That’s the fourth time this month. You might be wondering, “What is going on?”

There are many reasons you could be getting lots of interviews but no job offers. Usually, it’s due to some common interview mistakes. But the good news is that they’re fixable.

Here are a few reasons job seekers may be getting interviews but no job offers. 

You Didn’t Prepare for the Interview

Did you take time to review the job description before the interview? Did you practice common interview questions? If not, that is likely the reason you didn’t advance to the next round. Take this as a learning opportunity, and in the future, prepare beforehand. 

You want to be able to answer common interview questions (like “Where do you see yourself in five years?”) and be able to speak to why you think you’re the best candidate for the job.

In addition, if you’re interested in remote or hybrid jobs, you’ll also want to prepare for some common remote job interview questions to confidently answer why you want a remote job and how you’ll handle working from home.

It might sound silly, but practice your answers out loud. You don’t want your first time tackling a challenging interview question to be in front of the hiring manager (when the stakes are high).

You Didn’t Research the Employer

In addition to preparing for common interview questions, a best practice is to always research a prospective employer. Not only does this help you write a better cover letter, but having a solid understanding of the company can help you stand out from other candidates. 

There are many ways you can start researching a company. For one, FlexJobs makes it easy for its members to research companies by offering the option to “follow” companies and read up on accolades, the work the company does, and the positions they hire for. You can also follow companies on social media or browse the company website. 

Unprofessional Behavior

Professionalism is paramount during the interview process. Make sure you conduct yourself appropriately.

The following are some examples of unprofessional behavior that can be a turnoff to prospective employers:

• Arriving late to the interview (online or in person)
• Badmouthing a former employer
• Complaining
• Not dressing appropriately
• Not preparing for the interview ahead of time

You Didn’t Seem Excited About the Role

Yes, at the end of the day, a job is a way to pay your rent and support your family. But if you’re not excited about the role, your interview responses and body language will give you away. Employers want someone who will enjoy the work the job requires.

Otherwise, they know that as soon as you get offered something better, you’re going to bail. Hiring a new employee is expensive, so employers want to make sure they’re making an investment in the right candidate. 

Before accepting an interview offer, ask yourself if this is a job you could see yourself doing for two to three years. If the answer is no, politely decline the offer, and keep applying to other opportunities.

You Were Asked an Illegal Question

Although rare, being asked illegal questions is another potential reason some job candidates don’t progress beyond an initial interview.

This can happen for many reasons. Sometimes, the person doesn’t have experience with interviewing and may not be familiar with laws regarding hiring. And unfortunately, sometimes discrimination is the goal. Sadly, some employers may not value how diverse perspectives can enrich their team.

There are certain questions that a hiring manager legally can’t ask you. Below are some examples of illegal interview questions:

• Are you married?
• Do you have children? Are you planning to have children?
• What’s your religion?
• How old are you?
• Do you have any disabilities?

If you are asked any of these questions during an interview, you don’t have an obligation to answer. Instead, you can politely ask, “How is this relevant to the job?”

Candidates also have the option to report these incidents to their local Equal Employment Opportunity Commission (EEOC) field office. 

Furthermore, if you’ve been asked an illegal job interview question, you can visit WorkplaceFairness.org to learn more about your legal rights and options. 

Land Your Next Job

If you’re getting interviews but no offers, make sure you’re not making these common mistakes. Not preparing for an interview or unprofessional behavior can create roadblocks to getting a job offer. Make sure to practice common interview questions and conduct yourself appropriately for future interviews so you can land that next role. 

The post Getting Interviews, But No Job Offers? Here’s What to Do appeared first on Job-Hunt.

One of the best ways to prevent having an offer rescinded comes before you even apply. Ensure that you’re conducting thorough research and avoiding companies with a history of canceling job offers or questionable employment practices. Beyond prevention, if it’s an excellent company that you are excited to work for, you can minimize the risk with some job search best practices.

What Is a Rescinded Job Offer?

A rescinded job offer is not something that any candidate wants to hear. In most cases, a rescinded job offer results from unforeseen circumstances on the employer’s side. This could be anything from budget cuts to a change in company priorities.

Changes That Occur to the Employer

Whatever the reason, candidates need to remember that a rescinded job offer often does not reflect their skills or qualifications. Instead, it is simply a case of bad timing. That said, candidates should not hesitate to reach out to the employer to understand why the offer was withdrawn.

Changes That Occur to Your Eligibility

Sometimes, a job offer can be rescinded due to something on the candidate’s end. The most common is if the candidate was found to have been misleading on their resume or application.

In today’s competitive job market, employers are increasingly resorting to background checks, checking candidates’ social media accounts, and other screening methods to verify information that candidates provide.

If anything seems amiss, it’s not uncommon for employers to rescind their job offers. Other reasons for rescission include the candidate being unable to provide references who can vouch for their qualifications or the candidate attempting to negotiate after terms were already agreed on, which most employers feel is highly unprofessional.

In any case, it’s always best to be honest when applying for a job, as any discrepancies are likely grounds for a reversal of the job offer.

What Are the Warning Signs of a Rescinded Job Offer?

There are some warning signs that a job offer might be in jeopardy. If you notice any of these red flags during the hiring process, the employer may be having second thoughts about hiring you, and the offer might be at risk.

For example, suppose the employer asks for additional references or requests a second interview after the offer has already been extended. This could signify that they are unsure about your qualifications or that your contacts didn’t report what the employer was anticipating.

Similarly, if the employer starts to negotiate salary or benefits after they’ve already agreed, this should signal that they were not ready to make a firm offer. Some other warning signs that a job offer might be rescinded include:

• The employer is taking longer than expected to get back to you with an offer.
• The employer seems less enthusiastic about hiring you than they did during the interview process.
• The employer says the start date might be delayed or pushed back.

If you notice any of these red flags, it’s crucial to stay professional and polite and keep communication lines open with the employer. By doing so, you may be able to salvage the offer.

