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.
Getting through to the job interview stage in the hiring process means the employer believes you have the right experience and skills for the job on paper. But now comes the real deal-breaker: whether you can communicate those skills effectively in person and come off as the right fit for the company's workplace culture.
There are typical red flags employers watch for in job interviews. Any red flag can reduce your chances of getting a job offer, so here's what you need to avoid in your next job interview...
This includes everything from talking too little, talking too much, or simply having poor nonverbal behavior like a lack of eye contact or making the situation uncomfortable with poor body language. When it comes to questions and answers, a job candidate who can't provide effective responses to questions that are necessary to assess their experience and skills is always a problem.
Be prepared to address every point you have on your resume. And when an employer presents a follow-up question like "Tell me more about..." they are trying to dig deeper either because they're curious, or you provided an insufficient response.
An inability to communicate well in a job interview will leave the employer questioning whether you have the experience and skills you say you have on paper.
When an employer puts out a job offer, it's going to be to someone they believe is committed to the job—not to someone who's simply looking to fill in an employment gap until a more fitting job comes along. Any reasonable job seeker wouldn't present such a front, but sometimes casual conversation can lead you to say things that are better off unsaid.
Avoid talking about challenges in your job search or how you were looking for a job in fashion marketing, but somehow you're now applying for this job in healthcare marketing. It brings into question if you're really interested in the job the employer has to offer.
Also, avoid talking about any long-distance relationships, and try not to mention that your spouse and kids remain in another state. The employer will question if your personal situation may impact your job loyalty down the road if a relocation package is not going to be a part of the offer. And if they ask where you want to be in three years, answer with a position that corresponds with their growth opportunities.
The purpose of the interview is to demonstrate why you're a great candidate for the job and effectively convey what you have to offer. It's not about letting your frustrations out about a boss you don't like or people you don't like working with. Any bad-mouthing sends a negative message about your character. It'll also make the employer question if you can manage workplace relationships professionally.
Often, bad-mouthing occurs when employers ask questions like, "Why are you leaving your current job?" Stay focused on answering with a positive response that relates back to the goal of improving yourself and utilizing what you're capable of offering.
Yes, it's wrong to judge a book by its cover. But in a job interview, this is what happens. If you're not dressed the part to look like you suit the job, it's going to be hard for the employer to see that too.
It might also make the employer think that if you can't even manage to present a well-groomed appearance for a job interview you'll be a slacker when on the job—and that's not going to work, especially if this is a position where you may have interface with customers or business partners that require a professional appearance.
Salary is a factor in determining whether the job offer is ultimately right for you, but bringing it up too early in the interview process comes off as though you're only in it for the money. And when you're the one to bring it up, it puts you at a disadvantage. You create a situation where you need to reveal your desired salary before the employer offers insight into what they're considering, which may end up being much lower or much higher than what the employer has budgeted.
The point is to first make the most impressive mark you can. If you're the one they want, they'll bring up the topic of salary and you'll have an idea of what they're offering, which you can then further negotiate so it meets your expectations.
Employers take into account many factors during the job interview. It's not just about the experience and skills you put on paper. Now, you can avoid all the typical red flags to keep yourself in the running.
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While it's good to have regular friends, everyone needs a best friend. You know, that person you can go to whenever you need help, a confidence boost, or just a laugh. The same concept applies to the workplace.
While it's great to have trusted colleagues, it's especially nice to have one person in particular to confide in—a work buddy.
Sometimes if you're a new employee just starting with a company, you'll be assigned a work buddy to familiarize yourself with the job and work environment. There's nothing wrong with this. It could be that your supervisor has a particular person they want you paired with based on job responsibilities who could help you ease into and adapt to your new role.
If you're assigned a work buddy, that's one less thing you have to worry about. But if you're not assigned a buddy, look at it as an opportunity.
Some of the best friendships are the ones that are formed organically. Be open to getting to know all of your co-workers. Be friendly. Ask questions about their jobs and lives. Try to make a connection.
Having a work buddy is a great way to help you assimilate into the company culture and quickly fit in with other co-workers. An office buddy not only has knowledge about job requirements and expectations, but they can also provide information about the work styles and personalities of co-workers, and give a rundown of any office politics.
Beyond the office landscape, having a workplace buddy helps to improve confidence. It's nice to have someone who can share advice and make you laugh.
All jobs can be stressful at times, so being able to face work challenges with the help of a buddy reduces stress, too.
When it comes to building a relationship with your colleagues, it shouldn't always be about work.
Check in with your work buddy from time to time about how things are going in their lives. Grab lunch, attend happy hour, or plan some other fun activity once a month.
Trust goes beyond the workplace, so it's important to work on the relationship like any other friendship.
Strengthening the friendship is also beneficial if you ever reach a point where you are no longer co-workers. You may want to keep this person as a personal friend or use them as a professional reference in the future. At the very least, you'll both be valuable connections for each other in your professional networks. This is where those bonds formed at the workplace really come in handy.
Many companies have incorporated the buddy system into their onboarding process as a way to be more efficient in getting new employees familiar with the company.
If your company doesn't have such a system, be proactive about finding a buddy and make an effort to fit in with co-workers.
Fitting into the company's culture can be just as important as learning job responsibilities. One of the reasons why you were hired is because your employer thought you'd be a good cultural fit. Now, it's your job to prove them right. A work buddy can help.
At every company you end up working for, make sure you have a work buddy. Not only will they help you learn the ropes at your new job, but they'll also be a valuable friend and connection—someone you'll be able to count on as you grow in your career.
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Millions of Americans struggle to work at desk jobs, often unaware they're jeopardizing their health. Sitting down all day long can be a pain—literally. The sedentary lifestyle associated with sitting for prolonged periods can lead to a variety of physical ailments and chronic pain.
Whether it’s back pain, neck strain, or increased risk of cardiovascular issues, the act of being seated for the majority of the day can have severe consequences on your well-being. However, with a few alterations to your daily routine, you can significantly decrease the negative impact that a sedentary 9-to-5 job could have on your health.
Here are six tips for staying healthy with a desk job.
Maintaining proper sight lines means keeping your eyes at screen level so that your neck does not have to contort. Adjust your monitor and chair to put your neck and head in a comfortable position.
Staying ergonomically pure with your hands and wrists prevents serious joint and ligament injuries. Consider a cushioned wrist mouse pad to keep your mouse hand comfortable. Pads are also available for keyboards, while ergonomic keyboards enable hand placement that seems more natural.
Proper posture is probably the most important tactic in staying healthy with a desk job. Good posture is essential to overall health in general. Keep your back straight and your feet on the ground. If you are experiencing any back pain, you'll need to consider an ergonomically fit chair. Chairs for back pain enable positive posture and help restore the back and spine to a more natural state.
It sounds simple but looking away from the screen periodically will benefit your eyesight. Constant monitor viewing strains our eyes. We need a break from time to time. Take 15 or 30 seconds every 10 minutes to ensure that your eyes remain strong. Also, consider investing in a pair of blue-light glasses to further reduce eyestrain.
Research demonstrates the benefits of leaving your desk at periodic intervals to stretch and walk around. Grab some coffee, visit the bathroom, check in with your boss, or just take a five-minute walk. A five-minute stretch and walk every hour or two will do wonders for your body. A few minutes away stretches your muscles and reorients your skeletal system. You'll also be refreshed by the time away and able to refocus on your tasks.
Of course, proper diet, rest, and regular exercise remain essential ingredients to any healthy lifestyle. You'll find that exercising three to four times per week will keep you energized at your desk and able to endure through the day. On days off, be sure to stretch to stay limber. You'll notice a big difference.
These six tips are simple ways to stay healthy while working a desk job. Try them out today and you'll feel a lot better by the time you log off!
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It's no secret that many people wish they could be happier at work. So, what's the solution, if any?
Money is often thought to be the biggest predictor of job satisfaction, but a survey from the BBC that ranked nearly 300 jobs from most to least satisfying shows that although money does play a role, it's not the only motivator.
For instance, internet technology and telecommunications professionals ranked at number 147 on the list, while farm workers were rated as the 23rd most satisfied workers, despite earning only about half as much as IT people.
Arnold B. Bakker, professor of Work and Organizational Psychology at Erasmus University Rotterdam, has found that job resources can have a hugely positive effect on work engagement and, more importantly, there are practical changes that employees can make to increase their job satisfaction.
"Job resources, such as opportunities for development and growth, social support, skill variety, and performance feedback, are the most important predictors of both job satisfaction and employee work engagement," says Bakker. "Our research clearly shows that employees can 'craft' their own jobs so that they become more satisfied and engaged. Job crafting refers to changes employees can proactively make in their own job demands and resources. It can take the form of increasing one's job resources, decreasing one's hindrance job demands, or increasing one's challenges."
Professor Jane E. Dutton from the University of Michigan and her colleagues Justin M. Berg from the Wharton School and Amy Wrzesniewski from Yale School of Management have also done extensive research into the effects of job crafting. One interesting finding is that people in low-status jobs, which are arguably also the least satisfying, are actually in a better position to craft their jobs than people at higher ranks.
Their research outlines three broad ways in which employees can shape their own work experiences and find value in just about any job.
Although it's probably safe to say that most of the time you would prefer to be doing something else, there are likely at least some aspects of your job that you do find enjoyable. To increase your overall job satisfaction, you can emphasize the tasks you enjoy by spending more of your time and energy on them.
For instance, a professor might feel most fulfilled when interacting with students. So, in order to increase their job satisfaction, the professor might decide to limit the time they spend contributing to university committees and spend more time working with students instead.
Another way to make work more meaningful is to take on an additional task that you find fulfilling. Even if this increases your workload, it can still be beneficial if it helps you feel happier about heading to work every day.
Finally, if you can't emphasize or add tasks, it might be possible to re-engineer existing ones by introducing an element that inspires you. If you could use some help figuring out what jobs you'd feel truly happy in, take our free Career Decoder Quiz!
Another way to create your own happiness at work is to create meaningful relationships with your colleagues. Research on employee interactions indicates that even short-term connections, especially when they are high quality, can be reinvigorating. So, taking the time to build up relationships with colleagues, customers, and overseers can be another way to increase job satisfaction.
For example, you could spend time mentoring a less experienced co-worker, or get to know some of your colleagues on a more personal level. Even just making a point of chatting with customers and getting to know the regulars can help you derive more meaning from your work.
