following the

organization on its social media networks.

• Who are the clients, products, and services? Who are the competitors?

As a potential employee, you need to have an idea of the type of work you’d be doing once hired. By having a

general idea of who the company’s clients are and the types of products and services are offered, you’ll be

more prepared for the interview, too.

To find out the company’s offerings, you can usually find them on the company’s website. You can also read

through the company’s blog, case studies, and white papers to give you a better idea of the organization’s

accomplishments.

• What are skills and experience the company values?

First and foremost, you should know what the company looks for in a qualified candidate. This enables you to

position yourself as the best candidate for the position. To discover the skills and experience the employer

values, read between the lines of their job postings. You can also find out information on the employer’s career

page to get an idea of the type of employees their desire. In addition, reach out to current employees who work

there and ask them about what their employer values most in the workplace.

• Who is interviewing you?

Finally, you should find out who the interviewer will be. This will give you an advantage during the interview

because you’ll have a better chance of connecting with them and sparking a meaningful conversation. First, try

locating the person’s name from email you received regarding the interview. If you can’t find any information,

reply to the email politely requesting the name of the people who’ll interview you. Once you acquire the

interviewers’ names, do some research on LinkedIn and Twitter. This will help you learn about the interviewers’

background, their position with the company, and even some common interests you share.



TEMPLATE FOR EXTERNAL SCREEN

“There’s only one interview technique that matters…Do your homework so you can listen to the answers

and react to them and ask follow-ups. Do your homework, prepare.” ~Jim Lehrer

Below is a compilation of typical phone screening questions an interviewer may ask. Read through each

one and write down a couple key words and phrases to assist you in answering these questions should

they be asked.

Applicant Name:

Best way to contact: (Email/Phone number):

Applicant Qualifications

What is your highest level of education

completed?

What is your current total compensation

(earned vs. eligible potential)? (Break down

details on base, bonus, benefits, etc.)

What are your compensation expectations?

Have you ever worked for this company?

*If yes – dates of employment/report to

Were you a contractor or employee?

Have you ever applied/interviewed with with us

before? If yes, who did you speak to?

What is your availability for an interview?

Are you local? (yes or no)

*If no—is relocation: Requested/Required/Not

needed?

If needed, is the applicant willing to relocate for

this position?

Are you willing to travel?

*If yes—what %? **minimal**

When are you available to start a new position?

Why are you seeking an employment change?



Are you interviewing with other companies?

*If yes—what is the status of your

application? Do you have any pending

offers? Timeframe?

Minimum Requirements

How does the applicant meet minimum

requirements (Years of experience)? Provide

detailed summary of qualifications:

Critical Experience and Skills

Must Have: Additional Knowledge/Skills/Background Needed * How does the applicant meet critical

experience and skills (Industry experience, Education, Certifications, Technical Skills)? Provide detailed

summary of qualifications:

Additional Skills and Overall Job Fit:

PREFERRED QUALIFICATIONS:

ADDITIONAL COMMENTS:



CANDIDATE INTERVIEW EVALUATION FORM

Date:

Interviewed By:

Scoring

Candidate evaluation forms are to be completed by the interviewer to rank the candidates overall

qualifications for the position. Under each heading the interviewer should give the candidate a

numerical rating and write specific job related comments in the space provided. The numerical rating

system is based on the following:

1– Exceptional 2 – Above Average 3 – Average 4– Satisfactory 5 – Unsatisfactory

Educational Background – Does the candidate have the appropriate educational qualifications or

training for this position?

Rating: 1 2 3 4 5 Comments:

Prior Work Experience – Has the candidate acquired necessary skills or qualifications through past work experiences? Rating: 1 2 3 4 5 Comments: Technical Qualifications/Experience – Does the candidate have the technical skills necessary for this

position?


Leadership Ability – Did the candidate demonstrate the leadership skills necessary for this position?


Communication Skills – How were the candidate’s communication skills during the interview? Rating:


Candidate Enthusiasm – How much interest did the candidate show in the position? Rating:




Overall Impression and Recommendation – Final comments and recommendations for proceeding with

this candidate.


Interview Candidate 1 2 3 4 5

Educational Background

Prior Work Experience

Technical Qualifications/Experience

Leadership ability

Communication

Enthusiasm

Overall Impression/ Fit

TOTAL



WHAT IS OPTIMAL INTERVIEW? Optimal Interview is a component of Optimal Resume, an online tool you can use to enhance your job interviewing skills and develop an edge over the competition. The program creates a realistic interview experience with a virtual interviewer, where you are asked challenging questions and provided a means to record your responses. The questions are the same questions you would get in a real job or graduate school interview. You can use Optimal Interview whenever you want, as often as you want to prepare for any employment or graduate school opportunity. FEATURES:

Online web-based practice interviews using video, audio, both or just written --response.