How to Protect Yourself From a Rescinded Job Offer

While receiving a job offer is always exciting, it’s vital to take the time to understand all the details before accepting. Beyond the job title, this includes salary, benefits, and start date.

Clarify All of the Details

Prioritize clarifying any hiring bonuses or moving stipends as well. Will they need to be repaid if you haven’t begun working with the company? Once you have a clear understanding of the complete offer, you can make an informed decision about whether or not to accept.

Ask For Everything in Writing

A verbal job offer usually precedes a formal, written agreement. Ensure that you get the offer and accept it in writing after you’ve spoken. This protects both you and the employer from any miscommunication surrounding the details of the role, salary, benefits, etc. Then, take your time to review the offer fully to ensure you’re comfortable with all aspects of the job before committing.

Respond to Requests Promptly

Finally, keep in mind that job offers are often contingent upon completing a background check or drug test carried out by an independent third party. If you are asked to undergo either of these procedures, follow through promptly. Proactively communicate and follow up if you haven’t received them, as it’s possible your contact information wasn’t conveyed correctly.

Delay Giving Notice

Typically, during a verbal offer, you and the hiring manager agree on a target start date. However, you won’t want to notify your current employer until you’ve received your written offer. Written offers frequently carry more intention and follow-through than verbal offers, as most employers won’t want to put their reputations in writing without intending to follow through.

What to Do if Your Job Offer is Rescinded

When a job offer is rescinded, it can be shocking and anxiety-inducing—similar to any job loss. All is not lost, though; there are steps you can take to possibly salvage the position.

Clarify the Decision-Making Factors

First, try to find out why the offer was rescinded. Was it due to budget cuts? Did the company hire someone else? Was there a problem with your references? If you can identify the reason, you may be able to resolve the situation with additional references or context.

Consider the Legality of the Withdrawal

Second, consider if the withdrawal was fair and valid. Most employers are at-will employers, meaning it’s not illegal for them to withdraw an offer. However, if you feel that the offer was rescinded based on discrimination, take the time to consider what information came to light directly before the agreement was withdrawn.

For example, did you notify them that you’re pregnant, and they immediately withdrew their offer? It might be wise to consult with an employment lawyer to help you determine your case’s legal validity.

Respectfully Request Job Search Assistance

Finally, if the situation was outside the employer’s control, such as the business is downsizing or going out of business, ask them to consider supporting your job search. Many employers are genuinely regretful and will be happy to provide a letter of reference or severance pay based on the financial challenges you will now face while you resume your job search.

Moving Forward With Your Career

If you are the unfortunate recipient of a rescinded job offer, take a deep breath and gather as much information as possible about why it was reversed. Do not contact the employer immediately. Instead, wait until you can discuss the withdrawal professionally and concisely. Try to reflect on what may have caused them to change their mind.

You may find that there is still an opportunity for dialogue and resolution. In any case, remember that this experience does not define you—keep your head up and stay focused on your goals.

The post Rescinded Job Offers: Why It Can Happen and What to Do appeared first on Job-Hunt.

How can you choose a job offer wisely, with confidence that you’re making an informed decision that will serve you well in your career?

It begins by understanding your own professional goals, and then comparing the opportunities against four key metrics:

• Job responsibilities
• Salary
• Hiring managers 
• Workplace cultures

Job-Hunt tapped certified Career Coach and Resume Writer Dawid Wiacek, Founder of Career Fixer LLC, to lead job seekers through the benchmarking process in each of these areas.

Review Your Career and Advancement Goals

To hone in on which of your job offers might be right for you, the first step is to truly understand your own objectives when it comes to your career progression.

To that end, Wiacek recommended thinking critically about not just the job in question but about the doors this type of job may open—either within the company itself or elsewhere. 

He suggested asking yourself whether each of the positions offered is a stepping-stone job for you and examining whether the company truly invests in internal training and development to arm its employees with the tools and skills necessary for growth and evolution. “If possible, talk to current or, better yet, former employees, who may give you insight into the way the company invests in its people,” Wiacek said. “This may or may not align with the rosy picture painted on the company’s ‘Career’ or ‘About Us’ pages.”

Understand the Job Responsibilities

While the jobs you’ve applied to may have the same title and, at least in the job ad, the same role, it’s important to dig deeper into what’s really required when selecting among multiple offers.

According to Wiacek, many jobs ask for one thing on paper, but the reality of the daily work can be quite different, so it’s helpful to talk to current and former employees to get a sense of the reality of the responsibilities.

“If you can do 100% or even 80% of the responsibilities as listed in the job description, that might engender confidence, but it might also be risky—you might get easily bored,” Wiacek said. “Is this a lateral move, or are you trying to stretch, learn, challenge yourself, and grow?” Your answers for each offer can help inform your decision of which job to take.

Look at Salaries

Assuming that pay is one reason that you’re seeking employment, it’s important to weigh each offer head-to-head from the perspective of compensation.

However, there’s more to consider in this comparison than just the base pay; there’s also possible bonus structure and other benefits to explore, which could come into play with counteroffers once you’ve determined each company’s offering. 

“If you’re not quite happy with the base salary, and you feel you’ve negotiated it to the best of your abilities, consider asking each employer who has offered you a job whether a performance-based bonus structure is possible,” Wiacek advised. “It’s a win-win for you and for the company: when you deliver certain performance milestones, the company benefits, and you earn a bonus.”

If one company says yes and another says no to this request, then you’ll have more information to guide your decision.

Compare Hiring Managers

While it may not be possible to know exactly what it would be like to work with each of the bosses who are offering you a job, you can still take steps to compare hiring managers before accepting an offer.

Wiacek stressed that you should do “as much reconnaissance as is reasonably possible” on the person who would be your supervisor, including talking to current or former employees who may be willing to give you the lowdown on this person’s best, and worst, features.

