FANNING PERSONNEL/COMFORCE STAFFING Interview Tips: Questions Frequently Asked and Suitable Responses

What kind of job

are you looking for?

Obviously, you want to make your “ideal” job close in description to the one for which you are interviewing. Be enthusiastic about the position, remark on the aspects which you could develop, and which ones can help you grow.

Tell me about yourself…

When asked a question as general as this one, your response should be, “What would you like to know?” You do not want to give too much or too little information, or go off on a tangent. Follow the interviewer’s lead.

Where do you see yourself five

years from now?

This is a question not only probing your ambition but also your commitment level by an employer wary of turnover. A reassuring response about stability and longevity is what you need to provide. An answer such as “I hope to be continuously learning and gaining new skills” indicates your desire to grow with a company, not your desire to be immediately promoted.

What are your strengths?

weaknesses?

You should present at least three strengths. Relate them to the interviewing company and job opening. As for the weaknesses, don’t say that you have none. Use a “negative” to actually reveal a positive about yourself. Such responses as “I am sensitive to people”, “I have high expectations and standards”, or “I can’t rest until the job is done” can be interpreted as: you look out for co-workers, are detail oriented, and meet deadlines. Stay away from negative terminology.

Why are you leaving your

current position?

Never complain about your present or previous employer. Possible ways to explain your reason for leaving include: there was high turnover, a better opportunity, or not enough work to keep you busy.

Why do you want to work for us?

This is when your company research can come into play. Mention something in particular, such as a company project that you found interesting. Align your interests with the interviewer’s interests and emphasize job commitment.

What contributions do

you think you can make to our

company?

Give examples of your previous accomplishments in order to appear confident, competent, and ready to contribute your skills to their company. This can include quoting verbatim positive feedback from a former supervisor and reciting detailed evidence of your best achievements.

Can you work under pressure, deadlines, etc?

Always respond affirmatively. You can relate this question to your strengths and your accomplishments.

What are your salary

requirements?

Although you should never bring this up on your own, you do need to answer appropriately if the interviewer asks this question. It is important not to (a) sound too demanding or (b) limit yourself to a low figure. Good examples are: “I am certain you will make me a fair offer”, “What is the range for my qualifications”, or “My salary is within the range I was given by my consultant.

Phone: (617) 728-4100 Fax: (617) 728-4115 E-mail: fanning-boston.com Website: www.fanning-boston.com

25 WAYS APPLICANTS STRIKE OUT IN INTERVIEWS (Based on reports from 153 Companies)

1. Personal appearance; too much perfume, or too much jewelry 2. Lack of interest and enthusiasm (passive and indifferent) 3. Over-emphasis on salary (interested only in best dollar offer) 4. Condemnation of past employers 5. Failure to look at interviewer when conversing (make eye-contact by looking at the

interviewer’s mouth) 6. Limp, fishy handshake or a painfully hard one 7. Unwillingness to go where sent 8. Late for interview 9. Failure to express appreciation for interviewers time 10. Asks no questions about position 11. Vague responses to questions 12. Over-aggressive personality; conceited, superior or “know it all” behavior 13. Inability to express self clearly (poor voice, diction, grammar) 14. Lack of planning for career (no purpose or goals) 15. Lack of confidence and poise (ill at ease, nervous) 16. Failure to participate in activities 17. Unwilling to start at the bottom; expects too much…too soon 18. Makes excuses, is evasive; hedges on unfavorable factors in record 19. Lack of tact, courtesy, maturity, vitality 20. Sloppy application forms 21. Merely shopping around – not serious about the opportunity or wants job for a short time 22. No interest in company or industry 23. Forgetting a pen and paper for note taking 24. Narrow interests 25. High pressure type; Inability to take criticism

11 WAYS APPLICANTS GET HIRED ON THE JOB THEY WANT

1. Wear a suit. Dress conservatively; avoid jeans, t-shirts, low neckline or sandals – even for interviews at dot-com companies.

