Second interview questions and answers

Second interview questions and answers by Michael Cheary So you aced the first interview, and they asked you backGreat. You’ve made it to the second interview stage. Unfortunately, you’re not 100% how this will differ from your first interview, so your approach is simply to repeat the same things you said before, only slightly clearer and/or louder. Not so great.While some interview preparations remain the same, there can be key differences when it comes to the types of questions asked by employers, and the answers expected of you.We’ve put together a quick summary of how a second interview can differ from the first.What’s the difference between a first and second interview?A first interview is generally used to test your personality and basic abilities, but the competition intensifies when it comes to the second stage.What an employer really wants to know now is what separates you from the other candidates, what your technical abilities are, and the logistics involved when it comes to a firm offer. This w ay they can more easily make a direct comparison between remaining candidates.In addition, second interviews are often an opportunity for other key members of staff at a prospective employer to meet and question a shortlist of the best candidates.Second interviews: what you need to know  How to prepare for an interview   Second interview questions 1. What are the main attributes you think are needed for this role? Translation: It’s time to sell yourself.Whilst this is obviously the case at all interviews you attend, with greater competition and higher expectations, the need to shine more brightly than the other candidates takes on added importance.What attributes are absolutely necessary to be able to do the job well? We’ll give you a clue: check the job description.You will usually see at least a few skills highlighted as absolutely essential: indicate why you feel these may be important and think of one or two examples of how you can demonstrate them.Right answer: ‘I think that X, Y and Z are the most important skills necessary for this role. I think these are all things I can actively bring to the role, which I demonstrated when…’Wrong answer: ‘Turning up on time mainly’ 2. Why don’t you want this job?See what they did there?This question turns the quintessential interview question on its head, making you work slightly harder at selling yourself (not to mention testing your desire for the position).By the second interview, it’s perfectly natural to have some reservations about the role. Use this question to ask the interviewer anything you may need clarification on. Whether it’s salary or asking about opportunities for career progression, try and prepare any questions you have after the first round.(N.B. compliments always work well here for intros e.g. ‘From what I’ve seen so far, this looks like a really great environment to work in. However…’, or similar)Right answer: ‘This company has built a reputation for providing its s taff with excellent prospects to progress. However, my only reservation at the moment is that I’ve only seen limited opportunities for training and development. I’ve been thinking of taking X course to improve my skills and would be keen to understand whether this is something you would consider offering as part of the role?’Wrong answer: ‘Because, if anything, I’ll be too good at it. And that scares me.’ 3. What would you change about the company?A particular favourite for more technical or design-based roles, this question has the potential to come up whatever the position.It’s time to show your research skills. So whether it’s a part of the website you don’t feel is particularly user-friendly or a window display which you feel brings nothing to the store, have a few things prepared before the interview.Whatever you suggest, remember to back up why you’ve said it and what value you feel this change could bring to the business.Right answer: ‘I found the sign-u p process on your website to be very long and I imagine a lot of users may be put off by this. If you made the form slightly shorter, I think you could increase registration numbers’Wrong answer: ‘Where do I start?’ 4. What are your career goals?Similar to the ever-popular ‘where do you see yourself in five years’ time’, what the interviewer really wants to know in this instance is that you’ve thought about your future. And perhaps, more to the point, that you’re in it for the long haul.Think of it this way: two candidates are neck and neck in an employer’s estimations and one says they’re looking to move through the company and head up a team; the other says they’ve always wanted to travel. Who would you offer the position to?Be passionate about the industry, demonstrate your ambition and play to your strengths. More importantly, don’t make this position seem like a stop-gap for you. You’ll just be wasting everyone’s time.Right answer: Something along th e lines of ‘I’d like to be heading up my own team within the department, which would make the most of my analytical skills and previous managerial experience’ (only much more specific).Wrong answer: ‘To have a job’ (see also: ‘to have your job’)Five career goal questions, and how to answer them   5. What salary are you looking for?They may not have covered salary in the initial interview, but expectations when it comes to money are often discussed at the second stage.Be honest. Give an indication of an income that you feel is realistic to the role and its responsibilities. Make sure to factor your previous experience into any answer you give. Once you’ve come up with a figure, be prepared to explain why you’ve reached it.Remember: be realistic, but don’t undervalue yourself. Otherwise you might just come out with less than what you’re worth. To find out what everyone else is on, take a look at our average salary checker.Right answer: A realistic, but non-specif ic salary range, e.g. ‘I‘m looking for a starting salary somewhere between £25,000 and £30,000’.Wrong answer: ‘Ideally I’d like £1million pounds, so it depends what you’re offering really’/’how much do you think I’m worth?’How to: Negotiate salaryShould I ask about salary at my interview?What does competitive salary actually mean 6. What’s your notice period?It’s time to get down to the real business. What an employer wants to know here is the logistics involved should you actually be offered the role. And by logistics, we mean admin.Make sure you’ve looked up how much notice you need to give to your current employer before your interview. If you have any holiday booked or if you know of any other impediments which may affect you starting the job, now is the time to let them know.Be careful not to get ahead of yourself, though. They’re not actually offering you a job. Yet. They just want to know what would happen if they did.Right answer: ‘I need to provide at least four weeks’ notice if I were to find another job’Wrong answer: ‘I don’t think I need to give them any notice. I just won’t bother going back in’What is a notice period? Final thoughtsRemember, these are just a few examples of the types of interview questions which may come up. Many of the questions you encounter may be industry specific and some companies have their own methods of finding the right candidates.Be prepared for every eventuality and for as many questions as you can. That way, you’re unlikely to feel as if you’ve been put on the spot. If you really want the role, the extra effort will be well worth it.Also, consider that your interviewer may change from the first time you were questioned. For more technical roles, you may have someone less accustomed to interview situations brought in specifically to ask you more detailed questions. For sales roles, you may need to be prepared for the possibility of a good cop/bad cop set-up, with one pa rticularly difficult interviewer trying to test your knowledge or the conviction of your answers throughout proceedings.Whoever your interviewer, don’t take it personally â€" even if you don’t feel the same connection as you did first time around. Keep calm and maintain your confidence and conviction. Remember: no matter how harshly they critique your answers, this is usually no reflection on you. They simply want to see if you really believe what you say.Finally, don’t forget to think of your own questions you can ask at the end of the interview. What you ask can be just as telling as what you answer. Because ending the second interview with an awkward silence is definitely not the last impression you want to leave.Four things to take to a job interviewInterview types: What you need to know  What to wear for an interview  Still searching for your perfect position? View all available jobs nowFind a job What Where Search JobsSign up for more Career AdviceSign up for moreCare er Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Following up after an interview Interview Techniques Job interview tips

