Friday, November 1, 2013

Franchising Oppotunity!

Baskin-Robbins is the world's largest chain of ice cream specialty shops and the #1 global premium ice cream brand. The company is in the midst of a strategic national expansion plan and is seeking exceptional franchise candidates. It is offering exclusive incentives to U.S. military veterans, including FREE Initial Franchise Fee (a $25,000 value!). Join Baskin-Robbins for a franchising webinar on November 13th at 9:00 pm EDT to learn about franchising opportunities and 2013 development incentives.

 The company's model combines superior unit economics with
operational simplicity. Franchisees enjoy convenient hours of operation, minimal equipment, and little waste.

Reasons to Invest

·         Unprecedented incentives are now available through 2013 for new franchisees.
·         New franchisees can enjoy a 10-year initial franchise fee payment plan and reduced royalty rates for five years.
·         Details are available in the Baskin-Robbins Franchise Disclosure Document.
·         U.S. military veterans new to Baskin-Robbins are eligible for a FREE 20-year initial franchise fee (a $25,000 value!) for their first shop. Additionally, Baskin-Robbins will waive royalty rates for the first two years of ownership and then significantly reduce the rates for years three through five.

 Baskin-Robbins is seeking new single and multi-unit developers to join the Baskin-Robbins family and bring More Flavors.More Fun.(r) to life in their neighborhood. 

 Ideal franchise candidates should meet the company's financial qualifications, have a passion for their local communities, a dedication to operational excellence and, of course, a love for ice cream.
If you are interested please contact your local case manager.

Thursday, October 31, 2013

Upcoming featured employer job seminars at the Urban League

Charter Career Fairs

Charter is hosting multiple job fairs at different offices. This is a great opportunity for Service Members and spouse to interview with Charter HR's.

Charter Career Fairs


Charter Office: 853 McIntosh Street, Wausau

 Date: Wednesday, November 6th

 Time: 3:00 – 8:00PM


Charter Office: 1201 McCann Drive, Altoona

 Date: Thursday, November 7th

 Time: 3:00 – 8:00PM


 Charter Office: 1348 Plainfield Ave, Janesville

 Date: Thursday, November 7th

 Time: 3:00 – 7:00PM

Core Benefits- Medical, Dental and Vision Insurance:

·         401(k) Retirement Savings
·         Flexible Spending Accounts: Health Care and Dependent Care
·         Health Savings Account
·         Basic Life and AD&D Insurance
·         Short and Long Term Disability
·         Paid Holidays, Vacation and Sick time
·         Business Travel Accident Insurance


 Supplemental Benefits:

·         Supplemental Employee Life Insurance
·         Dependent Spouse/Dependent Child Life Insurance
·         Adoption Reimbursement
·         Child Care Discounts
·         Employee Discount Shopping Portal

Educational Resources and Tools:

·         Paid Training
·         Use of a Company Vehicle
·         Tuition Reimbursement
·         Educational Seminars through Edward Jones
·         Life Management Education and Advisory Program (LEAP)

Complimentary/Discounted Services

We are proud to offer eligible employees complimentary and discounted Charter TV®, Charter Internet® and Charter Phone® services, where available. Employees who live at an address not served by the company can receive certain complimentary Internet and streaming video entertainment services.

If you are interested in attending one of the job fairs, contact your local case manager for all the details.

Wednesday, October 9, 2013

UW Health Veteran Career Event -7 Nov 2013

UW Health invites you to explore remarkable clinical and non-clinical career opportunities,
participate in career growth programs, and hear from our panel of employeeswho have served and continue to serve in the military.

 We thank you for your service to our country and hope these offerings prove valuable in your career exploration.


Thursday, November 7, 2013 • 0900 – 1200

UW Medical Foundation Administrative Office Building 7974 UW Health Court, Middleton


0830 – 0900:   Registration

Mock Interview Sign Up

0900 – 1200: Networking

All sessions have an “open door” format. Attendees are encouraged to participateat any time and take advantage of all sessions.

                       Career Counseling, Room 116

Online Application Assistance, Room 129

Mock Interviews (see registration to sign up)


0915 – 1145: Breakout Sessions

The following sessions will run concurrently with the sessions shown above.

