27 ways to get better at public speaking

27 ways to get better at public speaking27 ways to get better at public speakingFor many, public speaking is right up there with dying on the list of things people hate or fear most. But at some point in your professional life, chances are good youll have to stand in front of a room full of people and lead a meeting or give a speech.Chances are even better that if you prepare both yourself and your speech instead of winging it, you might stand a chance of doing a great job instead of just a meh one. But how can you get past the dread and anxiety that comes with public speaking?The good news is that all speakers need to have a little bit of anxiety before they go live, according to marketing expert and author Lorrie Thomas Ross. She also says her stress about public speaking lifted when she learned about optimal anxiety - meaning that you had a little bit of butterflies and that means you care enough about wanting to do your best.Ross also reminds us that speaking is a means to deliv er a message - plain and simple, so it might help to change your outlook because when you are in the mindset of serving your audience, it takes the pressure off and helps you focus on what you are there for.Besides, Ross says, Knowing that even the best speakers have anxiety before they go live also helps you move through the natural initial butterflies and get onto deliveryA good reminder. Here are some tips to make you a better public speakerTopher Morrison, who literally wroteThe Book on Public Speakinghas been a professional speaker and speech coach for mora than 30 years. He highlights the potential nuances you should pay attention to. For instance, listen for different cadences for different countries, and even time constraints he says some locations may tolerate a longer presentation than others.Morrison also says due to online interaction, we are wise to use global norms over local norms unless the presentation is specifically written for a specific audience. He cites TED T alks 18 minute length as a prime example since according to their research, this is the maximum amount of time an adult can pay attention before losing interest.And if you need to convey two hours of material in only one, dont talk twice as fast, he adds, just eliminate the parts that are nice but unnecessary and then provide additional reading material for the self-initiated to read at a later moment in time.And while youre at it, Morrison suggests you should1. Pique your listeners interest with a fascinating story Craft your presentations in a manner that arouses their attention and pulls them into your narrative.2. Avoid stand-up routines Dont dabble with humor unless youre are a natural-born comedian. The best jokes are about timing and need to be tailored to each specific audience. If your joke is elend a guaranteed laugh, opt for fascinating anecdotes with which the audience can relate.3. Dont ramble Dont carry on too long when you open the talk. Rambling with too much backsto ry can easily lose the audiences interest.4. Set your intentions for the room before you start Develop your introduction, complete with your credentials and instructions for applause, and make sure to give this to the organizers. This circumvents the possibility of awkwardness and silence ushering you onto the stage. This shift allows you to take the power of the room and harness the audiences attention. A cold open is tough to overcome.5. Educate through entertainment Professional speakers are paid more if they can simultaneously teach the audience while entertaining them. The more the information resonates with the listener, the more they learn from the presentation. So make it fun and educational.6. Your energy level determines how the audience receives you Balance confidence with enthusiasm to capture your listeners. Gauge your energy to match and balance the room. Intimately discuss with the front row, while you simultaneously engage the back of the room. Engage your audience f rom every angle to foster stronger connections.7. Use the stage to sell yourself Sometimes youre selling an item, sometimes youre selling yourself- but its important to think past the immediate sale. Create value for your brand by instilling trust with your audience. Building a strong foundation of trust with your audience helps create a strong reputation, and can foster sales in the future.8. Originality matters Even if you admire particular professional speakers, do not copy their act. Instead, take the tried-and-true techniques of your idols and put your own creative spin on it.James Goodnow from Fennemore Craig, P.C., was personally affected by kidney disease and went on to found the Kidney Challenge hes won numerous public speaking contests for his work with the organization. Some of his tips include9. Tell stories Goodnow says, There is nothing more powerful in connecting with an audience, including those in your organization, than a personal story that drives home the point. People are accustomed to taking in information through stories that are memorable and applicable to their lives.10. Find a point of impact Audience members will always ask themselves how this talk will impact them. Focus on the needs of the audience and on concrete examples of how the information you are offering can impact their life or career.11. Dont leave out emotion One of the biggest mistakes any speaker, including CEOs, make is failing to realize the power of emotions. Powerful speakers understand and remind us that, although logic rules the minds, ultimate acceptance of your ideas will still hinge on emotional acceptance and support for concepts.12. Hit pause People need time to process data. Its essential that you give the audience time to reflect on key points. The problem