Still Job Hunting Like Its 1999 - Personal Branding Blog - Stand Out In Your Career

Still Job Hunting Like It’s 1999 - Personal Branding Blog - Stand Out In Your Career The latest job figures released on Friday showed that the U.S. unemployment rate inched up 10 basis points in September to 9.8 percent. Many companies continue to reduce headcount, and those that are hiring are being very cautious and taking their time to find the right candidate. Yet, many job seekers are still approaching their job search like it’s 1999, when the unemployment rate was just half of thatâ€"4.9 percent. While I realize a portion of the Personal Branding Blog readership was still in high school back then, those of us Gen X and older can remember the heady days of the last decade. A different market Ten years ago, I had been working for the same company for 4 years and while I loved the industry, I wanted more variety in my job. When I started looking around for other opportunities, I wasn’t firmly committed to leaving so I didn’t push myself very hard. I surfed around a few job boards and submitted my resume very selectively. Even with that half-hearted attempt, I still got three job offers in just a few weeks in industries I had never worked in before and in roles I had never done. But the job market was very different then. The tech bubble hadn’t burst yet and even when layoffs did start to come in 2000, it usually didn’t take workers very long to find that next position. Median duration of unemployment was only 6 weeks in 2000, a fraction of today’s average of 18 weeks, according to the Bureau of Labor Statistics. Perfect or near perfect So what does this mean for today’s job seeker? At a minimum, you have to show yourself as a perfect or near-perfect fit for the job in terms of qualifications. Address each of the job requirements in your cover letter. If you can only meet two out of five, for example, you’re not likely to even get the interview. With so much labor supply, companies know they can hold out for the perfect candidate. Tailor your resume. The summary section and bullet points should showcase the experiences that best match what the employer is looking for. Draw a clear connection with the achievements you choose to highlight, rather than trying to cram everything you’ve ever done hoping that something will hit part of the target. Add critical keywords to your LinkedIn profile so you’ll appear in the results when recruiters search for those qualifications Of course, don’t lie or embellish the truth. Don’t say you were in sales if you never were. While you’ll certainly beat out 85-90% of job seekers who don’t even do this muchâ€"again, those who still think it’s 1999, or at least, wish it was-â€"youll still find plenty of stiff competition. It’s like going into college as valedictorian of your high school and realizing your freshman class is filled with them. Break the tie While the tangibles are the minimum price of entry, what will often break the tie are the intangibles: Demonstrated commitment and excellence in the field. With fewer staff members doing the same amount of work, companies have to be confident that you can jump in and start contributing and adding value from day one. Showcase your deep expertise in your area not just with what youve done on the job, but also outside of the office through blogging, writing, speaking or involvement in the industry association. Chemistry and rapport with the hiring manager and team. There’s enough negativity and fear in the news without having it hit you in the workplace. While a positive, can-do attitude can be hard to muster up if your job search hasn’t been going well, you won’t get hired if people don’t like being around you no matter how talented you are. A strong recommendation from a trusted source. This is where your network can really help you. If you know someone who can put in a good word for youâ€"and LinkedIn makes it so easy to find mutual connectionsâ€"that can help tremendously. The bar you have to jump over to land a job is so much higher today than it was 10 years ago. Accept that reality and adjust your job search strategy accordingly. Instead of half-heartedly applying for jobs on job boards and hoping you’ll get a call back, spend more time proactively building your case to position yourself as close to the ideal candidate as the company could hope for. Author: Liz Lynch is founder of the Center for Networking Excellence and author of Smart Networking: Attract a Following In Person and Online (McGraw-Hill, 2008). Connect with Liz on Twitter at @liz_lynch and get your free Smart Networking Toolkit at http://www.SmartNetworking.com.

