Category Archives: Company News

Company updates, professional news

Publishing Interview Tips!

You have reached the interview stage, great news! Now you have to face the dreaded interview. Don’t worry, we have some interview dos and don’ts for you to master your publishing interview, and maybe even enjoy it!

Do

  • Use the job description and person specification to hone in on the skills and competencies they are looking for
  • Practice an interview situation with your friends or family
  • Greet the interviewer with a firm (but not bone breaking!) handshake
  • Take copies of your cv, covering letter and relevant documents with you
  • Dress well; publishing is a creative industry and you can express yourself with your dress whilst looking smart
  • Leave plenty of time to get to your interview; being late will make you feel stressed prior to the interview
  • Keep eye contact, wait for your turn to speak and listen carefully to the questions you are being asked
  • Answer the question and express yourself clearly (practice will help with this)
  • Be honest
  • Ask questions! An interview is also your opportunity to see if the company will be a good fit for you as well as you for them, so prepare some well researched questions in advance
  • Be confident in your skills and abilities, have examples ready which demonstrate your experience in relation to the job requirements
  • Show your enthusiasm! You can also follow up after the interview to thank them for their time

Don’t

  • Dress too casually
  • Complain about your previous role or employer! You want your interview to be a positive experience
  • Lie about your skills or abilities, lies can be detected! You also don’t want to be in a difficult situation if you find yourself unable to do the job
  • Be too hard on yourself if you do not answer a question quite right, instead remain positive and move onto the next. You won’t be judged for making a mistake on one question
  • Bring up salary, holidays and benefits unless your interviewer does
  • Be blunt or too simple in your answers with just a `yes’ or `no’, you are expected to explain where possible, without rambling
  • Talk over your interviewer or finish their sentences for them

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Flexible working: Does it work for employee and employer?

We had a fantastic response to our blog competition and we do aim to answer all of your brilliant questions!

The team decided that ‘Flexible working: Does it work for employee and employer?’ should be the first question we address as it’s very much a hot topic and the question of flexible working is often raised by our candidates when considering a role.

We have researched this topic by asking our clients their company’s stance on flexible working, what policies they have or what is in their pipeline for the future.

Types of flexible working you might consider:

  • Part-time
  • Term-time
  • Job-sharing
  • Flexitime
  • Compressed hours
  • Working from home on a regular basis

Our clients have noticed a shift from flexible working being more focused on hours e.g. flexible starts and finishes to now moving onto location.

Does it work for employee?

We all dread that rush hour commute and we all wish we could have been home for that boiler repair, right? The opportunity to avoid commuting (even once a month!) and make that all important appointment is a huge stress reliever.

Flexible working and the trust that comes with it from our employers gives employees a positive feeling and a sense of autonomy, encouraging a positive attitude towards their work.

An office atmosphere is great! However, if a member of staff has a lot on and needs to focus, this atmosphere can sometimes be a distraction. Allowing an employee the option of working from home can be beneficial as they can work without distractions.

Some employees don’t enjoy working from home, instead they miss that social interaction and that is fair enough!

It goes without saying that for employees with children or family commitments, flexible working is extremely beneficial.

Does it work for employer?

Our clients recognise that allowing employees to work from home, is a trust exercise and employees have reacted positively to this. In particular millennials are expecting a more flexible work environment and companies need to respond to a changing workforce.

For expanding or small companies, flexible working is also a positive because it allows for a better working environment in terms of space. Small offices can be quite cramped and stuffy, by employees taking it in turn with their flexible working allows for a much more comfortable working environment in the office.

A concern our clients acknowledged was centred on creativity. People often work best when they can bounce off each other and discuss ideas and their concerns in person. So there is a need for people to be present for meetings and to maintain communication between teams.

However, with most people having access to good wifi, it’s possible to have meetings from remote locations using Skype / Google hangout etc – once everyone gets the hang of it this works fine!

Does it work for employee and employer? YES!

The response from our clients was overall positive and flexible working has become part of company consciousness and improving working standards.

For some clients their flexible working policies are already in place with employees working one day a week from home (with successful completion of probation period in mind) for others the policies have started with some improvements to go.

If flexible working does not have a negative effect on the working standards then why not!