Please move around freely—we encourage you to attend any and all sessions

that interest you.


0915 – 0945: Job Search Fundamentals, Room 114

1000 – 1045: Veteran Panel Discussion, Room 114

1115 – 1145: Job Search Fundamentals, Room 114



Members from UW Health, WERC, Wisconsin Department of Veterans Affairs and the Office of Veteran Services will be available to assist you. For questions regarding this event, please contact us at: (608) 261-0040 or (608) 821-4150.


To search careers and learn more about our remarkable workplace, visit
and keep it as a “favorite” on your computer or mobile device.

Wednesday, September 25, 2013

How to Approach Prospective Employers at Job Fairs

Job fairs can be a great place to network and meet prospective employers in a specific job field, but it's important to know how to navigate them in order to get the most out of job fairs and to look your best. A few simple tips about how to approach prospective employers at job fairs will help you use this networking opportunity to your best advantage.


Pre-register for the fair

o    Register ahead of time so you can get a list of all prospective employers that will be in attendance. Make a list of the top 5 or 10 employers you want to meet with in order of importance. On the day of the job fair, follow your list and stay focused. This strategy will help you maximize your time and keep from getting distracted.

Be prepared to answer questions

o    Approach potential employers with the key information they need to know about you in order to consider you a worthwhile candidate for employment at their company. This information could include your job history, experience in the field, GPA and educational background. Staying focused on the most important information will help you make the best impression on potential employers.

Eliminate fidgeting

o   Avoid chewing gum, rocking back and forth, fidgeting or shuffling your paperwork when speaking to prospective employers during a job fair interview. This will make you look distracted and unprofessional.

Make eye contact

o    Address each company representative by name, shake their hands and look them in the eyes when speaking to them. This will help you feel and look confident and prepared.

Bring enough resumes

o    Take multiple copies of your current, updated resume with you to the job expo so you have one for each prospective employer you meet. Only give resumes to company representatives you've met with. They're the ones that will remember you and consider you for employment.

Arrive early

o    The attention spans of potential employers will grow shorter as the job fair goes on. Get there early to beat the crowds and to increase your chances of company representatives remembering your name and resume.

Ask the right questions

o    Instead of asking what the company does, which will make you appear uninformed, ask specific questions about the company's structure, the nature of the specific position you're interested in, and ongoing training or advancement opportunities.

Dress for success

o    First impressions mean a lot at job fairs, so look your best. Dress professionally or at least wear so-called "business casual" attire. Iron your clothes, shave and make sure your appearance is organized, neat and clean.

Take a business card and follow up

o    Take a business card from each booth where you leave a resume and follow up with the representative a few days later. This will keep your interview and resume fresh in their minds.


Thursday, September 12, 2013

Covance's skill translator tool

Check out Covance and see how you can convert your military skills into a position that fits you!

Wednesday, August 14, 2013

8 Secrets of Hiring Managers

Alison Green -

Hiring managers see a lot of job applicants make the same mistakes over and over again, many of which are easily preventable if only applicants knew how hiring managers operate. Here are eight things that hiring managers wish all job candidates knew - both to help them hire more easily and to end some of the frustration for job-seekers.

1. You can ruin your chances by being too aggressive. When you're searching for a job, enthusiasm helps. But some job applicants cross the line from enthusiastic to annoying or pushy - and in doing so, kill their chances for a job offer. If you're doing any of the following, you've crossed the line and may turn off hiring managers who might otherwise consider hiring you: Dropping off your résumé in person when the job posting instructs you to apply online, checking on the status of your application more than once within three weeks, repeatedly calling and hanging up when you get voicemail or cold-contacting numerous employees at the company to try to get extra attention paid to your résumé.

2. We really want you to be honest. Too many job seekers approach job searching as if their only goal is to win a job offer, losing sight of the fact that this can land them in the wrong job. But if you're honest - with yourself and with your interviewer - about your strengths and weaknesses and if you give the hiring manager a glimpse of the real you, you'll both be able to make a better informed decision about how well you'd do in the job. (Of course, if you just need a job at any costs, this might not resonate with you, but if you want a job where you'll excel and be happy, it should.)

