1. Writing Application Letters
What you’re sending,why you’re sending it and how the reader can benefit from reading your material
Be specific
Never volunteer salary information unless an employer asks for it
Keep it short
Show some personality
Aim for high quality

2. Solicited versus Unsolicited
Solicited Application Letter: In response to an announced job opening, should know requirements of the organization
Unsolicited Application Letter: To an organization that has not announced an opening. Focus on the needs of the employer, start by capturing the reader’s attention and interest

3. Organizing Application Letters
Getting Attention:Use AIDA (Attention-Interest-Desire-Action) approach, focus on your audience & emphasize reader benefits => Opening paragraph:
1. Clearly state your reason for writing
2. Give a recipient a reason to keep reading

4. Organizing Application Letters
Middle Section: Expand on your opening, present a more complete picture of your strengths
Final Paragraph: Respectfully ask for specific action and make it easy for the reader to respond

5. Application Follow-Ups
If application letter and resume fail to bring a response within a month, write to keep your file active
If kept on file, don’t hesitate to send a follow-up letter 3 months later to show that you’re still interested showing that: You’ve continued to add to your skills or that you’ve learned more about the company or the industry

6. Interviews Discussion with a purpose
Include facial expressions, eye contact, gestures & posture
May cause misunderstanding & confusion => develop strong interviewing skills

7. Understanding the Interview Process
Employment Interviews have a dual purpose:
Finding the best person available for the job
Your main objective: Finding the best job suitable for your goals & capabilities

8. Typical Sequence of Interviews
Stages:
I) Screening Stage: Campus, invitation of the candidates for further evaluation, similar questions, standardized “evaluation” , Get-to-know-you interviews.
Follow the interviewer’s lead; keep your responses short, differentiate yourself from others, emphasize the “theme” you used in developing your CV.

9. II) Selection Stage: Will talk with several people
Show interest in the job
Relate your skills & experience to the organization’s needs
Listen attentively
Ask insightful questions
Display enthusiasm

10. III) Final Stage:
May receive a job offer
May be invited back for final evaluation
Underlying objective: Selling you on the advantages of joining the organization

11. Common Types of Interviews
1) Structured Interview: Screening
Asking a series of prepared questions in order.
Answers noted
Poor measure of applicant’s quality
But create uniformity in hiring process

12. 2) Open-ended Interview
Less formal & unstructured with a relaxed format
Open-ended questions, encourages you to talk freely
Good for bringing out your personality & testing professional judgment

13. 3) Group Interviews
Meeting with several candidates to see how they react
Useful for judging interpersonal skills
4) Stress Interview: Help recruiters see how you handle yourself under pressure; Pause for a few seconds to collect your thoughts, then continue knowing what the interviewer is up to.

14. 5) Video Interview
Videoconferencing systems to screen middle-management candidates
To interview new recruits at universities
Speak clearly but not more slowly than normal
Look up but not down
Sit straight
Arrive early enough to get used to the equipment

15. 6) Situational (Behavioral) Interview
You’re asked to explain how you would handle(d) a specific set of circumstances
No correlation exists between how well people answer traditional interview questions & how well they perform on the job
=> Each job requires different mix of personality traits; Interviewer’s task is to find out whether you will be effective on the job.

16. What employers look for in an interview?
Suitability for the specific job is judged on the basis of:
Academic preparation
Work experience
Job-related personality traits

17. Preemployment Testing
Integrity tests: For ethical or legal issues
Personality tests: Used to assess general character or suitability for the demands of a specific situation
Job skills tests: Assess the competency to perform a job
Substance tests: Drug & alcohol testing
Background tests: Verifying credentials in CV, learning if you have a criminal history etc.

18. Preparing for a job interview:
Will help you perform better under pressure
Consider any cultural differences
Base your approach on what your audience expects
I) Learn about the organization

19. II) Think ahead about questions:
A) Planning for the Employer’s Questions: Your skills, achievements, goals, attitudes toward work & school, relationships with others, hobbies & interests or; (Table 15-2)
What was the hardest decision you ever had to make?
What are your greatest weaknesses?
What didn’t you like about previous jobs you’ve held?
Where do you want to be five years from now?
Tell me something about yourself

20. B) Planning questions of your own:
You are responsible for deciding whether the work and the organization are compatible with your goals & values. Are these my kind of people. Examples:
Can I do this work?
Will I enjoy the work?
Is the job what I want?
Does the job pay what I’m worth?
What kind of person would I be working for?
What sort of future can I expect with this organization?

