Orlando Business Journal
The University of Central Florida’s College of Engineering and Computer Science is one of the best 100 in the world, according to the Academic Ranking of World Universities.
For engineering/technology and computer science, UCF tied for 76th with Yale, Michigan State and Johns Hopkins universities, according to a UCF release.
UCF ranked among the top 50 U.S. universities and the top 30 U.S. public universities.
The international ranking system rates a variety of broad fields at research universities, including the number of highly-cited researchers selected by Thomson Scientific and the number of articles published in the journals of Nature and Science.
Tuesday, August 31, 2010
Friday, August 27, 2010
How a Recruiter Can Help You Find a Job
by Gina Cappiello, www.123Movers.com
Not seeing much progress with your job hunt? Get some assistance from a recruiter.
Here are three important ways that working with a recruiter can help give you an edge over the competition:
They know what's happening in your industry
"The biggest perk when you're working with a recruiter is that they are truly entrenched in your specialty," says career coach Kevin Kermes, of Career Attraction.
Being grounded in a specific industry helps a recruiter expertly navigate its ins and outs. "A recruiter is always in the marketplace," says Lori Marcus, principal recruiter of Quad656. "They know who is hiring, restructuring, and firing. They know exactly what's going on day after day and have a continuous flow of market knowledge to share."
They know the right people and information
A recruiter has the powerful network of industry leaders that you desire. "Generally, the relationship your recruiter has with the recruiting and human resources departments increases your chances of being interviewed for a position over individuals that responded directly via an employment ad," says recruiter Mary Ann Henker, of The Henker Group.
Along with having a strong network to work with, "a recruiter might know about preferred positions that are slated to be announced to the public but have not yet been published," she says. Finally, a recruiter can alert you about "companies that have high turnover rates, dissatisfied staff, or other red flags that you should be mindful of," she says.
They will give you tips and feedback
"Recruiters can prepare you for the people you're going to interview with, because we know them already," says Marcus. "We know their interviewing style and how you should conduct yourself throughout the interview."
A recruiter will also give you valuable feedback about your interview. "We're able to give and get feedback and then give it back to the job seeker," says Marcus. Instead of waiting around and wondering what the company thought of you, a recruiter can relay feedback from the company to you and vice versa. "Your feedback about the company gets the hiring manager excited and reinforces your candidacy," she says.
And it's a two-way street
Recruiters may be helpful to your job search but they can be even more helpful if you can assist them. "The biggest complaint I hear from clients is that people aren't getting calls back from recruiters," says Kermes. He recommends positioning yourself as a hub in the industry and offering assistance. "Pick up the phone, call the recruiters, and ask how you can leverage your network to help them out," he says.
Not seeing much progress with your job hunt? Get some assistance from a recruiter.
Here are three important ways that working with a recruiter can help give you an edge over the competition:
They know what's happening in your industry
"The biggest perk when you're working with a recruiter is that they are truly entrenched in your specialty," says career coach Kevin Kermes, of Career Attraction.
Being grounded in a specific industry helps a recruiter expertly navigate its ins and outs. "A recruiter is always in the marketplace," says Lori Marcus, principal recruiter of Quad656. "They know who is hiring, restructuring, and firing. They know exactly what's going on day after day and have a continuous flow of market knowledge to share."
They know the right people and information
A recruiter has the powerful network of industry leaders that you desire. "Generally, the relationship your recruiter has with the recruiting and human resources departments increases your chances of being interviewed for a position over individuals that responded directly via an employment ad," says recruiter Mary Ann Henker, of The Henker Group.
Along with having a strong network to work with, "a recruiter might know about preferred positions that are slated to be announced to the public but have not yet been published," she says. Finally, a recruiter can alert you about "companies that have high turnover rates, dissatisfied staff, or other red flags that you should be mindful of," she says.
They will give you tips and feedback
"Recruiters can prepare you for the people you're going to interview with, because we know them already," says Marcus. "We know their interviewing style and how you should conduct yourself throughout the interview."
