There are really only two essential job interview questions. Together, they determine how successful you’ll be in this role. But they are often treated by candidates – and some interviewers – as pro forma questions: asked to check a box, and answerable by some generic, fluffy response. But if you answer them with something sincere … Continue reading Why Do You Want this Job?
I recently heard about a candidate who had great qualifications for the position, but made what might have been a near-fatal mistake. She interviewed well, but she didn’t send a thank you note after the meeting. The hiring manager confessed that it almost cost her the offer. It made me think it was time for … Continue reading A Great Thank You Note
(A guest post by Lauren Walker, from Stellar Select, a UK-based financial recruiting company.) Surviving an interview is one of the most challenging aspects of landing a job. Even if you’re the most qualified candidate in the room, there’s no guarantee that you’ll get the finance job that you want, especially if you were unable … Continue reading How to Make a Good Impression in Finance Interviews
You might be able to get more value from your initial job offer if you budget carefully and negotiate.
I’ve written many times that interviewing is very much like dating. You go through the same phases: attraction, flirtation, getting-to-know-you meetings, and finally, a proposal and moving in together. And as in dating, the early days of the hiring process are when recruiters and applicants are on their best behavior. That’s why red flags during … Continue reading Red Flags in the Interview Process
We set aside November 11 to honor veterans and let them know how much we appreciate their service. There’s another, better way, to show your appreciation: make a veteran a job offer.
A healthy sense of curiosity is what separates a great worker from an uninspired drone. If you’re looking for a spark to light up your company, consider looking for curious people.
When juggling multiple tasks, we have to be able to decide which ones need to be tackled immediately, and which ones can wait. Hiring someone who can’t get this right means that key due dates and project timelines can fall through the cracks, ultimately hurting your business.
Today’s fast-paced work environments require employees who can do the job now, and have the potential to grow into new roles or leadership positions at your company in the future. After all, if an employee leaves, it costs your company 1.5 times that employee’s salary to replace her.
Leadership is a slippery concept. It’s not strictly confined to actual leaders of a company; we hope to see it at all levels of an organization.