Busy recruiters these days often pay more attention to our cover letters than the resume. If the cover letter grabs their attention, the resume will be next. So it is critical that our cover letter is sharp, succinct and professional. Yes we have to market ourselves - and this is one of our most important marketing tools. 

The following article from Forbes provides us with 6 very good tips. 

http://www.forbes.com/sites/sethporges/2012/08/29/6-secrets-to-writing-a-great-cover-letter/

We’re often told what to say, what not to say, what to wear, and even how to shake hands at an interview. 

But what we ask the interview panel/interviewer can leave a lasting impact and might me what wins you the role. I am a firm believer in this theory and have been in fact commended for my questions. While I don't wish to put the panel on the spot, good questions show my interest in the role - specially my keenness to learn more.

Personally, I can remember instances at the end of job interviews when the interviewer has asked me: “Well, do you have any questions?,” and I realise I’ve been so caught up in trying to impress that I’m lost for words.

Now I have a good question that provides me further insight into the role, shows I am proactive in trying to educate myself in the expectations and provides me with a good closure to the interview. I ask 'What will be the challenges facing me if I won this role?'. Sometimes it can expose deep seated cultural issues in the Organisation that changes your own decision later. So it is a tactic to suss out if the role will suit you. Sometimes it gives you a head start since you are prepared when commencing the role. Besides this question, there are some standard questions that you can use as well. 

1. What is a typical day like in this position?
You want to have a good sense of what an average day is going to be like, how busy the day will be, your main and ad-hoc responsibilities, whether the work load will be too much of a challenge or not enough. It is important to ask yourself (and therefore the interviewer) whether you are looking for the sort of job role where no two days are the same, or if you would prefer a more predictable role.

2. How will you measure success in my role?
It is important to get a clear idea of what is expected of you and how you will be assessed. That way if you are successful in getting the job you know exactly what your employer is expecting for you to achieve and you can then aim to not only achieve, but exceed them.

3. Is there any room for advancement in this position?
Interviewers want to know whether you are looking to progress within the company or whether you are only interested in the job as a means of making money. This question shows ambition and where your professional loyalties will lie. By asking this question you are showing that you are pursuing this job for more than your bank balance, but rather to develop your own skills and to develop the (and within) company.

4. Where have successful people in this position progressed to in the past?
If you are looking to progress within the company then you need to be sure if this is a) possible and b) the timescale of this happening. It also shows initiative and that you are thinking ahead, rather than starting in a job and learning three years down the line that there is still no room for progression.

5. What type of training is available for the position?
This is crucial for 2 reasons: firstly, the interviewer will be impressed that you are interested in growing within the company and bettering yourself will in turn better the company. Secondly, a job is an opportunity to learn new skills and develop existing ones. It shows you are not going to be a passive employee, but are open (and want to) become the best version of yourself as an employee.

For some more handy questions have a read of this article:
http://www.businessinsider.com.au/10-questions-you-should-be-asking-in-your-next-job-interview-2015-5

Have you come across any good ones in your career so far? If so, do share!

We have LinkedIn and we have Facebook and Twitter etc. Each of these have a different impact on our job prospects. Often employers do a social media scan to gain insight into a candidate. What they pick up from Facebook for instance can colour their opinions. Of course we are well behaved on LinkedIn but do you know that what you say on Facebook can have a detrimental impact on your prospects? Here is a good video that gives you 6 quick and sharp tips on how to best harness the might of social media and use it to your advantage:

http://www.forbes.com/video/4447449812001/