is that silence can feel uncomfortable for the speaker. Just remember, that although the silence may feel awkward for you, its giving the audience time to digest and consider points you just made. Use pa uses before and after key points and best communicate your message.13. Move and use gestures People learn by hearing and visually by seeing. Utilize gestures to paint a picture and move to demonstrate your points and bring them to life for your audience.Chip R. Bell is a renowned keynote speaker and the author of several national and international best-selling books. He reminds us to14. Prepare and practice Confidence in front of a group is borne of preparation and practice. If you know your topic cold, you can focus on how you are going to say what you say, not what you are going to say. Preparation means studying your topic enough to be an authority, not just enough to get a speech. Practice means giving your speech in front of a mirror over and over. You might want to enlist friends to listen and offer your feedback and suggestions. Dont let the first time you deliver your speech be in front of your audience. And when youre done- prepare and practice some more.15. Understand your audience and tailor to their interests The more you know your audience, the better you can give examples they will appreciate and relate to. Bell usually interviews three or four people who will be in the audience. He asks for their examples and stories (and often weaves them into his talk). If you know the challenges and issues your audience deals with related to your topic, you can address them in what you say.16. Arrive early and greet your attendees It will quiet your nerves. Even professional speakers can get a bit nervous before getting in front of a group. If you arrive early, you have time to get accustomed to the room and head off any hiccups in the making. It also enables you to set up before anyone arrives, giving you a chance to greet your attendees as they arrive. That way you are speaking to friends you have met not strangers you do not know.17. Dont memorize present from what you know, not what you remember Many speakers think they are supposed to memorize their spee ch. You are not an actor you are aperson delivering a message. Speak from knowledge, not from memory. You can usenotes as you speak - your audience is going to be fine with you having notes. Or, you can have slides that prompt your points. Just remember your audience also expects you to make eye contact. Again, preparation and practice are vital to delivering a confident speech. If you memorize and forget your lines, it will shake your confidence as you try to recover.18. Be real. Be authentic If you are a bit nervous, be honest about it. Dont be an orator be a conversationalist. Just talk with your audience, not at them. Let your personality come through. Just let go and have fun with your topic. If your audience sees you having fun, they will as well. Let go and just talk, dont preach or pontificate.19. Start on time participants expect it Starting on time tells your audience you respect their time. Why punish the folks who came on time by making them wait for the people who opte d to arrive late?20. Describe your objectives up front it lets your audience be better prepared. After your opening (thanks for having me I am honored to get to present), let your audience know your goals for the speech and briefly what you plan to cover. It gets your audience ready to hear your points and they will more likely remember your key points.21. Let attendees know how you prefer to handle questions Some speakers like the audience to interrupt them should they have questions. Others prefer to hold questions until the end. Either way is fine just let your audience know what you prefer. If questions are expected at the end, leave a few minutes of your allotted time for their questions.22. Dont take yourself too seriously If you have a great time, so will your audience. Take your subject seriously, but dont take yourself seriously. No one likes an arrogant, pompous speaker who reminds the audience of how smart they are. If you decide to use humor, make sure its your natural h umor.23. Avoid distracting body language Watch out for distractions. Remove the change from your pocket beforehand. Keep your hands out of your pockets as well. Avoid verbal ticks like you know and uh as well as overused clichs or jargon some of the attendees might not know or understand. Use great eye contact. Move a lot, but dont pace like a lion in a cage. Get out from behind the lectern so there is no barrier between you and your audience. Smile a lot.And a few tips from me. I lecture frequently on both the graduate and undergraduate levels and create corporate seminars and keynote on a variety of topics, so I really enjoyed and appreciated the above tips but wanted to add a few of my own24. Make your notes as easy to read as possible I schrift out my notes in an extra large font and then cut out each sheet and paste on index cards, colored by section. That way, I know what Im about to say, and when Im at the end of a topic.25. Take notes when others speak If Im the final speake r or on a panel, Ill often take notes when others are speaking. In that way, Im both an active listener and engaged speaker since I can automatically update my speech as I go.26. Cut it out No matter how much research I do and find fascinating, there are times the audience just wont be into it. Feel free to speed through certain slides, or cut down on your speech at any point if you sense the audience growing restless.27. Stick around to talk You may feel incredibly relieved after your speech and want to disappear, but stick around for potential kudos and networking opportunities. You never know who was just in your audience.