Further Reading:

https://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working/factsheet (You can register and get full details)

https://www.rec.uk.com/news-and-policy/policy-and-campaigns/ongoing-campaigns?a=154804

https://www.publishers.org.uk/activities/inclusivity/inclusivity-action-plan/

https://www.theguardian.com/commentisfree/2019/apr/16/flexible-work-parents-child-free-control

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Marketing in book publishing

BytetheBook hosted a particularly good event called ‘How Do you Market Authors and their Books?’

Introduced by Justine Solomons and chaired by Hermione Ireland (Marketing Director at Little Brown Book Group @hermioneireland) the evening covered a really good range of questions for both authors and those working in marketing in publishing.

They had a range of experts including Julia Silk (Literary Agent at Kingsford and Campbell @juliasreading), Truda Spruyt (Director of PR agency Colman Getty @TrudaSpruyt) and Kit Caless (Author and Publisher at Influx Press @KitCaless) to ensure we heard all sides of the story!

Take aways

  • It’s important to market yourself (or your author) not just your product. You need to creative and authentic.
  • It’s vital to be resilient (perhaps more in publicity) where you get lots of no’s before you get yes’s.
  • There was a split on the importance of social media with Kit saying it depends if the author is confident to do. Similarly events can work well if the author is behind it and has connections.
  • Partnerships also work well if the author has a strong back story and connections.
  • Everyone agreed it’s vital to get a marketing plan together at a very early stage – 3-6 months ahead of publication date and you either need time to do marketing yourself or money to pay someone to do it for you!
  • Publishers should put together a detailed marketing plan for you with a budget that generally reflects the size of the advance.
  • For self-published authors, be creative (Kit sends 2-300 advance copies with a hand-written note out to all the indie booksellers which generates strong advance orders).
  • Metadata is vital to get right. There are various codes and key words that can be used and manipulated to gain visibility. In big publishers there are tech people doing this but you can put your book in several niche sub categories to reach a wider audience. You might be number 1 in a niche!
  • Facebook advertising can be used effectively especially for genre publishing. And try Facebook Live which is free.
  • Authors should think about their readers/audience as the book will need to go through a long selling chain if published by a publisher (Agent – Editor – Sales – Marketing etc) and they’ll all be asking – who will be interested in buying this book?

Thanks to the panel and Justine, founder of @BytetheBook and look forward to the next event!

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Cover Letter Dos and Don’ts

You have found the job of your dreams, researched the role and the company and perfected your CV. Wait, and you still have to write your cover letter, right? Yes you do!

Do not underestimate the importance of the cover letter, it works simultaneously with your CV to reflect and highlight the skills you have outlined.

A well written cover letter will help you to stand out and increase your chances of the recruitment manager remembering you.

We know how daunting application writing can be, so we are sharing our top dos and don’ts.

Do:

  • Research the role and the company before you start writing
  • Have a clear structure; use paragraphs and an easy to read font
  • Have an opening sentence with a positive tone that also signals that you are applying for this specific role `I am writing to apply for….’
  • Highlight why you are interested in the role, and what is attractive about the company
  • Let them know why they should interview you by summarising your strengths and skills that make you the best candidate to do that job
  • Your skills and strengths should be tailored to the requirements and objectives set out in the job description
  • Emphasise what you can do for the company, you can outline a career goal that meets with the company’s objectives or expand on the key skills in your CV
  • Thank the employer for their time and that you look forward to hearing from them
  • If you start with `Dear name’ you should end with `yours sincerely’ and if you start with `Dear Sir/Madam’ you should end with `yours faithfully’.
  • Check your spelling and grammar not once, but twice or three times  

Don’t:

  • Send a generic, untailored cover letter
  • Write more than one page. The aim of a cover letter is to summarise concisely why you are applying for the role, why you are the right candidate for the job and why you want to join the organisation
  • Use creative fonts, colours, abbreviations
  • Include unnecessary personal information or skills/qualifications not specific to the job
  • Include your salary preferences or requirements unless asked by the employer
  • Generalise or be too casual in tone. Instead be specific in how you have excelled in previous roles
  • Write without having researched the company and what your role involves
  • Send your cover letter without checking you have addressed it to the right company and contact

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Sales and Customer Service

I joined Atwood Tate in February 2018 and specialise in recruiting for Sales, Production, Production Editorial, Rights, Contracts, Project Management, Design, Distribution & Operations roles.  In this blog, I will be explaining jobs in Sales and Customer Service sectors within publishing.

