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.
I have seen business roles defined in ways that confuse many individuals because of the close connections to other positions. These may be the same roles that you have questioned during your professional career.
Join me in this series of articles where I'll take you through what differentiates some of the current business roles, along with a vivid example to demonstrate. Let's get started.
Let's first define digital transformation. I like the definition that Salesforce uses: "The process of using digital technologies to create new – or modify existing – business processes, culture, and customer experiences to meet changing business and market requirements. This reimagining of business in the digital age is digital transformation."
So, what's change management? You'll receive different replies depending on who you ask. For example, project managers view change management as the process of obtaining approvals for project scope, schedules, or budget changes. IT professionals look at change management as the process for approving, testing, and installing new hardware or software. Prosci, the global leader in change management solutions, views change management from an organizational and people perspective. Their definition of change management is "applying a structured process and set of tools for leading the people side of change to achieve a desired outcome." For purposes of this discussion, we will focus on the organizational perspective.
Now that we've defined digital transformation and change management, let's start with a great example of a company that successfully implemented a digital transformation. But first, let me challenge you to guess who the company is. I'll give you a hint: their motto is "The Most Magical Place on Earth." You guessed it. The company is Disney World.
The Disney MagicBand, introduced in 2013, was part of a robust technology revamp to the guest experience, allowing guests to manage their reservations, make payments, and access their hotel room. Continuing on their transformation journey for guests, Disney announced in March 2021 the MagicMobile service, which operates like the MagicBand but on a mobile device. Disney indeed has reimagined their business in the digital age to meet its customers' changing needs.
As George Westerman, MIT Center for Digital Business, says, "When digital transformation is done right, it's like a caterpillar turning into a butterfly, but when done wrong, all you have is a really fast caterpillar."
Now, let's look at Microsoft's change management relative to the organizational structure. When CEO Satya Nadella came onboard in 2014, he announced that its ability to change its culture would be a leading indicator of its future success. This type of message coming down from the CEO is both powerful and essential to successful organizational transformations.
As he shared his new mission, one of the key changes he wanted to champion was to create a more collaborative and imaginative environment. He would do this by first removing the barriers created by a siloed approach. And thanks to Satya's leadership, Microsoft has been successful in its organizational changes, as shown in its stock prices and employee morale. Continue to watch Microsoft as they change and adapt to the markets they serve.
Sarah Clayton, Senior Partner at Korn Ferry, shares, "Few things are more important during a change event than communication from leaders who can paint a clear and confidence-inspiring vision of the future."
As you can see, organizational change management is vital for the successful implementation of digital transformation initiatives. While each term has its unique definition, the very nature of digital transformation necessitates change management protocols. Think about the Disney World example. When they executed their digital transformation to MagicBands and MagicMobile, they prepared their organization for the change, crafted their vision and plan, implemented the changes, and embedded the changes with their processes and, most importantly, their culture. They continue to review progress and analyze results to ensure they are providing guests with the ultimate customer experience.
Digital transformation will continue to be an essential strategy for companies and their C-suite teams, especially if they want to remain competitive in this rapidly changing environment. Take a look around and watch the companies that embrace change management. These companies view change management as an essential tool that ensures a successful digital transformation.
P.S. If you liked this article, check out the previous article in the series that explains the difference between strategies and operations.
Four million people. Four million people quit their jobs in August of 2021. The Great Resignation is real and it is at a tipping point.
But here's the problem: of those four million people (and plenty others), I can tell you that—sadly—millions of them are going to end up back in the hourly jobs or the type of work that they hate.
@j.t.odonnell WANT TO QUIT YOUR JOB? DO THIS NOW!!! ##careertiktok ##careeradvice ##jobsearch ##jobtips ##jobs ##job ##joblife ##careertok ##careers ##work ##iquit ##quitmyjob ♬ Stuck in the Middle - Tai Verdes
WANT TO QUIT YOUR JOB? DO THIS NOW!!! ##careertiktok ##careeradvice ##jobsearch ##jobtips ##jobs ##job ##joblife ##careertok ##careers ##work ##iquit ##quitmyjob
The reason why millions of people will end up back in a job they hate is because of one simple thing: if you don't understand how to break down who you are as a professional, what kind of work you prefer to do, what kind of companies you're attracted to, and how to connect the dots around that, you will not find more satisfying work. You will not find your purpose.
Eventually, bills are going to pile up. People are going to be stuck returning to jobs that will make them more miserable than the jobs they quit. Unless you do something about it. Unless you manage to find your purpose and finally unlock your career potential.
Attend my FREE 1.5 hour training "Unlocking Your Career Potential So You Can (Finally!) Find A Job You Like" where I'll show you my four hottest techniques that I've perfected over 20 years as a career coach to help people unlock their career potential.
Here's what you'll learn:
So, if you're one of those people who has been a part of the Great Resignation, and you're saying, "I don't know what to do next, but I know I don't want to do what I was doing," come join me. Let me show you what you need to do to find work that actually makes you happy.
This training is going to blow your mind. I'm going to show you things about yourself you never understood as a professional, and you're going to wonder, "Why didn't they teach us this in school? But the good news is, I'm teaching you now.
Interested? Sign up for my FREE training today!
The right recruiter can put you in front of dream job opportunities. This is especially the case for higher-level positions because there are employers who will not post a job opening publicly and instead will rely solely on recruiters to find the right talent.
The good recruiters are paid by employers (as much as 20-30% of the annual compensation for the position) to find the right people for the job, so when you work with one, understand that their loyalty is to the employer. They are not necessarily there to help you find a job unless you have what they need to fill the job opening. In order to spark interest in recruiters, you have to show you meet most—if not all—of the qualification requirements for the job.
Here are six things recruiters want to see on your LinkedIn profile:
Your headline on LinkedIn is essentially the descriptive line that comes with your profile (before people click on it). By default, it will list your name and current job title. Recruiters depend on this piece of information to decide whether or not to click on your profile.
What you can do: Tell the recruiter what you have to offer in a few words. A job title is okay, but it has to inform the recruiter of the specific industry you're in as well. For example, "Account Manager" doesn't say a lot, but "Healthcare PR Account Manager" says a lot more. You also want to optimize your LinkedIn headline with keywords so you can be found by recruiters when they search for potential job candidates with specific skill sets.
Your summary, located in the "About" section of your LinkedIn profile, needs to succinctly inform the reader what you bring to the table. This is where your personal branding statement belongs.
What you can do: Include your personal branding statement, information on your specialty as a professional (how do you like to add value?), and list your core skills and accomplishments. Adding keywords and phrases that are relevant to the jobs you're looking for will also help increase the chances of your profile showing up in recruiters' search results.
Recruiters want to know you'll do the job and do it well. On your LinkedIn profile, detail what you've accomplished and how you've used skills to achieve success and results.
What you can do: Present measurable results. This mean you need to quantify your work experience. Recruiters are also doing searches based on skills, so you want to include key skills for the job in your profile and get them endorsed.
Recruiters look at your connections for a combination of quality and relevance. Quantity is less of a factor (but you do want to have at least 50 quality contacts) because if you have 500+ connections, but 95% of the contacts aren't related to the field or industry for the job, it doesn't offer much value.
What you can do: Begin to engage in conversation with relevant people in your network (in the profession and industry you want a job) by joining the same LinkedIn Groups and participating in discussions, commenting on their post or articles, seeking the help of connections you both have in common to help with the introduction, and sending a direct connection request offering a reason to connect.
Recommendations on LinkedIn are like doing a pre-check of your references. Recruiters want to see that you have other professionals in the field or industry vouching for your experiences, skills, and capabilities. The best recommendations to have are ones that come from your supervisor, clients, and senior colleagues.
What you can do: Depending on the type of relationship you have with one of your LinkedIn connections, ask if they wouldn't mind writing a recommendation on your LinkedIn profile. You can assist in the matter by reminding them of an experience that can serve as a focal point for the recommendation. Also, when you write a nice recommendation for others, they will usually reciprocate, or be willing to return the favor if asked.
A profile picture with your LinkedIn profile increases the chances it gets clicked on. It informs others that your profile is likely complete.
What you can do: Include a profile picture that allows the recruiter to envision you in the position you're applying for. You should look professional, yet approachable.
Get your LinkedIn profile in tip-top shape with these tips if you want to find the best job opportunities that only recruiters may have access to.
Need more help optimizing your LinkedIn profile?
Check out our FREE resources page!
Or, join our career growth club today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
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This article was originally published at an earlier date.
Thanksgiving is just around the corner and I am reminded how grateful I am, not only for the people around me but that I have the opportunity to run my own business. One of the benefits of running a small business is that it gives me the ability to donate to causes that matter to me, and find ways to help build community, and show others the benefits of charitable giving.
Giving back. It's just a good thing to do. Seems simple enough, maybe too simple, but if your business is in a place where it can give back in a meaningful way, I highly suggest it. A study from the Cleveland Clinic on giving found some surprising health benefits that include lower blood pressure, less depression, lower stress, increased self-esteem, and overall greater happiness. Who wouldn't want all of that?
Millennials make up the largest generation in the labor force and will grow to 73 million strong in the US by 2025. With that clout comes expectations and buying power, but we will get to that in a moment. If you want to attract (and keep) top talent, they need to feel that they are working for more than just a business. They want to know they are making a positive social impact. According to a recent study, six out of ten millennials say that a "sense of purpose is part of the reason they chose to work for their current employer." Employees respect companies that are trying to bring positive changes. It makes employees feel good and increases their emotional attachment to their employer. So, if you want to hire better talent that is happier, more productive, and stays with the company longer—you might need a giving strategy.
Before you make a purchase, do you read the reviews? I know I do. So, having a good reputation in business works the same way. People want to do business with "good" companies. Your brand is only as good as people perceive it to be. Charitable giving is an easy way to let the world know what you care about and that you are willing to put skin in the game to make a change for the better. A 2018 study found 88% of Americans say they would buy products from a company leading with purpose. Add that to the fact that millennials now have disposable income and massive buying power. People, especially millennials, care about what they support with their money. Brand loyalty is harder to come by these days but, it can be won through impactful purchasing when you build a relationship with your customers. Champion a cause that people care about and there is a pretty good chance your giving efforts can generate both revenue and goodwill.
This one is pretty straightforward. As a small business owner, I hear a collective "Yes please!" when it comes to tax deductions. Typically an LLC can deduct up to 50% of adjusted gross income, but be sure to consult your tax professional regarding your specific situation and the organization you choose to donate to.
Most businesses get requests for donations to various charities pretty regularly. This kind of piecemeal giving is fine, but will probably never be more than one-directional. To truly maximize your efforts, you need to be strategic in how you give.