Practice for any job or graduate school interview – 100’s of questions to choose from.

You can review or re-record before saving for review by a Career Advisor, or share with peers or friends.

HOW WILL IT HELP ME? You may be very experienced in your field, but, like any job-seeker or potential graduate school candidate, you probably don’t have a lot of experience with the interview process itself. When you use Optimal Interview, you’ll learn how to present your skills and qualifications to an interviewer in any industry or graduate/professional school setting. Practice from home (with or without) a webcam. TWO WAYS TO REGISTER:

Log on to mySNHU click SNHU Career Icon , Click on the side bar Practice Interviewing, then

(Optimal Resume Icon)

Visit: https://snhu-online.optimalresume.com/

https://snhu-online.optimalresume.com/



ACCESS OPTIMAL INTERVIEW IN MYSNHU OR AT: SNHU-ONLINE.OPTIMALRESUME.COM/

1. Select “New User” to register, to get started. 2. Enter your SNHU email address and all required

information indicated with a red asterisk*.

3. Click and select Interviews from your options. 4. Name your interview file, this will allow you to listen to

your responses and share with others as a file.

5. Select the format you would like to record your

interview in, video or audio. You also have the option to

choose from eight different interview types.

6. Next, begin your “mock interview” by answering

questions, select the red button to begin recording. Save

your recordings, and discuss with your Career Advisor

your recorded responses.



FOLLOW-UP ETIQUETTE

“Success comes from taking the initiative and following up…persisting…eloquently expressing the depth of

your love. What simple action could you take today to produce a new momentum toward success in your

life?” ~Tony Robbins

Thank You Notes (Post Interview): It is always recommended to send a thank you note or email to the person that conducted the interview after a student has had one. Here are some resources to send students if they are unsure what to write or would like to see samples: http://www.businessnewsdaily.com/7134-thank-you-note-tips.html

Sample: Good afternoon, NAME,

Thank you for taking the time to speak with me yesterday about the POSITION. It was a pleasure meeting with you, and I truly enjoyed learning more about the role and the company.

After our conversation, I am confident that my skills and experiences are a great match for this opportunity. As we discussed, I believe my background in MORE DETAILS.

I am very enthusiastic about the possibility of joining the COMPANY team and would greatly appreciate a follow-up as you move forward with the hiring process. If you need any further information, please do not hesitate to contact me by email or phone. Thanks again, and I hope to hear from you in the near future.

Best regards,

SIGNATURE

- See more at: http://www.businessnewsdaily.com/5578-sample-thank-you-letters.html# TIPS TO REMEMBER

Ask About The Next Steps: Ask the interviewer, “What happens next?” This gives you a timetable of when it’s acceptable to touch base. If the hiring manager says he or she will be making a decision within the next two weeks, you know how long you have to complete the other steps in the follow-up process.

Acquire Business Cards: Collecting business cards from each professional makes your life easier when crafting thank you notes because you’ll have their titles, emails, and the correct spelling of names. If one of the interviewers forgot to bring his or her business card, write down the name, email, and title on the pad of paper you came with in order to take notes.

Follow-Up Again: Sometimes the hiring process can really drag out, especially if you’re the first to interview in a long string of candidate meetings over several weeks. To stay at the top of the hiring manager’s mind, don’t be afraid to check in periodically after you send your thank you notes. You’re obviously most interested in learning the status of the position, but the hiring manager has other things on his or her mind, so give the manager something of value when checking in. Instead of asking, “Have you made a decision yet?” forward a recent article you’ve read that you believe he or she will find interesting and helpful. Following-up in this way demonstrates that you’re a great network connection instead of a pesky wannabe employee.

http://www.businessinsider.com/proper-interview-follow-up-etiquette-2012-9

http://www.businessnewsdaily.com/7134-thank-you-note-tips.html

http://www.businessnewsdaily.com/5578-sample-thank-you-letters.html

http://www.businessinsider.com/proper-interview-follow-up-etiquette-2012-9



Applying for Jobs “Fall seven times, stand up eight.” –Japanese proverb

“You miss 100% of the shots you don’t take.”–Wayne Gretzky

“Don’t be afraid to fail. Don’t waste energy trying to cover up failure. Learn from your failures and go on

to the next challenge. It’s OK to fail. If you’re not failing, you’re not growing.” –H. Stanley Judd

“When one door closes, another opens; but we often look so long and so regretfully upon the closed door

that we do not see the one which has opened for us.” –Alexander Graham Bell

STATISTICS

For the specific case of an online job posting, on average, 1,000 individuals will see a job post.

200 will begin the application process and 100 will complete the application.

75 of those 100 resumes will be screened out by either the ATS or a recruiter.

