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.
What plans do you have for your summer vacation? Will you be working on your tan or enjoying the air conditioning at the mall? These activities might be fun, but they won't help you get ahead in your career.
Instead of the traditional summer activities, try being more proactive this season to jump-start your career. Here are some tips for kick-starting your career this summer:
The first rule for having a proactive summer is to get out of bed. It sounds simple, but you'll be surprised by how many hours you waste lolling about in bed in your pajamas. Setting your alarm to maintain your regular routine will ensure you don't waste time that could otherwise be used pursuing career-advancing activities and having fun.
Just think how much you'll get done with a few hours' head start on the competition!
Taking on volunteer work is another valuable way to spend your summer while unemployed or on a break from school. Some students may find volunteer opportunities that naturally fit with their career aspirations. For example, you may like to volunteer in an old people's home or hospice if you want to become a nurse.
However, volunteering can also give you an opportunity to pursue a passion, like helping people with learning disabilities to read or tending to animals in a wildlife sanctuary. Studies suggest that no matter what volunteering position you pursue, it'll increase your chances of finding employment by 27%. That makes it much more productive than the bulk of summer activities.
Even a summer job that's unrelated to your desired career can be valuable. As you look for a job, you'll gain interview skills and learn how to cope with rejection. Once you land a summer position, you'll learn how to deal with the public, take on responsibility, and be accountable to others.
A summer job will also help build up your resume. Any work experience is better than no work experience. The fewer job gaps in your resume, the easier it'll be for you to explain why you were unemployed in a job interview too.
Your summer vacation gives you the ideal opportunity to get a freelance business off the ground. Consider what skills you have and start marketing them to potential clients. Writing, designing, translating, and computer programming are all talents ideally suited for freelancing.
Several websites also showcase job opportunities for freelance workers. Many feature short-term opportunities that are ideal for students or unemployed professionals looking to gain work experience (and make some money) while hunting for a full-time job. Taking on these roles will help you beef up your resume and build your professional network.
Many companies offer internships to students on their summer vacations. These positions don't often pay well, but they'll give you invaluable work experience and insight into your dream career. You might become even more passionate about your career direction or decide that your chosen career path isn't for you.
Whatever the case, you'll be able to apply what you've learned at school to real-world situations and make valuable connections. The company you're interning for will probably provide you with a reference, and you might even get a job offer out of it.
If you're not a college student, you can still get an internship! Mid-career internships, also known as "minternships," are on the rise. They're perfect for professionals considering a career change but aren't sure if they want to make that leap yet. So, if you're unemployed this summer and want to explore a new career, a minternship could be for you.
Even shopping at the mall can be productive if you put your time to good use. Rather than searching for another pair of jeans or a cute pair of sunglasses, keep your eyes peeled for a great professional wardrobe.
Every workplace has a different dress code. When going in for job interviews, the general rule of thumb is to dress one level above the current employees. For this reason, it's always a good idea to have a solid professional wardrobe ready. You never know when a job opportunity will pop up!
Don't let another summer pass you by! Put your free time to good use and get a jump-start on your career this season with these six tips.
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This article was originally published at an earlier date.
It’s not if you’ll be affected by a disaster but when! And whether it’s a major power outage or natural disaster, most employees’ priority will be to ensure that their family and property are safe before work or anything else. Help them be prepared so that they can respond effectively when a disaster occurs.
Having an emergency preparedness plan doesn’t have to be complicated. For example, most people are familiar with fire safety at home including the importance of installing smoke alarms and replacing batteries during the daylight savings time change. Or in elementary school learning to “stop, drop, and roll” if your clothes caught on fire.
A home fire is one potential emergency. Start a plan and continue building on it. You want to determine what types of disasters are common in your area. Are you susceptible to power outages, hurricanes, or earthquakes? Regardless, there are three things you should consider doing to be prepared for the next disaster:
A great resource that I recommend is the Ready.gov website, which provides valuable information to help individuals and families prepare and respond to emergencies. It is a central repository with a wide range of information such as types of natural disasters, regional-specific information, and comprehensive preparedness guidance and resources.
For example, there is a specific page to build a kit that has an emergency supply list. You want to make sure you have the essential items to support your family for several days in the event of an emergency/disaster. If you don’t want to buy all of the suggested items at one time, buy them when they’re on sale. Also, make sure you have some cash in your kit (and keep bills ≤ $20 in case merchants can’t provide change).
Start with the suggested emergency supply list and then customize it for your family’s specific needs. Does anyone in the family have prescription medications? Babies who need formula or diapers? Elderly parents who have mobility challenges? Don’t forget supplies and ID tags for pets and fur babies.
Make sure you inspect your emergency supply kit at least annually to rotate food/water and check for expired/damaged items. When you periodically check your kit, you can validate and adapt it to meet the changing needs of your family. Don’t forget to update any emergency contact information and/or important documents in your kit as needed.
Another reason why I recommend Ready.gov is how inclusive they continually try to be:
When you proactively prepare for emergencies, you can enhance safety, reduce risk, and generally provide more peace of mind for you and your family in the event of a disaster.
For more info on how to prepare your employees for an emergency/disaster, follow me on LinkedIn!
When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?
We recently asked our leading executives for their best tips on how to create a healthy work environment.
Here are their responses...
When you learn that 80% of cultures are toxic, what would your organizational and team culture be?
A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:
By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.
Here are some additional tips for creating a healthy workplace:
By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."
In creating a healthy work environment, I can’t ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.
My plan for a healthy work begins with the following:
1. The Physical Space
I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.
Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.
Lastly, creating an environment where sunlight flows into the office space to lift creativity and awareness—adding theme-based artwork to maximize productivity and boost morale.
2. The Wellness Space
Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.
Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.
An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.
Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplace’s cultural fit.
Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.
When building a positive workplace culture, make sure you invest in each employee’s personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? It’s crucial to give employees the tools and information they need to continue learning and growing.
Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If it’s important to them, then it should be important to you too. Besides professional-focused development, make sure to include “personal” learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.
Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about what’s next and potentially stay with the organization longer.
Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.
Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.
Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.
Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.
I think what we are really trying to say here is:
“How do you create a work environment where tasks get done in a manner that moves the business forward (that’s what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?”
Those feel independent of each other “scientifically,” but highly correlated on a day-to-day basis; the linkage being one’s manager.
For example, I’m sure most of us have had the “opportunity” to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more “healthy” experience for both the individual and the business.
From experience, a solid way of linking a company’s and individual’s needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employee’s values and growth needs.
Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.
What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.
What if we told you there was a magical FREE way to determine which careers you should be pursuing in your job search?
Okay, so it's not exactly "magic"—but it's pretty close.
It's Work It Daily's Career Decoder Quiz.
This career assessment quiz will help you determine your workplace persona. This key piece of information is incredibly helpful to have as a working professional. Here's why understanding your top personas is helpful for your career...
Here at Work It Daily, we like to say that you are a business-of-one. That means you need to know how to market yourself effectively and build your personal brand. Taking this career assessment quiz will help you determine your professional strengths so you can market yourself more effectively to employers.
Knowing exactly what makes you happy on the job will make the job search much easier. You won't be wasting your time applying for jobs you think you'd like; you'll be focusing on careers you know you'd love.
You could really wow your potential employer by telling them what value you'd add to the company. This quiz will tell you your professional strengths and how you can capitalize on them in the workplace.
I'm sure you had tests in high school that were longer than this quiz. It only has 20 questions, and you can take your time answering them. Plus, the questions aren't hard—just answer them honestly! You'll be glad you did it. And remember, there are no wrong answers!
via GIPHY
Knowing this important aspect about yourself will help you in the long run. The more you know yourself, and how you function in the workplace, the better off you'll be.
So, what are you waiting for? An important piece of your personal brand is waiting to be revealed!
Take our Career Decoder Quiz today.
So, what are you waiting for? An important piece of your personal brand is just waiting to be revealed!
Take our Career Decoder Quiz now.
A critical responsibility of an executive is to set up a proper budget for their organization. Setting a proper budget usually involves setting financial goals, identifying expenses and revenue streams, and creating a budget that helps drive business success. So, what are some practical strategies for creating and managing a successful budget?
We recently asked our executives how they set up a proper budget.
As an executive, setting up a proper budget is a critical responsibility that requires careful planning, analysis, and monitoring. Here are some steps to consider when setting up a proper budget:
In summary, setting up a proper budget requires careful planning, analysis, and monitoring. By following these steps, you can ensure that your organization's financial resources are allocated effectively and efficiently.
I love the time of the year when it’s time to work on the upcoming year’s budget at the NFL.
For me, the budget is a living and breathing document. You just don’t put in all the effort to file the budget in the filing cabinet once approved. More on that later.
I have a process that I follow every year. I keep a folder with all the notes and conversations that I had to build the budget. I keep various budget versions as I move to the final approved budget.
My budget process goes as follows:
1. Current Year Actual
The current year’s actual P&L numbers will be my basis for the upcoming budget cycle.
I go to each department head in our group and ask them if they have anything they want to buy or change that they didn’t do this season. Also, I will ask if they have any one-offs that won’t be done after the season ends.
2. Game and Replay Officials – (CBA) Collective Bargaining Agreement
Seventy-six percent of the Football Operations budget is covered by the Game and Replay Officials’ salaries and travel expenses agreed upon in a seven-year agreement between the NFL and the Officials’ Union.
So, I only have control of 24% of the Football Operations budget.
3. VP & Finance Review
This is when I sit with my boss and Finance to make any adjustments, then move to the approval of the budget.
4. VP & Commissioner Review
After Finance approves the budget, my boss sits with the NFL Commissioner on what the department wants to do in the upcoming year.
The Commissioner doesn't have the time to go through the entire budget page by page. So, I draw up a “one-page” report. This is a simple one-pager with one number at the top of the page, representing the current year’s “actual” spend. In the middle of the page are the budget changes for the upcoming year. At the bottom is the total budget for the upcoming year.
5. Finally, the Living and Breathing Part
Now that I have a final version budget in my hands, I will bring life to the budget by calendarizing the budget. That means I will spread the budget over twelve months, showing when to spend the money. That means I can discuss how we are pacing every month or quarterly, from budget to actual.
As a brand marketing executive, a well-planned marketing budget is critical to strategically allocating resources, outlining a successful marketing strategy, maximizing return on investment (ROI), and effectively reaching your target audience. Creating a marketing budget may seem daunting, but it doesn’t have to be. Here are six steps to help you set up a marketing budget that aligns with your goals and drives tangible results:
1. Define Marketing Goals & Objectives: Before diving into budget planning, clearly define SMART (specific, measurable, attainable, relevant, and time-bound) marketing goals and objectives. For example, what are you looking to do? Increase brand awareness or consideration, generate leads or conversion, drive loyalty or advocacy? Understanding your objectives will guide your budget allocation decisions and ensure your marketing efforts align with your business goals.
2. Conduct Analysis & Research: Analyze historical marketing data and conduct research that will provide valuable insights for budget planning. Evaluate the performance of past marketing campaigns, identify successful strategies, and pinpoint areas for improvement. Additionally, research market trends, customer behavior, and competitor activities to make informed budgetary decisions.
