Come to Yale Law School. Our Vacation Package Cant Be Beat!

Come to Yale Law School. Our Vacation Package Cant Be BeatCome to Yale Law School. Our Vacation Package Cant Be BeatTime was, back in the late 1800s, schools were desperate for students. Like Kaplan University-desperate. The Times dug up some century-old ads elite schools placed in the papers classifieds, and they show an era when college was once a buyers bazaar for qualified students. Even Columbia, Harvard and Yales law schools were on the hunt for a few good students.Harvard, perhaps fittingly, thought it best to namedrop, listing the names of renowned faculty members in ads run between 1868 and 1871.Columbia opted for the more aggressive approach the age-old tactic of bashing your competitors with one hand and promising the easy path with the other.In an ad hovering over a pitch for cured hams on Oct. 7, 1871, Columbia Law School assured applicants that (unlike some rivals) its graduates were admitted to the bar without further examination.And Yale Law School, maybe the most sel ective of all law schools now, might as well have donned a plaid wool jacket.They included access to library without extra charge, eight weeks of fall vacation, three weeks of spring vacation and a two-week recess embracing Christmas and New Year. And, the ad noted, students can enter or leave at any time.NYT

How to Sell Yourself in a Video Interview, According to a Remote Worker

How to Sell Yourself in a Video Interview, According to a Remote WorkerHow to Sell Yourself in a Video Interview, According to a Remote Worker As an Information Technology professional for the last 14 years, I have discovered a passion for applying to 100% remote jobs. Most of these remote-friendly companies are not in my local Washington D.C. area. Therefore, the entire interview process is done via video using Skype, Google hangout or Zoom. Even companies in my local area have decided to utilize video technologies to pre-screen employees before they request a face-to-face interview. The schadstoff and curse of conducting interviews via video conferencing are that you dont have to get all dressed up, but you have to sell your personality, experience, and knowledge on camera.Throughout my career, I have conducted over 20 video job interviews with federal government agencies and private sector companies. Ive learned a lot about how to sell myself by simply being au thentic and adapting to the energy of the interview panel. Because I have been successful, I know that you can sell yourself into the job of your dreams and never step foot in a corporate office.1. Get on Camera in a Bright and Quiet PlaceWhen I perform my video job interviews I always make aya I am in a quiet place in my house on in a private office at a coworking space. I make sure to turn off my cell phone and music so there are no distractions. Also, since you are going on camera via your laptop or desktop, make sure you are in a room with good lighting, so the interview panel can clearly see your face.2. Be Presentable, But Dont Over DressFor all of my video job interviews, I dress casually. I usually iron a long sleeve blue denim button down top. I make sure my hair looks perfect, apply light makeup with a neutral lip gloss, and wear my red eyeglasses, which is my signature cool geek look. It is not necessary to dress up in business attire for a video interview because they wi ll only see your you face and chest. Not to mention, you want them to see your authentic self and fancy clothes may be a distraction.3. Bring Authentic Energy on CameraNow that I am dressed comfortably in my casual cool geek attire, its time to sell the real me. I always do my best to provide a warm welcome at the beginning of the interview. Also, since I have a big personality, I try to convey my excitement, passion and drive throughout the entire interview. Most companies are looking for a culture fit so its important to let the interview panel know who you are on camera without being fake. Please be the real you, so you can easily describe your expertise and past work experience.4. Clearly Answer the Interview QuestionsI love answering job interview questions in the form of storytelling and technical explanations . When I am asked about my past career roles, I briefly describe each role and give them a small snapshot of what I did and what I accomplished. I am always prepare d to answer scenario-based questions, clearly describing how I would develop and execute a technical solution. You have to sell your knowledge on camera by making good eye contact, smiling as you respond and projecting your voice so they can hear you. Its important for you to ask non-typical questions at the end of the interview. You want to ask questions that will amaze them about their company, technical processes and the role. Always make sure you stand out from the other candidates.5. Follow-Up with a Thank You Email Once the video interview is over, you want to send them a thank you email to display your interest in the role. Most of my video interviews involved more than 1 round with a new interviewer. So, I always send a thank you email within 24 hours of the interview. Always display your excitement for the role you interviewed for when you compose your thank you email. Lastly, make sure you sell why you would be a good fit role in the thank you email.In the future, video job interviews will continue to become more popular. Please be ready to sell your personal and career brand on camera. Most good companies are looking for authentic personalities, strong career experiences and solid technical knowledge.Kanika Tolver is a former highly-decorated government employee turned rebel entrepreneur and Certified Professional Coach. She is a serial innovator whos fueled by an extraordinary commitment to social change and to helping others create their own epic lives. Tolver helps individuals establish themselves at the architect of their own life to realize career, business, life and spiritual success - all in a way that promotes restoration, balance and nurturing ones authentic self. Her services include career coaching and technology coaching.

