Making the First 10 Minutes of an Interview Count

By :Careerbuilder.com

A hiring manager can often tell if you're the right fit for his or her organization just minutes after the two of you shake hands. In a survey by our company, executives polled said it typically takes them only 10 minutes to form an opinion of a candidate during an employment interview, despite meeting with staff-level applicants for nearly an hour, on average.

With such a short amount of time to interact with a hiring manager, how can you evoke a positive response? Projecting confidence and enthusiasm is key, so keep the following advice in mind:

Dress to impress. For better or worse, a good part of the impression an interviewer first forms of you depends on how you're dressed. So wear a nice suit or business-appropriate dress, even if you know the office to be a casual environment.

Remain calm. One of the best ways to make a good first impression is to quell any pre-interview jitters. Plan to arrive at the interview destination 10-15 minutes early. This will give you time to compose yourself and relax a little.

Show some respect. Many hiring managers ask everyone who has interacted with a candidate -- from administrative staff to members of their department -- for feedback on the prospective employee. So be pleasant toward those you meet and avoid the urge to hold a loud cell phone discussion in the elevator or lobby.

Break the ice. Small talk plays an important role in the interview by helping to break the ice and put both parties at ease. If the hiring manager asks if traffic was heavy or if you had problems finding your way to the office, offer more than just a "yes" or "no" answer. Just be sure not to prattle on.

Focus on the little things. The fact that employers form opinions of candidates so quickly places additional importance on the more subtle points of the interview, such as giving a firm handshake, maintaining eye contact and practicing good posture. Your nonverbal cues can say a lot about your personality and interest in the position. Crossing your arms, nodding hurriedly or making tense facial expressions can all send the wrong message.

Demonstrate your knowledge. Hiring managers often start interviews by asking job candidates some straightforward questions about their experience, knowledge of the company and ability to excel in the position. For example, "Can you tell me a little about yourself?" "What do you know about our firm?" and "Why do you want to work here?" are three common questions. Research the business beforehand so that when answering these types of queries, you can relate your responses to the firm's needs or priorities.

Remain positive. The executives surveyed said interviews take an average of 55 minutes for staff-level job candidates and 86 minutes for management-level applicants. Even if you fear you've already made a negative impression in the hiring manager's mind, stay positive and focus on what you can do during the rest of the meeting to convince the employer you're right for the job. Consider whether you're making any common nervous mistakes -- such as rushing your responses or not listening to the full questions -- and adjust your communications as necessary.

No matter how well you prepare for an interview, things may not always go as smoothly as you had hoped. Whether you become tongue-tied or are thrown a curveball question, roll with the punches. Keeping a positive attitude and remaining confident in your ability to land the job is one sure way to impress any hiring manager.

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6 Ways to Create Interview Chemistry

By : Selena Dehne

Interviewing is a lot like dating. When two people agree to go to dinner or watch a movie with each other, it's generally because they had something in common, found each other interesting and wanted to spend time together.

When interviewing job candidates, interviewers are looking for these same things. They don't want to hire just anyone. They want to hire a candidate who can do the job and connect with others in the workplace. Therefore, it's not enough for job seekers to highlight their skills, knowledge and experience. They must be able to create chemistry and connect with the interviewer if they want that person's buy-in for the job, according to Susan Britton Whitcomb, author of "Interview Magic, Second Edition."

"During an interview, you will be judged on three dimensions: chemistry, competency and compensation. The first dimension -- chemistry -- is critical. You'll want to connect with the company's mission, its people and its customers. And you'll certainly want the interviewer to connect with you," Whitcomb says.

Given only a brief amount of time, many people find it very difficult to connect with interviewers, who are often complete strangers to them. Further complicating the task is the fact that many people think of interviews as high-stress, pressure-packed situations. This attitude influences job seekers to spend their time worrying and trying not to make mistakes, instead of making an effort to connect with interviewers.

To help job seekers overcome this common obstacle and quickly create chemistry between themselves and interviewers, Whitcomb offers the following tips in "Interview Magic":

1. Share commonalities
Discuss your passion for your field or enthusiasm for a new product or service, as well as personal commonalities such as family (i.e., children of the same age), recreational activities, hobbies or interests.

2. L.I.S.T.E.N. attentively
Laser your focus. Investigate and be curious. Silence your tongue -- hold your judgment and open your mind. Take brief notes and take time to formulate your response. Elevate the other person. Note the nonverbal, including your body language and that of your interviewer. It is impossible to connect with others if you don't listen well.

3. R.E.S.P.O.N.D. well
Remember your objective; Engage the interviewer. Share succinctly. Point to benefits. Offer proof. Never drone on. Dedicate yourself to a win-win relationship.

4. Pay attention to the 'howchas'
The "howchas" are how you say something (as opposed to what you say). Tone, inflection, body language, attitude and motive combine to make how you say it just as important as what you say. To improve your 'howcha's,' remain deferential, respectfully curious and concerned about the interviewer/company's welfare. Use verbal and body language mirroring to enhance communication, matching aspects of your interviewer's voice, language, mannerisms and body language.

5. Recognize their learning style, whether auditory, visual or kinesthetic/tactile.
Offer variety in your interview so that each style is addressed. This might include answering questions for the auditory learners, writing an outline on a whiteboard or showing a PowerPoint demonstration for the visual learners, and engaging the kinesthetic/tactile learners in activities or encouraging them to take more thorough notes.

6. Understand their temperament
Theorists (often seen in executive roles) value impressive training or credentials, and stress vision, logic, innovation, mastery, progress and excellence. Catalysts (often seen in human service roles) value harmony in work relationships and appreciate ideal, meaningful work environments. Stabilizers (often seen in finance and management roles) value factual, reality-based responses in a sequential, detailed fashion. Improvisers (often seen in sales/marketing roles) value action, excitement and variety, and prefer solutions that are practical and effective to help them get what they want.

Making these efforts throughout the interview will go a long way toward impressing the interviewer and positioning yourself ahead of other candidates. Even if you don't win the job offer, the interviewer may be inclined to recommend you to others or keep you in mind for future opportunities if he or she developed a connection with you.

"Acing an interview -- even for a job that isn't perfect for you -- will put you on the radar screen of those who can help you in the future," Whitcomb says. "Remember that interviewers have their own network of contacts that will likely be valuable to you."

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Ten Tips for Negotiating Workplace Conflicts

1. Let people tell their story. Allowing people to speak their minds may increase the level of conflict, but that’s okay, says Krivis, because feeling heard can dramatically change an angry person’s outlook. And in the process, new information may surface that allows a solution to naturally emerge.

2. If someone refuses to budge, take the spotlight off them. When there is one hardliner refusing to budge during a multiparty conflict, suggests Krivis, just begin “settling around” them and work with the other parties. The holdout quickly sees the value of compromise when his or her perceived power is neutralized.

