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.

Listen. Is that your phone not ringing? And after sending out 100 resumes, each of them four pages long, powder puffed, enveloped in coral green and sealed with a wax stamp? Maybe it’s time to take stock of that all-important document, and make sure it’s not stumbling around out there with its figurative foot in its mouth. Here’s 10 kisses of death, classic mistakes made in writing a job resume that have been known to keep phones from ringing.

1) Missing Contact Information

You’d be surprised how many people leave off their phone number on a job resume, or ignore the opportunity to include an email address in the heading. And on that latter point, make sure your email address is stable, long term, and professional sounding. Skip the one you use with your friends, PartyGirl@loadsofun.com, and opt instead for something that won’t raise eyebrows.

2) Too Long

If your job resume is over two pages, you’d better be a world-class CEO with instant name recognition. Then again, if you meet that description, you can get by with a single page, can’t you? Regardless of your real or imagined worth to a company, limit your job resume to two pages max, one page ideally. With regards to all the valuable ‘stuff’ you’re leaving off the job resume, be happy you’ll have something to talk about during the interview.

3) Over The Top Design

Ignore your impulse to write a white-text job resume on black paper, or include a scratch-and-sniff perfume spot on the page. Limit your font selection to one or two. Use the traditional and popular New Times Roman if you prefer lettering with a serif, or consider Arial, Helvetica or Verdana if you want a clean, more modern san serif font. Go easy on the bold and the underlining. And limit your paper selection to white or beige with a weight of 22 or 24 lb. Black type.

4) Misspellings; Poor Grammar

Nothing signals inattention to detail like a misspelled word on a resume. The job resume, the one document on which you intend to present yourself to your ideal company, and you’ve misspelled achievemints. Well, you won’t be adding to your list of achievemints with that company.

5) A Photo on a Job Resume

Never, never, never include a photo on your job resume–unless you’re applying for a job in Germany, or as a fashion model. U.S. companies outside of the modeling industry will trash your resume immediately to avoid any future accusations that they might have discriminated in a hiring decision.

6) Personal Information Not Relevant To The Job

You may be the Friday Night Dart Champion at Willie’s Bar, but leave it off the job resume. Likewise don’t mention your marital status, number of children if any, social security number, height and weight, hobbies, and sports–unless you’re an avid golfer applying to Titleist.

7) Missing Dates, Missing Employment Information

The hiring official doesn’t like to be left guessing how you acquired your superhuman talents, or where you acquired them, or when. If he is left guessing, you’ll be left guessing why you never get a response.

Hard To Read

Long, dense paragraphs are tough slogging. Make use of bulleted points. Don’t crowd your information. Weed out extraneous details and know what employers are looking for–which leads to the next point.

Weasel words are adjectives or action verbs that sound impressive as you’re typing them (extraordinary communication skills, vitally participated in conference XYZ, demonstrated ability to extricate donut from bag with minimal disturbance to icing) but to the trained eye (i.e., the eye of the hiring official) they are indicative of a desperate fellow scrapping the bottom of the barrel for anything positive to say about his time spent at Acme Wingnuts.

BONUS

11) Functional Resume

Many hiring officials have come to associate the functional format with a candidate seeking to hide some aspect of his work history. And for good reason–many are trying to do just that; hiding gaps in their work history, hiding too many jobs in too short of time.

While it can still be an effective resume, know that choosing a functional format will send up a red flag in the eyes of many employers, something your resume will have to overcome from the get go.

By Ruchira Agrawal

The times we live in today are very different from just 10 years ago. Job security and staying in the same career for your entire life are almost a thing of the past. Most people will change careers between 5-7 times in their lifetime according to recent studies.

Why would someone want to change or reinvent their career?
1.Losing enthusiasm for the work – After you spend a number of years working in one field, you begin to feel a loss of connection with your work. This sometimes happens with high-achievers
2.Need for personal fulfillment – Your work just doesn’t feed your soul; it doesn’t bring any fulfillment or satisfaction. You may be good at it but it doesn’t align with who you are. This mostly happens around mid-life for people.
3.Personal aspirations aren’t aligned with work anymore – People grow and change and so do their desires, goals and aspirations. Ten years ago, perhaps something else was important and now your needs have changed. Work can then starts to become a barrier rather than providing fulfillment.
4.Circumstances – Perhaps the industry you were involved is stagnating or even dying. Or you have crossed a certain age and jobs are tough to come by. Circumstances such as these may also put somebody in a position where they think about reinventing their career.

