7 deal breakers hiring managers can't stand to see...

I came across this article while scrolling through the twitter last week. Very informative. Check it out.

With so many job interview how-to guides out there, you'd think we'd all be nailing them by now. A new survey from recruiting solutions company JazzHR, however, shows that candidates still are making employers all over the country do face palms with a few key interview mistakes.

The 7 biggest deal breakers hiring managers can't stand to see


Among the you-should-know-better-by-now blunders, JazzHR's survey of more than 500 hiring professionals across the country found that

86% of interviewers won't consider candidates not authorized to work in the country. These employers know unauthorized workers can have great skills they need. But the legal ramifications --for example, fines, the loss of a business license or even jail--usually aren't worth the risk for most companies.

81% of respondents agree that badmouthing a previous employer or employers is bad news. Mature candidates don't badmouth old bosses or companies because they take responsibility for their own part in events. Even if the employer truly was at fault, hiring managers still want you to "be the better (wo)man" and show that you've grown and learned from what happened. They know that if you talk badly about an old employer, you probably wouldn't hesitate to do it to them, too, and they'll draw the line at risking their hard-earned reputation.

8 out of 10 people would not hire a candidate with visibly bad hygiene. This is a turnoff for hiring managers for the same reason you wouldn't want a dirty Tinder date. The underlying message is that you don't care about yourself, others or your work enough. Even if you could prove this isn't the case, employers aren't going to want others to get that initial impression from you.

76% of respondents would show a candidate the door if they appeared arrogant. Bosses need to know you're able to respect their authority and the contributions from others on the team, not your own ego. They also need to know you're humble enough to be willing to learn and take responsibility for mistakes.

71% of hirers wouldn't hire a person who missed the dress code memo. Yes, hoodie-loving Mark Zuckerberg and others like him are making leaders cut employees some slack when it comes to attire. Even so, appearances still count in first impressions, and employers want to see someone polished. Your best bet when in doubt? Look at what others in the company wear ahead of time and match it.

Now, consider these last two points carefully:

90% of respondents wouldn't hire someone who lied on their resume. We get it. The market's tough, so you feel like you've got to play hardball. But lies don't build the trust employers need to give you great projects, job security and the perks you're after.

90% of people would disqualify a candidate if they simply touched their phones. Attention on the interviewer, people. That's all there is to this one. Turn your device off and put it away.

Did you catch it?

Tech--or rather the distractions it causes--is now just as reviled during the interview process as fibbing. I'll give you a moment to let that one sink in.

What's not going to cost you

83% of respondents say that 'thank you' notes are obsolete and would not disqualify a candidate that didn't send one post-interview. This might be because the daily business pace is so frantic, making it hard to look at "extra" correspondence. But tech probably has changed things, too, giving candidates other ways to show appreciation on a larger scale.

82% of prospective hirers see visible tattoos as totally acceptable. This might be one area where companies have become more open-minded about diversity, particularly considering how so many businesses now are stressing expression, authenticity and creativity. Distracted, disrespectful candidates aren't tolerated, but those who show individuality are.

56% would still give someone a job if they didn't ask any questions of their own. This might be because interviewers know questions might be slim if you've done an incredible job getting details ahead of the interview and seamlessly weave them into the conversation. Interviewers also might be considering that your primary objective has to be making the case for your skills and experience in a limited amount of time.

53% of respondents said they'd still hire a candidate who was late or who had to reschedule. This isn't to say hiring managers love to be inconvenienced--the fact that 47 percent of interviewers would give you the boot is worth pause. You should give your all to schedule the interview for a time when you think the odds of potential problems are slim to none. It's merely to say that most interviewers understand that life--you know, getting sick or having car trouble, for instance--happens.

Why are we still making the goofs?

Allie Kelly, JazzHR's VP of Marketing, says that some of the difficulty comes from generational conflicts. Today's candidates simply have different priorities about what they need and want for work-life balance, which is creating some clashes and shifting what leaders value in their company culture. But she acknowledges personal responsibility, too.

