What is an Informational Interview & How Do I Get One

What is an Informational Interview & How Do I Get OneInformational Interviews and How to Get OneWhat is an Informational Interview & How Do I Get OneIs this another informational interview? If it is, I really do not want to go. These interviews are a waste of time.This prozentzahl was from my daughter, a recent graduate with 2 undergrad degrees, ready to take on the world. If she wasnt interviewing for a specific role, she didnt want to interview at all. She believed the informational interview would not help her quest in getting a job, so I had to explain to her all the ways it would advance her search. Id like to share those ways with you, too.Informational Interview vs. Job InterviewAn informational interview is similar to a job interview, with one big differencetheres no job opening. The goal of an informational interview is to build knowledge, get advice, and maybe even get leads to people or opportunities that can help your job search. It can be an excellent way to gain insight into a specific field, industry, or organization that interests you, without the pressure of a job hanging in the balance.Goal of an informational interview Build a lasting professional relationshipGrow your networkGet your name out in the industryConnect on LinkedInTheres always a hidden job market ready to be discovered, so it pays to be in-the-know. Its like the old phrase, its not what you know but who you know.Choose Your Industry and Identify CompaniesYour job search is a project Research the industries that you would want to work in, then research specific companies in that industry. Next, start expanding your network by finding people who work at these companies. Once you identify some potential contacts, you can make the move to platzdeckchen up an informational interview.Getting the Informational InterviewYou can cold-call contacts that you find within specific companies, but the best way to get an informational interview is to ask someone in your network to make the conn ection for you (if they have connections with the company, of course).Once you set up this opportunity, what is your approach? There is no job opening, and you know that up front, so how do you proceed when you meet to discuss the industry and company? Here are a few questions you can ask your contactTell me about your career trajectory.What would I need to do to get started in this industry?Do you think my resume is interesting enough to catch a recruiters eye?If you were hiring, would you be interested in my candidacy?If a job opening came across your desk or through your network, would you feel comfortable passing my name along?Would it be ok if I sent you an invitation on LinkedIn?Could I stay in touch by email while I begin searching for jobs in your industry?Keep the focus on the contacts experience with the company and the industry. But whatever you do, do not ask questions that you could find answers to on your own through Google or the companys web siteFollowing UpAfter the meeting, make sure to follow up with a thank you note. Then, stay in touch periodically, especially If this contact is in one of your dream companies or your industry of choice.

