10 Predictions for 2012 by Dr. John Sullivan

10 Predictions for 2012: The Top Trends in Talent Management and Recruiting

by

Dr. John Sullivan

Dec 5, 2011, 5:03 am ET

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It’s always better to be prepared than surprised.

By definition, being strategic requires that you look forward — identifying trends, opportunities, and threats. With the December lull looming, now is a great time to plan for the future. I’ve listed the “top 10 talent management trends” I foresee that require your attention.
But you should certainly do your own thinking. I recommend that you start by examining this past year…

2011 Was The Year of Social Media

2011 was a tough year for many in talent management, but despite compressed budgets, organizations continued to hire and develop talent. One factor that seemed to invade nearly every high-level functional discussion was social media. It’s clear that Facebook, LinkedIn, and Twitter will play a dominate role in recruiting and development best practices in years to come.
Not surprisingly, 2011 saw no fewer than 40 new vendors emerge to help organizations use social media to attract referrals. We also started to see early stage tools to use social media in talent assessment (pre/post hire) as well as applicant/candidate/employee experience management. New tools brought much enhanced visibility into talent issues, but most talent-management metrics continue not to resonate with key leaders outside of the HR function.

2012 Will Be “The Year of the Mobile Platform”

By the end of next year, even the skeptics will have to admit that the mobile platform will have become the dominant communications and interaction platform by early-adopting best-practice organizations. The capabilities afforded users of smartphones and tablet devices grows immensely day by day. Long before unified inboxes existed for the desktop, smart device users could see all incoming e-mail, social messaging, text messaging, and voice and video messaging in a single place.
Tablets will become the virtual classroom, and an emerging class of tools will let employees manage almost every aspect of their professional life digitally. During the next year, talent management leaders need to invest heavily supporting execution of talent management initiatives across mobile.

The Additional Top Nine!

