A recent CNN article explains well why a growing number of companies use brainteasers and logic puzzles of a type called “guesstimations” during job interviews:

- “Seemingly random questions like these have become commonplace in Silicon Valley and other tech outposts, where companies aren’t as interested in the correct answer to a tough question as they are in how a prospective employee might try to solve it. Since businesses today have to be able to react quickly to shifting market dynamics, they want more than engineers with high IQs and good college transcripts. They want people who can think on their feet.”

What are technology companies (Google, Microsoft, Amazon) and consulting companies (McKinsey, Boston Consulting Group, Accenture…) looking for? They want employees withbrain teasers job interview good so-called Executive Functions: problem-solving, cognitive flexibility, planning, working memory, decision-making, even emotional self-regulation (don’t try to solve one of these puzzles while being angry, or stressed out).

Want to try a few? Below you have our Top 7 Guesstimations/ Logic Puzzles for Brain Challenge:

Please try to GUESS the answers to the questions below based on your own logical approach. The goal is not to find out (or Google) the right answer, but to 1) identify the logic approach that will help “guesstimate” an appropriate range, say + or – 30% of the actual answer, and then 2) complete the calculations (ideally mentally, but you can also take notes) to provide an estimate.

Ready. Set. Go!

1) How many times heavier than a mouse is an elephant?.

2) How many firefighters are there in San Francisco?.

3) How many trees are there in NYC’s Central Park?.

4) How many shoes have you had in your life?.

5) How many golf balls can fit in a school bus?.

6) In 1999, how were these baby boy names ranked by popularity: Kevin, Jose, Hugh.

7) What is the weight of a large commercial airplane?.

The Answer appear below. Again, the key here is to try, plan the steps towards the solution, and do the mental calculations to find a reasonable range. That’s the brain challenge. The goal is not to find the precise correct answer.

ANSWERS:

1) Around 150,000. An average elephant weighs 4,000 kg on average; an average mouse 25 grams.

2) Around 350 firefighters on duty on any given day, out of a pool of 1700 firefighting overall staff.

3) There are over 26,000 trees (of approximately 175 species) in the Park.

4) We don’t know (or need to know) how many pairs you have had.

5) Rankings of baby boy names in 1999, according to Social Security Administration: 1. Jose (#30), 2. Kevin (#32), 3. Hugh (#830). 6) About 500,000, assuming the bus is 50 balls high, 50 balls wide, and 200 balls long.

7) For a Boeing 747: – Empty: around 400,000 pounds (lbs), or 181,000 metric tons – Maximum Takeoff Weight: around 825,000 pounds, or 374,000 metric tons – For context, the weight of an empty Hummer is 8,600 pounds.

More Context on Executive Functions:

If you want to learn more about what they are, here are some quotes from my Interview with neuropsychologist Dr. Elkhonon Goldberg:

- Alvaro Fernandez: Please tell us more about what the Frontal Lobes are.

- Elkhonon Goldberg: We researchers typically call them the Executive Brain. The prefrontal cortex is young by evolutionary terms, and is the brain area critical to adapt to new situations, plan for the future, and self-regulate our actions in order to achieve long-term objectives. We could say that that part of the brain, right behind our forehead, acts as the conductor of an orchestra, directing and integrating the work of other parts of the brain.

- I provide a good example in The Executive Brain book, where I explain how I was able to organize my escape from Russia into the US. Significantly, the pathways that connect the frontal lobes with the rest of the brain are slow to mature, reaching full operational state between ages 18 and 30, or maybe even later. And, given that they are not as hard-wired as other parts of the brain, they are typically the first areas to decline.

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Ready for that job interview now?