Everything You Need to Know About the Recruitment Process

Everything You Need to Know About the Recruitment ProcessEverything You Need to Know About the Recruitment ProcessWhen youre a job candidate, the hiring process can seem like a mystery. And that can be frustrating. But an understanding of the steps most companies follow when theyre hiring can take away some of the stress when you launch your job search and when youre waiting for an answer.Familiarity with the recruitment process can also give you clues about what to do at each stage to give yourself a better chance of landing the job. Here are the basic steps you can expect, plus some other considerations as you approach a job search.Basic steps in the recruitment processHeres a quick rundown of the typical recruitment process after youve submitted your resume. Some of our advice may even help you influence the employers decision about whether to keep you in the running.Step 1 Human resources evaluationAt most companies, a computer program scans your resume for keywords and phrases a fter you submit it. Typically, the words and phrases its looking for are those in the employment ad. If your resume includes some of the language from the sttte description (assuming these words accurately portray your skills and experience, of course), its more likely your application will make it through the scan.Step 2 Phone interviewsNext, an HR representative goes through the resumes flagged by the scanning program and picks the ones that fit best with the positions requirements. That representative then calls each chosen applicant for a short phone interview. If you get one of those calls, answer the HR reps questions with professionalism and enthusiasm. He or she is bedrngnis only confirming whats on your resume the HR rep is also gauging your communication skills and interest in the job and deciding whether to pass your resume on to the hiring manager.Step 3 First interviewsOnce the HR rep has discussed each candidates qualifications with the hiring manager, the manager choo ses which ones to bring in for a?face-to-face interview. He or she will already be familiar with candidates skills and work history, so in this meeting, the manager will be evaluating personality and fit with the position and corporate culture. If you make it to this round, prepare to be asked a?range of common questions?about your skills and experience and how they match up with the requirements of the job. Also be ready for situational questions, which focus on how well you understand the process for certain job requirements, and behavioral questions, which are designed to gauge your interpersonal and judgment skills.Step 4 Second interviewsAfter the first round of interviews, the hiring manager generally narrows the field of candidates to two or three. Those candidates are then asked back for a?second interview, often with another manager, potential coworkers or the department head. In this round, let your personality shine through but maintain your professionalism. This intervie w is designed so the interviewer can get an even better sense of your working style and your character.Step 5 Decision and job offerOnce the additional interviews are complete, managers who have been involved compare their impressions of each applicant. A final choice is made, and the HR rep makes an offer to the selected candidate.Step 6 Salary negotiationFor some job seekers, salary negotiation - the final step in the recruitment process - is the most stressful. This is a stage where it pays (literally) to be prepared. You can research typical salaries for your desired position in your area of the country with tools like Robert Halfs Salary Guide and Salary Calculator. Next, consider what youre worth to the company based on your skills, the value youll bring to the team, and whether the industry or your role is fast growing and/or hard to fill. Finally, consider the entire compensation package - benefits, employee perks, paid time off, training, etc. - rather than focusing sol ely on salary. If youre able to reach an agreement with the employer, be sure to get everything in writing.If you make it to the final stage of the recruitment process, congratulations If not, dont be discouraged. Theres often a very thin line between the applicant who gets the job and a finalist who doesnt. If you got close, you were clearly a strong candidate for the position, and if you maintain your focus on your job search, another opportunity may soon arrive.SEARCH OPEN JOBS NOWHaving a friend in the process working with a recruiterLets go back to the beginning of the process for a minute. If youre overwhelmed by the thought of applying for a wide variety of online job listings and unsure that youve uncovered the opportunities that best match your skills and workplace preferences, consider?working with a recruiting agency. The fundamental difference between working alone and with a recruiter is that the recruiter handles a lot of the steps for you, offers a much wider selectio n of job opportunities and also gives you overall guidance through the entire recruitment process. Heres what working with a recruiter looks like1. Have a conversationWhether youre actively looking for a new position or just curious about your career options, the recruitment process starts with a one-on-one conversation. The recruiter will get to know you, and youll learn about the agencys procedure and get the inside track on the local job market.2. Let your personality come throughRecruiters certainly want to see your?work history and talents, but they also want to see your personality. When candidates interview with recruiters, they typically talk about the job seekers background and strengths, as well as the persons soft skills?and the types of environments he or she wants to work in. That way, the agency can match you with a workplace where youll be happy and successful.3. Be up front about your needsRecruiters will represent you in the recruitment process, so they need to know your work preferences and?salary?requirements. Are you open to part-time or contract work, or are you looking for a full-time position? And what amount of pay will make you say yes to a gig? The recruiter will only send you information about positions that match your range. Its also helpful for the recruiters to know what perks and benefits you consider dealmakers or dealbreakers.4. Consider their wide reachRecruiters are often aware of unlisted jobs - and even know when firms are only starting to consider adding personnel. If a recruiter finds someone whos a good fit for a particular company, he or she can sometimes build the case to get the applicant hired. When the recruiting agency finds a position that might be a good match for you, theyll present your profile to the employer. If the hiring manager agrees it could be a good match, youll get a call about the position and, if youre interested, youll chat on the phone or meet for an?interview. Afterward, the agency will speak to both you and the hiring manager about how to proceed. If its a match, youll negotiate pay and benefits through the recruiter and set a start date.5. Keep the lines of communication openWhether the position you land through the recruitment process is temporary or full time, you should stay in touch with your recruiter. Send an email every three to six months to share how the new gig is going. The recruiter is just as invested in your success as you are. And the next time youre looking for a new position, theyll be up-to-speed and ready to help.SUBMIT A RESUMEShowing off your soft skillsAs you pursue your job search, youll have numerous opportunities to make a good impression - from the first discussion you have with the recruiter or hiring manager to the initial phone conversation to your interaction with the receptionist when you visit the firm for an?in-person interview. At every step, you need to project an approachable demeanor and an enthusiasm for your work. You have to rely as much on your interpersonal skills as you do on your functional and professional talents.Here are a few tips for using yoursoft skills to help wow the people you meet during the recruitment process1. Prepare your pitchCraft a compelling storyline that describes you, your particular skills and your unique career experiences. Then, narrow this story down to an elevator pitch - a one- or two-sentence nutshell version that functions as the positioning statement for your?personal brand.2. Express your enthusiasmWhen youre genuinely excited about your work, it draws other people to you. Did a past project teach you a new technique or solve a particularly sticky geschftlicher umgang problem? Was the team inspiring to work with? Be ready to discuss what excites you about your work. Youll naturally relax and smile during the conversation.3. Watch your?body languageHow you speak and present yourself is just as important as what you say. A few essentials in the nonverbal department Make eye contact with the person youre meeting with, adopt an attentive posture and present a firm, warm handshake.4. Give, dont just takeGo in knowing how to sell yourself and your ideas. Part of that includes tuning in to the other persons perspective and, most important, listening to what they say. Pay attention, ask questions and actively engage in the conversation. Come to the interview prepared with a few questions of your own, in case nothing comes to mind when its your turn to do the asking. You will not be perceived in the best light if you have no questions.5. Be graciousEvery step in the recruitment process takes time - not just yours but also that of the people responsible for interviewing and choosing a new employee. Remember to thank them for their time and attention.?Follow up with an email or a handwritten note on every job interview, even those that dont lead to a new gig. Your ongoing reputation is still at stake.The bottom line? A top-notch resume?might get you an interv iew, but from there, its up to you to close the deal. So learn as much as you can about the typical recruiting process, and then be sure to make a positive impact at every stage. Tags

