Phone Interview Questions & Tips - How to Ace It In 2019

Phone Interview Questions & Tips - How to Ace It In 2019Phone Interview Questions & Tips - How to Ace It In 2019Phone InterviewQuestions TipsWhen youre trying to find a job, you will probably face the dreadful phone interview. A phone interview, or phone screen, is used by companies to narrow the list of potential candidates to bring in for a face-to-face interview. Since this is the first step in the process, its critical that you ace the phone interview to increase your chances of making it to the next round. When you have an in-person interview, you thrive off the visual cues that the interviewer is giving you. Thats what makes the phone interview so challenging. You need to demonstrate your fit for the punkt while conveying your interest and enthusiasm for the company, without them being able to see your face. Theres a lot you have to say in a short amount of time. List of Phone Interview Questions to Be Prepared ForWhat are your salary expectations?Why are you looking to leave your current position?What are you looking for in your next position?Describe what you are looking for regarding company culture.What type of benefits are you looking for?What is your availability for an in-person interview in the next few days?These are just a small sampling, the last one is perhaps the most important. You need to be prepared with specific times you can dedicate to an in-person interview. Its likely the company will want to move quickly, so you need to be prepared to meet the same week if you make it past the phone interview.How to Prepare for a Phone InterviewJust like any in-person interview, you need to do your research before you speak with the interviewer. Read everything you can about the company and the interviewer. You can expect to be asked what you know about the company, so have a response ready. Be prepared to discuss key figures and target markets. The greatest thing about a phone interview is you can keep your notes in front of you. Jot down some key points about the company that you want to call out in your interview. Prepare a list of responses to popular interview questions and highlight your key accomplishments to showcase during the call. You also need to prepare some questions for the interviewer. Make aya your questions relate to the position and demonstrate that you are perfect for the opening. Keep that list in front of you, so youre ready when the interviewer asks.Questions to Ask the Interviewer in a Phone InterviewHave I answered all your questions, or is there something youd like me to clarify?What new skills can I hope to learn at name of the company/department ?What is the next step in your hiring process?Who would I be working closest with, or reporting to, on a daily basis?Beyond some of the hard skills weve discussed, which soft skills would be most helpful in this position?Check Your SurroundingsMake sure you choose a quiet location for your phone interview where you wont be distracted, away from your children or pets who can create background noise. Have a notepad in front of you to take notes along the way to avoid typing on your keyboard.Turn off all notifications and mute your computer, so there are no pings during the interview. Keep a glass of water close, just in case your throat gets dry. If youre taking the call on your cell phone, make sure youre in an area with proper reception and that your phone is fully charged. If you took notes about the company, have those ready in front of you. Youll also want a copy of your resume and the job description for the position you are applying for in front of you so you can refer to them if you need to. Keep any other notes or critical points you want to discuss organized, so you arent shuffling papers throughout the interview.How Long is a Phone Interview?Phone interviews typically last anywhere from 15 to 30 minutes, so you need to make sure that you are fully prepared and ready to take on the interview.How to Start and Answer a Phone Inte rviewAnswer the phone in a positive and upbeat voice. Dont answer with just hello but state your full name, so the interviewer knows immediately that they are speaking to the right person. Keep the phone away from your three-year-old, so they dont accidentally answer the phone for you. It might be easy to get comfortable if you are taking the call at home, but you need to remain professional. Sit up straight or even stand, as this will be reflected in your tone. Let the interviewer speak first, they will probably state the reason for the phone interview and a little bit about the position before diving into the interview. It might be challenging during a phone interview, but you cannot interrupt the interviewer. Wait until theyve finished speaking to reply, you can even wait a few seconds to collect your thoughts before you answer. Always take notes as the interviewer is talking so you can refer back before you respond if you need to.Conquer the MiddleWhen youre speaking, theres a l ot you need to convey with your voice. When youre in a traditional interview, you can feed off visual cues or see whether the interviewer is engaged or uninterested. On the phone, you need to say so much with your voice, so your tone is of the utmost importance. Make sure to smile, it might sound cheesy, but the interviewer will be able to tell on the other end. If you havent spoken in a while, do some simple voice exercises to get your voice ready for the call.How to End a Phone InterviewThe way you end the phone interview will set the stage for the in-person interview, so make sure you end on a high note. Thank the interviewer for their time and ask them for the next steps or a timeline. Say again that you are confident that you are the right choice for this position and how excited you are at the possibility of working for the company. If you dont have the interviewers email address, ask for it now so you can send a thank you note.Then follow up after the interview, not immediate ly but a few hours later, to thank them again for their time, recap any high points of the discussion and restate your enthusiasm about taking the interview process to the next step.Phone interviews can be intimidating and challenging, but with these tips, youll be armed with the tools you need to ace the interview and get to the next round.