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Alvaro Fernandez is the CEO and Co-Founder of SharpBrains.com, which reviews resources for brain health and offers brain teasers. SharpBrains has been recognized by Scientific American Mind, Newsweek, The New York Times, and more. Alvaro holds MA in Education and MBA from Stanford University, and teaches The Science of Brain Health at UC-Berkeley Lifelong Learning Institute. You can learn more at http://www.sharpbrains.com/

Not getting a follow-up call when promised is a very common occurrence. Candidates are sometimes sure that they aced the interview and are perfect for the position, in fact they are anticipating a call and an offer. But instead they get “nothing.” No offer; no call. They never hear from the company. This is not only frustrating, but reflects poorly on the company. In fact it is rude. What can you do about this situation?  Here are some tips on how to handle the follow up that may save you from some anxiety.

1. Try to find out about the decision-process before you leave the interview.

Ask when you could expect to hear back. Take that date and then add a few days before you start to worry.

2. Always send a follow up addressing any concerns you may have picked up or any thoughts you had about the position since the interview.

Think of this as one more chance to put yourself in front of them.

3. After you have waited for a reasonable period beyond the date they stated.

Call and inquire as to the status of the position and whether you are still in the running.

4. As a general rule, don’t call on Mondays – bad day to market anything.

5. If you leave a message inquiring about the status of the job, and no one calls you back after a couple of attempts – move on and forget about it.

Don’t call back more than a couple of times. There is a fine line between being persistent and being a pest.

6. If you are told you are no longer under consideration, try asking for feedback (most of the time they won’t give you any, but still worth a try).

Ask if there is any additional information that you can supply that will convince them that you are the right person for the job.

7. Don’t rely on one job interview.

No matter what was said in the interview – continue your search. There have been too many bad examples of those who thought they were a shoe-in – only to get a reject letter.

8. Don’t take it personally!

There are about a thousand reasons that could have affected your chances.

9. Accept the fact that not all companies are right for you.

Just like blind dates – they are checking you out and you are checking them out. Sometimes it’s chemistry – and sometimes it wasn’t right for you – for whatever reason.

10.Try not to get discouraged by the rejects.

It’s a numbers game and your turn will come if you hang in there.

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Carole Martin, America’s #1 Interview Coach, is a celebrated author, trainer, and mentor. Carole can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at The Interview Coach www.interviewcoach.com

Behind every interview question there is a concern or another question. Your job is to process the question thinking about what the interviewer’s concern might be.  In other words, why is the interviewer asking you this question?

If you’ve written your resume well, you’re already off to a head start because you should have already thought about a lot of these interview questions and answers in your own mind. If you’re looking for a job that pays more than $100k check out Beyond.com and get free career advise at Vault.com

Q#1 – How long have you been looking for a job? (Concern – is there something wrong with you that other employers have picked up?)

A#1 – “After I was laid off from my last job, I took the opportunity to take some time out to examine my career goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in mind and have been selective about the positions I consider. Your company and this position are of great interest to me.”

Q#2 – How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 – “When I found this position posted on the internet (monster.com) I was   immediately interested. I checked out the company website and mission statement, looked at the bios of company founders and executives, and was impressed. Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find out a lot more in today’s meetings.”

Q#3 – What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 -  “I’ll need more information about the job and the responsibilities involved before we can begin to discuss salary. Can you give me an idea of the range budgeted for this position?”

Q#4 -  How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 -  “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the business section of the newspapers and magazines. I belong to a couple of professional organizations and network with colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or technology.”

Q#5 -  Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 -  ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to begin implementation of the plan. It was a great team effort, and a big success. I was commended by management for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 -  What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 -  “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking credit for work that her team accomplished.  I had an opportunity to talk with her one day and explained how she was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes what we perceive about others is not always the case if we check it out.”

Q#7 -  We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 -  “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 -  When have you been most satisfied in your career? (Concern – what motivates you? Or demotivates you?)

A#8 -  “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original thinking. It is that kind of environment I want to be involved in again.”

Q#9 -  Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 -  We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 -  “Based on my research and the information I have gathered during the interview process, I feel I am in a position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

There is no way you can accurately predict the questions that will be asked in an interview, but you can be ready and prepared by thinking about the factors that might concern an interviewer or employer before the interview.

