E-mail can speed up your job search. It makes it faster and easier than ever to communicate with recruiters and hiring managers. Unfortunately, e-mail is also often used incorrectly. And a simple mistake can cost you an interview or even a job offer. But, by following a few simple steps, you can help ensure that your e-mail gets a response when communicating with recruiters and hiring managers.
Here's the first tip:
Always put your name in the subject line. Don't assume you're the only job candidate named "Pat." Include your full name (first and last) as well as the topic of the message in the subject line.
This mail shares tips on how to e-mail your way to employment.
Of course your contact information is front and center on your resume. But there's another place you should also include it: In the body of your e-mail. This will make it easier for recruiters and hiring managers to reach you.
You can create an e-mail signature that will automatically appear in each message. Or, type your name, address, phone number and e-mail address at the bottom of every e-mail you send. You shouldn't assume someone will take the time to look for your contact information in their files.
Always double-check attached files AFTER attaching them to your message. Many people have multiple versions of their resumes and cover letters. Make sure you're sending the most appropriate resume or the cover letter addressed to the correct person. Attaching the wrong file, especially if it's a personal file, can be disastrous.
Be smart: Test your e-mail messages by sending them to yourself. If you're worried that a message won't look right or will have formatting problems, send it to yourself before sending it to the recruiter or hiring manager. You'll see exactly what they'll see, and you can fix any problems first.
Leave the "To" field for last. You don't want to accidentally send an incomplete or error-filled e-mail to a recruiter or hiring manager. Don't fill in the recipient's e-mail address until right before you hit "Send." Adding the e-mail address should be the very last thing you do. Check the spelling, do a final proofread and THEN fill in the "To" field.
An interview is your best place to present your capabilities, compete and stand out from other candidates and grab the opportunity.
Always remember that - First impressions are last impressions! So, make sure that it's a lasting one. Look confident and behave professionally, as you might be observed from the minute you step into the interview premises till you step out. Dress conservatively, be well-groomed and presentable. Be polite and courteous to everyone you meet.
You just had a job interview -- and it went great. Then you get a call to come back for a second interview. Believe it or not, this is good news. Many companies ask job applicants to interview two, three, even four times before finally extending a job offer.
Why all the interviews? Hiring the wrong person can be an expensive mistake -- and companies want to be extra-sure they hire the best candidate. The rules for second interviews are slightly different than those for first interviews. But by knowing what to expect, you will be ahead of the game.
This document, offers tips for acing second-round interviews.
Many people have a favorite interview suit. However, to impress a second-round interviewer you should try to wear a different outfit than you wore to your first interview -- just in case you speak with the same people again. If you only have one outfit that you feel comfortable wearing to an interview, wear a different shirt or blouse under the blazer. Or, if you're male, wear a different tie. Small changes can make your outfit appear completely different.
During the first round of an interview, a recruiter and hiring manager are usually looking for the basics: Can you do the job? Do you have the required skills? Are you the candidate you appear to be on your resume?
When you make it to a second interview, it usually means you are generally qualified to do the job. In a second interview, hiring managers are now looking for the intangibles: Are you a quick learner? How well would you fit in with your coworkers? Are you easy to get along with?
Knowing that second interviews often focus on your attitude and personality, be sure to present a flexible, sociable demeanor. If you felt a bit stiff and nervous during the first interview, it is even more important to relax during the second one -- and show that you'd be a pleasant person to work with.
During a first-round interview, you often speak to only a few people in a company -- a recruiter, a hiring manager and perhaps a few potential coworkers.
During a second-round interview, however, you will usually talk with a larger group of people, including the hiring manager's supervisor, more potential coworkers and perhaps a senior-level executive.
To prepare, you should have a new list of questions to ask these new interviewers.
When the recruiter calls to offer you a second interview, ask who you will be speaking with. Then do as much research as possible on those individuals and their roles in the company. This process is similar to a first-round interview with one exception: Because this is the second round, you will be expected to know more about the company. So be sure to read the newspaper and browse online news sites before the interview so you can ask the smart, specific questions they expect.
When you are invited to a second interview, it's a golden chance to correct any mistakes you may have made during your first interview. Were there certain questions you were unprepared for? Are you lacking in a specific kind of experience they're seeking? A second interview is a good opportunity to address any concerns that the employer may have had after the first interview.
To address these concerns, think back to your first interview. If there were any questions that you didn't feel comfortable answering, practice answering those questions again with a friend. Also, a second interview is the time to ask any questions you forgot to ask during the first interview.
* Source : Hot Jobs
It's that time again ... Many companies are gearing up for their annual performance reviews. And employees need to start preparing.
Don't be caught unaware by your performance review. You should always know when your next review will occur. Some companies schedule all employee reviews at the end of the year, while others base their review cycles on employees' anniversary dates. Begin planning for your performance review at least six to eight weeks beforehand. This gives you time to work on any bad habits (like those long lunches) and to focus on making your most recent impression a good one.