3. You don't get to choose your references. You might think that employers will only call the references on the list you provide, but in fact, they may call anyone you've worked for or who might know you, on your list or not. In fact, smart reference-checkers will make a point of calling people not on your list, since they assume you've only listed people who you know will speak of you glowingly.

4. No matter how positive things seem, you shouldn't count on a job offer. No matter how confident you are that an employer wants to hire you, you never have a job offer until you have a firm - preferably written - offer in hand. That's true no matter what an interviewer says to you, even if they say things like, "You'll be great at this," "We're excited to work with you" or "You're exactly what we're looking for." None of those things means that an offer is coming, no matter how encouraging they sound.

5. The small details matter. Candidates frequently act as if only "official" contacts, like interviews and formal writing samples, count during the hiring process. So they'll send flawless cover letters and then check up on their applications with sloppily written emails that include spelling errors, or they'll be charming and polite to their interviewer but rude to the receptionist. Good employers are paying attention to everything during the hiring process, not just the official pieces.

6. If you can't produce references, most hiring managers will be wary. Some candidates wonder what to do if their past employers have a policy of not giving out references, but most employers will expect you to find someone willing to vouch for your work anyway. Unfair? Maybe, but the reality is that if they have two great candidates and one has references and one doesn't, they're going to go with the one who does.

7. Wondering how to stand out? Use your cover letter. A well-written, engaging cover letter that's customized to a particular opening can open doors when your résumé alone might not have gotten you a second look.

8. Your personality matters a lot. Good hiring managers think a lot about your personality. You could have great skills but not get hired because your working style would clash with the people with whom you'd work. Often, one personality type will simply fit better into a department than another will - and whether that style is quiet, loud, thick-skinned, aggressive, informal or stiff is hard to know from the outside.

Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues.

Wednesday, August 7, 2013

Mistakes Made In An Interview – Can Cost You A Job Offer

by Carole Martin
That first impression can be a great beginning, or a quick ending to your interview. Three areas of performance, that should be considered dangerous and deadly:
1.Poor non-verbal communication image
  • Show confidence by believing in yourself and showing it. (head held high – shoulders back)
  • Good eye contact is essential. (Note the color of the interviewer’s eyes.)
  • Connect with a good, firm handshake. (No limp noodles or bone crushers wanted)
  • Posture is a key indicator of confidence. Sit and stand erect. (Slumping = lazy attitude.)
2. Poor verbal communication skills
  • Good communication skills include listening and letting the person know you heard what they said. (“Sounds like…”
  • Observe your interviewer’s style and pace - match that style and pace.
  • Use appropriate language. (Beware of using slang words or references to age, race, religion, politics, or sexual preferences) No, “You guys…”
  • Telling the interviewer more than they need to know could be a fatal mistake. (Too much information – particularly personal information – could get into some areas that are best not discussed in an interview.)
3. Not asking questions – big mistake.
  • When asked, “Do you have any questions?” if you answer “No,” - WRONG answer!
  • Asking questions gives you the opportunity to show your interest. (The best questions come from listening to what is said and asked during the interview. Ask for additional information.)
  • Asking questions gives you the opportunity to find out if this is the right place for you. (Your chance to find out what goes on in the company.)
What’s the best way to know whether you are breaking any of these rules – get feedback. It’s important that the feedback be straight-forward and honest. Otherwise, you will keep making the same mistakes.
Give yourself every advantage by preparing and practicing before the interview. Be aware of your verbal and non-verbal performance and the messages you are sending. It could make the difference between a job offer or not.

Tuesday, August 6, 2013

4 Reasons Hiring Managers Don't Send Rejection Letters. (

One of the most frustrating things in life is putting time and effort into applying for a job, acing the interview and then never hearing back from the company.

Being rejected is one of the biggest annoyances experienced by job seekers. But it's not just being turned down that infuriates people. It's having an interview and then not being turned down, or so much as contacted by the company ever again.