How Can You Support an Employee Experiencing a Mental Health Problem

How Can You Support an Employee Experiencing a Mental Health Problem When it comes to having to support one of your staff with a mental health problem there are certain dos and donts. What you might think is the right approach may cause more harm to your employee even if you mean well. Its one of the most sensitive areas to deal with in the workplace but instead of simply ignoring your employee there are ways you can support them, and our panelists are on hand to tell you how to do it. Nick Patel The worst thing an employer can do is to ignore the problem.   This results in employees not being open about it at work, including discussing how their work may be impacting their illness.   If employers do not treat mental health seriously, employees will be less likely to seek treatment, which will impact their productivity and personal lives. Nick Patel, CEO of Wellable. Renae Shaw Without a doubt, the worst thing an employer could do is identify an issue and ignore the problem completely. Even if there is no protocol in place, simply taking the time to ask if someone is okay can offer a platform for them to speak up and ask for help. Stigma and misinterpretation towards mental health problems has been long in existence and so advice such as ‘cheer up’ or ‘get over it’ have been widely used when trying to help someone with depression. It is important as an employer to take the time to fully understand mental health issues to realise advice such as this is just as effective as telling someone with a broken leg to ‘get better’. Finally, it is fundamental to not punish a person before establishing if there has been any external factors which could be causing someone to be disengaged at work. Renae Shaw, Head of HR at Search Laboratory. Lee Keyes Reducing or eliminating barriers to healthcare and other benefits, reducing or eliminating stigma which may be built into policies (intentional or otherwise), ensuring that disclosures by or about the employee are under the control of employees. Also working to advocate for good mental health coverage in insurance, at the organizational, policy, and legislative levels. The worst thing an employer can do is creating or worsening barriers, creating stigma, forcing unnecessary disclosures by or about the employee. Dr. Lee Keyes, is a Psychologist and Emeritus Director at the University of Alabama. Emma Mamo What will be of help to someone is very individual, so it’s important to have a conversation with your employee so they can tell you what will help. Our Wellness Action Plans are a practical tool to use with an individual to help them identify the best support for themselves. Steps to supporting someone are generally quite small and focus on simple adjustments to someone’s job role or extra support from their manager. While voluntary and agreed adjustments are supportive, it’s important that people are not treated differently or asked to do things that others are not required to. Being micro-managed or made to account for all of your time can be counter-productive and discriminatory. Emma Mamo, Head of Workplace Wellbeing at Mind. Brendan Street The worst thing to do would be to encourage a culture where mental health and mental illness are talked about in a judgmental, non-respectful way. The best way to ensure a manager supports the mental health of a staff member is to 1.                 Set the right tone 2.                 Keep it simple 3.                 Notice and then REALLY listen 4.                 Understand reasonable adjustments 5.                 Always Follow up Brendan Street, Professional Head of Emotional Wellbeing at Nuffield Health. Shona Davies Ignore it and hope it goes away/doesnt affect their business. 1 in 4 people will suffer mental ill health at some point in their lives and the numbers are increasing. Employers must recognise this as a fact of life and put in place policies and procedures to help prevent as well manage mental ill health at work. . Shona Davies, Founder of Shona Davies Consulting. Chieu Cao The worst thing an employer can do is not leading by example. Managers should support sensible working hours, encourage employees to take lunch breaks and annual leave, and to recuperate after busy periods, otherwise how can we ever expect our employees to follow?                       Chieu Cao, Co-Founder of Perkbox. Lucy Faulks The worst thing is to ignore it and not address it in the belief that there is no issue. Like physical health, mental health is a sliding scale and even if there is no-one who is visibly experiencing mental ill health currently, we know that as 1 in 4 of the population experience mental ill health at some point in their lives, the chances are there will be employees going through this currently or who will do in the future. Lucy Faulks, Co-founder of Elevate. Paula Whelan It’s imperative for managers to be proactive when it comes to managing and supporting staff with mental health issues. Getting to know your staff will help you recognise when something is not quite right, and you can then offer support at the earliest opportunity. Start where the person is at, listen, and ask them what they need. Explore what, if any, reasonable adjustments would help so that as few barriers as possible remain in the way of their recovery (although don’t offer what is not possible according to company policy. ) Its a good idea to log what you agree together and to regularly review any adjustments and amend as appropriate. Paula Whelan, Head of Diversity Inclusion at Right Track Learning. Nicole Thurman The worst thing would be adding to the stigma against mental health, which includes not acknowledging it or playing it down as unimportant. Mental health is a real issue and its becoming increasingly bigger â€" and for some reason people don’t want to accept that. When I last looked, the three drugs being prescribed most from our onsite health care clinic were for anxiety and depression. Consider the skyrocketing suicide rates in the United States, especially among young people. We have a big, big problem on our hands and employers can make the problem worse or actually try to help solve some of these problems. We are trying to do the latter. Nicole Thurman, Vice President, Talent Management at CHG Healthcare.

