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 Junior league

If you want a raise, then change careers.

In a post out on Tuesday morning, the Atlanta Fed reveals that its wage-growth tracker indicates that the median wage increase for someone changing jobs hit 4.3% in May, the highest reading since December 2007.

Those in the same job have seen a median wage increase of 3%.

And the key point is how it defines "job switcher" and "job stayer."

Job stayers are with the same employer or industry as a year ago and with the same employer in each of the last three months. Job switchers are everybody else.

The signal here is that the labor market is rewarding those striking out to do something new or, as George Pearkes at Bespoke Investment Group said on Twitter, "The key insight is not that 'oh [the Atlanta Fed is] fudging the numbers' but rather that labor is receiving price signals."

He adds: "It doesn't really matter if someone has quit, gotten fired, whatever. Rather, if you get up and walk for any reason, you get a pay bump."

In recent months, we've noted that job openings are at a record, the quits rate is steady, and, while payroll rains have slowed, the unemployment rate is down and wages are up. The labor market, in other words, is tight and workers are in control.

As Neil Dutta at Renaissance Macro wrote in an email on Tuesday (emphasis added):

"Would rising quits and wage growth for job switchers be happening if they were worried about a stealth pool of depressed souls on the verge of coming back into the labor force to compete with them for the jobs? I don't think so. The unemployment rate drop is for real and more or less giving you an accurate read on the jobs market."  

This is pretty simple: You want a raise? Get a new job
This is pretty simple: You want a raise? Get a new job
"It doesn't really matter if someone has quit, gotten fired, whatever. Rather, if you get
3 years ago

While some job interviewers take a fairly unusual approach to interview questions, most job interviews involve an exchange of common interview questions and answers. Here are some of the most common interview questions, along with the best way to answer them:

1. "Tell me a little about yourself."

If you're the interviewer, there's a lot you should already know: the candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.

The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.

If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.

When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.

2. "What are your biggest weaknesses?"

Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!

For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else."

So your "biggest weakness" is that you'll put in more hours than everyone else? Great...

A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways improve comes pretty darned close.

3. "What are your biggest strengths?"

I'm not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.

Even so: if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great problem-solver, don't just say that: provide a few examples, pertinent to the opening, that prove you're a great problem solver. If you're an emotionally intelligent leader, don't just say that: provide a few examples that prove you know how to answer the unasked question.

In short, don't just claim to have certain attributes -- prove you have those attributes.

4. "Where do you see yourself in five years?"

Answers to this question go one of two basic ways. Candidates try to show either their incredible ambition (because that's what they think you want) by providing an extremely optimistic answer: "I want your job!" Or they try to show their humility (because that's what they think you want) by providing a meek, self-deprecating answer: "There are so many talented people here. I just want to do a great job and see where my talents take me."

In either case you learn nothing, other than possibly how well candidates can sell themselves.

For interviewers, here's a better question: "What business would you love to start?"

That question applies to any organization, because every employee at every company should have an entrepreneurial mindset.

The business a candidate would love to start tells you about her hopes and dreams, her interests and passions, the work she likes to do, the people she likes to work with... so just sit back and listen.

5. "Out of all the other candidates, why should we hire you?"

Since a candidate cannot compare himself to people he doesn't know, all he can do is describe his incredible passion and desire and commitment and... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. I'm listening. Try and convince me."

And you learn nothing of substance.

Here's a better question: "What do you feel I need to know that we haven't discussed?" Or, even "If you could get a do-over on one of my questions, how would you answer it now?"

Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.

Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?

Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.

And of course if you're asked this question... use it as a chance to highlight things you haven't been able to touch on.

6. "How did you learn about the opening?"

Job boards, general postings, online listings, job fairs... most people find their first few jobs that way, so that's certainly not a red flag.

But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do -- and where he or she would like to do it.

He or she is just looking for a job; often, any job.

So don't just explain how you heard about the opening. Show that you heard about the job through a colleague, a current employer, by following the company.... show that you know about the job because you want to work there.

Employers don't want to hire people that just want a job; they want to hire people that want a job with their company.

7. "Why do you want this job?"

Now go deeper. Don't just talk about why the company would be great to work for; talk about how the position is a perfect fit for what you hope to accomplish, both short-term and long-term.

And if you don't know why the position is a perfect fit... look somewhere else. Life is too short.

8. "What do you consider to be your biggest professional achievement?"

Here's an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18% in six months but you're interviewing for a leadership role in human resources... that answer is interesting but ultimately irrelevant.

Instead, talk about an under-performing employee you "rescued," or how you overcame infighting between departments, or how so many of your direct reports have been promoted....

The goal is to share achievements that let the interviewer imagine see you in the position -- and see you succeeding.

9. "Tell me about the last time a co-worker or customer got angry with you. What happened?"

Conflict is inevitable when a company works hard to get things done. Mistakes happen. Sure, strengths come to the fore, but weaknesses also rear their heads. And that's OK. No one is perfect.

But a person who tends to push the blame -- and the responsibility for rectifying the situation -- onto someone else is a candidate to avoid. Hiring managers much rather choose candidates who focus not on blame but on addressing and fixing the problem.

Every business needs employees who willingly admit when they are wrong, step up to take ownership for fixing the problem, and, most importantly, learn from the experience.

10. "Describe your dream job."