Practice Job Interview Questions and Answers for Success

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Carole Martin, America’s #1 Interview Coach, is a celebrated author, trainer, and mentor. Carole can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at The Interview Coach http://www.interviewcoach.com

“I know I could do the job if they would just give it to me. Why do I have to prove myself? I meet all the qualifications they are looking for. I could do this job with my eyes closed. Can’t they tell from my resume that I am qualified?”

Ever say any of those things – or at least think them? You are not alone. Most people dread going to job interviews. In fact, some people “hate” job interviews!

First of all, this is not an exact science and there is a good deal of subjective judgment that goes on.  It’s very much like dating or starting a new friendship with someone. You have to get to know the other person, and you usually do this by asking questions and telling each other “stories” about your past.

That’s basically what you do in a job interview, but it doesn’t feel that way because you feel put on the spot and judged. It’s time to realize that there will be certain things that you can control and certain things that are out of your control.

There are two basic questions behind every interview:

1.”Can he/she do the job?” (I am assuming you are qualified or you probably wouldn’t have been invited to the interview).

2. “Do we like her – is she going to fit in?” (This area is more significant than you might think).

Because the interview is a “getting to know you” process, and if you are not being true to yourself, you are not showing the interviewer the “real” you. That is unfortunate because sooner or later you will have to “come out of the closet” and be yourself. And then the trouble often begins.

I have a question for you. How do you feel about the people that are interviewing you? Are they the type of people you would like to work with/for? You are checking them out (or should be) while they are interviewing you. This is something that most people forget.

Below are some common questions from candidates with interview dread.

“I am often invited for second interviews – is that a good sign?”

If you are being asked back for a second interview they must have liked something about you and your experience or they wouldn’t even consider bringing you back. You have passed through the first tunnel – “Can she do the job?” Now, they’re going to look at you a little closer to see if they “like you.” Will you fit in?

“The feedback I received via my friend was that the interviewers found me “too confident.”

What should I conclude from that feedback?”

There is a difference between being “cocky” and being “confident.” Anything taken to extreme is not good.

I believe the best mind-set to go to an interview with is that of a “consultant.” This company has a problem and you are there to find out what it is. You will then let them know you heard and understand the problem and have the solution to their problem – if you do have one. As a consultant you can fix their problem – do the work they need to have done.

“They asked me about my weakness and I brought up my dominant personality as one of my weak points and explained that I’m aware of it and try to manage it. I have a feeling that put them off. ”

Bad idea – you are too honest and showing all your cards – too soon.

The best answer to the “weakness” question is to talk about something that you are working on improving or changing. Stay away from personality. It will be a while before you change a “dominate personality.”

Think of something that you would like to do better: be a better speaker, be more patient with people who don’t pull their weight, be more selective when you take on more assignments, etc.

There is a technique called “the sandwich technique” where you start with a positive statement; slip in the negative (weakness), and then tell how you are working on improving that trait.

“I was told the HR manager was actually scared of me.”

I wouldn’t let the feedback from one woman throw you off track. It may be that you are interviewing at the wrong places. Maybe you need to seek out a company who is looking for a more aggressive attitude. I am a believer in the fact that if you are the “right person” for the job the interviewers will overlook a lot of other differences or shortcomings.

These examples cover some of the more common problems faced by candidates. You can see that others are facing similar fears and worries in job interviews every day. The main thing is for you to control what you can control – prepare for the interview, and to let go of the things that you do have any control over. If someone is “scared” of you, it’s not going to be a very rewarding relationship for anybody.

One last thought – think of this as a dating process. You did not (hopefully) get a marriage proposal after every date. You will not get an offer after every interview. Sometimes you just have to let go. It is out of your control.

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Carole Martin, America’s #1 Interview Expert and Coach, can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at http://www.interviewcoach.com

Looking for that new job?  Or just curious to know what else is out there?

Social Networking websites have taken on a storm the past couple of years.  From the well known Myspace.com and Facebook.com to the many others that pop up daily.