“It’s often said that employees leave companies because of a bad boss,” the career coach stated. “People are willing to tolerate a lot of crap, from annoyingly long commutes (at least pre-pandemic) to companies whose missions don’t fully align with their own values. But when you have a boss who is toxic, demeaning, who throws you under the bus, or who doesn’t support and cultivate your skills, you’re not likely to thrive…and you’re not likely to stay.” 

Compare Workplace Cultures

As a career coach, Wiacek shared that culture is “the thing” that all of his clients talk about, especially since the pandemic started.

“People’s tolerance is wearing thin for crappy workplace cultures, unclear or sketchy company missions, overbearing or toxic bosses, and lack of diversity in company leadership,” he reported.

With this in mind, Wiacek advised doing your due diligence into the company culture of each organization you’re considering. “If the company culture is not aligned with your personal values and vibe, you’re likely to get disillusioned really quickly. And if you’ve not bought into the company culture, you won’t be as innovative, excited, and collaborative as if you joined a company whose culture will nourish your mind and soul.”

The post How to Choose Between Job Offers appeared first on Job-Hunt.

However, before you accept the job, you need a job offer. And while that sounds straightforward enough, there’s more to a job offer than meets the eye!

What Is a Job Offer?

A job offer is what you’ve been waiting for: the formal, official invitation to work at the company! A job offer outlines the details of what you’re going to do, where you’re going to do it, and everything else you want to know before you accept.

Why You Want It in Writing

Though you’ll likely get a verbal offer first, it’s crucial to get the final job offer in writing. While it’s not an employment contract, a written job offer details the essentials about the role and protects you in case key details don’t line up.

What Should Be Included in a Job Offer?

While a written job offer can consist of many things, it should include the following items.

Job Title

The offer should include your job title. Make sure what’s in the job offer matches the job title you applied for and what was discussed during interviews. While this may seem like a tiny detail, the job title you start with can impact how much you’re paid and how quickly you’re promoted.

Job Description

There should also be a job description. While it may not be as extensive as what was in the job posting, check it over to ensure the description in the offer matches what you thought it would be and lines up with what you discussed with your interviewer. 

This section will likely also include information confirming that you’re full-time or part-time, how many hours a week you’re expected to work, and if you’re an at-will employee. If this information is not in the job description, that’s fine, but make sure it’s somewhere in the job offer.

Name of Boss and Department

Not everyone interviews with their future boss, and sometimes when you’re hired, your future supervisor’s position is also open.

Make sure the job offer includes your new boss’s name (or their title if the role is vacant) and that the offer states which department you work in. This gives you an idea of the company structure and clarifies your specific role in the organization.

Starting Details

The offer should also include your start date and where and when you report on the first day. Even in a fully remote job, you have to report somewhere, even if it’s on Slack. Check the details and ask for clarity or login information, so you’re not late!

Salary Information

A written job offer is usually the final offer, meaning you’ve finished negotiations. A written job offer should include whatever salary figure you agreed to, as well as what the commission structure is (if applicable). Also, ensure it has any additional salary information you negotiated (a review after 90 days or a salary bump after six months) and that the offer clarifies if you’re exempt or nonexempt, so you know what to expect in terms of overtime pay.

Benefits Information

As a rule, a job offer doesn’t include extensive benefits information. That’s usually found in the employee handbook.

For most benefits (like insurance), there’s generally a brief, one-sentence overview that tells you what benefits you’re eligible for, and it may include an eligibility date. For example, “This position is eligible for full medical benefits after 90 days of employment.”

A job offer usually includes a bit more information about paid time off:

• This position is eligible for unlimited paid time off starting on the first day of employment.
• This position is eligible for five days of sick leave stating the first day of employment and earns one paid day off for every month of continuous employment.
• This position starts with one week paid time off and is eligible for two more paid weeks after six months of continuous employment.

While these sentences give you a brief idea of the policies, it’s best to confirm the details with HR.

A Signature Line

And finally, there is usually a place for you to sign and accept the offer! Alternatively, there may be instructions on how to accept the job offer. After you do that, you’ll be on your way to a new job.

What Might Be Included In a Job Offer

In addition to what you should see, don’t be surprised if you see some of the following in your job offer.

Contingencies

Though you have a written offer in hand, the employer may still need to do a background check, a reference check, or verify you’re eligible to work in the country, for example. Your employment may be contingent on the results of these, and the letter may state this.

Confidentiality or Noncompete Agreements

Some job offers include language about signing a confidentiality or noncompete agreement as part of your employment. These will likely be separate documents for you to review and sign, but it’s possible that signing the offer letter also subjects you to these agreements.

It’s All in the Details

The job offer contains crucial details about your potential employer and job. Review them to ensure the job lines up with everything you thought it would be so you don’t have to restart your job search too soon.

More: How to Choose Between Job Offers

The post What Is Included in a Job Offer? appeared first on Job-Hunt.

If you’ve never had to complete a background check before, it can be a little intimidating to think about someone checking into your past. Perhaps you couldn’t remember the exact starting month of employment for one of your previous jobs, and you guessed. Is that going to disqualify you? Probably not. We’ll go through the basics of a background check here.

Why Are You Having to Complete a Background Check?

Contrary to what you might believe, employers don’t require background checks simply because they’re concerned you’re going to steal from them. More likely, your prospective employer requires background checks to ensure they’re doing their due diligence. They are responsible for providing as safe a workplace as possible for their employees, as well as ensuring that the person in the role is truly as qualified as they say they are.

Employers need to verify a person’s history to provide the safest work environment possible. This often focuses on criminal activity and includes employment activity and references. Consider somebody operating machinery they claimed to have experience with during the application process. If it turns out that they are unfamiliar with that machinery and someone gets hurt, the employer can be liable.

Protecting More Than Physical Interests

It’s not just the physical damage that is an issue, either. Qualification fraud is the crime of misrepresenting your references, education, title, or previous role. And Business News Daily shares that applicants who falsify their information, receiving an offer that otherwise would have gone to someone else, can be sued for defamation.