The way you view your job and the tasks you perform on a daily basis also affects your engagement and satisfaction in the workplace. Crafting your perceptions about work, or "cognitive job crafting" as the researchers refer to it, isn't as physical as building relationships or performing specific tasks, so it can be more difficult to do. But the goal is to help you to find more meaning in your job as a whole.
"The more you look for the benefits of what you're doing, the more it feeds you psychologically," explains Dutton. For example, although zookeepers spend much of their time cleaning out enclosures and feeding animals, they tend to view their work as a way of ensuring that the animals receive proper care, rather than as a series of menial tasks, which helps them find meaning in it.
By doing these three simple (but important) things, you'll improve your job satisfaction and find happiness at work. Don't wait to be happier at work today!
"Always read the fine print." Isn't that what they say? It's a vicious, dog-eat-dog business world and, more often than not, it's the underdog who suffers. However, if that underdog is properly prepared and has a few tricks up their sleeve, the tables could be turned.
If you feel as though you've been mistreated by your employer and they are in breach of your employment contract, you can take action. With the right knowledge and proper foresight, you should never need to worry about being swindled by your boss or company.
It's a sad fact, but most workers are simply not aware of their contractual rights. They very rarely take the time to read through their employment contracts. This is a dramatic oversight that is easily rectified by employees simply taking the time to read what they are agreeing to.
As with any formal contracts, contracts of employment are legally binding documents with the express purpose of establishing a written agreement between you and your employer. If any of the terms of that contract are broken, then it's considered a breach of contract.
The problems arise, however, when the breaches are against terms that were not written down as they are far more difficult to prove. For this reason, it is always advisable that you make sure every term you negotiate with your employer is written down in your contract. It might seem a little paranoid at the time but it's better to be safe than sorry.
If you think your employer is in breach of your contract, first check the hard copy over and make absolutely sure. There could be clauses written in "legalese" that you may not understand (indeed, that's essentially the point of legalese) so you might need to hire a lawyer or ask a friend from a legal profession to help.
Then, you should take the problem to your employer and attempt to sort it out face-to-face. If this fails, you may be forced to take legal action. Common breaches of contract that you could be able to claim compensation for include, but are not limited to:
Remember that not all of the terms of your employment will be written into your employment contract. Some of the terms are your right by law and some of the terms such as work hours and the job description itself might be found on the initial job advertisement, so remember not to delete or throw that away! Pay slips, staff handbooks, and other particulars can also be used as legally binding documents in the case of a contractual breach.
It's rarely straightforward when you're dealing with matters such as these and, as you would expect, there are numerous commonly held misconceptions and "loopholes" that employers can and will use in order to legitimize their contractual breach. You may, for example, think that it is not in your employer's power to force you to relocate against your will but there could be something called a "mobility clause" in your contract that states your employer has the right to move you and avoid paying you if you refuse.
There are also workarounds that they'll use when it comes to bonuses and countless other specifics, so make sure that you have at least a vague knowledge of what you're signing before you sign it. Really, it's as simple as looking before you sign, something far too few people appear willing to do.
If you're not familiar with the terms of your employment contract, get on it! Familiarizing yourself with it will make dealing with your employer far less stressful and, if you're really clever, you might even be able to renegotiate terms in your favor! Stranger things have happened in business.
Proximity is an essential tool in measuring the customer experience. The right mix of proximity could move a company’s customers from satisfaction to loyalty. The lack of proximity or the wrong mix could be the canary in a coal mine of a company’s fall from grace in their industry. CS professionals will benefit greatly in the SaaS industry when applying common sense measures to significantly impact the customer experience by leveraging proximity.
In this post, we will define proximity as it relates to customer success, its importance, and how two best practices can unlock improved business relationships and outcomes for your company.
Dictionary.com defines proximity as nearness in place, time, order, occurrence, or relation; closeness. In the mid-'90s, during the origins of customer success, the concept of helping customers to achieve their definition of success through a company’s products and services by being close in both a physical and virtual sense had not yet matured, primarily because there were no digital platforms, as there are today. Yet proximity to the customer experience is critical to product vendors and service providers.
In present-day corporate America, companies can feel a proximity bias toward vendors and service providers who are or are not in their orbit. Proximity bias has been described as an unconscious tendency where people in positions of power or leadership tend to favor those physically closer to them (Cooks-Campbell, Leadership & Management, 2024). I would argue that this type of bias extends to the vendor-customer relationship.
In 1990, United Airlines released a commercial that portrayed a sales manager who told his account team that they had lost one of their oldest customers. He said the customer, whom they had been with for 20 years, claimed not to know the sales manager’s company anymore. The sales manager said he and his team were to get back in front of their customers because they had relied more on technology (phones and fax machines) than face-to-face interaction. Today, product vendors and service providers have a portfolio of tools to connect and engage with their customers; however, they will require the right mix of engagement throughout their journey from awareness to consideration, purchase, retention, and advocacy. Indeed, this journey will require purpose, planning, and performance.
Place
Being geographically close to customers has its privileges. One of my largest customers was scheduled to renew 70% of their portfolio within 12 months, and even though we were in constant contact with them, face-to-face meetings would be crucial leading up to the renewal date. Many of the account team members were flying into town from faraway states. Coordinating schedules to get value from meetings was already challenging for both sides. I, however, resided only 90 minutes from the customer, and it was nothing for me to jump in my car and head to their offices for important follow-ups that required a quick physical response time when needed. Meeting face-to-face provided the regional presence that was needed to provide personal service.
Time & Occurance
As a customer success professional, I’ve seen my share of support cases, some involving outages. These cases can be damaging from a financial and reputation perspective and can get tricky when the incident happens in different time zones. My previous company had a Severity 1 notification system with follow-the-sun support, which informed me and support management of any outages the customer experienced. The standard response time was one hour. I would have such notifications sent to me via email and text so that I could connect with a support manager to get an engineer assigned immediately rather than receiving automated notifications that may not get a response until closer to the one-hour mark. I would then brief my account team on the incident and discuss the next steps to troubleshoot and resolve the issue. Within minutes, I would connect with the customer to assure them that we had the right people working on their behalf to address the outage. This type of proximity in time was the high-touch experience crucial to confirming to the customer that this issue was promptly addressed.
Order
Customers expect priority status regardless of what product or service they have purchased or licensed from you. Other companies are willing to pay a premium to get that priority service. When planning a customer’s upgrade to a more current release, migration to a different application, or even doing a hardware tech refresh, I would coordinate with support to make them a hot site. A hot site is the status given to a customer when planning the date and time of the above-mentioned events after hours or on the weekend. Should the customer experience a problem during the above-mentioned events, they could contact support and receive priority status to resolve their issue. It’s sort of like the FastPass at Disney! This type of proximity, in order, provides personal service and assures the customer that they are in good hands.
Below are two common sense, evidence-based applications that are working in the CS industry to build trust and credibility between vendors and their customers:
Physical Proximity
Relational Proximity
Proximity is linked to customer success's effectiveness by building and nurturing relationships. CS leaders should develop and project a clear sense of being near their customers through these personalized engagements.
References
Cooks-Campbell, A. (2024, March 12). Leadership & Management. Retrieved from BetterUp: https://www.betterup.com/blog/proximitybias#:~:text=Proximity%20bias%20is%20an%20unconscious,the%20expense%20of%2 0remote%20workers.
Cooks-Campbell, A. (2024). Proximity bias: definition. BetterUp.
"Why should we hire you?" is actually one of the most common questions asked in a job interview. If you're feeling upbeat and glad this question is being asked, you're at a good starting point because it's a question that gives you the opportunity to specifically inform the employer what you have to offer, why you make a good fit, and continue to sell, sell, sell to seal the deal to get a job offer.
When answering this interview question, there are several things you need to think about...
Often, when you're asked, "Why should we hire you?" the thinking is to simply respond with relevant skills and experience. But if you really want to win the employer over, you need to take it a step further.
One of the most important questions to ask in an interview is: "What is the biggest challenge someone will face in this position in the first six months?" Knowing this, answer as to how you have faced these challenges before and stress the results you have achieved. Also think about not just the relevant skills and experience you have to offer, but how those skills and experiences differ from what other candidates may be able to offer.
Employers want to hire talent who will be excited to work for them, so when you respond expressing your interest in the company and the business, make sure it's backed up with information.
You don't just want to say a blank statement like: I like the company and its culture. Offer details on it like: "I've seen how the company has maintained its competitiveness with the product launch of X, Y, and Z and infiltrated new markets like Asia and Europe. I believe in the company's approach and that it will be a long-standing leader in the industry, and I'm passionate about the product and the company's mission, so I'd like to be part of it. I believe I can add value with my previous experience and success in…"
This latter response informs the employer more about why you want to work for them and how you can bring them value. Of course, you will have to do some research ahead of time on the company and business to be able to provide such a response.
The last thing to consider when asked, "Why should we hire you?" in a job interview is where you want to be in three years. This is where you have to show that you want to stay with the employer since retention is key to them.
It is also a great opportunity to ask the hiring manager about career growth. Good answers include: "I like to stay challenged and learn new things, and I think your company can give me that opportunity. What kind of positions have others who started in this role moved onto?"
Whether you're asked, "Why should we hire you?" in a job interview or not, be prepared with a response to this question by thinking about these three areas. Either way, you'll want to make it a point to talk about what you have to offer as an employee and business-of-one, why you want to work for the company, and where you see yourself in three years. With this strategy, you'll secure the job offer in no time!
"If I could just get my foot in the door…" is a complaint we often hear from job seekers. With AI and automated applicant tracking systems in such wide use, how do you bypass computers and connect with hiring managers?
Actually, there are multiple ways to do exactly that. Let's take a look at eight.
This isn't the most effective way to get your foot in the door at most companies, but it does still work for some. To maximize your chances of landing an interview, make sure you customize your resume by adding keywords from the job posting and write a disruptive cover letter.
Why isn't this an effective way to bring your candidacy to a company's attention? First, you have maximum competition for each role you apply for since applicants typically number in the hundreds or higher. Second, only 25% of available jobs are ever advertised on job boards, which means you're overlooking 75% of open positions at any given moment.
The vast majority of employers offer you multiple ways to interact with them online—LinkedIn, Facebook, Twitter/X, Instagram, TikTok, and one or more company blogs. If you're targeting specific companies (Have you created your interview bucket list yet?), make sure you follow them on social media.