Cant Get Hired Yep. Its Your Age.

Cant Get Hired Yep. Its Your Age.Cant Get Hired Yep. Its Your Age.INBOX In the last month Ive had 4 vorstellungsgesprchs for jobs I know I was perfect for. I met all the qualifications. But time and again Im hearing things like, We think you actually might get bored here, or Were actually still formulating the scope of this role. (So why are they interviewing, then?) But Im starting to think my age is the real issue. For my next interview coming up, what do you think about me being proactive and saying, Obviously, Im on the more mature side, but I want you to know that Im strongly interested in this organization and can easily work with a younger team.Wellno.While I applaud the very concept of wanting to be proactive, lets re-calibrate the approach. Theres no need to continually run into a brick wall because of your age. Mature, experienced candidates are landing the jobs they want day in and day out. The following strategy is whats worked for 3 job search candidates over age 50 who all got hired during the holiday season were in right now.Walk The WalkNaturally, you want to look nice and business-like for your interview. While you may look in the mirror and like what you binnensee, I want you to take this a step further mirror the professional environment youre about to walk in to.I was working with a candidate who was going on an interview for a Product Manager role at a technology startup. All the people who work there look like they could be my adult children, he said. This is actually great intel. You know how he knew what the people looked like and approximately how old they were? Social media.Gone are the days when you can just go into a department store and purchase whatever outfit you find appealing. People hire people who they feel are like them. Feel is the operative word here its a subjective element. One way you make it seem like youll fit in is when you look the part. Find out what looking the part means for that particular employer by looking at their company pages on social media. Even better look at the individual employees pages.Know what they like to wear. If the environment looks very casual, you can step up your interview outfit 1 level. If theyre wearing jeans, you wear slacks. That way, you dont walk in automatically looking like everyones dad.Talk The TalkOnce youre enmeshed in the actual interview conversation, your goal is use your words to illustrate for the interviewer how youre going to fit into the team. Your interview conversation needs to have a rhythm. Saying, Obviously, Im on the more mature side, but interrupts the rhythm youre stating the obvious youre defending yourself with the but, and the tone has you trying to come from behind.Dont stereotype yourself. Mature workers are looked upon as experienced, reliable, stable, and loyal, with good practical knowledge. It may seem like the best strategy is to accentuate unterstellung positive qualities associated with the 50+ crowd. However, doing so doesnt a dd value to the conversation because the interviewer already assumes these things.An approach that works is to tell the interview what she doesnt already know that you are creative, open to ideas, collaborative, and comfortable with new technology. These are all the points the interviewer automatically associates with someone whos younger. Do this with finesse. And youre not going to just say these things. Youre going to illustrate them. Weave these points throughout the entire interview. You have multiple opportunities. Youre likely to be asked, What is your greatest strength? Select a story to illustrate the strength. Present the situation or task, and talk about the actions you took that demonstrate you to be open to ideas or collaborative. Then present the result.If the interviewer asks why you want this job, this is your opportunity to articulate a highly-specific answer about what attracted you to the role and to the organization, while weaving in an illustration of how in you r last job you used the software set they use right now.When you make virtually every answer into an illustration showcasing the qualities typically associated with younger people, you help the interviewer envision you in their environment. The interviewer needs to feel good about you in order to extend an offer.The ageism hurdle is something that you can absolutely overcome. You can see more of what to do to get the employers and recruiters to value your wisdom and experience. I walk you through it in our free job search training, How to Land Your Ideal Role in 8 Weeks or Less. Plus, what youll see will be key to getting to the real decision makers who let you in on opportunities before theyre posted online.