Finding a cause that will align with your company values or goals is a great place to start. Cisco is a good example of strategic giving on a large scale. Cisco created a free educational program to train high school students to be computer network administrators. This did two things: it gave job opportunities to high school graduates and helped the company alleviate a potential growth constraint.
For small businesses, and smaller budgets, it might require a bit more work to find strategic charitable alignment but it is worth taking the time to do. And the beauty of aligning your giving with your brand is that you can decide to do whatever you want—start your own foundation, simply give to a nonprofit, or even volunteer your time. The possibilities are practically endless.
When you hate your job, there's usually one main reason why. I've been a career coach for 20 years and I can tell you that every time I work with someone, the reason is the same.
You all might think you have different reasons, but there is one singular reason why you hate your job. And that's because it is not leveraging your workplace persona.
@j.t.odonnell ##1 REASON EVERYONE HATES THEIR JOBS ##joblife ##careertiktok ##careerdecoder ##careers ##careeradvice ##jobsearch ##PepsiApplePieChallenge ♬ FEEL THE GROOVE - Queens Road, Fabian Graetz
##1 REASON EVERYONE HATES THEIR JOBS ##joblife ##careertiktok ##careerdecoder ##careers ##careeradvice ##jobsearch ##PepsiApplePieChallenge
Your workplace persona is the way that you like to contribute. It's how you do tasks. It tells you what type of work makes you feel satisfied. When we feel satisfied with work, we feel like we're creating value the way we want to create value. When you hate a job, it is because the work that you're doing does not feel effective, does not feel valuable. It feels like it's wasting your talents.
If you currently feel like this about your job, that's okay. This is something school never taught us. They told us to just get a job and climb the ladder, and you'll eventually figure it out—which was a bunch of B.S. I have worked with over a hundred thousand people on a tool called the "Career Decoder." That's right. Over a hundred thousand people have taken our free 20-question quiz since 2015.
This Career Decoder Quiz tells you what your preferred workplace personas are. There are eight workplace personas. After you take the quiz, you'll see what percentage of each persona you are. Your top personas will tell you how you like to create value and which jobs/careers would be the best fit for you. A huge lightbulb will go off because you're going to finally understand the type of work you would like to do and why you might like one job, but your best friend, sister, or significant other would hate it.
We're all different human beings. We all create value in different ways. But they never taught us this in school, and I think they didn't teach us because it's too powerful. Once you understand this about yourself, you never have to go back. You can then really dial in and develop a plan to find a job and build a career that makes you feel satisfied.
We have a crisis of purpose going on right now in this pandemic. Millions of people are leaving their jobs because they are sick and tired of doing work that doesn't play to their workplace personas. This is at the heart of the "Great Resignation." So, if you want to learn about the eight workplace personas, if you want to find out how you like to create value, take my FREE Career Decoder Quiz today!
It's going to blow your mind when you start to understand this stuff about yourself. A two-minute quiz is going to change your life. I guarantee it.
Well, don't. There's no need to be intimidated or frustrated when deciding what to wear even though it seems overwhelming. Skinny jeans or straight leg? Front tuck or no tuck? Sweater vest or cardigan? What do you choose?
I will make it simple.
First, think about what attracts your eye; maybe purple is your favorite color or you like dresses because it's one piece versus two. Regardless, you should start by picking things that you like because if you don't it will sit in your closet.
Once you've found clothes that you like, you can start looking at trends that you can incorporate into your current wardrobe. All trends are not created equal. Sports bras were a big trend this year which is fine for a 15-year-old girl but not for anyone older than that (yours truly). I use the phrase "just because you can, doesn't mean you should." Remember that designers create style for everyone, so your job is to look at trends and decide what's for you. You should consider your body type, skin tone, age, and lifestyle. That is a whole other article.
The good news is that many trends carry forward from one season to the next. Yeah! So, there are probably pieces you already own that are still fashionable. So, how do you start? Like anything else nowadays, search online. If you're a new mom and getting back into your regular size clothes that you haven't worn in a year, search "new mom style" or "fall trends for new moms." I guarantee you'll have a lot of posts to choose from. I suggest finding websites, stylists, magazines, and professionals in the industry that you resonate with and follow them on social media. I am taking this opportunity to plug myself. Find me on Facebook at Cbstyle and Instagram at Carla Hammack. You'll start seeing patterns in what they suggest, and then you'll get a feel for what you should try.
Have fun! Head to the stores with a full stomach (don't shop on an empty stomach—DISASTER!) and a hydrating drink and take your time. Look around for things that interest you and then take a few pieces into the dressing room. And please let a styling associate help you. That's what we're here to do. They are not asking for your first born, just what type of jeans you want. And if you don't know, tell them that. They can then pull the right items for you and give you proper feedback. We also give tips and tricks to make clothes look better and more comfortable. You can then establish a relationship with helpful associates and they become part of your glam squad! They'll find things for you, call you about pieces you need, and let you know when an item goes on sale. Once you work with your glam squad, you'll start figuring things out on your own. As a personal stylist, I like to suggest trends that are easy to wear, flattering on most body types, versatile, and sensible (no sports bras for 53-year-old ladies).
For fall 2021, I like three trends for women: blush pink, faux leather, and dark florals. Blush pink is soft, feminine, and looks great with neutrals like black, brown and navy. If it's a color that doesn't look good against your skin, use it in accessories like a belt or handbag.
As an animal lover, I will suggest faux leather. I've been buying vegan leather which I love. It has all the same qualities as animal leather, but I sleep much better at night. Wear leather as a jacket or paneled on
leggings or a tunic. It looks rich and luxurious. You can make it look edgy by wearing it as a moto jacket or a bomber.
Dark florals are so whimsical and romantic. They can soften a suit or professional look or wear with jeans or on a dress for a formal event. If you have a small frame and don't want a floral pattern to overwhelm you, wear a small print paired with a solid color. Florals offer a hint of boho (short for bohemian) style, which is soft and simple.
These fall trends are easy to find, update your wardrobe quickly, and can be quite affordable. Now that you've mastered clothes, visit my video on YouTube for fall accessory trends. Stay stylish!
$37 billion is wasted in ads that fail to engage target audiences every year. Do you want to continue wasting money attracting consumers who aren't interested in your products?
It sounds simple but defining your target audience is one of the most difficult, important, and overlooked aspects of your branding strategy. Here are six steps that will help you better identify who your target audience is.
A target audience is an ideal customer who wants to purchase your product or service. Targeting a specific audience does not mean that you are excluding customers who do not fit your criteria. Instead, it allows you to focus your dollars and message on the right people who are most likely to buy from you. This is the most effective way to reach your audience while maximizing your spending. When you market to a highly specific target audience, you can solidify your brand voice and develop messaging that resonates with them.
Creating a buyer persona allows you to drill down into the specific segments that make up your target audience. This is especially helpful when you have products that appeal to a broad consumer base.
A buyer persona is a fact-based representation of the person who will purchase your products or services. Keep in mind that the buyer persona is not necessarily the person who will use your product or service; it is the person who makes the decision to purchase. A target audience defines a group of customers whereas a buyer persona hones in on a specific member of that group.
One way to identify your target audience is to look at your existing customers. You can gain this insight through the following:
The more precise you can be, the more effective your marketing efforts will be. Research can help build a real-life picture of your market: who, what, where, how. Here are ways to gather research:
Public Resources: Start here since a great deal of information can be found and sometimes you can get free access. Here are a number of public resources to consider.
Original Research: While this option can be expensive, don't write it off even if you have a limited budget. More and more these options are becoming affordable with cultural and digital changes.
Understanding your competitors is one of the most important things you can do. It will tell you exactly what you are up against and what tactics to take on to compete. Some things to look at:
There will definitely be consumers who will fall close to your target audience. However, it will be important to identify those who don't deserve your time and attention. If you are targeting men 35-45, then you are not targeting men under 35 and over 45. This is important to ensure that your marketing team doesn't allocate dollars to audiences that will not yield a return.
As you gather more data and interact with customers, you'll want to reevaluate your target audience and buyer personas periodically (i.e. during annual planning) and refine accordingly. It's important to ensure your ideal customer is staying current as the market shifts and evolves.
When you invest time to clearly define your target audience and know them well, they'll buy your product or service because they will see the value in what you're offering. And your marketing dollars will be spent on those who will most likely buy and engage with your product. Start building your brand leadership today. You've got this!
There is one rule I always tell job seekers to follow in regards to their job search activities. Under no circumstances should you ever do this on a Monday.
The rule? Never, and I mean never, call or email an employer on a Monday to check the status of your application or ask where the hiring manager is in the decision-making process for a job.
Mondays are the least popular day of the workweek. Even the most cheerful of workers struggle to get in the groove on a Monday. And, given that 55% of Americans surveyed recently said they would like a new job, it's safe to say that the majority of people are not in the best mood. Adding stress or pressure to their day is not going to help you. So, as much as you are dying to know where you stand in the hiring process, I would suggest waiting until later in the week for several reasons:
Ironically, all that can change on a Tuesday when hiring managers are organized for the week and back in the productivity zone.
Job seekers should spend Mondays researching companies and identifying who they want to network with instead of contacting hiring managers. Save the calls and emails for Tuesdays and you'll notice that people will be in better moods and respond to you more positively. You'll have a much easier time in your job search if you avoid reaching out to hiring managers and recruiters at the very beginning of the workweek. Trust me.
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Looking for a job can be a nuisance, and life can get so hectic sometimes that many people end up relying on online job search engines. You apply to about 10-15 jobs a day, you're tired from whatever life tasks are in your daily routine, it took you about a good hour to find a job you would be interested in and is hiring, and the last thing you think about before hitting that submit resume button is: Is this job posting a scam?
It's hard enough to get any call backs from online job postings, so wouldn't you like to save some time and submit your resume to a real company that is actually hiring? If your answer is yes, here are some tips to help you spot any red flags in a job posting. Use these rules to avoid job search scams from chewing up your precious time as you look for your next job.
This may not be true for all job postings, but it's one you should consider. While companies use blind job postings for their own protection, there can be a negative side to it. This type of job posting can be used to gather personal information about you as part of an identity theft scheme. It might be in your best interest to not include too much information about yourself when you apply for jobs without a company name just in case. If you happen to get contacted for an interview, ask for the company's name so you can do some research before agreeing to anything. How else will you ace that interview if you know nothing about the company?