We interviewed company leaders and hiring managers to find out why companies no longer send rejection letters - and why those who do, still do.

1. Sheer volume. It's a buyer's market out there in today's economy. Record numbers of applicants are applying for fewer jobs, with companies receiving on average 250 résumés for every job opening, according to a recent article by Dr. John Sullivan on the recruitment community website
"The reason we can't always respond to job seekers is simply a matter of volume," says Joel Gross, CEO and founder of Coalition Technologies. "Considering the sheer number of responses we get to a single job listing, it's impossible for us to even open all of the emails, let alone respond to each one personally."

2. Fear of being sued. The decrease in employer response to job applicants may be a natural consequence of the faceless online applicant tracking system, but also the result of a greater fear. "With today's recession bringing more employment lawsuits, your company's applicant rejection letters could be very costly if written in a way that could spark legal action," warns George Lenard, the originator of George's Employment Blawg.

3. They put office staff in the firing line. Sending a job rejection email with a name or number included may have unintended consequences. "Mounting layoffs are creating a glut of qualified job hunters who are desperate for work," says a source at "As their frustration grows, more applicants are reading deeper into their rejection letters - sometimes spotting job promises you never intended."
The last thing your office staff wants is to spend time on the phone with rejected job-seekers who have called with the hopes of talking their way back into the job, or worse - questioning whether you made the right hiring decision.

4. They're keeping their options open. Companies may also linger to reject you in case another candidate falls through. Sometimes the No. 1 candidate doesn't work out, so the No. 2 candidate is then called and offered the position. "The company doesn't want to completely shut that door," says Katie Fuller, a recent graduate from UVa McIntire School of Commerce. "If they never come across a good candidate, they can't extend any sort of offer if they've rejected you."
Reasons to Send Rejection Emails

There are many good arguments for notifying candidates that their application has been unsuccessful. Sending job rejection letters can actually build brand goodwill by giving applicants closure. "When you apply for a job, it often feels like your résumé goes into the same black hole that sucks up your socks in the dryer," says Ellis Blevins, the director of Amadeus Talent, a technical recruiting division of Amadeus Consulting. "We find that a personal approach alleviates a lot of the stress and frustration that happens when applying for jobs."

"The hiring process is an important part of building a company," agrees Jessica Nobrega, director of talent at Grammarly. "Clear communication across all departments and channels is a key piece to ensuring that the company's culture is one of integrity and respect for others."
Whatever you do, avoid this move, posted by a frustrated reviewer with the user name "Pixilated" on the website "The most memorable [rejection letter] came via email, with the subject line: REJECTED. Wow."

What to Do If You Don't Hear Back
So what's a job seeker to do? The best way forward is to ask at the end of your interview about the next step in the hiring process. "Asking about the timelines gives you the opportunity to follow up," advises a hiring manager at the career coaching website "If the employer says, 'We expect to let people know by the end of this week,' you can then say, 'If I haven't heard back from you by the beginning of next week, is it OK if I call?'"
Asking for the green light to check allows you to take positive action to follow up on your interview, rather than being left in the dark.

When Being Gracious Pays Off
It takes a rare person to respond to rejection with positivity, but writing a gracious thank-you note if you actually do receive a rejection letter will make you stand head and shoulders above other candidates. "If you can muster the professionalism and grace to thank the people who interviewed you, you could transform yourself from a reject into a pearl," says Julie Bauke, president of Congruity Career Consulting. Every time Bauke gets a thank-you letter in response to a rejection, she finds herself wondering: "Did I make the right decision?"

Wednesday, July 31, 2013

How Transitioning Military Can Maximize Their LinkedIn Profiles

by Susan P. Joyce

1. Determine the job(s) you want in the civilian job market.

If you don’t already know, start figuring out what you want to do and where you want to do it.

Focus on 2 or 3 job titles.

DO NOT KEEP YOUR "OPTIONS OPEN." Just like in combat or any other project you undertake, you must have a specific mission or target that you are aiming for, or you’ll end up with nothing. Keeping your options open is a recipe for a long job search with time wasted going off into unproductive dead ends.