2. Ask for the business card of everyone you meet. You need them to send thank-you notes! 3. Give feedback to the recruiter who sent you on the interview – right away! Employers will

want to know your thoughts. 4. Send flawless thank-you letters. E-mail copy to your recruiter before you e-mail them (See

attached sample) 5. Record a new voicemail greeting. Replace “Yo, dude, leave your digits! With “This is John

Smith. Please leave a message. I’ll return your call as soon as possible” 6. Don’t use an e-mail address like honeybunny@xyzmail.com 7. Proofread your e-mail to employers. Use the same rules of punctuation, grammar and style

you’d use on paper. 8. Keep your cell phone off during job interviews 9. Address the interviewer as Mr. Smith or Ms. Jones unless you’re asked to use his or her first

name 10. Always bring a pen and paper 11. TAKE ALL OF THE ABOVE NEGATIVES AND MAKE THEM POSITIVE.

BELIEVE THEM AND APPLY THEM!

INGREDIENTS FOR A SUCCESSFUL INTERVIEW

DO prepare the questions you will ask during the interview Probing questions you might ask (a) Who is the ideal candidate? (b) Reason the position is available? (c) Anticipated training program? (d) Is there a typical day? (e) What are key challenges? DO dress in a business suit or dress, rather than sport clothes. Your own personal taste may not be your best guide; avoid cologne, perfume, too much jewelry. DO plan to arrive 10 to 15 minutes early. Late arrival for a job interview is never excusable. DO greet the interview by his surname if you are sure of the pronunciation. (If you are not, ask him to repeat his name) DON’T smoke before an interview, if you smoke. Heavy smokers should air out clothing, if necessary. Do Not chew gum DON’T take beverages with you on the interview DO look a prospective employer in the eye while you talk to him. DO follow the interviewer’s leads, but try to get the interviewer to describe the position and the duties to you early in the interview so that you can relate your background and skills to the position. DON’T answer with a simple yes or no. Explain whenever possible. Tell things about yourself that relate to the situation DO be prepared to answer typical questions like: What kind of job are you looking for? What are your strengths? Your weaknesses? What do you know about our company? Why did you choose your particular vocation? What are your qualifications? DON’T Lie. Answer questions truthfully, frankly and “to the point” as possible DON’T inquire about salary, vacations, bonuses, retirement, health insurance or any other benefits on the initial interview. If the interviewer asks what you want, indicate that you’re more interested in opportunity than in a specific salary, and name a fair figure. DO always conduct yourself as if you are determined to get the job you are discussing. Never close the door on opportunity. It is better to be in a position where you can choose from a number of jobs – rather than only one. Last, and most important – call your Recruiter IMMEDIATELY after the interview to describe what occurred during the interview. Your recruiter will want to talk to you before the interviewers calls to get feedback. Employers want to know right away how you felt about the interview and the opportunity. If you are interested in the position, your recruiter will help you get it.

Tough Interview Questions

1. Tell me about you! a. Keep your answer to one or two minutes; don’t ramble. Use your resume

summary as a base to start

2. What do you know about our company? a. Do your homework before the interview! Spend some time online or at the library

researching the company. Find out as much as you can, including products, size, income, reputation, image, management talent, people, skills, history and philosophy. Project an informed interest; let the interviewer tell you about the company.

3. Why do you want to work for us?

a. Don’t talk about what you want first; talk about their needs; You would like to be a part of a specific company project; you would like to solve a company problem; you can make a definite contribution to specific company goals

4. What would you do for us? What can you do for us that someone else can’t?

a. Relate past experiences that show you’ve had success in solving previous employer problem(s) that may be similar to those of the prospective employer

5. What about the job offered do you find the most attractive?

a. List three or more attractive features.