Not all companies have a company email, especially if they're just starting out. However, if there's a company name in the job posting, you've done your research, and they're a well-known company, not having a professional email might be something you should consider looking into. It should be concerning if a job posting includes a company name, but has an email address that is not a primary domain. You might want to put on your investigative hat and see if you can find a phone number for the company so you can verify the job posting as well as the legitimacy of the company.
Not everyone can be found through a Google search, but if you're an employer, chances are you can be found on the internet. Whether it's on social media sites like LinkedIn or Facebook, there should be some type of information about your employer somewhere.
While it would be nice for an employer to immediately recognize your many talents, you have to remember that there is a process to go through, and because the job market is so competitive right now, it's easy to get excited when a potential employer wants to hire you.
I once applied to a job for a feature writer position for a publication that turned out to be in Canada. The publication was real, but the job posting wasn't. The recruiter offered me the job and payment within a day without even discussing my first assignment. Though I felt I was qualified for the position, it seemed too good to be true that someone wanted to pay me without using my services first. The lesson here? Any company worth working for will want to get to know you before offering you a paycheck for your skills.
Some scam artists like to send checks to their victims as a way of getting into their bank accounts. How does this work? Well, they mail you a check—sometimes overnight—then you are asked to deposit the check and send a portion back to a third party. It may seem like the check has cleared, so you send the portion requested to said third party. By the time the bank learns the check is bad, the check bounces, leaving you out of the funds you were asked to send back.
Remember, looking for a job takes time and your time is valuable. So, the next time you are searching for a job online, scan the job posting thoroughly before sending off your resume to avoid any job search scams. Good luck and stay safe out there!
There are only three types of work. There's a job, a career, and a calling. I have been a career coach for 20 years and I can tell you that after working with thousands of people what you do for work falls into one of these three categories.
@j.t.odonnell THE 3 TYPES OF WORK ##IKnowWhatYouDid ##jobsearch ##job ##career ##calling ##careerdecoder ##careeradvice ##careertiktok ##joblife ##careertok ##work ##1 ♬ original sound - J.T. O'Donnell
THE 3 TYPES OF WORK ##IKnowWhatYouDid ##jobsearch ##job ##career ##calling ##careerdecoder ##careeradvice ##careertiktok ##joblife ##careertok ##work ##1
As a professional, you either have:
Now, the problem with this is that over the years, society has convinced all of us that the only thing we should be striving for is the calling—that we should be in love with our work. Everything we do should feel effortless and we should get a big paycheck for it. And that's not how it works.
Your life is forever changing. There are times in your life where a job is the only thing you need. It's the only thing you can handle. It pays the bills, and that's good enough. Every job is temporary. Then, there's the career. There's a time in your life where you feel like you're doing satisfying work and you're getting the paycheck. Then sometimes people reach the calling; they find exactly what they want to do in life. But the thing about the calling is that you need to be willing to sacrifice—you need to be willing to do it even if you couldn't get a paycheck. Most people don't have the strength or the resources to go after the calling.
As a career coach, I want to manage people's expectations and I want them to be as happy as they possibly can be in the situation they're in. But to do that, everyone needs to understand that it's not one-size-fits-all.
Stop searching for the perfect calling in the big paycheck. Learn to assess where you are today. Understand what's currently going on in your life. Let's make a conscious decision about what type of work—a job, a career, and (maybe) a calling—you need right now. And then let's work to improve that step by step.
They didn't teach us this in school. And, candidly, employers don't want you to know this because they want you to be forever stuck in a job, don't they? But there are good employers out there. Good employers want you to feel fulfilled and satisfied. They can take you to the career level and maybe even the calling level. But they don't just grow on trees and they don't just fall in front of you. There's no magic fairy godmother to give you that calling or career. You have to figure out who you are, what your strengths are, and then we start to work with that and, like a puzzle, we piece it together—a beautiful, unique puzzle that is all you. So, stop looking for a calling and simply focus on growing your career. If you "work it daily," you'll get to where you want to be in your professional life. I promise.
Sign up for a Work It Daily membership today and get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
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Facebook has announced that they changed its name to Meta. And some of you may hear about the rumor: Meta means "dead" in Hebrew. Since I do not speak Hebrew, I don't know if it is true or not, but I would not be surprised, and here is why.
Many of you know the Toyota Venza model. And the model's name was made with the combination of "Venture" and "Monza". For me, as an English-Japanese bilingual, Venza's sounds imply the Japanese word for a toilet seat. People drive toilet seats (Venza) while they are drinking coffee. Although, Venza is not available in Japan's market. I am sure Toyota is NOT planning to sell this model in Japan or, if so, they will change the name of the model.
You would be surprised there are many global companies that deal with very serious issues when they come up with brands and/or products names.
As simple as it sounds, the name of a product or brand has a lot to do with its sales. Product name is one of the most valuable assets a company can have to gain more leads and sales. If you are in turmoil because you have to name a product or brand, then here are few things you must consider before naming it.
The name of the brand or product defines the purpose of it. It helps buyers understand the concept behind it. Therefore, always name the brand or product in a way that relates to your business. Fancy names are indeed tempting, but if it does not align with your business, you may end up confusing buyers.
The product name should be checked if it's liable for trademarking or not. Amid the proximity of your launch, give a quick global trademark run. It will save you from the possible issues that could occur in the long run.
Also, don't forget to ensure the pronunciation used in the market is similar to your brand or product.
Language is fascinating. Across the sea, perhaps, you can see a word used as a curse, while over here, it may mean something else. Therefore, to avoid such serious problems, try and give a quick global search to see if the name is appropriate and socially accepted or not. It will help you avoid any problems that could arise because of problematic names.
This wrong narrative that difficult names are good has to go now. Customers buying a product or service don't have ample time learning those difficult names you give to create an "elite" impression. People need something they can remember and easily pronounce.
Don't be quirky with your decision while naming your product or brand. Think wisely and see if the name will be worth it in the long term or not. Seeing a trend and naming your brand or product after it might make you embarrassing in the long run.
Some extra help is always good. Involve other people in the decision-making and seek their advice. It would be great if you contact other marketing teams and have a global perspective over the name to avoid any issues.
Naming your product or brand is a lengthy process. Surely, midway you will be tempted to cut the corner but trust me, it will bring more loss to you than profit. In the case you make an impulsive decision, you will have to invest again in logo printing and a long production process. So, stick to the decorum and make sure to save your time and money.
These are few of the things you must consider before naming your product. There might be other factors as well which you should look for before coming up with the decision. With the tips shared, the world will be the stage for your brand or product.
Are you suffering from a case of job burnout? Job burnout is a very specific type of stress that differs from the stress that we experience as part of a "normal" life experience. The folks at the Mayo Clinic define job burnout as a "state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity."
Having experienced a severe case of job burnout myself at one point in my professional life, I have some suggestions that I would like to share that might help you avoid or overcome the pain of burnout on the job. Try one or more of the following 10 tips if you're feeling overworked and burned out. (I wish I had.)
When feeling stressed, it is far too easy to default to eating for comfort instead of for health. "Comfort foods" are those that are high in fat and sugar, and they do, in fact, help you feel better because they boost the level of dopamine in your brain. In the long run, however, they do more harm than good. Your body needs the minerals and nutrients that whole foods offer. You also need to drink plenty of water to stay hydrated. Your body flushes out the toxins that it manufactures daily when it is properly hydrated. Eating and drinking more mindfully help to a degree if you are feeling the ill effects of job burnout and the stress that accompanies it.
Just as it is far too easy to make poor choices concerning what to eat when you feel stressed, you may default to not wanting to work out regularly. Exercise, however, can help you destress and get rid of some of the frustration and pent up anger that may be accompanying your job burnout symptoms. Work out for at least 30 minutes a day three to four times a week even if it is nothing more than taking a brisk walk around the neighborhood. Working up a good sweat may help to alleviate some of your pent up emotions around work, and vigorous workouts can help to produce endorphins that will help elevate your mood.
Sleep is routinely ignored as a bodily need. We're kidding ourselves if we think we can either delay or defer the sleep that we need for optimum health and performance. We should neither delay nor defer sleep, and we need a certain number of hours each night.
More and more research is supporting the notion that everyone needs between six and a half and eight hours of sleep per night in order to operate at their optimum level. If you are staying up late in order to get extra work done, you may be engaging in counter-productive behavior. Your brain needs to turn off from work periodically. Working late hours and failing to get the rest your entire body—including your brain—need can hurt your productivity rather than help it. Do yourself a favor and decide to make sleep a priority. Your mood will improve and perhaps your attitude about your job will, too.
Your sense of job dissatisfaction and burnout may be due to a sense of overwhelm which is only exasperated if you have allowed things like books and papers to pile up around you. Take the time to organize your workspace. Put papers in folders and label them. Throw out what is no longer needed. Prioritize tasks and projects. If you need help, ask for it. There is more harm to be done in trying to do everything yourself and letting things fall apart than in recognizing that you need help and asking for it in a timely manner.
Gold stars are not awarded to the workaholics who never step away from their desks, even when they need to. You may be working for a raise or a promotion, but doing so at the risk of your health and well-being is not a good strategy. Research supports the fact that you need to give your mind—and your body—periodic breaks throughout the day.
Take a morning break. Go out to lunch with friends or colleagues and try to talk about something other than work over your meal. Take a mid-afternoon break by walking around the building rather than going to the vending machine or the coffee maker. Steer clear of late afternoon snacks that are high in sugar or caffeine. Do take a break, however, in order to help your brain reset itself every few hours.
If you are feeling a real sense of job burnout as in you are considering quitting your job altogether, take some time off first to see if that might be what you need. Perhaps you just need a long weekend or a couple weeks of vacation instead of a whole new job. At least by taking some time away from the immediate source of your stress, you may gain some perspective that you are currently lacking. Don't do anything rash. If you have some time to take, do it before making any life-changing decisions.
Most companies offer an employee assistance program or EAP. These services are free of charge for the employee, and they are confidential. You can make an appointment, go in and talk to someone, and share your concern about yourself and your sense of burnout. Perhaps all you need is someone to talk to so that you can talk through whatever it is that is getting to you. If you use this resource and you still feel like the job is the problem, at least you will have taken the time and made the effort to get some perspective on the matter.
Turn off your computer, cell phone, and even the TV for a short period every day. We tend to stay so plugged in that it is difficult to turn off our brains. Part of the sense of overwhelm that some people experience is the result of the inability to relax and get away from things...ever. This is especially true if you are in the kind of job where you need to be reachable 24/7.