Employers are also ensuring the security of you and your fellow employees by verifying the backgrounds of their new hires. If an employer discovers that someone is not who they say they are during a background check, the employer has potentially saved the other employees from years of hassles if their backgrounds were to be stolen. Studies show that up to 50% of identity theft begins at work.

Or, in the worst-case scenario, what if someone is hiding a violent history and later causes physical harm or death to a coworker or a customer? These are all areas that can be assessed during a background check.

What Do Background Checks Include?

For most jobs, the background check is a routine verification of your employment and criminal history. It ensures that you are indeed who you claim to be and that your education, work, and residence history match up. You’re not required to have a spotless background, but you need to be upfront with your experiences. Finding out that an applicant was part of the 85% of employees found to be dishonest on their application often leads to a job-offer withdrawal.

Then there are more security-sensitive roles that will require a more thorough history. Think airlines, financial institutions, and educational facilities, for starters. If you’re applying for a job at one of these organizations, know that your background will be under greater scrutiny. You’ll most likely have a credit check, address verification, employment history, criminal history, and more. For many of these roles, you’ll need to verify your information for a minimum of 10 years with no gaps unaccounted for.

How Will Your Background Check Work?

To ensure an equitable hiring process, background checks are completed by an independent third party specializing in the service. Generally, later in the hiring process, after an offer has been extended, you’ll be notified by the recruiter that a background check is forthcoming.

According to Hire Right (a company that performs pre-employment verifications), you’ll be sent a disclosure form by your prospective employer. You’ll need to sign the form authorizing the background check, and you’ll be provided with contact information for the search company.

They go on to share that there are several means through which they’ll gather the information, such as public records found online or in a courthouse, calling previous employers, and verifying employment.

Regarding An Accidental Discrepancy

If it’s discovered that you made a minor error, the chances are good that an employer will not hold it against you. During the background check, you can update your information if you discover a pay stub stating you were slightly off on your employment dates.

Or, perhaps there was a traffic violation that you forgot about because eight years ago is a long time to try and remember. Come clean to the employer because they are going to find out anyway. Most managers recognize minor discrepancies as honest mistakes.

For more significant or intentional lies or failure of a drug test, the employer is legally required to notify you if it adversely affects your employment opportunity. You then have the option to dispute the charge with the consumer reporting agency (CRA) that completed the background check. While this might not guarantee that you’ll get that same offer again, it can be resolved before it derails a future job offer.

It’s worth noting that the CRA reports the findings but has no say regarding whether your offer is withdrawn or not. The employer requesting the search determines whether or not you move forward.

Get Your First-Day Outfit Ready

Waiting for your background check to return can be a challenging delay in starting your new job. Know that you’re in good company, as up to 95% of employers require some form of verification. While you’re waiting, spend time getting ready for your first day and learning everything you can about the new company culture. The chances are pretty great that you’ll be cleared to begin quickly.

The post Why Do Employers Require a Background Check? appeared first on Job-Hunt.

Before signing on the dotted line, however, be certain that the excitement you feel today will continue down the line by pondering these five important issues about accepting a job offer.

Here are five things to consider before accepting a job offer:

1. Compensation

Starting salary not only affects how much you take home today but also how much you stand to make in the future, since raises often represent a percentage increase. Know the “going rate” in your industry and region for your position. If your offer seems lacking, consider negotiating.

Be equally thoughtful about benefits. As noted by Roy Cohen, author of The Wall Street Professional’s Survival Guide: Success Secrets of a Career Coach, “When you accept a job and have not thoroughly reviewed the benefits package, you may be surprised to discover that you pay a higher deductible, the medical plan does not cover your existing doctors, or your vacation time has been slashed. Any or all of these items will offset an increase in salary if you end up paying for medical expenses out of pocket or you lose company-paid time off.”

2. Workplace Culture and Values

A large part of your day will be spent in this environment, so be sure it’s one that suits both your style and ethics. Examine the company’s web page, especially the “About Us” section and any blog posts. Search social media. Read reviews posted by former employees. And definitely take advantage of any opportunities to tour the office and talk to employees. If you catch yourself saying “this place sounds like me,” chances are you’ve found somewhere you can thrive.

More: How to Choose Between Job Offers

3. Stability

Also in your detective work, explore the issue of job stability. “Accepting a great job offer with a bump in title, benefits, and salary will end up a disappointment if the job has a history of high turnover or the company is teetering on layoffs,” Cohen says.

4. Support

Being the “new kid” in the office can be a bit nerve-racking. What have you been told about how you’ll be brought up to speed? Are there designated people to show you the ropes and answer questions? Has any mention been made of orientation programs or job-specific instruction? A company that shows interest in getting you off on the right foot will likely continue to provide resources for you to perform well throughout your tenure.

“Many people accept jobs only to find out there isn’t sufficient training and that they are set up to fail,” says Porschia Parker, founder of Fly High Coaching. “You don’t want to accept a position that is very specific, detailed, or high stress without being 100% sure you can perform.”

Similarly, think about whether the employer has structures in place to support future career goals. If moving up the ladder is part of the long-term picture, is there anywhere to go? Learn about this company’s position on internal promotions, continuing education, and leadership development.

5. Reality

Finally, compare the actual position to your individual needs and goals. Is the opportunity to work for a big-name employer far from your house worth the lengthy, daily commute? Are the hours in line with your desire for work-life balance? Is your gut telling you something about your potential new boss that you shouldn’t ignore? Only you can answer such questions, so be sure you’re approaching the situation with eyes wide open rather than through rose-colored glasses.

If the terms of the job offer don’t match your expectations, here’s how to politely decline a job offer.

Written by: Beth Braccio Hering

The post 5 Things to Consider Before Accepting a Job Offer appeared first on Job-Hunt.

Understandably, you’re eager to reenter the long-sought-after work world and hang up your marketing hat because…mission accomplished! Job seekers insist they’ll never find themselves vulnerable again but then abandon marketing strategies once hired. Resist that temptation.

