Nowadays, everyone has some kind of computer skills they can bring to the table when applying for a new job. So, does that mean you should still list your own skills on your resume? The answer to that question is, yes, absolutely. Everyone has experience in both hardware and software. Depending on the kind of job you’re applying for, you may not necessarily need to list the hardware you’re familiar with. The kind of computer software you’re familiar with, however, may make or break your chances of getting that job. Some software, like Microsoft Office – and, in particular, Microsoft Word – you can usually leave off your resume because an employer assumes you already have a basic understanding of Microsoft Word by now. Here, instead, are the most important computer skills you should absolutely list on your resume. Operating Systems You should list on your resume the operating system(s) with which you’re more familiar. The reason for this is because some jobs require Mac knowledge, while others use strictly PCs. If you have more experience with a PC, for example, you may find it difficult to navigate a Mac. This would require the employer to put extra time into training you if they ultimately feel you are the right candidate for the job. Therefore, it is important to be up front about the operating system with which you are most familiar. Google Drive Today, many businesses prefer operating in Google Drive, rather than Microsoft Office, when it comes to things like documents and spreadsheets. There are just so many more benefits to using Google Drive, like the ability to save your work in real time without doing anything at all, or sharing a document with multiple users, who can also edit it. However, simply listing “Google Drive” on your resume isn’t specific enough. You want to go into detail about what exactly it is you know how to do in Google Drive. For instance, you can list “Google Drive” as a main heading, and then, as subheadings, you can list the aspects with which you are most familiar, such as:
Google Docs Google Sheets Google Forms Google Slides
You can also use this nesting format for other software skills on your resume. For instance, if you chose to list Microsoft Office on your resume, you could do something like this:
Microsoft Office
Word Excel Power Point
This list is not only more pleasing to the eye and quicker to skim, but it also tells the employer exactly where your skills lie. Social Media Social media definitely falls into the category of “Most Important Computer Skills to List on a Resume.” Businesses everywhere use social media, and while they may vary up which channels in particular they frequent, they have come to understand that social media means everything when you’re in business. It’s the fastest way to spread the word about new products and services, as well as provide a sounding board for one’s customers and clients – and maybe attract new ones in the process. So, how do you tell a prospective employer that you’ve got what it takes to give their company the social media platform they deserve? Well, in addition to listing the specific channels with which you have the most experience (Twitter, Facebook, Instagram, YouTube, etc.), you can also talk about the achievements that social media has brought you. For instance, at your last company, did you regularly monitor the company’s post engagements on Twitter? Did you scour Google Analytics to discover what worked about the company’s social media advertising campaigns, and what didn’t? Were you able to determine the company’s reach, and how best to expand it? These are all skills you can – and should – highlight in the computer skills section of your resume. Listing Computer Skills on Your Resume Something very important to note about listing your computer skills on your resume is that you should not dedicate one section in particular to these skills. Instead, you should incorporate your computer skills throughout your resume to show how they have benefitted you throughout your career. Ideally, you want these skills to be most concentrated in three areas in particular:
Your professional summary or objective statement Your main skills section Your experience
Of course, don’t try to shoehorn your experience into areas where it feels forced. Instead, find those areas that would benefit from your inserting a skill naturally here and there, and you will ultimately create a more well-rounded resume.
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An objective statement is the first bit of information a hiring manager sees on your resume. Within it is your well-defined career objective, along with a super-short blurb about why you’re the perfect person for the job to which you are applying. This is why your objective statement should be as impressive as the skills and experience that follow it. When to Use an Objective Statement Some say that objective statements are becoming outdated. However, while your particular situation may not call for an objective statement, it is always a good idea to have one on your resume anyway. In the following circumstances, however, an objective statement may mean the difference between getting or being passed up for a job:
If you are a recent graduate who is entering the workforce for the first time If you are considering relocating, else your out-of-town address may confuse the hiring manager and he or she will disqualify you If you are changing industries, to help explain why you are making the change
Here are some tips insofar as what to do, and not to do, when crafting your objective statement to help you stand out from the crowd. Be Concise An objective statement is an appetizer of sorts, designed to “wow” the HR department enough to convince them to conduct an introductory interview with you, typically over the phone. During your interview you can talk more about your skills and experience, but you don’t want to go overboard here either. One of the reasons people dismiss objective statements is because they tend to be narcissistic. Many applicants ramble on about themselves and their accomplishments, rather than highlight how hiring them can benefit the company. This is why remaining concise throughout the entirety of the interview process, from start to finish, is crucial to improving your chances of getting the job. Here’s a good example of a concise objective statement that gives the hiring manager just enough information without becoming overly wordy: “Ambitious and experienced technical support professional with proven success managing the help desk for an international corporation. Seeking an opportunity to use my five years experience to serve a nonprofit organization.” Do Not Use the Same Objective Statement Every Time Do not use a vague “one size fits all” statement to sum up your past career and future career goals. The entire point of the objective statement is to tell the employer why you are the perfect choice for that particular job. What is it about that job that enticed you to apply? Why do you think you, above all other candidates, would be a perfect fit? Plus, this also serves a dual purpose as well. When the hiring manager inevitably asks you, “So, why did you decide to apply to ABC Company?”, you can use your objective statement to jog your memory if you’ve applied to so many jobs this week that you honestly can’t remember why you applied to that specific job. Here’s a good example of an objective statement that, while somewhat cookie-cutter insofar as relocation, can be more specifically tailored to a particular position: “Current accountant with more than fifteen years experience in the field of finance seeking a tax advisor position when I relocate to Boston in May. I am excited to apply my tax knowledge and related skills and grow my experience as part of your established institution. Remain Relevant Make sure that the career goals you note in your objective statement match those that the company can actually fulfill. Many applicants talk about how the job they’re applying for now can help them land their dream job in the future. This speaks more to the company about what you want, rather than how hiring you could benefit them as a company. Consider the following example. You’re a high school graduate, and it is your first-time ever applying for a job as a cashier at a local retail store. Do not simply put in your objective statement that you would like the job because it would give you the experience to one day become a store manager. Focus more on the give-and-take, on how you can grow within the company and what you can do for the company by growing within it. Here’s a good example of how you might want your objective statement to sound in this situation: “I am a highly driven team player and aspiring store manager with proven analytical skills seeking to grow my knowledge of the retail industry by using my communication skills as a retail associate for your department store.” List Degrees, Certifications, or Licenses You May Have A quick blurb in your objective statement regarding the certificates you have acquired over the years (and which are relevant to the position to which you’re applying) is an impressive start to your resume. An objective statement should be an outline of sorts. It tells the reader, “if you think that’s good, keep reading!” Putting your licenses, degrees, and certifications right in your objective statement gives the reader a clearer picture of what you can bring to the table.
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Have you extensive experience in the field of customer service? This is an invaluable resource, as it tells an employer that you have kept your cool in situations where customers were less than happy, and when it might otherwise be difficult to remain calm. You should therefore be sure to highlight your customer service skills on your resume so that a prospective employer can find them easily. Even if you are not applying for another customer service job, you still want to put these skills on display to show the employer exactly what you are capable of. Here are 6 tips to help you better highlight your customer service skills on your resume. 1: Use Your “Skills” Section Wisely Almost all resume templates employ a “skills” section. This is your time to shine! You should put both hard skills and soft skills on your resume. Soft customer service skills you can highlight include your effectiveness and efficiency when it comes to problem-solving. In your hard customer service skills section you can include typing, including your words per minute, as well as the software you used (proprietary or otherwise) to help you do your job effectively. Bottom line: never make a “one-size-fits-all” resume, and then send it off to every Tom, Dick and Harry with whom you want to work. Tailor your resume to each job you apply to. Yes, this takes more time and effort, but it shows the hiring manager that you truly thought about the position you’re applying for, rather than applying at random to anything with an “Apply Now” button. 2: Be Concise No matter the type of job you’re applying for, remaining concise on your resume is always preferable to letting yourself get too wordy. Don’t include a list of every little task you did at your last job, even if you’re trying to make your resume more dense. Mention only those details that are relevant to the type of job you’re applying for, and try to group similar skills under one bullet point. Many applicants find their resume goes into a second page, so they beef up the word count in an effort to make it longer. In reality, you don’t want to go onto a second page unless you have a wealth of skills and experience that justify it. 3: Make It Your Own Using a resume template you find online is fine as a guide. But do not simply copy the structure of a resume template and replace the template’s information with your own. Remember, any resume you find online can be found just as easily by a prospective employer with an internet connection. Further, when a hiring manager sees hundreds of the same style of resumes coming in on a weekly basis, it’s not difficult to see which applicants are not putting the time and effort into making their resumes truly unique. Stand out from the crowd, show you care, and make your resume your own, and you will show the hiring manager that you are willing to do what it takes to earn that job you’re eyeing. (This also hints at the dedication you’ll bring to the role, too.) 4: Use Keywords Keywords are important because for those companies who use software to evaluate resumes automatically, the software will select the resume that uses the right keywords and dump the rest. Do some research insofar as a list of the customer service skills that exist, and incorporate only those relevant to your personal experience in your resume. You can use keywords to describe everything from your skills to your credentials. Try to incorporate as many as possible without getting too wordy. The goal is to catch the hiring manager’s eye – not drown them in details. 5: Keep the Focus on Your Results Many applicants explain on their resumes what they did in a position, rather than on what they accomplished or learned during their time with that particular company. For example, an applicant may put that he or she “provided technical support for [company’s product] to approximately 150 customers each week.” A better sentence would be something like “achieved the company’s target of 95% customer satisfaction rating within the first three months of employment.” See why this is better? Not only is it less generalized and, frankly, boring, than the first statement, but it gives the company a clearer picture of who you are as an employee, what you have accomplished in your prior roles, and how their company can benefit from hiring you over all the other applicants they have left to consider. 6: Think Outside the Box If you have never held a customer service job before, read through the qualifications of the job you’re interested in and see how they measure up to your personal experience. Have you helped customers over the phone or in person, even if your title did not technically include “customer service”? Do you have experience in training others on a particular product in a prior position that would translate well to helping people more regularly in a customer service job?
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Searching for a job nowadays is a far cry from the way things used to be. Now, recruiters “ghost” you (i.e. leave you hanging without a return phone call or e-mail), and you don’t even know why. Sadly, one reason could be because your resume is making you look “too old.” It’s a tragic truth. While you may think giving your all over the last 35 years to the same company proves you are a loyal and dedicated worker, all the recruiter may be thinking as he or she looks at your resume is that you’re over 50 years old and that you’re going to want to retire soon. In that case, the recruiter thinks, it’s probably best not to choose you for a long-term position. Here are three tips to help you craft your resume in such a way so as to not let your age define your qualifications before the recruiter even agrees to meet with you. Keep Your Experience Relevant It seems logical that if you have a plethora of experience in a variety of areas that you should include that experience on your resume. After all, you never know which of the jobs you’ve held previously will be the closest match for the position you’re seeking. However, as tempting as it may be to include all your promotions over the last 30 years, don’t. Even if you don’t include dates, the hiring manager knows how much time it takes to accrue that much experience. Whittle your resume down to two pages, and include only the most relevant information from your career. Try to match your resume as best you can to the skills and qualifications listed in the job posting. Many recruiters use software that only selects the resumes that match the terms they’re looking for, so the more terms you can legitimately include on your resume, the better. Watch Your Dates While this builds on the advice in the above tip, you should be careful of any and all dates you include on your resume. This goes for graduation dates and dates on which you earned certifications. For instance, if your last Windows certification was from when Windows 95 was released, this is a dead giveaway that you’re not fresh out of school. You shouldn’t not include dates, because this too is a bad idea. So what can you do? It may seem like overkill, but if you want to freshen up your skills, you may want to consider taking a nighttime or online class. Not only will you freshen up your resume, but you may also find you’re able to apply for more positions by learning something new. Then you can leave off the older certifications (like Windows 95) entirely and replace them with newer ones (like Windows 10) that make you more employable. Switch to a Professional Summary If you’re including an objective statement on your resume, this too can make you look “old school.” Today’s candidates often use a professional summary. The difference is that, instead of one line of at the top of your resume describing your purpose in applying, you instead include a blurb of factual evidence that proves you have what it takes to succeed at the job. Consider the following: Example Objective Statement: “Seeking a position that allows me to use my strengths as a project manager to provide quality feedback to my team while helping the company achieve its organizational objectives.” Example Professional Summary: “Business graduate with proven communication, email and project management skills. Seeking a position as a project manager at Company ABC, to leverage management skills to support internal and external communication.” The differences are minor, but by staying on top of trends in job applications, you’re giving the recruiter or hiring manager one less reason to question your longevity with the company. This is also a great space to fill in a little more of your experience without attaching dates.
