3 Questions to Ask After an Interview

3 Questions to Ask After an Interview3 Questions to Ask After an Interview The big bewerberinterview youve spent weeks preparing for is finally over. What do you do now?Persistence is key to any job search , which is why job seekers are encouraged to follow up with hiring managers after an interview.There are a variety of ways to follow up with hiring managers. Most job seekers choose to send a handwritten thank-you note or a thoughtful glaubenszeugnis via email. When following up with a hiring manager, its a good idea to include a question. This shows the hiring manager youre purposeful with your email and want to build a relationship.But its best not to follow up with questions such as Did I get the job? or When will you make a decision? These questions often come off as pesky or annoying if the hiring manager already told you when theyd be in touch.The next time youre ready to follow up with a hiring manager after a job interview, here are three types of questio ns to askDuring interviews, it can be easy to forget or feel nervous about asking a question regarding the position. If there was a topic you wish you had more clarification on, feel free to ask for more details in your follow up email.For example, if the hiring manager mentioned travel would be part of the job, but didnt elaborate on the topic, ask for more information in your follow up email.During the interview, you mentioned the position requires the employee to travel once a month. Can you explain more what this travel consists of?If youre looking for a unique way to stand out to hiring managers when following up, engage them in a conversation relevant to the position you applied for.For example, if the hiring manager mentioned a new project the company is working on, follow up with an article or question regarding that project.Did you read this XYZ article on Mashable last week? I thought this topic was very relevant to the project you mentioned during the interview. What do you think?During some interviews, hiring managers forget to mention when theyll be in touch after the applications have been reviewed. If its been seven to 10 days since the job interview and you havent received a response, ask a question regarding the hiring process in your follow up email.Hello Dan. I wanted to follow up with you about the Marketing Director position. I was wondering if you could provide a timeline of the hiring process.Following up after a job interview is essential if you want to be at the forefront of a hiring managers mind. The best way to keep your application at the top of the pile is to follow up with engaging and meaningful questions showing your interest in the position.

What It Is Like to Work for YouTube and How to Get a Job

What It Is Like to Work for YouTube and How to Get a JobWhat It Is Like to Work for YouTube and How to Get a JobChances are, youve already used YouTube either from the site directly or an embedded video on an article at some point today or in the last week. YouTube was founded in February 2005 as an erreichbar destination for the viewing and sharing of original videos. It was bought out by Google in November 2006 it is now considered a leader in user-generated online videos and is the largest of all video websites. The company is located in San Bruno, CA. The Product YouTube provides an easy way for users to upload and share video clips on its site, with video playback technology originally based on Adobe Flash. The videos can also be shared through other websites, e-mail, mobile devices, and blogs - pretty much anywhere on the Internet. The sites Channels feature enables users to create personal profile pages where they can save their favorite videos, create playlists and subscr ibe to other peoples videos. Users are also able to search for content using keywords and select videos from a number of categories or specialized areas on the site. The company earns revenue through the different forms of advertising that appear on its site, including daily ads on the homepage,general display and text ads appearing next to search results, ads that appear within videos, and brand advertiser-sponsored contests. Now YouTube is moving more in the premium direction, with the launch of YouTube Red in 2015. The addition of premium content is a sign that the company is trying to find more ways of making money analysts have pointed out that monetization is one of YouTubes biggest challenges, given the amount of money the company needs to generate in order to cover bandwidth costs and make a profit. Working with YouTube YouTube On its website, YouTube says its company culture is rooted deeply in collaboration We dont just exchange ideas within our own teams, but work wit h people across all of Google to find solutions to our challenges on-screen and behind the scenes. Heres a list of skills and characteristics YouTube looks for in profil employees strong codersgood communication and interpersonal skillsteam-orientedresults-orientedadaptiveproactivewilling to take ownershipgood work ethicfunthrives in a flat organizationflexible You can find YouTube job openings by going to Googles job openings page and selecting California - San Bruno (YouTube). You will be able to submit your resume online. Applying for Openings at YouTube Creativity and analytical thinking skills are just as important as technical know-how for YouTube, so make sure you highlight these abilities in your resume. If you get a call from a recruiter, be prepared for the possibility of several interviews. The interview process is exactly like what Google is famous for. Your first one, which will determine whether you should be brought in for an in-person interview, will be conducted over the phone and will last anywhere from 30 to 40 minutes. The on-site interview will evaluate core software engineering skills, such as coding, algorithm development, design patterns, data structures and analytical thinking skills. Youll be asked questions related to your area of interest, and youll be required to solve them in real-time. Interviewers will be very interested in the process you use to solve the problem, and how creative you are. Youll be talking to at least four interviewers, ranging from management to potential colleagues. After all the interviews are done, it could take up to two weeks for the hiring committee to make its decision.