Even more important, though, is to interact with them through that media. Follow them on TikTok or Instagram and comment on their posts and videos. Review their LinkedIn profile periodically and "like" their updates. Share their blog posts. Give them the impression that you're interested in them as an employer.
This is an old strategy that still works. An informational interview is just that—an interview you schedule to access insider information about an occupation or employer. It is not a job interview and shouldn't be treated as one. Rather, this is your opportunity to ask the questions you're not likely to find answers to on the internet.
Used strategically, informational interviews help you explore the company's culture and structure and determine which departments are most likely to have roles that match your skills and capabilities.
When you come across a hiring manager on LinkedIn that you want to connect with, find another LinkedIn member who knows them and request an introduction (not right away). When you stop by the profile of someone you want to connect with, LinkedIn shows your mutual connections. If you leverage these specific connections into an introduction request, you're essentially getting a "warm" referral.
Make your case to the connection you want the introduction from. Sell them on the reason you want the introduction and assure them your request is serious. We strongly recommend leveraging a "serving" approach that involves offering something of value before you make a request of any networking contact.
Once you're connected to the hiring manager you can, of course, share your resume with them. However, keep in mind that many other candidates are doing the same thing. It would be smart, therefore, to look for a way to make your candidacy stand out.
The best way to stand out from the competition is to write a disruptive cover letter, where you can tell your connection story that will get the hiring manager's attention. Remember that you never get a second chance to make a first impression.
LinkedIn also tells you how you're connected to companies when you visit a firm's profile. Take advantage of this feature to help you deepen your connections with the company.
Request introductions to other folks in the same firm and issue invitations to others in the department you're targeting. Identify key employees in the company relevant to your search and review the groups to which each one belongs. Find an industry group they're a part of that you are eligible to join and do so. This establishes a third-level connection without you having to tip your hand or approach the contact. Best of all, once you achieve this third-level connection, you can message that contact directly without requiring an introduction.
As you build connections in a target company, try messaging those contacts to find out which external recruiting firms they use for the types of positions you'll be pursuing with them. Once you identify one or more external recruiters, build connections with them as well.
It's critical to leverage a "give to get" strategy with recruiters since they are inundated by emails, voicemails, and LinkedIn messages/invites from candidates. If you approach them in the same way you'll have to battle to stand out. Why not approach them differently from the start? Offer them something of value and allow your candidacy to prove itself over time. You'll stand head and shoulders above the crowd as a result.
With number five above, we mentioned sending your resume to hiring managers. An even smarter strategy is to court the hiring manager over time as we just recommended doing with recruiters.
Research the hiring manager via your favorite search engine and check out as many social media profiles as you can find. Ask your mutual connections to tell you about the person's interests and the needs faced by his or her department. Then, brainstorm resources you can share with them that they may find helpful before you bring your candidacy to their attention. Prove your worth first and a deeper connection is likely to follow. After a time, you can then request a phone call or meeting with the person to explore ways you may be able to contribute in more significant ways to their team.
With a little ingenuity and a fair amount of persistence, you can get your foot in the door at almost any company you can find. Make use of as many resources as you can, including as many social networking options as you're comfortable with to build a web of connections with your target companies. The result will be more interviews and more job offers—a decent payoff for a little work.
At Work It DAILY, we understand that true productivity and creativity stem from a well-rested and balanced mind. This is why we have implemented our "Week of Rest" initiative, where our team takes two one-week breaks each year to ensure everyone has the opportunity to reset and come back even stronger.
As a small, dedicated team of five full-timers and three part-timers, we understand the immense value of taking true breaks from work. Our commitment to well-being extends beyond offering resources like our "Break Through Your Burnout" training and insightful articles on managing burnout: we also practice what we preach. That's why, twice a year, we take a full week off to rest and recharge, ensuring we remain energized and effective in our mission to support you.
The "Week of Rest" initiative is not just a random occurrence, and Work It DAILY isn’t the first to do it either. Other brands like HubSpot, Nike, Mozilla, and LinkedIn also provide their own versions. It is a carefully thought-out strategy rooted in the commitment to promoting mental health and overall well-being within an organization, brand, and community. Work It DAILY continues this conversation about career satisfaction, work-life balance, and the critical need for dedicated downtime with members and audiences.
1. Enhanced Creativity and Productivity
Rest is not merely about taking a break from work; it is about giving your mind the space to wander, dream, and innovate. Studies have shown that periods of rest can lead to significant improvements in creative thinking and problem-solving skills.
2. Reduced Burnout
Burnout is a growing concern in many industries. It can lead to decreased productivity, low morale, and even serious health issues. By incorporating regular rest periods, we help our team avoid burnout and maintain their enthusiasm and energy for their work.
3. Improved Mental Health
Taking time off reduces stress and anxiety, promoting better mental health. It allows our team members to disconnect from work pressures and focus on personal well-being.
Our "Week of Rest" occurs twice a year, strategically planned to ensure minimal disruption to our operations and to coincide with American holidays when most employers and organizations are away. During these weeks, all team members are encouraged to leave their work responsibilities and engage in activities that help them relax and rejuvenate. Whether it's spending time with family, pursuing hobbies, or simply enjoying some quiet time, the goal is to come back refreshed and ready to tackle new challenges.
Leading by example is one of the most powerful ways to influence positive change. By openly sharing our "Week of Rest" initiative with our community, we hope to inspire others to prioritize rest and self-care in their own lives. Our members have responded positively to this initiative, often expressing how our approach has encouraged them to rethink their own work habits and make room for rest.
While not everyone may be able to take a full week off, there are still ways to incorporate regular rest into your routine:
At Work It DAILY, we are committed to fostering a work culture that values balance, well-being, and personal growth. Our "Week of Rest" is one of the many ways we strive to support our team and community in achieving a fulfilling and sustainable career. As we continue to promote the importance of rest and recharge, we invite you to join us in prioritizing your own well-being, ensuring you have the energy and creativity to excel in all areas of your life.
If you're looking for a white-collar job in this competitive job market, specifically if you're in your 30s or 40s and wondering why it's suddenly so hard to get a job, I want to walk you through the evolution of job search and the dramatic change that is happening. As a job seeker, if you understand this, you will get in front of recruiters and hiring managers faster and beat out your competition.
Back before there were any online applications, you applied for an office job by walking in and giving the company your resume. Then, that eventually wasn't enough to differentiate you from the competition, so along came the cover letter. Fast forward a handful of years and companies didn't like job candidates stopping in anymore to submit their applications, so job boards became the primary way to find a job. Then, LinkedIn came on the scene.
LinkedIn is more than an online application; it's a place for recruiters to proactively look for job candidates. Instead of soliciting applications or waiting for resumes to come in, they now have this tool where they can put in a few keywords of skill sets they're looking for in a certain location, hit search, and find profiles that are a match. So, everyone today knows you need a resume, a cover letter, and a LinkedIn profile for a successful job search. But now, there's a new thing you need as well.
LinkedIn has become a social media platform. The new algorithm puts way more emphasis on what you're putting in your LinkedIn feed, not your profile. So, if you want to be found by recruiters and hiring managers, you need to have a LinkedIn posting strategy. LinkedIn is a social media platform for individuals like you to share your knowledge and expertise so that you can be found.
The new algorithm is the reason why the people who used to get contacted all the time on LinkedIn are not getting contacted anymore. It's simply because they don't have the right strategy. The algorithm is based on frequency and relevancy, so you have to strategize on what you're putting in your LinkedIn feed so that you get found by recruiters and hiring managers so that they will go to your LinkedIn profile.
Most people aren't doing this, so the moment you start to change your strategy on your LinkedIn feed, you'll dramatically improve your chances of getting found by recruiters. It's all about the impact evidence—showing employers that you have the skills and expertise to do the job. With an optimized LinkedIn profile and strong LinkedIn feed, you'll stand out as a great candidate for the most desirable white-collar jobs.
Good luck, my friends. Go get 'em!
In today's competitive landscape, businesses must capture their audience's attention quickly while communicating purposefully. Adopting an integrated marketing and public relations (PR) approach is a powerful way to achieve this. By unifying these two essential business functions, brands will enhance their efforts to reach the right people and achieve results faster than if the two functions work in silos.
In this article, we'll explore the benefits and risks of integrating PR and marketing, discuss key strategies for a unified approach, examine ways to measure success, look at ways to adapt to an ever-changing consumer landscape, delve into cost-effective tactics and emerging trends that businesses can leverage, and provide actionable tips for implementing successful integrated marketing and PR strategies.
When businesses fail to prioritize an integrated PR and marketing approach, the consequences can adversely impact their success. The primary issue is typically a need for more integration between PR and marketing efforts. These challenges often become evident when organizations experience stagnating growth, send mixed messages, decline customer trust, and misalign within their market. Marketing might communicate one message, while PR conveys another, sometimes creating conflicting or confusing narratives. The disjointed approach can result in a lack of brand understanding, diminish trust, and open up opportunities for negative publicity.
Furthermore, the absence of a cohesive messaging and outreach strategy often leads to poor internal communication, which sets a bad example of teamwork within the organization. When marketing and PR do not collaborate, they fail to share goals and key performance indicators (KPIs), resulting in missed opportunities and undermining overall effectiveness. The impact extends beyond brand messaging and audience perception and affects sales and customer loyalty.
Neglecting to integrate PR and marketing may also contribute to crisis communication missteps, which can exacerbate negative publicity and, again, erode customer and stakeholder community trust. As businesses need help navigating communication challenges and building a positive brand image, they may observe declining customer engagement and a weakened brand reputation.
Ignoring the importance of integrating communication efforts, specifically through PR and marketing, brands and organizations risk losing reach, damaging customer relationships, and stalling growth opportunities. Integrating outreach efforts is crucial for maintaining brand credibility and trustworthiness. By aligning these efforts, businesses can present a unified message, foster more vital internal collaboration, and enhance their overall reputation and success.
Businesses can significantly benefit from adopting a more unified marketing and PR approach. Securing leadership support and resource allocation is essential for a unified strategy. This involves presenting a collaborative plan highlighting the need for integrated PR and marketing efforts and requesting dedicated resources and budget. When PR and marketing teams approach leadership together, they demonstrate a cohesive strategy crucial for gaining support.