A recruiter will also give you valuable feedback about your interview. "We're able to give and get feedback and then give it back to the job seeker," says Marcus. Instead of waiting around and wondering what the company thought of you, a recruiter can relay feedback from the company to you and vice versa. "Your feedback about the company gets the hiring manager excited and reinforces your candidacy," she says.
And it's a two-way street
Recruiters may be helpful to your job search but they can be even more helpful if you can assist them. "The biggest complaint I hear from clients is that people aren't getting calls back from recruiters," says Kermes. He recommends positioning yourself as a hub in the industry and offering assistance. "Pick up the phone, call the recruiters, and ask how you can leverage your network to help them out," he says.
Friday, August 20, 2010
The 10 Best IT Certifications: 2010
Author: Erik Eckel
The certification landscape changes as rapidly as the technologies you support. Here’s an updated list of certs that currently offer the most value and validity for IT pros.
--------------------------------------------------------------------------------
Just as with many popular arguments — Red Sox v. Yankees, Chelsea v. Manchester United, Ford v. Chevy — IT certifications are popular fodder for debate. Except that certifications, in an IT professional’s microcosm of a world, have a bigger impact on the future. Just which certifications hold the most value today? Here’s my list of the 10 accreditations with the greatest potential for technology support professionals, administrators, and managers seeking employment within consulting firms or small and midsize organizations.
1: MCITP
This best certification list could be built using 10 Microsoft certifications, many of which would be MCITP accreditations. The world runs on Microsoft. Those professionals earning Microsoft Certified IT Professional (MCITP) certification give employers and clients confidence that they’ve developed the knowledge and skills necessary to plan, deploy, support, maintain, and optimize Windows technologies. Specifically, the Enterprise Desktop Administrator 7 and Server Administrator tracks hold great appeal, as will Enterprise Messaging Administrator 2010, as older Exchange servers are retired in favor of the newer platform.
2: MCTS
With operating systems (Windows 2000, 2003, 2008, etc.) cycling through every several years, many IT professionals simply aren’t going to invest the effort to earn MCITP or MCSE accreditation on every version. That’s understandable. But mastering a single exam, especially when available examinations help IT pros demonstrate expertise with such popular platforms as Windows Server 2008, Windows 7, and Microsoft SQL Server 2008, is more than reasonable. That’s why the Microsoft Certified Technology Specialist (MCTS) accreditation earns a spot on the list; it provides the opportunity for IT pros to demonstrate expertise on a specific technology that an organization may require right here, right now.
3: Network+
There’s simply no denying that IT professionals must know and understand the network principles and concepts that power everything within an organization’s IT infrastructure, whether running Windows, Linux, Apple, or other technologies. Instead of dismissing CompTIA’s Network+ as a baseline accreditation, every IT professional should add it to their resume.
4: A+
Just as with CompTIA’s Network+ certification, the A+ accreditation is another cert that all IT professionals should have on their resume. Proving baseline knowledge and expertise with the hardware components that power today’s computers should be required of all technicians. I’m amazed at the number of smart, intelligent, and seasoned IT pros who aren’t sure how to crack the case of a Sony Vaio or diagnose failed capacitors with a simple glance. The more industry staff can learn about the fundamental hardware components, the better.
5: CSSA
SonicWALLs power countless SMB VPNs. The company’s network devices also provide firewall and routing services, while extending gateway and perimeter security protections to organizations of all sizes. By gaining Certified SonicWALL Security Administrator (CSSA) certification, engineers can demonstrate their mastery of network security essentials, secure remote access, or secure wireless administration. There’s an immediate need for engineers with the knowledge and expertise required to configure and troubleshoot SonicWALL devices providing security services.
6: CCNA
Although SonicWALL has eaten some of Cisco’s lunch, the demand for Cisco skills remains strong. Adding Cisco Certified Network Associate (CCNA) expertise to your resume does no harm and helps convince larger organizations, in particular, that you have the knowledge and skills necessary to deploy and troubleshoot Cisco routing and switching hardware.