Finally, there is a job seekers social networking website that is taking the recruiting industry by storm: BlueChipExpert.com

However, BlueChipExpert.com is by invitation only.  If you would like an invitation, please email me at damon [@] ceoconsultant.com

BlueChipExpert.com is unique in that it is not only looking for top notch consultants, software engineers, and creative directors, but it offers a referral fee to those that introduce these people to BlueChipExpert.com and get placed for a project.

Many high end job seekers do not want to post their resume on Monster.com or CareerLadder.com.  Instead, they like to use their network of collegues and friends to find those positions.  BlueChipExpert.com uses this network to provide high end jobs for those high end job seekers.

It’s a win-win-win situation for everyone involved.

To learn more how BlueChipExpert.com works, visit money.cnn.com

The best jobs are not necessarily the ones that pay the most or that are the most prestigious right at this very moment. You’ve got to look down the road a ways and see what the future is like in that particular industry and job role. Things are always changing, and the hot job of the moment could dwindle in desirability a few months or years from now. If you want stability and security, you should think long and hard about what you ought to be looking for in an ideal employer.

A great employer is one that looks like it is going to keep growing in future, getting stronger and more fiscally robust. You don’t want to get involved with a losing proposition, so always consider the financial health of the company you’re applying to. How can you learn more about the finances of particular companies? You can start by looking to magazines like Forbes and Fortune to see what companies are “hot” and which are “cool,” who’s making money and who’s losing it. There are also plenty of useful resources on the web; just do some internet searching to turn up relevant information.

A good employer is also one who gives you ample opportunity for growth and development, both in your job role as well as in high-level positions that are on the same career track. Before you apply check to make sure that the company you’re thinking of working at will give you the chance to grow and improve as an employee. You probably don’t want to be at the same level for the rest of your career, so look at the company’s track record for promoting people in-house and allowing people to rise up to high-level managementpositions, etc.

You’ll also want to think about any significant perks that may be offered by the company, such as benefits, sizeable vacation packages, and so on. Companies that don’t offer perks can still be all right for certain jobseekers, but most of us need benefits packages that include health, dental and insurance policies. Depending on your situation, this may be something to think about prior to applying.

Finally, an ideal company for you is one that matches your interests and that will utilize the best aspects of your personality and skill set. Don’t apply to an employer whose morals, integrity, character and culture are incredibly different from your own, as you will be likelier to be unhappy there. Rather, go for companies that seem well suited to your sensibilities—this will go a long way toward ensuring that you are happy in your job now as well as many years into the future.

What qualities do you look for in an employer

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Ken Anczerewicz is an author and publisher devoted to providing time & money saving resources designed to help career & job seekers of all ages achieve their financial goals.  You can check out his best recommendations for creating your own income stream by clicking here now: www.resourceriver.com.

“CAN HE DO THE JOB?”

The first item of business for an interviewer to determine is if you have the qualifications to perform the duties of the job. That is the basic part of interviewing – to determine if the qualifications and experiences fit the requirements of the position.

“DO WE LIKE HIM?” “WILL HE FIT IN?”

The next item of business is to find out if this person is a good “fit” for the job. In other words, will he fit into the team and the company culture? Although this is the more subjective part of the interview, it can make or break your chances of getting the job.

The way you answer a question could be sending the wrong message. Are you describing yourself in the best light?

QUESTION: HOW WOULD YOU DESCRIBE YOUR PERSONALITY?

On the surface this appears to be a straightforward question, but if you answer too hastily you may end up sounding like every other candidate. What makes you unique? How can you make yourself stand out and be remembered?

Interviewers ask this question for a couple of reasons; to hear where you place the emphasis in your description, and to see how quickly and creatively you can think on the spot.

SPICE UP YOUR ANSWERS

Don’t give the interviewer with the same old answers everybody else gives. Think about new ways to get your message across and sell yourself.

“I am a high energy person.” This answer needs more detail and energy.