25 resumes will be seen by the hiring manager.

4 to 6 will be invited for an interview and 1 to 3 of them will be invited back for final interview.

1 will be offered that job and 80 percent of those receiving an offer will accept it.

http://www.eremedia.com/ere/why-you-cant-get-a-job-recruiting-explained-by-the-numbers/

It is important to recognize that job searching, in and of itself, can feel like a full-time job. We have all been “in a valley” professionally from time-to-time and it is, most definitely, difficult; however, we know that if you call upon your unique talents and expertise, future employers will see your value,

too. With that being said, it’s helpful to keep in mind that job hunting is an endurance test. It takes a long time and there are steps forward and steps back. Some days are great, with lots of positive things happening, people being open to networking, and new options solidifying; however, other days are brutal with no replies to emails or phone calls- and you feel like you’ve exhausted all options and not sure where to turn next. These are the valley days.

Some days are in between- “planting days of networking seeds”- when you are networking to unearth the hidden job market for opportunities that are not posted, but still open or developing. You’re not sure if anything will pan out from the informational meetings or phone calls from a connection, but it is still worth the effort. The goal is to endure and not panic though there are pressures from all sides. Stop the voice of self-doubt –it is not helpful in this already challenging process. The following resources have been compiled to help you stay organized and motivated, while ensuring that you stand out against your competition. Have faith in yourself, and the work at hand, and it is only a matter of time.

http://www.eremedia.com/ere/why-you-cant-get-a-job-recruiting-explained-by-the-numbers/



KEEPING TRACK OF YOUR JOB SEARCH ACTIVITY IS CRITICAL Here is an example of a spreadsheet you could create to track your activity.



CUSTOMIZATION OF DOCUMENTS

While you are applying for jobs, it is important to continue to customize your documents for the specific

position that you are applying for. While your career advisor might have been able to help you customize

a resume for a specific industry, there will still be specific key words, qualifications, and requirements that

each company would be looking for in a candidate. If your resume and cover letter does not include these

key words than your documents might be over looked. You will want to ensure that if the job is requiring

specific qualities and you possess them, that you are defining these the same way on your resume.

Here are some resources to assist with customizing your documents.

1. TagCrowd.com This is a website that will help you brainstorm words that would be able to be included

on a resume. You can drop a job description into the text and the website will pull out and visually

provide words that are most frequently included in the job description.



Here is an example for a marketing associate for a Content Marketing Manager for Google Analytics:

When you see this information, you will want to include these words on your resume and cover letter as

it makes sense. The larger the word, the more frequently it showed up in the copy and pasted job

description. All you have to do is copy the text of the job description into the paste field and you will get

this visual. You can adjust how many words are displayed. This is a great way to see what the company

cares about in an individual that will work in this specific positon so that you can phrase your experiences

in a similar way, when applicable.

2. O*Net This is a resource that can be used for many areas of career, but when looking for key words,

you should search for the job and/or industry and see what skills are required. These are the items

that you will want to use when describing your past experiences and skills. You can use the

“occupation quick search” bar to type in the job you are applying for. You will receive a results page

that describes the tasks, tools, technology, knowledge, skills, abilities, work activities, detailed work

activities and work context for any position that you search.



Here is an example for content marketing:



3. Job Description/Search Function in Word Compare your resume and cover letter side by side with a

job description. By holding down CTRL and F, you can type in words that you should find in your

document. Type in jobs that you find in the job description under “qualifications” and/or

“requirements” to ensure that they are found on your resume too.



Weekly and Bi-Weekly Check-ins “I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. 26 times, I’ve been trusted to

take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.” ~Michael Jordan

Statistics According to a recent Climber.com poll of 250 members who earn $50,000 or more, most job seekers spend the majority of their time–over 50 percent of it–on two activities: searching for and applying for new positions. The numbers break down as follows:

4. Searching for Positions Online 29.94% 5. Applying to Positions 27.28% 6. Networking 24.11% 7. Researching Companies 12.89% 8. Working with a Recruiter 5.56%

Keeping in touch with your career advisor during Step 3 of Ready to Refer is very important. Your career advisor will want to speak with you on a regular basis over the phone, at a time that would work for you to touch base about your job search process and continue to work with you. Here are some talking points that you should expect out of these conversations:

Checking in on the job search: How are you doing? How are you managing your time while job searching? Any obstacles?

Job feedback: When the career advisor sends you jobs from the business development specialist, you should provide feedback. Will you apply? Was this a job that you are interested in? What do you like and dislike about the job or company?

Resumes and cover letters: The need to customize your resume and cover letter will continue throughout the job search process, even when a resume and cover letter has been done. You want to use this time to ask about any key word customization and how you should showcase your skills

Interviews: Are there any interviews scheduled for you? Do you want to prepare for them?