Career Confession I hate performance reviews

Career Confession I hate performance reviews Welp, it’s that time of the year. That dreaded time of the year. Obviously I’m not talking about the summer. I love the summer. What am I talking about? Yearly performance reviews at my firm. Reviews. Ugh. Necessary yet potentially nerve-wracking You’re forced to look back over the past year and determine whether you kicked ass or you’re just not kickin’ it enough. You’re forced to have an awkward conversation with your supervisor(s), who will let you know whether a promotion (and more $$$) is in your near future or if you’ll be poor for another 6-12 months. You’re forced to sit down and draft a few more goals for the next year that you basically pull out of your ass because at this point in your crazy, chaotic, twenty-something life, making sure you’re wearing matching shoes is a pretty lofty goal. Side note: I had a very sad, sad day a few Thursdays ago when  I was sitting in a  meeting at the  end of the day. It had been a busy, stressful week, so when I looked down at my feet and realized I was actually wearing two different shoes, all I could do  was laugh. Unless you have prior confirmation that you’re doing well and that you will be promoted, I think we can all agree that the review process seriously sucks. Because I’ve been working at my company for just over a year and a half, I’ve only been through one review. It went well and my hard work paid off, but when I walked out of that treacherous meeting, I regretted not highlighting all my successes more.   With my poor memory, I decided I needed to start keeping track of everything I did over the course of the next year. I haven’t had my review yet, but I know I’ll be more confident starting the process. Here’s what I did and I hope it helps you: Kept a running list of all the big projects I’ve worked on and what I did for each. I also noted whether I was assigned the task of if I took it on voluntarily. In terms on quantity, This will help show my dedication to the job. Created a file on my computer and dropped in work samples and copies of finished projects. This will show the successes of my efforts and that the quality of my work has evolved over the past year. A common mistake we tend to make early in our careers is that our supervisors are taking notice of everything we’re doing. While I’m sure they do to an extent, we have to be our biggest cheerleaders. These simple tips for keeping track of what you do day-to-day may seem like unnecessary work, but I’m willing to argue that many people wish they did something similar when they couldnt verbally or tangibly prove they were deserving of that raise or promotion. What about you What do you do to help prepare for performance reviews at your job?