“I am a person who is energized by challenges and problems.”

“I’m a hard worker.” The most common phrase used. No imagination.

“I do whatever it takes to get the job done; sometimes working 10 hour days.”

“I am a quick learner.” An overused phrase which has lost its effectiveness.

“I can hit the ground running and come up to speed faster than anyone I know.

“I’m analytical.” A lack luster answer, that doesn’t reveal much information.

“I’m a whiz at analyzing data and transforming it into useful information.”

“I’m very organized.” This is a very understated answer.

“I am a person who can bring order to chaos.”

“I’m reliable.” This answer needs more information to get the point across. “I pride myself on my record of never missing deadlines.”

“I’m good with customers.” The answer needs clarification – good in what way?

“I build great relationships with customers – they always ask for me.”

SCRIPTING EXERCISE

Describing your personality is like writing ads for a product. What makes you unique? Are you the type of person who would fit into this organization? Your job is to convince your interviewer that you are that person. Make a list of personality traits that describe you. The qualities you would like the interviewer to remember after the interview. Use some of the same words in the job posting. Requirement: “Must have five or more years experience, managing a diverse population of employees.”

Your Answer: “I work well with all types of people.”

This is a rather flat statement and not specific. Try a new slant using more powerful words.

“I am a person who values others qualities and contributions. My employees would tell you that I am a very fair manager who listens when they have something to say.”

The more specific you are with your answer, the better your chances of leaving a lasting impression. Interviewers talk to several candidates in a single day. What will make you a memorable candidate?

In today’s competitive job market it is worth taking sometime to think about how you can describe your personality in a way that will make you stand out. The buyer needs to be sold on your uniqueness and abilities. When you sound like everybody else, you look like everybody else. Distinguishing yourself from the pack will give you an edge. A little work before the interview will put some zip in your pitch.

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Carole Martin, America’s #1 Interview Expert and Coach, can give you interviewing tips like no one else can. Practice for your interview FREE at www.interviewcoach.com

The phone rings just as you are about to sit down for dinner, but this time it’s not a pesky telemarketer – it’s a company recruiter calling. You’ve been caught off-guard! The telephone “screen call” can come at any time – day or night. Some interviewers find evenings the best time to catch people at home, where they will be able to talk more candidly. Therefore, you should be on-call and prepared to receive a telephone interview at any time.

Telephone interviews, typically conducted by a human resources staff member or a hired recruiter, are used as screening tools. By asking key questions, the interviewer determines whether or not it is worthwhile to pursue you further as a candidate. The screenings may consist of a few quick questions or as much as a one-hour grilling.

Telephone Screenings

Some general questions you might expect in a telephone screening are:

1. Why are you leaving your current job?

2. What kind of salary/job are you looking for?

3. Tell me three adjectives that describe you.

4. Tell me about a time when you had to solve a problem using creativity.

5. Do you have any questions for me?

If there is some particular skill that qualifies you for a job, for example technical skills or languages, there may be some qualifying questions about the “tools of the trade.”

Even though you cannot control the timing of these calls, there are some steps that you can take to not be caught off-guard.

1. Get organized. Set aside your materials as though you were going to a face-to-face interview. Have a folder with job postings or ads you have answered, along with company information. If you have several versions of your resume, attach the one relevant to the particular job posting. Keep this folder in a specific place so you can get to it in less than a minute. Tell the caller to hold and then grab your folder.

2. Be prepared. This is key to any interview, but for the telephone interview it is essential. Practice with a tape recorder to hear the level of enthusiasm in your voice. The key to telephone interviews is projecting an upbeat image through the sound of your voice and the words you use.

3. Know what they are looking for. Look over the job description to see what the company is seeking in a candidate. If you don’t have a good description, look at other postings of similar positions to see what is being asked for. Compare what you have to offer against what they are looking for. Be ready to let the interviewer know what a good match you are for the position.