Legal EVP Makes Her Case with New Resume

Legal EVP Makes Her Case with New Resume Legal EVP Makes Her Case with New Resume One legal EVP for the entertainment industry receives a resume rewrite.This month’s winner is a corporate legal executive with a proven track record in contract and intellectual property for major entertainment companies.Now on to this month’s before and after resume examples:This month’s contest winner has established an impressive record as an executive vice president for major entertainment industry companies, including NBC, ABC and Buena Vista Television. Most recently, she even took on the role of president at a startup. However, the resume she submitted seriously underrepresented her major-league qualifications in legal and business affairs. Once we started digging into her background, we learned that she was multilingual and had earned degrees that she’d failed to champion. These traits can be the difference-maker.Here are the flags we encountered along the way and the techniques we used really to make her case with a new resume:Industry affiliations can open doors.To create a connection with hiring managers and better target the roles our EVP is seeking, we put her law degree and membership in the California Bar right at that the beginning. Those fundamentals were conspicuously absent from the old resume’s introduction.Since she had neglected to include her professional affiliations on her old resume, we brought them into the new resume along with the fact that she speaks four different languages â€" a definite benefit that was ignored in the old resume. Language skills, especially at the executive levels, can be a huge payoff for candidates and should be mentioned. We were able to include both the affiliations and the language skills without extending the resume beyond two pages.Meanwhile, we added a core-competencies section to the top half of the resume to pull in specific keywords such as “Guild and Labor Union Relations” and “Cost Controls” â€" two very important qualifications in today’s economic environment. The core competenc ies section serves as a built-in keyword optimizer, and it provides a section that is easy to read.Jargon is a stop sign for readers.Within the content of the resume itself, we cleaned up the wording of the job descriptions to eliminate convoluted phrasing and overly long laundry lists of skills. We added more relevant accomplishments for each position to enhance her potential value to employers. Clear wording with clear outcomes and achievements are vital to a resume’s success.Self-employment needs to be aligned with career goals.Her current position stood out like a sore thumb as a seemingly unrelated foray into self-employment. We worded it to show what she really did in the position to help this company get off the ground and on the right track, using skills that are valuable and sought by employers. As a result, the position is an asset to her resume rather than a detriment.Another venture into a “consulting” position in the 1993-1995 time period wasn’t helpful to her c urrent career goals. We eliminated both problems by limiting the new resume: detailing her work only back to 1995 and then truncating her earlier work with Warner Brothers and other employers.Formatting should de-emphasize dates and highlight roles.Finally, the formatting of the old resume needed an update. She had used the large left-margin style, which emphasized dates because they were prominently featured in the margin. We changed that to a more balanced style that emphasized job titles and employers. We reformatted the content within each job as a paragraph/bullet combination rather than sets of indistinguishable bullets or lists. She also had an unfortunate page break right after NBC on the old resume that caused a break in that position between pages, an amateur design problem.The end result is a resume that is sleek, professional and packed with powerful information that will position the client well in an industry where competition is cutthroat. She is ready to take on her job search with new energy and a new resume.

Solar Power for Everyone

Solar Power for Everyone Solar Power for Everyone Solar Power for Everyone Researchers at the Rochester Institute of Technology (RIT) are taking an unconventional approach to improving efficiency and lowering the cost of solar cell technology in the ongoing quest for feasible ways to reduce the reliance on a complex electrical infrastructure. Parsian Mohseni, assistant professor in RITs Kate Gleason College of Engineering, is co-principal investigator, leading a team conducting research using nanowires to capture more of the suns energy instead of traditional film. He said that if trends go as expected, anyone with solar cells may be able to use them in their home while sending excess energy back to the grid. Consumers can also use the devices on-the-go, by taking them out of a backpack or attaching them to the roof of a car. The idea is they can produce their own power wherever they are, whether at home or on the go, Mohseni said. Todays solar panels convert the suns rays into electricity by exciting electrons in siliconcellsusing the photons of light from the sun. Silicon has remained the current conductive material of choice in most electronic devices because of its low cost, simple processing, and useful temperature range. But with the demand for more storage, better conductivity, lower prices, and higher power for new technologies such as photonics and higher speed transistors, researchers are looking to supplement silicon with other materials that can meet those needs. Schematic representation of phase segregated InGaAs/InAs nanowires grown on graphene vs. single phase InGaAs nanowires grown on a different substrate. Image: Parsian Mohseni Mohsenis team is building on work previously done that uses a combination of different types of materials, from Group Three and Five on the periodic table, and a different process for better conductive capabilities. But those materials are so expensive that they are used only in special applications, such as space technologies, and not for solar panels and other consumer products. Researchers began considering using these materials, a combination of metallic and non-metallic elements, around 1990. It was a really novel approach then, Mohseni says. After some work, they realized they could get superior performance compared to any other existing solar cell technologies, but it remained too costly for everyday use. Mohsenis team began exploring ways to cut costs. One way is through the use of nanowires. The ultra-thin, grass-like vertical structures, they found, could be used as a replacement for the thin films made from silicon. The nanowires reduce the amount of material used in the devices and decreases costs by nearly 90 percent. When using film, Mohseni explained, the material has to be thick to capture more light, because when the light isnt absorbed, it will bounce or reflect off of the film. Nanowires act differently. If light bounces off one wire in an array, it can be captured by a nearby wire and re-absorbed. This effect of multiple scattering interactions increases the light-trapping capabilities of the nanowire array. Even though we are using 90 percent less material, we can absorb light better than a thin-film structure, he added. Its a luxury that using nanowires provides for us. Mohseni was recently awarded about $300,000 for an Early Concepts Grant for Exploratory Research (EAGER) from the National Science Foundation. The award is designed to support exploratory early-stage work on untested but potentially transformative research ideas or approaches. The grant gives the team two years to advance the field. During the two-year window, our goals are to realize high-quality nanowire growth on silicon. Our goals then continue on to characterize these materials to take advantage of them for solar cell applications, he says. We want to characterize their structure, their optical properties, and their electrical properties, and learn how their composition or their spacing or their size modifies these properties. Thats the materials exploration side of it. On the engineering side, the team will study how to take advantage of these properties weve uncovered and make better solar cells. Then the last part is to fabricate solar cells that allow us to realize high efficiencies, all at a significantly lower cost than conventional technologies require, he noted. Mohseni hesitates to talk about a specific timetable because of so many factors beyond his control. Its not a simple question to answer, he says. But he hopes it will be within the next decade that, We are going to be independent of fossil fuels. Nancy S. Giges is an independent writer. For Further Discussion The idea is [all people] can produce their own power wherever they are, whether at home or on the go.Prof. Parsian Mohseni, Kate Gleason College of Engineering, RIT

Employer Profiles

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How to Develop a Plan for Outsourcing

How to Develop a Plan for Outsourcing How to Develop a Plan for Outsourcing A lot of discussions about outsourcing in the media make it appear complex, but its quite simple. Even in our homes, we outsource many tasks: Cooking, maintaining our lawns, and child care, just to name a few. When we dont have the time, the focus, or the skills to do the work ourselves, we look for someone who can, and someone who will do the work for a price we can afford to pay. Corporations  work the same way, even though their decisions may involve more factors and decision-makers. Development Process But just as families make different decisions, corporations can come to startlingly different decisions about outsourcing. There is no template that works for all firms, but there is a process that all firms need to consider: Realization In the past, many corporations may not have even known what outsourcing was. Today, they know about outsourcing, but may not realize how many outsourcing (and outsourcing-like) programs they already operate: Copy centers, mail rooms, facility management, IT, and even parts of a corporate legal department.  Outsourcing may not solve every problem, but learning about the previous generation of contracts will identify new projects and provide valuable insight. Goal Setting To be successful in creating an outsourcing program, you need to define specific goals, such as reduce overall corporate costs by five percent, focus on efficiency for a single location, or only look at functions performed in one business unit. Goals dont need tremendous detail. As your outsourcing experience increases, definitions will change. Participation You need participants from many areas of expertise to provide input to the plan, to verify assumptions and to provide expert judgment. When you move from a general plan to specific projects, you will repeat this process and create sub-groups with even more specific knowledge. Identification Now that you have goals and experts to identify and interpret information, its time to identify specific projects for your outsourcing program. Every firm develops different criteria and is driven by culture as much as by financial or operational analysis, but there are common criteria that you should look at: Previous decisions: Your firm probably made earlier decisions about using non-employees, such as temporary workers or service contracts. Work with Procurement and your PMO (Project Management Office) for details. See how they addressed the issues on this list, and compile lessons learned.Expertise: Are you performing functions or producing products without sufficient expertise, or are you having problems retaining managers? Does the current management have a plan to address these problems? If not, this could be a good outsourcing project. Quality: Even if a function has people with the right skills and experienced managers, you may not get the level of service you need. Does the manager conduct customer surveys? What are customers saying about products or services? A gap in quality or a lack of interest in customer service is another flag for outsourcing.Cost: An exceptionally high-quality service is not necessarily a good value. How do your costs compare to competitors? Does the function produce monthly reports: Unit costs, operating cost, multi-year cost trends? If this function cannot produce these reports,  an outsourced service might provide greater transparency into your operations. Scale: When you examine your entire firm, you will make many unexpected discoveries. Stay focused! One big project is a better candidate for outsourcing than a  number of smaller projects. That single big project will require far fewer administrative and management resources. Keep a comprehensive list, but only select candidates that provide a big impact in your first wave of projects.Security: You now have a good idea of potential projects. Its time to filter them according to security standards. Security is a complex and controversial subject. Different standards apply to different industries, and some firms are more security conscious than their competitors. Understand internal and industry standards, and limit outsourcing projects accordingly. Include legal, IT, corporate security, compliance (if it applies), and any risk departments in your discussions. Prioritization: Each item above (and perhaps other characteristics) must be scored, and then each project should be assigned a total outsourcing value. Undoubtedly, there will be much debate over which characteristics are the most important, if their scores are accurate, and if other characteristics should be considered. Dont be surprised if this process lasts for months or even years.Communication: By the time youve prioritized potential projects, youve held a lot of meetings and talked to a lot of people. Expect these discussions to be public information in the departments youve targeted for outsourcing. Always assume that these discussions will get to your employee population, often in real time. Carefully thought-out corporate communications need to be prepared and ready. Never let rumors become a better source of information than facts. Executing At the end of this process, you will have your initial outsourcing plan. There are many more steps as you execute this plan: Confirming data, creating sub-committees for specific projects, identifying vendors, running pilots, awarding contracts, and so forth. However, developing your plan provides you with the first and most important steps.

Surviving Air Force Basic Training Inspections

Surviving Air Force Basic Training Inspections Surviving Air Force Basic Training Inspections During the first week of Air Force Basic Training, your training instructor will explain how to get ready for a dormitory inspection. Your dormitory must be kept spotlessly clean at all times, and your area (bunk, locker, and drawers) will be inspected. In Air Force basic training, everything has its place, right down to an eighth of an inch. Your underwear must be in its place. Your uniforms must be hung in their designated place. Your shampoo, soap, toothpaste, etc., must be clean and in their exact place. A day or two after your training instructor explains the standards, you and your flight members will try very, very hard, and you will fail the first inspection miserably. Not to worry, youll get another chance to please your T.I. later that same week when he or she does a follow-up inspection. Youll get plenty of chances to get the dormitory inspection right throughout your entire stay.   Graded Inspections and Red Line Inspections Some of these periodic inspections will be graded inspections, meaning that they count toward your final basic training grade and honor graduate qualifications. Other inspections will be just for practice, and for the T.I. to remind you of whos in charge. Around week three or four, youll undergo the dreaded Red Line Inspection. By this time, youll have been inspected by your own T.I. several times, and youll be feeling cocky. However, the Red Line inspection is graded, and its performed by your T.I.s bosses. They cut no slack at all. Pretty much everyone will get some demerits during this inspection, no matter how well you think youre prepared. Some recruits are even recycled as a result of this inspection. Inspection Tips and Tricks Strings pop out everywhere, especially after dry-cleaning, so make sure you inspect them meticulously.   Keep two sets of BDUs untouched in your wall locker on a serviceable hanger, ready for inspection with all of the strings clipped. Check them just before inspection. Your clothing drawer has towels, underwear, brown t-shirts and socks. Everything must show signs of use (except the pantyhose), so use them as little as possible, preferably once if you can, then wash it and properly fold and place it in your drawer so that you can leave it like that for inspections. Early on your flight will learn how to conduct dust drills. Its pretty much dusting your dorm top to bottom with your hands and on your hands and knees. One of your flight members will yell out the commands, and the rest of the flight will echo the command as they do it. Echoing is something you learn to do really well and really often in BMT.   Training Instructor Inspection Tactics Dont even think of putting clean clothes in your laundry bag so that you dont have to display them for the inspection. The T.I.s are well aware of this trick. In fact, sometimes these sneaky T.I.s will purposely allow recruits to get away with this during the first few weeks of basic, just so they think it works, then pounce during the Red Line Inspection, catching half the flight. One recruit tells of how his flight could never get the floors shiny enough to satisfy the T.I. They would buff it, and buff it, and buff it, but using the liquid wax they were required to use, it just wasnt possible to get it shiny. They werent allowed to use paste wax because it was a fire hazard. After they had been chewed out on the floor a dozen times or so, one of them bought a can of paste wax from the Troop Mall. They hid it behind a ceiling tile. The next time they waxed the floor we used the paste wax, and the T.I. was suddenly happy. They were all scared because they had never seen him smile before.  They continued to use the paste wax throughout the remainder of basic training. On the day before graduation, the T.I. walked in, called them  to attention, then walked directly to the ceiling tile, poked it with his baton, and the wax fell down.  He calmly said, I just wanted you guys to know that you werent getting away with nothing that I didnt want you to get away with.