What Great Job Candidates Dont Tell You

What Great Job Candidates Dont Tell YouWhat Great Job Candidates Dont Tell YouAs an executive coach Ive worked with passive and active job seekers as they navigated corporate vorstellungsgesprch processes. Over time Ive noticed factors that impact a candidates decisions but only get shared with family and friends. Its a shame that this feedback never gets back to recruiters because it provides a great window into how candidate values are shifting and how that impacts the way we hire.Heres what your candidates are really saying.1. Im not interested in being promotedEvery hiring manager wants to bring on talented employees who are destined to be future organizational leaders. A large parte of the interview process exists to determine if the candidate has the ability and desire to build a long, successful career within the company. Usually this means that we are looking for ambitious people who are hungry to climb the corporate ladder all of the way to hallowed halls of the C-Suite.More and more I find that my experienced Type-A clients are less interested in being promoted. Some of them have struggled with work-life balance long enough to be wary of the additional sacrifices required by increased responsibility. Otzu sichs have worked in close proximity to senior leadership and are unwilling to engage in the political warfare that often comes with bigger roles. Regardless of the reasons, these highly qualified candidates will be loyal and impactful contributors to your organization even if they never change pay grades.What You Can Do Talk to candidates about the breadth and variety of experiences and benefits that employees can receive from the company, not just career tracks.2. Your standard vacation policy is insultingI fear that this insight is not going to win me many friends in the HR space. No one can deny the importance of clear and consistent employment policies, vacation time included. However, many companies have policies that havent been updated since the Stone Age. A standard two-week vacation policy is a quaint remnant of a time before smart phones killed the 40-hour workweek.These days an experienced hire is usually coming in with significantly more vacation time from her last job. While you may see vacation as an easy point to negotiate, your candidate feels insulted. The company expects her to take on challenging assignments, be willing to work long hours, deliver on aggressive goals and countless other tasks, yet she doesnt merit more than the standard vacation allotment? Even after a successful negotiation, you leave her concerned that the company tried to take advantage of her. Thats not a great way to begin a new relationship.What You Can Do While it may be trendy for some high-tech companies, most organizations are not ready to implement unlimited vacation time. Consider moving to a Paid-Time-Off (PTO) allotment that pools sick, vacation and personal days into a sizeable bucket. Otherwise, confirm existing vacation days at the same time as current salary so that offer letters reflect more realistic terms. 3. Your commitment to diversity is assessed starting with the interviewLook at any companys recruiting page and you will likely see a stellungnahme about their commitment to diversity and inclusion. Candidates hope this is more than just lip service. Diverse candidates and even people who would traditionally be identified as non-diverse are looking for environments that support them bringing their whole selves to work.Candidatesfor whom diversity factors into their employment decisions look beyond a companys website or list of employee resource groups. They talk about the entire interview experience. They pay attention to your receptionists and security guards in the lobby. As they are escorted to their meeting rooms, they notice the people that they pass in the hallways. And it goes without saying that the members of your recruiting and interview teams are scrutinized. If you wait until after th e offer to start introducing the candidate to diversity programs, you are already too late to make a first impression.What You Can Do When you walk into work tomorrow, try to put yourself in a candidates shoes. What assumptions would you make about the organization just by observing the people around you? Does that image match the culture that the talent acquisition team wants candidates to have? Also, you may consider rethinking how recruiting teams and interview schedules are selected to give candidates a better sense of the organization.4. Interviewer behavior is used to validate what candidates have been told about cultureToday the best candidates have access to an unprecedented amount of information about your company. Between online career forums, social media and your organizations efforts to build an employer brand, every interviewee walks in with preconceived notions about what its like to be an employee.But many people are skeptical of what they hear before walking in the building, both good and bad. Even the answers to normal questions that candidates ask to assess culture are taken with a grain of salt. Theyre aware that interviewers are hesitant to share the ugly truths. A much better gauge is the way that your interviewers behave throughout the interview process.Statements about the importance of collaboration are overshadowed by confrontational interview styles. Strong adherence to behavioral interview questions (Tell me about a time when you ) may indicate that the organization is too focused on past performance to be as innovative as it claims. The way that interviewers and colleagues interact as the candidate is moved between meetings will test the rumor that you have a friendly or fun environment. When your reputation conflicts with the candidates experience during the interview, assume that his perception is your reality.What You Can Do Remember that interviews are also part of employer branding. Even rejected candidates walk away as strong advocates for the company when the interview experience is well-designed. Make recruiting teams and interviewers aware of the impact of their behaviors and provide them with resources to effectively represent the culture.Youre probably swamped with open positions and a stack of resumes. You barely have enough time to sleep let alone make changes to your interview process. But coaches get to see the unfiltered reactions when a company gets the experience right. These are the things that can convince a comfortable passive candidate to honestly consider making a move. And more importantly, these are the practices that set you apart from the other organizations that are wooing your most desirable candidates. It is worth the effort. A little investment in redesign may greatly improve your ROI in the end.Also readMake Candidates An Offer They Cant RefuseCharm Candidates With An Irresistible Company Culture

