As a recruiter, I am always impressed by candidates who have questions of their own to ask-and I consistently receive feedback from hiring managers all over the country who feel the same way. The candidate who’s asked, “So, do you have any questions?” at the end of the interview better come up with something. One who answers, “No, I don’t think so,” is going to get a big negative mark against them in the hiring decision.

Companies want candidates who have critical thinking skills, as well as candidates who are knowledgeable and interested in the job. The questions you ask demonstrate these things. Not having questions of your own to ask sets you up as a candidate who’s passive, won’t work very hard, and isn’t all that interested in the job-even if you are.

General Questions:

What you are looking for in a candidate?

What qualities did the last person you hired have?

Why is this position open?

What was it that you think kept that person from being successful?

What are the tasks in this job that will make someone in this position successful?

How do I rank among the other candidates?

Can you tell me about the company’s culture/mission/philosophy?

What do you like best about working for this company?

What are the next steps?

When do you expect to make a decision?

Do you have any reason why you would not consider moving me forward during the (hiring) process?

Are there any other folks who will be interviewing me later?

What’s a typical day like?

What stops most employees from being successful?

Are there any more questions you have for me?

Do you see how my past experience translates well for this position?

Questions for sales jobs:

Which product line of yours is your lead line? (i.e. the one that everyone should buy)

Which product line should they probably not buy?

How does the travel program work?

The more research you do on the company and the job before your interview, the easier it will be to come up with questions to ask. Naturally, your questions will be more detailed and they will show that you have done your homework, and that’s a very impressive quality in a candidate. You’ll come across as a hard worker who’s also creative, insightful, and engaged.

The questions you ask will allow you to “get inside the hiring manager’s head,” so that you can tell what they’re really looking for, and what they want to hear, so that you’ll have a more successful interview.

Your questions also do the critical job of uncovering any issues the hiring manager might have with you, so that you can correct any problems before you leave.

Guest article from Matthew Warzel   There are reasons why recruiters or hiring managers do not call back some job seekers: blacklists! In today’s tough job market, desperate job seekers are pursuing what little jobs are available. Hiring managers have plenty of applicants to choose from, so they are justifiably selective and quick to record any negatives they discover.   If you are blacklisted, recruiters do not submit you to jobs today, even years from now. Even if you are not on an actual “list”, recruiters do remember if you left a bad impression. They also pass the word along to fellow recruiters, and they remember bad candidates even if they change companies.   Do’s and Don’ts  Recruiters never want to hire any of the 3 L’s: liars, losers and loners. Prove that you are none of those by following these tips:

•DO NOT lie about or exaggerate your experience. Outright lying about experience or skills that you do not have guarantees you a spot on the blacklist.

•DO NOT pit fellow recruiters against each other. Contrary to what you might think, it does not increase your chances of getting a job. You can work with more than one recruiter, but not ones at the same company, unless they are at different office locations (e.g., MJW Careers Wilmington and MJW Careers Raleigh).

•DO NOT mass distribute your resume. Applying to too many jobs with the same recruiter or company makes you look unfocused and creates unnecessary work for them. Make every job application a meaningful one.

•DO remain courteous and professional, even if your recruiter is not. They are dealing with tons of applicants, so do not take unreturned phone calls or missed interviews personally. Do not attack your recruiter for this behavior; it only leaves a bad impression of you.

•DO always be interview-ready. Every conversation with a recruiter is an interview, even a casual chat at a networking event. Always be discussing your qualifications. What you may consider harmless joking, might rub your recruiter the wrong way.

•DO clean up your online presence. Recruiters check LinkedIn, Facebook, Google, etc. Even if it is old, if it is inappropriate, get rid of it.

•DO communicate what job you are looking for. Having a good relationship with recruiters does not mean you have to accept every job they present. If you are not interested, say so; it saves everyone time.

