Nowadays, everyone has some kind of computer skills they can bring to the table when applying for a new job. So, does that mean you should still list your own skills on your resume? The answer to that question is, yes, absolutely. Everyone has experience in both hardware and software. Depending on the kind of job you’re applying for, you may not necessarily need to list the hardware you’re familiar with. The kind of computer software you’re familiar with, however, may make or break your chances of getting that job. Some software, like Microsoft Office – and, in particular, Microsoft Word – you can usually leave off your resume because an employer assumes you already have a basic understanding of Microsoft Word by now. Here, instead, are the most important computer skills you should absolutely list on your resume. Operating Systems You should list on your resume the operating system(s) with which you’re more familiar. The reason for this is because some jobs require Mac knowledge, while others use strictly PCs. If you have more experience with a PC, for example, you may find it difficult to navigate a Mac. This would require the employer to put extra time into training you if they ultimately feel you are the right candidate for the job. Therefore, it is important to be up front about the operating system with which you are most familiar. Google Drive Today, many businesses prefer operating in Google Drive, rather than Microsoft Office, when it comes to things like documents and spreadsheets. There are just so many more benefits to using Google Drive, like the ability to save your work in real time without doing anything at all, or sharing a document with multiple users, who can also edit it. However, simply listing “Google Drive” on your resume isn’t specific enough. You want to go into detail about what exactly it is you know how to do in Google Drive. For instance, you can list “Google Drive” as a main heading, and then, as subheadings, you can list the aspects with which you are most familiar, such as:
Google Docs Google Sheets Google Forms Google Slides
You can also use this nesting format for other software skills on your resume. For instance, if you chose to list Microsoft Office on your resume, you could do something like this:
Microsoft Office
Word Excel Power Point
This list is not only more pleasing to the eye and quicker to skim, but it also tells the employer exactly where your skills lie. Social Media Social media definitely falls into the category of “Most Important Computer Skills to List on a Resume.” Businesses everywhere use social media, and while they may vary up which channels in particular they frequent, they have come to understand that social media means everything when you’re in business. It’s the fastest way to spread the word about new products and services, as well as provide a sounding board for one’s customers and clients – and maybe attract new ones in the process. So, how do you tell a prospective employer that you’ve got what it takes to give their company the social media platform they deserve? Well, in addition to listing the specific channels with which you have the most experience (Twitter, Facebook, Instagram, YouTube, etc.), you can also talk about the achievements that social media has brought you. For instance, at your last company, did you regularly monitor the company’s post engagements on Twitter? Did you scour Google Analytics to discover what worked about the company’s social media advertising campaigns, and what didn’t? Were you able to determine the company’s reach, and how best to expand it? These are all skills you can – and should – highlight in the computer skills section of your resume. Listing Computer Skills on Your Resume Something very important to note about listing your computer skills on your resume is that you should not dedicate one section in particular to these skills. Instead, you should incorporate your computer skills throughout your resume to show how they have benefitted you throughout your career. Ideally, you want these skills to be most concentrated in three areas in particular:
Your professional summary or objective statement Your main skills section Your experience
Of course, don’t try to shoehorn your experience into areas where it feels forced. Instead, find those areas that would benefit from your inserting a skill naturally here and there, and you will ultimately create a more well-rounded resume.
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An objective statement is the first bit of information a hiring manager sees on your resume. Within it is your well-defined career objective, along with a super-short blurb about why you’re the perfect person for the job to which you are applying. This is why your objective statement should be as impressive as the skills and experience that follow it. When to Use an Objective Statement Some say that objective statements are becoming outdated. However, while your particular situation may not call for an objective statement, it is always a good idea to have one on your resume anyway. In the following circumstances, however, an objective statement may mean the difference between getting or being passed up for a job:
If you are a recent graduate who is entering the workforce for the first time If you are considering relocating, else your out-of-town address may confuse the hiring manager and he or she will disqualify you If you are changing industries, to help explain why you are making the change
Here are some tips insofar as what to do, and not to do, when crafting your objective statement to help you stand out from the crowd. Be Concise An objective statement is an appetizer of sorts, designed to “wow” the HR department enough to convince them to conduct an introductory interview with you, typically over the phone. During your interview you can talk more about your skills and experience, but you don’t want to go overboard here either. One of the reasons people dismiss objective statements is because they tend to be narcissistic. Many applicants ramble on about themselves and their accomplishments, rather than highlight how hiring them can benefit the company. This is why remaining concise throughout the entirety of the interview process, from start to finish, is crucial to improving your chances of getting the job. Here’s a good example of a concise objective statement that gives the hiring manager just enough information without becoming overly wordy: “Ambitious and experienced technical support professional with proven success managing the help desk for an international corporation. Seeking an opportunity to use my five years experience to serve a nonprofit organization.” Do Not Use the Same Objective Statement Every Time Do not use a vague “one size fits all” statement to sum up your past career and future career goals. The entire point of the objective statement is to tell the employer why you are the perfect choice for that particular job. What is it about that job that enticed you to apply? Why do you think you, above all other candidates, would be a perfect fit? Plus, this also serves a dual purpose as well. When the hiring manager inevitably asks you, “So, why did you decide to apply to ABC Company?”, you can use your objective statement to jog your memory if you’ve applied to so many jobs this week that you honestly can’t remember why you applied to that specific job. Here’s a good example of an objective statement that, while somewhat cookie-cutter insofar as relocation, can be more specifically tailored to a particular position: “Current accountant with more than fifteen years experience in the field of finance seeking a tax advisor position when I relocate to Boston in May. I am excited to apply my tax knowledge and related skills and grow my experience as part of your established institution. Remain Relevant Make sure that the career goals you note in your objective statement match those that the company can actually fulfill. Many applicants talk about how the job they’re applying for now can help them land their dream job in the future. This speaks more to the company about what you want, rather than how hiring you could benefit them as a company. Consider the following example. You’re a high school graduate, and it is your first-time ever applying for a job as a cashier at a local retail store. Do not simply put in your objective statement that you would like the job because it would give you the experience to one day become a store manager. Focus more on the give-and-take, on how you can grow within the company and what you can do for the company by growing within it. Here’s a good example of how you might want your objective statement to sound in this situation: “I am a highly driven team player and aspiring store manager with proven analytical skills seeking to grow my knowledge of the retail industry by using my communication skills as a retail associate for your department store.” List Degrees, Certifications, or Licenses You May Have A quick blurb in your objective statement regarding the certificates you have acquired over the years (and which are relevant to the position to which you’re applying) is an impressive start to your resume. An objective statement should be an outline of sorts. It tells the reader, “if you think that’s good, keep reading!” Putting your licenses, degrees, and certifications right in your objective statement gives the reader a clearer picture of what you can bring to the table.
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Have you extensive experience in the field of customer service? This is an invaluable resource, as it tells an employer that you have kept your cool in situations where customers were less than happy, and when it might otherwise be difficult to remain calm. You should therefore be sure to highlight your customer service skills on your resume so that a prospective employer can find them easily. Even if you are not applying for another customer service job, you still want to put these skills on display to show the employer exactly what you are capable of. Here are 6 tips to help you better highlight your customer service skills on your resume. 1: Use Your “Skills” Section Wisely Almost all resume templates employ a “skills” section. This is your time to shine! You should put both hard skills and soft skills on your resume. Soft customer service skills you can highlight include your effectiveness and efficiency when it comes to problem-solving. In your hard customer service skills section you can include typing, including your words per minute, as well as the software you used (proprietary or otherwise) to help you do your job effectively. Bottom line: never make a “one-size-fits-all” resume, and then send it off to every Tom, Dick and Harry with whom you want to work. Tailor your resume to each job you apply to. Yes, this takes more time and effort, but it shows the hiring manager that you truly thought about the position you’re applying for, rather than applying at random to anything with an “Apply Now” button. 2: Be Concise No matter the type of job you’re applying for, remaining concise on your resume is always preferable to letting yourself get too wordy. Don’t include a list of every little task you did at your last job, even if you’re trying to make your resume more dense. Mention only those details that are relevant to the type of job you’re applying for, and try to group similar skills under one bullet point. Many applicants find their resume goes into a second page, so they beef up the word count in an effort to make it longer. In reality, you don’t want to go onto a second page unless you have a wealth of skills and experience that justify it. 3: Make It Your Own Using a resume template you find online is fine as a guide. But do not simply copy the structure of a resume template and replace the template’s information with your own. Remember, any resume you find online can be found just as easily by a prospective employer with an internet connection. Further, when a hiring manager sees hundreds of the same style of resumes coming in on a weekly basis, it’s not difficult to see which applicants are not putting the time and effort into making their resumes truly unique. Stand out from the crowd, show you care, and make your resume your own, and you will show the hiring manager that you are willing to do what it takes to earn that job you’re eyeing. (This also hints at the dedication you’ll bring to the role, too.) 4: Use Keywords Keywords are important because for those companies who use software to evaluate resumes automatically, the software will select the resume that uses the right keywords and dump the rest. Do some research insofar as a list of the customer service skills that exist, and incorporate only those relevant to your personal experience in your resume. You can use keywords to describe everything from your skills to your credentials. Try to incorporate as many as possible without getting too wordy. The goal is to catch the hiring manager’s eye – not drown them in details. 5: Keep the Focus on Your Results Many applicants explain on their resumes what they did in a position, rather than on what they accomplished or learned during their time with that particular company. For example, an applicant may put that he or she “provided technical support for [company’s product] to approximately 150 customers each week.” A better sentence would be something like “achieved the company’s target of 95% customer satisfaction rating within the first three months of employment.” See why this is better? Not only is it less generalized and, frankly, boring, than the first statement, but it gives the company a clearer picture of who you are as an employee, what you have accomplished in your prior roles, and how their company can benefit from hiring you over all the other applicants they have left to consider. 6: Think Outside the Box If you have never held a customer service job before, read through the qualifications of the job you’re interested in and see how they measure up to your personal experience. Have you helped customers over the phone or in person, even if your title did not technically include “customer service”? Do you have experience in training others on a particular product in a prior position that would translate well to helping people more regularly in a customer service job?
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Searching for a job nowadays is a far cry from the way things used to be. Now, recruiters “ghost” you (i.e. leave you hanging without a return phone call or e-mail), and you don’t even know why. Sadly, one reason could be because your resume is making you look “too old.” It’s a tragic truth. While you may think giving your all over the last 35 years to the same company proves you are a loyal and dedicated worker, all the recruiter may be thinking as he or she looks at your resume is that you’re over 50 years old and that you’re going to want to retire soon. In that case, the recruiter thinks, it’s probably best not to choose you for a long-term position. Here are three tips to help you craft your resume in such a way so as to not let your age define your qualifications before the recruiter even agrees to meet with you. Keep Your Experience Relevant It seems logical that if you have a plethora of experience in a variety of areas that you should include that experience on your resume. After all, you never know which of the jobs you’ve held previously will be the closest match for the position you’re seeking. However, as tempting as it may be to include all your promotions over the last 30 years, don’t. Even if you don’t include dates, the hiring manager knows how much time it takes to accrue that much experience. Whittle your resume down to two pages, and include only the most relevant information from your career. Try to match your resume as best you can to the skills and qualifications listed in the job posting. Many recruiters use software that only selects the resumes that match the terms they’re looking for, so the more terms you can legitimately include on your resume, the better. Watch Your Dates While this builds on the advice in the above tip, you should be careful of any and all dates you include on your resume. This goes for graduation dates and dates on which you earned certifications. For instance, if your last Windows certification was from when Windows 95 was released, this is a dead giveaway that you’re not fresh out of school. You shouldn’t not include dates, because this too is a bad idea. So what can you do? It may seem like overkill, but if you want to freshen up your skills, you may want to consider taking a nighttime or online class. Not only will you freshen up your resume, but you may also find you’re able to apply for more positions by learning something new. Then you can leave off the older certifications (like Windows 95) entirely and replace them with newer ones (like Windows 10) that make you more employable. Switch to a Professional Summary If you’re including an objective statement on your resume, this too can make you look “old school.” Today’s candidates often use a professional summary. The difference is that, instead of one line of at the top of your resume describing your purpose in applying, you instead include a blurb of factual evidence that proves you have what it takes to succeed at the job. Consider the following: Example Objective Statement: “Seeking a position that allows me to use my strengths as a project manager to provide quality feedback to my team while helping the company achieve its organizational objectives.” Example Professional Summary: “Business graduate with proven communication, email and project management skills. Seeking a position as a project manager at Company ABC, to leverage management skills to support internal and external communication.” The differences are minor, but by staying on top of trends in job applications, you’re giving the recruiter or hiring manager one less reason to question your longevity with the company. This is also a great space to fill in a little more of your experience without attaching dates.
