Bringing a Winning Mindset to the Interview

Bringing a Winning Mindset to the InterviewBringing a Winning Mindset to the InterviewSo far everything has fallen into place for your dream job. Your kick-ass rsum captured the attention of the hiring manager. You nailed the initial phone screen, and now youve been invited in for an in-person interview. You know how critical it will be to prepare for the interview, but where do you start? How do you ensure you will present your best self in the interview?fruchtwein savvy job seekers will naturally prepare for an important job interview by researching the company, studying the company website, familiarizing themselves with the job description and essential job functions, and practicing answering difficult interview questions.But, to truly prepare for a job interview, its crucial that you take some time to prepare the appropriate mindset. Here are 5 important things to remember as you prepare for the job interview.They already like you and believe you can do the jobThe hiring manager has already read your rsum, and in fruchtwein cases, hadspoken with you via telephone. Its clear that you can do the job and have something valuable to contribute to the success of the company.If not, they wouldnt be talking to you. So, you can step into the interview with complete confidence that you are actually being considered for the location. They didnt grant you the interview just to be nice.They really want to meet you. In fact, they may be as excited about what you have to offer as you are about the opportunity.They want you to do a good job on the interviewA lot of job seekers view a job interview as a big test that they will be very lucky to pass. When they think about job interviews, their palms sweat, and their stomachs turn as they imagine being grilled with tricky questions that they must answer correctly in order to pass. Step back and view the situation from the standpoint of the hiring manager.The hiring process is stressful for everyone, especially the hiring mana ger. Vacancies on a team affect productivity and morale. Filling the position with a great candidate is their focus. And they have a good feeling youre the stellar, high-performer they will be excited to add to the team.Hiring managers have no interest in interviewing (and deflating the confidence of) nervous job seekers for sport.The interview is about what you can do for themWhen it comes to preparing mindset for an interview, this idea is paramount. The hiring manager is going to ask a lot of questions that seem like they are about you What do you look for in a job?Why do you want to work for us?How long will you stay with us? These questions seem like they focus on what you want and that is true, to a point. But, as you answer these questions, you must convey that what you really want is to contribute to the success of the organization and to be a part of a team.Making a contribution and being a part of the companys success must be mora important than getting your foot in the do or and advancing your career. Responding to questions in a manner that conveys an over interest in personal security can be detrimental to your success.The interview is mora like a blind date than a sales callWhile its important to sell yourself in a job interview, an overly salesy mindset can convey an attitude of desperation. A job interview is much like a blind date. The hiring manager expresses interest in you, and you express interest in the company and the position. The interview is an opportunity for each of you to confirm mutual interest and determine whether or not that interest merits taking things to the next level.Communicate your interest and put your best foot forward, but do not oversell. Desperation is never attractive on a blind date and certainly not in a job interview. And remember, your first dates are more successful when you are interested in learning more about the other person.So prepare to ask thoughtful questions and engage in meaningful conversation with t he hiring manager.Be yourself and answer questions honestlyAt the end of the day, the best answer to any question is the answer you arrive at most authentically and organically. Too often, job seekers will go into an interview believing they need to answer questions with the correct answer or that they need to embody a particular image or persona to win the job. In any other professional situation, they show up with complete confidence, but in a job interview, for some reason, they believe they need to play a particular role.This faulty mindset likens the job interview to a game or contest, and those who play it are seldom winners. Consider for a moment that you are impressive enough without having to be anyone other than who you are. In other words, the hiring manager really wants to know what you think and what you have to say, so speak with self-assurance. You want to leave the interview believing that you presented yourself confidently and feeling good about the conversation, no t wondering if they would have liked the real you better.Viewed properly, a job interview is really just a conversation between two qualifikation colleagues or strategic partners. It is an opportunity to learn, to share ideas, and to meet other professionals. With the appropriate preparation and mindset, the interview process can be a valuable way of building your professional network, even if you dont land the job. And, it