There are two types of video interviews — live interviews (using Skype, FaceTime, or LiveMessenger) and recorded Question-and-Answer interviews, also called “time-shifted” video interviews.
 
In a recorded interview, the jobseeker is directed to a website to answer questions on video, using their computer’s webcam. Video interviews provide an apples-to-apples approach to assessing candidates. All applicants are asked the same questions, and the hiring manager can review and rate the responses. These interviews can be easily set up by the company’s HR staff and the recording forwarded to the hiring manager for selection for the next round of interviews.

More common, however, are live video interviews.

In 2012, Robert Half reported in a press release that a survey by OfficeTeam found that 63 percent of HR managers use video technology to conduct job interviews. This was a significant increase from 14 percent who conducted Skype interviews in 2011.

Skype usage has increased dramatically in recent years: more than 300 million minutes of video calls are logged every day. An increasing number of those calls are job interviews.​

In 2018, CNBC reported that job interviews are more commonly conducted by AI robots and included this video to show how AI is changing the way you apply for jobs:​​

On September 20th, 2018, The Wall Street Journal provided details in an episode of Moving Upstream and included this video to show  "how new data science tools are determining who gets hired". 
​

​You can practice a video interview on a computer with a webcam, using the Skype app, or using traditional camera equipment .
 
Even though online interviews are being conducted by webcam, they are  “real” live interviews, and you should be as prepared as if you were sitting across the desk from the interviewer. In fact, you may have to prepare more! After all, you do not have to clean your room before going off to an in-person job interview, but you do need to clear a space for your online interview.

In a 2017 article about "How to prepare for a job interview", CNBC reminds us to be carefull about our vocabulary and warns us against our use of "filler words". 

Each job board also offers its own advice about video interviews.

• Indeed provides the "Video Interview Guide: Tips for a Successful Interview" .
• Monster.com lists its advice in form of "5 things you must do to prepare for a job interview". ​​

Also, here is a compilation of various HR professionals and their insights on virtual interviews: 

• Phone And Video Interview Tips: Experts Comment

Be mindful of where you set up for your video interview. Be sure the area is free of visual distractions (clutter). Carefully consider what is in the background of your AI interview. Make the background interesting, but not distracting. Plain white walls are fine, but boring. Can you frame a desk or bookshelves behind you instead?

Check out your technology well in advance of the interview. Make sure you have Internet connectivity
Make sure your webcam and microphone are working and that your webcam is providing a decent picture. (High definition webcams are available for under $100, if yours is not providing a clear picture.)

You may also have to download the software if it is the first time you are using the application.

One of the best things you can do to prepare for a live video interview is practice. Practice filming a couple of interviews with friends or family members before your job interview. Check the lighting and your volume.
 
As with a phone interview, recording your practice video interview can help you identify areas to work on, or fix. Have your test partner take a few videos.
 
Be sure to account for any time zone differences before the interview.
​​

​Review the guidelines for phone interviews, but also keep these “do’s” and “don’ts” in mind.

DO:
Dress nicely — more than one jobseeker has scheduled a video interview, thinking it would be voice only — and then accidentally found himself or herself on a video  call.
​
Dress from head-to-toe. You may think you do not need to wear dress pants with the shirt and tie since the interviewer is only going to see the top half of your outfit. But you should always expect the unexpected. You never know when you might need to stand during an interview. Pajama pants, jeans,  or shorts with a dress shirt, tie, and jacket just do not work.
 
Keep your clothing color choice in mind. Check how the colors of your clothing appear on camera. Just like TV news anchors avoid some colors — and most small patterns, pick colors that will show up well on video. Jewel tones or pastel colors work best. Do not wear white or black.
 
Practice your video interview wearing the exact outfit you are planning to wear. This trial run will also allow you to test the volume of your system, see how the interview software works (if you are not familiar with it), and make sure your lighting is appropriate.
​

​Lighting is important for virtual interviews. If the light source is behind you, you may appear as a dark silhouette on the screen. Position a lamp or other light source in front of you.

Ensure that your profile photo is professional. This is your first impression from a physical standpoint in a video conference.
 
Positioning is also important. Prop up the computer so that you are not looking down at it and practice where to sit so you are framed correctly by the webcam. Make sure your torso is visible — including your hands — especially if you “talk” with your hands.
 
Look at the webcam when you speak because it will appear to the interviewer that you are looking at them directly.

One “pro” tip is to use a USB-connected headset for an interview instead of using the computer’s speakers. Headsets are inexpensive and can provide a much clearer interview experience.
 
If possible, use a wired Internet connection (plug directly into the Ethernet port) instead of using a wireless connection.
 
If you are using a laptop for the online interview session, plug it in so you have plenty of “juice” (battery life) for the call. You do not want to have to dig for a cord to keep the computer from shutting down.
 
Turn off notifications on your computer and close your other software programs. You do not want to be distracted by beeps every time you receive an email.
 
Speaking of distractions, it is easy to tell on a video interview if you are not paying attention, so keep your focus on the interviewer.
 
Dial up the enthusiasm! Someone who speaks with normal energy in a one-on-one conversation can come across as flat and monotone on a video interview. So it is important to be a little more enthusiastic in a virtual interview than in-person.
 
Smiling is an important strategy for video interviews. Most of the time, when we are listening to someone else, we have a blank expression on our face. But on a video interview, a blank expression comes across as a frown. Keep a slight smile on your face: not a huge grin, just show a few teeth and raise your cheeks slightly. Practice this in a mirror ahead of time.
 
Lean in. You have probably heard that “the camera adds 10 pounds.” The reason for this is that many people lean backwards in their chair, when they should be leaning forward. If you sit back and relax in your chair your head will be further away from the webcam than your stomach. Unfortunately, the camera latches on to whatever is closest…your gut!
 