Looking To Hire An iOS Developer This Guide Is Here To Help CareerMetis.com

Looking To Hire An iOS Developer This Guide Is Here To Help â€" CareerMetis.com Source â€" DepositPhotos.comWhen the top app development companies are being considered, iOS development is usually the task that sits directly at the top of the to do lost. iOS development is a key aspect of any business’ long term planning and a mobile app development company that can handle the task at hand can be hard to find.Thanks to this helpful guide to choosing an iOS developer, finding the top app development companies has never been easier. Tasks of this nature are not always straightforward. When businesses know exactly what they are looking for, the task becomes much simpler.To learn more about the most important aspects to consider during the process of hiring an iOS developer, be sure to read on.Developing a Clear Understanding of Needs Being able to discern between a need and a want is one of the most challenging aspects of the decision-making process. A plan needs to be established. Is the idea just a cool plan or is there market research that backs up the idea? Ar e there any mock ups that can be shown to a prospective iOS developer?No development experience is needed to come up with a proper plan. The client must also have a strong understanding of the difference between needs and wants. The project should be properly fleshed out and success should feel like an inevitability. If the company is looking to speak to a target audience that utilizes Android instead of iOS, this is a sign to seek a different developer.How To Vet Candidates?First of all, a client that posts their job on a free for all type of forum is always going to have more candidates to vet than a client who reaches out to a mobile app development company on an individual basis. In order to get the most out of the process, a client needs to decide whether they wish to cast a wide net or if they are looking for something more specific.Asking the right questions allows a client to separate fledgling candidates from the top app development companies. The top app development compan ies have experience and will lay out an entire plan for completing the project. Clear communication is key and representatives should prioritize transparency.1) Research The Developer’s Online PresenceevalEvery candidate is going to have an online presence that needs to be researched. This presence is a great way for a mobile app development company to demonstrate their level of competence. Take a closer look at the firm’s social media pages, their blog, and their shared code. There is no need to hire a private investigator but the online presence should indicate a certain level of professionalism.2) Examine Code Contributions In DetailLooking to hire an iOS developer? This is a step that cannot be skipped for any reason. Take a closer look at the projects that have been completed. Open source coding is a great way to find out more. These types of contributions will let clients know if the mobile app development company is actually active within the community.The most popular pr ojects need to be examined first. This gives the client a baseline expectation to work with. If the firm is responsible for creating projects that are used by others, this is also a good sign.3) Ask About Components That Will Be UsedevalShared code is an easy way to tell whether the mobile app development company is able to assist with an iOS project. But what happens when code is not shared? Larger companies may be able to assist with a project of this nature but that does not mean that they are able to share their coding secrets.In these instances, it behooves a client to ask more questions about the components that are going to be used. Testing, network handling, caching, UI components, logging, and authentication are the areas that need to be discussed in an open forum. The components that will be used for each of these tasks are important.4) Life Cycle AssistanceThe life cycle of an iOS app does not end once it has been released to the public. Ask the developer if they can prov ide further information about the life cycle of any project that they have completed in the past. Are they going to remain accessible after the app has been released?Problems are going to arise after the app’s release. A client should always take the time to ask about past projects and whether the developer was able to overcome these challenges. If the developer cannot speak openly about challenges that they have overcome once an app has gone live, this is a sign to continue the search for top app development companies elsewhere.5) Consistent Willingness To LearnevalevalApp related technology is not static. The top developers are able to make progress over the course of time. Can they describe this progress? What changes have been made since the first project that they took on? Do they regularly consume media materials that allow them to build on their level of current knowledge?A constant willingness to learn is what sets the top mobile app developers apart from the rest. Those w ho rest on their past laurels are far more likely to be left in the dust as new technological advances are made. Ask about their knowledge of HealthKit, WatchKit or any other crucial advances that affect the life span of the prospective app.

