 We take a closer look at what it feels like to be a woman making six-figures — when only 5% of American women make that much, according to the U.S. Census — with the hope it will give women insight into how to better navigate their own career and salary trajectories.
We talked with a marketing manager from Seattle, WA. Job: Marketing Manager, Tech Age: 28 Location: Seattle, WA Degree: Bachelor's in Marketing First Salary: $40,000 Current Salary: $150,000 As a kid, what did you want to be when you grew up? "It took me a long time to realize that I can succeed in both qualitative and quantitative fields. I used to really enjoying writing short stories when I was younger and thought that I might become a professional writer as an adult, but that interest dwindled after too many boring writing projects in college." What did you study in college? "I have a bachelor's degree in business with a focus on marketing." Did you have to take out student loans? "My mother put money away throughout my entire childhood to help fund my education because her parents had funded hers, so I only had to take out $3,000 worth of loans for my bachelor's degree. I also did many, many internships, some unpaid, and my mother helped pay for living expenses during those years." Have you been working at this company since you graduated from college? "I graduated college only a few years ago (I'm a late bloomer) and did five internships while in college because most of my degree was completed online. Since graduating, I've had four different jobs, so I haven't stayed anywhere for longer than a year. I think this has greatly contributed to my quick salary growth." How would you explain your day-to-day role at your job? "I usually check email first and respond to anything that I didn't feel comfortable knocking out on my phone. Next, I check business intelligence reports to review the status of our business from the last day or two. Every day is different, but at that point I might have a meeting or two, take lunch, and then start working down a list of projects. My job is incredibly chill, and I'm able to pace my day out however I want, and I can usually come in late and leave early. It's pretty great." Did you negotiate your salary? "I'm in a somewhat specialized area of marketing, so I tend to get offers towards the top of salary ranges. That said, I did attempt to negotiate my base salary at my current company. They gave me a very small bump, but ultimately I was more successful negotiating for stock and work-from-home benefits." Is your current job your “passion”? If not, what is? "Definitely not. I started out in fashion — an industry I really did love — right when I graduated college. But the pay was so much lower that I ultimately decided to prioritize salary and made the switch to where I am now. I sleep well at night knowing that I'm setting up a financially secure future for myself, but I wish I didn't have to sacrifice the best years of my life for a paycheck. I hope that I'll find an out one day." If you could, would you change anything in your career trajectory? "I wish that I could somehow gain the ability to see what life might have been like if I had pursued something more fun and 'me,' but I do think I've ended up in a really good place in the world. I have no idea how things might have gone with any trajectory shift, so I probably wouldn't choose to change anything from the past." What professional advice would you give your younger self? "Stop prioritizing shallow friendships over your career. Those people are bringing you down and distracting you from any kind of real growth. Don't be afraid to be alone and leave your comfort zone to find out what you're really capable of without the influence of others. Also, spend more time with coworkers. Network and build relationships, because work is going to be miserable without people to eat lunch with. Also, finding your next gig is going to be a lot more difficult without help."
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From Airbnb to Uber to eBay, these apps may help you earn some dough in the gig economy. Working 9 to 5: What a way to make a living. Or not. Roughly one in four Americans now earns at least some of their income from the gig economy — be it driving an Uber or Lyft, selling goods online on a site like eBay or babysitting through Care.com — according to research published in 2018 by market research firm Edison Research. For 44% of gig workers, that side hustle is their primary source of income. So what are these workers earning? It varies widely (though it’s important to point out that it’s often not enough, as 80% of gig-economy employees whose work is the primary source of income say that an unexpected expense of $1,000 would be difficult to pay, Edison found). People who participate in the leasing gig economy (like renting a home on Airbnb) earn the most, at over $2,000 a month on average, according to data from JPMorgan Chase. But most others earn significantly less with the average across sectors only about $800 a month.  How much workers in the gig economy earn, by sector. JPMorganChase Despite sometimes low earnings, people choose gig work for a variety of reasons, including flexible scheduling and loss of a traditional job. And thanks to myriad apps and sites, they have a lot of options for side hustle work — as this fascinating graphic from lending company TitleMax shows.  The Ultimate Sales Machine: Turbocharge Your Business with Relentless Focus on 12 Key Strategies5/27/2020  The ultimate sales machine. "Chet Holmes is one of the greatest teachers of marketing, sales, and business success in the world today. Chet's incredible book will supercharge results in every part of your business."
Chet Holmes has been called "one of the top 20 change experts in the country." He helps his clients blow away both the competition and their own expectations. And his advice starts with one simple concept: focus! Instead of trying to master four thousand strategies to improve your business, zero in on the few essential skill areas that make the big difference. Too many managers jump at every new trend, but don't stick with any of them. Instead, says Holmes, focus on twelve critical areas of improvement—one at a time—and practice them over and over with pigheaded discipline. The Ultimate Sales Machine shows you how to tune up and soup up virtually every part of your business by spending just an hour per week on each impact area you want to improve. Like a tennis player who hits nothing but backhands for a few hours a week to perfect his game, you can systematically improve each key area. Holmes offers proven strategies for:
ReviewThis book will be a classic for as long as businesses seek to improve their profits, their sales, and their futures. (Jay Conrad Levinson, author of the Guerrilla Marketing series) This is by far the best sales book I have ever read and I have read hundreds. As someone who runs [more than] fifteen companies and employs more than six hundred people, I can honestly say this is a book I will refer to for decades to come. (A. Harrison Barnes, CEO, Juriscape) No hype or theory here. Chet offers sound, yet simple, business advice to grow your business stronger than ever! (Tom Hopkins, author of "How to Master the Art of Selling") Chet has the best material Ive seen for how to attract an army of top producers and how to get the most out of them once you get them. (T. Harv Eker, bestselling author of "Secrets of the Millionaire Mind") "The Ultimate Sales Machine" [is] a book that puts it all together to help you dramatically increase your sales if you are wise enough to follow its advice. (Michael Gerber, bestselling author of "The E-Myth" and "E-Myth Revisited") "The Ultimate Sales Machine" is an amazing book that will powerfully change the way you do business. Chet Holmes is a one-of-a-kind talent and this incredibly practical book is the embodiment of his highly successful approach. (Stephen M. R. Covey, author of "The Speed of Trust") Reading Chet Holmess book can turn your business into a high-performing, massively profitable, superior money-making force in whatever field or market you compete in. . . . Its essential reading for anyone craving business greatness and prosperity. (Jay Abraham, author of "Getting Everything You Can Out of All Youve Got") Chet has the best material I've seen for how to attract an army of top producers and how to get the most out of them once you get them. (T. Harv Eker, bestselling author of "Secrets of the Millionaire Mind") Chet has the best material Iave seen for how to attract an army of top producers and how to get the most out of them once you get them. (T. Harv Eker, bestselling author of "Secrets of the Millionaire Mind") Reading Chet Holmesas book can turn your business into a high-performing, massively profitable, superior money-making force in whatever field or market you compete in. . . . Itas essential reading for anyone craving business greatness and prosperity. (Jay Abraham, author of "Getting Everything You Can Out of All Youave Got")  Working from home is the new reality. Here's how to do it successfully. With the Coronavirus continuing to wreak havoc in the stock market and global economic growth slowing down even further, all signs point to an imminent recession. For business owners this can be a very stressful scenario, especially since many are still struggling to adapt to the new remote work model brought forward by the Coronavirus. Though the future may seem bleak, now is not the time to abandon ship. Instead, you should adjust your sails and ride the changing winds to victory! In this post we'll show you how your business can not only survive, but thrive and even scale during the coming recession. Recession survival step 1: Successfully transition into a remote workforce model The first thing you'll need to focus on is setting up a strong foundation for your businesses future by successfully transitioning into a remote workforce model. This innovative setup was always an inevitability, but it's now being aggressively brought forward by the Coronavirus outbreak. Transitioning into a remote workforce model There are four objectives you need to meet to ensure your business operates efficiently in a remote model.