Career Development Creates Engaged Employees #8212; but Only if They Know about It

Career Development Creates Engaged Employees 8212 but Only if They Know about It Career Development Creates Engaged Employees 8212 but Only if They Know about It As the eBook Increase Employee Engagement and Retention points out, 49 percent of employees prefer to work for organizations that emphasize ratgebering and nurture their career development. Offering development opportunities can lead to mora productive, engaged, and loyal employees.And yet, heres the problem while most employers believe they are offering development opportunities (e.g., 63 percent say they offer internal training programs see the eBook for more specific stats), 50 percent of employees report that their employers do bedrngnis offer sufficient career development training. Part of the reason for the dissonance between employer and employee feelings on this subject stems from employer anxieties, Vitale says. I think some employers might be nervous that an employee will go learn a new skill or technology and then jump ship and go somewhere else, because thats something else to add to their resume, she explains.But, she goes on, these anxieties are often unfounded In reality, a lot of time employees are far more loyal than employees give them credit for. Once they learn something on behalf of the company, on the company dime, they really do want to use that within their walls, assuming that they have a good relationship otherwise and are engaged. (Bonus point career development opportunities that teach employees these new skills and technologies are exactly the kind of things that keep employees engaged, so theres really no reason bedrngnis to offer development opportunities.)However, employer anxieties are not the major source of dissonance, Vitale says. Rather, the employer/employee divide on sufficient career development training largely stems from miscommunication. That is, a lot of companies do offer development opportunities but employees may not know exactly what they are or how to access them. I think that communication is probably at the core of this issue, Vitale says. Its either communication about whats available, or what people really want, or about really making koranvers that people realize what kind of development opportunities are at the core of what the company is expecting.Bridging the Communication GapOne thing employers have to do is make sure theyre on the same page as employees regarding the types of career development available at the company. In some cases, employers might feel like theyre giving those opportunities in softer ways. Maybe its not formalized training, Vitale says. But maybe the employees are looking for development opportunities to get them on a management path, for example, and employers just arent doing that. Instead, theyre giving functional training.It is crucial that employers make clear what they mean when they say development opportunities e.g., formal conferences or informal training leadership pathways or functiona l skills. That being said, employers need to be careful that they are not simply dictating what counts as career development in their offices thats a good way to lose employeeswho can find the kinds of opportunities they want elsewhere.While making current offerings explicit, employers also need to listen to what their employees want. I think that employers are offering development opportunities, but sometimes theyre just not keeping up with what employees view as development opportunities, Vitale says. They need to kind of peel back the layers a little bit and make sure that everybody understands what is described as development opportunities.The burden of creating and delivering development opportunities does not need to be entirely on employers shoulders. Oftentimes, organizations have line items for training opportunities, Vitale says. But maybe the managers or the directors of the departments arent proactively sharing that with the employees.If an employer does have developme nt opportunities in the budget, they need to make sure employees are aware of this. This way, employees can find conferences, classes, and other desired opportunities outside the walls of the office. Certainly a manager should be on the hund for those opportunities for employees, but I dont think a lot of employees realize that, they can serve something like that up to a manager and say This looks like a really good opportunity. Id love to go, because I think it will be useful for me, and Ill come back with X, Y, Z, Vitale says.Employers may allow these sorts of things, but their employees might not know that. So organizations need to be clear with employees about policies regarding external career development opportunities. If an employer does not currently a lot money for such training, it would be wise to start doing so that is, as long as the employer wants to retain great, engaged employees.The Power of