2. Leverage your LinkedIn "Professional Headline."

Your LinkedIn "Professional Headline" is the one-sentence description of you that appears below your name on your Profile.
Your Professional Headline appears with your name and photo in everything you do in LinkedIn (make a comment, start a discussion, send an invitation to connect, etc.).
LinkedIn named it your "Professional Headline" – not your job title and not your current status (particularly if your current status is "unemployed")! So, think "HEADLINE!"

Yes, you may currently be "Platoon Sergeant at US Army" or "Junior Officer at US Navy" right now. But, while accurate, those are pretty useless Professional Headlines. No civilian will be able to translate those phrases into what job you might want, even a civilian who is a veteran.

So, make it very clear to them, like this, for example -
Old: Platoon Sergeant at US Army
New: Army Sergeant, operational manager of 40, seeking a position as facilities supervisor for a large healthcare complex.
Old: Junior Officer at US Navy
New: Navy Lieutenant, manager of 40 logistics workers, seeking a position as supply chain management consultant.
Or, [military title], seeking a position as [whatever you want to do next].

LinkedIn gives you 120 characters, spaces, and punctuation. Use as many of them as possible. Don't be modest, and don't expect civilians to understand the difference between a platoon and a battalion or a squad and a squadron.

3. Focus your Profile on your future, not your past!

Job-Hunt’s Resume Expert Susan Ireland tells job seekers that their resumes are about their future, not their past, and she recommends that you take the same approach with your LinkedIn Profile. Focus on what you want to do next!
You don’t need to describe everything you did in the service. Your LinkedIn Profile is not a catalog of your work history. It’s a marketing flyer for your job search!

If you’re like that Army sergeant who wants to be a facilities supervisor at a large health care facility, go through your resume and pick out every facilities-management-related responsibility, experience, skill, accomplishment, task, and training class completed successfully. Then, put as many of those in your LinkedIn Profile as you can fit.
The Navy lieutenant would look at his or her background and pick out the things (responsibility, experience, skill, etc. as with the sergeant) that would show the potential target employers that the lieutenant has the experience and skills (etc.) needed by a supply chain consultant. Then, that relevant information would be included in the lieutenant’s LinkedIn Profile.

4. Don’t worry a lot about your rank, unless you’ve achieved a very high rank or achieved high rank at a very young age.

In general (pun intended), most civilians don’t understand military rank structures. "Generals" and admirals" are recognizable as very senior, but everyone else is just kind of a fog (have you noticed that the media thinks everyone who carries a rifle is a "soldier"?).

I’ve recently seen recommendations to leave your rank completely off your resume and, I assume, your LinkedIn Profile as well. Given the lack of understanding it may not be a bad idea, but I don’t recommend completely eliminating your rank from either your LinkedIn Profile or your resume.

Because your resume may be viewed by a veteran or someone who does understand military ranks, people who understand the rank structure will wonder why it is missing. They may wonder what you are hiding by not including any reference.
So, do a brief reference, e.g. "Honorable Discharge as an E-5" (or whatever you were). Be sure to include the Honorable Discharge, assuming that’s what you received. If you did not receive an Honorable Discharge, I would just say – "Rank at discharge: E-5" (or whatever) or "Rank at separation: E-5" (as appropriate).

Stick with your classification code as E-# or O-# (for the people who know/care) without the official title or classification. Since about 90% of the civilian world doesn’t know a corporal from a colonel, describing yourself as a "staff sergeant," "first class petty officer," or even a generic term like "junior officer" will make no sense to them. And that confusion may hurt your job search - the titles "junior officer" and "petty officer" sound like very light-weight jobs to civilians. Don’t take the risk of being underestimated.

Bottom Line

LinkedIn is where you need to be for your civilian job search, and I’m very happy to see more and more transitioning military members appearing in my LinkedIn Job-Hunt Help Group. Just remember to (1.) focus on your future and (2.) highlight your military experience as it relates to your target civilian job in language that civilians can grasp.