Intense hiring competition will return in selected areas — global economic issues will persist for years to come, but the global war for talent will continue spiking in key regions an industries. While growth has slowed somewhat in China, Australia and Southeast Asia — including India — continue to see dramatic demand for skilled talent. In the U.S. and Europe, demand is still largely limited to certain industries where skills shortages have been an issue for years.
In high tech inclusive of medical technologies, 2012 will see a significant escalation in the war for top talent. As innovators and game changers step out of established tech firms like Facebook, Apple, Google, Twitter, and Zynga, a whole new breed to tech startups will be born each vying for the best of the best. While recruiting will move forward at a breathtaking pace, so too will “rapid” leadership development.
Retention issues will increase dramatically — almost every survey shows that despite high engagement scores, more than a majority of employees are willing to quit their current job as soon as a better opportunity comes along. I am predicting that turnover rates in high-demand occupations will increase by 25% during the next year and because most corporate retention programs have been so severely degraded, retention could turn out to be the highest-economic-impact area in all of talent management.
Rather than the traditional “one-size-fits-all” retention strategy, a targeted personalized approach will be required if you expect to have a reasonable chance to retain your top talent.
Social media increases its impact by becoming more data-driven — most firms jumped on the social media bandwagon, but unfortunately the trial-and-error approach used by most has produced only mediocre results. Adapting social media tools from the business coupled with strong analytics will allow a more focused approach that harnesses and directs the effort of all employees on social media. Talent leaders will increasingly see the value of a combination of internal and external social media approaches for managing and developing talent.
Remote work changes everything in talent management — the continued growth of technology, social media, and easy communications now makes it possible for most knowledge work and team activities to occur remotely. Allowing top talent to work “wherever they want to work” improves retention and makes recruiting dramatically easier.
Unfortunately, even though it is now possible for as much as 50% of a firm’s jobs to be done remotely, manager and HR resistance has limited the trend. Fortunately, managers and talent management leaders have begun to realize that teamwork, learning, development, recruiting, and best-practice sharing can now successfully be accomplished using remote methods. Firms like IBM and Cisco have led the way in reducing and eliminating barriers to remote work.
The need for speed shifts the balance between development and recruiting — historically, best practice within corporations has been to build and develop primarily from within. However, as the speed of change in business continues to increase and the number of firms that copy the “Apple model” (where firm is continually crossing industry boundaries) increases, talent managers will need to rethink the “develop internally first” approach.
In many cases, recruiting becomes a more viable option because there simply isn’t time for current employees to develop completely new skills. As a result, the trend will be to continually shift the balance toward recruiting for immediate needs and the use of contingent labor for short-duration opportunities and problems.
Employee referrals are coupled with social media — the employee referral program in many organizations is operated in isolation as are the organizations’ social media efforts, but talent managers are beginning to realize that the real strength of social media is relationship-building by your employees.
With proper coordination, employee relationships can easily be turned into employee referrals. This realization will lead to a shift away from recruiters and toward relying on employees to build social media contacts and relationships. The net result will be that as many as 60% of all hires will come from the combined efforts. The strength of these relationships will lead to better assessment and the highest-quality hires from employee referrals.
Employer branding returns — Employer branding and building talent communities are the only long-term strategies in recruiting. True branding is rarely practiced (hint: it’s not recruitment marketing) especially in the cash-strapped function of today, but years of layoffs, cuts in compensation, and generally bad press for business in general may force firms to invest in true branding. The increased use of social media and frequent visits to employee criticism sites (like Glassdoor.com), make not managing employer brand perception a risky proposition. While corporations will never control their employer brand, they can monitor and influence in a direction that isn’t catastrophic to recruiting and retention.
The candidate experience is finally getting the attention it deserves — Organizations have never treated candidates as well as they did their customers, but the high jobless rate has allowed corporations to essentially abuse some applicants. As competition for talent increases and as more applicants visit employer criticism sites like Glassdoor.com, talent leaders will be forced to modify their approach.
At the very least, firms will more closely monitor candidate experience metrics as they realize that treating applicants poorly can not only drive away other high-quality applicants but it can also lose them sales and customers.
Forward-looking metrics begin to dominate — Almost all current talent management and recruiting metrics are backward looking, in that they tell you what happened in the past. Other business functions like supply chain, production, and finance have long championed the use of “forward-looking” or predictive metrics and the time is finally coming when talent management leaders will shift their metrics emphasis. Forward-looking metrics can not only improve decision-making but they can also help to prevent or mitigate future talent problems.

Other Things to Keep Your Eye On…

In addition to the major trends highlighted above, there are 12 additional “hot” topics to keep your eye on:

• Risk identification — almost every other business function has already adopted a risk management strategy. So the time is coming when talent management will be forced to adopt a similar strategy and set of metrics. This program will not only cover HR legal issues but also the economic “risk” associated with weak hiring, the absence of developed leaders, and the cost of turnover of key talent.
• Prioritization — continued budget and resource pressure will force talent management leaders to prioritize their services, business units, key jobs, and high-value managers/employees.
• Integration — there will be increasing pressure for talent management functions to more closely integrate and work seamlessly.
• Expedited leadership development — as more baby-boom leaders and managers actually begin to retire, there will be increased pressure for expedited leadership development — specifically solutions that develop talent remotely using social media tools and within months rather than years.
• Competitive analysis — the increasingly competitive business world has forced almost every function to be more externally focused. Although HR has a long history of being internally focused and not being “highly competitive,” there is increasing pressure to become more business-like and to adopt an “us-versus-them” perspective. That means conducting competitive analysis and making sure that every key talent management function produces superior results to those at competitors.
• Contingent workers — as continuous business volatility becomes the “new normal,” the increased use and the improved management of contingent workers will become essential for agility and flexibility.
• Unionization — there is a reasonable chance that actions by the NLRB will increase union power and make it easier for unions to gain acceptance at private employers.
• Recruiting at industry events — as industry events return to popularity, recruiting at them will again become an effective tool for recruiting top and diverse talent.
• Location software — talent managers will begin to realize that software that allows you to check-in and see who is within close geographic proximity has great value and many still unidentified uses.
• Hire before they do — most firms will restrict their hiring until the turnaround actually begins. However, your firm must have a talent pool or pipeline developed, so that you can hire immediately and capture the top talent right before your competitors realize the downturn is over.
• Assessment continues to improve — vendors, software, and tools continue to improve in this area that will become increasingly important.
• Increase your revenue impact — increased economic pressures will continue the trend of forcing all functions (including talent management) to convert their functional results into business impacts in dollars. Talent management will face increasing pressure to directly demonstrate how their hiring, retention, development, etc. is focused, so that it directly increases and maximizes corporate revenues.