Caring for the mental health of your remote staff The coronavirus outbreak is stressful for both employees and employers. With so much uncertainty and such a dramatic workplace model shift, your staff will surely be worried about the security of their job which can be very damaging to mental health. Here are some way you can take care of the mental health of your staff: Make your staff feel safe It's your job as a leader to make your employees feel safe and protected at all times, this will naturally result in high productivity levels in a remote setup. The best way to make your staff feel safe is to keep them informed. Send regular email updates about any company changes. Make your plans for the company crystal clear and indicate your progression through those plans. Above all, do not incite anxiety. This is your opportunity to shine as a fearless leader in complete control of the business and the livelihood of your staff. Virtual coffee break with employees Working remotely can get really lonely, especially for the social butterflies in the office. Encourage your staff to have virtual coffee breaks together via Google Hangouts. You don't have to limit video interaction to coffee breaks, you can have staff members that normally sit together always connected via video chat. This will also ensure your usual internal communications remain sharp and efficient. Ensure your remote staff separate their workspace from their relaxation space It can be difficult for remote staff to mentally detach from their work when they finish if their environment doesn't change. Encourage your staff to set up their workstation in a dedicated study room and to dress in their usual work attire. That way they can feel like they've mentally checked out of work when they change back into their home clothes. Remote staff should follow their daily routine Routine is very important especially during unsettling situations. It sends the subconscious message that life keeps moving forward. Encourage your staff to wake up during their usual time and to follow their regular work routine by starting and finishing at the same time. Take regular breaks Because remote staff don't need to travel to work their daily activity will drastically reduce. Exercise is very important for mental health so encourage your staff to take regular stretching breaks. Maybe organize a daily stretching routine for all staff via a video conference. Such company-wide interactions keeps everyone's morale high and the company culture thriving. Maintaining efficient communication with remote staff The breakdown of communication is a sure way to cripple a business. Besides staying connected with staff via Google Hangouts, or Slack, your staff should also have the ability to collaborate seamlessly on group projects. Here are some great project management solutions:To help your team collaborate effectively in a remote setting, here are some great whiteboard solutions you can use:Keep all data secure You need to equip your remote workers with a VPN. A VPN encrypts all of the internal data your remote workers access to prevent any data breaches. Here is a list of VPN solutions:Maintain high levels of productivity With the mental health of your staff cared for, your workers should reciprocate your empathy with highly productive work. You can further cultivate productivity by implementing an employee time tracking solution such as Time Doctor. Time Doctor keeps track of staff activity to quantify their productivity levels as a percentage. The software calculates this based on the type of websites and apps being accessed and the level of keyboard and mouse activity. Implementing this solution shouldn't make your staff feel micromanaged, it should instead encourage them to stay focused on their work and not distracted by their home environment. You'll also have the peace of mind of knowing when each of your workers have clocked in and out of work. Recession survival step 2: Reduce cash flow With your staff now working completely remotely your cash flow should start to decline. If you have the ability to end your lease agreement you'll remove the burden of rental costs along with all the other overheads associated with managing an office (such as catered meals, electricity costs, office parties etc). Your staff will also greatly benefit from a reduction in spending, by not having to spend money on travel. Americans spend between $2000 and $5000 every year commuting to work. That money can be better spent on essential items, or loan repayments to relieve the burden of personal debt faster during a recession. Switching to a remote model during a recessive season is, therefore, the best thing you can do for both your business and your staff. Here are some other ways you can reduce cash flow: Delay bill payments as long as possible Before applying this tactic, you should measure up the benefits against any discounts offered for early payments. By investing your bill payments into a high interest account, the accumulated interest could amount to a nice discount. The benefit is greatest for high priced bills. For example, if you had a $20,000 bill that was delayed for 8 weeks, and that amount was invested in a 5% interest earning account, you could reduce your bill by almost $170. Of course, always delaying bill repayments Is not a long term solution. You should strive to minimize all of your bills by eradicating all unnecessary purchases. Below are some bill reduction options most businesses can benefit from. Switch to a cheaper email marketing solution Email marketing can get very expensive especially if you have a lot of subscribers. For example, if you have 100,000 subscribers to your newsletter and you were signed up with Mailchimp, you'd be paying about $700 per month. But that doesn't mean you should abandon this channel. You can't afford to lose contact with your customers during a recession and email is one of the most valuable forms of marketing with an average ROI of $42 for every dollar spent. Instead, you should switch to a cheaper email marketing solution. One of the cheapest email marketing solutions available is Amazon Simple Email Service. How cheap? Well if you were to send 100,000 emails with Amazon SES, you would pay only $10. And that's not $10 every month, that's $10 whenever you send an email campaign to 100,000 people, so you only pay for what you need when you need it. Compared with $700 per month that's not a bad discount. To use Amazon SES you'll need to install the software Sendy. Sendy has a one time fee of $59 and it has all the functionality of conventional email marketing software, such as list segmentation, auto responders etc. The only caveat is that you need some technical expertise to install the software onto your host server. If your web host has control panel access, you can follow the instructions in this video to install the software. If this setup process makes you a little anxious, you can hire a freelancer to get Sendy set up for you. Switch to a cheaper accounting software and bank transfer payments. Most accounting software is quite costly because they come with powerful features that reduce administration, like bank reconciliations, asset management, dashboards etc. While these features may be pinnacle to the efficient operations of large businesses, small businesses should question the necessity of these luxuries during a recession. Wave is a free accounting solution that can save small businesses a tonne of money. Its free features include all of the necessary day to day accounting activities such as invoicing and even receipt scanning via the mobile app. You'll only ever need to upgrade to the paid plan if you want to accept payments through the platform, but during a recession you should strive to maximize your profit margins by avoiding third party fees as much as possible. The way to do this is to only offer one method of accepting payment, via bank transfer. You can include your bank details in