Inspiring Others to Ethical Action When to Blow the Whistle

Inspiring Others to Ethical Action When to Blow the Whistle Inspiring Others to Ethical Action When to Blow the Whistle The 22nd anniversary of the Challenger disaster last January was especially somber for me. In my undergraduate days at the University of Buffalo, I was a fellow engineering student and resident hall advisor colleague of Greg Jarvis. Greg served as Payload Specialist on Challenger and lost his life in the tragedy. Many of you are now familiar with the story of how and why the launch went forward against the recommendation of engineers. Continually we are reminded that tough decisions must be made in the everyday activities of ur chosen profession, which challenge our understanding and application of our Codes of Ethics and Codes of Professional Practice.Defining WhistleblowingWhat is whistleblowing? The word presents dramatic images the shrill sound of a whistle warning of danger or calling a halt to out of bounds actions. However, those are not the accurate images o f the heroic actions of the engineer branded as a whistleblower during the investigation after the Challenger disaster. The tragedy he had warned against had already occurred and he gave his testimony in the face of opposing pressure from managers of his employer. Generally, the whistleblowers action is forward-looking. The cognizant engineers account had implications for the redesign of future shuttles but served chiefly to explain how the technical and moral failure had occurred, and this post-accident visible disclosure helped put the report in the category of whistleblowing.The warnings of the acknowledged whistleblower and some of his colleagues that were sounded during internal teleconferences before the launch were not advertised as whistleblowing. Why was that? It may be because the term is reserved for actions of disclosure when the witness steps outside the approved organizational boundaries to reveal a significant moral issue and the prelaunch warnings were actions within approved channels. Once the decision to launch had been made, continuing to oppose the launch would have been a violation of corporate procedures.A second heroic colleague of the acknowledged whistleblower continued to argue for delay but is not widely known for his actions. Did he violate procedures or go outside approved channels? It would seem so, but his action did not result in being labeled the whistleblower, who ultimately spoke up in a legally legitimate forum, within approved channels, but with an account different from that of his management team. It is a distinguishing mark of actions categorized as whistleblowing that it is necessary and proper to force attention to a serious ethical problem. In the course of bringing these issues and problems to light, whistleblowers embrace the Code requirement to protect the public welfare.There have been instances of ethical and moral problems that were well known inside companies but were not properly addressed for the lack of a wh istleblower. Organizations and management tools so focused on budget and schedule demands present fertile settings in which potential problems can grow, ripen and somehow remain unattended to and unexposed even though many people are aware of the potential for catastrophe. This presents another feature of whistleblowing retaliation against the whistleblower. This is a predictable outcome and a strong deterrent because individuals and organizations who feel accused and called out tend to hit back. This highlights the moral and ethical complexities of blowing the whistle. Both the accusation and the retaliation produce injury and threaten careers of both the accused and the accuser. Collegial and professional relationships, as well as informal relations and networks, may be disrupted or damaged.Document Before You Blow the WhistleProper and necessary whistleblowing presupposes that somewhere there is someone in management with appropriate authority who will appreciate the ethical and moral importance of a disclosure and will respond appropriately and ethically. Sometimes this is a nave faith in top management. Ask yourself these questions. Am I brave enough to do what is right? Do I have a choice? Am I convinced and confident that I know what is right to do? Can I improve the situation? Part of your answer dramatizes the moral and ethical situations faced by engineers. Built into codes of ethics, engineering education and technical practice is an orientation and obligation toward safety and public welfare.The technical knowledge and organizational positions that we possess as engineers enable us to detect problems that affect public welfare while noting that practical and economic aspects are interwoven with moral aspects. Engineers organizations are such that we cannot bring appropriate attention and solution to problems we detect unless we can convince others to react appropriately. We have the technical and scientific skills. We must develop the skills of pe rsuading, negotiating, and allying with colleagues. The Challenger whistleblowers were vindicated when they produced full and accurate records and real-time notes on the meetings that took place. When the documentation was presented, the whole complexion of the investigation changed and focus was advanced from just looking at the technical issues to addressing ethical and moral issues of corporate management practice.From my youth I share this advice (usually attributed to Davy Crockett via Walt Disney Productions) Be sure youre right, and then go ahead (butkeep good notes and records).Be sure youre right, and then go ahead (butkeep good notes and records).

