Using Medical Assistant Resume Samples

Utilizing Medical Assistant Resume Samples Besides the aptitudes, you're need to expound on the capabilities which you have and furthermore with respect to the first work experience you have in Medical Assistant Resume. In the event that you despite everything need to include things like a Career Objective, ensure you educate the employing chief what you could do to them, NOT all that you wish to escape from accomplishing work as they would like to think. The clinical right hand work is serious and in this manner you are needing a decent resume to help your likelihood of accepting a meeting and nailing the activity. Your Medical Assistant Resume should stand apart whether you have to put yourself in front of various candidates. You will see for the most part two sorts of employment articulation. Or then again you have to accomplish the work extremely troublesome in it doesn't show up normally. Or then again you should accomplish the work amazingly intense in it doesn't show up normally. On occasion the activity posting will list their contact information. So underneath are a few plans to follow to help you create a solid introductory letter. Letter should be distributed about the business letterhead. It should be imprinted on the business letterhead. The Fundamentals of Medical Assistant Resume Samples Revealed Distinct sorts of test resumes can be utilized relying upon the territory you're applying to. You wish to create a presentation that exhibit your expertise, insight and perception of the activity which you are applying for. Counting master contact data is very fundamental in the resume. Moreover, solid critical thinking aptitudes are basic in a regularly changing clinical climate. As a clinical right hand you would need to regulatory notwithstanding clinical guide in a human services setting. A wellbeing right hand's most significant obligation is to flexibly patients with clinical and authoritative assistance. All occupations change, and it is better on the off chance that you produce a wellbeing medical caretaker continue that features your capacities and skill for a human services proficient. For specialists, you should be sure that you have the wellbeing history appropriately encoded. The clinical secretary introductory letter models are all things considered composed on a comprehensive premise, and should be modified for unrivaled adequacy and making the. In this way, it's basic you understand the proper game plan of the letter before you start composing 1. To begin with, the correspondence course of action should transform into suitable. To begin with, it needs to get suitable. In many occurrences, work chasing includes a lot of pausing. In this way, in case you're ponder ing about the state of undertaking decisions along with the assignment to apply to discover a work there, here's some helpful exhortation which will totally help you. An amazingly clear proclamation about how precisely you will use your most impressive applicable capacities and expert experiences to satisfy the specific position you're endeavoring to get 3. Show your possible manager why it's conceivable to execute the work obviously better than others anyway much experience you have. In the event that you need to present an application for a post of a wellbeing associate then we can help you recorded as a hard copy your resume. Regardless, flight program and goals change all the occasion. The incredible news is, it's easy to obtain clinical associate understanding. The last sort of wellbeing collaborator is an individual who has decided to spend significant time in a specific territory of medication. When you have come to be a guaranteed clinical partner, the subsequent stage to have the activity in the specific field expects you to see how to make a wellbeing collaborator continue. In order to make an expert clinical collaborator continue, you ought to incorporate all fitting information about your abilities, instruction and a speedy portrayal of your character. There are a few expert clinical collaborator continue models realistic notwithstanding downloadable on the web.

Avoid These Scary Job Hunting Mistakes! - Blog Job Hunting Career Management Solutions