3. Develop a Marketing Plan: Develop a marketing plan with strategies and tactics aligning with your goals and objectives. Part of the planning includes researching the costs of the various marketing tactics. This is when you can determine which budget line item you want to include, how much money you want to allocate, and when you plan to spend it.
4. Estimate Marketing Costs: When submitting your marketing budget estimates for approval, it is crucial to accurately forecast how much you anticipate spending, as once approved, these estimates become your budget. Research industry benchmarks, obtain vendor quotes, and consult with your team to accurately estimate the costs involved.
5. Develop a Marketing Budget: Set a realistic marketing budget considering your financial resources, revenue projections, and the estimated costs of executing your marketing campaign. Strive for a balance between ambition and realism to ensure you have sufficient funds to support your activities throughout the budget period.
6. Monitor & Adjust: Regularly monitor and evaluate the performance of your marketing activities to ensure your budget is being utilized effectively. Track key performance indicators (KPIs) such as conversion rates, cost per lead, and customer acquisition. Identify areas that require adjustments or optimization. You can optimize your budget allocation for maximum impact by staying agile and responsive to data-driven insights.
Setting up a proper marketing budget requires careful planning, data analysis, and an understanding of your business goals. Then, you can create a budget that drives measurable results, strengthens your brand, and propels your business toward success.
How do you set up a proper budget? Join the conversation inside Work It Daily's Executive Program.
Most organizations have an intranet to facilitate communication, collaboration, and information sharing among their employees. It typically serves as a centralized hub for features such as:
You can tailor and provide content that the employees need and want. Ask the employees what type of information would make the intranet more relevant and meaningful for them. Having the appropriate content is a good first step. You can take your intranet from good to great by making the intranet’s attributes more effective.
The intranet should have a straightforward and intuitive GUI (graphical user interface) and be easy for the employees to navigate and use. It should have a logical layout that allows employees to find the information and resources that they need easily and quickly. If not, many employees won’t take the time to figure it out.
Are there other ways you can cater the intranet to your employees? For example, do most of the employees work in the office? If not, and with the increasing use of mobile devices, make your intranet mobile-friendly. This means formatting the intranet for various mobile devices (e.g., smartphones and tablets) without compromising user experience or functionality.
And last, but definitely not least, the intranet should have strong security to protect sensitive data and ensure that only authorized employees have access to specific content. All employees should be authenticated and have some type of role-based access. For example, access to HR-related data should be strictly limited.
A well-designed and well-implemented intranet can provide many benefits to employees. One of the biggest benefits is the ease of information stored in a centralized repository. It’s a one-stop shop making it easy for employees to access the information (single source of truth) they need conveniently and quickly.
Next, it’ll be easier to maintain and keep content current. This facilitates effective communication and collaboration within the entire organization. There are even specific tools such as blogs, chat features, and discussion forums that can be leveraged. If the organization has multiple locations, everyone receives the posted information at the same time.
When you have an intranet that provides relevant and current content that employees want, it will increase employee engagement, which will lead to better adoption. And when you provide features such as recognition programs or feedback mechanisms to give employees a true voice, they will really feel valued.
But if the employees aren’t engaged or actively using the intranet, then your intranet may need improvement. Instead of guessing what the problem might be, ask the employees! After all, you’ve made a sizeable investment (both in time and monies) to create and maintain the intranet.
Maybe a bunch of the content is outdated or irrelevant. Or the GUI is confusing, too complex, or not mobile-friendly. Besides soliciting employee feedback, you can regularly review performance and metrics such as clicks to help identify areas that need improvement.
Proactively take the time to make sure the intranet is effective and aligns with the employees’ needs. This can, in turn, can take your intranet from good to great, and lead to increased employee productivity, satisfaction, and overall organizational success.
For more information on making your intranet go from good to great, follow me on LinkedIn!
The first Friday of March has become the unofficial holiday of Employee Appreciation Day in the U.S. Some companies celebrate this day, while others celebrate their employees throughout the year.
No matter how your company does it, showing employees appreciation is essential to providing a good employee experience. Every company has different ways to recognize employees. Some may plan a big event around Employee Appreciation Day, while others may plan quarterly or monthly events to show appreciation for employees.
Some companies may show their appreciation with financial awards like bonuses or through offering additional time off, while others may have more modest ways of doing so.
The bottom line: It doesn't matter how big or small the appreciation is. What matters is that you take time to show appreciation for your employees.
If you're limited on ideas, or resources, here are some simple ideas for showing appreciation:
Work can be a grind sometimes, so anytime an employee gets a note from their boss or supervisor expressing appreciation for their efforts, it can be a nice little pick-me-up.
Every company wants hard-working and passionate employees because those are the type of employees who throw themselves into their work and are proud to represent the company. However, with hard work comes stress. That's why it's nice to check in with employees from time to time and thank them for their efforts.
These notes of appreciation don't have to be long. They could be written or emailed.
Many employees will just appreciate the fact you took the time to recognize them. One little note can really work wonders for morale and motivation.
Most companies will have some sort of weekly meeting to update the workforce on current happenings and to touch base. Every once in a while, the company should hold a gathering instead to recognize the workforce and discuss positive happenings in the company.
Sometimes the workforce needs a good reminder of why they do what they do and the positive things that come from it.
These gatherings could be on or off site; it's a matter of company preference. The important thing is that the gatherings focus on thanking employees and celebrating the positive accomplishments of the company.
And, these gatherings should include food! It doesn't matter if the company provides the food, or if employees contribute via potluck, just as long as there's food.
Some companies use employee-led committees to plan monthly fun activities that encourage workplace bonding. These committees can also be used to plan employee recognition activities or coordinate company community service activities.
Sometimes just giving employees more ownership of things within the company is the ultimate sign of appreciation. It signals to employees that management doesn't have all the answers and that employees deserve a large role in shaping the company's culture.
Management should always look at their company and ask themselves where they can give employees more ownership in shaping it. Not only will this type of trust motivate employees, but they will feel appreciated.
What does your company do to show employees appreciation?
These are only a few ideas, but there are several more ways to show employees appreciation.
Tell Work It DAILY how your company appreciates employees and you might be featured on our website and social media channels to thousands of job seekers and potential employees!
One of the hardest and most important job interview questions is, "Tell me about a time you went above and beyond." Here's the perfect technique to ace the answer every time.
The first step is for you to sit down and think about a time when you exceeded expectations on the job.
Imagine the times when you were given a lot of praise or maybe you got a promotion or even a raise. Think about what made you earn these things and ask yourself how exactly did you go above and beyond in order to get that appreciation and that recognition.
This is going to help you flesh out the stories that you're going to want to tell in order to validate your experience and your ability to go above and beyond.
Now, step two is for you to break that story down into what we call the "Experience + Learn = Grow" model for answering behavioral interview questions like, "Tell me about a time you went above and beyond."
You want to think about the experience objectively and factually. Explain to the hiring manager everything that happened leading up to you earning that praise or that promotion or that raise.
Then, you want to talk about what you learned. As a good employee, you always want to be thinking about those experiences and what they taught you.
Lastly and most importantly, you're going to talk about how you grew as a professional—how you're going to take what you've learned and apply it going forward. This is going to demonstrate how employers like them could benefit from this added expertise that you've developed.
The third and final step is for you to practice your delivery. You do not want to walk in and wing it. It's super important that, in addition to writing out your answers, you play them back to yourself.
What do I mean by that? Well, I suggest grabbing a mirror and talking out the answers, looking at yourself straight in the eye with a smile, or asking friends or family members to do a mock interview with you. Even recording yourself and playing it back on a video will do the trick.
Doing these things repeatedly is vitally important in job interview preparation, especially when it comes to answering a question like this. "Tell me about a time you went above and beyond," can seem like a daunting interview question, but all you have to do is follow the three steps above to answer it effectively.
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Work It Daily has an amazing library of free resources for professionals at any age or job level. No matter if you're looking for help with your job search, career change, or professional development efforts, Work It Daily has the career resources you need.
Here are Work It Daily's top six free career resources, plus a few additional resources you might find helpful:
Today, if you want recruiters to call you, your resume and LinkedIn profile need to stand out.
Our Resume & LinkedIn Bootcamp is a free workshop hosted by J.T. O'Donnell, founder & CEO of Work It Daily, and Christina Burgio, Director of Training Development & Development, that can help you write and optimize your resume and LinkedIn profile to get noticed by recruiters.
In this free bootcamp, you'll learn:
Are you ready to take the first step toward unlocking your true professional potential?
The Career Decoder Quiz will help you determine what your workplace persona is. That means you'll get a sense of who you are as a working professional and what makes you thrive at work. You'll find out how you like to create value and what your professional strengths are, which will help you find the right career for you.
Knowing who you are as a working professional and what makes you happy on the job will help you be successful in your career or job search.
Don't waste another day not knowing your professional strengths.
Take our Career Decoder Quiz today!
Have you ever wondered about how you communicate with others?
How you interact with others plays a major role in both your career and life in general. It can be hard to categorize yourself, but it's extremely helpful to have an idea of how you communicate with others and get a sense of how others perceive you.
The Communication Style (ISAT) Quiz allows you to understand your communication style so you can work more effectively with others. It has 18 questions about your personality and how you handle certain situations.
Take our Workplace Communication Style Quiz today!
Do you feel stuck in your career and don't know what to do next? You are not the problem. Thousands of people (just like you!) feel professionally stuck because school never taught us what career best suits our needs.
In this 60-minute workshop, J.T. O'Donnell, founder & CEO of Work It Daily, and Christina Burgio, Director of Training Development & Development, break down step by step how to choose a career that suits your unique combination of professional strengths.
Here's what you'll learn:
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Understanding who you are as a worker is the key to achieving career satisfaction.
Our Professional Strengths Bootcamp is a free workshop hosted by J.T. O'Donnell, founder & CEO of Work It Daily, and Christina Burgio, Director of Training Development & Development, designed to help you learn how to unlock your professional strengths so you can get what you want from work.
Want to learn how to get unstuck and feel happy in your career again?
In this 60-minute workshop, J.T. O'Donnell, founder & CEO of Work It Daily, and Christina Burgio, Director of Training Development & Development, will teach you why burnout occurs and what you can do to motivate yourself to get back on track so you can regain the professional happiness and satisfaction you want and deserve.
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7 Mistakes You Can't Afford To Make On LinkedIn
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Every season is job search season if you want it bad enough. However, there are some that view summer as a time of rest and ease up on their job searches. That's the last thing you should do!
Sure, you should take time to relax and go on vacation—just don't abandon your job search goals completely. Here are four ways to keep your job search on track, while still enjoying your summer:
A new season is a time for renewal, so it's important to make sure your resume and LinkedIn profile are current and up to date with projects, contributions, and achievements. Summer is a great time for reflecting on the work you have done over recent months and leveraging those accomplishments to have a results-driven resume and LinkedIn profile.
While your resume takes precedence, you should still give your LinkedIn profile a good look because it's public and is viewable by a greater geographic population. Do not underestimate the power of LinkedIn for your job search potential.
