Alexandra Levits Water Cooler Wisdom The Evolution of Recruiting from 2009-2019

Alexandra Levit's Water Cooler Wisdom The Evolution of Recruiting from 2009-2019 In 2008, I published a book with ATD Press called Success for Hire. Since then, I’ve followed the field closely and for this article, wanted to consider some of the major recruiting changes that have taken place over the last decade. The “Black Hole of HR” is No More When I entered this field, I advised candidates never to blindly submit a resume to a job board or an applicant tracking system (ATS). At the time, doing so was often a guarantee that no human eyes would ever rest on your materials. Today, however, ATS are far more sophisticated in sorting and funneling resumes to the appropriate decision-makers, and whether the news is good or not, candidates are more likely to hear it. And, the job boards that still exist are no longer “boards” persay, but rather matching platforms offering a suite of helpful services to both job seekers and recruiters find one another. Social Facilitates Passive Recruitment Remember the days when recruitment processes happened in a very specific order â€" employer posts job, candidates apply, employer decides who to interview? The rise of social media, especially sites like LinkedIn, has enabled employers and candidates to engage in a mutual selection process that often begins with the recruiter scoping out the skillsets and recommendations of and reaching out to people who aren’t looking for work. Passive candidates are also more likely to be spotted by recruiters via their participation in online communities, hosted events, and skills showcases. Artificially Intelligent Software Mitigates Bias Unconscious bias has always tarnished recruitment efforts. While most employers didn’t mean to discriminate against a candidate because of their gender, race, ethnicity, or sexual orientation, this often happened at the subconscious level. Now, though, some intelligent software programs remove resume details â€" such as names, photos, and education â€" that might lead to biased assessments. Others help recruiters word job descriptions in a certain way, and combat interview selection bias via structured conversational prompts and real-time video assessments of interviewer speech and body language. The Total Employee Experience Starts with Candidates Once, employers held all the cards and had all the power. If your company had a website or was in the news, you were golden. But in 2019, recruiters must work hard to convince top talent to invest their careers with an organization. To start, organizations must have a consistent, reputable, transparent, and compelling employer brand, and they then must showcase that brand through a carefully orchestrated hiring process that makes individual candidates feel respected, valued, and cared for. And â€" that process must transition into preboarding and onboarding experiences that make new hires feel good about their decisions prepare them to contribute right away. If you’re interested in recruitment and didn’t catch last week’s webinar with SilkRoad client Sonepar, grab the replay here and let us know what you think!

On the Job by Anita Bruzzese If Youre Burned Out Youre Not Alone

On the Job by Anita Bruzzese If You're Burned Out You're Not Alone Worker burnout is getting worse. In the last decade, I bet I've written some version of this sentence a dozen times or more. Unfortunately, it doesn't look like I will stop writing about it. I talk to people in their 20s who haven't worked less than a 10 or 12 hour day in years. I know several baby boomers who tell me that they thought as they entered their late 50s they would start to work fewer hours or take more vacation time. Nope. Whenever I write these kinds of stories, I always mention the fallout: Health problems for workers that can drive up company insurance costs. Less productive workers. Greater turnover that eventually increases recruitment costs. Stress that results in less creativity or innovation. It used to be when you left the office, you left the work behind. But that's no longer the case as smartphones ding all night long with emails and the boss texts you in the middle of dinner. What's the solution? Well, bosses could stop texting or emailing you after hours unless it's an emergency. Like an end-of-the-world emergency -- not that he needs you to send him a report that you've already sent him. But this is easier said than done. Because we are all guilty of working too many hours, and it's not always the boss's fault. Couldn't you close your laptop at night and take the dog for a long walk instead of trying to catch up on emails? Or, couldn't you make meal times a smartphone-free zone and insist all phones be muted and shoved in a drawer? One day (maybe) I can quit writing about worker burnout. But until then, I suggest you try to save yourself.