The five best phrases for constructive feedback

The five best phrases for constructive feedbackThe five best phrases for constructive feedbackOne of the most important, and yet, most challenging role of being a manager is providing feedback to employees. Providing the necessary critical assessment to ensure their juniors are continuously improving and being challenged is not only required during annual reviews, but in real-time. Every boss man and boss lady has their own delegation style, but perfecting the fine art of respectfully and effectively managing others with spoken word takes practice. And for many, the courage to potentially ruffle feathers.As workplace expert, Amy Cooper Hakim, Ph.D., explains managers sometimes struggle to deliver pinpoint and articulate areas of improvement, for fear it can upset their employee, cause them to grow resentful, or even less productive. To avoid this reaction, delivery method is incredibly important. The employee needs to feel valued, respected, and capable. The feedback will help the em ployee to accomplish required goals mora efficiently, creating a win-win for everyone, she explains.I see where youre going with this After giving your next-in-line a project you felt they were ready for, they started off in the right direction, but ended up missing a turn, and now theyre feeling a little lost. Business coach Christine Agro suggests this phrase as a starting point, since it acknowledges that while there was work done and it isnt necessarily accurate, the employee isnt in trouble. Instead, they just need you to redirect them. From here, you can allow them to explain their approach, then you can explain how to realign with the core goals. Then together, create a better and targeted roadmap to success.Heres what I need you to improve.There are times to use colorful, encouraging language and boost the ego of an entry-level professional, and then there are times when cutting to the chase is more impactful. Hakim says when providing guidance to a younger employee, laying out their strengths and weakness in black and white can make your expectations easier to understand.Its okay to be direct by saying Heres what youre doing correctly. and Heres where you need to improve, she explains. Good employees want to improve. Clear and direct messaging is critical and, often, well-received.When they have an outline of could use improvement and what is going well, they are better prepared to not only take proactive steps to grow, but they will feel more comfortable asking you questions since you provided easy-to-understand feedback in a calm, kind and professional manner.We are off to a great start.Even with deadlines set, designs in motion and a continuous stream of schmelzglass, your project is already falling behind. Your employee was meant to be at the helm of the deliverables and you may be frustrated with their performance, but it is important to recognize it is not a one-man or one-woman show to get a job done.This is why career expert Jill Tipograph s tresses the power of the word we. Regardless if you were at fault or not, making yourself part of the group creates trust and camaraderie.You are not trying to sugar coat actual feedback, but demonstrate that everyone can learn from any error and that there is a supportive structure for the individual, she explains. Use the we because as a team you are in it together, owning the final outcomes collectively.This is really creative. Lets look if we can fine tune your approach.When you discuss productivity hacks with your peers, chances are high you will all reveal a different tactic. The same way goes for email organization. Or your philosophy toward the length of meetings - and the frequency of them. One of the difficult parts of becoming an empathetic leader is understanding your employees will not always approach a task the same way you would. Giving feedback here can be tricky, but if their methodology is getting a project off track, discuss the issue with an open mind. As Argo s ays, your main objective is ensuring work is completed, not changing the style of someone elses genius.Acknowledging their initiative helps an employee see that you value their effort and by taking what they have done, and then reviewing against goals and criteria helps a manager better focus and direct the employee, she explains.Youre great at this. This needs work. But this is amazing.Ham and cheese, peanut butter and jelly and manager and managee. Sure, it is tried but its true for a reason the sandwich method works. As the name suggests, this way of presenting constructive feedback requires a manager to put the advice between two compliments. Hakim says this can be a way of softening your advice, especially for a member of your team that could take any criticism harshly or sensitively.Before you make up a compliment that doesnt actually pertain to the hours theyve spent trying to meet your goals, Hakim urges managers to think of two sincere, genuine positives about their perfor mance. Even if they are missing the mark currently, employees arent oblivious, and they will be able to tell if youre making something up on the fly. After youve served them the sandwich, make sure to offer your availability to help them progress to the next level.