Unlike “hard” questions (“If you could be any kind of tree…”), situational interview questions are designed to give the interviewer more information about you. And they’re an excellent opportunity to sell yourself to the interviewer. Here’s what you need to know. 

What Are Situational Interview Questions?

Situational interview questions, also known as behavioral interview questions, are nontechnical questions all about you! Specifically, these questions probe how you have handled or might handle a situation you’ll encounter on the job. Often, these questions start with:

• Tell me about a time when…
• Have you ever…
• How do you deal with…
• What do you do when…

When you hear these phrases, you know a situational question is coming next.

Why Do Employers Ask These?

It might seem a bit odd to ask these kinds of questions. For example, if a hiring manager asks, “How do you deal with angry customers?” it’s unlikely you’ll say, “By throwing them out of the store” or “Hanging up on them.” 

However, there are two reasons why employers ask situational interview questions. First, past behavior is often a good indicator of future behavior. Asking how you’ve handled a past situation gives the employer a better idea of how you’ll probably behave while working for them.

Second, situational interview questions are also a great way for the hiring manager to see if you have the specific skills or traits they’re looking for in applicants. Using the above example, you might focus your answer on your conflict-resolution skills and talk about how you listened to the customer to better understand their concern, then worked with them to find an agreeable solution.

How Do I Answer Situational Interview Questions?

Situational interview questions are a fantastic opportunity for you to tell a detailed (but brief!) story that illustrates your skills and can help the employer understand why they should hire you over the other candidates.

One of the best ways to answer these questions is to use the STAR method. STAR stands for Situation, Task, Action, Result. Using this method can help you not only explain which skills you possess but how you would put them to use on the job.

In brief, you explain:

• The Situation you faced
• The Task you needed to accomplish
• The Action (or actions) you took to complete your task
• The Result your action had and what that meant for the company

Situational Interview Questions and Answers

So, what does all of this look like in action? We spoke to the career coaching team at FlexJobs to get their expert insights into why employers ask these questions and how to answer them.

Tell me about a time when you disagreed with a coworker or manager. How did you handle it?

What the employer is trying to find out: Toni Frana says, “An employer is trying to understand your communication style, particularly in a potentially awkward or difficult situation.” And as Tracy Capozzoli points out, “The employer is trying to ascertain your ability to build and nurture relationships using communication and problem-solving skills.”

Answer: “A coworker and I were working on a presentation and had a hard time agreeing on what information was best to share. It was important that I understood exactly where my coworker was coming from, so I asked a few clarifying questions. From there, we were able to reevaluate the objectives of the presentation and reports we both felt were essential to include. The result was a highly successful presentation. The leadership team thanked us for providing detailed and accurate information, allowing them to make more informed decisions about critical organizational objectives.”

Tell me about a time you failed at work.

What the employer is trying to find out: Frana says that the employer is not trying to learn about your failures. Rather, “they are trying to see what you learned from an experience where you failed.” She advises job seekers to highlight what they learned and what they would do differently when faced with a similar situation.

Answer: “I was responsible for [X] project. While the team worked well together, we encountered several unexpected obstacles, including [Y and Z]. As a result, we missed some deadlines [or missed this goal]. Even though we didn’t have the outcome we hoped for, we debriefed and reflected on what happened. The team then put processes and procedures in place [include an example] to ensure something like that didn’t happen again.”

How would you approach a task you’ve never done before?

What the employer is trying to find out: The employer is trying to understand how you face the unknown. There may be times you’re assigned a task you don’t understand. Do you ask for help or go it alone? What’s your game plan for difficult tasks?

Answer: “First, I would evaluate why this task is important and what overall purpose it serves. Then, I would do some research to identify who I might need to speak with, including people who have done this task or might have the skills to help me. I would also do some independent research into how to do it. Lastly, if I felt stuck, I would reach out to my manager to clarify any lingering questions. Once I completed the task, I would try to gain feedback about my performance, so I could know what to improve in the future.”

How do you deal with conflicting deadlines from different managers?

What the employer is trying to find out: Keith Spencer says that the employer is trying to figure out how you manage multiple priorities at the same time. So, talk about how you prioritize tasks and block off time to work on them.

Answer: “First, I examine all the assigned tasks and estimate how much time it might take to complete each. I also examine how important the task might be. For example, if the CEO wants something by tomorrow, that’s pretty important! Then, I’ll look at due dates and work backward on my calendar to see how much time I’ll have each day for each task and block off that time to devote to the task. Finally, if I see there are conflicts or just too much to do, I’ll talk to my manager and see if any of the deadlines are flexible or ask if there’s anyone who can help me out.”

Tell Me About…

Situational interview questions seem difficult—at first! But once you understand why the interviewer is asking it, you’ll be able to formulate an answer that demonstrates you’ve got the right skills and experience for the role!