4. Alert the household. Be sure everyone in your household – children, roommates, etc., are aware that you will be receiving calls from recruiters and companies. The phone should be answered in a polite, professional manner. While you’re at it, make sure your voice mail message is also professional and upbeat.

Getting through this screening is critical for advancing to the next step: the face-to-face interview. This puts added pressure on you to present yourself in a positive, focused manner. If you attempt to wing this call, you may reach a dead end in the process. By organizing and preparing you will feel less stress when these calls do come.

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Carole Martin is America’s #1 Interview Coach. Celebrated author, trainer, and mentor, Carole can give you interviewing tips like no one else can. Her workbook, “Interview Fitness Training” has sold thousands of copies world-wide. Sign Up to Receive Free Weekly Interview Tips at www.interviewcoach.com

When you’re ready for advancement up the career ladder, all usually goes well when you’re in the same field. You can demonstrate the know-how familiar to those who are interested in promoting or hiring you.

However, changing careers is another matter; marketing your skills for a switch into another industry can be tough. You might fear that employers will only glance at your resume before tossing it aside.

There actually ARE ways to get hiring managers to see the relevance of your skills, believe it or not–and much of it has to do with what you tell them on your resume.

To illustrate, consider the case of Jay Jones, a fictional candidate who is targeting a sales career even though his current position doesn’t reflect this goal. His existing resume looks like this:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service, payroll, and accounting for upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Closed largest percentage of corporate sales from online prospecting activities.

Here are my recommendations for his resume, given his goal of a new position in sales:

1 – Don’t use a functional format.

Many people will tell you to use a functional resume, since this is the supposedly tried-and-true method for a career change.

I have some unfortunate news for anyone trying this idea: it won’t work. Employers often view functional formats with suspicion, as they are used by candidates who are trying to downplay some facet of their career history.

A functional resume, which conveys your achievements within functional, or skill categories, usually saves your work history for last, and then presents each job as a single line. Jay’s resume would look like this if he used a functional format:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

SALES LEADERSHIP

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Closed largest percentage of corporate sales from online prospecting activities.

RELATIONSHIP MANAGEMENT

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

BENEFIT SELLING STRATEGIES

-Consulted with clients to determine best product fit for requirements.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

Clearly, this format makes tying the achievements to each job rather difficult. The result? An employer may skip this resume entirely, instead of trying to interpret Jay’s actual experience.

2 – Add an Achievements section.

Since first-page content on a resume grabs the eye and intrigues the reader, this type of format puts the most interesting information first, without resorting to a functional format.

The Achievements is section can give compelling data about you and your RELEVANT qualifications, all while satisfying the employer’s need to know what you’ve done at each job.

Now, let’s look at how Jay would use this strategy:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

SELECTED ACHIEVEMENTS

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service, payroll, and accounting for upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Closed largest percentage of corporate sales from online prospecting activities.

3 – Remove the objective and put your personal brand into a Profile.

All too often, job seekers follow the advice of yesteryear, where they were encouraged to add an Objective statement. In today’s hiring market, you may have already discovered that a resume objective just doesn’t cut it.

Savvy professionals will add a profile that reflects their personal brand and true capabilities–and profiles that gain the most attention will include information that distinguishes you, such as a former military background, a graduate-level degree, and special abilities.

Don’t forget to make your ultimate goal–in this case, a sales role–abundantly clear to the reader.

Jay’s final resume would then read:

SALES PROFESSIONAL

Intensely motivated, articulate sales representative offering strong sales aptitude and outstanding closing skills, with exceptional record of account growth. Talent for building solid client relationships that generate profitability and create generous referral rate. Recent MBA graduate skilled in establishing rapport with decision makers.

SELECTED ACHIEVEMENTS

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service and food sales within upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Closed largest percentage of corporate sales from online prospecting activities.

As you can see, Jay can now market himself for a role that differs substantially from his current position, all by using a strong Profile, Achievements section, and classic reverse-chronological resume format.

This approach can also work well for professionals whose experience in the desired role is fairly light, but who want to bring out these skills to their best advantage.

