Look, I'm just going to say it. Not everybody should work for themselves. Right now, there's this huge craze about working independently, being self-employed, being your own boss. So much of this came out of the pandemic because people realized they wanted to have control over their careers and not be at the mercy of their employers' needs. But if you're looking to take control of your career, becoming self-employed is not always the best solution.
Still, there are many benefits to being self-employed. Let's take a look at those benefits before I dive into how you can take control of your career without having to quit your job and take on self-employment.
Self-employment isn't for everyone, but if it's right for you, you'll likely reap these benefits:
As you can see, there are many benefits of being self-employed. Self-employment has a lot to offer professionals who are self-disciplined, responsible, good at time management, and self-motivated. If this sounds like you, and you're willing to give up traditional employment for the chance to be more in control of your career, why not give self-employment a try?
The decision to embark on self-employment is not always that easy...
@j.t.odonnell Not everyone should work for themselves... #workplacerenegade #learnontiktok #careeradvice #joblife #jobsearch #careeradvice #careertiktok #careers #jobs @j.t.odonnell ♬ original sound - J.T. O'Donnell
Twenty years ago, it was all about getting a corporate job. You didn't hear a lot about entrepreneurship back then, but nowadays everyone is talking about it. It almost feels like if you aren't self-employed or own your own business, or if you don't at least have the desire to do those things, there's something wrong with you.
Not true.
A lot of people were not built for self-employment. But they also don't want to go back to the traditional work environment where the employer is at the top and they're at the bottom wearing golden handcuffs and feeling like they have no control over their career or future. And I get that. I think that's why 40 million people quit their jobs in 2021—because they're frustrated. But not all of those 40 million people should be their own boss.
So, what do you do?
Well, for the last 20 years, I have been teaching people how to become "Workplace Renegades." A Workplace Renegade is an anti-employer. They're about empowering themselves so that they can build a decent relationship with their employer. They want to work with the employer, not for them. They want trust and respect. They want to attract the opportunities that are best for them. And it still means working a full-time job with benefits—that structure that a lot of people need. In return, you're giving the employer what they need.
But you need to understand one thing...
There are seven rules to becoming a Workplace Renegade that will enable you to get a full-time job that gives you the trust and respect you want and deserve so that you don't have to become self-employed to have control over your career.
If you would like to learn what those seven rules are, check out my new book Awakening Your Inner Workplace Renegade: 7 New Rules for Transforming Your Career & Finding Your Professional Purpose.
In this book, you’ll learn:
Buy the book and start awakening your inner Workplace Renegade today!
I promise you the seven new rules will change your mindset completely so that you can get those jobs that you want and deserve and finally take control of your career—without having to become self-employed.
P.S. If you're serious about taking control of your career, I'd love it if you signed up for Work It Daily's Event Subscription! I look forward to answering all of your career questions in our next live event!
Every hiring manager looks for different skills in the job candidates they're hoping to hire. Not only are job candidates being evaluated on the hard skills they possess; they're also being evaluated on their soft skills—the skills that don't belong on a resume but can be identified during a job interview. It's these soft skills that separate the good employees from the great ones. Executives, managers, and other leaders within an organization keep this in mind when interviewing job candidates and reviewing the performance of current employees.
We recently asked our leading executives what's the number one skill they need to see in every employee who works for them.
Here are their responses...
Growth mindset. We live in a world of constant change. Even the best-laid plans are often shifted due to unexpected circumstances. For example. educators had no choice but to switch to teaching remotely during the pandemic. There was no time to become comfortable with the technology first—we had to dive in! To remain profitable, many companies also need to reconfigure services and/or products from time to time and the most successful employees are those who are always open to learning new things. One can teach skills—the core competencies needed to do a job in many cases. However, it is not as easy to get inside someone's head and affect an employee's will unless one is able to tap into that employee's intrinsic motivations. When a growth mindset is already present, this makes any change—even difficult ones—just a tad easier to implement.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.
Curiosity is one of the top things I need out of each of my team members.
That is, they must possess an acknowledgment of the fact that no one of us knows everything and they must be curious in proactively seeking out new knowledge to add to their personal toolboxes.
In my team’s work on brand development and activation, and more specifically, digital marketing, it especially holds true that the industry, best practices, and tools used are ever changing and evolving. Maybe that involves consuming the latest books, blogs, podcasts, or following subject matter experts on LinkedIn.
In total, each team member must really have a passion for lifelong learning and constantly seek out new ways to stretch and grow in their own expertise and in the execution of their work.
John Cox has 20+ years of performance excellence in advertising and marketing, leveraging Google-certified skill sets in pay-per-click (PPC) advertising and paid search strategy, web planning and conversion measurement, and creative direction and graphic design.
Clear, concise written communication. Less is more.
For example, when it comes to project status “decks,” my expectation is no more than one page (two at a push). So:
1) On-point title: sets the scene.
2) Background: one or two single-sentence bullets (the story so far).
3) Status: three to five single-sentence bullets detailing tasks completed since the last update (bad news first please).
4) Next steps: two to three bullets detailing key tasks to be done next (win my trust by making sure that these tasks are clearly reflected in the “Status” section when we have the update next time).
Make removing every word from the deck until it stops making sense a game.
And don’t confuse ruthless editing with time wasted on “perfection.” The process of creating crystal clear prose with no excess fat is a pathway for you to get a deeper understanding of the project’s current challenges.
Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.
Resilience in front of adversity.
Look, sales and field engineering are not for the faint of heart. They can often be exhilarating, but there is no doubt that they can be hard.
Each time that you step into a new account (or even an existing one), life can throw you a curveball. The budget you thought was there for your project is gone. The client forgot to tell you one key factor in their development environment that will make your deployment hell—assuming they knew anything about it at all.
Oh, and you travel for work? What do you do when the airline throws a wrench in your plans?
Trust me, I went through it all.
The best sales and field engineers are the ones that can deal with this. When facing a seemingly insurmountable challenge, they make a plan, execute, and when they fail—and fail they will!—they try again. And again. And again. Until it works or the clock times out.
No experience? I can deal with this with education. You made a mistake at times? If you never did, I would say you are not trying hard enough.
But when the going gets tough, you can't stop and get discouraged. And that needs to come from you.
Steve Barriault is a multilingual presales, sales, and business development management professional with 20+ years of experience in the sales and marketing of software & technological solutions worldwide. He's built sales infrastructure from the ground up, going from $0 to millions of $ through both direct sales and distributors.
The most important skill I look for in an employee is their willingness to learn. This includes being open-minded to new ideas, sharing their thoughts and insights with co-workers, and being able to think on their feet and solve problems at a moment’s notice, with a “can-do” attitude. These skills are crucial for an employee’s personal and professional growth and contribute to the company's overall success. The willingness to learn allows employees to adapt to new challenges, develop creative solutions to problems, and continuously improve their skills and knowledge. It also helps to foster a culture of innovation and improvement throughout the organization.
As an employee, focusing on your willingness to learn is essential to staying relevant in your career while maintaining a competitive edge in the marketplace. As the business world is constantly evolving, employees need to be able to adapt and acquire new skills and knowledge to stay current and relevant in their field. Learning new skills also enable employees to be proactive in identifying and addressing challenges and opportunities, which can lead to greater success for both the employee and the company.
Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.
Combining the many bits of knowledge and skills gathered over your life and applying them to your current work role can make you stand apart as a valuable asset.
For example, I learned a practical structure for theatrical acting and directing while in college. As a marketing director today, I use a modified version for a strategic framework.
How can this be? Well, both the art of theatre and the art of marketing possess crucial elements of audience psychology and message communication.
Would just any marketer know this tie-in? Probably not.
Is this something an employer would ever teach me? Nope.
When you successfully adapt a learned approach to a different function, you bring a fresh perspective through pattern recognition and critical reasoning.
Your ability to connect the dots from your past jobs and life experiences to your current role brings creativity and innovation that just can’t be taught. It is a skill I seek and highly encourage in team members.
Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.
Self-awareness would be the skill that I would like to see in every employee I work with!
The main reason is that self-awareness is a mindful consciousness of your strengths, weaknesses, actions, and presence. And therefore, self-awareness requires having quite a clear perception of your mental and emotional states.
When you have a deep and meaningful self-awareness, it allows you to react to different situations and understand what triggers habitual responses for you, how you relate to other people, and why you feel the way you do toward certain individuals, amongst other areas.
Self-awareness is very important and can bring benefits in both your personal life and professional life. For example, it can help you identify what you like about your job and how to build a successful career path that can keep you motivated and fulfilled by your work.
How do you build this skill? These are a few ideas:
And let's not forget that like with any skill, it is a journey!
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."
What's the #1 skill you need to see in every employee who works for you? Join the conversation inside Work It Daily's Executive Program.
When you're unemployed, one of your biggest fears is being judged by others. When it comes to dating, that fear can be amplified.
The number one question asked when meeting someone new is, “What do you do for a living?" For many people who are out of work, that simple question can feel like a kick to the stomach.
Don't let unemployment shake your confidence. Here are a few tips for handling the awkward “I'm actually unemployed" talk so you can keep dating while you're unemployed:
Being single during a career transition can be an exciting experience, according to Adam LoDolce, a Boston-based dating coach for both men and women. "Dating is the perfect time to redefine yourself," he says. According to LoDolce, it's extremely important to discover what you're really passionate about during this transitional period. "We put so much emphasis on having a good job," says LoDolce. "You need to realize that, even if you have a good job, it's not automatically going to get you the girl or the guy."
Incorporating passion and excitement into your conversation is key during a career transition. By changing your perspective, you can control how people view your situation.
There are three common questions that come up when you're getting to know someone new. They are:
These questions are major conversation killers, according to LoDolce. "It's boring conversation," he says. "If you're unemployed, work on deflecting these questions and making fun conversation. Have fun."
So, what do you ask instead? Here are a few conversation starters to try:
"Stop focusing on what people do for a living and focus on what they're passionate about instead," says LoDolce. Although some people are lucky enough to have a job they are passionate about, many people out there aren't doing what they love for a living.
Talking about your passions will not only help someone get to know you, but it will also be more interesting for both parties involved.
"Being honest about your unemployment is the best approach to communicating with a new guy [or girl]," says dating expert Marni Battista. That doesn't mean you have to be negative about it, though. Battista suggests putting a positive spin on your situation. For instance, rather than talking about how the economy is killing your industry, or how hiring folks just don't "get you," focus on what's working.
Here's an example: "I love being a teacher, and am confident that my expertise in integrating technology into the classroom is going to land me an amazing position. All the interviews are great opportunities to practice and discover what the marketplace is looking for."
"When you cast blame on life's circumstances, it leaks a 'Debbie Downer' energy to your date and he [or she] will be more turned off by your negativity rather than the fact that you are unemployed," says Battista.
Afraid of an awkward pause in the conversation after you break the news to your date? Try to make light of the situation as best as you can. "I find that most awkward moments are awkward because you are feeling awkward," says LoDolce. You need to feel comfortable.
If you start feeling uncomfortable, LoDolce suggests joking around and making light of the situation. "If you're overly serious about it, it's going to be uncomfortable," he says.
"In the online dating world, your first impression is digitized—and your career is part of that," says Laurie Davis, author of Love at First Click: The Ultimate Guide to Online Dating. Most dating profiles have a section to discuss your job. When you're unemployed, avoid listing a hopeful job title or giving a resume rundown. Avoid posting old photos, or mentioning a would-be job or past position because it sets expectations you can't live up to in person. Not to mention, giving your total work history will give the impression that you're trying too hard...and possibly hiding something, she says.
Davis suggests relying on the industry drop-down menus that dating sites offer. If a description can't be avoided, focus on volunteer work or passions. When talking about projects that are gaining momentum, use confident phrasing.
"Your match doesn't need to know the intricacies of your experience in a first impression," Davis explains. Say something like "I'm a management consultant" rather than "I'm trying to start consulting for executives since I did a lot of that in my past job." "Overexplaining isn't confident," she says.
We hope these six tips help you stay confident on the dating scene while you're unemployed! There's so much more to you than your career.
Need more help with your job search?
We'd love it if you signed up for Work It Daily's Event Subscription! Get your career questions answered in our next live event!
This article was originally published at an earlier date.
True or false? Recruiters don't read cover letters.
Most people may think this is true, but guess what? They're wrong!
Recruiters do, in fact, read the good cover letters.