Reinventing your career is really about your personal journey of self-discovery. Whatever your reason for wanting to make a change, the desire to do it must come from within. The desire to take charge of your career and life should be there as well.

Here are 6 important steps to bear in mind that will give you a head start:

An open mind – An open mind–like a blank slate with no pre-conceived notion of what you can or cannot do–serves very well as you look for a career that’s new and different. Explore your options by reading about them and talking to people, try to just absorb everything instead of judging things right away. Don’t be afraid of the “New”. This will help you expand your mindset.

What will I be when I grow up – If you had a childhood dream, something that you always wanted to do and couldn’t, this is a time to connect with it.

Passion, abilities, needs and values – Often running our lives on auto-pilot, we forget what our interests are, and this is a great time to remember them. What really grabs your interest? The best way to reinvent your career is to first discover what you really want to do and then excel in it by becoming good at it. Pay attention to everyday things and events however miniscule they may seem–your answer may be hidden there. Do people come to you for advice automatically? Are you good at organizing things neatly and effectively and love working with people? There could be things you are already doing and enjoying, but you may not have paid attention.

Don’t forget to use your intuition – Your intuition is such a versatile tool and it can be easily used in both personal and professional situations. As you are trying to look for answers, let your instincts guide you.

Applying the same discipline as your corporate job – Once you’ve identified what you would like to do, start learning so you can move into it. Don’t be afraid to take courses or get help from experts in the industry. Speak to those who have already blazed the trail before you.

Fear is not your friend – Once you’ve identified your likely choices, then it’s time to take action. This can be frightening and often makes people freeze and stay in one place. You have to identify your fears – failure, the unknown, and so forth, and realize that they are not realistic. It’s true that there is no guarantee for the future but that shouldn’t stop you from taking forward steps.

Change and reinvention should be an exciting prospect as you are looking towards your bright future.

By Natalie Grigson and Melissa Reese

“…I am not unemployed, I’m on sabbatical.”
“Hey, don’t get religious on me, okay?”

So say Ross and Joey in one of my favorite episodes of Friends. I’m not going to lie, that episode was how I actually learned what the word “sabbatical” means. It’s not that I am sheltered, uneducated, or not a dictionary-reading, word fanatic (because I am), it’s just that words like “sabbatical” weren’t used so often when that episode first aired.

This was in 1998, and oh what a difference thirteen years can make. Now it seems like everywhere I turn, someone is talking about how they are going through a “developmental retreat,” or they are “temporarily unemployed,” or, yes, “on sabbatical.” Of course these all are pretty little euphemisms for one thing: being in between jobs.

Whether you’ve recently been laid off or you’ve been “on sabbatical” for several weeks or even months, being in between jobs is nothing to be ashamed of. I mean, everyone is doing it, right? And with these eight simple time and money management tips, being in between jobs is nothing to be afraid of either. In fact, it might even be a good thing.

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.