6. Why should we hire you? a. Because of your knowledge, experience, abilities and skills

7. What do you look for in a job? a. An opportunity to use your skill, to perform and be recognized

8. Please give me your definition of a …. (the position for which you are being interviewed)

a. Keep it brief – give an action and results oriented definition

9. How long would it take you to make a meaningful contribution to our firm? a. Not long at all – you expect only a brief period of adjustment to the learning curve

10. How long would you stay with us? a. As long as we both feel I’m contributing, achieving, growing, etc.

How To Land Your First Job Lynn Brenner Published: June 12, 2005 Parade

By Lynn Brenner This year’s 1.4 million college graduates may enter the best job market in three years. Still, it takes an experienced worker more than three months to find a job. Experts say new grads shouldn’t take the whole summer off. Here’s their job-hunting advice for the Class of 2005: A Game Plan Five to 15 resumes in a highly focused job search are more productive than hundreds in a random search, says Bill Coleman, senior vice president of Salary.com. First, identify what you want to do, where you want to live and the type of company you want to work at. Next, look for people who can help you apply there. Tell everyone your target jobs and employers, and ask your parents’ friends and colleagues for advice. Talking to them is good practice for interviews. Your Résumé Stick to one page and a simple layout that notes: * Your college and degree. Don’t list a grade-point average below 3.5. It only puts you at a disadvantage vs. graduates with higher averages. A résumé without a GPA won’t be tossed unless it’s a requirement; and if an employer asks about your GPA, you can soften bad news with an explanation. * An objective. Sound as if you know what you want. (“My goal is a job that will lead to a career in marketing.”) Don’t worry if you’re not really sure yet, says Mark Cenedella, CEO of TheLadders.com. Your first job won’t lock you into a lifetime choice. * Work experience. Don’t just list job duties, describe the results you achieved. (“Senior Day Camp Counselor: I wrote, directed and produced a play featuring 15 six-year-olds, on a limited budget.”) * Strengths. What are you good at? (Meeting deadlines, organizing, creative thinking?) These abilities should tie into your job and personal achievements.* Skills. Knowledge of computer programs, fluency in a second language, license to drive a truck.* Extracurricular activities. “You never know when you’ll connect with someone because you’re both interested in building for Habitat for Humanity,” says John Challenger, CEO of Challenger, Gray & Christmas. “Your interests help a company get a better handle on who you are and separate you from the competition.” The Cover Letter It must be specific to each company or job you apply for. Your letter should be enthusiastic and grammatical and fit on one page. Ask someone you respect to proofread it. End the letter by saying you’ll follow up with a phone call—but even if you e-mail it, wait three days before you call. The Interview Do your research. Many recruiters say job applicants are clueless about the companies they interview at. There’s no excuse for that. You can find out everything you need to know on a company’s Web site. Be ready to ask a few questions about the firm and the job and to say why you’re interested in the company, what appeals to you about the job and where you see yourself in five years. “The ability to write and speak well is a major plus,” adds Bill Coleman. It helps to be able to improvise too. One of his early interviews went fine until the interviewer asked, with a smile: “By the way, how many l’s are there in William?” “I immediately realized there was a mistake on my résumé,” he recalls. “I figured I was likelier to have put in an extra l than to have dropped one, so I said: ‘In my name? Three.’ ‘Really!’ she said, ‘I thought it was a typo.’” P.S. He got the job. Follow The Rules * Record a new voicemail greeting. Replace “Yo, dude, leave your digits!” with “This is John Smith. Please leave a message. I’ll return your call as soon as possible.” * Don’t use an e-mail address like honeybunny@xyzmail.com. Create one that uses your first and last names. * Proofread your e-mail to employers. Use the same rules of punctuation, grammar and style you’d use on paper. * Keep your cell phone off during job interviews. * Address the interviewer as Mr. Smith or Ms. Jones unless you’re asked to use his or her first name. * Dress conservatively. No jeans, T-shirts, low necklines or sandals—even for interviews at dot-com companies. * Send thank-you letters after interviews.

Avoid recruiter's pet peeves with a few simple rules

By Linda Lerner, 1/1/06 Q. During the past couple of months I have begun to search for a job after being home and raising my children for the past few years. Even though I have not worked in five years, I find that I am good at getting interviews, but not good at getting offers. Companies seem interested in my background; I am called to schedule an interview, I meet the recruiter, and then nothing seems to come of it. I am curious about what I need to be aware of when meeting the professionals who conduct interviews. Do recruiters have pet peeves that I should know about? A. Yes, recruiters do have pet peeves or things that just annoy them and therefore impede your chances of moving forward in the interview process. Interviewers may not tell you about these things that turn them off, because they don't necessarily want you to control or stop the bothersome behavior during the interview. Here are a few suggestions for avoiding triggering recruiters' pet peeves:

Do not wear perfume or heavily scented lotions. Not only are some people allergic to certain scents but the smell can linger for quite a while after you leave an office, reminding the hiring manager why they don't want you around.