Overcoming Pitfalls in the Senior-Level Interview

Overcoming Pitfalls in the Senior-Level InterviewOvercoming Pitfalls in the Senior-Level InterviewPrepare your sell for two audiences the mid-level staffers and senior management.The senior-level interview is an animal of its own. The old go-to answers dont apply, and youre selling leid just your ability but your vision. The first few rounds are critical as you establish your seat at the executive round table with peers who are often looking for holes to poke in your candidacy not to mention mid-level interviewers who can make or break your campaign. Read further for how to win over both constituencies.Too many high-end executives dont want to appear hungry, said Neil McNulty, the principal recruiter at the McNulty Management Group, a military placement and career management group out of Norfolk, Va. As McNulty sees it, the big mistake high-level candidates make is that they want to appear presidential, as he calls it. That means they dont want to lower themselves to ask about needs . This takes us to the core of the problem high-level candidates often seem to have a hard time selling themselves.The advice from Dave Knutson, a senior retained search recruiter and owner of the Knutson Group in Phoenix, is to get over this, and ask for the job. Something many executives are ingrained to feel like they shouldnt do. Yet in the words of McNulty, You gotta sell during the interview or you wont get hired. Common sense, right? Unfortunately the candidate pools are still full of executives that overlook the easy things due to apprehension, or even desperation. Here are the two things to remember at your next interview1. Win over mid-level staffers by knowing their company. As a candidate, you need to pass muster with more than one interviewer at the staff and technology levels. According to Knutson, most senior-level candidates make the mistake of brushing off the individual and group interviews with the mid-level employees.They apparently feel these interviews are less important than the real meeting with the CEO and upper management team. This is a big mistake, he says, as the mid-level players will have more input on the final choice than candidates often think. Knutson advises all senior-level candidates to get themselves up to speed on the company, its stats and other details, especially for the mid-level meeting with the managers and directors. Its the responsibility of the mid-level staff to know the company inside and out its also something theyre personally invested in. You will be expected to demonstrate your knowledge of the company their company as they often see it to get a good review.2. Lose the reserved, presidential act.An even bigger problem is the Presidential Pitfall, based on years of observation from Neil McNulty. He noted that too often, senior candidates walk into an interview cautious and reserved and try to act presidential. As a result, they are not paying attention to what the person, who would be their boss, is looki ng for.McNulty has seen dozens of senior-level candidates make this same major mistake. While they may be highly accomplished, they walk into an interview expecting the company to recruit them rather than feeling that they need to sell themselves to the employer.According to McNulty, many of his senior-level interviewees have done a poor job of determining what the employer needs. They have failed to demonstrate how experience from their own past can address those needs. If you dont hit those hot buttons, you wont get hired.Expect more input from the mid-level management team on the senior-level interviews. More importantly, get off your high horse and lose the presidential act. Youll need to compete on a higher level. This means asking more about what their needs are and then selling yourself to those needs. To win this year, youll need to get hungry and to get your hands dirty.