The post How to Answer Situational Interview Questions (Example Answers) appeared first on Job-Hunt.

One interview question that doesn’t seem to come up often is, “What makes you unique?” However, once you dig into what the question is asking, you’ll find this “unique” question is far more common than it seems.

Why Employers Ask “What Makes You Unique?”

There are two reasons why an employer might ask, “What makes you unique?”

First, it’s likely you aren’t the only applicant the company is interviewing for the role. And it’s equally likely that all the candidates are similar in background, education, and experience. So, while the employer is asking you to talk about what makes you unique, what they’re really asking is, “Why should we hire you over the other candidates?”

The second reason employers ask this question is because it’s unique! You may have been expecting and even prepared for, “Why should we hire you?” and the employer knows this. So, by throwing you a curveball, the employer is trying to measure how well you handle the unexpected and think on your feet!

How to Answer “What Makes You Unique?”

As you formulate your answer, remember that in this case, “unique” doesn’t mean “one of a kind.” For example, it might be unique that you know Morse code. However, it’s unlikely that you’ll need this particular skill for the role. The employer wants to know about the combination of skills and experience that only you possess and how you will use them to benefit the company.

Your answer needs to be specific to the role without being generic. Saying you’re unique because you have top-notch communication skills isn’t, well, unique. And while saying you have top-notch communication skills because you know Morse code is very unique, it’s probably not relevant to the role.

However, saying you have top-notch communication skills because you’ve spent the last few years creating press releases that increased traffic to the company website by 44% is unique, compelling, and specific!

Lead With Confidence

You might have a lot of skills or traits that make you unique. So, pick the one skill or trait you’re most confident talking about.

This doesn’t have to be a hard skill. You could discuss a soft skill or even an aspect of your personality that will help you excel in the role. For example, if you’re interviewing for a customer service role, you might choose to highlight that you’re an excellent listener or have an uncanny ability to understand where people are coming from.

Relate Your Uniqueness to the Role

Then, talk about how this skill or trait is relevant to the role. Using the example above, you could explain that being a good listener is essential in a customer service role because you recognize that often when people call, they are angry. Angry people usually want to be heard, and you have no problems hearing them out and being sympathetic.

How Will This Benefit the Employer?

Finally, explain how your unique ability will benefit the employer.

As a good listener, you’re able to hear what the customer is saying, and you take that information to soothe the customer and help them find a solution. This can help retain that customer and even turn them into a loyal, repeat one!

Sample Answer for “What Makes You Unique?”

Here’s what the pieces look like together:

One thing that makes me unique is that I’m a fantastic listener. This serves me well as a customer service agent because I can listen sympathetically to the customer and help them understand that I’m here to help. I’ll then work with them to find an agreeable solution. In my current role, I’ve received a five-star rating at least 98% of the time, with the majority of the customers saying that they were satisfied with the outcome and willing to recommend us to others.

As Unique as You

While there’s only one you, the other candidates may be pretty similar to you. Help an employer understand why they should hire you by talking about your uniqueness in a way that explains why you’re the best person for the role!

The post How to Answer “What Makes You Unique?” In a Job Interview appeared first on Job-Hunt.

Relocating and job searching at the same time seem daunting enough that you may just skip the job search until the last box is unpacked. But you can connect with an employer willing to hire you from afar if you mention your relocation in your cover letter the right way.

How to Mention Relocating in Your Cover Letter

Most cover letters are “standard.” You talk about your skills and experience and give concrete examples of how you’ll put those to work for the employer. But when you’re relocating, you need to reassure the employer that you won’t leave the area (and job!) in a few months or even a year. Here’s how.

Talk About the Town

Explain where you’re relocating by naming a specific town or the general area. Why? Consider California. It’s one thing to say you’re relocating to the state for the sunshine. But it’s another to say you’re relocating to San Diego, California, when you’re applying to jobs in San Francisco, California!

Make your intended location clear so the hiring manager has a better understanding of why you’re applying for the role when you don’t live there yet.

Mention Your Ties

In addition to mentioning where you’re moving to, mention any ties you have to the area.

It could be that you have family in the area or that you’ve bought a house or signed a lease. Whatever it is, use that information to demonstrate you’ve got a reason to stay put for the long haul.

Give a Time Frame

Explain when you’ll be moving or how open your schedule is prior to relocating. This can help the employer understand when you’ll be available to interview and start the job. If you have specific dates, throw those in. And if you don’t, that’s OK. You can give a range, like “end of May” or “mid-October.”

If it’s in your budget, mention that you’re willing to travel to in-person interviews at your own expense. Or, mention that you’ll be in the area over the next few weeks or months attending to other business and could arrange your schedule to be available for an interview.

That said, if you can’t afford the travel, do not worry! You can interview online before you relocate or in person once you get there.

Do You Include an Address?

In general, it’s OK to omit your address from your resume. However, if you think mentioning you signed a lease or bought a home isn’t enough to sway the employer, you can include your local address in the contact information.

More: Should You Put Your Address on Your Resume?

Where to Mention Your Relocation

So, that’s the “how” part of the equation. Now, for the where. Should you mention your relocation at the top or bottom of your cover letter?

Near the Top

Mentioning your relocation at or near the beginning of your cover letter puts that information front and center. If that’s your preference, include the details in the second or third paragraph.

Start with the introduction to your cover letter and explain why you’re applying to this role. Then, bring up your move and that this job fits into your career and relocation plans.

Toward the Bottom

It’s also acceptable to include the information at the bottom of the cover letter, usually between your final paragraph and before the closing.

The advantage of this placement is that it puts the focus on your skills and experience before the topic of relocating ever comes up. This helps reinforce that you’re a fantastic candidate for the role and could calm any fears about hiring you.

Movin’ On

Knowing you have a job waiting for you after you move can make everything before the move a little less stressful. Use these tips to craft a cover letter that helps the hiring manager understand not only why you’re applying but also why they should hire you!

The post How to Mention Relocating in Your Job Search and Cover Letter appeared first on Job-Hunt.

You may be wondering if cover letters are necessary these days. After all, your resume explains most if not all of your work history. What else could an employer need?

Well, like many things, it depends! Sometimes cover letters are necessary, and sometimes they’re not. Here’s how to figure things out!

Are Cover Letters Really Necessary?

In general, yes! While there are a few times you won’t include a cover letter with your resume, more often than not, the hiring manager expects one—even if they never read it. Because it’s still expected, including a cover letter demonstrates that you’re a true professional that’s serious about the job.

Why Cover Letters Still Matter

Tailoring your cover letter to the job and role you’re applying for takes time but is well worth the effort. Here’s why cover letters still matter!

Expands Your Resume

Your resume is a one to two-page summary of your skills and experience. And because your resume is a summary, you probably can’t include everything you want to share with the employer.

Think of the cover letter as a bonus resume page. It’s an excellent opportunity to sell yourself by highlighting accomplishments that didn’t fit on your resume. You can also include additional keywords from the job posting that could help your resume rank higher in the applicant tracking system (ATS).

Gives Your Resume Context

While your resume is a brief, concise, and clear summary of your professional history, sometimes you need to explain certain aspects of it. For example, if you have gaps in your employment history or are changing careers, your resume may not make sense to the hiring manager.

That’s where your cover letter comes in! It can give your application context when your resume alone can’t—like when your work history is in accounting, and now you’re applying for a social worker role. Your resume can’t explain what motivated your change and what you’ve done to prepare for it, but your cover letter can.

Showcases Soft Skills

Hard skills are often required for some jobs, but employers are always looking for applicants with soft skills. And while you can include a bullet point on your resume about your communication skills, your cover letter is the perfect place to demonstrate your written communication skills!

You can also use the STAR method to describe how you’ve used your other soft skills in past roles. This can help the employer understand how your soft skills will help you excel in the role.

When You Shouldn’t Include a Cover Letter

Cover letters aren’t necessary for every application, though. Here’s when you should skip it.

When the Posting Says So

Some job postings specifically say “no cover letter.” If that’s the case, don’t include it. If nothing else, not adding a cover letter demonstrates that you read the entire job posting and can follow instructions. 

Including one could make it appear that you’re “sneaking” something in or are trying to stand out by not following the instructions. While this could work in rare cases, it’s unlikely, so you’re better off spending your time customizing your resume to the role.

When There’s No Place for It

Many employers rely on an ATS to gather, sort, and rank applications. Employers can customize the settings, so some include a separate field for your cover letter, but some do not.

When you see a field for a cover letter, you should include one, especially when it says cover letters are optional! But what happens if there’s no field for a cover letter and the job posting doesn’t specify that you shouldn’t include one?

Start by double-checking the job posting to see if cover letters are optional or required and how to submit one. Sometimes that information is buried in the posting. Then, double-check the entire page to see if the cover letter field is at the very bottom of the page or on a sidebar.

If you cannot find a cover letter field and the job posting doesn’t give specifics about a cover letter, think about whether or not it’s worth the time and effort to create one.

Consider how large the company is. If it’s the kind of place that likely gets hundreds or even thousands of applications for a single role, you can probably skip the cover letter. It’s possible hiring managers don’t bother reading cover letters, and you’d be wasting your time creating one—the thought being that if the hiring manager truly wanted one, there’d be a cover letter field.

However, if you feel it’s necessary to include a cover letter for whatever reason and the posting doesn’t say not to include one, make the cover letter the last page of your resume file. This ensures that the ATS parses (as in, reads) your resume correctly and ranks your application accordingly. 

Mostly Necessary

More often than not, you should include a cover letter with your application. It can demonstrate that you’re serious about the role and is a fantastic way to sell your skills and abilities outside your resume.

The post Are Cover Letters Necessary? appeared first on Job-Hunt.

What also matters is how you handle the situation. Do you rant and yell and scream until you get your way? Or, do you agree with everyone and everything to avoid uncomfortable situations? Employers are likely to ask interview questions that get at the heart of how you handle workplace conflict. Here’s how to prepare and answer the question with grace.

Why Do Employers Ask How You Handle Workplace Conflict?

When an employer asks you how you handle conflict at work, they’re trying to understand which soft skills you possess and how you use them. They’re also assessing how you may or may not fit in with the company’s culture and the rest of the team.

How do you deal with sticky situations? Do you leave your ego behind and work with others to find a mutually acceptable solution? Or, does your preferred communication style cause team members to shut down and not want to work with you?

Likewise, the employer is evaluating how much of a team player you are. Not everyone always gets along or agrees, but how do you navigate the situation? What happens if the final resolution is something you don’t like or disagree with? Will you fight and push back on every little decision? Do you let things go because that’s what was decided? Or, do you run away from conflict, preferring to “go with the flow” instead of pointing out when a decision may not be the right one?

Your answer will give the employer insight into how you handle all kinds of situations on the job and how you may approach difficult scenarios with coworkers, bosses, clients, and outside vendors.

Variations on a Theme

You may encounter several variations of the “how do you handle conflict” question. And while your answer needs to “fit” the situation, they’re all getting at the same thing: what are your conflict-resolution skills, and how do you use them? Be prepared to answer any or all of these questions in an interview:

• Tell me about a time when you had to work with someone difficult. How did you handle it?
• Have you ever disagreed with your manager? Why? What was the outcome?
• What is the best way to handle conflict at work?
• How do you deal with a client/customer that’s being belligerent or demanding?
• How do you work with difficult coworkers?

How to Answer “How Do You Handle Workplace Conflict?”

Your answer should address the specifics of the situation. For example, how you handle conflict with your boss likely isn’t the same way you handle conflict with a client. Keep the specific question in mind as you craft your response.

That said, use these three tips no matter the situation to help you answer the question like a pro.

1. Speak Objectively and Without Blaming

Use neutral language to describe the situation and parties involved. Instead of saying, “My coworker kept dropping the ball,” you could say, “My coworker was having trouble meeting deadlines, which put the project timeline at risk.” This clearly explains the situation without pointing fingers. Even if the situation was someone else’s fault, this is not the time to discuss it!

The exception to this rule is when you’re taking ownership of your errors that contributed to the conflict. For example, you could say, “I was increasingly frustrated with my coworker’s inability to meet deadlines, and I snapped at them a few times.”

Don’t worry about looking bad in this case. You’re acknowledging your behavior and will explain how you’ve changed since this incident.

2. How Did You Resolve Things?

Then, discuss how you resolved the situation. Did you apologize to your teammates for your terse responses? Did you help your colleague set up better task management so they didn’t fall behind? Did the whole team get together and brainstorm solutions?

Be as specific as you want without taking credit for the entire situation or blaming anyone else. Saying you single-handedly solved the crisis could come across as unrealistic or egotistical. Likewise, blaming other people could seem defensive.

3. What Did You Learn?

Finally, talk about what you learned from the situation. Did you discover that you take over tasks when you’re frustrated? Are you learning how to step back and let others do their thing? After reflection, maybe you realize your verbal communication isn’t as crisp as it could be, so you’re working on that.

It’s OK if you haven’t figured it all out yet. The point is to stress that you learned from the situation and are growing and improving.

What If You’ve Never Had a Job?

You’ve likely encountered many conflicts in your life, even if you didn’t recognize it. That means you probably possess the conflict-resolution skills you need to succeed at work.

Talk about that time you were involved in a group project, and no one could agree on what direction to take. How did you help the team come together and collaborate on a plan? How have you handled a teacher you didn’t get along with? Or, flip the script and talk about how you were an upset customer dealing with a cashier.

Getting Along

While it would be fantastic if everyone at work got along all of the time, the reality is that there will be some conflict. What matters, though, is how you resolve it. And employers are looking for applicants that consider a problem from all sides and work together as professionals to figure things out!

The post How to Answer “How Do You Handle Working With Difficult People?” appeared first on Job-Hunt.

While you have a whole page to talk about why you’re the perfect fit for the role, coming up with something other than “please accept my application for…” can be kind of tough! But we’re here to help you out with some creative solutions for writing your cover letter introduction.

How to Start a Cover Letter 

1. Kick Off With Passion

One great way to start your cover letter is by talking about your passion for the job. This helps the hiring manager see you as someone who cares deeply about the role and is more likely to be engaged with the position and the company for a long time.

Example: I wrote my first short story when I was six and branched out into chapter books by the time I was 10. The following year, I used the family printer to self-publish and distribute my biography to everyone I knew. Though my early years of publishing did not lead to a six-figure book deal, I’ve always enjoyed writing fantastic content and sharing it with the world.

2. Mention Your Enthusiasm

The job may not be the only reason why you’re applying. You may strongly identify with the company’s mission, or perhaps you used its products and services in the past. If that’s the case, call it out in your cover letter introduction, as the company is more likely to hire someone who “gets” what they’re doing.

Example: I’m a long-time user of [product name]. It’s helped me create powerful presentations that clients connect with. Thankfully, creating these stellar presentations does not require a lot of technical skills, and I’ve come to rely on the simplicity of the product to make my job easier. It’s not often I get to work for a company that’s created a product I use almost every day, so when I saw the opening for the [name of position], I had to apply!

3. Describe Your Accomplishments

Talking about what you’ve achieved in past roles helps the hiring manager picture you in the role achieving similar goals at their company! Use the start of your cover letter to highlight one accomplishment that demonstrates you’re a fantastic candidate for the job.

Example: I’ve spent the last seven years optimizing my company’s website. My hard work and attention to detail have resulted in a 78% increase in year-over-year traffic (not to mention a 45% increase in sign-ups). I’m looking for my next challenge, and I believe I’ll find it at [company name] as your [name of position].

4. Drop a Name

This isn’t like name-dropping during an interview. In your cover letter introduction, mention a company contact if you have one. Hiring managers are much more likely to consider you for a position if someone who works there drops your name! Just make sure you and your contact are on the same page before you proceed!

Example: [Contact name] and I worked together at [X] company. It was the first job for both of us right out of college! We learned a lot, and even though we’ve both moved on, we’ve kept in touch. [Name] recently reached out to me about the opening for [name of position]. Hearing them describe the job and talk about the company, I knew I had to apply.

5. Tell a Story

Telling a story about yourself is a great way to bring a bit of your personality into the cover letter. You can even consider adding some humorous elements. But since not every company has the same definition of “funny,” do a deep dive into the company’s culture as part of your research before you take the humor route!

Example: I started college majoring in undecided with a minor in partying. After several tries, I finally settled on communications and ended up in a career writing press releases for a small pharmaceutical company. The job was stable and paid the bills, but after a few years, I realized I missed the party aspect of my old minor. That’s why I’m very interested in the event planning role with [company name]. It’s the perfect mix of everything I learned in college.

6. Short and Sweet

Sometimes, none of the above suggestions work. For example, if you’re applying for a role as a lawyer or at a bank, you may want to go with a straightforward opening and use the rest of your cover letter to discuss why you’re qualified for the role.

Example: I’m applying for the position of [name of role with company name]. I’m confident that my [X] years of experience in [name of career field] will be an asset to your team.

Get the Ball Rolling

Here’s one more tip: save the introduction for last! Instead of worrying about how you’ll start, jump right into the “meat” of your cover letter. You might be surprised to find that the introduction writes itself after that.

The post How to Write a Cover Letter Introduction (Examples) appeared first on Job-Hunt.

Whether you’ve always known what you want to do or still have no idea, you may not know where to look or how to find entry-level jobs. Don’t fret! We’ve got you covered. Here’s your guide to finding your first real job!

What Is an Entry-Level Job?

An entry-level job is for people who don’t have a lot of professional experience. These jobs give new hires the support and training they need to grow and advance their careers. Employers will often give entry-level hires training, access to mentors, and opportunities to take on projects that expand their skills.

Though career changers might have a lot of professional experience, they often don’t have professional experience in their new field. An entry-level job is often the perfect solution for them because while they possess some skills, they don’t have all of them and can’t take advantage of the support and development the employer offers.

Do I Need Any Professional Experience?

Theoretically, no. However, many entry-level job seekers may encounter job postings that require some job-related experience.

So, how do you get the experience to get the job when you don’t have any experience? Though you may not realize it, you probably possess some of the skills the employer is looking for. These are your transferable skills, and they are the skills you use in any and every job, even if you didn’t learn them from a job!

For example, if the job posting states that applicants should have “some project management skills,” think about a time when you managed a project. Were you part of a group project in school? Did you help keep things moving? Maybe you created a task timeline or helped teammates overcome challenges they encountered. These are project management skills (not to mention collaboration skills!) you can highlight in your cover letter and resume.

How to Find an Entry-Level Job

While graduation season is often the best time to look for and find entry-level jobs, these kinds of jobs are available all year round. Here’s how to find an entry-level job no matter when you’re job searching.

Beyond Your Major

When you’re fresh out of school, you might think you have to look in a specific field to find entry-level jobs related to your major. While that’s a good place to start, sometimes looking in career fields outside your major can help you find jobs that are still a great fit for you.

For example, if you majored in anthropology, you may think you have to look for anthropologist jobs. But that career category likely has limited job openings. So, think about all the skills you gained while studying anthropology and how those skills can transfer to another job.

More: How to Answer “What are Your Career Goals?”

You likely flexed your data collection skills, so look for jobs that allow you to take advantage of those. And you probably did a ton of research and writing, so jobs requiring research and writing are probably right up your alley. Looking beyond what you studied and expanding your search to include your skill set can introduce you to jobs and fields you would never have thought about.

Create and Use a Plan

Graduation season is a busy time, so it’s easy to let your job search sit on the sidelines. To make sure you don’t neglect it, create and use a job search action plan to keep your search on track and keep yourself accountable.

Set up goals and milestones for every day, week, and month of your job search. Then log and track everything you do and don’t accomplish. This gives you a record of what you’ve done and what you have to do. It also gives you a record of everything you’ve accomplished along the way to help lift your spirits should your job search get frustrating.

Get Experience 

Even though your goal is a full-time, entry-level job, don’t overlook part-time roles, internships, or volunteering. While these types of jobs don’t pay as much (or at all), it’s an excellent way to build the skills you’ll need for your full-time role and hone your transferable skills. Plus, taking on something that isn’t a full-time job gives you the opportunity to test-drive the role. You never know! You may discover you love the job and choose to follow that career path.

Attend Job Fairs

In-person and virtual job fairs are often designed for entry-level job seekers. Hiring managers attending school job fairs understand that anyone approaching their booth likely doesn’t have much professional experience.

And if you’re not in college, that’s OK. There are plenty of public job fairs that often have entry-level job openings no matter what you’re looking for.

Use Your School

Along with job fairs, schools often have an alumni association and career services office to help you with your job search. They can connect you with companies that are hiring in your major (or outside of it), put you in touch with alumni willing to mentor you, and even offer career coaching and counseling to help you figure out what comes next for you when you don’t know where to start!

Use Job Boards

Job boards are, of course, a great way to find all kinds of jobs. And of course, there are all kinds of job boards. The “big” boards are the obvious place to start your entry-level job search. However, because they are big, many job postings get tons and tons of applications. Make sure you customize your cover letter and resume to help explain why you’re a great candidate for the role and to help you get past the applicant tracking system (ATS).

In addition to the big boards, consider using smaller, niche boards. These boards tend to specialize in a specific field or type of job. While you’ll see many of these openings posted on the big boards, you won’t have to filter and sift through all the job postings just to find the few you’re interested in.

So, if you know you want to work at a startup, try searching on job boards that specialize in those kinds of postings. If you know you want a flexible job, limit your job search to boards that only post flexible openings.

Check Social Media

Many companies have a social media presence. In addition to using it to sell themselves, companies often use their social media accounts to connect with candidates and post job openings. Sometimes the opening is announced on social media before it hits job boards, so follow the accounts of companies you’re interested in working for.

Following a company’s social media is also a great way to get a behind-the-scenes look at what it’s like to work there. You can see what its culture is like and figure out if you’d be happy.

Network

It’s often said that it’s not what you know, it’s who you know, and this adage still applies to job searching. If you haven’t already created a LinkedIn profile, set one up and start networking with others. Reach out to friends you’ve met at school, and consider connecting with teachers.

But don’t overlook in-person networking events. These are often run by your alumni association, professional groups, or others and are a great chance for you to meet people in your field and learn more about what it takes to get an entry-level role.

The Next Big Thing

Starting your first “grown-up” job is a big deal. Of course, you have to find it first! Following the tips in this guide will help you get started and connect with a job as quickly as possible.

The post How to Find Entry-Level Jobs: A Complete Guide appeared first on Job-Hunt.

Salary negotiations should be a flexible, collaborative process based on facts and figures, not emotions and desires. Of course, for many, that’s easier said than done! But staying calm, cool, and collected during salary negotiations will help you reach a mutually satisfactory agreement with the employer.

Whether you’re negotiating in real time or over email, or as a potential new employee or a current one, here are a few phrases to help you keep things on track.

What to Say During Salary Negotiations

1. Is that number flexible?

Some companies have strict pay bands they have to follow. Others have smaller budgets and little to no room to negotiate.

The thing is, you won’t know unless you ask! When negotiating your salary with an employer, ask if the pay range is flexible. You might get a “yes,” “no,” or “maybe,” but knowing whether or not the employer has any flexibility can help guide how you approach the process.

2. My research shows…

Researching the average salary for your position before you start negotiating helps you better position your arguments. You should know the market rate for your title, as well as the market rate for someone with your skill set, years of experience, and even your location.

When you frame your points with research, it demonstrates that you understand the overall market in your industry and aren’t pulling numbers out of thin air. And it shows you’re basing your request on objective facts and statistics, not your desires.

3. Now that I know more about the position…

The job description seemed like the perfect match for you, and after learning about it, it still is. However, you’ve also learned it requires more travel or technical skills, for example, than you realized.

You still want the role but have a different idea of what the compensation should be. Explain that because there’s more of [X] involved, you think [Y] would be the right salary. Even if you discussed salary early on and cited a lower pay range or the pay range was disclosed in the job posting, you can still invoke this phrase (along with specific details) to lead into why you should be paid more.

4. I am excited by this opportunity…

A salary negotiation shouldn’t be a battle of wills to see who wins. It should be a collaborative process between employer and employee (or potential new employee) to come to a mutually agreeable salary.

While money is important and may be the deciding factor for you, when you talk about your excitement for the role, you’re making it clear that your motivation for applying and accepting is about more than just dollar signs. You’re signaling that you’re truly interested in the role because of everything it has to offer.

5. I would be more comfortable with…

Because a salary negotiation should exclude emotions, stay away from words like “want” or “need.” Though you may want or need a specific salary, stating it bluntly (“I need [X] salary to work for you”) could be a real turn-off to the employer and might even come across as adversarial.

Though “comfortable” may also imply want or need, it’s a less aggressive word and can help reinforce that you’re willing to work with the employer and be flexible.

6. Can I have a few days to think about it?

No matter what the offer is or where you are in the negotiating process, asking for some time to think about it gives you a chance to walk away and evaluate the whole package. Even if the offer seems like it’s beyond your wildest dreams, it may not be once you take a step back.

Taking a day or two to consider things and dig into the details can give you a chance to respond thoughtfully and professionally. And if the employer says no, consider that a red flag.

7. What about [X] instead?

While salary is likely a significant consideration for you, sometimes employers just can’t go any higher on salary. Fortunately, there’s more to compensation than money!

Consider asking for extra vacation time, flexible hours, or anything else that is as valuable (or more valuable) to you than salary. You might be surprised what the employer is willing to negotiate on outside of pay, so give it a shot! 

Facts and Figures

Salary negotiation of any kind should always be rooted in facts and figures, not desires and emotions. Choosing the right words and phrases can help you stay objective and open-minded throughout the process, increasing the odds that you and the employer both walk away from negotiations satisfied.

The post What to Say When Negotiating Your Salary (Examples) appeared first on Job-Hunt.

That’s where stipends come in. These cash payments can help you cover your expenses while you learn new and invaluable skills. Here’s everything you need to know about stipends.

What Is a Stipend?

In general, stipends are small, fixed amounts of money given to offset expenses when you aren’t eligible for a regular salary, like when you’re an intern, apprentice, or teaching assistant.

A stipend helps pay for expenses while you gain valuable career experience. 

Some employers offer stipends as part of the fringe benefits package for their staff. These stipends also defray certain costs but are a perk above and beyond your regular salary.

How Do Stipends Work?

Stipends cover general living expenses, like food, housing, and travel. They can also be used for specific activities (like research) or to cover equipment (like a laptop).

Because stipends are not considered wages, they are not subject to the Fair Labor Standard Act (FLSA) rules on minimum wages. Depending on how many hours you work, your stipend could equal less than the required minimum wage per hour.

A stipend is often distributed like a paycheck in that you receive weekly, biweekly, or monthly payments. You may also receive a lump sum at the beginning or end of your work or training.

Stipends For Employees

Some employers offer stipends as part of their fringe benefits package. Like other stipends, these offset employee expenses. For example, your employer might offer a travel stipend to defray the cost of public transportation. Or, they could offer a stipend for a gym membership to encourage staff to stay in shape.

An employee stipend is different from an employee reimbursement. Reimbursement amounts vary based on what you spend, while stipends are a fixed amount set by your employer.

Are Stipends Taxed?

Yes and no. Because the IRS does not consider a stipend earned income, your employer does not have to withhold Social Security or Medicare taxes for you. However, depending on the specifics of your stipend, it may be considered taxable income, which means you may need to pay taxes on the total amount. This is true even if the stipend is part of your employer’s benefits package.

How Are Stipends Different From a Salary?

Stipends help you pay your bills while you learn and practice valuable career skills and are not meant to be a primary source of compensation. Because stipends are fixed amounts, you can never increase it no matter how well you perform your tasks.

A salary is payment in exchange for performing your job. It is meant to be your main source of compensation because you have the skills, education, or experience to do the work. While your salary is a fixed amount, you often have the opportunity to increase it through raises or cost-of-living adjustments. And because your salary is considered earned income, your employer must pay taxes on your behalf, and you must be paid at least the minimum wage.

A Little Help

Ultimately, a stipend is a bit of financial support to help you pay for living expenses while you grow and practice your new skills. Stipends may not be much, but they can help you cover costs while you take your career to the next level.

The post What Is a Stipend? How It’s Different From a Salary appeared first on Job-Hunt.

Only, something’s come up, and there’s nothing you can do. You’ve got to reschedule the job interview.

Though you may worry that rescheduling will hurt your chances of getting the job, not rescheduling and showing up late or ghosting the interview is not an option. It is possible to reschedule a job interview without burning any bridges. Here’s how!

Valid Reasons for Rescheduling a Job Interview

A valid reason for rescheduling a job interview is when something outside of your control makes it impossible for you to attend. Being sick or having a family emergency are two good examples. Other valid reasons to reschedule a job interview are:

• Your car breaks down
• Public transportation is delayed
• Bad weather (the kind that shuts things down)
• Lack of internet or power (for a virtual interview)
• You’ve accepted a job offer

You can also reschedule a job interview because a different company wants to meet with you at the same time. However, you should only do this if you’re either far more interested in the second job or if it’s impossible to meet with the other company at another time. Professionalism is essential in this situation, as two hiring managers may know each other and share information about candidates.

There are also invalid reasons for rescheduling a job interview. These are things that are within your control and include:

• You forgot you had an interview
• You overslept
• You’re hungover
• You got lost or went to the wrong address

Things happen, but it’s doubtful any hiring manager will accept these reasons for rescheduling a job interview.

Will Rescheduling Hurt My Chances of Getting the Job?

Provided you follow the below steps, rescheduling the interview shouldn’t hurt your chances of getting the job. It’s far better (and more professional) to reschedule than skip out on the interview. However, you only get one reschedule! If you have to reschedule a second time, the hiring manager may doubt that you’re truly interested in the job.

And if you do have to reschedule, use it as an opportunity to learn more about the company. If the hiring manager seems annoyed or put off by rescheduling, if they can’t fit you in for several weeks (or months!), or if they flat-out refuse to reschedule, take note! All of this could signal how flexible or accommodating your future employer might or might not be.

How to Reschedule Your Job Interview

If you have to reschedule a job interview, here’s how to do it without blowing your chances of getting the job.

Reschedule as Soon as Possible

The best time to reschedule the interview is as soon as you know you have to. While some things happen at the last minute, try to give the interviewer a heads up as soon as possible.

Start by phoning the person you’re meeting with (or your contact person at the company). Calling can often be faster and more direct than other communications. If you can’t reach your contact, leave a voicemail, then follow up with an email or even a text message if that’s been a communication channel.

Apologize, Then Explain

Even though the circumstances are outside of your control, apologize for rescheduling. The interviewer blocked off time in their schedule for you, and you want to acknowledge that.

Briefly explain what’s happened and that you need to reschedule. This is also a good time to reiterate your interest in the role.

Suggest Alternates

Offer some alternative dates and times to meet. You can be specific (“tomorrow at 10:00 a.m.”) or a little more vague (“tomorrow morning between 9:00 a.m. and 11:00 a.m.”). Try to reschedule your interview for the next day (or close to it). The one exception is if you’re ill. You may want to give yourself a few days to recover.

Be Flexible

The dates and times you suggest may not work for the interviewer. Be flexible and try to accommodate the dates and times they throw out. That may be the only other times they are available to interview you.

Thank Them

Thank the hiring manager for being understanding and rescheduling your interview. They are likely just as busy as you are, and a thank you goes a long way toward easing the inconvenience of rescheduling.

Confirm the New Time

Finally, whether you call, text, or email, once you have an alternative interview date set up, send a follow-up email to confirm the date and time. This ensures that you and the hiring manager are on the same page.

How to Reschedule an Interview: Script

Whether by phone or email (or both!), here’s a sample script to help you reschedule a job interview.

Hi, [Hiring Manager’s Name],

[If calling, state your name]

I’m so sorry, but I’m hoping we can reschedule the interview on [date and time of interview]. I’m very excited about the role and want to learn more, but unfortunately [briefly explain why you need to reschedule], and I won’t be able to keep the appointment. These are some other dates and times I can meet with you:

• • [Date and time]
  • [Date and time]
  • [Date and time]

If none of these work for you, please let me know when you are available. You can call or email me at [your contact information].

Thank you so much for understanding, and I look forward to meeting with you.

Take Two

Life happens, and most interviewers understand that. As long as you are respectful and professional, you should have no problem rescheduling a job interview.

More: How to Cancel a Job Interview

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