If you’re intent on showing an employer just how qualified you really are–without a current job that shows it–consider altering your resume style in order to get hiring managers to focus on your most relevant credentials.

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A unique resume authority and former recruiter, Laura Smith-Proulx, CCMC, CPRW, CIC, Executive Director of An Expert Resume, has achieved a 98% success rate landing interviews for leadership professionals. Known for her powerful ability to assess unique strengths, Laura has facilitated career transitions for numerous job hunters. Visit An Expert Resume (http://www.anexpertresume.com) to see resume samples and download a free resume e-course.

If you were to sign up with an online dating service the
first task for you to complete would be to describe what
you are looking for. “What you are seeking in a mate?” It
makes sense. How are you going to find your mate if you
haven’t declared what is important to you?

It’s not that different in a job search. The first question
to ask yourself should be: “What are you seeking in a job?”

Taking some time to think about what is important to you
will help you be more selective in where you apply,
interview, and hopefully end up working. This will also be
a great source of energy, enthusiasm and passion for you
when you are asked, “Why do you want this job?”

Using interview questions as your guide, try flushing out
what is important to you and what is not. In the end
hopefully you will have your own “Wish List” of job
requirements.

Interview Question – “When have you been most motivated?”

This is more than an interview question; it is a question
that you should be asking yourself before the interview.

When have you been most satisfied in your work? When did
you feel like you were making a difference or making a
contribution? Basically, what would you like more of in
your next job?

This simple exercise will help you answer this question
will also help you look inside yourself to think about what
you want “more of,” and what you want “less of” in your
next job. People usually perform at a higher level if they
are satisfied with the work that they do – and as a result
are more motivated to give 100% – plus.

Exercise to Find the Answer

Begin by making a list of the tasks at your last job – the
tasks that you were particularly proud of, or were
energized by. In other words, “when your job turned you
on.” Think about the last time you were so involved in a
project or task that you woke up thinking about how you
could improve the situation. Write those experiences down
and try to determine what the factors were that were
satisfying for you.

Let’s say you were a “Project Leader.” The tasks list would
read something like – “Led a team – Coordinated and
monitored project progress – Assured the flow and
completion of work on schedule – Monitored expenditures and
budget.”

What were the stimulating tasks of this job? Was it the
leadership aspect? Or, was it the challenge of coordinating
the details, and people? Was it completing the project on
time or below budget? Were there customers involved
(internal or external) – if so, is that what you found most
challenging?

What didn’t you like, and hope that you will do less of in
your next job?

After you have written this list for your current job, try
doing the same thinking about previous jobs. If you
recently graduated from college, use the classes that were
most stimulating and interesting for you, or the projects
you worked on with teams.

By making lists of motivating experiences from your last
two or three jobs, you will hopefully begin to see patterns
of projects and tasks that stand out. Analyze what you did
before. Do you want more of this type of responsibility in
your next job? The answer to this question will give you
the answer to the motivation question as well as
possibilities for fulfillment in future jobs that have
similar responsibilities.

Take this list of motivating experiences and script an
answer to the question, “What motivates you?”

This is the start of building your “wish list.” It may take
time, but little by little you will begin to see the
picture. Like the job posting written by employers some of
your requirements may be more flexible and some may be
fixed.

This will be your task to determine which factors are of
the highest importance to YOU.

There is no such thing as the “perfect” answer to this
question. Your answer will be individual and based on your
own satisfaction and dissatisfaction. No one can do this
for you. Only you have the answer.

“What is it that you want in your next job?”

Knowing what you want will make you feel more confident
about finding the right job.

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Carole Martin, America’s #1 Interview Coach has specialized
in the subject of “Interviewing” for the past 15 years from
both sides of the desk. She has produced a free practice
interview that shows you where you are going wrong in your
interview. See if your skills pass the test at
http://www.jobinterviewcoachingcenter.com Do you need some
personal coaching? http://www.interviewcoach.com