Effective communication between PR and marketing teams is vital. Regular collaborative planning sessions, whether monthly check-ins or quick email updates, ensure that both teams stay aligned. These meetings foster transparency, facilitate the sharing of insights, and help align strategies and goals. Establishing shared goals and creating a unified content calendar is crucial for consistent messaging. PR and marketing teams should develop an editorial calendar that outlines key messages, campaigns, and content for the year. Building a cohesive and proactive approach can be as easy as sharing the calendar with other departments to use in their communications, such as social media, digital, HR, sales, customer service, and executive leadership.
While PR and marketing messages can differ in tone and style, the core message and call to action should be aligned. Working together prevents mixed messages and builds a consistent brand image that resonates with the audience. A unified approach ensures that all communications support the same overarching goals. Encouraging a culture of collaboration between PR and marketing teams can prevent the silo mentality. This involves educating team members about each other's roles and the importance of their collaboration. A shared understanding fosters mutual respect and enhances the effectiveness of joint efforts.
Rather than being reactive, PR and marketing teams should aim to work together proactively. This approach can prevent crises and ensure all communications are strategic and aligned with business goals. By working together, PR can enhance marketing efforts, and marketing can provide valuable metrics to demonstrate the impact of PR activities. By implementing these strategies, businesses can ensure a more integrated approach to PR and marketing, leading to better communication, stronger brand trust, and enhanced overall success.
Measuring the success of an integrated PR and marketing approach can be challenging, especially for PR, which often needs more quantitative metrics that marketing relies on, such as website traffic and conversion rates. PR's impact is more nuanced and long term, involving elements like share of voice and social media engagement, which take time to develop. To effectively measure success, it's crucial to set measurable goals aligning with overall business objectives and hold PR and marketing accountable.
One effective strategy is leveraging marketing metrics to showcase PR's contributions. For example, creating a dynamic newsroom on the company website can attract more visitors, who might explore other parts of the site, such as product pages or customer testimonials curated by PR. This synergy can enhance the overall customer experience and drive measurable outcomes.
Clear, measurable goals aligned with business objectives help demonstrate the value of integrated efforts. Although PR's impact might take longer to manifest, consistent efforts in securing media mentions and building brand loyalty contribute to long-term success. Immediate results are rare, but by setting realistic expectations and aligning PR goals with marketing metrics, businesses can better understand and demonstrate the value of their integrated approach.
Adapting PR and marketing strategies to changing consumer preferences and behaviors is crucial for business success. It starts with active listening. Marketing teams often focus on product-specific feedback, such as through focus groups, to improve products and build awareness. Integrating PR into these sessions can enrich the understanding of consumer trust and emotional connections. This combined effort ensures that strategies are informed by a holistic view of consumer needs, ultimately fostering stronger relationships and more effective communication. Social listening plays a significant role in this process. Monitoring trends and conversations within the community allows PR and marketing to gather valuable insights. Regular reports summarizing community behaviors and preferences can guide strategy adjustments. For example, a brand like Warhead Candy excels in listening to its online communities. It identifies what resonates with its audience—primarily nostalgic parents who enjoyed the candy in their youth and want to share that experience with their children.
Maintaining an ongoing dialogue with consumers is essential. Regularly engaging with them and seeking their feedback ensures that strategies remain relevant and responsive to their evolving needs. This continuous interaction informs marketing and PR efforts and strengthens the overall brand by demonstrating a commitment to understanding and meeting consumer expectations.
Adopting cost-effective PR and marketing tactics is essential for businesses aiming to maximize their impact without overspending. Leveraging social media for organic engagement is a prime example. While it requires time investment, utilizing tools—especially those enhanced by AI—can help efficiently identify key trends from comments and conversations. Businesses can use these tools to gather valuable insights instead of manually sifting through social media feedback with minimal costs. Another effective strategy involves utilizing existing content. Blogs, videos, and infographics can also be repurposed to maintain a consistent and engaging presence without significant additional investment. Partnerships with media and influencers can also be highly beneficial. Establishing in-kind partnerships allows for mutual promotion without the high costs often associated with paid mentions. For example, instead of spending a substantial amount on a single newsletter mention, businesses could employ a team of social media interns to engage directly with their audience and gather more precise data on their preferences and behaviors.
Community events and sponsorships offer additional cost-effective opportunities. Sponsorships, whether for regional or local events, can provide immediate visibility and align your brand with causes that matter to your audience. However, these sponsorships must be active and engaged rather than merely placing a logo on materials. Being involved and present at these events helps build deeper connections with your audience and fosters genuine engagement.
Furthermore, the content and stories generated from these events can be invaluable. These sponsorships offer rich material for further marketing efforts, from editorial content to compelling imagery. Sending teams to interact directly with consumers at these events can yield powerful insights and create authentic connections, which data and analytics alone cannot achieve. The key is to blend digital listening tools with active community engagement to create a holistic and cost-effective PR and marketing strategy.
Staying ahead of emerging trends in PR and marketing is imperative for businesses seeking to maintain a competitive edge. One prominent trend is the increasing integration of AI to support PR and marketing tasks. Rather than fearing AI, businesses should embrace its potential to enhance efficiency, data analysis, and overall performance. Organizations can optimize their budgets by leveraging AI ethically and intelligently and demonstrate savvy decision-making in the digital age.
Another noteworthy trend is the rise of micro-influencers in social media marketing. While prominent figures have long dominated influencer marketing, the focus is shifting towards smaller-scale influencers who offer niche audiences, targeted expertise, and genuine conversations with consumers built with authenticity. Businesses can forge more genuine connections and drive meaningful engagement without exorbitant costs by identifying and partnering with micro-influencers relevant to their audience.
Furthermore, there is a growing recognition of the importance of PR's role within organizations. PR professionals are increasingly invited to the table alongside marketing, public affairs, and sales teams. This trend underscores the value of collaboration and cross-functional integration, ensuring that PR insights and strategies are considered from the outset rather than as an afterthought. Likewise, marketing teams must actively involve PR in decision-making processes to maximize outcomes and align messaging effectively.
Businesses should remain attentive to these emerging trends and adapt their PR and marketing strategies accordingly. Embracing AI, leveraging micro-influencers, and prioritizing cross-functional collaboration are critical steps toward achieving sustained success in today's dynamic business environment.
Effective integrated PR and marketing strategies require actionable steps that teams can implement today. First, prioritize collaboration by bringing PR and marketing teams together to develop shared goals and vision. Start small, if necessary, but foster a culture of collaboration and communication that amplifies outcomes internally.
Second, invest in project management tools to facilitate seamless team communication and coordination. Using platforms like ClickUp, Basecamp, or Asana or creating dedicated MARCOM folders with centralized resources enhances efficiency and ensures everyone is on the same page from the beginning of a project.
Last, leadership and management support are crucial for overcoming any roadblocks to collaboration. If you're in a leadership position, actively engage with counterparts in PR and marketing to demonstrate the importance of collaboration. Address any organizational barriers and champion a culture that values teamwork and integration.
By taking these actionable steps, teams can create more effective integrated PR and marketing strategies that drive impactful outcomes and align with organizational goals.
In today's competitive landscape, effectively capturing your audience's attention and communicating key messages is paramount. Integrating marketing and public relations is a powerful strategy to enhance these efforts and achieve remarkable results. This approach not only improves efficiency but also amplifies the impact of each discipline. Businesses can significantly boost their brand presence and effectiveness by adopting unified strategies, measuring success, adapting to consumer changes, leveraging cost-effective tactics, and staying ahead of emerging trends. Implementing these integrated PR and marketing strategies will ensure cohesive messaging, stronger collaboration, and sustained success in the dynamic business environment.
Listen to the Marketing Table Talk podcast with Lisa Perry and Lindsay Scheidell here to learn more about the importance of integrated marketing and PR.
For more brand marketing insights, follow Lindsay Scheidell and Lisa Perry. For a step-by-step guide on developing a brand strategy, check out How to Develop a Brand Strategy by Lisa Perry.
The workplace is no longer confined to cubicle spaces, hauling morning commutes, and conference rooms. Now, working is shifting from a physical place to a lifestyle.
Technology has made this transition possible because we can access people, tools, and live streams globally with the click of our mouse regardless of being at an Italian coffee shop or corporate office.
The biggest shift? We've stopped believing that productive work can only be done at work.
Yet this opinion may only align well with Gen Y, also infamously known as "the millennials," a term that has been circulating in our social culture for decades now. So, what are the key differences between Gen Y and Gen X, and how does this impact your individual workplace experience?
Let's dive into the basics first...
You can see the key attributes that set these two generations apart. But before you say, "Agh, millennials!" let's look at the statistics—especially important for those that stereotype millennials as lazy or entitled:
Each generation has its strengths and weaknesses. Therefore, an individual's core values should play a role in the types of tasks, projects, or other opportunities they receive at work, in addition to other factors like experience and skill set.
We can't stress the importance of understanding the differences between these two generations enough because it can create a more efficient, profitable, and friendly workplace.
Employees: Look for companies that honor your core values and provide a work culture that aligns with your beliefs and strengths. If you don't, chances are, you may end up being in a position that causes you mental stress, loss of professional confidence, or career depression.
Employers: Do not try to mold or force a millennial into a role more suited for Gen X or vice versa. It will most likely lead to failure and loss of time and money.
Example 1: A Gen Y employee may not do well with strict Monday-Friday schedules in office settings, especially when tight project deadlines are approaching. But they're most likely willing to work non-traditional, flexible work hours. So, if you're looking for a candidate that will go above and beyond for a company during the holidays including working weekends, Gen Y probably is the right fit.
Example 2: If you have a project where you're only able to provide minimal supervision due to lack of time or resources, choose a Gen X employee.
At the end of the working day, think beyond stereotypes of any kind, especially when it comes to generational differences. Instead, try to view your colleagues as people first, rather than sources of irritation or competition.
See how you can learn from each other's differences and work in a harmonious way that honors both sides' experiences and beliefs. You may actually gain more appreciation and respect for your peers this way, and maybe even be inspired by them, too.
A common interview question employers ask during job interviews is, "Why are you interested in this position?" They want to know why you want to work at their company and the specific motivation behind why you applied for the job (not that you need a paycheck).
Knowing how to answer interview questions well is always important, especially with this question.