might even be funBringing a Winning Mindset to the InterviewSo far everything has fallen into place for your dream job. Your kick-ass rsum captured the attention of the hiring manager. You nailed the initial phone screen, and now youve been invited in for an in-person interview. You know how critical it will be to prepare for the interview, but where do you start? How do you ensure you will present your best self in the interview?Most savvy job seekers will naturally prepare for an important job interview by researching the company, studying the company website, familiarizing themselves with the job description and essential job functions, and practicing answering difficult interview questions.But, to truly prepare for a job interview, its crucial that you take some time to prepare the appropriate mindset. Here are 5 important things to remember as you prepare for the job interview.They already like you and believe you can do the jobThe hiring manager has already read your rsum, and in most cases, hadspoken with you via telephone. Its clear that you can do the job and have something valuable to contribute to the success of the company.If not, they wouldnt be talking to you. So, you can step into the interview with complete confidence that you are actually being considered for the position. They didnt grant you the interview just to be nice.They really want to meet you. In fact, they may be as excited about what you have to offer as you are about the opportunity.They want you to do a good job on the interviewA lot of job seekers view a job i nterview as a big test that they will be very lucky to pass. When they think about job interviews, their palms sweat, and their stomachs turn as they imagine being grilled with tricky questions that they must answer correctly in order to pass. Step back and view the situation from the standpoint of the hiring manager.The hiring process is stressful for everyone, especially the hiring manager. Vacancies on a team affect productivity and morale. Filling the position with a great candidate is their focus. And they have a good feeling youre the stellar, high-performer they will be excited to add to the team.Hiring managers have no interest in interviewing (and deflating the confidence of) nervous job seekers for sport.The interview is about what you can do for themWhen it comes to preparing mindset for an interview, this idea is paramount. The hiring manager is going to ask a lot of questions that seem like they are about you What do you look for in a job?Why do you want to work for us? How long will you stay with us? These questions seem like they focus on what you want and that is true, to a point. But, as you answer these questions, you must convey that what you really want is to contribute to the success of the organization and to be a part of a team.Making a contribution and being a part of the companys success must be more important than getting your foot in the door and advancing your career. Responding to questions in a manner that conveys an over interest in personal security can be detrimental to your success.The interview is more like a blind date than a sales callWhile its important to sell yourself in a job interview, an overly salesy mindset can convey an attitude of desperation. A job interview is much like a blind date. The hiring manager expresses interest in you, and you express interest in the company and the position. The interview is an opportunity for each of you to confirm mutual interest and determine whether or not that interest merits taki ng things to the next level.Communicate your interest and put your best foot forward, but do not oversell. Desperation is never attractive on a blind date and certainly not in a job interview. And remember, your first dates are more successful when you are interested in learning more about the other person.So prepare to ask thoughtful questions and engage in meaningful conversation with the hiring manager.Be yourself and answer questions honestlyAt the end of the day, the best answer to any question is the answer you arrive at most authentically and organically. Too often, job seekers will go into an interview believing they need to answer questions with the correct answer or that they need to embody a particular image or persona to win the job. In any other professional situation, they show up with complete confidence, but in a job interview, for some reason, they believe they need to play a particular role.This faulty mindset likens the job interview to a game or contest, and thos e who play it are seldom winners. Consider for a moment that you are impressive enough without having to be anyone other than who you are. In other words, the hiring manager really wants to know what you think and what you have to say, so speak with self-assurance. You want to leave the interview believing that you presented yourself confidently and feeling good about the conversation, not wondering if they would have liked the real you better.Viewed properly, a job interview is really just a conversation between two potential colleagues or strategic partners. It is an opportunity to learn, to share ideas, and to meet other professionals. With the appropriate preparation and mindset, the interview process can be a valuable way of building your professional network, even if you dont land the job. And, it might even be fun

Building ASMEs Foundation for the Future Part Three

