As an active job seeker, your number one goal is to get invited for an interview. But it’s what happens during that meeting that determines whether you’ll reach your ultimate goal: a job offer. While every hiring manager is unique in their likes and dislikes, here are some comments that are relatively common among them. Take note of what they have to say and you could increase your chances of getting that coveted offer.
Gone are the days when workplace creativity only happened in the upper echelons of a business. Today, many companies—and certainly those that are progressive and successful—are supporting an environment of creativity throughout the workplace. From offices to plant floors, employees in every type of workplace are being encouraged to put forward their ideas and think outside the box.
What a great feeling it is when you can attract and hire a highly educated or well-trained entry-level worker. But what happens when your new hire appears to be stumbling at the starting gate? How can this be?
Well, there are several reasons new employees struggle:
You’ve probably heard that a four-year degree is your ticket to a successful career. And, depending on what your career goals happen to be, it’s good advice. But don’t think for one second that obtaining a four-year degree is the only path that leads to a prosperous and satisfying work life, because it isn’t true.
A flawed employment history could give hiring managers the impression that you are not a desirable candidate. But in today’s day and age, many people are bouncing around among jobs and industries, so it isn’t the fatal flaw it once was. However, it does require some clarification from you, so here are some hints for smoothing out an uneven job history:
Tell a compelling story instead of stating your objectives
One of your primary responsibilities as an employer is to ensure the safety of your workers. Most of the injuries and illnesses that occur in the workplace could have been prevented, and a company safety program is an essential key to improving your work environment and protecting your employees.
Most hiring managers get concerned when they see gaps in a candidate’s employment history. That’s understandable since these gaps could mean this person was let go and had trouble finding another job. Or, it could also give the impression of an individual who tends to hop from job to job.
It’s clear that in today’s workforce a competitive salary, bonuses, and good benefits are not enough to equate with job satisfaction. Today’s new generation of workers is looking beyond financial rewards to the intangibles that will make them happy with their work as well as their life in general.
It’s time for your performance review, and while it may seem counterintuitive, you should be preparing for it. No matter what opinion you might have, these reviews are a frequent and normal occurrence in the working world. In fact, if you want to learn and progress within your organization, you must be ready to talk about both the year behind you and the one that’s ahead.
You’re bright and ambitious, and you want to move your career forward. You want to climb the ranks. If this sounds like you, you should consider enlisting the guidance of a mentor who can guide you along the proper path. This individual should have the experiences that will be of most benefit to you and be willing to share information and offer insights when you need them. And sometimes the person who checks all of these boxes is actually your boss.