Do not wear a lot of jewelry. Even though some consider it stylish to have a ring on every other finger or three loops in each ear, it can be distracting or a safety hazard in many work settings. Men also need to be aware of this one.

Arrive 10-15 min. early. Being on time doesn't mean getting there at 10 for a 10 a.m. appointment. You will need to fill out an application when you arrive, or you may want to use the restroom and then be ready for the interviewer to welcome you into his or her office at 10.

Plan ahead. Call for directions in advance and not from the car on the way when you realize that you are lost or running late.

Bring a copy of your resume even if you have submitted it in advance. Paperwork can be misplaced and the interviewer will be very appreciative of your preparedness.

Dress for business even if the company has an informal atmosphere. If you learn in advance that they have a business-casual dress code, then that type of dress is also acceptable. Young people have to be especially conscious of this because flip-flops and jeans are so popular and so inappropriate.

Recruiters often mention their dismay at applicants who have typos or grammatical errors on their resumes. Always have someone else review your resume as a final proofread before distributing it.

Check out the company's website prior to your first interview. You need to know enough about the products or services this potential employer provides to its customers to speak about them. Recruiters don't expect you to study the corporate history, but a general awareness of the business they are in will greatly enhance your conversation.

Remember to shut off your cell phone before you enter the building where you are meeting the recruiter.

Treat the receptionist or the person who greets you with kindness and respect. Interviewers often get feedback from receptionists about the applicant's behavior during their time in the waiting area.

Pay attention to your handshake. Usually this is a perfunctory act that goes unnoticed. However, when an applicant's hand is so limp that a recruiter is struck by the marked difference from a usual handshake or

when it is so strong that it hurts the recruiter, it creates problems for the job candidate.

Read directions on applications and consent forms. Many people assume that they are all the same but they are not and a recruiter can see this as not paying attention to detail, or an indication of sloppy work. Remember to sign the application and each of the consent forms. This signature section is frequently left blank and the recruiter is then left without the ability to move forward with checking references and other actions where permission from the applicant is required.

Be prepared to answer questions about what you are reading and to demonstrate an awareness of current events in the news and the world around you.

When asked about things you need to improve or work on, don't say your golf game or you cannot think of anything right now. Think about and describe an area of your performance that you want to develop further to enhance your skill level at work.

Become sophisticated about the expanding world of the Internet job search. It is now the primary place employers list job openings and they expect you to be savvy in the best ways to use these search tools. Familiarize yourself with the ins and outs of job boards such as BostonWorks.com, Monster.com, HotJobs.com, etc., and boards with job listings that specialize in your field.

And finally, my own personal pet peeve is: Don't talk too much.

Remember to listen actively. A good interview is a two-way conversation that flows easily both ways. Constant talkers are not only too busy talking to get much work done, but they also cause the company to lose the productivity of the other employees who become their unwilling audience

We love you, you're perfect, No thanks

Job seekers don’t always get the gig, even when they seem perfect for the

job. Here’s why.

By Judi Perkins, CTW Features Interviewing can be both frustrating and arduous because throughout the process, you receive little or no feedback except for the obvious: If they want you back, they contact you. If they don’t, frequently you never hear from them again. But after a first interview the reasons for not being asked back are numerous, and, quite frankly, usually the reason is you: lack of experience, poor interviewing skills, inadequate preparation, lack of research or similar shortcomings. As a result, another candidate generated more excitement. But sometimes you are the candidate that generates the excitement, and you’re the one that is invited back for a second or third interview. And though you’ve reached the final stages of the interviewing process with a specific company and feel sure an offer is imminent, suddenly nothing. Sometimes the process has stalled. Occasionally, and stupidly, a company finds the perfect person, but feels they have to interview a specific number of people first, and while they do, they’re under the impression you’re waiting happily in the background with your life and emotions on hold until they contact you again. Other times only a letter in the mail tells you it’s done. Rarely are candidates told why they didn’t get the job. Unless you get this far in the