Building ASMEs Foundation for the Future parte Three Building ASMEs Foundation for the Future Part Three Building ASMEs Foundation for the Future Part ThreeJuly 14, 2017 Keith Roe, ASME Immediate Past PresidentTo the ASME CommunityGreetings once again Allow me to pick up where we left off last time in this third article of the series Im eager to continue sharing the story of this year as well as where Im very pleased to say were heading.As mentioned previously, the team effort to execute the new Enterprise Strategy adopted by ASMEs Governors last year is all about Building ASMEs Foundation for the Future. We are working to put the pieces in place which together will make for a cutting-edge Society for the 21st century.As we finalize and commence implementation of the newly developed Integrated Operating Plan, which is based on the 10-3-1 (10 year3 year1 year) goals supporting ur technology-based strategy, we knew it was vital to integrate ur constituencies into the process. To make that happen, five Presidential Task Forces have worked unflaggingly in fiscal year 2016-17 to review the work ASME does on behalf of engineers in five critical areas Industry Leadership Engagement Strategy Planning Student Early Career Group Engagement/Alignment and Building a High-Performing Board. Theyve looked both at how we do it and how we can do better. These teams have analyzed ASMEs strengths and challenges and, with the fiscal year now recently concluded, have been presenting their top recommendations for how ASME can raise its game in each of these areas as we implement the strategy and build our expanded prowess in each of the five priority technology areas. Im excited to share each Task Forces recommendations, which will form the basis of our game plan for the next chapter of the ASME story.Sector Management Committee (SMC) Group Engagement/AlignmentThe SMC Group Engagement/Alignment Task Force (chaired by Rick Marboe) was formed with the understanding that every stak eholder at ASME should be linked efficiently and effectively with all resources ASME has to offer, including support systems, access to resources, leadership opportunities, and support for their career path. In recent presentations to the BOG, the Group Engagement/Alignment Task Force argued that the best ways to make these more accessible will beTo create a group engagement organization to develop rules of engagement with Sectors and the Committee on Finance and Investment (COFI)to oversee training of groups for alignment with ASME mission and strategyTo institute new Group Leader training along the lines of the previous Leadership Training Conference (LTC) and Volunteer Orientation Leadership Training (VOLT) to support leaders understanding of strategy, to communicate roles and responsibilities, and to create a common vocabulary for new geschftlicher umgang developmentTo create and deploy electronic or web-based tools for participants to self-track their interests, with regular updates phased in over timeTo create a product and/or program development fund to seed development of new events, with a replenishment mechanism and minimum balance controlled by the Board of Governors.Industry EngagementThe Industry Leadership Engagement Task Force (chaired by Stacey Swisher Harnetty) addressed a broad range of areas critical to ASMEs future success and vital to engaging industry leadership in ASMEs future how to support and advance the five core technologies product and standards development and training materials optimal support for public events and conferences determination of public policy priorities optimization of work with academia and how to build and optimize avenues of engagement for industry leaders around the world. Out of this universe of important work, the ILE Task Force believes that the highest-priority items must beTo bolster awareness of ASME and its work among global leaders in engineering by creating more industry-facing awards to recognize i ndustry leaders and leading companiesTo expand our leadership pipeline globally and strengthen the ASME team by forming rtlich or international Industry Advisory Boards (IABs) where we determine market opportunity is greatest and by targeting alignment and increased activity for specific local sections to those areas.Student Early Career EngagementThe Student Early Career Engagement Task Force (chaired by ASME Past President Terry Shoup) took on the issues that are central to our future how can we harness the energy and spirit of our Student and Early Career Engineers by creating and providing rich opportunities to make a difference for the world, to network with colleagues, and to find mentors and guidance for the path. With a total of over 30 recommendations, Terrys team has offered three top recommendations which will be the first we implementTo redouble our efforts to understand the issues that are most important to our youngest membersTo seek increased input and feedback on o rganizational leadership decisionsTo institute flexible membership dues and dues incentives to improve and broaden our engagement of engineers in the early stages of career building.Strategy PlanningThe Strategy Planning Task Force (chaired by John Goossen) has led the way this year in determining what will be needed in a continuing way in order to implement the vision as articulated in ASMEs new strategy. For an organization like ASME, regular leadership turnover is a significant