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Most recruiters nowadays conduct phone interviews before they meet with you in person. Initial phone interviews are typically on the shorter side. If they go well, the recruiter will call you back for a second interview, which may be either another phone interview, a video interview, or an in-person interview. While a phone interview can be an efficient way for both the candidate and the recruiter to take the temperature of the candidate’s interest in the job, a phone interview can be an unnerving experience. It’s difficult to read a situation when you can’t see the other person’s reactions to your statements. With that in mind, here are six tips to help you ace your next phone interview and move on to round two! Maintain Good Posture While the interviewer can’t see you over the phone, you still want to maintain good posture while speaking to him or her. This is similar to the idea that if you smile, the other person will hear it in your voice. Good posture encourages you to sit up straight and helps you breathe better. A confident posture will lead to confident answers. Use a Landline Phone When you’re on a phone interview, you want the process to go as smoothly as possible. Taking a phone interview on a cell phone is a bad idea for several reasons. For one, you certainly don’t want to risk dropping the call. Secondly, you want the interviewer to hear every word you say – something that is not always possible with spotty cell phone signals. Using a cell phone also encourages you to get up and move around, which changes your breath and your voice – and not for the better. If you don’t have a landline – it is 2019 afterall – consider a VOIP service. Rehearse Your Answers You should not be improvising your answers on a phone interview. Part of the research you should do before taking the call, in addition to finding out all you can about the company and the position, is finding similar responses to questions candidates have answered in the past. Some questions are unique, but many are standard fare. For instance, you should already have a situation in mind that you can speak about with confidence when questioned on the biggest challenge you have faced in your previous experience, or something you accomplished of which you are particularly proud. Pause Before Answering When you’re asked a question on a phone interview, you may feel like you need to answer immediately, lest you sound unprofessional. After all, silence can seem to last longer on a phone call. However, it’s actually in the pauses you take that you allow your confidence to shine through. Telling the interviewer “that’s a great question. Let me think about that for a moment,” demonstrates to the interviewer that you’re someone who doesn’t rush into a situation without giving it serious thought first. Don’t Be Afraid to Take Notes You may think you will be able to answer all of the interviewer’s questions with ease, but the moment you answer their call, fear may kick in and cause your mind to go blank. Don’t hesitate to make a “cheat sheet” of sorts. Write down anything you may need to refer to on the call, such as the questions you have about the company and the position, and the salary range you’re considering. Just be sure to keep your notes short, like bullet points. You certainly don’t want to sound like you’re reading from a script. That would make you sound more like a telemarketer than a candidate, which only works if you’re applying for a telemarketing position. Remain Upbeat One of the biggest mistakes candidates make in phone interviews is that they don’t sound excited or energized about the job. Unfortunately, because the interviewer can’t see your face, you have to work extra hard to infuse your voice with the enthusiasm you have for this position. However, you have to keep that delicate balance of not going so overboard as to sound phony either. Just be honest. Gesture as you would if the person was sitting right in front of you, as this helps you emote better. And don’t be afraid to laugh if the interviewer says something funny. You’re both human, after all. The job search can be difficult, but following these tips will make at least one part of the process a little bit easier.
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Drug testing. It’s a trope used as an anxiety-inducing plot device in countless stoner comedies. Perhaps it has even made its way into your real-world job search with your current or former employer. For years medical drug screening has been a tool utilized by well-meaning but cautious companies who want to ensure their newest hire is focused on their work and not under the influence or partaking in illegal activities on personal time. It’s also big business with some estimates predicting the drug testing market will have a value of $13.89 billion by 2027. While that’s all well and good, the increasing number of states that have legalized medical and even recreational marijuana use places a snag in the previously streamlined system. Can, or should, companies expect their employees to not engage in perfectly legal behaviors outside of office hours? As it turns out, many states are wrestling with exactly that question. The Push to Legalization Beginning in the 1990’s states began taking a serious look at the potential benefits to marijuana use. By the time the millennium rolled around, five states had legalized medical marijuana use via a doctor’s prescription. In 2012 Colorado and Washington were the first states to legalize recreational marijuana use. Today 11 states have laws on the books legalizing recreations weed use. Marijuana and Drug Testing Years ago, employers realized the utility in drug testing potential new hires. The logic went that anyone who engaged in illicit drug use during personal time probably wasn’t up to company standards. You could eliminate problem employees and ensure that anyone you brought on board was in line with your corporate culture and focused on their daily job duties. Marijuana was typical one of numerous substances tested for on broad screening panels performed by third-party drug testing labs. With the advent of legalized recreational marijuana use, however, many employees are rethinking screening for its use, and for drug use altogether. As of 2017, one in seven U.S. adults admitted to occasional marijuana use. With the increasing number of states taking action on the topic, it only stands to reason that the number will continue to increase. Marijuana use continues to be studied for its benefits on a range of health conditions from insomnia to pain management and is consistently touted as a useful and enjoyable tool for many adults. While the topic is hotly debated, many advocates tout marijuana as a safer drug of choice than alcohol for recreational use, a legal but regulated substance. With the increase in use and legal status, it’s not too hard to see the quandary employers are faced with when it comes to drug testing for marijuana. Companies in states that allow recreational marijuana are narrowing the potential applicant pool by eliminating otherwise talented candidates from consideration. With the increase in acceptance and mainstream use of weed employers also run the risk of alienating younger talent who tend to be more focused on company culture and inclusiveness in the workplace. Then there are the legal considerations. New York state recently passed a law prohibiting pre-employment screening for marijuana in all but a handful of professions such as construction workers, nurses, and police officers. While drug screening for marijuana use is still allowed in many states, it’s not hard to imagine similar legislation being enacted as the push towards federal legalization continues. What Can (and Should) Employers Do While the verdict is still out on marijuana’s ultimate status, there are common-sense steps employers can take now to provide guidance and clarity with their new and existing workforce. For starters, companies are well within their rights to prohibit the use of drugs or alcohol while employees are on duty. Reasonable policies that clearly spell out the ability of employers to terminate anyone who shows up to work intoxicated or high are an accepted and safe course. Likewise, it’s also a reasonable expectation for careers in industries that deal with public health and safety that employees refrain from drug use that may impact their ability to operate at a high level of attention. What companies shouldn’t do, however, is throw the baby out with the bathwater by enacting zero-tolerance policies that alienate and limit their access to quality talent. Finally, it may be worth your time and money to consult with an employment attorney to learn about the laws of your particular city or state concerning drug screening and use. Taking this holistic approach allows companies to adapt to changing the societal acceptance of marijuana while still protecting their business.
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If you’ve turned on the radio, switched on a television, or scrolled through a news app anytime in the last few weeks you’re probably aware of the U.S. economy’s recent wild swings. Chances are you’ve also heard or seen terms like “recession”, “yield curve”, “bond market”, and “trade” more times than you can count. Even if you don’t have a deep portfolio of investments or aren’t a Wall Street trader, economic performance as a whole can still have a major impact on your ability to land a decent job. One of the most relevant sets of statistics for anyone currently in the employment market is the monthly JOLTS report. Here we break down where those magical “jobs” numbers come from and how the results could influence your employment search. What is the JOLTS Report? Launched in 2000, the JOLTS, or Job Openings and Labor Turnover Survey, is a monthly report prepared by the U.S. Bureau of Labor Statistics. The information in the report is based on voluntary reporting by certain U.S. employers. The data collected from key industries and employers is crunched and used as a base to derive wider national numbers of hirings, firings and total open positions. The report is released monthly for the time period two months earlier. The most recently released report on August 6th, for example, covers statistics gathered from June of this year. Breaking Down the Numbers The August 6th JOLTS report shows little change from the May results. The total number of job openings clocked in at 7.3 million with 5.7 million total monthly hires and 5.5 million separations. 3.4 million of those separations were “quits” or people who chose to voluntarily leave their job while 1.7 million were involuntary firings or layoffs. When comparing total job openings with the number of unemployed individuals there are around 1.4 million more jobs than people currently on the market which is slightly fewer than during the previously tracked month of May. What Does This All Mean? While the gap between open jobs and those looking for work is closing, the facts still point to an employee market in that companies will have to work harder to attract individuals given the short supply of talent. While this may not ring true for every field, it’s a good gauge of hiring prospects and your ability to potentially negotiate for a higher salary. This is further enforced by the healthy number of workers willingly leaving their jobs since this is a strong indicator that employees feel like they have other, better prospects. While total job openings didn’t quite meet analysts expectations, the consistency with the previous month speaks to the stability of the current job market and your ability to find work, if you’re looking. If you’re looking for a specific industry to target, the JOLTS report also has some useful tidbits in that area. Private versus government jobs didn’t see much of a change, but openings in real estate and rental leasing along with state and local government education were on the rise. Hirings also ticked up in foodservice, indicating restaurants may be in need of talent. While this data may be useful to your immediate employment prospects, it also provides insight into larger trends in the economy. An increase of companies interested in hiring realtors may indicate that the housing market is about to boom while the strong foodservice showing is a good sign that people are dining out and spending money. Hirings and Firings Bottom Line If you enjoyed our breakdown of the employment prognosticating, be sure to tune back next month when the July report is released on September 10th. In the meantime, if you’re looking to add to these numbers by leaving your current job, be sure to check out the Simply Hired blogs for tips on making a graceful exit.
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During an interview, the interviewer may throw a curveball your way with a tough question that you may not know how to answer. While these tougher questions may seem out of left field at best, or silly at worst, it is important to maintain your professionalism and answer them accordingly. Even if you have a stellar resume, how you answer a tough question is just as important as what you say when you give your answer. Here are some tips on how to handle some of the tough interview questions out there. “What is Your Greatest Weakness?” The key to handling this tough interview question is to give an answer that doesn’t make the interviewer’s job easy for them by giving them permission to reject your application. You always want to remain upbeat in an interview, focusing on your strengths. But how do you focus on your strengths when they’re literally asking you about your weaknesses? One thing you definitely don’t want to do is say that you “don’t have any.” Everyone has a weakness, and the interviewer, of course, knows this. The key is to pick out something positive about yourself that you might see as a negative but that employers might see as a positive. For instance, if you say “I tend to put my job over my personal life,” this tells the employer that you are a hard worker, perhaps at times to your own detriment. It’s a weakness, yes, but it’s also a strength. “Tell Me About Yourself.” This is one of those tricky questions because: a) it doesn’t even seem like a question – more like an icebreaker, and b) it’s easy to get wrapped up in this one and drone on and on forever. The interviewer is not looking to have a friendly conversation before the interview proper. He or she simply wants a two-to-three-minute summary of your experience thus far and a reason why you are the only person for the job. If you’re overwhelmed by the question and unsure how to answer it, think of it instead as “tell me something unique about yourself.” Give the interviewer a quick summary of your experience and education, as well as one strong quality that you have learned thus far to help you in your career. For instance, you can say something like “my business degree, coupled with my experience as a Hospital Director, has made me a strong leader, and I am confident my leadership skills could also carry me far in this role.” “Why are You Looking to Leave Your Current Job?” Even if you’re leaving your current job because your boss is a lot to handle, or you haven’t received a raise in five years, you never want to give these as your reasons. Remember to stay positive and upbeat with every answer you give. And also remember, how you talk about your current employer may be how you talk about your prospective employer one day – and your prospective employer knows this. The best way to answer this one is to focus on the positives of the job you’re applying for. You can never go wrong with expressing your desire to pursue a more challenging opportunity. Also, remember to keep your tone upbeat, too. If your real reason for leaving your current job is because you are desperately unhappy, the interviewer will be able to tell and may fear you’ll do the same thing to them in six months. “Do You Have Any Questions for Me?” The answer to this tough interview question is always “yes.” You must always have questions prepared for the interviewer. Else, it looks like you don’t really care about the company and that you are only interested in a paycheck. Even if this is true, you certainly don’t want to convey it to the interviewer. Ask questions that you could not have answered yourself with a quick online search. Lazy questions are just as bad as not having questions prepared at all. Ask the interviewer questions that no one but he or she could answer, such as “what do you like about working for the company?” or “can you describe the company culture?” You want to ask about two or three questions total. Three is often better, but you can usually gauge from the interviewer whether to ask that third question or stick to the two. Riddles You’ve made it to the end of your interview, and you know you aced it. Then the interviewer asks you something incredibly odd and out of left field, like “how many ping-pong balls can you fit inside of a minivan?” or “how many marshmallows can you fit inside of an airplane?” This is another one of those situations where they’re looking for how you answer as much as, or more than, what you answer. Rather than acting cute, stick to logic. Try to come up with an honest solution to this question, no matter how ridiculous it may seem to you. The interviewer is testing your ability to be a problem-solver, and snark is just not going to fly here. Have you ever been asked a tough question you weren’t sure how to answer? Tell us about it in the comments!
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You hear it all the time, how highlighting problem-solving skills on a resume or cover letter is more important than throwing together a shopping list of the tasks you performed at your previous job(s). But you may be wondering which way is best when it comes to highlighting these problem-solving skills. Examples of Problem-Solving Skills First and foremost, in order to be able to highlight problem-solving skills on your resume or cover letter, you have to be able to identify them. In fact, you may have more problem-solving skills than you give yourself credit for. Here are some examples of some of the more common problem-solving skills that candidates tend to list in their resumes and cover letters:
Research Skills – In order to fix a problem, you have to be able to understand it. And sometimes understanding a problem requires you to go deeper, to research and discover its root cause, before you can figure out how to fix it. Communication Skills – Communication is important at every level, from informing others that a problem exists in the first place to brainstorming ways to resolve it. Analytical Skills – Sharpened analytical skills can help you discover and understand a problem, as well as come up with ways to research and, ultimately, solve the problem. Dependability – It may not seem like a problem-solving skill, but dependability is crucial in that employers can depend on you to solve problems in a timely fashion. This is an invaluable skill in that it can save your employer time, money, and other finite resources.
Customization is Key It’s a lot of work, yes, but it’s important. You should tailor your resume and cover letter to each individual job you apply to. In other words, you should consider the job you’re applying to, and compare the skills they’re asking for with the skills highlighted on your resume and cover letter. Do they match? If there are skills that you have and that the job requires, but you have not listed them on your resume, then now’s the time to do so. You want to show the company that you are the best candidate for the job because you have performed and accomplished everything they’re looking for in an employee. If this causes your resume to be longer than it should be, then you should weigh which skills you could do without in favor of highlighting the more important ones. Be Short and Sweet In most situations, hiring managers don’t have the time, nor the desire, to sit and read a lengthy cover letter. If you ramble on for too long, you practically guarantee your application will end up in the “outbox” (garbage can). You want to strike that delicate balance between telling the hiring manager enough about yourself to strike up interest, and keeping your cover letter short and sweet so as not to drone on and lose the person. The best way to sum up your problem-solving skills in a cover letter is to, in one paragraph:
Briefly explain a work problem that either happened or could have happened, and whether it was resolved. Elaborate, briefly, on your role in the situation and what you did to solve the problem. Describe the positive result of your actions, and whether there were any positive, long-term effects.