"It all comes down to preparation and discipline. The candidates who are genuinely interested and want to prove their value are the ones who will take the time to research and show how they can fit into the bigger picture. [The candidates] going into the interview with the right amount of confidence, humility and knowledge are the ones who typically get it right."

Understanding that it's ultimately up to you to ace your interview, Kelly says there are only three things to do for success:

1. Do your research. Yes, you should have basic information about the company and their values in your head. But you should also know who you'll be interviewing with. Make it personal and truly seek to connect. "Look up their LinkedIn profiles. Know what roles they've held and start to brainstorm how you could potentially work together.. If you aren't provided with an [interviewer name] list, ask for one. Come prepared with thoughtful, relevant questions that will give you a better idea of what the role will entail."

2. Practice! Practicing using the research you've done, Kelly says, develops the confidence you need to set aside interview jitters. Do some mock interviews with your friends or family members to get your talking points in line, and dress the part regardless of the role you're trying to nab.

3. Know who you are. "It's important to take a candid look at your strengths and weaknesses prior to any interview. You should know your story--what major contributions you've made in past roles, challenges you've had to overcome, and most importantly, your results. Being able to articulate these key attributes and align them to your potential employer's organization will give you a big leg up amongst the competition."

(source) https://www.inc.com/wanda-thibodeaux/90-percent-of-interviewers-would-disqualify-a-job-candidate-for-this-1-reason.html

15 questions to ask at the end of every interview...

I came across this article on the WSJ the other day. Hopefully, this can help you.



It's important to remember that every interview is a two-way street.


You should be assessing the employer just as much as they're assessing you because you both need to walk away convinced that the job would be a great fit.


So when the tables are turned and the interviewer asks, "Do you have any questions for me?" take advantage of this opportunity. It's the best way to determine if you'd be happy working for this employer, and whether your goals are aligned with theirs.


"The very process of asking questions completely changes the dynamic of the interview and the hiring manager's perception of you," says Teri Hockett, chief executive of What's For Work?, a career site for women. "Asking questions also gives you the opportunity to discover details that you might not have otherwise unveiled."


Amy Hoover, president of TalentZoo, says there's another reason you should always prepare questions. "It's expected — and if you don't ask at least two questions, you will appear disinterested, or worse, less intelligent and engaged than a prospective employer would like." You should have at least four questions prepared, though, in case your original two are answered through the course of the interview.


But, Hoover says, don't just ask questions for the sake of it. To actually benefit from them, you'll need to think carefully about what you want to ask.


"Your questions can, in fact, make or break an interview," she explains. "If they're not thoughtful, or if you ask something that has already been addressed, this can hurt you way more than it can help. Asking smart, engaging questions is imperative."


Luckily, there are plenty of smart ones to pick from.


Here are 15 questions you should always ask in a job interview — if they weren't already answered — to help you get a better sense of the role and the company, and to leave the interview with a positive, lasting impression:


1. Who do you think would be the ideal candidate for this position, and how do I compare?

Hoover recommends this question because it's a quick way to figure out whether your skills align with what the company is currently looking for. If they don't match up, then you know to walk away instead of wasting time pursuing the wrong position for yourself, she says.


2. Who would I be reporting to? Are those three people on the same team or on different teams? What's the pecking order?

It's important to ask about the pecking order of a company in case you have several bosses.If you're going to be working for several people, you need to know "the lay of the internal land," she says, or if you're going to be over several people, then you probably want to get to know them before accepting the position.


3. How has this position evolved?

Basically, this question just lets you know whether this job is a dead end or a stepping-stone.


4. How would you describe the company's culture?

Hoover says this question gives you a broad view on the corporate philosophy of a company and on whether it prioritizes employee happiness.

