LinkedIn CEO to new grads: ‘It’s not mandatory to know what you want right after graduation’

Ryan Roslansky
Ryan Roslansky.

  • Ryan Roslansky is the CEO of LinkedIn.
  • He says the pandemic has accelerated rapid changes in the workplace, and people will need to keep learning to keep up.
  • Roslansky says graduates might be in a place to help others with their careers in the future and to keep building strong, diverse networks.
  • See more stories on Insider’s business page.

Congratulations to the Class of 2021! This is a big accomplishment and a testament to your hard work and the support of those who stood behind you every step of the way.

In your next chapter as a rising professional, you get to discover what you love to do and get better at that step-by-step.

What lies ahead can be life-changing. Some of you will launch new industries, earn Nobel Prizes, start impactful nonprofits, and better your communities. Maybe one of those people is you.

How do you get from here to there?

The first step is realizing that this one-time period of study you just completed is not the end.

In many ways, it’s just the beginning.

You’re navigating your career at a time that’s being shaped by forces unlike anything we’ve seen before – the sudden shift to online education, the push for diversity and equity, the gig economy and new possibilities for working remotely, and so much more.

The good news for all of you starting your job search is that we’re on the road to economic recovery from COVID-19.

Data from our 2021 Grads Guide to Getting Hired shows the hiring rate for fresh college grads returned to pre-COVID levels in October 2020, which suggests that all of you 2021 grads are heading into a healthier job market.

But this is just one moment. The rapid change underway in the workforce is going to be constant. That means you will need to keep learning to keep pace.

Trust me, it’s not the textbook learning you’ve been doing. This is the fun stuff.

Something I wish I knew earlier in my career: you don’t need to have it all figured out at once.

Your job and what you want to do may change – in five years, three years, or next year. You may have a career pivot (or a few), take time off, have setbacks, grow your skills and learn new ones.


At the end of the day, what employers really want to know is whether you can do the job.

So focus less on what job you want in ten years, and more on how you’re going to keep learning over the next ten years.

It can be as simple as taking time to learn something new every day. Listen to a podcast, read articles and books, keep up with trends and thought leaders, or take online courses. Most importantly, build a network of diverse people so you can learn and grow together.

Start with the network you already have of peers, teachers, and mentors, reach out to alumni, or join interest-based groups. These small steps will broaden your network exponentially.

And it works: Members are 4X more likely to get hired when they leverage their networks on LinkedIn while job seeking.

And though you may not believe it now, you’ll soon be in a place to help others with their careers. By building a strong, diverse network you can help others who face significant barriers to opportunity because of their backgrounds, such as where they grew up and who they know.

It’s on all of us to help create a future where two people with equal talent have equal access to opportunity. By giving a chance to one person, we have the potential to help thousands of people.

I’ll leave you with a story that’s been impactful in my own career.

When I was 10, I asked my dad about a Shakespeare quote that had been taped up next to his work phone for years: “When the sea was calm, all ships alike showed mastership in floating.”

He told me that true character and success is defined not by how you act when everything is going your way, rather it’s how you respond when everything isn’t.

I’ve returned to this conversation often because the seas aren’t always calm, something we’ve all learned over the past year.

Congratulations again on this important milestone. Find what you love to do, and get better at it as you go along.

And remember to keep your head up when the seas aren’t calm. Your professional life will be invigorating, exciting, and sometimes challenging – but it will also be life-changing, and maybe even world-changing.

Ryan Roslansky is the CEO of LinkedIn.

Read the original article on Business Insider

From LinkedIn hashtags to résumé keywords, these are the best ways to tailor your application for remote work

Remote worker
Just one in 10 companies expects all their staff to return to the office after the pandemic.

  • When looking for remote jobs, it’s important to tailor your résumé and cover letter accordingly.
  • Highlighting any previous remote work or related soft skills such as Zoom could go a long way.
  • Optimizing your LinkedIn profile and using the relevant hashtags will catch recruiters’ attention.
  • Visit the Business section of Insider for more stories.

Remote work might have been hard to come by in the past but times have changed. Although it’s not easy to find a job in today’s market, remote work is increasingly common.

Only one in 10 companies expect all their staff to return to the office after the pandemic and major companies including Google and Salesforce are planning to accommodate remote work in the long term.

There are many similarities between the remote work application process and the standard in-person work application, but there are new factors to take into account.

Here are some specific tips on how to update your résumé, cover letter, and LinkedIn profile to make yourself the perfect candidate for remote work.

You could make a note of any specific remote work-related skills you might have.


Online volunteering, video meetings with clients in other timezones, and working collaboratively online through Google Docs or the Cloud are all part of the remote work experience, said Jennifer Parrish in Remote.Co.

Clearly outlining this in your resume could make all the difference. You could mention it in parentheses after the job title – for example “marketing director (remote).”

Otherwise, you could mention it in the job description by saying something along the lines of: “I remotely managed a team of five employees and increased sales by 20% in the first quarter.”