your invoices. Keeping track of all received payments can get a little tricky so make sure you ask your clients to include a clear identifier in their transfer description. Get paid faster One of the best methods of reducing cash flow is ensuring you get paid faster. The easiest way to achieve this is by simply invoicing your clients faster and requesting payment prior to commencing any work. This is also a great way of filtering our clients with a poor credit history. If you're concerned about a client's ability to pay for your service, you could perform a credit check prior to any formal business agreement. To incentivize swift payments consider offering a discount if payments are made within a certain time frame. Just make sure the discount does not bruise your profit margins. Avoid credit payments A recession is not an ideal period to run your operations on customer credit. Credit will not pay the bills. So avoid liberal incentives such as free consultations or buy-one-get-one-free offers. If you're confident in the immediate value you can offer your clients, you don't need to resort to such offers. Reshore inventory The temporary demise of China's manufacturing lifeblood amid the coronavirus has had a devastating ripple effect on the global economy. This is encouraging many businesses to consider reshoring their supply chain. Not only will this protect you from future manufacturing disturbances, but the short lead time will allow you to further reduce cash flow by keeping your inventory levels low. You can find a list of American manufacturers here. Your aim should be to reshore all of your inventory items. Recession survival step 3: Strengthen existing customer relationships Your existing customer base is likely to be your primary source of income for quite some time during a recession so you need to strengthen their relationship. Reach out to them to let them know that you are here to help them through this financial crisis. Instead of just emailing them your support, consider going the extra mile by calling them. Ask them how they are coping and what you could do to help them in these changed conditions. You may need to tailor a unique solution for each customer to accommodate for their financial situation. This is well worth the effort because it will result in a life long business relationship and countless referrals. Can startups survive the recession? Launching a startup during a recession may not seem like a wise initiative. With everyone cutting costs, what are the chances of your startup getting funded? The good news is that during a recession VCs are still open for business, especially for tech startups. During a financial crisis tech trends do not decrease, they increase. And if you can demonstrate to investors that you will minimize overheads by staffing your startup with freelancers rather than employees, they'll be very likely to invest in your tech venture. Thriving during a recession By following all of the above guidelines, your business will have the highest chances of surviving a recession. But this is just the minimal requirement, the goal is to, not just survive but thrive during a recession. Once you feel comfortable with your survival abilities, take the following steps to start thriving. Update your customer testimonials You need to demonstrate to prospective customers your ability to help them in this new economic climate. Always position your solution as the most relevant at any given time. If you have successfully strengthened your relationships with current clients they'll be more than happy to help. Video testimonials have the greatest impact and they don't need to be of the highest quality, a simple video recorded on a phone will reflect the sincerity of your customer testimonials. Once your clients send through their testimonials, publish them on your home page for maximum visibility. You can even write up case studies for each testimonial and publish them as blogs posts you can then promote on social media. Steal your competitors' customers Not all businesses will heed the warning signs and prepare for the recession. Those that refuse to adapt to the shifting economic landscape will certainly fall through its cracks. This might even include your most formidable competitors. Make a list of your top 10 competitors and keep an eye out for any negative social media comments on their posts and negative Google reviews. When you spot one, reach out to that person and offer them your services instead. Outline why you are more capable of helping them through this financial storm. You can even refer them to your updated reviews to seal the deal. Buy out your competitors An increasing downward spiral of negative reviews is clear evidence that your competitors will not survive the recession and they're likely to be very open to a buyout offer. If you're in a financial position to do so, buy them out. Then, once you've stabilized yourself under the increased workload by following the survival protocol above, be on the lookout for new competitors to buy out and complete the cycle again. If your competitors are publicly listed, their stock prices will be indicative of their health status and possible willingness to sell. Who knows, when the dust finally settles, you might end up as the new leader of your industry. Invest in stocks A recession is a unique opportunity to buy reduced price stock of high profile businesses. Then, when the market eventually recovers, you can sell the stock and make an incredible profit. Segregate a certain amount of money for investments and slowly build up your high profile portfolio. Keep in mind that only certain business structures are capable of investing in stock such as S-corporation and Incorporated companies. It's best to consult with a lawyer before commencing any investment activities. Scaling during a recession With your business fully acclimatized to the recessive market and thriving, you need to have a plan for scaling your operations while maintaining your low overhead habits, especially if you'll be buying out your competitors. Scaling a remote workplace via conventional hiring methods is a nightmare, it takes far too long and it is much too expensive. Let's take a look at the numbers. The average cost of replacing an employee is 20% of their annual salary, and it takes around 42 days to fill a position. Then for each employee you finally hire, to cover benefits and taxes you'll be paying between 1.25 times to 1.4 times their base salary. So for an employee to receive $50,000 / year, you need to pay between $62,500 and $70,000. These numbers and processing times are not designed for the innovative remote workplace model currently permeating all global industries. With your business now fully adapted to the remote model, you need a scaling solution specifically designed for the remote workplace. You need to scale with freelancers. Let's compare the numbers for hiring freelancer staff. A freelancer can be hired within a day, and they're much cheaper because you don't need to pay for any benefits and you're not obligated to keep them on board all year. Simply hire freelancers on a project by project basis to fill the talents gaps you need when you need them. The table below compares the cost of different hiring solutions for a mobile app developer: Hiring an agency An agency houses a team of developers that will create your app for you. According to Clutch, the average cost range for agency app development is $30,000–$700,000 USD. Hiring in house The average salary for app developers, per PayScale, is $68,478 USD every year. This option is only worthwhile if you'll be requiring ongoing services from your app developer beyond the singular project. Hiring a freelancer On the Freelancer platform, you can hire skilled mobile app developers from around the world at the fraction of the cost of other hiring solutions. The median cost for completing a mobile app development project with a freelancer is $543 USD.