So, what does that tell us? If most people don't hear back from recruiters, and recruiters only read good cover letters, that means a majority of cover letters aren't written well and, therefore, don't stand out to them.
That may be hard to hear, but it's the truth.
Often, there's WAY too much "blah, blah, blah" and "brag, brag, brag" going on in a cover letter. If you write a cover letter that only focuses on how great you are, recruiters are going to toss it.
Why? Because it's exactly like all the other cover letters they've read.
Think about it. Why should they think you're incredible when they've read hundreds of other cover letters saying other people are incredible, too?
If you want to stand out in the hiring process, you MUST have an attention-grabbing cover letter. This an important tool to have, and one that shouldn't be glossed over. In some cases, your cover letter can hold more power than your resume. That's huge, right?
Because the cover letter holds so much power, you need to know how to write one that stands out from the rest. One way to do that is to show a personal connection with the employer.
So, how exactly do you do that?
You can explain how you learned that what they do is special. Showing them that you personally connect with their brand will make you memorable.
Another thing you can do is tell them what it was like the first time you used their product or service. That also shows recruiters that you understand the company and that you believe in what they do.
Lastly, you can tell them about an overall life experience that helps you feel connected to their tribe. This shows that your values and beliefs align with theirs.
The big fact here is that the more personal the cover letter, the better! When you have a cover letter that really has recruiters at "hello," you know you have their heart AND their mind engaged.
The reason you want to get personal in your cover letter is because you want to create an emotional connection with a recruiter. Once you establish that connection, you're not just a piece of paper anymore.
This is what we at Work It Daily call a disruptive cover letter. Why? Because it disrupts the reader and gets them to snap out of autopilot mode and really think about who you are as a candidate.
The first thing you need to do is watch a quick video tutorial on how to write this kind of cover letter. You're going to want to see specific examples so that you know how you should be writing them.
You'll have a template that tells you where the beginning, middle, and end of your cover letter are, and what content should be where. This gives you a great foundation for how to fill out a cover letter properly.
Once you're done with your amazing cover letter, have someone review it.
It's always good to have a second set of eyes on this, especially someone who understands cover letters, recruiters, and the hiring process. This person should be checking grammar, spelling, etc.
So, when all is said and done, how long should it take you to craft a disruptive cover letter? The average time is between one and two hours. That may seem like a lot of time, but think of it this way: once you've built a cover letter you know will grab a recruiter's attention, you'll be able to use that cover letter format for other job opportunities. You'll just have to tweak the content in your disruptive cover letter here and there to match the company and job you're applying to.
Here at Work It Daily, we know these disruptive cover letters work. We've seen hundreds of our clients write KILLER cover letters and get calls for their dream jobs!
So, wouldn't learning how to write your own disruptive cover letter be good for your career? If so, how much would it be worth?
All of us at Work It Daily personally believe that it's priceless.
Owning your career change or job search process is a powerful thing, and we believe you can take control of that process and do incredible things.
Need more help writing a disruptive cover letter recruiters will love?
Let's face it: job search can be challenging, and staying motivated during a frustrating job search can seem impossible sometimes. However, it's critical that you stay positive. Otherwise, you risk falling into a downward spiral, which will only make things worse.
So, how can you get past your job search struggles?
Here are some tips for staying motivated during a frustrating job search:
What gets you excited? Think about your hobbies and interests. What do you do for fun in your life? Make sure you dedicate at least one day a week to doing what you love. This will help you get your mind off of the negative and focus on the things you enjoy.
Looking for a job shouldn't take up all of your time. By customizing your resume for each position you apply for and writing disruptive cover letters, you won't need to spend hours a day sending your job applications to a dozen different employers. Two or three will do.
For a strategic job search, quality is always better than quantity. It also means you'll stay motivated, won't get burnt out, and still have time to do the things you love to do. Balance is key!
When you're feeling down in the dumps, it's important to surround yourself with positivity. Make an effort to meet up with positive influences in your life—your family, friends, significant other, and mentors. These people will help you stay on track.
Also, surround yourself with your "virtual mentors," people who inspire you from afar. Whether they're celebrities, successful business people, or authors, keep them "nearby." Read their books or showcase their inspirational quotes. A little inspiration can go a long way.
Helping makes us feel good! If you're feeling bad about yourself, see how you can help someone else. Volunteer. Pay it forward. Give back somehow. This will recharge you and get you in a good mood.
Another way to help others is to provide value to your professional network, whether on LinkedIn or in person. Share articles, videos, or podcasts you find inspirational, informative, and insightful. Offer to help your connections in any way you can. Chances are, they will be more than happy to return the favor, and may refer you to an open position at their company.
Never help anyone with the expectation of receiving something in return, though! If helping others keeps you motivated and makes you feel grateful for what you do have, don't stop doing it while looking for a job.
You've got to expel that negative energy! Make sure you take time to exercise daily. Take a walk. Go for a run. Do yoga. Lift weights. Just get GOING! Exercising equal endorphins and endorphins make you happy.
Don't know where to start? Check out this quick and easy home workout!
Not having structure can make your life seem unstable. Create a plan for your week on Sunday nights. Have a schedule and stick to it. If you like to-do lists, write one of those too.
You'll feel accomplished at the end of the week when you look back and see everything you got done while making time for yourself and prioritizing your career as well as your physical and mental well-being.
Staying motivated during a frustrating job search isn't easy. We hope these tips will help you find the motivation to not only land your next job but also improve your career.
When everything feels overwhelming, just remember to work it daily! Small, consistent actions can make a big difference. Good luck out there.
We recently launched a social media campaign on TikTok asking users to share their stories about why they "#workitdaily." This week, we heard from Robert Rosen, a Work It Daily member who wrote about his experiences as a professional with autism.
We wanted to share Robert's story with you to spread awareness about the unique challenges autistic individuals face in the workplace and to reassure other professionals who are also on the autism spectrum that they aren't alone.
I have read multiple stories and reports saying that the unemployment/underemployment rate of people on the autism spectrum is through the roof. This source says that the unemployment rate alone is between 76% and 90% (although it may not distinguish between “high-functioning”—those perfectly capable of living independently without assistance—and “low-functioning” individuals).
I estimate that I have spent something on the order of 20 years either unemployed or underemployed (much of that time making less than a living wage), translating into maybe as much as a million dollars in lost income compared to if I had been fully employed at the level of my academic and professional peers.
My situation could be perhaps best described by how a therapist from my high school years described it: “A in intellectual, F in social.” One reason for my attachment to the dogs that appear on my Facebook profile is that I never have to worry about starting or maintaining a conversation with them, or their getting angry with me if I say or do the wrong thing.
When I first heard that getting a job was “all about networking,” I thought that it would be like for a paraplegic to hear that it was all about running. To say that my social network is small might be putting it mildly. That’s been pretty much the case for my entire life. And I see more evidence of it on Facebook. Virtually all of my relatives, former high school classmates, and such friends as I have with Facebook accounts who are currently active on it—and many who are not—have hundreds of Facebook friends. My older sister has over a thousand. I have about 40. And even that doesn’t tell the whole story, because in probably at least 80% of those cases I have had to be the one to make the friend request; I can hardly even remember the last time I received one unless you count a couple of people I didn’t know at all who were probably not making such request for any legitimate purpose.
I grew up basically before there was awareness of autism, and although it manifested itself far more starkly in my younger childhood days, my parents only found a regular psychiatrist to take me to, who apparently was not aware of it either because he eventually told them that he couldn’t help me. So I didn’t receive any sort of diagnosis of it until after the age of 40. (It was diagnosed as “atypical,” meaning that I didn’t show any mannerisms common with autistics, just social awkwardness.) There is some compensation in that I am not been saddled with the horrendous costs of housing and college education that younger people have experienced, which in combination with family trust and inheritance money and a relatively frugal lifestyle and low expenses have made the lack of income more bearable. (Although I did go back to college later in life to change careers, tuition was paid for with family trust money.)
One thing that the interviewer at the autism center said about me that puzzled me for a long time was that my communication style was almost entirely verbal. I do think I use gestures, but now I don’t think that’s what she was referring to, but rather that I tend to not pick up on nonverbal signals sent by others, which I can believe. My mother sometimes remarked how I had trouble looking people in the eye (a frequent autism symptom). Much later, I read that in an interview if you have trouble looking the interviewer in the eye, they will think that you are lying—certainly not true in my case. So reading that sent a signal to me of “Don’t trust nonverbal communication.”
My work career was reasonably stable for about my first decade in the professional workforce until I was laid off from a software engineer job at Boeing in the summer of 1993. Then it all went to pieces. Following the advice given in the book What Color Is Your Parachute, I focused my search on smaller companies, working largely from a book listing high-tech companies in the region. I did get some interviews, but offers were few and far between. And a pattern started that would repeat itself multiple times over the next several years: when I did get a job, I would lose it in a matter of weeks or sometimes even days. It was over two years before I got any job with any measure of stability, and starting another pattern it was one where I was badly underpaid compared to other jobs of that type (programming), and for a time in terrible working conditions to boot. After about three years there, I was laid off, and the pattern of lengthy unemployment and lost jobs began anew. After one last job in the field where I was laid off yet again after a little over a year and confronted at the time with a hiring slump in the tech field, I decided then to go back to college and try to change careers. It would be nine years before I would finally complete that (with a couple more very poor-paying programming jobs in the interim, including one project that I ended up never being paid for at all).
I ended up with a double degree in accounting and environmental science (in 2010), and despite a GPA that earned my admission into a national business honor society, I graduated right back into unemployment. At that point, a friend told me about the state Department of Vocational Rehabilitation (DVR). Things seemed to hit bottom at one point, though, when a DVR person told me that all they would be able to help me get would be an unpaid internship or a warehouse job.
If there is any job-finding resource that gives me the willies, it’s the free-form networking event. In situations like that, where people tend to separate themselves into groups, I have frequently ended up in what I jokingly call a “group of one” and as a result, I have ended up leaving more than one of these early. But one did have a payoff. I met a Boeing accounting director there and, eventually, my DVR counselor was able to set up a meeting between the three of us (and some other Boeing personnel). And although their answer to the question of whether I had the background that they might hire me for was “no,” I did get a call from the director a short time later about a temp job there. And it would lead, eventually, to four more temp jobs at Boeing. But no permanent ones. And the employment timeline after graduation was fifteen months unemployed, followed by four months of employment, followed by eight more months unemployed (other than part-time work at one of those very poor-paying jobs), followed by ten months of employment, followed by four more months unemployed before work became somewhat more steady. But the temp jobs came with very few benefits—I didn’t get a single day of paid vacation the whole time, for example—and they didn’t give me any career progression.
Finally, after one more job paying virtually nothing, I landed a job that seemed to promise the end of my troubles, as an auditor with the federal government. By then it had been nearly a quarter century since that layoff from Boeing. And for the first couple of years, that promise did seem to be a reality. The high-water mark came when, because of a conflict-of-interest issue with a pension, I was temporarily transferred out of the office that audited Boeing to one that audited many companies in the area. The supervisor at the second office had doubts about me because the Boeing office progressed new employees much more slowly than theirs. But I won him over, so much so that he suggested I put in for a permanent transfer. But I didn’t end up doing so first because my supervisor at the Boeing office said that my chances for approval wouldn’t be good because of low seniority, and second because that second supervisor was soon rotated to work for the headquarters office.
But as seemed to inevitably happen, me and job security were soon separated again. After several months the conflict of interest was resolved and I was sent back to the Boeing office. Then a few months later, my supervisor there retired, and for the first time in over 20 years, I found myself under a supervisor with a short temper. But worse was yet to come. After several more months, I found myself put under a newly transferred supervisor with an even worse temper, and one who also would lose her temper for just about any reason at all. That is twice now that I have found myself under a supervisor like that, and both ended badly for me. All the more depressing after reading an article saying that federal jobs are as secure as they come, with only 4,000 losing their jobs out of 1.6 million over a period of several years. (My work group did seem to be an exception, as another person under the same supervisor was terminated just a few months later. But she succeeded in getting another federal job even before the termination date, while I remain unemployed.)
My newest cycle of unemployment is at 3 ½ months and counting. So far, every interview I have had has resulted in failure—if an initial interview, no second interview. If there is only one interview required, then no offer.
