Job hunting is a pain in the butt. There’s a lot of applying to jobs, networking, and other shenanigans. You may be applying to multiple jobs, but you are trying to find one job with a company to call home. The Corporate Recruiter on the other end of the internet is trying to fill as many as twenty, thirty, fifty (or more) open positions at a time. How do your priorities align with the recruiter’s priorities? These align if – and only if – you are the right candidate with the right skills and the right career objectives at the right compensation level and the right personality at the right moment to fill the job. Meaning… if you aren’t the right candidate; or you have the wrong skills; or your career objectives don’t align to the role; or your compensation expectations are out of range; or interpersonal skills could piss off Bobby McFerrin on a good day… then you’re not going to get the job, much less a call or an email. Okay, let’s look at why this is the case.
2014 was LinkedIn’s single biggest year for incorporating personal branding features into your profile. As a result, your LinkedIn profile can now be the primary home of your brand – eliminating the need for most corporate professionals to create their own web site. If people researching you start out with a Google search, they’ll likely end up at LinkedIn. Why? Because your LinkedIn profile will typically show up at the top of a Google search on your name – often in the top spot. Use the Latest Features . You now have the ability to add images, videos, presentations, whitepapers, and more to your Summary and Experience sections.
. Long-form content posting essentially provides your own blogging platform, where you can share your point of view and thought-leadership. . Content re-ordering allows you to move sections of your profile around to highlight the most important elements. A custom visual background helps you differentiate your profile from the myriad profiles of competitors who do what you do.
. Endorsements validate what you say about yourself. When combined with recommendations, you have a complete testimonials section. . Enhanced research stats. Now you have more data about who visits your profile and where they come from.
I once worked for a boss who flat out didn't like me, and everyone we worked with knew it. I came to think of him as my "Boss from Hell". The funny thing is, I wouldn’t be the businesswoman I am today if I hadn’t worked for him. You may be surprised when I tell you my time with him was a gift for my development. It took me years to figure out the story I’m about to share. When I reframed him from the Boss from Hell to my Development Angel, it made a surprising difference. I offer my story with the hope it may help you see your own story differently. I'll call him Mike, and this column is about what I learned, how I developed, and why I grew so much working for him, the boss I didn’t think I would survive. For seven years I struggled with this person. If I came up with a good idea in a meeting, my colleagues would say, “That’s a great idea. Let’s use it, but don’t tell Mike it came from Ris or he won’t let us do it.”
Here are six ways to show your employees they are important and to keep them from quitting! 1. Avoid negative competition. You want employees to work together as a team, not throw each other under the bus. Some competitions spur the entire staff to do their best. However, when there must be a loser who is punished, corporate politics can get extreme. . 2. Express your appreciation. This can take on different forms. Recognition ceremonies, gift awards, parties, and refreshments are among the possibilities. Even simply praising employees in front of their peers is effective . . . and free of cost. 3. Help employees see how their work contributes to the success of the operation as a whole. 4. Pull past behavioral assessments from the file drawer or initiate this analysis if it has not already been done. 5. Don’t equate treating everyone alike with fairness. There’s nothing fair about giving equal raises to all while some are outperforming by far. 6. Don’t overburden the best employees by piling unlimited amounts of work on them. If someone else is a problem employee, take action on the problem instead of making one person’s poor performance everyone else’s problem. All in all, it boils down to one thing: Create an atmosphere of positivity where employees look forward to coming into the office.
I’ve shared the story of a Millennial friend who would visit his manager’s office every couple months to discuss a road map for his leadership development and increasing role in the organization. When the friend went by the manager’s office the first time, the manager blew him off. The second time, the manager told my friend they’d get around to it. After the fifth visit with no response, my friend made a decision to jump ship. He left the organization a month later.
What my friend was asking for—and what many other Millennials want—is the idea of building a “Leadership Lattice” with their manager or coach. Much like a gardening lattice, a Leadership Lattice is a structured approach (through conversation and building a developmental plan) comprised of different competency vehicles (like joining internal teams, being a part of nonprofit boards or associations, or sitting in on strategic planning meetings) that grow and support people looking to advance in the organization.
What is most likely to make someone want to change jobs? That was the question CareerBuilder decided to ask a group of workers, to help recruiters and employers everywhere identify who is most likely to “jump ship” in 2015 and how to entice them to come and work for their company or their client.