5. Who do you consider your major competitors? How are you better?

This question is not for the faint of heart, but it shows that you are already thinking about how you can help the company rise to meet some of its bigger goals, says Peter Harrison, CEO of Snagajob.


6. Beyond the hard skills required to successfully perform this job, what soft skills would serve the company and position best?

Knowing what skills the company thinks are important will give you more insight into its culture and its management values, Hoover says, so you can evaluate whether you would fit in.

7. Do you have any hesitations about my qualifications?

While this question puts you in a vulnerable position, it shows that you are confident enough to openly bring up and discuss your weaknesses with your potential employer.

8. What do you like most about working for this company?

Hoover says this question is important because it lets you "create a sense of camaraderie" with the interviewer because "interviewers — like anyone — usually like to talk about themselves and especially things they know well." Plus, this question gives you a chance to get an insider's view on the best parts about working for this particular company, she says.

9. Can you give me example of how I would collaborate with my manager?

Knowing how managers use their employees is important so you can decide whether they are the type of boss that will let you use your strengths to help the company succeed.

10. Can you tell me what steps need to be completed before your company can generate an offer?

"Any opportunity to learn the timeline for a hire is crucial information for you," Hoover advises.

Asking about an "offer" rather than a "decision" will give you a better sense of the timeline because "decision" is a broad term, while an "offer" refers to the point when they're ready to hand over the contract.

11. How would you score the company on living up to its core values? What’s the one thing you’re working to improve on?

Harrison says this is a respectful way to ask about shortcomings within the company — which you should definitely be aware of before joining a company. As a bonus, he says it shows that you are being proactive in wanting to understand more about the internal workings of the company before joining it.

12. What are the challenges of this position?

If the interviewer says, "There aren't any," you should proceed with caution.

13. What have past employees done to succeed in this position?

The main point of this question is to get your interviewer to reveal how the company measures success.

14. If you were to hire me, what might I expect in a typical day?

Obviously this shows your eagerness about the position, Harrison says, but it also gives you a better idea about what the job will be like on a daily basis so you can decide whether you really want to pursue it. "A frank conversation about position expectations and responsibilities will ensure not only that this is a job you want, but also one that you have the skills to be successful in," he advises.

15. What type of employee tends to succeed here? What qualities are the most important for doing well and advancing at the firm?

This question shows the interviewer that you care about your future at the company, and it will also help you decide if you're a good fit for the position, Oliver writes. "Once the interviewer tells you what she's looking for in a candidate, picture that person in your mind's eye," she says. "She or he should look a lot like you."

top 12 soft skills employers seek

here's a pretty good article that i found on thebalance.com. Very helpful tips...

Depending on the organization or business, employers are seeking key skills and experience for each job. But even though these skills are extremely important, there are certain “soft skills” that employers also look for when hiring people for their organization. Research has shown that a person’s “soft skills” can be just as good of an indicator of a person’s job performance as the hard skills that they possess.

What Are Soft Skills?

Soft skills relate to a set of skills that individuals possess, which makes them good employees no matter where they work or what they do. When we think of soft skills, we are thinking of personal qualities, attitudes, verbal and nonverbal behavior, and personal habits that make an individual pleasant to work with, and a valuable member of any team. Individuals with impeccable manners and an ability to be understanding, fair and compassionate are the type of people most of us would like to work with. It is also someone who possesses a strong work ethic and will do what it takes to get the work done, that organizations like to hire and employees want to welcome as a new member of their team. We all know people who we like or love as friends or family; but when it comes to actually working with that person on a daily basis, our positive feelings may go out the window and we may find that it’s almost impossible to work alongside them in a job situation.

12 Soft Skills Employers Look for When Hiring for Jobs:

1. Positive Attitude

A positive attitude can do wonders in turning a department or company around. Having employees who possess a positive attitude can also be contagious; and for employers, it’s important for them to seek that kind of energy since it only takes a few negative people to bring down a department or even the organization as a whole.