If you have a lot of experience in working remotely, you may want to create a specific “Remote work” section to highlight this on your résumé. Whatever you choose, don’t assume that your hiring manager knows you worked remotely simply from your job title.

Indeed suggested that you could also make a note of any specific remote work-related skills you might have. You might choose to name specific programs such as Slack, Asana, Trello, Dropbox, and Google Hangouts, or you can be more general and cite video conferencing, email management, cloud storage technology, and office suites.

cover letter
Try highlighting your remote work skills and what you could do for the company.

Cover letter

One important thing is to remember that the company doesn’t want to know why remote working suits you, but rather why you working remotely will be beneficial to them.

Therefore, lines like: “I want to work with you because I can pick up my children from school,” should definitely be avoided.

Instead, try highlighting your remote work skills and what you could do for the company. For example, soft skills such as responsibility, flexibility, time management, and adaptability are even more essential in a remote post – so talk about how you’ve demonstrated them in your previous roles.

A good example or anecdote like this one could go a very long way. “The first couple of weeks of remote working in my previous role were tough. My employees felt demotivated and so I called an impromptu group call. We wrote down all our frustrations on post-it notes and then tore them to shreds, and it helped people realize they weren’t alone.”

When a recruiter scans LinkedIn, they’re going to be looking for people working in their specific sector.


If you scan your LinkedIn network, you’ll find lots of people with headlines like “looking for remote work opportunities.” That’s a wasted opportunity to catch a recruiter’s attention.

When a recruiter scans LinkedIn, they’re going to be looking for people working in their specific sector. So to choose the best possible professional headline, you’ll need to do some research.

Search for the profiles of people who have the jobs you want and note down the keywords they’ve used in their profiles or job descriptions. Adding those to your profile and using hashtags in posts outlining what you’re looking for could mean you pop up in the recruiter’s next search.

In your “About” section, be sure to keep it concise and relevant. The first three lines are what recruiters will be scanning so make sure you grab their attention enough that they’ll want to click the “See more” button.

If you lack remote experience, all is not lost

If you’ve never worked remotely before, don’t be discouraged. You’re still likely to have many of the relevant skills needed for remote work positions, like using Zoom, Dropbox, Google Drive, and Slack.

You can also enhance your résumé with online collaborations. There are always people looking for volunteers for projects or writers for blogs.

Volunteering your time will mean you have remote experience to add to your résumé and recommendations to add to your cover letter and LinkedIn profile. You might even collaborate with someone who’s able to recommend you for a job posting down the line.

Networking is key and so even if you don’t end up gaining much from a project, it’s sure to benefit you in some small way – even if you’re not sure what that is yet.

Read the original article on Business Insider

Working abroad After Brexit: Visas and Taxes Explained

Reading Time: 7 mins

Working abroad after Brexit will change now that the UK has left the European Union. There are currently three quarters of a million British expats living in the EU.

You may still be interested in joining the near one million Brits in the EU despite Brexit. But before you jet off to seek another lifestyle, you’ll need to understand all the new visa and tax requirements. If you’ve already read the rules and found them confusing, then you’re in luck. Here at Money Magpie, we’ve put together an seven-step guide to give you all the information you need.

  1. Who Needs a Visa?
  2. Where to Find Visa Information
  3. Entertainment Visas
  4. Countries That Have Digital Nomad Visas
  5. Where Do You Pay Tax
  6. Your Benefit Entitlement
  7. Your State Pension

Who needs a visa?

You don't need a visa after Brexit for some holidays in 2021 - but will for 2022

Those who’ve planned a holiday to the EU, Iceland, Lichtenstein, Norway or Switzerland in 2021 will be relieved to know that you won’t need a visa. Although, coronavirus restrictions may scupper holiday plans. Keep an eye on the Foreign Office official advice. And, if you’re taking a risk to book ahead – make sure you get travel insurance the same time you book in case the pandemic ruins your plans!

From the 1st January 2022, UK holidaymakers seeking sun and sites in the EU will need to apply for an ETIAS (European Travel Information and Authorisation System). An ETIAS is a three-year visa waiver that will cost £6.35 for those three years. Travellers will be encouraged to apply online. You’ll be required to provide information such as your age, past criminal convictions, and your accommodation address when applying.

UK residents will only be able to spend 90 out of 180 days on holiday in Europe. You may want to stay in the EU for longer, which means you’ll need a visa.

You’ll also need a visa if you’re working abroad after Brexit. In some cases, you may need a work permit by your host country too. Visa’s will be required by UK residents who are attending a conference, providing services for a charity, touring as a musician or relocating to a European branch of your company’s business.

Where to find Visa Information

Currently, an EU-wide visa does not exist. Instead, you’ll have to apply for an individual visa with your host country if you want to work abroad after Brexit.

Those who were working in the EU before 1st January 2021 will be relieved to know that their right to work is protected. However, if you’re working or living in the EU who will have to register as a resident of that country by June.

If you’re a UK resident and you’re still interested in working abroad after Brexit, then you’ll need a job offer from the employer of your desired host country. You’ll need this offer to start on your visa journey. Once you’ve acquired your offer, you should contact the nearest UK-based embassy of your desired host country.

The London Diplomatic List contains all the contact details of every embassy. We recommend contacting the embassy via phone or email given the UK’s current coronavirus restrictions.

The embassy will be able to provide information about what you need to do in order to work in your desired host country.

You can also read the individual country’s requirements via the UK Government’s Living in Guide. Simply search your desired country, here.

VISA example: Italy

Miss X currently lives in Bristol and holds a UK passport. She has been offered a job by an Italian firm who are based in Rome. Miss X decides to accept the company’s job offer.

  • She simply can’t hop on a plane and start work as the freedom of movement between the UK and the EU has ended.
  • Instead, Miss X has to check Italy’s visa requirements via the Where Do You Live tool, which can be accessed, here.
  • Miss X’s Italian employer will need to apply for her work permit.
  • Once her employer receives the work permit, then Miss X will be able to apply for an Italian visa at a UK-based Italian embassy.
  • When Miss X has received the visa, she’ll be able to apply for a residence permit, which will mean Miss X  can live and work in Italy legally.

The visa application process for every country is different, so be sure to check the individual guidance.

EU Blue Card

You might be classified as a highly-qualified worker and able to apply for an EU Blue Card.

This card gives non-EU workers the right to live and work in Europe after Brexit. To apply for an EU Blue Card, you’ll need to hold a higher education degree (e.g. a university degree), work as a paid employee and have a salary that’s one and a half times the average national salary. You’ll also need to present a binding work contract as well as full travel and legal requirements.

Your European employer must submit an application form on your behalf. And, you may be charged an application fee.

Warning! You can’t apply if you’re an entrepreneur or self-employed. It’s also not applicable in Denmark and Ireland.

Entertainment visas

Entertainment visas are needed for working abroad after Brexit

Working abroad after Brexit is now different for UK musicians, artists, bands, actors, and crews who are transporting equipment. Those who work in the above industries will need to seek additional work permits if they want to work in Europe.

British musicians, bands and artists will only be able to tour for 90 days out of an 180 day period. This is very similar to tourist requirements that UK residents have to follow. Entertainers who decide to perform in France and the Netherlands won’t need to obtain additional work permits.

However, if you’d like to perform or work in Germany or Spain, then you’ll need additional work permits. The Incorporated Society of Musicians have complied a full list of work permits that you may need to apply for as a touring musician. This list can be accessed, here.

A number of high profile celebrities have condemned the end of visa-free touring. Government guidance could change in the coming weeks and months in response to the backlash, so always keep abreast of the latest guidance.

Digital Nomad visas

Throughout 2020, the entire world adapted to work from home. If you’re working from home, you might be fantasising about working by the sea and sun in Europe.

The majority of remote workers won’t be able to apply for a traditional visa. Your employer may still be based in the UK or, like may other digital nomads, you may not even have an employer. These two factors stop many remote workers from applying for a visa.

Instead, digital nomad visas legalise the status of travelling professionals

Each country that issues a digital nomad visa, has its own policies and regulations. The countries who have digital nomad visas in the EU include: Germany, the Czech Republic, Portugal, Croatia, Norway and Estonia. There are also a number of other non-EU countries who also have digital-nomad visas. This means you may still be able to work abroad with your laptop after Brexit.

To apply for a digital nomad visa, you’ll need to hold a valid passport and be able to prove that you have a steady income. You’ll also be asked to provide your nationality, any visa history as well as a criminal record. You may also need to pay an application fee as well as additional documents.

Like with other visas, you’ll have to check individual guidance with your desired host country.

Digital Nomad visa example: Germany

  • Miss X is a self-employed writer who has decided to spend some time writing in Munich, Germany.
  • She has several clients in Germany, from a variety of publishers. This means that Miss X has a steady-income and a strong client base.
  • She also holds a valid UK passport and doesn’t have a criminal record.
  • As Miss X is a freelancer, she’ll be able to apply for a digital nomad visa.
  • To apply, Miss X will need to register with the German tax office. She’ll also need to submit a portfolio, bank statements and provide evidence of her expertise.
Warning! For years, remote workers have also found themselves in legal grey areas. Always check the requirements of your desired host country before you attempt to work in that country.

Where do you pay tax?

Working abroad after Brexit could impact how and where you pay taxes

Now you’ve wrapped your head around the visa requirements, you’ll need to understand how tax works if you’re considering working abroad after Brexit.

If you’re not a UK resident, then you won’t need to pay tax on your foreign income. You’re automatically considered a non-UK resident, if you work abroad full time and have spent fewer than 16 days working in the UK.

However, if you are a UK resident, then you’ll need to pay tax in the UK. To work out your resident status, you’ll need to tot up where you spend most of your working days in any tax year. If you’ve spent 183 days in the UK and your only home is in the UK, then you’ll have to pay tax on your foreign income.