3. When someone seems “locked up,” dig for the emotion behind the stone face. Krivis recommends asking, “What is it you really want to achieve here?” Tapping into the person’s repressed emotion may provide the key to a solution.

4. When people are “picking flyspecks out of pepper,” come in with a reality check. It’s the mediator’s role to bring people back to reality by “wrenching their attention away from the grain of sand and having them focus on the whole beach.”

5. Identify the true impediment. In every conflict, says Krivis, ask yourself, “What is the true motivating factor here? What is really keeping this person from agreeing to a solution?”

6. Learn to “read minds.” Krivis suggests paying attention to body language and emotional tone as well as a person’s words. If you give people an opportunity, he says, most people involved in a dispute will gladly talk about themselves, which gives you a chance to ask more questions and gain more information about their perspective. That helps you anticipate how they might react, and manage the negotiation accordingly.

7. Think creatively about ways people can cooperate rather than clash. Spend your time building up the relationship, Krivis suggests, rather than just divvying up the matter in dispute.

8. “Edit the script” to help people see their situation in a different light. Retell their story in positive, forward-looking terms, says Krivis, and you can “give them the words to see their options in a new light.”

9. Avoid the “winner’s curse” by carefully pacing negotiation. When a solution seems too easy, people may experience second thoughts about whether they could have cut a better deal. Don’t rush to a conclusion even when you know you can wrap things up quickly, says Krivis. Keep the negotiation proceeding normally, for a reasonable amount of time, before the inevitable settlement.

10. Finally, realize that not every conflict can be solved. “Not every negotiation is going to have a win-win outcome. Not everyone can live together in harmony. ... There are times you just have to accept that both parties are going to leave the table equally unhappy.” When that happens, Krivis recommends, “Isolate the participants if possible and just move on.”

Improvisational negotiation, says Krivis, is “kind of like jazz. ... The chords you use depend on the chords you hear from the other participants, and vice versa. It’s a conversation. It’s organic. There are no limits on what can come out of mediation, and that’s what makes it such a powerful skill.”

www.workfamily.com

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Use Your Age to Your Advantage

By : Joe Turner

While it's true that not all employers will be gung-ho about hiring, or even retaining, older workers in the coming years, the overall statistics might well be on your side if you're 50 or older. The limited numbers of younger generations simply will not match the rising need for workers over the next 10 years.

This means that employers will be forced to look at alternate labor sources. Sure, they can outsource, further automate or contract their staffing ranks, but this will not suffice in all cases.

The plain fact is that you hold many advantages over your younger colleagues, but you're going to need to play your age to your advantage. If you have a few years under your belt, here are four tips to use age as an advantage in your job hunt:

Go on the offensive

Too often, older workers think they have to apologize for their years of actually working. Remind yourself that you're experienced, not old; you're seasoned, not over the hill; you're here and now, not history. It's all about spin and reframing, so drop the apologies.

You may be older, but you're not stupid and you're not dead. Use your savvy to sell against youth and inexperience. There are benefits to being older, like having wisdom, common sense and a long work record of accomplishments that you can translate into benefits to the employer. In other words, sell your track record. During the interview, take advantage of your successful work history and draw from those successes to meet the needs of the employer.

Sell results, not years

Realize that hiring managers today are looking for results, not years. Talk the language that an employer understands and appreciates: return on investment. Instead of citing 20 years of experience, identify the benefits to the employer and put them into monetary terms as much as possible. Back up your accomplishments with facts that are benefit-based. Sell them from the perspective of the result and how it benefited your present and previous employers.

Money talks and it talks loudly. Here's some good news: Money can trump age. As an employee, you either make money or save money for your employer. If the hiring manager doesn't see your value in one of these two categories, then you don't want to work for this company. In this recession, if the company isn't concerned about its bottom line, then it may not be around for long and isn't a viable option for you anyway. Get as close to money as you possibly can through the language of your accomplishments, and list them on your resume.

Wear just one hat

While you may have accumulated experience in a number of areas, don't confuse the person reading your resume with all the different roles and jobs you performed over the years. Focus only on the job title for which you're applying. Tell the hiring manager what he wants to know and nothing more.

Most likely you've worn many different hats during your career. If any of your duties and experiences don't directly address the job title's requirements, don't emphasize them. In fact, remove them from your resume entirely, if possible, as they will only give employers another reason to screen you out, and you don't want that. This is your story. Tell it your way. Magnify only the aspects of your background that are relevant to your target objective. You want to focus your résumé to reflect yourself in the most positive, powerful ways possible.

Modify your resume

Take another look at your resume. Ask yourself, "Would I hire myself for this position?" Spin your story in your favor by reworking your résumé to emphasize your strengths. Make sure everything on it relates in some way to your desired job objective. Drop older job titles. You generally shouldn't need to show more than 10 years of work history. Any prior work is most likely irrelevant now and will take the reader off track. Remove obvious road markers, like dates. For example, remove college degree dates and other older professional training dates that may go back more than a few years.

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5 Tips for Talking Money With a Potential Employer

By : Robert Half International

Discussing compensation and benefits with a potential employer when the economy is humming can be nerve--wracking; in a recession, it can be downright scary. But applicants should be ready -- and willing -- to bring up the topic with hiring managers. In fact, more than half (56 percent) of senior executive surveyed by Robert Half International said they are comfortable with applicants asking about salary in the first or second interview.

Following are five tips to help ensure you're well-prepared to negotiate compensation:

1. Do your homework
Conduct research to determine your market value, or, in other words, what the skills and experience you possess are currently worth. Begin by reviewing salary surveys and publications such as Robert Half's annual Salary Guides, talking to colleagues and recruiters, and checking salary comparison Web sites. Keep in mind that your geographic area plays a significant role in determining pay levels -- it's unlikely that an IT manager in Boise, Idaho, will be paid as much as one in San Jose, Calif., for instance.

2. Research the company
Is the firm in a position to bargain? Find out before attempting any salary negotiation. If you've been offered a job as a Web designer at a newly formed startup or a company that recently announced layoffs, your bargaining power may be limited. If the firm isn't able to offer the salary you seek, consider negotiating other elements of the compensation package, such as benefits, vacation days or flexible scheduling. Another option is to see if the company is willing to re-evaluate your compensation six months or a year after you start, assuming you've met performance expectations.

3. Look at more than money
Whenever you are offered a new position, make sure to consider all aspects of the job. Will you gain more responsibility or work on a high-profile project that will be a valuable addition to your résumé? These factors may make up for a smaller compensation package. Consider the benefits package, too. In addition to health insurance and vacation time, some companies provide perks such as tuition reimbursement or on-the-job training. Determine which factors are critical to you -- perhaps that you have access to a retirement savings account -- and on which ones you're willing to compromise.