2. Strong Work Ethic

Hiring people that possess a strong work ethic is key to the success of any employer. First off, a strong work ethic cannot be taught. When individuals begin working in a new organization they either have it or they don’t. There are many contributing factors that go into making a strong work ethic like how a person grows up to the value they place on doing an excellent job. These innate attributes are totally out of the control of an employer no matter what type of training they provide or the type of supervision an employee gets.

3. Excellent Communication and Interpersonal Skills

The ability to be a good communicator cannot be overrated. To succeed in the workforce, employees need to know how to communicate as well as listen in order to work effectively with supervisors, co-workers and clients.

4. Problem-Solving Skills

Since problems are inevitable, employees who are able to find solutions to daily challenges that arise are most valuable to an organization. Employees who are unable to find a solution to a specific problem but are willing to seek out the advice of others, also makes for a competent and trusted employee.

5. Time Management Skills

As a results-oriented employee, good time management skills are key to getting assignments accomplished and finishing them on time.

6. Flexibility
The way company's do business in today’s competitive marketplace, is changing all the time. It is the ability to remain adaptable that helps an organization move forward and stay with the current times.

7. Work Well in a Team Environment

In the past employees would oftentimes seek jobs that aligned with their desire to either work independently or work in a team environment. In today’s workforce, much of the work is often done on teams; but there is also a need for employees to work independently in order to get the daily work accomplished.

8. Computer/Technological Skills

Almost all jobs today require basic computer skills and technological knowledge. Whether it be for record-keeping, spreadsheets, detailed notes, or presentations, employers will want to know a candidate’s level of computer and technological knowledge to establish if they can do the basics of any job.

9. Project Management Skills

Individuals going about the daily routine of their job will need to know how to prioritize and plan each activity to be able to get the best job done in the least amount of time.

10. Self-Confidence

Self-confident employees are able to detach themselves personally from any challenges that they experience on the job. Self-confidence gives employees a sense of strength as they pursue their personal goals as well as those of an organization.

11. Ability to Accept Constructive Criticism

There is always room for everyone to grow and learn and the employee that is able to take constructive criticism and use it to improve their performance will be seen as a valuable team member to any organization.

12. Strong Research Skills

With strong computer and technological skills being one of the top 12 soft skills employers seek, employees who are able to do the basic research and have the ability to gather important information for projects, and identify how and what competitors are doing to make themselves successful, is a sought after skill that many organizations want.

4 Resumé Secrets That Give You an Edge

Here's another pretty good article from the good folks at Men's Health Magazine. Check it out!

It doesn't take long to leave an impression: Recruiters and hiring managers spend an average of 6 seconds reviewing a candidate's resumé before they make an initial assessment, according to a study from the job-search website TheLadders.

Six seconds.

Now that you’re done shaking your head, give you resumé a 6-second look and ask yourself what you took away from it.

If you scan documents like the majority of hiring managers, your eyes moved over your resumé in an F-shaped pattern, finds a study from the research and consulting firm Nielsen Norman Group. That means you probably read all of the top one or two lines, the first few words of the next lines, and very little of the bottom portion apart from section headlines. And knowing that, you can rework your resumé for better results, the study authors say.

First of all, your most impressive and relevant accomplishments need to find their way into the top-left portion of your C.V., the researchers advise. Applying for a sales job? Consider a headline like “Award-Winning Sales Experience” for the career portion of your resumé. Right away, you’re announcing to the hirer that if he keeps reading, he’ll see something impressive. You could even begin your resumé with one or two bullet points highlighting your greatest professional feats. Just get the good stuff up top and to the left, the study suggests. 