Final Thoughts

A recent survey of CEOs rates talent management as the No. 1 area where CEOs expect dramatic change during the next year. Given this increased attention, it’s even more critical that talent management and recruiting leaders set aside time to conduct a SWOT assessment (Strengths, Weaknesses, Opportunities, Threats) to identify where they are and where they need to be.
The “new” talent management leader must be more strategic, more proactive, and more business-like, and that means getting your entire staff to begin thinking about and planning for the game-changing events, trends, and opportunities that will occur during the next year. It’s time to realize the “but-we-are-overwhelmed-and-too-busy” excuse for not forecasting and planning is wearing thin.

How to Make Yourself Standout in an Interview by Ronald Mitchell

How to Make Yourself Standout in an Interview

By: Ronald Mitchell Super Mentor (24286 points) Updated: 10/13/2009 Rating: Tags: interview, Interview Questions, research, standout, differentiate

Believe it or not, it is not your outstanding professional track record or your exceptional academic pedigree that make you standout in an interview.  Those are the things that get you the interview.  Once you walk in the room and sit down in front of the interviewer, it is a whole new ball game.  If you want to Standout in Your Interview, you need to focus on the following steps to differentiate yourself from your peers. Deep Knowledge of the Company, Industry, Job As George Orwell said in the classic novel, 1984, “Knowledge is Power”.  The more you know about the company, industry & job, the more impressive your interview will be.  This does not mean that you need to throw out facts about how many employees the company has in Bulgaria.  However, the fact that you know that the company has significant operations in Bulgaria will enable you to be more confident and insightful in your responses to the interviewer’s questions.  The fact that you know that the top 5 companies in the industry control 60% of the market allows you to better understand the pricing pressures in the market.  In a nutshell, the more you know, the better you will perform. What you need to know about the JOB > What you need to know about the COMPANY > What you need to know about the INDUSTRY > Ability to have a conversation about industry trends The best interviews I have conducted, felt more like conversations than interrogations.  In several, I left the interview knowing more than when it began.  These are interviews and candidates that distinguish themselves.  When the interviewer can hold a substantive conversation about an industry related topic for 15-20 minutes with a person, they will remember that person.  If the candidate can actually tell them something they didn’t know, even better.  In some cases, this  conversational tone is driven by the interviewer.  In others, you as the interviewee might have to take the conversation in that direction.  Before you go into the interview, you should outline three significant current trends or events in the industry.  Research those with a particular emphasis on differing perspectives of industry leaders. Prepare an industry research summary > Control the Interview I can remember an interview I had with Sammy, a young college sophomore that I interviewed for a summer internship position on Wall Street five years ago.  I left that interview feeling as though I was the one who had just been interviewed.  He completely controlled the conversation.  Now this tactic can backfire.  It is more art than science.  You don’t want to force the issue by bombarding your interviewer with innumerable questions.  However, a very natural, inquisitive tone where you are asking a series of questions that you are GENUINELY interested in and that follow a logical sequence, will get you there.  Controlling the interview does not mean that you solely ask questions.  It also means that you communicate the skills and experiences you know highlight you as the best candidate.  You must make sure that your story gets told.  I typically suggest that you write down your 5 most compelling qualities and make sure that you reference all of them throughout the interview.  Even if this means that at the end of the interview you must list the three most compelling reasons why you should be hired. Ask Good & Insightful Questions There is always an incredible emphasis placed on what questions  are asked during an interview.  What most people fail to understand is that “questions” don’t matter.  “Good questions” matter.  In fact, asking bad questions may be more injurious to your cause than not asking any questions at all.  It further exposes your lack of knowledge.  Good questions inform the interviewer of both your knowledge and interest.  If you cannot come up with a single good question, that tells the interviewer that you frankly are not that interested in the opportunity.  If your question is not very insightful, it also communicates that you have not done your research on the opportunity. Good Questions to Ask in the Interview > Comfort / Ease of Conversation As a former athlete, I can understand being a little nervous before an interview.  I was always nervous before games.  However, once the game started, I became extremely comfortable.  That is because the only thing you can do is play your game.   The same is true of your interview.  There is no need to be very nervous because, even more so than an athletic contest, the interview is all about you.  It is about your story, knowledge and interest.  Why be nervous?  You should know your story – it is “your” story after all.  No one is expecting you to communicate why they should hire someone else.  The knowledge part is simple as well.  If you have prepared, you know what you know and know what you don’t know.  If you are asked something you don’t know, you should be able to recover by talking about something you know well later in the interview.  And, finally, your interest is either real or not.  If you are interested, then you should have put in the work to be prepared.  If you are not interested, then who cares how the interview goes.  The best interviewees are fairly relaxed when the interview starts.  The interviewer should be able to feel that