by Alexis Grant

The digital revolution may have changed the hiring game, but for most applicants, the resume is not dead.
Candidates can now expect to be Googled and scoped out on social media, but in most cases employers still want a resume to learn about your skills, experience, and career path. A resume also makes it easy for them to make the case for hiring you to colleagues or bosses.
Here are five common misconceptions about resumes and how you should approach them during your job search:
1. It has to fit on one page. We’ve all been told at one time or another to keep our resume to one page, but this old standard no longer holds true. If you have enough experience to highlight on two pages, go for it.
Of course, if you’re new to the workforce, one page should suffice. But now that resumes are often entered into an applicant-tracking system, it’s more important than ever to include keywords that help the system match you to appropriate positions — and you might need more space to do that. This is even more essential to workers in certain technical fields who need to list, for example, fluency in multiple technical languages.
So experienced applicants, if you need the room to show how you’re the best candidate for the position, don’t be afraid of that second page.
2. You need an objective statement. Objective are out, professional summaries are in. As our blogger Alison Green often points out, objectives often don’t help your case, and they have the potential to hurt it. Hiring managers want to know you’re passionate about working for their company, not any company that fits your vague description.
A professional summary, on the contrary, allows whoever’s recruiting you to understand what you have to offer in a quick skim. It’s also an opportunity to present your experience in a way that applies to your goals and the company’s goals. Don’t just summarize what you’ve done; take it a step further and show what you have to offer the company you want to work for.
“Companies who are interviewing you don’t care about your objective, they care about their objective,” says Tony Beshara, a recruiter and author of Unbeatable Resumes. He advises against both an objective and a summary on a resume and says job seekers should dive right into experience.
3. You have to include all of your past experience. A friend who’s looking for a new job after only a few months with her current company asked me recently whether she needs to include the last few months on her resume. Here’s what I told her: You don’t have to include anything on your resume. What you include is up to you.
Everything you write on your resume has to be true, of course, but omitting certain positions that won’t help you get your next job and replacing them with experience that will put you in a better light is not only acceptable, it’s smart. Your resume is your chance to tell your career story, so weave that story in a way that’s beneficial to you.
In this case, the friend would likely have to explain a gap in employment if she left off her most recent job, which might be a good reason to include it. But nothing has to be on your resume.
4. Once you send it in, you’re off the hook until you hear back. With a crowded job market, following up is more important than ever. Even if the company asks you not to follow up with a phone call or email, you have plenty of other options. Research the company on their website, LinkedIn, and Twitter, and look for ways to connect with employees. Figure out where those employees hang out online or in person. Contact them in a non-annoying way, establish what you have in common, and you might earn an “in” with the company.
You can also research the hiring manager specifically. And if the company has a Facebook page or Twitter feed, interact with them there. Your goal is to come across as interested and enthusiastic, but not desperate. Failing to follow up after submitting your resume is a sure-fire way to let it disappear into a black hole.
5. It has to look interesting to catch a hiring manager’s eye. Yes, you want your resume to be interesting, but more in content than appearance. Aside from the content you choose to include, the next most important aspect of your resume is that it’s easy to read. De-cluttering, or getting rid of experience that’s not relevant or necessary, is one way to do this. Another is to use bold type, bullets, and plenty of white space.
For the average position, your resume is in competition with 110 others, Beshara says. “If it doesn’t hit them in the mouth real fast by having what you’ve done and who you’ve done it for [front and center], it gets passed over,” he says. “They move onto the next one.”

How to Hire Great Employees (Not Great Applicants)

By Mel Kleiman

The Problem with Behavioral Interviewing

Just as typewriters and record players have given way to desktop computers and handheld media players, outmoded employee selection systems need to be reinvented to take advantage of our new understanding of how to select employees in the 21st century.

Although behavioral interviewing was initially developed by industrial psychologists back in the 1970s, it is still in widespread use today. Predictably, during these past 30 years, everyone looking for a job has learned to expect interviewers to ask them about their past behaviors.

Just as we all learned what our teachers wanted to hear from us in school, prospective employees learned to deliver the answers interviewers want to hear. Ask, “Tell me about a time you had to deal with a difficult customer,” and all but the dullest applicant immediately understands that customer service is paramount and will respond to the question accordingly.

Every job applicant with a basic understanding of the interview process now knows that the most critical interview questions will concern past behaviors. The reason so many unsatisfactory new hire decisions are made is due to the fatal flaw in this system – specific past behaviors during specific past events are all but impossible to document or verify.

The continued reliance on the validity of behavioral questions has led to too many hiring decisions based more on the applicant’s presentation skills rather than on the person’s ability to perform on the job.

Great Employees vs. Great Applicants

Start hiring great employees (instead of great applicants) by shifting the focus from past behaviors to verifiable experiences and achievements. Begin by using an interview built upon the following five, essential questions. (To gain a sense of their effectiveness, as you read each one, ask yourself how you would respond if you were the applicant.)

Essential Question #1: “Tell me what you learned from your very first paying job.”

This is the first question interviewers should ask because our earliest learning experiences set the patterns and expectations for later experiences. (Hiring Hint: The story makes a lot more sense when you hear it from the beginning. Follow this up by asking them to talk briefly about each successive job and what was learned at each.)

Essential Question #2: “Which work achievements or accomplishments to-date are you most proud of?”

The achievements we value most reveal both our strongest character traits and our strongest desires. Identifying these speaks volumes about the kind of employee the applicant can become. (Hiring Hint: The number of achievements or accomplishments is not as important as the motivations that drove it.)