I know that for me, part of my job burnout was the result of feeling that I had to be available all of the time—even when I was supposed to be "off." In four years, I never got to take a decent vacation where I could responsibly turn off the phone or not check email. As a result, at the end of those four years, I was so exhausted that I needed six months to rest, relax, and rejuvenate. Most people don't have six months that they can take out of their lives like I did. Do yourself a favor and pace yourself so that you don't get to that point.
It is possible that most of the pressure you feel is self-imposed. Do you really have to be burning the midnight oil or giving up on the family vacation in order to do what needs to be done at work? The pressure you feel may be coming from your sense of obligation or responsibility, but is it really necessary? Take a look at that possibility, at least. If it turns out that your sense of burnout is self-imposed, adjust your schedule and your attitude accordingly. You may feel an immediate sense of relief as a result.
If, after considering all of these options and taking some time away from the situation, you still feel depleted and unfulfilled by your current job situation, it may be time to think about making a change.
Is a new job a realistic possibility? Is it possible for you to find a position in which you might operate with more autonomy and less stress? Do you need to consider what those options would be? Do you need a job with less responsibility? Do you need more help in a similar position? Do you need more clerical assistance? Do you need a different job altogether? Only you can answer these questions, just as you are the only person who can determine if you are experiencing job burnout and how severe your job burnout may be.
The bottom line is that job burnout is real. It is not something you made up. If you are feeling emotionally depleted, and you are experiencing a sense of just being "worn out" physically, emotionally, and mentally, then you may be experiencing job burnout. You need to take a look at it and consider what you can do about it.
Life is too short to spend it feeling constantly overwhelmed. Consider what you need to do for yourself in order to take better care of yourself. You need to do this for you. You also owe it to the family and friends who love you and may be feeling like you are "missing in action" because you mind is always on work even when your body is somewhere else.
If you want to make a change, we can help.
LinkedIn launched a new feature a handful of years ago that lets you quickly and easily endorse people in your network for one or more skill sets they've chosen to list for themselves. Anyone who is actively looking for work right now should be striving to get endorsed often. Here's why...
Before this feature was launched, people could "game" their profile for a type of job by filling it with skill sets—in other words, keyword-optimizing their LinkedIn profile—to ensure their profile showed up in a recruiter's proactive search for talent via LinkedIn. Simply fill your headline, "About" section (Summary), and "Experience" section (Work History) with these keywords and you were improving the chances you'd be looked at. You absolutely should optimize your LinkedIn profile, and this is a great strategy that most job seekers don't use, so you might have a competitive advantage over those people in your job search. The problem is just because you claim you have these skills, doesn't mean the rest of the world thinks you have them, too.
Endorsements solve that problem! Now, when a recruiter sees you say you are good at "sales" and it's validated by dozens of endorsements, they know you are the real deal. They'll be more likely to contact you instead of another job candidate who is not endorsed for that skill.
Taking a page from the highly successful #followfriday ritual over on Twitter, coupled with the statistical evidence to support, Monday is a terrible day to reach out to recruiters and others for help in your job search, so it occurred to me that Mondays are the ideal day to start an "Endorse Day" ritual.
The idea is simple: every Monday, take 10 minutes out of your morning to pay it forward by endorsing 10 people in your LinkedIn network. Imagine how you would feel if, in your inbox on a Monday (aka the day of the week when even the most cheerful people struggle to get going), you found endorsements of your skill sets from your peers. Would it make you feel good? Yup. Would it make you realize what a great colleague they were for taking the time to do it? Sure thing. Most of all, would it make you want to endorse them back? Bingo!
In short, you got to give to get. So, why not make Mondays the day you give to those in your network? Not only will it make you feel good, I guarantee you will get a good return on your investment!
Every professional needs a well-optimized resume and LinkedIn profile if they want to build their professional network and stand out to hiring managers and recruiters. If you're applying to jobs and not seeing results, your LinkedIn profile and resume could be holding you back.
Thankfully, getting the help you need doesn't have to be expensive. Get your resume & LinkedIn profile reviewed by a Work It Daily coach today!
This post was originally published at an earlier date.
You are a software industry executive working for a company that is doing reasonably well for itself in a few countries—the United States, Canada, Australia, maybe a few European countries. You dream of striking it big in Asia too, and Japan is at the top of your mind.
But then, you heard that entry into the Japanese market is arch-difficult—or even impossible. One mountain just too high to climb.
Difficult it may be. Impossible? I beg to disagree. My own experience demonstrates the opposite. Yes, even when there is an entrenched local competitor, you can still make inroads in Japan. But doing so takes a sound corporate strategy, some patience, and no shortage of resolve.
And you also need to avoid the following four traps.
In my first position after completing my MBA, I visited a Japanese prospect in automotive. That company is well-known internationally and is accustomed to conducting business worldwide.
We were competing against a Japanese company to earn the prospect's business. We had one trump card up our sleeves: our price was less than 50% of the competitor. When we disclosed pricing, the client's jaws dropped onto the floor. "That's it?!?"—this is what they said (but then in Japanese).
Internationally savvy client plus unbeatable price should be a winning combination in any country, right?
Well, we still lost that business!
Why? Because their very next question was about the quality of the local service. Our division had no local office. We had, however, a contract with another division that had a Japanese representation and could ensure service on our products.
Still, this was not considered good enough.
See, Japanese businesses, big and small, usually take great pride in the quality of their wares. They require that level of dedication from their suppliers. Therefore, paying more may be acceptable if it guarantees a high level of dedication.
Hence, a Japanese competitor often has a built-in edge. Clients know they know what they will expect.
Now, as a foreign software company, does it mean you need to invest lots of money upfront to open a sizable Japanese office before making any inroads in Japan? No. There are cheaper alternatives.
The first one is to have a local partner. There are a number of them present in the market. But just appointing a reseller and expecting them to do all the heavy lifting for you may not do the trick. See, Japanese clients understand that the distributor will not do all the support they will need. They may also be concerned that their input for future product development will be quietly ignored by your company.
So, you want to visit clients with the distributor regularly. I call this showing the flag and find it to be critical to ensure things get done. But this is only the beginning to be successful with resellers—just read my article on the topic.
Not finding what you are looking for among distributors? A skeleton crew with the right individuals can also work wonders. I did this in my previous position with just the right type of person—a Japanese man with a can-do attitude, a knack for hacking the product and delivering solutions, and the right amount of resilience to succeed. He proved to be a fantastic partner, and together we built a solid foundation for our Japan presence.
No matter your strategy, plan on delivering on your word. Show your Japanese clients that they can rely on you—that you get it.
During my many trips across our wonderful world, I found the following to be constant: when presented with a new software tool, one's first inclination is generally to just try it.
Count me among the adept of that school of thought. I usually open the box or download the installer, then proceed to use the software. If I get lost, then I may try to look up the documentation.
That is so common that some well-known customer products don't even bother shipping a user manual any more.
Well, in Japan, things are different. Many engineers will first take the time to read the manual before they start using the software. Yes, some will read it in its entirety.
Oh, and one more thing. Many in Japan feel their mastery of English is insufficient to understand user manuals. As a result, even computer scientists will regularly claim for a manual written in Japanese.
And remember what I stated in the previous section about the value of service: they will expect the translation to be excellent. So forget automated translations or even professional translations from folks who do not possess a decent level of technical knowledge.
Now, for some, this may seem like an insurmountable challenge. It can indeed prove pricey. But there are strategies to lower the price of entry.
My teammate and I did back in the days to analyze the manuals we had on hand and prioritize them.
Translating the full 800-page user manual that explains all the bells and whistles? Very time-consuming indeed! Beginning with the "Getting Started" document? Much, much more doable.
Some good distributors will even do this for you. If you have local engineers on staff, they may similarly be able to do it. After all, when you start operations somewhere, you always need to wear a few hats.
Of course, clients will keep on asking for more documentation to be translated over time. But in my experience, the amount and schedule is usually negotiable, and over time it is possible to grow the diversity and quality of documentation as local sales grow. That is an effective way to manage the barriers to entry.
Japanese customers in the software industry aren't only asking for documentation, of course. They conduct their whole business in Japanese—sometimes, even with foreigners.
That may surprise some because English is very much the lingua franca of the software industry. You can usually get by speaking English only with clients in many countries around the world. But anyone that ever visited Japan will confirm that things can be quite different there.
Why is this? Essentially, learning a foreign language is always easier if your target is close to your native tongue. For instance, English and French share many words. They use a similar sentence structure, namely subject-verb-object. They also share the same alphabet, minus a few diacritics.
Japanese uses two sets of alphabet-like symbols (more accurately described as syllabaries) while still sprinkling a fair dose of kanjis—symbols that express ideas (and were initially imported from China). And while Japanese chose to import phonetically many words from English and other European languages, the pronunciation can be significantly different.
Oh, and the verb goes at the end of the sentence!
That one is tricky. I know. I am a student of the Japanese language. It takes a lot of practice—and a lot of "CPU cycles"—to flip the order of words before uttering a sentence!
That has significant impacts on both external and internal stakeholders. For example, say your company sells a unit test tool. You want prospects to find you, so you finance a keyword search targeting Japan. However, sponsoring "unit testing" may not yield much in terms of leads. If potential clients type ユニットテスト or 単体テスト in their search window, you are probably out of luck.
So, do you need a Japanese website? Probably.
However, it would help if you did not forget the impact of the language barrier you may have internally. For example, communicating with your local employees can sometimes be equally challenging. As a result, they may feel that you do not fully grasp their situation.
You may fail to pick up on a few cues they provide out of cultural differences. For instance, Japanese business speech tends to be very formal, very polite, and for those accustomed to a much more direct speech style, it may create confusion. For a funny example, watch my video above.
Just as showing the flag is an effective strategy to build your local presence (see the first part of this article), it can also be an excellent lubricant for your relationships with the remote Japan office (or distributor). In my experience, there are plenty of things that may only become apparent to executives after speaking face-to-face with remote employees.
As I explained before, business relationships in Japan tend to be very formal. When you enter a boardroom to meet people for the first time, you are expected to go around the room in a specific order. You meet the senior person first (and yes, you sometimes need to guess who that is). You then present your business card with two hands, with the writing facing your counterpart. Then, pronounce a few words to introduce yourself (bonus points if done in Japanese), and bow down. Repeat for other attendees.
The Japanese language reflects this. It includes keigo (敬語), a complete system of special verb conjugations, special verbs, and other linguistic devices meant to pay proper respect and show deference to your "superiors." These would include your clients.
Ever wondered about the long diatribes waiters at restaurants pronounce when you enter the place? Yes, that is keigo too.
You ignore manners to your peril. If a prospect concludes that you are not paying sufficient respect, he may conclude you will not be a reliable business partner. Pure and simple.