Follow these five steps once you’ve accepted a job offer:

1. Send “Thank You’s” All Around

You didn’t go it alone, and now it’s time to show your appreciation for all who helped. Consider it a professional courtesy to inform connections of your new status. Networking is all about reciprocity, so start by acknowledging their role in your success. Send a personalized email recounting the specific ways they helped you. Never leave it to chance that they’ll discover your news in a LinkedIn feed.

If you haven’t already done this (and you should have), send thank-you notes to all employers who interviewed you, even if no offer was made. Seems counterintuitive? Here’s why it makes perfect sense: You are thanking them for the time spent, the insights gained about their company or yourself, and the opportunity given to share your background. Never underestimate the value of social capital. Building relationships is less about grand gestures and more about simple acts. Be memorable and do the unexpected.

2. Get On Your Manager’s Calendar On Week One

It’s easy to get lost in the shuffle—especially in the virtual world we now inhabit. During the interview process, you may have established some intel about your new manager’s contact information and work habits. Did you determine who handles their calendar? What about their personal preferences (i.e., the general time of day available, the best phone number to use, the preferred mode of communication)? Smart marketers do this and know how to get in front of their target audience.

But why plan a separate meeting with your boss when HR has already set up onboarding? Here are two good reasons:

First, it demonstrates your ability to hit the ground running. You’ve had several rounds of interviews, received job postings and/or job descriptions, and met with HR, the hiring manager, and team members. Now is the time to fine-tune that knowledge of the position, company, and customers. In this first meeting, the objective is to gain insights for building a 90-day plan. Focus on doing more listening and less talking.

Second, don’t assume this manager’s style will be the same as your former bosses’ styles. Save time and avoid missteps by simply inquiring about what works for them. How do they like to communicate? Do they prefer meetings, phone calls, or reports? What level of detail is sufficient for them to feel informed? Getting to know your “customer” will set you apart from employees who fail to understand effective communication.

3. Create a 90-Day Plan

Next on the agenda is writing a three-month plan. Think like a consultant and demonstrate your ability to develop a scope of work by identifying opportunities, pain points, and resources, and include estimated timelines. While data points may be limited, use the information gleaned from the first meeting and focus on the plan’s framework. At this stage, the plan does not need to be perfect; details will follow. 

Next, identify issues and areas for improvement and propose solutions. Meet with colleagues for their legacy or nuanced knowledge of the company’s background/history. Conduct independent industry research to be well versed in market trends. It’s time to deliver on the promises made during the interview process. The 90-day plan serves as a great vehicle to articulate your value proposition. 

4. Maintain “Social” Presence

During your job search, you were active on LinkedIn and perhaps engaged with Facebook professional groups, Instagram, and Twitter. The value of social media was apparent to ensure visibility, promote thought leadership, and/or demonstrate expertise in your field. You also understood the need to keep current with industry trends, competitors’ activities, and perhaps even regularly contributed comments on LinkedIn posts. Maintain a level of engagement on these platforms or slip into the shadows.

Don’t lose interest in your professional community and expend all energy on 9-to-5 activities. Your job is the number one priority, but carve out time to keep your finger on the pulse by staying active on social platforms. Most importantly, keep your connections alive. They will serve as the conduit to future opportunities.

5. Continue Down a Learning and Development Track

Upskilling was a way to fill gaps in your background to meet job requirements. Remember the role continuous learning played while searching, and maintain intellectual curiosity. Take advantage of all learning and development initiatives employers offer, including tuition reimbursement, presentation opportunities, committee assignments, and training. Your skills have a shelf life—keep them fresh.

Learning comes in all shapes and sizes and is available for a nominal cost (or no cost). Explore online classes, workshops, podcasts, webinars, etc. Don’t limit learning experiences to what employers have budgeted. One positive of the pandemic is that it led to a treasure trove of online courses. Consider classes offered through Udemy, Skillshare, LinkedIn Learning, Coursera, edX, MasterClass, or Udacity (just to name a few). 

Future-Proof Your Career

Today’s job market demands agility. Stay current and relevant with your skills, knowledge, and abilities, but don’t stop there. Maintain the marketing strategies used in your job search and you’ll stand out from the crowd.

About the author…

Barbara Schultz is the founder of The Career Stager and a Certified Professional Resume Writer (CPRW) through the National Resume Writer’s Association. Barbara has held senior HR leadership roles in entrepreneurial settings and gives a unique perspective to job seekers from a life spent on the “other side of the desk.”
More about this author…

The post Five Things to Do Once You’ve Accepted a Job Offer appeared first on Job-Hunt.

Sometimes rejecting an interview invitation is a good idea because the level, the commute, or the employer are not right for you now.

On the other hand, if you can do the interview without putting your current job at risk, my advice is to accept the invitation to interview, even when you are not particularly interested.

Particularly if this interview is a phone interview, the risk is less (assuming you don’t take the call at work) and the reward may be substantial. So, turning down a phone interview many not be smart.

Discovering if you really want to work for an employer should be a major goal of every job interview.

If you turn down an interview invitation, you lose the opportunity to learn more about them and to expand your network by meeting people who work there.

However, sometimes turning down the opportunity is the best idea. Here’s how to handle that.

Resist the Temptation to Ignore the Interview Invitation

This may be your first reaction, and there is NO question that far too many employers ignore job applicants, quite rudely! So ignoring them feels like an appropriate response.

However, for many reasons, including maintaining your reputation as a professional, politely turning down a job interview to keep the door open without burning bridges is a very good idea.

The good news is that being professional may pay very big dividends in the future with this employer or these people because you have left a good impression even though you turned down this opportunity.

Don’t Decline or Reject the Job Interview Too Quickly

You usually have at least one day to respond with an acceptance or rejection, so use that time. Or, ask for that day if it isn’t offered.