Thursday, July 4, 2013

10 Pieces of Lame Job-Search Advice

10 Pieces of Lame Job-Search Advice

By Alison Green

Not every piece of job search advice you hear is worth following. In fact, some of it is downright bad and will hurt your chances. Here are 10 pieces of advice that you should ignore every time:

1. Collect letters of recommendation from previous managers before you start your job hunt.

Reality: You can skip this step entirely. Employers know that those letters don't count for much since no one puts critical information in them. Plus, when hiring managers reach the reference-checking stage of the hiring process, they want to talk to your references—on the phone, where they can ask questions and probe for more information. Managers want to hear your references' tone of voice, hear where they hesitate before answering, and hear what they say when asked about potential problem areas.

2. You need to track down the hiring manager's name so that you can address your cover letter to him or her.

Reality: This is another unnecessary step. If the hiring manager's name is easily available, go ahead and use it. But you don't need to call to track it down or do other sleuthing. Hiring managers rarely think, "Wow, this person took the trouble to call and find out my name. What amazing initiative!" It just doesn't matter that much, so instead put that time into writing a great cover letter. Speaking of which…

3. Employers don't really read cover letters.

Reality: A well-written cover letter with personality can get you an interview when your resume alone wouldn't have. Sure, not every hiring manager cares about cover letters, but many do and you have no way of knowing which type you're dealing with. With so many stories of cover letters opening doors that otherwise would have stayed shut, it would be foolish to pass up this incredibly effective way of standing out.

4. Don't leave the ball in the employer's court—say you'll call to schedule an interview.

Reality: Too many job seekers end their cover letters with a statement like, "I'll call in a week to schedule an interview." This is pushy and overly aggressive. Job seekers don't get to decide to schedule an interview; employers do. And employers would spend all day fielding calls if the hundreds of applicants who apply for any given position were to call to follow up. It might be hard to accept, but once you apply, the ball is in the employer's court.

5. Stop by the business you want to work for and apply in person.

Reality: This isn't good salesmanship; it's annoying. Most companies include specific instructions about how they want you to apply, and unless "in person" is included, they don't want you stopping by. Plus, many companies only accept resumes electronically because they use electronic screening systems. (Retail and food service are exceptions to this; in-person applications tend to be more common in those industries.)

6. Send out as many applications as possible every day.

Reality: It doesn't matter how many resumes you send out if they're not tailored to the jobs for which you're applying. A smaller number of well-done applications customized to the job will get you better results.

7. It's OK to inflate your current salary.

Reality: When a prospective employer asks what you're making currently, you might be tempted to inflate the number to get a better offer from them. But if the employer finds out later that you lied, your job offer can be yanked—even after you've already started the job. And many companies ask candidates for W2s or other documentation of the salary they reported.

8. Always send a handwritten thank-you note.

Reality: You should always send a thank you after a job interview, but it's perfectly fine to send it through email. In fact, email can often be better than postal mail, because if an employer is moving quickly, a letter sent through the mail may arrive after a decision has already been made.

9. If you're called for a phone screen, never ask to talk later.

Reality: If an employer calls out of the blue for a phone screen, you might be running out the door for an appointment, in the grocery store, or dealing with a child. It's perfectly fine to explain that you're not able to talk at the moment and ask to schedule a time to talk later; you're not obligated to take the call on the spot.

10. Find a gimmick to make your application stand out.

Reality: Don't listen to people who recommend that you use a fancy resume design, have your resume delivered by overnight mail, or send it along with a box of cookies. The way to stand out in a job search is to be a highly qualified candidate, have a resume that shows a track record of achievement, to write a great cover letter, and be responsive, thoughtful, and enthusiastic during the hiring process. It might be boring, but it's effective.

Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues. She's also the co-author of Managing to Change the World: The Nonprofit Manager's Guide to Getting Results, and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.


Wednesday, June 12, 2013

How To Get a State Job Workshop

We have been working on Community Outreach and would like to offer a 2 hour workshop to service members and their families on how to get a state job. 
Please contact:
Jennifer Zschernitz

Telephone: 608-261-8078


Monday, March 18, 2013

7 Reasons You Didn't Land The Job

7 Reasons You Didn't Land The Job

Article from by Tony Restell
You know the feeling. After hours searching for potential job leads, you find a role that looks perfect. Everything you'd been looking for in your next career move. You can hardly wait to fire off your application and progress through the interview stages...