•DO build relationships with recruiters. Always keep your job options open, whether you are employed or not. This means keeping in touch recruiters at all times.   More Turnoffs

•Forgetting or missing scheduled interviews

•Making a faux pas during an interview

•Handling rejection badly

•Rejecting an opportunity after extensive efforts by a recruiter to arrange it for you

•Taking a counteroffer from another company

•Demonstrating poor business skills

•Publicly criticizing other people or companies

•Failing a background check (in which you cannot re-apply for a certain time period)   Removing Your Name from a “Do Not Hire” List  Negative notations beside your name can seriously derail your job search. Unfortunately, it is also very hard to discover or remove a bad mark. With so many candidates today, recruiters and hiring managers are even less forgiving. Getting back on their good side requires some extra effort.   Finding Out

•Speak to key internal contacts and colleagues  •Ask a reference-checking service to find out if a previous boss made unfair remarks about you   Correcting the Situation

•Demonstrate your true reliability and professionalism

•Offer detailed information about candidates for a different job opening and conduct extra reference checks as a courtesy

•Treat them to lunch or coffee  •Request honest feedback about becoming a stronger candidate next time

•Review a background check used to reject you and remove inaccurate records

•Consider switching industries or locations   Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

So what if you make a hiring mistake? Here’s how to beat analysis paralysis.
By April Joyner | Nov 1, 2011

Any job seeker knows from experience how much first impressions matter. In fact, they probably matter too much. A single interview, after all, rarely uncovers enough information to determine whether someone would be a good employee. To compensate for this shortcoming, many entrepreneurs follow the adage to hire slowly, fire fast. But hiring too slowly can be just as counterproductive as making a snap judgment, especially when entrepreneurs tack additional steps onto the interview process without clear objectives in mind.

Gary Jaffe, CEO of The Booksource, a St. Louis-based distributor of schoolbooks with 135 employees, made that mistake last fall when he began looking for a new sales director. The search ended up taking five months—two months longer than the contract period for the recruiter he enlisted. Each candidate was required to go through two personality assessments and about four hours’ worth of interviews, meeting with each of the company’s three managers. After sitting in on each interview, Jaffe privately questioned the candidates he found promising. His impressions of candidates would often start out positive but deteriorate as the interviews dragged on. “In the first two hours, I would have absolutely hired this person,” says Jaffe. “By lunch, he was questionable.”

There are many reasons entrepreneurs prolong the hiring process. For starters, adding employees at a small company is tricky. “Once you insert a new person into the mix, you change the team’s dynamics completely,” says Lanny Goodman, CEO of Management Technologies, an Albuquerque-based firm that trains entrepreneurs in management techniques. Previous hiring mistakes can also cause entrepreneurs to drag their feet: Because they second-guess their opinions, entrepreneurs add extra rounds of interviews and assessments.

That was the case for Jaffe. After firing two of the company’s executives, he had begun to doubt his ability to make good hiring decisions. “It’s so frustrating when you get it wrong,” says Jaffe. “It takes so much effort to fit this person, and you say, ‘Why is this not working?’ ” He was determined to get it right this time.

One of the most promising applicants for the sales director position was referred by a trusted source. Jaffe’s father, Sandy, who founded The Booksource and had been its CEO, had met the candidate in a business mentoring group. But despite the family recommendation, personality tests, and rounds of interviews, Jaffe was still unsure. So he invited the candidate out to dinner. After an evening of polite small talk and Southwestern cuisine, Jaffe finally made an offer.

But even after all that, Jaffe is again trying to fill the position. Less than three weeks after the sales director joined the company, Jaffe fired him.

No matter how many times you interview candidates, there’s no way to accurately predict how well they will perform. Entrepreneurs who drag out the hiring process put off the ultimate test of a candidate: time on the job. Plus, as the months pass and pressure mounts to fill critical positions, entrepreneurs sometimes find themselves making the same hasty decisions they sought to avoid in the first place.
Treatment:

Set clear objectives for each stage of the interview process. Make sure follow-up interviews aren’t rehashing the same discussions from previous meetings.

Limit the number of people evaluating candidates. It’s wise to seek a second opinion, but involving more than two or three other managers can make it difficult to get a clear assessment.

Trust your instincts. As the hiring process drags on, you are more likely to ignore red flags.