How Loud is Too LoudWhen Office Soft Talk is a Better (or Worse) Choice

How Loud is Too LoudWhen Office Soft Talk is a Better (or Worse) Choice How Loud is Too Loud- When Office Soft Talk is a Better (or Worse) Choice Sometimes you have no choice- you have to be loud, e.g., on the job as an auctioneer, and sometimes you cant, e.g., when at work as a professional hypnotist.Given the significant (un)intended business, professional and social consequences of being too loud or not loud enough, it is important to determine how loud is too loud, how soft is too soft and why anyone would make either mistake (if only for the purpose of predicting and controlling that behavior).When you do have a choice as to how loud or soft to make your vocalizations, it is important to know how and why you make the choices that you do or should- allowing that you tactically and strategically choose to be loud in some situations, e.g., shouting at the stalled driver ahead of you and soft in others, e.g., when asking for a raise.Call this a vocalization-volume mixed strategy, understood as flexibly switching volume levels as required. On the other hand, there are those who are consistently loud or consistently soft-spoken, often as a reflection of some genetically-determined bias or broad motivation, such as to appear dominant or submissive, respectively. Call their strategy a pure vocalization-volume strategy.Pure vs. Mixed Volume-Vocalization Strategists Why Do They Expect a Big Payoff?One really interesting question regarding the pure strategists is, in those cases where they have a choice, they believe a pure loud or pure soft strategy will maximize their payoffs. Another interesting question is how to get them to change, when that seems desirable. A third is the question of how often they (or the mixed strategists) choose correctly.As a preliminary to answering these questions, its worthwhile to consider why (always) deliberately being loud or soft would ever be thought to pay off. The possible reasons include the following1. Association of vocal vo lume with physical power and intimidation This is Evolutionary Biology and Taxonomy 101. The louder the vocalizations the bigger, the more intimidating and more dangerous the animal, e.g., a T-Rex, is likely to be- although the alfruchtwein-cute small African rodent called a hyrax (not to be confused with a Hi-Rex) I heard first-ear in Kenya shook the night with jack-hammer grating screeches worthy of a Jurassic pterodactyl. In humans, this capacity and its exercise are commonly part of the physically large, thick-necked bullys makeup.2. Association of vocal volume with institutionalized power The likes of bellowing kings, Patton, stentorian senators and rave guitarists have been allowed to, if not expected to be, loud, because they have institutionalized power- power conferred on them because of rank or fame. Many obnoxious loudmouths lacking similar entitlements fancy themselves similarly privileged, and treat the world as their personal megaphone.3. Squeaky-wheel syndrome Part o f the presumed wisdom that the squeaky wheel gets the grease encapsulates is the expectation that to get what you want, louder is better. Perhaps this is the rationale underlying the use of wailing walls and massive choirs to get Gods attention, ramp up the volume, just in case (S)He hasnt been listening or is otherwise distracted. As a complement to this tactic, loud colors and otherwise gaudy clothing is frequently observed.4. Soft hypnosis I think the main reason lovers and hypnotists speak softly is that they are, as groups, both attempting the saatkorn thing. A hypnotist and some guy whispering in some girls ear want to induce a trance, a state of compliant helplessness and trust. Both of them also orchestrate the context to ensure that soft speech accomplishes their objectives Ideally, hypnotist and lover will eliminate all distractions- by eliminating any competing voices (i.e., use a secluded, very physically comfortable, private space for two) by employing soft and dim ligh ting by repeating key phrases, e.g., you are so beautiful and free (lover) or you are feeling so beautiful and free (hypnotist), etc., until full compliance is achieved. Funeral home directors operate on a similar softly-spoken premise.In the office, a guilt-ridden boss forced to let a good employee go may use the same technique to ensure peaceful acquiescence and full compliance with the dismissal, e.g., private moment in the office, making the employee physically comfortable and, of course, by breaking the news very, very softly and gently.Perhaps this is another reason why an employee unexpectedly terminated will walk out of the bosss office feeling like a dazed zombie.How to Change the VolumeTo get a loudmouth to tone it down, humor is the best first line of defense. You could try any of these lines (but only with a good friend who also has a sense of humor)Wow..a sonic boom before the jet flies byAm I late for the yodeling auditions?Are you trying to imprint what youre saying o n my forehead?You havent made me deaf yet, so no need to talk to me as though I already am.Just as I