Networking: Have you gone to any networking events? How can you continue to network virtually and through social media? Have you checked out SNHU Connect? Advice on what professional associations will be helpful to you.

Career events: Career services hosts webinars, career fairs, and other events virtually and in-person that your advisor will want to keep you informed. All of these can always be found on the Career Services Events calendar as well.

http://us.lrd.yahoo.com/_ylc=X3oDMTBmaGs2dXZhBHRtX2xuawNVMTEwNDMwMA--/SIG=11j8ivj7p/**http%3A/affiliates.climber.com/url/xIGAZ3709074

https://my.snhu.edu/Offices/COCE/SNHUCareer/Pages/Calendar.aspx



After-Care “Pleasure in the job puts perfection in the work.” ~Aristotle

Statistics:

Job satisfaction refers to the degree of pleasure or positive affect that an employee has toward

his or her job

Job characteristics, social comparison, and disposition are factors that contribute to job

satisfaction.

According to research, performance, absenteeism, and turnover are three variables that correlate

with job satisfaction.

1/3 of our days are spent working and we will work an average of 20 to 30 years in our lifetime

https://wikispaces.psu.edu/display/PSYCH484/Job+Satisfaction+Case+Study

Congratulations on your new position! All of your hard work paid off! As you make the transition into your next work endeavor, it is important to remember to think strategically about your next steps. Experts believe that a new employee has 90 days to make an impact, and to create the permanent impression, that people within the organization will have of someone’s leadership capabilities. Knowing this, be empowered to make the most of your first impression by contemplating how to achieve the following objectives:

Assimilate into your new position by ensuring a clear understanding of the role and responsibilities

Assess and align your work with the company’s business priorities and culture

Establish strong communication skills and maintain relationships by being honest, open, friendly, reliable, and clear.

Develop a reputation for producing tangible results, keeping commitments, and meeting deadlines

Leverage your assets and start planning steps toward advancement

At Southern New Hampshire University’s Career Services, we aspire to continue to build our relationships with our students throughout the course the career life cycle. Further conversations can be held upon how to achieve the aforementioned objectives, but in addition to these concepts, we encourage you to consider getting involved in some new ways.

Career Connections:

Career Connections is our forum for informational interviewing with current students and alumni. Career Connections Specialist work in conjunction with Career Advisors and Business Development Specialist to ensure that students, like you, have as many available resources as they need.

Career Connections focus on three main components: Informational Interviews, Career Communities, and Regional Hiring Fairs. To complete an Informational Interview, as a participant or a mentor, you must begin by filling out this brief survey: Informational Interview Request. Once the survey is completed, the information will be sent to a Career Connections Specialist who will send you the next steps.

https://wikispaces.psu.edu/display/PSYCH484/Job+Satisfaction+Case+Study

http://bit.ly/InformationalInterviewRequest



There are currently two Career Communities launched, too, that might be of interest to you for networking purposes. These are both regionally based and are an online forum that students can go into to ask or answer career related questions. See local jobs that have been posted and meet students in their area. Here is the community for people in northeast: http://bit.ly/CareerCommunityNorthEast. You can join by using your SNHU email and password. These are great places to learn from other students about their journeys and grow your network.

SNHU Recruit:

In addition to exploring your interest in networking opportunities now, or in the future, if your new company has any additional opportunities and you would like the positions to be accessible to other SNHU students, please don't hesitate to get in contact with a career advisor, or extend the department’s contact information with your Human Resources department, as our Business Development team would love to post the positions within SNHU Recruit.

Testimonial:

Lastly, as you know, at SNHU Career, we are always trying to improve the service and support that we provide our students. If you would be so kind as to answer the questions below, I would greatly appreciate the feedback! I want to ensure that I continue bolster the interactions that you find helpful during the Ready to Refer Program, while continuously filling the gap where you would have liked to have seen more done.

1. Name: 2. Academic Major: 3. Company: 4. Job title: 5. Salary Range: 6. Graduation Year: 7. Supervisor's Name & Email or Phone: 8. Please discuss your career path which led you to your current role: 9. How did your experiences with SNHU Career Service prepare you for your new position? 10. Is there any additional support, guidance, or opportunities you would have liked to have seen the

department utilize while assisting you in finding new employment?

Please feel free to include any other information you think would be important, or any additional words of wisdom you would like to share.

Thank you in advance and best wishes!

http://bit.ly/CareerCommunityNorthEast



Project

Attributions

Nicholas Botto

Kimberley Coffey

Jaime Chabot

Danielle Dalton

Caitlin Glennen

Adam Kuver

Lindsey Levesque

Jackie Loren

Sonja Moffett

Catherine Montanarella

Patricia Santos

Jennifer Geffrard-Vincent

Jessica Willis