Business (B) Everything directly related to business operations such as financials, analysis, growth strategy, negotiations,partnerships etc. Solution (S) Everything directly related to the core solution, such as software development, product development, R&D etc Users (U) Everything directly related to your users or customers. This includes customer service, user experience, sales, troubleshooting, etc. Once you've established freelancer staff in each of these apexes, you can continue scaling by hiring roles along the edges of this triangle to connect all of the different departments together. For example, hiring staff along the Solution-User edge will connect your Solution department with your User department and strengthen the communication stream between the two. Roles within this category could include:
Then it's just a matter of strategically building up the remaining edges until you have a complete triangle representing your fully established freelancer workforce.  To help you remain in control of your scaling operations and avoid premature scaling, you can work alongside a Technical Co-pilot. A Technical Co-Pilot can source, establish and even scale your freelancer workforce for you, giving you the freedom to solely focus on business strategy rather than staff management.  Final thoughts
The coronavirus outbreak is changing the working landscape permanently. Businesses need to adapt to these changes quickly and efficiently. This is the key to, not only surviving, but thriving and even scaling in the middle of a global paradigm shift.  By J.T. O'Donnell Founder and CEO, WorkItDaily.com
It's been over 15 years since I became a career coach. Back then, it was still "taboo" to work with one. People assumed there was something wrong with you if you needed to seek a career coach's help. Thank goodness for Millennials. They were raised on coaching. They don't see coaching as a sign of weakness. They view it as a path to greatness. As a result, I think they will ultimately be happier with their careers in the long run. Here's why.... Millennials Expect More--and Will Likely Get It. With Millennials making up over half the workforce today, I'm seeing a strong surge in the request for career coaching. Millennials are digging deeper to figure out what a satisfying career means to them. They want success and happiness. In my experience, this starts with recognizing when you're in a career situation that isn't playing to your strengths and preferences. That sounds so simple and obvious, yet you'd be amazed at how many people stay in jobs that are a poor fit for them because they don't realize it's time to make a change. In my experience, there are seven signs it's time to start looking for a new job: 1. The company's mission doesn't align with your core beliefs. It doesn't matter how much money you're making. If you don't believe in your employer's products or services, you're essentially taking a bribe. Deep down, you feel like a sell-out. And it will slowly eat at you until you are disengaged and resentful. You'll find yourself feeling held hostage by the pay. Sadly, you may also find yourself fired eventually for having an attitude or being a less-than-stellar performer. 2. You don't share any hobbies, passions, or common interests with your co-workers. Having friends at work matters. You don't have to like everyone, but you do have to feel a sense of connection. Being part of a tribe is a human instinct. When you get along with your co-workers, it's easier to solve problems, address concerns, give feedback, and work together to get rewarding results. A lack of bonding with teammates leads to mistakes, finger-pointing, and job loss. 3. You have no respect for your boss. If you don't value the contributions of management, then you won't trust their guidance. You may not like your boss, but if her or his work is productive and useful, then you can tolerate their personality. However, if you feel they're hurting the business more than helping it, then you're going to find it difficult to feel a sense of accomplishment. Working for someone you don't respect is the ultimate career-satisfaction killer. 4. You can't explain how your current job is supporting your ultimate career goals. Today, every job is temporary. The rate of change in the world means we can't spend our entire lives with one employer. In reality, we are businesses-of-one that must always be thinking about our next career move. If you can't explain how your current job is helping to position you for your next career move, then it's time to look for one that supports the growth and sustainability of your business-of-one! 5. You walk out the door right at 5 p.m. When your goal in life is to not spend a minute more than you have to at work, you're in the wrong job. Enough said. 6. You find yourself reacting negatively every day to something that happens at work. If you find yourself calling friends and family each night to recap the drama and agony that you endured at the office that day, it's time to move on. We attract what we pay attention to. If all you can see and feel at your current job is bad vibes, then it's time for some new, better energy. 7. You self-medicate with booze, food, binge-watching, or some other coping mechanism several nights (or more!) each week. If you spend many nights trying to recover from work, something is wrong. Jobs are tiring, but they shouldn't be so mentally and physically detrimental that you feel the need to self-medicate constantly. If you can't muster the energy to engage in healthy self-care and self-development after work, it's time to look closely at what's draining you daily. P.S. Got a case of the blahs? Shake things up before you can't shake it. Sometimes people say to me, "I don't have any of the warning signs, but something still feels off about work. I've got a case of the blahs." If this is you, then I beg you to take some time right now to analyze what triggered it. Burying your feelings about this won't work. It won't pass. Identifying what's causing the lack of enthusiasm is vital. Having an off day is one thing, but if you find yourself having a string of them, it's time to take action. When it comes to work, mindset matters. The more you understand what triggers you, the easier it is to find ways to rebound without getting to the point that you need to change jobs.  Nobody will tell you that’s why you didn’t get the job. But an apparent lack of interpersonal skills is often the underlying reason candidates get passed over.
