The Ins and Outs of Exit Interviews

How to Exit Like a Pro and Keep Good References
by Susan Johnston, for Yahoo! HotJobs


Exit interviews are one of the last items on your to-do list as you leave a job. Though you might be itching to just finish the job already and say "sayonara" to a micromanaging boss or a position you've outgrown, human resources managers appreciate it when employees take the time to give a thorough and thoughtful exit interview.

Here's how to handle an exit interview and leave on a positive note.

1. Ask for anonymity.

You'll feel more comfortable discussing management styles or communication issues if you know that your interviewer will not mention your name when sharing feedback with management. The Society for Human Resource Management (SHRM) considers anonymous exit interviews a best practice, because it ensures honest, open communication.

Deb Keary, director of human resources at SHRM, adds that "If I were the employee, I would ask and make sure you like the answer before you give out comments."

Hannah Seligson, author of "New Girl on the Job: Advice from the Trenches," takes this a step further: "Unless it's in writing that what you say at an exit interview is confidential, I would assume not that it's confidential ... don't just assume things will be kept confidential; put it in writing."

2. Anticipate the important questions.

Chances are you will be asked why you are leaving and what (if anything) would have persuaded you to stay. According to Keary, "They want a candid answer. HR hates turnover, and they hate to lose good people. You should anticipate and give an honest answer."

Keary adds that employees leave for any number of reasons: They were offered more money or more career growth, they wanted to change industries, or simply needed a new environment. You probably already know your reason, so think of a diplomatic way to explain it without pointing fingers.

3. Offer constructive solutions.

Maybe you didn't work well with your manager or took the fall for an error that wasn't your fault. "If blame was misappropriated to you because of leadership or communication issues, an exit interview can be a good time to clear that up," notes Seligson. "However, make sure it doesn't sound like you are pointing fingers, or that could come off sounding too victimized."

HR departments appreciate recommendations instead of rants. "I hope you're not leaving angry," says Keary, "but if you are, it's better to talk in generalities. For instance, 'My department's management could use some guidance in interpersonal relations.' They can't do much with 'So-and-so is a witch.' Offer suggestions to help. I'd be in the recommending mode rather than the taking-it-out-on-HR mode."

When HR departments hear the same comments about certain departments, they get the gist without you spelling it out. And by taking the high road instead of bad-mouthing a boss or coworker, you'll be better positioned for a reference later on.

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Moving Forward After a Job Loss

by Marc Hertz, Robert Half International


You've been with your company for a few years and enjoy what you do. Then one day, you get called into your boss's office and are told the organization is making some changes -- you've been let go. What do you do next?

If you've lost a job, the future can feel uncertain, especially in today's economic climate. But with a plan in place and the right attitude, you can increase your chances of finding a new position quickly.

Here are some tips:

Mourn the loss. Take the time you need to recover from the shock, but try not to dwell on the situation. Realize that as difficult as a layoff is, you will get through it. In fact, most people have lost a job at some point in their careers, and some even feel it has led to better opportunities.

Do some soul searching. You may need to find a job immediately and can't afford to be picky about what you do next. But if you have the luxury of time, consider if you want to follow the same career path or veer in another direction. It's possible that you weren't passionate about your former job or that you've thought about other options that you have yet to pursue. Consider your interests and how they align with your skills and experience.

It's easiest to seek something related to what you've been doing so you can take advantage of your transferable skills. For instance, if you've worked as a legal secretary and you're interested in becoming a paralegal, you can utilize your background working in law firms. Keep in mind, though, that you may have to pursue additional training or earn a specialized credential, such as a paralegal certificate.

In addition, if you're in an industry like manufacturing, where downsizing has occurred, you may consider looking into sectors that offer growth prospects, such as health care.

Use your network. This is the time to utilize the network you've built over your professional career. Get in touch with former coworkers and supervisors, business contacts, friends, and family members to let them know that you're looking for new opportunities. Be specific about what skills you can offer a potential employer and what type of position you seek to give people a better chance of helping you. Meanwhile, continue to expand your network. Attend industry conferences and alumni functions, and explore online networking avenues such as LinkedIn or Facebook.

Register with a staffing firm. As the old saying goes, two heads are better than one. When you register with a staffing firm, a representative from the company will look for a suitable full-time or temporary position for you, effectively doubling your job search efforts. You also can build skills and earn money by taking on interim assignments. In addition, a staffing manager can help you revamp your resume, and you may have access to free training so you can fill any skills gaps you might possess.