If you're like Robert and have had to navigate the workplace as a person with autism, you probably relate to his story. What he said is true: the unemployment/underemployment rate for people with autism is very high, to the point that the majority of autistic adults are unemployed or underemployed despite having the education, skills, and experience to succeed at work and make a positive difference in the workplace.
@workitdaily Thank you Fatima for being the first to join our @tiktok social media campaign♥️♥️♥️@fatimalhusseiny We can't wait to share your story with the world! Check out our campaign to learn more! @workitdaily #workitdaily #WhyIWorkItDaily #careertiktok #careertok #jobtok #edutok #mywhy #purpose #passion #worktolive #live #life #love ♬ Epic Music(863502) - Draganov89
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For almost all adults, work is one of the primary features of life. Many people devote more than 40 hours every week to their jobs, so it's not unusual for them to be stressed when they're laid off.
For most people, it's like being fired from their second home.
However, being stressed when you're fired is a double-edged sword because you need to remain relaxed when searching for your next job. Therefore, we have prepared the following tips to help you relax and de-stress when you've been laid off:
Being laid off from a job that you've had for years may cause you to become angry. If you're angry about the way you were laid off, or any other aspect of your previous job, you should not keep these thoughts to yourself. Talk about this with your friends and family, and ex-colleagues, so that you can vent and let go of these emotions.
Also, take this as an opportunity to talk with old friends and rekindle old relationships. Now that you're not busy with work, you have time to catch up with old friends to help ease the stress and fill the downtime. This reconnection may also lead to networking and help you find a new job.
Doing what you love is one of the surest ways to relax, and there is nothing better in that respect than to pursue your hobbies.
When you were busy with work, you may not have had time to do these things, but now that you're free, you should use this time to work on your hobbies. Whether you like sailing or making miniature boats, you should do these things as a way to relax.
Physical exercise affects us directly by releasing endorphins in our neural system, which improve our mood and help reduce stress. Using exercise, you can also release emotions such as anger and disappointment. However, it's better to control these emotions with the following tip: meditation.
There are many different techniques of meditation, and you should choose one that best suits you. Meditation is hard to define in a few words, but we can say that meditation is reconnecting with your true self by letting go of emotions that trouble you.
It can help you subdue any anger or disappointment you may feel due to being laid off from your previous job. Even if you never saw yourself as a person who would meditate, this will give you the opportunity to reflect on yourself, relax, and try new things.
Food and sleep are some of the very basic requirements of a healthy body and mind.
Make sure that you're getting at least 6-8 hours of sleep every night. Take all your meals regularly, and eat nutrient-rich food rather than junk food. With proper sleep and nutrients, you are bound to feel better during the day and will be ready to take on the task of job searching with a clear mind.
If you take pleasure in watching movies, then you should watch your favorite movies once again. If you like to read books, then maybe you should pick a big book and immerse yourself in it.
You can also read about your hobbies and interests, and improve your body of knowledge about a subject. There are many online tutorial sites where you can learn about new topics.
Once you're laid off, stress can come in many forms. It can arise due to anger, disappointment, aggression, powerlessness, or a mixture of any of these feelings. The trick to managing these emotions is by keeping yourself busy with other activities and by seeking social support from friends and family. Meditation can also help you root out these emotions, or at least reduce them to the extent that they do not trouble you excessively.
Need more help surviving a layoff?
"Do you really need a LinkedIn profile?" As a 20-year career coaching veteran, I get asked this question almost every day.
The short answer? Yes, you do need a LinkedIn profile.
Why? Well, here are two reasons why I think you should have a LinkedIn profile in 2023:
@j.t.odonnell Replying to @user30726650 2 reasons to setup a @linkedin profile in 2023. #careertok #jobtok #linkedin #linkedintips #linkedinprofile #jobs #jobsearch #joblife #careerhelp #careeradvice #career #job ♬ original sound - J.T. O'Donnell
Reason #1
First of all, 840 million people and counting now have profiles on LinkedIn, which means there's a 100% chance that somebody who works at the company that you'd like to work for someday is on LinkedIn. Now, why does that matter? Well, studies show that as much as 80% of all jobs are gotten via some form of referral. And if you've ever applied online and never heard back, you know what I'm talking about.
Applying online is the worst way to get hired. The best way to get hired is to know somebody who knows somebody who can get you in touch with a recruiter or hiring manager. If you have a LinkedIn profile, you can do that yourself. You can reach out to somebody that works at your dream company and ask, "Who's the best person to talk to about these types of jobs?"
Reason #2
The second reason you want to have a LinkedIn profile is for the purpose of background checks. Companies are going to look you up on social media. They're going to see what you're about. Having a LinkedIn profile that's very professional, that describes your skills and experience, is going to be a great way for you to rank. Your LinkedIn profile will rank when somebody searches your name based on how many keywords (skills) you include on your profile. Recruiters will be able to find you. It's simply a great way to put your best foot forward.
So for those two reasons (and for the fact that it can take you less than an hour to set up your profile), I think it's so worth it to have a LinkedIn profile. We are all businesses-of-one. We're service providers. We need to manage our careers. And if you're a purpose-driven professional who wants greater career satisfaction, you've got to own that. Why not use a free tool to have more control?
Want to learn how to correctly set up your LinkedIn profile?
Sign up for my FREE Resume & LinkedIn Bootcamp today to learn how to update your resume and LinkedIn profile the way recruiters want!
It's that golden moment, the one you always dream about. The moment your boss offers you a raise, and you didn't have to ask for it! It doesn't happen often unless you have something in your contract that stipulates your pay increases, or some other sort of mandated pay raise. However, for the majority, an impromptu raise is just a dream.
There are no promises to be made here. Many raises, even those you ask for, depend on a variety of factors. You have control over whether or not you deserve a raise, but not always over getting one.
Luckily, there are some things you can do that will push you closer to getting a raise, whether you ask for one or not:
It doesn't matter if you're in sales or not. If the company you work for isn't able to bring in new business, they aren't going to grow, and they won't be able to afford to give you a raise.
In today's business world, everyone is in sales. You are a business-of-one. You have to sell yourself, your company, your skills, and your products. If you aren't a salesperson, you may not have the know-how to follow a sale through to the end, but you can still bring in business.
For example, just because I was an accountant at Dr. Snooze mattress company doesn't mean I had less of a chance to get a raise than the people on the sales floor. I'd still get leads and find new accounts. I used excellent customer service to ensure other companies kept coming back to do business with us.
Start looking for ways to bring in new business and you'll be amazed at what you can learn.
This "something" should be related to your field, obviously. There's no point in learning everything there is to know about QuickBooks if you work as an account supervisor. Sure, it might occasionally come in handy, but the goal is to become a go-to person on a topic.
If someone has questions about an account, they should be coming to you, and you need to be able to answer them. It's even more impressive if you can reach out before they even realize there's an issue. Not only does that mean that you increase your customer retention, but your clients will remember that and recommend you.
Not just any mentor. Do what you can to ensure that the mentor you choose is someone you would like to model your career after.
In today's marketplace, having a mentor that's a little bit old-fashioned (or at least respected in the industry) might be a great way to distinguish yourself. After all, careers now last about 4-5 years, instead of 40-50. You need to be on-call 24/7, but that doesn't leave you any time for a life. A mentor can help you work through the kinks and can help you to pave a path that others want to follow.
With guidance from a mentor, you'll stand out from other employees on the job, and could be next in line to get a raise.
There is nothing that will make your boss love you more than if you make them look good. After all, they'd probably like a raise just as much as you would, so it makes sense that they need you on their team. Stepping on their toes and making them look like they don't know what their doing isn't going to win you any favors.
When I was working at McElroy Metal, this tactic worked perfectly for me. I gave my supervisor all the credit for a huge sale I made, and he quickly became a favorite with the owner. When it was time for him to give promotions, I was the first one to be recommended.
The thing is, once you've made yourself irreplaceable, you can ask for pretty much whatever you want (within reason, of course). Becoming an indispensable employee involves doing what you're supposed to, plus everything listed, and then a little bit more.
After all, people who make themselves exceptional stand out for a reason. Having the perception that losing you would decrease productivity around the office and cost them money means that job security is locked in tight, and your boss will want to fight to keep you.
There is no way to promise that you'll get a raise. Much of it has to do with things you have no control over—the company's current standing, when a promotion becomes available, or the overall economics of the country.
Even if that can't be guaranteed, however, you can drastically increase your chances of getting a raise—whether you ask for one or not.
Need more help with your career?
Like most professions in the post-pandemic world, project management has undergone yet another conceptual transformation while also redefining how the projects of the future will be managed with the release of the 2022 PMI Talent Triangle.
Keeping up with these new trends will be crucial for a project manager’s success while also sounding a warning bell for companies who wish to attract top talent to manage their increasingly complex projects in a hyper-competitive landscape.
Let’s face it: managing projects has never been an easy task and many of us have oftentimes felt frustrated with the limited roles yet high levels of responsibilities placed on project managers. The American comedian, Rodney Dangerfield, so eloquently coined the expression, “I can’t get no respect!” and I am quite sure that many PMs can identify very well with this statement in our misunderstood profession.
Since the advent of the project management profession in the late 1960s, the general expectation has been that project managers are everything to everyone on a project, even though the role was often considered a purely operational one (basically managing the “schedule”), with the relevant activities starting once the project award was received from the customer.
Despite this limited level of official responsibility, the very success of the project always rested on the PM’s shoulders, hence a significant source of frustration and misalignment.
In May 2022, the Project Management Institute (PMI) finally confirmed what many of us had been preaching since the late 1990s in their release of the updated PMI Talent Triangle:
Project Managers are, in fact, business owners who need to adapt ways of working and strong business acumen to manage their projects in our increasingly complex, changing world.
This is definitely a game-changing initiative, but also a much-needed one to set companies up for better success on their customer-facing and also internal projects. It also now forces PMs to develop crisper, more well-rounded skills to be able to achieve these lofty aspirations.
PMI Talent Triangle Update | PMI
The previous traditional and agile schools of thought have now evolved into a very extensive toolbox that allows PMs more flexibility when managing their projects.
It also now creates the expectation that project managers must “master as many ways of working as they can—so they can apply the right technique at the right time, delivering winning results.”
This is both exciting and challenging to apply in larger companies that must possess (or develop) a greater degree of organizational ambidexterity to survive in the long term.
Among these new tools are design thinking, transformation, data modeling, and performance management, just to name a few. These tools complement the PMBoK (Project Management Body of Knowledge) and now offer an incredibly diverse array of techniques that PMs can use to manage their projects.
Too many choices? Information overload?
So how can PMs determine the best working method for each project when there is so little time between the commercial phase and project award? For me, this is one of the primary reasons that project managers MUST be engaged even prior to the bid preparation so as to analyze the full scope and strategic importance of each project.
In this way, the work breakdown structure, or WBS (i.e., the nucleus of the project), can be customized to cover only what needs to be bid and executed. This also allows for better identification and alignment of organizational assets to be used on the project.
This is why strategic meetings with the key decision-makers and stakeholders must be held as early as possible, even at the prospect identification phase. The adept PM will develop a questionnaire to steer the conversation and arrive at the “best way” to structure both the commercial proposal and execution plan.
As I have mentioned in previous articles, communication is THE most important skill for a project manager and this new pillar emphasizes an increasingly collaborative approach to leadership, to foster innovation, empathy, and ownership.
In this way, The PM empowers their team with the aim of more effective stakeholder management, now at all levels of the project, to drive change and meet project goals.
By using techniques such as neuroscience, business psychology, emotional intelligence, and brainstorming sessions, PMs of the future will be able to develop a more empathetic, humanistic approach to understanding the challenges of managing their projects as well as the needs of the ever-wider range of stakeholders to be managed.
Let’s not forget that projects are still managed by people, so understanding the human psyche, cultural differences, intergenerational preferences, and historical perspectives are major inputs that affect team performance.
We also cannot ignore global trends such as diversity and inclusion, climate change, and other geopolitical events which shape our behaviors, policies, and actions. They also challenge the PM to be an extremely adaptable, active listener.
These techniques should be on every PM's mind while conducting meetings, planning work, and interfacing with stakeholders. I find this to be very powerful in fostering creative, innovative approaches to solving problems, one of the project manager’s main functions.
As an example, I promote a cultural minute at the onset of select meetings to give team members an opportunity to share specific topics of interest. These can then be woven into the main topic of the meeting, or even specific parts of the project to enhance team engagement.