You may be well versed in interview skills, but it’s easy to let drop a phrase or a comment that inadvertently signals you may not “fit in.” Nobody will tell you that’s why you didn’t get the job. Yet, an apparent lack of interpersonal skills is often the underlying reason candidates get passed over. People skills are in fact one of the top requirements of most jobs today–and interviewers listen hard for any telltale sign that you may not work well with people. To avoid ruining your chances of getting that second interview or coveted job, be careful not to use the following six expressions that may betray a poor relationship with others. 1. “MY TALENTS WERE NOT BEING PUT TO GOOD USE ”When talking about your last job, beware of dissing your employer by saying your talents were not fully used. It’s easy to fall into this trap, because you’ll want to give a reason for your departure. But saying your employer didn’t put your skills to good use signals more than a touch of resentment. In the same vein, avoid saying your contribution was not recognized, or your skills were not a good fit with the job. Even saying nothing about your last job but simply that you are “looking for a company that can make use of your talents” conveys the impression that your last company let you down. So avoid the undertow of such comparisons. 2. “I DIDN’T FEEL CHALLENGED BY MY LAST JOB” You won’t impress a future employer, either, by saying your last job was boring. If you weren’t challenged, it’s your fault. Employers expect candidates to take the initiative and create opportunities for themselves. Saying you didn’t feel “challenged” essentially puts the onus on your last employer to provide you with a stimulating, fully curated experience. That’s not realistic. Any recruiter will see such a comment as reflecting an “attitude” and poor people skills. 3. “I’M LOOKING FOR A DIFFERENT EXPERIENCE” It may be true that you want your next job to offer you something “different” than your previous job had provided, but making a statement like this will send up red flares. The interviewer may think, “Wow, this candidate was miserable where she worked, that doesn’t bode well for hiring her.” Instead of making such an implicit comparison that casts a shadow on your previous job, tell the interviewer in positive terms what you are looking for in your future role. 4. “I LIKED MY MANAGER, BUT . . . ”You might think you’re being generous by offering up this positive comment about your boss. The only problem is that the rest of the sentence beginning with “but” will undercut anything positive you’ve said. The “but” may be followed by “we didn’t see eye to eye,” or “the job was less than satisfying,” or “management didn’t show the kind of leadership an organization should have.” Whatever the next part of the sentence is, it won’t work for you. It’s a negative that shows you didn’t fit in for some reason. So stick to positives by avoiding the word “but” altogether. 5. “I’M A HARD WORKER WHO GETS THINGS DONE ”This may seem like a positive self-affirming statement, but if you use these words, your interviewer will likely see you as a loner who focuses on work rather than on people. The “worker” syndrome is no longer an asset, because in today’s companies, things get done by teams, by collaboration, by shared goals. So don’t focus on yourself as a good worker, or your interviewer will hear your comment as a self-revelation that does not suggest an ability or comfort with people. Instead, you might say that you lead a team or are part of a team that has done great things in your specific area. 6. “I’M AMBITIOUS: I’D LIKE YOUR JOB ONE DAY ”Recently, I’ve been told by a few VPs of HR that they are hearing this expression more frequently from job candidates, and they don’t like it. Imagine a 20-something newly minted graduate who gets a coveted interview with a senior executive, and when the executive asks where the candidate sees himself in 10 years, the young person replies, “I want your job.” Whew! It may seem to be a statement that smacks of confidence or boldness. But unfortunately, it shows a lack of people skills, because the comment implies that the young person thinks he is capable of taking on the senior leader’s role and knows what that executive does. A senior vice president I know responds to such statements with, “What is it that I do?” And rarely does the job candidate know. Save such showmanship for less critical conversations, and instead provide an answer that is more realistic, and yes, humble. These six expressions are frequently used in interview situations and should be avoided if you want to present a positive profile of yourself as someone who works well with people. After all, jobs will increasingly go to those who have strong people skills.  In a crowded job market, the last thing you want in a job interview to be is forgettable. Yet people do it every day with this one mistake: not asking any questions in a job interview. The mistake is understandable. You’ve been so busy preparing to answer questions, that you’re forgetting to show the curiosity that lets interviewers see what you really want to know. After all, even if every single one of your responses are flawless and on point, by not asking a question or two of your interviewer you run the risk of coming across as generic. On the other hand, you don’t want to ask terrible questions. That’s even worse. These questions to ask in an interview can show the person interviewing you how you’re different and why you stand apart from the rest.
Why did you join the company? Mark Phillips, who runs a top office for Sanford Rose Associates, one of the largest recruiting networks in the U.S. had a simple question that could be quite complicated. If the interviewer tells you it was because of vacation days or benefits, chances are good that there isn’t all that much below the surface. If, however, they tell you about the creativity or integrity of the brand, you know you’re potentially going to work for a winner. How does this role further your company’s mission? Kelly Lavin, chief talent officer for newly launched Canvas, the first text-based interviewing platform suggests you ask this because “While job duties and company culture are important to understand, determining why a company and role exists is just as, if not more, important.” It will also allow you to better understand if you “align with the company’s mission and will feel a sense of purpose in your new role.” Tell me about your most successful employees. What do they do differently? Believe it or not, this one is almost a trick question for potential employers Lavin says. “The answer to this question will help a candidate understand how a company defines success and what specific behaviors can lead to that success.” In one fell swoop you’ll find out what success means to this company and how you can better achieve it. What do you expect someone in this position to accomplish in the first 60-90 days? University of Richmond Career Advisor Anna Young says, “Great candidates hit the ground running, find out how you will be expected to jump in and start contributing to the organization from day one.” And in case you’re wondering, it’s fine to modify the question for an internship and ask about expectations for the first few weeks. What, if anything, in my background gives you pause? Roberta Matuson, President of Matuson Consulting, says this is pretty much the one must ask question job seekers should ask in an interview. She says “By asking this question, you’ll be able to overcome any objections the interviewer might have before you leave the room.” And if you’re smart, you can find a way to combat any preconceived notions by addressing them in a follow up note. What is the turnover in your company, in the executive suite and in the department, I am interviewing for? Dave Arnold President at Arnold Partners says as a leading independent CFO search consultant for technology companies, he’s had 100’s of people go out to interview with clients, and he thinks that’s a question worth asking. While people no longer expect to stay at any given job for decades or more, it’s nice to know how long you can expect to stick around if given the opportunity. If the interviewer grows uncomfortable or shares the fact that turnaround at their company is higher than Dancing with the Stars, you might want to think twice before accepting the position. What are the opportunities for growth and advancement? Young says, “This can help you to understand the structure of the organization and if there are opportunities to move up and advance your career.” It’s also a great way of finding out about different ways to progress or move into different roles “Also, it could help you to learn if they offered continued training or professional development for employees.” If you had a chance to interview for your company again (knowing what you know now), what questions would you ask next time?  Savvy hiring managers can glean a ton of information about you by asking just a few, well-chosen questions. But while they may seem simple, some are actually designed to get you to reveal information you may have been trying to conceal. In other words: they’re trick questions. “To uncover areas that may reflect inconsistencies, hiring managers sometimes ask these tricky questions,” said Tina Nicolai, executive career coach and founder of Resume Writers’ Ink.But they’re not just about exposing your flaws, said Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant.” “Their real agenda is for your answers to ultimately paint a picture that you are the perfect fit for the job — not just on paper, but from an overall trust standpoint,” Taylor said.Here are 21 common examples of tricky job interview questions, complete with advice on how to ace each one:Can you tell me about yourself?