Summer is a great time to be more social. Attend professional events, go to business happy hours, and ramp up your networking opportunities. Connect with old colleagues over lunch outdoors in casual attire, and seek out the potential for informational interviews at companies. Since things are more casual and laid back in the summertime, ramp up the opportunities and seize them.
If you can't attend any in-person networking events, there are still ample opportunities to network online!
The beautiful summer weather is great motivation for engaging in new volunteer and community service opportunities. Consider the potential for making new connections and adding volunteer projects to your resume and LinkedIn profile that you are already updating during the summertime.
Remember, summer days are longer. Use your time wisely, and to your benefit!
Spend the summer re-evaluating your current role. What skills are you developing in your current role? What skills do you want to build upon? Consider reaching out to recruiters or your professional network, people who can help bring your next role to fruition. LinkedIn is a great resource for connecting with recruiters and seeing if new projects or opportunities are available to expand your skills.
Don't let the summer weather be a distraction or setback for you. Focus on reclaiming your brand, take a break or a vacation, and regroup on where you would like to go next in your career. Remember one important thing: the year is already halfway over, so it's important to seize the moment and the opportunity.
In your career, you might climb the ladder and reach a point where it's time for you to present updates to C-suite members. This is a big opportunity—one you don't want to mess up. Presenting to the C-suite can be nerve-wracking, but, thankfully, there are many tips that can help you prepare for this opportunity.
We recently asked our leading executives how to present updates to C-suite members.
Presenting updates to the C-suite is a wonderful opportunity to showcase your project, demonstrate your own executive presence, and share valuable information. Here are three steps to presenting successfully (and a fourth if you've already done this):
My last tips:
Melodie Turk is a learning experience executive with a unique background in the learning and development arena as well as change management. She is passionate about bringing change to the workplace—change that is meaningful and change that will last.
Presenting can be stressful, especially when presenting to the C-suite, but with a little effort to cater to this audience, it will set you up for success.
What’s that look like?
Part 1 – Right Thinking
Whether you are interviewing with, pitching, or in this case, presenting updates to the C-suite, think intently about this vision, strategy-driven vs. tactical executive-level audience that you’re going to address. Start with these questions:
Next, if possible, reach out to your key executives beforehand to float the agenda to see if there is anything they’d like to add or if there are particular data points they’re looking for, and give an opportunity for them to uncover any new details or concerns to guide your preparations.
Part 2 – Right Message
Now outline the main points and key data, tying them to a framework that is easy to convey and memorable. Something like “The 3 KPIs that we exceeded this quarter” and relate your points to big picture items like:
Part 3 – Right Execution
In light of your executive-level audience, use these (5) tips to deliver a message that holds their attention and is actionable:
Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.
Presenting updates to C-level executives can be a daunting task for many professionals, especially if they lack experience or confidence in their presentation skills. However, with careful planning, preparation, and execution, anyone can effectively communicate updates to C-level executives in a clear and concise manner. Here are some tips on how to present updates to C-level executives:
Overall, presenting updates to C-level executives requires careful planning, preparation, and execution. By understanding your audience, defining your objectives, keeping your message simple, using visuals, practicing your delivery, anticipating questions, and following up, you can effectively communicate your message and achieve your objectives in a clear and impactful way.
High-level executives—CEOs, CFOs, and CTOs—can be a difficult audience because of their limited time and high demand for their time. They are demanding and might interrupt the presentation whenever needed.
I might even go as far as to ask other colleagues who have already made a presentation to these C-suite executives. There could be some tangible takeaways from knowing what another group experienced.
You must prepare thoroughly with these three points to keep in mind:
1. Know Your Audience
You must prepare your presentation knowing how your audience will use the information you’re putting out. The information must be directly linked to their ability to do their job. These executives don’t deal with the nitty-gritty details. They deal with “big picture” issues.
2. Start at the End
Consider the main point you are here to prove with your presentation and state it first. A clearly stated objective works to retain the interest of the executives. This is the time for your hook.
Remember, these types of executives think strategically. They don’t think about day-to-day operations. Structure the presentation around the big picture.
3. Manage the Presentation
The presenter will be the central part of the executive’s attention. It’s okay to use visuals but don’t dwell on them.
Difficult questions are to be expected when presenting to a C-level audience. It isn’t unacceptable to admit that you don’t know the answer to a question. Don’t try to bluff a C-level crowd.
Don’t go into overtime. End the meeting on time!
While many teams find communicating with executives to be intimidating, I have found that it's an opportunity to showcase projects, develop visibility within organizations, and provide a roadmap for driving revenue.
Three tips for preparing for C-suite meetings should include:
Finally, remember to have a meeting buddy that ahead of time can listen to your presentation and ask questions that pertain to your deal points. If you follow these suggestions you are bound to have an amazing C-suite meeting!
Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.
A companion to last week’s discussion about effective presentations. Some complementary thoughts:
Presenting updates to C-suite is an extraordinary opportunity to showcase your skills, strategic thinking, and organizational contributions. Every time this opportunity arises, seize it enthusiastically and prepare to make a lasting impression. Here are 10 strategies and tips for presenting updates to C-suite members to propel your career to new heights:
1. Determine Your Purpose: Clarify your purpose, aligning your objectives with their strategic priorities. What do you want the C-suite members to do, think, or feel due to your presentation?
2. Understand Their Perspective: Executives focus on high-level strategic goals, financial performance, and organizational success. Tailor your presentation to their priorities, needs, and concerns. Frame your updates in a way that highlights the impact on the company’s bottom line, growth potential, or competitive advantage.
3. Craft A Compelling Narrative: Tell a story that engages the C-suite’s attention and resonates with their aspirations for the company. Connect your updates to the company’s mission, vision, and values. Weave a narrative that demonstrates the significance of your work and the positive impact it has on the organization’s trajectory.
4. Highlight Key Metrics & Results: Clearly articulate key metrics and outcomes in your update. Whether it’s financial performance, customer acquisition, or market share growth, provide tangible evidence of progress. Utilize charts, graphs, or visual aids to make the information more digestible and impactful.
5. Be Confident & Concise: Project an aura of self-assurance and professionalism. Deliver your updates with clarity and brevity, focusing on the most critical points. Avoid overwhelming them with excessive information or unnecessary details. Ensure your presentation is concise and visually appealing, allowing the C-suite to grasp key takeaways quickly.
6. Communicate Risks & Mitigation Strategies: Acknowledge potential risks or challenges related to your update and present well-thought-out mitigation strategies. Addressing potential roadblocks and demonstrating your ability to navigate them effectively shows your preparedness and commitment to success.
7. Provide Strategic Recommendations: Offer strategic recommendations aligned with the C-suite’s goals. Leverage your expertise to suggest innovative solutions, growth opportunities, or operational improvements. Presenting actionable recommendations demonstrates your proactive thinking and ability to contribute to the company’s success.
8. Anticipate Questions & Prepare Responses: The C-suite has probing questions or seeks additional clarification. Anticipate potential inquiries based on the information you present and prepare thoughtful responses in advance.
9. Engage In Active Dialogue: Presenting updates to the C-suite should be viewed as a two-way communication opportunity. Encourage engagement and invite questions, feedback, and discussion. Actively listen to their insights and perspectives.
10. Follow Up & Follow Through: Take the initiative to follow up with the C-suite members. Address any unanswered questions or concerns they may have raised. Provide additional information or data as necessary.
Presenting updates to C-suite members is an invaluable opportunity to demonstrate your skills, strategic thinking, and contributions to the organization. By embracing the opportunity and delivering a compelling presentation, you can establish yourself as a trusted advisor and elevate your career.
What are your best tips for presenting updates to C-suite members? Join the conversation inside Work It Daily's Executive Program.
Nowadays, we hear a lot about work-life balance and why it's important to have, whether for mental health or simply for quality of life. But what exactly is work-life balance? How do we know when we've learned the balancing act?
Sometimes it can feel like we throw "work-life balance" around so much that the phrase loses its meaning, its importance. Everyone seems to be focused on achieving that delicate balance, where we can thrive both in our personal lives and in our careers. We like to think that we're living a balanced life, but are we?
If one of these three statements doesn't ring true for you, you probably need to focus on improving your work-life balance, and maybe rethink your priorities too.
For most of us, our passions aren't something we can monetize. In fact, the vast majority of working professionals will not have a career that they are passionate about. They may be excited about the problem they're trying to solve at their company. But is it their passion? Probably not.
This is why hobbies are so important. Hobbies give us that much-needed outlet for our passions. They add meaning and value to our lives. They let us channel our creativity and help us pass the time in a relaxing way that also feels productive. Most importantly, hobbies give us something to look forward to when we're done work, and can even help us cope with stress.
When we don't have time to pursue hobbies, we're at risk of becoming burnt out and demoralized employees. So, try kickboxing or painting or knitting. Make it a priority. Write it down on your calendar. We're sure you can think of at least one thing you wish you had more time to devote to. Why aren't you devoting more time to it? This is one of the surest signs your work-life balance is out of whack. And no, you're probably not just "too busy."
The bottom line: If you have gifts you can't use or interests you can't pursue at work, you need a hobby.
Everyone's idea of "important life events" is different. You should always be present for the moments that hold significance for you, without feeling guilty for doing so.
By this, we mean physically and mentally present. What good is it if you're physically present for an occasion but mentally concerned about project deadlines? No hurrying up to reply to an "important" work email. No thinking about work at all. If work follows you wherever you go and prevents you from living in the moment, you're not living a well-balanced life.
When you understand that every job is temporary, you begin to realize just how valuable the present moment is, no matter if you're at work, out with your friends, or on vacation with your family.
It's easy to become hyper-focused on our careers to the point that we sacrifice certain things in order to achieve career success. We don't want to disappoint anyone. We want to be the go-to person. We want to work on this and that and on anything else that could possibly help us land that raise or promotion. Consequently, every time somebody asks us to do something at work, our default answer is always "yes."
This kind of habit and mentality is not healthy. Your time is just as valuable as everyone else's. You only have so much energy to devote to certain tasks during the day, and if you keep saying "yes" to things for other people, how much of your life is left for you?
The secret to achieving work-life balance is setting personal boundaries. Lots of people in your life will pull you in different directions, but if you set boundaries, you can ask yourself if something fits into those boundaries—and if it doesn't, you're then empowered to say "no."
Everyone should learn to set personal boundaries. It gets you into the habit of asking yourself, "Is this really important?" It's a question that helps you get real clear on what your goals are, and what's a priority for you.
Work-life balance today means you can say "yes" to all three of these statements. If you can't answer confidently, it may be time to take a closer look at your career and figure out where things are unbalanced.
In the workplace, you can spot a great team by how well the members communicate and collaborate with each other. A team that regularly achieves its goals and exceeds expectations is irreplaceable. So, how can you build and manage a successful team, one that will take your organization to the next level?
We recently asked our executives how they build successful working teams.
One of the most important things for a leader to do is to build a working, well-orchestrated, and high-performing team.
As someone who creates temporary teams to execute big ideas, building a highly efficient team with a minimal learning curve is vital for success.
It starts with understanding the project's mission, goals, and desired outcomes. From there, select the appropriate team members, focusing on a few solid leads in critical areas and support around them.