Finally, I believe this increased interpersonal skillset is quite effective in driving coaching, mentoring, and training across the project management spectrum for we all know the current challenges of retaining and attracting top talent!
From a purely operational focus to a new business owner mentality, PMs now need to understand the “macro and micro influences in their organization and industry and have the function-specific or domain-specific knowledge to make good decisions.”
I particularly love this pillar of the new PMI Talent Triangle because it really elevates the standing of the PM within an organization, while challenging the functional managers to up their games to support the key projects and initiatives of the company.
It does challenge the PM to now do their homework so that they really understand:
Instead of only being involved after project award, this now means early involvement of the PM during the commercial, pre-award phases of the project in order to develop better relationships with customers (and other key stakeholders), while evaluating project requirements to ensure that the project team will be able to actually execute what is being promised.
The value that a project manager brings to an organization can truly be leveraged as organizations are now seeing just how much influence a PM has throughout the project.
For example, during the execution of a project, the adept PM who applies business development or customer service techniques can gauge not only the level of customer satisfaction at any given point in time (rather than only at the end) but can also find out about competitors’ performance, opportunities to upsell by becoming aware of new project scope, other customer projects, as well as a whole host of opportunities that could arise, including innovation to respond to future trends/needs.
It also better prepares the PM during management of change (MOC) or variation order negotiations as they will have a much clearer understanding of how the original scope of the project was negotiated, thus providing important insight as to customer psychology, main decision-makers, etc. This then leads to a more consistent customer experience not to mention more sales!
Conclusion
I for one am extremely motivated by the release of the 2022 PMI Talent Triangle as I feel like it has finally given project managers validation in our mission to show just how much value we bring to an organization. It also keeps us relevant by responding to megatrends while providing us with a very complete toolbox to adapt our project management techniques so that we do not overkill or underkill our projects. It does challenge us to redefine what it means to be a project manager while also giving us that ever-so-important seat at the executive table.
Check out the 2023 LinkedIn's Jobs on the Rise list revealing the 25 fastest-growing job titles over the past five years that just came out. Four trending marketing job titles on this list provide insights into where the workforce is headed.
Growth Marketing Manager
A growth marketing manager is responsible for identifying, developing, and implementing strategies to increase a company's growth. It's a vital role because of its ability to drive sustainable and profitable growth for a company.
Content Designer
A content designer (also known as a content strategist) is responsible for creating, planning, and producing digital content that meets the needs of a target audience and supports the organization's goals. It plays a vital role in developing and delivering high-quality digital content that helps to build trust, engagement, and conversion with the target audience.
Online Campaign Manager
The online campaign manager is responsible for planning, executing, and managing online marketing campaigns that promote a company's products or services, ultimately acquiring new customers. It is vital in developing and implementing effective campaigns that drive visibility, lead generation, and sales.
Customer Marketing Manager
A customer marketing manager is responsible for developing and implementing marketing strategies and campaigns that target existing customers that drive customer retention, loyalty, and repeat sales. Companies are now more focused on customer retention and engagement in a digital world, which is a significant driver for a customer marketing manager role.
As a 20-year brand marketing veteran, here are a few reasons why these four marketing positions are spot on for future work trends:
Pursuing a trending marketing job title can open up more career advancement opportunities and be more financially rewarding. It can also increase the chances of finding a job that is a good fit for you and that you enjoy.
During the pandemic, it was understandable that the focus for almost everybody, including educators, was on the health and well-being of friends and family. Post-pandemic, however, I’m noticing a troubling trend: some educators are still suffering from an ambition deficit when it comes to teaching.
Just the other day, for example, one teacher told me that they called out of work because the previous day there was a field trip and their feet still hurt. In professional trainings I have facilitated lately, I also have had teachers leave early because they felt “too tired” to go on. Teachers told me they were leaving; they didn’t ask. We are definitely in what Robert Glazer calls an “Ambition Recession.”
To be fair, there are many valid reasons why some teachers are apathetic and/or leaving the profession. I previously wrote about some of these reasons in my Work It Daily article "3 Reasons for the Big Quit in Teaching." Yet, if we are to help students to grow and achieve, we need to get teachers back on the school improvement bus. However, this is not just the responsibility of individual teachers. What might school and district administrators do to motivate teachers to make a positive change?
Recently, I had the chance to listen to an episode of the New Yorker Radio Hour; the theme for that episode was change. During that episode, dance choreographer Akram Khan suggested that there are four—in my opinion, interrelated—reasons why people change. While he may have been talking about re-envisioning the ballet “Giselle” for the modern stage, I believe his thoughts are relevant to those in education who are charged with motivating teachers to participate, more fully, within the teaching profession.
The grass is not always greener on the other side. Now that many educators have moved out of teaching roles and have taken opportunities in the private sector (particularly in EdTech), we may see a boomerang effect. There is a certain amount of financial stability as a teacher. A teacher may not be making as much money as they would like but it is a constant. In contrast, when one moves into the private sector, financial compensation can ebb and flow erratically particularly when the threat of recession looms like grey clouds on the horizon. Teachers, like anyone, might then be happy to have a job and do more to maintain it.
Traditionally, many teachers have been isolated within the four walls of their classrooms. Most still need to find adult coverage of their classrooms to take even a short bathroom break. How then might school leaders make internal exemplars of good teaching and learning more visible across the faculty? New Beginnings Charter School, in Brooklyn, NY, for instance, produces a weekly digital staff instructional newsletter that features classroom videos of their teachers using best instructional practices. They and ITAVA, in Queens, NY, engage in lesson study and open up model classrooms for teacher intervisitation. Lesson study is not the only way to coalesce teachers around a common goal; there are many additional ways to make teacher teams impactful.
The key here is that administrators need to plan deeply; they need to develop schedules that release teachers from the chains of their classrooms so that teachers can visit other classrooms and/or participate on ongoing teacher teams. Inspiration also requires triangulation of teacher development supports. For example, instructional coaches might consider referencing support materials/exemplars of best practice, provided in digital newsletters, during ongoing coaching feedback conversations. Help teachers become aware of where they can go for resources to improve their teaching craft and have multiple pathways for teachers to get there.
When I worked with the Cristo Rey School Network, we were interested in learning how best to develop internal tutoring programs that would well serve students and prevent their exit due to poor academic performance. One of the most powerful tools we had in replicating a quality tutoring program, across the network, was the ability to draw upon the expertise of one of our schools that already had such a program in place. Providing a space for all our school leaders, and teachers involved in the tutoring of our students, to engage in problem of practice protocols proved pivotal for the replication of this one school’s tutoring model across multiple school sites. As our school leaders and teachers learned more about what already was working in-house, the enthusiasm to replicate said practices was infectious.
Networked learning can be internal—as in the case of Cristo Rey above—and/or external. The Canopy Project, a joint project between Transcend Education and CRPE, has, for example, over 200 member/school organizations interested in building transformative education environments focused on equity. It aims to do this by collaborating, not competing, on the development of best school design. How might school leaders include more teachers within internal and/or external networks of practice? The models for learning networks are out there.
Asked another way, are administrators and/or instructional coaches giving enough so that teachers develop efficacy? I’ve written elsewhere on how we might say that student learning is at the core of our work as educators but, in reality, this is not evident when we, as managers of learning, make time for everything but instructional observation and teacher coaching. Therefore, administrators would do well in developing a standing weekly schedule for themselves that prioritizes both informal classroom observations and feedback/coaching sessions with each teacher on staff. Move operational tasks to when instructional time is over for the day. Paul Bambrick-Santoyo discusses this, in great detail, in his book Leverage Leadership.
Kim Marshall further suggests that administrators, during mini observations, not write notes. Rather, later in the day, administrators might use a one-page staff list to record the day, date, and most relevant points from each visit. Later still, they can add a checkmark when feedback has been given to the observed teacher. Further, share anonymous instructional data, across classrooms, with teaching staff. Help teachers to understand why certain instructional priorities exist and solicit teacher participation in responding to the data.
If you would like additional ideas on how to impact student lives without sacrificing your own, and have a life teaching, check out my quick hack teaching courses here. You can also reach me on LinkedIn.
There are a host of online courses available to help people level up in their careers or learn new skills entirely. But, to fully take advantage of online courses, you need to have your priorities in order and know exactly what you want to accomplish.
Some courses are offered for free, but there are also many that cost money. As you review available online courses and determine the ones worth taking, you may have to consider both finances and time constraints. Consider these four categories when choosing online courses:
Online courses that can help professionals do their job better are among the most valuable courses that you could take.
It's easy to work in a role for a long time, but not grow in it. You can't let that happen! If your career isn't growing, it's dying.
In order to make yourself an indispensable employee, it's important to keep up with industry trends and constantly take inventory of the skills you need to do your job exceptionally well. Some companies will even pay for their employees to take courses or certification programs if the employee can prove it will help them do their job better and ultimately benefit the company.
As far as choosing the right online courses, it helps to write out the specific areas where you're looking to upskill, and then research which courses check off the most boxes. LinkedIn Learning has a diverse course selection and the website Coursera has an extensive library of courses.
Beyond doing your job better and making yourself an indispensable employee, there's a certain sense of satisfaction that comes with always trying to get better.
Breaking into a new industry as a result of a career change or layoff is never easy. One of the first major steps a person has to do is an assessment of professional skills. This is where professionals determine what skills they have that are transferable to the new industry, and what skills they're lacking.
For example, a journalist looking to make a transition into marketing has important communication and writing skills that will transfer well into the industry, but would probably benefit greatly from a course or certification program in online marketing.
Just because a professional completes a course or certification doesn't mean they're qualified for the new industry. But, it may put them in a better position to secure a job interview, and it at least shows potential employers a willingness to learn.
Taking courses to gain extra skill sets or to pursue an additional passion is a very advantageous position for professionals.
We all have interests beyond our careers, and sometimes our careers turn us on to additional interests. For example, a doctor with a passion for graphic design may take courses about how to develop a freelance business on the side.
Others may take courses to help transition into a new position at their workplace or climb the ladder at the company.
One of the best steps any professional can do is to get ahead of the curve and anticipate skills that they may need in the future. Taking this type of initiative will not only impress your employer but may also help you learn more about yourself as a professional to either excel at your current career or chart a new career course.
Not every online course that you take has to be career-related. Sometimes it's good to just take a course for fun or personal satisfaction. The number of courses available online runs the gamut. You can learn a new language, sit in on online lectures from university professors, discover basic life hacks, and hear from prominent people about their success stories.
Expanding your knowledge base can make you a more well-rounded and happier person. This translates well into all aspects of your life.
Online career courses are only a piece of the puzzle. The path to true career growth is putting together a plan for success, and Work It Daily can help!
In our latest live class, we’ll teach you how to accelerate your job search today using a modern strategy that gets you noticed.
Finding a job is 10 times harder these days, and it's not just because competition for jobs is at an all-time high. Understanding and embracing the latest professional job search trends is what you need to do to land a job.
Ask yourself the following:
This high-impact workshop will help you with all of the above—and offer so much more. In our 4-week class, you’ll learn what you need to do in order to secure opportunities even during hard times.
Join our CEO, JT O'Donnell, and Director of Training Development & Coaching, Christina Burgio, for the live event series on Wednesdays at 12 ET from February 1st-22nd.
CAN'T ATTEND LIVE? That's okay. You'll have access to the recording and the workbook after the session!
PLEASE NOTE: To access this training, you will need our Career Class Pass Membership ($9/month).
You can cancel the membership at any time, but it will need to be active in order to access this 4-week class in February. But, at only $9/month, this is the BEST low-cost investment you can make to ensure your career doesn't suffer in the recession.
CLICK THE BUTTON BELOW TO SIGN UP SO YOU CAN ATTEND!
Are you feeling defeated because you've done all you could do to attain a job, but have yet to land one? Examine your internal dialogue. Yes, put down the resume, halt the job search, and join me in this deep-dive exercise of exploring your thoughts...
What are your beliefs about your candidacy? What “vibe" are you transmitting during your phone interview, exuding through your body language, projecting with your attire selection, and reinforcing via your resume and cover letter?
If your lack of confidence is holding you back in your job search, try to think about the following:
Others can sense your lack of self-confidence.
Lack of confidence can be "smelled" a mile away. Negativity, cynicism, and a "poor-me" attitude is not attractive at all—no matter how you try to mask it.