Avoid These Scary Job Hunting Mistakes! Halloween is here! Along with visions of pumpkins, lots of sugary candy and awesome costumes, you could be scaring others with your job hunting tactics. Now, I’m not talking about applying to too many positions or calling the hiring manager incessantly during your job search. I’m talking about less obvious reasons why you make mistakes. Don’t be that scary job seeker this Halloween season. Take off the mask and avoid these mistakes to combat a job search fright fest: 1. You don’t do your research There’s nothing scarier than a candidate who doesn’t do their research on an organization. While a job description may look appealing to you, you have to consider if you’d actually like working there before you send over your resume. From company culture to team size to work environment, there are plenty of aspects of workplace that could make or break your experience there. Ample research during the job search can help you to see how your goals align with the company’s mission and values. 2. You don’t tailor your application materials Every job is different, meaning the materials you send need to be tailored to each employer individually. It does little good if you just send a generic resume or a cover letter that doesn’t appeal specifically to the organization or even mention how your skills match the role. Instead, check out the job description, implement industry keywords and skills, and state your claim in each and every job application. You’ll have a better shot at being noticed when you properly tailor your search. 3. You only use a few job hunting methods While checking job boards, scanning a listserv or sending out a resume are beneficial job hunting tactics, sticking to one tactic alone can hinder your search. As an alternative, use as many job hunting methods as possible. For example, check out your career center, use social media, latch on to those referrals or use niche job hunting sites. This will widen your scope and open up your job search to a variety of different outlets. 4. You don’t follow directions If an application says to send a Word document, don’t send a PDF. If the listing says no phone calls, don’t pick up the phone each day. If the organization wants you to include one portfolio example with your resume, don’t send five. It’s important to follow application directions properly in your job search. Failing to follow the rules not only thwarts your chances, it may also frustrate hiring managers. Don’t get on their bad side! 5. You don’t follow up When you find the job that’s a diamond in the rough, you need to do everything you can to make sure you get it. Apart from sending your resume and including work samples, following up on your application is key. While you may really want this job, other people want it as well. Following up with an employer allows you to bring your name back to the forefront of the discussion and opens up the communication process. Don’t be a scary job seeker! Avoid these common job search mistakes to have a better experience and an even better job offer. What do you think? What are some other scary job hunting mistakes? Photo courtesy of Victor Bezrukov: Flickr

15 Surprising Jobs with the Smallest Gender Pay Gaps

15 Surprising Jobs with the Smallest Gender Pay Gaps 15 Surprising Jobs with the Smallest Gender Pay Gaps In a perfect world, any sex pay hole would be unpardonable. Be that as it may, in case we're all being straightforward, there are just a few occupations and ventures that have a littler hole between what people are paid, and numerous ( ahem, tech! ) have far to go. As Glassdoor's most recent exploration appears, the U.S. sexual orientation pay hole largest among more seasoned laborers, pilots and in media and retail enterprises. Moreover, cafés and food administrations saw the greatest increment in the sexual orientation pay hole since our last examination, going up 1.8 percent in 3 years. In any case, the news isn't all bad. Today, the unadjusted compensation hole among people in the U.S. by and large, $0.79 for each $1 men acquire. By and large, $0.76 for each $1 men gain. So which occupations are attempting to close the hole? Which jobs have contracting holes? One champion is the activity of Logistics Manager. This multi-tasker used to have a balanced compensation hole of 11.5 percent in 2016, and now the hole has flipped: ladies are paid 3 percent more than men in the field. Glassdoor market analysts are detailing this pattern in different jobs also, including Regulatory Affairs Manager, Inventory Specialist, Solutions Specialist and Research Assistant. Presently that you're feeling cheerful, here are the 15 employments with the littlest compensation holes, a considerable lot of which highlight ladies winning more than men. The extraordinary news is there are a huge number of open occupations for these jobs. Apply today! Merchandiser Balanced Base Pay Gap: - 7.8% Mean Base Pay: $40,846 Organizations Hiring: Target, illy, Chuck Latham Associates, Tuft and Needle, Land's End, Blue Nile, thredUP, The Home Depot, Phillips Pet Food and Supplies, Fabiano Brother and more. Examination Assistant Balanced Base Pay Gap: - 5.9% Mean Base Pay: $31,371 Organizations Hiring: National University of Natural Medicine, Geisinger, Long Ridge Partners, Infusion Associates, Braizon Therapeutics, Quintessentially, Federal Reserve Bank of Richmond, Business Capital Risk Control Services, Segal Trials, The McConnell Group and more. Field Services Balanced Base Pay Gap: - 5.8% Mean Base Pay: $57,613 Organizations Hiring: Long Island Copier Repair, Automation Technology, EZ Plumbing, Stored Energy Systems, OPTIMA Packaging Group, Men in Kilts, Via Satellite, Batching Systems, Tittel Enterprises, Quality Care DME Solutions and more. Stock Specialist Balanced Base Pay Gap: - 5.6% Mean Base Pay: $41,818 Organizations Hiring: Tower Health, Western Milling, Insight Investments, ACI Jet, Quadratec, Eminence Organic Skin Care, XPO Logistics, Schaefer Enterprises, San Manuel Casino, San Antonio Water System and more. Social Worker Balanced Base Pay Gap: - 3.0% Mean Base Pay: $44,416 Organizations Hiring: Supermarket, Closing the Gap Healthcare Group, Kaleidoscope Family Solutions, Kern Medical, Aspiranet, LifePro Financial Services, Blue Cross Blue Shield of Michigan, Mercy and more. Coordinations Manager Balanced Base Pay Gap: - 3.0% Mean Base Pay: $81,765 Organizations Hiring: Sperry Tents, Goebel, Keller Williams, SunteckTTS, Ease Logistics, PUMA, CR England, Uber, Boingo, TeamOne Logistics and more. Buying Specialist Balanced Base Pay Gap: - 2.5% Mean Base Pay: $57,172 Organizations Hiring: Alliance Solutions, The PRC Group of Companies, C and L Aviation Group, BTC Electronic Components, Stored Energy Systems, Vulcan, DC Water, FabWell, C. Abbonizio Contractors, AccuQuilt and more. Arrangements Specialist Balanced Base Pay Gap: - 1.5% Mean Base Pay: $50,654 Organizations Hiring: Hargray, True Choice Technology, Capital One, AWeber, Haynes Mechanical Systems, UW Credit Union, CyberCoders, GreatAmerica Financial Services, Transnetyx, IGS Energy, Microsoft and more. Military Officer Balanced Base Pay Gap: - 1.5% Mean Base Pay: $83,355 Organizations Hiring: Wrangler Protective Agency, IPSC, Wegmans Food Markets, Metropolitan Police Department of Washington DC, Baker College, Alion, Veterans United Home Loans, Point Security (PA), North Memorial Health, Parkland College and more. Interchanges Associate Balanced Base Pay Gap: - 1.1% Mean Base Pay: $64,171 Organizations Hiring: Voiceitt, Drydene Performance Products, Shipt, Balzac, John Moran Auctioneers, SERRV International, Pabst, Capital One, Ciber, University of Texas at Austin and more. Ecological Specialist Balanced Base Pay Gap: - 0.8% Mean Base Pay: $62,424 Organizations Hiring: Phillips 66, SWCA, ONEOK, Delek US, Toyo Tire North America, Michael Baker International, Danaher, CF Industries, Givaudan, Mars and more. Specialist Balanced Base Pay Gap: - 0.6% Mean Base Pay: $53,962 Organizations Hiring: Body Pros Physical Therapy, A New Way Center, The Edge Treatment Center, Tree of Life Chiropractic, Valley Oaks Health, KGH Autism Services, Behavioral Health Services (MN), Your Story Counseling and Services, Reach High Consulting, Heal and Hope Counseling Services and more. Administrative Affairs Manager Balanced Base Pay Gap: - 0.2% Mean Base Pay: $75,295 Organizations Hiring: Group K Diagnostics, American Cleaning Institute, Tolmar, AlloSource, PTC Therapeutics, Sysmex America, San Manuel Band of Mission Indians, Acumed, Exeltis, Alvogen and more. Occasion Coordinator Balanced Base Pay Gap: 0.2% Mean Base Pay: $45,947 Organizations Hiring: Garza/Bomberger and Associates, Thomas Jefferson High School For Science and Technology Partnership Fund, Inc., Pixar Animation Studios, Jewish Residential Services, Paramount Pictures, Urban Air Trampoline Park, Elite Media Communications, Land and Sea Dept, No Weak Parties, K12 Insight and more. Obtainment Specialist Balanced Base Pay Gap: 0.6% Mean Base Pay: $70,202 Organizations Hiring: Fabwell, SageGlass, Alliance Solutions, Horizon Pharma, Shasta Industries, Goebel, HomeServe USA, Zynga, Tufts Health Plan, Qfix and more. Source: Glassdoor Economic Research ( Glassdoor.com/research ).