Fortunately, there is a simple way for you to prepare: do your research. You may even learn some of the local tongue. After all, doing business is about building trust, which requires breaking the ice.
However, there is no need to be perfect. For one, usually Japanese do not expect perfection from you. You are a foreigner, after all. Besides, keigo is difficult even for the Japanese to master!
There are even times where the additional leeway you enjoy can play in your favor.
For example, a few years ago, I visited a prospect of ours. A competitor (also a foreign company) visited them before and claimed that only their tool could be used for a certain level of certification because they had a feature we lacked.
That was incorrect. We were used successfully at that level of certification by other clients. And that competitor probably knew it, as I saw this "fact" repeated by many clients in Asia.
However, when you tried to set the record straight, many clients viewed my answers with suspicion. "You say this because you don't have that feature."
Usually, I keep my cool at all times, especially in Japan. But on that occasion, I allowed myself, quite consciously, to express irritation. Irritation because it was not accurate. Irritation because, in my view, this was a lack of respect for the client.
The client interjected: "Maybe they just didn't know."
I told him they probably knew better. And I offered to put him in contact with clients of mine that would confirm what I said.
That is definitely not what you can expect from your typical Japanese businessman. And truth be told, expressing irritation is usually a risky strategy. But in my judgment, the circumstances warranted it. As a foreigner, I enjoyed a bit more leeway.
The result? We landed that deal.
So, by all means, learn and respect the local culture. The more you know, the better you will be. But realize that your status as a non-native doesn't only carry disadvantages. It can sometimes play in your favor.
Has your relationship with your boss suddenly changed (and you're not sure why)? It's smart of you to notice, and even smarter of you to do something about it.
So many of us settle for an unhealthy relationship with our manager, hoping that it will eventually blow over. The truth is, relationships are a lot like icebergs—what you see above the water is usually rooted in something much bigger happening beneath the surface. What you may experience as a pattern of sharp feedback or increased micromanaging might be rooted in something bigger. Even if it's not, sweeping these concerns under the rug will likely put you on edge and make you more likely to make mistakes or assume the worst.
If you're serious about improving your relationship with your manager, you'll have to be willing to take 100% responsibility for making the relationship a success. In a dream world, your manager may see what you're doing and want to meet you halfway, but you can't bank on that. If trust has been broken, it will take a while to rebuild. If your competence is in question, you may need several successes before you chip away at their false perception of you. No matter what the root cause of the breech is, you must be willing to stay the course and be consistent until the relationship turns around.
To improve your relationship with your manager, you must convince them that you can and will help them be successful. This convincing isn't about apologies or persuasive words; it's about consistently communicating through your language, work products, loyalty, and warmth that you care about your company, your boss, and your team—and that you have the skills to get your job done well.
So, how do you do that? It's easier than you think.
Here are six ways to make your boss love you:
Human beings aren't stupid. We are biologically programmed to know when someone is faking admiration for us. Our gut tells us not to trust them, and our suspicion goes into high gear. Your manager is no different. You won't be able to build a relationship with your manager if, deep down, you don't respect them. Unfortunately, respecting them isn't something we can pretend our way into.
To like or respect someone, you have to find things about them you want to emulate. The good news is, even if your manager is Mr. Hyde on steroids, chances are there are things about them worth admiring. Take a minute to decide what those things are and keep them top of mind. One way to do this is to create a sincere one-sentence response to the question, "What do you admire most about your manager?" Have that response handy, and find a way to use it when asked about them and their skills. You'll find that telling others what you like about them makes you believe it more.
As a bonus, if your manager hears that you've been spreading praise about them, it can't hurt your relationship!
If you say you'll be at work at 8:30 am, do it. If you promise a deliverable by a deadline, keep that deadline. Don't lie or exaggerate, even if it will save you a headache. If you make a mistake or miss a deadline, acknowledge it before they do. Lastly, keep what they tell you in confidence private. If you've been inconsistent in the past where your word is concerned, admit it. Share what you're working on to make it better. By being transparent about your intentions, and then keeping those intentions, you prove you're worth trusting.
Seasoned bosses respect people who tell them the truth—even when the truth is "no." By setting manageable (but realistic) boundaries and expectations with your boss, you protect yourself from burnout and ensure you can deliver for them long term. Sometimes these boundaries need to be stretched in particularly busy seasons, but that doesn't mean they aren't worth setting.
By setting boundaries before they're needed, you ensure that you won't become bitter or resentful about work patterns you've inadvertently agreed to (working late, weekends, checking your email on vacation, etc.). Similarly, by negotiating project context and deadlines on the front end, you prove that you take delivering on deadlines seriously. It's much better to under-promise and delight your boss by over-delivering than to verbally assent to something you know won't happen.
Chances are there are a handful of projects your boss cares about the most. Ensure that these projects are front and center on your to-do list. When you hit a major milestone with these projects, keep your boss in the loop.
When you burn the midnight oil, ensure they know that you're prioritizing this task because it's important AND because it's important to them. Share some of the praise for the project's successes by heralding them as a champion of the project. Arm them with stats, sound bites, and other information to share with their boss and peers about what you've accomplished together.
When your boss pulls you aside with some corrective feedback, show them you prize their feedback by:
Trust is the most frail component of your relationship with your manager; breaking it can be fatal to your relationship. Don't say anything about them publicly, or even behind closed doors, that you wouldn't say to their face. Don't give feedback about them to their manager, if you haven't voiced it to them first. Work as hard when they're home sick as you would if they were with you in the office. Don't conspire against them, period—even if they deserve it. By keeping your loyalty to your manager, you mark yourself as a person who can be trusted and with high ethical standards. This makes you extremely rare and worth keeping around.
Repairing a broken relationship with your manager takes work, but yields dividends in your immediate job and later in your career. By taking the time to build trust and demonstrate your loyalty and competence, you not only save your job—you win a friend and mentor for life.
Need more help improving your relationship with your boss?
So, you want a job with more meaning. This is a common theme we're hearing right now, especially post-pandemic. The great resignation—you want a job with more meaning. But, how do you get one?
The truth is, school never taught us how to do this—to find a job with meaning—and most people don't have any techniques to figure that out.
But I do.
I've been doing this for 20 years, and I'm now going to teach you my signature technique, the tool that I have taught thousands of people to use to have one of the biggest aha moments of their life.
@j.t.odonnell ##1 TIP ON HOW TO FIND A BETTER JOB ##jobsearch ##careeradvice ##careertok ##work ##joblife ##careers ##careertiktok ♬ Levitating - Dua Lipa
##1 TIP ON HOW TO FIND A BETTER JOB ##jobsearch ##careeradvice ##careertok ##work ##joblife ##careers ##careertiktok
The best strategy to find career purpose starts with something called the interview bucket list. What you're going to do to build your interview bucket list is find 10 companies where you feel attracted to what they do, the products and services they provide, the customers, their value, their mission statement—whatever it is about them, you feel a positive emotional connection to that. And you need to be able to articulate that connection. You need to be able to say, "I'm putting this company on my list because this is how they make me feel. When I think about this company, I feel this positive energy."
Why do you need to create an interview bucket list to find career purpose? The answer lies with intrinsic motivation.
When you're born, you don't have intrinsic motivation. Intrinsic motivation is developed over the years as you have life experiences where you literally teach yourself what you like and don't like, what you're attracted to, and what you want to repel from.
And we're all different. Our intrinsic motivation is completely unique to us because no two people have had the same sets of experiences or interpreted them in the same way. So, that intrinsic motivation is the key to unlocking a career path that you would feel connected to, one with purpose, and it's going to be different for every person.
Now, you take these 10 companies, you look at why you're attracted to them, and I guarantee you're going to see patterns, maybe even several patterns. I've yet to find somebody who doesn't have patterns, and these patterns are going to be around your values, your beliefs, your hobbies, and your interests. Maybe you notice the companies you chose for your interview bucket list all involve working with kids, cooking, or a hobby of yours like fishing. Or maybe these companies are luxury brands, environmentally conscious, politically savvy, or zero waste.
There are a million directions this can go in, and there's no right or wrong answer. You are who you are. If you want to feel joy and connection to your work, if you want to finally find career purpose, you need to tap into your intrinsic motivation—and these patterns will reveal that.
Once you've created your interview bucket list and found patterns that reveal your intrinsic motivation, you can (and should!) couple this strategy to find career purpose with taking the Career Decoder Quiz, a 20-question quiz that will unlock your professional strengths. You'll find out how you like to create value, which is what companies pay you for. You create value, whether you realize it or not. You do something that saves or makes companies.
So, after figuring what kinds of companies you should target in your job search based on your intrinsic motivation and the patterns you've identified, find companies in your local area, look at what types of positions they offer, and see if any would play to your professional strengths. For the first time in your life, you are going to have purpose with your work. It is an amazing technique, and I promise you it works.
If you're serious about finding career purpose and finally landing a job with meaning, sign up for a Work It Daily membership today!
When you sign up, you get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
As the weekend winds down, many professionals start to tense up just thinking about what awaits them at work on Monday morning. For some, it's a shadow that looms over their Sunday afternoons.
It doesn't have to be this way! Monday is just another day in the week.
Mondays will always be a little extra busy because it starts a new week. But there are ways to make Monday a little less overwhelming.
On Friday, once the work of the week is complete, take some time to prepare for Monday. Perhaps there is some time to get a jump on next week's work. Make a list of things that need to get done next week so you can go into the weekend with peace of mind and avoid any potential Monday morning surprises. Good time management throughout the week can help equal out the daily workload.
For employers, you may want to consider easing up on the Monday morning meetings. Meetings are important to make sure everyone within the company is on the same page and working toward the same goals. However, there's no rule saying that they have to be held Monday morning. The meeting could be held on Monday afternoon or any other day of the week instead.
In addition, good communication with the workforce throughout the week goes a long ways to making sure that any meetings that are held go by efficiently and don't drag on.
Weekends are a time to catch up on things and have a little fun. As a result, rest and relaxation can sometimes fall by the wayside.
In an ideal scenario, most of the weekend's activities would be concluded by late Sunday afternoon, allowing you an opportunity to wind down, relax, and get a good night's sleep. Going into any workday with low energy will have a negative impact, but more so on Monday because it could potentially set a negative tone for the rest of the week.
Go into Monday with as much energy as possible and set a productive tone for the rest of the week, and then maintain a healthy work-life balance for the rest of the week.
Many professionals have been programmed to dread Mondays. But, what if that's more mental than reality? Ask yourself, is my Monday any worse than any other day? In most cases, it probably isn't. And even if it is, how you decide to approach the day could determine how the rest of the day goes.
Many unpleasant things in life can be improved with a positive attitude. Look at Monday as a brand new start, a clean slate. You're about to meet a new workweek and Monday is a first impression.
It also helps to give yourself something to look forward to each Monday. It could be going out to lunch, happy hour after work with co-workers and friends, or maybe a special family dinner out each Monday. It could even be something as simple as a workout at the gym or a movie or game night.
Whatever it is, having something fun to look forward to each Monday makes the day seem more manageable and adds positivity to it.
Continuing to approach Monday with dread and negativity will only make things worse, so turn it into a positive experience.
Dread going to work? We can help you find a new job!
Losing your job is hard—hard on your bank account and self-esteem. It is probably one of the most professionally traumatic experiences you'll ever have. However, as hard as losing a job can seem at the time, it can lead to something positive as it gives you a fresh start.
Here are a few ways you can successfully deal with getting laid off:
You don't need to go on an exotic vacation. Even taking a break for just a few days will help you process what's happened. Don't make any big decisions in those first few days and don't rush into the job market the day after you've received the news. You need time to process what happened.
To keep your anxiety and stress in check, figure out how long you have to look for a job—and give yourself as much time as possible to do so. Look at what you spend money on and how you can cut back.
It is easy to feel resentful after you've lost a job—especially if you'd been really loyal to the company. Talk it out with the people you trust and definitely get it out of your system before you meet any recruiters or hiring managers. They will sense your bitterness, and it won't reflect well on you. Surround yourself with positive people and be kind to yourself. Don't beat yourself up about what's happened, and make sure you're eating well, exercising, and getting enough sleep.
If you've been part of a big layoff which is all over the newspapers, it is easier to explain why you got laid off. But otherwise, you will have to explain to prospective employers what happened. A short, upbeat, and concise story is best. Perhaps your department was restructured or your job was moved to a different location. Make sure your story will be backed up by your manager or any other references your future employer might want to contact.
Before you contact your network or send out any applications, make sure your resume and LinkedIn profile are updated. This brief checklist will help you kick-start your job search efforts. Reach out to former colleagues or friends who work for organizations that interest you. Create your interview bucket list of companies that you'd love to work for. Conduct some informational interviews if you're looking to work in a different industry. It might be worth becoming a member of a professional association to learn more about the industry you want to work in. Depending on what you do and your location, you might want to start looking at contract/temp/interim work in the meantime.
Looking for a job requires a lot of time and effort. You need to have a lot of activity going, so don't get discouraged if you only get one interview for every ten applications sent. Make sure you tailor your resume to specific jobs to maximize your chances of getting hired, but also remember most employers are looking for candidates who are a very close match to the job requirements. Don't lose focus—it can take a few months to find the right opportunity. Don't stop your job search activities, even if you're in advanced interviewing stages with one company. You can have a great interview and still not get the job for whatever reason, and then you're back to square one, which can crush your confidence.
It is easy to feel sorry for yourself when you've lost a job. You might have regrets about not saving more money or not looking for a job earlier. However, this negative self-talk won't help and it will only worsen your anxiety. Make a conscious effort to stay positive. Surround yourself with positive people and think of the obstacles you've dealt with in the past and what you've achieved—to focus on things that will give you confidence. If you're looking for help with your resume, LinkedIn profile or engineering technique, check out my special discounted November coaching offer here.
Getting laid off is a challenge many professionals experience at least once in their careers. If you've been laid off recently, follow these seven tips so you can regain confidence and find your next job opportunity sooner rather than later!
A lot of people don't understand what the real challenges are with LinkedIn. Here's the best way I can describe it to you.
First of all, I was an early adopter of LinkedIn. I was honored to be an influencer for them and I know the strengths of the platform. And the reality is it works very well for people who know how to market themselves. When they got bought by Microsoft, though, it really became a sales platform.
@j.t.odonnell Reply to @mynameisshakiba Why LinkedIn doesn't work for a lot of people.. #linkedin #jobsearch #jobtips #resume #careertok #careeradvice #careertiktok ♬ Thot Shit - Megan Thee Stallion
Think of LinkedIn as the new Yellow Pages. A lot of people nowadays don't even know what the Yellow Pages was. Essentially, it was a book that told you about all the businesses that you could work with. And that's really what LinkedIn has become—a platform to promote your business-of-one.
The problem with LinkedIn is that it's very difficult to navigate the platform to network with people. It's not really what people are using it for unless they know how to do it correctly.
There's always going to be a need for LinkedIn, but there are millions upon millions of people out there who are overwhelmed by LinkedIn. There are many professionals who aren't sales-type people and don't have products or services to promote or aren't trying to sell themselves. So, networking on LinkedIn doesn't feel comfortable, normal, or natural.
That's why my team and I here at Work It Daily actively wanted to create the alternative to LinkedIn for folks like you.
If you're looking for a great LinkedIn alternative, sign up for a Work It Daily membership today!
Get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all in your back pocket!
Every day, millions of job seekers find themselves struggling to understand one big question: What does it take to actually get a job offer? Interviews come and go but no job offers. What gives?
The whole job search process has changed so much in the past few years. But at the end of the day, there is one thing that has not changed at all: you can only get a job offer as a result of your performance in a job interview. However, if you don't have a fundamental understanding of who actually gets job offers, it doesn't really make a difference if you land five or 50 job interviews. It'll be tough to land a job.
Here's a little insight on how hiring managers make decisions...
When hiring managers sit down together to decide which candidate gets a job offer, the decision is not likely going to be made based upon any one candidate's education, qualifications, work experience, or hard skills. Occasionally, one or more of those could play a part in breaking a tie between two great candidates, but that doesn't happen all that often.
Here's the truth: some people who are clearly less qualified than you are do get the job offer.
As an attempt to be the most impressive candidate, many job seekers search online for the most common interview questions and then spend time pulling up their best stories so they can give great answers that show they have the skills to do the job. But by the time you get past the phone interview (and especially when you get to the the second interview and beyond), it's not really about whether or not you meet the requirements set forth in the job posting anymore. It's already been determined that you are qualified enough.
Pulling out your best stories is a good idea, but it skips over a key component. Hiring managers don't just want to know what you did in previous jobs. They are also looking very closely at how you did it. Hiring managers are very interested in knowing who you are as a person—your work ethic, your attitude, your work style, your people skills, and whether or not you will fit into the workplace culture and be a big asset to it.
If two managers are trying to make a hiring decision, the following is a representation of a typical conversation:
Manager 1: "Wow! Mike has 10 years of experience and a master's degree, but I was more impressed with Jeff. Wasn't that a great interview? He doesn't have the experience but he has the passion, a great attitude, and the drive that we need around here. And he has a lot of great ideas! His enthusiasm was contagious! I sensed that Mike sees this job as more of a way to just collect a paycheck. I also get the feeling he might be resistant to our way of doing things. Didn't he seem pretty set in his ways? I think he might be burnt out or something. I think I can get Jeff up to speed in no time. Staci was good, too, but I say we go with Jeff."
Manager 2: "I agree. I admit, I am a little concerned that Jeff has only three years of experience since we decided we needed someone with at least five years. But he seems to really know his stuff so I think I am okay there. I love how he talked about how important his own personal development is—he's the type who will probably train himself. You are right on with Mike. I didn't sense that in the first interview but I did in this one. He seems like the guy who wouldn't do much outside of his job description. And, while he could step right in and do the job, we definitely need more positive energy around here. I liked Staci, too. What are your thoughts on her?"
Manager 1: "I like Staci and she could be the right person, but having Jeff and Staci's interview back-to-back really showed some of Staci's deficiencies. She could easily do the job. She didn't say anything that was overly concerning, but she just doesn't have that energy—the enthusiasm—that Jeff has. He seems to have a lot more ambition than she does. It just doesn't seem like this job excites her as much. Jeff seems excited about what we do here and has a personal interest in it and that's important. Also, I am not certain she'll fit in. Remember when she talked about that project she worked on with four others but then said she did 90% of the work? She had a reasonable explanation but I don't know if I buy it. Plus, she did seem focused on questions about work hours and flex time. I just feel like Jeff will really run with this job and turn it into something great. I would like to extend an offer to him."
Manager 2: "You'll be his manager, so if you are certain, I will support that."
That is a key question to ask yourself. Do you express your positive attitude, enthusiasm, excitement, and stellar work habits? How will hiring managers describe you, as a person, after you leave?
Soft skills are critical and it's not enough to say you have them. Most people say they are a positive person and will work very hard to get the job done right. That does nothing for you if you don't prove it. If you want to impress, hiring managers must be able to feel those words and see how you displayed those characteristics in the past. Show enthusiasm in your tone—raise it up a few levels! Be expressive and show excitement. Show you care about the work by giving examples. Show how you always put forth your best effort in everything you do by giving clear examples of excellence in past jobs (quantify your accomplishments). Show ways you went above and beyond and express why excellence is important to you.
However, there is one critical question that plays the biggest part in making this work for you. Are you that person?
Most people know they should present themselves in this way but many just say who they are and don't show it. And some are people who don't even have positive attitudes. And many of these people go into interviews and try to fake it. Some people are really good at it. Many others are not so good. But for the most part, a lot of hiring managers can see right through it.
By far, the most effective way to express positivity, enthusiasm, and excellence is having it in you to express—it has to be real to have a significant impact. And that only happens when truly feel connected to the company and its mission. (What companies are on your interview bucket list?) If that's what hiring managers want to see in you, then it should go without saying that they also expect it from you on the job. If those words don't describe you, taking some time to work on your own personal development in this area should be a top priority on your to-do list.
When it's all said and done, hiring managers need to be wowed by you! While your skills and expertise matter, companies actually hire for three things: personality, aptitude, and experience (in that order). If you want to stand out and get job offers, then show up at the interview and give them your best self so that when you leave, they already know they want you to come back.
Every year brings new challenges that can impact how we target and engage with consumers. Understanding the trends that shape branding is critical for success. Here is what to watch out for in 2022.
Consumers have lived through so much these past few years (i.e. pandemic, civil unrest, climate changes, diversity, inclusion, and more) giving rise to consumer activism, leading consumers to want and expect more from brands they support. And brands have made changes to address this activism. Hasbro dropped "Mr." from Potato Head to make its popular toyline gender-neutral. Aunt Jemima and Uncle Ben are going through a rebrand to address racist stereotypes. Ben & Jerry's ended ice cream sales in the Occupied Palestinian Territory (OPT) as this was inconsistent with their core values. Airbnb has raised more than $1M for refugees and provided free accommodations for more than 20K refugees from Afghanistan to Burger King and Ronald McDonald sharing a kiss in support of gay pride.