For women, pay careful attention to your hair and makeup in video interviews. Again, a practice interview session can help you assess this. You may even hire Interview Coaching services.
 
Be mindful of your habits. Just like in a face-to-face interview, the interviewer will notice when you twirl your hair or chew your lip.

You can take notes during an online interview, but do not take too many, or you will come off looking distracted. Take notes with a pen and paper, not on your computer.
 
If you have an online portfolio, keep the link handy. You may want to share it with your interviewer. 

DO NOT:

• Choose a cutesy or unprofessional online name — no nicknames and minimize numbers and keyboard characters. Online, your first impression is your username and photo, so make sure both are professional. Your best bet is your first name and last name as your username.
• Forget to verify the timing of your interview — taking in account any time zone differences.
• Be too quick to answer. With video, there is sometimes a delay or interference, so make sure you pause before answering a question to avoid overtalking the interviewer.
• Forget to silence your cell phone when you are on a video interview.

As with an in-person interview, be sure to inquire about what the next step will be. And write a handwritten thank you note or email as soon as you are off the call.
 
Follow-up is key after a phone or video interview. Research indicates that employers are less likely to keep jobseekers up-to-date about their prospects with the company after a phone interview than with an in-person interview.
​

► ► BE ORGANIZED ◄◄

• Print out a hard copy of your résumé (make sure it is the same version the interviewer has), cover letter, and the job posting/job description.
• Prepare your list of questions you want to ask in the interview.
• Assemble your talking points and company research.
• Record a professional voicemail message on your phone.
• Have a glass of water nearby in case your throat gets too dry.
• If using a cell phone, have your phone charger and an outlet nearby.
• If using a laptop, make sure it is plugged-in and is charging.
• Eliminate any distractions and put up a “Do Not Disturb” sign.
• Have your calendar handy in case you are asked to schedule your next interview.

Having presentation or interpersonal skills is not the same as knowing how to sell yourself in an interview. If you do not know how to sell yourself, you can’t help prospective employers. Plus, you may find it very challenging to receive employment offers and/or to negotiate your salary.

• Get training in this area if you struggle with the sales end of the job search process.
• Practice your skills with an Interview Coach.
• Learn how to talk about the benefits of your work to potential employers.
• Realize that the service you offer has value and you deserve to make money.

 
Change your thinking.
The idea of using sales skills in an interview often brings up negative thoughts. The fact of the matter is that it is an essential interaction that is necessary for your success in securing new employment. 
​

• Change your outlook by challenging negative thoughts and beliefs.
• See yourself as offering to help someone, rather than taking away their money.
•  Think of how you have benefitted from other helping relationships.
• Recognize the benefits of what you have to offer.
• Change your thinking from one of sales to one of serving others.
• Stop pitching and simply talk about your work and answer questions with ease.
• Don’t promise things you can’t deliver – this makes it easier to sell your services.

 
It’s ok to negotiate. Your expertise has a monetary value.
There is a time and a place for negotiations, offers, and incentives. Make sure you don’t sell yourself short. You exchange your experience, training, knowledge and insight for  monetary rewards. Think of your services as and yourself as a product available for purchase. 
 
Show the prospective employers why they need you.
Learn how to interact with a potential employer, so that they realize you can help them. This means  showing them, rather than telling them about your skills and knowledge.  Having a professional portolio in hard copy or online, can demonstrate your skill set in a way that prospective employers come to their own conclusions about your capabilities. Keep in mind that you are selling a product. The combination of your experience, knowledge, and skillset is your product; your resume and your interactions demonstrate a taste of things to come.
 
Believe in yourself.  SELL yourself.
Acknowledge your personal strengths and demonstrate them to prospective employers.  Help them recognize your passion and interest in learning, helping, cooperating, and applying your skills. Once you believe that you are are adding value and are capable of delivering the goods, it shines through to others.   

 Telecommuting is in the news these days, but the idea of working from home has always held some appeal for many workers. Advantages to telecommuting include eliminating a lengthy commute, allowing more flexibility to pick up or drop off children from school or child care, avoiding delays in getting to work due to weather-related concerns, and isolating yourself from contagious illnesses such as the current global concern against the spread of the Coronavirus.  In fact, it was only a few days ago when I saw a report from CNN Business with a title that started with Sick employees should stay home to fight coronavirus.

Certain types of jobs are more suited to telecommuting. Some jobs in information technology, customer service, finance, sales, marketing, and research lend themselves to remote work. Technology has enabled even some jobs that used to require face-to-face interaction — such as counseling, security, and legal jobs — to be telecommute positions, at least part of the time.
 
If you’ve been thinking about telecommuting, there are a few things to consider:

• Do you have the temperament to work from home, at least part-time? Can you take the initiative to start (and finish) projects independently? Do you have the self-discipline to give your work the same attention and focus as if you were in the office?

 

• Do you have the physical facilities at home to enable remote work? This includes a dedicated workspace and the technology tools to support working from home (i.e., high speed Internet and a separate phone line).

 

• Does your company already allow remote work? Pitching the idea of telecommuting to a company that doesn’t currently offer remote work opportunities is more difficult than requesting the opportunity in a company that already supports telecommuting.

 

• Do you already have the opportunity to work from home occasionally? Expanding your telecommuting to a regular occurrence may be easier if you’ve demonstrated your capability for remote work already.

 

With the answers to these questions in mind, it’s time to put together your proposal to telecommute. This can be a simple 1- to 2-page document, but it should definitely be in writing.