The Guide to Social Employer Branding

The Guide to Social Employer Branding How do employers know what social media updates they should be doing? How can they know what their audience thinks of these updates? What are the best-in-class employer brands doing on social? To get some answers, I’ve spoken to everyone’s favourite Canadian in Sydney;  David Brudenell, Chief Digital Officer of  Universum. Listen to the interview below, keep reading for a summary of our conversation and be sure to subscribe to the Employer Branding Podcast. What social platforms perform best for employer branding? At Universum we use all these platforms when we’re doing activation but I like to simplify them down into really if we made the employer brand an individual. So if they were just another human out there playing around on social media. It’s for me, Facebook is who we are as an employer brand, LinkedIn is what we do, Twitter is what we say and Instagram is what we want other people to believe we look like and how trendy we are. Weibo, and some of the other country specific platforms, would follow those same areas. But I think from an employer branding perspective Facebook is still the 800 pound gorilla out there. An amazing stat that came through from Nielsen just earlier this year is that, with Facebook’s acquisitions over the past 24 months, one in three minutes spent on a mobile phone is spent on a Facebook property. So that’s Facebook, Messenger, Instagram, and Whatsapp, which they purchased for $16 billion last year. So one in three minutes on a mobile phone really makes those purchases by Facebook seem like quite a deal that Mr. Zuckerberg bought. For LinkedIn, really for employer brands, this is about showcasing your business. When we look at things from Universum, we apply our learning and our activation down this, what we call the talent funnel. And really what we believe at Universum is LinkedIn is very much for the initial education, kind of the corporate education of the company that I’m considering working for and as talent goes through the journey, their knowledge journey and goes through the acquisition funnel, we’re seeing LinkedIn as becoming increasingly a place to go to apply for jobs. So LinkedIn is making very, very good strides in competing with  Indeed,  Monster and some of the mega job boards out there. And I think that’s just because the offer a more robust content play than simply a job post on a job board. With Instagram they opened up their advertising engine in the summer of last year, and what’s really interesting about Instagram is that it’s about curation, less is more and really about showcasing the visual aspects of the employer brands. So we’re seeing with our customers, and we see through some of the measurement, that we have really amazing results with Instagram. It’s really cutting through some of the broadcast social media hang-ups that Facebook and LinkedIn have because Instagram is quite interesting. It’s not broadcast social media, like I said, like Facebook or LinkedIn but it’s not narrowcast like Snapchat and, I would argue, some of the messaging services out there. So it’s a really interesting one to watch. What is the intention gap? This is a Universum coined term, I think, in this report. And whats really interesting thats coming out of this, and why we created this concept of the intention gap, is that when we started to look at social media content and lots and lots of it. In actuality we looked at over one million social media posts from thousands of employers. We saw that theres this big gap between what an employer brand thinks theyre communicating, with what talent actually thinks that they are talking about. And were seeing this gap increasing over time. Social media is not about a one hit wonder. Its not where big Super Bowl style campaigns win. Its about small, snackable and continuous content. So to win on social media its not about one post, its about the 100 or 200 posts that you are putting out across the year and hoping that youre curating one, the right talent who are looking at it and theyre looking at it and engaging with it on a fairly regular basis. So I think thats where, and theres a lot of grey  in social media, its very noisy and what were seeing at Universum over the past 10 years or so is further fragmentation of the reason why talent choose to be a part of the employer. You know, we didnt always have 40 attributes that we use to measure. There were fewer when we first started and new things like work/life balance didnt exist seven or eight years ago as something that is important to talent but as our research says, over the past couple of years it is, if not the, it is