The ability to maintain a positive attitude has a lot to do with being able to recover from a job loss. Don't overlook the value of getting support from loved ones. Chances are that some of them have gone through similar experiences, and they can offer valuable advice that will help you as you move forward in your professional life.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

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Working Vacation: Jobs in a Winter Wonderland

by Kim Ruehl, PayScale.com


Considering the recent economic turbulence, you might have given up on a winter getaway this year. Who can afford the time off work, much less the high price of flights, hotels, and rental cars? Hang on, snow lover! There is a golden path to free lift tickets! Why not work for a season at your favorite ski resort?

Whether you'd like an easy job that lets you ski most days or you're actually looking for career advancement, there are plenty of options for getting away this winter without breaking the bank. Check out these two success stories for some inspiration.

Hard-Core Ski Nut

Does the sight of fresh powder sailing past your goggles make you come alive? Well, you should consider following the tracks of Jeremy Milo. A Stanford University grad planning to get an MBA, Milo decided to take a break before business school and work ski patrol at North Star ski resort near Lake Tahoe. Now working for Google, Milo wistfully recalls the joys and challenges he experienced during that awesome winter.

Great friends. Milo especially enjoyed the interesting folks he met from around the world. He says, "A lot of the people would be seasonal then go to South America or Australia to work during winter there. It was a very international crew."

Paid with perks. Just how much is that season's ski pass worth to you? Hopefully, a lot -- since you're unlikely to find a high-paying seasonal gig outside of waitressing and bartending. Milo recalls making barely more than $8/hour in 2001. But, for him, it wasn't about the paycheck; it was about more moguls. Plus, he says that resorts often work together so that you can ski for free on nearby mountains and trails. This is a great advantage, Milo says, because "sometimes skiing where you work is the last thing you want to do on your day off."

Physically demanding. Whether you drive a snow plow, stand at the lifts all day, or fit ski rentals, mountain gigs can be hard work for your body. If your current job has you sitting at a desk all day, some physical activity might come as a welcome relief. Ski patrol is an extreme example of that, says Milo: "You're an ambulance on skis out there. You feel like you worked hard at the end of day."

Spa Bunny

Maybe you'd like to experience the relaxed mountain lifestyle but don't want to work outdoors. There are always office, retail, and restaurant gigs to choose from. Or, how about working in a spa? Sarah Komyate moved to Big Sky Resort in Montana a year ago to join an independent massage practice.

"When I finished massage school in Seattle," she says, "I found an ad looking for a massage therapist out here. I came on vacation in February 2007, interviewed, and moved out for the job last November."

Plenty of clients. Business really thrives in the winter because demand is high. "Our massage business has a location in the village, a room in one of the hotels, and we do a lot of outcalls to people's homes," Komyate says.

Back to nature. For most seasonal workers the greatest perk of working in a ski town is the natural beauty. "We get to live in a remote, very peaceful place in the world. We rarely drive on the freeway, there is wildlife all around us, and it's beautiful here," says Komyate. She adds that despite the increasingly high amount of clients and busy days on the job, "It's just a low-stress place. If you're looking for some peace, solitude, and a few good people then definitely [try working a season]."

Deep discounts. While working for an independent firm doesn't score you unbridled free access to the mountains, your employer may be able to afford you discount lift tickets. Komyate says, "I would rather work for a small business and make better money." Meanwhile, her employer is still able to afford her a sizable discount on a pass for the whole season: $500 off the retail price.

So, if you find yourself daydreaming of double black diamonds, apply now! Seasonal positions are already filling up for this winter. Just pick your favorite place -- Breckenridge, Jackson Hole, Alta, or Sugarbush -- and make your "working vacation" happen this year.

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You Already Have What It Takes to Be a Manager

How School-Yard Lessons Can Pay Off
by C.J. Liu, PayScale.com


Remember all the advice you got as a kid about playing fair at recess, sharing in the classroom, and doing your homework on time? Being a great manager requires pretty much the same set of skills. The only difference is that this time around you get to be the captain of the kickball team.

Be yourself. As a leader you want to be authentic. Know your strengths, skills, and what you stand for. Your job is then to make your actions, thoughts, and words line up with who you are. Your employees will appreciate your consistency.

Do the right thing. No one wants to follow someone they don't trust. Trust is earned by walking your talk. If you want people to be on time to meetings, do it yourself first.

Be nice to others. Believe it or not, you can treat your employees respectfully and see big profits at the same time. When your team stays late to hit a last-minute deadline, take the time to acknowledge them and offer some comp time as a reward. They'll be more likely to stand by your side and less likely to complain.

Use your words. Clear communication is the key to success as a manager. Make sure that your employees understand the team's goals and what success looks like. Everyone should know who is responsible for which tasks and what the deadlines are. This method keeps finger-pointing to a minimum and reduces the chance that things will fall through the cracks.

Clean your room. There will be times when you have to do things you don't like to do. Saying "no," firing someone and delivering hard feedback are tough tasks for any leader. Before pulling the trigger, make sure you have all of your facts straight and aren't acting impulsively. Instead, act for the good of the whole. That way you'll have better luck sleeping at night.

Follow the rules. Just like the playground, your organization has both stated and unstated rules of conduct. Pay attention so you know which behaviors are considered out of bounds. Is it going to be career suicide if you don't play hoops with the boys on Fridays? Will wearing heels and pearls help or hurt your chance at a promotion?

Pick a winning team. Similar to picking sides for kickball, you want the most skilled group with the best ability to produce results. Choose people who compliment your strengths and make up for your shortcomings. If you're good at staying organized but struggle to come up with fresh ideas, be sure to hire at least one person who is creative and can help you dream big.

C.J. Liu is a certified professional coach, who helps professionals define success on their own terms. C.J. offers leadership training retreats and also has taught for the University of Washington.

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The Secret Technique of Hiring Managers

How to Anticipate and Succeed in Behavioral Interviews
by Jen A. Miller, Experience.com


Let's be honest: Coming out of college, you probably don't have that much real world experience. So how are you going to talk about past experiences in a job interview for a sales position if you haven't sold anything? And how is a potential employer going to gauge whether you'd be a good fit for the company?

Hiring managers have a secret -- it's called behavioral interviewing, a technique developed in the 1970s for employers who were frustrated that the people they interviewed turned out to be much different than the people they actually hired.

What Behavioral Interviews Show

Why the big deal about it? One study showed that behavioral interviews were 55 percent predictive of future job behavior while traditional interviews clocked in at only 10 percent. And behavioral interviewing also cuts through resume exaggerations -- according to the Society of Human Resource Management, 51 percent of resumes have inaccuracies.

If you're being asked open-ended questions that force you to draw on events that have happened in your life to answer, you've got yourself a behavioral interview. The difference between "What's your weakness"? and "Tell me about a time you failed at something" might not seem like much, but it forces you to give a different kind of answer.

"Employers love behavioral-based interviewing because it allows them to see patterns that are often missed when people are answering basic questions," says Roberta Chinsky Matuson, principal of Human Resource Solutions, an HR consulting firm. "Employers can get past what a candidate says and focus on how they respond."

Behavioral interviewing also helps employers get over that hurdle of experience, so any experience you've had is fair game -- extracurricular activities, Greek life, relationships. You can even go back to things that happened to you in Boy or Girl Scouts, or on a sports team.

Simple Preparation Tips

Some employers like behavioral interviews because they think you can't prepare for it. Think again. No matter how many employers say you can't prepare for them, you can still dig deep into your memory before the interview and be ready to talk experiences that could fit situations your potential employer throws at you.

Here are some questions you might encounter, courtesy of Scott Weighart, author of "Find Your First Professional Job: A Guide to Co-ops, Interns and Full-Time Job Seekers":

Tell me about a time you:

* failed at something
* had to take an unpopular stand
* really had to go way above and beyond
* had to show exceptional attention to detail
* dealt well with a difficult colleague/co-worker
* showed that you can multitask under pressure


Make sure you prepare your stories, too -- you might be able to wing it, but you won't give the best answers if you do.

And don't even think of making stuff up. "You don't want to invent stories about yourself that aren't true. Those would be seen through pretty quickly because you need so much detail," says Weighart.


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7 Fun and Frugal Office Holiday Celebrations

by C.J. Liu, PayScale.com


This holiday season you may find your company party budget a bit sobering. While it's tempting to bring forth your Ebenezer Scrooge, remember that the holiday spirit is more about investing in and valuing relationships than spending on an expensive party.

According to an October 2008 survey by Challenger, Gray, and Christmas, Inc., an outplacement consulting firm headquartered in Chicago, 13 percent of all businesses surveyed will be spending less than they did last year on holiday parties, with budget cuts expected to average 53 percent. More than half of the employers holding parties are having them on a workday or near the end of the workday.