7: ACTC
Here’s where the debate really begins. Increasingly, my office is being asked to deploy and administer Mac OS X networks. In the real world, divorced from IT-industry rhetoric, we’re being asked to replace older Windows networks with Mac OS X client-server environments. We’re particularly seeing Apple traction within nonprofit environments. We’ve found the best bet is to get up to speed on the technologies clients are requesting, so it stands to reason that earning Apple Certified Technical Coordinator(ACTC) 10.6 accreditation won’t hurt. In fact, developing mastery over Mac OS X Snow Leopard Server will help provide confidence needed to actually begin pursuing Apple projects, instead of reactively responding to client requests to deploy and maintain Apple infrastructure.
8: ACSP
Apple Certified Support Professional (ACSP) 10.6 accreditation helps IT professionals demonstrate expertise supporting Mac OS X client workstations. If you work for a single organization, and that firm doesn’t use Macs, you won’t need this certification. But larger organizations adding Macs due to demand within different departments or consultants working with a wide client base will do well to ensure they have Snow Leopard client skills. The ACSP is the perfect way to prove mastery.
9: CISSP
Unchanged from the last 10 best certifications list, ISC2’s security accreditation for industry professionals with at least five years of full-time experience is internationally recognized for its value and validity. The Certified Information Systems Security Professional (CISSP) title demonstrates expertise with operations and network security, subjects that will only increase in importance as legal compliance, privacy, and risk mitigation continue commanding larger organizations’ attention.
10: PMP
I fear organizations begin cutting project managers first when times get tough. Management roles and responsibilities often get passed to technical staff when layoffs occur. Even in challenging economic times, though, IT departments require staff familiar with planning, scheduling, budgeting, and project management. That’s why theProject Management Institute’s (PMI) Project Management Professional (PMP) accreditation makes the list. The cert measures candidates’ expertise in managing and planning projects, budgeting expenses, and keeping initiatives on track. While there’s an argument to place CompTIA’s Project+ certification in this slot, PMI is a respected organization that exists solely to further professional project management and, as such, deserves the nod.
Honorable mentions: MCSE, ITIL, RHCP, Linux+, VCP, ACE, QuickBooks, Security+
In the previous version of this article, readers asked where NetWare certification stands. It’s not on the list. That’s not a mistake. It’s gone the way of BNC connectors, in my opinion. Microsoft owns the market. MCSEs have more value.
ITIL has its place, particularly in larger environments. RHCP (or Linux+) and VCP have roles within enterprises dependent upon Red Hat/Linux and VMware virtualization technologies certainly, but those organizations remain hit or miss.
Acronis’ ACE deserves a look. With some 3 million systems being backed up now by Acronis image software, it would behoove technology professionals to learn how to properly use the software. I think it’s fair to say there’s still some confusion as to the software’s tremendous potential.
SMBs are also demonstrating a surge of interest in QuickBooks technologies. From QuickBooks Point-of-Sale to QuickBooks Enterprise platforms, there’s strong, growing demand for QuickBooks expertise in the field. The company’s growth is impressive. There’s no other way to describe it. In a crappy economy, Intuit’s growing.
Security+, really, is a no brainer, but I’ll get lit up if I include nothing but CompTIA certifications in the top 10 list. However, my advice for anyone entering the industry or even veterans seeking their first accreditations would be to load up on CompTIA certs. How can you go wrong with the manufacturer-independent certifications that demonstrate mastery of fundamentals across a range of topics, including project management, hardware, networking, security, and voice networks? You could do much worse.
A word on the methodology
There’s no double-blind statistically valid data analysis run through a Bayesian probability calculus formula here. I’ve worked in IT long enough, however, and with enough different SMBs, to know what skills we need when the firm I co-own hires engineers and sends technicians onsite to deploy new systems or troubleshoot issues.
Sure, I could have thrown in ITIL to satisfy enterprise professionals, included RHCP to sate the rabid open source crowd, and added VCP to look hip modernizing the list with a virtualization element. But I’m just not seeing the demand for those skills in companies with up to several hundred employees. My firm’s been asked to deploy exactly one Linux server in almost seven years. And we’ve virtualized maybe a dozen systems. Therefore, I feel it would be a disservice to readers to include such accreditations when I see, on a daily basis, vastly greater demand for these other
The certification landscape changes as rapidly as the technologies you support. Here’s an updated list of certs that currently offer the most value and validity for IT pros.