Okay, so for the past three years you finally got the courage to take that leap of faith and put your resume out there and go after the job of your dreams. Restaurants are starting to expand once more and you figure ‘now is the time’ (and in my professional opinion your opportunities couldn’t be more plentiful). You do your homework and target the three restaurant companies as your next ‘home away from home’ and after the two to three week courtship, you accept the best offer, throw in your two week notice and take a weeks vacation to get energized for the next chapter of your life. Sound too familiar?

While you’re sipping on your Pina Colada on the warm beaches off of some exotic Caribbean island, now’s the time to start thinking and ask yourself “how do I get to the next level of my career”. Let’s face it; unless you have a crystal ball, that actually works, there is no textbook answer that any professional can offer because every restaurant operation has their own set of rules, culture and beliefs. However, there is one constant variable that is universal no matter what segment of the restaurant or hospitality industry you’re in and that’s people, people, and people. A successful manager knows how to identify, relate and lead multiple groups of people from various backgrounds and genders to a common goal of customer satisfaction. Restaurant professionals need to remember that perception IS reality in the eyes of consumers and your employees play a large role in your success as a manager.

If you’re looking to fast track your restaurant career you may want to consider integrating these 5 tips:

1. Share Your Career Path With Your Company. There’s a saying in business that, “If you don’t promote yourself, nobody else will.” Don’t be reserve and keep your goals to yourself when it comes to your desire to move up the company ladder. Share your goals with your immediate supervisor and ask them if they’re attainable. Get your immediate supervisor to “buy in” to your goals and set reasonable time limits to have them completed. By having this “buy in” with your company, you’re demonstrating that not only can you accomplish the goals set by the company, but those that you have set for yourself.

2. Help As Many People As You Can. People develop relationships with those around them when you offer help. The more people you help in attaining their goals, you’ll find that your goals get a lot easier to accomplish. Why? Not only are you investing in the future to those you assist but karma seems to make its way full circle.

3. Be Consistent. As restaurant managers, we make hundreds of decisions each week that, whether good or bad, decide various outcomes. No one person keeps a mental tally of your impartiality, fairness and consistency than your employees and the professionals you surround yourself. Restaurant operations, as well as its employees, are based around routines because each routine is meant to be consistent. From how an employee is counseled on excessive tardiness to loading the dishwasher, each company sets its standards for each routine that must be followed and employees need to be able to depend on its management staff to be consistent.

4. Hire and Retain Quality Employees. Bottom line, quality employees inspire and motivate others by their example and enthusiasm. Good employees will inspire others directly and indirectly toward higher achievement and those around them feel more confident because of that higher level of competency. As hiring quality employee’s accounts for fifty percent of the equation, keeping those superstars happy account for the other fifty. What managers fail to realize is the smallest gestures mean a lot and don’t cost much to keep employees happy. Notoriety for a job well done in the presence of and surrounded by fellow employees is gratification that employees crave. Employees want attention and recognition and are hungry for any and all types of acknowledgement of their value.

5. Educate and Train Constantly. Continuing to improve your employees to become more educated within additional areas of your restaurant operations so you can be more effective with them is an area that many managers do not take enough advantage. Training not only maximizes overall efficiency of restaurant operations but also encourages a culture of constant progression and learning in a dynamic industry. A quality-training program not only assures that all employees have the tools they need to succeed but reduces the turnover rate, which subsequently increases the ROI for each employee. Your commitment to the art of People Development assures you of a rewarding career within the restaurant and hospitality industry.

As mentioned earlier, there is no one silver bullet that can propel a manager from one level to the next but if you look closely, the restaurant industry revolves around two words; passion and people. If you’ve been in the restaurant business for as very long as I have, the word passion gets thrown around so loosely like rice at a wedding. If you take into account the amount of hours a company demands of its restaurant managers for the salaries being offered, accompanied by the strain this industry places on ones personal life, others would call it extreme lunacy while we in the restaurant industry call it passion. How quickly you rise through the ranks is not determined in the level of passion that you possess but the passion that is bestowed upon, filtered and carried on through your employees.