7 Things to Know about the Role of Robots in Recruitment - CareerEnlightenment.com

7 Things to Know about the Role of Robots in Recruitment LinkedIn 8 Facebook Twitter 5 Google+ You’ve undoubtedly heard the talk: artificial intelligence (AI) â€" the stuff of Spielberg-esque sci-fi films â€" is quickly transforming the way we live, and that includes how we’re screened and hired too. Recruiters everywhere are turning to advanced software to save themselves heaps of time and to make better candidate selections, driven by data.What does this mean for you as a job-seeker? Well, for one, it means if you’re on the hunt for a new position in 2018, it’s well worth improving your understanding of how intelligent tech might impact you and your quest for work. With that in mind, we’ve rounded up seven things you should definitely know about automated recruitment tools, AI, and job interviews.1. You’ve almost certainly already encountered AI in your job search you just might not know it. As one of the top tech trends in HR at the moment, AI is already being used by hundreds of major companies to scour job sites, sc an resumes, schedule interviews, and engage with applicants. Vodafone, Unilever, Ford, and Marriott International are just a few of the large corporations that rely, in some measure, on AI to source and screen job-seekers. So, if you’ve been approached as a passive candidate or shortlisted for a role you’d like, there’s a good chance you have a machine to thank. You may have even engaged in conversation with a very human-sounding chatbot, like Mya or Olivia, without even realizing it.2. The next time you interview, you may be talking to a robot While intelligent software has predominantly been used to automate screening, there’ve been a number of developments in the world of AI and job interviews too. Innovations like Vera, a lifelike Russian robot with impressive conversational skills, mean that the next time you engage in an initial phone or video interview, the ‘person’ on the other side of the line or screen might actually be an artificial being. Naturally, not recei ving human feedback during an interview can be quite off-putting, so prepare yourself mentally for that.3. AI-powered software isn’t just analyzing your interview answersTools like HireVue, which uses complex algorithms to screen video interviews, are capable of assessing much more than just the words in your responses. This particular software can evaluate 15  000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role. So, while you can prepare your actual answers, you’re also being judged on a number of behaviors that are rather out of your control. Plus, if you’re lying or faking enthusiasm, there’s a good chance the bots will pick this up. Want to Read More Articles Like This One?Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip! SUBSCRIBE! You have Successfully Subscribed!We hate spam too. Unsubs cribe any time. 4. Counterintuitively, AI is actually meant to make the job search process more ‘human’If you’re concerned that the use of robots is going to make looking for a job a cold and impersonal endeavor, you’ll be happy to know that AI, in fact, has the potential to greatly improve the candidate experience. Think about it: whereas previously your emails and queries would have probably disappeared into a vast void, now there’s always someone (or should we say, somebot) available to engage with you and respond to your messages. Plus, since AI does a lot of the grunt work for recruiters, it frees them up to spend more time building meaningful relationships with applicants. Another major benefit of this trend is that it can make hiring much more fair and inclusive by minimizing the effects of human bias.5. That said, it’s not going to make landing your dream job any easierYou might think it’d be easier to impress a machine than a person, but that’s just not true â€" this is some seriously smart tech with a nuanced grasp of what employers are looking for. Thanks to machine learning, the capabilities of AI software improve exponentially as data is gathered, so it’s only getting more intelligent with time. Automated tools are now also adept at assessing culture fit, personality, and more abstract soft skills. So, don’t relax just because you’re engaging with a machine â€" continue to use proper grammar, present yourself professionally, and put your best foot forward.6. Automated software is intelligent, but it’s not fool-proofAs impressive as AI is, it’s still not human, so if you use obscure language or submit an application with formatting issues, it’s not going to fill in the gaps or make allowances for you like a human might (if they’re nice). As more recruiting functions are automated, you need to make extra sure that you include the right keywords, avoid shorthand in texts, and complete form sections correctly . . . or ris k being screened right out.7. At the end of the day, a human being is still going to have the final wordIf you think that the rise of robots means you’ll never have to sit through an awkward discussion with a human hiring manager again, you’ve got it all wrong. AI is being used to make initial selections and narrow down large pools of talent, but shortlisted candidates are still passed on to recruiters for consideration and further interviewing. So, be prepared to have to wow an actual person, too.

The Declaration of You is an E-course (yes, an e-course!) and Open for Business!

The Declaration of You is an E-course (yes, an e-course!) and Open for Business! The Declaration of You: How to Find It, Own It and Shout It From The Rooftops is: an e-course (Yes, an e-course! No more secrets!) open for Registration! made me cry all day yesterday. Jess I are so passionate, excited and proud of The Declaration of You that we’d love love love (yes, 3 “love”s are both necessary and accurate) for you to join us in tossing your “shoulds”, “can’ts” and “impossibles” to the curb, and letting yourselves discover what it is you want, you believe, you desire, and is true for you. This ain’t The Declaration of Yo’ Mama, after all. It’s been 5 months in the making, but if you head to the site right freakin’ now, you’ll get the skinny on the course details along with where Pierre François Frédéric eats most of his desserts (y’know, the important stuff). And if you register now, youll be able to create your account/profile and get a special “Bonjour” post from Pierre François Frédéric right away. Jess, Pierre François Frédéric and I are going to be thrilled to have you and your Declaration join us! Come spend just a few minutes on the new site with us now, and when you’re ready to find your uniquity in a sea of the conventional, sign yourself up! Ooh, super excitement!