--------------------------------------------------------------------------------
Just as with many popular arguments — Red Sox v. Yankees, Chelsea v. Manchester United, Ford v. Chevy — IT certifications are popular fodder for debate. Except that certifications, in an IT professional’s microcosm of a world, have a bigger impact on the future. Just which certifications hold the most value today? Here’s my list of the 10 accreditations with the greatest potential for technology support professionals, administrators, and managers seeking employment within consulting firms or small and midsize organizations.
1: MCITP
This best certification list could be built using 10 Microsoft certifications, many of which would be MCITP accreditations. The world runs on Microsoft. Those professionals earning Microsoft Certified IT Professional (MCITP) certification give employers and clients confidence that they’ve developed the knowledge and skills necessary to plan, deploy, support, maintain, and optimize Windows technologies. Specifically, the Enterprise Desktop Administrator 7 and Server Administrator tracks hold great appeal, as will Enterprise Messaging Administrator 2010, as older Exchange servers are retired in favor of the newer platform.
2: MCTS
With operating systems (Windows 2000, 2003, 2008, etc.) cycling through every several years, many IT professionals simply aren’t going to invest the effort to earn MCITP or MCSE accreditation on every version. That’s understandable. But mastering a single exam, especially when available examinations help IT pros demonstrate expertise with such popular platforms as Windows Server 2008, Windows 7, and Microsoft SQL Server 2008, is more than reasonable. That’s why the Microsoft Certified Technology Specialist (MCTS) accreditation earns a spot on the list; it provides the opportunity for IT pros to demonstrate expertise on a specific technology that an organization may require right here, right now.
3: Network+
There’s simply no denying that IT professionals must know and understand the network principles and concepts that power everything within an organization’s IT infrastructure, whether running Windows, Linux, Apple, or other technologies. Instead of dismissing CompTIA’s Network+ as a baseline accreditation, every IT professional should add it to their resume.
4: A+
Just as with CompTIA’s Network+ certification, the A+ accreditation is another cert that all IT professionals should have on their resume. Proving baseline knowledge and expertise with the hardware components that power today’s computers should be required of all technicians. I’m amazed at the number of smart, intelligent, and seasoned IT pros who aren’t sure how to crack the case of a Sony Vaio or diagnose failed capacitors with a simple glance. The more industry staff can learn about the fundamental hardware components, the better.
5: CSSA
SonicWALLs power countless SMB VPNs. The company’s network devices also provide firewall and routing services, while extending gateway and perimeter security protections to organizations of all sizes. By gaining Certified SonicWALL Security Administrator (CSSA) certification, engineers can demonstrate their mastery of network security essentials, secure remote access, or secure wireless administration. There’s an immediate need for engineers with the knowledge and expertise required to configure and troubleshoot SonicWALL devices providing security services.
6: CCNA
Although SonicWALL has eaten some of Cisco’s lunch, the demand for Cisco skills remains strong. Adding Cisco Certified Network Associate (CCNA) expertise to your resume does no harm and helps convince larger organizations, in particular, that you have the knowledge and skills necessary to deploy and troubleshoot Cisco routing and switching hardware.
7: ACTC
Here’s where the debate really begins. Increasingly, my office is being asked to deploy and administer Mac OS X networks. In the real world, divorced from IT-industry rhetoric, we’re being asked to replace older Windows networks with Mac OS X client-server environments. We’re particularly seeing Apple traction within nonprofit environments. We’ve found the best bet is to get up to speed on the technologies clients are requesting, so it stands to reason that earning Apple Certified Technical Coordinator(ACTC) 10.6 accreditation won’t hurt. In fact, developing mastery over Mac OS X Snow Leopard Server will help provide confidence needed to actually begin pursuing Apple projects, instead of reactively responding to client requests to deploy and maintain Apple infrastructure.