Jobs Prospects for Today#8217;s Graduates

Occupations Prospects for Today#8217;s Graduates Occupations Prospects for Today#8217;s Graduates As indicated by a report gave by the Economic Policy Institute (EPI), a free Washington, DC think tank that reviews monetary patterns, the Class of 2011 is confronting the more regrettable activity showcase on record. Joblessness among late alumni rose to 9.6 percent in April 2011 from 5.4 percent in December 2007. In spite of these grim figures, there are sign that things are gradually improving for the better on the business front. Managers report a noteworthy increment in their spring recruiting projections since 2007, as indicated by the National Association of Colleges and Employers. Corporate scouts are gradually coming back to school grounds looking for competitors. For some, graduates, vocation objectives may must be changed or briefly set aside for later so as to discover productive business. Another calming reality in todays intense employment showcase is more organizations offering unpaid temporary positions as a tryout for stable situations, which is useful for building work understanding, however terrible when you have thousands in understudy credits to take care of. As indicated by the EPI report, the greater part state undergrads had a normal of $20,467 in understudy credit obligation starting at 2009. Sixty-five percent of tuition based school graduates had a normal of $26,728 in understudy advance obligation. It might appear that having a higher education isnt justified, despite all the trouble, yet it despite everything gives you a significant favorable position over somebody who doesnt have one. Joblessness for people without a degree is more than twice as high than for school graduates. After you graduate, profession objectives may change, however a couple of measures may build your odds of securing the position you need. Volunteer or understudy at an organization you might want to work at. Long range interpersonal communication destinations can be a compelling instrument. Set up and develop an online nearness that grandstands you and your abilities and gifts. Take classes to learn new aptitudes. Think about different employments in your field of intrigue or different fields by and large. In conclusion, dont land debilitated in your position search.

What do you demand of your employer

What do you demand of your employer Your employer is your customer Would you want to pay this attitude to work for/represent you? Your employer is your customer I was recently in a restaurant and couldn’t help but overhear a customer arguing with the host as he was paying his bill.   I don’t know what the problem was and I don’t know who was at fault.   I did hear something to the effect of:  â€œHow hard is it to run a business?   Don’t you know anything?”  All this in a demanding and condescending tone.  I wish I could tell you I told the customer to piss off, but I was tired, the waiter wasn’t a young coed, and my parole officer had just told me I couldn’t get into any more fights.   I left the place disgusted while the blowhard was still unloading. I am not sure what went wrong, but this was not an expensive white tablecloth place.   This was Diner Americana, where you can order pancakes all day long, the coffee is $1.50 and the special of the day is listed on a chalkboard.   In other words, nothing in this place was worth getting fired up about. I immediately had two thoughts: “The one complaining the loudest is usually the one doing the least to solve the problem”. I was really glad I didn’t work with this guy (the complaining customer).   I am guilty on the profiling charge but I got the distinct feeling that this was a guy that treated his employer and co-workers with the same attitude that he was treating this waiter/host. Bringing this back to the world of HR, as someone who sees the workplace holistically, my observation is that employees fall into two general buckets.   This may get confusing so bear with, and try to keep up. 1.   Some employees look at their manager and their employer as their customer and treat them as such.    They take on the attitude that their customer is always right, even when they might not be.  These employees look to solve their customers problems and make sure the customer experience is a positive one.  These folks are generally very successful. 2.   Some employees see themselves as the customer.   This employee expects that their manager and their employer should deliver excellent customer service to them as an employee, and the company and the manager are there to their individual success.  Like most customers, they want more for less.  More benefits, more pay, more attention.  Per the opening paragraph, the one screaming the loudest is usually the one helping the least.  Individual wins may come occasionally, but long-term success usually eludes these employees. Which brings me to my point: Too many employees expect the company to treat them like a VIP customer.   As an employee of the company, I, me, HRNasty, am the one that delivers the service and sends out the invoice (time card).   The employer is my customer and the employer pays my invoice (paycheck).   I need to keep my customer happy. In the employer/employee relationship, I consider the company and my manager to be MY customer.   As the employee, I am the equivalent of a vendor selling a service.   The company I work for is the one paying for my service.   Make no mistake, as the employee, I am not the customer.     The customer is the manager I report to.  The customer is the company I provide services for. Yes, we would all like to think that the company is here for us individually as the employee, but at the end of the day, my employer/manager are paying for my services.   As much as I would like to think that the company is here for me on a day-to-day basis, it is not.   As the employee, I am here for the company and I need to realize that I am replaceable.   Last time I checked, the company was still running when I went on vacation. Delusions of grandeur stem from a couple of places.     Employment laws, regulations, and unions are in place to protect the employee.   As an employee, you shouldn’t be fooled because the government established the following to protect you: Minimum wages and required lunch breaks Protected classes and Leave of Absence regulations Employment laws for every demographic and size of business The other concept that generates a self-centered mindset is the emphasis on perks and benefits in the recruiting process. Do not be fooled.   The cake is a lie.  Just because they recruited you with the following doesn’t mean anything. Uniforms and Benefit plans Company Car, Parking spots or subsidized transportation Company culture filled with the occasional jeans day, pool tables and company picnics Between the two above listed categories, I completely understand where an employee of the company can get turned around. The company/employer tries to provide a great working environment.   This attracts and retains employees.   But make no mistake, the employee holds the role of the vendor.   As an employee, it is me who should be trying to provide extra value and amazing service.   I should be trying to impress the person that is paying for my services.   If I want to raise my prices (increase my salary) I need to deliver more than my competition and provide MORE value than I was the year before. When we interviewed with the company as a candidate, we treated the company with kid gloves and made sure we followed common courtesy and protocol.   We tried to wow the company with a great attitude and attention to the details.   This included everything from the dress code, to thank you letters, to study up on what was important to the company and the manager.   The first couple of weeks and months, we were conscious of how our words and actions are interpreted.   This is a mentality that shows we are treating our employer as the customer. Those first few months of new employment we worried about our customer, we thought about our customer and when the customer made a move (lets say they picked Suzy new hire for a project over us), we analyzed that move, agonized over that move, and worried about that move.   This is the way a vendor treats a customer.  They worry about losing accounts. At some point in time, for some employees, there is an emotional shift.   This employee moves from the mentality of the proud service provider to bitter customer where nothing the employer can do is right and the customer is never wrong.   There is nothing worse than a bitter employee.   The employer doesn’t care for them because it isn’t productive and after all, who wants to a pay for a crappy attitude?   Co-workers don’t like them and the company’s customers don’t like them. If more employees treated their employer as a customer and concentrated on trying to win the companys business every quarter, reviews would go much smoother. If you are working for a company, remember that your employer is your customer.   You are the vendor providing a service and you invoice the company every two weeks in the form of a time card.  Mistakes are going to be made by your customer, some a lot bigger than others.  At the end of the day, we should be making the customer experience the best one they have ever had. See you at the after party, HRNasty   nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,