Trusting your inner voice can be very smart — most of the time. Particularly if your initial response is to immediately reject the opportunity, take some time — at least a few hours — to carefully consider the opportunity. Do some research to confirm your instincts, or not..

If every opportunity feels “wrong” to you, you could simply be avoiding the stress of a job interview or the disappointment if you don’t get a job offer as a result. In that case, don’t trust your instincts.

But, if you don’t feel negative about every organization and opportunity, pay attention. You may be right…

Example Reasons for Turning Down an Interview

Sometimes, turning down the job interview is the best option for any of these reasons:

1. This employer has been laying off staff or profits and/or revenue are down, and taking a job there feels like a risky thing to do. (Research the employer before you accept an invitation! More on how below.)
2. You are currently employed, and going to this job interview would be taking a big gamble. The risk is greater than the potential payoff because the job doesn’t seem particularly interesting or special.
3. This invitation is for a second (or third) round of interviews for a job, and this job and organization don’t feel like a good fit to you.
4. You have interviewed with this employer for a different job and didn’t feel like the organization was “right” for you.
5. You know people who work there, and they hate it.

Other reasons to turn down a job opportunity certainly exist — bad future co-workers, manager, location, commute, pay, etc. But, you won’t know if any of those apply unless you accept the job interview invitation.

Carefully Research the Employer Who Extended the Job Interview Invitation

Hopefully you researched this employer before you applied. When you receive an invitation to a job interview, do MORE research now:

• Know anyone who works there now or who worked there in the recent past? Reach out to ask about their experiences there.
• What information do the employer review sites like Glassdoor.com have about this employer?
• Test a few Google searches to discover if any negative things have been happening with this employer, like a product failure or a recent layoff. For search query ideas, read 50 Google Searches to Avoid Layoffs and Bad Employers.

I would not turn down an interview invitation based only on a couple of bad reviews, particularly if those reviews are more than one year old or applied to a different location.

Without referencing the negative reviews, very carefully ask a few questions during the interview, related to the issues raised to see if there seems to be a basis in fact.

2 Step Process for Declining a Job Interview (Including Example Email)

If you decide that turning down this opportunity is the right decision for you (read more below), proceed very carefully! The people you are communicating with now may be in a position to hire you into a position with your dream employer in the future.

The best approach — think of this as a thank you note (actually, it is a thanks-but-no-thanks note, of course, but maintain the thank-you-note mindset). And again, the goal is to politely turn down the job interview, but keep the door open without burning bridges.

First, Send an Email Message

If you are 100% certain that this is not an opportunity you want, respond quickly (within 24 hours) and carefully (!) via email. Your written message documents your response and the reason for your response.

1. Send it to your primary contact. This person is probably the HR person or the recruiter. If you have already been in contact with the hiring manager or other staff members, send separate messages to each of them.
2. Be diplomatic.Don’t burn bridges, and don’t tell lies. This employer and/or these people may be exactly right for you at some point in the future, and you don’t want to have future opportunities disappear because this one made a bad impression.
3. Be careful.Don’t provide ANY detail about your reasons for rejecting their invitation. Those reasons could burn bridges for you or drag you into an extended and intense conversation about why you feel that way, with demands for details you don’t want OR need to provide. Keep your rejection message “short and sweet.”
4. Suggest another candidate, if possible.If the organization has a good reputation, check with appropriate members of your network to see if anyone is interested in a referral. You can help a friend and also make a few brownie points with the recruiter or employer, too.NOTE: Be sure to have this person’s permission before referring them, and get their best NON-WORK contact information to use.
5. Keep a copy of the message. You may need a copy of the message later, like for a possible future connection with this organization or these people.

No details are required! Keep the message short and sweet, like this:

Sample rejection message:

Subject: Interview invitation for [job title] [job requisition number, or other unique identifier, if you have it]

Dear [name of person ].

I greatly appreciate the opportunity to interview for [job title] and learn more about your organization.

However, at this time I regret that I must decline this opportunity [give NO reason at all, OR add “because I have accepted a job” if that is appropriate].

My colleague [name] is a very good fit for this opportunity. You can reach [her/him] at [personal email address and, possibly, personal phone number].

Hopefully, the timing will be better at some point in the future.

Please confirm receipt of this message.

Best regards,

If you want to be really thorough, you can also print a formal thanks-but-no-thanks, and send it via snail-mail, perhaps registered with return-receipt-requested so that you have proof you did your best to respond to their invitation.

Second, Follow-Up with a Telephone Call

If you don’t receive a response to your message, call to be sure that your message was received. As rude as employers may be to job seekers, you don’t want them to think you have “ghosted” them.

So call them to be sure they received your email. Use your message as the script. Leave a voice mail if you must.

If pressed for the reason you are turning down the opportunity to interview with them, say that the timing is just wrong in this instance, given what else is going on in your job (or your job search).

If pressed for what is going on in your job search, simply state that you are pursuing other opportunities.

If you have suggested another candidate for the job, recommend that they contact the other candidate and provide the contact information.

Bottom Line on Declining a Job Interview

Sometimes turning down an interview is the right thing to do. However, if you really aren’t sure you reject this opportunity down, read How to Smartly Accept Emailed Interview Invitations.

About the author…

Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. A veteran of the United States Marine Corps and a recent Visiting Scholar at the MIT Sloan School of Management, Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. Since 1998, Susan has been editor and publisher of Job-Hunt.org. Follow Susan on Twitter at @jobhuntorg and on Facebook, LinkedIn.
More about this author…

The post How to Decline a Job Interview (with Email Example) appeared first on Job-Hunt.

This problem could cost you a job offer.

You see the clues for a bad, unprepared, inexperienced, or nervous interviewer.

The interviewer seems distracted and disorganized.

They cannot find your resume and/or the job description on their messy and dissorganized desk.

The interview is frequently interrupted.

The air of distraction is a red flag that helps you recognize the kind of interviewer you are dealing with. You can’t tidy their desk, but you can bring copies of your resume that will help give focus. Use the interruptions to take time to focus on how you will proceed.