Why do they ask this? They ask to determine how the candidates see themselves as it pertains to the position and how confidently they can communicate their skills. “The employer wants to hear that the candidate did their homework,” Nicolai said. “If this opening answer is weak, it can send the remainder of the interview into a tailspin or cut the interview short.” What makes it tricky? It can tempt you to talk about your personal life — which you shouldn’t! “Most candidates are not versed in seeing this as a trick question, so they may answer by speaking from a personal perspective: ‘I have three kids, I’m married, etc,'” Nicolai said. What response are they looking for? A focused answer conveying your value to the organization and department. “The employer wants to hear about your achievements, broken down into two or three succinct bullet answers that will set the tone of the interview,” Nicolai said. Try this, from Nicolai: “I am known for turning around poor performance teams as a result of my innate skills in analyzing problems and seeing solutions very quickly.” This statement tells the interviewer that the candidate has analytical skills, problem-solving ability, and leadership ability that enables them to turn around business performance. How would you describe yourself in one word? Why do they ask this? Through that one word, Taylor said employers will be able to assess your personality type, how confident you are in your self-perception, and whether your work style is a good fit for the job. What makes it tricky? This question can be a challenge, particularly early on in the interview, because you don’t really know what personality type the manager is seeking. “There is a fine line between sounding self-congratulatory versus confident, and humble versus timid,” Taylor said. “And people are multifaceted, so putting a short label on oneself can seem nearly impossible.” What response are they looking for? Proceed cautiously. “If you know you’re reliable and dedicated, but love the fact that your friends praise your clever humor, stick with the conservative route,” Taylor said. If you’re applying for an accounting job, the one-word descriptor should not be “creative,” and if it’s an art director position, you don’t want it to be, “punctual,” for example. “Most employers today are seeking team players that are levelheaded under pressure, upbeat, honest, reliable, and dedicated,” Taylor said. How does this position compare to others you are applying for? Why do they ask this? They’re basically asking: “Are you applying for other jobs?” And they want to see how you speak about other companies or positions that hold your interest — and how honest you are. What makes it tricky? If you respond, “This is the only job I’m applying for,” your interviewer will worry. Very few job applicants apply to only one job, so they may assume you’re being dishonest. But if you’re too effusive about your other prospects, however, the hiring manager may see you as unattainable and pass. “Speaking negatively about other jobs or employers isn’t good either,” Nicolai added. What response are they looking for? Go with this response, Nicolai said: “There are several organizations with whom I am interviewing, however, I’ve not yet decided the best fit for my next career move.” “This is positive and protects the competitors,” Nicolai said. “No reason to pit companies or to brag.” Can you name three of your strengths and weaknesses? Why do they ask this? The interviewer is looking for red flags and deal-breakers, such as an inability to work well with coworkers or an inability to meet deadlines. “Each job has its unique requirements, so your answers should showcase applicable strengths, and your weaknesses should have a silver lining,” Taylor said. “At the very least, you should indicate that negative attributes have diminished because of positive actions you’ve taken.” What makes it tricky? You can sabotage yourself addressing either. Exposing your weaknesses can hurt you if you don’t explain how you’re taking steps to address them, Taylor said. “Your strengths may not align with the skill set or work style required for the job. It’s best to prepare for this question in advance, or risk landing in a minefield.” What response are they looking for? First of all, do not say your weakness is that you “work too hard.” Interviewers are “looking for your ability to self-assess with maturity and confidence,” Taylor said. Furthermore, hiring managers want to know that your strengths will be a direct asset to the new position, and that none of your weaknesses would hurt your ability to perform. Why do you want to work here? Why do they ask this? Interviewers ask this because they want to know what drives you the most, how well you’ve researched them as an organization, and how much you want the job. What makes it tricky? “Clearly you want to work for the firm for several reasons,” Taylor said. “But just how you prioritize them reveals a lot about what is important to you.” You may be thinking to yourself, “I’m not getting paid what I’m worth,” or, “I have a terrible boss,” or, “All things being equal, this commute is incredibly short” — none of which endears you to the hiring manager. What response are they looking for? Hiring managers want to see that you’ve taken the time to research the company and understand the industry. Why do you want to leave your current job? Why do they ask this? “Your prospective boss is looking for patterns or anything negative, especially if your positions are many and short-term,” Taylor said. The interviewer may try to determine whether you have had issues working with others leading to termination, if you get bored quickly in a job, or other red flags. What makes it tricky? If not answered diplomatically, your answer could raise further questions and doubts or sink your chances entirely. What response are they looking for? They hope you are seeking a more challenging position that is a better fit for your skill set or that there’s something specific about their company that you’re drawn to, Taylor said. What are you most proud of in your career? Why do they ask this? Interviewers want to understand what you’re passionate about, what you feel you excel at, and whether you take pride in your work. “How you describe your favorite project, for example, is almost as important as the project itself,” Taylor said. “It’s assumed that if you can speak with conviction and pride about your past work, you can do the same during important presentations at the new employer.” What makes it tricky? Managers may assume that this type of work is what you really want to do most or focus on in the future. It can make you sound one-dimensional if you don’t put it in the context of a larger range of skills and interests. What response are they looking for? Hiring managers want to see your ability to articulate well and foster enthusiasm in others, as well as your positive energy. Have you ever considered being an entrepreneur? Why do they ask this? The interviewer is testing to see if you still have the hidden desire to run your own company, thus abandoning ship, Taylor said. “No firm wants to sense this, as they will begin to ponder whether their valuable training time and money could vanish.” What makes it tricky? Most everyone has considered being an entrepreneur at some point in their lives, but to varying degrees. This question is tricky because you can unwittingly be lured into talking about your one-time desire to be your own boss with too much perceived enthusiasm. An employer may fear that you still hope to eventually go out on your own and consider you a flight risk. On the other hand, saying “no” outright might indicate you’re not a self-starter. What response are they looking for? It’s OK to tell a prospective manager that you once considered entrepreneurship or have worked as an independent contractor, Taylor said. It can easily be turned into a positive by saying that you’ve already experienced it or thought about it, and it’s