Sales

What is a sales role in publishing?

Sales roles are diverse – from Sales Assistant, Sales Executive, Sales Representation roles which bring in new business to an Account Manager role looking after a designated group of client/company products, i.e an Account Manager for children titles in the US market for an international leading trade book publisher.  For sales roles, it is also usually divided into a specific list of titles and accounts: normal accounts (bookshops/direct customers) and special sales (supermarkets/retail stores/ wholesalers). 

What does a sales role involve?

Your job is to understand the front list titles, prepare new titles presentation, build and maintain relationships with customers/clients, represent your publisher and persuade your target audience to sell your titles or products.

What skills do you need to succeed in a sales role?

Communication and presentation skills. You need to be results and target driven and have a good head for numbers. Excellent negotiating skills are a must.  You will also need to keep up with latest market trends, observe the market, feed it back to your publisher and make strategic plans to keep the business going. 

Is there good progression in sales?

Sales roles are very diverse so they are always full of opportunity and progression.  You can make a lateral move or you move upwards and onwards.  The contacts and relationships you will build up throughout the years will also become one of you biggest assets when you look for a new opportunity – so make sure you stay in touch with everybody!

Customer Service

What is a customer service role?

Customer service is fundamentally a role to support the operations of a sales department.  You will update metadata on the company database, websites or other online platforms.  You will also handle queries from booksellers/clients/direct customers, issue invoice and follow up on the finances.  Other responsibilities may include logistics management, stock queries, and resolving problems.

What skills do you need in a customer service role?

As for the nature of the role, you will be a tech-savvy person.  Preparing sales materials for your colleagues, updating the database and processing orders will be your main duties so a good eye for detail, good communications skills and a high ability to solve problems will be essential.  

How do you progress in a sales/customer service role?

You can start as a Sales Coordinator and then move towards managing accounts and eventually overseeing a sales operations team.  Keep up with the latest technology and software, be an expert in what you do.  If you eventually wanted to have a fresh challenge, you could look into operations or project management roles.

If you have any questions about Sales or Customer Services roles in publishing, don’t hesitate to get in touch!

Clare Chan, Senior Publishing Recruitment Consultant

Tel:        0203 574 4428 Email: clarechan@atwoodtate.co.uk

Specialist areas: Sales, Production, Production Editorial, Rights, Contracts, Project Management, Design, Distribution & Operations roles.

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10 Dos and Don’ts of CV Writing

Are you putting off writing or editing your CV? One of the most commonly asked questions we get is about the format of CV’s. To help you along with your CV writing process we have written a summary of our top 10 dos and don’ts of CV writing!

Dos:

  • Keep your CV at two pages max (we know it is hard!). You need to demonstrate you can prioritise relevant information with the content you provide
  • Introduce yourself in a personal statement at the top of the page, including your skills and what you are looking for in a few sentences
  • Include your contact details and a link to your LinkedIn profile
  • Save your CV in a word doc or PDF in the format `full name and CV’  
  • Set out the dates of your employment, the company and your position clearly with accurate spacing
  • You can include a brief description of the company you worked for, followed by bullet points to present your achievements, using figures and stats where necessary (use power words!)
  • The education and employment sections should be in reverse chronological order. You can include a `relevant experience’ section
  • Have a skills section highlighting any IT and language speaking skills. You can also include any courses/training, driving skills or leadership skills that are relevant
  • Choose a professional font, one that is easily read and looks good when printed or scanned
  • Important: Be meticulous in your spelling and grammar!