one of the most important attributes for talen t when choosing an employer. Great brands outpace good brands on social media please elaborate? To win on social media it’s all about continuity and it’s about being there, being present on a regular basis and building on the back of the content that you released yesterday or the day before. Now what’s happening, if we take a step back and we look at these social media platforms, their main function for users is to provide relevant content to us. Because, if you went into your Facebook feed today and the first 200 posts were ads, you probably wouldn’t stick around in Facebook very long. So it’s in Facebook’s best intentions to be able to give you the most relevant content. Facebook’s a true network. They have their social graph so there are people who look like you and Facebook is going to use your data, and everyone else’s, all one billion daily users in Facebook, to be able to fine tune that algorithm. And secondly, is that those employer brands who are active on social media platforms, and I gave that example of Facebook before but it’s applicable to all social media platforms, they all have algorithms and they’re all trying to get relevant content to their users. Is that those employers who are active and they realise that social media is not something you can just chuck an intern at and to post about random stuff, that there is a sophistication that goes behind it, they start to look at the economics of it. What employer brands were social top performers last year? The regular players are up there. Probably the company who works well across the most, was the most consistent across channels, we’re seeing L’Oreal and  Unilever, who are sitting up there at the top. Some of Unilever’s programs, their future leaders programs they run in multiple countries have been really fantastically executed across social media channels and we can see some in the reports, some amazing results in the case studies that they have graciously allowed us to publish. And also we see the non-traditional social media style employer brands, like  ExxonMobil, really get into social media in a fast and meaningful way and really on a weighted basis they are getting quite fantastic returns. They are being able to get enormous engagement returns and what’s really interesting about ExxonMobil is the participation rate on their posts. They’re getting hundreds of what looks like engineers commenting, participating, asking questions. And then maybe a local call-out would be PWC in Brazil. Brazil, we see as one of the most competitive marketplaces when it comes to social media. There’s a great article I think it was published by Forbes, which said that the Internet was born in Brazil. View this post on Instagram Quer saber algumas dicas para se preparar para o processo seletivo do #NovaGeraçãoPwC? Então, assista ao vídeo da Gabriela Bueno, que começou sua carreira na PwC por meio do programa Nova Geração. Acesse http://goo.gl/pqh9XQ e inscreva-se! A post shared by Nova Geração PwC (@novageracaopwc) on Jan 27, 2016 at 11:53am PST What are the  top data-driven recommendations for employer branding  in 2016? Appreciate the old saying, “horses for courses” and to make sure that the way that talent and to appreciate that the way that talent interact with a platform like LinkedIn, the reasons why they go to LinkedIn are very, very different than the reasons that they would go and participate with an employer brand on Facebook. So it’s not about one piece of content just  cross posted, it’s what we’re seeing is that is the first sign of an early, or entry-level, employer brand on social media. They take one post, usually that content has come from marketing or corporate relations that’s been approved by legal and they can get it up quickly, and what they do is they just post it across all channels. But that just gets lost in the torrent of content. And to quote Facebook is brands and employer brands want to create thumb stoppers. So it’s those pieces of content as you’re whipping through with your thumb on your mobile phone, and let’s not forget the majority of social media content is consumed by mobile, almost than 75%, right? So it’s about creating thumb stoppers. So what we’re seeing is a big change in the traditional, linear process of ideation and content development. So the old way is very linear, right? Have your agency come in and pitch a humongous idea that costs a bundle of money, substantiate that with some user research, spend a bunch of money on design and things like that and then push it out and then repeat. Follow David on Twitter @DavidBrudenell and be sure to subscribe to the Employer Branding Podcast.