Thirteen Networking Mistakes by Dan Woog

Thirteen Networking Mistakes

by Dan Woog

You wouldn't wear jeans to a job interview, but do you pay as much attention to job-hunting etiquette when networking? If you're approaching potential contacts in an offhand way, you may be putting them off entirely. Learn what the most common networking mistakes are so you don't have to make them.

Waiting

Many people start networking only after they've lost their jobs. Effective networking means creating contacts and relationships while you're still employed.

Being Clueless

If you're heading to a networking event, make sure you know why you're going. Do you want a job? If so, are you seeking something specific, or will anything do? Are you looking for contacts or a mentor to provide guidance? As soon as someone starts talking with you, you have to hold up your end of the conversation. If you don't know what you want, you can't do that.

Being Unprepared

Thinking you know what you want is not the same as knowing it. Treat networking the same way you would an appearance at Carnegie Hall. Practice your pitch as well as your answers to questions about your career goals that might arise.

Forgetting Business Cards

There is nothing more embarrassing than establishing a good relationship with someone, extracting a pledge of help and then searching around for a cocktail napkin to write on. While you're at it, spend a few extra bucks to print professional-looking cards on good-quality paper.

Using a Silly-Sounding Email Name

Sure, your friends know you as "SexyMama4U" or "TimeForHemp," but when looking for work, stick to a serious email address, such as your real name.

Being Pompous

While you're networking, you need to listen to what everyone else is saying. People help by offering advice. They are not interested in hearing how much you already know.

Monopolizing Someone's Time

At a networking event, everyone wants to mingle. And if you're networking over the phone or by email, understand that the person you're speaking with has a life that extends beyond you.

Dressing Down

Look sharp at networking events. Mind your manners, shake hands firmly, stand up straight, make eye contact and show respect in any way you can. A networking event can be a dress rehearsal for a job interview, but no one will help you get your foot in the door if you give the impression that you'll slouch through it once it's open.

Being a Wallflower

Men and women with contacts and power meet many people; they remember only those who stand out from the crowd. Be assertive, and act like a leader. But don't go overboard. You want to convey self-assurance, not obnoxiousness.

Being Passive

If someone says, "Sorry, we don't have anything right now," take a minute or two to ask follow-up questions: "Well, what's the outlook for future possibilities? Do you know anyone else in the industry who might have something? Any thoughts on what my next step should be?" Persistence shows true interest on your part and may help the person you're networking with come up with ideas he might otherwise overlook.