You should be able to cover all these points in one paragraph. You should be able to flesh out the first bullet point in one or two sentences, and the remainder in a sentence each. Cater to Applicant Tracking Systems (ATS) In today’s world, the odds of an actual human being reading your job application are less than they were ten years ago. This is largely due to the introduction of Applicant Tracking Systems (ATS), which scan a candidate’s application, looking for certain keywords. If those keywords aren’t there, then the system rejects the application. Therefore, the best way to ensure that your application receives a phone call back is to try as best you can to match the problem-solving skills in your resume and cover letter to the exact qualifications listed within the job posting. The more your skills match what the company is looking for, the more likely you are to receive a phone call for an interview, rather than a bot-issued rejection. If, for example, you’re looking for a secretarial job, you may see “time management” listed among a job posting’s required skills. You should therefore include the keyword “time management” in your resume and briefly describe your experience with that skill.
The post Highlighting Problem-Solving Skills on a Resume or Cover Letter appeared first on Career Advice.
When drafting your resume, you normally include a line at the bottom stating “References: Furnished upon request.” But what happens if the hiring manager actually requests your references? Who should you list? Most places ask for two personal references and two professional references, but what if you no longer speak to any of your prior coworkers? What if you were the only employee at your former job? What if you have never even had a job before? Here are some ideas for job references you can use if you’re not quite sure who to turn to. Just be sure to always ask the person’s permission before putting them down as a reference. You don’t want to put them in a situation wherein they feel like the hiring manager is putting them on the spot. Not only do they not have enough time to craft their answers, but they could end up resenting you for not giving them the common courtesy of simply asking their permission first. A Former Professor or Teacher If you’ve never had a job before, a former professor or teacher works wonderfully as a “professional” reference of sorts. This is because a teacher is an unbiased party who will provide the hiring manager with the information he or she needs regarding your work ethic and level of enthusiasm when it comes to learning new things. In that same vein, another option is your college advisor. An advisor is a great choice because he or she can explain to the hiring manager what your career goals were when you started your college career and how you have evolved in meeting those goals. If your advisor has been with you every step of the way and has seen how hard you were willing to work during your college years, then he or she can act as an effective witness to your character. A Former Supervisor If one of the reasons you are leaving your current job is because you don’t get along with your boss, consider asking a former supervisor to act as your reference instead. Chances are, your supervisor spent enough time with you on your projects to provide a hiring manager with a clear picture insofar as who you are as a person and what you accomplished as an employee. Past and Present Colleagues Most folks choose former colleagues to act as their references. While former colleagues you still speak to are more than likely your friends, they are also valuable references because they can inform the hiring manager of the kinds of projects you worked on together. They can fill in the blanks on your achievements as part of the team that you might have forgotten to focus on in your resume and cover letter. The same goes for present colleagues. Some folks may not realize they can utilize the people they still work with as references. And who better to give the hiring manager a current snapshot of your skills as a worker than someone who is still presently working with you? A Family Member For most people, putting a family member down as a personal reference is a no-brainer. However, this packs more power if you have a family member who can also speak to your skills as a professional. For example, while you may want to list your mother as a reference, because she’s sure to give you a glowing review, why not consider instead listing the cousin you worked with at the ice cream shop over summer break every year? Your cousin is just as likely to give you a glowing review because he or she is family, but you also have the added benefit of a professional reference, having also previously worked with your cousin. An Authority Figure from Your Past While not as common, some folks don’t have much, or any, remaining family, and/or they have never held down a job. What does a person do then? You can use any authority figure from your past whom you trust and who can speak to your character as one of your references. This can be anyone from your pastor to your former Boy or Girl Scout leader – anyone who served as your leader or organizer of sorts. Just be sure to ask their permission first – especially if it’s someone you haven’t spoken to in years. And, of course, no matter who you choose as a reference, always be sure to thank your references, whether or not the hiring manager contacts them. Thanking your references is just as important as thanking those who interviewed you. And be sure to return the favor and offer to act as a reference for them too, should they ever need one.
The post Who Makes for a Good Job Reference? appeared first on Career Advice.
You may be asked salary information on an application form, or be faced with a “current salary" or “desired salary" field on an online application. Or you may be asked the same question by a legal recruiter. The answer you provide may be used in the screening process—answer too high and you may not be considered for the position at all.
This number will also likely come into play at the interview/offer stage. It can establish the range for the offer the employer makes. And if you're underpaid and undervalued at your current employer, then there's the risk that your low level of pay will follow you when you move on.
On a paper application form—or if the online form allows you to type in whatever you want—you can write “Negotiable." This gives you the opportunity to discuss your salary history and expectations later on.
If it's not a required field on an online form, leave it blank. If the "desired salary" field requires you to enter a figure, however, you have a couple of options. Each has its own benefits and drawbacks:
How you answer the salary question on a job application will depend on your situation and what format is allowed on the online form. But if you can, entering a salary range is always the best option.
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As a 19-year veteran of implementing Salesforce, I’m quite passionate when I think about using AI with Salesforce (or Veeva). Here are five pain points that I believe AI is going to solve.
1) Pain Point: The company needs to instantly send follow-up emails letting customers know that their correspondence has been received and the estimated time to resolution, per specific problem or concern.
Solution: Use Salesforce + AI to route the customer correspondences and send an instantaneous email response with the estimated time to resolution for their specific problem or concern.
2) Pain Point: A national company is small-medium-business-sized and has average funds to spend on IT for this size. The sales department needs an email sent to all current customers in only CA, OR, WA, NV, and AZ states advising a new compliance regulation. This email must apply to all of the relevant customers going forward.
Solution: Use Salesforce + AI to send an email to all current customers and all future customers who fit this specific condition.
3) Pain Point: A customer is having trouble turning on their router. They access the router company’s website, fill out a support form, and send it in.
Solution: Use Salesforce + AI to quickly attach this inquiry directly to the customer’s record in the database and provide a quick set of instructions for their problem, as well as provide the customer further contact information should the instructions not be helpful enough.
4) Pain Point: Sentiment analysis: AI can analyze customer interactions across various channels, such as emails, social media, and support tickets, to gauge customer sentiment and identify emerging issues or trends. A product analyst wants to measure how many communications on Twitter/X that a certain product has been mentioned. In addition, they would like metrics on what types of mentions there have been and to categorize all of the types of mentions.
Solution: Use Salesforce + AI to rapidly correlate and compile social media research to generate reports and dashboards metrics data.
5) Pain Point: Voice assistants: Integrating AI-powered voice assistants, such as Salesforce Einstein Voice, allows users to interact with Salesforce using natural language commands, enabling hands-free access to information and updates.
Solution: Continuing on from the previous example, the product analyst uses Salesforce Einstein Voice to manipulate the reports and dashboards to the desired configuration. This information may be exported from Salesforce for use in presentations.
In summary, this is where I believe AI is going with Salesforce (and possibly Veeva). I'd love to connect with you to discuss this further.
Interview questions are not as straightforward as they seem, and answering just one question incorrectly may put you out of the running for a job.
The takeaway? Be ready to read between the lines.
Here are seven of the most common interview questions, what the hiring manager is really asking, and how you should respond.
All of the most common interview questions require a thorough answer because they are behavioral interview questions. To answer these types of interview questions, use the "Experience + Learn = Grow" model.
Let's take a closer look at how to answer the most common interview questions below...
What the hiring manager is really asking...
"How do your education, work history, and professional aspirations relate to this position?"
How to respond: Select key work and education information that shows the hiring manager why you are a perfect fit for the job and the company.
For example, a recent grad might say something like, "I went to X University where I majored in Y and completed an internship at Z Company. During my internship, I did this and that (name achievements that match the job description), which really solidified my passion for this line of work."
"Does this position fit into your long-term career goals? Do you even have long-term career goals?"
How to respond: Do not say you don't know (even if you don't) and do not focus on your personal life (it's nice that you want to get married, but it's not relevant).
Show the employer you've thought about your career path and that your professional goals align with the job.
"Are you self-aware? Do you know where you could stand to improve and are you proactive about getting better?"
How to respond: A good way to answer this is with real-life feedback that you received in the past. For instance, maybe a former boss told you that you needed to work on your presentation skills.
Note that fact, then tell the employer how you've been proactively improving. Avoid any deal breakers ("I don't like working with other people") or cliché answers ("I'm a perfectionist and I work too hard").
"Are you a hard worker? Am I going to have to force you to produce quality work?"
How to respond: Ideal employees are intrinsically motivated, so tell the hiring manager that you find motivation when working toward a goal, contributing to a team effort, and/or developing your skills. Provide a specific example that supports your response.
Finally, even if it's true, do not tell an employer that you're motivated by bragging rights, material things, or the fear of being disciplined.
"How do you respond to failure? Do you learn from your mistakes? Are you resilient?"
How to respond: Similar to the "greatest weakness" question, you need to demonstrate how you've turned a negative experience into a learning experience.
To do this, acknowledge one of your failures, take responsibility for it, and explain how you improved as a result. Don't say you've never failed (delusional much?), don't play the blame game, and don't bring up something that's a deal-breaker ("I failed a drug test once...").
"Are you genuinely interested in the job? Are you a good fit for the company?"
How to respond: Your goal for this response is to demonstrate why you and the company are a great match in terms of philosophy and skill. Discuss what you've learned about the company, noting how you align with its mission, company culture, and reputation.
Next, highlight how you would benefit professionally from the job and how the company would benefit professionally from you.
"Can you think on your feet? Can you handle pressure? Can you think critically?"
How to respond: When faced with a seemingly absurd question like this one, it's important you're not caught off guard.
Resist the urge to tell the interviewer the question is stupid and irrelevant, and instead walk them through your problem-solving thought process. For this particular question, you would talk about how many people are in the U.S., where couches are found (homes, hotels, furniture stores), etc.
As with other parts of the job application process, it's a good idea to solicit feedback from family, friends, and former colleagues. Try out your answers to each of these questions with at least two people, then revise based on their feedback. A mock interview is the best way to practice your answers and boost your confidence before the real interview.
The importance of preparation before an interview cannot be stressed enough. The more you practice, the more confident you'll be. If you successfully answer the most common interview questions, you'll be sure to stand out to employers as a great candidate for the position.
If you keep coming in second place in job interviews—not getting the job and losing it to somebody else—this is for you. I work with a lot of people who get desperate because they come in second place in the interview process a few times. They think there's something wrong, when in reality there's something they're simply not doing right enough in job interviews to beat the competition, come in first place, and land that job offer.
So, what is that something? Not agitating the pain of the employer to show them how they are the aspirin to that pain.
Most people go into job interviews and want to be that pleasant person that everybody gets along with, so you focus on trying to say the right answer to create this smooth, welcoming environment. And that's important. You should do that. But what happens is you end up coming across as the nice-to-have candidate, not the must-have candidate.
At some point in time in the interview process, you have to agitate the employer's pain. You have to have the foresight and the vision to talk about all the things that can go wrong if they don't hire someone like you for the job.
This is where interview prep becomes vitally important. The interview is where you make or break it. The interview is where I can give you the most amount of guidance so that you become the must-have candidate. It's not rocket science. You just have to know how to answer the questions to show that you are the aspirin, not the vitamin. You're the must-have, not the nice-to-have.
For example, when the hiring manager asks you, "Tell me about a time you overcame a difficult challenge," you should have done your homework prior to the interview and be able to talk specifically about a workplace challenge that would be very similar to the work that you would be doing at this company. Then, what you do is something called catastrophizing where you talk about the situation and everything that could have gone wrong and really hurt the business/your employer, and then you explain how you solved/overcame it, detailing the positive outcome.
I'm not telling you to make this up. I'm telling you to spend some time doing structured interview prep. At Work It DAILY, we teach people a model called "Experience + Learn = Grow" which is the same type of storytelling with a beginning, a middle, and an end. Once you learn how to answer interview questions using this model, it's like stealing the opponent's playbook because now we can show you the 18 most common questions you get asked in job interviews and then teach you how to catastrophize them with your very own real-life stories and show the employer the happy ending.
These subtle changes to the way you present and answer questions in job interviews will take you next level, and the best part about it is that when you become the must-have candidate, they don't want to lose you. So when they give you the job offer, you sit in the driver's seat to do things like negotiate salary.
I can't stress this enough. Do not sleep on interview prep. Make sure you're utilizing a format for storytelling like "Experience + Learn = Grow" that really agitates the pain. Make sure you're up to date on the most common behavioral questions that you'll be asked. Invest that little bit of time. The return on investment for interview prep is unbelievable, and it will solve this problem of you coming in second place.
Good luck, and go get 'em!
Everyone knows that you should walk around every once in a while, especially if you have a desk job. But do we walk enough during the workday?
Probably not (I know I don't).
Well, surprise, surprise—sitting all day is terrible for your health. In fact, it increases your chances of depression, anxiety, and premature death. These are some of the not-so-awesome side effects of sitting constantly. (Are you out walking yet?)
If you need more evidence that walking is a crucial addition to your daily routine, check out these compelling reasons to get walking at work.
1. It Can Relieve Your Back Pain
Have a bad back? Sitting all day probably isn't the best thing for it. But hey, good news! Turns out walking helps relieve chronic back pain. So if you're back isn't happy, get up and take a little stroll around the office.