A clear mission statement in everyday language is essential for all team members to understand and take ownership of the outcome. When selecting team members, look for those with a strong work ethic, a collaborative mindset, dependability, flexibility, solution-oriented, candor, and a positive attitude.
Effective communication and budgeting skills are also necessary, but the key is how well the team works together, the fit, the trust, and the collective strength. A team that makes each other better and stronger is essential for success.
Creative team building and leadership are the most critical aspects of my job. Obsessing over who is on the team ensures the project's success.
John Hoffman has 15+ years of leadership experience creating and producing video content, branded entertainment, PR stunts, and experiential and live events. At his core, he's a storyteller who has mastered the creative map and can scale logistical mountains.
Just like in the world of sports, we should all want to field the best players for the team. That’s the job. We all want to win.
In building a team, I must have the same winning mindset. I want the project to succeed, and I like the team to win. Anything less, then I’m in the wrong place.
The Mission
My first step in building a team is to know the “mission.” I need to know what the team needs to accomplish. Once I know this important detail, I can build a pool of possible team members.
My first step in building a team is setting a standard for each candidate. I need to develop a tool to vent or filter to see who rises to the top of the standard.
The Team
Now that I have a properly vetted pool that should be on the team, I will now look at the diversity of the pool. I want to bring different perspectives, experiences, and demographics onto the team.
It is important to consider diversity in terms of not only ethnicity or gender but also in terms of age, education, background, experience, and skillset. This can help ensure the team has a wide range of perspectives.
The Work
Now that the team has been selected and assembled, I can begin meeting with each member to discuss their role and responsibilities. Then I would meet the entire group collectively to discuss how to work together. Then I would lay out the assignment and the mission. And finally, the expectations. And feedback.
When building a high-performing team, it’s critical to make sure the right individuals are in the right roles. Involve the team and build the team together. They typically will have a good idea of the type of individual who would be a good fit for the team, especially for hard-to-fill roles.
Starting at the beginning of the hiring process, does your organization have a referral program? The internal “referring” employee is already familiar with the culture so they can improve the quality of the hire for a better cultural fit. Also, create a special “referral” process for applicants to apply so that you can more easily identify and track those individuals. If successful, offer the “referring” employee a referral fee. You can reduce the time to hire and the cost per hire, which will outweigh the referral fee cost.
During the interview process, ask some team members to participate in the interviews. Let them ask questions to determine whether the applicant could be a good fit for the team and the overall team dynamic. In addition, the applicant gets to meet the team members.
So, solicit the team’s input during the hiring process. The more involved the team is, the more they will feel valued and engaged. This, in turn, can improve the employee retention rate.
First, start by hiring the right people. Ask individuals about specific examples of how they worked in a team environment and what they did and did not enjoy about it. It's imperative that individuals realize the importance of team building.
Secondly, set very clear objectives for each team member. Explain how their role affects the team and the overall goal.
Have fun by having team-building exercises or icebreakers! Let everyone get to know each other a little bit and enjoy each other's company.
Delegate responsibilities to the team and let them creatively work together.
Remember, a team is only as strong as the weakest link.
Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women's boutique and as a virtual and kit stylist for a women’s specialty brand.
Teamwork is an underestimated tool that can help drive organizational success. Employees who collaborate at work are more engaged, have higher success rates, and are less tired. A good team leverages each person’s unique skills and talents, working together instead of against each other.
Here are eight ways to build a working team:
How do you build a successful working team? Join the conversation inside Work It Daily's Executive Program.
If you've been out of work because you've had a life-threatening illness or cancer, I am so happy that you're okay. That is the first priority. Who cares about your gap in employment? Let's get you healthy first. And the fact that you are looking for work means you're on the other side of it. So to me, that's the story to tell.
The sad thing is 20 years ago you couldn't admit you had a life-threatening illness because people wouldn't hire you. Is that still happening today? I know it is. It's unfortunate. It stinks. But I've worked with a lot of people in your position, and I've found that if we can get the right verbiage and find the right way to answer this employment gap question, it can work in your favor, as opposed to it being a negative.
You might be wondering if you should lie when answering the employment gap question. I'm not a fan of lying, and I also don't think you need to. But, at the same time, I'm not a fan of shock value.
So here's my advice...
@j.t.odonnell Replying to @t.a.m.m.a.m.a.y How to explain your career gap due to cancer. ♥️ #gapsinemployment #cancersurvivor #howtoexplain #jobadvice #jobtok #gaps #employment #careeradvice #careertiktok #jobsearchtips #jobtiktok #careertok ♬ Unstoppable - Sia
When the hiring manager asks why there is an employment gap on your resume, respond with, "That's a great question," because that way you're immediately going into this conversation with a positive tone. And it's the truth. It is a good question because you're going to answer it with enthusiasm.
Here's how to structure the rest of your answer...
"It's a (blank)-year gap because I had a life-threatening illness. I had cancer. And I am so happy to say that I'm here because I'm on the other side of it. Being sick for (blank) years, getting through cancer, and being a survivor has taught me (blank). I feel (blank) about work now. This is why I'm excited. I want to leverage (blank) skills. And I know I'd have that opportunity at this company."
In summary, when you explain a gap in employment due to cancer, talk about:
Show the hiring manager that you've taken this very powerful experience in your life and you've dealt with it. You're amazing, and now you're on the other side of it and ready to go. This draws them in. Now they're your champion. Now they want to place you in that job.
So there's a right answer to this employment gap question. There's a right story to tell. And with the right practice, you can get to the interview and tell it with enthusiasm and get them on your side.
I hope this helps because you are amazing. If you're reading this and you survived, you are amazing and that means we can get you hired too. Go get 'em!
If so, we're inviting you to take this incredibly accurate career assessment quiz.
The Career Decoder Quiz will help you determine what your workplace persona is. That means you'll get a sense of who you are as a working professional and what makes you thrive at work. You'll find out how you like to create value and what your professional strengths are, which will help you find the right career for YOU.
Here are a few examples of what your persona could be:
Visionaries are big-picture thinkers and conceptualize ideas to motivate others to action.
Are you: Capable of shaping a vision for those who can't see the possibilities?
Can you: See the end before the beginning? Are you able to assess from a bird's-eye view?
Do you: Have a long-term mindset and plot your course accordingly?
Optimizers assess, analyze, and map out improvements that directly save or make money.
Are you: Someone people rely on to make sound financial decisions?
Can you: Assess a business or project and immediately see ways to save or make money?
Do you: Gain satisfaction from knowing your work makes the business more profitable?
Builders execute a plan, managing all aspects, keeping it on time and under budget.
Are you: A specialist in your field with lots of hands-on experience?
Can you: Execute a plan and work through roadblocks to completion?
Do you: Like to focus on ways to do things better, faster, cheaper, etc.?
Educators close gaps in knowledge and ensure staff is clear on their roles and goals.
Are you: Good at organizing thoughts into oral and written communications to motivate and train others?
Can you: Take control of an idea and choose the right method for communicating it?
Do you: Excel at wordplay and use communication skills to guide conversations?
There are eight workplace personas in total. Which one are you?
If you want to learn what your top workplace persona is, and how it impacts your ability to find career success and satisfaction, check out this free career assessment quiz.
Seriously, knowing who you are as a working professional and what makes you happy on the job will help you be successful in your career or job search.
Don't waste another day not knowing your professional strengths. Take the Career Decoder Quiz to unlock your potential today!
As you scroll through your social media feeds, it's not uncommon to see the businesses that you follow post pictures from various community service projects that they participate in. It can sometimes be easy to quickly look at these posts, say, "Oh, that's nice," and move on. But the importance of what these businesses are doing can't be overstated.
The importance of workplace community service projects goes far beyond the good deed itself. Here are three reasons why every company should consider taking part in community service:
Businesses that have the means usually try to give back through a variety of channels. Sometimes it takes the form of backing an initiative such as environmental sustainability, or it could be backing multiple philanthropic efforts, including donating to or having partnerships with multiple charities.
Volunteering and community service tend to be two of the most popular charitable activities because they allow the workforce to get out of the office and build bonds between the business and the community.
If everyone with the means to do so was able to help out, it would solve a lot of problems in the world. That's why any effort taken by a business to give back is important. No effort is too small!
There's something about changing up the daily routine that can really invigorate a workforce.
Leaving the office for a day outside cleaning up the community, building something, or volunteering can really benefit employees. For one, it gives employees a chance to work together and interact outside of the office, allowing them to get to know each other better in a somewhat more relaxed setting.
In addition, working together with co-workers on different tasks outside of the office is great team building and could potentially lead to better work performance and pride in the workplace.
According to a 2017 Deloitte Volunteerism Survey, 89% of those surveyed believe that companies that organize volunteer and charitable activities offer better work environments than those that don't, and 70% agree that companies that sponsor such activities have a much more pleasant work environment.
Some companies are unable to commit their entire workforce to a full day of community service and will instead offer their employees paid time off, also known as volunteer time off (VTO), to pursue community service endeavors on their own time.
For some employees, workplace community service may be their first experience with community service and it could encourage them to take part in other efforts outside of work.
Taking part in community service not only teaches employees good philanthropic efforts, but it brings the office together.
Imagine this situation! You're heavily recruiting a potential new employee and it's down to your company and a rival company. The pay and benefits are similar but, ultimately, the employee chooses your company because they're impressed with your community service efforts.
This isn't a far-fetched scenario!
Community service is an essential part of a company's employer branding efforts. According to a 2017 Glassdoor survey, 75% of U.S. workers surveyed said they expect their employer to support community service/volunteer efforts. It's also an essential part of a company's culture, as 70% of employees surveyed by Deloitte said volunteer activities are more likely to boost employee morale than company-sponsored happy hours.
Job seekers want to know what type of charitable efforts your company is involved in and those efforts should be featured prominently on your company's website under your company culture section and on social media. Knowing that a company is socially aware and that they have an opportunity to do some good is an attractive perk for job seekers looking for their next career opportunity.
Need help with your employer branding efforts?
Check out Work It Daily's Employer Story Builder program.
When you look at your team, do you see diverse skills and perspectives, shared vision, and adaptability? If so, you have the key components that can turn a good team into a great team achieving higher levels of performance, productivity, and impact. Then you need to have a positive and supportive environment to cultivate a high-performing team (whether they be onsite, hybrid, or remote) including:
1. Clear goals – provide clear communication about the organization’s plans and goals. Ensure the team understands how their work contributes towards those goals. Then give them the latitude to do their jobs leveraging their strengths and interests. Have periodic check-ins to see if they need anything.
2. Open communications – the team must have meaningful conversations and feel safe expressing their ideas, opinions, and concerns to the rest of the team. Communication needs to be respectful, constructive, and solutions focused.
3. Collaborative spirit – the team works together to achieve its goals. Each team member is unique and brings something different to the table, so leverage their distinctive strengths. In the end, the team will have more innovative discussions and develop well-thought-out solutions.
4. Continuous improvement – the team needs to have a curious mindset enabling them to identify and address inefficiencies. Having a culture of continuous improvement will lead to improved efficiencies and better outcomes.