Don’ts:

  • Avoid long, chunky looking paragraphs (white space is your friend!)
  • List all of your GCSEs/O-Levels or every module from your degree, just those related to the job you are applying for
  • Experiment with size (making the text bigger to fill the space/smaller to fit) or wacky colours and fonts
  • DOB, picture and marital status are not necessary
  • Use acronyms, technical terms or clichés (instead demonstrate clichés such as `hard worker’ in your experience and achievements)
  • Use personal pronouns
  • Include irrelevant skills and work experience (not including them will not decrease your chance of getting the job!)
  • Explain why you left every single position. You can cover this at interview, but also in your covering letter.  If you are not currently in employment and want to explain why, put a brief note in your covering letter.  If you are applying through an agency, be transparent with them and they can help you to explain.  If you have done a series of fixed term contracts, putting “fixed term contract” next to the job title will signal that this is why you haven’t stayed longer in the role
  • Submit your CV with unprofessional email addresses or names
  • Lie! With a simple search a lie can be found out and this won’t go down well with your interviewer

Extra Tip: Don’t leave gaps.  Account for any gap years/sabbaticals or times out of work, but briefly and without it becoming distracting.  If you omit something, it will raise more questions than a brief sentence accounting for the gap.

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Commissioning in Book Publishing – How to build a successful list outside the 6-figure zone?

It was a lovely evening in the beautiful Century Club at the Bookmachine Talking Editorial! Truly enlightening to hear from 3 publishing professionals about how they build their very different lists. Valerie Brandes from Jacaranda Books, Keshini Naidoo from recently founded Hera books and Zara Anvari from White Lion (Quarto Group) were on the panel which was chaired by the brilliant Abbie Headon.

Valerie explained how Jacaranda books was founded in 2012 as a direct result of the lack of diversity discussion in the industry. There was a need for what they were doing and submissions came flowing. At the beginning no budget and no connection, however opportunity was always there because nobody was doing what they were doing. She says that you constantly have to reimagine your list and identify gaps in books published. For instance, they did notice that very few black British authors were published and in 2018 they decided that in 2020 they will publish 20 books written by black British authors.

Keshini is the co-founder of hera, a female-led, independent commercial fiction digital-first publisher (and now also publishing paperbacks). Their audience is the reader who cannot put a book down for 3 days. They publish books across genres such as romantic comedy or psychological thrillers. The story comes first and the commercial aspect is priority, although quality is necessary. The books they publish she admits might not make the Booker Prize list but will make many people happy! For Keshini, to commission you have to love what you commission and be able to push the title/the list.

Zara recently joined White Lion, an imprint of the Quarto Group publishing non-fiction books across pop culture and lifestyle. Business strategy is key for them: you have to have a direction and be profitable. Zara’s job differs from Valerie’s and Keshini’s as she comes up with concepts for books which she then has to sell to her colleagues and managers before finding the right authors for them. It a very collaborative environment and people have to buy into your idea. If you do not believe in it, nobody will. So you need to know what you want and go for it. As the imprint is quite new, they still consider what are their successes, what they do well, and this is a guiding principle across the whole.

How do they find their authors?

Valerie from Jacaranda looks at things she liked. She attends events, talks to agents and publishers, reads articles and blogs. Her advice: you just have to ask! Sometimes just asking if the rights of a book are available will work! For things that were not being published, she really focuses on what she likes, and obviously reads a lot and exposes herself to a lot of different influences.

Keshini from hera finds her authors through lots of different ways. It could be through submissions through their website or from authors and agents (ratio is 50/50 between the two). She was pleasantly surprised by the support she and her business partner received from agents from the start. She also mentioned something interesting about social media and Twitter in particular. Twitter is a way to commission, who would have thought?! There is a big community out there: authors put their pitch down with the hashtag #PitMad. This is very big in the USA, not as much in the UK but is this the way forward?

Zara from White Lion relies a lot on recommendations. Her concepts are born in-house and commissioning for her is more trying to find the right author for it (could be an influencer or an academic). In light of this, budget can be an element too. Zara’s advice is to stay open, and try to sell yourself to the author too as you will be working as a team, in a partnership.

What does success look like?

For Keshini, success is not focussing on prize but high chart positions. Online buzz and good exposure on social media is also very important. For Zara, as their books are very international, success is often measured by the attention they attract at book fairs. They need to make sure it gets international exposure and good conversion in terms of interest and sales. For Valerie, the notion of success has been evolving. At the very beginning, launching their publishing house was a success in itself. It has been an incredible learning curve for the founders of Jacaranda books as there is a massive difference between understanding what being a business is, compared to just being part of a business. It has been really hard and success was surviving as a business. This year what looks like success is very much visible for them as they won prizes and were long-listed for awards.