Here are some of the things to include in your proposal:

• Public Safety Concerns.  Given the spread of the Coronavirus and the rising number of casualties, most employers have Businesses roll out strategies to cope with coronavirus to protect the public safety, to adjust their workflow, and maintain their client relations. So far, many have temporarily banned international travel and other have offered telecommuting as an option.

​

• Benefits to the employer. There have been considerable research studies over the past several years that outline the benefits of telecommuting on worker productivity and efficiency. In addition, employees who work from home can sometimes offer coverage for other time zones that wouldn’t be possible when working from a traditional office. If multiple employees are allowed to telecommute, requirements for office space can be reduced with the use of shared workspaces, saving the company money. Make sure you are emphasizing the benefits to the company, not to you personally.

 

• How you meet the company’s existing telecommuting policy requirements. If your company already allows remote work, research the company’s existing policies and procedures. Which type of work is eligible for telecommuting? Do you qualify? What are the company’s guidelines for how often employees can work from home?

 

• Your proposed time for telecommuting. Which hours and/or which days are you proposing to work from home? Be specific.

 

• Describe how you can complete your job requirements remotely. Do you need any additional technology to work from home — for example, a computer, laptop, or tablet? How about a high speed Internet connection? Virtual private network (VPN)? Specific software? Are you asking the company to pay for — or reimburse you — for this additional expense?

 

• Identify tasks that can’t be completed remotely — and offer a solution to address these issues. Are there things you need to do that can’t be accomplished unless you’re in the office? How will you handle these tasks?

 

• Assess other issues that may arise (and propose solutions). Will being out of the office affect your co-workers? Identify these circumstances and propose a solution. For example, if you mentor another employee, you could suggest ongoing Skype or Zoom calls to continue to provide this support, even when you’re not in the office.

 

• Outline the security of data off-site. Do you work with sensitive client information? How will you secure this information? For example, you might outline your use of a shredder, passwords, antivirus software, and even physical safekeeping of data (locked drawers, safes, or rooms).

 

• Provide your communication plan. How do you plan to stay in touch with your colleagues and boss? Technology such as Slack, Skype, and Zoom provide access, as do texts and conference calls.

 

• Create a plan for reporting your time and results. One of the biggest concerns for managers is that things aren’t getting done while you are telecommuting. Reassure your boss by creating a plan to report your work regularly. For example, you could track your time and projects daily and submit a report of your accomplishments each Friday.

 

• Start small. In your proposal, discuss telecommuting for a trial period. For example, you might propose working from home 1-2 days per week for a month or three months. Also mention having a plan to review the effectiveness of the arrangement initially (perhaps after the one month or three month trial period) and then periodically (for example, every six months).

 

• Call to action. End your proposal with a request for an in-person meeting to review the proposal and discuss any issues.

 
(cover sheet/memo)
 
To: Jane Manager
From: John Employee
Re: Proposal to Telecommute
 
Dear Jane,
 
Attached you will find a proposal to consider my request to telecommute two days a week. I am proposing a 60-day trial period, with an evaluation at the end of the two months to evaluate whether I could continue telecommuting after that time.
 
I would appreciate the opportunity to meet with you later this week to discuss this in further detail. Thank you.
 
(proposal document)
 
Given the current collective concern about the spread of the coronoavirus, many employers have asked their employees to work from home. 

With winter weather approaching — and a 45-minute commute even when it’s sunny and dry out — I am interested in exploring the possibility of working from home two days per week. Telecommuting has grown in popularity within the financial services industry as a whole as a way to boost productivity and efficiency, especially when working on client research and longer-term projects, like our strategic planning initiative. Telecommuting also has proven to provide a positive impact on employee morale and employee retention.
 
I believe I can be more productive working from home two days a week. Research shows that remote workers are typically able to achieve 10-30 percent more work due in large part to the reduced number of interruptions compared to a normal day in the office.
 
I would propose working from home on Tuesdays and Fridays, although I am open to your input on the specific days. Mondays are obviously a heavy client contact day, in addition to having our weekly status meeting, so that would be a day that I would probably not suggest. In addition, if there is an important meeting or client event on one of the days designated for me to work remotely, I would be happy to adjust my schedule to accommodate that specific need.
 
I am open to starting my workday at 7 a.m. and working until 3 p.m. on my telecommute days. Without my usual commute, I would be available to start work earlier than normal, and finishing at 3 p.m. would allow me to pick up my children from school on those days.
 
With our current technology systems, I can access my files and client documents at home securely. I already have a dedicated home office with high-speed Internet access and an ergonomic chair. I have a desk with a locking file drawer to ensure the security of hardcopy client data that I would bring home with me. In addition. I have a shredder for secure document disposal.
 
By utilizing the company’s existing VPN and remote access software, I can ensure secure access of client data on my work computer as well as on the company’s network. I would also be open to using a company-issued laptop for my work at home, if that would be preferable. If a separate phone line is required, I can install a landline at the cost of $35/month (including taxes and fees) with my existing provider.
 
You may have concerns about my accessibility to you, my co-workers, and my clients, and my ability to work independently while at home. I will be available and accessible during our regular office hours. I will keep in contact with you, co-workers, and clients via either my cell phone or a dedicated phone line, in addition to staying in touch through email and text messages. My work voicemail message will refer callers to this alternate number.
 
The specific job responsibilities that are appropriate for remote work include client research, writing, strategic planning, working on monthly and year-end reports, and preparing for upcoming meetings (both internal and external).
 
Each week, I will create a status report outlining what I expect to complete on my telecommuting days and how much time I anticipate devoting to each task. I will track my time during remote days and report what I have completed at the end of each week. I will save the tasks that are best completed without interruption for my telecommuting days.
 