By Alison Doyle, About.com Guide

You’ve done it! You passed the first interview with flying colors and you just got a call to schedule a second interview. What happens next? How can you use a second interview as a means to get a job offer? It’s important to be aware that the company is seriously interested in you, or they wouldn’t have called. You are definitely in contention for the job! Here are suggestions on how to use your second job interview to help secure an offer.

Second Interview Tips

Get the Agenda
Sometimes, a second interview can be a day-long interview. You may meet with management, staff members, executives, and other company employees. Ask the person who scheduled the interview for an itinerary, so, you know upfront what to expect.

For example, at Microsoft the second interview process involves meeting with people from different product groups. Candidates usually meet with four or five people who are geared to provide an idea of what it’s really like to work for Microsoft.

Research, Research, Research
Learn everything you can about the company. Review the About Us section of the company web site. Use Google and Google News (search by company name) to get the latest information and news. Visit Message Boards to research what’s being discussed. If you have a connection, use it to get some insider information on management and staff, as well as the company in general.

Review Interview Questions and Answers
You may be asked the same questions you were asked during the first interview. So, review the questions you will be asked and brush up your responses. Like the first time around, it’s good to take some time to practice interviewing, so, you are comfortable with your answers.

Dress Professionally
Even if the workplace is casual, until you get the job, you will want to dress in your best interview attire, unless you are told otherwise. If the person scheduling the interview mentions dressing down, business casual attire would typically be most appropriate.

Lunch / Dinner Interviews
When you are scheduled for a full-day of interviewing, lunch and/or dinner may be included on the agenda. Dining with a prospective employee allows the company to review your communication and interpersonal skills, as well as your table manners. It’s important to dine carefully. The last thing you want to do is spill your drink (non-alcoholic, of course) or slop food all over the table. Order appropriately and brush up on your dining skills, and your manners.

What You Didn’t Say
Was there something you thought you should have mentioned during your first interview? Or was there a question you had difficulty with? The second interview will provide you with the opportunity to expand upon your responses from the first interview. Review the notes you took during the first interview, to see what you might have missed talking about and what you can clarify or add.

Ask Questions
When you’re invited to interview a second time, the chances are good that you are in contention for the position. It’s appropriate to ask for a copy of the job description to review, as well as to ask about the organization structure and how you will fit in.

Is There a Fit?
Sometimes, whether a particular job is a good fit is hard to define. I’ve been in a position where I had an uneasy feeling that I really didn’t want the job. It wasn’t anything I could pinpoint specifically, but, it was there. If a voice is telling you you’re that you are not sure about this job, listen to it. You don’t have to turn down the job, but, you can ask for additional meetings with staff, especially the people you are going to be working with, to make sure the job is a good fit for you.

If You Get a Job Offer?
In some cases, you may be offered a job on the spot. You don’t have to say yes, or no, immediately. It actually makes sense not to say yes right away, unless you are 110% sure that you want the job. Everything may seem perfect while you’re there, but, once you have a chance to mull over the offer, and the company, it may not seem as wonderful. Ask for some time to think it over and ask when the company needs a decision by.

Say Thank You
You have, I hope, already sent a thank note to the people you interviewed with the first time. Again, take the time to send a thank you letter (email is fine) to everyone you met with and reiterate your interest in the company and in the position.

If you’re a professional searching for your next opportunity in today’s aggressive job market, you’ve probably found that the task of marketing yourself on your resume is unlike any other.

How do you sum up a long, storied career in just a few paragraphs? What is the best way to differentiate yourself on paper–and to get employers to see your value?

Standing out among the pack requires an intense emphasis on your natural leadership abilities, the impact you have on your employer’s business, the feedback you get from colleagues, and the hard skills that you bring to the table.

This information comprises what is known as a “personal brand,” and it has become the cornerstone of a successful professional resume in the employment arena.

Here are 5 insider tips that can help bring out your personal brand–and get your resume to open more doors for you:

1 – Hone Your Message.

Many resumes contain too much detail, which is quite understandable given the long tenure that some candidates possess.