Lying

It's tempting to say "So-and-So gave me your name, and told me to call." It might even get you a meeting. But eventually Such-and-Such will learn that So-and-So did not tell you to call. And you'll have burned not one, but two bridges.

Treating Your Networking Relationships as Short-Term Flings

No one likes to be used. Follow up every conversation with a thank-you note, email or call. Let your contact know whether his suggestions panned out or not. When your job search ends -- for whatever reason -- inform the person who has helped you. You may think your networking is over, but your paths may cross again.

Forgetting Where You Came From

Anyone who has ever networked, whether successfully or not, owes an obligation to all those who will network in the future. Return the favour and help someone else.

10 ways to boost motivation at work this summer How to keep your mind on work, stay motivated and be productive during the lazy, hazy days of summer. By Tammy Sutherland

When half of your coworkers are on vacation enjoying summer, it can be difficult to face another eight-hour day at the office. You may have plenty of motivation to plan your next beach getaway, but almost none when it comes to finishing up that monthly report.

Wendy Phaneuf, founder of LeadingforLoyalty.com and managing director of The Training Source in Winnipeg offers 10 ways to stay motivated and boost productivity at work, even if you'd rather be reading a magazine on the beach.


1. Determine what's important
Identify your priorities for the day. "Focusing on priorities is vital for productivity," says Phaneuf. She suggests setting aside 14 minutes, which is a mere one per cent of your day, and answer seven questions to help identify your daily goals.

Depending on your preference, you can do this exercise at the end of your shift for the following day or first thing in the morning. Adjust the following questions according to your job responsibilities:


- What decisions need to be made today?
- Who must I speak to, or meet with, today?
- What are the two most valuable outcomes on my list today?
- How can I be creative today?


2. Record your goals
Now that you've determined your goals, write them down. This could be a simple to-do list, or you can create a template for your seven questions and fill in a sheet for every day. "Numerous studies show that people who set written goals achieve more in their careers and life," says Phaneuf. 


3. Share responsibilities
It's tempting to believe that no one is capable of doing a better job than you, but taking on every task in a project could mean you're still stuck at work when the rest of the crew has left early for a long weekend.

"Delegation is one of the most effective methods to boost productivity and motivation in the workplace," explains Phaneuf. Besides, when it's your turn to take a week away at the cottage, you don't want to have to clip your Blackberry to your swimsuit. "Delegating meaningful tasks to those who most need development will equip your team to handle priorities when you aren't around."


4. Use the World Wide Web well
Instead of spending time online ordering a new patio set, embrace the Web for work purposes. "It is a helpful tool for researching best practices and accessing tools and services," says Phaneuf. "When you find a website with helpful information, add it to your favourites directory." She also recommends keeping your favourites up-to-date by occasionally taking a couple of minutes to weed out any that you no longer use. 


5. Set your boundaries
While it's important to continue being productive at work during the summer, it's also important to get outside and soak up some vitamin D. "Work breaks exist for a reason -- productivity and focus begins to diminish over extended periods of time without a break."

If it's going to be a busy day, take advantage of the extra daylight and arrive at work early, but be sure to step outside for a walk at lunch. And avoid overtime if possible, because your motivation will definitely take a holiday if your flip flops go unused before fall because you're working 80-hour weeks.

6. Use e-mail effectively
'Tis the season for out-of-office replies, so avoid putting your current task on hold just because you've received another e-mail. "One good tip is to review and handle incoming e-mail at set times each day," suggests Phaneuf. "This eliminates being interrupted and distracted each time a new email arrives." And personal emailing is fine, provided it doesn't get out of control.

Don't worry about taking a minute to send a thank you message to your sister for hosting last night's barbecue, but it's best to avoid group e-mails on work time to arrange a weekend picnic with friends.

7. Determine your peak time
Whether you're full of focused energy first thing in the morning or need to warm up before you hit your stride, everybody has a best time of day. If possible, schedule your most complicated projects during your peak time.