Essential Question #3: “On a scale from zero to ten, how would you rate yourself as a (job title) and why?”

Because we seldom see ourselves as others see do, the specific number is not as important as the fact that you will be able to verify if the applicant’s number is higher, lower, or the same as perceived by the applicants former managers or supervisors when you check references. (Hiring Hint: Would you rather have an employee who undervalues or overvalues their contributions reporting to you?)

Essential Question #4: “When we contact your former manager to verify your employment, what will he or she tell me about your last performance review?”

The answer will tell you a great deal about the applicant’s actual on-the-job performance, ability to take direction, and efforts to improve. (Hiring Hint: Phrased this way, this question will elicit the truth from 99% of applicants. For further verification, if you decide to extend a job offer, then ask for a copy of that review.)

Essential Question #5: “What would you like to ask me about the job or our company?”

The answers to this one reveal the applicant’s concerns and motivators or simply point out basic job information (benefits, hours, policies) that have not yet been communicated. (Hiring Hint: Follow this up by allowing the applicant one or two more questions for even more insight.)

Between Questions #3 and #4, ask all the other questions you’ve developed that help determine if the candidate is a good fit for the job, the department, and the company. After the interview, verify what you learned with this achievement-based interviewing technique through evidence-based selection criteria: thorough reference and background checks.

The further you can move your interviews away from outdated behavioral techniques and toward achievement- and evidence-based selection, the quicker your hiring effectiveness will improve. Like that great philosopher of our time Dilbert said: “Eighty-percent of a manager’s job is hiring the right people. The other 20 percent is leaving them alone so they can do what you hired them for.”

Dressing for an interview is a very important matter as it’s the first impression the hiring manager sees. The first impression is something you can’t take away as it could make or break your interview.

As a recruiting professional in the state of Florida, I made the mistake of not telling my candidates what to wear. I only assumed my candidates knew to wear their best and that I didn’t need to remind them of this. In my opinion, Florida is a different bird of a state when it comes to interviewing. Many candidates in Florida believe everything is causal but unfortunately the only people who should be casual are the tourists; it’s a laid back state. However interviewing is a different story!

Funny story, one time I forgot to tell a candidate what to wear to his interview and instead I told him to “dress well”. Okay, his “dress well” was nice blue jeans and a causal “going out with the boys” shirt. Well, my client was not happy and I spent an hour apologizing for this candidate! I then called my candidate and asked him why he would wear blue jeans to an interview? He replied, “they were my nice jeans and the restaurant is causal!”

In a separate instance, I received a call from one of my clients and asked if my candidate knew what to wear to the interview. I told my client that I told the candidate to dress well. The client said my candidate looked like he was on the way to the beach right after the interview. As a recruiter, this is not what you want to hear from a client.

So, now when I prepare my candidates for their interviews, I go in detail what they should and shouldn’t wear to their interview. “Dress sharp” means you need to wear a nice business suit, freshly pressed dress shirt, tie and dress shoes. For women, a pants suit or dress (nothing low cut), not too much perfume, conservative jewelry and smile. I definitely make sure I repeat this information to my candidates a few times before their interview so I can set them up for success! I believe in all states, not just Florida, that we as recruiters need to do this. It could make or break your interview so remember to set yourself up for success!

Time … is your friend, not your enemy!

By Kevin Kalstad, CPC  | Gecko Hospitality

In the past 4 weeks I have seen not one, but two great candidates walk away from two great job offers / opportunities. True Story!

Both situations were with different candidates and clients, but in essence it all boiled down to time. In my opinion, the candidate’s lack of patience for the client’s needs cost them these jobs. We tell our candidates that these searches take time! If the job you are interviewing has a larger title and area of responsibility, it will take even more time.

How long might these searches take? From the time we get your resume, to when you might get an offer, these are generally how long these searches might take.

Assistant Manager and or Sous Chef: Six to Eight weeks

Chef and or General Manager: Eight to Twelve weeks.

District or Area Manager: Twelve to Thirty Six weeks.

Bottom –Line?

We would urge you to be patient with the process. We want to place the right candidate, with the right client. More than ever, great companies are truly counting the total cost of each and every new hire they make. Hang in there with us, and we will get you a great job with and excellent company!

Send us your resume today to start the process. We never charge a fee to you, our candidates.