However, it’s asking a lot of hiring authorities to wade through more than 2 or 3 pages of information.

My recommendation? Sharpen the intensity of your branding message by zeroing in on your top 3-5 main qualifiers, including success stories and keywords that back these up.

In addition, focus on one career goal and skill set at a time. This may mean that you will create one resume targeting a role in Operations, and another that describes your skills for a Sales position.

2 – Don’t Bury the Lead.

As we used to say in journalism, get your critical information all up front and ready for the reader to absorb.

Just started a high-level MBA program? Get it on the front page. Held roles of increasing scope that lead to your destination as Sales Manager? Make it obvious.

Don’t bury this type of key information on page 2 of your resume. The top half of the first page is prime “resume real estate,” and your main qualifications deserve center stage here.

In addition, many job hunters benefit from a branding statement, which is a short sentence that serves as a marketing tagline. You can develop this sentence by jotting down some ideas on what you bring to the table, and how you achieve it.

A great branding tagline will tap into the heart of what you offer, such as these examples culled from the front-page position on professional resumes:

“Operations Leader Who Leverages Business Competencies to Create Profitable Ventures with Exceptional ROI”

“Account Executive Delivering Revenue Growth Through Strategic Relationship Building”

3 – Tell Your Whole Story.
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Most job hunters are able to spout figures and facts about their achievements, but it’s the story behind these accomplishments that will add weight to the resume.

Consider looking at your results in light of the C-A-R (Challenge-Action-Result) strategy, which asks you to describe the situation you faced at work (Challenge), what you did when faced with it (Action), and of course, the outcome (Result) that occurred.

The C-A-R formula is popular for a reason–these anecdotes can also form the basis for success stories that you can also use as a basis for your next interview.

4 – Carefully Format Your Presentation.

When creating a resume, it’s important to differentiate yourself from both your direct competition, plus distinguish yourself from lower-level applicants–and this means that it is best to make your document DIFFERENT from all the others.

Searching the Internet for professional resume samples will show you that there are many choices for font, format, and graphics that give flair to a resume presentation.

Above all, refrain from using the classic Microsoft Word template for your resume. Doing so will make your qualifications blend in rather than stand out, and lay the foundation for poor results.

5 – Use Those Glowing References.

Got testimonials? If so, you’re in good shape, as these form a key part of a successful personal brand.

Better yet, including this information on your resume will allow you to back up the stories you’ve told about your achievements.

Many professionals are able to use a quote or letter of reference as a striking addition to their resume, especially when it reflects what they’ve already noted about their skills and competencies.

If you don’t have access to this information, be sure to seek out colleagues, supervisors, customers, and even suppliers as a source of positive feedback. Then, take a shorter version of the most powerful testimonial to use as an endorsement.
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As an example, a COO targeting a lateral move might be able to include a quote such as “Ted’s resourcefulness and ingenuity are without equal. I have witnessed his ability to grow a startup into a maturing business and develop a multimillion-dollar venture in a difficult economic environment,” from a corporate officer onto the resume–thereby verifying performance from a key reference source.

In summary, there ARE effective ways to develop a masterpiece resume. It’s important to ensure that hiring authorities can quickly cut to the heart of your qualifications–and consider you for prime opportunities that closely match your talents.

The entrepreneur backing Umami Burger and Katsuya speaks about risks and opportunities

August 25, 2011 | By Lisa Jennings

Sam Nazarian, founder, chairman and chief executive of SBE.

As it approaches its 10-year anniversary next year, Los Angeles-based SBE is emerging as a deep-pocketed and diverse multi-concept operator of restaurants, hotels and nightclubs across the country.

Founder, chairman and chief executive Sam Nazarian has assembled a mushrooming collection of concepts, from José Andrés’ restaurant The Bazaar in Beverly Hills, Calif., to the first West Coast franchise operation of New York hot dog icon Papaya King.

Currently, SBE is taking its five-unit, upscale-casual Asian restaurant Katsuya national, with up to 20 locations planned for the next five years. And earlier this year, the company became an equal partner in Adam Fleischman’s five-unit Umami Burger.