While it may seem too simple and bordering on just "self-help" talk, the beliefs we hold about ourselves are fundamental in our success. The concept of reversing negative internal narrative seems simple; however, actually changing what you are thinking, feeling, and exuding is not—but it can absolutely be accomplished!
We guarantee that if you have lost the job offer, perhaps even during a second interview, the person who got hired sold their qualifications with more confidence, was more persuasiveness in promoting their value, and closed the deal (job) by assertively reassuring the employer that they were the best choice!
So, what are possible reasons for your hard-to-detect negative self-talk?
The following could fuel consistent negative beliefs about your value, your opportunities, and your expectations:
No need to be ashamed. It happens to everyone at least once. We cannot control what happens in the world and often we cannot control events in our lives. Nevertheless, we CAN control our reaction to what happens to us and we can DECIDE to take action.
"Success builds character, failure reveals it." —Dave Checkett
Enough said?
Well, just in case: judging yourself for past failures builds a false self-image and can impact your self-confidence. Understand that failure is a part of trying and that, while owning up to your failures nurtures intellectual and emotional growth, defining yourself by your failures does not.
Understandably, if you have been out of work for a very long time, creditors are calling you, and your funds are now very limited, you can easily find yourself in a desperate-feeling place. Yet, we encourage you to adopt a new attitude.
Employers need you. So, while you are applying for jobs online, keep this in mind. Think about the value you bring as you write your resume and disruptive cover letter. You are a business-of-one. What service do you provide for an employer that makes you stand out from the competition? How will you make or save the company money?
By making this change to your mindset during your job search, you'll come off as confident, not desperate.
This is probably the number one reason we all do a little self-berating. We experience disappointment, become frustrated and angry, and sometimes need to justify what has occurred.
Make a conscious choice to be kind to yourself, coach yourself, and pay attention to what you could be saying to yourself—because negative beliefs can make their way onto the visible aspects of your job search.
Break the habit of talking negatively about yourself, and you'll be surprised by how quickly your confidence recovers.
No matter what strategic job search plan or interview strategy you have in place, if you cannot convince your prospective employer to hire you, your self-marketing tools are pointless.
You cannot sell what you do not believe in and you cannot energize others to believe in you when YOU lack that type of enthusiasm in your own services/skills. Confidence is—and has always been—the key to job search success.
Plus, it feels good to recognize how amazing you really are!
So, begin to take notice. Write down all the reasons why you believe your job search is not fruitful, what your weaknesses are, and why you think you are NOT the best candidate, and then eradicate that thinking. Replace it with positive self-talk and substantiate it with achievements. Ironically, exploring your negative dialogue and reversing it can lead you to discover your UVP (unique value proposition). This is what will get you hired.
Being on LinkedIn is a must today. Not only can you find recent and relevant job openings, but it also opens up the opportunity for employers and recruiters to find you, for you to do research on the company and specific individuals within the organization, and for you to build your professional network.
Most of LinkedIn's revenues come from recruiters who use it as a major source for finding talent and you want to make sure you come up in their searches. You also want to make sure that your LinkedIn profile is compelling and gets people to want to contact you.
Your LinkedIn headline is the first thing people will see about you when they search for certain skills, job titles, and keywords inside the platform. Here are some mistakes to avoid making in your LinkedIn headline, and a few tips to improve it:
When you don't manually change your LinkedIn headline, it'll default to your current job title and employer name. While it's alright to leave it like that, especially if you have a self-explanatory job title and work with an employer that is recognized, you can get better results when you take the time to customize it.
Write a LinkedIn headline that's relevant to your target audience and includes a few keywords (hard skills). The difference is a LinkedIn headline that reads: "Sales & Marketing Executive | Data Analysis | Social Media | Advertising" instead of "Sales and Marketing at XYZ Company."
The revised LinkedIn headline does a better job of informing others of what this person does, who they do it for, and what their expertise is.
Your LinkedIn headline needs selling points or a value proposition that makes you stand out.
What is it that separates you from someone else who may hold similar skills and experience? Which hard skills or transferable skills will make you a great candidate for the job you're applying for? That's what you need to think about.
If you want your LinkedIn profile to show up in search results, it has to have the relevant keywords recruiters and hiring managers are searching for. Determine what those keywords are and make sure they're in your LinkedIn headline. Be sure to include the skills needed for the position you want to get, not the one you're currently in.
Let's say a recruiter is searching for talent to fill a sales position at a pharmaceutical company that sells cancer drugs. If your LinkedIn headline only reads "Sales Professional," you'll probably show up much lower in the search results than someone with a LinkedIn headline that hits on some of the keywords.
An example of a good LinkedIn headline might be:
Sales Executive | Pharmaceutical Sales | Sales Management | Lead Generation
A LinkedIn headline displaying your skills and expertise will entice others to want to know more about you. Work your brainpower to come up with something powerful and unique.
Write a LinkedIn headline so powerful it'll make recruiters stop scrolling and write down your name!
A major battle job seekers have on LinkedIn is getting others to look at their profiles. But with a customized LinkedIn headline that speaks to the audience you want to reach, you'll get results.
The LinkedIn headline may only allow 220 characters, but it's your best chance to stand out to recruiters and get them to view your profile!
Need more help with your LinkedIn profile?
Sign up for our FREE Resume & LinkedIn Bootcamp today to learn how to update your resume and LinkedIn profile the way recruiters want!
According to the American Customer Satisfaction Index's (ACSI) last report Q3 2022, customer satisfaction rates have declined by 5% since 2018. The report also calls out GDP’s decline.
As an accomplished consumer, whether for my business or a new piece for my wardrobe, my own consumer experience index rates 6/10 interactions conclude by walking away from a supplier, retailer, or service provider service request without a satisfactory resolution or positive experience.
My latest service experience required reaching out on (4) separate occasions, each with a different agent, and spending 5 ½ hours with a major tech giant that I’ll never get back, trying to fix an issue with my commercial-grade laptop that appeared out of nowhere. Needless to say, it was a HUGE infringement on my day.
When is the last time you felt ENTRAPPED, dealing personally or professionally with a time-sucking unavoidable glitch or necessary transaction that crashed into your busy life?
You didn’t go looking for it, may have avoided it a time or two, but now it’s SCREAMING your name and demanding action.
Most of us are good sports to make a call or hop on a chat so we can resolve and issue to check a box and get on to the next task. But as the norm for modern consumer experiences has deteriorated into dreaded, time-consuming interactions that elevate our blood pressure, it’s time to speak up for all of my comrades in commerce.
Join me as we:
After years of indifferent customer service, entitled seller attitudes, and low employee appreciation, the pandemic’s events brought a turning consumer tide in every area of our culture. Workers voted by resigning from undesirable workplaces, enterprise buyers refused spammy sales efforts, and consumers purchased from the retailer with the most seamless and personalized experience.
As modern consumers now demand seamless service across a dozen different communication channels, the stakes are high for inconsistency, limited channels, and a consumer journey filled with undo hassle.
Here are many of the all-too-common experiences that are driving off us consumers and our loyalty.
While there are plenty of consumer experience foibles to name, let’s take inspiration from the principles that drive the service excellence of a few consumer experience heroes:
Trader Joe’s – Empowering employees to bend the rules to deliver amazing service.
Ritz-Carlton – Inspiring staff to build strong emotional engagement with their guests and empowering them to deliver exceptional service.
Nordstrom – Creating a culture where going above and beyond to take care of customers is expected, encouraged, and praised above all else.
Chick-fil-A – Commitment to be kind to employees and provide heartfelt hospitality to customers with a mindset that: “Every life has a story, and often our customers and our employees, need a little grace and a little space when you deal with them because they are either experiencing a problem, just finished having a problem, or are about to have one.”
Here’s a high-brow, corporate, three-step process for sellers to produce experience excellence:
But if you sellers really want to get in tune with buyer expectations and the triggers that cause them to hit the eject button, you are going to need to get your hands dirty.
How?
Whether you sell (B2C) business-to-consumer or (B2B) business-to-business, eat your own dog food by auditing your process and consider paying other people to do the same to tell you what’s wrong with it. Make periodic walkthroughs of your end-to-end buyer journey a thing to proactively spot and resolve points of friction until you deliver experience excellence.
If you sell to end consumers, how seamless is your process using a website or mobile app, on different devices, making purchases that require password changes, updates to a cart, changing addresses or credit cards, and applying coupons? Make inquiries prior to, during, and after the sale. And don’t neglect the last mile that preserves goodwill with your consumers. Complete returns with each of the shipping options, including through third-party partners to ensure a hassle-free process.
If you sell to businesses, give up old-school spammy sales and marketing tactics that modern buyers resist. Instead, get crystal clear about your (ICP) ideal customer profile, develop insightful content to educate your prospects and build credibility, distribute it in peer networks where they natively hang out, and engage with them there to collect critical insights about what they care about (pay dirt) to guide your sales and marketing efforts. Turn your website into an un-gated library where prospects can binge on your content anonymously to turn into high-intent buyers, then pursue you for a conversation by submitting a web form once they:
Tedious? Yes, but this is how to deliver excellence in the buyer journey that gains and retains loyal consumers.
For additional insights or help with building, modernizing, or navigating your SaaS buyer journey or consumer experience, please reach me on LinkedIn or at lynn@solvedbyholland.com.
You know how the TikTok algorithm shows you stuff and you start to think, "Oh, it's fate," but in reality, it's the algorithm figuring you out and showing you what you need to see? Well, I predict that's how you're going to get your next job.
@j.t.odonnell Welcome to the tiktokification side of recruiting! Glad to see your here!♥️ #tiktokification #recruiting #jobs #career #employer #recruiter #jobsearch #jobtips #joblife #2023 #careerhelp #jobtok #careertok #careeradvice #jobforme #job #career ♬ original sound - J.T. O'Donnell
If you don't already know, my name is J.T. O'Donnell. I'm the founder and CEO of Work It Daily. My company works with employers, helping them create content that magically shows up in your feed so that you find them on TikTok.
Here's how it works...
Why is this job search strategy important? Because we are no longer job seekers.
We are job shoppers. We will not work just anywhere. And smart employers are figuring that out and understand that the TikTokification of recruiting is here.
If you want to start learning about great companies to work for, and you want them to magically show up in your feed and be part of the algorithm, follow me on TikTok. I'll make sure it happens.
I'd love it if you signed up for Work It Daily's Event Subscription! I look forward to answering all of your career questions in our next live event!
At Work It Daily, we have a saying: "If you're not growing, you're dying." For context, we're talking about your career. You must constantly work on your career to grow as a professional so you can stay relevant and employable. Professional development should always be on your mind as a business-of-one. But what you do to grow as a professional might change over time. What you focus on developing this year might be completely different from what you focused on last year.
We recently asked our leading executives what word defines their professional development focus for 2023.
Investment. How do we invest participants in the professional development that they receive? Far too often, professional development is a one-size-fits-all, lowest common denominator, sit-and-get rather than an opportunity for participants to review relevant data, define personal and collective areas for growth, prioritize initiatives (1-3) that will target the growth area, and then analyze impact. Therefore, I'm not a fan of "one and done" trainings but, rather, a huge proponent of ongoing PD in the form of revolving professional learning communities (PLCs) and affinity networks.
Creativity!
I want to find fun ways to engage my followers and bring more of my personality to my communications. It will make me think more out of the box and focus my content. And I'm really looking forward to connecting with viewers.
Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women's boutique and as a virtual and kit stylist for a women’s specialty brand.
My professional development word for 2023 is “articulate.”
By definition, articulate means expressing oneself readily, clearly, and effectively.
In everything we do, we must find the words to articulate our intentions with vigor to make ourselves believable.
The first question in any job interview will be, “Tell me about yourself.” You will be asked to do this. Your answer will set the tone for the rest of the interview. Many job seekers get stumped on this question. You must be able to “articulate” a persuasive and illuminating response.
A picture may be worth a thousand words, and you may have an excellent visual presentation. But with that graphic, you must be able to “articulate” communicatively and understandably what the visual is trying to show the audience.
In 2023, I will work on my “articulation” skills.
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.
“Commitment.” Doing the best I can at any one moment, striving to be “better,” and letting go of those things I can’t control.
Why? Well, I’m forever on the hunt for practical methods of becoming more effective. As such, I recently watched Stutz on Netflix. It’s a documentary directed by Jonah Hill about his therapist, Phil Stutz.
