How Women Can Navigate Male-Dominated Fields - TheJobNetwork

How Women Can Navigate Male-Dominated Fields - TheJobNetworkWho run the world? You know the answer. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Women arent just phenomenal mothers, wives, daughters, sisters and friends any longer theyre also must-have experts in the work environments that were once dominated by men. And while its taking some industries longer than others to catch up, its worth noting that progress has been made. Diverse workplaces benefit the employer, staff, and the consumer in a number of ways. Employers have access to their employees varied outlooks, broad backgrounds and creativity in aufgabe solving. And as women take on challenging roles in once male-dominated niches, theyre learning how to navigate a predominantly male-influenced field. In doing so, theyre helping brands discover how to make the environment hospitable to mora diverse populations and how to make products that speak to varied consumers. This is perhaps most no teworthy in career paths in the STEM sector.In tech, for example, women are changing their work landscape for the better. After all, women arent just working in tech fields. Women are also tech users. Having women in product development and marketing leads to better insights into how to attract and keep female customers. It also helps tech companies gain insights as to what products women need. Hiring for diversity means onboarding different methods and strategies of thinking, as well as the increased capability to understand the pain points of all members of your target demographic, write the experts at Mondo. When you have a diverse staff, youre more able to meet the needs of new users, or better solve problems in your own organization.There is of course still a long way to go. In cybersecurity for example, women have made a huge impact but still make up only 11 percent of the workforce. The reasons for this are abundant, of course. Fewer women graduate with STEM degrees due to a number of factors, ranging from socialization to gender bias, to discrimination. But the problem exists in the workplace itself as well. Many women report having to endure a workplace environment that is akin to a good ol boys club, are expected to work long hours that are not conducive to raising a family, and experience derogatory and sexist comments in the workplace. Corporate culture is often less accessible to women for very clear historical reasons the verfallen workplace was built around the assumption of a nuclear family with a working father and a stay-at-home mom, and for as much as our society has changed, that model is still assumed in workplaces across America, Liz Elting writes for Forbes. The result is a culture that excludes all but a specific type of employee and isnt actually good for anyone.While its not up to women to single-handedly upend systems that are centuries old, there are many things women can do to make their workplaces more hospitable. So how can women best navigate their day-to-day participation in male-dominated fields?Seek out other women for supportFirst, its important that women seek out others in their industry and in their specific job to connect with. Part of the reasons that boys clubs still exist because they offer a valuable asset solidarity. Boys clubs offer professional support, opportunities for advancement, mentorship, and so much moreall of which are worthwhile and useful to women in the workplace.While you shouldnt sequester yourself completely, its highly valuable to be around like-minded women who are going through the saatkorn experiences as you are who can offer these same kinds of benefitsthough its certainly easier said than done. This requires support from the companys female leadership such as it exists, Elting continues. But if you can enlist the right members of management or executive teams, you can begin structuring your own girls club, so to speak, that provides women with our own professional opport unities.Elting elaborates by noting that while this might seem like a forced action, its important to remember that these boys clubs dont exist by accident. They are power structures that were constructed to ensure a certain kind of rolle rises to the top someone who is one of them. Therefore, it only makes sense that while these structures exist in the workplace, that women create the same opportunities for mentorship and advancement themselves.Advocate for a better work/life balanceAs Elting said, many of these male-dominated environments still operate under the assumptions that men are the primary breadwinners in their families. For women with families and work lives, this can cause a problem. In a recent survey by the career site Indeed, work-life balance was was cited by 14.4 percent of respondents as a reason they chose to leave their respective industries. An additional 2.3 percent noted that inadequate parental leave policies forced them to find new lines of work. Of those w ho already have children, 28 percent of women believe theyve been passed up for advancements in their careers because theyre a parent with outside responsibilities. Advocating for more inclusive work policies, such as flexible scheduling, better child care services, maternity leave, and more can help groups of women keep their positions and advance in the workforce. Companies, of course, can work to create these kinds of policies on their own, and its been proven to work. Tech company Alibaba has a workforce made up of more than 40 percent women, and six of the companys founders were female. In 2018, Bank of America was a winner of the AnitaB.org Top Companies for Women Technologists award. IBM has been hiring women since 1899, and they were a winner of the 2018 Catalyst Award, honoring their role in helping women advance in business.By creating cultures of diversity in their workplaces, companies, their employees, and their customers all benefit. Amplifying these diverse voices and supporting those who have previously been unheard in these industries will create bountiful opportunities for generations to come.About the Author Jori Hamilton is a writer from the Pacific Northwest who has a particular interest in social justice, politics, education, healthcare, technology, and more. You can follow her on twitter HamiltonJori.