process, usually you aren’t even told that much. Was it something you did? Maybe. But maybe not! Relax. While you are busy wondering what went wrong or trying to convince yourself it had nothing to do with you, the truth is that sometimes that’s the truth! You and that company just weren’t meant to be, and nothing you might have done or not done would have made any difference. Consider these factors, all of which take place without your knowing: 1. A last-minute candidate appeared on the scene who was exactly what they were looking for. Maybe you were almost perfect, but for some reason, the last-minute candidate was just a bit more whatever they were looking for. If you experienced a delay in your interviewing late in the process, odds are very good your position as the top candidate was simply usurped at the last minute. 2. An internal candidate suddenly came into the picture. Though many companies post open positions internally first and go outside only after exhausting internal options, that doesn’t account for someone changing his mind, especially if it was a person they were targeting for the opening to begin with. 3. The company decided to eliminate the position or put the hiring process on hold for a period of time. Sometimes when a company doesn’t know in which direction they want to go, they run an ad to see what’s out there and then eliminate the position when their water walker fails to submit a résumé?. On other occasions, the process might be halted as a result of some event that changed the circumstances, and thus changed their decision about interviewing.

4. The company felt you’d fit in so well, they didn’t hire you. What? Sometimes a company needs someone not like everyone else to balance out the department. Sometimes a candidate’s full personality isn’t really understood until the person has interviewed more than once and with additional people in the company. And yes, that’s partially why you are asked to interview with more than one person! 5. One of the interviewers that came into the picture later in the process didn’t like you. Perhaps you reminded them of a former employee that didn’t work out. Maybe they were threatened by your expertise and skill. In any case, they carried enough weight or had enough of a valid point to get you jettisoned from the process. Remember that interviewing is the process by which you find a company that you like, and by which a company hires you because they feel you are the best person for the job. If you missed getting a job offer with one company, something better may be just around the corner. So concentrate on what you can control and forget about what you can’t. If you mope around over a missed job offer, worrying about what you did or didn’t do and wonder why they didn’t like you or where you messed up, what you effectively are doing is letting your attitude bring about another negative outcome. Keep your chin up. Look objectively at whether or not you can pinpoint something you might have done differently, and then learn from it. Otherwise, put it behind you and move forward with a confident and positive outlook!

 

Employers Can Learn A Lot With Right QuestionsBy Diane Stafford / McClatchy Newspapers 

Monday, January 4, 2010 

 It’s important for employers to get a good measure of the applicant in a job interview, and that’s possible 

with creative queries. Beyond the open‐ended “Tell me about yourself,” here are a few good questions 

suggested by The HR Specialist newsletter:   

What makes you proud? (A good question because it can reveal whether the applicant thinks in terms of 

me‐me‐me or involves others in the answer.) 

What would your fans say about you?  

And what about your critics? 

What is the most useful criticism you’ve received? 

What processes did you improve at your last job? 

Who was your favorite boss and why? Least favorite? 

What frustrates you at work, and what do you do about it? 

With which area of your performance do you struggle? 

Tell me about a time when you had to adapt quickly to change. 

Describe a time you had to sacrifice quality to meet a deadline. 

How do you stay current on industry trends and standards? 

What do you see as key qualities for this position? 

How has your current position prepared you for this job? 

Have you ever been fired? Why? 

What are your three most effective business accomplishments? 

Tell me about a time when your communication skills had an impact. 

 

How candidates answer these questions will help expose their confidence levels and their honesty. 

Answers that become gripes about past workplaces will speak loudly about the applicant’s frame of mind. 

Also, when they conduct background checks on job applicants, many employers include a look at 

applicants’ credit histories, including bankruptcy filings.  