4. Show them your value
Be prepared to show how the company's investment in you will pay off. Provide quantitative examples of your contributions to previous employers. Explain how your knowledge of a particular software program could save the business 10 percent in outsourcing fees or that your experience leading a product rollout will allow the company to complete the project more quickly. If you can provide a high ROI, you might be able to negotiate better compensation.

5. Get it in writing
Once you've agreed on terms, ask the employer to draw up a letter that outlines the specifics to the offer, such as the position's key responsibilities, salary and any special arrangements that resulted from the negotiations. Having everything in writing will prevent misunderstandings down the line.

Flexibility and an open mind are critical to successful salary negotiation. By researching your market value, assessing the company's financial position and demonstrating return on investment, you'll most likely find an offer that's agreeable to both you and your new employer.

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5 Worst-Case Interview Scenarios

By : Kate Lorenz

You thought you were prepared for that interview. But sometimes even the best laid plans can't ward off unexpected disaster. Besides having a getaway car waiting to quickly whisk you away from an awkward situation, there are ways to overcome even the most embarrassing interview situations.

Certified career counselor Susan Guarneri says to keep in mind that you are only human, as are your interviewers, and everyone knows that stuff happens. When the unthinkable happens in an interview, what's most important is how you manage the situation.

Here are some suggestions on how to handle unforeseen interview mishaps.

You're Late.
Whether you overslept or your train stalled on the tracks, either way, you know you're going to be late for your interview.
Solution: "If you can see you're going to be late, immediately call ahead and let them know," Guarneri advises. That way you won't keep your interviewer waiting and you give them the chance to call the shots -- squeeze you in for a later appointment or reschedule for another day.

You Forgot Your Resume Materials.
You grabbed your briefcase, but left your portfolio stuffed with your beautifully printed résumés, letters of recommendation and work examples sitting on your kitchen table.
Solution: "This can be easily handled if you planned ahead properly," Guarneri suggests. "Don't rely on just a paper résumé. Have your résumé available online somewhere, such as a blog, personal Web site or in your e-mail. Then it can be instantly retrieved from the interviewer's office."

You Have a Wardrobe Malfunction.
Somewhere between your house and the interviewer's office your smartly pressed suit ends up looking stupid. This happened to one of Guarneri's clients who was splashed by a passing cab right outside the building of the company with which he was going to interview.
Solution: Guarneri recommends continuing to your interview and briefly explaining what happened. Almost everyone has had a wardrobe malfunction occur at an inopportune time -- your interviewer will likely be empathetic to your mud speckled trousers.

You Forget the Name of the Person You're Interviewing With.
You're nervous during an interview and it's common for your mind to go blank.
Solution: If you didn't write it down on, don't see a nameplate on the desk, or can't read it off of certificates adorning the walls, don't fake it, Guarneri warns. Find an opportune time to ask the interviewer for his or her business card, by saying something like, "Before I forget, could have one of your business cards?"

The Interviewer is Distracted.
Another of Guarneri's clients entered an interview only to find the interviewer sitting with his head in his hands and didn't even look up when her client entered the room and sat down.
Solution: If they're not listening when you're talking, are they bored? Are they stressed with other projects?

"Pick up on the emotional cues the interviewer is delivering," Guarneri says. "Then recognize the situation and get their attention." In this case, her client said, "If this is a really bad time, I can come back."

It ended up the interviewer had just found out his dog had died. Although it wasn't the ideal situation, this gave her client, who has a dog, a chance to connect with the interviewer and they both began sharing dog stories. (He ended up getting the job with just that one interview.)

Guarneri says job seekers often stress when something goes wrong in an interview, but how you manage a challenging situation can say a lot about you. She had a client who flew to Buffalo, New York for an interview and was snowed in by a winter storm. He ended up arriving at the interview three days late, with a rumpled suit (the only clothes he had to wear for the three days) and mismatched shoes (he lost his shoes and had to buy new ones at a nearby thrift store). His perseverance and genuine interest in the position -- along with a healthy dose of humor about the whole situation -- landed him the job.

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5 Tips for Executive-Level Job Seekers

By : Selena Dehne

Recent economic woes have struck a severe blow to the nation's work force -- penetrating as high as the top tiers of corporate America. As the economy becomes increasingly shaky and companies are forced to trim budgets, executive-level and management positions have become more vulnerable than ever.

Considered by many to be "untouchable," thousands of upper-level professionals have been thrust into unemployment and have discovered that today's job market is much harder to navigate than in previous years. Now, the market is flooded with candidates just as highly skilled and experienced as the next. In addition, finding a job that can match -- if not improve upon -- a prior position can seem incredibly daunting due to many companies' growing financial limitations.

To stand out from their competition and prove that they offer a high return on investment, executive-level job seekers need certain tools, including the essential job-search documents needed to market oneself in the job hunt, plus a few others to achieve an advantage over competitors.

"There's no question that the executive résumé and cover letter are the foundations of your career-search plan. However, you'll want to give careful consideration to some additional tools that are capable of providing significant leverage in your search," say Louise Kursmark and Jan Melnik, co-authors of "Executive's Pocket Guide to ROI Résumés and Job Search."

In their book, Kursmark and Melnik encourage job seekers pursuing leadership positions to create and implement the following tools in their job search:

Elevator speech
An "elevator speech" is a 30-second summary (the time you have if you run into a potential employer on an elevator) that briefly introduces individuals to those who can help them in the job search. Many managers and executives have probably already developed and delivered this type of speech to people several times throughout their careers, but may need to adjust it to reflect their new goals.

According to Kursmark and Melnik, job seekers must convey four key elements throughout their introduction, including who they are, what they do, what they're seeking and any other key information relevant to their experience or job search goals.

In addition to knowing how to develop this tool, it's essential for job seekers to know when to use it. A good rule of thumb is to always be prepared with an elevator speech. They can be useful at networking events, clubs and associations; during "cold" phone calls; as well as at personal events such as weddings, dinners and any type of impromptu opportunity.

Networking script
Networking is the key to finding good jobs quickly, which is why having a plan for networking situations is critical. While these conversations will all be unique and should feel genuine, it helps for job seekers to outline a few key points they'd like to address during the conversation. For example, job seekers will want to ask questions such as, "What ideas or referrals might you have for me?" "What related industries can you think of, and contacts do you know, where these skills might prove valuable?" or "Who in your network might be interested in someone with my leadership experience and background?"

Leadership initiative document
This one- to two-page document is a relatively new tool job seekers are using to further market their achievements and leadership experience. Typically, this document lists three to five career-defining stories that describe a specific situation or challenge, tactics and actions implemented to address the problem and results achieved. Ideally, these stories should reflect what the job seeker would hope to accomplish in the new position.

After crafting this document, job seekers can use it several ways. It can become a leave-behind document following interviews or meetings, a follow-up piece to a résumé and an additional component to the traditional résumé/cover letter package.

Professional biography
This tool provides more extensive information about the job seeker; it is ideal for portfolios or personal Web sites and used as a tool for recruiters to use when introducing or advancing the candidate to a company or organization. After the job search, this document is still useful and often used for company news releases, marketing materials and Web sites, as well as for public-speaking engagements.

Targeted search summary
This document identifies employers and industries in which the job seeker is interested. This tool comes in extremely handy at networking meetings where others may appreciate a visual reminder of where the job seeker's interests and opportunities are.

While each of these components of the job search can be extremely beneficial to job seekers, Kursmark and Melnik warn not to overload hiring managers and recruiters with too much information. "Instead, carefully select and present only the documents that will stimulate their interest in you and your professional capabilities."

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4 Tips for Working with Recruiters

By : David Staiti

A good recruiter can be worth his or her weight in gold to a job seeker. Good recruiters have access to jobs and information about the market, and they can even give you advice that will improve your chances of getting interviews and offers. Many job seekers find working with a recruiter to be challenging, but it doesn't have to be.

The following four ways to work more successfully with a recruiter may help you with your job search:

1. Understand what recruiters do
Recruiters work for their clients because the client pays the bill -- they don't work for their candidates. If you understand this dynamic, you can use it to your benefit. The recruiter's relationship with the client means that he typically has access to inside information. Listen to a recruiter's advice very carefully when it comes to résumé changes, interview coaching, etc. This advice is given to candidates because recruiters know what will maximize a candidate's chances of getting an offer.

2. Work with the best recruiters
To find the best recruiters, start by asking colleagues for referrals. Also try to identify recruiters who specialize in your job field, geography, career level, etc. Recruiters want to work with marketable candidates, and that means you want to talk to recruiters who specialize in your discipline.

Once you have found a recruiter, don't be afraid to ask her about her experience, process and approach to the job search. Recruiters are not obligated to work with you as a candidate, nor are you obligated to work with them. Recruiters will be highly selective about whom they work with, and so should you. A recruiter works for her client, but she is also representing you, so make sure you are comfortable.

3. Work with them, not against them
If you have little or no experience working with recruiters, you may be put off by some of the questions they ask. Understand that recruiters need a detailed and thorough understanding of your background, education, work history, compensation, etc. A recruiter may even ask you if you have a criminal history, bad credit or an arrest record. It is best to answer these questions openly and honestly. If you have some skeletons in the closet, it does not mean that the recruiter won't work with you. On the contrary, the recruiter may be able to offer advice on how to handle sensitive subjects (such as a drunken-driving charge).

You should also openly share feedback with the recruiter throughout the search process. Honestly discuss your career goals, salary expectations, feedback from interviews, level of interest in a given job, etc. The more the recruiter knows about what makes you tick, the more likely he is to find you a job that is a good fit.

4. Even if you are not actively looking for a job, talk to a recruiter If talking to a recruiter when you are not looking for a job seems pointless, I can assure you it is not. The most valuable candidates to a recruiter are those who are not actively looking for work.

If you consider a recruiter's point of view, the reason for this is clear. First, employers generally consider employed candidates more favorably than those who are unemployed. Right or wrong, gainful employment suggests that the candidate is good at what she does and relatively stable. Second, a passive candidate means less competition for the recruiter, thereby maximizing the recruiter's chances that he can earn a placement fee. Conversely, if you contact a recruiter when you are actively looking for a job, the recruiter knows that his chances of placing you are minimized because of other competition.

Finally, and most importantly, a good recruiter can be your eyes and ears on the job market when you are too busy to pay attention for yourself. If a recruiter understands your background and goals, he can contact you if and when a potential opportunity arises. When you have a job that you like, you are probably too busy to keep up on the job market. A recruiter can keep you connected to the market so you don't miss out on a potentially great opportunity.

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How to Find a Fun Job

Everyone has worked his share of boring and unrewarding jobs. After a few years in a dull career, you may start to consider looking for a fun job. A fun job should be a profession that you find rewarding and also allows you to pay the bills.

Instructions

1.

Step 1

Consider your interests. A big part of finding a fun job is thinking about what type of career will make you happy. For example, if you love to travel, you could get a job as a travel agent. Party-lovers might consider a career as a wedding planner.

2.

Step 2

Take a career quiz. Career quizzes uses your strengths and interests to pair you up with a job that you are likely to find enjoyable. Career quizzes are available online and offered through campus career services.

3.

Step 3

Apply for jobs at places that have a fun atmosphere. An easy way to find a fun job is to look at the places that you consider entertaining. If there is a theme park or boardwalk in your area, look for a job there.

4.

Step 4

Get a job on a cruise ship. Working on a cruise ship is a lot of fun and it also gives you a chance to travel. Look on a cruise line's website to see which openings are currently available.

5.

Step 5

Look through the classifieds to find a fun job. Browse though your newspaper or an online job search engine to get an idea of what jobs appeal to you.

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Eight Tricky Interview Questions

Does the thought of going on a job interview cause your palms to sweat and your body to break out in hives? Stop itching; you're not alone.

The vast majority of job seekers admit to emotions ranging from mild uneasiness to downright panic leading up to their interviews. The good news is there have been no reported cases of job seekers who died of nervousness during a job interview. So relax and follow these simple tips for keeping your anxiety at bay before and during your interview.

First, take the proper amount of time to prepare for your interview. Being well-prepared will boost your confidence and lower your anxiety. Experts recommend that you spend at least three hours preparing for each interview.

You should draft answers to the most common interview questions and practice speaking them out loud. You also should read up on the company with which you will be interviewing and prepare some questions of your own. This lets the interviewer know that you are truly interested in the company and the position.

As a final step in your preparation, make sure you have good directions to the interview site. Some job seekers make a dry run to the interview site to ensure the directions are correct and to estimate the amount of time they will need to get to the interview on time.

Going into a job interview is often like entering the great unknown. Although every interviewer is different and questions vary from industry to industry, there are some questions that are common across the board. Reading through the following questions and developing your own answers is a good place to start in your preparation. Once you have done that, remember practice makes perfect! Nothing impresses a potential employer like being ready for whatever is thrown your way.

Why should we hire you?
Here's the chance to really sell yourself. You need to briefly and succinctly lay out your strengths, qualifications and what you can bring to the table. Be careful not to answer this question too generically, however. Nearly everyone says they are hardworking and motivated. Set yourself apart by telling the interviewer about qualities that are unique to you.

Why do you want to work here?
This is one tool interviewers use to see if you have done your homework. You should never attend an interview unless you know about the company, its direction and the industry in which it plays. If you have done your research, this question gives you an opportunity to show initiative and demonstrate how your experience and qualifications match the company's needs.

What are your greatest weaknesses?
The secret to answering this question is being honest about a weakness, but demonstrating how you have turned it into a strength. For example, if you had a problem with organization in the past, demonstrate the steps you took to more effectively keep yourself on track. This will show that you have the ability to recognize aspects of yourself that need improvement, and the initiative to make yourself better.

Why did you leave your last job?
Even if your last job ended badly, be careful about being negative in answering this question. Be as diplomatic as possible. If you do point out negative aspects of your last job, find some positives to mention as well. Complaining endlessly about your last company will not say much for your attitude.

Describe a problem situation and how you solved it.
Sometimes it is hard to come up with a response to this request, particularly if you are coming straight from college and do not have professional experience. Interviewers want to see that you can think critically and develop solutions, regardless of what kind of issue you faced. Even if your problem was not having enough time to study, describe the steps you took to prioritize your schedule. This will demonstrate that you are responsible and can think through situations on your own.

What accomplishment are you most proud of?
The secret to this question is being specific and selecting an accomplishment that relates to the position. Even if your greatest accomplishment is being on a championship high school basketball team, opt for a more professionally relevant accomplishment. Think of the qualities the company is looking for and develop an example that demonstrates how you can meet the company's needs.

What are your salary expectations?
This is one of the hardest questions, particularly for those with little experience. The first thing to do before going to your interview is to research the salary range in your field to get an idea of what you should be making. Steer clear of discussing salary specifics before receiving a job offer. Let the interviewer know that you will be open to discussing fair compensation when the time comes. If pressed for a more specific answer, always give a range, rather than a specific number.

Tell me about yourself.
While this query seems like a piece of cake, it is difficult to answer because it is so broad. The important thing to know is that the interviewer typically does not want to know about your hometown or what you do on the weekends. He or she is trying to figure you out professionally. Pick a couple of points about yourself, your professional experience and your career goals and stick to those points. Wrap up your answer by bringing up your desire to be a part of the company. If you have a solid response prepared for this question, it can lead your conversation in a direction that allows you to elaborate on your qualifications.

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5 Key Tips on How to Earn a Pediatric Nurse Practitioner Career

By Jaden J Jones

The demand for nurse practitioners is constantly growing due to the increased needs in delivering excellent and high quality medical assistance to their patients. In order to be successful in this field, there are some critical factors which need to be considered and be aware of. If you are inspire to become a pediatric nurse practitioner specializing in pediatric nursing, here are some important tips to go about -

a. With the advancement of technology and the remarkable influence of the internet, you can now pursue your dream career by obtaining your degree in pediatric nurse practitioner by studying in the Universities campus or by taking up online courses. If you search around, you can easily obtain a list of key colleges and Universities offering the related online program for this medical practitioner, which is a 4-year degree program.

b. With the necessary academic qualification, you will need to undergo some practical training to gain the necessary skill-sets and hands-on experience. You may choose to go with the Internship program in the local hospitals or clinic, or you may voluntarily offer yourself to work voluntarily as a registered Nurse in some of the medical centers or hospitals.

c. Be recognized as an advanced practice nurse by your local state board of nursing strongly reflect your competency in possessing the skill-set and knowledge of a pediatric nurse practitioner which will significantly enhance your career.

d. Thirdly, you need to obtain the license to start your career. For this, you need to pass the national licensing examination before you can obtain the necessary certification to be officially qualified to practice this profession in the society.

All the above are the necessary academic qualification which you need to go through and obtain. These will lead you to your dream career. Next, let us find out what other key tips are there.

e. It is very important for every one of us to find the right career for ourselves. If you are gentle and caring, and able to work efficiently under stress, then pediatric nurse practitioner might be just the right career for you. To be great in this profession, you need to be very positive minded and is capable to handle challenges and manage your stress and hardship with great tolerance and patience. Often, a pediatric nurse practitioner will need to work overtime and running shift work as well. If you are prepared with the long working hours of this profession, than congratulation, you are one step closer to your dream career!

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11 Warning Signs Your Interview Is in Trouble

By : Anthony Balderrama


During driver's education courses, you learn what each road sign signifies. The two arrows converging means you need to merge. A squiggly arrow means the road winds. "Left Lane Ends" means, well, the left lane ends.

Sometimes you don't even need the signs to know what to expect. If you see a flurry of red brake lights, you know traffic is not moving. In an ice storm, if the car in front of you is skidding from side to side, you can bet that the road is slippery.

Job hunts come with their own warning signs, but they're not typically as blunt as the bright yellow and orange signs posted on the side of the road. Instead, you're more likely to get context clues, like the brake lights. The interview process is full of uncertainty for a job seeker, and much of the power is in the interviewer's hands. Sometimes you don't know if the interview is going well. Other times you're so nervous you don't recognize the signs that this company isn't right for you.

Therefore it behooves you to recognize the warning signs that your job interview is in trouble. Here are 11 warning signs to watch for when interviewing for a job:

1. You're pretty sure you know how to get to the interview site, but you're not positive.
Before you can even look for warning signs of a bad interview, you need to get there first. Lisa Fedrizzi-Hutchins is a human resources/compliance administrator who was heading to a job interview earlier this year. She trusted her GPS unit, but realized the directions were incorrect once she was en route. Fortunately she called the company and asked some clarifying questions so that she could arrive at the interview on time.

2. You're talking more than the interviewer is.
Job seekers shouldn't dominate more than 40 percent of the conversation, says John M. McKee, founder and CEO of Business Success.

"Because many job seekers are anxious to show that they are the best candidate for a job, they often dominate the conversation with things like never-ending answers or run-on sentences," he explains. "The interview time may end before they've had adequate time to deal with all the questions the interviewer had prepared."

3. The interviewer's eyes are on the clock, not you.
As a managing partner at Winter, Wyman and Co., Mark Gleckman knows the importance of an interviewer's body language.

"During an interview, be an active observer," Gleckman advises. "Watch your interviewer's body language -- is she glancing at her watch or noticing who is walking by? These could be signs that the interview may not progress to the next phase." He suggests asking the interviewer if you've provided all of the information she was hoping for or if you can offer anything else to get the most out of the interview.

4. The interviewer decides to take a phone call mid-interview.
An interviewer should treat you with the same respect he or she expects. Jennifer Mounce, executive coach and interview adviser for Coach Effect, has heard her share of bad interview stories. One manager stopped an interview to take a 20-minute phone call without warning the interviewee, who was told to stay in the room until it was over. When the call was over, the interviewer resumed with the questions, but his mind was obviously elsewhere.

"Candidates must ask themselves if they want to work for a person who can't give them their full attention for a short period of time or who doesn't have the communication and/or social skills necessary to put the candidate at ease, apologize or explain the necessity of the disruption," Mounce says.

5. The interview feels like a test of endurance.
Mounce also warns of employers who hold marathon interviews that last seven hours. Applicants are not asked if they'd like a restroom break, snack or glass of water. Mounce advises you to think about what the job would be like if the interview is this bad.

6. No one wants to work here.
An insightful question that many job seekers fail to ask is why the position is available. Or, to frame it so that you sound focused on your future with the company, ask where the employee formerly in the position is today. JR Rodrigues, co-founder of JRBM Software, cautions job seekers to watch for companies with a revolving door.

If the hiring manager complains to the interviewee about having had his last three hires quit after only a short term of employment, you should wonder about what is causing such turnover and whether this job is for you," he says.

7. You're participating in a questionnaire, not an interview.
Kris Alban, director of strategic partnerships for iGrad, keeps a list of questions in front of him when conducting an interview.

"During a good interview, I will go off-page as certain responses provoke additional questions or I may ask the interviewee to expand on something they said," Alban says. "If you notice your interviewer just running down their list of questions, then you know that you need to engage them more. I definitely become more engaged when the interviewee accompanies their answer with a story that anchors it."

8. You get snippy with the administrative assistant.
The interview begins the moment you are on the premises, so don't save your best behavior for the meeting room. Monique A. Honaman, CEO of ISHR Group and a former HR manager, stresses the importance of good manners.

"I can't tell you how many times I have heard of job seekers being dismissive to certain individuals, and I know hiring managers often ask the receptionist to provide input on the candidates as well as those more heavily involved in the job interview process," Honaman says. "It's not just about having the skills and abilities to do the job; the personality and respect elements are critical, too."

9. You spend 10 minutes complaining about your last boss.
Honaman also cautions against going negative during an interview. "Job seekers must never talk negatively about a former co-worker or former boss, even if it seems like this negativity is being encouraged," she warns. "Take the high road. It's an incredibly small world out there and it's amazing who knows who."

10. The company is in financial trouble.
If there is a loud argument in the office of the company you are interviewing at stemming from a creditor who has not received payment for his product or services that were purchased by the company, you need to consider whether this company will be able to pay you," Rodrigues says.

11. The employer doesn't keep his or her word.
Rodrigues also warns against employers who tell you one thing but do otherwise. Blatant lies are obvious warning signs, but other subtle ones also hint at trouble. If you were given a timetable during the interview but you haven't heard anything since, Rodrigues says you might have fallen off of the interviewer's radar and need to work your way back into his or her view.

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10 Traits of a Successful Car Salesman

By Karl Beckham

Selling cars for a living is not for everyone, but if you are the right fit to be a car salesman these ten points will practically ensure you become a successful car salesman. The job of a car salesman is a bit like having a business of your own inside a car dealership. Having your own car selling business allows you to control how much you earn by your level of commitment to the profession. A successful car salesman can earn a six figure income and I have heard of some earning close to $250,000 a year. Implement these car salesman traits and you can join the ranks of the top salesmen and saleswomen that enjoy the peace of mind and security of a six figure income.

1. Commitment: As I mentioned earlier you control your own level of car salesman success in direct proportion to the amount of effort and the level of commitment that you apply to the business of selling cars. Most car salesmen work on a commission basis which can result in an irregular weekly pay check which makes some people shy away from being a car salesman, but the upside is that you will be paid according to your skills, abilities and production. The pay plan of a car salesman allows you to control your car salesman income, but you must make the commitment to being a good car salesperson without second guessing yourself. There is no "I will give it a try" or "maybe it will work out". There is only a full 100% percent level of commitment to becoming a successful car salesman.

2. Positive Attitude: Being a successful car salesman will go hand in hand with your attitude. When you are dealing with a customer your tools are your words, actions, reactions and knowledge. When you interact with a potential car buyer a positive attitude is a must. You need to be positive and confident in order to put the customer at ease so they can make the major decisions that are needed to buy a car. If you have a positive attitude your customer will have a positive attitude and that will make selling them a much easier task.

3. Goals: Setting and tracking goals are one of the common traits of most successful car salespeople. They set goals for their monthly and yearly income along with weekly and daily goals for cars sold, ups taken and closing ratio. A top car saleswoman or man pays close attention to their goals and tracks their progress either daily or weekly. They know their status and there are no surprises at the end of the month or year.

4. Enthusiasm: The enthusiastic auto salesman has an advantage over the average salesman. When you help your potential vehicle buyer in an enthusiastic manner it becomes contagious and your customer becomes enthused with the process of buying a car. Be eager and excited to show them the vehicle and its features and get your customer involved. A higher level of enthusiasm will practically make you a more successful car salesman.

5. Product Knowledge: Granted, product knowledge will not guarantee car sales success, but it definitely helps. Car buyers have a habit of asking questions that they know the answers to as a way to test their sales person. They are rarely important questions, but they try to catch their car salesman in a lie. If they catch you lying to them about something small they will never trust you when it comes to pricing and payments. Knowing the answers to their car buying questions will put you miles ahead of a car salesman that lies to their customer or doesn't know their product.

6. Personal Management: The most successful car salesmen and saleswomen have learned to manage themselves and their time efficiently. They don't hang around with the bottom feeders waiting for ups and complaining about management, traffic or anything else that comes to mind. They are busy calling be backs, doing follow up and arranging deliveries.

7. Selling Cars is about Relationships: Every once in a while selling a car can be a quick business transaction, but more often than not it is a time consuming process. The person that is about to spend $20,000 on a new car is not very likely to feel good about buying that new car from someone they don't like. People like to buy from people they respect, like and believe are the best person to sell them a car. All of the steps to a sale are important, but the successful car salesperson will always look, act and talk like a professional automobile sales person. Sell you, the dealership and then the car.

8. Have a Daily Plan: You know what they say, "if you fail to plan, you plan to fail". The successful car salesman has a daily plan which includes all the things they need to accomplish. Their daily "To Do" list may include calling past customers, scheduling deliveries, ordering accessories and of course taking fresh ups. Whatever it may be, it is a plan to achieve their goals and become a more successful car salesman.

9. Stay in Touch: When car salesmen are successful you will notice that they sell cars to the same customer more than once over the years. They keep track of their past customers through letters, cards, email or the telephone. They let their past customers know of sales, new models and special events that may be of interest to them. The salesman is providing a service to them which they appreciate and then return to buy again and again.

10. Self Improvement: A top car salesman is always learning about new models, new features and anything else that will make them better. They attend auto manufacturer training classes, monitor the competition and are always looking for ways to make themselves more valuable to their new and past car buying customers.

These 10 successful car salesman tips and traits will help you increase both your sales and your income by becoming an asset to your customer. There are always car dealerships looking for good sales people. Top car salesmen and saleswoman can work anywhere because they sell cars, lots of cars.

Karl Beckham is the author of this article on Car Salesman Tips and Traits. Find more information about being a better car salesman please visit Car Sales Professional.

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Organize Your Filing Systems: A Four-Step Formula That Really Works

Written by Sally Allen

At the risk of being tediously redundant, I'm going to say it again: Keep the paper flowing to its final destination. Oops, you say there is no final destination? Well, my friends, that is what piles are made of—lost paper looking for a home. Creating a filing system that works for you is like finding the pot of gold at the end of the rainbow. A good filing system will put you back in control, enhance your professional image and increase productivity. According to Susan Silver (Organized To Be The Best!, Adams Hall Publishers, 1995), when it comes to files and piles, people have three fears. Do any of these haunt you? Afraid to make a decision. If you don't know what to call a piece of paper, you'll end up calling it nothing. If it doesn't have a name, it doesn't get a home. Such orphans collect in unnamed stacks, piles, drawers and in-boxes. Afraid to discard anything. Heaven forbid you should throw anything out—you might need it someday. Afraid you'll never see it again. Filing an item in some systems is like flinging it into a black hole. If that describes your system, stacks and piles are indeed a lot safer. The point of filing is easy placement of—and access to—information. Make it happen NOW. Step 1: Separate "Working" from Archival Material There are two basic types of files: temporary (working) and permanent (archival). Determining when and how often a file will be used should tell you which type it is. Temporary files include the following: Action items—frequently used items requiring regular decisions and action Project items—Plans, notes and documents related to current projects Reading items—must-read materials from any source Step 2: Label Working Files Label action, project and reading files by purpose or function, e.g., "Prospects," "Marketing," "Education." Use broad, generic headings that are meaningful to you. If the files are shared, the categories and headings must make sense to everyone involved. Tips: Don't create "thin" file headings that are hard to keep track of. Use headings that cover a substantial amount of material (up to 2 inches of paper . . . box containers are great for thicker files). Design your system, complete with headings and subheadings, before actually creating the files. Use nouns for headings. Adjectives tend to get lost in memory. Step 3: Choose Locations and Fixtures Decide who will be using the files, when they will be used, and how much room is available for storage. Should the files be in, or close to, your desk for frequent retrieval? Should they be centrally located, accessible to several people? Is security a factor? Choose appropriate fixtures for holding files. "Hot files" are receptacles that attach to the wall next to you and hold about 100 sheets of paper. File cabinets can be vertical, lateral or open shelf. Choose wall storage units or rolling file racks. The type of organizing fixture depends on your space and needs. Don't forget that binders work well for storing articles, newspaper clippings, reports, job descriptions, policies and procedures, and other reference materials. Step 4: Arrange the Files Once you have appropriate fixtures in place, decide how you want to arrange your files. Choices include: Alphabetically—great for client or customer name files. Subject—a good choice if you're using subfolders. Numerically—excellent for dated material, such as purchase orders and bills. Geographical—appropriate if you have satellite operations. Chronological—a good solution for back-up files that need to be set up by month. Tickler files—great for very detailed tasks, such as tracking bills, correspondence and reading materials. Set up tickler files by the day, month, and/or year. Special Filing Categories Product samples, photos and catalogs are examples of items that don't readily fit into file folders. Organizing fixtures for filing or storing such items include: Boxes that hold both samples and hanging file folders Cardboard, metal or plastic holders (great for magazines and catalogs) that sit nicely on your bookshelf Tubes that accommodate large, rolled-up prints or maps Large envelopes that hold oversized papers in the bottom of a file drawer Permanent Files After the project is finished or the action complete, temporary files move into the permanent file category. Moving from temporary to permanent files requires analysis and purging. Decide if items contain quality information worth keeping and storing. Are they timely? Can they be obtained elsewhere? Are they accurate and reliable (and will they continue to be so)? How will you use them in the future? Once you decide to store a file, it is absolutely necessary to set up a retention schedule specifying how long the material will be kept before purging. Without a retention schedule, your office files will eventually flow into any space available, including public storage units. Maintain the retention schedule separately from the files themselves. The dates for consideration/purging should show up on your calendar (or a shared calendar) and should be the same every year so that consideration/purging becomes a habit for those involved. Be Prepared! Make it as easy as possible to add new files to your system. Keep a stock of labels, folders (manila and hanging), tabs and other filing materials close at hand. Be ready to quickly create a home for any lost piece of paper. Regain control. Manage the paper. A good filing system is the key to success! careers, Jobs Indonesia, Indonesia Vacancy

Ten Conflict Strategies

1. Abandoning. Abandoning a conflict means, literally or figuratively, walking away from it. Some conflicts amount to pointless jousting with few or no consequences, good or bad. They are simply not worth your time and energy. Moreover, when you are terribly outnumbered, feel physically threatened, or find yourself in the middle of someone else's conflict (and for personal, professional or ethical reasons don't wish to participate), then abandoning is probably the best choice.

2. Avoiding. Avoidance is one of the most common strategies for coping with conflict. Avoiding a conflict doesn't mean you're a coward—unless, of course, you do it all the time. Avoiding is a legitimate strategy when you need time to cool off, when you stand to gain nothing from confronting a situation, when power is drastically unequal, when you want to put distance between yourself and the other person, or when you need time to prepare. Avoidance buys time. Use the time wisely once you have it. For example, if you postpone a meeting, immediately get to work, prepare yourself and reschedule.

3. Dominating. Dominating is an effective strategy when a quick decision is needed or when the issue is relatively unimportant—it gets things done. Dominating is usually power-oriented and delivered assertively. The ability to take control can actually be quite helpful when the other person lacks knowledge or expertise, and your opponent may be relieved that you have offered a solution. Don't try to dominate too often, however. Dominating is only effective as long as you have "right and might" on your side.

4. Obliging. This strategy deliberately elevates the other person, making him or her feel better about the situation. By obliging, you play down the differences between yourself and your opponent. It's a way of seeking common ground. Obliging requires that you give away power, which, if you have plenty to spare, can build trust and confidence. If you are secure in your position, obliging becomes almost a form of delegation.

5. Getting help. This strategy involves bringing in a third party to act as a conflict mediator. Sometimes a conflict can't be resolved by opponents acting alone. If big skill differences put either of you at a distinct disadvantage, if emotions are highly charged, if there's a language barrier, or if your opponent is blatantly uncooperative, you probably need to get help. Mediation is always needed if your opponent threatens in any way to retaliate against you. Depending on the seriousness of the conflict and the potential impact of the resolution, the person doing the intervention can be anyone from a skillful communicator to a professional mediator, just as long as he or she is unbiased and respectful of both (or all) parties involved.

6. Humor. Using humor to defuse a conflict can be particularly effective if you and your opponent are peers, or if the conflict is not terribly serious. Being humorous may involve looking at the situation in a comical way, poking fun at yourself for a style of reacting that frequently gets you into trouble, or generally making light of the situation.

7. Postponing. Postponing is putting off until tomorrow what neither you nor the other person is prepared to deal with today. It differs from avoiding in that postponing is a low-level, handshake type of preliminary agreement. The ability to jointly agree to put off dealing with a conflict until you have cooled off, are more rested, or have your facts straight requires control and skill. However, postponing is a strategy, not an escape hatch, so before going your separate ways, establish the time and place of your next contact.

8. Compromise. This is a middle-of-the-road strategy that gets everyone talking about the issues and moves you closer to each other and to a resolution. In compromise, each person has something to give and something to take. Compromise is most effective when issues are complex, and power is balanced. Compromise can be chosen when other methods have failed and when both you and your opponent are looking for middle ground, willing to exchange concessions. It almost always means giving up something in order to attain part of what you want.

9. Integrating. Integrating focuses on gathering and organizing information; at the same time, it encourages creative thinking and welcomes diverse perspectives. Suppose, for example, that the conflict concerns a major financial outlay. You don't like the direction things are going, but lack all the facts and figures. The other person doesn't have complete information either, but sees no reason to change course. Instead of continuing to argue, you agree to integrate—to pool all of the information you can get your hands on, put your differences on the table and examine them along with any data that might contribute to a resolution. Integrating turns you and your opponent into allies on a mission to master the complexities of the issue and thereby develop alternative solutions. Integrating is often a prelude to collaboration and problem-solving.

10. Collaboration/Problem-solving. Collaborating means working together to resolve the conflict and necessitates information gathering as well as some form of problem-solving. In order to collaborate, you and your opponent must be able and willing to contribute time, energy and resources to finding and implementing a solution. You must also trust each other to a degree. Trust grows as you cooperate in finding a solution to the problem.

A good place to see expert conflict management in action is the courtroom. For many if not most attorneys, conflict is a way of life. The good ones rarely select a strategy without figuring out in advance a full range of possible responses from the opposing side. Even displays of emotion are calculated to produce specific results. I'm not suggesting you start acting like an attorney (talk about creating conflict!) but, rather, that you view conflict as an opportunity, giving it the respect and conscious attention it deserves. Win-win resolutions are often possible, and getting to them can be stimulating and productive. Good conflict management can clear the air, improve relationships, and produce creative solutions to tough problems.

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Top 7 Entrepreneurial Traits Needed For Success

Source : A Touch of Business.com


Entrepreneurial Traits: Entrepreneurial Traits - symboloized by a man at his deskSo you think you might be the next Bill Gates but those around you are telling you that you just don't have what it takes?

Well, people have studied entrepreneurs for years, trying to determine what makes them successful at starting a business.

Why are some people more persistent than others? Why are they willing to take risks?

What keeps them from feeling overwhelmed? How can they spot an opportunity that others fail to see? In general, what makes someone a successful entrepreneur?


What Is an Entrepreneur Anyway?

Are you an entrepreneur? How do you know? Well, first you need to understand what an entrepreneur is.

According to most modern dictionaries, an entrepreneur is someone that starts a new business when they see an opportunity at hand – an opportunity with success written all over it.

However, finding such opportunities is not easy and when found, even more difficult to turn into something of worth.

The Small Business Administration (SBA) keeps the stats on business failures and claims that more than half of new businesses will disappear in the first five years.

That is why it is important to determine before you begin if you have what it takes to make it as a business owner.


Top 7 Entrepreneurial Traits Needed For Success

Here are the seven characteristics that researchers find over and over again. If you have these traits, your odds of success are far greater than those that do not.

• Self -Confidence – This means that you trust your abilities. You are willing to face the adversities that are going to happen. You believe you have what it takes to act upon and solve these problems.

• Risk - Taker – This means you trust your hunches, even without a lot of evidence. Keep in mind, however, that success isn't about luck. Once you have the idea, effort and hard work must take place.

• Financial Savvy – You must understand the value of money and have an understanding for how much things cost. Most entrepreneurs learned this skill at a young age by earning their own money through endeavors such as babysitting or mowing lawns. Entrepreneur typing on a computer4. Observant – You know what the next trend is going to be by observing what is going on around you. You will always be looking for new ideas and new ways to make money.

• 5. Competitive – You want to win and you are not afraid of others out there that feel the same way. You know how to stay ahead of others.

• 6. Strong Work Ethic –You are honorable and have a strong work ethic. By making your deals honest, you have an excellent reputation.

• 7. Knows When To Relax – Although you understand the value of hard work, you also know when it is time to step back and enjoy leisurely activities. You realize that burning yourself out is not the way to succeed.

Having these characteristics is not a guarantee that an entrepreneur will be successful. But with these characteristics, an entrepreneur has just the right ingredients for success.

Luckily, the items on the list are learnable. If you want to be an entrepreneur, be honest with yourself and then get to work.

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Interview Practice Makes Perfect

By : Caroline Martin

As with every skill you've ever learned, you have to learn the technique and then practice, practice, practice. A mock interview will not only help you perfect your technique, but it will also allow you to get valuable feedback and coaching on your performance.

Sue is an accomplished tennis player who has worked on her stroke and technique for many years. She has taken lessons from pros, and listened to their advice when they gave her their critiques.

She is now graduating from college and has signed up for some on-campus interviews with recruiters. She feels confident that she knows her subject and is a pretty good talker but decides advice from a professional would be a good idea.

Working with a professional and getting feedback on your performance in a mock interview is similar to working with a sports coach to learn how to improve your game. Both will enable you to learn where your strengths lie and where you may need work to improve your performance. Time spent practicing will assist you greatly in either situation. An added bonus to preparing and practicing is the self-confidence you will gain. In today's competitive world, you must be prepared and in top shape.

Before Sue interviews with potential employers, she signs up for a mock interview at the campus career center. She is given an interview tip sheet to read before the scheduled mock interview. The tip sheet includes the following:

What Is a Mock Interview?

* A 30-minute videotaped session of you in an interview with a professional.
* A review of the tape with constructive feedback on your performance.

Preparation

* Prepare for the session by researching your company/industry of interest.
* Investigate and identify the most common industry traits sought (analytical skills, communication skills,
business knowledge and problem solving).
* Script answers to demonstrate your experience with these factors as well as answers to behavioral interview
questions, such as "Tell me about a time when..." and "Can you give me an example of a time..."

The Session

* Dress in appropriate attire -- as though this is an actual company interview.
* Greet the interviewer with an enthusiastic handshake and smile.
* Listen to the question asked. Make sure you know what the interviewer wants to know. Ask for clarification
if the question is not clear.
* Keep your answers concise and to the point -- two to three minutes long.
* Make sure you are selling the product: You.
* Have questions prepared to ask the interviewer.

The Feedback

* Observe your feelings while viewing the tape and listening to your answers. Are you coming across the way
you intended?
* Listen to feedback with an open mind, not defensively.
* Learn from your performance. How are you being perceived through the eyes of someone who does not
know you?

As Sue reads through the tip sheet, she realizes that she has some work to do to prepare for her mock interview. From her tennis experience, she knows the value of learning the proper techniques from a coach and then practicing them. She has decided to devote the same energy to the interview process as she has to her tennis game. The interview match is one game she wants to win.

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