To help you appreciate each other without breaking the bank, here are seven, low-cost office celebration ideas:

1. Make music. You can learn a lot about a person through their musical tastes. Have each person on the team share their favorite winter tune for a group CD. Then, host a CD release party, complete with holiday cookies and hot apple cider.

2. Give a pat on the back. You dream of the day that your boss and coworkers will lavish praise upon you. Why not experience it now? Do a Secret Santa exchange where each person draws three different names out of a hat then writes holiday cards to those three coworkers describing what they most appreciate about them.

3. Enjoy festive foods. Share what the holiday spirit means to you -- with food. Have each person bring a traditional family dish accompanied by a story about who usually made it for them, why it's a favorite and the recipe.

4. Do a favor. Wouldn't it be a treat to have your own personal assistant? Have everyone in the office create a wish list of ways they'd like to be pampered, from having copies made to lunch delivery. Next, put the lists in a hat, have everyone pick out one and then enjoy both giving and receiving.

5. Give to others. How about some office competition for a cause? Divide coworkers into teams and have each team pick a charity they want to support. Then, go bowling and let each team donate a certain sum of company money based upon their bowling record.

6. Relive your childhood. Isn't the best thing about the holiday season reliving your childhood? Have a game day where you play favorite childhood games like pin the tail on the donkey or musical chairs. You'll feel like a kid again.

7. Play truth-or-dare. Create a bunch of work-friendly, holiday-related truth-0r-dare questions. Find out when your boss first learned about Santa Claus or laugh as the finance group serenades the front office staff with "Jingle Bells."


C.J. Liu is a certified, professional coach who helps professionals define success on their own terms. C.J. offers life, business, and career coaching and can answer your questions at cjliu@mywholelife.net.

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6 Unusual High-Paying Careers

by Gabby Hyman, FindTheRightSchool.com


American job titles and responsibilities are constantly morphing to suit the economic and cultural transitions of our madcap age. Euphemisms are often the way recruiters dress up old job titles to narrow the field to specialists. A "hash slinger" is now termed a "culinary resource professional." Kidding aside, today's workers are often forced by marketplace realities to undergo at least one rapid job change over their adult lives. Many enroll at online colleges and trade schools to garner fresh skills that fit their experience and previous training.

Some of these hot new careers you may have never heard of are "green-collar" jobs. These jobs are on the rise as the business world responds to dramatic increases in energy costs and environmental regulation. And while disposable income seems threatened by a roller-coaster economy, other new careers are springing up to suit those who have cash to spend.

Here are six hot career fields you may not have heard of:

Eco Tourism Director

Traditional hospitality careers are increasingly marching to the ecotourism drumbeat. According to the International Ecotourism Society, ecotourism is growing at three times the rate of traditional vacationing, increasing annually up to 30 percent. If you're just preparing for the field, seek an associate's degree in hospitality, travel, or tourism. If you're already aboard, why not train to manage a hotel, bed and breakfast, spa, or resort with a graduate degree in business or hospitality? The majority of lodging managers are self-employed professionals. Top earners in 2007 averaged $83,240 for the year.

Professional Hacker

Ever hear of a certified ethical hacker? That's the professional IT certification for a computer scientist that works as a security specialist, forensic investigator, or network defense architect for corporations, the government, and law enforcement agencies to help prevent hacking or to track down perpetrators. To get into the field, you'll need more than the hacking skills you tweaked together in your garage. Begin by earning a bachelor's degree in computer science or information technology. You can get additional online college training in network security. The top 50 percent of computer scientists earned between $97,970 and $123,900 in 2007.

Pet Psychologist

Don't be so shocked. Even Sparky sometimes needs help to keep from gnawing through the neighbor's bed of prized roses. Once the local vet has ruled out physical ailments that can contribute to rude pet behavior, people who love their animals may need to call in a trained, certified behaviorist or pet psychologist. As with human patients, pets can be analyzed and taught to act contrary to destructive impulses. There are even certified applied animal behaviorists. To get into the field, you'll need a master's or doctorate degree in psychology, preferably with additional work in zoology and animal behavior. Salaries vary greatly by locale, but can be upwards of $90,000 a year.

Conservation Consultant

There are companies who are greatly concerned with increasing energy efficiency. And there are those with a conscience, striving to reduce their carbon footprint. When Yahoo! decided to go carbon-neutral by 2007, they hired a director of energy strategy and climate change. Combine your thirst for conservation with an engineering degree to prepare for this thriving field. The U.S. Labor Department predicts a hefty 25 percent increase in environmental engineers during the 2006-2016 decade. In 2007, the top 50 percent earned between $70,000 and $106,000.