2. It Helps You Live Longer
Yes, exercise makes us healthier. But did you know that speedwalking can make you live longer? According to Healthline, people who walk about 3 mph or faster live longer than others of their age and sex who walk more slowly.
3. It Gives You An Excuse To Enjoy The Weather
It's a beautiful day—get outside and breathe in that fresh air, soak up a little sun, and get your walk on! You don't want to waste the nice weather. Take a quick break, rest your brain, and—in the words of Nike—just do it! You'll come back to your work feeling refreshed and re-energized.
4. It Makes You Happier
"Exercise gives you endorphins. Endorphins make you happy. Happy people just don't shoot their husbands, they just don't." —Elle Woods
Enough said.
Okay, so you've got the reasoning behind why you should get off your butt during the workday, but how can you fit it in? Here are a few quick tips for working in walking at work.
1. Skip The Drive-Thru
Instead of picking up your coffee while you're driving to work, walk to the coffee shop.
2. Get A Group
Get fit and be social! Find a few co-workers to walk with each day.
3. Add Walking To Your Schedule
Sometimes we get so caught up in work that we forget to take breaks. To avoid this, pencil in walking times on your calendar.
4. Leave A Pair Of Sneakers At The Office
Leave a pair of comfortable walking shoes at work. That way, you won't destroy your feet by clacking around all day in your heels or dress shoes.
5. Get An App
Find a walking app for your smartphone to track your progress. I use a free app called RunKeeper, but there are tons of great apps out there. It's a great motivator!
It's not difficult to walk more during the workday if you make it a priority. Follow these five easy tips to walk more at work today!
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Getting an interview is a success in and of itself: you've caught their eye! But before celebrating, it's important to understand that while landing an interview seems like the hard part, it's only the very beginning of the process.
Each company's hiring process is different. And the types of interviews they will conduct during the hiring process will vary. Here are the different types of interviews you should expect during the hiring process and how you can prepare for each one.
A phone screen is usually the very first "interview" in the hiring process. Its purpose is in the name: to screen job applicants for the best possible candidates. During your first phone call with a potential employer, the interviewer will ask you a handful of questions geared toward getting to know you better and seeing if your qualifications make you a good candidate for the position.
To prepare for a phone screen, do your research on the company before the interview. This will not only help you generate questions to ask the interviewer but also show that you are interested in the job and the company.
Write down questions and take notes so you can reference them during the phone call. You may also choose to keep your resume close, which will make it easier to elaborate on your experiences and qualifications—ensuring you won't forget anything!
Finally, be sure to get your salary expectations ready in the event you're asked about them (don't be the first one to bring them up, though). A few minutes before you take the call, find a quiet place, review your notes, and remember to speak clearly.
A video or virtual interview is set up with an employer early on in the hiring process and is especially convenient if a job applicant isn't local or can't make it in for an interview for another reason. You may be interviewed by one or more people during a video or virtual interview.
To prepare, you want to familiarize yourself with the company, and maybe even research the people who will be interviewing you. Who are they? What are their roles within the company? How can you connect with them to make this interview memorable?
You won't be able to reference your notes like you would for a phone screen, but you should still write down the questions you'd like to ask your interviewers to help you work through your thought process. It is also important to dress like you would for an in-person interview and sit up straight. First impressions matter, even virtual ones!
The traditional interview experience can also be the most intimidating. You're meeting face to face with individuals who will ultimately decide whether or not you are the best fit for the job. There isn't a phone or computer screen to act as a buffer. The good news is that an in-person interview is the perfect opportunity for you to shine.
If you make it to this phase of the hiring process, be proud! Walk in with confidence, and your interviewer will take note. A strong handshake, a genuine smile, and timely eye contact are priceless too.
Prepare for an in-person interview by doing in-depth research on the company and the people you will be working with if you are hired. Ask more detailed, specific questions to demonstrate your interest and find out more about the role and the company (to see if it's a great fit for you!).
Remember, good employers want to impress you just as much as you want to impress them. How else could they attract and retain the best job candidates?
One type of interview format becoming more popular, especially among larger companies, is the one-way video interview. This interview is conducted at the beginning of the hiring process, usually replacing the initial phone screen. Larger companies and organizations usually don't have the time to schedule 20 minutes out of their day for each job candidate. So, this interview format is about convenience—for you and the employer.
When you are selected for a one-way video interview, the employer will give you a deadline to complete it by. You will be asked to answer pre-scripted interview questions. Usually, there is a time limit for the interview, and possibly for each question, so it is important to practice before you begin the interview.
Rehearse your answers to common interview questions, and make sure to look at the camera when answering, not the screen! Dress like you would for an in-person interview, pick a quiet place, and remember to smile.
After you complete the interview, HR or other members of the hiring team will watch, and often re-watch, your answers until they decide on their next steps.
Before you prepare for your next interview, here's one last thing to remember: Always send a thank-you note within 24 hours after your interview. Gratitude is more powerful than you think!
More than ever marketing teams are under the microscope to deliver and drive revenue growth. But marketing hinges not only on carefully crafted strategies, creativity, digital marketing technologies, and marketing metrics analysis but also on seamless organizational and operational structure and models for marketing to be effective. When operational inefficiencies rear their heads, they can significantly hinder marketing efforts, undermining your brand's potential.
Here are eleven signs that your operations may be sabotaging your marketing endeavors:
While holding your global integrated marketing team accountable is essential, without granting them the budget authority to allocate and prioritize omnichannel investments, the effectiveness of your campaigns may lack the necessary resources for success.
Your global integrated marketing team has day-to-day metrics visibility of all marketing activities across the marketing organization and channels that support a campaign initiative to determine where to best invest your marketing budgets. Without an operational model of objective cross-functional, marketing channel metrics analysis and centralized budget allocation, global integrated marketing functions are at the beck and call of those empowered with budgets in a siloed operational model to spend based on their own agenda vs. towards a cross-functional integrated effort.
Ambiguity between global marketing and regional marketing can create confusion and inefficiencies in resource prioritization and utilization, particularly when it comes to digital marketing that crosses the boundaries of borders and regions. It’s essential marketing organizations define the structure of responsibilities so global and regional marketing initiatives and spend are working complementary vs. conflicting.
If your organization aims to transition from marketing point products to holistic solutions but sales isn’t operationally aligned to address the customer needs with a solutions sales approach, marketing efforts may fall flat due to a misalignment between messaging and sales execution.
Sometimes there isn’t time afforded to enable the entire salesforce to be trained on solution selling and you need to consider a sales overlay team. Marketing needs to be operationally aligned with sales not only to deliver pipeline but the right pipeline based on the sales organization structure and direction.
Attempting an ABM strategy, let alone an ABX strategy, is a futile initiative if your sales compensation or team isn’t set up to with strategic accounts by territory.
Marketing can also invest heavily in a MarTech stack to support a digital target account model but the sales organization doesn’t embrace the digital technology.
Furthermore, if the digital marketing and field marketing teams aren’t aligned on an ABM model across 1:Many, 1:Few, and 1:1 marketing and who does what, it can create hiccups in the progression from 1:Many and 1:1 conversions toward your strategic account endeavors.
And don’t forget the channel’s role with strategic accounts also isn’t operationally aligned with direct sales and marketing, all these areas can result in disjointed efforts, missed opportunities, and wasted marketing spend.
Sales and marketing alignment are so critical when embarking on an ABM strategy in marketing.
Without robust partner and influenced pipeline reporting capabilities, scaling demand generation efforts to, through, and with partner marketing becomes challenging, as the impact of these collaborations cannot be accurately measured and you are running blind to the effectiveness and ROI of your partner marketing initiatives and spend.
When your brand promise doesn't resonate with the internal culture, values, and behaviors of your organization, it erodes trust and consistency in customer experiences, undermining marketing efforts. This ultimately has an impact on your sales cycles or customer retention.
According to a study from Zendesk, “After more than one bad experience, around 80% of consumers say they would rather do business with a competitor.”
Failure to synchronize marketing planning and demand generation timelines with customer buying journeys and sales cycles can result in mistimed campaigns and missed opportunities for engagement.
Lack of internal alignment on what marketing nomenclature can also cause disruption in your operational approach internally. Salesforce's definition of a "campaign" as a field in their CRM solutions vs. marketing’s definition of a campaign can lead to confusion across your executive team, sales organization, and within marketing that impacts the scope of strategies, model for campaign effectiveness, and tracking and budget allocation.
When marketing strategies do not align with the sales plays that the sales team is incentivized and compensated on, it creates friction and disconnect between the two functions, hampering overall business growth.
In the evolution of a product-led growth go-to-market model, failure for corporate marketing web teams and product teams to define responsibilities of the overall web and product experience, particularly with PaaS, SaaS, or IaaS products, can result in disjointed user experiences, delays in the product roadmap, and disruption to your marketing to leverage the digital space for marketing purposes in accelerating the customer experience.
Undertaking a digital transformation without considering the necessary change management practices to support cultural shifts internally can lead to resistance, inefficiencies, and, ultimately, failure to realize the full potential of digital initiatives.
Many times companies live comfortably in the physical event space but transitioning to address customer and prospects who are accustomed to a digital experience is difficult as it requires a change in organizational skills, culture, and approach to marketing. Digital is organic and amorphous yet culturally organizations struggle with that operational approach from “one and done” to “optimize and evolve.”
Recognizing and addressing these signs of operational hindrance is crucial for aligning marketing efforts with business goals, enhancing efficiency, and maximizing the impact of marketing investments. Organizational structure and operational models and processes direct behaviors that if modeled appropriately transform into the effectiveness of team dynamics, optimized workflows for efficiencies and scale, and effective budget allocation for ROI for collective business success.
As AI evolves from a buzzword to a reality, and people see real, measurable productivity gains, the question now is: How's AI adoption going for you and your organization? Are you part of a culture that prioritizes employee development in AI-related skills? If not, there will be consequences.
As the world becomes increasingly reliant on AI, organizations need to prepare employees for adoption. By prioritizing employee development in AI-related skills, it will ensure you stay competitive, innovative, and resilient. (By the way, "AI-first" is the hip, new way of saying that you prioritize using AI tools over existing processes.)
“AI won’t replace your job. But people using AI will.”
This popular quote remains accurate, but I much prefer this older quote when thinking about AI adoption:
"Standing still is the fastest way of moving backwards in a rapidly changing world." —Lauren Bacall
Organizations aren’t putting enough emphasis and resources towards empowering their workforce to learn. I’ve spent the past year supporting companies in becoming AI-first, and they all seem to struggle to begin providing tools, and then create space to learn how to use those tools. Leadership looks at resource spend, wondering when the optimization will kick in, but doesn’t emphasize building the culture and foundation first.
Here are the four things guaranteed to happen if you don’t adopt an AI-first mindset in your organization:
AI-first companies are proving to be more efficient, productive, and innovative. Your lack of implementing AI effectively will make it increasingly difficult to stay ahead of your competition.
“It’s clear that businesses that don’t focus on incorporating AI into their marketing strategies will be quickly outpaced by competitors.” —Andrea Warmington
AI tools are great at analyzing data and providing insights that will help you make better decisions. Without the latest advancements supporting your business decisions, you can expect decreased productivity and increased costs in the long run.
“Beyond automating tasks, the other more remarkable impact of AI on an enterprise will be on decision-making: Large organizations still struggle to make good decisions on time.” —Jay Dwivedi, President of xInvest Consultants
Even in today's job market, employees are looking for more than just a paycheck. They're seeking companies that offer opportunities for growth and development. When an organization fails to adapt and innovate, it can lead to frustration. This results in top talent leaving the company, making it even harder to attract and retain new talent.
“When a high performer walks out the door, it’s a huge loss – for you, your team and the company. Not only do you lose their unique skills, knowledge and energy they brought to the work, you lose customer and vendor relationships.” —Andria Taylor
In this rapidly changing environment, innovation, agility, and adaptability are crucial. Without investing in your employees' AI learning, you’ll struggle to adapt, which will ultimately lead to missed opportunities and stunted organizational growth.
“The playing field is poised to become a lot more competitive, and businesses that don’t deploy AI and data to help them innovate in everything they do will be at a disadvantage.” —Paul Daugherty, Chief Technology and Innovation Officer at Accenture
The consequences of ignoring AI are far-reaching and can have devastating effects on a company's competitiveness, innovation, and overall success. Investing in your people is a strategic imperative for businesses looking to thrive in today's fast-evolving landscape.
Get a list of free resources and help your people get up to speed on AI tools faster at The Grai.
With economic uncertainty and the ever-increasing competitive job market, it's not uncommon for job seekers to take a job that isn't in their target industry. Although it's tough to stay happy at a job you don't necessarily want, that doesn't mean there isn't an opportunity to grow professionally.
No matter what profession you work in, the more effort you put into advancing your skills, the better your chances are of growing into your role or setting yourself up for an opportunity in your desired industry/career.
If you're worried you might not be getting the experience you need, here are three ways to keep fortifying your professional talents and upskill at your current job.
Whether you're a writer working in sales or a business major working at a bank, there's always some way of using the skills you've studied and practiced—wherever you go. You just have to actively seek out those opportunities.
For instance, if you're looking to be a reporter someday, but your current job involves office administration, find a way to make up writing projects to help strengthen your craft. Perhaps you could write a summary of the company on the company website, blog about the company, or even try to connect with other vendors via social media.
There are always ways to hone the skills you've already gained to add value to your current workplace.
Taking on tougher tasks will help challenge you in the work field, and asking your employer for more responsibilities shows that you're not afraid of a challenge. It also helps you stand out from the other employees in all the right ways.
It's a win-win: you get to put your skills into practice and your employer has less work to think about. Besides, even if your current job isn't in your professional industry, not excelling at a job doesn't exactly make you look like a professional.