Phil, and fellow practitioner Barry Michels, have written two books: The Tools and Coming Alive. I started reading the latter recently.
There are a number of nuggets in the book that have made me sit up and take notice, not least this quote:
“The reason you can’t commit to anything is because it hurts you too much if it fails. Success means putting everything on the line and, if it doesn’t work out, doing it again. And again. No blaming. No excuses.”
So, here’s to true “commitment” and "success" in 2023...
Connection is my development focus for 2023!
Our workplaces play a significant role in our lives. Work affects both our physical and mental well-being in good ways and bad. The COVID-19 pandemic brought the relationship between work and well-being into clearer focus. According to the Surgeon General 2022, Workplace Mental Health and Well-being report, one of the biggest challenges we faced in 2022 (and onwards) is connection and community.
Connection is essential for human well-being. Connection is a basic human need, and people who feel a strong sense of connection to others are happier, healthier, and more resilient!
One of the ways that connection is important is that it helps to combat loneliness and isolation. When we feel connected to others, we feel less alone and more supported. This can be especially important in times of stress or difficulty, as it can provide a sense of security and comfort.
Connectedness also allows us to feel seen, heard, and valued. When we share our thoughts, feelings, and experiences with others, and they respond with understanding and empathy, it can help us to feel understood and accepted. This can be especially important for people who may feel marginalized or excluded in some way.
Especially important to me, connection plays a critical role in our ability to learn and grow. When we are connected to others, we have the opportunity to gain new perspectives and insights, and to learn from the experiences of others. This can help us to develop new skills, knowledge, and understanding, which can be valuable for personal and professional growth.
Finally, it is a key factor in our ability to experience joy, love, and belonging. When we feel connected to others, we can experience deep and meaningful relationships that bring us a sense of fulfillment and purpose. This can be especially important for people who may be struggling to find meaning or purpose in their lives.
My 2023 focus is intentionality. In the past, I’ve tried to do everything but realized that I couldn’t do it all despite my best efforts. There’s a quote by Andrew Benintendi: “You’re going to struggle. You’re going to do well. You can’t really let the past or the day before – whether you had a good day or bad day – dictate the day you have that certain day.” A few things happened during the pandemic that made this really hit home for me. Everything happens for a reason and only worry about what you can control.
There will always be more personal/professional opportunities than I can physically do. I’ve learned that I need to be purposeful and prioritize and continually re-prioritize what is and isn’t important—each day is important. I can’t do it all and that’s ok (and I'm getting better at admitting that). I’m going to continue to be more intentional in what to plan and accomplish.
Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.
For 2023, I'm focused on abundance. An abundance of five professional areas: connections, fulfillment, wealth, success, and happiness. I've worked to clearly define what this means for me across each of these five areas. For an abundance of professional connections, I'm looking to grow my social media network by 40% in 2023, as an example. I've laid out a detailed plan as to what it will take to achieve. To grow my social media network by 40%, I will post 2-3 times a week on LinkedIn, TikTok, and Instagram and connect with 100+ new people per week. I will track weekly, making it easier to measure my ongoing progress and success.
I also find it important to state the intentionality of my word, abundance, daily if I can, to stay focused, motivated, and driven toward my goal, which increases the likelihood of achieving it.
I know some things will come easy, but for other things, depending on how big they are, I will have to work at them. I will have to fight the busyness, distraction, intimidation, and fear that will show up. The key will be to stay persistent and motivated to remain committed. But my goal is to focus on the result of abundance.
What word defines your professional development focus for 2023? Join the conversation inside Work It Daily's Executive Program.
There are some questions you should avoid asking in your first job interview. These interview questions make you look a little desperate. Why?
Because employers might think you want the job for the wrong reasons like you just need something temporary fast until you can find something better.
This is NOT the impression you want to give employers. Here are some interview questions you want to avoid during initial job interviews:
While this is something everyone needs to know, it's not something you want to bring up in your first interview. The purpose of the initial interview from the employer's perspective is to get to know you as a professional, see how you can handle common situations related to the job, and ultimately decide if you're a good fit (or could be).
Money is kind of like the elephant in the room during the first interview. Everyone is thinking about it, but no one is talking about it because it's irrelevant at this point in the hiring process. Don't bring it up until they do.
Again, this isn't relevant at this point in the hiring process. The last thing you want to convey is that you only care about the perks of the job. Employers want to know that you're excited about the opportunity itself.
If you're only in it for the money and benefits, employers might worry that you'll leave their company in an instant if you get another offer with better perks and salary. So, why would they waste their time and money on you to begin with?
You don't even have the job yet and you're already asking how fast you can get promoted? While you might think this question makes you look like a go-getter, the hiring manager might think otherwise.
You're only in the initial stages of the hiring process and you haven't proved your abilities to the company yet. So, for some employers, it would seem ridiculous to estimate how fast you'd be promoted. You haven't even gotten a job offer yet!
We know how nerve-wracking a job interview can be, especially that initial interview with a company when you don't know where you stand against the competition. If you avoid asking these three questions during an interview, you won't appear desperate, even though you might be!
If you really are desperate to find a job or are just struggling in your job search, we can help.
For many of us, our careers are not only about what we do but WHY we do it. At Work It Daily, we know this is true. That's why we want to hear YOUR career story!
@workitdaily Why do YOU #WORKITDAILY ??? Share your story on @tiktok, tag @workitdaily & add the hashtag #workitdaily too. You could get featured on our feed & website where millions will see you.♥️♥️♥️ #jobtok #edutok #careertiktok #careergoals #work #lifehack #life #live #love ♬ original sound - Work It Daily
J.T. O'Donnell, Work It Daily's founder and CEO, recently launched a social media campaign on TikTok asking users to share their stories about why they "#workitdaily."
Why do you do what you do?
Work It Daily's mission in 2023 is to help millions of people become the purpose-driven professionals they want to be. But in order to do that, we need to change the narrative. We need to stop asking people what their job titles are and what they do for work and judging them based on those answers. Instead, we need to start to get to know the people behind the work.
And the way that we do that is through storytelling.
If millions of us can share our stories about why we work, we will collectively change the narrative. And this is also how we're finally going to be able to be comfortable working to live instead of living to work. The shift has to come, and we're starting that shift with this campaign.
@fatimalhusseiny I joined the challenge #workitdaily @Work It Daily #fypシ #bookishmuslimgirl_lb ♬ Epic Music(863502) - Draganov89
Our first participant in this challenge was Fatima, a writer who loves telling the stories of others.
In her TikTok, Fatima states:
Writing is my passion. It's how I express myself and share my voice through others' stories. Telling stories is a way of communication and connecting with others and making a difference. I think it's also a personal journey for me. I love nothing more than just sitting down with someone and hearing about their experiences, challenges, struggles, their triumphs and achievements, and then being able to take all of that and put them into words. There's something magical about being out there for someone sharing their stories and being there.
Fatima shared her story with us. Will you?
Why do YOU #workitdaily? Share your story on TikTok, tag @workitdaily, and add #workitdaily to your post. You could get featured on our website and social media feeds!
Let's start changing the narrative today! We look forward to seeing your story!
Unless you've been really lucky, you've probably discovered this simple fact about the job search process: it's not easy.
The process is littered with ups and downs, small victories, and brutal defeats. By the time you achieve the ultimate victory—landing a great job—you're both physically and emotionally exhausted.
As difficult as the job search process may be, the lessons that you learn from it will come in handy if you ever find yourself on the job market again. Some of those lessons may actually catch you by surprise.
We'll make the job search process a little easier for you (or at least mentally prepare you) and tackle some of those surprises now.
Wow is right.
In a simpler time, a long time ago (in a galaxy far, far away), one would just read the classifieds section of the newspaper to see what was available for employment.
Today, while the classifieds still exist (they're online), there are a large number of online job websites that specialize in job searches from all over the country and world.
Websites like Indeed, Monster, Glassdoor, LinkedIn, and Craigslist are some of the most well-known job boards but there are many others, including some that may be tailored for individual states, regions, and professions.
The number of choices can be very overwhelming, especially if you haven't been involved in a job search recently.
The best thing to do is explore multiple websites to see which ones align best with your needs. Also, seek counsel from friends and colleagues who have been through the process to hear about their experiences with the various websites.
While these websites are a good resource for seeing what's available for jobs, it's important to not over-rely on them. If you've identified some companies you want to work for, conduct a proactive job search and make personal connections via networking. Don't rely solely on the online job board to express interest and submit your application.
You haven't updated your resume in a while and want to see what the latest formats look like, so you type "resume format" or "resume template" into your online search engine. All of a sudden, you're presented with another overwhelming amount of choices.
Seeking resume guidance online is like trying to self-diagnose yourself by using a medical website—you sometimes get more than you bargained for.
When working on your resume, it's important to initially focus more on the content, which will eventually allow the format to fall into place.
It's also important to realize that there isn't a "one-size-fits-all" resume, as each resume should be tailored to the job for which you're applying. You want to make sure that your relevant skills and accomplishments that would translate to this new job are at the top of the resume. A recruiter should be able to see these transferable skills within the first six seconds of reviewing your resume.
Work It Daily has multiple resume resources, including a resume review by our career coaches.
Resumes and cover letters are not enough anymore. At Work It Daily, we like to say that you're a "business-of-one," and personal branding is a big part of that.
Personal branding may seem overwhelming if you've never thought about it before, but it's really not that bad. Think back to when you were preparing your resume. Think about what type of career you're seeking and think about the type of skills that you have that translate to that industry. Think about what really makes you stand out.
Once you've determined this, share it with the world. Use LinkedIn and social media to your advantage.
Your goal is to let people know what you're up to professionally at all times. That way your professional network will be aware of what your personal brand is, which could turn into referrals whenever you're on the job market.
If you worry that you lack a personal branding strategy, don't panic. Take your time, put some thought into it, and consult with colleagues and mentors. Everyone has a personal brand; it's just a matter of putting everything together and executing it.
Phone, video, and group interviews are all becoming more common. No matter what type of interview you're a part of, the key is always preparation.
Treat every interview the same. Prepare answers to all the common interview questions the interviewer could ask and do your research on the company before the interview. Prepare questions for the interviewer so they know you're interested and have done your research. Also, be sure to dress professionally (more on that in a minute).
Most people are familiar with the in-person interview and, while it can be nerve-racking, it's also familiar. There's comfort in familiarity. It's those types of interviews you're not as familiar with that can be the most intimidating to prepare for.
Of all these different types of interviews, you'll most likely experience the phone interview, where you're interviewing just for the chance to be invited to an in-person interview. That in itself is a lot of pressure, but when you're doing a phone interview you also lose the advantage of certain social cues.
During an in-person interview, you're able to make eye contact with the interviewer and are better able to convey enthusiasm and emphasis. You're also able to look at the interviewer and attempt to gauge their reactions.
Phone interviews also move a lot quicker than in-person interviews. You get less time to get your points across. Even though all interviews carry with them some level of stress, the condensed timeline and impersonal nature of the phone interview make it one of the trickiest interviews to go through.
It's true, you will...and that's okay!
You want to dress for success and the interview is your chance to make a first impression. Deciding how to dress goes back to your company research. You want to determine what the company's culture is and then dress one level above it.
For example, if the company is very casual, show up to the interview in business casual attire.
You may already have the perfect outfit or you may spend some time in front of the mirror changing outfits. It's okay to be picky, just as long as the outfit you choose matches the company culture. Make sure your shirt is ironed and your shoes are clean.
And, if you bought new clothes for the interview, make sure to take all the tags off!
There are times when you may know immediately that you didn't get the job. You weren't as prepared as you needed to be or the position just wasn't a good fit. While no one wants to have a bad interview, sometimes it's easier to mentally accept, particularly if you're able to pinpoint where it went wrong and apply the lessons moving forward.
But, what if you did everything right? What if you left the interview feeling like you crushed it and that the job was in the bag, only to later learn that you didn't get the job?
It could be that you did, in fact, have a very awesome interview, but the mistake that you made was assuming that you would automatically get the job because of it.
When employers say they had many qualified candidates apply for the job, it's not just lip service. Chances are they had a tough choice to make and, while you gave it a good effort, there was just another candidate that was a better fit for the position.
It can be a major blow the first time this happens to you. Let it humble you but don't let it deter you. Build on the things you did well and do an honest self-assessment and fine-tune the things that you can do better.
Make sure to thank the interviewer for the opportunity and continue to express interest in the position. There's always a chance they could come back to you at some point in the future.
A lot of people change jobs to get a better salary, while many others do so because they're not happy in their current jobs. Whatever the reason, salary still remains a crucial component. It's important to do your research on the average salary for the type of position you're pursuing in your geographical area.
However, as you go through the job search process, your stance on salary may change. You may like a company's work-life balance and benefits package so much that you're willing to take a cut in salary. There may also be cases where the demands of a job are more than anticipated and you need to up your salary requirements. Individual circumstances also play a major role in salary negotiations.
When it's time to negotiate salary, be flexible. Don't short-change yourself but also understand your priorities. Salary is an important part of the equation but you also need to factor in everything you've learned about this position during the search process to make a well-informed decision.
One thing is for certain when it comes to the job search process: you learn a lot along the way!
What Is A Labor Union?
A labor union can be described as an employee organization that advocates for the rights of employees.
A labor or trade union is an organized group of workers who advocate work conditions, economic justice, and unfair treatment by employers. Labor unions have collectively advanced their members' interests by negotiating with employers.
Unions are organized much like democracies. The members of the associations elect officers who make decisions for their members. The primary purpose of the officers is to provide power and control for their members.
Union members pay dues to cover the union’s costs. Most unions have paid full-time staff that help to manage their operational costs. Some of the union members volunteer their time and talents to the association. Some unions create strike funds that support workers in the event of a strike.
Unions have played a significant role in workers’ rights for centuries. Labor unions’ roots in the United States date back to the 18th century when the Industrial Revolution and big business were in their infancy and relied heavily on human labor. This quickly led to widespread abuse of workers, including children, who were forced to work many hours daily for low wages and benefits.
Today there are federal and state labor laws to protect workers. For example, these two agencies are responsible for setting industry standards, such as safe working conditions and minimum wage standards.
Critics say that labor unions work against employers, making it more difficult for a company to manage its employees for the company’s good. Some say that labor unions make it difficult for companies to fire unproductive employees. Also, companies complain that unions are driving up payroll costs and benefits costs that leave the company with less revenue to operate the company or force the company’s hand to raise the price of goods and services.
The public sector has the highest rate of union members, such as police officers, firefighters, and teachers. In the private sector, industries with high union rates include transportation, warehousing, utilities, motion pictures, and sports.
When I worked at the National Football League, labor unions played a large part in the game. The players union was known as the National Football League Players Association (NFLPA). The NFLPA represents all players concerning wages, retirement, insurance benefits, and working conditions, and protects their rights as professional football players. Lastly, the NFLPA ensures that the Collective Bargaining Agreement (CBA) terms are met.
Just as the players benefit from union representation, the game officials also belong to a union. The game officials union was called the National Football League Referees’ Association (NFLRA). The NFLRA represents all game officials concerning wages, retirement, insurance benefits, and working conditions, and protects their rights as professional game officials. Lastly, the NFLRA ensures that the Collective Bargaining Agreement (CBA) terms are met.
Labor unions have been part of American culture for a long time. Due to government-regulated employment laws, memberships and the need for unions have declined. Gone are the days when unions were in place to protect child labor, unfair working conditions, pay disparities, and workday hours unfairness.
Pros
1. Unions promote higher wages and better benefits.
2. Unions can economically be a pacesetter.
3. Unions provide worker protection.
Cons
1. Labor unions discourage individuality—the group is treated the same.
2. Unions can protect failing employees.
3. Unions can drive up costs for the company.
A strike or lock-out is evidence of discontent and an expression of dissatisfaction by unions. When negotiations between company management and labor unions fail, unions must take action to disrupt the company’s workflow and production. The best course of action is when the company and the labor union continue to discuss their differences that keep an agreement from being agreed upon.
When the two sides refuse to budge on the sticking points while negotiating, companies are sometimes forced to hire replacement workers to continue operations. Many of these replacements might be unskilled, but this temporary move by the company is an attempt to keep the company open for business. Hiring replacement workers might also be a bargaining ploy by the company to let the union know that the company can move forward with these non-unionized workers.
Lastly, as company management and labor unions negotiate an agreed-upon contract, neither side will get everything they started out to get. There will be give and take on both sides. Finding common ground so that management and labor can co-exist to work together should be a goal for both sides. Let’s work together so we can all continue to do what we all love. Working. Playing. Making a better world!
It's hard to be passionate about a job when you have no connection to the company. How do you show enthusiasm in your cover letter and job interview if you don't absolutely love what you'd be doing, or where you'd be doing it?
Fortunately, there's an easy way to demonstrate your enthusiasm for a company during the application and hiring process.
Here's how you can make meaningful connections with potential employers during your job search...
If you're not totally excited about the company you're hoping to get hired at, then it's possible you just don't know enough about them (or maybe they don't belong on your interview bucket list). Before writing a cover letter, and especially before going in for an interview, you should always check out the company's website.
Also, go to Glassdoor.com to see what past and current employees have to say about the company, and take a peek at their social media accounts. By doing this, you'll get a better sense of their company culture and how they get involved in their community.
Reaching out to the current employees of a company is the most direct way to form a connection with a potential employer. This is where LinkedIn comes in handy.
You should start a chat with current employees on LinkedIn to get an inside scoop on what it's like to work at the company. And once you've connected with a person at the company on LinkedIn, you'll feel a connection to the company itself by default.
A company's core values and beliefs can greatly impact how passionate its employees are about their work. That's why it's important for you to know whether your personal values and beliefs align with the companies you're hoping to get hired at.
In other words, would you be a good cultural fit?
This question is as important to you as it is to the potential employer.
While researching the company, before you write your cover letter or go in for an interview, you should try to find information on its values and beliefs as an organization. Maybe once a month the company volunteers in the community. Maybe a percentage of their profits go to causes you support. Maybe they're dedicated to environmental sustainability in all areas of their business. Whatever the company's specific values and beliefs are, they're perfect opportunities for you to connect with them.
After you do all of the above, you should have an excellent idea of what the company does, who they are, and what they stand for. Now, it's time for you to create a connection story to tell in your cover letter and in your interview.
Start by answering this question: Did something happen to you that made you respect, appreciate, or admire what the company does?
You could be a loyal customer of this company or a good friend of an employee. But if you didn't already have that connection to the company or that passion for what they do, you have it now from your research and your conversations with current employees.
In your cover letter and in your job interview, talk about how you were, or are, affected by the products and services the company provides.
To create a connection story that will stand out to employers, you need to connect your personal story to the company's mission. If you do this, you'll write a disruptive cover letter and be memorable in your interview.
We hope these tips will help you connect with any potential employer you come across during your job search. You'll probably become passionate about a company or employment opportunity you never considered before...it may just take a little research.
Taylor Swift is a dominant brand, leading the industry for over 15 years with a loyal fan base. She recently released her tenth studio album titled “Midnights” on the streaming platform Spotify at the stroke of midnight. Swifties (as her fans call themselves) rushed to get the album and crashed the site seconds after it launched, breaking Spotify’s record for the most album streams in a single day.
Before the album’s release, Swift released numerous TikTok videos that generated over 131 million views. Her worldwide The Eras tour announcement recently sent her fans into an all-out frenzy. Ticketmaster ended up canceling the public sale of tickets due to the high demand for the presale tickets. Ticketmaster said that more than 3.5 million people pre-registered for Taylor’s Verified Fan sale, the largest in its history. Presale codes were sent to 1.5 million fans who were invited to purchase tickets, while the remaining 2 million were waitlisted. Source
When you build a loyal fan base, customers are no longer just customers. They are advocates, ambassadors, supporters, enthusiasts, and loyalists. When customers find a brand they trust and love, everything changes.
Let’s look at what brand loyalty is, why it is essential, how to build it, a few examples, and what to do when it starts to slide.
Brand loyalty refers to a consumer’s tendency to purchase a particular brand of product or service consistently rather than choosing alternatives. Several factors, such as the quality of the product, the reputation of the brand, and personal experiences with the brand, can influence this. Brand loyalty can also be strengthened through marketing campaigns and customer loyalty programs.
Brand loyalty is essential for many reasons. For businesses, loyal customers are valuable because they are likely to make repeat purchases, which can lead to increased revenue and profitability. Companies with strong brand loyalty grow revenue 2.5X faster and deliver 5X more shareholder value. Acquiring new customers is typically more expensive than retaining existing ones. Brands with high levels of customer loyalty will generally have to spend less on marketing and advertising to maintain growth. And satisfied customers are more likely to recommend a brand to others, which can be an effective form of advertising. Also, loyal customers can help promote a brand through word-of-mouth marketing, leading to new customers and increased market share. Remember that loyal customers will tend to spend more over a longer period, resulting in a higher lifetime value for the brand. Seventy-seven percent of consumers said they have remained loyal to a brand for over ten years. Considering that a 7% increase in brand loyalty can translate into an 85% higher customer lifetime value (CLV), this is significant. Strong brand loyalty can lead to increased brand equity, which is a valuable asset for the company. Finally, having a loyal customer base can help a business weather market downturns and economic recessions by providing a stable source of revenue.
Brand loyalty can also be important for consumers because it can provide a sense of trust and comfort in the products or services they are purchasing. It can also lead to benefits such as exclusive deals, discounts, and special promotions offered to loyal customers.
Eric Duehring, Executive Vice President of Brand Marketing of Red Ventures said it best: “Brands are ultimately about trust, and trust doesn’t come easy. Brands are a promise to deliver something of value—consistently, uniquely, and with care. It’s truly an emotional connection; consumers are always willing to pay more or go out of their way to find the brands they love. The companies that recognize the value of that connection will invest in their brand from every angle—from products to partners and pricing and beyond. It’s remarkable how often consumers profess their love for a brand. Whether it be a car, pants, or even oatmeal, people will say they love their brand and become true evangelists. Can you put a price on that kind of connection? How much should you invest in developing that kind of brand loyalty? It’s consistently the one thing worth investing in, and brands that forget this can lose their way and their business.”
Overall, brand loyalty can be a win-win situation for both businesses and consumers, and it can be an essential factor in the success and growth of a company.
Building brand loyalty can be a complex process, but there are several strategies that your company can use to encourage customers to form a strong connection with your brand. These include:
These are a few examples of strategies that your company can use to build brand loyalty. The most effective approach will depend on your specific brand and target market.
There are many examples of brand loyalty across various industries. Some notable examples include:
A strong focus on delivering a great product or service and building a strong community around your brand is often at the core of creating brand loyalty.
When brand loyalty starts to slide, it’s important to take action quickly to address the problem. Here are a few strategies that you can use to regain customer loyalty:
These are just a few examples of strategies that companies can use to regain customer loyalty. The most effective approach will depend on the specific situation and the needs of your customers. It’s important to act quickly and efficiently when brand loyalty starts to slide to prevent the situation from worsening and try to regain customer loyalty as soon as possible.
In summary, the secret to building brand loyalty involves:
When done right and customers find a brand they trust and love, everything changes. For a step-by-step guide on how to develop a brand strategy, including brand loyalty, check out my book. Start building your brand leadership today. You've got this!
Proactivity, as defined by organizational behavior, is “anticipatory, change-oriented, and self-initiated behavior in situations, rather than just reacting." When a person is proactive, they are acting in advance of a future event. Proactive employees typically don't need to be asked to do something, and will usually require less-detailed instructions.
Proactive behavior is applicable to either one's own role or to "extra role" responsibilities. Within one's own role, for example, a person may find a more efficient way to complete one or more of their responsibilities. Extra role responsibilities (i.e., those tasks outside of your stated job description) speak to an employee's organizational citizenship behavior (OCB). The proactive employee would, for example, initiate an offer to help their co-workers before they are asked to assist by either their colleagues or their manager.
The steps you can take to become more proactive at work apply to both your formal role and your part of the scope of the OCB within your team, your department, and your overall organization.
There are variations on the theme; however, the following behaviors are a common foundation for proactivity within all of the theories:
Proactivity requires that you be organized. That includes your mindset, your space, and, of course, your schedule! Organizing your time helps you approach tasks more efficiently and allows you to be more open to opportunities. This scheduling needs to include "downtime" for those activities that keep your life in balance.