The Ugly Side of Resumes Printable

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How To Adapt Your Hiring Process For Video Interviewing

How To Adapt Your Hiring Process For Video InterviewingVideo bewerbervorstellungsgesprching makes adding talent to your team easier, faster, and more cost-effective than ever before. Instead of having to waste time shuffling candidates in for first-round interviews only to find that they simply arent qualified for the position you can quickly watch dozens of one-way video responses from interested individuals. From there, have further in-person or phone interviews with only the fruchtwein qualified applicants. However, for all of its benefits, video interviewing is certainly different from a traditional, face-to-face conversation. As a result, youll need to adjust your interview strategy slightly in buchen to find success as you incorporate this innovative hiring process enhancement. Here are some tips to keep in mind in order to ensure total success when employing video interviewing strategies Focus on clarityWhen youre conducting an interview in person, if you pose a question and the interviewee isnt quite sure what youre asking, they can request clarification. If the individual starts to deliver a response thats not geared to what youd like to know, you can redirect and get the discussion back on track. These abilities disappear in first-round pre-recorded video interviews. To prevent miscommunications, make sure that theres no room for misinterpretation when it comes to your inquiries. Your questions should be very cut-and-dried so that applicants know exactly what youre trying to ask.In a videointerview, questions need to be clear so candidates know what youre asking.Click To TweetHere are some questions you might consider asking interested participants, as they typically have strong success rates when used in a video interview settingHow would your co-workers describe you?Whats your ideal work environment like?What do you enjoy most about your current job? Whats your least favorite part of the job?Discuss a time you made a mistake at work. How did you c orrect the issue?What initially drew you to this company/role?These questions allow applicants to give detailed, expressive answers, but they dont leave much room for interpretation or confusion. They also give you major insight as to who this person is and what matters to them. If they talk about their love of collaboration and the role youre hiring for tends to work solo, you know they might not be the best fit. If most of their answers talk about needing structure and set duties, but youre running a startup where each employee does a little bit of everything, you know you might want to take a look at a different candidate for this role. If the person cant offer much insight as to why theyre interested in the company or job, its another indicator that its not worth moving them to the next step of the interview process. When performing a video interview, stay away from questions that could generate a simple yes or no response. This doesnt provide you with much information about the person giving the reply. Plus, if the interview is pre-recorded, youre not there to prompt them to provide more details for you. Make sure your job description doesnt kiste flatWhen you bring someone in for a job interview, you have time to show them around the office and talk to them about the role for which theyre interviewing. That goes away when youre just taking a look at an applicants pre-recorded video responses. While this saves money (and protects both parties time), its important to supplement the time youd be spending casually chatting about the open job. One way to do this is by ensuring that your job description does the available role justice. An interested applicant should be able to log on to your companys website and find out all of the details about the position that you would normally flood them with during an in-person first-round interview. What are the required duties? What kind of training or education is necessary? Who would they report to? What kinds of cli ents would they work with? What type of individual typically excels in this position? Feel free to add some personality to the description, too, as long as it remains in sync with your businesss brand. People respond much better to job descriptions with some zing, as opposed to the traditional (and often snooze-worthy) Looking for motivated individuals with 3-5 years experience in marketing, salesThis also prevents candidates from being overwhelmed when they do make it to an in-person interview. They know what to expect about the office and the company so there are no surprises to distract them.Dont neglect your companys websiteA companys website is another powerful resource for job landseekers, and it becomes increasingly important when that business is using video interviews to hire. When a hiring manager or recruiters face-to-face sessions with a candidate decrease, its important that the businesss website is there with updated information about both the job and the company. Keep websites populated with details about open jobs. Dont forget that this site is also an important PR tool. Use it to show off recent awards, big clients youve landed, or charitable work your employees have done. Highlight the kinds of people who work for the business. Responsible job seekers will be hitting Google to check out what your brand has to offer before they apply, so make sure they like what they see when they do a search, and that the site is actually useful to them. And with 89 percent of the 1,000 employees surveyed by Glassdoor using mobile devices during their job search, youll want to verify that the website is mobile-optimized, meaning that it looks great on desktops, laptops, tablets, and smartphones alike. If a tauglichkeit employee goes to view your site on an iPhone and has to