Even if you're not into blogging or posting on social media, learning how to market your company will help you learn more about who you're working for. The more you know about your employer's business, the easier it will be for you to figure out how you can continue to be a valuable asset to that company.
In addition, this shows additional initiative. Employers love employees who are always offering new ideas that can save or make the company money. The more you contribute, the more you make yourself an indispensable employee.
From all these efforts, you may end up growing fond of the job you're working. And even if you don't, you're making legitimate attempts to grow professionally, and gaining valuable experience and skills that will eventually help you land your dream job.
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To build efficiency, scale, impact, and demand for your business, an aligned go-to-market approach isn’t just a nice-to-have; it’s a requirement. Siloed functional success can sustain your business, but to truly maximize your ROI and impact in the market for exponential growth, an integrated go-to-market approach that has strong internal worldwide alignment is critical for the collective success of the business. With over 20 years of experience leading integrated marketing initiatives, I’ve learned that there is both an “art" and "science” approach to building global alignment with a “cast of thousands.”
The “science” behind how you structure, model, and operationalize your internal approach helps to naturally foster and facilitate organizational collaboration. The “art” behind how you build alignment and momentum is by being observant, astute, and in tune with what is happening both internally in the business and externally in the market. And by listening and tuning in, you can pick up on opportunities that will help you garner momentum.
Here are the eight lessons I’ve learned in garnering successful internal global alignment:
If you aren’t set up with a “hub-and-spoke” organizational and operational model as a PMO-like structure, organizational behaviors from a lack of structure like this can sabotage the day-to-day working behaviors.
Define a core, centralized go-to-market and integrated marketing planning function led by your global integrated marketing strategy team in conjunction with executive input, product, product marketing, sales, and regions as the core “hub” for building alignment.
The go-to-market business and marketing strategic guidance set the stage for the "spokes" or the multi-disciplinary marketing team to align directionally with their contributing plans.
I’ve learned that this operational hub-and-spoke model sets the stage for a core “hub” team to inspire a shared vision for your cross-functional marketing team to get behind. Without alignment upfront of these strategies that are developed, you will lack buy-in, struggle, and come across obstacles and hiccups, not only creating costly cycles for your business but diminish the impact you make for the business through delays opening room for your competition to take advantage of it.
Set upfront expectations on the approach to planning and map out key milestones and deadlines for each team’s contributions when building an end-to-end planning and execution process. Solicit feedback so cross-teams have ample time to formulate their strategies and plans as these teams’ contributed plans are the legs to prop up and support the business's integrated go-to-market and global marketing strategies.
Besides the “science” of establishing the planning process and timelines, I’ve learned that the small gesture of soliciting feedback on the key milestones and giving teams ample time delivers a subtle but important message that you have the cross team’s back and value their time.
Respecting the expertise and contributions from cross-functional teams should be a given but I’m often surprised that isn’t always the case. The specialized expertise and perspective that each function brings in informing, shaping, strategizing, and executing is important to take into consideration. No one person can garner the depth of expertise contributed by each cross-functional team. Respect for their experience and contributions is so critical.
Sales can bring a customer-focused view you may not be privy to. Regional marketing has local market dynamics and cultural insights to share. Legal will provide ensure you manage risks when it comes to adopting new technologies in marketing like AI. You may come across gaps; in this case, it’s important to support those areas in however many ways you can contribute to their success. Jointly problem-solve, troubleshoot, and brainstorm to support the gap and in some cases, leverage data to help with addressing the gaps.
Are you using language that fosters a team-oriented culture in your communication? Using words like “we,” “the team,” and “together” go a long way in fostering inclusivity.
Along the way, there will be wins to highlight and celebrate together. When working closely with cross-functional teams, you can partner to establish KPIs and metrics. It’s important to play a role of giving visibility to executive stakeholders and the cross-functional teams worldwide of those wins and progressions by reporting out those metrics and acknowledging those individuals and cross-functional teams who are making those wins happen both short and long term.
Not only does this encourage the heart of those working hard to support your global strategies but it provides incentives for those teams to strive towards achieving and even exceeding their contributions. I’ve learned that being a “behind the scenes” leader and evangelizing the contributions of the cross-team by highlighting their wins helps to foster a tighter team.
In addition, it’s important to be on the hunt for the right win at the right time. It can stoke a fire that trailblazes the momentum you need to garner excitement and encouragement that spreads throughout the organization.
I've learned that transparency and prioritizing the best interests of the business foster collaboration and prevent divergent strategies with cross-team activities.
While it is natural that cross-teams have a unique perspective to offer, the key is understanding what is driving that and making sure it’s connected with the greater good you are all trying to accomplish. In addition, it's critical to provide objective transparency about what you know, hear, and learn so that the virtual cross-team is always armed with the latest insights. This will be valuable in enabling the cross-functional team to optimize their support initiatives and stay focused on what's best for the business by staying continuously informed. Transparent intent and communication are vital for staying focused and aligned.
It’s easy for subjectivity to start to creep in with a dynamic, worldwide cross-functional team of a “cast of thousands." I’ve experienced situations where there can be a lot of opinions that aren't grounded on facts, metrics, or research, and subjective opinions come into play that can steer activities in the wrong direction.
By maintaining an environment of neutrality and objectivity that is grounded and backed, it helps to maintain alignment. Anytime subjectivity of opinions comes into the conversation, disagreements within the team are bound to happen throwing the entire team off their path. Remind the team of the task at hand and facilitate the conversation to shift towards one based on facts, data, and evidence.
That subjectivity I just mentioned can be a grey area that creates differences of opinions at times within the cross-functional teams. Data can be your tool in helping to facilitate agreement with the teams who have differing views. I’ve learned not to limit the scope of data to just your marketing metrics data. Consider third-party market data, competitive intelligence, analyst research, input from sales insights, and customer support experiences in helping facilitate the differing perspectives within and in helping to prioritize.
When a “cast of thousands” cross-functional set of teams worldwide are aligned around a shared vision, magic happens. People work cohesively. They feel empowered. They are acknowledged for their contributions and take pride in the joint effort. All led by an agenda that focuses on what is best for the business. It can cultivate an undercurrent of positive change and transformation that can weather the storming phase of the forming, storming, norming, performing change management cycle.
I want to take a minute to talk about the word "unemployed." If you're one of the millions of Americans who are unemployed right now, I want you to listen up because I want you to stop using that word in your vocabulary from this day forward.
It is a negative word. It is a defeatist word. It sounds definitive, drags you down, and impacts your job search.
Trust me, I know this to be true.
What I want you to do is replace "unemployed" with the term "between positions" or "between jobs" because that's really what you are. In my book Awakening Your Inner Workplace Renegade, one of the new career rules for success is understanding that every job is temporary.
In this day and age, people can have as many as nine careers in their lifetime with an average of three jobs in each career. Having gaps in employment is the new normal!
via GIPHY
It is natural, normal, and common for people nowadays to have times in their lives when they are between jobs. It's just a fact! This means we shouldn't feel bad about it. It is what it is. And that's why I'd like to banish the word "unemployed" from your vocabulary.
Let's never say that word again. If someone asks you what's up with your career, simply say you are between jobs.
But saying you're "between jobs" won't make your employment problems disappear.
Did you know the average job search in the U.S. is five months? And that's in a good economy. Why does it take so long? Because most job seekers don't understand the new rules for career success and how they impact their job search.
If you want your time between jobs to be as short as possible, you need to educate yourself on the best way to ensure your skills are in demand. If you want to learn how to do that, check out my book or become a Work It DAILY member, where you'll receive affordable, on-demand career coaching that will help you find career satisfaction.
We won't even mention it from this point forward. You are between jobs and busy learning what you need to do to speed up your job search. You can do this. Don't let your circumstances impact your mindset.
P.S. If you are between jobs, be sure to check out my YouTube video below on the 3 words never to use in your profile headline as it relates to this same topic!
Are you struggling to figure out what you want to do for a job? Well, I'm about to give you some advice that will help speed up this journey for you.
You need to understand a specific framework in order to get the results you want and deserve. The reason you can't figure out what you want to do is that you don't understand what your unique value add (UVA) is. What are the aspects of your professional strengths that you would most like to use on a daily basis? When you figure that out, you can take jobs that, by their nature, will make you feel satisfied and happy.
Now, why didn't they teach us this in school? I don't know, my friend. But there are a couple of things you can do to figure out your UVA, and it starts with a professional strengths assessment.
There are two key areas that I have all my clients start with. At Work It DAILY, we have seven proprietary assessment tools that our members take to unlock their full UVA so they can identify and target companies. But for starters, so I don't overwhelm you, let's focus on two easy and free assessment tools.
The first tool is the Communication Style (ISAT) Quiz. Think of your communication style as your workplace personality. This is going to help you understand how others perceive you in the workplace. People perceive innate strengths in you based on your personality/ You need to know that about yourself. You need to know how others see you. And you need to make sure that you're choosing jobs that play to the strengths of this workplace personality, this communication style.
The second tool is the Career Decoder Quiz. This quiz will tell you what your top workplace personas are (aka how you like to do tasks and add value at work). There are eight workplace personas, eight ways that we create value on the job, and we can do all of them, but we tend to prefer two or three. When you know what your top three workplace personas are, you can then take your personality and your personas and start to match them to careers that are going to be a fit for you, careers that are going to make you feel satisfied and successful on a daily basis.
When we put personality and personas together, we can help you identify career paths that will be the right fit for you. To make this easier, I put together a free Professional Strengths Workbook you can download that will walk you through taking these two quizzes and how to assess the results.
This is going to empower you and help you unlock your UVA. Better yet, when you talk to employers in your job search, you now understand what you need to market about yourself so that they see you as a fit because when you know more about your personality and your personas you can leverage those as strengths in job interviews to get the job.
You need to start doing a professional strengths assessment to unlock your personality and your personas, and this will get you on the right path.
There are lot of specialized groups on LinkedIn that professionals can join in an effort to boost their networking strategy. However, just joining a group isn't enough. Much like managing your LinkedIn profile, making the best use of being a member of a specialized group comes down to activity and management.
If you want to take full advantage of being a part of one of these LinkedIn Groups, here's what you need to do.
One of the easiest ways for others to take notice of you on LinkedIn is through discussion, and it's the same for LinkedIn Groups.
Take part in the group discussions by posting a question of your own, providing an intelligent comment to other posts, or sharing relatable information with the group. No one is going to notice you if you're just standing on the sidelines observing what goes on in the group.
Going along the first point above, as you consider what to post, comment, or share, make it relevant to your profession because it will help display your expertise on a particular subject matter. It's not about leaving a generic comment or random post but building on the personal branding message you want to leave with people.
Remember that when companies are searching for potential job candidates, the more activity you have the better your ranking will be in LinkedIn's search engine.
Many employers, hiring managers, and recruiters will join professional groups on LinkedIn to help source talent and they will post any new job openings there.
When you find a job opening you like in a group, you already have a slight lead over other job seekers who are simply relying on the traditional job boards because you can now make direct contact with the person who posted the job and share the fact that you are both part of the same LinkedIn Group.
The beauty of joining a LinkedIn Group is you can now message any other member who's joined the group. Start a one-on-one conversation with the individuals you admire and who you believe can offer valuable advice to help you through your job search.
When you approach individuals genuinely, most will openly respond. This is not to say you have to send an invite for them to join your network. Just simply get the conversation started.
LinkedIn clearly has many advantages to helping job seekers but knowing how to manage your LinkedIn profile and what activities to take part in are important to the process of making it work for your job search efforts. Follow the tips above to make the most of any LinkedIn Groups you decide to join. Happy networking!
How long has it been since you last updated your resume? A few months? Years? During your last job search? If you haven't taken a look at your resume in a while, it's probably in need of some good TLC.
It's important for every professional, not just job seekers, to update their resume regularly. Careers take unexpected turns. You always want to be prepared in case you suddenly need to find a new job. Remember, every job is temporary. You don't want to waste time bringing your resume back from the dead when you should be focused on applying for new positions.
If you have cobwebs on your resume, here are three ways to bring your resume back to life so you can land more job interviews and get hired.
In order for your resume to actually reach the hiring manager, it has to get past the ATS. Optimizing your resume with keywords is the best way to accomplish this. And you can't properly optimize your resume if you're not customizing it for each position you apply for.
Look at the job description before customizing your resume for the job you're applying for. Most job seekers don't realize that they could be missing out on job opportunities if they fail to do this. You need to customize your resume for each position you apply for, and it's because you need to get your resume past the ATS, which is only possible if you have the right kind (and amount) of keywords on your resume. Customizing your resume means you're including the keywords from a specific job description to give yourself a better chance of landing a job interview for that specific position.
After reading the job description, pick out the specific skills, technologies, and terms the employer mentions in the job posting and add them to your resume if they match up with your experience and qualifications. If the ATS reads your resume and sees that it contains enough of the keywords the employer is looking for, you'll "pass" as being qualified for the position and your resume won't get tossed. You won't get screened out of the hiring process because you'll be considered a qualified job candidate at first glance. A lifeless, unoptimized resume won't get you that far.
Nothing makes it harder for hiring managers to get the information they need from your resume than outdated, inconsistent formatting. Maybe it hasn't been that long since you updated the content on your resume. But when was the last time you updated your resume format? Have you just been adding more and more text to it? Moving sections and bullet points around? Stretching the margins so everything fits on one page?
If you actually want hiring managers to read your resume, you need to make it readable. This means making sure you're using a simple resume format and a clean-line font like Arial or Calibri. It also means making sure you have enough white space so you don't overwhelm the reader. If you're stretching margins and trying to cram everything onto one page, chances are your resume doesn't have enough white space. Use bullet points and one-inch margins to avoid large blocks of text that hiring managers will just skip over. You want to make it easy for hiring managers and recruiters to see your value. Don't make it difficult for them to see your skills and accomplishments.