Nazarian spoke with Nation’s Restaurant News about re-invention and the perils of sitting stagnant in the restaurant business.

What does your partnership with Adam Fleischman [pictured left] and Umami Burger bring to SBE?

It will be a separate entity, a separate company. But we have committed the equity and are very excited about Adam as a brand and Umami as a brand.

The difficulty in our business is that lightning in a bottle is very hard to catch. And what Adam has been able to do with Umami is to create a brand that resonates in a space that’s very crowded, and also to create scalability. With our partnership, we can help guide a guy like Adam to go from five to 50 stores.

What is the goal for Umami Burger’s growth?

Our goal is to get to 60 [restaurants]. That’s a function of time, finding the right locations and the right markets. We have a healthy pipeline already. The response is tremendous.

It’s an emotional brand … It’s not necessarily white tablecloth, or how many Michelin stars you have. It’s the connectivity of the product with the end user.

Culinary awareness is at an all-time high. Shows like Top Chef have made it that much more a part of the culture today. You see people really wanting to know about their food, their wine, the eco-friendly buildings they’re in. They want to know about the designer, the inspiration. I did not see that when I was growing up.

What are your plans for Katsuya?

I think it could exist in any major urban center. We have four versions of it now that we think touch all different kinds of consumers. We could hit 15 to 20 units within the next four or five years, just domestically. We’re looking at international opportunities too, but it’s still too fresh of a brand to go international right now.

Is The Bazaar restaurant in the SLS Hotel and your partnership with José Andrés growing?

Yes. SLS Miami opens in the first quarter next year and José is culinary director of the SLS brand.

One of the things we can be good at as a company is to be a really good platform for these amazing rock stars to flourish, whether it be an Adam, or a José or a Katsuya or Danny Elmaleh.

The restaurant space to me is a paradigm right now. Anybody today who says they know what will happen 10 years from now doesn’t know what they’re saying. This is an ever-changing business. You have to take risks. You can’t cookie-cutter anymore.

I think the institutional companies are at a big disadvantage to the companies willing to take risks. At a time of economic uncertainty, this is the best time to take risks. You’re taking risks when most people aren’t, and that’s what we’ve been able to do.

Tell me about your new concept, Mercato di Vetro.

At Mercato, for the first time that I’ve seen within a 4,000- to 5,000-square-foot restaurant, we’re putting the kitchen in the middle of the restaurant, where everything from the entrecote, to the mozzarella and salamis, to the pasta is being made.

Everybody comes in and you sit around and watch these “performers,” or chefs, and you see what you want to order. If you like it, you take it home. It’s a very simple philosophy.

What are your plans as the first franchisee of Papaya King in Los Angeles?

It’s a brand with unbelievable history and connectivity to a lot of people. A lot of people have tried to replicate it in New York. It has so much brand equity. It’s a specific experience of a juice and a hot dog cooked in a specific way with specific integrity. From Babe Ruth, to Julia Child to Martha Stewart, you name it, everyone’s eaten there.

We’ve talked about doing six or seven a year for the next three or four years.

What’s next for SBE?

It’s not something new, but it’s an evolution. I’m obsessed with communicating with clientele in the way they want to be communicated with. That, to me, is a game changer. The shotgun approach of advertising and blast emails and how to put butts in seats is so archaic.

The people that are doing it right are smaller operators with 20,000 followers on Twitter. The new aspect of SBE is culturally changing the process internally of embracing technology and at the same time maintaining originality. It’s working with social media and our marketing department, asking them to forget everything they’ve learned and to listen to the customer.

Sit in front of laptop. Lie on couch. Eat pickles for lunch. Back to laptop.

Feel sorry for self. Feel sick of self. Tear hair out in frustration. And … back to couch.

If this is your 9-to-5 routine, you’re probably like 14 million other Americans: unemployed. And in addition to the frustration of looking for work, you might find yourself feeling a little lonely.

Sure, you chat with friends online all day. And you may have a family or significant other who comes home in the evening. But good old fashioned, face-to-face contact with another human being before dinner? Kind of rare these days.