Americans are demanding change:
As brands figure out how to help make the world a better place, here are several causes to consider; sustainable and eco-friendly products, climate change, Black Lives Matter, gender inequality, saving biodiversity to afforestation. To authentically connect with consumers, brands need to make a concerted commitment to these causes year-round vs. one-offs (supporting during Pride Month).
Immersive brand experiences are becoming a part of brand storytelling. An immersive brand experience is about welcoming audiences into your world, pushing them to explore it with all of their senses, and building a connected and engaged community. When done right, immersive marketing transforms ordinary events into unforgettable experiences and makes engaging with a brand feel natural. Immersive brand experiences include; 3D mapping projections, augmented reality (AR), virtual reality (VR), ambient interactivity, to 360-degree content.
Brands are using immersive experiences in unique, memorable, and customized ways. Snap rebranded the Hudson Yards Shake Shack location in New York for one week in October with an augmented reality experience. This immersive experience included an augmented reality try-on mirror, free food, custom Snap lenses, and limited-edition Snap Shack merchandise. Another example is Van Gogh: The Immersive Experience which features a one-of-a-kind virtual reality interactive exhibit allowing art lovers to step inside Van Gogh's paintings, experiencing "A day in the Life of the Artist." And next year in Chicago, Superfly will be partnering with The Prince Estate to put on an immersive experience on the "legacy and times" of The Purple One.
Immersive brand experiences are compelling, realistic, and the way of the future.
Influencer branding is estimated to reach $15 billion in 2022. In a recent Ipsos study, half of U.S. consumers surveyed said they are more likely to consider a product or service if their favorite creator has promoted it. Social media influencers and digital content creators give us an honest, inside look into these products and services, helping us feel more confident in making a purchase. Influencers and creators that are accessible, relatable, and approachable will be sought after by brands due to their followers.
Influencers have opened up new opportunities for brands:
Brands will be leveraging technology to harness data, target shoppers, and streamline customer journeys like never before. eCommerce will continue to evolve with Facebook Shops, Instagram Shops, Pinterest Shopping Ads, and Catalogs. Wayfair is utilizing shoppable videos with AR content that is interactive, allowing the customer to see how the furniture looks in their home before purchasing. Voice shopping is expected to increase by 55% and hit $40 billion by 2022. This growth has drawn the attention of retailers eager to make their products available through voice-search apps like Apple, Amazon, and Google. Food delivery company DoorDash is testing drone and robot delivery services. AI-driven chatbots, natural language processing software, geofencing, predictive modeling, and augmented analytics are other technologies that brands are starting to use.
With the rise of two-way conversations between brands and consumers, brands have taken on human characteristics to establish a deeper, emotional connection with consumers. Building a great brand involves creating strong emotional connections with your customers. Customers who have an emotional connection to a brand have 3X higher lifetime value, stay with a brand for an average of 5.1 years vs. 3.4 years, and will recommend brands at a much higher rate (71% vs. 45%), Source. In 2022, we will see brands focus on creating customer value, prioritizing the customer experience, developing dedicated campaigns, personalizing the customer journey, and more.
Branding in 2022 involves engaging with consumers in more authentic, personal ways with interactive approaches and causes that they care about through people who they trust. I hope you found some inspiration in these branding trends for 2022. Start building your brand leadership today. You've got this!
Got a touch of the "Weekend Flu" or the "Monday Blues" this week? You're not alone. However, you shouldn't let that get you down!
Mondays can be tough, but you can get through them—we have faith! Don't let Monday get the best of you. Here are some tips from J.T. O'Donnell, LinkedIn Influencer and founder and CEO of Work It Daily, on beating the "Monday Blues."
When you know exactly what you're going to be doing on Monday morning, it's easier for you to mentally prepare and ease into the workweek. Otherwise, you can walk into the office frazzled, confused, and unorganized, which can set you back a few hours.
Try to avoid people who are being "Debbie Downers." You don't need that extra gloom and doom on a Monday. Focus on spending your time with positive and upbeat people. Positivity is key!
There's no better way to feel good about yourself than to cheer on and support others. That's why Mondays are a great time to endorse your colleagues on LinkedIn. (In fact, we call Mondays "Endorse Day.") When you reach out and tell someone that you think they're special, they will likely return the favor. Is there a better way to stay positive than to get compliments?
There you have it! We hope these quick and easy tips help you crush Monday mornings and finally beat those "Monday Blues." You've got this!
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LinkedIn recommendations are a tremendous asset to your job search. You can quickly and easily point a potential employer to your LinkedIn profile and they'll be able to see verifiable references and recommendations of the quality of your work and the results you deliver.
Positive words can be powerful motivators. So, how do you choose the right people to request a recommendation from? And how do you know if they'll give you a good recommendation?
Here are five people you should ask for LinkedIn recommendations, if you haven't done so already!
Whenever I have a client who reaches out to me to share how happy they were with our service, I always politely request if I can share the feedback on my website or if they would consider giving me a recommendation on LinkedIn. Do the same! If you're in sales and a customer or client loves your work, connect with them on LinkedIn and professionally request a recommendation. Don't just use the filler info that LinkedIn puts in the request; ask them specifically what you'd like them to comment on. It will help the person you are requesting the recommendation from to write a focused and specific recommendation versus a generic or broad-based recommendation that may not have as much of an impact.
When you work in a team on a specific project and the collaboration is a success, that's the time to ask your teammates to write a recommendation for you based on the outcome and collaboration of that specific project. You can also return the favor; since you worked together you'll be able to easily attest to their work ethic, problem solving, communication, teamwork, fresh ideas, motivation—the list goes on.
Not everyone uses LinkedIn for their job search, and it's not detrimental to your current employer to have them write a recommendation of your current accomplishments. It could actually be a great networking tool if you're trying to find new contacts, new accounts, or new clients. New connections and people who are considering connecting will read through your recommendations. So, if you're on LinkedIn sourcing for new clients or accounts, then ask your current supervisor to comment on the positive impact you have now. Like I mentioned before, positive words are powerful motivators.
It's always best to never burn a bridge—and even though it sometimes happens in cases where you left on good terms, it's always a best practice to request a recommendation from a former employer. A recommendation from a former employer is a powerful job search asset; and it's especially impressive when companies are considering you for a new position.
Are you an active member of a nonprofit or involved in volunteering for a great cause? Ask someone who oversees the organization to recommend you for the work you've been doing. Not only is this more positive PR for your profile, but it shows your interests and desire to help others.
Have some additional ideas for great LinkedIn recommendation requests? Share them; I'd love to hear them! And while LinkedIn is on your mind, I'd love to connect so feel free to send me an invitation here. I also encourage you to check out this post on LinkedIn about how you can cold call your way to a new job.
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We've all been there. At some point, we are finally "done" with our current employer and make the decision to hunt for a new job. That's just the nature of the beast—we get hired, we get excited, we have a honeymoon phase, we work hard, and, slowly, the glow wears off. Next employer, please.
There are certain ways we can exit our current company without burning any bridges. When leaving a job, it's imperative to remember what we do and how we do it can stay with us for years to come.
Any time we leave one company for another, there are sometimes hurt feelings no matter how delicately you try to balance the transition. Oftentimes, bosses feel "betrayed" you are leaving the company, and this can lead to some pretty awkward and weird moments in the two remaining weeks after giving notice.
Here are six ways you can avoid burning those proverbial bridges when you leave your current job.
Before you leave, create a report summarizing your positive contributions to the organization, and send it to your boss on or just before your last day. By showing how much you achieved while there, this will leave a better taste in the mouth of the boss by reminding them that you were a good worker and brought something to the table. Who knows? They may suddenly decide to not let you slip away and provide a counter-offer. You should be prepared for this possibility, but don't be disappointed if it doesn't happen.
It's always a good idea to err on the side of being gracious (without being fake)—and thank your office mates. Be genuine, and let go of any hostilities that you may have held in the workplace. You want to start off on a clean slate in your new job, and carrying around baggage from your previous employer doesn't do you any good. Let go, say thank you, then say good bye. It doesn't cost you anything, and you might just surprise someone! And, more importantly, you never know where you might run into them again, so it's best to go out on a positive note.
Sometimes, the most bitter pill an employer has to swallow is the departure of a core staff member when the team is already short on people. Their first concern is filling your old position to keep project momentum moving forward. If you know of a qualified person who could step into your role, make that suggestion to your superiors. I've done that in the past personally, and 100% of the people I suggested ended up being hired! If the employer respected your work, they will respect your opinion and act accordingly. Think of your recommendation as the "easy button" the employer is hoping for when engineering a quick hire for your job!
Write a letter to your boss and make it positive and personal. Outline how much you enjoyed your time at the company and maybe provide a couple of examples of amazing things you learned while on the job. This reinforces your professionalism and adds to your reputation as a classy person.
Never (ever) write anything negative or vent. Remember, this letter can frame up the conditions under which you depart, and will likely reside in your permanent personnel file. Be mindful of what will be in that file should a future employer call your current company for references, and a human resources professional goes to retrieve your file. What will they read about you?
Bosses tend to understand the excitement of an employee's new job can lead to certain "school's out for the summer" mentality with workers, but you need to exceed those expectations to go out on the best note possible. Stay hungry, and keep putting in 100% so you are not perceived as a "short-timer" slacker.
Finish as many projects up as possible, notify all stakeholders of a change in personnel, and provide an interim point of contact. If you haven't finished projects, provide updates on them that are easily understandable, and if there are any mission-critical steps that need to happen in the immediate future, point those out to those who will be managing your job duties after you leave. What you want to do is create a situation where anyone could walk into your old job and quickly get up to speed on what projects are in the pipeline and which priorities need attention first.
How you leave a job says a lot about you. Take the high road and be gracious. It might be a horrible employment situation, but if you are able to depart with grace, class, and integrity, it says a lot more about you than the company. And that's what matters!
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If you're an executive or somebody in a leadership position, you have an executive presence. Your executive presence is your reputation. It's what people think when you walk into a room, and what they say about you when you're not in the room.
As a leader, actively maintaining your executive presence builds credibility, trust, and, ultimately, a following. It gives you a competitive advantage over other job candidates, allowing you to gain access to better career opportunities.
Every executive needs to think about their presence. But before you can effectively build a strategy to grow your executive presence and create tools that support it, you need to understand what your executive presence is. To start, here are three components of executive presence every leader should know.
Gravitas is the first component of executive presence. It's your chosen value. It's how you like to create value in the world, how you save or make an organization money to justify the cost of hiring you.