thought Youve gone and deafened yourself.To get a mouse-whisperer to ramp it up, using humor, try theseSorry, your pulse was too loud for me to catch what you said.Are you ear reading?This is like listening to Killing Me Softly- when its not playing.Great impression of submarine silent-running Ah-roo-gah Dive DiveIf you prefer tact and diplomacy, you can resort to one of the most successful persuasive techniques Shift the focus of fault to yourself and replace you with I. For example, instead of noting the speakers volume, you can say, Sorry, I have super-sensitive ears, like a big-eared coyote. Or, Sorry, could you speak up a little water from my showerplugged my ears.These techniques are likeliest to work with the mixed vocalization-volume strategist, who is clearly not working with a physiological limitation or inflexible character trait. Such a MVVS will find it easy to accommoda te you, since the vocalization strategy adopted in any situation is calculated, rather than hard-wired. The pure vocalization-volume strategist is more difficult to deal with, for obvious reasons1. Physiological Some big people or some with compromised breathing may have labored breathing that forces them to expel air with greater force, including speech air.Others may have impaired hearing that causes overcompensation in the form of louder speech (which they cannot recognize as being too loud). Still others may have smokers voice- raspy and grating, which may come across as too loud, in virtue of being equally irritating. Naturally, the genetics of larynx, pharynx and lungs will play some role in the timbre and volume of the voice.An NBC News article, Loud Talkers Why Do Some Voices Seem to be Set at Top Volume, identifies such physiological and pathological factors, in addition to cultural, social and psychological variables.2. Psychological It may be that the loudmouth needs, as the stereotype suggests, to be the center of attention, or to project a stronger image, hoping to elicit fear, awe or respect for an intimidating voice used to compensate for missing other strengths, including strength and cogency of ideas.Likewise, the soft-spoken office mouse may be someone who, bullied as a child, does not want to attract attention, preferring to blend safely into the background. Alternatively, some among the soft-spoken may have concluded that being seductive or soothing will work much better than being brutishly loud, preferring soft persuasion and its inducements to intimidation.The soft-spoken may also confuse expressing nurture with communicating submission. Clearly, the soft-spoken funeral director is attempting to communicate nurture and consolation, not any subservient status (apart from that most sales staff adopt when selling).In this he is successful, because his role makes that clear. However, in the office, a similar tactic may backfire and create th e impression that the mouse-voiced colleague is a weak, insecure, submissive wuss.Likewise, the office loudmouth may, in attempting to express dominance, end up communicating rudeness, proving the general principle that what we express frequently doesnt match what we elicit, much as a wild rabbit may perceive a carrot as a weapon- and run.3. Cultural/Sociological Others may have grown up in a loud family or culture, e.g., one in which men are expected to be much louder than women, and developed a lifelong habit that is hard to shake. One implication here is that only children are far likelier to be soft-spoken than the middle or youngest child in a family of 10, especially when asking for the potatoes to be passed before they are gone.Being an extremely soft-spoken only, I count as confirmation of that hypothesis. Noting or speculating on family birth-order may be a useful wedge into discussing the issue with an overly loud or soft-spoken colleague.How to Know When You Are Too Loud or Too SoftOf course, if those you are speaking to wince, youve got the clearest cue and clue- loud and clear that you are at least too loud. Also take note of the distance they choose to maintain from you and how they angle their bodies.If it appears they are attempting to minimize the surface area exposed to you, except for their face (which will be full frontal to equalize and maximize the distance of both ears) that may be an unconsciously adopted posture and transmitted signal letting you know your bellowing is backfiring like a deafening backfire.Holding their coffee mugs at ear height may be a reflex, yet futile attempt to block your sound. If their smiles look like a dentists plaster mold, take heed.If your listeners thrust an ear at you, or cup theirs, allow that you are speaking too softly. Obviously, if they ask you to repeat what youve said, try to boost the volume a bit.If they appear to be staring at your lips, consider the possibility that they are resorting to lip re ading. If they randomly nod or nod off, they may be sending you the same message so, more bang, less whimper, please.In any case, if you are not sure whether you are too loud or too soft-spoken in any situation, you can always ask.But just try not to do it too loudly or too softly.