7 Content Marketing Tips for Small Business Success - Personal Branding Blog - Stand Out In Your Career

7 Content Marketing Tips for Small Business Success - Personal Branding Blog - Stand Out In Your Career Content marketing is a small business marketing tool that helps the Davids of business compete against their Goliath competitors. Content marketing is a brand-building technique that helps individuals and businesses build lasting relationships with clients, customers, and prospects using helpful relevant information shared in an editorial, i.e., non-selling, format. Its a technique as useful for authors and self-employed professionals as it is for small, growing businesses. Content marketings power comes from  reciprocity, one of the 6 universal human behaviors that Robert Cialdini describes in his classic study, Influence: The Power of Persuasion. Reciprocity is the tendency to want to do something nice for someone who does something nice for you. Reciprocity is a subtle form of indebtedness. One of the reasons social media sites like Twitter.com have become so popular is that they make it easy for readers to thank the authors businesses who help them achieve a goal or solve a problem. Where does good content come from? Content marketing is delivered through words used in articles, blog posts, books, email, podcasts, speeches, teleseminars,   tips, and videos. But, content doesnt originate in writing. Content marketing success isnt simply a matter of inherited writing ability or knowing the rules of grammar. Instead, the content needed for content marketing comes from attitudes and habits that any self-employed professional or small business owner can master. Tips for content marketing success Heres how you can improve your ability to put content marketing to work: Teach. Put advertising aside, along with its emphasis on attracting attention and catchy ideas.   Instead, think of yourself as a teacher. Think   back to the teachers in your life who made a difference in your life. Strive to be like them. Content is more like teaching than selling. The best teachers are passionate about the information they want to share and how their students will benefit. Focus. Dont try to please everyone, and dont try to share everything you know. Instead, focus on the needs of your ideal prospectsthose with whom youre most interested in building long-term relationships. Analyze the types of information theyre looking for. Focus on what your prospects want and need. Structure. Pace your delivery. Take a long-term view of content marketing. Dont provide too much information, too soon. On the first day of classes, teachers dont tell the whole story. Instead, at the beginning of each year, teachers prepare a week-by-week lesson plan, or curriculum, that introduces information in bite-sized chunks. Efficiency. Your content marketing is not going to be measured by how hard you worked, or how long it took you to prepare each blog post or podcast. Instead, explore tools, like outlining and mind mapping, that save time planning before you write. Likewise, master time-saving software features like keyboard shortcuts. Consistent. Schedule content at consistent, predictable intervals. If you commit to new blog posts every Thursday, always be there! Dont miss a week, then make up for it with a blog post twice as long. Youll be judged by the consistency of your content marketing as well as the quality and relevance of the ideas you share. Personality. How you deliver your content plays a major role in its success. The appearance and readability of your blog or ebook play a large role in your brand. Strive to present an optimistic, professional image. Watch your language. Write as conversationally as you would speak to the reader over coffee. Leverage. Avoid re-inventing the wheel. Leverage your best ideas by reformatting, re-purposing, and re-using them. Review your previously-created content and look for popular topics you can expand, or build-on. Look for opportunities to convert articles or blog posts into reports, teleseminars, webinars, or videos. What can content marketing do for you? Content marketing can help small businesses outlast compete larger, older, and better-capitalized competitors. Content marketing helped a Seattle neighborhood electronics retailer expand from 1 location to dozens of locations up and down the West Coast before Best Buy acquired it. The turning point in the stores history was a series of How to Buy a Stereo newspaper inserts I created. These took the mystery out of buying a home music system at precisely the time that the firms larger competitors were confusing the market with too much selection and unsustainable low pricing. If youre an author, content marketing using a blog can help you build a market for your book while youre writing it.The careers of many bestselling authors, including Garr Reynolds, began when publishers noticed his blog and asked him to write a book.   Over and over again, authors like Seth Godin and David Meerman Scott have proven the ability of blog marketing to create instant bestsellers. Content marketing costs less than ever before When I was preparing newspaper inserts for Magnolia Hi-Fi, now Magnolia Home Theater with 350 locations throughout the USA,   the cost of our content marketing was extremely high in terms of production, printing, and newspaper distribution. Now, however, the Internet makes it possible for authors, self-employed professionals, and   businesses of all sizes to profit from content marketing. So, the only question that remains is, How are you going to put content marketing to work?  Share your ideas or questions, below, as comments. Author: Roger C. Parker’s Published Profitable offers content marketing writing assistance, including a free Procrastination Symptoms Checklist.

Resume Writing Tips - Using References and Testimonials in Resume Writing

Resume Writing Tips - Using References and Testimonials in Resume WritingTo many people, the resume writing process seems like an endless project. There are times when it is necessary to find additional information that will be included in your resume, but sometimes you simply don't have the time to do it. This is when testimonials and personal references can be of great help.The first real question to ask yourself is why are you doing this? Your resume is your first chance to be seen and you need to make sure that it does not get lost in the shuffle. It is also your first chance to be known by prospective employers. People may think that you're applying for a job because you saw it advertised on TV, but you might be very wrong about that.The reason why you want to include a reference on your resume is to show the potential employer that you are well aware of the company. You do not want them to miss out on what could be a good career move because they mistakenly believe that you app lied to a job that is advertised on TV.When it comes to using references in resume writing, there are some things to keep in mind. First, take care to use all of the information that is provided. If you do not use all of the information that is provided, you will be missing out on important information that a potential employer may need. Take care to avoid any mistakes that could make it appear that you are trying to claim something that you really aren't.When you are ready to use a reference for your resume, try to find an individual that a potential employer already knows. Ask around and ask someone who might know about a person that would be a good candidate for a job. They may be able to point you in the right direction.It's a good idea to contact the references for a few weeks before you actually submit your resume. This will give them time to send in their information and you have time to respond and edit the resume if needed. Try to make the interview process as quick as poss ible, so you don't leave anything to chance.References can be found all over the internet. A good place to begin is by using forums. Forums tend to have a lot of users posting information about the topics that they are involved with. Look for topics related to resumes and try to find the most relevant posts for your purposes.References are also easily found online. Sites such as LinkedIn allow you to add your own profile, so you should have no problem finding those. The majority of sites also have tools that allow you to include photos, which is always a plus.