If you plan to ask for a promotion or salary increase mid-year, you may want to request a formal review outside the established schedule. Keep in mind that your manager may not be able to accommodate your request, but it doesn't hurt to ask.
The first step in preparing for a performance review: Take a careful look at your previous review. Most employers provide employees with copies of performance reviews. If you don't have a copy, ask your manager or the human resources department if they can give you one. You should also refer to your own notes. If you didn't take any, be sure to take them next time. They're useful if you have trouble remembering everything discussed. And jotting down notes shows you're taking the feedback seriously. If the upcoming review will be your first, use your job description as a guide.
Questions to ask yourself when evaluating your performance:
» Have you met the goals set for you?
» Have you completed the projects you were working on?
» Have you taken on new responsibilities?
» Have you taken full advantage of your strengths?
» Have you improved where improvement was necessary?
If you were in your manager's position, how would YOU rate your performance? Workers often feel that their manager doesn't know how hard they work or how much responsibility they carry.
That's easy to solve: Show your manager how much you do.
This doesn't mean you should sit your boss down for a stern talking-to about how underappreciated you are.Instead, regularly update him or her on your projects and how they're progressing. You may want to send your manager a weekly status report on your workload and accomplishments.
Frequent updates not only show how much you've accomplished, but also that you can prioritize multiple tasks. Plus, busy managers are often glad to have employees who are proactive in sharing information.
It's not every day that you get your manager's undivided attention to discuss your career development, so take advantage of it. A performance review is a two-way conversation. Your manager will want to hear your thoughts on your job and career plans. Spend some time before your review thinking about your career path. Are you happy with where it's going? Do you want to steer it in another direction? Is it stalled and in need of a jump-start? Make sure you have a specific career goal that you want to work toward before your review. Some common goals include:
» a new skill
» a specific role in a project
» a salary increase
» a promotion
You should never be surprised by anything in a performance review. You and your manager should be communicating about your performance throughout the year, not just when your formal review comes along. But, if your manager doesn't offer regular feedback, ask for it. Don't feel as though you need to schedule formal weekly meetings -- an occasional status-check should be sufficient.
A new job, a new city -- relocating can be an opportunity for a major life change. But, if not carefully planned, it can also be expensive, stressful and a recipe for disaster. You don't have to go it alone. Some employers may not only offer you financial help to relocate, they may even assist in planning and organizing your move. Relocating is one part of a job search that needs to be "handled with care." This document offers tips on how to plan a smooth and simple relocation.
Before you begin your job search, you need to decide if you are willing (and able) to pay for your relocation, or if you need your employer to do so. Relocating an employee is expensive: Companies who relocate new employees pay an average of $49,469 for homeowners and $14,001 for renters, according to the Employee Relocation Council. While some companies are very generous with their relocation assistance, many will not pay for relocation expenses. If you are considering a job that requires relocation, make sure you understand whether or not the hiring company will pay for all or a portion of your relocation fees.
Many employers favor local candidates simply because they don't need assistance to relocate. So, if you're planning to pay for your own relocation, be sure to state that in your cover letter. Don't go into great detail about the reason you're relocating or your financial situation. Keep it simple. Something like, "I will not need relocation assistance," is all you need to say. However, if you do plan to ask for relocation assistance, don't say so in your cover letter.
Before you accept a job offer, be sure to find out exactly what the relocation assistance entails (if anything). Some companies offer a one-time payment that you can use to cover relocation expenses. It's your responsibility to plan and organize your relocation. If you spend more than the company awarded you, you'll have to pay the balance. But, if you spend less, the company will often allow you to keep the remainder.
Other companies will organize the relocation for you. They'll hire someone to move you and, if you're lucky, they'll even hire someone to pack your belongings. In these cases, the company generally covers the whole cost of the move.
While these are two of the most common scenarios, companies can be creative with relocation packages. Get the specifics of your package in writing and clarify any details that you don't understand before you accept an offer.
If a potential employer is willing to offer you relocation assistance, they may also be flexible about what type of help they will give you. Companies who offer relocation assistance consider it part of an employee's compensation and benefits package. And, just like salary and vacation, it is often negotiable. If you'd prefer a different relocation package than what's offered, don't be afraid to negotiate. Keep these factors in mind as you do:
» Companies usually offer more relocation assistance to executives and senior employees.
» Companies generally will pay more to relocate someone who has unique skills or experience that is hard to find locally.
» Because rural or small-town employers don't have as large a pool of qualified candidates as urban employers do, they may
be more willing to negotiate relocation assistance.
A final word: Many companies don't offer any relocation assistance at all. So, even if you don't get exactly what you want, you should still consider yourself lucky.