To pay taxes on your foreign income, you’ll need to submit a self-assessment tax return. Check out our handy guide on filing a return, here.

Remember! You may be able to claim tax relief if you’re taxed in more than one country. If you think this could be you, check out the UK Government’s guidance.

Your benefit entitlement

After the 1st January 2021, the rules for paying some UK benefits in the EU, EEA and Switzerland have changed.

For those who’ve already received benefits while living in the EU, EEA or Switzerland, you’ll be relieved to hear that you’ll continue to receive these benefits. This is as long as you still meet the other eligibility criteria.

If you’re moving to the UK after this date, you’ll still be able to claim for the following benefits: bereavement Support Payment and other bereavement benefits, industrial injuries benefits, maternity allowance, maternity pay, paternity pay and sick pay. Like before, you will have to prove that you’re eligible for these benefits.

Further, if you’ve made relevant social security contributions in an EU country, you may qualify for UK benefits This includes the New Style Jobseekers Allowance and the New Style Employment and Support Allowance. If you’re working abroad after Brexit, check where you pay social security contributions, here.

The guidance for British expats living in Norway, Iceland, Litchensutein and Switzerland is currently being updated.

Your state pension

You’ll still be able to receive your state pension if you live in the EU, EEA or Switzerland. Your pension will also increase in line with the rate that is paid in the UK.

While this guidance is for UK nationals, you’ll be relived to hear that the rules for state pension apply to everyone. So, if you decide to retire in the EU in the future, you should be able to claim a state pension.

Useful reading

If you found this article useful, then you may also like:

The post Working abroad After Brexit: Visas and Taxes Explained appeared first on MoneyMagpie.

What Does a DBS Check Include?

Reading Time: 5 mins

A DBS check can be an important tool for employers and can affect whether you get a job or not. Not all jobs require one, but if you’re working with children or vulnerable people you’ll be required to get one.

We’ll help you understand what a DBS check is, when you might need to get one and how to get one if you need it.

  1. What Is a DBS check?
  2. Who Needs One?
  3. What’s Included?
  4. How Do I Get One?
  5. Do I Have to Pay for a DBS Check?
  6. What if I Can’t Pass?
  7. Does a DBS Check Affect Your Credit Score?

What is a DBS check?

A DBS Check is a criminal record check for employers

Carried out by the Government’s Disclosure and Barring Service, DBS checks are a centralised way for employers to check your criminal record and help them decide whether you‘re suitable for the role and company. This includes deciding whether it is safe for you to work with children or vulnerable adults.

Previously, DBS checks were called Criminal Record Bureau (CRB) checks, so you may still hear or see them referred to as this. The DBS’ role is to help employers in England and Wales make recruitment decisions by issuing criminal record checks and to prevent people from working with vulnerable groups who may not be safe to do so.

DBS checks answer the question: “Do you have any criminal convictions, cautions, reprimands or final warnings?”. If you apply for a job that asks this question – and you don’t answer honestly – you could have your contract immediately terminated when they find out you hold previous unspent convictions or reprimands.

Who needs one?

Generally, if you plan on working with or around children or vulnerable people you will need a DBS check. This might be in roles such as teaching, healthcare, social care, or law enforcement – but other types of role may apply. For example, if you’re working with sensitive financial data, a DBS check is required to make sure you have no convictions relating to fraud or similar crimes.

The DBS eligibility guidance list () covers most roles that are eligible for a check, but the guidance isn’t comprehensive. You should contact the DBS directly if you’re unsure.

Your prospective employer will tell you if a DBS check is needed for your role and, if so, what level of check is required.

If you’re the person being checked, you will need to complete a form and return it to your employer along with documents proving your identity like a passport, utility bill and current driving license.

You can find more information on what documents are accepted here.

What’s included in a DBS?

There are four different levels of DBS check: basic, standard, enhanced, and enhanced with barred lists check. What’s included depends on the level of check.

  1. Basic DBS Checks or ‘Basic Disclosure’ show any unspent convictions or conditional cautions the applicant has.
  2. Standard DBS checks show details of spent and unspent convictions, cautions, reprimands and final warnings held on police records.
  3. Enhanced DBS checks show the same information as standard checks, plus any additional information held by local police considered relevant to the role in question.
  4. Enhanced with barred lists checks show the same information as enhanced checks, but also show whether the applicant is on the list of those banned from the role.

You can find out more about the information being searched through on

It’s worth noting that there are a few cautions and charges that, no matter how long ago they happened, could appear on a basic DBS check – namely, those involving vulnerable people (such as child abuse).

How do I get one?

If you’re getting one through a potential employer, they will organise it for you. Some employers will ask you to pay for it (often deducting the cost from your first pay) while others cover the cost.

For self-employed individuals, getting a DBS check is difficult. That’s because you can’t apply as an individual. However, it’s not impossible!

You can find a local DBS umbrella body on the site here. One of these agencies will do it for you at a cost.

In Scotland, you can get a ‘basic disclosure’ with details of any unspent convictions from Disclosure Scotland.

You can also get checked through an organisation you belong to, like your church or a sports club. Some organisations may require you to take on a voluntary role to get a DBS check. You must be 16 or over to apply for a DBS check. Juvenile records – those prior to age 16 – are unlikely to appear on a DBS except in highly exceptional circumstances.

If you’re struggling to get one, a Subject Access Report is a good alternative. You can obtain one by filling out a form online or going to your local police station. The report costs £10 and shows anything on your permanent record. It takes around four weeks to process, but be careful as it is not always satisfactory for potential employers.

For example, a lot of councillors are technically self-employed but work with children via contracts with the NHS/Social Services. A basic check is ineffective for them as a safeguarding measure, so they need to have had a full enhanced check to do the work they do.

Do I have to pay for a DBS check?

Do I have to pay for a DBS check

Prices range from £23 for a basic DBS check to £44 for a more detailed certificate.  Most organisations will foot the bill for DBS checks on their new staff members. However, there is no law that states employers must do this, so some may ask you to pay for it yourself.

Self-employed individuals requiring a DBS check need to cover the cost themselves.

If you are likely to need repeated DBS checks over time, you can pay an extra £13 per year to register for the DBS scheme. This gives you access to the DBS website and allows you to log on and see your certificates, or allow employers to log in and see them, too. Any new employer can therefore see your DBS status almost immediately, and you can start work quicker.

There is no charge if a DBS check is required for a voluntary role.

What if I can’t pass a DBS check?

Despite what many people think, you can’t pass or fail a DBS check. Rather than giving a result, it details aspects of the applicant’s criminal record history to allow the employer to make the safest recruitment decision.

The findings can affect whether or not you are hired, providing the convictions are relevant to the applicant’s job role and in line with the Rehabilitation of Offenders Act 1974. If you are applying to work with children or vulnerable adults, then your potential employer is also able to refuse employment based on spent convictions.

It is up to each organisation to make a recruitment decision based on what your DBS certificate presents. That said, the DBS Code of Practice states that it is a requirement to treat DBS applicants with a criminal record fairly and employers must not discriminate against them based on criminal activity that is not relevant to their role.

Does a DBS check affect your credit score?


The information that is likely to show up on a DBS certificate, like criminal records and fines, is not included in your credit history.

Lenders use credit reference agencies to share factual information with each other about the credit their customers have and how it’s repaid. Agencies combine these with information from public registers such as the electoral roll and court judgments to produce your credit report.

They will not, however, use criminal records as part of your credit report. You may have difficulties with your credit score if you have spent time in prison, or had legal debts following a conviction, but this is because of debt or ‘economic inactivity’ and is not discriminatory because of your convictions.

More Job Search Tips

Finding a new job or starting your own business is a scary prospect. Try these articles next for reassuring inspiration!

The post What Does a DBS Check Include? appeared first on MoneyMagpie.

34 brilliant questions to ask at the end of every job interview

virtual interview meeting zoom
Amid the coronavirus pandemic, many hiring interviews remain virtual.

  • 2020 was a rollercoaster year for employment. The US has only recovered around half the jobs in lost in March and April alone, leaving lots of ground to make up in 2021.
  • But economists seem optimistic that the vaccine rollout could improve opportunities in the labor market for the millions of Americans looking for work. Many job-hunters will line up virtual or in-person interviews in the process.
  • Standing out in an interview is ideal — and a good way to do that is to ask thoughtful questions that showcase your interests, self-awareness, and overall knowledge about the company.
  • Job interviews are also a two-way street: candidates should assess the company based on responses to questions they bring up. 
  • Here’s how to shine when your interviewer asks, “Do you have any questions for me?”
  • Visit Business Insider’s homepage for more stories.

Job interviews are stressful but they have certain guarantees. It should be expected that an interviewer will wrap up with: “Do you have any questions for me?”

In this moment, it’s important to remember that every interview is a two-way street. You should be assessing the employer just as much as they’re assessing you, because you both need to walk away convinced that the job would be a great fit.

Asking thoughtful questions not only sets you apart as a candidate, but helps you determine if you’d be happy working for the company.

“The very process of asking questions completely changes the dynamic of the interview and the hiring manager’s perception of you,” Teri Hockett, a career strategist, told Business Insider. “Asking questions also gives you the opportunity to discover details that you might not have otherwise unveiled.”

Like thank-you notes and firm handshakes, questions aren’t just beneficial to your candidacy, they’re an anticipated formality. “It’s expected,” said Amy Hoover, the cofounder of Talent Zoo, of asking questions. “If you don’t ask at least two questions, you will appear disinterested, or worse, less intelligent and engaged than a prospective employer would like.”

You should have at least four questions prepared in case your original two are answered through the course of the interview.

But don’t just ask questions for the sake of it, Hoover said. To benefit from them, you’ll need to think carefully about what you want to ask. And you’ll want to avoid certain questions.

“Your questions can, in fact, make or break an interview,” she said. “If they’re not thoughtful or if you ask something that has already been addressed, this can hurt you way more than it can help. Asking smart, engaging questions is imperative.”

Here are 34 smart questions to choose from – if they weren’t already answered – to help you get a better sense of the role and the company and to leave the interview with a positive, lasting impression.

Jacquelyn Smith, Vivian Giang, and Natalie Walters contributed to previous versions of this article.

1. Have I answered all your questions?

Before you begin asking your questions, find out if there’s anything they’d like you to elaborate on. You can do this by saying something like: “Yes, I do have a few questions for you — but before I get into those, I am wondering if I’ve sufficiently answered all of your questions. Would you like me to explain anything further or give any examples?”

Not only will they appreciate the offer, but it may be a good chance for you to gauge how well you’re doing, said Bill York, an executive recruiter with over 30 years of experience and the founder of the executive search firm Tudor Lewis.

If they say, “No, you answered all of my questions very well,” then this may tell you you’re in good shape. If they respond with, “Actually, could you tell me more about X?” or “Would you be able to clarify what you meant when you said Y?” this is your chance for a redo.

2. Do you need me to clarify or elaborate on anything I said or that you read on my resume?

This is a more direct line of questioning than the vague “Have I answered all your questions?”

It offers greater detail on any answers you may have given, allowing the hiring manager to circle back, or draw the hiring manager’s eye back to your résumé.

3. Who do you think would be the ideal candidate for this position, and how do I compare?

Hoover recommends this question because it’s a quick way to figure out whether your skills align with what the company is currently looking for. If they don’t match up, then you know to walk away instead of wasting time pursuing the wrong position, she says.

4. Who would I be reporting to? Are those three people on the same team or on different teams?

It’s important to ask about the pecking order of a company in case you have several bosses, Vicky Oliver writes in her book “301 Smart Answers to Tough Interview Questions.”

If you’re going to be working for several people, you need to know “the lay of the internal land,” she says — or if you’re going to be over several people, you probably would want to get to know them before accepting the position.

5. What do the career paths of those who have held this position look like?

This question lets you know whether this job is a dead end or a stepping stone.

6. Who do you consider your major competitors? How are you better?

This question is not for the faint of heart, but it shows that you are already thinking about how you can help the company rise to meet some of its bigger goals, says Peter Harrison, CEO of Snagajob.

7. Beyond the hard skills required to successfully perform this job, what soft skills would serve the company and position best?

Knowing what skills the company thinks are important will give you more insight into its culture and management values, Hoover says, so you can evaluate whether you would fit in.

8. How would you describe the company’s culture?

Hoover says this question gives you a broad view of the corporate philosophy of a company and of whether it prioritizes employee happiness.

9. What do you like most about working for this company?

Hoover says this question lets you “create a sense of camaraderie” with the interviewer because “interviewers, like anyone, usually like to talk about themselves and especially things they know well.” Plus, this question gives you a chance to get an insider’s view of the best parts about working for this company, she says.

10. Can you give me an example of how I would collaborate with my manager?

Knowing how managers use their employees is important, so you can decide whether they are the type of boss that will let you use your strengths to help the company succeed.

11. What’s your timeline for making a decision, and when can I expect to hear back from you?

This one tells them you’re interested in the role and eager to hear their decision.

“Knowing a company’s timeline should be your ultimate goal during an interview process after determining your fit for the position and whether you like the company’s culture,” Hoover says. It will help you determine how and when to follow up, and how long to wait before moving on.

12. Can you tell me what steps need to be completed before your company can extend an offer?

A strong alternative to the decision timeline question — asking about an offer rather than a decision will give you a better sense of what comes next, because “decision” is broad, while “offer” refers to when it’s ready to hand over the contract.

13. Do you have any hesitations about my qualifications?

While this question puts you in a vulnerable position, it shows that you are confident enough to openly bring up and discuss your weaknesses with your potential employer.

14. Is there anything else I can provide to help you make your decision?

This simple question is polite to ask, and it can give you peace of mind to know that you’ve covered all your bases, Hoover says — “it shows enthusiasm and eagerness but with polish.”

15. How would you score the company on living up to its core values? What’s the one thing you’re working to improve?

Harrison says this is a respectful way to ask about shortcomings within the company — which you should be aware of before joining. As a bonus, he says, it shows that you are being proactive in wanting to understand more about the internal workings before joining.

16. What are the challenges of this position?

If the interviewer says, “There aren’t any,” you should be wary of the position’s personal growth possibilities.

17. If you were to hire me, what might I expect in a typical day?

This shows your eagerness about the position, Harrison says, and it gives you a better idea of what the job would be like on a daily basis so you can decide whether you want to pursue it.

“A frank conversation about position expectations and responsibilities will ensure not only that this is a job you want, but also one that you have the skills to be successful in,” he says.

18. What have past employees done to succeed in this position?

The main point of this question is to get your interviewer to reveal how the company measures success.

19. What type of employee tends to succeed here? What qualities are the most important for doing well and advancing at the firm?

This question shows the interviewer that you care about your future at the company, and it will also help you decide if you’re a good fit for the position, Oliver writes. “Once the interviewer tells you what she’s looking for in a candidate, picture that person in your mind’s eye,” she says. “She or he should look a lot like you.”

20. Where do you see yourself in five years?

Becca Brown, the cofounder of the women’s shoe-care company Solemates, interviewed 20 to 30 job candidates a year in her various roles at Goldman Sachs. She told Business Insider she wished candidates would have asked her this question.

“I like this question, and yet no one ever asked it because it’s difficult to answer,” she says. “It’s an important question for anyone to be asking him or herself, and so if ever a candidate were to ask this question, it would have stood out.”

She continues: “I think this is a good question for interviewees to ask because as a candidate if you see where the person interviewing you is headed, you can decide if that trajectory is in line with your career objectives. While they don’t have to be completely correlated, it’s helpful for the candidate to have some indication of the interviewer’s direction.”

21. Is there anyone else I need to meet with? Is there anyone else you would like me to meet with?

Hoover says that knowing whether the company wants you to meet with potential coworkers will give you insight into how much the company values building team synergy. In addition, if the interviewer says you have four more interviews to go, you’ve gained a better sense of the hiring timeline as well, she says.

22. How do you help your team grow professionally?

Harrison says this question shows that you’re willing to work hard to ensure you grow along with your company. This is particularly important for hourly workers, he says, because they typically have a higher turnover rate and are looking for people who are thinking long-term.

It also lets you know if the company is invested in cultivating its talent — and if others will be as dedicated to your own personal growth as you are.

23. Can you share more about how the company supports its employees with professional development opportunities?

While many candidates may want to know the potential for growth before taking a job, asking about promotions suggests to recruiters you think the current position is beneath you. A question structured like this circumvents the taboo of asking about promotions.

“You don’t want to imply that you’re looking for that next role before you were trained or provided any value in the role at hand,” UniquelyHR founder and career expert Mikaela Kiner told Business Insider

Instead, ask more open-ended questions, or ask anecdotes of past employee success stories for a more roundabout way to find out how the position can help you grow.

24. When your staff comes to you with conflicts, how do you respond?

Knowing how a company deals with conflicts gives you a clearer picture of the company’s culture, Harrison says. But more importantly, asking about conflict resolution shows that you know dealing with disagreements in a professional manner is essential to the company’s growth and success.

25. Is this a new position? If not, why did the person before me leave this role?

This might be uncomfortable to ask, but Harrison says it’s not uncommon and shows you are being smart and analytical by wanting to know why someone may have been unhappy in this role.

If you find out they left because they were promoted, that’s also useful information.

26. Will I have an opportunity to meet those who would be part of my staff during the interview process?

Getting the chance to meet with potential teammates or managers is essential to any professional interview process, Hoover says. If they don’t give that chance, “proceed with caution,” she says.

27. What are some of the problems your company faces right now? And what is your department doing to solve them?

Asking about problems within a company gets the “conversation ball” rolling, and your interviewer will surely have an opinion, Oliver writes. Further, she says their answers will give you insights into their personality and ambitions and likely lead to other questions.

28. How do you evaluate success here?

Knowing how a company measures its employees’ success is important. It will help you understand what it would take to advance in your career there — and can help you decide if the employer’s values align with your own.

29. Where do you see the company in three years, and how would this role contribute to that vision?

Asking this question will show your interviewer that you can think big-picture, you’re wanting to stay with the company long-term, and you want to make a lasting impression in whatever company you end up at, Harrison says.

30/ What’s your staff turnover rate? What are you doing to reduce it?

While this question may seem forward, Harrison says it’s a smart question to ask because it shows that you understand the importance of landing a secure position. “It is a black-and-white way to get to the heart of what kind of company this is and if people like to work here,” he says.

31. I read X about your CEO. Can you tell me more about this?

Make sure to research the company you’re interviewing with, not only to shine when answering the questions asked of you, but to seem informed and engaged when it’s your turn to ask the questions. Oliver says questions like this simply show you’ve done your homework and are genuinely interested in the company and its leaders. 

32. What’s one of the most interesting projects or opportunities that you’ve worked on?

“I like this question because it gets me thinking about my own experiences, and my response changes depending on what I was or am working on — and in theory, should always be changing if I’m challenging myself and advancing,” Brown told Business Insider.

Brown says that by asking for a specific example, candidates can get a better picture of what the job entails and how people function in certain roles.

33. Is there anything we haven’t covered that you think is important to know about working here?

Hoover says this is a good wrap-up question that gives you a break from doing all the talking. She says you may also get “answers to questions you didn’t even know to ask but are important.”


34. What do you think my major challenges will be integrating myself into the company, should I get the job?

Sometimes, getting creative with your job interview questions can pay off big time.