With an outdated resume format, you also run the risk of looking old and out of touch, which won't help your case if you're already worried about age discrimination. So, one of the best ways to bring your resume back to life is simply by updating your formatting.
What good is updating your resume if you don't show what you've accomplished since the last time you updated it? Take a look at your resume in its current state. Do all of your bullet points contain numbers? Do you have measurable accomplishments that prove you save or make companies money? If not, your resume still has some cobwebs. You still have some updating to do.
Breathe life back into your resume by quantifying your work experience. Add numbers to each bullet point in the "Work History" section of your resume. Think about what you have accomplished at work. Think about the service you provide as a business-of-one. What is your specialty? Do you get results? What have you accomplished that proves you're a valuable employee? If you can't quantify something, it doesn't belong on your resume.
Including numbers on your resume not only shows hiring managers what you can do but also helps your resume stand out from the competition. They give hiring managers something tangible on which to measure your success and potential. If there's one thing that can bring your resume back to life, it's quantifiable information.
An updated, well-formatted, optimized resume is the best way to market yourself to employers and stand out in the first step of the hiring process. If employers can't see exactly where and how you add value, then that's going to decrease your chances of landing an interview.
Thankfully, there's an easy way you can learn how to build a customized, strategic resume that gets past the ATS and impresses hiring managers.
Become a member today and get access to premium courses like "The Resume Plan."
Have you thought about how much problem-solving you typically do each day? If you don’t think very much, you may not be giving yourself enough credit.
Individuals typically solve numerous problems throughout the day for both personal and work. While many problems are solved consciously, you also engage in an unconscious problem-solving process throughout the day. These may involve automatic or instinctual responses to familiar situations as well as subconscious processing of information and experiences that influence decision-making. It could involve routine tasks, strategic decisions, and unexpected situations.
Problem-solving skills are essential because of their wide-ranging impact (and are listed as a required skill in many job descriptions). It fosters adaptability and resilience, enhances decision-making, enhances critical thinking and analytical skills, and drives innovation and creativity. So, learning from failures and adapting your approach based on feedback and new information is important.
There are several problem-solving techniques. Depending on the situation, some techniques will lend themselves and be more effective than other techniques. Some popular problem-solving techniques are brainstorming, PDCA (Plan-Do-Check-Act), and root cause analysis (RCA).
Brainstorming is a creative technique that involves generating many ideas. It encourages individuals to generate ideas without judgment, potentially leading to innovative solutions. To generate a diverse collection of ideas, it’s crucial to have a diverse group of individuals with varied backgrounds, perspectives, expertise, and roles. Other considerations:
For example, if the organization wants to revamp its social media strategy utilizing gen AI, it may benefit from having a brainstorming session. Afterward, it may use the PDCA (Plan-Do-Check-Act) technique to see how well the implemented strategy is going.
The PDCA (Plan-Do-Check-Act) is a continuous improvement cycle used to address problems or make improvements systematically and iteratively. It involves planning a solution, implementing it, checking the results, and acting on the findings to further refine or adjust the solution. PDCA’s popularity stems from its simplicity, flexibility, and effectiveness in driving continuous improvement.
Root cause analysis (RCA) is used to identify the underlying root cause of a problem. It involves identifying the root causes (versus addressing its symptoms) responsible for a problem and then addressing those causes to prevent the problem from recurring. Some components of an RCA are:
I like creating an RCA report after a system outage. It explains the 5 Ws—who, what, where, when, why—and how the outage occurred and to prevent it from happening again. It’s imperative to share the RCA report with your business partners.
Reflect on your problem-solving skills and commit to continuous improvement. If you want to improve your problem-solving abilities start by clearly defining the problem and practicing critical thinking and analysis. Do you have any experiences, insights, and perspectives on problem-solving to share?
For more information on the importance of having strong problem-solving skills, follow me on LinkedIn!
Quantifying your accomplishments on a resume is very important since employers do not make important hiring decisions based on qualifications only. Recent college graduates often struggle with how to quantify their accomplishments. However, accomplishments aren't only about big numbers. Anything that contributes to the company's goals is an achievement.
Even as an intern or recent college graduate, changing a process to improve the ease or speed of a task is an accomplishment. You should be able to find some achievements from your course or work experience. It is easy to impress the interviewer with examples of increasing profits, decreasing costs, or streamlining processes.
When asked about accomplishments, don't say clichés answers like, "I got 2:1," or "I got a driver's license." Having a degree is hardly going to make you stand out from the crowd. Ideally, you would want to mention something tangible that you can measure (e.g., if you raised money for charity, how much did you raise in the end?).
As with competency-based interviews that usually focus on behavioral questions, you should aim to use the STAR technique when quantifying your accomplishments.
If you're still struggling to come up with something, think about whether you've done any of these:
Here are some examples of quantified accomplishments for recent college grads:
You can choose a professional accomplishment that's related to the role, such as exceeding sales targets in your part-time job, but you don't have to. It's more important that it's an achievement you're genuinely proud of.
Good luck quantifying your accomplishments on your resume! We're here for you if you need any more help navigating the post-grad job search.
Download the My First Job Workbook to learn how to use your personality and passion to get hired. It's the best free resource you'll use in your job search—and the only one you need to land your first job.
I love working with recent grads in their job search. After 12 years in school, they are experts at learning—which makes teaching them easier. They're like sponges. They learn and do. They have no bad job search habits, so teaching them is fun because I get to see their reaction when they get positive results for the first time.
The difficult part? The job search for recent college grads stinks right now.
I already knew things were bad. I deal with it on a regular basis when helping new grads find jobs. In fact, I can read their minds. That's because, after graduation, there are four things that make graduates really, really mad. My job is to help them get past the anger and get hired.
If you know a recent college grad, please pass these 11 job search commandments on to them. If you are a recent college grad, take notes. These commandments are laws to live by in the next six months as you embark on your next big challenge: landing a job.
No two graduates are the same. Each has different skills, abilities, needs, and wants. Just because your friend gets a new job doesn't mean they are better than you. Keep the blinders on and focus on your job search, not theirs.
Jealousy is a useless emotion that derails a job search. Besides, your friend might be able to help you get a job. It's in your best interest to be genuinely happy for them!
Don't delay your job search. Employers see it as acting entitled and lazy. Get in gear—right now! Trust me, you aren't going to find a job in the next two weeks. And job search isn't a full-time gig.
Carve out time every day to work on your job search and you'll still have plenty of time to enjoy the summer. Before the temperature cools down, turn your job search success up! It's about working smarter, not harder.
Your resume isn't going to get you the job. Networking is.
Don't waste time trying to make your resume perfect. At this stage in your career, there just isn't that much you can put on it to impress employers. The "wow" factor will come from you being smart, articulate, and engaging—which doesn't come through on paper. You have to meet people to make that happen.
Networking is the most powerful way to get hired. Yet most recent grads assume because they've never worked they have no one to network with. Wrong!
People love helping recent grads. Learn to "informational interview" and set up as many as you can. The sooner you learn to network, the sooner you get hired.
Most recent college grads feel they're overqualified for many of the entry-level jobs posted. However, most employers feel you're not, and may even have unrealistic expectations for an entry-level position.
The hard reality is you don't have the work experience for anything but entry-level jobs. The sooner you take an entry-level job and work at it for six months, the sooner you can start applying to the more exciting jobs that are currently out of your reach.
While the entry-level job you take will not be your dream job, that's okay because you won't be there very long. You'll either excel in the job and get promoted or get experience and be able to apply for a better job.
"Every job is temporary," is one of our mantras at Work It DAILY, which is why you always have to improve and work on your career every day. Whether you're looking for your first job or a new one, you need to keep that mindset. It will pay off, we promise.
The number one complaint corporate America has about recent grads is their perceived lack of professionalism. Read up on attire, attitude, verbal communication style, and so on. The more prepared you are, the better the first impression you'll make.
The number two complaint corporate America has about recent grads is their poor written communication skills. Spelling, grammar, and so on.
Be very careful when writing cover letters, emails, and any other written communication related to your job search. One typo can get you disqualified!
You'll apply to dozens of jobs and have as many as 10 interviews before getting an offer. There is a learning curve to getting hired, and it happens with practice.
Expect to get passed over for jobs and learn to cope with the rejection. The sooner you can pick yourself up and get back to the job search, the sooner you'll get another interview and eventually an offer.
For the last four years, social media has been used for your enjoyment. Now, it's time to use it for your job search.
Clean up the Facebook page and Instagram account, get yourself set up on LinkedIn, and study how people are using TikTok to meet hiring managers. Use social media to build an online presence that when searched by a recruiter (and trust us, they will look you up online), what they'll find is a recent grad who's clearly ready to enter the workforce.
A strong social media presence can literally land you a job interview. Engage in best practices for social media to advance your career.
Getting your first job will be thrilling. I mean over-the-top incredible. That being said, refrain from posting the good news all over the internet and making it your first topic of conversation with friends. Why? Go back to commandment number one.
Remember: You'll be surrounded by people who haven't gotten their first job and will be jealous. Be the bigger person and keep a low profile on the new gig. Of course, if asked, you can share the good news, but do your best to redirect the conversation after that.
Show how humble you are. You just never know at some future date that person could remember your gracious attitude and be willing to help you get your next job because of it. The friends you make now will be the colleagues you network with in the future. Treat them kindly and it will pay off in the long run.
Follow the commandments above and your job search will be less painful and more effective. And keep this list handy as a reminder you will make it through. You can do this!
The job search market has completely changed. It is now an employer's market. Companies have a lot of options to choose from, and they're being very strategic and picky about who they hire. They're also being budget conscious; they want the best bang for their buck, the greatest return on investment. So, how do you successfully negotiate salary in this kind of labor market?
If you want to negotiate a higher salary in 2024, follow these three critical salary negotiation tips.
Many hiring managers are given a set salary or bonus structure for a new hire that they're told not to exceed. With that in mind, if a company has the salary range for a job publicly listed in the job description, please understand that they're not even going to entertain talking to anybody who doesn't agree to that amount.
So if your walkway rate, which is the least amount of money you could accept without having to still look for another job, is not in that range, it is not worth your time to apply.
If they post a range, you better be in that range—or don't bother applying.
The interview process is where you make sure that you get the highest amount of money possible, and you're going to accomplish that through evidence-based answering.
Evidence-based answering is when you provide very clear and concrete examples of how you achieved results in your career that show you can do the job. You can't just say that you have the experience and give hypotheticals in this competitive market. You need to provide the evidence with storytelling.
At Work It DAILY, we call this storytelling technique the "Experience + Learn = Grow" model. It's a framework for making sure that you answer behavioral interview questions correctly, giving the right amount of evidence to prove your value.
When you correctly use evidence-based answering in a job interview, you are proving to the hiring manager that you have the value that they need. I talk about how important your unique value add (UVA) is all the time. You demonstrate your UVA through this kind of evidence-based answering.
When you get the job offer and it's time to negotiate salary, you should have a two-column table ready to give to the hiring manager.
In the first column of this table, list all of the things that are required to do the job you're interviewing for. Go back to the job description, but also add in anything else they told you through the interview process that is a requirement to do this job.
In the second column, match up your experience to these requirements. If they said you need five years of experience and you have seven, put seven in this second column. If they said you need to be able to do a certain type of project and you've done it 20 times, say you've done that project 20 times.
Then, go through the document, and any place where you exceed the requirement that they asked for, highlight it in green.
This becomes the document that you are going to use to negotiate a higher salary so that if you get the offer and the salary is lower than what you expected, you can go back to the hiring manager and say...
"I'm really honored and excited to get this job. However, I was hoping for X. I put together this table because this shows that I not only meet all your expectations, but in green, you can see where I exceed them. I truly believe I'm going to give you the best return on your investment if you pay me X, and I would love it if you would consider that because it would give me the confidence that you believe in me and I will make sure I am worth every penny."
These three tips are going to help you maximize your salary negotiation in this current job market. Spending the time to create a table and use evidence-based answering in the job interview will make all the difference. You don't want to wing it. The more you prepare for salary negotiation, the better off you're going to be. I promise.
Congratulations, recent college grad! You've worked hard to get that degree and should be incredibly proud of your accomplishments. However, we know it can be easy to feel overwhelmed as a recent graduate, especially when you're navigating the job search.
That being said, we all need a little inspiration once in a while when we're applying for jobs and trying to decide which path is the right one.
Here are some great inspirational quotes recent college grads can turn to if they're feeling discouraged by the job search process.
As a recent college grad, you'll probably apply for quite a few jobs. There's a good chance that not all of these jobs will get back to you and request an interview.
Rejection is a part of the job search, and it's something everyone goes through. The key thing to remember here is that you have to bounce back after getting rejected.
Does getting rejected sting? Of course. However, it's how you react to getting rejected that will define how the rest of your job search goes.
Trust us, you aren't doing yourself any favors by procrastinating your job search. Put your best foot forward in your job search, starting today. Need to clean up that resume? Do it now. Is your LinkedIn profile incomplete? Fix it up today!
By doing the very best you can do today, you help prepare yourself for a better tomorrow.
For example, if you fix up your resume and cover letter today, and your dream job pops up tomorrow, you'll be ready to apply with the best materials at your fingertips.
You never know when these big opportunities will come up, so it's crucial for you to always be prepared to showcase your amazing skills.
The sky is truly the limit when it comes to what you can do as a recent college graduate.
You may think it's impossible to launch your own startup or apply for your international dream job, but the truth is that you can do anything you set your mind to.
