Have you ever been told how lucky you are to have your job—and felt a sense of utter confusion? Maybe you just can’t put your finger on what exactly you don’t like about your current role, and because of that you’re still there, especially since people keep telling you how happy you should be. If this is you, fret not. This could be a case of unidentified career values. What are Career Values?
It’s a universal dream to do what we’re passionate about. The only problem with this aspiration is that sometimes the thing we most care about isn’t what we do best. As Gloria Steinem famously said, “We teach what we need to learn, and write what we need to know.” Don’t worry! This doesn’t mean your dream is dead. It just means that you need to figure out how to bring that dream to fruition—using the skills you currently possess. Sure, your dream will be tweaked and altered. But, at the end of the day, you’ll still be able to do what you’re passionate about. Here are four questions you should ask yourself to help make that happen: 1. What Skills Have Helped You Thrive?
The results we produce in our lives are resultant of our mindset. As Anthony Robbins explains, “80% of success is due to psychology—mindset, emotions, and beliefs, and only 20% is due to mechanics.” As humans, we are blessed with the ability to change our reality. It requires shifting our mindset along with our beliefs, language, and the script we continually run. Our inner world reflects our outer world, which is most evident in business, particularly during challenging times. Russ Ruffino says it best: “Business is like a mirror. The business is constantly reflecting back to you everything in your brain—all of your fears, all of your doubts, all of the things you are not great at, and all of the things you are insecure about.”
1. Get to the Point Quickly In 2016, resume trends reflect the fact that there is strong competition for jobs in many fields. Recruiters have little time to spend reading each applicant's resume, so you need to quickly communicate why you are the best fit for the job. Use short sentences and bullet points to list your key accomplishments, so the recruiter can quickly see what you have to offer. 2. Edit Ruthlessly When you write a resume, you'll almost certainly include too many unnecessary words on your first draft. Read back over what you wrote, and cut anything that's not a critical part of the message you want to convey. 3. Assume Recruiters Will Skim Your Resume .............. 4. Use the CAR Formula .............
Verkoop jij jezelf al met je LinkedIn headline? Misschien wist je nog niet dat je die zelf kunt creëren.. Graag deel ik 5 tips die mijn klanten hebben geholpen aan een sterke en onderscheidende ‘mini-pitch’, het belangrijkste onderdeel van je LinkedIn profiel. Waarom is een LinkedIn headline zo belangrijk? De headline, kopregel in goed Nederlands, is een van de eerste eye-catchers van een LinkedIn profiel. Dit regeltje is, net als je foto en je naam, altijd zichtbaar in zoekresultaten
Linked In identity fraud is absolutely rampant. So - unless you want to share lots of personal data with hackers in Hackistan - beware of pretty girls bearing Invites! LinkedIn claims to have 396 million users - 395,250,000 of which joined LinkedIn after I did. But how many of those are real? Does LinkedIn know or care? Growth in user base is important to the company's valuation and slowing that growth is completely contrary to their own interests. So... they really don't care how many Estonian hackers you connect with! As a headhunter who has been using LinkedIn almost daily for over 10 years (one of the first 750K users), I can usually spot the fraudulent / partially fraudulent profile a mile away. The value to me in my "network" is enhanced because I don't blindly accept invitations from people I either don't know - whose profile I haven't reviewed - and or with whom I have little in the way of either common business interests or trusted contacts. If one is to be judged by the company they keep, I'm happy to be associated with most of the folks to whom I am connected. It's a good LinkedIn strategy.
Recruiters and employers use keywords to search and retrieve e-resumes in databases for available job positions. These search keywords are primarily nouns and short phrases, and sometimes adjectives and action verbs. Keywords identify your experience and education in these categories: Skills Technical and professional areas of expertise Achievements Professional licenses and certifications Other distinguishing features of your work history Prestigious schools or former employers Employers identify keywords, often including industry jargon, that they think represent essential qualifications necessary for high performance in a given position. They specify those keywords when they search a resume database. Rather than stopping with action verbs, connect your achievements. You managed what? You organized what? You developed what?
In 2035, the youngest boomers will be 71. The oldest among us will be 89. What is it going to be like to look back from that vantage point? Hopefully, most of us will have figured out how to keep working as long as possible -- certainly to 70, when the maximum Social Security benefits kick in, but probably longer. It won't be in the 9 to 5 corporate jobs most of us were weaned on in our careers. I expect it will be more entrepreneurial, more free-lance, and more service-oriented. But in any event, there are going to be some key adjustments we're going to have to make in order to successfully navigate the continually changing global economy.
High-performing leaders have evolved to demonstrate particular traits for success. They know how to compete by identifying the rules and formulas for winning. They excel at setting goals then creating maps and processes for achievement. They are experts and authorities in their fields; they have answers through experience and knowledge. In an environment with spreadsheet projections, linear processes, and “this therefore that” algorithms, these traits are integral to a manager’s success. However, the pace of change in the global landscape has dramatically altered the lay of the land. Organizations now run in a VUCA world— a world of volatility, uncertainty, complexity, and ambiguity. While superficially the traditional traits of managers appear to be indicators of high-performance, these very traits create obstacles in navigating through the turbulence, and can derail efforts to lead an organization into the future.
6 van de 10 medewerkers overweegt een nieuwe baan. Wat zoeken zij wat u ze (misschien) niet kan bieden?
Het binnenboord houden van uw huidige medewerkers wordt een steeds grotere opgave voor HR nu de arbeidsmarkt weer aantrekt. Zestig procent van uw personeel denkt er namelijk over om binnen een jaar voet buiten de deur te zetten. Zo blijkt uit onderzoek van arbeidsbemiddelaar Robert Half. Aan het onderzoek werkten 1000 Nederlandse kantoormedewerkers mee. Generatie Y vol vertrouwen Een mooi gegeven voor het personeel: het vertrouwen dat het lukt een nieuwe baan te vinden groeit bij de ondervraagden. 60 procent zegt meer vertrouwen te hebben in het vinden van een nieuwe uitdaging in vergelijking met een jaar geleden. Onder de werkzoekenden zijn wel grote verschillen te zien tussen generaties. Werknemers van generatie Y lijken in veel grotere mate (79 procent) uit te kijken naar een nieuwe baan in vergelijking met professionals van generatie X (57 procent) en de babyboomgeneratie (48 procent). Generatie Y schijnt sectoren als de zorg, overheid en techniek overigens vaak over te slaan in deze zoektocht, omdat ze deze organisaties vaak niet aantrekkelijk genoeg vinden.
If you had to guess, how many women out of a thousand would you think have a robust career plan that is working for them? What percentage feels right to you? 60 percent? 80 percent? Surprisingly, it's much, much lower. For the U.S. release of my book, Getting Real About Having it All, I researched 1,000 professional women, looking at everything from work life balance, to career ambition, wellbeing, and yes, career planning. I was a little staggered at the results. More than 70 percent of women said that they didn't have a career plan that was working for them and 48 percent of women said that they were just winging it when it came to their career. Winging it, meaning that they had absolutely no plan, no vision, and no foresight into what they were actually doing. They were just making it up as they went along. When I was growing up through my management career, I never had a plan. I would constantly get into heated discussions with women who were older and further through their career than I was who would argue intensely that you absolutely needed a plan. You needed a five-year plan. You needed to know every single step of what that plan looked like. I never agreed with that, but whilst I didn't have a formal plan, what I did have was a vision for what I wanted my career to look like.
I think about resumes a lot. I look at resumes on Pinterest and Instagram all the time. I want to know what’s new and what’s fresh with resumes. I want to stay away from anything old school and outdated. I want to make sure that I use anything that is professional and different. Resumes are fascinating yet complex and frustrating, all at the same time. Why do employers judge you based on this document? Why is it fair to make an evaluation of someone’s previous experience and future potential, within 15 seconds? How can something so simple be so darn hard to create? You have to have more respect for the resume because a good one can get you in front of the right hiring manager and from there you should be able to get the job. If you have a good resume then you can be referred by your friends (remember the referral is still the best way to get job) so don’t think a crappy resume will work. Your resume is the best marketing tool for the job world. It can open many, many doors.
According to the report, the most desired skills for 2016 include:
1. Cloud and Distributed Computing
2. Statistical Analysis and Data Mining
3. Marketing Campaign Management 4. SEO/SEM Marketing 5. Middleware and Integration Software 6. Mobile Development 7. Network and Information Security 8. Storage Systems and Management 9. Web Architecture and Development Frameworks 10. User Interface Design 11. Data Engineering and Data Warehousing 12. Algorithm Design 13. Perl/Python/Ruby 14. Shell Scripting Languages 15. Mac, Linux, and Unix Systems
A lot of conversations about work revolve around how much you do or don’t like your current job. There’s a reason why people usually feel one extreme or another—and it has a lot to do with whether your position fits your personality. And folks, we’re talking about more than Type A versus Type B here.
Whether you’re just starting out in the working world or you’re still unsure as to what your ideal career is after years in the same industry, this flowchart will guide you in the right direction. The best part? There are specific job suggestions if you’re still unsure of what you should do.
I assumed my life was over when I got laid off. Within seconds of being told the news, I’d fast-forwarded to moving back home to Tampa, running into high school classmates and explaining my new career as a cat sitter, watching HGTV marathons with my mother on Saturday night, and trying to remember what it was like to have co-workers (who didn’t use litter boxes). A friend promised me the next day that this would end up just being a short blip in my career, and that soon enough all my stress and anxiety would seem for naught. As someone who hadn’t slept or eaten in 24 hours, that seemed unlikely. But I thanked her for her “advice” and returned home to stare at myself crying in the mirror, so I could accurately pinpoint exactly how ugly my cry-face had been in the office when I’d heard the news.
Improving employee performance is a rough and risky business. Sometimes an employee leaves before the company sees any return on training. Or, even if the employee stays, their performance can remain subpar in spite of the company’s efforts to elevate their skill level. U.S. companies spend billions of dollars annually on training — over $164 billion in 2012 alone. In 2013 the investment in corporate training increased 15%. Unfortunately, many organizations don’t see any real ROI on their training dollars because they fail to include the most crucial ingredient of any successful performance improvement program.
Let’s take a global pharmaceutical company as an example. In order for their sales reps to be successful, the reps need to acquire an immense amount of technical product knowledge as well as the skills to sell to specific buyer personas in a highly competitive market. Many top sales reps take three years to hit their true stride. If, after all the training, a rep leaves or their performance is under par, the loss can be calculated to average about a million dollars — per rep. Ouch.
The first time I ever wrote a resume in college, a friend teased me about describing my responsibilities at a golf course snack bar as “cash flow management.” My friend caught me trying to grasp at language that would sound impressive.
Years later, while getting ready to graduate from Harvard Business School, I found myself similarly searching for impressive-sounding buzzwords to describe my work experience. I even used “spearhead” as a verb to describe leading a project. In one class workshop, everyone exchanged resumes, and I realized that all of us were drawing from the same buzzword thesaurus.
Five years from now, over one-third of skills (35%) that are considered important in today’s workforce will have changed. By 2020, the Fourth Industrial Revolution will have brought us advanced robotics and autonomous transport, artificial intelligence and machine learning, advanced materials, biotechnology and genomics. These developments will transform the way we live, and the way we work. Some jobs will disappear, others will grow and jobs that don’t even exist today will become commonplace. What is certain is that the future workforce will need to align its skillset to keep pace. A new Forum report, The Future of Jobs, looks at the employment, skills and workforce strategy for the future. The report asked chief human resources and strategy officers from leading global employers what the current shifts mean, specifically for employment, skills and recruitment across industries and geographies.
Non-traditional resume formats such as portfolios (with work samples), video resumes, and Web resumes are often effective in career fields such as arts or technology. Take a look at some possibilities that aren't mainstream methods but may be just the format you need in your job search. Portfolios Samples of your work, gathered in a portfolio, have long been valuable to fields such as design, graphics, photography, architecture, advertising, public relations, marketing, education, and contracting. Often, you deliver your portfolio as part of the job interview.
Mapping the reality of what you have to offer against the reality of what organizations need — and who will thrive in that specific context – is a hard problem. But it is solvable. It becomes possible to move beyond “four years of public accounting experience” to “ability to learn quantitative methods combined with a zeal for catching and correcting the smallest of errors, persuade with data, and thrive in social settings” as job criteria, and to then identify people based on who they really are. For individuals, it becomes possible to find roles where they will excel regardless of where they went to college, or even if they went to college.
Welcome to VUCA We live in a VUCA universe. Does that describe your day-to-day world? Here's the bad news (as if VUCA itself were not bad enough). The rate of VUCA is speeding up. In his book Leaders Make the Future: Ten New Leadership Skills for an Uncertain World, Bob Johansen of the Institute for the Future tells us: "What will be new in the years ahead is the scale and intensity of the VUCA World. Having spent forty years forecasting, I believe that the future world will be more volatile, more uncertain, more complex and more ambiguous than we have ever experienced as a planet before." The signs are all around us, from a widening gap between rich and poor that threatens the global economy to the increasing oscillation of global climate change. All of this leaves us, with one burning question. How do we, as business leaders, demonstrate leadership mastery in a VUCA world?
After a decade of psychological research and inquiry into what makes people happy, the value happy employees bring to work has recently gained attention in the business press. The evidence that is emerging is compelling. Happiness isn’t just a good idea, its extremely good business. By happy we mean feel happy, feel engaged and feel like life and work has meaning and purpose. When unhappy employees outnumber happy workers by two to one according to the latest Gallup global workplace report, is it time your organisation took happiness at work seriously? The advantage of happiness Shawn Anchor, author of The Happiness Advantage, makes a compelling case that the greatest advantage in today’s economy is a happy and engaged workforce. In his recent blog he highlights research over the past decade that proves happiness raises nearly every business and educational outcome: increasing sales by 37%, productivity by 31%, and accuracy on tasks by 19%.
Google doesn’t just hire anyone, like certain movies might have to believe. That doesn’t necessarily mean you have to be a certified technical genius either. In fact, if you are something called a “smart creative”, they may very well be looking to hire you.
What is a smart creative? The simplistic name is definition enough to get the point across. A smart creative is someone that combines a technical way of thinking with never-ending ideas and ways to tackle complex issues. These are the people who might not be in the top percentile of their universities or even in positions that allow them to use their interesting perspective or really shine.
For decades, the U.S. Bureau of Labor’s Economic and Employment Projections have been the bellwether for predicting what the hottest jobs up to a decade out would be. But with the rapid pace of technological change disrupting industries faster than ever before (think: robotics, 3-D printing, the sharing economy), it’s becoming obvious to many futurists that past trends may no longer be a reliable indicator of future job prospects.
"In the last two centuries, we’ve seen two significant shifts in the global labor market," says Graeme Codrington, futurist at TomorrowToday Global. "First we stripped the agricultural sector of workers, and then we did the same to manufacturing. Now the machines are coming for the tertiary sector, and will begin to strip companies of their white-collar workers in the next decade."
Top Jobs Today That May Disappear By 2025 Many jobs in 2015 that are considered "hot" likely will be much diminished by 2025, according to Graeme Codrington, a futurist at TomorrowToday Global. Is yours on the chopping block? - Front-line Military Personnel Will Be Replaced With Robots - Private Bankers and Wealth Managers Will Be Replaced With Algorithms - Lawyers, Accountants, Actuaries, and Consulting Engineers Will Be Replaced With Artificial Intelligence
1/ Market Fragmentation The end client recruiter, in particular, faces the daunting task of trying to understand what tools and services are out there. After a sustained period of innovation, there are hundreds of potential solutions to the problem of how to get your job filled. Unfortunately, amongst the very good ones there are also some very poor ones too. From Job Boards, to aggregators, to social media, to sponsored advertising, to agency recruiters, to resourcers, to RPO's ... the list goes on. Accept that each job requires a different set of solutions and the problem is magnified. The challenge is to find the best combination of advertising media and technology and apply the appropriate process in order to get the job filled in the most efficient and cost effective manner. Identifying a tool or service that can centralise all your recruitment activities will bring some sanity to this challenging problem.
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