challenge to strategic continuity. The SP Task Force has proposed three deliverables which I think will go a long way toward getting us thereThe creation of an annual process for maintaining, updating and communicating ASMEs strategic plan to the wider ASME communityInstituting a sustainable entity to engage the board, staff, and volunteers on strategy development, monitoring and implementation andCreating a mechanism or process by which the BOG can closely monitor ASMEs short-term and long-term progress towards each of its strategic goals.High Performance Board of GovernorsLast but surely not least, the Task Force for Fostering a High-Performing Board of Governors took on the re-engineering of what is arguably the central driver of all Society work. It is my own view that no organization like ours can achieve greatness without a governing body that operates at world-class levels. If we want to play at those levels competing with other global organizations that operate in our space, we simply have to start with a high-performing Board of Governors. This group, chaired by Bill Wepfer, articulated a set of six recommendations which, taken together, will contribute strongly to taking our Boards functioning to that placeImprove speed, efficiency and clarity for all in-person Board meetingsComplete the full articulation of all Board roles and responsibilitiesImprove the efficiency and effectiveness of the Board of Governors (BOG) and its committees operations and processesReview and enh ance BOG training for all current and incoming members, to improve individual members effectivenessReview and improve the Board nominating process so as to evaluate and recruit the strongest possible Board candidates equipped with necessary skills, experience, and depth and perspective.Overarching Goal Unparalleled Opportunity in a Cutting-Edge Engineering SocietyThe grand challenge of all of this years work has been to safeguard the heart and soul of ASME while building the foundation for the future of ASME strengthening our technology base in vital technologies, crafting new and enhanced programs, building our IT and other supporting infrastructure, and elevating the strength and effectiveness of our Board of Governors. One might say that we are working to build a vigorous hybrid we seek to make a historic and successful professional-networking-learning Society even more successful by helping it become, at the same time, an agile, high-performing, technology-driven, customer-orien ted organization inspired and guided by an historic mission.As this transformative year in the life of our organization enters its next phase, I believe we are well on our way. The strategy/technology work, the development of the 10-3-1 Integrated Operating Plan, and the Task Forces have provided a unique platform this year to set us on the road to success towards our strategic objective to become the go-to organization to address key technology challenges in the public interest. The new leadership is in place and moving forward under President Charla Wise and our new Board of Governors. But to make it real, were going to need you. How will you be a part of ASMEs bright future? I hope youll be inspired to get involved and make a difference.Thank you again for the honor of serving you this past year as your President.With all my best wishes Keith Roe, ASME Immediate Past PresidentRead Part One and Part Two of Roes series on Building ASMEs Foundation for the Future.

The cities with the happiest (and unhappiest) workers in the U.S.

The cities with the happiest (and unhappiest) workers in the U.S.The cities with the happiest (and unhappiest) workers in the U.S.Some cities have it better when it comes to work. Workplace insights platform Kununu came up with a study of the happiest (and least happy) cities for people to work, based on 87,000 workplace reviews uploaded to kununu in 2018.Happiness was based on four things interactionwith their coworkers, to what extent they are trusted to work independently, support from management, and overall company culture.Miami, gemma Angeles, and Raleigh, North Carolina were the top three places to work and New York City was dead last.Some of thetop-rated cities are dominated by high wage industries like tech and finance and therefore tend to receive high satisfaction ratings too, kununu Director of Global Communications Johannes Prller told Ladders. However, while a competitive pay rate is a great way to attract new talent, you cannot buy employee motivation.Creating a stro ng culture with good teamwork, offering a challenging work with a purpose and giving employees autonomy is equally important to retain your best talent in the long-run. And of course, high quality of living with nice weather and beaches certainly doesnt hurt either.The happiest cities for workers in the U.S.1. Miami, Florida 3.992. Los Angeles, California 3.953. Raleigh, North Carolina3.904. Louisville, Kentucky 3.885. Omaha, Nebraska3.866. San Jose, California 3.857. Sacramento, California3.858. Oklahoma City, Oklahoma3.849. Seattle, Washington3.8310. Fresno, California3.82The unhappiness cities for workers in the U.S.50. New York City, New York 3.5349.Oakland, California 3.6048.Memphis, Tennessee 3.6347. Houston, Texas 3.6446. Dallas, Texas 3.6745. El Paso, Texas 3.6744. Colorado Springs, Colorado 3.7043. Milwaukee, Wisconsin 3.7042. Albuquerque, New Mexico 3.7141. Charlotte, North Carolina 3.71