Now we're not saying it'll be easy. There will definitely be times you want to drop everything and give up. However, it's crucial that you keep your goals in mind, and do whatever you can to achieve them.
Believe in yourself and what you're capable of doing. You made it through college, after all—that's a huge accomplishment, and it proves that you can set a big goal and achieve it.
Here's the thing about career, and life in general: It's unpredictable.
What you want at age 22 may not be the same thing you want at age 30. And that's okay.
You have the right to change careers at any point in your life. Think about it: We usually spend 40 (or more) hours per week at work. That's a lot of time. So if you aren't enjoying what you're doing during that time, why wouldn't you change it?
If you decide down the line that the career you chose to pursue isn't for you anymore, it's okay to switch gears and go after new opportunities.
Think about your college major. Why did you choose that specific one? If you have a passion for something and you know it makes you happy, then pursue it.
At the end of the day, you're the one who is building a life you love, and part of that life will be your career. Do something that makes you happy and inspires you, and the rest will fall into place.
Things you may not like will happen throughout your career. You may not get a callback for your dream job, you may be let go, or you may get passed up for a promotion. You can't control these things, but you can control how you react to them.
It's how you respond to these situations that will define who you are as a working professional. Are you going to dwell on what happened, or are you going to grow from it?
Everyone has to start somewhere in their career.
As a recent college grad, you may be thinking of ways you can get ahead at work, especially if you're in an entry-level position. However, remember that Rome wasn't built in a day—and your career won't be built in a day, either. You're just starting out, so give yourself a break.
Sometimes the hardest step to take is the first one. But once you do take that first step, it'll be well worth it.
When you're just starting out in your career, it's important to build habits that will set you up for success. No matter what you do in your career, you should always strive to give it your all and put your best foot forward.
Doing the best you can every single day on the job will help you add tremendous value to your company. Plus, getting a great reputation as a quality worker will help boost your personal brand.
So if you're just starting out, do yourself a favor and pay extra attention to the habits you're building. They will create a solid foundation for you to build your career success.
It can be really easy to get intimidated in the job search, and even when you land your first job out of college. There may be obstacles or projects thrown your way that you have never dealt with before, and you may not be sure how to handle them. This quote says it all. The most effective way to do something is to go ahead and just do it.
Want to apply to that dream job? Do it. Want to pitch a brand new project at work? Do it!
You're not going to get anywhere if you stand idly by. Be proactive and go after what you want.
This quote is simple but highly effective. It can be really easy to come up with excuses as to why you're not meeting your goals. However, it's important that you don't give excuses and hold yourself accountable during the early stages of your career.
Also, don't be afraid to not take the excuses that may come your way. If you know something needs to be done, and it's not getting done, hold others accountable for their actions.
Recent college grads may be intimidated when entering the job search, but it isn't as scary as some may think. With the right preparation, college grads can enter the workforce confident and ready to take on any career challenge they may face.
In today's job market, your resume is the most important document you have to get your job application into the hands of the hiring manager. If you can't get your resume past the ATS, it doesn't matter how much experience you have or how good your cover letter is. That's why you need to be strategic and intentional about the words you include in your resume.
When a hiring manager sees the same old resume time and time again (which includes the cliché words and phrases such as "highly dedicated individual" or "great team player") you are guaranteeing that your resume will be tossed. Not only is it probably not optimized with the right keywords, but by taking up space with subjective statements, you're missing out on the chance to quantify your experience, skills, and accomplishments on your resume.
Poorly chosen words and clichéd phrases can destroy the interest of the reader. Powerful words, when chosen correctly, can have the opposite effect—motivating and inspiring the reader.
Here are the most powerful resume words you should use to stand out from the competition and increase your chances of landing a job interview...
The next time you're writing your resume, be sure to include some of the powerful words above. The success of your job search depends on it!
There are two kinds of job searches: reactive and proactive. Most people use reactive job search strategies, which means they look for job openings and then apply for the ones that interest them. So, when you send your resume to recruiters and respond to job board postings, you are really at the mercy of what comes up.
In a proactive job search, you pick the companies and the jobs you are seeking. That way, you get the job you chose and worked to get versus just hoping a good job comes your way through recruiters and job boards.
Before you start your job search, make sure you have a well-optimized resume and LinkedIn profile, since employers will use these to see if you're a great candidate for the job. Once you've updated your resume and LinkedIn profile, you're ready to begin your proactive job search.
Here are four key steps in a proactive job search.
There are a number of ways you can identify companies. Start by making a list of 10-20 companies you think you would love to work for. This is your interview bucket list.
Talk to your friends and colleagues and see who they recommend as well. Note that LinkedIn has a very strong company search feature that can help. Go to LinkedIn, click on the search bar, and hit enter. Then, select the "Companies" filter at the top of the page and search.
If you find a company that interests you, click on its profile and see if you're passionate about a product or service it provides, or its mission. If you are, then you should probably add the company to your list.
The next step in a proactive job search is to learn more about the organization and determine if it is a place you really want to work. There are a number of ways to do this. The first thing to do is to visit the company website and go to the "About Us" section. You can review the company's history, products, and services, and make sure to check out any press releases to see the latest newsworthy events.
Make sure you look at the company's blog too—if it has one—as it gives you a good idea of the company's areas of expertise and corporate culture. Also, check out its social media accounts to get a better idea of the company culture, and remember to follow them.
Also, there are a number of excellent tools like Glassdoor that provide anonymous reviews of thousands of companies, salaries being paid, reviews of the corporate culture, and evaluations of top executives. Sometimes they will even show you questions that are asked in an interview. It's a good idea to research companies on this site and on similar sites during your proactive job search.
Go back to LinkedIn's company search capability and enter the name of the company that interests you. Note that when the listing comes up, it will tell you how many people in your network are employed there. This is a good place to start and you can reach out to these people for assistance.
Tip: People respond much better when they are asked for advice versus being asked to help someone get a job.
A good message to send to your connections on LinkedIn might be: "I am looking at XYZ as a potential employer and was wondering if you could tell me about the corporate culture there?" You can also send this type of message to your extended network.
Now that you have identified companies that interest you, it is time to identify people who work there. Again, LinkedIn is a great tool here.
Start by identifying the hiring manager and staff in the area you wish to join. Look for people who would be your peers and their managers.
Now see what LinkedIn Groups they've joined. This is important because if you join the same group, you can now communicate with them for free without updating your LinkedIn account.
Look to see if they have participated in any group discussions. This is a great way to enter the conversation and start showcasing your expertise. And remember to keep your comments upbeat, positive, and professional.
Now look to see if you have people in your LinkedIn contacts who can provide an introduction to them. Ask what they know about the company and if they recommend them as a potential employer. Ask them what they think is the best way to get introduced.
Note that you did not ask them to introduce you, but rather you asked them for advice on how to get introduced. You're not asking for a favor.
Finally, reach out to the hiring manager. Make sure you have a good 30-second elevator pitch that briefly describes your background and value proposition. And remember that people hire people they like so try to build rapport.
A proactive job search takes discipline so set weekly goals for yourself. The benefit is you will end up in a job that you chose instead of one you got through happenstance.
When we're no longer happy and satisfied with our day job, we tend to look for something that will give us that satisfaction or fulfillment. At some point in your life, the thought of changing careers is something that will come across your mind. Although there might be a desire to do it, some people don't have enough courage to leave their job and find another one.
Many of us decide to stay in our comfort zone because we think that it's the safest thing to do. But what we don't realize is that it tends to weaken our future career steps.
If you feel like you're stuck in a dead-end job, you have to do something to move forward. Break the fear barrier and the habit of staying in your comfort zone, embrace change, and look for career growth.
Before you embark on the idea of shifting careers, make sure to have a definite plan. What are the things you need to consider before shifting to another career field?
Here's some advice for career shifters.
Are you happy with your day job? What motivates you to stay in your workplace? Take some time and reflect on yourself. Do you feel productive in your work? When was the last time you challenged yourself in your job? If you feel unchallenged by your duties and you don't feel valued anymore in your work, perhaps thinking of leaving your job is the best thing that you can do.
For career changers, transferable skills are important for finding suitable jobs. If you have acquired skills, knowledge, and work experiences in your former jobs, you can use them in your future career endeavor. Figure out which company you want to work for and evaluate your transferable skills. Determine what skills you can contribute to the company so you can choose a career that utilizes your abilities and talents.
There are plenty of jobs you can choose from and, unfortunately, you cannot take all of them. You only need to pick one that best utilizes your abilities and fits your interests.
Avoid applying for too many positions. It is better to focus only on jobs that you're qualified for. Before sending your CVs to some prospective companies, do not forget to do your homework. Spend a bit of your time researching the company you want to apply to. This step will give you an advantage over your competition.
Do you have an ultimate career goal? What is it? Most employers want to know the long-term goals of their applicants. The better goals you have, the greater the chance you will get hired. If you're still unsure of your goals, you better make up your mind ASAP!
As you transfer from one company to another, forget not the benefits that you deserve to receive. Don't settle for less. Know your worth and prioritize your personal needs.
If you already have work experience, many companies will surely offer you great benefits and a high salary. Although they may have interesting benefits for you, make sure you are capable of the job and that you can deliver well.
Become realistic in setting your job expectations. Think of the future of your chosen profession. Do you see yourself working in this field for a long time? Are you happy working in this kind of job? If not, considering other career options might help you find the right path for you.
Set a specific timeframe or date you expect to reach your career goals. You will become highly motivated to do your job if you push yourself to achieve your realistic career objectives.
Once you're certain that you want to change careers, then you should start acting on it. There are risks in shifting careers, but if you really want to pursue your professional desires and find that sense of fulfillment in your job, then go for it. The decision is all yours.
Need more help with your career change?
Are you OVER your job? Maybe it's not challenging anymore, maybe you're underpaid, or maybe your boss just doesn't appreciate you. Whatever it is, you know it's time for a change, but are you really ready to quit your job?
Quitting is risky, but it can also be rewarding if you do it right. So, are you ready to hand in your resignation? Take this quiz to find out.
(a) Yes, and I've enjoyed most of it.
(b) No, I'm still pretty new to the job.
(c) Yes, but I've been there WAY longer than that.
(a) Nope! I still love the work I do.
(b) Maybe a little. I'm not really sure anymore.
(c) Yes. I don't know why I got into this kind of work in the first place.
(a) Yes.
(b) Yes, but I'm not really interested in moving up.
(c) No. I'm going to be stuck in my current role until someone retires.
(a) No. I find the work interesting, but I could use more of a challenge.
(b) Yes. I'm constantly zoning out and procrastinating.
(c) Bored? I wish! I'm straight-up stressed out and exhausted all of the time.
(a) Yes! I love my life outside of work.
(b) Eh, I could use a few more hobbies in my life.
(c) Other aspects of your life? People have those?
(a) Nope. Our company is doing very well, actually.
(b) I'm not really sure.
(c) Yes, and I'm afraid I'm going to lose my job.
(a) No way! I love my boss.
(b) Sometimes it's pretty bad, but I've learned to deal with it.
(c) Toxic? That's a nice way of putting it...
(a) No. My boss praises my accomplishments on a regular basis.
(b) Eh, I could use a few more pats on the back, I guess.
(c) Yes. Either my hard work goes unnoticed or someone else takes credit for it!
(a) No, I get a fair paycheck.
(b) The pay could be better.
(c) I definitely deserve a fatter paycheck for all of the extra work I put in.
(a) Yes, but I'm not sure I want to work at a new company.
(b) No. I'm already struggling to pay my bills each month.
(c) Probably. It might be tight for a little while, though.
(a) Honestly, I haven't really looked.
(b) Yes, but I'm not really sure if I'm willing to take the chance on a new job yet.
(c) Yes! Better work, better boss, and better pay!
Mostly As: You're just ready for a promotion.
You love the work you do, but you find yourself getting bored. The work just isn't challenging anymore. Perhaps it's time to get a promotion! Click here for some tips on landing that promotion you deserve.
Mostly Bs: You're probably not ready to quit just yet.
You might not be in the position to quit just yet; however, you should definitely consider your options. You don't seem too happy at your current job. Maybe the work isn't challenging anymore. Maybe it wasn't what you thought it was when you first took the job. Whatever it is, something isn't right. If you are considering quitting, read this article to get some guidance.
Mostly Cs: Get out of there, FAST!
The time has come, the Walrus said, to GET OUT! Life is too short to work in such a toxic environment. Not only that, but the work is nothing like you expected it to be when you started. You're stressed out all the time and it's taking a toll on your life outside of the office. It's probably time to move on and out, especially if you have an offer in hand. However, don't just quit during an emotional meltdown. Be smart and be prepared. Read this article to learn how to quit the RIGHT way.
Quitting without a job comes with major risks, especially in this economy. Employers will often assume you got fired or you are too high maintenance and lack patience. Before you quit, make sure you've got a plan in place!
Want to quit, but don't have a job offer in hand?
Check out Work It DAILY's career coaching services to learn how to make an effective job change.
So, you've been on a career break. How long has it been? Three years, five years, more? Whether you took time off to care for your children or travel the world, relaunching your career is a major undertaking, especially these days. Just sending out a bunch of resumes won't do the trick.
Here are some effective tips and steps for relaunching your career that you can start doing immediately to help you reach your goal of getting back into the workforce.
Prospective employers are going to ask you what you've been doing for the last few years. Make sure you have the story down pat and can tell it confidently. Don't be sheepish. Taking a break from work, whatever the reason (save incarceration), was a choice you made—and you don't need to apologize for it.
Everything you say should be true, of course, but you choose what the takeaway of the story is. Second, you're going to need to have a good answer to the question of why you're getting back into the workforce. Note: "I have a mortgage to pay; gambling debts; or momma needs a new pair of shoes," are not good responses. You don't want to seem needy or desperate.