In running my unemployment blog, I’ve received plenty of emails from readers. And although many of them were lighthearted in nature, a number of them were quite the opposite. One of the saddest read: “You’re the first person I’ve spoken to in days.”

Unemployment can make a recluse out of even the most social of butterflies. After all, you want to spend as much time as possible looking for work. And where do you look for work? Online. And where do you go online? At home.

But spending too much time alone can be detrimental, not just to your emotional well-being, but to your job search too! Staying connected with the rest of the world is not a luxury. It’s a necessity!

Work from a coffee shop.
Find a coffee shop with WiFi in your neighborhood (even better if it’s free WiFi!). Grab your laptop and go. You may not be striking up conversations with fellow coffee shop patrons, but it’s nice to be in the presence of other human beings. It’s also nice to have a change of scenery; one that doesn’t include Oprah on mute and swag from your previous employer.

Team up with other jobseekers.
Chances are, you know others who are unemployed. Instead of each working alone in your respective homes, why not team up? Agree to meet at someone’s house, and look for jobs together. After all, misery loves company. Not only will you have others to talk to who are in the same situation, you might just find that your jobless friends make good leads. You never know who might know of a job that isn’t quite right for them, but fits you perfectly.

Go to networking events.
Whatever your industry, there are probably relevant networking or trade association events taking place locally. Not only will you keep abreast of changes in your field, you’ll get to rub elbows with living, breathing, hiring members of the work force. We all know that spending hours and hours online every day is not the most efficient way to get hired. The majority of job seekers find work through a contact. You need to get out there and network!

Get a (night) life!
Spending eight dollars on an Apple Martini may be the furthest thing from your mind right now. And rightly so. But maintaining and growing your social network (and we don’t mean Facebook) can be a valuable part of your job search. And you don’t have to spend exorbitant amounts of money (or borrow cash from friends) to go out. Especially right now, there are plenty of extended happy hours and recession specials.

Volunteer
I’ve said this before and I’ll say it again: You can’t spend all day, every day, looking for work. Volunteering a couple of days a week will give you something else to do, a fresh perspective and a chance to spend time with others who share your passion for a cause. And depending on the type of volunteer work you choose, it may even help keep your career on track (and your resumé strong). I know a laid-off writer who started volunteering in the communications department of a non-profit agency. She says it’s keeping her busy, helping her develop her writing skills, and preventing her from sticking her head in an oven. Not bad for a dozen or so hours a week, which would have otherwise been spent obsessively surfing the web.

How many of us have heard these famous last words at the end of a not-so-successful date? They remind me of Charlie Sheen’s character on Two And A Half Men. “I’ll Call You” was Charlie’s escape hatch which allowed him to quickly part company with his lady friends without a big confrontation. It was never genuine. Rather flip and dismissive. Which is why Job Seekers recoil when they hear the same words from a Professional Recruiter: “I’ll Call You.”

I understand the temptation to lump Recruiters in with the Charlie Sheens’ of the world. After all, today’s society has been conditioned to understand “I’ll Call You” to be the ultimate blow off. However, I can assure you, and the rest of today’s Job Seekers, that when we Recruiters say “I’ll Call You” we actually mean it! It may not be the next day or next week. But if your work history is strong, and your skill set relevant to our niche, we will eventually call you.

Most Agency Recruiters, like me, are driven by our clients’ immediate needs…critical positions which need to be filled ASAP by candidates who meet a very specific set of criteria. This explains why a highly-qualified Accountant will hear “I’ll Call You” when the Recruiter is working on filling Sales positions. Or why an accomplished Engineer will hear “I’ll Call You” when the Recruiter is handling several Chef openings. Or why the recent college grad will hear “I’ll Call You” when the Recruiter is seeking out CEO candidates. It doesn’t mean the Accountant’s or Engineer’s or College Graduate’s resumes were awful and that they “never find a job in this town again.” It simply boils down to timing.