Mentors in ParticularWhile all manner of career development opportunities exist, there is one that employees find especially desirable mentorship. Despite this, very few employees can lay claim to having a mentor. Weve seen that about half of employees think that mentors will help them develop, but only about 17 percent report having a mentor today, Vitale explains.Vitale says that mentors are so important to many employees because they can offer valuable, frank insights based on personal and professional experiences. Mentors can offer candid feedback about not just the employee, but the employees career plans, whats happening at the company, etc, she says. I think its somewhat desired because, often times, you might go home after a rough day and complain to your significant other, or a roommate, or parent, or whomever, but they cant really dial in on how to address the problem in the same way that somebody whose been there, done that can. Being able to have not just someone to vent to, but someone who can give really critical feedback things that really are constructive for and individuals growth is really important.Many a top executive and business expert would concur with Vitales beliefs about the power and importance of the mentor. As Warren Bennis, founding chairman of the Leadership Institute at the University of Southern California, told Fast Company in 2003 My mentorpulled qualities from me that I didnt know were present. He not only recognized my potential, but he also gave me confidence. And he made it clear to people that I was a guy to watch. (The whole article is worth a read, with leaders from a variety of fields weighing in on their experiences with mentors.)Some companies help employees find mentors by pairing newcomers with seasoned vetsthrough a formal program. However, companies lacking such a program can still help by encouraging managers to act in mentor-esque ways. This is especially helpful for new hires. An employee can have a better new-hire experience, from an onboarding perspective, if their manager is n ot just the process king, but instead is somebody who helps you develop, who understands what your challenges are, and really is seen as a bit more of a mentor, Vitale explains.While managers can certainly help employees grow and develop, Vitale points out that they cant exactly fulfill all of the functions of mentors. Sometimes, a competitive office setup, where promotions are limited,can prevent managers and employees from having mentor/mentee relationships. Even lacking such a competitive structure, mentors and managers still play very different roles. You want to have a separate relationship with your mentor than you have with your manager, Vitale says. The mentor should be able to tell it like it is, how it is, maybe even tell you when they think your manager is doing something wrong or maybe could do something better, and your manager could certainly have clouded judgment around that.A mentor needs to be able to be a little more transparent than a manager is allowed to be by m ost companies standards. To get a truly authentic mentoring experience, I personally think that a non-manager might be the right person for that, Vitale says.This, however, does not mean that employers should not encourage mentor-esque relationships between employees and managers. The manager-as-mentor may not be able to do everything a mentor can, but they can still be valuable assets to employees. A lot of folks assume that you can only have one mentor, and theres absolutely nothing wrong with having more than one, Vitale says. Sometimes you have an internal mentor who helps you figure out and navigate the bureaucracies or the politics of an organization and helps ensure that you get properly onboarded, understand the culture, and understand the nuances within a particular organization.Other times, an employee may need to look to an external mentor The reality is, employees dont stay within one company forever, Vitale says. More often than not, they jump around every couple of ye ars, so to have one sort of constant external mentor outside of your personal manager for ongoing development, somebody who can give you a bit of outside perspective, I think is tremendously helpful.Again, as important as mentors are, some companies do not have formal mentorship programs. For employees looking to find non-manager mentors, Vitale suggests initiating a relationship with a potential mentor. The challenge, I think, is that employees expect mentors to go up to them and suggest being their mentor, Vitale says. In reality, a lot of that falls on the individual, to go out, find a mentor more importantly, make sure that theyre not wasting the mentors time. Asking a mentor to lunch, an then just saying What kind of advice do you have for me? is really not productive. Instead, asking very specific questions about somebodys previous experience, or about the challenges the individual faces, can go a long way.