8: ACSP
Apple Certified Support Professional (ACSP) 10.6 accreditation helps IT professionals demonstrate expertise supporting Mac OS X client workstations. If you work for a single organization, and that firm doesn’t use Macs, you won’t need this certification. But larger organizations adding Macs due to demand within different departments or consultants working with a wide client base will do well to ensure they have Snow Leopard client skills. The ACSP is the perfect way to prove mastery.
9: CISSP
Unchanged from the last 10 best certifications list, ISC2’s security accreditation for industry professionals with at least five years of full-time experience is internationally recognized for its value and validity. The Certified Information Systems Security Professional (CISSP) title demonstrates expertise with operations and network security, subjects that will only increase in importance as legal compliance, privacy, and risk mitigation continue commanding larger organizations’ attention.
10: PMP
I fear organizations begin cutting project managers first when times get tough. Management roles and responsibilities often get passed to technical staff when layoffs occur. Even in challenging economic times, though, IT departments require staff familiar with planning, scheduling, budgeting, and project management. That’s why theProject Management Institute’s (PMI) Project Management Professional (PMP) accreditation makes the list. The cert measures candidates’ expertise in managing and planning projects, budgeting expenses, and keeping initiatives on track. While there’s an argument to place CompTIA’s Project+ certification in this slot, PMI is a respected organization that exists solely to further professional project management and, as such, deserves the nod.
Honorable mentions: MCSE, ITIL, RHCP, Linux+, VCP, ACE, QuickBooks, Security+
In the previous version of this article, readers asked where NetWare certification stands. It’s not on the list. That’s not a mistake. It’s gone the way of BNC connectors, in my opinion. Microsoft owns the market. MCSEs have more value.
ITIL has its place, particularly in larger environments. RHCP (or Linux+) and VCP have roles within enterprises dependent upon Red Hat/Linux and VMware virtualization technologies certainly, but those organizations remain hit or miss.
Acronis’ ACE deserves a look. With some 3 million systems being backed up now by Acronis image software, it would behoove technology professionals to learn how to properly use the software. I think it’s fair to say there’s still some confusion as to the software’s tremendous potential.
SMBs are also demonstrating a surge of interest in QuickBooks technologies. From QuickBooks Point-of-Sale to QuickBooks Enterprise platforms, there’s strong, growing demand for QuickBooks expertise in the field. The company’s growth is impressive. There’s no other way to describe it. In a crappy economy, Intuit’s growing.
Security+, really, is a no brainer, but I’ll get lit up if I include nothing but CompTIA certifications in the top 10 list. However, my advice for anyone entering the industry or even veterans seeking their first accreditations would be to load up on CompTIA certs. How can you go wrong with the manufacturer-independent certifications that demonstrate mastery of fundamentals across a range of topics, including project management, hardware, networking, security, and voice networks? You could do much worse.
A word on the methodology
There’s no double-blind statistically valid data analysis run through a Bayesian probability calculus formula here. I’ve worked in IT long enough, however, and with enough different SMBs, to know what skills we need when the firm I co-own hires engineers and sends technicians onsite to deploy new systems or troubleshoot issues.
Sure, I could have thrown in ITIL to satisfy enterprise professionals, included RHCP to sate the rabid open source crowd, and added VCP to look hip modernizing the list with a virtualization element. But I’m just not seeing the demand for those skills in companies with up to several hundred employees. My firm’s been asked to deploy exactly one Linux server in almost seven years. And we’ve virtualized maybe a dozen systems. Therefore, I feel it would be a disservice to readers to include such accreditations when I see, on a daily basis, vastly greater demand for these other
Monday, August 16, 2010
After the Interview: 4 Ways to Follow Up
by Margaret Steen, for Yahoo! HotJobs
You had your interview, and you the way it ended left you hopeful. Now comes what is often the most agonizing part of the job hunt: waiting for the hiring manager to call. But you still have some control over the process. Experts offer the following advice on maximizing your chances for success:
(Have an interview coming up? First read important tips on how to end a job interview.)
Send thank-you notes. Don't stress too much over whether they're emailed or handwritten. The most important thing is to send them.
"Even if you think you've got it in the bag, there are people who expect that letter," says Laura DeCarlo, president of Career Directors International, a global professional association of resume writers and career coaches.