A positive attitude is right up there on any list. Approaching tasks from a positive perspective encourages you to look for the best in every situation. It helps you become the employee who is "ready, willing, and able," who can always be counted on. A team player who is reliable and available will become the go-to person, the problem solver.
Take stock of your current responsibilities:
Find a role model by observing the leaders in your company. When possible, spend time with them to gain insight from their behaviors. Try out their techniques. Some will work for you, others will not. You'll need to fine-tune what you acquire so that you are able to build your own repertoire.
Let others know that you want to be more involved. You'll need to create your own opportunities. Don't wait to be asked—present your ideas to your management team.
Set goals for yourself. Write them down! List everything that you want to accomplish. Set deadlines! Once you have the end in mind, you can achieve your desired outcome. A series of small goals leading up to the completion of a large goal keeps tasks from becoming insurmountable.
Stay the course on how you want to accomplish your goals. This may require overcoming your fears and rising above obstacles or setbacks. You'll need to step outside of your comfort zone and become increasingly resilient.
Strive for excellence from start to finish. Commit yourself to always presenting your best work—your completed project with no loose ends. Be passionate about what you do. Give it your all. No matter what role you are assigned, you will be more effective when you put your full energy and effort into it.
Celebrate your successes, big and small, as you move along your path to becoming more proactive!
Be flexible! You can't plan for every outcome, so being able to react to the unexpected is an important trait for the proactive person. It is about the awareness of the existence of choices, regardless of the situation or the context.
Need more help being proactive in your career?
I would never have guessed that my maritime shipping and Naval Intelligence background would become helpful in the financial services realm—yet here we are. Let me explain…
“We’re bankers, not SEAL Team Six. Are we really expected to start analyzing ship behavior?” This quote from a colleague in a discussion about the idea of Financial Institutions (FIs) monitoring the behavior of ocean-going vessels (ships) motivated me to co-author a white paper on the topic.
Today’s global geopolitical climate is fraught with both nation-states and individual bad actors who use the financial system to conduct their misdeeds. While sanctions can be an effective tool to shut these bad actors out of the financial system, it is far from a panacea. Necessity has become the proverbial mother of invention for bad actors in creating methods to circumvent sanctions and international laws. The typologies range from turning off their safety position reporting to pretending to be a different vessel altogether.
In May 2020, the U.S. Departments of State and Treasury and the U.S. Coast Guard published “Guidance to Address Illicit Shipping and Sanctions Evasion Practices.” The guidance document provides information targeted for specific stakeholders—one of which is Financial Institutions (FIs). This was a seminal moment. For the first time, FIs were mentioned in government guidance on detecting potentially unusual ocean-going vessel behavior.
Governments recognize the challenge of keeping abreast of the methods of evading laws and impose various regulations on private sector stakeholders to detect and deter nefarious activity. The trend has undoubtedly been government regulators requiring more of Financial Institutions (FIs) compliance measures, not less. U.S. regulators are particularly demanding of FIs in this regard. Whether or not the regulations are reasonable is irrelevant. Once imposed, FIs must find ways to comply.
The sale of commodities is almost invariably accompanied by the need to transport the goods to their destination. It is this transportation element that regulators have recently turned their attention to. This attention is now buoyed by the need to detect the illicit transfer of bulk commodities, such as Russian oil, in the wake of the invasion of Ukraine.
The complexities of trade finance, global supply chains, and the various roles of FIs in a trade transaction can make this a daunting task. This realization motivated me to co-author a white paper on the topic through the Bankers Association for Finance and Trade (BAFT). The paper published by BAFT in early December 2022 is entitled “Perspectives on Evaluating Potentially Unusual Vessel Behavior.” My maritime shipping experience served me exceptionally well in this endeavor.
While banks offering trade finance products likely have a working knowledge of shipping documentation, staff may need to become more familiar with the maritime shipping industry details. This can pose challenges when shipments or transactions are flagged as unusual and compliance issues arise. The paper aims to provide bankers with a rudimentary understanding of maritime shipping and the compliance risk associated with this space. It accomplishes its objective by organizing the material in a methodical fashion meant to be read from beginning to end. The paper begins by familiarizing the reader with basic maritime shipping industry jargon and practices. For example, did you know ships have an identification number that never changes (think of your car’s VIN) even after being sold or renamed? It then lists the most common typologies for vessels evading sanctions, ways to evaluate your FI’s inherent risk, and several considerations when developing appropriate controls for your organization.
My co-authors and I spent hours discussing (which at times pivoted to spirited debate) certain portions of the material. We endeavored to strike the right balance for reasonable measures to evaluate vessel behavior for FIs with varying resources available to Financial Crime Compliance departments. I believe the many hours of Zoom call discussions paid off in the form of a handy white paper for FIs in addressing this evolving risk.
To read “Perspectives on Evaluating Potentially Unusual Vessel Behavior,” please visit BAFT’s Library of Documents under BAFT Guidance and Industry Practice section at www.BAFT.org.
First of all, it's never too late to get started on LinkedIn. Second of all, there are only four things you need to set up your profile in under 10 minutes.
Here's what those four things are...
@j.t.odonnell Replying to @littledig77 How to set up a LinkedIn profile in under 10 minutes! #linkedin #linkedinhelp #linkedinhacks #linkedintips #howtouselinkedin #howto #workitdaily #jobtok #careertok ♬ original sound - J.T. O'Donnell
1. Professional Headshot
Grab your smartphone and some bright lighting and take a picture of you from the shoulders up with a smile on your face. You want to look professional, yet approachable.
2. Optimized Headline
Your headline is the most important real estate on your LinkedIn profile. Linkedin works like a search algorithm: people look for keywords about your skill sets, and if those are in your headline, you show up at the top of the results. So, pick five or six skill sets you use on the job and put them in your headline.
3. "About" Section
In your "About" section, talk about how many years you've been doing what you're doing (approximately three sentences). Then, write one or two more sentences that roll up your experience and quantify what you've accomplished.
4. Work History
You should only list 15 years of work history (or less if you're still a young professional). Add one or two bullet points for each of the jobs explaining what you got done while working there. Recruiters just want the facts without having to skim through too much text.
Need more help setting up your LinkedIn profile?
I teach a FREE Resume & LinkedIn Bootcamp. In this hour-long course, you'll learn how to optimize your resume and LinkedIn profile so you stand out to recruiters.
But the most important thing you need to know is do not wait. Linkedin is booming right now and companies are looking for talent on it. It's never been easier to get noticed on LinkedIn. So, go set up your profile today!
In a perfect world, it would always be easy to deal with stakeholders, co-workers, bosses, and other peers. The truth is, sometimes we have to deal with difficult people in our personal and professional lives. How we deal with people, difficult or not, will be a factor in how far we go in our careers. So, how can we successfully deal with difficult stakeholders and peers without hurting our professional reputations?
We recently asked our leading executives how they deal with difficult stakeholders and peers at work.
Managing stakeholders is one of any project manager's most complex and important responsibilities. The success of any given project or initiative can frequently depend upon stakeholder collaboration and satisfaction, which is why it's essential to give careful attention to their needs.
However, managing difficult stakeholders and peers can be, and therefore become, quite challenging, so it's important to anticipate and manage them effectively. They might not be open and forthcoming in their communications, or they may only offer negative feedback. Some stakeholders may be frustrated at the progress of the project or may not seem to be very engaged in the work. These are some basic areas that you need to focus on in successful stakeholder management: identifying stakeholders (internal and external), understanding stakeholder needs, meeting their needs, underpromising and overdelivering, listening to stakeholder concerns, frequently communicating, amongst others. If not done properly, they can result in spectacular project failures.
There is an "Iron Triangle" on which experienced project managers focus on. This consists of 1) quality/scope, 2) budget, and 3) time. If stakeholders or sponsors want more in the deliverable (i.e., more features) then something has to give. The project will take longer, or it will cost more, or it will be a little of both. If they want to lower costs, they probably cannot do it without decreasing scope or increasing timelines. Stakeholders will need to understand that, and the project manager needs to be consistent on this point.
A poor appreciation of stakeholder management can often lead to catastrophic decision-making which ultimately leads to more cost, longer timelines, and diluted benefits.
When I think of difficult people, my college job years ago as a part-time credit card bill collector comes up. People were often on their worst behavior when I called.
Thankfully, we were trained to handle these situations. In essence, you must listen to ALL objections before you can ask someone to agree to a request. It was a valuable lesson about human nature, listening, and empathy.
What does this look like, and how can you use this method?
Step one: Be patient and listen while someone might vent, complain, or express the issues preventing them from doing something.
Step two: Acknowledge what they’ve said and the feelings expressed.
Step three: Repeat steps one and two until there is no more air to clear. Do not move on until the upset person has had their complete say.
Step four: Transition to what you need and “what’s in it for me” (them)—a WIIFM—if they comply.
Also, never accept insults or rude language. In the bill-collecting world, we had permission to hang up if things got out of hand. In your real life, you have permission to leave the situation until cooler heads prevail.
Take a job, win a client, use a dating app, and you’re amongst people with hurts, hang-ups, and emotions like fear, anger, and insecurity near the surface. Add modern pressures and poof! Disagreement, bias, and attitude. An inevitable evil, here are some tools for influence and goodwill:
Peers
1. Seek to understand their POV and why (internal/external influences)
2. Suggest reaching the best company/collective outcome vs. personal preferences
3. Consider if ideas #1 and #2 can be combined for an even better solution (ideal outcome)
4. If #3 fails, translate #1 and #2 into their respective cost/benefit for the company/collective
Stakeholders
1. Build individual profiles - job responsibilities, fears, and biases that internally motivate rejecting or buying into ideas or initiatives
2. Correlate ideas or initiatives to serving their inner personal interests without risk
3. Partner and collaborate with an internal champion motivated to build support for ideas or initiatives that improve the workplace
Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.
How to deal with difficult stakeholders and peers:
1. The first step is to identify the stakeholder. While everyone on the team has value, I would identify the threat to the team. The overall mission and objectives of the team must be met. If there is a weak link, executives and team leaders need this information.
2. Like any other threat the team encounters, the difficult stakeholder’s activities must be monitored.
3. Meet them one-on-one to discuss the facts that have been gathered. Don’t just rely on second-hand information. Keep the conversation free-flowing. Let the difficult stakeholder do all the talking.
4. Determine the motivation behind the recent behavior.
5. Remind the difficult stakeholder of their place on the team and, most importantly, the mission and goals the group must meet.
6. Determine their motivation. Try to find out what triggered the behavior. Offer remedies or solutions.
7. Create a success story to create new energy and purpose. Tell the stakeholder how the team is valued and viewed by the company.
8. Develop a perpetual communication stream that flows in every direction. As executives, it’s our job to fix problems. But I feel it’s even more important to get ahead of issues before they become problems.
“Dancing Monkey (DM): the length of time between giving someone work to do and your brain wondering why you haven’t seen any product yet.”
If a stakeholder’s DM works on a more frequent cycle than yours, they might come across as “difficult.”
To work out a stakeholder’s DM and stay one step ahead, use informal, face-to-face communication.
E.g.: “Accidentally” walk past their office the day after you were given the work.
YOU: “Hi, not stopping, know you’re busy...”
THEM: “How’s it going?”
YOU: "All good. By the way, I’m cracking on with that work from yesterday."
THEM: "Great. Could we review what you've done so far now/later/tomorrow/next week?"
(Here’s where you find out whether you’ll be burning the midnight oil—or if you have a few days’ grace.)
Do this a few times and you’ll soon become calibrated with a stakeholder’s DM, a means of managing their “difficult” tendencies better.
At this point in my career, I am an expert in dealing with difficult stakeholders and peers regarding how often this has happened to me in a work situation. That said, it’s never easy and takes patience, empathy, communication, collaboration, and your eye on the end goal to ensure you succeed. Here are a few tips I’ve learned that might help you with this situation:
If you stay focused on the end goal and try not to get caught up in the emotional turmoil of dealing with difficult individuals, you might be surprised at how effective this approach can be.
How do you deal with difficult stakeholders and peers? Join the conversation inside Work It Daily's Executive Program.
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 during 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 step. 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.
Take the time to prepare for your phone interview and make sure you get invited to the in-person interview. Discover more phone interview tips and download a free phone interview prep podcast here.
Need more help acing your next phone interview?
Disclosure: This post is sponsored by a Work It Daily-approved expert and was published at an earlier date.