I have identified a couple of potential issues and solutions:

• I currently see clients in person up to four days a week. In anticipation of working from home two days a week, I will communicate my future availability to clients on the three days a week that I will be in the office. In fact, with your approval, I will work to schedule in-person meetings on two specific days per week in order to maximize my productivity. I will continue to maintain open communication with clients through email, regular phone calls, and using Zoom to facilitate virtual calls. (I find more and more of my clients are receptive to Zoom calls as it allows them to minimize their travel time and we can collaborate on reviewing their financial documents virtually.)

​

• I currently provide backup coverage for Pamela. I can continue to provide some support services remotely, but for those that need to be completed in person, I suggest training Ben to handle these tasks. Not only would this increase his knowledge base, but it would also improve our team’s ability to provide seamless support.

 
I hope you will consider my request based on my past work performance and my contributions to the company over the last four years.

Thank you for your consideration. I look forward to discussing this with you further.

 My own experience as a Recruiter

I have interviewed more than a few thousand job seekers. My icebreaker questions would vary often. For example:

• Tell me about yourself.
• What brings you here today?
• What do you want to do next?

 
While interviewing candidates I might ask any or a combination of the above-listed questions or other similar questions, mostly with the same purpose. I needed to hear how this person presents him/herself when they know they only have a chance to use a few words. How do they even “conduct” themselves when answering my initial question?
 
From there on, I would have a slightly better idea about the person’s vibe. I always knew that an open-ended question from the start will very easily set the tone. Moreover, it is a compelling way to set competitors apart from one another who are applying for the same job. My point is that more often than not, the vibe was almost as important as the quality of the answer itself. In other words, the answer could be genius but if it came with a really bad attitude, it was not that genius anymore.
 
The truth is that interviewers often decide whether or not they want to continue interviewing someone, based on the answer to this casual icebreaker: “Tell me about yourself”
 
There are almost as many ways to answer this question as there are people. But much is at stake and you want decisions to be made in your favor. There are right and wrong ways to answer these tricky questions. It is a good investment of your time to learn about the right and wrong way of answering this question so that you can open more doors for yourself.​

Be receptive 

• Stand out from the crowd. It can be difficult in these situations to say much about yourself, but you should really play your cards right and learn to take advantage of this opportunity. This is an excellent opportunity to show what makes you stand out from the rest. You can actually outshine your competition right here.

​

• Show your ability to guide this topic. Show that you are able to pick the right moment to say what you want to say. Show that you were able to prepare ahead of time and that you are not caught off guard. If you give an answer that leaves room for follow-up questions, you’ve done a good job. But if your answer is so detailed that leaves nothing for the interviewer to ask, you haven’t done yourself any favors.

​

• Prepare your elevator pitch. People hardly ever ask you to talk about your five-year plan. Real-life conversations are random and often casual. So, it will be easy to be impressive if you know how to sound articulate in these unstructured conversations. You will certainly leave a good impression behind if your elevator pitch comes so authentically that it doesn’t even sound like a pitch. 

Answering the Question
 

• Do not get personal. What the employer/recruiter wants to know is whether or not you are qualified to do this job, and whether or not you will mesh well with the company’s mission and culture. Please be professional. Do not talk about your personal background, your family, your children, etc. Explain to them not only how well you could do the job but also how you will fit within their company.

​​

• Be prepared. Write it down before-hand. This should not be a spontaneous answer. You have about a minute to make a point. Practicing on paper allows you to make sure you have covered every point without going off on tangents or becoming redundant.

​

• Practice your elevator pitch. Practice builds your confidence and makes your answers fluid. With enough practice, you will learn to sound natural and not rehearsed. Ask a friend for feedback.

​

• Be realistic. Remember, the person asking you this question is just another human being, after all. Please do not deliver your pitch in a robotic way. Don’t be monotonous. You must have heard the saying “Personality wins”! Right?

​

• A customized approach works best. Your resume is not one-size-fits-all. Your interview shouldn’t either. Before you go to the interview, read the job advertisement first. Pay attention to the employer’s list of priorities. Depending on the position, you may emphasize your accounting competencies or your expertise in client relations or training others. Spending a little time to research the company will help you fine-tune your pitch.

​

• Talk about your achievements. It’s now or never. Tell the interviewer what your prior managers or colleagues have said about you. If you have any praise from people who report to you, people you have trained, clients, especially competitors, or even vendors, this is the time to mention it. By doing this, you will also show that you work well with others and that you know how to build professional relations at work.

​

• Learn to tell your workstory. You are more than your resume. Share your bragworthy victories. Create interest and engage your interviewer to want to hear more...

​

• Leave room for curiosity. Your answer should serve as an introduction, not a speech. Remember, the vibe is what really matters. Please do not give your entire story. As recruiters, we find it overwhelming when we have to retain an entire career history or life story, with one question. We have to be able to carry the conversation….. So, please don’t take that opportunity away from us. I remember a job seeker in particular who simply wouldn't stop talking without taking a breath, just for that first question! He gave me SO MUCH information while answering the "Tell me about yourself" question, that in response I just had to say: “Thank you very much. Now I know everything I needed to know from the day you joined the workforce as an Intern, until today. I know exactly why you joined each company, why you left every position, how much you were paid, what didn’t work, the reasons behind your decisions along the way, and more. I honestly don’t have any other questions. You really said it all. Thank you very much. We will call you.”​

• Additional  ideas. For a list of what not to say in an interview and additonal ideas on how to answer "Tell me about yourself",  I suggest you also review "Tell Me Something About Yourself," The Easy Way. 

Negotiating your salary is a stage that comes either after a job offer has been extended or after you ask for a raise. Now it’s time to negotiate and you must learn HOW TO NEGOTIATE YOUR SALARY.
 