The kind of note to send depends on the situation. Peggy McKee, founder of career-confidential.com, prefers thank-you emails sent within a day of the interview. "A quick follow-up indicates interest," McKee said.
But consider the company culture when following up. Sometimes a mailed letter will be more appropriate--for instance, if the company is an old-fashioned, traditional one. But if you're applying for something like a social media marketing position, then email your follow-up note.
Your thank-you letter should be "a typical sales letter," with three parts, DeCarlo says: Thank the interviewer, and then reiterate why you're a good fit. Close by saying you're looking forward to the next step. Even if you send the note by mail, you may prefer to type it so you have room to make your case.
Break through the silence. The interviewer said she'd let you know by Tuesday if you made it to the next round of interviews. It's now Thursday, and you haven't heard anything. What's going on? It's possible you didn't make the cut. But it's equally likely that the interviewer just got busy.
What should you do next? Call or email. If you don't get a reply in a few days, try again. Yes, you might occasionally annoy a frazzled hiring manager. But as long as your messages are polite and brief, most interviewers are more likely to be impressed by your perseverance, communication skills, and interest in the job.
"Candidates need to quit worrying about how they're perceived and be more worried about making people see how they can contribute to the organization," McKee says.
The key is to keep your messages positive. Don't sound accusatory--just remind the interviewer of your conversation, say you enjoyed it, and ask where they are in the process. It may help to prepare a script ahead of time.
Go into recovery mode. Perhaps you feel that you didn't make the best impression in the interview. The follow-up is your chance to recover.
"Tell them you're going to provide them with additional resources," McKee says. If you can send documentation of your abilities--or even get references to send notes on your behalf--do so.
But if your reason for thinking you blew the interview is something minor, like spilling your coffee, ignore it. "If you draw attention to your embarrassment about little things, it might lead the person to think you're too insecure," DeCarlo explains.
Bounce back from rejection. When you hear from an interviewer but the news is bad, what should you do?
First, "thank the person for letting you know," DeCarlo says. Then ask if the interviewer would be willing to give you any feedback that you could use for future interviews. The answer will likely be no, but it shows that you're interested in improving.
Then keep networking with the interviewer, perhaps by forwarding occasional, well-chosen articles related to your industry, for example, or by joining a group on LinkedIn.
You had your interview, and you the way it ended left you hopeful. Now comes what is often the most agonizing part of the job hunt: waiting for the hiring manager to call. But you still have some control over the process. Experts offer the following advice on maximizing your chances for success:
(Have an interview coming up? First read important tips on how to end a job interview.)
Send thank-you notes. Don't stress too much over whether they're emailed or handwritten. The most important thing is to send them.
"Even if you think you've got it in the bag, there are people who expect that letter," says Laura DeCarlo, president of Career Directors International, a global professional association of resume writers and career coaches.
The kind of note to send depends on the situation. Peggy McKee, founder of career-confidential.com, prefers thank-you emails sent within a day of the interview. "A quick follow-up indicates interest," McKee said.
But consider the company culture when following up. Sometimes a mailed letter will be more appropriate--for instance, if the company is an old-fashioned, traditional one. But if you're applying for something like a social media marketing position, then email your follow-up note.
Your thank-you letter should be "a typical sales letter," with three parts, DeCarlo says: Thank the interviewer, and then reiterate why you're a good fit. Close by saying you're looking forward to the next step. Even if you send the note by mail, you may prefer to type it so you have room to make your case.
Break through the silence. The interviewer said she'd let you know by Tuesday if you made it to the next round of interviews. It's now Thursday, and you haven't heard anything. What's going on? It's possible you didn't make the cut. But it's equally likely that the interviewer just got busy.
What should you do next? Call or email. If you don't get a reply in a few days, try again. Yes, you might occasionally annoy a frazzled hiring manager. But as long as your messages are polite and brief, most interviewers are more likely to be impressed by your perseverance, communication skills, and interest in the job.
"Candidates need to quit worrying about how they're perceived and be more worried about making people see how they can contribute to the organization," McKee says.
The key is to keep your messages positive. Don't sound accusatory--just remind the interviewer of your conversation, say you enjoyed it, and ask where they are in the process. It may help to prepare a script ahead of time.
Go into recovery mode. Perhaps you feel that you didn't make the best impression in the interview. The follow-up is your chance to recover.
"Tell them you're going to provide them with additional resources," McKee says. If you can send documentation of your abilities--or even get references to send notes on your behalf--do so.
But if your reason for thinking you blew the interview is something minor, like spilling your coffee, ignore it. "If you draw attention to your embarrassment about little things, it might lead the person to think you're too insecure," DeCarlo explains.
Bounce back from rejection. When you hear from an interviewer but the news is bad, what should you do?
First, "thank the person for letting you know," DeCarlo says. Then ask if the interviewer would be willing to give you any feedback that you could use for future interviews. The answer will likely be no, but it shows that you're interested in improving.
Then keep networking with the interviewer, perhaps by forwarding occasional, well-chosen articles related to your industry, for example, or by joining a group on LinkedIn.
Friday, August 6, 2010
Job Hunting? Avoid These Mistakes and Impress Hiring Manager
What Not to Do and Say on the Important Interview Day
By TORY JOHNSON
Workplace Contributor
It's hard enough landing an interview, so when you do, you don't want to blow it. Here are 10 mistakes to avoid when sitting in the hot seat to win over the hiring manager.
Overwhelming the interviewer
There's a fine line between being thoroughly prepared and overwhelming the interviewer with too much information, says Gretchen Gunn of MGD Services, a New Jersey-based staffing firm. Being extremely over-prepared can backfire because you don't want to walk in with charts, reports or unlimited data that says you have all of the answers and are ready to take over the place. This is especially relevant for older, more experienced workers who are either applying for lower level positions or meeting with decision makers who are junior. Do your homework -- know everything you can about the position, the company, the industry, competitors -- but don't walk in with a plan to do a mind dump with all of that. Let the employer guide the agenda of the meeting -- and speak up confidently with your knowledge and ideas as appropriate. You can wow them without overwhelming.
Unable to answer questions about the past and future
Many mistakes surround how you answer expected questions, warns Ted Sakis, operations director at InMotion Hosting in Virginia Beach. Many people can't answer, "What have you been doing since you lost your job?" nor can they explain their five-year plan. Be ready to explain what you've been doing while out of work. "Looking for a job" isn't an exciting answer. If you haven't volunteered, taken a class or temped, then share a great book you're reading. Anyone can do that. As for the five-year plan, the answer should relate to the work you're pursuing. Saying things like "cruising the Caribbean," which plenty of people jokingly say, won't generate laughs.
Exhibiting over-confidence
Dan Black, Americas director of campus recruiting at Ernst & Young, says a great resume and terrific experience doesn't mean much if the candidate is smug or overly cocky in the interview. He also cautions against mentioning competitive offers from another company during a first interview since it's too early to negotiate.
Failing to ask smart questions
Similarly, it's a turnoff when applicants expect only to answer questions, but not ask them. Interviewing is a sales process you're selling yourself. The best sales people ask questions, and interviewees should too.
Overlooking the details
Tony Conway, owner of A Legendary Event, a popular catering and event planning company in Atlanta, interviews hundreds of applicants a year. He's all about the details, which he says many people don't get. Among his pet peeve mistakes: Don't show up late and tell me you got lost. (Make the drive the day before.) Don't forget your resume and tell me you e-mailed it. (Bring it with you.) Don't say you don't want to work nights or weekends. (This is event planning plan to work we work event hours.) Don't confuse our company with a competitor. (You may be interviewing with several, but keep it straight!)
Revealing desperation
This one is challenging to avoid, especially now. A skilled interviewer can get you to let your hair down and reveal stuff that you shouldn't talk about. Financial woes and trouble finding work have no place in the interview process. Keep your personal situation private.
Behaving informally
Believe it or not, some candidates get way too informal offering bear hugs, fist pumps, or chest bumps after the interview. Others will ask the interviewer to grab drinks after work or become friends on Facebook. You want to connect professionally, but not nearly as informally as these actions suggest.
Criticizing former employers
Never trash-talk your former employer, no matter how temping. Nothing good will come of it because recruiters wonder if you're criticizing the old boss, might you do the same about them?
Mistreating the receptionist
Everyone you encounter from the security guard and front desk receptionist to the recruiter and hiring manager will have a say in the process, so treat everyone with great respect. Assume you're being watched and judged from the moment you enter the offices.
Skipping the thanks
Not sending a thank you note after an interview is just as bad as sending one with typos or mistakes. Don't be generic; customize the note to reflect the conversation and to share additional details that build on the discussion.
By TORY JOHNSON
Workplace Contributor
It's hard enough landing an interview, so when you do, you don't want to blow it. Here are 10 mistakes to avoid when sitting in the hot seat to win over the hiring manager.
Overwhelming the interviewer
There's a fine line between being thoroughly prepared and overwhelming the interviewer with too much information, says Gretchen Gunn of MGD Services, a New Jersey-based staffing firm. Being extremely over-prepared can backfire because you don't want to walk in with charts, reports or unlimited data that says you have all of the answers and are ready to take over the place. This is especially relevant for older, more experienced workers who are either applying for lower level positions or meeting with decision makers who are junior. Do your homework -- know everything you can about the position, the company, the industry, competitors -- but don't walk in with a plan to do a mind dump with all of that. Let the employer guide the agenda of the meeting -- and speak up confidently with your knowledge and ideas as appropriate. You can wow them without overwhelming.
Unable to answer questions about the past and future
Many mistakes surround how you answer expected questions, warns Ted Sakis, operations director at InMotion Hosting in Virginia Beach. Many people can't answer, "What have you been doing since you lost your job?" nor can they explain their five-year plan. Be ready to explain what you've been doing while out of work. "Looking for a job" isn't an exciting answer. If you haven't volunteered, taken a class or temped, then share a great book you're reading. Anyone can do that. As for the five-year plan, the answer should relate to the work you're pursuing. Saying things like "cruising the Caribbean," which plenty of people jokingly say, won't generate laughs.
Exhibiting over-confidence
Dan Black, Americas director of campus recruiting at Ernst & Young, says a great resume and terrific experience doesn't mean much if the candidate is smug or overly cocky in the interview. He also cautions against mentioning competitive offers from another company during a first interview since it's too early to negotiate.
Failing to ask smart questions
Similarly, it's a turnoff when applicants expect only to answer questions, but not ask them. Interviewing is a sales process you're selling yourself. The best sales people ask questions, and interviewees should too.
Overlooking the details
Tony Conway, owner of A Legendary Event, a popular catering and event planning company in Atlanta, interviews hundreds of applicants a year. He's all about the details, which he says many people don't get. Among his pet peeve mistakes: Don't show up late and tell me you got lost. (Make the drive the day before.) Don't forget your resume and tell me you e-mailed it. (Bring it with you.) Don't say you don't want to work nights or weekends. (This is event planning plan to work we work event hours.) Don't confuse our company with a competitor. (You may be interviewing with several, but keep it straight!)
Revealing desperation
This one is challenging to avoid, especially now. A skilled interviewer can get you to let your hair down and reveal stuff that you shouldn't talk about. Financial woes and trouble finding work have no place in the interview process. Keep your personal situation private.
Behaving informally
Believe it or not, some candidates get way too informal offering bear hugs, fist pumps, or chest bumps after the interview. Others will ask the interviewer to grab drinks after work or become friends on Facebook. You want to connect professionally, but not nearly as informally as these actions suggest.
Criticizing former employers
Never trash-talk your former employer, no matter how temping. Nothing good will come of it because recruiters wonder if you're criticizing the old boss, might you do the same about them?
Mistreating the receptionist
Everyone you encounter from the security guard and front desk receptionist to the recruiter and hiring manager will have a say in the process, so treat everyone with great respect. Assume you're being watched and judged from the moment you enter the offices.
Skipping the thanks
Not sending a thank you note after an interview is just as bad as sending one with typos or mistakes. Don't be generic; customize the note to reflect the conversation and to share additional details that build on the discussion.
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