Be intentional in your efforts to support the team by taking the time to understand their needs and preferences. How can you tell if the team dynamic needs to be improved? One way is to observe their performance. Is the team not embracing new initiatives, or is there higher-than-normal turnover? If you notice these types of symptoms, you may not be providing the support that the team needs to be successful.
Ask the team what type of support they need. Have you empowered the team to take ownership of their work and given them the autonomy to succeed? Nobody wants to be micromanaged! Or does the team need additional training or development opportunities to grow their skills? When you support employees’ personal development, they’re more likely to be and stay excited for what’s next (and potentially stay longer with the organization).
You may want to periodically have some fun team-building activities, which can be done either in-person or virtually. Organize a virtual coffee break or a volunteering event at a local charity or non-profit. If you have added some new team members, make the extra effort to welcome them into the team. For example, go to an escape room, which requires the team to work together to solve puzzles and escape a room within a certain time frame. The key is to choose activities that are fun and engaging that promote positive communication and collaboration among the team members.
And last but definitely not least, take the time to acknowledge and show your gratitude, and celebrate significant achievements that the team has accomplished. The key is to be sincere even simply saying thank you or handwriting a note (because to me handwritten = personal). This will make the team feel valued and appreciated.
You must be employee focused, and genuinely support and take care of your team! For more information on the importance of a high-performing team, follow me on LinkedIn!
Undoubtedly, most of us have gone through some kind of transition with our supervisors. Perhaps the person was recruited away to another company or maybe there was a merger and they got reassigned to another department. Whatever the reason, something important has been lost.
When your boss leaves, they take with them their knowledge of your contributions, skills, knowledge, and expertise. A new boss means a completely blank slate.
Your new job is to get to know your new boss ASAP. If you don't take the time to build rapport, it could have deadly consequences to your career. The reason? If they don't know your value, they could make decisions that don't factor you in as a valuable asset.
If you are always in the background, now is the time to jump in. If you aren't seen as an active participant on the team, this could be a red flag to a boss who might be surveying the landscape for potential house cleaning later. Be a positive contributor.
If your new boss has not done so already, set up a time to meet with them to provide an overview of your work and to allow them to get to know you better.
Building connections will also help you both assess your working styles to figure out how you will be able to communicate best. This can lay the groundwork for a great collaborative working relationship.
You don't need to be a classic "brown-noser," but proactively providing updates on project status or other work you are conducting is one less question or request that the boss has to make.
If you reliably turn in work or reports on time and in an organized fashion, you'll be perceived as professional and as the department standard.
New bosses don't necessarily want to admit that they are behind the learning curve in getting acclimated to a new company or division. They are struggling to get caught up with priorities, challenges, and opportunities, all while trying to get to know the team that will take them there.
Be willing to share in a helpful way to give the new boss the knowledge and tools to get them up to speed as soon as possible. You could gain a very powerful career advocate as a result.
If you build a reputation as a helpful, friendly resource who is competent in your work and an engaged member of the team, your new boss will see you as an important asset and include you in key projects and potential promotions.
Getting to know your new boss is easy with these helpful tips. When in doubt, try to connect! It makes for better workplace relationships for everyone.
Have you ever had the experience of sending out your resume everywhere and getting no results? No emails. No callbacks. No interviews. It sucks, doesn't it? I had that experience a few years back. And then a profound realization changed everything for me. I realized that...
You've got to make an irresistible offer.
And a boring, traditional resume just doesn't do that.
See, employers and recruiters are used to seeing the same thing over and over: a plain-Jane resume and cover letter. And they're dying to get something fresh. Something that makes an impact. Something that's irresistible.
We've all sent in boring resumes during our job search at one point or another. But now, it's time for an update. Here are three ways to change your job search strategy to practically guarantee you get the job:
Here's the truth: You need to make your employer a profit.
Meaning hiring you comes at a cost. And likewise, the effort from the work you do brings in revenue.
So, what's the easiest way to practically guarantee you get the job you're applying for? Simply prove, based on past results, that you're going to bring in more revenue to the business than you cost them.
For example, one campaign I thought of and helped run at my past employer paid for my annual salary within a couple of weeks. That's solid, tangible, and quantifiable proof that I'm worth more than I cost.
So, if you haven't already, start thinking of measurable ways you bring in revenue for a company—and then put those detailed examples on your resume. The numbers will speak for themselves.
Testimonials from credible people—whether they're mentors, peers, employers, or teachers—are one of the best ways to show proof of past performance and character. And past performance combined with character (cultural fit) is a huge element employers look for in potential employees.
The good news is that LinkedIn has made gathering these testimonials easier than ever. So, if you don't have any yet, think of a few people that could provide great testimonials for you, and ask for them. They'll make a huge difference in your job search.
When you're first starting out and you don't have proof of generating results or credible testimonials, then the best way to get your foot in the door (if you're unable to successfully network your way into the company) is by working for free for a week, or even up to three months.
In fact, I got my dream job—the position I had my heart set on—by offering to work for free for three months. Now, of course, you don't want to do this for ANY employer. Only offer this if you're fairly certain that working for free will lead to a job, and that job will open up a world of opportunities within 2-3 years for you.
That's what it did for me, and that's what it could do for you.
Your bonus tip is to stand out online. Why?
The first thing any employer is going to do when you apply is Google your name. And what if what they found blew them away so much so that they shortlisted you for the position immediately?
That's what can happen with a great online presence. And nowadays, that's easier than ever to achieve. You don't have to be tech savvy, you just need to know how to optimize your LinkedIn profile and make your personal brand known to colleagues, recruiters, and hiring managers.
We know the interview process can be stressful and draining. By doing these four things in your job search, you'll practically guarantee you get the job!
Executives have many responsibilities as leaders, but ensuring their organizations remain competitive and relevant is one of the most important. Staying current with trends is the simplest way executives can accomplish this. But with incredibly busy schedules and long to-do lists, how can executives successfully keep up with trends and stay ahead of the curve?
We recently asked our busy executives how they stay current with trends.
As a busy executive, it can be challenging to stay current with the latest trends and developments in your industry. However, it's essential to remain up to date to ensure that your organization stays competitive and relevant. Here are five key strategies to help you stay current with trends as a busy executive:
In summary, staying current with trends as a busy executive requires prioritizing learning, building a network, utilizing technology, delegating responsibility, and reading widely. By implementing these strategies, executives can stay informed and ensure that their organization remains competitive and relevant in today's rapidly evolving business landscape.
In the world of sports, as the NFL continues to rise in popularity, challenges and adversity also come. The NFL must find ways to predict the future to get ahead of these challenges and remain a leader in the industry.
4 Trends That Remain a Constant in the NFL’s Planning:
1. Millennials – The sports world faces an uphill battle of finding ways to entice millennials to attend games. The rise of technology has made it easier to consume games in the comfort of their homes. Many major sports leagues have made it easier to consume the games on their mobile devices or networks, like NFL Network.
2. Technology Integration – The pace of technology keeps changing. Fans want to connect to the games on their social media accounts, like Facebook and Twitter feeds. If teams are not proactive with social media and cannot entice fans with modern technology, fans will not follow them or go to the games.
3. Gameday Experiences – The NFL wants to give the fans an experience that can only be achieved at the stadium. This includes pregame tailgating and shows, halftime entertainment, and post-game celebrations.
4. Predicting the Future – The world is constantly changing. The sports industry faces the challenge of predicting the next trend, the next big idea that will capture its audience. While the future is nearly impossible to predict, it will be worthwhile for sports leagues to continue to study trends.
As a busy global marketing executive, staying current with trends is crucial to keep up with the ever-changing business landscape. While staying on top of the latest developments can be challenging, it’s essential to remain relevant and competitive in today’s fast-paced business world. Here are five things I do weekly as a brand marketing executive to stay current with trends:
1. Leverage Technology: In today’s digital age, technology can be your best ally in staying up to date with trends. With many online tools and resources, you can easily keep track of the latest developments in your industry. I use ChatGPT, Canva, Grammarly, and SaveTik daily. You can follow thought leaders or industry experts on social media, subscribe to podcasts or newsletters, sign up for Google alerts for keywords related to your industry, attend webinars, or take online courses that focus on specific industries and trends.
2. Collaborate with Peers: Collaborating with peers can be an excellent way to stay current with trends. Consider joining industry-specific associations or forming a peer group with other executives in your field. By sharing ideas and insights, you can learn from each other and stay up to date on the latest trends.
3. Read: Industry-specific publications are a valuable source of information and insights. Subscribe to publications that cover your industry, and make it a habit to read them regularly. You can also follow relevant blogs and thought leaders in your industry to stay informed about the latest trends. I joined a marketing book club to stay current on the latest brand marketing trends.
4. Attend Conferences and Networking Events: Conferences and networking events provide an excellent opportunity to learn about the latest trends and connect with like-minded professionals. As a busy executive, it may be challenging to attend every event, but try to prioritize the most relevant to your industry.
5. Continuous Learning: It can be easy to fall into the trap of feeling like you don’t have enough time to learn new things. However, committing to learn new things continuously can help you stay current with trends in your industry. This can involve taking online courses, attending webinars, or even reading books related to your field. I’m learning how ChatGPT can assist me as a brand marketer while reading a few brand marketing books to improve my skills.
Staying current with trends is essential for any executive looking to remain relevant and competitive in today’s fast-paced business world.
How do you stay current with trends as a busy executive? Join the conversation inside Work It Daily's Executive Program.
If you do it right, working from home can be a positive and rewarding experience for you, your family, and your employer. Follow these tips to get the most out of working from home:
Will your job requirements and duties be the same at home as in an office environment? How much support will you receive as a home office worker?
Some companies have very stringent guidelines about what equipment and support will be provided by the company and what will not. Companies will often provide a laptop and telephone and will support each, but not a printer or monitor, for example. It is important to clarify where your company stands and what they are willing to negotiate on.
You should also make sure your boss knows you are, in fact, consistently meeting and/or exceeding his or her expectations. You may work 10 hours a day, but it won't matter if your boss doesn't know it or you don't get the anticipated results!
How will you communicate your efforts and results to your employer? Don't rely on them to evaluate this. Your performance, or lack thereof, may not come up until there is a need for a scapegoat or something goes wrong.
This is critical to your success as a remote worker. Your space should be relatively free from distractions such as family, pets, the television, and even an attractive view if you are new to telecommuting. You should have a good quality chair and a large monitor if you are primarily working at the computer (who isn't?).
A computer, phone, printer, good WiFi, and an organized workspace are a given. But you will also need paper, ink cartridges (you would be surprised how quickly these seem to need to be replaced, even in a "paperless" environment), possibly letterhead, pens, sticky notes, etc.
Think about many of the things you use in your office and the well-stocked supply cabinet there. Will you visit the office periodically to replenish these common items or purchase them and be reimbursed? Iron this out in advance.
This is pivotal not only to your success at working from home but to your personal relationships as well!
When you first begin telecommuting, friends and family may not understand the demands this requires of you. A friend whose sitter cancels may call you for a favor: "Can you watch the kids, since you are working at home?" You may get invitations to lunch or drinks, which down the road you may realize you can work into your schedule periodically.