To begin, confidence is important in negotiations. You’ve probably heard the phrase, “Negotiate from a position of strength.” Strength comes from confidence. Confidence is built when you:  

1. Are prepared (you’ve done your homework,
2. Understand the employers’ decision-making parameters,
3. Have learned how to ask,
4. Have chosen the right timing, and
5. Know what you want out of the negotiation.

 
The most important thing to remember about salary negotiations is that most salaries are negotiable. That doesn’t mean you name a figure and the company either matches it or not. It means you’re ready to listen to what the company has to offer and give it consideration. Just remember to have realistic expectations and realize that you may not get everything you want.
 

The most important thing to remember about salary negotiations is that most salaries are negotiable. That doesn’t mean you name a figure and the company either matches it or not. It means you’re ready to listen to what the company has to offer and give it consideration. Just remember to have realistic expectations and realize that you may not get everything you want.
 
1. Do Your Homework
When you’re buying any major item (house, car, big screen television), it’s important to do your homework and find out the value of the item. It’s also important to do your homework when negotiating a salary or a raise.
 
Research your market value — what you’re worth — for your position, level of experience, and industry. In addition to online salary sites, you can get information from your professional or trade association.
 
Research the prospective employer and its salary structure. If possible, talk to current or former employees. Alumni of your college or university who hold similar positions or who are employed by the same company may provide you with useful information. (LinkedIn can be a good source of contacts for this.)
 
One of the easiest ways to find out salary information is online. There are websites that offer solid salary information, including:
 
Bureau of Labor and Statistics (wage data by area and occupation)
http://www.bls.gov/bls/blswage.htm
 
Occupational Outlook Handbook (earnings)
http://www.bls.gov/oco/
 
CareerOneStop Salary and Benefits Information
http://www.careeronestop.org/toolkit/Wages/wages.aspx
 
U.S. Office of Personnel Management Salaries & Wages (federal salary information)
http://www.opm.gov/policy-data-oversight/pay-leave/
 
Salary.com (offers free data and personalized salary reports for a fee)
http://salary.com/
 
Payscale.com (requires you to contribute data in order to receive information)
http://www.payscale.com/
 
Glassdoor.com (requires you to contribute data in order to receive information)
http://www.glassdoor.com/Salaries/index.htm
 
SalaryExpert.com (neat feature: allows you to search jobs by pay range)
http://www.salaryexpert.com/
 
JobSmart Salary Surveys (site can be hard to navigate, but offers links to industry-specific salary surveys)
http://jobstar.org/tools/salary/index.php
 
Robert Half International Salary Guides (accounting, finance, financial services, technology, legal, creative positions, administrative jobs)
http://www.rhi.com/salaryguides
 
You can also do a Google search for “average salary for (job title).” This can sometimes lead you to more specific salary data for a profession.
 
When using sites like Payscale.com and Salary.com, compare job responsibilities, not job titles. A job title can mean different things at different companies.
 
If you are relocating, part of your research should include cost-of-living adjustments. You can use the CNN Money Calculator (http://money.cnn.com/calculator/pf/cost-of-living/) to assess differences between cities.
 
2. Understand the employers’ decision-making parameters
It can also help to understand what a prospective employer considers when deciding about a salary. The employer may evaluate:
·         the level of the job within the organization
·         the scarcity of the skills and experience needed for the job in the job market
·         the career progression and experience of the individual selected
·         the fair market value of the job you are filling
·         the salary range for the job within your organization
·         the salary range for the job within your geographic area
·         the existing economic conditions within your job market
·         the existing economic conditions within your industry
·     company-specific factors that might affect the given salary, such as comparative jobs, company culture, pay philosophy, and promotion practices.
 
3. Know how to ask
When negotiating your pay, don’t name a figure that is absurdly optimistic, and be careful not to risk naming a figure that is lower than what the company is ready to offer. Instead of naming a price, say something like, “Based on my experience and skills, and the demands of the position, I’d expect to earn an appropriate figure".
 
You may also ask for additional responsibility — for example, a chance to lead projects or a task force. This gives you the opportunity to position yourself for a raise in the future, as higher-level responsibilities merit higher pay.
 
Prepare Supporting Documentation
When asking for a raise, provide written materials to back up your salary request. This can include salary data from websites, previous performance evaluations, letters of recommendation, and job postings for similar positions. If you haven’t been keeping a “brag file,” now is the time to start. Keep a journal of your work accomplishments, letters of commendation from your boss, testimonial letters from customers, and awards. Identify what makes you different (and/or “irreplaceable”) from other candidates or employees.
 
When asking for a raise, prepare a 1- to 5-page document outlining what you’ve accomplished (including testimonials, either from other employees or excerpted from performance reports or project status updates) and your salary research.
 
Make a list of your work achievements and quantify the value to the company (in terms of numbers, percentages, and dollar figures). This provides concrete data for why you’re valuable to the company. Be prepared (with examples) of projects you’ve completed that generated revenue, or saved the company money, or solved a specific problem. Focus on what you’ve done to create positive changes in the company, manage unruly employees or customers, build relationships (internally and externally), and avert disaster. You need to justify your raise.
 
Also, highlight what you’re working on right now (especially the impact these efforts will have on the company in the near future). Outline your goals for the next year — what are your priorities and what will they contribute to the company?
 
When you negotiate with a busy person, make it easy for them. If you come in with a fully fleshed-out document supporting your raise, you make it easy for them to say yes. Approach your preparation with this thought in mind: If I were receiving this information, what would make me want to say yes to the request?
 
Consider using a free service like Get Raised (http://www.getraised.com) to help you develop your case for your raise. It will help you articulate your value to the company and creates a letter that you can submit as a raise request.
 
And be sure to “dress for success” in your request-for-a-raise meeting.
 