 

The logic behind that practice is that an individual’s ability to manage personal finances gives a clue 

about his or her overall responsibility level. In theory, that makes sense, especially if the job hunter is 

seeking a financial position. But here’s how a rigid screening system ‐ one that doesn’t take into account 

why an individual filed for bankruptcy ‐ can sometimes be a less logical barrier to re‐employment. 

 

I heard from a professional who lost his job in a March 2008 downsizing at Sprint and began a so‐far 

fruitless job search. His severance ran out, and he and his wife depleted three 401(k) savings accounts and 

used up other savings. They pinched all the pennies they could and are trying to keep their home through 

a Fannie Mae loan modification program. But the job hunter still needed, in his words, “to shed some 

credit card bills and to try to get a fresh start.”  

 

Fast‐forward to him getting a job offer, contingent on passing a background check. The review uncovered 

his Chapter 7 bankruptcy filing, and his job offer vanished. On some level, he understands it. But here’s 

the conceptual stumbling block: The company, he notes, “has had their own dark days.” Under new 

management, it has emerged from bankruptcy. 

SAMPLE RESUME

EMILY STANHOPE 7794 E. Osie Street #5

Wichita, KS 67207 (316)-685-4481

PROFILE: Excellent organizational and interpersonal skills; Proven ability to deal with

clients in a service setting; Detail oriented professional successful at seeing projects through to completion; Multilingual, with strong intercultural communications experience.

PROFESSIONAL EXPERIENCE

Wichita Hotel, Wichita, KS June 2006 – Present Office Manager (03/07 - Present)

Supervise the housekeeping and maintenance staff, with responsibility for determining daily assignments, preparing reports for management and reviewing status of all work.

Work directly with clients and travel agents to book reservations and sell tour company packages

Handle the checking in and checking out process, verifying reservations using computer system

Settle daily account balances and file weekly reports to corporate management Resolve client discrepancies and negotiate discounts as appropriate

Front Desk Manager (6/06 – 2/07) Assigned to front desk to train new manager on generating computer reports, running credit

checks, and maintaining room inventory Participated in review program affecting concierge desk, information center, and reservation

department Topeka Convention Complex, Topeka KS January 2005 – May 2006

Planning Assistant Assisted manager in the planning and coordination of recreational and educational events for

community service group Prepared flyers and special event brochures sent to area newspapers, agencies and television

stations Organized storage areas for donations and equipment needed to refurbish area parks and

public access areas Maintained records for expenditures; delivered spreadsheet report to accountant on a monthly

basis EDUCATION University of Kansas, Kansas City, KS Bachelor of Science in Business Administration, May 2006 COMPUTERS: IBM PC’s; Windows, Lotus 1-2-3, Microsoft Word, Excel, PowerPoint LANGUAGES Fluent in Spanish and French; reading ability in German and Italian PERSONAL DATA Willing to relocate, both nationally and internationally Extensive worldwide travel; educated (2 years) in Spain

SAMPLE RESUME

SAMPLE RESUME

JOHN LAWSON 100 Main Street Yorktown, VA 23690

804-887-2874 jlawson@gmail.com

PROFILE: Results oriented real estate professional with extensive experience in sales and property

management; Successful track record in creating and implementing effective marketing strategies to sell developed properties; Proven ability to resolve issues with contractors, public agencies, and private groups; Excellent communication skills, with outstanding ability to cultivate and maintain long term relationships with industry professionals

EXPERIENCE: Washington Development Group, Richmond, VA 2003-Present Commercial Developments/Leasing Agent

Sell and promote shopping centers, apartment complexes and vacant land for retail development

Negotiate and close leases with tenants Meet with property owners and developers to gain exclusive rights to market properties Work as liaison between banks, investors and property owners to package construction and

permanent financing Negotiate for advertising space in local and regional media Provide copy for advertisements

Alexandria Investment Partners, Alexandria, VA 2000-2003 Investment/Retail Leasing Broker

Marketed and sold apartment complexes, shopping centers and land for retail development Represented developers and owners in the marketing and promotion campaigns for new

commercial developments Obtained exclusive leasing rights for luxury units in Washington, D.C. area Developed sales campaigns and closed deals through the placing of financing for buyers Worked with consultant to create a computerized lease tracking system Wrote press releases

Norfolk Properties, Norfolk, VA 1995-1999 Property Manager (1978-1984)

Scheduled and supervised all interior, exterior, and mechanical maintenance for over 150 units in 11 area properties

Solicited and received work quotes; coordinated resulting job construction Supervised any construction build-outs and represented interests of owners in tenants

negations Negotiated leases with tenants Advertised developments through print, radio and special promotions

Maintenance Superintendent (1975-1984)

Maintained hands on supervision of 30 unit condominium building with overall responsibility for security, repairs, contractor and tenant relations, emergency response and code enforcements

EDUCATION: Norfolk State University, Norfolk, VA Bachelor of Science, Marketing, May 1995 COMPUTERS: Proficiency in Microsoft Word, Excel, PowerPoint, Access, Internet Explorer

SAMPLE RESUME

How to write a thank you note

On the interview, get a business card from each person you meet, if possible. Send a draft of the letter to your Fanning recruiter before sending the letter to the company. If you prefer a handwritten note, e-mail it as well as sending the handwritten card in

the mail.(after sending it to your recruiter). Date Mr./Ms. Name Company Name Address Address Dear Mr./Ms. Interviewer’s name: Thank you for the opportunity and the time……………….. State the title of the position in this first paragraph. Mention the day of the interview. Do not say... “I just wanted to……” Begin with ‘Thank you…….. Describe in this paragraph why you are a good fit for the position. Express your interest in the company; why you would be a good fit for the company. Tie in information from the discussion in your interview; something you shared with the interviewer. This is an opportunity to add something important that you may have forgotten to mention in the interview (don’t say you forgot to mention….) Convey sense of excitement and interest. Thank the interviewer again, express interest in the company/position. Show interest in taking the process to the next step. Offer to provide more information. Say that you look forward to hearing from the interviewer again. Sincerely, Your name

How to Handle Counter Offers by Brian Moore Congratulations, you’ve just accepted an offer for the job you’ve been chasing for months. You are excited and relieved, but you’re wondering how your boss is going to react when you resign. Will the reaction be understanding, angry, shocked or dismissive. How do you react when one of your best performers resigns to you? Some of the more common thoughts that the boss may have are:

He’s one of my best performers. How am I supposed to replace him, keep the team together, and achieve budget?

What inconvenient timing – I was about to go on annual leave for 3 weeks How am I going to look to the board/senior management for losing this person? Where is he going? Can I get her to stay until I find a replacement and have an effective hand over? How can I get her to stay?

If you are a valuable resource, then your boss and your company won’t want to see you walk out the door, especially to the competition. They will make every attempt to convince you to stay, either by:

Making you a counter offer Making you feel incredibly guilty and disloyal ‘Loving’ you liked they’ve never ‘loved’ you before – be suspicious of this

Being made an attractive counter offer is instantly good for your ego, but you must take a number of things into consideration before saying “thanks” or “no thanks”:

You have only received a counter offer because you resigned. It is a purely reactive tactic from your employer and should make you wonder whether you need to resign every time you want to improve your situation. If your employer thought you were truly worthy, why didn’t they improve your situation anyway?

Do your reasons for wanting to leave still exist? You may have a number of reasons – salary too low, no promotion in sight, don’t like your boss. You may be offered more money to stay, which can be tempting, but if you still have other issues outstanding, you’ll probably end up leaving anyway.

Despite what your employer is saying to you, they will probably now consider you a risk and may make contingency plans without your knowledge. You may not be seen as a true member of the team

The counter offer could simply be an interim tactic from your employer to bridge a gap whilst they look to replace you.

Much research and many surveys have been completed over the years to measure what happens to employees who accept counter offers. Only 6 out of 100 employees are still with their company after 12 months, and 2 important points become apparent:

Salary was hardly ever the prime motivator for resigning – more money didn’t ultimately change the true state of play

Things didn’t take long to return to the way they were before the resignation Before accepting a counter offer, ask yourself why your employer has made the offer. There is a strong possibility that the cons will outweigh the pros and you will realize that your decision to resign was right after all.

source: careerknowhow.com