To persuade the employer that you have a true connection to the company and a passion for the job you applied for, your answer to this interview question should start with, "I'm interested in this job, at this company, because…" and then list at least three reasons why you want to work there.
Here is how you should structure your answer to the interview question, "Why are you interested in this job?"
In order to effectively answer "Why are you interested in this position?" during a job interview, you need to list three reasons why you want the job for a well-rounded response. Those three reasons are professional fit, cultural fit, and personal fit.
Your first reason should always show fit in terms of professional skills.
Example: "I'm interested in this job because I can see that, in this role, my skills could help solve this problem within your company. I also see an opportunity for me to learn and grow these skills, so we both would benefit personally, professionally, and financially. If I can come in here and solve problems and accomplish your goals, I know I can develop my career the way that I want to."
This part of your answer lets them know that you are excited about what you will be able to accomplish for them, while still emphasizing what they are getting out of the bargain. You need to sell yourself as a business-of-one who can provide a service better than the competition.
Your second reason when answering, "Why are you interested in this job?" also shows fit, but in a different way.
Example: "Also, I like the culture of this organization. From what I've heard and what I've been reading about the company, it seems like a great fit for my personality and my values. I really connect with your mission statement, and feel passionate about the work that you do."
This is a general answer, so if you can be more specific by actually naming a couple of things you've heard or read about the company's workplace culture that you like, it will help your cause. This is one area where your pre-interview research is critical.
Here are a few things you may want to look for when you research the company:
Mention those things that truly speak to you and your values so your sincerity shows.
Wrap up your answer to the "Why are you interested in this job?" interview question with something that personalizes it a bit more.
Examples:
Say something that gives you another reason of your own for wanting this job. This interview answer is a fantastic place to let your enthusiasm for the job show. It's very appealing to employers, and it gives them one more reason to hire you.
To summarize, if you want to effectively answer the question, "Why are you interested in this position?" you should touch on your professional, cultural, and personal fit.
Here's a good example of an answer that has all three of these components:
"I'm interested in this job because I can see that my skills could help solve this problem within your company. Also, I like the culture of this organization. From what I've heard and what I've been reading about the company, it seems like a great fit for my personality and my values. Plus, I've always used your products, and I just love them. I am really excited about being a part of that."
You'll have a very clear and thorough answer to the question, "Why are you interested in this job?" if you follow the formula above. Set yourself apart from the competition today!
Are you struggling to answer other common interview questions? We can help.
Download our FREE list of the 18 most common interview questions to learn what hiring managers are going to ask YOU in your next job interview.
In the fast-paced world of SaaS sales, my journey began as a sales development representative (SDR), where I quickly learned that success required more than just enthusiasm; it demanded a clear and effective playbook for engaging potential prospects. Later, I transitioned to managing a team of 12 SDRs and reported directly to the chief revenue officer (CRO). This role brought new challenges and responsibilities, unknowingly pushing me to develop a structured approach. It wasn’t until a content class at Work It DAILY posed a thought-provoking question that I fully recognized the methodology I had been shaping:
What big problem do you solve in your line of work? What is the step-by-step methodology, framework, or checklist you use to solve it effectively and consistently? The goal is to be able to explain it to a fifth grader, offering a 30,000-foot view.
In simpler terms, I help companies find new customers who might benefit from their products or services. This not only fulfills the customers' needs but also supports the company in making money and staying in business, which in turn provides and sustains jobs.
1. Learn About the Problem: I learn all about the problems that our products and services can fix. This helps me understand how we can help people.
2. Identify Who Needs Help: I find out which companies and which people need our help, learning about their daily challenges and how our products can make their lives easier.
3. Build and Train a Team: I manage, hire, and teach a team of people who will help find these potential customers. We reach out to them to explain how we can help and set up a meeting so they can learn more about what we offer.
4. Reach Out and Communicate: My team and I send messages, make calls, and use other ways to reach out to the people who might need our products. We explain how our products can solve their problems.
5. Use Feedback to Improve: After talking to potential customers, we listen to their feedback to understand what they liked and what they didn’t. This helps us make our approach and our products even better.
6. Follow Up and Measure Success: After reaching out, we follow up with the customers to see if they are interested. We also keep track of how well we are doing in finding new customers and helping the company grow.
7. Collaborate with Executives and Align with Business Goals: I work closely with executive leadership to ensure our efforts align with the company’s strategic goals. I regularly update executives on progress, challenges, and opportunities. I also collaborate with other departments to ensure a unified approach to reaching potential customers and meeting their needs.
Reflecting on my journey from an SDR to a sales manager, I realize that the methodologies I've developed are not just about finding new customers; they are about creating value and building relationships that foster long-term success.
In the dynamic world of SaaS, understanding the problem, identifying who needs help, building a capable team, communicating effectively, leveraging feedback, measuring success, and aligning with business goals are crucial. By simplifying these steps and making them easily understandable, I hope to provide a framework that can help others achieve similar success. This approach has not only helped companies grow but also enabled me to manage a high-performing team.
As I look forward to my next role, I carry with me these valuable lessons and a proven framework that I am eager to apply and expand even further.
Imagine being in a design class, dreaming of creating eye-popping ads for trendy sneakers or groundbreaking tech gadgets, only to have your professor dive deep into the world of window curtains. Sounds uninspiring, right? But as I listened to him passionately detail the merits of a cornice over a valance, I realized that even the most mundane products have stories waiting to be told.
This professor, tasked with developing a window dressing simulator for a major department store, had become an expert on drapery—proving that any brand, no matter how "unsexy," can become fascinating with the right marketing magic. That moment sparked my love for marketing unsexy brands, igniting a passion for transforming the seemingly dull into the must-have. It ain’t easy, but after 15 years I’ve found a few sure-fire ways to get unsexy brands into the right hands.
Know who your customers are, their pain points, and what motivates them. Tailor your messaging to address their specific needs and concerns.
Focus on how your product improves the customer’s life or solves a problem, rather than just listing its features.
Create a compelling narrative around your brand. Storytelling can make even the most mundane products interesting and relatable.
Injecting humor into your marketing can make your brand more relatable and memorable. It helps in humanizing the brand and making it more approachable.
Encourage satisfied customers to share their experiences with your product. Testimonials and reviews can add credibility and authenticity.
Provide valuable information that educates your audience about the product’s uses and benefits. Blogs, how-to videos, and infographics can be very effective.
Invest in high-quality visuals. Good design can make a boring product look attractive and professional.
Show real-world applications of your product. Case studies can demonstrate effectiveness and build trust.
Collaborate with influencers who can authentically endorse your product. Their credibility can help reach new audiences.
Allow potential customers to try before they buy. Experiencing the product firsthand can significantly influence purchasing decisions.
Highlight the durability, efficiency, and reliability of your product. This can be a significant selling point for unsexy brands.
Real customer stories and testimonials can provide powerful social proof and help build trust.
Optimize your content for search engines to ensure your product is easily discoverable by people looking for solutions.
Use precise targeting options on social media and search engines to reach your ideal customers.
Develop a consistent and professional brand image. A strong brand identity can make your product stand out.
Use email marketing to nurture leads and keep your audience informed about new updates, promotions, and product information.
Be active on social media and engage with your followers. Respond to comments and messages to build a loyal community.
Providing excellent customer service can turn customers into brand advocates who spread the word about your product.
Collaborate with other brands that complement your product to reach new audiences and create co-branded marketing efforts.
Continuously monitor and analyze your marketing efforts. Use data to understand what works and what doesn’t, and refine your strategies accordingly.
Implementing these tips can help you effectively market unsexy brands, transforming them into desirable and trusted products in the eyes of your audience. It's a simple concept but not an easy task—it requires creativity, persistence, and a deep understanding of your product's unique value.
If you're ready to take on the challenge and elevate your brand from mundane to must-have, I'd love to connect and share insights. Reach out to me on LinkedIn, and let's turn the unsexy into unforgettable together.
Whether you're managing a team or leading a country, making a transition into a leadership role can be a bit of a challenge. If you want to start off on the right foot, there are a few things you should keep in mind.
Here are 11 tips for successfully transitioning into a leadership role.
Leadership transitions are always a little awkward. People get used to things being a certain way, and when things change, it can be challenging for some people initially. Not everyone will know how to respond to the change, and some people will flat-out be against you.
You're human. You're going to make mistakes. As long as you own up to them and don't make the same mistakes over and over again, you'll be fine. Don't blame others, don't point fingers, and don't make excuses. Own up to the mistake, learn from it, and move on.
Your decisions won't always be popular, but as long as you've done your due diligence, analyzed the situation, and believe what you're doing is the best thing for the team, company, and so on, that's all you can do.
In order to be an effective leader, you have to be accessible. People need to feel comfortable talking with you and providing feedback.
Make a genuine effort to get to know people, understand their goals and interests, and be friendly. And don't be afraid to own your weaknesses. Nobody is perfect. Being transparent can help you gain trust and respect from your team. You don't have to be feared in order to be influential.
Good leaders coach others and find ways to support them so they can do their jobs better. Leaders encourage growth, ideas, and feedback. They listen to their team and support them where they need help. They don't stifle their growth by putting them down. Instead of saying, "That's wrong, fix it," try saying something like, "I think we can do better. How can I help?"
Just because you're in a higher-level position than everyone else now doesn't mean you should act like a know-it-all. In fact, please don't, because you know what? You don't know it all. You likely have some great knowledge, but you don't know everything. And acting like you do is going to foster resentment for you among your team.
In order to support your team, you need to have the knowledge, resources, and tools to do so. That's why it's critical to ask questions, get to know each person's function and capability, and teach yourself how to do things on your own.
Your company might not offer leadership training or have the resources to educate you in certain areas. There's a certain amount of stuff you're expected to learn on your own. Be proactive.
Even if you don't agree with an idea, opinion, or action, it's critical to be respectful. If you respect others, they will respect you. And when you're making a transition into a leadership role, earning that respect from your team is critical.
Great leaders inspire others to be better and do better. Talk to your team, learn about them, understand what gets them fired up, and find ways to inspire them.
You weren't always in this position. Think back to when you worked under someone else's leadership. What would you have done differently? Why? What did you love about their leadership style, and what did you hate?
Treat your team like you would want to be treated. When some people get into a position of power, they let it go to their head and they forget what it's like being on the other side of the table. Don't let that happen to you.
Yes, making a transition into a leadership role for the first time can be nerve-wracking. You're going to feel a little insecure and unconfident in your ability to lead. However, it's important to remember that you were chosen for this role for a reason. It's going to take work, but you have what it takes to be a strong leader. Plus, if you don't believe in your ability to do a good job, why should your team?
Think about your skills and experience, and figure out how you can use them to your advantage. Remember your champions—the people who believe in you. You can do this!
Every season is job search season if you want it bad enough. However, there are some who view summer as a time of rest and ease up on their job searches. That's the last thing you should do!
Sure, you should take time to relax and go on vacation—just don't abandon your job search goals completely. Here are four ways to keep your job search on track, while still enjoying your summer.
A new season is a time for renewal, so it's important to make sure your resume and LinkedIn profile are current and up to date with projects, contributions, and achievements. Summer is a great time for reflecting on the work you have done over recent months and leveraging those accomplishments to have a results-driven resume and LinkedIn profile.
While your resume takes precedence, you should still give your LinkedIn profile a good look because it's public and is viewable by a greater geographic population. Do not underestimate the power of LinkedIn in your job search.
Summer is a great time to be more social. Attend professional events, go to business happy hours, and ramp up your networking opportunities. Connect with old colleagues over lunch outdoors in casual attire, and seek out the potential for informational interviews at companies. Since things are more casual and laid back in the summertime, ramp up the opportunities and seize them.
If you can't attend any in-person networking events, there are still ample opportunities to network online!
The beautiful summer weather is great motivation for engaging in new volunteer and community service opportunities. Consider the potential for making new connections and adding volunteer projects to your resume and LinkedIn profile that you are already updating during the summertime.
Remember, summer days are longer. Use your time wisely, and to your benefit!
Spend the summer re-evaluating your current role. What skills are you developing in your current role? What skills do you want to build upon? Consider reaching out to recruiters or your professional network, people who can help bring your next role to fruition. LinkedIn is a great resource for connecting with recruiters and seeing if new projects or opportunities are available to expand your skills.
Don't let the summer weather be a distraction or setback for you. Focus on reclaiming your brand, take a break or a vacation, and regroup on where you would like to go next in your career. Remember one important thing: the year is already halfway over, so it's important to seize the moment and the opportunity.
The job interview question, "What makes you unique?" can stop you in your tracks. You know you have the qualifications and the skills to do the job, but how are you supposed to know how you're different from anyone else?
The answer is: you don't have to know. And you don't have to be Superman to deliver a job-winning answer to this question.
Here are three surefire ways to answer the "What makes you unique?" interview question that will impress your interviewer.
Before you can come up with a great answer to this interview question, first you need to know how not to answer. The hiring manager absolutely does not want to know that you play in a band on the weekends, you can solve a Rubik's Cube in 30 seconds, or that you have a pet rat.
When interviewers ask, "What makes you unique?" the real question is, "Why should I hire you? Why should I choose you over the other people I'm interviewing?" That's what you should answer.
A personal answer may be interesting, but it won't help to convince them to hire you. All of your job interview answers should focus on telling them what they need to know in order to say, "You're hired!"
Think about what makes you valuable to have in this role and why it's valuable. Those are the qualities you want to draw attention to, and now is the time to brag about them. Ultimately, employers want to know how you will save or make the company money. Prove your value, prove you have a track record of saving or making companies money by being successful in past positions, and they'll absolutely want to hire you.
Here are a couple of great ways to answer the uniqueness question based on things employers really care about—your background, your experiences, and your personality or soft skills (that pertain to the job).
Here's a sample answer of what you might say when responding to this question:
"My background is a little different from others in the field, which gives me a unique perspective that has allowed me to see solutions that are creative and resourceful. For example, I came up with X solution [say what it was] to solve Y problem, and it worked out beautifully." [Use evidence in the form of numbers, dollars, or percentages that really highlight the success of your solution.]
Here's an example of what you might say when responding to this question:
"I believe that my education in X [name your degree or classes here] combined with my work experience in Y give me an especially great advantage when approaching [a typical or critical problem this job addresses]. I draw on both to solve everyday issues and special challenges. For example, in [name a situation], I took [name the action you took] and got [name the results you got—again, in the form of numbers, dollars, or percentages if you can]."
If the job description or things the interviewer has said so far let you know that soft skills like communication or organization are important for the job, you can say something like:
"I believe I have exceptional organizational skills. In my last job, I created a new system for task assignments that streamlined our productivity and improved it by 20%."
This little bit at the end—"by 20%"—transforms what would be a good answer ("I streamlined our productivity") into a standout answer. It grabs attention and tells them exactly how much you matter. Remember: In the job search, it's all about quantifying your work experience on your resume and in your job interviews.
If you have any experience or skills that would make you valuable in the role, now is the time to mention it. Worry less about "uniqueness" and focus on value. Add impressiveness to your answer and make them remember you by incorporating proof of how what you have is valuable, and describe it in terms of numbers, dollars, or percentages.
Next time you have a big job interview, try using these tips to answer what makes you unique. That second phone call could be coming faster than you think!
There are three mistakes that people are making on LinkedIn right now that are costing them job opportunities, and I bet you haven't heard them before.
LinkedIn changed its algorithm once it reached one billion users. The algorithm used to search profiles and give recruiters the top 50 people that matched their keyword search based on skill sets. But people weren't filling out their profiles, and some profiles were outdated, so it no longer was giving recruiters what they needed. LinkedIn also realized that it wanted to be a social media platform. They saw what was happening with TikTok, and they realized that they had to start to incentivize people to participate on the platform on a regular basis. The new LinkedIn algorithm rewards the people who are most active on the platform.
That's the thing you need to understand. It's not enough to set up your profile and forget it. You actually need to be active on the platform in order to show up in more recruiters' search results.
If you're somebody who used to be found by recruiters all the time and now you're not, it has to do with your LinkedIn strategy. Here are the three mistakes you're making...
The first mistake is not updating your profile every two weeks, especially the headline. I teach all my clients to make a calendar reminder to update their LinkedIn profile once or twice a month. All you have to do is change a couple of keywords in your headline.
Now, it's important that your headline has all the keywords that you want to be found for by recruiters. So, you have to select the keywords carefully, and then swap them out every two weeks. Why? Because when you make a headline change, the algorithm rescans your entire profile and you'll start to show up in more search results. Don't do this every day because LinkedIn will realize what you're doing, but every two weeks will work really well for you.
The second LinkedIn mistake is not posting on a daily basis. Your feed is that social media aspect of the platform, and LinkedIn wants to see that you're posting articles or videos or even your own thoughts as it relates to your area of expertise. They want you to serve your network by providing them with information and value.
So, you should be curating and creating content on LinkedIn every day. Pull together some really insightful stuff and share it in your feed. That way, the people who follow you will learn from you. Also, if you're posting every day, it will show recruiters what you care about. You want to be really intentional about what you put in this feed in order to be found by those recruiters.
The final mistake job seekers are making on LinkedIn is not focusing on posting quality-driven content. It's not enough just to repost somebody's content. It's not enough just to comment on somebody else's stuff. That's not quality engagement in LinkedIn's eyes. The platform wants to see you putting original content out there, too.
For every piece of content you post, whether it's a video, an article, or a graphic, you have to share your point of view, and you also want to use the right keywords to optimize your posts. Again, the algorithm is reading everything in your feed and figuring out what you talk about the most, what your area of expertise is. Quality content is now the key to showing up in recruiters' search results.
If you're not updating the headline in your profile every two weeks, posting every day, or posting quality content on LinkedIn, you are missing out on a huge opportunity to have recruiters find you. This is what I teach my clients every single day, and it's unbelievable. They go from not being seen at all to having recruiters contacting them. And with these tips, this can happen to you too.
Good luck, and go get 'em!
In this session of Executive Table Talk, hosted by J.T. O'Donnell, founder and CEO of Work It DAILY, a panel of experts discuss the implications of AI on the future of work.
Here are a few key points from the video:
When you go into a job interview, your goal is to make a good impression, right? Kind of. The goal is to make a memorable impression—you want them to automatically think of you when someone asks, “Who should we hire?"
How can you make such a powerful impression? Here are the best ways to be memorable during an interview.
We've hired several people since I started at Work It DAILY.
Since we're a small company, I've been lucky enough to be a part of the hiring process. One thing that we always remember in a job candidate is enthusiasm.
We, like many other companies, want our employees to be excited about the work, the team, and the culture. If we sense a lack of enthusiasm—or worse, no enthusiasm at all—that candidate won't move on to the next step.
No one wants to work with a robot. Don't act like one in your interview!
You have a great personality. Show it off! Be yourself. People remember personality. Your personal brand represents who you are and what you're all about—professionally and personally.
When you strip your brand of any flavor, how do you think anyone is going to remember you?
This is a biggie. If you don't send a thank-you note after an interview, you're pretty much out of the running.
Why? Well, first off, it's only respectful to thank the people who interviewed you for taking the time to talk with you. But also, if you really want the job, you'll do everything you can to get an edge over your competition. If you skip the thank-you note and your competition sends one, it could mean the difference between you getting the job offer or them when it's time to decide (and, believe me, you're not getting points for skipping this step).
Sending a thank-you note also gives you one last chance to connect with your interviewer and potential teammates. It's worth it, and it's the last thing that you can do to be memorable instead of just another job applicant.
The goal of every interview is for you to stand out from other candidates. The more top-of-mind you are to your interviewer, the better your chances are of moving on in the hiring process. So, follow the tips above to be memorable in your next job interview and clearly stand out from the competition.
There you are: sitting on the beach, covered in sunscreen, reading your favorite book, drinking your favorite drink under the cool shade of an umbrella. Life doesn't get any better than this. Suddenly, a door slams, a phone rings, a printer turns on. You jolt back into consciousness. You're at work, sitting in your cubicle, without even a hint of sunshine streaming in from outside.
When you're working a full-time job, finding time to enjoy the warm, bright summer weather can be a challenge. This is especially true for young professionals, as many of them are used to having summers off (or, at the very least, having a flexible summer schedule). But there's no need to feel trapped behind your cubicle walls. Go out and enjoy summer!
Here are a few tips for making the most of your summer while working full time.
Keep a couple of foldable camping chairs at the office so you and a co-worker can catch some rays during lunch—whether it's in the park or the parking lot.
Keep a bag full of summer supplies for your favorite summer activities. Having a bag (or, in my case, a backseat) full of towels, sunscreen, and swimwear keeps you prepared for anything. Friends hitting up the pool after work? You're covered. Once the clock strikes five, you can head to your destination of choice immediately.
Plan an office field trip to the beach, the park, or the pool. Just do something fun so your brain can recharge and refresh!
Get a bunch of co-workers together and go on regular walks around town during lunch. (Or you could suggest a quick jaunt over to the ice cream shop.) This is a great way to get some fresh air, sunshine, and exercise.
When you find yourself eating out, hit up places with a deck, porch, or patio of some sort. Obviously, eating out every day isn't really a feasible option for most of us, so look into alternative ideas as well. Pack a lunch and hit the park for your own little picnic.
Whether it's setting up an official office sports team or just hanging out with your colleagues a few times a week, playing sports is a great way to get out and enjoy the weather. Have a field nearby? Try setting up some slow-pitch softball games. Or see if you can get a basketball hoop for the office so you and a few co-workers can shoot some hoops at lunch.
During the summer, professional networking groups often have fun events like harbor cruises, pub crawls, and outdoor mixers. Find a professional group in your area and make networking fun this summer.
Get your grill on! Talk to your boss about setting up an office BBQ. Ask everyone to contribute their favorite dish, side, or drink. Fire up the grill and relax! Hey, it's summer after all.
Yes, yes, I know...waking up early is an incredibly painful and unbearable experience for some of us, but waking up even an hour earlier has its benefits—especially in the summer. Go for a morning run, putter around in the garden, or watch the sunrise with a loved one. Talk about starting the day off right!
Strategically use your vacation days around holidays. This way, you can make a potentially long weekend longer without having to use too much of your precious vacation time. Half days are also pretty awesome. It's amazing how much you can do with four extra hours! If you want an early weekend but don't want to burn up your vacation days too quickly, try taking a half day on a Friday instead of using a full day off.
If you're one of the lucky few who live within walking or biking distance of work, take advantage of it! Not only will you get plenty of fresh air, but you'll also save money on gas, which is always a plus!
There are plenty of easy ways to enjoy summer when you work a full-time job. So this summer, try out a few of these ideas and make the most of the sunshine and warm weather—while they're still around!
As an experienced job seeker, you have to demonstrate how what you do contributes to the top/bottom line of the company—either directly or indirectly. If you want to land a job offer, there are specific things you should be doing in the interview process that will impress the hiring manager and make you stand out from the competition.
To increase your chances of landing the interview and then a job offer, make sure you can demonstrate how you've...
If you work in sales, tell them how you've increased revenue. Give them examples of deals you've closed or new customers you've acquired. If you've done something to increase margins, optimize resource utilization, or save costs, tell them about those accomplishments, too.
Important Note: With this point, and all the following points, make sure you quantify any work experience that demonstrates how you're the most qualified for the job, and proves your value as a potential employee. Do this on your resume and in the job interview by providing examples with numbers to back them up.
Have you improved the forecasting process? Automated the process of signing up new clients? Made a boss or co-worker's job easier by streamlining one of their responsibilities?
If you've made your prior organizations more efficient and effective, make sure you have these examples ready before an interview.
Do people want to work with you/for you? If you're easy to work with, can work effectively with other departments, and people want to work for you, this will increase your chances of getting the job.
Make sure to use the "Experience + Learn = Grow" framework to give examples of how you've influenced others or managed successful teams when asked about this subject or when answering other behavioral interview questions.
If you've come up with some new initiatives, created a mentoring program, and so on, prepare some examples.
Companies hire for three things: personality, aptitude, and experience. How you fit into the company culture is a huge factor in their decision whether to offer you the job or not. By explaining how you've contributed to the company culture at other organizations, an employer will have an easier time understanding the type of employee you are and how you might positively impact the culture at their company.
Especially in more senior roles and other leadership roles, if you've had the foresight to prevent something bad from happening to the company, employers will be impressed with such ability.
Mitigating risk, in the eyes of the hiring manager, translates into saving time and money—two things every employer wants to see in their employees. It also shows the employer that you're someone who pays attention to details and can plan ahead. Who wouldn't want to hire someone like that?
To find job search success, make sure you quantify your work experience and have examples ready that demonstrate the skills above. Do this and your chances of getting a job offer will skyrocket!
When you work in an office, you're used to seeing your co-workers every day. But when was the last time you bonded with them? What team-building activities have there been to strengthen your connection and improve the workplace culture?
If your office hasn't made team-building activities a priority in the workplace, don't worry. With more sunshine and nicer weather, summer is a great time to bond with your co-workers.
Here are five fun summer work activities that will bring your office together.
Everyone loves ice cream! While it may not be the most unique suggestion for a fun workplace activity, an ice cream party doesn't require a lot of planning (or funds) and it's always guaranteed to be a hit.
On a hot day, bring the office together with some sweet treats. Sit outside and soak up the rays while cooling off with a cone. To make sure no one feels left out, take note of any allergies or sensitivities your colleagues may have and offer enough safe options. Also, be mindful and take steps to prevent cross-contamination.
The great thing about this fun workplace activity is that it can easily be something you do regularly. Make it a monthly tradition to celebrate your co-workers and all of their hard work!
One of the best things about summer is the fresh food! Have fun and bond with your co-workers with an office bake-off (or cook-off) using whatever is in season. Whether it's from a local farm stand or a personal garden, this activity will not only make you feel connected to your colleagues but to your whole community.
Want to make it more interesting? Make it a competition! Encourage everyone to bake or cook something, and then have people vote for their favorite dish or dessert. The winner could get a gift card, an extra vacation day, or just plain old bragging rights. You can even set some rules for everyone to follow—depending on how competitive your co-workers are.
Lots of fresh summer food and a fun competition to bring the office together? Sign us up!
Keeping with the food trend, a classic BBQ is the perfect activity to get to know your co-workers better. You could either do this at work or at someone's house and have everyone bring a dish and their favorite lawn games.
If you decide a weekend day is the best time for a summer work party or BBQ, you can also invite family members to join in on the fun. While this type of activity requires more planning and resources than most other summer activities, it's also probably the best way to bond with your co-workers outside of the office.
Think you might want to host a work party this summer? Don't hesitate to send out your invites! Your co-workers won't want to miss out.
Most people take a vacation during the summer months. So, why not use that as an opportunity to start a photo contest?
Whether it's pictures of animals, family, nature, beautiful cities and landscapes, or adventures, have your co-workers submit a photo or two from their vacations this summer for a chance to win the office photo contest. Winners could receive a monetary prize or (with their permission) have their photo posted somewhere in the office or on the company website.
A fun activity like this lets employees show off their creative side, and it might even compel them to travel more and use up those vacation days they've been hoarding all year.
No other activity can help you bond with your co-workers quicker than playing a team sport together. If your company doesn't already have a few sports teams you could join, start one yourself!
Common team sports like softball/baseball, soccer, basketball, and even dodgeball are all great options. Not only will playing a team sport with your co-workers strengthen camaraderie, but physical activity will help everyone stay in shape, which might in turn help job performance and employee health. Depending on how big your company is, you could form different teams for each department and play against each other or battle it out against other teams in your community.
Sound like fun? Grab your sneakers and gym bag and get your team together today! You won't regret it.
Summer is the perfect time to bond with your co-workers over seasonal activities and fun competitions. If your office could use some fun team-building activities to boost morale, try one of the five summer activities above. Your teams will be stronger because of it!
As a 20-year career coaching veteran, I work with job seekers every day who come to me when they're at their lowest, stuck in a state of depression or anxiety, or vacillating between both.
With depression, there's a sense of sadness and helplessness. It means you don't see any options. You feel very limited in how you can move forward. It's like being stuck in a set of golden handcuffs. You're trapped.
With anxiety, you're feeling overwhelmed by what you have to do. You feel like there are so many things you need to get done, and it physically stresses you out.
Or maybe you vacillate between the two. I've had clients come to me and say, "One day I feel sad and depressed like there are no options for me, J.T. The next day, I wake up and feel like there's so much I have to do as a job seeker. I've got anxiety." They go back and forth between feeling depressed and feeling anxious in their job search.
So, which are you feeling? Is it sadness and depression? Is it anxiety? Or is it both?
Now, this is how you can overcome those feelings...
When you feel sadness and depression in your job search from a lack of choice, the solution is knowledge. Knowledge is power. When we give you knowledge, we give you new ideas, we give you a fresh perspective, and it opens up doors where you can actually see a path forward.
If you have anxiety in your job search, that's you being overwhelmed by too many things to choose from and too many things to do. The solution here is to give you a single path, a step-by-step checklist so that you feel like you're accomplishing something every day and you don't feel like there's so much that you need to do. You know that you're moving forward in a structured manner.
So, in order to cure depression and anxiety in your job search, you are going to have to get some help. That's why I have built a whole bunch of free resources for you to start with. I know it's about baby steps. You are stressed out and overwhelmed and so, for me, it's always been about microlearning. These free resources are designed to help you feel less stressed so you can focus on the right job search strategy, which will help you get better results.
I personally suggest the "Break Through Your Job Search Burnout" workbook. But if you're ready to move forward and have a career coach help you through every step of this process, you also can come see what it's like to work with me and my team at Work It DAILY.
Sign up for Work It DAILY today and let's get rid of that sadness, depression, and anxiety. Good luck, and go get 'em!
Promotions are not guaranteed. In the past, employees used to progress along specific career paths, often within just one organization. However, with the impact of globalization and technology and flatter organizational structures, this has changed.
Today, we have to create and manage our own careers. Often the promotion isn't an upward path, either, and we may need to take a lateral move first to be able to position ourselves for an upward move later.
To get that promotion, it is important to boost your personal brand and get yourself noticed. Making yourself heard, developing mentoring relationships, practicing effective self-promotion, being a problem-solver, acting professionally at all times, being a team player, and developing your network are all effective strategies.
However, there are also ways you can upskill while in your current job.
In order to get that promotion, you must expand your knowledge and skills in areas that are important to your organization. If you want to get ahead, it is important not only to keep up with current industry news but also to pay attention to trends outside of your area of specialization.
Staying informed is not difficult—simply subscribe to some of the leading sources online and devote even just 30 minutes each week to reading. Book this time in your calendar like you would any other appointment, otherwise it is not likely to happen if you're busy at work.