not for you. And that might be more convincing than saying, “No, I’ve never considered that.” This is an opportunity to discuss why working in a corporate environment as part of a team is most fulfilling to you. You may also enjoy the specialized work in your field more than the operational, financial, or administrative aspects of entrepreneurship. Have you ever stolen a pen from work? Why do they ask this? Reed, author of “Why You?: 101 Interview Questions You’ll Never Fear Again,” wrote in his book that hiring managers who ask this are not worried about their inventory — they’re just trying to get a better sense of your level of integrity. What makes it tricky? We’ve all taken a pen or two, so if you say that you haven’t, then they might think you’re a liar. But if you say that you do it all the time and act like it’s no big deal, then that could be problematic, too. Reed, who is also the chairman of Reed, a top job site in the UK and Europe, wrote in his book that saying something like “I have once or twice taken a pen from the office in an emergency but I have always returned it the next day or the day after” is a terrible response. Why? The interviewer knows that pen is still on your desk at home and might challenge you. What response are they looking for? In his book, Reed wrote that going with something more realistic, like: “Well, I’d be lying to say I haven’t ever absentmindedly slipped a ballpoint into my jacket pocket, but it usually ends up back on my desk the following day, unless I leave it at home. I haven’t got a spare room full of paperclips and staplers, though, if that’s what you mean.” What kind of boss and coworkers have you had the most and least success with, and why? Why do they ask this? Interviewers are trying to ascertain if you generally have conflicts with people and/or personality types, Taylor said. What makes it tricky? You run the risk of appearing difficult by admitting to unsuccessful interactions with others, unless you keep emotions out of it. You may also inadvertently describe some of the attributes of your prospective boss. If you said, “I had a boss who held so many meetings that it was hard to get my work done,” and your interviewer turns beet red — you might have hit a nerve. What response are they looking for? “ They want to hear more good than bad news,” Taylor said. “It’s always best to start out with the positive and downplay the negatives.” You don’t want to be evasive, but this is not the time to outline all your personality shortcomings either. This is an opportunity to speak generally about traits that you admire in others yet appear flexible enough to work with a variety of personality types. Taylor recommended you say: “I think I work well with a wide gamut of personalities. Some of my most successful relationships have been where both people communicated very well and set mutual expectations up front.” If you could work for any company, where would you work? Why do they ask this? Hiring managers want to ascertain how serious you are about working for them in particular, versus the competition, as well as your level of loyalty, Taylor said. What makes it tricky? You might get caught up in the casual flow of the discussion and inadvertently leak out some well-respected firms, but this is counterproductive and only instills some doubt about your objectives. What response are they looking for? “Your interviewer wants to know that you’re interviewing at your first company of choice,” Taylor said. Try this response: “Actually, I’ve been heavily researching target firms, and (your company] seems like the ideal fit for my credentials. It’s exciting to me that (your company] is doing XYZ in the industry, for example, and I’d like to contribute my part.” How do you define success? Why do they ask this? Interviewers want insight into your priorities: are you motivated by big paychecks? Being challenged? Learning new skills? “Or,” Taylor added, “do you take a more personal, individualistic approach to success?” What makes it tricky? This one is a minefield, since “success” is highly subjective, and even a perfectly reasonable response can be easily misinterpreted, Taylor said. “There’s a fine line between sounding ambitious and appearing as if you’re eyeing the top spot in the office — because you ‘really want to advance and make a difference.'” What response are they looking for? When questions are broad and leave a lot of room for “a virtual inquisition,” Taylor advises keeping your answers relatively unobjectionable. “Try to define success in a way that relates to the prospective employer, based on what you know from the job description and conversation,” she said. A good response? “Applying my brand expertise to the strategic marketing goals you’ve established for XYZ company, building on your existing success. What career regrets do you have? Why do they ask this? Reed wrote that the interviewer is really asking, “Is there something bad about you that I cannot see, and if there is, can I get you to admit it? Do you carry psychological baggage that you don’t need? How readily do you forgive yourself — and others?” What makes it tricky? “Regret is a loaded word: don’t point it your way,” Reed wrote. What response are they looking for? Reed suggested giving the interviewer “a little bit of grit,” but says you should try to avoid using the word “regret.” Instead, “focus on something positive and say you wished you’d done more of it. Then stop talking.” Here’s an edited version of the sample answer Reed offered in his book: “All told, I don’t have too many complaints about the way things have gone. If I could change one thing, I’d have moved into the cell phone insurance business sooner than I did. I turned out to be good at that, and I enjoy it too. … If I’d moved into it sooner then maybe I’d have been sitting here a couple of years earlier — but who knows? Missing out on that taught me to take the odd risk in life, and I’m thankful for that.” Why were you laid off? Why do they ask this? “Employers want to know how you hold up under pressure and less fortunate circumstances such as job loss,” Nicolai says. “They want to hear that you are positive and ready to get back to work with a great attitude. They also want to hear a level of confidence — not defeat or anger.” What makes it tricky? For starters, you may be bitter or angry about the layoff, and this question may prompt you to bad-mouth your former employer, which you never want to do in a job interview. “Stay away from finger pointing, desperation, or portraying a victim,” she adds. What response are they looking for? “Provide a level-headed answer that is focused on a business decision by the company to conduct the layoff,” Nicolai says. “Be sure to not cast blame or any discontent. Stay on track with the facts as you know them.” What would you do if you won $5 million tomorrow? Why do they ask this? They want to know whether you would still work if you did not need the money. Your response to this question tells the employer about your motivation and work ethic. The interviewer may also want to know what you would spend the money on or whether you would invest it. This illustrates how responsible you are with your money and how mature you are as a person. What makes it tricky? Questions that are out of left field can ambush you, causing you to lose composure. “They have nothing to do with the job at hand, and you may wonder if there is any significance to them,” Taylor said. “Whether there is or not, the fact remains that you can easily lose your cool if you don’t pause and gather your thoughts before you respond to a question like this.” What response are they looking for? They want to hear that you would continue working because you’re passionate about what you do — and they want to know you would make smart financial decisions. If you would do something irresponsible with your own money, they’ll worry you’ll be careless with theirs. Have you ever been asked to compromise your integrity by your supervisor or colleague? Why