How to Negotiate a Higher Paralegal Salary, Even in a Conservative Economy

How to Negotiate a Higher Paralegal Salary, Even in a Conservative EconomyHow to Negotiate a Higher Paralegal Salary, Even in a Conservative Economy*/Wondering how to negotiate your paralegal salary increase? Although the nations economy is stronger than it has been in several years, its still not so robust that law firms have extra money to spend on company-wide raises. Still, that doesnt mean you have to settle for the same paralegal salary year after year. You should definitely ask your manager for a pay increase, especially if its been several years since your last one but you have to be strategic about it. Here are some things to keep in mind as you prepare and deliver your pitch.Prove your worthBefore approaching your manager to negotiate a boostto your paralegal salary, think about recent instances that demonstrate youre worth more to the firm than what youre currently being paid. For starters, ask yourself these questionsDo the firms lawyers see you as an indispensable tea m member with specialized knowledge? Jot down specific examples of how youve supported them in this capacity. Look through your email and written correspondences for thank-you messages that describe a job especially well done.Have you recently completed courses that boosted your skills, such as tech training and continuing legal education?Have you helped the firm in gaining a new client or retaining an especially valuable one? How much was this effort worth?Have you saved the company time or money by implementing new practices? Write down how, and how much.Have you recently taken on tasks that are not in your original job description?These questions are just a springboard. With this exercise, you can determine your increasing worth to the firm and provide the tangible evidence that proves you deserve a higher paralegal salary.Research current market rates on your paralegal salaryBefore you ask for a raise, you should have an amount in mind. Find the latest paralegal salary range for your ZIP code by running the data through Robert Half Legals Salary Calculator. The Robert Half Legal Salary Guide, which includes information on current hiring trends, is also a great resource.If your paralegal salary is below the market rate, youll have a very strong case, especially if you can also show how your value has increased since your last raise or since you were first hired.Even if your pay is already at or near the high end, you can still ask for an increase.Just focus on the fact that youre worth more than your present salary based on your many invaluable contributions to the firm.How to make your caseTheres no doubt that asking for a salary increase can be nerve-wracking. Thats why its important to role-play the scenario with a friend before you walk into your bosss office. Like a good litigator, anticipate possible questions and prepare your responses. In addition, document all the information youve gathered about your increased value to the firm and about the avera ge paralegal salary for your region.When you do sit down with your manager, start off the meeting by emphasizing how much you enjoy your job. Then go through all the reasons why you feel you merit a raise. Finally, present your desired salary and back it up with data.Even though the economy is still recovering, its possible to successfully negotiate a pay increase. The keys are to do your research, gather the data, practice negotiating, and make a watertight case for why you deserve a higher paralegal salary.

Customize this Outstanding Environmental Project Manager Resume Sample

Customize this Outstanding Environmental Project Manager Resume SampleCustomize this Outstanding Environmental Project Manager Resume SampleCreate Resume Marie Mitchell100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234emailexample.comProfessional SummaryEnvironmental Project Manager adept at providing project management skills with expertise on environmental issues and steuerungs. Guides businesses in repairing and preventing man-made damage to land, air and water. Specializes in businesses serving private and local sectors.Core Qualifications Project organization skills Environmental issues Environmental repair expert Strong at mitigation Federal and local regulation expert Understanding of business principlesExperienceEnvironmental Project Manager, October 2012 PresentEnvironmental Industries Los Angeles, CA Oversaw interaction with environmental protection agencies, with varied duties depending upon the specific industries. Manages the permitting, mitigation and compl iance related to construction projects. Prepares reports, work plans and data to be used for evaluation and processing of regulation compliance. Performs site evaluations to ensure constant regulation and compliance with federal, state and local regulations. Establish project needs and monitor work progress on those needs. Ensure final deliverables adhere to all requirements.Environmental Project Manager, August 2008 September 2012Green Land Industries San Francisco, CA Worked with subcontractors throughout the scope of plans to ensure compliance in every stage of business. Developed appliance assurance plans and inspection procedures for employees to follow. Exercised expertise in obtaining permits and regulations grants. Obtained project approval by ensuring that vital documents were submitted appropriately and filled out completely and accurately. Communicated with project managers regarding status of projects. Prepared project proposals and budgets and directed necessary resea rch.Education2006 Bachelor of Science, Business AdministrationUniversity of California San Francisco, CA2008 Master of Science, Business Administration University of California San Francisco, CACustomize Resume

Resume Buider Help!

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Work From Home What Worries Employers - Spark Hire

Work From Home What Worries Employers - Spark HireA while back, Spark Hire talked about the benefits working from home can have on your employee engagement. Not only are you showing them trust, but you are offering a flexible environment that most people would love to work in. Many employers may be hesitant to offer a work from home option though even if it would be feasible and beneficial to their workers. Why is that? Well, when employers hear that in the office their employees are wasting about five hours a week on non-work related sites they probably think mora time would be wasted if their employees were unmonitored.unterstellung concerns are understandable, but the work from home benefits may greatly outweigh them. Lets take a look at some of the concerns employers may have about work from home and see if they are easy to combat.As stated previously, the fact that employees have free reign to do what theyd like if they work from home concerns many employers. As stated in a Forb es article, business leaders assume employees who work remotely and take advantage of the policy are not really working. This is because of the loss of control. Employers lose direct oversight and cannot witness productivity firsthand. That may be a rational reason to reject work from home, but on the other side it may suggest that you have an issue with your employees or your management style rather than an issue with work from home.In fact, studies have shown that employees that are allowed to work from home are actually more productive than those that work in the office. On top of that, they are at less risk for health issues. To be specific, the study states that work from home employees are 13 percent more productive than their office-working associates. With this statistic, it is hard to argue that employees are less productive when working from home.The loss of control may be difficult for many managers to grasp, but it shouldnt be. Good managers set goals that their employee s must meet in order to be deemed productive. Now, does it matter where these goals are met, as long as they are met? fruchtwein would say no. With steady goals- and goal tracking- employers can tell where the production levels are lacking. Simple presence in an office does not denote productivity.Another reason employers may want to stay away from work from home is because they are afraid it will hurt their company culture and teamwork. This can be true, but it depends on the kind of work your company pushes out. If you have a team that needs to be in the office to collaborate with other team members, then clearly work from home is not an option. However, if your company is made up of a handful of workers that primarily work on their own, then offering work from home may actually improve your company culture.Furthermore, it will work towards driving top talent to your company. Work from home has become very popular lately since most everything is done digitally these days. If your company does not offer work from home, you are behind the curve. Top talent will want that option available to them and will choose to work for the company that offers it rather than the company that does not.If these reasons werent enough to convince employers to think of offering work from home, then consider the health of your employees. The average commute of a working American is 46 minutes round trip. To those workers congratulations For many travelers thats how long a one-way trip to work takes. Studies have shown that employees with a long commute are much more prone to high blood pressure and many more health complications. This may be reason enough to consider thinking about work from home if your company doesnt offer it yet.Its soon to be a new year and its important to remember that happy employees are more productive employees. Top that off with the 13 percent increase in productivity you get with work from home workers and you may be on your way to increasing not only your companys productivity levels, but its happiness and culture as well.Do you work from home and find that you are more productive? Do you work for a company that does not yet offer work from home? Share with us in the comments section below.IMAGE Courtesy of Flickr by puresolitude