Fashion Consultant/Personal Shopper

Among those who care about their appearance, many are born with amazing taste; some have to work for it. Fashion designers and consultants help those who can afford personal attention to transform their image. You can be the one to consult on hair, makeup, and fashion--and then be the one to take your clients shopping. Get career training through an associate's or bachelor's degree program in fashion design. Top earners in the fashion design trades in 2007 took home $121,640 on average.

Mobile Experience Architect

The cool streaming videos and eye-popping CD covers that get delivered to the screens of millions of cell phones and PDAs each hour are designed to make you spend money. Information architects create the structure and mind-manipulating patterns (site maps) of each mobile delivery. You'll need to learn about marketing, strategy, and user testing through a degree program in computer science, Web design, or business. There's even an IT certification for professional mobile architects. Salaries range into six figures.

As our world rapidly evolves, it's no surprise that the work landscape is evolving as well. You can prepare for and keep up with the changes by updating your training and credentials.


Gabby Hyman has created online strategies and written content for Fortune 500 companies including eToys, GoTo.com, Siebel Systems, Microsoft Encarta, Avaya, and Nissan UK.

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Choosing Your Resume Strategy

Should You Be a Specialist or Generalist?
by Larry Buhl, for Yahoo! HotJobs


In a buyer's (and increasingly picky buyer's) market, you may be tempted to throw all your skills on the resume, praying that the sheer variety of your experiences will overwhelm an employer. After all, you wouldn't want a potential employer to overlook that one gem in your background that could really set you apart.

But does the generalist resume work best today? Not necessarily. Recruiters say emphasizing the breadth of your experience depends on what you're looking for.

The Generalist's Advantages

Positioning yourself as a generalist could be effective if you:

Target small companies. "A company with than 500 employees may see a job seeker with a broad base of skills as giving them more for their money," Dave Upton, founder and CEO of ExecuNet, tells Yahoo! HotJobs. At tiny companies or start-ups, a broad array of skills is often essential due to the need to wear different hats, Upton added.

Target downsizing companies. Organizations that consolidate functions will often want someone who can do many things, such as a single HR generalist who can handle compensation and benefits as well as recruiting functions, says Stefanie Cross-Wilson, co-president of recruitment and talent management at Hudson.

Will take any job. Recruiters agree that the scattershot approach yields scattershot results even in the best of times. But if you simply want a foot in the door of a company -- any company, doing anything, anywhere -- selling yourself as a jack-of-all trades could pay off.

The Specialist Positioning

Selling yourself as a specialist is preferable if you:

Know exactly what you're looking for. If you're sure about what you want and know how your skills match up to the requirements, make the case that you're the one they need and don't muddy your resume with a variety of unrelated skills.

Work in a competitive industry. These days, employers who used to receive dozens of resumes for a position may see hundreds or thousands. The person who fits the job best, particularly in a competitive field, is more likely to get the job than someone who can do a bit of everything, recruiters say.

Seek a job requiring specialized skills. An employer filling a job that requires deep knowledge of industrial automation, forensic accounting, or video game design, to name a few, can usually find a candidate with the exact skills to match the job. If you don't have the specific skills, your knowledge of gardening, accounting, or music theory, while nice to have, won't make up that deficit.

The Best Approach

Still not sure which approach is best? Recruiters recommend playing it safe by positioning yourself as a "specialist, with breadth." To do this:

* Research a job opening and the company to find out exactly what skills are needed, and what other skills might be useful.
* Emphasize the depth of your expertise in the most necessary job skills -- the ones that actually match the job description -- and add your compatible skills at the bottom of the resume.
* Don't send out a hodgepodge resume. You're more likely to confuse the recruiter or the hiring manager, who may think of you as a dabbler without depth.

This tactic, recruiters say, will cover your bases by showing the breadth and depth of your skills, and that could be a winning combination in a tight job market.

"When more people are vying for the same jobs it's even more important to show your skills fit well," says Lindsay Olson, partner and recruiter, Paradigm Staffing. "If you are a generalist, then you should be able to tweak your resume to fit the position. A resume should show me how you fit the requirements, not make me guess."

Cross-Wilson agrees: "If you possess the 'nice to have' skills, then show them, but not at the expense of the 'must have' skills. In most cases, if you are not competitive on the must-haves, you will not get the job."

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