Three words describe how you should answer this question: Relevance, relevance, relevance.

But that doesn't mean you have to make up an answer. You can learn something from every job. You can develop skills in every job. Work backwards: Identify things about the job you're interviewing for that will help you if you do someday land your dream job, and then describe how those things apply to what you hope to someday do.

And don't be afraid to admit that you might someday move on, whether to another company or -- better job -- to start your own business. Employers no longer expect "forever" employees.

11. "Why do you want to leave your current job?"

Let's start with what you shouldn't say (or, if you're the interviewer, what are definite red flags.)

Don't talk about how your boss is difficult. Don't talk about how you can't get along with other employees. Don't bad-mouth your company.

Instead, focus on the positives a move will bring. Talk about what you want to achieve. Talk about what you want to learn. Talk about ways you want to grow, about things you want to accomplish... explain how a move will be great for you and for your new company.

Complaining about your current employer is a little like people who gossip: if you're willing to speak badly of someone else, you'll probably do the same to me.

12. "What kind of work environment do you like best?"

Maybe you love working alone... but if the job you're interviewing for is in a call center, that answer will do you no good.

So take a step back and think about the job you're applying for and the company's culture (because every company has one, whether intentional or unintentional.) If a flexible schedule is important to you, but the company doesn't offer one, focus on something else. If you like constant direction and support and the company expects employees to self-manage, focus on something else.

Find ways to highlight how the company's environment will work well for you -- and if you can't find ways, don't take the job, because you'll be miserable.

13. "Tell me about the toughest decision you had to make in the last six months."

The goal of this question is to evaluate the candidate's reasoning ability, problem solving skills, judgment, and possibly even willingness to take intelligent risks.

Having no answer is a definite warning sign. Everyone makes tough decision  

27 Most Common Job Interview Questions and Answers
27 Most Common Job Interview Questions and Answers
Want to know (or use) some of the most common interview questions and answers? Here's a compreh
3 years ago

The social network LinkedIn has 423 million registered users and you're probably one of them.

It's a simple, efficient platform for connecting with people in your industry and hearing about the latest job openings.

But if that's all you're using LinkedIn for, then you've tapped into only a fraction of its potential.

"The biggest mistake I see people make is they assume LinkedIn does all the work," in other words, you fill in the blanks on your profile, hit post and you're done, says Joel Elad, author of "LinkedIn for Dummies."

Instead, think of LinkedIn as a tool.

If you just open the box and set it up without reading a manual, you're probably not getting much out of it — specifically, you're not being seen by the thousands of recruiters who prowl the site for candidates.

"Out of an eight-hour day, I'd say I'm on LinkedIn seven hours," says Shane Plantz, a recruiter and partner at Universal Coding Solutions, a Tampa, Florida, staffing agency.

To help get your name and résumé in front of hiring managers, we put together a list of eight ways recruiters say you can harness the power of LinkedIn and make it your secret job-seeking weapon.

1) You should complete your whole profile
You'd be surprised how many people don't — and it's a colossal mistake.

Recruiters use LinkedIn as a first stop when they hunt for new candidates. When they're weeding through thousands of profiles, the richer the detail you give about yourself, the more likely they are to pinpoint you as a fit and reach out to you.

"When I have more information to draw from, it catapults you up from a credibility standpoint," says Todd Maners, president of Titan Search Partners in Charlotte, North Carolina. "I'd rather talk to the candidate who is on target than track down a person with an incomplete profile only to find they're not the person I'm looking for."

Completing your profile means listing all past jobs that are in any way relevant to your career now or the field you'd like to transition to, uploading multimedia that shows off skills and talents crucial to your industry and filling out your educational background.

And though it may not seem like a big deal, adding hobbies, volunteer work and any foreign languages you speak or understand can help round you out as a candidate and help you stand out from the crowd.

A word about photos: Don't blow off this step, no matter how camera-shy you are, says Plantz, because it helps recruiters put a name to a face and complete that first impression. "Never use a selfie, and while a photo taken by a pro at a studio is nice, it's fine to use any clear photo in which you look professional," he says.

2) You should put industry buzzwords in your headline
Your headline is the first thing people see when they go to your profile; it also appears in multiple locations throughout LinkedIn. Leave it open, and it will default to your current or last position held.

This puts you at risk of slipping through the cracks, since recruiters often use a service to search for headline keywords to see which people on LinkedIn are best suited for their job openings. "The algorithm that LinkedIn uses weights keywords used in the headline when ranking people, so you want to ensure that you use this section to highlight key attributes using specific buzzwords," says Maners.

You can find which buzzwords strike the right note in your industry by looking at job openings that appeal to you and by looking at competitor profiles. Don't forget accreditation initials specific to your field, which recruiters also search for.

And if you're between jobs, say so rather than leave the headline blank. "Recruiters will put in a current job title, like CFO or controller, when searching, so if you don't have one, you're not being pulled up," says Maners. Try something like "CFO in transition," he says. "Don't be afraid to articulate that you're looking."

3) You should sell yourself in the summary

4) You should ask for endorsements

5) You should connect with (almost) everyone

6) You should add your contact info

7) You should be a groupie  

7 ways you should be using LinkedIn right now
7 ways you should be using LinkedIn right now
Think of LinkedIn as a tool. If you just open the box and set it up without reading a manual, you’re
3 years ago

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