Essential skills of a social media manager It can mean being always on and keeping tabs on your community. It involves being creative like an artist but also learning to be the “data scientist”. In a digital age the geeks may indeed inherit the earth. So here are the top skills a social media manager needs to have to succeed and excel. 1. Strategy planning 2. Tactics and execution 3. Community management 4. Understand how content works on a social web 5. Optimizing content and technology 6. Creative mindset 7. Writing skills 8. Be on top of the latest digital marketing trends 9. Analytical skills 10. Leadership and communication skills
Making great decisions is a key leadership responsibility. If you choose the wrong decision-making style, you could face a disaster. Choose the right style and you’ll make decisions faster and more effectively. When you make decisions, there are four decision-making styles that you can use. There’s an Autocratic style, a Participatory one, a Democratic style, and a Consensus-based decision-making style. Your choice of which of those four styles to use is driven by two things. First, the urgency of making the decision – from low urgency where you’ve got plenty of time to make the call, to high urgency where you need a decision right now. The second dimension to consider is the size or impact of the decision, from small decisions that won’t have a large impact, to big decisions that are going to have a huge impact. As you look at which style of decision making to use, you need to consider both of these dimensions. - Autocratic Decision-Making - Participatory Decision-Making - Consensus-Based Decision-Making - Democratic Decision-Making
As you select a decision-making style, remember to consider the urgency of making the call, and the size or impact of that decision.
10 Reasons You’re Being Ignored The first step to correcting a problem is identifying why it’s happening. Once you know why you’re getting a negative result, you can try something new. You can implement a better strategy. If that strategy fails too… Keep testing. Test and tweak until your messages are being opened every time. Here are 10 reasons why your messages are being ignored… 1. You don’t know anyone. 2. You don’t say why you’re connecting. 3. You don’t care about them. 4. You write too much. 5. You don’t ask any questions. 6. You don’t use a P.S. 7. You’re needy. 8. Your profile is awful. 9. Your subject line is awful. 10. You contribute nothing.
With more companies and organizations looking to hire social media help, and more social-media-savvy young professionals recognizing that opportunity, the same question keeps landing in my inbox again and again: How much should you charge for social media consulting? Social media consultants charge rates across the board using a variety of fee structures � from $15/hour to thousands per project. How do you know where you fit in? Here are a few tips for helping you figure out how to charge and what to charge next time an opportunity comes your way:
Fifteen months after launching The Write Life, a website and community for writers, we’ve turned the corner toward profitability.
Because of that momentum, and because I’ve been inspired lately by income reports from Pinch of Yum‘s food blogger duo, Kindle author Steve Scott and passive income evangelist Pat Flynn (who launched a niche site on food trucks around the same time we launched The Write Life), I want to give you an inside look at how The Write Life is growing, and how we’re monetizing that growth. My goal here is to help you monetize your blog.
The Mindset of an Innovator What is it about the innovation process that makes it so elusive to so many? Like the act of starting a company, reinventing one often requires a mental construct contrary to conventional belief — and that takes guts. We’re fortunate to be living through a period in history where technology is impacting nearly every aspect of our lives; from how we live and work, to how we learn and share, to the entire healthcare and wellbeing ecosystem. Chances are, right now as I write this, someone, somewhere is dreaming of a new way to simplify one facet of your life, and whether or not he succeeds, he’s likely to shake up your current view of the world.
Imagine you’re interviewing candidates for a high-pressure, fast-paced job in your company. It’ll require supreme composure in stressful situations, outside-the-box thinking, and above all, that they bring their most polished professionalism to the office every day. Across from the interviewing table, you look them in the eyes and ask, "Who would win in a fight between Spider-Man and Batman?" In a recent list from Mashable, we gained insight on how ridiculous interview questions can be, from financial advisory positions and software engineers to ice-cream scoopers and chino-pants sellers. These companies have reputations nearing household-name status, but are their interview questions too ridiculous to be effective? We asked hiring experts to weigh in. "Yes, They Work!" Curveballs get them thinking on their feet, and a little bit stressed—revealing a glimpse of how they’ll behave at work. "It's a mini simulation of how they'll really respond during an unexpected work situation,"
You see other bloggers killing it on Twitter, and you want some of that success for yourself, but you don't know where to start.
The platform already seems super noisy and has experts on every topic known to man. So what can you do to stand out?
You might worry that you need a sophisticated Twitter strategy, but don't stress. If you focus on a few simple tactics, you'll easily tap into a community that will support your work and drive the traffic your content deserves.
And even if you don't have tons of followers just yet, you can make the most of those you do have, and start to get on the radars of the influencers that matter.
(Having 100 of the right people following you rather than thousands of the wrong people is always better anyway.)
All the posing, primping and satirized pretentiousness that surrounded the recent announcement of a “Zoolander” sequel got me contemplating what makes for an ideal job candidate, or what I like to call a “model candidate.” I’m not talking about a fashion model vying for an ad campaign, but a dream applicant whose impressive experience, confident body language, and ability to interview well makes them look good. They make your job easy because you want to, as they say in the fashion world, “book” them on the spot. Here’s a fresh Zoolander-inspired lineup of fashion parallels to help guide you in what to look for in a quality candidate: 1. Confidence
In de ban van gratis Gratis training hier, gratis workshop daar, gratis webinars, gratis E-books. Ondernemend Nederland is in de ban van gratis. De afgelopen jaren is er een beweging ontstaan binnen zakelijk Nederland waarbij er nieuwe strategieën zijn ontstaan. Het credo is, veel gratis waarde weggeven en dan je duurdere trainingen, workshops of trajecten verkopen aan de volgers die op de gratis diensten af komen. En het werkt. Het werkt heel goed zelfs. De gratis events zitten bomvol en als de aanbieding van de dag komt is er een run op de inschrijf formulieren. Het gaat dus goed met de “gratis” business. Kritisch Waarom dan toch dit enigszins kritische stuk? Ik ben helemaal voor het weggeven van waarde en kennis zonder directe betaling, laat ik dat voorop stellen. Door middel van blogs, vlogs en E-books doe ik daar zeker aan mee. Echter ik zie ook wat de gevolgen zijn voor vele, met name ZZP ondernemers die hele goede en mooie diensten aanbieden en die het zwaar hebben. Want ondernemend Nederland is zoals gezegd in de ban van gratis.
As the war for talent heats up and businesses compete for the skills they need, there is more pressure than ever on employers to create development opportunities for their staff in order to attract and retain the best talent. Hiring the best candidates you possibly can is an important first step but it’s not enough to merely consider your current skills needs. To be successful in the future, you need to look ahead at least two to five years and ensure a pipeline of possible future leaders are in place. Who are your HiPos? Businesses can identify these future leaders by looking at who their high-potential employees (HiPos) are. HiPos are individuals who could perform successfully in leadership roles that are one or two levels above their current roles, ideally over the next two to five years. By investing in and developing your HiPos from now, you can begin the crucial process of preparing them for leadership roles in the future, to ensure they drive the business forward successfully. Our recent HiPo Forum events demonstrated how organisations can go about this. Creating a career development ethos and recognising employees as a ‘total value asset’ can allow mutual goals to be reached by both the organisation and the individual.
Yes — I’m aware that’s a loaded question. In this case, I’m speaking of workplace success. But I’m certain that by the end of this post, other elements of our lives will come into play. Work life success is a complicated construct. It has to be…simply because we’re people…and people are complicated. But, this query seems to come up quite a bit during the course of our career lives. As I coach clients (both individuals and teams), I’ve realized this question often looms central.
Unfortunately career growth is not always reflected in the numbers. When career growth doesn’t jibe with outside measures of success (such as money, power and title) — we have doubts and question our path. We tend to place great emphasis on metrics in business. What you’ve sold. What you’ve earned. How many employees you might supervise. On some level the numbers work — on other levels, not nearly as well. Numbers don’t tell the entire story. They never have. Never will.
We need moderation just as much as children. Earlier this month, more than half of Brits admitted in a survey that mobile phone use has spoiled a key moment in their lives, from speeches at weddings, to watching their child graduate. More than 40 per cent of people were texting, 24 per cent were “habit-checking” their phone (i.e. nothing) and 10 per cent were scanning social media feeds when something real and beautiful was happening before their very eyes. So to those coming online for the first time, I offer a cautious welcome. As Baroness Lane Fox attests, the internet will open your eyes to a fizzingly brilliant new world. My 89-year-old grandfather has managed it perfectly – a few emails here, a Skype chat there – but these acts have enhanced his existence, rather than hampered it. Strike the right balance and you’ll be laughing, rather than wondering where all your real friends scarpered off to while you let your phone eat your life.
The key aspect of digital mindsets are: - Speed in everything – quick bursts of experimentation and feedback seeking; prototyping and then rapid scaling up. About 100,000 customers had registered on Flipkart to buy the 20,000 Mi 3 smartphones. They were sold out in 5 seconds. Analog mindsets cannot comprehend this kind of speed, much less respond in kind. - Think continuous processes, e.g., customer surveys are ongoing and the response to feedback is instantaneous. Every employee is in both sales and customer service! - Multiple sources of data. Data gathering is also continuous. Big Data backed by Analytics drives choices.
7 questions to genius: What do you think? What do the people on the front line think? What do our customers think? What do our suppliers think? What might our competitors think? What options are possible? Which options seem best to you? The more you include others, the smarter you become.
Develop an organizational culture that views all solutions as imperfect. Build in evaluation. In 30 days ask, “How is our solutions working?” In 30 days ask, “How might we make this solution better?” Use “we” instead of “me.” Ask, “What are we learning?” Repeat over and over, “All solutions are imperfect.”
15 Ways PhDs Can Be Better Job Candidates Eventually I learned that there are many types of PhD jobs in academia and industry. I also learned that the most important things you can do to get one of those jobs is to know what you want, who you are, and where you fit. This is especially true at big companies. More than anything else, big companies want to hire confident people who understand the system.
The problem is that the system in question is different than what most graduate students and postdocs are used to. But this system, like any other, can be mastered. Here are 15 things PhDs can do to make themselves better job candidates for big corporations. 1. Know what you want. 2. Know who you are. 3. Know where you fit. 4. Show teamwork. 5. Show problem solving. 6. Show conflict resolution. 7. Hit deadlines. 8. Have options. 9. Be connected. 10. Be confident. 11. Be patient. 12. Don’t take “no” for an answer. 13. Make others feel important. 14. Understand the system. 15. Have emotional intelligence.
One of the best things about life is that we never have to stop learning. There are always new skills to learn and techniques for us to adopt. When you look at the most successful people in the world, they understand this. Warren Buffet spends most of his time reading. The best entrepreneurs in the world don't act like they know everything. They all understand the fact that they have to continuously learn to be successful.
For us to live life to the fullest, we must continually look for ways to improve. Even in our own companies, we should strive to help our organizations in areas that are outside of our comfort zone. Companies from all over the world have recognized this.
Most of us wait to be happy until we've achieved a goal. Whether it's getting a kick-ass job, finding a loving partner or making the perfect frittata, the end goal of every endeavor is, in some form, happiness. Right? The problem is that our best efforts to "find" happiness simply dig us deeper into the ditch. This well-intentioned move actually sabotages our success. If you're ready to get out of your own way, check out the secrets of what happy people do differently: 1. They listen to their inner critic. At first glance, this seems counterintuitive. We all know the inner critic. It is that little naysaying nag that lives in your head whose sole purpose is to convince you that you suck. If you've tried to ignore it, you probably know that it's easier said than done. The truth is that your inner critic is a strength that's dialed up too high. It existed at one point to help you feel safe, but as an adult, it no longer serves you. If you try to push it down, it will eventually rear its ugly head in an equally ugly way. The Solution: Instead of rejecting your inner critic, get curious and listen to what it's really trying to tell you. What fear is it projecting onto the situation? And what do other parts of you have to say in response? No decision is one-sided, so why not go from a monologue to a dialogue? Happy people allow each voice in their head to have a turn to speak: the angel, the devil and everything in between.
The recruitment field is like the real estate business—there are a lot of agents, but just a handful do really great work. There is so much competition in our industry, in fact, that sometimes the less-competent—or even unethical—recruiters slip through the proverbial cracks and make life miserable for their candidates or clients. Often times, we encounter recruiters who go through the process of qualifying candidates and end up putting them forward for virtually any position, whether fully qualified or not. It’s the dreaded shotgun approach, where blasting out resumes and hoping one hits the proverbial target becomes a go-to recruitment strategy—and it never works. In worst-case scenarios, these candidates aren’t even aware their resumes are being submitted for new positions. This causes a great deal of stress if those individuals are happy in their current job or just started a new one. Unfortunately, these recruiters care less about what’s best for their clients and candidates, instead placing a higher value on their own commission. So, what makes a good recruiter? Definitely not that aforementioned ‘shotgun’ approach
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
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Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
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Creating engaging newsletters with your curated content is really easy.