21. B) Planning questions of your own:
You don’t necessarily wait until the interviewer asks if you have any questions of your own; look for smooth ways to work prepared questions into the conversation
Impress the interviewer with your ability to organize be thorough by bringing a list of questions
Table 15-3

22. Bolster Your Confidence
Make a better impression & make the whole process less stressful
Emphasize positive traits (warmth, wit, intelligence, charm)
Instead of dwelling your weaknesses focus on strengths

23. Polish you Interview Style
Competence & confidence are the foundation of your interviewing style
Enhance these by giving the interviewer an impression of poise, good manners & good judgment
Role-playing, videotaping or audiotaping
Nonverbal behavior; Eye contact, sit in attentive position, use frequent hand gestures => alert, assertive, dependable, confident, responsible & energetic: U.S.
Sound of your voice; the way you speak
Avoid: You know, like, um etc. Table 15-4

24. Plan to Look Good
Dress conservatively (dark, solid color) and be well groomed
You DON’T need to spend a fortune on new clothes, but you do need to look clean, prepared and professional.
One of the best ways to look good is to smile at appropriate moments
Make professional appearance and habits a routine part of your day after you had the job; Meeting times, t-shirts etc. => sign of mutual respect

25. Be Ready when you arrive
Take a small notebook, a pen, list of the questions you want to ask, 2 copies of CV, outline of what you have learned about the organization
May also take your transcript, list of references, portfolio containing samples of your work, performance reviews, certificates of achievement
Arrive early & relax, bring stg. business-related to read. If opportunity available, express enthusiasm for the job. Checklist

26. Interviewing for success
Present a memorable “headline” at the screening stage
Cover all your strengths during selection stage; touch briefly on all your strengths, but explain 3 or 4 of your best qualifications
Emphasize your personality during a final interview

27. Every interview has these stages:
I)The Warm-up: Most important, 20 sec.
Body language is important
Hand shaking
Seating
Let the interviewer start the discussion
Listening cues telling you what the interviewer is interested in knowing about you as a potential employee.

28. II) The Question-and-Answer Stage
Questions & answers consume the greatest part of the interview
Dealing with questions: Let the interviewer lead the conversation, NEVER answer a question before he/she has finished asking it
Listening: Paying attention to both verbal & nonverbal messages help you
Fielding discriminatory questions: Related to your qualifications, information- personal, responding.
Table 15-5

29. III) The Close: Concluding the interview with courtesy & enthusiasm
Discussing salary: Research salary ranges in your job, industry & geographic region before
Negotiating benefits may be one way to get more value from an employment package
Checklist

30. Interview Notes Keep a written record of your job interviews
Briefly summarize the interviewer’s answers to your questions
Evaluate your performance during the interview

31. Following up after the interview
1) Thank-you-message: Express your thanks within 2 days
Acknowledge the interviewer’s time and courtesy, convey your continued interest and then ask politely for a decision
Keep your message brief and organize it like a routine message
Sound positive without sounding overconfident. Figure 15-3

32. 2) Message of Inquiry
If not taken an answer by the promised date or within 2 weeks
Appropriate if received a job offer from a second firm
Follow the model for a direct request

33. 3) Request for a time extension
Preface your request with a friendly opening; ask for more time, stressing your enthusiasm for the organization
Conclude by allowing for a quick decision if your request for additional time is denied
Ask for a prompt reply confirming the time extension if the organization grants it
Direct request, but be careful to show your continued interest.

34. 4) Letter (e-mail) of acceptance
When you receive a job offer that you want to accept, reply within 5 days
Begin by accepting the position & expressing thanks
Cover any necessary details
Conclude by saying that you look forward to reporting for work
Be careful: Legally binding contract
Positive letter: Should convey your enthusiasm & eagerness to cooperate

35. 5) Letter declining a job offer
The model for negative messages
Open warmly, state the reasons for refusing the offer
Decline the offer explicitly & close on a pleasant note, expressing gratitude
By taking the time to write a sincere, tactful letter, you leave the door open for future contact.

36. 6) Letter of resignation
Should always be written in a gracious & professional style that avoids criticism of your employer or your colleagues
Follow the bad news plan & make the letter sound positive
Say stg. favorable about the organization, people or what you’ve learned in the job
State your intention to leave & give the date of your last day on the job
Give at least 2 weeks notice Checklist