Commissioning and what makes a list successful are very different things depending on what books you publish and what business you are part of. But what the 3 speakers all agreed on is that to commission, you have to trust your gut and be passionate enough about the book to fight for it. To the question “what makes a book stand out from the lot” Keshini’s conclusion was hilarious but nonetheless very true as she quoted Marie Kondo: “If it doesn’t spark joy, get rid of it!”

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Inclusivity and Diversity in Publishing

Building inclusivity is a top priority in the UK, and we in the publishing industry must also work to establish best practice in the recruitment process in order to bring in diverse voices and varied experience.  Coming from a different cultural background myself and having worked in publishing and recruitment, I have built up a passion for this topic, and I am very keen on making an impact within the publishing industry.

As a team at Atwood Tate, we have had Equality and Inclusion training and I recently attended the Building Inclusivity in Publishing conference put on by The Publishers Association and The London Book Fair.  The conference gathered different panels of representatives from the publishing industry, who spoke about what they have done/are doing to encourage and educate publishing companies to build a more inclusive work environment. 

On International Women’s Day, I spent an afternoon attending a forum on Inclusivity and Diversity, hosted by the Recruitment & Employment Confederation. This forum gathered recruitment professionals from different industries and explored how a better understanding of intersectionality can support a more inclusive recruitment process and deliver a truly diverse candidate sheet.

During the conference, Mark Gales from Young Women’s Trust explained how recruiters and HR professionals can support young women, as studies show that 53% of young women feel worried and uncertain about the future.  By signing up as a volunteer with the YWT, recruiters and HR professionals can offer coaching and tailored job application feedback for young women to build up employability and their confidence.  After using the coaching service, 92% of attendees felt more confident in presenting their CV and felt they had a better understanding of what employers are looking for.  Even more encouraging was that 55% of young women got a new job/work experience.

On offering support to disadvantaged people who are trying to get into employment, Gemma Hope from Shaw Trust explained that we can help candidates by organising a non-panel-setting interview, or even offering candidates a work trial to assess ability, as some candidates might find a traditional interview process distressing.  In the financial sector in particular, some recruitment processes require no CV submissions and a solely question-based application form, from which gender, education background and age are excluded, has replaced the traditional CV and cover letter format: a solely skills-based assessment.

In the publishing industry, we are trying different recruitment approaches and we are still searching for a way to establish best practice across the whole industry.  In academic publishing, we have started to see publishers encourage salary transparency during the recruitment process.  In trade book publishing, we have seen experimentation with AI recruitment.  We, as a recruitment agency have also started to offer transparency to our clients by outlining the diversity of our search. We ensure publishers are aware that we open up their vacancies to a wider pool of candidates than they may reach through traditional advertising or networking routes.  We hope to see publishing continue to blossom and grow through achieving meaningful diversity. 

Written by Clare Chan, Senior Publishing Recruitment Consultant.

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Consultant in the Hot Seat: Stephanie Hall


Stephanie has recently re-joined us at Atwood Tate after working as an internal recruiter at HarperCollins for four and a half years, managing all the recruitment across the different sites and at all levels. Stephanie worked at Atwood Tate from 2012-2014 and has returned to look after Editorial (non B2B & Professional); Production; Design and Operations outside London and the Home Counties.

What do you love about working in publishing?

I love the people, which is handy for being a recruiter! I consistently find the people in the industry to be interesting, friendly people. It can feel like quite an insular industry when you’re first starting out, but people are usually willing to chat and because people never seem to leave publishing once they’re in, you get to build great relationships with people over time. I have candidates that I placed in 2012 that I’m still in touch with!

What is your favourite book/play/poem or author?

I don’t have a favourite book anymore, I don’t think… I’ve probably read all of Judy Blume’s books several times each and find going back to them incredibly comforting, but if we’re judging favourite books by number of times read, at the moment it’s the That’s Not My… series. We’re currently very into locating and identifying our monkeys, dinosaurs, llamas, pirates and kittens at home. Otherwise, I’ve recently re-read Chimamanda Ngozi Adichie’s Dear Ijeawele,: A Feminist Manifesto in Fifteen Suggestions which I would highly recommend to anyone, not just parents. It has some brilliant suggestions on how to raise an inclusive and strong kid and all my friends now have a copy.