Telecommuting Jobs for Nurses at Fonemed

Telecommuting Jobs for Nurses at FonemedTelecommuting Jobs for Nurses at FonemedIndustry Health Care, Medical Call Center Company Description Formed in 1996, medical outsourcing company Fonemed provides telephone triage services to its clients, which are physician practices, managed-care organizations, third party administrators, disease management providers, private employers and associations throughout North America.Fonemeds clinicians interact with more than 240,000 patients on an annual basis. Types of Work-at-Home Positions at Fonemed Fonemed hires registered nurses (RN license in state of residence required plus other states licenses may be required) from the U.S. and Canada. These nurse give health advice to callers using Barton Schmitt/David Thompson telephone triage guidelines. This is a fast-paced jobs, and employees should be able to work quickly, taking 4-5 triage calls per hour. Fonemeds telephone triage nurses are compensated on a per-call basis, however, becau se they are employees they will receive a minimum per-hour rate if call volume is low. Requirements and Qualifications Company looks for three years of clinical experience in pediatrics and adults, plus one year experience using electronic triage software and computerized medical protocols/guidelines. Some weekend work is required. High speed Internet and a room with a door are required for the call centers home office. A landline phone is required, but the cost is reimbursed. In addition to your shift you may be required to be available for telephone meetings and presentations. Being bilingual in Spanish is considered an asset. Fonemed hires in states with 24 Nurse Licensure Compact and the states where it already has employees. These states include ArizonaArkansasCaliforniaColoradoDelawareFloridaGeorgiaIdahoIllinoisIowaKentuckyMaineMarylandMississippiMissouriMontanaNebraskaNew HampshireNew MexicoNorth CarolinaNorth DakotaPennsylvaniaRhode IslandSouth CarolinaSouth DakotaTenne sseeTexasUtahVirginiaWisconsin Compensation and Benefits at Fonemed Telephone triage nurses are compensated on a per-call basis with a minimum per hour paid when volume is low. The average number of calls a phone triage nurse would receiveper hour is about 4 to 5. Some have reported that the per-call rate is $6/call. Paid time off, 401K and medical insurance are among the employee benefits offered. Using Fonemeds Employment Page Use Fonemeds employment website to apply by emailing your resume to address provided. The company contacts candidates when it has positions available. And after 6 months it deletes old resumes, so if you applied more than 6 months ago but you didnt hear from Fonemed, it may be worthwhile to reapply. More Companies With Medical Jobs From Home For more profiles of companies that hire nurses (and others with medical backgrounds) to work from home, click on the links below. CarenetAetnaHumanaUnitedHealth GroupMcKessonCigna Note Companies listed in this or other work-at-home company profiles may or may leid be hiring at this time. Please research job openingsreading their job posting and employment policies carefully with an eye toward how your skills match their needsbefore initiating contact.For more telecommuting jobs, see this directory of work-at home-companies or this list of work-at-home nursing jobs.

Getting the Best Personal Statement on Resume

Getting the Best Personal stellungnahme on Resume Before writing the full document, ensure your very first paragraph is engaging and includes an advertising pitch. Here are a few pointers for writing an interesting and potent. A long and boring statement isnt going to have the ability to pull in the readers. If do not have any time for writing your statement or youre confused about the content, were here to assist you. A resume ought to be lively and secure the interest of the reader. With a social media resume, youre trying to impress many individuals, therefore its crucial to abide by key design and structure suggestions to make sure your very first impression will get it proper. Choose our professional writers that are prepared to provide help ur private statement writers would love to present a collection of private statement examples for your reference. A well-written one is going to impress on the hiring manager the methods by which you are a best candidate for the jo b. Too many applicants write the things that they think an admissions committee would like to hear. The above mentioned personal statement is very clear and informative, which makes it crystal clear that the applicant is a student, currently completing their university degree, and wish to work part-time in the business. It is nearly always necessary included in work app, and is also regarded crucial info to make sure a company to evaluate whether a candidate might be an ideal applicant for any exact first spherical job interview. Becoming in a position to ask the proper questions would assist you in getting the absolute most out of your tutoring sessions with professors. Personal statements are a significant part of your application to residency programs in the usa. Our tafelgeschirr is a good option for those who have to order an assignment urgently. Our private mission statement builder will help you produce a unique, personalized Mission Statement. Our company is about to work together with you so as to offer the most effective personal statement help. As stated above, you wish to tailor these statements to the requirements of the business you are interviewing with. Our private statement service may help maximise your odds of success. You may want to look at a qualifications summary which we outlined in last weeks postbut if only you need to have a summaryhere are a couple examples to help you begin. You ought to make sure your resume summary statement concisely demonstrates why youre a best candidate for the particular job and business. Professional residency personal statement writing service that you can depend on. Before drafting your own personal statement, please use the info below to assist you. The Chronicles of Personal Statement on Resume You may want to bring a resume summary statement. A resume summary statement is comparable to an objective statement in that its a quick way for a work seeker to catch a hiring managers attention b y summarizing critical information at the peak of your resume in a simple to read format. You might need to rephrase some sentences or even get rid of some. Be certain to tailor your resume summary to the particular job listing. You have to upload your resume and personal statement as a portion of the internet application. If youre using mobile phone, you might also utilize menu drawer from browser. Well, keep reading to the next section to discover To further assist you in defining the fundamentals of personal statement. Choosing Personal Statement on Resume Is Simple Keep in mind, but the focus is on you. The intention of a workout program is to extend the shortcut of detailed working experience details. You will discover an increasing amount of kinds of resumes emerging in the past couple of years and a few are priceless. How to boost your resume objective. Focus on how youre an advantage to the companynot the way the corporation can help you. Make certain its tailored t o not merely the position, but the provider too. Specifically, demonstrate how youll add value to the organization. Everything you have to know about investment banking skills needed for your application to top banks and the way to receive them very quickly.