When an interruption concludes, you can look down at a note on your pad (always take a note pad — it shows that you pay attention, and makes you look efficient), and say, “We were talking about….”

5 Strategies to Win the Job Offer

The bad interviewer often starts with an explanation of why you are both sitting there, and then wanders into a lengthy lecture about the job and/or the company.

When the interviewer is speaking, use the time to observe, to discover clues about who you are facing, and to gain insights into the needs of the job.

With inexperienced or unprepared interviewers, you can guide the conversation and claim opportunities to sell yourself by listening and making appreciative murmurs until there is a pause…

When the interviewer pauses, ask a job-related question.

These interviews become ones that you can guide without giving the interviewer the feeling you have taken control of the proceedings (because that might be interpreted as you being “a management problem”). Simply turn a one-sided examination of skills into a two-way conversation between professional colleagues with a common area of interest by asking intelligent job-related questions.

[Read 50+ Good Questions to Ask in Interviews for ideas about what to ask and when to ask questions in your interview.]

  1. Prepare: Know the Job, Its Problems, and the Deliverables  

Good interview preparation requires you identify each of the component parts of the job:

• The skills that allow you to execute the responsibility efficiently.
• The problems that are common in that area of responsibility.
• How you identify, anticipate, prevent and solve those problems when they do arise.

Thinking about your job in depth like this gives you endless questions to ask. As you will see, asking questions is important to handling the nervous or inexperienced interviewer.

With preparation, you can ask questions as they apply to each aspect of the job whenever the rambling interviewer pauses for breath.

In the process, you will turn the meeting into a two-way conversation by finishing each answer with a question of your own.

At the beginning of the interview, you might be able to get the interviewer focus on the skill requirements by asking,

“What do you think are the most important responsibilities and the skills of the job?”

Their answer will allow you to talk about the skills you bring to the table in this area. This will demonstrate your real grasp of what is at the heart of this job, and the interviewer will be impressed.

Use questions like:

“Would it be of value if I described my experience with _______?” or

“Then my experience in ________ should be relevant to you, could I give you some details of my experience and accomplishments in this area?” or

“I recently completed a ______ project just like that. Would it be relevant to tell you about it?”

This approach — asking questions that allow you to follow-up with your skills and accomplishments in that area — will give the interviewer information to make a favorable judgment on your candidacy that will likely have evaded your competition.

  2. Demonstrate that You Won’t Be a Hiring Mistake  

Poor interviewers make hiring mistakes. If this has happened recently to this interviewer, they may begin with, or quickly break into, the drawbacks of the job. They may even describe the job in totally negative terms.

Your response:

• Agree that not all people are suitable for the challenges of this job.
• Finish with a question that asks the interviewer to lay out the responsibilities of the job (if you haven’t done so before), their deliverables, and the mistakes people all too often make in their execution.

The interviewer’s answers give you the time to formulate exactly how to sell yourself in that area of responsibility.

Address each of the stated negatives. Illustrate your proficiency in that aspect of the job with an explanation of your experience and how you would handle such problems. Then, share your accomplishments in that area of responsibility.

For example:

“Yes, Mr. Smith, successfully managing large federal government contracts without losing money can be extremely challenging. In my nearly six years of experience managing contracts for Federal Contractor, I kept costs below the threshold set by management while complying with the contract. I did this by developing an inventory forecast model that enabled us to successfully…”

  3. Don’t Be Shut Down by Yes / No Questions  

If the interviewer keeps asking closed-ended questions — these are questions that demand no more than a yes-or-no answer, you have little opportunity to showcase your skills.

The trick is to treat each closed-ended question as if the interviewer has added to the end of it, “Please give me a brief yet thorough answer.”

So, give your “Yes” or “No” response, and, then, follow up. Like this:

“Yes, Mr. Smith, I do have experience managing large fixed-price government bids and the resulting contracts. In fact, I have managed bids that had total revenue in excess of $500 million. Determining how to deliver the right parts to the right places at the right times, in compliance with the requirements of the contract, while generating an acceptable profit was very challenging. As the hardware group’s team leader, I managed…”

Following up the “Yes” or “No” response with juicy, relevant details about your experience and accomplishments wins you the opportunity to show that you have what it takes to do this aspect of the job successfully.

As every other candidate faces the same problem, you will stand out as a good candidate whenever you can finesse the situation in this way.

  4. Leverage the Interviewer’s Verbal Pauses  

Closed-ended questions are often mingled with statements followed by pauses. In these instances, agree with the statement in a way that demonstrates both a grasp of your job and the interviewer’s statement.

For example, after the interviewer has made a statement, your response showcases your experience and knowledge:

“That’s an excellent point, Mr. Smith. I couldn’t agree more that the attention to detail you describe naturally affects cost containment, and it’s something many people miss entirely. My track record in this area is . . .”

Don’t be afraid to ask questions during those pauses. Questions show interest and engagement with the job, and interviewers make judgments about candidates based both on the statements they make and the questions they ask. The questions you ask show that you get the job and take it seriously.

  5. Keep Up Your End of the Conversation  

In addition to asking job-related questions, show engagement with what the interviewer is saying by giving verbal signals.

You do this with occasional short, quiet interjections that don’t interrupt the flow of talk, but let the interviewer know you are paying attention: “uh-huh,” “that’s interesting,” “okay,” “great,” and “yes, yes” all work. But, be careful not to overdo them.

If you don’t fully understand where the interviewer is going with a question or statement, you can win time to think by asking,

“Would you run that by me again please?”

When you ask them to repeat the question, it will not only be repeated, but the question will usually be repeated with more detail, giving you additional information to formulate your answer.

The Bottom Line

Turn a one-sided examination of skills into a two-way conversation between professionals. Demonstrate a good understanding of the job’s deliverables, make it clear that you possess the skills to do the job well, and you will become the top contender.