That was the case for a candidate interviewing with an HR manager with experience working for Starbucks and Coach. Traci Wilk, a senior vice president of an early-education franchise with hiring experience at Starbuck and Coach, told Business Insider that one question impressed her more than any others.

A candidate asked: “Knowing that I don’t have experience in this type of business, but I bring all these other types of skill sets to the table, what do you think my major challenges will be getting immersed into the company, should I get the job?”

Wilk was impressed with the candidate’s vulnerability. “To me there’s nothing more important than self-awareness,” Wilk said. “If you can ask that question in the [interview], it shows there’s a confidence that is very appealing.”

Read the original article on Business Insider

Earn Money as a Virtual Santa

Reading Time: 4 mins

This year’s been a tough one – but you can still make money before it finishes! With most Santa’s Grottos closed this year, you can snap up the opportunity to make money as a virtual Santa, instead. Here’s how to earn cash in the next few weeks!

  1. What Is a Virtual Santa?
  2. What You Need to Be a Virtual Santa
  3. How to Market Your Service
  4. Getting Paid
  5. More Ways to Make Money

What Is a Virtual Santa?

Being a virtual Santa could nab extra cash in time for Christmas

Virtual Santa does the same job as an in-real-life one – except on Zoom! Lots of families will miss out on visiting Santa’s Grotto experiences this year, but still want to entertain their children. That’s where Virtual Santa comes in.

You’ll host a unique video call with the family to talk to their children and give them a special message from Santa. You can choose how long you want each call to be, and set your rate accordingly. Some Virtual Santas have set up entire grottos in their homes, garages, or office spaces to really add to the experience, too!

What You Need to Be a Virtual Santa

This is a no-experience-necessary type of job. However, if you have any experience as an actor, or previously as an in-person Santa, that could really help!

You need to:

  • Be confident talking to strangers
  • Have a great knack for communicating with young children
  • Be able to stay in character for the whole video call

As for the equipment you need, it’s very simple! The basics you need to become a virtual Santa include:

  1. A Santa suit!
  2. Reliable internet connection
  3. Decorations for your background
  4. A high-quality webcam and microphone
  5. Access to reliable video call software like Zoom
  6. A diary like Calendly so people can book their call slot.

If you want to go all out, consider roping in a friend to play the part of Santa’s Elf, too!

When you’re taking bookings, it’s a good idea to ask the children’s names on the booking form. This way, you can greet your customers by name as soon as the call starts – which is a great way to play into the “Santa knows everything” ploy!

Finally, if you want to look professional and encourage more sign-ups, consider creating a website using a service such as Wix or WordPress.

Tax and Being Santa

Even Santa pays his taxes! If you’ve not earned anything else through self-employment this year, you may not need to register with HMRC as self-employed. Why? Well, this is a side earner – it’s unlikely to net you over the personal allowance of £1,000 a year that can be made before you must declare it.

However, if you make more than £1,000 – or you have other self-employed activities in this tax year (either completed or coming up before April), you must register as self-employed with HMRC. You might be doing your virtual Santa gig while on furlough or working reduced hours with your day job – you’ll definitely need to let HMRC know about your second income if this is the case. It could impact your tax code.

How to Market Your Virtual Santa Service

The great thing about being a virtual Santa is that you don’t need a fancy website to get started. It does help, though, to have a social media profile or two to get started with your marketing.

There are lots of ways you can tell people about your Santa Service, including:

  1. Post on local Facebook groups
  2. Use the NextDoor app to tell local people about your service
  3. Tell your friends and family
  4. Contact local charities and groups – if you offer some free sessions in return, they will help promote you!
  5. Get in touch with local nurseries and primary schools
  6. You could even find your local parish newsletter for an advert!

It’s also worth getting in touch with colleagues, posting on other social media such as Twitter, and you could even make a TikTok video!

Getting Paid as Santa

How to get paid as a virtual Santa

The most important thing is to make sure you’re paid for your service. With something like a Virtual Santa job, the amount you’re charging is relatively small. For a ten-minute call, most people would be willing to pay around £5-£10 depending on what you’re offering in the call. If, for example, you and your Elf will sing a Christmas song to entertain your young customers, you could charge at the upper end of this range.

As it’s not a lot of money in each transaction, get payment up front before the call. Once someone is booked into your calendar, send them a Paypal link or your payment details. Make sure you keep a spreadsheet of your bookings, payments, and amount earned. You’ll need this information to report to HMRC for tax purposes!

Getting payment in advance helps guarantee commitment from your customers. They’re more likely to actually turn up to the call if they’ve already handed money over! However, as you know you’re dealing with families with young children, do understand if your customer doesn’t join the call when they’re supposed to. If they apologise with a legitimate reason – including toddler tantrums causing delays! – try to reschedule if you can. Those who simply don’t turn up… well, that’s their loss!

More Ways to Earn Money This Christmas

There are plenty of ways you can earn money from home this Christmas, from passive income streams to tutoring online. Try these articles for inspiration:

The post Earn Money as a Virtual Santa appeared first on MoneyMagpie.