Teacher Resume Tips

Teacher Resume Tips Resume tips for teachersWhether youre a recent graduate pursuing your first full-time teaching job or a veteran educator, you can benefit from polishing your resume to attract the best job opportunities. Make sure you display the following on your resume, and see our sample resume for a teacherA passion for teaching Showing passion for what you do is important in any field, but in education, this is doubly so, says Candace Davies, owner of A+ Resumes for Teachers. Davies has developed hundreds of resumes for K-12 and college educators.Your resume needs to communicate your commitment to student success, teaching and learning, she says. It needs to show that youre in the classroom for the right reasons.You can demonstrate your passion for teaching by incorporating your teaching philosophy in your resumes career summary.Heres how a music teacher highlighted his passion for teaching in his summary sectionDynamic music educator with five years of experience developing acclaimed instrumental, band and general music programs. Passion for teaching and helping young people grow as musicianscommitted to providing a nurturing environment maximizing the potential of every child. Run positive, focused and energized rehearsals that motivate students to perform at personal-best levels and foster a lifelong appreciation for music.Prominently featured credentials Teachers are in the education business, so it makes sense to use a resume strategy that highlights your academic credentials. You want your credentials, certifications and degrees on the first page under your opening resume profile, says Davies. On your Monster resume, you can incorporate your most important teaching credentials in your qualifications summary, which can be part of your Objective field.Key accomplishmentsTeachers must have strong, accomplishments-based resumes, says Davies. An example is a district with low reading scores that is looking for a teacher to help raise them. A resume tha t shows documented success doing this is certain to achieve sustained interest, she says.Even if youre a recent graduate, you can include accomplishments. Use your practicum/intern experience, and treat it just like a job on your resume, Davies advises, adding that you can excerpt quotes from practicum evaluations or classroom observations.Ask yourself the following questions to uncover your accomplishmentsHave you lumineszenzdiode any in-service training workshops for teacher colleagues? Covering what topics?Have you developed/led any after-school programs or extracurricular activities? Highlight these to show your willingness to meet student needs.Do you have specialty expertise in particular teaching methods or approaches?Do you have a track record of elevating average student scores on standardized tests? If so, by how much?Have you developed creative curricula or lesson plans that were particularly successful or adopted school- or district-wide? What were they? How did they imp rove on what was there before?Have you kept current with your own continuing education?Did you increase parental involvement or strengthen school-community ties? How?Have you been asked to serve as a mentor or peer tutor to new teachers?Have you incorporated any technology enhancements to promote learning across the studienplan? What did you do, and what were the outcomes?Do you have experience teaching in mainstream classrooms or gifted/talented programs? Have you taught special-needs students, at-risk youth, ESL/ESOL learners or some other distinct population?Keyword densityTeachers need to include keywords on their resumes, Davies says. Keywords, which include industry-specific terms, jargon and acronyms, are especially important in todays high tech world, where resumes are scanned and stored in computer databases. When theres a job opening, electronic resumes are sorted and prioritized using keyword search terms.In Davies experience, many teachers assume their expertise in areas like curriculum design, lesson planning and classroom managementall keywordsdont need to be spelled out on their resumes. But thats a big mistake, she says.Were in an era now where most districts want you to post your resume online, advises Davies. And that means theyre scanning them. If you dont have keywords in your document, your resume wont be found in the database.Sample education-specific resume keywordsTeaching and learning, curriculum development, curriculum planning, curriculum design, creative lesson planning, in-service leadership, peer tutoring, peer mentoring, lead teacher, teacher-parent relations, special needs students, gifted/talented students, ESL/ESOL students, student success, testing, learner assessment, technology integration, classroom management, classroom monitoring, discipline strategies, student involvement, parental involvement, instruction, teaching across the curriculum, interdisciplinary teaching approaches, K-12, mainstream, inclusion, brain-based le arning.Get your resume gradedWell, not literally. But before you hand in your resume to a job ad, you should have a fresh set of eyes give it a look. Want help from the pros? Get a free resume evaluation today from the experts atMonsters Resume Writing Service. Youll get detailed feedback in two business days, including a review ofyour resumes appearance and content, and a prediction of a recruiters first impression. Think of it as a little extra credit that could go a long way.Learn mora about education careers.