Work Values, Working From Home, and Personality Tests

Work Values, Working From Home, and Personality Tests Recall the fervor you felt as a child when you had a snow day? On the off chance that you live in a zone with four seasons, you may have even experienced something comparable as a grown-up. Its a superb inclination! Despite the fact that you know youll have a lot of work to get up to speed with when you get back, theres still that thrill you get when you have an unforeseen day at home. As days at home become the new typical, on account of the multiplication of working from home courses of action, its time for us to see how telecommuting can be joined with character appraisals so as to assist managers with building better remote workforces. Only one out of every odd position or industry has the advantage of stretching out remote work alternatives to representatives (consider specialists, legal advisors, and development laborers), numerous businesses have grasped working from home since it can boost worker efficiency â€" in addition, decreased travel expenses and drive times are worker benefits in their own right! Businesses acknowledge lower overhead, more joyful workforces, and, now and again where telecommuters are spread across time regions, longer workdays. Be that as it may, telecommuting has its difficulties. Here are the greatest battles that representatives face when working from home, just as some data on how character evaluations can assist businesses with figuring out which of their workers can possibly flourish in working from home plans. 1. Everyones Talking â€" But No One Is Saying Anything Correspondence is supposed to be perhaps the most serious issue representatives face when working remotely. In a 2014 overview, Software Advice found that 38 percent of respondents said that correspondence was their top concern when it came to virtual undertakings. Innovation is incredible, but its not as dependable as in-person correspondence. It is commonly progressively troublesome to interpret or a pass on a tone by means of innovative correspondence. Its simple to misconstrue what somebody is attempting to state, and that can be disappointing for the individual who is on the opposite side of the PC. Past that, notices, assignments, and significant updates become mixed up in the mix. Twenty-three percent of respondents in that equivalent Software Advice survey said that long email strings were their top correspondence challenge. Fifteen individuals going to and fro on a point can leave the remote worker on the opposite end wondering just what the hell is going on. Instructions to Fix It: A organization intranet, a private Facebook gathering, or a solid visit stage can help workers simple access and read significant correspondences. Regardless of whether in the workplace or telecommuting, quality-situated, thoughtful representatives who esteem criticism, structure, and backing can particularly profit by organization intranets. These frameworks permit representatives to effectively allude back to criticism and rules from the executives, which, thusly, encourages them accomplish better work. 2. No Two Snowflakes Are Alike There will consistently be that colleague who rubs you the incorrect way. Possibly its the blasting voice that continually diverts you, or the stickler propensities, or the manner in which they demand reciting everything for all to hear! We would all be able to think about that one individual we work with who just knows precisely how to make our eyes jerk. As indicated by an infographic from Officevibe, 70 percent of representatives state working with somebody they consider a companion is the most basic component of a glad work life. Representatives who improve and can without much of a stretch comprehend the delights and stressors of one anothers explicit work circumstances. That equivalent infographic likewise takes note of that 74 percent of ladies and 58 percent of men would turn down more lucrative employments on the off chance that it implied not coexisting with collaborators. This demonstrates how significant the way toward recruiting is. You need to know who you are employing and what their character inclinations are so as to effectively mix them into your organization culture. Instructions to Fix It: After evaluating your representatives, trade notes! See which representatives share values and which shouldnt work in a similar office to spare you from working environment devastation. For instance, a representative who is vigorously dependent on nature of work and gives close consideration to detail will drive the trade worker, who sees the main concern and needs it currently, insane. Take a stab at matching a representative who looks for difficulties with a creative-disapproved of worker and watch what blooms! Realize Who Your Employees Are! Dont let correspondence and character contrasts upset your association from accomplishing greatness. Put on your expert cap and get to surveying your work environment. Investigate character appraisals that can successfully measure your group and aggregately recognize who ought to be collaborated with whom so as to make a very much oiled machine. Character evaluations can make recruiting simpler, however they can likewise assist you with bettering comprehend your representatives once youve welcomed them ready. This is basic with regards to remote work courses of action. Is it true that you are reluctant about utilizing character tests? A few appraisals propose that 60-70 percent of all activity candidates experience character tests during the recruiting procedure. Businesses are seeing the advantage of realizing who works for them and how these individuals can make the best groups. In the event that you need to weave a many-sided web of gainful ability both in and outside the work environment, youll need to begin by surveying your representatives characters. The battles of remote work assuredly wont vanish for your representatives, yet better comprehension between workers will bring the company closer to greatness.

