Job Interview Tips
Job interviews in many organizations are getting sophisticated these days. Psychological tests, role plays, and challenges to one's "quick intelligence" and street smarts are often part of the package. While it's impossible to anticipate everything you may encounter, here are ten tips that will help you negotiate the interview process successfully.
1. Prepare and over-prepareIt is assumed that you don't go in with egg on your tie, spinach in your teeth, or without a thorough knowledge of the organization and position for which you are interviewing. Beyond that, there's an important principle that will enable you to be much more confident. It's called, "over-preparing." It goes like this: Plan your strategy--your answers to all the possible questions you may be asked or the challenges that may be thrown at you--and then practice, practice, practice. Role play and repeat your best responses until they are entirely natural, until they simply roll off your tongue with the apparent spontaneity that comes only with successive repetition.
2. Be particularly clear on what you know and what you want to achieveIf your interview is resume-based (you've had to supply a resume either before or concurrently), have the facts of your stated objective, relevant experience, education, etc. thoroughly memorized and mentally supported. As to your job objective, be clear on what you want, as well as what you don't want. There's little room in the job market for the applicant who's willing to take anything; he or she will usually get nothing!
3. Make sure your responses match your claimsIf, for example, you've taken extra coursework to qualify for a particular position, license, or certification, tie it into your narrative, e.g., "When I took my coursework for my CPA, I learned that ..." Build on your resume, but don't refer directly to it (assuming the interviewer has it in his or her possession); make sure the connections are there, but do it subtly.
4. Be clear about your strengthsYou're almost certain to be hit with questions pertaining to your strengths and weaknesses. Know your strengths and emphasize those that relate specifically to the position for which you're being considered. If, for example, you're applying for a sales position, you might describe one of your strengths (if it's true) as follows: "I've made a study of personality types and I've learned to quickly type people in terms of the kinds of approaches that might best attract them." Be prepared, in this case, to back up your claim if the interviewer suddenly asks: "What type would you say I am?"
5. Describe your weaknesses as strengthsThis is tricky, so let's think about why the question is asked. The interviewer probably wants to learn several things about you with this question, such as: whether or not you are arrogant ("I really don't think I have any weaknesses"), whether you know yourself ("Well, I've never really thought about that"), and finally, what you are doing to eliminate your weaknesses. Here are two ways to answer this question so that you leave a positive impression in the mind of the interviewer: (a) Show that, in overcoming a weakness, you've learned. If, for example, there's a period in your chronology that just doesn't fit (say that you took a job selling cars between jobs as an accountant ... it happens!), you might tell the interviewer: "One weakness, which it took me some time to overcome, wasthat I really wasn't sure that I wanted to be an accountant. For example, in 1988-90, I worked as a car salesman. I did so because I couldn't decide if I wanted to make accounting my career. That experience taught me that I really didn't want to sell products, and that I was much more challenged by the opportunity to solve client problems. (b) Pick a weakness that is really a strength. If, for example, you're interviewing for a job in an organization you know is hard-charging and unforgiving of average performance, you might say, "One of my weaknesses is that I tend to be impatient with people who aren't willing to pull their full weight and give 110%." In this case, your "weakness" may help you get the job.
6. If you've been fired, be forthright about itSo many people have been laid off through no fault of their own in the past ten years that it's no longer a stigma to have been fired--unless it was for justifiable cause (e.g.,- you socked your boss). Answer directly, but without a "charge" in your voice. Expressing your bitterness over being let go tells the interviewer (rightly or wrongly) that you can't accept the realities of modern free enterprise -- that downsizing is acceptable and often necessary.
7. Be clear where you want to goA standard question which has all manner of variations is: "Where do you want to be five years from today?" Only today, the answers are different. Unless you plan to inherit Dad's company, your answer is apt to be a lot more general than it might have been a decade ago. Why? Because the economy and nearly every industry are changing so fast that specificity with respect to the distant future is extremely difficult. So, instead of responding to the question with, "I plan to be in a position of senior leadership in this company," you might want to say: "I plan to become qualified in every phase of this industry." The exact response depends upon the specifics of your job hunting campaign, but the principle is: be specific while allowing yourself the flexibility which suggests that you understand the complexities of the business you're applying for.