Phaneuf also recommends organizing your day according to tasks: "If you have to read and analyze information, try to do it at a time when you are not likely to be interrupted. If you need to find a creative solution to a problem, do it at a time when you can brainstorm with a coworker." 


8. Create manageable tasks
If a new project is added to your plate a week before your scheduled break, don't panic. Instead, view the assignment in smaller pieces. "Breaking down a project can make it less overwhelming and reveal component tasks that might be delegated out," explains Phaneuf. Estimate what you will be able to complete prior to your departure and organize the rest before you leave. 


9. Jot it down
You may find yourself juggling more than usual, particularly if you're helping to cover other people's absences, so don't try to remember everything. Instead, keep a pad of paper handy so you can quickly jot down anything you need to do that isn't related to your current task. "When you write things down, you can focus your mind on the task at hand rather than trying not to forget the ‘to do list' in your head." 


10. Embrace opportunities
With so many people taking time off during the summer months, this could be the perfect chance for you to show your manager what you're capable of by taking on some extra responsibilities, even if it's just temporary. Learning valuable new skills could keep you from daydreaming about the weekend. "This also demonstrates that you are a team player and willing to learn -- both of these are desirable characteristics when the company is looking to promote someone," says Phaneuf.

With a little extra effort, you can take these great ideas and achieve some goals this summer that involve pay raises and promotions -- as well as sunscreen and gelato.

Following up after the Job Interview-by Gavin Redelman

The final stage of nailing the interview is the follow up. After doing all the hard work of preparing for the interview, dressing correctly and being able to answer all the questions which the interviewer asks, the final stage is to follow up from the interview.

Find below a list of the best follow up tactics to use to continue to show your enthusiasm for the role.

Follow up with a letter or email thanking the interviewer for their time and re-expressing your desire for the role and because of your skills and experience you are the right person for the role. A thank you letter not only reiterates your desire, but continues the rapport you already built during the interview.

Rules to follow:
When writing a thank you letter always remember to correctly use their right title and spell their name correctly. Nothing is worse than receiving an email with the persons name spelt incorrectly.

Send your thank you email that evening. You want the interviewer to receive the email in the morning so that they continue to remember who you are and you stay in the forefront of their mind.

Don’t be afraid to follow up with a phone call 3-5 days after the interview. Ideally it is best to ask the interviewer in the interview when they expect to make a decision, but a follow up call is great way to further reiterate your desire for the job.

Do not burn any bridges. You may have felt the interview did not go well or that the role was not for you. That’s ok. Continue your professionalism until the very end. You just never know what else can potentially come from that interview. I have seen cases where the interviewer was impressed with a candidate and although they did not have the right skills for that particular job they created a new position for that candidate.

The big misconception from candidates is that the interviewer does not want to be disturbed with follow up. THIS IS WRONG. Many hiring managers will observe the candidates who do follow up. Stand out from other potential candidates by making sure you follow through to the end.

Example thank you email
Dear Mr./Ms. Last Name:

Thank you for giving me the opportunity to interview for the position of XYZ . It was a pleasure to meet you, and I appreciate your time and consideration in interviewing me for this position.

Following our discussion I consider that I have all the skills and requirements to fulfil your job. Having been a manager for 3 years and a project manager for 2 years, I have the desire to lead the team in a positive and productive way.

In addition to my technical skills I bring enthusiasm and energy into everything I do in order to get the job done in an efficient and timely manner.

I am very keen on this role and working for company ABC. If you require any further information from me please contact me anytime on XXX XXX XXXX.

Thank you again for your time and consideration.

Sincerely,

Your Full Name

Easy Answers to Tough Interview Questions-by Selena Kohng

Easy Answers to Tough Interview Questions

Written by Selena Kohng on March 3, 2011 | Categories: Careers | 11 comments

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If you were invited for an interview, you’ve conquered half the battle; the recruiter already thinks you can do the job based on your resume. The next half, though, is about proving them right. Things like body language or your outfit play a part, but only a supporting role to what really gets the spotlight: how you answer those tough questions. Here are some tips on how to deliver.