One of the factors of executive presence that corresponds with gravitas is your depth of knowledge. As an executive, you've gotten to where you are today because you've thought through a lot of situations. Developing gravitas happens naturally in your career as you gain more experience and climb the corporate ladder.
Some traits related to gravitas include practical knowledge, composure, confidence, resonance, and vision.
The second, and most important, component of executive presence is communication. How do you deliver on your value? Communication also includes things like your personality and your approach. These are the things that are going to convey your executive presence.
A factor of executive presence that corresponds with communication is your delivery of knowledge. After thinking through a lot of situations in your career, you've been able to communicate that evolution of thought. You've taken those experiences and learned and grown from them. This is the most important component of executive presence because for leaders with an effective executive presence, communication makes up 51% of it. In other words, the effectiveness of your executive presence depends on your delivery of knowledge.
Some traits related to communication include authenticity, constraint, integrity, concern, and humility.
The last component of your executive presence is your appearance. This is how your value is interpreted. It can be physical appearance (how you dress) or it can be body language like facial expressions and hand gestures.
The final factor of executive presence that corresponds with appearance is your style of delivery. As an executive, you've thought through a lot of situations in your career and communicated that evolution of that, and now appearance is the type of representation you choose to convey that message.
Some traits related to appearance include personal style, intentionality, inclusiveness, interactivity, and assertiveness.
As a leader in your industry, you have an executive presence. When others are assessing your executive presence (your reputation), they're taking into account your gravitas, communication, and appearance. Understanding the three components of executive presence is the first step to building an effective executive presence strategy, one that will give you access to better career opportunities.
To learn more about how to build your executive presence, download our eBook, 4-Step Process for Creating Your Executive Presence Online, written by J.T. O'Donnell, founder and CEO of Work It Daily.
If you're an executive looking to advance in your career, you need to make your executive presence a priority. This includes your online executive presence. Failing to consistently contribute online in a meaningful way will put you on the fast track to being irrelevant and forgotten.
Join J.T. O'Donnell, LinkedIn Influencer and founder and CEO of Work It Daily, for this 3-hour live class designed to help you overcome these hurdles and stand out in the new normal of 2021 and beyond.
During this class, you will learn how to:
Being able to clearly define your value proposition can be hugely successful for a business, providing them a significant competitive advantage. Here are three steps to develop your value proposition.
First, let's take a look at what a value proposition is. A value proposition summarizes a promise of value, delivered to customers should they choose to buy your product or service. A good value proposition, as defined by Peep Laja, explains three things:
In 1948, two brothers opened a burger joint selling them for half the price in half the time, utilizing self-serve counters, with food prepared ahead of time and kept warm under heat lamps, giving them an overwhelming competitive edge. In 1954, a traveling appliance salesman, Ray Kroc, convinced the McDonald brothers to let him sell franchises. Over time, he built the company into the multi-billion dollar enterprise it is today ($170B).
Ray Kroc had a vision for these unique hamburger joints: to serve burgers, fries, and beverages that taste as good in Alaska as they do in Alabama. The most important part of any business is the value it provides to its customers. McDonald's has been known for their value proposition: food of a constant quality, that is served quickly and consistently across the globe.
When crafting your brand's value proposition, think about the value you deliver to your customers. How does this value focus on a need that you fill in a unique way?
In my experience, many businesses struggle to define their value proposition because they don't know how to identify their unique offering that differentiates themselves from their competitors. When it comes down to it, there may not be a great deal of difference between you and your competitors. However, for your brand to stand out and be successful, you need to create a perception of unique value.
Here are three steps to create a value proposition that's actually valuable.
Step 1: Look For A Theme/Angle
Start by looking for a theme or angle for your value proposition. There are four categories of value propositions that work. If your value proposition does not fit into one of these categories, look at adjusting your approach.
The Value Proposition Canvas tool is formed around two building blocks:
The Customer:
Product Value:
Final Thoughts
Your value proposition is a promise of value to future customers. If that promise is delivered successfully, you will turn your potential customers into paying customers. Spending time developing a clear, distinct, and meaningful value proposition will pay off by driving growth, conversions, and customer lifetime value for your business. Start building your brand leadership today. You've got this!
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 one 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 do 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 to 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 simply 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 that 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 to what they're considering, which may end up being much lower or much higher from 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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Ask anyone what their least favorite part of the job search is and they'll likely say "networking." Although all professionals, not just job seekers, should actively be building their professional network, nothing can help you find a job quite like a strong online networking strategy.
Online networking should be the foundation of your job search. It should be the main focus, the priority. A strong networking strategy will help you network your way into a new company by allowing you to go around job boards and avoid the ATS. It is, simply, the best, most effective way to find a new job.
If the thought of networking scares you, you're definitely not alone. But, in order to find your next job and grow your career, you need to overcome your fears and make online networking a priority. Here are a few things to know about online networking before you start building your professional network for career and job search success.
With online networking, it's easier to meet people and add them to your professional network. But, if you're connected with hundreds or even thousands of people on LinkedIn, how many of those people do you actually talk to on a regular basis? How many of those connections do you have an actual professional relationship with?
As you build your professional network, remember that quality is always better than quantity. What good is it to have a lot of connections if they're not providing you with any value, and you're not providing them with any value either?
One of the aspects of an effective job search strategy we teach at Work It Daily is the interview bucket list, which is a list of the top 10-20 companies you'd love to work for. With an interview bucket list, you are able to conduct a targeted job search by proactively trying to network your way into those companies through reaching out to current or past employees. This means the quality of your connections will be better than if you were just connecting with a bunch of random hiring managers and other professionals not directly related to your job search or career goals.
You might not like the idea of online networking because you think it's all about asking for favors, but this couldn't be further from the truth.
Strategic networking is about connection. Effectively building your professional network revolves around connecting with others through common experiences, interests, and goals. Think about it. That's how you build relationships, right? That's how you make friends. So, the foundation of every relationship, including professional relationships, is connection through those things. It is not about asking for favors. It is not about the give and take.
Once you connect with someone and establish a relationship with them, you want to consistently provide them with value—you want prove yourself to be a valuable connection and person to have in their network. You do this by sharing relevant content, introducing them to other connections, and offering your support. It's only after you establish a relationship with someone in your network that you'll ask them for a favor, and feel comfortable doing so. And they won't hesitate to help you out because they know you'd do the same for them. That type of relationship is only possible through genuine connection.
Most of your online networking will probably happen on LinkedIn, the popular social networking platform for professionals of all ages and skill levels. Not only is a strong, optimized LinkedIn profile a crucial tool in your job search, but to your peers, it also helps you seem like a credible person in your industry—a person someone would want to connect with and learn more about.
To optimize your LinkedIn profile so you stand out as someone with authority and credibility in your industry (and also as an active member on the platform) add keywords to your headline, fill out your "About" section, and change your profile photo to a photo where you look professional, yet approachable.
If you're trying to build your professional network on LinkedIn, remember that when you're networking on that platform your LinkedIn profile is someone's first impression of you. Make sure it's a good one.
Now that you know how important networking is and you're ready to overcome your networking fears, you might be wondering where to find the best networking opportunities.
Well, good news!
With a Work It Daily subscription, you get access to our one-of-a-kind professional community with unlimited networking opportunities!
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When it comes to resumes and LinkedIn profiles, nothing screams "achievement" more than statistics and numerical figures. Why? Numbers let the reader see your bottom-line achievements without the need for fluffy adjectives and descriptive language.
For those in sales who are responsible for meeting quotas on a regular basis, coming up with quantifiable achievements is easier for you than it is for most professionals. A quick peek into an online CRM tool or your own sales tracking are likely to reveal stats and rankings against your peers. For those not in sales, don't worry. Numbers exist—albeit a bit hidden as percentages, fractions, and so on.
Take a step back and think about your goals for the past month, quarter, or even year. Here are eight questions to get you thinking.
Turn your answers into figures ideally suited for a well-optimized, achievement-driven resume.
Whether you alone can take credit for an achievement or it makes sense to share accolades with your team, there are quantifiable achievements everywhere you look in your career. If your role contributed in a small way to a much larger success, capture that story using numbers. Your work history will take on new meaning. Everything can (and should) be quantified. The results are sure to resonate with readers in a compelling way. If something can't be quantified, it doesn't belong on your resume. Remember that the next time you're trying to fluff it up.
If you're doing your job right, you're either saving or making your company money. You are accomplishing something quantifiable at work. So, transform those everyday tasks on your resume into resume-worthy quantifiable achievements today and see how much of a difference it makes in your job search!
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For years now, I have seen hustle-culture being glorified, and it frustrates me. The idea of earning respect by overworking yourself isn't healthy. It just isn't. As a small business owner, I fully understand the word hustle. I grind daily. But as human beings, we have limits, so I suggest that we must be intentional with how we hustle.
I like to think about it in running terms. Hustle culture would have you believe that you can sprint forever. But that isn't possible. At some point, your legs are simply going to give out and hurl you face-first into the ground. Intentional hustle, on the other hand, is like doing a 100-yard dash a few times. You have a goal, you meet it, and then you have a bit of time to rest and reset. The important thing here: it's sustainable.
If you are working too much, not only are you not spending enough time with friends and family, but you are also robbing yourself of opportunities to take on projects that will benefit your career in the long run. Burnout is real and so is your body's need for sleep and self-care.
Sleep is a magical thing. A study done in 2018 by the American Academy of Sleep Medicine found those who reported getting 5 to 6 hours experienced 19 percent more productivity loss, and those who got less than 5 hours of sleep experienced 29 percent more productivity loss when compared with those who regularly got 7 to 8 hours of sleep.
To see the full results of the study click here.
You'll notice that there are different levels of stress and flow in your work and life. It's not about finding a perfect balance between the two, but rather finding the sweet spot for you. You need to understand what makes you flourish and what drains you, so you can plan your days and projects and accordingly.
Planning well and taking notice of what you enjoy will allow you to steer your free time and career towards projects and learnings that light you up. Hustle on things that make you happy. It is harder to burn out doing things that you truly enjoy.
When you work too hard, you miss out on the nuances of the world that matter the most to you. You can see a beautiful sunset and not even notice it if you're racing to get done with a project at work. Conversely, when you stop working so hard, you have time to enjoy life's little pleasures, recharge, and be present for the people in your life. There are so many awe-inspiring things and people out in the world, but you have to look up from your screen to see it all. As a creative, I know without a doubt that my work gets stronger when I take the time to meander and explore the world around me. Being intentional with how you choose to hustle is the key. A strong work ethic is incredibly valuable, but the idea of ambition as a lifestyle, not so much.