10 Resume Mistakes To Avoid In 2017 - CareerEnlightenment.com

10 Resume Mistakes To Avoid In 2017 ‘’Find a dream job’’ is one of the most common New Year’s Resolutions people set up for themselves. And to find a better job is closely related to creating an ass kicking resume. In 2017, consider spending more time on avoiding mistakes on your resume and impress the person who reads through it. Here is a little help from me, you can thank me later. This article first appeared on Enhancv last Jan 13, 2017.  Stand out from thousands of applicantsWriting a resume is a process many of us despise. Often, the hardest thing is to just sit on your butt, open the builder and start focusing on writing. You think about what your Top Strengths are and what you like doing in your free time. But wait, nobody cares what I like doing when I’m not at work. Wrong!After a few hours, you finally finished. Before you release all the tension and worry though, remember that recruiters receive hundreds of resumes in one day. What sets you apart from the others?I can name at least 10 mistakes j ob applicants overlook while crafting a resume without realizing. If you’d like a better career in 2017, consider avoiding them and impress your potential employer right at the start.1. Cliches and overused wordsIn the zone of writing a resume, we tend to use cliched phrases, overused words, and passive voice. The resume becomes too regular and unimpressive to any recruiter. It puts them to sleep.We also tend to be vague in wording and not providing enough of information about our accomplishments. This will never help us hitting the bull’s eye! Be careful with repetition of words and phrases. In a two-page document like a resume, it might come across annoying.The most valuable of all talents is that of never using two words when one will do. (Thomas Jefferson)Be creative and attract the recruiter’s attention with words and phrases that sizzle and are straight to the point. Enhancvs new feature Content Analyzer can help you with that.  2. Typographical errorsBad grammar you s urely heard that one before. There is no excuse for sloppiness, misuse of words, wrong spelling or punctuation overuse on your resume. Such mistakes will make the recruiter toss you in the reject file.Therefore after you finish with your resume, sleep on it and take your mind off it. Let a trusted colleague or more experienced family member look at it. You can also use a spell check to make sure it’s typos-free before you send it to your dream company.  3. Made up informationDid you really spend 6 months as an intern in that company? Are you sure you speak 6 languages? Have you raised 6000 followers on Twitter within just a month? All the information you provide must be true. Remember that in today’s world of new technologies and amounts of social media channels, recruiters can verify such details within a few clicks and phone calls.Even if you make it to the interview stage or even to your first working week, the incorrect information and lies will come out in the end.  4. Resp onsibilities VS AccomplishmentsThe same roles in various companies have the same, or very similar descriptions and duties. You should avoid listing the duties you had in your previous jobs. They probably are the same as many other jobs out there and don’t make you special.Rather think of your actual achievements and outcomes that resulted directly from your involvement. Make sure you quantify those results to present the significance of your work.  5. Not specific to the companyBefore crafting a resume, one of the first steps should be reading through the job requirements carefully. See the keywords they use and get the grip of who they’re actually looking for.The second step should be going through their company website, social media profiles, and the blog. What is their company culture? What kind of people work there? Would you fit in the team? All this information will give you a head start and provide clues for your resume design, content, and overall feeling. Make it specif ic to the company and the job requirements.Amanda Augustine, career expert: Identify the common keywords, terminology, and key phrases that routinely pop up in the job descriptions of your target company. Want to Read More Articles Like This One?Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip! SUBSCRIBE! You have Successfully Subscribed!We hate spam too. Unsubscribe any time. 6. Irrelevant experienceYour resume should be up to date with relevant information at all times. Consider leaving out that summer job you did 10 years ago. Unless you achieved something significant and relevant to the job position you’re applying for, leave it out. Nobody cares.The experience content of your resume should exponentially progress with you.7. Inconsistency in the formatEmployers might require your resume to be in a certain format depending on their company’s Applicant Tracking System (ATS). However, the safest way to save and send your resume is a PDF format. The main reason being that a PDF doesn’t change depending on the computer’s operating system.Also, make sure your resume doesn’t get out of hand by using a number of different fonts, graphs, and neon colors. Keep it neat, clean and easy to read.Here is an example of a good format:  8. Paid VS Unpaid work experienceAnother mistake that appears on resumes is the fact that people believe that the most valuable experience is only the paid experience. E.g. any job you’ve had so far and got actually paid for.But how about the volunteering? And the things that make you proud? These don’t necessarily have to be connected to your job title. They can include things you do in your free time, diseases you overcame that helped you become who you are today. It can be one of the most striking sections on a resume, as long as you back it up with concrete facts, numbers and figures.  9. Afraid to show your personalityPeople are still worried to show of f their personality in a resume. They think it’s somewhat childish and unprofessional. They believe that this type of information is supposed to be written in a cover letter. But do employers read cover letters anymore?Have you heard of a Company Culture? It’s the so-called personality of a company and a good one keeps employees happy. For employers, one of the factors when securing a good company culture is to hire people that are similar or have similar interests. That’s why they need to see more personality revealing sections in your resume. Make their job easier and present your charming self.Enhancv is the only resume builder out there offering a big variety of human-centric sections. Try them out, it secured Sam a job in Spotify.Ambra Benjamin, engineering recruiter at Facebook: What kind of stuff are you working on in your free time? I am always inspired by this. It also shows me that you have the passion for your field beyond your nine-to-five.10. Crafting only one res umeForget this, the mindset of having a one fits all resume. As there is a difference between a startup and IBM, there should be a difference in resumes that you are applying for their jobs with. Don’t you agree?You are ready to go!Let’s be clear, crafting a resume is not an easy job. Sometimes, we need just a little push, a reminder of what’s important to add to it or leave out.If you haven’t yet, try Enhancvs newest Content Analyzer feature. It was developed after reviewing over 300,000 resumes to help you improve your content and make the most out of any job opportunity. Go ahead and craft your resume!