Q: “Tell me a little about yourself.”

What they’re really saying: “I’m trying to figure out why you want this job and if you’re a good fit.”
What they’re not saying: “Tell me a funny story from your frat days or what you watched on Hulu last night.”
There’s a way to be honest, express your individuality, and still tailor your answer to their expectations. For example:
A: “I studied social work at the University of Michigan because I knew it would be the best way to apply my passion for people. Since then, I’ve worked as a counselor for refugee agencies, where I became more informed of global, systemic issues. Those experiences paved a specific long-term career path for me, which is why when this position opened up, I knew it would be a good fit.”
Notice that the answer has a chronological, thematic structure. Your answer doesn’t have to be so formulaic, but the interviewer’s takeaway should be that applying for this job was the next natural step.

Q: “What are your weaknesses?”

What they’re really saying: “You’re not perfect, so how do you compensate?”
What they’re not saying: “What are your weaknesses?”
Employers are moving away from asking this question, but if you get it, avoid either extreme, i.e. sounding fake (“I work too much”) or too transparent (“I’m not very punctual, I tend to lose things,” etc.) It’s all in how you spin it:

A: I pay incredible attention to detail, but sometimes it causes me to miss the bigger picture. I’ve been working on that by approaching projects from a bird’s-eye view throughout the process.”

Q: “How do you handle stress?”

What they’re really saying: “Do you have good problem-solving, time-management, and decision-making skills?”
What they’re not saying: “How do you unwind?”
Cite at least one–if not all three–skills in your answer, and use a specific example. Sometimes a personal answer can work (e.g., I exercise three times a week to stay balanced), but it’s safer to answer how you handle stress or pressure on the job.

A: “In stressful situations, I take a step back and analyze the best ways to solve the problem. For example, in my previous position, there were moments of high volume that were stressful. In order to provide quality customer service to each individual, I prioritized their needs, quickly assessed which cases could be handled by colleagues, and addressed the most urgent situations first.”

Q: “What would others say about you?”

What they’re really saying: “Are you a good fit for our team?”
What they’re not saying: “I care what your friends and mom think about you.”
Always answer this question based on what previous colleagues and employers would or have said about you. Include any weaknesses to give a well-rounded answer, too. Don’t be afraid of commenting on relational skills.

A: “I’ve been consistently commended by employers for my initiative and ability to think outside the box. My colleagues would say that I’m willing to go above and beyond to get the job done, and that I value working relationships marked by mutual trust and respect.”

Q: “Where do you see yourself in five (or ten) years?”

What they’re really saying: “Do you know where you’re going in life, and are we a part of it?”
What they’re not saying: “Tell me the truth.”
If the job is an entry or even mid-level position, chances are that they know you won’t be there in five years. They’re testing to see whether you’re stable, reliable, and have clear goals. Start with the big picture, then narrow down to the specific company and/or position.
A: “I see myself at a creative marketing firm that pushes the envelope. My goal is to be a senior copywriter that oversees and ideates multiple projects, and I see this position as the starting point.”
These just scratch the surface, but remember these recurring principles when interviewing : be confident, be specific, and be honest–just not too honest. Looking for more interview tips? This video is full of gems that you can use to ace your next interview:

What’s the hardest interview question you’ve ever faced? How did you respond? Tell us in the comments below!

Tags: interview answers > interview questions > interviewer > interviews > job interviews > job search > tough interview questions

12 ways to pimp your office by Alexander Kjerulf

12 ways to pimp your office

March 14, 2007 @ 3:01 pm · Filed under Best of site, Happy At Work

When your office was furnished, did the shopping list go something like this:

• One desk. Gray.
• One ergonomic office chair. Black.
• One waste paper basket. Gray plastic.
• One filing cabinet. Gray.

You know – the usual stuff. Typical. Traditional. Booooooring!

I’m not going to claim that a fancy desk or a weird chair is going to magically improve your creativity and productivity – but I am damn sure, that all that sameness and eternal corporate grayness, does nothing good for your ability to come up with great new ideas.

Here are some ways to spruce up a workplace that may actually inject some color and fun into your work environment.

Got Milk?

The Milk desk is a new design to match your Apple gear with it’s white surface and rounded edges.

It lowers and raises electrically, it has ways to hide the cable clutter, and it also has four compartments at one end that can be configured for storage, trash or, yes, as an aquarium.

Partition magic

Softwall is a great way to flexibly partition a room. It’s made of paper with a felt core, and I love it because it doesn’t eat all the light in the room (if you go for the white one).

It can be twisted into just about any shape or rolled up when you don’t need it and it dampens sound more than most room partitioners. Plus it looks amazing!

The wing desk

Or how about a desk made from the wing of a DC3 plane?

The saddle chair

The starting point for the Haag Capisco is just your average, garden-variety office chair – but they’ve moved on from there. The saddle seat gives you a more erect posture and doesn’t cut of the blood flow to your legs.

The seat and back are constructed so you can sit sideways or reversed on it and still support your arms. And the whole thing tilts back into a very comfortable reclined position.

  

I’ve had one of these myself – they rock.

Bean bags

Bean bags look great and can be used in a million different positions. Four bags and a coffee table and you have a great meeting room!

I’m partial to the the Sumo Omni (pictured above) myself. Disclosure: They once sent me a free one to review here on the blog.

Bibliochaise

Where do you keep all your reference manuals and handbooks? Close to where you can sit and read them, of course! Meet the Bibliochaise.

Stokke Garden

It’s a tree. It’s a sculpture. It’s… I don’t know what it is, but I like it.

Since I first saw these, I’ve wanted one and only the huge price tag has kept from picking one up. It looks strange, but is actually supremely comfortable and allows you to sit/lie in many positions. I know, I’ve spent quite some time in a showroom testing one thoroughly :o)

The meeting bed.

When your business is innovation, your office can’t really look like any other corporate wasteland. London-based innovation agency ?WhatIf! know that – as evidenced by e.g. the life-sized plastic cow statue painted like Spiderman in the lobby and the big red couch/bed they use for meetings:

Conference bike

This has got to be the coolest idea in a long time. 7 people pedal along, one of them steers. It’s the conference bike and I want one!! I also mentioned this in my post on seeeeeriously cool workplaces.

Art tables

I was sitting in my usual café writing this blogpost when I spotted a lady at the next table looking through some pictures of weird and beautiful desks.

Of course I had to ask her what the story was. Turns out she’s Marie Westh, an artist and these are one-off tables she created, first for exhibitions and then later on as usable art pieces. Check out Marie’s website with many more weird and fantastic creations.

A balance act

This is more a metaphor than a piece of furniture – but it’s pretty cool all the same.

The idea is that three people can have a meeting where they must work together to hold their balance during the meeting. Like we must each contribute to a conversation, to make it balanced. Impractical – but cool! More here.

Wood wall

Or how about an entire wall covered in cordwood? Not only is it amazingly beautiful, it’s also great for the acoustics and it gives the wall a great texture.

I saw my friends at Connecta and their roommates build this from a huge stack of cord woodon the floor to the finished wall. Superb!!

The upshot

So is it the furniture that determines whether a company is creative and fun or staid and boring? Of course not! But the type and variety of furniture does reflect the mood at the company. If you have row upon row of identical, gray desks and chairs then odds are this is not the place wild ideas are born.

And why exactly is it that everyone must have the same desk and chair? Why not let people choose for themselves, and give them a chance to create an environment that suits them. The resulting variety may be confusing to those who think that business is about structure, order and control… but it’s sure to be more stimulating and fun for those of us who think that work is about being happy.

There are more pictures of cool furniture in this flickr set.

Also check out my post on 10 seeeeeriously cool workplaces: