A Summary Statement is a brief introduction of your skills and abilities as they relate to the position. It is used to answer questions about your past experience and education. The Summary Statement is made up of three parts.

1. Describe your years of relevant experience and related education.
2. Highlight technical and non-technical skills or other special knowledge.
3. Provide personal qualities and job-related values that are relevant to your desired position.

Sample Question: Tell me about yourself.

Answer: I have over five years of experience as an Administrative Assistant. Throughout my career I have worked in fast-paced business environments. My key skills include typing 60+wpm, working with the advanced features of MS Word and Excel, and responding to customer questions. I have extensive experience coordinating and scheduling travel, special events, and projects for senior management. I am dependable, self-motivated, and known for producing high quality results.

Download the Summary Statement worksheet.

Practice your Summary Statement with sample interview questions.

A Problem-Solution-Result (PSR) is a short story that describes your skills and experience. It is used to answer questions about your strengths, skills, and abilities. The PSR framework provides a logical structure to paint a memorable picture for your interviewers, helping them to remember you and your accomplishments long after the interview ends. Each PSR story contains three parts.

• Problem: What was going on?
• Solution: What did you do?
• Result: What was the benefit to the employer?

Sample:

• Problem: Staff were submitting time cards with errors.
• Solution: I created a spreadsheet that would automatically allocate staff time to correct charge codes.
• Result: Staff time cards were accurate, saving me time on correcting and updating time cards.

Here’s how that might sound in an interview:

Question : Tell me about a time you came up with a solution to solve an existing problem at work.

Answer: When I was working as a program supervisor I was spending a lot of time reviewing and correcting time cards. Our time cards were done manually by each staff member. I decided to create an automated time card using excel. The new template automatically checked hours for each day and allocated time to different charge codes. The new system reduced the number of errors and cut the time it took to review weekly time cards down by 75%.

Download the PSR Worksheet.

Practice the PSR technique with sample interview questions.

A Sandwich is used to respond to negative questions. This is a three-part reply that sandwiches negative information between two positives. Sandwiches show a positive attitude - the ability to see and present things in the best light.

How to construct a sandwich:

• State a positive personal quality or value.
• Briefly state your job related negative / weakness.
• State what you have done or are currently doing to overcome this negative / weakness.
• Link the benefit of your improvement in this area to the company that is interviewing you.

Here’s how that might sound in an interview:

Question: Tell me about one of your weaknesses.

Answer: Although I really like people, I get nervous when I speak in front of large groups. So I am working on this by taking public speaking classes at the local college. I think this will benefit your organization with the quarterly presentations that you mentioned.

Download the Sandwich Worksheet.

Practice the Sandwich technique with sample interview questions.

How to address questions regarding salary:

Employers operating in California can not ask an applicant for information on their salary history. Also an employer must, upon reasonable request, provide an applicant with the pay scale assigned to the position sought.

Strategies to Pass Salary Screen Questions

It is in your best interest to know the current market rate for the positions you are applying to. Please use the following resources:

• Salary.com
• Pay Scale.com
• Glassdoor.com
• California EDD Labor Market Information

Here’s how that might sound in an interview:

Question: What are your salary expectations?

Response: What is your range for this position?

After they give you their range, get more information about the scope and responsibilities of the job in order to start building your value. You might say “Your range seems fair. Would you tell me more about the position?”

Independent recruiters may push for salary information. Since they are not the direct employer they may not provide the salary information. In this case, use the salary data you have collected to provide a range. "Based on my research I am looking for a salary or compensation package between X and Y."

The end of the interview is your final opportunity to ask questions, express interest in the position, and determine next steps.

Three steps to an effective closing:

1. Ask questions that demonstrate you are engaged and that help you learn more about the position and company.
2. Let the employer know you interested in the position.
3. Ask about next steps in the hiring process and ask for a business card so you can follow-up.

Here’s how that might sound in an interview:

Question: Do you have any questions for me?

Answer: Although I learned a lot today, I do have a few remaining questions. Can you please tell me the key project you would like the person you hire to complete within the first three months on the job? Also what do you think is the biggest challenge for the person coming into this position? I want to thank you and your team for meeting with me today. I really enjoyed speaking with everyone and I learned a lot about the position and the team. I am excited about this opportunity. Can you tell me the next steps in the hiring process? Thanks again for your time, would you happen to have a business card?

Practice an effective closing with sample follow up questions to ask the interviewer.

• What are the skills and qualities you are seeking in your ideal candidate?
• What do you see as the department's and company’s strategic goals and what must go right to achieve those goals?
• What do you see as some of the challenges of this position?
• What do want you the new person to achieve the first three months on the job?
• What would you like done differently by the next person who holds this job?
• Describe how you see this company developing over the next few years.
• What is the next step in your hiring process?

Thank-you letters are your chance to go the extra mile and put yourself in front of the hiring manager one more time. Very few candidates follow up after an interview with a thank-you letter, so this is your chance to stand out.

Following Up With a Thank You Letter:

• Keeps your name fresh in the interviewer's mind and leaves a more lasting impression on your interviewer.
• Demonstrates your enthusiasm for the job.
• Reiterates your key qualifications and reminds your interviewer of how your capabilities will benefit the company and justify the risk.
• Affords you the opportunity to clarify information you have provided and describe additional qualifications you may not have mentioned during the interview.

Sample Thank-You Letter

Dear Ms. Wright,

I want to thank you for your time and the intriguing conversation concerning the unique requirements for your design engineer position. I was especially excited that our ideas about the future of D-Zine were so similar.

Your team is impressive, and I believe I could work quite effectively with them. My technical expertise in industrial robotics equipment could be a perfect complement to the talents they already possess. I also see my project management background and capacity for details benefiting you in getting all projects scheduled to utilize your team efficiently.

I look forward to hearing from you regarding our next steps. Thank you, again, for such an informative and enjoyable meeting.

All the best,

Behavior-based Interviewing is a form of interviewing that assesses past behavior as an indicator of future performance. They are used by employers to

• Assess a candidates' skills and competencies and compare them to the needs and preferences of the employer.
• Require candidates to talk about specific experiences from their past.
• Evaluate how past successes and challenges relate to the competencies necessary to perform well in the current job.

How Are Interview Questions Developed

• Employer defines the skills, characteristics and competencies for the position = position profile.
• Questions are then developed to probe for these characteristics by asking about past experience “Tell me about a time when…” or “Describe a situation where…”

What Questions Can You Expect

• Open-ended questions.
• Related to employer identified job profile.
• Questions that assess your behavior and reaction to both successes and challenges.

How Should You Respond  

• Put your interview responses in the Problem, Solution, Results (PSR) format whenever possible. Clearly describe your role or behavior in the situation and explain the outcome.
• Use the Sandwich technique if you are asked about a challenge, mistake, or negative. Follow up any negatives you were forced to reveal in your response with what you learned from the situation and how that has helped you overcome such obstacles and challenges since then.

Download the Behavior-based Interview Workbook to create your job profile and review sample interview questions based on your job profile.

There are thousands of possible interview questions and preparing for each one would be impossible. Instead of preparing for specific questions, prepare for the question behind the question.

In the following sections you will find interview questions that relate to different interview techniques we reviewed previously. Download the complete list of interview questions to refer to later.

Summary Statement 

The employer is asking for a description of your abilities and background as they relate to the prospective job. Common questions that can uncover this information are:

• Tell me about yourself.
• How are you qualified for this job?
• Why should I hire you?
• What makes you a good candidate for this position?
• How did you come to choose this field?
• Why are you interested in our company? or What do you like about our company? aka Why do you want to work here?
• What interests you most about this position? or Why do you think you would like this particular type of job?
• How would a co-worker describe your personality?
• How would your last supervisor describe you? or Would your last supervisor recommend you for this position?
• What outside hobbies do you have that enhance your professional knowledge?

PSR 

This is your opportunity to sell yourself by specifically focusing on the skills that will be used in this position. Common questions that can uncover this information are:

• What are your strengths?
• What accomplishment are you most proud of?
• What is your best quality?
• What did you like most about your last job?
• Tell me about a time when....
• Tell me about a problem either involving personnel or a technical situation, that you were able to resolve.
• Tell me about a time when you used an innovative approach to solve a problem at work.
• Give me an example of a time when you used customer feedback to improve your services or product.
• When have you had to make a decision under stress? How quickly did you arrive at a decision?
• Give me an example of a time your day was interrupted and thrown off schedule. How did you handle the situation?

Sandwich 

The interviewer is looking for any issues or red flags that would eliminate you from the candidate pool.

• Tell me about a weakness.
• What did you find challenging in your last position?
• What would you like to improve over the next year?
• What did you like least about your last job?
• Describe a mistake you made on your last job.
• Why did you leave your last job?

Salary Screen

The interviewer is trying to determine how much money it is going to take to make you happy.

• What are your salary requirements?

Questions You Can Ask

This is your opportunity to learn more about the position, expectations, and realities of the position.

• What are the skills and qualities you are seeking in your ideal candidate?
• What do you see as the department's and company’s strategic goals and what must go right to achieve those goals?
• What do you see as some of the challenges of this position?
• What do want you the new person to achieve in the first three months on the job?
• What would you like done differently by the next person who holds this job?
• Describe how you see this company developing over the next few years.
• What is the next step in your hiring process?

• type of industry/organization
• basic organizational philosophy / “corporate culture”
• products or services
• company size
• financial history / net earnings
• mergers / acquisitions
• competitors

• Find an inside contact - someone who is now, or has been, employed at the prospective work place - and asking her or him questions such as:
  • What do you like about working here?
  • How would you describe the company culture?
  • Where do you see the company heading in the next 3-5 years?
  • What's the biggest challenge the company is currently facing?
• Use the Internet to research companies through their home pages and related articles.
• Review LinkedIn, Facebook, and Twitter company pages.
• Utilize school and employer alumni networks to find key contacts.
• Visit the company's physical address or conduct an informational meeting there, if possible.

• LinkedIn company pages
• Glass Door
• Hoovers
• Reference USA
• AtoZ Databases
• Company Information Sheet

To convey professionalism:

• Ask to reschedule the call if you need more time to prepare.
• Be informed about the company and its products. 
• Have your resume outlining your strengths and accomplishments handy.
• Ask questions and listen carefully to the answers as you selectively take notes to use for your in-person interview. 
• Find out the needs and requirements of the company so you can target your answers to their needs.
• Limit your responses to a couple of sentences; you can always ask, “Would you like to know more?”
• Find out the next step in the interviewing process before getting off the phone. Ask your interviewer, “Could you tell me where you are in your search for this position?” or “Where do we go from here?”

To make a good impression:

• Answer the phone professionally at all times during your job search. Remember, this is the employer's first impression of you.
• Speak directly into the phone, pronounce your words clearly and do not eat, drink, or chew gum.
• Control any excessive background noise which might distract either you or the interviewer. Turn off TVs and music and move to a quiet location.
• Use the interviewer's name during the conversation. Write it down in your notes immediately so you will have it in front of you during the call.
• If you don't understand something, ask for clarification immediately so the misunderstanding won't embarrass you later on.
• Speak at a similar volume level and rate of speech as your interviewer. Adapting to the communication style of your interviewer will help develop rapport by making the interviewer more comfortable with you.
• Provide complete, concise answers and refrain from filling in silences with nervous chatter.

The panel interview is an opportunity to talk to multiple people involved in the hiring process at the same time. The panel members will most likely represent different departments within the company that this position will interact with on a regular basis. Although it can be unnerving to be talking to multiple people at once, you are able to condense the interview process from multiple hours to 30-60 minutes.

Techniques to help you effectively handle a panel interview

• Use our Interview Techniques detailed above to provide solid and specific answers.
• Write down everyone's name and then use their names throughout the interview when responding. This helps to build rapport with the panel members.
• Engage everyone - When responding to a question start with the interviewer that asked the question and then make eye contact with the entire panel while answering.
• When you are wrapping up your response, end by looking at the person that asked you the question.
• Be prepared to ask questions so that you can learn more about the position, team, environment.

If your interview will be virtual (with a live person or a computer asking you questions), it is important to be comfortable with the technology including the virtual platform, lighting, and your computer. 

Zoom, Google Meets, MS Teams, WebEx and FaceTime are the most commonly used technologies because they are free and relatively easy to download and use. Here are some tips on how to manage a video interview:

• Test Your Tech
  Make sure your internet connection, camera, and microphone are working properly. Log in early to check audio/video settings and minimize the chance of last-minute glitches.
• Choose a Quiet, Well-Lit Space
  Sit in a clean, quiet location with good lighting. Face a window or use a light source in front of you to brighten your face. Avoid backlighting and cluttered backgrounds.
• Dress Professionally
  Wear attire appropriate for the job you're applying for, just as you would for an in-person interview. Solid colors often look best on camera.
• Practice Eye Contact
  Look at the camera when speaking—not the screen—to simulate direct eye contact. This helps create a stronger connection with the interviewer. And don't forget to smile and let your enthusiasm shine.
• Prepare and Engage
  Keep your resume, brief notes, and job description nearby for reference. Be ready with thoughtful questions, and stay focused, alert, and enthusiastic throughout the interview. While AI sites can be useful in preparing for interviews, do not use them during the interview.  Naturally, show the interviewer what you know and the value you can provide to them.
• Watch this video for tips on how to prepare and shine during a video interview.

• Remember to be friendly to all employees from the moment you enter company property - they may discuss you openly once you leave.
• Have a “can do” mentality.
• Show enthusiasm.
• Express your motivation to work for this particular company.
• Steer clear of negative words.
• Give non-defensive answers to questions and use a positive tone of voice.
• Communicate that you are flexible and adaptable.
• Be sincere and honest.

People communicate with more than just words, revealing a great deal about unspoken thoughts and feelings through body language. In the interview situation, remember to pay attention to what your body is communicating.

• Demonstrate good eye contact.
• Be aware of what your body position and gestures are communicating.
• Use a variety of positions and gestures to appear dynamic; show interest by slightly leaning forward.
• Be aware of facial expressions.
• Avoid nervous or repetitive gestures.
• Smile and it's okay to laugh!

• An employer may rescind an offer if they sense hesitation or dissatisfaction. Approach negotiations with a collaborative, positive attitude that reflects genuine interest, confidence, and professionalism.
• Be realistic with your requests and know your priorities. Research the market and know what the going rate is for your position and level.
  • Salary.com
  • Pay Scale.com
  • Glassdoor.com
  • California EDD Labor Market Information

1. Express desire for the job and gratitude for the interviewer's interest and offer.
2. Ask for what you had hoped for and in a collaborative way, ask how something can be done to reach an agreement. Here is a list of possible items to negotiate for as part of your compensation package.
3. Prioritize your requests and ask for them one at a time.
4. Ask for your top priority first.
5. Discuss one issue at a time and come to closure on it before moving on.
6. Look for signs of discomfort from your interviewer, and know when to stop.
7. Summarize the overall offer at the end to be sure you have understood the agreement.
8. Request the offer in writing (an offer letter) and get permission to consider the offer within a reasonable period of time.
9. Reiterate your gratitude and interest in the offer, and express appreciation for their flexibility with your requests.

• Here are four sample negotiation scripts to review.
• Write your own negotiation script.
• If you are not sure about your current income requirements, here is a simple budget sheet
• Use AI to help you research and build your script.

Self-awareness is the ability to understand who you are, what you’re good at, where you need to grow, and where you want to go in your career. It also means being able to confidently answer the common prompt:  “Tell me about yourself.”

Why Self-Awareness Matters

True self-awareness takes reflection and honesty. It means stepping back to assess your place in the professional world and what you need to do to move forward. Being self-aware helps you:

• Recognize your role and impact in the workplace
  
• Improve how you communicate and collaborate with others
  
• Understand and adjust for your own blind spots or weaknesses
  
• Take ownership of your career direction
  

It’s key not just for personal growth, but also for successful professional relationships.

How to Build Self-Awareness

The first step is self-discovery. Take time to identify:

• Your strengths
  
• Skills you’re confident in
  
• Topics or tasks you enjoy (interests)
  
• Personality traits that define how you work and interact
  

Doing this will give you a clear way to describe yourself, insight into the roles and environments that fit you best, a foundation for setting meaningful career goals, and the building blocks for creating your personal brand.

We offer a variety of self-assessment tools to assist you with gathering this data.

What is Networking?

Networking is the process of sharing advice, information, and referrals. It includes the people you already know and the intentional effort to expand your circle by connecting with others who may be valuable sources of:

• Guidance
• Industry insight
  
• Job leads or referrals

Why is Networking Important?

Because when it comes to finding a job, people hire people they know. Networking increases your chances of being referred—and referrals make a real difference:

• Referred candidates are more likely to get hired
  
• Referrals are prescreened by someone the employer already trusts
  
• Referred employees tend to:
  
  • Fit better with team culture
    
  • Stay longer in the role
    
  • Get hired faster
    

For employers, this makes referrals a smarter, lower-risk investment.

How to Network Effectively

When you network, be ready with a clear, concise pitch that covers:

• Who you are
  
• Where you’ve been (experience or background)
  
• Where you’re going (career goals)
• What specific assistance do you need (your “ask”)
  

Networking is a two-way street—great networkers offer help without expecting anything in return, make themselves available to others, listen more than they talk, and ask thoughtful questions to show genuine interest.

Building strong connections starts with authenticity and generosity—and leads to lasting relationships that benefit both sides.

The best time to network is when you are working. Stay in touch with colleagues so that when you are unemployed, they will remember you and want to help. Schedule times for quick check-ins with those you know. Make networking a vital part of your career.

Check out our networking tips and tools 

Why Are Most Jobs Filled Through Referrals?

Because employers trust referrals. They know that employees will only recommend people they know, trust, and respect—which means referred candidates are more likely to be high-quality, reliable hires.

Your Reputation Matters

To benefit from referrals and advance your career, it’s essential to maintain a positive professional reputation. That means taking responsibility for how others perceive you and being intentional about how you show up at work.

Together, these elements build trust with others—and increase the likelihood that someone will feel confident referring you for an opportunity.

How to manage your workplace relationships

• Meet with Your Boss within First 30 Days: Use this meeting to assess your progress and bring up any questions or concerns you may have. It's a valuable opportunity to make sure you're on track and to plan any necessary adjustments moving forward. Keep in mind that your manager may not always be available to answer questions in the moment, so it can be helpful to identify a mentor—someone you can turn to for guidance and support when you need it.

• Get to Know People and Memorize Names: Write down people’s names along with a few details to help jog your memory later. When you're introduced to coworkers, try repeating their names during the conversation—it can really help reinforce them in your memory.

• Build Relationships Cautiously: People are often judged by the company they keep, especially in the workplace. Be friendly and approachable with everyone, but avoid forming exclusive cliques that may alienate others. Steer clear of office gossip and refrain from speaking negatively about supervisors or colleagues. As you build workplace relationships, remember to set boundaries on how much you socialize during work hours. Excessive socializing can give the impression that you're not managing your time effectively.

• Be a Good Communicator and Listener: Keep your communication clear and to the point—whether it’s face-to-face, over the phone, or by email. Avoid over-explaining. Strong communication isn’t just about speaking—it starts with listening. Focus on truly hearing what others are saying to build better understanding and stronger working relationships.

How to manage your reputation in the workplace

• Don’t Get Frustrated if Things Don’t Go Perfectly: Stay positive and patient, especially in the beginning. Don’t get discouraged if everything isn’t perfectly in place when you start. It can take time to get settled—focus on learning, adapting, and making the most of each day.

• Email/Internet: Always assume your email and internet use at work is monitored. Most companies have administrators who can access electronic communications. Keep your emails brief, clear, and professional and always proofread for spelling and grammar before sending. Also, consider whether a phone call or face-to-face conversation might be more effective than email, especially for complex or sensitive topics.

• Dress Appropriately: Your appearance plays a key role in making a positive impression at work. Pay attention to how others dress and take cues from the company culture or any written dress code. Whether the environment is casual or formal, aim to present yourself in a clean, neat, and professional way that fits the workplace.

• Be Teachable and Flexible: In today’s fast-paced and ever-changing work environment, the ability to learn and adapt quickly is essential. If you have concerns or encounter challenges, express them calmly and clearly. Avoid reacting in a panicked or emotional way. Staying composed helps you address issues more effectively and builds trust with your team.

• Think before You Speak: Be mindful of how you reference past work experiences. Saying, “This is how we did it at my last company,” can unintentionally create distance between you and your new team. It may signal that you're still holding on to old ways rather than embracing the new environment. Instead, if you have a suggestion, try saying something like, “Have we considered doing it this way?” This shows openness, respect for current practices, and a willingness to contribute constructively.

• Be the First in and Last to Leave: Punctuality and presence make a strong impression. People take notice of when you arrive and when you leave. Sometimes even more than what you accomplish during the day. Arriving early and staying a bit later, especially when you're new, shows dedication, a strong work ethic, and a willingness to learn. As you build credibility and demonstrate competence, you'll likely earn more flexibility with your schedule.

How to manage workplace results

• Acquire Copy of Job Requisition and Performance Evaluation: Reviewing key documents helps you understand your role and how your performance will be measured. By comparing your job description with performance expectations or evaluation criteria, you’ll get a clear picture of what the employer values most. This insight allows you to prioritize effectively and work smarter, not just harder.

• Create a Personal Training Manual: Think of this as your personal guidebook for success. It will serve as a storehouse of processes and procedures for performing key job functions. Having this resource on hand can ease anxiety, boost confidence, and help shorten your learning curve as you get up to speed.

• Learn Your Job: Take ownership of your work and strive for excellence in everything you do. Make an effort to understand how your role and department support the company’s overall mission. Your employer is counting on you to get up to speed quickly and start contributing. One common mistake is trying to customize or change procedures before fully understanding the job. Focus on learning the fundamentals first. Once you’ve mastered the basics, you’ll be in a better position to recognize where improvements can truly make a difference.

• You are the CEO of Your Desk: The way you maintain your workspace influences how others perceive you. While it can be tough to keep things tidy during a busy day, taking just 5 to 10 minutes at the end of your shift to organize your area can make a big difference. A clean, orderly workspace reflects professionalism and respect for both your role and your coworkers.

• Make Time to Think and Plan:  An hour of planning can save you two hours of work. Taking time to think and plan ahead helps you work more efficiently, saving time, money, and resources. Planning gives you a clearer view of the big picture and will help  you decide what needs to be done, when, where, and by whom. It’s a simple habit that leads to smarter decision-making and better results.

• Focus on Progress, Not Perfection: Take things one step at a time. Every new beginning comes with a learning curve. Mistakes are part of the process. When they happen, take responsibility, address the issue, and create a plan to fix it. Being proactive not only helps resolve problems, it also shows your employer that you have strong problem-solving skills and a growth mindset.

One of the best strategies for dealing with unemployment is working to avoid it in the first place. Too often, employees remain with a struggling company until it’s too late, resulting in layoffs. Some stay because they’re unaware of the warning signs, while others believe things will turn around or assume they’re indispensable.

To stay ahead, develop your ability to “read” your organization. Regularly assess both the company’s health and the broader market. Ask yourself:

• Is the company selling its products/services and generating revenue?
  
• Are vacant positions being filled, or are hiring freezes in place?
  
• Is the company investing in innovation and growth?
  
• Are departments being downsized or eliminated?
  
• Are budgets shrinking across teams or projects?
  
• Has the company secured new rounds of funding, if applicable?
  
• Are key leaders or high performers leaving the organization?

Being aware of these signs can help you make informed decisions and take proactive steps in managing your career.

If you identify that the company or department is not stable, then it is time to create a plan of action using our Job Search Plan master checklist . You are more marketable while employed, so the time to start a job search is before you are out of work.

Seeking guidance from experienced professionals can shape and strengthen your career. Reaching out for advice, information, and referrals is not a weakness, it’s a smart strategy. While some people try to navigate their careers alone, successful professionals know when to ask for help. Self-awareness and the ability to seek guidance are key traits of strong leaders.

Benefits of Having a Mentor

• Learn new skills and gain industry insights
  A mentor can help you develop practical knowledge and stay current in your field.
  

• Receive an objective perspective on tough situations
  Mentors provide a neutral, experienced viewpoint to help you navigate challenges.
  

• Stay accountable to your goals
  Regular check-ins with a mentor can keep you focused and on track.
  

• Keep your career aligned with your long-term vision
  A mentor can help you see the bigger picture and make strategic decisions.

Even the most accomplished mentors often have mentors of their own. As you advance in your career, consider giving back by becoming a mentor yourself. Mentoring others is a rewarding way to grow both personally and professionally.

Benefits of Becoming a Mentor:

• Build your leadership and communication skills
  Guiding others sharpens your ability to lead, coach, and inspire.

• Expand your professional network
  Mentoring opens doors to new connections and opportunities.

• Share your knowledge and experience
  Your insights can help others avoid pitfalls and reach their goals faster.

• Make a positive impact on someone else’s journey
  Supporting another person’s growth is deeply fulfilling and leaves a lasting legacy.

Where Can You Find a Mentor?

• Review your current network – Look to people you already know and trust.
• Evaluate senior employees at your company – Observe those who lead by example.
• Consider people you meet at professional events – Conferences, workshops, or networking meetups can be great places to connect.
  

Who Should You Choose as a Mentor?

Remember, the best mentor may not be the loudest or most visible. Often, it's the person who quietly leads, stays busy, and is consistently relied upon by others.  Ask yourself:

• Who is the “go-to” person at the company?
• Who seems most motivated and committed?
• Who is consistently engaged and productive?

Success in a new job begins with understanding the organization, your role, expectations and building relationships with those you'll interact with.  Watch this video for tips on how to start with success. Then use our 30-60-90 Day Plan Tool to develop your own success plan.