 
4. Have the right timing
Find out how raises are typically handled in your company. Are they given out at a specific time each year? Are they merit- or performance-based, or fixed cost-of-living raises?
 
A good time to approach your boss for a raise is when you’ve had a major accomplishment (such as bringing in new business or finishing a key project), when you’ve taken on significant additional responsibilities, or when you’ve earned recognition for your work.
 
5. Know what you want
Here are some things to think about:

• How much do you need to make? How much do you want to make? What is the lowest salary you’d be willing to accept? What is your salary goal?
• Besides money, does this job fulfill any of your other needs — such as schedule flexibility, the opportunity to learn new skills, or the chance to do interesting work?
• What kind of opportunities does the position offer for training, further education, and/or professional advancement?
• Do you have other job prospects lined up? How do they compare to this position?
• What makes you worth a higher salary? How do you compare to the other job candidates? Do you have special skills that are hard to come by?

"Do you have any questions for me?" is the ONE question every candidate should be prepared to answer in an interview. 

Job interviews aren’t meant to be an interrogation — they are supposed to be a dialogue. An interview is as much about making sure the company is a fit for you as it is about making sure you are a fit for the company.​

Before the interview, at a minimum, you should research the company — and the interviewer(s).
 
At a minimum, conduct a Google search. Take a look at the company’s website. Look for the interviewer’s LinkedIn profile. While you’re on LinkedIn, see if the company has a profile on the site. Also check out the LinkedIn profiles of other key employees of the company. How long have they been in their current jobs? How long have they been with the company? What was their background before they joined the company? (Did they come from competitors, or from other industries?)
 
Your research will not only help you understand the company better, it will help you ask more informed questions in the interview.
 
And that’s the subject of this report. If you haven’t asked questions as the interview progresses, there will likely come a time in the interview when the person conducting the interview says to you, “So, do you have any questions for me?”
 
That’s where your research comes into play. Surely, as you were learning more about the job and the company, you were curious about a thing or two. Even if you weren’t, it makes a huge (negative) impression on interviewers when you don’t ask any questions. That can either signal that you’re not interested enough in the job to muster up any questions — or that you didn’t know anything about the company coming into the interview, and you weren’t paying attention enough to latch onto any information shared in the interview. Both scenarios don’t bode the will for your employment prospects.
 
With that in mind, here are more than 70 questions you can ask in a job interview. Choose 4 or 5 of them (at a minimum) and write them down on an index card or sheet of paper you can reference at the appropriate time during the job interview. 

(Often for high-level assignments)

1. What are you hoping to accomplish, and what will be my role in those plans?
2. What initial projects would I be tackling?

 (Designed to protect the employee)

• ​Are there formal metrics in place for performance evaluations?
• If I were a spectacular success in this position after six months, what would I have accomplished?
• How long has this position existed in the organization?
• Are my tasks limited to my job description?

​The job search has changed over the past 10 years. So have fashion trends. But one thing that hasn’t changed in the job search process is that people will judge you based on first impressions.
 
What you wear to an interview may have changed — in some situations — but the need to dress appropriately for the interview has not.
 
It used to be that a suit (for men) and a dress (for women) was required attire for a job interview. Now, wearing a suit might actually work against you — for example, it might signal to a prospective employer that you don’t understand the company culture. (Particularly if the employee dress code leans more towards jeans and sneakers than ties and loafers.)
 
While it’s important to feel comfortable in what you wear to an interview, you don’t want to look too comfortable. Little details about your attire will likely be noted by the interviewer and can make the difference between getting a second interview (or job offer) or not.
 
Dressing appropriately for an interview demonstrates that you’ve done your research and that you pay attention to detail. Just like you would study the company’s website ahead of time to be prepared for a job interview, studying the company culture — especially as it relates to employee attire — demonstrates your interest in working for the company.
 
You’ve heard the old saying, “Dress for success.” Nowhere is that more relevant than in a job interview.
 
Don’t give the HR person or hiring manager a reason to rule you out because you were overdressed, underdressed, or sloppily dressed.
 
The hiring manager can form an impression about you in the first five seconds of meeting you. Dressing appropriately conveys a very different impression than an impression made with poorly hemmed pants and shoes that are falling apart.
 
It’s very difficult to change a first impression.
 
Even if your interview is a virtual interview (telephone or video — i.e., Skype), you should still “dress to impress.” Don’t make the mistake of only dressing your top half for a video interview either. There are dozens of horror stories about having to stand up suddenly or change positions and your suit-on-top-shorts-on-the-bottom look is revealed.
 
Dressing appropriately can also give your confidence a boost. Getting a compliment about your appearance from friends or family before an interview can put a smile on your face and a spring in your step. On the other hand, if you are worried about a loose sole on your shoe, it can distract you.
 
The right attire can also affect how credible you are perceived to be.
 

​You’ve been told “not to judge a book by its cover,” but the reality is that we constantly judge things by their appearances. It’s why “curb appeal” is so important in real estate.
 
Clothes can make an impression — for better or worse. But more important, the right clothes can convey authority. Clothing not only communicates to others how you want to want to appear, but may also impact the way you think about yourself.
 
These concepts were reinforced by a research study. 

​The Washington Post also reported on March 10, 2012 that in a study conducted by the Kellogg School of Medicine, researchers found students did better on tests that measured accuracy and attention span when they wore a white lab coat. The lab coat — long associated with scientists and medical doctors — apparently leads students to aspire to live up to it. Students wearing lab coats performed better in concentration tests and were more engaged in the activity.
 
While no one is suggesting you wear a white lab coat to a job interview (especially if you’re not in the medical or scientific field!), this research validates the need to wear appropriate clothing to both make you feel more confident and reinforce the confidence of the interviewer that you are the right candidate for the position.