8. Have clear personal standardsThis is a sleeper because, on the face of it, the question doesn't seem to have much to do with the immediate interview. Today, however, many organizations are looking for people who DO have standards regarding their personal and professional lives, who can articulate them clearly and concisely, and who live by them. In this case, the briefer, the better. "I delegate my weaknesses." "I don't take on projects unless I can give them 100% dedication." "I respond in specifics and avoid meaningless generalities." "I am committed to life-long learning and growth."
9. Interview the interviewerThe applicant who will take anything offered is unlikely to win any but the most temporary of positions. A competent interviewer (there are some) will respect your efforts to assess the organization and the position in terms of whether or not it meets YOUR requirements. And you owe it to yourself to have defined before hand, what you ideally want and what you are willing to settle for, under certain conditions. For example, you might really want a salary of $75,000 to begin with, but you'd be willing to take less if the
opportunities for growth are clearly in the picture. 10. Don't allow yourself to be badgered by the salary issue
Even today, it's still not uncommon to hear the old refrain: "Our policy is not to pay a new employee more than X% higher than he/she is currently making." Sorry, that doesn't fly. The real issue, and the only one at stake here, is whether or not your prospective employer is willing to pay WHAT YOU ARE WORTH. And, your worth is a function of the job itself and your capability and willingness to perform it. In most organizations, there are clear parameters for a given job, a range of salary that is adjustable depending upon the market and the applicant's experience. In most cases, unless you are very good, you will have to work within those limits. But, within the limits, what you are worth is a matter of mutual agreement based on your own knowledge of your worth and your ability to convince those interviewing you. So, to sum it up: Know the range of compensation for the job you're seeking, make your own realistic determination of what you're worth, and then be prepared to stand your ground.
Shale Paul, Executive Coach, can be reached at [email protected] or visited on the web. Shale Paul wants you to know: I work with individuals who are committed to getting ahead, changing direction, or simply growing! The original source is: Written by Shale Paul, Executive Coach. Copyright 1996, Coach University. May be reproduced or transmitted if done so in its entirety including this copyright line.
by Shale Paul
Top 20 Interview Questions
1. What were your responsibilities? - Best Answers
2. What did you like or dislike about your previous job? - Best Answers
3. What were your starting and final levels of compensation? - Best Answers
4. What major challenges and problems did you face? How did you handle them? -Best Answers
5. What is your greatest strength? - Best Answers
6. What is your greatest weakness? - Best Answers
7. How do you handle stress and pressure? - Best Answers
8. Describe a difficult work situation / project and how you overcame it. - Best Answers
9. What was the biggest accomplishment / failure in this position? - Best Answers
10. How do you evaluate success? - Best Answers
11. Why are you leaving or have left your job? - Best Answers
12. Why do you want this job? - Best Answers
13. Why should we hire you? - Best Answers
14. What are your goals for the future? - Best Answers
15. What are your salary requirements? - Best Answers
16. Tell me about yourself. - Best Answers
17. Who was your best boss and who was the worst? - Best Answers
18. What are you passionate about? - Best Answers
19. Questions about your supervisors and co-workers. - Best Answers20. Questions about your career goals. - Best Answers
How To Ace The 50 Most Common Interview Questions
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I recently laid out the year’s most oddball interview questions. The Glassdoorlist
included queries from companies like Google GOOG -0.02% , Bain & Co., and
Amazon, which are notorious for their perplexing and unusual job interview questions.In 2012, the search giant asked a candidate, “How many cows are in Canada?” while Bain challenged an interviewee to estimate the number of windows in New York. Amazon asked a candidate, “If Jeff Bezos walked into your office and offered you a million dollars to launch your best entrepreneurial idea, what would it be?”The moral of the story was that job seekers need to anticipate less conventional interview questions, and that they should think of oddball queries as an opportunity to demonstrate their thought process, to communicate their values and character, and to show the prospective employer how they perform under pressure.The Forbes E-book: Find And Keep Your Dream Job The Definitive Careers Guide From Forbes encompasses every aspect of the job hunt from interview to promotion. Written by some of Forbes’ best careers and leadership writers, it is available now for download.But as it turns out, most companies will ask more common interview questions like “What are your strengths?” and “What are your weaknesses?”—and it’s important that you prepare well for those, too.