Summer Sales Associate Cover Letter Example

Summer Sales Associate Cover Letter ExampleSummer Sales Associate Cover Letter ExampleAre you searching for a summerabverkauf associatejob to help generate tuition, apartment rent, or spending money while youre free between school terms? In order to apply for a sales associate job, youll need to fill out an application form, either in person or online, but its also a good idea to include a titel letter. Not aya how to write one? Read on for tips and an example of how to write a summer sales associate titelbild letter. Cover letters are just as important asresumeswhen it comes to applying for a job, since its the cover letter which creates your first impression with a potential employer. If a cover letter is too generic or if it contains grammatical or spelling mistakes, a hiring manager may delete your application without even bothering to review your resume. What to Include in Your Cover Letter Its important tocreate a cover letter that is tailored to the specific sales associat e positionyoure applying for. The qualifications you choose to mention in your cover letter should dovetail with the qualifications that are mentioned in the job announcement. If, for example, an employer emphasizes that theyre looking for a sales associate with great customer service skills or a strong attention to detail, you need to briefly describe examples of how youve demonstrated unterstellung qualifications in the past. Be sure to mention any previous work experience, along with your relevant skills, in your cover letter in order to emphasize your fit and interest in the position. While the position may be listed as temporary or seasonal, you never know what the role may develop into, so putting your best foot forward now can help set you up for success later. Below is a sample cover letter for a seasonal sales associate position to use as a guide. Be sure to customize your own letter to reflect your unique tone of voice and respond to the specifichard and soft skillsthat th e employer is seeking in its sales personnel. Also, review asummer sales associate resume example so you can submit a top-notch resume with your letter. Summer Sales Associate Cover Letter SubjectMadeleine Little - Sales Associate PositionDear Ms. Paloma,Please accept my enthusiastic application for the position of Seasonal Sales Associate at your clothing store, Bonita. My passion for customer service, organizational skills, and attention to detail make me an ideal candidate for the position.I believe that every customer deserves exceptional service.As an administrative assistant at ABC Colleges Registrars Office during the school year, I provide attentive customer service, assisting students who have questions about classes and course registration. I love making peoples lives just a little bit easier with my thoughtful and thorough customer service. brde summer, as a sales associate at Fashionista clothing store, I provided high quality service to every customer that walked throug h the doors. I answered fashion questions, helped our guests with their product selections, provided information on our stores credit card, and assisted customers who wanted to return or exchange items.You state in your advertisement that you want an employee with strong organizational skills. As secretary for my high schools volunteer organization, I maintained a detailed, accurate record of our budget. While I was secretary, no funds were ever lost or unaccounted for, and we always had extra money at the end of the school year.It was my responsibility and organizational skills that ensured that we had a healthy budget.I also possess a strong attention to detail. For example, when I ran our volunteer organizations annual fundraiser, I never let any details slip through the cracks. I assigned specific duties to each volunteer, and even created individualized hourly schedules, so everyone knew their assignments on the day of the fundraiser. I know I can apply this detail orientation to a job at Bonita, whether I am running the fitting room or helping a customer open a store account.My customer service, organizational skills, and attention to detail are qualities that would make me an excellent Seasonal Sales Associate. I have enclosed my resume, and will call over the course of the next week to follow up and see if we might find a time for us to speak in person.Thank you so much for your time and consideration.Sincerely,Madeline Little555 Maple Dr.Hartford, CT 06105phone 860-555-0820email m.e.littlegmail.com Expand More Sample Cover Letters Review these cover letter samples for a variety of career fields and employment levels, including an internship cover letter sample, entry-level, targeted, and email cover letters.

Networking is about building relationships.

Networking is about building relationships.Networking is about building relationships.Maintain your networkNetworking is about building relationships. You listen and learn about the other person. You think about mutual interests and the ways you can support them while they help you. As with any business relationship, respect their limits on the amount and type of interaction. Here are some ways to support your contacts Take notes during your conversations. Follow up by e-mail, telephone, mail, or text message. Send them an article or news about something you know is important to them. Remember the names and interests of people important to them. Come up with a solution to a dicke bretter bohren mssen they shared with you. For example, someone you know used an effective service provider or vendor to solve a work issue. Stay in contact with people from your past. Let them know you are searching for a job. Tell them what is working and in which specific areas you could use help. Update them on those things where you share a common interest. Let your contacts know that you appreciate the time they spend with you as well as their knowledge and opinion. If someone has been especially helpful to you, offer to take them out for coffee or a meal Once you get a job, thank everyone who was helpful to you. Give them your new contact information. Dont lose touch Networking is not just about getting a job. Its about ongoing career development and support. Always think about how to expand your network Join a business or professional association. They are one of the best ways to learn about trends and unadvertised jobs. Many members are eager to help job seekers and often know employers with open positions. Join online networking websites. These can connect you with potential jobs, colleagues, and business opportunities. If you attended college, contact your college alumniand career services offices. Alumni may be willing to do informational interviews with graduates of their institution. Career services may have online job boards or other resources to help you. Find a ratgeber who has experience in the field youre pursuing. Get their advice and use them as a sounding board for your thoughts and ideas.