To come up with a good answer, think about those things you loved about your job before you took your break. Talk about the passion you had for your career, about your craving for intellectual stimulation, about your ambition.
It's also important to think of these things in the context of each job you're applying for. Why do you want to work for this specific company? What problem do you want to help them solve? How do you connect with their mission and values as an organization?
Asking yourself all of these questions will help you get your career story straight before going into your first job interviews.
When you take your break, you don't have to turn your back on your career altogether. Look for opportunities to stay connected. This can mean consulting, volunteering, or freelancing. It's a matter of keeping at least one toe in the work realm.
Kelly, for instance, worked as a graphic designer for a major newspaper until she decided to leave the daily grind to care for her young son. To stay connected to her field, Kelly began freelancing every Sunday for her former employer. She also kept her skills honed by designing a monthly newsletter for her moms' club. Through these efforts, Kelly remained close to her profession and continued to build her portfolio even while on a career break.
If you haven't stayed connected to your career throughout your break, it's not too late to reconnect. In fact, reconnecting should be a key part of your career relaunch strategy. Immediately start accepting projects—even if it's free work for friends or nonprofits. It will pay off in the end. Don't pass up any opportunity.
It's time to dust off your resume. First, fill in the gaps with all that good work-related stuff you've been doing during your break. Even if it was a volunteer project, list it just as you would any other work experience (though you don't necessarily need to use the word "volunteer").
Do some research to make sure your resume will get past the ATS. Many experts these days, for example, recommend ditching the "objective" portion at the top of the resume and instead replacing it with hard skills and keywords mentioned in the job description that you have developed in your career.
To find pertinent keywords, do a little research. Look at online job postings and see the types of words that employers are using in their posts, then use these words in your resume. Once your resume is keyword-optimized, you can then focus on customizing it for each job you're applying for, to give yourself a better chance of getting an interview.
First, reconnect with your former colleagues and professional friends. Meet for coffee. Talk shop. Let them know you're looking for work. Don't be shy about telling family members, friends, and acquaintances that you're looking for new opportunities. Most people get jobs through personal connections.
Then, widen your circle. Try to attend a business networking event every week. Even a remote networking event can open new doors. Much has been written about how people should approach networking, and a little research on the topic may be helpful. In general, remember that your goal for networking isn't instant gratification. Many experts will tell you not to expect (and never, never, never ask for) a job at a networking event. You're there to meet people and build relationships. Eventually, it will pay off.
To find networking opportunities, ask people you already know or search on the internet. A simple Google search (city + state + "networking opportunities") should turn up results. Also, try websites like Meetup and Eventbrite.
More and more job seekers are using social media websites for networking, and employers are using them to find out about job candidates. Use social media sites, such as LinkedIn, Facebook, and Instagram, to build your personal brand, make new connections, and further your relaunch efforts.
On LinkedIn, it's important to optimize your profile and make sure it matches your resume. Also, avoid making common LinkedIn headline mistakes. With a strong social media presence, you'll stand out to recruiters and hiring managers, and they'll see how proactive you are in trying to relaunch your career.
Look for opportunities, above and beyond attending networking events, to get involved. Start a blog related to your field. Check out existing blogs and online forums and comment on posts. Share your opinion. Offer advice. Establish yourself as an active member of the community. Host a networking event, or take on a volunteer position within a networking group. Take a class. These things will supercharge your networking efforts.
The more you're involved in your community and industry, the more others will view you as an expert in that field. Don't be afraid to start something new. Get out there, get involved, and make a name for yourself!
When looking at job opportunities, think outside of the box. Don't think of yourself in terms of past work experience alone. Assess your skills, and determine how they can be applied to different jobs. These are your transferable skills. They can be extremely helpful when trying to relaunch your career, especially if you're making a career change.
Know what you can do, and be ready to tell prospective employers how your skills can benefit them—even in a position you've never held before. Think about what jobs have the best potential for career happiness.
Sure, you're looking for full-time work. But as you relaunch your career, don't pass up part-time, contract, or freelance opportunities, as long as they move your relaunch efforts forward. (Part-time at the local mini-mart, for instance, wouldn't do much good.)
A contract position could lead to a job offer, and in the meantime, you're gaining new experience, building relationships, and adding to your resume.
Eventually, the day will come: A prospective employer will want to meet with you.
A job interview can be particularly daunting to someone who's been on a career break. The best remedy for a case of interview-related nerves is preparation.
Think about what questions will be asked, and how you will answer (remember tip number one?). Research the company online. Formulate some smart interview questions to ask in return. Have a friend help you practice with a mock interview. The more prepared you are, the more confident you will be.
The best advice for relaunching your career? Don't give up. You didn't get to where you were before your career break without hard work and perseverance. And it will take those qualities to get back to where you want to be.
If you want to relaunch your career, just know that you can and will. Half the battle is having the right mindset. The rest is all about strategy. Follow these 10 tips to successfully relaunch your career, no matter how long you've been out of the game.
Navigating a successful job search can be tricky for job seekers over the age of 50 (and very often those over 40 too). Age discrimination is alive and well, and even though your resume got you to the interview, your “experience” might be a drawback.
Here are three interview questions you may be asked as an older job seeker with the best strategies for how to answer them.
This isn’t framed as a question, but it does demand a response—or you’ve lost the opportunity. You know they liked what they saw in your resume, but when they’re staring you in the face, they’re wondering if you’re really going to be a good fit. Will you be unhappy that you’re taking a job that’s "less than" what you’re capable of? Will you be bored? Will you fit in? Are you only marking time until retirement?
Help them see that you’re a good fit with an answer that addresses those underlying concerns:
“I may be overqualified, but I see that as a bonus for you. I am more than ready to do this job, and I understand what it takes to be successful in it. Aside from learning the specific way you do things at this organization, my actual task learning curve would be flat and I could produce results almost immediately.”
Pointing out what they stand to gain from this deal is always a good idea.
“I may be overqualified, but this particular position looks great to me because of X.”
"X" may be any number of reasons: you really like their product /service, you are excited about the work they’re doing, or even a more personal reason.
One gentleman I know told his interviewer, “My current job is over an hour away and I don’t want to move because I like where I live. The quality of life I’d get from eliminating that long commute would mean a lot to me.” It was a real reason and calmed their fears about hiring him.
This is not just a question of motivation, but also one about your energy and enthusiasm. You have several good options for answering it:
Working for someone who knows less than you do is not great—and if you truly are someone who’s been around the block, you’ve probably gained a lot of wisdom and judgment that a younger person just can’t have. However, to answer this question, the only really good answer sounds something like this:
“I have found that even if someone knows less than me in one area, they know more than me in another. I usually find that I can learn something useful from everyone, and I think it’s exciting to work with a wide range of people because of that.”
Keep all your answers focused on the positive, and they will go a long way toward supporting your candidacy.
The right recruiter can put you in front of dream job opportunities. This is especially the case for higher-level positions because there are employers who will not post a job opening publicly and instead will rely solely on recruiters to find the right talent.
The good recruiters are paid by employers (as much as 20-30% of the annual compensation for the position) to find the right people for the job, so when you work with one, understand that their loyalty is to the employer. They are not necessarily there to help you find a job unless you have what they need to fill the job opening.
In order to spark interest in recruiters, you have to show you meet most—if not all—of the qualification requirements for the job. Here are six things recruiters want to see on your LinkedIn profile.
Your headline on LinkedIn is essentially the descriptive line that comes with your profile (before people click on it). By default, it will list your name and current job title. Recruiters depend on this piece of information to decide whether or not to click on your profile.
What you can do: Tell the recruiter what you have to offer in a few words. A job title is okay, but it has to inform the recruiter of the specific industry you're in as well. For example, "Account Manager" doesn't say a lot, but "Healthcare PR Account Manager" says a lot more. You also want to optimize your LinkedIn headline with keywords so you can be found by recruiters when they search for potential job candidates with specific skill sets.
Your summary, located in the "About" section of your LinkedIn profile, needs to succinctly inform the reader of what you bring to the table. This is where your personal branding statement belongs.
What you can do: Include your personal branding statement, information on your specialty as a professional (how do you like to add value?), and list your core skills and accomplishments. Adding keywords and phrases that are relevant to the jobs you're looking for will also help increase the chances of your profile showing up in recruiters' search results.
Recruiters want to know you'll do the job and do it well. On your LinkedIn profile, detail what you've accomplished and how you've used skills to achieve success and results.
What you can do: Present measurable results. This means you need to quantify your work experience. Recruiters are also doing searches based on skills, so you want to include key skills for the jobs you've had in your profile and get them endorsed.
Recruiters look at your connections for a combination of quality and relevance. Quantity is less of a factor (but you do want to have at least 50 quality contacts) because if you have 500+ connections, but 95% of the contacts aren't related to the field or industry for the job, it doesn't offer much value.
What you can do: Begin to engage in conversation with relevant people in your network (in the profession and industry you want a job) by joining the same LinkedIn Groups and participating in discussions, commenting on their posts or articles, seeking the help of connections you both have in common to help with the introduction and sending a direct connection request offering a reason to connect.
Recommendations on LinkedIn are like doing a pre-check of your references. Recruiters want to see that you have other professionals in the field or industry vouching for your experiences, skills, and capabilities. The best recommendations to have are ones that come from your supervisor, clients, and senior colleagues.
What you can do: Depending on the type of relationship you have with one of your LinkedIn connections, ask if they wouldn't mind writing a recommendation on your LinkedIn profile. You can assist in the matter by reminding them of an experience that can serve as a focal point for the recommendation. Also, when you write a nice recommendation for others, they will usually reciprocate, or be willing to return the favor if asked.
A profile picture with your LinkedIn profile increases the chances it gets clicked on. It informs others that your profile is likely complete.
What you can do: Include a profile picture that allows the recruiter to envision you in the position you're applying for. You should look professional, yet approachable.
Get your LinkedIn profile in tip-top shape with these tips if you want to find the best job opportunities that only recruiters may have access to.
Need more help optimizing your LinkedIn profile?
Big interview mistakes are obvious—being late, dressing inappropriately, bad language, and so on. There are plenty of more subtle mistakes that can also keep you from getting the offer. Make sure you aren’t making any of these:
Related: 5 Questions You Should Be Asking In Your Job Interviews
Today, I have two BIG questions for you that could change the course of your career.
If I wanted to get a job interview within one week, here's what I would do as a 20-year career coaching veteran who has helped thousands of people get new, better-paying jobs.
The first thing I would do is find 10 jobs for which I am 100% qualified and a good fit. Not overqualified or underqualified—100% qualified. It would take me a little while to research jobs on various job boards that fit that criteria, but once I do, I would not apply on the job boards.
The second thing I would do is find the companies' career pages and make sure those jobs really exist because there are a lot of fake/bogus jobs on job boards. So go over to the actual careers page for each company you're thinking about applying to and make sure that the job posting is there and it's open and active.
Once I do that, I would apply directly on each company's career page, but only because when I get an interview, they're going to need my information in the system. So I'm not applying through the career pages thinking I'm getting job interviews from them. I'm applying because I'm preparing myself for when I actually get the interview.
When I apply for those 10 jobs, I would fill in every field in the job applications because I know that some of these applicant tracking systems (ATS) can make you less of a match for the job if you skip or don't fill in a field.
After I've applied through the career pages, I would move on to the real work that would help me stand out and get that job interview. I would write up a short connection story about why I think each company is amazing. And it's not because I think they have the greatest benefits or I heard they're a good place to work. I want to talk about what I nerd out on or what I care about as it relates to their business. How do I know that what they do, what they sell, is really fantastic? Where did I learn that in my own life?
This connection story is my secret sauce for when I reach out and connect with people at each company because when you tell a good connection story and you can tell someone who already works there why you think their company is so amazing and can give that custom reason why, you stand out. You are going that extra step and making yourself come alive to that person.
Once I've written a connection story for each company I'm applying to, I would research people who work at those companies, and not the recruiter or HR manager. I would try to find the hiring manager. I would try to find people who work in the department I'd be working in, who have job titles I want to have. Ideally, I would find five people at each company to connect with, and then I would send each person a custom connection request on LinkedIn. I would say something like, "Hey! Can we connect? I'd love to share a quick story about why your company's so amazing." Not every person will connect with me, but many will.
For those who do, I would then message them my connection story. Here's an example:
"Thank you! Here's the story of why I think your company is amazing. (Insert your connection story.) P.S. I'm so inspired by your company that I just applied for your XYZ job. I would be so grateful if you gave me your one best tip for standing out in the hiring process."
Notice I'm not asking them to introduce me to the hiring manager or put in a good word for me. I am asking them for their expertise—their one top tip for standing out. People love to give advice after you've just complimented the company sincerely. They can message you back the advice, but you know what else happens? They look at your LinkedIn profile, and sometimes they forward you to the hiring manager.
I help people every day inside Work It DAILY get interviews by back-channeling (the technique I shared above). It really works. You're going to get rejected through the online application, but by sharing your connection story on LinkedIn, you'll stand out to hiring managers no matter how much competition there is for the position you want.
Today I am going to debunk a common misconception on effective resume writing: the resume magic that will solve your keyword problems for passing Applicant Tracking Systems (“ATS") once and for all.
Related: Does Your Resume Get Along With Your Personal Brand?
Recently, one of my clients forwarded to me about 15 job postings he was interested in. While this alone might already seem a bit lavish (I generally only request two to three job postings for my writing process), the client asked me to include “all the relevant keywords" from these job postings into his resume. Neither would I have been able to do this, nor did I feel like doing this. Why? Because it would not have served the purpose of my client: getting job interviews.