Three Clever Ploys for Dealing with Dumb Job Interview Questions From the CEO

Three Clever Ploys for Dealing with Dumb Job Interview Questions From the CEOThree Clever Ploys for Dealing with Dumb Job Interview Questions From the CEODont get tripped up by daft interview questions, by moving the conversation towards your ability to do the job.An article that promises We got 10 CEOs to tell us their one killer interview question for new hires ought to be full of impressive questions that directly connect the behavior and past performance of the candidate to the job, right?Unfortunately, no.As it happens, the ten CEOs that Quartz assembled have the usual mess of dumb questions, self-important nonsense, and bizarre voodoo rituals.And while theres a good explanation for how even the top dog at a company can end up asking the worst interview questions, the important outcome for you is to make sure that dumb questions dont keep you from landing a great gig.These bad questions shouldnt cause you concern, and in fact, theyre an opportunity for you to shine by gently mov ing your answers to the core of what really matters - your likely success in the job.Interviews are strange, of course. Its tough for you to get a feel for whether youre supposed to be buddies with the person across the table, or be trying to impress them, or puffing yourself up. Thats why its so common to have a bit of sympathy for anybody whos going on a job interview - almost everybody says good luckBut we should also have a dash of compassion for the person doing the interviewing. As behauptung CEO questions confirm, most interviewers in the United States are horribly trained - if trained at all - and are often just thrown into interviewing without preparation, education, or practice.Thats how you wind up on the receiving end of questions like these - and lets face it - these are terrible questions Talk to me about when you were seven or eight. Who did you want to be? A key test comes early in the meal I give them the wine list. I told him to sing for us Would you rather b e respected or feared?The reason theyre terrible is they have elendhing to do with job performance.And I dont just mean directly. There are plenty of questions that are not directly about how you did your job that are nonetheless effective in assessing future job performance (Ken Moelis Monopoly question being a good example of assessing analytic skills via non-job-related subject matter.)What I mean is that these questions are not predictive of future job performance. There is nothing about what you wanted at eight years old, how well you know your way around a wine list, or your propensity to sing in public that has any ability to determine whether or not youll be good at the role youre interviewing for.So lets get to the practical matter how should you handle dumb questions from the CEO, or anybody else, in an interview?Here are your three clever ploys for dealing with interview oddities. You can use some variation of these responses, always delivered in a pleasant, accommodating , welcoming way, to move the conversation to the substance of your ability to do the job.The But What About Me? MoveWhat are you trying to understand better about my hintergrund with this question? Perhaps I can help clarify something I havent made clear.The Let Me Highlight What I *Am* Good At GambitI think what youre trying to ask is whether Im good at ___________ fill in the blank with something youre good at. Let me share with you the time thatThe Jiu Jitsu, Turn-It-Right-Around-And-Send-It-Back ActionI know this job is important for your team / group / company. What would be the answer youre looking for from somebody in this role, and I can tell you if I match up with that?Each of these moves, alone or in combination, can help you keep your interview flowing in the right direction. So rather than frittering away valuable interview time on answering daft questions, or getting annoyed with an amateur interviewer, turn the conversation towards something that puts your abilities in a better light.For exampleWould you rather be respected or feared?Help me understand what are you trying to assess about my experience with that question. Whether Im effective at motivating people, right? Well, let me tell you about the time thatSing for us.I think what youre trying to ask is whether Im comfortable in front of audiences, and the answer is definitely not Thats why Im applying for this economics analyst job. Numbers sing to me, I dont sing for themWhat did you want to be when you were seven or eight?Great question, and I know this job is important for your team. What kind of answer are you looking for from the candidate youll hire for this role? And then I can tell you whether I match up with that.In every case, turn the conversation back to the job, your experience, and how your background indicates that youll be successful in this role.And with that, have a great week in the job searchIm rooting for you

Why your colleagues and work contacts are texting you more

Why your colleagues and work contacts are texting you moreWhy your colleagues and work contacts are texting you moreBusiness communication is the last frontier for texting to infiltrate, but new data shows that it is making inroads, especially as employers increasingly expect their employees to be connected in myriad ways.Phone-number generating app Burnersurveyed 1,000 working Americans throughAYTMto see how they felt about texting and work.Results of the survey showed geschftlicher umgang texting is normalizing, with 66% of workers finding it appropriate to text for geschftsleben and work-related reasons. 70% of workers said at least some of their business matters or conversations had jumped from email to text over the last 5 years, and overhalf of workers (55%) text with people they do business with at least once a weekBut mixing business with texting is a mixed bag.One one handTexting is useful in a pinchTexts are the critical option if you need to get ahold of a colleague ASAP.H alf of American workers are most likely to use texting when trying to reach a colleague urgently or after hours. While 46% of American workers willreply to texts after five minutes, only 11% will respond to emails after five minutes.On the other handTheyre invasiveOnce your business contacts are on your personal phone, you cant undo it. 30% of workers receive texts at inappropriate hours from business contacts or colleagues, and 11% have received an inappropriate message from a business contact.Workers sometimesfeel uncomfortable (58%) with the idea of giving their personal cell phone number to business contactsWomen sometimes feel uncomfortable (62%) with the idea of giving their cell phone number to business contactsDont forget these business texting rules to live by including never send bad news via text, dont change meeting times or venues via text, dont text after work hours unless its urgent, and always sign your texts so the recipient knows who it is coming from.

Production Artist Job Description and Salary Outlook

Production Artist Job Description and Salary OutlookProduction Artist Job Description and Salary OutlookA keen eye for detail along with a healthy mix of creative and technical know-how makes the production akrobat an indispensable - and in-demand - part of the creative team.While the earliest production artists performed paste-up duties for the advertising industry, the position has evolved to include prepress work for both print and digital projects. Todays production artist assists design teams primarily in producing print, packaging, advertising, point-of-purchase and digital graphics. The fruchtwein common duty for a production artist is preflight formatting, in addition to collecting, processing, checking and uploading files.A successful production artist must possess a mix of both creative and technical skills. They must be able to work quickly but also remain extremely detail-oriented.Heres a look at the production artist job description and average starting salary.Producti on artist salary benchmarksAccording to The Creative Groups 2019 Salary Guide, the midpoint starting salary for a production artist is $52,000. Use our Salary Calculator to find out what a production artist can make in your city.Check out our available production artist positions nowProduction artist duties and expectationsWhile an art director comes up with creative concepts and a graphic designer executes them, its the production artist who brings them to life. Thats why strong typographic and layout skills, strict attention to detail, and outstanding organizational, project management, file-organization and archiving skills are a must.The production artist job description often includes the ability toCollaborate closely with art directors, designers and developersPrepare final press-ready files based on supplied specifications for several types of printingMake various formats of supplied artwork production-ready and resolve any artwork issues that arise during productionProvide i mage retouching, clipping paths and additional image manipulationPackage and preflight files for release to printers or media partnersCreate PDFs for print and client reviewConduct press checksPrepare images for online and mobile applicationsCatalog and reference art for future projectsFollow a development timeline to ensure tasks are being completed on timeTroubleshoot problems as they arise with both the creative team and the printerLooking to hire a production artist? Learn how we can help you with your staffing needsProfessional experience and skillsA bachelors degree in design or other related positions is preferred for the production artist position. Significant course work in graphic design, print production, visual arts or a related field, along with an outstanding portfolio and experience that demonstrates clear knowledge of print production and design, may suffice in the absence of a degree.A production artist must have a solid knowledge of printing processes and should be adept with software applications such as FlightCheck, the Adobe Creative Suite and Microsoft Office.Experience with digital content such as websites, social media, online advertising and email campaigns may be required, along with basic knowledge of HTML5, Adobe After Effects and web-development software.A production artist should have strong analytical skills, excellent verbal and written communication skills, and the ability to handle multiple projects in a fast-paced environment. These creative professionals should also be process-oriented self-starters. And they must stay up to date with new production techniques and trends through research and education.This post has been updated to reflect more current information.

4 ways you can have a hard reset at work

4 ways you can have a hard reset at work4 ways you can have a hard reset at workWhether youre in a productivity rut or youve lost all passion for your job, having a hard reset can be beneficial at work. It gives you time to pause before diving headfirst into another huge project while doubting your reasons for being there in the first place.Keeping all this in mind, here are four ways to make this happen by shaking things up.Make inbox zero your missionResearch has found that 24% of Americans think getting to this point is an impossibility, but this is a major way to clear up your inbox clutter.Do things like responding immediately, coming up with a plan for emails you cant do this with, and being brutal when it comes to deleting messages.Ill also be the first to admit that personally, I have a lot inbox cleaning to do, but I can dream Im doing a lot worse than the average employee, whose inbox reportedly contains an average of 199 unread emails, according to separate research.Clean up your crowded deskIts really difficult to change your mindset when your desk is littered with pens, folders, books, and the like.So act like youre doing some spring cleaning and make some big changes to your workspace that will help you focus.Buy a plant, an oil diffuser for a pleasant scent, and give yourself permission to throw out whatever you dont need.Have a one-on-one meeting with your managerDuring this meeting, you can talk about long-term and short-term projects youre working on, and also use this as an opportunity to get feedback about your overall performance. You can also use this time with your boss to talk about any concerns that have been nagging you, and maybe even start some preliminary planning for your future at the company.Just be sure to prepare first so that you walk in all caught up like you would if it was a performance review.Re-assess your career goalsWrite them down in a notebook or type them out on a document - whatever works best for you.Taking the ti me to write down goals youve set over the years gives you the chance to actively edit them, and put your new notes in an important spot that you can refer back to. You learn something new every day at work, so your perspective on what you want for your career is bound to change over time.

Characteristics of Curriculum Vitae Lay out

Characteristics of studienordnung Vitae Lay out Exactly like any resume, acover letter has to be tailored to the particular role, company or sector youre applying for. A CV is accepted all around the world, and although, businesses and countries may have different variations the content stays the same. If youre applying to a position in another nation, learn what the resume expectations are for that nation. If youre applying for posts beyond the UK, dont forget that employers in different countries are most likely to have different expectations of what a CV should include and how it must be laid out. You also ought to take a look at ur post How to Write a CV to learn more. Create a distinctive CV for each and every job that you apply for. Your CV has to appear professional at first so as to encourage a recruiter to read on and let them find all the appropriate information quickly. An administrator CV should demonstrate your capacity to marshal info and express it clearly. The Debate Over Curriculum Vitae Lay out The whole group of resume templates is composed of a variety of creative resume designs. Its problematic for the crafting service to guarantee a job since there are plenty of parameters that might affect the previous selection. A template can spare you plenty of time. You will also see examples. How to Get Started with Curriculum Vitae Lay out? Theres no correct or incorrect way to lay out a CV though it does need to highlight your previous achievements and strengths applicable to the job which you are looking for. Before long (in a significantly briefer volume of time than Jack anticipated) the original SG1 came in a little village. You also ought to write about why youre applying for the specific post and that which you aspire to achieve if youre accepted for the job. Will help you save you Time anytime you are looking for a first-class employment, its often amazing to find a separate go back to for each and every career. Attempt to clearly explain what youre able to bring to the job. Locating an ideal job is surely a hard venture. You will afterward prove your work suitability at the right time of their interview. Its possible that forfirst job resumes, its not essential for the applicant to have a thorough cover letter. However, it cannot go amiss when it has to do with applying for work. Well, in that case, you dont need to be concerned because a professional resume writer can offer help. Though a reliable expert job application article writer in Denver colorado will ordinarily conduct the majority of the function, its necessary that you attempt to deliver the author with a little bit of important particulars. Curriculum Vitae Lay out Explained Applying for an internship means demonstrating that you understand the method by which the organisation works and possess the capability to play a role within it. If youre applying for at least 1 sort of work, you need to have a different CV tailored to ever y career area, highlighting different elements of your abilities and experience. Since an expert CV is critical to building a thriving career, it needs to be designed to the greatest standards aimed directly at the needs, objectives and demands of the employer. A CV for the use of assistant should demonstrate your comprehension of the organisation. For instance, it can show you just how to lay out your CV. It ought to be clear, concise and simple to read. Vital Pieces of Curriculum Vitae Lay out Whether youre writing your very first curriculum vitae or revising a recent CV, a template can be quite helpful. Our absolutely free CV template Word are entirely modifiable and customizable. For instance, a template can demonstrate how to lay out your CV. So itll be quite straightforward to choose from their many templates. These samples are collected from a selection of reliable career resources to provide you with a thought of what a strong CV should look like in various formats . Given below are a couple of sample CV Templates which you can take advantage of as references to create your curriculum vitae easily. A curriculum vitae, commonly called a CV, is an alternate to writing a resume to submit an application for work. Now students had to work with sub-sections rather than chapters, and observing an obvious format acceptable for publication.

How to Prepare Candidates With More Than Interviewing Tips

How to Prepare Candidates With More Than Interviewing TipsJim binnenseemed like a perfect fit for one of your top clients. He met all the job requirements. His experience was diverse and extensive. His knowledge of the industry was impressive, and it showed. Within a year, his previous employer promoted him from a supervisor role to director. You gave him interviewing tips and coached him through several video interviews. Then your client postponed the interview. A few days later, you found out they decided to pass on him. Where did Jim go wrong?More than likely, you were not clear about what your client actually wanted in their talent. For this reason, Jim wasnt able to shine like he should. In order to help your candidates stand out and excite your clients, you need to think beyond just sharing interviewing tips and giving them pointers on body language. That information is important, but its not enough.As a staffing professional, you need to play a more active role in helping cand idates present their best self to your clients. When you are proactive with candidates, youre ensuring no time is wasted grooming a bad fit. And time is of value in the hiring process.In fact, Glassdoors report found that the average time to hire a new employee has gone from alfruchtwein 13 days to nearly 23.This problem indicates two things job seekers arent effectively communicating their value, and employers are struggling to see fit in their candidates. Fortunately, you can address these issues empowering your most qualified candidates to put their best foot forward. This is the ultimate guide to make your candidates shine and ensure your clients see the value in themGet on the Same PageYou cant match candidates when you arent 100 percent sure what your client wants. Stay openly communicative with your clients so you have a full picture of their ideal candidate. Ask your clients to be as specific as possible so you have a clear set of expectations and criteria to measure against . Chances are you wont find an exact match to this ideal candidate persona, but this is a great exercise to force your client to hone in on the most important traits and aspects of applicants. Ask you clients for an ideal candidate persona to measure talent against.Click To TweetOnce youre given an ideal candidate persona, you should inquire about what the deal breakers are. In other words, what requirements are actually required and which ones are negotiable.CareerBuilders August 2015 survey found 42 percent of employers would still consider a candidate who meets most of their requirements. Hiring managers and HR professionals who write job descriptions are typically guessing what exactly is required for the open role. You need to know what skills and other aspects of the job description have some leeway. Keep constant communication, especially when priorities change for your client so you know how to best serve them. Over time, you will learn what each of your clients prioritize i n their search for talent. For example, if a client continually emphasizes the importance of creative problem solving, they clearly value that skill more than most. Therefore, you wouldnt waste their time with candidates who are more analytical and less creative.To ensure you and your clients are on the same page, you should look at using real-time messaging services. There are several solutions that are free, easy to use, and effective at keeping channels open. Slack is one of the most popular team messaging apps today. It allows you to create channels and direct messages and calls. You can integrate it with other tools, like Dropbox, to make file sharing easy. Start channels for specific roles for each client. This way your client can share updated docs with you in an instant. If theyve updated job postings, you should have the most recent version as reference. Workplace by Facebook is another great app for staying connected with clients. The Work Chat feature connects you instant ly through text, voice, and video messaging options. Given the similarities to the Facebook interface, you and your clients may find the learning curve slightly less intimidating. Create groups among your clients, and customize your nachrichten feed to receive their latest updates. Encourage your clients to create posts within your group, and have their internal team share their input on the same post. This will ensure you have the most up-to-date information in one place. Messaging platforms like SlackHQ and WorkplacebyFB keep you informed of talent needs.Click To TweetAdopt a Marketing MindsetOnce you have a clear idea about what your clients want, you must change your mindset about your role as a staffing professional. You are a marketer, connecting candidates who have unique talents with employers who need their talents. Think like a marketer for talent by applying the four Ps product, place, price, and promotion.ProductThe product youre selling your clients on is your candidat e and the value they have to offer. To promote your candidates skills, provide clients with a prioritized summary of their experiences and examples of their work. This list should be customized to your clients preferences, not just generalized qualifications.PlaceMarketing is about placing your product in front of your audience in the right place at the right time. To make sure youre showing your candidates at the right place, first discuss how your clients want to receive candidate information. Then, deliver. For example, when you find talent that you know aligns well with their ideal candidate persona, send their information to your clients applicant tracking system the moment theyre ready to start assessing. PriceLearn what your candidates expect for total compensation. This way, you can determine what roles wont fit them and what clients you want to match them with. You dont want to waste your candidates or your clients time by trying to match them even though they have differen t expectations of compensation. PromotionWhat makes each of your candidates stand out? Every job seeker has a unique set of skills, education, and personality that sets them apart.Help your candidates develop their own personal brand and create a strong online presence. This is similar to employment branding because often times, a candidates online presence is their first impression they make aside from their resume. When your candidates create an online presence, you can share it with your clients who have social recruiting strategies. They can reach out and engage with them on social media.Think like a marketer. Empower your candidates to show off their skills on socialmedia.Click To TweetPrepare Company ProfilesYou candidates need to understand the importance of a tailored resume. CareerBuilders August 2015 survey found 61 percent of employers want a customized resume to an open position.When your clients are assessing candidates, theyre looking for resumes that speak directly to them. Boilerplate, generic resumes are easy to spot and are quick to be tossed in the trash can. To help your candidates customize their resumes to your client and the prospective role, you need to empower your candidates with information about the company. Instead of just telling your candidates to look up employers they align with, prepare a detailed profile for each client you work with. Research your client and create a company profile for your talentpool to help tailor resumes.Click To TweetHighlight company values and culture information. Use your clients online presence to research what its like to work for them. Then compile the content you find into a unique company profile. When your client expresses interest in a candidate for a specific role, point out three important aspects of the role that the candidate needs to focus on. Lets say your client posts a client relations manager position. If you leave the candidate to his own devices, he may just send his boilerplate res ume. Hell likely assume hes qualified, so his real in is the interview. You dont want to have another Jim situation on your hands. Instead, you want to consult your candidate and show him how to promote his value in a way that your client wants to hear more about it. Show him that he should emphasize his experience in a leadership role he earned in a previous job. Then, he needs to prove his knowledge of the industry if he expects an interview.The third aspect you want him to focus on is his expertise in building and maintaining positive relationships with clients. He can share personal stories of this in his titelbild letter and on his blog. Be a StorytellerA 2015 LinkedIn report found that 49 percent of candidates say their top obstacle is not knowing what its like to work at a company. This is where you come in. People gravitate toward good stories. We pick up on recognizable patterns, relate to the experiences shared, and find meaning in the narrative.Give your candidates a deep er connection with your clients. Request your client share a real example of how a previous employee succeeded in the open role. Then, with their permission, share that story with candidates you think align with both the role and the company culture. Highlight the main takeaways of the success story so your candidate sees why they too can be successful in the role. This helps them visualize what the work is like and gives them a better understanding of how your client defines success. LinkedIn found jobseekers struggle with not knowing what its like to work at a company.Click To TweetIt also gives your candidate aspects to focus on when they apply and interview. These stories can influence the interviewing tips you offer. If your client defines success as an employee who goes above and beyond, then encourage candidates to share their own stories where they put in the extra work and accomplished an important goal.Coach your candidates on how to tell their stories effectively through video interviews. Practice common questions, help them identify their main talking points, and highlight how body language impacts their messaging. These video interviews are a great tool for introducing your candidates in a more personal way, allowing them to tell stories that demonstrate their value to your clients.Build ConfidenceConfidence is your candidates best tool during their job search. You want to help them develop and maintain a good amount of confidence.Heres a look at the steps you need to guide your candidates to a more confident interaction with potential employers1. Research the company profile and then dig deeper.The more they know about the organization, the easier it is for them to visualize not just earning the job and joining your clients team, but also succeeding in the position. Encourage them to review the potential employers company profile, but dont stop there. Dig deeper for clues of how well they fit and how far they can climb. 2. Practice visualization exercises.Train candidates to see themselves doing well, following your interviewing tips, earning a job offer, and succeeding at the job. They should be using all of their senses when they conjure mental imagery so they feel like their successes are actually happening.3. Adjust perspective.Its so easy for stressed out candidates to worry and feel like theyre not enough during a job search, especially when its for a long period of time. Remind them about the importance of focusing on the specific ways they contribute value. This way, they wont desperately force themselves to bend to fit a role.4. Focus on the three key qualifiers.Your candidate should be reviewing the skills, experience, and values they have that your client wants. Helping them focus on these three aspects gets their mind off of worrying about trying to be someone theyre not. As a staffing professional, you know they fit the role and the culture of your clients company. 5. Get writing.Encourage candidates to write a few anecdotes that demonstrate the value they bring. Examples can include stories of them leading a team project, collaborating and coordinating a volunteer event, or participating in a creative brainstorming session. Use these anecdotes in cover letters. You want them to share relevant stories in their cover letter so your clients are interested in interviewing them.6. Practice interview questions.This is where you can share your best interviewing tips. Teach them about the importance of good body language and how they should address certain questions. Use video interview technology to record their practice sessions and give them pointers on showing their confidence.The more time and energy you invest in empowering your candidates, the less time you will spend helping people like Jim find new opportunities. You know the value of your candidates. Help each of them prove their value, earn interviews, and land their dream jobs with your clients.How are you connecting candidates with your clients in an efficient way?