Who is your hero?

Frida Kahlo. I really admire her resilience and ability to turn any setback into something creative (and profitable!). She was all the things I want to be when I grow up: strong, brave, honest, successful in her own right, unashamedly feminist, generous with her time and most importantly, able to stomach a lot of tequila. I think I have better taste in husbands though!

If you could have a super power, what would it be?

The ability to control time – to pause it, speed it up, slow it down. I genuinely don’t understand anyone that would want a different power. I could pause time during the night to get more sleep or have a lie in, slow time down when I’m running late (I hate to be late!) and speed it up when time is dragging and I’m getting impatient. What more could you want?

If you could share a meal with anyone, who would it be?

Oprah. I think she’d be fascinating to talk to and would have some absolutely exceptional gossip about other people, as well as some really interesting experiences and incredible achievements of her own that I’d like to ask about. And if the conversation runs dry, we can chat about the episode of 30 Rock that she’s in, which is one of my favourites.

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How to Get into Publishing

Last week The London Book Fair hosted the event `How to get into Publishing?’. The Olympia Room was full of eager graduates, awaiting advice and tips of how to kick start their career in publishing. Here we have created a summary of what was said.

The panel:

Carl Smith https://uk.linkedin.com/in/carl-smith-8a2a3411b

Shalini Bhatt https://www.linkedin.com/in/shalini-bhatt

Katherine Reeve https://uk.linkedin.com/in/katharinereeve

Maria Vassilopoulos https://www.linkedin.com/in/maria-vassilopoulos-51572320

The panel began by offering a background of themselves, what was their first role and how did the skills in this role set them apart during interviews?

  1. One of the roles was working in a bookshop as a Christmas temp. The skills developed within this role; customer service, bookselling, industry knowledge contributed to success in an interview, especially when asked `what is your favourite book?’.
  2. A hospitality background and the transferable skills developed here; customer service, working on multiple projects, confidence and working with lots of different people are skills relatable to roles within publishing.
  3. If you have not studied an English or History degree, don’t worry, for one of the panel a visual arts degree stood them out from the crowd.

Interview tip: Build a rapport with your interviewer, something you have in common can help you shine in an interview.

What are the geographical challenges and how can they be overcome?

We have to admit that most publishing roles are based in either London or Oxford. However, the big publishers are not the only ones out there. You can gain experience through working in bookshops or working for charities or library suppliers for example.

Editorial roles are not the only choice. Take a look at HR, finance, marketing and production roles also.

The Spare Room Project offers free accommodation in London whilst taking up work placements. Read our blog on the Spare Room Project here: http://ow.ly/86Ck30o88C0 More good news; internships are more often than not paid.

Interview tip: Make sure you are prepared. Research your interviewer and the company on social media, look for a talking point. What are they currently advertising/working on?

In job specs how much of the criteria do I need to meet before I apply?

You don’t have to meet all of the essential and desirable skills, but you need to meet the main essentials and demonstrate them in your CV and cover letter. 

If you feel excited by an advertisement, if you know you can do that job then go for it! There is no harm in applying.

However, be realistic and ask yourself will you feel comfortable answering questions relating to the criteria in an interview situation?

Interview tip: Go in with questions, be curious and passionate.

What are the dos and don’t’ s of CVs and cover letters?

Do’s

Introduce yourself in a personal statement at the top of your CV, your skills and what you are looking for.

Always read the job spec, pick out the key skills and buzz words and demonstrate you have them in your CV and cover letter.

Be meticulous in your spelling and grammar

Prioritise information and layout, show them you can do this in your cover letter and CV. Keep your CV at max 2 pages.

Don’ts

Overdesign your CV. Instead keep it simple, not too hard on the eyes or text heavy.

Send your CV in the correct format if requested.

Make your personal statement too generic, focus on particular skills.

Don’t list all of your previous jobs, but the most important and relatable ones which demonstrate the skills they are looking for.

Interview tip: Represent yourself in the best possible way, but be yourself! Always ask when you will hear from them of the outcome of your interview.

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