In the beginning, though, you need to be careful to set a tone for your family and friends as well as good work habits for yourself.
Goals are important to keep you on track, as well as to validate your progress. Working from home can be very positive in terms of autonomy and independence, but it can also be lonely and unfulfilling without the regular feedback that comes from working in an office.
The telecommuter needs to feel confident he or she is doing what is necessary to be viewed as successful and to feel secure in his or her job. Paranoia can set in pretty quickly without the regular input of fellow co-workers.
It may be a good idea to start out working from home just a day or two a week and increase gradually from there. This will provide you the opportunity to slowly transition how you will communicate in a more natural way.
You will find you and your co-workers may email or call more often to stay in touch. You will determine which issues and/or co-workers to attend to and which to not. Increased productivity due to decreased co-worker distraction may be a major benefit of working from home.
Many employees who work from home find they spend too much time at the computer which can decrease overall productivity. Schedule breaks into your day. Take a regular lunch (at any time you want—no one is watching!) and stand up and walk around periodically.
You might find it helpful to set an alarm in your calendar to remind you to move away from the computer. Telecommuters may not realize they are squinting at the screen, are hungry, or, even, have to use the restroom when they get too engrossed in their work.
It is crucial for you to understand how you work best. Do you work best according to your moods? If so, keep track of your tasks according to task type: computer work, telephone work, meetings, etc. This way you can perform these tasks when you are at your best.
Your communication style plays a big role in your overall work style. Don't know your communication style? Take our FREE quiz today!
Your employer may have a specific way for you to track your time. It may be as simple as emailing your supervisor when you start and stop your work. It may be a more elaborate time-tracking system where you record your specific activities in time increments or journal style.
It's probably a good idea to keep track of what you are doing in more detail. It may come in handy if you are asked to justify your time or when you would like to ask for a raise.
It is important to organize your work in such a way as you are able to quickly and clearly see what you have accomplished. Make use of your favorite calendar app to keep track of this. In some industries, the billable hour or journal system (even a combination) is standard.
However you approach it, you need to be able to clearly determine that you are on target to reach your goals.
If something is not working, don't be afraid to change it. As a telecommuter, you may be a pioneer in your office, company, or industry. Invest time in researching ways to improve your productivity. Don't be afraid to ask, "Is there a quicker, better, more effective way out there?" Seek it out, albeit carefully.
Don't jump on the first solution that comes along. Try it out tentatively. Not all solutions meet all users' needs.
Have regular meetings with your boss or co-workers. These meetings could be weekly, monthly, or quarterly. The meetings may be more frequent when you first begin to work from home.
Talk to others in a similar field who also telecommute. Use social media to stay in touch with your professional network and obtain advice about working from home. Be selective about which groups or lists you sign up for or follow. You don't want social media to become a distraction rather than a way to stay in touch and get help when you need it!
It is hard to do your best when you don't feel your best, and it's especially hard when you don't have regular feedback and input from others!
Get up at a regular time and get dressed. Have your breakfast and coffee before work if that is your habit. If you usually brown-bag it, pack a lunch to eat when you are ready. Meet co-workers or friends for lunch periodically if you are in the habit of this. Set regular breaks and quitting time.
Most of all, avoid the temptation to work when it should be family time, and remember to exercise and get enough sleep.
Working from home can be a great change of pace for many professionals. But it can also be a struggle to adjust to not going into the office every day. Follow the tips above to successfully work from home, no matter what stage you are at in your career.
As a professional, you'll likely need to give a presentation at some point in your career. Good presentation skills can help you succeed at work, no matter your position. Therefore, everyone should know how to create and deliver a persuasive presentation.
We recently asked our executives for their expert advice on creating and delivering a persuasive presentation.
Presentations can be very scary! Especially if they are being delivered to a new audience, have news that may not be as simple to digest, or if there is a lot at stake for the presenter, to name a few...
In my experience, these are some high-level key tips on how to create and deliver a persuasive presentation:
1. Know your audience.
The first step to creating a persuasive presentation is to know your audience. What are their interests? What are their needs? What are their objections to your message? Once you know your audience, you can tailor your presentation to address their concerns and to persuade them to your point of view.
2. Have a clear message.
What is the one thing you want your audience to remember after your presentation? Make sure your message is clear and concise. Don't try to cover too much ground in your presentation. Focus on one main point and make sure you support it with evidence.
3. Use strong evidence.
Your audience is more likely to be persuaded by your message if you can support it with strong evidence. This evidence can come in the form of statistics, expert testimony, or personal stories. The more evidence you can provide, the stronger your argument will be.
4. Be passionate about your topic.
Your audience is more likely to be persuaded by your message if you are passionate about it. If you don't believe in your message, it will be difficult to convince others to believe in it too. So, let your passion show!
5. Practice, practice, practice!
The more you practice your presentation, the more confident you will be when you deliver it. Practice in front of a mirror, with a friend, or with a group of people. The more you practice, the more natural your presentation will seem and the more persuasive you will be.
6. Be yourself.
Don't try to be someone you're not when you deliver your presentation. Be yourself and let your personality shine through. Your audience will be more likely to connect with you if you are authentic.
7. Connect with your audience.
Make eye contact with your audience, smile, and use gestures to engage them. Ask questions and get them involved in the conversation. The more engaged your audience is, the more likely they are to be persuaded by your message.
8. End with a call to action.
Tell your audience what you want them to do after your presentation. Do you want them to sign a petition, donate money, or simply think about your message? Whatever it is, make sure you tell them what you want them to do.
Giving a persuasive presentation can be difficult. With the help of neuroscience, here are three tips to steer you in the right direction.
Neuroscience tells us that humans have an aversion to loss and a fear of the unknown. As long as we are reasonably happy and feel safe with our current choices, we probably won’t change.
For that reason, the first tip for an effective persuasive speech is to describe how the status quo is bad—or even dangerous. For example, maybe the current approach is too expensive, time-consuming, or unsustainable.
But you can’t just list these reasons in the speech and call it a day. That probably won’t work.
That brings us to the second tip: use storytelling to elicit an emotional response. Why? Because humans are not logical creatures. We’d like to think we are, but 90-95% of the time, we actually make decisions based on emotions that we then justify with facts.
So, start your presentation with an emotional story about how the status quo is unfavorable. But that’s not all!
The third tip: tell this story from the viewpoint of the audience. By seeing themselves in the story, it will catch and hold their attention while also being memorable. This is due to our selfish human brains—because, yes, we are wired to think mainly about ourselves in order to keep us alive.
There are additional neuroscience persuasion hacks, but emotional storytelling about how the current approach is unfavorable, told from the audience’s point of view, is an excellent starting point to sway opinions.
Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.
Some thoughts:
The first step is to know your audience when delivering a presentation. Consider the demographics of the group, along with their level of experience and knowledge of the topic. This will help you create a very interesting and targeted message.
Secondly, take note of where the presentation will be held, the time frame you are working around, and what extra materials you will need. Know the layout of the room and try to see it beforehand.
Lastly, HAVE FUN! There's nothing better than having a presenter that is thoroughly enjoying themselves and sharing their passion for what they are presenting. Don't worry about messing up. No one will know but you. Engage with the audience! Ask questions and encourage feedback. Let them have an interactive experience. Smile, smile, smile!
As an executive, you always want your messages to be clear and well-detailed. This might be your only opportunity to pitch your ideas, so you want an accurate and attention-grabbing presentation. This calls for a plan!
On the Creation Side
You can’t persuade an audience that isn’t listening. Developing a “hook” to draw the audience in would be the best way to grab attention. You are creating a fundamental purpose or a “why” we are all in the room; this is essential. I like to confine the critical message topic to a single sentence.
From that “single sentence,” I like to build a point-by-point argument detailing my vision. This is where my words and body language will project credibility.
On the Visual Side
This is my favorite part of the presentation. My favorite visual tool is PowerPoint. With a PowerPoint presentation, I can use financial data to create infographics, pie charts, videos, and graphs. These types of visuals can tell a very compelling story. I can appeal to an audience’s emotions and sense of logic with visuals.
Lastly, I must make my closing as memorable as the beginning statement.
Creating and delivering a persuasive presentation requires careful planning and preparation. The following steps can help you create an effective and engaging presentation that can inspire your audience.
First, determine your purpose. This involves identifying what you want your audience to do, think, or feel as a result of your presentation. This will help you to focus your content and create a clear message that aligns with your goals.
Second, know your audience. Understanding your audience's needs, interests, and concerns is essential for creating a presentation that resonates with them. This will help you to tailor your message to their specific needs and preferences.
Third, craft a clear message. Your presentation should have a clear and concise message that is easy to understand and remember. Use storytelling techniques and real-life examples to bring your message to life and make it more relatable.
Fourth, use effective visuals and delivery techniques. Visual aids such as slides and videos can help you to illustrate your points and keep your audience engaged. Effective delivery techniques such as eye contact, body language, and vocal variety can help you to connect with your audience and convey your message more effectively.
By following these steps, you can create and deliver a persuasive presentation that engages your audience and inspires them to take action.
How do you create and deliver a persuasive presentation? Join the conversation inside Work It Daily's Executive Program.
If you're in a career you hate and you haven't been able to figure out how to get out of it, you've come to the right place. As a career coach for over 20 years, I've worked with thousands of people in your position. The good news is that there are a couple of simple steps you can follow to successfully get out of a career you hate and into one you love.
@j.t.odonnell How to get out of a career you HATE. 🤢 #careertiktok #jobtiktok #careeradvice #jobtok #careertok #job #career #jobshopper #workitdaily #jobsearchtips #careerchange #changecareers ♬ original sound - J.T. O'Donnell
Imagine there are two roads in front of you.
The first road is a huge hill. You would have to go up this hill to see what's on the other side.
The second road is a straight, flat path. It would be easy to take. It's really long. But at the very end of it, far off in the distance, you can see a beautiful house, your dream house. You know if you just got on this path and followed it step by step at your own pace, you would eventually get to this beautiful home.
Which road are you going to take? The huge hill where you don't know what's on the other side? Or the straight path that might take some time to travel, but you can see exactly what you're going to get? Obviously, the straight path.
But here's the thing: you've been climbing the hill because that's what people told you to do, right? Climb that hill, get to the top, and then you weren't happy. So you climbed another hill, got to the top, and weren't happy again. Why would you ever want to do that again?
You don't have to climb the hill. The problem is that school never taught us this. They never taught us how to fix career dissatisfaction. And your employer is never going to teach it to you because that would mean you'd probably leave your job.
So where are you going to learn how to do this? Where do you figure out how to have a straight path to the destination you're looking for?
1. Embrace Microlearning
The first step to getting out of a career you hate is embracing microlearning. Microlearning is a concept that involves taking five to 15 minutes out of your day (every day) to learn something new. These small, but consistent, chunks of time you're dedicating to learning something new are rewiring your brain to help you understand and close your knowledge gaps so that you can get what you want out of your career.
With microlearning, you start at a really slow walk. But over time, you start to get addicted to it. It's exciting, and it becomes a habit. You start to feel empowered and you go from a slow walk to a full-on run, and that's how you get to your destination faster.