Except that disappointment is often what greets job seekers next. Rejection is never easy to take. But understanding why you've been rejected - and what you might be able to do better next time around - is a key step in moving on. So for that reason I'm most grateful to Heather R. Huhman for sharing this guest post, aimed squarely at helping you to understand - and overcome - setbacks in your job search.

You’re feeling lucky. You found an opening for a job you would love to have, your resume made it through screening, and you had a decent interview — but somehow you still received a rejection email. What went wrong?

With the national unemployment rate resting at an uneasy 7.9 percent, it’s safe to say the job climate is highly competitive. In fact, 29 percent of candidates never even hear back from a hiring manager after applying for a position. While you may have made it far in the hiring process, there are many reasons you weren’t considered to be a perfect match.

7 Reasons You Didn't Land The Job

Here are seven common reasons you didn’t land the job:

1. Your qualifications didn’t quite match up. While you may have felt you had the necessary skills and experiences to match you to the position, your potential employer didn’t feel the same way. This error is usually due to job seekers misunderstanding what an employer is looking for, or the simple misjudgment of their own qualifications. Just because you didn’t get the job doesn’t always mean you were under-qualified – there’s also the possibility you were overqualified or just altogether an inappropriate fit with regard to the company.

In the future, consider spending a significant amount of time matching your qualifications and skills with those required for the position. If there isn’t a close fit, it might be best to refrain from applying.

2. You don’t look good on paper. You may have the exact qualifications for a position, but if you can’t present them to your potential employer, it’s unlikely you’ll be hired. Aside from grammatical errors on your cover letter and resume, it’s also important to look at formatting, relevancy, and whether you’ve gone above and beyond to stand out. If your resume and cover letter are generic and vague, don’t expect to be hired. Put the time and energy into creating a customized cover letter and resume for every position you apply for, and make sure you spend time showcasing why you’d make a better fit above other candidates.

3. Your interviewing skills held you back. Just because you answered every question you were asked doesn’t necessarily mean you wooed the hiring manager. Think back to your interview… Were you enthusiastic, positive, and did you showcase a personable depth to your professional personality? Too many job seekers get hung up on knocking out the technical questions and miss the chance to build a connection with their interviewer. Always remember to come to an interview well-researched, practiced, and eager to showcase why you’d be an outstanding addition to the team.

4. Your overall presentation needs some work. If you arrived late to an interview dressed in wrinkled clothing, you aren’t exactly presenting yourself as a stand-out candidate. From your resume to your face-to-face interview, presentation matters in every part of the hiring process. Attitude and body language fall into the category of presentation. Many job seekers let their search for employment get to them — they come off as negative, unenthusiastic, or uncomfortably confident. Focus on presenting yourself in a way that encompasses your unique personality traits, as well as highlights your overall togetherness.

5. You didn’t fit the culture. Fitting into a company’s culture is a must. You may have more than enough talent to get the job done, but without the proper chemistry, it’s unlikely you’re a match. Companies seeks out individuals who share the same values as they do. During your job search, it’s crucial to understand the culture of each company you are applying at. This will help you figure out whether you’d fit in, and it will also help you tailor your resume and properly prepare for an interview.

6. You didn’t showcase your competitive advantage. Did you go out of your way to present yourself as the best candidate for the position? It’s easy to get caught up in fitting the mold and completely miss out on an opportunity to inform the hiring manager of why you’re the best option. This should start in your cover letter and carry into your interview. While you may be able to get the job done, how can you do it better than anyone else?

7. There wasn’t actually a job in the first place. Just because a company has an opening posted doesn’t mean it’s actually available. Many companies hire from within but are still mandated to post the opening. Other times, a potential employer may face a last-minute budget cut, with the position being completely eliminated.

Receiving a rejection is never a fun experience, but it’s important to learn from every aspect of your job search. While there are many reasons you could have slipped up, it’s also important to remember there are a lot of factors at play when it comes to hiring a new employee.

How do you cope with being turned down from a job?
Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.