5 Job Interview Mistakes You Dont Want To Make - CareerAlley

5 Job Interview Mistakes You Dont Want To Make - CareerAlley We may receive compensation when you click on links to products from our partners. The interview is the most crucial step in the process of landing your dream job. The first impression your potential employer forms of you can make or break your chances of getting additional interviews or an offer. For that reason, it is vital that you avoid certain very[easyazon_link asin=B00JIATN2O locale=US new_window=default nofollow=default tag=caree07-20 add_to_cart=default cloaking=default localization=default popups=yes]common job interview mistakes[/easyazon_link] that can seriously harm your chances of getting the job. Suggested Reading:Job Interview Tips For Winners: 12 Key Ways To Land The Job Dont be Late Perhaps the most obvious job interview mistake you can make is simply arriving late to your interview. After all, if your potential employer cannot even depend on you to be where you say you will be, when you say you will be there, while you are still trying to earn the job, why would he expect to be able to depend on you after you have been given it? To prevent this from happening to you, make sure ahead of time that you know exactly where the interview is and how to get there. If necessary, make a trial run to the interview location to prevent any confusion. Dont Dress Inappropriately Dressing inappropriately is another common and easily prevented job interview mistake. Your hiring managerwill want to see that you can handle the responsibility of carrying yourself as a professional, and that extends to your wardrobe. The manner in which you dress can say a great deal about who you are as a person; dressing like a slob, for example, can give the impression that you are a slob. If you are unsure about the appropriate dress code for your interview, contact the office ahead of time to ask; they will likely be impressed by your conscientiousness and your attention to detail. Dont Arrive Unprepared Do your homework on the company and (if possible) the hiring manager(s). Blanking out or freezing up during the[easyazon_link asin=159863853X locale=US new_window=default nofollow=default tag=caree07-20 add_to_cart=default cloaking=default localization=default popups=yes]101 Great Answers to the Toughest Interview Questions[/easyazon_link] period can also significantly hurt your chances of being offered the job. While you should not stress about every possible question you might be asked, you should also be prepared with what you want to say. Many different questions allow you to direct the conversation to areas in which you feel confident and well-prepared. Be prepared to answer questions with well-thought-out responses. You should avoid giving abrupt, one- or two-word answers in most cases; your interviewer will want to learn more about you than that. Be prepared to explain honestly why you feel you should be chosen for the job and what makes you unique. Do not be cocky, but do rel ax and be confident. Dont be Unprofessional A related mistake can be using inappropriate or overly casual language during the interview. Although you may talk like this when spending time with your friends, it could be considered unprofessional in a job setting. Additionally, although you want to give the hiring managera chance to get to know you, you should not get excessively personal. Issues relating to your personal life that have no bearing on your job need not be discussed. Dont Forget to ask the Right Questions Take the time to ask any relevant questions about the job and your next step in the consideration process. Prepare a list of questions you will want to ask. This can help prevent any confusion on your end, while also making your professionalism and thoroughness clear. Career Tip of the Day:10 Questions You Can Expect in an Interview We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+