2. Tap Into Your Professional Strengths
The second step to getting out of a career you hate is tapping into your unique combination of professional strengths. You need to know how you like to create value on the job. When you understand how you like to create value, you can build a personal brand that you can then use to market to the right employers to land your dream opportunities.
This is how you go from being a random job seeker (climbing a hill) to being a focused job shopper who's getting exactly what he or she wants (straight path). That's the difference.
Want to learn your professional strengths and gain access to a platform built for microlearning?
Become a Work It Daily member. It's time to get out of a career you hate and find one you'll love.
We all have career ups and downs throughout our life. In many cases, these ups and downs are just part of a natural progression. But in other cases, they are caused by factors out of our control. One thing that always helps during situations like these is kindness.
Whether it's kindness from a friend or kindness to yourself, it's the small acts of kindness that help us get through life's most difficult challenges. When going through a career challenge, these acts of kindness can make a huge difference:
Do you have a friend, family member, or former colleague going through a career crisis? Sometimes the best thing you can do is listen!
It's never a good idea for people to let things bubble up inside to the point where it consumes them. Everyone needs to vent sometimes.
However, there is a balance. While you want to lend an ear, you also don't want it to get to the point where the other person is feeling sorry for themselves and it turns into a pity party.
If you're able to offer advice based on your own personal experience, you should share it. But if you're not in a position to offer advice, try to offer some motivational words of encouragement or share a resource that may help.
You never know when a new connection may lead to a new career opportunity! With that in mind, think about the difference you could make in someone's life by introducing them to just one connection from your professional network.
Maybe you have a friend looking to break into the healthcare industry and you know the perfect professional to introduce them to. It doesn't have to be industry specific; sometimes particular people are just good resources and mentors for others.
Will live in an era where content is abundant and diverse, and similar to introducing a new connection, you never know when a single piece of content could have a positive impact on someone.
The best part about sharing content is the fact that it's easy. It's as simple as sharing an article on LinkedIn or writing your own.
Sometimes these industry and career-related articles can reach hundreds of people based on how many times they are shared. The information within the shared content could prove valuable to some. You never know!
Obviously, you don't want to give a professional reference or LinkedIn endorsement to just anyone. But if the person asking is worthy of it, then it's a wonderful thing to do for someone.
A good resume and cover letter can get a person in the door for an interview, but once they're there it's how they handle the interview and their character that ultimately helps to set them apart from the competition,
Many employers use professional references as a way to get a sense of a person's work ethic and character. If you enjoyed working with someone and appreciated their work ethic, then giving them a reference will not only help them out, but it will make you feel good as well.
It's important to remember that whenever someone helps you in your career, you should find a way to pay it forward, either to the person who helped you out or to someone else. This should work both ways; hopefully, someone who you helped out in their career will return the favor as well.
The act of paying it forward—responding to an act of kindness with another act of kindness—is something that doesn't just apply to career, but to life.
Any act of kindness throughout the day can make a huge difference in someone's life. Even something as simple as paying for someone's coffee.
You can pay it forward by recommending Work It Daily to a friend.
In today's world, digital technologies have transformed how brands operate and interact with customers. With the rise of social media, mobile devices, and other digital channels, it has become imperative for brands to have a strong online presence and engage with their customers meaningfully. Brands that navigate the digital landscape successfully can reach a wider audience and build stronger customer relationships.
In this context, brands must understand the key factors contributing to digital success. Here are five ways brands can succeed in the digital world.
Brands need to be aware of some key differences between traditional and digital marketing strategies to succeed in the digital world. The first thing to recognize is it's no longer a traditional vs. digital marketing world. It's all about being customer first and knowing how they (in their segment) journey through your brand, regardless of what touchpoint they enter. It's about multi-touchpoint marketing and how you drive them across the marketing funnel—from brand awareness to consideration to conversion to loyalty and advocacy.
It's no longer a linear journey. Consumers may come in at any touchpoint. It also realizes that brands are playing the role of conductor. How are you measuring the effectiveness of each channel and then optimizing your results to achieve your goal? Finally, it's a balance between a brand's owned, earned, and paid media.
Personalization is important in today’s digital landscape, and there are some effective ways to tailor marketing messages and content to individual customers. The first thing is to break out your data into customer segments and understand their needs (and the benefits your brand can bring them) and then how they consume media / what channels they are on and everything about them so that you can present your brand as a solution to fit their needs. Then create personalized messaging, content, and offers per segment.
For example, in broad strokes, older audiences will be on Facebook and reading emails, while a younger demographic will typically be on TikTok and Instagram, viewing YouTube Shorts, and getting their marketing messages via opting into SMS text messaging.
In the digital world, building trust and credibility is essential for brands to succeed. However, it can also be one of the biggest challenges they face. One of the main obstacles is the abundance of fake news, misinformation, and online scams that can damage a brand's reputation. Another challenge is the lack of face-to-face interactions, which can make it harder for customers to trust a brand. Additionally, there is the issue of data privacy, with many customers being concerned about how their personal information is being used.
To overcome these obstacles, brands need to be transparent and honest in their communications and actions, provide quality products or services, and prioritize customer satisfaction. They can also leverage social proof, such as user reviews and testimonials, to build credibility and trust. Moreover, brands should establish a strong online presence and engage with customers regularly through social media and other channels to foster a deeper connection and build a community of loyal customers.
Social listening has become a critical component of any brand’s digital strategy. It is important for brands and is often overlooked, even though there are a lot of lower-cost social media management tools that now offer social listening for a fee. Social listening can help brands see what social conversation is happening (and trending) about their brand globally and nationwide. Consistent social conversation volume can help drive brand awareness. Social listening can also help you discover influencers talking about your brand, and you can reach out to them for influencer campaigns/partnerships.
A second way you can use social listening is for customer service. You can see customers discussing issues about a product or if they’re unhappy with a brand. You can respond with corporate communications as needed to customers or use the information to inform your product development and marketing teams. You can also use it for crisis management. I remember being at a Fortune 500 brand, and a licensee had changed the interface of a popular game. Social listening had picked up the noise of angry fans coming to the corporate office to protest. Because we picked this up with our social listening tool, we triggered a corporate crisis plan immediately, and it defused the situation.
Lastly, you can use social listening for real-time analytics at conferences or events. For example, I ran the social media war room for a major gaming brand at E3 (the Electronic Entertainment Expo). We picked up consumer sentiment on the games and gaming platforms in real time and were able to flex our marketing/PR events and communications in real time to react to our competitors' messaging.
Data and analytics have become essential for brands to understand their customers, track their marketing ROI, and optimize their campaigns for maximum impact. Brands can leverage data and analytics in several ways to better understand their customers and improve their marketing efforts.
First, brands can use data analytics to track customer behavior and preferences across multiple channels, such as social media, email, and website interactions. By analyzing this data, brands can identify patterns and trends in customer behavior, preferences, and sentiment toward their brand. This can help brands develop more targeted, personalized marketing campaigns that resonate with their customers.
Second, data analytics can help brands measure the effectiveness of their marketing campaigns and track their return on investment (ROI). By analyzing metrics such as website traffic, conversion rates, and sales, brands can determine the most effective campaigns and make data-driven decisions to optimize their marketing spend.
Finally, data analytics can help brands optimize their campaigns for maximum impact. Using A/B testing and other analytical techniques, brands can test different campaign strategies and optimize their messaging, targeting, and creativity to improve engagement and conversions.
In conclusion, the digital landscape provides vast opportunities for brands to connect with their audiences and achieve their marketing goals. By staying attuned to customer feedback, personalizing messaging, leveraging data and analytics to optimize their campaigns, and prioritizing transparency and authenticity, brands can establish a strong digital presence and drive meaningful results. The digital world is constantly evolving, but by keeping these key strategies in mind, brands can stay ahead of the curve and thrive in the digital age.
For a step-by-step guide on how to develop a brand strategy, check out How to Develop a Brand Strategy by Lisa Perry. For more digital marketing insights, follow Dana Long and Lisa Perry.
This article was written by Lisa Perry and Dana Long.
Your organization bought an expensive enterprise resource planning (ERP) system, and it came with a comprehensive set of documentation including user manuals, training materials, and technical guides. You utilized the documentation and successfully implemented the system, but how much have you used the documentation since then?
Technology is an investment. You want to maximize the use of the system, including that the system’s operations are consistent and reliable. You regularly update the system for upgrades and patches. It’s crucial to make sure your corresponding documentation is up to date because it enables employees to be knowledgeable about the updated system.
Documentation captures critical information preserving that knowledge and making it available to all appropriate individuals. If only a few specific individuals know how the system works, what happens when they get sick, go on vacation, or resign? The solution is to make sure the information is written down and to document that knowledge.
User documentation supports onboarding and training to ensure employees know how to properly use the system. This allows employees to get familiar with the system so that they can leverage it effectively. User manuals provide end users with guidelines including step-by-step instructions on how to use the system. Security roles identify what the staff can/can’t do versus what requires a supervisor to override. If you’ve added a module, make sure you add the new feature/functionality details so that the documents aren’t incomplete or missing information.
Training materials (e.g., instructor/student manuals, cheat sheets) are used to train both new and existing employees poised for promotions and transfers. Training materials can be used for scheduled training classes or for train-the-trainer scenarios wherein designated trainers (department super users or subject matter experts) train the rest of the organization.
If the documentation isn’t up to date, it can confuse or make it difficult for end users to properly use the system. Allow users to submit feedback (e.g., via a service ticket) regarding documentation such as unclear steps, incorrect screen print, or missing information.
For the IT staff, documentation serves as a reference for how the system is intended to be used. This includes system setup/configuration, system maintenance, as well as troubleshooting.
Many organizations operate 24/7 so it’s crucial that the IT staff be able to minimize any downtime. Some key documents are:
1. System architecture documents – provide an overview of the system components and interfaces that are interconnected. If you need to migrate your environment from on premises to the cloud, having current architecture documents can minimize the uncertainty of what components you have and how they’re connected.
2. Data-related documents (e.g., data dictionaries and data flow diagrams) – document the data structures. If a table is dropped, do you know which processes including reports will be affected?
3. System maintenance documents – did the upgrade affect the patching process? Does the nightly processing schedule need to be updated? Or any of the backup schedules (daily, monthly, quarterly, etc.)?
4. Troubleshooting documents – guidance on diagnosing and resolving common technical issues. When you upgraded the database version, did you become familiar with the new system messages and codes in advance?
When the system has been changed, make sure the documentation has been updated to reflect those changes. You can use a date stamp in the footer and turn on versioning to identify when the documentation was last updated.
Also, don’t forget to update the disaster recovery and business continuity documents. In the event of a disaster, you want to ensure the organization can minimize any business disruption. It can be chaotic when a disaster occurs, and up-to-date documentation can reduce stress, especially for employees filling in for absent employees.
For more information on the importance of keeping system documentation up to date, follow me on LinkedIn!
As we all know, most of us will reach a time in our work life when we have to reinvent our careers for an evolving economy. Some of us go back to school while others enter new businesses.