Employee Selection How to Hire Good Employees Weed Out the Rest

Employee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many mora job hunters than available jobs. The good news for businesses is that its a buyers market. But at the saatkorn time, it can be overwhelming to sift through a mountain of resumes flooding yur inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality titelseite letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck unterstellung days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make aya the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did notlage come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When umgebung up the vorstellungsgesprch, do they binnenbinnenseem enthu siastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to bewerberinterview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really distitelseite that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys imagination or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make koranvers theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partne rs Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the saatkorn time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everythi ng comes with spellcheck ansicht days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre a sking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted P artners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they shou ld mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that ou tstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Coun tries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or s pelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, L ow Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrot e it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job Inter viewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume , it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stabili ty. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A qua lity cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if iss ues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this c ould indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discriminati on 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection proces s 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom Th is May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that ca nt be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Cont ent Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some things to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and will go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps be tween jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Sometimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified ApplicantsEmployee Selection How to Hire Good Employees Weed Out the RestSearch 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants Share this articleTwitterLinkedinFacebookemail How to Hire Good Employees Save Time During the Hiring Process by Spotting Red Flags Early Todays job market is very tough there are many more job hunters than available jobs. The good news for businesses is that its a buyers market. But at the same time, it can be overwhelming to sift through a mountain of resumes flooding your inbox or the resume repository. Thats why you need to have an eagle eye for scoping out the best candidates. Here are some thing s to look for when embarking on your employee selection process 1. Quality Cover Letter A quality cover letter can tell you a lot about the person who wrote it. If there are grammar or spelling errors, it shows a lack of attention to detail. Everything comes with spellcheck these days, and if a candidate wont put the necessary time and effort into applying for the job, its a fair bet he/she wont be any better if hired. Also, make sure the letter highlights experience and credentials that are specific to the position. Did it indicate why they want the position and why they would be a good fit for it specifically? By including this information, it shows they are genuinely interested and they did not come up with a generic letter theyve also sent out to 50 other employers. Also, is the letter is addressed to the proper contact? If the applicant has taken the time to research and learn the hiring managers name then thats a good sign that you have a candidate who is detail-oriented and w ill go the extra mile, compared to the people using To Whom This May Concern. Finally, if issues are obvious on their resume, it should be addressed in the letter. For example, if there are gaps between jobs they should mention why. 2. Strong Phone Interview When setting up the interview, do they seem enthusiastic about being selected? If not, then they are probably not too interested in the position. How did they answer the phone? Is their tone of voice appropriate? Were not saying candidates should do cartwheels just because you called, but if applicants dont even bother to turn the TV down when you call them or thank you for the opportunity to interview, that could be a red flag. 3. Professional ResumeA resume that rises above the crowd should have a professional, consistent and organized format. Although the exact number of pages will depend on the industry and specific position, it should be concise and to the point. Look to see if they highlighted accomplishments as opposed to duties. If there are gaps between jobs or education that cant be readily explained, this could indicate a lack of stability. 4. Outstanding Job InterviewThe job interview is where you can really discover that outstanding candidate.If theyre asking probing and insightful questions of you, that means theyve likely taken the time to do some research about the company. If so, this indicates they went above and beyond other candidates. They should be aware of the companys vision or mission statement and have some knowledge of the products and services. Are they familiar with names of the senior management and competitors? When they talk about their strengths, make sure theyre giving you specific examples. Did any of their previous accomplishments save a company time or money? If everything else is equal between candidates, look for the one who goes the extra mile by sending a thank you email, or even better, a handwritten card. It shows they are interested and value your time. Som etimes its all about the little things.Related Salary.com Content Immigration Discrimination 4 Illegal Employer Practices 14 Companies with Incredible Employee Perks Long Hours, Low Economic Output in Some Countries From our trusted Partners From our trusted Partners Home Articles 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants