40 Posts found for Publisher: WetFeet

Take the initiative to set up informational interviews with people in your network (alumni, people referred to you by your career center or your personal network, or other people you have identified in companies or industries you are eager to learn about). They should last about 30 minutes and be held in a place convenient to the interviewee.

During the informational interview, ask … [ Read more ]

Source: Gear Up for Fall Recruiting | Original Publication: WetFeet | Subjects: Informational Interviews, Interviewing

There’s nothing better than getting offered the job you want. But no matter how psyched you are to have an offer, you should always give yourself some time to think it over–preferably a day. Spend this time figuring out if the offer truly is right for you. The following guidelines are precautionary, but they’ll prevent problems from happening down the line.

Get the … [ Read more ]

Author: Amy Boutell | Source: What to Do before You Accept a Job Offer | Original Publication: WetFeet | Subject: The Job Search

• “Do you find it difficult to work with some people?”
  Indicate that you get along well with people and work hard to understand other points of view. You can name one or two traits that disturb you, but make sure they’re not overly broad, and give preference to those that a manager would also find hard to

… [ Read more ]

Source: Interviews: Turn Your Weaknesses into Strengths | Original Publication: WetFeet | Subjects: General Tips, Guidelines, Etc., Interviewing

• Preparation.  Know the company, your resume, and what key themes you want to convey about yourself.
• Practice.  Conduct mock interviews, meet with industry colleagues, videotape your rehearsal and get feedback.
• Mind your interviewing etiquette.  Be on time, and bring a resume even if the recruiter is supposed to have one. Don’t bring in large drinks

… [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Do rely on your cohorts for information. If possible, find out who else interviewed with the organization so that you can keep each other in the loop as to when you’ve heard back from the recruiter(s). In general, communication at a given school should take place around the same time. Some companies will invite candidates back in waves, or in sequence (a company has a … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Some firms will get back to candidates the same night or within a few days. Others will need a few weeks or will stretch things out for more than a month. This doesn’t mean the firm is disinterested, disorganized, or planning to reject you. Keep your spirits up and your ego in check.

There could be many reasons why the company is taking longer … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Long story short, the recruiters who have interviewed candidates will need to compare notes, combine their feedback, and discuss who they think should be invited back for further interviews. Typically, the head of recruiting, or someone in HR, or the school team captain will facilitate some sort of process—formal or informal—of collecting all of the feedback on the candidates and making decisions on who to … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Some people go into an interview feeling hamstrung by the order of their interview. Many people think it’s better to interview towards the end of a group of candidates. Certainly, there are pros and cons for whatever position you draw, but the important takeaway is that you don’t always control the time you interview. If you are one of the first, try to make a … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Be bold. If you sense some concern surrounding a particular issue, bring it out in the open. When it’s your turn to ask questions, and after you’ve asked a few of the more standard ones, say something like, “Are there any concerns or small question marks about my candidacy that I can have the chance to address before I leave?”

Most recruiters will appreciate your … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

To make it above the watermark, you need to have done your research on your chosen company/industry and be prepared to talk about yourself and the content of your resume as well as why you want and are qualified for the job. You’ll want to connect with the interviewer, answering questions directly, succinctly, with thoughtfulness, substance, and authenticity. These are the minimum requirements.

If … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

A first-round interview typically has five distinct phases:

1. Breaking the ice
2. Asking questions of the candidate
3. Probing or circling back to areas for more in-depth information
4. Directing questions to the recruiter
5. Following up and going over next steps—the close

Be sure to visualize and prepare for each phase, but not … [ Read more ]

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subjects: Decoding the Interview and Evaluation Process, Interviewing

Here are some insights into the interviewing and evaluation process.

Author: Sherrie Gong Taguchi | Source: Decoding the Interview and Evaluation Process | Original Publication: WetFeet | Subject: Interviewing

Tips to help you crack the case every time:

•  Listen carefully to the material presented. Take notes if you want to, and be sure to ask questions if you are unsure about details.
• While you’re thinking through the problems, concentrate on the three Ps: Presentation, Poise, and Persuasiveness.
• Take your time. You’re not expected to have

… [ Read more ]

Author: Aparna Kumar | Source: Case Interview Cheat Sheet | Original Publication: WetFeet | Subjects: Case Interviews, Interviewing

The case interviewing style is particularly common among management consulting firms, law firms, counseling and social work organizations, police departments, and other organizations that place a premium on understanding your thought process. Most likely, the case will be the final part of a screening or hiring manager interview.

“Suppose . . .”

The case interview consists of presenting you with a typical set of “facts” that … [ Read more ]

Source: An Introduction to Case Interviews | Original Publication: WetFeet | Subjects: Case Interviews, Interviewing

Questions You Should Expect

You will be asked to describe specific situations that demonstrate your abilities in a requisite competency. Here are some examples of typical behavioral questions and the competencies they demonstrate:

• Describe a difficult problem that you tried to solve. How did you identify the problem? How did you go about trying to solve it? (Demonstrates problem solving)

… [ Read more ]

Author: Catherine Neiner | Source: Behavioral Interview Cheat Sheet | Original Publication: WetFeet | Subjects: Behavioral Interview, Interviewing

How Behavioral Interviews Work

In a behavioral interview, the interviewer will evaluate your competencies (such as teamwork, analysis, planning, and initiative) in relation to those she has determined to be required for successful performance on the job.

Behavioral interviewing is designed to elicit information from a job candidate about relevant past behavior and performance. The theory is that past behavior is the best predictor of future … [ Read more ]

Author: Catherine Neiner | Source: Behavioral Interviews and the Career Changer | Original Publication: WetFeet | Subjects: Behavioral Interview, Interviewing

It happens in almost every job interview. Your potential employer looks you straight in the eye and asks the question that gets you squirming in your seat: “What kind of salary are you looking for?” It takes finesse and negotiating know-how to get the best possible pay and perks. You can learn how to navigate the rocky waters of talking about salary during an interview … [ Read more ]

Author: Marcia Passos Duffy | Source: When and How to Discuss Salary During an Interview | Original Publication: WetFeet | Subject: Benefits Negotiation

When a company starts to consider you seriously, you should begin to think about the negotiation. What do you want? What are you prepared to accept? How bad do you want the job? What else can you do to ensure the best results? Here are some additional tips:

• Choose Your Top Offers
  If you have more than one or two offers, you

… [ Read more ]

Source: Make the Company Meet Your Compensation Needs | Original Publication: WetFeet | Subject: Benefits Negotiation

There are at least four factors that can increase your perceived worth. All of them fit into the context of networking and interviewing, and all of them can be turned to your advantage without alienating potential employers.

1. How You See and Present Yourself
   Are you confident? Do you speak convincingly about your accomplishments? Do you have a clear and credible objective?

… [ Read more ]

Source: Salary Negotiation Basics | Original Publication: WetFeet | Subject: Benefits Negotiation

• “I work hard, I really know my stuff. Why do I need a mentor?”
  First, mentors can give you the big picture. Understanding performance expectations can be tricky—particularly when there are subtle expectations for employees in all organizations.

  Mentors can also help you find a suitable

… [ Read more ]

Author: Catalyst | Source: Mentors: The Key to Your Success | Original Publication: WetFeet | Subjects: Mentoring, On the Job Career Advice