do they ask this? Your prospective boss is evaluating your moral compass by asking how you handled a delicate situation that put your integrity to the test, Taylor said. “They may also dig too deeply to test your level of discretion.” Essentially they want to know: Did you use diplomacy? Did you publicly blow the whistle? Did a backlash ensue? What was your thought process? What makes it tricky? Interviewers want to know how you manage sensitive matters and are also wary of those who bad-mouth former employers, no matter how serious the misdeed. “They will be concerned if you share too much proprietary information with the interviewer,” Taylor said. “So it is tricky because you must carefully choose your words, using the utmost diplomacy.” What response are they looking for? It’s wise to be clear, concise, and professional in your answer, without revealing any internal practices of prior employers. “You have nothing to gain by divulging private corporation information.” Something like this might work: “There was one time where a fellow worker asked me to get involved in a project that seemed unethical, but the problem resolved itself. I try to be as honest as possible early on if a project creates concern for me about the company, as I’m very dedicated to its success.” Can you give us a reason someone may not like working with you? Why do they ask this? Prospective bosses want to know if there are any glaring personality issues, and what better way than to go directly to the source? “They figure that the worst that can happen is you will lie, and they may feel they’re still adept at detecting mistruths,” Taylor said. “The negative tone of the question is bound to test the mettle of even the most seasoned business professionals.” What makes it tricky? You can easily shoot yourself in the foot with this question. If you flip and say, “I can’t think of a reason anyone wouldn’t like working with me,” you’re subtly insulting the interviewer by trivializing the question. So you have to frame the question in a way that gets at the intent without being too hard on yourself. “Hiring managers are not seeking job candidates who have self-pity,” she said. What response are they looking for? You don’t want to say, “Well I’m not always the easiest person to be around, particularly when under deadlines. I sometimes lose my temper too easily.” You might as well pack up and look for the nearest exit. Taylor suggested this response: “Generally I’ve been fortunate to have great relationships at all my jobs. The only times I have been disliked — and it was temporary — was when I needed to challenge my staff to perform better. Sometimes I feel we must make unpopular decisions that are for the larger good of the company.” Why have you been out of work for so long? Why do they ask this? “Interviewers are skeptical by design,” Taylor said. “Sometimes you’re guilty until proven innocent — until all the perceived skeletons in the closet have been removed.” This is a daunting question in particular because it can seem offensive. The implication is that you might not be motivated enough to secure a job; you are being distracted by other pursuits; your skills set may not be up to date; there is an issue with your past employers, or a host of other concerns. What makes it tricky? The way it’s worded is naturally designed to test your resilience. The key is not to take the bait and just answer the intent of the question in a calm, factual manner. What response are they looking for? The hiring manager wants to be assured that you possess initiative even when unemployed, as this drive and tenacity will translate well in a corporate setting. Sample responses: “I have been interviewing steadily, but want to find the ideal fit before I jump in and give my typical 110%,” or, “I’m active in my job search, and I keep my skills current through [courses, volunteering, social media, business networking groups].” “If you took off time to take care of a personal matter, you can certainly state that without giving a lot of detail,” Taylor said. Make sure you’re accountable. Don’t blame the unemployment rate, your market, industry, or anything else. This is about how active and excited you are to be making a contribution to the employer. Tell me about a time you disagreed with a company policy. Why do they ask this? To determine your decision-making ability, ease of working with others, and most importantly, whether the candidate will speak up after identifying an area in need of improvement. What makes it tricky? “To say, ‘I’ve never disagreed with a company policy’ is tough to believe from even the most amenable employee,” Nicolai said. “This also sends a message that you may just accept anything that you are told to do without thinking through all possible outcomes.” Companies want leaders and employees to follow the rules, but they also want people who are going to review potential outdated policies and have the courage to push back and propose changes to maintain a current, competitive edge and productive workplace. What response are they looking for? Talk about a time when you opposed a policy for a logical and business reason. “Focus on how your idea to rework the policy was beneficial to the company as a whole. Speak up on the research that you conducted, the facts that you presented, and the outcome of your attempts to have the policy rewritten,” Taylor said. How did you make time for this interview? Where does your boss think you are right now? Why do they ask this? Hiring managers want to find out if your priorities are in the right place: current job first, interviews second. “They know that the habits you follow now speak to your integrity and how you will treat your job at their company should you undertake a future job search,” Taylor said. “They also want to know how you handle awkward situations where you cannot be truthful to your boss. Ideally, your interview is during a break that is your time, which is important to point out.” What makes it tricky? The implication is that you’re breaking a company rule. For most employed job seekers, it’s uncomfortable to lie about their whereabouts. So they’re vague and treat it like any other personal matter they handle on their time. What response are they looking for? It’s wise to explain that you always put your job first, and schedule interviews before or after work, at lunchtime, during weekends if appropriate, and during personal time off. Try something like: “My boss understands that I have certain break periods and personal time — he doesn’t ask for details. He’s most interested in my results.” What’s a difficult situation that you turned around? What do they ask this? This gives hiring managers a lot of information in one fell swoop, Taylor said. They want to know “not only know how you handle stressful situations, but also how you think through problems, how you define ‘difficult,’ and what courses of action you take when faced with any form of adversity.” What makes it tricky? It’s easy to interpret this as an invitation to brag about the success of your turnaround. Don’t fall for it. “The emphasis is really on how you generally problem-solve under pressure,” Taylor said. “Do you illustrate any signs of stress as you describe the event? Were you creative, resourceful and prompt in its resolution? Did you follow a logical path in doing so?” Choose your examples extremely carefully, since they’ll give employers a glimpse at what you consider to be “difficult.” What response are they looking for? Interviewers want to see that you’re a good problem solver, Taylor said. “They place a premium on those who can think clearly, remain professional when under the gun — and those who can recover quickly from setbacks.” To ace the question, be sure you go into the meeting by preparing with a few examples of times you successfully overcame significant professional challenges. |
Written, Compiled & Edited byThe Bergen Review Media Team Archives
October 2024
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