How We Hired 7 Women in Tech in 3Â Weeks

How We Hired 7 Women in Tech in 3Weeks Not ur team at PowerToFly but thats what we basically looked like during this hiring blitz.Last year PowerToFly, the company I cofounded, welches faced with our biggest challenge yet diversify a tech team with skilleuchtdiode women for a major media company in three weeks. Oh and the positions were in Seattle and New York??already markets where women in tech are in high demand and recruiting teams are crawling all over them.Weve all heard the myriad of excuses when it comes to finding women in tech. The pipeline problem stands out the most. Companies love to say not enough women in tech graduated from computer science programs so therefore they dont exist in the hiring market. But doesnt that sound ironic when you consider that Mark Zuckerberg or Steve Jobs never graduated with a Computer Science degrees? Clearly no pipeline problem there.At PowerToFly we dont use the P word. We look for women who want to work now because we know they are out th ere, especially if companies lebensabschnittsgefhrte with us in the right ways to find them. Its not easy, but we got the job done for the major media company and were working for them again this winter. We cant give away all of our secrets (we wouldnt have a business if we did) but heres a top line breakdown of how we diversified a tech team to have over 50% women on it.1. ur Platform is Built For and By Women??So Women ComeThink about how most career sites are made. They focus on your timeline. Women often have very different timelines than men. We have babies. We leave the workforce to take care of them sometimes. Or maybe we didnt major in Computer Science in college, but we did go to a bootcamp where we learned to code and build products out of the gate. Our PowerToFly profiles ask women to share their stories first and foremost so they can explain why their timeline doesnt look like a thirty-year old Ivy League grads. Employers can scroll down the page for resume info if they want that information too.2. We Called It A Hiring Blitz and Aligned Our TeamsWere a company of almost all women??but we like using war terms like the rest of the business world Our talent management team aligned with our talent acquisition team on daily meeting schedule that welches managed through a project tracker that we all shared. Heres the template you can download. We actually use this template to manage priorities for our senior team every quarter. My cofounder and I go through and approve top level tasks before the start of the quarter to make sure everyone is on the same page.3. We Created Content Highlighting Women Working at The CompanyWere big believers at PowerToFly that you have to see it to be it. Yes, companies run employer branding campaigns to showcase their employees, but how many in depth articles have you read about women in tech working at those companies? As working mothers ourselves we have questions that arent often answered on company sites. How do you ma nage a product pipeline with two toddlers who need to get plektroned up from nursery school everyday? Weve seen it done and we tell those stories to inspire others.4. We Also Focused on Hiring ManagersWhen looking for a job people can find a lot of information about the company but what about the person they will be working with everyday? At PowerToFly we know transparency creates a more efficient hiring process. Theres two reasons why this makes sense one, you want to give people a chance to be prepared for their interview. If they arent, especially, when there is information out there about their potential boss, then thats a flag not to hire them. Second, everyone should have a clear idea who they are working with on day one. If youre expectations are out-matched then your employment history will be short-lived.5. We Promoted Content In Places Where Women AreJob websites act like its still the mid 1990s. Content is all on their site??and not across the social channels where women spend more of their time. How about going to where women are on the social web, especially since they are already overwhelmed? We are big believers in taking opportunities to women instead of asking them to come to us and we do this at PowerToFly for companies through a network of partner sites, womens organizations, Facebook, Twitter, Instagram, LinkedIn groups and a myriad of other places.6. We Invited 400 Women To A Webinar With The Hiring ManagersWe did this for one main reason to measure intent within the candidate pool. As I said in point three, were very insistent that women know who their hiring managers are. We went a step deeper and held a webinar with those hiring managers. After the webinar women raised their hands who wanted to stay in the hiring process. Those who werent interested in what they heard left??everyone saved time. For the record, 141 women expressed interest after the hour-long webinar to work for the media company.7. With 141 Women In The Running, We Star ted The Technical Vetting Process This is where it got interesting. We have Technical Account Managers who focused on code reviews while our Talent Management Team checked in with candidates to see how they felt about the companys cultural principles. Note that we never put ourselves in a position where we could say she isnt a cultural fit. We think thats a proxy-variable for people being able to get away from racism or sexism. Instead we wanted to make sure the women felt comfortable and aligned with the companys internal dynamics.8. We Handpicked 22 Candidates For The Media Company To Review We took over 400 candidates and whittled it down to 22 women for the company to meet. Our goal is to save everyone time??especially women in tech who get pulled in every direction. With those 22 interviews, the interviews began in Seattle and New York. The interview process needed some improvements which we highlighted immediately to the media company. One woman felt that the panel interviewin g her was too male. Another woman felt like a hiring manager barely asked her any technical questions and made his assumptions about her fit based on her appearance. It was our job at PowerToFly to let them know. When we told the hiring manager at the media company he took the feedback and made changes immediately. That was one of the more rewarding parts of the blitz. Real time change for women during the interview process.9. They Hired 7 WomenAnd thats the story.So, have you created a profile on PowerToFly yet? If not, you should. Its time to elevate your value -- get noticed and interviewed by some of the best hiring managers on the planet.Check out the following job openings below at companies we have accepted on the PowerToFly platform because they value gender diversity and inclusion.UX Design Technologist??Volkswagen (Belmont, CA)Senior UX Design Technologist??Volkswagen (Belmont, CA)Backend Engineer, Video Player??Time, Inc. (NYC)Senior Software Engineer, Ad Distribution??Ti me, Inc. (NYC)Solutions Engineer??AdRoll (NYC)QA Analyst??Hearst Corporation (NYC)Automation QA Engineer??Hearst Corporation (NYC)Software Engineer??Hearst Corporation (NYC)DevOps Engineer??Hearst Corporation (NYC)Senior Engineer??American Express (Palo Alto, CA)Senior Engineer, Big Data??American Express (Phoenix, AZ)Java Engineer??American Express (Phoenix, AZ)Senior Data Science Engineer??AdRoll (Remote)Lead User Experience Researcher??AdRoll (San Francisco)Account Executive??BetterUp (San Francisco)Senior Django Software Engineer??Rover.com (Seattle, WA)Senior Product Manager??Rover.com (Seattle, WA)Senior Full Life Cycle Recruiter??Rover.com (Seattle, WA) One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the constructio n industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an e xcellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry bo om, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive vorkaufsrecht for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing . Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

Electrical Engineer Job Description for Resume

Electrical Engineer Job Description for ResumeElectrical Engineer Job Description for ResumeAn electrical engineer designs, develops or modifies electronic equipment or machinery. Electrical engineering can be found across a vast variety of industries including automobile and equipment manufacturers, computer hardware, electronic items and any other industry whose products or services use electricity in some form.Electrical Engineer Job DutiesIf you enjoy working with electronic equipment, have a good understanding of how their components work and would like to be a part of one of the continually advancing industries, you might find the work of an electrical engineer highly appealing. Depending on the nature of the job, some engineers work on the development of products, while others work on ensuring the efficient running of products.Job duties often are1) Designing electrical systems or their components.2) Diagnosing and solving electrical problems with products or systems.3) Instal ling, servicing, calibrating and updating electrical systems.4) Repairing or replacing faulty electrical parts of a product.5) Developing and testing electrical system prototypes or simulated events and making modifications if required.6) Contributing to the compilation of user instructions.7) Conducting inspections to ensure that products or systems are in a safe and usable condition.Create this ResumeElectrical Engineer Knowledge and Skills1) In depth understanding of electronics, electrical systems and mechanical engineering.2) Advanced working knowledge of Microsoft geschftszimmer Suite, AutoCAD and of computer operations in general.3) Familiarity with design concepts, procedures and tools.4) Good problem solving and analytical skills.Electrical Engineer Educational Qualifications and Experience1) A Bachelors, Associates or Masters degree in electrical engineering.2) Experience of 1 4 years is usually the minimum, though it may be more for some jobs.3) Working experience in the specific industry relevant to the position is always beneficial, for example in the power generation or consumer electronic goods industries.4) Certifications and licences favoured include Professional Engineer Licence, Project Management Professional, and Certified Professional Engineer.5) Knowledge of applicable norms and codes relevant to the job, for example, the National Electrical Code (NEC) and other National Fire Protection Association (NFPA) codes.Electrical Engineer Salary and Benefits1) The hourly salary rates vary depending on experience. Those with between 1 and 5 years experience can expect to earn $15 to $30, while those with more experience can earn between $25 and $50. Annual electrical engineer salaries are in the region of $40,000 to $90,000.2) Benefits usually included are medical, dental, paid sick leave and vacation time, 401(k), a flexible work schedule and life insurance.Customize ResumeMore Sample Job Description ArticlesComputer Technician Job Description Data Analyst Job Description Design Engineer Job Description Diesel Mechanic Job Description Electrical Engineer Job Description Elementary School Guidance Counselor Job Description

10 Words or Phrases You Should Never Say in a Job Interview

10 Words or Phrases You Should Never Say in a Job Interview10 Words or Phrases You Should Never Say in a Job InterviewThe quickest way to be eliminated from any new job consideration is to make the ultimate blunder on your job bewerberbewerbungsinterview namely foot-in-mouth disease.Every year there are polls and surveys published about crazy things job candidates say or do in job interviews so it stands to reason that people still havent gotten the message that what you say in an interview counts Not only what you say but how you say it.Here are the top 10 words/phrases you should never say in a job interviewIm so nervousHonesty is elend the best policy when it comes to telling the job interviewer just how nervous you are even if your hands are shaking sit on them or do something with them just dont show them that you lack confidence in your abilities.Money (in any of its forms)Discussing salary at the beginning of your first interview is a big NO NO This will raise a red flag q uickly with a potential employer who will automatically think youre only there for the money. Negotiations should always be done at the end of the interview phase.Mistakes WeaknessesUnless youre asked, never divulge your biggest weakness and automatically bring up mistakes youve made at your current or previous jobs unless you can show them how youve made major improvements so they do not repeat themselves.I needIts not about you repeat its not about you. If all you talk about is what you need, you will be flagged as a needy, high-maintenance person to work with. And never say I really need this job. Employers are looking for someone seeking a long-term career not just a temporary job.What are the perks of the jobIf in the first five minutes of your interview you have already touched on the topic of perks or benefits of the job, you will create the image that youre only there for the bennies not becoming part of the team and ultimately your employers success.My boss is terrib leNegative language in a job interview especially when its your current boss is a BIG red flag for employers. It shows that youre okay with bad-mouthing any company (including theirs) and some interviewers throw this question out there just to test you for that very reason.Im fineIf the job interview says, How are you? how do you respond? Stating that youre fine is so vague, not to mention way overused and it can come off as dishonest or being dismissive. Use another word to describe how you really are. Nothing negativeFoul languageEven though this sounds pretty obvious, there are still those that just dont get that using curse words or slang terms in an interview gives the impression that you are a poor communicator. Even if your interview is over drinks and the atmosphere is very laid back dont use foul language.Im sorryThis has become another filler word i.e. um like just or so and makes you look indecisive or too passive as well as lacking confidence.What about time offWhen y ou bring up this topic in the first interview, you immediately give the impression that youre already contemplating missing work. This is a subject best left for the final interview.Source AOL.com

How to Not Be Nervous When Interviewing for a Job

How to Not Be Nervous When Interviewing for a JobHow to Not Be Nervous When Interviewing for a JobMost people feel at least a little anxious when bewerbungsgesprching for a job. There are several things you can do to make yourself more at ease before and during telephone and in-part job interviews. A Learning Opportunity The most important way to ease nervousness about a job interview is to look at it as a method of determining whether you and the company are a good fit. If you look at an interview only as something you might mess up and thus lose out on a golden opportunity, youre putting too much pressure on yourself. Job interviews should not be about your landing a job no matter what, although its understandable you might feel that type of stress if you really need the income, health insurance, and other benefits. Its more helpful and more realistic to see your initial phone interview and follow-up in-person interviews as opportunities for you to learn more about the company and for the company to learn more about you. The end result for both you and the company should be figuring out whether you are a good fit for the company and the particular job youre applying for. If the culture of a company would make you miserable or if you dont have a skill that is required but wasnt included in the job description, its better for both parties to learn that before you take the job. Company Research Learn as much as you can about the company where youve applied for a job, so it will be clear during interviews that youre a serious candidate. Youll also feel more confident going into interviews with some knowledge you can share with the HR representative and hiring manager. Resume and Cover Letter Review Before the phone interview, its a good idea to look over the resume and titelbild letter you sent. Remind yourself of the skills you offer and the experience you could bring to this job. Have the resume and cover letter handy during the interview so you can refer back to it and also write down any additional selling points you can think of that you might have left out of your application materials. Breathe Take some deep breaths before the phone interview begins and before you head into the office where youll be meeting your in-person interviewers. You can also imagine yourself speaking confidently and intelligently to the interviewer as you inhale and think release or confidence as you exhale. Company Focus During the phone interview and any subsequent in-person interviews, be prepared to share details about yourself, your values, and your skills and experiences. But be sure to emphasize what you could contribute to the company. The HR representative and anyone else you speak with will want to learn more about you but mostly in the context of how you would fit in at the company and how you would add to its success. Questions for the Interviewers Its helpful to have some questions ready for your interviewers, so youll feel prepared, intelligent, and probably even less anxious. You can practice asking the questions at home to get the phrasing right. Make sure that when you leave, you will have enough information to make the right choice should the company offer you the job. If someone from the company hasnt told you enough about the corporate culture, their expectations for you, or the exact role you will play in the company or a specific department, ask for clarification. If youre meeting with the person who will be your boss, ask about their background and how they got to their current role in the company. Ask what they like and what they would change about the company, what their most urgent need is from someone in the job youre applying for, and what previous people who had that job did well and could have done better. Finally, its OK to ask what the next step in the hiring process would be and when they expect to make their decision. Post-Interview Confidence If youve done all of those things , you should leave that last interview feeling confident that youve done everything you could to help you and the company draw the right conclusions about your working there.

6 Tips for Better Cold Calling

6 Tips for Better Cold Calling6 Tips for Better Cold CallingWould you rather drop a large bowling ball on your foot than make a cold call? If so, youre in good company many, perhaps most, salespeople hate cold calling. Of course, cold calling is still the most effective way to reach out to new leads and get appointments, and as long as thats the case salespeople will continue to do plenty of cold calling. So if youre stuck with making cold calls why not do it as effectively as possible so you wont need to do as much? Here are some tips that can help you crank up your response rate for cold calls. Get It Over With Schedule a block of time as early as possible in the day to make your cold calls, then stick to it. If you put in your hour (or whatever) first thing, at least you wont have it hanging over your head the rest of the day. Plus, some salespeople find that its easier to get through to decision makers first thing in the morning. Have a Great Opener The first 30 seconds or so of a cold call are make it or break it time. Thats why the opener is the most important part of your cold call. If you refuse to use a cold calling script, at least prep a few strong openers and test them out.Youll see much better results on your cold calls. Know the Lead Before You Call When it comes to cold calling, Google is your friend. So are Facebook and (for B2B salespeople particularly) LinkedIn. unterstellung tools can give you amazingly useful information about the person you plan to call next. Finding out that a particular lead went to the same college you did or is friends with someone you happen to know can give you a huge advantage. Dont Make Assumptions Some leads will happily agree to an appointment even though they have no intention of buying from you. They may be looking for ammunition they can use to negotiate a better deal with their current vendor, or simply too polite to just blow you off over the phone. On the other hand, some extremely resistant people will turn out to be fantastic prospects and later, customers. Be aware that a prospects attitude during a cold call is not necessarily an indicator of how likely he is to buy. Sell the Appointment Cold calling is not intended to close sales. Its intended to get you a step further along the sales process towards eventually closing a sale. Focus on selling the prospect on setting an appointment with you, not on selling the product itself. Once youve got the prospect in front of you at an appointment, THEN you can start selling the product. Qualify, but Not Too Hard No lead list is perfect, so at least some of the people you call will not be qualified to buy from you. If you can weed those people out during the cold call, youll save yourself a lot of wasted appointment time. On the other hand, you dont want to ask a mio qualifying questions during the cold call and antagonize your prospect. Stick with a few of the most important qualifying questions and hold off on the rest until later.