If you are job hunting while you are currently employed, you might find yourself wondering what to do if you have a job interview scheduled for a day you have to work. How do you dress for an interview when the interview attire is significantly different from what you wear to work in your existing job? You don’t want to show up for work in a suit when you normally come to work dressed in khaki pants and a button-up shirt.
 
Instead, plan to change clothes before your interview — but don’t change at your current workplace or at the company where you are interviewing. Instead, change somewhere in between — preferably some place that you will have access to a full-length mirror so you can double-check every detail of your appearance. If you don’t have time to go home, a mall or clothing store can be options. Be sure to allow yourself plenty of time to change and still get to the interview a few minutes early.
 
And don’t forget to change back into your regular work clothes before you go back to the office. For this reason, you may want to schedule your job interview towards the end of the workday so you don’t have to change clothes again. (This is a good idea anyway so you don’t feel rushed in the job interview.) 

​The job search has changed over the past 10 years. So have fashion trends. But one thing that hasn’t changed in the job search process is that people will judge you based on first impressions.
 
What you wear to an interview may have changed — in some situations — but the need to dress appropriately for the interview has not.
 
It used to be that a suit (for men) and a dress (for women) was required attire for a job interview. Now, wearing a suit might actually work against you — for example, it might signal to a prospective employer that you don’t understand the company culture. (Particularly if the employee dress code leans more towards jeans and sneakers than ties and loafers.)
 
While it’s important to feel comfortable in what you wear to an interview, you don’t want to look too comfortable. Little details about your attire will likely be noted by the interviewer and can make the difference between getting a second interview (or job offer) or not.
 
Dressing appropriately for an interview demonstrates that you’ve done your research and that you pay attention to detail. Just like you would study the company’s website ahead of time to be prepared for a job interview, studying the company culture — especially as it relates to employee attire — demonstrates your interest in working for the company.
 
You’ve heard the old saying, “Dress for success.” Nowhere is that more relevant than in a job interview.
 
Don’t give the HR person or hiring manager a reason to rule you out because you were overdressed, underdressed, or sloppily dressed.
 
The hiring manager can form an impression about you in the first five seconds of meeting you. Dressing appropriately conveys a very different impression than an impression made with poorly hemmed pants and shoes that are falling apart.
 
It’s very difficult to change a first impression.
 
Even if your interview is a virtual interview (telephone or video — i.e., Skype), you should still “dress to impress.” Don’t make the mistake of only dressing your top half for a video interview either. There are dozens of horror stories about having to stand up suddenly or change positions and your suit-on-top-shorts-on-the-bottom look is revealed.
 
Dressing appropriately can also give your confidence a boost. Getting a compliment about your appearance from friends or family before an interview can put a smile on your face and a spring in your step. On the other hand, if you are worried about a loose sole on your shoe, it can distract you.
 
The right attire can also affect how credible you are perceived to be.

• ​Ask someone who works there. If you already know someone who works for the company, reach out and ask. If you’re not sure if you’re already connected to a current employee, do a search on LinkedIn or type the company name in the search bar on Facebook. On Facebook, look at who “Likes” the page and click on the profile to see their employer information, if they provided it. On LinkedIn, type in the company name in the search box and it will show you your connections — and shared connections — who are currently or previously affiliated with the company. You can also reach out to the hiring manager and ask about appropriate interview attire.
• Conduct a visual inspection. If you don’t have an inside source — and don’t want to ask the hiring manager directly — go see for yourself! If you arrive at the beginning or end of the workday (or around lunchtime), you should be able to get an idea of dress code by seeing what people are wearing as they enter or exit the building. Be careful, however, if you use this method, as some companies have events like “Casual Fridays” that may throw off your investigation.
• Snoop on social media. If your prospective employer has social media accounts, browse the photo gallery for photos showing people at work. However, make sure you’re viewing an actual photo from the company, and not a stock (purchased) photo. And, as with the “Casual Friday” caution above, make sure the photo is representative of a “day in the life” of the company employee, and not a special event.

 
Once you have a general idea of dress code, you need to decide how to apply that information to what you’re actually going to wear. One guideline for interview attire is to “Dress One Step Higher.” Once you know what an employee in the position you’re applying for would normally wear to work, elevate it one notch. So, for example, if the typical employee wears khaki pants and a button-up shirt, you might wear dress slacks, a blazer, and a shirt with a tie. Wearing a suit to a company with a less formal dress code would look out of place. This type of attire is usually referred to as “business casual.”
 
Business casual attire is appropriate for interviews where a full suit would be overkill. For men, choose a dark, single color or lightly patterned sports coat or blazer, solid color dress slacks or trousers, a collared shirt, complementary tie, and dark-colored dress shoes. Socks should closely match the trouser color. Although the word “casual” is in the description, khaki pants are too casual. For women, a pair of black dress slacks can be worn with a nice sweater and/or button-up shirt or blouse, or button-up shirt and blazer or jacket, and dress shoes or low-heeled shoes. A modest dress (knee length or longer in an interesting color or a muted pattern) is also an option.
 
When interviewing for a job in retail, food service, or customer service, the right interview attire might lean more towards “casual” than “business casual.” In this situation, you’re not wearing a jacket or necktie, but the outfit still has to look professional. A collared shirt (with no tie) or polo shirt and slacks or neat khaki pants are appropriate. Men can wear a jacket or blazer but can take it off if it seems too formal. For women, a dark blazer with a simple blouse or button-up shirt can be worn with khaki pants or even dark-wash jeans if they are well fit, with no rips or tears. Shoes should always be closed-toed — no sandals or flip-flops.
 