5 Questions Asked In A Graduate Interview

5 Questions Asked In A Graduate Interview Facebook11TweetLinkedInPinEmailShares11 A graduate interview can feel overwhelming for some. The questions, the employer and a desire to impress can all contribute to the interview jitters. But with the right preparation and research beforehand you can answer each question with confidence. Here are our top 5 questions targeted towards graduates: 1. What do you want to do after university? Once you leave university, what are your plans? The dreaded question every student or recent graduate hears. But when youre asked this in an interview you need to be fully aware that your plans align with the potential job you have applied for. For example, expressing your desire to travel as soon as you have saved up enough money might not sit well within the employer. Find out how to answer here. 2. Where do you see yourself in 5 years? Long term plans are important to an employer because they want to know just exactly how committed you are to the role. To answer this interview question, explain where you are currently and what progression you hope to make in order to grow. This can be related to building upon current skills, experience and even industry knowledge to help you excel. Remember keep it career related and relevant to the role you have applied for! Find out how to answer here. 3. What skills can you bring to the role? Passion, enthusiasm, motivation? Whilst it is helpful to mention general traits you can bring to the role, its also important to select a few specific examples. If you have excellent time keeping skills, talk about a time when these came into practice during your time at university or previous employment. The more real-life examples you can provide the better. Find two example answers here. 4. Why have you chosen this career? There are typically two types of graduates answering this question. Ones who have always known their career destination and picked their degree accordingly and those who have got to the end of their course and are unsure of their options. Of course, if youre degree doesnt match the job you have applied for this doesnt have to hold you back. Work experience or learning new skills and knowledge surrounding your career of choice can still be strong proof to answer the interview question. Read 4 example answers here. 5. What sets you apart from other candidates (graduates)? Remember to focus on yourself. Dont use this as an opportunity to badmouth other candidates. Think back to why you applied in the first place Was it a company youve always imagined working for? Did you read the job description and think YES this is a role I can really excel in. Or did you see an opportunity to grow and progress in your career? Your reasoning behind these answers could help devise a great explanation to prove how you differentiate from the rest. Looking for more advice on how to answer? Find it here.