Here are four more gems to help you spit-shine your resumé:

1. Drop in an achievement stat between your former employers’ names and the dates you worked for them, TheLadders study suggests. Hiring managers spend a big chunk of those 6 seconds looking at who you worked for and how long you were with them. So force employers to read about your successes by wedging them into that portion of your resumé. For example:

ABC Labs, New York, NY - Awarded Chairman’s Chemist Honor 2008 to 2013

2. Emphasize numerical rankings if you’re part of an elite list, says Mathew S. Isaac, Ph.D., of the Albers School of Business and Economics at Seattle University. We’re talking “Top 10” or “Top 25.” Such rankings are inherently impressive and eye-catching. Just make sure you’re not on the outside of a round number. For example, mentioning you’re #11 or #6 will give the resumé reader the impression you failed to make it into the most-successful echelon. In both of those cases, it may be better to say you’re in the Top 15 or Top 10, Isaac suggests.

3. Don’t hide your time off after college. Employers will likely see this break as a sign of your “flexibility," a trait that’s especially valued in creative fields like entertainment, marketing, or architecture, says study coauthor May Ling Halim, Ph.D., of California State University, Long Beach.

4. Present your accomplishments in the simplest, most-flattering context, urges a study from the University of California, Berkeley. For example: If you grew your team’s profits by 10 percent in an industry that averages just 2 to 3 percent growth, don’t assume the interviewer will figure that out. Instead, point out that you “tripled the average growth rate”, the research suggests. On the other hand, if you achieved 30 percent growth in an industry that averages 50 to 60 percent improvement, leave out the context. “Play up the interpretation that shows you in the most favorable terms,” advises study coauthor Samuel Swift, Ph.D.

what can an employer say about former employees...

Do you plan on leaving your job for a new one in 2015. Here are some things to consider...

One of the questions people ask frequently is "What can an employer say about former employees?" Some job seekers presume that companies can only legally release dates of employment, salary, and your job title. However, that's not the case.

Can an employer say a former employee was fired or terminated for cause? How about saying that you quit without notice or your attendance record wasn't good? Are there limits to what an employer can say about you?

There are no federal laws restricting what information an employer can disclose about former employees. If you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a time sheet, they can explain why the employee was terminated. Here's information on when an employer can say you were fired.

That said, because of laws regarding defamation (which is slander or libel) companies are usually careful about what information they provide to hiring managers confirming employment or checking references. What they say has to be the truth or the company can be subject to a lawsuit from the former employee. Legally, they can say anything that is factual and accurate.


What Former Employers Can Say About You


There are no federal laws restricting what information an employer can disclose about former employees. If you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a time sheet, they can explain why the employee was terminated. Here's information on when an employer can say you were fired.

That said, because of laws regarding defamation (which is slander or libel) companies are usually careful about what information they provide to hiring managers confirming employment or checking references. What they say has to be the truth or the company can be subject to a lawsuit from the former employee. Legally, they can say anything that is factual and accurate.

If you have been fired or terminated, check with your former employer and ask what information they will give out when they get a call to verify your work history. If they do give out more information than the basics, what they say may be negotiable and it can't hurt to ask.

When you left under difficult circumstances, you could ask someone you know to call and check your references, that way you'll know what information is going to come out. Or, you can also use a reference checking serviceto check on what will be disclosed to future employers.


Getting the Story Straight


It's important that your story and your former employer's story match. If you say you were laid-off and the company says you fired, you're not going to get the job.

Also, not telling the truth during the application process can get you fired at any time in the future - even years after you were hired. That's because most job applications have a section where you verify the information is accurate.


Don't Presume the Company Won't Give Out Information


Don't presume that your former employer won't disclose the reason why your job ended. Large companies typically have policies regarding the disclosure of former employee information, but may not. Many smaller employers don't have a policy at all or aren't aware of or concerned about legal liability issues.

In either case, it's important to know what the employer is going to say about you, because what you say needs to match what the company is going to say.

Finally, if your version doesn't match theirs and you feel the company's story about your termination isn't accurate, be upfront and say so. You'll have a better chance of getting the job than if you say one thing and the company says another.

Source...careers.com