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Most recruiters nowadays conduct phone interviews before they meet with you in person. Initial phone interviews are typically on the shorter side. If they go well, the recruiter will call you back for a second interview, which may be either another phone interview, a video interview, or an in-person interview. While a phone interview can be an efficient way for both the candidate and the recruiter to take the temperature of the candidate’s interest in the job, a phone interview can be an unnerving experience. It’s difficult to read a situation when you can’t see the other person’s reactions to your statements. With that in mind, here are six tips to help you ace your next phone interview and move on to round two! Maintain Good Posture While the interviewer can’t see you over the phone, you still want to maintain good posture while speaking to him or her. This is similar to the idea that if you smile, the other person will hear it in your voice. Good posture encourages you to sit up straight and helps you breathe better. A confident posture will lead to confident answers. Use a Landline Phone When you’re on a phone interview, you want the process to go as smoothly as possible. Taking a phone interview on a cell phone is a bad idea for several reasons. For one, you certainly don’t want to risk dropping the call. Secondly, you want the interviewer to hear every word you say – something that is not always possible with spotty cell phone signals. Using a cell phone also encourages you to get up and move around, which changes your breath and your voice – and not for the better. If you don’t have a landline – it is 2019 afterall – consider a VOIP service. Rehearse Your Answers You should not be improvising your answers on a phone interview. Part of the research you should do before taking the call, in addition to finding out all you can about the company and the position, is finding similar responses to questions candidates have answered in the past. Some questions are unique, but many are standard fare. For instance, you should already have a situation in mind that you can speak about with confidence when questioned on the biggest challenge you have faced in your previous experience, or something you accomplished of which you are particularly proud. Pause Before Answering When you’re asked a question on a phone interview, you may feel like you need to answer immediately, lest you sound unprofessional. After all, silence can seem to last longer on a phone call. However, it’s actually in the pauses you take that you allow your confidence to shine through. Telling the interviewer “that’s a great question. Let me think about that for a moment,” demonstrates to the interviewer that you’re someone who doesn’t rush into a situation without giving it serious thought first. Don’t Be Afraid to Take Notes You may think you will be able to answer all of the interviewer’s questions with ease, but the moment you answer their call, fear may kick in and cause your mind to go blank. Don’t hesitate to make a “cheat sheet” of sorts. Write down anything you may need to refer to on the call, such as the questions you have about the company and the position, and the salary range you’re considering. Just be sure to keep your notes short, like bullet points. You certainly don’t want to sound like you’re reading from a script. That would make you sound more like a telemarketer than a candidate, which only works if you’re applying for a telemarketing position. Remain Upbeat One of the biggest mistakes candidates make in phone interviews is that they don’t sound excited or energized about the job. Unfortunately, because the interviewer can’t see your face, you have to work extra hard to infuse your voice with the enthusiasm you have for this position. However, you have to keep that delicate balance of not going so overboard as to sound phony either. Just be honest. Gesture as you would if the person was sitting right in front of you, as this helps you emote better. And don’t be afraid to laugh if the interviewer says something funny. You’re both human, after all. The job search can be difficult, but following these tips will make at least one part of the process a little bit easier.
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Drug testing. It’s a trope used as an anxiety-inducing plot device in countless stoner comedies. Perhaps it has even made its way into your real-world job search with your current or former employer. For years medical drug screening has been a tool utilized by well-meaning but cautious companies who want to ensure their newest hire is focused on their work and not under the influence or partaking in illegal activities on personal time. It’s also big business with some estimates predicting the drug testing market will have a value of $13.89 billion by 2027. While that’s all well and good, the increasing number of states that have legalized medical and even recreational marijuana use places a snag in the previously streamlined system. Can, or should, companies expect their employees to not engage in perfectly legal behaviors outside of office hours? As it turns out, many states are wrestling with exactly that question. The Push to Legalization Beginning in the 1990’s states began taking a serious look at the potential benefits to marijuana use. By the time the millennium rolled around, five states had legalized medical marijuana use via a doctor’s prescription. In 2012 Colorado and Washington were the first states to legalize recreational marijuana use. Today 11 states have laws on the books legalizing recreations weed use. Marijuana and Drug Testing Years ago, employers realized the utility in drug testing potential new hires. The logic went that anyone who engaged in illicit drug use during personal time probably wasn’t up to company standards. You could eliminate problem employees and ensure that anyone you brought on board was in line with your corporate culture and focused on their daily job duties. Marijuana was typical one of numerous substances tested for on broad screening panels performed by third-party drug testing labs. With the advent of legalized recreational marijuana use, however, many employees are rethinking screening for its use, and for drug use altogether. As of 2017, one in seven U.S. adults admitted to occasional marijuana use. With the increasing number of states taking action on the topic, it only stands to reason that the number will continue to increase. Marijuana use continues to be studied for its benefits on a range of health conditions from insomnia to pain management and is consistently touted as a useful and enjoyable tool for many adults. While the topic is hotly debated, many advocates tout marijuana as a safer drug of choice than alcohol for recreational use, a legal but regulated substance. With the increase in use and legal status, it’s not too hard to see the quandary employers are faced with when it comes to drug testing for marijuana. Companies in states that allow recreational marijuana are narrowing the potential applicant pool by eliminating otherwise talented candidates from consideration. With the increase in acceptance and mainstream use of weed employers also run the risk of alienating younger talent who tend to be more focused on company culture and inclusiveness in the workplace. Then there are the legal considerations. New York state recently passed a law prohibiting pre-employment screening for marijuana in all but a handful of professions such as construction workers, nurses, and police officers. While drug screening for marijuana use is still allowed in many states, it’s not hard to imagine similar legislation being enacted as the push towards federal legalization continues. What Can (and Should) Employers Do While the verdict is still out on marijuana’s ultimate status, there are common-sense steps employers can take now to provide guidance and clarity with their new and existing workforce. For starters, companies are well within their rights to prohibit the use of drugs or alcohol while employees are on duty. Reasonable policies that clearly spell out the ability of employers to terminate anyone who shows up to work intoxicated or high are an accepted and safe course. Likewise, it’s also a reasonable expectation for careers in industries that deal with public health and safety that employees refrain from drug use that may impact their ability to operate at a high level of attention. What companies shouldn’t do, however, is throw the baby out with the bathwater by enacting zero-tolerance policies that alienate and limit their access to quality talent. Finally, it may be worth your time and money to consult with an employment attorney to learn about the laws of your particular city or state concerning drug screening and use. Taking this holistic approach allows companies to adapt to changing the societal acceptance of marijuana while still protecting their business.
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If you’ve turned on the radio, switched on a television, or scrolled through a news app anytime in the last few weeks you’re probably aware of the U.S. economy’s recent wild swings. Chances are you’ve also heard or seen terms like “recession”, “yield curve”, “bond market”, and “trade” more times than you can count. Even if you don’t have a deep portfolio of investments or aren’t a Wall Street trader, economic performance as a whole can still have a major impact on your ability to land a decent job. One of the most relevant sets of statistics for anyone currently in the employment market is the monthly JOLTS report. Here we break down where those magical “jobs” numbers come from and how the results could influence your employment search. What is the JOLTS Report? Launched in 2000, the JOLTS, or Job Openings and Labor Turnover Survey, is a monthly report prepared by the U.S. Bureau of Labor Statistics. The information in the report is based on voluntary reporting by certain U.S. employers. The data collected from key industries and employers is crunched and used as a base to derive wider national numbers of hirings, firings and total open positions. The report is released monthly for the time period two months earlier. The most recently released report on August 6th, for example, covers statistics gathered from June of this year. Breaking Down the Numbers The August 6th JOLTS report shows little change from the May results. The total number of job openings clocked in at 7.3 million with 5.7 million total monthly hires and 5.5 million separations. 3.4 million of those separations were “quits” or people who chose to voluntarily leave their job while 1.7 million were involuntary firings or layoffs. When comparing total job openings with the number of unemployed individuals there are around 1.4 million more jobs than people currently on the market which is slightly fewer than during the previously tracked month of May. What Does This All Mean? While the gap between open jobs and those looking for work is closing, the facts still point to an employee market in that companies will have to work harder to attract individuals given the short supply of talent. While this may not ring true for every field, it’s a good gauge of hiring prospects and your ability to potentially negotiate for a higher salary. This is further enforced by the healthy number of workers willingly leaving their jobs since this is a strong indicator that employees feel like they have other, better prospects. While total job openings didn’t quite meet analysts expectations, the consistency with the previous month speaks to the stability of the current job market and your ability to find work, if you’re looking. If you’re looking for a specific industry to target, the JOLTS report also has some useful tidbits in that area. Private versus government jobs didn’t see much of a change, but openings in real estate and rental leasing along with state and local government education were on the rise. Hirings also ticked up in foodservice, indicating restaurants may be in need of talent. While this data may be useful to your immediate employment prospects, it also provides insight into larger trends in the economy. An increase of companies interested in hiring realtors may indicate that the housing market is about to boom while the strong foodservice showing is a good sign that people are dining out and spending money. Hirings and Firings Bottom Line If you enjoyed our breakdown of the employment prognosticating, be sure to tune back next month when the July report is released on September 10th. In the meantime, if you’re looking to add to these numbers by leaving your current job, be sure to check out the Simply Hired blogs for tips on making a graceful exit.
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During an interview, the interviewer may throw a curveball your way with a tough question that you may not know how to answer. While these tougher questions may seem out of left field at best, or silly at worst, it is important to maintain your professionalism and answer them accordingly. Even if you have a stellar resume, how you answer a tough question is just as important as what you say when you give your answer. Here are some tips on how to handle some of the tough interview questions out there. “What is Your Greatest Weakness?” The key to handling this tough interview question is to give an answer that doesn’t make the interviewer’s job easy for them by giving them permission to reject your application. You always want to remain upbeat in an interview, focusing on your strengths. But how do you focus on your strengths when they’re literally asking you about your weaknesses? One thing you definitely don’t want to do is say that you “don’t have any.” Everyone has a weakness, and the interviewer, of course, knows this. The key is to pick out something positive about yourself that you might see as a negative but that employers might see as a positive. For instance, if you say “I tend to put my job over my personal life,” this tells the employer that you are a hard worker, perhaps at times to your own detriment. It’s a weakness, yes, but it’s also a strength. “Tell Me About Yourself.” This is one of those tricky questions because: a) it doesn’t even seem like a question – more like an icebreaker, and b) it’s easy to get wrapped up in this one and drone on and on forever. The interviewer is not looking to have a friendly conversation before the interview proper. He or she simply wants a two-to-three-minute summary of your experience thus far and a reason why you are the only person for the job. If you’re overwhelmed by the question and unsure how to answer it, think of it instead as “tell me something unique about yourself.” Give the interviewer a quick summary of your experience and education, as well as one strong quality that you have learned thus far to help you in your career. For instance, you can say something like “my business degree, coupled with my experience as a Hospital Director, has made me a strong leader, and I am confident my leadership skills could also carry me far in this role.” “Why are You Looking to Leave Your Current Job?” Even if you’re leaving your current job because your boss is a lot to handle, or you haven’t received a raise in five years, you never want to give these as your reasons. Remember to stay positive and upbeat with every answer you give. And also remember, how you talk about your current employer may be how you talk about your prospective employer one day – and your prospective employer knows this. The best way to answer this one is to focus on the positives of the job you’re applying for. You can never go wrong with expressing your desire to pursue a more challenging opportunity. Also, remember to keep your tone upbeat, too. If your real reason for leaving your current job is because you are desperately unhappy, the interviewer will be able to tell and may fear you’ll do the same thing to them in six months. “Do You Have Any Questions for Me?” The answer to this tough interview question is always “yes.” You must always have questions prepared for the interviewer. Else, it looks like you don’t really care about the company and that you are only interested in a paycheck. Even if this is true, you certainly don’t want to convey it to the interviewer. Ask questions that you could not have answered yourself with a quick online search. Lazy questions are just as bad as not having questions prepared at all. Ask the interviewer questions that no one but he or she could answer, such as “what do you like about working for the company?” or “can you describe the company culture?” You want to ask about two or three questions total. Three is often better, but you can usually gauge from the interviewer whether to ask that third question or stick to the two. Riddles You’ve made it to the end of your interview, and you know you aced it. Then the interviewer asks you something incredibly odd and out of left field, like “how many ping-pong balls can you fit inside of a minivan?” or “how many marshmallows can you fit inside of an airplane?” This is another one of those situations where they’re looking for how you answer as much as, or more than, what you answer. Rather than acting cute, stick to logic. Try to come up with an honest solution to this question, no matter how ridiculous it may seem to you. The interviewer is testing your ability to be a problem-solver, and snark is just not going to fly here. Have you ever been asked a tough question you weren’t sure how to answer? Tell us about it in the comments!
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You hear it all the time, how highlighting problem-solving skills on a resume or cover letter is more important than throwing together a shopping list of the tasks you performed at your previous job(s). But you may be wondering which way is best when it comes to highlighting these problem-solving skills. Examples of Problem-Solving Skills First and foremost, in order to be able to highlight problem-solving skills on your resume or cover letter, you have to be able to identify them. In fact, you may have more problem-solving skills than you give yourself credit for. Here are some examples of some of the more common problem-solving skills that candidates tend to list in their resumes and cover letters:
Research Skills – In order to fix a problem, you have to be able to understand it. And sometimes understanding a problem requires you to go deeper, to research and discover its root cause, before you can figure out how to fix it. Communication Skills – Communication is important at every level, from informing others that a problem exists in the first place to brainstorming ways to resolve it. Analytical Skills – Sharpened analytical skills can help you discover and understand a problem, as well as come up with ways to research and, ultimately, solve the problem. Dependability – It may not seem like a problem-solving skill, but dependability is crucial in that employers can depend on you to solve problems in a timely fashion. This is an invaluable skill in that it can save your employer time, money, and other finite resources.
Customization is Key It’s a lot of work, yes, but it’s important. You should tailor your resume and cover letter to each individual job you apply to. In other words, you should consider the job you’re applying to, and compare the skills they’re asking for with the skills highlighted on your resume and cover letter. Do they match? If there are skills that you have and that the job requires, but you have not listed them on your resume, then now’s the time to do so. You want to show the company that you are the best candidate for the job because you have performed and accomplished everything they’re looking for in an employee. If this causes your resume to be longer than it should be, then you should weigh which skills you could do without in favor of highlighting the more important ones. Be Short and Sweet In most situations, hiring managers don’t have the time, nor the desire, to sit and read a lengthy cover letter. If you ramble on for too long, you practically guarantee your application will end up in the “outbox” (garbage can). You want to strike that delicate balance between telling the hiring manager enough about yourself to strike up interest, and keeping your cover letter short and sweet so as not to drone on and lose the person. The best way to sum up your problem-solving skills in a cover letter is to, in one paragraph:
Briefly explain a work problem that either happened or could have happened, and whether it was resolved. Elaborate, briefly, on your role in the situation and what you did to solve the problem. Describe the positive result of your actions, and whether there were any positive, long-term effects.
You should be able to cover all these points in one paragraph. You should be able to flesh out the first bullet point in one or two sentences, and the remainder in a sentence each. Cater to Applicant Tracking Systems (ATS) In today’s world, the odds of an actual human being reading your job application are less than they were ten years ago. This is largely due to the introduction of Applicant Tracking Systems (ATS), which scan a candidate’s application, looking for certain keywords. If those keywords aren’t there, then the system rejects the application. Therefore, the best way to ensure that your application receives a phone call back is to try as best you can to match the problem-solving skills in your resume and cover letter to the exact qualifications listed within the job posting. The more your skills match what the company is looking for, the more likely you are to receive a phone call for an interview, rather than a bot-issued rejection. If, for example, you’re looking for a secretarial job, you may see “time management” listed among a job posting’s required skills. You should therefore include the keyword “time management” in your resume and briefly describe your experience with that skill.
The post Highlighting Problem-Solving Skills on a Resume or Cover Letter appeared first on Career Advice.
When drafting your resume, you normally include a line at the bottom stating “References: Furnished upon request.” But what happens if the hiring manager actually requests your references? Who should you list? Most places ask for two personal references and two professional references, but what if you no longer speak to any of your prior coworkers? What if you were the only employee at your former job? What if you have never even had a job before? Here are some ideas for job references you can use if you’re not quite sure who to turn to. Just be sure to always ask the person’s permission before putting them down as a reference. You don’t want to put them in a situation wherein they feel like the hiring manager is putting them on the spot. Not only do they not have enough time to craft their answers, but they could end up resenting you for not giving them the common courtesy of simply asking their permission first. A Former Professor or Teacher If you’ve never had a job before, a former professor or teacher works wonderfully as a “professional” reference of sorts. This is because a teacher is an unbiased party who will provide the hiring manager with the information he or she needs regarding your work ethic and level of enthusiasm when it comes to learning new things. In that same vein, another option is your college advisor. An advisor is a great choice because he or she can explain to the hiring manager what your career goals were when you started your college career and how you have evolved in meeting those goals. If your advisor has been with you every step of the way and has seen how hard you were willing to work during your college years, then he or she can act as an effective witness to your character. A Former Supervisor If one of the reasons you are leaving your current job is because you don’t get along with your boss, consider asking a former supervisor to act as your reference instead. Chances are, your supervisor spent enough time with you on your projects to provide a hiring manager with a clear picture insofar as who you are as a person and what you accomplished as an employee. Past and Present Colleagues Most folks choose former colleagues to act as their references. While former colleagues you still speak to are more than likely your friends, they are also valuable references because they can inform the hiring manager of the kinds of projects you worked on together. They can fill in the blanks on your achievements as part of the team that you might have forgotten to focus on in your resume and cover letter. The same goes for present colleagues. Some folks may not realize they can utilize the people they still work with as references. And who better to give the hiring manager a current snapshot of your skills as a worker than someone who is still presently working with you? A Family Member For most people, putting a family member down as a personal reference is a no-brainer. However, this packs more power if you have a family member who can also speak to your skills as a professional. For example, while you may want to list your mother as a reference, because she’s sure to give you a glowing review, why not consider instead listing the cousin you worked with at the ice cream shop over summer break every year? Your cousin is just as likely to give you a glowing review because he or she is family, but you also have the added benefit of a professional reference, having also previously worked with your cousin. An Authority Figure from Your Past While not as common, some folks don’t have much, or any, remaining family, and/or they have never held down a job. What does a person do then? You can use any authority figure from your past whom you trust and who can speak to your character as one of your references. This can be anyone from your pastor to your former Boy or Girl Scout leader – anyone who served as your leader or organizer of sorts. Just be sure to ask their permission first – especially if it’s someone you haven’t spoken to in years. And, of course, no matter who you choose as a reference, always be sure to thank your references, whether or not the hiring manager contacts them. Thanking your references is just as important as thanking those who interviewed you. And be sure to return the favor and offer to act as a reference for them too, should they ever need one.
The post Who Makes for a Good Job Reference? appeared first on Career Advice.
Even when you have the education and professional background to qualify for the job, don't count on it as a sure win that you will be asked to come in for an interview. In fact, your qualifications may hinder your chances.
It's very common in today's market for employers to dismiss a job applicant's resume because they are “overqualified."
Sometimes there's an abundant supply of highly qualified candidates but not enough jobs to go around for everyone. In those cases, job seekers may resort to applying for positions where the level of expertise required on the job is below their previous position's requirements. In addition, those making a career change often need to seek out entry-level positions, where there may be more job opportunities.
The challenge for job seekers is not simply competing with so many other applicants but finding a fine balance of information to place on their resume without coming off as overqualified. Employers are mostly concerned that if you take a lesser position you will leave once you find a position that is more commensurate with your skills.
Here are a few tips to help guide you in preparing your resume for the next job opportunity and avoid coming off as overqualified and ruining your chances of landing the job offer.
Focus on what the employer is looking for and show them you can do it. If some of your management experience is not a part of their job description, then don't mention it. This tip is especially critical for applicants moving from one career to another.
For instance, if you had your own mortgage or construction firm and are now just looking for a sales job, just speak about your experience driving sales. You can also change your title from "Owner" to "Sales Manager." As you list your professional experience, be sure to quantify your sales results.
Many of today's positions require candidates to have a bachelor's or master's degree. If you continued to pursue education to obtain other degrees, earning you the title of Ph.D., M.D., or others, don't be so quick to include that information on your resume.
You have to ask if it is at all relevant to the job you are applying for. It's great if you moved on to obtain your Ph.D. in neuroscience, but if the employer's business and the job are focused on finance and accounting for toy manufacturing/distribution, your additional education will be of little relevance and may sway an employer to reconsider whether you are right for the position.
Write a disruptive cover letter that tells a story about why you're passionate about the position, how you feel a connection to the company, and how your experience, skills, and talent make you the right fit. If there's a chance your resume comes off as overqualified, even after following the tips above, make sure to provide sufficient explanation in your cover letter.
Give the employer confidence that you are challenged by the opportunity and will be there a year from now. The employer needs to know that you are not simply taking the job because you can't find anything better. They also need to be assured you aren't going to be quick to run off to another job as soon as the market improves or another opportunity opens up that is more in line with your level of experience from your previous positions.
Your resume is a marketing tool to help get your foot in the door for an interview. Placing too much information or irrelevant information will only give the employer more reason to dismiss you. Carefully review the job posting and do your research to really understand what skills and experience are desired for the position so that you present your resume and qualifications in the best light. Not everything you've accomplished, regardless of how significant it is, is appropriate to include on your resume.
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Congratulations, you've scored the interview! But, now what? You're going to do your homework to research the company, practice your elevator pitch, and pick up your suit from the dry cleaners...exactly like your competition.
Getting an interview is a huge hurdle to clear and a wonderful sign that you're on the right track with your job search efforts. Now, it's time to shift your focus to becoming a rock star candidate.
Approach your interview with the expectation that your competition is equally qualified. Having the skills and wanting the job badly isn't going to cut it in today's market. You need to figure out specific ways to stand out and be interesting.
Here are some strategies to do exactly that...
We know that the more you make someone talk, the more interesting they'll think you are. Humans are funny like that. Use this knowledge to your advantage, and immediately engage all the people you meet in conversation—about themselves.
Whether it's the receptionist, the HR manager, or your future boss, ask people questions about themselves, and do as much as you can to draw them out. At the end of your interview, they'll have a much more positive impression of you.
Don't ask the same old, tired questions as every other candidate. You can combine this strategy with the one above and ask your interviewer about their experience at the company or perspective about a hot new product or service.
You can also use this as an opportunity to flex your creative powers and ask questions that show you've not only done your homework and research on the company (and the people who work there) but that you went above and beyond to create solutions for the problems they're facing.
Most people will answer situational and behavioral interview questions with straightforward examples from their career. It is very important to do this in your job interview and highlight the results you've achieved on the job. But the truth is, employers hire for three things: personality, aptitude, and experience—in that order. You need to let your personality shine through in the job interview in some way to show that you fit in with the company culture.
Differentiate yourself by being prepared to share stories from other areas of your life that are equally impressive. Did you survive a solo ride on your motorcycle to the Arctic Circle? Create a hip-hop website that gets hundreds of thousands of unique visitors per month? Start a non-profit to save a historic building in your hometown? Share those tales in ways that highlight your problem-solving skills, intrinsic motivation, and unique experience (and always relate it back to the job opportunity).
Conventional wisdom says you should stick to neutral, conservative styles for your interview appearance. In general, it is best to go with classic suits and subtle accessories. But if you're the type of person who normally has some artistic flair to your look, you don't need to stifle it completely.
Choose one or two ways to let that style and personality shine through—a bright accessory, unique jewelry, or moderately funky hair. As long as you look professional, it's okay to have an accent.
When preparing for your interview, create an overview of how you plan to tackle your first 30, 60, and 90 days on the new job. This is called a 30-60-90 day plan, and it never fails to impress hiring managers.
If you've done your research on the company and position, you'll have a sense of what kind of strategy you'd employ to start adding value right away. Write it down on a page or two, and pull it out at the end of the interview to leave behind as a form of marketing collateral for you, a business-of-one.
Interviews are stressful, and it's easy to get tense and physically awkward. Pay attention to your interviewer's body language and do your best to mirror it. Mirroring tends to disarm people and make them feel more comfortable with you.
To really impress them, use power poses immediately before your interview, in private, and avoid weak poses at all costs. Everyone's subconscious will perceive you in a more flattering, confident light.
What have you done to be interesting in job interviews? Are there techniques that you've found to be particularly successful? If you think you need to work on being more interesting in job interviews, try one or more of these tips during your next job search to stand out from the competition!
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Sometimes, knowing what not to do in your job search is just as important as following the "best practices." From my experience as a career coach, I've seen countless professionals make common mistakes that can sabotage a job search. So, before you send out another application or head into your next interview, let’s talk about the five things I absolutely wouldn't do if I were looking for a job right now.
If I lost my job due to a layoff, wanted to change careers, or hated my current job, I would not do these five things in my job search...
@j.t.odonnell 5 things I wouldn't do if I was looking for a new job right now... #5things #careeradvice #resume #linkedin #sprayandpray #careertok #jobsearch #edutok #jobtok #jobsearchtips ♬ original sound - J.T. O'Donnell
I would not get on a job board and start applying for everything under the sun. First of all, you don't want 90% of those jobs and there's nothing more demotivating and depressing than getting rejected from companies you weren't interested in. That's exactly what's going to happen. The average job seeker has a 10%-30% job application response rate, and 75% of resumes are automatically rejected by the ATS (source). So, don't rely solely on job boards, and don't apply for every job you see. It's ineffective and a waste of time.
An over-the-top resume is a resume where you put everything you've ever done on it. You really try to hype yourself up. Unfortunately, it comes across as narcissistic and desperate. It's also difficult to read and usually gets you tossed. Instead, customize your resume for each position you apply for, and focus on quantifying your work experience.
LinkedIn is the number one place recruiters search for potential job candidates, and they search for them based on keywords (skill sets). So, if you want to get found by recruiters and hiring managers, you need to learn how to optimize your LinkedIn profile.
I would be practicing for an interview right now before even starting to look for a job. You need to know how to answer those tough interview questions because it'll help you stand out, and it can help you not only get the job but also a higher salary. Never skip interview prep, no matter how qualified you think you are.
Your network is your net worth. What you need to do is create a bucket list of employers you'd like to work for and start strategically reaching out and connecting with those people on LinkedIn as a way to gain visibility when you start applying for their roles. Networking is always the best way to get a job.
Of course, there are other tips and tricks I would recommend, but those are definitely the five things I wouldn't do if I were looking for a job right now.
If you would like to learn more about what you should and shouldn't do in your job search, sign up for a free Work It DAILY trial today.
Good luck! Go get 'em.
It can be very demanding to look for another job when your current one is constantly stressing you out. After all, when you get home from a long and frustrating day, the last thing you want to do is give any more thought to the world of work. Unfortunately, most new jobs don't just fall into your lap; you have to go out and get them.
Approaching your job search as strategically and as systematically as you would approach your next business deal can help keep the process manageable. Here are three keys to a successful job search.
If you were going to start a huge new project at work, would your first step be to just sit down and start the project? Of course not! A lot of planning and preparation go into any major project, and your job search should be no different. Therefore, the first step is not to sit down and start sending out dozens of generalized resumes to any job that sounds like a relatively good fit.
Your first task should be to determine exactly what you're looking for in your next position. Just like you can't write a project plan until you know what the project is, you simply cannot write an effective resume or cover letter without some idea of where you'd like your career to go. You may find this part of the process to be the most time-consuming, as it requires some soul-searching. However, it's an essential step in the process that must not be skipped.
Once you've determined your professional goals, you're ready to spend some time assembling your marketing tools—a cover letter, resume, and any other pertinent documents that support your message (like an optimized LinkedIn profile). This is essentially the same process as setting up a project at work; you need both plans and human resources for an effective job search.
It's important to tailor your resume and cover letter to the specific job that you're applying for. In order to have a powerful resume, you have to lead with results and quantifiable accomplishments. This process takes time, so plan your schedule accordingly.
Only when you've established a goal and pulled together the tools needed to accomplish it should you actually start looking for and applying to jobs. Setting up email alerts through sites like Glassdoor or Indeed can save you hours of scouring through online job postings.
If you tackle your job search in a strategic and systematic manner, you should soon reach a place where you can go to your inbox, look through positions that may be a good fit for you, and then simply customize your polished resume for each application. Consider each quality job application you send off as a deliverable in the project of finding yourself another job. Whenever you successfully land your next position, you'll be able to close out this project and move on to the next one!
In every interview, it's important to ask questions. This especially includes phone interviews.
Asking questions during any type of job interview makes you seem more intelligent and interested in the job. It also makes you more appealing to hiring managers—as long as you don't ask questions you could easily find the answers to. If you ask the right questions, you also gain a strategic advantage. You can find out what the interviewer really cares about.
So, what questions are the best ones to ask?
Here are four ideal questions to ask in a phone interview.
You can simplify this question in a couple of different ways:
Some job seekers are a little afraid to ask this question because they don't want to highlight their imperfections—but that isn't what this question does. Their answer gives you a blueprint of what they really hope to find, which means that you can tailor all your answers to their questions much more closely than you could without this information. Your responses will stand out from the competition.
If the previous person was promoted, what was their next job title? Is that typical? Is that where you'd like to end up? What did they do to get promoted? These are things that could help you know how to be successful in the role and decide if it fits with your chosen career path.
If the person was fired or left the company, the reason why may give you valuable information as well.
Every position has a certain number of problems and challenges associated with it.
If you know what their biggest problems and challenges are, you can talk more effectively about how you can solve them and help the company. You'll sell yourself for the job.
In any interview, it's important to ask for the next steps. This question, or a version of this question, will allow you to show your excitement for the opportunity and eagerness to move forward.
By demonstrating your enthusiasm and interest, you'll automatically stand out to potential employers, and you'll actually give yourself a better chance of making it to the in-person interview.
Asking questions like these brings out information you can't learn anywhere else. They help you show your professionalism and interest in the job. Make a list of questions to ask and keep it in front of you during the interview. (That's one of the advantages of phone interviews—they can't see you.)
Along with these questions, you'll probably have a few more that specifically address that job. Just make sure to write them down so you don't freeze up and forget in the stress of the call.
When you take the time to prepare for your phone interview and formulate questions to ask, you increase your chances of getting invited to the in-person interview. And that's the goal!
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Howdy, LinkedIn tech enthusiasts! Saddle up for a wild ride with me through Austin's digital frontier, where innovation flows faster than the Colorado River. This is not your average tech roundup—we're diving into a city so wired that even the bats are coding! Austin's keeping it wonderfully weird and Windows-erful, y'all. I’ve compiled a list of 10 companies riding the Microsoft wave like pros at a rodeo. These mavericks aren't just on the edge of tech; they're redefining the whole darn landscape. So boot up and hold onto your ten-gallon hats—by the time we're done, you'll be connecting these trailblazers faster than you can say, "Remember the Alamo!"
Dell Technologies, a global leader in IT infrastructure, has a strong presence in Austin. The company collaborates with Microsoft to enhance its cloud offerings, particularly through Azure integration. Dell's solutions provide seamless cloud management, data security, and hybrid cloud infrastructure, enabling businesses to accelerate their digital transformation journeys.
The job search giant Indeed utilizes Microsoft Azure and AI capabilities to enhance its platform's performance and user experience. By leveraging Azure's powerful analytics and machine learning tools, Indeed provides personalized job recommendations, improves search algorithms, and streamlines the hiring process for employers and job seekers alike.
Oracle, a global leader in enterprise software, has a significant presence in Austin and has been exploring innovative collaborations with Microsoft. The company has integrated its cloud services with Microsoft Azure, enabling customers to run Oracle software on Azure and Oracle Cloud. This partnership offers enterprises flexibility and choice in cloud infrastructure, providing robust solutions for database management, analytics, and enterprise applications.
RetailMeNot, a leading digital savings destination, leverages Microsoft technologies to optimize its data infrastructure and enhance its product offerings. By migrating to Azure, RetailMeNot has improved its data processing capabilities, enabling real-time analytics and personalized offers. The company also uses Power BI for data visualization and reporting.
HomeAway, now known as Vrbo, is a vacation rental marketplace that uses Microsoft technologies to enhance its platform. By integrating Azure AI and machine learning, Vrbo has improved its search algorithms, personalized recommendations, and customer service. The company's use of Azure Cognitive Services also enhances fraud detection and prevention.
WP Engine, a leading WordPress digital experience platform, has partnered with Microsoft to provide scalable and secure hosting solutions. By leveraging Azure's cloud infrastructure, WP Engine ensures high availability and performance for its customers. The company's use of Azure Kubernetes Service (AKS) also streamlines application deployment and management.
The popular dating app Bumble, founded in Austin, uses Microsoft Azure to power its backend infrastructure. Azure's scalability and reliability allow Bumble to support millions of users worldwide. The company also utilizes Azure's AI and machine learning capabilities to enhance its matching algorithms and improve user experience.
Spiceworks, a community-driven IT platform, uses Microsoft technologies to support its IT professionals' network. By leveraging Azure and Microsoft 365, Spiceworks provides seamless communication and collaboration tools. The platform also uses Azure AI to offer personalized content and recommendations to its users.
SailPoint, a leader in identity management, collaborates with Microsoft to enhance its IdentityNow platform. By integrating with Azure Active Directory, SailPoint provides comprehensive identity governance and access management solutions. The partnership ensures seamless and secure access to applications and data for enterprises.
BigCommerce, an e-commerce platform, leverages Microsoft technologies to provide robust and scalable solutions for online retailers. By using Azure's cloud infrastructure, BigCommerce offers high availability and performance to its customers. The platform also integrates with Microsoft Dynamics 365, providing comprehensive CRM and ERP solutions.
Our digital cattle drive's over, and these Austin trailblazers are brewing Microsoft moonshine that'd make Lake Travis blush. From sky-high cloud solutions to AI smarter than a whip-cracking cowboy, they're lassoing digital transformation like the last bronco at the rodeo. As Austin's tech scene grows, bet your last taco that these Lone Star innovators and Microsoft will keep blazing trails. So, polish those LinkedIn profiles and Azure certs—in Austin, the next big tech breakthrough is just a HoloLens away. Remember, folks: here, they don't just go big—they disrupt industries and build smarter homes in the cloud!
I have been asked recently what I attribute my success to and how have I been able to grow in my career. After thinking about this for a moment I responded that it was when I was a store manager for Target and realized that it is not possible for me to do everything that it requires to be a successful store manager; I must rely on my team. This is when I started to really understand the importance of leading, developing, and training my teams.
That “special sauce” or “fairy dust” of being successful is rooted in having the right team and leading them to achieve results that they might not have thought possible. I have been lucky enough in my 23+ year career to have been able to be a people leader of teams of 15 to 300+ and when I reflect on what I have learned from leading them, these are the five key leadership qualities that I have learned.
When leading a small to large team I must trust that the individuals who are on the team are going to perform and do the jobs that they have been hired to do. However, this does not mean I trust blindly but I verify that they are staying on course and validating results. It also must be reciprocated by me for my team to trust that when I say I am going to do something it gets done.
One of the lessons I learned early on in my career in leading teams is to ensure that the team is diverse. Mostly young leaders, but not all, make the mistake of hiring people who are like them (personality, leadership style, industry background). When I did this, I learned that these individuals had what I like to refer to as the same “blind spots” as myself, meaning that I didn’t always see varying solutions to solve problems. That is why I now am intentional about finding leaders who might not have the same background as me to have that different perspective. I also have learned that these individuals will also challenge me instead of just being “yes” people.
To keep growing and achieving at a high level I found that I have had to push my team to find that “higher gear." This is why having a growth mindset is so important. I cannot rest on that I have achieved X goal; I celebrate with my team and then it is how do we build on this success to reach that next milestone? I consistently challenge the team to share and learn new skills for us to always be growing as individuals as well.
I believe that for some people when they hear the word “accountability” it is taken in a negative context. I have found that when I hold my top performers accountable to continuing to achieve at a high level they appreciate it as they are being recognized for their performance and contributions. I like to be held accountable and have learned that when I hold my team accountable for either top performance or bottom performance, they value the feedback and know exactly what they need to work on.
I view my role as a leader as I must invest in my team. I take the time to learn from my direct reports how they like to be coached, how they like to be recognized, and where they want to go in their career. I also view my role as a leader to anticipate and remove potential roadblocks that can prevent my team from being successful. The analogy that I like to use is this: My team should be able to jump into their “Hot Rod” and fly down the highway without hitting any construction zones, but when they do, I quickly work to resolve these issues so they can get back to flying down the highway.
I have been guided by these key areas now throughout my career which is why I believe that I have also been able to work in different industries and still have great success. At the end of the day, it does not matter what industry any of us work in; it is about people, and if you can lead people, you can and will be successful.
Know the saying, “Applying for jobs is a full-time job"? Don't listen to it.
Applying for jobs you're not qualified for is counterproductive to your job search. Competition is too fierce. Even qualified applicants aren't getting callbacks. So, stop applying to so many jobs and allocate time each week to becoming more hirable.
Here are five things to do while unemployed.
Volunteering can increase your chances of being hired if you're strategic about it. Unemployed teacher? Help out with after-school programs or volunteer to be a coach's assistant. Web designer? Find a local non-profit in desperate need of a redesign and offer your services pro bono. By volunteering somewhere relevant, you'll keep your skills fresh while enhancing your resume.
If you lack a skill commonly required for jobs you're seeking, spend time each day developing that skill. Take advantage of numerous free resources online, including tutorials, eBooks, and how-to videos. If you'd rather have more of a class setup, then look for free or affordable classes online or in your area. Alternatively, if you already possess the necessary skills but haven't been practicing, then do so. Skill atrophy is a huge concern for hiring managers, so practice and get yourself ready for pre-employment skills tests.
There are two parts to networking: reconnecting with your old contacts and forming new ones.
Depending on where you are in your career, reconnecting might mean contacting professors, college advisers, and internship supervisors, or it might mean getting in touch with old colleagues, bosses, and business acquaintances. Find them, email them, call them. Ask them if they would like to grab a coffee. Ask how they are (networking is social, after all), and let them know the specifics of your job search (industry, location, etc.). See if they know of anything or anyone. Most importantly, follow up!
At a temporary dead-end with your current contacts? Make new ones. Go to networking events sponsored by your university, industry, city, and so on. And look beyond traditional networking events. Consider going to lectures, neighborhood council meetings, and even community bar crawls (go easy on the sauce).
Each of these provides an opportunity to meet people with similar interests, and you can have fun in the process. Again, follow up!
Some job seekers are opposed to anything that's not a full-time job. If this sounds like you, it's time to change your mindset. Freelancing is a great way to boost your skills, resume, portfolio, professional network, income, and confidence.
Get found online. Start a blog, spruce up your social media profiles, and/or create an online portfolio to showcase your work. Find companies you're interested in working for, subscribe to their blogs, and follow them on Facebook, Instagram, TikTok, LinkedIn, and X/Twitter. Find decision-makers at those companies and follow them as well. Learn what they're talking about, do a little research, and then engage with them online. Impress them with your interest and insights.
Worst-case scenario: You'll learn what's important to them and use this information to customize your application when a job opens up.
Better-case scenario: You'll establish a rapport with someone who will recommend you for a position and/or tell you about hidden job openings.
Best-case scenario: You'll impress someone so much over time that they'll create a job for you or bring you in for an exploratory interview.
So, what are you doing to become more hirable? If you aren't doing anything, then consider doing one (or more!) of these things, starting today.
Whether you've just graduated from college, you're in the middle of your career, or you're in your 60s, competition for jobs is fierce. So, how can you stay relevant in today's job market?
Here are six ways to stay on top of your game...
If you want to market yourself effectively, you need to clearly understand how and where you add value. What skill sets and strengths do you have? What's the problem you solve? How do you solve it? Get very clear on what you have to offer and then start building your brand.
Once you understand how and where you add value, you need to build your brand—a marketing strategy for your business-of-one. Start building up your online presence, establish yourself as an expert in your field, and get your name out there. If people can't find you easily, it will be hard to stand out in a sea of talent.
This is one of the most important things you can do to stay relevant in today's job market. We live in a very tech-savvy world, and if you can't keep up, you risk falling behind the competition. Think about what technologies are used in your industry and take steps to familiarize yourself with them and learn how they work.
What's happening in your industry? What needs aren't being fulfilled? Look at industry news and developments so you can get a clear idea of what areas will need talent. Then, set yourself up to fill those needs using your skill sets.
If you don't get yourself out there, no one will be able to recognize your value. Join professional groups, attend industry-related events, meet people working at your dream companies, find a mentor, and so on. Grow your network early and establish those relationships. They will help you if you need to find something new down the road.
The secret to staying relevant? Upskilling. You must constantly gain new, relevant skills to stay ahead of the curve. Look for weak areas in your skill sets and find ways to get educated or experienced. You can take classes online or on campus, attend workshops, volunteer, or even take on part-time jobs.
Even if you're in a job you absolutely love right now and have been there for years, you always want to be prepared. Things can change with the flip of the switch and you might be out of a job tomorrow. So, think about your next step. Even if you don't plan on leaving your current job right now, the earlier you get started, the easier it will be to get your foot in the door at another company if/when it comes time.
The key to staying relevant in an ever-changing job market (and in a recession!) is to always look for ways to improve your skills. Learn to embrace new experiences as opportunities to grow, both personally and professionally. By doing the above six things, you'll stay relevant in any industry, no matter how competitive.
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Our thoughts are magnets that attract the outcomes we are thinking about. Even if you want something desperately, if your thoughts say you will never get it, guess what? You won't. However, if you change your thoughts on achieving it, you will.
This is mostly because if your thoughts are laser-focused on getting or accomplishing something, you will do the right things in order to make it happen.
This principle is commonly known as the Law of Attraction and can be applied to many areas of your life. Whether it's getting well, losing weight, quitting smoking, competing at peak levels, or finding a job, your attitude is crucial to success. Believing you can do something provides the strength and stamina to overcome the obstacles in your path. Positive thinking propels a small engine successfully up a mighty hill.
If you're struggling in your job search, try applying this principle. By changing your thoughts, you will reach your goal. Notice the attitudes and actions of successful job candidates. They are positive and enthusiastic. They keep their head up high and smile. They believe from the bottom of their being they will get a job. The unsuccessful candidates walk around saying there aren't any jobs, they will never find anything, and other negative thoughts.
So, how can you use the Law of Attraction to find job search success? Follow these seven tips...
1. Think positively. Deep down, not just on the surface. You can't just say you are thinking positively.
2. Believe in you. Don't allow others to bring you down. You have the power.
3. Align what you think and what you do with what you want. It won't work if your actions and thoughts are contradictory to the goal. If you don't think you will get it, you won't do what it takes to get it.
4. Know you are going to get a job. Talk about when you get a job rather than if you get a job.
5. Write down what your ideal job is. Concentrate on it.
6. Imagine doing that job. Use guided imagery to assist in this step.
7. Don't allow yourself to become discouraged. If you do, look for all the positive things in your life, and focus on them.
As with all things, practice makes perfect. If you aren't used to thinking this way, it will take some getting used to. But continue working on it. Career success will be yours if you do.
"You are a living magnet. What you attract into your life is in harmony with your dominant thoughts." —Brian Tracy
Amidst all the buzz around artificial intelligence (AI), we’re learning more about what a future with AI could mean while AI is learning more about us and our world. As other technological revolutions have led to changes in the workplace, AI is steadily changing work as we know it—and this definitely includes marketing.
As part of Microsoft’s Copilot Usage in the Workplace survey, the tech giant recently asked 1,300 early users of Copilot how much time they were saving each day. This data was segmented by job function. 66% of users in marketing / public relations noted they were saving between 11 minutes to more than an hour in time each day by using Copilot.
This survey and other recent research on AI demonstrate that Copilot, ChatGPT, and other AI-powered tools are transforming marketing, particularly demand generation marketing. Check out this article to discover the six ways AI is revolutionizing demand generation, and how you as a demand gen marketer can collaborate with AI to create better outcomes.
via GIPHY
AI algorithms can analyze vast amounts of historical data in a matter of seconds compared to humans. By analyzing historical data at lightning speed, AI can predict future trends in an efficient manner. Predictive analytics via AI can help marketing teams better anticipate market changes as part of forming their demand generation strategies. This proactive approach helps marketers stay ahead of the competition and meet customer demands more effectively. Additionally, this AI capability allows marketers to gain deeper insights into trends around customer behavior and preferences. By understanding these patterns, marketers can make data-driven decisions and create more targeted demand generation campaigns.
Generating high-quality leads is easier said than done in demand generation marketing as research indicates that 60% of B2B marketers think it’s the top challenge. The good news is AI can help address this challenge. AI algorithms can assess lead quality based on their likelihood of becoming customers. These algorithms quickly rank leads according to personas, engagement levels, and interactions, and then assign lead scores. Rather than using a traditional rules-based approach, AI is quicker and more accurate, providing further information on which fields are most influential for lead scoring and where to prioritize efforts.
Consistently researching and generating relevant and insightful content can be time-consuming. While researching the top trends is beneficial, it can sometimes take the same amount of time as writing. Fortunately, AI can help demand generation marketers create promotional and strategic content that is relevant to the target audience at each stage of the marketing funnel. AI has the capability to help demand generation marketers with content optimization tasks, such as:
By enhancing the content optimization process, AI can help free up a marketer’s time to focus on even more strategic efforts in demand generation—working smarter, not harder.
On top of relevant content, it’s important that the right messaging reaches the right audience. AI can help segment customers into more precise groups based on various criteria such as demographics, behavior, and preferences. This improved segmentation allows for more targeted demand generation efforts. The better demand generation marketers can tailor messaging, the better the customer experience can be with engaging and relevant information. This can ultimately drive higher customer demand and foster brand loyalty against competitors.
With so many channels for demand generation marketers to choose from, it’s not always clear how and when to reach different target audiences exactly where they’re at. AI can help determine better channels and times to distribute content for maximum impact. By analyzing data on customer engagement, AI can streamline content distribution strategies, better ensuring that specific content reaches the intended audience in the right channel when they are most likely to engage. Imagine sending highly relevant blog posts, white papers, or webinar content to the proper leads, increasing engagement and nurturing them through the sales pipeline. AI is making this demand generation objective even more possible.
Another key area of demand generation marketing is tracking and assessing campaign performance. Various AI tools can help demand generation marketers monitor the performance of demand generation campaigns in real time. This way, demand generation marketers can make informed adjustments and allocate resources more efficiently. Just as AI can analyze trends around customer behavior and preferences, it can also expose trends in campaign performance. By evaluating copy, images, videos, and other creative methods alongside performance data, AI can help highlight the top-performing creative approaches. This enables demand generation marketers to make more informed campaign decisions.
So…where does that all leave us? As AI technology continues to advance, its impact on demand generation marketing will only grow, offering new opportunities to organize successful campaigns, reach target audiences, and generate high-quality leads more effectively.
However, it’s critical to remember that AI is NOT a replacement for demand generation expertise straight from the minds of humans. The human touch remains essential in decision-making and building genuine relationships with leads. AI can empower demand generation marketers in various ways, and this can offer more time for strategic work and meaningful connections with leads.
Feel free to share your thoughts and comments on this article. I’d love to hear how AI is impacting your world as a marketer and if there are other aspects of AI that you think are worth calling out!
When you're in the hot seat at a job interview, thinking of the best answers can be challenging. In this post, we'll share our number one secret for answering hard interview questions. Think of it as an interview hack...
It's important to bring up relevant and clear examples that prove you're a fit for that job. But if you struggle to remember specific examples during interviews, you should create a running document of accomplishments. This document will help you prepare for interviews more effectively because all of those examples will be fresh in your mind. Basically, it allows you to review your accomplishments before you go into an interview rather than sitting there trying to think of relevant examples to showcase.
So, what kinds of things should you be putting on this document? Here are a few suggestions:
1. Relevant Quantifiable Accomplishments
Quantifiable accomplishments tie your professional accomplishments to numbers. Remember: numbers = results = value. During the hiring process, your job is to prove that you'll be a value-add to that company. Quantifiable accomplishments allow you to showcase your value. So, think of all of your previous professional accomplishments and write them down.
2. Challenges You've Overcome
Think about all of the challenges you've overcome in your career in order to snag that promotion, work with that difficult co-worker, or get that client. Employers want to know these kinds of stories. They want to know you can adapt to situations and overcome difficulties. So, think about all of those challenges you've been up against and how you were able to push through successfully. Tip: use the "Experience + Learn = Grow" model, especially when answering behavioral interview questions.
3. Stories That Reinforce Your Enthusiasm For The Industry/Company
What is it that makes you so enthusiastic about your work? What's the root of your motivation for working in this particular field, doing this particular job, for this particular company? Write these things down. Employers want to know that you're passionate about what you do. They want to know you're in it for more than just the money.
Don't let your fear of answering hard interview questions stall your job search! Keep a document with all of these items in it. To make this easy, make it a habit to document these things as they happen. Keep everything in the document, pull relevant examples, and review them before you head into an interview.
We hope you found this hack to be helpful in answering tough questions in your next interview. If you need more help preparing for a job interview, landing a job, or changing careers, we're here for you.
The average amount of time a recruiter or hiring manager will spend scanning your resume is seven seconds. That's why it's important to have just the right kind (and amount) of information on your resume.
The phrase “less is more" has often been used for design purposes, but it can apply just as well to your resume. The point is to only keep information on your resume that is clear and simple and supports your personal brand. It is a balance of having just enough information to draw the interest of an employer while leaving room for you to further explain during an interview.
The more irrelevant information you add to your resume, the more it dilutes your key message. Employers today also look right through fluff words and are rather annoyed by them.
So, how can you optimize your resume and make sure it contains a precise balance of information?
Try removing these 10 things from your resume today:
Employers today are not that interested in what you want. You need to tell them what you can do for them. The most effective way to achieve this is by replacing your objective statement with an experience summary.
An experience summary is a list of skills you have that are needed for the job you're applying for. They're hard skills and transferable skills, not soft skills. By removing that objective statement, you're able to clearly start proving your value to the employer within the first few seconds they glance at your resume.
We can't tell you how many resumes start with "Dynamic visionary…" We call these "fluff" statements because anyone can make them and they add no real value to your resume.
Keep your message on point and stick to the facts. If you want to express certain traits, demonstrate them with what you have achieved or accomplished. Quantify your work experience. Whatever you do, just avoid meaningless, baseless statements.
Spelling and grammar mistakes are a big turnoff for hiring managers. Triple check every headline and bullet point. Remove or reword any sentence that doesn't flow. Don't mix up tenses or third- and first-person perspectives.
When in doubt, have a trusted friend or colleague review your resume. That way, you can be sure every spelling or grammar mistake is caught before you apply for a job.
You want every section and piece of your resume to be simplified. Having multiple phone numbers right at the top of your resume makes it feel cluttered and disorganized even before you get to the experience section.
If you must list more than one number, make sure to specify under what conditions the other numbers should be used.
Avoid information that can lead one to discriminate against you, including age, sex, religion, marital status, and ethnicity. This includes the use of photos that should never be on a resume unless your face is an important part of your job (e.g., modeling, TV, etc.). In fact, some employers are forced to ignore your resume if it contains such information because of the chance that they may be accused of discrimination later in the process.
For seasoned professionals, age discrimination can be a very real thing. That's why you should follow these tips on what to remove from your resume. You want to optimize your resume, not submit an outdated one.
You do not need to reveal your graduating year, the institution(s) you transferred out of, or the high school you attended. You should also remove your GPA if you've been out of school for a while or if the number just isn't impressive.
Keep information on your education specific to the degree received, the major completed, and the institution you attended.
Employers are not interested in achievements or abilities that are not applicable to the job. If you are in sales and you helped develop an Access database to track supplies, that's nice but not relevant.
Also, be cautious about listing your associations or volunteer work that is irrelevant or may be in conflict with the potential employer. You can find this information while conducting research on the company.
Most employers today expect you to be familiar with basic computer programs, such as Word, Excel, and PowerPoint. So, don't waste valuable space on your resume listing them. It's more than okay to remove them from the document entirely.
When choosing which software programs and technologies to include on your resume, think about which ones will help you succeed in the job you're applying for. Which ones will make you stand out from the competition?
Employers expect you to offer references when requested, which is typically during the latter part of the interview process.
A big pet peeve of recruiters is seeing "References available upon request" on the resume. Do you really know anyone who would refuse to give references?
If you are a recent graduate, most employers do not expect your resume to be more than one page. However, if you have had considerable professional experience, your resume should be two to three pages long. The notion all resumes should be one page is not true, especially in this job market. Resumes need to have enough detail to support your positioning so a two- to three-page resume is acceptable. But your resume shouldn't be so long that it works against you.
Your resume has to have a compelling message and be easy to read, so after you have tightened up your content, format it to have a decent amount of white space.
Finding the right balance of information for your resume can make it impactful. It's not about how long or short your resume is, or how many employers you've worked for, but finding the right information and words to present it in the best light to demonstrate that you have the specific experiences and skills the employer is seeking. So, keep in mind the phrase "less is more" when writing or updating your resume.
Writing an optimized resume is no easy task. By removing these 10 things from your resume, you'll be that much closer to landing an interview and securing your next job.
Sign up for our FREE Resume & LinkedIn Bootcamp today to learn how to update your resume and LinkedIn profile the way recruiters want!
In my experience as an executive resume writer, cover letters only get read about a third of the time they are sent. That being said, when one is required, or you are hoping for that added edge to get a hiring manager's attention, there is no doubt a great cover letter can make all the difference.
To accomplish this, your cover letter must be disruptive and draw them in.
Here are some things to keep in mind when you're writing a disruptive cover letter.
In the first paragraph of your disruptive cover letter, you need to establish a connection between you and the employer. How do you do that? Well, you need to tell a story.
The surest way to stand out to employers is to tell a story about why you feel connected to their company.
Don't just reiterate what you say in your resume in the very first paragraph of your cover letter. Explain what you admire about the company you're applying to. Do they sell a product or provide a service that's had a big impact on your life? Do they support causes you are passionate about? Why do you feel connected to their mission?
Ultimately, you want to tell a story about what drew you to the company, and the important role it has played in your life.
The second paragraph must provide the hiring manager with some added context about your unique background, and set the stage for some career highlights that, to quote an old saying, "puts your money where your mouth is."
Blend language from the job description together with nuggets of information that are unique to you. Set the stage for how you are qualified for the role you are applying to. But, don't overdo it.
Continue your story and relate it to the position, all while emphasizing that connection.
Select a couple of examples from your resume that you believe will impress recruiters and hiring managers. Rather than a complete cut and paste, reword these achievements and frame them in a way that shows the employers what you can do for them.
In many cases, numbers resonate more than words, so be sure to include quantifiable examples wherever possible.
In this fourth and last paragraph, be sure to thank the hiring manager for taking the time to read your disruptive cover letter (remember that not all managers do!).
Next, use this last bit of space to help the reader connect the dots to show them why you are a great job candidate, a business-of-one who can provide a service they need with a personal connection to the company that is invaluable.
Remember: You never get a second chance to make a first impression. Make yours count with an impactful and disruptive cover letter that separates you from the competition!
There is a difference between being "qualified" for a job and being the "best person" for the job.
"Qualified" means that you can do all the things mentioned in the job description. What makes you the "best person" for the job is proving to the hiring manager that you understand the pain that you're going to alleviate and the problems that you're going to solve for the company.
At Work It DAILY, we teach something called a job matching matrix. If you want to stand out as the must-have candidate, the best person for the job, creating a job matching matrix is essential.
So, how do you create one? Well, first you take a job that you're interested in and put all of the requirements for that job in one column. In the next column, you match your experience to those job requirements to prove you're qualified for the job. But what makes you the most qualified candidate, the best person for the job, is the final column. In that final column, you need to list what will go horribly wrong if they don't hire the right person—if they don't hire someone who does what you can do.
By creating a job matching matrix, you're showing the employer that you truly understand why something is a requirement for the job and what the job is about. The difference between being a nice-to-have candidate and a must-have candidate is that you understand the pain that you're going to alleviate. You understand what goes horribly wrong if this job isn't done correctly. Anyone can say, "Oh, you wanted five years of experience in digital marketing. I have five years of experience in digital marketing." Instead, if you can say, "The reason you need somebody with five years of experience in digital marketing is this, this, and this, and here's what goes wrong if you don't get somebody with these three qualities," now you're proving that you understand the job better than someone else and that tells them that you're going to be able to do the job better than someone else.
As a job seeker in today's ultra-competitive job market, it's very important that you teach yourself how to not only match yourself up to the job but also talk about it in a way that proves you are the must-have candidate. You are a business-of-one. You are a service provider. Don't talk about your features; talk about your benefits. Talk about the value you create, the money you'll save them, the money you'll make them, the problems you'll solve, and the pain you'll alleviate. When they hear that, you are proving you are the must-have candidate, the best person for the job, and that's who's getting hired right now.
If you want to learn more about how to create a job matching matrix, sign up for a free Work It DAILY trial today.
Failure is a negative word. No one wants to fail. Many of us do all we can to avoid the risk of becoming "failures." But have you ever considered what "failure" actually is?
Let's think about it from a different perspective—as another step in life that takes us towards whatever we do next. Not everything we do is going to work out exactly as intended. But if you are failing, you must be the kind of person who is prepared to take some risks. And that means you are far more likely to ultimately reach your potential.
Failure isn't the problem. Fear of failure is. You need to change your perspective and recognize failing can be the key to achieving success.
"Failures are finger posts on the road to achievement." —C.S. Lewis
It's easier to learn from failure than from success. It gives you the chance to analyze what's not working and do something about it.
Even if some factors seem to be out of your control, think through what they are. Can you do anything to reduce their impact? Or is there a way of gaining greater control of them?
"I have not failed. I've just found 10,000 ways that won't work." —Thomas A. Edison
By failing and then using what you've learned from the experience, you have the potential to become more resilient and more persistent. The more persistent you become, the less likely it is that you'll be emotionally affected by not getting the outcome you hoped for. And that gives you a better perspective for analyzing what needs to be done to move you toward success.
Every "failed attempt" simply becomes a new learning experience to fine-tune your efforts.
"I knew that if I failed I wouldn't regret that, but I knew the one thing I might regret is not trying." —Jeff Bezos
If something is worthwhile, it's probably going to take quite a bit of work to achieve. So, build into your plans the expectation that it could require significant effort. But until you try, you will never know. And even if it doesn't work out, you've given it a go and will have learned from the experience.
If you're so busy worrying about failing that you never find the impetus to move forward, then visualize yourself in 12 months' time dealing with a sense of regret for never even attempting it. Which feels worse?
If you're not afraid to fail, it will give you another valuable ability. And that is being able to recognize when giving up on a particular goal is the right course of action.
Perseverance is important and you should never become the type of person who gives up simply because something is harder than you'd expected or taking longer than you'd hoped. But maybe you or your situation has changed and your goal is no longer relevant. Maybe your skills and talents are better off applied elsewhere now that time has moved on. Or perhaps you're doing the same thing over and over again in the vain hope of a different result.
If you've given it your very best shot and it still isn't working, it's time to change your approach. Would you call that failing? Or just applying some common sense about where to direct your energy?
Think about your past and you'll probably be able to spot times when making a choice that wasn't successful helped refine your approach and eventually took you toward a better outcome.
Start viewing failure as a learning opportunity, use the lessons you gain from it, and take the first steps to setting yourself up for success.
Navigating the professional world of LinkedIn can sometimes feel like walking through a minefield of awkward connection requests and over-the-top sales pitches. We've all received those cringe-worthy messages that make us want to hit "ignore" faster than you can say "networking." But fear not, LinkedIn warriors! Today, we're diving into making genuine, non-cringey connections on this platform.
Let's start with some humorous takes on those infamous connection request fails:
We’ve all seen these, right? They’re the LinkedIn equivalents of bad first dates. Instead, let's explore how some of the best community professionals connect in meaningful and, more importantly, less cringey ways. Here are a few shining examples from leaders who have mastered the art of authentic networking.
LinkedIn has been an amazing resource for my learning in terms of my career growth and also a space to connect with others in my field.
One strategy I've found particularly effective is leveraging mutual connections. When reaching out to someone new, I always check if we have shared connections and mention them in my invitation. This common ground instantly creates a sense of trust and increases the likelihood of a positive response.
For example, when initiating a connection, try: "Hey [Name], I noticed we're both connected with [Mutual Connection]. I'd love to connect with you and see how we can support one another.
Remember, LinkedIn is about building relationships, not just adding people for the sake of connections. Engage regularly with your network by sharing insights, congratulating achievements, and offering help when you can.
LinkedIn helps me to become friends with people all over the world and check in with each other in meaningful ways over time, around new ideas and projects that are lighting us up—what a cool world we live in to be inspired and encouraged by people we'd never get the chance to be in the same physical room as.
I love pushing what it means to show up differently on LinkedIn...in a more human way!
To create more meaningful friendships on LinkedIn, I recommend sending hyper-specific notes in your connection requests that really give someone a glimpse into your day. No matter how silly it might sound, it works!
Here are 5 of Taylor's favorite LinkedIn hellos:
Lean into connection requests as an opportunity to open the door for a sweet human conversation. Don’t just collect another digital handshake!
As someone who leads a professional community, I firmly believe that LinkedIn is the prime network for connecting with like-minded individuals worldwide. As a woman, I also find comfort in the platform's professional nature, which fosters a sense of safety and respect.
In order for me to make meaningful connections while growing my network, I try to join groups of interest where I look at other individuals who share that same passion or have some commonality with me.
Once I find someone that intrigues me, I then reach out with a note referencing one of the posts they may have shared or something on the group that we both interacted with and introduce myself.
For example, I joined the #iamremarkable group on LinkedIn. Of course I joined because I attended a session and loved it. But there I found an individual who was interested in brainstorming accountability groups and continued learning.
I sent a connection request like, “Hi ___, I just saw your post about accountability groups and think there’s value in considering a user journey to seamlessly integrate something like this. I’m Bhargavi a community builder and market researcher, I’d love to connect and chat more”.
After this initial message, it’s important to follow up and follow through and maintain the relationship.
“I was wondering if I could pick your brain about _____. I’m very interested in the field and could use your knowledge to expand mine.”
“Hello, I saw your profile and experience in ____. I’d love to learn more about it and if you’re available have a quick chat. I’m new to the area and would love to expand my network.”
Starting authentic conversations via LinkedIn without feeling like you're forcing small talk at a party where you only know the host but by following these expert tips, you're well on your way.
Whether it's leveraging mutual connections, sending personalized notes that offer a peek into your day, or engaging in professional groups with shared interests, the key is to approach LinkedIn with a human touch. After all, networking isn't just about growing your numbers; it's about nurturing relationships that can lead to mutual growth and opportunities.
"Why am I still unemployed?"
At Work It DAILY, we're asked this question a lot. The reality is that the reason is different for everyone. The good news? You can overcome whatever is holding you back from getting hired.
Here are five reasons you're still unemployed...
While it's good to have a strong resume with all of your professional skill sets, your resume can become generic when all you do is send the same resume to every open position you find.
The Solution: Customize your resume for each job you apply for. By taking the time to customize your resume with relevant skill sets and specific keywords that are in the job description, you'll be more likely to land an interview and, therefore, will have more viable job opportunities.
This problem is common among older workers looking for a career change. But this can happen to anyone who has a lot of experience and is trying to get their foot in the door at another company.
The Solution: During an interview, make it your mission to connect with the employer. Tell a story. Let them know you aren't just running out the clock. If they ask about your five-year plan, don't mention retirement. Your career isn't over yet.
On the flip side, you could be unemployed because you don't have enough experience or the right skill sets to do the jobs you've been applying for. Maybe you're a recent college grad, and at this point, you're just begging someone to give you a chance. Whatever your situation, employers are making it very clear you aren't qualified.
The Solution: Take classes or earn certificates to develop new skills. Volunteer or intern to get the type of professional experience employers are looking for. Focus on the skill sets you do have and learn how to quantify those skills on your resume to stand out to hiring managers.
If you really want a job, your actions have to reflect your attitude. As the weeks (or maybe months) drag on and you still haven't found a job, you may find yourself getting into a dangerous job search routine. You apply for half a dozen jobs every day and hope for the best. This strategy rarely works. If you want quality job opportunities, you need to be proactive.
The Solution: Make networking a priority. Go to job fairs. Reach out to employees at companies you'd love to work for on LinkedIn. Start compelling, professional conversations with them. Remember: you're a business-of-one. The better you actively market yourself to employers, the more job opportunities you'll likely receive.
It can be easy to get into a job search rut. Time goes by differently when you don't have a set routine. The longer it takes for you to find a job, the harder it is to find the motivation to get a job. You may begin to lose confidence in yourself and your skills as a professional. When your career is suddenly on hold, your life can feel like it is without purpose or direction.
The Solution: Set goals and work towards them—even if they're just small goals. They could be career-related goals, or not. Maybe you want to get in better shape. Maybe you want to learn a new skill. If you set goals for yourself, you'll regain that sense of purpose—and better yourself in the process.
Being unemployed is tough. If you follow these tips, you'll have the tools to overcome the challenges you face in the job search process.
Recruiters have one job: find the right person for the position. Their performance is evaluated on how efficiently and effectively they match top talent to job requirements. Ironically, in the current economy, recruiters are finding their jobs harder than ever.
I'm serious.
There's too much talent for them to weed through. What used to be "finding a needle in a haystack" has now become "finding a needle in ten haystacks." As a result, recruiters have to determine a candidate's marketability much quicker.
Translation: Candidates must pay even more attention to the power of the "first impression" factor.
People skills, attire, etc. all become more important when competition amongst talent is this fierce.
Reality check: Those who fail to make a good first impression get put in the "no" pile and are never contacted again.
So, if you aren't getting a callback from a recruiter after either an in-person meeting or phone call, there's a good chance that, in addition to the fact you didn't have the right skills, you also might have displayed one or more traits on the "I can't market them" list.
Now, most recruiters won't tell you what you did wrong. Why? For one reason, they aren't paid to give you the bad news. Second, they don't want to burn a bridge. And third, as I mentioned, they just don't have the time.
And yet, how are you going to fix the problem if you don't know it exists? I've put together the most common reasons why a recruiter writes a candidate off. You may not like what you read, but the good news is with a little attention and practice all of them can be improved upon.
So, ask yourself, "Am I guilty of the following?"
1. Your interview attire is outdated/messy/too tight/too revealing/too flashy.
2. Your physical appearance is disheveled/outdated/sloppy/smelly/overpowering (i.e., too much perfume or cologne).
3. Your eye contact is weak/shifty/intense.
4. Your handshake is limp/too forceful/clammy.
5. You say ah/um/like too much.
6. You talk too much/use poor grammar/say inappropriate things (i.e., swearing) when you answer interview questions.
7. You appear overconfident/pushy/self-centered/insecure/aloof/ditzy/scatter-brained/desperate.
8. You talk too fast/too slow/too loud/too soft.
9. You giggle/fidget/act awkward/have facial tics/lack expression.
10. You lack sincerity/self-confidence/clarity/conviction.
Well, given that 93% of communication is non-verbal, I can tell you that many of the negatives above can be improved by focusing on one thing: attitude.
If you are angry, fearful, or confused, it's going to show. You must find a way to feel good about yourself and your ability to contribute. This comes from knowing your strengths and embracing them.
It also comes from doing your homework on a company so you can articulate clearly and with enthusiasm why you would be a great fit for the job. I realize this is easier said than done, but it can be done.
I hope I've convinced you to take a hard look at the 10 reasons above and commit to finding a way to improve your first impression factor.
If you want to reveal your unique professional strengths, take our free Career Decoder Quiz! It's time to unlock your true potential and start selling yourself to employers!
Once you know your professional strengths, it will be much easier for you to convey why you would be a great fit for a position. And as long as you don't make the above mistakes, you'll be golden.
It's your career. Own your actions and take control of your professional development. I promise recruiters will take notice.
In 1963, as we were on the precipice of many years of uncertainty and strife to come, legendary musician Bob Dylan wrote the song “The Times They Are a-Changin.” The song, which was an anthem for change, really understood that culture was truly downstream from politics. Fast forward to 2020 and the complete change of the world, and especially the work world as we always had known it to be. Pandora’s box had been opened and a two-year alpha test for “remote work” had begun. The world needed to keep moving, and despite turbulent times, it did, and quite successfully, on the work-from-home front. Sure, we were not devoid of problems, but somehow, we always seemed to work them out through trial and error.
The world went on and all was good, until it was time to go back, and it wasn’t. Office spaces were being paid for and not used, and it became quickly apparent work was falling off with some teams as in-person bonding rituals had stopped or were also remote. Not to mention, quality and quantity of work had fallen off and appropriate dress and the willingness to even meet on camera was a heavy point of contention. Lastly, some people are great employees, they just need people, or at least some of the time. And the battle thus began as a great many of us performed at not only higher levels but were happier than we were before.
Then, as Anthony Klotz coined in 2021, “The Great Resignation” began and people began to rethink work, life, and exactly how much power a company should dictate over their lives. Soon enough people were saving more money, spending more time with families, had lower stress and better mental health, and had the ability to once again feel a sense of empowerment. However, many who had built businesses were at the mercy of the court and the visions they worked so hard to achieve were not theirs anymore in many cases. The even bigger problem was surrounding areas were losing a ton of foot traffic for their businesses and cities were becoming ghost towns. As we all can agree, in order to have an economy we need participants. Also, in order to have profitable businesses, we also need standards and happy employees. At the end of the day, we need to remember we took a job that was not a democracy, but hopefully a well-governed meritocracy. The great thing about America is you can always start your own business.
The pathway forward will most definitely be a marathon and not a sprint by any means. Socially, financially, politically, etc. The fact is whether a business owner or an employee, we need each other, and more importantly, we need to start somewhere.
Unless it’s manual labor or hands-on, you can do it remotely. You don’t need in-person; you need better KPIs and analytics management. You can’t manage what you can’t measure, and you need to know how to measure and understand what you are looking at. Not only will your employees be more productive and have less anxiety and knowledge of how to improve, but your managers will get stronger to become more effective leaders and mentors. You are locked into that lease regardless, so unless you have a way out you are paying the piper. Let it go.
Just like people learn differently, they work differently. Some people love the office, some people hate it, and some people can take it or leave it. Embrace your workforce, they will thank you for it, and you will open the doorway to beginning to save some money for better margins, employee retreats, better training, and not to mention a wider and more diverse talent pool of the best to get the best.
Once you understand your workforce, you will be able to make your next moves. How big of an office do you really need? Once you know who’s using it and how they use it you can get to work. Can you get out of your lease and what is the cost opportunity? Can you sublease? Can you dispose? Can and how should you transform what you have?
In conclusion, the world will not change overnight, although our 2020 experiment proved that wrong. But it can change, and it can change for the better. The most important thing is to get started, to plan efficiently and effectively, and to plan together. Power with as opposed to power over is what truly changes the world. What will you choose?
Are you in the process of searching for a new job but can't seem to get the callbacks you want? You could be making some big job search mistakes.
Don't worry, though! We can help you identify what you're doing wrong in your job search, and teach you how to fix it. Here are seven common mistakes job seekers make.
If you're sending out resumes without knowing what your ideal job is, you're wasting your valuable time. So, before shipping off another application, be sure to sit down and define what type of job you're looking for. Try to make an interview bucket list. This way, you'll have a more focused search and can create a customized resume to match.
Do you have bad interviewing habits? In other words, do you assume you're on a first-name basis with interviewers? Or do you slouch in your seat? If so, be sure to learn about appropriate body language and ways to address interviews so that you can always come across as a confident candidate with plenty to offer.
Many interviewees get stuck with the question, "Why did you leave your previous employer?" While you may want to say that your previous boss was a jerk, this is not the time or place to mention it. So, if you're asked this question, just say you are looking for new opportunities that align with your career goals.
While job fairs may feel like impersonal functions for individuals who are desperate for work, nothing could be further from the truth. In fact, some great networking opportunities can be found at job fairs, not just with company representatives but with other job fair attendees.
When interviewing, company representatives are watching your every move, including how you're dressed. If your attire is too casual, sexy, or plain outrageous, your amazing resume or interviewing skills may do little to get you hired.
Another mistake to avoid is not following up with an employer after your interview. To make sure you remain on the employer's mind, send a follow-up email of about three or four paragraphs that summarizes your skills, reiterates your eagerness to be hired, and thanks the entire staff for their time.
Although your professional history may be so amazing that you want to share every piece of it, it's important that you avoid creating a resume that stretches out too long. By focusing on related positions and highlighting the top moments in your career, you can easily reduce your resume to two or three pages.
As you can see, there are a lot of ways to make mistakes when conducting your job search. The good news is that these mistakes are avoidable if you are aware of them. By following the tips above, you'll find job search success in no time!
If you want to get a job in 2024, you need to be ready to share three stories with every hiring manager and recruiter you meet. These three stories will help recruiters and hiring managers fall in love with you, and this is also how you make a stronger first impression.
Storytelling in general is important, but it can be particularly powerful in the hiring process. When you go into an interview, you need to be able to tell concise stories so that they can validate your knowledge and expertise.
These three stories help them learn more about the complete you...
This story needs to be based on your connection to the employer. They don't want to hear that you love their benefits package or that you heard they pay well. They want to hear why you love their product or service and why you're a huge fan of the customers they serve.
Somehow you need to tell a connection story that gets them to understand your intrinsic motivation, which is just a fancy term for what will get you out of bed every day and want to work for this company. What do you believe in? They can't teach you intrinsic motivation. There are so many candidates out there who look the same; you need to have this really great connection story because that's what gets them to choose you.
Now, the second story you need to have on the ready is why you nerd out on the work that you do and why you love to create the value that you do on the job. Your unique value add (UVA) is how you save a company money, make a company money, solve problems, and alleviate pain. They don't pay you just for the heck of it. You need to create value.
When you can talk about why you love doing the work that you do and how you nerd out on it, you're showing them once again what's going to get you out of bed every day. You're self-motivated to create that value, exceed expectations, be resourceful, and think outside the box. Again, they have all these candidates to choose from. They want the employee who is going to be like that. So, this second story is very powerful.
The third story is the one I love the most right now, which is what's the most exciting or positive thing that happened in your career in the last year? You want to share this story with recruiters and hiring managers because they need to know that you are constantly looking at your career and assessing what's happened to you so that you can learn and grow from it.
When you can recognize that the things that happened to you were very powerful and positive, they know that you're a powerful and positive person who is always striving to learn and grow. And it's also just a great feel-good story that can articulate a lot about you.
So, let's recap.
The three stories you need to share are...
You could type these up right now and have them ready for an interview. Or you could even go so far as to put them in a cover letter. However, the one that will go much further is video.
There is a way for you to record these three stories and rerecord them until they are perfect. Then, you can take these three stories, put them in what's called a reel, and send them off as a URL to recruiters and hiring managers. That's when they'll fall in love with you. That's when they will see that you are the kind of person that is more than just the experience. You are the full package, and it will elevate your first impression because video is the new first interview. Video is the new phone screen. So why not take full control, record these three stories, put them in a reel, and send them off?
You can do this by using a new phone app that I love called the McCoy app. This lets you do all of the above so that you can elevate first impressions, make better connections, and get those recruiters and hiring managers responding to you before everybody else.
Job search is a game. To be competitive right now, you need to do things differently. And using video to tell these three stories is a game changer. So I hope you'll check out the McCoy app. But more importantly, please get your three stories ready to go. They are what will differentiate you in this very competitive job market so that you can get the job you want and deserve.
Good luck, and go get 'em!
When you apply for a job, it's important to do your homework on the company so that when you get a job interview and your interviewer asks, "What is it about us that drew you to our company?" you aren't left stumped or jobless.
Not only that, but it's important to figure out if the company is a place you would enjoy working at. So, before you send off that resume, check out these sneaky ways to research a company.
Most companies have a staff page on their website. On this page, the company will list some, if not all, of the employees at the company. Here, you can get the names (and sometimes contact information) of people you'd be working with if you got the job.
How to learn more:
Warning: Don't be creepy or demanding when contacting these people! Simply reach out to them in a professional manner, introduce yourself, and tell them you're interested in learning more about the company and work environment. If they respond, go you! If not, move on and leave them alone.
These days, everyone is on social media—including employers. Look them up on Facebook, X/Twitter, LinkedIn, YouTube, Pinterest, TikTok, and so on. Look closely at what they're tweeting, posting, or filming. This is a great way to get a feel for the company's values.
When browsing the social channels of companies, ask yourself these questions:
Have you ever wished there was a place that rated companies based on how much people like working there? Well, now there is! Sites like Indeed, Glassdoor, and Comparably are great places to learn about a potential employer and how people like working there. With these sites, individuals can comment on the company's benefits, culture, work, and more. Not only that, but they can rate a company based on how much they like working there.
You can also learn more about salary and past interviewing experiences! According to Indeed's Employer Branding Survey, 83% of job seekers say their decisions on where to apply are influenced by employer reviews.
So before you apply for a job, make sure you do your research. Doing a little research can go a long way in your job search. Don't be lazy—learn more about your dream company now!
When we are asked to think of a leader, someone who inspires us to do our best every day, a wide variety of people come to mind. Maybe someone in your personal life, someone from a television show or movie, or a historical figure whose personality you greatly admire.
While the type of person can vary immensely, more often than not, they will all have a certain set of skills and personality traits that make them a great leader. According to recent surveys, many groups find that a great business leader will often have several or all of these characteristics.
A good leader will be able to establish an honest connection with their peers. A relationship based on trust and reliability makes the team know that their leader is always there for them, which in turn inspires them to be there for their leader.
Each person in a group will be able to bring something different to the table, and a good leader will work with each member's strengths and weaknesses in order to make sure that the best is being done.
By clearly describing their idea to their team, the leader will be able to create a sense of ease and understanding with their peers. When every member of the team is striving towards a common goal, then there is nothing that cannot be accomplished.
Negative situations will always arise, but a good business leader will know how to diffuse them and help give their team peace of mind. A stress-free work environment often garners the most results, and sometimes all that is necessary to help push your team forward is a healthy dose of humor in the face of difficulty.
A good leader will show confidence in the face of challenges and will inspire confidence in their team by reminding them that obstacles are just there to be overcome. The confident leader will keep their eye on the goal and will not allow anything to deter him or her, or their team, from success.
Some leaders may drive their teams to work hard, while others will constantly be at their sides, giving every task one hundred percent. The latter is the type of leader that can expect to achieve more. Teams work better when they see that the one that they answer to is right by their side, sharing their struggles and triumphs.
Motivation is the key to success, and it can be hard to stay motivated in a negative environment. By keeping your team's spirits up, you will be able to motivate them to achieve more, and not let them be bothered by minor setbacks.
Sometimes a difficult situation will arise that will require you to think outside of the box and help your team do the same. At such crucial movements, a good leader will be able to demonstrate a unique type of creativity that can help their team push through any situation.
Inspiration can take many forms, but a capable leader will be able to demonstrate their ability to lead and inspire by motivating their team to share their vision.
Finally, a good leader will have intuition. Sometimes obstacles will arise that nobody will know how to handle, perhaps even you. In such situations, it is important to be confident and make a decision.
No matter what the decision is, if you show that you are giving the problem everything you have got, it will inspire your team to do the same, which can often be all that is needed to help get past the situation.
All successful leaders have these 10 characteristics. If you want to be a great leader, make sure to develop these traits and skills, and you'll be sure to find your own success!
When people think of mentoring, several will think of a more experienced person who provides guidance and shares knowledge with someone who may be starting their career. Mentoring can encompass professional development and career guidance but can be much broader including personal development and growth.
People have mentored me for as long as I can remember. We may not have used the word “mentor” but when I look back, I know that I was clearly mentored. These are people that I highly respect and are in a special category that reminds me of the old TV commercial “When E.F. Hutton talks, people listen.” One of those individuals is Michael. I was an accounting major during college, and he casually suggested that I take some programming classes. Those IT classes weren’t part of my coursework, but I did and knew that’s what I was meant to do immediately switching my major from accounting to IT.
After graduation, I got my first IT job and Kathy was my supervisor and took me under her wing. Other individuals continued to mentor me throughout my career. Being a minority woman in the IT field in Alaska, there weren’t many people who looked like me. Luckily, I’ve always had mentors like James who guided me as I continued to transition into different leadership roles including in different industries.
I was recruited and relocated from Alaska to Charlotte for a role but had to start over when the pandemic hit. I hardly knew any people or companies in Charlotte and started rebuilding my network one person at a time. I found some individuals who truly touched my heart like Elizabeth. Different individuals offered their insights, shared experiences, and helped me get acclimated to Charlotte. I’m so thankful for those individuals investing in me.
For me, what makes individuals great mentors and not simply good mentors? Not only do they share practical advice, relevant knowledge, and lessons learned, but they are approachable, and I am comfortable sharing my aspirations, challenges, and concerns. These mentors are my Personal Board of Directors (PBOD) and my circle of trust. They actively listen, are empathetic, and trust them to provide constructive feedback. Feedback is a gift, and I trust they will tell me the truth (the good, the bad, and the ugly). This is important because being open about my areas for improvement can provide more perspective than sharing my strengths and successes. Will I ever not need my mentors? No! My journey will continue to meander with new goals. For example, in the future, I’m planning for corporate board service and will seek out my mentors’ insights and guidance.
Somewhere along the way, I became a mentor myself. Now I have the opportunity to give back and pay it forward, making a positive impact on someone else’s life. I’ve had progressive roles and share my knowledge, skills, and experiences to help someone else grow, develop, and potentially reach their potential. Mentoring provides an opportunity to leave a lasting effect. It’s a mutually beneficial two-way relationship because both sides learn fresh perspectives, grow, and benefit from the relationship. Each time I invest in the next generation, it’s a ripple effect of positive change.
What’s the best mentorship moment? For me, it’s when I see the person I mentored mentoring others! It’s a full-circle moment showing how the ripple effect caused by a single action spread.
If you take the time to invest and become a mentor, think about the positive impact you could have on someone’s life. For more information on the mentor’s journey from seeking guidance to paying it forward, follow me on LinkedIn!
The references you provide to the employer for the job you really want are more important than you think. A "missing in action" reference can really kill your chances of a job offer, especially if the choice between you and another candidate is a close one.
Before we get to the nuts and bolts of how to ask for a reference, it is important to understand what you should not do.
1. Use the same references for every job.
Some of your references may have more knowledge about the specific skills you would like to highlight than others. Pay attention to the job description and think about who could best vouch for the skills you need for the position.
2. Include your references with your resume without being asked.
You want to know if and when the employer will be calling your reference so you can give them a heads-up. Many people don't answer their phones if they don't recognize the number and many employers won't leave a message.
3. Assume your references will know what to say.
They want to help, but make sure they really do. Give them an idea of what they should say.
Now, the nuts and bolts.
1. Think about the job you are applying for.
What skills and abilities will the employer be likely to ask about? What is the employer's communication style or company culture like? Consider whether it will likely be a call, email, or formal mailed request to your reference and determine who would be the best match.
2. Think about who would be the best person to speak to your skills that are desired by the employer.
Not all of your references know about all of your great skills and abilities. Likely, one or two have a more intimate or direct knowledge and could more convincingly speak to them. Consider their overall communication skills.
3. Write a letter of recommendation for them to refer to.
This works. It also helps to prepare you for upcoming interviews if you do this while you are in job search mode (which we recommend).
4. Contact your references by phone or in person.
Don't just email them and wait for a response. You are asking this person for a favor. Show the respect they deserve and take a more personal approach to the request. Make sure you have all of their correct contact information and titles while you are at it!
5. Provide your references with a copy of your resume, the job announcement, and your written letter of reference.
If you provide them with this information, they will be better prepared to provide all of the appropriate information and give more thought to how they can best help you. Your references might even come up with more pertinent information than you gave them.
6. Ask if the people you contact would be willing to provide a reference for this job and write a letter of recommendation for you.
Why not? You are already asking for them to serve as a reference and giving them all the info they need. Ask them to take an extra step and provide you with a letter of recommendation you can use for other positions. Having them write a recommendation on LinkedIn that appears on your profile will make you stand out to recruiters and hiring managers.
Bonus: Follow up with a thank-you note and make sure they have all your current contact information. You can never have too many good connections. Make an effort and others will as well.
Follow these six steps and you'll correctly and politely ask for professional references. Good luck!
As someone who has worked in the field of installation and repair for 10 years, I’m fascinated by what the future holds. My expertise is in telecommunications but many of the concepts apply to installation and repair companies in general.
Everyone is affected by installation and repair services, whether it’s your cable service, home security system, the power lines outside of your house, your HVAC company, or your solar installation company, to name a few. The list is extensive!
So, what does the future hold for the world of installation and repair? Let’s start with customers who don’t want their service (any service!) to go down and if it does go down, they want an immediate fix.
Customer needs will dictate the future of installation and repair. There is a huge opportunity to use technology to repair issues at customer locations, either remotely or in person, before a problem manifests itself. Already automation is being used in telecommunications to predict failures and resolve them proactively. Gone are the days when a technician must search for a network failure on site. The technology exists to point him/her to the exact location of the failure, thereby speeding up the time to repair. Some industries are even using artificial intelligence (AI) and machine learning (ML) to help technicians troubleshoot in real time on location.
And what about the contact center? The potential for automation is huge in this space whether it assists with troubleshooting failures remotely to avoid sending a technician to the customer’s location, using robotics to complete routine tasks, having bots answer simple, routine questions, or using ML to determine the next best action in solution selling. Humans in the call center now have the capacity to work on complex customer issues, leaving automation to handle simple, routine questions. Finally, there’s the potential to offer a seamless customer journey across multiple channels.
So, it’s reasonable to ask about the role of humans in the future of installation and repair. Research shows that customers still want that human connection. It’s therefore important to ensure that employee connections with customers, when they occur, are engaging and informative. The industry needs to hire employees who have excellent people skills and are willing to engage with customers as they resolve issues. They also need to plan to coach more tenured employees on how to engage with customers. Nothing has changed: hire for attitude and train for skills. Coaching skills are now paramount for leaders as they seek to help employees develop the behaviors that will deliver that outstanding customer experience.
There’s much talk about AI replacing humans. I look at it as AI complementing the work of humans. AI is good at identifying trends from large databases very quickly leading to proactive problem-solving and identifying the next best action, to name a few. It is important to note that AI can tell us what’s wrong but not necessarily how to fix it.
Automation represents the future but it’s not human. It does not have the creativity or empathy of humans, nor does it have the emotional intelligence or the same ability to reason as humans. The bottom line: automation cannot replace human intelligence, at least not yet.
What are your thoughts? More to come.
Many candidates who come to us for resume help have the same question. They have years of professional work experience, but a lot of it isn't relevant to the position they're currently seeking.
On the one hand, they don't want to waste resume space detailing work that doesn't relate to their application. On the other hand, they don't want to omit years of work that developed them as a professional.
How do you mention unrelated work experience on your resume?
We use a magic phrase to address this issue: "additional experience." It's perfectly fine to sum up large portions of your career in one section that lists previous employers, positions, leadership roles, certifications, associations, publications, awards, volunteer experience, and even significant hobbies (as long as the experience supports your professionalization in some way).
If you spent the first 10 years of your marketing career performing lower-level tasks, in your "Additional Experience" section at the end of your resume you could say: "Marketing positions with ABC, DEF, and XYZ (1990-2000)."
If your previous work was in an unrelated field, you can simply list the companies: "Positions with ABC, DEF, and XYZ."
Whatever additional experience you decide to include on your resume, make sure you demonstrate why it's important to the job you're applying for by quantifying the work experience and your accomplishments.
This technique can also be very helpful for those who are concerned about age discrimination. We summarized the first 15 years of one candidate's career into one sentence to downplay the fact that she was 55. Because her experience was relevant to her field, removing it from her resume entirely would have been a disservice, but we did not include the years that experience encompassed in her "Additional Experience" section.
We recently worked with another candidate who needed to show that she was a more experienced professional than her education suggested. This woman had worked for 10 years before going back to complete her bachelor's degree. From looking at her graduation dates, you would assume she was in her 20s. In fact, she was an experienced manager in her 30s—a fact that was important to show for the level of job she was seeking.
By adding an "Additional Experience" section and putting her "Work History" section before her "Education" section, she was able to show employers that her graduation dates were not an indication of how much experience she had. Just because her work experience occurred before graduating doesn't mean it was unrelated work experience. The right resume format will make it much easier to mention any kind of significant work experience you've had in your career.
Many of us have work experience that doesn't fit neatly with our current goals and objectives. If you don't feel comfortable leaving it off your resume altogether, using an "Additional Experience" section can help you mention the experience quickly without wasting precious resume space.
How do you get those high-level executives in your network to help you with your job search? Recently, a client of mine asked how they should reach out to a CMO they knew to see if they could help them find a job. Many people make the mistake of trying to reach out to these high-level people and being a little too casual.
You don't want to say, "Hey, how are you? It's been too long. I was wondering if you might want to connect." High-level professionals are super busy, and in this tight labor market, especially the white-collar job recession that we're dealing with, they're getting inundated with messages just like that that come across as really disingenuous.
So, what should you do?
When reaching out to high-level executives in your network in hopes that they'll help you with your job search, you want to be direct and show a little humility. I encourage sending a variation of this message to your high-level connections:
"Hey, I know we haven't talked in a bit. I need to be honest—I'm in the middle of a job search and was wondering if you could help me in two ways. First, there are a couple of people in your network that I would love to meet who are working at companies I'd love to earn an interview at. Second, I was curious if you could give me one to two top pieces of advice on what it would take to get more people at your level to respond to me so that I could potentially explore opportunities with their company. Any advice or help you could provide would be so appreciated. I know your time is valuable and I really could use the boost."
By doing this, you're being transparent. You're being very clear in your ask and you're offering them two concise ways to help you. Again, executives are time-crunched and they want to help you, but the way to get them to help you is by not making it too open-ended and too cumbersome for them. The clarity in your request, the directness in it, and also the appreciation and understanding on your end are going to generate a response.
Hopefully, this high-level person is going to come back and offer to introduce you or provide that advice. But what's interesting is the people that I've been coaching to do this are getting a bonus result: because their message was so direct and so many people are inundating these high-level people with disingenuous, roundabout requests, they respect and appreciate directness and suddenly say, "Well, let's just get on the phone for 10 minutes to chat."
When you are respectful of people's time, they're usually more willing to give you their time, and that is especially true for these executives who are in your network.
These are the kinds of tips and tricks that can help you move forward in what is one of the most difficult white-collar job markets in a generation. So, try this networking strategy in your job search today.
Almost everyone has some sort of significant goal or aspiration they hope to achieve in the future. For a lot of people, this includes some type of long-term career plan or dream job that they would like to obtain.
While these major objectives may seem difficult or even impossible to achieve, they can appear much more manageable through the use of a career plan. The future can provide an extremely uncertain ride, but having a solid career plan in place can serve as a reliable roadmap to get you wherever you would like to go.
Here are three reasons why you should have a solid career plan.
Having a realistic career plan in place is often an essential part of career growth, and our personal growth and development. Without goals to strive for, most people find it difficult to stray from the easy norm or gain skills that make them a more valuable commodity in the business world.
If your career isn't growing, it's dying! Failing to put together a career plan that will help you grow professionally could lead to a career crisis.
By planning for the future and setting a specific timeline for accomplishing the things you want to achieve, you will find that your career plan is an effective way to ensure you never lose motivation along the way. Between the accountability of having fixed objectives and the inspiration you'll receive when you attain your career growth goals, your career plan is an opportunity to maximize your true potential.
If one of the important destinations in your future is a much-desired job or position, a career plan truly is a roadmap to help you reach it. Job boards are full of available positions, but often the most desired and competitive jobs require a significant amount of prerequisite experience or education. It's very rare that someone will simply fall into their dream job.
Most commonly, it takes years of planning your career growth, hard work, and even a little bit of luck to develop your current situation into the career of your dreams. By isolating exactly what you'll need to accomplish in order to be a candidate for the job you truly want, fulfilling the needed tasks will become much easier and your chances of success will be much higher.
Having a realistic career plan in place is not just about work. In fact, a great career plan should have a much longer view. Unless your dream job is something that you want to do every single day of your life, your career plan can also be used to determine the steps needed to smoothly enter into retirement down the road.
Incorporating a rudimentary knowledge of financial planning into your career goals and setting yourself up for retirement through proper savings and the allocation of investments will serve as a great way to wrap up your long-term career plan.
Working in your dream job may be where you would like to see yourself in ten years, but what about when you're in your 60s or 70s?
Career planning may intimidate some people who are unsure about the direction they would like to take decades down the road. Instead of being a set-in-stone list of rules and objectives you must follow, your career plan should instead be viewed as simply a way to get what you want.
As frequently as our wants and needs change, the tasks we must accomplish in order to achieve them change just as fast. Having a career plan can help you design your future the way you would like it, but it can also be flexible enough to change when your personal ambitions and goals do.
If you're struggling to create a career plan and grow as a professional, we can help.