If you've read something you think will be of particular interest to your team, send them a link. Sharing what you learn will show that you're a team player.
To increase your value within an organization, you can ask for more responsibilities or even volunteer to help other departments.
When you ask for more work, it shows your interest and desire to help your department and organization succeed. It also puts a spotlight on how much value you bring to your company.
If you've been working at your company for a while, chances are you know one or two areas that have been neglected. If you do have key skills to help in that area, write a proposal for a new project, or even a new position for you. Even if the proposal doesn't get accepted on this occasion, you have shown your initiative and creativity. This can only help you next time you request a promotion.
In general—and this is the main benefit of nurturing your network—the more people who know you, know your abilities and value you bring, and know of your ambitions, the more likely it is that your name will be discussed when some opportunities arise.
Continuing to develop your skills can help you expand your current role or put you on the fast track for that promotion. Research courses relevant to your role—or the role you want—and if you can demonstrate to your boss how it could be beneficial for you and the company, they might even cover the cost.
Professional development doesn't need to be restricted to your office hours. There are so many online or weekend courses available, and if there is something that you feel will help you with career progression, invest in it yourself. Then, make sure your manager is aware that you've taken the initiative to upskill.
Apart from upskilling at work, a really simple way to stand out is by documenting your success in your current role. Keep a record of everything you do that enhances the company's bottom line, puts the company or your department in a good light, receives good feedback, or is innovative. Finally, be genuine and likable. Always be yourself while boosting your personal brand to secure the next step in your professional journey.
Artificial intelligence (AI) is revolutionizing the e-commerce landscape, providing tools and solutions that enhance customer experiences, streamline operations, and drive sales. For small businesses, leveraging AI can be a game-changer, offering competitive advantages that were once only accessible to larger enterprises.
In this article, we will explore three effective ways AI can skyrocket your e-commerce sales: personalized product recommendations, smart chatbots for 24/7 customer support, and enhanced product descriptions.
Personalized product recommendations are one of the game-changing ways AI is used in e-commerce. By looking at customer behavior and preferences, AI can suggest super-relevant products to each shopper, making it much more likely they'll buy something. This kind of personalization not only makes shopping more enjoyable but also boosts conversion rates and builds customer loyalty.
AI-powered recommendation engines look at data points like browsing behavior, purchase history, and demographics. They use this info to guess and suggest products a customer might like. For instance, if someone often checks out running shoes, the AI might suggest related items like running socks, a water bottle, or a matching top.
Think about a small business selling athletic wear. When a customer grabs a pair of running shoes, the AI system can suggest matching items based on their browsing history and past buys. These personalized tips not only make the shopping experience better but also bump up the average order value.
Tools for Product Recommendations
AI-powered smart chatbots can really change the game for small business customer support. They can handle basic questions, solve common problems, and even guide customers through the buying process, offering instant help around the clock.
AI chatbots use natural language processing (NLP) to understand and reply to customer queries. They can answer FAQs, help find products, process orders, and even manage returns and refunds. By offering instant support, these chatbots boost customer satisfaction and let human agents focus on more complex issues.
Think about an online jewelry store using a chatbot to up its customer support game. The bot can answer typical questions about sizing, materials, and return policies. Plus, it can set up appointments with a live salesperson for more specific inquiries. This not only enhances the customer experience but also makes sure no sales opportunities are missed due to a lack of immediate support.
Tools for Chatbot Creation
Creating compelling and SEO-optimized product descriptions can be time-consuming for small businesses. AI can streamline this process by generating high-quality product descriptions that not only engage customers but also improve search engine visibility.
For instance, a business like Maria's Magic Mixes, which sells spice blends, can use AI-driven natural language processing (NLP) to generate detailed descriptions for each product. The AI can highlight unique flavors, origins, and culinary uses, making the descriptions more appealing to customers and boosting their search engine rankings.
Tools for Products Using AI
AI can really shake up the e-commerce game for small businesses. By using AI for personalized recommendations, smart chatbots, and better product descriptions, companies can boost customer experience, run more efficiently, and increase sales. Embracing these AI tools can help small businesses stay competitive in the digital age, leading to growth and success.
Interviewing can actually be pretty fun, especially when you're on the other side of the table! However, we know how stressful it can be when you're the one in the hot seat as an eager job candidate.
Emotions are high, nerves are in play, and there's so much information you need to remember. It can be tough!
And because we know how difficult it can be to be in that position, we want to share some major red flags we've encountered when interviewing candidates.
We know there's a lot to remember, but there are some things you should NEVER say during a job interview. If you've got an interview coming up, make sure you review these phrases before you hop on the phone or walk into the office.
Even if the job you're applying for isn't something you can really see yourself doing for the long term, don't volunteer that information to your interviewer. You might have big career aspirations, but it's important to focus on the job you're interviewing for now, even if it's just an entry-level job you don't plan on working for very long.
By telling your interviewer that you're essentially uncommitted to the job, you can sabotage your chances of landing the position. Think about it from the employer's perspective: Why would a company want to invest in, hire, and train someone who is already planning on leaving before they even get the job offer? Second, you might not realize how much growth potential this role has and whether or not it might transform into something that excites you. Every dream job starts somewhere. So, why kill the opportunity before you give it a chance?
Typically, at the end of interviews, we ask our job candidates if they have any questions for us. We EXPECT questions. The candidate should be looking to learn as much as they can about the role, company, and team. It's just as much for their benefit as it is for the employer.
Also, don't just wait until the end of the interview to ask questions. An interview should be a two-way conversation. So, ask questions throughout the interview to emphasize your interest, curiosity, and listening skills.
While it's very important to ask questions during a job interview, it's just as important to ask the RIGHT questions—questions that show you've done your homework but want to dig deeper. Asking questions you could (and frankly should) have the answers to beforehand (like what the company does, when it started, why it started, etc.) isn't going to make you look very good.
A huge part of interview prep is taking time to research the company you're applying to. You should be able to find basic information about the company by doing a simple Google search and checking out their website and social media profiles.
Learning about what you'll be paid and what benefits you'll receive as an employee is something you'll want to understand down the line, but please don't bring this up during your first interview.
This information will be revealed and/or mapped out for you as you get closer to a job offer. If you ask questions like this one too soon, you risk looking like you're only in it for the money and kickbacks. Employers know these things are obviously important to job candidates, but if you start focusing on them too early in the process, it can be a huge turnoff.
Again, think about it from the employer's point of view: If you're taking this job solely for the money and/or benefits, who's to say you won't up and leave when a better offer comes along? What's keeping you at the company other than the extras?
Instead, focus on why you want this particular job at this specific company. The other stuff will come up later.
This is a similar question to, "So, what does your company actually do anyway?" If you feel like you need to ask what kinds of skill sets are required for this role, you didn't read the job description carefully enough. That information should be all over the job posting and you should be prepared to show examples of how your experience will be valuable.
However, if the job description is a little vague, ask more targeted questions about the role. For example, "What would a typical day look like for this employee?" or "What kinds of projects would I be working on specifically and how would they add value to the company?"
Questions like these will allow you to get more clues about the role and give you a deeper understanding of what you're expected to accomplish as an employee.
A job interview can be scary, but if you go in prepared, it's actually pretty exciting. Make sure to prioritize interview prep before your next job interview, and you'll likely avoid saying any of these five things to the hiring manager.
J.T. O'Donnell, founder and CEO of Work It DAILY, gives some tips for finding local jobs in your town or nearby cities that you might not otherwise find online. Learn how to venture out and discover what opportunities are right in your backyard. You never know what you might find!
Here's a brief overview of the steps J.T. highlights in the video:
One of the biggest job search struggles is figuring out which jobs you should apply for. You have to look at the job description, the skill requirements, and the overall qualifications for the job, and then determine whether it's a viable employment opportunity for you or not.
It's more difficult to discern which jobs you're qualified for (the ones you really have a shot at) than you think. How do you know if you're actually qualified for a job? Should you apply for jobs you're not 100% qualified for?
The short answer: Yes, you absolutely should.
Here's how to apply for a job when you're lacking some of the qualifications.
The first step to applying for a job you're not sure you are qualified for is determining whether you're qualified enough. This is where the 90% rule comes into play.
After studying the job description, the list of qualifications, and the skill requirements, you should have a good idea of what the employment opportunity entails. Now, after looking at your resume, do you think you're qualified? If you have 90% of the skill requirements, you are qualified for that job and should apply for it.
When you apply for a job, it's always important to include all relevant skill sets, experience, and keywords on your resume, so it gets past the applicant tracking system (ATS). This is especially true when you only have 90% of the qualifications since leaving out just one skill could prevent your resume from ever getting into the hands of the hiring manager.
Customize your resume for every job you apply for to avoid this mistake. This way, it'll make it easy for employers to see that you do have most of the qualifications and skill requirements for the position. Remember: 90% is the magic number. Any less, and you'd be wasting your time if you apply.
In order to close your experience gap, you need to offer the employer something else they won't find in most job candidates—and that's excitement for the job opportunity.
What you lack in experience you can make up for with enthusiasm and a common connection. Convey to the potential employer your enthusiasm and excitement for the company's products, services, or mission. Explain what you respect and admire about the company. Even if you don't have some of the experience and qualifications the employer is looking for, you have the internal motivation and desire to work for their company.
In addition, this connection shows that you would be a great cultural fit within the company. Whatever skills you don't have, they can probably teach you. But employers know you can't teach cultural fit. This is where you would stand out among other candidates for the position.
A great way to establish that connection with an employer is to write a disruptive cover letter. Tell your story, convey your excitement, and land that interview!
Here at Work It DAILY, we believe your network is your net worth. And the statistics agree. Over 80% of jobs are gotten via referral. So, receiving a job offer usually comes down to who you know.
If you're not 100% qualified for a job, your networking skills will play a big role in your ability to get an interview. Use your network to get introduced to someone who works at the company. Begin by reaching out to current employees of the company or friends who might happen to work there, and ask what it would take to stand out and get hired. Note: You're not asking for the job. You're just asking for more information.
This strategy is extremely effective at opening doors with potential employers and getting your resume into the right hands. When you have most of the qualifications and a great connection story explaining why you're passionate about a company, networking is the perfect final step.
Next time you're debating whether to apply for a job or not, remember the 90% rule. Employers know there's no such thing as the perfect job candidate. But with these steps, you can be a great one.