If you’re interviewing for a job that requires you to wear a business suit every day, however, that’s how you’d dress for the job interview. This attire is appropriate for most executive roles as well as positions in law, banking, and finance. In this case, men would wear a conservative suit with a white or solid color shirt, tie, dress socks, and well-shined shoes. Women would wear a suit (either a pantsuit or skirt suit) or a conservative dress with panty hose and dress shoes. You can offset a black or dark suit with a pop of color in the form of a brightly colored shirt or blouse. However, it goes almost without saying that women should avoid short dresses and low-cut, revealing necklines when choosing interview attire.
 
For both men and women, avoid anything too bright or flashy. Don’t let your clothes be a distraction. You want the focus to be on you, not what you’re wearing. Be remembered for your interview answers, not your interview attire.

• Do take it easy on perfume and cologne (or skip it altogether). You never know when someone might be allergic.
• Do pay attention to your shoes — because your interviewer will! (Pay special attention to heels and soles.)
• Do dial down the accessories — avoid flashy jewelry and large sunglasses. Women, only wear one ring per hand. If you have a lot of piercings or earrings, take out all but one of them so they aren’t a distraction.
• Do your best to cover any tattoos.
• Do focus on fit. Items that are too big or too small or too loose or too tight will have you focusing on what you’re wearing, not what you’re talking about with the interviewer. Try out an outfit before you wear it to a job interview. Make sure it’s comfortable to sit in as well as stand and walk in.

Don’t get too crazy with colors or patterns.

Don’t wear socks that are too short with your pants. Socks should cover at least half the leg so that when you sit down, no leg shows.

Don’t forget your hair! Your hairstyle should be professional and shouldn’t distract the interviewer. 

Men:

• Dirty and wrinkled clothing that doesn’t fit properly
• A shirt that is too tight at the collar or around the waist
• Dirty hands, nails, or hair
• Dirty shoes, or shoes that don’t match the outfit
• Wrong style clothes
• Piercings, noticeable tattoos, inappropriate hair color

 
Women:

• Too much or inappropriate jewelry
• Too much/too little makeup
• Scuffed or inappropriate shoes
• Clothing that is inappropriate for the workplace
• Ill-fitting clothing
• Piercings, noticeable tattoos, inappropriate hair color

Recruiters are looking for candidates that are a close match to what an employer has outlined as the hiring requirements for the position. In essence, they are looking for square pegs for square holes. If your work history and accomplishments meets their current or future needs, they may add you to their database. Recruiters may contact you if they have a position that fits your profile — or they may make contact to ask you to recommend other people who might be interested in an opening they are recruiting for.
​

​There are many ways to connect with a recruiter. Sometimes, a recruiter will find you. This is particularly true if you have specialized, in-demand skills. If you post your résumé to an online job board, you are likely to receive contact from recruiters. Others may identify you through a professional association you’re a member of, or through mentions of your work that appear online (for example, blogs, articles, and publications).

LinkedIn is also one of the most common ways to be “found” by a recruiter. Recent surveys indicate that 95% of recruiters use LinkedIn to identify candidates. You are more likely to be found on LinkedIn if you have a complete profile that is optimized with specific keywords and accomplishments. Recruiters are always looking for good candidates to add to their database.
 
But you don’t need to wait to be found to work with a recruiter. Proactively making a connection with one or more recruiters can be a good strategy, even if you are not currently looking for a new position.
 
LinkedIn can be an effective way for you to make a connection with a recruiter. Use the “People Search” function on LinkedIn to find recruiters in your field or specialty.

Search the “Keywords” or “Title” field for recruiter and keywords and industries relevant for your field, like “engineering,” “manufacturing,” or “technology.” You can then narrow down the search by other criteria, like location. You can continue refining the results until you come up with a few names to contact.

Google can also help you find recruiters. Search Google (http://www.google.com) using a search such as “IT Recruiter Las Vegas” or “Engineering Recruiter San Antonio.” You can also search Google and job boards for jobs posted by recruiters. If you find postings for positions similar to the one you’re interested in, you can contact the recruiter and present yourself for other opportunities.

You can also use a résumé distribution research firm to identify targeted recruiters to contact. For example, Profile Research (http://www.profileresearch.com) can research and develop lists of recruiters that are looking for candidates with your qualifications and expertise. For a fee, they will identify the recruiters and distribute your résumé and cover letter to these individuals (either via e-mail or offline).
 
You can use free and paid online directories to access recruiters as well.
 
Custom Data Banks (https://www.customdatabanks.com/) maintains an online directory of recruiters. 

Online Recruiters Directory is another resource that you may want to explore here: 
http://www.onlinerecruitersdirectory.com/.
 
SearchFirm
One free directory option is SearchFirm (http://www.searchfirm.com). Designed to help executive search firms connect with corporate clients, jobseekers can search the database by specialty, geography, and recruiter name.​

NPA (The Worldwide Recruiting Network) - Jobseekers can also search the online directory of The Worldwide Recruiting Network (http://www.npaworldwide.com/DIRECTORY/) to find member firms.

​The NPA website also has a job search to tool for jobseekers to view listings posted by recruiters within their network. Search the NPA Job Board by job title, keywords, and/or specialties (https://npaworldwide.com/for-job-seekers/ ).

Often the best way to find a recruiter, however, is through a referral from someone you know. Talking with co-workers in your field to see who they have worked with is a great way to find a recruiter. If there’s a specific company you want to work for, you can also make a connection with someone in their human resources department and ask if there is a specific recruiter or recruiting firm they work with often. Learning proven networking strategies will always help you be more effective.
 
Research your recruiter. See if he or she has been involved in any high-profile searches in your industry (these are sometimes profiled in industry publications). Google your recruiter’s name and see what job postings he or she has listed online. You are trusting your personal information and reputation to your recruiter, so trusting him or her is essential.