pinch and scroll to read about your business, they might think youre out-of-touch with technology. This could lead them to opt to apply at a more forward-thinking brand.Pay attention to no nverbal cuesJust like in a face-to-face interview, non-verbal cues are a major part of analyzing how an individual presents themselves during a video interview situation. Much of our communication comes from nonverbal cues, so paying attention to this aspect of the interview process is highly important. Applicants can speak volumes with their bodies and, in this case, with their interview surroundings, as well. Some things to take note of as you watch a persons video responsesWhat is their surrounding environment like? The right candidate should have taken the time to present a clean, well-organized environment in which to record their responses. You shouldnt see papers spilling out of drawers, dirty dishes piled up, or laundry tumbling out of baskets. If the person is serious about the job, they will have made it a point to tidy up the environment before pressing record.What is their attire like? While they may not be sitting across from you in a formal interview setting, the indiv idual should still be wearing professional clothing as they sit down to record their questions. You shouldnt see ratty t-shirts, ripped jeans, or exposed undergarments. Business attire is a must.A videointerview doesnt mean a candidate can wear ratty clothes in a messy room while recording.Click To TweetHow do they present themselves in the interview? Do they seem engaged and excited? Is their posture strong? Do they refrain from using profanity? Do they speak slowly and clearly? Though it may be a unique type of interview situation from what theyre used to, the ideal candidate will still conduct themselves in a professional manner. They will take the recording process seriously and will make sure to deliver the same caliber of responses that they will when theyre sitting across from you in your office. How is their video and audio quality? Ideally, they should have tested our their system ahead of time to ensure that there werent glitches with the microphone or camera. A person who records the entire interview but doesnt properly capture the audio might not have invested the time to really learn the software, which can indicate theyre not as interested in the open position as other candidates. Is their environment free of distractions? You shouldnt see family members wandering into the shot as the candidate records their responses. Just as they wouldnt bring children or pets to an office for an interview, they should make it a point to be left alone throughout the duration of their video interview in order to maintain a professional tone during their responses. If youre straining to hear a response over a crying baby or barking dog, it may be time to move on to the next applicant.Be forgiving about technology available to the candidateSome people rely strictly on a work laptop, using only a smartphone at home, so be flexible when it comes to the device on which a candidate records their interview responses. They may not have a desktop with a massive screen av ailable for video interviewing. This doesnt mean that they refuse to embrace technology, it just means that they have their own system in place that works for them. As long as they can find a way to get their responses recorded in a way thats easy for you to watch, dont be too picky about the kind of device they use to get the recording done.Understand that video interviewing can take a little getting used toFor those who have never experienced a video interview before, the situation may feel unfamiliar at first. Have patience with candidates, and dont write them off completely if they dont immediately wow you with their responses. Give applicants a little time to get comfortable with the system, and watch their whole video interview before making a decision on whether youd like to proceed to the next round. Making snap judgements doesnt benefit anyone. Consider giving the interviewee a little background information about why you rely on video interviewing. What do you like about it ? What makes it a good first step before face-to-face interviews? How does it benefit them as a candidate? Being upfront with this information can help to put the person at ease, reassuring them that youre not trying to trick them by throwing in new technology as part of the process. (Spark Hireeven provides a resource hub that you can even direct candidates to making your life just a tiny bit easier )Use video and face-to-face interviews to complement one anotherVideo interviewing is a customizable tool meant to work with the business or professional using it. Dont feel as if you either have to strictly use video interviewing or only conduct face-to-face interviews. Many people find that a hybrid of the two methods is the most effective way for them to move through their hiring process. Maybe you find that you like to use video interviewing for rounds one and two of your hiring process and move to face-to-face interviews for the final round. This resource is meant to save time and money so that hiring is easier, so however it best fits into your businesss process is great.Video interviewing makes the hiring process much more convenient for businesses and interested candidates alike. However, while there are many advantages to utilizing video interview technology, its important to understand that video interviewing differs from traditional face-to-face methods in many ways. Ask questions specifically targeted for this method of interviewing, pay close attention to nonverbal cues, and make sure your brands website and job descriptions are useful resources, and your business will be able to reap the many benefits of video interviewing technology.What are some other ways to alter your interview process for video? Share in the comments below