Worried You're In A Dead-End Job? Here's How You Can Find Your Dream Career
Jennifer Eum Forbes Staff
18 Ways Job Seekers Have Impressed Prospective
Employers Jacquelyn Smith Forbes Staff Glassdoor sifted through tens of thousands of interview reviews to find the 50 most common questions.
The 50 Most Common Interview Questions:
1. What are your strengths?2. What are your weaknesses?3. Why are you interested in working for [insert company name here]?4. Where do you see yourself in 5 years? 10 years?5. Why do you want to leave your current company?6. Why was there a gap in your employment between [insert
date] and [insert date]?7. What can you offer us that someone else can not?8. What are three things your former manager would like you to improve
on?9. Are you willing to relocate?10.Are you willing to travel?11.Tell me about an accomplishment you are most proud of.12.Tell me about a time you made a mistake.13.What is your dream job?14.How did you hear about this position?15.What would you look to accomplish in the first 30 days/60 days/90
days on the job?16.Discuss your resume.17.Discuss your educational background.18.Describe yourself.19.Tell me how you handled a difficult situation.20.Why should we hire you?21.Why are you looking for a new job?22.Would you work holidays/weekends?23.How would you deal with an angry or irate customer?24.What are your salary requirements?25.Give a time when you went above and beyond the requirements for a
project.26.Who are our competitors?27.What was your biggest failure?28.What motivates you?
29.What’s your availability?30.Who’s your mentor?31.Tell me about a time when you disagreed with your boss.32.How do you handle pressure?33.What is the name of our CEO?34.What are your career goals?35.What gets you up in the morning?36.What would your direct reports say about you?37.What were your bosses’ strengths/weaknesses?38.If I called your boss right now and asked him what is an area that you
could improve on, what would he say?39.Are you a leader or a follower?40.What was the last book you’ve read for fun?41.What are your co-worker pet peeves?42.What are your hobbies?43.What is your favorite website?44.What makes you uncomfortable?45.What are some of your leadership experiences?46.How would you fire someone?47.What do you like the most and least about working in this industry?48.Would you work 40+ hours a week?49.What questions haven’t I asked you?50.What questions do you have for me?
How to Answer the 31 Most Common Interview Questions
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By The Daily Muse Editor, February 11, 2014
Wouldn't it be great if you knew exactly what a hiring manager would be asking you in your next interview?
While we unfortunately can't read minds, we'll give you the next best thing: a list of the 31 most commonly asked
interview questions (and, of course, some expert advice on how to answer them).
While we don't recommend having a canned response for every question (in fact, please don't), we do recommend
spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in
your responses, and what it takes to show that you're the right man or woman for the job.
Consider this your interview study guide.
1. Can you tell me a little about yourself?
This question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your
complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows
exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you
most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for
this specific role.
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2. How did you hear about the position?
Another seemingly innocuous question, this is actually a perfect opportunity to stand out and show your passion for
and connection to the company. For example, if you found out about the gig through a friend or professional contact,
name drop that person, then share why you were so excited about it. If you discovered the company through an event
or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your
eye about the role.
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3. What do you know about the company?
Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't
necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start
with one line that shows you understand the company's goals, using a couple key words and phrases from the
website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe
in this approach because…” and share a personal example or two.
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4. Why do you want this job?
Again, companies want to hire people who are passionate about the job, so you should have a great answer about
why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key
factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human
interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the
company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want
to be a part of it”).
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5. Why should we hire you?
This question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better
setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers
three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and
culture; and that you'd be a better hire than any of the other candidates.
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Want even more interviewing advice? Take our Ace the Interview class at Muse University!
6. What are your greatest professional strengths?
When answering this question, interview coach Pamela Skillings recommends being accurate (share your true
strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted
to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or
“relationship building”). Then, follow up with an example of how you've demonstrated these traits in a professional
setting.
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7. What do you consider to be your weaknesses?
What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge
your self-awareness and honesty. So, “I can't meet a deadline to save my life” is not an option—but neither is
“Nothing! I'm perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to
improve. For example, maybe you’ve never been strong at public speaking, but you've recently volunteered to run
meetings to help you be more comfortable when addressing a crowd.
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8. What is your greatest professional achievement?
Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don't be shy when
answering this question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that
you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior
analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you
actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process,
which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”
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9. Tell me about a challenge or conflict you've faced at work, and how you dealt with it.