The first thing you want to do when considering a career change is to stop thinking of yourself as just a job title, whether that be financial analyst, human resources specialist, manager, teacher, or homemaker. No matter how you spend the first part of your career, whether it's coaching soccer or fully entrenched in corporate America, we all end up developing specific expertise.
If you start your own independent business from scratch, you will need to know something about every aspect of the business, from managing staff to selling your product or service.
If you're interested in switching to a new industry, you might want to consider a franchise, which comes with a tried-and-true business model, a brand name, and marketing expertise, as well as a training program and ongoing support. With a franchise, you get to operate your own business while having a team of experts behind you.
To accurately gauge your preparedness for any new endeavor, you should consider all the skills you have accumulated that can be transferred to a new career.
As you take inventory of your transferable skills, you want to dive deep into the details of your day to accurately assess your strengths for a successful career change.
Make a list of all the activities you perform on any given workday over a week, since not everything you do happens daily. And don't skip anything you may consider "a no-brainer" or insignificant because these little things can add up to a very significant skill that could transfer to another industry seamlessly.
So, if you sometimes have to field phone calls from disgruntled clients, and you've discovered you're really good at calming people's nerves, that's a valuable skill. Even if your job title is "financial analyst."
You never know what skill could make all the difference in your career change.
You don't need to be good at everything, but if cold-calling is an essential aspect of the company you want to apply to in your career change, you need to know you can do this day in and day out.
Consider core skills such as communications, business acumen, managing people, marketing, and so on. Be honest with yourself and stay clear of jobs that rely on skills that are not among your strengths. Changing careers is a lot easier when you know all of your strengths and how they can help you succeed in your next job.
If you're a numbers person and love tabulating figures, you may want to find a business that can capitalize on this valuable skill. Or maybe you prefer creating strategies that can make the whole operation run more smoothly.
Being detail-oriented or a big-picture thinker aren't hard skills. They're just adjectives and definitely DON'T belong on your resume. But knowing which category you fall under should help you identify the hard skills you possess that make you one or the other.
Building a clientele involves not only making good connections but following through to convert these new contacts into lasting relationships. Follow-through can also be an essential attribute in managing staff. A good franchise program can help you learn this skill.
While you don't want to state you have good follow-through on your resume, you should quantify your work experiences so that employers will get that impression when they read your job application. When trying to change careers, quantifiable skills and accomplishments are a necessity.
Do you love being around and meeting new people? Do you strike up conversations easily and enjoy learning about other people's interests and goals? Many businesses require a whole range of people skills in hiring and managing staff and attracting and keeping customers, but there are lots of businesses where the role of the owner mainly involves working alone at your computer.
No matter where you end up after your career change, you will have to deal with people in some way, shape, or form. But if you don't want a customer-facing role, it's good to know that so you can choose which transferable skills to highlight in your resume and which to omit.
With personal skills inventory in hand, you're now ready to begin researching businesses that would best match your skills and interests. A career change can be scary. But if you're confident about the skills you've developed in your career up to this point, you'll be just fine.
Need more help with your career change?
Become a member to learn how to successfully change careers and UNLEASH your true potential to get what you want from work!
Below, Dale Herzog answers some questions about his career field and explains why he joined (and continues to participate in) the Work It DAILY community.
@workitdaily Thank you Fatima for being the first to join our @tiktok social media campaign♥️♥️♥️@fatimalhusseiny We can't wait to share your story with the world! Check out our campaign to learn more! @workitdaily #workitdaily #WhyIWorkItDaily #careertiktok #careertok #jobtok #edutok #mywhy #purpose #passion #worktolive #live #life #love ♬ Epic Music(863502) - Draganov89
Work It DAILY provides a great library of resources and a supportive community. Of the millions of sources on the internet that I came across before working with J.T. and her team, none created an organized and encouraging path like the one they provide.
I think the most exciting part of the job is working with passionate engineers, researchers, and manufacturers to create new tools that will improve how people are cared for. Translating the inspiration of physicians and researchers into a new device is an exciting and humbling opportunity.
I try to build the habit of consistently reassessing what “balance” means and treating the process like you would scheduling trips to the gym. I have to say that I’m more grateful for the support of my family every day and I appreciate their interest in my occasional DIY home improvement project immensely. Even if a few relatives started out a bit nervous when they saw me at their door with power tools, I think they understood the therapeutic power of sawdust.
I’ve seen how my family has been affected by diseases that will be treated with the equipment I intend to develop. Having the opportunity to save someone else from some of those experiences makes it difficult to imagine pursuing anything else.
Reach beyond general career planning by applying the “daily work” philosophy to building and rewarding habits that nurture curiosity in growing your unique career. In addition to the Work It DAILY course material, I try to design a daily model and spend time learning about the needs of patients, researchers, and the environment in which the design will be used. I’m no expert, but it’s always great to share a job with those who are passionate about the work and enjoy exploring ways to make a patient’s experience as pleasant as possible.
We hope you enjoyed hearing from Dale about his career and experiences inside the Work It DAILY community.
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Join our community to learn how to UNLEASH your true potential to get what you want from work!
A good job description is priceless in the hiring process. Many hiring leaders struggle to create job descriptions that attract the right candidates. What should you include in a job description to spark interest and find the perfect candidate for the job?
In this article, learn from members of Duffy Group on how to write compelling job descriptions that attract the right candidates. You'll discover practical strategies for creating job postings that effectively communicate job responsibilities, qualifications, and company culture, leading to increased interest and better hiring outcomes.
Hiring leaders often start the recruiting process by developing the mechanics of a job description. However, a job description without attraction often fails to tell a compelling story about the position's value. There are several steps to increase awareness and interest in a post.
First, develop the company’s sizzle. The sizzle is an authentic representation of your company by expanding on the job's exciting features, resulting in the chances it will resonate with suitable candidates. It begins by establishing a framework of critical questions directed to the hiring leader.
At Duffy Group, our framework is built during the first step of the recruitment research process, the strategy development. Recruiters ask targeted questions and assess the new role situation with the hiring manager before marketing any position. The objective is to expand on the duties and responsibilities of the job to create a buzz and bring the job description to life.
Another necessary ingredient is ensuring the hiring process quickly identifies the applicants with the right motivation and gets them anchored on the attractive features of the job as quickly as possible.
Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of "passive talent" as a means of attracting the best human capital to their company.
I recently met with a group of HR and talent leaders at a conference. One of the pain points they shared was not posting job descriptions that were enticing enough for candidates to apply. They were looking for ideas to not make their job descriptions look so mechanical with the job responsibilities and requirements listed. I began to ask them questions to learn more about the entire opportunity and not just the day-to-day responsibilities and requirements.
Examples of the questions included in addition to salary, bonus, and benefits:
It is quick and easy to post a job description the way it is written. I suggested telling a story about the whole opportunity will give the job seeker a reason to be interested and apply.
Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.
If you want to recruit the very best talent, then you need to make sure you have the very best job descriptions to share with candidates. Job descriptions can be used to attract active job seekers by being used in job postings, but when it comes to recruiting the passive job seeker, you need a job description that is going to catch their attention. The job description should include information on the company, the position, the requirements, and if the position offers relocation, the location as well.
Many recruiters and hiring leaders neglect to utilize the "location" section on a job description as a way to attract candidates. It’s important to include a location section that includes the address, as well as a good description of the city and state. It’s important to do some research on the location. The Chamber of Commerce and tourism sites are great resources. Make sure to describe the location in a way that the candidate can picture themself relocating there.
We have had a lot of success recruiting to locations that are not necessarily "attractive" by reputation but when we highlight the positive attributes and share data, statistics, and even photos, we’ve been able to generate interest in traditionally hard-to-recruit-to locations.
Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.
Job descriptions can be extremely detailed, with long lists of responsibilities and required skills. Disclosing and promoting pay and benefits in your job description can be a valuable recruiting tool and make the process more efficient overall.
Here are five things to consider when sharing compensation and benefits in your job description:
Think back to high school when your English teacher would knock points off your essay because you stuffed it with common cliches. Well, it happens with job descriptions too. “Work hard, play hard,” “Fast-paced environment,” and “We’re all a big family.” The meaning is lost to candidates reading them.
In Duffy Group’s job descriptions, we highlight our core values. One of our core values is to promote work-life balance. Our work-from-home program gives our team members the flexibility of managing their day-to-day activities, with home office support that offers the tools to conduct day-to-day operations. A result of this benefit is increased productivity, team member satisfaction, and retention.
Make sure your social media supports your company culture; candidates are looking at your website and social media to ensure you walk the talk when it comes to culture. Your job description is a piece of your story. You want candidates to be curious to learn more about your company.
Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company's vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.
Need help recruiting talent for your organization? Check out Duffy Group today.
When times are tough, mass layoffs happen in almost every industry. But what do you do if you're a recent college graduate looking for your first job? How can you find a job when those around you are getting laid off?
Your first job search after college is hard enough without dealing with bad economic conditions. You need to prove your value to an employer with limited to no experience under your belt. Even before that, though, it can be incredibly challenging trying to get your resume past the ATS and into the hands of the hiring manager.
If you recently graduated from college and don't know where or how to start your job search in these trying times, we have some simple but effective tips guaranteed to help you land your first job.
Here are three things recent college graduates should do to find a job despite mass layoffs:
At Work It DAILY, we firmly believe your network is your net worth. Approximately 30-50% of all jobs today are gotten via referral. Utilize the connections you've made in college or in past summer internships to get your foot in the door somewhere. It's always easier to get a job when you've been referred internally by someone who already works at the company.
It's not enough to simply ask your connections about any employment opportunities they know about, though. You need to be intentional with your networking, or your job search will feel aimless.
Build a list of companies you'd like to work for so you can focus your efforts in those areas. This is your interview bucket list—all the companies you would love to work for that hire for your skill sets.
Creating this list is going to help focus your job search in terms of who you need to network with, reach out to, and start to connect with in order to find the job opportunities you want.
Remember: You're not asking them for a job—you're asking them for information that could help you land an interview.
The cover letter is the "voice" to your resume. If you want to land yourself an interview while layoffs are happening left and right, the key is to write a disruptive cover letter.
If you're not writing disruptive cover letters in your job search, you're missing out on a huge opportunity to stand out to employers. The ultimate goal of a disruptive cover letter is to tell a story so compelling about why you feel connected to the company that they'll want to pick up the phone and get to know you a bit more.
What you lack in experience you can make up for with enthusiasm and a great connection story.
Even when there aren't mass layoffs going on, getting an internship after you graduate from college can be a very strategic move for your career.
If you're struggling to find a job right out of college, consider applying for an internship position. Preferably, you'd want a paid internship, but if a lot of companies are laying off employees, ask if they have an unpaid opportunity available. You won't get paid, but you will gain a lot of experience. And if the internship goes well, they may offer you a full-time position after a few months of hard work and proving yourself as a valuable employee.
At the end of the day, experience is what will set you apart in the current job market, because it gives you the ability to develop your skills and show how you made or saved a company money—something every employer will want to hear when you interview with them.
School teaches you everything except how to get a job. No matter how competitive or disrupted the job market may be, recent college grads can stand out to employers with these three tips, and find a good job soon after graduation.