I’ll admit we Recruiters see thousands of resumes a month. Even if we say “I’ll call you,” how do you, the Job Seeker, know that we won’t forget you three months from now? I’ve been asked by Job Seekers before:”Can I call you every week to stay in touch?” It’s a nice idea, really. But if I honored this request by the several hundred prospective candidates I’ve been in contact just in the last month, then you will legitimately be able to compare me to Charlie… *after* he lost his mind!
If you, the Job Seeker, wish to stay on a Recruiter’s radar for future opportunities, then you will benefit the most by supplying the following:

• an updated copy of your resume
• accurate salary history
• reasonable salary expectations
• markets for relocation
• list of tangible, measurable accomplishments
• aspirations for your next position
• three professional references
• an active cell number
• and a viable email address

A good Recruiter will enter every tidbit of this information into a profile he/she has created for you in their keyword-optimized database or tracking system. Between your resume and the above bullets, you have armed the Recruiter with the information needed to match you to upcoming positions. And when the right position matches up…then the magic happens. And unlike Charlie Sheen…the Recruiter actually calls! It may be in two weeks…two months…or two years. But the Recruiter calls.
Please don’t misunderstand. I do not mean that you, the Job Seeker, should completely drop out of sight after the initial phone screen with your Recruiter. I’ll confess that occasionally well-timed calls from active Job Seekers who want to update me on a new accomplishment or a changed email address, have been followed up with my query “By the way, may I run a new opportunity past you?” So in the end, the best way to treat “I’ll Call You” from a Recruiter is to view it as the beginning of a beautiful friendship. (Giving props to Bogey.) Not the dismissive end of a brief encounter. (Ala Charlie Sheen.) Your Recruiter likely wants to help. It’s just he/she may not be able to do so right now. But when that perfect project does come along with criteria that matches your background & skill set, then both you and the Recruiter will be…Winning!

Wendy Gawlik CPC

By Michael Neece, Monster Contributing Writer

1. Confusing an Interview with an Interrogation
Most candidates expect to be interrogated. An interrogation occurs when one person asks all the questions and the other gives the answers. An interview is a business conversation in which both people ask and respond to questions. Candidates who expect to be interrogated avoid asking questions, leaving the interviewer in the role of reluctant interrogator.

2. Making a So-Called Weakness Seem Positive
Interviewers frequently ask candidates, “What are your weaknesses?” Conventional interview wisdom dictates that you highlight a weakness like “I’m a perfectionist,” and turn it into a positive. Interviewers are not impressed, because they’ve probably heard the same answer a hundred times. If you are asked this question, highlight a skill that you wish to improve upon and describe what you are doing to enhance your skill in this area. Interviewers don’t care what your weaknesses are. They want to see how you handle the question and what your answer indicates about you.

3. Failing to Ask Questions
Every interview concludes with the interviewer asking if you have any questions. The worst thing to say is that you have no questions. Having no questions prepared indicates you are not interested and not prepared. Interviewers are more impressed by the questions you ask than the selling points you try to make. Before each interview, make a list of five questions you will ask. “I think a good question is, ‘Can you tell me about your career?’” says Kent Kirch, director of global recruiting at Deloitte. “Everybody likes to talk about themselves, so you’re probably pretty safe asking that question.”

4. Researching the Company But Not Yourself
Candidates intellectually prepare by researching the company. Most job seekers do not research themselves by taking inventory of their experience, knowledge and skills. Formulating a list of accomplishments prepares you to immediately respond to any question about your experience. You must be prepared to discuss any part of your background. Creating your talent inventory refreshes your memory and helps you immediately remember experiences you would otherwise have forgotten during the interview.

5. Leaving Your Cellphone On
We may live in a wired, always-available society, but a ringing cellphone is not appropriate for an interview. Turn it off before you enter the company.

6. Waiting for a Call
Time is your enemy after the interview. After you send a thank-you letter to every interviewer, follow up a couple of days later with either a question or additional information. Try to contact the person who can hire you, and assume that everyone you met with has some say in the process. Additional information can be details about your talents, a recent competitor’s press release or industry trends. Your intention is to keep everyone’s memory of you fresh.