In asking this question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem
nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in
your face?” says Skillings. Again, you'll want to use the S-T-A-R method, being sure to focus on how you handled the
situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution
or compromise.
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10. Where do you see yourself in five years?
If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to
know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first
time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think
realistically about where this position could take you and answer along those lines. And if the position isn’t
necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but
that you see this experience playing an important role in helping you make that decision.
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11. What's your dream job?
Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career
goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and
why this job will get you closer to them.
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12. What other companies are you interviewing with?
Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out
whether you're serious about the industry. “Often the best approach is to mention that you are exploring a number of
other similar options in the company's industry,” says job search expert Alison Doyle. “It can be helpful to mention
that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and
skills that you possess. For example, you might say 'I am applying for several positions with IT consulting firms where
I can analyze client needs and translate them to development teams in order to find solutions to technology
problems.'”
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13. Why are you leaving your current job?
This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive—you have nothing to gain
by being negative about your past employers. Instead, frame things in a way that shows that you're eager to take on
new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For
example, “I’d really love to be part of product development from beginning to end, and I know I’d have that
opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.
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14. Why were you fired?
OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn't exactly
pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal-
breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the
learning experience as an advantage for this next job, even better.
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15. What are you looking for in a new position?
Hint: Ideally the same things that this position has to offer. Be specific.
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16. What type of work environment do you prefer?
Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.
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17. What's your management style?
The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think
something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach
my employee relationships as a coach...”) Then, share a couple of your best managerial moments, like when you
grew your team from five to 15 or coached an underperforming employee to become the company's top salesperson.
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18. What's a time you exercised leadership?
Depending on what's more important for the the role, you'll want to choose an example that showcases your project
management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your
ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be
believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your
overall leadership experience and potential.”
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19. What's a time you disagreed with a decision that was made at work?
Everyone disagrees with the boss from time to time, but in asking this question, hiring managers want to know that
you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed
but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you
realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a
positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and
productive working relationship.”
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20. How would your boss and co-workers describe you?
First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-
workers!). Then, try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as
your strong work ethic or your willingness to pitch in on other projects when needed.
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21. Why was there a gap in your employment?
If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully,
that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer
the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the
time, but today I’m ready to contribute to this organization in the following ways.”
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22. Can you explain why you changed career paths?
Don't be thrown off by this question—just take a deep breath and explain to the hiring manager why you've made the
career deicions you have. More importantly, give a few examples of how your past experience is transferrable to the
new role. This doesn't have to be a direct connection; in fact, it's often more impressive when a candidate can make
seemingly irrelevant experience seem very relevant to the role.
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23. How do you deal with pressure or stressful situations?
"Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and
let nothing stop you from accomplishing your goals," says McKee. A great approach is to talk through your go-to
stress-reduction tactics (making the world's greatest to-do list, stopping to take 10 deep breaths), and then share an
example of a stressful situation you navigated with ease.
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24. What would your first 30, 60, or 90 days look like in this role?
Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the
company would you need to familiarize yourself with? What other employees would you want to sit down with? Next,
choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great
starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”)
Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer
prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.
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25. What are your salary requirements?
The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale
and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that
applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you're
flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to
negotiate.
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26. What do you like to do outside of work?
Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the
opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other
words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes
you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday
night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)”
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27. If you were an animal, which one would you want to be?
Seemingly random personality-test type questions like these come up in interviews generally because hiring
managers want to see how you can think on your feet. There's no wrong answer here, but you'll immediately gain
bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip:
Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I
think I would have to say… ”
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28. How many tennis balls can you fit into a limousine?
1,000? 10,000? 100,000? Seriously?
Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember
that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s
being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep
breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)
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29. Are you planning on having children?
Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality
(“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always
with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions
about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question,
think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell
me more about that?”
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30. What do you think we could do better or differently?
This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to
know that you not only have some background on the company, but that you're able to think critically about it and
come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could
the company increase conversions? How could customer service be improved? You don’t need to have the
company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests
and expertise would lend themselves to the job.
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31. Do you have any questions for us?
You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity
to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The
department? The team?
You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like
questions targeted to the interviewer (“What's your favorite part about working here?") or the company's growth
(“What can you tell me about your new products or plans for growth?")
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3 Startup Job Search Strategies That No One Tells You About
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By Matt Sack, June 20, 2014
When I made the decision to ditch my corporate life and start searching for a job in the startup world, I eagerly
scoured the web for advice columns and articles to guide my endeavor.
The advice I saw most often you’ve probably heard before: Network, check websites each day to see who’s raising
money and reach out to those companies, work for free to demonstrate your value, familiarize yourself with key
players in your target industry, go to tech meetups. These action items make for good advice—points any job-seeker
cannot ignore—but they miss some important things that must be considered, especially in the startup world.
Keep these three tips in mind as you start your startup search, and you’ll be sure to find your perfect gig.
1. Stop Thinking That You’re Searching for a Job
People far too often view their job search as a means to a specific end—an annoying pit stop in the race for end-of-
the-rainbow success. Abandoning this mentality is critical because early-stage startups are rarely looking to hire—for
specific roles, that is. Instead of planning a hiring strategy, startups are more likely to hire as needs come up, or even
opportunistically hire when they meet someone awesome who can offer something to grow their business.
So, while every move you make should position you for success, it won’t always be clear where that success will be
or how you will end up there. Just because somebody you meet doesn’t have a job for you, doesn’t mean he or she
doesn’t have valuable advice. Or a potentially meaningful connection. Or maybe just some refreshing qualities that
will motivate you.
For example, five months ago, I messaged a college friend and startup founder with whom I hadn’t spoken for a
while. She didn’t have a job for me, but she eventually connected me with one of her good friends, who much later
referred me to the CEO of Virtru—the company I recently joined.
If you just dive in looking for the job, you’ll probably get turned away at the door with a “sorry, we’re not hiring.” In fact,
you might want to drop the phrase “job search” altogether. “Relationship building” and “opportunity chasing” describe
the process more accurately.
2. Find Any Opportunity You Can Pursue; Pursue Any Opportunity You Can Find
Starbucks’ CEO Howard Schultz famously claims that there was no “silver bullet” for his company’s return to glory,
but rather six transformational elements that helped it achieve its goals. Instead of wagering Starbucks’ success on
one (or even two) cure-all initiatives, he embraced multiple opportunities to manage the uncertainty that lay ahead.
Execute your startup search similarly. Reject silver bullet tactics that you think might magically land you your dream
gig. You don’t have an accurate understanding of the opportunities that already exist for you (or that will soon), so
don’t make assumptions. You should undoubtedly prioritize certain options over others, but keep a courageously
open mind. Should I email this company? Reach out to this contact for an informational interview? Go to this
networking event? If you have to ask, the answer is always yes.
Early on in my search, I longed for a role with a booming startup that was founded by a longtime buddy. While I knew
his team had qualms about hiring friends, I saw the peripheral values in pursuing the opportunity to its fullest, even if
the chances of an offer were slim. So in a two-week span, I identified a major conference with huge relevance to this
company, volunteered on a Sunday morning with the conference planners to skirt the $1K admission fee, and used a
full day of PTO to collect eight hours worth of conference presentation notes to give to my friend to help him grow his
business.
Sounds like a lot of work for something unlikely to pay off in a job offer, and it certainly would have been much easier
to just say, “no, not worth it.” But even though my buddy remained unwavering in his (completely astute) no-friends
hiring policy, it was absolutely worth my time. He respected the initiative that I had displayed and took me under his
wing as a result. His mentorship remains one of the most valuable motivators in my life.
But if I hadn’t said yes to those initial questions that I asked myself, he wouldn’t have said yes to me. Find. Pursue.
Repeat.
3. Start Thinking Like an Entrepreneur Before You Get Hired
Most people covet startup jobs because they want to learn how to be entrepreneurs. More often than not, they want
to learn how to get sh*t done. But, as several founders advised me, the best way to learn how to get sh*t done, is to
get sh*t done. This doesn’t mean you need to launch your own company. It means you must constantly assess the
lessons around you and apply them as skills you will need down the road.
So, instead of resenting a company that rejects you, solicit feedback from the team, just as a founder would from a
potential investor who reacts poorly to a pitch. Instead of stressing over how to juggle your current job with interviews
and other tasks, embrace the importance of time management, and step up to the challenge with confidence.
The biggest letdown in my search came when a dream business development job with Codecademy—a company
that I deeply admire and one that I was referred to by my aforementioned mentor—fell through the cracks. Still, the
first thing I did upon hearing this news was craft a thank you note to the team, in which I requested feedback, asked
for referrals to any other promising opportunities, and expressed my gratitude for the company’s interest. As a result,
I learned how to improve my interview prep process, received a referral that ultimately led to a different job offer, and
developed new friendships that both sides have continued to enjoy.
A successful entrepreneur firmly believes in his or her product and constantly tries to improve it. Your product is you
(and pivoting is not an option). Continually invest in R&D.
People often place startups on a pedestal because of the rigorous process I just outlined. This rigor can be
discouraging, as funding rounds seem to increase at a much faster rate than the job openings one would expect to
come with them. But by embracing the inherent uncertainty of your startup search, there are two certainties you can
expect: You will one day find a job that made your relentless search worthwhile, and you will be a much more capable
person because of it.
Why You Should Leave a Job—and Then Come Back
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By Anna Williams of LearnVest, July 31, 2014
A growing number of Americans may have more in common with LeBron James than they might think.
No, not everyone can be a 6-foot-8-inch multimillionaire MVP. But when it comes to their career moves, more and
more employees are following in James’ footsteps in one key way: They’re returning to their former companies in
droves.
In other words, when James announced earlier this month that he had re-signed with the Cleveland Cavaliers (the
team he played with from 2003 to 2010 until leaving to join the Miami Heat), he became part of a growing group of
workers that experts are now calling “boomerang employees.”
Rebounding to your former employer used to be exceedingly rare. But today’s generation of employees bounce
around from job to job more often, meaning that leaving a company doesn’t seem like a major act of betrayal—and
thus employers are more willing to welcome former employees back with open arms.
In fact, The New York Times reports that experts are finding that the move can be a win-win for both worker and
employer: Companies save on recruiting costs and consider the hire to be less risky, given that they are already
familiar with the staff member. At the same time, returning workers hold the advantage of already havingmastered the
company culture and being accustomed to the pros and cons of the particular workplace.
So when does boomeranging back to your old gig make the most sense? One recent report on these employees,
“Gone Today but Here Tomorrow,” studied an accounting firm where 20% of hires were returning workers. They
concluded that those who had left to pursue a clear plan—whether it was grad school or to achieve a big career goal
—were the most likely to eventually return to their former employer, the Times reports. (In other words, if you left for
reasons like a toxic company culture or because you believed you were underpaid, it probably doesn’t make sense to
return.)
A similar study also found that the returnees who found the most success were those who didn’t stay away from the
company for too long, and had originally resigned on good terms (no surprise there).
The bottom line, career experts say, is to always leave respectfully—and never burn any bridges when switching
jobs. Because whether you’re an NBA MVP or not, there’s always a chance you could be courted back by your
former team.
The Secret Job Search Weapon You Should Be Using
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By Lily Zhang, July 29, 2014
Do you ever buy anything online without reading the reviews first? Probably not. Testimonials are a great way to get a
sense of what you’ll be getting before you actually get to use the product yourself.
And while product reviews are definitely not the same as testimonials about people, having a little third-party
endorsement is no less effective when you’re actively trying to market your skills during your job search.
So, if you have great feedback from old co-workers, bosses, or clients, don’t be afraid to use it! Of course, it takes
skill to insert testimonials in your job application materials without it being self congratulatory (i.e., you probably don’t
want to list them out on your resume the way you would list awards), so here are a few ways to get those kind words
your old manager said about your work to potential employers.
1. On LinkedIn
The most obvious choice to highlight your testimonials is LinkedIn, with its built-in recommendations system. If your
LinkedIn profile is complete, it should be close to the top of search results when someone Googles you. And with
recruiters increasingly checking candidates out online before inviting them in for interviews, they’ll see all those
recommendations front and center. Try some of Jenny Foss’ tips on how to score amazing LinkedIn
recommendations from the contacts who matter most.
2. On a Personal Website
Another great place for testimonials is your personal website. Don’t have a personal website? You should! As Erin
Greenawald explains, a personal website helps you stand out, control your branding, showcase your skills, network,
be found more easily by recruiters—and show off all the amazing things people have said about you. Try these 14
tools to get started building your space on the web—and make sure to include a section or page for testimonials.
3. In Your Cover Letter
A cover letter is a less conventional place for a testimonial, but if you’ve got a great one, it’s definitely something to
consider. A seamless way to integrate a positive quote from a previous manager or client is to use it as evidence of
your passion for your area of expertise. For example, “I have developed a keen interest in data science during my
years working various political campaigns (as my past supervisor once said, I love Excel more than anyone she
knows).”
(A word of caution: Make sure the testimonial is fantastic, and use this approach sparingly—I’d stick to no more than
one quote or recommendation per cover letter.)
Now that you know where you can include praise from others in your job application materials, be vigilant about
collecting all those nice things people say about you in one place. An easy way to do this is to keep an email folder of
thank you notes, job-well-done notes, and anything congratulatory. When it comes time to tuck a testimonial onto
your website or find someone to recommend you, you’ll know exactly where to look!
10 Jobs That Are Better Than Yours
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By The Daily Muse Editor, July 28, 2014
Looking for a new job? Or, just want to do some window shopping? Check in every week for a hand-picked selection
of awesome jobs from our partner companies.
This week, you’ll find positions that are going to make you want to quit your current job and start applying right away.
Seriously. From working as a book editor in New York to helping young women in Africa build a better future, these
are the coolest gigs around.
1. Selections Editor and Community Manager
Bookspan, New York
Getting to pick out awesome books with a great panel of judges to share with a loyal community of readers? Count us
in! Bookspan is seeking a multitasker who can plan monthly content, create and execute social media plans, and
identify a panel of “judges” to help make selections.
Apply Now
See More Jobs at Bookspan
2. Instructional Coach
Akilah, Rwanda
Looking for something way more rewarding than your current job? Traveling to Rwanda with Akilah to help young
women get leadership and professional development training may be for you. Traveling and making a difference—
what could be more gratifying?
Apply Now
See More Jobs at Akilah
3. Graphic Designer
Uproot, New York
We can’t think of anything better than working for an office full of people passionate about wine. And if you’re design
minded, you’re in luck: Uproot is looking for a Graphic Designer who can produce both print and digital content.
Apply Now
See More Jobs at Uproot
4. Business Development Manager
Worldwide101, Flexible
It doesn’t get much more chill than going to work in your PJs (or any outfit of your choice, for that matter).
Worldwide101’s Business Development Manager can work from anywhere, with responsibilities including acquiring
new clients, doing thorough research on upcoming opportunities, and developing proposals.
Apply Now
See More Jobs at Worldwide101
5. Sales Executive
Voxy, Brazil
If you’re bilingual in Portuguese and English and have a knack for rocking the B2B market, you’re going to want to
start packing your bags: Voxy is looking for a killer Sales Executive who can develop strong relationships and close
deals in South America.
Apply Now
See More Jobs at Voxy
6. Influencer Marketing Manager
charity: water, New York
If the idea of getting to rub elbows with influencers and fundraisers gets you excited, this job is definitely for you.
You’ll be responsible for talking to important folks to raise over $2 million in funding as well as building an outreach
program to keep up with all of these influential people.
Apply Now
See More Jobs at charity: water
7. Senior Writer and Producer
Discovery, Washington DC
We don’t know anyone who wouldn’t love to say they were behind the next big TV show. Discovery is looking for a
media extraordinaire to oversee all parts of the branded entertainment creation process, from writing scripts to
producing original music and graphics.
Apply Now
See More Jobs at Discovery
8. Merchandising Team
Zappos, Las Vegas
Getting to shop as your job? We’ll take it. Zappos is looking to fill a range of positions on its merchandising team,
including assistants, planners, and buyers, so make sure you get on these jobs ASAP.
Apply Now
See More Jobs at Zappos
9. Director of Operations
Recombine, New York
Working for a company that’s creating medical breakthroughs on the reg is pretty inspiring, so definitely check out
Recombine’s Director of Operations position. In this role, you’ll oversee all processes, costs, and teams to ensure
that work is going along smoothly and efficiently.
Apply Now
See More Jobs at Recombine
10. Writer
Indiegogo, San Francisco
Helping people crowdfund their dream projects is an extremely rewarding job, and aiding Indiegogo in reaching more
people through crisp copy and marketing materials is just as satisfying.
Apply Now
See More Jobs at Indiegogo
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