More About Asking Questions in Job Interviews

• 10 Step Interview Preparation Plan: The Winning Difference
• 50+ Good Questions to Ask in Interviews
• 45 Questions You Should NOT Ask in a Job Interview

The post Win the Job Offer Even with a Bad Interviewer appeared first on Job-Hunt.

But, that simply is not true. Why?

You still have the offer, the role, and the opportunity if you do not negotiate.

Potentially leaving money on the table might be a “mistake,” but it is not the worst mistake you could make.

People make even bigger mistakes while negotiating that lead to offers being reconsidered or — worse — rescinded.

Negotiating compensation mirrors game theory. You want to create a win-win approach in order to get the most from your compensation discussion.

Successful compensation negotiations occur when both sides feel empowered, productive, and respected.

But when you don a more adversarial approach, or do not take time to really gauge the employer’s responses, you put yourself in a position of potentially LOSING the offer.

As a compensation consultant, I have created the offers and helped my clients (the employers) negotiate with their new hires. I share this experience with my clients when I help them negotiate.

The Top 3 Mistakes People Make When Negotiating Job Offers

After supporting hundreds of individual clients in their negotiation process – and witnessing the outcomes – I recognize what it takes to succeed.

I also know how people stumble and fall during the negotiation process. Consistently, these are 3 clear tactics that result in poor outcomes for you: no additional adjustments to the offer, a delayed offer because the company decides to keep interviewing, or (yikes!) a rescinded offer.

The top 3 biggest mistakes people make when negotiating offers:

1. Talking too much during the discussion
2. Telling the company how they should be paying employees
3. Missing the forest for the trees when negotiating restrictive clauses

Each one on its own can lead to a lost opportunity to negotiate a term, learn something about your new employer, strengthen your relationship with the company, or close the deal even sooner. All 3 together can be a recipe for disaster.

  Mistake #1: Talking Too Much During the Discussions  

The issue:

Chalk it up to nerves. Some people talk — incessantly — for numerous reasons. In my experience, people who talk continuously are generally nervous.

Sometimes it feels more personable to keep talking, filling in conversation gaps, a way to strengthen the relationship. Other times, people exercise dominance and retain control of the conversation (or try to).

The implications:

As a result of oversharing, the other party (a.k.a. the employer) does not have an opportunity to provide potentially valuable information you might need or want as part of the negotiation process. This information could help you decide if there are other items you would be willing to negotiate and/or accept to sign on the dotted line.

By talking, you are MISSING the opportunity to learn important information – what is important to the company and what is not. This information could help you find a solution that works for both parties when negotiating.

The remedy:

If you know you fall down the rabbit hole when you are nervous, put stops in place to help you breathe and listen. Practice your questions and answers with a friend beforehand.

Get advice on when to stop and listen. Focus on active listening and asking questions rather than providing answers.

Silence is golden and a powerful negotiating tool.

No one likes silence. The other party will be more likely to share and fill in the silence with information you need (rather than you!).

  Mistake #2: Telling the Company How They Should Be Paying You  

The issue:

In this scenario, you tell the companies what they should be willing to pay or, when looking at their revenues and profits, what they should be willing to share.

In this case, you honestly believe you know more about the company than they do…and you are letting them know that.

The implications:

People who try to tell companies what they should be paying — and why — appear self-interested and pompous.

In reality, you cannot decide how much the company is willing to allocate to the bonus pool, equity pool, or other compensation expense. Telling an employer they should be following “market practice” does not prove your point or make your case.

No matter what industry or financial experience you have, “sharing your experience” does not strengthen your negotiating position. In fact, your advice does the exact opposite.

This approach is generally a one-way ticket to a rescinded offer.

The remedy:

The long and short of this approach? Don’t do it.

Focus on the market value of the role, what is important to you in terms of compensation and benefits and the rewards items (base, bonus, vacation, benefits, etc.) you are willing to accept, concede, or negotiate during the discussions.

  Mistake #3: Missing the Forest for the Trees When Negotiating Restrictive Clauses  

The issue:

Restrictive clauses make people uncomfortable. The most common clauses restrict your rights to work for a competitor, to solicit clients, or to poach employees during a specific time period after you leave this employer.

The legal language can be far-reaching and imposing.

The main concern it raises for job seekers? Sometimes the languge is so broad, it seems as though you won’t be able to find employment anywhere for years and years after leaving.

Therefore, people tend to focus on the nitty gritty language, deleting legalese and clauses left and right in order to protect themselves.

The implications:

You don’t appear to understand the business need of the clause: to protect the employer. Instead, you appear self-interested and difficult.

The remedy:

Articulate your understanding regarding each clause’s importance.

Focus only on the terms or phrases that give you the most angst, and ask if the company can redefine the terms rather than slashing and burning the language.

Make sure the company understands that you recognize their business need to be protected, but you want to balance their need without severely limiting your future employment opportunities.

The Bottom Line on Job Offer Negotiation Mistakes

The biggest mistakes when negotiating compensation are made during the negotiation process. At best, these mistakes sprinkle a layer of doubt in the company’s mind about whether you are the right hire. At worst, these mistakes can lead to offers being rescinded. Focus on developing a long-term relationship with your potential employer based on trust and respect. If you do, you will create a win-win solution when discussing compensation.

More About Successful Salary Negotiation

• Guide to Salary and Compensation
• 5 Steps to Negotiate the Best Job Offer
• What to Expect in a Job Offer
• Very Important Elements of Your Compensation Negotiation
• BEFORE You Accept a Job Offer, Know the Details!
• Winning Negotiation Strategies for Your New Job (free ebook)
• Salary Negotiation Strategies for Stay-at-Home and Working Moms
• Answer This Interview Question: What Is Your Current Salary?
• Answer This Interview Question:What Are Your Salary Expectations?

About the author…

Stacey Hawley is a salary and compensation consultant and career coach. She helps companies reward and recognize their people effectively and helps individuals like you earn more money. You can connect with her on LinkedIn, Twitter, or via her website.
More about this author…

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