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It's been a while since I have posted here and I'll try to start correcting that with this digest:

Given the strong economic performance across many U.S. industries, IT workers today hold much higher expectations for greater increases in wages and bonuses. This fact creates a slippery slope for HR executives and hiring managers when it comes to dishing out higher pay rates and salaries. On one hand, they will need to factor in employee expectations to remain competitive and to attract and retain talent. On the other hand, there are other, more creative ways to “compensate” employees without busting payroll budgets.

Congratulations! You’ve been asked back for a second interview. At this point, you're being seriously considered for the position based on your success in the first interview. You were well-prepared for the initial meeting, but you should know what questions for a second interview to anticipate.

What’s different about this interview? The second round can be much more involved. For one thing, you can expect new faces. Follow-up interviews give you the chance to meet different people than those you talked to before. Some businesses conduct a panel interview so a mix of senior executives, managers and potential coworkers can get to know you at the same time.

To show you how to prepare for a second interview, we’ll give you sample second interview questions, ideas of how to answer them and other important considerations for this interview phase.

Your new hire’s first day usually involves a lot of paperwork, setting up passwords and logins, meeting new people whose names they’ll inevitably forget, and similar odds and ends. They’re all necessary but may not create the most exciting first impression–and as the saying goes, you never have a second chance to make a good one.

Why does it matter how well you onboard your new employees? Well for one thing, because many are jumping ship at alarming rates. By one estimate, nearly half the world’s workers will be at a different employer by the time next year rolls around. So the same old onboarding practices you’re used to may no longer cut it. But the good news is that there are small changes you can make–no matter the size of your organization–to make new hires’ first few days as smooth and positive as possible.

Here are a few common mistakes you should avoid after hiring a new employee.

The next time you go for a job interview, you should spend time brushing up your personality — not just your skill set. That’s according to a new joint report from U.S. careers advice site TopInterview and job search platform Resume-Library, which ranked personality among the top three factors most employers look for in new hires.

Alongside skills and experience, personality emerged as a top consideration in 70% of employers’ decision-making processes, well ahead of education (18%) and appearance (7%). Confidence emerged as one of the most desirable personality traits among prospective job candidates, according to the 200 talent acquisition professionals surveyed for the report. Arrogance, meanwhile, ranked among the least desirable.

You've made it to the final stages of the hiring process and received a job offer. Congratulations! Still, there are several important questions to ask before you accept. Now is the time to ask questions about the entire compensation package. If the proposed salary is not what you expected, examine the benefits and perks. A top-notch package may make a lower salary more palatable. Or if the perks aren't?what you were expecting, you may be able to negotiate certain items. And don’t forget about negotiating salary, as well. Here are some questions to consider when evaluating a potential employer's proposal:

Who has a gut feeling his contract of 17 months is starting to wind down, but he is in a much better position than he was 3 years ago to start looking for his next role...

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